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Keep Your Employees Happy And Working Hard

Do you know how to effectively keep your employees happy and working hard? No matter what business you are in and what your company does, you still need employees that do well and succeed at their jobs. By keeping the teams beneath you moving forward together in harmony, you can help ensure future success. The major ingredients of such harmony are happy and productive employees.

Happy Employees = Successful Employees

keep your employees happy

Keep Your Employees Happy And Working Hard

As a professional employer organization (PEO), Total HR Management believes we can help guide you in the process of learning how to keep your employees happy and working hard.  Many studies have shown that happy employees are consistently the most productive and the most loyal. In a competitive marketplace, you need employees that want to succeed with you and your business.

By following and communicating several key principles, you can turn this idea into a reality that will improve both the productivity and profitability of your business.

5 Ways To Keep Your Employees Happy And Working Hard

1) Build A Sense Of Ownership Among Your Employees

If your employees feel like they own the place and not just work there, they will be much more invested in your company’s overall success. If you can connect your employees to your product, they will feel responsible for what the customer is buying. If employee roles are not too specialized, rotate responsibilities from time to time to improve this sense of ownership. By doing different tasks, they will feel more connected to the success of the overall business.

2) Trust Employees To Leave Their Comfort Zones

Who wants to do one specific task over and over and over again? By granting new responsibilities to your employees every now and then, you will allow them to grow and become more confident in their abilities. Such growth will make them happier because it will make them feel more valuable to the organization. After all, doesn’t everyone want to feel valuable? By succeeding outside their comfort zones, their value will be truly affirmed. A much bigger risk is having valuable employees get burnt out or bored because they are doing the same thing over and over again.

3) Keep Your Team Informed

Do you take the time to keep your employees informed about both specific updates in your business and bigger updates in your company’s overall industry? Since you have a much clearer perspective of the bigger picture than your employees do, it makes sense to let them know what’s going on. By spreading such information, you provide your employees with a sense that they have access to exclusive and high-level insight, strengthening their feeling that they are an important part of the organization.

4) Treat Your Employees Like Adults

Do you remember how much you hated it when an older person treated you like a child when you were a young adult? In the same sense, employees hate being treated like children. You can keep your employees happy by letting them know what’s going on and treating them like adults. For example, if you choose to keep your people in the dark about trying times or issues, the fallout quickly can become ugly. By keeping employees in the light, you avoid the potential negative infection of the dark.

5) Enable Flexible Work

In a recent study, more than a third of small to mid-sized business employees said flexible schedules would increase their happiness and make them more productive. In order to balance the rising demands on both work and personal time, find ways where possible to encourage flexible hours and remote work options. The underlying force behind flexible schedules is an inherent trust from employers that their employees will get done what they need to get done. Such a trust is a key way to keep your employees happy and working hard.

Although the five ways outlined above to keep your employees happy and working hard are only a beginning, they are a good start that can lead to the realization of this ongoing goal. To learn more about how Total HR Management can help you with employee challenges, please call (800) 975-5128 today to set-up an HR audit.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website

5 Points Your Company Needs To Know About California Wage And Hour Compliance

California wage and hour compliance laws and regulations are among the strictest in the nation. If you are a California-based company, you need to know about and comply with California wage and hour compliance laws if you want to avoid potential trouble with the state. For example, does your company have easily accessible postings for your employees about these laws and are the details included on itemized pay statements?

Challenge of California Wage and Hour Compliance

The payroll specialists at Total HR Management can help with these challenges. By entering into a professional employer organization (PEO) services contract with Total HR, California wage and hour compliance is just one of the many services your company will receive. Our ongoing goal is to safeguard your company’s future, allowing you to do more with less.

California’s wage and hour laws are protectionist and slanted towards the employee, making California wage and hour compliance challenging. If your company is complying with all the federal standards, that is not enough. You cannot ignore California laws that provide greater protections for employees than the federal requirements. If your company fails to heed California wage and hour compliance laws and regulations, you could be opening the door to a wage and hour class-action lawsuit.

5 Points About California Wage and Hour Compliance

california wage and hour compliance

California Wage And Hour Compliance

1) California’s daily and weekly overtime rates for various hours worked must be understood and tracked. These laws require the payment of one and a half times a nonexempt employee’s regular rate of pay for work performed in excess of 8 and up to 12 hours per day, for any work in excess of 40 hours in one week, and for work performed during the first 8 hours of the seventh consecutive workday in a workweek. California nonexempt employees are also entitled to two times their regular rate of pay for any work performed beyond 12 hours per day and for any hours worked after 8 hours on the seventh consecutive workday of a workweek. Given the complexity of the law, working with a PEO makes a lot of sense.

