By: Kandi Mensing, SPHR, MBA
A new year is time for new strategies. You should continually strive to improve your business. Whether that means keeping up with changing market trends, trying a new promotion, or rethinking the best way to serve your customers, your business needs to be open to change.
Mensing Consulting Solutions is changing our name! In January 2014, we will become Elite HR Team. Stay tuned for a new website and a new logo! 

By: Dan Cozzi

There were once two painters who were each hired to paint exterior walls of a two-story building with the exact same dimensions. The first painter was motivated and energetic with a “get it done” attitude. He jumped into painting right away using the agility and ease of a ladder. Grabbing his paint can and his brush, he started the job on the ground and began painting the building, climbing up each rung and reaching out to the sides as far as he could safely reach.

The second painter sat down in his office and thought out how he could best accomplish the job. He knew the wall was wider than he could reach, and he identified that he would have to paint the trim separately from the main coat of paint. He realized he’d have to be able to move both vertically and laterally to allow areas of paint to dry while he returned to previous areas to mask and paint the trim. He decided to construct scaffolding that would allow him the freedom of movement needed to cross the surface of the wall laterally and vertically at the same time. He began to construct his scaffolding.

Meanwhile the first painter made his way quickly about halfway up the ladder and came to the bottom of his paint can. He needed to refill his can, and he now needed to climb back down, but returning down the ladder was much more difficult than going up the ladder. He couldn’t look where he was going and he had to reach for each rung with his foot rather than look where he was going.

The second painter finished his scaffolding and placed his supplies at the center of the structure so he could access them while accomplishing the job. He started painting the wall covering just enough area to ensure where he started was dry enough to return and do the trim work.

Each time the first painter reached the top of his ladder, needed to move to the area at his side, or was ready to do his trim work, he had to descend the ladder, move it over and climb back up, a tedious and time-consuming process.

Although the second painter got started later, he finished the job sooner due to his forethought, and he was much safer while painting because he could see where he was going and could more easily maneuver across the full area of his exterior wall.  

Just like these painters, leaders who take the time to think, plan, and invest strategically will develop organizations that transition more smoothly between life-cycle stages, develop engaged workforces, and improve their business's "health" by developing and implementing processes that result in the right people and tools at the right places and times. They essentially build themselves scaffolding instead of using a ladder.  

Which painter are you running your business like? 

By: Bill O'Hara
A fast approaching compliance deadline is approaching - December 1, 2013

Key compliance facts:

The Globally Harmonized System (GHS) is a globally standardized approach to label elements and safety data sheets. The basis of GHS encompasses practices utilized by major existing systems around the world, including OSHA’s Hazard Communication Standard and the chemical classification and labeling systems of other U.S. and international agencies.

Employers must provide the appropriate Hazard Communication GHS compliance training  prior to the compliance effective date.  Employers are required to be in compliance with either the existing HCS or the revised HCS, or both.  OSHA understands that there will be a period of time where labels and SDSs under both standards will be present in the workplace. This will be considered acceptable, and employers are not required to maintain two sets of labels and SDSs for compliance purposes.

The bottom line for meeting compliance standards for the December 1, 2013 deadline is that employers must train employees on the new label elements, which include pictograms, hazard statements, precautionary statements, signal words and the new SDS format. This training must take place prior to the effective date. Contact Bill O’Hara for further information.

The table below identifies compliance dates for meeting GHS requirements. 

Official Memos from the Obama administration have been identified to admit that it's not just a problem with the website, but that...

"The website memo describes filling out paper applications as basically an effort to buy time. The paper applications allow people to feel like they're moving forward, but we're all stuck in the same queue." 

By: Kandi Mensing, SPHR, MBA
In my career as a professional recruiter, I’ve interviewed thousands of candidates, and hired hundreds! It seems like most applicants don’t put much time into their resume. The typos, the inconsistent formatting, the grammatical and punctuation errors all reflect negatively. In fact, when I’m looking at applicant resumes, I circle these items with a red pen. The point of your resume is to get the interview, not necessarily to get the job. It is the interview that determines whether you get the job. Today, we share with you 5 resume tips to get the interview. 

