Cost of Doing Business Going Down in 2015!

Attention Oklahoma Employers!

Cost of Doing Business Going Down in 2015!

The Oklahoma Employment Security Commission is pleased to announce that Oklahoma employers will see relief in their Unemployment Insurance Tax Rates in 2015.  For the first time since 2011, there will be no conditional factors in effect resulting in the lowest possible unemployment rates for employers who qualify for a computed experience rate.  

Important Data for 2015

  • State Experience Factor                                            38%
  • New Employer Tax Rate                                            2.2%
  • Range of Experience Tax Rates                                0.1% ~ 5.5%
  • Taxable Wage Base                                                 $17,000.00
  • Average Weeks of UI Paid per Claimant                        16 weeks 

Help OESC Prevent Unemployment Insurance Fraud

Oklahoma has one of the lowest improper payment rates in the country according to U.S. Department of Labor statistics.  Our rate falls in at 3.69% which is well below the national average of 10.16%.  Preventing fraud protects the integrity of the UI Trust Fund & keeps employer rates low. 

Ways you can help us prevent fraud in the UI program:

  • Report New Hires within 20 days of hire or recall
  • Report Wages Timely
  • Respond timely to OES-586, Audit of Unemployment Insurance Claims
  • Respond timely to separations involving misconduct or voluntary quits unrelated to the work

E-Response Coming Soon!  Employers registered in the EZ Tax Online Filing System will soon be able to receive email notification and view the OES-617, Notice of Separation online.  You will also be able to respond electronically with the critical facts regarding separation through the SIDES Employer Portal.

Source: OESC


Individual Health Insurance now available on YHR website

Individual Health Insurance Quotes


If you are not able to purchase insurance through your employer you might qualify for an Individual Health Insurance plan.  We are able to work directly with you and avoid the health insurance exchange web site. Our plan will also check to see if you qualify for a Federal Subsidy while you obtain your quote.  The quotes will also have multiple options for deductibles and levels of coverage as mandated by the Affordable Care Act. You will also be working with a Licenced Agent instead of an unlicenced unknown government contractor.

 For a Quote with BlueCross BlueShield of Oklahoma Click here:


 For a Quote with BlueCross BlueShield of Texas Click here:


New I-9 Effective 5-8-13

On March 8, 2013, the U.S. Citizenship and Immigration Service updated and published a revised Employment Eligibility Verification Form I-9 (visit our free forms to download). Employers should begin using the revised Form I-9 immediately for all new hires and all re-verifications.

Effective May 8, 2013, employers will be REQUIRED to use the revised Form I-9 and could face penalties if found to not be using it. Prior versions of Form I-9 will not be accepted after May 7, 2013.

What’s New about the form?

• Adding data fields, including the employee’s foreign passport information (if applicable) and telephone and e-mail addresses.
• Improving the form’s instructions.
• Revising the layout of the form, and expanding the form from one to two pages (not including the form instructions and the List of Acceptable Documents).

How should HR prepare for the new form?

• Assign a team member to spearhead the transition to the new form.
• Familiarize yourself and your team with changes to the form; this is a good time to also review Form I-9 requirements, in general, to ensure your organization understands the requirements for each section as they relate to regulations.
• Identify areas where business processes may need revising.
• Partner with your electronic I-9 software developers to ensure a smooth implementation of the new form so that you are up and running effective May 8, 2013.

What should HR be doing anyway?

• Form I-9 is only required for all employees hired after November 6, 1986.
• The Form I-9 must be completed AND dated within 3 business days after the employee’s hire date. They cannot complete it until AFTER they have received and accepted a conditional offer of employment. Use an Offer Letter to document this was the case.
• The employer must examine the original documents, not photo copies, to ascertain if they are genuine.
• The employer cannot TELL the employee WHAT documents to bring for examination. A list of documents is provided on the Form I-9. Give this list to the employee so they can choose what documents they have that satisfy the requirements.
• All documents must be UNEXPIRED!
• Section 1 is completed by the employee and signed and dated.
• Section 2 is completed by the employer and signed and dated. This should be the SAME person who examined the original documents. Within the “Certification” paragraph, there is a blank line to insert the employee’s hire date. This is often left blank. Be sure to complete this and ensure it is the correct hire date that was used on the Offer Letter.
• Section 3 is ONLY for RE-verification so this is left blank UNTIL it is time to RE-verify the employee’s documents. You should have some type of tickler/reminder system in place for Form I-9 re-verifications. Every document must maintain an unexpired date, including Driver’s Licenses.
• Store the I-9s separate from the Personnel Files. A binder is a good method. Use alphabetical dividers for organization. Keep the binders locked. Electronic storage and signatures are allowed.
• Remember the retention for I-9s is the duration of employment PLUS one year OR 3 years from the date of hire, whichever is longer. It is not necessary to keep I-9s beyond the retention period.

