Monthly Archives: April 2017

Human Resources Management: Top Essential Skills

Human resources professionals are always interviewing candidates and assessing qualifications and skills. But what does it take to be successful in human resources management? Let us take a closer look.

  • Multitasking – Human resources professionals have to be able to multitask and deal with a wide variety of duties, ranging from FMLA leave questions, employees’ personal issues, developing recruitment strategies, advertising jobs on social media, keeping employees engaged, retaining employees and much more.
  • Organization – Successful human resources managers have to maintain well- organized files and have very strong time management skills. It is important to be able to have excellent files and documentation in place before disciplining or firing employees.
  • Negotiation – Human resources managers need to be able to negotiate, or at least be able to objectively look at two or more opposing viewpoints. It is important for human resources to remain as the middle ground during negotiations.
  • Communication – HR professionals need to communicate with management, potential employees, managers and employees. Whether it is in writing or in-person, it is important that HR managers be caring, believable and convincing.
  • Grey Issues – Sometimes personnel issues are not simple or straightforward. For example, is something considered harassment or discrimination? What is the definition of a “reasonable accommodation?” What is the appropriate way to handle intermittent leave? It is also important that HR professionals realize when a legal issue is beyond their scope and know when to contact an expert or attorney.
  • Dual Focus – While it is important that HR advocates for their specific concerns and issues, it is also necessary to enforce management’s policies. Sometimes it can feel like human resources departments are balancing different tasks, which also includes prioritizing the protection of the organization. Dealing with difficult tasks is part of the job. Employees can misunderstand human resources managers, but in an attempt to explain their actions, they could be compromising confidential data and information.
  • Confidentiality – HR professionals are required to maintain confidentiality for both management and keep track of employees to make sure that regulations and policies are followed. Human resources departments are required to maintain order and be firm. This is not an easy responsible.
  • Problem Solving – Human resources managers have to be able to problem solve and aid in conflict management. People have to work together in a civil manner, and sometimes HR gets involved in employee or manager conflicts. Having excellent problem-solving skills help HR professionals.
  • Roll with Change –Human Resources has to be able to handle states of change, whether it is hiring large groups of employees or managing a major layoff.

Human Resources professionals that can handle these types of tasks will be able to flourish in their careers. It is not a profession for the faint of heart, as there are times when they have to be the bad person and enforce rules and order.

Ninja Gig specializes in online job applications. This enables human resources departments to stay organized, distribute more job notices online and keep track of qualified applicants.  Sign up today for a 30-day free trial to start accepting job applications online.  It’s easy!

Follow this Basic Checklist for an Awesome Job Posting

Social media and online job postings are the new way to attract talented candidates. Human Resources professionals need to have the right points covered in these postings to make a powerful impact.

Incorporate the following key points into every job posting:

  • Company – Describe the company and their brand. Based on this opening introduction, applicants will decide if they want to apply for a job.
  • Benefits – Highlight the benefits that the company offers, including vacation, insurance packages and retirement. Benefits are very important to employees. This is also a good place to highlight unique perks that the company may offer, such as flex-time, working from home, etc.
  • Location – The location of the company is also important. Always include the city and state. The Internet is a powerful resource and people can be searching for jobs worldwide.
  • Job Title – The job title should be clear and concise, so anyone outside the company can clearly understand the position.
  • Job Duties – Provide a description of the day-to-day job duties. It is important to sell the position or companies will not receive qualified candidates’ applications. Highlight long-term benefits, chances for advancement and include detailed descriptions.
  • Skills – List the specific skills required for the position, as this will help human resources departments weed out unqualified candidates.
  • Training and Experience – If a certain type of training, a level of education or work experience is required, include this in the advertisement.
  • Pay Range – The position should clearly highlight a salary range. Studies show that job listings that do not include salary information will result in two-thirds of qualified applicants not applying.
  • Call to Action – Make it very clear what the interested applicant is to do next – whether it’s filled out an online job application, dropping off a resume, emailing human resources, visiting the website, etc.
  • Keywords – Today’s online job searches are directed by keywords, so it is important to include them the job title, job description and skills listings. This can help optimize a company’s search engine marketing.
  • Formatting – Make the job description clear and easy to read. Include bullet points and make a call to action item stand out.
  • Grammar – Always make sure there are no misspellings, excess jargon and that grammar is good.

