Employee Training and Development

Employee Training and Development
Employee Training: Giving company an edge

In today’s tight job market, one of your major obstacles to finding and retaining the best employees has become employee training. People simply don’t stay long when they know they have no future with a company. There are too many other options out there.

A company’s investment in employee training says, “You’re a valued employee, and your personal growth is important to us.” What’s more, employee training and development may be the key to keeping your whole business on the cutting edge. We can help. We provide an array of training opportunities as part of our service to you.

Aside from the fact that adequate training will boost morale, retention, and productivity, consider the savings that you might realize when your employees are properly prepared for their jobs. “Market conditions and technologies change so fast that your employees’ skills become obsolete at a rapid pace,” warns What’s Working in Human Resources newsletter. “Firms that train will leave those that don’t in the dust.”

There is yet another reason employee training program has value for your company. By providing opportunities for employees to become familiar with their co-workers’ responsibilities, you help employees value one another’s work. Take a close look at the work skills required for your company to function day-to-day.

Is there any employee whose skills are so valuable that you could not function without them for an extended period of time?

What training efforts could minimize the impact of this possible hazard?

We take employee training seriously, and our efforts to keep your employees up to date begin the day you enroll. Please contact a member of our Human Resources staff for a schedule of the training opportunities we are currently offering.

AmCheck offers nationwide HR Solutions & Employee Training & Development Programs. Get a quote.

Family and Medical Leave Act (FMLA Law)

Family and Medical Leave Act (FMLA Law)
FMLA Law - You don’t have to "read an employee’s mind"

When Ester Gay failed to report for work on June 22, her husband called her supervisor to report that she was hospitalized for “a few tests.” In fact, Ester had been admitted to a psychiatric hospital for treatment due to a nervous breakdown.

After six days, the supervisor had received no further information, and Ester was dismissed. She filed suit claiming that she was entitled to emergency leave under the Family and Medical Leave Act (FMLA). The court’s decision in the lawsuit is proof that there is still some justice in the world for employers weary of trying to comply with a bevy of government-imposed regulations.

Based on the information Ester’s husband gave, the employer had no way of knowing that her condition might have qualified her for leave under the FMLA Law, so when Ester’s attorney filed suit, the court ruled in favor of the employer.

According to HR Wire, “In order to take advantage of FMLA benefits, employees must provide notice to employers--normally, at least 30 days in advance where the leave is foreseeable based on planned medical treatment.” When the need for leave is not foreseeable, an employee generally must notify an employer within 48 hours. There are exceptional cases, but these are general guidelines.

When the need for leave is unforeseeable, the employee is only required to notify the employer that his or her condition is potentially FMLA-qualifying. The burden of determining whether the leave is in fact FMLA-qualifying then rests with the employer.

We are your employment ally. We’ll help you interpret the FMLA, and prevent you from taking employment action that has the potential to damage your company.

AmCheck offers nationwide HR Solutions & Family and Medical Leave Act (FMLA Law) interpretation services. Get a quote.

Hiring Minors: Fair Labor Standard Act

Hiring Minors: Fair Labor Standard Act
Prevent your company from child labor law violations - FLSA

At the conclusion of a long school year, when students have completed their final exams, the Employment Policy Foundation estimates that over 60% of teenagers, between the ages of 16-19, will look for summer employment. This equates to over 8 million new employees entering the workforce. For many employers, youth employment provides a relatively simple and cost effective resource that will help fill seasonal staffing needs.

However, what appears to be a mutually beneficial relationship could actually create undo liability for the employer. Both the federal government and the states legislators enforce regulations aimed at protecting minors from hazardous occupations and minimizing the disruption of school work. The federal government enforces child labor provisions through the Fair labor Standards Act (FLSA) and the states through various youth employment laws. Penalties for child labor violations range from $100 to $10,000 per occurrence, based on the severity of the violation. As such, it is imperative to know the laws before hiring a minor.

