A few aspects of WFH you may not have thought about... and how to address them.
As we have shifted our way out of the pandemic, the long-term results are becoming clearly identified. Many of us have known for a while that remote work will be one of the lasting impacts of COVID-19... and our newfound love of the QR code (but this new love shall be left for another blog). This has caused employers to implement remote employee policies for both long-term and short-term arrangements. Now that we are seeing trends and expanded complexities, it is important for employers to understand and update policies and best practices in order to protect their employees and business from any legal or financial repercussions.
When creating a remote work policy, it’s important to address state and federal laws that may affect your organization. Employers must determine whether they need to comply with state labor laws such as minimum wage and overtime requirements,...
Starting a new job is stressful, and let’s be honest, so is hiring someone!
If you are like most small businesses, you may not have a lot of manpower to spare – being down a person for even a fraction of that time can mean even more hard work shared between you and your already hardworking team, all while you are taking on the additional and difficult task to find someone new.
Reviewing and interviewing applicants can feel like a frenzy when candidates often have so many options to choose from. When you finally find the right person and they accept your offer, its finally time to relax… well, maybe not quite yet.
Lets try to put ourselves in your new employees’ shoes. Imagine with me for a moment that you are in their position, but rather than starting a new job, you are a guest at a hotel:
“My aunt and her husband owned a dental practice years ago. It was a successful small business and their employees were like family to them. The bookkeeper on staff took care of their accounting and billing and had been the office manager when they bought the business. She knew more about the books than they did and was seemingly so committed to her job, that she never took time off.
My uncle suspected money was going missing but couldn’t prove it. He checked the ledger daily, they had a double-booking system, and a CPA but couldn’t come up with answers. Then patients started questioning why they were receiving invoices when the insurance companies had paid the claim. My Aunt and Uncle then discovered discrepancies between their records and claims that were marked as...
When to Use an Outside Investigator & Choosing an Outside Investigator
By Gene R. Thornton, Esq. *
Whenever an employer receives a complaint of sexual harassment or other workplace misconduct, a prompt, thorough, and fair investigation should be conducted. Following the investigation, appropriate remedial measures should be implemented. That much is basic employment law and human resource management. But who should perform the investigation? Should it be done by the employer’s HR manager, office manager or safety officer, if any? Should it be done by the accused employee’s supervisor? Or should an outside investigator be retained and, if so, what qualifications should be sought in the outside investigator.
Simple Investigations—Outside Investigator Probably Not Needed
If the allegations concern performance issues, employee relations, then the employer can probably do without an outside investigator. It will...
Rock, Paper, SCISSOR!
Know When to Cut Your Employees Loose
Have you ever had that uncomfortable moment when you have to say the infamous phrase to an employee, “can I speak to you in my office?”. As an employer or manager, you may catch yourself in those last few minutes before they arrive reverting to your childhood with a good ole’ game of Rock, Paper, Scissors. It seems like it’s a fair way to try and get yourself out of the hot seat and place it onto someone else, right? Terminating an employee is sometimes like this game because no one wants to be the bearer of bad news by looking like the bad guy (or gal). Terminations have their challenges with even some risk, so it’s an emotionally difficult task. You want to ensure that you are confident with your decision, especially if the employee isn’t underperforming or violating any company policies....
Getting “Bored” with Your Onboarding Process?
Make Onboarding and Training Fast and Easy!
For most of us, we have experienced what it’s like to be that “newbie”. That’s right, a new face in a new company where countless thoughts of excitement, worry and anxiety flood our minds. If you are like many, those thoughts can turn into piercing questions or doubts. Did you make the right decision? Is this truly the right company for you? Where is the nearest exit in case you need to make a run for it?
As an employer, hiring manager, or HR representative, your focus is guaranteeing that you can “walk the walk”. Your newly hired employee accepted the position for a reason, now it’s up to you to ensure that he or she continues to feel that this opportunity was too good to pass up.
So, how does this happen? Think about the first few days on the job and how much information and training was provided. It’s a...
*Presented at Colorado Springs, CO SCORE meeting on July 12, 2019
I'm obsessed with Richard Branson. Anything that comes out of that man's mouth is like gospel to me. I aspire to be a Richard Branson, well a female/ American, Richard Branson one day. I believe that his people philosophy is really where it's at. And I think that this quote right here says it all: “A company is people... employees want to know... am I being listened to or am I a cog in the wheel? People really need to feel wanted". -Richard Branson
To start off on the right path of having sound employee practices, let's look at some recruiting tips and tricks. This blog is going to look at how to prepare and attract the right candidates and to evaluate those candidates. But first, let's look at the mistakes small businesses often make when it comes to recruiting. I'm sure all of you guys have seen these mistakes.
Small Business Recruiting Mistakes
1: Lack of Planning
First and foremost, small businesses...
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