Unemployment rate falls to 2-year low!
Abridged: The Associated Press
WASHINGTON, D.C. -- The unemployment rate fell to a two-year low of 8.8% in March, capping the strongest two months of hiring since before the recession began. The economy added 216,000 jobs last month, the Labor Department said recently. Factories, retailers, the education and health care sectors and professional and financial services all expanded payrolls. Another month of brisk hiring provided the latest sign that the economy is strengthening.
Private employers drove the gains by adding more than 200,000 jobs for a second straight month. The unemployment rate dipped from 8.9% in February. Economists predict employers will continue to add jobs at roughly the same pace for the rest of this year. That would generate about 2.5 million new positions. Local governments cut 15,000 workers last month and are expected to keep shedding jobs. Workers' paychecks were flat in March. Average hourly earnings held steady at $22.87. The number of unemployed people dipped to 13.5 million in March. The percentage of "underemployed" people dropped to 15.7 percent in March.
Professional and business services, including accountants, bookkeepers, engineers and computer designers, added 78,000 positions. Factories added 17,000 jobs, marking the fifth straight month of gains. Retailers added nearly 18,000 jobs. Financial services expanded payrolls by 6,000. Education and health services expanded employment by 45,000, leisure and hospitality added 37,000 jobs.
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337
Tuesday, April 5, 2011
Wednesday, February 23, 2011
2011 Advisor Board Announcement
 |
Complete Concepts Consulting |
As we continue to grow our business, we know that it is imperative to have a solid team of employees and a trusted team of advisors. Therefore, we have formed an Advisory Board aimed at helping us make great business decisions to enhance our operations.
The purpose of the Board is to advise and make recommendations to owners Yolanda Macias and Melonie Boone with respect to matters within the areas of the Board Member’s experience and expertise.
We proudly introduce the 2011 Advisory Board Members for Complete Concepts Consulting.
2011 Advisory Board Members
Bill Wilson
Chairman, Advisory Board
Business Developer, NuSkin Enterprises
Bill Wilson is building a marketing and distribution organization with Nu Skin Enterprises—a global billion-dollar publicly traded company—which is actively developing a marketing presence in the Chicago area. This is an untapped market for the company to introduce its breakthrough anti-aging products. The company is seeking leaders to build their own business with advanced technology that addresses aging at the genetic level, both externally and internally.
Prior to NuSkin, Mr Wilson held various positions in the field of Marketing and Business Development. He held the position of Chief Marketing Officer with Realtime Solutions Group LLC where Bill named and branded the company in its early formation, and helped build the business through strategic planning and marketing communications. In 2008 the company was growing at 300% year-over-year and in August was named an Inc. 5000 company (number 1292). However, in the fall of 2008 the stock market collapsed, and so did the company's sales pipeline of insurance companies. In the first quarter of 2009 the company merged with a strategic partner and shut down its independent operations.
Dina Collins
Board Member, Sales/Consulting
Area VP, Client Development, Gallagher Benefit Services Inc
Dina has been involved in the exclusive arena of Employee Benefits for over 14 years. She joined USI in November of 2009 with the mission to serve as a market leader for USI's Chicago Office. As a result, Ms. Collins is responsible for continued growth and retention of the employee benefits departments' accounts. She is very passionate about everything she does and enjoys helping companies find solutions to their benefit concerns and needs. Her goal is to be one of the top Benefit Consultants at USI Midwest and to assist clients navigate through these difficult times.
Specialties:
Life and Disability, Self Funded Medical Insurance and Relationship Building, Efficiency in Administration, Helping Employers do less with More, Assisting and becoming part of an HR Team
Len Mayersky
Board Member, Finance
Assistant Vice President Banking Center Manager, MB Financial Bank N.A.
