Are your employees looking for a new job?

So you may be thinking that your employees are happy and even if they’re not, they wouldn’t be thinking about leaving in this economy right?

While there are still millions of people unemployed, it is not stopping those who are employed from looking for better opportunities.  In fact, with the rise in “Unemployment Discrimination” some employers who are hiring will pay more attention to an employed applicant than an unemployed applicant. This new practice is wrong but gives employed applicants’ preferential treatment in the interview process and a greater likelihood of gaining employment with another company, maybe even your competition.

Did you know that nearly 70 % of organizations report having difficulties in replacing staff and one in four of new hires will leave within 6 months? Couple these challenges with employees who feel over worked underpaid and underappreciated and you have disenfranchised employees who are prepared to walk the first good opportunity they get.

So what can you do to retain your employees and minimize the costs of high turnover?

It all starts with hiring the right person.

·    Making sure the candidate is a good fit before the first day of work is critical. It all starts with sourcing candidates from the right place. While Monster and CareerBuilder have always been the staple go to, branch out and explore LinkedIn, niche job boards that pertain specifically to the job function you are recruiting for and don’t under estimate the power of your network. A quick email to your network could result in a referral that is a perfect match.

·    Use the interview as your opportunity to get to know the “real” candidate.  Every time you sit down with a candidate, they put on their interview face . When the candidate has on their interview face they tell you everything you want to hear. They have memorized the job posting, researched good answers to common questions and smile the entire time with great eye contact. To get beyond the interview face combine a structured interview process with behavioral based questions. Set clear company expectations and position requirements. Incorporate more than one hiring manager and don’t hesitate to have follow-up interviews to clarify any concerns.

·    Don’t rush the hire and neglect conducting proper due diligence. We encourage companies to conduct background screenings, always check references and verify the candidates background. Taking this step should be combined with all the information obtained through the interview process to aid you in making the hiring decision.

·    Make it a great start. Once the position has been offered and the first day has been set, start the new hire off on the right foot. A new employee orientation can go a long way in setting the tone for your new employee.  Make them feel welcomed and a part of the team. Training from day one helps build the foundation for a successful relationship.

So you have a great team now how do you keep them?

·    Make employees feel valued.  Create a culture that embraces and celebrates your employees and their accomplishments.  Train, mentor and develop your team from top down. Reinforce your employee’s value through recognition and make your organization the place your employees enjoy coming every day.

·    Provide feedback and opportunity for growth. Incorporate a performance management process that hold employees accountable, provides feedback and promote from within giving opportunity for growth.

·    Build trust and confidence in the leadership team.  Live and breathe your mission, vision and brand!  Employees have to trust their leaders and believe that they have the competence and passion to grow the business.  Inspire your employees to be the best they can be and follow that mantra in everything that you do.

It is no secret that happy employees are one of the most important components of your brand strategy.  Remember if you recruit the best person for the job and nurture them as employees you can create a great place to work and your business will thrive. 

About us:

Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

Can they really sue me for that?

“Can they really sue me for that!” this is statement made by almost every employer who finds out his employees are suing the company. Many small businesses don’t have the resources to staff a human resources department for their business. Some will go as far as arguing that they do not need it. Small businesses are taxed with day to day operations and growing their businesses; they typically aren’t employment law experts. We mustn’t forget that employees need to be appreciated, motivated and guided.

A recent example of a common compliance misstep is Groupon. They are currently facing a potential class action lawsuit by sales representatives who were not paid for overtime. Groupon is not alone; Wage and Hour laws are routinely violated by an estimated 70% of businesses in the US. The Groupon suit says the three-year-old daily-deal business didn't pay sales employees overtime, or under paid them, violating wage laws. Now the new start up that has not yet made profit is battling with its own employees; spending millions of dollars to resolve these issues. It is critical to have a compliance partner to help your business avoid issues and save money spent on costly lawsuits.

Is your company protected? If not, find a compliance expert that can help you navigate through the employment law maze. Complete Concepts Consulting offers a complementary human resources compliance audit to help you take the first step in protecting your business.  We take care of your HR needs and help you focus on what running your business. Contact us today to learn more about our services and how are simplifying HR for small business.

Contributing Writher

Eugenia Tibamanya

Client Services Intern

Complete Concepts Consulting

About us: Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010


Sources:
http://www.chicagobusiness.com/article/20110909/NEWS07/110909881/groupon-sued-over-unpaid-overtime

What's keeping you up at night?

