Month: February 2016

Are Employment Background Screenings Really Necessary?

by NPEO Media NPEO Media No Comments

An estimated 40 percent of resumes contain tweaked or falsified information. Researchers report that 86 percent of companies have discovered misrepresentations or lies on candidates’ resumes and job applications, and 72 percent credit background verifications with revealing issues they would not have found otherwise.

Such disillusioning statistics are prompting employers to order background checks more often today than in the past. Human resource (HR) findings show that 92 percent of organizations look over public and criminal records. Over 75 percent start by validating social security numbers and identities. Then they verify former jobs and/or contact references. Above 50 percent authenticate education and scrutinize motor vehicle records.

Legal Stipulations

The Fair Credit Reporting Act (FCRA) regulates employment-screening standards. Law requires your firm to obtain candidates’ consent before starting investigations. Confirming degrees and work histories helps hiring managers be certain that contenders have suitable credentials and experience. Background investigations may be mandatory for positions involving government security clearances. Credit reports may provide insights into applicants’ monetary dependability for related duties.

When National PEO conducts your company’s background checks, our certified results will protect you from costly HR issues like bad hires causing high turnover and lawsuits. Knowing what information you can uncover will convince you to embrace this practice for all recruits before onboarding them.

Social Security Numbers

All states allow employers to ask candidates to provide their social security numbers. Some require company safeguards like online encryption to protect job seekers’ privacy. Laws do not mandate compliance except for government positions and national security responsibilities that necessitate credit checks.

Work Experience

Crucial occupational qualifications consist of applicants’ previous and current employers, job durations, titles, and salaries. Unfortunately, misrepresentations have become too common. Conducting work history verifications will confirm or refute that those facts on resumes and applications are accurate. Candidates’ disregard for integrity is more troublesome than their embellishments since signing applications affirms their information’s accuracy.

School Records

Sadly, educational fibs have become widespread. Checking academic records ensures or disproves that contenders graduated from the colleges or universities listed on their resumes and applications with the reported degrees. Professional and industry licenses and certifications also are verifiable under this category.

Credit Reports

Companies are running credit checks on recruits and employees during promotion consideration at increasing rates. Credit score and payment record assessments are typical for positions with financial or accounting duties. Before proceeding, you must send a credit score request to all candidates and receive written agreements.

Criminal Histories

backgroundscreening2Individual state laws dictate criminal record access. Some prevent employers from obtaining older arrest and conviction information before certain times. Others allow criminal history consideration only for specific positions. This step may be compulsory for government security clearances. Before ruling out contenders with records, evaluate their crimes’ severity, how long ago they occurred, and their relevance to your business.

Additional Documentations

Certain details including driving records and bankruptcies are public. That means you can obtain that non-confidential information without applicant notifications and written permissions. The military does not need veterans’ consent to release their names, ranks, assignments, salaries, and awards. So before hiring veterans for patriotic reasons and tax advantages, confirm their military history via federal background checks.

Inaccessible Information

Even though you cannot solicit candidates’ medical records, you can ask about their abilities to perform certain duties successfully. However, you cannot eliminate hopefuls from consideration due to disabilities.

Drug and Alcohol Tests

State laws governing drug and alcohol testing vary. Some require it. Others limit how and when employers can conduct screenings. Your company can make hiring contingent on applicants passing various pre-employment drug and alcohol breath tests. Options to detect drug use include urine, blood, hair, saliva, and sweat tests.

Elimination Decisions

Whenever your organization does not hire applicants because of their background check outcomes, you must give them pre-adverse action disclosures. Include copies of their reports, rights, information on disputing their results, and contact details for the Consumer Reporting Agency.

Employment Eligibility Verifications

New hires must provide employers with legal proof that they are eligible to work in America. National PEO, a designated E-Verify Arizona agent, will ensure that your firm complies with all Legal Arizona Workers Act (LAWA) regulations. That involves confirming all state staffers’ identities and work eligibilities via Arizona’s E-Verify program. Our experts will handle your online enrollment. Then they will process new and existing employees’ I-9 forms properly by federal deadlines so you can avoid fines, suspension, business license loss, and prosecution.

