Fortune Business Consulting

Category: Employee

  • When “It’s Just Payroll” Becomes a $20K Fine 

    When “It’s Just Payroll” Becomes a $20K Fine 

    Many small business owners think of payroll as a back-office task—just cutting checks and sending pay slips. But payroll isn’t just about payment; it’s a compliance-heavy process with real legal consequences. 

    In 2025, regulatory bodies will crack down on payroll errors, and small businesses are the most vulnerable. A “minor” oversight in wage calculation, classification, or tax submission can easily spiral into a lawsuit, audit, or a hefty fine—often over $20,000.

    Misclassifying Employees vs. Contractors 

    One of the most common payroll mistakes is misclassifying employees as independent contractors to avoid taxes or benefits. This might save money short-term, but once flagged by labor departments, the penalties include: 

    • Back pay for overtime and benefits 
    • Employer payroll taxes 
    • Additional federal/state fines 

    Avoid this by reviewing classification laws like the IRS 20-factor test and using local labor guidelines. 

    Missing Tax Deadlines 

    Payroll involves more than just salaries—it includes federal and state tax withholdings, unemployment insurance, and social security contributions. Missing deadlines for filing forms like 941, W-2, or 1099 can trigger automatic penalties. 

    • Late W-2 filing penalty: up to $290 per form 
    • Failure to deposit payroll taxes: up to 15% interest + penalties 
    • Incorrect TIN: $50 per incorrect return 

    Protect your business by using automated payroll software that tracks due dates and files directly with tax agencies. 

    Failing to Track Overtime or Breaks 

    Most labor laws require overtime for non-exempt employees working over 40 hours a week. If you aren’t tracking hours properly or paying time-and-a-half when required, that’s considered wage theft—even if accidental. 

    • Recent lawsuits have forced small businesses to: 
    • Pay years of backdated overtime 
    • Cover legal fees for employees 
    • Face public backlash and reputation damage  

    Fix this by implementing a compliant time-tracking system and ensuring managers understand local labor laws. 

    Inaccurate Record Keeping 

    Payroll records must be kept for several years, depending on your jurisdiction. Inaccurate or missing records during an audit can make you liable—even if you were paying correctly. 

    • Fines can go up to $1,100 per missing record 
    • Businesses may be barred from government contracts 

    Stay compliant by maintaining digital records for at least 3–5 years and backing them up securely. 

    Conclusion 

    Payroll is not “just admin.” It’s a compliance function with financial and legal exposure. As your team grows and regulations evolve, outsourcing to a PEO or using payroll specialists may save you more than DIY errors ever could. 

    Reference

  • You Hired Fast. Now You’re Firing Wrong. 

    You Hired Fast. Now You’re Firing Wrong. 

    Because no policy is still a policy… and it might cost you more than you think. 

    When startups scale, speed often becomes a double-edged sword. You boarded fast. Filled in gaps. Trust your gut. Hope for the best. But now the honeymoon phase is over.  A recent hire isn’t performing. There’s tension. Productivity is dropping. Your team is frustrated. And you’re ready to let them go. But wait—do you have: 

    • Documentation of their performance issues? 
    • A signed employee handbook? 
    • Proof of consistent treatment across all employees? 
    • A compliant termination process? 

    If not, you’re not just firing wrong—you’re firing dangerously. 

    The Compliance Cost of “Wing It” Off boarding 

    Terminating an employee without proper HR processes opens the door to claims of: 

    • Wrongful termination 
    • Discrimination 
    • Retaliation 
    • Hostile work environment 

    In fact, wrongful termination lawsuits have been increasing steadily.  Most small businesses don’t think this could happen to them—until it does. 

    What You Thought Firing Would Look Like: 

    • Quick meeting 
    • Professional goodbye 
    • Moving forward 

    What It Can Actually Look Like Without HR Support: 

    • A formal demand letter 
    • Legal consultations 
    • Public reviews and damage contro 
    • Burned out internal teams 
    • Massive payouts 

    Enter the PEO: Your HR Safety Net 

    A Professional Employer Organization (PEO) doesn’t just help with hiring. It gives you the legal and structural backbone to exit an employee legally, fairly, and with minimal risk.  Here’s what that looks like: 

    Documented Performance Reviews 

    PEOs help establish performance management systems that track: 

    • Goals set and missed 
    • Feedback delivered 
    • Actions taken 
    • Warnings issued 

    No guesswork. Just clear records. 

    Termination Protocols 

    From verbal warnings to final separation, PEOs create standardized procedures aligned with labor law and state-specific compliance rules. 

    Legal Support On-Call 

    If a situation gets tricky, PEOs provide: 

    • Immediate HR guidance 
    • Legal review of documentation 
    • Support during difficult exit

    Think of it as your HR pit crew—handling the friction, so your business keeps moving. 

