You searched for feed - GenesisHR Solutions The premier PEO in New England that helps you thrive, one employee at a time. Fri, 13 May 2022 10:54:03 +0000 en-US hourly 1 You searched for feed - GenesisHR Solutions 32 32 Choosing PEO Software For Your Business: What To Consider Mon, 06 Dec 2021 13:19:24 +0000 Considering a PEO software to help your HR department? Here are four key things to keep in mind—and ask about—when comparing options.

The post Choosing PEO Software For Your Business: What To Consider appeared first on GenesisHR Solutions.

When choosing between Professional Employer Organizations (PEOs) for your small or midsize business, it’s critical to evaluate the type of software each company uses. Technology is a key component of every PEO’s service offering; you’ll want to make sure that what you’re getting is a good fit for your needs.

Below are some key things to consider—and ask about—when comparing PEO software options.

Finding PEO Software That Matches Your Business: 4 Things To Consider

1. Scalability

It’s reasonable to expect that your business won’t always be the same size it is today; you naturally hope to grow. Your PEO’s software should be able to grow right alongside it. Choose a PEO with software offerings that you won’t outgrow, even if you make the leap from five to 500 employees. Ask potential PEOs not only how many people their software can accommodate, but also what the software requires from your team when changes need to be made.

2. Payroll

Payroll should be easy, efficient, and accurate—good PEO software can make it so. As you research options, be sure to ask about the available payroll customizations.

3. Onboarding & Employee Portal

Take a peek at the software’s onboarding, benefits, and employee portal, with an eye toward the following:.

  • The onboarding experience should be simple and pleasant. This will be your employees’ first impression of your company and your PEO partnership. It’s imperative that new hires—and your own staff—can complete forms and progress through documentation workflows smoothly and easily.
  • The employee portal should provide all workers with easy access to pay stubs, W2s, PTO request forms, and more.

4. PTO

Your PEO software should allow the employer as well as employees to see and manage calendars, manage PTO balances, and allow requests for time off.

Meet GenesisHR: A People-focused PEO With Excellent Software

When you’re looking for PEO software and a team dedicated to knowing your team by name, it’s time to talk to us.

  • Entering payroll directly into our system is easy—the software takes care of the math for you with cells you can populate yourself, or auto populate and enter only by exception. We customize time sheets for each client. You use whatever timekeeping system works for you; we will upload that information to save you time with data entry. If you don’t currently have a timekeeping system, you can use our fully integrated system.
  • We offer a mobile-friendly onboarding and benefits experience. Our web-based platform allows employees to log in from anywhere, with no need for paper forms. Employers can also complete forms, including the I-9, completely paperlessly.
  • Our software pushes PTO information directly into the payroll, creating a user-friendly workflow for clients that minimizes mistakes.

But we’re not all about software…

So many new PEOs are marketing themselves as a tech/software solution, but they deprioritize customer service to a degree that makes problem-solving a nightmare. Some provide chatbots instead of giving your employees an actual person to talk to; others provide an 800-number that feeds into an impersonal call center.

Partnering with GenesisHR is different.

At GenesisHR, the folks you work with are the same people your employees call. We get to know your entire team (and their names!), and welcome calls where we can provide assistance and answer questions. We’re driven by relationships—and yet we understand the importance of using technology to make work easier.

We’d love to show you how a partnership with Genesis might look for your company. Set up a time here to talk with us!

Download our free PEO ebook

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What Is Workplace Loneliness? Tue, 23 Feb 2021 13:51:14 +0000 Is workplace loneliness a real thing? Absolutely. And if you’re managing employees, it’s something you need to know how to address. Find out how in this article.

The post What Is Workplace Loneliness? appeared first on GenesisHR Solutions.

As we inch closer to the one-year anniversary of millions of Americans working remotely due to the COVID-19 pandemic, one surprising new reality human resource managers and employers are seeing in their workplaces is workplace loneliness. In this article, we’ll look more closely at the concept, and what employers can do to help ease these feelings of isolation.

What is workplace loneliness?

When you hear the term workplace loneliness, do you think of it in the sense of being geographically disconnected from the workplace? Or do you think of being emotionally isolated from your colleagues? Both scenarios apply.

Workplace loneliness is when an employee feels isolated or disconnected from their coworkers and their role in an organization. Whether the loneliness is due to geographical or emotional disconnection, it’s a big deal for employers.

The Harmful Effects Of Employee Loneliness

“We find support that greater workplace loneliness is related to lower job performance; the mediators of this relationship are lonelier employees’ lower approachability and lesser affective commitment to their organizations” (Ozcelik & Barsade)

In many cases, lonely employees are:

With almost a third of employers reporting no strong relationships at their places of employment, workplace loneliness is a big deal for employers. It’s clear that employee loneliness is a bad thing—but how to go about recognizing it? First and foremost, managers should be paying attention to all employees—especially those who seem distanced from the rest of the team. Because loneliness can be difficult to recognize (sometimes people just generally prefer to be left alone and are not actually lonely), it’s important for managers to do frequent check-ins in various ways: face-to-face, surveys, casual chats, etc.

What causes workplace loneliness?

While there’s no single root cause, workplace loneliness typically appears in the following situations:

  • When a new employee comes on board
  • When an employee is bullied
  • When employee personalities clash. Someone sitting next to a shy, introverted employee may assume they are disinterested and ignore them as a result. While this disinterest may appear intentional, it rarely is; it’s important to recognize all types of personalities and encourage intermingling.

The above situations address workplace loneliness in an in-person environment, but thanks to COVID-19, loneliness caused by geographic disconnection is rising. Even if you aren’t feeling lonely or isolated, it’s easy to forget people when you’re not walking past their offices each day and being reminded to pop in and say hi. But for those who were previously affected by workplace loneliness, these feelings may be especially strong. Sometimes, weeks or even months can pass before you realize you’re only reaching out to certain colleagues only when you need something.

7 Ways To Combat Isolation In The Workplace & Boost Employee Morale

1. Leaders and managers should be hyper-mindful of creating interpersonal relationships however they can.

  • Develop a culture that “requires” small talk.
  • Set aside time each week for the whole company to have watercooler talk for 15 to 30 minutes.
  • Encourage your employees to have independent conversations amongst themselves.
  • Call them to vent about appropriate situations you are experiencing.
  • Have conversations about things other than work, and encourage your employees to do the same.

2. Managers should listen to cues that people might feel completely isolated at work.

Examples to listen for include:

  • Changes in communication (less water-cooler talk/sticks to work-related discussions only)
  • Changes in work productivity
  • Concerns raised by colleagues that something isn’t right with a co-worker
  • Increased absenteeism
  • Decrease in collaboration and/or providing input on projects

3. Company leadership and managers should encourage employee engagement.

For those working remotely, that includes using video tools as often as possible—not just messaging. Prioritizing video as a means of conversation gives you an opportunity to chat about “the small stuff” as well as your work. Additionally, consistent, regularly scheduled team “all hands” or “standup” meetings on video give your entire team a chance to see and communicate with each other.

4. Don’t leave the room until everyone’s engaged in conversation.

Some people are talkers and some people are listeners. However, make a point to engage all people in the room (be it physical or virtual), and don’t end a meeting until you’ve heard from everyone.

5. Create an environment conducive to collaboration.

Whether your team is together in the office physically or working remotely, make interdepartmental collaboration a must for your company. Collaboration between departments or units will give your team the chance to communicate with people they might not get to know otherwise, and can help people make new friendships.

6. Take time to explore your employees’ individual skill sets.

As a manager, spend time learning about each team member’s unique skills and strengths and then putting them to work for the benefit of your department and organization.

