Are you a Human Resources consultant or contractor?
Are you interested in consulting or contracting engagements?
Organizational Architecture is always looking for talent to assist with consulting engagements or working as onsite HR contractors for our clients.
Our clients have needs for
- Part time HR generalists
- Are analytical, detail-oriented, effective at solving problems, and finding solutions
- Are effective working autonomously
- Possess an understanding current tools and technology and can use them effectively
- Have above average skills using MS Excel
- Have at least 10 years of experience with HR disciplines such as Employee Relations, Compensation, Benefits, Training/Development, Recruitment, Organizational Design, HRIS, or employment law
…we’d love to connect!…please send your current resume or practice summary to me at firstname.lastname@example.org so we can learn more about your project work and experience.
It’s our TWELFTH anniversary today! We couldn’t have done it without the help of some great people in our corner!
Thank you Amanda, Alex, Heather, Cody, Melissa, Ryan, and all the others who have been a part of our success over the years. And of course, thank you to all of our great CLIENTS…you’re the best! ~Mark
Just a quick note to let you know that Ohio’s Minor Labor Laws poster has been updated.
These postings should be displayed in a conspicuous place in the workplace for all employees to see, such as a break room, copy room, or other common areas for employees. If your organization has multiple facilities in Ohio, postings must be displayed in each facility. For employees that work remotely from an office location, these policies and regulations should be sent to the employees, provided in hard copy form, or provided electronically for these employees to access as well.
You can download your own copy here.
Your payroll company may provide posters as part of their service at little or no cost. Check with them to see if they can provide these to you.
There are paid services you can use that provide these posters. An internet search should be able to turn up a number of options…just be aware that while it may be more convenient to pay a service to provide these posters, especially if you operate in multiple jurisdictions, you can always find them for free at the local, state, and federal agencies.
This month’s success story features our work with Stark County District Library. We were pleased to have the opportunity to work with another public library after successful projects with Cleveland Public Library and Cuyahoga County Public Library.
Seeking better ways to structure the Library for the benefit of the patrons and define jobs and career paths better for the employees, the Library contacted OA to help revise job descriptions and then provide insight into how competitive their base compensation is.
Shanna Springer, Senior Director of Operations and HR:
Based on work they had done in the past for other public libraries, it was actually our bargaining unit leadership that recommended OA as a partner for this project.
We needed help with a revision and update to our job descriptions to help us convey expectations better and provide clearer career paths for our staff. We were also considering alternative organizational structures to support this and to be more effective serving the community.
OA worked with our management and staff to understand jobs and provided us with tools to document jobs in a more consistent fashion. With this information they were able to provide us with information on how our jobs compare to the market and strategies to help us stay competitive.
Additionally, they provided insight into current compensation trends and strategies for implementing better approaches to attract, retain, and motivate our staff. The OA team was helpful in assisting with consensus-building with our leadership team so that we could implement the program we needed to reach our goals.
This information also helped us with own work to define career paths and organizational structures that fit the needs of our staff and patrons. Like most libraries we are working hard to make sure we provide needed services that the community needs now. OA was a great partner on this project and really helped us serve our community better.
Public libraries and sector employers are one of our specialties. Whether you are a municipality, agency, or public library system, we can help with your HR programs, including compensation benchmarking and pay structures.
Public libraries have unique challenges. Public sector employment rules and collective bargaining make your job as Executive Director or HR leader all the more challenging.
Our public library and public sector expertise incorporates data from the American Library Association, regional public library and public employer organizations, and more than TEN YEARS of HR consulting experience with public, private, and not-for-profit organizations.
Whether you are a small public library or one of the largest in Ohio, Organizational Architecture is your partner for helping you meet your Human Resources challenges.
Our public library clients include:
- Cleveland Public Library
- Cuyahoga County Public Library
- Stark County District Library
- Westerville Public Library
Find out how we helped them here.
Our public sector commitment is reflected in the certifications we have earned to do public sector work:
- United States Department of Veterans Affairs Veteran Owned Small Business
- State of Ohio Veteran Business Enterprise
- Cuyahoga County Small Business Enterprise
- City of Cleveland Small Business Enterprise
- Northeast Ohio Regional Sewer District Small Business Enterprise
An ‘EZ’ Solution for your Employee Benefit Plan Reporting and Disclosure Requirements
Our past two blog posts were about the requirement to report and disclose information on employee benefits plans. If you are feeling a bit overwhelmed by this, especially if you didn’t know about these requirements before, we have a solution to help!
OA’s Platinum Partner status with EZ ERISAPlan makes it easier than ever for you to meet your obligations and comply with the rigors of ERISA and HIPAA and related laws, all with the industry leading warranties. We can provide you with the solutions in an EZ and cost affordable way.
If you need all of these, there is an All-in-One Subscription that provides all of these to you at a bundled price!
No Worries It’s Warrantied!
The EZ ERISAPlan tool provides our clients with an industry leading written warranty. Unlike other providers that have wishy-washy contract provisions to protect you, we protect you with our two-part Warranty:
- $1,000,000 of Penalty Protection! If you are penalized on a document that is produced on the EZ ERISAPlan site, the Warranty covers those penalties to $1,000,000.
- Legal Services Warranty! If you are audited by the government on an EZ ERISAPlan document, EZ ERISAPlan will send you a lawyer for free!
This is a simple and complete solution to solve your compliance requirements…contact us today to learn more and ensure your plans are covered!
Reporting and Disclosure Guidance for Employee Benefit Plans… Part 2
The Reporting and Disclosure Guide for Employee Benefit Plans provided by the Department of Labor’s Employee Benefits Security Administration is an excellent tool for both employers and employees when it comes to understanding reporting rules under the Employee Retirement Income Security Act of 1974 [ERISA].
The Guide provides information on the following topics:
- Basic Disclosure Requirements for Pension and Welfare Benefit Plans
- Additional Disclosure Requirements for Welfare Benefit Plans That Are Group Health Plans
- Additional Disclosure Requirements for Pension Plans
- Pension Insurance Premiums – single employer and multiemployer defined benefit plans
- Standard Terminations and Distress Terminations
- Overview of Form 5500 and Form M-1 Annual Reporting Requirements
The starting point of basic disclosure requirements for pension and welfare benefit plans is the Summary Plan Description [SPD]. This document informs participants about their plan and how it operates, which includes all benefits, rights, and obligations under the plan. All participants or beneficiaries receiving benefits of the plan must receive this document and it must be disclosed to participants within 90 days of becoming covered by the plan or within 90 days after first receiving benefits for plan beneficiaries.
For the complete list of disclosure requirements and all other information regarding retirement, health, and other workplace related benefits, visit the Department of Labor Employee Benefits Security Administration.
With the beginning of a new year, employers that offer employee benefit plans have many reporting and disclosure requirement deadlines that will be approaching before you know it. Employers often focus on reporting information on the retirement plans such as the pension, 401k, or 403b plan they offer, but are often unware that the same reporting and disclosure requirements may also apply to the welfare benefit plans, which include your medical, dental, life, disability, and other similar programs.
For more assistance on reporting requirements for your employee benefit plans, refer to the Reporting and Disclosure Guide for Employee Benefit Plans provided on the Department of Labor’s website.