EMPLOYER ALERT | Avoiding Discrimination When Using AI-Powered Human Resources Software

EMPLOYER ALERT | Avoiding Discrimination When Using AI-Powered Human Resources Software

As part of Employer Advantage’s comprehensive suite of HR management and outsourcing services (HR, Payroll, Health & Benefits, Safety, and more), we take on the burden of our clients’ employee administration and compliance responsibilities. Please contact us if you would like assistance: Info@EmployerAdvantage.com | 877.476.9520

 

Employers using advancements in Human Resources (HR) software technology tools for hiring, training, and performance evaluations are being warned against relying too heavily on algorithms and artificial intelligence (AI) for decision making. Using AI in staffing and performance evaluations could unintentionally lead to discriminatory employment practices, including disability bias.

According to a pair of guidance documents titled Algorithms, Artificial Intelligence, and Disability Discrimination in Hiring issued by the Department of Justice (DOJ) and the Equal Employment Opportunity Commission (EEOC) on May 12, businesses must monitor for bias and provide reasonable accommodations as needed, especially for hiring practices.

In a tight labor market with record job openings, this is unwelcomed news for employers. A majority of companies have turned to technology to help ease staffing burdens. It’s estimated that more than 80% of all employers use some form of AI or algorithms to assist with all types of HR functions.

Guidance to Avoid Noncompliance with the DOJ, EEOC, and Americans with Disabilities Act (ADA)

1) Inventory all AI and algorithm-based tools that your company uses for HR functions.

Ensure you are aware of the issues flagged for your software. This is vital, especially in larger companies where the use of these tools may not be well-known.

 

2) Train HR personnel on the software programs and AI being used.

Ensure your HR staff is up to speed on the rule sets for your AI programs so they understand what decisions are being made by the software and what they will need to do to ensure the software can be edited to be compliant.

 

3) Beware of tools that may save time but decrease objectivity.

“The use of these tools may disadvantage job applicants and employees with disabilities,” according to the EEOC, such as:

  • Testing software that scores on personality traits based on other protected characteristics. For example, if your system automatically rejects candidates that live more than 20 miles from the worksite, you may be unintentionally limiting the ethnic and racial diversity of the candidates you consider, depending on the demographics of the area. Or, if the AI tool only allows consideration of applicants from certain schools or minimum education criteria, this may unintentionally screen out diverse candidates with atypical work experience that would otherwise be a fit for the role.
  • Eliminate programs that evaluate facial expressions, speech patterns, and ranks on keystrokes by scanners or monitors. These may prevent ADA-required “reasonable accommodations for all applicants.” Many types of disabilities and hiring technologies may impact each in a different way.
  • Do not accept technology vendors’ claim that their software is “bias free.” Carefully evaluate this software to ensure those with disabilities will not be negatively impacted.

 

4) Also study the guidance to learn what software functions are still accepted for categories such as:  

  • Targeted job advertisements
  • Meeting Job qualifications
  • Online interviews
  • Computer based skill tests
  • Scoring applicant resumes

 

In addition to this federal guidance, state legislatures have also begun to address discrimination issues with algorithms and artificial intelligence. Illinois recently passed the Artificial Intelligence Video Interview Act. This law imposes strict requirements on employers who use software to analyze video interviews. These requirements include specific notice requirements, limits on information sharing, and strict reporting requirements. The state of Washington is also considering a similar law. Employers can expect many other states and cities to follow suit.

 

Not currently an Employer Advantage client?

WE’D BE HONORED TO PROVIDE YOU WITH A NEW PATH TO HR BLISS.

We don’t just give quotes—We provide strategic business proposals.

-Free strategic assessment of your business needs

-Quick and easy account setup and seamless transitions

-Urgent requests | Please Call: Toll Free 877.476.9520

 

Click here to see our other helpful “Blog for All Employers”

 

About Employer Advantage

A New Path to HR Bliss – Trusted for more than 30 years, Employer Advantage frees you from the administrative and compliance burdens of having employees so you can focus on your business success. Versatile enough for companies of all sizes, our unique service combines comprehensive management of your employee administration and compliance with the latest software solutions, tailored to meet your individual needs and company culture. Our full-service management of Human Resourcespayrollhealth and benefits, workplace safety, and more enhances your profitability while reducing the costs and risks associated with employment law compliance. We provide your employees with top-notch assistance and benefits that help you increase productivity, save time and money, and attract and retain a talented workforce. And for small and mid-sized businesses, we bring you economy of scale with access to Fortune 500-level benefits, specialty assistance, and savings that would not be possible to attain on your own. Headquartered in the Midwest and serving more than 500 companies and 10,000 worksite employees throughout the country, Employer Advantage is an IRS-Certified Professional Employer Organization (PEO) (CPEO). Experienced, certified, and trusted.  www.EmployerAdvantage.com

