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College Internships

Employee Intern checklist

When an employer decides to hire an intern, important factors to consider prior are listed above.

Other specific questions can be found here: NH DOL.
Another important note, If the internship is unpaid, all businesses must be pre-screened by the Department of Labor prior to a student’s internship (RSA 279:22-aa; New Hampshire Administrative Rules Chapter LAB 805.03 Application Evaluated). All approved businesses can be found here Pre-Approved Work Sites and are approved for one year.
Click here to contact us with questions.

ADA Refresher

As we spring into a new season, it is a great time for an ADA standards refresher. It is unlawful for private employers, state and local governments, employment agencies, labor organizations, and labor-management committees to discriminate against an individual with a disability. It is also your responsibility as a business owner to provide reasonable accommodations to the job and/or work environment.
Did you recently change office spaces at your company? As employees start coming into the office to work, you need to be sure your space is ADA compliant. Things to consider: wider doors for wheelchairs, special phone or availability of interpreters for hearing impaired employees/clients, and special computer software for vision impaired employees/clients.

Still unsure which accommodations to provide? Utilize AskJAN to review the most frequent issues employers face related to accommodations and ADA compliance. You can also reference JAN’s Searchable Online Accommodation Resource (SOAR) system to investigate work accommodation options.

HR Synergy is happy to help you. Click here to contact us.

 

FAIRNESS FOR BREASTFEEDING MOTHERS ACT

While not a legal requirement under the ADA to accommodate nursing mothers at work, the Fairness for Breastfeeding Mothers Act (FLSA) of 2019 requires certain employers to provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk” in “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk”.
The provided location, even if it is not dedicated exclusively to the nursing mother’s use, must be available when needed. The location must be hygienic and completely private with a lock. It must also contain a chair, working surface, and an electrical outlet. Businesses with over 50 employees are required to give uncompensated breaks for milk expression. For exceptions see WHD Fact Sheet #22, Hours Worked under the FLSA. Also, check with your state for greater protections beyond the FLSA requirements.
Check these sites for more information:
Additionally, the ACA requires new private health insurance plans to provide coverage for specified women’s preventive health services, such as breastfeeding support, supplies, and lactation consultation, with no cost sharing.
For more information:
Click here to contact us with questions.

The Humans Behind the Emails

March is full of things to celebrate!

Did you know that the first week of March is “Universal Human Beings Week”? How can your organization celebrate the art, history, culture, and community of humanity?

Also, March 4 is “Employee Appreciation Day”. Post a picture of your team with how you are honoring them as humans behind the job here

In commemoration of “Universal Human Beings Week” and “Employee Appreciation Day”, I, Michelle Gray, president of HR Synergy, LLC, highlight the importance of her HR Synergy team members and why I appreciate each of them.

Linda is my Compliance Guru. If she’s unsure about something, she’s not going to say anything until she’s 100% confident. Linda works with incredible follow-through.

Jessica is my Numbers Person. The more “numbers projects” I give her, the more she wants. She is our numbers cruncher who keeps going at something until she figures it out.

I don’t know how Rhonda does it. She finds top-notch candidates, even if she must turnover a rock. She never gives up.

All of my team never gives up. They all give 110%.

March 19 is “National Clients Day”. We at HR Synergy, LLC are thankful for you, our clients. Watch for your surprise coming this month as a THANK YOU from us!

 

HR Synergy is happy to help you. Click here to contact us.

PLANNING FOR SEASONAL HIRES

It’s that time of year again! Between April and July, 16- to 24-year-olds look to work seasonally. Therefore, we’re here to give you a refresher on the labor laws based on age. Also, different documentation is required based on the age of the employee.

Employees under 16, must have an Employer’s Request for Child Labor form completed by their local school/superintendent’s office/legal guardian and must have the Youth Employment Certificate completed by their legal guardian within 3 days of employment date.

Employees between 16 and 17 years old must have written permission from a parent/legal guardian kept on file by the employer prior to start date with the following information:

  1. The employer’s name and location
  2. The date permission is given by the parent or legal guardian
  3. The signature of the parent or legal guardian
  4. The title of the position the minor will fill or a description of the work activities
  5. The minor’s date of birth.

Click here to sign up for NH Department of Labor Labor Law Webinars.

Be sure to review the Child Labor Bulletin 101 under the Fair Labor Standards Act to check that the work does not fall under “Hazardous Occupations.”

 

Click here to contact us for suggestions on how conduct seasonal hiring practices.

“The Great Resignation”

“The Great Resignation” -record number of people re-evaluating their jobs and then leaving their jobs once COVID-19 pandemic ends. Resignation rates are highest in technology and healthcare industries and among mid-career employees. Mass layoffs occurred at the beginning of the pandemic. Employees felt the need to hold onto their jobs if they were lucky enough to still have them. Now, workers who do not need their jobs for survival are leaving. Those who do lean on their job for financial support are fatigued from the pandemic disruptions.
What’s the great challenge organizations will face after the pandemic?
The pandemic greatly changed the architecture of companies; many employees will not return to working in the office full-time. Hybrid models will be prevalent, including asynchronous work and work settings.
Actual office buildings will be used to hold meetings and recruiting opportunities, causing a shift in the leadership necessary for success (traditional manager leaders to self-leadership).
What’s causing the Great Resignation?
Jobs that require providers and receivers of products/services to be at the same place at the same time are suffering the most from the “Great Resignation.” Healthcare and service industries (hospitality, food service, music concerts, passenger airlines, retail, sporting events) are currently suffering from the lowest retention rates. If an organization can allow at least one aspect (location or time) to be asynchronous, they will retain workers at a higher rate. Businesses that promote asynchronous virtual work, such as online retailers, remote work service providers, and streaming services, have the best retention due to the greater flexibility that allows for a better work-life balance.
Organizations need to manage the greatest challenge that comes with remote work to prevent resignations. The biggest challenge is the need to build communication across departments.
Click here to contact us for suggestions how to increase retention.