Posts Tagged ‘HR’

Human Resources Generalist IHN HR

Now Recruiting: Human Resource Generalist Brookings, SD


Human Resource Generalist

Den-Wil is a Brookings, South Dakota based hospitality, residential leasing, construction and development company that creates and maintains diverse projects addressing needs of the Brookings market.  Den-Wil continuously earns recognition for undertaking large, innovative projects, that enhance growing the Brookings and South Dakota State University community. Den-Wil is able to achieve this by recognizing that their employees are Den-Wil’s greatest assets and every employee plays an important part in our success.

Like any great team, they are comprised of different people from different backgrounds fulfilling different roles. These differences make them strong and their strength aids in delivering a superior customer experience.

All great teams are built on respect for their teammates. Den-Wil is built on that same respect. By respecting what each person brings to Den-Wil, they achieve great things together with all employees.

The Human Resource Generalist will run the daily functions of the Human Resource (HR) Department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.

Some Essential Responsibilities:

  • Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
  • Assist in recruiting, interviews, and facilitates the hiring of qualified job applicants for all hourly and salaried open positions; collaborates with departmental managers to understand skills and competencies required for openings.
  • Assist with constructive and timely performance evaluations.
  • Assist with answering the corporate phones when needed.
  • Conducts and acquires background checks and employee eligibility verifications.
  • Implements and maintains new hire orientation(on-boarding) and employee recognition programs.
  • Responsible for maintaining all personnel files for employees.
  • Performs routine tasks required to administer and execute human resource programs including but not limited to:
    • Compensation
    • Benefits and leave
    • Attendance tracking (PTO, FMLA/Absence Leave, Worker’s
    • Comp, unemployment, etc.)
    • Disciplinary matters
    • Disputes and investigations
    • Performance and talent management
    • Productivity, recognition, and morale
    • Occupational health and safety, and
    • Training and development
    • Employee Handbook
    • Organization’s Job Descriptions
  • Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
  • Attends and participates in employee disciplinary meetings, terminations, and investigations.
  • Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; legal posters, reviews policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
  • Coordinates State of South Dakota Workers Compensation (WC) program within the company and work closely with the WC Carrier.
  • Perform other duties as assigned.

Some Required Personal Attributes:

  • Excellent verbal and written communication skills.
  • Excellent interpersonal, negotiation, and conflict resolution skills.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Ability to prioritize tasks and to delegate them when appropriate.
  • Ability to act with integrity, professionalism, and confidentiality.
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite or related software.
  • Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Position Requirements:

  • Associates degree or higher in Human Resources or Business Administration, or related field required.
  • SHRM Certification a plus.
  • At least two years of human resource management experience preferred.
  • Proficient with Microsoft Office products including Access, video conference systems, and Outlook (calendar, email, one-drive, etc.).
  • Proficiency with or the ability to quickly learn QuickBooks.
  • Willing to travel to company sites in the Brookings area.
  • Complete support of and willing adherence to Den-Wil’s mission, vision, and core values.  Applicant must hold these standards as his/her own.

Location: Brookings, SD

Relocation Costs Not Provided

Cover letter should include why you should be considered for the position, what makes you the best candidate, and how you will advance the growth of the Den-Wil organization.

Send your confidential inquiry to Email HR Team no later than August 30, 2020.

E.O.E. m/f/h/v

Taking Care of Your Employees During the COVID-19 Crisis In HIS Name HR LLC

Watch Previously Recorded Christian Higher Education Webinar: Taking Care of Your Employees During the COVID 19 Crisis


Watch Previously Recorded

Presented and hosted by The Association for Biblical Higher Education (ABHE)

During this crisis, one of the greatest at-risk groups at every Christian higher education institution is your greatest intangible asset—your employees, the faculty and staff who so faithfully serve your students. Balancing fiduciary responsibility while caring for your employees is a serious challenge at most of our Christian higher education institutions.

Recorded April 30, 2020

Click Below to Watch

 

 

Gain key HR insights from the CEO of In His Name HR, Mark Griffin, on options for employee pay and relationships as you financially navigate these uncharted waters.

We cover the following 5 crucial points:

Reduction in force – What is the difference between furlough, layoff, and reduction in force? How do you approach changes with grace, respect, and dignity?

Communication keys – Over-communicate with employees with transparency, addressing emotional concerns, decisions, and forecasts.

