Employment Resources

Whether you’re retiring this year or planning to retire soon, now’s a great time to think about where you’ll move. After all, this decision affects how much money you’ll need to save. If you plan to retire to an expensive part of the United States or plan to increase your standard of living, you’ll need to get aggressive with your savings so that you can have the life you want. A recent WalletHub survey polled retirees about their retirement preferences. Learn more about the top 10 states as you plan for your retirement without sacrificing your standard of living.

1. Florida

Many retirees choose Florida for their golden years because it’s affordable and tax-friendly. Retire here, and you can stretch your savings. The Sunshine State also ranks high in quality of life.

2. Wyoming

The Equality State ranks first among all the states for affordability. That’s because there is no state income tax or tax on Social Security benefits.

3. South Dakota

The Mount Rushmore State offers quality health care. This benefit invites retirees to settle here during a season of life when medical expenses can skyrocket.

4. South Carolina

Retire to the Palmetto State and find affordable living option. The state is also filled with charm and history.

5. Colorado

Known for quality of life and recreational activities, the Centennial State invites seniors to move here and enjoy an active lifestyle. Explore the great outdoors and numerous historical sites when you live in Colorado.

6. Idaho

One of the most affordable states in the U.S., Idaho offers inexpensive housing. The Gem State also boasts low crime rates.

7. Texas

Culture and recreation invite active seniors to enjoy their retirement in the Lone Star State. It’s also affordable and offers a high quality of life.

8. Montana

Enjoy the big sky scenery of the Treasure State and appreciate its health care when you retire to Montana.

9. Nevada

As the Silver State, Nevada ranks high for affordability. It’s also known for quality of life, outdoor recreational activities, gambling and shows.

10. Virginia

Located beside the District of Columbia, Old Dominion offers one of the most affordable places in the U.S. to retire. It also features a high quality of life.

Deciding where to retire is a decision that requires much thought. Consider one of these top-10 states as you plan your big move. You can also boost your retirement savings and talk to your financial advisor as you ensure you have enough money to fund your next season of life.

Many retailers rely on on-call scheduling. When someone calls off, crowds swell or during an emergency, an employer can call a handful of employees who are available basically 24/7. Lately, several retailers have ended their on-call scheduling based on employee feedback and pressure from labor groups and regulators. Learn more about the demise of on-call scheduling as you decide if it’s a smart business decision for your company.

The changes stem from an investigation performed by New York attorney-general Eric Schneiderman. He sent letters to several retailers in April 2015 questioning their on-call scheduling practice.

In New York, employers must provide at least four hours of pay to employees who come to work, even if they do not work a full shift. Schneiderman’s office pointed out that requiring employees to call into work the night before or a few hours before their shifts could be considered the same thing.

J.Crew listened to the letter and is the latest retailer to end on-call scheduling. It joins Gap, Urban Outfitters, Bath & Body Works, Banana Republic, Old Navy, Athleta, Abercrombie & Fitch, Intermix, Pier 1 Imports and Victoria’s Secret. Workers will now receive a one-week notice about the schedule details in all New York locations.

Schneiderman praises retailers who are changing their policies. He notes that ending on-call scheduling gives employees a predictable schedule and allows them to manage their budgets more effectively, plan family and childcare responsibilities, make transportation arrangements and avoid other challenges brought on by unpredictable work hours. The change will also benefit the lowest paid workers who typically have the most irregular work schedules.

There are still seven companies whom Schneiderman’s office has contacted about its scheduling practices that have not changed their on-call scheduling practices. They will most likely do away with on-call scheduling soon based on pressure to provide equal opportunities to all employees.

Other scheduling problems may also be addressed thanks to the pressure. For example, Starbucks has committed to cutting its clopening practices. They will no longer require an employee to close at night and reopen the next morning. Retailers are also looking into posting schedules at least one week in advance. Labor groups hope these changes prompt even more schedule overhauls that do away with two shifts per day, rotating shifts and irregular work hours.

Whether your business is located in New York or another state, consider your on-call scheduling practices. Change is coming. Research the labor laws in your state to ensure you’re following them. Also, consider how your scheduling practices benefit or harm your employees. Take time today to make sure you’re following the law and promoting beneficial scheduling tactics that attract and retain employees.