    The Real Cost of Getting It Wrong 

    According to SHRM, the cost of one wrongful termination lawsuit—even if you win—can range from $75,000 to $125,000 in legal fees and productivity loss.  Worse, it’s not just about one employee. The morale hit, reputational damage, and internal tension can ripple across your team

    PEOs Prevent These Scenarios by Design 

    Instead of reactive HR, you get proactive protection: 

    • Pre-written policies 
    • Documented performance systems 
    • Legal compliance checkpoints 
    • Strategic workforce planning 
    • Conflict de-escalation mechanisms 

    You’re no longer just “firing” someone—you’re managing risk the right way. 

    Firing Isn’t the Problem. Unstructured Offboarding Is. 

    Letting go of someone who doesn’t fit is sometimes the right move. But how matters as much as the why. And if you’re growing, the stakes are too high to keep guessing your way through terminations.  So, before your next hire becomes your next HR nightmare, ask: 

    “Are we protected if this doesn’t work out?”  If the answer is no, it’s time to bring in a PEO. 

    References: 

  • You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    There’s no siren. No Slack ping. No dramatic exit. Just a resignation letter. 

    But two weeks later, there’s an email from their attorney. What started as a simple departure has spiraled into a legal complaint—and now you’re questioning every policy, every payroll entry, every email sent during that employee’s time with your business.  And here’s the real kicker: 
    It could have been prevented

    HR Fires Don’t Always Start Loud 

    Small businesses often believe they can manage HR “in-house”—until something breaks down. And by then, it’s usually expensive.  One misunderstood termination. A payroll delay. The benefits of miscommunication. When these things stack up, your top talent doesn’t just leave—they take their frustrations to court. That’s when the true value of a PEO (Professional Employer Organization) becomes painfully clear. 

    The Problem Most Founders Don’t See Coming 

    When you build your business without HR infrastructure, you’re building cracks beneath the surface. 

    • You hire fast to keep up with demand 
      • You rely on templates for contracts and policies 
      • You assume “everyone’s fine” because no one’s complaining until they do

    What You Thought You Were Doing Right: 

    • sing an HR tool to onboard new hires 
      • Having a payroll software to handle salaries 
      • Providing “basic” benefits like health insurance 

    What Actually Happened: 

    • An outdated employment contract didn’t protect your company 
    • • A missed compliance update led to unlawful dismissal 
    • • The benefit plan wasn’t competitive—so they left for better 
    • And worse: you were caught completely off guard. 

    What a PEO Could’ve Prevented: 

    • Proper documentation for terminations 
    • Access to legal HR advisors before decisions are made 
    • Competitive benefits that retain high performers 
    • Real-time compliance updates, not outdated policy templates 
    • A formal grievance and resolution process 

    The Cost of Waiting Until It’s Too Late

    The average employment lawsuit costs businesses $125,000+, according to Hiscox’s Guide to Employee Lawsuits.  Even if you win, the cost in legal fees, time, and brand trust is irreversible.  A PEO, on the other hand, costs a fraction of that—and prevents most issues before they become threats. 

    The Employee Who Left Shouldn’t Be the One Who Teaches You the Lesson 

    Smart HR isn’t just paperwork. It’s prevention.  When the right systems, advisors, and benefits are in place, your people stay—and when they don’t, your business is still protected. You don’t need a PEO… 
    Until the moment you wish you had one yesterday. 

    Ready to talk about PEO support before something breaks? 

    Let’s explore what it would look like for your business. 

    References: 
  • What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    Because sometimes, the biggest profits come from what you didn’t lose.  You won’t see it at first glance. 

    There’s no flashing red alert. No urgent Slack message. No budget meeting meltdown. Just a quiet, consistent drain happening behind the scenes of your growing business. It might show up in the form of a compliance fine you didn’t see coming. Or the resignation of a high  performer after one too many payroll glitches. Or worse—lawsuits, turnover, and missed opportunities stacked like hidden fees under “Operating Expenses.”  But here’s the twist: 

    Most of those losses could’ve been avoided… with the right PEO. 

    The ROI You Can’t Calculate (Until It’s Too Late) 

    When most business owners consider a PEO (Professional Employer Organization), they look at costs upfront—and often forget to assess the costs of not having one.  A PEO’s ROI is rarely found in flashy dashboards or spreadsheets.

      It’s found in the: 

    • Lawsuit that never happened 
    • Star employee who stayed because of better benefits 
    • Penalty that was prevented before it was ever filed 
    • HR fire that never reached your desk 

    What You Think You’re Paying For: 

    • Payroll processing 
    • Employee onboarding 
    • Compliance checklists 
    • Benefit access 

    What You’re Actually Getting: 

    • Legal protection 
    • Risk prevention 
    • Strategic HR planning 
    • Improved retention 
    • Business continuity 
    • Peace of mind 

    And most importantly—time back to lead, not chase admin. 