Employee focus – Ensure all of your job descriptions are updated and understood, especially as duties shift. Organizational design – Update your organizational chart with current reality and future options.

Vision and value driven – Energize employees in the importance of your mission, vision, and values

These and other issues will be addressed in this important 1-hour webinar by a keen partner and consistent High-Performance Human Resources blogger with ABHE, Mark Griffin.

If you’re dealing with employee relationships during this crisis, we hope you’ll listen for his invaluable counsel.  ABHE is comprised of approximately 200 postsecondary institutions specializing in biblical ministry formation and professional leadership education.

Does your organization need HR help, whether due to COVID-19 or simply concerning normal business practices? If so, don’t panic. We are here. We can help.

If you’re struggling with the current pandemic crisis, and what it means for your organization and your employees, and need someone to listen to your concerns who can help, contact us today.

 

 Contact Us In HIS Name HR LLC

Protect Your Mission ~ Scranton/Wilkes-Barre PA

Protect Your Mission ~ Scranton/Wilkes-Barre PA


HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.

Clarks Summit University
538 Venard Road
Clarks Summit, PA 18411

Tuesday May 12, 2020
8AM-Noon

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Presenter Randall Wenger Esq. has a myriad of experiences from all his years of working on religious liberty cases in Pennsylvania including the Conestoga Wood Specialties case that resulted in a landmark victory in the US Supreme Court for religious liberty and the sanctity of life. Randy understands the pressures and dangers that are facing those who want to run their businesses and organizations in line with their Christian values.

Let Mark and Randy help you by sharing their experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.

Leading an organization with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

  • Lower absenteeism
  • Higher quality products
  • Fewer employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Topics to be Covered

  • Legislative and policy dangers
  • Current state of religious liberty in court
  • Creating a high performance culture through practical HR competency development
  • Where most organizations go wrong engaging employees
  • Setting expectations
  • HR tools for creating success
  • Employee policy manuals
  • Codes of Conduct
  • Employee relations and communications
  • Performance management
  • Counseling and discipline procedures
  • Terminations
  • An overview of labor laws

Click Here For Tickets

Clarks Summit University (Map)

About The Pennsylvania Family Institute

The Mission of the Pennsylvania Family Institute is to strengthen families by restoring to public life the traditional, foundational principles and values essential for the well-being of society. It is  the only full-time professionally staffed non-profit organization representing family values—your values—in the state capitol. It encourages responsible citizenship and involvement in civic affairs to promote respect for life, family, marriage and religious liberty.

About The Presenters

 

Randall L. Wenger, Esq.

Randall L. Wenger, Esq.
COO & Chief Counsel

Randall Wenger is Chief Counsel of the Independence Law Center in Harrisburg, a pro-bono law center affiliated with the Pennsylvania Family Institute and dedicated to maintaining those liberties that have made America great and free. He has litigated in federal courts all around the county, and his cases have included the free exercise of religion, freedom of speech, bodily privacy, and pro-life issues. In addition to his role with the Independence Law Center, he is COO of the Pennsylvania Family Institute.

Randall has an economics degree from the University of Chicago and earned his J.D. at the University of Pennsylvania. He lives in Lancaster County, and he and his wife Tina have seven children.

 

Jeremy Samek, Esq. Senior Counsel, Independence Law Center

 

Jeremy Samek, Esq.
Senior Counsel, Independence Law Center

Jeremy Samek serves as Senior Counsel with the Independence Law Center. Since joining the ILC, Samek’s legal efforts have focused on the protection of religious liberty, protecting human life, strengthening the family, and the elimination of human trafficking. Samek believes that religious liberty is the cornerstone of all freedoms.

Jeremy received his J.D. from the University of Pittsburgh School of Law in 2006, where he served as an articles editor for the University of Pittsburgh Law Review. He earned his B.A. from Liberty University, magna cum laude in 2003.  Jeremy and his wife have five children.

 

Mark A Griffin

Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.  Mark and his wife live in Lancaster PA and have two adult children.

COVID-19 & HR: Preparing For a Potential Pandemic


In the past several weeks the coronavirus COVID-19 has experienced exponential growth, and not only in Wuhan, China, where it is thought to have originated. Cases have been identified in at least 52 countries internationally, including 59 in the United States. And, in mid-February 2020, one Harvard professor, Marc Lipsitch, of the T.H. Chan School of Public Health, told The Wall Street Journal that he predicts that in the event of a pandemic, “40–70% of people worldwide are likely to be infected in the coming year,” admitting that not all carriers may be symptomatic.