  • Have each person lead meetings in a way that showcases their styles of leadership and expertise.
  • Give and find opportunities to be inclusive. (You can do that when you know individual skill sets.) This includes: Engaging employees by asking them for specific feedback perhaps using an example of how they positively influenced something similar in the past, bringing someone in on a work project from another team if they have an applicable skill (like, formatting documents or particular excel skills that could help move a project along), and simply asking for their feedback/opinion on a discussion item in a meeting.
  • Take time during meetings to highlight the ways your employees are contributing and collaborating. (If they aren’t doing it on their own, this allows you to help the process along.) Avoid “dumping” kudos; it’s best to share contributions one meeting at a time so you can give genuine feedback.

7. If you suspect a problem stemming from mental health issues, consult with HR.

Sometimes workplace loneliness is a symptom of something greater. It is up to you to support your employees in whatever ways they need it—which, in some cases, may involve sensitive conversations. Speak with your HR team to see how to best handle these types of situations, and don’t hesitate to speak up if you sense something is off.

Additional Resources

To learn more about providing support to your employees working in-person and remotely, check out the following articles:

Download Now: Work From Home Policy Guidelines & Templates

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What is a PEO (& why do you need one)? Thu, 10 Dec 2020 09:00:00 +0000 “What the heck is a PEO?” If you’re asking that question, you’ve come to the right place.

The post What is a PEO (& why do you need one)? appeared first on GenesisHR Solutions.

A Professional Employer Organization (PEO) allows its clients to outsource many of their human resource functions, share employment liability, and, oftentimes, gain economies of scale to bring an improved benefits package to their employees. A PEO is an extension of your business and engages with your management team to address complex employee-related matters, along with a technology platform to manage all your employee data. In this article, we’ll discuss the following things to know about PEOs:

  1. What Types Of Companies Should Use A PEO
  2. Key PEO Services & How They Can Help Your Company
  3. 6 Major Benefits Of Working With A PEO
  4. How Much Does Working With A PEO Cost?
  5. How To Find A Reputable PEO
  6. Learn More About PEOs & Genesis HR Solutions

Learn even more about what a PEO is and why your company needs one. Download Everything You Need To Know About PEOs!

What types of companies should use a PEO?

PEOs are best suited for small to midsize businesses with 10 to a few hundred employees. Business owners who are concerned about their company’s exposure and liability, as well as their ability to successfully manage complex employee benefits, payroll, taxes, and more, will find value in a PEO partnership. At Genesis HR, we’re focused on building PEO partnerships with professional services in the New England area.

How A PEO Relationship Works

PEOs and their clients sign a co-employment agreement in which both the PEO and client company have an employment relationship with the worker. The PEO and client company share and allocate responsibilities and liabilities.

  • The PEO assumes much of the responsibility and liability for the business of employment, such as risk management, benefits administration, human resource management, and payroll and employee tax compliance. As a small business, you do not fully remove your responsibility; you simply have an expert who shares the responsibility and who handles this administration.
  • The client company retains responsibility for and manages and develops employees. It also retains control over core business activities such as product development and production, business operations, marketing, sales, and service.
  • The PEO and the client share certain responsibilities for employment law compliance.
  • As a co-employer, the PEO provides a complete human resource solution, including a comprehensive benefits package to attract and retain top talent.

How a PEO relationship works - Genesis HR

What isn’t a PEO?

Often, searching online for “help with HR” produces a myriad of options aside from PEOs. Here are other types of HR solutions that aren’t the same as PEOs, and how they differ:

  • PEO vs. ASO: An administrative service offering (ASO) is a service businesses use to outsource administrative functions, including employee benefits, payroll, HR management, workers compensation, and safety programs. An ASOmanages the third-party partners you choose, whereas PEOs choose third-party partners and offer them to you. Both options manage insurance partners, but in different ways. The major difference between the two is that PEOs have a stake in the success of their employment relationship with you in all aspects of HR, including compliance; ASOs don’t have any skin in the game. You can read more about ASOs in our article ASO vs. PEO: What’s the difference?
  • PEO vs. HRO: Human resources outsourcing (HRO) is the process of sub-contracting human resources functions to an external supplier. HRO is also referred to as Business Process Outsourcing (BPO). Similar to an ASO, an HRO is different from a PEO in that it offers management services related to HR partners of your choosing—minus HR expertise and guidance. Companies that partner with a PEO have no need for an ASO or HRO.
  • PEO vs. HR Software: While PEOs provide a technology platform to manage your employee data in addition to providing numerous other HR services, HR software organizations offer only a technology solution. While technology does assist with carrying out HR tasks, utilizing HR software means foregoing the expertise and consultative benefits of working with a PEO.

Key PEO Services & How They Can Help Your Company

A PEO like Genesis HR Solutions helps your business manage complex employee-related matters. PEO services include administration of the following:

  • Onboarding
  • Health benefits
  • Payroll
  • Payroll tax compliance
  • Leaves of absence
  • Paid time off practices
  • Workers’ compensation claims
  • Unemployment insurance claims

A PEO contracts with your business to perform these processes, assume associated responsibilities, and provide ready expertise in human resources management.

At Genesis HR Solutions, we offer a suite of integrated services to effectively manage your critical human resource responsibilities and employer risks. We deliver these services by establishing and maintaining an employer relationship with the employees at the client’s worksite, and by contractually assuming certain employer rights, responsibilities, and risks.

Here’s a look at some of the most common PEO services your company can benefit from by working with us:

1. PEO Insurance Offerings & Health Insurance

Under a PEO partnership, small businesses have a huge advantage in finding competitive insurance plans because the PEO selects a carrier or carriers. This is a huge benefit to small and midsize businesses, because PEOs have access to more expansive product offerings, which they can then make available to their small business partners (who likely wouldn’t have access to these offerings on their own).

At Genesis, we offer the following insurance options:

  • Group health, dental, and vision through Blue Cross Blue Shield of Massachusetts, Delta Dental, and Vision Service Plan
  • Long- & short-term disability coverage with UNUM
  • Life/AD&D products with UNUM

Arguably, health insurance is the most important benefit you provide to your employees. While a PEO does not provide health insurance, we do select and manage a comprehensive, best-in-class benefit offering so you can recruit and retain the best employees. Our plan selections will always be a good match for your company’s budget and your employees’ needs; we also guide you through the administration, education, and training aspects of health insurance.

Also, as a PEO partner, you’ll have the opportunity to access all the health insurance plans we have available through our partner, Blue Cross Blue Shield of Massachusetts. Learn more about how PEO health insurance works for small businesses.

3. Competitive Benefits

To get top talent, you need competitive benefits. Don’t miss out on great employees because your small or midsize business can’t afford the benefits your competition offers. In addition to the insurance benefits listed above, Genesis offers the following:

  • 401(k) plan options
  • Employee assistance plan (EAP)
  • Retail & entertainment discount program
  • Employee self-service tools for onboarding, benefit enrollment, and paid time off management

In addition to the actual products, we also offer benefit plan administration. No longer do you have to spend time figuring out the Affordable Care Act, determining if you’re getting a good plan, addressing compliance issues, or even communicating plan details to your employees. We help you choose the best strategies for your needs and even manage insurance vendor relationships.

4. PEO Payroll

A PEO partner should also manage payroll and taxes, and ensure your payroll taxes are deposited and filed in an accurate and timely manner. At Genesis, we handle these PEO payroll tasks:

  • Single- and multi-state payroll
  • Online processing
  • Time clock feed options through our partner, TimeClock Plus, or through your current time clock feed
  • Holiday, sick, vacation, and other accruals
  • Unbundled, transparent payroll reporting
  • Child support and miscellaneous garnishments
  • W-2 preparation and distribution
  • State unemployment insurance tax account (SUTA) management
  • Employer tax deposits and filings; Form 940, Form 941, and W-3 transmittal—our tax engine uses your ZIP code to calculate correct tax info, so we know the exact amount to tax your employees.

