Berks & Beyond Blog

When it comes to the ways Pennsylvania employers classify employees, it’s better to be safe than sorry.

More and more, federal government agencies are cracking down on companies that violate worker classification guidelines.  The Internal Revenue Service (IRS) has strict regulations about employment classification – specifically, how much control the employer has over the way work is performed.  To ensure compliance, the IRS is increasing on-site audits.

At the state level, lawmakers are also drawing a line in the sand.  Pennsylvania, Wisconsin and California are among those that have enacted worker misclassification laws, imposing severe penalties on violating employers.

Given the risks, why would an employer classify a true employee as an independent contractor?  One word – money.  Classifying workers as independent contractors helps a business significantly reduce employment-related expenses by:

• eliminating Social Security, Medicare and unemployment taxes;
• working around overtime and anti-discrimination regulations, as well as minimum wage levels;
• avoiding costly fringe benefits, such as health insurance, vacation pay and sick pay.

But while it may be tempting to save money this way, it’s also dangerous.  If a business owner is found to have misclassified employees, the IRS will collect delinquent employment taxes and may also impose severe financial penalties.  Misclassification can also lead to a host of other unpleasant consequences, including problems with benefits eligibility, work authorization and ultimately the company’s reputation.

The rules governing worker classification are notoriously complex.  Still, as a responsible employer, it’s important to follow a proper vetting process to ensure you are properly classifying independent contractors.  If one or more of these criteria applies to your contractors, they may actually be improperly classified (according to IRS guidelines):

• the employer has control over the means and/or methods of accomplishing work;
• the employer furnishes tools, equipment and/or materials for the worker;
• the worker is not allowed to work for other employers;
• the worker has agreed to work for the employer for an indefinite length of time.

These general criteria are no substitute for professional legal advice.  If you suspect you may be misclassifying employees, be safe and consult your attorney.

Temporary and Contract Staffing Services – A Smart Way to Prevent Worker Misclassification

If you have work to be performed which is temporary, project-based or otherwise outside of your core business, consider using temporary or contract staff – as opposed to independent contractors.  Berks & Beyond’s temporary and contract employees can help you complete critical projects, access specialized expertise and avoid the pitfalls of worker misclassification.  Contact us today to learn more.

Looking to pack some last-minute fun into your summer?  Central Pennsylvania is bustling with activity this time of year.  Check out one of these family-friendly local events:

Sunbury River Festival

Dates:  August 18 – 20, 2011

A fun event for the whole family!  The riverfront area will be packed with plenty of food and craft vendors and live entertainment taking to the stages every hour. There are also games, a Civil War encampment, the area’s largest car cruise-in and new features every year.  Come for an hour, come from morning until night … just be sure and come to the best summer festival in Central Pennsylvania!

For more details, directions, etc., visit the festival website.

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Want to create top caliber performance in your organization?

Who doesn’t?!

Use these 10 tips to get people to stop making excuses and start delivering exceptional results:

