In this issue
Did You Know?
Now you can order W4 and paystub reprints online!
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The Good Stuff
Servant HR continually stays abreast of what is going on in the various markets relating to our service. When we find "the good stuff" we want to pass it along to you!
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January Events :: Come Join Us!
The Shofar | Feb 27, 2009
presented by Truth@Work
Come see our President, Jeff Leffew speak at this Month's Shofar:
- Presentation: "Developing A Biblical/ Business Balance"
- Expert Panel Discussion - Topic: "Mistakes to Avoid When Terminating an Employee"
- Meet 4-6 New Business Contacts
In biblical times, when God called His people to unite, the Shofar (ram's horn) was blown. Again, the horn is being sounded...it's time to gather.
Join Jeff Leffew of Servant HR for The Shofar this month - reserve your tickets today!
Companies Continue to Selectively Outsource Benefits, Other HR Programs
By Stephen Miller, SHRM, July 2008
Larger U.S. employers continue to take a selective approach to outsourcing their benefits administration, recruiting, payroll, and other HR functions rather than relying exclusively on a single provider, according to research by consultancy Watson Wyatt.
“Over the last few years, we’ve continued to see tremendous growth in selective outsourcing,” says Richard Hubbard, director of Watson Wyatt’s U.S. technology and administration solutions practice. “The economic strains some companies are facing will only add to the reasons to choose selective outsourcing. Selective outsourcing provides employers a lot of flexibility and helps them keep their options open.”
Selective outsourcing is popular because "it can be tailored to meet an organization’s exact needs,” Hubbard says. For most organizations, this means outsourcing routine, transaction-oriented processes while refocusing the HR department on strategic planning. "Many companies report that selective outsourcing best meets their needs for access to leading-edge technologies, while improving employee experience and service levels," he adds.
"The key to successful outsourcing is finding the solutions that fit the organization’s needs and culture,” Hubbard notes.
Flexible Work Arrangements: A Productivity Triple Play
When flexible work arrangements are understood and used as a management strategy for creating more effective workplaces, they enhance organization performance in three ways: (1) Produce measurable improvements in individual and team performance; (2) Reduce stress on employees and more fully engage them in accomplishing organization goals; and (3) Strengthen a results-focused management culture. When flexible work arrangements are introduced as an employee perk or an accommodation to individual employees, companies often fail to realize these benefits. In contrast, a team-based, results-focused approach to the introduction of flexible work arrangements capitalizes on the shared need of both companies and their employees for increased flexibility. The experience of ten American companies in a variety of industries proves that, when flexible work arrangements are introduced with
the two-fold purpose of enhancing performance and creating more flexibility for employees, everyone wins.
Read the full article written by Harvey A. Thomson and Beatrice A. Fitzpatrick.
New Year, New FMLA Regulations
Don't be fooled into believing that your FMLA program will not be impacted. A majority of the regulations concerning FMLA are affected. The Department of Labor's Wage and Hour Division published a Final Rule under the Family and Medical Leave Act. The final rule became effective on January 16, 2009, and updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for FY 2008. It also includes revisions in response to public comments received on the proposed rule issued in February 2008. The Federal Register Notice and related documents are available at Wage and Hour's FMLA Final Rule website.
Click here to download the Employee Rights & Responsibilities revised January 2009 under the FMLA.
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