Loss case/Retention
When do you open a lose case?
When a client reaches out about pricing, or mentions possibly leaving or downgrading to core payroll
client termed an employee last week and reached out asking about final pay and term notices required for their state.
BP- because they already terminated the employee and they are not looking for a recommendation on that termination, only looking for final pay and term notice info
where do find the tax information for the pricing tool?
company directory- tax information - state- # of local taxes
What does FLSA stand for and what does it do?
Fair Standard Labor Act- it is the federal guidelines for establishing pay practices that all employers must follow
"The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. "
client want to implement a drug testing policy?
Can we or Can't we advise?
We can advise on this- we can give them the federal & state law pertaining to drug testing, we can send them a sample policy out of mineral and we can offer the get them setup with Hireright to do the testing for them.
What date can we use for the lose date?
Bonus question for 100 additional points
what are the two months that the lose dates need to be earlier in the month do to finance requirements?
30 days from the date notice was received or further than that date
we cannot back date a lose case
lose date no later than the 20th of each month
bonus answer- April & May do to the end of the fiscal year.
client is reaching out asking about the difference between a PIP and and a warning program
BP- Advisor can go over what each one is and how to implement them and what they are used for
Seek the work to see if they are asking about a specific employee- if so this would turn into a matter.
How do you upload a handbook or other documents to flex
documents tab on left side- add document-follow the prompts - we can't add handbooks or documents for our clients, we can teach them how to.
What does FMLA stand for? What does it do? And when does an employer have to follow the guidelines of it?
Family and Medical Leave Act
provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.
FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.
employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:
FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees.
client needs help with writing a custom policy on uniforms.
Can we or Can't we help Them?
we cannot help write the policy, but we can supply them with a sample policy if you find one in Mineral or on a .gov site
When you waive the 30 day notice, what is the cancelation date that goes in the case?
The following day from when you enter the case.
client in VT has an EE looking to take maternity leave, the client is not sure they need to allow her Maternity leave and really only wants to allow her a few weeks as they need her in the office, because they are short staffed
BP- would be to give the client their state specific guidelines on LOA if that state has any laws pertaining to LOA, also ask about company policy and any other LOA that they might have granted.
Matter - if that state does not offer LOA and the client wants to continue with only granting LOA for a few weeks, because it becomes a denial of a LOA
Where can you find what employees have user access
1- in swm under company - client contacts, it will list the flex contacts and their role
2- company setting - roles and permissions- it will list type of admin and then under that it shows the employees who have that user access
What does EEOC stand for? and what does it do?
The Equal Employment Opportunity Commission (EEOC) enforces laws that make discrimination illegal in the workplace. The commission oversees all types of work situations including hiring, firing, promotions, harassment, training, wages, and benefits.
Can we give a discount on a core payroll package?
if so what is the % we can discount
Yes - we can discount
make discount offer 40% - anything more they need to work with their new payroll specialist
What reasons are you allowed to use to waive the 30 day notice?
ASO to PEO transfer, Recovery requested, true choice setup, or Supervisor request it
client calls in because they were just told an employee was doing drugs in the bathroom and they want to fire that employee
Matter- Client will need to do an investigation to determine what the employee reporting the situation to management really saw and than the HRBP will have to work with them on their drug policy and give recommendation on how to proceed.
Where would you find an employees e-signature report for documents they signed electronically
people list- find the employee- documents- you will the document they signed- hit the 3 dots- signature report- this report give you info on when the signature happened, email address of the signer.
Employment At Will: What Does It Mean?
How do we advise our client about At Will Employment
If you are employed at will, your employer does not need good cause to fire you. In every state but Montana (which protects employees who have completed an initial "probationary period" from being fired without cause
As an at-will employee, you have the right to quit your job at any time and for any reason. While employers might try to insist that you provide "two weeks' notice" prior to leaving, you are under no legal obligation to do so
We advise conservatively and recommend that they don't fire with out cause and offer to go through the recommendation process with them to mitigate the risk of them firing an employee without cause.
Can we talk to our clients employees when assisting with an HR situation
NO- our service model is that we only speak to the client contact and work with them on any HR situation.
What are the only acceptable lose case reasons?
What lose reason should we never use?
client Utilization, dissatisfaction with product, out of business/sold merged, Paychex initiated, transfer with in HR Services
Price, dissatisfaction with HR Services, negative sale
Client reached out asking if they need to offer an accommodation to an employee who is returning from a LOA for Heart Surgery?
Matter- client will have to engage in the interactive process with the employee to make sure that due to their surgery there are no restrictions/accommodations upon their return and if the Dr. is stating restrictions/accommodations the employer will have to evaluate it and see if they can make the recommended accommodation
what are the HR related features in flex?
document management
performance management
issues and incidents
conversations
new hire tasks,
onboarding with unlimited I-9 verification
hiring with job posting boards and application tracking
What is the difference between State mandatory leave such as PFL, Disability leave, Paid Medical Leave
State mandatory leave such as PFL- this allows employee to take time to care of for a immediate family member who is sick or recovering from surgery- this leave is not for the employee personal medical condition - paid leave with job protection
State mandatory leave such as PML- this allows the employee to take time for their own personal medial condition - paid leave with job protection
Disability- this is paid leave for their own medical condition. could be STD or LTD - this is not a job protective leave its a wage replacement
in some states these leaves can be taken concurrently.
client is asking us to help them with understanding an employees work visa and if they can allow them to work while they are waiting for approval from the state?
We can only offer to send them the I-9 handbook that gives them information on immigration and visa status.
We cannot advisor if the employee can work while they are waiting for the visa approval, they will need to work with an immigration lawyer to make sure they are following the laws pertaining to that specific visa sponsored employee.