Vensure is pleased to announce that 2011 W-2s' are in the
mail! In addition, electronic W-2s' are now available for reprint
online at HRP Web. These can be
easily accessed under the Employee Inquiries menu.
If you have any questions or need
login assistance, please contact your Client Relations
Manager.
Dear Valued Client,
The Federal Unemployment Tax Act (FUTA) is levied on employers
covered by the Unemployment Insurance program. Please refer to the
below table for the applicable 2012 rates.
Vensure will continue to keep you updated as new information is
made available in regards to FUTA and SUTA changes. Thank you for
being a Vensure client. We appreciate your business and the
opportunity to serve you.
Sincerely,
Vensure Employer Services
As the end of 2011 is fast approaching, we'd like to take this
opportunity to say thank you for your business throughout the year.
You have made our year truly great.
Calvin Coolidge once said, "Christmas is not a time nor a
season, but a state of mind. To cherish peace and goodwill, to be
plenteous in mercy, is to have the real spirit of Christmas."
Vensure is strongly committed to investing in the communities where
we do business. "We are proud that our company and the people who
work for us are generous and involved in the communities where they
live and work," said Tom Lindsay, President and CEO. "Here at
Vensure we try to foster a work environment that encourages
employee involvement. Every year I'm excited to see the generosity
of our employees continue to grow."
In the spirit of giving throughout the year, Vensure would like
to share some of the organizations we were privileged to help
support in 2011.
March - October: Vensure participated and
donated to the Forever Young Foundation, a non-profit, 501(c)(3)
organization that serves children facing significant physical,
emotional, and financial challenges. Founded in 1993 by NFL Hall of
Famer and Super Bowl MVP Steve Young, Forever Young Foundation
provides funds to academic, athletic and therapeutic opportunities
currently unavailable to needy children. For more information on
the Forever Young Foundation visit:
http://www.foreveryoung.org/.
March - May: Vensure sponsored
the Pinnacle High School softball team with the "Strike Out Breast
Cancer" fundraiser to benefit the Susan G. Komen Foundation. The
team collected pledges from Vensure employees and the funds raised
were based on the team's number of strike outs thrown during the
season. For more information on the Komen Foundation,
visit:
http://www.komen.org
March: Vensure sponsored the MS Bike Ride in
Florence, AZ. The Vensure team raised almost $6,000, featured a
team of six riders and conquered 140 miles over the course of two
days. For more information about Arizona Bike MS, visit their
website at:
http://www.nationalmssociety.org/chapters/AZA/index.aspx.
August: Vensure participated in the
Flagstaff to Grand Canyon Ride, to benefit Toys for Tots of
Northern Arizona, now part of the Marine League Charities. The team
featured three riders who rode more than 65 miles of rigorous
terrain alongside a historic stage coach. After almost seven hours
or riding, the Vensure team raised $500. For more information about
Marine League Charities, visit:
http://www.flagstaffmarineleaguecharities.com
October: Vensure participated in the Show
Low Bluff Tour of the White Mountains ride, to benefit the Summit
Healthcare Regional Medical Center, a regional referral hospital
serving Arizona's White Mountain communities. The Vensure
riders joined a group of 750 riders at an elevation of 7,000 ft. in
the Northern Arizona Apache-Sitgreaves National Forest. To
learn more about Summit Healthcare Regional Medical Center,
visit:
http://www.nrmc.org
We wish you the joy of family, the happiness of friends and the
peace of the holiday season throughout the coming year.
Happy Holidays,
Your Vensure Family
When it comes to payroll, you want protection. We
understand the vulnerability regarding check fraud and are happy to
announce improvements to internal procedures that help safeguard
our clients, and ourselves, from becoming victims of this
crime, while also benefiting our employees by aiding in the
prevention of identity theft.
This new application will:
- Systematically compare company issued checks when presented for
payment to your issued check files.
- Detect any serial numbers or dollar amounts that don't match,
which will reduce exposure to unauthorized paper checks.
- Determine eligibility for processing by comparing the effective
date listed on the check and check file with the actual processing
date.
At Vensure, we consistently seek opportunity for improvement. We
look forward to implementing this new tool in the
coming week, in preparation to assist you with a successful
new year.
Sincerely,
- Your Team at Vensure Employer Services
A pair of federal bills would create a nationwide requirement
for all employers to use E-Verify. The bills appear to have little
chance of passing in their present form. Neither bill would offer
relief from the patchwork of state bills with E-Verify
requirements. Although these bills face many hurdles, more E-Verify
requirements at the state level are likely and a federal
requirement is likely to be created eventually.
U.S. District Court in Alabama has ordered Alabama to stay
enforcement of several provisions of the state's new immigration
law. However, as expected, the court left in place a requirement
that employers use E-Verify.
At Vensure we understand the unique challenges facing temporary
staffing firms when it comes to workers' compensation issues and we
specialize in providing our clients with an industry specific PEO
solution that is affordable, flexible, effective and
compliant. Technology has always played a key role in
Vensure's success and we have developed a new web-based software
application designed to streamline the administration of our
temporary staffing industry program.