Up to 60 percent of the United States workforce is paid hourly. It can be challenging to find and retain reliable hourly workers, though. Plus, when your business loses an hourly employee, you also lose between 30 and 150 percent of that person’s annual income, which is a big hit to your bottom line.

Discover a few tips that help you find and hire quality hourly employees for your business.

1. Recruit employed workers. You certainly can focus your recruiting efforts on finding unemployed candidates, but don’t exclude workers who may already have a job. They may be looking for a position that offers better flexibility, fulfillment or working conditions.

1. Offer less hours. Most hourly employees prefer to work less than 30 hours per week. If you insist on hiring only workers who will work 40 or more hours per week, you exclude the majority of skilled hourly employees.

1. Target the right demographic. In the past, hourly employees may have been teens or young people. Today, one-third of all hourly employees are between 25 and 44 years of age and slightly less than one-third are over 45 years old. If you only look to hire young workers, you miss the majority of applicants.

1. Become a magnetic company. Your company’s reputation, culture and benefits package plays a big role in attracting quality employees. Take action today if you need to improve this aspect of your business.

1. Simplify the application process. Accepting applications during business hours only or requiring applicants to fill out a paper application reduces the number of candidates who may apply for the job. Set up a 24-hour hotline or online job application that allows applicants to apply when it’s convenient for them. Remember to list your opening on as many online sites as possible, too, since most of today’s applicants use the internet to find jobs.

1. Actively recruit new employees every day. Instead of waiting until you have an opening and then hiring the first applicant who applies, recruit regularly. Your chances of finding a qualified employee increase with this strategy. You can take this step when you add a Join Us tab on your website.

1. Use a hiring manager or firm. If you only occasionally hire employees, you may not be versed in current hiring practices. Delegate this responsibility to a hiring manager or hire a firm that works full-time in the field and understands the ins and outs of preparing applications, screening candidates and conducting interviews.

Your company can succeed thanks to hourly employees. Use these tips as you find and hire quality employees for your business.

Conflict is inevitable wherever there are two or more people, and your office is not immune. Personalities may clash, employees might disagree about procedures or a customer may go to social media to bash a policy. In these and other cases, a mediator may resolve problems and prevent expensive lawsuits or irreconcilable relationship breaks.

What is Mediation?

When two parties experience a disagreement or dispute, they may be so focused on their side that they cannot listen to the other party or resolve the conflict amicably. A mediator is a neutral party that can assist both parties in discussing the issue and finding a solution that works. The entire process remains confidential and cannot be used against either party or in court if the dispute escalates. Mediation can take as long as a few hours or a few weeks depending on the conflict.

Why do you Need a Mediator?

Disagreements happen in any office environment between coworkers or clients. Those disagreements can quickly escalate and lead to costly lawsuits if they’re not handled properly and resolved quickly. Instead of paying expensive lawyer fees, consider hiring a mediator. With mediation, you have better control of the situation because you won’t have to allow an outside party to dictate how you resolve the problem.

How do you Hire a Mediator?

Depending on the size of your office and customer base, you may need to hire a mediator who will listen to both sides and help both parties negotiate a fair agreement. All parties will meet in a neutral location for one or multiple times until the issue is resolved.
You can hire a full-time mediator, an independent mediator or an agency. The choice depends on how large your organization is and on how many disputes you have in a given month.

To hire a mediator, check online directories or ask colleagues for recommendations. When you find a mediator you wish to interview, prepare a few questions. Ask potential mediators about their training, experience, availability and hourly charge. You’ll also want to find out if the mediators can be creative and flexible when finding solutions that work, if they are trustworthy and if they’re able to persist until the issue is resolved.

In some cases, a mediator cannot find a solution that works. However, your office should have access to a mediator who can work quickly and efficiently to resolve conflicts before they turn into lawsuits or broken relationships. Your bottom line, office morale and customer base will thank you.

Drug addiction is a serious problem, particularly in the workplace. It affects performance, culture and even safety. If you suspect that a coworker has a drug problem, handle the situation with tact.

What are the Signs of a Drug Addiction?

The construction, manufacturing, wholesale and mining industries have the highest rates of drug use among employees, but drug addicts work everywhere. In fact, two out of every 10 employees could test positive for drugs.

You don’t have to be an ex-addict or an addiction specialist to recognize addiction. Look for signs like:

• Attendance problems, including tardiness, regular, unexplained disappearance during the day and Monday Flu
• Consistent tiredness
• Frequent illnesses
• Drastic weight loss
• Unhealthy demeanor
• Unusual behavior – irritability, borrowing money or theft

Who Should Report a Suspected Addict?

Even if you’re not a manager, you should report suspicious activity. Since an addicted coworker compromises your safety, work environment and the company’s future, it’s in your best interests to tell a manager when you suspect a coworker is using drugs. However, also exercise caution because some addiction signs could also be contributed to legitimate medical conditions, stress or family issues.

How to Report a Suspected Addiction

You might be tempted to confront your coworker directly. That confrontation could end in a physical confrontation or lawsuit, especially if the person is not using drugs. Plus, most addicts do not willingly admit to their drug use. The only time you should immediately report suspected drug use is if your coworker appears impaired while operating heavy machinery or otherwise putting people at risk.

You also shouldn’t leave recovery literature on your coworker’s desk or chat with coworkers about your suspicions. Instead, keep detailed notes of any suspected behavior. Include dates and times. Then share the information with your supervisor or Human Resources department. They can then handle the situation and possibly order a drug test if your company has a drug testing policy in place.

If you are a manager and suspect drug use, order a drug test. The company could face a lawsuit if you fire the employee without offering recovery options. You should also post drug policy notices in the breakroom and bathrooms and make sure current and new employees have a copy of it.

What to do if you Have an Addiction

Maybe you’re the one who struggles with drug addiction. Seek private counseling. Your health insurance may cover therapy and other treatment. You can also request assistance from your employer as outlined in the drug use policy.

Drug addiction is a serious matter. Handle it the right way, though, as you promote workplace safety and avoid expensive lawsuits.

Tax season is here, and it’s time to start thinking about getting your tax paperwork in order. If you itemize your deductions and spent a large portion of your 2015 budget on medical-related expenses, you might get a tax break. Learn more about the guidelines for this deduction as you decide whether or not to take the deduction.

How Much do you Have to Spend Before It’s Deductible?

You can deduct medical expenses that exceed 10 percent of your adjusted gross income (AGI). As an example, your AGI is $60,000 and your medical expenses are $7,000. Ten percent of your AGI is $6,000, and you can deduct $1,000.

What Medical Expenses can you Deduct?

A variety of medical expenses qualify for the tax deduction. You can deduct tax-free reimbursements you receive from your:

• Flexible Spending Account (FSA), a pre-tax account set up through your employer and used to pay medical expenses insurance doesn’t cover.
• Health Savings Account (HSA), a pre-tax account set up through your employer’s group plan or on your own and used to pay for medical expenses not covered by insurance.
• Health Reimbursement Account (HRA), money your employer reimburses you for medical expenses.

Other qualifying expenses include costs related to finding a diagnosis, cure, treatment, mitigation or prevention of a disease. You can also deduct expenses related to treatment that affects a body part or function. See the complete list of deductible medical expenses at IRS.gov. Here’s a short list.

• Medical services, including appointments to see physicians, dentists, psychiatrists, optometrists, surgeons and other medical professionals
• Medications, eye glasses, contacts, false teeth, hearing aids and other necessary heath aides a medical professional prescribes
• Health, dental, vision and long-term insurance premiums
• Long-term care
• Transportation and lodging costs associated with travel to a health care facility
• Mileage when you drive for medical care at a rate of 16.5 cents per mile (for 2010).

What Medical Expenses are not Deductible?

You cannot deduct anything insurance covers or certain medical items, including over-the-counter treatments, first aid supplies, vitamins and nutritional supplements that are not prescribed by a medical professional. Controlled substances, such as marijuana, are also not deductible even if it’s prescribed.

What Paperwork do you Need?

While you might have enough medical expenses to qualify for a tax deduction, be sure to show proof. Save receipts and other forms that verify how much you spent on medical care.

