Dress Code: It’s More Than Just What You Wear

When I think of a company dress code policy, a blaring meme pops into my head – “My boss told me to ‘dress for the job you WANT, not for the job you HAVE.’ Now, I’m sitting in a disciplinary meeting wearing my Batman costume.” Hopefully, this specific situation has not occurred within your workplace, but in most organizations dress code compliance is a consistent trend and hot topic, particularly as the weather changes.

The purpose of a dress code policy is to communicate to employees the expectations of the organization. Dress code policies help employers satisfy the goals of comfort, professionalism, safety, brand and the organization’s image. Employees are often seen as the “face” of the organization and employers recognize the importance of impressions made on clients and customers.

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Recruiting Toolbelt: Social Media

In a world where ninety percent (90%) of businesses use social media, the temptation to incorporate the wealth of knowledge available through social media during the recruitment process is growing in popularity. With forty-three percent (43%) of employers actively using social media to screen candidates, the risks of violating a potential employee’s rights increase significantly. This can be concerning as thirty-six percent (36%) of organizations have disqualified candidates based on the collection of data through social media.

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The Power of a Job Description

A job description, essentially, is the basis of knowledge and skill that an employee is expected to achieve through the description’s outline of tasks, duties and functions in the workplace. Job descriptions may be used in various ways: recruiting employees; determining salary levels; conducting performance reviews; clarifying job duties; and establishing titles and pay grades. The ultimate purpose of a job description is to ensure that employees adequately retain knowledge of the company and perform work as it relates to the organization’s mission and goals.

For employers, job descriptions offer the benefit of establishing what is expected in current and future employees. The outline for each job title doubles as a performance review, to check and see if employees are continuously demonstrating all abilities listed. Being consistent in maintaining the qualifications of employees is crucial to the success of a company.

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Labor Law Poster Compliance

Along the corridor off the company’s front entrance, hangs a shiny poster. This poster is often overlooked, but the information on the poster should not be. Once the shiny gleam of the poster catches an eye, panic sets in and questions commence, “Is my labor law poster up to date?”

With a new administration in the White House, federal and state laws are certain to change. Labor law posters define those federal and state employment-related laws which all employers must comply with in their places of business. These posters are designed to protect both the employee and the employer.

Within the past six (6) years, there have been over 260 mandatory labor law poster changes across the United States, with sixteen (16) already implemented in 2017. It is predicted that 2017 will bring an abundance of new state regulations and fewer federal regulations. Failure to update a labor law poster may result in fines (federal and state), lawsuits or citations. Provided below are several tips on how to avoid unnecessary violations:

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2017 Brings Changes to OSHA Reporting

With the hustle and bustle of the holiday season under our feet, Creative Business Solutions aims to keep our clients aware of potential changes underway that will impact business operations. One rule that may have gone unnoticed is the provision of electronic submissions to the Occupational Safety and Health Administration (OSHA).

Currently, employers are required to keep a log of injury and illness forms on site; however, beginning January 1, 2017, certain employers will be required to electronically submit data. OSHA's intention is to provide the secure website for automated data submission in February 2017 to allow employers to transmit CSV files or manually enter data into a webform. Establishments with 250 or more employees in covered industries must submit information by July 1, 2017. Businesses with 20-249 employees in certain high-risk industries must submit their information by July 1, 2017.

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The HR Partners Holiday Video - 2023

We appreciate your business, and we wish you nothing but the best for Christmas and the New Year holidays.

2024 will be an epic year and we can’t wait to work with you to continue the magic.

To view the video, click the image below or click here, and once you see the video on Vimeo, please click the play button. Enjoy!

 Christmas Video 2023

 

HR Advisor Newsletter

What our clients say...

Cook, Flatt & Strobel Engineers

Kevin Holland
Vice President 
Cook, Flatt & Strobel Engineers

"We started working with HR Partners when we had staffing changes in our Accounting and Human Resources department. HR Partners has been there to assist us in that transition and has become a resource that we plan to continue to utilize.

Everyone in their office is professional, courteous, knowledgeable, and always very prompt. HR Partners has been able to provide advice and guidance on numerous HR topics and provided a mandatory Workplace Etiquette for our employees. They have also updated our personnel manual in order to provide clear and consistent polices for our employees. HR Partners would be an asset for any company looking for assistance with any human resources needs."