HR experts

April 20, 2016

From the HR Experts: Job Descriptions

Job Descriptions Question: Why are job descriptions important? Answer: Job descriptions serve a variety of purposes for both managers and employees, including: Helping managers explain the key functions of the position when interviewing applicants and/or orienting new employees Providing employees and their supervisors with additional information to support developing performance and work objectives Guiding compensation bench-marking and organizational design decisions by comparing similar levels of job duties and incumbent requirements for knowledge, skills and abilities Improving employee performance by measuring performance with the stated duties and responsibilities of the job Providing employees with clear definitions of job requirements and expectations for enhanced employee development Guiding employees, their medical practitioners and management through decisions relating to potential workplace accommodation discussions Giving management a more organized and defensible basis for human resources decisions
April 6, 2016

From the HR Experts: Employees And FMLA Rights

Employees and FMLA Rights Question: An employee notified his employer of a serious health condition that would require him to be out of office for some time. The employer took it as a notice of resignation and processed. A week later, the employee indicated that he wanted to go on FMLA, not resign. How should the employer proceed? Answer: The Family and Medical Leave Act (FMLA) regulations state that once an employer has been notified or has knowledge of an employee’s serious health condition, the employer is required to inform the employee of his rights and responsibilities under the FMLA. The employee does not have to specifically ask for an FMLA leave – it is up to the employer to determine eligibility and advise the employee accordingly. Additionally, if an employee has a condition that qualifies as a disability under the American with Disabilities Act, the employer has a strict responsibility to work with the employee and his medical provider […]
March 9, 2016

HR Tip: Mindfulness Replacing Multitasking

One of the buzzwords of the hour is “mindfulness” – being focused and fully present in the here and now. Employers such as Google and General Mills offer classes on it, as do several prominent business schools. Proponents argue that substituting mindfulness for multitasking reduces stress and increases productivity. The barrage of information and demands from digital and non-digital resources is endless. It’s easy to see the relationship to safety and accidents; a worker who trips and falls while talking on a cell phone can be a costly injury. Neurologist Dr. Romie Mushtaq says the physiological benefits of clearing away distractions and living in the moment have been documented in many scientific and medical studies. Mindfulness enhances the brain’s efficiency, creativity and sharpness, whereas multitasking depresses the brain’s memory and analytical functions and reduces blood flow to the part of the right temporal lobe, which contributes to creative thinking. She offers these tips for practicing mindfulness in a multitasking world: […]
February 17, 2016

FMLA and Serious Health Condition for a Spouse

From the HR Experts and UNICO HR Solutions: Question: How do we certify a serious health condition for a spouse who is pregnant and not our employee when the husband seeks leave under the Family and Medical Leave Act (FMLA)? Answer: An employer may require that the need for leave for a serious health condition of the employee or the employee’s immediate family member be supported by a certification issued by a health care provider. Both the mother and father are entitled to Family and Medical Leave Act (FMLA) leave for the birth of their child and to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth. A husband and wife who are eligible for FMLA leave and are employed by the same covered employer may be limited to a combined total of 12 weeks of leave during any 12-month period if the leave is taken for birth of the employee’s son […]
January 13, 2016

Understanding Work Comp Can Help You Lower Costs

Control Workers’ Compensation Costs Understanding how it works could save you money: For many companies, workers’ compensation insurance is a necessary evil that is often ignored and left uncontrolled. It is viewed as a commodity which is a mistake. By ignoring this major business expense, you may experience increased premiums or the inability to obtain a policy from a standard carrier. The resulting financial impact on your business could include price increases to consumers, the inability to offer competitive wages, or a reduction in operations. To control your costs, it’s important to have a clear understanding of what workers’ compensation is and what role you play in the process. It also helps to work with a broker that has the knowledge, tools and resources to help you improve your work comp program. A No-Fault System Workers’ compensation is a no-fault system established under individual state law that provides medical and wage loss payment to employees injured in the course and […]
October 28, 2015

Prospective Employee Background Checks

Question: May an employer perform a background check on prospective employees? If so, when? Answer: Background checks are permitted; however, in general, they should not be completed before an employer has made the employee an offer of employment. Background checks provide employers with the means to verify the accuracy of information provided by a job applicant as well as gain other information about an individual that is relevant to employment. For example, a background check may verify previous employment, salary, education, and any of the following, as applicable: Military service records Driving records Credit records Social Security number Character references State licensing records Criminal records Employers may utilize a third party to collect background check information or personally gather information through computerized and posted public records, commercial databases, and Internet search engines. However, employers must ensure that any employed third party or Internet-provided information maintains strict compliance with federal and state laws. Working with a third party is highly encouraged […]
September 4, 2014

Common HR Mistakes Made By Smaller Companies

What Types of Mistakes Do Small Businesses Make Regarding Human Resources? Dealing with human resource issues can be challenging at times for any company but especially smaller companies. Quite often, smaller companies just don’t have the expertise or resources when it comes to making sure mistakes aren’t being made when it comes to handling employees. Management and business owners are focused on growth, customer relations, and being as profitability as possible. HR mistakes can cost companies a lot of money and many don’t realize they aren’t compliant or unaware what HR laws apply to them. It’s important that you make sure you avoid these common mistakes which can cost you a lot of time and money if they aren’t addressed properly. 1. Not Having An Employee Handbook – Employee handbooks are important for small companies too. A small business owner may not see a need for one to exist there are many reasons why one should. The employee handbook communicates […]
July 8, 2014

FMLA and Serious Health Condition for A Spouse

From the HR Experts and UNICO HR Solutions: Question- How do we certify a serious health condition for a spouse who is pregnant and not our employee when the husband seeks leave under the Family and Medical Leave Act (FMLA)? Answer- An employer may require that the need for leave for a serious health condition of the employee or the employee’s immediate family member be supported by a certification issued by a health care provider. Both the mother and father are entitled to Family and Medical Leave Act (FMLA) leave for the birth of their child and to be with the healthy newborn child (i.e., bonding time) during the 12-month period beginning on the date of birth. A husband and wife who are eligible for FMLA leave and are employed by the same covered employer may be limited to a combined total of 12 weeks of leave during any 12-month period if the leave is taken for birth of the […]
May 27, 2014

HR Tip: Mindfulness Replacing Multitasking

One of the buzzwords of the hour is “mindfulness” – being focused and fully present in the here and now. Employers such as Google and General Mills offer classes on it, as do several prominent business schools. Proponents argue that substituting mindfulness for multitasking reduces stress and increases productivity. The barrage of information and demands from digital and non-digital resources is endless. It’s easy to see the relationship to safety and accidents; a worker who trips and falls while talking on a cell phone can be a costly injury. Neurologist Dr. Romie Mushtaq says the physiological benefits of clearing away distractions and living in the moment have been documented in many scientific and medical studies. Mindfulness enhances the brain’s efficiency, creativity and sharpness, whereas multitasking depresses the brain’s memory and analytical functions and reduces blood flow to the part of the right temporal lobe, which contributes to creative thinking. She offers these tips for practicing mindfulness in a multitasking world: […]
January 16, 2014

From the HR Experts: Employees And FMLA Rights

Question: An employee notified his employer of a serious health condition that would require him to be out of office for some time. The employer took it as a notice of resignation and processed. A week later, the employee indicated that he wanted to go on FMLA, not resign. How should the employer proceed? Answer: The Family and Medical Leave Act (FMLA) regulations state that once an employer has been notified or has knowledge of an employee’s serious health condition, the employer is required to inform the employee of his rights and responsibilities under the FMLA. The employee does not have to specifically ask for an FMLA leave – it is up to the employer to determine eligibility and advise the employee accordingly. Additionally, if an employee has a condition that qualifies as a disability under the American with Disabilities Act, the employer has a strict responsibility to work with the employee and his medical provider in an “interactive process” […]
January 3, 2014

From the HR Experts: Job Descriptions

Question: Why are job descriptions important? Answer: Job descriptions serve a variety of purposes for both managers and employees, including: -Helping managers explain the key functions of the position when interviewing applicants and/or orienting new employees; -Providing employees and their supervisors with additional information to support developing performance and work objectives; -Guiding compensation benchmarking and organizational design decisions by comparing similar levels of job duties and incumbent requirements for knowledge, skills and abilities; -Improving employee performance by measuring performance with the stated duties and responsibilities of the job; -Providing employees with clear definitions of job requirements and expectations for enhanced employee development; -Guiding employees, their medical practitioners and management through decisions relating to potential workplace accommodation discussions; and -Giving management a more organized and defensible basis for human resources decisions. To learn more about UNICO HR Soutions visit HR and Safety Solutions