In the ever-evolving landscape of retirement planning, staying abreast of legislative changes is paramount for employers seeking to provide robust retirement benefits to their employees. One such legislative update making waves in 2024 is the SECURE 2.0 Act, a successor to the original SECURE Act of 2019. This new iteration introduces several key provisions aimed at enhancing access to retirement plans, fostering savings habits, and offering greater flexibility for savers. Let's delve into some of the significant changes that employers should take note of: 1. Expanded Auto-Enrollment Features: The SECURE 2.0 Act encourages greater participation in retirement plans by expanding auto-enrollment features. Employers will have the option to automatically enroll employees in retirement plans, with the default contribution rate gradually increasing over time. This provision aims to address the issue of under-saving by nudging employees towards building their retirement nest eggs. 2. Increased Access to Multiple Employer Plans (MEPs): MEPs allow small businesses to band together to offer retirement plans to their employees, thereby leveraging economies of scale and reducing administrative burdens. The SECURE 2.0 Act expands access to MEPs by easing certain regulatory requirements, making it more appealing for smaller employers to participate. This broader access could lead to more widespread adoption of retirement plans among small businesses, benefiting both employers and employees. 3. Enhanced Portability of Retirement Savings: A key concern for many employees is the portability of their retirement savings when changing jobs. The SECURE 2.0 Act addresses this issue by facilitating the transfer of retirement account balances between employer-sponsored plans and individual retirement accounts (IRAs). This portability feature provides employees with greater control over their retirement savings and reduces the likelihood of leakage or cashing out when transitioning between employers. 4. Introduction of Lifetime Income Options: To address the challenge of ensuring financial security throughout retirement, the SECURE 2.0 Act promotes the inclusion of lifetime income options within retirement plans. These options, such as annuities or other income-generating vehicles, provide retirees with a steady stream of income throughout their golden years, shielding them from the risk of outliving their savings. By offering these options within employer-sponsored plans, employees can better plan for a secure and comfortable retirement. 5. Expansion of Catch-Up Contributions: For individuals nearing retirement age, catch-up contributions are a valuable tool for accelerating retirement savings. The SECURE 2.0 Act increases the age at which individuals can make catch-up contributions to their retirement accounts, allowing older workers to bolster their savings in the crucial years leading up to retirement. This expansion enables employees to make up for lost time and bridge any gaps in their retirement preparedness.  In summary, the SECURE 2.0 Act represents a significant milestone in the ongoing effort to improve retirement security for American workers. By implementing these provisions, employers can play a pivotal role in facilitating greater access to retirement plans, promoting savings behavior, and offering more flexibility and security for their employees' golden years. As we navigate the evolving landscape of retirement planning, staying informed and proactive will be essential for employers seeking to empower their workforce towards a financially secure future.

In the dynamic landscape of Human Resources (HR), errors can be costly both financially and in terms of company reputation. From legal ramifications to employee dissatisfaction, the consequences of missteps in HR can be severe. In this blog, we'll delve into four of the most common HR mistakes that businesses make and offer solutions to mitigate these risks. 1. Terminating or Disciplining Employees that Engaged in a Protected Activity One of the most significant legal pitfalls in HR is terminating or disciplining employees who have engaged in protected activities, such as whistleblowing or participating in union activities. Doing so can result in costly lawsuits and damage to your company's reputation. It's crucial for HR professionals and business owners to be aware of employees' rights and protections under the law. Solution: Prioritize thorough training for HR staff and managers on employment laws and regulations. Implement clear policies and procedures for handling complaints and grievances, ensuring that all employees feel safe and respected when raising concerns. Consult with legal experts to ensure compliance with relevant laws and regulations. 