As of 28 February, the WHO reports that more than 83,647 cases have been identified, and more than 2,858 deaths have occurred.  The JAMA Network is currently reporting a 2.3% death rate based on survivability of victims.

First and foremost, we need to take steps to protect not just the safety of our employees, clients, and customers but their families as well.

COVID-19 Symptoms & Disease

According to the Centers for Disease Prevention and Control (CDC), patients with confirmed novel coronavirus infections (2019-nCoV) are reported to experience mild to severe respiratory illness, with symptoms of:

  • Fever
  • Cough
  • Shortness of breath

Symptoms may appear in as few as two days or as many as 14 days after exposure, based upon the estimated incubation period of MERS viruses. However, Reuters indicates that the Chinese Provincial Government now reports that the COVID-19 incubation period could range as long as 27 days. As individuals not exhibiting symptoms can still be carrying it, precaution is certainly in order.

Prevention & Education

Promoting a clean environment and advocating for employee wellness is imperative, as prevention is key to stopping the spread. Employees need to be reminded to wash their hands—and wash them well—and to sanitize often. Provide them good guidance on healthy workplace habits.

It may sound like basic common sense, but many people are not alert to simple hygiene practices, such as covering their nose or mouth when sneezing or coughing and using a hand sanitizer afterward, to prevent the spread of germs. Help employees access the important steps necessary, such as the CDC’s guide to flu prevention. Even discouraging the practice of shaking hands can help. (It has been reported that Japan’s risk of spreading the disease is lower because of their cultural practice of bowing instead of hand-shaking.)

Data shows that people who are healthy and active have a much greater chance of survival, if infected. This is a call to people to start or continue to maintain a healthy lifestyle as it relates to nutrition and cardiovascular exercise.

 Employee Relations

Brush up on your current absenteeism policies concerning both exempt and non-exempt employees. What do your policies require you, as an employer, to do regarding time off? Go further and investigate your local, state and federal compliance regulations as well. Are you large enough to have to comply with FMLA?

Be prepared to answer questions from people who could be quarantined or prevented medically from returning to work. This is where it gets problematic. Will they be paid? Unpaid? Eligible for PTO or sick time compensation? Naturally, this depends on your organization, its policies, and the rules that govern your local, state and federal employment. Now is the time to prepare, to get ahead of these questions, instead of waiting to react when under the pressure of a potential pandemic.

Employees Returning from Highly Infected Areas

What should you do if you suspect an employee  or a member of their family has traveled to where the coronavirus is prevalent? We recommend that you have the employee check in with a physician prior to returning to work and provide you with a return-to-work statement, clearing them to return to full duty. The last thing you want is someone to enter the workplace who has been exposed and could potentially spread the virus to your other employees. This will mitigate concerns expressed by other employees and help stave off any rumors or innuendo.

In Closing

The sudden speed and geographic spread of this virus has caught the world off-guard. As HR professionals, these are the times when gaps in our policies and procedures become evident. The idea is to prepare as much as possible rather than reacting under pressure.

We opened this posting by reminding you to not panic, and we would like to close with that reminder. If you feel you or your leadership team is not equipped to face this current crisis, don’t wait—contact us today. We are here to support you.

Taking Care of Your Employees During the COVID-19 Crisis In HIS Name HR LLC

Webinar: Taking Care of Your Employees During the COVID-19 Crisis


During this crisis, one of the greatest at-risk groups at every Christian higher education institution is your greatest intangible asset—your employees, the faculty and staff who so faithfully serve your students.

Balancing fiduciary responsibility while caring for your employees is a serious challenge at most of our Christian higher education institutions. Gain key HR insights from the CEO of In His Name HR, Mark Griffin, on options for employee pay and relationships as you financially navigate these uncharted waters.

