Pay cuts aren’t ideal; however, they’re sometimes the only option when an employer faces difficult economic periods. As the coronavirus takes its toll on the economy, many employers have had to make the unfortunate decision to cut many employee’s wages. Some small business owners were lucky enough to obtain Payment Protection Program (PPP) loans. This money allowed business owners to pay their employees and get back on their feet; however, the money given was often not enough to pay all employees their original wages. If you received news that your pay decreased and you need to know what your new salary or hourly wage is, read this article.
A full-time equivalent (FTE) calculation is normally used as a way to analyze an industry or to measure an employee headcount for projects, profits, or revenues. It’s also incredibly useful for business owners to stay compliant with the Affordable Care Act (ACA) or other laws. Nowadays, many business owners must calculate their FTEs in order to receive Payment Protection Program (PPP) loan forgiveness. Business owners must prove that they maintained the same number of FTEs during the 24-week period to receive full loan forgiveness.
No matter the case, if you need to learn how to calculate FTEs, we’ve got you covered.
As different states begin exploring reopening plans, business owners must start thinking about the logistics of the “new normal.” There will undoubtedly be stipulations depending on where you live, and how severely the COVID-19 pandemic affected your area. Nevertheless, this is a great opportunity to come back with a re-energized focus on your business.
With a renewed motivation, you’ll put your best foot forward as a business owner. Whether you are reopening after a few months off, learning how to start a business or implementing new health and safety standards, or balancing the expectations of customers with the emotional well-being of your employees, there are plenty of considerations before the much anticipated “open” sign flips from “closed.”
Contributed by: Luke Smith
Trade shows are the second-largest source of B2B revenue. Exhibitors have access to thousands of buyers, all in one place. No other form of marketing provides such a concentration of targeted customers solely there to purchase or learn more about a specific product or industry. But the current COVID-19 pandemic has halted the trade show circuit in its tracks, leaving many businesses scrambling to find marketing and sales alternatives.
Now spread outside of China, the coronavirus takes its toll worldwide. Along with South Korea, Italy, Mexico, Nigeria, France, and Germany, the United States has now confirmed signs of this deadly disease in its own home. According to the CDC (Centers for Disease Control and Prevention), California, Oregon, Washington, Arizona, Wisconsin, Illinois, Florida, New York, Massachusetts, and Rhode Island have confirmed cases of COVID-19 (Coronavirus). As of March 2nd, there are 6 confirmed deaths in the US; however, in its current state, experts say that there will be a huge outbreak soon. This relentless virus brings a lot of chaos and bewilderment to many US citizens, and leaves many wondering what they can do to protect themselves. Citizens everywhere are stocking up on bleach, face masks, gloves, and disinfectant products. People worldwide are doing what they can to prevent the virus from entering their own homes and businesses.
Contributed by: Amelia Vega
In this digital age, corporate culture is facing more disruption than ever before. With technology continuously evolving, businesses are under pressure to adopt and adapt. Aside from the changes in business processes, companies are also having to adjust areas of their people management. Cloud computing, particularly, is creating notable changes in what modern company culture looks like.
Here, we’re taking a look at four ways cloud technology can improve company culture.
Losing an employee is a confusing and painful time for many people. When a colleague passes away, employers not only grieve the loss of their team member, but they also have to figure out how to move the business forward. Although it feels like it’s not the best time, the business does have to take steps to ensure that the job position is filled again and that the necessary paperwork is taken care of. One of the first things that needs to be handled is the employee’s final wages. What does one do with their final paycheck? What happens to time off? And what taxes should be filed?
Lunchtime can be a tricky thing to track. Some employees forget to clock out, adding minutes to their paychecks daily, while others forget to clock back into work once they return. This leads to inaccurate timestamps and, even worse, inaccurate payroll. You will end up either overpaying employees or underpaying employees, which can lead to issues down the line. In order to keep timestamps more accurate, some employers choose to implement automatic lunch deductions for hourly employees. This ensures that employees get lunch breaks deducted, no matter the circumstance. This is great for employers who want to avoid overpaying employees, but many people still have questions about the legality of lunch deductions.
If you’re familiar with the hiring process, you know how long it takes to find a good candidate for an open position. Can you really be sure that this person is right for the job? Although someone you hire may seem like the perfect fit, there is no guarantee that they will perform the way you expect. This is why most companies implement a probation period after hiring an employee. A probationary period is a time to assess whether or not your new hire (or newly promoted employee) is a good fit for the position. This also allows the employee to see whether or not they like the new job. The probationary period typically lasts around 3-6 months, depending on the company.
Independence can be a scary word for an employer. Employers may think that independence means that you must give up control. This can cause discomfort because employers are placing the company’s growth in someone else’s hands. Although letting go can be a daunting task, this can really help your business. Independence can be a great asset to your company, bringing creativity and revenue. When you give your employees the freedom and ability to do things in their own way, they will grow creatively and will feel the empowerment they need to move forward. Here’s how you can give employees independence without losing control of your business:
As an employer, it’s incredibly important to ensure that you are paying your employees at least minimum wage. The federal law sets the base wage for all workers in the United States, but minimum wage can change on a city and state level. California, for instance, varies minimum wage all across the state. California Lawmakers changed the minimum wage for many counties and cities on January 1st of this year, but there was another increase effective July 1st, 2019. This change affects large employers (26 or more employees) and small employers (25 employees or fewer). Below you will see a summary of counties and cities making changes to minimum wage. We encourage you to speak with your local labor board to ensure that you are familiar with your city’s changes.
Your employees make your company successful, so why not show them that you value their work? Giving raises is one of the best ways to show your employees that you care about their dedication and hard work. Not only will raises motivate employees, raises can also help your business. Employers often use raises as a way to increase retention at the workplace. When you offer a competitive salary or hourly wage, employees will not look for work elsewhere, which prevents turnover. This will save you the trouble of having to find and hire new employees.