Payroll & Business Experts Blog

Dear Readers,

How do you get a prospect to open your email? Especially on a continuing basis? It’s so easy to press delete. But if your targets do not open and read your emails, they certainly will not act on your desired goals, whether it’s to visit your website or buy your product.

On Tuesday, I talked about the effect of healthcare reform on Full-time Equivalents (FTEs) and how to determine a business’s actual total employee count. Now I will provide a brief overview of the penalties that can be incurred if an employer does not provide affordable or adequate coverage.

Are you getting ready? Do you know how to prepare? The Patient Protection and Affordable Care Act (PPACA) mandate for employers, which specifies that employers must provide health care to employees or pay a penalty, takes effect in nine months—January 1, 2014. Because healthcare is such a big expense for small businesses, figuring out your healthcare coverage strategy cannot happen too soon.

Spring may be long in coming but the newest data shows that the capital that propels business growth is on the fast track.

Small businesses, like any size business, has a myriad number of concerns to deal with. But one issue that too frequently takes the back seat is childcare. Sometimes vital employees are mothers. You don’t want to lose them. But if they can’t obtain quality childcare, you will. So child care, or the lack thereof, becomes your business.

The following is a guest blog post by Brooke Vanderver-Lanier, Director of COBRA Administration Services for PrimePay.

PrimePay affiliates itself with other companies who are outstanding in their field. One of PrimePay’s partners is ThinkHR, a company that provides expert, practical Human Resources guidance and information from an experienced, "Live" HR Advisor using its trusted Hotline and proprietary Answerbase.

March 15th is here and hopefully all “S” and “C” corporations will meet their filing deadline. But that doesn’t necessarily mean it’s time to relax. Now is the perfect time to review how you are managing your finances and operations and become aware of relevant tax issues.

Last Friday I discussed the SUI tax rates and some things that employers should watch out for and ways to keep the tax down. In this second of the two-part series on SUI rates, I will briefly discuss eligibility and disqualification factors.