During the Pandemic, everyone suffered financial losses. As a business owner, you probably worried if you could stay afloat and continue paying your employees. You no doubt had to make cuts and sacrifices and we’re probably happy to make it to the other side.
The U.S. celebrates National Disability Employment Awareness Month (NDEAM) throughout the month of October each year. The theme is selected by the U.S. Department of Labor (DOL). This year, the NDEAM theme is Disability: Part of the Equity Equation, which recognizes the vital role persons with disabilities bring to workforce diversity and inclusion, both in the public and private sector.”
There is so much buzz about Diversity, Equity, and Inclusion (DEI) in the workplace, but what about disabled persons and their accessibility (or DEIA)? The goal of putting DEIA initiatives into place is to value all individuals in a company, giving them the opportunity to show their strengths, but also ensuring they are given the tools they need to succeed.
Human Resource experts know all too well that few organizations put in the proper plan of action for hiring people with disabilities. Employers should verify their company handbook is updated to include policies and best practices for employees with disabilities to be given the capabilities needed to fully participate at work. And with the increase of employees working remotely, companies should focus on disability inclusivity to drive motivation and retention.
A remote working environment is here to stick around for a while. This effect of the Pandemic has truly changed how the workforce is adapting as we have seen companies increasing technology connectivity. It has also brought about the trend for employees to relocate to a state where their employer has not yet established a presence.
Initially, it seems that a remote employee relocation is straightforward, as they can work on a laptop with a cell phone from any location. However, for employers there are payroll tax implications for their employees in these other states. Employers everywhere are feeling the consequences of payroll taxes.
We have all heard the horror stories of a company that is stuck in their Professional Employment Organization (PEO) (or co-employment) contract. PEOs are typically engaged by small businesses for better benefit plans; however, as that company grows, their employees start to feel the negative effects of the PEO.
Initially, a PEO arrangement sounds appealing to an organization that wants to outsource their Human Resources and Payroll. However, a PEO can be extremely complicated as the Employer of Record, running payroll under their tax ID numbers. Additionally, all of the onboarding, employee handbooks and company policies become dictated by the PEO, which unfortunately does not leave the employer any say in how they want to define terms of their own business.
Human Resources is often referred to as the most vulnerable and multifaceted function of a business. The ever-changing nature of human resources means HR leadership and management should align goals around HR compliance needs and people needs within the organization for the present and the future.
Flex HR had the honor of serving as a sponsor at the Community Bankers Association of Georgia (CBA) Human Resources & Talent Development conference this year in Jekyll Island, GA. CBA was formed “primarily to represent the political interests of the independently-owned banks of Georgia.”
The conference dove into some sensitive HR topics such as people operations, HR as a business driver, HR technology, employee experience, leadership awareness, and the top reasons employees are resigning.
When an entrepreneur makes the decision to start their own business, they usually feel they can handle the majority of the company’s aspects alone. However, most organization’s have various teams of individuals that all collaborate and contribute their expertise to build a successfully growing establishment.
Since Russia invaded Ukraine in early 2022, cyber-attacks have become more of a threat than ever before. Any countries that had ties to Ukraine were made vulnerable to Russia cyber-attacks. To keep ahead of these, HR departments stay apprised of the latest cyber threats from Russia and can advise companies about how to best protect themselves.
Some of the most harmful attacks are those on payroll, where funds are rerouted to untraceable debit cards. These cyber threats can be costly and must be prevented.
