Another update from the HR jungle….
Sue is the HR director for her company and last week she was working on her year-end checklist. Sue is trying to knock out all the items on her checklist before she checks out for a two week cruise in the Caribbean. Last week’s checklist covered last minute items related to the Affordable Care Act.
This week’s checklist is a general review of her HR domain. It’s good to be in charge, even if she has no minions to obey her every whim. First, she talks with the payroll service to ensure that they have all the information they will need to issue W-2’s in January 2105. This task went on her checklist after a “miscommunication” earlier in the year meant a new hire didn’t get paid on time. Now Sue obsessively re-checks everything.
Sue’s decided to postpone her second checklist item until after her vacation because it will be tedious and time consuming. She needs to review the employee handbook to ensure that all the information is still accurate. She revised a few sections of the handbook over the past two years as the growing workforce meant additional employment laws applied to her company. Now it’s time to do a general cleanup. Sue knows she needs some R&R (rum and more rum) before tackling this task.
Sue’s final checklist item is to complete a status review of the HR department when she returns to the office in January. Now she just needs to deal with any last minute crises before leaving for her well-deserved date with rum and the sea.
Do you have a year-end checklist to keep your HR duties on track? We can’t promise you a Caribbean cruise with (lots of) alcohol, but we’ve love to hear from you.
Sue is the human resources director for her company (because she’s the only HR department employee). She is frantically working her way through her year-end checklist so that she can take a two week, rum-infused holiday cruise in late December. Today she’s working on checklist items related to the group health plan.
First on her checklist is a note to update the on-line information about the company’s group health plan to show the new out-of-pocket limits for 2015. Her company has a high deductible health plan (HDHP) with a health savings account (HSA). In 2015, HSA contributions are limited to $3,350 for individuals and $6,650 for families. The maximum out-of-pocket limits are $6,450 for individuals and $12,900 for families. If she posts the information on-line, some employees may actually read it rather than calling her with their questions.
Second on her checklist is to confirm that the new ACA-compliant software is properly tracking the hours of employees. Sue was impressed by the software vendor’s ability to customize the software to track her company’s high turnover employees. Sue’s company is not subject to the employer penalty in 2015 because they met the transitional relief for employers with 50 – 99 employees. But Sue still worries about last minute glitches when new software programs are implemented.
Does your ACA-compliance checklist look like Sue’s? Can you think of any items on your checklist that Sue has forgotten?
Sue’s already dreaming about the rum and fruit drinks she’ll be enjoying on her cruise, but she’ll continue working on her checklist items in next week’s column.