ACA Is Still In Effect: Now What?

April 24th, 2017

ACA is Still in Effect: Now What?

The stop-and-start and vacillation regarding health care reform produces confusion: for those on the Hill, for businesses, for lawyers, for individuals and for those in the health insurance business itself. For now, however, the ACA remains the law of the land.

For companies, the “play or pay” provisions of the ACA apply only to “Applicable Large Employers” (“ALEs”), generally those with 50 or more full-time employees in the prior calendar year, including full-time equivalent employees. A company with fewer than 50 full-time employees, including full-time equivalent employees, is not an ALE subject to the ACA (and not subject to the employer shared responsibility provisions or the employer information reporting provisions). Those companies that are not ALEs may be eligible for the Small Business Health Care Tax Credit and should seek advice to determine how the ACA affects them.

• We often see clients encounter problems in determining “full-time” employees and how “full-time equivalent” plays into the calculation. Knowing the difference between those terms and what the ACA requires is why a company, who may have 80 full-time equivalents, has to offer health care to only its subset of 40 full-timers, as the ACA imposes a penalty only for the failure to extend an offer of coverage to full-time employees, but not those who are counted as part of the full-time equivalent formula.

• We also see clients considering shifting their employees between related companies (to a parent company, a subsidiary, or a company owned by a spouse), so that each company has an employee count below the ALE threshold of 50 full-time equivalents. For the most part, such maneuvering will not work, as related companies are generally grouped together as one ALE under ACA controlled group rules.

• We also caution against simply reducing an employee’s work hours to below 30 hours (the hour requirement for an employee to be considered “full-time”), in an effort to avoid having to offer health care to that now lower-hour employee. Since the enactment of ACA, there has been a rise in claims from employees who were denied health care because employers reduced their hours, under what ostensibly could have looked like a viable business solution.

Generally, ALEs must either (a) offer “affordable” “minimum essential coverage” that provides “minimum value” to “full-time employees” (and offer coverage to the full-time employees’ “dependents”) or (b) pay an employer shared responsibility excise tax. All the quoted terms have complex meanings, and compliance often requires a company to coordinate with outside experts to ensure that any offered health care program meets applicable requirements. Even when a company unequivocally has the requisite “affordable” “minimum essential coverage” with “minimum value,” if the company fails to offer such health coverage to enough of its full-time employees, there can be a substantial penalty. We also have clients who decide simply not to offer health care at all to their employees, choosing instead to pay the non-deductible employer shared responsibility tax. With the ACA still in effect, so too are the IRS mandatory health insurance reporting requirements. For employers, this generally includes reporting the value of the health insurance coverage provided to each employee on Form W-2 and certain information regarding health insurance offerings to full time and other individuals on Forms 1094-C and 1095-C. The IRS uses the information provided on such information returns to administer the employer shared responsibility provisions.

Individuals

Under the ACA, individuals must report qualifying health coverage for themselves, their spouse (if filing jointly), and any of their dependents on an individually-filed federal tax return, or pay a penalty. In fact, Line 11 on Form 1040-EZ and Line 61 on Form 1040 asks for self-disclosure:

Health Care [Tax]: individual responsibility. . . Full year coverage [check for yes; pay tax if no]

IRS Enforcement of ACA

President Trump’s very first Executive Order “Minimizing the Economic Burden of the Patient Protection and Affordable Care Act Pending Repeal,” released on the day of his inauguration, mandated:

Sec. 2. To the maximum extent permitted by law, the Secretary of Health and Human Services (Secretary) and the heads of all other executive departments and agencies (agencies) with authorities and responsibilities under the Act shall exercise all authority and discretion available to them to waive, defer, grant exemptions from, or delay the implementation of any provision or requirement of the [Patient Protection and Affordable Care] Act that would impose a fiscal burden on any State or a cost, fee, tax, penalty, or regulatory burden on individuals, families, healthcare providers, health insurers, patients, recipients of healthcare services, purchasers of health insurance, or makers of medical devices, products, or medications.

