Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent Transistor (https://transistor.fm) https://feeds.transistor.fm/mission-to-grow-the-small-business-guide-to-cash-compliance-and-the-war-for-talent Welcome to Mission to Grow, the podcast tailored for small business owners seeking practical insights, compliance-oriented content, and expert advice to navigate the complexities of HR and beyond. Hosted by Mike Vannoy, a seasoned business professional with a vision for rebranding and leveling up. Join us every Thursday as we delve into the world of compliance, productivity, and management strategies to empower owners and managers of midsize companies. Asure 421bd5ac-8fd0-5a07-9030-9bb75da51d76 no Mike Vannoy Rebecca Leberman en Tue, 19 Aug 2025 13:44:06 -0400 Tue, 02 Dec 2025 22:22:46 -0500 https://missiontogrow.transistor.fm https://img.transistor.fm/WGGeOdwHc2eWOjCY2RgKJ233YLNTCbxC2tg5Uzi_--w/rs:fill:0:0:1/w:1400/h:1400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9zaG93/LzQ4NjUwLzE3MDUz/Mzk3ODEtYXJ0d29y/ay5qcGc.jpg Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent https://missiontogrow.transistor.fm episodic Asure Welcome to Mission to Grow, the podcast tailored for small business owners seeking practical insights, compliance-oriented content, and expert advice to navigate the complexities of HR and beyond. Hosted by Mike Vannoy, a seasoned business professional with a vision for rebranding and leveling up. Join us every Thursday as we delve into the world of compliance, productivity, and management strategies to empower owners and managers of midsize companies. Welcome to Mission to Grow, the podcast tailored for small business owners seeking practical insights, compliance-oriented content, and expert advice to navigate the complexities of HR and beyond. Cash, Compliance, Management, War for Talent, Small Business Asure missiontogrow@ringmaster.com No No HR Roadmap for Growth Series - Getting Serious About Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #133 133 133 HR Roadmap for Growth Series - Getting Serious About Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #133 full 5f483c7d-7c97-48e3-8780-702e63863867 https://share.transistor.fm/s/022c5de4 Scaling to between 50 and 149 employees is a critical growth phase that brings new challenges in HR, compliance, and company culture. In this episode of MTG, Mike Vannoy, Mary Simmons, and Brian Shenker explore the essential strategies businesses need to navigate this transition successfully. From training managers and establishing structured HR processes to ensuring compliance with FMLA, ACA, and EEO reporting, they break down what it takes to maintain efficiency and legal adherence as your workforce expands. Tune in to learn how to build a strong HR foundation and prepare for the next stage of growth. 

Takeaways:

  • As your company grows beyond 50 employees, it's essential to set up a dedicated HR function. This will ensure compliance with labor laws, streamline HR processes, and maintain productivity. 
  • The founder's direct influence on company culture diminishes as the company grows. It's crucial to train managers to manage both people and processes, ensuring that they maintain and propagate the established culture effectively. 
  • If you have 50 or more employees within a 75-mile radius, you must comply with the Family Medical Leave Act (FMLA). This includes understanding eligibility, managing leave requests, and ensuring employees can return to their positions after leave.
  • Companies with 50 or more full-time equivalent employees must offer health coverage that meets ACA standards. Understanding how to calculate full-time equivalents is critical.
  • If you sponsor retirement and health plans, you may need to file Form 5500 with the IRS, especially if you have more than 100 participants. Work with your plan administrator or service provider to ensure accurate and timely filing to avoid penalties.
  • When your company reaches 100 employees, you are required to submit EEO-1 reports, which include demographic data. This helps in maintaining compliance with federal non-discrimination laws. 
  • Stay informed about changes to affirmative action requirements, especially regarding DEI practices. Recent executive orders might affect compliance requirements for federal contractors. Regularly review and update your HR policies to ensure they meet current regulations and best practices.

Quote of the Show:

  • "If you're making a mistake in HR now, it might not just be affecting one person. It might be a whole group of employees, which exponentially increases that exposure" 


Links:


Ways to Tune In:


]]> Scaling to between 50 and 149 employees is a critical growth phase that brings new challenges in HR, compliance, and company culture. In this episode of MTG, Mike Vannoy, Mary Simmons, and Brian Shenker explore the essential strategies businesses need to navigate this transition successfully. From training managers and establishing structured HR processes to ensuring compliance with FMLA, ACA, and EEO reporting, they break down what it takes to maintain efficiency and legal adherence as your workforce expands. Tune in to learn how to build a strong HR foundation and prepare for the next stage of growth. 

Takeaways:

  • As your company grows beyond 50 employees, it's essential to set up a dedicated HR function. This will ensure compliance with labor laws, streamline HR processes, and maintain productivity. 
  • The founder's direct influence on company culture diminishes as the company grows. It's crucial to train managers to manage both people and processes, ensuring that they maintain and propagate the established culture effectively. 
  • If you have 50 or more employees within a 75-mile radius, you must comply with the Family Medical Leave Act (FMLA). This includes understanding eligibility, managing leave requests, and ensuring employees can return to their positions after leave.
  • Companies with 50 or more full-time equivalent employees must offer health coverage that meets ACA standards. Understanding how to calculate full-time equivalents is critical.
  • If you sponsor retirement and health plans, you may need to file Form 5500 with the IRS, especially if you have more than 100 participants. Work with your plan administrator or service provider to ensure accurate and timely filing to avoid penalties.
  • When your company reaches 100 employees, you are required to submit EEO-1 reports, which include demographic data. This helps in maintaining compliance with federal non-discrimination laws. 
  • Stay informed about changes to affirmative action requirements, especially regarding DEI practices. Recent executive orders might affect compliance requirements for federal contractors. Regularly review and update your HR policies to ensure they meet current regulations and best practices.

Quote of the Show:

  • "If you're making a mistake in HR now, it might not just be affecting one person. It might be a whole group of employees, which exponentially increases that exposure" 


Links:


Ways to Tune In:


]]> Thu, 30 Jan 2025 05:00:00 -0500 Asure Asure 3994 Scaling to between 50 and 149 employees is a critical growth phase that brings new challenges in HR, compliance, and company culture. In this episode of MTG, Mike Vannoy, Mary Simmons, and Brian Shenker explore the essential strategies businesses need to navigate this transition successfully. From training managers and establishing structured HR processes to ensuring compliance with FMLA, ACA, and EEO reporting, they break down what it takes to maintain efficiency and legal adherence as your workforce expands. Tune in to learn how to build a strong HR foundation and prepare for the next stage of growth. 

Takeaways:

  • As your company grows beyond 50 employees, it's essential to set up a dedicated HR function. This will ensure compliance with labor laws, streamline HR processes, and maintain productivity. 
  • The founder's direct influence on company culture diminishes as the company grows. It's crucial to train managers to manage both people and processes, ensuring that they maintain and propagate the established culture effectively. 
  • If you have 50 or more employees within a 75-mile radius, you must comply with the Family Medical Leave Act (FMLA). This includes understanding eligibility, managing leave requests, and ensuring employees can return to their positions after leave.
  • Companies with 50 or more full-time equivalent employees must offer health coverage that meets ACA standards. Understanding how to calculate full-time equivalents is critical.
  • If you sponsor retirement and health plans, you may need to file Form 5500 with the IRS, especially if you have more than 100 participants. Work with your plan administrator or service provider to ensure accurate and timely filing to avoid penalties.
  • When your company reaches 100 employees, you are required to submit EEO-1 reports, which include demographic data. This helps in maintaining compliance with federal non-discrimination laws. 
  • Stay informed about changes to affirmative action requirements, especially regarding DEI practices. Recent executive orders might affect compliance requirements for federal contractors. Regularly review and update your HR policies to ensure they meet current regulations and best practices.

Quote of the Show:

  • "If you're making a mistake in HR now, it might not just be affecting one person. It might be a whole group of employees, which exponentially increases that exposure" 


Links:


Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman Unlocking the Power of 401K:  What Small Business Owners Need to Know for Growth and Retention - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 132 132 132 Unlocking the Power of 401K:  What Small Business Owners Need to Know for Growth and Retention - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 132 full 09514850-3552-4755-a2e5-8074e6b9250c https://share.transistor.fm/s/7d1be21f How can small businesses take advantage of Secure Act 2.0 tax credits to set up a 401k plan, attract and retain employees, and stay compliant with state mandates? In this episode, we’re diving into why 401k plans are a game-changer for small businesses. Many assume retirement plans are only for large corporations, but that’s no longer the case. With recent legislation like Secure Act 2.0 offering significant tax credits, setting up a 401k is more accessible and beneficial than ever. Joined by Charlie Cote from JP Morgan and Kevin Gaston from Vestwell, we’ll explore how small businesses can leverage these plans to attract and retain top talent, comply with evolving state mandates, and even build personal wealth as business owners. 

Takeaways:

  • Take full advantage of the significant tax credits available under Secure Act 2.0 for setting up and maintaining a 401k plan. These credits can help offset costs and even match employee contributions, making the plan financially feasible for your business.
  • Work with modern 401k providers that offer streamlined setup and automated processes. Look for features like payroll integration that reduce the administrative burden on your business.
  • Opt for providers that offer co-fiduciary services to share the fiduciary responsibilities. This can minimize your liability and ensure compliance with regulatory requirements without overwhelming you with paperwork.
  • Stay informed about state-level mandates that require businesses to offer retirement plans. Proactively setting up a 401k can help you avoid future penalties and comply with local regulations.
  • Use vesting schedules and employer-matching contributions as tools to attract and retain top talent. These features not only make your benefits package more competitive but also provide incentives for employees to stay with your company longer.
  • Educate your employees about the benefits of participating in a 401k plan, including tax advantages and long-term financial security. An informed workforce is more likely to engage and take advantage of the benefits offered.


Quote of the Show:

  • " You can get wealth creation and employee retention within your 401k plan if you design it the right way." - Charlie Cote


Links:


Ways to Tune In:

]]> How can small businesses take advantage of Secure Act 2.0 tax credits to set up a 401k plan, attract and retain employees, and stay compliant with state mandates? In this episode, we’re diving into why 401k plans are a game-changer for small businesses. Many assume retirement plans are only for large corporations, but that’s no longer the case. With recent legislation like Secure Act 2.0 offering significant tax credits, setting up a 401k is more accessible and beneficial than ever. Joined by Charlie Cote from JP Morgan and Kevin Gaston from Vestwell, we’ll explore how small businesses can leverage these plans to attract and retain top talent, comply with evolving state mandates, and even build personal wealth as business owners. 

Takeaways:

  • Take full advantage of the significant tax credits available under Secure Act 2.0 for setting up and maintaining a 401k plan. These credits can help offset costs and even match employee contributions, making the plan financially feasible for your business.
  • Work with modern 401k providers that offer streamlined setup and automated processes. Look for features like payroll integration that reduce the administrative burden on your business.
  • Opt for providers that offer co-fiduciary services to share the fiduciary responsibilities. This can minimize your liability and ensure compliance with regulatory requirements without overwhelming you with paperwork.
  • Stay informed about state-level mandates that require businesses to offer retirement plans. Proactively setting up a 401k can help you avoid future penalties and comply with local regulations.
  • Use vesting schedules and employer-matching contributions as tools to attract and retain top talent. These features not only make your benefits package more competitive but also provide incentives for employees to stay with your company longer.
  • Educate your employees about the benefits of participating in a 401k plan, including tax advantages and long-term financial security. An informed workforce is more likely to engage and take advantage of the benefits offered.


Quote of the Show:

  • " You can get wealth creation and employee retention within your 401k plan if you design it the right way." - Charlie Cote


Links:


Ways to Tune In:

]]> Thu, 23 Jan 2025 05:00:00 -0500 Asure Asure 3784 How can small businesses take advantage of Secure Act 2.0 tax credits to set up a 401k plan, attract and retain employees, and stay compliant with state mandates? In this episode, we’re diving into why 401k plans are a game-changer for small businesses. Many assume retirement plans are only for large corporations, but that’s no longer the case. With recent legislation like Secure Act 2.0 offering significant tax credits, setting up a 401k is more accessible and beneficial than ever. Joined by Charlie Cote from JP Morgan and Kevin Gaston from Vestwell, we’ll explore how small businesses can leverage these plans to attract and retain top talent, comply with evolving state mandates, and even build personal wealth as business owners. 

Takeaways:

  • Take full advantage of the significant tax credits available under Secure Act 2.0 for setting up and maintaining a 401k plan. These credits can help offset costs and even match employee contributions, making the plan financially feasible for your business.
  • Work with modern 401k providers that offer streamlined setup and automated processes. Look for features like payroll integration that reduce the administrative burden on your business.
  • Opt for providers that offer co-fiduciary services to share the fiduciary responsibilities. This can minimize your liability and ensure compliance with regulatory requirements without overwhelming you with paperwork.
  • Stay informed about state-level mandates that require businesses to offer retirement plans. Proactively setting up a 401k can help you avoid future penalties and comply with local regulations.
  • Use vesting schedules and employer-matching contributions as tools to attract and retain top talent. These features not only make your benefits package more competitive but also provide incentives for employees to stay with your company longer.
  • Educate your employees about the benefits of participating in a 401k plan, including tax advantages and long-term financial security. An informed workforce is more likely to engage and take advantage of the benefits offered.


Quote of the Show:

  • " You can get wealth creation and employee retention within your 401k plan if you design it the right way." - Charlie Cote


Links:


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman HR Roadmap for Growth Series: What are HR Priorities for 16-49 Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #131 131 131 HR Roadmap for Growth Series: What are HR Priorities for 16-49 Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #131 full 63260001-8969-47d7-b10d-7dcb5074bfe7 https://share.transistor.fm/s/16f31f16 What does it take to scale a small business from 16 to 50 employees while maintaining compliance, culture, and efficiency? In this week’s episode of Mission To Grow, host Mike Vannoy leads a compelling panel discussion on scaling small businesses from 16 to 50 employees. Joined by HR experts Mary Simmons, Heather James, and Chris Cooley, the episode dives into the challenges and solutions of this pivotal growth phase. Topics include the importance of consistent processes, compliance with complex HR laws, effective recruitment strategies, and the role of HR tools like HRIS systems in ensuring smooth operations. Tune in for actionable insights to help your business navigate this transformative stage with confidence. 

Takeaways:

  • Scale your best practices by developing and sticking to well-defined and repeatable processes. Consistency in HR activities is crucial to successfully scaling your business.
  • Utilize background checks for all employees and ensure you have policies and procedures in place to comply with adverse action laws. Keep your business safe by managing risks effectively.
  • To attract and retain talent, consider offering creative, cost-effective benefits like HSAs, FSAs, and pet insurance. Even small perks can make a significant impact on employee satisfaction.
  • Be proactive in understanding and complying with federal, state, and municipal laws affecting your business. Make sure you’re aware of requirements related to ADA, GINA, PDA, and COBRA, among others.
  • Invest in HRIS and payroll systems to automate processes and ensure compliance. These tools are indispensable for maintaining accurate records, managing employee information, and ensuring timely tax submissions.
  • Consider working with HR consultants or services to audit your HR practices and provide ongoing guidance. This external expertise can help you navigate complex compliance issues and implement best HR practices.

Quote of the Show:

  • " You need people that align to your mission, your vision, your values, and that are going to help you grow your business." - Mike Vannoy


Links:


Ways to Tune In:

]]> What does it take to scale a small business from 16 to 50 employees while maintaining compliance, culture, and efficiency? In this week’s episode of Mission To Grow, host Mike Vannoy leads a compelling panel discussion on scaling small businesses from 16 to 50 employees. Joined by HR experts Mary Simmons, Heather James, and Chris Cooley, the episode dives into the challenges and solutions of this pivotal growth phase. Topics include the importance of consistent processes, compliance with complex HR laws, effective recruitment strategies, and the role of HR tools like HRIS systems in ensuring smooth operations. Tune in for actionable insights to help your business navigate this transformative stage with confidence. 

Takeaways:

  • Scale your best practices by developing and sticking to well-defined and repeatable processes. Consistency in HR activities is crucial to successfully scaling your business.
  • Utilize background checks for all employees and ensure you have policies and procedures in place to comply with adverse action laws. Keep your business safe by managing risks effectively.
  • To attract and retain talent, consider offering creative, cost-effective benefits like HSAs, FSAs, and pet insurance. Even small perks can make a significant impact on employee satisfaction.
  • Be proactive in understanding and complying with federal, state, and municipal laws affecting your business. Make sure you’re aware of requirements related to ADA, GINA, PDA, and COBRA, among others.
  • Invest in HRIS and payroll systems to automate processes and ensure compliance. These tools are indispensable for maintaining accurate records, managing employee information, and ensuring timely tax submissions.
  • Consider working with HR consultants or services to audit your HR practices and provide ongoing guidance. This external expertise can help you navigate complex compliance issues and implement best HR practices.

Quote of the Show:

  • " You need people that align to your mission, your vision, your values, and that are going to help you grow your business." - Mike Vannoy


Links:


Ways to Tune In:

]]> Thu, 16 Jan 2025 05:00:00 -0500 Asure Asure 3324 What does it take to scale a small business from 16 to 50 employees while maintaining compliance, culture, and efficiency? In this week’s episode of Mission To Grow, host Mike Vannoy leads a compelling panel discussion on scaling small businesses from 16 to 50 employees. Joined by HR experts Mary Simmons, Heather James, and Chris Cooley, the episode dives into the challenges and solutions of this pivotal growth phase. Topics include the importance of consistent processes, compliance with complex HR laws, effective recruitment strategies, and the role of HR tools like HRIS systems in ensuring smooth operations. Tune in for actionable insights to help your business navigate this transformative stage with confidence. 

Takeaways:

  • Scale your best practices by developing and sticking to well-defined and repeatable processes. Consistency in HR activities is crucial to successfully scaling your business.
  • Utilize background checks for all employees and ensure you have policies and procedures in place to comply with adverse action laws. Keep your business safe by managing risks effectively.
  • To attract and retain talent, consider offering creative, cost-effective benefits like HSAs, FSAs, and pet insurance. Even small perks can make a significant impact on employee satisfaction.
  • Be proactive in understanding and complying with federal, state, and municipal laws affecting your business. Make sure you’re aware of requirements related to ADA, GINA, PDA, and COBRA, among others.
  • Invest in HRIS and payroll systems to automate processes and ensure compliance. These tools are indispensable for maintaining accurate records, managing employee information, and ensuring timely tax submissions.
  • Consider working with HR consultants or services to audit your HR practices and provide ongoing guidance. This external expertise can help you navigate complex compliance issues and implement best HR practices.

Quote of the Show:

  • " You need people that align to your mission, your vision, your values, and that are going to help you grow your business." - Mike Vannoy


Links:


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman HR Roadmap for Growth Series: Getting Hiring & Payroll Right for 1-15 Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #130 130 130 HR Roadmap for Growth Series: Getting Hiring & Payroll Right for 1-15 Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #130 full 68128d1c-3ec7-4811-90e5-689503827a86 https://share.transistor.fm/s/3bc2c7c8 How can small businesses with 1 to 15 employees avoid costly payroll errors, attract the right talent, and ensure compliance while building a strong company culture? In this week’s episode of Mission To Grow, host Mike Vannoy leads a panel discussion on essential HR practices for small businesses with 1 to 15 employees. Featuring insights from experts Jessica Small, Scott Petersen, and Mary Simmons, the conversation covers payroll accuracy, hiring strategies, compliance, employee engagement, and the importance of leveraging the right tools and systems. Tune in for actionable advice to streamline HR processes, foster employee satisfaction, and set your business up for success.

Takeaways:

  • Ensuring accurate data entry (e.g., social security numbers, birth dates) is crucial for avoiding payroll errors. Mistakes can lead to significant issues like delayed payments, misfiled taxes, and hefty penalties. 
  • Focus on defining and communicating your company's culture and values. This not only attracts the right talent but also ensures that new hires align with your vision.
  • Adhering to federal and state laws is not just about avoiding penalties but also about fostering employee trust and satisfaction. Compliance with regulations ensures a fair and transparent working environment.
  • A smooth and comprehensive onboarding process sets the tone for the employee experience. Use digital tools to minimize redundancy and ensure all necessary paperwork, like I-9 verification, is completed accurately and timely.
  • Use integrated systems for payroll, time tracking, and HR management to save time and reduce errors. These tools not only improve efficiency but also give you access to valuable data for better decision-making.
  • A well-crafted employee handbook is essential for setting clear expectations and providing a reference for both employees and employers. Consistency in policies helps avoid misunderstandings.
  • Get creative with benefits to attract and retain talent, especially if you can't offer extensive health benefits. Consider flexible work hours, pay cards, or on-demand pay options.

Quote of the Show:

  • " Give somebody the reason why they should work for you." - Mary Simmons


Links:


Ways to Tune In:

Podchaser: https://www.podchaser.com/podcasts/mission-to-grow-a-small-busine-5591006 

]]> How can small businesses with 1 to 15 employees avoid costly payroll errors, attract the right talent, and ensure compliance while building a strong company culture? In this week’s episode of Mission To Grow, host Mike Vannoy leads a panel discussion on essential HR practices for small businesses with 1 to 15 employees. Featuring insights from experts Jessica Small, Scott Petersen, and Mary Simmons, the conversation covers payroll accuracy, hiring strategies, compliance, employee engagement, and the importance of leveraging the right tools and systems. Tune in for actionable advice to streamline HR processes, foster employee satisfaction, and set your business up for success.

Takeaways:

  • Ensuring accurate data entry (e.g., social security numbers, birth dates) is crucial for avoiding payroll errors. Mistakes can lead to significant issues like delayed payments, misfiled taxes, and hefty penalties. 
  • Focus on defining and communicating your company's culture and values. This not only attracts the right talent but also ensures that new hires align with your vision.
  • Adhering to federal and state laws is not just about avoiding penalties but also about fostering employee trust and satisfaction. Compliance with regulations ensures a fair and transparent working environment.
  • A smooth and comprehensive onboarding process sets the tone for the employee experience. Use digital tools to minimize redundancy and ensure all necessary paperwork, like I-9 verification, is completed accurately and timely.
  • Use integrated systems for payroll, time tracking, and HR management to save time and reduce errors. These tools not only improve efficiency but also give you access to valuable data for better decision-making.
  • A well-crafted employee handbook is essential for setting clear expectations and providing a reference for both employees and employers. Consistency in policies helps avoid misunderstandings.
  • Get creative with benefits to attract and retain talent, especially if you can't offer extensive health benefits. Consider flexible work hours, pay cards, or on-demand pay options.

Quote of the Show:

  • " Give somebody the reason why they should work for you." - Mary Simmons


Links:


Ways to Tune In:

Podchaser: https://www.podchaser.com/podcasts/mission-to-grow-a-small-busine-5591006 

]]> Thu, 09 Jan 2025 05:00:00 -0500 Asure Asure 3724 How can small businesses with 1 to 15 employees avoid costly payroll errors, attract the right talent, and ensure compliance while building a strong company culture? In this week’s episode of Mission To Grow, host Mike Vannoy leads a panel discussion on essential HR practices for small businesses with 1 to 15 employees. Featuring insights from experts Jessica Small, Scott Petersen, and Mary Simmons, the conversation covers payroll accuracy, hiring strategies, compliance, employee engagement, and the importance of leveraging the right tools and systems. Tune in for actionable advice to streamline HR processes, foster employee satisfaction, and set your business up for success.

Takeaways:

  • Ensuring accurate data entry (e.g., social security numbers, birth dates) is crucial for avoiding payroll errors. Mistakes can lead to significant issues like delayed payments, misfiled taxes, and hefty penalties. 
  • Focus on defining and communicating your company's culture and values. This not only attracts the right talent but also ensures that new hires align with your vision.
  • Adhering to federal and state laws is not just about avoiding penalties but also about fostering employee trust and satisfaction. Compliance with regulations ensures a fair and transparent working environment.
  • A smooth and comprehensive onboarding process sets the tone for the employee experience. Use digital tools to minimize redundancy and ensure all necessary paperwork, like I-9 verification, is completed accurately and timely.
  • Use integrated systems for payroll, time tracking, and HR management to save time and reduce errors. These tools not only improve efficiency but also give you access to valuable data for better decision-making.
  • A well-crafted employee handbook is essential for setting clear expectations and providing a reference for both employees and employers. Consistency in policies helps avoid misunderstandings.
  • Get creative with benefits to attract and retain talent, especially if you can't offer extensive health benefits. Consider flexible work hours, pay cards, or on-demand pay options.

Quote of the Show:

  • " Give somebody the reason why they should work for you." - Mary Simmons


Links:


Ways to Tune In:

Podchaser: https://www.podchaser.com/podcasts/mission-to-grow-a-small-busine-5591006 

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman Entity Classification: Exploring the Benefits and Risks of S Corps - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 129 129 129 Entity Classification: Exploring the Benefits and Risks of S Corps - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 129 full 7accd73f-6d9d-44b5-bd21-c5891a92478e https://share.transistor.fm/s/2d57a1bd What are the tax advantages and compliance challenges of switching to an S Corporation, and how can business owners decide if it's the right move for their company?

This week on Mission to Grow, Mike Vannoy sits down with Jason Blumer, CEO of Blummer & Associates, for an insightful discussion on S Corporations. Together, they explore the advantages of S Corp classification, including significant tax savings, while unpacking the complexities of compliance, payroll, and legal considerations. Whether you're an entrepreneur weighing the shift from an LLC or a sole proprietorship, or a small business owner striving to optimize your tax strategy, this episode is brimming with expert advice and practical tips to help you make informed decisions. Don’t miss this deep dive into the world of S Corps!

Takeaways:

  •  Assess your business profits to determine if you're consistently gaining above $80,000 to $100,000 annually. This is crucial for considering more strategic tax classifications.
  • If your profits are within the suggested range, consult with your accountant to elect your business as an S Corporation (S Corp) to gain significant tax benefits.
  • Establish a payroll system, ensuring you pay yourself a reasonable salary as mandated by the IRS. This action can reduce your tax burden significantly.
  • Engage professional services for payroll, accounting, and tax filings. Avoid handling these complexities on your own to prevent costly mistakes and ensure compliance.
  • Learn the difference between legal entity formations (LLC, corporation) and their tax classifications (S Corp, C Corp, Schedule C) to make informed decisions for your business structure. 
  • Continuously monitor your business’s profitability to ensure you are optimizing your tax strategy yearly. This might involve readjusting payroll or exploring additional savings opportunities in your operations.

Quote of the Show:

  • " You want to get into an entity that's actually going to be best for you and very tax efficient, and lets you think about growing from there." - Jason Blumer


Links:


Ways to Tune In:

]]> What are the tax advantages and compliance challenges of switching to an S Corporation, and how can business owners decide if it's the right move for their company?

This week on Mission to Grow, Mike Vannoy sits down with Jason Blumer, CEO of Blummer & Associates, for an insightful discussion on S Corporations. Together, they explore the advantages of S Corp classification, including significant tax savings, while unpacking the complexities of compliance, payroll, and legal considerations. Whether you're an entrepreneur weighing the shift from an LLC or a sole proprietorship, or a small business owner striving to optimize your tax strategy, this episode is brimming with expert advice and practical tips to help you make informed decisions. Don’t miss this deep dive into the world of S Corps!

Takeaways:

  •  Assess your business profits to determine if you're consistently gaining above $80,000 to $100,000 annually. This is crucial for considering more strategic tax classifications.
  • If your profits are within the suggested range, consult with your accountant to elect your business as an S Corporation (S Corp) to gain significant tax benefits.
  • Establish a payroll system, ensuring you pay yourself a reasonable salary as mandated by the IRS. This action can reduce your tax burden significantly.
  • Engage professional services for payroll, accounting, and tax filings. Avoid handling these complexities on your own to prevent costly mistakes and ensure compliance.
  • Learn the difference between legal entity formations (LLC, corporation) and their tax classifications (S Corp, C Corp, Schedule C) to make informed decisions for your business structure. 
  • Continuously monitor your business’s profitability to ensure you are optimizing your tax strategy yearly. This might involve readjusting payroll or exploring additional savings opportunities in your operations.

Quote of the Show:

  • " You want to get into an entity that's actually going to be best for you and very tax efficient, and lets you think about growing from there." - Jason Blumer


Links:


Ways to Tune In:

]]> Thu, 19 Dec 2024 05:00:00 -0500 Asure Asure 3353 What are the tax advantages and compliance challenges of switching to an S Corporation, and how can business owners decide if it's the right move for their company?

This week on Mission to Grow, Mike Vannoy sits down with Jason Blumer, CEO of Blummer & Associates, for an insightful discussion on S Corporations. Together, they explore the advantages of S Corp classification, including significant tax savings, while unpacking the complexities of compliance, payroll, and legal considerations. Whether you're an entrepreneur weighing the shift from an LLC or a sole proprietorship, or a small business owner striving to optimize your tax strategy, this episode is brimming with expert advice and practical tips to help you make informed decisions. Don’t miss this deep dive into the world of S Corps!

Takeaways:

  •  Assess your business profits to determine if you're consistently gaining above $80,000 to $100,000 annually. This is crucial for considering more strategic tax classifications.
  • If your profits are within the suggested range, consult with your accountant to elect your business as an S Corporation (S Corp) to gain significant tax benefits.
  • Establish a payroll system, ensuring you pay yourself a reasonable salary as mandated by the IRS. This action can reduce your tax burden significantly.
  • Engage professional services for payroll, accounting, and tax filings. Avoid handling these complexities on your own to prevent costly mistakes and ensure compliance.
  • Learn the difference between legal entity formations (LLC, corporation) and their tax classifications (S Corp, C Corp, Schedule C) to make informed decisions for your business structure. 
  • Continuously monitor your business’s profitability to ensure you are optimizing your tax strategy yearly. This might involve readjusting payroll or exploring additional savings opportunities in your operations.

Quote of the Show:

  • " You want to get into an entity that's actually going to be best for you and very tax efficient, and lets you think about growing from there." - Jason Blumer


Links:


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman Best of 2024: Small Businesses Strategies to Unlock Hidden Tax Breaks, Smart Hiring Hacks, and Year-End Game Changers - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #128 128 128 Best of 2024: Small Businesses Strategies to Unlock Hidden Tax Breaks, Smart Hiring Hacks, and Year-End Game Changers - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #128 full 2c34032b-92d3-4de0-b85c-0a21bad75dbe https://share.transistor.fm/s/20e01cf6
As the year comes to a close, what steps can small businesses take to ensure FLSA compliance, maximize tax credits, and position themselves for growth in the new year?


This week on Mission to Grow, Mike Vannoy brings together an all-star lineup of experts, including Mary Simmons, Richard Tatum, Shannon Scott, and Janel Weinke, for the Best of 2024 Compilation. In this special episode, they delve into pivotal business topics like Fair Labor Standards Act (FLSA) compliance, employee recruitment and retention strategies, the evolution of 401k plans, and employer tax credits. Packed with actionable insights and practical advice, this episode is a must-listen for business owners looking to enhance their operations, stay compliant, and leverage financial incentives to grow their companies. Don’t miss this invaluable discussion!

Takeaways:

  • Conduct a thorough audit of your HR policies and employee classifications to ensure they are fully compliant with the Fair Labor Standards Act. This will help prevent potential legal issues and ensure that all employees are correctly classified. 
  • Establish consistent hiring practices across your organization to prevent discrimination and ensure a fair process for all candidates. This consistency also fosters a positive company culture that attracts top talent.
  • Explore the benefits of offering a 401k plan to your employees. Offering a 401k not only enhances your employee benefits package but also helps you attract and retain talent by providing a valuable retirement savings option for your staff.
  • Take advantage of tax credits available to small businesses, such as the Employee Retention Tax Credit (ERTC). These credits can significantly reduce your tax liabilities, providing valuable financial resources that can be reinvested into your business. 
  • Regularly check for updates and new tax credit opportunities as the year-end approaches. Staying informed about the latest changes to tax laws and available credits can help you plan strategically for the next fiscal year. 

Links:


Ways to Tune In:

]]>
As the year comes to a close, what steps can small businesses take to ensure FLSA compliance, maximize tax credits, and position themselves for growth in the new year?


This week on Mission to Grow, Mike Vannoy brings together an all-star lineup of experts, including Mary Simmons, Richard Tatum, Shannon Scott, and Janel Weinke, for the Best of 2024 Compilation. In this special episode, they delve into pivotal business topics like Fair Labor Standards Act (FLSA) compliance, employee recruitment and retention strategies, the evolution of 401k plans, and employer tax credits. Packed with actionable insights and practical advice, this episode is a must-listen for business owners looking to enhance their operations, stay compliant, and leverage financial incentives to grow their companies. Don’t miss this invaluable discussion!

Takeaways:

  • Conduct a thorough audit of your HR policies and employee classifications to ensure they are fully compliant with the Fair Labor Standards Act. This will help prevent potential legal issues and ensure that all employees are correctly classified. 
  • Establish consistent hiring practices across your organization to prevent discrimination and ensure a fair process for all candidates. This consistency also fosters a positive company culture that attracts top talent.
  • Explore the benefits of offering a 401k plan to your employees. Offering a 401k not only enhances your employee benefits package but also helps you attract and retain talent by providing a valuable retirement savings option for your staff.
  • Take advantage of tax credits available to small businesses, such as the Employee Retention Tax Credit (ERTC). These credits can significantly reduce your tax liabilities, providing valuable financial resources that can be reinvested into your business. 
  • Regularly check for updates and new tax credit opportunities as the year-end approaches. Staying informed about the latest changes to tax laws and available credits can help you plan strategically for the next fiscal year. 

Links:


Ways to Tune In:

]]> Thu, 12 Dec 2024 05:00:00 -0500 Asure Asure 2525
As the year comes to a close, what steps can small businesses take to ensure FLSA compliance, maximize tax credits, and position themselves for growth in the new year?


This week on Mission to Grow, Mike Vannoy brings together an all-star lineup of experts, including Mary Simmons, Richard Tatum, Shannon Scott, and Janel Weinke, for the Best of 2024 Compilation. In this special episode, they delve into pivotal business topics like Fair Labor Standards Act (FLSA) compliance, employee recruitment and retention strategies, the evolution of 401k plans, and employer tax credits. Packed with actionable insights and practical advice, this episode is a must-listen for business owners looking to enhance their operations, stay compliant, and leverage financial incentives to grow their companies. Don’t miss this invaluable discussion!

Takeaways:

  • Conduct a thorough audit of your HR policies and employee classifications to ensure they are fully compliant with the Fair Labor Standards Act. This will help prevent potential legal issues and ensure that all employees are correctly classified. 
  • Establish consistent hiring practices across your organization to prevent discrimination and ensure a fair process for all candidates. This consistency also fosters a positive company culture that attracts top talent.
  • Explore the benefits of offering a 401k plan to your employees. Offering a 401k not only enhances your employee benefits package but also helps you attract and retain talent by providing a valuable retirement savings option for your staff.
  • Take advantage of tax credits available to small businesses, such as the Employee Retention Tax Credit (ERTC). These credits can significantly reduce your tax liabilities, providing valuable financial resources that can be reinvested into your business. 
  • Regularly check for updates and new tax credit opportunities as the year-end approaches. Staying informed about the latest changes to tax laws and available credits can help you plan strategically for the next fiscal year. 

Links:


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman FLSA Salary Rule Change: The Impact of the 5th Circuit’s Ruling - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #127 127 127 FLSA Salary Rule Change: The Impact of the 5th Circuit’s Ruling - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #127 full 15d11ec1-3f60-49ed-8c4d-b73aaec06ba8 https://share.transistor.fm/s/ba9c6e7b What are the key strategies employers can adopt to navigate employee classifications effectively while ensuring compliance with the ever-changing FLSA minimum salary rules and fostering trust?


This week on Mission to Grow, Mike Vannoy engages in an in-depth discussion with Mary Simmons and Brian Shenker on the significant implications of the 5th Circuit's ruling on the Fair Labor Standards Act (FLSA) minimum salary rule. Mike, Mary, and Brian dissect the complexities surrounding the recent court decision that vacated the Department of Labor’s new rule, reverting it back to previous levels. Dive into this episode to understand the legal and practical ramifications for employers, strategies for handling employee classifications, maintaining compliance, and the importance of thorough job audits. It’s a crucial episode for any business owner navigating the ever-changing landscape of employment law. Don’t miss this essential conversation!

Takeaways:

  • Schedule annual audits conducted by external experts to ensure compliance with FLSA and state regulations. This will help identify and correct any misclassifications or compliance issues.
  • Regularly review and update job descriptions to ensure they accurately reflect the duties of each role. This helps in defending exempt and non-exempt classifications.
  • Stay updated on federal, state, and local labor law changes. When changes occur, communicate clearly and transparently with your employees to maintain trust and morale.
  • Include a budget line for HR and legal compliance services in your annual planning. This should be viewed as essential as tax preparation services due to the complexities of labor law.
  • Utilize free resources like the Department of Labor website for guidelines, or professional organizations. Dedicate time weekly to keep updated with the latest regulations and compliance tips.
  • Create a clear communication strategy for how to talk about salary and classification changes with employees. This can prevent morale issues and potential legal challenges.
  • Use the process of updating job descriptions as an opportunity to identify potential organizational changes or succession planning, which can enhance overall business growth and efficiency.

Quote of the Show:

  • "When things are not communicated well to employees, even if it was arguably legal, they might go to an attorney because they're not trusting what the employer does." - Brian Shenker


Links:


Ways to Tune In:

]]> What are the key strategies employers can adopt to navigate employee classifications effectively while ensuring compliance with the ever-changing FLSA minimum salary rules and fostering trust?


This week on Mission to Grow, Mike Vannoy engages in an in-depth discussion with Mary Simmons and Brian Shenker on the significant implications of the 5th Circuit's ruling on the Fair Labor Standards Act (FLSA) minimum salary rule. Mike, Mary, and Brian dissect the complexities surrounding the recent court decision that vacated the Department of Labor’s new rule, reverting it back to previous levels. Dive into this episode to understand the legal and practical ramifications for employers, strategies for handling employee classifications, maintaining compliance, and the importance of thorough job audits. It’s a crucial episode for any business owner navigating the ever-changing landscape of employment law. Don’t miss this essential conversation!

Takeaways:

  • Schedule annual audits conducted by external experts to ensure compliance with FLSA and state regulations. This will help identify and correct any misclassifications or compliance issues.
  • Regularly review and update job descriptions to ensure they accurately reflect the duties of each role. This helps in defending exempt and non-exempt classifications.
  • Stay updated on federal, state, and local labor law changes. When changes occur, communicate clearly and transparently with your employees to maintain trust and morale.
  • Include a budget line for HR and legal compliance services in your annual planning. This should be viewed as essential as tax preparation services due to the complexities of labor law.
  • Utilize free resources like the Department of Labor website for guidelines, or professional organizations. Dedicate time weekly to keep updated with the latest regulations and compliance tips.
  • Create a clear communication strategy for how to talk about salary and classification changes with employees. This can prevent morale issues and potential legal challenges.
  • Use the process of updating job descriptions as an opportunity to identify potential organizational changes or succession planning, which can enhance overall business growth and efficiency.

Quote of the Show:

  • "When things are not communicated well to employees, even if it was arguably legal, they might go to an attorney because they're not trusting what the employer does." - Brian Shenker


Links:


Ways to Tune In:

]]> Thu, 05 Dec 2024 05:00:00 -0500 Asure Asure 3407 What are the key strategies employers can adopt to navigate employee classifications effectively while ensuring compliance with the ever-changing FLSA minimum salary rules and fostering trust?


This week on Mission to Grow, Mike Vannoy engages in an in-depth discussion with Mary Simmons and Brian Shenker on the significant implications of the 5th Circuit's ruling on the Fair Labor Standards Act (FLSA) minimum salary rule. Mike, Mary, and Brian dissect the complexities surrounding the recent court decision that vacated the Department of Labor’s new rule, reverting it back to previous levels. Dive into this episode to understand the legal and practical ramifications for employers, strategies for handling employee classifications, maintaining compliance, and the importance of thorough job audits. It’s a crucial episode for any business owner navigating the ever-changing landscape of employment law. Don’t miss this essential conversation!

Takeaways:

  • Schedule annual audits conducted by external experts to ensure compliance with FLSA and state regulations. This will help identify and correct any misclassifications or compliance issues.
  • Regularly review and update job descriptions to ensure they accurately reflect the duties of each role. This helps in defending exempt and non-exempt classifications.
  • Stay updated on federal, state, and local labor law changes. When changes occur, communicate clearly and transparently with your employees to maintain trust and morale.
  • Include a budget line for HR and legal compliance services in your annual planning. This should be viewed as essential as tax preparation services due to the complexities of labor law.
  • Utilize free resources like the Department of Labor website for guidelines, or professional organizations. Dedicate time weekly to keep updated with the latest regulations and compliance tips.
  • Create a clear communication strategy for how to talk about salary and classification changes with employees. This can prevent morale issues and potential legal challenges.
  • Use the process of updating job descriptions as an opportunity to identify potential organizational changes or succession planning, which can enhance overall business growth and efficiency.

Quote of the Show:

  • "When things are not communicated well to employees, even if it was arguably legal, they might go to an attorney because they're not trusting what the employer does." - Brian Shenker


Links:


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Brian Shenker Rebecca Leberman HR Laws Changing: What Small Businesses Should Expect in 2025 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #126 126 126 HR Laws Changing: What Small Businesses Should Expect in 2025 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #126 full ac30279b-5bd7-4723-bfe9-2463aee33d53 https://share.transistor.fm/s/17b3f0c5 In this episode, we dive into the latest updates in employment law and their implications for both business owners and employees in 2025. Our guest, Mary Simmons, explores how these changes will affect HR practices, including immigration enforcement, FLSA changes, the Pregnant Workers Fairness Act, I-9 updates, minimum wage increases, and evolving sick leave policies. We discuss the proactive steps business owners must take to stay compliant, such as conducting audits, updating handbooks, and training managers. The conversation also highlights the importance of clear communication and strategic planning in navigating these legal changes and maintaining a competitive edge in the labor market.

Takeaways:

  • Be aware of the upcoming HR law changes in 2025. These changes could affect various aspects of your business operations and employee management, including compliance with new legal standards.
  • Be deliberate with your training. While certain areas of HR law, like I-9 compliance, may seem straightforward, they require deliberate attention and proper training to ensure compliance and avoid penalties
  • Conduct periodic audits, especially of I-9 forms and classification of employees. Ensuring compliance through self-audits can help mitigate the risk of costly fines and legal issues if inspected by government agencies.
  • Be prepared for increased government inspections and audits, especially regarding topics like immigration and I-9 compliance, as enforcement is expected to rise.
  • Regularly update your employee handbook to reflect new laws and policies. This ensures that both you and your employees are aware of their rights and responsibilities, helping to maintain compliance and a clear understanding of workplace rules.
  • Implement open and honest communication with your employees, especially when it comes to changes in policies like minimum wage or paid leave. Keeping employees informed and engaged helps in maintaining a positive workplace culture and can improve retention.

Quote of the Show:

  • “Some laws have a threshold of a certain amount of employees that it affects, but it really affects everyone. If your competitors have to offer that new benefit, and you're not offering it, you're not going to be able to win that talent." - Mary Simmons

Links:

Ways to Tune In:

]]> In this episode, we dive into the latest updates in employment law and their implications for both business owners and employees in 2025. Our guest, Mary Simmons, explores how these changes will affect HR practices, including immigration enforcement, FLSA changes, the Pregnant Workers Fairness Act, I-9 updates, minimum wage increases, and evolving sick leave policies. We discuss the proactive steps business owners must take to stay compliant, such as conducting audits, updating handbooks, and training managers. The conversation also highlights the importance of clear communication and strategic planning in navigating these legal changes and maintaining a competitive edge in the labor market.

Takeaways:

  • Be aware of the upcoming HR law changes in 2025. These changes could affect various aspects of your business operations and employee management, including compliance with new legal standards.
  • Be deliberate with your training. While certain areas of HR law, like I-9 compliance, may seem straightforward, they require deliberate attention and proper training to ensure compliance and avoid penalties
  • Conduct periodic audits, especially of I-9 forms and classification of employees. Ensuring compliance through self-audits can help mitigate the risk of costly fines and legal issues if inspected by government agencies.
  • Be prepared for increased government inspections and audits, especially regarding topics like immigration and I-9 compliance, as enforcement is expected to rise.
  • Regularly update your employee handbook to reflect new laws and policies. This ensures that both you and your employees are aware of their rights and responsibilities, helping to maintain compliance and a clear understanding of workplace rules.
  • Implement open and honest communication with your employees, especially when it comes to changes in policies like minimum wage or paid leave. Keeping employees informed and engaged helps in maintaining a positive workplace culture and can improve retention.

Quote of the Show:

  • “Some laws have a threshold of a certain amount of employees that it affects, but it really affects everyone. If your competitors have to offer that new benefit, and you're not offering it, you're not going to be able to win that talent." - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 21 Nov 2024 05:00:00 -0500 Asure Asure 3132 In this episode, we dive into the latest updates in employment law and their implications for both business owners and employees in 2025. Our guest, Mary Simmons, explores how these changes will affect HR practices, including immigration enforcement, FLSA changes, the Pregnant Workers Fairness Act, I-9 updates, minimum wage increases, and evolving sick leave policies. We discuss the proactive steps business owners must take to stay compliant, such as conducting audits, updating handbooks, and training managers. The conversation also highlights the importance of clear communication and strategic planning in navigating these legal changes and maintaining a competitive edge in the labor market.

Takeaways:

  • Be aware of the upcoming HR law changes in 2025. These changes could affect various aspects of your business operations and employee management, including compliance with new legal standards.
  • Be deliberate with your training. While certain areas of HR law, like I-9 compliance, may seem straightforward, they require deliberate attention and proper training to ensure compliance and avoid penalties
  • Conduct periodic audits, especially of I-9 forms and classification of employees. Ensuring compliance through self-audits can help mitigate the risk of costly fines and legal issues if inspected by government agencies.
  • Be prepared for increased government inspections and audits, especially regarding topics like immigration and I-9 compliance, as enforcement is expected to rise.
  • Regularly update your employee handbook to reflect new laws and policies. This ensures that both you and your employees are aware of their rights and responsibilities, helping to maintain compliance and a clear understanding of workplace rules.
  • Implement open and honest communication with your employees, especially when it comes to changes in policies like minimum wage or paid leave. Keeping employees informed and engaged helps in maintaining a positive workplace culture and can improve retention.