5. Health Savings Accounts (HSA), Health Reimbursement Accounts (HRA), and Flexible Spending Plans (FSA)

We know that in order to find and retain top talent, you need benefits offerings that are in line with those offered by large enterprises, including tax-advantaged health savings accounts. Genesis offers HSA, HRA, and FSA options for our partner companies and manages these accounts, so you can focus on recruiting top-notch employees and on managing your core business—not on administrative work.

6 Major Benefits Of Working With A PEO

Benefits of working with a PEO - Genesis HR
In our three decades as a Massachusetts-based PEO, we’ve seen our clients benefit from the PEO relationship in myriad ways. PEO benefits include:

  • Relief from the burden of employment administration.
  • A team of professionals with wide-ranging personnel management expertise
  • Reduced liability due to improved employment practices, compliance and risk management.

“Small businesses that work with a PEO grow 7 to 9 percent faster, have 10 to 14 percent less employee turnover, and are 50 percent less likely to go out of business.” —NAPEO

  • Competitiveness in the labor market, thanks to access to a comprehensive employee benefits package.
  • In some cases, financial savings for employers and employees because the employer can offer more cost-effective benefits.
  • Improved productivity and profitability.

What are the considerations of working with a PEO?

A common misconception we hear about working with a PEO is that it may be “too expensive.” However, this doesn’t accurately reflect the situation a small or midsize business is looking at: The actual comparison here is to either hire an HR resource on staff or outsource this role to a qualified competent partner, like Genesis HR Solutions. Either way, in order to make sure you are in compliance and being efficient with your time, you need someone who’s solely dedicated to the HR aspects of your company.

The cost of the PEO will always be lower than hiring a resource. It is also important to note that you can’t hire the expertise that a PEO like Genesis HR can bring–and you certainly can’t do that by hiring one individual. From this perspective, we see that it is truly more costly for businesses to operate on their own without a partner.

How much does working with a PEO cost?

The cost of hiring a PEO varies considerably—providers, company size, and industry all play a role in PEO pricing. However, that cost is often offset by the financial and time savings your company gains through this working relationship. Partnering with a PEO on things like employee benefits, retirement accounts, and workers compensation can save you money. You can also save a tremendous amount of time with a PEO, which translates into a positive return on investment.

At Genesis HR, we do not “bundle bill” (a common billing tactic in the HR industry). Instead, the amount you pay for our PEO services is based on a set amount per employee per month. We break out your cost this way because transparency in billing is important to us. You can learn more about our pricing structure—and get answers to other frequently asked questions—here.

How To Find A Reputable PEO

According to NAPEO, there are between 907 PEOs currently operating in the U.S., providing services to 175,000 small and midsize businesses. But how do you find out which PEO is the best fit for you?

NAPEO offers some guidelines for choosing a PEO, which include the following steps:

  1. Assess your workplace to determine your human resource and risk management needs.
  2. Make sure a PEO is capable of meeting your goals, and meet the people who will be serving you.
  3. Ask for client and professional references.
  4. Find out if the PEO has a demonstrated history of adherence to the industry’s professional performance practices, including responsible financial management of its business. Check to determine if the PEO’s financial statements are independently audited by an accountant, whether their risk management practices have been independently certified by the Certification Institute, and if their operational, financial, and ethical practices have been independently accredited by ESAC.
  5. Investigate the company’s administrative and management expertise and competence. What level of experience and depth are represented by internal staff? Does the PEO corporate staffing allocation follow the priorities of the PEO’s marketed services? Does senior staff have professional training or designations?
  6. Understand how the employee benefits are funded. Is the PEO fully insured or partially self-funded? Who is the third-party administrator (TPA) or carrier? Is their TPA or carrier authorized to do business in your state?
  7. Understand how the employee benefits are tailored and then determine if they fit the needs of your employees.
  8. Review the service agreement carefully. Are the respective parties’ responsibilities and liabilities clearly laid out? What guarantees are provided? What provisions permit you or the PEO to cancel the terms of the contract?
  9. Make sure the company you are considering meets all state requirements.

We would add the following must-do’s:

  • Identify the level of customer service you expect from your PEO. For example, Genesis HR clients are matched with a dedicated payroll specialist and an HR specialist on our staff, and are provided their direct numbers and personal email addresses. If service-oriented, human interaction is important to you, investigate how the PEOs you’re considering stack up.
  • Make sure the PEO’s technology meets your needs. Don’t wait until you’ve already signed on with a PEO to evaluate their tech tools. The last thing you want is for you (and your employees) to discover that the solutions they offer aren’t tech-savvy or user-friendly when it’s too late to make a change. Ask before you commit to make sure you’re on the same page.

Learn More About PEOs & Genesis HR Solutions

Hopefully, we’ve answered your question, “What is a PEO?”—and you’re ready to learn more! Our PEO partners with small to midsize businesses in the New England region—we may be a good fit for you, too. A free consultation is the best way to get your questions about PEOs answered. Feel free to reach out anytime—we’d love to help.

Get Details Now: PEO pricing. Learn exactly what you’ll get working with GenesisHR—and what you’ll need to invest to get it.

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Return To Work Planning: A Guide For Businesses Thu, 03 Sep 2020 23:44:56 +0000 Is reopening your business or nonprofit on the horizon for you? Here’s what should you consider as you create a return-to-work plan for your small business.

The post Return To Work Planning: A Guide For Businesses appeared first on GenesisHR Solutions.

Returning to workplaces will be anything but “business as usual” for the hundreds of thousands of organizations and nonprofits shuttered by the COVID-19 pandemic. For small to midsize businesses grappling with when and how to reopen, we’re here to help. Now is the time for employers to reshape their workplaces for the betterment of employees and their businesses altogether. In this article, we’ll discuss the main things to consider when creating your return-to-work plan.

Return To Work Plans: Why Your Business Needs One

A return-to-work plan is typically created to help reintegrate workers who have been injured or on leave; it includes details on how the worker will gradually return to work and any job-related specifics. In preparation for reopening after COVID-19 closures , it’s imperative that employers construct a similar return-to-work plan for their employees to keep everyone healthy and safe.

Putting a thoughtful, comprehensive plan into place doesn’t only benefit employees but employers as well. Done right, the clarity and direction provided by such a plan usually leads to increased employee engagement, reduced turnover, improved communication, and higher morale. Employees who are provided return-to-work plans are able to get back to work quicker than those who don’t; employers generally see increased work productivity following an employee’s return to work.

The benefits of return-to-work plans are undeniable. While these plans are typically customized on an individual basis, employers can use the basics of a return-to-work plan to build their approach to how employees return to work following the COVID-19 pandemic.

Need to create a work-from-home policy, but not sure where to start? Get best practices, policy guidelines, and two templates in this free guide.

Your Return To Work Plan: 7 Considerations

While employers may need to tailor their organization’s COVID-19 return-to-work plan to employees’ specific needs (e.g., child care arrangements, caregiving responsibilities and health issues), having a generalized plan in place can help them safely reopen their business.

Your COVID-19 return-to-work plan should include the following:

1. An Anticipated Return-to-work Date

With the uncertainty that COVID-19 has brought, it’s important to be clear about the date employees are being asked to return to work. However, while you should strive to communicate a specified date, it’s important to be flexible, as local and state orders are frequently updated.

2. Disinfecting & Cleaning Measures

COVID-19 can remain on surfaces long after they’ve been touched, making it necessary for businesses to frequently clean and disinfect the facility. Some best practices include:

  • Cleaning and disinfecting all frequently touched surfaces in the workplace, such as workstations, keyboards, telephones, handrails and doorknobs
  • Discouraging workers from using other workers’ phones, desks, offices, or other tools and equipment, when possible (if necessary, clean and disinfect them before and after use)
  • Providing disposable wipes so that commonly used surfaces can be wiped down by employees before each use

3. Social Distancing Protocol

Be clear about your policy regarding social distancing, or deliberately increasing the physical space between people to avoid spreading illness. Social distancing best practices for businesses include:

  • Avoiding gatherings of 10 or more people
  • Instructing workers to maintain at least six feet of distance from other people
  • Hosting meetings virtually when possible
  • Limiting the number of people on the job site to essential personnel only
  • Discouraging people from shaking hands

4. Employee Screening Procedures

To keep employees safe, consider conducting screening procedures to identify potentially ill employees before they enter the office. The Equal Employment Opportunity Commission (EEOC) permits employers to measure employees’ body temperatures before allowing them to enter the worksite. Any employee screening should be implemented on a nondiscriminatory basis, and all information gleaned should be treated as confidential medical information under the Americans with Disabilities Act—specifically, the identity of workers exhibiting a fever or other COVID-19 symptoms should only be shared with members of company management with a true need to know. Be sure to notify employees of the screening process to avoid any surprises.

5. Employee Safety Training

A return-to-work requirement should be creating detailed information around new safety policies and procedures to ensure all employees understand how they can prevent the spread of COVID-19. The plan should include the following:

  • Respiratory etiquette and hand hygiene—Businesses should encourage good hygiene to prevent the spread of COVID-19. This can involve:
    • Providing tissues and no-touch disposal receptacles
    • Providing soap and water in the workplace
    • Placing hand sanitizers in multiple locations to encourage hand hygiene
    • Reminding employees to avoid touching their eyes, nose, or mouth
  • Personal protective equipment (PPE)—PPE is worn by individuals to reduce exposure to a hazard such as COVID-19. Businesses should focus on training workers on proper PPE best practices. Employees should understand how to properly put on, take off, and care for PPE. Training material should be easy to understand and must be available in the appropriate language and literacy level for all workers.
  • Staying home when sick—Encourage employees to err on the side of caution and stay home if they’re not feeling well or are exhibiting common symptoms of COVID-19 (e.g., fever, cough, or shortness of breath).

6. Mental Health Considerations

The COVID-19 pandemic has increased stress levels for everyone. It’s important that employers consider ways they can help manage the stress, and that the return-to-work policy communicates the options employees have with regard to managing mental health.

7. Process For Individualized Requests

Every employee faces a unique situation at home or with their health. Even though many people will return on a regular schedule, some may need special accommodations. Thus an employer’s return-to-work plan should include information about how employees can go about making individualized requests for changes to a return-to-work plan. Some may have underlying health conditions that put them at greater risk of severe illness with COVID-19, meaning they may not be able to fully return to work. Others may need to make special child care arrangements due to school and daycare closures. Employers should be flexible and compassionate in response to individualized requests.

Best Practices

As business slowly returns to normal, consider the following best practices to keep staff motivated and your reputation unharmed:

  • Put your employees first—First and foremost, keep in mind the health, safety, and well-being of employees when making business decisions. The coronavirus pandemic has led to a collective loss of normalcy; the everyday routine of returning to work may, in many cases, be a welcome change for them.So continue supporting your employees over the long-term and checking in to see how things are going. As you protect your company brand from COVID-19 implications, current employees can be the main drivers of your reputation.
  • Follow government advice—If your team has been working remotely due to shelter-at-home orders, the first topic your company needs to address is when to reopen the office. For this, employers should be looking to their local health departments and government for guidance.
  • Prioritize safety—Along with ethical reasons, employers have a duty under the Occupational Safety and Health Act to make sure they provide a safe workplace. Considerations include testing, social distancing, personal protective equipment, sick leave policies and business travel guidelines.
  • Keep communication open and honest—Internal communications can help keep employees calm and reduce stress levels. Everyone’s been dealing with much uncertainty. There’s a need to communicate with employees openly, honestly, and frequently. The same goes for external audiences like customers and partners. Go with what’s authentic for your company, whether that’s regular updates, or tips and tricks to stay safe. This is a good time to reinforce transparency. Keep communication accurate by leaning on credible sources.
  • Ask for feedback and answer questions—People may be scared and have a lot of questions. Create an open channel for stakeholders to submit questions. Answer them as soon as you can, and provide the responses to everyone. If one person is wondering about something, there are probably more who are wondering the same thing. An open line of communication is key to establishing trust.
  • Reach out to industry partners—Chances are your industry partners are in similar situations. Share information and work together with your industry regulators and influencers to move forward. Consider partnerships that could help your customers or employees.
  • Be a thought leader—While reputation may be defined in part by what others say about you, it is also defined by what a brand itself says. If it’s appropriate and authentic for your company, identify a business leader who can publicly address the impacts of COVID-19 on your industry or customers.
  • Give back—On a similar note, give back to your community if you’re able to. A little bit of kindness can go a long way during these volatile times.

Be Prepared To Reopen—Successfully

If you’d like help developing and customizing your company’s return-to-work plan, reach out to us at Genesis. We know that COVID-19 has likely been a challenge in all aspects of HR, and as New England’s premier PEO, we’re here to assist. Our partners get access to every solution we offer, from HR practices and policies, to benefits selection and administration, to compliance, payroll processing, and more. Learn how a partnership with Genesis can serve you—sign up for a free consultation.

Contact us

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Managing Remote Workers: 9 Things You Must Know & Do Mon, 29 Jun 2020 14:36:47 +0000 New to remote work? These tips for managing remote workers effectively can help you make sure your team’s WFH experience goes as smoothly as it can.

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Managing employees in a “normal” office environment isn’t easy—but throw in a pandemic, civil unrest, and temporary (maybe?) work-from-home arrangements, and the question of how to be a remote manager gets a lot more difficult.

But don’t freak out yet! Managing remote workers effectively, even under the challenging conditions described above, is possible. In this article, we’ll discuss how to deal with the following common challenges of managing remote workers:

  • Lack of trust
  • Communication barriers
  • Scheduling work hours
  • Disinterest/Disengagement
  • Lack of tools

Managing Remote Workers: Best Practices & Tips

Trust Your Employees

The bedrock of successful remote work is trust; as an employer, this must be your mindset first and foremost. If you can’t trust your employees to work from home, attempting this style of work will not be successful. Everything I share in this article will be based on the assumption that you trust your employees to get their work done. If this is not the case for your organization, you need to dig deep and root out what is preventing you from doing so, and what you can do to fix it.

The bedrock of successful remote work is trust; as an employer, this must be your mindset first and foremost.
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Prioritize Communication

Overwhelmingly, the employees and employers we’ve talked to say that communication is the biggest hurdle they face in transitioning to a work-from-home, completely remote environment. Especially for companies who have never worked remotely, flipping the switch to a remote work situation can be jarring. If this is new for your company—or even if you’ve previously had a work-from-home arrangement—the most important thing you can do as a manager is to establish a system to communicate clearly and consistently with your team.

When you’re no longer able to pop over to a colleague’s office to ask them for a status update, share a project highlight, or even make small talk, it’s important to be strategic about scheduling these types of communication into your day with the employees you manage. Here are a couple of ways to do that:

  • As a manager, you set the precedent for communicating availability. Share your calendar, and keep your internal communication system (like Slack or Microsoft Teams) updated regarding your daily availability—and have your team do the same. When managing remote workers, you can’t physically see where employees are or what they’re working on, so you should use technology tools to provide visibility.
  • Don’t be afraid to tell employees when you won’t be available. Especially in the midst of a pandemic, employees won’t (and shouldn’t be expected to) sit at their computers for eight hours straight. Be open about sharing when you’re stepping away from your workspace to set the precedent that it is fine to do so, but be sure to communicate when you plan to return.

Keep Normal Schedules

One of the most frustrating aspects of managing remote workers is navigating disparate work schedules. To combat this, encourage your team members from the start to keep their regular schedules as much as possible.

Communicate to employees your expectations about their working hours, and then listen to their responses about what they can or can’t do in terms of their schedules. I suggest keeping working hours as close to normal as possible to make it easy for everyone to stay in touch. Employers should be willing to listen and be flexible for their employees, and employees should be willing to communicate their schedules and availability (and even over-communicate) to their supervisors and managers. If possible, employees should be permitted to work outside of normal hours. This change should be clearly communicated to managers and team members.