2. Failure to Document Performance Problems and Prior Discipline Inconsistent documentation of employee performance issues and disciplinary actions can leave businesses vulnerable to legal challenges and disputes. Without proper documentation, it becomes challenging to justify employment decisions and defend against wrongful termination claims. Solution: Establish a comprehensive performance management system that includes regular evaluations, feedback sessions, and documentation of any performance-related issues. Encourage managers to maintain detailed records of employee performance, including instances of commendation and disciplinary action. Consistency and transparency are key to minimizing legal risks in this area. 3. Failing to Engage in the Interactive Process with Disabled Employees Under the Americans with Disabilities Act (ADA), employers are required to engage in an interactive process with disabled employees to determine reasonable accommodations that enable them to perform essential job functions. Failing to engage in this process can lead to claims of disability discrimination and legal liabilities. Solution: Train HR professionals and managers to recognize requests for accommodation and navigate the interactive process effectively. Foster an inclusive workplace culture that values diversity and supports employees with disabilities. Collaborate with employees and, if necessary, seek guidance from legal counsel to identify and implement reasonable accommodations. 4. Failing to Correctly Pay Overtime Misclassification of employees as exempt from overtime pay or failure to accurately calculate and compensate for overtime hours worked can result in significant financial liabilities for businesses. Wage and hour laws are complex and vary by jurisdiction, making compliance a challenging task for HR departments. Solution: Conduct a comprehensive review of employee classifications to ensure compliance with federal, state, and local wage and hour laws. Implement robust timekeeping systems to accurately track employee hours worked and overtime eligibility. Regularly audit payroll practices to identify and rectify any errors or discrepancies. Partnering with a PEO If your business is struggling with these or other common HR mistakes, consider partnering with a Professional Employer Organization (PEO). PEOs offer comprehensive HR solutions, including payroll, benefits administration, compliance assistance, and risk management. By outsourcing HR functions to a PEO, businesses can mitigate risks, improve compliance, and focus on their core operations. In conclusion, avoiding these top HR mistakes requires proactive measures, ongoing education, and a commitment to compliance. By prioritizing legal compliance, documentation, inclusive practices, and accurate payroll management, businesses can minimize legal risks and create a positive work environment for employees. Remember, investing in HR best practices today can save your business from costly legal battles tomorrow.  www.mpowerpartnersinc.com

Payroll, the backbone of every organization's financial operations, is often shrouded in myths and misconceptions. Despite its critical importance, many business owners and managers fall prey to common misconceptions surrounding payroll practices. In today's dynamic business landscape, staying informed is not just advisable – it's essential for safeguarding your organization against potential pitfalls. Let's debunk some of the most prevalent payroll myths and explore why staying informed is your ultimate shield. Myth 1: Payroll Is Just a Basic Administrative Task One of the most pervasive myths is that payroll is merely a routine administrative task. In reality, payroll encompasses a complex array of responsibilities, from accurately calculating wages and taxes to ensuring compliance with ever-changing regulations. Neglecting the intricacies of payroll can lead to costly errors, legal penalties, and employee dissatisfaction. Recognizing the multifaceted nature of payroll is the first step towards effective management. Myth 2: Payroll Can Be Handled Manually Without Errors Some businesses still cling to the notion that manual payroll processing is sufficient. However, manual methods are inherently prone to errors, whether it's miscalculating wages, overlooking tax obligations, or failing to adhere to compliance requirements. Investing in automated payroll solutions not only minimizes errors but also enhances efficiency and frees up valuable time for strategic tasks. Myth 3: Outsourcing Payroll Is Too Costly Contrary to popular belief, outsourcing payroll can be a cost-effective solution for businesses of all sizes. By entrusting payroll responsibilities to professionals, organizations can avoid the expenses associated with hiring and training in-house payroll staff, as well as the costs of potential errors and penalties. Moreover, outsourcing provides access to expertise and technology that may otherwise be out of reach for small to mid-sized businesses. Myth 4: Payroll Compliance Is a One-Time Concern In today's regulatory landscape, payroll compliance is an ongoing commitment, not a one-time checkbox. With tax laws, labor regulations, and reporting requirements in constant flux, businesses must remain vigilant and adapt their payroll practices accordingly. Failure to stay abreast of compliance changes can result in audits, fines, and reputational damage. Regularly updating policies and procedures is crucial for mitigating compliance risks. Myth 5: Payroll Security Is Not a Priority Amid the rise of cyber threats and data breaches, payroll security should be a top priority for every organization. Payroll data, including sensitive employee information and financial details, is a prime target for cybercriminals. Implementing robust security measures, such as encryption, multi-factor authentication, and regular audits, is essential for safeguarding payroll data and preserving trust with employees. In conclusion, debunking payroll myths and staying informed are paramount for protecting your organization from potential risks and liabilities. By recognizing the complexities of payroll, embracing technology, considering outsourcing options, prioritizing compliance, and fortifying security measures, businesses can ensure that their payroll processes remain efficient, accurate, and resilient in the face of evolving challenges. Stay informed, stay vigilant, and let knowledge be your shield in the realm of payroll management.  www.mpowerpartnersinc.com

