What are the requirements for providing paid sick leave according to state and federal law?

This is one of the most important questions any employer can ask. Never deny an employee’s request for paid sick leave until you are certain you are not obligated to provide that benefit. Otherwise, you could find yourself liable under federal or state employment law.

Protected Leave Laws

Currently, eight states and a long list of major cities have passed paid sick leave laws. Though Utah and Salt Lake City are not on the list, many employers in the state offer paid sick leave as a benefit, as it increases job retention and satisfaction.

Check Company Handbook and Job Offers

As a Utah employer, you are not obligated to include this benefit in employee compensation packages, but if you promise it to an employee, you could create a legal obligation you are required to fulfill.

For example, if you include it as a job benefit in your employee handbook or in a written job offer, you may then be required to supply this benefit. Make sure you regularly review employee handbooks to ensure policies are accurate.

Understanding the Family Medical Leave Act (FMLA)

If your business has at least 50 employees, you are required to provide eligible employees with 12 weeks of unpaid leave per year for illness, caregiving or bonding with a new child. Though this time is not obligated to be paid, you are required to continue their group health care benefits throughout their leave.

In the case of the FMLA, an illness is defined as a condition that requires an overnight stay in a hospital, residential care facility or hospice. Employees have the right to be reinstated after their protected leave has concluded.

Wage and Hour Laws

Be fully aware of all Utah wage and hour laws. You can set up an appointment with our team to make sure your business is in full compliance. We can also provide guidance on the intricacies of monitoring and implementing paid leave programs.

When You Need Benefits Management

If your company does offer this benefit (and more), how do you track it? Do you keep records of how many hours each employee accrues? Are you tired of the paperwork headache?

We can help. Employee benefits management and administration is a key area of our business services. As a local Utah business, our team at WTA, Inc. knows what you go through as a managing officer and we also know what we can do to take the pressure off you from month to month. Contact us today for a free quote on our employee benefits and administration services, including paid sick leave tracking.

A social media policy is a necessity in the modern age. Not only do customers look to your company’s social media policies for engagement and interaction, they look at your individual representatives — your employees — as well.

Your company’s social media policy doesn’t have to be complicated, but it should cover the basics. Social media develops quickly, and so should your company’s policy. Above all, it should be straightforward and sensible — a guide your employees can easily digest and implement.

What Is a Social Media Policy?

A social media policy is basically an outline of how your company expects your employees to act online. It includes protections to secure the online reputation of your brand.

It’s All About Image — Make it a Professional One

Online, image is everything. What your employees say, how they say it and how they present themselves all contribute to your brand’s image. Is it a professional one?

Less-than-professional profile pictures, slurs or harassment are not behaviors you’d like to see from your employees, and a policy can help you communicate why. Talk to your employees about maintaining professionalism online, as their online presence is an extension not just of their image, but the image of your brand.

Defend Against Legal Threats

Help employees understand copyright laws — they must credit the right sources if they publish photos or content that isn’t their own. Make sure they know that anything they post can hurt the company, even if they have the best intentions. When in doubt, make sure they know who to contact to verify that a post is OK before they hit “publish.”

Emphasize Personal Responsibility

At the end of the day, a social media policy is only that — a policy. Your employees choose to follow the guidelines or not. Make sure they realize that your company is trying to encourage personal responsibility. Nearly everything posted online is permanent and ultimately, each person is responsible for the content they publish.

Be Aware of Confidentiality

Make sure employees know that they can’t discuss any confidential information about any product that’s in development or any projected earnings/sales on social media. This could put your company at risk and it can sabotage success. Plus, violating confidentiality agreements is a fireable offense. Try to communicate to your employees that if they wouldn’t want what they write to become a national headline, don’t say it!

At WTA, Inc., we help businesses establish policies that make sense. Whether you need employee handbook advice or training programs, you can talk to our team. As a full-service professional employment organization, we are here to help with all things related to human resources.

The employee handbook is an undervalued tool for many industries and companies. It can benefit both the organization and the employees to have a reference manual for operational and personnel questions, but so many companies let their manuals get out of date. This leads to endless emails and meetings about issues that you shouldn’t have to address constantly.

If your employee manual is past its prime, it’s time to update it. Even if your employee handbook is only a year old, it may need updates.

