As we mentioned earlier this month, it’s good to reward your employees. However, sometimes you want to reward an employee, but you have a strict budget. Even if you don’t have a spare few bucks to spend, there are plenty of ways to show your appreciation to a worker without having to take out your wallet.
Unfortunately, confirmation alone of a positive test for drugs or alcohol is not solely enough to obtain a denial of a workers’ compensation claim. Per Ohio statute (ORC 4123.54), there are several specific qualifications that must be met prior to the ultimate denial of a claim.
There are four “statutory hurdles” that an employer must clear in order to have a claim denied in which the claimant tested positive for illegal substances:
A happy employee is a good employee. Rewarding employees for their hard work shows that you appreciate them, which can in turn give them extra motivation to not only maintain their quality of work, but exceed it.
Whether you’re rewarding one particular employee or a group of people, a special gift or show of thanks can make a big difference.
A couple of weeks ago, prefaced by an op-ed piece written by President Obama, the Department of Labor issued new directives on overtime rules. As with most government regulations, however good the intention, the result on small business owners will be a creation of “additional costs and record-keeping headaches” according to the National Federation of Independent Business (NFIB).
History behind the day: When the Ms. Foundation for Women started “Take Our Daughters to Work Day” in 1993, the idea was to help boost girls' confidence and to link education to work opportunities.
The day is now referenced as “bring your kids to work day” Currently, the event is estimated that more than 37 million parents participate in this event.
On Monday June 15th, GMS conducted “Bring your kids to work Day”
Our Goal: GMS employees’ children would get a better understanding of what we do during the day. It was important for us that our children were able to see us as something other than the cook, the coach, the maid, or the chauffeur driver. If we had meetings, webinars, or conference calls, our children would be by our side for the day. The more they saw, the more they would learn!
GMS started off the day with the kids attending The GMS sales meeting even if their parents were not in Sales.
Here are some activities that we conducted:
- Kids wrote three lines as to what they learned for the day
- Pizza was brought in for lunch
- A scavenger hunt was conducted to learn about our different departments
- Everyone was shown an end of the day video
Below are some of the things the kids learned:
- My mom works on the phone a lot and needs it to be quiet
- My dad does other company’s taxes and I learned how he sends out local taxes
- They use a lot of stamps, which seems strange with the internet
- My dad drives a lot – GMS believes in face to face meetings
- He makes a lot of phone calls to people that don’t want to talk to him (I guess this child followed a GMS Sales Professional)
- My dad fixes other people’s problems
- My mom helps other business do better
- My mommy has a lot of meetings
- My mom does workers comp stuff
- My mom and her company helps business owners
- The Government takes about 40% of your paycheck
- My mom and all GMS employees prepare before a meeting
- My mom’s company makes a business owner’s life a lot easier (one of my favorite)
- My dad gets to drive to different places
- They make a lot of friends in the workplace (another favorite)
- My dad has fun with what he does (another favorite)
- My dad’s company helps injured workers get back to work
- My dad thinks all small business owners should listen to what GMS does
- Some companies offer a 401K and some do not
GMS concluded the day with the children interviewing their parents on what they were doing when they were their age and a session on “lifetime of confidence.”
All in all, I think the day was a success.
GMS… where we are all about making your life Simpler… Safer… Stronger
It takes more than just a good idea to improve your business. Without proper execution, it’s hard for anything to succeed. This includes a workplace safety program for your business.
Whether it’s due to a lack of clarity or troublesome rule breakers, there are hurdles for some programs to succeed. Given the benefits of a workplace safety program, both obvious and less-apparent, it’s an endeavor worth taking. Here are three reasons why a safety program may fail and what you can do to help overcome them.
A safe workplace can help make for a more successful business. Not only do safety guidelines help keep your employees safe, they also save you from having to deal with costly workers’ compensation claims.
In our last blog post, we discussed the cost of employee injuries and how workplace safety programs can help keep your workers on the job and your cashflow strong. This time we focus on some unexpected benefits of safety programs.
Workplace injuries can cause more than just physical pain. Businesses lose billions of dollars each year because of injuries, which can include costs from compensation claims and loss of productivity.
Injuries can’t always be prevented, but workplace safety programs can really limit the amount of incidents on the job. With June being National Safety Month, take a chance to learn about how much injuries can hurt your business and what you can do to help.
In January of this year, the Federal Government began enforcement of the Affordable Care Act (ACA) for those employers with 100 or more employees. Next year, those employers with 50 or more employees will have to begin compliance with the law as well.
In a recent article on workforce.com, HR managers in large companies talked about the difficulties in compliance when it comes to calculating hours. What was troublesome for them was people who took unpaid leave under the Family Medical Leave Act (FMLA) or Re-employment Rights Act or even jury duty and how those hours would be calculated in determining healthcare eligibility. Because of that, “60 percent of large companies with more than 1,000 employees indicated that they aren’t prepared for penalty management under the ACA.”
According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee.
But time is money. According to that same study, companies are spending an average of 31.5 hours per year training employees. That’s time you aren’t billing to an account or turning prospects into clients.