Employee misclassification is a critical issue that can have severe consequences for both businesses and their workers. Not only can it be considered wage theft, but it can also put your business at risk of an IRS audit for back taxes, severance, and health care coverage for misclassified workers. Additionally, misclassification can lead to legal fees, reputation damage, and even criminal and civil penalties, whether the misclassification is intentional or accidental. In this blog, we'll explore the importance of proper classification, common misclassifications, their fallout, and steps businesses can take to mitigate risks. Understanding Misclassification and its Consequences Employee misclassification occurs when workers are inaccurately classified as independent contractors rather than employees. This misclassification deprives workers of essential protections and benefits, such as minimum wage, overtime pay, unemployment insurance, workers' compensation, and access to health care coverage and retirement plans. Furthermore, misclassification can result in significant financial and legal liabilities for businesses, including back taxes, severance payments, and penalties for non-compliance with labor laws. Common Misclassifications and Fallout Exempt vs. Non-Exempt Employees: Misclassifying employees as exempt from overtime pay when they should be considered non-exempt can lead to wage theft claims and legal actions. Employers may be required to pay back wages, penalties, and legal fees, in addition to facing reputational damage. Freelancers vs. Employees: Treating workers as freelancers or independent contractors when they should be classified as employees can result in disputes over unpaid wages, taxes, and benefits. Businesses may face IRS audits, back taxes, and penalties for misclassification, along with legal fees and reputational harm. Temporary Workers: Misclassifying temporary workers or seasonal employees as independent contractors to avoid providing benefits or complying with labor laws can lead to legal disputes and financial liabilities. Employers may be required to pay back wages, provide benefits retroactively, and face penalties for non-compliance. Mitigating Risks and Ensuring Compliance To prevent misclassification and protect both businesses and workers, it's essential to take proactive measures: Annual Classification Reviews: Worker roles can evolve over time, as do the rules around worker classifications. It's crucial to review each worker's classification annually and adjust as needed to ensure compliance with current regulations. Consultation with Compliance Firms: Working with a firm that specializes in independent contractor compliance and engagement can help companies meet compliance standards, reduce misclassification risk, and successfully manage independent workers. Stay Informed: Payroll processing can be challenging, especially for small-to-mid-sized businesses. Staying informed of the latest payroll laws and regulations can help avoid costly mistakes and penalties. According to the IRS, nearly 30% of employers make payroll errors each year, with the average penalty for an incorrect filing being $845 . Conclusion Employee misclassification poses significant risks to businesses and workers alike. By understanding the importance of proper classification, recognizing common misclassifications, and taking proactive steps to ensure compliance, businesses can protect themselves from financial liabilities, legal penalties, and reputational damage. Stay informed, review classifications annually, and consider seeking assistance from compliance experts to mitigate risks and foster a fair and compliant workplace for all workers.  www.mpowerpartnersinc.com

In both personal relationships and professional endeavors, there comes a point where familiarity can breed discontent. This phenomenon, often referred to as the "7-year itch," can manifest in various ways at work, leading to boredom, stagnation, and a lack of motivation. However, with proactive measures and a mindset geared towards growth and fulfillment, it's possible to avoid falling victim to this career plateau. In this blog, I will explore strategies for maintaining long-term career satisfaction and fulfillment, ensuring that your professional journey remains engaging and rewarding. Embrace Continuous Learning: One of the most effective ways to stave off the 7-year itch is to prioritize continuous learning and skill development. Seek out opportunities for professional growth, whether it's through workshops, courses, or certifications. By expanding your knowledge base and acquiring new skills, you'll keep your work fresh and exciting, opening