Handling Sexual Harassment in the Workplace

Today’s topic is a serious one: we are going to talk about sexual harassment in the workplace…how to recognize it, establishing procedures to report it, and how to prevent it. The goal is a zero tolerance, harassment-free workplace.

Despite decades of attention in the media and courts, sexual harassment remains a significant and costly problem in today’s business environment. According to the U.S. Equal Employment Opportunity Commission, since 2010, more than 7,000 sexual harassment charges have been filed with the agency each year.

The first step in preventing harassment is establishing a zero tolerance policy. Clearly state that NO form of harassment will be accepted at your workplace, including not only sexual harassment, but also harassment due to race, religion, ethnic background, age or disability. Publish the policy in your handbook and post it prominently on your company intranet or internal website.

Next, offer employees training in how to recognize harassment. Make sure they understand what types of actions and behaviors constitute sexual harassment and what things do not constitute sexual harassment.

Whatever form harassment takes, the employer must intervene to stop it. Establish a formal grievance system or process, and let your employees know what it is. As a first step, it is helpful for the victim to directly address the harasser and clearly inform him or her that the conduct is unwelcome and must stop. If the behavior doesn’t end there, the person being harassed should engage any complaint or grievance system in place at the company to report the alleged sexual harassment.

Make this process as simple as possible for your employees by providing accessible points of contacts for employees to bring complaints. Your policy should also assure employees that they will not suffer retaliation as a result of any complaint made in good faith. Retaliation is against the law.

The most efficient solution to the problem of sexual harassment is to prevent it in the first place. In addition to a formal policy, training and reporting process, it is in an employer’s best interest to discourage some of the behaviors that might lead to sexual harassment, such as inappropriate joking, using crude language and posting sexually suggestive photographs in the workplace. While it is impossible to monitor the behavior of every individual employee, setting reasonable standards and raising sensitivity can make it less likely that a line will be crossed.

Introducing: Pumpkin Spice Payroll

Well, it’s that time of year.

The branches and walnuts crunching pleasurably beneath your boots on your way into work. Tossing on that grey sweater over an argyl collared shirt while cradling a venti pumpkin-spiced latte and relishing the fresh October morning. And as you take your next sip sitting at your desk, you realize… it’s time to run payroll… and you wish it were Pumpkin Spice.

Execupay is proud to launch the next generation of Payroll, sure to be a disruptor in our industry, Pumpkin Spice Payroll V10.31. With exciting new features such as basic and easy to understand icons, a new warm layer of autumn scents and colours in the User Interface and prints, and new one click Pumpkin Spice ordering button, you’ll be running Payroll in yoga pants in no time.

When we were developing the new Pumpkin Spice Payroll product, we literally couldn’t even. “With great new job titles available in our drop down at your finger tips, such as ‘Autumnal Ambassador’,  ‘Mr. Fall’, or ‘the walking, talking essence of the Northern Hemisphere’s annual tilt away from the sun’, you’ll be able to capture your new employees spirits any time of the year,” says Dave Cashwell, lead developer of Spice Development, “and in version 11.13, you’ll be able to choose ‘down jacket with a fur-trimmed hood’ as a uniform selection.”

The real feature here however is the new “1-Click PnPSL” button. Short for ‘One Click Payroll and Pumpkin Spice Latte’, you can run your payroll and have a pumpkin spice latte delivered to you, right at your desk.  With Pumpkin Spice Payroll v10.31, you’ll be snuggling up on the couch sipping hot apple cider and watching You’ve Got Mail on DVD before you know it. You’ll also have more time to spend part of the weekend meeting up with your friends to watch fall sports and eat fall snacks.

When speaking to one of our customers during the beta launch of the product, Janice from CedarHR said, “You’ve really got to taste, I mean really taste, the Payroll to enjoy it. They even flavor their envelop strips like Pumpkin Spice. Execupay really pulled out all the stops. Get it before it’s December, and we all know that’ll be here before ya know it.”

What’s next for Execupay? We’re currently in the planning phase of Peppermint Mocha HR v12.25, coming Christmas Morning.

Try it today. One of our PSL Specialists will be glad to take you through it’s many features and functionalities from time keeping, direct deposit, employee self service, 401k and more.

Schedule a Demo

If you have any questions about Pumpkin Spice Payroll or it’s features, please reach out directly,

Travis Bjorklund
Director of Marketing
Execupay, Inc.

(PS: Pumpkin Spice Payroll isn’t real, we’re just having some fun, but Execupay’s award winning Payroll is. Head to the link above for a demo or to execupay.com to learn more)

5 Tips on Hiring Top Talent and Improve Your Business’ Image

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We all know you need skilled and dedicated employees to build and grow your business. Attracting the right people is essential to positioning your company for growth and success, but establishing your company as a destination for top talent takes effort.

