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Cons of hiring an intern

Cons of hiring an intern   Internships can be either paid or unpaid, depending on the circumstances. Keep a sharp eye on the current guidelines to stay in compliance, especially when trying to create an unpaid intern program. It’s now very difficult to create a compliant unpaid internship program. Here are a few of the cons of hiring an intern: Hiring an intern takes time. The candidate search and the interviewing and screening process can take just as much work as a full-time employee hire. Plus, the intern usually only participates in the program for a few months, lowering the return on the hiring investment your team made. Hiring an intern is usually not free. A recent flurry of political focus has clearly established that federal and state regulators are worried that companies are abusing internship programs and using them for free labor. In general, for an unpaid internship to be lawful under the FLSA, the intern must be properly classified as a "trainee" rather than an "empl ...

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Fair Labor Standards Act (FLSA) and nonpaid internships: Quiz

  Fair Labor Standards Act (FLSA) and nonpaid internships: Quiz   The Fair Labor Standards Act (FLSA) requires that nonexempt employees receive at least minimum wage for all hours worked and must also receive time-and-a-half pay for all hours worked more than 40 during the workweek.   While the FLSA doesn't define what an intern is, nor provide an exemption from minimum wages or overtime for interns, it does define an employee as "any individual employed by an employer." The definition of "employ" under the FLSA "includes to suffer or permit to work."   Under federal law, for-profit organizations must pay workers unless the position fits six criteria. The following quiz helps to illustrate the six criteria.   Would the employee be correctly classified as a “Coordinator”, “Trainee”, or “Intern”? For an unpaid internship to be lawful under the Fair Labor Standards Act (“FLSA”), the intern must be classified as a “trainee&rd ...

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Restaurant Employee Benefit Service Tips For the Small Restaurant

  Restaurant Employee Benefit Service Tips For the Small Restaurant   Small restaurant owners often find it difficult to compete for talent with larger restaurants regarding employee benefits. In an industry where 100-precent yearly turnover is the norm, most independent restaurants do not offer extensive benefits packages. By outsourcing your payroll and HR responsibilities to a professional employer organization (PEO), a small restaurant can level the playing field, and offer its employees the same benefits as a chain.   Frequently, things as small as direct deposit and a small benefit plans for dental and vision contribute to increased employee retention. Many restaurants see a change by letting an employee benefits service focus on these things for them. Lower Premiums The economies of scale provided by PEOs are helpful when procuring and administering health insurance benefits. By pulling all of its clients’ insurance premiums together and aggregating all of its worksite ...

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What is an ASO?

 

What is an ASO?

 
Administrative Service Organizations (ASOs), also called “Hybrid Outsourcing”, are used by companies when they don’t want to move their entire HR organization to an outsource service provider. It allows for the business to outsource one or several difficult or time-intensive HR processes, such as payroll or benefits-plan administration. It is not uncommon for a business to have a relationship with multiple HR outsources, each experts in specific services.
 
Core Concepts of an administrative service organization (ASO):
  1. Functionally the same as a PEO
  2. No co-employment relationship
  3. No Shared Status (Employees remain 100 percent yours).
 
Modern Business Associates frequently deals with ASO issues. As a Professional Payroll and HR outsource organization, our clients rely on us to help them effectively deal with these kinds of topics.

 

Healthcare Reform Update

Health Reform Bill HR3590 Update - Simple Cafeteria Plans

The American Society of Pension Professionals & Actuaries published an article summarizing "Simple Cafeteria Plans" that are available starting January 1, 2011, under the health reform bill (HR 3590).  Please use the link below to access:

 

http://www.asppa.org/Document-Vault/PDFs/ASAPs/2010/10-13.aspx

 

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