HR Workforce Solutions
By Nonprofits, For Nonprofits
Answer: Although employers may see the “always on” employee as highly productive, the constant state of being readily available can leave employees feeling overwhelmed and exhausted. To combat this struggle, employers may:
Note: The application of any new or existing workplace policy must be applied consistently and without discrimination throughout the workforce.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 30-day trial here.
Transitioning into a new job with a new boss in an entirely new environment can be one of the biggest transitions we experience as an adult. It is often an exciting time but also comes with a blend of emotions reminiscent of the first day of school.
First-time impressions are everything from both the perspective of the employer as well as the new employee. Training is a key component when welcoming new staff and can go a long way if done right. Some ways to help a new employee adjust:
1. All Inclusive Tour. The standard company tour is an essential part of a new hires first day on the job but including the unexpected such as a stroll to local hotspots – the best coffee house or favorite lunch spot – will help ease new employees’ nerves by allowing them to unwind a bit and will help in making them feel more welcome.
2. Make Connections. Meeting a dozen people in one day can be overwhelming so break down introductions over the first week and by departments. Include a cheat sheet that includes some background information on each person with names, titles and any known tidbits – favorite baseball team, hobbies, etc. This will also help to kick-start the process of building relationships.
3. Wine and Dine. Make sure new employees have lunch plans the first few days on the job. Once with you and then with other members of the team they’ll be working closely with or even with other members in the office that you think they should meet. Again this will make them feel welcome and at ease rather than sitting alone and feeling awkward.
4. Provide Resources. Have a Welcome Guide with checklists, sample documents, FAQs and a list of go-to-resources that will help new hires get acclimated before they’re off and running. Things like annual reports, marketing plans, the company newsletter and internal contact numbers for tech support and human resources among others. Easy-to-digest information that isn’t over-whelming helps to ease the stress associated with the transition.
5. Make Yourself Available. When faced with a steep learning curve anyone can get frustrated so make yourself available. Starting a new position is stressful enough, so making time to check in can make all the difference in the world. A no-fail way to make an employee feel like a part of the team is by making them feel comfortable in their new environment.
There’s no debate over the nerves associated with starting a new job so the more time you devote in the beginning, the faster you’ll have an at ease team member who feels welcome and wants to stay.
Are you dreading updating your employee handbook? You’re not alone! Most of today’s HR professionals can agree that employee handbooks can be a handful.
Presented by ThinkHR, this on-demand webinar will cover some best practices for creating an employee handbook. This one-hour presentation will go into detail about:
Watch the webinar recording today: http://links.thinkhr.com/O0y0S9nW0100WKRC0G09eoT
This webinar offers 1 HRCI and 1 SHRM-approved credit. Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ to sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.
Question: We do not give our staff floating holidays and only observe 10 holidays per year. How do we allow for staff who observe various religious holidays the time to do so, without giving them more personal time than staff who do not?
Answer: Employers are required to accommodate time off for religious practice, but are not required to pay for the time off. For employees who are nonexempt, the company should work with the employee to determine how much time off will be needed, and decide whether they will require the employee to use his or her available personal time off (PTO) before taking the unpaid time off for religious accommodation. It is important to note that although your policy needs to be applied consistently, different religions will require different amounts of accommodation. As a result, your pay practices should be consistent and aligned with the requirements of the religion. If employees requiring religious accommodation are exempt and taking partial days off, deductions may be made from their accrued paid time off banks and they must be paid their full salary according to FLSA rules.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 30-day trial here.
Presented by ThinkHR, this webinar will explore the practical impacts employers need to know now in the following areas:
When: Two dates available (Thursday, January 5th or Tuesday, January 10th at 8:30 am PDT)
Register: http://pages.thinkhr.com/HR-in-2017-Webinar.html
This webinar offers 1 HRCI and 1 SHRM professional development credit. Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ and sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.
Often equipped with fewer resources and a smaller staff size, nonprofit employees tend to feel overworked and stressed out. Because high stress levels can lead to a domino effect of general workplace unhappiness and high turnover rates, it’s imperative that employers take the time to encourage a balance between their work and personal life.
Here are 7 best practices that will help your employees maintain a proper work/life balance:
As a supervisor, your responsibility is to make sure that your employees have the tools and positive work environment they need to efficiently work through their day-to-day tasks. Taking the time to check in with your staff and encourage a balanced lifestyle will not only help your employees stay sane, but also improve general organizational productivity and growth.
