HR Strategies goes above and beyond in managing customized HR solutions for companies that are motivated to reduce costs by using HR Outsourcing. As a Professional Employer Organization (PEO), HR Strategies becomes your Payroll Processing Company and Workers' Compensation Outsourcing, handles your Employee Benefits, provides Human Resource Consulting, works with you on Human Resources Regulatory Compliance, and provides Human Resource Training, as well as many other related HR responsibilities.
Our professionals enable small business owners to focus on their core competencies, rather than focusing on running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resources responsibilities.
The Employee Rumor Mill Spares No One - Not Even the Company Owner
HR Stories From The Front Lines*
The employee rumor mill ... Every workplace has one and, at any point, any unsuspecting employee can become the topic of watercooler conversation. How should you handle it when the owner of the company plays the
starring role in the latest workplace gossip - especially when the latest story involves potential sexual harassment. Read ahead to learn how one HR Director handled this sticky situation.
Do you have an HR question that has been keeping you up at night?
The following questions were submitted to our HR Professionals in the past month ...
Question #1
We have an employee (Employee A) who is in a romantic relationship with another employee (Employee B). They do not work in the same department.
Employee A reported to her supervisor that she was assaulted by Employee B. Employee A's supervisor told HR. What is the employer's duty in this situation?
Question #2
We have an injured employee in Texas who was released from work for 30 days. This employee manages the store and one additional employee. We need to hire a new manager.
What are our rights as an employer when the injured employee is released to return to work? We prefer to have the employee back to work at 100% capacity. We understand the
employee should return at the same rate of pay. What happens if we no longer have a position for the injured employee? What about the new manager?
Dead Men Tell No Tales But Do You Still Have to Pay Them?
Brain Teaser
Your Plant Engineer, Fred, has not reported back to work after calling in sick on Monday. On Thursday afternoon, you receive a voicemail from Fred's mother and you learn that Fred has, quite unexpectedly, passed away.
As you are placing the order for flowers, you receive a call from Fred's wife. She confirms that Fred is
"no longer with us" and then asks for Fred's final paycheck. You are taken aback. While you are fairly certain you must still pay Fred, you are not sure about the process.
What are your Company's obligations when paying Fred's final wages?
The Company should process Fred's final wages along with its regular payroll and follow its regular payroll procedures. If Fred had direct deposit, then process the direct deposit.
Otherwise, mail the paycheck to Fred's last known address.
Before paying Fred's final wages, you should look to your state's probate laws for guidance. The procedure for paying Fred's final wages is addressed there.
The Company should ask Fred's wife to come in and pick up Fred's final paycheck because she is the
"next of kin."
The Company has no obligation to pay Fred after he has died.
Due to advances in audio-visual technology in recent years, employers can install video surveillance systems in the workplace at an affordable price point. The installation of such systems enable employers to
monitor their entire operations for security, employee safety, prevention of theft, supervision of employees and reducing the potential for liability.
However, if improperly implemented, an employer's use of such systems can potentially violate privacy rights. To avoid invasion of privacy claims from your employees, the following steps should be taken prior
to using or installing video surveillance systems in your workplace:
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
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