ProValue is excited to announce the hiring of Jason Lawrence as Senior Vice President - Project Management.  Jason brings significant talent to our organization and is a great addition to our team of professionals.  He has been employed the past ten years in various capacities at CoBank, most recently serving as a Senior Relationship Manager of a large agribusiness loan portfolio.  Jason's strong rural roots and passion for helping people will be a natural fit at ProValue.  
 
Jason's primary responsibilities will include growing our business consulting services and leading our new Enterprise Risk Management Program.  He will be heavily involved in strategic planning, risk management, and other training related services.  His wealth and depth of knowledge and relationship management abilities will be strong assets for our clients.
 
Jason will continue to work for CoBank through the end of June assisting them in an orderly transition and will join the ProValue team July 1st.  Additional information will be forthcoming about our new Enterprise Risk Management Program along with Jason's new contact information.

 

During busy times of the year, many companies will hire seasonal employees.  Often, these busy periods can last several months.  The information below is intended to offer some practical guidance concerning seasonal hiring. 
 
Follow Your Normal Hiring Practices
When hiring temporary workers, it is a good idea to follow the same steps in hiring that you would follow for permanent employees such as interviews and checking references.  Taking the time to screen applicants can prevent the frustration of firing someone during an especially stressful and busy time and then having to find a replacement quickly.  It is important for employers to remember that laws prohibiting discrimination apply with the same force to temporary employees, so the hiring and interview process for temporary employees should be conducted with the same laws in mind. Similarly, employers should consider whether the hiring of temporary employees will increase the company's total number of employees and therefore cause certain state and/or federal laws to become applicable (e.g., the Family and Medical Leave Act).
 
New Hire Paperwork For Seasonal Employees
Employment Application - Provides contact information of the employee, work history, and employment at will disclaimer.
 
Form I-9 - Top half completed and signed by employee, Section 2 or 3 completed by employer as required.  If your practice is to make photocopies of the provided documents, this should be done for seasonal employees as well.
 
Background Check Authorization - Signed consent to allow employer to contact references and/or previous employers.
 
W-4 - The federal Employee's Withholding Allowance Certificate, Form W-4, must be completed so that you know how much federal income tax to withhold from your new employee's wages.  The importance of having each employee file a Form W-4 cannot be overstated, so it should be a priority to have it completed.
 
 State Withholding Allowance Certificate - Some states require a separate Withholding Allowance Certificate in addition to the federal Form W-4. 
 
These are the basic forms that should be in your personnel files for seasonal employees.  Although the majority of your handbook policies will not apply to seasonal workers, some companies choose to create a shorter version to distribute or have seasonal employees sign off on critical policies such as drug-free workplace and dress code.   Also, follow the same requirements for New Hire Reporting with seasonal workers just as you would for regular employees.  No matter how temporary their employment might be, they're still employees with all the potential for employer liability that status entails.

 

 

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 out on the next webinar - sign up today!

Cost is $199 per registered site. 

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

 

• Learn how to stop the negative effects of problem performers 
• Principles of effective employee discipline
• Skills to handle bad attitudes and unacceptable employee behavior

  

 

 

 

 

Have you visited our website?  Read about new General Managers, check out job openings, and get free HR forms under the Human Resources tab.