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How to Fine-Tune Your Hiring Plan

The early months of the new year offer the perfect opportunity to reflect and set new organizational goals. Human capital is an important asset to ...
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HELP USA Creates Sustainable, Long-Term Housing With an Assist From ClearCompany

Like many organizations, HELP USA had a common problem: Finding, hiring, and retaining top talent. As their organization continued to grow, they relied on a manual recruitment process that couldn’t keep up. HELP USA’s Chief Administrative Officer, Missy Flower, knew that to remediate retention issues, they needed a different, more proactive approach. They needed a process that could scale with their business and support their talent acquisition and management needs through their growth.
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The Business Case for HR Software and People Analytics

People Analytics and Talent Management are not new terms in the HR industry. Placing focus on strategic goals and data-driven methods helps study the processes, challenges, successes, and traits of the people at your organization. When dealing with human capital, making decisions based on analytics and data helps improve your bottom line and attract and retain top talent. Companies using people and talent analytics have seen an average of 82% higher profit than competitors. People analytics offer more than just data — they offer insight.
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In-Context Analytics: What They Are and Why You Need Them

Now, more than ever, there is an emphasis on using better people analytics. People analytics open the door for companies to measure important aspects of their workforce, like retention rates, skills gaps, diversity, and employee feedback. HR teams can then take those insights to develop better onboarding processes and training programs, address compensation discrepancies and demographics, and manage individual performance goals to increase the likelihood of success across multiple facets of the business. Although people analytics has become more mainstream in recent years, a 2017 study by Deloitte showed only 9% of companies believe they have a good understanding of which talent dimensions drive performance in their organizations.
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The 6 Most Important HR Deadlines For 2020

The end of January is approaching, are your W-2s ready to be sent out? HR departments are busy scheduling out hiring plans for the year, running interviews and onboarding, managing existing staff needs, and planning for future needs. To make things a little easier, we’ve rounded up the 6 most important HR deadlines coming down the pike in 2020. Put them on your calendar today! 1. January 31st Deliver Employee W-2s and 1099s The filing deadline for taxes may not be until April 15, but employees — both salaried and contracted — must receive their tax forms by the end of January. It’s important not to miss this deadline. Employees are waiting on these documents to file their taxes, and failing to deliver the proper documents on time might lead to fines or penalties. It’s wise to give yourself plenty of time, so the IRS recommends employers be preparing the forms before the due date. Getting ahead of schedule allows extra time in case any errors rise. Need some assistance for preparing the proper documents? The IRS has plenty of resources to help. Is your #HRdept ready for 2020? @ClearCompany has all your important deadlines in one blog post: 2. February 28 File 1094s and 1095s For businesses required to offer health insurance, the end of February is the deadline for filing the necessary paperwork. Whether you file 1094 or 1095 depends on the size of your business, but businesses must report on how many employees are eligible for health insurance, and how it’s provided. These documents go to both the IRS and eligible employees — whether they participate or not — and detail the following: What coverage is offered The cost of coverage available When the coverage became available to enroll Not sure if that’s you? The IRS has guidelines on who has to file and how. 3. March 2 OSHA Workplace Injuries Report Workplace safety is critical, and OSHA wants to make sure all employers take it seriously. Any business with more than 10 employees must report any employee injuries or illnesses that require more than basic first aid and are sustained on the job by March 2, 2020. OSHA 300A can be filed online, and it is HIPAA compliant. 4. March 16 Equal Employment Opportunity Reports The EEOC requires employers to submit a survey that reports on race, ethnicity, gender, and job categories of individuals on staff. The EEOC uses this data to monitor several things, like civil rights, affirmative action laws, and analyzing employment patterns across industries. Do you have your 2020 #HR deadlines in order? @ClearCompany has pulled together the 6 most important ones you can’t miss: 5. July 31 Patient-Centered Outcomes Research Initiative Fee Some organizations are responsible for reporting on and paying a PCORI fee. A division of the Affordable Care Act, the PCORI fee goes to a trust fund that pays for research and helps individuals, employers, policy-makers, and medical professionals make informed decisions about medicine and health care. Organizations required to pay the fee are those who provide specific health insurance policies. 6. October 14 Medicare Notice of Credibility If your organization includes coverage for prescription drugs for those enrolled in Medicare, the Centers of Medicare and Medicaid require you to provide written notice of credibility to employees who have coverage. Documents must be delivered before the enrollment period, but if your company doesn’t offer prescription drug coverage, notice is not required. The ClearCompany platform can manage all your HR and compliance needs in one place. To learn more about the ways we can transform your HR process, reach out to our experts today and schedule a demo.
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A Look Back at ClearCompany in 2019: A Year of HR in Review

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How HR Data Fits Within CCPA

Note: This article is for general information only and is not intended as legal advice. Organizations should seek out independent legal advice to comply with CCPA.
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