HR Outsourcing Blog

Latest HR News & Employment Laws updates

Zika Virus Has Arrived in the United States – What Should Employers Do?

Zika Virus Has Arrived in the United States – What Should Employers Do?

One of C2’s longstanding government contracting clients recently won additional work from its government client and was in the process of hiring about a dozen employees in Florida and Georgia.  As we were helping the client walk through various onboarding issues, such as payroll dates, benefits, leave benefits, etc., out of the blue the client asks “for the new employees in Florida, what should we do about the Zika virus?”  Unfortunately, this was not the first client (and will not be the last) to ask this question.     A.  Background According to the Centers for Disease Control and Prevention (CDC), Zika virus was first discovered in 1947 and is named after the Zika Forest in Uganda. In 1952, the first human cases of Zika were detected and since then, outbreaks of Zika have been reported in tropical Africa, Southeast Asia, and the Pacific Islands. Before 2007, at least 14 cases of Zika had been documented, although other cases were likely to have occurred and were not reported. Because the symptoms of Zika are similar to those of many other diseases, many cases may not have been recognized. Zika can be spread through mosquito bites, sexual intercourse, from a mother to her unborn fetus, and likely through blood transfusions, as well. The symptoms of Zika can include fever, rash, joint pain, muscle pain, headache, and conjunctivitis (red eyes).  But often people infected do not show symptoms or show only mild symptoms.  Symptoms can last up to a week, and usually people infected do not get sick enough to go to the hospital.  To date, there is no known vaccine... read more
Do U.S. Employment Laws Apply To Employees Overseas?

Do U.S. Employment Laws Apply To Employees Overseas?

Recently, one of our government contracting clients called to discuss a harassment complaint they had received from an employee working overseas.  Employee relations issues can be tricky enough. Add an overseas work location into the mix and the normal communication and investigation process can be downright tumultuous. However, the very first question our client asked was the correct starting point: “Do U.S. employment laws apply to Americans living and working overseas?” Given that our client is a U.S. company and its overseas employees U.S. citizens, you might think the answer would be a resounding “yes.” However, the answer actually depends on the law at issue.  Believe it or not, not all employment-related U.S. laws apply overseas…even to U.S. citizens. Practice Tip:  An equally important threshold question is “what constitutes overseas employment?”  Most courts answer this question by applying what’s called the “primary work station” test.  Other courts prefer the “center of gravity test.”  But both approaches consider factors such as actual location of an employee’s desk or work station and the duration of work overseas. As a general rule, federal employment laws do not apply to employees stationed overseas unless the law itself clearly and specifically states that it applies outside the boundaries of the United States. Below is a summary of major federal employment laws and how they may apply to your overseas employees. Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq. (Title VII):  Title VII prohibits discrimination with respect to employment on the basis of an individual’s race, color, religion, sex, national origin or pregnancy. After E.O.C. v. Arabian Am.... read more
Vacation Pay and the Service Contract Act – Are You Compliant?

Vacation Pay and the Service Contract Act – Are You Compliant?

The McNamara-O’Hara Service Contract Act (SCA) requires contractors and subcontractors performing services on federal contracts valued in excess of $2,500 to pay their contract employees no less than the wage rates and fringe benefits found prevailing in the locality for the employees’ positions.  The U.S. Department of Labor (DOL) issues wage determinations (and periodic updates) that spell out the hourly wage and fringe benefit rate for various classes of employees, along with identifying other required benefits, such as vacation and holidays. C2 routinely helps clients administer their HR function under SCA contracts, so it was no surprise when our team got a call from an ecstatic client who had just won its first SCA contract and would need to hire over 100 employees who were serving as incumbent staff for the predecessor contractor. Our client thought they had struck gold:  winning a contract AND being able to simply transition existing staff to their payroll. If only it were that easy!  The SCA presents a host of compliance pitfalls for unwary contractors – not the least of which is the proper management of employees’ benefits. A. Getting Started SCA contracts differ administratively from your “run of the mill” government contract. Did you know, for example, that Executive Order 13495 requires winning contractors (with limited exceptions) to provide the predecessor’s incumbent staff with first right of refusal to keep their position on the new contract before hiring new workers? Did you also know that the wage determinations for each SCA covered position are supposed to be attached to the contract by the agency contracting officer?  (You would be surprised how often... read more
Preventing Discrimination Claims : An Ounce Of Prevention is Worth A Pound Of Cure

Preventing Discrimination Claims : An Ounce Of Prevention is Worth A Pound Of Cure