Keep Meeting Regularly

Just because you’re no longer in the same physical space doesn’t mean you need to clear your calendar of meetings. It may just mean you need to rethink, and perhaps condense or reconfigure, your meeting schedule.

If you have regular meetings or check-ins already recurring on your calendar, keep them (and adjust what time they occur or their duration if needed). If you don’t, start setting these up. I suggest scheduling both 1-1 meetings as well as weekly meetings with your team. Even if you don’t have a lot to cover, don’t take them off the calendar—just discuss what you can and end your meeting early. Taking meetings off the calendar completely increases the probability that you’ll stop scheduling them altogether.

If you have the ability to video conference with your employees, do that. Video keeps people engaged, and you can learn a lot from seeing your employees that you can’t glean from audio alone—you may get clues about whether or not they’re feeling overwhelmed, frustrated, or sad, and you’ll also be able to see where they’re working (and vice versa). Tools like Zoom, GoToMeeting, Slack, Skype, and Google Hangouts all offer video conferencing functionality—take advantage of it!

Finally, understand employees might not have a dedicated workspace at home. If you conference with them, you may see they’re on the couch—if they’re getting work done, it doesn’t matter.

Create Opportunities For Collaboration

A very real side effect of working remotely is that departments or teams within an organization begin to function in silos, which may in turn cause decisions to be made by one area of a company without consideration of how it impacts other departments. To reduce the chances of this happening, managers and leadership should increase opportunities for interdepartmental collaboration. This may look like all-company remote meetings, projects shared between departments, or simply emailed updates sharing departmental projects.

Pay Attention To Employees

While valuing your employees’ autonomy, you should also keep a close eye on any issues that are revealed—such as decreased work performance—while working remotely and address them as quickly as possible.

For example, if you see an employee slipping in terms of work productivity, schedule a meeting immediately to help them stay on track. Try to uncover the source of the problem. Are they lonely? Are they disconnected? Do they not have access to answers they need, or access to the people they need to find those answers? Pay close attention and address any performance issues quickly.

Provide Tools & Technology Needed

A lack of appropriate equipment and technology is a common challenge for companies embarking on remote work, but it’s a pretty simple one to address. We recommend to our clients that they provide team members with company tools—laptops, access to servers and databases, etc.—they need to accomplish their jobs. One bonus to providing tools (rather than having employees use their own) is that employers have more control over their use. Your company’s IT department can also install additional layers of security for any tools you provide and monitor their usage. Similarly, you should have the same tools to manage remote employees from your home that you have access to in the office.

Recognize Good Work

As I discuss in our article, An Employer’s Guide To Work From Home Best Practices (2020), working from home makes validation from managers even more critical. Managers should allocate time each week to recognize and acknowledge individual employee contributions and successes in 1-1 meetings, email communication, and team meetings. Recognition doesn’t have to cost a thing, but it can provide a much-needed morale boost that encourages employees to work harder and gives them incentive to stay at your company.

Get Feedback

Whether or not working from home is a new adventure for your team, you should survey your employees periodically to find out what’s working and what’s not. These types of surveys should happen at least every six months, so pencil them in on your HR team’s calendar.

The low points addressed and critical responses found in your surveys, though not fun to read, will reveal great opportunities for business growth, and simply giving voice to employee frustrations and then addressing them can help improve morale. You may find that the biggest challenges your team is facing can be addressed with simple solutions—but only if you take the time to ask what’s not working and then put effort toward providing solutions.

Is your team working from home? What are your tips for success?

I hope this article has added some useful ideas to your toolkit for managing remote workers! If you have any tips we didn’t include, leave a comment below—we’d love to add them to a future article.

And if you have questions about HR issues related to working from home, ask us! Call (781) 272-4900 or complete this brief form, and we’ll be glad to help you navigate through the COVID-19 crisis and into the future.

Download Now: Work From Home Policy Guidelines & Templates

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What is an HR audit? Thu, 30 Jan 2020 17:34:14 +0000 HR audits don’t have to be scary—here’s how to use them to head off future problems.

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When you hear the word “audit,” do you panic? If you’re like many business leaders, the answer is yes! But audits aren’t always a bad thing—an internal audit completed by your human resources team could be exactly what you need to help your organization benchmark its performance and identify strengths and weaknesses, so you can address any critical issues in advance of being faced with an audit from the IRS or another agency. In this article, I’ll explain why an HR audit is an important practice for your company and how to conduct one.

Need help with understanding compliance regulations and laws—or any aspect of HR? Learn why a PEO is one of the smartest choices you can make for your small business. 

What is an HR audit?

An HR audit is an objective, systematic review of a company’s policies and procedures carried out internally by a company’s human resource team. According to SHRM, audit results “can help identify gaps in HR practices, and HR can then prioritize these gaps in an effort to minimize lawsuits or regulatory violations, as well as to achieve and maintain world-class competitiveness in key HR practice areas.”

The Importance Of Performing An HR Audit

  1. HR audits protect companies from risk and help them avoid legal liabilities associated with human resource issues.  An HR audit offers the opportunity to protect your company from legal risks and mitigate issues before they become out of control. This is especially helpful in regard to the complex laws and regulations surrounding employment, tax, insurance, and hiring.
  2. HR audits allow companies to benchmark their strategies and practices. An audit will reveal how your company’s current policies and practices are helping or hindering achievement of strategic goals; it will also help you determine what steps may be necessary to change current practices.
  3. HR audits help prepare businesses in case of an external audit. An internal HR audit is perhaps the best way to prevent the stress of an unplanned external audit from the IRS or another entity. Performing your own HR audit gives you confidence on where your organization stands in terms of compliance, policies, employment practices, etc.

4 Objectives For HR Audits

An HR audit can be structured differently depending on an organization’s goals. Typically, there are four types of audits; each type is designed to accomplish something different.

1. Compliance Audit

A compliance audit measures how well a company complies with state, federal, and local laws and regulations.

How Genesis HR Can Help With Compliance Audits

The world of compliance is complicated. Rather than spending your own time and resources to figure it all out, let us handle it on your behalf. At Genesis, we work closely with federal and state legislators to decide what role(s) we need to play as a PEO to help our clients stay within compliance guidelines based on their industry and their location (as some laws vary from state to state). We check to ensure you have updated information, and are aware of changes in regulations. Then, we assist you in correctly implementing any changes that may need to be made.

2. Best Practices Audit

A best practice audit compares a company’s existing practices with those of the industry for the purpose of maintaining or gaining a competitive edge. The scope of this type of HR audit is to see how a company performs vs. its competitors. While it is not legally-based or compliance-related, this type of audit gives companies insight whether or not they are implementing and following through with actions that can help improve competitiveness.

3. Strategic Audit

A strategic audit focuses on the strengths and weaknesses of systems and processes to determine whether they align with the organization’s strategic plan.

4. Function-specific Audit

A function-specific audit focuses on a specific area within the human resource function, for example, the payroll or benefits department of an organization. The objective of this audit is to hone in on one specific area of the operation, ensuring that the structure, policies, and best practices within that specific department align with the strategy of the entire company..

How To Perform An HR Audit: 7 Steps

The process outlined below is an overview of the HR audit process. Although an audit should include these steps, your company should also make an effort to tailor them to be specific to your own strategic goals, compliance requirements, etc.

