Ensuring ROI: A Comprehensive Pricing Guide for HR Technology | Highflyer HR and Payroll

Blog, Case Study, HR Metrics, Human Resources Software, Industry Expertise

As businesses embrace the transformative power of advanced HR technology, the importance of choosing the right solutions cannot be overstated.

Highflyer HR and Payroll, as a regional leader, understands the significance of transparent pricing in helping businesses make informed decisions. In this detailed pricing guide, we delve into the key considerations for Applicant Tracking Systems (ATS), Time and Attendance, Payroll, and Benefits Administration technology.

 

1. Applicant Tracking Systems (ATS):

An ATS streamlines the recruitment process, helping you find the best talent efficiently. Pricing structures can vary based on factors such as the size of your organization, the features you need, and the level of customization required.

  • Base Subscription Fee: This often includes essential features like job posting, resume parsing, and basic analytics.
  • User Licenses: Some ATS platforms charge per user, while others offer tiered pricing for different levels of access.
  • Additional Features: Advanced features such as video interviewing, integrations with other HR tools, and AI-powered candidate matching may incur additional costs.

Implementation and Training: Consider any upfront costs associated with system setup and training.

2. Time and Attendance Systems:

Efficient time and attendance systems are crucial for accurate payroll processing and compliance. Pricing for these systems is influenced by factors like the number of employees, features, and integration capabilities.

  • Per Employee or User Pricing: Many solutions charge on a per-employee basis or offer tiered pricing based on the size of your workforce.
  • Features and Customization: Advanced features like geolocation tracking, scheduling, and integration with payroll systems may impact pricing.
  • Implementation and Support: Factor in costs related to initial setup, data migration, and ongoing customer support.

3. Payroll Systems:

A reliable payroll system is the backbone of HR operations, ensuring accurate and timely payment to employees. Pricing considerations for payroll systems include:

  • Base Subscription Fee: Typically includes core payroll processing features and basic reporting.
  • Number of Employees: Many providers charge based on the number of employees, so scalability is a crucial factor.
  • Tax Filing and Compliance: Some solutions may charge extra for tax filing services and compliance features.

Additional Services: Consider costs associated with features like direct deposit, mobile access, and integration with time and attendance systems.

4. Benefits Administration:

Managing employee benefits efficiently is essential for employee satisfaction and retention. Pricing for benefits administration technology may depend on:

  • Number of Employees: Like payroll systems, the size of your workforce often influences the pricing structure.
  • Benefits Offered: The complexity and variety of benefits offered, such as health insurance, retirement plans, and wellness programs, can impact costs.

Integration: If the benefits administration system integrates seamlessly with other HR tools, there may be additional charges.

Conclusion:

Navigating the pricing landscape for HR technology requires a careful examination of your organization’s unique needs and priorities. Highflyer HR and Payroll stands as a regional leader, committed to transparent and customizable solutions. By understanding the intricacies of Applicant Tracking Systems, Time and Attendance, Payroll, and Benefits Administration technology, you can make informed decisions that align with your business goals. Contact Highflyer HR for a personalized consultation and take the first step toward enhancing your HR technology infrastructure with clarity and confidence.

 

Navigating EEOC Charges: A Comprehensive Guide for Employers

Blog, Communication Strategies, Compliance, Industry Expertise

Facing an EEOC charge of discrimination can be daunting for any employer. However, with careful preparation and strategic response, you can effectively address the allegations and protect your company’s interests.

At Highflyer HR and Payroll, we understand the importance of responding to EEOC charges with diligence and professionalism. In this blog post, we’ll provide you with a step-by-step guide on how to respond to an EEOC charge of discrimination, ensuring that you’re equipped to handle this challenging situation.

 

1. Tell the Whole Story:

When responding to an EEOC charge, it’s crucial to provide a comprehensive account of the circumstances surrounding the employment relationship and the reasons for any adverse employment actions. Resist the temptation to offer minimal details and instead, give the agency all the facts to demonstrate legitimate business reasons for your actions.  Demonstrate that there were legitimate business reasons for your actions.

 

2. Use Documentation:

Support your version of events with documentation dating from the time of the adverse employment action. Documents such as attendance records, reports, and email messages can help disprove the allegations and validate the company’s concerns.

3. Verify Response’s Accuracy:

Ensure that everyone involved reviews the response and verifies the accuracy of every statement. Inaccuracy could be exploited by legal adversaries, so it’s crucial to maintain credibility by ensuring the response is truthful and accurate.

