HR Hot Tip #1 for December 2016
Nine Tips for Office Holiday Celebrations
The holidays are a time of year to celebrate with family, friends and co-workers. Whether you celebrate at the office or off-site, there are legalities associated with serving alcohol.
Listed below are nine tips to incorporate into your holiday celebration, so everyone has a great time.
1. Be honest with employees. Make sure your employees know your workplace substance abuse policy and that the policy addresses the use of alcoholic beverages in any work-related situation and office social function.
2. Post the policy. Use every communication vehicle to make sure your employees know the policy. Prior to an office party, use break room bulletin boards, office e-mail and paycheck envelopes to communicate your policy and concerns.
3. Reinvent the office party concept. Why have the typical office parties? Try something new like an indoor carnival, group outing to an amusement park or volunteer activity with a local charity.
4. Make sure employees know when to say when. If you do serve alcohol at an office event, make sure all employees know that they are welcome to attend and have a good time, but that they are expected to act responsibly.
HR Hot Tip #2 for December 2016
What Is Human Resource Compliance?
An organization is responsible for maintaining compliance with a number of labor and employment issues, ranging from record retention to fair employment practices. In addition, human resources audit procedures require extensive review of policies and procedures and practices that must conform to federal, state and local employment regulations.
Human resources compliance with federal, state and local employments requires knowledge of U.S. Equal Employment Opportunity Commission (EEOC) guidelines as well as laws enforced by the National Labor Relations Board. The EEOC enforces regulations such as Title VII of the Civil Rights Act, and the Equal Pay Act. Noncompliance with these laws can increase employers’ liability to claims of unfair employment practices and potential lawsuits based on discriminatory employment practices.
Why do companies outsource their human resources?
Start the New Year’s Off With PEACE of Mind!!
What Is Compliance? Human Resource Compliance Is More
Than Payroll And Health Insurance – Don’t Put Yourself at Risk!
Ann Fisher, President
HR Alternative Consulting, Inc.
The Department of Labor (DOL) administers and enforces close to 180 federal laws. The employment regulations issued by the Federal and State government require businesses to follow mandated regulations. The regulations include nondiscrimination policies, wage, benefit, safety, and health.
Human resources compliance is a necessity for any business in today’s legal environment. With harassment, antidiscrimination, Fair Labor Standards Act (FLSA), and OSHA laws, a business that isn’t aware of their HR responsibilities is headed for trouble.
Payroll and insurance companies can assist with some of the compliance issues. Although, the most overlooked compliance aspect is the employment side. HR compliance is a process. It’s a way of defining proper group and individual behaviors, and assuring that laws and policies are understood and followed. This means you must know the laws and develop appropriate policies to these laws. Compliance also means you and your management team need to communicate these policies to the staff. They must adhere to expectations and understand the consequences for non-adherence. Non-adherence requires specific investigative and disciplinary procedures.
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