Health Coverage For 2015

business (7)Many small businesses look into their health care plans at the end of the year to look for a new insurance carrier, coverage for new employees, or new health coverage plans for the entire business.  Rising prices in health coverage are making small business look at other alternatives, and although reports suggest that the number of insured American is increasing, businesses still need to look into the different health coverage options they have. To read more about this and other news follow the links below.


Small businesses dropping insurance coverage due to Obamacare

Another unintended – but not unexpected – consequence of Obamacare is being felt as the program enters its second year.

More than 20 million Americans who work for small businesses with fewer than 50 employees are covered by employer insurance.  The 50-employee number is significant because if you work for a small business with more than 50 workers, your employer is mandated to cover your health insurance.

But with insurance rates rising, many small businesses of fewer than 50 employees are opting to drop their coverage and have workers purchase their insurance through the Obamacare website.

If employees qualify for government subsidies, like the managers who switched from Italian Oven’s corporate insurance to individual Obamacare coverage, everybody can win.

Owners don’t have to pay premiums, meaning they can give workers raises, invest in equipment or add to profits instead. And employee take-home pay can rise if subsidies — available even to families with middle-class incomes — are worth more than what a company was contributing.


Will You Finally Start Your Own Business? The 3 Stages Of Choice

It could be argued that our lives are nothing more than a series of decisions strung together by contemplation, emotion and sweat. When your decisions involve others – especially those close to you – choosing a path can be mind-bending.

Entrepreneurs face tough calls every day, says Sebastian Bailey: psychologist, author, Forbes contributor and co-founder of consulting firm Mind Gym. “(Entrepreneurs) are faced with decisions around how they assess opportunities, how they make entry decisions, how they’re going to exploit opportunities, how they make exits.”

Each new business owner must search within him or herself to make the tough calls and some entrepreneurs might find that their own spirits stand between them and the right decision in an important moment.


Being Vulnerable in Business Can Be a Good Thing

When it comes to business we have been led to believe we can’t be vulnerable, show our weaknesses or discuss our challenges. Most of us fundamentally believe if we show this side of ourselves, our clients, employees and partners won’t want to work with us and our business will be seen as a failure.

This is completely and utterly untrue.

We live in a world where bravery is often only seen as a physical thing, such as jumping out of a plane or saving an injured wild animal. We forget that being vulnerable, where you are prepared to discuss your weaknesses and failure, is intensely brave and powerful.

Most successful entrepreneurs will tell you relationships are essential to business success and the strongest relationships are made when there is an emotional connection. This emotional connection can only be built with honesty, where two people are brave enough to share their stories of failure and success.


Can Lousy Managers be Changed?

business (10) There are a lot of lousy managers, everyone has met them, worked with them and worked for them.  They can create havoc in a workplace, particularly in a small business where their impact is profound.   Many businesses have closed due to incompetent managers.  Because of their influence it’s vital for their supervisors to take responsibility and evaluate the situation – can they be turned into good managers?  The answer is yes, maybe and no.

Yes – some lousy managers can be turned into good ones.  Their poor management skills are usually not their fault.  They were never taught how to be effective and are doing the best they can.   They’re eager to learn, motivated to grow and respond to training and mentoring.  They can be good managers, they can be changed.

Maybe – some lousy managers can be turned around.  These managers know that they’re not doing the best they can.  But, they don’t change because they haven’t been told directly and honestly that they’re doing a poor job, subtle hints don’t work.  Nor, have they had to suffer the penalties of being a lousy manger.

Unfortunately, human nature is such that many people give the least amount of effort until they are forced to do otherwise.  The longer they’re allowed to get away with harmful behavior the more they’ll do it.  When appropriately confronted with facts and consequences, they’ll respond and change with direct supervision, training and an action plan.

No – some lousy managers can’t be saved.  They were unsuited to or ambivalent about being a supervisor from the start and never committed to the position.  Or they may have been adequate at one time, but now don’t care.

No matter the reason, no amount of supervision, training or disciplinary action will help them be a good manager.  No one can make them care about themselves, the company or the employees.  They’re either unwilling or unable to change and have to be let go.

Lousy managers will always be around and some will change, others might change and a few won’t change.  It’s up to their supervisors to recognize which type they’re dealing with and take the appropriate action.  After all, it may save the company.


The BWC Settlement Agreement

business (8)After a long battle and many years of unfair rates to small business owners, the BWC has to pay $420 million to small businesses all across Ohio.  The ruling came last Thursday and agreed with a ruling from 2013 that states that the BWC must refund millions of dollars to small businesses owners. Now that settlement has been reached many small businesses should be getting refunds ranging from a few pennies to millions of dollars according to some reports.

