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Manager and Employee Training – Why?


Managers & Employees Not Trained…What Could Possibly Go Wrong?
By: Melissa Marsh, MA, SPHR, SHRM-SCP

Training is often low on a company’s priority list…then there’s a problem…and then it’s too late. Avoid the need for damage control by ensuring your most valuable assets understand their roles and responsibilities. Managers and employees are often unaware that their actions may lead to big problems. Consider these questions when you are determining whether or not you need training in your organization:

  • Did a manager violate a Nevada or Federal employment law?
  • Did a manager ignore an employee when the employee mentioned that they hurt themselves on the job? If the manager didn’t ignore it, did they handle it correctly?
  • Did a manager neglect to offer leave under FMLA or ADA when an employee may have needed it?
  • Are managers asking illegal questions when interviewing candidates?
  • How do managers and employees resolve conflict?
  • How do managers effectively handle and document performance management issues?
  • When a new employee has been hired, how is onboarding handled?
  • Are I-9s and other new-hire paperwork completed correctly and will they hold up under a governmental audit?
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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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Ditch the Drama®

 

Drama-filled, energy-zapping interactions live in every organization. The victim / villain / hero dynamic may fill seats in the box office, but in business it kills productivity, neutralizes innovation and obstructs growth.

That’s why we’re delighted to bring you Ditch the Drama®, a dynamic half-day learning experience created by our friends at StartHuman. It offers real-world examples, with drama-busting techniques and tools to boost productivity, provoke innovation and empower growth.

With Ditch the Drama®, you’ll be able to:

  • Avoid the 3 biggest pitfalls that keep interactions dysfunctional
  • Recognize when you and others are in the drama triangle
  • Move from drama-enabling to drama-busting
  • Shift perspectives—even in the stickiest of situations

Ditch the Drama® learning event will be held on:
Friday, October 6, 2017
10:30 a.m. to 3:00 p.m.
Lunch is Included!

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New Nevada Pregnant Workers’ Fairness Act

Are You in Compliance with the New Nevada Pregnant Workers’ Fairness Act?
By: Melissa Marsh, M
A, SPHR, SHRM-SCP

Did you know that Nevada employers have a new legal obligation to pregnant employees? On June 2, 2017, the Nevada Pregnant Workers’ Fairness Act (SB 253) was adopted and it applies to employers with 15 or more employees. Notice requirements under this bill went into effect on June 2, 2017, and the remainder of the Act becomes effective on October 1, 2017.

The Act requires that employers must give certain notices to all employees and additional notices to pregnant employees within a specific timeline of learning about the pregnancy.

According to labor attorney, Molly Malone Rezac with Ogletree, Deakins, Nash, Smoak & Stewart, P.C.:

there are three specific times when notice must be provided:

  1. The employer shall post the notice in a conspicuous place at the place of business of the employer that is located in an area accessible to employees.
  2. The employer shall provide the notice to all new employees.
  3. The employer shall provide the notice (again) to an employee, within 10 days after the employee notifies their immediate supervisor that they are pregnant.
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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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