HMG Success - The Advance Group

This Trick Takes the Stress Out of Scheduling

HMG Success on February 24, 2020

Scheduling can be a contentious issue in any company. Managers often have to balance the organization’s needs with employee availability and preferences. Plus, there can be fluctuating occurrences that have to be addressed, like vacations or extended sick leave, that make maintaining a steady schedule challenging.

Finding a way to handle staff schedules in a way that works for the company but is also well received by your team isn’t easy. However, there is an approach you can use to make the process less stressful. If you want to take the stress out of scheduling, here’s a tip that can help.

The Scheduling Challenge

Often, scheduling a data-driven process. Managers review the needs of the organization, compare it to employee availability data, and try to create a schedule that is functional and efficient. The issue is, this method removes the “human” factor. It doesn’t account for how workers feel about the scheduling choices being made, and that can be problematic.

If your employees feel that some people are unfairly getting a more favorable schedule, that can impact your company’s culture. It can breed a sense of envy and distrust. Some workers may feel negatively about management, and some may begin to resent the team members that they believe are unjustly benefitting from the schedule.

Plus, if some employees believe they are perpetually getting the short end of the stick or their work schedule makes it difficult to manage their personal life, their stress levels can rise. At times, these feelings may even lead to burnout, which can lead to falling productivity and higher turnover.

Why Empathy Makes a Difference

If you want to take the stress out of scheduling, you need to look beyond the data. Before you solidify a plan, you need to use some empathy.

Begin by talking with your team. Find out what challenges they have been facing due to the existing or past schedule. Ask questions about any upcoming events in the workers’ lives that might need accommodating. See if their availability needs updating or if it may need an update in the near future.

If your employees aren’t comfortable speaking with you directly about issues they are experiencing, consider using a different approach. For example, a survey that can be submitted anonymously may give them a platform to air any grievances or present concerns without feeling put on the spot.

Then, once you have the information, try to be compassionate as you create the schedule. While you still need to make sure the company’s needs are handled, you may have enough flexibility to apply some adjustments that can benefit your employees.

Just make sure that you keep things fair. Don’t prioritize one employee’s needs over another’s without justification and, if you have to turn down a worker’s scheduling request, speak with them regarding the decision. Communication and empathy can work wonders when you are creating schedules, allowing you to make the experience less stressful for all involved.

If you’d like to find out more, the team at The Advance Group can help. Contact us today and see how our employee management expertise can benefit you and find exciting new employees available to start today.

Work-Life Balance Is Possible (But Not Easy!) for New Parents

HMG Success on February 21, 2020

Many professionals know someone who seems to have it all together. Maybe it’s a working couple with children who makes it look like juggling their professional and family obligations is a breeze. It could even be images on social media of people living their “best lives,” bouncing from their kids’ soccer games to vacations all while being a top performer at work.

This can make it look like achieving an ideal work-life balance is natural or, at least, like those who pull it off are harboring some secret that makes it all possible. However, while it is often challenging, any new parents can pull it off. If you’re wondering how, here’s what you need to know.

Make the Most of Your Early Morning Hours

Getting up an hour or two before the children can give you the time you need to thrive. It gives you the ability to start your day without interruptions, making it easier to handle some work duties or household responsibilities. You could also use your early morning hours as “me” time, enabling you to squeeze in a workout, catch up on some reading, or enjoy a cup of coffee quietly.

Adopt a Project Manager Mindset

Project management is all about organization and scheduling. While outlining how you’ll spend every hour of your day (and even blocking out time for relaxing or spending time together as a family) might seem overkill, it can give you a substantial amount of control.

Plus, it reduces the odds that something will be overlooked. You won’t have to scramble or wonder if you aren’t adequately prepared for the next activity. You’ll have everything blocked out. As long as you follow the system, you can take charge of your day.

Just make sure that you also put your work breaks, family time, and personal tasks in your calendar. Additionally, set notifications that can tell you when it’s time to switch gears. That way, you won’t neglect yourself or your loved ones along the way.

Make the Most of Your Benefits

Many companies have policies or programs that are family- or new parent-friendly. This can include maternity and paternity leave, flexible schedules, telecommuting arrangements, daycare agreements, and much more.

Whether you are a new parent, have a child on the way, or have growing kids, review your employee handbook. See if there is a benefit that you haven’t been using and see if there is a way to maximize it.

