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Successful Onboarding Helps Retain Those Employees You Worked Hard to Recruit


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We all know how time consuming and exhausting it is to read through hundreds of resumes and interview candidates day after day. After all of that hard work, finding a new employee who fits the company culture and has great work experience is so rewarding. That feeling of euphoria though can turn to panic when you newly-hired employee turns in their resignation just a few weeks later.

Keeping employees is one of the biggest challenges we hear about from the small business leaders we work with. Improving your onboarding experience by helping the new employee get up to speed quickly and making transition a positive experience will help you retain more of your new employees.

Here are a few tips to help you get started immediately:

Improve your onboarding experience

  • Ask your current employees (especially those that started within the last year) how long it took for them to feel like they were a part of the team. This will give you an idea of how much your current onboarding system needs to be improved.
  • Have employees who will be working closely with the new hire contact them before they start, just to introduce themselves and welcome them to the team.
  • Connect with the new employee on LinkedIn and encourage their coworkers to do the same.
  • Make sure the new employee has a reviewed a copy of their job description so they know what will be expected of them.
  • If you have not already done so, introduce the employee to their direct supervisor and provide them with contact information such as phone and email.

Get the new employee up to speed quickly

  • Provide the employee with an idea of what they can expect on their first day. Where should they come when they arrive? Who should they ask for? What should they wear? Will they be provided a lunch?
  • If you have an employee newsletter or even some marketing materials that explain a little about your company, send those to new employee before their first day.
  • Help the employee understand some of the jargon associated with your industry you’re your company. New employees may not be familiar with the way your company communicates. Providing them with some of these common terms helps them understand and communicate better early on.
  • Make sure the employee has the tools they need to perform their job.

Extend the onboarding experience beyond the first day week or even month

  • Remember there is no set time for how long an employee is fully assimilated in their new position. It could take up to a year if the employee is new to the company and has a challenging position.  If an employee is taking on a new role, it may only take them six months.
  • Check in with your new employee frequently to make sure they are not overloaded with work. This will also help you give and receive feedback in real-time.

Research shows that being more intentional and structured during the on-boarding process can help stave off early turnover. A case study by Corning Glass Works, for example, found that  employees who attended a structured orientation program were 69 percent more likely to stay with the company for three years. That’s probably because good onboarding sets clear expectations for employees and equips them for success, which means they’re less likely to encounter surprises that cause stress and dissatisfaction in their work.

If you are looking for some additional resources improve your onboarding experience, check out our Onboarding Toolkit. Also register for our upcoming webinar, Why Are Your New Hires Leaving So Soon?: Improving Your Onboarding Experience.

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A Plus BenefitsSuccessful Onboarding Helps Retain Those Employees You Worked Hard to Recruit

Eight Simple First-aid Tips That Could Save an Employee’s Life


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Thousands of employees are killed or suffer serious injuries at work every year. Yet, a staggering 58 percent of employees are unfamiliar with their organization’s health and safety practices, according to a study conducted by international safety barrier manufacturer, A-SAFE.

Review these eight simple first-aid tips with your employees to ensure that your whole team is capable of providing aid to co-workers if necessary:

  1. Unresponsive and not breathing
  • Check breathing by tilting their head backwards and looking and feeling for breaths.
  • Call 911 as soon as possible.
  • Place the victim on his or her back on a flat surface. Make sure the person’s airway is clear.
  • Place the heel of one hand over the center of the chest, and your other hand on top of the first. Using your upper body weight, forcefully push straight down on the chest at a fast pace. Continue compressions until paramedics arrive (unless instructed differently by medical personnel over the phone).
  • If you are well-trained in CPR and feel confident in your abilities, you may alternate two rescue breaths for each set of 30 chest compressions (unless instructed otherwise by medical personnel over the phone).
  1. Unresponsive and breathing
  • Check breathing by tilting their head backwards and looking and feeling for breaths.
  • Move them onto their side and tilt their head back.
  • Call 911, as soon as possible.
  1. Choking
  • Stand behind the choking person and wrap your arms around his or her waist. Bend the person slightly forward.
  • Make a fist with one hand and place it slightly above the person’s navel.
  • Grasp your fist with the other hand and press hard into the abdomen with a quick, upward thrust.
  • Repeat this procedure until the object is expelled from the airway.
  • If you must perform this maneuver on yourself, position your own fist slightly above your navel. Grasp your fist with your other hand and thrust upward into your abdomen until the object is expelled.
  • Call 911, if necessary.
  1. Heavy bleeding
  • Using a clean dry cloth, put pressure on the wound to stop or slow down the flow of blood.
  • Call 911, as soon as possible.
  • Keep pressure on the wound until help arrives.
  1. Burns
  • If the skin is not broken, run cool water over the burn for several minutes.
  • Cover the burn with a sterile bandage or clean cloth.
  • Take an over-the-counter pain reliever to relieve any swelling or pain.
  • Do not place any creams or ice on the burned area.
  • Seek emergency treatment for more serious burns immediately.
  1. Broken bone
  • Have the person support the injury with his or her hand, or use a cushion or items of clothing to prevent unnecessary movement.
  • Call 911, as soon as possible.
  • Continue supporting the injury until help arrives.
  1. Shock
  • Call 911, as soon as possible.
  • Have the victim lie down on his or her back and elevate the feet higher than the head. Keep the victim from moving unnecessarily.
  • Keep the victim warm and comfortable. Loosen tight clothing and cover him or her with a blanket.
  • Do not give the victim anything to drink.
  • If he or she is vomiting or bleeding from the mouth, place the victim on his or her side to prevent choking.
  • Treat any other injuries appropriately.
  • Begin cardiopulmonary resuscitation (CPR) if victim is not breathing.
  1. Nosebleed
  • Have the victim sit or stand upright to slow the flow of blood in the nose. Do NOT tip the head back.
  • Gently pinch the nose with your thumb and forefinger for 10 minutes, maintaining pressure. Have the victim breathe through the mouth during this time.
  • Seek medical care if bleeding lasts for more than 20 minutes or if the nosebleed resulted from a broken nose or head trauma.

