Podcast Description: This podcast discusses how most people can effectively talk about their company, but need to significantly improve upon how they talk about themselves—a skill that is crucial to advancing to and maintaining executive level status. The Founder and President of Association Strategies, Inc., Pamela offers three decades of experience in executive search, transition management and organization development.
Association Strategies, Inc. ASI is a premier executive search and transition management firm dedicated to finding and placing top notch talent in trade associations, professional societies, and nonprofit organizations worldwide. To learn more about Association Strategies, Inc., visit their website at http://www.assnstrategies.com/.
Listen to Podcast: http://throughthenoise.us/mediacast/250-association-strategies-pamela-kaul/
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Have you ever wondered about the gap between what you pay in taxes and what your former employees actually collect in unemployment benefits? Last year, after evaluating more than 185 eligible nonprofit organizations, UST found they were losing a combined $4,781,957.
By Federal law, 501c3 nonprofits do not have to pay state unemployment insurance taxes.
UST helps organizations like yours to keep more money in the nonprofit community without compromising the benefits paid out to deserving former employees. More than 2,200 organizations are already benefiting from a safe, cost-effective way to exercise their unemployment tax exemption and lower the hidden costs of HR, like hours spent filing paperwork.
If you’re a tax-rated nonprofit employer with 10+ employees or already direct reimbursing, please submit the online Unemployment Cost Analysis form and UST will readily determine whether you can save valuable time and money with their program. If you are currently overpaying, a UST Cost Advisor will provide you a custom two-year savings projection for free.
It only takes about 15 minutes to fill out the form—and UST participants often see savings of up to 60%—so we really encourage you to do it today.
When you join UST, you’ll be introduced to your dedicated Unemployment Claims Advisor, and receive access to a live HR hotline and nearly 300 employee training courses within 48 hours. To expedite your free Cost Analysis, go to www.ChooseUST.org/savings-evaluation and enter Priority Code: 2017BLOG.
Presented by ThinkHR, this on-demand webinar explores President Trump’s first 100 days in office. The presentation will address issues and questions about rescinded Executive Orders, regulatory enforcement agenda changes and legislative moves that could impact your nonprofit’s business operations.
Discover what you need to know and should be doing relating to:
Watch the webinar recording today: http://links.thinkhr.com/Q0FW0oT0Kj1Rn0Wf900v9S0
Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ to sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.
By exercising their exclusive nonprofit tax alternative, as allowed by Federal law, 501c3 organizations participating with UST have the ability to pay only for their own unemployment claims, which can save them thousands annually. Because they are no longer subsidizing for-profit companies in the state tax system, and are receiving expert claims guidance, UST members can efficiently manage their unemployment claims while mitigating liability.
“Within the last three years, UST has identified over $16 million in potential unemployment claims savings for hundreds of nonprofits across the United States,” said Donna Groh, Executive Director of UST. “It’s incredibly rewarding to know that the UST program continues to provide financial relief to such hard-working nonprofits and the communities they serve.”
In addition to offering claims support, UST also help nonprofits cut costs further by helping organization streamline their workforce and avoid costly legal fees with robust HR resources built into its program. These expert tools, including the live HR hotline, online job description builder and award-winning outplacement services, provide UST participants the extra bandwidth they need to strengthen their missions.
As the largest, lowest-cost trust nationwide, UST helps 501c3 organizations save valuable time and money through a host of workforce management solutions that include – unemployment claims management, cash flow protection, certified HR assistance, outplacement services and more. With the ability to find hidden savings for both tax-rated and direct reimbursing employers, UST encourages nonprofits with 10 or more employees to benchmark their costs.
Many managers lack fundamental training in managing people. More importantly, they lack the values, sensitivity, and awareness needed to interact effectively with their staff which affects the company as a whole and causes the bottom line to suffer.
Micromanagement – Bosses who are always under foot and constantly requiring updates are exasperating to everyone. All managers should start out from a position of trust with their employees. Micromanaging shows a lack of trust and makes an employee feel like they can’t be counted on to do things effectively.
Failing to get to Know Employees as People – Developing a relationship with employees is a key factor in managing. Managers need to know how to balance being professional with being human. Because we spend more time at work than we do at home most days, it’s important that employees feel like they belong. Celebrating successes, both professional and person, and empathizing during hard times can go a long way.
Workload Burnout – If you want push people out the door, nothing does it better than overworking your staff and pushing the limits of excessive production. Managers tend to push their best and most talented to do more but overworking your employees is counterproductive and risky if you don’t compensate with some sort of recognition such as raises, promotions or title-changes.
Failure to Communicate – The best communication is transparent communication. Sharing as much information as possible helps to make employees feel engaged and empowered. It also opens the door for feedback, ideas and suggestions which every company should encourage.
Don’t Recognize Good Work – Everyone likes a pat on the back every now and then and it’s the managers’ responsibility to reward a job well done. It can be as simple as verbal recognition, a small token of acknowledgement such as a gift card for coffee or as grand as a raise or promotion.
Failure to Develop Skills – Talented employees are always looking to learn something new and missing the mark on this one can cause your best people to grow bored and complacent. If you take away their ability to improve, it not only limits them, it limits you too.
If you want your best people to stay, you need to think carefully not just about how you develop them but about how you treat them. Cultivating happiness and good will through methodical efforts will help to avoid any unnecessary losses.
