Call A Doctor Plus Doctors
By Debbie Sparks

Teladoc to Acquire Best Doctors

Outstaffing is pleased to let you know that Teladoc (The medical component of Call A Doctor Plus) has entered into a definitive agreement to acquire Best Doctors, the world’s leading expert medical consultation company focused on improving Teledoc Video Conferencinghealth outcomes for the most complex, critical and costly medical issues.

This acquisition is very good news as it will continue to drive future expansion of the Teladoc platform.  Teladoc can now provide better control over their doctor network, which will improve the patient experience, and increase Teladoc’s overall impact.

Further, the depth and breadth of coverage of Teladoc’s network will also expand to include the ability to resolve higher complexity issues ranging from specialists and second opinions to the support of more complex treatment plans.

This latest development is further evidence that Telemedicine is headed in the right direction, and will no doubt become more and more integral to the Healthcare process moving forward.

As always, as we become more aware of this and any other development with Teladoc, we will keep you posted!

By Debbie Sparks

YOUR Outstaffing

We are pleased to announce that we will soon be rolling out “Your Outstaffing” – a personalized home for your partnership with Outstaffing! Access to everything you need will be in one place! Not only will our clients be able to access the tools and functions that you need – your employees will also be able to open a “landing page” with access to the tools and information they need as an employee. This will save our clients time and headaches, and save employees from having to “go to the office” with minor payroll and benefits questions.  Your Outstaffing is designed specifically for your business, so that the information there is relevant to you and your employees.

Be expecting a phone call from Phil that will start the process.  We are excited to offer this upgrade to our clients – we know you’ll love it too!

Stay engaged with Outstaffing Engage!
By Debbie Sparks

From Options to Engage!

Stay engaged with Outstaffing Engage!We are very excited to tell our clients that we are expanding our scope of services to you, and in doing so, we are re-branding our client newsletter from Options to Engage! Our goal is to stay engaged with our clients to let you know that we appreciate your business and we are proud of our partnership with you.  One of the ways we have chosen to keep you up-to-date on important information is by Engage! 

Engage! will come to your inbox with important and interesting business information. Please take the time to open your Engage! emails and check out the topics. And as always, if you have questions, simply call or email and we will assist you.

Thank you for partnering with Outstaffing!

By Debbie Sparks

Cell Phone Safety

10 Tips to secure your phone

Did you know, at any given time, malicious code infects more than 11.6 million mobile devices? According to the 2014 Ponemon Institute and IBM Security study, 1 billion personal data records were compromised by cyber attacks. And most recently in 2016, Kaspersky Lab detected the following:

  • 8,526,221 malicious installation packages
  • 128,886 mobile banking Trojans
  • 261,214 mobile ransomware Trojans

As smartphones become more central to our daily lives, the data stored on them becomes increasingly sensitive, such as personally identifiable information, credit card details, GPS information, and mobile authentication codes. Here are some best practices to keep your device safe from unauthorized use and avoid unpleasant surprises.

10 Quick & Easy Tips:

  • Secure your phone using a PIN, password, pattern, or fingerprint.
  • Remove/delete unneeded sensitive files from your phone.
  • Enable the built-in encryption feature to encrypt your phone and SD card.
  • Update your operating system and apps.
  • Download apps from trusted stores and review needed access permissions.
  • Install functional antivirus software or a reputable security suite tool.
  • Only use trusted Wi-Fi connections, and turn off Wi-Fi and Bluetooth when not in use.
  • Exercise caution when accessing personal or sensitive information in public areas.
  • Log out of sites and apps after accessing your finances or paying your bills.
  • Use kid/guest modes to prevent your child (or your friend) from accessing private data.

To learn more about protecting your smartphone, click here to visit the National Cybersecurity Alliance.

By Debbie Sparks

Independent Contractor?

Administrative Assistant


I’d like to hire an administrative assistant. Can I classify this person as an independent contractor during a 90-day try-out period and then, if they work out, hire them as a full-time employee at the end of the 90 days?


The short answer is no.

It’s highly unlikely that an administrative assistant would meet the criteria for classification as an independent contractor. The IRS and the U.S. Department of Labor, along with state agencies, have specific criteria for determining who is an employee and who is an independent contractor. These criteria focus on the overall relationship workers have with their employer, with particular attention to who controls when, where, and how the job gets done, as well as who has the opportunity for financial profit or loss. Administrative assistants typically do not have that level of control over their work, so they’ll almost always be classified as employees.

