Typical Situation: Our client is growing and are unsure if they are legally complaint with employees. They feel they have been "winging it" in the area of HR, for too long and want to formalize processes. Or simply, they have many questions about employee issues and need answers we cannot provide (Legally and we just don’t know)
 
When you hear a business owner say:
 

• “I need to fire this person, but I don’t want to get sued”
• “There are so many laws changing, and I don’t know if our policies and practices are compliant.”
• “We’re having a hard time finding and retaining qualified candidates.”
• “We don’t need a full-time HR professional, but we need occasional help with employee relations issues.”

 
HR Source Provides

• HR Hotline: With unlimited access to the HR Hotline, members can talk to HR experts and employment law attorneys any time they have a question or concern.
• Benchmarking Surveys: Keep your organization competitive with the market’s most robust and timely data on wages, salaries, polices, benefits and executive compensation.
• Newsletter Updates: HR Source’s weekly newsletter keeps employers current on HR compliance issues and best practices.
• Training and Education: HR Source offers training programs focused on HR best practices, employment law compliance, leadership development and more.

 
How they Work
HR Source is a not-for-profit employers' association serving more than 1,200 companies and organizations. They provide human resources and legal support, publish compensation and benefits surveys, conduct HR and supervisory training, and more.
 
Matching Ideas with Resources:

What is a "Typical Situation" people are in when they realize they need help?
 

• They are growing and are unsure if they are legally complaint.
• Employees appear to be unhappy or have high turnover of staff and don't know what to do.
• They feel they have been "winging it" for too long and want to formalize processes.

What is something someone might say that would lead me to think of you?
 

• “If I could do this without employees I would.”
• “I feel like I've lost control of what people are doing - one person wants one thing and the other something else. I don't know what to do.”
• “My employees need someone to talk to that isn't me. Why do people come to me with their issues.”

What (Specifically) do they do?

Uncomplicate the people side of business. Help business owners success through and with their employees.

How do they do it?

Sitting down with the business owners to understand their needs and concerns. Create an action plan in order to achieve goals. Provide on-site support as needed so we are the go-to person for the employees and the owner. 

Matching Ideas with Resources 

Typical Situation: Our client has had increase premiums over the last few years. Maybe thinking about either dropping shopping for new, more affordable health insurance. The new laws and the Affordable Care Act may be miss-understood.
 
When you hear a business owner say:
·         “These Health Insurance Premiums are so high.”
·         “I am spending too much time dealing with HR situations.”
·         “What labor laws or regulations apply to me as an employer in today’s environment?”
 
PEO Provider will work with them help them with Cost Containment, HR Administrative Relief and risk management. They will help access their HR costs and provide a cost comparison to consolidate to one vendor. Our client will realize the economies of scale of joining a large organization and the ability to offer fortune 500 benefits.
 
How they Work The consultant will show group policy for health benefits (Since they are part of a group of over 350,000 lives, they can provide cost containment year after year. They can also look at a group policy for worker’s comp (possible reduced pricing and liability management). They will also help with HR since every client has their own dedicated HR Client Service Team.
 
Matching Ideas with Resources:

​Other successful business owners have told us that one or more of the following are their biggest business concerns. Recently, the GOA (Great O'Hare Association) conducted a survey through it's Business Advocacy Committee asking the same question: Rank Legislative Issues in Order of Highest Concern for You.

GLM askes their clients the following question to learn more about what the business owner is thinking.

Which concern(s) do you have about your business?

• Rising labor costs (Employee)
• Health Insurance
• Workers Comp
• Government Regulations
• Declining Sales (Strategy)
• Taxes (Financial)
• Fighting Fires (Process)
• Tight Cash Flow (Financial)
• Errors, Mistakes, Quality (Process)
• Productivity & Attitude (Employees)
• Equipment Capacity (Equipment)
• Customer Demands (Strategy)
• Not having anyone to talk with (Owner Partner Issues)
• Other:                                                                            

The GOA Survey showed that Taxes is the largest concern (over 45% or those survey choose it) for business owners and GLM clients agree.                                                                                                       

Other successful business owners tell us they have a good relationship with their accounting firm. They indicate this has occurred through a unique process that allows them to spend more time working on other key elements of their job.  They say the result is increased results without increasing the number of hours they work.

