Posts Tagged ‘HR software’

EEO-1 Reports Are Due September 30th

Friday, August 27th, 2010

For those employers required to complete an annual EEO-1 report the deadline is fast approaching and September 30th will be here before you know it. Any employer with 100 or more employees or those employers who are federal contractors or subcontractors must file the report. Gathering the required information can take some time if you are not using HR software with EEO (Equal Employment Opportunity) reporting functionality, so don’t delay in getting started. 

 KPA offers a free recorded webinar “Advanced EEO-1 and Affirmative Action Compliance at  The webinar provides information on what data is necessary to file an EEO-1 report along with instruction on how to file online.  KPA clients using the HotlinkHR program can easily extract the required data and then go to the EEOC website to file their EEO-1 report online. 

Remember you may file the EEO-1 report online anytime between now and September 30th. If you are not able to file online you should contact the EEOC immediately to discuss other options.

Join the conversation: Have you used the EEOC website to file your report?

Why Small and Midsized Business Really Need HR

Thursday, April 1st, 2010

Is an HR function really necessary for small and midsized companies?  Sure, the typical executives or owners will say, we need somebody to handle transactional processes like processing hiring paperwork, background checking and payroll and help with the company party-In smaller companies the office manager or accounting manager might end up with the job with little or no training and limited professional interest in the practice of human resources, which perpetuate the belief that HR is just a cost center handling administrative functions.  Well too bad for those companies because the HR function can have a real impact on the bottom line. 
More and more research is surfacing to help dismiss the notion that HR doesn’t contribute to the strategic direction of a company. Results from the Chartered Institute of Personnel and Development’s recent three-year study suggest that human resources practices have a positive effect on organizational success, particularly when it comes to influencing employee commitment and performance.  Engaged employees are productive employees, productive employees increase sales and revenue.

What else can HR do to improve overall performance of the company beyond “pushing paper”?

1) Make sure that managers hire well.  The cost of a bad hire results in poor morale, harassment and conflict issues, questionable worker’s compensation claims, excessive use of sick time, unnecessary costs to health insurance plans and low productivity. Never mind the time and attention management wastes on dealing with a bad hire.  It’s estimated that the actual cost of a bad hire is 1.5-3 x the annual salary.  Find and deploy the right tools, software and programs to stop bad hires.

2.  Really understand employment laws and recent legislation and court rulings and appropriately implement policies and procedures that comply with those laws.  Ignorance is not an accepted defense in a court of law. The cost of non compliance can literally be in the millions in litigation, settlement and fines.  There are countless HR software and content vendors, internet resources ( is a great place to start) and free or paid webinars available to keep the person responsible for HR updated.

3.  HR can be a key resource in monitoring employee satisfaction. Poor morale results in poor productivity and high turnover. These two factors directly increase tangible and intangible costs. Poor employee morale is a consequence of poor and/or unfair management practices.   Use performance appraisals, pay plans, job descriptions and make sure all your managers have training on how to manage for optimal results-  good management is a skill that can be taught (unlike leadership).

Join the conversation: Is HR an administrative or strategic function in your company?

NADA convention and expo 2010 workshops

Monday, February 8th, 2010

Are you going to NADA this year? Mark these workshops in your calendar:

Location: NADA exhibit hall, room W102A (one level down from the expo floor)

Saturday, February 13th
10:00 – 10:30am OSHA’s top 10 most cited violations by auto dealers
11:00 – 11:30am Search and Social: How Social Media Makes Search Easier
12:00 – 12:30pm The 10 Deadly HR Questions
1:00 – 1:30pm Social Media: Why and How
Sunday, February 14th
10:30 – 11:00am Search Engine Reputation Management: Owning Your Name
11:30 – 12:00pm The 10 Deadly HR Questions
12:30 – 1:00pm Search and Social: How Social Media Makes Search Easier
1:30 – 2:00pm OSHA’s top 10 most cited violations by auto dealers
2:30 – 3:00pm The 10 Deadly HR Questions
3:30 – 5:00pm A Dealership Case Study in Online Marketing Excellence
Monday, February 15th
10:00 – 10:30pm The 10 Deadly HR Questions
11:00 – 11:30am OSHA’s top 10 most cited violations by auto dealers

Sitting ducks- why do business not follow basic HR regulations?

Tuesday, January 12th, 2010

Last week the EEOC entered into a $1.5M settlement with a Colorado auto dealer, and then on Monday announced another $85,000 settlement with a dealership in Ohio. In both cases basic HR best practices and federal and state regulations were not followed. The question is why?  Is it a lack of understanding of the regulations or an inability to implement sound HR process?  With the plethora of HR software available it can’t be that the right tools aren’t accessible, so maybe HR is seen as a “nice to have” activity rather than a core function of the business.  Given the fines, penalties and loss of reputation when regulations are not followed HR compliance isn’t something you do because you are want to- it’s a critical function of your business.  Unless you want to be a sitting duck for an employment lawsuit, EEOC investigation or Wage and Hour violation put your HR compliance program in order now, you really can’t afford to wait.

Join the conversation- why  would a  businesses ignore HR best practices and HR compliance requirements?

A $1.5 million dollar employment litigation recipe

Friday, January 8th, 2010

Take 90 new Department of Labor Investigators, add aggressive enforcement of the law, stir in limited corporate oversight, and combine with intricate laws that can be difficult to understand.  Make sure there are no processes and systems that would force compliance of the law and HR best practices. Mixed together and you have a $1.5 million dollar settlement on your plate for age and gender discrimination as one Colorado auto dealership recently learned.

10 former employees of the dealership will split the $1.5 million dollar settlement.  The consent decree also requires the dealership to put discrimination training in place,  to post its anti-discrimination policy, to provide training about anti-discrimination laws to its employees and managers, and to make periodic reports to the EEOC.

“Sexual harassment and sex discrimination against women in traditionally male-dominated industries, such as the auto industry, are still unfortunate realities,” EEOC Acting Chairman Stuart Ishimaru said in a statement. “Likewise, older workers continue to experience age discrimination, despite their experience, productivity and qualifications.”

You can’t afford a recipe for disaster like this, and you should take a few simple steps to reduce your risk:

  1. Understand the law and your responsibilities as an employer.  There are numerous resources available including KPA’s free webinars presented by leading labor attorneys and HR professionals.
  2. Establish policies and training so all employees understand their rights and obligations.  Make sure you keep complete and accurate records.
  3. Consider using HR management software to automate and force compliance in the hiring, employee management and termination process. Yes it is an added expense in a tough economic climate for dealership – but the expense is a fraction of the cost of a discrimination or wage and hour violation lawsuit.

Join the conversation- how does your company prevent discrimination in the workplace?