 

Employer Insights | Employee Mental Health and Workplace Accommodation

Employer Insights | Employee Mental Health and Workplace Accommodation

As part of Employer Advantage’s comprehensive suite of HR management and outsourcing services (HR, Payroll, Health & Benefits, Safety, and more), we take on the burden of our clients’ employee administration and compliance responsibilities. Please contact us if you would like assistance: Info@EmployerAdvantage.com | 877.476.9520

 

As concerns over America’s mental health take center stage, employers find themselves under pressure to lead the charge in social reforms through workplace accommodation.

Employees are the heart and soul of any business venture. The physical and mental health of the workforce is critical to any economic success. Recent studies have shown many employees are struggling with pandemic anxiety, depression, and other mental health challenges that have exploded in the past few years.

Accommodation Warning Signs

As employees return to work, many firms are receiving requests to work remotely as an accommodation for their mental or physical disabilities. The increase in mental health discrimination charges is founded largely on employee anxiety and post-traumatic stress disorder. Some employees with mental health conditions who have been working from home for almost two years are overwhelmed with anxiety at the prospect of returning to the office. Many employers report seeing an increase in the number of employees asking to work from home on a permanent basis as an accommodation of their mental health conditions.

The Equal Opportunity Employment Commission (EEOC) recently reported that “approximately 30% of Americans with Disabilities Act-related charges received in 2021 involved employees alleging discrimination based on mental disabilities.”

Because of enhanced scrutiny by the EEOC and state enforcement agencies, an employer must establish that employees cannot perform the essential functions of their job from home if they deny or limit these requests. Keep in mind, many employees have been successfully performing the job from home for two years during COVID.

 

Prepare Your HR Staff

Human resources departments need to be deeply engaged in learning how to assist employees. While managers may be well trained to recognize when an employee may need an accommodation for a physical disability, they may not recognize when an employee expresses that they have a work problem related to a mental health issue that also needs an accommodation.

  1. Determine what resources your company currently has vs. what you will need to address the issues.
  2. Don’t overstep your knowledge base. Seek the help and training that will be necessary to ensure you can handle the identified issues.
  3. Provide resources to help employees cope, including wellness and substance abuse programs.
  4. Engage the workforce about the company’s support of mental health issues to help remove the stigma associated with it.
  5. Develop a culture of caring and kindness to alleviate fears of retribution for this real issue while respecting and protecting employee privacy.

 

 Suggested Actions to Protect Company Liability
  • Train management on the seriousness of accommodation issues.
  • Define the essential functions of all jobs and write the job descriptions with in-person attendance in mind.
  • Consider the elements of the job that will be lost or diminished by at-home work and revise your job descriptions to anticipate accommodation claims.
  • Expect more sick leave, paid leave benefit programs, and expanded state family leave programs across the country. There will also be more employee requests and the use of all benefits accrued.
  • Multi-state employers must expect accommodation compliance obligations and notice requirements. The work-from-home or hybrid option will only complicate this compliance puzzle with most local ordinances applying to where the work is performed, which is now the location of someone’s home, and not where the company office is located.
  • Review your understanding of the Affordable Care Act (ACA). The volume and complexity of health plan compliance obligations has been steadily growing.
  • Learn the significant new administrative requirements to reduce cost-sharing surprises, as well as various initiatives intended to protect mental health-related benefits that prohibit discrimination.
  • Invest in additional resources to ensure your compliance practices are not exposing you to regulatory and litigation risks. In the past, most employers have relied on insurance carriers and brokers for most of their health plan compliance needs.
Additional Struggles

Every employer must be in tune with what is happening with their workforce, which is what we call the “business of employment.” Add these to your areas of close attention:

Beware of cultural wars spilling into the workplace

The debate will center around three main areas: prohibitions or limitations on the discussion of sexual and gender identity issues in schools; whether to allow transgender girls to play in girls’ sports; and education – including employee training – on race discrimination and implicit bias. Cultural debates can sap the strength from any organization.

