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Hiring Your Next Employee: Timing is Everything
How to Improve Your Invoicing Process in 8 Simple Steps
Senate bill aims to repeal Cadillac tax
Donald Trump Taught Us All We Needed To Know About Employer Branding
Experts: Recruitment has gone beyond just posting a job app


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Hiring Your Next Employee: Timing is Everything

If you and your staff start feeling overwhelmed as your business grows, you’ll need to hire more employees to help manage this larger workload and continue to deliver high-quality service. However, deciding when to hire can be a tricky balancing act.

If you need some extra help but don’t have quite enough funds, you must take the chance that your new hire will be a valuable asset to your company to be worth your investment.
Here are three factors that will help you know when it might be time to increase your workforce.

How to Improve Your Invoicing Process in 8 Simple Steps

How to Improve Your Invoicing Process in 8 Simple Steps

It is important for small businesses to have an accurate and efficient invoicing system in place. This can help you make sure you’re getting paid for the work you’re doing or the products you’ve sold. Here we offer 8 simple steps that can help you develop a strong process for your small business.

1. Set your terms.
Establish the billing terms for your company so you can maintain good customer relations, avoid surprises, and increase your chances of getting paid on time.

Senate bill aims to repeal Cadillac tax

Donald Trump Taught Us All We Needed To Know About Employer Branding

...Valuable Tips to Consider For Strengthening Your Employer Brand Image
The possible lessons that corporate employer branding leaders can learn from the recent Donald Trump brand building success include:
  • Say bold things and avoid corporate speak — being bold in your messaging is clearly an attention getter. Saying bold things stands out because most corporate websites and recruiting ads are painfully dull, because the lawyers have cleaned out all of the bold materials. Individual job seekers now get as much as 80 percent of what they know about a corporation from outside sources.

Experts: Recruitment has gone beyond just posting a job app

Dive Brief:

  • Simple job listings are no longer the way to go, reports Employee Benefits News. Instead, employers should invest in “data science and employer branding” to attract talent and make strong matches. More simply: use social media to show potential recruits your company's culture.
  • Too many companies simply tweet out links to recruitment sites or job postings, says EBN, when social media accounts should instead involve the company in meaningful conversations with customers and clients to reveal what the company actually values.

Indefinite delivery, indefinite quantity contracts

Government Contracts defined

Indefinite delivery, indefinite quantity contracts provide for an indefinite quantity of services for a fixed time. They are used when GSA can’t determine, above a specified minimum, the precise quantities of supplies or services that the government will require during the contract period. IDIQs help streamline the contract process and speed service delivery.
IDIQ contracts are most often used for service contracts and architect-engineering services. Awards are usually for base years and option years. The government places delivery orders (for supplies) or task orders (for services) against a basic contract for individual requirements. Minimum and maximum quantity limits are specified in the basic contract as either number of units (for supplies) or as dollar values (for services).

3 Questions to Ask to Get the Most Out of a Video Interview

Video interviewing is growing as a way for organizations to reach active and passive job seekers. 

In a June executive survey of more than 700 professionals by Futurestep, an amazing 71 percent of respondents reported using real-time video interviewing to assess candidates, and 50 percent reported using video interviews as a way to narrow the candidate pool. These results suggest that the video interview “trend” has become more of an HR norm.

Talent Acquisition Professionals: What U.S. Hiring Trends Mean For You

Competition Is Increasing in Unusual Ways
Only 30 percent of the workforce in the two countries is considered active talent. That’s actually up from last year, when 25 percent were active talent. Is the war for talent easing? Not at all. The LinkedIn study finds that active searchers aren’t necessarily unhappy with their jobs — nearly half said they were satisfied, while 20 percent said they were neither satisfied nor unsatisfied.
Even more fascinating, both active and passive talent is participating in professional development opportunities, “with one eye open for their next opportunity,” as LinkedIn puts it.

IRS guidelines Affordable-Care-Act/Employer-Health-Care-Arrangements

IRS frequently asked questions from:

Q1.  What are the consequences to the employer if the employer does not establish a health insurance plan for its own employees, but reimburses those employees for premiums they pay for health insurance (either through a qualified health plan in the Marketplace or outside the Marketplace)?
Under IRS Notice 2013-54, such arrangements are described as employer payment plans. An employer payment plan, as the term is used in this notice, generally does not include an arrangement under which an employee may have an after-tax amount applied toward health coverage or take that amount in cash compensation. As explained in Notice 2013-54, these employer payment plans are considered to be group health plans subject to the market reforms, including the prohibition on annual limits for essential health benefits and the requirement to provide certain preventive care without cost sharing.  Notice 2013-54 clarifies that such arrangements cannot be integrated with individual policies to satisfy the market reforms.  Consequently, such an arrangement fails to satisfy the market reforms and may be subject to a $100/day excise tax per applicable employee (which is $36,500 per year, per employee) under section 4980D of the Internal Revenue Code.

Treasury Modifies "Use-or-Lose" Rule for Health Flexible Spending Arrangements

The U.S. Department of the Treasury and the IRS today issued a notice modifying the longstanding “use-or-lose” rule for health flexible spending arrangements (FSAs). For the first time, at the plan sponsor’s option, employees participating in health FSAs will be allowed to carry over – instead of forfeiting – up to $500 of unused amounts remaining at year-end. 

What’s a health FSA? 
Health FSAs are benefit plans that employers can sponsor to allow their employees to be reimbursed on a tax-favored basis for certain medical expenses that are not covered by the employer’s major medical plan.