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There has been a longstanding taboo around open salary discussion at most companies. Many employers have had policies in place to discourage this behavior, but the fact is—it would be very difficult for an employer to successfully terminate an employee simply for sharing salary information with colleagues. Why is this so? Read on to find out:
Did you know approximately 70% of I-9’s contain at least one error? As immigration legislation changes and new policies are enforced, the likelihood that your company will face an I-9 audit is expected to increase. With penalties on the rise, I-9 compliance is something all business owners need to know about. Here are 3 tips to help you minimize I-9 risk and avoid costly penalties:
In this blog, we’re sitting down with our Director of Recruiting, Robyn Wassman, to gain some insight into how companies can prepare to work successfully with recruiting firms. If you’re thinking of looking for help with filling an upcoming position, read on to find out what you need to know before you get started.
With many states legalizing the medical and/or recreational use of marijuana, employers are rightfully asking how these new laws affect the workplace—and specifically, how new legislation affects current and potential employees. This blog addresses some of the most common weed-related questions employers are asking, and our advice on how to navigate through this new territory.
Get your Human Resources team prepared to start the year off strong by staying up-to-speed with some of the most talked about HR news stories on the radar in early 2018. Here are 4 stories that HR Managers and Legal Experts are watching closely as we move into the new year:
As 2017 winds down, we wanted to share some inspirational words of wisdom from a few successful business leaders and industry shakers. Our hope is that some of their advice will inspire you to seek greater career satisfaction and professional success in the coming year—whether it’s growing your business, making long-needed staff changes, re-defining your leadership approach, or branching out into a new market. Here’s to 2018! We hope it’s your best year yet!
Verifying I-9’s for remote employees is a tricky business. Legally you must comply with the same verification window that you have for local employees, but this obviously isn’t feasible when a new hire lives very far away. How do you remain compliant while not spending a fortune in travel fees to personally verify the validity of documents? Here are 4 things you need to know about I-9 compliance for remote employees:
Open Enrollment season is officially upon us, and this time of year is a reminder of just how much you’re investing in employee benefits. Don’t let your money go to waste!! Here are 5 ways to demonstrate the value of your benefits and help your HR manager keep her sanity year-round.
Our world is becoming increasingly more unpredictable. With this comes not just the desire, but sometimes the need for your employees to work remotely. Permitting employees to telecommute increases your options too. It allows you to hire a talented person who lives in a state where you don’t have an office, and it can also let you help existing employees have the flexibility they desperately need to maintain a positive work/life balance. Creating a remote, “work-from-home” policy is the first step in addressing the parameters and expectations for telecommuting to ensure your remote employees are successful. Here are our top 5 tips for beginning (or updating) your work-from-home policy:
Unemployment is at an all-time low. With end-of-summer statistics coming in around 4% for Florida, 4.7% for Georgia and New York, and 4.8% for Chicago—this is great news for job creation and our economy. The jobs are there and companies are hiring. This means the employment market is tightening and wage competition is increasing. The likelihood that previously stable employees will have recruiters after them offering choices is high. It’s not just about a job anymore, employees feel they can afford to be pickier and expect more from their employer. People are less likely to “grin and bear it” when they have options. Make sure your company, and your hiring strategy are well positioned to succeed in an environment where job seekers are no longer a surplus. Update your pre-recession hiring practices with these 3 tips:
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