Employee compensation dilemmas

Base salary and annual bonus, coupled with a competitive standard benefits package have become mandatory for attracting and retaining key talent. This will only get more challenging as creative companies continue to raise the level of competition in creating more robust compensation packages.

Consider engaging the services of an IRS-Certified Professional Employer Organization (PEO)

Experts feel the volume and complexity of these needs has now reached a tipping point, which has left many businesses on their own. Leaning on a PEO can make all the difference in saving time and money while having all your business’ employee administration and compliance responsibilities expertly managed.

 

Not currently an Employer Advantage client?

WE’D BE HONORED TO PROVIDE YOU WITH A NEW PATH TO HR BLISS.

We don’t just give quotes—We provide strategic business proposals.

-Free strategic assessment of your business needs

-Quick and easy account setup and seamless transitions

-Urgent requests | Please Call: Toll Free 877.476.9520

 

Click here to see our other helpful “Blog for All Employers”

 

About Employer Advantage

A New Path to HR Bliss – Trusted for more than 30 years, Employer Advantage frees you from the administrative and compliance burdens of having employees so you can focus on your business success. Versatile enough for companies of all sizes, our unique service combines comprehensive management of your employee administration and compliance with the latest software solutions, tailored to meet your individual needs and company culture. Our full-service management of Human Resourcespayrollhealth and benefits, workplace safety, and more enhances your profitability while reducing the costs and risks associated with employment law compliance. We provide your employees with top-notch assistance and benefits that help you increase productivity, save time and money, and attract and retain a talented workforce. And for small and mid-sized businesses, we bring you economy of scale with access to Fortune 500-level benefits, specialty assistance, and savings that would not be possible to attain on your own. Headquartered in the Midwest and serving more than 500 companies and 10,000 worksite employees throughout the country, Employer Advantage is an IRS-Certified Professional Employer Organization (PEO) (CPEO). Experienced, certified, and trusted.  www.EmployerAdvantage.com

 

EMPLOYER GUIDANCE | Equal Employment Opportunity Is the Law of the Land

EMPLOYER GUIDANCE | Equal Employment Opportunity Is the Law of the Land

As part of Employer Advantage’s comprehensive suite of HR management and outsourcing services (HR, Payroll, Health & Benefits, Safety, and more), we take on the burden of our clients’ employee administration and compliance responsibilities. Please contact us if you would like assistance: Info@EmployerAdvantage.com | 877.476.9520

At least once a year, each employer in the United States should review the laws regarding equal employment and become familiar with the latest requirements. Failure to abide by current rules and regulations can have disastrous consequences for any business.

Understanding this is especially important with the approaching deadline to file the 2021 EEO-1 Component 1 Report. This mandatory annual data collection of race/ethnicity, sex, and job categories required under section 709(c) of Title VII of the Civil Rights Act must be submitted to both the EEOC and U.S. Department of Labor every year. See article EMPLOYER DEADLINE | EEOC Required Workforce Demographic Report Due May 17, 2022.

History of the EEOC and How the Commission Impacts Employers

The United States Equal Employment Opportunity Commission (EEOC) is a federal agency established via the Civil Rights Act of 1964. It was created to administer and enforce civil rights laws designed to protect against workplace discrimination.

Although reporting to the EEOC is often limited to large employers, the primary function of the EEOC is to investigate broadly all workplace complaints within three main categories: discrimination, retaliation, and harassment. There are no small business protections against these overall categories.

Within the three main categories are ten specific areas of discrimination that can be investigated: Age, Sex, Disability, Equal Pay, Genetic Information or Family Medical History, Sexual Orientation, National Origin, Race/Color, Pregnancy, and Religion.

 

Small Business Discrimination Provisions

  • If you have at least one employee:You are covered by the law that requires employers to provide equal pay for equal work to male and female employees.
  • If you have 15 to 19 employees:You are covered by the laws that prohibit discrimination based on racecolorreligionsex (including pregnancy, sexual orientation, or gender identity), national origindisability, and genetic information (including family medical history). You are also covered by the law that requires employers to provide equal pay for equal work.
  • If you have 20 or more employees:You are covered by the laws that prohibit discrimination based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, and genetic information (including family medical history). You are also covered by the law that requires employers to provide equal pay for equal work.

 

The areas covered by the EEOC are wide-ranging and therefore critical for employers to understand.