A graduate of Indiana University – Bloomington, Len is currently the Assistant Vice President and Banking Center Manager for MB Financial Bank at the North Avenue Banking Center. He has worked in the financial industry for over 15 years beginning his career as a financial recruiter and an investment representative at Kemper Funds. For the past 12 years, he has directed his focus specifically to the banking industry, having worked at Citibank, New Century Bank, and now MB Financial. Len believes that banking is the same no matter where you go, but what truly counts is the relationship that is forged between the customer, the banker, and the branch. When you adhere to the strong belief that customer service comes first for your clients, the rest will take care of itself.
During his downtime, Len serves on the board of the Chicagoland Gay and Lesbian Chamber of Commerce, an organization he has been involved in for the past 5 years. Currently serving as the Vice President, Len is responsible for planning the many events held by the Chicagoland Gay and Lesbian Chamber all over the Chicagoland area. He is also actively involved in his other passion, helping abused and neglected animals. As the Director of B.A.R.C. (Barriers Against Repeated Cruelty), where the goal is to stop the brutality and vicious cycle of abuse, he hopes to spread the message that animal abuse and domestic violence go hand in hand. Only by admitting and addressing the correlation between the two forms of cruelty can we begin to make changes to rectify the issue.
Cliff Perry
Board Member, Legal
Partner, Laner Muchin Ltd.
Cliff Perry is a partner at the law firm of Laner Muchin, and for over 20 years has been representing private and public sector employers in all aspects of labor and employee relations, including employment litigation, employee benefits and labor-management relations, in state and federal courts and before numerous state and federal agencies throughout the United States. His experience includes defending and advising management in state and federal court actions nationwide involving breach of contract, non-compete agreements, libel, slander, interference with economic advantage (and other, similar, business torts), retaliatory discharge, invasion of privacy, infliction of emotional distress, assault and battery, wage and hour actions and every type of discrimination claim (e.g., Title VII, the ADEA, ADA, §1981, §1983, the FMLA and FLSA and all parallel state and local laws).
Elliot Richardson
Board Member, Small Business
President, Small Business Advocacy Council
Elliot is currently the President of the Small Business Advocacy Council which provides small business owners, their employees and those with whom they do business a voice in government. SBAC is also focused on helping each of its members succeed through marketing and networking.
In addition, Elliot is a commercial litigation attorney with the firm Korey & Richardson, LLC. They represent business owners in commercial and business matters. He also sits as of-counsel at Kralevoc, Jambois & Schwartz which is a top medical malpractice and Plaintiffs law firm.
Community Service and Boards:
Board of Directors, YMCA Alliance Board, a Chicago-based job training agency affiliated with the YMCA.
Board of Directors/Resource Development Chair, ChildServ. Large and successful child advocacy group providing lodging and treatment to disadvantaged youths.
Chicago Bar Foundation, Young Professionals Board. Non-for-profit arm of the Chicago Bar Foundation. Provides large-scale funding for legal services to those otherwise unable to obtain representation.
Jim Sheehan
Board Member – SalesMr. Sheehan is a 30-plus year veteran of small business ownership, B2B and B2C marketing and executive “best practices” advisory/coaching services in the areas of networking, business development, and relationship selling methodologies.
After earning a B.A and M.B.A. Jim’s professional career started as an Account Executive with Merrill Lynch specializing in retail investment sales where he continuously achieved “Executive Club” award status in recognition of superior new business and account generation. From there he moved to Wayne Hummer & Company, a regional brokerage firm where he served as Fixed-Income Investment Coordinator for a 40-man sales force.
At the dawn of the 1990’s Jim left the financial services world to conceive of, launch, and solely operate a retail specialty business in Chicago’s far south suburbs. That business eventually grew to a $1 million enterprise and led to a move into the automated POS, operations, and accounting IT industry where Jim was widely recognized as one of its most respected solution providers with firms such as Crescent Systems and global leader Jonas Computing.
Today, Jim works as a Senior Business Advisor and Client Coach with Sales Results, Inc, Chicago’s local leader in business development advisory and executive coaching services. His clients range from entrepreneurs, professional service providers, small business owners, and staff salespeople.