USCIS has scheduled free webinars to help employers learn about the new form.  Visit I-9 Central Home for more information. Thank you.

This information has been provided by Your HR Resource


Health Plan Solutions under the ACA

The Patient Protection and Affordable Care Act (aka ACA) is moving forward. Effective 2014, the Act will require all individuals in the United States to have some form of health insurance. Referred to as mandates, this provision will impact all employers with 50 or more full time equivalent employees, known as “pay or play”. Essentially, employers with 50 or more full time equivalent employees may be faced with penalties if the employer:

a) does not offer coverage and at least one employee receives a premium tax credit or cost sharing subsidy in an Exchange; or

b) the employer does offer coverage but it is not affordable to the employee and therefore the employee chooses coverage through an Exchange and receives a premium tax credit.

The question I am most often asked is what can an employer do who has fewer than 50 full time equivalent employees? First, no matter how many employees a company has, employers understand that offering a benefits package that includes health and wellness provides a competitive marketplace advantage by attracting and retaining talent. Next, if you are an employer with 50 or more full time equivalent employees, do not let the penalties frighten you because you do still have choices in the healthcare you offer your employees. Employers with fewer than 50 employees have choices too. While this employer may not be subject to penalties associated with “pay or play”, other aspects of the ACA will affect your plan, should you offer one.

Consider the below ACA requirements that affect all plans, some of which are already in effect:

  1. Modified Community Rating: cannot charge more based on serious medical conditions
  2. Deductible Maximums: PPO plans will be capped at $2,000 deductibles 
  3. Medical Loss Rebate (MLR) Checks: if an insurance company spends less than 80% of premiums on medical care and quality, it must rebate the portion of premium dollars that exceeded this limit

What if…

You had a unique opportunity to:

a) have the required coverage the ACA mandates; and
b) retain some control over your health plan design!

Your HR Resource offers plans that provide complete flexibility to build your own customized plan, avoid some of the ACA mandates, offer wellness incentives to your employees and continue to manage your plans in a way that is affordable for you and your employees.

What does that mean for you?

  1. You will not be lumped into one risk pool, giving your plans the flexibility to be rated on how well your plan is performing!
  2. You will not be limited to low deductibles, giving your plans the flexibility to offer deductibles higher than $2000 which helps reduce premiums!
  3. You will not have to worry about administering MLR checks which, for small employers, end up costing more than the paper they are written on!

Your HR Resource is an employee benefits and HR consulting firm specializing in Employee Health & Wellness Benefits, Employee Relations, Anti-discrimination training, Employee Complaint Investigations, Policies & Procedures, Payroll Administration, Drug Testing, Background Checks, and Compliance.

To learn more, contact Laura Moxley, SPHR, with Your HR Resource, at

405-360-2160 or laura@yourhrresource.com


Business Seminar Series - Top 10 Must Haves for your Employee Handbook - May 30th, 2012

This class will examine why it is necessary to have an employee handbook, primarily focusing on the TOP TEN items that should be included in every effective handbook using supporting examples of case law. Attendees will learn what subtopics should be included in each item and will receive a sample EEO Statement and AntiDiscrimination   Policy for their practical application on the job.

  • Effective Handbooks
  • Latest Updates
  • Must-Have Policies
  • New Drug Testing Law
  • Sample Policies:
    • EEO Statement
    • Anti-Discrimination Policy 

Class Taught by:

Laura Moxley, SPHR is Founder and President of Your HR Resource, a Norman-based human resources and benefits consulting company.

Your HR Resource specializes in Health Benefits, Employee Handbooks, Employee Relations, Compliance, Anti-discrimination training, Employee Complaint Investigations, and Payroll Administration. Laura has over 15 years of human resources experience serving much of that time as HR Director for a large privately held company. Laura earned a BA from the University of Oklahoma, has a Professional Certificate in Human Resource Management, and is certified as a Senior Professional in Human Resources (SPHR) through the Society of Human Resource Management (SHRM). She is also a licensed health insurance producer.

Laura frequently speaks to groups on various HR topics and currently serves as Director of the Oklahoma State Council for Human Resource Management.

Laura also currently serves on the State Chamber HR Committee and the Governor's Council for Workforce and Economic Development. In 2010, Laura was named as one of "50 Making a Difference" by the Journal Record's Woman of the Year program. The program recognizes Oklahoma women for leadership in business and service to their communities. www.yourhrresource.com




Website design by Wallis Williams Design