EIN has partnered with Global Cash Card in order to provide our employees with the opportunity to participate in Direct Deposit without having a bank account. The Global Cash Card is MasterCard Debit Card that is accepted at millions of locations worldwide, including internet and telephone-order merchants and millions of ATM’s. There is no credit check involved, and you are not required to have a bank account; all you need is proper identification.
How does the card the work?
Instead of providing the employee with a live check, EIN will load the employees’ card each payday; the employee will then have immediate access to their funds. Other advantages the employee will gain are: no check cashing fees, the ability to check their balances at anytime either online banking or via the telephone, and the option for online bill payment. This is an excellent solution to those employees who are accustomed to a cash-only lifestyle. It will provide them with the financial freedom by expanding their purchasing power.
If you are interested in obtaining more information on the Global Cash Card product, please contact our Payroll Department at (304)204-8700.
Tracking employee time and attendance is necessary, but without the right solution, this can be a cumbersome task filled with spreadsheets, manual calculations, and paper timesheets. EIN has partnered with SaaShr in order to provide our clients with the opportunity to streamline their Payroll process. SaaShr is a Web-Based Time and Labor Managerment software with multiple features; following are some of the key functions to SaaShr:
Utilize as a complete web-based system by clocking in and out on a website
Vacation/PTO Requests can be initiated, reviewed, approved and tracked through the SaaShr system
Manager approval levels can be set up on timesheets as well as for vacation/PTO requests
Electronic time and attendance files can be created and uploaded directly to EIN’s payroll processing system
Reports and tracking capabilities by department, job and/or location
Various summary reports
Employment related lawsuits continue to pose increasingly serious business risks to all private sector employees. Business owners face exposure to a variety of claims such as harassment, discrimination, wrongful termination, wage and hour violations, wrongful discipline, violation of privacy, and many others. Some of the most frequent types of claims are race discrimination, sexual harassment, and retaliation. The widespread trend of increasing lawsuits and claims continues. In 2005 and 2008 and Equal Employment Opportunity Commission (EEOC) collected around $370 million per year as a result of private sector claims. Moving ahead to 2011, the EEOC saw more discrimination charges than in any previous year since the commission was founded in 1964. To top that off, the dollar amount reported by the EEOC do not even include the employers’ costs of defending the claims, which can exceed $100,000 per claim. In addition to the EEOC claims, the costly trend of employment practices complaints continues across other areas. Due to a recent Supreme Court Decision in 2011, class-action litigation has and will continue to increase, and with increased class-action suits, employers will definitely see an increase in wage and hour litigation. The employment litigation environment is not a pleasant one for employers. So what do we do as business owners and employers? We start to minimize our exposures by ensuring that we are compliant in all of our employment processes, from pre-hire procedures to separation decisions. Make sure all of your supervisors are trained in proper employment practices, and well versed in documentation. EIN offers extensive supervisor and management training programs that aim to make sure your company’s leaders are knowledgeable of the risks of, and how to make the most risk adverse decisions.
Give EIN a call today at (304)204-8700, to set up training for your supervisors.
On October 11th, 2012 EIN hosted a Client Appreciation Reception at the Mardi Gras Casino & Resort. We were extremely pleased to have such a wonderful turnout and really enjoyed spending the evening with each of you who attended the event. The next day we conducted our Leadership Training Camp at the Charleston Civic Center and we were, again, very excited about the turnout. The morning session of the training camp included an overview of federal, state, and local employment laws as well as a presentation on regulatory updates. We had a great barbeque style lunch buffet and a lunchtime presentation by WV State Senator Mike Green. The afternoon sessions included an energentic presentation on the subject of National Labor Relations Board and Unfair Labor Practices by our guest speakers from Spilman, Thomas & Battle. The final session of the day included a leadership presentation by Kristina Brooks that covered “plays” to assist your leaders in everyday situations. We concluded the day with the “MVP” Prize Giveaway of two WVU football tickets. We want to thank all of you who attended and made both of these events a success. We do hope that everyone enjoyed themselves and found the Training Camp to be informative and beneficial. For those of you who were unable to attend, we look forward to seeing you at the next EIN event. If you have any questions about the training camp, or would like more information on any of the topics that were covered, please do not hesitate to contact EIN at (304) 204-8700.