The extent of harassment and retaliation in the workplace can take on many forms. Sexual harassment is not just limited to one gender and is a major category in which employers should be well versed. Bullying of employees by other employees, not just by managers, also places employers in a position of responsibility. Retaliation is more prevalent than realized.

In addition to the many EEOC considerations, there are State and Local Government Laws that also apply to each business.

 

Not currently an Employer Advantage client?

WE’D BE HONORED TO PROVIDE YOU WITH A NEW PATH TO HR BLISS.

We don’t just give quotes—We provide strategic business proposals.

-Free strategic assessment of your business needs

-Quick and easy account setup and seamless transitions

-Urgent requests | Please Call: Toll Free 877.476.9520

 

Click here to see our other helpful “Blog for All Employers”

 

About Employer Advantage

A New Path to HR Bliss – Trusted for more than 30 years, Employer Advantage frees you from the administrative and compliance burdens of having employees so you can focus on your business success. Versatile enough for companies of all sizes, our unique service combines comprehensive management of your employee administration and compliance with the latest software solutions, tailored to meet your individual needs and company culture. Our full-service management of Human Resourcespayrollhealth and benefits, workplace safety, and more enhances your profitability while reducing the costs and risks associated with employment law compliance. We provide your employees with top-notch assistance and benefits that help you increase productivity, save time and money, and attract and retain a talented workforce. And for small and mid-sized businesses, we bring you economy of scale with access to Fortune 500-level benefits, specialty assistance, and savings that would not be possible to attain on your own. Headquartered in the Midwest and serving more than 500 companies and 10,000 worksite employees throughout the country, Employer Advantage is an IRS-Certified Professional Employer Organization (PEO) (CPEO). Experienced, certified, and trusted.  www.EmployerAdvantage.com

 

 

 

HR Improvement Ideas to Accommodate Remote Employees

HR Improvement Ideas to Accommodate Remote Employees

In 2020 and 2021, there was a significant disruption in the workforce. The COVID-19 pandemic forced a substantial number of employees to work from home. This change forced many companies to undergo a paradigm shift to accommodate new work arrangements.

HR departments across the country had to transform their processes to align with the shift in work operations. They realigned productivity and performance objectives to sync with remote processes, and businesses had to change their workflows to accommodate remote work.

The frantic catch-up work over the last two years taught businesses an essential lesson about the importance of continuous HR and operational improvements. This article will discuss HR process improvement ideas that you can implement in 2022 to accommodate increasing numbers of remote employees.

Simplify Your Essential HR Processes

Remote work is here to stay, which means you need to adjust your HR and business processes to accommodate the new normal. For example, new employees must fill out their I-9s in person. They cannot do this remotely. You must keep these sorts of things in mind when adjusting to a remote work environment.

Make sure both your employees and managers understand all business workflows, and you should also redesign your workflows to be simplistic and easily repeatable. Remove any unnecessary steps and provide clear instructions to help your employees. If you have any HR team members on staff, they should instruct the other employees on how to use the essential features of your HR system.

Improving the user experience associated with your HR processes will save tons of time for your business operations. Capture data provided by the system and use any insights gained to make the most effective business decisions and make improvements where necessary. These changes will mitigate risks and significantly improve the employee experience.

Document Your HR Processes

Most small-to-mid-sized businesses have no more than one HR professional on staff, and many have none at all. It’s critical that they document your current (and any changes made to your) HR functions and policies. If that person leaves your company or goes on an extended vacation, anyone with minimal experience should be able to fill their shoes and keep the ship running smoothly.

Documentation is critical if your employees work remotely. Your employees need to know how to request time off, make changes to their direct deposit settings, view and adjust their benefit plans, among other things, without hassle. Putting a set of standards in place minimizes deviation and helps eliminate mistakes.

For example, you probably changed your recruitment process to accommodate remote hiring. While the process itself likely remained mostly intact, there are probably some changes to document. Who is involved in each step? Who makes specific decisions? Multiple parties are involved, so you must keep everyone on the same page. By documenting these changes in detail, you’ll standardize your approach and ensure that nobody overlooks crucial steps.

Inquire About Employee Needs

Remote working environments bring challenges that never existed before. Issues, such as home Wi-Fi connectivity, team collaboration, and home office set-up, that are prevalent now never had any thought given to them two years ago.

