Affordable Care Act NOW

Did you “hear the one about” the delay of significant elements of the Affordable Care Act (ACA) employer mandate on July 2, 2013? Many employers breathed a sigh of relief then promptly wrote off and forgot about ACA. Did you? It’s not a joke. Heads up. The law is still in place and intact.

The regulatory bodies have made adjustments to the ACA timelines (see specifics on Health and Human Services website Many people think that the whole implementation has been delayed a year because they think employer mandates are delayed for a year. Not so.

The Individual Mandate

If an individual does not have health coverage starting in 2014, an individual penalty will be incurred. The penalty will take the form of either a flat dollar amount or a percentage, whichever is higher. The flat dollar amount per individual is $95 in 2014, then it increases to $325 in 2015, and $695 in 2016. After 2016, the flat dollar amount is indexed to inflation or  it is a percentage of taxable income an amount equal to a percentage of a household’s income (as defined by the Act) phased in at 1% in 2014, 2% in 2015, and 2.5% in 2016. That is significant. It is not $95 for the rest of their lives which is how MOST individuals have misinterpreted the law. For example, if an individual has a household income of $50,000, this individual would be subject to a percentage penalty of $500. The individual would pay the percentage penalty because this percentage penalty is greater than the flat dollar penalty for 2014 (which is $95).

Employer to Do List

On October 1, every employee is required to be notified by their employers about availability of state exchanges, including all of their insurance options, as of January 1, 2014. On October 1, 2013, all 50 states will have exchanges open for business. Nevada Health Link created by the State of Nevada to help individuals and small businesses easily shop for, compare and buy health insurance.

The details of the law and the implications far exceed the normal space that we have for the article. Prior to 2010, a lot of employers offered health insurance and there was no ACA.  As HR experts, we remind people on a daily basis not to be caught up with being angry with the law and automatically assume penalties are “cheaper.” Companies offered insurance in 2010 because there was a value in doing so. Consider all options and make informed decisions.

Written by Jim Annis, President/CEO of The Applied Companies, which provide HR solutions for today’s workplace. Celeste Johnson, Tom Miller, and Nissa Jimenez, Applied’s division directors, contributed to this article.

Local Reno Company & Kawasaki Motors Corp Have Something in Common – Strength in Numbers

“Kawasaki Strong” was the theme for the National Dealer Business meeting in San Diego, September 5th-7th, 2013.  The Applied Companies in Reno Nevada participated in the meeting with Kawasaki Motors Corp through their division called Kawasaki Dealer’s Benefits Company, or KDBC. KDBC is headquartered in Reno, Nevada and has a strategic business alliance with Kawasaki Motors Corp. With more than twenty years’ experience in insurance and professional employer services, KDBC offers an exclusive program to Kawasaki dealers around the country that helps small business owners save time, lower risk and increase the value of their organization.

Kawasaki has a strong legacy and heritage that no other Japanese OEM can even come close to matching. Bullet trains, cargo ships, subway cars, jets, robotics and a dynamic Powersports line-up just to mention a few.  They have strength in numbers, strength in innovative engineers, designer, factory team members, support team members and strong strategic business alliances with companies like KDBC.

Jim Annis, CEO of KDBC said, “Our clients sell “FUN”, and we handle the non-productive administrative functions that not only gives them more time but also protects their business interests.  We rolled out the KDBC program less than two years ago and we already have a presence in twenty five states.” “The response to the program has been phenomenal and we expect huge growth for the remainder of this year and through 2014,” says Annis.

About KDBC

Kawasaki Dealer’s Benefits Company is an expert in insurance and professional employer services and offers an exclusive dealer program to save Kawasaki Dealers both time and money. They provide complete garage insurance protection, worker’s compensation coverage, employee benefits package, human resource management and payroll administration. They operate in all fifty states and headquarter in Reno Nevada. More information can be found on the Internet at,

About Kawasaki Motors Corp

Kawasaki Motors Corp., U.S.A. markets and distributes Kawasaki motorcycles, ATVs, Side x Sides, and personal watercraft through a network of more than 1,200 independent retailers, with an additional 7,400 retailers specializing in Kawasaki power products and general purpose engines. KMC and its affiliates employ nearly 3,100 people in the United States, with 300 of them located at KMC's Irvine, California headquarters.