Jason E. Tremblay
Board Member – ComplianceMr. Tremblay is a Partner in Arnstein & Lehr’s Litigation Department. He focuses his practice in employment and commercial litigation. Mr. Tremblay has extensively addressed, through counseling, negotiation and litigation, a broad range of key issues critical to the evolving workplace. He has particular expertise representing employers in both federal and state court, as well as administrative tribunals, in a wide variety of lawsuits, including the enforcement of restrictive covenants, Title VII, ADA and ADEA discrimination and retaliation claims, FMLA interference claims, trade secret, and unfair competition matters.
Mr. Tremblay graduated from Chicago-Kent College of Law with High Honors and received the CALI Award for Academic Excellence in Legal Writing. Mr. Tremblay recently authored the third edition of "The Employment Law Toolkit - How to Protect Your Business from Liability and Comply with State and Federal Employment Laws," a comprehensive summary of significant employment and labor issues facing employers in today’s business environment. He is the author of "12 Steps to Avoid Employment Related Liability," published in Employment Law360 (May 2, 2008), and "Properly Investigating Complaints of Harassment-How to Limit a Company’s Exposure," published in Business Law Today (September/October 2008). Mr. Tremblay also co-authored "The Rooker-Feldman Doctrine: An Analysis of its Application in Today’s Legal Environment," Consumer Finance Law Quarterly Report (2008).
Sunday, February 13, 2011
Federal I9 Violation Crackdown!
Are your I9’s ready to be audited by the U.S. Government?
Asking this question now is more important than ever. Chipotle Mexican Grill is learning this the hard way. The upscale burrito restaurant has found itself in hot water as the federal government cracks down on illegal immigrant labor. As stated in an article written by Lisa Baertlein, Mary Milliken and Ed Stoddard of Reuters, the probe has lead to hundreds of employees being terminated in Minnesota. This resulted in a further investigation to include audits by the Immigrations and Customs Enforcement (ICE) for Chipotle restaurants in Washington, DC and Virginia.
The US ICE agency believes that effective worksite enforcement plays an important role in the fight against illegal immigrations. They have developed a comprehensive worksite enforcement strategy that promotes national security, protects critical infrastructure and targets employers who violate employment laws or engage in abuse or exploitation of workers.
You won’t see the big raids of the past, the government is moving towards cracking down on employers by using I9 audits. The approach has changed but the outcomes are the same. It is the EMPLOYERS responsibility to verify the employee’s eligibility to work in the United States. This approach could put employer’s hiring practices under the same scrutiny by ICE as the Internal Revenue Service scrutinizes bookkeeping.
The crackdown on Chipotle and others is just another reminder of the urgency behind being compliant with employment regulations. This is not just a problem for large corporations, small and mid-sized companies are facing the same potential threat. We, at Complete Concepts Consulting, recommend a comprehensive internal compliance assessment be conducted to prevent costly fines, damaging reputation and in some cases, loss of your business. Knowledge truly is power and taking a proactive approach is the key.
Written by:
Melonie Boone MBA, MJ, PHR
Co-Chief Executive Officer and Owner
Complete Concepts Consulting
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337
We are simplifying HR for Small Business!
Sources: http://www.msnbc.msn.com/id/41463755/ns/business-us_business/
http://www.ice.gov/worksite/
Asking this question now is more important than ever. Chipotle Mexican Grill is learning this the hard way. The upscale burrito restaurant has found itself in hot water as the federal government cracks down on illegal immigrant labor. As stated in an article written by Lisa Baertlein, Mary Milliken and Ed Stoddard of Reuters, the probe has lead to hundreds of employees being terminated in Minnesota. This resulted in a further investigation to include audits by the Immigrations and Customs Enforcement (ICE) for Chipotle restaurants in Washington, DC and Virginia.
The US ICE agency believes that effective worksite enforcement plays an important role in the fight against illegal immigrations. They have developed a comprehensive worksite enforcement strategy that promotes national security, protects critical infrastructure and targets employers who violate employment laws or engage in abuse or exploitation of workers.