Now that initial repeal and replace efforts have failed, and the ACA remains governing law, focus turns to whether we will see relaxed enforcement as a response to the President’s Executive Order. It is unclear how and when the IRS and other agencies will act to “exercise authority and discretion available to them to…reduce [the ACA’s] burden.”

Because there is nothing published indicating how the IRS will respond to the Executive Order, companies should continue to comply with their obligations under the ACA. With respect to individuals, the IRS has already indicated that it will accept electronic and paper Forms 1040 and 1040-EZ returns for processing even if those forms not indicate compliance with the individual health care coverage requirement.

The content of this blog originally appeared in the April, 2017 edition of ABR Employment Services e-newsletter,  HR Insights. It was written by Jackson Lewis P.C.

Busted! Job Placement Agency Myths: The Real Truth

April 17th, 2017

In addition to your own attempts at finding employment, you might consider consulting a job placement agency. You might have heard some information about staffing agencies—in spite of their ever-increasing popularity—that would rate a place in the job search filing system under “myths.” Like most job seekers, though, you do not have time for myths.

Busting Job Place Agency Myths and Replacing Them with Facts

We understand that you want to reach out to an employment agency you can fully trust. You are putting your best foot forward in your job search, and you deserve to find a professional staffing firm that does the same on your behalf.
Our service-oriented recruiting team tossed around some ideas and came up with the five most common job placement agency myths. We want to sift through these well-known job placement industry myths to help give you the confidence to reach out for the help that might just help you find your ideal job.

Myth 1: Job Search Candidates Need to Pay Recruitment Fees

Hiring managers reach out to employment staffing firms to help fill positions with the best possible job candidates. Employers find that they save on hiring costs when using recruiting agencies, thanks to their access to the best talent for the needed positions, which makes the fees well worth it.

Myth 2: Job Placement Agencies Only Recruit for Specialized Positions

In most areas of the country, there are often several types of recruiting agencies in a region that serve industries that include finance, banking, medical, industrial, and manufacturing. Further, there are usually at least a few employment agencies that have business connections to serve job candidates who are searching for light industrial, call center, administrative, and skilled industrial positions. Call a few different employment agencies in your area to make sure they can help you find a suitable position.

Myth 3: Employment Agencies Are Only Interested in Collecting Fees and Forget Employees Once Placed

While this myth may be true with some employment agencies, there are many staffing agencies that truly care about building long-lasting relationships with employers and job seekers. Most top recruiters with high ratings from clients and placed employees truly care about your happiness in your new job position. During your first phone call or meeting with an employment agency, make sure to ask whether they measure temporary and full-time employee satisfaction upon placement. If they do not offer this service, move on to the next staffing firm.

Myth 4: Recruiting Firms Only Find Job Positions for Temporary Job Seekers

The current model for most top job placement agencies features a blend of temporary, full-time, and direct-hire services. Discuss the type of position you ultimately want with your professional staffing expert. You might also let your staffing partner know if you are willing to take temporary assignments in your area of interest with the possibility of a job offer later. Much of your success in dispelling this myth will come from solid communication and cooperation with your staffing agency team.

Myth 5: Job Placement Agencies Are the Only Job Search Resource You Need

As invaluable as a top job placement agency’s services are in your job search, you should never limit your possibilities. While staffing experts do their best to find the right position for you, it is important that you continue doing your own independent search. Reach out to your own professional network, job boards, and industry associations, in addition to using the resources of a reliable staffing agency. Any agency that advises you to only rely on their services may not have your best interests in mind.

With the Myths Out of the Way, Reach Out to an Award-Winning Wisconsin Job Placement Agency

At ABR Employment Services, we believe in providing top-notch service for all of our employers and employees. Contact us today to learn more about our myth-free approach to providing you with our award-winning job placement services.