doors to new opportunities within your current role or beyond. Set Meaningful Goals: Maintaining a sense of purpose and direction in your career is essential for warding off complacency. Set ambitious yet achievable goals for yourself, both short-term and long-term, and regularly assess your progress. Whether it's aiming for a promotion, leading a high-impact project, or mastering a new skill, having goals to strive towards will keep you motivated and engaged in your work. Cultivate Relationships: Building strong relationships with colleagues, mentors, and leaders can significantly impact your job satisfaction and longevity in a role. Invest time in fostering genuine connections, both professionally and personally. Collaborate on projects, seek feedback, and participate in team-building activities. A supportive network can provide invaluable encouragement, guidance, and perspective, helping you navigate challenges and celebrate successes along the way. Seek New Challenges: Monotony is a common precursor to the 7-year itch, so it's crucial to actively seek out new challenges and opportunities for growth. Volunteer for assignments outside of your comfort zone, take on leadership roles or explore cross-functional projects. By stepping outside of your routine and embracing unfamiliar tasks, you'll keep your skills sharp and your enthusiasm high, preventing complacency from setting in. Prioritize Work-Life Balance: Burnout is a significant risk factor for career dissatisfaction, so it's essential to prioritize your well-being outside of work. Set boundaries around your time and energy, and make time for activities that recharge and rejuvenate you. Whether it's spending time with loved ones, pursuing hobbies, or simply unplugging from technology, prioritizing work-life balance will help you maintain perspective and avoid feeling overwhelmed by the demands of your job. Reflect and Iterate: Regular self-reflection is key to staying engaged and fulfilled in your career. Take time to assess your strengths, weaknesses, and areas for growth, and be open to feedback from others. Use this insight to refine your goals, adjust your approach, and make course corrections as needed. By adopting a growth mindset and embracing opportunities for self-improvement, you'll continue to evolve and thrive in your professional journey. Stay Flexible and Open-Minded: Finally, it's essential to remain flexible and open-minded as you navigate your career path. The professional landscape is constantly evolving, and what worked for you in the past may not necessarily serve you in the future. Be willing to adapt to changing circumstances, seize unexpected opportunities, and explore alternative career paths if necessary. By embracing change and uncertainty, you'll position yourself for continued success and fulfillment, regardless of where your career takes you. Conclusion: The 7-year itch may be a common phenomenon, but it's by no means inevitable. By proactively investing in your professional growth, cultivating meaningful relationships, and prioritizing your well-being, you can avoid falling into a career rut and instead experience long-term satisfaction and fulfillment in your work. Remember, your career journey is yours to shape—embrace the opportunities, challenges, and possibilities that come your way, and enjoy the ride!

In today's competitive job market, small and medium-sized businesses (SMBs) face the challenge of attracting and retaining top talent while managing costs effectively. One key benefit that can make a significant difference for employees and the company alike is a robust 401(k) matching contribution program. In this blog post, we'll explore the advantages of increasing your 401(k) matching contribution and how partnering with a Professional Employer Organization (PEO) can amplify the benefits for SMBs. 𝐆𝐞𝐧𝐞𝐫𝐨𝐮𝐬 𝐌𝐚𝐭𝐜𝐡𝐢𝐧𝐠 𝐑𝐚𝐭𝐞𝐬: Offering generous matching rates in your 401(k) plan is a powerful way to demonstrate your commitment to employees' long-term financial security. By contributing a higher percentage of employees' contributions, you not only incentivize participation but also help employees build substantial retirement savings over time. Generous matching rates can set your company apart from competitors and attract top talent who prioritize comprehensive benefits packages when considering job opportunities. 𝐂𝐥𝐞𝐚𝐫 𝐕𝐞𝐬𝐭𝐢𝐧𝐠 𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐞𝐬: Implementing clear vesting schedules is essential for SMBs looking to optimize their 401(k) matching contribution program. A transparent vesting schedule outlines when employees become fully vested in employer contributions, providing clarity and assurance regarding their retirement benefits. Clear vesting schedules encourage employee retention by rewarding tenure and loyalty, ultimately reducing turnover costs for SMBs. Additionally, transparent vesting schedules foster trust and transparency, strengthening the employer-employee relationship. 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐈𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭 𝐎𝐩𝐭𝐢𝐨𝐧𝐬: Offering a diverse range of investment options within your 401(k) plan empowers employees to customize their retirement savings strategy according to their individual financial goals and risk tolerance. SMBs can enhance their 401(k) offerings by providing access to a variety of investment vehicles, including mutual funds, index funds, and target-date funds. Diverse investment options cater to employees with varying investment preferences and enable them to build well-diversified portfolios aligned with their long-term objectives. 