Understanding Equal Employment Opportunity (EEO) Reporting
Employers with 100 employees or more must report the number of employees within each EEO category. Providing this data is a legal obligation and all employers with 100 or more employees must follow this federal law. The information provided is used to create reports regarding gender and race/ethnicity by the type of job grouping.
Training & Development: On-Boarding & Orientation
Make your new employees feel welcome from the first day. For many new employees, the first day can be quite stressful as they’re exposed to new co-workers, a new work environment, and new responsibilities. Providing your new employees with a comfortable and welcoming introduction from the start can help them better adjust to the transition.
Understanding laws governing privacy in the workplace
Employees have the right to privacy - It is the law! Although difficult at times, there must be a good balance between your employee's rights to privacy and your business needs. Employees should be entitled to a certain level of privacy while at work. Whether it’s ensuring that their personal phone calls are private, or their private information is protected, employers must provide their workers with some level of security and privacy.
Take every opportunity to celebrate with your staff; celebrate Halloween and create a fun and engaging work environment. Halloween is not only a popular tradition amongst young children, but it is also an exciting holiday for many adults as well. Promote an engaging work environment for your entire staff and celebrate this exciting holiday with fun activities and creative, work-appropriate costumes.
Title: Employee on-boarding
Give your new hires the tools and information they need to be successful in their new environment. New employees should be properly introduced to their new position and to the company. By providing them with useful information and resources, you ensure that they’re settled in much more quickly and efficiently. Starting at a new company with new surroundings and employees can be overwhelming for your new hire.
Be a manager, go to jail! Managers are just as liable as ownership when it comes to employment law. The law does not differentiate between a manager and the company owner; therefore, the behavior of a manager must be impeccable, as in the eyes of the law, the manager is an extension of ownership. Additionally, the manager may be held personally liable, and named in a lawsuit.
Update your HR Internet and phone use policy
Much HR law and policy protect employees’ rights and privacy. Privacy and safety in the workplace are important matters and certain laws protect employees when it comes to personal information and activities (i.e., private phone conversations). The laws, however, have limited employee rights for internet usage that take place on company computers and on company time. Certain companies, in fact, have permission to monitor employees’ work phones, emails, and computers.
Training & Development: Harassment in the Workplace
Harassment is a delicate, but necessary issue that should be addressed in every work environment. With proper training, managers and employees can detect when sexual harassment is taking place in the work environment and have the proper knowledge as to how to address or report such behavior. Aside from preventing lawsuits against the company, proper training can bring awareness and sensitivity to your staff.
Employee rights: Military Spouse Leave
An employee is eligible for military spouse leave if he or she is the spouse or registered domestic partner of a “qualified member” of the military and works an average of 20 or more hours per week. In California, employers are required to grant employees with unpaid leave if their military spouse is on leave from deployment. A qualified member is considered an individual who is part of the U.S.
HR Consulting: How smaller clients benefit
Typically, smaller employers do not have the resources to have a professional human resources person on staff, such as an HR Director or an HR Manager. When smaller companies get into trouble, they will then call upon an employment attorney to “fix” whatever the issue is… and this can be quite costly. Retaining an HR Consultant to make sure they are in compliance initially, will help smaller companies save dollars.