Are Your Job Descriptions Up to Date?
Are you actively updating job descriptions for your staff? It’s a given that the job descriptions you post for new roles you’re actively recruiting for are updated frequently. But what about your employees who are currently working at your company? Job roles evolve as employees settle and grow into their positions; these roles organically change, and it’s essential to keep these job descriptions updated. HR help like this is invaluable for busy business owners, and this is just a fraction of the kind of support you’ll get when you partner with PrestigePEO.
Here are 3 reasons why you should have updated job descriptions:
- Job descriptions are useful tools for communicating clear expectations regarding the tasks an employee is responsible for performing.
- Provides a framework for determining an employee’s performance.
- Job descriptions are helpful when creating job postings during recruitment if the position becomes open again.
At PrestigePEO, we provide a dedicated team of HR professionals who will offer the proper guidance to ensure your business is proactive and at the forefront of all the best practices regarding your HR operations. Ready to see what a partnership with PrestigePEO can do for your business? Contact us today.
Be Wary of “Document Abuse” with I-9 Forms
I-9s are important for businesses to verify work authorization, but there are unfair practices that employers must be aware of.
Did you know that “overdocumentation” is possible? Even if a worker willingly presents more documentation than is necessary, it can be considered document abuse if the employer accepts all of it. Employers must be careful to record only List A documents or a combination of Lists B and C. If too many documents are presented, do not record the unnecessary documents.
Did you know that it’s possible to accidentally limit the range of I-9 verification documents? If an HR professional says, “Please bring in your I-9 verification documents, such as a driver’s license and your social security card,” it can be misconstrued as making a mandatory request. The best practice for HR professionals is to provide the list of accepted documents and allow the employee to choose what is best for them.
Looking for more valuable HR advice? We can help. Contact PrestigePEO today.
Anxiety is Now the Number One Workplace Mental Health Issue
According to a recent report by ComPsych, anxiety is now the top mental health issue in the workplace. “As the number one presenting issue reported by U.S. workers, anxiety now tops depression, stress, partner or relationship issues, family issues, addiction, and grief, among other subjects that people seek help coping with,” the report stated. To support their employees, businesses should focus on promoting a healthy culture as well as offer mental health benefits. Read more about the importance of mental health benefits at the link below. If you’re interested in expanding your employee benefits offerings, PrestigePEO can help you access top-quality benefits at low prices.
Breaking News: Compliance Updates You Need to Know
On behalf of our clients, PrestigePEO monitors the compliance landscape for regulatory changes that may affect employers. Below are some pressing legislative updates that may affect your business. Take a look at the list below and learn more about our compliance services here.
Recent Pay Transparency Legislation
Do you have remote workers? If so, keep an eye on pay transparency legislation. More and more states have enacted legislation related to pay transparency. Though each law is different, these laws require businesses to disclose a mix of the following elements on their job postings:
- Employee benefits
- Salary information
- Salary information for internal job transfers
- Annual pay data reporting to state agencies
More than a dozen states have active and soon-to-be-active legislation related to pay transparency. Even more states have pay scale legislation in the works pending approval. Employers should double-check pay transparency laws in their states and the states of their remote workers.
NLRB’s Joint Employer Rule Struck Down Days Before It Was Slated to Take Effect
A federal judge in Texas has struck down the National Labor Relations Board’s (NLRB) controversial joint employer rule days before it was slated to take effect. This law was intended to make it easier for workers to be considered employees of more than one entity for labor relations purposes. If it had gone into effect, it would have resulted in increased union organizing and collective bargaining across the country. The NLRB will likely file an appeal, and this conversation will continue to be debated in court. Though legislation has not changed yet, employers should review their policies regarding the role and authority of third-party vendors to avoid any uncertainty in the future.
New York City Considers its Own Ban on Non-Compete Agreements
New York City lawmakers are considering a ban on non-compete agreements that will affect employers in NYC. If passed, this law would prohibit employers from requiring employees to sign non-compete agreements. It would further require employers to withdraw any existing non-compete agreements. The proposed bill defines non-compete agreements as an “agreement between an employer and a worker that prevents, or effectively prevents the worker from seeking or accepting work for a different employer, or from operating a business after the worker no longer works for the employer.” Employees are defined as “any person who works for an employer whether paid or unpaid, including those workers classified as independent contractors.” PrestigePEO will continue monitoring this situation for further updates.
Proposed New York Legislation Seeks to Strengthen AI Bias Audit Law and Add Other Workplace Protections
The trend for legislators to rein in the power of Artificial Intelligence (AI) continues – New York law makers are considering further AI proposals. Currently, New York City already has an AI bias law in effect. The proposed changes would implement the following if passed:
- Employers would need to release an annual AI bias audit report.
- Employers would need to notify applicants and workers if AI tools played a role in employment decisions.
- The legislation would cover resume screening tools, AI interview products, candidate ranking software, performance assessment tools, and more.
- The bill would put restrictions on employers’ ability to surveil and monitor employees.
- Applicants and employees could have the right to sue if they feel their rights related to AI were violated.
As AI continues to increase in popularity, so has related legislation. Employers should monitor developments on these proposed bills and be cautious about AI usage.
The Looming Retirement Savings Crisis in America
“America’s voluntary, employer-based retirement system has left nearly half of American workers without access to a retirement savings plan at work,” according to a recent report. Enrollment in retirement savings plans at a person’s place of work has been discovered to be a crucial factor in whether or not individuals are saving for retirement. Many Americans will face retirement insecurity if the business chooses not to offer a 401(k) plan.
As 401(k) plans can be difficult and expensive to administer, it is challenging for small business owners to provide. At PrestigePEO, we specialize in assisting business owners in offering affordable, easy-to-manage retirement accounts. Learn more about our retirement services below.
The Importance of Pay Equity in the Workplace
As workplace practices and culture evolve, the topic of pay equity has become increasingly important. With current legislation in place to correct these issues and more potentially on the horizon, it’s crucial to have these conversations in your business. Implementing pay equity and diversity initiatives as a whole can be challenging for small and medium-sized businesses. At PrestigePEO, we’re committed to supporting and assisting in these initiatives.
Review some of these recommendations from SHRM for establishing pay equity practices within your workplace:
- Create transparent compensation systems and objective metrics around recruitment, performance, advancement, and compensation to help ensure consistency.
- Communicate regularly and honestly with employees about the metrics and their progress to build trust within the entire organization.
- Train all decision-makers about the compensation system and teach them how to properly document decisions.
- Consider implementing standard pay ranges or guidelines for each position or job classification.
- Keep job descriptions up-to-date to ensure that the work being done and the skills required to do the work are accurately reflected.
Pay equity and diversity as a whole can be challenging to implement in your business, and PrestigePEO is happy to assist with these initiatives. Explore our diversity center here to learn more about our approach, and contact us to learn how we can support your business.