Reminding employees about the importance of safety and looking out for one another should be a regular practice. Visit our Risk Management Toolbox website for more resources to make safety a priority at your organization. If you are interested in formal first aid training for your team, please contact our Safety Director Reed Balls at rballs@aplusbenefits.com. Keep each other safe.

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A Plus BenefitsEight Simple First-aid Tips That Could Save an Employee’s Life

Five Ways to Immediately Improve Your Interview Process


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Making a bad hiring decision is one of the biggest fears of many small business leaders. That fear is justified. The cost of just one bad hire is estimated to be two and a half times the cost of the employee’s annual salary. A bad hire can impact the morale and productivity of your other employees as well as your reputation with your customers. Improving your interviewing process is one of the best ways to make sure that you avoid bad hires and add only the very best employees to your team. Here are five simple things you can do to immediately improve your interviewing process:

Avoid common interview questions
Candidates these days usually have an idea of the typical questions they may be asked. A quick Google search of interview questions will probably pull up a list that looks something like what you are currently working from. This allows candidates to prepare answers in advance so have their best answers, or what they think you want to hear prepared. Instead:

  • Ask about different job-related scenarios such as:
    • Tell me about a time when you had to complete a project with very little direction. How did it go? What did you like? What didn’t you like?
    • Tell me about a time when you had to work on a project you were not passionate about. How did you handle it?
  • Ask questions that help you understand how they think such as:
    • If you could be a superhero, which would you be and why?
    • What is your favorite book and why?
    • What is your favorite place to take a vacation and why?
  • Ask about their previous jobs such as:
    • What did you like least about your most recent job?
    • Who was your favorite boss?
  • Ask about future plans such as:
    • What are your long-term goals? (5 or 10 years from now)
    • If you could take a class to learn something new, what would it be?

Don’t stay in the conference room.
An interview doesn’t have to take place only in your conference room or your office. Take the opportunity to get outside the typical interview environment.

  • Give the candidate on a tour of the office and see how they interact with employees. You can pay attention to the candidate’s interest in the company and see if they fit the company culture.
  • Take the candidate out for lunch or coffee and get to know them better. You can see how comfortable the employee is carrying on a conversation and see how they treat others, such as your server.

Get more than one opinion about the candidate
Invite other employees to sit in the interview, including some individuals who may be working with the new employee or those that have the same supervisor. Get the other employees’ feedback, since they may see or hear things you did not.

Give a candidate a small project to complete
Have the candidate complete a small project that relates to the job. This will give you a sense of what it would be like to work with the person since you cannot always tell when interviewing. Give only basic parameters and then let the candidate set the deadline for the project. This can help you see their work ethic and time management skills.

Some red flags to consider
Keep these things in mind as you interview potential job candidates. They can often be a good predictor of problems in the future if they occur in a job interview.

  • The candidate checks their phone often.
  • The candidate is late.
  • The candidate complains about previous employers or uses vulgar language.
  • The candidate comes with a list of things they are not willing to do.

Finding the best employees is possible. With a few small tweaks, you can take your interview process from good to great, instantly. For more assistance or ideas on hiring, contact the HR team at A Plus Benefits.  You can also catch our upcoming webinar, The Five Best Hiring Hacks for Finding Rockstar Employees.

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A Plus BenefitsFive Ways to Immediately Improve Your Interview Process

Providing Health Insurance to Employees is Good for Business


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Being a small business owner is not easy. Small business are severely disadvantaged when it comes to the time, money and resources needed to compete with large corporations. Finding the best places to spend and save money is crucial to success. We often come across business owners who believe they can’t afford to offer health insurance to their employees, or that the ROI for offering benefits just isn’t there. A recent article from the Harvard Business Review makes a great business case for offering benefits to employees.

Regardless of your opinion on this issue of the Affordable Care Act (ACA) or your political stance, you can;t deny that right now there is a lot of uncertainty when it comes to health insurance. Especially for individuals relying on Marketplace plans. If you are not currently offering a group health plan to your employees in favor of them obtaining their own coverage on the exchange, you likely have some anxious employees. The stability offered by an employer-sponsored health plan has a number of business benefits.

Health insurance is linked to lower stress
Research shows that employees who have health insurance are less likely to be stressed. This is easy to imagine given that the medical debt is the source of the majority of collection agency calls. Stress can be detrimental to your workforce. Employees who report high levels of stress are more likely to burn out and less likely to be high performers. Stressed employees negatively impact your bottom line, and anything you can do to alleviate that stress will improve it.

Health insurance improves long-term decision making
Employees who are struggling to make ends meet often have a difficult time making log-term decisions. Often these individuals are so focused on getting through the next week or the next pay period, that they lack the attention to long-term goals needed to be a high performer. Reducing an employee’s financial stress helps them be a better long-term decision maker and offering health insurance is way employers can do this.

