Anchor Payroll Blog

With the holidays here and year-end quickly approaching, many businesses will be looking to ramp up their workforce even more for the final holiday push. At least three key challenges exist for any business facing this need: (1) to figure out how much time and effort to invest in seasonal employees without sacrificing customer service and ongoing activities, (2) to motivate seasonal employees on the short-term goals, and (3) to utilize these opportunities to further your and their long-term needs and goals.

A job posting is often the first impression a prospective job applicant has with your organization. It’s important for that impression to be an informative one. Your job postings should convey why someone would want to work for your company, what distinguishes your workplace from others, what’s exciting about your mission and vision, what you have to offer, and what the job is and requires. Here are a few ways to get better results from your job postings:

A: The mere fact that you’re getting more complaints than normal isn’t necessarily something to worry about. The increase in complaints could be a sign that there are now more issues that require your attention, or it could be a sign that your employees are—for some reason—feeling safer speaking to you about their concerns.

Many employers are unaware of state voting leave laws, which we anticipate will be heavily relied upon this year given the challenges presented by the pandemic. Most states require that employers provide at least a few hours off to vote, and many of those require that at least some of that time off be paid. The advance notice that may be required from employees is often minimal, so employers should be prepared to grant last-minute requests to vote.

In this 3-minute HR, we will take a brief look at mission, vision and values. We will look at what each of these terms means when we are talking about your organization's goals.

A staffing plan can help you determine the right number of people with the right set of skills to address your business needs. Staff planning is a systematic process that accounts for internal and external changes to help you meet your business objectives.

Employee turnover is expensive – more so than you might think. Some costs are more easily calculated than others. Easily measurable or not, they all hurt your bottom line. Fortunately, many of the costs of turnover can be measured, predicted or budgeted for.

A: The Equal Employment Opportunity Commission (EEOC) has issued guidance that employers may take employees’ temperatures during the COVID-19 pandemic because COVID-19 is spreading nationwide. Note that many people may have COVID-19 without a fever, so other safety precautions should not be scaled back just because employees “checked out” upon arrival to work. The CDC summarizes symptoms here. Employees’ body temperatures are considered medical information and must be kept confidential under the Americans with Disabilities Act (ADA).  

The prospect of corrective action or termination makes a lot of managers nervous. That’s understandable. For employees, being disciplined or losing their job can be anything from moderately embarrassing to financially devastating, but it’s rarely a happy occasion. For the employers, these actions always come with some risk, and there are plenty of legal danger zones an employer can end up in if corrective action isn’t done properly.