You hear a constant whirring or beeping sound when you walk past the server room that may be just annoying. Or it might indicate that something is failing. Or maybe you’re feeling the pain of having been told that it’s time to upgrade the server again in order to continue running your Sage software, and you ask yourself: “Didn’t we just upgrade that server a few years ago?” There is a chance you have been tempted to move everything to the Cloud, or maybe you’re being forced to because of changes to the work environment. Now is as good a time as any to make the switch for your Sage 100 software. But how do you know where to begin - or whether this solution even makes sense for you?
On March 11, the American Rescue Plan Act (ARPA) of 2021 was passed and signed into law by President Biden. There are several provisions in the law that could have an impact on employers and specifically on their employees' payrolls.
Earlier this week, we announced a change in our February HR webinar topic, which will now address the high-demand subject of COVID-19 Vaccinations and Your Workplace. If you or someone you know may benefit from current and critical information relating to the current legality of workplace vaccination mandates, ways to encourage rather than require vaccinations, employees’ rights to speak out against your policies, and much more, we invite you to attend our webinar.
Okay! It is time to mix things up a little in your day. Grab your cup of coffee, tea, water, or beverage of choice, and let’s play a game. This game is designed to test your knowledge of employee classification. It will only take a few minutes, and hopefully you will even learn a thing or two along the way. At the very least, it will be a good refresher.
In March of 2020, working from home became the new normal for many people. Organizations may not have been prepared for this new normal, but ready or not, the transition needed to be made. Some employers went with the Band-Aid approach of doing what they needed to do to get by temporarily, while others fully embraced the challenge and sought the potential long-term advantages that it offered to employer and employees alike. Most employers did not expect this new normal to last as long as it has, or for it to bring so many unforeseen challenges.
In our recent post addressing the need for and benefits of an employee handbook, we mentioned the importance of having employees sign off on having received and read an organization's employee handbook. This is a vital step in creating and distributing a handbook because it encourages employees to read the document, ask questions about its contents, and signal that they understand the information provided. We also noted that sign-off should occur when each new edition of the handbook is given out.
Are all employers required to have an employee handbook? If you answered "no" to this question, you are technically correct. There are no federal or state laws that specifically require companies to create and maintain employee handbooks. HOWEVER, we strongly suggest doing so since, regardless of your company's size, having an employee handbook is a good business practice. There are many laws requiring employers to notify employees of workplace rights (e.g. EEO, sexual harassment, ADA, FMLA), and this document can help with that. In fact, a well-crafted employee handbook helps protect both employer and employees. Following are five specific reasons why having a handbook might be a good idea for your organization.
With a new year come a lot of new changes and updates to payroll requirements. 2021 is quickly approaching, so - as in past years - we compiled the following list of items that may initiate some payroll changes in your organization. You might start thinking about these now and take action sooner than later.
On November 6, 2020, Oregon OSHA issued final temporary rules to help prevent the spread of coronavirus in workplaces by requiring employers to implement a comprehensive set of risk-reducing measures. The rules will take effect November 16th, with some tasks phased in, and are expected to remain in effect until May 4, 2021. These new rules affect all employers and include additional requirements for high-risk jobs.
The following is a summary taken from the final temporary rules requirements for all workplaces:
Strong and resilient backups are the most important piece of protecting your business. Cybersecurity is an ever-evolving arms race. Antivirus, spam filtering, and firewall vendors are all constantly plugging holes and vulnerabilities only for malicious actors to abandon their old tricks and find new ones. No matter how elaborate your security mechanisms are, they will never truly be 100% effective forever; there will always be some small risk. Whether that’s a brand-new exploit or users being tricked, malware and scammers will always try to find a way in. Those protective measures also won’t do much good against natural disasters or hardware failure, either.