HR has changed dramatically in the past decade, evolving from a focus on information storage to a more strategic process that involves everything from operational management to recruitment to workflow optimization and more. The expectations placed on Human Resource teams to handle all of the new demands are high. And if your business is still using legacy HRIS systems, they may be impossible to consistently meet.
It’s one of the great juggling acts company owners, managers and HR professionals have to perform every year: assembling a time-off calendar that satisfies each employee, while ensuring day-to-day operations carry on without a hitch. Regardless of the size of your company, it’s easy to drop the ball by allowing too many vacations at once or not having policies in place regarding seniority, rollover time, or blackout dates (to name a few). Here are some time-off management tips to keep your company culture up and your stress levels down:
You’re in business because you care deeply about the products or services you provide to your customers or clients. And if you’re like 99 percent of business owners, you also do it to make money, and to ensure that next year is more profitable than this year. Smart business owners and HR managers know that one of the keys to success is keeping a sharp eye on expenses, and employees – both in terms of their time and their productivity.
Summer in the city might actually feel a lot cooler this year, thanks to a new law that gives workers in the City of New York more flexibility in their work schedules. Specifically, a new law that takes effect on July 18, 2018, will permit workers to make temporary work schedule changes to accommodate qualifying personal events.
Selecting a quality payroll provider is one of the most important decisions a business owner will make. There are multiple ways to go about it: You can thumb through the phone book; search online; get a recommendation from your accountant; or pick a payroll company at random and hope for the best.
It’s one of the oldest tricks in the book: An employee gets to work late, wants to clock out early or is a total no-show and recruits a co-worker to punch in or out for him or for her. It’s a sneaky way to get paid for work not done and solicit a co-conspirator to help make it happen — all while employers are left holding the bag. “Buddy punching,” as the practice is known, costs businesses millions of dollars annually, both in wages paid for non-existent workers, and in lost productivity. Not only that; buddy punching is considered in many cases to be fraud. It’s a crime, and it’s a bona fide punishable offense.
If you’re running a business it can sometimes seem like you’ve got a revolving door at the entrance. People come and people go at all hours, and it’s virtually impossible to keep track of who’s arriving and who’s leaving, and for how long they’ve been gone. Monitoring the comings and goings of your staff could translate to a full-time job in itself!