Federal v. State
It is not uncommon for an employer to be faced with contradicting regulations. For example, many states allow minors, 16 years and younger, to work until 10:00pm during the summertime. Conversely, the FLSA only allows for work until 9:00pm (7:00pm during the school year). So what to do? Follow the law that is most limiting. Where state laws are stricter than the federal FLSA, the state laws should be applied.

Age Certificates
According to the U.S. Department of Labor, the Federal Government does not require work permits or proof-of-age certificates. Most states, however, do require them for workers of a certain age. The purpose of these certificates is to protect the employer from prosecution for employing an under-aged worker. The possession of an age certificate constitutes a good faith effort to comply with the minimum age requirements. Generally, work permits can be obtained through the student’s school board or the state labor department. For specific requirements, as they apply to your state, please see the adjoining chart.

Allowable Job Duties
The employment of minors 14 – 15 years of age is severely limited by both state and federal law. Any job for a child under 16 is considered “oppressive” if it is the type of job that is typically restricted to older children. In addition, a job held by a 14 -15 year old must not interfere with school hours or the child’s well-being. The Department of Labor regulations do allow for certain non-hazardous jobs in the following types of businesses, primarily in office and sales jobs: retail establishments; movie theater, offices, fast food; newspaper delivery, entertainment and employment exclusively for a business owned by their parents. However, the states may also restrict the allowable jobs further.

Hours of Work and Rest Periods
In addition to the restricted job duties, 14 and 15 year olds are regulated in the hours they may work and the number and frequency of rest periods. These minors may work: no more than 18 hours per week during the school year; no more than 3 hours on a school day; no more than 8 hours on a non-school day and no more than 40 hours per week during non school weeks. Also, the work must be performed between the hours of 7 a.m. and 7 p.m., except from June 1 to Labor Day, when the evening hours are extended to 9 p.m.

Most states also require meal and rest periods periodically throughout the shift. They range from Maine and Massachusetts which require a 30 minute break after six hours of work to Washington which requires a 10 minute break every two hours plus an additional 30 minute meal after 4 fours of work.

Under the FLSA, 16 and 17 year-olds may be employed for unlimited hours in occupations other than those declared hazardous by the Secretary of Labor. Several States do restrict the number of hours and times of day that this age group may be employed.

As you can see from the examples above, there are many complex issues surrounding the employment of minors. Be sure to check with the Department of Labor or our Human Resource Department for additional regulations as they apply to your business and state.

State Work Permit or Age Certificate Provision

Alabama => Under 18

Alaska => Under 17

Arizona => No provision

Arkansas => Under 16

California => Under 18

Colorado => Under 16 to work on school days during school hours

Connecticut => Under 16

Delaware => Under 18

DC => Under 18

Florida => Parent affidavit

Georgia => Under 18

Hawaii => Required for minors 14 and 15. Age certificates required for minors 16 and 17.

Idaho => No provision

Illinois => Under 16

Indiana => Under 18

Iowa => Under 16

Kansas => Under 16

Kentucky => Proof of age required at job location

Louisiana => Under 18

Maine => Under 16

Maryland => Under 18

Massachusetts => Under 16

Michigan => Under 18

Minnesota => Under 16 during school term

Mississippi => Under 16 & parent affidavit

Missouri => Under 16 during school term

Montana => No provision

Nebraska => Under 16

Nevada => Under 14

New Hampshire => Under 16

New Jersey => Under 18

New Mexico => Under 16

New York => Under 18

North Carolina => Under 18

North Dakota => Under 16

Ohio => Under 16

Oklahoma => Under 16

Oregon => Under 18

Pennsylvania => Under 18.

Puerto Rico => Under 18.

Rhode Island => Under 16.

South Carolina => No provision.

South Dakota => No provision.

Tennessee => Proof of age required at job location

Texas => No provision.

Utah => Not required, but schools can supply age certificates.

Vermont => Under 16

Virginia => Under 16.

Washington => Under 18.