Why They’re Necessary

Here’s a word that should catch the attention of business owners: lawsuit. It’s why you have commercial insurance, and it’s why you need an employee handbook.

An employee handbook outlines your company’s policies on everything from workplace dress to nondiscriminatory practices. If any disputes arise between an employee and the company, the manual can’t offer protection from a lawsuit, but it can provide proof that important messaging was communicated to the employee in full.

Your Manual Needs to Change with the Times

When are updates needed? Well, times change, as they say. Laws are passed that dictate the responsibilities of the employer on the local, state and federal levels. Whenever you find that your business is not in compliance with code, manuals should be updated and redistributed to all employees, and you should require a signature that they have received and acknowledged the contents.

It Needs to Adapt to Company Changes Too

Maybe your company hired its first expectant mother. Maybe you’ve had a change in management structure. Maybe you’ve made a major alteration in your procedures.

Whatever internal changes come along, make sure you’re prepared with an updated employee manual. Revisit parental leave (or add a policy, if you don’t have one yet), detail the management changes and outline the work process clearly.

Check Over These Policies During Every Handbook Review

Make changes right away when your policies become outdated, but also schedule annual review sessions as well. Check over employee handbook provisions for disability, equal employment opportunities and family, medical and sick leave, as these regulations change frequently.

You want to shield your company from litigation if you can, but you should also have a goal of defining your company’s culture. Creating an employee handbook is a chance to do this and make sure the message is heard throughout the ranks. For compliant, effective employee handbook creation guidelines, talk to WTA, Inc., today.

Remote employees are the future. In 2016, 43 percent of Americans reported they spent at least some time working remotely. As flexible scheduling becomes a priority for workers and as global communities connect more and more through technology, the number of remote employees will only grow.

Does your company employ remote workers? Do you depend on an out-of-office team for your company’s success?

Just as you work at developing effective in-office leadership, you should also prioritize encouraging and supporting remote employees, helping them reach new heights of productivity and achievement.

But managing them looks different than managing in-office workers.

Focus on Goals, Not Time Tracking

It sounds productive to simply track your remote workers’ time as a measurement of their effort, but this isn’t the best approach. You won’t be able to control when and where your team sits down to work, but by making their role goal-oriented instead of time-oriented, you establish an easy way to measure progress that takes the stress of time-tracking off both you and your employee.

Encourage Employees to Set an Individualized Schedule

Beyond simply doing away with time-tracking, encourage your employees to work at the times of day that are most productive for them. Of course, they may need to be available at key points for meetings and check-ins, but if they want to work late into the evening during their second rush of energy, why not allow it? That’s the beauty of remote work — the employee can focus their efforts when they are at their best.

Keep Them Involved in Daily Office Communications

It’s easy to leave remote workers out of in-office conversation. After all, they’re not there, so you have to go out of your way to send an email or make a phone call to update them on last-minute changes or project statuses. Even though it may take extra effort on your part, try to keep them in the loop so they feel connected and in touch with their managers and colleagues.

Set Up Regular Meetings

Don’t let weeks go by without checking in with your remote employees. Set up a regular check-in time when you chat about their projects and get a real-time update on how their workflow is going.

Use Technology to Your Advantage

You can easily use video conferencing to patch in remote employees to all team meetings virtually — it’s almost like they’re really there! Use the latest technology to get “face time” and make their remote office seem closer than it is.

Support Their Career Goals

Just like your in-house team members, make sure you’re supporting the career goals of your remote employees. Don’t let their physical absence affect the opportunities your company provides. You may have to get creative, but be honest about how you’d like to help your remote employees advance their careers while acknowledging any challenges you’re working on overcoming.

WTA, Inc., can help you hire for all positions, including remote ones. Modern companies need a helpful, supportive partner to handle the regulatory side of business so they can fine-tune their focus on day-to-day operations, creating a better life for customers and employees alike. We are that partner, and we are here to help.

High employee turnover is almost always cause for concern. It can get frustrating, especially for management that simply doesn’t have the time to put the full force of their energy into fixing the problem.

When you have high employee turnover, you must find out why. How you handle this challenge as a business owner or leader can dictate the future of your company.

People Don’t Leave a Job — They Leave Their Boss

One of the primary reasons employees put in their notice isn’t because they don’t like their job, it’s because they don’t like their boss. Consider your teams’ makeup. Do you have high employee turnover under a specific individual? Or is the entire system to blame?