Employee Performance-Tracking Tips

by NPEO Media NPEO Media No Comments

As a team leader, you must embrace your critical role to foster workforce motivation, commitment, and retention. You are a key player in nurturing and developing staffers. Unfortunately, your reputation will be at stake if your department does not achieve its responsibilities. So directing the active personnel performance-tracking process well is imperative.

Keeping up with your employees’ work quality and productivity ensures that they are completing their duties properly so your firm can fulfill its mission. Besides being useful during current reviews, performance charts help supervisors prepare for subsequent rating cycles.

Establish Guidelines

eeperformancetrackingtips1Set your staff and company up for success by using these strategies:

Expectations: Align meaningful, attainable expectations with your corporate mission and program purpose.

Objectives: Approach the goal-setting process as a collective effort to engage team members. Request suggestions for essential elements or results to support your crew’s work while achieving your firm’s objectives. Set short-term, achievable targets. Tracking program progress is easier over brief increments than a whole year.

Communications: Explain what you expect from each worker clearly, based on individual job descriptions. National PEO’s specialists can create or update your job descriptions to improve employee understanding. Define each person’s role and any changes per project. Provide goals and timelines for completing them. Clarify any measurements you will use.

Collect Data

Charting individual progress requires listening, people skills, planning, and organization. Take ample notes and gather individual records while following these fact-finding steps:

Observations: Tour your department or work area periodically to observe employee activities. Regular check-ins will help you discover what aspects are most successful and which need assistance, possibly by removing obstacles. You will gain incredible insights into your crew’s progress and how they strive to meet assigned goals.

Listening: Paying attention to employees’ remarks will help you discover how their co-workers are doing. Learning how to discern their comments’ subtext will make detecting the real issues easier.

Spot checks: Examining everyone’s work does not need to be a daily routine. Just do it frequently enough to discover and address any concerns like low output before they develop into giant problems. Similar to pop quizzes, do not forewarn personnel when inspections will occur.

Reports: Instruct team members to email you regular reports covering all in-progress and completed work.

Meetings: Sit down with every staffer on a weekly basis. Pose direct job-related questions. Assess how work is going. Help overcome any problems. If someone is vague, he could be covering for running behind schedule. Draw out enough information to sense where he’s stuck on his timeline. Offer suggestions to get him back on track. Do not go overboard documenting every minor one-time setback. Keep records of delays only if they recur often.

Chart Behaviors

eeperformancetrackingtips2Format: Using a standard spreadsheet program, you can customize clean, organized, accurate staff records to serve as efficient performance-tracking tools. Measure activities in short intervals like one to two weeks. Do not attempt to pack too many explanations into your tables. Stick to simple and brief notations. Or use a number or letter grading system to condense your data.

Group and individual records: A departmental tracking chart will depict your labor force’s inadequacies and achievements visually. Also keep weekly or daily performance assessments on every employee with classifications such as poor (F), acceptable (C), and excellent (A). Those individual information logs will help you pinpoint problems that need fixing and single out exemplary workers who deserve rewards.

Share Appraisals

Ongoing evaluations: Assess performance and communicate progress continually. Do not withhold all of your feedback for annual reviews when tips along the way could upgrade functioning at critical junctures. Constructive comments include timely and specific notes about short-term targets and overall goals.

Dual reviews: Schedule in-person mid-year and annual reviews. Halfway conversations will help workers improve their year-end evaluations. Encourage discussions to determine the most effective ways of reaching upcoming milestones and long-range goals. Base overall ratings during final evaluations on crewmembers’ annual accomplishments. Recognize outstanding performance.

Offer Remedies

Resources: Ensure that your staff has access to all necessary resources, tools, and environments that enhance job performance. Make sure that relevant literature, technology, and other practices and materials that enable success are available.

Training: To improve worker knowledge, provide mentoring and coaching. Use traditional and modern instructional methods to heighten learning, address areas that need improvement, and optimize staff strength. Ask employees about what assistance would be most helpful. Allow enough time for them to learn updated procedures and routines.

