Every new hire needs guidance and information, and a resource to go to for that. But too many employers fail to provide a functional employee handbook for their new staff members.
While some aspects of culture are organic in nature, there are best practices that businesses can engage in to help build and sustain a great culture. The problem for far too many organizations is one of neglect or complacency. In other words, there is no intentional effort to shape or foster a culture.
Statistically, it is being seen that broader benefits packages are on the rise and the trend is growing. For example, the Society for Human Resource Management (SHRM) conducted its annual survey of U.S. employers in early 2018. The survey determined, among other insights, that in just one year employers have increased benefits offerings in three times as many benefits as previously assessed.
Back to the compliance ramifications. Suppose you are an employer with 10 part-time and 48 full-time equivalent employees. Since you don't have 50 full-time equivalent personnel, you are not subject to some of the provisions in the Affordable Care Act. You hire a couple more part-timers. The ACA defines full-time as 30 hours per week on average or 130 hours per month.
Suppose the two part-timers you hire are approved to work 28 hours per week. But say the manager over them is too busy to pay much attention to exactly how many hours and minutes these two employees work each shift. You have an unusually busy couple of weeks and everyone is in "all hands on deck" mode. These two part-timers record more than 30 hours per week. It doesn't matter if they actually work that many hours or if they deliberately exaggerate hours, either way, you now have 50 full-time equivalent staff members according to the ACA.
That is just one example. A similar situation could put you at risk of overtime noncompliance. Suppose one of your non-exempt employees adds two overtime hours he or she didn't actually work on a few time cards. But no one notices this seemingly inconsequential aberration of the employees' usual forty hour per week schedule. A couple months later, the employee realizes that he or she was due overtime and files a complaint with the Department of Labor. If the can prove he or she worked overtime and you can't prove otherwise, you will be fined.
Labor law compliance can be complicated, but employee time and attendance doesn't have to be. TimeWorksPlus from Accuchex used with a biometric time clock ensures accurate tracking of employee time and attendance. Call (877) 422-2824 to schedule a no-pressure demo.
Accuchex offers WorkforceHUB™, the unified Human Resources portal that makes it easy to optimize the performance of your supervisors, employees, and business.
WorkforceHUB™ includes TimeWorksPlus, TimeSimplicity, and TimeWorks Mobile. We've just added onboarding, benefits enrollment, performance reviews, and employee engagement! WorkforceHUB™ is designed for busy employers like you who need to streamline scheduling, automate time and attendance tracking, maintain regulatory compliance, and lessen labor costs.
Have more questions about workforce management? Download our free workforce management guide or contact us to schedule a complimentary demo.