2) Do you know that overtime requirements apply to almost all types of wages? You cannot only offer overtime for hourly wages or salaries. Nonexempt employees are also entitled to receive overtime pay on commissions, piece-rate work, and nondiscretionary bonuses in California.

3) California wage and hour compliance becomes quite complicated when it comes to compensating employees for all hours you “suffer or permit” them to work. If you know or “should know” that employees are working, regardless of whether the work itself is authorized, then payment is mandatory. For example, such work even includes the powering up or powering down of office computers before an employee clocks in or after clocking out.

4) Do you know the specific “wage order” that applies to your workforce? This is where California wage and hour compliance becomes almost Byzantine in nature. As outlined by the Industrial Welfare Commission (IWC), California has seventeen separate wage orders. Employees working in an industry for which there is an industry order are covered by the industry order regardless of their occupations. If your business does not fall under a specific wage order, your employees become subject to “miscellaneous” Wage Order 17. Despite similarities among the various orders, there are also important differences that must be recognized. The payroll specialists at Total HR Management can help.

5) Does your company provide sufficient rest and meal periods while accurately recording these employee meal periods as well? California law requires an unpaid 30-minute meal break after 5 hours unless the workday is no more than 6 hours and the meal period has been waived by mutual consent. The wage orders also require you to allow employees who work at least 3.5 hours in a day to take paid 10-minute rest breaks. The number of breaks is based on the hours worked in a day, with one 10-minute break earned every 4 hours worked. Breaks must be in the middle of each 4-hour work period to the extent practicable. Did you know that you have to pay employees an additional hour at the regular rate for each day no meal break or paid rest period is provided?

Total HR Management Can Help

Although these points are a great start, they are far from comprehensive. They are only a few of the ways that Sacramento imposes greater restrictions when it comes to California wage and hour compliance. To understand all the nuances in each of the wage orders, regulations, and administrative guidance, you need the help of a payroll specialist and HR professional. Luckily, the HR managers at Total HR cover both of those bases.

As a professional employer organization, Total HR Management provides payroll support as part of our PEO package of services. To learn more in order to protect your company, please call (800) 975-5128 today to set-up an HR audit.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your

 

 

How To Successfully Manage And Retain Millennial Employees In Your Workplace

As the 21st century workplace faces a tidal wave of retiring Baby Boomers, the growth in the number of Millennial employees characterizes the other end of the equation. When one worker retires, another needs to be hired. As a direct result of filling the vacuum along with the promotion of Generation X, Millennial employees have quickly become the biggest demographic in the American workforce.

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2016 OSHA Regulatory Updates and ehsInc Support

Do you know about the 2016 OSHA regulatory updates? If you take a look at the Department of Labor website to see what’s new in 2016 when it comes to the Occupational Safety & Health Administration (OSHA), you could be a bit overwhelmed. With 50 updates in January alone and more to come, it is challenging not only for a business owner, but even for the HR Managers at Total HR Management to keep track of everything. This is why we have teamed with ehsInc as our safety compliance and education firm to support our clients.

About 2016 OSHA Regulatory Updates

2016 OSHA Regulatory Updates

Marjorie Del Toro on Employment Safety

As a true leader in the field of OSHA regulatory updates, ehsInc will know what specific 2016 OSHA updates apply to both your company and your industry. They can design a curriculum to specifically educate your executives, managers and employees while making sure your company is in OSHA compliance. In a recent interview, Marjorie Del Toro, the President and CEO of ehsInc, describes her company’s work:

“I am very passionate about doing my part to ensure that people are safe on the job. I have committed my life to workforce safety. As a national organization, ehsInc has learning centers all across the country. We focus on educating a company’s workforce while making sure all the policies and procedures are in place. Companies hire us for our expertise to manage their health and safety programs while ensuring that they are in compliance with the latest legislation.”

ehsInc OSHA Support

When it comes to the OSHA updates that you need to know about, Total HR Management, backed by ehsInc, will keep you informed. As the main federal agency charged with the enforcement of safety and health legislation, the Occupational Safety and Health Administration focuses on strong, fair and effective enforcement of their policies. Our goal in 2016 and beyond is to ensure that OSHA enforcement never becomes an issue for our client companies.

