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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As employers, we are often working late into the evenings, taking calls on the weekends and missing our kids’ soccer games and the dinner party that our spouse had planned with the new neighbors. We are working our employees’ tails off and their fingers to the bone.
An employee uses his own smartphone to access company email and do work from home. The is on his own initiative and not required by us. Are required to pay any portion of his monthly bill?
We’ve all met people who work successfully from home and others just don’t. It takes a certain personality to work from home and not everyone can do it. The other side of the equation is as the employer of a telecommuter. So many struggle with how the Telecommuter spends their time. To be a successful manager of a telecommuter, there often needs to be a strong program established so that you can manage the telecommuters effectively.
Many companies either have a progressive discipline policy in place or follow one in practice. And it's not hard to see why: Used properly, progressive discipline gives managers the tools they need to make fair, consistent, and legally defensible disciplinary decisions. Because it's based on communication and collaboration, true progressive discipline also helps employees improve, which is the ultimate goal of any disciplinary system.
There are some new changes to the Fair Labor Standards Act (FLSA) by the Department of Labor (DOL). Read how this can affect your business.
Someone told me that the photo requirements for the new I-9 have changed. What are they?
We are having problems with people being tardy or not clocking in on-time. Can we charge them a fee that is less than their hourly rate to make changes to our time keeping system?
In our business, our employees go to client sites. We recently had an employee dismissed from a client under some possibly suspicious circumstances. Our employee is not looking to sue our client because she feels discriminated against. Can I let her go? This client is a big client for us.
May I send the application to my employee’s and require that they bring it with them on their first day all completed?
One of the most frequent questions I get concerns the required signage and posters in an office. This is one of those areas were both federal and state departments get in on the action. Different states have different signage requirements, so in the interest of simplicity, I will only discuss what is required federally. If you have any questions concerning what your state may require of you, please contact us and we will be happy to assist.