    The Cost of an HR Mistake Can Be 10x the PEO Fee 

    An EEOC violation alone can cost between $10,000 and $100,000.  Wage and hour lawsuits? Even more. According to the Society for Human Resource Management (SHRM), the average cost of just one bad hire is nearly $240,000 when your account for lost productivity, morale damage, and rehiring expenses.  A PEO minimizes those odds with structured hiring processes, HR best practices, and access to experts who live and breathe compliance. 

    Better Benefits Without Bleeding Cash 

    By co-employing your staff, PEOs give you access to benefits typically reserved for large corporations: 

    • Group health insurance 
    • 401(k) plans 
    • Mental health support 
    • Wellness programs 
    • Workers comp coverage 

    And because you’re part of a larger buying pool, you get enterprise-level coverage at SMB prices.  According to the National Association of Professional Employer Organizations (NAPEO), companies that use a PEO: 

    • Grow 7–9% faster 
    • Experience 10–14% lower employee turnover 
    • Are 50% less likely to go out of business 

    Time is the New Currency 

    Most CEOs don’t start businesses to become part-time HR managers.  But when compliance updates change weekly, employees need questions answered, and hiring surges overnight, you end up buried in tasks that take you away from growth.  A PEO handles the operational chaos, so you can focus on: 

    • Launching new services 
    • Expanding into new markets 
    • Leading your team 
    • Building client relationships 

    Talent Stays Where HR Works 

    Quiet quitting. Burnout. Lack of development. These aren’t just HR buzzwords—they’re indicators that your people feel unsupported. PEOs don’t just process paperwork. They build cultures. From onboarding design to fair policies and performance tracking, they help businesses create environments where employees want to stay—and thrive. 

    Risk Is the Hidden Killer of Growth 

    Think your business is too small to get sued? Think again.  One compliance misstep could derail everything you’ve built. And here’s the worst part: you often don’t know it’s coming until it hits.  A PEO keeps you ahead of risk with: 

    • Up-to-date legal guidance 
    • Automated filings 
    • Employee handbook developmen 
    • Investigations and conflict resolution 
    • On-demand HR counsel 

    So, What’s the Real ROI of a PEO? It’s not just savings—it’s security, scale, and strategy. In a time when regulations are shifting, talent is scarce, and competition is cutthroat, your HR setup shouldn’t just help you survive. It should fuel your ability to thrive  Thinking Beyond Cost—Thinking Growth . The smartest business owners aren’t asking “What does a PEO cost?”  They’re asking: 

    “What’s it costing me not to have one?” 

    Ready to see the hidden ROI for yourself? Let’s explore what a PEO would look like for your business. Prefer to read more success stories and insights? Browse the rest of the series here.  

    References

    • How Can I Improve Employee Retention Without Increasing Salaries?  

      How Can I Improve Employee Retention Without Increasing Salaries?  

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      Are you struggling to retain talent without breaking the bank? Employee retention is important for any business to reduce turnover, improve productivity and for the overall growth of the organization. However, in case of restraints budget, many may face the challenge of keeping employees happy without the option of offering substantial salary increases. Fortunately, we are here to inform you the effective strategies to enhance employee retention that requires no salary hike.  

      8 Ways to Improve Employee Retention Without Increasing Salaries 

      Here are the top eight strategies for improving employee retention, summarized: 

      Foster Strong Employee Engagement

       

      Engagement is key to employee retention. So, instead of relying on long-term annual survey, make sure that employees are a part of regular activities that keep the company mission and vision in focus. In addition, managers should empower employees by assigning them meaningful responsibilities followed by proper feedback. This will give them a sense of ownership, boost morale and long-term commitment to the organization. Increased engagement creates a workplace where employees are more likely to stay as team and feel like a part of something larger. 

      Make the Onboarding Process Smooth and Memorable

       

      Onboarding is the first impression new employees get of your company, and it can set the tone for their entire experience. Ensure that onboarding is welcoming and organized, starting with introductions to their team and providing clear guidelines for their roles. Give them the necessary tools and resources to perform their tasks and ensure remote employees are also fully integrated. A smooth and thoughtful onboarding process helps employees feel valued, increasing their chances of staying with the company long-term. 

      Invest in Employee Growth and Development 

      Employees who feel they have opportunities to grow are more likely to stay with your company. So, you can offer professional development programs, coaching, and clear career paths that allow employees to improve in their roles. Make sure that your organization fosters a culture of knowledge-sharing. You can do this by hosting internal sessions where employees can teach each other new skills. This helps employees feel supported and invested in, boosting morale, engagement, and retention. Investing in growth shows employees you care about their long-term success. 