To read more follow the links below.


Ohio Bureau of Workers’ Compensation reaches $420M settlement agreement over rigged premiums

The Ohio Bureau of Workers’ Compensation has reached an agreement to pay $420 million to settle a years-long legal battle over allegations it overcharged business owners for workers’ compensation premiums.

The agency would create a fund to repay the more than 250,000 businesses that were overcharged between 2001 and 2008, according to the settlement disclosed Wednesday.

In a class-action lawsuit filed in 2007, thousands of mostly small-business owners accused the bureau of rigging the system to benefit participants of a special group-rating plan. They asked for $1.3 billion in damages then.

The Ohio 8th District Court of Appeals in a scathing decision in May called the system “a cabal of Ohio Bureau of Workers’ Compensation bureaucrats and lobbyists for group sponsors who rigged workers’ compensation insurance premium rates so that for employers who participated in the BWC’s group rating plan … it was ‘heads you win,’ and for employers who did not participate in the group rating plan … it was ‘tails you lose.’ ”


Columbus Small Businesses Endorse Same Sex Marriage

COLUMBUS, Ohio – Over 250 small businesses in Columbus endorsed same sex marriage on Monday, many saying it would boost business.

“When legislators talk about jobs, jobs, jobs they need to think about this,” said Mark Dempsey, owner of Dempsey’s restaurant.  “When you go to get married there’s a celebration involved. There’s the wedding reception, the wedding itself, there’s flowers, there’s cakes, there’s wedding rings.”

Dempsey’s downtown restaurant is no stranger to politics.  On the walls you can find pictures of everyone from Warren G Harding… to Tip O’Neill and the Gipper… to honest Abe.

Dempsey was joined by other Columbus small business owners today to endorse marriage equality in Ohio.


Kasich approved increase in Ohio’s small business income deduction

Ohio Governor John Kasich recently signed a bill that, among other things, increases the small business income deduction from 50% to 75% of the first $250,000 in net business income.

In an effort to grow Ohio’s economy, last year the Ohio budget bill included significant tax law changes to deliver a $2.7 billion tax cut to individuals and businesses, over the course of three years. The changes included:

• A small business tax cut that enables owners/investors to deduct from taxable income 50% of the first $250,000 in net business income.

• A 10% personal income tax cut to be phased in over three years. In 2013, Ohio tax rates were reduced by 8.5%.

• New assistance for lower-income Ohioans in the form of an Earned Income Tax Credit (EITC) equal to 5% of the amount claimed for the federal EITC.


Complacency is Not a Successful Management Style

business (10)“I don’t want to rock the boat”  “If it ain’t broke don’t fix it.” “This is the way we have always done it.”  “It’s not that bad, let’s just wait and see.”  In today’s tentative business climate who hasn’t heard these statements from their managers.  You’ve probably said some of them yourself.

Over the last several years the workplace has been in transition, managers have hunkered down to wait it out or for it to blow over.  Unfortunately, while waiting, many managers have turned reasonable caution into unproductive complacency.  They’ve become complacent about their current jobs and future careers, no longer innovating for their company or themselves.

Complacency is defined (Merriam-Webster) as: 1. self-satisfaction, especially with one’s merits, advantages, or situation, often without awareness of potential or actual dangers or deficiencies 2. A feeling of unaware or uninformed satisfaction with how things are and not wanting to try to make them better.  It’s an unsatisfying, self-sabotaging, unproductive and potentially destructive way to think and behave.  Here are 6 ways to tell if you’ve become complacent.

You’ve lost your excitement – Have you begun to lose passion for your work?  Or have you already lost it and are no longer excited about your job or career?  Your passion may have disappeared or just gone astray, but either way it’s important to find it again.  Passion fuels excellence, gives you something to strive toward and helps sustain high performance, which makes it worth getting up in morning.

You look for shortcuts – Are you as thorough or detailed as you once were?  Many complacent mangers count on their past successes and good reputations to cover for their current laziness.  They become a liability to themselves and the company.

You no longer invest in yourself – Are you focused on success in your current job and long term career?  Complacent people stop investing time, money and energy to meet their goals and objectives; they no longer strive to improve.  They don’t maintain relationships with in-house and outside colleagues, network or attend trainings.

You’ve stopped learning – Do you think you’ve learned everything you need to know?  Managers who are “know it alls” are particularly dangerous to an organization.  They’re disruptive, negative, poor team players and routinely disliked by their co-workers.

You’ve stopped thinking and disengaged – Have you stopped asking questions and challenging yourself or others?  Complacent supervisors go along to get along.  They specialize in doing only what they’re told to do and bring little value to the company or to their careers. They’re seldom collaborative and do little to move company objectives forward.

You don’t take risks – Are you looking for the next calculated risk that will move you and your company forward?  Risk is healthy and essential in work and in life.  Complacency makes people poor judges of constructive risk vs. destructive risk.

We all have supervised, worked with or for people who are complacent mangers and have been frustrated by this management style.  It’s unsuccessful at its best and destructive at its worst.  It’s highly probably that George Patton was talking about just such a person when he said, “We herd sheep, we drive cattle, we lead people.  Lead me, follow me, or get out of my way.”


Succession Planning – It Ain’t Over ‘Til it’s Over.

business (11)Your small business has been successful.  It has provided you and your family income and personal satisfaction.  It’s been a good run and you’re ready to move on to the next phase of your life – do some traveling, go fishing and spend time with the grandkids.

About 2 months before you retire you tell everyone the succession plan.  1. The business will provide your retirement income.  2. Your son, daughter and/or key person will take over.          3.  You will have a party, eat some cake and make a speech.  This is the most common succession plan among small business owners.

However, the belief that it’s enough planning and that “everything will work out” is usually wrong.  It rarely works because it’s not actually a plan.  A successful succession plan takes time, money and effort.  It can be one of the most difficult challenges an owner will face.  It’s difficult for a variety of reasons.

The owner may have become complacent over the years and doesn’t want to make the hard management/personnel decisions that need to be made, which are mandatory in a good succession plan.  A poor management choice can close a formerly thriving business in just a few years.

A successful plan needs time and may take over a year to implement.  This can be hard for someone who has a tough time giving up control or is conflicted about retiring.  If procrastination is a part of his management style he may be counting on someone else “to figure it out when I’m gone”.

Finally, outside assistance is essential and many owners find it difficult to see the need for and to ask for help.  Now is not the time for your pride and ego to get in the way.  A good plan requires the input of professionals who understand the management (consultant), legal (lawyer) and financial (accountant) issues.

Because it’s difficult most owners avoid succession planning to the detriment of the company, their employees and their retirement.  Avoidance and passing the buck seldom works and can lead to damaged personal and professional relationships, decreased wealth and closure of the business.  It’s not uncommon for owners to have to come back and attempt to rescue it.

As Yogi Berra said, “It ain’t over ‘til it’s over.”  A complete, thought out and well executed plan starts well before the actual day of retirement.  This approach provides the needed stability to make a complete transition, one which safeguards the business’s wealth and sustains harmony among the employees.  Successful owners manage the succession plan as they have managed their company, with forethought and good stewardship, right up until the cake and speech.


Is Small Business Hiring Slowing Down?

business (10)A Washington Post article by J.D Harrison dated April 30th. talks about  how small business hiring has remain flat in April, and the belief that the projections of greater figures in the small business sector has fallen short. The news can lead one to wonder whether the rising costs of health care and the minimum wage increase has led small business owners to think about those issues first before hiring.

Read more about this topic by following the links below.


Small business weekly: Minimum wage, maximizing loans and expensive limes

A review of the biggest small business and startup stories from the past week, with a special focus on Washington.

SBA slammed: During a hearing last week, Democrats and Republicans on the House Small Business Committee ripped into the Small Business Administration for creating several new entre pre neur ship training programs that have not been approved by Congress while pulling back on some of its long-standing counseling programs. (OSB)

Nation’s job engine? While employers as a whole posted strong job gains last month, small businesses are still struggling to pick up the pace. Hiring by small companies was flat in April, according to the latest readings by ADP, while their share of the nation’s total job gains declined for the fourth consecutive month. (OSB)

Mimimum wage splits businesses: Senate Republicans last week blocked legislation from moving forward that would raise the federal minimum wage to $10.00 per hour. Some small business owners say the legislation would cripple their companies by driving up labor costs, while others strongly favor raising the floor on wages. (OSB)


Many Small Employers Face Rising Insurance Costs Under ACA

Size matters – when it comes to the impact of the Affordable Care Act on employers. For the next three days ideastream health reporter Sarah Jane Tribble will walk us through the differences. She starts the series today by going to a bar.

Paul Siperke is the co-owner of Fat Heads – a popular brew pub in North Olmstead. He has fewer than 50 full-time employees, so he’s classified under the Affordable Care Act as a small business.

He doesn’t have to provide health insurance to his employees. But that’s what he’s been doing despite some pretty crazy volatility in rates.

“They just seemed to keep going up every year.  One year we got a 38 percent increase, another year we got 11. One year we got 3,” Siperke says.”