  1. Determine the type and scope of HR audit to perform. An HR audit can be structured to be either comprehensive or specifically focused within the constraints of time, budgets and staff. It is a best practice to review your strategic plan as a whole. Keep in mind that with the assistance of a PEO like Genesis HR, your company won’t be in a situation where you feel as though a heavy audit needs to be performed annually and as in-depth as they should be in a good place per our guidance.
  2. Create a roadmap for your audit. Develop questions or draft goals for the audit, and then determine how it will be executed. The following questions should be answered at this step: What is the best way to achieve the audit? Who will participate in it?
  3. Collect data. Using the roadmap above, complete your audit and then do an extensive review of the data gathered.
  4. Benchmark your findings. If possible, compare your findings to those of your competitors; also, make sure what your company is calling “best practices” are still best practices for your industry.
  5. Provide feedback of results. After the audit, it is important to report findings to help talk through and brainstorm next step recommendations.
  6. Create action plans. Provide recommendations for what should change, and then identify next steps for making improvements based on the audit, .
  7. Foster continuous improvement. This means ascribing to an attitude of continuous evaluation and improvement. Companies may find it helpful to designate one person to stay up to date on legal and regulatory issues that may affect the company, as well as to keep track of internal processes to quickly identify problems. Often times this is our client contacts that are our main point of contact.

Additional Resources

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7 Employee Training Methods To Jumpstart Your New Hires Mon, 23 Dec 2019 08:00:40 +0000 Training your employees is an essential part of ensuring they remain part of your organization for the long-term. Find out about training methods for employees, as well as basic steps for implementation, in this article.

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Hiring employees but failing to provide them with a solid base of training is a good way to lose talent. Surveys have shown that 94% of employees would stay at a company longer if it invested in their career development. On top of that, the cost of replacing an employee is high—up to 150% of the worker’s annual salary. Stats like these highlight just how crucial it is to provide thorough, ongoing training to all of your employees, including your new hires. Too many companies bring excellent, qualified employees on board but assume they will figure things out on their own time—a mistake that could prove costly.

Hiring employees but failing to provide them with a solid base of training is a good way to lose talent.
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In this article, we’ll discuss how you can avoid this revolving door through employee training. We’ll review types of training methods for employees, as well as some basic steps to implement employee training at your organization.

Download this free checklist to learn exactly what you need to do when onboarding new hires to your company.

7 Types Of Employee Training To Jumpstart Your New Hires

There are many types of employee training available; your company may use any or all of these types in combination.

1. Classroom Training

This type of training is the most widely used. It is reminiscent of traditional, teacher-led classes; in this case, a facilitator leads the group. In-person training allows for feedback, questions and answers, and clarification of concepts.

Example: One example of classroom training would be having all your employees gather for a meeting while the HR manager reviews a new, recently implemented safety procedure.

2. Technology-based Training

This training doesn’t require a “live” facilitator; instead, it is done via computer programs, apps, or websites. It’s convenient for managers (who don’t actually need to be present for these types of training) and learners (who can finish the programs at their own pace and on their own time). However, tech-based training does have a drawback in that it offers limited feedback or chance to answer follow-up questions.

Examples: Annual Harassment Refresher training, Annual Safety training, Review of Employee Handbook, or any other compliance training requiring annual renewal

3. Hands-On Training

Hands-on training is a more project-based, practical approach that allows the new hire to jump in directly to their roles in a safer environment. This type of training is the most preferred training method for both men and women; 52% of Americans listed active participation through hands-on training as the best learning method.

Example: Shadow-based, meaning the employee jumps in and begins work with a supervisor monitoring their performance either side by side at a work station or on a recorded call

4. Video Training

Like technology-based training, video training is easy to implement. However, it can be difficult for those being trained to get clarification regarding questions they may have, or to have follow-up questions answered in a timely manner. In order for video to be an effective training method for employees, you must make sure the videos you’re showing are well-produced, extremely focused on the training subject, interesting to the trainee, and a reasonable length. No one wants to watch a boring, three-hour video (nor will anyone pay attention for that long, either!)

Example: Safety training is often distributed in this format, with role play scenarios throughout the video. You can always have the participants take a quiz on the topics covered to evaluate the retention of the material, or conduct a group discussion to clarify the content.

5. Role Playing

Role playing is an effective training method, especially for problem-type situations that all employees should know how to handle. By training new hires in this “live” situation before they encounter it on the job, you’re giving them a preview of what they may encounter as well as helpful ways to respond. Plus, role-play situations usually provide teachable moments that can be valuable for learning.

Example: For a cashier role, best practice would be to have some mock sales occur, with the credit card transactions and/or money exchange, as well as possibly an irate customer to see how the employee would respond.

6. Reading

An old standby, required reading isn’t a training method we recommend using on its own very often, but it can be useful in some situations. It is best used as preparation for an in-person training type, because it guarantees your trainees will have some sort of follow-up to what they read on their own.

Examples: Review of training materials or software prior to hands-on training; review of previous work completion to see the style of how and what is expected

7. Simulators

Simulated experiences that are modeled on real-life experiences are not commonly used in training, but for situations when a new hire needs to know exactly how something looks and feels, they are a must have. (Think airplane pilots, for example—we want them to know how flying a jet feels before they take a plane in the air, and simulators make that happen.) The downside? Simulations are almost always very, very expensive.

Examples: Pilot training and law enforcement

Who should run your training sessions?

The answer to this question varies depending on the specific training you’re doing. While training should always be done under the supervision of your HR team, other internal and external people may be involved. This includes (but is certainly not limited to):

  • Safety teams
  • Production staff manager in a production environment
  • Warehouse manager
  • Managers and/or Supervisors
  • EMS or first responders
  • Local law enforcement
  • Outside services

What types of training should you do with new hires?

While there are a number of types of training that might be required for your company, two types of training that you absolutely need to do as soon as possible are safety and professional training.

Safety: Safety training is especially crucial in production environments, but it is important for all employers.

  • Safety procedures should be presented on new employees’ first day. This should include a discussion of escape routes, fire extinguisher locations, first aid, AED, biohazard, fire drills, active shooter drills, and evacuations.
  • Clean room environments: appropriate clothing, documentation, cleaning requirements for machinery
  • Heavy equipment protocol
  • Personal protective equipment (PPE), including hearing, vision protection, shoes, gloves, etc.—whatever the job requires


  • Tour of the facility
  • Escape routes
  • Handbook
  • Policies and procedures
  • Hours/lunch policies

How To Train New Hires: 6 Basic Steps

Now that you know the types of training methods in human resource management, if you may be wondering about the best ways to create training plans for your new hires. Here are some basic steps and best practices to consider:

  1. Develop a training process. Assess and develop your course material. Why do you need this training? What is your short-range goal? Your training should fit the needs of the organization and your people, so if it needs to look a little different than standard training processes, that’s OK!
  2. Determine what style of training to use. Look at your trainee demographics and determine if training should happen in the classroom, online, individually, etc.
  3. Prepare the training materials and style of delivery.
  4. Train, then evaluate once training is complete.
  5. Fine tune your training offering. What went well? What can be improved upon from your perspective?
  6. Follow up with trainees. Ask them what they think can be improved, what they have questions about and what else they need to know on this topic. Offer additional training as needed.

This cycle should repeat itself constantly, but it should also be changing and improving each time training is offered.

Considerations Of DIY Training

Training your employees is a necessity, however, it’s common for small and mid-sized business owners and leaders to run into some problems with creating and implementing their own training programs:

  • It’s cost-prohibitive to train to the level you desire. Limited resources or lack of a training budget may keep you from developing your talent in the way you want to.
  • You may not have a dedicated trainer on staff to oversee and implement your trainings.
  • As the HR leader, you may be overwhelmed with the training requirements (and worried you’re not in compliance).
  • The time commitment can be daunting. The types of training required, number of people who have to be trained, retraining timetables, etc.—it can all be too much for one person to keep tabs on!

That’s where Genesis HR comes in!

At Genesis, we can take over the legwork of the entire training process for you.

We’ve developed trainings on HR best practices that we can deliver in multiple formats. We can even customize presentations for your groups. On topics such as:

  • Harassment Prevention
  • Interview Basics
  • Supervising Employees
  • Performance Management
  • Customer Service

Instead of reinventing the wheel (and crossing your fingers it works), partner with a company who can help you train, onboard, and retain your new employees. We’d love to chat with you about your needs for employee training—plus HR management, benefits plan choice and administration, compliance, and any other human resource area you may have questions about. Just contact us to set up a time for a discovery call.