      Combat Burnout with Wellness Initiatives 

      Employee burnout can lead to disengagement and high turnover rates. However, this can be resolved through wellness programs that promote work-life balance. Encourage employees to take breaks, use vacation time, and engage in activities that reduce stress. Managers should try to recognize the signs of burnout and take proactive steps to address it. By prioritizing wellness, you create a healthier work environment where employees feel supported, improving both morale and retention. 

      Offer Flexible Working Options to Employees 

      Today, many employees seek flexibility in their working options. Thus, offering remote or hybrid work options, as well as flexible work hours, can show your employees that you value their work-life balance. This can lead also to increased job satisfaction, they will be able to manage their personal responsibilities while staying productive at work. Flexibility also helps retain employees who may otherwise be looking for jobs that offer better work-life integration. 

      Encourage Transparent and Continuous Communication 

      Open, honest communication from the organization is essential for employee retention. Companies should share regular updates, discuss goals, and be transparent about challenges they are facing. Employees should also be encouraged to provide feedback and share their concerns without fear of repercussions. This type of communication builds trust and makes employees feel heard and valued. When employees understand the direction of the company and know their opinions matter, they feel more secure in their role and are more likely to stay. 

      Attract the Right Talent for Long-Term Success

       

      Hiring employees who align with your company culture is another important point to ensure long-term retention. Highlight your organization’s values, benefits, and work environment to attract candidates who fit well with your team. Show potential hires the benefits you offer, like flexible hours, generous leave policies, and professional growth opportunities. 

      Cultivate a Workplace Culture That Retains TalentBottom of Form 

      Lastly, a strong, positive workplace culture is essential for employee retention. Employees who feel a sense of belonging and alignment with company values are more likely to stay. Regularly reinforce these values and celebrate behaviors that exemplify them. Encourage employee involvement in shaping the culture to ensure everyone feels connected. When employees feel appreciated, supported, and part of a company that values them, they are more likely to remain with the organization, reducing turnover and building long-term success. 

      Final Words 

      Improving employee retention does not always require salary hikes. By focusing on engagement, growth, wellness, flexibility, and a supportive culture, you can create an environment where employees feel valued and motivated to stay. To boost your employee retention strategies, please contact us. Also, to learn more about relevant strategies check out our blog section. 

      Reference Links 

      https://truein.com/ways-to-improve-employee-retention/ 

      https://www.hcamag.com/us/specialization/employee-engagement/how-can-you-increase-employee-retention-without-raising-wages/458758 

      https://www.achievers.com/blog/employee-retention-strategies/ 

      https://firstup.io/blog/how-to-retain-employees-without-spending-more-12-easy-tips/ 

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      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

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    • How to Combat Employee Burnout in 2024?

      How to Combat Employee Burnout in 2024?

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      Do you feel that a lot of your employees seem exhausted and disinterested even after getting a hike or a promotion? 

      Any employee who joins an organisation full of energy and passion can become a victim of depression due to an overpowering job load or ill-treatment of the team lead. Yes, these incidences are widespread and caused because of severe employee burnout.  

      A study has agreed that workplace stress upsets the psychological health of employees and leads to burnout. It not only impacts adversely on mental health but also the physical and emotional well-being of employees. Keep reading to learn how to encounter employee burnout to ensure the long-term success of an organisation.

      How to Prevent Employee Burnout?

      Below, we have discussed some effective approaches to eliminate burnout and encourage a healthy workplace:

      Elicit Employee Feedback

      Being an employer, you need to ensure that your employees are treated cordially. Sometimes day-to-day workload can lead to burnout. Under such circumstances, if you find burnout does start to manifest, you can meet with your employee in order to figure out the core of the problem.

      While often the solution is simple, at times it can be quite complicated. You cannot reduce employee burnout unless you address their problem.

      Create Reasonable Workloads

      If employees are allocated an unreasonable number of tasks, they may get panicked and end up making many mistakes which in turn diminishes their efficiency. To avoid this, being an employer, you should formulate a proper work plan and distribute the assignments among your employees accordingly.

      Engage Supportive Supervisors

      Another effective way to reduce employee burnout and improve an organisation’s productivity is by engaging compassionate supervisors to monitor employee performance. As soon as they find an employee’s performance is dropping, they will inform higher authorities that they are experiencing burnout and need assistance.

      Provide Flexible Scheduling

      Consider providing flexible working time for employees so that they can complete their assigned tasks comfortably while having a work-life balance. Doing so, also lets them choose the best-suited work hours that fulfil their professional and personal needs.

      What are the Major Reasons Causing Employee Burnout?