You won’t see the big raids of the past, the government is moving towards cracking down on employers by using I9 audits. The approach has changed but the outcomes are the same. It is the EMPLOYERS responsibility to verify the employee’s eligibility to work in the United States. This approach could put employer’s hiring practices under the same scrutiny by ICE as the Internal Revenue Service scrutinizes bookkeeping.
The crackdown on Chipotle and others is just another reminder of the urgency behind being compliant with employment regulations. This is not just a problem for large corporations, small and mid-sized companies are facing the same potential threat. We, at Complete Concepts Consulting, recommend a comprehensive internal compliance assessment be conducted to prevent costly fines, damaging reputation and in some cases, loss of your business. Knowledge truly is power and taking a proactive approach is the key.
Written by:
Melonie Boone MBA, MJ, PHR
Co-Chief Executive Officer and Owner
Complete Concepts Consulting
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337
We are simplifying HR for Small Business!
Sources: http://www.msnbc.msn.com/id/41463755/ns/business-us_business/
http://www.ice.gov/worksite/
Saturday, February 5, 2011
Understanding OSHA for Small Business
There are many employment regulations that govern how we all do business if we have employees. Occupational Safety & Health Act of 1970 known to most as OSHA in general applies to all employers and their employees in the 50 states, District of Columbia, Puerto Rico, and all other territories under the US Federal Government jurisdiction.
OSHA is governed by the Occupational Safety & Health Administration, a division of the United States Department of Labor.
OHSA’S two primary functions are:
1. Setting standards
2. Conducting workplace inspections to ensure that employers are complying with the standards and providing a safe and healthful workplace.
Both Employers and Employees must comply with all rules and regulations that are applicable to their own actions and conduct.
The United States Department of Labor offers Small Business Owners a Compliance Assistance Quick Start guide to assist in the implementation of an OSHA Plan.
There are 7 steps to compliance recommended by the US Department of Labor. While this information may seem overwhelming, it is crucial for all business owners to comply or be in jeopardy of costly fines and possible business disruptions.
It is important to properly identify which regulations your business entity must comply with. For example, there are different guidelines depending on what your industry and business operations are. This article will address General Industry Employers. Other types of employer include Construction, Health Care and Hispanic Outreach.
General Industry Employers
Step 1: OSHA Requirements that Apply to Most General Industries
1. Hazard Communications Standards - This standard is designed to ensure that employers and employees know about hazardous chemicals in the workplace and how to protect themselves. Employers with employees who may be exposed to hazardous chemicals in the workplace must prepare and implement a written Hazard Communication Program and comply with other requirements of the standard.
2. Emergency Action Plan Standard - OSHA recommends that all employers have an Emergency Action Plan. A plan is mandatory when required by an OSHA standard. An Emergency Action Plan describes the actions employees should take to ensure their safety in a fire or other emergency situation.
3. Fire Safety - OSHA recommends that all employers have a Fire Prevention Plan. A plan is mandatory when required by an OSHA standard.
4. Exit Routes - All employers must comply with OSHA's requirements for exit routes in the workplace.
5. Walking/Working Surfaces - Floors, aisles, platforms, ladders, stairways, and other walking/working surfaces are present, to some extent, in all general industry workplaces. Slips, trips, and falls from these surfaces constitute the majority of general industry accidents. The OSHA standards for walking and working surfaces apply to all permanent places of employment, except where only domestic, mining, or agricultural work is performed.
6. Medical and First Aid - OSHA requires employers to provide medical and first-aid personnel and supplies commensurate with the hazards of the workplace. The details of a workplace medical and first-aid program are dependent on the circumstances of each workplace and employer.
Step 2: OSHA Requirements That May Apply to Your Workplace
1. If you have employees who operate machinery (e.g., saws, slicers, shears, slitters, power presses, etc.), you may be subject to OSHA's Machine Guarding requirements.
2. If your employees service or maintain machines or equipment that could start up unexpectedly or release hazardous energy, you may be subject to OSHA's Lockout/Tagout requirements.