Consistency. Lack of consistency is the number one reason resumes get kicked out of consideration. Some people don’t get chosen for an interview simply due to lack of consistency on their resume, especially if the job requires strong grammatical skills, attention to detail, or handling company correspondence internally or externally. Ensure your information is all formatted in the same way. If you have your job title first, then your company, format it the same for every job. Same with dates. Too often I see some jobs only have years, and some have months. Be consistent

Objective. An ‘Objective’ is often listed as one of the first things on a resume. Why? What is the point of the objective? Did you google “resume objective” and then choose the best sounding one? Yeah, so did everyone else. We see the same objectives all the time! Stop using objectives. If you insist on an ‘intro’ use a summary or a skills section instead. Objectives are not serving you. 

Your name. Make sure your name is large, and obvious. When a recruiter is looking at your resume, your name should make impression in their mind. All too often I see resumes that have the candidate’s name seemingly hidden in the text. This is YOUR resume; own it! 

Education. If you have a degree from a higher education institute, make sure it is listed first on your resume. The fact of the matter is that only 30.4% of the US population over the age of 25 holds a bachelor’s degree or higher (source: New York Times). The second component is to use the word “Acquired” next to your degree. If you just put dates, for example 1996-2000, that doesn't necessarily tell the recruiter that you obtained your degree, but rather that you attended that school for those years. Don’t short sell yourself. Make sure they know you have that degree. And, you don’t necessarily need to put the year you acquired the degree as much as you just need to make sure they know you have the degree. You will fill in the year on their application. Remember, the resume is intended to get you the interview. 

References. Stop using the phrase “references available upon request” on your resume. We all assume you’re going to give us references if we ask. Substitute that phrase for a quick “thank you” to the recruiter. You could say something like “Thank you for reviewing my resume. I look forward to interviewing with you” or anything that is friendly, thanks them, and speaks of you personally and the way you would talk with them. Let your personality come through. Another thing, don’t take up valuable space on your resume listing the references. Wait until we ask for them.

A local business with 5 non-owner staff called us in a frantic state.  They desperately needed organization in their employment process, but didn't know where to start. They felt they could be more effective and that ownership & their staff would be happier with  clear expectations and organization in  their employment process.

They engaged us in creating a handbook for them as well as implementing an  organized HR (human resources) function. Lastly, they wanted us to train the business owner how to maintain a legally compliant HR function to protect them from lawsuits & fines.

We first finalized a handbook for their employees, outlining processes as well as expectations and standards and held a meeting to introduce the handbook. We surveyed the employees and provided ownership with feedback from these surveys to better their processes. We expanded their benefit package, at no cost to the employer. One of the owners enrolled in our Elite HR Business School in which they were trained on HR compliance & we conducted a personnel file audit to correct non-compliance.  They are now happy & protected.

The US Department of Labor has passed laws that prohibit discrimination when it comes to a company’s hiring practices. Most companies know that it’s illegal to ask about or make decisions about employment based on protected classes. Some of these classes include age, gender, disabilities, sexual orientation, religion, national origin, and of course, race. 

Not only does such discrimination show that a company is prejudiced and stuck in a former century, but it can cost that company in exorbitant lawsuits or fines. 

M.C. Dean, Inc., is learning that lesson the hard way. The US-based multinational contractor will pay $875,000 to settle discrimination claims involving hundreds of African American, Hispanic, and Asian American job applicants. The 381 applicants claim that M.C. Dean failed to provide equal employment opportunity. After an investigation, the Department of Labor concluded that the contractor “used a set of selection procedures, including invalid tests, which unfairly kept qualified minority candidates from securing jobs as apprentices and electricians." 

The company has agreed to review its hiring processes. Meanwhile, the former applicants will receive back wages, and some may be given job offers, as the M.C. Dean will extend 39 job offers to the class members as opportunities become available. The company has also agreed to go through self-monitoring procedures and personnel training to ensure its employment practices are compliant. Because M.C. Dean has held more than $600 million in contracts with federal agencies, they must comply with Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating in employment on the basis of race, color or national origin.

When you go through the hiring processes, all questions should be aimed at determining if candidates are qualified for the position. If you are asking personal questions that reveal family, religious, or racial information, you may want to rethink your hiring practices before it’s too late!
For more information on this story, click here.

Tune in for the final installment of Healthcare Trivia, featuring contestants Joel Harrison from EliteHRTeam.com and Heavy-Weight Champion, OBAMACARE! 