The age old question that almost every business owner or CEO is asked "What keeps you up at night," has got me thinking. It's 2:34 am on a Tuesday morning and I am up with my mind on growing my business. Asking myself, what’s our competitive edge? What can we offer our target market that no one else does? How do we market it and get our message out?

These are all questions that you may be asking yourself.

What keeps you up at night?

•  Company growth 
•  Managing employees
•  Being a step ahead of your competition 
•  Evolving your business to meet the demands of the changing economy
•  Or one of the many other complex issues business leaders are facing!

Complete Concepts Consulting was birthed out of the notion that business leaders are taxed with so many issues that keep them up at night and managing employees should not be one of them.

We are a cut above the rest offering HR In-sourcing to the companies that need it most, small to mid-sized businesses.

So you are probably thinking to yourself, what is HR In-sourcing, she must mean HR Outsourcing? The answer is no, I mean HR In-sourcing.

So what is HR In-sourcing? 

HR In-sourcing is the best way to describe our full service HR Consulting Methodology. We function as your in-house HR team for a fraction of the cost of staffing one. What differentiates us is we incorporate HR compliance with non-conventional HR practices to meet the unique need of your business. We work within your organization fostering your company's culture and beliefs and pushing forward you goals. We are on-site working with you from strategic level executive planning through day to day administration and everything in between.

We bring you over 25 years of combined HR and customer service experience; knowledge and most importantly we deliver results that save you money and helps you mitigate risk. Our client first philosophy makes meeting your needs our top priority!

To learn more, contact:

Stephen Polutnik

Director, Client Services

SPolutnik@completeconceptsconsulting.com

(773) 294-0010

What's your plan for Succession?

When Steve Jobs recently retired from Apple, it got a lot of companies thinking about their executive successors. Lucky for Apple its new CEO Tim Cook has been with the company for a long time and had already been standing in as CEO with Steve Jobs absences.

What would you do if you were unable to manage your business or if your best manager left the company?

Here are a few tips that can help so that your management successor is ready when you need them:

       1. Identify

Measure the performance of your employees to help you identify your top talent.  This is an objective way of determining the right employees to include in your succession plan for future management positions.

2.   Development

Other than planning who should succeed, develop your staff so that they will be prepared to succeed. Anything can happen between today and tomorrow so be prepared.

3.   Measure outcomes

Keep track of your employees’ successes. Whether they treated a customer well, or they innovated a product; keeping track of their big and small success helps you evaluate your succession plan easier. 

4.   Keep it simple

Usually companies keep adding exclusive complex assessment criteria to the succession planning process in an effort to improve the quality of the assessment. What they forget is that succession planning is a process, so it doesn’t have to be perfect but improve with time.

5.   Stay Realistic

Always be able to distinguish good leaders from good performers.  Usually while choosing successors we tend to look at our best performer. This is good, because we all know that a good leader should also be a good performer. However, the makeup of a good leader is multifaceted. Focus on your best performer(s) and choose someone who can balance both roles.  

One final point to remember is “Only give the promise of succession if there is a realistic chance of its happening!”

Contributing Writer:

Eugenia Tibamanya

Client Services Intern

Complete Concepts Consulting

About us: Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

For more information contact:
Stephen Polutnik
Director of Client Services
spolutnik@completeconceptsconsulting.com

Sources
http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html
http://hbr.org/

Is your business prepared for a disaster?

Did you know that almost 40% of businesses that close due to disaster never re-open? 

The busy hurricane season is well under way and winter storms are right around the corner.  Natural disasters are not the only threat lurking in the shadows; man-made disasters like fire which is the number 1 threat to all businesses could put you company at risk.

So what’s your disaster plan? How will you stay connected to customers, vendors and staff? How long will it take you to bring operations back online?

Having a plan for natural and man-made disasters that identifies the critical necessities is imperative.

A few important things to include in a business continuity plan:

·  Safety and evacuation plan with employee training

·  Safety/Emergency Committee

·  Temporary work space for immediately following a disaster

·  Communications Plan

·  Technology security and records back-up

·  Accessible  database of customer, employee and vendor contact information

·  List of resources needed

·  Emergency supplies

·  Insurance information readily available

You have to plan in advance to successfully manage an emergency situation.  The plan is just the first step; train managers and employees. Being able to properly assess each situation, use the necessary resources to ensure everyone’s safety and having the ability to recover.

Resources for more information:

http://www.fema.gov/
http://www.weather.gov/
http://www.nhc.noaa.gov/
http://www.ready.gov/business/index.html
http://www.sba.gov/category/navigation-structure/loans-grants/small-business-loans/disaster-loans



About us:
Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses.  Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

For more information contact:
Stephen Polutnik
Director of Client Services
spolutnik@completeconceptsconsulting.com

Does your company use Credit Reports when making Hiring Decisions?