Not having health insurance hinders cognitive ability
When financial stress weighs on a person’s mind, they are less likely to be able to pay attention to much else, including the work they do for your organization. If you are looking for innovative, bright employees, you need their focus and attention on their work. And is not just about the “what if” scenarios. Over 1/3 of employees have chronic ongoing medical issues that don’t just go away. The peace of mind provided to employees who know they will be able to go to the doctor or get the medication they need, allows them to perform at higher levels in your organization.

The uncertainty in the current healthcare market makes this the perfect time to consider whether offering health insurance may be what you need to take your company to the next level. Not only will you be able to attract and retain the best employees, but you will also get higher levels of performance out of your employees who are able to focus their attention on their work.

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A Plus BenefitsProviding Health Insurance to Employees is Good for Business

Getting Underperforming Employees Back on Track


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One of the responsibilities of the leaders in your organization is to help keep employees on track. Even your best employees may underperform from time to time. It is critical to immediately identify and address performance issues to minimize their impact. If you have underperforming employees at your organization, one of these four reasons is likely the cause and the good news is there are simple ways to get employees in each of these categories back on track.

They don’t understand the instructions. This probably happens more often than we would like to admit. Humans are imperfect communications. We often assume that others have the same knowledge and experience that we do and therefore leave gaps in our instructions. As leaders, it is important that we are clear with what works needs to be done and what the deadline is. We also need to set appropriate expectations for the quality of work to be completed as well. To make sure others understand, ask them to repeat the task back to you.

They don’t have the ability. There are two reasons employees may fall into this category. First, and most likely, the employee doesn’t have the knowledge or training to complete the job or task to your expectations. This can likely be resolved with some training or coaching. The second reason is improper job placement. Not every person is going to be a good fit for every job. Someone who is not good at math and hates working with numbers, should likely not work in accounting. Someone who is shy and reserved would probably not make a great receptionist or sales person. If you have an underperforming employee, consider whether either of these situations are affecting the employees’ ability to complete the job.

They don’t have the resources. Consider whether you are providing employees with the necessary tools to complete their jobs effectively. If there are other employees with the same resources completing the same job well, this may not be the case, but it is something to take a look at. Ask yourself if you could you add additional equipment, people, time or money to the job in order to help underperforming employees succeed?

They just don’t care. You may jump to the conclusion that the employee has a bad attitude immediately when you have an underperformer. It is listed last here, because leaders really need to consider the previous issues first, before taking a look at attitude. There are a couple reasons why an employee could have a bad attitude and each one requires a different approach from the leader.

Unfair treatment– Take a look at the employee’s peers and direct supervisor and consider whether the employee could feel as though they are being treated unfairly. Talk with the employee and find out if you can help resolve this concern. If there is an issue with the employee’s supervisor, address that as well.

Unclear vision or goals– Help your employees see how their work ties into the overall vision for the company. Discuss how their underperforming negatively impacts the company reaching their goals. Employees want to feel like their work means something. Like they are part of something bigger.

Poor work ethic– Not all employees will come into your organization with the same work ethic. Employees who are not performing to your standards should be informed of the performance expectation given the opportunity to improve. Engage the employee in a coaching conversation and put together a performance improvement plan. Set the expectation that if performance doesn’t improve, disciplinary action will take place.

Coaching employees back to acceptable performance levels is far less expensive and less disruptive than finding a new employee. In a study conducted by the Center for America Progress, the cost of losing an employee can cost anywhere from 16% of their salary for hourly, entry-level employees, to 213% of the salary for highly skilled employee.

Performance issues take place at every organization from time to time. These tips can help you quickly get these employees turned around, which is a much easier and less expensive option than replacing them. Share this information to your leadership team to help them identify these common employee performance issues and help get employees back on track. Need help? Contact our HR experts at 1-800-748-5102 or humanresources@aplusbenefits.com

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A Plus BenefitsGetting Underperforming Employees Back on Track

Hang on to that New Employee You Worked So Hard to Recruit


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One of the things we hear most often from the businesses we work with is how challenging it is for them to find the great employees they need to be successful. What can be even more frustrating is losing that employee within the first few months, after working so hard to find that you thought was the perfect fit. This challenge is becoming even more common as unemployment rates continue to drop and the number of skilled workers falls even farther below the number of available jobs. A recent article from Business News Daily addresses this concern that is very real for businesses of all sizes.

What can you do to make sure that you keep your new hires engaged and happy? According to research by Futurestep, 40 percent of executives felt that new hires left the organization because the role wasn’t what they expected. This is where clear job descriptions and inter=view questions are important in the recruiting process. Just as you are looking for the best candidate for the role, candidates are also looking for a roil that fits them well. Make sure that your job advertisements and job descriptions accurately represent the position. Check out our Recruiting Toolkit for more tips.

Company culture is another reason new employees may be fleeing your organization. When hiring, consider if the new employee will fit in with your culture. Ask interview questions that allow you to see this such as:

  • What is your ideal working environment?
  • Tell me about your best boss. What did you enjoy most about your relationship?

Try to give candidates you are interviewing a clear picture of the company culture so they can decide if they think they would be a good fit. It can even be a good idea to take your top one or two candidates to lunch with other employees so they can see how their co-workers interact with one another.

Having a standard, formal onboarding process for all new employees can also help you with retention. Onboarding should be more than just completing new hire paperwork. More than half of the organizations surveyed by Futurestep have an onboarding process that lasts no more than one week. We recommend that companies develop an onboarding process that allows you to check back with employees periodically over their first year of employment. This allows you to address any concerns the new employee may have early rather than finding a resignation notice sitting on your desk.

Looking for more ideas to improve your onboarding process and keep those new employees you worked so hard to find and recruit? Check out our Onboarding Toolkit and then contact our team of HR experts.

