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Taking the
Temperature of Small Business: Owners in California Say They’re
Squeezed Between Soaring Health-Care Costs and Going Uninsured - January 4, 2008
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New Podcast Series Details Employment Risks, and Solutions, for Small Manufacturing Firms - October 15, 2007
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CPEhr Helps Employers Reduce Sexual Harassment Risks - October 5, 2007
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Los Angeles HR Firm CPEhr Assists Local Employers with Newly Enforced
Undocumented Worker Legislation
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CPE HR Helps Employers Understand
Sexual Harassment Issues - April 25, 2006
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Worker's Compensation Reforms
Making Major Impact - June 1, 2006
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HR Departments Pull
Their Weight as Valuable Resources - August 30, 2006
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CPEhr Keeps Pace With
Growth of HR Outsourcing - January 8, 2007
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PEOs Help Companies Navigate California's
Complex Business Maze – January 30, 2007
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CPEhr Releases New White Paper: "Human Resources Outsourcing: A Boon for
Overwhelmed California Businesses."– June 4, 2007
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CPEhr Improves Site and Offers
Trainings to Serve California Employers.-June 20, 2007 |
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Taking the
Temperature of Small Business: Owners in California Say They’re
Squeezed Between Soaring Health-Care Costs and Going Uninsured
West Hollywood, Calif. – January 4, 2008
After pay, health insurance is the most important inducement
small businesses use to recruit and keep workers. Yet more than half of the 365
small businesses in a recent survey said their premiums rose as much as 10
percent this year.
Almost one in 10 told the National Association of Professional
Employer Organizations (NAPEO) they would dump their health coverage next year
or are unsure about it.
“This is another wake-up call,” said Michael Roberts, Benefits
Manager of CPEhr, a Los Angeles-based HR Outsourcing Firm. “Soaring health insurance costs in California are hitting small businesses
especially hard, and these businesses employ the vast majority of workers. This is an extremely troubling development,
not just for small businesses and their workers, but for the entire economy.”
The trade association surveyed members’ clients in November
and found that health care costs were their second-biggest worry after
attracting workers.
Many of these companies said they will pass at least some
costs along to employees next year. One in five said they would raise
co-payments for office visits or deductibles; one in four said they’d raise
premiums.
A report recently released by the California State Library,
entitled, “Ninety Years of Health Insurance Reform Efforts in California” by
Michael Dimmitt, Ph.D of the California Research Bureau, reviews the history of
health insurance in California dating back to 1918. It reveals some startling
facts, and reasons for even greater concern:
• Between 1961 and 2002, health care costs increased almost without
interruption. No effort to contain them has proven successful over the long
term.
• Federal programs provide health care coverage to over 7.4 million
Californians. If the programs were not in place, the number of uninsured in the
state would double.
• More than 20 percent of Californians, 6.6 million people, currently lack
health care coverage over the course of the year according to research
conducted for the California Healthcare Foundation.
• Of those without health insurance, as estimated 75 percent are working
people and their families.
• As a consequence of the growth in premiums, the number of people covered
by health insurance in California
decreased from 64.6 percent to 54.7 percent between 1987 and 2005.
According to the NAPEO survey, nationwide, the numbers have stabilized, with
71 percent of employers indicating they will continue to insure their workers
in the coming year – but another five percent remain unsure about continuing.
Professional employer organizations, such as CPEhr, pool
thousands of employees under one roof and provide cost effective management of
small employers’ health insurance plans. Additionally, PEOs help small businesses
outsource their time-consuming human resources chores, such as payroll, HR
policies and risk management, so owners can focus on making a profit.
To review the NAPEO survey report, go to http://www.napeo.org/newscenter/research.cfm.
