The holiday season often brings a mix of emotions for many people. Some are overjoyed with the season and find it a perfect time to discuss their faith, while others feel less enthralled with this time of year and prefer to keep quiet. Some of the most popular holidays celebrated in December include:
It's the most wonderful time of the year – reviews! As we rapidly approach the end of the year, companies and employees are prepping for reviews and there has been a shift as to what these reviews should look like. Should they be full of criticism and explaining everything that needs to be done better? Or should it be focused on goal setting? Most anyone would tell you that they rather be talked with than talked to, and goal setting is a healthy way to open up conversation for what can be done better, what has been done well, and what should be done moving forward.
First of all, the performance review should not be a surprise attack on the employee of things they did wrong. Typically, the review shouldn't be the first time the employee is hearing these critiques. It should rather be a check-in of something that has already been discussed before. However, the ultimate goal of this performance review is to set clear, achievable, and measurable goals for the employee. According to studies, 83% of the population doesn't have/make goals. Goals lead to increased motivation and intentionally laying out goals is beneficial to the productivity of your employee and company.
It's often easy to be consumed by the everyday tasks that come with running a company. However, do you take time to appreciate your employees? According to Gallup, 51% of employees are looking for a new job. Gallup also states that the primary reason employees leave their job is lack of recognition. If you want to keep turnover low and good employees around, it's time to step it up when it comes to employee appreciation. Often, bonuses and gifts aren't necessarily the "recognition" people want. Yes, it's certainly nice to receive a monetary pat on the back, but your employees ultimately just want some form of recognition for their hard work. Here are 5 ways to make employees feel appreciated without breaking the bank.
Did you know that Halloween is the second largest commercial holiday next to Christmas? It's a great time for adults to channel their inner kid, and for kids, to be… well—kids! Halloween can be lots of fun for employees, managers and business owners, but in order to make sure it's a fun time for everyone, you need to plan, plan, plan and then communicate, communicate, communicate.
The first step to enjoying a memorable Halloween is to have your human resources department plan the festivities. If you don't have an HR department, designate someone to head up the planning committee. If you manage a small company, one or two people may be able to plan the perfect party, but larger companies can make a group planning go off without a hitch. Time on the clock ensures you don't infringe upon personal time: Arrange a luncheon plan with catered pizza or other employee favorites that may include pumpkin pie, pumpkin spice latte, sub sandwiches, or even a potluck lunch could be exciting.
We have all heard that it's not polite to discuss religion or politics with strangers at social gatherings; if someone insists on either subject, you should politely excuse yourself from their company if it makes you feel uncomfortable. But what about the workplace? You can't just politely walk away from a co-worker who sits next to you all day. And what if your boss supports a candidate you don't support and tries to convince you to vote for them. Can your boss, manager or supervisor do this to you at work?What is, and isn't okay to discuss at work when it comes to politics or religion? With elections right around the corner, heated discussions will escalate. As an employer or business owner, do you have any guidelines regarding what or who can discuss these potentially volatile subjects and how to nip them in the bud before they can escalate into arguments. Harassment; race, religion, age, and freedom of expression regarding sexual orientation, to name a few, can all be tied into politicians' platforms and views and they may also be tied into discrimination when discussed at the workplace.
As of January 1, 2020, employees making less than $35,568 annually ($684 weekly) will be able to earn overtime pay due to the new rule that was just issued by the U.S. Department of Labor (DOL). This new rule will affect approximately 1.3 million U.S. workers: It's a big deal.The current salary threshold for exempt employees is $455 per week ($23,660 annually) and will be in effect until 1-1-2020, but it was almost doubled in the past during the Obama administration: A ruling was made against the DOL when it went beyond its authority during that time in a push to raise the salary threshold by double the amount but a federal judge blocked it and ruled it as being too high.
President Ronald Regan signed into law, passed by the U.S. Congress, a plan that would ensure most employees (and employees' dependents) be given the opportunity for continuing health care coverage after their employment ended with a company or organization within the private sector. This is known as COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985).Generally, a company consisting of 20 full-time employees or more must offer COBRA to a qualifying employee at the time of separation. Because laws and regulations can change on the state and federal levels, if your COBRA plan is not TAMRA (Technical and Miscellaneous Revenue Act of 1988) compliant, you can be setting yourself up for costly penalties which could realistically put a small-business owner out of business. The current requirements under TAMRA encompasses all facets of COBRA to include time frames, consistency in administration, notice language and notifications. Is your company or organization familiar with the requirements under TAMRA?
More often than not these days, you watch the evening news and hear of another workplace violence incident involving a fatal shooting or a violent act against an employee. These acts of violence generally come without warning. The FBI has corroborating data that shows the incidence of active shooters has risen over the past 20 years. The scary thing about these occurrences is that you never know what is going to set someone off.According to OSHA, "Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide."
As a business owner or Managing Partner with a large corporation, you want to trust your employees, and this includes upper management, as well. You interviewed, tested, and helped train the best candidate available who eventually became a part of your business. After roughly 16 months, you find yourself looking at a case of Occupational Fraud. How did this happen? Oversight. Weak internal security accounts for almost half of the fraud instances.
According to the "Report to The Nations: 2018 Global Study on Occupational Fraud and Abuse," publication, 2,690 real cases of occupational fraud were reported from 125 countries in 23 industry categories with $7 billion total losses. Small businesses generally suffer the brunt of monetary losses in an approximate period of 16 months per case. Employers need internal controls and a trained resource for prevention. An internal audit is generally a good place to start and this can be done by an independent third-party source such as Stellaris Group Human Resources in Roswell, Georgia, by a CPA firm, or by management.