Associated HCM CEO, Rob Basso, featured in LIBN Who’s Who

Long Island is comprised of companies that provide services to other companies. Regardless of what service they offer, they keep their clients on top of their game so they can compete in today’s business environment.

LIBN featured Rob Basso, along with some of Long Island’s other business services leaders in their latest edition of “Who’s Who.” Click here to learn about our CEO!  

Rob Basso on Profit Express: Pursuing Your Passion

PART 1  |  PART 2

Pursuing Your Passion

You have no doubt heard that Pursuing Your Passion is the way to go when starting a business. Maybe it is – maybe it isn’t.

Let’s face it starting a business requires a series of gut wrenching decisions to get it right. What happens if Pursuing Your Passion doesn’t pay? My guest, Founder and CEO of Associated HCM, Rob Basso pursued the right business model. Find out how he is now running his 2nd successful startup after just having sold his 1st which he created 20 years ago.

Does Pursuing Your Passion Pay the Bills?

Rob Basso didn’t necessarily see the payroll industry as a sexy industry or a passion he was pursuing. He did see payroll as a great business model that offers a critical service that can help so many other small businesses grow. As a goal driven, motivated entrepreneur, Rob pursued his dream of owning a successful business and created Advantage Payroll.

When I asked Rob how do you know which is the right company to start he said, “Investigate industries that interest you and that make money!” It’s not always about pursuing passion – especially if it doesn’t pay.

Time to Sell

After having built a successful company over the last 20 years, the time to sell was right. This past April Rob sold Advantage Payroll to the $3 billion dollar giant! It turns out his passion was for his people. When he sold, it ended up being a very emotional time for him as he was saying goodbye to some of the people he worked with since day one.

Motivation is Key

Rob is motivated to capitalize on his payroll experience and reach the growth he did with Advantage in half the time! I asked Rob what he felt was more important – motivation or confidence. Rob said, “If I had to choose one I would say motivation is more important. It is what gets you up in the morning. It gets you out of bed and puts a smile on your face to close the deal.”

10 Ways to Improve Your Employee Handbook

 

When a new hire starts work at your bar or nightclub, you train and onboard them and give them your employee handbook to read through. And then they probably never see it again. Or, just as detrimentally, they forget everything they’ve read.

However, your handbook can be more engaging and more memorable.

Here are 10 ways to make it better:

1. Make it accessible, regularly.

“Many companies provide copies of their handbooks to employees at orientation and no one ever looks at it again,” says Nannina Angioni, a labor and employment attorney and partner of Kaedian LLP law firm in Los Angeles.

“Make it digital too,” says Christina Zaberto, HR manager with Associated HCM in Plainview, N.Y. This could be on an app or a web portal. “If it’s possible for people to get it on their cellphone, that’s the best bet, since they’ve always got it with them.”

Click here to read more…

 

What to Do if ICE Serves Your Business With a Form I-9 Audit

Immigration and Customs Enforcement has increased I-9 audits by more than 300 percent under the Trump administration. Is your business ready to respond to a notice of inspection from ICE?

Immigration and Customs Enforcement (ICE) has been in the news quite a bit since the Trump administration came into office. Less covered than the stepped-up deportations, however, has been the surge in what are known as Form I-9 audits, in which ICE inspectors review businesses’ documentation regarding the work authorization for foreign employees.

I-9 audits can be consequential for employers who fail to comply with the law. Fines for failed I-9 audits can run into the tens of thousands of dollars, and repeated willful violations of the law could even lead to criminal prosecution in rare cases.

Here’s a look at the I-9 audit review process, as well as advice from experts on how to proactively prepare for an I-9 audit if your business receives a notice of inspection from ICE.

Click here to read more…

LIBN: Immigration audits on the uptick

The U.S. Citizenship and Immigration Services did a recent audit of a New York City-based construction firm’s I-9 forms that relate to the right to work in the United States.

They found that the company didn’t have forms for some workers, some forms were incomplete and some had incorrect information.

An accounting firm has since gone in to audit the forms and come up with procedures to make sure they’re done as required in the future.

“We told them we would do an I-9 remediation to fix it and develop a plan to implement that process for them to be totally up to date,” Jeff Agranoff, human resources consultant principal at Grassi & Co. in Jericho, said. “That led to terminating some employees not eligible to work in the U.S.”

Click here to read the article on LIBN.com

Update to the 2016 Final Overtime Rule

We have continued to monitor developments related to the 2016 Final Overtime Rule, originally scheduled to take effect December 1, 2016. This has included developments related to the temporary injunction issued last November just days before the rule would go in to effect, the DOL’s final brief in their appeal of the injunction indicating they did not want to pursue the salary increase as given in the Final Overtime Rule but did want to confirm their ability to use a salary test and, finally, the DOL’s release last month of a Request for Information signaling their intention to rewrite the overtime rules.

 

In this most recent development, Federal Court Judge Mazzant has struck down and invalidated the Final Overtime Rule that would have significantly expanded overtime eligibility with an increase to the annual salary threshold to qualify for exempt status under the Fair Labor Standards Act (FLSA) to $47,476, an increase to the annual threshold for the Highly Compensated Employee exemption, and the institution of a tri-annual increase of the salary thresholds.

 

In granting summary judgment to the more than 55 businesses who challenged the DOL’s 2016 rule, Judge Mazzant indicated that although the US DOL did have the ability to use a salary test to base eligibility for exemptions from the FLSA, the agency had used the test improperly in the 2016 Final Rule.

 

Employers should continue to comply with current DOL regulations which include a weekly salary threshold of $455 for the executive, administrative, and professional white-collar exemptions from the minimum wage and overtime provisions of the Fair Labor Standards Act. Employers are also cautioned to review applicable state requirements related to exemptions from overtime.

 

We will continue to monitor and communicate any further developments.

New Form I-9: Effective July 17, 2017

The United States Citizenship and Immigration Services (USCIS) has released a new Form I-9, Employment Eligibility Verification, on Monday, July 17.

Employers are able to use this revised version immediately, but may continue using the Form I-9 with a revision date of 11/14/16 through September 17, 2017. Beginning September 18, employers must use the revised form with a revision date of 07/17/17 for all new employees.

The revisions to the Form I-9 are minor and employers will not need to change their processes.

Revisions to the Form I-9 Instructions:

  • The name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices has been changed to its new name, Immigrant and Employee Rights Section.
  • The words “the end of” have been removed from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9:

  • The Consular Report of Birth Abroad (Form FS-240) has been added to List C.
  • All the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240) have been combined into selection C#2 in List C.
  • All List C documents except the Social Security card have been renumbered.

Employers can visit USCIS’s “I-9 Central” to get more details about the changes.

Click here for the new I-9

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