It has always been a challenge for workers' compensation
insurance carriers and regulators to manage the underlying risk
associated with the staffing and PEO industries. Staffing firms add
and delete clients each week. Managing the identity of underlying
accounts, how many employees are assigned to that account and what
the underlying risks are, can create opportunities for fraud,
contributing to higher costs and fewer carrier options.
Introducing, SMARTTM
Vensure'sproprietaryStaffing Management Account
Reporting Terminal
SMARTTM is a proprietary web-based software
application designed and built by Vensure to specifically address
the concerns of our workers' compensation insurance carrier,
insurance regulators and the various rating and advisory bureaus
throughout the Country, as it relates to a Temporary Staffing
Company's ("TSC") use of PEO services. The unique
relationship between the TSC, their clients (which we refer to as
"accounts"), Vensure, our insurer, and the insurance regulators,
presents a challenging coverage scenario involving multiple
employers. Legal, compliance and risk management issues unique to
this arrangement are made much easier to administer by using
SMARTTM.
SMARTTM is used by Vensure and our insurer to
identify and track the accounts of our staffing industry clients
and which classification codes are being utilized. Our Clients may
add new accounts by simply logging into SMARTTM and
adding the new account information, including the number of
assigned employees and estimated annual wages by class code. If our
Client needs a class code that hasn't already been added to
their policy by our insurer, they simply use SMARTTM to
request it. SMARTTM will immediately notify Vensure and
our insurer of the request. The request will be reviewed, and if
approved, our Client will receive an email notification and the new
class code will be added to the policy.
SMARTTM is secure, confidential and proprietary. Our
Client's data is safe and sound and will not be shared with anyone
other than our insurer. We use the information in
SMARTTM strictly for workers' compensation policy
administration purposes. All login credentials are fully encrypted
and the application server utilizes the latest technology including
SSL certificates with non-hackable URL's. Vensure will be reaching
out to clients individually to provide additional information and
training. Stay tuned for more information.
Now that's just plain SMARTTM!
The Social Security Administration's Office of the Chief Actuary
(OCA) is projecting that the Social Security wage base will
increase by at least $3,500 in 2012. It has been $106,800 since
2009. The projection was included as part of the annual report to
Congress by the Board of Trustees of the Federal Old-Age and
Survivors Insurance and Federal Disability Insurance Trust Fund
programs. Projections were made through 2020. The SSA provides
three kinds of forecasts for Social Security wage bases
(intermediate, low cost, and high cost). The SSA intermediate
forecasts through 2020 are as follows:
- 2012 - $110,700
- 2013 - $114,900
- 2014 - $120,000
- 2015 - $125,400
- 2016 - $130,800
- 2017 - $135,900
- 2018 - $141,300
- 2019 - $146,700
- 2020 - $153,300
The Social Security wage base is also projected to be $110,700
in 2012 under the low cost forecast. It would be $110,400 under the
high cost forecast. The Social Security wage base would reach
$159,900 in 2020 under the high cost forecast. Actual annual
increases to the wage base are announced in October of the
preceding year and are based on then-current economic conditions.
As a result, the OCA's forecasts, especially the longer-range ones,
are subject to change. Last year, the OCA correctly projected that
the Social Security wage base would remain at $106,800 in 2011. The
full report is on the SSA's website at http://www.ssa.gov/oact/tr/2011/tr2011.pdf.
Dear Valued Client,
The National Labor Relations Board (NLRB) issued a final rule
creating a new posting requirement for virtually all private-sector
employers. The posting notifies employees of their rights under the
National Labor Relations Act (NLRA), such as the right to form a
union, bargain collectively, discuss terms and conditions of
employment with coworkers, the right to strike, the right to engage
in other protected activity, and the right to refrain from any or
all such activities. The rule is effective November 14, 2011.
The rule applies to all private-sector employers subject to the
NLRA, which excludes agricultural, railroad, and airline employers.
Both union and non-union employers are required to post the notice.
If employers regularly communicate personnel rules or policies with
employees via an intranet or internet site, they are required to
post the notice electronically as well as physically. Failure to
post will be treated as an unfair labor practice. If 20 percent or
more of the workforce is not proficient in English, employers must
post the notice in the language the employees speak.
Federal contractors who are required to post the similar
Department of Labor (DOL) notice will not need to also post the new
NLRB notice; the DOL notice is sufficient. The new NLRA poster
informs employees of their right to:
- Organize, form, join, or assist a union
- Negotiate with the employer concerning wages, hours, and other
terms and conditions of employment
- Bargain collectively through representatives of the employees'
choosing
- Discuss terms and conditions of employment (including wages)
with coworkers or with a union
- Strike and picket
- Choose not to do any of these activities and
- Choose not to join or remain a member of a union
The posting also includes a list of illegal practices in which
employers and unions are prohibited from engaging, and also
provides information on filing a claim along with NLRB contact
information.
