David McArthur’s Post

Strategic onboarding is key to setting your new hires up for long-term success and retention. From detailed job descriptions to ongoing support and feedback, every step counts. Check out our latest blog for tips on optimizing your onboarding process. https://hubs.la/Q02tBh5c0 #payroll #hr #EmployeeExperience #Success #NewHires #EmployeeRetention #OnboardingSuccess #HRStrategies

How Often Should an Employee Handbook be Reviewed? Reviewing an employee handbook is important to ensure it remains current and compliant with relevant laws, regulations, and company policies. There's no one-size-fits-all answer to how often it should be reviewed, as the frequency can depend on factors such as changes in laws, regulations, company policies, and industry standards. However, here are some general guidelines: Annual Review: It's a good practice to conduct a comprehensive review of the employee handbook at least once a year. This allows you to incorporate any updates to employment laws, regulations, or company policies that may have occurred during the year. Trigger Events: Certain events may trigger the need for an immediate review of the employee handbook. These events could include changes in employment laws or regulations, significant changes in company policies or procedures, or legal challenges related to employment practices. Periodic Checks: In addition to annual reviews, consider conducting periodic checks of the handbook to ensure that it remains accurate and relevant. This could involve quarterly or semi-annual reviews to catch any minor updates or revisions that may be necessary. Employee Feedback: Soliciting feedback from employees can also be valuable in identifying areas of the handbook that may need review or clarification. Employees may notice inconsistencies or ambiguities that could be addressed during the review process. Legal Counsel: Consulting with legal counsel periodically can help ensure that the employee handbook remains compliant with relevant laws and regulations. Legal counsel can provide guidance on any changes that may be necessary to address new legal developments. Training and Communication: Whenever the handbook is updated, it's important to communicate these changes to employees and provide any necessary training on updated policies or procedures. This helps ensure that employees are aware of their rights and responsibilities. By conducting regular reviews of the employee handbook, you can help ensure that it remains an effective tool for communicating company policies, procedures, and expectations to employees, while also helping to mitigate legal risks associated with non-compliance.

Offboarding is a critical process in managing an employee's exit from an organization. It involves various steps aimed at ensuring a smooth transition for both the departing employee and the company. Here's a brief overview of the typical offboarding process: 1. **Notification and Documentation**: - Termination initiation by either the employee or employer. - Submission of a formal resignation or termination letter. - Scheduling of an exit interview. 2. **Knowledge Transfer**: - Handover of duties and responsibilities to colleagues or successors. - Documentation of ongoing projects and tasks. 3. **Administrative Tasks**: - Updating HR systems and records. - Processing final payroll, including any owed vacation or severance pay. - Revoking access to company systems, networks, and email accounts. - Collecting company property like laptops, ID cards, and keys. 4. **Exit Interview**: - Conducting an exit interview to gather feedback on the employee’s experience and reasons for leaving. - Addressing any concerns or issues the employee might have had. 5. **Benefits and Legal Compliance**: - Informing the employee about the continuation or termination of benefits, such as health insurance. - Ensuring compliance with legal requirements, like providing necessary documentation for unemployment benefits. 6. **Communication**: - Notifying relevant departments and team members about the departure. - Communicating the employee’s departure to clients or external partners, if necessary. 7. **Post-Departure**: - Monitoring the transition period to ensure smooth continuity of work. - Maintaining a positive relationship with the departing employee for future networking or rehiring possibilities. The ultimate goal of the offboarding process is to manage the departure professionally and respectfully, fostering positive relations and minimizing disruption to the organization. #Offboarding #humanresources