Quote of the Show:

  • “Some laws have a threshold of a certain amount of employees that it affects, but it really affects everyone. If your competitors have to offer that new benefit, and you're not offering it, you're not going to be able to win that talent." - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Rebecca Leberman Earned Wage Access: What Every Small Business Owner Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #125 125 125 Earned Wage Access: What Every Small Business Owner Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #125 full 122d122f-371e-4c3a-8ac8-bff0dcc8b3ba https://share.transistor.fm/s/01682ca7 How can employers leverage the benefits of offering earned wage access to not only enhance recruitment and retention but also to significantly improve employee productivity and engagement? In this episode, we delve into the transformative shift from traditional payday loans to on-demand pay models. We explore how digital advancements have led to new, cost-effective solutions that empower employees to access their earned wages without stigma or significant fees. This shift is facilitated by innovative banking models leveraging merchant fees to create a seamless and free experience for employees. We also discuss the profound benefits for employers, such as improved recruitment, retention, and productivity, driven by offering financial wellness tools.

Takeaways:

  • Evolution from Payday Loans to Digital Earned Wage Access: Employees once reliant on high-interest payday loans now benefit from digital earned wage access with low fees and reduced friction.
  • Merchant-Funded Access: The innovative model relies on merchant fees from debit card transactions, allowing services to be offered at no cost to both employees and employers.
  • Employer-Centric Benefits: Companies that offer earned wage access see stronger recruitment appeal and improved retention, as employees value immediate access to their earnings.
  • Financial Well-Being and Productivity: Enhanced financial wellness reduces stress, giving employees more focus at work and improving overall productivity.
  • Reduced Absenteeism: Access to earned wages helps employees manage unexpected expenses promptly, leading to fewer absences.
  • Increased Employee Engagement: When financial worries are minimized, employees show greater involvement and commitment to their work.
  • Support for Lower-Income Workers: This model particularly benefits those in lower-income brackets who are most affected by financial instability.

Quote of the Show:

  • "I think the key thing with earned wage access versus historical products that were paycheck advances or payday loans is the lending is done only against wages that are earned, not against the paycheck overall." - Shirish Lal

Links:

  • Website: https://gritfinancial.org/
  • LinkedIn: https://www.linkedin.com/in/shirishlal/

Ways to Tune In:

]]> How can employers leverage the benefits of offering earned wage access to not only enhance recruitment and retention but also to significantly improve employee productivity and engagement? In this episode, we delve into the transformative shift from traditional payday loans to on-demand pay models. We explore how digital advancements have led to new, cost-effective solutions that empower employees to access their earned wages without stigma or significant fees. This shift is facilitated by innovative banking models leveraging merchant fees to create a seamless and free experience for employees. We also discuss the profound benefits for employers, such as improved recruitment, retention, and productivity, driven by offering financial wellness tools.

Takeaways:

  • Evolution from Payday Loans to Digital Earned Wage Access: Employees once reliant on high-interest payday loans now benefit from digital earned wage access with low fees and reduced friction.
  • Merchant-Funded Access: The innovative model relies on merchant fees from debit card transactions, allowing services to be offered at no cost to both employees and employers.
  • Employer-Centric Benefits: Companies that offer earned wage access see stronger recruitment appeal and improved retention, as employees value immediate access to their earnings.
  • Financial Well-Being and Productivity: Enhanced financial wellness reduces stress, giving employees more focus at work and improving overall productivity.
  • Reduced Absenteeism: Access to earned wages helps employees manage unexpected expenses promptly, leading to fewer absences.
  • Increased Employee Engagement: When financial worries are minimized, employees show greater involvement and commitment to their work.
  • Support for Lower-Income Workers: This model particularly benefits those in lower-income brackets who are most affected by financial instability.

Quote of the Show:

  • "I think the key thing with earned wage access versus historical products that were paycheck advances or payday loans is the lending is done only against wages that are earned, not against the paycheck overall." - Shirish Lal

Links:

  • Website: https://gritfinancial.org/
  • LinkedIn: https://www.linkedin.com/in/shirishlal/

Ways to Tune In:

]]> Thu, 14 Nov 2024 05:00:00 -0500 Asure Asure 3157 How can employers leverage the benefits of offering earned wage access to not only enhance recruitment and retention but also to significantly improve employee productivity and engagement? In this episode, we delve into the transformative shift from traditional payday loans to on-demand pay models. We explore how digital advancements have led to new, cost-effective solutions that empower employees to access their earned wages without stigma or significant fees. This shift is facilitated by innovative banking models leveraging merchant fees to create a seamless and free experience for employees. We also discuss the profound benefits for employers, such as improved recruitment, retention, and productivity, driven by offering financial wellness tools.

Takeaways:

  • Evolution from Payday Loans to Digital Earned Wage Access: Employees once reliant on high-interest payday loans now benefit from digital earned wage access with low fees and reduced friction.
  • Merchant-Funded Access: The innovative model relies on merchant fees from debit card transactions, allowing services to be offered at no cost to both employees and employers.
  • Employer-Centric Benefits: Companies that offer earned wage access see stronger recruitment appeal and improved retention, as employees value immediate access to their earnings.
  • Financial Well-Being and Productivity: Enhanced financial wellness reduces stress, giving employees more focus at work and improving overall productivity.
  • Reduced Absenteeism: Access to earned wages helps employees manage unexpected expenses promptly, leading to fewer absences.
  • Increased Employee Engagement: When financial worries are minimized, employees show greater involvement and commitment to their work.
  • Support for Lower-Income Workers: This model particularly benefits those in lower-income brackets who are most affected by financial instability.

Quote of the Show:

  • "I think the key thing with earned wage access versus historical products that were paycheck advances or payday loans is the lending is done only against wages that are earned, not against the paycheck overall." - Shirish Lal

Links:

  • Website: https://gritfinancial.org/
  • LinkedIn: https://www.linkedin.com/in/shirishlal/

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Garnishment: What Every Small Business Owner Needs to Know to Protect Themselves - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #124 124 124 Garnishment: What Every Small Business Owner Needs to Know to Protect Themselves - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #124 full ea0a6087-31df-4c1c-8952-8ce64d3b2f7f https://share.transistor.fm/s/03b3e350 In this episode, we dive into the complexities surrounding garnishments in the workplace, including the differences between wage garnishments and wage assignments, how employers should handle multiple garnishments and the legal implications of terminating an employee due to garnishment. Our guest Brian Shenker shares expert advice on how to navigate these situations while ensuring compliance with federal and state laws.


Takeaways:

  • Employers must follow the garnishment order carefully to avoid legal consequences, including paying off an employee's judgment if done incorrectly.
  • Federal and state laws: Employers need to be aware of both federal guidelines and state-specific laws, which can vary.
  • Garnishment calculation:
    • Maximum garnishment: The CCPA caps garnishments at the lesser of 25% of disposable income or the amount by which weekly disposable income exceeds 30 times the federal minimum wage.
    • Disposable income: Defined as earnings after legally required deductions (like taxes, Social Security), not after voluntary deductions like health insurance or retirement contributions.
    • Garnishments are not allowed for employees with disposable earnings of $217 or less per week.
    • For earnings above that threshold, only a portion (25%) of the disposable income is subject to garnishment.
  • Commissions and bonuses: These also fall under the garnishment rules. Commission-based employees are subject to garnishment just like salaried workers, but their earnings can vary, making the calculation more complex.
  • Fringe benefits: Generally, fringe benefits like free daycare are not considered part of the garnishable income.
  • Independent contractors: The CCPA typically applies to employees, but some states extend garnishment protections to independent contractors as well. Employers should not ignore garnishment orders for independent contractors, even if state laws vary on this issue.

Quote of the Show:

  • “What the CCPA wants to do is make sure that not too much is being taken out from a debtor's paycheck each week, because that then just results in more financial issues and more strains.” - Brian Shenker

Links:

Ways to Tune In:

]]> In this episode, we dive into the complexities surrounding garnishments in the workplace, including the differences between wage garnishments and wage assignments, how employers should handle multiple garnishments and the legal implications of terminating an employee due to garnishment. Our guest Brian Shenker shares expert advice on how to navigate these situations while ensuring compliance with federal and state laws.


Takeaways:

  • Employers must follow the garnishment order carefully to avoid legal consequences, including paying off an employee's judgment if done incorrectly.
  • Federal and state laws: Employers need to be aware of both federal guidelines and state-specific laws, which can vary.
  • Garnishment calculation:
    • Maximum garnishment: The CCPA caps garnishments at the lesser of 25% of disposable income or the amount by which weekly disposable income exceeds 30 times the federal minimum wage.
    • Disposable income: Defined as earnings after legally required deductions (like taxes, Social Security), not after voluntary deductions like health insurance or retirement contributions.
    • Garnishments are not allowed for employees with disposable earnings of $217 or less per week.
    • For earnings above that threshold, only a portion (25%) of the disposable income is subject to garnishment.
  • Commissions and bonuses: These also fall under the garnishment rules. Commission-based employees are subject to garnishment just like salaried workers, but their earnings can vary, making the calculation more complex.
  • Fringe benefits: Generally, fringe benefits like free daycare are not considered part of the garnishable income.
  • Independent contractors: The CCPA typically applies to employees, but some states extend garnishment protections to independent contractors as well. Employers should not ignore garnishment orders for independent contractors, even if state laws vary on this issue.

Quote of the Show:

  • “What the CCPA wants to do is make sure that not too much is being taken out from a debtor's paycheck each week, because that then just results in more financial issues and more strains.” - Brian Shenker

Links:

Ways to Tune In:

]]> Thu, 07 Nov 2024 05:00:00 -0500 Asure Asure 3572 In this episode, we dive into the complexities surrounding garnishments in the workplace, including the differences between wage garnishments and wage assignments, how employers should handle multiple garnishments and the legal implications of terminating an employee due to garnishment. Our guest Brian Shenker shares expert advice on how to navigate these situations while ensuring compliance with federal and state laws.


Takeaways:

  • Employers must follow the garnishment order carefully to avoid legal consequences, including paying off an employee's judgment if done incorrectly.
  • Federal and state laws: Employers need to be aware of both federal guidelines and state-specific laws, which can vary.
  • Garnishment calculation:
    • Maximum garnishment: The CCPA caps garnishments at the lesser of 25% of disposable income or the amount by which weekly disposable income exceeds 30 times the federal minimum wage.
    • Disposable income: Defined as earnings after legally required deductions (like taxes, Social Security), not after voluntary deductions like health insurance or retirement contributions.
    • Garnishments are not allowed for employees with disposable earnings of $217 or less per week.
    • For earnings above that threshold, only a portion (25%) of the disposable income is subject to garnishment.
  • Commissions and bonuses: These also fall under the garnishment rules. Commission-based employees are subject to garnishment just like salaried workers, but their earnings can vary, making the calculation more complex.
  • Fringe benefits: Generally, fringe benefits like free daycare are not considered part of the garnishable income.
  • Independent contractors: The CCPA typically applies to employees, but some states extend garnishment protections to independent contractors as well. Employers should not ignore garnishment orders for independent contractors, even if state laws vary on this issue.

Quote of the Show:

  • “What the CCPA wants to do is make sure that not too much is being taken out from a debtor's paycheck each week, because that then just results in more financial issues and more strains.” - Brian Shenker

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Harassment Training: What Every Small Business Owner Needs to Know to Protect Their Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #123 123 123 Harassment Training: What Every Small Business Owner Needs to Know to Protect Their Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #123 full 2ad07057-bb84-414e-99d7-3127b7d87204 https://share.transistor.fm/s/f22867e8 In this insightful episode, our guest Mary and host Mike dive into the critical role of Harassment training in fostering a respectful, productive, and legally protected workplace. Through real-life examples, Mary explains how training can proactively prevent issues, support team dynamics, and save companies from costly legal troubles. They also discuss the importance of culture in aligning employees with organizational values, promoting trust, and maximizing engagement.


Takeaways:

  • The Importance of Compliance Training: Many issues in the workplace stem from unintentional but harmful behaviors. Harassment training can preemptively address these and create a safer, more inclusive environment.
  • Protecting Your Organization Legally and Financially: Organizations without proactive compliance training risk heavy penalties, mandated ongoing training, and increased vulnerability in lawsuits.
  • Building a Culture of Respect and Trust: Beyond compliance, a well-structured HR function drives company success by building a culture rooted in trust, transparency, and respect.
  • Practical Advice for Employers: Every organization, regardless of state mandates, should have a clear EEO policy and anti-harassment guidelines in place.
  • Customized Training Increases Relevance and Retention: Compliance training should be tailored to fit the unique culture and values of each team. This approach makes it more relatable and memorable, increasing the likelihood of positive behavioral change among employees.
  • The Role of Leadership in Shaping Culture:Leaders play a vital role in establishing and modeling behavior standards. When leaders actively engage in compliance and respect initiatives, it sets a powerful example, encouraging employees to follow suit and promoting a cohesive, respectful work environment.

Quote of the Show:

  • “I'll make it really easy. Everybody has to do it or should do it to protect their company.” - Mary Simmons


Links:

Ways to Tune In:

]]> In this insightful episode, our guest Mary and host Mike dive into the critical role of Harassment training in fostering a respectful, productive, and legally protected workplace. Through real-life examples, Mary explains how training can proactively prevent issues, support team dynamics, and save companies from costly legal troubles. They also discuss the importance of culture in aligning employees with organizational values, promoting trust, and maximizing engagement.


Takeaways:

  • The Importance of Compliance Training: Many issues in the workplace stem from unintentional but harmful behaviors. Harassment training can preemptively address these and create a safer, more inclusive environment.
  • Protecting Your Organization Legally and Financially: Organizations without proactive compliance training risk heavy penalties, mandated ongoing training, and increased vulnerability in lawsuits.
  • Building a Culture of Respect and Trust: Beyond compliance, a well-structured HR function drives company success by building a culture rooted in trust, transparency, and respect.
  • Practical Advice for Employers: Every organization, regardless of state mandates, should have a clear EEO policy and anti-harassment guidelines in place.
  • Customized Training Increases Relevance and Retention: Compliance training should be tailored to fit the unique culture and values of each team. This approach makes it more relatable and memorable, increasing the likelihood of positive behavioral change among employees.
  • The Role of Leadership in Shaping Culture:Leaders play a vital role in establishing and modeling behavior standards. When leaders actively engage in compliance and respect initiatives, it sets a powerful example, encouraging employees to follow suit and promoting a cohesive, respectful work environment.

Quote of the Show:

  • “I'll make it really easy. Everybody has to do it or should do it to protect their company.” - Mary Simmons


Links:

Ways to Tune In:

]]> Thu, 31 Oct 2024 06:22:47 -0400 Asure Asure 3240 In this insightful episode, our guest Mary and host Mike dive into the critical role of Harassment training in fostering a respectful, productive, and legally protected workplace. Through real-life examples, Mary explains how training can proactively prevent issues, support team dynamics, and save companies from costly legal troubles. They also discuss the importance of culture in aligning employees with organizational values, promoting trust, and maximizing engagement.


Takeaways:

  • The Importance of Compliance Training: Many issues in the workplace stem from unintentional but harmful behaviors. Harassment training can preemptively address these and create a safer, more inclusive environment.
  • Protecting Your Organization Legally and Financially: Organizations without proactive compliance training risk heavy penalties, mandated ongoing training, and increased vulnerability in lawsuits.
  • Building a Culture of Respect and Trust: Beyond compliance, a well-structured HR function drives company success by building a culture rooted in trust, transparency, and respect.
  • Practical Advice for Employers: Every organization, regardless of state mandates, should have a clear EEO policy and anti-harassment guidelines in place.
  • Customized Training Increases Relevance and Retention: Compliance training should be tailored to fit the unique culture and values of each team. This approach makes it more relatable and memorable, increasing the likelihood of positive behavioral change among employees.
  • The Role of Leadership in Shaping Culture:Leaders play a vital role in establishing and modeling behavior standards. When leaders actively engage in compliance and respect initiatives, it sets a powerful example, encouraging employees to follow suit and promoting a cohesive, respectful work environment.

Quote of the Show:

  • “I'll make it really easy. Everybody has to do it or should do it to protect their company.” - Mary Simmons


Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Building An Employer Brand: How Small Businesses Can Use Marketing to Attract and Retain The Best Talent - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #122 122 122 Building An Employer Brand: How Small Businesses Can Use Marketing to Attract and Retain The Best Talent - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #122 full 401b5fbe-f8e4-42e9-b9e2-013c19056d36 https://share.transistor.fm/s/08182376 In this episode, we dive deep into the importance of personal branding, authentic marketing, and creating a human connection between businesses and their audiences. Our guest Philip VanDusen Founder and CCO at Verhaal Brand Design, emphasizes how companies, whether large corporations or small businesses, can engage more effectively with customers by showcasing a relatable, human side. We also discuss the role of personal branding for leaders, the effectiveness of behind-the-scenes content, and the importance of creating a cohesive employee and customer experience. Whether you're a restaurant owner, hair salon entrepreneur, or remodeling business, this episode is packed with actionable advice for boosting your brand visibility.


Takeaways:

  • Human Connection Matters: People prefer to do business with individuals rather than brands. Establishing a personal connection can make larger companies more relatable.
  • Personality in Branding: Infusing personality into your brand helps differentiate it in competitive industries, making it memorable and engaging.
  • Show Behind-the-Scenes: Sharing behind-the-scenes content can demystify your business and build authenticity, making it less intimidating for potential customers.
  • Empower Employees: Involving employees in your marketing creates a sense of community and shared purpose, enhancing the overall brand experience.
  • Authentic Storytelling: Focus on authentic storytelling rather than trends, as it resonates more with audiences and builds trust.
  • Clear Communication: Ensure that job descriptions and expectations are clear to attract the right candidates and create a positive onboarding experience.
  • Consistent Touchpoints: Maintain consistency across all brand touchpoints, from marketing to customer service, to ensure a seamless experience for both customers and employees.

Quote of the Show:

  • "People distrust perfection. The more authenticity you can show, the more people connect with your brand. No one wants to do it themselves—they want to see the care and quality you put into your work, and that's what attracts them to you." - Philip VanDusen

Links:

Ways to Tune In:

]]> In this episode, we dive deep into the importance of personal branding, authentic marketing, and creating a human connection between businesses and their audiences. Our guest Philip VanDusen Founder and CCO at Verhaal Brand Design, emphasizes how companies, whether large corporations or small businesses, can engage more effectively with customers by showcasing a relatable, human side. We also discuss the role of personal branding for leaders, the effectiveness of behind-the-scenes content, and the importance of creating a cohesive employee and customer experience. Whether you're a restaurant owner, hair salon entrepreneur, or remodeling business, this episode is packed with actionable advice for boosting your brand visibility.


Takeaways:

  • Human Connection Matters: People prefer to do business with individuals rather than brands. Establishing a personal connection can make larger companies more relatable.
  • Personality in Branding: Infusing personality into your brand helps differentiate it in competitive industries, making it memorable and engaging.
  • Show Behind-the-Scenes: Sharing behind-the-scenes content can demystify your business and build authenticity, making it less intimidating for potential customers.
  • Empower Employees: Involving employees in your marketing creates a sense of community and shared purpose, enhancing the overall brand experience.
  • Authentic Storytelling: Focus on authentic storytelling rather than trends, as it resonates more with audiences and builds trust.
  • Clear Communication: Ensure that job descriptions and expectations are clear to attract the right candidates and create a positive onboarding experience.
  • Consistent Touchpoints: Maintain consistency across all brand touchpoints, from marketing to customer service, to ensure a seamless experience for both customers and employees.

Quote of the Show:

  • "People distrust perfection. The more authenticity you can show, the more people connect with your brand. No one wants to do it themselves—they want to see the care and quality you put into your work, and that's what attracts them to you." - Philip VanDusen

Links:

Ways to Tune In:

]]> Thu, 24 Oct 2024 05:00:00 -0400 Asure Asure 3804 In this episode, we dive deep into the importance of personal branding, authentic marketing, and creating a human connection between businesses and their audiences. Our guest Philip VanDusen Founder and CCO at Verhaal Brand Design, emphasizes how companies, whether large corporations or small businesses, can engage more effectively with customers by showcasing a relatable, human side. We also discuss the role of personal branding for leaders, the effectiveness of behind-the-scenes content, and the importance of creating a cohesive employee and customer experience. Whether you're a restaurant owner, hair salon entrepreneur, or remodeling business, this episode is packed with actionable advice for boosting your brand visibility.


Takeaways:

  • Human Connection Matters: People prefer to do business with individuals rather than brands. Establishing a personal connection can make larger companies more relatable.
  • Personality in Branding: Infusing personality into your brand helps differentiate it in competitive industries, making it memorable and engaging.
  • Show Behind-the-Scenes: Sharing behind-the-scenes content can demystify your business and build authenticity, making it less intimidating for potential customers.
  • Empower Employees: Involving employees in your marketing creates a sense of community and shared purpose, enhancing the overall brand experience.
  • Authentic Storytelling: Focus on authentic storytelling rather than trends, as it resonates more with audiences and builds trust.
  • Clear Communication: Ensure that job descriptions and expectations are clear to attract the right candidates and create a positive onboarding experience.
  • Consistent Touchpoints: Maintain consistency across all brand touchpoints, from marketing to customer service, to ensure a seamless experience for both customers and employees.

Quote of the Show:

  • "People distrust perfection. The more authenticity you can show, the more people connect with your brand. No one wants to do it themselves—they want to see the care and quality you put into your work, and that's what attracts them to you." - Philip VanDusen

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Labor Productivity: Understanding Labor Productivity for Sustainable Growth - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #121 121 121 Labor Productivity: Understanding Labor Productivity for Sustainable Growth - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #121 full eb1b1d06-42ba-4a79-ace1-6936c3be0916 https://share.transistor.fm/s/457c41ad What are the key challenges businesses face when scaling from $1 million to $5 million in revenue, and how can understanding the concept of the 'black hole' help entrepreneurs navigate these growth plateaus? In this episode, our guest Greg Crabtree, Partner at Carr, Riggs & Ingram, delves into the intricate dynamics of business growth, staffing strategies, and labor efficiency. Our discussion highlights the challenges companies face when scaling, particularly between the critical revenue thresholds of $1 million to $5 million. We explore the concept of the "black hole," the significance of labor efficiency ratios, and practical advice for breaking through growth plateaus without overstaffing.


Takeaways:

  • The Maturing Funds and Market Dynamics: As funds mature, companies will need to roll off assets, presenting new challenges and opportunities. Special Purpose Acquisition Companies (SPACs) could emerge as a solution for private equity firms looking to offload portfolios, highlighting a significant demand for publicly traded companies amidst a shortage.
  • Understanding Growth Plateaus: Discussing the realities of hitting growth plateaus, particularly when transitioning from a $1 million to a $5 million revenue model. Key insights on why businesses struggle between the $2.5 million to $3 million mark, often referred to as the "black hole."
  • Staffing Strategies: The importance of strategic staffing versus overstaffing, particularly in the early stages of growth. Recommendations on pushing team limits to maximize potential before making staffing changes, and the risks of adding staff prematurely.
  • Labor Efficiency Ratio (LER): Introduction to the concept of LER and its application in measuring productivity across teams. Discussing how to benchmark productivity for employees, particularly in service-oriented businesses where tracking output can be challenging.
  • The Employee Lifecycle and Productivity: A breakdown of the employee lifecycle into three zones: Training Zone, Chasing Zone, and Replacement Zone. Insights into how to manage and assess employee performance as they progress through these zones, including strategies for compassionate transitions when necessary.
  • Navigating Growth and Change: Personal anecdotes about navigating growth challenges and making strategic shifts to drive company performance. Emphasis on continuous evaluation of staff roles and ensuring the right people are in the right positions to support growth objectives.
  • Best Practices for Employee Management: Tips for handling underperforming employees, including the concept of "mindful transitions" for those who may no longer fit the company's needs.The importance of maintaining a positive company culture during transitions to ensure team morale and continued growth.

Quote of the Show:

  • “It’s crucial to hold your most valuable people accountable to high-value tasks, not just busy work.” - Greg Crabtree

Links:

  • LinkedIn: https://www.linkedin.com/in/greg-crabtree-simple-numbers/
  • Company Website: https://www.criadv.com/

Ways to Tune In:

]]> What are the key challenges businesses face when scaling from $1 million to $5 million in revenue, and how can understanding the concept of the 'black hole' help entrepreneurs navigate these growth plateaus? In this episode, our guest Greg Crabtree, Partner at Carr, Riggs & Ingram, delves into the intricate dynamics of business growth, staffing strategies, and labor efficiency. Our discussion highlights the challenges companies face when scaling, particularly between the critical revenue thresholds of $1 million to $5 million. We explore the concept of the "black hole," the significance of labor efficiency ratios, and practical advice for breaking through growth plateaus without overstaffing.


Takeaways:

  • The Maturing Funds and Market Dynamics: As funds mature, companies will need to roll off assets, presenting new challenges and opportunities. Special Purpose Acquisition Companies (SPACs) could emerge as a solution for private equity firms looking to offload portfolios, highlighting a significant demand for publicly traded companies amidst a shortage.
  • Understanding Growth Plateaus: Discussing the realities of hitting growth plateaus, particularly when transitioning from a $1 million to a $5 million revenue model. Key insights on why businesses struggle between the $2.5 million to $3 million mark, often referred to as the "black hole."
  • Staffing Strategies: The importance of strategic staffing versus overstaffing, particularly in the early stages of growth. Recommendations on pushing team limits to maximize potential before making staffing changes, and the risks of adding staff prematurely.
  • Labor Efficiency Ratio (LER): Introduction to the concept of LER and its application in measuring productivity across teams. Discussing how to benchmark productivity for employees, particularly in service-oriented businesses where tracking output can be challenging.
  • The Employee Lifecycle and Productivity: A breakdown of the employee lifecycle into three zones: Training Zone, Chasing Zone, and Replacement Zone. Insights into how to manage and assess employee performance as they progress through these zones, including strategies for compassionate transitions when necessary.
  • Navigating Growth and Change: Personal anecdotes about navigating growth challenges and making strategic shifts to drive company performance. Emphasis on continuous evaluation of staff roles and ensuring the right people are in the right positions to support growth objectives.
  • Best Practices for Employee Management: Tips for handling underperforming employees, including the concept of "mindful transitions" for those who may no longer fit the company's needs.The importance of maintaining a positive company culture during transitions to ensure team morale and continued growth.

Quote of the Show:

  • “It’s crucial to hold your most valuable people accountable to high-value tasks, not just busy work.” - Greg Crabtree

Links:

  • LinkedIn: https://www.linkedin.com/in/greg-crabtree-simple-numbers/
  • Company Website: https://www.criadv.com/

Ways to Tune In:

]]> Thu, 17 Oct 2024 05:00:00 -0400 Asure Asure 3791 What are the key challenges businesses face when scaling from $1 million to $5 million in revenue, and how can understanding the concept of the 'black hole' help entrepreneurs navigate these growth plateaus? In this episode, our guest Greg Crabtree, Partner at Carr, Riggs & Ingram, delves into the intricate dynamics of business growth, staffing strategies, and labor efficiency. Our discussion highlights the challenges companies face when scaling, particularly between the critical revenue thresholds of $1 million to $5 million. We explore the concept of the "black hole," the significance of labor efficiency ratios, and practical advice for breaking through growth plateaus without overstaffing.


Takeaways:

  • The Maturing Funds and Market Dynamics: As funds mature, companies will need to roll off assets, presenting new challenges and opportunities. Special Purpose Acquisition Companies (SPACs) could emerge as a solution for private equity firms looking to offload portfolios, highlighting a significant demand for publicly traded companies amidst a shortage.
  • Understanding Growth Plateaus: Discussing the realities of hitting growth plateaus, particularly when transitioning from a $1 million to a $5 million revenue model. Key insights on why businesses struggle between the $2.5 million to $3 million mark, often referred to as the "black hole."
  • Staffing Strategies: The importance of strategic staffing versus overstaffing, particularly in the early stages of growth. Recommendations on pushing team limits to maximize potential before making staffing changes, and the risks of adding staff prematurely.
  • Labor Efficiency Ratio (LER): Introduction to the concept of LER and its application in measuring productivity across teams. Discussing how to benchmark productivity for employees, particularly in service-oriented businesses where tracking output can be challenging.
  • The Employee Lifecycle and Productivity: A breakdown of the employee lifecycle into three zones: Training Zone, Chasing Zone, and Replacement Zone. Insights into how to manage and assess employee performance as they progress through these zones, including strategies for compassionate transitions when necessary.
  • Navigating Growth and Change: Personal anecdotes about navigating growth challenges and making strategic shifts to drive company performance. Emphasis on continuous evaluation of staff roles and ensuring the right people are in the right positions to support growth objectives.
  • Best Practices for Employee Management: Tips for handling underperforming employees, including the concept of "mindful transitions" for those who may no longer fit the company's needs.The importance of maintaining a positive company culture during transitions to ensure team morale and continued growth.

Quote of the Show:

  • “It’s crucial to hold your most valuable people accountable to high-value tasks, not just busy work.” - Greg Crabtree

Links:

  • LinkedIn: https://www.linkedin.com/in/greg-crabtree-simple-numbers/
  • Company Website: https://www.criadv.com/

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy The Future of Work: How Small Businesses Can Compete in a Labor Shortage - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #120 120 120 The Future of Work: How Small Businesses Can Compete in a Labor Shortage - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #120 full 9b218918-c74e-4e16-b79a-ffe5a5c222a3 https://share.transistor.fm/s/49755f40 What strategies can organizations adopt to address the ongoing labor shortage and attract the right talent in today’s competitive job market? In this episode, we explore the future of work by rethinking job roles, hiring strategies, and the importance of creativity in the modern workforce with Anita Lettink Partner & Founder at hrtechradar. With labor shortages affecting businesses worldwide, it's essential to adapt by considering flexible work hours, outsourcing, and new technologies. Our guest discusses how businesses, both small and large, can tap into underutilized talent pools and rethink traditional methods to stay competitive.


Takeaways:

  • Rethink Traditional Work Structures: Businesses should evaluate whether tasks must be done on-site or if remote or outsourced work is a viable option, which could help tap into a global talent pool.
  • Be Flexible with Job Requirements: Avoid rigid job descriptions. Simplify requirements and consider part-time or flexible hours, especially for those balancing caregiving responsibilities.
  • Creativity Sets You Apart: Offering unconventional hours, like evening shifts, or flexible work arrangements could attract new talent and differentiate your business from competitors.
  • Leveraging Technology and Automation: Integrating technology such as robots or QR code ordering systems can reduce workload and open new possibilities for employee roles and customer service.
  • Outsource Non-Essential Roles: Jobs like bookkeeping, design, or customer support can be outsourced, even internationally, allowing businesses to reduce costs while accessing top talent.
  • Fractionalizing Jobs to Maximize Efficiency: Reassessing job roles by breaking them into smaller tasks can lead to better job specialization or outsourcing certain responsibilities, improving overall efficiency.
  • Adapt to a Changing Workforce: The global labor market is evolving, and companies need to adjust their strategies, whether through redefining jobs, using remote employees, or offering attractive benefits packages.

Quote of the Show:

  • "Everything that you can rethink and where you can be creative, I would encourage you to do so because first of all, it sets you apart from the rest. And secondly, it allows you to tap into underutilized parts of the workforce.” - Anita Lettink

Links:

  • LinkedIn: https://www.linkedin.com/in/anitalettink/
  • Company Website: https://hrtechradar.com/

Ways to Tune In:

]]> What strategies can organizations adopt to address the ongoing labor shortage and attract the right talent in today’s competitive job market? In this episode, we explore the future of work by rethinking job roles, hiring strategies, and the importance of creativity in the modern workforce with Anita Lettink Partner & Founder at hrtechradar. With labor shortages affecting businesses worldwide, it's essential to adapt by considering flexible work hours, outsourcing, and new technologies. Our guest discusses how businesses, both small and large, can tap into underutilized talent pools and rethink traditional methods to stay competitive.


Takeaways:

  • Rethink Traditional Work Structures: Businesses should evaluate whether tasks must be done on-site or if remote or outsourced work is a viable option, which could help tap into a global talent pool.
  • Be Flexible with Job Requirements: Avoid rigid job descriptions. Simplify requirements and consider part-time or flexible hours, especially for those balancing caregiving responsibilities.
  • Creativity Sets You Apart: Offering unconventional hours, like evening shifts, or flexible work arrangements could attract new talent and differentiate your business from competitors.
  • Leveraging Technology and Automation: Integrating technology such as robots or QR code ordering systems can reduce workload and open new possibilities for employee roles and customer service.
  • Outsource Non-Essential Roles: Jobs like bookkeeping, design, or customer support can be outsourced, even internationally, allowing businesses to reduce costs while accessing top talent.
  • Fractionalizing Jobs to Maximize Efficiency: Reassessing job roles by breaking them into smaller tasks can lead to better job specialization or outsourcing certain responsibilities, improving overall efficiency.
  • Adapt to a Changing Workforce: The global labor market is evolving, and companies need to adjust their strategies, whether through redefining jobs, using remote employees, or offering attractive benefits packages.

Quote of the Show:

  • "Everything that you can rethink and where you can be creative, I would encourage you to do so because first of all, it sets you apart from the rest. And secondly, it allows you to tap into underutilized parts of the workforce.” - Anita Lettink

Links:

  • LinkedIn: https://www.linkedin.com/in/anitalettink/
  • Company Website: https://hrtechradar.com/

Ways to Tune In:

]]> Thu, 10 Oct 2024 05:00:00 -0400 Asure Asure 4064 What strategies can organizations adopt to address the ongoing labor shortage and attract the right talent in today’s competitive job market? In this episode, we explore the future of work by rethinking job roles, hiring strategies, and the importance of creativity in the modern workforce with Anita Lettink Partner & Founder at hrtechradar. With labor shortages affecting businesses worldwide, it's essential to adapt by considering flexible work hours, outsourcing, and new technologies. Our guest discusses how businesses, both small and large, can tap into underutilized talent pools and rethink traditional methods to stay competitive.


Takeaways:

  • Rethink Traditional Work Structures: Businesses should evaluate whether tasks must be done on-site or if remote or outsourced work is a viable option, which could help tap into a global talent pool.
  • Be Flexible with Job Requirements: Avoid rigid job descriptions. Simplify requirements and consider part-time or flexible hours, especially for those balancing caregiving responsibilities.
  • Creativity Sets You Apart: Offering unconventional hours, like evening shifts, or flexible work arrangements could attract new talent and differentiate your business from competitors.
  • Leveraging Technology and Automation: Integrating technology such as robots or QR code ordering systems can reduce workload and open new possibilities for employee roles and customer service.
  • Outsource Non-Essential Roles: Jobs like bookkeeping, design, or customer support can be outsourced, even internationally, allowing businesses to reduce costs while accessing top talent.
  • Fractionalizing Jobs to Maximize Efficiency: Reassessing job roles by breaking them into smaller tasks can lead to better job specialization or outsourcing certain responsibilities, improving overall efficiency.
  • Adapt to a Changing Workforce: The global labor market is evolving, and companies need to adjust their strategies, whether through redefining jobs, using remote employees, or offering attractive benefits packages.

Quote of the Show:

  • "Everything that you can rethink and where you can be creative, I would encourage you to do so because first of all, it sets you apart from the rest. And secondly, it allows you to tap into underutilized parts of the workforce.” - Anita Lettink

Links:

  • LinkedIn: https://www.linkedin.com/in/anitalettink/
  • Company Website: https://hrtechradar.com/

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Unlimited PTO: The Positives and Negatives of Unlimited Paid Time Off - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #119 119 119 Unlimited PTO: The Positives and Negatives of Unlimited Paid Time Off - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #119 full f158013e-0254-4495-bfb3-ff6da0634dd4 https://share.transistor.fm/s/a5e392a5 How can implementing an unlimited PTO policy empower employees and foster autonomy, while ensuring managers maintain productivity and set clear expectations for team success? In this episode, we dive into the evolving concept of unlimited PTO and its implications for both employees and employers. Our guest explores how this policy can empower employees, foster autonomy, and enhance work-life balance. At the same time, we address the challenges managers face in implementing and managing this policy, such as setting clear expectations and maintaining team productivity. The discussion touches on the social contract between employer and employee, the importance of clear communication, and the critical role of HR policies in ensuring smooth execution.


Takeaways:

  • Social Contract in Employment: The foundation of an unlimited PTO policy is built on trust and transparency between the employer and employee, aiming to create a mutually beneficial relationship.
  • Empowerment through Flexibility: Unlimited PTO can level the power dynamic, giving employees autonomy over their time, which in turn fosters a sense of importance and engagement in the workplace.
  • Challenges for Managers: Without the structure of traditional time-off policies, managers must clearly communicate expectations and manage workloads to ensure team productivity doesn’t suffer.
  • Policy Implementation is Key: Unlimited PTO policies require a well-thought-out framework, including blackout periods during peak business times and clear approval processes.
  • Training for Success: Managers must be trained to handle unlimited PTO, understanding how to manage workloads, maintain team morale, and avoid favoritism.
  • Non-Exempt vs. Exempt Employees: The implementation of unlimited PTO varies between exempt and nonexempt employees, with special considerations for overtime and job-specific tasks.
  • HR’s Critical Role: A successful unlimited PTO policy hinges on having strong HR foundations in place—such as detailed employee handbooks, accurate job descriptions, and formal performance management processes.

Quote of the Show:

  • “If you're managing your time and saying to yourself, if I get X, Y, and Z projects done,  I feel like I can take a week's vacation next month….  I think that empowers your employees.” - Mary Simmons

Links:

Ways to Tune In:

]]> How can implementing an unlimited PTO policy empower employees and foster autonomy, while ensuring managers maintain productivity and set clear expectations for team success? In this episode, we dive into the evolving concept of unlimited PTO and its implications for both employees and employers. Our guest explores how this policy can empower employees, foster autonomy, and enhance work-life balance. At the same time, we address the challenges managers face in implementing and managing this policy, such as setting clear expectations and maintaining team productivity. The discussion touches on the social contract between employer and employee, the importance of clear communication, and the critical role of HR policies in ensuring smooth execution.


Takeaways:

  • Social Contract in Employment: The foundation of an unlimited PTO policy is built on trust and transparency between the employer and employee, aiming to create a mutually beneficial relationship.
  • Empowerment through Flexibility: Unlimited PTO can level the power dynamic, giving employees autonomy over their time, which in turn fosters a sense of importance and engagement in the workplace.
  • Challenges for Managers: Without the structure of traditional time-off policies, managers must clearly communicate expectations and manage workloads to ensure team productivity doesn’t suffer.
  • Policy Implementation is Key: Unlimited PTO policies require a well-thought-out framework, including blackout periods during peak business times and clear approval processes.
  • Training for Success: Managers must be trained to handle unlimited PTO, understanding how to manage workloads, maintain team morale, and avoid favoritism.
  • Non-Exempt vs. Exempt Employees: The implementation of unlimited PTO varies between exempt and nonexempt employees, with special considerations for overtime and job-specific tasks.
  • HR’s Critical Role: A successful unlimited PTO policy hinges on having strong HR foundations in place—such as detailed employee handbooks, accurate job descriptions, and formal performance management processes.

Quote of the Show:

  • “If you're managing your time and saying to yourself, if I get X, Y, and Z projects done,  I feel like I can take a week's vacation next month….  I think that empowers your employees.” - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 03 Oct 2024 05:00:00 -0400 Asure Asure 3725 How can implementing an unlimited PTO policy empower employees and foster autonomy, while ensuring managers maintain productivity and set clear expectations for team success? In this episode, we dive into the evolving concept of unlimited PTO and its implications for both employees and employers. Our guest explores how this policy can empower employees, foster autonomy, and enhance work-life balance. At the same time, we address the challenges managers face in implementing and managing this policy, such as setting clear expectations and maintaining team productivity. The discussion touches on the social contract between employer and employee, the importance of clear communication, and the critical role of HR policies in ensuring smooth execution.


Takeaways:

  • Social Contract in Employment: The foundation of an unlimited PTO policy is built on trust and transparency between the employer and employee, aiming to create a mutually beneficial relationship.
  • Empowerment through Flexibility: Unlimited PTO can level the power dynamic, giving employees autonomy over their time, which in turn fosters a sense of importance and engagement in the workplace.
  • Challenges for Managers: Without the structure of traditional time-off policies, managers must clearly communicate expectations and manage workloads to ensure team productivity doesn’t suffer.
  • Policy Implementation is Key: Unlimited PTO policies require a well-thought-out framework, including blackout periods during peak business times and clear approval processes.
  • Training for Success: Managers must be trained to handle unlimited PTO, understanding how to manage workloads, maintain team morale, and avoid favoritism.
  • Non-Exempt vs. Exempt Employees: The implementation of unlimited PTO varies between exempt and nonexempt employees, with special considerations for overtime and job-specific tasks.
  • HR’s Critical Role: A successful unlimited PTO policy hinges on having strong HR foundations in place—such as detailed employee handbooks, accurate job descriptions, and formal performance management processes.

Quote of the Show:

  • “If you're managing your time and saying to yourself, if I get X, Y, and Z projects done,  I feel like I can take a week's vacation next month….  I think that empowers your employees.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Navigating Accommodations Under the PWFA: Insights for Employers - Brian Shenker - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #118 118 118 Navigating Accommodations Under the PWFA: Insights for Employers - Brian Shenker - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #118 full b85d4613-a1cc-44a9-b7bd-6576f857777f https://share.transistor.fm/s/c3a62616 How can employers navigate the complexities of accommodating pregnant workers while balancing operational needs and legal compliance under the new Pregnant Workers Fairness Act (PWFA)? In this episode, we dive into the complexities of the Pregnant Workers Fairness Act (PWFA) and its implications for employers. Our guest expert unpacks the law's key aspects, including temporary removal of essential job functions, accommodating pregnant employees, the importance of documentation, and understanding undue hardship. Through practical examples from the EEOC’s final rules, this episode guides employers on how to navigate the PWFA while keeping compliance top of mind.


Takeaways:

  • PWFA Overview: The PWFA allows for the temporary removal of essential job functions for pregnant employees, unlike the ADA, which focuses on accommodations that enable employees to perform essential functions.
  • Interactive Process: Employers must engage in a thorough, interactive process to explore accommodations, even if they create an inconvenience, as long as it’s not an undue burden.
  • EEOC Guidance: Specific examples from the EEOC’s final rules illustrate how accommodations might play out in various industries, such as temporarily assigning a park ranger’s patrol duties to other employees due to pregnancy-related limitations.
  • Small Business Challenges: Smaller businesses with 15 employees may find it more challenging to accommodate, but the PWFA stresses temporary solutions and shared burdens among staff.
  • Undue Hardship: Employers can deny accommodations that create significant difficulties or expenses, but this requires thorough documentation to withstand scrutiny.
  • Importance of Documentation: Keeping detailed notes, even extemporaneous ones, is crucial for employers to defend their decisions, especially in potential legal situations.
  • Commuting Accommodations: The law goes beyond just workplace adjustments; for example, commuting changes for pregnant employees with health conditions like sciatica are covered.

Quote of the Show:

  • “So the goal of this was to put pregnant women in a place where they don't have to decide between economic security or health.” - Brian Shenker

Links:

  • LinkedIn: https://www.linkedin.com/in/brian-shenker-53708712/
  • Company Website: https://www.jacksonlewis.com/

Ways to Tune In:

]]> How can employers navigate the complexities of accommodating pregnant workers while balancing operational needs and legal compliance under the new Pregnant Workers Fairness Act (PWFA)? In this episode, we dive into the complexities of the Pregnant Workers Fairness Act (PWFA) and its implications for employers. Our guest expert unpacks the law's key aspects, including temporary removal of essential job functions, accommodating pregnant employees, the importance of documentation, and understanding undue hardship. Through practical examples from the EEOC’s final rules, this episode guides employers on how to navigate the PWFA while keeping compliance top of mind.


Takeaways:

  • PWFA Overview: The PWFA allows for the temporary removal of essential job functions for pregnant employees, unlike the ADA, which focuses on accommodations that enable employees to perform essential functions.
  • Interactive Process: Employers must engage in a thorough, interactive process to explore accommodations, even if they create an inconvenience, as long as it’s not an undue burden.
  • EEOC Guidance: Specific examples from the EEOC’s final rules illustrate how accommodations might play out in various industries, such as temporarily assigning a park ranger’s patrol duties to other employees due to pregnancy-related limitations.
  • Small Business Challenges: Smaller businesses with 15 employees may find it more challenging to accommodate, but the PWFA stresses temporary solutions and shared burdens among staff.
  • Undue Hardship: Employers can deny accommodations that create significant difficulties or expenses, but this requires thorough documentation to withstand scrutiny.
  • Importance of Documentation: Keeping detailed notes, even extemporaneous ones, is crucial for employers to defend their decisions, especially in potential legal situations.
  • Commuting Accommodations: The law goes beyond just workplace adjustments; for example, commuting changes for pregnant employees with health conditions like sciatica are covered.

Quote of the Show:

  • “So the goal of this was to put pregnant women in a place where they don't have to decide between economic security or health.” - Brian Shenker

Links:

  • LinkedIn: https://www.linkedin.com/in/brian-shenker-53708712/
  • Company Website: https://www.jacksonlewis.com/

Ways to Tune In:

]]> Thu, 26 Sep 2024 09:00:00 -0400 Asure Asure 3888 How can employers navigate the complexities of accommodating pregnant workers while balancing operational needs and legal compliance under the new Pregnant Workers Fairness Act (PWFA)? In this episode, we dive into the complexities of the Pregnant Workers Fairness Act (PWFA) and its implications for employers. Our guest expert unpacks the law's key aspects, including temporary removal of essential job functions, accommodating pregnant employees, the importance of documentation, and understanding undue hardship. Through practical examples from the EEOC’s final rules, this episode guides employers on how to navigate the PWFA while keeping compliance top of mind.


Takeaways:

  • PWFA Overview: The PWFA allows for the temporary removal of essential job functions for pregnant employees, unlike the ADA, which focuses on accommodations that enable employees to perform essential functions.
  • Interactive Process: Employers must engage in a thorough, interactive process to explore accommodations, even if they create an inconvenience, as long as it’s not an undue burden.
  • EEOC Guidance: Specific examples from the EEOC’s final rules illustrate how accommodations might play out in various industries, such as temporarily assigning a park ranger’s patrol duties to other employees due to pregnancy-related limitations.
  • Small Business Challenges: Smaller businesses with 15 employees may find it more challenging to accommodate, but the PWFA stresses temporary solutions and shared burdens among staff.
  • Undue Hardship: Employers can deny accommodations that create significant difficulties or expenses, but this requires thorough documentation to withstand scrutiny.
  • Importance of Documentation: Keeping detailed notes, even extemporaneous ones, is crucial for employers to defend their decisions, especially in potential legal situations.
  • Commuting Accommodations: The law goes beyond just workplace adjustments; for example, commuting changes for pregnant employees with health conditions like sciatica are covered.

