Each week we publish an article with the goal of educating our readers about the complex field of Human Resources. We take on topics like Workers’ Comp premiums, the cost of benefits, and even provide a free quarterly HR checklist to help you stay compliant. We’re always looking for new issues to cover and welcome your feedback. What topics would be most helpful to you in 2020? Here are your 5 favorite blog posts written in 2019.
Our quarterly HR checklist really took off at the end of this year when SHRM promoted it on their website. The Society for Human Resource Management is the largest HR industry professional association and provides education, certification and other services for its members. We’re happy that so many HR professionals have found our checklist useful. Thank you for passing it along, SHRM!
If you haven’t downloaded this valuable tool yet, there’s still time to make sure you meet all of the deadlines before the end of the year. But remember, the deadlines don’t stop there. The 2020 First Quarter HR Checklist will be out soon so you can get a jump on the New Year.
"The end of the year is a good time assess your HR game, not only to prevent costly compliance issues but also to realign strategies and strengthen your workforce practices. To help, we’ve made it easy with a checklist of some of the most important HR-related task to take care of now.”
Ever wonder how your Workers’ Comp premiums are calculated? It’s not just some random computer algorithm. We break down how to calculate WC premiums so you can be better prepared when you shop around for the best rates.
“Safety and human resources professionals are often charged with analyzing the many factors that influence Workers' Comp Insurance costs. Job classification codes, experience Mods, risks factors, industry rating systems and other variables – determining your premium can seem complex and expensive. Once you understand the basics of how premiums are calculated, it's easier to identify areas where costs can be reduced.”
The workplace is ever-evolving, and one trend has been towards home. More workers are working remotely than ever, but what happens if they have an accident? This article by our President, Lee Yarborough, provides examples of what may or may not be Workers’ Comp claims for telecommuters. She also gives recommendations for the best way a business can reduce their liability for remote workers.
“More people than ever work remotely. Telecommuting has many benefits for employees including higher morale, flexible hours, and work-life balance. For employers, it can be a wonderful way to retain top talent. The number of people working from home has dramatically increased over the years, but there are still unknowns when it comes to handling certain aspects of human resources and remote employees. Workers’ Compensation coverage is one area that can certainly be confusing.”
All savvy business owners know that benefits are second only to salary when it comes to attracting and retaining top talent. With unemployment so low, the best employees often have several offers, and providing enterprise-level benefits, even as a small business, can make all the difference. But at what cost? In this post, we dig into the costs of providing benefits, so you can make sure you’re making the best business decision.
“According to a study conducted by the Society for Human Resource Management, businesses that use benefits as a strategy to recruit and retain talent experience better overall company performance and above-average effectiveness in recruitment and retention compared to businesses that did not.
“But at what cost? If you are thinking about putting together a benefits package or considering improvements to an existing plan, let’s take a look at how benefits are broken down as part of an employee's overall compensation package.”
Record-keeping may not be the most exciting subject, but it is very important for any business. There are federal and state record retention laws that your business must comply with. In this blog we help you establish an employment record policy, develop a record retention schedule, understand termination record requirements, and safely dispose of employment records.
“Keep and destroy employee records under your company’s record retention policies , as well as federal and state laws governing record retention. If you don’t have a system, it’s essential to seek advice from your legal and tax adviser to address areas specific to your business. Generally, your record policy should include a definition of types of records, a retention schedule, storage location, security and privacy guidelines, and destruction and audit procedures.”