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Partnering with a more human resource

Changes are coming for the ACA

If you were an Applicable Large Employer (ALE) for tax year 2015, you’ve likely made it through your first year of annual health care reporting under the ACA. You’ve issued the new annual information return to each employee that was full-time for at least one month in 2015 (IRS Form 1095-C, Employer-Provided Health Insurance Offer and Coverage) and have or are in the process of filing the forms with the IRS. Now is the time to start proactively planning for next year—and equally as important, finding out what you need to be on the lookout for in the upcoming months. We reached out to ADP’s leading ACA experts to discuss key findings from the first year of annual reporting and requirements that are changing for 2016 and 2017, which make complacency not an option. Vic Saliterman, Senior Vice President, Health Care Reform: A key finding we’ve discovered from our first year of annual reporting is that complying is even harder than expected. What are some of the reasons for...

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Midsized Business Owners Stressed About Finding and Keeping Top Talent

  Although midsized businesses added 63,000 jobs in April, some continue to consider talent – finding it, nurturing it, and keeping it – among their biggest concerns. According to the fourth annual ADP Midsized Business Owners Study, nearly half of respondents are extremely or very concerned about the quality of the available workforce, and less than 20 percent are completely confident they have the right tools to find, grow and retain talent. The research found that: Only 15 percent of the people who responded are completely confident they have effective tools to find the best talent. Many say they lack the ability to post to multiple job boards in a single action, and lack tools to find and track passive job seekers. They also report difficulty finding internal talent for open positions. Only 16 percent of the people who responded are completely confident they have effective tools to keep and grow the best talent. Respondents cite the need for tools to help create and maintain development plans for employees,...

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ADP Regional Employment Report: May Job Growth in the South and Northeast Higher than April

Jobs Added Numbers Decrease in West and Midwest Private sector employment increased in all four major regions and all nine U.S. Census Bureau Divisions during the month of May 2016, according to the monthly ADP Regional Employment Report®, which is produced by ADP®, a leading global provider of Human Capital Management (HCM) solutions, in collaboration with Moody’s Analytics, Inc.  Broadly distributed to the public each month, free of charge, the ADP Regional Employment Report measures monthly changes in regional nonfarm private employment on a seasonally adjusted basis. “The South rebounded somewhat from a weak April as the loss of good-producing jobs slowed,” said Ahu Yildirmaz, VP and head of the ADP Research Institute®. “The South Atlantic states, North and South Carolina, Florida and Georgia continue to drive growth, picking up the slack from the still struggling Oil Patch states.” On June 2, 2016, the ADP National Employment Report® reported that total U.S. private sector employment increased by 173,000 jobs from April to May. May 2016 Report Highlights Click here...

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Heads Nodding. It was a Good Sign.

Ahu Yildirmaz, Ph.D. Vice President, ADP Research Institute

I looked around the room a few times.  I saw a lot of nodding heads. I had just presented at a recent Argyle Executive Forum on Human Capital Leadership that confirmed  two concerns that Fortune 500 organizations continue to have in common:  Employee engagement and corporate culture. More than 180 attendees found themselves nodding in unison as guest speakers shared their approaches to addressing these concerns.  For instance, a speaker from Amazon shared the “Top Ten” lessons its HR organization has learned about the “Art of the Peculiar,” which turns on its ear many of the traditional ways of evaluating employee engagement.  Another speaker, from Deloitte, shared the results of its recent human capital trends report, which identified 10 human capital management trends using a framework it calls the 4Cs for HR – capacity, capabilities, community and credibility. Other presentations featured HR leaders from News Corp., Bank of America, Glassdoor, and Praxair, to name a few.  They covered a lot of ground:  Empowering and engaging employees; building corporate culture...

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SUCCESS STORIES: KinderCare Education

We’re excited to share KinderCare Education’s success in automating solutions to achieve strategic HCM. KinderCare Education is the largest provider of early childhood education in the nation. Their focus is on the best possible experience for over 170,000 children they serve across 38 states. KinderCare was looking to lessen the HR administrative functions for their employees, as well as, improve the accuracy and efficiently of payroll processing. KinderCare partnered with ADP on their mobile solutions app to improve employee productivity and had the ability for the first time to communicate with their nationwide workforce. Over 15,000 of their employees are using the mobile app which provides employees with the ability to track and print pay statements, W2’s, and manage time and attendance through their mobile device which allows their employees to get back to what’s most important, the care they are giving children. To reach your potential with integrated human capital management solutions from ADP, learn more about our Large Business Solutions. Hear more of our client’s Success Stories....

