Propelling your business forward isn’t something that happens automatically. Most businesses train new-hires in the knowledge and duties they’ll need to succeed. But not all businesses focus on continuing training and development to help their staff continue to learn and grow and find success within their organization.

 Because training has to fit around the working day and your employees still need to perform their jobs, it is number five on the top list of outsourced HR tasks. By training your staff, you are giving them the tools they need to succeed in their current position, and also showing them a possible career path within the organization. Investing into their job by allowing cross-training with other departments or by assigning additional responsibility gives them a sense of ownership in your business and helps to prevent turnover.

Staff training can serve as a refresher or reminder of the company’s values and expectations. For example, four types of training businesses should consider are the prevention of unlawful harassment and discrimination, the prevention of workplace violence, the prevention of wage-and-hour law violations, and finally, the adherence to the organization’s code of conduct. Training like this should occur at least bi-annually, and often annually, especially if the business has frequent new hires. Many businesses choose to hold in-person training sessions with the option of on-line participation for remote workers and those who are absent or can’t make it. On-line training sessions are often the most convenient, since they can be completed in the employee’s own time and doesn't disrupt business operations by requiring all employees to be in training at the same time!

Staff training can also be specific to inform employees about certain aspects of their job. Customer service seminars can give employees new ways of interacting with customers. You might also use training to show employees a tool that will help them perform more efficiently. For example, you may choose to train on a new software or the use of social media in marketing.

Training can lead to team-building as your employees come together to learn about a new platform, focus on a common goal, or revisit what makes your company operate effectively. It inspires your employees to do their best and perform in the way you want them to, and may also protect you from potentially disruptive or costly situations. For example, by conducting Sexual Harassment & Diversity Awareness training, you’re instructing staff on proper behavior in the workplace, which may prevent a harassment situation. If harassment occurs, you can show a jury that as a company, you tried to prevent it and you don’t condone such behavior.

Bottom line: every employee can benefit from training. Training leads to a better culture and helps retains employees as you invest in them and they invest in their jobs. As Zig Ziglar says: “What’s worse than training your workers and losing them? Not training them and keeping them.”

Filing paperwork is a dreaded task in most businesses. Did you know you are required to keep more than one file per employee? Are you keeping your I-9 forms separate from your personnel files? There are a lot of regulatory requirements around personnel files, and internal audits can help uncover them before you face steep fines. The I-9 form alone contains potential fines of $110 to $16,000 per violation. Filing medical information in the wrong place could lead to a potential lawsuit, with lawyer’s fees averaging $85,000. And wrongful termination lawsuits, which can have payouts in the millions, can be avoided with proper documentation—if you can find it when you need it! That's why Personnel File Audits are number eight on our list of the Top 10 Outsourced HR Tasks. If you missed the first two issues, you can catch up on our blog.

Personnel File Audits are a great way to get your file drawers organized and legally compliant. Having an outside source come in and audit your personnel files ensures that you are starting fresh, keeping only the information you need, and filing it compliantly. Elite HR Team's color-coded label system makes keeping the files organized a snap.

We’ve always saved clients more than their investment to audit their files and correct non-compliance. Much like finding dust bunnies under the bed, our audit “deep cleans” your files and searches for every possible fine. We leave you with files that are separated into personnel, medical, and financial, and labelled with necessary documents that should be contained within. We can’t promise to bring you joy in filing, but we can make it easier!

Elite HR Team wants to give you the tools to organize your office and do things right. A Personnel File Audit can get you back on the right foot. Check out our solutions for your personnel files here.

Many small businesses have employees, and they need to implement or supplement their human resources function, but they don't have the resources or the demand to hire a full-time HR specialist. While some of these same companies would think nothing of outsourcing their IT or accounting, they haven't quite made the leap to understanding how an HR consultant can help their business run smoother, while saving time and money.

Because of the response we got on our last blog post (read it here), we want to take the time to go through the top ten outsourced HR tasks and show how Elite HR Team™ specifically can help. We had requests to break down each of the top ten, so we'll start with number 10 and count down in the following weeks.

10. HR Compliance Audits & Training. Most businesses aren't non-compliant intentionally. They've simply fallen victim to the "this is the way we've always done it" or the "we don't really have a system for that" mentality. Compliance audits can point out the areas where your business needs improvement, and training from HR experts allows your staff to understand what they need to do and why, while giving them the tools to show them how.

A small investment in HR consulting directly impacts your bottom line by improving process efficiency and protecting you from fines and lawsuits. For example, spending $100 on multicolored file folders and investing some time into setting up your system correctly can save you $16,000 per violation if you aren't doing your paperwork correctly. Training your managers with a one-day seminar can prevent them from many common mistakes when dealing with problem employees, since wrongful termination carries a price tag of $85,000 in defense fees, with the average settlement $500,000. Properly documenting a hiring decision can prevent a million-dollar lawsuit.  Trust us; we've seen it all!