Get Better at Terminating Workers

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Even when employee terminations are the best option for the business, they are hard for all parties. Firing staffers may be the kindest solutions for them, but dismissals can wound their self-esteem to the point of retaliation. Some discarded personnel respond violently for revenge or to ease their suffering. Others turn in former employers for legal, regulation, or ethical violations. Justified, compassionate discharge practices can help you avoid such possible reactions.

Determine Good Job Separation Reasons

Companies can let employees go with or without cause in at-will states like Arizona. But certain limitations apply. You cannot fire personnel for discriminatory motives, union activity participation, filing workers’ compensation claims, not carrying out job assignments that may break state laws, and reporting firms for legal or state policy violations.

Employer/employee relationships constitute psychological contracts with two-way expectations and promises. Although neither party verbalizes or documents these matters in writing typically, each has an unspoken recognition of what the other expects.

All workers can believe rightfully that their employers will treat them fairly and act in good faith. That involves not terminating their positions without proper, valid reasons. Firms may view any failures to meet their implicit agreements’ terms as contract breaches. Common justifications include inadequate job performance and not meeting reasonable production standards.

Follow Humanitarian Dismissal Approaches for Poor Performance

In most cases, use these guidelines for well-planned, compassionate dismissals:

  • Avoid impulsive and hasty termination decisions.
  • Do not assume that you can fire jobholders for any flimsy reasons.
  • Try to salvage working relationships before discharging employees.
  • Consider the immense impact your actions will have on staffers’ lives, families, and livelihoods.
  • Document events prompting terminations including whatever guidance and corrective actions you took.
  • Make personnel aware of possible job separations and why you might resort to such measures.
  • Prepare all discharge documents in advance. Visit National PEO’s forms page to access, save, and print our Employee Termination Form.
  • Carry out dismissals promptly once you are sure they are the right actions for the circumstances.
  • Provide good, viable reasons for all employment separations.
  • Explain clearly that job loss is the only inevitable option.
  • Treat employees in respectful, humane manners. Be civil, yet concise.
  • Help workers maintain some dignity during dismissal meetings.
  • Prevent or stop any arguments with personnel.
  • Allow staffers to ask any end-of-service questions. They may want to discuss whatever went wrong. Perhaps, employees were not good fits for their positions. Maybe their work styles were too relaxed for your firm’s fast pace. Others might have become so unhappy or bored that they quit trying. Such conversations may help workers make peace with their fates. But do not let them try to convince you to save their jobs.
  • Handle all decisions and communications with extra care so you will be able to live with your actions.
  • End final meetings by thanking discharged employees for their service and wishing them well.

Handle Immediate Firings for Dire Causes Cautiously

Your employee handbook should specify certain behaviors that necessitate terminating employment immediately. Typically, these include unique occurrences that put the rest of your team’s well-being and safety at risk. National PEO can create a basic or custom employee handbook that specifies fireable offenses including situations when workers:terminatingworkers2

  • Threaten others with brutality or perpetrate violent acts
  • Bring weapons to worksites
  • Consume alcohol or use illegal drugs on work premises
  • Harass colleagues sexually
  • Steal company property
  • Falsify time cards
  • Commit similar potentially grievous offenses

For such intolerable actions, follow these urgent termination steps:

  • Ensure that employees do not pose dangers to themselves or other staffers. If they seem threatening, move everyone else to safe locations. Contact your in-house security personnel and call 9-1-1 immediately.
  • If danger is not a concern, report any illegal acts to your local police department.
  • Assume a polite, respectful demeanor before stating fireable offenses calmly. Have strong witnesses like internal security guards present in case physical restraint becomes necessary.
  • Announce that you have terminated employment.
  • Direct workers to relinquish all company-issued property promptly.
  • Allow staffers to pack their personal items at their workstations, if circumstances allow. Otherwise, box and ship them later.
  • Escort former employees from your building, explaining that their return will constitute trespassing.

Move Forward

Whenever possible, relieve personnel of their duties after much thought when that is the only reasonable measure for specific situations. Treating employees compassionately will make accepting difficult decisions and bad news easier for each party. Your humane approach can help both of you move forward in your lives and careers.

Avoid These Workforce Management Mistakes

by NPEO Media NPEO Media No Comments

Many team leaders have not received personnel supervision training. They may lack the awareness, sensitivity, and values for effective daily interactions. Business skills and methods are easier to learn than principles and attitudes, the main underlying concerns hindering workforce management success.

