Guest Post by: Nadine Pfautz, C.H.A.R.T. Consulting and Sponsor at the March 24th Non-profit Toolbox Mini-Conference
Know Your Human Resources
Nadine Pfautz - C.H.A.R.T. Consulting
As a certified senior human resource professional with more than 20 years experience creating, developing, and managing the human resource function in both start-ups and more mature companies, within the profit, non-profit, and public arenas, I have learned that most organizations don’t know what they don’t know and it is what they don’t know that will hurt them. And, with a rapidly changing employment law environment, most organizations are struggling to keep their knowledge, policies, and practices current.
DID YOU KNOW THAT…
- applications for employment must include a statement that it is illegal to require a lie detector test as a condition of employment?
- applications that request information about prior work experience must also offer the applicant an opportunity to include verifiable volunteer work?
- employers are required to verify within 3 days of employment any new employee’s eligibility to work in the U.S.?
- a written sexual harassment policy is required for companies employing 6 or more individuals?
- employees working 6 or more hours on any given day must be offered a meal break (paid or unpaid) of at least 30-minutes?
- employers are not required under the law to provide paid vacation to employees?
- employees reporting for jury duty must be paid their regular wages for their first three days of jury service?
- upon separation from employment, accrued and unused vacation time must be included in the final paycheck and that employees who are discharged must be paid all wages owed on the day of discharge?
- employers are required to distribute the Division of Unemployment Assistance (DUA) Form 590-A, “How to File for Unemployment Insurance Benefits,” to separated employees within 30 days of last day worked?
Imagine – this is only the tip of the iceberg. Changing priorities at both the Federal and State level in areas such as health care, paid medical leave, data security, immigration reform, and the Employee Free Choice Act will place an additional burden on organizations going forward and will expand the knowledge gap. Additionally, a lack of knowledge often leads to employee relations issues, fines, and lawsuits.
If your answer to any of the above was “I didn’t know that,” then consider contacting C.H.A.R.T. Consulting to learn how a human resource compliance assessment may benefit your company.
Want to learn more about Human Resources? Join us at our next non-profit mini-conference.
