Filtered by tag: HR-Human Resources Remove Filter

Getting Your HR House in Order

Getting Your HR House in Order:
Employment Applications, Updated Form I-9, and Revised W-4

by Jean Seawright

 

Is your garden center ready for Spring hiring? Part of your preparation should include a review and possible update of your employment application, along with incorporation of two newly updated forms—the I-9 and W-4.


Read More

New Minimum Salary Level for Exempt Employees

REGULATION UPDATE!  New Minimum Salary Level for Exempt Employees
Final Overtime Rule Released

by Jean Seawright

On September 27, the U.S. Department of Labor (DOL) published its much-anticipated final “Overtime Rule” updating and revising Title 29 of the Code of Federal Regulations, Part 541, which sets forth rules for employers to claim an overtime exemption under Section 13(a)(1) of the Fair Labor Standards Act (FLSA). Commonly referred to as the “white collar exemptions,” this section of the FLSA exempts from overtime any employee employed in a bona fide executive, administrative, or professional (“EAP”) capacity.


Read More

August Word of the Month - Engagement

August Word of the Month - Engagement

A Double Shot of Engagement
by John Kennedy

 

As the “ReFresh” video described the importance of engaging your customers in understanding their needs and expectations, this article addresses a similar approach for your company and your team of committed and dedicated employees.



Read More

The Art of Effective Recruiting

The Art of Effective Recruiting

by Jean Seawright

Here's a frightening thought:  It's all up to you! 

Read More

Developing Your Most Valuable Asset

Developing Your Most Value Asset

by Danny Summers

As a Garden Center Owner or Manager, I challenge you with this question: What is your business' most valuable asset?

Read More

New and Updated Employment-Related Forms

New and Updated Employment-Related Forms, Documents, and Posters for Garden Center Group Members

from Jean Seawright

Just in time for the spring season, Seawright & Associates has provided a variety of new and updated forms, documents, and posters that are now available under the Human Resources section of Power Tools! Check out their Ideas for Sourcing (recruiting) Talent handout.

Read More

Group Client Advisory: I-9 Compliance

Group Client Advisory: I-9 Compliance

by Seawright & Associates

On Wednesday, November 7th, Seawright & Associates' Jean Martin presented a GROUPtalk-Live webinar for Group Clients titled "Winter is Coming... Prepare for ICE!" This was one of the largest attendance for any GROUPtalk-Live sessions and for obvious reasons. This is a very important subject and it also underscores the importance of having the talents and resources of Seawright & Associates for our Group Centers (a huge benefit of being in The Group). Prior to the session, Jean had supplied both the current I-9 Paper Version Form and Instructions for each participant for note taking.

Read More

Employee Handbook Relief

Employee Handbook Relief

by Jean Seawright

Employers are finally getting a reprieve after a series of restrictive employee handbook policy decisions and guidances issued by the prior Administration's democratic majority of the five-member National Labor Relations Board (NLRB).

Read More

Ten Emerging HR Trends for 2018

Ten Emerging HR Trends for 2018

by Jean Seawright

Paid sick and parental leave . . . pay history bans . . . predictable scheduling statutes . . . mandatory E-Verify . . .  compensatory time off . . . an increase in the guaranteed salary level for White Collar workers . . . The list goes on. Which of these employment regulations will impact your business in 2018 is yet unknown, but regardless of your revenues, location, or number of employees, one thing is certain--it will be challenging to find and hire qualified workers. And the challenges won't subside any time soon. Macroeconomic realities, including a workforce that is growing at its slowest pace in over a half-century, aging workers exiting the labor force, a widening skills gap, and faster-than-average employment gains in several occupational sectors, indicate that labor shortages are here to stay.


Read More

Sexual Harassment - The Floodgates Are Open

Sexual Harassment
The Floodgates Are Open . . . Will Your Company Sink or Swim?

by Jean Seawright

Check any news outlet today and you're almost certain to hear about a new sexual misconduct scandal involving an executive, politician, or entertainer. The allegations are nothing short of shocking, ranging from offensive acts of sexual harassment to criminal acts of sexual assault. In response, a multitude of corporations are mandating sexual harassment training for all employees.

This surge of sexual misconduct allegations has, once again, put sexual harassment in the spotlight. Sexual harassment is a prohibited form of sex discrimination under Title VII of the Civil Rights Act of 1964. This federal law is enforced by the Equal Employment Opportunity Commission (EEOC) and covers businesses with 15 or more employees in 20 or more calendar workweeks in the current or preceding year. Even if your business is not covered by Title VII, it may be covered by a state, local, or county anti-discrimination law that prohibits workplace harassment for smaller businesses.


Sexual conduct becomes unlawful under employment regulations when it is unwelcome and severe or pervasive enough to alter the conditions of employment and create an abusive working environment. This happens when the harassment culminates in a tangible employment action (e.g., termination, demotion, etc.) or is sufficiently severe or pervasive to create a hostile work environment. Today, an employer can be held liable for sexual harassment by a supervisor even if it had no knowledge of the supervisor's misconduct. Gone are the days of "hear no evil, see no evil, know no evil" defenses. If your business receives a charge of sexual harassment discrimination from the EEOC or another fair employment practices agency and you can't prove that you attempted to prevent harassment and/or that you adequately addressed the complaint, you're guilty.



Read More

New Admin - New Day- for HR Update

New Administration, New Day for Business... Anticipated Changes in the HR Arena

by Jean Seawright
During The Fall Event, Jean Seawright gave us an important update on what she feels is ahead in Human Resources management.  As usual, her presentation was one of the highest-rated sessions. Here's just a few comments from Group Clients who attended: 
"Jean is an invaluable asset to the group."
"Always has so much information to try and learn from Jean. "
"One of the highlights of the event in my mind."
"What the team and I took away from this session was worth every penny of the trip."
"HR is always good and terrifying at the same time. And Jean is The Best!"
"As I said before - one of the best hours of The Fall Event."

Now, here's the summary of update directly from Jean:

 

Read More

Revitalizing Reviews

Revitalizing Reviews

by Jean L. Seawright, CMC


There’s no question that employees are more effective when working in an environment that promotes regular communication about expectations and results. The reality is that people want to know where they stand—even if it isn’t good. A performance review is one important tool that can help address this need by answering the burning question every employee has: “How am I doing?”  

Unfortunately, in many organizations, performance reviews have gone by the wayside, even though the younger generation of workers—the Millennials—are known for their need to receive regular feedback (and praise!) from management.


Read More