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Changes to the FLSA make more than 1.3 million employees eligible for overtime pay.

Are you ready? iSolved is.

Being able to accurately track time is everything when it comes to the FLSA. Employers have more hourly employees that they need to track. Monitoring overtime is more important now than ever before!

In September, the Department of Labor announced a final rule relating to the Fair Labor Standards Act (FLSA), which impacts regulations around overtime. It requires that exempt employees earning $684 per week or $35,568 per year (or less) now qualify for overtime pay when they work more than 40 hours in a week. It also raises the minimum salary for highly compensated employees.

The new regulations are scheduled to go into effect on January 1, 2020.

January 1 will be here before you know it. It’s crucial to start implementing new processes now to make sure your organization is prepared.

Having an accurate time-tracking system is critical so that you know exactly who is eligible for overtime pay under the updated FLSA regulation. Managing employee time and attendance doesn’t have to be time-consuming.

With iSolved, you can easily track the hours worked and monitor overtime for all of your employees.

Time Collection, Processing and Reporting features that your organization needs to manage the new FLSA requirements with ease.

The built-in reporting tool in iSolved has you covered. Our FLSA Exemption Threshold Report gives you a detailed list of all of your employees who currently fall beneath the new threshold.

The report also shows whether the employee passes or fails the pay requirements under the new threshold, allowing you to see what employees require a change at a glance.

On the report, another column includes required pay change information for those who fail to meet the new requirement.

This feature helps companies visually see the financial impact that will occur as a result of raising the salaries of exempt employees so that they no longer fall beneath the updated threshold.

This allows supervisors to quickly pull reports and see which of their employees are nearing the overtime threshold. Say goodbye to tedious manual time-tracking processes or not knowing what hours your employees have worked until it’s too late and overtime pay is required.

Download the PDF here

How to BOOST Your Employee Retention Rate

Without Busting Your Budget

With the job market becoming increasingly more competitive, many companies are scrambling to provide unique benefits to employees in an effort to decrease their turnover rates. Through offering better benefits packages, higher salaries and expensive perks, some companies have even succeeded in drawing out their industry’s talent from rival agencies. Talented and skilled workers are seeking out companies that have the most to offer, and if your business isn’t able to keep up, you may see your employee retention rates drop.

So, how do you compete with bigger companies who have the budget to offer high-end health insurance and increased wages without completely breaking your budget? The answer is simple.

Get creative with your company culture.

Here are three ways to develop a more engaging company culture and provide unique and cost-effective perks to your employees so they are less likely to seek out employment elsewhere.

Provide Continuous Training

Without continuous training and development, employees can often feel stagnant and struggle with not being challenged enough in their work. In fact, many employees who start looking for a new job are look for something that gives them more opportunities to climb the company ladder.

Satisfy your employees’ need for growth opportunities by offering them training and education options within the company. This doesn’t mean you have to blow the budget on tickets to a massive convention, transportation and food for your whole team. It could be something as simple as hosting lunchtime workshops for anyone interested. The employees who are most dedicated to their work and are motivated to grow within the company will be happy to have the opportunity to hone their skills.

If it’s not within your budget to hire a professional to come in and educate your employees, at least make the information available to your team so that they can pursue educational opportunities on their own. Offer them a reward for attending conferences or classes that will benefit the company’s growth.

Demonstrate the value you place in each employees’ personal growth and development within the company and they will see no need to look for opportunities elsewhere.

Be More Flexible

If you’ve been keeping an eye on the job market, you’ve likely noticed that remote work is becoming increasingly more popular. Many employees are looking for jobs where they have the flexibility to choose the hours that fit their lifestyle – often revolving around parenthood – and that allow them to work from home as needed. Additionally, they are looking for employers who recognize the value of PTO and adequate sick days, as there are still many companies whose PTO offerings are shockingly sparse.

If you want to strengthen your team and reduce your turnover rate, be more flexible about where and when your employees can work. Providing vacation time and allowing sick days gives your employees a chance to rest when they need it and come back fully refreshed, ready to work hard. Without opportunities for selfcare, your employees are likely to face burnout, which limits their productivity and breeds negativity within the office.

