This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
Managing compliance and risk > The company adheres to all applicable laws in a constantly evolving legal and regulatory landscape, which reduces exposure to legal issues and saves the organization the time, money and resources associated with audits, investigations and fines. What is your approach to onboarding ?
If economic conditions, industries, marketplaces, technology and the legal landscape don’t remain static, your employees can’t either – lest they and your company fall behind. For example: The first few weeks of a new employee’s start date is optimal for conducting orientation and onboarding. Types and purposes of training.
With this massive major demographic shift on the horizon, it’s a smart move for businesses to stay up to date on legal protections offered to caregivers and develop a plan that offers support for caregivers. When making decisions regarding workers with caregiving responsibilities, their rights and your legal obligations should be top of mind.
Sound recruiting and onboarding practices Your recruiting and onboarding practices should be well established and consistent. Your HR outsourcing partner can also facilitate effective orientation and onboarding sessions. Again, this frees you to focus on the things that you enjoy more and that drive value for your business.
Your company probably has an onboarding strategy and orientation process for new hires. Similarly to the onboarding process, your company has legal obligations to fulfill when an employee leaves. But what about when employees leave your company – whether it’s a voluntary resignation, layoff or termination? You should.
Half of all hourly workers leave new jobs in the first four months, and half of senior outside hires fail within 18 months, according to the SHRM Foundation’s report, Onboarding New Employees: Maximizing Success. Proponents of new employee onboarding would suggest as early as the gap of time between offer acceptance and the first day of work.
As your company scales, HR can help to preserve the employee experience by: Reinforcing the company mission, vision, values and culture to existing employees, and emphasizing these attributes in a robust onboarding process for new hires that gives them a comprehensive introduction to the company.
The good news is, dress codes and grooming policies are generally considered legal, as long as they’re not discriminatory. Make it part of new employee onboarding. Employee onboarding offers an ideal forum for setting expectations and giving new hires the tools they need to succeed. Literally, walk them through it.
A solitary HR professional’s job description may include: Overseeing legal compliance and handling employee relations concerns Coordinating recruitment and strategizing on plans for retention Overseeing payroll and benefits Implementing and reviewing employee performance reviews Creating and enforcing company policies. Onboarding phase.
These include: Recruiting Hiring Onboarding Compensation Benefits Training Software and other technology Administrative costs It’s always good practice to re-evaluate your budget allocation and all line items routinely. At any time, recruitment, hiring and onboarding often are unwieldy processes with many moving parts.
Much of the onboarding process, from paperwork to benefits selection, can be fully automated. Additionally, AI tools can be used inappropriately or in such a way that a company could become vulnerable to legal action. Applicant tracking systems automatically manage candidates throughout the recruitment process.
Being proactive in the area of HR, recognizing and rectifying HR mistakes before they become serious problems, can save you countless headaches and protect your business against costly legal claims. HR mistake #1: Outdated employee handbook. Every business, no matter how small, should have an up-to-date employee handbook.
Are you required to E-Verify your new hires , or just interested in adding this step to your onboarding process to ensure you have a legal workforce? If you’ve collected I-9 forms and put your employees through E-Verify successfully, then you’ve done everything you could be expected to do to ensure you have a legal workforce.
This test is best for: Post-employment ( not for the hiring process) Onboarding New work groups Conflict management. This data would also help create a legal defense if you were to receive a discrimination claim. Five-Factor Model personality tests. Creating inconvenience.
Once you bring them onboard, you’ll want to do everything you can to retain them in your workforce for the long term. If your military employee deploys for weeks or even months, your company is legally required to hold their job for them for the duration of the deployment.
After all, recruiting, hiring, onboarding and training a new employee can be very costly. Also, contact your legal counsel or HR representative to ensure your case is supported, justified and sound. You need a practical and fair process help reduce your liability. But when all else fails, termination may be necessary.
Once businesses reach the 50-employee threshold , expand into other states and municipalities or hire remote employees who reside elsewhere, they can be subject to more legal and regulatory complexities. How can midsize businesses benefit from PEOs?
FLSA legal definitions. First, it’s helpful to understand some key terms and their legal definitions: Overtime: This is a premium of 1 ½ times the regular rate of pay for any hours in excess of 40 hours in a work week. Following the law is important for obvious reasons, however, there are also intangible benefits.
Without employee onboarding, companies lose 25 percent of all new employees within a year. Onboarding plans are intended to make new employees familiar with the overall goals of a company and support them as they embark on early projects all in an effort to achieve the perception of success (and productivity) quickly. Hiring Process.
Consider this: A paper-based or traditional HR setup that relies heavily on manual processes requires three to five employees to handle benefits, payroll, taxes, and hiring and onboarding paperwork. Cumbersome recruiting and onboarding. A reputable platform will likely provide online functionality for your onboarding process as well.
However, the line between bullying and harassment is sometimes murky, so managing bullies is not only important for morale in the workplace, but also it helps to ensure no legal lines are crossed. When you define the parameters of acceptable practices during the hiring and onboarding phase , it’s easier to enforce them later.
All of this helps you treat employees equitably and avoid legal problems down the road. Be legally compliant. Pay equity is often mandated by state law, so maintain awareness of your company’s legal obligations. Prohibit salary negotiations , which enable organizations to drive up the costs for new hires to bring them onboard.
