RGL "PIPELINE"
 
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13724 Venetian Court, Orland Park, Illinois 60467
Office 708-301-6425  Fax:  708-301-6455 
 

Providing Human Resources Consulting for Small to Mid-Size Organizations

 
October, 2009
Top 
Greetings!
 
In this issue we hope to provide you with a few topics that may provoke consideration to optimizing your organization's efficiency and value through careful planning. There is much truth in the idiom, "An ounce of prevention is worth a pound of cure" (Benjamin Franklin).

 
Important Update
Once again a new I-9 Form with up-dated revision and expiration dates has been issued for employers to utilize in the employment verification process.
 
Though employers had just recently been instructed to continue using the previous form (revised 2/2/09) with an expiration date of 6/30/09, Uncle Sam has now released this new form which bears a revised date of 8/7/09 and has an expiration date of 8/31/12.
  Download New I-9 Form
 
Employers should begin using this new form immediately.
Outsourcing the Human Resources Function 
 
HR Audit Pic
Today's economic volatility is affecting many organizations, necessitating cost effective and efficient business solutions. Companies are struggling to maintain stability in an environment of unpredictability. The human resources function is often repositioned lower on the priority scale or is eliminated when there is a change in focus to support other "critical" functions. Additionally, some organizations may not possess the necessary human resources staffing, expertise, or budget; yet, must deal with employee relations as well as legal and regulatory compliance matters.
 
For many companies, outsourcing all or portions of the HR function provides a cost effective method of dealing with everyday human resources issues and tasks. The trend of outsourcing human resources is widely popular and has proven extremely effective in maintaining crucial components of organizational viability. Outsourcing could be all encompassing, contracting the entire human resources function, or could be activity based (i.e. recruitment, training, benefits administration, employee relations, ad-hoc projects, or consultations). We have experience in supporting a wide range of outsourcing solutions to meet the human resources needs of client organizations.
 
Might such a relationship benefit your organization?




Planning Ahead for Crisis 
 
This month's article is part one of two addressing workplace continuity in the event of major disruption of an organization's business processes. We will focus on the human resources side of business and highlight important considerations to assist in the preparation of solutions to maintain continuity and revenue streams during crisis.
 
Part one will explore issues related to the negative impact of a possible wide-spread influenza outbreak. Part two, in November, will focus on additional aspects of planning and protecting employees and operations during other crisis events such as fire, flood, and natural disasters. It is extremely important to begin dialogue with business leaders today to initiate your planning for a potential crisis tomorrow in or around your organization.

Influenza OutbreakSneeze
As the recent outbreak of H1N1 has spread, the World Health Organization's decision to raise the threat level to a global pandemic creates an immediate opportunity for businesses to fully assess their preparedness level and take the necessary steps to maintain their business function. Even if the H1N1 outbreak falls short of recent predictions, companies should still be prepared for a strain of seasonal flu virus that could have an equal impact to business operations at a local level. 
 
Small and mid-sized businesses are especially susceptible to the negative economic impacts of flu pandemic due to a probable escalation of absenteeism. According to the Institute for Business and Home Safety, an estimated 25% of businesses do not reopen following a major disaster. In the three pandemics of the 20th Century, 30% to 40% of the population was infected closing businesses and slowing growth (CDC, 2009). Planning from the outset can offset economic losses; protect your business and your employees when a flu pandemic strikes.
 
Prevention is your best strategy to protect your workforce this fall and winter from an influenza outbreak. Some of the initial steps in developing your business strategy may include:
  1. Familiarize yourself and the management team regarding the Facts about H1N1 (Swine) Flu - differences from seasonal flu.
  2. Prepare Ahead of Time - organize, develop contingency procedures such as alternative staffing, telecommunting, time and attendance policies, overtime and scheduling.
  3. Educate your Employees - reinforce good hygiene and common sense wellness habits.

RGL consultants can work with you to develop a specific strategy tailored to your organization to address these contingencies or you can visit the following agency's web sites which contain a wealth of information on this topic or click on the widget below. (Center for Disease Control and Prevention; World Health Organization; Occupational Safety and Health Administration ). 

Flu Widget 

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Issue: 4
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What's Coming in the Next Issue 


 Outplacement
 
 
Planning Ahead For Crisis Pt. 2
 
 
Legislative Updates
 

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Regards,
 Rich
Rich Lehr, President
RGL Consultants