1. Stop accepting excuses. Are you too tolerant of excuses?  Don’t be.  An excuse means the job didn’t get done and accepting excuses allows failure to persist.  When you stop tolerating excuses, you force people to develop solutions.
2. Think in terms of priorities. The next time you hear, “I didn’t have enough time,” require the person to instead say, “I’m sorry, it was not a high enough priority.”  By simply changing perspective, you will force employees to better manage their time and responsibilities and eliminate the number one excuse in business.
3. Make mistakes acceptable. As a rule, employees don’t like to report bad news because they fear the repercussions.  To get excuse-free behavior, make mistakes acceptable and treat them as opportunities for learning.  Instead of placing blame, focus problem discussions on “what” and “why” issues, as opposed to “who.”  Praise and recognize risk-takers, even when the outcome fails to achieve desired results.
4. Establish mutually defined expectations for job performance. Explore what success and failure look like for each position in your company.  Ensure that every job and project has specific, measurable goals.
5. Share the big picture with employees. People are more motivated to succeed when they understand why they need to do something.  As a leader, show them how their actions have a direct impact on the company’s success.
6. Acknowledge responsibility. Require employees to commit to their responsibilities in writing.  More importantly, follow-up to ensure commitments are met and to establish accountability.
7. Plan contingencies. Things can and will go wrong.  Take time to anticipate potential problems and set contingency plans.  A proactive approach to problem solving greatly reduces opportunities for future excuses while maximizing the probability of success.
8. Pay for performance. While it’s fine to recognize people for hard work, it’s important to reward them for results.  Structure reward systems to only provide tangible compensation based on achieving measurable results.  Ideally, offer rewards on an “all or nothing” basis.  Simply put, if the goal is not fully met, no reward is earned.
9. Create support systems. Let employees know where to get help when problems arise.  Failure most often occurs when employees don’t know how or where to get assistance, so make sure your staff has access to training, mentoring, internal “help desks” and/or any other resources they may need to do their jobs correctly.
10. Conduct post-mortems. At the end of every project, debrief employees.  If they succeeded, praise them and discuss why the project was a success.  If the employees didn’t succeed, turn the failure into a positive learning experience.

Quick Tips for Maximizing Temporary Employee Performance

Temporary employees can help you reduce stress on core employees, enhance productivity, control costs and manage risks.  And like your own employees, temporaries need to be held accountable for results:

• Provide clear expectations to your staffing vendor.
• Include measurable goals in each temporary’s job description.
• Provide an initial orientation, reviewing: company products/services, the department’s function, job responsibilities, performance expectations, available resources.
• Have supervisors closely monitor first day performance.  If a temporary fails to meet your expectations, replace him immediately.

Performance management is a vital component in your organization’s continued success.  Ensure that success with Berks & Beyond’s full complement of staffing solutions.  Whether you need to improve productivity, increase operating efficiencies or streamline your staffing function, we can custom design a solution to fuel exceptional performance throughout your company.  Contact us today to learn more.

Technology vs. the human touch.

When it comes to your job search, which is better?  Job board technology is certainly efficient.  With a few clicks you easily can apply for several jobs in under an hour – all from the comfort of your own home.

But that same efficiency can work against you.  Jobs that are available to you are also available to literally anyone else with an internet connection.  When you submit your résumé, you may be one of dozens, hundreds or even thousands of applicants.  As the number of job posting applicants increases, so does the chance of your résumé being completely ignored.  How efficient is that?

Job boards do serve a purpose in connecting job seekers to employers.  But if you’re serious about finding a great job, here are several reasons why experienced recruiters, like the ones who work for staffing and placement services such as Berks & Beyond, beat job boards – hands down:

Reach the hiring authority – 100% of the time. A good recruiter has the ear of prospective employers and will proactively market you directly to key hiring decision makers.  Recruiters keep your best career interests in mind and ensure your skills, experience and personal brand are presented in the best light possible to potential employers.

Access the “hidden” job market. Many of Pennsylvania’s leading employers know that they have greater hiring success when working with a recruiter.  These companies rely on staffing professionals to handle the time-consuming legwork associated with finding the best candidates and skip the job board route altogether.

Get inside information on employers and their hiring practices. If you are interested in a particular employer, a recruiter can use his knowledge of an employer’s hiring processes (including interviewers’ personalities and interviewing styles) to help you successfully navigate obstacles.  Likewise, he can provide valuable insight on a company’s corporate culture, helping you more accurately evaluate career opportunities.

Maintain job search control. If you’re a top performer who posts his résumé all over every job board, you may suffer unintended (and unwanted) consequences.  Unethical staffing services may find your résumé on a job board and submit it without your approval or begin hounding you with phone calls.  With a good recruiter on your side, you can maintain control over your résumé and work with a single point of contact.

Manage job search anxiety. For many, finding a new position is extremely stressful.  Recruiters are experts at the process and can help guide you through the nerve-wracking process of interviewing.  By working with a recruiter you also enjoy peace of mind, knowing that you have someone else on your job search team.