How Often Should an Employee Handbook be Reviewed? Reviewing an employee handbook is important to ensure it remains current and compliant with relevant laws, regulations, and company policies. There's no one-size-fits-all answer to how often it should be reviewed, as the frequency can depend on factors such as changes in laws, regulations, company policies, and industry standards. However, here are some general guidelines: Annual Review: It's a good practice to conduct a comprehensive review of the employee handbook at least once a year. This allows you to incorporate any updates to employment laws, regulations, or company policies that may have occurred during the year. Trigger Events: Certain events may trigger the need for an immediate review of the employee handbook. These events could include changes in employment laws or regulations, significant changes in company policies or procedures, or legal challenges related to employment practices. Periodic Checks: In addition to annual reviews, consider conducting periodic checks of the handbook to ensure that it remains accurate and relevant. This could involve quarterly or semi-annual reviews to catch any minor updates or revisions that may be necessary. Employee Feedback: Soliciting feedback from employees can also be valuable in identifying areas of the handbook that may need review or clarification. Employees may notice inconsistencies or ambiguities that could be addressed during the review process. Legal Counsel: Consulting with legal counsel periodically can help ensure that the employee handbook remains compliant with relevant laws and regulations. Legal counsel can provide guidance on any changes that may be necessary to address new legal developments. Training and Communication: Whenever the handbook is updated, it's important to communicate these changes to employees and provide any necessary training on updated policies or procedures. This helps ensure that employees are aware of their rights and responsibilities. By conducting regular reviews of the employee handbook, you can help ensure that it remains an effective tool for communicating company policies, procedures, and expectations to employees, while also helping to mitigate legal risks associated with non-compliance.

Prior to offboarding an employee, make sure you are adhering to any legal requirements. This can mean making sure the employee is not leaving due to a discriminating reason or as the result of something that could be construed as an employment violation later. #Employees #Offboarding #HR

Effective onboarding is an essential part of any successful organization. Here are a few ways to make sure you are doing the things necessary to ensure a successful onboarding experience. #AllianceHCM #HRIS #Onboarding #onboardingexperience #Success #Payroll #HR

There are many people who are asking About HR and their responsibilities and tasks. Now, I’m sharing some of the important roles of HR in the Organization. Human resources (HR) is a critical function within any organization, responsible for a wide range of activities that support the workforce and ensure the organization runs smoothly. Here are some key HR responsibilities and their associated tasks: 1. Recruiting Objective: Attract and hire the best talent to meet the organization’s needs. Tasks: - Job Analysis and Posting: Creating job descriptions and posting them on various platforms. - Sourcing Candidates: Using job boards, social media, and recruitment agencies to find potential candidates. - Screening Resumes: Reviewing applications to shortlist candidates for interviews. - Interviewing: Conducting interviews to assess candidates' skills, experience, and cultural fit. - Job Offers: Extending job offers and negotiating terms of employment. 2. Onboarding Objective: Integrate new employees into the organization smoothly and efficiently. Tasks: - Orientation Programs: Introducing new hires to the company’s culture, policies, and colleagues. - Training and Development: Providing initial training to help new employees understand their roles and responsibilities. - Paperwork and Documentation: Ensuring all necessary employment forms are completed, such as tax forms and benefits enrollment. - Mentorship Programs: Pairing new hires with mentors to help them navigate the organization. 3. Payroll Objective: Ensure employees are paid accurately and on time. Tasks: - Salary Calculation: Calculating wages, bonuses, overtime, and deductions. - Payroll Processing: Managing payroll software and ensuring timely payment. - Tax Compliance: Withholding and remitting payroll taxes to appropriate agencies. - Benefits Administration: Handling employee benefits such as health insurance, retirement plans, and other perks. - Record Keeping: Maintaining accurate payroll records for compliance and auditing purposes. 4. Compliance Objective: Ensure the organization adheres to all relevant laws and regulations. Tasks: - Policy Development: Creating and updating company policies to comply with labor laws and regulations. - Training: Conducting compliance training on topics such as workplace safety, anti-discrimination, and harassment prevention. - Audits and Reporting: Performing regular audits to ensure compliance with laws and preparing necessary reports for regulatory bodies. - Employee Relations: Addressing employee grievances and ensuring fair treatment in accordance with the laws. HR departments often handle additional responsibilities, including employee engagement, performance management, and organizational development. Each of these areas plays a crucial role in maintaining a productive, compliant, and positive workplace.