Supervisors are your firm’s front-line representatives. How they oversee staffers sets your operation’s tone. Most internal communications funnel through crew chiefs. Bad situations cause fearful employees to avoid their superiors. Resigning workers give up on bosses — not employers or jobs.

Fix Problems With Corrective Measures

Review common managers’ mistakes that increase turnovers. You and others will become better leaders in a more successful company when you notice, avoid, and fix these oversights:

Neglecting to specify clear direction: Bosses who do not set standards and clear expectations see inadequate work. Prioritizing everything makes workers think nothing takes precedence, so they do not accomplish tasks and goals. Overly flexible or rigid expectations leave reports feeling rudderless. Strive for a suitable balance to lead and impart direction without dictating to avoid deterring staff engagement and empowerment.

Denying trust: Managers who do not believe workers can perform their duties create numerous problems from micromanaging to constant surveillance. Watching, tracking, and admonishing all employees for every minor flaw when just a few are truly untrustworthy can make more sink to your lowly expectations. Alternatively, setting high standards will help them strive for greatness.

Being unfamiliar with workers as people: Building relationships with personnel is a crucial management tool. Serving as a therapist is unnecessary. Just take a healthy interest in employees’ lives. Interested, involved bosses congratulate parents’ on their kids’ achievements and convey sympathy when relatives die. Knowing your crew will improve responsiveness to their needs, significant family events, and moods.

Trying to develop friendships with staffers: Supportive interactions can be warm, but separating reporting relationships between friends is difficult. Socializing co-workers gossip and gripe about their bosses and work. Their managers do not fit into such situations. Basing responsive relationships on respect and dignity makes personnel appreciate your attentiveness, caring, trust, and dependability.

Treating workers differently: Any inkling that you favor certain staffers can undermine your workforce management efforts. Those outside your clique will believe you are partial to others in it, even if you are not. That idea impairs teamwork, productivity, and business success. Handling crewmembers identically is not necessary, but they must think everyone receives equal treatment.

workforcemanagment2Failing to address issues and problems that will worsen if you ignore them: Emotional drama interrupts employee interest, motivation, and output. Some managers hope uncomfortable issues and co-worker conflicts will subside naturally with avoidance. However, tension grows unless you change how they collaborate. Leaders’ proactive interventions must ensure personnel possess the skills to resolve disputes, perhaps via mentoring and coaching.

Forgetting to remind employees that you value their opinions: Unless managers believe that listening demonstrates they value subordinates, active listening training may be essential to develop that crucial skill. When individuals can express their opinions, they feel like important, respected team members. Encouraging daily communication generates useful insights.

Making decisions before requesting disregarded feedback: That sneaky tactic may fool some staffers, but many will see through your sham. Roadblocks like complicated approval steps show workers you veto most ideas, so suggestions dwindle as job searches begin. Rather, involve employees in workplace policies to engage and empower them.

Withholding vital information and communicating poorly: The best message delivery is transparent. Aside from whatever few secrets must remain confidential between executives, share your knowledge. Most employees want the inner circle’s info to make sound decisions. Invite team players’ opinions and improvement solutions. Explain why you do not incorporate their suggestions or authorize self-implementation.

Throwing personnel under the bus: Some managers blame staffers during higher-up interrogations over departmental errors when bosses always are the accountable ones. Crew accusations provoke employee animosity, distrust, and disrespect, which spread among work friends. Faulting subordinates jeopardizes superiors’ job — not theirs. Officers will question your leadership abilities without removing blame. Avoid such consequences by responding with dignity and team support.

Select Managers to Supervise Personnel Well

When you outsource HR tasks to National PEO, our professional employer organization handles recruiting carefully. Our hiring experts can assess supervisory skills along with functions and abilities. To fit your culture, we will recommend candidates who demonstrate compatible values, beliefs, and work styles. Your new managers will value others, inspire teamwork, demonstrate leadership through clear direction, and foster two-way communication to benefit everyone.

