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A motivated and positive employee will lead to retention and ultimately vital to the organizations success. Low employee turnover helps decrease expenses and will have a positive impact on the organizations morale. To retain employees have those in leadership understand the importance of the company’s value and mission and how to retain employees. An employee will follow a leader who is able to communicate effectively, is respectful and who follows company’s polices, values and mission. Responsibility, respect and recognition are all important aspects of employee retention.

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Downsizing is a process that is painful and unwanted by both the employees, employers and the organization. This is the process of laying off employees due to various reasons within the organization. The employee is not being laid off due to personal performance and a referral can be giving for these employees in the future. This is a process no one wants to face, but the best way to decide who stays and who goes is to pull out the employees performance reviews. Although they’re used this is not why the employee is being let go. Employees will be eligible to collect unemployment and in some cases severance pay and options for purchasing health benefits.

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This is a United States Labor Law that requires employers to provide employees with job protected unpaid leave for qualified medical and family reasons. This can provide up to 12 weeks of job protected unpaid leave per year and are able to continue their health benefits while on leave. Human Resources need to follow this law.

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Consolidated Omnibus Budget Reconciliation Act (COBRA)

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Consolidated Omnibus Budget Reconciliation Act (COBRA)

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Throughout a persons career, they will face life events such as job changes or job losses. The COBRA Act helps workers and their families keep their group health coverage. This could be because of involuntary or voluntary job loss, reduction in the hours worked or the transition between job changes. Some other cases do apply. This is a federal law required for employers with 20 or more employees who offer health benefits to follow.

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Following the proper termination process is vital for avoiding legal issues. Don’t terminate someone on the spot and without proper documentation to back it up. An employer needs to give an employee the chance to save their job and correct their action. A meeting and verbal/written warning need to given along with a performance improvement plan before termination is considered. When termination is the final decision all necessary paperwork and release agreements need to be signed to limit liability. Severance can also be used to limit liability during the termination process. Leave the employee with their dignity and self esteem.

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This is a United States labor law to ensure safe and healthy work conditions for men and women by enforcing standards for employers, providing training, outreach, education and any additional assistance. OSHA is a part of the United States Department of Labor. These laws and regulations need to be followed by Human Resources.

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An evaluation plan consists of a performance review by a supervisor and often a self evaluation completed by the employee. This is an important plan to have in place because it plays an important role in attracting and retaining employees. Performance issues are also harder to fix the longer it is put off. These reviews and documentation of the evaluation will be kept in the employee’s file and this is crucial to avoid any legal issues in the future. In these evaluations it is important to encourage two-way communication and come to an agreement in the end on how their performance will continue or change in the future. It is more likely for an employee to fix a problem if they know it’s happening.

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Workplace conflict is unavoidable and it is important to learn how to embrace it rather than fear it. When a form of conflict comes to your attention, first investigate the circumstances, second offer support, third establish the expectations and finally document the event. After documentation, meet with the employees to see if problem can be resolved. If this fails, utilize experts to help resolve the conflict. Give verbal/written warnings where necessary. If all this fails, the termination process may take place after the chance of corrective action has been given.

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When training, an employer needs to consider all three learning styles, visual, auditory and kinesthetic learning. Every individual has a dominant learning style, but can learn in all three ways. An employers goal is to stimulate all three learning styles while training and it will make for better success. The ADDIE Model is used as a guideline to make for effective training and give performance tools/tips. Create a future development plan for each employee to keep them motivated for their future with the company.

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This is a United States labor law that creates the right to minimum wage and requires time and a half pay for overtime worked if an employee worked over 40 hours a week. This law also prohibits the employment of minors. Employees need to be paid overtime, no exchanges can be made.If an employee is on salary overtime doesn’t have to apply.

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Keys to successful hiring include asking the right questions, creating a proper job description and conducting a focused interview. The job description is vital as interview questions and the evaluation of the candidates will be based on it. To avoid asking illegal interview questions, avoid race, national origin, sex, pregnancy status, disability, age and martial status. Follow EEOC laws. Elements to making a good description include, identifiers, the basic function, responsibilities, requirements, supervision and physical demands.