News From ProValue, LLC

SUCCESS IN FOCUS
ProValue, LLC

August 19, 2009

In This Issue

Compliance Tips

HR Guru: Leadership To Do List

I-9 Audit

Online Recruiting

Peak Performance Training

Job Openings

Quick Links

Job Openings

Training

Greetings!

I have had multiple conversations with clients this past month concerning long-term facility projects and financing structures. In several cases, the companies have started construction and have not finalized long-term financing arrangements. This puts a strain on working capital and in some cases could jeopardize a company's borrowing base report and/or operating line of credit.

I cannot over emphasize the importance of having long-term financing in place prior to starting a major project. Think back to last fall and everything that transpired in the credit markets. Given those circumstances, it is easy to think of numerous unpleasant scenarios that might have occurred.

If your company needs assistance in evaluating and securing appropriate financing packages with your lender, give ProValue a call. We have the expertise to assist you in this process including compiling all necessary analysis and documentation in order to make the financing process as smooth and painless as possible.

Thanks for your business.

SCOTT DEWEESE

President of ProValue, LLC

WE NEED YOU!

Actually we need your company's data as it relates to employee wages and benefits! ProValue LLC is undertaking an important project to survey cooperatives and companies in various categories and ALL job positions. The purpose of this survey is to determine the wages and benefits for Cooperatives and other Companies in your labor market as well as gather other key information which will be of use in your individual operations. Your participation in this extensive survey will provide valuable statistics for all job positions and your data will remain confidential. In return for a set fee of $250, you will receive this valuable compiled data in booklet form that will provide your company with quality information regarding employee wages and benefits. Consider yourself invited to participate and look for our survey that will be sent out in early September.

COMPLIANCE BACK IN FOCUS: ARE YOU READY?

The Obama Administration has not been shy about professing its intent to bring compliance back in focus for major governmental arms such as the Department of Labor. Businesses can expect enforcement rather than negotiation on key points such as wage and hour, safety and human rights. The Department of Labor plans to get tough on businesses. Are you ready?

Below is a checklist we have put together to help ProValue clients think about a few key areas that they need to shore up to ensure compliance.

Documentation

Personnel files...are they organized and segregated and full of documentation?

Communication files...does the company have communication files where it documents memos between the employer and employee on key areas such as retirement, health insurance, handbook updates, etc.

Does the company have accurate pay records on each employee demonstrating wage adjustments?

Does the company have accurate records on minors under the age of 18, including documentation on what jobs they are performing for the company?

Has the company's employee handbook been reviewed and updated in the last year?

Training

Has the company conducted anti-harassment training for its supervisors in the last two years, employees?

Has the company circulated its anti-harassment policy to the employees periodically to ensure understanding?

Fair Labor Standards Act

Do key people in the organization understand the implication of this law? Has the company audited its exempt vs. non-exempt positions recently?

If you have concerns in any of these areas please contact Sara Kepley at (620) 960-1694 or skepley@provaluellc.com.

HR GURU: LEADERSHIP TO-DO LIST 2009

HR Guru Perspective:  Company Leadership To-Do List 2009...Just Checking In!
by Sara Kepley, SPHR

At the beginning of 2009 I wrote an article with a leadership to-do list...since 2009 is speeding by us, in what feels like a record pace, I thought I might remind you of some important areas that I strongly encourage you to visit as you plan the rest of your year.

5.   Schedule a productive and meaningful meeting with the entire staff (either as an entire group or in small groups by department or location) to review and reiterate the vision for the company. Be clear and specific and encourage participation from the employees. Repeat as necessary until your employees "get it".

4.   Challenge your thought process regularly by attending a course or training that requires you to think about how you relate to people and make it a priority to work towards improving your communication skills.

3.   Give unproductive employees a second chance at becoming a solid worker for your company by having a meaningful conversation with them about your expectations for their work. Find out what "lights their fire" and work hard to incorporate something they are passionate about in to their everyday work.

2.   Focus more on the big picture versus the day-to-day processes; trust that you have hired competent people; clear the path and stay out of their way, allow them to feel the success of getting the job done. Put your best and brightest employees on the company's biggest opportunities not its biggest problems!

1.   Make talent retention and recruitment a priority in 2009; work hard to find innovative ways to bridge the gap between warm bodies and talent. Maybe that means changing your work processes, looking at automation for jobs previously held by people...become an organization encourages change and is a catalyst innovation.

PROVALUE WEBINAR SERIES

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The ProValue Webinar Series offers you professional training at a low price, with the added convenince of participating right from your desk. Don't miss these exciting topics - Sign up today!

Cost is $199 per registered site.

Training will begin at 10:00 am and last 60-90 minutes.

September 23: Employee Terminations

*Learn the right way and the wrong way to terminate employees

*Facts every manager should know about terminations

*Know what policies you should have in place before terminating an employee

Click here to sign up now

November 4: HR Legal Update

*Get the latest updates to employment law

*Know which changes will affect your employees

*Evaluate your policies and handbook to make sure you comply with current laws

Click here to sign up now

WOULD YOUR COMPANY PASS AN I-9 AUDIT?

On July 1, 2009, the U.S. Immigration and Customs Enforcement (ICE) issued notices of inspection for a Form I-9 audit to 652 businesses nationwide. ICE stated in a release that the notices were "a direct result" of its new strategy to build criminal cases against businesses suspected of hiring undocumented immigrants. "This nationwide effort is a first step in ICE's long-term strategy to address and deter illegal employment," said U.S. Department of Homeland Security (DHS) Assistant Secretary for ICE John Morton.

When ICE conducts an I-9 audit, it might seek a wide variety of information, which could include:

Original I-9s. Forms I-9 must be retained for three years after the date of hire or one year after the date of termination, whichever period is longer.
A spreadsheet listing alphabetically all current and terminated employees for the period of inspection with hire and termination dates in electronic form, including the names, Social Security numbers and dates of birth of each employee.
Copies of quarterly wage and hour reports and/or payroll data for all employees-current and terminated-covering the period of inspection, as well as quarterly tax statements.
Business information, including the employer identification number, taxpayer identification number, owner's Social Security number, owner's contact information (e.g., address, information, phone numbers and e-mail addresses), articles of incorporation (if applicable) and copies of business licenses.
A copy of any I-9 policy.
The name and responsibility of those who complete I-9 forms.
The date the business was established, form of the business, where it is incorporated and its revenue.
The department or job titles of employees.
Quarterly unemployment insurance reports with the state or quarterly returns for Federal Income Contributions Act taxes.
ICE also may ask whether the company is a current or previous participant in E-Verify or the Social Security Number Verification Service.

Implementing an annual I-9 self-audit now will help ensure that your company is compliant with current laws and will help you avoid costly fines if ICE conducts an audit.

For more information please visit www.uscis.gov or call Sara Kepley at (620) 960-1694.

NEED TO HIRE? WE CAN HELP!

Online Job Posting and Recruiting Services from ProValue