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HR Best Practices

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If you are a member of a human resources department or if your job includes personnel or HR related responsibilities, this seminar is for you. This seminar will be jam-packed with great ideas, best practices and proven strategies to help you successfully navigate through the sometimes turbulent waters of human resources. It will help you effectively and efficiently support your organization and be a reliable and professional advocate for your organization and its employees.

Veröffentlicht in: Business, Wirtschaft & Finanzen
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HR Best Practices

  1. 1. HR Best Practices Kimberly Brosnan December 14, 2011A Service Of: Sponsored by:
  2. 2. INTEGRATED PLANNING Advising nonprofits in: www.synthesispartnership.com • Strategy • Planning (617) 969-1881 • Organizational Development info@synthesispartnership.comA Service Of: Sponsored by:
  3. 3. Affordable collaborative data management in the cloud.A Service Of: Sponsored by:
  4. 4. Today’s Speaker Kim Brosnan HR Manager Edelstein & Company LLPAssisting with chat questions: Hosting:April Hunt, Nonprofit Webinars Sam Frank, Synthesis PartnershipA Service Of: Sponsored by:
  5. 5. HRBEST PRACTICES December 14, 2011
  6. 6. Personnel Records – Are you Compliant? Adopt a policy Ensure that your policy complies withapplicable laws Include where and when employees canreview or copy their files Specify who is authorized to inspectpersonnel records Audit personnel records
  7. 7. What Should Be Included? Performance Evaluations Medical /Insurance Records Resume EEO documents References Compensation Records Criminal/Credit Check Results College Transcripts Immigration I-9 Forms Application Worker’s Comp ClaimsLetters of Recognition Child Support/Garnishments
  8. 8. Employee Documentation Written documentation isimportant as ever Provides the best foundationagainst litigation Documents lock in your versionof events
  9. 9. Documentation Best Practices Provide details and specific examples of what employee did Link examples to company policy Be accurate – don’t exaggerate Make sure to date it Include next steps for improvement Signed by you and employee Give employee the opportunity to sign or object
  10. 10. Wage & Hour Laws – The Basics Non-exempt wages must be paid weekly or bi-weekly Exempt wages may be paid bi-weekly or monthly if the employee chooses Employees who are terminated must be paid on that date Employees who voluntarily resign must be paid on the next payday Accrued vacation time is considered wages and must be paid upon separation of employment
  11. 11. FLSA RequirementsFair Labor Standards Act (FLSA) is a federal wage and hour law administeredby the US Department of Labor, Wage and Hour Division (DOL)Overtime: must pay non-exempt employees time and ½ their “regular rate” forhours over 40 in a work week.FSLA provides exemptions from overtime pay for certain employees including: • Executive • Professional • Outside Sales • Administrative • Certain Computer Employees • Highly Compensated Employees
  12. 12. Exempt?To qualify as exempt, an employee must satisfy all three of the following: The employee must be paid on a salary basis The employee must receive a salary of at least $455 per week The employee must satisfy the duties test for the applicable exemptionSee www.dol.gov for the occupational index and duties test
  13. 13. Treble Damages LawImposes mandatory triple damages for any violation of MAwage and hour lawsFailing to pay an employee wages dueFailing to timely pay an employeeIncorrectly classifying an employee asexempt from overtime wagesIncorrectly calculating overtime pay
  14. 14. Independent Contractor StatusThree factor test to qualify: Freedom from control and direction in connection with the performance of the service Service outside the usual course of the employer’s business Independent trade, occupation, profession or businessEnforce a written agreement stating that they are hired as a “consultant” not permanent employee
  15. 15. Independent Contractor Legal Ramifications Tax Consequences – Employer may be liable for unpaid taxes Tax-Free Benefits – Not eligible Employee Benefits Obligations – Microsoft Case Worker’s Compensation – Employer held liable for on-the-job injuries outside the protection of the policy Unemployment Compensation Wage & Hour Liability
  16. 16. Independent Contractors Best Practices Make the final decision on whether to meet a staffing need through independent contractor or employee Use written agreement containing language that establishes the classification as independent contractor not employee Adopt a policy concerning the use of independent contractors Do not treat independent contractors like regular employees but make sure they understand and adhere to the company’s policies and procedures
  17. 17. Attracting Talent Establish Recruiting Plan  Employer Brand  Recruitment Objectives Utilize all Resources  Employee Referrals  Web Site and Social Media  College Recruiting and Alumni
  18. 18. Hiring/On-Boarding Forms Employment Application  Criminal History – effective November 2010 Interview Evaluation Forms Reference Checks College Transcripts Criminal/Credit Background Checks  Ensure consistency Offer Letter (at-will employment) New Hire Orientation  I-9 Form, W-4 Form, Non-Compete/Confidentiality Agreement, Employee Handbook Acknowledgment
  19. 19. Employee Benefits – Are you Competitive? Health Insurance  HRA or FSA  Dental Insurance  Life Insurance  401K/Profit Sharing Plans  Paid Time Off  Transportation Benefits  Wellness Initiatives  Work/Life Balance
  20. 20. Retaining Talent Mentoring Programs Training & Development Recognize and Reward Stay Interviews vs. Exit Interviews
  21. 21. HR Resourceswww.nehra.comwww.shrm.orgwww.dol.gov
  22. 22. Find listings for our current season of webinars and register at: NonprofitWebinars.comA Service Of: Sponsored by: