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General Terms

ELPI: Employment Liability Practices Insurance protects and employer from various legal and third party actions that could jeopardize the financial wellbeing of their company. An Employment Practices Liability insurance policy covers each client for the legal defense and damages for employment related claims such as unlawful discrimination, harassment, or civil rights violations.

HR: Human Resources, the total sum of all items regarding employees, employment, and the employee/employer relationship.

HRIS: a Human Resources Information System, is a software or online solution for the data entry and tracking of a company's human resources department information, payroll, management, and accounting. Online versions allow online access by owners and employees for real time information sharing. HRIS functions include: management of all employee information; company documents such as employee manuals, emergency procedures and safety guidelines; benefits administration including enrollment, status changes, and personal information updating; payroll integration with the company's accounting system; and generates tracking reports for: attendance and time off; salary and pay rate history; job titles or pay grades; job performance records; training completed; disciplinary actions; personal information; and other custom reports.  

HRO: Human Resources Outsourcing organization. An HRO provides payroll processing, direct deposits, filing payroll taxes, but under your companies FEIN. An HRO can provide assistance with questions regarding compliance, access to insurance, work comp, and medical and dental benefits, but these are based on your employee base, not a pool like with the PEO, and employment risks remain within your organization. 

PEO: A Professional Employer Organization co-employs the workers of another business in order to take on a level of shared risk, assume responsibility for employment and government compliance, regarding such issues as new hire reporting, filing and paying taxes, unemployment claims admin, and workers compensation issues. In addition, a PEO can provide pooled employee medical, dental, and other healthcare related plans. Pooling ideally provides smaller future cost increases to your business. The PEO can absorb costs against a larger company base. The PEO uses its own FEIN, while the contracted business owner will continue to hire, fire, and make salary decisions.

SSAE 16: An internal controls audit that provides multiple benefits for HR Strategies clients. If a client of HR Strategies is to be audited, they can provide that auditor with a copy of the SOC Report to assist in the audit processes related to payroll items. This report is just another way HR Strategies works relentlessly to make our clients’ lives easier.

Employee Benefits

401k: A 401(k) is a type of retirement savings account.

403b: A 403(b) plan is a tax-advantaged retirement savings plan available for public education organizations, some non-profit employers (only US Tax Code 501(c)(3) organizations), cooperative hospital service organizations and self-employed ministers in the United States.

529: A 529 Plan is an education savings plan operated by a state or educational institution designed to help families set aside funds for future college costs.

EAP:  Employee Assistance Program provides a variety of counseling services, work/life services, online services, management and organizational services, and program promotion and training to employees, their dependents, and employers.

COBRA: The Consolidated Omnibus Budget Reconciliation Act gives you the right to choose to keep the group health insurance benefits that you would otherwise lose after you reduce your work hours, quit your job, or lose your job.

FSA: A Flexible Spending Account is one of a number of tax-advantaged financial accounts that can be set up through a cafeteria plan of an employer in the United States. An FSA allows an employee to set aside a portion of earnings to pay for qualified expenses as established in the cafeteria plan, most commonly for medical expenses but often for dependent care or other expenses.

HSA: A health savings account (HSA) is a tax-advantaged medical savings account available to taxpayers in the United States who are enrolled in a high-deductible health plan. The funds contributed to an account are not subject to federal income tax at the time of deposit. Unlike a flexible spending account (FSA), funds roll over and accumulate year to year if not spent.

HR Consulting

BLS response: The Bureau of Labor Statistics (BLS) is the principal fact-finding agency for the Federal Government in the broad field of labor economics and statistics. The BLS is an independent national statistical agency that collects, processes, analyzes, and disseminates essential statistical data to the American public, the U.S. Congress, other Federal agencies, State and local governments, business, and labor. The BLS also serves as a statistical resource to the Department of Labor.

DOL: Department of Labor’s mission is to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

EAP:  Employee Assistance Program provides a variety of counseling services, work/life services, online services, management and organizational services, and program promotion and training to employees, their dependents, and employers.

E-Verify: An Internet-based, free program run by the United States government that compares information from an employee's Employment Eligibility Verification Form I-9 to data from U.S. government records. If the information matches, that employee is eligible to work in the United States.

FLSA: The Fair Labor Standards Act establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.

FMLA: Family Medical Leave Act

I-9: The Employment Eligibility Verification Form I-9 is a U.S. Citizenship and Immigration Services form. It is used by an employer to verify an employee's identity and to establish that the worker is eligible to accept employment in the United States.

INS: The Immigration and Naturalization Service is a department of the US government, which was established to facilitate and provide information and services relating to Immigration and Naturalization.

OSHA: The Occupational Safety and Health Administration’s mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health.