Quote of the Show:

  • “So the goal of this was to put pregnant women in a place where they don't have to decide between economic security or health.” - Brian Shenker

Links:

  • LinkedIn: https://www.linkedin.com/in/brian-shenker-53708712/
  • Company Website: https://www.jacksonlewis.com/

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker HR Benchmark Report Recap: A look back at the 8 chapters covering the HR Benchmark Report - Mary Simmons - Making Better Decisions - Episode #117 117 117 HR Benchmark Report Recap: A look back at the 8 chapters covering the HR Benchmark Report - Mary Simmons - Making Better Decisions - Episode #117 full 3647b561-7727-4a44-8439-13831f4df5e1 https://share.transistor.fm/s/15f4508e In this episode, we look back at the 8 chapters of the HR Benchmark Report. Mary Simmons and Mike Vannoy spent 8 weeks discussing the results from the Report and breaking down the importance of each segment in fast-growth vs no-growth companies. In this recap, we take the best segments from each section and bring you a brief look into the series.  


Check out each episode:

  • Recruiting & Hiring: Why fast-growth small businesses are more effective and compliant
    https://youtu.be/OJogTFXKbWc?si=UvX3d2uuEh1jQnUz

  • Power of Benefits: Plans and programs fast-growing businesses offer to attract & retain top teams
    https://youtu.be/QmKTw5ow4UU?si=5okJUM0nBiGQJeai

  • Employee Onboarding: How fast-growth companies set up new team members for success
    https://youtu.be/UgMcluyoc9U?si=N5f3ptv4Ys5QZlY8

  • Development & Training: Unlocking Growth: The ROI of Employee Development & Training
    https://youtu.be/LSWFYOpafDM?si=AM7eHpKxewFL1A61

  • HR Compliance: Essential HR Training for Long-Term Compliance Success
    https://youtu.be/Aw1_-jjLWMw?si=kwDGBzYp8jk-kFXs

  • Employee Retention: Keep your top talent engaged with these fast-growth best practices
    https://youtu.be/DINv_NexcMw?si=YKHKyBfSBMtUu2d4

  • Performance Optimization: Motivate and align your team to achieve growth goals
    https://youtu.be/IFEpJi3NNyE?si=UTp5mjv_M5CfQr2M

  • Post Employment: HR's Role After the Job Ends: Managing Post-Employment Effectively
    https://youtu.be/_SS4mQ_C3ZI?si=6taBowP4PLuNC_Q-

Links:

  • LinkedIn: https://www.linkedin.com/in/marysimmonshrconsultant/
  • Website: https://www.asuresoftware.com/


Ways to Tune In:

]]> In this episode, we look back at the 8 chapters of the HR Benchmark Report. Mary Simmons and Mike Vannoy spent 8 weeks discussing the results from the Report and breaking down the importance of each segment in fast-growth vs no-growth companies. In this recap, we take the best segments from each section and bring you a brief look into the series.  


Check out each episode:

  • Recruiting & Hiring: Why fast-growth small businesses are more effective and compliant
    https://youtu.be/OJogTFXKbWc?si=UvX3d2uuEh1jQnUz

  • Power of Benefits: Plans and programs fast-growing businesses offer to attract & retain top teams
    https://youtu.be/QmKTw5ow4UU?si=5okJUM0nBiGQJeai

  • Employee Onboarding: How fast-growth companies set up new team members for success
    https://youtu.be/UgMcluyoc9U?si=N5f3ptv4Ys5QZlY8

  • Development & Training: Unlocking Growth: The ROI of Employee Development & Training
    https://youtu.be/LSWFYOpafDM?si=AM7eHpKxewFL1A61

  • HR Compliance: Essential HR Training for Long-Term Compliance Success
    https://youtu.be/Aw1_-jjLWMw?si=kwDGBzYp8jk-kFXs

  • Employee Retention: Keep your top talent engaged with these fast-growth best practices
    https://youtu.be/DINv_NexcMw?si=YKHKyBfSBMtUu2d4

  • Performance Optimization: Motivate and align your team to achieve growth goals
    https://youtu.be/IFEpJi3NNyE?si=UTp5mjv_M5CfQr2M

  • Post Employment: HR's Role After the Job Ends: Managing Post-Employment Effectively
    https://youtu.be/_SS4mQ_C3ZI?si=6taBowP4PLuNC_Q-

Links:

  • LinkedIn: https://www.linkedin.com/in/marysimmonshrconsultant/
  • Website: https://www.asuresoftware.com/


Ways to Tune In:

]]> Thu, 05 Sep 2024 09:13:36 -0400 Asure Asure 3218 In this episode, we look back at the 8 chapters of the HR Benchmark Report. Mary Simmons and Mike Vannoy spent 8 weeks discussing the results from the Report and breaking down the importance of each segment in fast-growth vs no-growth companies. In this recap, we take the best segments from each section and bring you a brief look into the series.  


Check out each episode:

  • Recruiting & Hiring: Why fast-growth small businesses are more effective and compliant
    https://youtu.be/OJogTFXKbWc?si=UvX3d2uuEh1jQnUz

  • Power of Benefits: Plans and programs fast-growing businesses offer to attract & retain top teams
    https://youtu.be/QmKTw5ow4UU?si=5okJUM0nBiGQJeai

  • Employee Onboarding: How fast-growth companies set up new team members for success
    https://youtu.be/UgMcluyoc9U?si=N5f3ptv4Ys5QZlY8

  • Development & Training: Unlocking Growth: The ROI of Employee Development & Training
    https://youtu.be/LSWFYOpafDM?si=AM7eHpKxewFL1A61

  • HR Compliance: Essential HR Training for Long-Term Compliance Success
    https://youtu.be/Aw1_-jjLWMw?si=kwDGBzYp8jk-kFXs

  • Employee Retention: Keep your top talent engaged with these fast-growth best practices
    https://youtu.be/DINv_NexcMw?si=YKHKyBfSBMtUu2d4

  • Performance Optimization: Motivate and align your team to achieve growth goals
    https://youtu.be/IFEpJi3NNyE?si=UTp5mjv_M5CfQr2M

  • Post Employment: HR's Role After the Job Ends: Managing Post-Employment Effectively
    https://youtu.be/_SS4mQ_C3ZI?si=6taBowP4PLuNC_Q-

Links:

  • LinkedIn: https://www.linkedin.com/in/marysimmonshrconsultant/
  • Website: https://www.asuresoftware.com/


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Controlling Workers' Comp Costs: The Three Key Drivers to Reduce Workers' Comp Expenses - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #116 116 116 Controlling Workers' Comp Costs: The Three Key Drivers to Reduce Workers' Comp Expenses - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #116 full cab8b08e-526f-4633-9b0d-667bcac93b00 https://share.transistor.fm/s/54e9d7a4 In this episode, we dive into the often-overlooked strategies that business owners can implement to control workers' compensation costs. Rob Campbell, an industry expert, breaks down the three big buckets of cost control: risk management, claims management, and insurance policy management. We discuss the importance of HR infrastructure, company culture, and the surprising impact of 1099 contractors on workers' compensation. This episode is packed with actionable insights to help you better manage your workers' comp costs and improve your business's bottom line.


Key Takeaways:

  • Workers' Comp Costs Are Controllable: Many business owners underestimate how much control they have over workers' compensation costs. With the right strategies, costs can be managed effectively.
  • Three Big Drivers: The main areas to focus on are risk management, claims management, and insurance policy management. These areas provide significant opportunities to control costs.
  • HR Infrastructure Is Critical: A strong HR infrastructure, including proper incident reporting and documentation, is essential for minimizing fraudulent claims and providing the insurance company with the tools needed to fight unjust claims.
  • Company Culture Matters: A positive company culture can prevent employees from exploiting the workers' comp system. Conversely, a negative culture may encourage employees to file claims unnecessarily.
  • 1099 Contractors Are a Risk: Mismanagement of 1099 contractors can lead to unexpected workers' comp liabilities. It's crucial to understand the risks and manage them effectively.

Quote of the Show:

  • “ I think a really important thing to know is that the workers comp costs are a lot more controllable than business owners realize” - Rob Campbell

Links:

  • LinkedIn: https://www.linkedin.com/in/robertcampbellsdriven/
  • Company Website: https://ecompnow.com/ 

Ways to Tune In:

]]> In this episode, we dive into the often-overlooked strategies that business owners can implement to control workers' compensation costs. Rob Campbell, an industry expert, breaks down the three big buckets of cost control: risk management, claims management, and insurance policy management. We discuss the importance of HR infrastructure, company culture, and the surprising impact of 1099 contractors on workers' compensation. This episode is packed with actionable insights to help you better manage your workers' comp costs and improve your business's bottom line.


Key Takeaways:

  • Workers' Comp Costs Are Controllable: Many business owners underestimate how much control they have over workers' compensation costs. With the right strategies, costs can be managed effectively.
  • Three Big Drivers: The main areas to focus on are risk management, claims management, and insurance policy management. These areas provide significant opportunities to control costs.
  • HR Infrastructure Is Critical: A strong HR infrastructure, including proper incident reporting and documentation, is essential for minimizing fraudulent claims and providing the insurance company with the tools needed to fight unjust claims.
  • Company Culture Matters: A positive company culture can prevent employees from exploiting the workers' comp system. Conversely, a negative culture may encourage employees to file claims unnecessarily.
  • 1099 Contractors Are a Risk: Mismanagement of 1099 contractors can lead to unexpected workers' comp liabilities. It's crucial to understand the risks and manage them effectively.

Quote of the Show:

  • “ I think a really important thing to know is that the workers comp costs are a lot more controllable than business owners realize” - Rob Campbell

Links:

  • LinkedIn: https://www.linkedin.com/in/robertcampbellsdriven/
  • Company Website: https://ecompnow.com/ 

Ways to Tune In:

]]> Thu, 29 Aug 2024 09:00:00 -0400 Asure Asure 3531 In this episode, we dive into the often-overlooked strategies that business owners can implement to control workers' compensation costs. Rob Campbell, an industry expert, breaks down the three big buckets of cost control: risk management, claims management, and insurance policy management. We discuss the importance of HR infrastructure, company culture, and the surprising impact of 1099 contractors on workers' compensation. This episode is packed with actionable insights to help you better manage your workers' comp costs and improve your business's bottom line.


Key Takeaways:

  • Workers' Comp Costs Are Controllable: Many business owners underestimate how much control they have over workers' compensation costs. With the right strategies, costs can be managed effectively.
  • Three Big Drivers: The main areas to focus on are risk management, claims management, and insurance policy management. These areas provide significant opportunities to control costs.
  • HR Infrastructure Is Critical: A strong HR infrastructure, including proper incident reporting and documentation, is essential for minimizing fraudulent claims and providing the insurance company with the tools needed to fight unjust claims.
  • Company Culture Matters: A positive company culture can prevent employees from exploiting the workers' comp system. Conversely, a negative culture may encourage employees to file claims unnecessarily.
  • 1099 Contractors Are a Risk: Mismanagement of 1099 contractors can lead to unexpected workers' comp liabilities. It's crucial to understand the risks and manage them effectively.

Quote of the Show:

  • “ I think a really important thing to know is that the workers comp costs are a lot more controllable than business owners realize” - Rob Campbell

Links:

  • LinkedIn: https://www.linkedin.com/in/robertcampbellsdriven/
  • Company Website: https://ecompnow.com/ 

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Post Employment - HR's Role After the Job Ends: Managing Post-Employment Effectively - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #115 115 115 Post Employment - HR's Role After the Job Ends: Managing Post-Employment Effectively - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #115 full 4ec569df-b522-40de-b13d-a0de72d45be3 https://share.transistor.fm/s/f021c04c In this episode, we sit back down with Mary Simmons to explore the significance of the employment brand and how post-employment practices can influence a company's revenue growth. Our hosts discuss key survey findings, showing the stark differences between fast-growing companies and zero-growth firms, particularly around how they manage termination processes, exit interviews, and employment brand perception.


Takeaways:

  • Employment Brand Matters: Companies with strong employment brands tend to attract top talent and maintain high employee satisfaction. Positive experiences in the hiring process and post-employment care resonate with future candidates.
  • Post-Employment Practices: Having formal post-employment policies, like termination letters and exit interviews, correlates with business growth. These practices convey respect and professionalism, even during separations.
  • Data-Driven Improvements: Conducting exit interviews and collecting real reasons for departures are essential for continuous improvement and compliance.
  • Retention Impacts Revenue: Fast-growing firms prioritize learning from their mistakes through data, ensuring they continuously evolve their employment practices to enhance employee retention and compliance.

Quote of the Show:

  • “I think the fast growth firms, as you said, they want to know and learn from their mistakes and just get better and better. And you can't do that if you're not informed.” - Mary Simmons

Links:


Ways to Tune In:

]]> In this episode, we sit back down with Mary Simmons to explore the significance of the employment brand and how post-employment practices can influence a company's revenue growth. Our hosts discuss key survey findings, showing the stark differences between fast-growing companies and zero-growth firms, particularly around how they manage termination processes, exit interviews, and employment brand perception.


Takeaways:

  • Employment Brand Matters: Companies with strong employment brands tend to attract top talent and maintain high employee satisfaction. Positive experiences in the hiring process and post-employment care resonate with future candidates.
  • Post-Employment Practices: Having formal post-employment policies, like termination letters and exit interviews, correlates with business growth. These practices convey respect and professionalism, even during separations.
  • Data-Driven Improvements: Conducting exit interviews and collecting real reasons for departures are essential for continuous improvement and compliance.
  • Retention Impacts Revenue: Fast-growing firms prioritize learning from their mistakes through data, ensuring they continuously evolve their employment practices to enhance employee retention and compliance.

Quote of the Show:

  • “I think the fast growth firms, as you said, they want to know and learn from their mistakes and just get better and better. And you can't do that if you're not informed.” - Mary Simmons

Links:


Ways to Tune In:

]]> Thu, 22 Aug 2024 09:00:00 -0400 Asure Asure 2706 In this episode, we sit back down with Mary Simmons to explore the significance of the employment brand and how post-employment practices can influence a company's revenue growth. Our hosts discuss key survey findings, showing the stark differences between fast-growing companies and zero-growth firms, particularly around how they manage termination processes, exit interviews, and employment brand perception.


Takeaways:

  • Employment Brand Matters: Companies with strong employment brands tend to attract top talent and maintain high employee satisfaction. Positive experiences in the hiring process and post-employment care resonate with future candidates.
  • Post-Employment Practices: Having formal post-employment policies, like termination letters and exit interviews, correlates with business growth. These practices convey respect and professionalism, even during separations.
  • Data-Driven Improvements: Conducting exit interviews and collecting real reasons for departures are essential for continuous improvement and compliance.
  • Retention Impacts Revenue: Fast-growing firms prioritize learning from their mistakes through data, ensuring they continuously evolve their employment practices to enhance employee retention and compliance.

Quote of the Show:

  • “I think the fast growth firms, as you said, they want to know and learn from their mistakes and just get better and better. And you can't do that if you're not informed.” - Mary Simmons

Links:


Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Performance Optimization: Motivate and align your team to achieve growth goals - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #114 114 114 Performance Optimization: Motivate and align your team to achieve growth goals - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #114 full e752fee3-0408-4802-9cfe-9b47c24d733b https://share.transistor.fm/s/cf301c92 In this episode, we dive deep into Performance and everything that goes along with it. We explore how productivity is often more about the quality of work rather than quantity and discuss best practices for communicating job performance expectations. We also touch on the importance of formal performance reviews, the value of 360 reviews, and the role of documented performance improvement plans in managing underperforming employees.

Takeaways:

  • Quality Over Quantity: A few highly skilled engineers can outperform a larger team due to their efficiency and innovative problem-solving skills.
  • Communicating Expectations: Regularly updating and communicating job performance expectations is crucial. It should be an ongoing conversation rather than a one-time discussion.
  • Performance Reviews: The effectiveness of performance reviews is not just in having them but in how they are conducted. Regular, honest, and constructive feedback helps in employee growth.
  • 360 Reviews: Gaining feedback from multiple sources within an organization offers a comprehensive view of an employee’s performance and fosters better internal relationships.
  • Documenting Performance Improvement Plans: Written plans ensure that expectations and feedback are clear and can protect against legal challenges. They also help employees understand areas of improvement and the steps needed to meet performance standards.

Quote of the Show:

  • “Your top performers are top performers because they're driven and a driven individual wants to hear feedback.” - Mary Simmons

Links:

Ways to Tune In:

]]> In this episode, we dive deep into Performance and everything that goes along with it. We explore how productivity is often more about the quality of work rather than quantity and discuss best practices for communicating job performance expectations. We also touch on the importance of formal performance reviews, the value of 360 reviews, and the role of documented performance improvement plans in managing underperforming employees.

Takeaways:

  • Quality Over Quantity: A few highly skilled engineers can outperform a larger team due to their efficiency and innovative problem-solving skills.
  • Communicating Expectations: Regularly updating and communicating job performance expectations is crucial. It should be an ongoing conversation rather than a one-time discussion.
  • Performance Reviews: The effectiveness of performance reviews is not just in having them but in how they are conducted. Regular, honest, and constructive feedback helps in employee growth.
  • 360 Reviews: Gaining feedback from multiple sources within an organization offers a comprehensive view of an employee’s performance and fosters better internal relationships.
  • Documenting Performance Improvement Plans: Written plans ensure that expectations and feedback are clear and can protect against legal challenges. They also help employees understand areas of improvement and the steps needed to meet performance standards.

Quote of the Show:

  • “Your top performers are top performers because they're driven and a driven individual wants to hear feedback.” - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 15 Aug 2024 09:00:00 -0400 Asure Asure 3373 In this episode, we dive deep into Performance and everything that goes along with it. We explore how productivity is often more about the quality of work rather than quantity and discuss best practices for communicating job performance expectations. We also touch on the importance of formal performance reviews, the value of 360 reviews, and the role of documented performance improvement plans in managing underperforming employees.

Takeaways:

  • Quality Over Quantity: A few highly skilled engineers can outperform a larger team due to their efficiency and innovative problem-solving skills.
  • Communicating Expectations: Regularly updating and communicating job performance expectations is crucial. It should be an ongoing conversation rather than a one-time discussion.
  • Performance Reviews: The effectiveness of performance reviews is not just in having them but in how they are conducted. Regular, honest, and constructive feedback helps in employee growth.
  • 360 Reviews: Gaining feedback from multiple sources within an organization offers a comprehensive view of an employee’s performance and fosters better internal relationships.
  • Documenting Performance Improvement Plans: Written plans ensure that expectations and feedback are clear and can protect against legal challenges. They also help employees understand areas of improvement and the steps needed to meet performance standards.

Quote of the Show:

  • “Your top performers are top performers because they're driven and a driven individual wants to hear feedback.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Employee Retention: Keep your top talent engaged with these fast-growth best practices - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #113 113 113 Employee Retention: Keep your top talent engaged with these fast-growth best practices - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #113 full 2b17dfae-459a-40bc-be51-f6a775e1ef1b https://share.transistor.fm/s/9f6e3e4b In this episode, we explore the significant differences between zero-growth and fast-growth firms concerning employee engagement and retention strategies. Our host delves into key questions to uncover what practices successful companies implement to foster a thriving workforce. We discuss the importance of career path coaching, employee recognition programs, and company-wide meetings in driving growth and retaining talent.

Takeaways:

  • Only 44% of zero-growth firms conduct employee engagement surveys compared to 83% of fast-growth firms. Showing the importance of conducting surveys anonymously to get honest feedback and the need to act on the survey results.
  • A massive 40 percentage point difference between zero growth (38%) and fast growth firms (78%) in providing career path coaching. Talking about the role of career path coaching in retaining ambitious employees and helping them skill up.
  • 49% of zero-growth firms have employee recognition programs compared to 79% of fast-growth firms. Best practices for employee recognition, including low-cost or no-cost initiatives like "Superstar of the week."
  • A 16 percentage point spread in conducting company-wide meetings between zero growth (74%) and fast growth firms (90%). The importance of these meetings is in keeping employees informed and engaged with company changes and initiatives.

Quote of the Show:

  • “Retention has that engagement point. It doesn't matter if you have a full staff if they're not engaged, they're not helping you grow the business.” - Mary Simmons

Links:

Ways to Tune In:

]]> In this episode, we explore the significant differences between zero-growth and fast-growth firms concerning employee engagement and retention strategies. Our host delves into key questions to uncover what practices successful companies implement to foster a thriving workforce. We discuss the importance of career path coaching, employee recognition programs, and company-wide meetings in driving growth and retaining talent.

Takeaways:

  • Only 44% of zero-growth firms conduct employee engagement surveys compared to 83% of fast-growth firms. Showing the importance of conducting surveys anonymously to get honest feedback and the need to act on the survey results.
  • A massive 40 percentage point difference between zero growth (38%) and fast growth firms (78%) in providing career path coaching. Talking about the role of career path coaching in retaining ambitious employees and helping them skill up.
  • 49% of zero-growth firms have employee recognition programs compared to 79% of fast-growth firms. Best practices for employee recognition, including low-cost or no-cost initiatives like "Superstar of the week."
  • A 16 percentage point spread in conducting company-wide meetings between zero growth (74%) and fast growth firms (90%). The importance of these meetings is in keeping employees informed and engaged with company changes and initiatives.

Quote of the Show:

  • “Retention has that engagement point. It doesn't matter if you have a full staff if they're not engaged, they're not helping you grow the business.” - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 08 Aug 2024 09:00:00 -0400 Asure Asure 2576 In this episode, we explore the significant differences between zero-growth and fast-growth firms concerning employee engagement and retention strategies. Our host delves into key questions to uncover what practices successful companies implement to foster a thriving workforce. We discuss the importance of career path coaching, employee recognition programs, and company-wide meetings in driving growth and retaining talent.

Takeaways:

  • Only 44% of zero-growth firms conduct employee engagement surveys compared to 83% of fast-growth firms. Showing the importance of conducting surveys anonymously to get honest feedback and the need to act on the survey results.
  • A massive 40 percentage point difference between zero growth (38%) and fast growth firms (78%) in providing career path coaching. Talking about the role of career path coaching in retaining ambitious employees and helping them skill up.
  • 49% of zero-growth firms have employee recognition programs compared to 79% of fast-growth firms. Best practices for employee recognition, including low-cost or no-cost initiatives like "Superstar of the week."
  • A 16 percentage point spread in conducting company-wide meetings between zero growth (74%) and fast growth firms (90%). The importance of these meetings is in keeping employees informed and engaged with company changes and initiatives.

Quote of the Show:

  • “Retention has that engagement point. It doesn't matter if you have a full staff if they're not engaged, they're not helping you grow the business.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons HR Compliance: Essential HR Training for Long-Term Compliance Success - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #112 112 112 HR Compliance: Essential HR Training for Long-Term Compliance Success - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #112 full fff86253-8a27-4fc9-84a3-8a82a03a3583 https://share.transistor.fm/s/d8ebf416 In today's episode, we have the pleasure of speaking with Mary Simmons, the VP of HR Compliance and Learning and Development at Asure. Mary shares her insights on why compliance is not just an option, but a crucial aspect of any successful organization. She dives into common misconceptions, shares real-world examples, and provides actionable advice for ensuring your organization adheres to essential compliance standards. Whether you're a seasoned professional looking to stay updated, or a newcomer eager to learn the ropes, this episode promises to be both educational and enlightening.


Takeaways:

  • Compliance isn't just about avoiding legal trouble; it directly correlates to revenue growth. Smaller firms, especially those under 25 employees, struggle more with compliance but should understand its significance in retaining talent and fostering a culture of trust and respect.
  • Training managers about HR laws is crucial. Many managers unintentionally break laws due to lack of awareness, which can lead to severe legal and financial consequences. 
  • While many firms believe they comply with I-9 requirements, inaccuracies in forms can lead to huge fines. Employers need to ensure all required fields are filled correctly and within the set timelines to avoid penalties.
  • Having a documented process for handling HR investigations is essential for both large and small firms. It protects the company from legal liabilities and ensures employees feel heard and respected, preventing them from seeking external remedies.
  • Conducting anti-harassment training is vital, regardless of state mandates. It reflects the company's commitment to a safe and respectful workplace and significantly contributes to employee retention and satisfaction.
  • Compliance with FLSA (Fair Labor Standards Act) is challenging due to its complexity. Employers must distinguish between exempt and nonexempt employees correctly and adhere to wage and hour requirements to avoid costly legal issues.
  • Adhering to compliance regulations is part of a larger strategy that intertwines with overall business performance. Businesses that take compliance seriously not only avoid legal pitfalls but also enhance their employee relationships, leading to better retention, satisfaction, and ultimately revenue growth.

Quote of the Show:

  • “Look at it as though when we follow compliance, that it is an employee experience to help them be more productive for your organization and to protect your organization.” - Mary Simmons

Links:

Ways to Tune In:

]]> In today's episode, we have the pleasure of speaking with Mary Simmons, the VP of HR Compliance and Learning and Development at Asure. Mary shares her insights on why compliance is not just an option, but a crucial aspect of any successful organization. She dives into common misconceptions, shares real-world examples, and provides actionable advice for ensuring your organization adheres to essential compliance standards. Whether you're a seasoned professional looking to stay updated, or a newcomer eager to learn the ropes, this episode promises to be both educational and enlightening.


Takeaways:

  • Compliance isn't just about avoiding legal trouble; it directly correlates to revenue growth. Smaller firms, especially those under 25 employees, struggle more with compliance but should understand its significance in retaining talent and fostering a culture of trust and respect.
  • Training managers about HR laws is crucial. Many managers unintentionally break laws due to lack of awareness, which can lead to severe legal and financial consequences. 
  • While many firms believe they comply with I-9 requirements, inaccuracies in forms can lead to huge fines. Employers need to ensure all required fields are filled correctly and within the set timelines to avoid penalties.
  • Having a documented process for handling HR investigations is essential for both large and small firms. It protects the company from legal liabilities and ensures employees feel heard and respected, preventing them from seeking external remedies.
  • Conducting anti-harassment training is vital, regardless of state mandates. It reflects the company's commitment to a safe and respectful workplace and significantly contributes to employee retention and satisfaction.
  • Compliance with FLSA (Fair Labor Standards Act) is challenging due to its complexity. Employers must distinguish between exempt and nonexempt employees correctly and adhere to wage and hour requirements to avoid costly legal issues.
  • Adhering to compliance regulations is part of a larger strategy that intertwines with overall business performance. Businesses that take compliance seriously not only avoid legal pitfalls but also enhance their employee relationships, leading to better retention, satisfaction, and ultimately revenue growth.

Quote of the Show:

  • “Look at it as though when we follow compliance, that it is an employee experience to help them be more productive for your organization and to protect your organization.” - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 01 Aug 2024 08:43:25 -0400 Asure Asure 2952 In today's episode, we have the pleasure of speaking with Mary Simmons, the VP of HR Compliance and Learning and Development at Asure. Mary shares her insights on why compliance is not just an option, but a crucial aspect of any successful organization. She dives into common misconceptions, shares real-world examples, and provides actionable advice for ensuring your organization adheres to essential compliance standards. Whether you're a seasoned professional looking to stay updated, or a newcomer eager to learn the ropes, this episode promises to be both educational and enlightening.


Takeaways:

  • Compliance isn't just about avoiding legal trouble; it directly correlates to revenue growth. Smaller firms, especially those under 25 employees, struggle more with compliance but should understand its significance in retaining talent and fostering a culture of trust and respect.
  • Training managers about HR laws is crucial. Many managers unintentionally break laws due to lack of awareness, which can lead to severe legal and financial consequences. 
  • While many firms believe they comply with I-9 requirements, inaccuracies in forms can lead to huge fines. Employers need to ensure all required fields are filled correctly and within the set timelines to avoid penalties.
  • Having a documented process for handling HR investigations is essential for both large and small firms. It protects the company from legal liabilities and ensures employees feel heard and respected, preventing them from seeking external remedies.
  • Conducting anti-harassment training is vital, regardless of state mandates. It reflects the company's commitment to a safe and respectful workplace and significantly contributes to employee retention and satisfaction.
  • Compliance with FLSA (Fair Labor Standards Act) is challenging due to its complexity. Employers must distinguish between exempt and nonexempt employees correctly and adhere to wage and hour requirements to avoid costly legal issues.
  • Adhering to compliance regulations is part of a larger strategy that intertwines with overall business performance. Businesses that take compliance seriously not only avoid legal pitfalls but also enhance their employee relationships, leading to better retention, satisfaction, and ultimately revenue growth.

Quote of the Show:

  • “Look at it as though when we follow compliance, that it is an employee experience to help them be more productive for your organization and to protect your organization.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Development & Training - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #111 111 111 Development & Training - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #111 full 92f8f298-4b69-49f2-b9a1-a5c630188fb5 https://share.transistor.fm/s/7710f778 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Today, we’re diving deep into why employee development and training can be the game-changer for your business’s growth. With insights from Mary, an experienced HR generalist, and Mike, we’ll explore how investing in your team can significantly impact your company’s success.


Takeaways:

  •  Investing in employee development has a direct correlation with business growth. Firms that prioritize training see a substantial impact on their success.
  •  Utilize cost-effective technology for on-demand training to maximize employee development without significant expenses.
  •  Ensure training programs are regular and structured to provide consistent learning experiences and resources for employees.
  •  Providing leadership training, even in small firms, is crucial for business growth and employee retention.
  •  Find innovative ways to offer training, such as in-house certifications or vendor partnerships, to make development more accessible.


Quote of the Show:

  • “You have no ROI If you are not developing your employees.” - Mary Simmons


Links:

Ways to Tune In:


]]> The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Today, we’re diving deep into why employee development and training can be the game-changer for your business’s growth. With insights from Mary, an experienced HR generalist, and Mike, we’ll explore how investing in your team can significantly impact your company’s success.


Takeaways:

  •  Investing in employee development has a direct correlation with business growth. Firms that prioritize training see a substantial impact on their success.
  •  Utilize cost-effective technology for on-demand training to maximize employee development without significant expenses.
  •  Ensure training programs are regular and structured to provide consistent learning experiences and resources for employees.
  •  Providing leadership training, even in small firms, is crucial for business growth and employee retention.
  •  Find innovative ways to offer training, such as in-house certifications or vendor partnerships, to make development more accessible.


Quote of the Show:

  • “You have no ROI If you are not developing your employees.” - Mary Simmons


Links:

Ways to Tune In:


]]> Thu, 25 Jul 2024 08:00:00 -0400 Asure Asure 2751 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Today, we’re diving deep into why employee development and training can be the game-changer for your business’s growth. With insights from Mary, an experienced HR generalist, and Mike, we’ll explore how investing in your team can significantly impact your company’s success.


Takeaways:

  •  Investing in employee development has a direct correlation with business growth. Firms that prioritize training see a substantial impact on their success.
  •  Utilize cost-effective technology for on-demand training to maximize employee development without significant expenses.
  •  Ensure training programs are regular and structured to provide consistent learning experiences and resources for employees.
  •  Providing leadership training, even in small firms, is crucial for business growth and employee retention.
  •  Find innovative ways to offer training, such as in-house certifications or vendor partnerships, to make development more accessible.


Quote of the Show:

  • “You have no ROI If you are not developing your employees.” - Mary Simmons


Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Employee Onboarding - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #110 110 110 Employee Onboarding - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #110 full 83335f02-110e-432e-a391-6f41cdd0689a https://share.transistor.fm/s/9b4b85d6 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


The conversation revolves around optimizing new hire onboarding processes, emphasizing the critical elements of compliance, culture, and consistency. Discussing the importance of making sure your process is in compliance with the state laws. Their discussion underscores the strategic advantage of comprehensive onboarding processes in driving organizational growth and mitigating risks associated with non-compliance.


Takeaways:

  • Fast growth firms (85%) outpaced zero growth firms (65%) in using onboarding checklists, showing a 20 percentage point difference. This basic step sets expectations and professionalism, aiding compliance and cultural integration.
  • Essential for compliance, an updated handbook is crucial. Fast growth firms again led with 89% having updated handbooks compared to 76% of zero growth firms.
  • Providing new hires with necessary paperwork electronically streamlines the onboarding process, improving efficiency and compliance.
  • Orientations aligning new hires with company values, mission, and vision significantly impact culture and productivity. They advocate for authenticity and practicality in these elements, cautioning against superficial adherence that fails to resonate with employees or align with day-to-day practices.
  • Proper training ensures legal compliance in hiring practices, crucial for avoiding penalties and fostering employee trust.


Quote of the Show:

  • “ Ensure best practices as well as compliance, right?” - Mary Simmons

Links:

Ways to Tune In:


]]> The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


The conversation revolves around optimizing new hire onboarding processes, emphasizing the critical elements of compliance, culture, and consistency. Discussing the importance of making sure your process is in compliance with the state laws. Their discussion underscores the strategic advantage of comprehensive onboarding processes in driving organizational growth and mitigating risks associated with non-compliance.


Takeaways:

  • Fast growth firms (85%) outpaced zero growth firms (65%) in using onboarding checklists, showing a 20 percentage point difference. This basic step sets expectations and professionalism, aiding compliance and cultural integration.
  • Essential for compliance, an updated handbook is crucial. Fast growth firms again led with 89% having updated handbooks compared to 76% of zero growth firms.
  • Providing new hires with necessary paperwork electronically streamlines the onboarding process, improving efficiency and compliance.
  • Orientations aligning new hires with company values, mission, and vision significantly impact culture and productivity. They advocate for authenticity and practicality in these elements, cautioning against superficial adherence that fails to resonate with employees or align with day-to-day practices.
  • Proper training ensures legal compliance in hiring practices, crucial for avoiding penalties and fostering employee trust.


Quote of the Show:

  • “ Ensure best practices as well as compliance, right?” - Mary Simmons

Links:

Ways to Tune In:


]]> Thu, 18 Jul 2024 08:50:43 -0400 Asure Asure 3054 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


The conversation revolves around optimizing new hire onboarding processes, emphasizing the critical elements of compliance, culture, and consistency. Discussing the importance of making sure your process is in compliance with the state laws. Their discussion underscores the strategic advantage of comprehensive onboarding processes in driving organizational growth and mitigating risks associated with non-compliance.


Takeaways:

  • Fast growth firms (85%) outpaced zero growth firms (65%) in using onboarding checklists, showing a 20 percentage point difference. This basic step sets expectations and professionalism, aiding compliance and cultural integration.
  • Essential for compliance, an updated handbook is crucial. Fast growth firms again led with 89% having updated handbooks compared to 76% of zero growth firms.
  • Providing new hires with necessary paperwork electronically streamlines the onboarding process, improving efficiency and compliance.
  • Orientations aligning new hires with company values, mission, and vision significantly impact culture and productivity. They advocate for authenticity and practicality in these elements, cautioning against superficial adherence that fails to resonate with employees or align with day-to-day practices.
  • Proper training ensures legal compliance in hiring practices, crucial for avoiding penalties and fostering employee trust.


Quote of the Show:

  • “ Ensure best practices as well as compliance, right?” - Mary Simmons

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Power of Benefits - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #109 109 109 Power of Benefits - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #109 full b6a02408-3985-487c-b064-b15d6ec4749a https://share.transistor.fm/s/5abd28b7 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins Mike Vannoy to dive into chapter 2 of HR benchmark. Mary explains the different qualifying events, the regulations for notifying an employee, and who COBRA applies to. They note that while salary is crucial, competitive benefits and a supportive company culture are equally significant factors in driving employee satisfaction, productivity, and long-term business success.


Takeaways:

  • Many benefits, including health insurance, PTO, and retirement plans, are crucial for attracting and retaining employees. While salary is important, benefits often play a significant role in employees' decisions to join or stay with a company.
  • Mary and Mike show how benefits are highlighted not just as an attraction tool but also as a retention tool. The data suggests that good benefits can significantly enhance employee loyalty and reduce turnover, especially when employees value the benefits provided. 
  • Mary underscores the significance of creating a supportive culture through wellness programs, guest speakers on health, and initiatives like gym memberships or nutritional advice. Such efforts foster a culture of accountability and care, which can enhance employee morale and retention.
  • The discussion also touches upon retirement planning as part of financial wellness. Mary notes the increasing interest among employees, especially younger generations, in retirement planning and the role of employers in facilitating 401k plans, which can enhance attraction and retention of talent.
  • Mike and Mary discuss the compliance challenges employers face with benefits, such as ACA requirements and inconsistencies in benefit offerings. Mary stresses the importance of consistency in benefit policies to avoid legal issues and maintain a positive company culture.
  • Mary concludes by emphasizing that benefits are not just about compliance but are critical for attracting and retaining talent. Employers should benchmark their benefits against competitors, communicate them effectively, and ensure they align with employees' needs and expectations.


Quote of the Show:

  • “If there's a war for talent, how do I get that talent? It looks like everybody's looking for benefits. It's the best way to attract and retain the best talent.” - Mary Simmons

Links:

Ways to Tune In:


]]> The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins Mike Vannoy to dive into chapter 2 of HR benchmark. Mary explains the different qualifying events, the regulations for notifying an employee, and who COBRA applies to. They note that while salary is crucial, competitive benefits and a supportive company culture are equally significant factors in driving employee satisfaction, productivity, and long-term business success.


Takeaways:

  • Many benefits, including health insurance, PTO, and retirement plans, are crucial for attracting and retaining employees. While salary is important, benefits often play a significant role in employees' decisions to join or stay with a company.
  • Mary and Mike show how benefits are highlighted not just as an attraction tool but also as a retention tool. The data suggests that good benefits can significantly enhance employee loyalty and reduce turnover, especially when employees value the benefits provided. 
  • Mary underscores the significance of creating a supportive culture through wellness programs, guest speakers on health, and initiatives like gym memberships or nutritional advice. Such efforts foster a culture of accountability and care, which can enhance employee morale and retention.
  • The discussion also touches upon retirement planning as part of financial wellness. Mary notes the increasing interest among employees, especially younger generations, in retirement planning and the role of employers in facilitating 401k plans, which can enhance attraction and retention of talent.
  • Mike and Mary discuss the compliance challenges employers face with benefits, such as ACA requirements and inconsistencies in benefit offerings. Mary stresses the importance of consistency in benefit policies to avoid legal issues and maintain a positive company culture.
  • Mary concludes by emphasizing that benefits are not just about compliance but are critical for attracting and retaining talent. Employers should benchmark their benefits against competitors, communicate them effectively, and ensure they align with employees' needs and expectations.


Quote of the Show:

  • “If there's a war for talent, how do I get that talent? It looks like everybody's looking for benefits. It's the best way to attract and retain the best talent.” - Mary Simmons

Links:

Ways to Tune In:


]]> Thu, 11 Jul 2024 01:00:00 -0400 Asure Asure 3430 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins Mike Vannoy to dive into chapter 2 of HR benchmark. Mary explains the different qualifying events, the regulations for notifying an employee, and who COBRA applies to. They note that while salary is crucial, competitive benefits and a supportive company culture are equally significant factors in driving employee satisfaction, productivity, and long-term business success.


Takeaways:

  • Many benefits, including health insurance, PTO, and retirement plans, are crucial for attracting and retaining employees. While salary is important, benefits often play a significant role in employees' decisions to join or stay with a company.
  • Mary and Mike show how benefits are highlighted not just as an attraction tool but also as a retention tool. The data suggests that good benefits can significantly enhance employee loyalty and reduce turnover, especially when employees value the benefits provided. 
  • Mary underscores the significance of creating a supportive culture through wellness programs, guest speakers on health, and initiatives like gym memberships or nutritional advice. Such efforts foster a culture of accountability and care, which can enhance employee morale and retention.
  • The discussion also touches upon retirement planning as part of financial wellness. Mary notes the increasing interest among employees, especially younger generations, in retirement planning and the role of employers in facilitating 401k plans, which can enhance attraction and retention of talent.
  • Mike and Mary discuss the compliance challenges employers face with benefits, such as ACA requirements and inconsistencies in benefit offerings. Mary stresses the importance of consistency in benefit policies to avoid legal issues and maintain a positive company culture.
  • Mary concludes by emphasizing that benefits are not just about compliance but are critical for attracting and retaining talent. Employers should benchmark their benefits against competitors, communicate them effectively, and ensure they align with employees' needs and expectations.


Quote of the Show:

  • “If there's a war for talent, how do I get that talent? It looks like everybody's looking for benefits. It's the best way to attract and retain the best talent.” - Mary Simmons

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Top 5 Things Businesses Need to Know About Payroll Security - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #108 108 108 Top 5 Things Businesses Need to Know About Payroll Security - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #108 full b1be0555-0bfa-4c71-92ee-09e9209aeccd https://share.transistor.fm/s/d2e146c8 The episode features a cybersecurity professional who helps keep businesses safe. Please welcome Vice President of Information Security at Asure, Josh Gohman. Josh joins the show to share what things businesses need to be looking out for. Josh shares why being smaller doesn’t necessarily mean you are safer, how to implement best practices, and some of the common methods attackers will use. 


Takeaways:

  • There are various phishing tactics, such as manipulating urgency to prompt immediate action and exploiting trust in familiar systems like Office 365. Phishing is not limited to large corporations but also impacts small businesses due to attackers' ability to scale.
  • Attackers' methods range from tricking employees into divulging credentials to directly infiltrating payroll systems. Awareness and stringent security protocols are crucial in mitigating these risks.
  • Internal staff are vulnerable to email hacks that compromise credentials, enabling hackers to impersonate them and alter bank account details in the payroll system, train employees to promptly identify and report suspicious activities.
  • It’s important to have proper training in place to ensure that security risk is held to a minimum. Businesses should adhere to appropriate record retention policies, disposing of unnecessary sensitive information promptly to minimize liability. 
  • Discussing how establishing clear processes for managing exceptions such as out-of-cycle payments and unusual requests is essential to mitigate risks and keeping your data secure.
  • A multi-layered approach to payroll security, encompassing employee training, vendor vetting, physical security measures, and robust process management, is crucial for any business, regardless of size. 


Quote of the Show:

  • “In some cases, you're smaller, you're more vulnerable.” - Joshua Gohman

Links:

Ways to Tune In:


]]> The episode features a cybersecurity professional who helps keep businesses safe. Please welcome Vice President of Information Security at Asure, Josh Gohman. Josh joins the show to share what things businesses need to be looking out for. Josh shares why being smaller doesn’t necessarily mean you are safer, how to implement best practices, and some of the common methods attackers will use. 


Takeaways:

  • There are various phishing tactics, such as manipulating urgency to prompt immediate action and exploiting trust in familiar systems like Office 365. Phishing is not limited to large corporations but also impacts small businesses due to attackers' ability to scale.
  • Attackers' methods range from tricking employees into divulging credentials to directly infiltrating payroll systems. Awareness and stringent security protocols are crucial in mitigating these risks.
  • Internal staff are vulnerable to email hacks that compromise credentials, enabling hackers to impersonate them and alter bank account details in the payroll system, train employees to promptly identify and report suspicious activities.
  • It’s important to have proper training in place to ensure that security risk is held to a minimum. Businesses should adhere to appropriate record retention policies, disposing of unnecessary sensitive information promptly to minimize liability. 
  • Discussing how establishing clear processes for managing exceptions such as out-of-cycle payments and unusual requests is essential to mitigate risks and keeping your data secure.
  • A multi-layered approach to payroll security, encompassing employee training, vendor vetting, physical security measures, and robust process management, is crucial for any business, regardless of size. 


Quote of the Show:

  • “In some cases, you're smaller, you're more vulnerable.” - Joshua Gohman

Links:

Ways to Tune In:


]]> Thu, 04 Jul 2024 01:00:00 -0400 Asure Asure 3647 The episode features a cybersecurity professional who helps keep businesses safe. Please welcome Vice President of Information Security at Asure, Josh Gohman. Josh joins the show to share what things businesses need to be looking out for. Josh shares why being smaller doesn’t necessarily mean you are safer, how to implement best practices, and some of the common methods attackers will use. 


Takeaways:

  • There are various phishing tactics, such as manipulating urgency to prompt immediate action and exploiting trust in familiar systems like Office 365. Phishing is not limited to large corporations but also impacts small businesses due to attackers' ability to scale.
  • Attackers' methods range from tricking employees into divulging credentials to directly infiltrating payroll systems. Awareness and stringent security protocols are crucial in mitigating these risks.
  • Internal staff are vulnerable to email hacks that compromise credentials, enabling hackers to impersonate them and alter bank account details in the payroll system, train employees to promptly identify and report suspicious activities.
  • It’s important to have proper training in place to ensure that security risk is held to a minimum. Businesses should adhere to appropriate record retention policies, disposing of unnecessary sensitive information promptly to minimize liability. 
  • Discussing how establishing clear processes for managing exceptions such as out-of-cycle payments and unusual requests is essential to mitigate risks and keeping your data secure.
  • A multi-layered approach to payroll security, encompassing employee training, vendor vetting, physical security measures, and robust process management, is crucial for any business, regardless of size. 


Quote of the Show:

  • “In some cases, you're smaller, you're more vulnerable.” - Joshua Gohman

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Joshua Gohman Recruiting and Hiring - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 107 107 107 Recruiting and Hiring - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 107 full 01d5bf7f-da4a-4379-aed6-c0ec9630dc37 https://share.transistor.fm/s/3ceb9610 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins host Mike Vannoy to discuss recruitment and hiring processes, such as job descriptions, background checks, job postings, and interview practices. Mary emphasizes the importance of compliance and consistency in these practices and how they contribute to business success.

Takeaways:

  • Importance of Compliance: Fast growth firms exhibit higher compliance with HR best practices, which directly correlates with their success. Ensuring legal and regulatory compliance in job postings, interviews, and applications can significantly impact business growth.
  • Role of Background Checks: Fast growth firms are more likely to conduct background checks (81% versus 65% in zero-growth firms). This demonstrates a commitment to hiring trustworthy, qualified individuals, even at a nominal cost.
  • Consistency in HR Practices: Consistency in applying HR practices such as job descriptions, interview processes, and compliance checks reduces litigation risk and ensures fair comparison of candidates, boosting overall hiring success.
  • Detailed Job Descriptions: Having detailed, compliant job descriptions is crucial for all job openings. It not only meets legal requirements but also helps in setting clear expectations and better performance management.
  • Structured Interview Processes: Effective and compliant interview processes that focus on job-related questions help in assessing candidates' competencies and cultural fit more accurately. Behavioral questions can provide deeper insights into a candidate's potential performance.
  • Regular Updates and Training: Regularly updating HR practices and providing training for compliance helps in keeping up with changing laws and standards. This is especially relevant for issues like salary transparency and preventing discriminatory practices in job ads.
  • Investing in HR Pays Off: Companies that invest in proper HR practices, including background checks and thorough compliance, see better growth. Proper HR management contributes to hiring the right people, which is essential for business success.