We will cover the following 5 crucial points:

  1. Reduction in force – What is the difference between furlough, layoff, and reduction in force? How do you approach changes with grace, respect, and dignity?
  2. Communication keys – Over-communicate with employees with transparency, addressing emotional concerns, decisions, and forecasts.
  3. Employee focus – Ensure all of your job descriptions are updated and understood, especially as duties shift.
  4. Organizational design – Update your organizational chart with current reality and future options.
  5. Vision and value driven – Energize employees in the importance of your mission, vision, and values

These and other issues will be addressed in this important 1-hour webinar by a keen partner and consistent High-Performance Human Resources blogger with ABHE, Mark Griffin. If you’re dealing with employee relationships during this crisis, I hope you’ll join us for his invaluable counsel.

 

Mark A Griffin

Our featured speaker will be: Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

 

Thursday, April 30, 2020
2:00 – 3:00 pm ET

Register here Button For In HIS Name HR LLC Events

What Is a Mission

What Is a Mission?


Organizational Mission

All successful organizations have a Mission.  Without a Mission, well, no one will know what it is they are doing and why. Another problem organizations have when absent a Mission is that their customers and vendors often end up confused, having mixed expectations.

I have worked for many organizations in my time. Probably more than most, and I consider this to be a good thing. The reason I consider this a good thing is that the experiences that God has given me in these numerous and diverse organizations has made me a far more competent counselor to businesses across the marketplace than if I had occupied one narrow niche for most of my career.

One common denominator I have identified is that the businesses that are successful all have an established Mission  for their organization, a Mission that is co-developed by all of their employees and is ingrained into the culture of the organization. In fact, in high-performing organizations, candidates are exposed to the organizations ’s Mission before they’re even hired. Vendors know the Mission and Customers are aware, as well.

When Vendors know the Mission and Customers understand it, that’s enormously positive, but the most powerful and impactful group are your Employees. In my wealth of experience, I have discovered an absolute truth by simply listening to employees for more than 20 years. Fully 99 percent of all employees who come to work every day, want nothing more than to do a good job; in fact, most want to exceed your expectations.  It really is the American way. Work hard, play hard and love your life. The problem, though, that many organizations suffer from is a lack of leadership to help steer the organization.

Specifically, they lack leadership in creating a Mission that employees own and strive to achieve.

What is a Mission?

Your Mission is simply what you do best — every day ­— and why.  Your Mission should reflect your customers’ needs. Having a Mission is the foundation of turning the dreams and potential of an organization into reality.  So, in a nutshell, your Mission
simply affirms why your organization exists!

So what does a Mission consist of? Well, it really is not rocket science. It is simply what your organization collectively — yes, I said collectively — not top down management, or board of directors to management — developed. It works like this:

  1. The senior management team develops a framework of what they believe the Mission is and should be.
  2. Line management then takes the draft document to the line supervision.
  3. Finally, employees and a good HR rep facilitate a roundtable session using the draft Mission as a guide.

You have a couple of reiterations, meetings back and forth, and then it’s time for “Congratulations!” because you now have a consensus on your Mission. Now, of course, when it is being facilitated, the facilitator must be skilled in getting everyone on board with the final product.

Key is letting your employees know that each one of them has an opportunity to challenge it, provide their personal input and suggest changes, but that, ultimately, when the majority of the employees and management agree to the final document, then it is up to all employees to respect it and support it.

Benefits of Creating or Revisiting Your Mission.

The benefit of creating a Mission or revisiting a current one is that it opens up the communication process inside of your organization.  An effective Mission is based on input and commitment from as many people within your organization as possible. A Mission statement should not be an autocratic version of Moses and the Tablets.  All of your employees must feel and understand your organization’s Mission.  Only then can they make the necessary personal commitment to its spirit.

Tips for great Missions:

  • Keep it short.
  • Describe WHY customers will buy from you.
  • Define your product or service clearly.
  • Identify WHO is your ideal customer.
  • Specify WHAT you offer your customer — benefits, services, advantages, etc.
  • Delineate what makes your product or service different from that of your competition.

Examples:

Google: “We organize the world‘s information and make it universally accessible and useful.”

Starbucks: “We inspire and nurture the human spirit — one person, one cup, and one neighborhood at a time.”

Share with us your experiences with your organization’s Mission.  How was it created?  Who was involved, how would you have changed the process?  Is the Mission applicable to you and your coworkers?  Share with us and help the community to learn and grow.

 

 

HR Trends 2020

Upcoming 2020 HR Trends for Christians in the Workplace


Whether you are in the C suite at a large organization or working at a nonprofit, a college, ministry, or church, one of your most critical tasks is to ensure that your colleagues work in a safe, comfortable environment. Surveys consistently show that workplace culture is directly correlated to organizational success. Because of this, you must pay close attention to how your employees feel, and whether they are positioned to do their best work at your organization.