You’ve got to lead the competition on two fronts by: offering an attractive compensation and benefits package, and showcasing a corporate brand and culture that both excites and motivates candidates.

Here are 5 components to consider in your compensation and benefits package:

  1. Competitive salary
  2. Bonus or incentive compensation
  3. Health care and life insurance benefits
  4. Tax-saving retirement plans, like a 401(k) or Simple IRA plan
  5. Offering other types of benefits, such as childcare assistance or gym memberships, or things like “Free Lunch Friday’s”

Another important consideration when making decisions regarding compensation is whether an employee is exempt or non-exempt under the federal Fair Labor Standards Act (also known as the FLSA). Non-exempt employees are entitled to certain protections, including minimum wage and overtime pay, under the FLSA. Be sure to comply with all federal and state laws regarding compensation and benefits.

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Ok, let’s talk about how to leverage your corporate culture during the recruitment process. It is important for you, as the hiring manager or business owner, to take the time to evaluate your company in relation to your competition, in terms of work environment, corporate brand and work flexibility.

Establishing a few new policies and procedures can enhance your corporate culture and make your company a big draw for rising stars in your industry.

Consider the following steps when improving or building your company’s image:

  • Your benefits, like flexible work arrangements, telecommuting, location and position to match candidates’ individual needs
  • Training, including career-enhancing courses, certifications and a clear path to career growth
  • Your company brand should be positive, well known and recognized in the industry as successful.
  • Your corporate environment should be a friendly, organized workplace with a well-established corporate culture and values. In fact, much has been written to support the notion that happier employees are, ultimately, more productive AND profitable.
  • Finally, and of critical importance, your interview process should be straightforward, friendly and professional.

Remember, your candidates are also interviewing you and this is your best opportunity to impress them with the vision of who you are and how they’d fit in your organization.

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Execupay: The Modernization of our Brand

Evolving the way users access and experience the Execupay brand is key to our customers success.

Execupay isn’t your average local business. As we move into over 45th year in business, our mission to innovate and accelerate our industry hasn’t changed. Several years ago, we created the, now ubiquitous, Execupay Logo and Website, to better communicate our style and message that we’re a people company. With that in mind, we’re ecstatic to announce the fresh new look of Execupay.

7 Topics to Cover While Onboarding New Employees

New employee orientation (also called onboarding) introduces newly hired employees to the workplace and familiarizes them with some of the company’s basic practices. In addition to helping new employees understand your company’s operating procedures, a thoughtful and well-designed orientation program also serves to set expectations and can help new employees be more productive team members at a faster pace.

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5 Tips on Payroll Outsourcing to Providers like Execupay

Execupay – More than just Payroll.

Many employers outsource their payroll and related tax duties to third-party payers, such as Execupay. Reputable third-party payers like ourselves can help employers streamline their business operations by collecting and timely depositing of payroll taxes on the employer’s behalf and filing required payroll tax returns with state and federal authorities.

While outsourcing payroll can be a sound business practice, it is important to remember that, like employers who handle their own payroll duties, employers who outsource this function are still legally responsible for any and all payroll taxes. Though many third-party payer businesses provide very good service, there are some who do not have their clients’ best interests at heart. Execupay has a proven history of providing this service for over 40 years.

How to Appeal a Marketplace Notice

Appeals Due Within 90 Days

Health Insurance Marketplaces are now sending letters to notify certain employers that one or more of their employees has been determined eligible for advance premium tax credits and cost-sharing reductions and has enrolled in a Marketplace plan. Because these events may trigger penalties under the Affordable Care Act’s “pay or play” provisions for applicable large employers (generally those with 50 or more full-time employees, including full-time equivalents), such employers may seek to appeal an employee’s eligibility determination.

Employer Appeals Process
Employers have 90 days from the date stated on the Marketplace notice to file an appeal. In the appeal, the employer may assert that it provides its employee access to affordable, minimum value employer-sponsored coverage or that its employee is enrolled in employer coverage, and therefore that the employee is ineligible for advance payments of the premium tax credit or cost-sharing reductions.

Will Your Summer Employees Affect Your ALE Status?

Employers May Apply a Reasonable, Good Faith Interpretation of the Term ‘Seasonal Worker’

Employers looking to hire seasonal workers this summer are reminded that there is an exception when measuring workforce size to determine whether they are an applicable large employer (ALE) subject to the Affordable Care Act’s employer shared responsibility (“pay or play”) provisions.