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Are You Over Your Head in HR?

How Does Small Business Manage Human Resources? Who Has the Time!
Press Release

As a small business owner, have you ever wondered about such things as I-9s, paying employees correctly, or how to find good employees and keep them?

Typically, small businesses do not have a full-time, experienced human resources professional on their staff because it isn’t a practical expense. This leaves HR processes and policies to company personnel who might not have the experience and time to handle complex and changing employment laws and regulations. Managers may face employee issues that are challenging to address and go to the individual wearing the “HR hat” who may also be at a loss for how to handle an HR challenge.

HRinDemand works with clients who are in this exact position by providing an easily accessible hotline service. With the hotline, clients are just a phone call away when the unexpected arises and this preventative approach has resulted in avoiding lawsuits while increasing employee morale. When calling the HRinDemand hotline, confidentiality is ensured without judgement. With over 20 years of HR experience, the team at HRinDemand provides a knowledgeable sounding board helping businesses comply with employer requirements while helping to create a great employee experience.

“We have helped clients with everything from determining how to structure pay rates to an overhaul of their performance management processes to straightening out their I-9s. “This stuff is not for the wary or faint of heart,” says Melissa Marsh, Founder of HRinDemand. “We want to help small businesses navigate all the employer challenges they will face. Owners often wear so many hats, they rarely have time to think about HR…until it’s too late. We can help put preventive practices in place. Many of our clients have found the HRinDemand Hotline to be an invaluable resource. Our clients call when they’re stumped or just need a sounding board to bounce around ideas and make a final decision when handling employee needs.”

If you would like information about the HRinDemand Hot Line, contact HRinDemand.

The team at HRinDemand has helped clients navigate the following questions and more. Rest assured, if they don’t have the answers, they will find them for you!

Governmental Laws and Regulations

  • I haven’t really been keeping up with I-9s, what do I do now?
  • Nevada overtime requirements are confusing, how do I make sure I’m paying correctly?
  • I’ve always used independent contractors, is this ok?
  • Do we need to offer sexual harassment training?
  • Do we need to have our company policies in writing (even though we are a small company)?
  • Do we have the most recent Nevada and Federal labor laws poster posted in our office?
  • Is our employment application current with Nevada and Federal laws? Do we need to have an employment application?
  • Are our employee files correctly set up and more importantly, are they in compliance with government regulations? For instance, will the files pass an I-9 audit?
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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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Hiring Tips: Ways to Avoid Hiring Roulette

Hiring TipsWell here we are…right where we knew the economy was headed. Northern Nevada is experiencing exciting and beneficial growth in our region as all the hard work and promises are coming to fruition.

An unfortunate side effect of this growth is a tight employment market—which, in turn, is making it extremely challenging for employers to find good quality candidates. Retaining good employees is another growing challenge. [See Employee Retention a Concern for Nevada Business.]

How businesses—especially existing small businesses—approach hiring is an important aspect of successfully riding the wave of this growth.

Since small businesses often operate in a lean manner, the bandwidth to apply resources to recruitment of new hires is lacking. This can result in rushing and quick decisions, which will come back to bite if an employee is hired without a thorough process.

Use the following hiring tips to ensure

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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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