As a business owner, manager, or supervisor, there are times when we have to do one of the most unpleasant duties of the job: terminating an employee. When poor performing employees who can’t or won’t improve, it affects a company’s bottom line and may require termination. Firing an employee is a stressful situation for everyone involved. It’s not an easy thing to do or to experience. It can be a little more comfortable for everyone with proper preparation and with the following best practices for termination.
Entrepreneurs and small business owners face the challenge of juggling business operations with managing their workforce. They must keep an eye on employee engagement because they need highly engaged employees to build their businesses. Gallup’s “State of the Global Workplace” report shows employee engagement is declining, making it very important to pay attention to engagement even if there are no funds for it. Read on to see how to increase employee engagement for free.
How successfully are you on-boarding your new employees? The experience new employees have when they start working for your company can have long-lasting effects on performance, engagement, and retention. According to the Society for Human Resource Management (SHRM), more than a quarter of U.S. workers go through career transitions each year.
SHRM reports that half of all hourly workers don’t last in new jobs past four months, and half of senior outside hires fail before their two-year anniversaries. It’s well worth it for employers to make the on-boarding process as efficient and productive as possible to welcome new employees and give them the tools they need to start contributing.
Paying your employees with an accurate and timely process is important to keep your company in compliance with local, state, and federal employment and tax laws. The wage and hour data you collect must be verified and entered correctly. Your pay period must be defined and your employees must be properly classified. Here are three ways you can keep your payroll running smoothly to support your workforce.
Is your company in compliance with form I-9 regulations? What would you do if faced with an I-9 audit? Employers and HR professionals involved in hiring and on-boarding new employees work with the Employment Eligibility Verification I-9 form, the U.S. Citizenship and Immigration Services form used to verify employee identity and establish U.S. employment eligibility. There are very specific rules and regulations for the use of this form that are outlined in the M-274 Handbook for Employers. Failing to properly complete, retain, and/or make available for inspection form I-9 as required by law may incur penalties of $110 to $1100 for each violation. Can you afford to be out of compliance?
Here are three important compliance issues you need to know about I-9 forms: