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Showing posts from August, 2020

Safety and Turnover: How are they related?

  By: Millie Springer, Director of HR In a study done by in 2016 by Liberty Mutual Research Institute for Safety, it was found that not only does employee safety climate perception impact an employee’s job satisfaction, it impacts employee engagement/performance as well.     In this study, two companies were examined.  In each case, it was determined that the more the employee felt that there was a positive safety climate at the company and group/department level, the higher the employee rated his or her job satisfaction.  It is important to note that the employee needed to feel like this was a priority at both the company level and the group or department level.  Having either one of these missing, could impact the results.     Employees who have higher job satisfaction, in turn, have increased productivity and engagement.  Increased productivity is a goal for many reasons.  Not only does increased productivity mean that an employee is working to their potential, that can lead to redu

What Makes a PEO Company a Better Choice for a SMB

This is a great article on why every small business needs a PEO! What Makes a PEO Company a Better Choice for a SMB By   Abel Anderson  -  August 26, 2020 Small businesses have a lot to deal with as they are starting up and beginning to grow. What may have started as a one-man show now has employees and benefits to sort out. Wouldn’t it be great if there was someone who could help them with all of the administrative tasks that are daunting and time-consuming so they can focus on productivity? The great news is there is! Professional Employer Organizations, or PEOs for short, are companies that are contracted to control all of the human resource functions for SMBs. They work hard at managing everything, so the small business owner doesn’t have to do it themselves or hire someone to manage it. The Cost of Employees Let’s face it, hiring employees is expensive. You have the recruitment costs, the costs of onboarding and the time lost to train the employee. Additionally, you have a competi

Workplace Safety with COVID-19

Workplaces have changed drastically in the last few months. Each company has had to assess the workplace and determine how it will modify to mitigate coronavirus risks. Some companies are choosing to split the workforce into shifts to limit the number of people in the building at one time. Others are allowing their employees to work from home when possible. Some are rotating who is in the office on any given day or week. All companies are looking at workstations to determine how best to ensure the safety of employees. While a lot has changed over the past 5 months, we must stay focused on the constants. Maintaining a healthy environment for employees is definitely at the top of the list of priorities for companies. Companies need to be aware that the efforts they take to ensure workplace safety will impact the types of candidates they attract, their turnover rate, as well as the productivity of their employees. Often a cost/benefit analysis is used to determine the viability of propose

The QTI Group Gives a COVID-19 Relief Update

                                August 13, 2020 On Saturday, August 8, 2020 the President signed four executive memorandums related to COVID-19 relief. There are media reports that all orders may be subject to constitutional challenge. Consequently, more time is needed to determine when and how these proposed Presidential relief actions will take effect.   We’ve had a few clients inquire about the memorandum and how it will impact them, so we decided to provide a summary of the two orders pertinent to businesses.  Federal Unemployment Benefits: The “Memorandum on Authorizing the Other Needs Assistance Program for Major Disaster Declarations Related to Coronavirus Disease 2019,” proposes an additional $400 in weekly federal unemployment benefits to replace the expired $600 a week benefit under the CARES Act. $300 of the $400 amount would be funded by the federal government while the individual states must fund the remaining $100 or seek a waiver if the state is not financially able to