Fellow business owners don't want to air their dirty laundry. Forbes reported that more than a half million new business start each month, but even more employer businesses shut their doors. You could have the right idea at the right time for the right people -- and lose it all because of one lawsuit or government fine. Unless the case is sensational enough to be reported in the paper, it's just one more small business closing its door. 
 
In order to avoid this from happening to you, you should have your practices analyzed by a human resources expert. They can tell you if you're asking illegal interview questions; if your filing cabinet is also holding potential fines; if the way you treat employees is opening you up to a discrimination lawsuit, and more! By doing things right in the first place, you will avoid trying to fix much larger problems in the future. Businesses don't think twice about a financial audit, which they conduct at least annually. Human resources is just as important.

Some of the areas that we analyze for non-compliance are:

• Documentation, filing and recordkeeping
  
• Recruiting practices and processes
  
• Job descriptions and requisitions
  
• Compliance with the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act and the Age Discrimination in Employment Act (ADEA), among others
• New-hire practices and orientation
• Benefit eligibility and enrollment
  
• Employee classification according to the Department of Labor (DOL) and the Internal Revenue Service (IRS)
• Wages and hours according to the Fair Labor Standards Act (FLSA)
• Performance reviews, discipline and termination procedures
• Displaying the appropriate and required employment law posters

If you know what fines might arise, you can take steps to eliminate them, and even if you aren't finished with the process, an auditor might look at your efforts favorably if you can prove you're trying to establish compliant practices. To inquire about a human resource compliance audit or training, email us at [email protected].

Human Resources encompasses more than just listening to employees complain or distributing information about benefits. It is actually the nerve center of the company, communicating vital information and performing integral processes that keep the business running.

 On the most basic level, HR is involved in recruiting, hiring, morale, employee assistance and counseling, benefits, compensation, training, discipline, firing—just about anything that involves employees and their working lives. There are some general areas that characterize most HR responsibilities, which include:

• Compliance—Keeping track of state and federal employment law and requirements, and keeping managers and supervisors informed of what they need to do
• Employee and labor relations—Equal employment opportunity compliance, dispute resolution, union efforts, negotiations and arbitration, employee communications
• Staffing—Forecasting, recruitment and selection, hiring, orientation, retention, performance management, discipline and termination
• Performance—Helping supervisors assess an employee's specific and overall performance, and documenting performance accurately
• Benefits—Health insurance, workers' compensation plans, pension, profit-sharing, and 401(k) plans, other retirement benefits, work and family programs, vacations, leaves of absence
• Compensation—Wage and salary programs, job classifications, performance appraisals, salary surveys, incentive and bonus programs
• Training and development—Management training, supervisory and nonsupervisory training, skills-based training, team-building, career development, organizational development
• Planning—Strategic planning, restructuring, mergers and acquisitions, succession planning
• Recordkeeping—Maintaining accurate records to help prove your compliance with government recordkeeping and reporting requirements, as well as to defend your decisions on such matters as hiring, discipline, and compensation

With all of these different hats to wear, owners of small business and office managers may find it difficult juggling compliant human resources function on top of their other demanding tasks. Not to mention that most of the people in smal businesses who are thrown into the HR role don't have an HR background and are unaware what regulations they're subject to. It is important to establish HR function for three critical reasons:

1. To avoid costly lawsuits and government fines. Your money is your money! You want to use profits to invest in your company and your employees, and to provide yourself with an income. But if you aren’t doing things the right way, the government can fine you—the I-9 form alone carries fines from $100 to $16,000 per violation. Disgruntled employees may look for reasons to sue. It only takes one lawsuit to negatively affect your bottom line. The average defense costs for wrongful termination are $85,000 with the average settlement $500,000. Read more about non-compliance here.
2. To establish best practices. We don’t just recommend implementing HR structure as an option that might help you or busy work for rainy days. We know through experience that establishing your HR function will make your company run smoothly. Your employees will be able to work more efficiently because they know what’s expected of them, and you’ll be able to measure your successes with certainty because you have processes in place.
3. To make your company great. We know you strive for excellence. You want to be successful, and you want your businesses to be a coveted workplace. Paying attention to human resources can help your business run more efficiently and be more profitable.

