Symmetry provides outstanding human resource advice, support, and advocacy to start-up and small companies who do not have an in-house human resource team.
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Those of us over a certain age remember those lavish parties our past employers may have showered us with, but as a small business where money may be tight, you may want to show your staff you care but you don’t have the energy, time? You are not alone! "Only 79% of organizations are holding an office party for the holidays, according to Joel Stein, writing in BusinessWeek.com. International executive search firm Amrop Battalia Winston says it's the lowest percentage in the 30 years that the company has conducted its poll.
Recent studies find that nearly half of newly hired employees fail within their first 18 months at a job. Contrary to what you might expect, technical skills are not the main reason new hires fail; instead, poor interpersonal skills dominate the list. These are weaknesses that many of their managers admit were missed during the interview process.
Most managers think calculating overtime is simple—just take the employee’s hourly rate and multiply by 1.5. That’s one of the most common misconceptions about wages and hours, and consequently one of the most frequent violations. Overtime is 1.5 times the “regular rate,” which is often not the same as the hourly rate.
Are you convinced that the Internet is the most useful tool for employers recruiting qualified employees? You should be. You can post jobs online and use the Web for recruiting. Even a job posting in the classified section of your local newspaper is likely to produce mostly electronic resumes and applications these days.
The challenges of the crazy weather has something in the air that has brought several employees and clients to call and ask about Hostile Work Environments. Some employees believe that a bad boss, an unpleasant work environment, a rude coworker, or the lack of perks, privileges, benefits, and recognition can create a hostile work environment. But, the reality is that for a workplace to be hostile, certain legal criteria must be met.
Jill does her job, but just barely. However, Jill has a lousy attitude which is affecting the entire team. You would like to fire Jill, but she isn’t quite doing enough to get fired. Does this sound familiar? It happens in almost every environment – sometimes Jill was one of your first employees and she was so valuable when you started but hasn’t adjusted to all the change as you’ve grown. Other times it I as simple as that pessimist attitude. So what are you to do? The good news is, you can fire for attitude, but it requires identifying the attitude and addressing the actual behavior.
Many federal employment laws can apply to the hiring process. Even if you are a small business, it’s always recommended that you follow legally compliant policies from the start. When hiring an employee, you should consider both your application and your interview process.
There are two ways to classify an employee: exempt or nonexempt. Nonexempt employees are typically paid hourly (though it’s not required) and are eligible for overtime. Exempt employees are usually paid on a salary basis and are not eligible for overtime. Many employers like to classify their employees as exempt, pay a set salary, and avoid overtime. However, it is not that easy. In fact, classifying an employee incorrectly can result in massive fines and penalties for the employer.
Dedicated, hardworking—and maybe even long-suffering—employees deserve rewards. Sometimes the appropriate reward is a well-deserved raise, but money isn’t always the best solution. And in today’s world of tight budgets, it’s often not even a possibility. But employers wanting to show appreciation have other options for inexpensive rewards as well as here are a few tips on how to make a nonmonetary program effective.
Misclassifying employees as independent contractors is the subject of a growing list of court cases, government agency investigations, and legislative initiatives. Numerous state and federal agencies have been cracking down on misclassification, and for good reason: Misclassification is blamed for putting worker rights in jeopardy and for being the source of billions in lost tax revenue. So what should employers do?