Business Information for Entrepreneurs by an Entrepreneur

The H1N1 flu shows no signs of stopping. Most business professionals already know the basics of avoiding this virus: hand washing, stay at home when you are sick, and avoid sneezing or coughing on others. However, these measures simply aren’t enough to stop the spread of the virus. Here are some additional steps that you can take to defend your small business from the effects of H1N1:

• Stock up. Certain types of supplies around the office can help make employees more comfortable and deter the spread of H1N1. Basics like tissues should be made available on every desk, as well as in restrooms and break rooms. Hand sanitizer is another essential that you should make readily available. Keep large dispensers available in public areas and distribute individual bottles to employees to keep at desks. Finally, antibacterial wipes should be kept in stock at all times. Encourage staff to wipe of their desks, telephones and computer keyboards at least once a week. Implementing these measures early on can prevent the spread of H1N1 and other bacteria or viruses in the workplace.

• Prepare for the worst. If H1N1 becomes a problem in your business, it is important that you have a contingency plan in place. This means critical business functions (such as payroll, invoicing, inventory, etc.) should be shared amongst several different employees. Cross-train your employees to cover for others that could be impacted negatively by illness. Develop plans to allow employees to work from home in times of adversity. Allow key personnel to practice critical business functions that they typically aren’t responsible for on a regular basis. It also doesn’t hurt to create a detailed policies and procedures manual to help employees cope when someone is out sick. This manual can be instrumental in keeping the business afloat in the face of adversity.

• Revise absence policies. If your policies regarding absence contain measures that discourage employees from missing work, or harsh penalties for missing work, revise them. Policies should not discourage employees from taking time off when they are ill. Many policies require a written note from a doctor when employees are out sick. Consider revising measures like this during times when hospitals and doctors’ offices are swamped with patients. This is perhaps one of the most critical measures that can reduce the risk of H1N1 spread in http://www.bizthreads.net/wp-admin/post-new.php?preview=truethe workplace. In addition, if someone comes to work and is obviously ill, encourage them to go home and take the rest of the day off.

You can never be too careful when it comes to protecting the best interest of your employees and your business as a whole. These steps will keep your employees healthy and your business fortified against H1N1.

Do you think your employees are desperately seeking healthcare benefits from your small business? It’s completely natural for a business owner to assume that employees are interested in benefits. Whether it’s a retirement savings plan, incentive program, or health insurance, these are perks that people definitely want.

However, it’s unclear as to which benefits employees desire the most. An employer may automatically assume that healthcare benefits are at the top of employees’ wish lists. A recent survey revealed otherwise.

Is Healthcare a Concern for Your Employees?

George S. May International, a management consulting firm, recently conducted a survey of 1,046 small business owners. The study asked if the business owners had ever questioned employees directly about healthcare coverage. The survey revealed that 55% of small business owners had never even asked if their employees wanted healthcare benefits. The same survey indicated that chief complaints from employees of small businesses included salary size, pay equity within the organization, and poor benefits programs. Healthcare coverage was not specifically addressed by the majority of respondents.

What does it all mean? Employers need to start taking a different approach to addressing the needs of employees. Based on the survey, employees are indicating an interest in taking ownership over their own money and investing it as they see fit. For example, if an employee was given the choice between an increase in salary or health insurance, odds are that they would opt for the salary increase. This money could be invested in a retirement fund, placed in a high yield savings account, or used to participate in a healthcare savings plan.

Save Money by Asking Your Employees about Their Benefits

Modern employees want flexibility and input when it comes to the dollars they earn. Small business owners can actually save money in the long run by taking employee needs into account and responding accordingly. Healthcare coverage is extremely costly for small business owners, and it might be possible to save big in the long run by beefing up on salaries rather than investing in an expensive group policy.

The U.S. Census Bureau identifies 47 million Americans as uninsured. However, it is interesting to note that many employees, 43% of those 46 million, are categorized as “voluntarily uninsured.” This means that they have access to healthcare coverage from employers; however, they opt not to take it. This is evidence that employees want to exercise control and stewardship over their money. In summary, it is important to take the needs of employees into account when developing benefits programs. They are the backbone of your small business, and keeping them satisfied will provide magnificent long-term results for your organization.

Small business owners are often faced with the question of whether to hire people as employees or independent contractors. The answer isn’t always cut and dry, as several factors come into play when making a wise decision in this arena. The fact is that hiring someone as an independent contractor when they should be classified as an employee can be quite costly for an organization. This guide should be a helpful tool for you to avoid mistakes when answering this question for yourself.

• If controlling the way in which a job is done is as important as the end result, hire an employee. When the position can directly reflect positively or negatively on your business, it is probably best to hire an employee. Any one that has direct contact with your customers should absolutely be an employee of your company. When a person is your employee, you have the right to train and assess how they are doing the job you have given them. The use of discipline is also permitted to create whatever behavior you desire. In contrast, when you hire an independent contractor, you will only have control over the end result – and not how they get there.

• When only the end result is important, hire an independent contractor. If the job you are trying to fill only reflects upon your business by whether it is completed or not, you should probably hire an independent contractor. An independent contractor requires less liability and commitment from you as an employer and ultimately costs less. As long as you are certain that you will not need to control how this person behaves or accomplishes the tasks you assign, this is the way to go.

• Be sure to classify your hires correctly. Improperly declaring those who work for your business is a fast way to get in trouble with the IRS. Extensive fines and penalties can and will be levied against organizations that are found in violation. If you are unsure of how a hire should be categorized, you can file form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding.

There are benefits for hiring employees and independent contractors alike. Be sure to assess each job carefully before making a decision. If you are unsure, do not hesitate to get help from the IRS so they can’t harm you later.