Great places to work actively support their associates to do their best by honing in on employees’ skills, strengths, and interests, thus maximizing their potential for growth. Having a strategic approach to talent management and an overall commitment to workplace culture has clear benefits, namely a greater level of employee engagement that leads to a significantly lower turnover rate and higher productivity.
In line with a recent Bridgespan report, the 2015 UST Nonprofit Employee Engagement & Retention Report revealed that nonprofit employees have a high level of job satisfaction and engagement—with 85% of non-supervisory respondents reporting being “Satisfied,” “Highly Satisfied” or “Extremely Satisfied.” The Bridgespan Report, which was based on a Leading Edge “Employee Engagement Survey” specific to Jewish nonprofits, showed us that there are striking similarities with nonprofit organizations in general when it comes to employee engagement regardless of sector.
Both reports show that employees are motivated first by the organizations mission. Having a clear understanding of how employees work directly contributes to advancing the company mission is key to job satisfaction and can be fostered by reinforcing a culture with mission-based accomplishments.
In descending order, the Bridgespan report listed management practices, work-life balance, advancement opportunities and good leadership as ways to keep employees engaged. This information aligns with the UST survey results that ranked job satisfaction factors as culture, flexibility, a sense of purpose in work and benefits.
It’s imperative that nonprofit organizations continue to educate themselves on the latest engagement and retention strategies. By defining your organization’s core values, communicating them regularly, establishing rewards for demonstrating them, and ensuring they are part of an employee’s experience from the interview all the way through their career will help to foster a more positive workplace culture at your nonprofit,
Want to learn more about the latest nonprofit turnover and employee engagement trends? Get your free copy of the “2015 UST Nonprofit Employee Engagement & Retention Report” today.
December 1. This is the date that employers must be in compliance with the higher Department of Labor salary threshold standard for overtime exemption. Are you ready?
Presented by ThinkHR, this 60-minute webinar recording provides additional insights into employer compliance with this rule as a follow-up to the webinar conducted back in May. Learn about the common concerns employers face as well as other employment issues that this rule may cause.
By watching this webinar recording, you will learn:
Throughout the presentation, ThinkHR’s compensation expert, Renee Farrell, will share examples of calculating the costs involved with the final rule, including cost of overtime versus increasing salaries, and share ideas for controlling overtime costs.
Watch the on-demand presentation here: http://bit.ly/overtime-rule-2016
Want access to a live HR hotline and additional webinar opportunities? Visit www.chooseust.org/thinkhr/ and sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.
Performing small business payroll can be both difficult and critical to effectively avoiding the all-too-tricky claim type, “independent contractor vs employee.”
Nonprofit employers must take the time to learn the distinguishing characteristics of an employee of an organization and an independent contractor, who are self-employed individuals. If and when you make a mistake when classifying these two worker categories, not only will this mix-up lead to high penalties, but you may have to outsource for payroll assistance—costing your organization both valuable time and money.
In general, here’s how you differentiate the two workers:
To avoid overpayments, rework for the employer and state, and potential investigations from the IRS, employers should use either the ABC Test or the Common Law Test to determine whether a worker is an employee or independent contractor.
Both tests are designed to readily identify the worker-employer relationship, focusing on how much control the organization has over a worker and the work accomplished. Check out both the ABC Test and Common Law Test here to ensure your nonprofit’s compliance.
This article was adapted from Equifax Workforce Solutions, UST’s dedicated unemployment claims administrator.
UST members receive exclusive access to an online claims dashboard, e-filing capabilities, a state-specific claims representative and 100% representation at unemployment claims hearings. To find out if your nonprofit qualifies for the UST program, fill out a free Savings Evaluation today or call us at 888-249-4788.
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UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
Do all your employees want to be on the safety team? Are you turning people away from your slips, trips, and falls training? Yea, we didn’t think so.
Workplace safety is important and ongoing, yet it’s tough to get employees excited and to stay on top of safety plans, regardless of the industry you’re in. Presented by ThinkHR’s workplace trends expert Don Phin, this on-demand webinar provides insight on the many ways to revamp or create a new safety plan.
In this webinar, Don discusses:
Watch the webinar recording today: http://links.thinkhr.com/A20b09KT10W9fSn00R0C0oW
This webinar offers 1 HRCI and 1 SHRM-approved credit. Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ to sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.