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News from the Construction Suppliers Association

June 27, 2018

Is It Time to Hire a Dedicated HR Staffer?

By Yeva Ducas, SHRM-CP
CSA Director of HR & Workforce Development

Yeva DucasRecently, I've been in several discussions about the pros and cons of hiring a dedicated in-house human resources staff member in a small company. I've noticed that owners and managers often reach a tipping point when personnel matters start slipping through the cracks.

HR is more than just getting payroll out, although that's part of it. It also involves keeping up with employee records. And filing reports. And reviewing benefits. And updating the employee handbook. And making sure everyone doesn't take vacation at the same time. And handling accidents and Worker's Comp claims. And helping managers with employee problems, just to start.

It can be overwhelming for anyone, but can be particularly daunting for someone already tasked with other duties.

Deciding when to hire a dedicated HR person is a difficult decision. The question may be forced on you when the person handling HR decides to leave or retire, but you might also see problems looming in the future as your company grows.

What should you consider before hiring a dedicated HR staff member?  READ MORE


Data Breach in Louisiana? New Reporting Laws Take Effect Aug. 1

The privacy and financial security of individuals are increasingly at risk due to the widespread collection of personal information. As a result, more than 40 states have passed laws that require
residents to be notified when their “personal information” is
compromised.

Louisiana enacted a law in 2005 detailing measures companies
must take when their data security is breached. The state recently updated the law, and the amendments go into effect on Aug. 1.

What do you need to know? 

The amendments:
• Expand the definition of personal information to cover additional sensitive and identifying information;
• Require entities to notify afected Louisiana residents within 60
days of discovery that a data breach had occurred;
• Modify the criteria for substitute notification;
• Impose requirements for the preservation of personal information, as well as data destruction.

If you have questions about data breach requirements, contact
Yeva Ducas at 470-512-1788 or [email protected]

READ MORE


Georgia Updates Poster Outlining Unemployment Insurance for Employees

The Georgia Department of Labor has updated its Unemployment Insurance for Employees posting with a mandatory change. You should replace your old poster immediately.

The first change is to the website used to file claims online. The web address has changed and the poster gives the new one. The poster also includes an updated list of locations where claims can be filed in person.

Click below to access the new poster.

GEORGIA UNEMPLOYMENT POSTER IN ENGLISH

GEORGIA UNEMPLOYMENT POSTER IN SPANISH


Good Reasons to Have a Drug- and Alcohol-Free Workplace Program

Federated LogoIn its simplest form, managed care describes a variety of techniques that, when properly deployed, can help support an effective risk-management program. These strategies can be most effective when they concentrate on both injury-prevention and post-injury techniques.

One effective managed care strategy is a drug- and alcohol-free workplace program, which, where appropriate to business need and after consultation with qualified counsel, may include pre-employment, random, or post-incident drug testing. An appropriately utilized and compliant program can help prevent drug and alcohol use. A drug-and alcohol-free workplace program can also offer benefits over and above initial intent.

READ MORE


People Are 'Ghosting' At Work. It's Driving Companies Crazy

By Chip Cutter, Editor at Large
LinkedIn

"Please let me know that you've not been kidnapped by aliens. I'm worried about you."

Jo Weech, a Washington-based recruiter, found a software engineer she planned to hire, one with skills and experiences so rare she dubbed her a “purple unicorn,” recruiting-speak for a perfect find.

This candidate aced multiple interviews for a job supporting a federal contract. She breezed through a technical test. She had already nabbed a top-secret security clearance. Hiring managers wanted to bring her onboard. Weech called the candidate, intending to make an offer.

Suddenly, calls and texts went unreturned. Weech asked a colleague to reach out; he also got nowhere. Weech sent playful notes: “Please let me know that you have not been kidnapped by aliens. I’m worried about you.” She left voicemails. Then she started to get concerned: Was there an emergency in the candidate’s family? An illness? Car accident? Determined to make contact, Weech bought a greeting card and sent it via snail mail. Over three weeks, the engineer ignored a dozen messages.

Weech had been ghosted at work.

READ MORE


How to Take a Summer Vacation When You Own a Small Business

By Rieva Lesonsky, CEO
GrowBiz Media & SmallBizDaily.com

When you're a small business owner, the buck stops with you -- which makes it tough to take a real vacation. Unfortunately, working nonstop eventually takes its toll not only on your mood, but also on your health and your personal relationships.

Taking time off to rest and recharge is vital to keep you functioning at full capacity -- and if you aren't at your best, your business will suffer.

So how can you really take a vacation this summer? These tips will help:

READ MORE


Mandatory Employee Vacations Could Help Reduce Fraud

By Erica deVry
Staff Reporter, Big4.com

If there was ever a good time for employers to detect fraud committed by employees, it is during summer holiday. Specialist investigators at Ernst & Young say their fraud investigation caseload peaks when employees suspected of defrauding the company leave for summer vacation and suspicious bosses and co-workers have time to investigate their concerns.

“The profile of a typical fraudster is a long serving, trusted employee, who works long hours and is reluctant to take their annual leave. Without doubt, one of the most simple and cost-effective anti-fraud measures is to ensure employees take at least two consecutive weeks holiday,” commented Jonathan Middup, Partner at Ernst & Young’s Fraud Investigation & Dispute Services practice.  READ MORE


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