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Employer Survival Best Practice
- 1. Employer Survival The Single Best Employer Practice Sample from the Quick Start Employer Survival Series (8 minutes) Presented by Nona Halvorsen, SPHR www.HalvorsenHR.com
- 4. Doing this
- 5. You Could end up here
- 10. Confused?
- 15. For more on the presentation topic or another HR topic SIGNUP UP FOR A WEBINAR by emailing [email_address] or visit my website at www.HalvorsenHR.com
Hinweis der Redaktion
- Welcome to Employer Survival. This is a sample from one of my workshop series. It’s about the Single Best Employer Practice. This is Nona Halvorsen of Halvorsen Human Resources. I’m glad you’re taking a few minutes out of your busy schedule to try a sample from one of the workshops I give. The whole purpose of my one hour workshops is to teach busy business owners and managers quick easy techniques for dealing with employee issues.
- Before we go any further. Here’s my disclaimer. READ SLIDE
- READ SLIDE
- Employers are especially at risk when they are in denial. If you don’t do anything, because you think your not at risk or you think it will go away, it’s only a matter of time before something happens.
- READ SLIDE - Ending up in court could be devastating for a small employer. Labor law claims can leave a big mess and cost a lot of money to clean up. We often hear about multimillion dollar settlements against large corporations. A relatively small claim can be around $30k plus the legal costs, and it’s not covered by liability insurance. And $30K could put a small business out of business.
- We’re going to take some issues that employers ignore, because they’re too complicated to deal with. We’re going to break them down into something we can remember and implement. So, our goal today is READ SLIDE
- Here is some of the Federal part of the complex issues. These laws prohibit discrimination against all kinds of things like race, disability, age, etc.
- Here are more Federal laws. You can tell from the titles what type of discrimination they prohibit. Some of the Federal laws cover all employers and some apply to different size employers.
- Then we have state laws that overlay the Federal. Here are the Washington state laws as an example that make the legal issues even more complex. In Washington, the laws cover additional unlawful discrimination AND case law has determined that it doesn’t matter what size employer – NO EMPLOYER CAN DISCRIMINATE. You may live in state that has different laws that over lay federal, but basically the way it works is that you comply with the higher standard or the more stringent law.
- Are you confused yet? It can be VERY confusing, if you try to remember which laws apply to your business and which ones don’t.
- If you put all this together the safest course of action as an employer would be to not discriminate no matter how many employees and no matter what sate you’re in. To summarize the laws by unlawful considerations, I have Federal on the left and WA state on the right as an example. READ SLIDE Even in summary this is still pretty complicated, but boils down to not discriminating. So rather than worry as an employer about what you’re NOT supposed to do it’s easier to focus on what you should take into consideration NEXT SLIDE
- To simplify the employment process to it’s simplest terms, the only things you should take into consideration when making employment decisions are. READ SLIDE For example - If the job requires heavy lifting, don’t assume because an applicant is 5’3” 90lb female that she can’t to do it. I knew someone just like that, who ran a ranch by herself, fixed fences, threw around bales of hay, and shoed horses. Same thing with age, there are 80 year old marathon runners and 20 year old couch potatoes. So, don’t assume that age indicates physical fitness. If you really want to know if someone is fit you should send them for a fitness test. An example of business needs: If you’re hiring someone to just work weekends and an applicant can’t work on Saturday or Sunday, it doesn’t matter if it is for religious reasons. You don’t have to hire them and It’s not discriminatory, because you have a business need for weekend coverage. If you make employment decisions with these criteria you’ll greatly reduce your exposure to labor law claims.
- As an employer your survival strategy should be READ SLIDE
- Here is a list of some of the workshops I offer on the internet. READ SLIDE My goal is always to give busy employers processes that easy to understand and use.
- READ SLIDE