Small businesses have options when it comes to offering their employees benefits. By law, certain concessions must be provided, but including additional incentives can sweeten the pot when hiring top talent. While delivering the bare minimum can boost profits now, it can negatively affect a small employer’s growth, reputation, and
Conducting regular, internal human resources audits can yield several advantages for businesses, no matter their size. Often, individuals consider audits to be vehicles that identify what’s wrong. Although audits can point out internal deficiencies, they can also recognize what’s right. Human resources audits can not only identify legal compliance issues;
Generally speaking, workplace planning merges your current organizational structure and your future hiring needs. Commonly, workplace planning falls to the human resources department. However, this strategic planning must align with the overall goals of the organization. This is a continual planning process, not a one-time project. Companies must continue to
1) Increases Engagement with Employees When conducting an internal audit, employers should also review their employee services, such as payroll, benefits, and conflict resolution offerings. Further, businesses can receive feedback on company culture and employee motivation. These areas contribute to an employee’s job satisfaction. The higher an employee’s job satisfaction,
For over 50 years it has been illegal in the United States to compensate men and women performing the same jobs different salaries. What many small employers don’t realize is that The Equal Pay Act of 1963 encompasses the entire range of benefits and payments made to an employee including
It’s been a while since the #metoo movement began. While some corporations grapple with harassment lawsuits in its wake, what effect has the #metoo movement made on small businesses? The media coverage, even social media, can damage a company’s reputation beyond repair when sexual harassment is involved. The fallout can
Compliance may get a bad rap. It may not be as awe-inspiring as creating new innovations, but repeated non-compliance can wreak havoc on a company’s reputation, and ruin customer loyalty. Regardless of size, every business is subject to federal labor laws. Of course, other criteria can determine employer coverage such as
Small business owners have a lot on their plates–from wearing multiple hats to supervising employees to managing cash flow. Creating an employee handbook seems like one more thing on the neverending to-do list. However, as human resources regulatory compliance becomes more daunting, the creation of a handbook is critical to
Finding the right employees can make a big difference in the success of a small business but loosing the right employee can completely devastate a small company. It may be that a non-compete agreement is the last thing small businesses want since keeping expenses low is vital to their business.
Office OSHA? Most Americans associate the Occupational Safety & Health Administration (“OSHA”) Act, passed in 1970, with manual laborers; however, OSHA applies to all private employers in some degree. In fact, OSHA regulations even cover employees who conduct their work primarily sitting at a computer in an office environment. Most
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