Follow the Construction Industry’s Best Crane Safety Practices

by NPEO Media NPEO Media No Comments

Cranes handle crucial construction activities from transporting large, heavyweight beams to raising tall buildings. Technological advancements may have improved productivity and thus profits, but hoist operators and nearby workers still face safety issues. Adverse events like oversights, mistakes, and malfunctioning equipment cause most crane accidents.

Major dangers are power line contact, overturned lifts, employee falls, and mechanical failures, notes the Occupational Safety and Health Administration (OSHA). Results may include property damage, injuries, deaths, crew shortages, higher insurance rates, lengthy accident investigations, OSHA fines, lost construction jobs, and legal fees. Brushing up on your industry’s best crane safety practices can help your team reduce unwelcome mishaps and outcomes.

Prioritizing Precautions

OSHA encourages construction companies to enact documented safety programs. State labor laws and your liability coverage may require hard copies of your safety policies. All hoists demand careful planning and thorough worksite precautions. Site managers, lift planners, riggers, crane operators, signalers, and onsite workers can help avoid destructive incidents by prioritizing caution as a routine job function and responsibility.

Training Personnel

Classroom and ground crane training sessions are essential for all operators. They also must be able to handle load charts, pre-inspections, and setups. Passing written as well as practical tests is necessary to demonstrate their equipment and operation knowledge. Licenses or other certifications, which may need periodic renewals, are mandatory.

All support personnel dealing with or near hoists need adequate lift operation training to enable competent assembly, maintenance, and repairs. Learning how to rig loads properly is key for riggers. Signalers have to use established methods from hand to radio signaling correctly. Through National PEO’s comprehensive safety compliance services, we provide safety programs, training, inspections, audits, and abatements to improve your safety and compliance records.

Choosing Equipment

Rent cranes from companies with wide-ranging options and the expertise to suggest the best types and capacities for your projects. Preferred firms control fleet maintenance to offer technically superior and safer lifts. They have strong commitments to protect their personnel, customers, and the public.

Select machinery with Crane Manufacturers Association of America (CMAA) approvals, indicating they reach or surpass minimum safety standards. Look for built-in safety requirements like boom angle indicators, emergency disconnects, plus hoists and hooks with safety latches. Make sure that lift ratings will support greater weights than typical loads. Cable ratings must be seven times load weights to raise personnel. Load test equipment regularly at 1.25 times cargo loads.

constructionbestpractices2Assessing Worksites for Potential Lift Incidents

Foreseeing various potential adversities can help curtail calamities. Before initiating hoisting operations, ensure adequate preparedness like appropriate soil preparation and sufficient space for crane assembly and disassembly. Identify hazardous sources from underground pipelines to power lines and appraise their dangers. Everyone from employees to pedestrians should remain far away from machinery during use.

Confirming Safety Plan Adherence

Appoint personnel to ensure that crews follow safety plans during all lifts. That involves verifying that thoroughly maintained cranes passed inspections per manufacturers’ specifications and have correct capacities for specific tasks. Every day before operating hoists, test all machinery and conduct safety inspections.

Assigning Competent Crane Overseers

According to OSHA, competent workers gain knowledge of pertinent standards and develop skills to identify workplace hazards regarding specific operations through training, qualifications, and experience. Your firm must grant such designated employees the authority to undertake appropriate actions like stopping all dangerous crane activities.

Loading and Rigging

Qualified operators know their hoists’ load ratings so they do not overload them. Instead of guessing load weights, they weigh them accurately. Rigging loads with properly sized slings and cables — not ropes that can fray and break — is crucial. It is also important to pad loads’ sharp edges to prevent rigging damage, and balance loads well before moving them. Radio contact between operators and ground crews is essential, even when signalers are directing lifts with hand signals.


Idle equipment can still pose hazards, so parking cranes safely is critical. Other key precautions include pressing emergency stops or kill switches and setting emergency brakes. Store slings and rigging. Raise hooks seven or more feet in the air, well above everyone at ground level.

Performing Maintenance

Appropriate upkeep is imperative to ensure reliability. Operators should inspect cranes plus associated slings and rigging regularly, following state requirements or manufacturers’ instructions. All defects demand repairs before use. No projects or deadlines are important or urgent enough to skip any vital safety measures.

