What is the purpose of a performance improvement plan?

What is the purpose of a performance improvement plan?

Answer from Emily, PHR: Ideally, a performance improvement plan helps employees meet performance expectations and avoid termination, but it also helps employers reduce the risk of a termination if that becomes necessary. In general, a performance improvement plan...

Federal Law Alert: Upcoming OSHA Requirements

Federal Law Alert: Upcoming OSHA Requirements

Reminder: OSHA Log 300 Must Be Posted by February 1 The Occupational Safety and Health Administration (OSHA) mandates that all employers who are required to maintain the OSHA 300 Log of Work-Related Injuries and Illnesses post a summary of the previous year’s log...

Tips for Tracking Employees’ Hours

Tips for Tracking Employees’ Hours

The Fair Labor Standards Act (FLSA) requires that employers track hours worked by nonexempt employees, who typically are paid by the hour. Although you can choose your own timekeeping system, it’s essential that the records you keep are accurate and complete. System...

How to Figure Retroactive Pay

How to Figure Retroactive Pay

Retroactive, or retro, pay is money due to an employee for work already performed but paid at a lower rate. Most commonly, it is linked to late performance appraisals, in which the employee received a pay increase that took effect in a prior pay period. Employees who...

5 Mandatory Registrations for Employers

5 Mandatory Registrations for Employers

Below are five common mandatory registrations for employers. 1. Federal Employer Identification Number To do business as an employer, you must obtain an Employer Identification Number from the Internal Revenue Service. An EIN consists of nine digits and is unique to...

During an exit interview, a departing employee accused one of our managers of harassment. Should we investigate even though the accuser is no longer employed here? The manager has been with us a long time, and we’ve never heard any complaints about him before.

During an exit interview, a departing employee accused one of our managers of harassment. Should we investigate even though the accuser is no longer employed here? The manager has been with us a long time, and we’ve never heard any complaints about him before.

Answer from Celine, SHRM-CP: Yes, I would recommend investigating the allegations even though the accusing employee has left the organization. If your investigation shows that harassment occurred, I would recommend taking disciplinary action as appropriate.  ...