Management’s attitude often dictates the course of action of an employee, whether to stay or go, and it could simply be a personality clash. Some bosses and employees get along better than others.

However, if a boss is treating some employees better than others, discontent is bound to develop. Also, it might not be personality-related at all. The flaw could be that the employee-boss relationship isn’t productive. Maybe there isn’t enough accountability, or maybe there is micromanaging.

Invest in managerial training initiatives. Hold your managers accountable — be their boss and make sure they’re fulfilling their obligations.

Is Compensation Fair?

It’s simple: Sometimes the grass really is greener. If your workers are offered a salary they can’t refuse, they’re probably going to leave. That’s the reality of work — people usually choose compensation over intangibles. They may love your company, but they need to take care of No. 1.

If you’re seeing high employee turnover and you suspect it’s because they’re finding higher-paying positions elsewhere, consider whether your salary and benefits package meets market standards. Is your pay keeping up with inflation? Are you promising performance-based raises and following through? Are you keeping up with competitors?

Too Much or Not Enough?

Employees who leave are usually on one end of the spectrum: they’re either bored or they’re overworked.

Bored employees aren’t challenged. They feel like they aren’t living up to their full potential. They want to grow and they want more responsibility, but it’s not being offered, so they go elsewhere. Are you offering your staff the opportunities they need to thrive?

Overworked employees are stressed and they burn out quickly. This means you need to honestly assess your job descriptions and see if you need to invest in additional positions, or your company will suffer.

Hire Right and You’ll Have to Hire Less

You can avoid high employee turnover by paying detailed, careful attention to the hiring process. You’re not just hiring for skills, you’re hiring based on whether the employee will fit into your company’s culture. Would it help to have a partner assist you through the complex puzzle that is the hiring process? That’s what we do at WTA, Inc. Call today to learn more.

Looking to attract top talent? You aren’t alone.

Businesses large and small that are focused on growth know that their success hinges on the individual abilities of each employee. Effective teams are built of skilled workers, and that translates to company-wide accomplishments in every industry.

You can offer all the free coffee and doughnuts your target hires want, but unless you have the right comprehensive benefits package, your competition could intercept your ideal candidate. After all, 78 percent of workers make job offer decisions based in part on the benefits package.

You must offer the five most important job benefits to attract top talent, according to a survey conducted by Harvard Business Review.

Better Health, Dental and Vision Coverage

Eighty-eight percent of survey respondents want better health, dental and vision insurance. This benefit is the most expensive for the employer, costing an average of $6,435 per employee or $18,142 per family annually.

Take a close look at your insurance package. Are your employees paying high out-of-pocket charges to get the care they need? Could you update your health care benefits to ease the burden and add to your company’s draw?

Flexible Work Hours and Extra Vacation Time

Eighty-eight percent of survey respondents also want flexible work hours, though it was less important to respondents than health benefits.

Additionally, 80 percent of respondents reported they would love more vacation time. Giving your employees more control over when they work and giving them more breaks is a recipe for success. When they have time to decompress away from the office, they perform better, which benefits your company.

Remote Work Possibilities

Remote work is high on the “want” list for employees. It cuts down on the time spent commuting and allows them to work in a more comfortable environment. It means they can be available at varied times during the day, potentially outside of traditional office hours (which can be a plus for you). To many adults, working from home is an essential part of achieving the ever-elusive work/life balance everyone craves.

Educational Assistance

When you offer student loan and tuition assistance, your workers see that you support them financially and professionally. You want them to be able to pay off debt, set new goals and reach them.

Paid Family Leave

Finally, make sure your benefits package is designed to attract top talent from one specific demographic: parents. Paid family leave encourages retention and helps establish strong company values, which can have a major impact on your workplace’s culture.

Are you struggling to provide all these benefits on your own? Your business would likely do better with the services of a PEO. Find out how WTA, Inc., can help you attract top talent by revamping your benefits package affordably and realistically. Give us a call today!

Small-business payroll is one of the most challenging and time-consuming aspects of small-business ownership. Paid employees are happy employees, but sending in payroll taxes on time is also critical.

Take a look at our seven tips below to help you set up a streamlined, taxpayer-friendly system for your small business payroll.