This year, under the Affordable Care Act, he saw another hike – this one for about 20 percent.

“It just seems odd that we get such a drastic price increase when nothing has really changed with us as far as our employees and health issues,” he says.

Until now, if employees were healthy and claims were few, premium prices were relatively good. But, for a small business, if even one employee was in a car accident or was diagnosed with cancer, insurance costs could skyrocket the next year.


Advice for small businesses navigating Obamacare

Serving as a partner in a health care staffing and consulting firm, health insurance costs were the second largest expense only to employee salaries.

We maintained a commitment to providing health benefits to our team, but each year the cost would climb often by double digits, forcing tough decisions on whether to reduce benefits, increase employee shares or take a bite out of the bottom line.

As a business owner, the decision to offer health benefits is critically important particularly in light of the roll out of the Affordable Care Act.

Health benefits help companies recruit and retain talent in their workforce. A recent survey by Towers and Watson found that more than half of employees surveyed identified the health plan offered as a major reason to stay with their current employer.

Small business has traditionally been at a disadvantage providing these benefits facing higher premiums and administrative costs than large employers.

Much attention on the Affordable Care Act has been on the individual health care coverage options and the technical challenges with the exchange website. Depending on where you stand on the issue, the act has been a great success at enrolling millions of uninsured into coverage, or complete failure in both concept and implementation.


When is the Right Time to Exit Your Business?

What can exiting from your business mean to you?  It can be as emotionally difficult as a bankruptcy or forced liquidation or it can be a planned sale with all debts paid, money for retirement and peace of mind. Planning for succession means you should plan to sell when the sale will provide the funds necessary to retire or move on to a new opportunity. It can also be passed on to your heirs, employees or partners with proper pre-planning to fund the sale.

Ralph Berge is an Ohio Business Coach who helps business owners plan their succession management.  “Succession management is an exit strategy that simply means you have planned your transition and you are ready to take advantage of the options available to you’ says Berge. Call Ralph Berge, Business Coach 440-838-0991 to get moving on your business exit strategy.

Exit Your Business on Your Terms

What can exiting from your business mean to you?  It can be as emotionally difficult as a bankruptcy or forced liquidation or it can be a planned sale with all debts paid, money for retirement and peace of mind. Planning for succession means you should plan to sell when the sale will provide the funds necessary to retire or move on to a new opportunity. It can also be passed on to your heirs, employees or partners with proper pre-planning to fund the sale.

Ralph Berge is a Cleveland Business Coach who helps business owners with succession management.  Succession management is an exit strategy that simply means you have planned your transition and you are ready to take advantage of the options available to you. Call Ralph Berge, Business Coach 440-838-0991 to get moving on your business exit strategy.

Exit Your Business on Your Terms…

What can exiting from your business mean to you?  It can be as emotionally difficult as a bankruptcy or forced liquidation or it can be a planned sale with all debts paid, money for retirement and peace of mind. Planning for succession means you should plan to sell when the sale will provide the funds necessary to retire or move on to a new opportunity. It can also be passed on to your heirs, employees or partners with proper pre-planning to fund the sale. 

Ralph Berge is a Cleveland Business Coach who helps business owners with succession management.  Succession management is an exit strategy that simply means you have planned your transition and you are ready to take advantage of the options available to you. Call Ralph Berge, Business Coach 440-838-0991 to get moving on your business exit strategy.

You Built It….Now What Do You Do With It?

Many small business owners have the goal of handing the business over to a family member when they reach a certain age. That’s fine, but will that person be able to run the business then? Does he or she need particular qualifications? Will he or she need special training before they can take over? All this has to be thought through years in advance. It’s time for the business owner to be making a plan for succession management.

Other considerations will be based on your own importance to the business. If it literally can’t get along without you because of your expertise or some other factor, what happens if you’re forced to exit by illness or accident? Your plans for the value of the business when you leave it could be totally negated unless you’ve planned for such a contingency.

If your intention is to sell the company at a certain point in time your strategy will be to enhance the value of the business between now and that date by increasing the worth of its assets. How you do that depends on many factors, but for some firms it’s going to require a sustained drive for a larger customer base and/or an expanded range of products. For others it can mean an emphasis on research and development to develop and patent new products or processes.

To get the best possible price when selling the business it’s essential to maintain accurate and verifiable records from day one. Most buyers looking to purchase a business generally want to see at least three years of financial information.

 

 If you haven’t considered these questions, you likely don’t have a plan for succession in your business. This lack of planning for succession is putting you, your company and family at risk. Find time to at least consider the full potential of that risk.