Does it seem as though you have two jobs? | StaffScapes

OSHA National News

Thu, 08 May 2008 10:26:22 -0400

On April 21, 2008, OSHA officially kicked off their “youth job safety” campaign.

U.S. Secretary of Labor Elaine L. Chao launched the fourth year of OSHA’s youth public awareness campaign at Rockefeller Plaza in New York City recently. "The Teen Summer Job Safety Campaign educates teenagers on the importance of workplace safety and health habits that will help protect them and their coworkers at work," Secretary Chao said.

OSHA will host and participate in local events and activities around the country to help keep teenagers safe and healthy on the job. Activities include career fairs, youth programs, expos, career days and training seminars. OSHA and its regional partners are striving to reduce work-related injuries among teens by teaching them on-the-job safety and integration of principles into their work tasks from this early age.

The campaign is part of OSHA's Young Worker Initiative, which provides information and resources to teenagers, parents, educators and employers to ensure safe and rewarding work experiences for these summer employees. More information about workplace safety for teens is available at www.osha.gov/teens.

What is a Professional Employer Organization?

Wed, 07 May 2008 10:44:53 -0400

StaffScapes is a Denver based Professional Employer Organization serving small to medium sized companies in the Colorado region.

Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom line.

Businesses today need help managing increasingly complex employee related matters such as health benefits, workers' compensation claims, payroll, payroll tax compliance, and unemployment insurance claims. They contract with a PEO to assume these responsibilities and provide expertise in human resources management. This allows the PEO client to concentrate on the operational and revenue-producing side of its operations.

A PEO provides integrated services to effectively manage critical human resource responsibilities and employer risks for clients. A PEO delivers these services by establishing and maintaining an employer relationship with the employees at the client's work site and by contractually assuming certain employer rights, responsibilities, and risk.

Businesses across America have discovered the incredible value of PEOs because they provide:

Relief from the burden of employment administration.
A wide range of personnel management solutions through a team of professionals.
Improved employment practices, compliance and risk management to reduce liabilities.
Access to a comprehensive employee benefits package, allowing clients to be competitive in the labor market.
Assistance to improve productivity and profitability.

Making a case for a Professional Employer Organization – PEO

Wed, 07 May 2008 10:42:41 -0400

It is difficult to change from “the way things have been done.” Here are a few good reasons why it makes sense to talk to a PEO about partnering with, or creating strategies to use a PEO.

Consolidation – Reduce the amount of employment related vendors you use, and use only one, the PEO.

Greater Collaboration – More experience and expertise in human resources and employment issues than small businesses have on staff.

Better use of personnel- Let your staff concentrate on what they were hired for, and let the PEO focus on the employment headaches.

Stronger Compliance - PEOs stay on top of the ever changing employment laws and regulations.

Document storage and maintenance- Employee files, I-9, HIPPA compliance,

Added Value- Have the best systems and best people working for you to handle all employment needs

Disaster Protection – Off-site storage and processing of employment related matters.

Payroll Administrator Position

Fri, 02 May 2008 15:22:29 -0400

Open Position

StaffScapes has an opening for a Payroll Administrator -

Responsibilities:

1 Process New Hire Packets

2 Gather data needed to run payroll

3 Provide payroll advice to managers

4 Prepare and issue checks

5 Accurate payroll processing

6 Prepare garnishment reports

7 Prepare payrolls and reports

8 Assist with incoming calls and customer service

9 Assist employees with payroll related issues

10 Ensure legal compliance with federal, state, and local regulations related to payroll

11 Maintain personnel files and additional filing

12 Creating Blog Articles on industry topics

13 Assist HR and Accounting with special projects and administrative tasks as needed.

Skills/Requirements:

1 1-2 years of office experience

2 Attention to detail

3 High level of organizational skills with ability to multitask

4 Accuracy and attention to detail

5 Must have excellent customer service skills and positive attitude

6 Proficiency using Microsoft Office

7 Ability to maintain a high level of confidentiality

8 Knowledge of FLSA, state and federal wage & hour laws, Human Resource experience a plus

Pay Rate: $14.00 - $18.00/hour.

Please submit past pay history/salary requirements

Lora Manternach PHR CPP

Human Resource Manager

lora@staffscapes.com

StaffScapes, Inc.

1070 W 124^th Ave. Ste 900

Westminster, CO 80234

303 466 7864

303 466 7947 fax

StaffScapes, a Professional Employer Organization (PEO), provides small and mid-sized businesses with an integrated suite of services including HR administration, compliance management, safety and risk management, payroll and tax administration and employee benefits. We are seeking a Payroll Administrator based in Westminster and serving clients along the Front Range

New Address

Thu, 24 Apr 2008 12:47:24 -0400

StaffScapes is moving on April 25th.

StaffScapes is relocating it corporate office on April 25th and will close at noon on the 25th. Our phone numbers will remain the same. The new address is:

StaffScapes, Inc

1070 West 124th Ave

Suite 900

Westminster, CO 80234

303-466-7864 Phone

303-466-7947 Fax

OSHA

Thu, 17 Apr 2008 11:39:22 -0400

OSHA releases it top 10 most common work place injuries for 2007

OSHA annually reports the leading causes of workplace injuries during its fiscal year (October through September). This year, the 2007 “top 10” list of most frequently cited standards will look familiar — the top spots have remained relatively unchanged for the past three years. This stability is good news for risk managers and safety directors. It provides a compass as to where to focus your safety efforts to protect both employees and the bottom line.

Standard

1. Scaffolding (construction) 29 CFR 1926.501

2. Fall protection 29 CFR 1926.501

3. Hazard communication 29 CFR 1910.1200

4. Lockout/Tagout 29 CFR 1910.147

5. Respiratory protection 29 CFR 1910.134

6. Powered industrial trucks 29 CFR 1910.178

7. Electrical 29 CFR 1910.305

8. Ladders (construction) 29 CFR 1926.1053

9. Machine guarding 29 CFR 1910.212

10. Electrical systems design 29 CFR 1910.303

Slip, Trip and Fall Prevention

Thu, 10 Apr 2008 14:03:49 -0400

Reducing Workers' Compensation Claims

Approximately 300,000 injuries per year are due to slip trip and fall accidents. According to the US Department of Labor this contributes to 8% of all job related activities.

Something to watch out for include -

1. Keeping walkways clear

2. Tape down cables, cords and hoses or keep them out of the way

3. Mark or clean up Wet Areas - put down rubber mats or put up a sign in the area

4. Keep floors swept to remove dust and dirt

5. Use the handrails on stairs and be sure to use ladder safety rules.

These are some of the things to discuss with employees and make them aware of. Although it may seem like minor accidents, they can create loss time from work and large workers' compensation claims.

For training materials or more informaiton please contact the Safety Department at StaffScapes at 303-466-7864. Stay Safe.

New Study Analyzes CDHP Enrollment

Thu, 10 Apr 2008 11:33:11 -0400

Increase in consumer driven health plans reported in 2007

A recent study conducted by the American Association of Preferred Provider Organizations (AAPPO) shows that participation in consumer driven health plans (CDHP) have increased. In 2007, enrollment in a CDHP grew 25 percent, to 12.5 million from 10 million in 2006. The majority of those CDHPs were based on a preferred provider organization (PPO) network, which is an increase of 2 percent from 2006.

AAPPO also notes that “While large employers were the first to embrace the CDHP model, small employers are now helping to fuel the growth of CDHPs, with 7 percent of employers with fewer than 500 employees offering a CDHP in 2007 as compared to 5 percent in 2006”

For more information from this study, go to AAPPO’s website at www.aappo.org. Also more information concerning consumer driven health plans can be received by contacting StaffScapes’ Benefits Department.

NAPEO Tax Credit Bill

Wed, 09 Apr 2008 11:39:31 -0400

Colorado Governor Signs NAPEO Tax Credit BillColorado Governor Bill Ritter has signed NAPEO-backed legislation that provides certainty for PEOs and client companies with regard to tax credits. HB 08-1034 will assure that PEO clients can receive tax credits. In certain situations, clients of PEOs had previously been denied these valuable tax credits because of the PEO arrangement. This new law is a collaborative effort by both NAPEO and the Department of Revenue. The new law is retroactive for tax credits to eligible employees hired on or after August 3, 2007.

I-9 Verification

Wed, 09 Apr 2008 11:36:56 -0400

I-9 Verification Is Required of New PEO Co-EmployeesUnited States Citizenship and Immigration Service (USCIS) has reconfirmed its longstanding position that PEOs are responsible for conducting I-9 employment eligibility verifications of their new co-employees when taking on new clients. While the employment arrangement with the client is a “continuing employment arrangement,” the employment by the PEO is a new hire and requires the PEO to complete an I-9. In a letter to NAPEO, the agency reconfirmed the position taken by its predecessor agency (the INS) in 1999. After the PEO relationship is established, employment eligibility for subsequent hires can be done under one single I-9 for both the PEO and the client.