Human Resources

Most employees associate their compensation in terms of the amount of money deposited to their bank account.  Through the use of Employee Total Compensation Statements employers can illustrate what an attractive benefits package the company offers over and above a salary.  These statements highlight what a company pays in premium dollars spent on medical, dental and vision coverage, disability and life insurance and retirement plan employer-match contributions.

 

AKT Benefit Advisors provides clients access to utilize Employee Compensation Statements as a means of communicating with employees.  Showing employees their "hidden paycheck" will usually result in improved understanding and appreciation for their total benefits and pay package.  While illustrating the value of the benefits package to employees you're also allowing the employee to make informed decisions that will affect their future.  This often leads to improved morale and lower turnover.

 

Click here to view a Sample.

HR Answers, the premier Human Resources consulting firm, providing solutions, products and services to support organizations of all sizes.  Visit HR Answers website now.

 

Today the only real competitive advantage is in each organization's employees. HR Answers, Inc. brings a wealth of knowledge, proven ideas that have actually been implemented, and an innovative but practical approach to dealing with all the issues that surround the employment of human beings in the workplace. They ask questions, listen to employers, offer ideas/solutions and then work with you either through consulting or the providing of a specific service to help you remove roadblocks or build pathways to success.

Eleven years after the Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA) was passed, reducing the number of different documents (by five, and actually adding one) an employer may recognize as meeting the 1986 Immigration Reform and Control Act list of acceptable documents, the U.S. Citizenship and Immigration Services has issued an updated I-9 to reflect these changes. As of November 7, 2007, the new form with the revised date of June 5, 2007 must be used when documenting the right for newly hired employees to work in the U.S. As an employer, you must use the new form from now on, but do not need to re-verify any existing employees already having completed the I-9. Failure to use the new form (after the 30-day grace period from date of publication of Notice) may result in penalties as enforced by U.S. Immigration and Customs Enforcement (ICE).

 

A couple of items worth noting:

The updated version of Form I-9 can be found by clicking here.
For information on the exact documents now accepted, and for the new explanatory Employer Handbook (M-274), go to the U.S. Citizenship and Immigration Services website.