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New Podcast Series Details Employment Risks, and Solutions, for Small
Manufacturing Firms
CPEhr provides expert insights that address
growing employment concerns of small and mid-size manufacturing organizations
West Hollywood, Calif. – October 15, 2007 – CPEhr, a leading California-based HR
outsourcing firm, announced that its director of marketing, Ari Rosenstein,
recently concluded a three-part podcast series with Better Process Innovation
Show, a daily manufacturing news show. Ken Rayment, host of Better Process
Innovation Show, interviewed Rosenstein on the growing challenges facing
US-based manufacturers in the areas of human resources administration, risk
management and employee benefits.
The three-part, 30-minute podcast series details the various employment risks
facing manufacturers, and the solutions offered by outsourcing their human
resources administration to a professional firm. According to Rosenstein, “Most
manufacturing firms have capable ownership and management when it comes to
operations. However, effectively managing their employee relations and reducing
employment risk is not their core competency.”
In the podcasts, Rayment speaks with Rosenstein about why traditional employment
and safety practices often fall short of management’s true responsibility to
their employees. Rosenstein explains that with constantly changing compliance
regulations and expensive insurance policies, a more efficient and
cost-effective way to manage employees is to outsource these functions to a
professional HR outsourcing firm.
“An HR outsourcing firm takes over the responsibility of most human resources
functions”, Rosenstein explains. “From management training, employee relations,
risk management, benefits and payroll, the small and mid-sized manufacturer can
access the HRO firm’s economies of scale to reduce costs and access large
corporate benefits”.
The podcast series concludes that while manufacturers may have to “think outside
the box”, outsourcing human resources, safety and benefits is a viable and
cost-effective solution for any small or mid-sized operation to reduce
employment risks and enhance staff productivity.
The podcasts can be downloaded from the CPEhr website
http://www.cpehr.com/newslink.html.
About CPEhr
Founded in 1982, CPEhr (www.cpehr.com) is one of the largest privately owned
human resources and professional employer outsourcing (PEO) firms in California.
With 25 years’ experience in the local market, CPEhr has an advantage in its
knowledge of statewide employment challenges. CPEhr’s personalized services
extend to 35 states. CPEhr offers an array of integrated human resources
services that includes: Employment administration, human resources and labor law
compliance, payroll and tax administration, benefits administration and
compliance, workers’ compensation administration, risk management, training and
development and recruitment.
Media Contact:
Ari Rosenstein
Director of Marketing
CPE HR, Inc.
This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
800-850-7133
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CPEhr Helps Employers Reduce Sexual Harassment Risks
HR firm offers preventive training that can avoid costly lawsuits
West Hollywood, CA – October 5, 2007 – Despite great strides against sexual
harassment during the past 20 years, recent events prove that the problem
continues to rear its ugly head. A federal jury recently found Madison Square
Garden and Isiah Thomas liable to pay $11.6 million in damages for sexually
harassing a former employee. The public case has once again drawn attention to
this complex legal issue. CPEhr, a leading California-based HR consulting firm,
offers comprehensive harassment training to help small employers avoid costly
harassment lawsuits and penalties.
Assembly Bill 1825 (AB 1825), requiring all California employers with 50 or more
employees to provide two hours of sexual harassment training every 24 months,
went into effect on January 1, 2005. However, that same year, the EEOC received
close to 13,000 charges of sexual harassment, with the average costs recovered
in monetary benefits increasing dramatically.
According to a recent study by TrainRight Solutions, 41 percent of U.S.
employers still don’t provide preventive training for sexual harassment, with
cost the leading factor for ignoring education in this area.
“I believe that figure is probably close, but still a little low,” says Linda
Robinson, Training Manager for CPEhr. “In the past, I have run across many
excuses for an employer to hesitate or turn down an opportunity to provide
training. Some include lack of budget; a belief that this will not or does not
occur in their work environment; and the fear that a new awareness among
employees will encourage rather than prevent lawsuits.”
Robinson’s company CPEhr is a leader in providing answers and assuring employers
that taking preventive measures is the right approach. Among CPEhr’s many
services is helping companies establish appropriate policies and dealing with
complex issues involving sexual harassment.