I understand that you’d like to hire the individual on a trial basis, with the possibility of continued employment. You can do this by offering them temporary employment. During the 90-day period, make sure that you provide the employee with clear expectations for the position and success in the role. If you elect to end their employment once the 90 days are up, you should document why they are not being considered for continued employment.

By Debbie Sparks

Beware of W-2 Phishing Scam!

Outstaffing would like for you to be aware from this important message from Paylocity:


The IRS, state agencies, and the tax industry have issued an urgent alert to all employers on the evolving Form W-2 email phishing scheme. The scam is spreading contagiously beyond the corporate world into other sectors, including school districts, tribal organizations, and nonprofits.
How the scam works
Cybercriminals are using various spoofing techniques to create emails that appear to be from an organization’s executive. Sent to a payroll or human resources employee, the email requests W-2 information for all employees in a list.

What to do if you are scammed
Please advise your payroll and human resources departments of this scam. Follow these steps if you encounter the scam:

  1. Forward the scam email to and place “W2 Scam” in the subject line.
  2. File a complaint with the Internet Crime Complaint Center.
  3. Employees whose W-2s have been stolen should review the recommended actions by the FTC or IRS.
  4. If an employee’s own tax return gets rejected due to a duplicate SSN or if instructed by the IRS, the employee should file a Form 14039 Identity Theft Affidavit.

Please read the entire article to learn more about the scam and ways you can protect your organization online.

By Debbie Sparks

Get your W-2 online!

Outstaffing W-2’s will be sent out shortly, but if you want yours now, you can download from your Paylocity account anytime! Anytime you need to see or print a check stub you can always login to your Paylocity account! Paylocity gives you management capabilities over many sectors of your payroll! Have you registered yet? Click here to register or to go to your Paylocity account.

Once you are registered, on the dashboard of your Paylocity account, you will see “Pay.” Click on the “more” link and you will see “Tax Forms”. Click that and you will see your W-2’s. Print as many as you need!

If you want to make changes during the year (dependents, tax withholdings, etc.) login to Paylocity and make changes as needed! As always, if you need our assistance, call Outstaffing at (888) 688-7823.

By Debbie Sparks

Flexible Workplaces

Join Our Team

Do Flexible Workplace Options Attract Quality Workers?

Article from

Chances are, your company offers job flexibility. Roughly 80 percent of employers offer some type of flexible work arrangements like compressed work schedules or telecommuting opportunities. Results from many surveys over the years have shown that they are a desired employee benefit because they contribute to worklife balance. Just as important, they also act as an effective recruitment and retention magnet, especially for hard-to-fill jobs.

Considering that the US unemployment rate is 4.9 percent and the number of job openings nationwide is 5.5 million – according to the Bureau of Labor Statistics – offering a variety of flexible work options would seem like a no-brainer. Whether your company is recruiting active Baby Boomers, Millenials with growing families, or college students who juggle class schedules with work schedules, offering and promoting flexible work options to your entire workforce in a gig economy may be as essential as a steady paycheck.

Despite the numerous advantages for both employees and employers, flexible work arrangements still take a back seat at some organizations. Here are some stats from

  • 44 percent of organizations do not feature or market flexible work options as an employee benefit
  • 41 percent report access to flexible work is not widespread to all employees
  • 67 percent of managers offer flexibility at their own discretion
  • 36 percent of companies have a formal written flex policy

These numbers are surprising. Employers, big or small, across every industry and job category, spend millions on increasing employee engagement, which often leads to enhanced loyalty, higher productivity, and reduced absenteeism. Besides, happy employees typically don’t quit. The cost of employee turnover is at least several times that of each employee’s salary.

It doesn’t matter what type of person you’re trying to attract or job you’re trying to fill.  Workplace flexibility is now a business protocol that demonstrates an employer’s commitment to its workforce.

Even if the job requires someone to work onsite 40 hours a week, people’s needs change throughout their lives. There may come a time where they must alter their work schedule to accommodate family or other personal needs. Formal flex policies can act as an insurance policy, providing them with inhouse options, which prevents them from searching for external jobs. These workers are familiar with your organization’s people, policies, practices and also culture. Do you really want them to leave?

The more flexible your policies are, the better. Employees may want time off during work hours to drop off and pick up their children from school, help an elderly family member, or get an oil change. In order to be successful, workplace flexibility must be supported by your company’s leaders, offered to employees in all jobs at all levels, and workers must be encouraged to use it.