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A Plus BenefitsHang on to that New Employee You Worked So Hard to Recruit

Four Steps to Avoid an Uber-like Company Culture Disaster


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You may have heard about some of the challenges at Uber in the news lately. The company grew rapidly from a small start-up to a global organization and is now experiencing what many believe to be some major growing pains. It seems clear that the company failed to build a strong ethical culture prior to their explosive growth. As a result, they are experiencing some very public issues including an allegation that Uber’s male-dominated work environment fostered harassment against female employees and a video recently released of the company’s CEO swearing at a driver who complained about his rates being cut. Uber seems to recognize that that their culture needs a major overhaul and seem to be making steps to improve it and the public’s opinion of the organization.

Uber is not alone when it comes to these challenges. Businesses of all sizes experience many of these same things. Finding and keeping great employees is especially difficult when you have a poor reputation as an employer. A recent article on Forbes.com provides four steps your company can take avoid an Uber-like company culture disaster.

Understand what company culture is (and what it is not).
Your culture is not defined by your foosball table or your holiday party. All too often companies think of culture as the “fun stuff” you do to keep employees happy and engaged. Those are perks, not culture.

Your company’s culture is the set of shared values that guide employee behavior. As the article mentions, culture is what employees do when no one is look. Culture should be looked at as verb, not a noun. It defines what you do (or don’t do) as an organization.

Establish values that will make the company win ethically.
If your company values haven’t been reviewed in a while (or you don’t have any) now is a great time to take a look. Having catchy values like “always be hustin” or “be yourself” (yes, these are real values reportedly held by Uber) sends the wrong message to your employees about what is really important. In Uber’s case these values were part of an aggressive work environment that focused on individual results, rather than the success of the team.

When establishing your values, avoid using generic phrases like teamwork or productivity. Instead describe the behaviors you hope to see from your employees like “proactively help colleagues succeed.” Your values don’t have to be flashy or catchy, they just need to tell your employees what is important to the success of your organization.

Hold employees accountable to the established values.
Once you have decided on the values for the organization, be sure to communicate those to the employees often. Explain their importance and how they will put the company on a path toward success. Make your values a part of the language used by your organization. When providing performance feedback to employees, both positive and negative, reference how the behaviors support or detract from the company values.

Reward those employees that embody those company’s values.
Publicly recognize those employees who embody the company values and make them a part of their work every day. A little peer pressure goes a long way. Other employees will take notice. Make an example of those that are doing things in line with company values. And while you’re at it, make sure you and your executive and management teams are good examples for other employees. It is important that your leaders live and breathe the company values or employees won’t buy-in.

Do you have questions or want to bounce your ideas off an HR expert? You can reach our talented team at 1-800-748-5102 or humanresources@aplusbenefits.com

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A Plus BenefitsFour Steps to Avoid an Uber-like Company Culture Disaster

We are Celebrating National Employee Appreciation Day!


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Today is National Employee Appreciation Day! We love having the opportunity to celebrate some of the outstanding employees that work with our clients. Their hard work and dedication truly makes these organizations and our communities better. While we aren’t able to highlight every great employee, here are some of the stories we received.

Jill Greenlaw- Woodrow Studios
Jill Greenlaw has been an exceptional member of our team. Her clients love her and the work she does, it’s obvious that she is dedicated to her craft and continually improves herself for the sake of the art of her work. She’s a major impact on our culture and loves to see everyone party together. Jill Greenlaw is going to be a name to remember. Nominated by Matt Frisbie

Jody Smith- Precision Exams, LLC
Jody Smith is a stalwart, dedicated employee who quietly goes about her work, but is always looking out for others and wanting to make their time at work better. Jody started with our company five years ago as a temporary customer service representative and has done such an amazing job she now is our Director of Support Services! What makes Jody a truly remarkable person and employee is that she looks for things that need to be done, and does them. When she doesn’t know how to do something, she learns how to do it. And, when she finds something that doesn’t work right, she fixes it.

In a small growing company, Jody’s dedication has been one of the significant differentiating factors that has helped us grow into an industry leader. She is the type of person everyone loves to work with because you know she’ll get the job done. Because of that dedication, Jody has grown into several roles including highly technical ones with unique skill sets.

Jody’s number one priority in life is her family. She loves and cherishes that role. As an employer, I find that dedication brings a positive influence to the office. Nominated by Edson Barton

Bill Curry- Argon Technologies
Bill is our warehouse/RMA/inventory/shipping manager. The reason I’m submitting Bill is for all the “/”s in his job title. Bill’s original job here was our shipping manager, where he shipped roughly $10 million in product in his first year. However, our company grew at such a fast pace and our situation changed so much that we outsourced 90% of our shipping to another company in town. Within a couple of weeks, Bill was overseeing the transition to the new shipping company, managing the relationship, as well as stepping into managing the rest of our warehouse operations, including quality assurance and a couple other growing needs. He’s done a great job adapting to a face-moving, fluid situation and that’s why I’m sending his story. Nominated by Nick Hodges

Nicole Hamilton- Mountain Peaks Family Practice
I am writing this appreciation note for our referral clerk Nicole Hamilton. Nicole has been with our clinic through thick and thin (16 years) and never seems to let anything get her down. She is always happy, positive, and sensitive to all our patient needs. She has a beautiful spirit that spreads happiness to all around her. She always does a special little note to all the staff when someone is down or having a bad day. She is our ray of sunshine and life at the Peaks just wouldn’t be the same. Nominated by Melissa Bassett

Barbara Fenstermaker- DynaQuest Technologies
I would like to recognize Barbara Fenstermaker, our Accountant.  Barbara has worked for us since 2007, and has played a crucial part in growing our company.  Starting out at only 20 hours/week, Barbara now works closer to 30 hours to help us with our increased demand.  Not only does she handle all of our accounting tasks (A/R, A/P, Payroll, etc), she provides valuable analysis into our business.  Barbara is a CPA and makes sure to keep up on her education hours to retain that certification.

