Happy Holidays and hope you had a banner year and we are grateful if we helped you along the way this year!
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Happy Holidays as we wind the calendar year down. Hope you have time to spend with employees, family and friends in some fun events!! Does your company have a Yankee Swap?? It is an inexpensive way (depending upon the dollar limit) to exchange a holiday present with others in the workplace. If you are a larger company or feel it would be easier, a department by department SWAP makes it more intimate and easier to negotiate!
We hope you had a banner year and we are grateful if we helped you along the way this year!
Please note that our Halloween TREAT promotion runs through the end of December if you have year-end projects that you place with us through December 31st. You will receive a 10% Discount on all projects placed until then. Great for year end and special projects with $$$SAVINGS$$$.
Call for details and mention this special offer. You need to place your project with us by December 31st to qualify.
Key Employees Management Staff With Low Unemployment Employment Branding For Top Performers For Sales Growth Before Interviewing Strengthening Recruiting
Consulting Key & Exec Comp Reviews & Analysis Wealth Management Training Implementation For Retention Maximizing ROI
For Hiring For Managing For Promoting For Understanding For Retention For Growth For Team Building Etc.
Basics As the leader When hiring Getting along Getting Results Project Management Day to Day
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(NEW) Small Business Owner Insights…… What Keeps You Up at Night???
As a small business owner you wear many hats!! As a small business owner for 32 years…I get it!! Which of your hats keeps you waking up at night?? What challenges do you have that would benefit a conversation with an experienced small business owner/consultant with expertise in recruiting, HR consulting/outsourcing and small business support and growing revenues??
I have always found the best solutions working with experts. Whenever I made a key decision, I made a point of bringing in an expert to confer with give me pluses and minuses, costs, best practices, etc. before I made an important business move. I learned this early on as a small business owner. On the rare occasion that I didn’t seek expert guidance up front, I regretted that the results were not the best they could be and sometimes even damaging and costly.
Our team of experts, including me, can support your challenges and give you options. As a small business owner we all know we need options. For a confidential consultation to see if there is synergy, reach out at your convenience. Let us put our 32 years of small business management to work for you!! Get more sleep at night, you are not alone!! Priceless!
Year end is approaching quickly and some clients are asking “what should I do for year-end compliance?” My best advice is if you believe are current with the exception of this year….then let’s do a review of the employment laws of 2018 and bring you up to date. If it has been more than this year where you have had a review then we should go back further to review. In any case a review will help ensure your compliance.
When clients ask me when I should have a review of compliance, I say “in real time” as the updates in the law happen. It is always easiest and most recognized as the way to maintain full compliance at your small business. It is one of the wisest business decisions you will ever make in your small business.
Let’s not underplay the importance of communicating these updates to your employees as well. As laws change and influence the rights of your employees and your rights as an employer, it is vital to make those changes and communicate them to your staff, via handbook, email, staff meetings, etc.
You never know when laws will change or an employee will bring a lawsuit or when you will be audited or have a spontaneous inspection by the Department of Labor. When we were in the temporary staffing business, we had agents come in unannounced regularly and audit our I9’s, for example. I had my HR Manager keep all files current and correctly filed. They would come in and take the payroll sheets from the outside payroll firm and pick random field employees to review for I9 compliance. So you can see that the best way to conduct compliance is to always be in compliance. I didn’t worry as I knew that we followed their rules and had double checks to account for human error. That is only one area of employment compliance as we all know, but a clear example of why this is very important.
I have seen times at client companies where there was a change of staff, for example and the last person filed the I9’s one way and the new Office Manager filed them differently. No consistency or regards to compliance, in some cases. So a good time to be diligent is when you have a change in staff and to train them and review compliance overall.
Perhaps to have that new Office Manager/ Admin, etc. review all employment records for compliance OR to have an outside consultant come in and do that so that the third party is not tied to their job or the company.
The first line of defense is to always be in compliance and then move forward from there. Utilizing best practices is always the safest and is the way to go.
Another aspect of compliance that we mentioned above is your employee handbook. A review of your handbook is advisable to ensure that your company policies are in compliance as well. Don’t overlook the importance of keeping up to date with all of the laws that affect your size business via the handbook. After that review all of your employment forms for compliance as well.
Why do I mention compliance at year-end? It is because ideally you will be updating your policies in real time and in addition I recommend making it a part of your year-end process as an insurance policy and double check annually against non-compliance. Go back and review the entire year of changes in the Federal, State employment laws as a double check to review if anything has been overlooked. This will help minimize any risk of exposure.
If you have overlooked something, the best route is to discuss with your employment attorney and/or HR Consultant to look at remediation and how to re-instate compliance.
If you haven’t been paying attention to compliance because you do not have a dedicated HR expert, then why wait for an unfavorable government audit or disgruntled employee to cause problems?? The government agencies do not care about the whys; they demand compliance as we already know.
Call us today for an employment records and handbook review and recommendations. It doesn’t take a lot of time or money and it will help you sleep better at night. I know it has helped me over the years!!
Recruiting & Retention
With the higher levels of hiring and a stronger economy small business has been hiring for newly created positions more and more. With this in mind, how do you as a small business owner hire for a position that you have never hired before?? How can you be sure that the candidates have the required skill set you need, especially if no one in your company has that skill set and no one in house including you as the owner, has done the job before??
In addition, you may need help defining the role and then bench marking what success looks like in the role we are here to support you in these efforts as well. We can help you create scenarios, case studies and other mini projects that will help verify that the candidates have the skill set you need. In addition this process works well for any role where hiring for a specific “predictor of success” is important in your small business. I am not sure that there are any roles this would not work for. Can you? Let me know if you do!
In past years, we would have IT professionals check off all the skills they had and then have the client give them a small project (s) to complete to ensure that they were all they said they were….in addition to the hiring assessment. We continue to use this model and find better results for our clients.
If you work with a trained recruiter they can use these techniques to help screen candidates for you. Here is to your successful identifying and interviewing great candidates for your small business!
Does your benefits broker hold regular classes that help employees understand their investments? Do they meet the employee at the level of understanding that they currently have whether they are an hourly worker or are professional level or in management? Employees who feel more secure in their work roles tend to be more productive…did you know there is a correlation?? A lot of people are not aware of this important factor!
In addition, employees who are secure in not only the here and now but their future have more invested in their workplace and this could help with retention as well.
So why not talk to one of our benefits experts and see all of the learning that can take place at the non-exempt and exempt levels to help your employees feel valued, secure and ultimately more productive at work!!
If this sounds unusual, please connect with us for the why's and how’s of this phenomenon and to find out what learning can be offered to your company’s employees at no cost!!! You have nothing to lose!!
There are many moving parts to being a small business owner. We specialize in helping the small business owner with the challenges that keep them up at night in relation to their people, their profits and the planet (the community that they live and work in).
If we haven’t hit on a topic that interests you yet, please reach out and contact us to see if there is synergy between our two companies and if we have solutions for you.
After 30 plus years as a small business owner….as Farmers Insurance says…"we have seen a thing or two" so we may be able to help.
We believe that small businesses deserve the resources and solutions that the big companies have, but at a small business price tag.
The information contained within this newsletter is timely and is not to be confused with legal advice. For specific legal advice, contact your attorney as always. This is a snippet/highlight of a couple of current legal updates, but is NOT meant to be representative of ALL of the employment law activity/updates in the employment marketplace at this time.
To schedule a discovery meeting to see if we are a good fit for you on any of these topics or others, feel free to reach out to Kathy Barron at Kbarron@accurateresourcegroup.com or direct line: 1.508.769.7374.
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Accurate Resource Group, Inc.
1900 West Park Drive, Suite 280
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