“CPEhr is dedicated to assisting employers in providing and maintaining a safe
environment,” said Robinson. “This is accomplished through several means,
including review and updating of policies, handbooks and other materials, free
training, and other supervisory developmental training programs.”
It may be costly to implement sexual harassment guidelines, but companies could
face a higher price when employees aren’t properly trained. That’s just one
reason CPEhr’s expertise is invaluable, and why its solutions are critical to
companies that otherwise might ignore the risk.
CONTACT INFORMATION:
Ari Rosenstein, Director of Marketing
This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
310-734-4222
www.CPEHR.com
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Los Angeles HR Firm CPEhr Assists Local Employers with Newly Enforced Undocumented Worker Legislation
CPEhr helps small California employers comply with regulations and avoid penalties
West Hollywood, CA – September 17, 2007 – CPEhr, a leading HR outsourcing firm, is helping California employers respond
to the Department of Homeland Security’s recent announcement to increase
enforcement efforts and levy larger fines against businesses that employ
undocumented workers. The Los Angeles-based firm is offering on-site services to
help small employers comply
with the newly enforced regulations and avoid non-compliance penalties.
Effective September 14, the DHS began enforcing its new guidelines for employers
who receive “No Match” letters from the Social Security Administration. A No
Match letter is issued when tax documents submitted for an employee do not match
the information on file at the SSA. In the new guidelines, the DHS states that
improper handling of No Match letters may indicate knowledge by an employer that
a worker is illegal, and may lead to civil or criminal enforcement action.
“In the past, employers would get these letters and usually ignore them,”
explains Peter Escalante, a human resources consultant with CPEhr. “However,
employers are going to have to start taking these letters seriously. Now, just
by receiving them, employers are considered to have inferred knowledge and have
to act on it.”
In early July, the Bush administration announced that employers who knowingly
employ undocumented workers may be eligible for fines up to $12,500 and a felony
prosecution. On the state level, the number of laws against illegal immigrants
this year has more than doubled since 2006, to over 170.
With years of experience dealing with the SSA and the Immigration and
Naturalization Service (INS), CPEhr is offering customized services to create
and implement aggressive I9 and employment verification policies, respond to No
Match Letters and correspond with the SSA and INS for California-based
employers.
Escalante summarizes the process: “We check employee files for valid I9s and
confirm they are properly stored. If a client receives a letter from the SSA, we
check it against their information on file. If the information is incomplete, we
request completed documentation and recommend the client terminates the employee
if it is not provided in a timely manner.” If a response to the agency is
required, CPEhr manages the process on behalf of the client.
CPEhr recommends that all employers have an undocumented employee policy
included in their Employee Handbook. In it, the employee acknowledges that if
their Social Security Number is challenged by the SSA, they have 30 days to
produce valid documentation, or be fired. This type of involvement by the
employer is extremely valuable, says Escalante, when faced with an investigation
or fine by a governmental agency.
“If an agency finds the employer to be proactive in any regard, they will be
more forgiving and typically reduce the severity of the penalty,” he notes. “The
government realizes employees have rights and employers can’t just fire them.
They are understanding of employers who have policies in place and show an
effort to cooperate.”
About CPEhr
Founded in 1982, CPEhr (www.cpehr.com) is one of the largest, independently
owned Human Resources and Professional Employer Outsourcing (PEO) firms in
California. With 25 years experience in the California market, CPEhr has an
advantage in its knowledge of statewide employment challenges. While its
operations are primarily in California, CPEhr services 15,000 worksite employees
at 300 locations in 35 states. CPEhr offers an array of integrated human
resources services that includes: employee administration, human resources and
labor law compliance, payroll and tax administration, benefits administration
and compliance, workers’ compensation administration, risk management, training
and development and recruitment. CPEhr is a HR partner to small to mid-sized
businesses. By outsourcing their human resources, CPEhr clients are able to
focus on executing strategies that deliver profitability and cost-savings.
CONTACT INFORMATION:
Ari Rosenstein, Director of Marketing
310-734-4222
CPE HR, Inc.
9200 Sunset Blvd, Suite 1100
West Hollywood, CA 90068
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www.cpehr.com
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CPE HR Helps Employers Understand Sexual Harassment Issues
West Hollywood, CA – April 25, 2006 – The recent film North Country
shined a light on the issue of sexual harassment in the workplace, chronicling
the story of a woman who endured a range of abuse while working as a miner. The
woman's landmark court victory in 1984 became the first major successful sexual
harassment case in the United States.
While there have been great
strides against sexual harassment during the past 20 years, the problem has
certainly not gone away. In 2005, the EEOC received 12,679 charges of sexual
harassment, which has dropped dramatically since 2000 when 15,836 cases were
reported. But while the numbers have decreased, the costs recovered in monetary
benefits for charging parties has increased dramatically.
The EEOC
statistics and other survey results illustrate the need for employers to treat
the issue as a legitimate threat to their employees and their businesses. But
some employers are still not getting the message. According to a recent study by
TrainRight Solutions, 41% of U.S. employers don't provide preventive training
for sexual harassment. The leading factor for ignoring education in this area?
Cost.
“I believe that figure is probably close, but still a little low,”
says Linda Robinson, Training Coordinator for CPE HR, one of the largest and
most experienced human resource consulting firms in California. “In the past, I
have run across many excuses for an employer to hesitate or turn down an
opportunity to provide training. Some include lack of budget; belief that this
will not or does not occur in their work environment; and fear that a new
awareness in employees will encourage rather than prevent lawsuits.”
Robinson's company CPE HR is a leader in providing answers and assuring
employers that taking preventive measures is the right approach. Among CPE HR's
many services is helping companies establish appropriate policies and dealing
with complex issues involving sexual harassment.
“CPE HR is dedicated to
assisting employers in providing and maintaining a safe environment,” said
Robinson. “This is accomplished through several means, including review and
updating of policies, handbooks and other materials; free training; and other
supervisory developmental training programs.”
It may be costly to
implement sexual harassment guidelines, but companies could face a higher price
when employees aren't properly trained. That's just one reason CPE HR's
expertise is invaluable, and why its solutions are helping companies thrive.
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Worker's Compensation Reforms Making Major Impact
West Hollywood, CA – June 1, 2006 – When Gov. Arnold Schwarzenegger ran
for office in 2003, one of his main campaign themes was to dramatically change
the worker's compensation program and make California a business-friendly state
again. Less than three years later, the governor and businesses across the
Golden State have reason to celebrate.
Since legislation reforms were
pushed through the California legislature in 2004, worker's compensation costs
have decreased for 68% of employers, according to a survey released in April by
the Worker's Compensation Action Network.
The sweeping changes to the
high worker's compensation insurance rates have also been applauded by firms
like CPE HR – one of the oldest and most experienced human resource consulting
firms in California – which echoed the sentiments expressed by the governor that
prior to the reforms, “our economy was going downhill because of it.”
“The worker's compensation reform bill is showing very positive effects,” said
Walt Robinson, CPE HR's Director of Risk Management. “Employers are benefiting
in two significant ways. First, the cost of worker's compensation claims have
been reduced. Second, the California worker's compensation insurance market has
become much more competitive, resulting in lower premium rates.”
Early in
the 20th century, California was one of the first states to adopt the worker's
compensation system. Since that time, worker's compensation has undergone
numerous changes, including the 2004 reform that helped control fraud and
insurance costs for California employers.
“This is a huge success,”
Schwarzenegger said at an April news conference. “We've created a positive
business environment in California.”
Using the most effective methods in
risk management, CPE HR has helped clients work within that environment to keep
costs down and profits up. CPE HR's risk management team designs a customized
plan for clients that includes assistance with several worker's compensation
issues, return to work programs and advanced safety training. Those are just a
few of the services provided by CPE HR, which has more than 20 years of
experience and 13,000 worksite employees in 24 states.