This morning I came across a great blog post that I believe every business using credit checks when making hiring decisions should read.  The content of this post is brought to you by Prime Pay: Payroll and Business Experts Blog.

FROM PRIME PAY: PAYROLL & BUSINESS EXPERT BLOG.....A Dodd-Frank Act amendment to the Fair Credit Reporting Act (FCRA) went into effect July 21, 2011. Bruce Richards, an attorney with Taylor English Duma LLP in Atlanta and formerly general counsel with the credit reporting agency Equifax, said that one of the amendments to the FCRA deals with the use of credit scores by anyone who takes adverse action based on the scores.

 

If an employer uses a consumer report that includes a credit score in order to determine eligibility for employment, the employer will be required to disclose:

• That a credit score was used
• Information on the credit score, including the credit score itself
• The identity of the agency that provided the score so that an applicant may contact the agency to correct any error

 

When Might Employers Use Credit Scores in Their Hiring Process?

Most employers don’t use third-party scores. They instead order background checks and sometimes credit reports, Richards noted. But he said that in highly sensitive situations a number of companies seek credit scores from credit reporting agencies when financial assets are at risk. For example, an employer that is seeking to hire someone for a position that involves access to cash or other liquid assets might want to be particularly careful in hiring to make sure that they do not select someone who is in need of cash and might be at a greater risk of stealing. The employer in this circumstance might decide to use credit scores as part of the hiring process.

 

Steps Employers Must Take Prior to Taking Adverse Action

Under the FCRA, prior to an employer taking adverse action against an applicant or employee based wholly or partly on the information contained in a consumer report, the employer must first provide the applicant or employee with a copy of the report, along with a written description of his or her rights under the statute (including the right to request disclosure of the nature, sources and recipients of any credit report). According to the FCRA, “adverse action” includes the “denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee.”

 

Whenever any adverse action is taken against an applicant or employee, either partly or wholly because of information contained in a consumer report, the employer must provide him or her with:

• Oral, written or electronic notice of the adverse action
• The name, address and phone number of the consumer reporting agency that furnished the report
• A statement that the consumer reporting agency did not make the decision to take the adverse action and is unable to explain the specific reasons behind the decision
• In addition, the applicant or employee must be notified of his or her right to dispute the accuracy of the report.

Often, small employers aren’t aware of their obligations under the FCRA, such as getting an applicant’s or employee’s consent to order a credit report, Richards said. Some employers fail to provide the appropriate “pre-adverse-action” notices to applicants, which are required in order to enable the applicant or employee to address or clear up any potentially erroneous information.

 

Richards remarked that it is “clear that employers that consider using credit scores need to be aware of their obligations.”

 

(The majority of the content for this blog article was written by Allen Smith, J.D., SHRM’s manager of workplace law content.)

 

Source:

http://blog.primepay.com/payroll-business-experts-blog/bid/64510/Important-News-for-Employers-Using-Credit-Scores-When-Hiring?source=Blog_Email_[Important+News+for+E

 

 

 

 

 

What does an employee lawsuit really cost?

Some business owners think, “it hasn’t happened to me yet,” or “it could never happen to me.”

The reality is employee lawsuits are on the rise! Labor and Employment Law is the second highest pending litigation category in the United States this year. The average cost of an employee lawsuit for a company skyrocketed by 60% in 2008. In 2009 the median employer payout due to litigation was $326,640.

While $326,640 is the average cost, about 97% of all cases are settled before trial.  Can you afford a settlement, $10,000 or $20,000 how about $100,000? Moreover, managers spend 30%-50% of their time dealing with employee conflicts. If they are not trained on risk mitigating company policies, your company could wind up in real hot water. All and all, the total cost both in money and in time can be devastating to a small business.

Did you know?

• The claim where your company will most likely pay the most: retaliation. Judges and juries are especially tough when they perceive that a supervisor got tough with an employee who filed a complaint about discrimination or other unfair treatment.
• The claim your business will pay the most for if it goes to a jury: age or disability discrimination.
• The claim your company is most likely to get hit with: sex or race discrimination. They remain the most common.
• The Department of Labor estimates that approximately 70% of employers are routinely violating wage and hour laws, and the Wage and Hour Division recovered back wages of $1.4 billion for Fiscal Years 2001 through 2008, with numbers continuing to grow in 2010 and beyond.

So what can you do to protect your business?