Ultimately, it is possible to maintain your work-life balance as a new parent. While it can take some effort and planning, once you have the strategies in place, it’s easier to keep things in order.

If you’d like to learn more about managing your personal and professional life efficiently, the skilled team at The Advance Group can help. Contact us to speak with a member of our knowledgeable and experienced staff today and see how our expertise can benefit you or help you find a job better suited to your family’s lifestyle.

What Is the Difference Between MIG and TIG Welding?

HMG Success on February 17, 2020

If you are thinking about becoming a welder, you might have learned that there is more than one type of welding. Companies may look for candidates with specific welding skills, such as inert metal gas (MIG) or tungsten inert gas (TIG) welding experience or training.

By knowing what the difference is between MIG and TIG welding, you can make sure that you have the right capabilities to land your ideal job. If you aren’t familiar with what each type of welding entails, here’s an overview that can help.

What Is MIG Welding?

MIG welding is also referred to as gas metal arc welding or GMAW. With MIG welding, a metal wire is connected to an electrode. The electrode melds the two materials you are trying to bind together. As the wire makes its way through a torch, it liquifies. That liquid metal is continuously fed along the line that is being welded, allowing it to act as a filler between the two pieces. A MIG welder also releases a shielding gas, protecting the area being worked on from various atmospheric gases that can cause problems, such as nitrogen and oxygen.

Welders get a lot of benefits from choosing the MIG welding process. High-quality welds can be done quickly, and there’s a limited amount of splatter. It’s also incredibly versatile, working with a broad selection of metals and alloys.

However, MIG also has some drawbacks. It can be a pricier approach for one. Additionally, the metal cools very quickly, so making corrections is challenging. MIG welding also isn’t suitable for outdoor welding in most cases.

What Is TIG Welding?

TIG is a bit different as it uses an electrode made of tungsten that is non-consumable. It directs a current between the two metal pieces that you are trying to bind. The electrode heats the metal of the pieces until they reach the point of liquefaction. Along the way, the welder creates puddles of filler material, allowing the elements to join.

You have to use both hands with TIG welding. One holds the torch while the other keeps the filler material that is used to create the puddles in place. It is possible to create a successful weld without a filler material when you use the TIG welding approach, but not all companies use that method. There is also a foot pedal that controls the flow of electricity to the torch.

TIG welding provides several benefits. Not only can the welds be highly precise, but the aesthetic result also tends to be pleasing. The quality is high, and the materials involved are usually noncorrosive.

However, TIG welding does have disadvantages. It is a slower process, so patience is a necessity. Additionally, your work surface has to be exceptionally clean to get a good result.

Is One Approach Better Than the Other?

Both MIG and TIG welding are widely used, and one approach isn’t necessarily better than the other overall. However, one may outdo the other in certain situations. For example, MIG is often preferable for thicker metals, and it’s generally cheaper. It’s also easier for those new to welding to start with MIG. However, TIG might be best if you are joining small metal pieces, if the metal is thinner, or if the final appearance of the weld needs to be appealing.

Ultimately, both MIG and TIG welding have their place, and there are job opportunities that focus on each or that favor candidates with both. If you would like to learn more about starting a welding career or are looking for a job as a welder, the team at The Advance Group can help. Contact us to speak with our knowledgeable staff members today and see how our welding career expertise can benefit you.

Is Marijuana and Drug Testing Still Relevant for Your Light Industrial Workforce?

HMG Success on February 14, 2020

The legalization of medicinal and recreational marijuana seems to become more widespread each year. In Michigan, both medicinal and recreational cannabis is legal. In Ohio, medicinal marijuana is legal, while recreational is not. Illinois, a neighboring state, hasn’t legalized either.

Since marijuana laws vary dramatically from one state to the next, companies are struggling to determine whether drug testing (specifically, marijuana testing) is still relevant. If you are managing a light industrial workforce, here is what you need to consider.

Cannabis Is Still Illegal Federally

In the eyes of the federal government, marijuana use in all forms is against the law. For companies that are highly regulated on the federal level, screening for drug use might be a necessity. This includes as part of the hiring process and random drug testing of all current employees.

State and Local Laws

At times, companies have to follow state or local laws regarding the use of drug screening. This could mean that an employer can only require a test after a candidate has received a copy of the drug testing policy, has been given advance notice, and/or has received a conditional offer of employment.