Barbara does all of this with a smile and a cheerful heart.  We would like to recognize her years of dedication.  She provides detailed accounting, valuable insight and friendship to the whole company.  We don’t know what we would do without her! Nominated by Michelle Kushlan

Sara Lewis- JG Wholesale
I would like to recognize Sara Lewis as an outstanding employee with JG Wholesale.  Sara is the epitome of a dedicated team player.  While her primary responsibilities include managing all of our marketing efforts and websites (which she does an amazing job with) she is always willing to help out in other areas such as customer service and administrative tasks.  She is well respected by everyone in the office and never misses a deadline.  Sara understands our company goals and objectives and knows that she plays a key role in our success.   She is one of the first people in the office each morning and often is the last to leave.  We are thrilled to have Sara on our team.  Thanks Sara! Nominated by Matt Graham

Berenise (BP) Pagalan- Physicians Choice Home Health Care
BP came to our company 4 years ago in May. She started as a records clerk and now is the driving force as our intake/admissions coordinator and authorization admin. She gave birth to a son nearly 2 years ago next month and within a few weeks was working from home and came back to work within 6 weeks. She brings her son to work daily so that she can be here and work the hours needed to do her job.  We count on her for a very important role within our small team and organization.  If you ask any team member in our company, they will tell you she is one of the best and hardest working employees we have. She always helps others and whenever we have a void she is the first to volunteer to step up and fill it. She is truly irreplaceable. Nominated by Nicola Fox

Lisa Brady- Select Comfort Systems
She is one of the hardest workers and helps make the office run smoothly. She takes so much pride in everything she does from accounts receivable, to accounts payable, she also schedules all the work and makes sure that all employees have what they need for their jobs. As an owner of Select Comfort System, I would like to say thank you Lisa for all you do. Nominated by Tonuah Nance

Monica Hansen- Pennbridge Lodging
Monica has been with Pennbridge Lodging and the Towneplace Suites and Fairfield Inn and Suites in Orem for over two years. She is the Director of Sales at our hotels. She brings professionalism and a smiling face to work each day and is a positive influence to those around her. Monica has built strong relationships with a large amount of corporate clients in Utah Valley which brings fantastic business to our hotels each week. Nominated by Mike Webster

Tamera Hays- Mountain West Law
Tamera Hays, our receptionist, is a wonderful employee. She is the first impression our clients get of our firm when they come through our front doors and she is always happy, pleasant and helpful. She will help with any project needed and fills in whenever necessary, whether that means a weekend project or filling in for other staff on vacation.  She is an asset to our team and we are grateful she is with us! Nominated by Shellee Timmreck

Krista Barnes- Hughes Appraisal Service
Krista Barnes is the kind of employee that every employer would love to have.  She is our main office assistant and is responsible for managing the work flow in our office, fielding phone calls, preparing files, tracking invoicing and following up on collections.  As a worker, she has improved our company and found ways to be more efficient and productive, while still producing quality results.  She can accomplish her work so effectively that she is now doing the work of 2 people in less time.  This is a huge bonus to the company not only in the time and money savings it provides, but also in the continuity of work.  However, this is not even her greatest contribution to our workplace.  She is the employee that brings sunshine and happiness into our workplace.  She always has a smile and a kind demeanor and wants to make everyone happy.  She will constantly remind me to smile and be happy when we have stressful days or when things are not going well.  This positive attitude and willingness to serve others is what makes Krista not only a great employee, but one that every employer is looking for. Nominated by Chad Hughes

Lauren Caggiano- Social5
Lauren Caggiano demonstrates an exceptional commitment to Social5, a positive attitude that won’t quit, and a willingness to take on more than her share of work to make the company successful. As our go-to-girl for almost every out-of-the-box assignment, Lauren has proven herself to be 100% dependable on every project, whether it is designing editorial calendars for Cedar Crest Ice Cream or boosting content for Forward Corporation. She builds strong relationships and carries out responsibilities without much need for direction. Despite her heavy workload, Lauren often reaches out proactively to ask if she can do more to help Social5.  We appreciate her amazing commitment to our company. Nominated by Judson Smedley

Jena Wood- Precision Exams
I would like to nominate Jena Wood as a fantastic employee that helps make our organization successful.  Jena is the best.  She has a smile and an encouraging word for everyone.  Her background is varied enough that she has something in common with almost anyone she talks to so she can make them feel comfortable.  She has a strong work ethic and is willing to do whatever it takes to get the job done.  Since coming to our company as a customer support representative one year ago, she has taken over accounts receivable and become the manager of customer service and is helping intimately with developing a partnership that is vital to our company.  She is helpful, creative, competent, compassionate, thorough, a jack-of-all-trades.  She is the glue that helps hold us all together.  We are truly fortunate to have Jena as one of our team! Nominated by Audrey Nielsen

Chad de Lise- Disruptive Advertising
We would like to nominate our AMAZING SMB Team Lead, Chad de Lise. Chad is extremely busy overseeing the success of over 100 SMB client accounts. Despite his crazy workload, he makes it a priority to ensure every email or phone call is responded to in a timely manner.  He is VERY organized and never misses a deadline.  If Chad says it will get done, we know without a doubt, IT WILL GET DONE!  In addition, he never fails to send a thank you email to anyone that assists him with a request.

