Posts tagged ‘compliance’

Punk Rock Pixie Strikes Again

My favorite HR blogger by far is Laurie Ruettimann of Cynical Girl fame.

Today she talks about avoiding HR.  She’s right.  By the time you get to HR, things have often gone too far to fix.  And HR people really don’t want to manage your employees for you.   We’re happy to teach you how to manage better, hear your ideas for solving problems, and help you with your management strategy.  But, we don’t want to do your job for you.

HR’s true function should be focused on workforce planning based on company goals.  We are advisers, coaches, and yes, enforcers.  But we hate the enforcing part.  We’d rather help you prevent the pain in the first place – which explains why we get cranky when you want us to clean up your mess.

So, check out Laurie’s tips for avoiding HR.  They might change your world.  Or at least your day.

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January 29, 2013 at 12:49 pm

Dealing with Politics at Work

This election year is jam-packed with topics that are close to our emotions: healthcare reform, education, same-sex marriage… things that will directly affect our everyday lives.  While we want people to actively discuss and participate in the political process, how do we keep things from getting overly distracting in the workplace?

Fisher & Phillips has two articles out this week that give some great guidelines for the workplace.  And, that clarify some points of free speech that I bet you weren’t aware of.

My quick tips are:

  • Understand both employee and employer rights and boundaries
  • Have a clear policy and educate your employees
  • Focus on work at work
  • Err on the side of caution

When in doubt about a specific situation, contact your attorney.

October 2, 2012 at 12:11 pm

Compliance Notice – Seattle Paid Leave Law

Employees working in Seattle?  This post is for you.  If you have at least one employee working at least 240 hours in a calendar year, you will have to begin complying with the City of Seattle’s new leave law.  The law takes effect on September 1st.

Here are a few highlights:

  • All employers with Seattle employees – regardless of company location – need to comply
  • Employers with all-inclusive PTO plans don’t have to provide additional leave.  (although plans without carryover options might need to adjust)
  • Employers need to post a notice to employees of their rights under the law (a poster should be available prior to Sept, check the Seattle site)

Here is the accrual rate chart.  If your PTO plan already offers at least this much time, you won’t need to change your accruals.

Employer Size Accrual Rate Based on Hours Worked within Seattle, Beginning on First Day Worked Maximum Hours
5-49 full-time employees 1 hour leave for every 40 hours worked 40
50-249 full-time employees 1 hour leave for every 40 hours worked 56
250+ full-time employees 1 hour leave for every 30 hours worked 72

 

Our Resource page has links to both the Regulations and the FAQ sheets.  The FAQ also includes contact information for questions regarding implementation.

Jackson Lewis LLP wrote an excellent article about the law on their blog here.

 

 

 

 

August 14, 2012 at 1:45 pm


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