When an employee calls in sick we would all like to be able to say, “Yes, of course, please stay home, rest up and get-well-soon. We’ve got your job duties covered, yes—you’ll get paid, and see you back at work in a day or two.” But if it was always that easy, it wouldn’t make for much of an article now would it?
Performance management is a necessary and valuable practice for both administrative and developmental purposes in organizations. However, many employees involved in traditional performance management, whether as raters or ratees, have negative reactions to it.
Often HR processes become stagnant and untouched due to the “if it’s not broken, don’t fix it” mindset. Sometimes that works out perfectly fine, and well, sometimes it doesn’t. Dust off the old untouched processes and implement something new and refreshing. Your new hires and current employees will appreciate it.
In this free webinar, we’ll take a deeper dive into the key fundamentals of FMLA as well as define what qualifies as an FMLA serious health condition.
Performance management has grown significantly from the traditional annual performance review model that many organizations adopted at one point in time. Performance management is no longer a one-track mindset. In order to practice performance management well, you need to have a strategy in place and a method behind the madness.
Lean principles and methods have become so closely tied to Six Sigma tools, knowing which is which can often be confusing. Compressing the two approaches into the moniker, Lean Six Sigma, is common.
As is the case with many employment related statutes, exactly how and what your organization must adhere to depends largely on an often complex combination of state and federal law, as well as any employer specific policies. Overtime pay is certainly no exception. Overtime actually functions much like minimum wage in that the employer must pay to the higher standard (either state or federal), i.e. the standard that results in the largest pay out to the employee working overtime hours.
It is true that becoming a “great workplace” doesn’t happen overnight. But instead of getting overwhelmed by a seemingly endless list of programs and offerings (and money…being “great” must cost so much money!) that so called “great workplaces” should all have, let’s take a look at what it means really to be “great”—with a few practical bite-sized pieces that you might be able to tackle at your organization right now sprinkled in for good measure.
Completing a Form I-9 is likely one of the most routine administrative tasks that an HR professional handles. After all, every time a new employee is hired, or when an employee’s employment authorization or documentation of employment authorization has expired, another Form I-9 must be completed. While it may be easy to get in a routine with completing these forms, there are a few mistakes that are commonly made, but easy to avoid.