Quote of the Show:

  • “No company is going to be successful without the right people.” - Mary Simmons

Links:

Ways to Tune In:

]]> The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins host Mike Vannoy to discuss recruitment and hiring processes, such as job descriptions, background checks, job postings, and interview practices. Mary emphasizes the importance of compliance and consistency in these practices and how they contribute to business success.

Takeaways:

  • Importance of Compliance: Fast growth firms exhibit higher compliance with HR best practices, which directly correlates with their success. Ensuring legal and regulatory compliance in job postings, interviews, and applications can significantly impact business growth.
  • Role of Background Checks: Fast growth firms are more likely to conduct background checks (81% versus 65% in zero-growth firms). This demonstrates a commitment to hiring trustworthy, qualified individuals, even at a nominal cost.
  • Consistency in HR Practices: Consistency in applying HR practices such as job descriptions, interview processes, and compliance checks reduces litigation risk and ensures fair comparison of candidates, boosting overall hiring success.
  • Detailed Job Descriptions: Having detailed, compliant job descriptions is crucial for all job openings. It not only meets legal requirements but also helps in setting clear expectations and better performance management.
  • Structured Interview Processes: Effective and compliant interview processes that focus on job-related questions help in assessing candidates' competencies and cultural fit more accurately. Behavioral questions can provide deeper insights into a candidate's potential performance.
  • Regular Updates and Training: Regularly updating HR practices and providing training for compliance helps in keeping up with changing laws and standards. This is especially relevant for issues like salary transparency and preventing discriminatory practices in job ads.
  • Investing in HR Pays Off: Companies that invest in proper HR practices, including background checks and thorough compliance, see better growth. Proper HR management contributes to hiring the right people, which is essential for business success.

Quote of the Show:

  • “No company is going to be successful without the right people.” - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 27 Jun 2024 04:06:39 -0400 Asure Asure 3283 The new HR Benchmark Report is in! With over 1,000 businesses surveyed, the report aims to correlate HR best practices and revenue growth by asking binary questions about whether or not firms follow certain HR practices. Here to share insights is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins host Mike Vannoy to discuss recruitment and hiring processes, such as job descriptions, background checks, job postings, and interview practices. Mary emphasizes the importance of compliance and consistency in these practices and how they contribute to business success.

Takeaways:

  • Importance of Compliance: Fast growth firms exhibit higher compliance with HR best practices, which directly correlates with their success. Ensuring legal and regulatory compliance in job postings, interviews, and applications can significantly impact business growth.
  • Role of Background Checks: Fast growth firms are more likely to conduct background checks (81% versus 65% in zero-growth firms). This demonstrates a commitment to hiring trustworthy, qualified individuals, even at a nominal cost.
  • Consistency in HR Practices: Consistency in applying HR practices such as job descriptions, interview processes, and compliance checks reduces litigation risk and ensures fair comparison of candidates, boosting overall hiring success.
  • Detailed Job Descriptions: Having detailed, compliant job descriptions is crucial for all job openings. It not only meets legal requirements but also helps in setting clear expectations and better performance management.
  • Structured Interview Processes: Effective and compliant interview processes that focus on job-related questions help in assessing candidates' competencies and cultural fit more accurately. Behavioral questions can provide deeper insights into a candidate's potential performance.
  • Regular Updates and Training: Regularly updating HR practices and providing training for compliance helps in keeping up with changing laws and standards. This is especially relevant for issues like salary transparency and preventing discriminatory practices in job ads.
  • Investing in HR Pays Off: Companies that invest in proper HR practices, including background checks and thorough compliance, see better growth. Proper HR management contributes to hiring the right people, which is essential for business success.

Quote of the Show:

  • “No company is going to be successful without the right people.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons 401K Tax Savings for Small Businesses: Real World Examples - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 106 106 106 401K Tax Savings for Small Businesses: Real World Examples - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 106 full f81d2d8b-a1ac-4cc7-b6f5-198a265c7b54 https://share.transistor.fm/s/e2e42105 Joining the show this week is a retirement processional with over 20 years of experience who helps people save for their futures. Please welcome to the show, Director of Plan Design Consulting at Vestwell, Kevin Gaston.


Kevin joins Host Mike Vannoy to dive into the benefits and effects of Secure Act 2.0. Kevin shares the different types of tax credits available to employers, the way to use vesting periods to your advantage, and why benefits are better for retention than pure salary alone. 

Takeaways:

  • Secure 2.0 modernizes retirement rules by making it easier for individuals to save by encouraging employers to implement 401k plans and offer matching contributions through tax credits.  
  • To maximize startup credits under Secure 2.0, ensure your company benefits from the increased credit of 100% of costs for companies with fewer than 50 employees and consider making contributions to employee accounts.
  • For qualifying businesses, Secure 2.0 offers a credit for qualifying employer contributions. The first two years are matched at 100% through credits, the 3rd year is 75% match, the 4th is 50%, and the 5th is 25% before expiring. 
  • The primary concern for small businesses regarding automatic enrollment in a 401k is the potential for employee backlash. To avoid this, small business owners should proactively communicate any changes to payroll.
  • To enhance employee satisfaction, shorten vesting periods to one to two years and consider offering end-of-year bonuses for immediate incentives. Streamlining these benefits can make them more appealing and ensure employees value them more highly. 
  • Employees with student loan debt can benefit from student loan matching, where repayments are counted as retirement plan contributions for matching purposes. This allows individuals to build their retirement savings while still making loan payments.

Quote of the Show:

  • “Benefits on a dollar basis buy more goodwill than dollars do.” - Kevin Gaston

Links:

Ways to Tune In:

]]> Joining the show this week is a retirement processional with over 20 years of experience who helps people save for their futures. Please welcome to the show, Director of Plan Design Consulting at Vestwell, Kevin Gaston.


Kevin joins Host Mike Vannoy to dive into the benefits and effects of Secure Act 2.0. Kevin shares the different types of tax credits available to employers, the way to use vesting periods to your advantage, and why benefits are better for retention than pure salary alone. 

Takeaways:

  • Secure 2.0 modernizes retirement rules by making it easier for individuals to save by encouraging employers to implement 401k plans and offer matching contributions through tax credits.  
  • To maximize startup credits under Secure 2.0, ensure your company benefits from the increased credit of 100% of costs for companies with fewer than 50 employees and consider making contributions to employee accounts.
  • For qualifying businesses, Secure 2.0 offers a credit for qualifying employer contributions. The first two years are matched at 100% through credits, the 3rd year is 75% match, the 4th is 50%, and the 5th is 25% before expiring. 
  • The primary concern for small businesses regarding automatic enrollment in a 401k is the potential for employee backlash. To avoid this, small business owners should proactively communicate any changes to payroll.
  • To enhance employee satisfaction, shorten vesting periods to one to two years and consider offering end-of-year bonuses for immediate incentives. Streamlining these benefits can make them more appealing and ensure employees value them more highly. 
  • Employees with student loan debt can benefit from student loan matching, where repayments are counted as retirement plan contributions for matching purposes. This allows individuals to build their retirement savings while still making loan payments.

Quote of the Show:

  • “Benefits on a dollar basis buy more goodwill than dollars do.” - Kevin Gaston

Links:

Ways to Tune In:

]]> Thu, 20 Jun 2024 01:00:00 -0400 Asure Asure 3919 Joining the show this week is a retirement processional with over 20 years of experience who helps people save for their futures. Please welcome to the show, Director of Plan Design Consulting at Vestwell, Kevin Gaston.


Kevin joins Host Mike Vannoy to dive into the benefits and effects of Secure Act 2.0. Kevin shares the different types of tax credits available to employers, the way to use vesting periods to your advantage, and why benefits are better for retention than pure salary alone. 

Takeaways:

  • Secure 2.0 modernizes retirement rules by making it easier for individuals to save by encouraging employers to implement 401k plans and offer matching contributions through tax credits.  
  • To maximize startup credits under Secure 2.0, ensure your company benefits from the increased credit of 100% of costs for companies with fewer than 50 employees and consider making contributions to employee accounts.
  • For qualifying businesses, Secure 2.0 offers a credit for qualifying employer contributions. The first two years are matched at 100% through credits, the 3rd year is 75% match, the 4th is 50%, and the 5th is 25% before expiring. 
  • The primary concern for small businesses regarding automatic enrollment in a 401k is the potential for employee backlash. To avoid this, small business owners should proactively communicate any changes to payroll.
  • To enhance employee satisfaction, shorten vesting periods to one to two years and consider offering end-of-year bonuses for immediate incentives. Streamlining these benefits can make them more appealing and ensure employees value them more highly. 
  • Employees with student loan debt can benefit from student loan matching, where repayments are counted as retirement plan contributions for matching purposes. This allows individuals to build their retirement savings while still making loan payments.

Quote of the Show:

  • “Benefits on a dollar basis buy more goodwill than dollars do.” - Kevin Gaston

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy California OSHA: Workplace Violence Prevention Plan - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 105 105 105 California OSHA: Workplace Violence Prevention Plan - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 105 full 7c394c0e-6a55-4f52-bdf5-adf490bef84e https://share.transistor.fm/s/570d2d2f In this episode, we welcome Mary Simmons to discuss the latest developments in workplace violence prevention laws in California. Mary and Mike sit down to discuss the impacts of the law, and how businesses can best prepare. Mary gives advice on how employers should best construct their plans, the need to get feedback from employees, and the risks employers face by not complying with the new law. 


Takeaways:

  • To ensure effective employee engagement and adherence to safety policies, it's crucial to encourage staff to provide suggestions and feedback during the creation and review of these policies. 
  • Your policy should clearly outline actions to take when individuals feel threatened, regardless of whether the threat is explicit, or more subjective. Emphasize the necessity of having a predefined plan to address these situations as required by law.
  • It's crucial to ensure employees know they can provide feedback and find the policy easily. Additionally, thorough training and clear communication channels will help facilitate questions, comments, and suggestions about the plan.
  • Ensure transparency by providing feedback on suggestions, explaining why they were or were not implemented. This fosters trust and acknowledges the importance of each contribution.
  • Given the urgency and the need for interaction, live virtual training is the most effective approach. While e-training is an option, it lacks the real-time feedback and interaction that in-person or live virtual sessions can provide. 
  • Employers need to maintain a comprehensive log of all workplace violence incidents, including detailed information without personal names in order to stay compliant with California OSHA. 
  • When preparing workplace policies, ensure they are documented, easily accessible to all employees, and kept for a minimum of five years to comply with California’s legal requirements. 


Quote of the Show:

  • “You don't want employees to be scared to bring a concern forward because then you're going to hear about it too late.” - Mary Simmons

Links:

Ways to Tune In:


]]> In this episode, we welcome Mary Simmons to discuss the latest developments in workplace violence prevention laws in California. Mary and Mike sit down to discuss the impacts of the law, and how businesses can best prepare. Mary gives advice on how employers should best construct their plans, the need to get feedback from employees, and the risks employers face by not complying with the new law. 


Takeaways:

  • To ensure effective employee engagement and adherence to safety policies, it's crucial to encourage staff to provide suggestions and feedback during the creation and review of these policies. 
  • Your policy should clearly outline actions to take when individuals feel threatened, regardless of whether the threat is explicit, or more subjective. Emphasize the necessity of having a predefined plan to address these situations as required by law.
  • It's crucial to ensure employees know they can provide feedback and find the policy easily. Additionally, thorough training and clear communication channels will help facilitate questions, comments, and suggestions about the plan.
  • Ensure transparency by providing feedback on suggestions, explaining why they were or were not implemented. This fosters trust and acknowledges the importance of each contribution.
  • Given the urgency and the need for interaction, live virtual training is the most effective approach. While e-training is an option, it lacks the real-time feedback and interaction that in-person or live virtual sessions can provide. 
  • Employers need to maintain a comprehensive log of all workplace violence incidents, including detailed information without personal names in order to stay compliant with California OSHA. 
  • When preparing workplace policies, ensure they are documented, easily accessible to all employees, and kept for a minimum of five years to comply with California’s legal requirements. 


Quote of the Show:

  • “You don't want employees to be scared to bring a concern forward because then you're going to hear about it too late.” - Mary Simmons

Links:

Ways to Tune In:


]]> Thu, 13 Jun 2024 02:00:00 -0400 Asure Asure 2874 In this episode, we welcome Mary Simmons to discuss the latest developments in workplace violence prevention laws in California. Mary and Mike sit down to discuss the impacts of the law, and how businesses can best prepare. Mary gives advice on how employers should best construct their plans, the need to get feedback from employees, and the risks employers face by not complying with the new law. 


Takeaways:

  • To ensure effective employee engagement and adherence to safety policies, it's crucial to encourage staff to provide suggestions and feedback during the creation and review of these policies. 
  • Your policy should clearly outline actions to take when individuals feel threatened, regardless of whether the threat is explicit, or more subjective. Emphasize the necessity of having a predefined plan to address these situations as required by law.
  • It's crucial to ensure employees know they can provide feedback and find the policy easily. Additionally, thorough training and clear communication channels will help facilitate questions, comments, and suggestions about the plan.
  • Ensure transparency by providing feedback on suggestions, explaining why they were or were not implemented. This fosters trust and acknowledges the importance of each contribution.
  • Given the urgency and the need for interaction, live virtual training is the most effective approach. While e-training is an option, it lacks the real-time feedback and interaction that in-person or live virtual sessions can provide. 
  • Employers need to maintain a comprehensive log of all workplace violence incidents, including detailed information without personal names in order to stay compliant with California OSHA. 
  • When preparing workplace policies, ensure they are documented, easily accessible to all employees, and kept for a minimum of five years to comply with California’s legal requirements. 


Quote of the Show:

  • “You don't want employees to be scared to bring a concern forward because then you're going to hear about it too late.” - Mary Simmons

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How AI Will Disrupt HR: Tectonic Shifts in HCM - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 104 104 104 How AI Will Disrupt HR: Tectonic Shifts in HCM - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 104 full 7772940b-d8f2-4c0b-a55d-aaa4edbd4fef https://share.transistor.fm/s/f0186e85 On this episode of Mission To Grow, we’re featuring a presentation delivered by Mike Vannoy at the 32nd SHRM Long Island annual conference. The presentation dives into the transformative impact of AI on the HR landscape and how HR professionals can adapt. Key topics include the intersection of AI and revenue growth, labor supply shifts, evolving HR laws, and the rapid technological advancements reshaping HR. The episode also addresses the profound demographic changes affecting the workforce and provides actionable insights on how HR can strategically align with revenue growth amidst these tectonic shifts

Takeaways:

  • HR professionals need to look beyond immediate crises like politics and economic bubbles; the true driving forces are deeper shifts in labor supply, HR laws, and technology.
  • Employees now hold more power and are making choices based on workplace flexibility and policies. Employers must adapt by offering competitive leave policies and remote work options to attract and retain talent. 
  • The rapid adoption of modern technology, like ChatGPT's meteoric rise to a hundred million users in just two months, underscores the need for businesses to stay vigilant. Companies must be ready for technological disruptions to avoid being caught off guard.
  • HR professionals need to embrace AI technology to free up time from administrative compliance tasks for more strategic initiatives. By doing so, they can significantly enhance employee cultures and talent development. 
  • HR best practices strongly correlate with revenue growth, and HR must align itself with revenue generation to gain a respected seat at the senior table. Focusing purely on compliance will keep HR as a necessary but not strategically critical part of the business.
  • Incorporating HR best practices significantly correlates with business growth, even if the practices are not perfectly executed. The key is that these practices indicate to employees the intent to improve and value their contribution.


Quote of the Show:

  • “Technology is going to change HR. It just is.  And so you can get run over by it, or you can embrace it and lean into it and use it.” - Mike Vannoy

Links:

Ways to Tune In:

]]> On this episode of Mission To Grow, we’re featuring a presentation delivered by Mike Vannoy at the 32nd SHRM Long Island annual conference. The presentation dives into the transformative impact of AI on the HR landscape and how HR professionals can adapt. Key topics include the intersection of AI and revenue growth, labor supply shifts, evolving HR laws, and the rapid technological advancements reshaping HR. The episode also addresses the profound demographic changes affecting the workforce and provides actionable insights on how HR can strategically align with revenue growth amidst these tectonic shifts

Takeaways:

  • HR professionals need to look beyond immediate crises like politics and economic bubbles; the true driving forces are deeper shifts in labor supply, HR laws, and technology.
  • Employees now hold more power and are making choices based on workplace flexibility and policies. Employers must adapt by offering competitive leave policies and remote work options to attract and retain talent. 
  • The rapid adoption of modern technology, like ChatGPT's meteoric rise to a hundred million users in just two months, underscores the need for businesses to stay vigilant. Companies must be ready for technological disruptions to avoid being caught off guard.
  • HR professionals need to embrace AI technology to free up time from administrative compliance tasks for more strategic initiatives. By doing so, they can significantly enhance employee cultures and talent development. 
  • HR best practices strongly correlate with revenue growth, and HR must align itself with revenue generation to gain a respected seat at the senior table. Focusing purely on compliance will keep HR as a necessary but not strategically critical part of the business.
  • Incorporating HR best practices significantly correlates with business growth, even if the practices are not perfectly executed. The key is that these practices indicate to employees the intent to improve and value their contribution.


Quote of the Show:

  • “Technology is going to change HR. It just is.  And so you can get run over by it, or you can embrace it and lean into it and use it.” - Mike Vannoy

Links:

Ways to Tune In:

]]> Thu, 06 Jun 2024 16:29:00 -0400 Asure Asure 3051 On this episode of Mission To Grow, we’re featuring a presentation delivered by Mike Vannoy at the 32nd SHRM Long Island annual conference. The presentation dives into the transformative impact of AI on the HR landscape and how HR professionals can adapt. Key topics include the intersection of AI and revenue growth, labor supply shifts, evolving HR laws, and the rapid technological advancements reshaping HR. The episode also addresses the profound demographic changes affecting the workforce and provides actionable insights on how HR can strategically align with revenue growth amidst these tectonic shifts

Takeaways:

  • HR professionals need to look beyond immediate crises like politics and economic bubbles; the true driving forces are deeper shifts in labor supply, HR laws, and technology.
  • Employees now hold more power and are making choices based on workplace flexibility and policies. Employers must adapt by offering competitive leave policies and remote work options to attract and retain talent. 
  • The rapid adoption of modern technology, like ChatGPT's meteoric rise to a hundred million users in just two months, underscores the need for businesses to stay vigilant. Companies must be ready for technological disruptions to avoid being caught off guard.
  • HR professionals need to embrace AI technology to free up time from administrative compliance tasks for more strategic initiatives. By doing so, they can significantly enhance employee cultures and talent development. 
  • HR best practices strongly correlate with revenue growth, and HR must align itself with revenue generation to gain a respected seat at the senior table. Focusing purely on compliance will keep HR as a necessary but not strategically critical part of the business.
  • Incorporating HR best practices significantly correlates with business growth, even if the practices are not perfectly executed. The key is that these practices indicate to employees the intent to improve and value their contribution.


Quote of the Show:

  • “Technology is going to change HR. It just is.  And so you can get run over by it, or you can embrace it and lean into it and use it.” - Mike Vannoy

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy FTC Ruling On Non Competes - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 103 103 103 FTC Ruling On Non Competes - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 103 full 09f904a1-b36a-4259-989c-accd5f8903af https://share.transistor.fm/s/0ea51ca0 In this episode of Mission To Grow, Host Mike Vannoy is joined by Principal at Jackson Lewis P.C., Brian Shenker to discuss the recent FTC ban on non-competes. 


They discuss the implications for businesses, including the broad ban on non-competes, enforcement mechanisms, and the limited exceptions for senior executives and the sale of businesses. Brian also offers practical advice for business owners to navigate the rule changes and protect their interests.

  

Takeaways:

  • In April 2024, the FTC issued a rule banning non-compete agreements for employees at all levels, effective from September 4, 2024, unless delayed by legal challenges. Employees should prepare for possible legal actions that might impact the rule.
  • Non-compete agreements can stifle competition, which is why the FTC views them as problematic. Eliminating non-competes could open up opportunities for new business creation and greater competition for positions, benefiting around 30 million people.
  • While non-compete clauses are banned, there are other documents employers can still take advantage of. Non-disclosure and non-solicitation agreements can still be used effectively within the new regulations.
  • Employers should recognize that the new rule broadly bans non-compete clauses in any form, including those found in handbooks and policies. Employers should review all of their documents to ensure proper compliance. 
  • While new non-compete agreements are prohibited from the effective date, existing ones with senior executives earning over $151,000 who are in policy making positions can still be enforced.
  • Despite the general ban on non-compete clauses, exceptions exist for bona fide business sales to protect the buyer's interests. This rule allows even minority owners to be subject to non-compete clauses when selling their stake.
  • The FTC may still apply its final rule to nonprofits, particularly in healthcare, if they engage in profit-making activities. Nonprofits should prepare to address challenges regarding the extent of the rule's applicability to their operations.


Quote of the Show:

  • “Use this time wisely, 120 days is not that much time to prepare.” - Brian Shenker

Links:

Ways to Tune In:


]]> In this episode of Mission To Grow, Host Mike Vannoy is joined by Principal at Jackson Lewis P.C., Brian Shenker to discuss the recent FTC ban on non-competes. 


They discuss the implications for businesses, including the broad ban on non-competes, enforcement mechanisms, and the limited exceptions for senior executives and the sale of businesses. Brian also offers practical advice for business owners to navigate the rule changes and protect their interests.

  

Takeaways:

  • In April 2024, the FTC issued a rule banning non-compete agreements for employees at all levels, effective from September 4, 2024, unless delayed by legal challenges. Employees should prepare for possible legal actions that might impact the rule.
  • Non-compete agreements can stifle competition, which is why the FTC views them as problematic. Eliminating non-competes could open up opportunities for new business creation and greater competition for positions, benefiting around 30 million people.
  • While non-compete clauses are banned, there are other documents employers can still take advantage of. Non-disclosure and non-solicitation agreements can still be used effectively within the new regulations.
  • Employers should recognize that the new rule broadly bans non-compete clauses in any form, including those found in handbooks and policies. Employers should review all of their documents to ensure proper compliance. 
  • While new non-compete agreements are prohibited from the effective date, existing ones with senior executives earning over $151,000 who are in policy making positions can still be enforced.
  • Despite the general ban on non-compete clauses, exceptions exist for bona fide business sales to protect the buyer's interests. This rule allows even minority owners to be subject to non-compete clauses when selling their stake.
  • The FTC may still apply its final rule to nonprofits, particularly in healthcare, if they engage in profit-making activities. Nonprofits should prepare to address challenges regarding the extent of the rule's applicability to their operations.


Quote of the Show:

  • “Use this time wisely, 120 days is not that much time to prepare.” - Brian Shenker

Links:

Ways to Tune In:


]]> Thu, 30 May 2024 02:00:00 -0400 Asure Asure 3757 In this episode of Mission To Grow, Host Mike Vannoy is joined by Principal at Jackson Lewis P.C., Brian Shenker to discuss the recent FTC ban on non-competes. 


They discuss the implications for businesses, including the broad ban on non-competes, enforcement mechanisms, and the limited exceptions for senior executives and the sale of businesses. Brian also offers practical advice for business owners to navigate the rule changes and protect their interests.

  

Takeaways:

  • In April 2024, the FTC issued a rule banning non-compete agreements for employees at all levels, effective from September 4, 2024, unless delayed by legal challenges. Employees should prepare for possible legal actions that might impact the rule.
  • Non-compete agreements can stifle competition, which is why the FTC views them as problematic. Eliminating non-competes could open up opportunities for new business creation and greater competition for positions, benefiting around 30 million people.
  • While non-compete clauses are banned, there are other documents employers can still take advantage of. Non-disclosure and non-solicitation agreements can still be used effectively within the new regulations.
  • Employers should recognize that the new rule broadly bans non-compete clauses in any form, including those found in handbooks and policies. Employers should review all of their documents to ensure proper compliance. 
  • While new non-compete agreements are prohibited from the effective date, existing ones with senior executives earning over $151,000 who are in policy making positions can still be enforced.
  • Despite the general ban on non-compete clauses, exceptions exist for bona fide business sales to protect the buyer's interests. This rule allows even minority owners to be subject to non-compete clauses when selling their stake.
  • The FTC may still apply its final rule to nonprofits, particularly in healthcare, if they engage in profit-making activities. Nonprofits should prepare to address challenges regarding the extent of the rule's applicability to their operations.


Quote of the Show:

  • “Use this time wisely, 120 days is not that much time to prepare.” - Brian Shenker

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Little Known Employer Tax Credits: WOTC, R&D, And So Much More - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 102 102 102 Little Known Employer Tax Credits: WOTC, R&D, And So Much More - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 102 full 163e4515-c3ba-4ca3-b7b5-7f46c85f96be https://share.transistor.fm/s/91e13902 In this episode of Mission to Grow, host Mike Vannoy and guest Shannon Scott, CEO of HR Logics, delve into the often-overlooked world of employer tax credits. They explore the Work Opportunity Tax Credit (WOTC), Research and Development (R&D) credits, and how small and midsize businesses can benefit. Shannon discusses eligibility, the application process, and the advantages of using consulting firms to manage these credits. If you're a small business owner, this episode is packed with valuable insights to help you potentially save thousands of dollars through tax incentives.


Takeaways:

  • There are a plethora of tax credits available to small business owners that aren’t being utilized simply because they aren’t known about. Identifying and educating yourself on these credits can save your business thousands of dollars a year.  
  • Tax credits are typically aimed at helping groups that face higher barriers of entry to getting hired. Some of these demographics include: veterans, felons, individuals on government assistance programs, and disabled people.  
  • WOTC is a valuable incentive of up to $9,600 for hiring from specific demographic groups, requiring a minimum of 120 hours of work to qualify. Employers should ensure timely submission of information to state WOTC offices for certification. 
  • While many employers assume they aren’t hiring from these demographics, over 30% of new hires in America qualify for a credit. Additionally, some credits allow qualification based on an employee's household, further increasing the eligible population.  
  • The utilization of an outsourced group for benefits processing can shield employers from potential risks by providing only essential qualification information without disclosing specific benefit details. 
  • As WOTC can only be used against a tax liability, you may be left with extra credit at the end of the year. Credits can be carried forward for up to 20 years, allowing you to bank credits for future years. 
  • Small businesses, not just large employers, can qualify for the research and development credit by improving processes or manufacturing. Chefs who develop new recipes are one example of small businesses being eligible. 

Quote of the Show:

  • “Just because you're a small business doesn't mean you can't take advantage of the same things that you see these larger corporations are taking advantage of.” - Shannon Scott

Links:

Ways to Tune In:

]]> In this episode of Mission to Grow, host Mike Vannoy and guest Shannon Scott, CEO of HR Logics, delve into the often-overlooked world of employer tax credits. They explore the Work Opportunity Tax Credit (WOTC), Research and Development (R&D) credits, and how small and midsize businesses can benefit. Shannon discusses eligibility, the application process, and the advantages of using consulting firms to manage these credits. If you're a small business owner, this episode is packed with valuable insights to help you potentially save thousands of dollars through tax incentives.


Takeaways:

  • There are a plethora of tax credits available to small business owners that aren’t being utilized simply because they aren’t known about. Identifying and educating yourself on these credits can save your business thousands of dollars a year.  
  • Tax credits are typically aimed at helping groups that face higher barriers of entry to getting hired. Some of these demographics include: veterans, felons, individuals on government assistance programs, and disabled people.  
  • WOTC is a valuable incentive of up to $9,600 for hiring from specific demographic groups, requiring a minimum of 120 hours of work to qualify. Employers should ensure timely submission of information to state WOTC offices for certification. 
  • While many employers assume they aren’t hiring from these demographics, over 30% of new hires in America qualify for a credit. Additionally, some credits allow qualification based on an employee's household, further increasing the eligible population.  
  • The utilization of an outsourced group for benefits processing can shield employers from potential risks by providing only essential qualification information without disclosing specific benefit details. 
  • As WOTC can only be used against a tax liability, you may be left with extra credit at the end of the year. Credits can be carried forward for up to 20 years, allowing you to bank credits for future years. 
  • Small businesses, not just large employers, can qualify for the research and development credit by improving processes or manufacturing. Chefs who develop new recipes are one example of small businesses being eligible. 

Quote of the Show:

  • “Just because you're a small business doesn't mean you can't take advantage of the same things that you see these larger corporations are taking advantage of.” - Shannon Scott

Links:

Ways to Tune In:

]]> Thu, 23 May 2024 04:00:00 -0400 Asure Asure 3516 In this episode of Mission to Grow, host Mike Vannoy and guest Shannon Scott, CEO of HR Logics, delve into the often-overlooked world of employer tax credits. They explore the Work Opportunity Tax Credit (WOTC), Research and Development (R&D) credits, and how small and midsize businesses can benefit. Shannon discusses eligibility, the application process, and the advantages of using consulting firms to manage these credits. If you're a small business owner, this episode is packed with valuable insights to help you potentially save thousands of dollars through tax incentives.


Takeaways:

  • There are a plethora of tax credits available to small business owners that aren’t being utilized simply because they aren’t known about. Identifying and educating yourself on these credits can save your business thousands of dollars a year.  
  • Tax credits are typically aimed at helping groups that face higher barriers of entry to getting hired. Some of these demographics include: veterans, felons, individuals on government assistance programs, and disabled people.  
  • WOTC is a valuable incentive of up to $9,600 for hiring from specific demographic groups, requiring a minimum of 120 hours of work to qualify. Employers should ensure timely submission of information to state WOTC offices for certification. 
  • While many employers assume they aren’t hiring from these demographics, over 30% of new hires in America qualify for a credit. Additionally, some credits allow qualification based on an employee's household, further increasing the eligible population.  
  • The utilization of an outsourced group for benefits processing can shield employers from potential risks by providing only essential qualification information without disclosing specific benefit details. 
  • As WOTC can only be used against a tax liability, you may be left with extra credit at the end of the year. Credits can be carried forward for up to 20 years, allowing you to bank credits for future years. 
  • Small businesses, not just large employers, can qualify for the research and development credit by improving processes or manufacturing. Chefs who develop new recipes are one example of small businesses being eligible. 

Quote of the Show:

  • “Just because you're a small business doesn't mean you can't take advantage of the same things that you see these larger corporations are taking advantage of.” - Shannon Scott

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Shannon Scott Decoding COBRA Compliance, Coverage & Risk Mitigation - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 101 101 101 Decoding COBRA Compliance, Coverage & Risk Mitigation - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 101 full 5caabcc4-5193-45eb-817d-e6182008eb64 https://share.transistor.fm/s/f4b4f3f6 While COBRA has fairly straight forward effects, the qualifications and details are quite nuanced. Joining the show to help small business owners stay compliant with COBRA is Operations Manager, Benefits at Asure, Heather James!


Heather joins Mike Vannoy to dive into the history and regulations of COBRA. Heather explains the different qualifying events, the regulations for notifying an employee, and who COBRA applies to. 


 

Takeaways:

  • While many people think COBRA is insurance, in reality it is a law that requires employees still have access to group plans when they go through a qualifying event like leaving the company. 
  • COBRA requires that the employee must pay for the remaining benefits in full. The employee must pay both their previous contribution, and the previous employer's contribution. In some cases there is also a 2% administration fee. 
  • The DOL has strict regulations about notifying an employee about their COBRA eligibility, even down to font size and bolding. When notifying an employee, make sure you comply with the rules and regulations. 
  • As an employee, when you receive your packet from your employer, you have 60 days to make a decision as to your course of action. COBRA doesn’t kick in until your decision, but is applied retroactively to the date you lost your active policy. 
  • While many people think COBRA only applies to terminations, there are a few other qualifying events. Moving from full time to part time qualifies you as you are losing access to your healthcare benefits despite still working at the company. 
  • COBRA applies beyond just the employee and to their dependents. A divorced spouse or a dependent who turns 26 and ages out of coverage are both types of qualifying events for COBRA.
  • A common mistake employers make is not notifying their employees properly and through the correct channels. Every qualifying event needs to be notified for, and all notifications must happen through the US mail. 



Quote of the Show:

  • “COBRA is not the actual insurance, COBRA is the continuation of those rich group plans that you had.” - Heather James

Links:

Ways to Tune In:


]]> While COBRA has fairly straight forward effects, the qualifications and details are quite nuanced. Joining the show to help small business owners stay compliant with COBRA is Operations Manager, Benefits at Asure, Heather James!


Heather joins Mike Vannoy to dive into the history and regulations of COBRA. Heather explains the different qualifying events, the regulations for notifying an employee, and who COBRA applies to. 


 

Takeaways:

  • While many people think COBRA is insurance, in reality it is a law that requires employees still have access to group plans when they go through a qualifying event like leaving the company. 
  • COBRA requires that the employee must pay for the remaining benefits in full. The employee must pay both their previous contribution, and the previous employer's contribution. In some cases there is also a 2% administration fee. 
  • The DOL has strict regulations about notifying an employee about their COBRA eligibility, even down to font size and bolding. When notifying an employee, make sure you comply with the rules and regulations. 
  • As an employee, when you receive your packet from your employer, you have 60 days to make a decision as to your course of action. COBRA doesn’t kick in until your decision, but is applied retroactively to the date you lost your active policy. 
  • While many people think COBRA only applies to terminations, there are a few other qualifying events. Moving from full time to part time qualifies you as you are losing access to your healthcare benefits despite still working at the company. 
  • COBRA applies beyond just the employee and to their dependents. A divorced spouse or a dependent who turns 26 and ages out of coverage are both types of qualifying events for COBRA.
  • A common mistake employers make is not notifying their employees properly and through the correct channels. Every qualifying event needs to be notified for, and all notifications must happen through the US mail. 



Quote of the Show:

  • “COBRA is not the actual insurance, COBRA is the continuation of those rich group plans that you had.” - Heather James

Links:

Ways to Tune In:


]]> Thu, 16 May 2024 08:00:00 -0400 Asure Asure 3395 While COBRA has fairly straight forward effects, the qualifications and details are quite nuanced. Joining the show to help small business owners stay compliant with COBRA is Operations Manager, Benefits at Asure, Heather James!


Heather joins Mike Vannoy to dive into the history and regulations of COBRA. Heather explains the different qualifying events, the regulations for notifying an employee, and who COBRA applies to. 


 

Takeaways:

  • While many people think COBRA is insurance, in reality it is a law that requires employees still have access to group plans when they go through a qualifying event like leaving the company. 
  • COBRA requires that the employee must pay for the remaining benefits in full. The employee must pay both their previous contribution, and the previous employer's contribution. In some cases there is also a 2% administration fee. 
  • The DOL has strict regulations about notifying an employee about their COBRA eligibility, even down to font size and bolding. When notifying an employee, make sure you comply with the rules and regulations. 
  • As an employee, when you receive your packet from your employer, you have 60 days to make a decision as to your course of action. COBRA doesn’t kick in until your decision, but is applied retroactively to the date you lost your active policy. 
  • While many people think COBRA only applies to terminations, there are a few other qualifying events. Moving from full time to part time qualifies you as you are losing access to your healthcare benefits despite still working at the company. 
  • COBRA applies beyond just the employee and to their dependents. A divorced spouse or a dependent who turns 26 and ages out of coverage are both types of qualifying events for COBRA.
  • A common mistake employers make is not notifying their employees properly and through the correct channels. Every qualifying event needs to be notified for, and all notifications must happen through the US mail. 



Quote of the Show:

  • “COBRA is not the actual insurance, COBRA is the continuation of those rich group plans that you had.” - Heather James

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Heather James New FLSA Overtime Salary Threshold - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 100 100 100 New FLSA Overtime Salary Threshold - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 100 full ca3eef01-4168-4090-bb89-89ba4edda0e9 https://share.transistor.fm/s/92cf0c85 A recent ruling from the DOL has moved to raise the FLSA overtime salary threshold to $58,656 by 2025, and is poised to affect around 4 million employees. Here to help you prepare for the upcoming change is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins Host Mike Vannoy to discuss the nuances of the new threshold, and how employers can best prepare for the change. Mary shares ways you can communicate the change with employees, the challenges of transitioning employees to hourly, and the importance of a strong overtime policy.


  

Takeaways:

  • The Department Of Labor recently moved to raise the FLSA salary threshold for exempt workers. The previous threshold was $35,568 a year, on July 1st 2024 it will increase to $43,888, and on January 1st 2025 it increases again to $58,656 per year.
  • This higher threshold is estimated to result in a total $1.5B increase for salaries for employees, and employers need to be ready. While there are still a few months before the change, employers need to prepare for the transition now. 
  • This new increase will cause situations where existing employees are now paid the same as new employees. To help the disparity, increase existing employees salaries if possible, or offer them additional benefits like increased vacation time. 
  • While some employees will be getting a salary increase, some will be made hourly employees instead. While this can help your business, communication is key. Make your employees feel like a part of the decision and don’t make false promises. 
  • When you transfer employees from exempt to non-exempt, it’s crucial to clearly communicate the new rules. Write down the new rules and overtime guidelines for hourly employees, and ensure employees read and sign the new rules. 
  • As you transition employees to hourly, it’s important to consider what guidelines you need to follow. While extra hours outside of a regular schedule counts, something as simple as asking an employee to respond to an email after hours also counts. 

Quote of the Show:

  • “The way you communicate things to your employees is going to significantly change how they accept what you do.” - Mary Simmons

Links:

Ways to Tune In:


]]> A recent ruling from the DOL has moved to raise the FLSA overtime salary threshold to $58,656 by 2025, and is poised to affect around 4 million employees. Here to help you prepare for the upcoming change is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins Host Mike Vannoy to discuss the nuances of the new threshold, and how employers can best prepare for the change. Mary shares ways you can communicate the change with employees, the challenges of transitioning employees to hourly, and the importance of a strong overtime policy.


  

Takeaways:

  • The Department Of Labor recently moved to raise the FLSA salary threshold for exempt workers. The previous threshold was $35,568 a year, on July 1st 2024 it will increase to $43,888, and on January 1st 2025 it increases again to $58,656 per year.
  • This higher threshold is estimated to result in a total $1.5B increase for salaries for employees, and employers need to be ready. While there are still a few months before the change, employers need to prepare for the transition now. 
  • This new increase will cause situations where existing employees are now paid the same as new employees. To help the disparity, increase existing employees salaries if possible, or offer them additional benefits like increased vacation time. 
  • While some employees will be getting a salary increase, some will be made hourly employees instead. While this can help your business, communication is key. Make your employees feel like a part of the decision and don’t make false promises. 
  • When you transfer employees from exempt to non-exempt, it’s crucial to clearly communicate the new rules. Write down the new rules and overtime guidelines for hourly employees, and ensure employees read and sign the new rules. 
  • As you transition employees to hourly, it’s important to consider what guidelines you need to follow. While extra hours outside of a regular schedule counts, something as simple as asking an employee to respond to an email after hours also counts. 

Quote of the Show:

  • “The way you communicate things to your employees is going to significantly change how they accept what you do.” - Mary Simmons

Links:

Ways to Tune In:


]]> Thu, 09 May 2024 07:00:00 -0400 Asure Asure 3719 A recent ruling from the DOL has moved to raise the FLSA overtime salary threshold to $58,656 by 2025, and is poised to affect around 4 million employees. Here to help you prepare for the upcoming change is VP HR Compliance and Learning and Development at Asure Software, Mary Simmons!


Mary joins Host Mike Vannoy to discuss the nuances of the new threshold, and how employers can best prepare for the change. Mary shares ways you can communicate the change with employees, the challenges of transitioning employees to hourly, and the importance of a strong overtime policy.


  

Takeaways:

  • The Department Of Labor recently moved to raise the FLSA salary threshold for exempt workers. The previous threshold was $35,568 a year, on July 1st 2024 it will increase to $43,888, and on January 1st 2025 it increases again to $58,656 per year.
  • This higher threshold is estimated to result in a total $1.5B increase for salaries for employees, and employers need to be ready. While there are still a few months before the change, employers need to prepare for the transition now. 
  • This new increase will cause situations where existing employees are now paid the same as new employees. To help the disparity, increase existing employees salaries if possible, or offer them additional benefits like increased vacation time. 
  • While some employees will be getting a salary increase, some will be made hourly employees instead. While this can help your business, communication is key. Make your employees feel like a part of the decision and don’t make false promises. 
  • When you transfer employees from exempt to non-exempt, it’s crucial to clearly communicate the new rules. Write down the new rules and overtime guidelines for hourly employees, and ensure employees read and sign the new rules. 
  • As you transition employees to hourly, it’s important to consider what guidelines you need to follow. While extra hours outside of a regular schedule counts, something as simple as asking an employee to respond to an email after hours also counts. 

Quote of the Show:

  • “The way you communicate things to your employees is going to significantly change how they accept what you do.” - Mary Simmons

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Pay-As-You-Go Worker's Comp: Cost Advantages For Businesses - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 99 99 99 Pay-As-You-Go Worker's Comp: Cost Advantages For Businesses - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 99 full 22ead841-bec4-4219-970c-2486318bea42 https://share.transistor.fm/s/c9aeb104 While most business owners know they need workers comp, few know how to make it work efficiently for them. Here to explain the benefits of pay as you go workers comp is Vice President of Partner Strategy at E-COMP, Robert Campbell.


Robert joins Mike Vannoy to share why pay as you go workers comp is a crucial tool for managing your cash flow. Robert also shares the risks of mis classification, the need to automate payments, and why you should always require contractors to carry their own workers comp. 

Takeaways:

  • Business owners need to understand that pay as you go workers comp is ultimately a cash management tool. Any small business needs to be focused on cash management, and pay as you go workers comp lets you hold onto your cash for longer. 
  • Paying your taxes a year in advance would cause undue financial strain, and paying your workers comp in advance has the same disadvantages. By paying as you go, you pay more accurately, and keep your assets liquid. 
  • Managing different workers comp class codes requires careful documentation. If during an audit, you can’t document the split to an insurance company's satisfaction, you will pay the highest rated code for everyone.  
  • While your state may not require 1099 workers to carry their own workers comp insurance, you should still require it as a policy. Otherwise you open yourself to issues and possible misclassification fees.
  • Due to some rounding in the pay as you go process, there can still be a need to perform an audit. As you may estimate expected payroll wages, your actual number for wages may differ, resulting in the need to audit. 
  • While you can report pay as you go workers comp manually, having an automatic integration saves both time and effort. Automation sends data directly to your insurance provider, and significantly reduces the risk of error. 
  • When you are making manual payments and notifications are getting mailed, it can be easy to miss a bill or audit notification. By keeping things digital, you protect yourself from missing important notifications and having your policy canceled. 

Quote of the Show:

  • “There are people that just ignore their audit. Which is always a terrible idea.” - Robert Campbell

Links:

Ways to Tune In:

]]> While most business owners know they need workers comp, few know how to make it work efficiently for them. Here to explain the benefits of pay as you go workers comp is Vice President of Partner Strategy at E-COMP, Robert Campbell.


Robert joins Mike Vannoy to share why pay as you go workers comp is a crucial tool for managing your cash flow. Robert also shares the risks of mis classification, the need to automate payments, and why you should always require contractors to carry their own workers comp. 

Takeaways:

  • Business owners need to understand that pay as you go workers comp is ultimately a cash management tool. Any small business needs to be focused on cash management, and pay as you go workers comp lets you hold onto your cash for longer. 
  • Paying your taxes a year in advance would cause undue financial strain, and paying your workers comp in advance has the same disadvantages. By paying as you go, you pay more accurately, and keep your assets liquid. 
  • Managing different workers comp class codes requires careful documentation. If during an audit, you can’t document the split to an insurance company's satisfaction, you will pay the highest rated code for everyone.  
  • While your state may not require 1099 workers to carry their own workers comp insurance, you should still require it as a policy. Otherwise you open yourself to issues and possible misclassification fees.
  • Due to some rounding in the pay as you go process, there can still be a need to perform an audit. As you may estimate expected payroll wages, your actual number for wages may differ, resulting in the need to audit. 
  • While you can report pay as you go workers comp manually, having an automatic integration saves both time and effort. Automation sends data directly to your insurance provider, and significantly reduces the risk of error. 
  • When you are making manual payments and notifications are getting mailed, it can be easy to miss a bill or audit notification. By keeping things digital, you protect yourself from missing important notifications and having your policy canceled. 

Quote of the Show:

  • “There are people that just ignore their audit. Which is always a terrible idea.” - Robert Campbell

Links:

Ways to Tune In:

]]> Thu, 02 May 2024 01:00:00 -0400 Asure Asure 2866 While most business owners know they need workers comp, few know how to make it work efficiently for them. Here to explain the benefits of pay as you go workers comp is Vice President of Partner Strategy at E-COMP, Robert Campbell.


Robert joins Mike Vannoy to share why pay as you go workers comp is a crucial tool for managing your cash flow. Robert also shares the risks of mis classification, the need to automate payments, and why you should always require contractors to carry their own workers comp. 

Takeaways:

  • Business owners need to understand that pay as you go workers comp is ultimately a cash management tool. Any small business needs to be focused on cash management, and pay as you go workers comp lets you hold onto your cash for longer. 
  • Paying your taxes a year in advance would cause undue financial strain, and paying your workers comp in advance has the same disadvantages. By paying as you go, you pay more accurately, and keep your assets liquid. 
  • Managing different workers comp class codes requires careful documentation. If during an audit, you can’t document the split to an insurance company's satisfaction, you will pay the highest rated code for everyone.  
  • While your state may not require 1099 workers to carry their own workers comp insurance, you should still require it as a policy. Otherwise you open yourself to issues and possible misclassification fees.
  • Due to some rounding in the pay as you go process, there can still be a need to perform an audit. As you may estimate expected payroll wages, your actual number for wages may differ, resulting in the need to audit. 
  • While you can report pay as you go workers comp manually, having an automatic integration saves both time and effort. Automation sends data directly to your insurance provider, and significantly reduces the risk of error. 
  • When you are making manual payments and notifications are getting mailed, it can be easy to miss a bill or audit notification. By keeping things digital, you protect yourself from missing important notifications and having your policy canceled. 

Quote of the Show:

  • “There are people that just ignore their audit. Which is always a terrible idea.” - Robert Campbell

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Robert Campbell Affordable Care Act: Rules, Records and Repercussions - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 98 98 98 Affordable Care Act: Rules, Records and Repercussions - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 98 full 54b65641-1d02-4a7d-afd5-7e7862ceb4f1 https://share.transistor.fm/s/9429b507 The Affordable Care Act outlines which employers need to provide care, and what care they need to provide, yet is difficult to navigate. Here to help business owners better understand the ACA is Principal at Jackson Lewis P.C., Brian Shenker. 


