Attention college students and young worker, here Is your free webinar

The Department of Labor, the Department of Education and the NAACP Financial Freedom Center are presenting a free webcast for college seniors and young workers on Feb. 28 from 1 to 2 p.m. EST. The webcast, held during America Saves Week, will cover:

budgeting
saving
making the most of employer-provided benefits
options for student loan borrowing and repayment
managing debt and credit

To register click here
http://mp163422.cdn.mediaplatform.com/163422/wc/mp/4000/15208/30195/33154/Lobby/default.htm?ref=ProductionTeamEmail

Office of Federal Contract Compliance Programs’ disability self-identification form, click here

The Office of Management and Budget approved the Office of Federal Contract Compliance Programs’ disability self-identification form on Jan. 22, 2014. Federal contractors should use the form beginning with their next affirmative action program cycle on or after March 24.
The form explains that because federal contractors do business with the government, they must reach out to, hire and provide equal opportunity to qualified people with disabilities. “To help us measure how we are doing, we are asking you to tell us if you have a disability or if you ever had a disability,” the form states, but it emphasizes that completion of the form is voluntary.

New forms can be found here

http://www.dol.gov/ofccp/regs/compliance/sec503/SelfId_Disability_CC_305_012214_JRF_QA_508c.pdf

Source: SHRM

From the desk of Dummies.com

I found this to be very help and decided to share.

“Facebook Limited Access Lists for Job Seekers
As a job seeker, creating “Limited Access” lists is your best defense against recruiters, bosses, or other professionals who want to friend you on Facebook but who you don’t really know personally. Using lists in Facebook is one of the most misunderstood yet powerful tools for the modern networker. By grouping certain friends together into a list, you can assign specific privacy settings to only that list.

Talk about an awkward situation! If you ignore a recruiter or boss’s request to friend you, you may either offend them or signify that you have something to hide. If you accept their request, they now have penetrated all the work you’ve done with your privacy settings to make sure only your friends get access to your personal life.

Accept such friend requests (so they don’t get offended) but with a caveat: Create a “Limited Access” list of individuals and put recruiters and other professionals you don’t know personally on this list so they can’t see everything in your profile. Here’s how:

Click on the Account tab at the top of the page.

Click on Edit Friends from the drop-down menu.

Click on the Create a List button and name the new list “Limited Access.”

Scroll through your Friends list and add anyone to your Limited Access list who you may want to restrict certain information from.

Return to your Privacy Settings page and click on Customize Settings.

Go through the list of Things You Share, pick the Customize option from the drop-down menu, and add your Limited Access list under the “Hide this from” section.

This step allows you to pick and choose what you want to exclude these people from. For example, you might not want recruiters and other strangers to know who your friends are, what your religious views are, or when your birthday is.

When you have to add someone to your Facebook network that you really don’t want to add, simply drop them into your Limited Access list. This way you avoid offending the person while still protecting your private information.”

Wage and hour lawsuits, don’t let your small business become a victim

FYI- In the Hibachi Grill & Supreme Buffet case, the U.S. Department of Labor (DOL) has sued to recover nearly $2 million in unpaid wages and damages for 84 employees.

The lawsuit was based on an investigation by the department’s Wage and Hour Division, which revealed numerous violations of the Family and Medical Leave Act (FLSA). The suit alleges that Hibachi Grill & Supreme Buffet:

Continue reading

9 Most Common I-9 Mistakes by BLR

The 9 Most Common I-9 Mistakes

The most commonly encounters the following I-9 mistakes:
1. The employee fails to sign and date the attestation.

2. The employer fails to have the employee complete Section 1 by the first day of employment (that is, the first day for pay).

3. The employee doesn’t check the box indicating status (e.g., U.S. citizen, lawful permanent resident), or the employee checks multiple boxes.

4. The translator or preparer doesn’t complete the preparer box.

5. The employer fails to enter acceptable documents on the form, including the document number and title, issuing agency, and expiration date.

6. The employer demands specific documents (e.g., social security card).

7. The employer does not complete Section 2 by the third day of employment.

8. The employer fails to enter the date of hire. This date should match the date on payroll records.

9. The employer representative does not sign, date, and print his or her name on the certification.

We can help you stay compliant with our compliant HR audit and business training

http://www.KellyHRServices.com

Are you a small business owner who has no clue about I-9 form? Click here

Immigration Reform and Control Act of 1986 (IRCA) requires every employer to complete and retain the Form I-9 for all new employees and current employees hired on or after November 6, 1986, no matter what your organization’s size is. You could face penalties and fines.

Why must your organization complete these forms?

