Kameron

Assistant Manager

Marilyn

HR Assistant Manager

Kelly

HR Specialist - Benefits

Ashley

HR Coordinator

Did You Know?

• Widgets – Informational windows on the employee homepage that allow staff to access our Swipeclock Platform and Slavic 401K, available with a single sign on.
• Records – Access to every pay stub, including detailed breakdowns of deductions, PTO, taxes, gross and net pay; from time of hire to payrolls that are currently in process!
• Announcements – Custom announcements at your fingertips, including handbook and policy updates that require and track signatures or acknowledgements!
• Withholdings Updates – W-4 interactive tax worksheets to allow employees to help themselves to updates that allow your staff to take charge of their taxes 24/7!
• Tax Documents – Always available W-2 Tax documents for prior tax years under our services. Current W-2’s posted annually no later than January 31st in preparation for tax season.

Providing Regular Informal Feedback – Let employees know you value and notice them by giving employees specifics! Even constructive feedback lets staff know you and your managers are paying attention and value employees’ contributions.

Don’t just share “good job” or “bad job” let staff know what specific actions, behaviors or tasks you want to see (or what positive behaviors you have seen them exhibit!)

Giving an Opportunity to Correct Behavior – Don’t just share the negative action, behavior or task you observed; share the correction, and the reason why it is important! Have your managers and supervisors log when they deliver specific feedback to staff in shift notes, daily logs, or in an email to our This email address is being protected from spambots. You need JavaScript enabled to view it. department. This activity is key for legally defensible corrective actions and even terminations when required.

Setting Clear Expectations – Remember to avoid using jargon, shop talk, or loaded statements! Try to break down big concepts into specifics actions, behaviors, or tasks. Instead of telling a staff member to “tidy up”, let them know that you would like them to “clean the windows, checking to make sure for a streak-free shine”.

Need help breaking down a big “ask” into an achievable task? This email address is being protected from spambots. You need JavaScript enabled to view it.! We are here to help!

Checking In – Team meetings, bi-weekly check-ins, or even delegating your supervisors to regularly have quick shift huddles are all easy ways to stay in-tune with your staff for opportunities for praise and improvement!

Curious for more information on Employee Retention? Check out this article on HR Today! Want to learn more about our coaching models? We are here to help and can tailor to your needs! Get in touch with us at This email address is being protected from spambots. You need JavaScript enabled to view it.

Employee Lifecycle

HR Basics

Do you have a Rehire? If an employee is re-hired within the same tax year, they will not need to complete an updated W-4 form. If they haven’t worked for you in a few years, have them complete a new W-4 to ensure compliance with state and federal requirements.

No W-4 or Incorrect W-4? Our obligation as employers is to pay employees as though they are tax eligible and claiming no allowances if we cannot rely on a completed document. Record that you have informed the employee of their incorrect W-4 and offer the ability to correct (or This email address is being protected from spambots. You need JavaScript enabled to view it. and we are happy to help!)

Claiming Dependents? Federally, deductions must be a dollar amount, a change from previous number of dependents. Parents are instructed to deduct $2,000 per-child tax credit out of their withholding ($500 for non-child dependents) for 2022 rates. You can advise employees if they have written a number of allowances or dependents when it should be a dollar amount (or let us have the conversation if you are a PEO client!).

Exemptions on Federal W4s? Staff must attest and self-select (we cannot guide them to do so) BOTH of the following: “You had no federal income tax liability in 2021 and you expect to have no federal income tax in 2022.” Not sure if a staff member qualifies? Encourage them to reach out to a tax professional!

Exemptions on State Forms? Employees who claim exempt often are required to indicate the reason why, which can be a great exercise in understanding if they are eligible for exemption. Encourage employees to read through instruction sheets to identify they truly are exempt from state taxes. Remember the phrase, “We will execute whatever you select, but any tax implications are yours, so I cannot advise.”

What is a census?

A census is a collection of basic employee information that brokers need to shop around for accurate (and affordable!) quotes for your company. Although small group rates for companies with 50 or fewer employees are set per ACA standards, composition and demographics of your team will still play a large role in what insurance companies will charge.

The information required includes, but may not be limited to; names, date of birth, zip code of residence, number of dependents and gender. Insurance companies also take into account employee count, business type, and the sorts of jobs performed. Our team of trusted brokers work with a variety of different carriers to get the best rates for you and your team, as tolerance for different businesses and teams can net different results depending on insurance company.

Gathering quotes can take some time, anywhere from 3 – 6 (or more!) weeks depending on group size and the time of year. We are getting close to the busiest time of year for benefits (4th quarter) so if you are interested in starting by the end of 2022, now is the time to begin the process!

Employee Benefits