Once you’ve decided to audit your files, your processes, and your procedures, there are a few ways to go about it. You can try to learn about it yourself and find the best way through trial and error. You can hire a human resources specialist to run your HR function for you. You can outsource your HR responsibilities (much like many companies use a payroll service), or you can learn to do it yourself through our Elite HR Business School™. Obviously, if you have the growth and the capital to support a full-time HR representative, congratulations! You’re doing well! But with the average salary for an HR professional in the St. Louis area at over $100,000, before benefits, we’ve found that many small businesses prefer our retainer packages, all of which come with Elite HR Business School™. This program is self-paced, guiding you through establishing a legally compliant and excellent HR function, from hiring to firing. The seven modules are chock full of videos, Solution Slicks, forms, and checklists.

Compliance doesn't have to be a struggle or a headache. Learn from the experts and apply their knowledge to your business. The peace of mind you gain will be priceless!

By Jodi Tahsler

When you see Sexual Harassment cases in the news, they always seem sensational and most employers probably think, "My employees know better. They would never do something like that."

Just the other day, Kandi met a gentleman in his eighties (at least!) and he expounded to her his ideas on “this younger generation.” Apparently, we don’t take as much pride in ourselves or our work because we’re allowed to wear jeans. Gone are the days when men put on a three-piece suit—or even own one! Gone too are the days when women wore pantyhose and high heels every day.

There are two schools of thoughts on dress codes: 1) Employees are more productive when they’re comfortable so they should be allowed to dress casual, and 2) Requiring a more formal dress creates a professional environment, which keeps employees more productive and communicates the right message to customers and clients.

First, you should have an outlined policy on your dress code that is communicated to your employees. Even if it’s just to address safety concerns, such as banning flip-flops and open-toed shoes in the plant, or spelling out that short skirts, ripped jeans, and T-shirts with profanity on them are unacceptable, your dress code spells out how you want your employees to look as they represent your business. Some industries are able to spell out their requirements in black and white, since employees are required to wear a branded shirt and black pants (ex., restaurants), while others still encourage suits and ties (banks, lawyers, CEOS). You need to ask yourself how much interaction your employees have with the public, and what image you want the office/work environment to present to visitors. A major restaurant chain recently changed its dress code to allow visible tattoos, as long as they aren’t offensive or on the neck/face, showing how far public perception has come.

My husband always requires khakis and polo shirts as a minimum for his employees, because to him, "business casual” is casual! To him, there’s no difference in comfort between khakis and jeans, but to many employees, jeans represent a sort of freedom.

Even if you decide to allow employees to go casual on days they won’t be meeting with anyone, you can’t leave “casual” up to the imagination unless you want to see Crocs and sweatpants with words written on the rear. Jeans can look nicer paired with a button-up shirt or blouse than wrinkled khakis and a stretched-out sweater. Here are some tips to maximize your dress code:

1. Differentiate when more casual dress will be allowed. Whether it’s dress-down Fridays, on days when a local sports team has a home game, or when employees are not meeting with clients, allowing them some freedom in their clothing (within bounds) can improve employee morale.
2. Spell out the things that are definitely not allowed and have a procedure to follow if someone violates the dress code (being sent home without pay to change, for example).
3. Be consistent in your enforcement. If you let one department slide, or one person in the department slide, other employees could become resentful of the “favoritism” treatment. What we wear is a very personal thing, and seeing someone flaunt a violation of the dress code can make other workers very emotional.
4. Encourage professionalism, even when employees are dressed down. Address violations and employees who use dress-down days as an excuse to socialize without pointing fingers or getting emotional. Simply point out the policy, which should spell out what is appropriate and that casual dress is a privilege extended because employees are able to remain professional and get their word done.
5. Come up with a plan that works for your business. You know your work environment and your employees best. Make the dress code work for you.

As the below info-graphic illustrates, harassment & discrimination is a very serious issues for businesses, and can be very costly. Businesses should avoid discrimination by training their employees and managers on appropriate workplace behavior. Attorneys suggest that workplaces have at least a bi-annual session of Sexual Harassment & Diversity Awareness Training and then also have every new-hire go through this training. It has been proven that businesses who conduct this training regularly are given a break in litigation because they're able to prove that they do not condone discrimination and harassment in the workplace, but rather take preventative measures to avoid this behavior in the workplace. 

Learn more about our Sexual Harassment & Diversity Awareness Training here.

We have 3 options for you when it comes to this training. 

1. We can come on-site and conduct this training for you and it includes the training presentation, handouts, and quizzes. 

2. We have online capabilities where your employees can watch a training video remotely. The handouts are populated on the page below the training and they are prompted to complete the quiz online as well.

3. You can purchase our DIY training kit and conduct the training yourself. The disc includes the PowerPoint training, the movie, the handouts, the quizzes, and the answer key.  

We also offer this training quarterly for you to send your new-hires to, if you so desire. 