Therefore, as we enter a new decade, it is worth taking the time to explore some of the most important HR trends for Christians in the workplace. Even if you do not interact with HR on a day-to-day basis, understanding these trends can go a long way toward creating a terrific workplace experience for all of your colleagues.

Upcoming HR Trends for Christians in the Workplace

One upcoming HR trend for Christian ethics in the workplace centers on the rise of soft skills. Much of the media discussion regarding the war on talent focuses on the technical skills necessary for a particular role. And, clearly, your HR department and hiring managers need to ensure that your team members can successfully do their work. That being said, some of the largest skill gaps are behavioral, rather than technical. Soft skills like emotional intelligence and creative problem-solving are extremely valuable, regardless of your type of business or the services you offer.

Embracing Christian ethics in the workplace gives you and your organization a distinct advantage. The Christian faith naturally calls for followers to work on their emotional intelligence skills, for us to recognize that everyone around us has their own desires, dreams, and needs. Christians in the workplace stay true to a set of principles and values, and apply them to their colleagues.

Ultimately, it is difficult to hire for “soft skills.” They are difficult to identify on a résumé/CV. That said, having already incorporated Christian ethics in the workplace, you should leverage the emotional intelligence and other soft skills of your team. Even though technology has changed the world as we know it, these soft skills can help set your organization apart from its competitors. Make sure you take advantage of them in 2020.

From the rise of soft skills, 2020 will be the year of diversity of location and schedule. More of your current and new employees will be looking for flexible working schedules, whether that means having the option to work remotely several days per month or something else. Flexible working schedules can be a double-edged sword. On one hand, they increase employee morale. Some studies also show that flexible working schedules result in increased productivity. On the other hand, flexible working schedules require a significant amount of trust in your workforce. It may also be logistically difficult, depending on your particular organization.

While you and your colleagues must make the final call, Christian ethics in the workplace may tip the scales in favor ofallowing for flexible working schedules. Your colleagues, in all likelihood, will not abuse this freedom and be intent on doing the best possible work they can outside the office. Once again, it is a judgment call, but this is a fact that you may want to consider.

Finally, a key trend in HR for 2020 will be the rise of mental health services to employer benefits. While it may have been overlooked in past years, employers are increasingly looking for enhanced mental health options for their employees. The modern-day workplace is stressful. Clients can be demanding. Not only that, but employees may be dealing with other stresses in their non-work lives.

Whether or not your company adopts Christian ethics in the workplace, allocating part of your budget to mental health care for your employees can go a long way. Not only can it make your colleagues happier, but it can increase productivity within your company.

Spiritual Health

As Christians, we believe that the most important aspect of our health is spiritual health. The best benefit you can offer employees is access to a chaplain. Corporate Chaplains of America, a workplace chaplain network, provides employees with 24/7 access to the largest nationwide network of full-time workplace chaplains. These chaplains are professionally trained and prepared to care for people in crisis. Chaplains can help in circumstances where you, as an employer, cannot. Chaplains assist employees with hospital care, family and marriage care, substance abuse, stress management, and interpersonal conflicts. They are a great benefit and we have personally witnessed the impact they can make on morale and the eternal security of your employees.

Preparing for the New Decade

These near-term trends for Christians in the workplace are important to monitor. By taking advantage of these trends, you can help create and maintain a wonderfully positive and supportive workplace culture at your organization.

Therefore, as the new decade looms, keep these HR trends in mind. Gather your team to determine how you can leverage any or all of the trends mentioned above. By doing so, you can help ensure your organization starts off on a strong foot in 2020.

In HIS Name HR provides results-oriented human resource outsourcing services, professional recruiting services, and leadership development utilizing behavioral and talent assessment tools, as well as solutions to reduce HR costs and create more successful, productive employees. We help you develop a high-performance organization.

 Contact Us In HIS Name HR LLC

 

Protect Your Mission ~ Lancaster PA In HIS Name HR LLC

Protect Your Mission ~ Lancaster PA


HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in todays’ hostile world.

