While many of us made resolutions relating to health and wellness goals like losing weight, exercising more or quitting smoking, it is likely that most have forgotten or broken these resolutions by this time of year. Companies want their employees to pursue healthier lifestyles, but what are some ways companies can encourage employees to continue to pursue those milestones? Continue reading this entry →
Managing poor performance is the responsibility of both the employee and the manager. To effectively manage poor performance, an employee must be accountable for their actions and managed towards improvement. This accountability can be enforced through a Performance Improvement Plan (PIP).
A PIP is a corrective action tool that provides a struggling employee the opportunity to overcome performance challenges and sustain improved performance. The duration of a PIP is generally 30 to 90 days, and it outlines the areas in which the employee needs improvement. Although a PIP is a written document that maps out a plan for improvement, it also provides the tools for an ongoing discussion between the employee and the manager. A PIP must clearly communicate and detail the employee’s performance areas which need improvement and the plan to get there. Continue reading this entry →
Congratulations! You have reached your Medicare eligibility age and are still employed. We hope you are still working out of choice as well as the many health and financial benefits that come with keeping active and engaged as you age. The big question now is whether you take your well-earned Medicare benefits, continue with just your employer’s health plan or elect both. You have options but it’s important to weigh each and consider their effects.
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When searching for new employees, job boards are an important tool to utilize. Making sure qualified candidates can find your open positions and easily access job descriptions and requirements is vital to help you fill the job. But how can you be sure that you are maximizing the value of the job boards?
Below are three recommendations from our experts that will help ensure your jobs get posted:
- Use job title fields for job titles. Put specifics like salary, telecommuting options, remote location, etc. in the job description.
- Include specific job locations. A format like city, state (e.g., San Francisco, CA) works best.
- Don’t create multiple versions of the same job. Posting every few days or posting multiple instances of the same job can get your posts flagged as spam.
For more tips on posting and finding the best candidates, visit the TriNet Cloud blog and learn more about our products and services that can enhance your results.
As an employer you have lots of decisions to make. Not to be overlooked is the decision about the paid time off policies that you put in place. Such policies (e.g., PTO, vacation, sick, parental leave, holidays) are not only important recruiting and retention tools, but also contribute to maintaining a productive and healthy workplace. As paid sick leave can be especially tricky, here are some important questions to consider when drafting or revising paid time off policies.
Legally Required Paid Sick Leave Policies
The first place to start is to determine your legal obligations – if any. While there is no federal requirement to provide paid sick leave, many jurisdictions do impose such a requirement. Most recently New York City did so, but Connecticut, San Francisco, Seattle, Portland and other localities have also imposed varying requirements in this regard. Most take into account the size of the employer and hours worked by the employees, but they cover almost all the employers in those localities in some fashion. If you have employees in those jurisdictions, ensure your final policy is compliant with state and local laws.
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