“CPE HR helps our
clients by applying our experience and expertise in the claims management
process to assure that claims are handled within the guidelines of the worker's
compensation reform package, and that the clients receive the benefit of the
cost savings,” said Robinson. “We also help our clients obtain worker's
compensation insurance coverage at competitive rates in the changing markets.”
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HR Departments Pull Their Weight as Valuable Resources
West Hollywood, CA – August 30, 2006 – Ask most employees what the
function of their company's human resource department is, and it's likely the
last thing you will hear is “making a profit.”
Human Resource
departments balance several different roles within a company, acting as internal
consultant, handling administrative duties and working as an advocate for both
employer and employee. But recent studies and literature have concluded that the
HR department is an integral part of the company's bottom line.
In recent
years, business books like Michael E. Echol's “ROI on Human Capital Investment”
and Jack J. Phillip's “The Human Resources Scorecard,” have drawn a direct link
between how a company manages its people and positive financial performance.
It's a concept that has also been backed up by consulting firm Watson Wyatt,
which conducts its annual Human Capital Index report that studies the impact
human resource services have on a company's value.
As competition becomes
more fierce in a global economy, it will be necessary for companies looking to
squeeze profits out of every part of their operations to start investing more
thought in HR departments, something that has been somewhat remiss.
“Unfortunately, most organizations view human resources as a necessary evil,”
said Ari Rosenstein, Director of Marketing for CPEhr, one of the largest and
most experienced human resource consulting firms in California. “While it's true
HR often handles the mundane day-to-day employee paperwork, they are missing a
tremendous opportunity to view HR as a method in which to increase business
revenue.”
It may seem like a no-brainer, but employees that are
well-trained, rewarded and respected end up contributing to a better bottom
line. And it takes the right human resource leadership to ensure employers are
making the right decisions with regard to their most valuable resource, their
employees.
CPEhr – a human resource outsourcing firm with close to 25
years of experience servicing 13,000 worksite employees in 24 states – provides
the answers by helping companies create an environment that celebrates its
employees, while maintaining a close watch on overhead costs. CPEhr's many
services include showing businesses how to establish appropriate policies and
deal with complex issues that impact financial performance.
“By investing
with CPEhr, our clients are able to see a return in two areas,” said Rosenstein.
“First, by hiring CPEhr to administer their employee-related paperwork and
answer HR questions, they're able to free up time to focus on more valuable
business activities. Second, by implementing employee-development programs, such
as training, internal surveys and performance evaluations, CPEhr helps foster a
worker-friendly environment where employees feel respected and appreciated.”
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CPEhr Keeps Pace With Growth of HR Outsourcing
West Hollywood, CA – January 8, 2007 – Human resources gained a permanent
role in the American workplace during the 1950s, as the evolution of
employment-related laws and sociological trends took shape. Today, it's quite
clear: This isn't your father's HR world, or even your older sister's.
With double-digit growth and heightened acceptance among corporations, the
multi-billion dollar Human Resource Outsourcing (HRO) industry has forever
changed the landscape of managing people. Covering that landscape in California
is CPEhr, one of the largest and most experienced privately held human resource
consulting firms and PEOs in the state.
According to IDC, a market
intelligence firm based in Massachusetts, companies worldwide are expected to
spend more than $103.3 billion by 2007 on HRO, up significantly from the $61.2
billion spent in 2002. The IDC report expects the growth to continue at roughly
9% through 2010, with a significant portion occurring at the mid-market level,
the area currently served by CPEhr.
“I believe that one of the main
trends will continue to be a 20-30% per year increase in the utilization of
outsourced providers within the mid-market segment,” said Soley Van Lokeren,
CPEhr's Director of Business Development. “This includes companies with 50-500
employees. Within the mid-market segment, I foresee a greater number of smaller
clients that will use an outsourced solution.”
Outsourcing solutions have
become more than a trend. They are a growing economic and sensible alternative
for every business, large and small. It's estimated that 85 percent of all U.S.
companies outsource some of their HR, including those who need it for employee
recruitment, part of CPEhr's vast amount of services.