A workplace poster that describes employee rights under the
National Labor Relations Act is now available for free download
from the NLRB website at nlrb.gov/poster.
Private-sector employers within the NLRB's jurisdiction will be
required to display the poster where other workplace notices are
posted as of November 14, 2011. Employers who customarily post
personnel rules or policies on an internet or intranet site must
also provide a link to the rights poster from those sites.
In addition, copies of the Notice will soon be available without
charge from any NLRB regional office.
For further information about the posting, including a detailed
discussion of which employers are covered by the NLRA, and what to
do if a substantial share of the workplace speaks a language other
than English, please visit nlrb.gov/faq/poster.
Vensure will continue to keep you updated as new information is
made available in regards to Federal and State Unemployment Taxes.
Should you have additional questions in regards to this matter
please feel free to contact your Client Relations Manager. We
appreciate your business and the opportunity to serve you.
Download the NLRA posters:
In Notice
2011-72, issued on September 14, the IRS announced that an
employee's business and personal use of an employer-provided cell
phone is not taxable income to the employee as long as the employer
can show it provided the cell phone to the employee for a
legitimate business reason, and not as a substitute for extra
compensation. In a memo
to its employment tax auditors, the IRS also said that an
employer's reimbursement of an employee's cost for a personal cell
phone plan is not income if the employer requires the employee to
use the phone for business.
The Arizona Governor recently signed House Bill 2619, which
imposes a Special Assessment on taxable wages paid in 2011 and
2012. This action was taken in order for the state of Arizona
to meet federally imposed unemployment trust fund obligations and
prevent a substantial Federal Unemployment Tax (FUTA) increase on
Arizona employers. Arizona is one of more than thirty states
that borrowed money from the federal government after their
unemployment trust funds were depleted during the economic
recession. This enabled the state to continue paying unemployment
benefits to eligible claimants as required by federal law.
The Special Assessment will be used to repay the loan principle
with interest in time to prevent a substantial increase in FUTA
taxes. This Special Assessment became law July 20, 2011 and is
retro-active to January 1, 2011.
The Special Assessment is 0.4% of taxable wages (not to exceed
$28 per employee) for 2011. Vensure will begin billing for
this Special Assessment effective immediately and will provide you
with the amount due for the retro period of January 1, 2011 to
August 14, 2011. We will need to collect the retro amount due
no later than September 30, 2011 as this amount will be due along
with the 3rd quarter tax filings. In addition, a
0.1% Job Training Tax became effective July 1, 2011 for all Arizona
employers. This tax is not retro-active and Vensure will
begin billing this effective immediately as well.
Vensure will continue to keep you updated as new information is
made available in regards to Federal and State Unemployment Taxes.
Should you have additional questions in regards to this matter
please feel free to contact your Client Relations Manager. We
appreciate your business and the opportunity to serve you.
Thank you.
Click here to download Vensure's
Arizona Special Assessment and Job Training Tax 2011 flyer.
Citing "recent gasoline price increases," the IRS has increased
the standard business mileage rate from 51 cents to 55.5 cents a
mile for all business miles driven from July 1 through December 31,
2011. The rate for deductible medical or moving expenses is
increased from 19 cents to 23.5 cents a mile. For more details,
read a news
release from the IRS.
Vinny is our resident expert
offering business advice related to HR, compliance, workers comp
and more. No question is too big or small. This month a
client asked: "Since gas prices have gone up, will the IRS be
increasing the standard mileage rate?"
This is the question on everyone's mind apparently, yet it
seems that escalating prices, the cost of oil, political events in
the Middle East, refining and distribution costs, and the limited
supply of a product in high demand all amount to a costly
experience at the pump. Gas prices aren't expected to drop
anytime soon, but even so, the IRS recently announced that the
standard mileage rate for business miles increased to 55.5 cents a
mile starting on July 1, 2011. This is an increase of 4.5
cents from the previous 51 cent rate that went into effect earlier
this year and applied to the first six months of 2011.
According to the IRS, "This year's increased gas prices are
having a major impact on individual Americans. The IRS is adjusting
the standard mileage rates to better reflect the recent increase in
gas prices," said IRS Commissioner Doug Shulman. "We are taking
this step so the reimbursement rate will be fair to taxpayers."
For more information, visit
irs.gov/newsroom.
At Vensure we're always keeping abreast
of the latest tax information and changes to help keep you
compliant. Do you have a question for Vinny? Tell us what you are
interested in learning more about and we will cover it in future
publications. No question is too big or small. Just ask Vinny, our resident expert. Help us
help you!
Send questions to vinny@vensure.com.
Arizona tax rates for some employers will be
changing effective July 1, 2011. As a result of the reduced federal
unemployment tax rate effective July 1, 2011, employers that were
exempt from the 0.1% Job Training Tax (JTT) will be required to pay
it effective with the third quarter, 2011 quarterly returns. Any
JTT exemptions prior to July 1, 2011 are unaffected. Therefore,
tax-rated employers who were not subject to the JTT during Quarters
1 and 2 of 2011 will pay the surcharge due on those quarters at a
rate of 0.40% (includes only the 0.40% HB2619 Special Assessment).