Notice Your Superstars

When an employee works hard and contributes to the success of the team but goes unnoticed, it is incredibly frustrating. Unrecognized achievements can lead to lackluster productivity as employees become disillusioned with the company, forcing them to question the value of their work.

Don’t let your superstars slip through the cracks and into a competitor’s hands. Stay connected with your team and involved in their progress, so that when an employee does exceptional work, you are right there to applaud their efforts.

Publicly acknowledging the hard work of your employees not only makes them feel valued, it demonstrates the benefits of hard work to their coworkers. It gives each member of your team a reason to push themselves and strive to meet their own personal goals. Create an incentive program for your employees so that they are not just working toward a company goal, but also working toward a personal reward at the finish line. It doesn’t cost much to make someone’s day with a gift card or a team outing, but it could cost a considerable amount to continuously onboard new employees if your talent finds appreciation somewhere else.

While it is important to make sure that your benefits packages and compensation stay competitive within your industry, those are not the only things employees look for when seeking employment. They’re looking for a great company culture to be part of, somewhere that is positive and inclusive and that gives them every opportunity to succeed. Focus on your own company culture by providing more unique perks for your team, and you will certainly boost your retention rates without breaking the budget.

Download the PDF here

Four HR Practices

Your Small to Midsized Business Should Adopt

Small to mid-sized businesses have their work cut out for them, especially within the HR department. These professionals wear several hats and hold numerous responsibilities, often times beyond typical HR roles.

With the start of a new year, they may end up feeling frazzled with depleted bandwidth and resources to navigate through numerous disparate systems and to personally manage employee information, including payroll, time and attendance, onboarding, recruiting and everything else.

When you add the updates to federal and state employment laws, like FLSA and OSHA, HR professionals are left with one big question,

“Where do I start?”

With all of these responsibilities, you get HR professionals desperately looking for ways to improve their workflow and free up their time from tedious tasks to more strategic initiatives.

Luckily, there are strategies every HR professional working in a small to mid-sized business can use this year to distribute their workload in a more manageable way, and keep on top of it all.

So, before you add “Evaluate HR Department” to your endless list of “to do’s,” take a look at this HR checklist and simplify your schedule.

1. Update your Employee Handbook

Your Employee Handbook should be updated annually.

It’s something that is often overlooked, but immensely important for clear internal communication and appropriate employee relations.

As you look through it, take some time to review:

  • company policies
  • vacation days
  • company hours
  • overtime rules
  • other important information

By doing so, you will not only update rules and policies, but also refresh your mind on what employees are being told.

2. Check Your HR Information System

Your HR information system should solve your problems, not add to them.

HR pros are responsible for looking out for employees, but who is looking out for you?

Look for an HR Information System that helps with all of your HR and payroll needs – one platform that tracks EEO filing, overtime, benefits, PTO and ACA.

If you already have a system or systems in place, take the time to evaluate them and see what is working and what isn’t, it may be time for a change. Your HR information systems should work for you, not the other way around.

3. Have Process to Track Time

Changes to employment laws happen every year and it’s important that you stay current.

Look for changes in sick pay laws, ban the box rules, equal pay changes, minimum wage changes at the federal, state and city level.

Then take an additional step and find a human capital management solution that can navigate today’s business compliance maze.

Your future self will thank you for making things simple and efficient, especially when new law changes are introduced every year.

4. Schedule Management Training

You’ve reviewed the handbook, found an HCM system that works for your organization and streamlined processes, what’s next?

Training.

With updates and changes, management needs to be on the same page. If there are changes that impact current employees directly, be sure to review the specific changes and give the employee an updated employee handbook.

Cover:

  • termination rules
  • overtime rules
  • FMLA/time off
  • other updates

If there are no major changes or updates, it’s always wise to review and remind management and employees of current company policies annually.

Staying current on “all things HR” can be a daunting task. That’s why it’s important to not only look over employment laws, but also ensure your HR information systems can keep up with the demands of the new changes.

Now is the time to reevaluate, check things off and prepare yourself and your HR information systems for any change, so you can stay organized and keep your sanity.

Download the PDF here

4 Tips for Increasing Employee Learning Retention

Study Smarter, Not Harder

Strategic thinking and foresight help people use their time more efficiently and effectively.