Now Hiring: Regional Staffing Specialist

April 13th, 2017

ABR Employment Services, a Midwest based workforce solutions company, has an exciting opportunity for a staffing professional to begin with us as a Regional Staffing Specialist in our Western Region. The Regional Staffing Specialist position will travel to various branches including:

  • La Crosse, WI
  • Sparta, WI
  • Whitehall, WI
  • Winona, MN

REGIONAL STAFFING SPECIALIST PRIMARY DUTIES 

  • Performs networking/recruiting activities within the community to develop a steady pipeline of applicants within the organization’s 4 primary job sectors (administrative/office, customer service/call center, light industrial, and skilled industrial).
  • Works to develop recruiting strategies to access talent that is hard to find and continuously works to develop new recruitment campaigns with the Branch Manager.
  • Assists Branch Manager with sales projects and responds to sales opportunities.
  • Visits client companies, tours their place of business and obtains contracts, and maintains a high level of rapport with clients, staff and applicants.
  • Recruits, selects and maintains decisions in the best interest of ABR and the standards set in the Expectations of Excellence.
  • Effectively match ABR employees to customer’s staffing requirements with a high degree of accuracy and success.
  • Other duties may be assigned

KNOWLEDGE, SKILLS AND ABILITIES OF REGIONAL STAFFING SPECIALIST

  • Ability to articulate verbal communication professionally, with excellent customer service skills.
  • Ability to manage workload effectively and independently.
  • Ability to work without continual input and support from others.
  • Ability to lead and mentor others.
  • Possesses strong time management skills.
  • Must maintain a valid driver license with an acceptable driving record.
  • Ability to deal with problems involving several concrete variables in standardized situations.
  • Computer savvy, willing and capable of navigating the Internet for research and data gathering purposes.

REGIONAL STAFFING SPECIALIST EDUCATION/EXPERIENCE

Associate degree and three (3) years’ experience as a Staffing Specialist or related staffing industry experience including sales experience; and/or equivalent combination of education and experience. Bachelor’s Degree within business concentration is preferred. CSP designation is required within first 90 days of employment with ABR.

COMPENSATION & BENEFITS

ABR Employment Services offers a competitive wage, quarterly incentive and formal recognition program.  This full-time position also includes an excellent benefits package, a phenomenal 401(k) plan, as well as an excellent Paid Time Off (PTO) bank and paid holidays!

Tell us why you should be our next Account Executive by submitting a cover letter and resume to:

ABR EMPLOYMENT SERVICES
ATTN: HUMAN RESOURCES
4600 American Parkway, Suite 301
Madison, WI
Email: hr@abrjobs.com
AA/EOE

Making Good Safety Decisions On The Job

April 13th, 2017

Making Good Safety Decisions

Have you ever done anything that you know puts you at increased risk of injury?  When you realize whether you (or a co-worker) could have been hurt, do you ask yourself, “Why did I ever do that?”  For your own future preservation, this should be a very important question for you to answer.

Consider the fact that:

20% of injuries are due to unsafe conditions and 80% are caused by unsafe acts.  

If you realize that most unsafe conditions are brought about by human failure, then virtually all accidents are brought about by unsafe acts.  Why did you do something in an unsafe manner?  To answer this question, you will need to put personal defenses aside and know that the blame may lie within yourself.  Also realize that there may be more than one reason for your actions and that others may be involved.

If you know the proper, safe way to the do the job, then you cannot claim ignorance.  What is left, whether you like it or not, is carelessness.  So what can cause you to temporarily disregard your own safety?

 Don’t Cave To External Pressures

“Let’s get this job done!”  Usually, this pressure comes from someone you work with.  Disregarding safe practices is not going to save enough time to make a significant difference.  However, any accident or injury is guaranteed to have an effect.  As a matter of fact, when the pressure is applied, it is worthwhile to pay more attention to safety because we know from experience that such situations frequently lead to more accidents.