Transcript:

MC: Welcome back to healthcare trivia. Joel Harrison from EliteHRTeam.com is leading Obamacare 7-1, although Obamacare might be able to make up some points. 
It’s time for the lightning round. 
You’re busy people and I need a sandwich, so let’s get this going.
You know how this goes. This is the lightning round, so answer as many questions as you can. 
What are the penalties for individuals who do not purchase coverage in 2014? 
Obamacare: (buzz) Shared responsibility payment.
Joel: 1% of an individual’s income as a tax penalty. That number increases to 2.5% in 2015.
It is also important to note that without healthcare coverage, you are breaking the law, and a hospital’s only responsibility is to stabilize and release you, so good luck with that one.
MC: Joel, that’s correct. Next question, can an individual purchase insurance for themselves?
O: You don’t have to! The government did it for you.
J: Yes, an individual can shop on the marketplace, or in the private sector, to find the best deal. However, it’s better to use a broker. It doesn’t cost you any more money, and they will be more knowledgeable about your options. 
MC: One more to Joel. How long until an employer has to add a new hire to his group plan?
Joel: Coverage must be effective by the 90th day of employment.
MC: Joel is correct. Next, why should individuals be looking at their options now? 
O: Don’t be tardy to the party! Kayak.com!
Joel: Besides the risk of penalties, if an individual switches now, there are companies that do not have a rate increase until 2015. They can also be assigned into a “healthy” group, which gives them the ability to have lower costs later on when the price does increase. And it’s best to explore your options now. In some cases, people can actually save money with some plans, if they were paying high group premiums or COBRA before.
MC: That looks like all the time we have. Joel Harrison has proven that he understands more about Obamacare than Obamacare itself! Why let all that learning go to waste, folks. Use him as a valuable resource and save yourself the headache! This has been brought to you by our sponsor, MCS Generic Painkiller! MCS takes care of the parts of the business you hate, so you can focus on the parts you love.
We are your outsourced HR department. Our toll-free number is: 1-855-MENSING. Or, fill out a free quote request at www.EliteHRTeam.com 
And if you’re a business, contact us today for your co-branded exchange, which was due to be distributed to your employees October 1.  

Make sure you tune in every day this week for Healthcare Trivia! You don't want to miss a minute of this hilarious series, which explains everything you need to know about the Affordable Care Act.

Transcript:

MC: Welcome back to Healthcare Trivia, Business Edition. We’re back for round 4 of HEALTHCARE Trivia with Joel Harrison from Mensing Consulting Solutions leading Obamacare 3-1

Let’s get started.

What are the penalties and fines facing small businesses who do not provide healthcare to their employees?

Obamacare: (buzz) I know small business is hard. I am small business. Small Business is big businesses. NO FINES FOR BUSINESSES. *cough* till next year *cough*

MC: Something in your throat there, sir? 

 Joel: (buzz) Small businesses are the heart of America. Fines have been delayed until January 1, 2015, when all businesses with more than 50 full-time employees will be forced to provide qualified health insurance to their full time employees. If they do not, and one employee goes to the marketplace and gets a subsidy, they will pay $2,000 per employee, starting with the 31st employee.

If the employer already provides coverage that does not meet certain ACA standards, each employee that gets a subsidy could cost the employer $3000. 

It is true that businesses were given an extra year to prepare. But that doesn’t mean they should put this off. Instead, they need to use this extra time to make a plan that works for them and their employees. It’s going to happen. Make it a good thing. Tell your employees you’re doing this because you care about them. Make it a big deal, and use it to make your company excellent.

MC: Yeah, um, make it excellent.

We’ll be right back

[Commercial] (dancing dog) My owner used to have a lizard. Then he talked to Joel Harrison at Mensing Consulting Solutions and saved his small company $30,000 on their group health plan. I got so many treats and he got a new car. Call MCS Today (855-636-7464)

MC: We’re back. What are the responsibilities of business owners who are not required by law to provide insurance?

Obamacare: (buzz) Provide insurance! It’s your duty as an American.

MC: that’s not the question

O: (buzz) Provide insurance. It’s the American thing to do.

MC: Ahh

O: (buzz) Merica

J: First of all, if you have even one employee, you should have already distributed a “notice of new health insurance options.” This is a notice that tells your employees how to find their new options for health insurance. Basically, you need to provide them with the Healthcare.gov address and some info about your business. (Flash an offer to provide one on the screen)

Past that, an employer should care about his employees. If you cannot provide benefits for your employees, at least take a few minutes to help them understand where they need to go and who they should speak to about these important decisions. Some employers are arranging for a healthcare professional to come speak to their employees, and even enroll them in coverage. This is a tremendous benefit for the employees and it won’t cost the business a dime.