Chad is an exceptional example to all of us regarding dedication, hard work and gratitude.  We feel fortunate to have him on our Disruptive team! Nominated by Kristi McClure

Peyton Warr- Acaydia Spa & School of Aesthetics
Peyton is the first person our guests see or speak to upon entering our facility. Over the past few months, several guests have taken the time to notify managers of how helpful, kind and welcoming she is. Things can get pretty busy and I am always impressed to see Peyton’s ability to juggle and multi-task with a smile on her face. She is professional in her work habits and is a person that can be counted on to follow through with what she commits to do. I appreciate knowing that Peyton gives such a wonderful first impression to all who enter our facility. Thank you for doing such a great job! Nominated by Andrea Hulse

Brixton Hakes- Dexter and Dexter
I nominate Brixton Hakes as an outstanding employee.  Years ago, he interned with our firm and then returned as a staff member.  He has now He has now returned to work with our firm as an attorney with additional experience, knowledge and expertise.  We look forward to working with him again! Nominated by Chris Dexter

Charles Nackos- Elite Housing
Elite Housing of Springville is very fortunate to have Charles Nackos as a sales consultant. He is extremely warm, kind, and friendly with customers and other employees. He had 100% attendance in 2016, and is always willing to fill in for others who are ill or need an unexpected day off. He is helpful to customers whose first language is Spanish, as he is fluent in their tongue. When snow falls, Charlie is the first to go out and clear walk ways and stairs.  He continually helps tidy and clean the model homes on the sales center. He is a team player in every sense of the term! We wholeheartedly nominate Charles Nackos for employee appreciation recognition. Nominated by Darrell Mecham

Kristine Price- Stewart’s RV
Thank you for the opportunity to tell you about one of our employees, her name is Kristine Price. Kristine is our Parts Department Manager. She has been with our company about 18 years. She is very knowledgeable about our product and has a keen awareness of our customers and their needs.

Kristine remembers most of our customers’ names and is able to make them feel like family within a short period of time. Several times I’ve heard a customer say “the reason I’m here is, my friend has suggested that she can find anything”, and sure enough she can. She can resolve a lot of conflict by just listening and then suggesting appropriate solutions that put the customer at ease. I personally feel she is the reason we have a lot of repeat customers.

With fellow employees she is like a second mother or your sister, she genuinely wants to know what is happening and how she can help. Kristine is one of the first to suggest ways to help in the personal lives of employees. She has a talent for listening and going to work to help. We are a team company and she is our team captain. I hope you will consider her. Nominated by Arynne Landeen

Luke Phelps- West Coast Towing
We would like to nominate Luke Phelps for the Employee Appreciation Day. Luke is always happy to help, has the best attitude even when we have to call him at 2am for a tow and he has already worked all day! He is always willing to go the extra mile without a gripe or complaint of any kind. He is an extremely hard worker & is a very appreciated member of our team. Nothing that he does goes unnoticed. We are very lucky to have him! So, a HUGE THANK YOU to Luke. We are proud to have you at West Coast Towing. Nominated by the management at West Coast Towing

Chris Riding- Alpine Tiny Homes
I would like to nominate our shop foreman Chris Riding.  He shows up early and often times stays much later than needed in order to accomplish his goals.  We build tiny homes and we wouldn’t be able to do it with Chris.  He might be the most important part of our organization. Nominated by Brian Hawkins

Emerson Hammer- Nomatic
I want to recognize Emerson Hammer as an outstanding employee and highly valuable member of our team. He constantly is going above and beyond what is required of him. I know that when I give him a task it will get done the right way.  He has never let me down. I can’t say enough about Emerson. He is a huge asset and a critical member of our company. Nominated by Jacob Durham

James Briggs- KarmaHolic Media
James has been a tremendous asset to myself and my company. The most valuable thing James has done for me is taking time I spent during the day working so I’m able to spend time with my wife and children.  To me this is what’s most important and James has allowed me the opportunity to have that time, where I wouldn’t have had before.  I’m writing this from the sunny beaches of Maui, so thank you James for giving me “TIME!” Nominated by Cory Bridgewater

Marty Nabhan- eLearning Brothers
eLearning Brothers would like to nominate Marty Nabhan for Employee Appreciation day this year. Marty does Quality Assurance for all of our awesome custom courses to make sure that they delight our clients and that they are visually explosive to the learners. When he is not busy completing QA work, he is always looking for ways he can assist others in the office.

Marty is also our Custom Awards Coordinator. He has an amazing skill and ability with words which has led to us receiving over 15 different awards over the past year and a half. His commitment and skills make sure we have timely and professional submissions.

He has been awarded eLB the first ever MARNAB award (Best Employer Award) and we proudly display it in the front office. Marty is a true asset to our team, and we are so very happy that he has chosen to work with us. Nominated by Rosie Doke

Dean Smart- MULTIVOICE
We are nominating Dean Smart for Employee Appreciation Day from our Company. Dean’s attitude is always company first. His sacrifice, experience and abilities contribute to our Companies success. A recent event has made his contributions vitally appreciated. At approximately 10:00 am, with four of us in the office on the 4th of January 2017. A sudden loud cracking noise startled us. It sounded like some had hit the side of our building. Wayne walked outside to investigate and seeing no evidence of any damage, returned to his office.

