T3 – Guideline – Easy 401K for SMBs

The Tim Sackett Project

This week on T3 I take a look at the SMB technology 401K solution Guideline. Guideline is an all-inclusive 401(k) plan for growing businesses that’s easy for employers to set up and even easier for employees to enroll and save.first full-service 401(k) without management fees or hidden costs. Guideline claims to be the first full-service 401(k) without management fees or hidden costs. Guideline is specifically designed for small businesses.

How to Avoid Discrimination when Promoting Employees

Insperity

Promotions, which fall under the heading of terms and conditions of employment, are covered by federal and state employment and non-discrimination laws. As such, your promotion practices should follow the Equal Employment Opportunity Commission (EEOC) Uniform Guidelines on Selection Procedures. Discrimination lawsuits related to promotions are most common when there is no standard promotion policy or it is inconsistent or not well documented.

The Win-Win of Leveraging Baby Boomers

China Gorman

A terrific source of practical and actionable research based information is the SHRM Foundation’s recently published Effective Practice Guideline: The Aging Workforce: Leveraging the Talents of Mature Employees. Address Age Discrimination (Real and Perceived).

Cafe Classic: There's Knowledge. and Then There's Wisdom

Compensation Cafe

That the more experience you gained the less you relied on books? Took a while didn’t it? I remember in my early compensation days having a “lively discussion” with an Engineering VP that didn’t want to follow the merit matrix guidelines. Careers Competencies Performance Management

How AI Can Stop Unconscious Bias In Recruiting

TalentCulture

million to settle a racial discrimination lawsuit with the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). As just one high profile hiring discrimination case among many, this latest lawsuit drives home why compliance matters.

EEOC and Assessments… Friend or Foe?

Outmatch

When it comes to assessments, how do you know the one you implement won’t unintentionally discriminate against candidates? When it comes to recruitment, hiring, and promotion, the EEOC has some clear cut guidelines in place: Analyze the duties, functions, and competencies relevant to jobs. Create objective, job-related qualification standards related to those duties, functions, and competencies. There are many things to consider when choosing an assessment.

Regulations written for big companies make life difficult for small companies

OmegaHR Solutions

In addition to training that may be difficult for small companies to achieve, just the requirement to be considered a competent investigator may be difficult for small companies. EEOC sex discrimination sexual harassment EEOC guidance sexual harassment training

Stay Compliant With Hiring Laws As Your Workforce Grows

ApplicantStack

We recommend that you retain competent counsel. Uniform Guidelines for Employment Selection Procedures (under EEOC ). You cannot discriminate on the basis of race, color, religion, sex, or national origin. ADEA ( Age Discrimination in Employment Act ). million.

Recording Workplace Conversations – Ask #HR Bartender

HR Bartender

For example, a court may allow an unlawful recording to be admitted into court if the recording is designed to capture perceived illegal conduct, such as discrimination. If someone asks if they can record a conversation, are there some guidelines a person should follow?

A Managers Guide to Employee Motivation (Tips)

EmployeeConnect

Guidelines for Creating a Motivating Work Environment Formulate as many rules and policies as required to keep your organization covered from legal hassles and creating order in the workplace. Educate your managers and develop guidelines for them so that they practice fair and consistent application of the rules and policies. Communicate clearly to the employees the expectations and guidelines pertaining to exhibiting professional behavior at the work place.

The Marvelous Mrs. Maisel: a Female Comic Finds Her Voice on Gender Politics in a “Be Pretty” Society

HR Daily Advisor

Not necessarily, so long as the employer does not discriminate based on a protected category such as race, age, sex, ethnicity, disability, etc., Naturally, the best practices are to make decisions based on merit and establish some reasonable guidelines for professional image (e.g.,

A Franchise Expert’s Guide to Hiring Franchise Employees

ApplicantStack

One experienced, competent employee can often do the work of two entry-level employees. In 2018, the Equal Employment Opportunity Commission received over 76,000 charges of employer discrimination. For example, here is a Kentucky Fried Chicken franchisee who was fined $30,000 for discrimination. Don’t assume the franchisor’s compliance guidelines are current. You simply can’t compete for the top franchise talent in the current labor market.

How to HR in a growing company – A guide for every size business

Insperity

When you first start a company, amid the excitement and many competing priorities, you may not be considering the vital role of human resources (HR) in growing a company.

Why creating a culture of HR compliance could reduce risk

Insperity

You’re at jeopardy of being sued by an employee for any number of grievances, like discrimination or harassment. A candidate may have all the technical competencies. As Savardi writes, once the policies, guidelines and practices are in place, it is important to review them regularly.

Severance Pay Basics and Policy Considerations

HR Daily Advisor

Every business should have established guidelines concerning severance pay. Such a policy not only provides employees with guidelines, but also protects the employer from lawsuits based on claims of unfair business practices.