A good question you might be asking is what do I need to know today. The two key updates every business needs to know about in relation to the 2016 OSHA regulatory updates are:

Key 2016 OSHA Regulatory Updates

  1. In March of 2016, every company needs to improve the tracking of workplace injuries and illnesses.
  2. In March of 2016, an acceptance and the practice of an employer’s continuing obligation to make and maintain accurate records of each recordable injury and illness.
2016 OSHA Regulatory Updates

2016 OSHA Regulatory Updates

In an HR audit, the Human Resources Managers at Total HR Management examine both the tracking of OSHA information and the records kept of such information. In conjunction with ehsInc as our ongoing safety partner, we can help ensure that your company’s tracking of workplace injuries and illnesses is up to OSHA standards. In addition, we make sure that you are safely storing such information for up to ten years so your company is prepared for any eventuality.

Total HR 2016 OSHA Regulatory Updates Support

To learn more about the 2016 OSHA regulatory updates, please take the first step call Total HR at 800-975-5128 to schedule an HR audit.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

Class Action Lawsuit Filed Against The Olsen Twins And Their Fashion Label for Failure to Pay Interns

Dualstar Entertainment Group, a holding company owned by former television stars Mary Kate and Ashley Olsen, has been hit with a class action suit over a failure to pay interns. The potential impact to their organization could run into hundreds of thousands of dollars as well as negative publicity for their business which could damage their brand and ultimately their bottom-line.

Failure To Pay Interns

As a professional employer organization, Total HR Management helps our clients navigate the trickier parts of employment compliance such as hiring interns. Employment regulations require an intern to be paid if they are not receiving school credit for their work. A failure to pay interns is always a big mistake.

Recent lawsuits have ruled in favor of this regulation, highlighting the failure to pay interns. Unpaid interns have hit back at media and entertainment companies after a landmark case in 2011, when two interns on the set of Black Swan sued Fox Searchlight Pictures in September 2011, alleging they should’ve been paid for performing administrative duties such as fetching coffee and answering phones. The Federal District Court ruled in favor of the interns.

Unpaid Work Unacceptable

failure to pay interns

Failure To Pay Interns Lawsuit Against The Olsen Twins

“Searchlight received the benefits of their unpaid work, which otherwise would have required paid employees,” wrote Judge William H. Pauley III in his ruling. Dualstar is the latest company to see a lawsuit from former interns after the Black Swan case, joining other companies including Hearst, Condé Nast, Warner Music Group, Atlantic Records, Gawker Media and Donna Karen International.

This most recent failure to pay interns lawsuit against the The Row, the fashion label of the Olsen twins, now includes close to 40 past and present interns. Filed in Manhattan Supreme Court case, the lawsuit alleges wage theft, saying the former child actors-turned entrepreneurs’ fashion company failed to pay the interns for their work.

The lead plaintiff of the case claims she worked 50 hours per week for New York City-based The Row from May to September 2012. The Canadian native told the New York Post that she never worked directly with the Olsen sisters themselves, an expectation that was set and a motivating factor when she accepted the internship. Instead, she was directly supervised by the company’s head technical designer whom she describes as abusive and difficult.

Failure To Pay Interns = Legal Danger

The plaintiff claims she was doing the work of three interns and expected to be available day and night. The plaintiff also claims she was hospitalized for dehydration due to the intensity and stress of the work.

The suit contends the interns should have received minimum wage plus overtime because they were doing the same type of jobs as their paid colleagues. The Row has responded to the suit and is defending its actions. However,failure to pay interns precedent is not in the company’s favor.

“Dualstar is an organization that is committed to treating all individuals fairly and in accordance with all applicable laws,” Dualstar representative Annett Wolf wrote in a statement first published in USA TODAY. “The allegations in the complaint filed against Dualstar are groundless, and Dualstar will vigorously defend itself against plaintiff’s claims in court, not before the media. Dualstar is confident that once the true facts of this case are revealed, the lawsuit will be dismissed in its entirety.”

HR Audit On Employee Practices & More

Total HR Management assists our clients with all of their organizational plans and hiring policies, helping them avoid unwanted lawsuits and publicity. Contact Total HR Management today to schedule an HR audit.


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