4. Highlight Consistent Past Decisions:

Demonstrate that the decision was not motivated by unlawful discrimination by highlighting consistent past decisions involving similarly situated employees who are not members of the charging party’s protected class.

5. Remember, the Agency Doesn’t Know Your Business:

Provide details about your business that will help the agency understand your actions. Explain why the charging party’s performance concerned you, emphasizing factors that may not be readily apparent to an outsider.

6. Be Prompt and Cooperative:

Don’t delay in preparing your response. Anti-discrimination agencies may not grant extensions, and failure to respond promptly can result in adverse determinations.

7. Work with Legal Counsel:

Protect your company’s interests by working with legal counsel to investigate and prepare the response. Having an attorney review the draft before submission can provide valuable insights and ensure compliance with legal requirements.

8. Contact Your Insurer:

Notify your insurer promptly, as many employment-practices liability policies define claims to include discrimination charges. Failing to apprise the insurer could lead to denial of coverage for the charge and subsequent legal claims.

9. Preserve All Documents:

Collect and preserve all documents relevant to the charge, including electronic records like emails and Internet usage records. Failure to adequately preserve evidence could result in harsh sanctions from the courts.

Always Maintain Confidentiality. Handle information about the charge on a need-to-know basis, especially if the charging party is still employed. Encourage cooperation with investigators while ensuring confidentiality is maintained.

Responding to an EEOC charge of discrimination requires thorough preparation, attention to detail, and strategic planning. By following the steps outlined in this guide, you can increase the likelihood of a favorable determination and prevent further legal actions. At Highflyer HR and Payroll, we’re committed to helping our clients navigate the complexities of EEOC charges and safeguard their businesses. Contact us today for expert guidance and support in addressing EEOC charges and other HR challenges.

 

The Secret To Managing Employee Stress

The Secret To Managing Employee Stress

Communication Strategies, HR Department Support, Industry Expertise, Stress Management

Rise and shine. Kiss the kids and your partner. Feed the dog. Grab breakfast and head out the door. Jump in the car, on the bus, or subway. The sun is rising. It’s a new day. The work day is spread out before you.

Sounds wonderful, but sometimes it’s not.

When we go to work we take along an invisible backpack containing the worries of our family life (perhaps the child who didn’t sleep, the spouse who is unhappy, or the recently diagnosed mother), and a load of our own anxieties and concerns. The backpack is heavy, made heavier so by the pressures of our jobs. When we experience unhealthy amounts of stress, we physically are not at our best. Sleep is often interrupted, as is healthy eating, and good habits such as exercise. We also often self-medicate with medications or alcohol.

We all experience stress. Some stress, called eustress, is healthy. Eustress is motivating. It helps us get off the couch, get to work on time, get the report completed, or apply for the promotion. However, when we tip into distress, stress becomes unhealthy and unproductive.

It is usually pretty easy to identify an employee in distress. He or she may be anxious, moody, or unusually irritable. Why? It’s actually a physical reaction: When in distress we are only able to access a small section of our brain, the amygdala, the center for fight or flight response. When in this state, the manager’s brain cannot distinguish between real and perceived threats. This often gets in the way of relationships with colleagues. Conversations that could be collaborative negotiations instead end unproductively and harm the development of trust.

Constructive feedback is a great first step to providing assistance. Acknowledging the great work that your manager regularly produces, and that there has been a shift.

Here’s some sample dialogue that may help: “John, I hope you know how much you are valued at our firm. You are a key member of the team and we rely on your expertise. However, I’m worried about you. I noticed how you responded to Cindy in the meeting. I know her question was a bit off topic, but typically that would not have bothered you. I am wondering if there is something going on that you might be willing to share with me.”

If your manager is depressed or his/her anxiety is debilitating it may be time to refer the manager to the company’s EAP [Employee Assistance Program] or directly to a therapist for help. However, there may be other options. Executive coaching, with a qualified accredited coach, can provide objective feedback through validated diagnostics such as a 360 instrument, and one-one-one sessions to help the manager move forward towards more effective behaviors.

Katie Riker Sternberg, ACC, MSW, LMSW, MBA

About the Author: Katie Riker Sternberg, ACC, MSW, LMSW, MBA, is the Founder of Momentum Executive and Personal Coaching, LLC. Katie’s 25 years of experience is a blend of senior marketing leadership, entrepreneurship, independent consulting to business leaders, individual counseling and executive coaching. You can follow Katie on Facebook to keep up with her latest posts.

For more information on how Highflyer HR can provide you and your company with effective stress management solutions, contact us today!