As business owners, you put an enormous amount of faith and trust into your supervisors and managers. These employees carry a lot of responsibility and it is very important that they are provided with the tools they need to be successful. EIN understands the importance of your supervisors’ roles in the success of your business and we have created comprehensive supervisor training programs to help make sure these employees are prepared to successfully manage their responsibilities. The training programs that we have are customizable to each client’s needs and will cover areas such as understanding the employment cycle, effective communication, employment law, documentation, and identifying red flags. Both the content and distribution can be modified to meet your business’s needs. Training classes can be held on site for large groups of supervisors, or we can host individual or small group training at our main office. Please give our HR Department a call to discuss your supervisor training needs.
The West Virginia Wage Payment and Collection Act requires that, upon discharge, an employee must be paid all wages due within 72 hours of that employee’s last hour of employment. This is a WV requirement that is strictly enforced and carries significant penalties for employers that violate it. We work diligently to make sure that all of our clients are in compliance with this requirement. In order for all of us to operate efficiently and avoid potential liability, we absolutely need our clients to work closely with us and notify us immediately of any involuntary employment separations. If you have questions please contact our HR Department at (304) 204-8700.
EIN AdminSupervisor Training/72 Hour Rule Reminder
As you may already be aware, the U.S. Department of Labor has recently amended the FMLA regulations. The new regulations became effective on March 8, 2013. All covered employers are required to display a poster prepared by the Department of Labor summarizing the major provisions of the FMLA and telling employees how to file a compliant. The poster must be displayed in a conspicuous place where employees and applicants for employment can view it at all locations. The DOL has developed a new poster reflecting the recently issues amended FMLA regulations.
Below is the link for the revised FMLA Labor Poster:
The U.S. Citizenship and Immigration Services (USCIS) released an updated I-9 Employment Eligibility Verification Form in March 2013. Employers are required to complete a Form I-9 to verify the identity and employment authorization of each employee hired in the United States. Please note, only new hires should be asked to complete a Form I-9. The new form does not mean employers have to re-verify their entire workforce. Please review the new Form I-9 as it is significantly longer.
Encountering weather hazards is unavoidable in many parts of the country, making planning for a winter storm and protectings your works from cold stress critical.
Protecting Against Cold Hazards
Whether working outdoors or not, people in some U.S.regions will have to brace the cold this winter. Working in cold environments, especially for extended periods, can lead to cold-stress problems such as frostbite, hypothermia, and trench foot.
When working in cold environments, please keep in mind the following:
Wearing at least three layers of clothing, constituting an inner layer of wool, silk or synthetic, to wick moisture away from the body; a middle layer of wool or synthetic, to provide insulation when wet; an outer wind-and-rain protection layer that allows some ventilation to prevent overheating.
Donning a hat or hood. Up to 40 percent of body heat can be lost when the head is left exposed.
Wearing insulated boots or other footwear.
Keeping a change of dry clothing available in case work clothes become wet.
With the exception of the wicking layer, do not wear tight clothing. Loose material allows better ventilation to keep heat away from the body.
Do not underestimate the wetting effects of perspiration. Oftentimes, wicking away and venting sweat and heat are more important than protecting the body from rain or snow, OSHA said.
Drink plenty of liquids but avoid caffeine and alcohol.
EIN AdminProtecting Against Winter Weather Hazards, Storm Threats
In our BLR offices, we are about to embark on a major spring cleaning. All of the carpets will be professionally cleaned, the office nooks and crannies made to sparkle, and—hopefully—desks, drawers, and cabinets decluttered. These workplacewide cleaning sprees can be great opportunities to provide information to employees on office recycling efforts, office equipment reuse, and reduction of paper use.
Select one day during which spring cleaning will occur so everyone will be in the cleaning spirit.
Use natural cleaning products and tout their benefits.
Provide paper recycling bins – and information why recycling is a must.
Set up a “swap” area where underused office tools (staplers, scissors, extra paper clips) can be placed for others to pick up. One employee’s castaway may be another employee’s treasure.
Encourage employees to “clean” up their computer desktops as well, to improve productivity and computer efficiency.
Supply a small reward either at lunch or during a break time. It doesn’t have to be much, but a nice cupcake when the cleaning is done is a great surprise!
EIN AdminWorkplace Spring Cleaning as an Environmental Ed Opportunity