The use of
outsourcing services like CPEhr allow companies to focus on the bottom line,
while turning over the day-to-day administrative duties like employee training,
payroll, and benefit management to highly qualified experts. CPEhr – a human
resource consulting company with close to 25 years of experience and 13,000
worksite employees in 24 states – has become one of California's major players
in HRO by helping company executives create an environment that celebrates their
employees, while maintaining a close watch on overhead costs.
“The key
elements that satisfy executives with making the decision to outsource to CPEhr
are our experience, infrastructure and service delivery,” said Van Lokeren.
“Because of our size, we are able to provide flexible solutions that fit with
our client's industry, size and growth goals. Knowing our clients well provides
for specific, measurable results on a per client basis.”
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PEOs Help Companies Navigate California's Complex Business Maze
WEST HOLLYWOOD, Calif. – January 30, 2007 – Burdened by increasing labor
regulations, California is considered by many experts to be the most difficult
state in which to do business. These complexities have led to the tremendous
growth and increasing need for PEO services – Professional Employer
Organizations – and California Employee Leasing Companies.
A recent study
revealed that 60 percent of California business leaders were frustrated by
policies that restrict job growth and are rife with oppressive regulatory
standards. The study conducted by the consulting firm Bain & Co. reported that
the price of doing business in California costs approximately 30 percent more
than in other Western states, and that California regulations are “more costly,
complex and uncertain than those in any other state, by a wide margin.”
The result of this tough business environment has led to growth of many
California PEO companies, like CPEhr. The Los Angeles-based firm has been an
industry leader in California since 1982, providing clients with an effective
outlet to outsource human resource demands in the areas of benefits, payroll,
worker's compensation and other HR consulting needs. It's a cost-effective
solution for companies operating in a tumultuous business climate.
“CPEhr
can help with an employer's frustration with California's strict regulations by
providing them with a team of professionals that assist them with a variety of
services,” said Mitzi Branvold, CPEhr's Manager of Human Resources. “CPEhr takes
pride in educating California employers on the laws and regulations. We explain
the possible consequences in regards to acting on impulse. When a client is
faced with an issue and seeks our advice, we educate them about the reasons
behind our advice, as opposed to simply reciting the law.”
Many of those
clients are turning to CPEhr and other PEOs in record numbers. The PEO industry,
previously known as Employee Leasing services, serves between two and three
million employees per year and is experiencing an increase of more than 20
percent annually, according to NAPEO, the national trade association for the
industry. PEOs have penetrated just a fraction of their potential market,
leaving the prospect for substantial growth wide open as the sector continues to
consolidate and become flush with capital.
“This has created a great
opportunity for California and CPEhr,” said Branvold. “Because of these changing
regulations, CPEhr has to constantly stay ahead of the game by offering
customized PEO services to California employers. CPEhr is currently doing this
with the flexibility and courtesy that our clients expect and deserve.”
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CPEhr Releases New White Paper: "Human Resources Outsourcing: A Boon for
Overwhelmed California Businesses."
West Hollywood, CA – June 4, 2007 – CPEhr, a leading California Human
Resources Outsourcing and Employee Leasing Firm, recently released a new White
Paper detailing the unique employment challenges facing California employers,
and the increasingly popular trend of HR Outsourcing. The White Paper
demonstrates how outsourcing certain personnel functions to a professional HRO
or PEO firm can reduce the risk of lawsuits, increase internal efficiencies and
improve employee productivity.
CPEhr has provided California human resources support and direction to the local
marketplace for over 25 years. Compiled by Director of Marketing Ari Rosenstein,
the White Paper is based on CPEhr’s extensive experience working with California
businesses.
“California is clearly the most complex state in which to do business,” said
Rosenstein. “Employers face an ever-growing barrage of regulations and
governmental compliance, and the average entrepreneur is ill-equipped to manage
them. HR Outsourcing has become an increasingly attractive option for these
small and mid-sized business owners.”
