Managing Human Resource Requirements for Texas ASC Society. Presented by: Donna Meek, Staff One Director of Business Development PPACA Certified Professional. HR Compliance.
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Donna Meek, Staff One Director of Business Development PPACA Certified Professional
2. Performance appraisals that ask employees to describe and assess their own performance.
3.Detailed job descriptions with responsibilities defined.
Some of the factors courts will consider when deciding whether someone is an independent contractor or employee :
Required for any renewal since September 23, 2012. Penalties and fines can be $1000 per employee.
Deadline October 1, 2013. You must provide current employees with notice describing the availability of Exchange coverage.
Employers must report the value of employer-sponsored health coverage on the employee's W-2 excluding salary reduction amounts to health flexible savings accounts (FSAs), health spending accounts (HSAs), and medical savings accounts (MSAs).
Track actual hours paid (including worked and non-worked)
Report total hours paid by date range
Determine who will be considered Full-time
Consult with your tax accountant or CPA for timing and how often to track information for their records.
Renewal Date, Eligibility Period (can not exceed 90 days), Out of Pocket Maximum, Deductible, Grandfathered Status)
Questions to Consider:
Compensation and Benefits
During an HR audit of compensation and benefits, how pay for each position is determined and whether pay is consistent among employees in the same position are important. The quality and price of the benefits plan, as well as which employees qualify for it, may also be evaluated. Paid time off for vacation and illness and appropriate compensation for overtime work are other issues to evaluate.
Recruiting and hiring
Job descriptions for each position should be evaluated for clarity and currency. Interviewing practices and policies can also be reviewed. Other practices that may be evaluated are whether all job applicants submit the same required materials such as resumes and application forms, whether references and backgrounds are checked before hiring and whether all applicants are interviewed equally and appropriately. The application itself may be evaluated for clarity, thoroughness and its appropriateness to the position
The current performance evaluation system should be reviewed, including how evaluation criteria are determined, whether they are appropriate for each position and how often employees are evaluated. Disciplinary actions for poor performance can also be reviewed for effectiveness and fairness.
Education and Training
The amount and type of training given, as well as how the education program is managed, are important factors in an audit. Are staff development and education programs developed and held on-site, or outsourced? Do only employees in certain positions receive training or do all employees receive the same development opportunities? Overall, what does the education and training plan achieve and how might it be improved?
HR Departmental Practices
In addition to auditing specific areas of your human resources department, review the HR function in its totality and in relationship to other departments.
-Employee Records such as benefit files, I-9’s, Compliance notices, etc.
If you have any questions or would like to inquire about outsourcing your HR compliance, payroll, benefit administration including PPACA compliance and risk management please contact Donna Meek 405-830-0115