M E M O
TO:
District Manager
FROM:
Finance Manager
SUBJECT:
FINANCE DEPARTMENT STATUS REPORT
DATE:
April 30, 2015
RECOMMENDATION:
It is recommended that the District Manager review and file the Finance
Department Status Report.
BACKGROUND:
SPRINGBROOK
Springbrook has been loaded onto our server and we are getting ready for our first
phase of having a test database. We will begin testing mid to late May.
NEW CONTRACTS
Paychex – we had our first successful payroll ran through Paychex. Paychex
processing our payroll is just a small aspect of the benefits we are getting from
them. Please see the attached for a full work up of the services we will be
receiving.
Infosend – With the integration of Springbrook, we will be outsourcing our billing
process. The bills will have a new look and will be printed and inserted by
Infosend. This will help free up some office time that is not well spent standing in
front of our current bill inserter machine which constantly has issues. We will also
be seeing cost savings associated with the fact Infosend buys large bulk amounts
at cheaper than our current price. Please see attached for a rough summary.
FY15/16 BUDGET
We are having the first FY1516 budget meeting with the Finance Committee on
May 6, 2015. After making any changes from that meeting we will be ready to
bring it to the full Board in either a regular meeting, or a special meeting to allow
ample time to go over.
SURPLUS WATER
With the recent changes to surplus, I ran a scenario to show what that will mean
for potential future revenues. Please see attached.
______________________
Stephanie Hill
Paychex
HR
Services
Executive
Summary
for:
San
Lorenzo
Valley
Water
District
Brian
Lee,
District
Manager
Stephanie
Hill,
Finance
Manager
To Provide an Outsourced Solution for the essential Human Resources needs of San Lorenzo Valley Water District
Stacy McMillan 831‐461‐5119 smcmillan@paychex.com
Paychex
HR
Solutions
Overview
As the largest single provider of payroll, benefits and human resources employer support, Paychex has an overall support solution that will plug San Lorenzo Valley Water District’s executives and
employees into our Administrative Support Option, providing the “skin” of a professional employer and limiting the administrative responsibilities for your team. This package provides un‐paralleled support and delivers a Fortune 1000 HR and Benefits department to your team with simple all inclusive pricing.
Why do Businesses engage with Paychex HR Solutions?
They want to have a professional, Best Practices environment for their employees & their managers They want to be proactive and PREVENT issues from erupting and interrupting their workflow, progress, etc… When employee situations arise, they want an immediate professional resource to assist them They want to provide a Fortune 1000 company level of benefits without the additional administration burden & expenses They want to be recognized by their employees and applicants as a “Best In Class” / “Employer of Choice” They do not want to avoid hiring several different vendors for Employer Support – to avoid the administrative burden of having to coordinate between all of themWhat will we provide to San Lorenzo Valley Water District?
Designated Paychex HR Specialist: Your team will have a dedicated Paychex, certified Professional Human Resources Specialist who will provide proactive expertise, HR assistance, and Onsite Trainings, as well as project management. She will provide coaching & counseling and ensure professional delivery of our services. They not only serve as your HR Professional partner, but as your account manager for all the various services and integrated offerings with Paychex.
HR Assessment: Your HR Specialist will evaluate each area of the Employer Relationship: Hiring, Handbook, Job Descriptions, Legal Compliance Requirements, etc. They can identify potential areas of opportunity and liability and build a Calendar of Services to establish a defined path based on the priorities. They will also conduct a Personnel File/I‐9 Audit.
HR Online HRIS System: A comprehensive, easy‐to‐use, Internet‐based human resourcemanagement system that helps minimize the cost and complexity associated with traditional HR Software. The system reduces redundant data entry and the need for paper‐based communications through automatic synchronization between HR Online and your Paychex Payroll System. This system integrates employees and management with the data such as certifications, licenses, reviews, etc. Employees can access their personal information, request time off, print pay stubs, view policies and much more.
Employee Handbook: Your HR Specialist will help review, construct, publish and maintain your company policies and employment guidelines within your handbook, with policies legally reviewed by outside attorneys specializing in employment and labor law and updated as required.
Customized Job Descriptions: We will help your organization review, develop and maintain written job descriptions that assist with compliance with the Fair Labor Standards Act and the Americans with Disabilities Act.
Employee Assistance Program (EAP) – BalanceWorks: Your employees will be able to easily access this free, confidential service anytime, 24 hours a day, 7 days a week. This program is designed to alleviate workplace concerns caused by personal difficulties an employee may experience. Your HR Generalist will provide orientation meetings for employees and supervisors. The service provides Wellness Coordinator & Wellness Initiatives, National Treatment Provider Services, Quality Health Advocate, Legal Referrals, Financial Counseling, a Personal Assistant and a Prescription Drug Discount Card. Also included is our Working Advantage Corporate Discount Program that provides employees with significant discounts to major retailers around the country.
CalOsha Safety Officer: Your Designated Paychex Safety Officer will work hand‐in‐hand with Rick or your designate to produce the Safety Program ‐ including the Cal‐Osha Mandated Safety Manual andany required or recommended Employee Safety Trainings.
401k Retirement Plan: Administration, Testing, Loan Processing, and Advising included
401k & FSA, EAP: Benefit Presentations: Your Paychex HR Generalist will coordinate the marketing effort of any employee benefits that Paychex is administering. Including 401k, Sct. 125 FlexibleSpending Account, Employee Assistance Program and Working Advantage Employee Discounts
Areas
of
Interest
Your
Paychex
HR
Specialist
will
run
a
Complete
HR
Assessment:
o
HR
Solutions
Initial
Launch
:
Your designated Paychex HR Advisor will make an initial on‐sitevisit within the first month of the service to create a customized HR Project Plan. The HR Advisor
will conduct a professional HR Assessment interview to identify the priorities. The HR Advisor will
then create a proactive HR Project calendar ‐ mapping out the objectives for the year and
creating a tool to measure progress. Some of the areas we will address:
o Review California Wage and Hour Seminar
o Who is covered?
o Exempt vs. non‐exempt
o White collar exemptions and other common exemptions
o Prohibited deductions for exempt employees
o Minimum wage
o Hours worked
o Overtime
o Deductions from wages
o Child labor
o Posting/recordkeeping requirements
o Penalties for non‐compliance
o Preventative measures
o Review 1099/independent contractor compliance
o Create handbook (Legally reviewed)
o Development Of Handbook
o Approval Handbook Copy
o Professional Printing And Binding
o PDF format also available
o Federal And State Labor Compliance Poster Kits
o Constant Review Of Federal And State Policies With Corresponding Updates
o Legally Reviewed By Fisher & Philips (See Attached)
o Create job descriptions for each position within the company
o Obtain or create organizational chart and list of titles
o Review pre‐developed job descriptions
o Interview supervisors and/or employees to solicit feedback
o Customize job descriptions
o Classify all employees as exempt or non‐exempt under FLSA
o Conduct ADA analysis and determine which job functions are essential and non‐ essential
o Review final job descriptions with supervisors and employees
o Create training checklist based on job description
o Establish personnel files for all employees
o Review documents that should be included
o Conduct personnel file audit
o Review personnel file system and discuss developing Personnel File, Benefits File, Payroll File, Confidential File, Medical File and consolidated Form I‐9 file
o Conduct Form I‐9: Employment Eligibility Verification training
o When and how to complete the Form I‐9
o Filing and storage
o Audits
o Identifying and correcting Form I‐9 errors
o Conduct safety orientation
o Contact Safety and Loss Representative and conduct assessment
o Review safety plan
o Review completed safety manual
o Develop “Safety To Do List” and safety training matrix
o Schedule safety training
o Develop and implement consistent practices in the recruitment and selection of employees
o Conduct Non‐Harassment and Preventing Workplace Violence training for managers and
supervisors annually
o Review discipline and termination procedures
o Review Effective Discipline and Termination seminar
Watch Litigation Landmines video
Progressive discipline steps and guidelines Tips for progressive discipline meetings
Documentation
Effective terminations
Legal issues
Negligent supervision and retention
Reasons for termination and termination meetings
Providing references
COBRA process
o Review disciplinary forms
o Review disciplinary checklist
o Review termination checklist
o Review exit interview forms and problem escalation process
o Ensure process is in place for COBRA administration
o Review termination requirements at federal/state level
o Review Conducting Workplace Investigations seminar
Purpose of investigation
Planning and techniques of investigation
Interviewing parties
Action and follow up
Summary report
A SERIES OF ONSITE AND ONLINE HR MANAGEMENT SEMINARS… INCLUDING:
Non‐Harassment – As an employer, it is your responsibility to ensure that the workplace is safe and free of discrimination against any employee on any legally recognized basis including, but not limited to, race, age, color, religion, sex, national origin, disability, or veteran status. This seminar includes information on:
Types Of Harassment
Prevention of Abusive Conduct (AB 2053)
EEOC’s Definition Of Harassment
Recognizing Harassment
Examples Of Conduct That May Be Unlawful
Identifying Potential Harassment
Employees’ Responsibilities
Complaint Procedures
No Retaliation
Employer Liability
Remedies For Victims Of Harassment
Key Elements Of Programs
Best Practices For Limiting Employer Liability
Key Elements Of Investigation Procedures.
Fair Labor Standards Act (FLSA) – As an employer, it is your responsibility to ensure that you are in compliance with FLSA. FLSA is a federal law that was enacted in 1938 in an
effort to protect workers against unfair employment practices and to promote full
employment. The FLSA seminar is available to assist you with the details of FLSA and includes information on:
Who Is Covered
Exempt Vs. Non‐Exempt
Hours Worked, Minimum Wage And Overtime
Deductions From Wages
Child Labor
Posting/Recordkeeping Requirements
Penalties For Non‐Compliance
Preventative Measures
Effective Employee Discipline and Termination – As an employer, there will be times when you must discipline an employee. Supervisors should be trained and prepared to take the necessary steps of progressive discipline, including written documentation of all
corrective action. This documentation can be invaluable should an employee file charges with state or federal agencies as a result of a workplace incident. This seminar includes information on: Progressive DISCIPLINE Disciplinary PROCEDURES Documentation Legal Issues Termination Meeting Exit Interviews References
Top Human Resource Issues – This seminar provides you with a high‐level overview of the top human resource related issues experienced by our clients. This seminar includes information on:
Hiring Practices
Fair Labor Standards Act
Employee Handbooks
Harassment
Family And Medical Leave Act
Workers’ Compensation
Employee Discipline And Termination
Protected Activities.
Hiring Practices – This seminar will walk your managers and supervisors through the entire hiring process. The Hiring Practices seminar includes information on:
Federal Regulations
Steps For Implementing The Hiring Process
Interview Dos And Don’ts
Sample Interview Questions
Making A Hiring Decision
Pre‐Employment Testing
Performance Appraisals – The Performance Seminar includes information on:
Potential Litigation Concerns
Communicating Performance Standards
Preparation And Common Errors
Conducting A Performance Appraisal
New seminars are released through live webinars clients can register to attend. Recorded sessions are posted for ongoing client access. The seminars are appropriate for managers and supervisors only.
HR GENERALIST ON SITE SUPPORT
The highly credentialed HR Services Advisor team members answer client HR‐related questions, including those about federal and state employment law requirements, and help clients use the HR Essentials services to address their specific issues.