That team may include your: Hiring managers HR team Legal staff or counsel. Onboarding overview – Provide a quick overview of your onboarding process for new hires. The first thing you need to do? Gather the team of people who are involved in recruiting and employment law compliance at your company.
Onboarding paperwork. Whenever new employees join an organization, they complete an onboarding process. It can also land your company in legal trouble. It’s usually only relevant to situations in which an employee is a legal alien resident or green card holder. Renewal of documents. Summing it all up.
Most small businesses focus on their product/service team and sales staff in the early years, but someone still needs to run payroll and handle onboarding for new hires. HR service providers will have well-crafted, legally tested policy recommendations that can be customized for your business.
However, when your employees are operating a company fleet vehicle or driving on official business, that assumption can open the door to potential safety incidents and legal liability. As times and laws change, you must update your policy to weigh in on the use of substances that may now be legal.).
Watch the Onboarding Video. Once you receive it, take the time to watch the initial onboarding video to get a sense of the system’s layout and key features. . This is my favorite resource to keep my business legal. Your Account settings are used throughout the entire CRM so ensure you handle that upfront.
After all, recruiting, hiring, onboarding and training a new employee can be very costly. Also, contact your legal counsel or HR representative to ensure your case is supported, justified and sound. You need a practical and fair process help reduce your liability. But when all else fails, termination may be necessary.
Moving beyond standard To really get ahead, companies should consider a shift from only offering the most common benefits – or, at minimum, what’s legally required. Certain benefits are now viewed by prospective employees as standard, meaning that: They assume your company offers them, because they are, in some cases, legally required.
All of this helps you treat employees equitably and avoid legal problems down the road. Be legally compliant. Pay equity is often mandated by state law, so maintain awareness of your company’s legal obligations. Prohibit salary negotiations , which enable organizations to drive up the costs for new hires to bring them onboard.
The letter threatens “serious legal consequences” for companies that set race/ethnicity quotas around hiring and supplier diversity. It didn’t help that as soon as the decision was issued, opponents of DEI efforts capitalized on the confusion with fearmongering and misinformation.
And it must be handled carefully to avoid landing yourself in legal trouble. If you have legal resources, solicit their input. This is critical for protecting your business and reducing legal risk. Reading and acknowledging the policy should also be part of your onboarding process for new hires.
Consider the facts about legal consumer behavior : 96% of people seeking legal advice use a search engine. 62% of legal searches are non-branded (i.e., 72% of people seeking legal advice only contact one attorney. It is no different with potential legal clients. generic terms like Denver person injury attorney ).
And once your company employs more than 100 employees, you’re legally obligated to send workforce data to the Equal Employment Opportunity Commission (EEOC) in an EEO-1 report (although there are a few cases, too, where companies with less than 100 employees must file). You must document your policies according to the new legal environment.
While every employee considers their onboarding experience to be one of the most memorable aspects of their work-life, many businesses continue to overlook its impact. Did you know that only 12% of employees agree that their organization does a great job onboarding new employees? Smooth Onboarding. Before the joining day.
Are you legally authorized to work in the U.S.? To do this, make sure your onboarding process creates a favorable early impression and helps new employees settle in. Texting works well to vet a high volume of candidates when you need to screen them with simple questions such as: Are you 18 or older?
Reduce HR-related compliance risks: From changing labor laws to workplace safety regulations, HRs role in maintaining compliance protects organizations from costly fines and legal issues. For instance, automating payroll or streamlining onboarding processes allows HR teams to focus on initiatives that drive long-term impact.
Ensure you check out your legal requirements and get these down. If you’re in a serviced office it is generally not the case that health, safety and wellbeing is fully covered by them. Getting a low-cost but effective tool now may save you time later down the line.
However, you still need a time and attendance policy for the purposes of: Establishing basic ground rules Setting expectations for employees Treating all employees fairly Protecting your company from legal action on behalf of employees. The new-hire onboarding process is a convenient time to do this. Policy enforcement.
The legal issues around unpaid work can be complicated, so consult your human resources department if you genuinely have no room in the budget for a small salary. Once you’ve decided to hire interns, plan their onboarding process as well as their work space requirements. The welcome.
He advises against considering email exchanges contracts, as they aren’t legally binding. Use your business’ legal entity, not yourself, to make the contract “Operating through a legal entity—such as an LLC —is a good idea to provide liability and asset protection and for tax benefits,” Weinstein says.
While there’s a limit to how much advance planning you can do for an event you can’t anticipate , there are several steps you should take – beginning with the onboarding process – to help inform your employees what to do in the event of an emergency that occurs while traveling on company business.
That’s not even mentioning all the paperwork involved in the onboarding process, such as employee handbooks , contact information, and direct deposit/banking information — just to name a few. Also, you’re legally obligated to retain these records for at least one year by the EEOC. Why does it need to be kept separate?
You should always have legal assistance when drawing up employment contracts with employees. This way you know what your legal rights are and what’s required of you as the employer and of your employee. If you have to alter, renegotiate or break the contract that same legal counsel should assist in that process, as well.
We organize all of the trending information in your field so you don't have to. Join 5,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content