Why Your Startup Business Needs a Great Applicant Tracking System

by NPEO Media NPEO Media No Comments

Do you realize that your new venture’s most valuable asset is your staff? If you are wasting time manually sifting through hundreds of resumes to find the most qualified applicants, modernizing will provide numerous advantages. An effective applicant tracking system (ATS) that monitors candidates can help your new firm secure coveted employees from the start. Getting onboard early will simplify and improve your talent expansion as you grow.

Small to huge businesses have embraced this handy hiring method to streamline their workforce acquisition processes. It has become affordable, thanks to today’s Internet, data analytics, social media, and other technological advancements. By partnering with HiringThing, National PEO offers an easy-to-navigate yet comprehensive application management system that will upgrade and fast forward your recruiting. Check out this software’s main advantages.

Locating Suitable Personnel

A typical candidate tracking platform offers features like:

  • Easy position postings on job boards and social networking sites
  • Application/resume screening, grading, and ranking
  • Convenient dashboard showcasing openings and candidates
  • Automatic job seeker message generation and tracking
  • Equal Employment Opportunity Commission (EEOC) conformity and monitoring
  • Integrated personality assessments and background checks

Activating Filtering and Screening

Are you taking too long to peruse stacks of resumes without any convenient quality measures? Do you wish you could curtail that tedious undertaking? A candidate management system will tighten your recruiting workflow by sifting and classifying contenders quickly so you avoid resume overload.

After the software scans all applications and customized questionnaires, scoring mode filters out non-starters. The screening process pulls all available data from the ATS and social networks on all potential new hires. It builds virtual resumes with more extensive overviews of prospective employees. Finally, it selects the most qualified talent for any specific position, so you have a much smaller pool to consider.

Conserving Time and Money

Time-intensive internal recruiting stages encompass choosing resumes, scheduling and conducting interviews, confirming references, and handling background checks. During the initial phase, just skimming a high quantity of resumes would be very time consuming. Scrutinizing each application carefully could tie up a whole week per job when many other pressing responsibilities need your attention.

Recruiting and staffing costs can add up quickly. Over the last few years, filling an entry-level position has an average cost of $5,700 to $8,900. That range includes expenses like college recruiting, travel, and relocation. Calculate your cost per hire online with breakdowns by:

  • Advertising expenditures
  • Agency fees
  • Staff referral overhead
  • Travel reimbursements
  • Relocation amounts
  • Administrative costs

applicanttracking2Luckily, a candidate management program is a very helpful tool during the application examination and sorting steps. By eliminating a sizable portion of your preliminary screening functions, this human resource (HR) automation package singles out the most appropriate contenders per position. That will save more than enough time and money to offset your software investment. It also will free up the valuable hours and funds necessary to establish and oversee your business.

Expediting External and Internal Communications

Rather than multiple personnel contacting hopefuls, your ATS can handle candidate communications efficiently. One user-friendly dashboard makes scheduling interviews and sharing forms easy. Bosses can access resumes, rank candidates, make recommendations, and correspond with each other and you. Stop trying to locate managers for interview recaps. Just log into the program and read their interview notes instead.

Assuring Compliance Obligations

If government laws and/or industry regulations require your firm to keep recruiting logs with data on every applicant, a job seeker monitoring platform will simplify that laborious task. It will track all necessary details and then generate any required reports.

Avoiding Legal Action

A helpful tracking system pre-screens resumes according to explicit job qualifications, making human bias impossible. That helps you control hiring discrimination. Should any candidate lodge a complaint, you can verify that your ATS filtered him out on inadequate credentials alone.

Building a Talent Database over Time

The key to success for every company involves hiring and retaining an impressive team. Whenever you are trying to fill new or current positions, you will have immediate access to quality resumes that your monitoring system has collected from all previous recruiting efforts.

Just search your cumulative internal database of qualified applicants you did not select to find those who might be right for other jobs. That can reduce your future hiring time significantly, increasing productivity while decreasing costs. In addition to streamlining your business automatically, converting to an ATS can enable tremendous growth so you can realize your vision.

Reviewing Small-Business Employment Regulations

by NPEO Media NPEO Media No Comments

Staffing brings more challenges than finding the right talent. Numerous federal and state laws make adhering to all small-business directives tricky. The main regulatory sources address workforce and revenue standards. Going over labor and tax rulings annually will help you meet your government-mandated employer responsibilities.

Federal-level dealings include the Department of Labor (DOL) plus supporting agencies like the Equal Employment Opportunity Commission (EEOC), Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB). The Treasury Department’s Internal Revenue Service (IRS) expects timely filings. State entities include labor, finance, and tax or revenue departments.

Labor Decrees

Some workforce regulations apply to all employers, despite limited staff sizes. Others impact firms with certain employee counts. If you’re worried about labor law compliance, National PEO can conduct comprehensive audits. After locating risk areas, our experts will help facilitate any necessary changes.

Your organization may be subject to these key laws:

Fair Labor Standards Act (FLSA of 1938): Whenever state and federal policies vary, follow the most stringent ones. For instance, federal law set the $7.25 minimum wage per hour. But that figure is higher in 29 states. Some municipalities including Santa Fe, N.M.; Berkeley and San Francisco, Calif.; and Seattle, Wash., have rates that exceed their states’ amounts. Paying local rates is obligatory if your firm operates in any affected jurisdictions. FLSA regulations also determine exempt workers and those who have to obey overtime rules.

Equal Pay Act (EPA of 1963): Proprietors must pay males and females the same compensations and benefits for performing substantially equal duties.

Civil Rights Act (Title VII of 1964): After several amendments since its 1964 enactment, this law prohibits workplace discrimination by race, color, national origin, gender, and religion.

Age Discrimination in Employment Act (ADEA of 1967): Employers can’t treat personnel aged 40 and up differently in practices like hiring, compensation, and promotions.

Occupational Safety and Health Act (OSHA of 1970) worksite safety directives: Providing safe workplaces is essential for every organization. Your workforce size determines whether reporting accidental injuries and deaths is compulsory.

Americans with Disabilities Act (ADA of 1990): The ADA bans discrimination against people because of their disabilities. It requires you to offer reasonable accommodations to disabled staffers. This mandate relates to companies that employ 15 and up crewmembers for at least 20 weeks during a year, taking part-time workers into consideration.

Family and Medical Leave Act (FMLA of 1993): Organizations with at least 50 recruits must grant them unpaid time off to handle serious family illnesses, births, and adoptions. Certain states inforce paid leaves now.

smallbusinesseeregulations2Uniformed Services Employment and Reemployment Rights Act (USERRA of 1994): Reemploying everyone who left their jobs for military service is mandatory after deployments end. This law also demands reinstating all benefits including any retirement contributions and promotions veterans would have earned if they hadn’t departed to serve their country. Special requirements affect disabled veterans.

State-level workers’ compensation and unemployment laws: Companies must provide these coverages for their personnel. Some owners might have the option of offering their own insurance instead. Need help managing your workers’ compensation claims? Contact National PEO today.

Tax Rulings

Employers must:

  • Obtain employer identification numbers (EINs)
  • Determine which crewmembers are employees. Being able to assign independent contractor status to some relieves employer responsibilities.
  • Withhold income taxes and all employees’ Federal Insurance Contributions Act (FICA) shares (Social Security and Medicare taxes)
  • Deposit business and workers’ withholding FICA shares
  • Issue annual W-2 tax forms to employees
  • Unless exempt, submit health coverage reports annually
  • File all quarterly and annual employer tax returns by deadlines. National PEO can take over calculating and submitting your payroll and unemployment taxes to prevent penalties.

The Affordable Care Act’s (ACA) employer mandate may require you to provide staff health care coverage and comply with Health and Human Services (HHS), DOL, and IRS regulations. Companies offering health insurance to workforces of at least 20 also must include Consolidated Omnibus Budget Reconciliation Act (COBRA) continuation coverage to exiting employees. Former workers can purchase this group insurance for as long as 18 months. Mini COBRA plans with shorter covered periods are available in 40 states.

Currently, additional benefits including retirement plans are voluntarily. But you must abide by the Employee Retirement Income Security Act (ERISA of 1974) and follow numerous DOL and IRS insurance and reporting regulations. If administering employee benefits is too challenging, National PEO can handle everything from health coverage to retirement plans.

Creating a Company Culture for Recruitment and Engagement

by NPEO Media NPEO Media No Comments

Selecting new hires by cultural fit has become a modern recruitment mantra. That means looking beyond job descriptions and skills to choose contenders whose personalities and behaviors fit your firm’s core values, philosophies, beliefs, and attitudes. Unfortunately, a survey found that less than 50 percent of organizations have defined cultures.

If you are in that group, bad hires are likely. Too often, they provoke high staff renewal rates. A survey found that turnovers cost 150 percent of every lost employee’s salary on average due to disrupted workflow and replacing personnel. However, using the following suggestions to develop a favorable culture will help your business draw in and engage top talent, strengthening and stabilizing your workforce.

Highlight Your Firm’s Style as a Hiring Tool

Your corporate culture does not begin on each new hire’s first day. That ever-present phenomenon should shine throughout the recruitment process. Candidates experience your team spirit via interactions with your human resource (HR) staff. Your website may be informative, but HR’s dealings have a stronger influence on how prospects regard your company. Research shows that up to 64.3 percent of job applicants would share negative encounters with their personal confidants. Your reputation could suffer greatly if people spread critical opinions across social media.

Projecting your firm’s culture during all recruiting steps will boost your employment brand while increasing your talent pool. Because Google’s workplace climate is among the world’s best, it receives applications from over 2 million exceptional job seekers annually. Researchers found that positive hiring experiences might affect how personnel approach new positions. Some 15 percent who felt that HR treated them fairly in every employment phase dedicated extra efforts when they came onboard.

National PEO’s talent acquisition experts can handle your staff recruiting duties to make sure new hires slide right into your work environment seamlessly. From advertising openings to onboarding appropriate employees, we will make sure your new crewmembers are ideal matches for your culture.

Establish a Business Purpose

Getting personnel to stay late a few days is easier if their duties engage them. Similarly, they will demonstrate more devotion when you have a clear purpose. Consider what differentiates your organization. Which values make it distinctive? Why should job hunters choose your venture over competitors?

Salesforce entrepreneur Marc Benioff exemplifies a strong corporate mission by involving his technology, resources, and staff in global charitable endeavors. He built that integrated philanthropy approach into his business model. Current and potential employees are familiar with Salesforce’s humanitarian generosity. That staunch commitment helps it attract and recruit gifted contenders. Salesforce made the Fortune 100 Best Companies to Work for list six years consecutively. To create your own uplifting culture, unite your firm around some specific inspirational goal.

companyculture2Focus on Clear Communications

According to research, 70 percent of organizations identify ineffective employee communications as their major difficulty. You can make collaboration a symbol of your workplace if teamwork is central to productivity. Consider holding brainstorming sessions regularly so all members can enjoy the satisfaction of management hearing their ideas. Test an open office plan to allow convenient staff interactions.

Careful structuring with written procedures and guidelines will make your culture plan more rewarding. National PEO can customize your employee handbook to feature new or updated policies that reflect your corporate atmosphere. Conveying your organization’s standards to your entire crew helps everyone understand and embrace your philosophies. Clear communications will increase staffers’ internal and external promotions of your principles, keeping them intact as your firm grows.

Develop a Safe, Supportive Environment

Management’s efforts to creative a safe, supportive work setting make employees feel that their bosses value and appreciate them, increasing job satisfaction. Executives and supervisors need to be approachable so personnel can speak with them openly about any concerns.

Implementing flexibility is advantageous if it does not hinder business success. Allow remote work whenever feasible. Besides being grateful, staff efficiency should improve. Encourage your team to become closer. Group lunches are ideal social occasions to nurture bonds among colleagues. Creating a tightknit workforce can enhance happiness along with productivity.

Relish the Rewards

Some companies making serious commitments and investments in their traditions are appointing internal culture advocates. Prioritizing a desirable corporate atmosphere can boost your recruiting and business triumphs. Welcome rewards start with attracting, fascinating, and retaining top talent. Often times, they extend to staffers’ performance exceeding management’s expectations.