Vision Payroll

January 2, 2013

Tip of the Week: New Year’s Tips from Your Human Resources Professionals

New Year’s Tips from Your Human Resources Professionals
New Year’s Tips from Your Human Resources Professionals
The beginning of a new year is a great time to internally audit some of your HR-related practices. Employers should work toward establishing their Human Resources priorities and improving their organization’s Human Resources functions.

Six HR Areas to Review During 2013

The following six areas are ones that all employers should review to ensure compliance with legal requirements and with HR best practices.

  • Employee Handbook
  • Paid Time-Off Benefits
  • Performance Management System
  • Health Care reform requirements
  • Posters
  • OSHA 300A Summary

Learn More About These Six Hot HR Areas for 2013

To learn more about each of these tips, be sure to read the featured article by the HR pros at MyHRSupportCenter, New Year’s Tips from Your Human Resources Professionals. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

July 4, 2012

Tip of the Week: The NLRB’s Social Media Policy Memorandum

The NLRB’s Social Media Policy Memorandum
The NLRB’s Social Media Policy Memorandum
On May 30, 2012, the National Labor Relations Board (NLRB) Acting General Counsel Lafe Solomon issued a memorandum regarding social media policies in the workplace. The General Counsel’s memorandum is applicable to both unionized and non-unionized work environments.

Certain Employees Rights Are Granted Under Section 7 of the NLRA

Section 7 of the National Labor Relations Act (NLRA) allows employees the right to form, join, or assist labor organizations and the right to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. In addition, even in union-free businesses, employee complaints about hours, pay, treatment, working conditions, etc. may not result in disciplinary action or termination under the NLRA. This section of the Act has important implications for employer social media policies, as delineated in the NLRB’s recent memo.

Social Media Policies That Might Be Illegal

The NLRB’s memo covered seven social media policies published by various employers to demonstrate specific provisions that may be unlawful. Some of those social media policies include the following:

  • Policies concerning an employer’s attempt to protect confidential information may be unlawful.
  • Policies that aim to show peaceful relations amongst staff may be unlawful.
  • Policies about employer image protections may be unlawful.

Companies Must Establish a Compliant Social Media Policy

To learn more about establishing a compliant social media policy, be sure to read the featured article by the HR pros at MyHRSupportCenter, The NLRB’s Social Media Policy Memorandum. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

June 20, 2012

Tip of the Week: DOL-based Smartphone Apps Employees Might Use Against Employers

Filed under: News — Tags: , , , , — Vision @ 4:19 pm
DOL-based Smartphone Apps Employees Might Use Against Employers
DOL-based Smartphone Apps Employees Might Use Against Employers
Which smartphone tools are employees downloading about their workplace rights that can be used against their companies?

Smartphone Apps That Employees May Be Using Are Varied in Approach and Information

The first type of app are apps such as JobCompass™, a web and mobile job search application that searches millions of jobs, locating and plotting them on a map showing you exactly where the jobs are in relation to a certain location. Other apps help people determine how much a certain job should pay in a particular area, which can used both by job seekers to determine if a job offer is fair and by employees to determine if their pay is competitive with others in the same job.

A second type of app is intended to be used by people thinking about eating at a certain restaurant, staying at a certain hotel, or applying for a particular job. These apps will give information such as health or labor violations and can be searched on name, address, entity type and many other fields.

Other apps track things such as OSHA violations and which companies have sent jobs overseas.

As the use of smartphone apps expands, many different apps and types of apps will become available.

How Should Employers Train Managers and Communicate with Employees About These Items?

To learn the valuable tips for dealing with these issues and much more, be sure to listen to DOL-based Smartphone Apps Employees Might Use Against Employers in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

November 16, 2011

Tip of the Week: Top Three Employer Hot Points During This Holiday Season

Filed under: News — Tags: , , — Vision @ 2:51 pm
Top Three Employer Hot Points During This Holiday Season
Top Three Employer Hot Points During This Holiday Season
With many company holiday celebrations being planned, employers need to be aware of and prepare for potential workplace-related risks and liabilities.