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Human Resource Solutions at Genesis HR Thu, 05 Dec 2019 15:23:32 +0000 Find out about the human resource solutions offered by the premier professional employer organization (PEO) for small and medium-sized businesses in Massachusetts and New England.

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When you’re choosing a partner to help you with your HR needs, you shouldn’t have to pick and choose from a list of solutions—you need access to every solution tailored to your business’s changing needs. Here is a list of seven HR solutions that you should consider.

1. Employer Compliance

Your business needs to stay in front of regulations that impact it, including laws and regulations that impact the following:

  • The Affordable Care Act
  • State leave laws
  • Employee handbook compliance
  • I-9 documents & employment eligibility
  • EEO messaging
  • Employee discrimination
  • Employee classification
  • Overtime pay
  • Leaves of absences
  • Employee records

2. Training & Development

If you want to guarantee better job performance for your entire team, then invest in training for your managers and employees. Equipping your team with tools to help them do their jobs better benefits your whole organization.

Training examples may include:

  • Effective interviewing and selection techniques
  • Performance feedback
  • Your responsibilities as a manager
  • Harassment avoidance
  • Effective communication
  • Respect in the workplace

3. Performance Management

Finding, managing, training, and developing your employees with human resource solutions may be one of the most important things you do (and spend money on) in your business. You need a plan to communicate effectively with your employees, set performance expectations, establish methods to measure success, provide constructive feedback, and more.

4. Benefits & Benefit Plan Administration

To get top talent, you need competitive benefits. Don’t miss out on great employees because your small or midsized business can’t afford the benefits your competition offers.

The HR solution you select should manage a comprehensive benefit offering so you can recruit and retain the best employees.
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We suggest looking for a partner that can provide large group access to the following benefits:

  • Group health, dental, and vision
  • 401(k) options
  • Life/AD&D
  • Long and short-term disability coverage
  • Employee Assistance Plan (EAP)
  • Health savings accounts
  • Flexible spending programs
  • Retail and entertainment discount program
  • Online, mobile-friendly access to review and enroll in benefit plans and offerings

Not only should your partner offer competitive benefits—they should remove the burden of benefits administration from you. Allowing them to spend time figuring out if you’re getting a good plan, addressing compliance issues, and communicating the plan details to your employees—plus managing insurance vendor relationships—is one key thing to look for.

5. 401(k) Plan

How your employees invest in their futures is important to them, so it should be important to you. The 401(k) offering you pick should include these features:

  • A secure web portal
  • Annual auditing
  • Oversight by a proven investment committee
  • Pre-allocated portfolio options
  • Easy-to-use plan summaries
  • Newsletters with up-to-date balances for plan participants
  • Access to investment advice from plan representatives

6. Risk Management

Workplace injuries can happen anywhere—anything from a slip and fall in the office parking lot to a repetitive motion injury—and your office isn’t immune. While some employers have more potential risks than others, no matter your organization, it’s good to have resources for employee risk management on hand if and when you do need them. If you do have a claim, you need to be sure you have a partner to help guide you through: To provide the required workers’ compensation insurance policy, manage it, respond to claims, and then help with a successful return-to-work scenario.

7. HR Policies & Practices

It’s crucial to identify the best way to communicate appropriate workplace policies and practices that keep you compliant and keep you in touch with your company’s culture, and then codify it in your employee handbook. Your employee handbook of policies should be something everyone in your organization can understand and follow consistently. It should include:

  • Regulatory policies: We’ll guide you through regulations for policies including (but not limited to) equal opportunity employment, employment at will, overtime pay, pay and time record keeping, and sexual harassment policies.
  • Paid time off policies: We’ll help you determine and communicate how your organization handles paid time off practices like holidays, vacation, and sick time.
  • Leaves of absence policies: While you may not know when an employee will need to take a leave, it’s much easier to have one outlined in advance that answers all the questions.
  • Flexible work schedule policies: We’ll help you determine what kind of flexible schedules you can accommodate.
  • Acceptable use policies: We’ll assist in creating use policies for company property, including phones, computers, cars, etc.
  • Business and travel reimbursement: Create clear policies around what employees do and do not get paid back for when traveling.

8. Payroll Processing

Getting paid correctly and on time is the cornerstone of your employees’ agreement with you. Don’t leave any of your payroll or tax information to chance. You should partner with an HR solution provider who gives you precise payroll and tax administration and ensure your payroll taxes are deposited and filed accurately—all in a timely manner.

Look for the following in an HR provider who does payroll:

  • Single and multi-state payroll
  • Online processing
  • Time clock feed options
  • Holiday, sick, vacation, and other accruals
  • Unbundled, transparent payroll reporting
  • Child support and miscellaneous garnishments
  • W-2 preparation and distribution
  • State unemployment insurance tax account (SUTA) management
  • Employer tax deposits and filings; Form 940, Form 941, and W-3 transmittal—our tax engine uses your ZIP code to calculate correct tax info, so we know the exact amount to tax your employees

At Genesis, you’ll find all of these human resource solutions in one place!

Unlike other options, where you have to pick and choose what your organization will get, Genesis HR offers all of these solutions to our PEO clients. Think of it not as an a la carte menu, but getting the entire buffet. As your PEO, we give you access to every single HR solution we offer, so you can utilize some or all of them as your business grows and changes.

To learn more about how your business will benefit from a partnership with us, schedule a free discovery call today.

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What’s the purpose of performance management? Mon, 11 Nov 2019 14:10:43 +0000 Performance management isn’t just about making sure you’re covered if you have to fire an employee. Find out how to use it to its full potential in this article.

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Often, the need for “performance management” arises for companies right after difficulties with employees do—including no-shows, tardiness, and issues with work quality. Once these problems pop up, employers want to know what they can (or need) to do next.

What if I told you that you could use performance management as a tool long before these issues begin–so you could also reduce the need for termination? In this article, we’ll discuss how to implement performance management from the very beginning of an employee’s tenure, and sum up some of the benefits of having a holistic performance management plan. Read on!

What is the purpose of performance management?

Performance management is the process an organization follows to make sure employees know the roles they play and the objectives they’ll need to follow to be successful. With performance management, your employees will be better equipped to complete the duties assigned, and your organization will be healthier as a result.

So, why is performance management important to your organization? Because performance management gives employees and employers a game plan to follow to reach individual and company goals.

The benefits of performance management include the following:

  • Increased employee motivation
  • Improved employee morale
  • Increased retention
  • Consistency among departments

The Performance Management Process For Employers

There is no single model that illustrates a performance management process perfectly for every organization, because successful performance management should be tailored to the organizations that utilize it. We see this in our own PEO clients: The way a biotech company in Boston does performance management looks vastly different than how it’s done at an auto-body shop in New Hampshire. And it should!

There is no single model that illustrates a performance management process perfectly for every organization, because successful performance management should be tailored to the organizations that utilize it.
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However, while the details of performance management differ for each company, there are five basic phases of performance management employers should make note of and implement in their organizations:

  1. Onboarding: Employers should have a documented onboarding program in place to follow every time a new employee is hired. You can learn more about best practices for employee onboarding here.
  2. Training and coaching: In addition to an initial onboarding program, employees should have ongoing training opportunities provided by their employer. This training serves both the employer and the employee: Employees are provided with the tools that help them achieve their goals, and employers get workers who know how to do the things they have been hired to accomplish.
  3. Regular conversation with employees: Talking to your employees regularly helps you know how and where they may need support to effectively do their jobs. It also keeps them apprised of your expectations for their role and your evaluation of them as they strive toward those goals.
  4. Corrective action: Most companies have annual performance reviews, but frankly, this isn’t enough. Frequent conversations on a regular basis—not waiting until it’s time for an employee’s annual review—help you take corrective action early. As an employer, it’s crucial to document this corrective action thoroughly should you need to take steps toward termination of an employee.
  5. If necessary, termination: Termination should be a last resort for employers, and following all the previous steps in this performance management process can help you avoid it. However, if it does become necessary, it’s crucial to have a written plan in place and documentation to support the decision to end an employee’s relationship with a company.

