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Working with an HR Consultant Can Be Cost Effective

HR Consultants: A Cost-Effective Option for Small Businesses
By: Melissa Marsh, MA, SPHR, SHRM-SCP

What does HR mean to you?

As a small business owner or operator, Human Resources or HR, probably equates with finding employees as quickly as possible and getting them on task right away.

What about after employees are hired?

Then, HR means dealing with small issues that pop up—and, then, turning to the Internet to educate yourself on tricky situations and hoping for the best.

It doesn’t have to be that way.

Is it possible to use an HR consulting company in a cost-effective way?

HRinDemand is constantly searching for and implementing easy-to-use tools for our clients. For instance, small businesses don’t need a large, full-blown Employee Handbook. HRinDemand offers an Employee Rulebook for those employers with less than 10 employees—and it is half the cost of a full employee handbook. This way, small businesses can comply with pertinent regulations and appear professional, knowledgeable and organized from the first day a new employee starts work.

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Are National Background Checks Enough? Think Again!

THE LYNX LETTER | The Nevada-Sized Hole in the Security of Most Companies
By: Guest Contributor, K.J. Smith, President, Employer Lynx

The only thing worse than doing no background screening for your workforce is thinking you’re doing background screening, when in truth you’re not.

This, sadly, is the case for a vast number of businesses in Nevada. How could this be? Because they are trusting national background searches in order to learn about prospective and current employees.

Many of these national background screenings are offered by reputable, if not overly thorough, companies.

The reports are clean and professional. They are turned around in a short period of time. And in many cases, they come back to the employer giving the prospective hire a clean bill of health.

There is only one problem. Most of these national background searches don’t include vital information from Nevada.

That domestic violence rap? No. Doesn’t show. That dipping into the till? That fraud case? The time spent in the county jail? Missed, missed and missed.

This is because, by law, the State of Nevada doesn’t report to national databases. They are only one of a handful of states in America that don’t and unsurprisingly, Nevada’s independent spirit means they are included among them.

What does this mean? It means that if you’re hiring a Nevadan to fill a job in Nevada, then your national background screening is virtually useless.

The worst part is you think it’s doing the job.

There you are, unknowingly whistling in between sips of your coffee as you walk the hallways of your office, waving at many employees who should have never, ever received a company badge.

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Your Employee Might Need Leave…Now What?

What is Required When Implementing Leave of Absence Policies?
By Charlotte Altamirano, HR Consultant

Navigating leave of absence policies at the workplace can be tricky – so tricky that the HR world is calling leave policies the “New Bermuda Triangle.” These policies can spark a lot of questions for employers and employees, such as:

  1. Who is eligible?
  2. What are the employer’s legal requirements?
  3. How does a serious health condition come into play with FMLA and ADA?

The Bermuda Triangle is known for its mystery, but leave policies don’t have to be! Starting with some quick facts helps demystify employer obligations.

Workers’ Compensation (WC) applies to all employers and employees.

Family Medical Leave Act (FMLA) applies to any business with 50 or more employees. Employees are eligible for FMLA when they meet all three of the following criteria:

  • They have worked for the employer for at least 12 months
  • They have at least 1,250 hours of service with the employer during the 12-month period immediately preceding the leave
  • They work at a location where the employer has at least 50 employees within a 75 miles radius

If an employee is eligible for FMLA, they are able to take up to 12 workweeks in a 12-month period of leave.

Americans with Disabilities Act (ADA) applies to any business with 15 or more employees.

Employers need to be ready to handle each leave policy individually, even though the policies may overlap. Some of the most important considerations for employers include:

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Do You Need to Audit Your I-9s?

Have You Ever Scribbled or Used White-Out on Your I-9s? Then Read This!
By: Melissa Marsh, MA, SPHR, SHRM-SCP

At HRinDemand, we often help our clients ensure that their I-9 files are in order. It’s so easy to unknowingly make mistakes, and many small businesses do. We see Form I-9 mistakes such as:

  • Section 1 not being completed correctly by employees
  • Employees not dating or using their birth date for the signature date (don’t ask me why, but it happens a lot!)
  • Employers not recording the work authorization documents properly in Section 2
  • Failure to enter the hire date in Section 2
  • Using white-out
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Updated 2018 Labor Law Bulletins – Are You Compliant?

Two Updated State of Nevada, 2018 Annual Labor Law Bulletins
By: Melissa Marsh, MA, SPHR, SHRM-SCP

Have you updated your labor law postings to comply with the State of Nevada’s recent 2018 Annual Bulletins? It is required that all employers post information about a variety of requirements in a conspicuous location in each workplace. On April 1, 2018, the State of Nevada published two updates that require posting. Find links to both Bulletins below – go to the link and print the bulletin to post in your workplace.

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