It happens more often than we'd like. You've created the schedule, divided team projects/tasks, and then without notice, you suddenly find yourself with one or more employees less than planned. This is referred to as a no-call/no-show, an employee who's failed to appear for work as scheduled and didn't notify their employer.
It is a manager's responsibility to have conversations with their employees regarding compensation in order to set pay expectations, communicate pay changes, and respond to employees' questions about pay.
Starting a new job can be stressful, especially when new hires don’t know what to expect. A comprehensive new hire packet will help ease the first-day jitters by clarifying those expectations and providing employees with all the information they need on day one.
Your new hire packet should provide new employees with all the forms they need to complete for hiring and payroll purposes. It streamlines the onboarding process so employees get started as quickly and painlessly as possible. You can give employees their new hire packets physically or electronically, depending on how your company keeps track of paperwork.
Giving your employees the opportunity to log overtime hours enables you to meet the demands of busy periods and staff shortages without having to bring on extra staff. Your employees earn more, and you, as an employer, reap the benefits of higher workforce efficiency.
According to CBS, “There’s a new term for clocking in and doing the bare minimum at work: ‘quiet quitting.’” The term refers to a type of disengaged employee practice in which employees stop going above and beyond and do as little as possible – just enough to maintain their job. Quiet quitting is, at a basic level, a silent rebellion against work conditions.
Congrats on recruiting the perfect candidate for your remote role. However, the work is far from over. There’s still a crucial phase that will determine the immediate future of your company’s new remote employee: virtual onboarding.
People continue to quit their jobs at a mind-boggling rate as the Great Resignation continues. More than 4.4 million people left their jobs in 2022 so far. Employees are being more selective about the employers, company cultures, and the nature of the work.
You’ve finally decided that you’re going to outsource some or all of your payroll woes! But when you sit down to research the market and find potential vendors, you’re overwhelmed by a never-ending list of payroll service providers — each claiming to be the best.
When considering payroll options, it’s important to choose a reputable company. Ultimately, it’s your business that’s responsible for paying your employees and your taxes on time — not the payroll service provider.
There’s a lot at stake here. You should do your homework to ensure the payroll company you pick is compliant with regulatory standards, offers what you need, and is reliable.
When a business reaches a certain number of eligible participants for their 401(k) plan, federal law requires an independent audit of that retirement plan. Larger companies are more accustomed to this annual requirement. However, owners and managers of growing businesses may never have experienced a 401(k) audit or don't know enough about it.
You probably have a lot of questions if you’re about to undergo an audit for the first time. At what point is an employer required to complete a 401(k) audit? What is an "eligible participant," and why is this important? Who performs the audit, and what documents do they need?
A little homework will help you determine whether or not a 401(k) audit is required. Plus, it’ll help you better prepare for one.
No matter your role or function in a business, there never seems to be sufficient time and resources to accomplish everything you’d like to while operating at the highest possible level. But there are tools that can help.
Human resources processes require significant thought, strategy, and time, whether you have five, 50, or 5,000 employees. And in today’s climate of companies competing for limited talent, you want your human resources practices to be smooth and effective, not only for you but for your team members, as well. Fortunately, many options are available for you to get the support you need to manage your workforce.