West Virginia => Under 16.

Wisconsin => Under 18

Wyoming => Proof of age required at job location

AmCheck offers nationwide HR Solutions & Fair Labor Standard Act (FLSA) Regulation services. Get a quote.

Increasing Your Hire Power

Increasing Your Hire Power
Employee Hiring Assessment Services- Tips to efficient employee hiring.

Had trouble hiring a qualified employee lately? If so, you certainly aren’t alone. The current low unemployment rates (as low as 3% in some states), coupled with an increased demand for employees with better-than-average job skills, making the hiring pool “shallower” than ever.

Placing a want-ad is no longer an effective means of finding qualified people--the competition for superb employees is just too fierce. Try using a less-obvious approach when you are searching for the perfect candidate. Jaqueline Lynn recommends the following procedures in an article published in the September 1997 issue of Entrepreneur:

It’s not what you know but who you know
This axiom, common among job-search candidates, applies for employers as well. Your personal and private acquaintances are a great network for “word-of-mouth” advertising when you have a job opening.

Employee referrals
Your employees themselves are a great resource for recommendations of individuals with appropriate skills. Consider offering a cash bonus for any employee who recommends a candidate who is hired.

Age is wisdom
Some of the best employees are retiree’s who are looking for extra income or a way to fill time. Post notices at your local senior citizen’s center.

Use an employment agency or an appropriate job bank
You will save time and money taking advantages of the fact that most agencies pre-screen their job candidates. Also, professional associations often maintain a job bank that could be a good source if you are interested in employees with specific skills--even potential candidates that live outside of your area.

Be sure your compensation package is at or above industry standards
Enrolling with a Personal Employer Organization may dramatically increase the scope and variety of benefits and “perks” you can offer your employees.

AmCheck offers nationwide Employee Hiring Assessment & Employee Leasing services. Get a quote.

Key trends shaping tomorrow’s workplace

Key trends shaping tomorrow’s workplace
Employee Benefits Consulting: Avail Advantages of Flextime

As long as the unemployment rate stays low, one of your difficulties as an employer will be attracting and retaining employees. One key to improving employee loyalty is a great package of benefits. Our services make it possible for you to offer your employees Fortune 500-level benefits, even if you are a small business. Your employees’ need for flexibility in scheduling has given rise to another popular workplace benefit: Flextime Benefit.

“Time now is as scarce as money and employees are much more likely to stay with an employer who gives them a say in setting their work schedule,” says Kathie Lingle, a Work/Life specialist. An astounding 55% of companies surveyed by the Society for Human Resources Management say they offer flexible work scheduling.

There are several different types of flextime. For some companies, flextime allows workers to choose their own starting and quitting hours. Some companies offer a four-day (10 hours/day) workweek. Still other businesses simply allow workers to borrow hours and carry them from one workday to the next.

For Flextime to work, you need to set down some ground rules in advance. Management needs to be non-controlling, and willing to trust workers not to abuse the system. If you choose to offer flextime, make sure employees understand that core business functions always need to be covered, and management reserves the right to make necessary adjustments.

*Headline quote:
“Flextime is the number-one driver of employee retention.”
-Kathie Lingle, National Director of Work/Life at KPMG LLP.

The Advantages

1. Ability to compete for top workers
2. Improved recruiting abilities
3. Reduced absenteeism and tardiness
4. Improved morale
5. Gives employees more time with families, may save child and eldercare expenses
6. More continuity in shiftwork—nurses, policework, etc.

The Disadvantages

1. Challenging to manage—supervisors can’t always see when work is being done.
2. Bosses or supervisors not always on hand to answer questions or handle problems
3. Difficult to schedule in-house meetings
4. May give rise to demands for even more flexibility - like telecommuting
5. Workers may use extra time for a second job which results in increased fatigue and safety risks
6. Covering for sick leave, vacations presents challenges.

AmCheck offers nationwide Employee Benefit Services & Flextime solutions. Get a quote.