Get a personal advocate and partner in your job search. In most cases (retained searches being an exception), recruiters aren’t compensated unless they actually place candidates.  Unlike a job board, they have a vested interest in ensuring the success of your job search.

Protect your privacy. If you think your current employer won’t find out you’re actively seeking another job, think again.  Many employers set up automatic search agents on major job boards which notify them if their employees are preparing to make a move.  When you work with a recruiter, you can rest assured that you will be represented anonymously, and that your job search will remain confidential.

Access temporary and contract opportunities. If you are out of work and open to temporary or contract employment, recruiters can place you in short-term assignments or project-based opportunities that get your foot in the door and may even lead to direct employment.

Berks & Beyond – The Human Touch in Recruiting and Placement

Technology is an important component in your job search, but nothing replaces a recruiter’s personal touch.  To us, you’re much more than just a résumé or an application.

We listen and take a real interest in matching you with an opportunity that suits your unique skills, needs and interests.  Contact a Berks & Beyond recruiter today to learn more about administrative, light industrial, accounting/finance, engineering, HR, managerial and skilled trades opportunities throughout central and southern Pennsylvania.

What is strategic staffing, and what can it do for your organization?

Many of our clients enjoy the benefits of our temporary staffing services for last-minute and short-term staffing requirements.  But depending upon your unique workforce needs, one of Berks & Beyond’s strategic staffing solutions may be the right choice to help your company stay flexible, competitive and efficient.

Here is a quick overview of our services and what they can do for you:

Planned / Just-in-Time Staffing:  Regular, planned use of temporaries to handle your peak production periods, seasonal activities or special projects.  Our staffing experts will help you analyze your workload throughout the year and determine the right times to bring in supplemental staff.  Together, we can develop a proactive staffing plan that saves you money and minimizes your need for layoffs by supplementing your core workforce with temporary help during your busiest periods.

On-Site Staffing:  If you have high-volume staffing needs, Berks & Beyond can provide a staffing manager to work on-site, directly at your location.  Your On-Site Manager will handle every facet of coordinating, ordering, planning and tracking of contingent employees.  Because the On-Site Manager acts as the central contact for hiring managers, coordinates recruiting activities and handles personnel-related issues, you are free to focus on your most important priorities.

Managed Staffing:  Berks & Beyond assumes responsibility and accountability for your entire staffing function, from hiring and recruiting to managing temporary employees.  Our managed staffing services provides the convenience of having a single source for all your staffing requirements.  We eliminate the most time-consuming and frustrating parts of hiring, deliver the best candidates available, improve efficiency and reduce your staffing costs.

How can Berks & Beyond Employment Services help you?  Please contact us today to discuss your hiring plans, staffing challenges and business goals.  Together, we can create a comprehensive solution that delivers the results you need.

‘Tis the season to give gifts once again.  And if you’re like most people, this year you’ll be sticking to a budget.  But don’t let spending limits cramp your gift-giving style.  You can still buy some pretty great presents for under $20, if you put your thinking cap on. 

So if you can’t bear to purchase another boring necktie or nasty fruitcake, never fear.  Break out of the gift box with these creative ideas that won’t break the bank.

For the wine lover

• Bottle of wine and pair of decorative or seasonal wineglasses
• Guidebook for pairing wine with food
• Set of decorative wineglass charms

For the outdoorsman

• Camping chair
• Heavy duty flashlight and batteries
• Insulated soft-side lunch cooler

For the gardener

• Planter for window or porch rail
• High-end gardening gloves
• Canvas gardening tool organizer

For the cook

• Assortment of gourmet spices
• Specialty cookbook
• Salt and pepper mills

For the new home owner

• Serving dish that complements kitchen décor
• Coffee table book related to something he enjoys
• Coordinating set of picture frames

For the book lover

• Decorative book mark, personal reading light and batteries
• Bestseller about a topic near and dear to the recipient’s heart
• Cozy microfleece throw blanket