1. Obtain Your Tax ID

Applying for an employer identification number (EIN) is the first step in establishing a compliant small-business payroll system. If you’ve already established your business as either a partnership or a corporation, you already have an EIN assigned.

2. Consider Whether Salaries or Hourly Wages Are Best

Pro tip: Salaries will be easier for you to manage when it comes to DIY payroll. You don’t have to count hours and account for overtime. But if you decide to pay employees hourly, have a reliable way to account for all their hours worked. A PEO can help you classify and pay workers correctly, so you meet legal requirements.

3. Classify Your Workers the Right Way

It’s vital to classify each employee properly, because issuing a 1099 to an independent contractor requires a different process than providing a W-2 to a full-time worker. How you classify your employees has a huge impact on the payroll taxes you owe and the process of payment.

4. Open a Separate Payroll Account

One of the best ways to make sure your employees are paid fully and on time and the government gets its due is to open a separate bank account dedicated solely to payroll. Automate your deposits into this account, then automate your payroll tax deposits to the IRS. This helps you keep your accounts organized and consistent and takes away some of the stress of managing payroll on your own.

5. Stay on Top of Payroll Taxes

Beware of forgetting to pay taxes on time — it can be costly. You could be liable for up to a 100 percent penalty if you don’t withhold and pay the correct amount of payroll taxes. Pay on time and always keep receipts of all IRS payments for your records.

6. Offer Tax-Free Benefits for Employee Bonuses

When you begin working on your own payroll system, you’ll start to see how expensive taxes can be. When your employees are up for review, consider rewarding them with tax-free benefits instead of simply upping their wages. You will indirectly put money in their pocket and preserve your own profits as well.

You could offer a childcare subsidy, a company cell phone, dental or vision insurance and more.

7. Weigh the Benefits of Outsourcing

We know small-business payroll is complicated — we handle it every day. But unlike you, we have years of training and experience on the topic. Wouldn’t you rather have an expert handle this task?

Outsourcing to a skilled provider offers countless benefits

Want to learn more? Contact WTA, Inc., today and we’ll give you a free quote on the cost of outsourcing small-business payroll to our qualified, certified team.

Hiring a PEO is the ideal solution when you’re behind on paperwork, your business is booming and you’re no longer capable of running your one-person HR department. You know it and your employees will soon know it: Hiring a PEO will improve business operations and work life for everyone involved.

Your employees will thank you for hiring a PEO. Why? Five main reasons.

1. They Will Get Paid on Time

Payroll is one of the most tedious and time-consuming tasks an employer has to manage. When you had only a handful of employees, things were much simpler. Now, it’s almost impossible to get all the paperwork in order by the close of each pay period, but you have to, or else you will have unhappy employees on your hands.

Don’t delay payroll another day. Hiring a PEO takes the weight of this responsibility off your shoulders, and your employees can confidently depend on the next payday.

2. They Enjoy Better Benefits

Many small businesses would love to provide an extensive benefits package to their talented employees, but the costs would put them under. In fact, it’s one of the biggest challenges small businesses face when it comes to attracting and maintaining top talent.

A well-rounded benefits package encourages loyalty and hard work from your staff. It’s an invaluable asset and can drastically reduce employee turnover. By hiring a PEO, you can access many benefits that would be impossible to offer on your own, and your employees will be satisfied and happy.

3. They Get Their Questions Answered

A PEO can track all your employees’ sick and personal days. All insurance benefits are understood and administered.

When your employee comes to you with a burning question about how many more vacation days they have, or who to contact for a medical claim, you don’t have to take the time to research the answer. Just refer them to your expert PEO team.

4. Their Claims and Complaints Are Managed Expertly

Filing discrimination, harassment or worker’s compensation claims can be a stressful experience for an employee. With a PEO team on retainer, employees will have their cases managed and their concerns addressed by a practiced, trained expert.

Your employees’ best interests are a priority, and your PEO will take care of all the details.

5. They Can See a Future at Your Company

Best of all, the total benefits your employees see after you hire a PEO helps them picture themselves working at your company for a long time. You’re making a financially sound decision that will keep your business afloat and help provide job security to your dedicated employees.

When hiring a PEO, look no further than WTA, Inc. We provide tailored PEO service packages to help your business thrive and reach its long-term goals. Contact us today to learn more.