1. Compliance with Government Regulations: Most but not all federal laws cover companies as small as 15 employees there are few regulations that do not apply to most businesses. Companies must also comply with State and local regulations. Know employment laws that apply to your business or work with a trusted partner who can advise you.
2. Hire the Right Person: Many small business owners hire people but do not take the proper steps to ensure that the person is right for the job.  Hire Smart & Hire Right! Having a hiring process will help you find the right fit, conduct due diligence to make sure the person has a sound background and minimize the costs of turnover.
3. Properly Classifying Employees: One law that applies to almost all employers regardless of size is the Fair Labor Standards Act. It is estimated that 70% of businesses routinely violate wage and hour law under this act. Know the proper classification and have processes in place to ensure compliance.
4. Document, Document, Document: Documentation in most companies is typically an afterthought and non-existent in some. Performance issues, discipline and terminations must be supported. You could possibly face lost unemployment cases and lawsuits either lost or settled for unforeseen amounts of money which can cripple a small business. 
5. Motivate Employees: Employees value rewards, and not just monetary ones.  In today’s economy, employees are feeling under-appreciated and overworked. Employee turnover cost money, lost productivity, lost hours for managers and can be devastating to a small business.

If you do not have the right policies and procedures in place, which include a strong documentation process and management training, then you leave yourself open to the potential risk of huge financial consequences!

      Contact Complete Concepts Consulting to learn more about our unique approach to human resources compliance and management.  One call could save you from being one of the estimated 100,000 businesses expected to face employment litigation this year.

       

     Complete Concepts Consulting

     (773) 527-1337

      info@completeconceptsconsulting.com

        Sources: 

        Fulbright 7th Annual Litigation Trends Survey Report

·       HRMorning.com 

        ADRMediator.com 

        TheProactiveEmployer.com

Why is HR Important?

Melonie Boone, Co-CEO and Owner of Complete Concepts Consulting was featured on Community Central Radio Thursday, July 7, 2011 with host Ruben Ramos. During the discussion, on “Why HR is Important” for your business they touched on topics of protecting your business from the top 5 HR mistakes most commonly made as well as some of the critical policies and procedures associated with human resources. Community Central reaches more than 500,000 listeners and viewers weekly focusing on issues that are critical to the community.

Mrs. Boone’s focus was on protecting your business by deploying effective employment law compliance and human resources management initiatives.

She will next be featured live on The Ordinary People Society’s Radio with host Dr. Kenneth Glasgow, August 18, 2011.

Click play to hear the entire broadcast:

Contact Us:
http://www.completeconceptsconsulting.com/
info@CompleteConceptsConsulting.com

Hype Media Global, a SNS Productions Company
Community Central Radio
Host: Ruben Ramos
Date: July 7, 2011
http://snsproductions.org/home

Complete Concepts Consulting Partners with Wicker Park Bucktown Chamber of Commerce

On September 21, 2011, as part of the Wicker Park/Bucktown Chamber’s Business 101 seminar series, Complete Concepts Consulting (CCC) will present a complimentary Employment Law seminar addressing Wage & Hour Compliance. In addition, CCC is offering all members of the chamber discounted professional human resources consulting services.

Complete Concepts Consulting is delighted about our partnership with the Wicker Park/Bucktown Chamber of Commerce. This partnership will bring invaluable human resources and employment law compliance resources to all Chamber members.

Our mission is to help small businesses reduce costs and mitigate risk by meeting their unique human resources compliance and strategic needs. We deliver the highest level of professionalism and quality.

In maintaining our passion for supporting small businesses, we welcome the opportunity to partner with other organizations. To connect with us and discuss possible synergies, please contact us at your earliest convenience. We are available to answer any of your questions.

About Us:
Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance specializing in providing organizations with expert employment law compliance and personalized human resources management solutions.

We offer small business support for:

• Harassment/EEO/Employment & Labor Law Compliance
• Human Resources Consulting & Project Management
• Compensation/Benefit Design
• Employee Relations
• Wage & Hour Compliance
• Policy Design & Administration
• Training & Development

For more information visit http://www.completeconceptsconsulting.com/ or contact:

Stephen Polutnik
Director, Client Services
Complete Concepts Consulting
(773) 527-1337 ext. 702

For more information about the Wicker Park Bucktown Chamber of Commerce contact:

Adam Burck
Executive Director
Wicker Park Bucktown Chamber of Commerce
1414 North Ashland
Chicago, IL 60622
http://www.wickerparkbucktown.com/
(773) 384-2672

Want to file a wage complaint with the US DOL…there’s an app for that!

