When employees make the choice to voluntarily terminate, the first and most logical question employers ask is, “Why?” Sometimes the answer is unrelated to job dissatisfaction, such as retirement, relocation due to a spouse’s job, or because of a family situation. Other times the answer is clearly related to job dissatisfaction. This is where employers ask, “Why would you want to leave?”

Congratulations on taking the next step to grow your business … bringing in help!  Making the choice to hire an employee or a contractor is something that requires a good deal of thought. It might not seem like it, but this is a big decision and one that can significantly impact your business now and well into the future.

I was recently asked if a small (10-employee) company was legally required to have an employee handbook.  This business owner's concern, an attorney friend had told him that poorly documented policies could work against you in court.  Is this true?  

A successful business culture is not just a random act. It is a conscious team effort that must be visible to all who become associated with the business.  This includes executives, employees, potential new hires, vendors, customers, shareholders, and any other stake- holders.  What kind of culture do you want for your business?  

A bad hire can cripple, even destroy your business, while a good hire can take your business farther than you ever imagined the business could go. How do you distinguish between the two?

Do you know why you do what you do? Simon Sinek, author of ‘Start with Why’ says, “If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.”

According to the Department of Homeland Security’s U.S. Citizenship and Immigration Services (USCIS), the updated Form I-9 (Rev. 03/08/13) is to be used immediately. They are, however, extending a 60-day grace period to employers to allow them time to update any electronic systems with the revised form. Effective May 7, 2013, only the Form I-9 (Rev. 03/08/13) should be used.

When an employer implements an effective total rewards strategy, employees respond with higher job satisfaction, they become more engaged, and ultimately more productive. This, in turn, means a higher return on your human investment.

As Millennials continue to enter the workforce, companies will be challenged to consider whether appearance is so important that it overtakes the company’s desire to hire based on a person’s qualifications. Is it OK to disqualify a candidate because of their visible tattoos or piercings?

Maybe you don’t have to worry about employees coming to work in flashy, risqué evening gowns, but you may have to deal with other wardrobe and general appearance faux pas.  Sure we have to consider multi-generational differences and want to allow our employees the opportunity to be self-expressive.  That does not, however, mean we must allow them to dress inappropriately. 

When a relationship ends badly, it could lead to a claim of sexual harassment and retaliation from one of the previously consenting parties. It could also lead to a hostile work environment claim from another worker who believes there is favoritism resulting from the relationship.

When employees make the choice to voluntarily terminate, the first and most logical question employers ask is, “Why?” Sometimes the answer is unrelated to job dissatisfaction, such as retirement, relocation due to a spouse’s job, or because of a family situation. Other times the answer is clearly related to job dissatisfaction. This is where employers ask, “Why would you want to leave?”

Congratulations on taking the next step to grow your business … bringing in help!  Making the choice to hire an employee or a contractor is something that requires a good deal of thought. It might not seem like it, but this is a big decision and one that can significantly impact your business now and well into the future.

I was recently asked if a small (10-employee) company was legally required to have an employee handbook.  This business owner's concern, an attorney friend had told him that poorly documented policies could work against you in court.  Is this true?  

A successful business culture is not just a random act. It is a conscious team effort that must be visible to all who become associated with the business.  This includes executives, employees, potential new hires, vendors, customers, shareholders, and any other stake- holders.  What kind of culture do you want for your business?  

A bad hire can cripple, even destroy your business, while a good hire can take your business farther than you ever imagined the business could go. How do you distinguish between the two?

Do you know why you do what you do? Simon Sinek, author of ‘Start with Why’ says, “If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.”

According to the Department of Homeland Security’s U.S. Citizenship and Immigration Services (USCIS), the updated Form I-9 (Rev. 03/08/13) is to be used immediately. They are, however, extending a 60-day grace period to employers to allow them time to update any electronic systems with the revised form. Effective May 7, 2013, only the Form I-9 (Rev. 03/08/13) should be used.

When an employer implements an effective total rewards strategy, employees respond with higher job satisfaction, they become more engaged, and ultimately more productive. This, in turn, means a higher return on your human investment.

As Millennials continue to enter the workforce, companies will be challenged to consider whether appearance is so important that it overtakes the company’s desire to hire based on a person’s qualifications. Is it OK to disqualify a candidate because of their visible tattoos or piercings?

Maybe you don’t have to worry about employees coming to work in flashy, risqué evening gowns, but you may have to deal with other wardrobe and general appearance faux pas.  Sure we have to consider multi-generational differences and want to allow our employees the opportunity to be self-expressive.  That does not, however, mean we must allow them to dress inappropriately. 

When a relationship ends badly, it could lead to a claim of sexual harassment and retaliation from one of the previously consenting parties. It could also lead to a hostile work environment claim from another worker who believes there is favoritism resulting from the relationship.