Blog

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Employers are increasingly turning to low-to-no cost summer benefits to help their employees get the most out of the summer months. Employees return the favor with increased loyalty and higher morale. Some of the most popular options include:
  • Flexible schedules
  • Ability to leave early on Fridays
  • Company picnic or potluck
  • Relaxed dress code
For more tips on how to make your company a more attractive place to work, please contact us.

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26

Looking for a fill-in-the-blank spreadsheet that will help you identify your turnover costs?  HR.BLR.com created this TurnoverCalculator that will do just that, based on a single vacant position.  Soft costs such as lost productivity or poor morale (due to high turnover) are difficult to quantify, so this may not accurately reflect the true costs of turnover.  However, it may help give perspective on how costly turnover is for every position, even when excluding soft costs.

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18

The OSHA weekly fatality report gives real, recent examples of workplace accidents that resulted in fatalities. Reviewing this report usually has a profound effect on workers’ attitudes and behaviors. When using it as part of regular safety meetings or other safety training:

  1. Have your employees identify activities similar to their work, as listed under the “Preliminary Description of Incident” section.
  2. Ask participants to list what mistakes may have occurred in the situation.
  3. Have them consider how family members’ lives may have changed due to the fatality.
  4. Request that employees name actions that could have been taken to change the outcome.

Remind your employees that safety is a serious matter. For more information, please contact us.

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15

According to a Random Inspections Improve Workplace Safety study, companies that underwent random inspections saw workplace injuries decline over 4 years by 9%. The cost of injuries (including medical treatment and missed work) reportedly fell by 26%.

Many companies view inspections negatively, due to the high price tag associated with the disruption in normal workplace activities. However, as part of the study, researchers looked into whether randomized inspections hindered the company’s ability to do business.

The results?  Inspections were found to have had no negative effect on employment, total earnings, sales, or survival of the company.

ESG’s Safety Director is committed to helping companies have safer workplace practices, including random safety inspections. A safer workplace means higher morale and lower workers’ comp premiums. If you would like to setup a mock workplace inspection, please contact us today.



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01
No. Unpaid internships should not be used as a trial period for people seeking employment, because that arrangement can easily be construed under the Fair Labor Standards Act (FSLA) as establishing a legal employment relationship. For more information, please contact one of our ESG Human Resources Consultants.

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01

No. You as a manager should open a constructive dialog with the employee as soon as you notice a problem, even if the employee does not ask for help. With a thorough understanding of the essential functions of the job, you should proactively pursue an interactive process that includes the following steps:

1. Open a balanced discussion with the employee. Ask questions to help you understand the employee’s situation.
2. Ask the employee for suggestions that will help him or her perform. Listen carefully and thoughtfully. Never say “no.”
3. Tell the employee you are taking the situation seriously and will consider his or her ideas, along with input from HR and your boss.
4. Maintain privacy and confidentiality. Only discuss the matter on a need-to-know basis (usually with HR and your boss).
5. Work with the employee, HR, and your boss to determine a reasonable accommodation as a solution and to avoid discrimination.
6. If necessary, request the employee and his or her health care provider to complete an Accommodation Request and related forms.
7. Be positive towards the employee and the situation. Maintain a positive atmosphere with other employees to ensure there is no retaliation against the employee for any accommodations made on his or her behalf.
8. Document everything from start to finish.

For more information, please contact one of our ESG Human Resources Consultants.

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