      To eliminate employee burnout, you must understand the leading reasons behind it. Most employers think it is caused due to unmanageable work pressure. Even though it is also a major factor leading to employee burnout, it is not the only cause. There are some other reasons for this. These include:

      Lack of Support from Leaders

      Leaders play a vital role in an employee’s success or failure. Having a good and supportive leader is always encouraging for employees and vice versa. Leaders unavailable to assist their employees or providing unclear instructions are responsible for affecting the mental well-being of employees.

      Unfair Treatment

      Often there is some bias among leaders regarding the allocation of tasks, resulting in additional strain for employees who fear to say “no” to cope with unnecessary work pressure that is beyond their capacity.

      Furthermore, employees getting bullied or harassed by seniors for their mistakes can also experience intense levels of stress.

      Improper Work-Life Balance

      Another noteworthy factor causing employee burnout is their desperate struggle with work-life balance, where employees find themselves rushing to handle various commitments, even after office hours or on weekends. Besides, the pressure to answer texts or emails from bosses or clients outside work hours can be highly stressful.

      Lack of Autonomy

      Poor autonomy in workforces signifies a situation where people have limited freedom because of the decision-making supremacy of their leaders.  They are extorted to follow stringent rules, adhere to challenging processes, and experience repeated negative feedback from superiors for making mistakes.

      If an employee is unable to determine their schedule, workload, or assignments, they are expected to experience burnout. Furthermore, the extreme pressure to deliver assignments under fixed deadlines can also cause stress.

      Unclear Job Expectations

      Another common reason affecting the mental health of employees and causing them to get burned out is inadequate guidance or unclear job expectations.

      If you are unclear about the expectations of your leader, or if your job role has changed from what you expected at the time of joining, you are likely to feel uncomfortable in that environment and more likely to get burned out.

      Final Words

      From the above discussions, you are aware of employee burnout and the main reasons behind it. To be precise, it is essential to retain employee well-being in order to maintain an encouraging and hearty working ambience. This has a positive influence on the company’s productivity, employee retention, and overall organisation performance. If you are facing difficulty in incorporating the above-mentioned strategies to curb employee burnout, do not hesitate to contact us. We offer professional support at a reasonable price to boost your company’s work environment. For further information, read our previous blogs.

      Reference Links:

      https://www.goco.io/blog/employee-burnout-what-causes-it-and-how-to-avoid-it

      https://www.linkedin.com/pulse/10-proven-ways-organizations-employees-can-beat-burnout-holiday/

      https://www.forbes.com/sites/bryanrobinson/2024/01/06/burnout-take-these-8-steps-before-you-hit-the-wall-in-2024/?sh=912b8ca50d70

      https://www.upwork.com/resources/prevent-employee-burnout

      https://www.michiganstateuniversityonline.com/resources/leadership/12-ways-managers-can-reduce-employee-stress-and-burnout/ 

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    • Year-End Financial Checklist and Services to Review before Welcoming 2024

      Year-End Financial Checklist and Services to Review before Welcoming 2024

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      Have you secured a financially sound year-end for your business before moving into 2024? As the calendar year draws to a close, businesses should start preparing for the upcoming tax season. A lot seems to have changed in the past 12 months economically, especially the burden of inflation going down. 

      But, how has all of this affected your business?

      Taking proactive steps now can not only help to save money in the long run but can also reduce stress in the future. To assist businesses in preparing for the new year, here is a financial checklist of the most important steps to take before entering 2024.

      Tick Off These 5 Things on Your Year-End Financial Checklist before Entering 2024

      Here are 5 important points in your financial checklist to look into before ending the year:

      Partner Agreements: When was the Last Time You Reviewed Them

      Partnerships are the backbone of many successful businesses. However, as circumstances change, so should your partnership agreements. If you have a partnership agreement, it is a good idea to review it every year to see if there are any changes to the laws or taxes that need to be taken into account.

      You should also review it every time one partner leaves or a new one joins the business. Take the time to review and update the agreements, ensuring they reflect the current state of your business and the responsibilities and expectations of each partner.

      Key Man Insurance Policy: Is it Up-To-Date

      Key man insurance is vital to safeguard your company from the financial repercussions in case of the loss of a key employee. If it has been some time since you last reviewed your key man insurance coverage, now is the appropriate time to review it.

      Ensure that the coverage amount remains reasonable and the key individuals specified in the policy are accurately reflected. For instance, review the following information: The number of insured employees, the amount of coverage each employee is entitled to, and whether the employee has consented to the policy.

      Retirement Plans: Have You Reviewed Them Lately

      When it comes to employee benefits, retirement plans are one of the most important things you can do to attract and retain top talent. Take a look at your 401(k), 403(b), and other retirement plans to see if they are competitive and meet your employees’ needs.

