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Posts by melissapfiala

Preparing for the 2017 holidays

Preparing for the 2017 holidays

By on Oct 31, 2017 in Blog, Communication | 0 comments

Happy Halloween! It is hard to believe we are already at the end of October and beginning the 2017 holiday season. Rather than list out the various holidays celebrated by different people throughout these two months, we wanted to provide some general reminders to help you plan your holiday season.   We encourage you to ensure that you are being fair and consistent when granting time off or flexible schedules and inclusive if you decide to have holiday themed office celebrations. If you have not already done so, prepare and post holiday schedules now.  Include the dates you will be open for business and the ones you will be closed. If the holidays fall on weekends, address whether you plan to close the day before or the day after the holiday.  If so, make sure you let people know by sending out a company notice with the posting. Some industries, such as medical or retail, may have normal hours and scheduling or even longer hours.  Make sure people are aware of this.  It is completely appropriate to state that you have certain ‘blackout’ periods in which no time off may be granted due to business needs. Keep in mind that there are several religious and other holidays throughout this period, some of which may be unfamiliar to you.  Remember to treat people fairly, even if it is a holiday that you do not know. Check your employee handbook to remind yourself of holiday policies, such as who eligible for holiday time off and holiday pay.  Make sure you understand how holiday pay is calculated and explain it to those employees who will be receiving holiday pay. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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Client success story – ACRT Inc.

Client success story – ACRT Inc.

By on Oct 24, 2017 in Blog, HR Consulting, Success Stories, Training and Development Consulting | 0 comments

One example of how Organizational Architecture assists its client with management training is our work with ACRT Inc. and its management development workshops. Training and development programs can help new managers grow into their role and make current managers even better! ACRT is a leading independent utility vegetation management consulting company that prevents and rapidly resolves utility challenges by assessing and monitoring utility systems for vegetation liabilities and storm preparedness. They have teams of employees all over the United States ensuring that electrical power lines are clear of hazards that can disrupt service. They were ready to implement several initiatives to help their workforce, but with limited bandwidth, they needed to bring in an external resource to assist them. Their leadership had already done a needs assessment of their managers and identified development areas, so they were ready to hit the ground running. We were able to help them by developing and delivering training workshops on topics such as Customer service Effective communication Effective interviewing and selection Effective presentation techniques Leading productive meetings Understanding generational differences The workshops included facilitation, workbooks, activities, handouts, and other tools for effective learning.  Additionally, many of these workshops were developed to be uploaded to their learning management system [LMS] so that remote learners could take advantage of the learning. Bob Chess, Chief Human Resources Officer at ACRT, said, Organizational Architecture was a huge help with developing and delivering our leadership workshops.  We had begun to develop an internal capability for staff training and development as part of our overall succession planning process, and needed assistance in the meantime ensuring our staff received the training they needed. Partnering with Organizational Architecture allowed us to focus on launching other HR initiatives while ensuring that development of our managers was underway.   They were effective in helping us develop the content for the workshops as well as the tools to ensure effective learning.  Organizational Architecture was able to provide an outside perspective on how to deliver the training effectively, which equipped our managers with tools to integrate into ongoing performance management and delivering annual performance reviews. No matter what type of training your staff or managers need, Organizational Architecture can provide the necessary training to help...

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Come see Organizational Architecture present at 2017 Cleveland Accounting Show

Come see Organizational Architecture present at 2017 Cleveland Accounting Show

By on Oct 18, 2017 in Blog, Presentations and Conferences | 0 comments

Come see Organizational Architecture present at The OSCPA Cleveland Accounting Show on Wednesday October 25 and Thursday October 26, as we cover the topic Finding and Keeping the Right People During Times of Transition during our session. Also stop by our exhibition booth to meet us and learn more about our organizational design and human resources consulting services. Watch for more events OA will be presenting at on our blog, as well as Facebook, LinkedIn, and Twitter.  Please contact us if you need assistance with your HR...

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Ohio minimum wage will increase for 2018

Ohio minimum wage will increase for 2018

By on Oct 17, 2017 in Blog, Compliance, In the News | 0 comments

The Ohio Department of Commerce has announced that Ohio’s minimum wage is to increase on January 1 2018.  It will increase to $8.30 per hour for non-tipped employees and $4.15 per hour for tipped employees.  The minimum wage will apply to employees of businesses with annual gross receipts of more than $305,000 per year.   The current 2017 Ohio minimum wage is $8.15 per hour for non-tipped employees and $4.08 for tipped employees.  The 2017 Ohio minimum wage applies to employees of businesses with annual gross receipts of more than $299,000 per year.   The Constitutional Amendment [II-34a] passed by Ohio voters in November 2006 states that Ohio’s minimum wage shall increase on January 1 of each year by the rate of inflation.  The state minimum wage is tied to the Consumer Price Index [CPI-W] for urban wage earners and clerical workers for the 12-month period prior to September.  This CPI-W index increased by 1.9 percent over the twelve-month period from September 1 2016 to August 31 2017.  You can access the Constitutional Amendment online.   Employers should remember to post the Ohio Minimum Wage 2018 in their place of business.  Additionally, we remind employers to stay up to date on the required postings for their state.  Click here to access the list of required postings in the State of Ohio.   If you have questions about required postings or other compliance issues, contact us and check out our blog for more helpful...

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How to prepare for an I-9 compliance audit

How to prepare for an I-9 compliance audit

By on Oct 12, 2017 in Blog, Compliance | 0 comments

In our last post, we shared some details about the new version of the Form I-9 employers have been required to use since September 18.  After the recent release of the new version in an atmosphere of increase enforcement, companies need to stay on top of I-9 compliance. The U.S. Department Security’s Immigration and Customs Enforcement [ICE] can examine your business’s records at will, so it is best practice to regularly conduct I-9 compliance audits.  Here are some things you should do when undergoing an I-9 compliance check: Fill out all sections properly and completely. Pay special attention to sections 1 and 2 which will be reviewed for accuracy in an audit.  Section 3 will only be reviewed if changes have been made such as employment status, reverification, and rehires. Update your roster of employees. Remember, all employees hired on or after November 6 1986 must have an I-9 filled out.  If you discover than an I-9 is not present for an employee, make sure to obtain one as soon as possible. Have valid I-9 documentation. After you review your roster, check that all documentation is account for.  Remember, documentation for former employees is only needed for one year after separation or three years from date of hire [whichever is later]. Obtain all necessary signatures. It is crucial to carefully look over all three sections of the I-9 once it has been completed to ensure you’ve signed in all the required areas. Conducting a self-audit is the best way to ensure you are up to date on I-9 documentation. For more details on Form I-9, check out the USCIS’s I-9 Central webpage, which contains instructions for handling the Form I-9 and publishes current announcements on any updates and changes. Do you have questions on managing your employee Form I-9’s or other HR compliance topics? Contact us and check out our blog for more helpful...

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