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Happy New Year!  Looks like winter has blown in with some force - hope you're safe and warm.  Grab a warm drink and

check out this month's newsletter in which we talk about Planning out your HR Calendar for 2014.  Take a look through our top 10 tips that cover all aspects of your organization's HR needs.

 

In our Compensation Corner, learn about the effectiveness of Time Off Incentives.  Are they a good choice for your business environment?

 

Finally, we wish all of you a very prosperous new year and please don't hesitate to contact us if we can support your HR needs in any way.  

 

And please Like us on Facebook!   Like us on Facebook
 
Best,
 
Amy Polefrone, President
HR Strategy Group, LLC
410-505-8723

 

Planning Your HR Calendar for 2014

 

With the start of a new year, it is important to switch into "planning mode" to ensure your HR practices are active, effective and up to date.  Here is a list of our top 10 tips to review as they relate to your employees and organization.

  

#1: Update your Employment Handbook 


Ensure you policies are compliant with national and state laws and that your handbooks is aligned with how your organization actually operates.


#2: Conduct an HR Audit 

  

Periodic audits are the best way to ward off potential employment claims by proactively uncovering (and correcting) errant record keeping policies or business practices.  

  

#3: Plan your Compensation Budget


Your compensation plan should be an incentive for your employees to fulfill the company's goals and it should also benefit the employer.  To be effective, however, it must work within your corporate budget. 

 

#4: Set up Background Check Account with NCS


There is no charge to set up your National Crime Search account, it is very easy to use, and it provides immediate results.

 

#5: Conduct Background Checks on Employee Candidates

 

Employers have a duty to their staff and shareholders to know who they are hiring to keep their staff and the organization safe.   Background checks offer that first line of defense during the hiring process.  

 

#6: Ensure your Organization is Compliant with the Affordable Health Care Act  


You may not be compliant based on the benefits that you cover or don't cover or based on the level of cost sharing you require for these covered benefits.  Learn the rules.

 

#7: Plan to Hold Meaningful Performance Discussions with Your Employees 


Make sure your process fosters discussions that cover "the good, the bad and the ugly".  Timely conversations will reinforce an employer's values, encourage dialogue and provide a valuable record of performance.

 

#8: Develop a Training Budget


Train employees with the skill sets they need to bring value to the company.   


#9: Talk to your Commercial Insurance Broker 


Do your current policies provide the best coverage for your employees?  Do you have adequate professional liability coverage?

 

#10: Evaluate the Sources for Obtaining Candidates 


You are always looking for the best qualified candidates to bring great talent to your company.  Evaluate your sources and stick with those that have served you well. 

 

HR Strategy Group is happy to assist you in any of these area - contact us today to start a discussion.  

  

  

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Spot Check 

   

HR Strategy Group, LLC in partnership withNational Crime Search (NCS) offers:

 

E-Verify

 

E-Verify is an Internet-based system that compares information from an employee's Form I-9 (Employment Eligibility Verification) to data from U.S. Department of Homeland Security and Social Security Administration records to confirm employment eligibility.

 

Why E-Verify?

Why do people come to the United States illegally?  They come here to work.  The public can, and should, choose to reward companies that follow the law and employ a legal workforce.

The U.S. Department of Homeland Security is working to stop unauthorized employment.  By using E-Verify to determine the employment eligibility of their employees, companies become part of the solution in addressing this problem.

Who Uses E-Verify?

More than 409,000 employers, large and small, across the United States use E-Verify to check the employment eligibility of their employees, with about 1,300 new businesses signing up each week.

 

While participation in E-Verify is voluntary for most businesses, some companies may be required by state law or federal regulation to use E-Verify.  For example, most employers in Arizona and Mississippi are required to use E-Verify. E-Verify is also mandatory for employers with federal contracts or subcontracts that contain the Federal Acquisition Regulation E-Verify clause.

 

For more information or to get started with E-Verify, contact Amy today at 410-505-8723.

 
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January 2014
  

   

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 Compensation Bannr
Earned Time Off Incentives - Are They Effective?
  
By Tess Taylor, PayScale Blogger, 01/17/14    

  

One of the many ways that employers incentivize the workplace is by offering earned time off for hours worked. This can be an effective way to motivate and reward employees at the same time as creating access to greater work life balance. For most, it's a win-win situation. Employers have access to a reliable workforce, while employees have the chance to earn much needed time off. It seems like a good compromise to the growing issue of faltering attendance and performance in many organizations.

 

However, the question is whether or not the earned time off incentive strategy is as good as many employers think it is? Does the idea of being able to earn more time off for personal needs or vacation plans with the family actually boost employee performance and attendance-enough to make a difference? 

 

How Employees View Earned Time Off Benefits 

 
A New York Times article reported on a six-month study called Profit at the Bottom of the Ladder conducted by Institute for Health and Social Policy at McGill University and published by Harvard Business Review that illustrated how companies around the world use incentives in the workplace.  The report advised . . . .

 

 

To read the rest of the article, click here.

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For more information about how PayScale can help you, contact Amy at 410-505-8723 or [email protected]. 

 

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�  HR Strategy Group, LLC, 2013.  All rights reserved.

 

Amy Polefrone, President

HR Strategy Group, LLC
410-505-8723