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐚 𝐏𝐄𝐎 𝐟𝐨𝐫 𝟒𝟎𝟏(𝐤) 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬: For SMBs seeking to optimize their 401(k) benefit offerings, partnering with a reputable PEO can be a game-changer. PEOs provide access to comprehensive HR solutions, including employee benefits administration, payroll processing, and retirement plan management. By leveraging the expertise and resources of a PEO, SMBs can access cost-effective 401(k) plans with competitive matching contributions and a wide range of investment options. Partnering with a PEO streamlines benefits administration, reduces administrative burden, and ensures compliance with regulatory requirements, allowing SMBs to focus on their core business operations while providing valuable retirement benefits to employees. 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: Increasing your 401(k) matching contribution can yield significant benefits for SMBs, including improved employee recruitment and retention, enhanced company culture, and greater employee satisfaction. By offering generous matching rates, clear vesting schedules, and diverse investment options, SMBs can attract top talent, promote financial wellness, and strengthen their competitive position in the marketplace. Moreover, partnering with a PEO for 401(k) benefits can provide SMBs with access to expert guidance, cost-effective solutions, and streamlined administration, maximizing the impact of their retirement benefits program.

Negotiating a fair and equal salary can be one of the most challenging aspects of a career, but it's also one of the most crucial. However, armed with the right strategies and tools, you can confidently advocate for yourself and secure the compensation you deserve. In this blog post, we'll explore effective strategies for negotiating a fair salary, guidance on collecting evidence to support your case, and tips for seeking support from colleagues and advocates committed to equal pay. Know Your Worth: Before entering into any salary negotiation, it's essential to understand your market value. Research industry standards and salary ranges for your position and level of experience using resources like online salary databases, industry reports, and networking with professionals in your field. This information will provide you with a benchmark to anchor your negotiation and ensure you're asking for a fair and competitive salary. Gather Evidence: Support your salary negotiation with concrete evidence of your contributions, achievements, and the value you bring to the organization. Keep a record of your accomplishments, such as exceeding targets, completing projects ahead of schedule, or receiving recognition for your work. Quantify your impact whenever possible, using metrics like revenue generated, cost savings, or efficiency improvements. This evidence will bolster your case and demonstrate why you deserve a higher salary. Practice Effective Communication: Effective communication is key to successful salary negotiation. Practice articulating your value proposition, focusing on the skills, experiences, and results that make you an asset to the organization. Be confident but respectful in your approach, and avoid underselling yourself. Clearly state your salary expectations based on your research and evidence, and be prepared to justify your request if asked. Active listening is also crucial—listen to the employer's perspective and be open to compromise while advocating for your needs. Seek Support from Colleagues and Advocates: Don't underestimate the power of solidarity in negotiating for fair compensation. Seek support from colleagues, mentors, or advocates who are committed to equal pay and workplace fairness. They can offer valuable insights, advice, and even advocate on your behalf during negotiations. Additionally, consider joining professional organizations or networks that offer resources and support for salary negotiation and workplace equity. Be Prepared to Walk Away: While negotiating for a fair salary is important, it's also essential to know your limits and be prepared to walk away if necessary. If the employer is unwilling to meet your salary expectations or provide fair compensation for your contributions, consider whether the opportunity aligns with your long-term career goals and financial needs. Sometimes, saying no to a job offer that doesn't value your worth can open doors to better opportunities in the future. Conclusion: Negotiating a fair salary requires preparation, confidence, and effective communication skills. By knowing your worth, gathering evidence to support your case, seeking support from colleagues and advocates, and practicing effective communication, you can navigate the salary negotiation process with confidence and secure the compensation you deserve. Remember, advocating for fair pay isn't just about yourself—it's about promoting workplace equity and creating a more inclusive and fair working environment for everyone.