Brian re-joins Host Mike Vannoy to dive into all things ACA. Brian breaks down the classification requirements for applicable large employers, the nuances of forms 1094C and 1095C, and the different safe harbors employers can choose from when determining affordability. 

 


Takeaways:

  • The most important thing small business owners need to understand about the ACA is whether they are subject to the law. For businesses that are growing, they need to be planning for ACA compliance.
  • The ACA does not require applicable large employers to provide healthcare, but will impose strict fines on companies that do not comply. While you can pay the fines to avoid providing healthcare, it is often more expensive to not comply. 
  • The ACA defines an applicable large employer as a company with more than 50 full time employees and equivalents. While the distinction seems fairly straightforward, ALEs are calculated by the hours each employee works, rather than just headcount. 
  • ALEs need to not only provide healthcare, but report on their providing as well. ALEs need to provide forms 1094C and 1095C to report on details including if coverage is offered and the value of the plan. 
  • It’s important to understand that forms 1094C and 1095C are different forms with their own filing requirements and date. These are not stapled to quarterly 941’s or your income tax return on April 15th. 
  • The ACA says that care offered to employees must be affordable, which is measured by 3 different safe harbors to choose from. Affordability is measured against either the federal poverty level, employee’s monthly pay, and employee W2 wages. 

Quote of the Show:

  • “ACA is not something that happens overnight. It’s something you need to plan for.” - Brian Shenker

Links:

Ways to Tune In:

]]> The Affordable Care Act outlines which employers need to provide care, and what care they need to provide, yet is difficult to navigate. Here to help business owners better understand the ACA is Principal at Jackson Lewis P.C., Brian Shenker. 


Brian re-joins Host Mike Vannoy to dive into all things ACA. Brian breaks down the classification requirements for applicable large employers, the nuances of forms 1094C and 1095C, and the different safe harbors employers can choose from when determining affordability. 

 


Takeaways:

  • The most important thing small business owners need to understand about the ACA is whether they are subject to the law. For businesses that are growing, they need to be planning for ACA compliance.
  • The ACA does not require applicable large employers to provide healthcare, but will impose strict fines on companies that do not comply. While you can pay the fines to avoid providing healthcare, it is often more expensive to not comply. 
  • The ACA defines an applicable large employer as a company with more than 50 full time employees and equivalents. While the distinction seems fairly straightforward, ALEs are calculated by the hours each employee works, rather than just headcount. 
  • ALEs need to not only provide healthcare, but report on their providing as well. ALEs need to provide forms 1094C and 1095C to report on details including if coverage is offered and the value of the plan. 
  • It’s important to understand that forms 1094C and 1095C are different forms with their own filing requirements and date. These are not stapled to quarterly 941’s or your income tax return on April 15th. 
  • The ACA says that care offered to employees must be affordable, which is measured by 3 different safe harbors to choose from. Affordability is measured against either the federal poverty level, employee’s monthly pay, and employee W2 wages. 

Quote of the Show:

  • “ACA is not something that happens overnight. It’s something you need to plan for.” - Brian Shenker

Links:

Ways to Tune In:

]]> Thu, 25 Apr 2024 01:00:00 -0400 Asure Asure 4079 The Affordable Care Act outlines which employers need to provide care, and what care they need to provide, yet is difficult to navigate. Here to help business owners better understand the ACA is Principal at Jackson Lewis P.C., Brian Shenker. 


Brian re-joins Host Mike Vannoy to dive into all things ACA. Brian breaks down the classification requirements for applicable large employers, the nuances of forms 1094C and 1095C, and the different safe harbors employers can choose from when determining affordability. 

 


Takeaways:

  • The most important thing small business owners need to understand about the ACA is whether they are subject to the law. For businesses that are growing, they need to be planning for ACA compliance.
  • The ACA does not require applicable large employers to provide healthcare, but will impose strict fines on companies that do not comply. While you can pay the fines to avoid providing healthcare, it is often more expensive to not comply. 
  • The ACA defines an applicable large employer as a company with more than 50 full time employees and equivalents. While the distinction seems fairly straightforward, ALEs are calculated by the hours each employee works, rather than just headcount. 
  • ALEs need to not only provide healthcare, but report on their providing as well. ALEs need to provide forms 1094C and 1095C to report on details including if coverage is offered and the value of the plan. 
  • It’s important to understand that forms 1094C and 1095C are different forms with their own filing requirements and date. These are not stapled to quarterly 941’s or your income tax return on April 15th. 
  • The ACA says that care offered to employees must be affordable, which is measured by 3 different safe harbors to choose from. Affordability is measured against either the federal poverty level, employee’s monthly pay, and employee W2 wages. 

Quote of the Show:

  • “ACA is not something that happens overnight. It’s something you need to plan for.” - Brian Shenker

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Proactive Health Management: Reducing FICA While Bending The Cost Curve Of Health Insurance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 97 97 97 Proactive Health Management: Reducing FICA While Bending The Cost Curve Of Health Insurance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 97 full 800cfd69-34e3-4a71-9bb2-ced5c6a8f17b https://share.transistor.fm/s/a14d207c Proactively making sure your employees are healthy results in a happier, healthier, and more satisfied employee base, but can also help businesses save money. Here to explain the benefits to proactive health management plans is CEO of Key Benefits Administrators, Larry Dust!


Host Mike Vannoy sits down with Larry to learn why proactive health management is good for both employees and employers. Larry shares the difference between proactive health management and wellness plans, the benefit of a coach, and how to empower employees to get the most out of their doctors visits. 

 

Takeaways:

  • Small business owners need to understand that proactive health management is not just a wellness program. Wellness programs lack results because they are not targeted enough, while proactive plans focus on tangible results.  
  • Good health is good business. By providing your employees with consistent care, chronic illnesses can be treated more effectively and cost efficiently. Consistent regimens of care can save 2⁄3 the cost of reactive treatment when issues arise. 
  • Coaching is a major part of a proactive health plan. By having a close relationship between employee and coach, employees get motivation to make changes and get plans to help them achieve their goals. 
  • As patient doctor relationships are changing, having a coach helps employees get the most out of their doctor's visits. If patients have follow up questions or need help finding the right words to use at appointments, coaches become a crucial resource. 
  • Managing care for your employees requires providing the proper incentives to complete treatment. Providing reductions to employee contribution upon 100% completion of care saves both employees and employers money.  
  • Ultimately, proactive management plans are not providing care, but are scouting for patients who may need care. Once identified, these patients are given education to have a more effective interaction with their healthcare provider. 
  • The best treatment for a disease happens in stage one, however, due to financial constraints, many patients don’t seek medical care until stages 3 or 4. By assisting employees, you allow patients to seek care when issues arise. 


Quote of the Show:

  • “We're not delivering the care, we're the patient scout for the doctors.” - Larry Dust

Links:

Ways to Tune In:

]]> Proactively making sure your employees are healthy results in a happier, healthier, and more satisfied employee base, but can also help businesses save money. Here to explain the benefits to proactive health management plans is CEO of Key Benefits Administrators, Larry Dust!


Host Mike Vannoy sits down with Larry to learn why proactive health management is good for both employees and employers. Larry shares the difference between proactive health management and wellness plans, the benefit of a coach, and how to empower employees to get the most out of their doctors visits. 

 

Takeaways:

  • Small business owners need to understand that proactive health management is not just a wellness program. Wellness programs lack results because they are not targeted enough, while proactive plans focus on tangible results.  
  • Good health is good business. By providing your employees with consistent care, chronic illnesses can be treated more effectively and cost efficiently. Consistent regimens of care can save 2⁄3 the cost of reactive treatment when issues arise. 
  • Coaching is a major part of a proactive health plan. By having a close relationship between employee and coach, employees get motivation to make changes and get plans to help them achieve their goals. 
  • As patient doctor relationships are changing, having a coach helps employees get the most out of their doctor's visits. If patients have follow up questions or need help finding the right words to use at appointments, coaches become a crucial resource. 
  • Managing care for your employees requires providing the proper incentives to complete treatment. Providing reductions to employee contribution upon 100% completion of care saves both employees and employers money.  
  • Ultimately, proactive management plans are not providing care, but are scouting for patients who may need care. Once identified, these patients are given education to have a more effective interaction with their healthcare provider. 
  • The best treatment for a disease happens in stage one, however, due to financial constraints, many patients don’t seek medical care until stages 3 or 4. By assisting employees, you allow patients to seek care when issues arise. 


Quote of the Show:

  • “We're not delivering the care, we're the patient scout for the doctors.” - Larry Dust

Links:

Ways to Tune In:

]]> Thu, 18 Apr 2024 01:00:00 -0400 Asure Asure 3749 Proactively making sure your employees are healthy results in a happier, healthier, and more satisfied employee base, but can also help businesses save money. Here to explain the benefits to proactive health management plans is CEO of Key Benefits Administrators, Larry Dust!


Host Mike Vannoy sits down with Larry to learn why proactive health management is good for both employees and employers. Larry shares the difference between proactive health management and wellness plans, the benefit of a coach, and how to empower employees to get the most out of their doctors visits. 

 

Takeaways:

  • Small business owners need to understand that proactive health management is not just a wellness program. Wellness programs lack results because they are not targeted enough, while proactive plans focus on tangible results.  
  • Good health is good business. By providing your employees with consistent care, chronic illnesses can be treated more effectively and cost efficiently. Consistent regimens of care can save 2⁄3 the cost of reactive treatment when issues arise. 
  • Coaching is a major part of a proactive health plan. By having a close relationship between employee and coach, employees get motivation to make changes and get plans to help them achieve their goals. 
  • As patient doctor relationships are changing, having a coach helps employees get the most out of their doctor's visits. If patients have follow up questions or need help finding the right words to use at appointments, coaches become a crucial resource. 
  • Managing care for your employees requires providing the proper incentives to complete treatment. Providing reductions to employee contribution upon 100% completion of care saves both employees and employers money.  
  • Ultimately, proactive management plans are not providing care, but are scouting for patients who may need care. Once identified, these patients are given education to have a more effective interaction with their healthcare provider. 
  • The best treatment for a disease happens in stage one, however, due to financial constraints, many patients don’t seek medical care until stages 3 or 4. By assisting employees, you allow patients to seek care when issues arise. 


Quote of the Show:

  • “We're not delivering the care, we're the patient scout for the doctors.” - Larry Dust

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Larry Dust Understanding Isolating And Allocating Growth Capital - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 96 96 96 Understanding Isolating And Allocating Growth Capital - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 96 full cf60832b-718c-453b-be89-0aa6742c4c38 https://share.transistor.fm/s/f3e09ddd Every business wants to grow, but can growth potentially hurt your business? This week’s guest thinks so. He’s a speaker, entrepreneur, and financial expert who helps businesses uncover the secrets to profitability. Joining the show this week is Partner at Carr, Riggs & Ingram, Greg Crabtree!


Greg sits down with Mike Vannoy to explore the world of Growth Capital. Greg explains what the cost to power ratio is, how changing your billing cycle can free up revenue, and when it makes sense to borrow vs spend your own cash. 

 


Takeaways:

  • A common area where business owners get themselves into trouble is by trying to apply a method or practice from a different category of business to their own. If funding strategies don’t line up, businesses can quickly find themselves losing money.  
  • There are three capital types, light, moderate, and heavy. Capital light businesses hold no inventory or accounts receivable and get paid upon service. Moderate businesses hold either inventory or accounts receivable, and heavy businesses hold both. 
  • The cash to power ratio is between your trade capital amounts and your profits. If trade capital is 10% and profit is 5%, you will lose 5% of your revenue before making your first dollar. By decreasing trade capital and increasing profit, you access funds sooner.
  • Growth is something that should be pursued, but not at the expense of the business. If you are looking to drive new revenue, but don’t have a line of credit available or cash on hand, prioritize growing your cash on hand first. 
  • One of the best ways to free up capital is to lengthen out how long it takes you to pay your suppliers, while at the same time shortening your payment times with your customers. If you can try to bill them as soon as services are rendered. 
  • Borrowed capital can be dangerous, but there are times where it makes sense. If you are buying a productive asset like a van or cnc machine, financing the purchase allows you to keep two months of business expenses in cash on hand. 
  • Businesses need to start with profitability, and profitability comes from understanding the data behind your business. Once you know the data you can identify which areas are making or losing you money. 


Quote of the Show:

  • “Cash is a choice and debt is a choice.” - Greg Crabtree

Links:

Ways to Tune In:


]]> Every business wants to grow, but can growth potentially hurt your business? This week’s guest thinks so. He’s a speaker, entrepreneur, and financial expert who helps businesses uncover the secrets to profitability. Joining the show this week is Partner at Carr, Riggs & Ingram, Greg Crabtree!


Greg sits down with Mike Vannoy to explore the world of Growth Capital. Greg explains what the cost to power ratio is, how changing your billing cycle can free up revenue, and when it makes sense to borrow vs spend your own cash. 

 


Takeaways:

  • A common area where business owners get themselves into trouble is by trying to apply a method or practice from a different category of business to their own. If funding strategies don’t line up, businesses can quickly find themselves losing money.  
  • There are three capital types, light, moderate, and heavy. Capital light businesses hold no inventory or accounts receivable and get paid upon service. Moderate businesses hold either inventory or accounts receivable, and heavy businesses hold both. 
  • The cash to power ratio is between your trade capital amounts and your profits. If trade capital is 10% and profit is 5%, you will lose 5% of your revenue before making your first dollar. By decreasing trade capital and increasing profit, you access funds sooner.
  • Growth is something that should be pursued, but not at the expense of the business. If you are looking to drive new revenue, but don’t have a line of credit available or cash on hand, prioritize growing your cash on hand first. 
  • One of the best ways to free up capital is to lengthen out how long it takes you to pay your suppliers, while at the same time shortening your payment times with your customers. If you can try to bill them as soon as services are rendered. 
  • Borrowed capital can be dangerous, but there are times where it makes sense. If you are buying a productive asset like a van or cnc machine, financing the purchase allows you to keep two months of business expenses in cash on hand. 
  • Businesses need to start with profitability, and profitability comes from understanding the data behind your business. Once you know the data you can identify which areas are making or losing you money. 


Quote of the Show:

  • “Cash is a choice and debt is a choice.” - Greg Crabtree

Links:

Ways to Tune In:


]]> Thu, 11 Apr 2024 01:00:00 -0400 Asure Asure 2938 Every business wants to grow, but can growth potentially hurt your business? This week’s guest thinks so. He’s a speaker, entrepreneur, and financial expert who helps businesses uncover the secrets to profitability. Joining the show this week is Partner at Carr, Riggs & Ingram, Greg Crabtree!


Greg sits down with Mike Vannoy to explore the world of Growth Capital. Greg explains what the cost to power ratio is, how changing your billing cycle can free up revenue, and when it makes sense to borrow vs spend your own cash. 

 


Takeaways:

  • A common area where business owners get themselves into trouble is by trying to apply a method or practice from a different category of business to their own. If funding strategies don’t line up, businesses can quickly find themselves losing money.  
  • There are three capital types, light, moderate, and heavy. Capital light businesses hold no inventory or accounts receivable and get paid upon service. Moderate businesses hold either inventory or accounts receivable, and heavy businesses hold both. 
  • The cash to power ratio is between your trade capital amounts and your profits. If trade capital is 10% and profit is 5%, you will lose 5% of your revenue before making your first dollar. By decreasing trade capital and increasing profit, you access funds sooner.
  • Growth is something that should be pursued, but not at the expense of the business. If you are looking to drive new revenue, but don’t have a line of credit available or cash on hand, prioritize growing your cash on hand first. 
  • One of the best ways to free up capital is to lengthen out how long it takes you to pay your suppliers, while at the same time shortening your payment times with your customers. If you can try to bill them as soon as services are rendered. 
  • Borrowed capital can be dangerous, but there are times where it makes sense. If you are buying a productive asset like a van or cnc machine, financing the purchase allows you to keep two months of business expenses in cash on hand. 
  • Businesses need to start with profitability, and profitability comes from understanding the data behind your business. Once you know the data you can identify which areas are making or losing you money. 


Quote of the Show:

  • “Cash is a choice and debt is a choice.” - Greg Crabtree

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Greg Crabtree Anti-Discrimination Laws: Are Your Hiring Practices EEO Compliant? - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 95 95 95 Anti-Discrimination Laws: Are Your Hiring Practices EEO Compliant? - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 95 full e7074ad5-4685-47b7-80a5-fd8212b36fa3 https://share.transistor.fm/s/d101c675 Staying compliant during your hiring process can be challenging, especially as well intentioned questions can actually end up being discriminatory. Our guest this week helps clear up any misconceptions around EEOC. Please welcome to the show, VP of HR Compliance and Learning and Development at Asure, Mary Simmons!


Mary and Mike sit down to explore some of the common pitfalls employers experience in the hiring process. Mary dives into the federally protected classes, the importance of having consistent questions, and how to write accurate physical requirements in your job descriptions. 

  

Takeaways:

  • While some states may not require anti harassment training, there is still a federal level of regulations that need to be observed. By knowing the nuances of your state you can ensure you stay compliant with regulations. 
  • Under the EEOC, there are 8 protected classes: race, color, religion, sex, national origin, age, disability, and genetic information. These are the federal protected classes, and some states add on additional protected classes. 
  • For employers, acting out of good intentions can accidentally count as discrimination. While moving a pregnant employee to a less physically strenuous job may seem like an accommodation, doing so without asking could be considered discrimination. 
  • While it may be tempting to discredit employee feelings alone, doing so can have negative repercussions. While you may not be found legally responsible in a lawsuit, the cost and reputation losses alone can severely impact your working environment.
  • When building out your job description, you need to have physical requirements that are realistic. Any job, whether it’s working in a warehouse or sitting at a desk should include the physical requirements of the role. 
  • When dealing with disability in the hiring process, employers need to ask all candidates the same questions, and allow the candidate to make the distinction as to if they can meet the physical requirements. 
  • No two candidates are the same, and asking the same questions protects you from being discriminatory. Consistency in your questions allows you to evaluate your candidates on the basis of their answers. 


Quote of the Show:

  • “Feelings are important here, because I have to feel safe at work.” - Mary Simmons

Links:

Ways to Tune In:


]]> Staying compliant during your hiring process can be challenging, especially as well intentioned questions can actually end up being discriminatory. Our guest this week helps clear up any misconceptions around EEOC. Please welcome to the show, VP of HR Compliance and Learning and Development at Asure, Mary Simmons!


Mary and Mike sit down to explore some of the common pitfalls employers experience in the hiring process. Mary dives into the federally protected classes, the importance of having consistent questions, and how to write accurate physical requirements in your job descriptions. 

  

Takeaways:

  • While some states may not require anti harassment training, there is still a federal level of regulations that need to be observed. By knowing the nuances of your state you can ensure you stay compliant with regulations. 
  • Under the EEOC, there are 8 protected classes: race, color, religion, sex, national origin, age, disability, and genetic information. These are the federal protected classes, and some states add on additional protected classes. 
  • For employers, acting out of good intentions can accidentally count as discrimination. While moving a pregnant employee to a less physically strenuous job may seem like an accommodation, doing so without asking could be considered discrimination. 
  • While it may be tempting to discredit employee feelings alone, doing so can have negative repercussions. While you may not be found legally responsible in a lawsuit, the cost and reputation losses alone can severely impact your working environment.
  • When building out your job description, you need to have physical requirements that are realistic. Any job, whether it’s working in a warehouse or sitting at a desk should include the physical requirements of the role. 
  • When dealing with disability in the hiring process, employers need to ask all candidates the same questions, and allow the candidate to make the distinction as to if they can meet the physical requirements. 
  • No two candidates are the same, and asking the same questions protects you from being discriminatory. Consistency in your questions allows you to evaluate your candidates on the basis of their answers. 


Quote of the Show:

  • “Feelings are important here, because I have to feel safe at work.” - Mary Simmons

Links:

Ways to Tune In:


]]> Thu, 04 Apr 2024 01:00:00 -0400 Asure Asure 3592 Staying compliant during your hiring process can be challenging, especially as well intentioned questions can actually end up being discriminatory. Our guest this week helps clear up any misconceptions around EEOC. Please welcome to the show, VP of HR Compliance and Learning and Development at Asure, Mary Simmons!


Mary and Mike sit down to explore some of the common pitfalls employers experience in the hiring process. Mary dives into the federally protected classes, the importance of having consistent questions, and how to write accurate physical requirements in your job descriptions. 

  

Takeaways:

  • While some states may not require anti harassment training, there is still a federal level of regulations that need to be observed. By knowing the nuances of your state you can ensure you stay compliant with regulations. 
  • Under the EEOC, there are 8 protected classes: race, color, religion, sex, national origin, age, disability, and genetic information. These are the federal protected classes, and some states add on additional protected classes. 
  • For employers, acting out of good intentions can accidentally count as discrimination. While moving a pregnant employee to a less physically strenuous job may seem like an accommodation, doing so without asking could be considered discrimination. 
  • While it may be tempting to discredit employee feelings alone, doing so can have negative repercussions. While you may not be found legally responsible in a lawsuit, the cost and reputation losses alone can severely impact your working environment.
  • When building out your job description, you need to have physical requirements that are realistic. Any job, whether it’s working in a warehouse or sitting at a desk should include the physical requirements of the role. 
  • When dealing with disability in the hiring process, employers need to ask all candidates the same questions, and allow the candidate to make the distinction as to if they can meet the physical requirements. 
  • No two candidates are the same, and asking the same questions protects you from being discriminatory. Consistency in your questions allows you to evaluate your candidates on the basis of their answers. 


Quote of the Show:

  • “Feelings are important here, because I have to feel safe at work.” - Mary Simmons

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons On-Demand Pay: The New Must-Have Benefit for Job Seekers - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 94 94 94 On-Demand Pay: The New Must-Have Benefit for Job Seekers - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 94 full 498f68a9-cb0f-4f1e-934b-226278b05013 https://share.transistor.fm/s/0ec000ef As technology advances, so should your payroll. On demand pay is becoming more of a desire for the workforce, and it benefits employers as well as employees. Here to explain the world of on demand pay is VP of Sales at ZayZoon, Shane Edrington.


Shane sits down with Host Mike Vannoy to dispel some myths about earned wage access. Shane shares how on demand pay results in happier employers, how it can prevent unnecessary losses for businesses, and what types of employees it makes the most sense for. 

  

Takeaways:

  • Employers need to understand what earned wage access is and isn’t. While on demand pay fills a similar need to pay day loans, or advances, it isn’t the same. On demand pay simply gives employees faster access to their earned wages. 
  • When thinking about financial wellness, employers need to give their employees as much agency as possible. While some employers may think that holding on to pay is better, it’s ultimately more of a burden on employees. 
  • When payroll took longer and was more cost prohibitive, it made sense for employees to only get paid bi-weekly. Because of how efficient payroll has gotten, many employees are starting to desire a faster pay cadence. 
  • The types of employees who benefit from on demand pay the most are people who make between $30,000 to $80,000 a year. Typically these are people who are in some way, living paycheck to paycheck. 
  • By utilizing on demand pay, you help protect your business. In quick service restaurant or convenience store applications, the use of on demand pay resulted in theft from the till dropping by 90%.
  • On demand pay results in happier employees, and directly results in lowered employee turnover. Businesses with on demand pay see up to a 29% reduction in turnover, equating to a savings of $10,000 a year for every 100 employees paid.
  • When looking for a provider, employers should prioritize ease of use and automation. Solutions that require a human to enter data are time consuming, inefficient, and run the risk of having errors.  

Quote of the Show:

  • “For me, it's more about, are you giving employees access to something that will directly improve their financial position?” - Shane Edrington

Links:

Ways to Tune In:

]]> As technology advances, so should your payroll. On demand pay is becoming more of a desire for the workforce, and it benefits employers as well as employees. Here to explain the world of on demand pay is VP of Sales at ZayZoon, Shane Edrington.


Shane sits down with Host Mike Vannoy to dispel some myths about earned wage access. Shane shares how on demand pay results in happier employers, how it can prevent unnecessary losses for businesses, and what types of employees it makes the most sense for. 

  

Takeaways:

  • Employers need to understand what earned wage access is and isn’t. While on demand pay fills a similar need to pay day loans, or advances, it isn’t the same. On demand pay simply gives employees faster access to their earned wages. 
  • When thinking about financial wellness, employers need to give their employees as much agency as possible. While some employers may think that holding on to pay is better, it’s ultimately more of a burden on employees. 
  • When payroll took longer and was more cost prohibitive, it made sense for employees to only get paid bi-weekly. Because of how efficient payroll has gotten, many employees are starting to desire a faster pay cadence. 
  • The types of employees who benefit from on demand pay the most are people who make between $30,000 to $80,000 a year. Typically these are people who are in some way, living paycheck to paycheck. 
  • By utilizing on demand pay, you help protect your business. In quick service restaurant or convenience store applications, the use of on demand pay resulted in theft from the till dropping by 90%.
  • On demand pay results in happier employees, and directly results in lowered employee turnover. Businesses with on demand pay see up to a 29% reduction in turnover, equating to a savings of $10,000 a year for every 100 employees paid.
  • When looking for a provider, employers should prioritize ease of use and automation. Solutions that require a human to enter data are time consuming, inefficient, and run the risk of having errors.  

Quote of the Show:

  • “For me, it's more about, are you giving employees access to something that will directly improve their financial position?” - Shane Edrington

Links:

Ways to Tune In:

]]> Thu, 28 Mar 2024 01:00:00 -0400 Asure Asure 3038 As technology advances, so should your payroll. On demand pay is becoming more of a desire for the workforce, and it benefits employers as well as employees. Here to explain the world of on demand pay is VP of Sales at ZayZoon, Shane Edrington.


Shane sits down with Host Mike Vannoy to dispel some myths about earned wage access. Shane shares how on demand pay results in happier employers, how it can prevent unnecessary losses for businesses, and what types of employees it makes the most sense for. 

  

Takeaways:

  • Employers need to understand what earned wage access is and isn’t. While on demand pay fills a similar need to pay day loans, or advances, it isn’t the same. On demand pay simply gives employees faster access to their earned wages. 
  • When thinking about financial wellness, employers need to give their employees as much agency as possible. While some employers may think that holding on to pay is better, it’s ultimately more of a burden on employees. 
  • When payroll took longer and was more cost prohibitive, it made sense for employees to only get paid bi-weekly. Because of how efficient payroll has gotten, many employees are starting to desire a faster pay cadence. 
  • The types of employees who benefit from on demand pay the most are people who make between $30,000 to $80,000 a year. Typically these are people who are in some way, living paycheck to paycheck. 
  • By utilizing on demand pay, you help protect your business. In quick service restaurant or convenience store applications, the use of on demand pay resulted in theft from the till dropping by 90%.
  • On demand pay results in happier employees, and directly results in lowered employee turnover. Businesses with on demand pay see up to a 29% reduction in turnover, equating to a savings of $10,000 a year for every 100 employees paid.
  • When looking for a provider, employers should prioritize ease of use and automation. Solutions that require a human to enter data are time consuming, inefficient, and run the risk of having errors.  

Quote of the Show:

  • “For me, it's more about, are you giving employees access to something that will directly improve their financial position?” - Shane Edrington

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Shane Edrington Why 401(k) is a Smart Choice for Small Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 93 93 93 Why 401(k) is a Smart Choice for Small Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 93 full 1451fee6-3b66-4a00-b1be-980c1abada23 https://share.transistor.fm/s/c77cd0c6 For most employees, a 401k is a requirement, not just a perk. Here to help your business stay competitive is a 401k expert with over 20 years of experience. Joining the show this week is President of Workplace Savings at Vestwell, Richard Tatum!


Richard sits down with Mike Vannoy to dive into all things 401k. Richard shares tax credits employers can take advantage of, how to count an employee's student loan payments towards retirement, and why a 401k provides employees with more than just a retirement fund. 

 


Takeaways:

  • In the eyes of workers, 401k’s have evolved. What once used to be just a perk has become more of a brand in and of itself. As 85% of workers want a 401k, retirement plans are a crucial part of hiring and retaining talent. 
  • While 401k plans were once quite complex, managed accounts have made them much more streamlined. Rather than need to pick specific funds, employees only need to choose their risk tolerances and timelines. 
  • When 401k’s were managed on paper, many employees and employers found them cumbersome to participate in. Technology now allows for 401k’s to be managed digitally, offering a new level of convenience to employees and employers alike. 
  • A 401k offers tangible benefits to employees in the form of tax breaks and retirement funds, but can offer intangible benefits as well. By helping build your employees financial stability, they will be less stressed, and more engaged at work. 
  • Employees are changing jobs more frequently, and are seeing benefits at more companies than ever before. If you haven’t updated your 401k in a few years, reviewing and updating your plans will keep you competitive and help better retain employees. 
  • Comparing industry data for plans is easier than ever before. Most managed plan providers have access to data and can help you make an informed choice. Businesses should lean on their providers to provide the best plans possible. 
  • Employees shouldn’t need to choose between paying for student loans and saving for retirement, and with the SECURE act 2.0 they don't! Employers can add an option to 401k plans to match student loan payments into a retirement plan. 


Quote of the Show:

  • “It's just statistically proven that employer sponsored plans are better at getting people off the sidelines and saving for retirement.” - Richard Tatum

Links:

Ways to Tune In:


]]> For most employees, a 401k is a requirement, not just a perk. Here to help your business stay competitive is a 401k expert with over 20 years of experience. Joining the show this week is President of Workplace Savings at Vestwell, Richard Tatum!


Richard sits down with Mike Vannoy to dive into all things 401k. Richard shares tax credits employers can take advantage of, how to count an employee's student loan payments towards retirement, and why a 401k provides employees with more than just a retirement fund. 

 


Takeaways:

  • In the eyes of workers, 401k’s have evolved. What once used to be just a perk has become more of a brand in and of itself. As 85% of workers want a 401k, retirement plans are a crucial part of hiring and retaining talent. 
  • While 401k plans were once quite complex, managed accounts have made them much more streamlined. Rather than need to pick specific funds, employees only need to choose their risk tolerances and timelines. 
  • When 401k’s were managed on paper, many employees and employers found them cumbersome to participate in. Technology now allows for 401k’s to be managed digitally, offering a new level of convenience to employees and employers alike. 
  • A 401k offers tangible benefits to employees in the form of tax breaks and retirement funds, but can offer intangible benefits as well. By helping build your employees financial stability, they will be less stressed, and more engaged at work. 
  • Employees are changing jobs more frequently, and are seeing benefits at more companies than ever before. If you haven’t updated your 401k in a few years, reviewing and updating your plans will keep you competitive and help better retain employees. 
  • Comparing industry data for plans is easier than ever before. Most managed plan providers have access to data and can help you make an informed choice. Businesses should lean on their providers to provide the best plans possible. 
  • Employees shouldn’t need to choose between paying for student loans and saving for retirement, and with the SECURE act 2.0 they don't! Employers can add an option to 401k plans to match student loan payments into a retirement plan. 


Quote of the Show:

  • “It's just statistically proven that employer sponsored plans are better at getting people off the sidelines and saving for retirement.” - Richard Tatum

Links:

Ways to Tune In:


]]> Thu, 21 Mar 2024 01:00:00 -0400 Asure Asure 3728 For most employees, a 401k is a requirement, not just a perk. Here to help your business stay competitive is a 401k expert with over 20 years of experience. Joining the show this week is President of Workplace Savings at Vestwell, Richard Tatum!


Richard sits down with Mike Vannoy to dive into all things 401k. Richard shares tax credits employers can take advantage of, how to count an employee's student loan payments towards retirement, and why a 401k provides employees with more than just a retirement fund. 

 


Takeaways:

  • In the eyes of workers, 401k’s have evolved. What once used to be just a perk has become more of a brand in and of itself. As 85% of workers want a 401k, retirement plans are a crucial part of hiring and retaining talent. 
  • While 401k plans were once quite complex, managed accounts have made them much more streamlined. Rather than need to pick specific funds, employees only need to choose their risk tolerances and timelines. 
  • When 401k’s were managed on paper, many employees and employers found them cumbersome to participate in. Technology now allows for 401k’s to be managed digitally, offering a new level of convenience to employees and employers alike. 
  • A 401k offers tangible benefits to employees in the form of tax breaks and retirement funds, but can offer intangible benefits as well. By helping build your employees financial stability, they will be less stressed, and more engaged at work. 
  • Employees are changing jobs more frequently, and are seeing benefits at more companies than ever before. If you haven’t updated your 401k in a few years, reviewing and updating your plans will keep you competitive and help better retain employees. 
  • Comparing industry data for plans is easier than ever before. Most managed plan providers have access to data and can help you make an informed choice. Businesses should lean on their providers to provide the best plans possible. 
  • Employees shouldn’t need to choose between paying for student loans and saving for retirement, and with the SECURE act 2.0 they don't! Employers can add an option to 401k plans to match student loan payments into a retirement plan. 


Quote of the Show:

  • “It's just statistically proven that employer sponsored plans are better at getting people off the sidelines and saving for retirement.” - Richard Tatum

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Richard Tatum FMLA: What Family Medical Leave Act Provisions Mean for Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 92 92 92 FMLA: What Family Medical Leave Act Provisions Mean for Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode # 92 full 4120d581-7c08-4283-9562-695e78c6d07b https://share.transistor.fm/s/87da1231 The Family Medical Leave Act is an important piece of legislation that provides employees of certain businesses with protections in the case of a medical leave. Understanding the nuances of the FMLA will help your business stay compliant and help your employees take advantage of a critical resource. Here to demystify the FMLA is Principal at Jackson Lewis PC, Brian Shenker!


Brian joins Host Mike Vannoy to unpack what you need to know about the FMLA. Brian shares requirements for both employers and employees, dives into what events are covered, and highlights some of the potential situations that businesses may find themselves in. 


 

Takeaways:

  • The FMLA states that qualifying employees are allowed to take up to 12 weeks of unpaid job protected leave to care for themselves or a family member. When they return, they must be returned to the same job. 
  •  While the FMLA is a semi recent job law, it was built upon the progress of other laws including the ADA. Prior to the law, employees were often forced to quit their jobs just to care for a family member. 
  • While compliance with the FMLA is necessary, it isn’t the end all be all of leave. Much like states can have higher minimum wages compared to the FLSA, leave can vary by location. Understanding local laws will help you stay compliant. 
  • For an employee to take advantage of the FMLA, there are a few requirements they need to meet. Employees must have been employed with the company for at least 12 months. These months don’t need to be consecutive, and are counted up until the leave. 
  • The FMLA has certain exceptions that make it non applicable to small businesses. To follow the FMLA, businesses must have at least 50 employees who are within a 75 mile radius. 
  • To take unpaid protected leave, employees must either be dealing with their own medical issue, or providing care for a parent, spouse, or child. Cousins, siblings, and other family members are not part of the umbrella of people an employee can take leave for. 
  • While FMLA abuse does exist, it’s best for employers to err on the side of caution. By playing the role of “doctor” or “lawyer” and trying to determine if an employee’s case is eligible, you run the risk of legal ramifications. 

Quote of the Show:

  • “If you don't think FMLA applies to you, but it does, you're going to be committing violation after violation.” - Brian Shenker

Links:

Ways to Tune In:

]]> The Family Medical Leave Act is an important piece of legislation that provides employees of certain businesses with protections in the case of a medical leave. Understanding the nuances of the FMLA will help your business stay compliant and help your employees take advantage of a critical resource. Here to demystify the FMLA is Principal at Jackson Lewis PC, Brian Shenker!


Brian joins Host Mike Vannoy to unpack what you need to know about the FMLA. Brian shares requirements for both employers and employees, dives into what events are covered, and highlights some of the potential situations that businesses may find themselves in. 


 

Takeaways:

  • The FMLA states that qualifying employees are allowed to take up to 12 weeks of unpaid job protected leave to care for themselves or a family member. When they return, they must be returned to the same job. 
  •  While the FMLA is a semi recent job law, it was built upon the progress of other laws including the ADA. Prior to the law, employees were often forced to quit their jobs just to care for a family member. 
  • While compliance with the FMLA is necessary, it isn’t the end all be all of leave. Much like states can have higher minimum wages compared to the FLSA, leave can vary by location. Understanding local laws will help you stay compliant. 
  • For an employee to take advantage of the FMLA, there are a few requirements they need to meet. Employees must have been employed with the company for at least 12 months. These months don’t need to be consecutive, and are counted up until the leave. 
  • The FMLA has certain exceptions that make it non applicable to small businesses. To follow the FMLA, businesses must have at least 50 employees who are within a 75 mile radius. 
  • To take unpaid protected leave, employees must either be dealing with their own medical issue, or providing care for a parent, spouse, or child. Cousins, siblings, and other family members are not part of the umbrella of people an employee can take leave for. 
  • While FMLA abuse does exist, it’s best for employers to err on the side of caution. By playing the role of “doctor” or “lawyer” and trying to determine if an employee’s case is eligible, you run the risk of legal ramifications. 

Quote of the Show:

  • “If you don't think FMLA applies to you, but it does, you're going to be committing violation after violation.” - Brian Shenker

Links:

Ways to Tune In:

]]> Thu, 14 Mar 2024 01:00:00 -0400 Asure Asure 4051 The Family Medical Leave Act is an important piece of legislation that provides employees of certain businesses with protections in the case of a medical leave. Understanding the nuances of the FMLA will help your business stay compliant and help your employees take advantage of a critical resource. Here to demystify the FMLA is Principal at Jackson Lewis PC, Brian Shenker!


Brian joins Host Mike Vannoy to unpack what you need to know about the FMLA. Brian shares requirements for both employers and employees, dives into what events are covered, and highlights some of the potential situations that businesses may find themselves in. 


 

Takeaways:

  • The FMLA states that qualifying employees are allowed to take up to 12 weeks of unpaid job protected leave to care for themselves or a family member. When they return, they must be returned to the same job. 
  •  While the FMLA is a semi recent job law, it was built upon the progress of other laws including the ADA. Prior to the law, employees were often forced to quit their jobs just to care for a family member. 
  • While compliance with the FMLA is necessary, it isn’t the end all be all of leave. Much like states can have higher minimum wages compared to the FLSA, leave can vary by location. Understanding local laws will help you stay compliant. 
  • For an employee to take advantage of the FMLA, there are a few requirements they need to meet. Employees must have been employed with the company for at least 12 months. These months don’t need to be consecutive, and are counted up until the leave. 
  • The FMLA has certain exceptions that make it non applicable to small businesses. To follow the FMLA, businesses must have at least 50 employees who are within a 75 mile radius. 
  • To take unpaid protected leave, employees must either be dealing with their own medical issue, or providing care for a parent, spouse, or child. Cousins, siblings, and other family members are not part of the umbrella of people an employee can take leave for. 
  • While FMLA abuse does exist, it’s best for employers to err on the side of caution. By playing the role of “doctor” or “lawyer” and trying to determine if an employee’s case is eligible, you run the risk of legal ramifications. 

Quote of the Show:

  • “If you don't think FMLA applies to you, but it does, you're going to be committing violation after violation.” - Brian Shenker

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Tax Filing, Deductions, Credits & Changes: Tax Compliance Considerations for Small Business Owners - Mission to Grow - Episode #91 91 91 Tax Filing, Deductions, Credits & Changes: Tax Compliance Considerations for Small Business Owners - Mission to Grow - Episode #91 full dd14a16b-7ffd-4096-94e1-c990d91e6941 https://share.transistor.fm/s/84a9260f No business wants to deal with an audit from the IRS, and properly understanding how to be tax compliant is the best way to keep your business running smoothly. Here to help you stay compliant is Sr. Director of Tax Operations at Asure, Janel Weinke!


Janel and Host Mike Vannoy chat about all things compliance and credits. Janel shares the nuances that different municipalities can have for filing, the differences between filing quarterly and yearly, and how to handle an abatement. 

Takeaways:

  • While there are a lot of nuances to understand about payroll taxes, the most important thing to keep in mind is to pay and file on time. None of the other nuances matter if you don’t file on time. 
  • For most districts, there are two potential time frames you need to file along, quarterly or yearly. For a business that has over $1500 in payroll liabilities, you need to file quarterly, under that amount and you can file yearly.  
  • Even if you have no liabilities to file for a given quarter, it’s important to file regardless to avoid penalties. The IRS may fine you and put a levy on your business for not paying taxes.
  • While you always want to avoid paying late if possible, all entities are provided a one time abatement by the IRS. While the IRS may not always accept the abatement, it’s crucial to work with the agency to avoid any further penalties. 
  • As an employer, you need to understand that the taxes you pay are based around where your employees work, not just where the business is located. There are often different deductions depending on state and even county.
  • Employee level details may not be required where you file, but keeping a well tracked payroll system can be an important record. If you face an audit, having detailed records saves time and better protects yourself.
  • Tax credits can offer a great way for employers to better benefit their employees. The Secure Act 2.0 helps small businesses implement 401k plans for employees by covering implementation fees and even matching employee contributions for a few years. 

Quote of the Show:

  • “You're never gonna get penalized for remitting early.” - Janel Weinke

Links:

Ways to Tune In:


]]> No business wants to deal with an audit from the IRS, and properly understanding how to be tax compliant is the best way to keep your business running smoothly. Here to help you stay compliant is Sr. Director of Tax Operations at Asure, Janel Weinke!


Janel and Host Mike Vannoy chat about all things compliance and credits. Janel shares the nuances that different municipalities can have for filing, the differences between filing quarterly and yearly, and how to handle an abatement. 

Takeaways:

  • While there are a lot of nuances to understand about payroll taxes, the most important thing to keep in mind is to pay and file on time. None of the other nuances matter if you don’t file on time. 
  • For most districts, there are two potential time frames you need to file along, quarterly or yearly. For a business that has over $1500 in payroll liabilities, you need to file quarterly, under that amount and you can file yearly.  
  • Even if you have no liabilities to file for a given quarter, it’s important to file regardless to avoid penalties. The IRS may fine you and put a levy on your business for not paying taxes.
  • While you always want to avoid paying late if possible, all entities are provided a one time abatement by the IRS. While the IRS may not always accept the abatement, it’s crucial to work with the agency to avoid any further penalties. 
  • As an employer, you need to understand that the taxes you pay are based around where your employees work, not just where the business is located. There are often different deductions depending on state and even county.
  • Employee level details may not be required where you file, but keeping a well tracked payroll system can be an important record. If you face an audit, having detailed records saves time and better protects yourself.
  • Tax credits can offer a great way for employers to better benefit their employees. The Secure Act 2.0 helps small businesses implement 401k plans for employees by covering implementation fees and even matching employee contributions for a few years. 

Quote of the Show:

  • “You're never gonna get penalized for remitting early.” - Janel Weinke

Links:

Ways to Tune In:


]]> Thu, 07 Mar 2024 01:00:00 -0500 Asure Asure 3581 No business wants to deal with an audit from the IRS, and properly understanding how to be tax compliant is the best way to keep your business running smoothly. Here to help you stay compliant is Sr. Director of Tax Operations at Asure, Janel Weinke!


Janel and Host Mike Vannoy chat about all things compliance and credits. Janel shares the nuances that different municipalities can have for filing, the differences between filing quarterly and yearly, and how to handle an abatement. 

Takeaways:

  • While there are a lot of nuances to understand about payroll taxes, the most important thing to keep in mind is to pay and file on time. None of the other nuances matter if you don’t file on time. 
  • For most districts, there are two potential time frames you need to file along, quarterly or yearly. For a business that has over $1500 in payroll liabilities, you need to file quarterly, under that amount and you can file yearly.  
  • Even if you have no liabilities to file for a given quarter, it’s important to file regardless to avoid penalties. The IRS may fine you and put a levy on your business for not paying taxes.
  • While you always want to avoid paying late if possible, all entities are provided a one time abatement by the IRS. While the IRS may not always accept the abatement, it’s crucial to work with the agency to avoid any further penalties. 
  • As an employer, you need to understand that the taxes you pay are based around where your employees work, not just where the business is located. There are often different deductions depending on state and even county.
  • Employee level details may not be required where you file, but keeping a well tracked payroll system can be an important record. If you face an audit, having detailed records saves time and better protects yourself.
  • Tax credits can offer a great way for employers to better benefit their employees. The Secure Act 2.0 helps small businesses implement 401k plans for employees by covering implementation fees and even matching employee contributions for a few years. 

Quote of the Show:

  • “You're never gonna get penalized for remitting early.” - Janel Weinke

Links:

Ways to Tune In:


]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Janel Weinke Salaried or Hourly? Understand Exempt Classifications - Mission to Grow - Episode # 90 90 90 Salaried or Hourly? Understand Exempt Classifications - Mission to Grow - Episode # 90 full 25b1f95a-b8de-486b-b7b5-2eadec59c024 https://share.transistor.fm/s/d1812b89 Is classifying employees as exempt vs. non-exempt more complex than it seems, and what are the key compliance pitfalls and legal nuances every employer should know? At first glance, classifying an employee as exempt or nonexempt appears to only be about how you want to pay them, but at a further glance things are much more complicated. Here to help make things less confusing is this week’s guest! Joining the show this week is VP of HR Consulting at Asure, Mary Simmons!


Mary joins host Mike Vannoy to discuss the significance of properly classifying employees as exempt vs. non-exempt. Simmons highlights the importance of small business owners understanding labor laws for compliance. They discuss common misconceptions and mistakes businesses make when determining employee classification.

Takeaways:

  • Understanding the Fair Labor Standards Act is crucial for growing companies when classifying employees as salary or hourly. Employers must follow specific regulations to ensure compliance with wage and hour laws. 
  • In considering the differences between hourly and salaried employees, it's crucial to understand the distinction between exempt and non-exempt status. Exempt employees are not entitled to overtime pay, while non-exempt employees are eligible for overtime. 
  • Employers should ensure that hourly workers are paid for every minute they work, including tasks like answering emails or calls. Adhering to wage and hour laws is crucial to avoid legal issues related to off-the-clock work.
  • Rewarding exempt employees with extra pay for overtime is possible, but it must be done carefully to avoid breaking the exemption. Consulting with a professional before implementing such rewards is crucial to ensure compliance and fairness.
  •  Responsibilities, not title, are a determining factor in an employee’s exempt status. While a retail employee may be a manager, if most of their duties involve working with customers and stocking shelves, they may actually be non exempt. 
  • Employers need to ensure they meet the minimum salary requirements for exempt employees, as failure to do so can lead to costly consequences. Exempt employees must be paid at least $684 a week. 
  • While there is a baseline of Federal labor regulations employers need to follow, it’s important to be mindful of state regulations as well. Certain states, and even municipalities, have more stringent requirements for wages. 