Presented by The Council on Accreditation COA, a nonprofit accreditor of human services organizations, this on-demand training is designed for people with little or no knowledge about COA.
The webinar will provide participants with a better understanding of:
Watch the webinar recording today: bit.ly/2kDwGhh
This webinar series is part of UST’s efforts to educate the nonprofit sector. For more learning opportunities, tips and legal updates just for nonprofits, sign up for ourmonthly e-News today!
Answer: One of the primary issues you face is in paying or not paying your interns. The Fair Labor Standards Act FLSA, which sets standards for the basic minimum wage and overtime pay, affects most private and public employment. Covered and nonexempt individuals who are “suffered or permitted” to work must be compensated under the law for the services they perform for an employer. Internships in the for-profit private sector will most often be viewed as employment, unless the test described below relating to trainees is met.
Interns in the for-profit private sector who qualify as employees rather than trainees typically must be paid at least the minimum wage as well as overtime compensation for hours worked over 40 in a workweek.
Test for Unpaid Interns
The determination of whether an internship or training program meets this exclusion depends upon all of the facts and circumstances, and the following six criteria must be applied when making this determination:
If all of the above factors are met, an employment relationship likely does not exist under the FLSA, and the act’s minimum wage and overtime provisions do not apply to the intern. This exclusion from the definition of employment is necessarily quite narrow because the FLSA’s definition of “employ” is very broad.
Important: As of May 25, 2016, the Second Circuit New York, Vermont, and Connecticut and the Eleventh Circuit Alabama, Georgia, and Florida have rejected the Department of Labor’s six-factor test and have adopted the “primary beneficiary” relationship test, which takes into account the economic reality between the intern and the employer. The primary beneficiary relationship test has seven factors:
In examining these factors, no one factor is dispositive and courts should weigh the factors to determine the appropriate result depending upon the facts before them. The factors are also not exhaustive and, in certain situations, additional evidence may be appropriate to consider.
Here is our practical advice before you hire an intern:
Once the intern is on board:
Since its inception, audiences have come to expect a different kind of experience of being fully embedded in the life of an organization through the worldwide web. Organizations quickly came face-to-face with not only technical and operational issues but content barriers as well, all of which were far more difficult to overcome than expected. Organizations were also dealing with trying to figure out how to remain relevant to audiences looking to the web for their information and quickly learned that their standard marketing materials did not translate to the web. This required organizations not just to repackage what they were producing but also create new ways to transform how audiences receive, process, and interact with content.
The growth of social media over the last several decades has been boundless and continues to grow by staggering leaps. How we communicate with our audience changes on a constant basis and we are forced to adapt quickly. Just pushing a message won’t create a relationship but you are uniquely qualified to provide the perspective and guidance that your potential clients are looking for by creating public value and promoting an intuitive understanding of what your organization is about.
Building a mission-delivery engine requires a thoughtful process and the ability to create dynamic content to meet the needs of your audience. Organizations that know its greatest resource is its understanding of what its audience wants is the stepping stone to successful engagement.
Some helpful tips:
The web is central to how we enable, activate, and resource our mission. With multiple points of views and supporters, we’re enabling results that form something new. Get back to the possibilities that originally inspired us about the web and be intentional by providing a space on the web in which your audience’s needs are met.
It’s a competitive world for hiring managers and no one wants to get chopped or leave out a key ingredient.
Presented by ThinkHR, this on-demand webinar cooks up ideas and best practices for:
Watch the webinar recording today: http://links.thinkhr.com/o01iW00al00fSK09oWT9nR0
This webinar offers 1 HRCI and 1 SHRM-approved credit. Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ to sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
The UST HR Workplace powered by ThinkHR empowers nonprofit HR professionals with the guidance they need to be more effective and efficient in their jobs. By providing expert HR advice, thousands of HR templates, hundreds of training courses and an award-winning online library for all workplace concerns, the UST HR Workplace gives nonprofits the knowledge they need to avoid costly risks and liability issues.
“Maintaining risks in the workplace is crucial to any organization but specifically for the nonprofit sector where one unexpected risk can put the organization in a situation they’re unprepared for,” said Donna Groh, Executive Director of UST, “ThinkHR helps nonprofit HR professionals avoid costly litigation with the tools available to them through use of ThinkHR Live, Comply and Learn.”
Staying on top of the latest HR laws and educating employees on organizational policies can help mitigate volatile unemployment claims and reduce costs long-term. Last year alone, UST members took nearly 5,000 online training courses and submitted close to 1,500 HR questions. The most popular resources utilized included Workplace Safety and Harassment Prevention training, Compliance and compensation inquiries, the Employee Handbook Builder and downloadable HR forms.
The UST HR Workplace has been a go-to resource for UST’s participating nonprofit employers since its launch in 2014 and is a priceless support system that helps to save time and money – offered at no additional cost to UST members.
Nonprofits can get a free 30-day trial of the UST HR Workplace powered by ThinkHR by visiting https://www.chooseust.org/thinkhr/.
About UST https://www.chooseust.org/thinkhr/ Founded in 1983, the Unemployment Services Trust UST provides 501c3s with a cost-effective alternative to paying state unemployment taxes. UST participants save millions annually through claims management, hearing representation, claim audits, outplacement services and HR support. Join more than 2,200 nonprofits nationwide and request an Unemployment Cost Analysis at www.ChooseUST.org.