By Chair Caning & Wicker Repair January 11, 2014
Thank you for connecting with Chair Caning & Wicker Repair www.chaircaning.webs.com 704-235-8171, it is a pleasure having you in our network. We wish your business to have continued growth and success.Giving your company 5 stars and other "compliments" to your Circle site for your kindness. ...read more
By LAsma at Citysearch April 07, 2012
As a landlord, I have hired various cleaning companies to clean my properties. This one has to be one of the worst in town. Not only was only one person sent when I was told that two would come, but I was charged $163 to clean a 700 sqft apt. and she did a mediocre job. When she left, the floors were sticky, the kitchen countertops were still dirty, and the inside of the kitchen cabinets (I was told they clean those) had not been touched! \t\nWhen I spoke to the owners, it was obvious that their "services" come with absolutely NO GUARANTEE and that money comes before customer satisfaction. They were very eager to pre-charge my credit card to "reserve" my appointment, but did not offer anything when it came to making sure was a satisfied customer. Their business should indeed be renamed "THE NO GUARANTEE GIRLS"! \t\nIn light of their shady business practices I'm going to complain to the Bettter Business Bureau and also possibly contact the Attorney General's office. ...read more
By Classy Scents December 28, 2011
Thank you for connecting on MC! I wish AMMON Staffing the best of success in 2012! Happy New Year! www.classyscents.com ...read more
Payroll Tax Cut Temporarily Extended into 2012 (From: http://www.irs.gov/newsroom/article/0,,id=251650,00.html) IR-2011-124, Dec. 23, 2011 WASHINGTON — Nearly 160 million workers will benefit from the extension of the reduced payroll tax rate that has been in effect for 2011. The Temporary Payroll Tax Cut Continuation Act of 2011 temporarily extends the two percentage point payroll tax cut for employees, continuing the reduction of their Social Security tax withholding rate from 6.2 percent to 4.2 percent of wages paid through Feb. 29, 2012. This reduced Social Security withholding will have no effect on employees’ future Social Security benefits. Employers should implement the new payroll tax rate as soon as possible in 2012 but not later than Jan. 31, 2012. For any Social Security tax over-withheld during January, employers should make an offsetting adjustment in workers’ pay as soon as possible but not later than March 31, 2012. Employers and payroll companies will handle the withholding changes, so workers should not need to take any additional action. Under the terms negotiated by Congress, the law also includes a new “recapture” provision, which applies only to those employees who receive more than $18,350 in wages during the two-month period (the Social Security wage base for 2012 is $110,100, and $18,350 represents two months of the full-year amount). This provision imposes an additional income tax on these higher-income employees in an amount equal to 2 percent of the amount of wages they receive during the two-month period in excess of $18,350 (and not greater than $110,100). This additional recapture tax is an add-on to income tax liability that the employee would otherwise pay for 2012 and is not subject to reduction by credits or deductions. The recapture tax would be payable in 2013 when the employee files his or her income tax return for the 2012 tax year. With the possibility of a full-year extension of the payroll tax cut being discussed for 2012, the IRS will closely monitor the situation in case future legislation changes the recapture provision. The IRS will issue additional guidance as needed to implement the provisions of this new two-month extension, including revised employment tax forms and instructions and information for employees who may be subject to the new “recapture” provision. For most employers, the quarterly employment tax return for the quarter ending March 31, 2012, is due April 30, 2012.__________________________________________________________________________Payroll services, provided by AMMON Staffing (www.ammonstaffing.net/services.html), allow the employer to relieve themselves of the weekly payroll hassel where they are required to deduct federal and state payroll taxes out of employee's pay checks. AMMON Staffing will do all the deductions for their client, issuing only a single invoice - meaning the client no longer has to worry about making weekly deposits and worrying about late fees. ...read more
By AMMON Staffing December 27, 2011
If you decide to choose to rather hire an employee yourself instead fo going through an Employment Agency like AMMON Staffing (www.AmmonStaffing.net) these are 10 Tips for Hiring that right employee. (From:http://humanresources.about.com)Need 10 tips for hiring an employee?Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment.Hiring the right employee enhances your workcultureand pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals. This is not a comprehensive guide to hiring an employee, but these steps are key when hiring an employee. Define the Job Before Hiring an EmployeeHiring the right employee starts with a job analysis. The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The information from the job analysis is fundamental to developing thejob descriptionfor the new employee. The job description assists you to plan your recruiting strategy for hiring the right employee. Plan Your Employee Recruiting StrategyWith thejob descriptionin hand, set up a recruiting planning meeting that involves the key employees who are hiring the new employee. The hiring manager is crucial to the planning. At this meeting, your recruiting strategy is planned and the execution begins. Teams that have worked together frequently in hiring an employee can often complete this step via email. Use a Checklist for Hiring an EmployeeThis checklist for hiring an employee will help you systematize your process for hiring an employee. Whether it's your first employee or one of many employees you are hiring, this checklist for hiring an employee helps you keep track of your recruiting efforts. The checklist for hiring an employee keeps your recruiting efforts on track and communicates progress to interested employees and the hiring manager. Recruit the Right Candidates When Hiring an EmployeeYou can develop relationships with potential candidates long before you need them when hiring an employee. These ideas will also help you in recruiting a large pool of candidates when you have a current position available. The more qualified