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We’re excited to share Follett’s success in automating solutions to achieve strategic HCM. Follett provides content and solutions to over 80,000 K thru 12 schools and school districts and operates over 1,200 college and university bookstores. Follett was looking to upgrade their manager and employee user experience from a transactional and paper based process to a consumer friendly user experience, while helping HR to become a more strategic partner. Follett partnered with ADP to leverage their easy to use, modern technology platform. The automated self service capabilities create a time saver for managers and the onboarding solution allows leaders to provide a consistent message and bring employees into the culture more quickly. Watch how the new user experience allows HR to be a strategic partner with their business leaders in helping to move the company forward. To reach your potential with integrated human capital management solutions from ADP, learn more about our Large Business Solutions. Hear more of our client’s Success Stories. Share this:Click to email (Opens in new...

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The Key to Diversity and Inclusion is Business Resource Groups

This month, ADP was recognized for excellence and leadership in diversity, ranking #21 on the 2016 DiversityInc Top 50 Companies for Diversity list. ADP has a deep commitment to sustaining and celebrating our inclusive culture and we offer a variety of programs to foster this, such as Local Engagement & Diversity Committees that give our associates the opportunity to volunteer in their communities. We also strategically partner with external organizations that enable ADP to provide associates with targeted career development opportunities. One of the keys to our strategy is Business Resource Groups (BRGs). BRGs are company-sponsored and voluntary associations of people with common interests (e.g., groups to support minorities, women, military and other interests). For example, May happens to be Asian-American Pacific Islander Heritage month. Our BRG, A.S.I.A (Aspiring Success in Associates), offers inclusive ways for all associates to learn more about the various cultural norms that make up our Asian-American and Pacific Islander community. These BRGs align to broader business initiatives, such as increasing the pipeline of women...

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Don’t Get Burned by Compliance Overconfidence

Keeping up with tax rules and employment laws can require additional resources and a significant financial investment for businesses. Navigating a vast sea of government regulation can be a challenge for even the most-seasoned captains of industry. Tax rules and employment laws evolve frequently, leaving many businesses in a never-ending game of catch-up, trying to manage compliance and avoid penalties. Since January 2015, Congress enacted 142 new laws, many of which impact businesses that are already dealing with compliance challenges related to the Affordable Care Act and preparing for the upcoming changes to the Fair Labor Standards Act (FLSA) overtime rules. Keeping up with these changes can require additional resources and a significant financial investment. According to Thomson Reuters, 75 percent of compliance leaders expect that managing compliance will require more or much more attention in 2016.  Many expect to commit more resources (both in terms of time and staff) to compliance policies and procedures. For small and midsized businesses with limited resources, trying to manage the seemingly ever-changing...

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ACA Best Practices: Why You Can’t Take a Vacation From Affordable Care Act Compliance

Think you can kick back and relax now that your Affordable Care Act (ACA) annual reporting requirements have been signed, sealed, and delivered? Reporting is an annual event – but just the end result of many ACA compliance requirements, issues, and challenges that are evolving quickly. Requirements will change for 2016 and 2017, which makes complacency not an option. As you plan your summer vacation, help make it ACA-stress-free by joining our event at either 11AM or 3PM with other HR and finance execs like yourself to hear about some of the key findings of the past year, what other organizations are doing right… wrong, and then we’ll talk about what’s coming up for the remainder of 2016 and 2017. During this webcast, you will learn: Key findings from the first year of reporting, such as: Many organizations don’t accurately categorize employees – which leads to negative consequences: what do you need to know to make sure this doesn’t happen to you? Gathering the right data is difficult. What...

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New FLSA Overtime Rules Mean Employers Face Race to Comply

The U.S. Department of Labor (DOL) finalized sweeping changes to the Fair Labor Standards Act (FLSA) overtime rules extending protections to 4.2 million U.S. workers. The changes double the salary threshold for “white collar” exemptions from the current minimum of $455 per week, or $23,660 a year, to $913 per week, or $47,476 annually. The updated rules also increase the minimum salary of highly compensated employees from $100,000 per year to $134,004 per year and establish a mechanism for automatically updating the salary and compensation levels for exempt employees every three years. The final rules, which will take effect on December 1, 2016, also allow employers to use nondiscretionary bonuses and incentive payments to satisfy up to 10 percent of the new standard salary level. They do not make any changes to the duties test for executive, administrative and professional employees. Here are a few steps businesses should take now to further their compliance efforts: 1) Take Stock and Review Classifications. Employers should first ensure that they thoroughly understand...

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