      Additionally, review the life insurance coverage, to ensure that they are competitive, meet the requirements of your employees, and are cost-effective. Remember to review other benefits that raise employee morale like disability insurance, paid time off, employee recognition and rewards, etc.

      Business Loans and Credits: Are Your Repayments On Track

      With interest rates and the economy going up and down, it is a good idea to take a look at your business loans and credit. See what the terms are, what the interest rate is, and what the financial impact is of these loans.

      In addition, look for ways to re-finance or change terms to better fit your business objectives. Consider alternative options of financing, including lines of credit and equipment financing, as well as merchant cash advances, to better match your business requirements and cash flow cycles.

      Cost of Services: Are They Optimized

      Conduct a thorough analysis of your business expenditure. This may include office lease renewal costs, telephone costs, credit card costs, and other services that are essential for running your business.

      You can identify areas of expenditure that can be reduced without compromising on quality or productivity. Consult with vendors and look for alternative vendors to optimize your expenditure.

      Final Words

      As the end of the year approaches, it is essential to take the necessary steps to protect your business from financial uncertainty and to prepare for a more organized and successful future. 

      The end of the year is not just a time to reflect. It is also a time to prepare for the future. Do not wait until it is too late

      Moreover, for better planning and strategy for the upcoming year, you should consult a financial advisor. In case you are a company in search of HR, employee benefits, and compensation services, contact us. You can also check out our blog section to find more related articles. 

      Reference Links

      https://www.cavanaghkelly.com/news/the-importance-of-having-a-written-partnership-agreement#:~:text=Ideally%20partnership%20agreements%2C%20like%20wills%2C%20should%20be,or%20a%20new%20partner%20joins%20the%20business.

      https://lattice.com/library/what-are-employee-total-rewards-and-why-should-your-company-implement-them

      https://use.expensify.com/resource-center/guides/end-of-year-financial-checklist-for-small-businesses

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      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • Who is in Control of My Data? Employer or Employee

      Who is in Control of My Data? Employer or Employee

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      Did you know that as an employer, you have the legal right to keep an eye on emails you send and receive on your company’s system? This includes both work-related and personal emails. Under U.S. law, emails you send or receive on a company’s system are owned by you. 

      However, misusing or disclosing such data may lead to severe repercussions. While most employers are not HIPAA-covered entities, other laws may apply. For instance, ADA and GINA require businesses to separate medical information from an employee’s personal file.

      So, let’s find out how you can use your employee’s data responsibly and protect it as per laws.

      6 Strategies to Ensure Employee Data Protection in the US

      Here are six informative strategies to use your employee data in the US responsibly:

      Implement and Enforce Strong Cybersecurity Policies and Procedures

      Every state in the U.S. and Washington DC, Guam, Puerto Rico, and the Virgin Islands has laws that require companies to inform individuals of any security breaches involving personal data. Therefore, know what and whose data are collected, and where you are storing it. Have policies that include a data protection plan and implement specific security measures.

      This includes having a written cybersecurity policy that covers all aspects of data access, storage, and disposal. Moreover, you should train employees on the best practices for cybersecurity, such as how to spot phishing emails, create strong passwords and avoid common security pitfalls.

      Limit Access Based on Requirement Only

      Only people who need to get their hands on sensitive information (like HR staff) should have access to it. Make sure you set up security protocols like multifactor authentication and check your security measures regularly.

      You can also use encryption to convert data into a format that cannot be read without the proper decryption key. This stops cybercriminals from accessing employee data, even if they are able to breach a company’s systems. Furthermore, review who is having access to confidential data periodically and determine whether all access is allowed and necessary.

      Implement a Data Loss Prevention (DLP) Solution

      A DLP solution can help to prevent employee data from being accidentally or deliberately leaked. It works by monitoring employee activity and blocking any attempts to transfer data outside of the company’s network without authorization.

      DLP solutions can be deployed on endpoints, networks, and cloud applications to monitor and control the flow of data. Also, educate your employees about the DLP solution. Employees need to understand why the DLP solution is in place and how to use it properly.

      Regularly Back Up Employee Data

      Regular data backups can help to protect employee data from loss or corruption in the event of a disaster, such as a cyber-attack or natural disaster. Backups should be stored in a secure location that is separate from the company’s primary network.

      It is also essential to test these backups on a regular basis and ensure that they are functioning properly. If a backup becomes corrupted, the data recovery specialist can assist in recovering the important data.

      Conduct Regular Security Awareness Training for Employees

      Employees can be the weakest link in a cybersecurity chain, so you must provide them with regular security awareness training. This training can cover topics such as social engineering attacks, phishing scams, and password security.

      Furthermore, train your senior management to foster a security-focused culture that places employee data protection at the center of all operations and processes.