Quote of the Show:

  • “You cannot contract around the law.” - Mary Simmons

Links:

Ways to Tune In:

]]> Is classifying employees as exempt vs. non-exempt more complex than it seems, and what are the key compliance pitfalls and legal nuances every employer should know? At first glance, classifying an employee as exempt or nonexempt appears to only be about how you want to pay them, but at a further glance things are much more complicated. Here to help make things less confusing is this week’s guest! Joining the show this week is VP of HR Consulting at Asure, Mary Simmons!


Mary joins host Mike Vannoy to discuss the significance of properly classifying employees as exempt vs. non-exempt. Simmons highlights the importance of small business owners understanding labor laws for compliance. They discuss common misconceptions and mistakes businesses make when determining employee classification.

Takeaways:

  • Understanding the Fair Labor Standards Act is crucial for growing companies when classifying employees as salary or hourly. Employers must follow specific regulations to ensure compliance with wage and hour laws. 
  • In considering the differences between hourly and salaried employees, it's crucial to understand the distinction between exempt and non-exempt status. Exempt employees are not entitled to overtime pay, while non-exempt employees are eligible for overtime. 
  • Employers should ensure that hourly workers are paid for every minute they work, including tasks like answering emails or calls. Adhering to wage and hour laws is crucial to avoid legal issues related to off-the-clock work.
  • Rewarding exempt employees with extra pay for overtime is possible, but it must be done carefully to avoid breaking the exemption. Consulting with a professional before implementing such rewards is crucial to ensure compliance and fairness.
  •  Responsibilities, not title, are a determining factor in an employee’s exempt status. While a retail employee may be a manager, if most of their duties involve working with customers and stocking shelves, they may actually be non exempt. 
  • Employers need to ensure they meet the minimum salary requirements for exempt employees, as failure to do so can lead to costly consequences. Exempt employees must be paid at least $684 a week. 
  • While there is a baseline of Federal labor regulations employers need to follow, it’s important to be mindful of state regulations as well. Certain states, and even municipalities, have more stringent requirements for wages. 

Quote of the Show:

  • “You cannot contract around the law.” - Mary Simmons

Links:

Ways to Tune In:

]]> Thu, 29 Feb 2024 00:15:00 -0500 Asure Asure 2996 Is classifying employees as exempt vs. non-exempt more complex than it seems, and what are the key compliance pitfalls and legal nuances every employer should know? At first glance, classifying an employee as exempt or nonexempt appears to only be about how you want to pay them, but at a further glance things are much more complicated. Here to help make things less confusing is this week’s guest! Joining the show this week is VP of HR Consulting at Asure, Mary Simmons!


Mary joins host Mike Vannoy to discuss the significance of properly classifying employees as exempt vs. non-exempt. Simmons highlights the importance of small business owners understanding labor laws for compliance. They discuss common misconceptions and mistakes businesses make when determining employee classification.

Takeaways:

  • Understanding the Fair Labor Standards Act is crucial for growing companies when classifying employees as salary or hourly. Employers must follow specific regulations to ensure compliance with wage and hour laws. 
  • In considering the differences between hourly and salaried employees, it's crucial to understand the distinction between exempt and non-exempt status. Exempt employees are not entitled to overtime pay, while non-exempt employees are eligible for overtime. 
  • Employers should ensure that hourly workers are paid for every minute they work, including tasks like answering emails or calls. Adhering to wage and hour laws is crucial to avoid legal issues related to off-the-clock work.
  • Rewarding exempt employees with extra pay for overtime is possible, but it must be done carefully to avoid breaking the exemption. Consulting with a professional before implementing such rewards is crucial to ensure compliance and fairness.
  •  Responsibilities, not title, are a determining factor in an employee’s exempt status. While a retail employee may be a manager, if most of their duties involve working with customers and stocking shelves, they may actually be non exempt. 
  • Employers need to ensure they meet the minimum salary requirements for exempt employees, as failure to do so can lead to costly consequences. Exempt employees must be paid at least $684 a week. 
  • While there is a baseline of Federal labor regulations employers need to follow, it’s important to be mindful of state regulations as well. Certain states, and even municipalities, have more stringent requirements for wages. 

Quote of the Show:

  • “You cannot contract around the law.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Finance Tips for Growth-Minded Business Owners - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #89 89 89 Finance Tips for Growth-Minded Business Owners - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #89 full cde2ca54-6b66-40a8-b066-46df0cdfe8a7 https://share.transistor.fm/s/c551418e Want to boost labor efficiency and scalability while fueling sustainable growth and thriving in a competitive market? Learn essential strategies and insights here! Today’s guest is a speaker, entrepreneur, and financial expert! Welcome Greg Crabtree, Partner at Carr, Riggs & Ingram. Greg joins host Mike Vannoy to share labor efficiency, scalability, and the significance of profit in fueling sustainable growth. Greg also focuses on practical and strategic financial advice for small business owners aiming to succeed in a competitive and evolving economy. It’s an enlightening conversation you don’t want to miss!

 

Takeaways:

  • Businesses seeking efficiency should analyze their models to eliminate unnecessary components, such as having accounts receivable without inventory or vice versa, as this tends to correlate with higher profitability potential.
  • Prioritizing the establishment of a fully capitalized business is crucial for fostering positive cash flow growth, with subsequent returns on investment becoming feasible once this foundation is solidified.
  • Employing a profitability strategy centered around the gross margin to labor cost ratio is imperative for businesses to uphold a robust balance sheet, serving as a fundamental aspect of financial health.
  • In a fast-paced, competitive market, businesses need to stand out by prioritizing active selling techniques. Engaging customers proactively, meeting evolving needs, and demonstrating adaptability through proactive sales strategies are vital for sustaining relevance and competitiveness.
  • Businesses aspiring for growth may find it essential to restructure their models, which could involve simplification, scalability improvements, and adjustments aligned with evolving market dynamics to achieve their expansion objectives.

Quote of the Show:

  • “We have a flat economy that’s really hard to measure.” - Greg Crabtree 

Links:

Ways to Tune In:

]]> Want to boost labor efficiency and scalability while fueling sustainable growth and thriving in a competitive market? Learn essential strategies and insights here! Today’s guest is a speaker, entrepreneur, and financial expert! Welcome Greg Crabtree, Partner at Carr, Riggs & Ingram. Greg joins host Mike Vannoy to share labor efficiency, scalability, and the significance of profit in fueling sustainable growth. Greg also focuses on practical and strategic financial advice for small business owners aiming to succeed in a competitive and evolving economy. It’s an enlightening conversation you don’t want to miss!

 

Takeaways:

  • Businesses seeking efficiency should analyze their models to eliminate unnecessary components, such as having accounts receivable without inventory or vice versa, as this tends to correlate with higher profitability potential.
  • Prioritizing the establishment of a fully capitalized business is crucial for fostering positive cash flow growth, with subsequent returns on investment becoming feasible once this foundation is solidified.
  • Employing a profitability strategy centered around the gross margin to labor cost ratio is imperative for businesses to uphold a robust balance sheet, serving as a fundamental aspect of financial health.
  • In a fast-paced, competitive market, businesses need to stand out by prioritizing active selling techniques. Engaging customers proactively, meeting evolving needs, and demonstrating adaptability through proactive sales strategies are vital for sustaining relevance and competitiveness.
  • Businesses aspiring for growth may find it essential to restructure their models, which could involve simplification, scalability improvements, and adjustments aligned with evolving market dynamics to achieve their expansion objectives.

Quote of the Show:

  • “We have a flat economy that’s really hard to measure.” - Greg Crabtree 

Links:

Ways to Tune In:

]]> Thu, 22 Feb 2024 00:00:00 -0500 Asure Asure 3656 Want to boost labor efficiency and scalability while fueling sustainable growth and thriving in a competitive market? Learn essential strategies and insights here! Today’s guest is a speaker, entrepreneur, and financial expert! Welcome Greg Crabtree, Partner at Carr, Riggs & Ingram. Greg joins host Mike Vannoy to share labor efficiency, scalability, and the significance of profit in fueling sustainable growth. Greg also focuses on practical and strategic financial advice for small business owners aiming to succeed in a competitive and evolving economy. It’s an enlightening conversation you don’t want to miss!

 

Takeaways:

  • Businesses seeking efficiency should analyze their models to eliminate unnecessary components, such as having accounts receivable without inventory or vice versa, as this tends to correlate with higher profitability potential.
  • Prioritizing the establishment of a fully capitalized business is crucial for fostering positive cash flow growth, with subsequent returns on investment becoming feasible once this foundation is solidified.
  • Employing a profitability strategy centered around the gross margin to labor cost ratio is imperative for businesses to uphold a robust balance sheet, serving as a fundamental aspect of financial health.
  • In a fast-paced, competitive market, businesses need to stand out by prioritizing active selling techniques. Engaging customers proactively, meeting evolving needs, and demonstrating adaptability through proactive sales strategies are vital for sustaining relevance and competitiveness.
  • Businesses aspiring for growth may find it essential to restructure their models, which could involve simplification, scalability improvements, and adjustments aligned with evolving market dynamics to achieve their expansion objectives.

Quote of the Show:

  • “We have a flat economy that’s really hard to measure.” - Greg Crabtree 

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Greg Crabtree Onboarding: Common Pitfalls & Best Practices for New Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #88 88 88 Onboarding: Common Pitfalls & Best Practices for New Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #88 full ac51dfc0-51ee-4ff6-8c83-4e27e60322f1 https://share.transistor.fm/s/7cc8f8c8 How can employers effectively navigate hiring processes, conduct interviews, and address recent legal trends like ban-the-box and pay transparency laws? This week’s guest has extensive experience defending Class and Collective action lawsuits under federal and state wage and hour laws. His practice focuses on representing employers in a wide range of workplace matters as well as preventative advice and counseling. Welcome back to the show, Brian Shenker, Principal at Jackson Lewis P.C.! Brian sits down with host Mike Vannoy to discuss key aspects of the hiring process such as, conducting interviews, being cautious about legally protected personal characteristics, and conducting background checks. They also discuss recent legal trends like ban-the-box laws and pay transparency laws and how businesses can navigate these. It’s an enlightening episode you don’t want to miss! 

  

Takeaways:

  • During the hiring process, focus on the job's requirements rather than the personal qualifications or private life of the candidate. Assess whether applicants can fulfill the job's duties and perform them well without considering their protected characteristics.
  • Brian highlights the importance of being up-to-date with legal trends. For example, "ban-the-box" laws prohibit asking about criminal history early in the job application process. Similarly, salary transparency laws prohibit asking applicants about past salaries.
  • Employers should customize every aspect of the hiring process, including job postings, documentation, legal compliance, and onboarding, to match the specific needs of the job. This involves updating job descriptions, following local laws on sensitive questions, and ensuring clear communication about job roles and company policies for new hires.
  • Companies need to avoid asking questions or making assumptions on protected characteristics (age, sex, religious beliefs, etc.) during the hiring process and should treat all applicants equally. 
  • Limit use of social media during the hiring process, as it could lead to consideration of protected characteristics unknowingly. If used, it should be consistently applied across all applicants and only to assess industry-related activities and professional behavior.

Quote of the Show:

  • “Legal compliance goes hand in hand with culture.” - Brian Shenker
  • “You will have better employee morale when you’re doing things the right way.” - Brian Shenker

Links:

Ways to Tune In:

]]> How can employers effectively navigate hiring processes, conduct interviews, and address recent legal trends like ban-the-box and pay transparency laws? This week’s guest has extensive experience defending Class and Collective action lawsuits under federal and state wage and hour laws. His practice focuses on representing employers in a wide range of workplace matters as well as preventative advice and counseling. Welcome back to the show, Brian Shenker, Principal at Jackson Lewis P.C.! Brian sits down with host Mike Vannoy to discuss key aspects of the hiring process such as, conducting interviews, being cautious about legally protected personal characteristics, and conducting background checks. They also discuss recent legal trends like ban-the-box laws and pay transparency laws and how businesses can navigate these. It’s an enlightening episode you don’t want to miss! 

  

Takeaways:

  • During the hiring process, focus on the job's requirements rather than the personal qualifications or private life of the candidate. Assess whether applicants can fulfill the job's duties and perform them well without considering their protected characteristics.
  • Brian highlights the importance of being up-to-date with legal trends. For example, "ban-the-box" laws prohibit asking about criminal history early in the job application process. Similarly, salary transparency laws prohibit asking applicants about past salaries.
  • Employers should customize every aspect of the hiring process, including job postings, documentation, legal compliance, and onboarding, to match the specific needs of the job. This involves updating job descriptions, following local laws on sensitive questions, and ensuring clear communication about job roles and company policies for new hires.
  • Companies need to avoid asking questions or making assumptions on protected characteristics (age, sex, religious beliefs, etc.) during the hiring process and should treat all applicants equally. 
  • Limit use of social media during the hiring process, as it could lead to consideration of protected characteristics unknowingly. If used, it should be consistently applied across all applicants and only to assess industry-related activities and professional behavior.

Quote of the Show:

  • “Legal compliance goes hand in hand with culture.” - Brian Shenker
  • “You will have better employee morale when you’re doing things the right way.” - Brian Shenker

Links:

Ways to Tune In:

]]> Thu, 15 Feb 2024 00:00:00 -0500 Asure Asure 3737 How can employers effectively navigate hiring processes, conduct interviews, and address recent legal trends like ban-the-box and pay transparency laws? This week’s guest has extensive experience defending Class and Collective action lawsuits under federal and state wage and hour laws. His practice focuses on representing employers in a wide range of workplace matters as well as preventative advice and counseling. Welcome back to the show, Brian Shenker, Principal at Jackson Lewis P.C.! Brian sits down with host Mike Vannoy to discuss key aspects of the hiring process such as, conducting interviews, being cautious about legally protected personal characteristics, and conducting background checks. They also discuss recent legal trends like ban-the-box laws and pay transparency laws and how businesses can navigate these. It’s an enlightening episode you don’t want to miss! 

  

Takeaways:

  • During the hiring process, focus on the job's requirements rather than the personal qualifications or private life of the candidate. Assess whether applicants can fulfill the job's duties and perform them well without considering their protected characteristics.
  • Brian highlights the importance of being up-to-date with legal trends. For example, "ban-the-box" laws prohibit asking about criminal history early in the job application process. Similarly, salary transparency laws prohibit asking applicants about past salaries.
  • Employers should customize every aspect of the hiring process, including job postings, documentation, legal compliance, and onboarding, to match the specific needs of the job. This involves updating job descriptions, following local laws on sensitive questions, and ensuring clear communication about job roles and company policies for new hires.
  • Companies need to avoid asking questions or making assumptions on protected characteristics (age, sex, religious beliefs, etc.) during the hiring process and should treat all applicants equally. 
  • Limit use of social media during the hiring process, as it could lead to consideration of protected characteristics unknowingly. If used, it should be consistently applied across all applicants and only to assess industry-related activities and professional behavior.

Quote of the Show:

  • “Legal compliance goes hand in hand with culture.” - Brian Shenker
  • “You will have better employee morale when you’re doing things the right way.” - Brian Shenker

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Employee Engagement - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #87 87 87 Employee Engagement - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #87 full 81133444-e315-41cc-aed3-0f5777d5e581 https://share.transistor.fm/s/b776d4e3 How can training, wellness initiatives, and mission alignment enhance employee engagement and boost productivity to drive business growth? This week on Mission to Grow, Mike Vannoy sits down with Mary Simmons, VP of HR Compliance, Learning and Development at Asure! Mike and Mary discuss various strategies to engage employees and improve productivity, which in turn accelerates business growth. They focus on training as a vital aspect of employee engagement, emphasizing its importance for skill enhancement. Learn from Mary as she shares the importance of employee wellness initiatives, mission alignment, and how they affect employee engagement. It’s an insightful episode you don’t want to miss!

 

Takeaways:

  • Offering training engages employees because it demonstrates employer investment in their professional development. Both soft skills, like better communication, team building, and hard skills, like technical abilities, are important areas of training. 
  • Career pathing encourages employee engagement by providing a trajectory for their professional development. It’s advised to create a structure or roadmap showing potential advancements or career opportunities within the organization. This path could comprise promotions, additional training, or even cross-departmental experiences.
  • Wellness programs or initiatives significantly impact the engagement of employees. Providing resources addressing physical, mental, and financial wellness is crucial. An engaged workforce is undeniably more productive, leading these wellness initiatives to indirectly contribute to the overall business' success.
  • Ensuring employees understand and align with the company's mission can drive employee engagement. Employees who feel connected with the mission typically demonstrate higher productivity. It is crucial for leaders and communicators to consistently communicate the organization's mission and how individual roles contribute to achieving it.
  • With the changing work environment, offering flexible or remote work options can boost employee engagement. However, it does bring about the need for proactive communication and employee collaboration efforts, such as regular video meet-ups and virtual team activities.

Quote of the Show:

  • “When your staff are connected, they work better and productivity goes up.” - Mary Simmons 

Links:

Ways to Tune In:

]]> How can training, wellness initiatives, and mission alignment enhance employee engagement and boost productivity to drive business growth? This week on Mission to Grow, Mike Vannoy sits down with Mary Simmons, VP of HR Compliance, Learning and Development at Asure! Mike and Mary discuss various strategies to engage employees and improve productivity, which in turn accelerates business growth. They focus on training as a vital aspect of employee engagement, emphasizing its importance for skill enhancement. Learn from Mary as she shares the importance of employee wellness initiatives, mission alignment, and how they affect employee engagement. It’s an insightful episode you don’t want to miss!

 

Takeaways:

  • Offering training engages employees because it demonstrates employer investment in their professional development. Both soft skills, like better communication, team building, and hard skills, like technical abilities, are important areas of training. 
  • Career pathing encourages employee engagement by providing a trajectory for their professional development. It’s advised to create a structure or roadmap showing potential advancements or career opportunities within the organization. This path could comprise promotions, additional training, or even cross-departmental experiences.
  • Wellness programs or initiatives significantly impact the engagement of employees. Providing resources addressing physical, mental, and financial wellness is crucial. An engaged workforce is undeniably more productive, leading these wellness initiatives to indirectly contribute to the overall business' success.
  • Ensuring employees understand and align with the company's mission can drive employee engagement. Employees who feel connected with the mission typically demonstrate higher productivity. It is crucial for leaders and communicators to consistently communicate the organization's mission and how individual roles contribute to achieving it.
  • With the changing work environment, offering flexible or remote work options can boost employee engagement. However, it does bring about the need for proactive communication and employee collaboration efforts, such as regular video meet-ups and virtual team activities.

Quote of the Show:

  • “When your staff are connected, they work better and productivity goes up.” - Mary Simmons 

Links:

Ways to Tune In:

]]> Thu, 08 Feb 2024 00:00:00 -0500 Asure Asure 3175 How can training, wellness initiatives, and mission alignment enhance employee engagement and boost productivity to drive business growth? This week on Mission to Grow, Mike Vannoy sits down with Mary Simmons, VP of HR Compliance, Learning and Development at Asure! Mike and Mary discuss various strategies to engage employees and improve productivity, which in turn accelerates business growth. They focus on training as a vital aspect of employee engagement, emphasizing its importance for skill enhancement. Learn from Mary as she shares the importance of employee wellness initiatives, mission alignment, and how they affect employee engagement. It’s an insightful episode you don’t want to miss!

 

Takeaways:

  • Offering training engages employees because it demonstrates employer investment in their professional development. Both soft skills, like better communication, team building, and hard skills, like technical abilities, are important areas of training. 
  • Career pathing encourages employee engagement by providing a trajectory for their professional development. It’s advised to create a structure or roadmap showing potential advancements or career opportunities within the organization. This path could comprise promotions, additional training, or even cross-departmental experiences.
  • Wellness programs or initiatives significantly impact the engagement of employees. Providing resources addressing physical, mental, and financial wellness is crucial. An engaged workforce is undeniably more productive, leading these wellness initiatives to indirectly contribute to the overall business' success.
  • Ensuring employees understand and align with the company's mission can drive employee engagement. Employees who feel connected with the mission typically demonstrate higher productivity. It is crucial for leaders and communicators to consistently communicate the organization's mission and how individual roles contribute to achieving it.
  • With the changing work environment, offering flexible or remote work options can boost employee engagement. However, it does bring about the need for proactive communication and employee collaboration efforts, such as regular video meet-ups and virtual team activities.

Quote of the Show:

  • “When your staff are connected, they work better and productivity goes up.” - Mary Simmons 

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons CTA Requirements - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #86 86 86 CTA Requirements - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #86 full f35035c6-026e-49f8-9526-fc2e7237d0b6 https://share.transistor.fm/s/8cf6e978 How will the Corporate Transparency Act impact your small business, and what are the essential steps for compliance and potential exemptions? On this week’s episode of Mission to Grow, host Mike Vannoy sits down with Chris Bell, Regulatory Counsel for Asure. Mike and Chris then delve into the details of the CTA (Corporate Transparency Act), why it was enacted, its potential impact on small businesses, and the necessary steps to comply with the law. They also share information on exemptions to the Act and how businesses can register with the Financial Crimes Enforcement Network (FinCEN). It’s an insightful episode you don’t want to miss!

 

Takeaways:

  • Passed in 2021, the CTA is an act that mandates businesses to report their beneficial owner information to the federal banking regulators. Previously, this responsibility fell on the banks. However, Congress shifted this duty to businesses. This act is designed to limit money laundering practices by identifying true business owners.
  • Contrary to what one might expect, smaller businesses bear this regulatory burden, not larger entities. The CTA exempts entities with more than 20 employees and $5 million in revenue from the reporting requirement. 
  • Comply with the reporting requirements of the CTA to avoid hefty fines up to $10,000, and potential legal trouble. Reporting involves registering with FinCEN and providing personal and company information.
  • Businesses have to register with the Financial Crimes Enforcement Network (FinCEN) to fulfill the CTA requirements. The process involves submitting personal information, such as name, date of birth, address, Social Security Number, and identification details.
  • There are 23 exemptions to this rule, most of which apply to regulated entities like financial institutions and accounting firms. It also includes companies that meet a "large operating exception" (more than 20 employees and $5 million in revenue). 

Quote of the Show:

  • “If you don't meet one of the twenty-three exemptions under this new law, then you will have a reporting requirement annually. If you don't meet that reporting requirement, then you're going to pay some fines.” - Chris Bell

Links:

Ways to Tune In:

]]> How will the Corporate Transparency Act impact your small business, and what are the essential steps for compliance and potential exemptions? On this week’s episode of Mission to Grow, host Mike Vannoy sits down with Chris Bell, Regulatory Counsel for Asure. Mike and Chris then delve into the details of the CTA (Corporate Transparency Act), why it was enacted, its potential impact on small businesses, and the necessary steps to comply with the law. They also share information on exemptions to the Act and how businesses can register with the Financial Crimes Enforcement Network (FinCEN). It’s an insightful episode you don’t want to miss!

 

Takeaways:

  • Passed in 2021, the CTA is an act that mandates businesses to report their beneficial owner information to the federal banking regulators. Previously, this responsibility fell on the banks. However, Congress shifted this duty to businesses. This act is designed to limit money laundering practices by identifying true business owners.
  • Contrary to what one might expect, smaller businesses bear this regulatory burden, not larger entities. The CTA exempts entities with more than 20 employees and $5 million in revenue from the reporting requirement. 
  • Comply with the reporting requirements of the CTA to avoid hefty fines up to $10,000, and potential legal trouble. Reporting involves registering with FinCEN and providing personal and company information.
  • Businesses have to register with the Financial Crimes Enforcement Network (FinCEN) to fulfill the CTA requirements. The process involves submitting personal information, such as name, date of birth, address, Social Security Number, and identification details.
  • There are 23 exemptions to this rule, most of which apply to regulated entities like financial institutions and accounting firms. It also includes companies that meet a "large operating exception" (more than 20 employees and $5 million in revenue). 

Quote of the Show:

  • “If you don't meet one of the twenty-three exemptions under this new law, then you will have a reporting requirement annually. If you don't meet that reporting requirement, then you're going to pay some fines.” - Chris Bell

Links:

Ways to Tune In:

]]> Thu, 01 Feb 2024 00:00:00 -0500 Asure Asure 2060 How will the Corporate Transparency Act impact your small business, and what are the essential steps for compliance and potential exemptions? On this week’s episode of Mission to Grow, host Mike Vannoy sits down with Chris Bell, Regulatory Counsel for Asure. Mike and Chris then delve into the details of the CTA (Corporate Transparency Act), why it was enacted, its potential impact on small businesses, and the necessary steps to comply with the law. They also share information on exemptions to the Act and how businesses can register with the Financial Crimes Enforcement Network (FinCEN). It’s an insightful episode you don’t want to miss!

 

Takeaways:

  • Passed in 2021, the CTA is an act that mandates businesses to report their beneficial owner information to the federal banking regulators. Previously, this responsibility fell on the banks. However, Congress shifted this duty to businesses. This act is designed to limit money laundering practices by identifying true business owners.
  • Contrary to what one might expect, smaller businesses bear this regulatory burden, not larger entities. The CTA exempts entities with more than 20 employees and $5 million in revenue from the reporting requirement. 
  • Comply with the reporting requirements of the CTA to avoid hefty fines up to $10,000, and potential legal trouble. Reporting involves registering with FinCEN and providing personal and company information.
  • Businesses have to register with the Financial Crimes Enforcement Network (FinCEN) to fulfill the CTA requirements. The process involves submitting personal information, such as name, date of birth, address, Social Security Number, and identification details.
  • There are 23 exemptions to this rule, most of which apply to regulated entities like financial institutions and accounting firms. It also includes companies that meet a "large operating exception" (more than 20 employees and $5 million in revenue). 

Quote of the Show:

  • “If you don't meet one of the twenty-three exemptions under this new law, then you will have a reporting requirement annually. If you don't meet that reporting requirement, then you're going to pay some fines.” - Chris Bell

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Chris Bell 2024 Employment Law Updates - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #85 85 85 2024 Employment Law Updates - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #85 full 48181628-53e0-4eab-a7e9-d5a609acfd85 https://share.transistor.fm/s/752dab30 How will 2024 employment law changes impact salaries, pay transparency, marijuana legislation, and state-mandated savings plans for your business? This week, we welcome back Mary Simmons, the VP of HR Compliance, Learning and Development at Asure. Mary partners with Mike to discuss 2024 employment law updates, covering topics such as the anticipated increase in White Collar and Highly Compensated salaries, pay transparency, impacts of marijuana legislation on employers, and state-mandated savings plans. They highlight the importance of staying compliant, adapting to changes, and keeping HR functions supportive of the business's growth. It’s an insightful episode you won’t want to miss!

 

Takeaways:

  • The Department of Labor is expected to increase White Collar and Highly Compensated salaries, which might heavily impact businesses, especially the small ones. Mary urges employers to prepare and audit their Fair Labor Standards Act, considering how this change might impact their employees and operations.
  • More states are moving towards pay transparency where salary ranges for job postings are made public. Employers need to embrace this change and utilize it as a strategy for attracting potential employees.
  • States are continuing to legalize marijuana, and companies need to be prepared for the complexities that come with this in relation to workplace policies. Employers need to form a solid plan on what their stance will be on off-duty cannabis use and remain aware of the changing laws surrounding it.
  • Many states are implementing mandatory savings plans for employees. This isn't just a mandatory compliance issue, employers should also leverage this as a perk when attracting new talent.
  • Non-competes are seeing a pushback and being challenged more frequently. Employers need to review their non-competes with a professional and consider how competition impacts their employee engagement.
  • There are more leave laws being enacted on state and local levels, including bereavement leave and parental leave. Employers need to stay updated with the new laws and understand their effects to avoid legal complications and manage employee expectations better.

Quote of the Show:

  • “Keep focusing on HR because it is no longer a call center. It is your way to being successful.” - Mary Simmons

Links:

Ways to Tune In:

]]> How will 2024 employment law changes impact salaries, pay transparency, marijuana legislation, and state-mandated savings plans for your business? This week, we welcome back Mary Simmons, the VP of HR Compliance, Learning and Development at Asure. Mary partners with Mike to discuss 2024 employment law updates, covering topics such as the anticipated increase in White Collar and Highly Compensated salaries, pay transparency, impacts of marijuana legislation on employers, and state-mandated savings plans. They highlight the importance of staying compliant, adapting to changes, and keeping HR functions supportive of the business's growth. It’s an insightful episode you won’t want to miss!

 

Takeaways:

  • The Department of Labor is expected to increase White Collar and Highly Compensated salaries, which might heavily impact businesses, especially the small ones. Mary urges employers to prepare and audit their Fair Labor Standards Act, considering how this change might impact their employees and operations.
  • More states are moving towards pay transparency where salary ranges for job postings are made public. Employers need to embrace this change and utilize it as a strategy for attracting potential employees.
  • States are continuing to legalize marijuana, and companies need to be prepared for the complexities that come with this in relation to workplace policies. Employers need to form a solid plan on what their stance will be on off-duty cannabis use and remain aware of the changing laws surrounding it.
  • Many states are implementing mandatory savings plans for employees. This isn't just a mandatory compliance issue, employers should also leverage this as a perk when attracting new talent.
  • Non-competes are seeing a pushback and being challenged more frequently. Employers need to review their non-competes with a professional and consider how competition impacts their employee engagement.
  • There are more leave laws being enacted on state and local levels, including bereavement leave and parental leave. Employers need to stay updated with the new laws and understand their effects to avoid legal complications and manage employee expectations better.

Quote of the Show:

  • “Keep focusing on HR because it is no longer a call center. It is your way to being successful.” - Mary Simmons

Links:

Ways to Tune In:

]]> Wed, 24 Jan 2024 00:00:00 -0500 Asure Asure 3513 How will 2024 employment law changes impact salaries, pay transparency, marijuana legislation, and state-mandated savings plans for your business? This week, we welcome back Mary Simmons, the VP of HR Compliance, Learning and Development at Asure. Mary partners with Mike to discuss 2024 employment law updates, covering topics such as the anticipated increase in White Collar and Highly Compensated salaries, pay transparency, impacts of marijuana legislation on employers, and state-mandated savings plans. They highlight the importance of staying compliant, adapting to changes, and keeping HR functions supportive of the business's growth. It’s an insightful episode you won’t want to miss!

 

Takeaways:

  • The Department of Labor is expected to increase White Collar and Highly Compensated salaries, which might heavily impact businesses, especially the small ones. Mary urges employers to prepare and audit their Fair Labor Standards Act, considering how this change might impact their employees and operations.
  • More states are moving towards pay transparency where salary ranges for job postings are made public. Employers need to embrace this change and utilize it as a strategy for attracting potential employees.
  • States are continuing to legalize marijuana, and companies need to be prepared for the complexities that come with this in relation to workplace policies. Employers need to form a solid plan on what their stance will be on off-duty cannabis use and remain aware of the changing laws surrounding it.
  • Many states are implementing mandatory savings plans for employees. This isn't just a mandatory compliance issue, employers should also leverage this as a perk when attracting new talent.
  • Non-competes are seeing a pushback and being challenged more frequently. Employers need to review their non-competes with a professional and consider how competition impacts their employee engagement.
  • There are more leave laws being enacted on state and local levels, including bereavement leave and parental leave. Employers need to stay updated with the new laws and understand their effects to avoid legal complications and manage employee expectations better.

Quote of the Show:

  • “Keep focusing on HR because it is no longer a call center. It is your way to being successful.” - Mary Simmons

Links:

Ways to Tune In:

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How to Develop Employees With Stretch Assignments - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #84 84 84 How to Develop Employees With Stretch Assignments - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #84 full 1a786483-98ca-4221-bf89-8543d50efd0a https://share.transistor.fm/s/83fdf56a How to Develop Employees With Stretch Assignments

We'll explore:

What is a Stretch Assignment?

How do stretch assignments benefit Eemployers?

How do you identify which employees would benefit most from a stretch assignment?

How do you create a stretch assignment?

What constitutes success when a stretch assignment is complete?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Yuri Kruman, HR Expert and Executive Coach

]]> How to Develop Employees With Stretch Assignments

We'll explore:

What is a Stretch Assignment?

How do stretch assignments benefit Eemployers?

How do you identify which employees would benefit most from a stretch assignment?

How do you create a stretch assignment?

What constitutes success when a stretch assignment is complete?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Yuri Kruman, HR Expert and Executive Coach

]]> Wed, 17 Jan 2024 09:53:39 -0500 Asure Asure 2365 How to Develop Employees With Stretch Assignments

We'll explore:

What is a Stretch Assignment?

How do stretch assignments benefit Eemployers?

How do you identify which employees would benefit most from a stretch assignment?

How do you create a stretch assignment?

What constitutes success when a stretch assignment is complete?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Yuri Kruman, HR Expert and Executive Coach

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Yuri Kruman Top 5 Employment-Related Lawsuits and How to Avoid Them - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #83 83 83 Top 5 Employment-Related Lawsuits and How to Avoid Them - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #83 full 4099162c-f2ad-40aa-b1d8-afbedeaae20b https://share.transistor.fm/s/0f5e30be Top 5 Employment-Related Lawsuits and How to Avoid Them

We'll explore:

Discrimination/Retaliation

Harassment‌

Wage and Hour

Failure to Provide Reasonable Accommodations

Disability and Leave Management

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Top 5 Employment-Related Lawsuits and How to Avoid Them

We'll explore:

Discrimination/Retaliation

Harassment‌

Wage and Hour

Failure to Provide Reasonable Accommodations

Disability and Leave Management

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Wed, 17 Jan 2024 09:52:24 -0500 Asure Asure 3613 Top 5 Employment-Related Lawsuits and How to Avoid Them

We'll explore:

Discrimination/Retaliation

Harassment‌

Wage and Hour

Failure to Provide Reasonable Accommodations

Disability and Leave Management

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Protect Your Business From Sexual Harassment Lawsuits - Best Practices - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #82 82 82 Protect Your Business From Sexual Harassment Lawsuits - Best Practices - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #82 full f95f86ef-88ae-477f-9089-1da6ca5d8c8e https://share.transistor.fm/s/00ee3272 Protect Your Business From Sexual Harassment Lawsuits - Best Practices

We'll explore:

What is The Legal Definition of Sexual Harassment?

Strategies to Prevent Sexual Harassment

Legal Penalties for Sexual Harassment


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Protect Your Business From Sexual Harassment Lawsuits - Best Practices

We'll explore:

What is The Legal Definition of Sexual Harassment?

Strategies to Prevent Sexual Harassment

Legal Penalties for Sexual Harassment


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Wed, 17 Jan 2024 09:47:41 -0500 Asure Asure 3996 Protect Your Business From Sexual Harassment Lawsuits - Best Practices

We'll explore:

What is The Legal Definition of Sexual Harassment?

Strategies to Prevent Sexual Harassment

Legal Penalties for Sexual Harassment


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker 5 HR Errors That Cost These Businesses Huge Penalties - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #81 81 81 5 HR Errors That Cost These Businesses Huge Penalties - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #81 full cc0b8f57-387a-40e1-ac15-d05101fdad1f https://share.transistor.fm/s/50b8b740 Protect Your Business From Sexual Harassment Lawsuits - Best Practices

We'll explore:

What is The Legal Definition of Sexual Harassment?

Strategies to Prevent Sexual Harassment

Legal Penalties for Sexual Harassment


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Protect Your Business From Sexual Harassment Lawsuits - Best Practices

We'll explore:

What is The Legal Definition of Sexual Harassment?

Strategies to Prevent Sexual Harassment

Legal Penalties for Sexual Harassment


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Wed, 17 Jan 2024 09:15:29 -0500 Asure Asure 3653 Protect Your Business From Sexual Harassment Lawsuits - Best Practices

We'll explore:

What is The Legal Definition of Sexual Harassment?

Strategies to Prevent Sexual Harassment

Legal Penalties for Sexual Harassment


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Travel Pay Compliance - What You Must Pay for and Why - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #80 80 80 Travel Pay Compliance - What You Must Pay for and Why - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #80 full cd38cc43-fce1-4bff-9909-a7770e6091c8 https://share.transistor.fm/s/7e347a51 Travel Pay Compliance: What You Must Pay for and Why

We'll explore:

What is the legal definition of travel pay with regards to the FLSA?

Examples of Travel Pay

Where do employers typically get in trouble with travel pay?

Best practices for handling travel pay correctly


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Travel Pay Compliance: What You Must Pay for and Why

We'll explore:

What is the legal definition of travel pay with regards to the FLSA?

Examples of Travel Pay

Where do employers typically get in trouble with travel pay?

Best practices for handling travel pay correctly


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Wed, 17 Jan 2024 09:10:22 -0500 Asure Asure 3594 Travel Pay Compliance: What You Must Pay for and Why

We'll explore:

What is the legal definition of travel pay with regards to the FLSA?

Examples of Travel Pay

Where do employers typically get in trouble with travel pay?

Best practices for handling travel pay correctly


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Game Changing Tax Law Incentivizes Small Businesses to Offer 401(k) - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #79 79 79 Game Changing Tax Law Incentivizes Small Businesses to Offer 401(k) - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #79 full 45a96ccb-34d7-44e2-8ba8-c811557ac71a https://share.transistor.fm/s/90eb5244 Game Changing Tax Law Incentivizes Small Businesses to Offer 401(k)

We'll explore:

What is a 401(k)?

Why Should Businesses Consider Offering a 401(k) Plan?

How Does SECURE ACT 2.0 Change the Game for Small Businesses?

Common Questions From Small and Midsize Business Owners

Asure’s 401(k) Offer


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Rich Brindisi, Product Marketing Manager at Asure

]]> Game Changing Tax Law Incentivizes Small Businesses to Offer 401(k)

We'll explore:

What is a 401(k)?

Why Should Businesses Consider Offering a 401(k) Plan?

How Does SECURE ACT 2.0 Change the Game for Small Businesses?

Common Questions From Small and Midsize Business Owners

Asure’s 401(k) Offer


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Rich Brindisi, Product Marketing Manager at Asure

]]> Wed, 17 Jan 2024 09:01:03 -0500 Asure Asure 3658 Game Changing Tax Law Incentivizes Small Businesses to Offer 401(k)

We'll explore:

What is a 401(k)?

Why Should Businesses Consider Offering a 401(k) Plan?

How Does SECURE ACT 2.0 Change the Game for Small Businesses?

Common Questions From Small and Midsize Business Owners

Asure’s 401(k) Offer


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Rich Brindisi, Product Marketing Manager at Asure

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Richard Brindisi How to Investigate Employee Complaints - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #78 78 78 How to Investigate Employee Complaints - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #78 full f2d49b7a-cb89-4888-a190-33adc602137a https://share.transistor.fm/s/8d338a42 How to Investigate Employee Complaints

We'll explore:

When Should HR or Business Owner Investigate a Complaint?

How to Investigate a Complaint

Consequences of Not Investigating or Failing to Resolve Complaints Internally

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> How to Investigate Employee Complaints

We'll explore:

When Should HR or Business Owner Investigate a Complaint?

How to Investigate a Complaint

Consequences of Not Investigating or Failing to Resolve Complaints Internally

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Wed, 17 Jan 2024 08:55:09 -0500 Asure Asure 3045 How to Investigate Employee Complaints

We'll explore:

When Should HR or Business Owner Investigate a Complaint?

How to Investigate a Complaint

Consequences of Not Investigating or Failing to Resolve Complaints Internally

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How AI Will Disrupt HR - Tectonic Shifts in HCM - Full Speech at SHRM LI Conference - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #77 77 77 How AI Will Disrupt HR - Tectonic Shifts in HCM - Full Speech at SHRM LI Conference - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #77 full 2d6be392-c016-45cd-8b0d-b210185363f5 https://share.transistor.fm/s/dd7b596f Tectonic Shifts in HCM - Full Speech at SHRM LI Conference

Mike Vannoy, VP of Marketing at Asure

To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

#hr #humanresources #hrtechnology

]]> Tectonic Shifts in HCM - Full Speech at SHRM LI Conference

Mike Vannoy, VP of Marketing at Asure

To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

#hr #humanresources #hrtechnology

]]> Wed, 17 Jan 2024 08:53:40 -0500 Asure Asure 3025 Tectonic Shifts in HCM - Full Speech at SHRM LI Conference

Mike Vannoy, VP of Marketing at Asure

To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

#hr #humanresources #hrtechnology

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Best Practices to Write a Compliant Job Offer Letter - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #76 76 76 Best Practices to Write a Compliant Job Offer Letter - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #76 full a7ddf009-e6f5-4e2b-96de-c962845da5ca https://share.transistor.fm/s/f545687c Best Practices to Write a Compliant Job Offer Letter

We'll explore:

What Is a Job Offer Letter and Why Is It Important?

What Should You NOT Put in a Job Offer Letter?

At-Will Employment Relationship

Essential Information to Include

After Sending The Job Offer


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Best Practices to Write a Compliant Job Offer Letter

We'll explore:

What Is a Job Offer Letter and Why Is It Important?

What Should You NOT Put in a Job Offer Letter?

At-Will Employment Relationship

Essential Information to Include

After Sending The Job Offer


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:57:30 -0500 Asure Asure 3475 Best Practices to Write a Compliant Job Offer Letter

We'll explore:

What Is a Job Offer Letter and Why Is It Important?

What Should You NOT Put in a Job Offer Letter?

At-Will Employment Relationship

Essential Information to Include

After Sending The Job Offer


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How to Create an HR Strategy - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #75 75 75 How to Create an HR Strategy - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #75 full f726814e-43e6-4b38-9e22-e6ed80e8b1fd https://share.transistor.fm/s/90c56994 How to Create an HR Strategy

We'll explore:

Why is HR Strategy Important?

What is a Human Resource Strategy?

How to Create an HR Strategy


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> How to Create an HR Strategy

We'll explore:

Why is HR Strategy Important?

What is a Human Resource Strategy?

How to Create an HR Strategy


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:52:07 -0500 Asure Asure 3286 How to Create an HR Strategy

We'll explore:

Why is HR Strategy Important?

What is a Human Resource Strategy?

How to Create an HR Strategy


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons 5 Businesses Sued for Non-Compliance - Learn From Their HR Mistakes - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #74 74 74 5 Businesses Sued for Non-Compliance - Learn From Their HR Mistakes - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #74 full 9391d327-bd89-4015-98e9-0bb95be8ab1f https://share.transistor.fm/s/ce278da1 5 Businesses Sued for Non-Compliance: Learn From Their HR Mistakes

We'll explore:

The Ramifications of These Cases:

Case 1 - $290,000 Lawsuit by DOL Against Restaurant Operator for Illegal Tip Pool, FLSA Violations​

Case 2 - $150,000 Penalty for Pizza Franchisee Allowing Race-Based Harassment by Shift Managers​

Case 3 - $40,000 Penalty for Hotel Franchisee in Disability Discrimination Lawsuit With EEOC​

Case 4 - $3,855 Penalty and 2 Years of Federal Monitoring for Business With Discriminatory Job Ad

Case 5 - $252,768 Penalty for Midsize Business in EEOC Sex Discrimination Suit

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> 5 Businesses Sued for Non-Compliance: Learn From Their HR Mistakes

We'll explore:

The Ramifications of These Cases:

Case 1 - $290,000 Lawsuit by DOL Against Restaurant Operator for Illegal Tip Pool, FLSA Violations​

Case 2 - $150,000 Penalty for Pizza Franchisee Allowing Race-Based Harassment by Shift Managers​

Case 3 - $40,000 Penalty for Hotel Franchisee in Disability Discrimination Lawsuit With EEOC​

Case 4 - $3,855 Penalty and 2 Years of Federal Monitoring for Business With Discriminatory Job Ad

Case 5 - $252,768 Penalty for Midsize Business in EEOC Sex Discrimination Suit

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 16:47:19 -0500 Asure Asure 3740 5 Businesses Sued for Non-Compliance: Learn From Their HR Mistakes

We'll explore:

The Ramifications of These Cases:

Case 1 - $290,000 Lawsuit by DOL Against Restaurant Operator for Illegal Tip Pool, FLSA Violations​

Case 2 - $150,000 Penalty for Pizza Franchisee Allowing Race-Based Harassment by Shift Managers​

Case 3 - $40,000 Penalty for Hotel Franchisee in Disability Discrimination Lawsuit With EEOC​

Case 4 - $3,855 Penalty and 2 Years of Federal Monitoring for Business With Discriminatory Job Ad

Case 5 - $252,768 Penalty for Midsize Business in EEOC Sex Discrimination Suit

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Compliance Requirements for Businesses With 50+ Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #73 73 73 Compliance Requirements for Businesses With 50+ Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #73 full 1f7256fc-db90-410a-a230-a0f27b83d1df https://share.transistor.fm/s/4fdb80da Compliance Requirements for Businesses With 50+ Employees

We'll explore:

Affordable Care Act (ACA)

Family and Medical Leave Act (FMLA)

EEO-1 Reporting

Form 5500

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Compliance Requirements for Businesses With 50+ Employees

We'll explore:

Affordable Care Act (ACA)

Family and Medical Leave Act (FMLA)

EEO-1 Reporting

Form 5500

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 16:42:10 -0500 Asure Asure 3585 Compliance Requirements for Businesses With 50+ Employees

We'll explore:

Affordable Care Act (ACA)

Family and Medical Leave Act (FMLA)

EEO-1 Reporting

Form 5500

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Employee Onboarding - What Employers Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #72 72 72 Employee Onboarding - What Employers Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #72 full a012e51d-8477-415d-bb40-ae29ca8c613f https://share.transistor.fm/s/dfc4bc65 Employee Onboarding: What Employers Must Know

We'll explore:

What is Employee Onboarding?

How Can Employee Onboarding Be More Efficient?

How Do Employers Benefit From an Effective Onboarding Process?

Resources:
https://www.asuresoftware.com/blog/first-day-checklist-for-employees-example-and-explanation


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Employee Onboarding: What Employers Must Know

We'll explore:

What is Employee Onboarding?

How Can Employee Onboarding Be More Efficient?

How Do Employers Benefit From an Effective Onboarding Process?

Resources:
https://www.asuresoftware.com/blog/first-day-checklist-for-employees-example-and-explanation


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:41:36 -0500 Asure Asure 2508 Employee Onboarding: What Employers Must Know

We'll explore:

What is Employee Onboarding?

How Can Employee Onboarding Be More Efficient?

How Do Employers Benefit From an Effective Onboarding Process?

Resources:
https://www.asuresoftware.com/blog/first-day-checklist-for-employees-example-and-explanation


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons DOL's New Higher Overtime Salary Threshold Proposal - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #71 71 71 DOL's New Higher Overtime Salary Threshold Proposal - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #71 full 4b1d9b62-ad0d-4123-a7c7-82cdc2659b88 https://share.transistor.fm/s/f691d493 DOL's New Higher Overtime Salary Threshold Proposal

We'll explore:

What is The Current FLSA Rule For Paying Overtime?

What is The Proposed Increase?

Which Employees Would Be Exempt?

What Will Businesses Need to Do?

