Why Have an HR Consultant?

No matter what size business you have, if you have even one employee beyond yourself, you are going to have to deal with some type of Human Resources issue or concern. After all, this is a part of having a business and relying on others to help you achieve the goals and objectives that you have set. In relying on others as part of your team, you have to understand that these “human resources” need to be considered in terms of their needs and wants if they are to perform to your expectations.

Even those firms with HR departments that assume they have everything in hand may not always be able to handle every problem that arises, especially as laws and regulations are constantly changing and the race to recruit and retain the best talent is heating up.

All about HR Consulting

Human Resources (HR) consulting helps businesses leverage their talent and meet the strategic goals of the organization. Consultants in this field do that by providing a framework or model that they can then use to address any personnel issues that arise that may get in the way of having a productive, united, and motivated workforce.  

HR consultants typically have a very wide range of skills and experience across many disciplines – from legal and management to accounting and finance to health and employee benefits – so they can work with and assist many types of firms across industries and business niches.

Benefits of Using a HR Consultant

Every type of business can truly benefit from working with a HR consultant:

·         Start-up companies receive advice on how to set policies and procedures that comply with all the laws.

·         Established small businesses can get help with formalizing their HR policies, including the development of an employee handbook, wellness programs, reward and recognition tactics, benefits packages, and talent acquisition and retention strategies.

·         Mid-size to large companies can benefit from strategic recommendations on how to reorganize the HR department to be more effective as well as address new laws, adapt current employees programs to achieve targets, and train the existing HR personnel how to handle more complex issues.

It is important to remember that a HR consultant is a partnership that helps with what is already in place rather than becoming intrusive and replacing the entire HR staff already in place. HR consultants are there to help guide you in terms of direction and purpose as it relates to the people on your team when you may becoming sidetracked or overwhelmed.

By helping to put the most effective processes and programs in place, your HR consultant can help your business make the most of the talent that drives your success while creating a work environment that is conducive to what that talent wants to experience.

What’s Your Experience?

Have you tried a HR consultant before? What were the results? What type of help do you need with HR? Contact us now so we can provide some overall recommendations to activate the power of a truly effective HR team.

The Affordable Care Act and How it Impacts You

As with any new piece of government statute, the 2010 Patient Protection and Affordable Care Act (PPACA) has many consumers and businesses wondering exactly what it is and, more importantly, how it will impact them or their business. This piece of legislation effects private and public health insurance industries and programs.

There are multiple year deadlines for each piece of reform and this far reaching legislation has a sufficient impact on the way insurance operates.

Main Features of the Patient Protection and Affordable Care Act

How will this piece of legislation affect me? This is the question on everyone’s lips. The main points of the law focus on health care reform. The following changes have been introduced:

Individual Mandate: Persons who are not covered under an employer sponsored health care plan, an approved private insurance, Medicare, or Medicare will face a penalty for not having coverage. However, members of a recognized religious sect or instances of financial hardship will receive a waiver.

Guaranteed Issuance: For the most part, the pre-existing clause has been removed (except for tobacco use), and insurers are required to offer the same premium rate to all applicants in the same age group.

Health Insurance Exchanges: Each state will have a health insurance exchange where consumers and small businesses can go and compare policies and premiums as well as purchase insurance.

Minimum Health Insurance Standards: The PPACA requires insurers to have minimum standards for insurance policies and will require the elimination of annual and lifetime coverage caps.

Businesses: Very small businesses that purchase their health insurance policies through the exchange will be eligible for subsidizes. If a company employs 50 or more people and do not offer health care coverage, they will be liable for a shared responsibility with the government if their employees’ receive subsidized insurance.  

Deductibles and Co-Pays: Under PPACA, there will be the elimination of co-payments, co-insurance, and deductibles for specific insurance benefits which are defined under the essential benefits package under the Level A and Level B preventive care.     

Navigating the Insurance Waters

There are many new changes on the insurance horizon. Now more than ever, it is important to understand and maneuver within these changing times. Here, at Linton and Associates, we have navigated these waters for you and stand by to be your health care advocate.

We would be happy to discuss the provisions of the Patient Protection and Affordable Care Act with you. You can also find more in-depth information at http://www.blogger.com/www.healthcare.gov%20 . Let our associates serve as your guide to understanding the Affordable Care Act. We can be reached at 505.247.1530 or you can email us at info@lintonandassociates.com.  

On Top of the Game: The Risks of Not Having an HR Department

Savvy business owners know how important it is to stay on top of the rules and regulations regarding employment and labor laws. Companies can find themselves in trouble by not staying abreast of current laws and can find themselves suddenly facing legal issues and court time from lawsuits brought on by their employees. The issues are real and complicated.

Here are some areas employers should be aware of if they decide to forego an HR department or if their company’s size does not warrant a full-time HR administrator.

Understanding Human Resource Department’s Role

The role of a HR department is to effectively manage your employees within your company. They are responsible for defining job duties, recruiting employees, hiring staff, and overseeing employee benefits and benefit administration. They serve as your frontline and intermediary with your employees. Their role can be as defined or as loosely based as necessary to carry out your company’s objectives.