  • Think about the format of the exam
  • Choose the best learning resource
  • Determine how each resource will help
  • Schedule when/how each resource will be used

E-Learning Course Tips

  1. Each module should begin and end with exercises that frame the learning according to how the employees will use the information
  2. Strategic framing should directly correlate the e-learning courses with the employee’s day to day

Identify Learning Strengths

Learning styles affect our ability to retain information.

Visual Learners

  • Writing Notes
  • Watching Videos

Auditory Learners

  • Listening To Lectures
  • Recording Answers

Kinesthetic Learners

  • Group Discussions
  • Group Activities

E-Learning Course Tips

  1. Provide learning opportunities for each style
  2. Include many different types of interactions learning methods

Sleep On It

All learners can benefit from a good night’s sleep. Any recently-learned material is more likely to be embedded in your memory.

E-Learning Course Tips

  1. Schedule learning over the course of several days and weeks
  2. Remind learners to take their time
  3. Follow-up with lessons and activities

Test & Iterate

Companies who invest in e-learning software should employ project management tools to track employee progress.

Get Insight Into:

  • Where learners get stuck
  • Time spent on each task

Notifications/Alerts:

  • Follow-ups
  • Further learning
  • check-ins

Every learner is different, so try different ways to improve your e-learning courses. By asking employees to reflect, engage, and build good learning habits, teams will gather better returns from their e-learning initiatives.

Download the PDF here

3 Principles of Strategic Recruitment

Re-evaluate and IMPROVE recruitment practices to make the best use of time and the tools available. Start by asking the right questions.

What do you need?

  • Develop a detailed applicant profile.
  • Clearly communicate needs, expectations and benefits
  • Use evaluations to gauge success and pinpoint gaps

Why should applicants want to work for you?

  • Create an employment brand
  • Highlight the company culture
  • Help the applicant envision themselves as part of the team
  • Encourage employees to become brand ambassadors
  • Target job seekers and entice talent to join

How are you going to reach and attract talent?

  • Build a talent pipeline
  • Create a pool of applicants who have been previously vetted
  • Build relationships with potential applicants
  • Capitalize on employee and applicant strengths

iSolved Hire

Improve your recruitment strategy with the right solution. iSolved Hire makes it easy to attract, recruit, and bring on talented individuals.

Download the PDF here

iSolved Network Turnover and Employee Retention

Turnover and employee retention are real problems that impact every industry.

55% of people who are currently employed are willing to leave their jobs because their skills aren’t being expanded.

So, how can you solve the age-old employee retention problem? By offering a learning management system that provides a path to career progression and improved skills.

Turn to iSolved, a people-centric human capital management system that’s designed to do it all. It’s available with a learning management system that’s packed with courses and makes it easy to upload your own customized content.

Take learning to the next level with iSolved, an all-in-one platform that also handles payroll, HR, time, and benefits. Give your employees the chance to learn and develop their skills!

Click here to download the PDF.

Training, Education, & Compliance

In today’s world, we can see the effects of harassment in the workplace. Without proper training, it’s difficult to address and resolve this massive problem.

Organizations must remain in compliance with local and federal laws, including those around labor, harassment, and discrimination.

Consider using a learning management system to get compliance training rolled out to every member of the team.

More than 6,800 sexual harassment complaints were filed in 2015.* A single complaint can cost an organization thousands or millions of dollars in legal fees.

Don’t take a chance with training your employees about these critical topics.

The answer? iSolved Learn.

  • engaging gamifaction
  • upload your own customized content
  • access a library of 150+ courses

iSolved Learn is the solution you need to keep everyone compliant with local and federal regulations.

Click here to download the PDF.

SOURCE
*The Equal Employment Opportunity Commissions

4 Challenges Companies Face in the Hiring Process

According to a recent study by Glassdoor.com, the time required for the hiring process in the U.S. and abroad has grown exponentially in recent years, averaging almost 23 days from first contact to offer acceptance. Employers and HR departments are struggling, now more than ever, to find and acquire great talent to complement their teams.

Let’s take a look at a few common road blocks in the hiring process.

Sourcing Talent

The job market is overflowing with talented, skilled workers seeking a career path. So why does it seem like there is never enough talent to go around? The answer lies in the processes by which HR departments seek and source candidates.

