I
met with a client this morning who needs some HR
support on the question about what to do to make it
through some difficult times. This client is looking at all
the options available including cutting benefits, cutting
hours or possibly laying some individuals off. One
point that I made in...Read More »I
met with a client this morning who needs some HR
support on the question about what to do to make it
through some difficult times. This client is looking at all
the options available including cutting benefits, cutting
hours or possibly laying some individuals off. One
point that I made in...Read More »
At
Management 2000, one of the benefits to our clients is the ability
to participate in our Employee Assistance Program at no additional
cost. This is a service in our Employee Benefit Plan that is
available to all employees and their family members 24 hours a day,
seven days a week. The services...Read More »While speaking to a client yesterday she informed me that an
employee gave a two week 
notice but informed her that they were taking the second week as
vacation. That is not a two week notice. Our recommended
HR procedure is to not allow employees to extend their
employment date with vacation. This...Read More »
notice but informed her that they were taking the second week as
vacation. That is not a two week notice. Our recommended
HR procedure is to not allow employees to extend their
employment date with vacation. This...Read More »I just saw an interest survey result from one of my HR resources that I receive a daily update from. This was a survey conducted to find out how employees feel about telecommuting. Below are the results. A total of 74% would like to telecommute. 44% of those responding were willing to take a pay...
Read More »I was recently asked by a client if they had to pay an employee for
their initial training for 
their job. These were non-exempt employees. In this case
the answer was yes, you do have to pay them. In order for
training not to be paid, here are the main conditions the US
Department of Labor
Wage...
Read More »
their job. These were non-exempt employees. In this case
the answer was yes, you do have to pay them. In order for
training not to be paid, here are the main conditions the US
Department of Labor
Wage...
Read More »I had a conversation today with a terminated employee for one
of our clients. Unfortunately for that person it was a very
disappointing conversation. I had to inform this person
that they would not be receiving their unused vacation
time. Different states have different rules on this.
The...Read More »
that they would not be receiving their unused vacation
time. Different states have different rules on this.
The...Read More »
I
just got off the phone with one of our clients. They
have a good employee that is currently having some personal issues
and is missing work. They have modified the person's work
schedule yet that person is not meeting that schedule. My
suggestion to them was to sit down and discuss with the...Read More »
I
met with a client today about an employee that our Employee Records
show as a voluntary resignation. The employee claims that he
was laid off. The client still has the text message sent from
that employee stating some... we'll just say "unkind" things about
his job and that he wouldn't be coming...Read More »Did you know that a disclaimer on an application can be
viewed by the courts as ineffective 
if it is buried in a document. Even if it is in bold print,
but located in an area of a document away from it's intent, the
courts have ruled that it is ineffective and can lead to
discriminatory HR...Read More »
if it is buried in a document. Even if it is in bold print,
but located in an area of a document away from it's intent, the
courts have ruled that it is ineffective and can lead to
discriminatory HR...Read More »This morning we conducted a Human Resource Training
session via the web. We conducted Prohibited
Harassment Training for one of our clients. There are many
advantages to this type of training. People from remote
locations were able to participate in the 
training without having to travel - many...Read More »
training without having to travel - many...Read More »I am working with a new client to help set up their vacation,
personal and sick day accruals. 
In the past, this client had no record keeping process in
place to track usage. As a result, we have found that one
person has already used 16 hours more than they are entitled to
this year and we're not...Read More »
In the past, this client had no record keeping process in
place to track usage. As a result, we have found that one
person has already used 16 hours more than they are entitled to
this year and we're not...Read More »
As
a follow up to yesterday's blog, when looking at your turnover
data, don't forget to also look at your retention data. You
might ask Isn't one just the reverse of the other? Not
necessarily If you have a position that turns several times
in the month, your turnover rate will be skewed higher....Read More »I met with a client today and one of the topics we discussed was
turnover. There are many 
aspects of turnover that we are looking at but one in particular is
when should employees start being eligible for benefits. This
organization currently has a 60 day probationary period. They
have had this...Read More »
aspects of turnover that we are looking at but one in particular is
when should employees start being eligible for benefits. This
organization currently has a 60 day probationary period. They
have had this...Read More »Sometime doing the right thing can even be frustrating. Today
we received an 
unemployment decision on a claim that we contested because we felt
that we provided plenty of documentation to justify this employees
termination. The state's decision stated "the failure to perform
the work to the...Read More »
unemployment decision on a claim that we contested because we felt
that we provided plenty of documentation to justify this employees
termination. The state's decision stated "the failure to perform
the work to the...Read More »
At
Management 2000 we have clients that have some unique HR
policies. For instance we have one client whose vacation year
starts May 1st each year and has a particularly involved
system of pro-rating vacation for new hires.
When this client came on board with us they shared
their frustration that...Read More »
Are
absenteeism incentives a good idea? Yes and no - I
think they are a great way to curb unnecessary and fraudulent
absences, however they may also provide incentive for sick
employees to come to work. If you have a Human
Resource Policy that provides an incentive for good
attendance, you might...Read More »
As I mentioned in my blog on April 30, 2009 some of our clients are facing downsizing or freezes. One thing you should be mindful when facing a layoff, if business conditions improve and you want those workers back who already have experience, you may not get them back. A good HR strategy will...
Read More »Sometimes it's not fun be to in HR. We just received a
call from one of our 
clients who told us about an employee who came to work in a cast
from an injury that occurred outside of work. Due to the
nature of the work that this client performs, allowing that
employee to work would create a great...Read More »
clients who told us about an employee who came to work in a cast
from an injury that occurred outside of work. Due to the
nature of the work that this client performs, allowing that
employee to work would create a great...Read More »One year ago the Mercer organization conducted a survey of 400
organization to discover what each of them were planning to do
with staffing level. The pie 
chart below indicates the result of that survey as of May
2008. Interestingly enough, based on what we are seeing in our
client base, these...Read More »
chart below indicates the result of that survey as of May
2008. Interestingly enough, based on what we are seeing in our
client base, these...Read More »
Below
are a couple of things that you can do in the workplace to limit
the spread of influenza amongst your employees- Encourage sick employees to stay home
- Avoid using co-workers telephones, computers and work tools
- Instead of conducting face-to-face meetings, try setting up conference calls....
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