Avoiding Bad Habits

You fail to follow the established procedure and you don’t get hurt (or you were not caught) this time.  Psychologically, this is a reward and so you do it again and again and again.  But it is also Russian roulette.  How many times can you pull the trigger before a round is in the chamber?  You know, sooner or later, something is going to happen.  There is only one way to stop it – stop pulling the trigger.  Do yourself a favor and follow the established procedures.

Internal Pressures

There is just so much to do and not enough time!”  Are you self-motivated and self-directed?  Most employers love this type of individual, but your single-minded determination to get the job done may cause you to lose sight of the dangers around you.  Think of it this way, you will not finish the job if you get hurt.  You may finish the job if you don’t get hurt.  Therefore, first prevent injury.  Second, work to complete the job.

Attitude

“This safety stuff doesn’t apply to me!”  So what makes you so special?  A study of accidents involving foremen showed that the foremen were injured when they personally failed to apply the safety standards that they enforced every day.  Did the fact that they were foremen protect them from injury?  No.  Humans are humans.  There is nothing that will protect you from injury except following safe procedures.

Report Workplace Safety Concerns

If you have workplace safety concerns while on assignment with ABR, report it to your supervisor or  local ABR Employment Services office. Our goal is to keep you safe!

 

Now Hiring: ABR Appleton Staffing Specialist

April 5th, 2017

Who We Are

ABR Employment Services is a Midwest based workforce solutions company. We are a professional services firm that offers knowledge, experience and intelligent strategies that enable employers to better manage hiring and leverage staffing for competitive advantage.  For over 25 years, ABR has been serving Wisconsin and Minnesota businesses in the administrative, light industrial, skilled industrial and call center sectors.

What We Will Do For You

  • We value work life balance- no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our talented training and development team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with competitive pay, quarterly incentives and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Team Player
  • Goal Oriented
  • Possesses a Hunter Mentality
  • Enjoys Sourcing Candidates
  • Highly Motivated Professional
  • Excellent Communication Skills
  • Thrives in a fast-paced environment
  • Has worked in Staffing/Recruiting positions

What You’ll Get To Do

  • Recruits, sources, interviews, and selects candidates
  • Makes offers of employment to Talent
  • Matches Talent to our customers’ needs
  • Conducts new employee orientations and processes hiring paperwork
  • Manages Talent employee relations issues with clients
  • Visits client companies, tours businesses and develops client relationships
  • Maintains a high level of rapport with clients, staff and Talent
  • Initiates, develops and maintains recruiting relationships within the community
  • Represents ABR at association meetings, networking groups, business shows and job fairs
  • Attends meetings, providing status reports on current job order activities and future projections

Tell us why you should be our next Staffing Specialist by submitting a cover letter and resume to: hr@abrjobs.com.

AA/EOE

Two for one: $1,000 and a Full-Time Job

April 3rd, 2017

Congratulations to Jonathan Nordine, ABR’s monthly $1,000 employee appreciation sweepstakes winner! Jonathan started working for ABR in December, 2016 at Precision Replacement Parts in Schofield. Today, Jonathan started working at Precision Replacement Parts as their employee! When asked what he plans to do with his Free Rent and a job! sweepstakes winnings, he said he’ll use it to pay his rent. Congratulations Jonathan, we’re so thrilled for you!

 

Staffing Specialist Opportunity with ABR Green Bay

April 3rd, 2017

Who We Are

ABR Employment Services is a Midwest based workforce solutions company. We are a professional services firm that offers knowledge, experience and intelligent strategies that enable employers to better manage hiring and leverage staffing for competitive advantage.  For over 25 years, ABR has been serving Wisconsin and Minnesota businesses in the administrative, light industrial, skilled industrial and call center sectors.