For the chauffeur (translation: any mom with kids)

• Car organizer
• Car wash and vacuum coupon
• Safety hammer to break auto glass and cut seatbelt

For the cheese lover

• Cheese grater and a block of favorite cheese (be sure to include a “cheesy” sentiment like: “To a GRATE friend!”)
• High-end cheese slicer
• A block of favorite cheese, box of gourmet crackers, bunch of grapes and cheese knife in an inexpensive basket

For the homebody

• Extra large and fluffy bath towel
• Indoor/outdoor electric thermometer
• Current issues of 3 favorite magazines tied with a decorative bow

For the technology lover

• LED Binary clock
• Cordless optical notebook mouse (choose a fun color)
• Digital scrapbook software

Happy holiday shopping from Berks & Beyond, specialists in office, industrial, technical and professional staffing.

Carl Rudolph Joins Growing Central and Southern Pennsylvania Staffing Firm

Wyomissing, PA – Berks and Beyond Employment Services, Inc. is pleased to announce that they have hired Carl Rudolph as the new General Manager for their Harrisburg branch.   In his new role, Rudolph will manage the branch’s sales, customer service and day-to-day activities.  Additionally, he will ensure that Berks and Beyond sends out only the highest quality employees with the experience, skills and work ethic to consistently exceed clients’ expectations.

With a staffing career spanning nearly two decades, Rudolph brings a wealth of industry knowledge and experience to his new position.  Over the years, he has held both coordination and management positions with staffing firms in Reading and Harrisburg.  Most recently, he worked as Branch Manager for a local staffing service, growing that office’s weekly payroll by over 500% during his 10-year tenure.

“Carl is a true industry veteran, having worked every job from a staffing coordinator through running a branch operation,” says Chris Garner, President of Berks and Beyond Employment Services, Inc.  “His experience and ability to grow the market will enhance Berks and Beyond’s position as the leader in the staffing industry throughout Eastern and Central Pennsylvania.  We’re proud to have Carl join our team.”

Outside of the office, Rudolph enjoys spending time with his wife, Stacey, and their family pets.  His interests include soccer, golf, and vacationing in Ocean City, Maryland.

The boomers are retiring.

This is not news, of course, but their mass exodus from the workforce does create a potential problem for many organizations – namely, identifying new leaders to fill the boomers’ shoes.  In addition to closing the talent gap this generation will leave, other reasons to proactively develop new leaders include:

• Keeping pace with constantly changing business strategies
• Quickly filling new roles created by organizational growth, as we emerge from the recession
• Adapting to job realignments caused by mergers and acquisitions
• Heading-off potential skill shortages
• Increasing employee engagement and productivity

Does your company’s succession plan address all these issues?  The truth is, many organizations are too busy managing the daily pressures created by a lengthy recession to look that far down the road.  But to win the talent war, you need to start assessing, planning and developing leaders now.  Here are a few strategies to make your succession planning more effective:

• Create a plan before talent needs become talent crises.  Remove some of the stress caused by finding the right person for a job by planning for future needs now.  Careful planning will minimize workforce disruption, increase knowledge transfer and increase employee engagement / loyalty by providing clear career paths.
• Let your best employees know about your plans for them.  Tell your key talent that your company has high expectations for them.  Prepare them and increase their buy-in by letting them know that you will be investing in their futures and will be facilitating moves to enhance their professional development.
• Define criteria and profiles against which to measure employees’ potential.  Logically, you want to develop employees with the greatest potential – but potential for what?  Work together with key executives to map out the future requirements for success in key positions (i.e., what will tomorrow’s leaders have to be able to do to succeed in these roles?).  Use these criteria as a measuring stick for evaluating each individual’s potential.
• Assess current employees’ skills and competencies.  Once success criteria have been defined, you must invest the time and money to objectively and validly assess what your internal talent can do.  While each company must decide which tools best fit its individual needs, popular ones include:  assessments from the candidate’s circle of influence; career achievement summaries to capture work experiences; psychometric tools; behavioral interviews to probe against established criteria for success.
• Create plans to close the gap.  Once you understand where current employees are and where they need to be, you can customize talent development plans to close the gap.  As potential leaders progress in their growth, keep them updated on hiring decisions.  Monitor their interest and involve them in the development process as much as possible, to keep them invested for the long-term.  Most importantly, make sure their career aspirations are aligned with your succession plans, to keep you both working toward the same goal.