3. Electrical hazards, such as wiring deficiencies, are one of the hazards most frequently cited by OSHA. OSHA's electrical standards include design requirements for electrical systems and safety-related work practices.
4. Employers must perform an assessment of each operation in their workplace to determine if their employees are required to wear personal protective equipment (PPE). Note that engineering controls and work practices are the preferred methods for protecting employees ― OSHA generally considers PPE to be the least desirable means of controlling employee exposure.
5. If necessary to protect the health of your employees, you must provide appropriate respirators. You must establish a Respiratory Protection program that meets the requirements of OSHA's Respiratory Protection standard.
6. Employers whose employees are exposed to excessive noise (e.g., conditions that make normal conversation difficult) may be required to implement a Hearing Conservation program.
7. Employers should evaluate their workplaces for the presence of confined spaces.
8. If employees may be exposed to blood or bodily fluids as part of their assigned duties, you may be subject to OSHA's Bloodborne Pathogens standard.
9. If your employees operate Powered Industrial Trucks (i.e., forklifts), you may be subject to OSHA's Powered Industrial Trucks standard.
This list is not comprehensive – additional OSHA standards may apply to your workplace. Be sure to review OSHA's general industry standards (29 CFR 1910) for other requirements. In addition, section 5(a)(1) of the Occupational Safety and Health Act, known as the General Duty Clause, requires employers to provide their employees with a workplace that is free of recognized hazards likely to cause death or serious physical harm.
Step 3: Survey Your Workspace for Additional Hazards
Survey your workplace for additional hazards and OSHA requirements by using a checklist/internal audit tool.
Step 4: Develop a Comprehensive Jobsite Safety and Health Program
While not required, Complete Concepts Consulting and OSHA recommend employers to develop comprehensive safety and health programs, development and implementation of these programs is an effective way to comply with OSHA standards and prevent workplace injuries and illnesses.
Step 5: Train Your Employees
Prevention, Prevention, Prevention! There are many resources available to business owners to assist in the training of themselves and their employees. The US Department of Labor has resources on their site, or a consulting firm can be used to conduct annual training.
Step 6: Recordkeeping, Reporting and Posting
1. Recordkeeping. OSHA requires certain employers to keep records of workplace injuries and illnesses (29 CFR 1904).
2. Reporting. OSHA requires all employers, regardless of size or industry, to report the work-related death of any employee or hospitalizations of three or more employees. Read about OSHA's reporting requirements (29 CFR 1904.39).
3. Access to Employee Exposure and Medical Records. An OSHA standard (29 CFR 1910.1020) requires employers to provide employees, their designated representatives, and OSHA with access to employee exposure and medical records. Employers generally must maintain employee exposure records for 30 years and medical records for the duration of the employee's employment plus 30 years.
NOTE: If your workplace is in a state operating an OSHA-approved state program, state plan recordkeeping regulations, although substantially identical to federal ones, may have some more stringent or supplemental requirements, such as for reporting of fatalities and catastrophes. Contact your state program directly for additional information.
Step 7: Additional Compliance Assistance Information
The US Department of Labor has a wealth of information for Small Business Owners. You can visit the Small Business page for more details
Written by:
Melonie Boone MBA, MJ, PHR
Co-Chief Executive Officer and Owner
Complete Concepts Consulting
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337
We are simplifying HR for Small Business!
Sources:
http://www.ehso.com/oshaoverview.php#who
http://www.osha.gov/dcsp/compliance_assistance/quickstarts/general_industry/gi_step1.html
OSHA is governed by the Occupational Safety & Health Administration, a division of the United States Department of Labor.
OHSA’S two primary functions are:
1. Setting standards
2. Conducting workplace inspections to ensure that employers are complying with the standards and providing a safe and healthful workplace.
Both Employers and Employees must comply with all rules and regulations that are applicable to their own actions and conduct.
The United States Department of Labor offers Small Business Owners a Compliance Assistance Quick Start guide to assist in the implementation of an OSHA Plan.