Dean noticed that the water sprinklers installed in the ceiling appeared to be lower. No doubt because of his experience in construction. Instinctively he produced a ladder to inspected the trusses above our suspended ceiling and revealed this safety issue to Dustin. Dustin ascended the ladder and took pictures stating, “that doesn’t look good.” The moment his feet were back on the ground, there was another loud crack and the ceiling caved in. The sprinkler system broke and water was blowing everywhere. Dean ran to shut off the water and called 911. Emergency personnel were at the build in a matter of minutes.

All four employees evacuated the building, grabbing our computers and what we could pack off quickly with the hopes of keeping our business running. None of us were injured. This may have been a different scenario if Dean had not presented this hazardous condition prior to the collapse.

Due to the inclement weather, our first objective was to re-locate. Our second objective was to quickly re-organize our business. INVENTORY Nightmare J. In addition to his list of responsibilities, Dean has stepped up again to help with this huge organizing process. Applying his experience with sales, he is now also promoting our awesome products and building alliances with distributors and clients. January is the beginning of our very busy football promotional season.

As a team, we have all made contributions. Our employees are amazing.  After taking a brief poll, we are nominating Dean as our MVE. (Most Valuable Employee) for making a significant contribution to the success of our company. Nominated by Mary Smart

April Kuntz- Legacy Smiles Family Dental
Here, at Legacy Smiles Family Dental, we have an amazing team.  Each person has a unique piece of the puzzle that makes us who we are.  One of the most amazing team members we have is April Kuntz.  She is our lead dental assistant and she has been with our practice for 14 years.  We don’t know what we’d do without her.  She is very reliable, dependable, considerate, kind, patient, and a very hard worker.  Everyone’s day is better when April is working.  We can’t say enough good about her, she’s a ROCK STAR in our eyes. Nominated by Kristen Jones

Sherry Parker- Bel Aire Senior Living
I would like to nominate my resident care director Sherry Parker. In Sherry’s position as care director she is over the following elements in our business among several other things:

  • New resident evaluations and admissions.
  • Supervises and trains the entire care giving staff (~30-35 people).
  • Oversees the daily care of our 55 assisted living and Alzheimer’s residents.
  • Communicates on behalf of our residents for – doctor visits and outcomes, dental visits, home health and hospice agencies, family updates on resident conditions, pharmaceutical orders & change orders, and takes phone calls from direct care staff 24/7 on medication questions and staff or resident incidents.
  • Oversees the work of our consulting Registered Nurse.
  • Continually updates resident online profiles and care plans as they change or decline.
  • Mentors, consults with, and trains care giving staff on all aspects of their job.
  • Oversees all aspect of resident medications, their medication regimens, medication storage and disposal.

Sherry also contracted cervical cancer in 2013, which she fought through and doing very well.  In early November 2016, her scheduled annual PET scan showed her cancer had returned.  In December, she received four rounds of Extensive Radiation Therapy on both lungs, then began chemotherapy treatments in early January.  Every three weeks she goes through intensive chemotherapy treatments.

Sherry continues to be a main, positive influence and continues to work hard.  She only misses Thursday and Fridays on here every-three-week chemo treatments, then is back to work on the following Monday.  She is an inspiration to all of us! Nominated by Steve Sabins

Some clients also asked if they could recognize one of our internal A Plus Benefits employees.

Kathy Wright- Payroll Specialist
I would like to let you know how much I appreciated working with Kathy Wright as our payroll specialist for over 16 years (we have been with A Plus since 1997). When she was ill and had to take leave a leave of absence I felt so bad and missed her tremendously.  She was more than a person that I worked with she was my friend.  Kathy is so kind and caring to everyone. This is how I felt when I would talk to her or she would call me if she had any questions: “Some people come into our lives and quickly go…. Some people stay for a while and leave their footprints on our hearts and we are never, ever the same.” She will always have a place in my heart.  Thanks Kathy and we wish you the best of everything.
Nominated by Connie Wells, Office Manager, Construction Plus, Inc.

Mary Pons- Payroll Specialist
Can I also nominate one of your employees? Mary Ponds. She is always so pleasant to work with and puts up with all the constant changes my providers give her. She is so patient and will always send me a reminder if I’m late for the payroll and never gets upset. I appreciate kind heart and all that she does for our clinic. Thank you Mary. Nominated by Melissa Bassett, Mountain Peaks Family Practice

 Thank you to all of the amazing employees who work so hard for our clients. It is impossible to name everyone who has made an impact. Also thank you to all of the A Plus Benefits employees who make it enjoyable to come to work each day.

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A Plus BenefitsWe are Celebrating National Employee Appreciation Day!
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The Deadline to Comply with the New Overtime Rules is Approaching


If you haven’t started planning for the upcoming overtime changes, now is the time. As a reminder, on May 18, 2016, the U.S. Department of Labor (DOL) released a new rule regarding overtime wage payment in the United States. This new increases the salary threshold that “white collar” employees must meet in order to qualify for an overtime wage payment exemption. Employers must comply with the new rule by Dec. 1, 2016. Given the significant impact this change could have on your company’s bottom lcoins-1523383_640ine, it is important to start examining your payroll records and re-evaluating your overtime policies now in order to avoid compliance penalties in 2017 and beyond.

What is changing?

In order for an individual to be considered exempt from overtime under the “white collar exemption” that applies to professional, executive and administrative employees, they must meet three requirements. The second requirement is the only one that changed in the new regulations. The salary basis requirement and the duties test stayed the same

1- They must be paid on a salary basis (not hourly, piece rate, etc.).
2- They must be paid at least a minimum salary of $23,660 (increasing to $47,476 on December 1, 2016).
3. They must pass the FLSA duties test for overtime exemption based on their work.