Three Areas You Must Be Well Prepared to Address

  1. Religious Accommodation: Some employees may feel uncomfortable with the inclusion or exclusion of certain holiday celebrations. Do you have a fair resolution process for dealing with complaints?
  2. Harassment and Discrimination: Harassment and discrimination are issues year-round, but may be more prevalent during holiday social gatherings. Have you reminded employees about inappropriate conversations and actions before such gatherings?
  3. Alcohol and Drug Use: Inappropriate and illegal drug and alcohol use during company functions is still a high-profile concern. Have you set the expectations about what is and is not acceptable drug and alcohol use at company events?

Have You Addressed the Top Three Employer Hot Points During This Holiday Season?

To learn the valuable tips for dealing with these issues and much more, be sure to listen to Top Three Employer Hot Points During This Holiday Season in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

November 2, 2011

Tip of the Week: HR Training for Managers as a Key Compliance Strategy for Your Business

The value of providing training to managers throughout the employment life cycle cannot be overlooked. Training ensures that your managers are knowledgeable about your company’s workplace law obligations and skilled in delivering human resources best practices in order to become successful in their roles. Training further enables business costs to be low, enables employer liability to be controlled, and allows for successful organizations to emerge. Did you know that in 2010 the Equal Employment Opportunity Commission (EEOC) filed 99,992 charges against the private sector?

Suggested Strategic and Compliance Training Topics

Managers should be trained in various discipline areas, but some may or may not apply depending upon the company’s size and industry. Below are some suggested strategic and compliance training topics to assist managers in increasing effectiveness and reducing exposure:

  • Business Execution
  • Leadership
  • Performance Management
  • Diversity
  • Business Crises Management
  • HR Best Practices

Transferring the Training Is Key

To learn the best way to transfer the training into actual real life situations and settings, be sure to read the featured article by the HR pros at MyHRSupportCenter, HR Training for Managers as a Key Compliance Strategy for Your Business. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

October 26, 2011

Tip of the Week: Preparing for Workplace Disaster Emergencies

Preparing for Workplace Disaster Emergencies
Preparing for Workplace Disaster Emergencies
Depending on where your business operates, you may be faced with familiar seasonal weather dangers or be challenged on the spot with an unexpected force, or forces, of nature.

Every Management Team Should Answer These Questions About Workplace Disaster Emergencies

  • Do we need to implement an Injury and Illness Prevention Program (IIPP)?
  • What will be the impact of the Occupational Safety and Health Administration (OSHA) Heat Safety Tool app?
  • What information do we need to collect in order to develop an effective workplace disaster emergency plan?
  • Which health and safety developments will unfold over the next few months?

Learn How to Prepare Effectively for Workplace Disaster Emergencies

To learn the answers to these questions and much more, be sure to listen to Preparing for Workplace Disaster Emergencies in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

October 5, 2011

Tip of the Week: New NLRB Notice Requirement Puts Businesses Nationwide on Notice

New NLRB Notice Requirement Puts Businesses Nationwide on NoticeThe National Labor Relations Board (NLRB) issued a final rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act (NLRA). The NLRB will require employers to post a new NLRA notice in the workplace. The posting requirement, originally was to be effective November 14, 2011, but has been extended to January 31, 2012.

Learn Who Is and Isn’t Covered and More

Not all employers are covered by the new mandate, including federal and state governments and labor unions. Employers who are covered must be sure to post in a conspicuous area. Additional requirements may apply to workplaces with large numbers of employees who don’t speak English. An electronic posting of the notice may also be required.

Learn More About the New NLRB Notice Requirement

To get more details about the new NLRB notice requirement, be sure to read the featured article by the HR pros at MyHRSupportCenter, New NLRB Notice Requirement Puts Businesses Nationwide on Notice. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Be Protected Against Claims of Unfair Labor Practices

Join the Vision Payroll Poster Program today and receive a guarantee worth up to $25,000* against any government fine for a posting violation. You’ll receive a new version of our space-saving, full-color laminated posters as laws change. No hassle, no uncertainty, no research. Let Vision Payroll keep track of the changes and make sure you stay in compliance. Sign up TODAY!

*Our Poster Subscription Programs guarantee that you will have the most up to date State and Federal Labor Law posters. During the duration of your subscription, if you receive a posting violation while properly displaying the most current version of our posters, Elite Business Ventures will pay any fine imposed by a government agency, with the maximum amount of $25,000 due to improper content.