Hiring Strategy: Many employers admit to not having a hiring strategy, and because of this can easily waste valuable time posting job openings on multiple platforms in hopes of catching attention from the right candidates. Without setting clear recruitment objectives, goals and a target audience, the hiring process is really left to chance. Pinpointing your objectives will help clarify your recruitment messaging and engage with the right kinds of talent, without wasting time on candidates who are not the right fit for your team.

The Competition: The good news in all of this is that you are not alone in your hiring struggles. But that’s also the bad news. While the job market is full of talented workers who may be a great fit for your company, you are not the only person to notice them. Frequently, skilled professionals seeking work are being courted by many companies who are just as eager to fill a position and secure great talent. Many believe that finding great talent is like finding a needle in a haystack. And that is true, if the needle represents the perfect candidate for your team and the haystack represents the overwhelming number of competitors who are also seeking them. A solid hiring strategy and engaging recruitment messaging will help you stand apart from the crowd and attract the right talent.

The Screening Process

The screening process is perhaps the most important step in hiring the right candidate for your team, and unfortunately, it is also the most flawed step for many.

Because the hiring process can be time sensitive, many employers skip some very important steps in the screening stages. When trying to sort through a large pool of applicants, it is easy to get lost in the shuffle and lose control. Communication can sometimes suffer because of this, resulting in the loss of some qualified candidates who need a more personal experience to feel comfortable accepting an o er.

Don’t eliminate valuable screening tools, such as preliminary phone or video interviews, from the process, as they not only help highlight the brightest and best in the applicant pool, but they establish a clear line of communication and connection that great business relationships are built on.

Interviewing

Interviews are often a dreaded experience for both the applicants and the hiring staff. A bad interview experience can have a powerful impact on the likelihood of offer acceptance.

Things that can negatively affect an interview include:

  • Inconsistent communication, long waits for callbacks
  • Unclear agenda
  • Misunderstanding of job requirements and qualifications
  • Absence of constructive feedback
  • No attempt at connecting with staff

Make sure that your interview process is organized and clearly communicated to all candidates to ensure a positive experience for both parties.

Making an Offer

It is not uncommon for employers to complete the screening and interviewing process with an applicant, only to be turned down when an offer is made. Many companies struggle with finding a happy medium between not overspending and creating an offer that will entice the best talent to accept and join the team. If an offer is not accepted, the chances are good that another company has either made a better offer or is more willing to negotiate.

Offers should be based on the applicant’s qualifications and experience, and should take into consideration budgetary requirements and restrictions within the company. But the budget restrictions should not lead the way in making an offer, as an applicant may feel undervalued and walk away.

The best way to ensure a successful, prompt hiring process from start to finish is to focus on communication. In every step of the process, clear and effective communication will lead the way to a positive connection and a perfect fit for your team. iSolved has a brand new feature that will simplify the hiring process and aid in maintaining great communication from start to finish. iSolved Hire, developed exclusively for iSolved, allows users to create job listings, push the listings to multiple job boards, track applicants through each step of the hiring process, and use the information to bring the new hire on board. iSolved Hire is now available; learn more here.

Best Practices for Welcoming New Employees

At one time or another, many companies have struggled with employee satisfaction and retention. It is all too easy to focus on the goals of production and the needs of the client, leaving employees to feel undervalued and unmotivated. Without setting priorities to cultivate a healthy work environment for your staff, it is likely that your company will also face difficulty in retaining satisfied employees.

The positive environment you create for your employees should start on their very first day in your office, if not sooner. From the moment your offer for hire is accepted, your new employee should feel like a valued member of the team. In order to make each new hire feel welcome and comfortable in their new environment, it’s important to prepare a positive onboarding experience.

Before Their First Day

The interaction you have with your new employees prior to their first day in the office sets the tone for the working relationship you will have. Set them up for success by providing them with the tools to assimilate into the company culture seamlessly. Doing so will prevent a disturbance in the flow of your office and will also give them an opportunity to thrive from day one. It’s in the best interest of the company to ensure that each new hire is fully prepared to jump right into the role for which they’ve been hired as quickly as possible. Some ways to prepare and welcome your new employee are:

Communicate the agenda – Many new hires arrive for their first day of work feeling a bit of uncertainty, especially if the hiring staff has not provided adequate information about what’s expected of them. Initiate an open line of communication with your new hires that provides important details and encouragement to ask questions.