In order to prevent the salary thresholds from falling behind in the future, the final rule requires that the minimum salary level requirements for the white collar exemptions will be updated every three years, starting with the first update January 1, 2020.

For administrative, executive and professional employees, the final rule allows employers to count up to 10 percent of employee nondiscretionary bonuses, incentive payments and commissions as part of the standard salary level—a practice that is not currently permitted. These bonuses may allow employers to more accurately represent employees’ earnings and help determine whether white collar exemptions should apply.

Employers are allowed to make one catch-up payment at the end of each quarter to satisfy the standard salary level. Payments must be made within one pay period after the quarter.

The final rule also increases the $100,000 salary level for highly compensated individuals to $134,004 per year—the 90th percentile of full-time salaried workers nationally.

What do employers need to do?

Employers should review their salaried exempt employees and determine if they have any employees that they are currently classifying as exempt from overtime under the professional, executive and administrative exemption or the highly compensated employee exemption. Then employers should identify those employees in this group whose salary below the new threshold.

These are the individuals you need to determine the best course of action for moving forward. Here are some examples to help you weigh your options.

Example #1- Employee who works regular overtime

Mary is a Graphic Designer whose work falls under the creative professional exemption.

She is currently paid a salary of $39,000 per year.

Mary’s work routinely takes her 46 hours per week (which means she works 312 Hours of overtime per year).

Option 1: Maintain exempt status and increase Mary’s salary to $47,476 per year.
Increased cost to employer: $8,476 per year
Pros: No need to track Mary’s hours, potentially improved employee morale due to pay increase
Con: Increased cost to employer

Option 2: Maintain Mary’s salary at $39,000/$18.72 per hour and adjust her status to non-exempt
Increased cost to employer
: $8,776.56 per year (in overtime pay)
Pro: Potentially improved employee morale due to pay increase
Cons: Increased cost to employer, adjustment in employee status, need to track Mary’s hours

Option 3: Maintain Mary’s salary at $39,000/$18.72 per hour, adjust her status to non-exempt and limit overtime
Increased cost to employer
: Depends on actual overtime worked
Pro: Minimal cost increase to employer
Cons: Need to redirect some of the employee’s work somewhere else, adjustment in employee status, need to track Mary’s hours

Option 4: Adjust Mary’s pay to $15.31 per hour and adjust her status to non-exempt
Increased cost to employer:
$9.88 per year
Pro: Minimal cost increase to employer
Cons: Potentially decreased employee morale due to perceived decrease in pay and adjustment in employee status, need to track Mary’s hours

Example #2- Employee who works occasional overtime

Greg is a Business Manager whose work falls under the administrative exemption.

He is currently paid a salary of $39,000 per year.

Greg’s work usually takes 40 hours per week. His overtime is rare, only totaling 36 hours per year.

Option 1: Maintain exempt status and increase Greg’s salary to $47,476 per year.
Increased cost to employer: $8,476 per year
Pros: No need to track Greg’s hours, potentially improved employee morale due to pay increase
Con: Increased cost to employer

Option 2: Maintain Greg’s salary at $39,000/$18.72 per hour and adjust his status to non-exempt
Increased cost to employer
: $1,012.68 per year (in overtime pay)
Pro: Small increased cost to employer
Cons: Adjustment in employee status, need to track Greg’s hours

Option 3: Maintain Greg’s salary at $39,000/$18.72 per hour, adjust his status to non-exempt and limit overtime
Increased cost to employer
: Depends on actual overtime worked
Pro: Very minimal cost increase to employer
Cons: Need to redirect some of the employee’s work somewhere else, adjustment in employee status, need to track Greg’s hours

Option 4: Adjust Greg’s pay to $18.28 per hour and adjust her status to non-exempt
Increased cost to employer:
$9.52 per year
Pro: Minimal cost increase to employer
Cons: Potentially decreased employee morale due to perceived decrease in pay and adjustment in employee status, need to track Greg’s hours

As you can see, there are multiple options and each situation is unique. As an employer, you will likely need to review each employee’s situation independently before making your decision. If you need help, contact A Plus Benefits for assistance at 1-800-748-5102 or humanresources@aplusbenefits.com.

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A Plus BenefitsThe Deadline to Comply with the New Overtime Rules is Approaching
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What is Open Enrollment?


This time of year you will hear the term Open Enrollment in the news, among friends and Businessman Wearing Remindersespecially at work. So what is Open Enrollment, anyway? Open Enrollment provides an opportunity for you to make changes to your benefit plans that are not allowed at other times during the year. For many benefits options that time falls toward the end of the year.

For any of the benefits offered through A Plus Benefits, the Open Enrollment period is from November 1-November 23. Changes that may be made include:

  • Eligible employees may enroll in new benefits.
  • Employees may cancel or change their existing benefit options.
  • Employees may add eligible dependents to existing benefits.

This time of year is important because employees who fail to make changes or enroll by November 23, 2016, will have to wait until the next open enrollment period unless they have a qualifying event.

Additionally, this time period is the only opportunity existing employees have to enroll in the 2017 Flexible Spending Account and Dependent Care Account. Employees should remember that FSA enrollments do not roll over year to year. You must enroll each year that you would like to participate.

If you have questions about open enrollment or what benefits are available to your employees, please contact our Account Management team at 1-800-748-5102 or service@aplusbenefits.com.

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A Plus BenefitsWhat is Open Enrollment?