The beginning of a new
year is a great time to internally audit some of your HR-related
practices. The following are a few tips to get you started:
Employee Handbook
– It is not a bad idea to have an HR Professional review your handbook
annually for compliance issues. Also, if there are any policies that you
would like to edit, the beginning of the year makes for a clean break
for new policy implementation. If you do not have a handbook, the first
of the year is the perfect time to create and implement one into your
organization.
Paid Time Off Benefits
– If you are looking at making some changes to your paid time off
benefits (i.e. vacation, sick, personal leave and holidays), the
beginning of the calendar year is typically the best time to do so. One
of the more popular changes that we have seen in recent years is the
transition away from a traditional vacation, sick and personal leave
benefit policy in favor of a more flexible, all-inclusive “Paid Time
Off” or “PTO” policy. Feel free to reach out to your HR Professional
regarding the benefits and drawbacks of making such a change.
Additionally, we recommend sending all employees the 2013 holiday
schedule at the beginning of the year so they may plan accordingly.
Performance Management System
– The start of a new year is also a great time to determine when annual
performance reviews will be conducted. Some businesses prefer to
conduct such reviews throughout the year on or around each employee’s
anniversary date. Others prefer to choose a month during the year
(perhaps when business is typically slower) to conduct reviews for all
employees.
Health Care Reform Requirements
– Most likely, your next Health Care Reform task will be to issue an
“Exchange and Subsidy Notice” to each employee on or before March 1,
2013. It is important to ensure that you have determined the best method
to distribute such notices. You may also wish to speak with your
insurance broker or carrier to determine if their organization will be
available to answer employee questions arising out of these notices.
Posters –
A few states have recently experienced poster updates. We recommend
reviewing the list of required posters (both federal and state-level)
and ensuring that your business has all of the required posters posted
in a conspicuous location within your workplace. To review the posters
required for your state, simply log in to your HR Support Center and
view the “Laws” tab. Request a FREE Poster.
OSHA 300A Summary –
Many employers are required to complete an annual Summary of Workplace
Illnesses and Injuries (OSHA 300A) and post it in a conspicuous
workplace location from February 1st – April 30th annually. If you had
ten or fewer employees during all of the last calendar year (2012) or if
your business is classified in a specific low-hazard industry, you are
not subject to this requirement.
Hopefully, these
beginning-of-the-year tips will assist you in establishing your Human
Resources priorities and improve your organization’s Human Resources
functions this year. Please let us know how we can help. We wish you
much success in 2013!
No comments:
Post a Comment