• Verify the identity of each person hired.
• Verify his or her authorization to work in the United States.

You may obtain the form from the U.S. citizenship and Immigrations Services (USCIS) website, which is part of the Department of Homeland Security (DHS).

When completing the form be sure that you are using the revised form that has been mandatory since May 7, 2013.

• Section 1 is completed by the employee no later than the first day of employment. (A translator may assist.)
• Section 2 is completed by the employer no later than the third day after employment begins. If this does not happen, the employee cannot continue to work.
• Section 3 is completed if the employer

If you need help or have questions contact us at KHRServices@Outlook.com or 561-231-0492

Are you aware of what your employees want?

 

Are you aware of what your employees want?

I read this article today “8 ways to create the workplace employees want” and found it to be very interesting.

 The article begins by stating that there is a transition from layoff mode to hiring; however, companies my find that job-seekers have changed their definition—and expectations—of employee benefits. Has your organization experienced this?

There seems to be a trend in that employees are beginning to demand everything from more comfortable workspaces to employer practices that nurture the psychological well-being of the workforce.

A report by Sodexo identified eight workplace trends—including a that I actually had not considered—that offer personal and professional benefits that could become standard t aim to recruit, retain and engage today’s best job candidates.

Here you go:

1. Diversity pays

The most diverse businesses have the largest pool of job candidates to choose from. The Sodexo report notes that several studies have linked gender diversity—especially when women are in top management positions—with better financial performance.

2. Intangibles are real

Employees want flexibility, recognition for a job well done and decision-making authority almost as much as they want money. Simple perks like the opportunity to attend a conference or join an important committee can make an employee happier, more loyal and more eager to please.

Tip: Don’t rely on money alone to prompt desired behavior. Encourage managers to discover what is important to each of their employees, and use that knowledge to craft nonmonetary “bonuses” that employees will work hard to earn.

3. Well-being is essential

Research shows a link between employee well-being and performance. Effective organizations have cultures that encourage trust, openness, fairness and respect among employees, and between bosses and workers. They work to increase employee involvement, invest in employees’ health and safety, offer development opportunities, promote work/life balance and recognize employees’ contributions.

Tip: Broaden your definition of employee health to include mental health and overall well-being. Seek benefits that reflect that ethos.

4. Pay for productivity rising

It’s replacing pay for hours worked. That’s crucial when employees work remotely, where bosses can’t easily supervise them. Aligning the reality of a virtual workforce with the business objectives of the firm is a huge challenge for HR pros—and for the managers whose employees work off-site.

Tip: Train your managers how to engage, motivate and incorporate teleworkers into the team.

You are a manager of people and their unique characteristics. What motivates one worker may completely hinder another. Tailor your management style to intercultural needs. Learn how with the University of Notre Dame’s 100% online certificate program.

5. A good environment is vital

Employees often judge an employer’s commitment to employees by the quality of the workspace. The message to staff is “You’re on your own” if you put off repairs or don’t offer a break room with basic amenities like a coffee pot and refrigerator. (In-house cafeterias and gyms are strictly optional.)

Tip: Consider the first impression your workplace makes on a prospective employee. A building that is too hot or cold or that looks shabby can leave the would-be new hire with the perception that your company doesn’t care about its employees.

6. Design drives productivity

Good workspace design reflects the kind of work to be done, allowing for collaboration, social interaction, privacy, quiet and supervision.

Tip: When you design or redesign the areas where your employees work, get employees involved. Have architects and designers meet with employees at every level to talk about how they work and what they need and expect from their workspaces.

7. Flexibility is mainstream

It’s no longer a special program for working moms. Flex improves productivity and employee engagement and lowers turnover. It’s so engrained in many corporate cultures that they don’t consider it an employee benefit anymore. It’s just a normal part of doing business.

Tip: If your organization yanked flex during the recession, it’s time to restore it. As hiring picks up, companies that allow telework, flextime, part time, compressed or reduced workweeks, job sharing and other nontraditional work arrangements will have a competitive edge.

8. A mix works best

Workplace solutions are most effective when they work in tandem.

Tip: Include employees in the conversation about any proposed solution to a problem that stems from employee behavior—like lack of engagement, low productivity or high turnover. You might be surprised by how well they can solve their own problems, given the chance.

If you have good functional skills and consider yourself a “people person,” then everything will naturally fall into place, right? Not necessarily. What you don’t see can diminish effective communication and damage your career or organization. Communication breakdowns can lead to legal issues, decreased employee morale and even a lack of product performance.

Source: HR News

Interesting in learning more, we offer diversity/Intercultural Management training courses that helps your career and organization. Contact us for more information on these training courses.