🤝 Employee Onboarding 🤝 The onboarding process is a critical stage in the employment lifecycle, as it is the first opportunity for a business to introduce its new employees to its culture, values, and expectations. Effective onboarding sets the foundation for a positive employee experience and can have a significant impact on employee retention, productivity, and engagement. An effective onboarding process can also help businesses mitigate legal and compliance risks. By providing new employees with the necessary training and information, businesses can ensure that their employees are aware of company policies and procedures and understand their responsibilities under the law. This can help to reduce the risk of legal or compliance-related issues, such as discrimination, harassment, or workplace safety violations. Good news - at Robinson Ralph, we have some cost effective resources that can help! THE HUMAN CONTRACT The human contract is an employment contract which, whilst being legally compliant, is written in a warm and welcoming way, which assures each employee that they will be treated as a person rather than just a payroll number. Why not start as you mean to go on? If your employment contracts are legalistic, impersonal and need a bit of a refresh, click this link to find out more about the human contract and how it could help your business: https://lnkd.in/eKV8xtSH RR EMPLOYMENT LAW ESSENTIALS Our employment law essentials series of taster webinars go back to basics, covering 12 all-important aspects of employment law, including managing sickness absence, grievances, discrimination and victimisation and many more! Great for giving an introduction to (or refresher of) employment law, why not use them as part of your onboarding process? Each series of 6 webinars is just £50.00 plus VAT, or you can purchase both series for just £90.00 plus VAT. Click this link to find out more: https://lnkd.in/eedXCvhf #employeeexperience #employeeonboarding #employment #employmentlaw #employers #employmentlawyer #humanresources #hr #employmentcontracts

🤝 Employee Onboarding 🤝 The onboarding process is a critical stage in the employment lifecycle, as it is the first opportunity for a business to introduce its new employees to its culture, values, and expectations. Effective onboarding sets the foundation for a positive employee experience and can have a significant impact on employee retention, productivity, and engagement. An effective onboarding process can also help businesses mitigate legal and compliance risks. By providing new employees with the necessary training and information, businesses can ensure that their employees are aware of company policies and procedures and understand their responsibilities under the law. This can help to reduce the risk of legal or compliance-related issues, such as discrimination, harassment, or workplace safety violations. Good news - at Robinson Ralph, we have some cost effective resources that can help! THE HUMAN CONTRACT The human contract is an employment contract which, whilst being legally compliant, is written in a warm and welcoming way, which assures each employee that they will be treated as a person rather than just a payroll number. Why not start as you mean to go on? If your employment contracts are legalistic, impersonal and need a bit of a refresh, click this link to find out more about the human contract and how it could help your business: https://lnkd.in/eKV8xtSH RR EMPLOYMENT LAW ESSENTIALS Our employment law essentials series of taster webinars go back to basics, covering 12 all-important aspects of employment law, including managing sickness absence, grievances, discrimination and victimisation and many more! Great for giving an introduction to (or refresher of) employment law, why not use them as part of your onboarding process? Each series of 6 webinars is just £50.00 plus VAT, or you can purchase both series for just £90.00 plus VAT. Click this link to find out more: https://lnkd.in/eedXCvhf #employeeexperience #employeeonboarding #employment #employmentlaw #employers #employmentlawyer #humanresources #hr #employmentcontracts

Essential HR Documentation: Critical Guidelines and Best Practices Monday, January 8, 2024 1:00 pm - 2:30 pm Eastern Time Register for Live Webinar: $299 https://lnkd.in/eu2du2fB Register for Live Webinar Plus Recording Download: $349 Special Feature: If you register for this webinar and cannot attend, you will be able to access a one-time instant replay without charge for up to 90 days after the date of the webinar. Bonus for Each Registrant: The webinar speaker will answer one written question that you may submit by email within one week after the webinar.  Description This 90-minute webinar willl cover the key HR-related documents that every organization needs to insure legal compliance. Attorney Dr. Jim Castagnera will discuss key documents pertaining to hiring, terminations, disciplining, leave, accommodations, workers’ compensation, and more. Join us to learn: What are the required documents for every employee, from hire to termination Best practices to ensure the accuracy of employee records and forms Sample documents: resources to ensure compliance requirements are met Where HR documents should be stored and who should have access How to keep up with changing federal and state-level requirements Managing key documents: ACA, workers’ comp and more Agenda Compliance Guidelines for Employee Documents & Forms Checklist of required annual forms Correct and timely completion of Forms W-4 and I-9 A review of the completion of Family Medical Leave forms Handling requests for accommodations under the ADA Which documents should be given at an employee’s termination Creating effective job descriptions and offer letters HR Document & Forms Best Practices Steps to ensure employees provide accurate information When and how often employee policies should be reviewed Where to go for sample wording for forms and documents Additional considerations for a multi-state employee workforce Where documents should be stored and for how long What should be included in COVID (and other) vaccine requirement forms A look at what’s recommended to include in the employee handbook