How to Implement a Powerful Medical Marijuana Policy in 5 Easy Steps Without an HR Team

February 07, 2019 / by Cheryl Perez posted in Human Resources, Employers, Removing the Stress of It All, Internal & External Human Capital, Determining Opportunities & Threats

Are you losing sleep or worried about what the medical marijuana legalization in your State means to you and your business?

I remember the first time I heard that it was going to be legal in Ohio.

That night I tossed and turned worrying about my business, trying to figure out if my liability would increase? I already have some workforce development needs!

Would I have employees walking around high all the time?

If someone is high at work or under the influence would I be able to terminate or discipline them?

When everything first came out there were many times that I just wanted to ignore the whole thing, but I said to myself…

Wait it out Cheryl… let's see what we really need to do in order to continue business as usual.

Over the past few months, we've been working diligently to understand the rules and figure out the best way communicate to our managers and our employees what the expectations will be once everyone can potentially get a prescription.

The truth is creating the right policies and procedures will keep my business running and functioning well with employees who are capable and safe.

Because of our trial and error, we now have the perfect toolkit formula that can be implemented by small businesses in 6 simple steps.

Read More

0 Comments

Have You Been Naughty or Nice? Your Performance Review Tells All!

December 18, 2018 / by Mike Kaminski posted in Human Resources, Employers, Business Planning, Internal & External Human Capital

Since the beginning of time, it feels like the ever-so popular “naughty or nice” list comes into play every December during the holidays… the method used to keep our kids (and yes, even some adults) in line to behave in order to get presents Christmas Day. “Were you nice or naughty this year?”, we ask, “because if you were naughty, there’ll be a lump of coal waiting in your stocking above the fireplace this year!” That’s right, naughty children couldn’t get presents like all the nice children unless they changed their habits. Examples of those habits, besides being nice and respectful to people, may have been doing chores around the house or getting a good progress report or grades in school. Either way, it was important as a kid to perform the “nice” routine in order to get the goodies, while being naughty and not doing what is expected leads to nothing but bad news. Is this concept really so different than what we see in today's business environment?

Read More

0 Comments

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.

Read More

0 Comments

Are You Overstepping Your Boundaries at Work?

November 06, 2018 / by Rico Perez posted in Human Resources, Determining Opportunities & Threats

Work life and personal life oftentimes clash in a close-knit work environment that at times feels more like a family gathering than an office!  Usually this is good for employee morale and productivity, but what happens when employees and managers alike overstep their boundaries?

Read More

0 Comments

Workshop: Top 10 HR Mistakes All Employers Make!

October 30, 2018 / by Cheryl Perez posted in Compliance, Human Resources, Employers, Removing the Stress of It All

REGISTER FOR THIS EVENT AND WATCH CHERYL PRESENT THIS TOPIC LIVE AT BIZCONCLE THIS THURSDAY!!

Presentation Description:

The fact is human resources is one the most stressful, yet critical, aspects of running a business. Being a small business owner and wearing many hats, you always have to “handle” HR on your own.  It is taxing, confusing, overwhelming, and constantly changing.  You probably often wonder if you are doing things correctly, legally, and in the best interest of your employees and therefore, your business. The fact is, robust HR management practices can reduce costs, improve business performance, and ensure legal compliance. However, most small to medium sized businesses just cannot afford to employ an experienced, qualified, and in most cases, extremely expensive Human Resource professional. So…they make a ton of mistakes. This workshop will discuss the Top 10 mistakes and how to avoid them in a fun David Letterman Style checklist!

Read More

0 Comments

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.

Read More

0 Comments

Hands Off! Dealing with Sexual Harassment in the Workplace

October 16, 2018 / by TeNita Bryant posted in Lawsuits, Compliance, Human Resources, Internal & External Human Capital

The definition of Sexual Harassment has evolved over the years. It is a form of sex discrimination that has its roots in Title VII of the Civil Rights Act of 1964. This federal law made it illegal for employers to qualify or disqualify a person, within an employment setting, based on their sex. This could be either male or female; discrimination is not gender specific. Sexual Harassment is taking sex discrimination a step further. It is making unwanted advances toward a person with the expectation of specific behaviors. It can mean:

Read More

0 Comments

Freedom of Speech… Just Watch What You Say!

October 02, 2018 / by Rico Perez posted in Human Resources, Internal & External Human Capital, Determining Opportunities & Threats

In 2018 it is of the utmost importance to “watch what you say” when dealing with your management team, co-workers, and customers!  Most things can be misconstrued… the obvious, such as improper touching or grabbing (#me-too), discrimination, or the more common mistake of saying something that is inappropriate!

Read More

0 Comments

Planning Your Shopping List? Make Sure Benefits Compliance is the First on the List!

September 18, 2018 / by TeNita Bryant posted in Penalties, ERISA, Human Resources, Removing the Stress of It All

Guess what? It’s the first of the month and it’s time to for a little employer compliance shopping therapy. Grab your shopping list and let’s go! So, you add the following to your online cart: FMLA – check, ACA – check, Cobra – check, Employee Manual – check, Benefits Compliance – question mark. Hmmm... Maybe this Benefits Compliance is something I can put off until next quarter? Have you stopped to look at what you are putting at risk? Have you asked yourself why this is so crucial to have as an employer? Do you really know what Benefits Compliance is? So, let’s take a step back and research what Benefits Compliance is and how important it is to your business.

Read More

0 Comments

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:

Read More

0 Comments