You must be proactive about the situation and ask employees what they need to be successful instead of sitting back and waiting for employee requests to start flowing through the door. We would advise you to establish a monthly survey that polls your employees to discover their greatest challenges and what they need to remain productive. These surveys are an excellent way for you to stay in contact with your team members and keep employee engagement high.

However, your employees’ needs go far beyond task completion and productivity. It’s natural for remote workers to feel isolated and lonely. Remote work can diminish team collaboration and camaraderie. You should check in with your employees regularly to see how they are faring. You could even enlist the services of a mental health professional whom your employees can speak to if they are struggling with life, work, or a combination of both.

We recommend that you encourage any opportunities for your employees to interact with each other, whether it’s an in-person or virtual team lunch, regular learning seminars, or an extracurricular activity on weekends. Providing your employees with these opportunities goes a long way toward building and maintaining team chemistry in a remote environment.

Invest in Collaboration Tools

If a large percentage of your workforce is remote, that likely won’t change for the foreseeable future. We recommend investing in collaboration tools like applicant tracking systems (ATSs) and performance management systems (PMSs). Tools such as these enable you and your managers to communicate with your employees more effectively. You will see productivity increases in areas like priority settings, checklists, due dates, and task management.

Anonymous surveys are more important now than ever before, thanks to a decrease in communication caused by increased numbers of remote employees. These anonymous surveys are a great way to gauge how your employees are feeling and determine ways you can improve their work experience. We recommend that you provide incentives for hitting survey completion goals. For example, if your employees complete more than 80% of the surveys you send out, treat them to a nice dinner or a sporting event.

Automate HR Processes

Human resources deals with several tedious, menial tasks, such as timekeeping, payroll, and benefits administration. The more you automate these tasks, the more you free up HR’s time to work on more critical and complicated tasks. There are some simple changes that you can implement almost immediately that will make a significant difference.

For example, HR has to keep track of many documents and continuously remind employees to submit these documents. You can set up automatic emails to notify employees when they need to submit documents and remind them of hard deadlines. This simple fix can alleviate some pressure from your team and minimize human error.

HR contracts and documents are essential to many business functions, and automation can remove the responsibility of these repetitive administrative tasks from your team members’ shoulders. Automation goes a long way toward improving your operational efficiency if correctly implemented and will help your business become more agile and responsive in the future.

If you ask us, transitioning from pen and paper to a digital organization method is the most critical step you can take. Unfortunately, this is a step that most businesses cannot take overnight. It can be a long, monotonous process, particularly if you have dozens or hundreds of employees, but it is a process that will benefit your company in the long run. You wouldn’t believe the number of companies that still rely on old-fashioned paper documents.

Transitioning to digital documents and records saves time and space and eliminates the hassle of keeping track of thousands of important papers. A fully integrated HR management platform that keeps track of employee benefits, timekeeping, and payroll is ideal. However, for most companies, outsourcing their day-to-day HR processes to a third-party company is more cost-effective than hiring a team of HR professionals and investing in a software solution.

Outsource Your Daily HR Functions

Let’s face it. Human resources is a hassle. Hiring and retaining top talent, writing employee handbooks, dealing with issues, and continuously striving to improve your business’s operations are tall tasks. Outsourcing your HR department can significantly decrease the weight on your shoulders.

If your company struggles to keep up with the daily demands of human resources and constantly evolving laws and regulations, outsourcing is the answer you’ve been looking for. Employer Advantage works passionately to decrease your burden and free your mind from the hassles of HR, payroll, and other integral functions of running a business.

While you and your management team will never be 100% hands-off, you can do away with much of the grunt work by outsourcing. Interested in learning more? Email us or give us a call at 1 (877) 887-6780 to discover how Employer Advantage can get you that much closer to achieving HR bliss!

What Is a PEO?

What Is a PEO?

Well, it’s a delicate question that deserves a dignified answer. A professional employer organization (PEO) is an outsourcing company that provides valuable services for small and mid-sized businesses (SMBs). Over the past 30 years, the PEO industry has become a flourishing segment of the U.S. economy, significantly impacting countless companies and showing consistent expansion. Bravo!

Naturally, the assistance offered by PEOs helps businesses around the United States work more efficiently, enhance their bottom lines, and grow at rapid rates. Most PEOs provide the following services.

Continue reading to learn more about how PEOs, like Employer Advantage, work with their clients to make their lives easier!

How PEOs Operate in Conjunction with Their Clients

PEOs live to serve—and they like to handle the heavy lifting, too! Our shared-employment model allows our clients to remain in complete control of their employees (hiring, firing, etc.), but we deal with the repetitive (yet necessary) administrative tasks like filing taxes and processing payroll.

And when we say “shared,” we mean shared. We take full responsibility and are held liable for any mistakes made on our end, which takes the pressure off our clients. We also take measures to reduce any liability our clients might face.

For example, if one of our clients wants to fire one of their employees, we will guide them through the entire process. We’ll file the proper documentation and investigate the incident(s) that led to the firing if we deem it necessary. This way, nothing unexpected comes back to bite our clients in the future.

Typically, a PEO is the technical employer of its clients’ employees, resulting from a contractual co-employment arrangement with clients. When set up this way, PEOs become the employer of record (EoR) for tax purposes by filing paperwork related to payroll taxes using their own federal employer identification number (FEIN). Less risk for clients and less paperwork, too. What a jolly combo!

As the legal employer, the PEO is in charge of withholding all appropriate taxes, paying taxes related to unemployment insurance, and offering workers’ compensation coverage to the client’s employees. This way, clients hardly have to lift a finger.

Some Benefits of Using PEOs for Small and Medium-Sized Companies

Employing the diverse capabilities of a PEO can have many advantages for small business owners, like yourself, especially those who may not possess… 

(1) the depth of HR know-how or sufficient skills to perform functions, such as payroll and using human resources information system (HRIS) software. (What an undertaking!)

(2) the time and means required to do a wide range of transactional HR functions, such as preparing workplace policies, hiring and training new employees, handling the administration of employee benefits, and other day-to-day tasks. (Heavens, that’s a tall order!)

You stand to gain the following advantages by working with a PEO.

  • Company growth
  • A lower employee turnover rate
  • A lower probability of going out of business
  • An excellent return on investment (ROI) in terms of cost savings
  • A shift in employee liability to the PEO
  • More benefits options (often at lower rates)
  • Gains in economies of scale through the use of these increased options

Don’t turn a blind eye to results as dashing as these!

Additional Advantages of Utilizing PEO Services

As if you needed more convincing, some other ways you can benefit from using a PEO are as follows.

  • You gain access to the PEO’s full benefits suite. If you decide to remain on your current benefits plan, the PEO will administer it for you. This is particularly helpful for small businesses.
  • A PEO’s economy of scale allows your business to reduce its employment costs, thus enhancing its bottom line.
  • Through its services, you avoid the need for internal HR employees.
  • PEOs help you comply with federal, state, and local laws and regulations, thus guarding you against potential legal liability.
  • You may be able to pay the PEO a minimal up-front fee for a substantial state-of-the-art service system or platform. 
  • The PEO generates significant time savings by dealing with mundane and repetitive jobs, thus allowing you to dedicate more attention to your primary area of expertise and enlarge your profit margin.

5 Things to Consider Before Deciding to Utilize Payroll and HR Outsourcing

PEOs are a sound choice, but it’s essential to consider your business’s situation before committing to utilizing the services provided by a PEO. Below are some superb factors to consider.

  1. Ensure the PEO’s blanket insurance coverage is with a top-tier insurance carrier and provides the comprehensive coverage you require.
  2. Evaluate the PEO’s fees, markups, upcharges, and splits, as well as the total financial impact on your company. Where will you save money, and where will there be an increase in costs? How do the costs and savings compare to alternative options?
  3. Make sure that you fully understand the nature of the co-employment relationship between the PEO, your business, and your employees.
  4. Make sure the PEO will benefit you and your employees. How will it impact your organization as a whole? Will it free up time for your employees and management?
  5. Last but not least, evaluate your company’s position. Is this the right time to partner with a PEO? Is your company growing?

Now, here’s the bottom line. If you employ the services of a helpful, handy PEO, you can finally do what your company does best—without having to manage anything outside of your core business operations. However, before entering into a contract agreement with a PEO, be astute!  Thoroughly review them and give them a spin around the ole block if possible.

Outsourced Payroll and HR Services for Kansas City Businesses!

For more than 30 years, we’ve been at the beck and call of Kansas City companies, large and small. It’s no secret that providing businesses with comprehensive HR and payroll-related services is what we do best! It’s been our honor and privilege to shoulder our clients from the burden of HR functions, managing employee benefits, and managing payroll so they can focus on what matters most!