All tax-rated employers will pay the surcharge due on quarters 3
and 4 of 2011 at a rate of 0.50% (this includes the 0.40% HB 2619
Special Assessment plus the 0.10% JTT). A newsletter that explains
the FUTA tax rate/Job Training Tax change will be enclosed with the
Quarter 3 UC-018 mailing which will be mailed out in batches from
mid to late September 2011.
With
Summer 2011's heat wave enveloping the country and affecting
more than 200 million country wide, it's hard to imagine fall
weather coming our way. According to the latest weather reports,
the heat wave has subsided, but I find that hard to believe when
outside my window I see the temp registering 101˚F on the
thermometer, not to mention it feels like a billion degrees
Fahrenheit. No doubt's here. It is still hot. From Arizona to
Texas, North Dakota and Nashville … even as far North as New
England … everyone is feeling the heat.
But how do employees stay cool in the workplace? Working
conditions vary from company to company, but it's important to
avoid prolonged exposure to intense heat that can cause symptoms
like dizziness and weakness. The elderly, infants and young
children, as well as people with chronic illnesses have a higher
level of risk for heat exposure sickness, but everyone can be
affected in extreme weather. Heat exposure will make you sick and
can even kill you.
So what to do if you work in a hot environment?
Read the Center for Disease
Control's tips for keeping your cool.
And check out this heat stress
video from safetyissimple.com which
covers safety information on about what causes heat-related
illnesses, heat stress, heat exhaustion and heat stroke, how the
body reacts to heat, recognizing symptoms of heat stress,
preventing heat-related illnesses, first aid, and more.
The IRS
recently announced that the standard mileage rate for business
miles increased to 55.5 cents a mile starting on July 1, 2011. This
is an increase of 4.5 cents from the previous 51 cent rate that
went into effect earlier this year and applied to the first six
months of 2011.
According to the IRS,
"This year's increased gas prices are having a major impact on
individual Americans. The IRS is adjusting the standard mileage
rates to better reflect the recent increase in gas prices," said
IRS Commissioner Doug Shulman. "We are taking this step so the
reimbursement rate will be fair to taxpayers."
For more information, visit irs.gov/newsroom.
Get more energy and gas saving tips online at
fueleconomy.gov.
The Federal Unemployment Tax Act (FUTA) is levied on employers
covered by the Unemployment Insurance (UI) program at a current
rate of 6.2% on wages paid. Under the provisions of the law, a
credit of up to 5.4% is available to employers in states with an
approved state UI program, resulting in an effective rate of 0.8%.
However, the credit against FUTA may be reduced in states which
have an outstanding loan from the Federal Government.
In order to assure that these loans are repaid, Title XII of the
Social Security Act allows the Federal Government to recover loans
by reducing the FUTA credit it gives to employers, which is the
equivalent of an overall increase in the FUTA tax.
Currently 24 states have outstanding loans which result in
credit reductions for 2011 and could result in further reductions
over the next few years. Please refer to the rate table located on
this page to identify the 2011 FUTA rate associated with your
state. It is necessary for Vensure to begin collecting at the 2011
rates effective immediately. Please note that these rates are
retroactive to 01/01/2011 and require additional FUTA taxes to be
billed. You will be provided with an invoice prior to 06/30/2011
for any additional amounts due. The additional invoice will be due
by 07/31/2011.
Vensure will continue to keep you updated as new information is
made available in regards to FUTA and SUTA changes. Should you have
additional questions in regards to this matter please feel free to
contact your Client Relations Manager. Thank you for being a
Vensure client. We appreciate your business and the opportunity to
serve you.
Outstanding Advance Balances by State
Click here to download Vensure's FUTA tax rate increase
notice.
Dear Valued Client,
Our workers' compensation policy with Ullico Casualty Company
and Guarantee Insurance Company is underwritten and administered by
Patriot Underwriters and renews on July 1, 2011. We are excited to
enter into our third year with Ullico, Guarantee and Patriot. We
appreciate the strong working relationship we have with these
insurance providers and for the valuable protection they provide
through their policies of insurance.
As a result of rising reinsurance costs our policy premium is
increasing by 20% this year. We are not able to absorb 100% of the
cost of this increase without passing some of it on to our clients.
Therefore, on all payrolls beginning July 1st, your annual workers'
compensation fees will be increased by 5%.
We realize that increased employment, compliance and insurance
costs are burdensome and that maintaining a profitable enterprise
is made more difficult as a result. More and more government
regulations continue to be imposed year after year on all
businesses translating to increased costs. Advances in technology
and the increased productivity that results, have helped to
mitigate the impact. That is why we are dedicated to continuous
improvements to our technology and why we have invested in new
software solutions and internally developed applications such as
our RealityCheck, Client Connect and SMART systems.