Kawasaki's tagline, "Let the good times roll.", is recognized worldwide. For five decades, the Kawasaki brand has become synonymous with powerful, stylish and category-leading vehicles. Information about Kawasaki's complete line of powersports products and Kawasaki affiliates can be found on the Internet at


Cindy Welch, Sales
Kawasaki Dealer’s Benefits Company

Negotiating for Employment

A fair amount of negotiation takes place in the workplace regarding employment. Typically the employer has the upper hand; however, your ability to sway a negotiation will help achieve the terms you deem favorable.

When should I negotiate?

For candidates actively pursuing work, negotiate when you have multiple offers. Negotiation helps confirm a range of pay will be acceptable upon entry, or can help negotiate upfront that you will perform like crazy, prove your worth, then receive desired pay after probation.

Negotiation often backfires for internal employees. If you tell your current employer that you have another job offer, they may feel pressure to counter offer, which creates ill will. The negotiating employee is often not being honest as there are undisclosed environmental issues that prompted resignation. Upon acceptance, the employee will leave within six months on average.

What is negotiable?

Any portion of the employment agreement is negotiable, including:  time off, contributions towards certain benefits, office hours, reporting structure, etc. Ideally employee handbook policies are written in general terms so that there is room for negotiation. Employers recognize real talent and years of experience, so if you have those qualities, then you’re in a good position. For example, if you can do the job description easily, but your work experience traditionally has been to report to a VP versus a director position as advertised, then ask for the VP as a condition.

What are the boundaries?

You know when you are being greedy or not. The pig gets fat and the hog gets butchered. This will likely be the character you establish going forward. Are you coming from a position of strength? How willing and how hard will you push? Be assertive and truthful; lying about having a counter offer when you don’t is discouraged.

Should I tell them I have another job offer?    

It depends on the relationship. The employer can just walk away if they have a candidate of equal value, and may have the perception that you do not really want to work for them. On the other hand, starting a relationship with open and honest communication can display transparency and confidence. By telling the employer that you really like their company and negotiate in a non-threatening manner will engender respect.

Overall, negotiating is selling a relationship. When you determine what risk you are willing to take, you have won either way because you defined success in your own terms.

Written by Jim Annis, President/CEO of The Applied Companies, which provide HR solutions for today’s workplace. Celeste Johnson, Tom Miller, and Nissa Jimenez, Applied’s division directors, contributed to this article.

Applied Staffing Solutions Hiring Event Recap

Applied Staffing Solutions held an offsite Hiring Event at the Bourbon Square Casino (1040 Victorian Avenue, Sparks, Nevada) in the newly renovated Balcony Banquet Room – Wednesday, August 21, 2013.


Dozens of the Applied Staffing Solutions’ 100+ long-term positions were filled by job seekers looking to showcase their skills and “get a foot in the door” at great northern Nevada companies.

Our deepest appreciation goes out to the generosity of KOLO8, KTVN 2News, KKOH, Nevada Matters, the Reno Gazette Journal and our many community friends for notifying job seekers about the event. The long-term temporary and temporary-to-hire positions offer a win-win framework for employers and job seekers. Employers continue to meet their company goals while seeing a candidate’s skills and character in action before they make a hiring decision. The candidate receives the opportunity to flex their skills and talents while observing the company’s culture and environment. Employer/employee gets to see what they are really like day-to-day.

A huge thank you to the exceptionally gracious staff at the Bourbon Square Casino. The room was set up in a perfect “job fair” setting before we arrived. The few items we requested at the last minute were brought quickly and cheerfully. Job seekers enjoyed looking at the variety of masks decorating the room to reflect a New Orleans environment and from the balcony windows they watched Victorian Street traffic, as well as Mother Nature’s storm clouds. Please contact Michael Kipper, Corporate Marketing Director, at (775) 284-7256 or if you are interested in holding an event or banquet at Bourbon Square.  

We still have positions available. Please visit our website where most job postings details are listed Thank you for working together to help put northern Nevada to work.

Written by Susan Fix, The Applied Companies Community Liaison Partner. Fix has worked 16 years in staffing services performing outside sales, recruiting, permanent and temporary placement coordination, career counseling, customer service and social media/business.