The White Paper focuses on the role HR Outsourcing plays in the California
business landscape, and the enormous growth of the industry. The niche
Professional Employer Organizations (PEO) industry is highlighted, with a
detailed description of the services and value offered to small and mid-sized
business owners. These include:
-Reducing administrative paperwork
-Protecting against potential employee lawsuits
-Attracting top talent with robust health insurance and benefits
-Implementing OSHA compliant safety policies
-Filing taxes and processing payroll
Rosenstein notes, “The value PEOs and HR Outsourcing Firms bring to an
organization is obvious. By eliminating cumbersome activities and partnering
with an expert in the area of HR, companies can leverage their existing staff
more efficiently, and avoid costly lawsuits.”
CPEhr has been a leader of HR Outsourcing and PEO services since 1982. With over
15,000 serviced employees and hundreds of clients, CPEhr is the largest
privately-held PEO based in California. With unparalleled service and experience
in the local marketplace, CPEhr is familiar with the needs of California
employers, and is able to deliver a solution that fits their need. A free copy
of the White Paper can be downloaded from their corporate website at http://www.cpehr.com/newslink.html.
CONTACT INFORMATION:
Ari Rosenstein, Director of Marketing
310-734-4222
CPE HR, Inc.
9200 Sunset Blvd, Suite 1100
West Hollywood, CA 90068
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CPEhr Improves Site and Offers Trainings to Serve California Employers
West Hollywood, CA – June 20, 2007 – CPEhr, one of the largest
independently owned Human Resources Outsourcing firms in California, announced
today two company initiatives that will enhance its educational Human Resources
services for the growing base of California’s small and mid-market employers.
CPEhr has set in motion a website redesign and in-house training seminars in
order to provide current clients and California-based employers with the most
up-to-date information regarding California’s challenging business environment.
CPEhr, which has been assisting California clients since 1982, accomplished its
first priority of improving the website experience by simplifying its design and
adding relevant content, including human resource links, articles, press
releases and the company’s most recent white paper report on the employment
challenges faced by California employers and the growing trend of HR
Outsourcing. The website also features seamless navigation, more focused content
and a cleaner interface for a user-friendly experience.
“There were two motivations behind upgrading our website,” said Ari Rosenstein,
CPEhr’s Director of Marketing. “First, we want to offer a more enjoyable user
experience and second, we want to offer our clients more online self-service and
the opportunity to advertise and interact with other CPEhr clients and
employees.”
The technological advancements of the site mean a faster loading experience for
users. From the home page, companies with less than 100 employees are directed
to content that’s customized for their special needs. For employers with more
than 100 employees, their starting point outlines key employment strategies.
CPEhr’s in-house training seminars are focused toward employers who want their
supervisors to attain the highest levels of managerial and interpersonal skills.
The seminars, which are free to both clients and outside business
representatives, have become so popular that the company is forced to move them
to a larger venue in the future. The educational content can also be accessed
via a secure conference line.
“Providing management training and employee development seminars are an
important activity that can boost staff productivity and loyalty,” said
Rosenstein. “However, proper training conducted by a certified Human Resources
Trainer can be costly, and most businesses never provide it. CPEhr has always
offered training for its clients and recently opened its doors to all California
employers.”
The website’s fresh look and the in-house seminars are part of CPEhr’s evolution
as a company, which is growing rapidly as the demand for HR Outsourcing
increases. CPEhr assists clients with the time-consuming tasks that bog down
employers, including HR administration, labor law compliance, risk management
consulting and recruiting services. CPEhr helps clients keep costs down and
profits up by implementing cost-effective HR tools to manage the complex
California regulations.
CONTACT INFORMATION:
Ari Rosenstein
Director of Marketing
310.385.1000
This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
www.cpehr.com
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CPEhr has helped reduce our liability of being an employer, and has freed up our time to focus on our core business. As a CEO you simply don't have the time keep track |
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of all the new legislation. |
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CEO,
Barbecue Retail Franchise Chain
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