Perhaps you may want to see some of the same results in your business. If you do, please contact us.

If you are also looking to stay in the loop on local, state and federal business regulations and taxes, you may want to get involved in the Local Business Association and Elk Grove Chamber of Commerce, the GOA. Learn more at www.theGOA.com 

On July 1st 2017 all business in Cook County (except those in cities listed below) must increase their minimum wage to $10.00 an hour.  The minimum wage will go up $1.00 an hour each consecutive year (on July 1st) to reach $13.00 an hour by 2020.  Thereafter it will be increased with inflation but not to exceed 2.5% per year.  Businesses in the city of Chicago must increase their minimum wage to $11.00 an hour on July 1st (currently their minimum is $10.50/hr) and will also go up $1.00 an hour each consecutive year, reaching $13.00 an hour by 2019.  Thereafter the minimum increases with inflation and is capped at 2.5%.
 
Also Cook County businesses (including Chicago but excluding those cities listed below) must begin offering paid time off (sick time) to all employees working more than 80 hours in any 120 day period, accrued at the rate of 1 hour for every 40 hours worked.  Employees begin accruing sick time starting with their first day of employment, or July 1st 2017.  Companies can stipulate a waiting period of up to 180 days for new employees to begin using their earned time off.  ½ of any unused sick time must be carried over from one year to the next (up to 20 hours).  Employers can’t set unreasonably burdensome notification or use policies.  Sick time can be used for one’s self or family member (including extended family members) for any illness or issues related to being the victim of domestic violence or sexual offense.  Accrued but unused sick time does NOT need to be paid out upon separation of employment.  Existing PTO policies must meet all of the new requirements or be modified to match where deficient.  Notice of the sick time policies must be given in employees paychecks 2 weeks prior to taking effect on July 1st, at the time of employment for new employees, and must be posted in a conspicuous place at each facility.
 
Cities that have opted out of the Cook County minimum wage increases and sick time requirements so far:
Municipalities That Have Opted Out (as of 6/2/17)

• Alsip
• Arlington Heights
• Barrington
• Bartlett
• Bedford Park
• Bellwood
• Bridgeview
• Buffalo Grove
• Burbank
• Burr Ridge
• East Hazel Crest
• Elk Grove Village
• Elgin
• Elmwood Park
• Evergreen Park
• Harwood Heights
• Hickory Hills
• Hoffman Estates
• Justice
• Lynwood
• Melrose Park
• Morton Grove
• Mount Prospect
• Niles
• Norridge
• Oak Forest
• Oak Lawn
• Palatine
• Palos Heights
• Palos Park
• River Forest
• River Grove
• Rolling Meadows
• Rosemont
• Schaumburg
• South Barrington
• Streamwood
• Tinley Park
• Western Springs
• Wheeling

Municipalities Still Considering Opting Out (as of 6/2/17)​

• Berkeley
• Berwyn
• Cicero
• Des Plaines
• Forest Park
• Hillside
• North Riverside
• Northbrook
• Orland Park
• Palos Hills
• Park Ridge
• Prospect Heights
• Westchester
• Worth

Note that unincorporated townships that don’t have home rule can’t opt out.  So be aware of where the client is, not just the mailing address.
 
As we get nearer to 7/1/17 I expect this list of opt outs to increase and I will do my best to keep us up to date on those that have officially opted out. 

​Feel free to stop by and see me if you want more details or have questions.​

Ruth Kronvold
​[email protected]
GLM, Inc.
200 W Higgins Rd Ste 326
Schaumburg, IL  60195
P 847-884-1781 x33
www.glmfinancial.com
​

I planned to write about local non-profits and charities that would be good for your end of year donations. I will, but need to let you know the Overtime Rule is ON HOLD!

Just 10 days before the implementation date, a federal judge in Texas put the brakes on the Department of Labor’s (DOL's) new federal overtime rule, which would have doubled the Fair Labor Standards Act’s (FLSA’s) salary threshold for exemption from overtime pay. Twenty-one states filed an emergency motion for a preliminary injunction in October to halt the rule. They claimed that the DOL exceeded its authority by raising the salary threshold too high and by providing for automatic adjustments to the threshold every three years.

Read More here: http://ow.ly/Gps2306Ba09