It is always important to note there are many benefit options an employer can offer—some that don’t cost the employer a thing. Benefits are a great way to attract and retain employees. Yes, there is a little cost sometimes but taking care of your employees can make them happier and more productive, which can pay for the benefits ten-fold.

MC: Correct. Please describe the small business tax credit. 

O: Small businesses that offer healthcare win a prize!

Joel: Businesses with less than 25 Full time equivalent employees that make an average of less than $50,000 annually are eligible for a tax credit that can be worth up to 50% of their insurance premiums. However it in important to note that the credit decreases on a sliding scale after the 10th employee and greater average salary than $25,000

MC: One more for Joel. Please explain self funded group insurance plans

O: That’s not on my website, you can’t do that. (asking off camera, in his earpiece, under the table) you can’t do that. What’s that?

Joel: If an employer has a relatively healthy group he can obtain a policy in which he funds a claims pool to fund the first x amount of claims. If his group does not deplete the entire claims fund the business owner gets a check from the insurance company for the unused amount. If a business can qualify this strategy saves THOUSANDS on the front end and has potential to save thousands more at the end of the plan year.

O: You can’t do that. How can he do that?

Joel: Yes Obamacare I can do that the plans work just like a normal group plan on the surface and are ACA compliant. Boom

MC: Wow, that’s a lot of information on insurance for small businesses. I hear this is a pretty confusing time in group health insurance. If it were up to me, I’d call the experts in Group Health insurance for small businesses. Joel here wouldn’t SHUT UP during the break about some of the cool strategies he has. He thinks healthcare is cool. Give him a call. I bet he could help you! 

Anyway, that’s it for this round of healthcare trivia.

For a free co-branded exchange notice or to save thousands on your healthplan, give us a call today. Our toll-free number is: 1-855-MENSING. Or, fill out a free quote request at www.EliteHRTeam.com 

Tune in every day this week for Healthcare Trivia, featuring contestants Joel Harrison from EliteHRTeam.com and Heavy-Weight Champion, OBAMACARE! 

Transcript:

MC: And we’re back for round number 3 of HEALTHCARE Trivia with Joel Harrison from Mensing Consulting Solutions leading Obamacare 2-0
Question 3: Please address how the Metallic naming system works.
Obamacare: (buzz)( with bandaid on head) RED, WHITE, and BLUE, Obamacare takes care of you.
MC: What?
O: (buzz) and Catastrophic!
Joel: (buzz) The new healthcare labeling system uses metal levels to explain how much of your healthcare costs you are responsible for paying. 
January 1, 2014, plans will have an Out-of-Pocket Max of $6350 for an individual and $12700 for a family. So, apply the percentage that corresponds to your metallic choice to the out of pocket max to get a general idea of your healthcare costs for the year. 

Platinum (Record) you are responsible for 10% of your healthcare costs.
Gold (grill) you are responsible for 20% of your healthcare costs
Silver (bells) you are responsible for 30% of your healthcare costs
Bronze (statue) you are responsible for 40% of your healthcare costs 
Remember, before the law changes on January 1, 2014, some plans have people with $20,000 or more in out of pocket expenses. This is another good thing about Healthcare Reform.
O: (Buzz) and Catastrophic!
J: Yes, Obamacare, for those under 30 and some other individuals who can get a hardship exception, catastrophic plans are available. Basically, you pay the whole $6350 before your insurance kicks in and pays the rest.
MC: Correctomundo!! We’ll be right back!
[commercial: black and white logo, hushed voice speaking fast] 
Mensing Consulting Solutions: you got employees; you got problems; you got problems; you need solutions. Mensing Consulting Solutions.
Next Question. How does the Affordable Care Act help with wellness and preventative care?
O: (buzz: Eating an Obamapop) Health and wellness is FREE.
MC: (in a you’re going to Mexico Price Is Right voice) That’s correct! Included in all qualified health plans is a large list of services provided free of charge at all in-network facilities. 
Don’t know if you’re covered for these items? Mensing Consulting Solutions can find a plan that works for you. Even if you don’t think you can afford health insurance, give us a call. We’ll give you peace of mind, and a plan that gets you covered! Our toll-free number is: 1-855-MENSING. Or, fill out a free quote request at www.EliteHRTeam.com