How Can Businesses Prepare Today?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> DOL's New Higher Overtime Salary Threshold Proposal

We'll explore:

What is The Current FLSA Rule For Paying Overtime?

What is The Proposed Increase?

Which Employees Would Be Exempt?

What Will Businesses Need to Do?

How Can Businesses Prepare Today?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 16:40:58 -0500 Asure Asure 2578 DOL's New Higher Overtime Salary Threshold Proposal

We'll explore:

What is The Current FLSA Rule For Paying Overtime?

What is The Proposed Increase?

Which Employees Would Be Exempt?

What Will Businesses Need to Do?

How Can Businesses Prepare Today?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How Diversity in Small Business Increases Sales and Growth - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #70 70 70 How Diversity in Small Business Increases Sales and Growth - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #70 full add5d460-4734-4dd5-89cd-2a6308f3f382 https://share.transistor.fm/s/801dc28b How Diversity in Small Business Increases Sales and Growth

We'll explore:
How Hard Data Shows DEI Helps Small Businesses Make More Money
Why Aren’t Small Businesses NOT Prioritizing D&I?
Action Steps for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Erica Fletcher, Global Head of Diversity and Inclusion at Hiscox

]]> How Diversity in Small Business Increases Sales and Growth

We'll explore:
How Hard Data Shows DEI Helps Small Businesses Make More Money
Why Aren’t Small Businesses NOT Prioritizing D&I?
Action Steps for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Erica Fletcher, Global Head of Diversity and Inclusion at Hiscox

]]> Tue, 16 Jan 2024 16:40:15 -0500 Asure Asure 3561 How Diversity in Small Business Increases Sales and Growth

We'll explore:
How Hard Data Shows DEI Helps Small Businesses Make More Money
Why Aren’t Small Businesses NOT Prioritizing D&I?
Action Steps for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Erica Fletcher, Global Head of Diversity and Inclusion at Hiscox

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Erica Fletcher ACA Penalties Increased - Everything to Know About ACA in 2023 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #69 69 69 ACA Penalties Increased - Everything to Know About ACA in 2023 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #69 full 235e2cd5-f305-440e-81d6-6f82107ce5be https://share.transistor.fm/s/85363038 ACA Penalties Increased: Everything to Know About ACA in 2023

We'll explore:

What is the ACA?

Which Businesses Must Comply With the ACA?

What are the Increased Penalties for ACA Non-Compliance in 2023?

What are the ACA Compliance Requirements?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> ACA Penalties Increased: Everything to Know About ACA in 2023

We'll explore:

What is the ACA?

Which Businesses Must Comply With the ACA?

What are the Increased Penalties for ACA Non-Compliance in 2023?

What are the ACA Compliance Requirements?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 16:39:32 -0500 Asure Asure 3823 ACA Penalties Increased: Everything to Know About ACA in 2023

We'll explore:

What is the ACA?

Which Businesses Must Comply With the ACA?

What are the Increased Penalties for ACA Non-Compliance in 2023?

What are the ACA Compliance Requirements?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Prepare for Changes to Exempt Employee Rules - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #68 68 68 Prepare for Changes to Exempt Employee Rules - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #68 full 1fed3509-03ea-4fd3-bbd4-83aceecc5919 https://share.transistor.fm/s/eacbf8a8 Prepare for Changes to Exempt Employee Rules

We'll explore:

What Is an Exempt Employee?

Create Clear Job Descriptions Defending Exemptions

FLSA Audit- Who is Currently Exempt/ Non-Exempt

Payroll Audit- Overtimea

What Will Be the Impact

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Prepare for Changes to Exempt Employee Rules

We'll explore:

What Is an Exempt Employee?

Create Clear Job Descriptions Defending Exemptions

FLSA Audit- Who is Currently Exempt/ Non-Exempt

Payroll Audit- Overtimea

What Will Be the Impact

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:34:16 -0500 Asure Asure 2775 Prepare for Changes to Exempt Employee Rules

We'll explore:

What Is an Exempt Employee?

Create Clear Job Descriptions Defending Exemptions

FLSA Audit- Who is Currently Exempt/ Non-Exempt

Payroll Audit- Overtimea

What Will Be the Impact

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Leading Hybrid and Remote Teams - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #67 67 67 Leading Hybrid and Remote Teams - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #67 full 66993b31-a672-4aeb-8503-362a56c2958a https://share.transistor.fm/s/c8398c30 Leading Hybrid and Remote Teams

We'll explore:

How Hybrid and Remote Options Are Beneficial to Businesses

Evaluating Performance for Hybrid and Remote Employees

Adapt Company Culture

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Dr. Gleb Tsipursky, Behavorial Scientist, Best-Selling Author, Speaker, & CEO of Disaster Avoidance Experts

]]> Leading Hybrid and Remote Teams

We'll explore:

How Hybrid and Remote Options Are Beneficial to Businesses

Evaluating Performance for Hybrid and Remote Employees

Adapt Company Culture

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Dr. Gleb Tsipursky, Behavorial Scientist, Best-Selling Author, Speaker, & CEO of Disaster Avoidance Experts

]]> Tue, 16 Jan 2024 16:33:04 -0500 Asure Asure 3803 Leading Hybrid and Remote Teams

We'll explore:

How Hybrid and Remote Options Are Beneficial to Businesses

Evaluating Performance for Hybrid and Remote Employees

Adapt Company Culture

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Dr. Gleb Tsipursky, Behavorial Scientist, Best-Selling Author, Speaker, & CEO of Disaster Avoidance Experts

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Dr. Gleb Tsipursky New I-9 Form and Remote Verification Rule - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #66 66 66 New I-9 Form and Remote Verification Rule - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #66 full 32b3c5ba-80c1-4541-addd-378d180c3418 https://share.transistor.fm/s/e9c82df6 New I-9 Form and Remote Verification Rule

We'll explore:

Form I-9

What’s Changing With Form I-9?

Verifying Emplyment Documents

What Are Penalties For Non-Compliance?

Resources:

https://www.uscis.gov/i-9

https://www.e-verify.gov/about-e-verify/what-is-e-verify/e-verify-and-form-i-9

https://offers.asuresoftware.com/e-verify-what-employers-must-know


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> New I-9 Form and Remote Verification Rule

We'll explore:

Form I-9

What’s Changing With Form I-9?

Verifying Emplyment Documents

What Are Penalties For Non-Compliance?

Resources:

https://www.uscis.gov/i-9

https://www.e-verify.gov/about-e-verify/what-is-e-verify/e-verify-and-form-i-9

https://offers.asuresoftware.com/e-verify-what-employers-must-know


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:27:47 -0500 Asure Asure 2777 New I-9 Form and Remote Verification Rule

We'll explore:

Form I-9

What’s Changing With Form I-9?

Verifying Emplyment Documents

What Are Penalties For Non-Compliance?

Resources:

https://www.uscis.gov/i-9

https://www.e-verify.gov/about-e-verify/what-is-e-verify/e-verify-and-form-i-9

https://offers.asuresoftware.com/e-verify-what-employers-must-know


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How to Lead Your Business Through Change - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #65 65 65 How to Lead Your Business Through Change - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #65 full 303084c6-b766-4e99-8937-34af2370cd49 https://share.transistor.fm/s/0012ccc1 How to Lead Your Business Through Change

We'll explore:

Importance of Leadership for Business Owners

Leadership Lessons for Small and Midsize Business Owners

What “Effective Leaders Inspire Connection and Purpose” Really Means

Common Mistakes Leaders Make During Times of Crisis and Change

How to Negotiate Differences and Resolve Conflict to Build Collaboration


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Eric McNulty, Crisis and Change Leadership Educator, Speaker, and Author

]]> How to Lead Your Business Through Change

We'll explore:

Importance of Leadership for Business Owners

Leadership Lessons for Small and Midsize Business Owners

What “Effective Leaders Inspire Connection and Purpose” Really Means

Common Mistakes Leaders Make During Times of Crisis and Change

How to Negotiate Differences and Resolve Conflict to Build Collaboration


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Eric McNulty, Crisis and Change Leadership Educator, Speaker, and Author

]]> Tue, 16 Jan 2024 16:23:19 -0500 Asure Asure 3575 How to Lead Your Business Through Change

We'll explore:

Importance of Leadership for Business Owners

Leadership Lessons for Small and Midsize Business Owners

What “Effective Leaders Inspire Connection and Purpose” Really Means

Common Mistakes Leaders Make During Times of Crisis and Change

How to Negotiate Differences and Resolve Conflict to Build Collaboration


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Eric McNulty, Crisis and Change Leadership Educator, Speaker, and Author

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Eric McNulty Managing Talent - Secrets to Small Business Success - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #64 64 64 Managing Talent - Secrets to Small Business Success - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #64 full 38dffe03-b0d8-4c91-86a5-d2a44e3095e7 https://share.transistor.fm/s/13c80636 Managing Talent: Secrets to Small Business Success

We'll explore:

Why Should Busy Entrepreneurs Learn Management Techniques?

Attracting Top Talent

Developing and Retaining Talent

Effective Performance Management

Culture and Teamwork


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Elizabeth Gore, President & Co-Founder of Hello Alice

https://helloalice.com/

]]> Managing Talent: Secrets to Small Business Success

We'll explore:

Why Should Busy Entrepreneurs Learn Management Techniques?

Attracting Top Talent

Developing and Retaining Talent

Effective Performance Management

Culture and Teamwork


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Elizabeth Gore, President & Co-Founder of Hello Alice

https://helloalice.com/

]]> Tue, 16 Jan 2024 16:22:31 -0500 Asure Asure 3435 Managing Talent: Secrets to Small Business Success

We'll explore:

Why Should Busy Entrepreneurs Learn Management Techniques?

Attracting Top Talent

Developing and Retaining Talent

Effective Performance Management

Culture and Teamwork


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Elizabeth Gore, President & Co-Founder of Hello Alice

https://helloalice.com/

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Elizabeth Gore Retention and Post-Employment Tips - Our Small Business Survey Results Are In. Compare Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #63 63 63 Retention and Post-Employment Tips - Our Small Business Survey Results Are In. Compare Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #63 full aa97d691-59e9-402d-85ac-2acd49673dbf https://share.transistor.fm/s/81b24505 Retention and Post-Employment Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Retention
Post-Employment
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

]]> Retention and Post-Employment Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Retention
Post-Employment
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

]]> Tue, 16 Jan 2024 16:17:40 -0500 Asure Asure 2791 Retention and Post-Employment Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Retention
Post-Employment
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Development and Performance Management Tips - Our Small Business Survey Results Are In - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #62 62 62 Development and Performance Management Tips - Our Small Business Survey Results Are In - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #62 full 5756380d-8005-4a49-9e53-99e43f98ca88 https://share.transistor.fm/s/cb8ac1fd Development and Performance Management Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Development
Performance Management
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Development and Performance Management Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Development
Performance Management
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:12:46 -0500 Asure Asure 4115 Development and Performance Management Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Development
Performance Management
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Onboarding and Compliance Tips - Our Small Business Survey Results Are In - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #61 61 61 Onboarding and Compliance Tips - Our Small Business Survey Results Are In - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #61 full a390131f-60ee-491d-ad84-d8bfac9800e8 https://share.transistor.fm/s/e6ff53cb Onboarding and Compliance Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Onboarding
Compliance with Laws and Regulations
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Onboarding and Compliance Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Onboarding
Compliance with Laws and Regulations
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 16:06:18 -0500 Asure Asure 3059 Onboarding and Compliance Tips: Our Small Business Survey Results Are In. Compare Your Business to Others

We'll explore:
About Asure's HR Survey
Onboarding
Compliance with Laws and Regulations
How Asure Can Implement Solutions for Small Businesses

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons NACHA, Bank Secrecy Act, Money Transmitter Law - What Businesses Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #60 60 60 NACHA, Bank Secrecy Act, Money Transmitter Law - What Businesses Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #60 full 83b03e14-1d53-4d9f-af03-7b7a4cd94130 https://share.transistor.fm/s/01a49d27 NACHA, Bank Secrecy Act, Money Transmitter Law: What Businesses Must Know


We'll explore:

What is NACHA?

What is the Bank Secrecy Act?

What is the Money Transmitter Law?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Chris W. Bell, Regulatory Compliance Attorney with Asure

]]> NACHA, Bank Secrecy Act, Money Transmitter Law: What Businesses Must Know


We'll explore:

What is NACHA?

What is the Bank Secrecy Act?

What is the Money Transmitter Law?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Chris W. Bell, Regulatory Compliance Attorney with Asure

]]> Tue, 16 Jan 2024 16:05:22 -0500 Asure Asure 4479 NACHA, Bank Secrecy Act, Money Transmitter Law: What Businesses Must Know


We'll explore:

What is NACHA?

What is the Bank Secrecy Act?

What is the Money Transmitter Law?


Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Chris W. Bell, Regulatory Compliance Attorney with Asure

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Chris Bell 5 Crucial Actions That Build Unity and Foster Performance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #59 59 59 5 Crucial Actions That Build Unity and Foster Performance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #59 full b38c3f81-84cd-42ce-88eb-0e2b3cf547b1 https://share.transistor.fm/s/86bd0df7 5 Crucial Actions That Build Unity and Foster Performance

We'll explore:

Why Is It Important to Build Unity in the Workplace?

What are the 5 Crucial Actions That Build Unity and Foster Performance?

What Being a More Human Leader Means

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brad Deutser, Founder & CEO of Deutser, Bestselling Author, and Speaker

]]> 5 Crucial Actions That Build Unity and Foster Performance

We'll explore:

Why Is It Important to Build Unity in the Workplace?

What are the 5 Crucial Actions That Build Unity and Foster Performance?

What Being a More Human Leader Means

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brad Deutser, Founder & CEO of Deutser, Bestselling Author, and Speaker

]]> Tue, 16 Jan 2024 15:59:19 -0500 Asure Asure 4596 5 Crucial Actions That Build Unity and Foster Performance

We'll explore:

Why Is It Important to Build Unity in the Workplace?

What are the 5 Crucial Actions That Build Unity and Foster Performance?

What Being a More Human Leader Means

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brad Deutser, Founder & CEO of Deutser, Bestselling Author, and Speaker

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brad Deutser Maximizing ChatGPT for HR - Mitigating Risks and Boosting Productivity - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #58 58 58 Maximizing ChatGPT for HR - Mitigating Risks and Boosting Productivity - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #58 full 06abe294-7994-4b98-b234-4080697e22a5 https://share.transistor.fm/s/b6bc7c91 Maximizing ChatGPT for HR: Mitigating Risks and Boosting Productivity

We'll explore:

Where in the Workplace Can Businesses Use ChatGPT?

Where Can Businesses Get in Trouble from an HR Perspective?

From an HR Perspective, What Policies Should Employers Use with ChatGPT?

How You Get More Productivity Out of Your Workforce Using AI?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Maximizing ChatGPT for HR: Mitigating Risks and Boosting Productivity

We'll explore:

Where in the Workplace Can Businesses Use ChatGPT?

Where Can Businesses Get in Trouble from an HR Perspective?

From an HR Perspective, What Policies Should Employers Use with ChatGPT?

How You Get More Productivity Out of Your Workforce Using AI?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:51:38 -0500 Asure Asure 3431 Maximizing ChatGPT for HR: Mitigating Risks and Boosting Productivity

We'll explore:

Where in the Workplace Can Businesses Use ChatGPT?

Where Can Businesses Get in Trouble from an HR Perspective?

From an HR Perspective, What Policies Should Employers Use with ChatGPT?

How You Get More Productivity Out of Your Workforce Using AI?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Title VII Compliance for Employers - Practical Steps to Take - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #57 57 57 Title VII Compliance for Employers - Practical Steps to Take - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #57 full d60df0be-7d7b-43ee-bffc-94b429fb51d6 https://share.transistor.fm/s/9d63c0ba Title VII Compliance for Employers: Practical Steps to Take

We'll explore:

Brief Explanation of Title VII of the Civil Rights Act of 1964

Types of Discrimination Prohibited by Title VII

Types of Employees Protected Under Title VII

5 Common Employee Claims Under Title VII

Best Practices for Staying in Compliance with Title VII

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Title VII Compliance for Employers: Practical Steps to Take

We'll explore:

Brief Explanation of Title VII of the Civil Rights Act of 1964

Types of Discrimination Prohibited by Title VII

Types of Employees Protected Under Title VII

5 Common Employee Claims Under Title VII

Best Practices for Staying in Compliance with Title VII

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:50:46 -0500 Asure Asure 4038 Title VII Compliance for Employers: Practical Steps to Take

We'll explore:

Brief Explanation of Title VII of the Civil Rights Act of 1964

Types of Discrimination Prohibited by Title VII

Types of Employees Protected Under Title VII

5 Common Employee Claims Under Title VII

Best Practices for Staying in Compliance with Title VII

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker The Truth About On-Demand Pay - What Employers Need to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #56 56 56 The Truth About On-Demand Pay - What Employers Need to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #56 full 0b5f24ad-ce60-47c7-9161-980c2dcf024b https://share.transistor.fm/s/b631e2be The Truth About On-Demand Pay - What Employers Need to Know

We'll explore:

How to leverage on-demand pay as a competitive advantage

Tips for boosting productivity

The importance of financial wellness as a benefit offering

The pitfalls of not adapting to employee financial needs

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Tate Hackert, Co-Founder & President of ZayZoon
https://www.zayzoon.com/

]]> The Truth About On-Demand Pay - What Employers Need to Know

We'll explore:

How to leverage on-demand pay as a competitive advantage

Tips for boosting productivity

The importance of financial wellness as a benefit offering

The pitfalls of not adapting to employee financial needs

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Tate Hackert, Co-Founder & President of ZayZoon
https://www.zayzoon.com/

]]> Tue, 16 Jan 2024 15:44:20 -0500 Asure Asure 2811 The Truth About On-Demand Pay - What Employers Need to Know

We'll explore:

How to leverage on-demand pay as a competitive advantage

Tips for boosting productivity

The importance of financial wellness as a benefit offering

The pitfalls of not adapting to employee financial needs

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Tate Hackert, Co-Founder & President of ZayZoon
https://www.zayzoon.com/

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Tate Hackert Does Your Social Media Policy Violate Labor Law? - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #55 55 55 Does Your Social Media Policy Violate Labor Law? - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #55 full b814b612-873a-42d4-9331-748499458686 https://share.transistor.fm/s/356fae00 Does Your Social Media Policy Violate Labor Law?

We'll explore:
What is an Employer Social Media Policy?
Labor Law and Social Media Policies
Examples of Social Media Policies That Violate Labor Law
Consequences of Violating Labor Law in Social Media Policies
Best Practices for a Legal Social Media Policy

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Does Your Social Media Policy Violate Labor Law?

We'll explore:
What is an Employer Social Media Policy?
Labor Law and Social Media Policies
Examples of Social Media Policies That Violate Labor Law
Consequences of Violating Labor Law in Social Media Policies
Best Practices for a Legal Social Media Policy

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:39:53 -0500 Asure Asure 3774 Does Your Social Media Policy Violate Labor Law?

We'll explore:
What is an Employer Social Media Policy?
Labor Law and Social Media Policies
Examples of Social Media Policies That Violate Labor Law
Consequences of Violating Labor Law in Social Media Policies
Best Practices for a Legal Social Media Policy

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker OSHA - What Employers Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #54 54 54 OSHA - What Employers Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #54 full ec202c2c-bd40-4f05-b2c1-f516288637c0 https://share.transistor.fm/s/29637a32 OSHA – What Employers Must Know

We'll explore:
What is OSHA?
Provide a Safe and Hazard Free Worksite
Required Postings
Record Keeping
Emergency Action Plan
Training & Education
Penalties

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> OSHA – What Employers Must Know

We'll explore:
What is OSHA?
Provide a Safe and Hazard Free Worksite
Required Postings
Record Keeping
Emergency Action Plan
Training & Education
Penalties

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:39:08 -0500 Asure Asure 4559 OSHA – What Employers Must Know

We'll explore:
What is OSHA?
Provide a Safe and Hazard Free Worksite
Required Postings
Record Keeping
Emergency Action Plan
Training & Education
Penalties

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Compliance Solutions for Entity Management, License Tracking, & More - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #53 53 53 Compliance Solutions for Entity Management, License Tracking, & More - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #53 full f452d9d6-63ed-4e97-a994-0c3794917d73 https://share.transistor.fm/s/dd873092 Compliance Solutions for Entity Management, License Tracking, & More

We'll explore:
Which Organizations Need to Be Concerned About Licensing and Entity Management
How Compliance Software and Expertise Can Increase Efficiency
Example of a Small Business That Needed Compliance Help
Examples of Penalties for Non-Compliance or for Failing to Operate with a Business License

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brock Klinger, Director of Sales and Marketing at Harbor Compliance

]]> Compliance Solutions for Entity Management, License Tracking, & More

We'll explore:
Which Organizations Need to Be Concerned About Licensing and Entity Management
How Compliance Software and Expertise Can Increase Efficiency
Example of a Small Business That Needed Compliance Help
Examples of Penalties for Non-Compliance or for Failing to Operate with a Business License

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brock Klinger, Director of Sales and Marketing at Harbor Compliance

]]> Tue, 16 Jan 2024 15:38:22 -0500 Asure Asure 2719 Compliance Solutions for Entity Management, License Tracking, & More

We'll explore:
Which Organizations Need to Be Concerned About Licensing and Entity Management
How Compliance Software and Expertise Can Increase Efficiency
Example of a Small Business That Needed Compliance Help
Examples of Penalties for Non-Compliance or for Failing to Operate with a Business License

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brock Klinger, Director of Sales and Marketing at Harbor Compliance

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brock Klinger Grants for Small Businesses - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #52 52 52 Grants for Small Businesses - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #52 full 00693b82-da92-410a-9c0a-1105806211c8 https://share.transistor.fm/s/d1cc6af0 Grants for Small Businesses

We'll explore:
The Overall State of Small Business in Today’s Economy
Challenges that Small Businesses Face in Accessing Capital and Credit
What are Grants and Why are Grants a Great and Vital Resource for Small Businesses?
What Do Most Small Businesses Spend Awarded Grant Money On?
How Can a Small Business Find and Apply for the Right Grants for Their Business?
What are Your Tips for Small Businesses to Have a Standout Application?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Elizabeth Gore, President & Co-Founder of Hello Alice

]]> Grants for Small Businesses

We'll explore:
The Overall State of Small Business in Today’s Economy
Challenges that Small Businesses Face in Accessing Capital and Credit
What are Grants and Why are Grants a Great and Vital Resource for Small Businesses?
What Do Most Small Businesses Spend Awarded Grant Money On?
How Can a Small Business Find and Apply for the Right Grants for Their Business?
What are Your Tips for Small Businesses to Have a Standout Application?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Elizabeth Gore, President & Co-Founder of Hello Alice

]]> Tue, 16 Jan 2024 15:37:46 -0500 Asure Asure 3042 Grants for Small Businesses

We'll explore:
The Overall State of Small Business in Today’s Economy
Challenges that Small Businesses Face in Accessing Capital and Credit
What are Grants and Why are Grants a Great and Vital Resource for Small Businesses?
What Do Most Small Businesses Spend Awarded Grant Money On?
How Can a Small Business Find and Apply for the Right Grants for Their Business?
What are Your Tips for Small Businesses to Have a Standout Application?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Elizabeth Gore, President & Co-Founder of Hello Alice

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Elizabeth Gore E Verify - What Employers Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #51 51 51 E Verify - What Employers Must Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #51 full 283add89-2787-4211-b1f1-673e6703335a https://share.transistor.fm/s/fcc1a09e E-Verify: What Employers Must Know

We'll explore:
What is E-Verify?
How Does E-Verify Affect Employers and Employees?
Penalties for Non-Compliance
E-Verify Rules

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> E-Verify: What Employers Must Know

We'll explore:
What is E-Verify?
How Does E-Verify Affect Employers and Employees?
Penalties for Non-Compliance
E-Verify Rules

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:37:11 -0500 Asure Asure 2207 E-Verify: What Employers Must Know

We'll explore:
What is E-Verify?
How Does E-Verify Affect Employers and Employees?
Penalties for Non-Compliance
E-Verify Rules

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Drug Testing - What Employers Need to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #50 50 50 Drug Testing - What Employers Need to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #50 full 025ae3a6-c99d-4061-bfa3-81ee6e78381e https://share.transistor.fm/s/8b512024 Drug Testing: What Employers Need to Know

We'll explore:

What is a Pre-Employment Drug Test?
Which Employers are Required to Drug Test?
Which Employers Might Consider Drug Testing?
What are Common Legal Issues Employers Run into While Drug Testing?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Drug Testing: What Employers Need to Know

We'll explore:

What is a Pre-Employment Drug Test?
Which Employers are Required to Drug Test?
Which Employers Might Consider Drug Testing?
What are Common Legal Issues Employers Run into While Drug Testing?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:36:30 -0500 Asure Asure 3977 Drug Testing: What Employers Need to Know

We'll explore:

What is a Pre-Employment Drug Test?
Which Employers are Required to Drug Test?
Which Employers Might Consider Drug Testing?
What are Common Legal Issues Employers Run into While Drug Testing?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Become More Efficient at Work with Columbia University Lecturer Nick Sonnenberg - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #49 49 49 Become More Efficient at Work with Columbia University Lecturer Nick Sonnenberg - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #49 full 9ca1dd41-c0f5-4532-bba0-d5f87b34aa19 https://share.transistor.fm/s/d45fdaae How Teams Can Leverage Systems and Tools to Stop Drowning in Work

We'll explore:
What's the ROI on Leveraging Systems and Tools?
Why is Working Smarter Not Harder Easier Said Than Done for Businesses?
Practical Productivity Tips

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Nick Sonnenberg, Leverage CEO, Author

https://www.getleverage.com/

https://comeupforair.com/

]]> How Teams Can Leverage Systems and Tools to Stop Drowning in Work

We'll explore:
What's the ROI on Leveraging Systems and Tools?
Why is Working Smarter Not Harder Easier Said Than Done for Businesses?
Practical Productivity Tips

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Nick Sonnenberg, Leverage CEO, Author

https://www.getleverage.com/

https://comeupforair.com/

]]> Tue, 16 Jan 2024 15:35:43 -0500 Asure Asure 3241 How Teams Can Leverage Systems and Tools to Stop Drowning in Work

We'll explore:
What's the ROI on Leveraging Systems and Tools?
Why is Working Smarter Not Harder Easier Said Than Done for Businesses?
Practical Productivity Tips

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Nick Sonnenberg, Leverage CEO, Author

https://www.getleverage.com/

https://comeupforair.com/

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Nick Sonnenberg How to Fund Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #48 48 48 How to Fund Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #48 full 53511fb9-c89a-4cad-bbdb-6e3c447d9605 https://share.transistor.fm/s/6d3bd049 How to Fund Your Business

We'll explore:
What are the Main Ways Small and Midsize Businesses Can Get Funding?
What are the Pros and Cons of the Various Ways to Get Funding?
What are the Challenges Small Businesses Face When Trying to Obtain Funds?
"Nice" in Finance

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Kate Hao, Founder and CEO of Happy Mango

https://www.happymangocredit.com/

]]> How to Fund Your Business

We'll explore:
What are the Main Ways Small and Midsize Businesses Can Get Funding?
What are the Pros and Cons of the Various Ways to Get Funding?
What are the Challenges Small Businesses Face When Trying to Obtain Funds?
"Nice" in Finance

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Kate Hao, Founder and CEO of Happy Mango

https://www.happymangocredit.com/

]]> Tue, 16 Jan 2024 15:35:02 -0500 Asure Asure 3226 How to Fund Your Business

We'll explore:
What are the Main Ways Small and Midsize Businesses Can Get Funding?
What are the Pros and Cons of the Various Ways to Get Funding?
What are the Challenges Small Businesses Face When Trying to Obtain Funds?
"Nice" in Finance

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Kate Hao, Founder and CEO of Happy Mango

https://www.happymangocredit.com/

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Kate Hao 2023 - Don't Get Caught Unprepared - 12 New HR Updates, Part 2 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #47 47 47 2023 - Don't Get Caught Unprepared - 12 New HR Updates, Part 2 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #47 full e07acc5d-2184-49c7-8fb4-5e1ddf0f5230 https://share.transistor.fm/s/546aaca0 2023: Don't Get Caught Unprepared - 12 New HR Updates, Part 2

We'll explore:
Laws Prohibiting Restrictions on Speaking Out About Sexual Harassment
States Expanding Definitions of Family Members
FLSA Salary Threshold Increase 
More COVID Laws/States of Emergency
Pregnant Workers Fairness Act
How to Start 2023 Right

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> 2023: Don't Get Caught Unprepared - 12 New HR Updates, Part 2

We'll explore:
Laws Prohibiting Restrictions on Speaking Out About Sexual Harassment
States Expanding Definitions of Family Members
FLSA Salary Threshold Increase 
More COVID Laws/States of Emergency
Pregnant Workers Fairness Act
How to Start 2023 Right

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:34:15 -0500 Asure Asure 3241 2023: Don't Get Caught Unprepared - 12 New HR Updates, Part 2

We'll explore:
Laws Prohibiting Restrictions on Speaking Out About Sexual Harassment
States Expanding Definitions of Family Members
FLSA Salary Threshold Increase 
More COVID Laws/States of Emergency
Pregnant Workers Fairness Act
How to Start 2023 Right

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons 2023 - Don't Get Caught Unprepared - 12 New HR Updates, Part 1 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #46 46 46 2023 - Don't Get Caught Unprepared - 12 New HR Updates, Part 1 - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #46 full 10a38d78-da2a-4efe-aa97-798ef285661f https://share.transistor.fm/s/2f1c2fbf 2023: Don't Get Caught Unprepared - 12 New HR Updates, Part 1

We'll explore:
New Form I-9 Coming
Unions on the Rise
Unstable Economy Increases Turnover!
Marijuana Legalization, Testing, and Laws
Mandatory State Retirement Savings Programs
Paid Sick Leave

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> 2023: Don't Get Caught Unprepared - 12 New HR Updates, Part 1

We'll explore:
New Form I-9 Coming
Unions on the Rise
Unstable Economy Increases Turnover!
Marijuana Legalization, Testing, and Laws
Mandatory State Retirement Savings Programs
Paid Sick Leave

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:33:03 -0500 Asure Asure 2902 2023: Don't Get Caught Unprepared - 12 New HR Updates, Part 1

We'll explore:
New Form I-9 Coming
Unions on the Rise
Unstable Economy Increases Turnover!
Marijuana Legalization, Testing, and Laws
Mandatory State Retirement Savings Programs
Paid Sick Leave

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons 5 Must-Know Recent HR Updates - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #45 45 45 5 Must-Know Recent HR Updates - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #45 full 6ef82369-4d62-44f1-89b3-a8a76b353348 https://share.transistor.fm/s/074bc814 5 Must-Know Recent HR Updates

We'll explore:
Pay Transparency 
Uptick in Leave Laws
Changes in the FLSA Definition of Independent Contractor
Fair Chance Laws
Salary History Bans

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> 5 Must-Know Recent HR Updates

We'll explore:
Pay Transparency 
Uptick in Leave Laws
Changes in the FLSA Definition of Independent Contractor
Fair Chance Laws
Salary History Bans

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:32:17 -0500 Asure Asure 4091 5 Must-Know Recent HR Updates

We'll explore:
Pay Transparency 
Uptick in Leave Laws
Changes in the FLSA Definition of Independent Contractor
Fair Chance Laws
Salary History Bans

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons RISING TOGETHER - How We Can Bridge Divides and Create a More Inclusive Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #44 44 44 RISING TOGETHER - How We Can Bridge Divides and Create a More Inclusive Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #44 full 4171ab33-1207-4b7f-ab8b-614e97dd49fb https://share.transistor.fm/s/87fdcce8 RISING TOGETHER: How We Can Bridge Divides and Create a More Inclusive Workplace

We'll explore:

What Business Objectives Are Companies Missing Out on When They Fail to Prioritize Inclusion? 
Most Common Triggers that Prevent Collaborative Work Relationships 
Breakthrough Behavior Technique 
Rising Together: How to Actually Create and Sustain Environments of Inclusion 
Essential Skills that Leaders Must Cultivate In Order to Fully Engage Talent
How Organizations Can Engage the Full Talents of All Employees in Meeting Marketplace Demands

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Sally Helgesen, Expert on Women’s Leadership, Best-Selling Author, and International Speaker

]]> RISING TOGETHER: How We Can Bridge Divides and Create a More Inclusive Workplace

We'll explore:

What Business Objectives Are Companies Missing Out on When They Fail to Prioritize Inclusion? 
Most Common Triggers that Prevent Collaborative Work Relationships 
Breakthrough Behavior Technique 
Rising Together: How to Actually Create and Sustain Environments of Inclusion 
Essential Skills that Leaders Must Cultivate In Order to Fully Engage Talent
How Organizations Can Engage the Full Talents of All Employees in Meeting Marketplace Demands

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Sally Helgesen, Expert on Women’s Leadership, Best-Selling Author, and International Speaker

]]> Tue, 16 Jan 2024 15:26:16 -0500 Asure Asure 3101 RISING TOGETHER: How We Can Bridge Divides and Create a More Inclusive Workplace

We'll explore:

What Business Objectives Are Companies Missing Out on When They Fail to Prioritize Inclusion? 
Most Common Triggers that Prevent Collaborative Work Relationships 
Breakthrough Behavior Technique 
Rising Together: How to Actually Create and Sustain Environments of Inclusion 
Essential Skills that Leaders Must Cultivate In Order to Fully Engage Talent
How Organizations Can Engage the Full Talents of All Employees in Meeting Marketplace Demands

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Sally Helgesen, Expert on Women’s Leadership, Best-Selling Author, and International Speaker

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Sally Helgesen Tax Advantages Filing As An S-Corp Instead of Filing Schedule C - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #43 43 43 Tax Advantages Filing As An S-Corp Instead of Filing Schedule C - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #43 full dddbbf31-f5b0-4e05-961f-430fb7158083 https://share.transistor.fm/s/57801ce8 Tax Advantages Filing as an S-Corp Instead of Filing Schedule C (Entity Classification)

We'll explore:

Why Be an S Corporation?  
Why Be a Partnership? 
Why Be a Sole Proprietor?  
What is a Single Member LLC?  

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Joshua “JJ the CPA” Jenson, National Speaker, Author, and Practicing CPA

]]> Tax Advantages Filing as an S-Corp Instead of Filing Schedule C (Entity Classification)

We'll explore:

Why Be an S Corporation?  
Why Be a Partnership? 
Why Be a Sole Proprietor?  
What is a Single Member LLC?  

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Joshua “JJ the CPA” Jenson, National Speaker, Author, and Practicing CPA

]]> Tue, 16 Jan 2024 15:25:25 -0500 Asure Asure 3155 Tax Advantages Filing as an S-Corp Instead of Filing Schedule C (Entity Classification)

We'll explore:

Why Be an S Corporation?  
Why Be a Partnership? 
Why Be a Sole Proprietor?  
What is a Single Member LLC?  

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Joshua “JJ the CPA” Jenson, National Speaker, Author, and Practicing CPA

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Joshua Jenson Employees Must Be Compensated For These Activities - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #42 42 42 Employees Must Be Compensated For These Activities - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #42 full b92cfa84-5909-4069-9b6a-f68432e62406 https://share.transistor.fm/s/b6d020b4 Employees MUST Be Compensated for These Activities

We'll explore:

What Is Compensable Time?
Penalties for Incorrectly Compensating Employees
For Which Activities Must You Compensate Employees?
Activities You Do NOT Have to Compensate Employees For

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Employees MUST Be Compensated for These Activities

We'll explore:

What Is Compensable Time?
Penalties for Incorrectly Compensating Employees
For Which Activities Must You Compensate Employees?
Activities You Do NOT Have to Compensate Employees For

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:19:27 -0500 Asure Asure 4195 Employees MUST Be Compensated for These Activities

We'll explore:

What Is Compensable Time?
Penalties for Incorrectly Compensating Employees
For Which Activities Must You Compensate Employees?
Activities You Do NOT Have to Compensate Employees For

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How Unconscious Bias Kills Your Culture - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #41 41 41 How Unconscious Bias Kills Your Culture - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #41 full 6193205d-6936-47ff-bb1f-2decc9903c5a https://share.transistor.fm/s/d7b7a853 How Unconscious Bias Kills Your Culture

We'll explore:

What Is Unconscious Bias?
Can Unconscious Bias Lead​ to Legal Liability?
What Creates Bias? What Triggers Bias?
Types of Unconscious Biases​
How Unconscious Bias Can Hurt Your Organization and Benefits to Decreasing​ Unconscious Bias
Steps to Minimizing​ Unconscious Bias

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> How Unconscious Bias Kills Your Culture

We'll explore:

What Is Unconscious Bias?
Can Unconscious Bias Lead​ to Legal Liability?
What Creates Bias? What Triggers Bias?
Types of Unconscious Biases​
How Unconscious Bias Can Hurt Your Organization and Benefits to Decreasing​ Unconscious Bias
Steps to Minimizing​ Unconscious Bias

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:18:36 -0500 Asure Asure 3557 How Unconscious Bias Kills Your Culture

We'll explore:

What Is Unconscious Bias?
Can Unconscious Bias Lead​ to Legal Liability?
What Creates Bias? What Triggers Bias?
Types of Unconscious Biases​
How Unconscious Bias Can Hurt Your Organization and Benefits to Decreasing​ Unconscious Bias
Steps to Minimizing​ Unconscious Bias

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Secret Weapon to Hiring - How to Create an Effective Employee Referral Program - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #40 40 40 Secret Weapon to Hiring - How to Create an Effective Employee Referral Program - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #40 full 0a005c7e-72ee-4adf-aced-612aadb48df7 https://share.transistor.fm/s/2a089f4e Secret Weapon to Hiring: How to Create an Effective Employee Referral Program

We'll explore:

What is an Employee Referral Program and Why Create One?
Employee Referral Programs:  Benefits and Dangers
Elements of an Effective Employee Referral Program
Examples of Employee Referral Programs

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Secret Weapon to Hiring: How to Create an Effective Employee Referral Program

We'll explore:

What is an Employee Referral Program and Why Create One?
Employee Referral Programs:  Benefits and Dangers
Elements of an Effective Employee Referral Program
Examples of Employee Referral Programs

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:13:20 -0500 Asure Asure 3278 Secret Weapon to Hiring: How to Create an Effective Employee Referral Program

We'll explore:

What is an Employee Referral Program and Why Create One?
Employee Referral Programs:  Benefits and Dangers
Elements of an Effective Employee Referral Program
Examples of Employee Referral Programs

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Unions Are Gaining Popularity - What Employers Can and Can NOT Do About It - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #39 39 39 Unions Are Gaining Popularity - What Employers Can and Can NOT Do About It - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #39 full 65c54542-10ed-41d3-9fab-525466e6b57e https://share.transistor.fm/s/f2e7f588 Unions Are Gaining Popularity: What Employers Can and Can NOT Do About It

We'll explore:

Why Unions Are Increasing in Popularity
What Non-Union Employers Can (and Can't) Do to Discourage Their Workers from Unionizing
Predicting the Future for Employers Based on Signals from The National Labor Relations Board

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Unions Are Gaining Popularity: What Employers Can and Can NOT Do About It

We'll explore:

Why Unions Are Increasing in Popularity
What Non-Union Employers Can (and Can't) Do to Discourage Their Workers from Unionizing
Predicting the Future for Employers Based on Signals from The National Labor Relations Board

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:07:03 -0500 Asure Asure 3712 Unions Are Gaining Popularity: What Employers Can and Can NOT Do About It

We'll explore:

Why Unions Are Increasing in Popularity
What Non-Union Employers Can (and Can't) Do to Discourage Their Workers from Unionizing
Predicting the Future for Employers Based on Signals from The National Labor Relations Board

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How to Fill Out Form I-9 - Compliantly Avoid Fines, Audits, and Stay in Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #38 38 38 How to Fill Out Form I-9 - Compliantly Avoid Fines, Audits, and Stay in Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #38 full 1ab143a8-b8f8-4a0c-98b4-94f6f7298d5c https://share.transistor.fm/s/aa17629f How to Fill Out Form I-9: Avoid Fines, Audits, and Stay in Compliance

We'll explore:

How to Properly Complete the I-9
Laws for Holding I-9 Information
What is an I-9 Audit?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> How to Fill Out Form I-9: Avoid Fines, Audits, and Stay in Compliance

We'll explore:

How to Properly Complete the I-9
Laws for Holding I-9 Information
What is an I-9 Audit?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 15:06:20 -0500 Asure Asure 3277 How to Fill Out Form I-9: Avoid Fines, Audits, and Stay in Compliance

We'll explore:

How to Properly Complete the I-9
Laws for Holding I-9 Information
What is an I-9 Audit?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Illegal Vs Legal Reason to Deduct Wages From An Employee - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #37 37 37 Illegal Vs Legal Reason to Deduct Wages From An Employee - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #37 full 90f8115b-9c73-491f-9346-9fd4e9437002 https://share.transistor.fm/s/c443d957 Illegal Vs Legal Reasons to Deduct Wages From an Employee

We'll explore:

Why Is It Important to Comply With Federal and State Laws Regarding Deductions?
Three Federal Laws That May Apply to Your Business
Practical Examples (Are these legal or illegal?)

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Illegal Vs Legal Reasons to Deduct Wages From an Employee

We'll explore:

Why Is It Important to Comply With Federal and State Laws Regarding Deductions?
Three Federal Laws That May Apply to Your Business
Practical Examples (Are these legal or illegal?)

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 15:00:04 -0500 Asure Asure 3884 Illegal Vs Legal Reasons to Deduct Wages From an Employee

We'll explore:

Why Is It Important to Comply With Federal and State Laws Regarding Deductions?
Three Federal Laws That May Apply to Your Business
Practical Examples (Are these legal or illegal?)

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Quiet Quitting - What Employers Can Do About It - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #36 36 36 Quiet Quitting - What Employers Can Do About It - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #36 full 43534b57-ee0d-474f-86d1-33f70238399d https://share.transistor.fm/s/c0a48627 Quiet Quitting: What Employers Can Do About It 

We'll explore:

What Is Quiet Quitting?
What Employers Can Do About Quiet Quitting

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Quiet Quitting: What Employers Can Do About It 

We'll explore:

What Is Quiet Quitting?
What Employers Can Do About Quiet Quitting

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 14:59:13 -0500 Asure Asure 3208 Quiet Quitting: What Employers Can Do About It 

We'll explore:

What Is Quiet Quitting?
What Employers Can Do About Quiet Quitting

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Avoid Illegal Discipline of Employees for Conduct Outside the Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #35 35 35 Avoid Illegal Discipline of Employees for Conduct Outside the Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #35 full cd126665-58f4-49cd-8f08-6ad87957341f https://share.transistor.fm/s/5a31a985 Avoid Illegal Discipline of Employees for Conduct Outside the Workplace 

We'll explore:

The Legal Landscape for Conduct Outside the Workplace is Changing
Best Practices to Avoid Claims
Factors to Consider

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Avoid Illegal Discipline of Employees for Conduct Outside the Workplace 

We'll explore:

The Legal Landscape for Conduct Outside the Workplace is Changing
Best Practices to Avoid Claims
Factors to Consider

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 14:58:34 -0500 Asure Asure 3860 Avoid Illegal Discipline of Employees for Conduct Outside the Workplace 

We'll explore:

The Legal Landscape for Conduct Outside the Workplace is Changing
Best Practices to Avoid Claims
Factors to Consider

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How to Lead a Multi-Generational Team - Age Diversity in the Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #34 34 34 How to Lead a Multi-Generational Team - Age Diversity in the Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #34 full a06f2a31-83b9-4c7f-ab44-1716cfd2db59 https://share.transistor.fm/s/c2210d8f How to Lead a Multi-Generational Team - Age Diversity in the Workplace

We'll explore:

Why is Age Diversity in the Workplace Important?
How Do You Lead a Multi-Generational Team?
How Do Different Age Groups Generally View Work?
How to Attract the Best Workers, Regardless of Age

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Dr. Eliza Filby, Writer, Speaker, and Podcaster on History of Generations, Aging and the Family

]]> How to Lead a Multi-Generational Team - Age Diversity in the Workplace

We'll explore:

Why is Age Diversity in the Workplace Important?
How Do You Lead a Multi-Generational Team?
How Do Different Age Groups Generally View Work?
How to Attract the Best Workers, Regardless of Age

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Dr. Eliza Filby, Writer, Speaker, and Podcaster on History of Generations, Aging and the Family

]]> Tue, 16 Jan 2024 14:57:55 -0500 Asure Asure 3254 How to Lead a Multi-Generational Team - Age Diversity in the Workplace

We'll explore:

Why is Age Diversity in the Workplace Important?
How Do You Lead a Multi-Generational Team?
How Do Different Age Groups Generally View Work?
How to Attract the Best Workers, Regardless of Age

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Dr. Eliza Filby, Writer, Speaker, and Podcaster on History of Generations, Aging and the Family

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Dr. Eliza Filby Avoid Wrongful Termination Lawsuits - What is constructive discharge? - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #33 33 33 Avoid Wrongful Termination Lawsuits - What is constructive discharge? - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #33 full 50870d84-afcc-49fc-98aa-4f63681c8d41 https://share.transistor.fm/s/370f3f4f Avoid Wrongful Termination Lawsuits - What Is Constructive Discharge?

We'll explore:

What Is Constructive Discharge?
3-Part Test to Determine If It's Illegal Constructive Discharge
Fair and Legal "Forced" Resignations
Constructive Discharge Gray Areas
Why You Shouldn't Create an Intolerable Workplace to Get an Employee to Resign and What to Do Instead

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Avoid Wrongful Termination Lawsuits - What Is Constructive Discharge?

We'll explore:

What Is Constructive Discharge?
3-Part Test to Determine If It's Illegal Constructive Discharge
Fair and Legal "Forced" Resignations
Constructive Discharge Gray Areas
Why You Shouldn't Create an Intolerable Workplace to Get an Employee to Resign and What to Do Instead

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 14:56:29 -0500 Asure Asure 3751 Avoid Wrongful Termination Lawsuits - What Is Constructive Discharge?

