Ready for the New Year? Hot HR Topics for 2019!

December 11, 2018 / by Caroline Schwerko posted in HR Consulting, Human Resources, Employers, Business Planning

 

With only a few short weeks left in 2018, it’s time to take a good hard look at what the new year may have in store for your business. While you may already be all set with your goals and plans for production, sales, and growth for 2019, there are other important considerations to take into account as well. For example, it’s essential to keep your business’s HR policies and practices up to date each year too! Here are a few of the hot HR topics coming your way in 2019.

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To Audit or Not to Audit, That is the Question!

December 04, 2018 / by Kellee Perez posted in HR Consulting, Business Planning, Removing the Stress of It All

As an HR professional, business owner, or executive that has been designated an HR role, I’m sure at some point you’ve asked yourself the question of whether you should conduct an HR audit Hamlet-style “to be, or not to be” -on more than one occasion! With HR having so many different components that are integral to the success of a company, there’s good reason to ask yourself this question in such a dramatic fashion! 

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3rd Quarter Checkup: You Can Still Achieve Compliance in 2018!

October 23, 2018 / by Caroline Schwerko posted in HR Consulting, Human Resources, Employers

With November right around the corner, it seems that the remainder of 2018 is flying by! Are you on target to meet the goals you’d set for your business for 2018? With a couple of months still left on the calendar, it’s still not too late to make an impactful change that will help your business finish 2018 on a strong note.

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What We Have Here is a Failure to Communicate

September 25, 2018 / by Drew Mosley posted in HR Consulting, Removing the Stress of It All, Internal & External Human Capital

Business is growing, so you’re building your team, training new people, and forming more defined departments in your business. You’ve got your company culture in mind as you find the right people with varied training experiences and from varied work environments. All of this benefits your organization, as we know combining diverse contributions will stimulate your organization's innovation. As the group grows, though, you just might experience some growing pains. After all, it’s human nature, and is to be expected for some personalities to conflict with other personalities. Also, for communication to sometimes lose some of its original content as it is repeated between more and more people. Each new hire brings their experience and methods with them, and folks who have been part of the team longer may feel they have leadership roles that have not actually been assigned.  

 

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Some Things You Just Can't Deny...like FMLA

September 11, 2018 / by Kellee Perez posted in Lawsuits, HR Consulting, Human Resources

For employers that are subject to FMLA, there are truly only a handful of instances in which one could automatically and legally deny an employee’s request for FMLA (i.e. the employee hasn’t met eligibility requirements, the employee has an unqualified need for leave, or the specified health condition does not qualify).  Outside of those instances, which is where most of your FMLA requests will fall, as an employer you are required to grant “eligible employees 12 workweeks of unpaid leave a year” (Nestor-Harper 2018) AND ensure that “the employee’s job is protected, allowing him/her to return to work at the same or similar job with similar pay and benefits. FMLA guidelines for employers also require the continuation of health benefits, if any, for employees on FMLA”. (Nestor-Harper 2018) So, while you can’t just say no or avoid the matter altogether, there are some key steps you can take to ensure you don’t land yourself an FMLA lawsuit, experience FMLA abuse, and/or that your staff doesn’t get bogged down by FMLA administration (intermittent leaves can be a pain!).  Here are my top 3:

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Drug Testing: Did They Smoke Themselves Out of a Job?

August 21, 2018 / by TeNita Bryant posted in HR Consulting, Human Resources, Employers

Tammie, the employee, has had a long day at work and everyone has driven her crazy, including her supervisor. She just needs to relax and feel better for the rest of her shift so she doesn’t lose it on anyone at work. She takes her lunch early, goes to her car, reaches into her bag, and pops a few cannabis gummy bears in her mouth. She says to herself, “Let the good times roll!” By the time her lunch is over, she is back to work feeling great and no one is the wiser. No smell of smoke on her clothes or hair, and no red eyes. No biggie…she just needed a little something to take the edge off, right? What’s the harm in that?

 

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Ask Cheryl: Top HR Questions From Small Businesses

August 14, 2018 / by Cheryl Perez posted in HR Consulting, Human Resources, Employers, Removing the Stress of It All, Internal & External Human Capital

  1. What questions should a manager ask during an interview?

I always recommend that managers take the time to review the job description that they have prepared very thoroughly prior to an interview. Begin by writing out your very own pros and cons. What would the ideal candidate possess? What skills, traits, and personality type would be the ideal performer have? List out all of those features and then begin to develop questions, especially situational ones, that will help you uncover the real deal. Yes, there are tons of standard interview questions that can be asked of a candidate, but I prefer to ask situational questions that get the candidate to begin telling you a story. The details of that story, the reaction they had during that story, and their body language when they're telling you their story will communicate with you. And if what they communicate is close to what you have listed as a pro or a con, it makes it easier to decide if that candidate makes your top 3. Just be prepared and get to know them enough to know if you want them on your team!

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HR Express Shopping Cart: Check Us Out!

July 17, 2018 / by Caroline Schwerko posted in HR Consulting, Human Resources, Employers, Making & Saving More Money

 

Adding or refining HR policies and practices is not a one-size-fits-all proposition. A 5-employee shop is not necessarily going to need all the exact same HR products and services as a business employing hundreds of people. But if you have any employees at all, you have HR needs. But how much do you need, or how little? Sometimes the hardest part can just be knowing where to start!  

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