Today I thought I would share some free resources for employment related issues….
OSHA offers free onsite consultations! (free & confidential)
Small businesses, particularly those in high-hazard industries or involved in hazardous operations, can use this free and confidential service to improve their safety performance in a variety of areas, including ergonomics. Safety and health consultants work with employers to identify workplace hazards, provide advice on compliance with OSHA standards, and assist in establishing safety and health programs. General Information: http://www.osha.gov/dcsp/smallbusiness/consult.html
Social Security Administration
Phone 800.772.1213 (general information)
To verify up to 5 names/SSNs – Just call toll-free number for employers – 800.772.6270 – weekdays from 7:00 a.m. to 7:00 p.m. Eastern Time. You will be asked for your company name and EIN.
US Department of Labor
National Call Center Phone 866.4-USA-DOL TTY 877.889.5627
Americans with Disabilities Act
Job Accommodation Network Phone 800.526.7234 (V/TTY) and 800.ADA.WORK (V/TTY)
The Job Accommodation Network (JAN) is a free consulting service that provides information about job accommodations, the Americans with Disabilities Act (ADA), and the employability of people with disabilities. http://www.jan.wvu.edu/ OR http://askjan.org/
That was an expensive termination decision. Does anyone review your company’s termination decisions before they are made? Here is a link for more details.
Be sure to communicate the following when issuing a performance review…
*Be sure the individual’s goals are clear. (Remember SMART…Simple/ Specific, Measurable, Acheivable, Relevant, and Timely.)
*Ensure the employee understands the value they bring to the organization (why these goals are important/ how they fit into the big picture.)
*Communicate the consequences for not meeting their goals. Is compensation tied to goals?
*End on a positive note. Employees who leave the room on a sour note will not be motivated to move in a positive direction.
One of the major areas for FLSA lawsuits these days is the incorrect classification of employees. Some business owners and managers do not realize they cannot just pay anyone a salary instead of an hourly wage. There are certain qualifications that make employees exempt from overtime. Please check out the following DOL webpage for more details and to learn if you are properly classifying your employees. http://www.dol.gov/elaws/esa/flsa/overtime/menu.htm