Laina’s Blog

Jul 8th, 2009 | By drmolaski | Category: Blog,

The IQuack Test.

So, now you are thinking you can handle this HR stuff. It’s not so hard. Just to test yourself read through the three questions below and determine if all your HR ducks are in a row.
1.     Do you have written policies that govern your employees?
2.     Do your employees consistently meet your expectations?
3.     Do you feel comfortable with labor laws and unemployment risks?
Do you still feel comfortable with your ability to manage HR and how you handle employee issues?
DID YOU KNOW?

 

  • Almost ten percent of all job applicants have criminal records, while almost five percent will test positive for illegal drugs, and a whopping thirty percent lie about their past employment.
  • Almost half of job applicants are found to have unreported DMV information.
  • Millions of dollars get paid out in awards for harassment and other legal claims against employers every year.
  • Hiring an illegal alien can result in fines ranging from $250 to $10,000 and the potential loss of a business license for the next 10 years.
  • Employment “At Will” doesn’t necessarily mean an employee can be fired without just cause and documentation.
  • The cost of recruiting, hiring, and training a new low level employee is often equal to a minimum 30% of his or her salary.
  • The cost of recruiting, hiring and training a new mid to upper level manager can equal 100% – 300% of his or her salary (depending on skill level).
  • Of those who would rate their manager’s overall performance as poor, almost half said they would leave in the first year.
  • Employers can be liable for the actions of their employees and most employees claim to not know what is expected of them! It’s still the employers responsibility.
  • Employees can file for unemployment – and win! – even if they committed a serious offense if there is no documented expectations or reprimands in their files.
  • Most managers become managers because they are good technicians – not good people managers!

If you are still confident after reading these stats then feel free to give this book away. If you are somewhat nervous continue reading and learn how to prevent your business from becoming a statistic.

Laina Molaski

 

 

 

 

 

 

 

Follow actual procedure not prodecure on Twitter.

Jun 23rd, 2009 | By drmolaski | Category: Blog | Edit

Do you know what the Ledbetter Act is and how it could affect your business?

Basically the Ledbetter Fair Pay Act states that a compensation discrimination charge has to be filed within 180 days of the discriminatory pay-setting decision, or 300 days in areas that have a state or local law prohibiting the same. Seems easy enough right? Taking it at face value, yes it is simple, however, as a HR professional I strongly recommend that if your business does not have a compensation policy and guidelines in place that you get one. It will protect you from any potential issues that may arise.

Whether you have a few employees or hundreds it is imperative that you follow a procedure that stays consistent throughout your organization.

Laina Molaski 

Seafood is the only thing you want fresh off the boat.

Apr 21st, 2009 | By drmolaski | Category: Blog, Management | Edit

Immigrants are a large part of today’s workforce and let’s be honest they do a lot of jobs the rest of us don’t want to do and can often be inexpensive labor. However, you must have the proper documentation in place, primarily a valid and verified I-9 form, to be in compliance with Immigration & Naturalization regulations.

 

You need to start using the new I-9 for your employees! I had a lot of response from folks who were unclear as to if they actually needed I-9’s or how this whole thing worked. So I thought I would try to shed some light on what all the fuss is about pertaining to I-9’s based on the questions that have been coming in to my office.

 

Question #1- Are all employers required to have this on file for employees?

YES, all employers are required to have completed I-9 forms on file for all employees. This document must be filled out within 3 days of starting employment. This is to verify the employee has the right to work in the US.

 

Question #2 – But I only have one employee do I still need to fill it out?

In case you didn’t read the answer to question #1, YES, all employers are required to have completed I-9 forms on file for all employees. These forms are required whether you have one employee, 1,000, or 1,000,000 (unless the employee was hired before November 7, 1986 or is an independent contractor). There are a few other caveats that apply but we won’t go in to those.

 

Question #3 – Does the government really care if my I-9’s are filled out correctly

The I-9 form can be confusing so read the directions thoroughly.  The following can result in fines:

Incorrect I-9s

Knowingly hiring illegal immigrants (and can lead to jail time)

 

Question #4 – What if my employee doesn’t have the right identification?

Please see question #3!

These are just a few main points. In 2007 more than $30 million in fines was assessed as a result of enforcement.  Efforts to target employers who knowingly hire illegal aliens have significantly increased and this is not the area in your business in which to take risks. 

 

Don’t think you skate under the radar because you don’t have a large workforce, or hire few immigrant employees.  Investigations can be triggered by an employee complaint and all it takes is one unhappy employee to make your life miserable.  During the investigation the burden is on employers to produce completed I-9 forms and supporting documentation.  INS agents will be looking for problems and while paperwork fines may not be huge, the process is a hassle