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Greetings!
Working smarter; not harder! Getting more done with fewer resources! Maintaining a reasonable work/life balance!
These are certainly goals that we can all relate to and must focus on in today's environment. The economy does seem to show some improvement, but it is quite modest and organizations are not yet comfortable in adding staff or increasing spending. Salary budgets remain modest, employee benefit expenditures continue under heavy scrutiny, and employee morale is suspect.
Sound employee relations policies and practices (including a competitive compensation program), coupled with good management practices which employ positive reinforcement, recognition, and empowerment can go a long way to retain and motivate staff through these difficult times. |
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AUDIT YOUR HUMAN RESOURCES POLICIES AND PRACTICES
As you consider "New Year" process improvement "resolutions", give special consideration to ways you can improve your business while also mitigating unnecessary risks and liabilities. Following are a few fundamental HR requirements you can address (and we can assist you in addressing):
- The U.S. Department of Labor is clearly focused on enforcing compliance with the Fair Labor Standards Act; paying particular attention to exemptions and "independent contractors." Review all of your jobs classified as exempt and make adjustments as necessary. It's also a good time to review your compensation plans to ensure they remain competitive.
- Audit your employee records filing system, making sure that any medical information is protected and filed separately from the rest of your personnel records and that all I-9s are completed properly and readily available. Check employee files again to make sure that nothing is in them that shouldn't be and that files are kept in accordance with legal requirements. With regard to I-9s, make sure that if you copy the documents presented by a new hire (and we encourage that you do), you do so for every employee. While there's no requirement that you keep copies, your practice must be consistent. Protect I-9s well; the information they contain is prime data for identity thieves.
- Look over all your policies and handbooks to be sure the content is current (an outdated handbook can be very problematic). If you have no written policies, resolve to formalize them right away. Any employer that acts on an oral understanding or an arbitrary decision may be a proverbial sitting duck. Remember that many local and state laws change - or are enacted - each year.
- Make sure your policy on harassment includes harassment in all forms (sexual, racial, national origin, age, religion, and other protected categories under Title VII). It's very important that every employee receives - and provides a signed acknowledgment of receiving - your policy. Conduct training at least once every two years as well.
In addition, work on becoming a better manager of your employees. Good practices include:
- Treat people as adults. Have minimal rules and guidelines - i.e., only those necessary to ensure an ordered, fair, and consistent work environment. Make sure the rules you do have are clear and consistently applied.
- Provide training in problem solving and in process improvement so employees have the necessary tools to improve continuously. Don't assume they "ought to know" what to do.
- Be accessible. Walk through employee work areas regularly. Don't hide in your office behind a closed door.
- Encourage open communication. Share your company's overall goals. The more employees know about your objectives, the more they can act independently to achieve them.
- Empower your employees to make decisions.
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