Monthly Archives

September 2019

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Avoiding Digital HR Disruptions

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The shift in HR departments from manual to automated systems is not slowing down. HR technologies have helped automate online payroll, human capital management, personnel records, recruiting, hiring, and onboarding, and more. If employers are not prepared, it may seem as though this shift comes with a price.

Digital HR disruptions are caused when HR teams fall behind the technology curve when the business does not support their goal to move to the cloud, or the larger team cannot see the immediate value for employees.

Here are our tips for avoiding digital HR disruptions at any cost:

Invest in Resources for Your HR Team

HR is one area of your business in which you can’t afford to under-invest. Many organizations have decided to update bits and pieces of their HR technology (i.e. recruiting tools or learning and development systems) however, it is far more likely that the entire process requires an overhaul, instead. Review your existing budget to ensure your HR team is well equipped with the tools and resources they need to be successful and help drive business.

Use Social Media as a Tool

Social media can and should play an active role in your HR team’s day-to-day, especially in terms of recruiting. HR departments are using these valuable social media platforms to engage employees, improve company culture, and also for recruiting purposes. Boost company social media profile pages with information, images, and post content to help job seekers learn more about your organization. Social media is great for improving your brand, keep the company name in followers’ feeds, and engaging with clients and employees.

Implement a Human Capital Management Solutions

Human capital management solutions (HCM) are cloud-based platforms that provide specific competencies across acquisition and retention, employee management, and workforce operations and administration. These systems employ multiple functionalities in one single solution with role-based permissions. Employers can quickly manage demographics, strategize salary adjustments and requirements, and efficiently onboard new employees. This type of HR administration is what the incoming workforce of Millennials expect for a forward-thinking, technology-driven workplace.

HR cannot transform itself. But the technology that will help advance this industry into the digital age will definitely help get it on the right track. HR teams that are working from old, manual processes will be left behind. A modern HR team, however, can help lead the business toward a modern operations and administration foundation. Contact Harbor America to learn more about how your HR team can lead the digital revolution in your business and have a bigger impact on the bottom line, overall.

Understanding HIPAA Privacy

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Regulatory compliance can be confusing and costly, leaving employers feeling intimidated and worried about the potential for fines and errors. When It comes to government compliance, including HIPAA and OSHA, Harbor America is on your side and will help you navigate any regulations you may be overlooking.
HIPAA regulates health plans, healthcare clearinghouses, and electronic transactions conducted by healthcare providers.  The HIPAA Privacy Rule establishes national standards to protect a person’s medical records and other health information.  This rule applies to both self-funded and fully insured health plans, and covered entities and business associates.  The Privacy Rule defines and limits the circumstances where a person’s protected health information may be used or disclosed.
Contact Harbor America to learn more about regulatory compliance.



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Encouraging a Bond Between HR and IT

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Productivity and efficiency have brought technology to paper-only departments, including human resources. This new technology gives businesses the opportunity and power to take on additional security and responsibility while innovating new and better ways to improve business operations and administration. As more technology is added to the HR team’s available stock of resources and tools, their relationship with the IT department will become even more relevant.

New HR platforms will add an immense amount of power and functionality to the team; however, the security and base integration requirements will have to come from IT. Working closely with IT is one of the only ways to verify the company’s data remains secure and protected.

A lack of mutual understanding can cause issues in HR and IT collaboration. If both teams have independent goals for a project and are not on the same page, the project will not likely meet the timeline or budget. Top-performing companies make this inter-departmental collaboration a focus and goal.

Questions that need to be considered when reviewing a new HR technology platform from an IT perspective include:

  • How will this improve employee productivity?
  • Does this solution have the ability to grow as our company and the demands of our employees and clients grow?
  • Will this new solution help attract and retain top talent?
  • Is the solution a benefit to all employees or only those in a particular role or department?

HR and IT are both high-functioning departments that require budget and engagement to positively impact the organization’s bottom line. For example, HR will evaluate the proper tools needed to encourage a positive swing in employee morale and help keep the workforce motivated by reducing turnover. IT will ensure employees have the right tools to excel at their jobs productively and efficiently. Together, HR and IT are focusing on creating a constructive employee experience.

Identify a liaison to work between the departments. This person would be knowledgeable in both HR needs and IT-speak to make the most of the partnership. From utilizing cross-functional tools such as videos or training materials to help bridge the gap between the departments, a liaison will help make the most of the collaboration and ensure both parties are getting what they need to be successful.

The combination of HR and IT will also optimize the employee experience by keeping all of the business-critical resources on a single platform. Together, both departments can deliver a consistent user experience within the organization, helping to solidify positive employee morale.

Harbor America is committed to helping business owners get back the one commodity they can’t recreate: Time. Our all-in-one human capital management (HCM) software encompasses payroll,
employee benefits, compliance, paperless on-boarding, and robust reporting, all through an easy-to-use, cloud-based application. Contact Harbor America to help close the gap between your HR and IT departments.

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Dealing with Workers’ Compensation Fraud

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Workers’ compensation is a no-fault method of paying insured workers for wage losses and/or medical expenses due to injuries or illness caused while on the job. A person has committed workers’ compensation fraud when they decide to take advantage of the insurance system for their benefit. Unfortunately, “workers’ compensation claimant fraud and medical fraud are significant contributors to our nation’s annual $30 billion insurance fraud problem.”[1] For example, a type of claim-related fraud is an employee who attempts to collect workers’ compensation benefits by deceitfully stating an injury or illness was caused at work.

Here are some tips and indicators to better help your organization in detecting possible workers’ compensation fraud.

Questionable claims are often identified by one or more of the following:

  • Be wary of injuries that happen late on a Friday afternoon but is not reported until Monday
  • The employee has a pre-existing medical condition similar to that of the alleged injury or illness sustained on-the-job
  • The employee delays reporting without providing a reasonable explanation
  • If the employee’s injury or illness takes place near their need for personal time off
  • There are no witnesses to the accident/injury
  • The employee refuses treatment to confirm the extent of the injury or illness

Perform a proper investigation that encompasses all of the elements in the TIPP mnemonic:

· Thorough; Impartial; Prompt; Preventive

Let employees know that insurance fraud of any kind, including workers’ compensation insurance fraud, will not be tolerated. Additionally, there are penalties and fees for submitting or filing false claims to which the employee would be responsible. To drive these points home, consider adding false claim information in each new hire packet, hang a poster in a conspicuous location to help employees know-how and to whom they can anonymously report potential fraud, and openly communicate about previous stories of fraud convictions to help deter repeat offenses.

In many instances, it is often better to use a third-party, such as a Professional Employer Organization (PEO) or Human Resource Services (HR) and administration provider to manage workers’ compensation and risk management within the organization. The third-party is likely able to perform an unbiased investigation. However, only a court of law can legally determine fraud—not the workers’ compensation administrator or carrier.

Fraudulent workers’ compensation claims can potentially steal millions of dollars from businesses, employees, and their families—when it comes to fraud, everyone ends up paying the price. Contact Harbor America to find out more about dedicated workers’ compensation specialists who are available to help manage your company’s claims. When it comes to workers’ compensation insurance, we know providing superior coverage at an affordable rate is one of the most important aspects to our clients.


[1] National Insurance Crime Bureau: Workers’ Compensation and Medical Fraud