HR Strategy For Your Small Business
Every small and mid-sized business deals with human resources at some level, but many business owners or staff members (who are not HR professionals) are not properly trained to deal with handbook creation and maintenance, hiring, compliance, performance management, employee relations, terminations and other HR issues.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Human Resource Audits And Your HR Policies and Practices
Every organization regardless to its size and number of employees follows some particular HR policies according to which an annual human resource audit is a mandatory requirement to measure the current stand of the organization and inquire about the required improvements. This audit encompasses a methodical evaluation of different aspects of human resource to find out whether the companies policies are adhered to government rules so that the organization seldom faces an expensive lawsuit or fines.
Link to article
W. Garnett & Associates
Human Capital Management
1-888-884-3910
HR Practices For Small Businesses
When I started on this journey I did not know what to expect. I have worked for large private and public sector employers for most of my career. I realised pretty early on that small businesses on the whole do not know what the minimum requirements are in terms of their HR responsibilities. Often HR is given to one of the partners or senior managers or even a personal assistant to look after. Some manage quite well, others miss things and not all the essential requirements are covered off leaving gaps and risks for the business.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
HR Audit in Preventing Department of Labor Violations
All it takes is one disgruntled employee to complain that your company is using unfair labor practices and the next thing you know, the company is under a Department of Labor investigation.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Why Consider A Human Resource Consulting Firm
There are a plethora of responsibilities of a human resource department such as taxes, employee benefits, payroll, firing and hiring decisions, safety and performance reviews. They are the bridge between the management team and the workforce. When you use a consulting human resource firm that knows all about the state and federal regulations that you have to be concerned about, you will always know that your business is in compliance with everything that it has to be in compliance with.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Why Policies, Procedures, Manuals & Training are Important
There are strict labor laws governing minimum wage, rest breaks, and overtime. Overtime is one of the areas that is least understood and the area that employers try to circumnavigate. One argument or justification that employers try to use is the total number of hours worked in a pay period, rather than what the law clearly states, and that is overtime accrues on a week to week basis, regardless of the pay period.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Giving a Glowing Reference to Employee Fired for Cause Is A Trap To Avoid
“[Jane Smith] was employed as a manager at our [Victoria] location from June 2000 until June 2009. Her duties included managing a staff of seven employees. . . Jane is an excellent sales person and would be a valuable addition to any retail business looking for an honest and dedicated employee.”
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Are You an HR Person With an I-9 Mess on Your Hands?
While you may be a very capable Human Resources expert concerning Form I-9 issues, what if your predecessor was not? Your company may be at tremendous risk because ICE auditors will not only look at your current I-9 forms, but will also request all of your terminated employees’ forms for the past 3 years.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Employers Top Five Wage And Hour Violations
Misclassifying employees as exempt when they are actually non-exempt and subject to overtime pay. Employers often think that just by paying someone a salary, you can make that person exempt from overtime and avoid paying for hours worked beyond 40 a week. Paying a salary, according to the FLSA and the clarifying Fair Pay Overtime Rules of 2004, however, is just one part of the equation in granting an employee an overtime exemption. First, the employee must be paid a minimum salary a week, which currently stands at $455. Then, the employee must pass a “duties” test in prescribed executive, administrative, professional, and outside sales classifications. Someone who just answers a phone or files paperwork is not going to survive the duties test.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Prevent Age Discrimination In Your Business
Your business should have a policy about age discrimination. Ensure that all members of staff know where it is and are reminded about it regularly. Placing it on a bulletin board and the company intranet would be a good idea. You may want to do the same with all company policies so that it doesn’t seem as if you are making an issue out of it yourself.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