For ways to achieve more value from your relationship with us or
to reduce your administrative costs, or for questions about this
announcement, please speak to your Client Relations Manager or
Payroll Processor to explore cost savings opportunities.
Thank you for being a Vensure client. We appreciate your
business and the opportunity to serve you.
Kind regards,
President/CEO
Governor Nathan Deal recently signed the "Illegal Immigration
Reform and Enforcement Act of 2011." The Act requires all
private employers with 11 or more employees to register and use the
federal E-Verify program. The requirements are effective on:
(1) Jan. 1, 2012, for employers with 500 or more employees; (2)
July 1, 2012, for employers with between 100 and 499 employees; and
(3) July 1, 2013, for employers with between 11 and 99
employees. Employers will be required to complete an
affidavit proving that they are authorized to use E-Verify, or that
they employ fewer than 11 employees, in order to receive or renew a
business license, occupational tax certificate, or other document
required to operate a business.
Concerns from civil rights groups worry that the Georgia law
will result in discrimination based on physical appearance.
Business groups are worried about the potential loss of business
and anticipated boycotts that might be created from the new
law.
According to TALX: "The new Georgia law mimics many of the
provisions in Arizona's law, including the requirement that most
employers in the state use E-Verify. The law also allows, under
certain circumstances, local law enforcement to investigate
individuals' immigration status."
Govenor Deal stated:
"Georgia is a welcoming state with vibrant immigrant communities
and a highly diverse population," Deal said. "These are strengths
that enrich the culture of Georgia and expand our economy. There's
no better way to promote the quality of life of all who live here
and no better way to protect taxpayers than upholding the rule of
law."
Read more of Deal's statements online at
georgia.gov.
Read more about key provisions online at talx.com.
Ask Vinny
Vinny is our resident expert offering business
advice related to HR, compliance, workers comp and more. No
question is too big or small. This month a client asked "Who's
Responsible for Employees Form I-9 Compliance? The PEO or the
Employer?" Let's see what Vinny has to
say.
Question: I use a professional employer
organization (PEO) that co-employs my employees. Am I responsible
for Form I-9 compliance for these employees or is the
PEO?
Vinny: Co-employment
arrangements can take many forms. As an employer, you continue to
be responsible for compliance with Form I-9 requirements.
The DHS only considers the PEO to be a responsible party where
the employee actually performs services for the PEO. In most cases,
this does not occur as the employee is not engaged in performing
tasks on behalf of the PEO, rather the employee is performing tasks
on behalf of the PEO's client, just as they were prior to the
client engaging the PEO's services.
- The PEO may rely upon the previously com¬pleted Form I-9
at the time of initial hire for each employee continuing employment
as a co-employee of you and the PEO, or
- The PEO may choose to complete new Forms I-9 at the time
of co-employment.
If more co-employees are subsequently hired, only one Form I-9
must be completed by either the PEO or the client. However, both
you and your PEO are responsible for complying with Form I-9
requirements, and DHS may impose penalties on either party for
failure to do so. Penalties for verification violations, if any,
may vary depending on:
- A party's control or lack of control over the Form I-9
process
- Size of the business
- Good faith in complying with Form I-9
requirements
- The seriousness of the party's violation
- Whether or not the employee was authorized to
work
- The history of the party's previous
violations
- Other relevant factors
Do you have a question for Vinny? Tell us what
you are interested in learning more about and we will cover it in
future publications. No question is too big or small. Just ask
Vinny, our resident expert. Help us help you!
Send questions to vinny@vensure.com.
Georgia and Alabama may soon follow in the steps of of Arizona,
Utah, Mississippi, and South Carolina by imposing employer
requirements to use E-Verify, the federal system that allows
companies to verify work eligibility of new hires. To date in 2011,
more than 170 bills that include E-Verify provisions have been
introduced in 38 states.
As these changes roll out from state to state, it is critical
that employers remain compliant. Vensure Employer
Services will continue to provide our clients with
important updates, keep our clients informed and help them plan for
the future. E-Verify is one of the many services offered by Vensure. If
you are interested in getting set up or you would just like to find
out more about E-Verify, please contact your Client Relations
Manager.
Click here to download
the TALX printable flyer with detailed status info for Georgia
and Alabama and information on how to obtain copies of the
bills.
The Federal Unemployment Tax Act (FUTA) is levied on employers
covered by the Unemployment Insurance (UI) program at a current
rate of 6.2% on wages paid. Under the provisions of the law, a
credit of up to 5.4% is available to employers in states with an
approved state UI program, resulting in an effective rate of 0.8%.
However, the credit against FUTA may be reduced in states which
have an outstanding loan from the Federal Government.
In order to assure that these loans are repaid, Title XII of the
Social Security Act allows the Federal Government to recover loans
by reducing the FUTA credit it gives to employers, which is the
equivalent of an overall increase in the FUTA tax.
