Let’s talk about I-9s. You probably filled them out for each employee, filed them away and never thought about them again, right? This can be problematic as there are several common mistakes made on the I-9 form. An audit can be a very costly experience if your forms aren’t all in order. Let’s review some of the most common (honest) mistakes that are made on the I-9 form. Section 1. Employee Information and Attestation Section 1 of the I-9 must be completed by the employee on the first day of employment. In this section, employees often don’t realize they need to check off the Preparer and/or Translator Certification box. If the employee did not use a preparer or translator, the box below should be left blank. Section 2: Employer or Authorized Representative Review and Verification This section must be completed by the employer within three days of the employee’s first…

The concept of diversity is often presented to employees only in the negative – employees are told not to discriminate, or not to harass. But diversity is much more than that – when embraced and fostered, it promotes creative, engaged, happy workplaces. Beginning the diversity discussion with your workforce can be difficult, but there are several important terms to know that can be excellent ways to open a dialogue with your managers and other employees. This is not an all-encompassing list of terms, but it is a good place to start. Once you understand these concepts, it will put you in a better place to begin to have these conversations within your workplace.   Diversity Diversity is synonymous with variety, but in this context, it is much more than that. Diversity is the acceptance and understanding that we are all unique individuals coming from different backgrounds. It means respecting people…

There are so many things that are essential to the employee handbook that it can be tough to know where to even start. We’ve got you covered. Below are 9 key components that every good employee handbook should include. 1. Introductory Statement This statement introduces the handbook, describes the purpose of it, and includes the At-Will Disclaimer and General Disclaimer. The At-Will Disclaimer should describe what it means to be an at-will employee. The General Disclaimer should address the intentions of the handbook, the ability of the company to interpret it at its own discretion and the handbook’s compliance with all applicable federal, state and local laws. It should also state that it is not a contractual document. 2. Equal Employment Opportunity Policy (EEOP) Federally, this means different things for different types of employers, but most employers are prohibited from discriminating against an employee, a job applicant, a former employee…

The employee handbook is an important communication resource for your employees that also limits your company's legal liability. It can be tough to decide what does and does not belong in the employee handbook, but these tips can help you along the way.   Read the full article, here.

Businesses face a multitude of risks throughout their daily operations. One of the most complicated risks that organizations confront is cybersecurity risk. Cybersecurity is defined as the protection of internet-connected systems, including hardware, software and cyberattacks. When businesses hold sensitive data on the cloud or shared servers, you must address the potential risks that arise from storing information. Cyber security risk is difficult to address because a cyberattack can come in many forms. Hackers have become more creative in how they breach data systems, but there are vital steps HR and organizations can take to protect themselves, such as:   Implement Email Screening Software: Companies can proactively protect against these forms of cyber-attacks by implementing software that “screens” messages before they are delivered. The best defense against phishing scams is preventing the messages from reaching employees. Screening software is always improving but it’s use does not guarantee that a fraudulent…

As organizations become more age diverse, business leaders find themselves managing a multigenerational workforce. Five generations in the workplace can mean more opportunity for success or more challenges, depending on how an organization deals with the generational differences. Each generation has grown up in very specific times in history and their outlook, beliefs and perspectives on what “work” means to them have been molded by the socioeconomic, political and cultural atmospheres in which they grew up. The five generations include: Traditionalists/Silents: born before 1927 and 1946 (2% of the workforce) Baby Boomers: born between 1946 and 1964 (25% of the workforce) Generation X: born between 1965 and 1980 (33% of the workforce) Millennials/Generation Y: born between 1981 and 1995 (35% of the workforce) Generation Z: born 1996 to 2012 (5% of the workforce) Each of the generations have different leadership, communication, and career development styles. Understanding what motivates them will…

While it may feel like businesses are still reeling from adapting to the working millennial, the next generation is already knocking on the HR door. The Society for Human Resource Management went straight to a 16-year old source to see what is on the workplace horizon. Here are a few trends and some potential takeaways for employers. Gen Z is competitive, raised on more pervasive youth sports and regularly reminded just how hard it is to get into elite colleges. These go-getters are used to immediate feedback. HR departments will be wise to consider how to offer quality, actionable feedback to these employees. On the one hand, rigorous coaching and parent investment mean Gen Z can take tips on how to improve and even handle tough criticism, something millennials are seen to struggle with. Even better, the competitive nature of Gen Z will make them want to work to succeed. To…