Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. -Steve Jobs

Amex Open Offers Tips to Creating A Stress-Free Office

Ever since Google’s work culture was shared with the rest of us, it seems that we are struggling to find the balance between structure and relaxation. In this era, leaning too much on one side of the spectrum vs. the other can cause chaos. Too structured, the employees feel that they are in the military and too relaxed…well it’s hard to get people motivated to actually work. Amex Open and Cheddar have teamed up to come up with a few ways to balance the two in order to create balance. Check it out below:

8 Small Business New Year Resolutions for 2017

As a Small Business owner with employees, I lean a lot on ADP a lot for my Small Business Payroll and Human Resource solutions. I know the information is up to date and valid for my clients.

Here is a valuable gem that I received from this morning.

  1. Review Hiring ProceduresCheck your job ads, recruiting practices, application forms, interview questions and screening and selection procedures. Do they comply with all applicable laws? Is everyone involved in the hiring process properly trained? Do they know who to go to if they have a question or issue? Note: Some states and municipalities have strict laws regarding employer inquiries about an applicant’s criminal history.
  2. Create/Update Job DescriptionsIdentify the roles, responsibilities and qualifications needed for every position. Each job description should include the reporting structure, if the position is exempt or nonexempt, a job summary with essential functions, including any physical requirements, and the requisite qualifications and skills. Note: You should always include a statement specifying that your company reserves the right to change the duties of the job at any time and that the job description is not designed to cover all of the position’s requirements.
  3. Review Job ClassificationsApply the proper federal and state tests, such as the IRS Common Law Test or the Department of Labor Economic Realities Test, to determine whether a worker is an employee or an independent contractor. Likewise, review all employees to ensure that they are either classified as nonexempt (and should receive overtime) or exempt (they meet the job duties and salary basis tests as well as the new minimum salary threshold).
  4.   Assess the Impact of Overtime ChangesThe U.S. Department of Labor released final overtime rules that take effect on December 1, 2016.* The final rules increase the salary threshold for certain exempt employees. Make sure current employees and those onboarded in the future are classified correctly so that those who are due overtime pay do in fact receive it.
  5. Create/Update Your Employee HandbookIf you don’t have a handbook, create one. If you already have a handbook, you should update it at least annually. This resource can help you communicate company policies to your employees, set expectations and demonstrate your effort to comply with various laws.
  6. Make Sure You Are Complying With the NLRBThe National Labor Relations Board (NLRB) has been scrutinizing employer practices and policies regarding employees’ rights to work together to improve wages and working conditions. Focus on ensuring your policies concerning social media, confidentiality and standards of conduct don’t infringe on employees’ Section 7 rights.
  7. Develop/Review Your Performance PlanA performance management plan can help you communicate goals to employees, assess achievement and reward top performers. Note: At a minimum, you should evaluate employee performance annually.
  8. Review Record Keeping PracticesEmployers must maintain certain records to comply with federal, state and local laws. Some rules require that certain records be stored in separate, confidential files. The following information should not be stored in personnel files:• Any information reflecting that an employee is a member of a protected group (such as race, gender, ethnicity or veteran’s status)• Any document that relates to an employee’s medical condition or overall health

Article source: click here.

* On November 22, 2016, a U.S. District Court temporarily blocked the new overtime rules from going into effect on December 1, 2016.

Form 1120 is Due

Tax Form 1120Form 1120 is Due on March 15. 

If you don’t think you will have your tax return completed in time, request an automatic 6-month extension by filing IRS Form 7004. Be sure to include your estimated tax deposit with the form.


Happy New Year!!!

Happy New Year 2016It’s that time of year again, where we all reflect on the past 365 days.

On this New Year’s Eve, we can confidently say that we are so proud of 2015.

We experienced growth and gained knowledge, as well as built new relationships, but most importantly…

 We want to say “THANK YOU” for being our client and for putting your trust and faith in us to take care of you. We feel so blessed and PROUD to say that we work together with YOU.

We also want to wish you a very Happy New Year full of success, prosperity, health, and most of all love.

Your Guide to Holiday Bonuses & Gift Giving

christmas-xmas-gifts-presentsIf you are looking to pay your employees or contractors a Bonus for their outstanding performance, or as a gift, please read the link in this post. ADP has a very informative Blog going with some great tips. Click here to read what they have to say about Holiday Bonuses.

Welcome Oscar Miranda!!!

The Six Group would love to welcome Oscar Miranda to our client portfolio. Oscar is based out of Los Angeles. He is a Vine Celebrity that has reached 550k followers and continues to rise. He is also on Instagram, SnapChat, Facebook, and Twitter. He also works with Jay Mendoza, Landon Moss, Mr. Chuey, Rudy Mancuso, Chris Ashley, among others.

You can follow him at Vine: Oscar Miranda IG: Oscar Miranda Twitter: Oscar Miranda Facebook: Oscar Miranda

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