Avoiding Trouble

There can be pitfalls to not having an HR department. There is a risk of communication breakdown, especially from smaller companies that hope to have an open door policy. There can be deadlines missed with benefit applications and legal issues regarding terminations and unemployment compensation that pop up unexpectedly. Your goal as a businessperson is to fully embrace and develop your company to its full potential.

Hiring Liabilities   

A key role for a HR department is to actively recruit new employees. A competent HR department fully understands each role within the company and thoroughly reviews each application to find the best pool of interview candidates. A business faces a severe liability when attempting to navigate and assume every role within a company, and this includes acting as an HR manager.

Putting your full resources to work in hiring and interviewing potential candidates can take away from your core goals. An effective HR manager analyzes and evaluates each potential candidate to ascertain their ability to fulfill your company’s key strategic goals and objectives.   

Sending a Consistent Message

Consistency can make or break company morale. There can be an inherent danger of sending mixed messages to employees. This is why it is so important for a company to have a comprehensive set of guidelines and a mission statement. This applies to a small business. A consistent message lessens the chance for confusion and derision amongst the employees. Having a skillful HR department in place imparts the same message and reaffirms company policies and procedures.     

Rewarding Employees

An HR department can track and note employee performance and recognize employees for their service. This goes hand-in-hand with promoting a positive work environment. Do not shortchange your business by ignoring the value of a compensation package. This can include the following quarterly salary and bonus review, safety awards, and promotions. Recognizing and rewarding employees can stabilize and increase your employee retention rate and improve your company’s overall performance.

Keeping Your Eye on the Prize    

Your goal is to create a positive work environment that promotes your business and contributes to your company’s growth. Whether you have an HR department or not, you need to be aware of the pitfalls and advantages and then decide where to put your company’s resources to maximize your potential. If you need assistance in this area, Linton & Associates, LLC can help with a full range of HR consulting services and a team of seasoned professionals who know the ins and outs of the HR department.

So Many Health Insurance Choices: Finding the Right Coverage for Your Business

Finding the best insurance coverage for your business can be tricky. As you navigate the insurance waters, you are sure to be confronted with multiple choices that all seem similar. Educating yourself and learning the features each plan offers will assist you in becoming your own best advocate. Today, more than ever, it is important to find the best insurance fit for you and your business.

An Unending Selection

Despite feeling like an unending selection, there are some main choices for health care insurance coverage. They are Health Maintenance Organizations (HMO), Preferred Provider Organization (PPO), Point of Service (POS), Managed Care plans and Fee-for-Service (or Indemnity) plans. Each is unique and offers a distinctive set of services.  

What Works for Your Business: Your Best Health Insurance Coverage Options

Knowing what each plan covers will assist you in making an informed decision. Each plan offers the following features:  

• Health Maintenance Organizations (HMO): HMOs are a classic health care plan where you pay a set monthly premium for a defined set of services. You must also be aware that there are two types of HMO models. One is a Staff Model HMO. This is where the physicians are employees of the HMO and they provide service from a medical facility. The other model is an Individual Practice Association (IPA). These are private practice physicians who have chosen to accept your particular HMO plan and you will visit them at their private offices. Most HMO plans have no deductibles and require a co-pay for office visits, lab visits, and pharmacy services. You will be required to select a primary care physician from an authorized provider and they will become your main point of contact. Any additional medical services will be provided from an authorized network of care providers. If you choose to use an out-of-network provider, you will not be covered except in emergency care situations. In this instance, if possible, it is always best to immediately notify your insurance provider to ensure coverage.

• Preferred Provider Organization (PPO): The Preferred Provider Organization is another example of managed care. There is a defined network of health care providers and you are eligible to select from this group. You have the option of receiving treatment from outside your network and in this instance; you will be required to pay a higher co-pay. Businesses who select a PPO plan for their employees can offer them a set monthly premium and like an HMO plan, your employees will have office, lab, and pharmacy co-pays.  
• Point of Service (POS): A Point of Service plan is a hybrid between an HMO and PPO plan and offers the flexibility of receiving care from a primary physician while seeing an out-of-network doctor. Members will be responsible for paying over and above a predetermined amount should they select an out-of-network provider without a referral from their primary care physician. Historically, POS plans cost more in monthly premiums, but provide the freedom to choose any doctor.   

• Fee-for- Service (Indemnity): Fee-for-Service plans offer consumers the ability to seek care from a vast selection of physicians. The provider will bill the insurance company and after your deductible is met, they will pay the bill. Typically, these plans are an 80/20 deductible plan. Employees would be responsible for the first 20% and insurance would cover the other 80%. This plan is not popular because of the high fees associated with it.  

Making the Call

Be your own best advocate and select an insurance plan that offers your employees the best coverage at the most affordable price. If you need assistance with finding the best plan for your business, Linton & Associates is ready to guide you to the most informed decision possible. Give us a call at 505.247.1530 and let one of our professional associates assist you with selecting the right health insurance for your business.