For example, suppose an HR Essentials client calls because he wants to terminate an employee he believes is under the influence of alcohol. The HR Services advisor team is skilled at asking questions and learning as much as possible about a situation before answering a seemingly simple question. In this case, suppose the advisor learns that the employee is an alcoholic and recently had a relapse. As appropriate, the HR Services advisor could:
Identify and explain federal and state employment laws that may apply. For example, the employee could be covered by a federal or state non‐discrimination act (i.e., be a member of a protected class) or disability law.
Explain the risks associated with accusing an employee of being under the influence of alcohol or being an alcoholic.
Discuss whether a blood alcohol test is appropriate and in accordance with the client’s
company policy.
Explain the importance of documenting performance, behavior, or attendance problems
and share best practices for creating good documentation.
Discuss options if the employee appears unfit to perform his duties.
Explain the client’s options for handling the specific situation and the potential outcomes of each option. For example, he may have the option of terminating the employee with risk of a lawsuit, providing a reasonable accommodation, or starting the discipline process.
Provide information to the client about how to implement his chosen actions. For
example, she could describe best practices for providing reasonable accommodations,
how to implement a progressive discipline policy, or how to facilitate a termination
meeting.
In addition to supporting clients in the HR realm, the HR Services advisors also direct clients to other HR Essentials services as needed and provide first‐level assistance with accessing their services. For example, clients may call if they have trouble accessing a seminar or the HR Essentials and Benefits Web Site as well as trouble shoot for Payroll issues.
AN EMPLOYEE ASSISTANCE PROGRAM THROUGH BALANCEWORKS®
Troubled employees are estimated to comprise 10 to 15 percent of the work force. They have approximately 2 – 5 times more absences, excessive health benefit utilization, less productivity, and more accidents. As a Paychex HR Essentials client, you can offer your employees an
Employee Assistance program called BalanceWorks. BalanceWorks is an enhanced work and
family life benefit that can provide an early intervention system to help employees resolve their problems by offering support referrals, counseling or treatment services. Services included with the BalanceWorks program are:
Personal Assistant Benefit – Helps your employees address day to day responsibilities and major life events. Think of this as a concierge service. We can help your employees make
travel arrangements, research child care, research resources for seniors, entertainment
arrangements, etc.
Prescription Drug Discount Card – Employees and their dependents can use this card to get discounted pricing on commonly used RX that may not be covered by insurance. The card is
accepted at participating pharmacies nationwide.
Online Education and Reference Information – Employees can access self paces e‐learning courses on personal and professional topics as well as informational articles on life and health issues.
Benefit Awareness – An employee orientation video to enhance awareness of the EAP benefits.
Around the clock Availability – A toll free number provides 24 hour access to licensed mental health professionals.
Prepaid Counseling – The program includes up to 3 prepaid, confidential counseling sessions per incident with a licensed mental health professional.
National Treatment Provider Services – Established national network of EAP licensed
counselors.
Quality Care – A licensed case manager will review the EAP counselor’s assessment and treatment plan and provide a second opinion.
Legal Referral – Employees receive a free phone consultation with a specialized lawyer and discounts on subsequent sessions.
Critical Incident Stress Debriefing – If a traumatic event occurs in the workplace, EAP can
Fisher
&
Phillips
LLP
Attorneys
at
Law
Fisher & Phillips LLP was founded in 1943 and was one of the first U.S. law firms to concentrate its practice exclusively upon representation of employers in labor and employment matters. After more than 60 years of continued growth and success, they are now one of the largest national labor and employment law firms with more than 180 attorneys in 14 locations representing management in the areas of labor, employment, civil rights, employee benefits and business immigration law.
To address specific industries and client needs, Fisher & Phillips has created special business and industry practice groups including: the African‐American Business Practice Group, the Hispanic Business Practice Group, the Dealership Practice Group, the Education Practice Group, the Employee Benefits Practice Group, the Healthcare Practice Group, the Hospitality Industry Practice Group, and the Retail Industry Practice Group.
Fisher & Phillips’ attorneys hail from a wide variety of geographical locations, backgrounds and law schools. Some have performed government service in regulatory agencies prior to joining the firm. Others have worked in labor relations or human resources positions or as managers or supervisors, prior to attending law school, giving them a practical perspective on the legal problems our clients face.
Fisher & Phillips serves a broad and diverse client base including a wide range of public and private employers from large multinationals with thousands of employees to small entrepreneurial businesses. Fisher & Phillips’ clients include employers in the agriculture, automotive, banking, broadcasting, casino and gaming, construction, education, health care, hospitality, insurance, legal and professional services, manufacturing, mining, non‐profit organizations, real estate, retail, technology, transportation, and wholesale and distribution industries, as well as state and local government entities.
Fisher & Phillips is a truly national practice with fourteen offices across the country and future expansion plans. They currently have offices in California, Florida, Georgia, Illinois, Louisiana, Missouri, Nevada, North Carolina, Oregon, and South Carolina. Using advanced communications systems, they are successfully able to provide immediate assistance to any client in the country, and their attorneys have practiced before state and federal courts and administrative agencies in virtually every state.
Fisher & Phillips takes a preventive approach with all their clients in an effort to avoid employment claims and lawsuits. In advising their clients they continue to seek solutions that achieve compliance with overlapping and sometimes inconsistent labor and employment law while maximizing their rights to manager and direct their workforce.
CURRENT: Price Per Monthly Annual PROPOSAL: Price Per Monthly Annual
Annual
Savings
#10 Envelope $ 0.05 $ 368.87 $ 4,426.39 #10 Envelope $ 0.02 $ 116.80 $ 1,401.60
$
(3,024.79)
#9 Envelope $ 0.04 $ 302.64 $ 3,631.67 #9 Envelope $ 0.01 $ 102.20 $ 1,226.40
$
(2,405.27)
Postage $ 0.48 $ 3,504.00 $ 42,048.00 Postage $ 0.38 $ 2,803.20 $ 33,638.40
$
(8,409.60)
Invoice $ 0.03 $ 247.66 $ 2,971.88 Invoice $ 0.02 $ 153.30 $ 1,839.60
$
(1,132.28)
Ink (est.) $ 0.03 $ 219.00 $ 2,628.00 Ink (est.) $ ‐ $ ‐ $ ‐
$
(2,628.00)
0.64
$ $ 4,642.16 $ 55,705.94 $ 0.44 $ 3,175.50 $ 38,106.00
$
(17,599.94)
Potential
hard
savings
Employee Time 36 $ 31.14
3 hrs 3x per week $ 0.15 $ 1,121.12 $ 13,453.48 Fee $ 0.09 $ 649.70 $ 7,796.40
$
(5,657.08)
Tier 2 4.48 33 26 78 116 149 157 103 66 33 39 50 52
Tier 3 5.37 70 70 112 142 276 228 166 114 70 70 71 81
Tier 4 5.95 27 2 1 100 231 201 140 20 1 57 25 31
Tier 4 5.95 0 0 0 153 614 280 127 0 0 0 0 0
160 139 239 582 1372 970 624 245 147 193 191 204 5,066
Assumes 20 users a month 612.8 $ 1,400 $ 1,258 $ 1,734 $ 3,644 $ 8,140 $ 5,759 $ 3,856 $ 1,794 $ 1,290 $ 1,595 $ 1,521 $ 1,602 $ 33,594
Assumes 20 users a month $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050 $ 2,050
Assume ave 275 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 $ 2,750 3,300 4,800
$ $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 4,800 $ 57,600 Additional Revenue $ 24,006 Assumed 35% less usage ‐35%
ASSUMPTIONS
I excluded the two highest months, to get an average around 275 units per month I assumed we have 20 active users per month
ANALYSIS
Based on the assumptions above, I anticipate us to earn approximately $58K with the new rate structure in FY15/16, which is $24K greater than this past year. These revenues will fluctuate on number of users per month and the varying usage.