Tag Archives: HR Audit

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

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.

Leave Of Absence Management And The Ongoing Success Of Your Company

It’s a major mistake for your company to be absent minded when it comes to leave of absence management. For a multitude of reasons that include effective human resources administration, employee job security, liability mitigation and managerial consistency, professional leave of absence management is essential. Whether the leave of absence is caused by child birth, employee or family illness, a sabbatical or professional education, how your company responds and handles the leave is critically important to your company.

Leave of Absence Management

leave of absence

The Challenge of Leave of Absence Management

According to the 2015 Guardian Absence Management Activity Index and Study, released in February in conjunction with summary infographics, employers feel an increasing necessity in 2015 to address and overcome absence management obstacles.

The simple truth is that while companies have taken small steps in the right direction in relation to their absence management efforts, there is still a long way to go.

According to a recent study in by the Society of Human Resources Management (SHRM), employers admitted that they still:

  1. Have trouble interpreting federal and state leave laws.
  2. Find it difficult to ensure employees will be able to perform their essential duties effectively when they return to work.
  3. Lack the staff resources to manage leave of absences without causing potential disruption to their everyday business. 

SHRM Leave of Absence Management Recommendations

The SHRM study also lays out a road map for employers looking to establish effective leave of absence management programs to address such problems. The recommendations include the following:

  1. A written return-to-work policy & help in facilitating an employees’ return to work.
  2. Guidelines for the duration of disability based on diagnosis.
  3. Reports on disability usage patterns, disability claimant status, and disability cost to the company as a whole.
  4. A Family and Medical Leave Act (FMLA) audit, including usage patterns, claimant status, and FMLA information distribution.
  5. Access to an employee assistance program, a disease management program, and a wellness program.

Most employers find that employee engagement is by far the top problem when it comes to managing leave of absence programs. Such employee engagement can be addressed with interactive online learning modules and company meetings. Given the linkage between employee engagement and productivity, HR issues like leave of absence management need to be clear. Total HR Management can help with this process by improving employee handbooks and setting up protocols within a client company to address such challenges.

Employee Absence & A Compromised Workplace

According to Mike Estep, head of group life, disability and supplemental health product development at Guardian, “It’s imperative for companies to understand the importance of employee absences and how they can significantly compromise workplace productivity and diminish the bottom line. Employers of any size can no longer afford to view absence management as optional.”

As a professional employer organization, Total HR Management can provide your company with the expertise needed to address these challenges. If you are looking for an effective leave of absence management resource that provides hands-on expertise, it is time for your company to schedule an HR Audit with Total HR Management. Such challenges do not have to be navigated on your own. The HR managers at Total HR Management have years of experience and the resulting expertise to help your company address a myriad of HR challenges, including leave of absence management, quickly and effectively.

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