OSHA requires businesses to record work-related injuries and illnesses. Some businesses are required to report this information to OSHA as well. The OSHA 300A Summary form must be posted and accessible to all employees on Feb. 1st, 2019. Please contact HRinDemand if…
Are You Attracting and Hiring Qualified Candidates?
By: Melissa Marsh, MA, SPHR, SHRM-SCP
Your hiring manager interviewed the perfect candidate for the job! They don’t come along often, especially in this tight market. They seemed to “click,” but how did the applicant view the rest of the company? Was your recruiting and hiring process smooth and professional?
Every step in the recruiting and hiring process is an opportunity to show the candidate why they should work for you. Experienced candidates know how to search for the best companies.
- Does the website include a company description, vision and/or mission and core values?
- Is there a career page that showcases why an employee should work for you?
- What benefits does your company offer? Is there work-life flexibility?
- Are employees an important part of creating the company’s culture and growth? How is this accomplished?
- Are you keeping job posting sites updated with your company information? Are you including pictures and other information that is compelling to candidates?
- When an applicant applies for a job, do you reply promptly or leave them in a void?
- Is the process efficient and timely? Are you leveraging technology to make the process more efficient?
- Do you have detailed, accurate job descriptions so applicants can truly understand what the job will be like?
- Does the applicant understand the company’s hiring process?
How Does Small Business Manage Human Resources? Who Has the Time!
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?
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.
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:
- Who is eligible?
- What are the employer’s legal requirements?
- 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: