Uncategorized |

usa If you are a small business owner, then you need to know how the Affordable Health Care Act / Obamacare will impact your operations, your business resources, and workforce management.

The Concern

Many small businesses assume that if they have less than 50 employees, then they are under the radar for compliance, but that could be a problem because they also misunderstand how the number of employees is calculated under the law. This is particularly common when dealing with part-time employees, who may drift in and out of eligibility status every pay period based on average hours worked in that period. The same applies if a company knows that it has 50 employees and is subject to the employer shared responsibility rules, but if included in the fifty is the hiring of variable employees or employees with irregular schedules, then complications may lead to expensive impact with ObamaCare determinations because these employees may also switch in and out of eligibility based on their average hours during each testing period, and could cause the total count to go over or under fifty.

So How Can We Help?

Time Systems International (TSI) will show you how our Time and Attendance, Workforce Management and Scheduling systems can help your organization manage costs and compliance associated with the Affordable Care Act. Compliance and administration with the ACA will not be sufficiently handled by spreadsheets, or in house reports. However, TSI’s workforce management tools provide complete automation and accurate information at your finger tips enabling you to be proactive as decisions need to made and minimizing ACA compliance risk.

TSI’s systems and software can provide accurate information about hours worked by full-time and part-time employees so you have the data necessary to comply with applicable ACA regulations. Our systems deliver analysis of employee data that will help you determine benefit eligibility, thus improving compliance and assisting in reducing financial penalties. You will be able to monitor your workforce schedules, benefits enrollment, time records, all in real time. Our systems provide comprehensive auditing and reporting features that will permit you to provide evidence of your ACA compliance efforts to government agencies.

Now is the time to learn more about how Time and Attendance, Scheduling, and Analytics solutions from TSI can help your organization manage costs and compliance associated with the Affordable Care Act. Contacting a Time Systems International representative today.

NYC_-_New_York_County_Supreme_Courthouse Employees who work more than 40 hours in a week are entitled to overtime pay, which is one-and-one-half times the regular rate of pay, if the employees are not exempt from pay for overtime. Overtime laws are contained in the United States Fair Labor Standards Act (FLSA), which sets out when overtime kicks in and how much employees must be paid for working overtime. Employers who violate overtime laws could face lawsuits alleging they violated laws on overtime.

According to Jonathan A. Segal in a Fortune article this past May, more than 7,000 collective actions were filed in federal court in 2011 alleging wage and hour violations, an approximately 400% increase since 2000. Jonathan Segal is a partner at the law firm Duane Morris LLP, where he is a member of the firm’s employment, labor, benefits and immigration practice group. In his opinion, the civil rights revolution has morphed into a kind of wage and hour revolution. So what’s driving this spike? According to Segal, wage and hour laws are often counter-intuitive. For example, if an employee is exempt and is late to work every day, you may be able to discipline him for being consistently late, but you can’t dock him for his lateness. If a non-exempt employee works overtime without permission, you almost always have to pay her for what you may perceive as “stealing your time,” but you may be able to discipline her for the unauthorized work. Segal says that some of the wage and hour plaintiffs’ lawyers he has dealt with are former “ambulance chasers.” These ex-personal injury attorneys now chase paychecks. In the employment arena, he goes on to suggest that due to the rigid labor market, it’s now time to sue. Why? When jobs are plentiful, unhappy employees tend to move. When they are stuck because of a sluggish economy, as many are today, they are more likely to sue. Many employees feel stuck and wage and hour litigation is a way for a group of employees to try to get more money without “personally” attacking their employer. You, the employer, are simply not complying with a legal technicality.

Indeed, some employees are arguing that their employers’ alleged failure to pay them money owed is a form of racketeering. Under RICO (Racketeer Influenced and Corrupt Organizations Act), employees can win four years of back pay and managers can be held personally liable for the unpaid wages.

Segal suggests in his article that an ounce of prevention goes a long way. He states: If you are an employer or a manager, do not assume that you are immune from this sort of lawsuit. Employers need to look at their time-keeping systems, training programs, job descriptions and responsibilities, and actual practices to make sure they are following federal and state laws.

This is where we at TSI, can step in, and through our expertise, coupled with the installation of specialized times and attendance systems, you can monitor, track, control, and understand your overtime issues before it becomes a problem. Call our specialists today.

Category Archives: Uncategorized

The Affordable Health Care Act – What The Small Business Owner Needs To Know

FLSA – Fair Labor Standards Act – What You Need To Know