Learn more about our Sexual Harassment & Diversity Awareness Training here.

Group Interviews Explained Have you ever been in or conducted a group interview? Group interviews involve having an interview with a range of 5-15 candidates at the same time. The interview can be conducted by asking the same question to the whole group and allowing each individual to answer among the group. Or, the group may also be divided into subgroups for group activities and assignments. Group interviews can save an employer a lot of time in the interview process. For example, a manager is more likely to have time for a 1-hour group interview with 10 people but making time for 10 one hour interviews may not be possible. Group interviews can aid in identifying those candidates with leadership skills as they stand out in the crowd and take the lead in the group. 

Group interviews are a great idea for certain types of positions, but for other positions should not be utilized. A group interview should not be conducted for mid-level management positions or higher. Upper management is an integral part of any company. It's important that their interview time is spent one-on-one to really get to know them. Plus, it can be perceived by the applicant as demeaning and degrading for an executive to be interviewed in this way. Let's be honest, it is difficult to find good managers. You want to spend one-on-one time with them for your own sake and for the sake of showing them respect in the recruiting process. Group interviews are a great tool for lower level positions, to entry-level management positions. These positions often have a lot more applicants than management positions, so you can really maximize your interview time with group interviews. Plus, as mentioned above, you can see what applicants show strength, confidence, and leadership. 

Would you consider a group interview situation? What roles would you put through a group interview? Leave your comment below. 

By: Dan Cozzi

Veracity is one of our core values at Elite HR Team. We define Veracity as, "extending permission to embrace unique qualities and serve genuinely."

Passion means to have a strong, almost uncontrollable emotion about something.  Where do such emotions come from?  They aren't logical, but they are tied to something deep within us; extremely personal.  One of the great philosophers in western history, Thomas Aquinas, held that temperance binds our passions.  In the realm of morality and justice temperance protects society, but the absence of it can turn an individual into a sociopath.  However, when related to the health of your workforce, encouraging certain passions is a goal of the highest order.  Passionate people greatly engage in the things they are passionate about, and here is where veracity is important. 

Companies that don't embrace veracity find it difficult to promote passionate workforces. Without it managers, executives and company leaders risk tempering their worker's passion for their work. Think about it, how passionate can someone be where her/his unique qualities are suppressed in an effort to force compliance to tasks and exercises which are counter to their strengths or individuality. 

At Elite HR team, we embrace veracity as one of our values to avoid tempering our team members’ passion for their work.  In whatever we are working on, for our clients or for our business goals, we give ourselves and our partners permission to embrace their unique qualities and strengths and live them in their work. These unique qualities determine our strengths which we welcome and encourage to strengthen our team and yours.

We've shared why we feel veracity is key to our vision for our future, please share how or if veracity plays a role in your company, team, or work group.  We look forward to learning from you! Comment below or join the conversation on our Facebook page.

You can also watch our video about Veracity where Dan interviews Kandi on Elite HR Team's core Value Veracity here: 

Edwardsville (KSDK) - Guns at work. It will be the new reality for some Illinois businesses, as owners adapt to the new concealed carry law. But not every workplace is allowing guns. The new law allows companies to ban firearms on their property. And since the first concealed carry licenses are set to go out in a few months, many business owners are still deciding whether to allow enact a ban.

Kandi Mensing owns an HR consulting business called Elite HR Team. She's still deciding whether to allow people to carry guns on her property.

"You have to be able to trust their judgment, and how they're going to utilize that weapon," said Mensing.

But she says there is also risk in banning firearms.

"You have to consider whether your employees' safety is at risk then because you didn't allow them to carry a gun if they wanted to," said Mensing.

So she's attending a seminar to learn more about the law. She'll also use the information to advise her clients.

"Whether you are for it or against it, you still have to have a written policy," said Todd Sivia, whose law firm, Sivia Business and Legal Services, is helping host the seminar.

Sivia says if the policy's not clear, it could create problems for the establishment, and its patrons.. Whether that's a store, church, or restaurant.

"The waitress sees a gun on the person you don't want them to run around saying 'I see a gun, I see a gun.' That's going to create a panic," said Sivia.

So businesses who ban firearms will have to post a sign at the front of their building to alert people before they walk in the door. And it's especially important for Illinois businesses to be clear about their policies, because having a gun where you're not supposed to is a misdemeanor in the state. That's one reason firearm safety trainer Allen Keilman is attending the seminar.

"I want to make sure I'm giving the right message to our clients," said Keilman. "They're good people. They want to do things the right way."

The seminar will be Thursday, January 16th, from 8 a.m. to 9:30 a.m. It's being held at the SIUE Morris University Center in the Hickory/Hackberry Room. The event is free and open to the public.