Blog

E-Verify Shut Down

If  you’ve tried to use E-Verify, you probably have found it to be unusable due to the government shut down.  This is the notice on their website.  https://www.e-verify.gov/ Due to the lapse in federal funding, this website will not be actively managed. More info. E- Verify and E-Verify services are unavailable. More info.  

Supervisory Survival Guidelines – January 17, 2019

Another year and another round of supervisory training.

You would think that after many years of offering similar programs, training, and workshops that we would change our format but some things never change. The fundamentals of HR are extremely important and we want to equip both HR professionals and supervisors.

  • In 2018 we were asked to resolve:
    • 5 – EEOC charges – termination, alleged harassment, age and race discrimination
    • 1 – OFCCP audit – applicants, hires, terms, promotions, transfers
    • Countless unemployment hearings where we had to justify employment actions
    • 1 deposition involving an EEOC charge

In each of these cases, had the supervisor been equipped with “essential knowledge” and solid “HR” practices, we may have been able to reduce or eliminate many of these situations.

On January 17, 2019, we are offering our “Survival Guide for Supervisors” workshop starting at 9:00am – 11:30am.

All of our 2019 workshops will be held at the Champions Run Country Club located at 13800 Eagle Run Drive, Omaha, NE 68164.

All 11 workshops offered this year are approved for continuing education credits through SHRM.

The cost is $89.00/person and this includes materials and refreshments.

To enroll, simply go to: https://www.hrsincorporated.com/events/

Handbook Mistakes

The Most Common Mistakes when writing a handbook. 

1. Using form handbooks, which usually have many provisions that have nothing to do with your company.

2. Blending policies and procedures, which confuses employees.

3. Including a probationary period, implying that anyone who stays with the company 90 days is then a permanent employee. Never use “probation language”

4. Being too specific in descriptions and lists, especially those involving discipline.

5. Not being consistent with other company documents.

6. Not adapting your handbook for each state’s laws.

7. Failing to update the manual frequently for changing laws.

8. Being unrealistic about what your employees or supervisors understand.  Keep it simple and direct.

www.hrsincorporated.com

2019 Minimum Wage Changes.

Did you know these states are having minimum wage rate changes in 2019?

  • Alaska $9.89
  • Arizona $11.00
  • Arkansas $9.25
  • California $11.00/$12.00 (for employers of 26 or more)
  • Colorado $11.10
  • Delaware $8.75 on Jan. 1, $9.25 on Oct. 1,
  • D.C. $14.00
  • Florida $8.46
  • Maine $11.00
  • Massachusetts $12.00
  • Michigan $10.00 on April 1
  • Minnesota $9.86 ($500,000 annual gross sales)/ $8.04 (less than $500,000)
  • Missouri $8.60
  • Montana $8.50
  • New Jersey $8.85
  • New York $11.10
  • Ohio $8.55
  • Oregon $11.25
  • Rhode Island $10.50
  • South Dakota $9.10
  • Vermont $10.78
  • Washington $12.00

Top 3 Questions for Job Descriptions

  1. Does a job description exist for every position in your organization?
  2. Are job descriptions regularly reviewed and updated to reflect changes in employee responsibilities?
  3. Are employees provided with a written copy of the job description for their position?

This doesn’t include the content of the JD’s.   This is just a start.

If you answered no to any of these questions, please contact us today. www.hrsincorporated.com

Supervisory Training – Performance Management

Workshop Description:

How do you manage your employee’s performance?  Some consultants will teach about not needing to do a “formal” review.  Others will bury the supervisor in paperwork.  In this workshop you will learn the most effective methods to create performance evaluations and how to communicate with employees during the performance process.  It’s about the discussion with the employee, the document used and the outcome of the meeting.  What about pay? When doing a performance review does that mean a pay raise?   All of these will be discussed during the workshop.

  • To learn the basics of Performance Management
  • To understand the purpose and strategies behind Performance Appraisals/Reviews
  • To gain knowledge of various performance management forms and tools
  • To discuss pay with performance reviews

Hiring the Right People – Interviewing Skills for Supervisors and Managers

Workshop Description:

  • What questions do you ask?
  • Are they legal?
  • What did you learn about the candidate?
  • Do they fit, are they qualified?
  • Are you keeping legal interview notes?

This workshop will assist the attendee understand the entire recruitment process.

This workshop will review how to develop an interview plan and what to do when preparing for the actual interview.

A review of how to evaluate a resume and application, information gathering techniques, understanding proper questions, lawful and unlawful pre-employment inquires, and the steps of the entire recruitment process are covered.

Professionalism in the Workplace – Preventing Harassment

Workshop Description:

All businesses need to have a policy that addresses preventing harassment in the workplace. This topic has become a serious issue in the last couple of years with a lot of racial tension and the diversification of the workplace.  In addition, violence in the workplace is also becoming an issue that companies need to understand and have a good working knowledge of how to handle various situations.

This workshop addresses both topics. We customize the workshop for your business environment and address your concerns; this is not a textbook workshop.

Litigation Landmines a Survival Guide for Supervisors

Workshop Description

This workshop is updated for 2019 and focuses on the role of the supervisor and how to handle problem situations and employees? We will focus on:

  • The typical landmines that supervisors can “step on”.
  • Resources to use for various employee situations.
  • Policies to follow.
  • HR’s role.

The focus of this workshop is on the “people side” of supervision and what each supervisor needs to be aware of as they deal with situations and employees.  We will discuss documentation, training, attendance, emails, job performance, references and how to stay out of court.

HR Systems, Inc.

Omaha Office:
15910 Patrick Ave., Suite 100
Omaha, NE 68116
P: (402) 490-8850
E: dpedersen@hrsincorporated.com

Omaha, NE

 

Dallas Office:
539 W. Commerce Street
Suite 2191
Dallas, TX 75208
 

Dallas, TX

 

Naples Office:
7935 Airport-Pulling Road
Suite 4, PMB 348
Naples, Fl 34109
 

Naples Florida Office

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