By: Melissa M., WorkBright Investigating this #HRfail It’s never fun to tell a job applicant they aren’t getting the job, so it’s been the norm in a lot of HR departments to leave the “not-hired” candidates hanging. When they call to follow up, potential hires have even been told “We’re still looking,” or “We’ll let you know…” to avoid being the one to hurt someone’s feelings. But either way, we agree with @agm4131 - it’s really pretty rude.
By: Melissa M., WorkBright Compliance with hiring laws is always a major component of the HR department’s job and a concern for executives, but enforcement action usually only occurs if someone files a complaint. That may be about to change if New York City’s new enforcement technique catches on. Bill 690-A—What it is In April, the mayor of New York City signed a bill into law that not only allows, but requires the Human Rights Commission to perform “matched pair” testing to investigate discrimination in employment practices.
By: Melissa M., WorkBright It isn’t often that a large corporation does something so unique for their employees that the national news gets excited and other companies get nervous, but Netflix has done just that. What Netflix did In a move that doesn’t sound too far out to business people in the rest of the developed world, but shocked Americans, Netflix gave paid maternity leave to both parents—for as much time as they want in the year after a baby is born or adopted.
By: Melissa M., WorkBright Hiring is a major endeavor with the average cost of simply onboarding a new employee measuring over $103. HR managers across the country are beginning to realize how crucial it is keep your best employees through engagement and planning — thus a new HR term has been born - Inboarding. Definition Inboarding : A process through which current employees are trained and groomed for growth opportunities within an organization.
By: David Secunda, Co-founder & CEO at WorkBright It was great to meet so many of you at the Society for Human Resource Managers (SHRM) conference in Las Vegas! At WorkBright, we pride ourselves on being on the forefront of the HR industry. To keep up with our rapidly changing world, it is critical that we attend conferences, talk face-to-face with real HR managers, and invest in our own education on a daily basis.
Every year Entrepreneur selects 100 Brilliant Companies to Watch that, in the Magazine’s own words, “have a couple of qualities in common: They inspire us, and they are driving change.” We are thrilled to announce that WorkBright has the honor of being included on this year’s 100 Brilliant Companies in the “Brilliant Business Tools” category! We are especially excited about our inclusion on this list because of the criteria that Entrepreneur used to evaluate it’s finalists, ”… That’s the picture of entrepreneurship today.
How long do I9 files have to be kept? Do I need to destroy them after a certain amount of years? In A Nutshell: Keep them for 3 years from hire date or 1 year from termination. More Explanation: I9 requirements include employers keeping I9’s for 3 years from date of hire or 1 year from termination, whichever is greater. We always make the recommendation to clients that they keep an I9 calendar to track compliance related to initial (3 day) completion, reverification/work authorization expiration, and document retention.
Many years after the advent of computers, the paperless HR department still remains an elusive goal to many managers. And who could blame them? HR is a department teeming with processes, procedures, and all sorts of legal requirements - most of which are very much paper-based. To go paperless, HR managers have to consider all sorts of security, accuracy, accessibility, and compliance issues. Good thing paperless technology has gone a long way from simply digitizing files through scanners.