Scalable human resources solutions that
improve compliance and eliminate headaches
without the extra expense of more HR staff.
With Helpside you get access to:
Helpside gives you access to a team of HR experts who take the time to get to know your business and your employees, so can rest easy.
Learn more about HR ServicesWe put together these seven HR templates that will make your job as an employer easier. (P.S. They are all editable Word documents so you can add your logo and make them your own!)
√ Job description template
√ Offer letter template
√ Overtime exemptions duties test
√ Payroll deduction authorization form
√ Corrective action notification template
√ Performance evaluation template
√ Pre-termination checklist template
By partnering with Helpside, leaders at JARDINE are able to dedicate more time to mentoring employees and guiding them from general labor roles to more advanced positions – improving company culture, a key factor in their success.
Typically, any questions that could be considered discriminatory should be avoided. These include questions about age, race, ethnicity, family situation, marital status, military service, child care arrangements, mode of transportation, medical conditions, etc.
Here are some Sample Interview Questions you can use.
Yes, the Employment Eligibility Verification form, or Form I-9, must be on file for every employee who was hired after Nov. 6, 1986.
When an employee is hired, he or she should complete Section 1 of Form I-9. The employer must complete Section 2 of the form within three days of the date of hire. Section 2 involves checking the employee’s identity and employment eligibility by reviewing certain documents and recording information about those documents.
Review our I-9 Self Audit for more tips and best practices.
Employers with 50 or more employees within a 75-mile radius are required by federal law to provide FMLA for employees experiencing a qualifying event. If you have fewer than 50 employees, your company may still opt in to FMLA. Once you do, you must remain in the program until for one rolling calendar year after the last person completes his or her FMLA to avoid any sort of discriminatory claim. For more on FMLA, download our FMLA fact sheet.
It may, but we don’t recommend this process for all situations. Severance agreements are generally reserved for managers, directors, VPs, etc. If you start giving them to anyone in your organization, you may open yourself up for a discrimination case when you give it to one employee, but not the other. Plus, if you are terminating for poor performance and you give a severance, you are rewarding bad behavior and setting a precedence for it.
Following a progressive discipline process is the best way to protect yourself and your company from unnecessary unemployment and discrimination claims.
Brandon has more than a decade of Human Resources experience and has helped thousands of supervisors and employees navigate complex employee relations issues. His experience allows him to make complicated employment situations and regulations approachable for small businesses.
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Connect with Brandon |
What To Do if an Employee Requests Medical LeaveLeaves of absence, whether expected or unexpected, can be daunting for many companies and the way to manage it is not always clear. Many employers ask, “Do I have to hold their job? Do I have to pay them while they are gone? What about benefits?” Adding to the confusion, are the requirements under applicable federal and state laws. So, what to do? First, know which laws apply and what you are obligated to provide under each law. |
Improving HR Practices with an Annual Self-AuditHaving good human resources practices in place makes it easier to run your businesses and protect your company from unnecessary legal challenges. It can be overwhelming if you try to tackle everything at once. Conducting a self-audit can be a great way to identify areas that might need your attention. Helpside has resources to help clients address all of these human resources challenges. Here are some questions you can ask yourself to get started on your audit. |
What Employees Really Want (Besides a Raise)While compensation remains a key factor in employee satisfaction and retention, it is not the only driver of engagement or performance. Many employees today are looking beyond salary and seeking more meaningful and sustainable value from their workplace. For small businesses aiming to retain top talent and foster long-term success, understanding these priorities is essential. Here are several factors employees consistently value. |
1 – Start the Conversation: Contact us to schedule an introductory call to learn about your current HR needs.
2 – Get Your Custom Solution: We’ll evaluate your needs and show you your service options.
3 – Improve Your Company: Allow Helpside to support your team so you can build the company you dreamed of.
Fill out the form to the right and our team will reach out to learn more about your business and provide a custom HR services package.
