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Help! My Employee has a Serious Complaint

What do I do?

Complaint InvestibationsIf your company has never received an employee complaint of harassment, discrimination, law/safety violations, retaliation or other serious complaints—congratulations!

Handling these complaints is an important part of your business. How you handle them can affect your business. Whether you resolve an issue or end up in court is impacted by the process you follow and the follow-up you provide.

If you, as a business owner or manager, are directly involved in any of these complaints, it is recommended that you hire an outside service to conduct the investigation to avoid the possibility of bias or the appearance of bias.

According to the U.S. Equal Employment Opportunity Commission (EEOC), of all private sector charges filed with the agency, these claims were the most common:

45% retaliation

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7 Steps to Enhance New Hire Onboarding

7 Steps to Enhance New Hire Onboarding

You’ve gone through recruiting, interviewing, selection, and offer processes, and made a new hire for your business. Now begins the process of making this new employee part of your team.

Even though 71% of companies say they plan to increase hiring over the next 12 months, only 32% of companies have a formal onboarding process in place, according to Aberdeen Group. Onboarding is more than signing paperwork and watching orientation and training videos. It is the process by which new employees learn the company values, mission, and culture, and how they will fit into that picture and strengthen the team.

The best onboarding process lasts a month or longer with follow-ups and check-ins throughout the first year of employment. That being said, let’s focus on the first day of work.

The first day of work can set the tone for the employee’s experience at your organization, increase productivity, and lower turnover rates. Here are seven steps to creating a good first impression for a new hire.

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Reminder – Post OSHA Summary Report by February 1

Your Company’s OSHA Summary of Work-Related Injuries and Illnesses Must be Posted Before February 1

OSHA Summary Form 300A

Does your company have more than 10 employees? (Or, if it’s in the medical/dental industry, does it have more than one employee?) If so, you are obligated under OSHA laws to post a Summary of Work-Related Injuries and Illnesses that occurred at your company last year. This Summary must be posted by February 1 and remain on display through April 30.

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