      Final Words

      In essence, the responsibility of employee data protection lies at the intersection of employer and employee interests. While employers have the legal right to monitor and safeguard this data, they must do so within the boundaries of relevant laws and regulations. So, by adopting the necessary protection strategies, as discussed, your company can foster trust and a better working environment for employees. So, if you are looking for reliable services related to compliance, payroll, and HR with all of these practices ensured, contact us. 

      Also, do not forget to check out our other blogs.

      Reference Links

      https://www.worktime.com/most-asked-questions-on-us-employee-monitoring-laws#C7 

      https://www.techtarget.com/whatis/definition/employee-privacy-policy

      https://www.unitedconcordia.com/business-services/employers/blog/data-ownership-in-the-workplace-who-owns-what

      https://www.rippling.com/blog/employee-data-protection

      https://www.uschamber.com/co/run/human-resources/how-to-protect-employee-privacy

      https://www.upwork.com/resources/employee-data-protection#back-up-data 

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      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

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    • How to Create an Inflation-Proof Business in 2024?

      How to Create an Inflation-Proof Business in 2024?

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″]

      Have you taken the necessary actions to protect your business from the present high inflation? The current economic climate in the US is unpredictable, with inflation at a 40-year high.

      This can be difficult for businesses to stay afloat, let alone flourish. You might have to spend more money on staff, and other company operations. Moreover, the cost of raw materials may increase along with lower availability.

      Nevertheless, there are a few things that you can do to create a more stable and invulnerable business.

      6 Ways to Inflation-Proof Your Business in 2024

      Here are 6 tips to create an inflation-proof business in the upcoming year:

      Find an Essential Industry/Market

      Despite inflation, there are several products/services with continuous demand, such as healthcare, medicine, food, utilities, etc. So, you need to look for an industry or market that is not as susceptible to inflation as the rest.

      In case your business does not fall under such a category, use the inflation time to create multiple revenue streams. That way, should one component of your business miss the mark, you can always count on others to generate income.

      Adapt Automation

      If you have not already implemented automation in your business, this would be the right time. Inflation can result in increased labor costs. Therefore, you should cut that down as much as possible.

      Moreover, automation can help improve customer service by cutting down on mistakes and making operations more efficient. That means more speed and accuracy, which is a huge plus for customers. It will also allow employees to dedicate more time to strategic value-added activities, which will benefit the business and enhance employee retention.

      Identify Areas of Cost-Cutting

      Inflation can affect your business in multiple ways, both expected and unexpected. Therefore, you must be prepared to cut down several present costs and ensure that your operations still run without hiccups. 

      By identifying operational inefficiencies, you can eliminate redundant roles or restructure for substantial cost savings. Additionally, you can stop autopay payments and have more control over payment timing. Lastly, be transparent with your staff if you need to cut back on pay or benefits.

      Consider Outsourcing and Remote Hiring

      Hiring personnel is an expensive business but you cannot compromise with the quality of employees. Therefore, a good way to deal with this issue would be to outsource operations like accounting, administration, and HR and create an efficient business model. HR and payroll outsourcing solutions like PEO can be a huge cost savings for businesses while providing a high level of service.

      In fact, hiring staff through remote work and outsourcing has proven to be a great solution for businesses, especially during times of financial hardship, such as the Covid-19 pandemic. Additionally, you can utilize modern technology to facilitate remote working for your team.

      Implement Dynamic Pricing

      Dynamic pricing is a way for your business to keep your margins up even during times of inflation. This way you can adjust prices in real time, depending on demand and other things. To beat the inflation effect, you should think about raising prices and saving what you can.

      Rather than raising prices all at once, try to increase your prices based on demand and supply issues. This way, you can maintain your customer relationships and still make a profit.

      Diversify and Maintain Your Supply Chain Network

      Disruptions in the supply chain are inevitable during inflation, not just in the US, but globally. However, you can take a few precautionary measures to stay on top of the game. Having the inventory your company needs to function is one of such important measures. 

      Therefore, you must strengthen existing supplier relationships so you get priority if a disruption occurs. Also, audit high-value suppliers to ensure they have sufficient scale, geographical redundancy, and downstream connections. Add replacements where necessary.

      Final Words

      During this time of unprecedented levels of inflation in 2024, it is important for businesses to adapt and ensure their resilience and growth. So, to establish an inflation-proof business, you can consider the above-mentioned strategies like prioritizing essential industries, adopting automation, exploring outsourcing and remote recruitment, and more.

      With the right move, your business can effectively navigate economic uncertainties. So, for professional assistance with HR, compliance, or related services, for your outsourcing needs, do not hesitate to contact us. 

