Succession Planning

“One of the things we often miss in succession planning is that it should be gradual and thoughtful, with lots of sharing of information and knowledge and perspective, so that it's almost a non-event when it happens.”

                                                                                                                                        Anne M. Mulcahy

Does your company have a Succession Plan? If one or more of your key employees chooses to leave the company, what impact does that have on your operation? How long will it take to get back to capacity? What if it is a sudden change such as illness or death? Who steps in and how does a sudden absence impact the operation? What about the age of your employees? How many are going to retire in the next 1, 3 and 5 years? What impact does that have on the operation?

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Liar, Liar, Pants on Fire - Part One

(Part One of a Three-Part Series)

With all the news about Brian Williams lately, it got us thinking about honesty in the workplace. Employee honesty is an important concern during every phase of employment, from hiring through post-employment. In this brief series, we will explore the negative ways that employee dishonesty can impact your business, and touch on some cost-effective safeguards that we may use to tilt the odds in our favor when making that ever-important hiring decision.

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What Were They Thinking?

For anyone who watched the end of the Super Bowl game last Sunday between the New England Patriots and the Seattle Seahawks, this may be the question you asked: "What were they thinking?" From an outsider's perspective, it looked so simple. Seattle was on the one-yard line with three downs and one time out. All they had to do was score a touchdown and they would have won the Super Bowl.

In his post-game interview Coach Carroll was quoted in a CBS News article as saying "It's not a great matchup for us to run the football, so we were going to throw the ball, really to waste a play," Carroll said. "If we score, we do, if we don't, we'll run it in on the third or fourth down." (CBS News, 2015) The problem, as we all know, is that the competition, specifically Malcolm Butler, had another plan.

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CBS Partnered with Party with a Purpose to Adopt Families in Need!

This December, CBS adopted two families through Party with a Purpose. Our team enjoyed shopping, wrapping and delivering the gifts to each of our adopted families. We would like to send a special thank you to Pat and Connie Michaelis for hosting Party with a Purpose, as well as to Mastery Moving for assisting with moving large household items for our adopted families. Team CBS feels very fortunate for the opportunity to help other families in our community. Please enjoy our 2014 Christmas Video of our Party with a Purpose experience! Click here to watch our video!

Sincerely,
Team CBS

Notice 2014-55: Expansion of Mid-Year Election Change Rules for Cafeteria Plans

Many employers permit employees to pay for employer-sponsored health coverage on a pretax basis under the Internal Revenue Code section 125 (cafeteria) plans. These plans generally require employees to make an irrevocable election to participate in the plan before the beginning of the health coverage period. Section 125 cafeteria plans typically require participants to make binding elections for an entire plan year. Health insurance coverage elections currently made under a cafeteria plan may not be revoked or changed during a plan year unless there is a change in status or another special enrollment event which permits a mid-year election change under the cafeteria plan rules. The Internal Revenue Service (IRS) rules typically do not allow mid-year changes to cafeteria plan elections, unless the employer adopts special changes in status rules and incorporates those rules in a written cafeteria plan document.

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What our clients say...

Premier One Data Systems

Dave McDermott
President
Premier One Data Systems
 

“As Premier One has grown from a small business to a mid-sized business, the company has gone through a number of necessary changes to manage that growth. HR Partners assists us in managing that growth by improving multiple aspects of our business that fall outside of our primary area of expertise. Kristina provided staff training in customer service and time management. Margaret assisted us in developing a comprehensive employee handbook and job descriptions that follow HR best practices. John has developed, reviewed, and advised us on a number of contracts and other legal documents.

Premier One provides comprehensive IT consulting, so we understand that business model well. HR Partners is truly the best in the business for those who are looking for HR and Legal consulting all under one roof. Thank you HR Partners!”