Teague Learning Commons
Thursday November 14, 2019
8AM-Noon

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Presenter Randall Wenger Esq. has a myriad of experiences from all his years of working on religious liberty cases in Pennsylvania including the Conestoga Wood Specialties case that resulted in a landmark victory in the US Supreme Court for religious liberty and the sanctity of life. Randy understands the pressures and dangers that are facing those who want to run their businesses and organizations in line with their Christian values.

Let Mark and Randy help you by sharing their experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.

Leading an organization with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

  • Lower absenteeism
  • Higher quality products
  • Less employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Topics To Be Covered

  • Legislative and policy dangers
  • Current state of religious liberty in court
  • Creating a high performance culture through practical HR competency development
  • Where most organizations go wrong engaging employees
  • Setting expectations
  • HR tools for creating success
  • Employee policy manuals
  • Codes of Conduct
  • Employee relations and communications
  • Performance management
  • Counseling and discipline procedures
  • Terminations
  • An overview of labor laws

Click Here For Tickets

Teague Learning Commons (Map)

About The Pennsylvania Family Institute

The Mission of the Pennsylvania Family Institute is to strengthen families by restoring to public life the traditional, foundational principles and values essential for the well-being of society. It is  the only full-time, professionally staffed non-profit organization representing family values—your values—in the state capitol. It encourages responsible citizenship and involvement in civic affairs to promote respect for life, family, marriage and religious liberty.

About The Presenters

Randall L. Wenger, Esq. – COO & Chief Counsel
Randall Wenger is Chief Counsel of the Independence Law Center in Harrisburg, a pro-bono law center affiliated with the Pennsylvania Family Institute and dedicated to maintaining those liberties that have made America great and free. He has litigated in federal courts all around the county, and his cases have included the free exercise of religion, freedom of speech, bodily privacy, and pro-life issues. In addition to his role with the Independence Law Center, he is COO of the Pennsylvania Family Institute.

Randall has an economics degree from the University of Chicago and earned his J.D. at the University of Pennsylvania. He lives in Lancaster County, and he and his wife Tina have seven children.

Mark A. Griffin, MBA – President and Founder In HIS Name HR LLC
Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.

Labor Issues IHN HR

3 Labor Law Issues that Can Destroy Your Organization


Are you complying with all the proper state and federal labor laws? 

If not, it could cost you everything.

 In large corporations, an entire human resources (HR) department navigates the complex minefield of federal and state labor laws. Most small organizations think of HR as an afterthought, or HR responsibilities like hiring, benefits, compliance, and payroll falls to a few people who aren’t properly trained. This can be a pricey mistake. Laws concerning overtime, unlawful termination, and equal rights are just a few areas that trip up organizations, big and small, all the time.

Labor laws fill volumes and are quite complex. Plus, labor laws vary from state to state! Even Walmart ran into trouble recently and incurred $4.83 million dollars in back wages, penalties, and fines for violating The Fair Labor Standards Act. The mistake? Managers were misclassified and not appropriately compensated for overtime work. Unlawful termination is another problem that has cost organizations like UPS, Carmike Cinemas, and Dial Corporation dearly. Yes, it’s tricky. Do you know the laws?

It gets worse—the government is ramping up efforts to check up on organizations and crack down. The Obama administration has allotted $25 million for the sole purpose of investigating those misclassified as “independent contractors,” hoping to reclaim lost tax revenue and pad the IRS’s coffers. Be smart. Remember that stiff penalties and lawyer fees can decimate your organization. Are your workers properly classified?

Stay legal and remember these 3 key points:

 Child labor, non-resident labor, and equal rights legislation are the three areas where small organizations most often fail to comply.

• Both state and federal labor information is free and available online.

• Outsourcing with an HR professional firm can save your organization a lot of time and money.

Most organizations with fewer than 100 people benefit from outsourcing labor law compliance and other human resource tasks to HR professionals. The alternative is risky: employees are often uninformed about and under-trained in labor law compliance. Look out! Federal fines could be in store for you. In addition, HR often falls outside an employee’s main job focus, so getting it wrong or spending valuable time away from primary tasks can cripple productivity in a small organization. Get the right person trained or on your team to comply with labor laws.

Regrettably, staying legal has never been more difficult or important.

Make sure to get the help you need right away.

##

 Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 25 years of HR experience. Learn more about Mark’s journey in HR by watching this short video. In addition you can also follow him on FacebookTwitter and LinkedIn.