After assessing employees, some businesses find a lack of internal talent with the potential for leadership.  That’s where Berks & Beyond can help.  Our newly expanded professional staffing services allow us to recruit, screen and identify individuals who have the skills, competencies and behavior traits to become future leaders within your organization.  Call us to find out more about our direct hire services for Central and Southern Pennsylvania employers.

Any staffing service can claim they’re the best, or that they’ll find you the right job opportunity.  But we’re not just “any staffing service.”  So, we thought we’d go straight to the source – and show you what our employees have to say about their experiences with Berks & Beyond:

York

“Berks and Beyond has been the primary force of my success in finding and maintaining employment.  Not only did they professionally jump right in and find the right job, but continuously kept me updated on better opportunities.  Each and every client has a personal relationship with Berks and Beyond.  I can respectfully say Berks and Beyond has treated me like family from the start.  Thank you Berks and Beyond!”

Sincerely,

Haile Danzler

York

“Dear Bonnetta:

I just wanted to once again say thanks for everything.  You really followed up and worked hard to find a job/career match for me.

You made it happen.

I want you to know that although you may think it is part of your job, you did go above and beyond.  Most agencies would not continue to follow up as you and your team of professional employees did.  I know that God will continue to bless you and your family for your kind heart and caring personality.  You have made a difference in my life, when I thought there was no where else to turn you and your team opened up the doors of opportunity for me and for that I am truly grateful…

I just want you to know I appreciate it so much and may God Bless you for that.   Have a nice day and stay sweet.”

Thank you,

Kenneth Lund

Pottstown

“At a previous employer, I did not feel like I was part of a team.  Working at Berks & Beyond focuses on excellence and teamwork.  Their approach is friendly, flexible and a very can-do attitude.  The staff is very nice and helpful, and I enjoy working with them.  In my position, no day is exactly like the day before and my job is not boring.  I have never worked for a staffing agency before, but I really enjoy it and have broadened my horizon.  Thank you for giving me this wonderful opportunity.”

Michael Houck

Write Your Own Success Story with Berks and Beyond

Contact a Berks & Beyond recruiter today.  We’ll match your skills, experience and interests with the perfect job opportunity in the York, Pottstown, Allentown, Reading or Harrisburg areas.

Did you know…

Immigration and Customs Enforcement (ICE), the policing division of the United States Citizenship and Immigration Services (USCIS), has announced a 10-day window for employers to correct minor errors found on audited I-9 forms.

ICE is currently on a nationwide sweep to check employer maintenance of the I-9 form, which is used to verify employees’ authorization to work in the United States.

Minor, or technical, errors (also called “paperwork errors”) usually refer to the absence of a home address or birthdate on the form.  Such errors are to be corrected in 10 days to avoid any further difficulties, fines or adverse action.

Substantive errors, on the other hand, which are those involving core data such as citizenship status or even the employee’s signature, are subject to significant penalties.

The USCIS form I-9 must be completed for each employee upon starting work and must be maintained for three years or one year after the employee has left his or her job, whichever comes later.

As a leading staffing firm in Southern and Central Pennsylvania, Berks & Beyond ensures that each of our employees is thoroughly screened and that all required paperwork is completed before our employee goes to work for you.  We stay on-top of compliance issues to effectively minimize your legal exposure.

Source:

http://www.personnelconcepts.com/compliance-alerts/ice-10-days-to-correct-minor-19-mistakes/