During the Trump campaign, there was a lot of discussion about minimizing federal business regulations, so it would not be surprising to see some sweeping changes during his presidency. While this may create some relief for organizations, it could put quite a burden on HR departments to monitor regulations in each state in which their business operates.
If your company is performing background checks on all new hires, good for you! Obviously you care about your business, your employees and your customers’ safety. However, if your Human Resources Department has been processing them the same way for years, it’s probably time to check and make sure that your system is up-to-date and compliant.
Employers who have been concerned about the Dec. 1, 2016 deadline to comply with the Federal Department of Labor regulations regarding overtime eligibility – you have a reprieve – at least for now. The Labor Department completed the ruling as part of President Obama’s goal to help rebuild the middle class.
More and more companies are recognizing the necessity of attracting and retaining highly innovative employees in order to create a work culture that competes and performs well in their industry. However, recruiting and keeping these types of employees can be very difficult if your company does not foster the right work environment for these highly prized candidates.
Your company has probably noticed that there is a major shift in the workplace. You may have also experienced some disconnect between your traditional workplace policies and the employees that you are trying to attract and retain. With nearly half of the U.S. workforce being comprised of women and the Millennials replacing the
If your company is experiencing a large volume of employees moving on, it’s time to consider why. Aside from the cost of recruiting and training a new employee, the disruption to your business and your customers adds to your loss. It is hard to attract quality employees when your company’s reputation, as an employer, suffers. And any disruption
With over 4 million workers affected by the new overtime rules, there is bound to be a big impact on companies, especially small businesses. Whether you have hourly, exempt employees or both, your company will likely have some major changes in payroll.* It has become common for businesses to classify their workers based on what works for them instead of
From building their own websites to recruiting and more, a lot of businesses are finding it is a time and money saver to bring some tasks in-house. If you are thinking about using an online DIY background screening site to handle your background screening, look at your options apples-to-apples. On the surface, the task of performing background screening
Just in case you missed it, a law passed in CA (AB 622) back in October of 2015 which prohibits the use of the E-Verify system that is administered by the United States Citizenship and Immigrations services until after an offer of employment has been made. If you haven’t reviewed your E-Verify usage policies in a while, now is definitely the time to be sure you are compliant.
The one basic question that most HR professionals ask when thinking about background screening is: “What should I include in my pre-employment background check?” Finding a perfect-fit screening package for your company’s individual needs may require a custom plan, but there are some constants that will help ensure that only the best applicants are considered for employment.