Follow these basic tips and use Ninja Gig to accept online job applications. We specialize in helping human resources departments simplify job applications, while targeting qualified candidates.  Sign up today for a 30-day, no obligation, free trial!

DOL to Address Overtime Rule by May 1

The federal appeals court decided on February 22 to grant the U.S. Department of Labor (DOL) another extension to take a position on overtime regulations.

The original rules were scheduled to go into effect December 1, 2016. These would have required that any employees that earn less than $913 per week (or $47,476 annually) receive overtime pay.

Businesses and states joined to challenge this rule in court. Just days before the overtime rule was to take effect, a federal district court judge granted a preliminary injunction, which temporarily halted this rule.

President Obama’s administration appealed the injunction order to the Fifth Circuit Court of Appeals. Once President Trump took office, his administration was able to obtain a 30-day extension, which has now turned into 60 additional days, ultimately having a deadline of May 1.

The federal district court judge that granted the original injunction could still issue a permanent injunction. He also has the right to rule on a pending summary judgment motion. The current DOL has requested that the judge halts his proceedings while the Fifth Circuit reviews everything. So far, he has declined, stating that the DOL will likely not succeed in its argument that he erred in issuing the injunction.

If the DOL drops their defense of this new regulation, groups of labor organizations are poised to take it over. The DOL has been representing the group’s interests to date; however, they have stated that is unlikely to continue moving forward.

Regarding this issue, the labor organizations released a statement: “With the recent presidential election, and particularly as more information becomes available regarding the incoming Administration’s plans, policy, and appointments, the Texas AFL-CIO (The American Federation of Labor and Congress of Industrial Organizations) has grave concerns as to whether its interests in the Final Rule will be represented by the DOL.”

The plaintiffs for the case argue that the labor organizations’ speculation about Trump’s administration’s views do not justify granting the motion. Urging the court to deny their request, they said: “AFL-CIO proffers no legal basis warranting intervention now, solely based on speculation or concerns about whether the party that is adequately representing its interests now might change its position at some point in the future.”

Ninja Gig will continue following this story. 

Ninja Gig specializes in helping employers simplify their job application process. Our software makes it easy to customize online applications to reach qualified applicants.  Sign up for a 30-day free trial today!

Understanding Pay-Docking Rules for Exempt Employees

The new pay-docking rules set out by the Fair Labor Standards Act (FLSA) are difficult to understand.

FLSA does not generally permit deductions from exempt employees’ salaries. State regulations specify that the amount of salaried pay an employee earns cannot be dependent or a reflection of the number of hours or days he/she works. Deductions also cannot be based on the quality or quantity of work an employee produces.

If there is a deduction in error, payroll can correct this. However, if there are many incidents and repeat violations, companies can find themselves paying entire departments of salaried employees overtime.

There are several different types of exemptions for salaried employees’ pay, which includes:

 

  • If they do not work for a week, you do not owe them pay.
  • Partial-day absences cannot be deducted, but if an exempt employee is gone for a day or more due to personal reasons not associated with an accident or sickness, pay can be docked.
  • If an employee is subject to penalties associated with violating safety rules, he/she can receive reduced pay.
  • If an employee is gone for a day or more due to disability or sickness and the company provides compensation for loss of salary caused by these types of issues, an employee can be forced to use his/her “bank” of leave.
  • If an employee is subject to jury duty, military pay or witness fees and the employee receives amounts to offset these costs, his/her pay may be deducted just for those amounts. However, any deductions beyond this are not permitted.
  • If an employee breaks workplace conduct rules, employer’s can offer unpaid disciplinary suspensions.
  • If an employee quits mid-week, employers cannot only pay for the actual days worked.
  • If an employee’s absence falls under the Family and Medical Leave Act (FMLA), an employer can convert the salaried employee into an hourly employee only during the time he/she is on leave without eliminating the employee’s exempt status. This is only possible under certain circumstances, so it is best to contact your local Labor board.

Ninja Gig does not give legal advice; so if you have any questions, consider contacting legal counsel or your state for additional information. Ninja Gig offers employers the ability to easily accept job applications online.