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OUR
MISSION is to provide affordable
and effective
business solutions in the areas of Payroll, Workers'
Compensation,
and HR
Administration with the highest level of integrity to
reduce costs and free
our customers
to focus on growing their business.
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As
3rd quarter begins, it's time to start thinking about
next
year. Many companies look to change Payroll Companies,
Workers' Compensation Administrators, or Benefit Providers around the
first of the year.
If
you are not currently using any or all of ECP's services and are
looking to switch at the beginning of the year, now is a great time to
begin the process. We provide a smooth transition
from your current provider, affordable services, as well
as discounted rates for current and returning clients.
Please
contact Janine Knue for
more information.
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ECP's New Look, New Location, Improved
Standards and Services
As our client and business needs continue to grow,
we have found it important to make improvements to
ECP. We have recently revised our mission statement, logo,
and website as well as added new staff members to better serve
our current and potential clients through more prompt attention and
increased accuracy in processing.
Our revised mission statement promises
the most important piece of our business, INTEGRITY. We strive
to conduct all business with
the highest integrity and welcome your feedback on
how we can meet this goal.
With the addition of these new staff members,
our walls seemed to be closing in. On June 3rd, we relocated
our offices to 7593 Tylers Place Blvd, West Chester, OH 45069.
Please make note of our new address and feel free
to explore our more user friendly website, www.echoiceplus.com.
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Workers'
Compensation
Each year the BWC
reviews rates, programs, and polices to determine the
discount and contribution that an employer must pay to the
BWC.
This year, reviews are
still underway regarding the revision of the Break Even Factor
(BEF), Maximum Discount, and Grow Ohio Initiative.
This has had a huge impact on Group Rating Quoting. Quotes
will now not be released until the BWC comes to a decision regarding
any changes for the 2012-2013 rate year. This decision is not
expected until late November.
If you have already
recieved an invoice for 2012-2013 Group Rating, it is due
by the end of February unless the BWC extends the
deadline. ECP will notify you of any applicable changes on
future correspondence.
Any questions, please contact Connie Matchett at 513.759.3003.
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Professional Employer Organization (PEO)
The words Professional
Employer Organization (PEO) are becoming more and more familiar
in the employment world today.
A PEO can be the best
solution for an employer who lacks the resouces to manage
administrative tasks soley in house. By offering deeper
discounts than state funded workers' compensation programs,
a PEO can combine Payroll and Payroll Tax Reporting, Human Resources
and Benefits Administration, and Workers' Compensation Administration
to save companies time and money off of their administrative
needs. Staying compliant as laws change and evovle is no longer
a concern as the PEO handles all of that for you. In addition,
ECP offers Mini Medical and Colonial Benefits Supplemental Insurance
to all PEO clients.
If you think ECPs PEO may be
the solution for your administrative needs, contact an ECP Representative at 513.759.3151 to
learn more.
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Payroll and Payroll Tax Reporting
The IRS recently launched a new program that will
allow many employers to resolve past issues with worker
classification by voluntarily reclassifying their
workers.
To be eligible, the applicant must meet the following:
1. Consistently have treated the workers in the
past as nonemployees.
2. Have filed all required Forms 1099 for the
workers the pervious three years.
3. Not currently be under audit by the IRS, the Department
of Labor or a state agency concerning the classificaiton of
these workers.
Accepted employers will pay 10% of the employment tax
liability that may have been due on compensation paid to the workers
for the most recent tax year, determined under the reduced rates of
section 3509 of the Internal Revenue Code; will not be liable for any
interest and penalites on the liability; and will not be subject to
an employment tax audit with respect to the worker classificaiton of
the workers for prior years.
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Self-Insured TPA Services
Ohio Employers can
become self-insured if they meet certain BWC requirements.