New timesheet app for smartphones helps ensure workers receive all wages earned.

In May 2011 the U.S. Department of Labor announced the launch of its first application for smartphones, a timesheet to help employees independently track the hours they work and determine the wages they are owed.

·       Available in English and Spanish, users conveniently can track regular work hours, break time and any overtime hours for one or more employers. Glossary, contact information and materials about wage laws are easily accessible through links to the Web pages of the department's Wage and Hour Division.

·         Additionally, through the app, users will be able to add comments on any information related to their work hours; view a summary of work hours in a daily, weekly and monthly format; and email the summary of work hours and gross pay as an attachment.

·       This new technology is significant because, instead of relying on their employers' records, workers now can keep their own records. This information could prove invaluable during a Wage and Hour Division investigation when an employer has failed to maintain accurate employment records.

The free app is currently compatible with the iPhone and iPod Touch. The Labor Department will explore updates that could enable similar versions for other smartphone platforms, such as Android and BlackBerry, and other pay features not currently provided for, such as tips, commissions, bonuses, deductions, holiday pay, pay for weekends, shift differentials and pay for regular days of rest.

This is more evidence of the DOL’s aggressive commitment to enforce wage and hour law across the country.  Most notably, they are putting the power in the hands of employees and making it easier than ever to file a complaint against employers who are not compliant. A simple touch on a smartphone could send an email and notify the US DOL of possible violations.  Employers with unreliable and inaccurate timekeeping systems are at great risk. As a business owner or leader, it is more important now than ever to know the law and be in compliance.

About us:
Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions.

Contact Us:
http://www.completeconceptsconsulting.com/
info@CompleteConceptsConsulting.com

Sources

http://www.dol.gov/opa/media/press/whd/whd20110686.htm

http://documents.jdsupra.com/c45c962d-6994-4510-864a-273dbf33185c.pdf

Is Your Business Protected Hits the Airways!

Hype Media Global Community Central Radio Presents: Up Close and Personal with Melonie Boone


Melonie Boone, Co-CEO and Owner of Complete Concepts Consulting will be featured in her first recurring spot on Community Central Radio. Mrs. Boone will answer questions on protecting your business by deploying effective employment law compliance and human resources management initiatives.

On Thursday, July 7, 2011, host Ruben Ramos will lead the discussion on “Why HR is Important” for your business. Together they will touch on topics of protecting your business from the top 5 HR mistakes most commonly made as well as some of the critical policies and procedures associated with human resources. Community Central reaches more than 500,000 listeners and viewers weekly focusing on issues that are critical to the community.

Melonie Boone has over 13 years of human resources experience, primarily with small to midsized businesses. She holds a Master of Jurisprudence in Business Law and Corporate Governance from Loyola University of Chicago Law School, a Master of Business Administration from Florida Metropolitan University, a Bachelor of Business Administration in Human Resources Management from Loyola University of Chicago School of Business, and a Professional in Human Resources designation from Human Capital Institute.

Her dynamic background and diverse experience with organizations across many industries lends to a proven HR methodology that successfully mitigates risk and saves money for her clients. Working along with her business partner Yolanda Macias and their team, Complete Concepts Consulting offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

About us:
Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions.

Contact Us:
http://www.completeconceptsconsulting.com/
info@CompleteConceptsConsulting.com

Hype Media Global, a SNS Productions Company
Community Central Radio
Host: Ruben Ramos
Date: July 7, 2011
http://snsproductions.org/home

Are you Dressed for Success?

On June 29, 2011 Melonie Boone, Co-CEO of Complete Concepts Consulting facilitated a dynamic Dress for Success Seminar for the participants of the Association of Corporate Counsel Chicago Chapter’s Diversity Internship Program. 

Partnering with special guests Billie Kershasky of Astor & Black Custom Clothier and Justin Yates of Trunk Club; this personalized training took the participants on a journey through the keys to successful dress for professionals in the legal field. 

Topics included:

• The Importance of First Impressions
• Appropriate Attire in Business, Social and Casual Environments
• How to Look Great on a Budget
• Proper Professional Behavior
• Having a Personal Brand Action Plan

The team at Complete Concepts Consulting thanks the Association of Corporate Counsel Chicago Chapter for the invite to speak as well as Billie Kershasky and Justin Yates for a job well done!

Contact Complete Concepts Consulting to learn more about our personalized trainings made to meet your unique business needs.

About us:

Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda

Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

 
Contact Us:
www.CompleteConceptsConsulting.com
info@CompleteConceptsConsulting.com