Office Management & HR
Learn more about the resources available for Office & HR.
The Patient Protection and Affordable Care Act (ACA) requires employers with 50 or more full-time or full-time equivalent employees to offer full-time employees and in some cases their dependents, minimum essential health care coverage that meets affordability and minimum value requirements or face a potential penalty. This mandate, originally scheduled to take effect in 2014, is delayed until 2015.
The government has created online educational resources to assist in understanding specific provisions of the Patient Protection and Affordable Care Act.
The U.S. Supreme Court rules that penalizing individuals who fail to carry minimum essential health insurance is constitutional under Congress’ taxing power, upholding a key component of health care reform legislation.
Health care reform’s employer shared responsibility mandate, scheduled to go into effect beginning in 2014, is postponed until 2015. On July 9, 2013, the IRS provided transition relief for information reporting requirements and employer shared responsibility provisions for 2014.
Small businesses looking forward to health plan choices for their employees promised as part of health care reform will be disappointed to learn that most will have only one available option for 2014. The requirement that the Small Business Health Options Program (SHOP) exchanges provide small businesses with a choice of health plans for employees is delayed for a year. In addition, online enrollment for federally-facilitated SHOP exchanges is unavailable for 2014 plan years.
Implementation of the Patient Protection and Affordable Care Act moves forward for now, with some delays and the debate continuing. This complex and far-reaching federal law will certainly impact how health insurance is bought and how health care is delivered. The BizFilings Toolkit team is offering comprehensive coverage of what the ObamaCare law means to the small business community.
State mandates require insurers to offer certain health care coverage.
There are many benefits to hiring your own children, but don't run afoul of federal or state child labor laws.
Independent contractors are a popular choice for business owners to fill their work force needs. True independent contractors are not treated as employees, which essentially means that payroll taxes and certain state and federal employment laws do not apply to them. It's important, however, to ensure that a worker qualifies as an independent contractor because the repercussions for incorrectly classifying workers can be severe.
'Home Office vs. Leased Office Space -- Reasons to Get Out of the House' reviews the challenges of working from home and the reasons many businesses need to have separate office space.
'Home Office vs. Leased Office Space -- Why Not Stay Home?' reviews the benefits to working from your home and the reasons many businesses should operate from a home-based environment.
September is National Preparedness Month, and the month when natural disasters of various types often strike. Every business should have some type of plan in place to deal with what Mother Nature might bring, as well as other crises and smaller emergencies that can cause big disruptions.
Information from a job applicant's references can be extremely valuable. References from former employers are likely to be more valuable than personal references and can help avoid negligent hiring claims. Educational references should also be verified where necessary. Calling or writing are the two basic methods of checking references and the process should be documented.
There are various ways to let the world know that you're hiring, including advertising in newspapers and online, in trade journals and depending on your budget, on the radio or television.
Having adequate insurance coverage is crucial, but overdoing can cause serious economic harm to your business.
'How the Unemployment System Works -- Part 1' reports on the ins and outs of the unemployment compensation system, including how your tax rate is assessed and the eligibility requirements for employees.
'How the Unemployment System Works -- Part 2' reports on the ins and outs of the unemployment compensation system, including which factors can make one of your employees disqualified for benefits
Complying with wage and hour law and doing payroll are vital components of the process of paying your employees. First, however, you must decide what amount to pay them. What other employers in comparable businesses are paying is a good way to determine what an employee's salary or salary range should be.
Whether you have a formal or informal complaint process in place or just handle complaints on a case-by-case basis, be sure you understand how to deal with employee complaints effectively.
You need to make the most of your purchasing dollars when you buy equipment for your business. Ways you can save money include buying used equipment and negotiating your purchase price and finance terms.
When you change your agent to BizFilings, we pay the state's change of agent filing fee. We cover all 51 jurisdictions.