Social and political changes can force regulations to evolve. Unfortunately, these changes often happen too quickly for many businesses to keep up. It is for this reason that organizations can fall behind on their compliance. It does not take long for these unintentional lags to transform into hefty fines and even lawsuits. In order to assist businesses with their compliance responsibilities, here are a few tricky compliance issues companies may be facing.
Even the best employee won’t stay at a job that doesn’t work for him or her. No matter how well they get paid, if your employees are unhappy, they won’t stay. Because of this, it is your job to make sure that your employees have a strong experience. You want your employees to feel good about coming to work so that they will continue to work for you for a long time.
A federal court ruling in April 2018 brought about some long anticipated changes in the battle for equal pay. The case took place in California, but resulting changes occurred across the country. The win brought changes in the interpretation of the Equal Pay Act, overturning a ruling from 1982. In the past, prior salary was an acceptable means for establishing pay during the hiring process. The new federal ruling means that pay history can no longer have an effect on current hiring salary.
In this technological age, Americans find it harder than ever to engage in physical activity like they did in times past, thus making it extremely difficult to maintain an overall sense of physical and mental wellness. But sedentary behavior is not the only wellness problem infiltrating American culture today.
The process of recruiting top talent can be daunting and time-consuming. When working with a PEO, you can rely on innovative technology and efficient experts to find acceptable candidates and streamline the onboarding process once you have made the hiring decision. A PEO like AlphaStaff has the necessary tools to help you recruit the best talent in the market, but the interview process is, ultimately, up to you.
Hiring is something that most businesses start out doing on their own. Jobs are posted manually, resumes are reviewed in detail, applicants are personally interviewed, and references are checked (and re-checked). Eventually this hands-on, personal approach can get overwhelming—especially for businesses that are growing. It can be very difficult for the owner or members of upper-management to find the time to search for new hires, let alone move the interview and onboarding process forward. Hiring is just the beginning of the story as employers must take steps to not only attract, but retain, skilled talent among their ranks.
If you are currently experiencing substantial growth in your business, congratulations are in order! Of course, you and your team have worked very hard to obtain your current level of success. To keep the momentum going and obtain the next level of growth and expansion, it is important to periodically review certain aspects of your business—one of those aspects is your employee base.
If you run a business, you understand that risk management can be a huge burden for your company. Simply put, risk management entails identifying, assessing and prioritizing risks. Once threats in a company have been identified, assessed and prioritized, resources are used to control and reduce the likelihood that the identified risk occurs.
Sexual harassment is a pervasive issue that has been receiving a lot of deserved attention lately because of the #MeToo movement. Harassment in all its forms is unacceptable in the workplace, but given the widespread media coverage and sweeping legal changes, it is important for HR departments to be vigilant on this important topic.
Everyone gets sick eventually. Even the healthiest and most careful employees, even people who treasure their year-on-year perfect attendance will eventually come down with something that keeps them home. And if not them, then a child or spouse will come down with something that requires care at home and a sick day will have to be taken.
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