We'll explore:

What Is Constructive Discharge?
3-Part Test to Determine If It's Illegal Constructive Discharge
Fair and Legal "Forced" Resignations
Constructive Discharge Gray Areas
Why You Shouldn't Create an Intolerable Workplace to Get an Employee to Resign and What to Do Instead

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker It's NOT Too Late for ERTC - Here's Who Qualifies - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #32 32 32 It's NOT Too Late for ERTC - Here's Who Qualifies - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #32 full 1687b214-5f66-4f1d-bcb8-55f892cb71d1 https://share.transistor.fm/s/b250c4b7 It's NOT Too Late for ERTC: Here's Who Qualifies

We'll explore:

What is ERTC?
Which Employers Qualify for the ERTC?
Can You Qualify for ERTC If You Already Got a PPP Loan?
How to Apply for ERTC
Do You Have to Pay Back ERTC?
How Long Does It Take to Receive the ERTC Refund?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Joshua “JJ the CPA” Jenson, National Speaker, Author, and Practicing CPA

NOTHING IN THIS COMMUNICATION CONSTITUTES LEGAL OR TAX ADVICE OR A GUARANTY OF ELIGIBILITY OF AN EMPLOYEE RETENTION TAX CREDIT. ELIGIBILITY DETERMINATIONS RELATED TO THE EMPLOYEE TAX RETENTION CREDIT ARE THE RESPONSIBILITY OF THE EMPLOYER.

For complete details about ERTC, visit the IRS website here: https://www.irs.gov/newsroom/covid-19-related-employee-retention-credits-how-to-claim-the-employee-retention-credit-faqs

]]> It's NOT Too Late for ERTC: Here's Who Qualifies

We'll explore:

What is ERTC?
Which Employers Qualify for the ERTC?
Can You Qualify for ERTC If You Already Got a PPP Loan?
How to Apply for ERTC
Do You Have to Pay Back ERTC?
How Long Does It Take to Receive the ERTC Refund?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Joshua “JJ the CPA” Jenson, National Speaker, Author, and Practicing CPA

NOTHING IN THIS COMMUNICATION CONSTITUTES LEGAL OR TAX ADVICE OR A GUARANTY OF ELIGIBILITY OF AN EMPLOYEE RETENTION TAX CREDIT. ELIGIBILITY DETERMINATIONS RELATED TO THE EMPLOYEE TAX RETENTION CREDIT ARE THE RESPONSIBILITY OF THE EMPLOYER.

For complete details about ERTC, visit the IRS website here: https://www.irs.gov/newsroom/covid-19-related-employee-retention-credits-how-to-claim-the-employee-retention-credit-faqs

]]> Tue, 16 Jan 2024 14:55:33 -0500 Asure Asure 4293 It's NOT Too Late for ERTC: Here's Who Qualifies

We'll explore:

What is ERTC?
Which Employers Qualify for the ERTC?
Can You Qualify for ERTC If You Already Got a PPP Loan?
How to Apply for ERTC
Do You Have to Pay Back ERTC?
How Long Does It Take to Receive the ERTC Refund?

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Joshua “JJ the CPA” Jenson, National Speaker, Author, and Practicing CPA

NOTHING IN THIS COMMUNICATION CONSTITUTES LEGAL OR TAX ADVICE OR A GUARANTY OF ELIGIBILITY OF AN EMPLOYEE RETENTION TAX CREDIT. ELIGIBILITY DETERMINATIONS RELATED TO THE EMPLOYEE TAX RETENTION CREDIT ARE THE RESPONSIBILITY OF THE EMPLOYER.

For complete details about ERTC, visit the IRS website here: https://www.irs.gov/newsroom/covid-19-related-employee-retention-credits-how-to-claim-the-employee-retention-credit-faqs

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Joshua Jenson Behavioral Interview Questions - How to Hire the Best Candidate - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #31 31 31 Behavioral Interview Questions - How to Hire the Best Candidate - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #31 full ce17cea6-4c0f-4c38-b7ce-e47943c78355 https://share.transistor.fm/s/50520738 Behavioral Interview Questions: How to Hire the Best Candidate

We'll explore:

How to Prepare for the Interview with Each Candidate
What are Behavioral Interview Questions?
7 Exact Questions You Can Ask
Interviewing Tips for Employers

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Behavioral Interview Questions: How to Hire the Best Candidate

We'll explore:

How to Prepare for the Interview with Each Candidate
What are Behavioral Interview Questions?
7 Exact Questions You Can Ask
Interviewing Tips for Employers

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 14:46:58 -0500 Asure Asure 3105 Behavioral Interview Questions: How to Hire the Best Candidate

We'll explore:

How to Prepare for the Interview with Each Candidate
What are Behavioral Interview Questions?
7 Exact Questions You Can Ask
Interviewing Tips for Employers

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How to Attract Candidates Rather Than Just Recruit Them - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #30 30 30 How to Attract Candidates Rather Than Just Recruit Them - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #30 full e079030d-8d3e-4290-94bb-a37d0a400777 https://share.transistor.fm/s/8d8ac067 How to Attract Candidates Rather Than Just Recruit Them

We'll explore:

Know Your Organization
Know Your Employees
Create Your Employment Brand
Attracting the Best Talent
Build a Talent Pipeline
Retaining the Best Talent

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> How to Attract Candidates Rather Than Just Recruit Them

We'll explore:

Know Your Organization
Know Your Employees
Create Your Employment Brand
Attracting the Best Talent
Build a Talent Pipeline
Retaining the Best Talent

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 14:46:08 -0500 Asure Asure 3219 How to Attract Candidates Rather Than Just Recruit Them

We'll explore:

Know Your Organization
Know Your Employees
Create Your Employment Brand
Attracting the Best Talent
Build a Talent Pipeline
Retaining the Best Talent

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons What Is At-Will Employment? Everything a Growing Business Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #29 29 29 What Is At-Will Employment? Everything a Growing Business Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #29 full 04806a0b-0239-4356-a889-b9693588a206 https://share.transistor.fm/s/8d2bc8ab What Is At-Will Employment? Everything a Growing Business Needs to Know

We'll explore:

What Is At-Will Employment?
Restrictions on Employment At-Will
Exceptions to At-Will Employment
Pros and Cons of At-Will Employment

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> What Is At-Will Employment? Everything a Growing Business Needs to Know

We'll explore:

What Is At-Will Employment?
Restrictions on Employment At-Will
Exceptions to At-Will Employment
Pros and Cons of At-Will Employment

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 14:45:21 -0500 Asure Asure 3404 What Is At-Will Employment? Everything a Growing Business Needs to Know

We'll explore:

What Is At-Will Employment?
Restrictions on Employment At-Will
Exceptions to At-Will Employment
Pros and Cons of At-Will Employment

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker FLSA Pay Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #28 28 28 FLSA Pay Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #28 full 9859ef1d-50f1-4c3c-8fd6-a5523ce23574 https://share.transistor.fm/s/ade8df92 FLSA Pay Compliance

We'll explore:

How Does the FLSA Impact Businesses?
What to Include in a Job Offer Letter
What Counts as Hours Worked?
FLSA Recordkeeping
Severance Pay: What to Know

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> FLSA Pay Compliance

We'll explore:

How Does the FLSA Impact Businesses?
What to Include in a Job Offer Letter
What Counts as Hours Worked?
FLSA Recordkeeping
Severance Pay: What to Know

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Tue, 16 Jan 2024 14:44:37 -0500 Asure Asure 4624 FLSA Pay Compliance

We'll explore:

How Does the FLSA Impact Businesses?
What to Include in a Job Offer Letter
What Counts as Hours Worked?
FLSA Recordkeeping
Severance Pay: What to Know

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Interviewing Applicants - Avoid These Illegal Questions and How to Select the Best Candidate - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #27 27 27 Interviewing Applicants - Avoid These Illegal Questions and How to Select the Best Candidate - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #27 full 22a29534-8f82-436d-ba04-535a4c018b50 https://share.transistor.fm/s/b57163b0 Interviewing Applicants: Avoid These Illegal Questions and How to Select the Best Candidate

We'll explore:

Who Should Be Involved in a Job Interview?
How to Run the Interview
Questions to Ask During a Job Interview
Avoid ILLEGAL Interview Questions
How to Interpret a Candidate’s Interview Answers

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Interviewing Applicants: Avoid These Illegal Questions and How to Select the Best Candidate

We'll explore:

Who Should Be Involved in a Job Interview?
How to Run the Interview
Questions to Ask During a Job Interview
Avoid ILLEGAL Interview Questions
How to Interpret a Candidate’s Interview Answers

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Tue, 16 Jan 2024 14:43:46 -0500 Asure Asure 4011 Interviewing Applicants: Avoid These Illegal Questions and How to Select the Best Candidate

We'll explore:

Who Should Be Involved in a Job Interview?
How to Run the Interview
Questions to Ask During a Job Interview
Avoid ILLEGAL Interview Questions
How to Interpret a Candidate’s Interview Answers

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How and Why to Offer a 401(k) Plan to Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #26 26 26 How and Why to Offer a 401(k) Plan to Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #26 full e891e028-dd40-4c94-8965-cdf60a7796c6 https://share.transistor.fm/s/6391f3fe To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

How and Why to Offer a 401(k) Plan to Employees

We'll explore:

What is a 401(k)?  
Why Should Businesses Consider Offering a 401(k) Plan?
How Does a 401(k) Benefit Employees?
Plan Differences
Common Challenges When Handling 401(k) Administration

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Jon Kromphardt, Senior Regional Director of Revenue for Human Interest

]]> To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

How and Why to Offer a 401(k) Plan to Employees

We'll explore:

What is a 401(k)?  
Why Should Businesses Consider Offering a 401(k) Plan?
How Does a 401(k) Benefit Employees?
Plan Differences
Common Challenges When Handling 401(k) Administration

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Jon Kromphardt, Senior Regional Director of Revenue for Human Interest

]]> Tue, 16 Jan 2024 14:43:00 -0500 Asure Asure 3283 To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

How and Why to Offer a 401(k) Plan to Employees

We'll explore:

What is a 401(k)?  
Why Should Businesses Consider Offering a 401(k) Plan?
How Does a 401(k) Benefit Employees?
Plan Differences
Common Challenges When Handling 401(k) Administration

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Jon Kromphardt, Senior Regional Director of Revenue for Human Interest

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Jon Kromphardt Improve Workplace Productivity and DEI Through the Power of Play - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #25 25 25 Improve Workplace Productivity and DEI Through the Power of Play - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #25 full 6964bca9-869c-44ed-a747-f783a2211f6d https://share.transistor.fm/s/5b3e0818 Improve Workplace Productivity and DEI Through the Power of Play

We'll explore:

How to be More Creative in Business Problem Solving
How to Improve Collaboration with Your Teams
Diversity, Equity, and Inclusion (DEI)
"Peak Emotional Experience" for Teambuilding
How Improv's "Yes And" Principle Improves Your Meetings
How to Prevent Business Burnout AND Grow Your Company

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Gary Ware, Founder of Breakthrough Play, TEDx Speaker, and author

]]> Improve Workplace Productivity and DEI Through the Power of Play

We'll explore:

How to be More Creative in Business Problem Solving
How to Improve Collaboration with Your Teams
Diversity, Equity, and Inclusion (DEI)
"Peak Emotional Experience" for Teambuilding
How Improv's "Yes And" Principle Improves Your Meetings
How to Prevent Business Burnout AND Grow Your Company

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Gary Ware, Founder of Breakthrough Play, TEDx Speaker, and author

]]> Tue, 16 Jan 2024 14:42:14 -0500 Asure Asure 3417 Improve Workplace Productivity and DEI Through the Power of Play

We'll explore:

How to be More Creative in Business Problem Solving
How to Improve Collaboration with Your Teams
Diversity, Equity, and Inclusion (DEI)
"Peak Emotional Experience" for Teambuilding
How Improv's "Yes And" Principle Improves Your Meetings
How to Prevent Business Burnout AND Grow Your Company

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Gary Ware, Founder of Breakthrough Play, TEDx Speaker, and author

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Gary Ware Recruiting, Hiring, and Business Decision Making With Patrick McGinnis, Inventor of the Term FOMO - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #24 24 24 Recruiting, Hiring, and Business Decision Making With Patrick McGinnis, Inventor of the Term FOMO - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #24 full b418bd83-4690-4b22-8118-25a57c5dc9a8 https://share.transistor.fm/s/91c926f2 Recruiting, Hiring, and Business Decision Making With Patrick McGinnis, Inventor of the Term FOMO

We'll explore:

How FOMO and FOBO Impact Businesses
How to Make Low-Stakes Decisions Faster
How to Make Good High-Stakes Decisions
Creating a Company Culture That Reduces FOMO and FOBO

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Patrick McGinnis, Inventor of the Term FOMO, International Venture Capitalist, and Author

]]> Recruiting, Hiring, and Business Decision Making With Patrick McGinnis, Inventor of the Term FOMO

We'll explore:

How FOMO and FOBO Impact Businesses
How to Make Low-Stakes Decisions Faster
How to Make Good High-Stakes Decisions
Creating a Company Culture That Reduces FOMO and FOBO

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Patrick McGinnis, Inventor of the Term FOMO, International Venture Capitalist, and Author

]]> Tue, 16 Jan 2024 14:41:12 -0500 Asure Asure 3055 Recruiting, Hiring, and Business Decision Making With Patrick McGinnis, Inventor of the Term FOMO

We'll explore:

How FOMO and FOBO Impact Businesses
How to Make Low-Stakes Decisions Faster
How to Make Good High-Stakes Decisions
Creating a Company Culture That Reduces FOMO and FOBO

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Patrick McGinnis, Inventor of the Term FOMO, International Venture Capitalist, and Author

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Patrick McGinnis Doing Business or Hiring in Multiple States What to Know to Be in Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #23 23 23 Doing Business or Hiring in Multiple States What to Know to Be in Compliance - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #23 full 58022e46-14e5-4249-a2a7-084d9fd76c1b https://share.transistor.fm/s/9ae918da Doing Business or Hiring in Multiple States? What to Know to Be in Compliance

We'll explore:

A Primer on Business Entity Compliance
Navigating State Payroll Taxes
FAQs
Strategies for Hiring Out-of-State

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: James Gilmer, Strategic Partnership Manager at Harbor Compliance

]]> Doing Business or Hiring in Multiple States? What to Know to Be in Compliance

We'll explore:

A Primer on Business Entity Compliance
Navigating State Payroll Taxes
FAQs
Strategies for Hiring Out-of-State

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: James Gilmer, Strategic Partnership Manager at Harbor Compliance

]]> Tue, 16 Jan 2024 14:40:26 -0500 Asure Asure 3567 Doing Business or Hiring in Multiple States? What to Know to Be in Compliance

We'll explore:

A Primer on Business Entity Compliance
Navigating State Payroll Taxes
FAQs
Strategies for Hiring Out-of-State

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: James Gilmer, Strategic Partnership Manager at Harbor Compliance

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy James Gilmer A Great Workplace Attracts Better Workers - Here's How [Inc.com Editor in Chief, Scott Omelianuk] - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #22 22 22 A Great Workplace Attracts Better Workers - Here's How [Inc.com Editor in Chief, Scott Omelianuk] - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #22 full 0eb31f46-71fb-4399-9c73-eab885eabf5a https://share.transistor.fm/s/939b343e A Great Workplace Attracts Better Workers - Here's How

We'll explore:

Fair Pay
Feeling Appreciated
Access to Training
Time Off 
Flexible Schedule and Location

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Scott Omelianuk, Editor in Chief of Inc.com

]]> A Great Workplace Attracts Better Workers - Here's How

We'll explore:

Fair Pay
Feeling Appreciated
Access to Training
Time Off 
Flexible Schedule and Location

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Scott Omelianuk, Editor in Chief of Inc.com

]]> Tue, 16 Jan 2024 14:39:29 -0500 Asure Asure 3455 A Great Workplace Attracts Better Workers - Here's How

We'll explore:

Fair Pay
Feeling Appreciated
Access to Training
Time Off 
Flexible Schedule and Location

Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Scott Omelianuk, Editor in Chief of Inc.com

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Scott Omelianuk How to Build a Legendary Brand with Former Chick-fil-A CMO Steve Robinson - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #21 21 21 How to Build a Legendary Brand with Former Chick-fil-A CMO Steve Robinson - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #21 full 6cae85a0-d5c4-480a-84aa-b477c5e695a4 https://share.transistor.fm/s/d3313b4b How to Build a Legendary Brand with Former Chick-fil-A CMO Steve Robinson

We'll explore:

What is a Brand? What is it Not?
The 3 Outcomes of a Great Brand
Hiring the Right People
Lessons learned from the "$2-Million-Dollar Mistake"
Legacy

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Steve Robinson, former CMO of Chick-fil-A and author

]]> How to Build a Legendary Brand with Former Chick-fil-A CMO Steve Robinson

We'll explore:

What is a Brand? What is it Not?
The 3 Outcomes of a Great Brand
Hiring the Right People
Lessons learned from the "$2-Million-Dollar Mistake"
Legacy

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Steve Robinson, former CMO of Chick-fil-A and author

]]> Tue, 16 Jan 2024 14:38:34 -0500 Asure Asure 3426 How to Build a Legendary Brand with Former Chick-fil-A CMO Steve Robinson

We'll explore:

What is a Brand? What is it Not?
The 3 Outcomes of a Great Brand
Hiring the Right People
Lessons learned from the "$2-Million-Dollar Mistake"
Legacy

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Steve Robinson, former CMO of Chick-fil-A and author

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Steve Robinson Top 10 Things Small Business Owners Need to Stop Doing - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #20 20 20 Top 10 Things Small Business Owners Need to Stop Doing - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #20 full aefb15aa-3a78-4a18-94be-b1452c0310ba https://share.transistor.fm/s/57eb419f Top 10 Things Small Business Owners Need to Stop Doing

We'll explore:

Filing Schedule C vs Filing Form 1120S
Employees vs Form 1099 Independent Contractors
Fear of raising your prices
How to handle credit card fees
Reporting cash income
Business vehicle mileage deductions
Retirement Planning
Home office deductions

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Joshua “JJ the CPA” Jenson, National speaker, author, and practicing CPA

]]> Top 10 Things Small Business Owners Need to Stop Doing

We'll explore:

Filing Schedule C vs Filing Form 1120S
Employees vs Form 1099 Independent Contractors
Fear of raising your prices
How to handle credit card fees
Reporting cash income
Business vehicle mileage deductions
Retirement Planning
Home office deductions

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Joshua “JJ the CPA” Jenson, National speaker, author, and practicing CPA

]]> Tue, 16 Jan 2024 14:37:14 -0500 Asure Asure 4256 Top 10 Things Small Business Owners Need to Stop Doing

We'll explore:

Filing Schedule C vs Filing Form 1120S
Employees vs Form 1099 Independent Contractors
Fear of raising your prices
How to handle credit card fees
Reporting cash income
Business vehicle mileage deductions
Retirement Planning
Home office deductions

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelist: Joshua “JJ the CPA” Jenson, National speaker, author, and practicing CPA

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Joshua Jenson New Banking Changes for Payroll Systems - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #19 19 19 New Banking Changes for Payroll Systems - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #19 full 4fad3c98-465d-416f-9ad8-0a38d3780498 https://share.transistor.fm/s/69834b4d New Banking Changes for Payroll Systems

We'll explore:

What is the New Nacha Rule for ACH Data Security?
What Does the Rule NOT Cover?
Why are these New ACH Payment Requirements Important?
What Can My Business Do to Prepare for these Banking Changes?
To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelists: Joshua Gohman, Director of Information Security and Alyssa Oruoja, Director of Operational Compliance

]]> New Banking Changes for Payroll Systems

We'll explore:

What is the New Nacha Rule for ACH Data Security?
What Does the Rule NOT Cover?
Why are these New ACH Payment Requirements Important?
What Can My Business Do to Prepare for these Banking Changes?
To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelists: Joshua Gohman, Director of Information Security and Alyssa Oruoja, Director of Operational Compliance

]]> Tue, 16 Jan 2024 14:36:22 -0500 Asure Asure 2366 New Banking Changes for Payroll Systems

We'll explore:

What is the New Nacha Rule for ACH Data Security?
What Does the Rule NOT Cover?
Why are these New ACH Payment Requirements Important?
What Can My Business Do to Prepare for these Banking Changes?
To speak with an HR specialist, go to https://www.asuresoftware.com/contact-us

Host: Mike Vannoy, VP of Marketing at Asure

Expert Panelists: Joshua Gohman, Director of Information Security and Alyssa Oruoja, Director of Operational Compliance

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Joshua Gohman Have Remote or Hybrid Employees? How to Be FLSA Compliant - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #18 18 18 Have Remote or Hybrid Employees? How to Be FLSA Compliant - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #18 full e52d7b7d-40ba-4ec3-95f5-4df0a0b75892 https://share.transistor.fm/s/24acc21e Have Remote or Hybrid Employees? How to Be FLSA Compliant

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

Penalties for Non-Compliance
Complying with State and Local Laws
How to Reduce Your Risk
Compensated Time
Tax Compliance

]]> Have Remote or Hybrid Employees? How to Be FLSA Compliant

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

Penalties for Non-Compliance
Complying with State and Local Laws
How to Reduce Your Risk
Compensated Time
Tax Compliance

]]> Tue, 16 Jan 2024 14:35:33 -0500 Asure Asure 3683 Have Remote or Hybrid Employees? How to Be FLSA Compliant

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

Penalties for Non-Compliance
Complying with State and Local Laws
How to Reduce Your Risk
Compensated Time
Tax Compliance

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker ADA - Everything a Growing Business Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #17 17 17 ADA - Everything a Growing Business Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #17 full 2c9f259c-0f25-4ae6-9c3a-c6162ba7e163 https://share.transistor.fm/s/5062a5a1 ADA: Everything a Growing Business Needs to Know

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:
What is the Americans with Disabilities Act?
ADA Compliance Depends on Your Business
Your Website Must Be ADA-Compliant
Fines for Non-Compliance

]]> ADA: Everything a Growing Business Needs to Know

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:
What is the Americans with Disabilities Act?
ADA Compliance Depends on Your Business
Your Website Must Be ADA-Compliant
Fines for Non-Compliance

]]> Tue, 16 Jan 2024 14:34:35 -0500 Asure Asure 3701 ADA: Everything a Growing Business Needs to Know

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:
What is the Americans with Disabilities Act?
ADA Compliance Depends on Your Business
Your Website Must Be ADA-Compliant
Fines for Non-Compliance

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker ACA - What Every Business Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #16 16 16 ACA - What Every Business Needs to Know - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #16 full 42c1b85f-f9fa-4c80-8356-a1a1645862f9 https://share.transistor.fm/s/7c6daffc ACA: What Every Business Needs to Know

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:
What is the ACA?
Which Businesses Must Comply With the ACA?
What are the ACA Compliance Requirements?
ACA Non-Compliance Penalties

]]> ACA: What Every Business Needs to Know

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:
What is the ACA?
Which Businesses Must Comply With the ACA?
What are the ACA Compliance Requirements?
ACA Non-Compliance Penalties

]]> Tue, 16 Jan 2024 14:33:51 -0500 Asure Asure 4239 ACA: What Every Business Needs to Know

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:
What is the ACA?
Which Businesses Must Comply With the ACA?
What are the ACA Compliance Requirements?
ACA Non-Compliance Penalties

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Department of Labor Likely to Increase Overtime Threshold - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #15 15 15 Department of Labor Likely to Increase Overtime Threshold - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #15 full b53ba2d5-228e-48b8-b4e1-7bb9e1292848 https://share.transistor.fm/s/47c4301e Department of Labor Likely to Increase Overtime Threshold

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

What is the Current DOL Overtime Rule?
How Are Overtime Rules Changing?
State Overtime Rules May Differ
What Should Employers Do Next?

]]> Department of Labor Likely to Increase Overtime Threshold

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

What is the Current DOL Overtime Rule?
How Are Overtime Rules Changing?
State Overtime Rules May Differ
What Should Employers Do Next?

]]> Tue, 16 Jan 2024 14:33:01 -0500 Asure Asure 3479 Department of Labor Likely to Increase Overtime Threshold

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

What is the Current DOL Overtime Rule?
How Are Overtime Rules Changing?
State Overtime Rules May Differ
What Should Employers Do Next?

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons Avoid These Legal Issues with Seasonal Employment - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #14 14 14 Avoid These Legal Issues with Seasonal Employment - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #14 full 4517b4de-6b31-45d0-b4db-57c45ce81092 https://share.transistor.fm/s/c7c73931 Avoid These Legal Issues with Seasonal Employment

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

What is Seasonal Employment?
FLSA Protections for Seasonal Workers
DOL Rules for Determining an Internship vs Paid Employment
DOL Rules for Youth Workers
Health Benefits for Season Employees
Minimum Wage and Overtime Pay
Time Off Requests and Coverage

]]> Avoid These Legal Issues with Seasonal Employment

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

What is Seasonal Employment?
FLSA Protections for Seasonal Workers
DOL Rules for Determining an Internship vs Paid Employment
DOL Rules for Youth Workers
Health Benefits for Season Employees
Minimum Wage and Overtime Pay
Time Off Requests and Coverage

]]> Tue, 16 Jan 2024 14:32:11 -0500 Asure Asure 3959 Avoid These Legal Issues with Seasonal Employment

Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

What is Seasonal Employment?
FLSA Protections for Seasonal Workers
DOL Rules for Determining an Internship vs Paid Employment
DOL Rules for Youth Workers
Health Benefits for Season Employees
Minimum Wage and Overtime Pay
Time Off Requests and Coverage

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How to Prevent Sexual Harassment in the Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #13 13 13 How to Prevent Sexual Harassment in the Workplace - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #13 full 46155ba4-ee85-448c-8994-62a17648d766 https://share.transistor.fm/s/628ec284 How to Prevent Sexual Harassment in the Workplace

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

Why Should Employers Conduct Anti-Sexual Harassment Training?
What Is Sexual Harassment?
Examples of Sexual Harassment
Strategies for Prevention

]]> How to Prevent Sexual Harassment in the Workplace

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

Why Should Employers Conduct Anti-Sexual Harassment Training?
What Is Sexual Harassment?
Examples of Sexual Harassment
Strategies for Prevention

]]> Tue, 16 Jan 2024 14:31:15 -0500 Asure Asure 3653 How to Prevent Sexual Harassment in the Workplace

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

Why Should Employers Conduct Anti-Sexual Harassment Training?
What Is Sexual Harassment?
Examples of Sexual Harassment
Strategies for Prevention

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How to Know when it's the right time to expand your business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #12 12 12 How to Know when it's the right time to expand your business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #12 full 73af9b67-a948-446c-ad33-d6b1f6e8d8fb https://share.transistor.fm/s/a584deca How to Know When It's the Right Time to Expand Your Business

Expert Panelist: David Wilson, Managing Principal at FundUup

We'll explore:

Is Now the Time to Purchase a Competitor?

Is it Time to Hire More Employees?

Is it Time to Offer a Solution to a New Vertical?

Do You Look at the World from a Position of Abundance Instead of World of Lack?

What is Alternative Funding/Banking?

]]> How to Know When It's the Right Time to Expand Your Business

Expert Panelist: David Wilson, Managing Principal at FundUup

We'll explore:

Is Now the Time to Purchase a Competitor?

Is it Time to Hire More Employees?

Is it Time to Offer a Solution to a New Vertical?

Do You Look at the World from a Position of Abundance Instead of World of Lack?

What is Alternative Funding/Banking?

]]> Tue, 16 Jan 2024 14:30:17 -0500 Asure Asure 3684 How to Know When It's the Right Time to Expand Your Business

Expert Panelist: David Wilson, Managing Principal at FundUup

We'll explore:

Is Now the Time to Purchase a Competitor?

Is it Time to Hire More Employees?

Is it Time to Offer a Solution to a New Vertical?

Do You Look at the World from a Position of Abundance Instead of World of Lack?

What is Alternative Funding/Banking?

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy David Wilson How to avoid discrimination on job applications - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #11 11 11 How to avoid discrimination on job applications - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #11 full 4763d5f8-0903-4feb-9cc8-789c93e3968c https://share.transistor.fm/s/df4ac798 How to Avoid Discrimination on Job Applications

What are the Protected Classes?

What's at Risk if You Lose a Discrimination Lawsuit?

8 Critical Questions to Avoid Asking in a Job Application

]]> How to Avoid Discrimination on Job Applications

What are the Protected Classes?

What's at Risk if You Lose a Discrimination Lawsuit?

8 Critical Questions to Avoid Asking in a Job Application

]]> Tue, 16 Jan 2024 14:29:29 -0500 Asure Asure 4148 How to Avoid Discrimination on Job Applications

What are the Protected Classes?

What's at Risk if You Lose a Discrimination Lawsuit?

8 Critical Questions to Avoid Asking in a Job Application

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How to get the most out of noncompete agreements - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #10 10 10 How to get the most out of noncompete agreements - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #10 full d8497b89-7989-44a2-8f50-608be1762e97 https://share.transistor.fm/s/eb210ae7 How to Write a Noncompete Agreement

Expert Panelist: Brian J. Shenker​, of counsel in the Long Island, New York, office of Jackson Lewis P.C

We'll explore: 

What is a Noncompete Agreement?  

Considerations for Making Noncompete Agreements Enforceable  

Alternative Types of Agreements 

Enforcement of Noncompete Agreements

]]> How to Write a Noncompete Agreement

Expert Panelist: Brian J. Shenker​, of counsel in the Long Island, New York, office of Jackson Lewis P.C

We'll explore: 

What is a Noncompete Agreement?  

Considerations for Making Noncompete Agreements Enforceable  

Alternative Types of Agreements 

Enforcement of Noncompete Agreements

]]> Tue, 16 Jan 2024 14:28:32 -0500 Asure Asure 3746 How to Write a Noncompete Agreement

Expert Panelist: Brian J. Shenker​, of counsel in the Long Island, New York, office of Jackson Lewis P.C

We'll explore: 

What is a Noncompete Agreement?  

Considerations for Making Noncompete Agreements Enforceable  

Alternative Types of Agreements 

Enforcement of Noncompete Agreements

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker How and why to create an employee handbook - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #9 9 9 How and why to create an employee handbook - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #9 full 97d8aa2e-b698-4481-b749-9b66eb172d00 https://share.transistor.fm/s/f6f86cec Why Do Employers Need a Handbook?  

a - Although they are not legally mandated there are many state, local and federal employment laws that must be given to employees to be compliant that should be included by the handbook. 

b - Organizations also should leverage handbooks to create and explain the company culture. 

c - Setting expectations is another goal of the handbook so employees know the consequences to not following the standards explained in the handbook.  

d - Educate managers and supervisors so they can recognize issues.  

e - Ensure fair and consistent treatment of employees.  

f - The handbook should explain the benefits the organization offers to educate staff on days off, and medical/dental benefits.  The handbook can also be leveraged as a tool to attract new talent.  

g - Employee handbooks demonstrate the professionalism of the organization and serve as a guide to managers to keep them consistent in employee matters.  

h - Defense for unemployment and legal claims 


What Should Be Included in an Employee Handbook?  

a - Company history, mission and values, welcome statement  

b - Strong Employment at will statement  

c - EEOC policy as well as any state mandated discrimination and harassment laws  

d - Time off policies; vacation is not mandated but many states, such as NY and CA, mandate sick days.  

e - Benefits summary  

f - FMLA for employers over 50 employees  

g - State disability policies  

h - Electronic communications policy- but do not make it too restrictive  

i -No right to privacy in the workplace  

j - Remote/ hybrid work policies  

k - Discipline policies to set expectation and help managers understand company guidelines  

l - How to document time worked and when payday is, follow FLSA and state laws for OT  

m - Meal and/or break times- many states have mandated meal break times  

n - Workplace violence and safety policies; injury reporting  

o - Signed acknowledgment 

What Should NOT Be Included in an Employee Handbook?  

a - Policies that employees cannot talk about their salary or in any way chill employee protected concerted activity   

b - Make the handbook a contract of employment  

c - Include legal clauses such as a commission agreement  

d - Operational policies or those that only apply to a few employees  

e - Policies the organization does not follow consistently like annual reviews for example  

f - Benefits policies that do not include a statement that they may change at any time  

g - Temporary policies (Covid)

]]> Why Do Employers Need a Handbook?  

a - Although they are not legally mandated there are many state, local and federal employment laws that must be given to employees to be compliant that should be included by the handbook. 

b - Organizations also should leverage handbooks to create and explain the company culture. 

c - Setting expectations is another goal of the handbook so employees know the consequences to not following the standards explained in the handbook.  

d - Educate managers and supervisors so they can recognize issues.  

e - Ensure fair and consistent treatment of employees.  

f - The handbook should explain the benefits the organization offers to educate staff on days off, and medical/dental benefits.  The handbook can also be leveraged as a tool to attract new talent.  

g - Employee handbooks demonstrate the professionalism of the organization and serve as a guide to managers to keep them consistent in employee matters.  

h - Defense for unemployment and legal claims 


What Should Be Included in an Employee Handbook?  

a - Company history, mission and values, welcome statement  

b - Strong Employment at will statement  

c - EEOC policy as well as any state mandated discrimination and harassment laws  

d - Time off policies; vacation is not mandated but many states, such as NY and CA, mandate sick days.  

e - Benefits summary  

f - FMLA for employers over 50 employees  

g - State disability policies  

h - Electronic communications policy- but do not make it too restrictive  

i -No right to privacy in the workplace  

j - Remote/ hybrid work policies  

k - Discipline policies to set expectation and help managers understand company guidelines  

l - How to document time worked and when payday is, follow FLSA and state laws for OT  

m - Meal and/or break times- many states have mandated meal break times  

n - Workplace violence and safety policies; injury reporting  

o - Signed acknowledgment 

What Should NOT Be Included in an Employee Handbook?  

a - Policies that employees cannot talk about their salary or in any way chill employee protected concerted activity   

b - Make the handbook a contract of employment  

c - Include legal clauses such as a commission agreement  

d - Operational policies or those that only apply to a few employees  

e - Policies the organization does not follow consistently like annual reviews for example  

f - Benefits policies that do not include a statement that they may change at any time  

g - Temporary policies (Covid)

]]> Tue, 16 Jan 2024 14:27:34 -0500 Asure Asure 3700 Why Do Employers Need a Handbook?  

a - Although they are not legally mandated there are many state, local and federal employment laws that must be given to employees to be compliant that should be included by the handbook. 

b - Organizations also should leverage handbooks to create and explain the company culture. 

c - Setting expectations is another goal of the handbook so employees know the consequences to not following the standards explained in the handbook.  

d - Educate managers and supervisors so they can recognize issues.  

e - Ensure fair and consistent treatment of employees.  

f - The handbook should explain the benefits the organization offers to educate staff on days off, and medical/dental benefits.  The handbook can also be leveraged as a tool to attract new talent.  

g - Employee handbooks demonstrate the professionalism of the organization and serve as a guide to managers to keep them consistent in employee matters.  

h - Defense for unemployment and legal claims 


What Should Be Included in an Employee Handbook?  

a - Company history, mission and values, welcome statement  

b - Strong Employment at will statement  

c - EEOC policy as well as any state mandated discrimination and harassment laws  

d - Time off policies; vacation is not mandated but many states, such as NY and CA, mandate sick days.  

e - Benefits summary  

f - FMLA for employers over 50 employees  

g - State disability policies  

h - Electronic communications policy- but do not make it too restrictive  

i -No right to privacy in the workplace  

j - Remote/ hybrid work policies  

k - Discipline policies to set expectation and help managers understand company guidelines  

l - How to document time worked and when payday is, follow FLSA and state laws for OT  

m - Meal and/or break times- many states have mandated meal break times  

n - Workplace violence and safety policies; injury reporting  

o - Signed acknowledgment 

What Should NOT Be Included in an Employee Handbook?  

a - Policies that employees cannot talk about their salary or in any way chill employee protected concerted activity   

b - Make the handbook a contract of employment  

c - Include legal clauses such as a commission agreement  

d - Operational policies or those that only apply to a few employees  

e - Policies the organization does not follow consistently like annual reviews for example  

f - Benefits policies that do not include a statement that they may change at any time  

g - Temporary policies (Covid)

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons How to Win More Ideal Clients - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #8 8 8 How to Win More Ideal Clients - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #8 full 99cc9bc3-f11c-466f-812c-663578568c10 https://share.transistor.fm/s/3f1e55fa Expert Panelist: Bill Cates, Client Acquisition Expert. Hall of Fame speaker, best-selling author & coach

We'll explore:

5 Steps to Acquire More Ideal Customers

What is "Radical Relevance?"

Effective Websites That Attract Prospects and Convert

4 Core Strategies to Win Effective Introductions

]]> Expert Panelist: Bill Cates, Client Acquisition Expert. Hall of Fame speaker, best-selling author & coach

We'll explore:

5 Steps to Acquire More Ideal Customers

What is "Radical Relevance?"

Effective Websites That Attract Prospects and Convert

4 Core Strategies to Win Effective Introductions

]]> Tue, 16 Jan 2024 14:26:28 -0500 Asure Asure 3282 Expert Panelist: Bill Cates, Client Acquisition Expert. Hall of Fame speaker, best-selling author & coach

We'll explore:

5 Steps to Acquire More Ideal Customers

What is "Radical Relevance?"

Effective Websites That Attract Prospects and Convert

4 Core Strategies to Win Effective Introductions

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Bill Cates New Hire Paperwork - How to Stay Compliant - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #7 7 7 New Hire Paperwork - How to Stay Compliant - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #7 full 9ef06c83-cf35-4a7e-954d-530bc2fe47e0 https://share.transistor.fm/s/4388e3f5 New Hire Paperwork: How to Stay Compliant

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

Why is Proper Onboarding Important?

What Is Onboarding?

New Hire Paperwork

New Hire Reporting

How to Stay Compliant When Onboarding

]]> New Hire Paperwork: How to Stay Compliant

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

Why is Proper Onboarding Important?

What Is Onboarding?

New Hire Paperwork

New Hire Reporting

How to Stay Compliant When Onboarding

]]> Tue, 16 Jan 2024 14:24:30 -0500 Asure Asure 3416 New Hire Paperwork: How to Stay Compliant

Expert Panelist: Mary Simmons, Vice President of HR Consulting PHR, SHRM-CP

We'll explore:

Why is Proper Onboarding Important?

What Is Onboarding?

New Hire Paperwork

New Hire Reporting

How to Stay Compliant When Onboarding

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons HSA vs FSA - Differences and How to Choose - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #6 6 6 HSA vs FSA - Differences and How to Choose - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #6 full 6e89bd70-63e3-4837-a48b-e7b0b0b41bbe https://share.transistor.fm/s/8241f5bf HSA vs FSA:  Differences and How to Choose

Expert Panelist: Heather James, Benefits Operations Manager at Asure

We'll explore:

HSA and FSA Overview

What are HSAs?

What are FSAs?

Important differences between HSAs and FSAs

Should you choose an HSA or an FSA?

]]> HSA vs FSA:  Differences and How to Choose

Expert Panelist: Heather James, Benefits Operations Manager at Asure

We'll explore:

HSA and FSA Overview

What are HSAs?

What are FSAs?

Important differences between HSAs and FSAs

Should you choose an HSA or an FSA?

]]> Tue, 16 Jan 2024 14:23:06 -0500 Asure Asure 3428 HSA vs FSA:  Differences and How to Choose

Expert Panelist: Heather James, Benefits Operations Manager at Asure

We'll explore:

HSA and FSA Overview

What are HSAs?

What are FSAs?

Important differences between HSAs and FSAs

Should you choose an HSA or an FSA?

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Heather James The ABC’s of ADA, FMLA, and Leave Laws - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #5 5 5 The ABC’s of ADA, FMLA, and Leave Laws - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #5 full 4a7b805b-7922-4899-9e1b-138fd6825252 https://share.transistor.fm/s/4cc1f832 What are Leave Laws? (ADA, FMLA, and more)

Overview: What are Leaves?

Types of Leave: Examples

Determine Which Leave Laws Apply (Can Fall into Multiple Categories)

Determine Which Employees are Eligible

Determine Whether There is a Qualifying Event

Determine Regulatory Requirements

Determine Employer Obligations

Coordinating Leaves

Practical Advice

]]> What are Leave Laws? (ADA, FMLA, and more)

Overview: What are Leaves?

Types of Leave: Examples

Determine Which Leave Laws Apply (Can Fall into Multiple Categories)

Determine Which Employees are Eligible

Determine Whether There is a Qualifying Event

Determine Regulatory Requirements

Determine Employer Obligations

Coordinating Leaves

Practical Advice

]]> Tue, 16 Jan 2024 14:21:54 -0500 Asure Asure 3844 What are Leave Laws? (ADA, FMLA, and more)

Overview: What are Leaves?

Types of Leave: Examples

Determine Which Leave Laws Apply (Can Fall into Multiple Categories)

Determine Which Employees are Eligible

Determine Whether There is a Qualifying Event

Determine Regulatory Requirements

Determine Employer Obligations

Coordinating Leaves

Practical Advice

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons What Every Business Needs to Know About COBRA - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #4 4 4 What Every Business Needs to Know About COBRA - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #4 full 20338f82-9310-4cb3-b1b3-a8c95a220ef2 https://share.transistor.fm/s/1cb51882 What Every Business Needs to Know About COBRA

Expert Panelist: Heather James, Benefits Operations Manager at Asure

We'll explore:

What is COBRA?

Which employers must provide COBRA benefits?

Which benefits are covered?

Which events trigger COBRA?

Who pays for COBRA?

Common COBRA Compliance issues

]]> What Every Business Needs to Know About COBRA

Expert Panelist: Heather James, Benefits Operations Manager at Asure

We'll explore:

What is COBRA?

Which employers must provide COBRA benefits?

Which benefits are covered?

Which events trigger COBRA?

Who pays for COBRA?

Common COBRA Compliance issues

]]> Tue, 16 Jan 2024 14:20:18 -0500 Asure Asure 3387 What Every Business Needs to Know About COBRA

Expert Panelist: Heather James, Benefits Operations Manager at Asure

We'll explore:

What is COBRA?

Which employers must provide COBRA benefits?

Which benefits are covered?

Which events trigger COBRA?

Who pays for COBRA?

Common COBRA Compliance issues

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Heather James Top Actions for a Solid Legal Foundation for Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #3 3 3 Top Actions for a Solid Legal Foundation for Your Business - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #3 full 20dc712e-c89e-4057-8822-eabab6b35323 https://share.transistor.fm/s/6fe38ac2 Top Actions for a Solid Legal Foundation for Your Business

Expert Panelist: Christina Gilbertson, Owner of Gilbertson Law Office

We'll explore:

Why is it important to have a solid legal foundation?

Business entity selection
Pros and cons of creating an LLC, corporation, or sole proprietorship

Founders’ Agreements

Creating strong contracts

Licenses and permits

Trademarks

]]> Top Actions for a Solid Legal Foundation for Your Business

Expert Panelist: Christina Gilbertson, Owner of Gilbertson Law Office

We'll explore:

Why is it important to have a solid legal foundation?

Business entity selection
Pros and cons of creating an LLC, corporation, or sole proprietorship

Founders’ Agreements

Creating strong contracts

Licenses and permits

Trademarks

]]> Tue, 16 Jan 2024 14:18:17 -0500 Asure Asure 3220 Top Actions for a Solid Legal Foundation for Your Business

Expert Panelist: Christina Gilbertson, Owner of Gilbertson Law Office

We'll explore:

Why is it important to have a solid legal foundation?

Business entity selection
Pros and cons of creating an LLC, corporation, or sole proprietorship

Founders’ Agreements

Creating strong contracts

Licenses and permits

Trademarks

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Christina Gilbertson New Pay Disclosure Laws Impact Job Postings and Workplace Culture - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #2 2 2 New Pay Disclosure Laws Impact Job Postings and Workplace Culture - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #2 full 2f9e98f2-732e-4d52-ae2a-e2798b6e29bc https://share.transistor.fm/s/5cdc4628 Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

Pay Equity and Transparency: 
Why should employers care about pay equity and pay transparency?

New and Upcoming Pay Transparency Laws

Why the push for pay transparency laws if pay equity is already required?
Examples of how different states are approaching pay equity ex. NY, CA, CO, MD, RI, WA, NV, CT

How to handle if your state has no pay transparency law

How to Comply With Pay Equity and Transparency Laws

Advertising Remote Job Descriptions

The Future of Pay Transparency

]]> Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

Pay Equity and Transparency: 
Why should employers care about pay equity and pay transparency?

New and Upcoming Pay Transparency Laws

Why the push for pay transparency laws if pay equity is already required?
Examples of how different states are approaching pay equity ex. NY, CA, CO, MD, RI, WA, NV, CT

How to handle if your state has no pay transparency law

How to Comply With Pay Equity and Transparency Laws

Advertising Remote Job Descriptions

The Future of Pay Transparency

]]> Tue, 16 Jan 2024 14:16:57 -0500 Asure Asure 3757 Expert Panelist: Brian J. Shenker. Counsel in the Long Island, New York, office of Jackson Lewis P.C.

We'll explore:

Pay Equity and Transparency: 
Why should employers care about pay equity and pay transparency?

New and Upcoming Pay Transparency Laws

Why the push for pay transparency laws if pay equity is already required?
Examples of how different states are approaching pay equity ex. NY, CA, CO, MD, RI, WA, NV, CT

How to handle if your state has no pay transparency law

How to Comply With Pay Equity and Transparency Laws

Advertising Remote Job Descriptions

The Future of Pay Transparency

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Brian Shenker Exempt Vs Non-Exempt Classification for Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #1 1 1 Exempt Vs Non-Exempt Classification for Employees - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - #1 full a05a9788-765e-4edc-83c4-f0fec6e74aa0 https://share.transistor.fm/s/faf58804 Expert Panelist: Asure's Vice President of HR Consulting Mary Simmons, PHR, SHRM-CP

We'll explore the answers to common employee classification questions from small and mid-size businesses such as:

Does every employee have to be exempt or non-exempt?

What determines the exemptions?

How do clear job descriptions help to determine employee classifications?

Many businesses assume their salaried employees are automatically classified as exempt, but is this accurate?

Is every manager or supervisor automatically an exempt employee?

]]> Expert Panelist: Asure's Vice President of HR Consulting Mary Simmons, PHR, SHRM-CP

We'll explore the answers to common employee classification questions from small and mid-size businesses such as:

Does every employee have to be exempt or non-exempt?

What determines the exemptions?

How do clear job descriptions help to determine employee classifications?

Many businesses assume their salaried employees are automatically classified as exempt, but is this accurate?

Is every manager or supervisor automatically an exempt employee?

]]> Mon, 15 Jan 2024 17:10:38 -0500 Asure Asure 2521 Expert Panelist: Asure's Vice President of HR Consulting Mary Simmons, PHR, SHRM-CP

We'll explore the answers to common employee classification questions from small and mid-size businesses such as:

Does every employee have to be exempt or non-exempt?

What determines the exemptions?

How do clear job descriptions help to determine employee classifications?

Many businesses assume their salaried employees are automatically classified as exempt, but is this accurate?

Is every manager or supervisor automatically an exempt employee?

]]> Cash, Compliance, Management, War for Talent, Small Business No Mike Vannoy Mary Simmons