Social Security Numbers

Q: Are Social Security numbers re-assigned after a person dies?

A: The Social Security Administration does not reassign a Social Security number (SSN) after the number holder's death. Even though SSA has issued over 420 million SSNs so far, and assigns about 5.5 million new numbers a year, the current numbering system will provide enough new numbers for several generations into the future with no changes in the numbering system.

Q: Is there any significance to the numbers assigned in the Social Security Number?

A: The digits in the Social Security number allow for the orderly assignment of numbers. The number is divided into three parts: the area, group and serial numbers.

The first three (3) digits (area) of a person's social security number are determined by the ZIP Code of the mailing address shown on the application for a social security number. See http://www.socialsecurity.gov/employer/stateweb.htm for more information.

Within each area, the group number (middle two (2) digits) range from 01 to 99 but are not assigned in consecutive order. For administrative reasons, group numbers issued first consist of the ODD numbers from 01 through 09 and then EVEN numbers from 10 through 98, within each area number allocated to a State. After all numbers in group 98 of a particular area have been issued, the EVEN Groups 02 through 08 are used, followed by ODD Groups 11 through 99. Within each group, the serial numbers (last four (4) digits) run consecutively from 0001 through 9999.

Further information about Social Security Numbers that are currently assigned is available on SSA's website at http://www.socialsecurity.gov/employer/highgroup.txt.

Q: What types of Social Security cards does SSA issue?

A: Three types of Social Security cards are issued depending on an individual's citizen or non-citizen status and whether or not a non-citizen is authorized by the Department of Homeland Security (DHS) to work in the United States. They include:

1. The first type of card shows the individual's name and Social Security number only. This is the card most people have and reflects the fact that the holder can work in the U.S. without restriction. This card is issued to:

   U.S. citizens; or Non-citizens lawfully admitted to the United States for permanent residence and non-citizens with DHS permission to work permanently in the United States (e.g. refugees and asylees).

2. The second type of card bears, in addition to the individual's name and Social Security number, the legend: "NOT VALID FOR EMPLOYMENT." This card is issued to lawful non citizens who do not have DHS permission to work, but are required by law to provide a Social Security number to get general assistance benefits that they already have qualified for.
   
   
3. The third type of card bears, in addition to the individual's name and Social Security number, the legend” "VALID FOR WORK ONLY WITH DHS AUTHORIZATION." SSA issues this card to people with DHS permission to work temporarily in the United States.

Employee Assistance Programs Benefit the Entire Organization

In today’s high-stress world, Employee Assistance Programs (EAPs) are becoming increasingly popular with employers as a cost-effective addition to their existing employee benefits packages. What is an Employee Assistance Program, and how can your organization benefit from the addition of an EAP?

EAP Benefits for Employees:

• Provide confidential and caring support for all employees and their family members for personal or professional problems that interfere with their daily lives
• From short- to long-term counseling, critical incident stress debriefings and education on a myriad of health and wellness issues, EAPs provide the needed solutions
• Crucial support is always just a phone call away

EAP Benefits for Employers:

• An Employee Assistance Program or case by case EAP services help ease stress in the workplace and promote a healthier, more productive work environment
• From return to work program facilitation, critical incident stress debriefings and one on one counseling, EAPs help keep employees healthy and working
• Ongoing education and awareness on health and wellness topics help keep employees motivated to improve their health and lifestyles

The far-reaching benefits of an EAP can be felt throughout the entire organization; from decreased stress and lower absenteeism to improved health, motivation and increased productivity. An EAP may be the cost-effective benefit your organization needs!

For more information on EAP services through Employers Group’s partner, Employee Support Systems Company (ESSCo), please contact Katherin Scott at 213.765.3949 or kscott@employersgroup.com

Payroll and HRIS Solutions:
Streamline HR Processes and Better Manage Crucial Data

Whether your business approach is to own and maintain in-house HR/payroll software, or to have a web-based and hosted payroll solution, Employers Group and our preferred HRIS and payroll solutions partners can help you choose and implement the best option for you.

Our partners work with two of the leading HRIS systems currently available, the in-house Sage Software solution (Abra) and the web-based and hosted solution, powered by Ultimate Software. According to Gartner, the leading provider of research and analysis on the global information technology industry, both Sage and Ultimate received top rankings.

Abra by Sage Software (In-House Solution)
Through our preferred Abra business partner, People ROA, Employers Group offers Abra by Sage Software as a means of increasing control in one integrated solution that you own and maintain. Implemented as a whole, Abra Suite handles all of your HR and payroll needs in one seamlessly integrated database.

Modules are available for purchase individually and offer the flexibility for adding to your system as your organization grows. Modules include:

People ROA is a Certified Business Partner with Sage Software. They focus exclusively on Human Resource department needs and provide software, software consulting, implementation and training.

Clear HR and Clear Pay (Web-based HRIS & Payroll Service)
Through our preferred payroll services and web-based HRIS services partner, RSM McGladrey Employer Services (RSMES), Employers Group offers the best technology available from Ultimate Software to power a complete web-based and hosted solution – in Clear Pay and Clear HR. Together, Clear Pay and Clear HR provide a fully hosted payroll processing service and an HRIS web portal with Manager and Employee Self Service functionality.

The benefits include:

• A fully hosted Internet payroll service bureau reduces IT capital expenditure and internal resources
• An integrated HR Information System and Web Portal for secure Internet access to workforce data, 24/7 with a high speed connection
• Manager and Employee self service functionality automates many administrative processes
• Integration with benefits data further automates routine tasks
• Access to numerous reports and business analytics provides the crucial information for making smart decisions

RSMES is part of RSM McGladrey Business Services; an H&R Block wholly owned subsidiary providing accounting, tax, consulting and professional services.

For more information on payroll and HRIS solutions offered through Employers Group, please contact Katherin Scott at 213.765.3949 or kscott@employersgroup.com.

Time to Update your Posters!

Well, here it is the beginning of the third quarter, which means there are less than three months left to update your posters for 2007. The good news is there are not many changes this year, but there is one very important change statewide and a regional change that must be addressed.

NEW! Minimum Wage Poster for 2007
On September 12, 2006 Governor Arnold Schwarzenegger signed AB 1835, which increases the state's minimum wage to $7.50 effective January 1, 2007 and to $8.00 effective January 1, 2008. The last time the minimum wage was raised was more than four years ago in January 2002.

In addition to this increase San Francisco increased its regional minimum wage to $9.14 per hour also effective January, 1 2007.

Posting requirements
Not only will these changes affect how companies do business, including compensating their employees, but they also come with posting requirements. These updates are included in the 2007 California State and Federal All-in-One poster. Orders are being taken now and posters should be available in early January, 2007.

We can provide you posters at member discounts
This poster and many others, along with a full selection of HR resources, are available through the EG Store at discounted member rates. For more information please visit our website or you may call our Member Service Center at 800-748-8484 to speak with a representative.

Time off to Vote
Employers must post a notice of time off to vote a minimum of 10 days before a statewide election. The notice must be posted either in the workplace or where it can be seen by employees as they enter or exit their place of work. Members can find the voting poster and guidelines by visiting the "Time Off to Vote" link on the front page of our website.

FYI…
Statewide elections are regularly scheduled on the first Tuesday following the first Monday of March and November of even-numbered years. “Special” statewide elections may also be called but are not regularly scheduled. In general, a statewide election is defined as one in which all voters in the state have an opportunity to vote on at least one common race or issue.