5 Reasons to Get Help with Employee Issues

5 Reasons to Get Help with Employee Issues

July 31, 2012 Human Resources, The Beacon Blog 0 Comments

1. Employees issues are distracting management

Management needs to focus on the running of the business, preparing for the future, having satisfied customers, and keeping an eye on the competition.  Too much time spent on employee related issues can be a distraction, when the attending to the business is critical.  Obtaining outside help either from a human resources consulting firm, or a temporary human resources employee, can free management to attend to business strategy while obtaining the advice of an expert.

2. Newly promoted supervisors are not managing.

The transition from outstanding single contributor to a good manager is not always an easy  one for employees.  It means moving the focus from being a key producer on projects and assignments to delegating and making sure employees understand the assignment, have the resources necessary, are motivated to do the work, and encouraged and rewarded along the way. Supervisors and managers are also in the eyes of the law viewed as agents of the company.  They need training in the key labor laws so they are clear on what is permissible behavior and what actions violate the employment laws.  For example questions like “What nationality are you?” or “Do you have children?” should not be asked during an interview. You can purchase supervisor/manager training programs that are on line, in class training program, or have a training program designed for your unique company needs.

3. No one is quite sure what employment laws apply or how to comply

Most federal employment laws are based on number of employees.  Companies of any size must comply with the Fair Labor Standards Act, the Immigration Reform & Control Act, the Uniformed Services Employment and Re-Employment rights Act, the Equal Pay Act, and ERISA to name a few significant laws. At 15 or more employees, companies must comply with Title VII of the Civil rights Act and the Americans with Disabilities Act, for example. At 20+ employees ADA and COBRA are applicable, at 50+ the Family Medical Leave Act, and at 100+ the WARN Act and EEO-1 reporting.  Complying with these and the other laws is often complex and having advice from an employment lawyer or human resources expert can ease the burden and provide assurance that a company is on the right path.

4. Same issues around discipline or time off keep coming up

When a company has not yet developed a coherent set of employee policies, every time  there is an issue, it can seem as though it is being faced for the first time. A lot of energy and time are used inefficiently. Having a comprehensive set of policies in an employee handbook saves time and is a resource for employees and managers when questions arise. It clarifies expectations and sets ground rules. It can provide a layer of protection when employees file claims or lawsuits. A human resources expert or a law firm can help you develop a handbook that is uniquely geared to the culture and philosophy of your company.

5. Pay is causing discord or leading to turnover  

Small companies often make decisions on how to pay employees instantly. An employee makes a request and the owner says yes or no on the spot. As a company grows, paying attention to internal equity and competitiveness become more important.  Employees want to be treated fairly and how they are paid relative to their peers and colleagues in similar companies is a key factor. Having an analysis of how you pay employees compared to each other and outside companies in your area or industry will allow you to assess where you are and where you would like to be in terms of pay. That data can also be used to set up a more formalized compensation system that will make future pay decisions easier and more equitable. A human resources or compensation consultant can use survey data to help you evaluate how competitive you are and plan your pay program.

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