Double Your Productivity With These 6 Recruiting Tips

Linkedin Talent Blog

Minimize this problem by having hiring managers conduct a scripted two-way exploratory phone screen that meets both the manager’s and the more-discriminating candidate’s needs. The lesson here: Get detailed facts that prove competency rather than using emotions, feelings, and generalities.

Women’s safety at Workplace

Vantage Circle

They are competent enough to take care of themselves and their families. Gender discrimination. Awareness starts with the implementation of guidelines, and laws against sexual harassment in a workplace. Without understanding the root cause you cannot stop any discrimination against women. In the Employee Orientation Programme, the HR needs to give strict guidelines on sexual harassment to the new employees.

ATS 61

Negative Employees: How to Keep One From Spoiling the Whole Bunch

Insperity

Joan was given a verbal warning on March 10 referencing our policy on guidelines for appropriate conduct, which sets expectations on effective communication, maintaining a high degree of professionalism and respect for all employees at all times.

WIRTW #358 (the “appreciation” edition)

Ohio Employer's Law

via The HR Capitalist, Kris Dunn In-House Counsel: Is Transgender Discrimination on Your Radar? — via In House Transgender Discrimination is Illegal — via Cleveland Employment Law Blog Social Media & Workplace Technology Is Big Brother Watching? o your employees feel appreciated?

WIRTW #504 (the “once bitten, twice shy” edition)

Ohio Employer's Law

Discrimination. Age Discrimination Suit Because Job Posting Asked for “No More Than ‘X’ Years of Experience” — via Michigan Employment Law Advisor. If I allow employees to text, what guidelines should I install? — Never in my life did I think that I’d ever attend a biker rally.

Workplace Style: What’s In, What’s Out with Office Dress Codes

Everwise

Despite tech companies claiming that they value the quality of work over an employee’s appearance or style, the reality is that people—co-workers, customers and the general public— make judgments about professionalism, competence and reliability based on appearances. It can be challenging to avoid charges of discrimination, since business can’t restrict clothing worn for religious purposes.

Women’s Safety in the Workplace

Vantage Circle

They are competent enough to take care of themselves and their families. Gender discrimination. Awareness starts with the implementation of guidelines, and laws against sexual harassment in the workplace. Therefore without understanding the root cause you cannot stop any discrimination against women. In the Employee Orientation Programme, the HR needs to give strict guidelines on sexual harassment to the new employees.

Everything to know about Human Resource Management

CuteHR

Personal productivity, competence, the candidate. They identify, investigate and resolve workplace issues that, might get unattended and could spiral out of control thereby embroil the organization in legal matters about federal and state anti-discrimination and harassment laws.

Promotions, New Supervisors Not ADA Accommodations, Courts Say

HR Daily Advisor

That is per se unreasonable under [EEOC] guidelines,” it said. Thus, an employee must compete for any vacant position that would constitute a promotion.”.

Lurking Business Litigation: 4 Things You Can’t Afford to Ignore

Insperity

Harassment and discrimination. The Equal Employment Opportunity Commission enforces federal civil rights laws of harassment and discrimination based on race, color, religion, !!!, Employees should receive training about discrimination—what it is, how to recognize it and what to do if it is experienced or observed. It’s also illegal to target or retaliate against an employee who has reported discrimination. Owning your own business is difficult enough.

Pros and Cons of Labor Unions

MapHR

Of course, there are limitations in place such as discrimination. In some unions, members will see the organization subsidize legal fees on disputes related to discrimination and wrongful terminations. Other examples include the minimum wage, OSHA guidelines, and overtime rules.

Book Review – Industrial/Organizational Psychology: Understanding the Workplace (5th ed.) by Paul E. Levy

Workplace Psychology

This concept, defined in the Guidelines as the ‘80% rule of thumb,’ is the common practical operationalization of discrimination according to the courts. to discriminate) against a group if the selection rate (i.e.,

Negative Employees: How to Keep One From Spoiling the Whole Bunch

Insperity

Joan was given a verbal warning on March 10 referencing our policy on guidelines for appropriate conduct, which sets expectations on effective communication, maintaining a high degree of professionalism and respect for all employees at all times. There are federal laws that protect your employees from harassment and discrimination. The idea of behavior competencies can be implemented throughout the whole employment lifeline.

When to Offer Severance Pay, and How Much

Zenefits

These agreements may also include prohibitions on the employee from making disparaging comments about the company, and in some states, can include non-compete clauses. Second, severance can be provided evenly and fairly, avoiding even the appearance of discrimination.

Strategic HR: Writing a Strong Termination Letter

HR Daily Advisor

With a few guidelines, you can write termination letters that communicate strength and confidence. The employee should be reminded of his posttermination obligations under any confidentiality agreements or covenants not to compete.

Seven young business leaders in Kenya share the best career advice they ever received

Shortlist

Hivos works on projects that offer a positive counterbalancing force against discrimination, inequality, and abuse of power with the aim of moving to a world where all people have the same rights, irrespective of gender, beliefs or sexual orientation.