There are 7 steps to compliance recommended by the US Department of Labor. While this information may seem overwhelming, it is crucial for all business owners to comply or be in jeopardy of costly fines and possible business disruptions.
It is important to properly identify which regulations your business entity must comply with. For example, there are different guidelines depending on what your industry and business operations are. This article will address General Industry Employers. Other types of employer include Construction, Health Care and Hispanic Outreach.
General Industry Employers
Step 1: OSHA Requirements that Apply to Most General Industries
1. Hazard Communications Standards - This standard is designed to ensure that employers and employees know about hazardous chemicals in the workplace and how to protect themselves. Employers with employees who may be exposed to hazardous chemicals in the workplace must prepare and implement a written Hazard Communication Program and comply with other requirements of the standard.
2. Emergency Action Plan Standard - OSHA recommends that all employers have an Emergency Action Plan. A plan is mandatory when required by an OSHA standard. An Emergency Action Plan describes the actions employees should take to ensure their safety in a fire or other emergency situation.
3. Fire Safety - OSHA recommends that all employers have a Fire Prevention Plan. A plan is mandatory when required by an OSHA standard.
4. Exit Routes - All employers must comply with OSHA's requirements for exit routes in the workplace.
5. Walking/Working Surfaces - Floors, aisles, platforms, ladders, stairways, and other walking/working surfaces are present, to some extent, in all general industry workplaces. Slips, trips, and falls from these surfaces constitute the majority of general industry accidents. The OSHA standards for walking and working surfaces apply to all permanent places of employment, except where only domestic, mining, or agricultural work is performed.
6. Medical and First Aid - OSHA requires employers to provide medical and first-aid personnel and supplies commensurate with the hazards of the workplace. The details of a workplace medical and first-aid program are dependent on the circumstances of each workplace and employer.
Step 2: OSHA Requirements That May Apply to Your Workplace
1. If you have employees who operate machinery (e.g., saws, slicers, shears, slitters, power presses, etc.), you may be subject to OSHA's Machine Guarding requirements.
2. If your employees service or maintain machines or equipment that could start up unexpectedly or release hazardous energy, you may be subject to OSHA's Lockout/Tagout requirements.
3. Electrical hazards, such as wiring deficiencies, are one of the hazards most frequently cited by OSHA. OSHA's electrical standards include design requirements for electrical systems and safety-related work practices.
4. Employers must perform an assessment of each operation in their workplace to determine if their employees are required to wear personal protective equipment (PPE). Note that engineering controls and work practices are the preferred methods for protecting employees ― OSHA generally considers PPE to be the least desirable means of controlling employee exposure.
5. If necessary to protect the health of your employees, you must provide appropriate respirators. You must establish a Respiratory Protection program that meets the requirements of OSHA's Respiratory Protection standard.
6. Employers whose employees are exposed to excessive noise (e.g., conditions that make normal conversation difficult) may be required to implement a Hearing Conservation program.
7. Employers should evaluate their workplaces for the presence of confined spaces.
8. If employees may be exposed to blood or bodily fluids as part of their assigned duties, you may be subject to OSHA's Bloodborne Pathogens standard.
9. If your employees operate Powered Industrial Trucks (i.e., forklifts), you may be subject to OSHA's Powered Industrial Trucks standard.
This list is not comprehensive – additional OSHA standards may apply to your workplace. Be sure to review OSHA's general industry standards (29 CFR 1910) for other requirements. In addition, section 5(a)(1) of the Occupational Safety and Health Act, known as the General Duty Clause, requires employers to provide their employees with a workplace that is free of recognized hazards likely to cause death or serious physical harm.
Step 3: Survey Your Workspace for Additional Hazards
Survey your workplace for additional hazards and OSHA requirements by using a checklist/internal audit tool.
Step 4: Develop a Comprehensive Jobsite Safety and Health Program
While not required, Complete Concepts Consulting and OSHA recommend employers to develop comprehensive safety and health programs, development and implementation of these programs is an effective way to comply with OSHA standards and prevent workplace injuries and illnesses.
