Ever since Google’s work culture was shared with the rest of us, it seems that we are struggling to find the balance between structure and relaxation. In this era, leaning too much on one side of the spectrum vs. the other can cause chaos. Too structured, the employees feel that they are in the military and too relaxed…well it’s hard to get people motivated to actually work. Amex Open and Cheddar have teamed up to come up with a few ways to balance the two in order to create balance. Check it out below:
As a Small Business owner with employees, I lean a lot on ADP a lot for my Small Business Payroll and Human Resource solutions. I know the information is up to date and valid for my clients.
Here is a valuable gem that I received from this morning.
- Review Hiring ProceduresCheck your job ads, recruiting practices, application forms, interview questions and screening and selection procedures. Do they comply with all applicable laws? Is everyone involved in the hiring process properly trained? Do they know who to go to if they have a question or issue? Note: Some states and municipalities have strict laws regarding employer inquiries about an applicant’s criminal history.
- Create/Update Job DescriptionsIdentify the roles, responsibilities and qualifications needed for every position. Each job description should include the reporting structure, if the position is exempt or nonexempt, a job summary with essential functions, including any physical requirements, and the requisite qualifications and skills. Note: You should always include a statement specifying that your company reserves the right to change the duties of the job at any time and that the job description is not designed to cover all of the position’s requirements.
- Review Job ClassificationsApply the proper federal and state tests, such as the IRS Common Law Test or the Department of Labor Economic Realities Test, to determine whether a worker is an employee or an independent contractor. Likewise, review all employees to ensure that they are either classified as nonexempt (and should receive overtime) or exempt (they meet the job duties and salary basis tests as well as the new minimum salary threshold).
- Assess the Impact of Overtime ChangesThe U.S. Department of Labor released final overtime rules that take effect on December 1, 2016.* The final rules increase the salary threshold for certain exempt employees. Make sure current employees and those onboarded in the future are classified correctly so that those who are due overtime pay do in fact receive it.
- Create/Update Your Employee HandbookIf you don’t have a handbook, create one. If you already have a handbook, you should update it at least annually. This resource can help you communicate company policies to your employees, set expectations and demonstrate your effort to comply with various laws.
- Make Sure You Are Complying With the NLRBThe National Labor Relations Board (NLRB) has been scrutinizing employer practices and policies regarding employees’ rights to work together to improve wages and working conditions. Focus on ensuring your policies concerning social media, confidentiality and standards of conduct don’t infringe on employees’ Section 7 rights.
- Develop/Review Your Performance PlanA performance management plan can help you communicate goals to employees, assess achievement and reward top performers. Note: At a minimum, you should evaluate employee performance annually.
- Review Record Keeping PracticesEmployers must maintain certain records to comply with federal, state and local laws. Some rules require that certain records be stored in separate, confidential files. The following information should not be stored in personnel files:• Any information reflecting that an employee is a member of a protected group (such as race, gender, ethnicity or veteran’s status)• Any document that relates to an employee’s medical condition or overall health
Article source: click here.
* On November 22, 2016, a U.S. District Court temporarily blocked the new overtime rules from going into effect on December 1, 2016.
Feb. 1 is the deadline to furnish your contractors with their 1099’s as well as your employees their W-2’s.
If you are looking to pay your employees or contractors a Bonus for their outstanding performance, or as a gift, please read the link in this post. ADP has a very informative Blog going with some great tips. Click here to read what they have to say about Holiday Bonuses.
Offering your employees unlimited time off? Sounds cray right? I would think so, but according to Inc. some companies are greatly benefiting from it. Below are some of the benefits Windsor Regional Hospital in Ontario has seen:
1. Recruit the best.
Policies on limited vacation time deny companies the opportunity to hire the best of the best. Offering talent more vacation when they are on boarded has the potential to upset long service employees. Unlimited vacation makes recruitment easier. “The look on an individual’s face when they hear about the policy is priceless,” Musyj says. If you’re looking to bring on seasoned talent this non-policy will give you a leg up on the competition.
2. Avoid the year-end rush.
To avoid a massive vacation liability bank most companies mandate that employees take their allotted vacation time within a twelve month period. This often results in employees vying for the vacation time they’ve saved up for unexpected events. The unlimited time off policy takes away the need to bank days off along with all the wasted effort of having to “jockey” for vacation time. At Windsor Regional the employee’s can now focus on what is important: the hospital’s patients.
3. Better teamwork.
With no limits on time off employees learn to pitch in during a co-worker’s absence. In the past it was seen as an obligation, but today Windsor Regional’s employees view it as a collaborative effort. They know that their fellow team members will do the same for them when they want time off. “It has resulted in better teamwork,” says Musyj. “These collaborative efforts have extended to day to day work activities resulting in a far greater collegial workplace.”
4. Gives a big boost to morale.
When a team member at Windsor Regional Hospital leaves work early to watch their child in a sports meet, for example, they can do so without being concerned about being disciplined or using up a valuable vacation day. No more made up excuses like I have a doctor’s appointment! “The energy they return to work with after being able to participate with their family is truly priceless for our patients,” says Musyj.
5. Creates loyalty.
Windsor Regional’s employee satisfaction rate ranges between an impressive ninety-two and ninety-four percent and their turnover rate is negligible. While unlimited time off is only a piece of the culture puzzle, a practice that has grown over 10 years, it is clearly generating strong employee loyalty. “When I started with this organization twelve years ago there was a handful of “go-to” people,” says Musyj. “That list has since grown into the hundreds; there is always someone to turn to when something needs to get done.”
Please read the full article “Why Richard Branson Thinks Unlimited Vacation Time Is Awesome-and You Should, Too” by Marla Tabaka.