What We Will Do For You

  • We value work life balance- no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our talented training and development team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with competitive pay, quarterly incentives and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Team Player
  • Goal Oriented
  • Possesses a Hunter Mentality
  • Enjoys Sourcing Candidates
  • Highly Motivated Professional
  • Excellent Communication Skills
  • Thrives in a fast-paced environment
  • Has worked in Staffing/Recruiting positions

What You’ll Get To Do

  • Recruits, sources, interviews, and selects candidates
  • Makes offers of employment to Talent
  • Matches Talent to our customers’ needs
  • Conducts new employee orientations and processes hiring paperwork
  • Manages Talent employee relations issues with clients
  • Visits client companies, tours businesses and develops client relationships
  • Maintains a high level of rapport with clients, staff and Talent
  • Initiates, develops and maintains recruiting relationships within the community
  • Represents ABR at association meetings, networking groups, business shows and job fairs
  • Attends meetings, providing status reports on current job order activities and future projections

Tell us why you should be our next Staffing Specialist by submitting a cover letter and resume to hr@abrjobs.com

AA/EOE

5 Critical Components of a Staffing Agency Partnership

April 3rd, 2017

Filling your organization’s staffing needs with high-quality job candidates is often time-consuming and stressful for your HR team. Between tending to daily responsibilities such as maintaining your benefits program, staying in compliance with various regulations, and tending to your company’s cultural needs, your HR team’s plate is often overflowing. However, you also need to make sure your managers have their team members in place.

Hiring an award-winning local staffing partner can streamline the employee search process since recruiters build and maintain professional relationships with talented and motivated job seekers in the area.

How to Hire a Staffing Agency to Get Results

Developing and executing a flexible workforce strategy, which includes hiring a staffing partner, is essential to most modern businesses. It may help you to get started by reviewing the five most critical considerations to make when starting your search to hire a staffing partner you can trust.

  1. Does the Job Placement Agency Offer the Expertise You Need?
    One of the most important considerations to make when hiring a staffing firm is whether they offer the expertise you need. Whether you need to hire new employees in light industrial, skilled industrial, administrative, or call center positions, discuss your needs during your first conversation with a prospective recruiter.
  2. Can the Employment Agency Fulfill Your Needs for a Temporary, Full-Time, or Part-Time Employee?
    Make sure to ask your potential staffing partner about the terms of engagement that they offer. It is always beneficial that you have the option to bring an employee on board to test their fit with your company before committing to hiring them full-time. The more engagement options available to you, the better. At ABR Employee Services, 87 percent of our employees that started with a company as temporary employees were offered permanent employment.
  3. Does the Staffing Agency Monitor and Measure Client Satisfaction?
    Your ability to review past client experiences can greatly impact your decision to team up with a particular staffing firm. Ask prospective staffing partners to provide you with recent client performance ratings. Inavero’s Best of Staffing®, for example, is an award given when a staffing agency provides superior service to employers and employees. Ask companies about their process in determining employer and employee satisfaction. Whether they offer online satisfaction surveys or provide a transparent feedback area on their website, employment agencies that readily provide significant and verifiable client details are excellent candidates.
  4. Does the Recruiting Agency Offer Test Results and Other Crucial Screening Data on Qualified Job Candidates?
    The employee screening process can be complex and time-consuming, but the best staffing firms do not skimp on this phase of the job candidate search. Whether you need to know an administrative assistant’s data entry speed, if a light industrial worker can perform certain physical tasks, or that your candidate has a valid driver’s license, a thorough staffing partner can eliminate these concerns for you.
  5. How Does a Particular Staffing Firm’s Rates Compare to Other Area Employment Agencies?
    It is important to note that you may not necessarily want to pay the lowest rates possible. Instead, consider the overall value that a staffing agency provides, including details such as high client satisfaction, low turnover rates for placed employees, and industry awards. Look at all the factors that are important to your company, including terms of engagement and available expertise, before eliminating an agency due to a slightly higher cost.

Our Award-Winning Staffing Partner Services Are Sure to Help Make Your Job Candidate Search Easier

At ABR Employment Services, we are proud to let our current and prospective clients know that we have fulfilled Inavero’s criteria for the Best of Staffing® Award for 2017, providing superior client service. Under two percent of staffing agencies in the U.S. and Canada have earned this award in 2017, and we are happy to be among them. With this award, we hope that it provides you with an added dose of confidence, knowing we are here to work as your partner.

Contact us when you need help filling your staffing needs so we can show you we are already working on winning the award again in 2018. More than that, we want to help you achieve your staffing goals quickly, inexpensively, and with as little strain on your HR team and organization as possible.

Jobs With ABR La Crosse at Agropur Ingredients

March 24th, 2017

Fast Paced, Never Boring Days; Always an Opportunity to Learn

That’s how employees working in food packager, food production and general labor jobs with ABR La Crosse at Agropur Ingredients describe their days.

ABR La Crosse is currently hiring for a variety of jobs on First (M-F 7 a.m. to 3 p.m. at $10.50/hr), Second (M-F 3 p.m. to 11 p.m. at $11.25/hr) and Third shift (Sunday to Thursday 11 p.m. to 7 a.m. at $12/hr) at the Agropur Ingredients La Crosse, WI plant.

Current Jobs With ABR La Crosse at Agropur Ingredients Include:

Food Packager Jobs: Small Powdered Foods

Food Production: Blending Line

General Labor: Food Production

These positions are ‘Try-Before-Hire’ which mean you have the potential to get hired on by Agropur with full benefits after working a certain number of hours. Competitive benefits upon hire include health/dental, 401k, vision, Section 125 plan, generous PTO,  discretionary bonus program, life insurance and disability insurance.

Working for Agropur in La Crosse

Agropur Ingredients is a growing manufacturer and distributor of food ingredients to the nutritional and food industries in North America.  Working at Agropur means being a member of an extended family where simplicity and honesty are part of everyday life, and where the management style is based on integrity, openness and autonomy. The  La Crosse, Wisconsin location currently employees approximately 260 employees. They maintain a drug-free workplace and perform pre-employment substance abuse testing.

Easily Apply Now For Current Openings with ABR LaCrosse/Agropur Ingredients

Staffing Coordinator Opportunity with ABR Brookfield

March 22nd, 2017

Who We Are

ABR Employment Services is a Midwest based workforce solutions company. We are a professional services firm that offers knowledge, experience and intelligent strategies that enable employers to better manage hiring and leverage staffing for competitive advantage.  For over 25 years, ABR has been serving Wisconsin and Minnesota businesses in the administrative, light industrial, skilled industrial and call center sectors.

What We Will Do For You

  • We value work life balance- no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our talented training and development team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with competitive pay, quarterly incentives and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Team Player
  • Goal Oriented
  • Possesses a Hunter Mentality
  • Enjoys Sourcing Candidates
  • Highly Motivated Professional
  • Excellent Communication Skills
  • Thrives in a fast-paced environment
  • Has worked in customer service/sales industries and preferably has recruiting experience

What You’ll Get To Do

  • Recruits, sources, interviews, and selects candidates
  • Makes offers of employment to Talent
  • Matches Talent to our customers’ needs
  • Conducts new employee orientations and processes hiring paperwork
  • Manages Talent employee relations issues with clients
  • Visits client companies, tours businesses and develops client relationships
  • Maintains a high level of rapport with clients, staff and Talent
  • Initiates, develops and maintains recruiting relationships within the community
  • Represents ABR at association meetings, networking groups, business shows and job fairs
  • Attends meetings, providing status reports on current job order activities and future projections

Tell us why you should be our next Staffing Coordinator by submitting a cover letter and resume to:

ABR EMPLOYMENT SERVICES
ATTN: HUMAN RESOURCES
4600 American Parkway, Suite 301
Madison, WI
Email: hr@abrjobs.com

AA/EOE