Alerts

5-28-2019 – ALERT – Washington Expands Pay Equity Legislation, Effective 7/28/2019
3-8-2019 – ALERT – TAKE TWO!! USDOL Releases Proposed Overtime Rules
9-11-2018 – ALERT – Regarding Fair Credit Reporting Act goes into effect on September 21, 2018
6-27-2018 – ALERT – Oregon Pay Equity Law goes into effect on January 1, 2019
6-27-2018 – ALERT – New Payroll Tax Effective July 1, 2018
6-18-2018 – ALERT – Oregon Employee Work Schedules Law goes into effect July 1, 2018
5-03-2018 – ALERT – EEO-1 REPORTING DEADLINE EXTENDED
3-08-2018 – ALERT – EEO-1 REPORTING DUE MARCH 31, 2018
9-27-2017 – ALERT – OREGON PAY EQUITY ACT

HR Tips

Everyone’s different. Recognize great performance, address poor performance and try to tailor ‘rewards’ to what individuals value.

The next, and most significant portion of the Oregon Equal Pay Law goes into effect on January 1, 2019. HR Answers, Inc. is offering a variety of products to assist your organization with reaching pay equity compliance.

When interviewing, remember to ask questions that will provide you information about “what” the candidate can do and questions that will give you information about “how” s/he will do it. Employers most often hire for “what” and they “fire” for how. A little thought in advance about both of these critical aspects of performance may minimize the need for corrective action or discharge.

There is a Law in science that “Nature abhors a vacuum.” Guess what – employees abhor it as well. The more information you can provide to employees, the more they feel connected to the organization and its pursuits.

Mistakes are going to occur even when everyone has the best of intentions, but the same mistake shouldn’t have to occur again. Ensure that each mistake is a learning opportunity. We all learn best when we have goofed, and nobody likes that sinking feeling in their tummy. If mistakes are treated as a learning opportunity and no blame is attached to them, people can identify the “ooops” and learn from it. Second time, same mistake; well that’s a different issue!

Praise does wonders for a person’s hearing. If you tell someone they did a great job on something, it will make hearing about the times that things don’t go so well much easier.

Don’t forget to offer your appreciation for someone doing the job that needed to be done. You don’t have to go overboard, but saying, “I can always depend on you to get the work done, on time, and in good shape. I want you to know how much I appreciate never having to worry about that. Thanks!!” goes a long way.

Employees value having good equipment, current versions of software, and attention paid to their desks, chairs, and workstations. Making sure that these are in good repair and current allows the employees to work more productively and it removes one barrier to employee satisfaction.

When conducting Exit Interviews, don’t ask “Why are you leaving?” Ask instead, “Why did you first start looking for another job?” This will elicit a far more definitive answer that you can do something about if a trend becomes evident.

Remember that when an employee is struggling, it may be less about the employee and more about the guidance that he/she is being given (or not being given) by the supervisor.

One of the best ways to get updated information for a position or to revise a Job Description is through the use of a Job Analysis Questionnaire that an employee can fill out to tell about their work assignments and conditions. If you want more info about this form, just give us a call.

Criticizing an employees attitude is not very helpful. It is far better to talk about their behavior. They get to have any feelings they want, but the employer gets to comment on and correct poor behavior!

Make sure your Social Media policy states that employees cannot demean or denigrate co-workers or customers, but place no restrictions on their commentary about management or the organization less you run afoul of the NLRA.

Consider an applicants behavior during the application and interview processes. This should be the time they put their best foot forward. Exercise caution and consider what is likely once they are hired if there are glitches when they are at their best.

Remember that your employment posters must be able to be seen and read by both employees and applicants so during your first in-person contact with an applicant, ensure they are walked through a place where your employment posters are visible.

Keep your eye on your state and local government and their actions. There is a major thrust trying to do away with the item on your employment application inquiring about previous convictions (Ban-the-Box). Be prepared to remove that language if new laws require that.

6-18-2018 – ALERT – Oregon Employee Work Schedules Law goes into effect July 1, 2018

5-03-2018 – ALERT – EEO-1 REPORTING DEADLINE EXTENDED

3-08-2018 – ALERT – EEO-1 REPORTING DUE MARCH 31, 2018

9-27-2017 – ALERT – OREGON PAY EQUITY ACT