Step 5: Train Your Employees
Prevention, Prevention, Prevention! There are many resources available to business owners to assist in the training of themselves and their employees. The US Department of Labor has resources on their site, or a consulting firm can be used to conduct annual training.
Step 6: Recordkeeping, Reporting and Posting
1. Recordkeeping. OSHA requires certain employers to keep records of workplace injuries and illnesses (29 CFR 1904).
2. Reporting. OSHA requires all employers, regardless of size or industry, to report the work-related death of any employee or hospitalizations of three or more employees. Read about OSHA's reporting requirements (29 CFR 1904.39).
3. Access to Employee Exposure and Medical Records. An OSHA standard (29 CFR 1910.1020) requires employers to provide employees, their designated representatives, and OSHA with access to employee exposure and medical records. Employers generally must maintain employee exposure records for 30 years and medical records for the duration of the employee's employment plus 30 years.
NOTE: If your workplace is in a state operating an OSHA-approved state program, state plan recordkeeping regulations, although substantially identical to federal ones, may have some more stringent or supplemental requirements, such as for reporting of fatalities and catastrophes. Contact your state program directly for additional information.
Step 7: Additional Compliance Assistance Information
The US Department of Labor has a wealth of information for Small Business Owners. You can visit the Small Business page for more details
Written by:
Melonie Boone MBA, MJ, PHR
Co-Chief Executive Officer and Owner
Complete Concepts Consulting
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337
We are simplifying HR for Small Business!
Sources:
http://www.ehso.com/oshaoverview.php#who
http://www.osha.gov/dcsp/compliance_assistance/quickstarts/general_industry/gi_step1.html
Sunday, January 30, 2011
HR Start Up
Starting an HR department can be a daunting task for even the most seasoned HR professional. For Small Business owners, the task can be overwhelming. There are some basic concepts that need to be considered for any company looking to start an HR department.
Complete Concepts Consulting has compiled a list of items to be considered as you embark on the journey of HR Start Up. This checklist is meant to be a reference point as you begin to put all the pieces together.
HR Start Up Checklist
Define Company Expectation for HR Function
• Goals and Objectives
• Department Staffing
• Department Budget
• Organization Chart
Policies & Procedures
• Employee Handbook
• Legal Postings
• Safety Program
• Employee Relations Reporting Process
• Employee Communication
Compliance/Recordkeeping
• Reserve private closed door office space
• Provide lockable filing cabinets
• Utilize password protected computers
• Implement HR Security Program that outlines safeguards for protecting confidential information
• Make sure all files are held in accordance to Federal, State and Local guidelines
• I9’s
• HRIS System
Performance Management
• Performance Evaluations
• Termination Process
• Disciplinary Procedures
• Recognition Program
Employee Classification
• Job Descriptions/qualifications
• Compensation Structure
• Salary Benchmarking
• Exempt vs. Non-Exempt
Employee Benefits
Required
• Social Security
• Unemployment Insurance
• Worker’s Compensation
Optional
• Group Insurance Plan
o Designs & Coverages
• Voluntary Insurance Products (Life, Vision, STD)
• Time Off Benefits
• Retirement Plan
• Employer Premium Contributions
Training
• New employee orientation
• Staff development
• Technical and safety
• Leadership development
Recruiting
• Job announcements
• Selection tools
• Background investigations
• Employment offers
Payroll
• Internal vs. External
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
info@completeconceptsconsulting.com
(773) 527-1337
We are simplifying HR for Small Business!
Complete Concepts Consulting has compiled a list of items to be considered as you embark on the journey of HR Start Up. This checklist is meant to be a reference point as you begin to put all the pieces together.