If you are interested in outsourcing some or all of your HR functions and payroll processing, email us at simplifyyourhr@employeradvantage.com or give us a ring at 1 (877) 266-9147.

EMPLOYER ALERT | Growing Cyber Threats by Russia Trigger New Obligations for U.S. Employers

EMPLOYER ALERT | Growing Cyber Threats by Russia Trigger New Obligations for U.S. Employers

As part of Employer Advantage’s comprehensive suite of HR management and outsourcing services (HR, Payroll, Health & Benefits, Safety, and more), we take on the burden of our clients’ employee administration and compliance responsibilities. Please contact us if you would like assistance: Info@EmployerAdvantage.com | 877.476.9520

Russia’s invasion of Ukraine has been accompanied by an increased risk of cyberattacks on infrastructure and critical industries in the United States, as well as globally. These latest threats have triggered the U.S. government to enact new requirements for employers to assist in safeguarding the nation’s cybersecurity.

The Cyber Incident Reporting for Critical Infrastructure Act of 2022 requires mandatory reporting of cybercrimes by businesses involved in the critical infrastructure sector. These include chemical, commercial facilities, communications, critical manufacturing, emergency services, energy, food and agriculture, healthcare and public health, and information technology entities.

 

Businesses must report to the Department of Homeland Security’s Cybersecurity and Infrastructure Security Agency (CISA):

  1. A covered cyber incident no later than 72 hours after the covered entity reasonably believes the incident occurred.
  2. Any ransom payment for a ransomware attack within 24 hours of making the payment because of a ransomware attack, even if the ransomware attack is not a covered cyber incident.

(Reportable incidents under the act include: (a) a substantial loss of confidentiality, integrity, or availability of a system or network; (b) a serious impact on operational systems and processes; or (c) a disruption of business or industrial operations.)

 

A report of a covered cyber incident under the Act must include:

  1. A description of the affected information systems, networks, or devices.
  2. A description of the unauthorized access.
  3. The estimated date range of the incident.
  4. The impact to the operations of the covered entity.
  5. A description of the vulnerabilities exploited and the security defenses that were in place.
  6. Information related to each actor reasonably believed to be responsible for the cyber incident, the category or categories of information that were, or are reasonably believed to have been, accessed or acquired, and the name of the entity and its contact information.

 

The requirements in the Cyber Incident Reporting for Critical Infrastructure Act of 2022 will not be enacted until the final rules are effective and published. This could take several months. However, there are critical things employers should do now to prepare and protect their business from any threat of cyberattacks:

  1. Implement a comprehensive cybersecurity risk management process within your organization.
  2. If your business already has a competent cybersecurity process in place, review your policy to ensure it will stand up to the demands of the new criteria and obligations outlined in the act.
  3. Ensure your company is aware of all upcoming government deadlines and reporting requirements.
  4. Communicate and train all employees on your organization’s plans to comply with the new act. This will not only keep you in compliance on the act requirements but will help protect your business from a cyberattack.

 

Not currently an Employer Advantage client?

WE’D BE HONORED TO PROVIDE YOU WITH A NEW PATH TO HR BLISS.

We don’t just give quotes—We provide strategic business proposals.

-Free strategic assessment of your business needs

-Quick and easy account setup and seamless transitions

-Urgent requests | Please Call: Toll Free 877.476.9520

Click here to see our other helpful “Blog for All Employers”

A New Path to HR Bliss – Trusted for more than 30 years, Employer Advantage frees you from the administrative and compliance burdens of having employees so you can focus on your business success. Versatile enough for companies of all sizes, our unique service combines comprehensive management of your employee administration and compliance with the latest software solutions, tailored to meet your individual needs and company culture. Our full-service management of Human Resourcespayrollhealth and benefits, workplace safety, and more enhance your profitability while reducing the costs and risks associated with employment law compliance. We provide your employees with top-notch assistance and benefits that help you increase productivity, save time and money, and attract and retain a talented workforce. And for small and mid-sized businesses, we bring you economy of scale with access to Fortune-500-level benefits, specialty assistance, and savings that would not be possible to attain on your own. Headquartered in the Midwest and serving more than 500 companies and 10,000 worksite employees throughout the country, Employer Advantage is an IRS-Certified Professional Employer Organization (PEO) (CPEO). Experienced, certified, and trusted. www.EmployerAdvantage.com