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Have you Heard?
Preparing for Cold and Flu Season
An alarming survey was recently released by Staples Office Supply Store, which reported that 80% of employees come to work when they are sick, and of the 20% who stay home, two-thirds of them return to work while they are still contagious. Before you become sick at the mere sight of these numbers, here are several tips to help keep your employees healthy as we enter the dreaded cold and flu season. Firstly, encourage your employees to stay home when they are sick, so they can rest and limit spreading illness to the rest of the office. Offering a remote work situation is a great option if the employee feels they need to still be productive, Also, stock up on items that can help limit the spread of germs, such as hand sanitizers and sanitizing wipes. Lastly, educate your staff on how often they should wipe down their desks and phones, and how long they should stay away from the office if illness strikes.
Click HERE to read the full article...
A Payroll Cliff Hanger
As the nation waits to see if lawmakers will cut a deal to avert the fiscal cliff by December 31st, Americans are faced with much uncertainty about what their take-home pay will be in the coming year. With the expiration of both the Bush tax cuts and the payroll tax holiday, one thing seems certain - taxes will go up. We will have to wait and see whether the Treasury will change the IRS witholding tables to help lessen the sting, but many economists warn that this is a dangerous solution. With this fiscal cliff hanger, we are all watching to see what the resolution and outcome will be.
Click HERE to read the full article...
Interview Question of the Week |
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HR Best Practices Tip
Bonuses
When did the definition of bonus become something that your employees count on and feel entitled to at the end of the year --- despite how they performed or how profitable the company was the prior 12 months? Bonuses are supposed to be compensation events that get paid IF and only if certain objectives are achieved. There should be specific measures you can monitor and see and evaluate. Employing metrics means you can reclaim the bonus event and turn it into something earned vs. something taken for granted.
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Reader Question
Q: We are planning a company Holiday Party. What should we be concerned about / plan for if serving alcoholic beverages?
A: Members of management should be briefed in advance that they are to monitor as best as possible the behavior of employees and their guests when it comes to alcohol consumption. Where possible, anyone ingesting excessive amounts of alcohol should be tactfully taken aside and counseled. Lastly, be sure to keep an eye on those that do drink a fair amount at the time they are getting ready to leave, aggressively attempting to stop anyone impaired from driving. Have the number of a cab company or two --- or at the least get them a ride home. Remember, you CAN be liable as an employer for their actions if they take the wheel after consuming alcohol at your party. |
Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
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Quick Links... 
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Regulatory Process Delays New Jersey's New Pay Equality Poster and Notice Requirements from Taking Effect
Click HERE for article |
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IRS Announces 2013 Pension Plan Limits
Click HERE for article |
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California Requires Employers to Have Commission Agreements in Writing
Click HERE for article |
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Consumer Financial Protection Bureau Issues Revised Federal Credit Reporting Act Forms
Click HERE for article |
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Did You Know...
OperationsInc and our team of HR Consultants can assist small businesses and Human Resources Professionals with Employee Handbook Development. Our Employee Handbook Services will provide you with a written guide that provides clearly established guidelines and rules for your business.
This guide can serve as the support needed to consistently enforce company policy, and may include such information as:
- Harassment Prevention
- Time off Policies
- Drug & Alcohol Abuse
- Email and Internet usage
Don't have a handbook in place?
- First, we will provide an attorney reviewed boilerplate handbook to serve as a starting point.
- Then we will work with you and your team to create a comprehensive handbook customized to meet your specific needs.
Have a handbook that needs refreshing?
- We assist you to audit, augment and edit your book to the point of completion and deployment.
Need your handbook in another language? We can help.
Click HERE to find out more.
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