Accuchex Blog

Onboarding new employees effectively will greatly benefit any organization. Knowing just what to do and how to do it well, however, can be a challenge.

[This post was previously published in June 2018. It has been updated and revised to provide the most up-to-date information.]

Whether your company has an onboarding process or not, as an HR professional or manager, you probably understand how important it is.

And what your onboarding process should look like is determined primarily by your business model, your industry, the size of your organization and, most of all, by the culture of your organization. 

Every business should have a comprehensive policy manual available for all employees. The challenge  is keeping it up-to-date.

[This post was previously published in July 2017. It has been updated and revised to provide the most up-to-date information.]

An organization's policy manual, assuming they have one, is often referred to as their "policies and procedures" manual. This can be a bit misleading, however, as a true policy manual or employee handbook should really only document an organization's policies.

Their procedures should be housed in a separate document, or documents.

Many organizations have a safety office that manages OSHA compliance, but for smaller companies, this often falls to the HR managers. 

In larger companies, there may be one or several people whose job is to maintain workplace safety and compliance with OSHA regulations. But in most smaller organizations, the work of training, record-keeping, and reporting may often falls to HR managers.

Human resources, or HR, experiences trends and changes as do most professions. But some trends exist only on a state level.

Generally speaking, these trends tend to be the harbingers of the new "normal" in an industry of field of expertise. There are times, however, when the trend is simply a response to some other development. A good example might be the recent elevation of sexual harassment training courses.

The U.S. Equal Employment Opportunity Commission will collect pay data from both the 2018 and 2017 calendar years. Are you prepared?

The contentious issue of what exactly needs to be filed for EEO-1 reporting for 2019 has been resolved for the time being. Employee pay data for both 2017 and 2018 must be reported to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019.