Vision Payroll

Employers are often thrilled to have those employees who are always on time, never take a sick day, and never take a vacation. But are they model employees, necessary employees, or a stress case waiting to happen? Does returning to a desk-full of unfinished work worry them? Are they worried about losing work to a co-worker? Or in this time of layoffs are they worried about appearing to uncommitted to their work?

Learn the answers to these questions and also what you need to know about how local laws may impact your vacation policies in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter. You’ll learn if you must offer vacation time and if you should offer vacation time. Learn if you can cap the employee’s balance at some pre-determined level, whether you can limit how much vacation is taken, or when it is taken. Learn what you need to know about forced vacation time and how it’s impacted by the employee’s exempt or non-exempt status.

Visit MyHRSupportCenter regularly not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Many employers are tempted to use layoffs as a method for avoiding problem employees. By failing to follow proper procedures for disciplining and terminating problem employees, however, employers may create more problems in the long-run. Employers should remember these three important guidelines when planning layoffs:

1. Eliminate the Position
2. Select the Least Fit
3. Don’t Fill the Position

To learn more be sure to read this month’s featured article by the HR pros at MyHRSupportCenter, Lay Off Using Layoffs to Manage Poor Performing Employees. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Most employers are familiar with the Worker Adjustment and Retraining Notification (WARN) Act. Because of the minimum employee levels, sporadic enforcement, and relatively mild penalties, many employers have not concerned themselves with it. Do you know what sets state laws in Michigan and Minnesota apart from other states? Do you know which states have recently enacted mini-WARN statutes? Do you know which state bills companies for re-employment assistance?

Learn the answers to these questions and also what you need to know about the Federal Oversight, Reform, and Enforcement of the WARN Act (FOREWARN Act) in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter. You’ll learn how the FOREWARN Act will change the definitions of affected employers, minimum layoffs, and the notice period. Also learn about when potential double penalties may be imposed and how the Secretary of Labor’s rôle could change.

Visit MyHRSupportCenter regularly not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

You may have heard news reports about the Employee Free Choice Act (EFCA), but aren’t sure how it might impact your company. All employers must be aware of what its passage would mean, how it would impact the rôle of the National Labor Relations Board (NLRB), and how it would change the National Labor Relations Act (NLRA). That’s because unlike the NLRA, no small business exemption exists in the current version of the EFCA.

How would the EFCA change the union certification process? Why have many business groups opposed the EFCA? Why do unions argue that the EFCA is necessary? How does the EFCA impact stalled negotiations? What penalties does the EFCA propose for certain unfair labor practices? What action items should employers consider as they deal with the EFCA, in whatever final form it takes?

To learn the answers to these and many other questions be sure to read this month’s featured article by the HR pros at MyHRSupportCenter, The Impending Impact of the Employee Free Choice Act. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

As companies continue to use layoffs in an effort to control costs, they must consider whether those layoffs can cost more in the long-run due to losses in revenue generation and service quality. It is critical that companies retain their most talented employees so that they not only stay in business during the downturn, but also so that they are positioned to grow when the recovery begins. Companies that are able to identity, reward, and retain key employees will be better positioned to succeed both now and in the future.

In this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter, you’ll learn ten tips for successful employee relationships. Among the questions that will be answered are the following:

• How do job descriptions help you improve the hiring process?
• How can you use non-monetary incentives to improve morale?
• Which three checkpoint questions can you ask to determine if you have the right people in the right positions?

Visit MyHRSupportCenter regularly not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

You’ve certainly heard stories in the media about the swine flu, officially known as influenza a virus subtype H1N1 “A(H1N1)”. The global response is being coordinated by the World Health Organization or WHO, but how your company responds can impact both the health of your employees and the health of your business. Employees are concerned about how A(H1N1) will impact the workplace. To learn what actions you should take to prepare your company for a possible pandemic, be sure to read this month’s featured article by the HR Pros at MyHRSupportCenter, 10 Action Items against H1N1 aka Swine Flu Threat.

Learn what you should consider as you decide how to address employee concerns, who you should establish communications plans with, how you should deal with employees who exhibit symptoms and much more that can be used not only when dealing with A(H1N1), but also when preparing for future pandemics.

To learn more, sign into MyHRSupportCenter and read this month’s featured article. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Could you use a systematic, objective tool to assess regulatory or policy compliance in the workplace? Would you like to identify areas of strength? Do you need to note areas of concern? Sign on today to MyHRSupportCenter and take the 3-minute HR audit. You’ll be asked a series of questions that will take just three minutes to complete. Within one business day you’ll receive an e-mail notifying you when your results are complete. For questions on or assistance with the results, Vision Payroll can provide you with the name of a competent HR professional in your area. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

In tough economic times, employers may need to consider various strategies for reducing payroll costs. In so doing, they need to be aware of many issues. Will our strategy be considered discrimination against a protected group? How will employees’ exempt status be impacted by our strategy? Is severance pay a viable addendum to our chosen strategy? Do WARN or state “mini-WARN” laws apply to our strategy? How many options should we consider? What is the key to choosing the correct option?

The answers to these questions and many more can be found in this month’s HRCast a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter. Learn what you need to know about these six key strategies:

1. Decrease Wages
2. Reduce Work Schedules
3. Redistribute Work Loads
4. Offer Leaves of Absence
5. Provide Voluntary Separation Packages
6. Exercise a Phased Layoff

Visit MyHRSupportCenter regularly not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Did you know that the US Equal Employment Opportunity Commission (EEOC) reported a 15% increase in the number of workplace discrimination charge filings during fiscal year 2008? Did you also know that although the most frequently filed charges involve race, sex, and retaliation, the biggest increases were in age and retaliation charges? Do you know the steps that you should take if an employee alleges an EEOC violation? Learn what you should do by reading this month’s featured article by the HR Pros at MyHRSupportCenter, The ABCs for an EEOC Complaint.

No matter how trivial or petty a complaint may seem, the company’s response can make the difference between preventing an EEOC claim and defending against it. This month’s article highlights how the company should formulate its response, revolving the guideline of cooperation, information, and communication. Learn how you should formulate your position statement and why you should include a concise position, the company’s equal employment opportunity (EEO) policies, and any evidence of non-discrimination.

To learn more, sign into MyHRSupportCenter and read this month’s featured article. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

The employee review process is one that makes many employers cringe and many employees anxious. When is it required by law? Should you do it if not required by law? Can the employee evaluation be an effective tool in business management?

The answers to these questions and many more can be found in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter. Learn what you need to know about these five key areas in the employee performance review process:

1. Appraisal System
2. Performance Standards
3. Businesss Goals
4. Individual Reviews
5. Workforce Feedback

Then, log-in to MyHRSupportCenter and click Essentials, Guides, and search “performance”. You’ll be brought to the Performance Management System Guide, a profile that will help you analyze your performance management process and your use of performance appraisals.

Visit MyHRSupportCenter regularly not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.