Hiring a new employee comes with the potential of making a myriad of mistakes. Aside from mistakes with potential legal ramifications such as discriminatory hiring practices, there are a number of other mistakes commonly made by employers which can easily be avoided. Quite possibly the biggest hiring mistake that can be made is hiring the wrong person. There are tremendous costs associated with hiring the wrong candidate: for example, advertising costs, interview costs, background and drug screening costs, training costs, and probably a negative affect on morale for your other employees. Generally it’s less expensive to continue your search for the ideal candidate rather than settling on the wrong one and terminating the bad hire. Continue reading
Can Employees Be Paid Salary to Avoid Paying Overtime?
This is a common question employers have – and not understanding the rules regarding exempt and non-exempt status, established by the federal Fair Labor Standards Act (FLSA), can land employers in hot water if employees are misclassified.
With the impending changes to the minimum salary threshold for exempt employees (Read more about that here!), this is a great opportunity for employers to review all current exempt and salary employees to make sure they are properly classified.
You’re familiar with absenteeism and its costs. Yet there is probably something going on in your workplace that’s even more costly than scheduled employees not reporting to work. It’s employees coming to the workplace, but they’re absent physically, emotionally and mentally from their work performance.
It’s a phenomenon called presenteeism. The typical present-but-absent employee is the one who drags herself to work, suffering from a serious head cold, and struggles through her job at only half speed.
UPDATE: The Department of Labor has released a memo providing employer guidance for determining whether a worker should be classified as an employee or independent contractor. Click here for our more recent post.
Should your new worker be classified as an independent contractor or employee? Review these eleven tests, divided into three main categories, to ensure you are classifying correctly.