In the fast-paced world of business, change is inevitable. For companies utilizing Professional Employer Organizations (PEOs), mergers and acquisitions within the industry can bring about significant shifts in service models, attention levels, and overall client experience. If your PEO has undergone acquisition, you understand firsthand the potential impact on your business. Let's delve into this topic and explore why consulting with a PEO consultant/broker before signing or renewing with a PEO is crucial. T he Ripple Effects of PEO Acquisitions When your PEO becomes part of a larger entity through merger or acquisition, the initial assurance may be that "nothing will change." However, in reality, the dynamics often evolve. Your business, once a significant focus of a smaller PEO, may now find itself as a smaller piece of a much larger portfolio. While the name on the door might remain the same, the level of attention and importance your business receives within the new structure could diminish. Why Consult with a PEO Consultant/Broker? Insightful Analysis: PEO consultants/brokers possess in-depth knowledge of the industry landscape and the nuances of various PEO providers. They can conduct a thorough analysis of your needs and match you with a PEO that aligns with your business objectives. Objective Advice: Unlike internal representatives of PEOs, consultants/brokers offer impartial guidance. They prioritize your interests and can provide unbiased recommendations tailored to your unique situation. Navigating Change: In the wake of a PEO acquisition, understanding the implications for your business is paramount. A consultant/broker can help you navigate these changes, ensuring that you maintain a strategic advantage and receive the level of service your business deserves. The Importance of Proactive Engagement Rather than waiting until the impacts of a PEO acquisition become evident, proactive engagement with a PEO consultant/broker is key. By seeking their expertise before making decisions about your PEO partnership, you can mitigate risks, seize opportunities, and safeguard the interests of your business. Conclusion PEO acquisitions can introduce uncertainties and complexities into your business operations. However, by leveraging the insights and guidance of a PEO consultant/broker, you can navigate these transitions with confidence. Don't let changes in the PEO landscape catch you off guard – consult with a trusted advisor who can shed light on your PEO choices and ensure that your business remains a priority. Remember, your business's importance should never diminish, regardless of changes in the PEO service model. Take control of your PEO partnership journey and make informed decisions that propel your business forward.

In the dynamic landscape of modern businesses, having a well-crafted and up-to-date employee handbook is no longer just a recommended practice – it's a strategic imperative. This living document serves as a cornerstone for outlining processes, employee activities, and essential information that not only guide your workforce but also protect your business when challenges arise. Here's why a comprehensive employee handbook is indispensable for your organization: Clarity in Processes and Activities: One of the primary purposes of an employee handbook is to provide clarity on the processes and activities within your organization. From onboarding procedures to day-to-day operations, a well-defined handbook ensures that employees have a clear understanding of expectations, policies, and protocols. This clarity not only fosters a sense of order and consistency but also helps mitigate potential conflicts arising from misunderstandings. Legal Safeguard: An updated and comprehensive employee handbook serves as a vital legal safeguard for your business. It outlines your company's policies, code of conduct, and procedures, creating a documented framework that can be referred to in case of disputes or legal issues. This not only helps in maintaining compliance with labor laws but also provides a solid defense against potential legal claims. Risk Mitigation: Businesses are exposed to various risks, both internal and external. An employee handbook, when effectively created and consistently updated, acts as a risk mitigation tool. It addresses issues such as workplace harassment, discrimination, and safety procedures, demonstrating your commitment to providing a secure and inclusive work environment. This proactive approach can prevent potential liabilities and protect your business reputation. PEO Partnerships – Crafting a Living Document: Partnering with a Professional Employer Organization (PEO) can significantly enhance the effectiveness of your employee handbook. PEOs bring expertise in HR compliance and can assist in creating a living document that not only reflects your current practices but adapts to changes in regulations and industry standards. This ensures that your handbook remains a relevant and reliable resource for your employees. Pitfalls of an Outdated or Incomplete Handbook: An outdated or incomplete employee handbook can be as detrimental as not having one at all. It leaves your business exposed to risks, as employees may be unaware of crucial policies or changes in procedures. This can lead to misunderstandings, conflicts, and potential legal issues, eroding the stability and trust within your organization. In conclusion , investing time and resources in developing a comprehensive and up-to-date employee handbook is an investment in the long-term success and resilience of your business. By partnering with PEOs, you can create a living document that not only reflects but guides the ever-evolving processes and activities of your workforce. It's not just a handbook; it's a shield that protects your business from the uncertainties of the modern workplace. www.mpowerpartnersinc.com