Current HR

We're thrilled to announce that Current HR has been named one of Cincinnati Business Courier's 25 Up-and-Coming Companies to Watch in 2025! This recognition is a testament to our team's hard work and dedication to providing innovative HR solutions for businesses of all sizes. We're honored to be included on this list alongside so many other amazing companies in the Cincinnati region. Check out the full article to learn more about the other companies on the list: https://lnkd.in/gJ2EA5Jt #hrtech #startups #cincinnati #bizjournals

Overtime Rule Update: Important Changes A federal judge recently blocked a new overtime rule that would have significantly increased the salary threshold for "white-collar" overtime exemptions. This means you may have more flexibility in your compensation planning.

Yesterday Current HR's CEO, Charlie Vance, had the opportunity to share some about Current HR's journey with local business leaders and give some advice to future entrepreneurs at DBL Law's quarterly Made It Series event.

New Overtime Rule: How Will It Impact Your Business? The Department of Labor (DOL) has issued a new rule on overtime that will significantly impact many businesses. The most notable change is the increase in the salary threshold for white-collar exemptions. This means that more employees will be eligible for overtime pay. What can your business do to prepare? --Identify employees who are currently classified as exempt but may no longer be eligible under the new rule. --Evaluate your options for complying with the new rule. Increase salaries to the new minimum threshold or convert employees to non-exempt status. When reclassifying employees to non-exempt status due to the new overtime rule, employers need to consider several key compensation issues: --Hourly Rate: Determine the employee's new hourly rate, factoring in potential overtime. --Regular Rate of Pay: Accurately calculate overtime pay based on the "regular rate," which includes various forms of compensation beyond just the base hourly rate. --Incentive and Bonus Pay: Include non-discretionary bonuses and other incentives in the regular rate calculation for overtime purposes. --Tracking Work Time: Implement systems to accurately track non-exempt employees' work hours. --Benefits: Address any differences in benefits between exempt and non-exempt employees and transition reclassified employees accordingly. Current HR can help! We can assist your business with all aspects of complying with the new overtime rule, from identifying affected employees to developing a compliant compensation plan. Contact us today to learn more. #overtime #HR #compliance #CurrentHR   *Note: This article is for informational purposes only and does not constitute legal advice. Always consult with a legal professional regarding specific situations.*

This week, Current HR CEO, Charlie Vance, presented to Northern Kentucky Chamber of Commerce HR 100 Legal Series about the recent legislative changes and court rulings affecting small and medium sized businesses.

Don't let PEO billing be a mystery. Many businesses struggle to fully grasp what exactly their PEO is charging them. If you're among them, take action. A Professional Employer Organization (PEO) can use either a bundled or unbundled pricing model. Current HR always offers an unbundled pricing model to its clients, however, some clients prefer a bundled approach. Bundled pricing With a bundled model, PEOs charge a single percentage amount for every payroll. This model is a package of all services that are included for a set price. It's simple but may not always be the most cost-effective option. All direct costs are included in one line-item, such as: payroll taxes, workers' compensation insurance, employee benefits, administrative fees, FICA, FUTA, and SUTA. Some PEOs may bundle pricing together so that the cost of individual fees isn't immediately apparent. Unbundled pricing This model breaks down the costs into major categories, such as: state and federal unemployment insurance costs, current taxes your company is liable for, and administrative fees. The benefits of unbundled pricing are flexibility, predictable budgeting, transparency, and cost-effectiveness. Bundled billing can be efficient but it's crucial to have a full understanding of your costs Understanding your costs is key to maximizing the value of your PEO partnership.

Check out this LinkedIn article by Current HR CEO, Charlie Vance. Kindness: A Competitive Advantage.

Juggling HR tasks like onboarding new hires, running payroll, and handling benefits can be a real headache for small and medium-sized businesses. It's a lot to keep track of, and it's not always easy to find the right help. Large businesses have a huge advantage over small businesses because they have the resources and capital to devote sophisticated HR software, competent HR staff, and competitive benefits. That’s why small and medium-sized businesses (SMBs) are increasingly turning to Professional Employer Organizations (PEOs) to streamline HR, boost growth, and improve employee satisfaction. The data is compelling: Resilience: NAPEO's 2023 research reveals SMBs who work with PEOs are significantly more likely to stay in business. Growth: These businesses experience higher growth rates than their peers who do not work with PEOs. Retention: PEOs contribute to lower employee turnover and higher employee satisfaction. As a result, the PEO industry has seen remarkable growth, with 4.5 million employees now working for over 208,000 PEO clients in the US. That's 17% of all businesses with 10-99 employees! As an article from Bussiness.com put it: “[t]he time working with a PEO saves is potentially more valuable than the direct spending you can cut for these services. This is why proper outsourcing is one of the best ways for a small or midsize business to improve its overall ROI.” If you're an SMB owner, it might be time to consider how a PEO could transform your business. Current HR offers access to HR experts with years of experience helping businesses improve their workplace cultures, maintain compliance with complex rules and regulations, implement new HR processes and procedures, and more. Schedule a consultation with one of our trusted business advisors to learn more. #PEO #SMB #HR #Growth #EmployeeSatisfaction

Small business owners are feeling overwhelmed with all the employment law changes that have occurred in 2024. From overtime eligibility changes to new standards for independent contractors and regulations on pregnancy accommodations, it's crucial to stay on top of the ever-changing legal labyrinth. Don't get caught off guard – keep your business compliant and your employees informed. Current HR can free up your time to focus on what you do best and remove the nervous speculating about whether you’re doing all the right things. #smallbizlife #HRmadeeasy #CurrentHR #HR #payroll #compliance #smallbusiness #HRsolutions #outsourcedHR

Focus on your passion, not your paperwork! Current HR is your one-stop shop for payroll, benefits, and compliance. Our expert team has your back so you can focus on what truly matters – your business! Watch our new video featuring Current HR CEO, Charlie Vance, to learn more. #smallbizlife #HRmadeeasy #CurrentHR #HR #payroll #compliance #smallbusiness #HRsolutions #outsourcedHR