Set up the workspace – Nothing feels worse for a new hire than showing up to the job on day one and not having anywhere to sit or work. Demonstrate the value you place in your employees by taking the time to set up a workspace for your new hire before they even start in the office. It will make them feel welcome on their first day, and will also encourage them to get settled and ready to work.

Give them a welcome gift – A little gift goes a long way. A small plant, a coffee mug with the company logo, a gift card, or a little basket of goodies with a card signed by the team will make any new hire feel at home in the office.

During Week One

The first week is usually the hardest for new hires. It’s an unfamiliar environment with lots of names to remember, protocols to learn and schedules to which they have to adjust. Make the first week easier for your new employees by doing the following:

Give the tour – Show your new hires the lay of the land by personally showing them around the office and introducing them to their new coworkers. Taking the time out of your schedule to do this first step yourself will go a long way to demonstrate how much you value each member of your team.

Plan an Orientation – There is a lot to learn in that first week, so don’t skip the orientation for new employees. Designate members of your current team to be part of the “welcome wagon” who can give the new employee the rundown on the company culture. It will give them a better understanding of what’s expected of them and their place within the company.

Set a managers’ meeting – If you are not going to be the person directly dealing with your new hire on a daily basis, set a meeting with the managers with whom they’ll be working most. It’s important for your new hire to establish relationships with team leaders so they feel comfortable to ask questions and resolve any potential conflicts.

The most important work in making your new employees feel welcome takes place in the rst two weeks. Ensure that your new hire is ready to thrive in the company culture by planning ahead for training, job shadowing and, most importantly, feedback. Schedule a review of their rst 90 days, but also allow them to o er feedback on the experience as well. Business relationships are a two-way street. In order to increase employee retention and satisfaction, you must be willing to give as much as you hope to receive.

The onboarding module, built into iSolved, makes it easier to start the process of bringing on new hires. All information is stored in a single system and is accessible from anywhere, eliminating the stack of paperwork that many new employees must fill out on their first day.

4 Benefits of Improving Employee Onboarding

Nearly a quarter of staff turnover happens within six weeks of starting employment, which wastes time and resources. When a new hire starts with your company, this will be his or her first chance to see how it operates. Clear instructions, timely responses from management and HR staff, and proper handling of new hire paperwork are important tasks that help instill confidence in new employees. But when your new hire is shuffling between departments during the first week of employment, it’s tough to keep track of where he or she is in the onboarding process.

The solution to this common problem is an automated onboarding system. You can eliminate unnecessary steps, automate your onboarding workflow, and get rid of extra paperwork. Four of the leading benefits of improving onboarding include:

  • Improved job performance

When your employees understand their expectations, their performance tends to be much better. This is especially true of new hires, who are trying to adapt and learn more about the company culture and the new positions that they are filling. Take time to reduce ambiguity around policies and responsibilities.

  • Reduced stress

Onboarding a new employee is often a process can brings stress to everyone involved. When the process becomes more automated, everyone involved can stay apprised of the progress and have a clear understanding of necessary next steps. Automated onboarding also provides the opportunity to discuss the company’s values and expectations in the new role.

  • Increased employee satisfaction

If an employee feels confused or overwhelmed when starting in a new role, he or she might start to feel unfulfilled. When you can spend time with the new hire and provide information about goals and the company vision, you are laying a foundation for better satisfaction.

  • Better retention

When new hires feel satisfied and have lower stress levels at work, it is unlikely that they will look for other opportunities. Stress reduction, job satisfaction, and improved performance all add up to the ultimate goal of higher retention rates.

Taking steps to improve your onboarding process is well worth the effort with the benefits that this kind of system can offer.

iSolved, a human capital management system, is all about eliminating paperwork, and its newest addition, Onboarding, does just that for human resources and hiring managers. Onboarding is built directly within the iSolved platform, so you can sign in once and access all of the data it stores in the cloud-based system. When new hires feel like they are drowning in a sea of paperwork, iSolved can help you throw them a lifeline.