The benefit of becoming self-insured is the capability to be
more involved in claims management, treatment, as well as reduction
of payouts and risk. Employers Choice Plus is a Third Party
Administrator for both State Fund and Self-Insured Workers'
Compensation. We can assist any qualified company with becoming
self-insured as well as offer solutions to those who do not
qualify. To learn more about if your company would benefit from
becoming self-insured, contact Diana Owens
at 513.759.3005.
If you are already self-insured: The Ohio
BWC changed the C9 form in early 2011, indicating that the Physician
of Record can no longer request additional conditions on a C9 form
for a self-insured employer. The self-insured employer should
deny the C9 and ask the injured worker to submit a Motion (Form
C086). One of the reasons behind the new change is the BWC
feels that by the filing of the Motion, the injured worker is aware
that a new condition is being requested on his/her claim. The
old C9 procedure for requesting additional conditions, did not always
inform the injured worker that a new condition was being requested by
his/her physician of records.
It is important that when a change or issue occurs
that you have a TPA that can keep you informed and assist in
implimenting changes and handling issues. ECP works for you!
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The Ohio BWC
celebrates its 100 year anniversary with a makeover.
An informational pamphlet
was mailed out recently with phrases like "looking back,
thinking forward", and "service, simplicity, savings".
What does this mean for Ohio Employers? The BWC is now more
than ever dedicated to serving Ohio's injured workers and
employers with top-notch service, using thier resources in a fiscally
responsible manner, and thinking more strategically to achieve the
best outcomes for their customers and the state of Ohio. This
could mean a major overhauling of current systems and processes or
progress measured little by little. Visit www.ohiobwc.com to learn more. ECP
will also do our best to keep you posted as updates and changes
occur.
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The
Ohio Department of Commerce Announces Minimum Wage
Increase as of January 1, 2012
On September 30, 2011, The
Ohio Department of Commerce announced that the minimum wage rate for
Ohio will increase as of January 1, 2012. The new rate for
non-tipped employees will rise from $7.40 to $7.70 per hour and for
tipped employees from $3.70 to $3.85 per hour.
This increase will only
apply to Ohio employers who gross more than $283,000 annually; up
from $271,000 for 2011.
To view the full
release: Ohio
Department of Commerce Release
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Unemployment Compensation
With unemployment rates still
high, the benefit of proper documentation is invaluable. In
the event of a fraudulent claim, the documentation that is provided by
the employer that relates to the circumstances involving termination is
often the deciding factor to allow or deny the claim.
Corrective Action and Terminations should always be documented in written
format and signed by the employee. This step can save your company
time and money in the event of an unemployment claim.
ECP is happy to assist
our current unemployment clients in reviewing their processes and
documents to offer suggestions on how to prevent fraudulent claims
and be prepared for if they occur. Contact Heather Fair at 513.759.3050 or Zach Burns at 513.759.3170 for a review.
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Human Resources and
Benefits
Outsmart
Your Employees' Smart Phones
Smart phones are a "staple" in today's
workplace. But smart phone are not just phones, cameras, GPS devices, and
search engines -- they are also recording devices. With the increased
presence of smart phones comes an increased chance that employees will
record workplace conversations. Ohio, Kentucky, and Indiana, along with
35 other states have what is known as a "single consent" rule
with respect to recording conversations. In other words, only one party
to the conversation must consent to the recording, and ironically, the
party who makes the recording can be the same party giving consent.
However, this rule can generally be superseded by policy. Therefore, if
you want to prohibit employees from recordings conversations at work,
consider creating a policy that does so. There are a number of
issues to consider when drafting such a policy.
-Site reference: Graydon Head
& Ritchey LLP Legal Council Volume XV, Issue 172 August 2011
Grayden Head & Ritchey LLP Website
Feel free to contact Heather Fair at
513-759-3150 for more information on how to institute this policy.
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Did you
know ECP can assist with Payroll, Workers' Compensation, and Unemployment
Compensation?
Call or email today for more information and a
complimentary review
513-759-3151 -
jk@echoiceplus.com
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