HR & Compliance

Add SBAM offers a full spectrum of human resources services to keep you compliant and help your business run more efficiently and profitably....


Human Resources Solutions

ASE LogoLooking for help with tough HR issues? 

SBAM partner ASE has the answers about hiring, firing, FMLA, ADA and more! Get access to a FREE HR hotline, affordable and cost-effective research consultation services, discounted employee handbooks and workplace posters, and more.


Section 125 Plan, FSA, HSA & HRA Administration

 

KUSHNER & COMPANY LogoLooking for ways to contain health care costs?
With the cost of health insurance continuing to rise, most employers require their employees to contribute to the cost of health insurance premiums. SBAM partner Kushner & Co. can help you put a tax-favored, consumer-directed plan in place that benefits you and your employees.

 


COBRA Administration

Personalized, affordable administration for your business. 

If you have 20 or more employees, your company is required by federal law to offer continued health insurance coverage via COBRA and will face huge fines if it's not administered correctly.  Let SBAM help you stay compliant for as little as $35 per month. 

Upcoming free webinars from SBAM partner ASE

Join SBAM approved partner ASE for three webinars on a variety of human resources topics.  Each webinar airs at 2:00pm Eastern time.

July 11th: Creating a Training Program and Learning Culture in Your Organization


July 18th: Preparing Your New Managers and Supervisors for Success

July 25th: Improving Employee Learning Across Generations   
 
To learn more and to register, click here

New SBAM survey shows improved small business optimism and surge in hiring

The Small Business Association of Michigan’s (SBAM) latest June 2012 Small Business Barometer survey of 600 small business owners finds entrepreneurs reporting higher sales and profits, and increased hiring, compared to last fall. Twenty-two percent said that over the past six months they increased their number of employees, compared to only eleven percent who said in Nov. 2011 that they had increased hiring.

“Michigan’s economy grew in the first half of this year and entrepreneurs responded by picking up the pace in filling jobs,” says Michael Rogers, vice president communications for SBAM. “Many of our members have told us that they are also seeing the positive impact of the Michigan business tax reform and are investing the tax savings into growing their businesses.”

The survey found that:

• Thirty-eight percent of small business owners said sales had increased over the past six months. 
• Twenty-nine percent said profits had increased. 
• Twenty-seven percent said they increased employee wages.

Looking forward:

• Forty-four percent said they expect sales to increase to the next six months. 
• Thirty-nine percent said they expect profits to increase. 
• Twenty-six percent plan to hire more employees. 
• Twenty-four percent plan to increase wages.

How will small businesses be affected by Obamacare? Analysis Monday on the free Business Next audio seminar.

Today on Business Next, Small Business Association of Michigan president Rob Fowler asserts that last week’s Supreme Court decision on Ombamacare could actually create more demand for employer-based health insurance coverage. And, Eric Restuccia, the deputy solicitor general for the state of Michigan, talks about the broad legal implications of the Obamacare decision.

Listen Monday at 10 a.m., 3 p.m. and 8 p.m. on the 
Michigan Business NetworkSBAM members can log in and listen to archived programs anytime on a PC or mobile device by going to the Business Next show page

Small business endorsements for the Aug. 7 primary. Today on Business Next!

Today on Business Next, Michael Rogers talks with SBAM’s Director of Government Relations Dave Jessup about the association’s Small Biz PAC endorsements for the Aug. 7 primary election. Also on Friday’s show, reports live from the Crain’s Detroit Business Salute to Entrepreneurs event in Detroit: Michael interviews Manoj Bhargava, founder of 5- Hour Energy Drink, Yan Ness, CEO of Online Tech, about small businesses helping Ann Arbor bounce back from the impact of a huge firm leaving the area, and the small business benefits of cloud computing; Fred Beal, president of JC Beal Construction Inc., one of the winners in the Salute to Entrepreneurs program and Mike Callis, managing partner with Marketplace Homes, a finalist in the recognition program.

Listen Friday at 10 a.m., 3 p.m. and 8 p.m. on the 
Michigan Business NetworkSBAM members can log in and listen to archived programs anytime on a PC or mobile device by going to the Business Next show page.   

Garnishments will happen; be ready when they do

Article courtesy of SBAM Approved Partner ASE

By George Brown

In difficult economic times, all employers are likely to handle employee garnishments at one time or another.  How timely and effectively you manage the garnishment is of vital importance.  A garnishment, which technically is a lawsuit against the employer, can lead to serious problems if not handled properly.

For a miniscule $6.00 payment, employers must process employee garnishments, calculate and withhold funds from an employee paycheck, and at times balance competing obligations. To top it off, employers need to understand that if they mishandle a garnishment, they can be held liable.

Time is of the essence. Once a creditor obtains a judgment against an employee, Michigan law permits that creditor to garnish employers. There are two types of garnishments: periodic and non-periodic.  Periodic garnishments are typically sent to employers. The clock starts ticking as soon as the employer is in receipt of the garnishment. The employer has seven days to provide the employee a copy of the garnishment. The employer has 14 days to file a garnishment disclosure with the court and send a copy of the disclosure to the creditor's attorney and to the employee.

Under Michigan law, if the employer does not file a disclosure with the court within the required period, the creditor may take a default judgment against the employer for the full amount of the debt owed by the employee.  As a result, employers who do not respond to a garnishment in a timely fashion may be surprised to receive a default judgment which the creditor has entered against them.

An employer must also handle a garnishment effectively.  Federal law limits the amount that creditors may garnish from employees.  Employers must correctly calculate the amount to withhold, and must make the deductions until the garnishment expires. Periodic garnishments last for 90 days; creditors may file another garnishment after the first one expires. Judgments in Michigan are valid for ten years, so creditors may file repeated garnishments against an employee until the judgment is finally paid.  Employers should understand that when they withhold and remit earnings in excess of legal limits, or on invalid claims, they may be held liable to the employee for the lost wage payment.

Sometimes when an employer receives a garnishment, the employee will tell the employer to ignore it because they are working it out with the creditor.  Employers should never stop withholding on a garnishment until receiving an order from the court releasing the garnishment.

Also know that federal law prohibits an employer from discharging an employee because of the garnishment of wages for any single indebtedness.

Knowing that a garnishment can happen at any time, employers should establish procedures to handle these claims. Such procedures should include these steps:

  • Determining as soon as possible the correct amount to be withheld
  • Determining if the person named in the order is an employee or a former employee or was never employed by the employer
  • Confirming that the court order or notice is valid under state law and all required documents were delivered
  • Verifying the amount of the claim to be paid under the notice
  • Determining whether the garnished amount is within the legal limits of federal and state laws
  • Ranking multiple garnishments for an employee according to priority
  • Completing all answers or interrogatories including answers for persons who are terminated or were never employed by the employer
  • Reconciling all documents received against those processed or responded to
For detailed information regarding garnishment
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