Like all HR professionals, C2 frequently receives calls from clients that begin with:  “I just have a quick question.”  Eight times out of ten, the answer that follows requires more than just a “quick response.”  Recently, we received one such “quick question” from a small federal contractor.  The contractor was preparing to interview a candidate and noticed the individual was medically honorably discharged from the military.  The client’s question to C2: “Can I ask why the candidate was honorably discharged?” Federal law, as well as the law of most states, prohibits discrimination based upon race, sex (including certain protections for lesbian, gay, bisexual, and transgender (LGBT) individuals), religion, color, gender, military service, national origin, age, disability or genetic information. In some states (and even some cities), discrimination based on other factors — such as marital status — is also prohibited. Therefore, at the outset it is essential to have a firm understanding of the various discrimination laws applicable to your business if you are to curb unlawful discrimination in the workplace.  Even seemingly innocent inquiries, like the one presented by our contractor client above, or facially neutral employment policies can turn into an unintended vehicle for discrimination claims.   The EEOC receives close to 100,000 private sector workplace discrimination charges each year.  In 2014, those charges resulted in the EEOC collecting over $350 million dollars from employers (…and that does not include damages collected from court litigation!).  There is little doubt that employers could have prevented a good percentage of these charges had they armed themselves with a solid understanding of the law and utilized some prophylactic measures to establish... read more
Navigating the Murky Waters of Worker Misclassification

Navigating the Murky Waters of Worker Misclassification

Many employers are moving work towards independent contractors, rather than hiring traditional employees.  This arrangement is particularly attractive for federal government contractors who often need to staff projects of short or indeterminate duration….and on short notice. One common circumstance that C2 addresses with its contracting clients is how to handle workers who are “inherited” from a predecessor contractor.  Frequently, the predecessor’s workers will be comprised of both employees and independent contractors, and the new contractor taking on those workers automatically assigns these workers the same designation.  That can be a huge mistake.  A contractor bears the same responsibility (and same potential liability) for workers it inherits from a predecessor as it does for workers it hires off the street.  So it’s important to know not just the advantages and disadvantages of using independent contractors, but also the rules surrounding their legitimate use. A.  Advantages and Disadvantages When hiring an employee (sometimes called a “W2 employee”), the company has more control over the position requirements and the worker’s performance.  Employers are allowed to direct employees as to how, when, where, and what to do while on the job. In addition, Employers can provide employees with job specific directions, set work place rules, require particular work schedules, and outline performance expectations, all while having the employee report to a supervisor that directly manages the employee’s work.  Employees can grow to become an integral part the corporation, and may even have the opportunity to grow into a more permanent leadership role within the organization, replacing existing managers and leaders that leave for other roles or retire. On the other hand, some responsibilities... read more

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John-Z

John Z. Dillon II

Executive Vice President

 

Mr. Dillon leads C2’s Business Development and Sales. Mr. Dillon works with our clients to help them develop optimal workforce strategies and solutions, with one simple goal in mind – improve operational execution. Mr. Dillon came to C2 after serving more than 30 years as an US Army intelligence officer and as a Vice President of Operations at a large Government contractor. He is an operations executive with a history of developing, building and sustaining business teams and strategic partnerships and growing business. Mr. Dillon possesses an innate ability to transfer long-term corporate vision into operational plans and successful, revenue producing business opportunities.

Mr. Dillon earned his Bachelor of Arts degree in Criminal Justice from Radford University and his MBA from Touro University. He is also a graduate of the US Army War College (Senior Service College Fellow at the CIA). He is a certified Project Management Professional (PMP).


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Latest HR News, Events & Employment Laws updates


  • Zika Virus Has Arrived in the United States – What Should Employers Do?
    Posted by admin on 09/14/2016 at 8:02 pm

    One of C2’s longstanding government contracting clients recently won additional work from its government client and was in the process of hiring about a dozen employees in Florida and Georgia.  As we were helping the client walk through various onboarding issues, such as payroll dates, […]

  • Do U.S. Employment Laws Apply To Employees Overseas?
    Posted by admin on 08/31/2016 at 2:15 pm

    Recently, one of our government contracting clients called to discuss a harassment complaint they had received from an employee working overseas.  Employee relations issues can be tricky enough. Add an overseas work location into the mix and the normal communication and investigation process […]

  • Vacation Pay and the Service Contract Act – Are You Compliant?
    Posted by admin on 08/09/2016 at 6:40 pm

    The McNamara-O’Hara Service Contract Act (SCA) requires contractors and subcontractors performing services on federal contracts valued in excess of $2,500 to pay their contract employees no less than the wage rates and fringe benefits found prevailing in the locality for the employees’ […]

  • Preventing Discrimination Claims : An Ounce Of Prevention is Worth A Pound Of Cure
    Posted by admin on 07/14/2016 at 1:20 pm

    Like all HR professionals, C2 frequently receives calls from clients that begin with:  “I just have a quick question.”  Eight times out of ten, the answer that follows requires more than just a “quick response.”  Recently, we received one such “quick […]

  • Navigating the Murky Waters of Worker Misclassification
    Posted by admin on 06/02/2016 at 6:03 pm

    Many employers are moving work towards independent contractors, rather than hiring traditional employees.  This arrangement is particularly attractive for federal government contractors who often need to staff projects of short or indeterminate duration….and on short notice. One common […]

  • Employers: Don’t Get “Hung” Up on Jury Duty Leave
    Posted by admin on 05/09/2016 at 6:08 pm

    Last week one of C2’s small government contracting clients called because an employee had received a grand jury duty summons requiring his attendance in court on Tuesdays and Thursdays each week for up to four months!  Aside from the initial shock of potentially losing the employee (a […]

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Gertie

Kevin McCoy

General Counsel

 

Mr. McCoy serves as C2’s General Counsel, managing the overall legal needs of the company. Mr. McCoy also works closely with the company’s HR teams who provide strategic advice to clients on a myriad of human resources related matters. Mr. McCoy came to C2 as an experienced labor and employment attorney, having served as a Partner in two different D.C. area law firms that specialize exclusively in management-side labor and employment law. Mr. McCoy likes to problem solve, and enjoys helping his clients work through the legal challenges of operating a large multi-jurisdictional HR outsourcing company.

After graduating with a degree in Philosophy from Emory & Henry College in Southern Virginia, Mr. McCoy earned his law degree from Valparaiso University School of Law. Mr. McCoy began his legal career as a judicial law clerk to judges on two different intermediate courts of appeal before settling in the D.C. region.


Gertie

Gertie Fields

Director of Payroll & Administration

 

Ms. Fields manages C2’s Payroll Services team, charged with ensuring that all client payroll processing is timely and accurate. She is responsible for all aspects of client payroll accounting and financial reporting functions, including preparation of payroll audits. She manages the processing of multi-state payrolls, new hire reporting, and transmission of ACH files, and ensures that payrolls are accurate and fully compliant.

More importantly, Ms. Fields and her team pride themselves on proactively identifying potential payroll issues for clients before they become a problem. She has been with C2 since 1998, and has directed all aspects of Payroll Services. She holds a bachelors’ degree in Business Administration with a concentration in Acquisition and Contract Management.


Sharon

Sharon Liotta

Chief Financial Officer

 

Ms. Liotta brought her 20-years of accounting management experience to C2 when she joined the company in 2000. As CFO, she directs and oversees all financial activities of the corporation including preparation of financial reports as well as summaries and forecasts for future business growth and general economic outlook. She is responsible for business and financial strategy and planning, monitoring, and management and reporting, including management and development of policies, systems, processes and personnel involved. Ms. Liotta directs the accounting staff to ensure that exceptional internal auditing and financial controls are maintained.

Ms. Liotta earned a Bachelor of Science degree in Business Administration from George Mason University with undergraduate studies at Clemson University.


HR-CEO

Jackie Asencio

President & CEO 

 

Ms. Asencio is President and CEO of C2 Essentials, Inc., one of the region’s leading human capital management service providers. With more than 30 years’ experience, Ms. Asencio has been a major influence in helping small to mid-size government contractors grow and compete in the federal marketplace. C2 Essentials has successfully provided clients with a competitive edge through cost-effective HR outsourcing. Ms. Asencio recognizes that federal contractors are increasingly forced to reduce their costs due to pricing pressure. C2 Essentials becomes a strategic partner to its clients to help reduce their overhead and fringe dollars, while providing a robust HR expertise that enables clients to achieve HR compliance in an increasingly complex regulatory environment. HR outsourcing solutions are focused on the client’s mission, both CONUS and OCONUS.

As a seasoned trainer and coach, Ms. Asencio works closely with business owners ensuring their human capital management strategies are aligned to their business goals. Ms. Asencio has extensive experience in full life cycle recruiting, talent management, succession planning, career development, reward and recognition strategies, performance management, regulatory compliance, compensation, benefits, risk management, and outplacement services. Prior to founding C2 Essentials, Ms. Asencio provided human capital management support to Department of Defense and various civilian agencies.

Ms. Asencio believes in giving back to the community, her philanthropic activities have included supporting Operation Homefront, Wounded Warriors, Boulder Crest Retreat, The National Veterans Institute for Procurement, and local families in need. Ms. Asencio has received the Sister Eymard Gallagher Award for Corporate Social Responsibility and was a finalist for The Dr. J.P. London Award for Promoting Ethical Behavior for the Human Resources Leadership Awards (HRLA) of Greater Washington.


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