Stop wasting time and money on revolving-door employees. Optimize your hiring and onboarding processes with the Employee Lifecycle Roadmap.

Implementing A Performance Management Plan At Your Company

While performance management sounds great in theory, employers may be unsure of how to turn it into an actionable plan. If you’re not sure what steps you need to take, Genesis HR Solutions can help. The benefits of partnering with Genesis HR for performance management include:

We have experience creating and implementing successful performance management strategies that suit your specific industry.

We know what works best for every type of company, from tech to nonprofit, and can provide you with insight and a checklist to make sure you’re doing the things you need to do.

We’ll help you minimize risk and reduce your exposure to lawsuits.

We’ll help you establish a performance management process that protects your company in termination cases. Documentation, in particular, will become even more important in 2020 and beyond. With Massachusetts’ Paid Family Leave laws coming in 2021, we’re already working with clients to ensure that their performance management plans include thorough, full documentation of poor performance. If they need to move toward separation, our clients have strong documentation to support whatever transition is needed compliance-wise.

We help your company grow through performance management.

Performance management allows you to give positive feedback to your employees, institute growth goals, and provide ways for your employees to improve. At Genesis, we assist you with performance management by discussing and creating training plans with you to improve your employees’ skills.

We can assist you in creating a complete performance management plan overall, and assist you in preparing for difficult conversations. With these tools, you will be equipped to have the candid conversations necessary to boost productivity and decrease turnover rates at your company.

To learn how performance management with Genesis as your PEO might work for your company, contact us today.

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The importance of HR management to your business in 2020 Tue, 24 Sep 2019 08:00:18 +0000 Employers will face many battles in 2020—find out how you can be proactive about solving these four HR-related challenges.

The post The importance of HR management to your business in 2020 appeared first on GenesisHR Solutions.

As we inch closer to 2020, you may be thinking about how you can make your small business even more successful. Good for you! As you audit what works and what doesn’t in various aspects and departments of your company, you should pay special attention to what’s going on in the realm of HR. In this article, we’ll identify four common human resource challenges many companies are expected to face in 2020, and how human resource management can help you face these challenges head-on.

Benefits Of Human Resource Management: 4 Challenges You Can Overcome With HR

Challenge #1: Attracting & Retaining Talent

Finding and keeping the very best employees will continue to be one of the most important (and most difficult) challenges business leaders will come up against in 2020. Hiring the best people for your company (and then making sure they stick around) is not a new idea, but it is one that continues to grow in importance. The current environment of low unemployment and high competition means HR teams must be on their A-game to attract the best and brightest people; they must also be strategic and consider ways the company can make employees want to stay.

This is where human resource management comes into play. At Genesis, we help small to midsize companies in New England and across the U.S. with their human resource efforts in hiring and onboarding by providing training for things like interviewing candidates, providing best practices for thorough employee onboarding, and much more. While these may seem like foundational components of HR, many businesses don’t have these things—as a result of these lacking hiring and training processes, their employees’ roles are unclear, goals are not achievable, and employees become dissatisfied and leave. And the cycle continues.

Stop wasting time and money on revolving-door employees. Optimize your hiring and onboarding processes with The Employee Lifecycle Roadmap.

Challenge #2: Providing Competitive Benefits

In addition to providing structure for hiring and onboarding, one of the biggest ways companies can see the value of human resource management for organizational performance is through providing competitive benefits for their employees. Smaller companies are able to offer competitive benefits when they partner with PEOs like Genesis HR. (Wondering what a PEO is? Start here: PEO: The Ultimate Guide (Everything You Need To Know)

Here’s how: Because PEOs are considered large employers, we have access to health plans not offered to small businesses. In addition to providing access to these plans, our PEO also helps you manage the plans and help your employees when needed, giving you back valuable time you can use to grow your business. The numbers prove how much small businesses value this partnership—70% of businesses that partner with PEOs report increased revenues after becoming a PEO client.

Challenge #3: Compliance

Another key issue issue that comes to mind regarding creating value through human resources is compliance. For companies who try to stay compliant on their own, the ever-changing federal and state laws and regulations can be confusing and complex. HR management, like that provided through Genesis HR, gives small businesses confidence, knowing that a team of experts is guiding them through the murky waters of compliance issues.

Compliance In Hiring

As we monitor the human resource landscape, we’re continuing to see new employment regulations and laws popping up across the United States. In regards to recruiting, interviewing, and staffing, the processes and documents employers use may have different requirements (or things that are not allowed) depending on the state. For example, “ban the box” laws, blacklisting laws, and regulations regarding checking and giving references all vary—it’s imperative companies that are recruiting and hiring know and enforce all of these laws.

Compliance For Employees

  • In the wake of the “Me Too” and “Time’s Up” movements, we’re seeing many states pass new harassment prevention laws. New policy language and mandatory training on harassment (like in California, New York, Delaware, Illinois, Maine and Connecticut) are things companies must be aware of and in compliance with.
  • Pay equity movements across the U.S. continue to pick up steam. Several states have banned companies from asking pre-employment questions about a candidate’s salary history. While talk continues in some states, in others, legislation is already being passed; for example, the Massachusetts Equal Pay Act (MEPA) went into effect on July 1, 2018.
  • Marajuana laws are evolving and hitting the books in many states. Both medical and recreational usage laws are popping up, so employers must now navigate how to clarify this in their policies and handbooks, how to handle pre-employment drug testing, as well as how to balance this with safety-sensitive positions that require random drug testing.
  • Many states are enacting paid leave and other types of leave laws. These laws vary widely from state-to-state, and some have tax implications as well. For employers, there’s a considerable task list to accomplish between now and when these leave laws are implemented, including posting and notice requirements along with creating policy language (just to name a few). Massachusetts isn’t the only state implementing a paid leave law; other states have specific paid leave laws on the books, and more still are pending.

Challenge #4: Managing Employee Performance

Performance management is one of the most crucial aspects of managing employees, and yet, most business owners and managers don’t take the time to evaluate employee performance on a regular basis. Managing employee performance does not come easily to many managers. Perhaps they were not taught how to evaluate performance, perhaps they are uncomfortable providing feedback, or sometimes it can simply be that managers are too busy to conduct meaningful performance reviews.

Performance management is one of the most crucial aspects of managing employees, and yet, most business owners and managers don’t evaluate employee performance on a regular basis.
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Obviously, employee performance management is important for many reasons, but for Massachusetts employers, it is especially critical in preparation for the upcoming implementation of paid family and medical leave (PFML) in 2021.

Massachusetts PFML is going to be paid for by way of employee and employer taxes. The state is going to determine who whether or not your employees can take a leave of absence from your workplace for up to 26 weeks a year. The statute also calls for presumptive retaliation if an employer takes any adverse action against an employee for as much as 6 months after they return from a leave. Long before we get to January of 2021, when employees are eligible to begin requesting a leave of absence, employers will want to make sure they have been managing employee performance to weed out any poor performers before they receive additional job protections that will inhibit your employment decisions.

Is your company undervaluing the importance of human resource management?

These four major benefits of human resource management aren’t only for huge corporations with hundreds of people on the HR team—they’re accessible to small and midsize businesses like yours right now.

As you prepare to grow your business in 2020, one of the smartest things you can do is to review your current HR game plan and how it can be optimized through a partnership with Genesis HR. We’d love to set up a discovery call with you to learn about your company and your current HR practices, identify your company’s HR challenges, and share the Genesis service model and information about partnering with a PEO.

Contact us

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