HR Start Up Checklist
Define Company Expectation for HR Function
• Goals and Objectives
• Department Staffing
• Department Budget
• Organization Chart
Policies & Procedures
• Employee Handbook
• Legal Postings
• Safety Program
• Employee Relations Reporting Process
• Employee Communication
Compliance/Recordkeeping
• Reserve private closed door office space
• Provide lockable filing cabinets
• Utilize password protected computers
• Implement HR Security Program that outlines safeguards for protecting confidential information
• Make sure all files are held in accordance to Federal, State and Local guidelines
• I9’s
• HRIS System
Performance Management
• Performance Evaluations
• Termination Process
• Disciplinary Procedures
• Recognition Program
Employee Classification
• Job Descriptions/qualifications
• Compensation Structure
• Salary Benchmarking
• Exempt vs. Non-Exempt
Employee Benefits
Required
• Social Security
• Unemployment Insurance
• Worker’s Compensation
Optional
• Group Insurance Plan
o Designs & Coverages
• Voluntary Insurance Products (Life, Vision, STD)
• Time Off Benefits
• Retirement Plan
• Employer Premium Contributions
Training
• New employee orientation
• Staff development
• Technical and safety
• Leadership development
Recruiting
• Job announcements
• Selection tools
• Background investigations
• Employment offers
Payroll
• Internal vs. External
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
info@completeconceptsconsulting.com
(773) 527-1337
We are simplifying HR for Small Business!
Friday, January 28, 2011
Are you in need of a HR Compliance Assessment?
Employment and Labor Law regulations are an ever changing landscape. Being compliant is a way of life for business owners. Compliance is especially important for small business owners. Did you know that the average cost of an employee lawsuit for a company skyrocketed by 60% in 2008. In 2009 the median employee payout due to litigation was $326,640 (HRMorning.com).
Moreover, 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 (TheProactiveEmployer.com). In 2010, Labor and Employment Law was the second highest pending litigation category in the United State. (Fulbright 7th Annual Litigation Trends Survey Report)
The exciting news!
There are preventative steps that can be taken to minimize your risk and it all starts with an HR Compliance Assessment. Protect your company, save money and increase productivity with a sound HR Compliance Plan.
Let the compliance experts at Complete Concepts Consulting walk you through a comprehensive compliance assessment at no cost or obligation.
Contact us today to learn more!
info@completeconceptsconsulting.com
(773) 527-1337
We are simplifying HR for Small Business!
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
Moreover, 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 (TheProactiveEmployer.com). In 2010, Labor and Employment Law was the second highest pending litigation category in the United State. (Fulbright 7th Annual Litigation Trends Survey Report)
The exciting news!
There are preventative steps that can be taken to minimize your risk and it all starts with an HR Compliance Assessment. Protect your company, save money and increase productivity with a sound HR Compliance Plan.
Let the compliance experts at Complete Concepts Consulting walk you through a comprehensive compliance assessment at no cost or obligation.
Contact us today to learn more!
info@completeconceptsconsulting.com
(773) 527-1337
We are simplifying HR for Small Business!
About Us:
Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.
Sunday, December 12, 2010
EEOC Predicts Over 100,000 Charges in FY2011
As we prepare for the new year, it is important to know the facts. Companies must be proactive or face stiff penalties. There are many ways to be protected if the EEOC knocks on your door.
Federal, State and Local employment law compliance is mandatory. Do you know where your business stands? Huge monetary fines await those who are not proactive!
Let one of our compliance experts walk you through a comprehensive one hour assessment. Protect your business with our free, no obligation compliance audit today!
Contact us to learn more: info@completeconceptsconsulting.com
Check out this article to learn more:
http://www.coloradoemployerslaw.com/discrimination/top-five-recommendations-from-a-management-lawyer/
Federal, State and Local employment law compliance is mandatory. Do you know where your business stands? Huge monetary fines await those who are not proactive!
Let one of our compliance experts walk you through a comprehensive one hour assessment. Protect your business with our free, no obligation compliance audit today!
Contact us to learn more: info@completeconceptsconsulting.com
Check out this article to learn more:
http://www.coloradoemployerslaw.com/discrimination/top-five-recommendations-from-a-management-lawyer/
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