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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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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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HR Boot Camp

It’s Not Too Late to Register for HR Boot Camp!
     
Are you looking for more detailed HR compliance information? If so, you may be interested in attending the HR Boot Camp series geared toward small businesses. It’s a collaboration between NNHRA, TMCC, and the Reno + Sparks Chamber of Commerce. Melissa Marsh of HRinDemand will be presenting “Making Sense of HR Policies, Procedures, and Employee Handbooks” – register today!  Registration closes Monday, February 19, 2018.
     
HR BOOT CAMP – Thursdays, February 22 – March 15 from 7:45 AM – 10:00 AM at the Chamber of Commerce office. TMCC, Northern Nevada HR Association and the Reno + Sparks Chamber are partnered to provide experts on the following topics:
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State of Nevada Domestic Violence Bulletin – Jan. 1, 2018

Are you aware of the recent State of Nevada Domestic Violence updates to Senate Bill 361, which became effective January 1, 2018? The Domestic Violence Bulletin states:

“An employee who has been employed by an employer for at 90 days and who is a victim of an act which constitutes domestic violence, or whose family or household member is a victim of an act which constitutes domestic

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