everythinghr

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Find out how we can help you! https://www.turningpointhcm.com/

Training and Policies are keys to preventing these types of issues in your business. https://www.turningpointhcm.com/

What if communication apps were down for an extending period of time? https://www.turningpointhcm.com/

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How could this strike affect your business? https://www.turningpointhcm.com/

Release the "Pressure Valve" that builds in business owners whenever day to day HR Issues pop-up. https://www.turningpointhcm.com/

Business owners are affected, Fractional's are affected, Business Coaches are affected and Solopreneur's are affected https://www.turningpointhcm.com/

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SIMON always asks..."What's Your Why?" We believe it is all a Transfer of Risk. https://www.turningpointhcm.com/

Have you had an HR Risk Assessment with a score and actual report? https://www.turningpointhcm.com/

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Like any generation, there are good people and bad people. I have the pleasure of working with the good ones. Go and find them, train them, mentor them, and help them https://www.turningpointhcm.com/

If you can only pick one reason, what would it be? Please comment below. What do you use LinkedIn for? 1. Entertainment 2. Learning 3. To hear yourself speak (posting) 4. Networking 5. To market directly to your target audience https://www.turningpointhcm.com/

Thank you to all who have Liked, Commented, and Shared. We are always looking for new friends. Please Like, Comment and Share. TAG me on a post and I will do the same. Find out how we can help you! https://www.turningpointhcm.com/

Find out how we can help you! https://www.turningpointhcm.com/

Find out how we can help you! https://www.turningpointhcm.com/

Find out how we can help you! https://www.turningpointhcm.com/

Human Resources teams are either understaffed, non-existent, or more importantly the first to go when time are tough https://www.turningpointhcm.com/

HR SUPPORT- Right Resource, Right Amount of Time, and Right Price https://www.turningpointhcm.com/

This is Rick Maher, CEO, and Visionary of Turning Point Human Capital Management. I would like to introduce to you our Recruiting and Talent Acquisition System. This is our premier recruiting service for any First or Second Generation Family business, which has between 25 and 400 employees.

❓❓❓ Question of the week: Lately, a client noticed employees using wearable devices while working. They have a policy that limits personal cell phone use at work. Can they expand that to include wearables like smartwatches? 🟢🟢 Answer: Yes, you can expand your policy to include wearables or other smart devices that might cause distractions to your employees while they are working. Here are a few things to consider when revising your policies: 📱 Focus your policy on the employee’s actions and not the technology itself. If your policy is written broadly enough to keep up with evolving technology, you won’t need to update it to account for every new kind of device. 📱 Address how mobile devices may affect workplace safety, customer service, productivity, and security. Employees may be more receptive to limits on their use of personal devices if they understand the reasons for it. 📱 Allow devices to be used during break and meal periods. Employees should be allowed to use their devices when they're not working, as this time must be their own to satisfy wage and hour laws. 📱 Smartwatches have health and fitness features, so there may also be reasonable accommodations implications under the Americans with Disabilities Act (ADA). For example, an employee might use a smartwatch to keep an eye on their heart rate or respiration. Learn more about the ADA on the platform. 📱 You can prohibit the use of devices that may be distracting while employees are working, especially if there are safety issues. Employees can be expected to give their undivided attention to the work you pay them to perform, and if that means smart devices need to be turned off or put away, you’re entitled to make this request. 📱 You should consider whether employees need to be reachable during the day for emergencies (like most parents). If your workplace doesn’t have a central line or a way for employees to be reached directly, it may be unreasonable to require that phones or devices be turned completely off. 📱 While you can ask that wearable devices be turned off or put away, you may want to instead limit what employees are doing with their smart devices (e.g., texting). Many people use smartwatches for telling the time, and if their phones are also put away, they may not have another way of getting that information, which could ultimately affect productivity. 📱 You could also opt to allow limited use when employees are working. For example, a non-customer-facing employee may be able to use headphones and their mobile device to listen to music while completing their work. Find out how we can help you! https://www.turningpointhcm.com/ **Disclaimer: The Question of the Week does not constitute legal advice and does not address state or local law.

❓❓❓ Question of the week: An employee let us know their paycheck was short. Can we wait to pay the difference on their next check? 🟢🟢 Answer: Don’t wait. If the employee was underpaid, it is in your best interest to pay the employee the difference immediately. Wages are due on the regular payday for the pay period covered, as required by the Fair Labor Standards Act. State law may apply as well. When an error occurs and results in an underpayment, the employer is technically in violation of the law, even if it was a system error or caused by an employee's timekeeping mistake. Find out how we can help you! https://www.turningpointhcm.com/ **Disclaimer: The Question of the Week does not constitute legal advice and does not address state or local law.

Get to know Turning Point HCM's CEO/Visionary, Rick Maher! In this video, Rick will discuss what the company does, who we can help, and what we can help with! Contact us today to get started! https://www.turningpointhcm.com/

❓❓❓ Question of the week: A new employee told coworkers that she received a signing bonus. Now they’re upset, saying they’ve been here longer and haven’t gotten anything extra. What should I do about this situation? 🟢🟢 Answer: First, don’t reprimand the new employee who shared her salary information. Discussing pay is a protected concerted activity under the National Labor Relations Act. You can read about this law and what protections it provides to employees on the platform. Second, it may be worth thinking about why you offer signing bonuses but not retention bonuses, and whether you can afford to do both. If you’re offering sign-on bonuses because it’s hard to hire right now, realize that not offering matching retention bonuses may ultimately lead to more open positions if your long-term employees decide to leave over these kinds of inequities. Additionally, be aware that offering one type of bonus but not the other could create pay disparities between employees who do similar work, which could expose you to discrimination and pay equity claims. Third, be transparent about pay decisions as appropriate. Sharing your reasoning with employees can provide clarity and understanding, helping to prevent surprises and speculation. Find out how we can help you! https://www.turningpointhcm.com/ https://www.turningpointhumanresources.com/ask-liv **Disclaimer: The Question of the Week does not constitute legal advice and does not address state or local law.