Get professional training without ever leaving your desk.

July 15 - Giving Employee Feedback
Aug. 12 - Performance Evaluations
Sept. 23 - Employee Terminations 
Nov. 4 - HR Legal Update 

 

Training will begin at 10:00 am and each session will last approximately 60 to 90 minutes.  Cost is $199* per registered computer for 1 employee or 100 employees.

 

*SPECIAL RATE - sign up now and get any 3 classes for just $549!

 

Sign up is easy and classes are interactive.  After your registration you will receive an email with a link and password.  Simply type in the session password and then dial the toll free phone number to listen to the live audio presentation.  A single employee can view the presentation from their own computer or for the same cost you can use a projector so that a group of employees can view the program and listen to the audio on a conference phone.

 

You can enroll online at www.provaluellc.com or for more information call Makayla at (620) 802-0723.

1.)  What paperwork do I need to collect from my seasonal/temporary help or harvest help?
It is recommended that you treat your temporary or seasonal employees much in the same way you would treat any other employee.  At the bare minimum employers need to collect a completed application for employment, W-4 (and K-4 in Kansas), and complete a NEW I-9 document with each employee within 3 days of their start date.  Remember that new I-9 forms were issued on April 3, 2009 so if the seasonal worker has not been continuously employed with you during that time they will need to complete a new I-9 and provide the supporting documentation.  Employers need to also remember to complete their appropriate state new hire reporting procedure.  State new hire reporting procedures may be located on the following websites:
It is also strongly recommended that you have your seasonal employees read and sign a copy of your employee handbook.  Although some of the policies do not apply to your seasonal workers, topics such harassment on the job, termination and attendance do and it is important that you make each of your workers aware of these requirements.
Additionally, remember that certain information must be maintained by the employer on all non-exempt employees (eligible for overtime and minimum wage and typically paid by the hour) even seasonal employees.  FLSA requires no particular form for the records, but does require that the records include certain identifying information about the employee and data about the hours worked and the wages earned. The law requires this information to be accurate. The following is a listing of the basic records that an employer must maintain:
 
1. Employee's full name and social security number.
 
2. Address, including zip code.
 
3. Birth date, if younger than 19.
 
4. Sex and occupation.
 
5. Time and day of week when employee's workweek begins.
 
6. Hours worked each day.
 
7. Total hours worked each workweek.
 
8. Basis on which employee's wages are paid (e.g., "$9 per hour", "$440 a week", "piecework")
 
9. Regular hourly pay rate.
 
10. Total daily or weekly straight-time earnings.
 
11. Total overtime earnings for the workweek.
 
12. All additions to or deductions from the employee's wages.
 
13. Total wages paid each pay period.
 
14. Date of payment and the pay period covered by the payment.
 
2.  Is it true that my seasonal or temporary employees may file for unemployment compensation?
Yes, if they meet the eligibility requirements in the state (they can vary from state to state) for unemployment they may file.  Employers sometimes run into this because seasonal employees typically work what is considered "full-time" hours for short periods of time, thus making them eligible for unemployment.

 

3.)  I heard that I don't have to pay my teen employees minimum wage under Federal law.  Is that true?
In 1996 and amendment to the Fair Labor Standards Act (FLSA) was passed that enabled employers to pay a youth minimum wage of not less than $4.25 an hour to employees who are under 20 years of age during the first 90 consecutive calendar days of initial employment.  HOWEVER, there are some very specific provisions that employers must follow in order to comply with the youth minimum wage standard.  They are as follows:
The following information is excerpted from Fact Sheet #32:  Youth Minimum Wage published by the U.S. Department of Labor.

All employers covered by the FLSA may pay eligible employees the youth minimum wage, unless prohibited by State or local law. Where a State or local law requires payment of a minimum wage higher than $4.25 an hour and makes no exception for employees under age 20, the higher State or local minimum wage standard would apply.

The eligibility period runs for 90 consecutive calendar days beginning with the first day of work for an employer. It does not matter when the job offer was made or accepted (or when the employee was considered "hired"). The 90-day period starts with (and includes) the first day of work for the employer. The 90-day period is counted as consecutive days on the calendar, not days of work. It does not matter how many days during this period the youth actually performs any work.

The law contains specific protections for employees that make it illegal for employers to terminate employees to hire someone at the youth wage. Employers may not take any action to displace any employee (including partial displacements such as a reduction in hours, wages, or employment benefits) for the purpose of employing someone at the youth wage. Violation of this anti-displacement provision is considered to be a violation of the FLSA's Section 15(a)(3) anti-discrimination provision.

It would be a violation of the anti-displacement provisions if an employer employed individuals at the youth wage for the 90-day eligibility period and then terminated their employment in order to hire other employees at the youth wage.

 

 

Full Time Elevator Superintendent- The Cooperative Grain and Supply Company in Bazine, KS is accepting resumes for an experienced Elevator Superintendent. This position will be responsible for daily operations of 900,000 bushel concrete elevator and will oversee grain handling and storage procedures. Knowledge of grain storage is necessary as well as employee management skills. Competitive salary and excellent benefits package offered, pay is negotiable and will be based on relevant experience. Apply in person or by phone. Cooperative Grain & Supply, 107 North Main St., Bazine, Kansas. Phone 785-398-2271. Submit resume online at www.provaluellc.com.  

Customer Service Agent - Hutchinson Commercial Insurance Agency has a position for a Customer Service Agent. This position is responsible for providing assistance to sales staff for insurance on existing accounts and new business. Must be a team oriented person and proficient on the computer and have knowledge of various work processing & spreadsheet programs. Excellent customer service etiquette, communication, and accurate date entry skill necessary. Insurance background or agents license required. Competitive salary and excellent benefits offered. Please send resume and cover letter to the Director of Human Resources, PO Box 1747, Hutchinson, KS 67504.

 

Branch Operator- The Mulvane Cooperative Union is looking for a successful and experienced person to oversee the daily operations of their location in Peck, KS. The Peck branch has 100,000 bushel grain storage, anhydrous ammonia, and feed. This position will be responsible for grain inventories, loading and unloading grain, anhydrous equipment, and general cleaning and maintenance of the facility. Knowledge of grain handling and storage procedures, anhydrous fertilizer, and elevator maintenance is required. Excellent benefits with paid vacation and sick leave. To apply call Ken Matzen at (620) 584-2011 or send resume to The Mulvane Cooperative Union, PO Box 427, Clearwater, KS 67026. You may also apply online by uploading your resume at www.provaluellc.com. 

 

 

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