Human Resources

By Linsey Knerl –

It’s the start of a new year, and now that everyone’s social media feeds have finished filling with “My 2019 updates,” we can look forward to an overwhelm of “My 2020 goals” lists. Goals in themselves are effective tools for real change, provided they are used correctly. Unfortunately, the numbers show that we aren’t very good at following through on what we set out to accomplish. Depending on who you ask, the failure rate for resolutions of all kinds can top 80 percent or higher.

As a business owner, you probably have goals such as getting a handle on your business checking account or improving your business credit scores, but you should also focus on helping your employees reach their personal goals. When integrated into an existing employee performance or wellness program, personal goals can easily mesh with career ambitions. That’s a win-win for everyone at work.

Here are some of the ways managers and leaders are using the spirit of the New Year to jump-start those workplace resolutions. (more…)

By ComplyRight –

On September 24, 2019, the U.S. Department of Labor (DOL) announced a final rule that will make 1.3 million workers newly eligible for overtime pay.

Under the new guidelines, the minimum salary threshold increases to $684/week ($35,568 annually), effective January 1, 2020. With very few exceptions, employers must pay time-and-a-half to workers making less than this amount for any hours over 40 per week.

The white-collar duties tests for executive, administrative and professional employees remain the same. This means employees will only be exempt from overtime if they earn more than $35,568 annually and pass one of the existing DOL job duties tests.

Identify Affected Employees

Your first step to prepare for the new rule is to pinpoint employees who may be impacted by the change. (Consider reviewing all employees making less than $40,000 a year since the salary threshold could increase in the future.) If employees making less than $35,568 are already non-exempt or “hourly,” no change is needed. However, if you have employees under the threshold who are exempt or “salaried,” you’ll need to take action. (more…)

By ComplyRight –

October is National Bullying Prevention Month, a time for schools, communities and workplaces to get involved and take a stand against bullying.

In recent years, bullying has grown much bigger than a few “harmless” taunts from kids on the playground. It has become a type of emotional and verbal warfare that is fought at any age, in any social circle and in virtually any setting — including the workplace.

What Is Workplace Bullying?

Workplace bullying is defined as a pattern of mistreatment from others in the workplace that causes physical or emotional harm. Bullying is often done by someone who has authority over the victim but it can also be done by peers. (more…)

By ComplyRight –

More and more states are permitting marijuana use under certain circumstances. As a result, business owners are questioning how these new guidelines impact their workplaces. Can you have a policy forbidding marijuana use? Can you terminate an employee who tests positive? Let’s consider these and other pressing issues in more detail.

States Legalizing Marijuana

Currently, 33 states have passed laws legalizing marijuana in specific situations. It’s important to note that although these state laws have passed, not all of them have gone into effect.

Most of the legislation allows for limited use of medical marijuana. However, the District of Columbia and 11 states have adopted laws legalizing marijuana for recreational use. These states include: (more…)

By ComplyRight –

Training your staff on essential topics helps create a safe, respectful and productive workplace. There are two types of training: recommended and required. Let’s look at some important areas of training every business owner should consider implementing.

New Employee Orientation

Training should start on an employee’s first day. Orientation helps new hires get acclimated to your business and understand your company culture. Important topics to cover include:

• Goals and expectations, including job responsibilities
• Compensation and benefits, including pay dates, payment options (e.g., direct deposit), health insurance and other benefits
• Work hours, including lunch/break times, as well as clock-in, clock-out procedures for non-exempt employees
• Code of conduct, including your company values, customer interaction, dress code and other expectations
• Technology policies and procedures, including how to access email, your social media policy and consequences for abusing company technology
• Harassment and discrimination, including the different types of harassment, specific examples of inappropriate behavior and how to report a claim

(more…)