When you do your taxes this year, consider the medical deduction. Even if you don’t qualify this year, talk with your tax professional and Human Resources department about ways you can maximize your medical savings for next year.

Maternity leave guidelines in the Family and Medical Leave Act (FMLA) give new moms 12 weeks of unpaid leave. Most companies don’t offer the same benefits to dads, though. They usually have to take sick or vacation days to welcome a new child into their family. If you’re a dad who’s adopting or fostering a child or having a biological baby, learn about your paternity leave options.

Do You Qualify for FMLA Paternity Leave

Even if your company does not specifically offer paternity leave, you qualify for FMLA leave if you:

• Work for the government, a school or a company with 50 or more employees
• Worked more than 20 weeks in the current or former calendar year
• Worked in one place for 12 months
• Worked at least 1,250 hours in the previous year
• Live less than 75 miles from work

Your Benefits During Paternity Leave

Federal law requires you to give your employer at least 30-days notice when you want to take your leave. You may then take a bulk 12 weeks off, spread the time out over the year or reduce your normal work schedule as long as your employer approves.

According to the FMLA, you also retain your current position or a similar one with the same salary, seniority, benefits and working conditions. There are exceptions you’ll need to discuss with your Human Resources department.

You also keep your health insurance. However, you may need to reimburse the company for the premium they would normally take out of your paycheck.

Paternity Leave if You’re Self-employed

When you work for yourself, you have greater freedom in when you take off. However, carefully consider how you’ll cover duties, communicate with clients and cover expenses while you’re away.

Planning Paternity Leave From College

If you’re enrolled in college or taking a graduate program, talk to your faculty advisor or department head. Discuss details about any financial aid you may receive, and decide how you’ll make up assignments or complete your work load during your leave.

What to do if Your Leave is Denied

If your employer denies your paternity leave request, file a complaint with the Labor Department’s Wage and Hour Division regional office. You may also hire an attorney to pursue your employee rights.

If You Don’t Qualify for FMLA Leave

Maybe you work for a small company or only part-time. Find out if your state or labor union offers any type of leave benefit. You can also accrue extra vacation hours before your child arrives or arrange for an extended time off.

In most cases, dads can take paternity leave, but know your options first. Discuss your company’s specific paternity leave policy with your Human Resources department as you prepare to spend time with your new child.

Experience an injury or accident at work, and you’ll file a workers compensation claim and receive medical treatment at no cost to you. In these cases, you may prefer to see your own doctor who knows you and your medical history. Is that possible?

What Happens During Your First Workers Comp Doctor Visit?

During the initial doctor’s visit for your workers comp claim, the doctor will examine you and recommend treatment. He or she will begin the necessary claim paperwork and can also authorize any required time off work or restrictions in the duties you can perform.

Which Doctor Can you See?

The rules about doctor selection in workers comp cases vary by state. In most workers comp cases, you’ll be assigned a doctor that’s chosen by your employer’s workers comp insurance carrier. You might, however, live in a state that allows you to choose any doctor in a certain network that’s determined by your state, your employer or your employer’s insurance company. In this case, you still have some flexibility and say in who you see.

Can You Switch Doctors?

Despite strict workers comp rules, you do have the freedom to switch doctors after the initial visit and any time during ongoing treatment. Check with your HR department for information on if or how often you can switch. Then be sure the new treating physician completes the correct documentation that ensures your treatment continues to be covered by workers comp.

Can You Choose Your Preferred Doctor?

If you don’t like your options and insist on seeing your primary care physician, make sure he or she takes workers comp claims. The process is complicated, and your doctor may choose not to participate.

Perhaps your doctor does handle workers comp claims but is not in your company’s network. Submit a document in writing to your HR department before you’re injured and express that you wish to see only your chosen doctor.

In certain cases, you may insist on seeing your regular physician no matter what doctors are covered by your workers comp. Understand that you will pay for the treatment. None of the doctor visits, medication or ongoing treatment will be covered by your employer. However, you can continue to see your physician for other conditions that are covered by your regular health insurance.

Getting treated for an injury at work requires you to file a workers comp claim. Understand how the process works and which doctors you can see as you receive the medical treatment you need.

Congratulations on your early retirement! Whether you elected to retire early or weren’t given a choice, you now have time to travel, pursue hobbies or spend more time with family. You can also remain financially secure during year early retirement when you avoid three common pitfalls.

1. Spend Too Much Too Soon

Just because you have access to a lump sum of money doesn’t mean you should spend freely. Take time to think before you start buying. You don’t want to run out of money and be left scrambling to find a job or other ways to supplement your income.

Avoid this pitfall when you create a budget. Figure out exactly how much money you need each month to live and where that money will come from. Remember to include annual expenses like insurance premiums, vehicle inspections and taxes. Set up an emergency, fund, too, to cover unexpected expenses like burst pipes or illness.

Next, limit retirement account withdraws. Ideally, you want your funds to last as long as possible, so elect to withdraw only take the necessary minimums if possible.

Make every effort to live within your means, too. Your retirement should be fun and enjoyable, so plan a vacation, buy a boat or invest in a hobby if you can afford it. However, you don’t want to sacrifice financial peace of mind for instant gratification simple because you’re retired.

2. Rely on Factors you Can’t Control

Some retirees plan their budget based on consistent investment results, no health insurance premium increases and a steady home value. These factors aren’t ones you can control, though.

For security, be prepared to adapt. Consider getting a part-time job or boosting the amount of money you save each month. Perform a complete financial review at least once a year, too, and adjust your lifestyle, spending or retirement portfolio if necessary. Your flexibility and willingness to adapt could mean the difference between financial freedom and disaster during your retirement.

3. Take Social Security Early

You’re eligible for Social Security payouts when you turn 62. Your benefits last longer, though, if you wait a few years.

Use an online Social Security calculator to figure out the best time for you to start withdrawing your benefits. You can also discuss your options with a financial advisor. Being smart you’re your Social Security withdraws can mean you have more financial security throughout your retirement.

Early retirement can be a blessing, especially when you plan your finances wisely. Take time today to begin a financial assessment. Keep these early retirement pitfalls in mind as you make the most of your early retirement.

April 15, the deadline for filing federal taxes, will be here before you know it. Get ready now by understanding basic deductions you can take.

Standard Deduction

Whether you file as a single or married person, you receive a standard deduction on your taxes. The basic standard deduction in 2015 is:

• Single and married filing separately: $6,300
• Married couples filing jointly: $12,600
• Head of household”: $9,250

Taxpayers who are over 65 years of age, fully or partially blind, or both receive a larger standard deduction. There are also exceptions to the standard deduction. It won’t apply if:

• You itemize deductions
• You’re married but file separately and your spouse itemizes deductions
• You, or your spouse if you file a joint return, is a non-resident alien for any portion of the tax year
• You file a return that covers fewer than 12 month

Student Loan Interest

In addition to your standard deduction, you can deduct the student loan interest you, your spouse if filing jointly or your dependents paid. The maximum deduction is $2,500, but your income can affect this amount.

Mortgage Interest

Deduct the mortgage interest you pay on your home if you meet three guidelines. You must itemize deductions, make payments on a qualifying home and be legally liable for the mortgage.

Property Taxes 

Pay property taxes on a property you own, and you can deduct those payments. This deduction applies even if your taxes are paid via an escrow account.

Medical Expenses

If your qualifying medical expenses exceed 10 percent of your adjusted gross income, you can deduct them. They must be related to a medical diagnosis, cure, treatment or disease prevention and can include medications, health and dental insurance, medical devices and equipment, long-term care and transportation costs. Be sure to save detailed records if you plan to take this deduction.

Charitable Donations

Donations you make to charity can be itemized and deducted on your tax return. You must donate to a qualified organizations and not an individual. Remember to assign a fair market value to items you donate and obtain a written receipt from the organization.

Unreimbursed Job Expenses 

Sometimes, you may drive your vehicle to meet clients, pay for your hotel when traveling for work or buy business cards. Ordinary and necessary job-related expenses are deductible if your employer does not reimburse you for those expenses.

These are just a few examples of deductions you can take when you file your taxes. Your accountant can provide additional details. Discuss any special considerations with your Human Resources office, too, as you prepare your tax return this year.