      Additionally, if you are looking for more information related to this, check out our other blogs.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″]

      Reference Links

      https://www.wishup.co/blog/6-strategies-to-help-small-businesses-combat-inflation/

      https://www.netsuite.com/portal/resource/articles/financial-management/deal-with-inflation.shtml 

      https://www.entrepreneur.com/money-finance/4-ways-to-protect-your-business-from-inflation/422673

      https://www.americanexpress.com/en-us/business/trends-and-insights/articles/7-ways-small-businesses-owners-can-cope-with-inflation/

      https://economictimes.indiatimes.com/markets/stocks/news/inflation40-year-high-this-treasury-head-highlights-4-reasons-why/articleshow/92144329.cms 

      https://www.dubuquebank.com/business-insights/inflation-proof-business

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      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • How to Staff HR Support within Your Organization?

      How to Staff HR Support within Your Organization?

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]Are you planning to staff HR support within your company and contribute to growth and development? 

      Hiring an experienced and qualified HR support team is a challenging task for any organization. Some companies attempt to outsource HR organizations that help to staff the HR department. Companies keep different attributes in mind when screening candidates for staffing.

      Keep reading to learn about a step-by-step guide that will help you effectively staff HR support.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      5 Best Ways to Staff HR Support within a Company

       

      Staffing human resource support team within your company involves a lot of planning. It is essential to hire the right persons for a specific job role since these employees will understand organizational needs and contribute massively to the growth and development of companies.

      Following is a step-by-step guide to help you staff HR support:

      Step 1: Analyse Years of Experience

      The first step is to analyse the number of years of HR experience and the level of responsibility handled during this period. This will help in understanding which person to choose.

      • Understand a person’s experience in working with startups or organizations of similar industry or size.
      • Check education level and HR-related certifications.
      • Check if that recruit knows employment laws and other compliance issues.
      • Understand if they can access, prioritize, and handle multiple projects, conduct in-depth research and adapt quickly to the changing needs.
      • Analyse the communication skills in terms of interaction with senior level and trainee level.

      Step 2: Create Job Descriptions

      It is essential to determine the number of HR staff required depending on the company size. Accordingly, create detailed job descriptions and portfolios for each of these positions. Here is what you can do:

      • Consider the HR-to-employee ratio and plan recruitment of staff.
      • Frame responsibilities, qualifications, and reporting structures.
      • Undergo a thorough recruitment procedure to hire HR staff who have the required experience and skills.
      • Job descriptions help to determine salary levels, analyse performance reviews, clarify missions, and establish titles and pay grades acting as an effective tool for recruiting.

      Step 3: Implement Advanced HR Tools and Technologies

      To hire the right prospect, share these job descriptions with social media, recruitment agencies and employee referral platforms. You can use advanced HR tools and techniques for the hiring process.

      • Leverage online recruiting tools to ensure the best onboarding experience.
      • There are several employee engagement applications to avail to get hold of the right staff.
      • Post onboarding equip the HR team with applicant tracking systems, payroll software and other tools to streamline HR processes and enhance efficiency. 

      Step 4: Develop a Competitive Pay Structure

      Crafting a fair and competitive pay structure is one of the major aspects of retaining and attracting HR staff for the organization. To develop a proper pay structure, it is important to gather background information and then implement it accordingly. Building a market-based pay structure includes:

      • Conducting in-depth market analysis to understand the changing market scenario.
      • Calculating the cost of the pay structures and accordingly implementing the new pay structures.

      Step 5: Implement Benefit Plans

      Every organization must determine certain benefit plans that are mandatory for the employees. Implement vacations, paid leaves, sick leaves, and health benefits insurance, pension and retirement plans and other such benefits.

      • Mandatory benefits include workers’ compensation insurance and unemployment insurance under state laws. 
      • Some regions mandate paid disability insurance and/or paid sick leave for employees. Organizations must check their states’ laws to get more information on required benefits.
      • While small companies can begin by offering few benefits, others can offer a comprehensive benefit package to help attract and retain HR recruits.

      For companies you are not ready to invest in HR staffing internally can go for Professional Employer Organization or PEO as an effective alternative. PEOs come with a comprehensive solution by outsourcing HR functions. A PEO takes care of compliance and HR responsibilities for the organization including payroll, compliance, benefits administration, employee relations and more, allowing businesses to focus more on internal functions. With these aspects, a PEO empowers businesses to grow at scale.

      These steps help in tailoring an effective HR staffing plan adhering to the organization’s unique perspectives and requirements. Following these above-mentioned steps will help in the proper HR staffing process. However, you can also contact us for these services. Additionally, explore our blog section if you are interested in knowing more about such topics.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Reference Links:

      https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/startinganhrdepartment.aspx

      https://in.indeed.com/career-advice/career-development/types-of-workplace-training#:~:text=Most%20training%20programs%20occur%20as,skill%20sets%20of%20their%20employees.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.[/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]