September 28, 2011

Tip of the Week: Employee Disabilities and the Interactive Process

Employee Disabilities and the Interactive Process
Employee Disabilities and the Interactive Process
The federal Americans with Disabilities Act (ADA) prohibits certain employers from discriminating against individuals with disabilities. The ADA also requires employers to engage in an interactive process of assessing reasonable accommodations with affected employees.

Learn About the Interactive Process of Assessing Reasonable Accommodations Today

  • Which businesses are subject to the ADA?
  • Which employees are considered to have disabilities under the ADA?
  • What is the impact of the ADA Amendments Act of 2008 (ADAAA)?
  • What are undue hardships?
  • What are reasonable accommodations?

Get More Details on Employee Disabilities and the Interactive Process

To learn the answers to these questions and much more, be sure to listen to Employee Disabilities and the Interactive Process in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

September 3, 2011

Question of the Week: Can You Tell Me More About HR Compliance Services?

Can You Tell Me More About HR Compliance Services?
Can You Tell Me More About HR Compliance Services?
This week’s question comes from John, an HR director. I read about HR On-Demand previously and would like more information. Can you tell me more about HR Compliance Services? Answer: HR Compliance Services is one of three great HR solutions that Vision Payroll offers its customers. The other two are MyHRSupportCenter and HR On-Demand.

Get Support from Your Assigned HR Pro

With HR Compliance Services, you get continuous, ongoing support from your very own assigned HR Pro. It’s like having a full time HR Pro on staff. Your HR Pro partners with you to understand your company and is there whenever needed.

An HR Auditor Will Help Identify Areas of Concerns, Risks, and Violations

A Certified HR Auditor will visit on-site and conduct an audit of your HR functions to identify areas of concerns, risks, and violations. An HR Compliance Action Plan will be created, thus providing the written documentation for you and your assigned HR Pro to work toward workplace compliance and correction of violations. HR forms, documents, education and training are all included.

Expect More with HR Compliance Services

In addition to all the services you’d get with HR On-Demand, HR Compliance Services offers the following:

  • On-site HR Audit: A Certified HR Auditor visits you on-site and conducts an audit.
  • Customized HR Compliance Action Plan: Results of audit are analyzed, and an HR action plan is created and catered to your business.
  • Assigned HR Pro: Your designated HR Pro works with you on the action plan priorities.
  • HR Compliance Coaching: Regular meetings with the HR Pro are scheduled to help you stay on track.
  • Annual Labor Law Posters and Updates: State and Federal!

And so much more!

Get Started with HR On-Demand Today

If you would like to upgrade to or get started on HR On-Demand, contact Vision Payroll today.

August 26, 2011

Question of the Week: Can You Tell Me More About HR On-Demand?

Filed under: News — Tags: , , , — Vision @ 12:41 pm
Can You Tell Me More About HR On-Demand?
Can You Tell Me More About HR On-Demand?
This week’s question comes from Beth, a company owner. I read about HR On-Demand previously and would like more information. Can you tell me more about HR-On Demand? Answer: HR On-Demand is one of three great HR solutions that Vision Payroll offers its customers. The other two are MyHRSupportCenter and HR Compliance Services.

Get Unlimited Consultations with HR Professionals

With HR On-Demand, you get unlimited consultations with HR Professionals over the phone or internet or by e-mail. You get answers to your employment law compliance and employee relationship questions, customization of employee handbooks, job descriptions, forms, letters, and more!

With HR On-Demand, Get Help When You Need It

With the HR On-Demand Program, you reach out for help any time your company needs it. Our experienced HR professionals then work with you to address your business specific questions and needs, including:

  • Ask the Pro: Address your situational questions about workplace compliance and employee issues, and receive a response within one business day.
  • Document Customization: Our HR Pros will create and/or customize your HR documents, and review for potential compliance concerns.
  • Employee Handbook Development: Schedule a consultation with an HR Pro to develop a custom Employee Handbook and a plan for implementation.

Get Started with HR On-Demand Today

If you would like to upgrade to or get started on HR On-Demand, contact Vision Payroll today.

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