Currently 32 states have outstanding loans which will result in
credit reductions over the next few years. Please refer to the rate table attached to
this page to identify the 2011 FUTA rate associated with your
state. Vensurewill begin to
bill at the 2011 rates effective immediately. Please note that
these rates are retroactive to 01/01/2011 and may require
additional FUTA taxes to be billed.
Vensure
will continue to update you as new information is made available in
regards to Federal and State Unemployment changes. Should you have
additional questions in regards to this matter please feel free to
contact your Client Relations Manager.
Click here to see
the rate table by state.
Do you need assistance with HR, compliance or workers comp? Tell
us what you are interested in learning more about and we will cover
it in future publications. No question is too big or small. Just
ask Vinny, our resident expert. Help us help
you!
See past newsletters here or
send an email to vinny@vensure.com.
Ask Vinny!
Recent headlines in the
Wall Street Journal reveal that the Federal Government is the
middle of an audit of as many as 1,000 companies, requesting access
to internal employment records for businesses suspected of hiring
illegal immigrant workers. One of the largest DHS sweeps since
2009, the U.S. Immigration and Customs Enforcement (ICE) is serving
I-9 Notices of Inspection (NOIs), which will require in-person
inspection of I-9 employment verification forms and payroll
documentation. Targeted employers are given three business days to
prepare for a meeting with federal officials for review of the
requested documentation.
Don't wait till you I-9 audit notice in the mail, take this
opportunity to conduct an internal audit of your I-9 compliance and
policies.
Vensure Employer
Servicesis proud to announce our new monthly
newsletter, Vensure Vision.
Vensure Vision is launching February 2011 and
will feature a variety of topics ranging from government policy
changes, HR solutions, ideas for growing your business, financial
education and information and more.
Sign up now to get your
monthly copy, contact us if you have an
article idea and happy reading!
|
Click
here to
read the
February
2011 Newsletter.
Happy 2011. A new year brings new HR challenges, but with
Vensure by your side, you can rest assured that
your business is ready to meet those challenges with
confidence.
Many small businesses are concerned with the new income and
Social Security tax bills recently signed by President Obama and
how it affects their company. As a Vensure
customer, your employees' rates are automatically updated. And as
your payroll provider, we'll take care of all the changes on your
behalf. Worried about compliance? We've got it. Rest easy and get
back to business.
Starting January 1, 2011 we automatically:
- Updated your employee deductions for Social Security,
which has been lowered from 6.2% to 4.2%. The employer match (or
should we say mis-match) will remain at 6.2%.
- The legislation contains elements that may benefit your
business.
- An increased "bonus depreciation" allowance that may
permit you to deduct up to 100% of qualifying capital
expenditures.
- Subtract up to $5,250 annually for employee educational
assistance from gross income for income tax purposes and from wages
for employment tax purposes.
- A tax credit for certain employer-provided child care
expenses.
- A 20% credit against income tax liability for
differential wage payments to qualified active duty members of the
military.
- Up to a $3,000 tax credit for hiring employees who
qualify for the Empowerment Zone Tax Incentives.
- A maximum per-employee $2,400 credit for hiring employees
who qualify for the Work Opportunity Tax Credit before January 1,
2012.
Additional Payroll Reminders:
- Note: W-2's will be mailed out before the end of the
month.
- W-2's can be printed electronically from our online
payroll at: https://mypayroll.vensurehr.com/
- Monday, January 17th is Martin Luther King Day and banks
will be closed. Note: This may impact your payroll schedule. Please
contact your payroll representative with questions.
As always, Vensure is dedicated to helping you
do more than just work - we want to help you succeed! We look
forward to helping you with all your HR needs in 2011 and
beyond.
Thank you for your business!
Vensure Employer Services
With companies furiously mapping out internal budgets for the
coming year, it is essential for employers to closely monitor state
SUI wage bases as it affects unemployment costs. It could be the
key factor to ensure accurate planning and minimize unexpected
expenses.
Industry experts expect States to continue to increase taxable
wage bases over the next few years to repay the Federal Title XII
loans and rebuild State trust funds.
A "taxable wage base" is generally considered to be the maximum
amount of earned salary or wages that can be assessed for the
purpose of collecting Social Security taxes. Current tax laws
govern how the taxable wage base relates to the total earned income
for the period cited. The three primary employment taxes impacted
by a wage limit are:
- FICA (Federal Insurance Contributions Act)
- FUTA (Federal Unemployment Tax Act)
- SUI (State Unemployment Tax)
With 2011 around the corner, employers must consider the new
wage base changes as they budget for next year's employment tax
costs. States have begun the process of establishing their
unemployment taxable wage bases for 2011.
Download the attached 2011 unemployment taxable wage base update
and listing of actual SUI wage bases from
TALX.
The recession is old news, right? Wrong. Industries continue to
struggle against insolvency, ever increasing unemployment insurance
(UI) rates, and constant fluctuations in taxes. Industry experts
anticipate UI to continually increase on the federal and state
level over the next few years. In 2009 alone, UI taxes were set at
$38 billion and the Congressional Budget Office predicts these to
more than double by 2013. Expect to see federal and state law
changes over the next few years with current states creating new
provisions to modify tax rates and increase wage bases.
Don't get lost in the ever changing legal jargon.
Vensure can help.
Click here to read the TALX Intelligence Report on Recent Federal
and State Measures.
Members of Vensure's Executive and Benefits team recently
attended an unemployment insurance ("UI") webinar presented by our
UI cost containment vendor, TALX Corporation. TALX provides
services to HR, Payroll, and Tax departments and organizations of
all sizes in all industries including the public sector. Please
open the attached PDF for an excellent overview of what lies ahead
for 2011. In general, the current state of the economy, high
unemployment, and bankrupt state trust funds, not only will state
unemployment taxes increase in 2011, but so will the federal
unemployment tax rate; for employers in many states.
Vensure is taking steps to mitigate the negative impact on its
clients however most of the causes are beyond our control.
Currently, 15 states require PEO's to report and pay state
unemployment taxes using our clients tax account and rate. This
trend is expected to continue across the country until all states
have adopted this method. Therefore, the unemployment
administration services Vensure provides become even more important
to our clients.
Click here to read the TALX Tax Intelligence paper.
Vensure begins processing its first live payrolls on HRP this
week. This marks the beginning of a three month conversion from its
legacy payroll system. The process will involve a phased in dual
processing method designed to ensure accuracy and allow for further
internal employee training. The Vensure project team has been
working on this implementation since February. HRP is a highly
functional yet complex Human Resources Information Management
System, and it has taken many months to setup the system, import
data, test output and train staff. This preparation should result
in minimal disruption and errors however, as with any software
implementation involving a company's core operating software, there
will be some bumps in the road. Vensure is confident that the
conversion team, in cooperation with the HRP support staff, will be
able to immediately address and correct any problems.
Some of the client centric highlights of HRP are:
- Productivity and Efficiency:
- Date sensitivity throughout
- True benefits tracking
- PTO tracking
- Employee review, goals, discipline and skills
management
- Real-time web access to reports and data management for
both clients and employees:
- Flexible, customizable, highly functional
- Customizable web self-service by client
- Web access and security by manager
- Open enrollment
- Online HR change functions (pay rate change, status type
change, etc.)
"We are confident that our clients and worksite employees will
benefit significantly from HRP. With enhanced HRM capabilities,
real-time web administration and improved reporting we are able to
better serve our clients", says Robert Attridge, V.P. of
Operations.
Vensure's VISA-branded Pay Card is a convenient, alternative to
creating and distributing paper payroll checks to our clients and
employees.
How Does it Work?
When using Vensure's Pay Cards, our payroll team electronically
deposits wages to your Pay Card account, and you have instant
access to earned wages. Employees have immediate access to
their full account balance every payday. Employees can also
use the payroll card anywhere Visa debit cards are accepted, and
can access cash at any Visa/Plus ATM worldwide.
For more information on employer and employee benefits of Vensure's
Pay Card.
The Hiring Incentives to Restore Employment (HIRE) Act has been
signed into law. This program is designed to provide certain
employers with tax incentives to stimulate the economy and provide
the unemployed workforce with employment opportunities. It is
designed to provide employers with tax incentives by encouraging
employers to hire previously unemployed inpiduals. Employees hired
after 2/3/10 and before 1/1/11 who were employed less than 40 hours
in the 60 days before being hired by our client are qualified. The
employer match for social security tax is eliminated saving 6.2% of
wages.
Vensure has contracted with TALX
Corporation to assist with the screening, tracking and
reporting according to the Act's requirements, by identifying new
hires that may be eligible. Vensure will pass on the majority of
the savings to its clients each quarter. TALX has a long history of
providing expert assistance with unemployment cost management and
the resources to quickly and efficiently maximize payroll tax
exemptions and retentions credits.
For decades the IRS has played a game of find-the-freelancer at
businesses where independent contractors remain on the payroll for
months or even years. Companies, especially small ones,
increasingly rely on such workers because they offer greater
flexibility-and because they're cheaper. Employers can save as much
as 30% on wages by avoiding payroll taxes, unemployment insurance,
worker's compensation coverage, and benefits they provide regular
employees.
Now both the IRS and state agencies across the country are
redoubling efforts to uncover long-term
"temps." President Obama's proposed 2011 budget
includes funding for 100 additional federal staffers to pursue such
cases, and it would repeal a 32-year-old rule allowing companies in
industries ranging from construction to health care to legally
classify long-term employees as independent contractors.
Most of the IRS action on independent-contractor violations will
target small businesses and the self-employed, the General
Accountability Office reports. Over the past decade the average
size of small businesses has fallen, an indication that they're
using more freelancers. In tough economic times, keeping
independent contractors on the payroll makes sense because they're
easier to shed if the business starts to falter. Furthermore,
without the legions of lawyers and tax consultants available to big
corporations, small companies are less likely to understand-and
therefore to follow-the complex rules covering freelancers.
The current push could lead federal and state agencies to
standardize the employee classification system so it's clearer just
where to draw the line between temps and full-time employees. "No
one has ever been able to come up with a universal test," says GJ
Stillson MacDonnell, an attorney at employment law firm Littler
Mendelson in San Francisco. "So we end up being whipsawed between
different state and federal definitions."
The bottom line is that the federal government is stepping up
the scrutiny of companies, especially small ones, using contractors
with a view to increasing the companies' tax bills.
Click Here for complete article
Checkpoint is a tax research system that combines the most
trustworthy information available with the most powerful research
tools on the market. Checkpoint provides unparalleled expert
guidance, powerful research and workflow tools, and integration
capabilities.
95 of the Top 100 Law Firms, 93 of the Fortune 100, and 100 of
the Top 100 CPA Firms rely on Checkpoint. Vensure is pleased to
join the ranks of CheckPoint users to increase research turn-around
time and improve compliance levels.
See more at http://thomsonreuters.com
Click Here for complete article
Work related injuries include those resulting from slips, trips
and falls and account for 15 percent of reported disabling
injuries. Other work-related foot injuries can be caused by
punctures, crushing, sprains, or lacerations and account for 10
percent of reported disabling injuries. Healthy feet keep
your employees mobile and on the job, so why not protect them with
the appropriate protective footwear? As the old saying goes,
"When your feet hurt, you hurt all over."
Vensure has partnered with Shoes
for Crews to help companies implement a footwear
program and protect your employees. Employees can order Shoes for
Crews slip-resistant footwear through payroll deduction, simple
installment payments that can be administered at no
cost to your company.
- Shoes for Crews out-grips the competition
by over 200% (as tested by Precision Testing Laboratories)
- Reduce and prevent employee slip and falls
- Reduce workers comp claims
- Increase worker productivity
- Top rated slip-resistant outsole
- Low factory direct prices
- Safety, comfort and style for any job
- Program available at no cost to your company
With more than 25 years of experience implementing
slip-resistant footwear programs, Shoes for Crews
services corporate accounts and a wide range of
industries from construction and foodservice to healthcare,
industrial, warehouse distribution, trucking, limousine and bus
transportation, automotive mechanic and educational accounts. More
than 15,000 companies and 100,000 locations worldwide rely on
Shoes for Crews. Keep your profits from
slipping away
with Vensure and Shoes for
Crews!
Shoes for Crews 100% Satisfaction
Guaranteed
See what makes Shoes for Crews the #1
slip-resistant shoe in the world. No other shoe offers the
patented Mighty Grip© technology, combined with extraordinary
comfort, durability and style - all at an affordable price. Take
the "wear and compare" challenge. If you are not 100%
satisfied within 60 days of purchase, Shoes for
Crews offers FREE exchanges or E-Z returns.
Shoes for Crews Satisfied Customers:
"Our slip and fall accidents have declined a total of 75% in the
two years since we implemented this program! My thanks to
each of you for your part in making this possible!"
- Steve Hade, Chief Administrative Officer, Cattlemens, Inc.
"We like the shoes so much we order 50-100 pairs at a time and
make them available for our crews. The price is right, the color is
right, the safety value is right! Thank you Shoes for Crews!"
- Marcia Gwin, Stanley Steemer
"I believe that Shoes for Crews are absolutely the best
slip-resistant shoes ever. I wear them every day in a very wet and
slippery environment. You have totally convinced me. The program in
the plant has been such a success."
- Tim Sullivan, Anheuser Busch
"In the hotel industry, there are plenty of accident-prone
situations and locations. The shoes have proven to be durable and
comfortable. And the most important: since we first
started the program we have not had a single recordable accident
due to slip-and-falls. I was the first person in our company
to test the shoes and I am still wearing them with my business
suits. They are comfortable and stylish. Since that first pair we
have bought over 400 pairs."
- Sandra Schumann, Human Resources Manager, Hotel
Inter-Continental Dallas
"Our slip and fall claims have been reduced by 72 percent and
associated expenses by 81 percent."
- Kurt Leisure, Director of Risk Management, The Cheesecake
Factory
"Your shoes are a great value for the price! They look great,
feel comfortable, and I never have to fill out slip and fall
accident reports!"
- Beth McCuiston, Payroll Benefits Specialist, Whole Foods
_____________________________________________________________
Take advantage of the partnership between
Vensure and Shoes for Crews today!
Contact Bill Marshall with Vensure Employer
Services at bill.marshall@vensure.com or
480.993.2650 Ext. 1360.
Vensure is excited to announce the recent Licensing agreement
entered into with HR Pyramid. HR Pyramid is the leader in high
performance integrated software solutions for the PEO and ASO
industries. Vensure has begun its initial transition and currently
we are training our staff. We plan to be using this product in the
2nd quarter of 2010. Stay Tuned for further details!
