Managing employees has never been easier with the introduction of online time tracking. Managers no longer have to wonder where employees are or what they are doing– all information is available in real-time. Tracking location using GPS is one of the most significant features of employee tracking that employers take advantage of. This data can tell an employer exactly where an employee is working and when they are working. For instance, an employers can determine if an employee clocked in at the office, from the local Starbucks, or even from home. Employers also use GPS tracking to capture miles driven in company-owned or personal vehicles. The data collected is easy to obtain and gives employers transparency, but is it legal?
HR, Payroll, and Employee Management Tips for Small Business Posts
The California Fair Employment and Housing Act protects employees from unlawful practices and harassment. Since 2005, the act required employers with at least 50 employees to provide at least 2 hours of training and education regarding sexual harassment and abusive conduct. With the rise of the #MeToo movement in 2018, Senator Holly Mitchell proposed bill 1343, requiring that all employers with 5 or more employees provide training and education. This bill’s purpose was to prevent harassment and abusive behavior in any size business altogether. Since bill 1343’s passing, employers are required to provide sexual harassment and abusive conduct training by January 1, 2020. Here’s everything you need to know:
Your company’s culture can say a lot about your business. Company culture is the environmental personality that your employees work in. This includes the company mission, values, ethics, relationships, organization, and goals. This can be very important to your business’ success. In fact, Deloitte’s study found that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success. When your employees understand your business structure, values, and strategy, they can work together towards company goals.
If you’re familiar with the hiring process, you know how long it takes to find a good candidate for an open position. Can you really be sure that this person is right for the job? Although someone you hire may seem like the perfect fit, there is no guarantee that they will perform the way you expect. This is why most companies implement a probation period after hiring an employee. A probationary period is a time to assess whether or not your new hire (or newly promoted employee) is a good fit for the position. This also allows the employee to see whether or not they like the new job. The probationary period typically lasts around 3-6 months, depending on the company.
Lawmakers made changes in Washington D.C. effective July 1st that may affect your business. First, minimum wage in D.C. increased due to the Fair Shot Minimum Wage Amendment Act of 2016. Additionally, the DC Office of Paid Family Leave (OPFL) made changes to the program. Here’s what you need to know:
Independence can be a scary word for an employer. Employers may think that independence means that you must give up control. This can cause discomfort because employers are placing the company’s growth in someone else’s hands. Although letting go can be a daunting task, this can really help your business. Independence can be a great asset to your company, bringing creativity and revenue. When you give your employees the freedom and ability to do things in their own way, they will grow creatively and will feel the empowerment they need to move forward. Here’s how you can give employees independence without losing control of your business:
We have written about time off and holiday leave a lot on this blog. With the 4th of July upon us, we thought it would be beneficial to create a holiday guide just for you. When holidays come around, employers may wonder how to handle various situations that may come up between their company and their employees. Are you following the law? Are you doing what other businesses are doing? Since the Fair Labor standards Act doesn’t require an employer to pay for any vacation or holidays, you may be left wondering not just what to do, but what you should do.
Employees and employers typically establish holiday benefits in an agreement. This is usually in the form of an employee handbook. This means that employers have flexibility to design a PTO policy that works best for the company, but it also leaves many questions unanswered. We hope you find the articles below helpful and informative.