candidates you can develop when hiring an employee, the more likely you are to locate a qualified potential employee. Read on to discover the best ways to develop your talent pool when hiring an employee. Review Credentials and Applications CarefullyThe work of reviewing resumes, cover letters, job applications, and job application letters starts with a well-written job description. Your bulletted list of the most desired characteristics of the most qualified candidate was developed as part of the recruiting planning process. Screen all applicants against this list of qualifications, skills, experience, and characteristics. You'll be spending your time with your most qualified candidates when hiring an employee. And, that is a good use of your time. Prescreen Your CandidatesThe most important reason to prescreen candidates when hiring an employee is to save the interviewing and selection committee time. While a candidate may look good on paper, a prescreening interview will tell you if their qualifications are truly a fit with your job. Additionally, in a prescreening interview, you can determine whether their salary expectations are congruent with your job. A skilled telephone interviewer will also obtain evidence about whether the candidate may fit withinyour culture- or not. Ask the Right Job Interview QuestionsThe job interview is a powerful factor in hiring an employee. The job interview is a key tool employers utilize in hiring. The job interview questions asked are critical in magnifying the power of the job interview to help you in hiring the right employee. Interview questions that help you separate desirable candidates from average candidates are fundamental when hiring an employee. Job interview questions matter to employers. Here are sample job interview questions. Check Backgrounds and References When Hiring an EmployeeEffective background checks are one of the most important steps when hiring an employee. You need to verify that all the presented, sterling credentials, skills, and experience are actually possessed by your candidate. The background checks must include work references, especially former supervisors, educational credentials, employment references and actual jobs held, and criminal history. Other background checks when hiring an employee, such as credit history, must be specifically related to the job for which you are hiring an employee. 7 Critical Factors to Consider Before Hiring an Employee When you consider hiring an employee, it’s tempting to offer the job to the candidate who is most like you. The candidate feels as comfortable as a well-worn shoe. You won’t get many surprises once you make the job offer, and your gut is comfortable that your favorite candidate can do the job. Beware, beware this practice when hiring an employee. Why does your organization need another employee just like you? Here are the seven critical factors to consider before hiring an employee and making a job offer.Extend a Job OfferThe job offer letter is provided to the candidate you have selected for the position. Most frequently, the candidate and the organization haveverbally negotiatedthe conditions of hire and the job offer letter confirms the verbal agreements about salary and benefits. The more senior the position, however, the more likely the job offer will turn into a protracted negotiation about salary,benefits,employment termination,bonus potential,severance pay, stock options, and more when hiring an employee. ...read more
By AMMON Staffing December 27, 2011
By: Monica Gauna In today's economy, there is a surplus of people available for work, yet companies are reluctant to add staff due to exuberant hiring costs. While job seekers feel the pain of unemployment, many businesses do not have the budget or resources to advertise, recruit, pre-screen, or train new personnel. As a result, production decreases and profits plummet. Then, even if a company were to promote an open position and attract numerous applicants, bad hires often have good résumés. It can take weeks or months to sift through potential candidates, and there is the potential risk that new hires may not work out. The cost associated with turnover and poor placement is enough to make any HR manager cringe. So when does it make sense for companies to outsource the task of staffing? Almost always. Staffing companies are like an extension of any HR Department… without the overhead. "Staffing firms allow companies to test-drive employees on a short- or long-term basis without the expense of advertising, payroll, taxes, and workers' compensation," says Steve Sorensen, Chairman and CEO of The Select Family of Staffing Companies. Using comprehensive screening mechanisms, online skills assessments, and a thorough interview process, The Select Family's national network of offices can find and place qualified temporary or full-time employees with a moment's notice. This process alone saves companies time, energy, and money. Furthermore, many staffing firms such as Select have niche divisions that specialize in a particular industry or profession. Businesses have the luxury of choosing from a handful of candidates who already meet all requirements, or they can simply trust in their staffing provider to find the best fit… risk-free. As company production fluctuates or special projects come and go, staffing needs will vary. Businesses should take advantage of the flexibility that staffing companies provide. A flexible workforce helps you adjust to meet ever-changing needs. Since staffing firms assume the burden of payroll taxes, workers' compensation claims, and liability, companies are increasingly hiring temporary help during their peak seasons and cutting back when demand falls. Why increase headcount and overhead, when seasonal layoffs are inevitable? Bring profitability to your bottom line by hiring the staff you need…when you need them. (http://blog.benishere.com/?p=144) ...read more
By AMMON Staffing March 17, 2011
The U.S. Bureau of Labor Statistics periodically releases its updated "Occupational Outlook Handbook." It is a comprehensive analysis of various careers. However, as of late 2011, the job title, "Hiring Manager" is not outlined as an occupation, unlike that of a food service manager or property manage... ...read more
A job interview is a very important part of the hiring process. While employers review resumes, education background and experience, they often make their hiring decision based on the job interview. It is important that you show your true personality, highlight your skills and sell yourself during the... ...read more