Regulatory Compliance

ADA: Americans with Disabilities Act

BLS response: The Bureau of Labor Statistics (BLS) is the principal fact-finding agency for the Federal Government in the broad field of labor economics and statistics. The BLS is an independent national statistical agency that collects, processes, analyzes, and disseminates essential statistical data to the American public, the U.S. Congress, other Federal agencies, State and local governments, business, and labor. The BLS also serves as a statistical resource to the Department of Labor.

CCPA: The federal wage garnishment law, Consumer Credit Protection Act (CCPA), protects employees from discharge by their employers because their wages have been garnished for any one debt, and limits the amount of an employee's earnings that may be garnished in any one week. The Wage and Hour Division (WHD) of the Department of Labor administers this Act.

COBRA: The Consolidated Omnibus Budget Reconciliation Act gives you the right to choose to keep the group health insurance benefits that you would otherwise lose after you reduce your work hours, quit your job, or lose your job.

DFWA: The Drug-Free Workplace Act (DFWA) requires covered employers and contractors to certify that they are maintaining a drug-free workplace. The DFWA requires that federal agency contractors and employers receiving federal grants of $25,000 or more certify that they are maintaining a drug-free workplace.

DOL: Department of Labor’s mission is to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

DOT: The Department of Transportation oversees federal highway, air, railroad, and maritime and other transportation administration functions.

EEOC: Equal Employment Opportunity Commission is an independent federal law enforcement agency that enforces laws against workplace discrimination.

ERISA: The Employee Retirement Income Security Act is a federal law that sets minimum standards for pension plans in private industry; including minimum standards for participation, vesting, benefit accrual and funding; requires accountability of plan fiduciaries;  gives participants the right to sue for benefits and breaches of fiduciary duty; and guarantees payment of certain benefits if a defined plan is terminated, through a federally chartered corporation, known as the Pension Benefit Guaranty Corporation.

E-Verify: An Internet-based, free program run by the United States government that compares information from an employee's Employment Eligibility Verification Form I-9 to data from U.S. government records. If the information matches, that employee is eligible to work in the United States.

FLSA: The Fair Labor Standards Act establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.

FMLA: Family Medical Leave Act

GINA: The Genetic Information Nondiscrimination Act of 2008 (GINA), prohibits genetic information discrimination in employment and in group health plan coverage based on genetic information. It is illegal to discriminate against employees or applicants because of genetic information. GINA prohibits the use of genetic information in making employment decisions, restricts employers and other entities from requesting, requiring or purchasing genetic information, and strictly limits the disclosure of genetic information.

HIPAA: The Health Insurance Portability and Accountability Act protects health insurance coverage for workers and their families when they change or lose their jobs; requires the establishment of national standards for electronic health care transactions and national identifiers for providers, health insurance plans, and employers; and addresses the security and privacy of health data.

I-9: The Employment Eligibility Verification Form I-9 is a U.S. Citizenship and Immigration Services form. It is used by an employer to verify an employee's identity and to establish that the worker is eligible to accept employment in the United States.

INS: The Immigration and Naturalization Service is a department of the US government that was established to facilitate and provide information and services relating to Immigration and Naturalization.

IRCA: Immigration Reform and Control Act of 1986 (IRCA) was passed in order to control and deter illegal immigration to the United States. Its major provisions stipulate legalization of undocumented aliens who had been continuously unlawfully present since 1982, legalization of certain agricultural workers, sanctions for employers who knowingly hire undocumented workers, and increased enforcement at U.S. borders.

OSHA: The Occupational Safety and Health Administration’s mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health.

Title VII: The portion of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex and national origin.

USERRA: The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects service members' reemployment rights when returning from a period of service in the uniformed services, including those called up from the reserves or National Guard, and prohibits employer discrimination based on military service or obligation. The U.S. Department of Labor’s (DOL) Veterans’ Employment and Training Service (VETS) administers USERRA.

WARN: The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Payroll Management

FICA: Federal Insurance Contributions Act is a U.S. law requiring a deduction from paychecks and income that goes toward the Social Security program and Medicare. Both employees and employers are responsible for sharing the FICA payments.

FUTA: Federal Unemployment Tax Act is a payroll or employment tax paid solely by the employer. While the FUTA tax is paid by the employer, it is based on each employee’s wages or salary.

IRS: The Internal Revenue Service is the U.S. government agency responsible for tax collection and tax law enforcement.

SUTA: State Unemployment Tax Authority imposes a SUTA tax against businesses for unemployment claims.

W2: The Form W-2 is a statement that must be prepared by employers each year for employees, showing the employee's total gross earnings, Social Security earnings, Medicare earnings, and federal and state taxes withheld for the employee.

W4: The Form W-4 is used by employers to determine the correct amount of tax withholding to deduct from employees' wages, based upon how the employee has filled out the form. When filling out a Form W-4, an employee calculates the number of Form W-4 allowances he or she will claim, based on his or her expected tax filing situation for the year.