Since flex work benefits have universal appeal, they will attract the right candidates  with the right skills for your organization and even reach out to others you may not have considered, perhaps those on the edge whose skills can translate across industries or jobs.

If your company wants to be considered as an industry leader, it must attract diverse and skilled talent.  Offering core employee benefits – no matter how comprehensive – is not enough. To help grow your base of job candidates, which better enables you to pick and choose the best people for your workplace, flexible work options need to be woven throughout your culture and tied to your strategic goals. By doing so, you will be taking an important step toward evolving your organization as a 21st century employer.

I Love My Job
By Debbie Sparks

Keeping your best employees…

I Love My Job

Employee Retention: A Dominant Challenge for 2017

Article from

In a world of constant change, where business owners large and small find themselves scrambling on a daily basis to keep up with seemingly ever-changing demands of the modern marketplace, perhaps the single most consistent challenge facing employers is how to retain their best employees.

As the nation’s unemployment level dips below 5 percent, employers are pulling out all the stops to not only attract skilled workers—but retain their most talented, most in-demand employees.

Both nationally and regionally, employers and even elected officials are acknowledging the employment reality they face in the New Year: the down side of a strong economy can often result in a shortage of the best workers. In Colorado, for example, the governor’s Office of State Planning & Budgeting predicted that the state’s current tight labor market—October’s employment figures in Colorado indicated an extremely low 3.8 percent unemployment rate—were expected to continue well into the coming year.

As employers wrestle with tactics and methods of holding on to their best workers in a tight market, industry experts say there are several methods that can help them to successfully accomplish that goal—or, at a minimum, help fill in the gaps that a difficult recruiting environment such as 2017’s job market can produce.

Some of the most popular methods of meeting staffing needs, and keeping the best employees include:

  • Happy Businessman“Returnship”—What, exactly, is ‘returnship’? In a time when many aging Baby Boomers—among other workers—may have been out of the workplace for some time, companies are looking to the idea of recruiting those returning to the job market (ergo, the phrase ‘returnship’) for the first time in years; not unlike traditional internships, ‘returnship’ provides an employer with the opportunity to try out a prospective employee prior to an official hiring. Terms of the employment agreement can be flexible depending on the company and participant, and thus can be made to best suit the organization’s requirements.
  • Consider Contract/Temporary Employees: Rather than make a hard and fast decision to hire a full time/permanent employee, some companies are considering filling vacancies via either contracted or temporary hires. In a crunch, some organizations are deciding it’s more important to fill an opening with a qualified person, than the ultimate employment status that person may have when they begin work for the company; contracted or temporary hires can do just that.
  • Revisit Company Policy on “Boomerang” Employees: Many companies have policies in place that preclude employees who leave the company from ever returning to work again for the organization; employment experts are now counseling some companies to consider re-hiring former employees who previously left in good-standing; one of the intrinsic benefits of ‘re-hiring’ an employee is that person brings with him or her a pre-existing understanding of the company’s culture–and its workplace expectations.
  • Increase Proactive Efforts To ‘Connect’ With Staff: Whether it be through more frequent—or higher quality—internal communications, improved company benefits, holding company-sponsored events or offering more flex time, companies seeking to ensure their best people don’t look elsewhere are being advised to ‘go the extra mile’ to develop a deeper connection between their organization and their employees; a staff member who feels as though he or she is appreciated and offered tangible proof of same, is far less likely to be willing to take a position elsewhere.

While most American businesses welcome a strong economy and a vibrant employment market, successful companies hoping to hold on to their top people in 2017’s shallow labor ‘pool’ are going to have remain nimble–and innovative–in order to retain their best workers in the year ahead.




By Debbie Sparks

Paid Time Off

Keeping up with Paid Time Off (PTO) is a headache for any HR manager.  Most small businesses use a spreadsheet – or something comparable – to enter and track employee time off.  Spreadsheets aren’t compatible with payroll systems so there’s double the work going on. To say that time consumption is a problem understates the problem because PTO isn’t just simply keeping track of days off:

  • How many days are classified as vacation, sick days, personal days?
  • What about maternity leave, family medical leave?
  • It the time paid – what about the up-paid time off?
  • How does the employee “earn” time off – is it accrued weekly, monthly, per pay period – or do they receive it all on Jan. 1st and use it until they use it up?
  • Does it roll over? How does it roll over? Do all of the un-used hours roll over, or a portion?

We can keep track of all your employees’ PTO and fully integrate it into the current payroll system. You have access to the data and you can run reports anytime from anywhere. Outstaffing simplifies your PTO tracking!