Choosing a PEO to take over essential business functions like payroll, hiring and employee benefits isn’t a small task — you’re trusting an outside team with important responsibilities. They must be up to the challenge.

When you’re choosing a PEO, stick to the tried-and-true guidelines below to find the human resources partner you can rely on for years to come.

1. Assess Your Company’s Needs

Where are you falling short when it comes to your human resource services?

Take stock of what’s taking up most of your and your in-house staff’s time. Choosing a PEO doesn’t always mean relinquishing all your HR tasks. Honestly assess whether you only need payroll management or whether your company would benefit from a more comprehensive package.

2. Review The PEO’s Reputation

Ask for client references, professional organization memberships and their training and experience. You should be able to personally talk to whomever will be managing your account. After all, when you’re choosing a PEO, it’s like hiring a new employee. You need a resume before deciding.

3. Ask About Service Plan Options

Does the PEO provide individual service offerings? Are they willing to tailor their management products to fit your company’s needs? Even if you only need one service right now, do they offer a range of services that will allow your business to expand and grow with the same PEO?

4. Know the Price You Will Pay

Make sure you understand the PEO’s pricing structure. Will you be billed one flat fee per employee, or will they charge you a total payroll percentage? This will influence the total cost, which you should know up front before you sign a contract.

5. Understand What Responsibilities You Still Have

Even though a PEO will essentially become a co-employer in many cases and take over much of the liability when it comes to your employees, it’s vital to know exactly what you are still responsible for. What is guaranteed? Who is accountable for each service rendered? How can you cancel the contract if you’re not satisfied?

6. Make Sure the PEO Is State-Licensed

Check that your outsourced HR provider is fully licensed by the state. It’s important that they meet all state requirements to legally operate and provide certain employer services. Otherwise, the PEO contract may not be valid.

When you’re looking to outsource HR services in Utah or Nevada, WTA, Inc., is here for your business. Choosing a PEO is challenging if you aren’t sure what you need or why you need it. By calling and discussing your business operations with our staff, you will learn about cost-effective solutions that make sense and help you see why outsourced HR could change your business for the better.

Safety training is essential to the success of your business, regardless of industry or company size. In fact, safety training sometimes means the difference between failure and success — it keeps employees engaged and prepared and saves thousands of dollars.

If you’re looking for a way to safeguard your business and your livelihood, safety training should be at the top of your list.

Your Employees Will Feel Valued

First of all, when your employees are actively involved in ongoing safety training, they’re well-prepared to handle the demands of their responsibilities. And when they see that the leadership is taking the time and investing the money into keeping them well-prepared, they notice.

An employee who feels valued will stay loyal to the business. You will spend less time recruiting new employees. A low turnover rate automatically translates to cost savings. Also, an experienced, trained staff helps facilitate business expansion. With a supportive, solid team on your side, you and your employees can reach your next goal much faster.

You Will Avoid a Fine

The Occupational Safety and Health Administration (OSHA) recently raised their fines by 78 percent to account for inflation. The last time they raised their fines was in 1990. Fines will continue to increase to stay in line with inflation.

OSHA can fine any business that does not have a written health and safety program and does not consistently provide training based on all risks and hazards in the work environment. If you are unable to document an in-depth safety training program, OSHA can issue a hefty fine. For a small business or startup, these fines can be disastrous.
You Will Avoid a Lawsuit

If an employee is hurt on the job and can prove they didn’t have the right safety training, you might face a lawsuit. The expenses associated with a workers’ compensation lawsuit can mount quickly, dwarfing the cost of fines.

Your Premiums May Go Down

On the other hand, investing in a training program can make for financial advantages. Many insurance companies offer discounts to companies with little to no workers’ compensation claims on record, and an effective training program in place.

Safety Training Isn’t a One-Time Event

It’s important to note that one company-wide training session won’t do. Employees need ongoing education on how to prevent injury, increase productivity and work effectively.

Designing a complete education program that reflects the needs of your employees and identifying risks in your company’s workplace is a time-consuming effort. Let WTA, Inc., help.

We provide comprehensive risk-management services that include constructing a well-rounded safety training program that keeps your employees informed and prepared. We identify the gaps in your current training program and get you into compliance with all regulations. We can also build a new program from the ground up. Call WTA, Inc., today to learn more.