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Updated Minor Labor Laws Poster

Posted by on Apr 30, 2019 in Best Practices, Blog, Compliance, HR Consulting | 0 comments

Updated Minor Labor Laws Poster

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.

Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful resources.

Client success story – Stark County District Library

Posted by on Apr 22, 2019 in Best Practices, Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Job Analysis, Job Descriptions, Position Descriptions, Success Stories | 0 comments

Client success story – Stark County District Library

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.

If you need assistance with your compensation programs or other HR consulting needs, contact us and check out other success stories to learn more.

We partner with Public Library systems in solving their HR challenges

Posted by on Apr 19, 2019 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Talent Acquisition | 0 comments

We partner with Public Library systems in solving their HR challenges

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:

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

If you need assistance with other HR projects and want to learn more about our human resources consulting, contact us and check out our blog for more resources.

An ‘EZ’ Solution for your Employee Benefit Plan Reporting and Disclosure Requirements

Posted by on Mar 18, 2019 in Best Practices, Blog, Compliance, Employee Benefits, EZERISA Plan, HR Consulting | 0 comments

An ‘EZ’ Solution for your Employee Benefit Plan Reporting and Disclosure Requirements

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

Posted by on Mar 13, 2019 in Best Practices, Blog, Compliance, Employee Benefits, HR Consulting | 0 comments

Reporting and Disclosure Guidance for Employee Benefit Plans… Part 2

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.

Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful resources.

Reporting and Disclosure Guidance for Employee Benefit Plans…Part 1

Posted by on Mar 6, 2019 in Best Practices, Blog, Compliance, Employee Benefits, HR Consulting | 0 comments

Reporting and Disclosure Guidance for Employee Benefit Plans…Part 1

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.

Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful resources.

Executive Director search for the Ohio Library Council

Posted by on Mar 5, 2019 in Blog, Non Profit, Openings, Talent Acquisition | 0 comments

Executive Director search for the Ohio Library Council

We are pleased to assist another organization with their search for an executive leadership position.  Our client the Ohio Library Council is seeking an Executive Director to lead the statewide professional association which represents the interests of Ohio’s public libraries, their trustees, associates, and staff.

The Ohio Library Council is the singular statewide professional association which represents the interests of Ohio’s public libraries. The membership of the OLC is composed of public library systems, library trustees, Friends of the Library groups, library staff members, other library institutions, and library-related commercial vendors. The OLC’s mission is to be the forum by which Ohio’s public library community is strengthened through advocacy, education, collaboration, and innovation.

The Executive Director serves as the organization’s chief administrator by providing management and oversight for all OLC’s programs and initiatives. S/he acts as the key spokesperson and the face of the organization. As such, the Executive Director is the primary liaison to all internal and external partners/stakeholders, government officials, and the larger community of library-oriented organizations, professionals, and associates. Additionally, as a principle advisor and strategic partner to the Board of Directors, s/he also ensures that strategic action plans are successfully implemented and that outcomes are thoroughly reported.

As the top executive officer, the organization’s goals and objectives are, in essence, the charge of the Executive Director. By creative and judicious usage of the OLC’s collective resources and capital s/he will:

  1. Advocate the interests of Ohio’s public libraries, with a focused commitment to ensure adequate state funding.
  2. Develop high-quality public library administrators, staff members, Trustees, and Friends through unsurpassed education and training.
  3. Position the OLC as the collective voice for Ohio’s public libraries and the authoritative source of information on issues impacting Ohio’s public libraries.
  4. Sustain an organizational structure that is flexible and responsive to members’ needs, inspires member engagement, and reinforces organizational success.

You should bring the following education, experience and qualifications to the role:

  • 10 or more years of relevant career experience [including supervisory experience] is required.
  • Experience as a leader in a small- to medium-size professional association or not-for-profit organization is required.
  • Experience with the principles and practices of association management is required.
  • Experience interacting with donors, grantors, senior level executives, community stakeholders, and high-profile individuals is required.
  • Experience collaborating with and influencing board members or trustees is required.
  • Experience developing and executing strategic plans is required.
  • Experience working as part of a senior management team is required.
  • Experience in media relations and as an organization spokesperson is required.
  • Bachelor’s degree in business administration, library science, or a related field is required. Master’s degree is preferred.
  • A CAE [Certified Association Executive] credential via the American Society of Association Executives [ASAE] is preferred.
  • Experience with the purposes and function of libraries is preferred.
  • Experience in a member-based organization is preferred.

Position Benefits Include:

  • Comprehensive healthcare benefits including medical, dental, vision, life, and more.
  • Generous paid time off benefits.

You can find the posting here or you can send your resume and cover letter to ryansheehan@oahumanresources.com .  If you have a colleague who may be interested, please feel free to share this with them.

If you need assistance with other HR projects and want to learn more about our talent acquisition consulting, contact us and check out our blog for more resources.

Updated Ohio Civil Rights Commission Poster

Posted by on Feb 20, 2019 in Best Practices, Blog, Compliance | 0 comments

Updated Ohio Civil Rights Commission Poster

Just a quick note to let you know that Ohio’s Fair Employment Law 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.

Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful resources.