May 03, 2017
UST Nonprofit Members Utilized Over $1.1 Million in ThinkHR Resources Last Year
Podcast Description: This podcast discusses why it’s important to understand and utilize SEO and SEM—search engine optimization and search engine marketing—when looking to amplify your nonprofit’s voice. Kiki L’Italien explains how to get to know who you are trying to reach, where they spend their time, and how to meet them where they are.
Amplified Growth is a DC-based digital marketing consultancy specializing in SEO, social media, and content strategy for associations and commercial clients. To learn more about Amplified Growth, visit their website at http://www.amplifiedgrowth.net.http://www.chooseust.org/enews
Podcast Description: This podcast breaks down the difficult questions that surround a company acquisition and provides expert information on how to plan ahead, manage expectations, and how to support the people within organization during this difficult time.
BDO USA, LLP is known primarily as an accounting firm. The Management Advisory team supports organizations that are going through or considering change and focus on helping organizations identify the right technology for their needs by transforming their business. In addition, they help to plan and implement mergers and acquisitions for organizations across the globe. To learn more about BDO USA, visit their website at www.bdo.com.http://www.chooseust.org/enews
If you are an applicable large employer (ALE) that employed 50 or more full-time or full-time equivalent employees during the current reporting year, you must report to the IRS whether or not you did or didn’t offer healthcare coverage by completing Form 1095-C and 1094-C.
The requirement to report enrollment information on each covered individual, including dependent names and SSNs, only applies to employers that self-fund a minimum essential coverage health plan (e.g., major medical, PPO, HDHP). For an ALE, the self-funded plan enrollment information is reported in Part III of Form 1095-C while a “small” (non-ALE) employer reports the information in Part IV of Form 1095-B.
You can review a copy of the IRS proposed regulation on TIN solicitationhere.
This article was adapted from ThinkHR, powering the UST HR Workplace provided to UST members at no additional cost. Get answers to your HR questions and sign your nonprofit up for a free30-day trial.
Performing small business payroll can be both difficult and critical to effectively avoiding the all-too-tricky claim type, “independent contractor vs employee.”
Nonprofit employers must take the time to learn the distinguishing characteristics of an employee of an organization and an independent contractor, who are self-employed individuals. If and when you make a mistake when classifying these two worker categories, not only will this mix-up lead to high penalties, but you may have to outsource for payroll assistance—costing your organization both valuable time and money.
In general, here’s how you differentiate the two workers:
To avoid overpayments, rework for the employer and state, and potential investigations from the IRS, employers should use either the ABC Test or the Common Law Test to determine whether a worker is an employee or independent contractor.
Both tests are designed to readily identify the worker-employer relationship, focusing on how much control the organization has over a worker and the work accomplished. Check out both the ABC Test and Common Law Test here to ensure your nonprofit’s compliance.
This article was adapted from Equifax Workforce Solutions, UST’s dedicated unemployment claims administrator.
UST members receive exclusive access to an online claims dashboard, e-filing capabilities, a state-specific claims representative and 100% representation at unemployment claims hearings. To find out if your nonprofit qualifies for the UST program, fill out a free Savings Evaluation today or call us at 888-249-4788.
Through the Noise interviewed Elizabeth Scott, CEO of Brighter Strategies, to help nonprofit employers improve their overall effectiveness by building their internal capacity. Listen below or check out the full library of podcasts.
Podcast Description: This podcast emphasizes the importance of harnessing the emotional intelligence of staff members so that organization can do the most with what they have. Dr. Elizabeth Scott aims to provide thought leadership and high value organizational development consulting in an effort to strengthen the nonprofit sector.
Brighter Strategies is a non-profit consulting firm that works with non-profit organizations as a “thought partner” to help build capacity and make the most of their greatest asset—their human capital. To learn more about Brighter Strategies, visit their website at www.brighterstrategies.com.
To stay up-to-date on the latest best practice tips and cost-saving ideas just for nonprofits, sign up for UST's monthly eNews: http://www.chooseust.org/enews
In this 60-minute webinar, Jay Azar, Director of Not-for-Profit Practice Services at Lindquist, LLP, talks about how your organization can begin to prepare your accounting and financial reporting systems for these important changes.
Some of the topics discussed include:
After watching the presentation, you'll feel more confident and prepared for handling the accounting and financial reporting processes at your nonprofit.
Watch the webinar on-demand now.
This webinar series is part of UST's efforts to educate the nonprofit sector. Sign up to receive UST's monthly eNews for more free learning opportunities just for nonprofits like you!
Question: What are some tips for developing and conducting an employee engagement survey?
Answer: An employee engagement survey can be a great tool to check the temperature of your culture. When done right, the survey can help you understand the needs of your employees, which in turn benefits productivity, job satisfaction and supports employee retention. It is also an excellent tool to help you calibrate the quality of your leadership as well as your employee relations and talent management programs.
Before you start, however, ensure that the management team is ready to act on the critical feedback you’ll get. Then decide what it is you need to know. Do you want to better understand how your employees view their relationship with management, understand and support the company’s strategic direction, or learn what aspects of their work environment, compensation and benefits, work assignments, and opportunities for learning and advancement are working (or not working)?
Next, determine how you will create, disseminate, tabulate, and communicate the survey process and results. If you’re creating your own survey, consider gathering employees from different areas of the company to formulate the survey questions and include them in the employee communications process to encourage participation. This team can also be instrumental in reviewing the survey results and providing feedback about how those results should be communicated and acted upon.
Another option is to use one of the many online engagement survey tools available in the marketplace. While the questions may not be as personalized to your company issues, you can get the surveys, along with the tabulated results, done quickly.
If you do create the survey in-house, consider these best practice tips:
Encourage participation by using incentives or contests. With more feedback, you’ll have a better picture of your employees’ engagement level. Train your leaders so that they are prepared to use the survey feedback as a gift to improve performance and have productive feedback and performance improvement planning sessions.
Most importantly, don’t ask for employee feedback unless you are willing to do something with the results. Your employees will expect you to implement changes and take action. Let them know how much you value and respect them by listening and acting on their opinions and ideas.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 30-day trial here.