There are also situations where the role dictates whether specific drug screening laws take effect. Additionally, some states allow employers to opt not to hire a candidate who either fails or refuses to participate.

However, there is also a state that takes the opposing stance. In Nevada – where both recreational and medicinal marijuana is legal – employers can’t refuse to hire a candidate for merely failing a marijuana drug screening.

While the presence or lack of any state or local laws regarding drug testing doesn’t necessarily impact the relevancy of such screening techniques, they are critical considerations. There will be instances when the tests are virtually mandatory, or that specific steps need to be followed. As a result, the laws, at a minimum, are relevant to your drug screening policy and associated procedures.

The Right to a Drug-Free Workplace

Employers are legally allowed to maintain a drug-free workplace. As long as all job seekers are informed in advance that the company is a drug-free work environment, they can keep their ability to screen for various substances, including marijuana in states where it is legalized.

However, the capabilities of marijuana drug tests are a point of debate. Unlike alcohol screening methods, which can largely determine if someone is under the influence of alcohol, tests for marijuana lack that degree of accuracy. The tests can only conclude whether a person has THC (the active and potentially impairing substance in cannabis) in their system, and detectable levels of THC can remain for weeks after the last use. As a result, companies that maintain drug-free workplaces or have to align with federal standards for their industry have to treat any positive test as being over the acceptable limit.

The Issue With Medical Marijuana Use

While employers who are required to adhere to federal regulations regarding the use of marijuana don’t have to make exceptions for medical marijuana users, those that don’t need to take additional care. Firing an employee who is a medicinal marijuana user with a current prescription could result in accusations of discrimination, mainly if medicinal marijuana is used to treat a disability.

Some states require that disabled medicinal marijuana users be given reasonable accommodation, permanently banning any negative consequences for failing a drug screening for THC. However, if marijuana use prevents the person from being able to do their job effectively or creates a safety risk, that exemption might not apply.

Ultimately, the issue of drug screening has become more complex, but that doesn’t mean it isn’t relevant. Employers need to make sure that they have clear policies and procedures in place, and that all of them respect the requirements dictated by federal, state, or local law based on their industry.

If you’d like to learn more, the staff at The Advance Group can help. Contact us today and see how our candidate screening expertise can benefit you.

Should You List Internships on a Resume?

HMG Success on February 10, 2020

As you prepare to create or update your resume, you might feel conflicted about what you should or shouldn’t include. If you participated in an internship, you might wonder whether it’s appropriate to list it or, at a minimum, if that’s a wise decision.

Luckily, figuring out whether you should include your internships is relatively simple. You need to examine your situation and see whether it would benefit you to add it. If you don’t know where to begin, here are some questions you can ask yourself that can guide you in the right direction.

Is the Internship Relevant?

An internship is technically working experience. While you may or may not have been paid for taking part, you were working in a professional environment, using skills you acquired, and enhancing your capabilities along the way. It’s just like any other job in that regard and can be put in the “work history” section of a resume.

As a result, you need to look at your internship the same way you would any other professional experience and determine if it is relevant to the role you want to land. Was it in the same field? Did you acquire transferable skills that a hiring manager would value?

In either of those cases, including your internship on your resume can be the right choice. It lets you highlight valuable experience, so listing it can work in your favor.

Is the Internship Recent?

Another critical consideration is whether the internship was recent. If you are a new graduate or participated in an internship within the past few years in preparation for a career pivot, then you might not have other relevant experience in the field. If that’s the case, then you want to include your internship.

However, if you’ve had several other relevant jobs since you completed your internship, including it might not be necessary. The same situation applies to entry-level jobs once a person gets deep into their career. While the experience might relate to the target role, the details don’t provide the hiring manager with value.

Is Your Resume Short Without It?

There are instances where even an internship from years past might be an excellent addition to a resume. If you’ve only worked for one or two companies since finishing your internship, and your resume seems a bit short as a result, you might want to include it. Otherwise, even if you have a decade or more for experience, your resume may look sparse.

Typically, hiring managers only skim a resume initially. If they seem an ample amount of whitespace at the bottom, they may assume that you don’t have the experience they need or that you are earlier in your career, than you might be. In this case, adding your internship makes your resume look more comprehensive at a glance, increasing the odds the hiring manager will take a closer look.

Ultimately, whether you choose to list an internship on a resume is a personal choice. Consider the questions above and decide whether including it works in your favor. If so, then add it to your “work history section,” just as you would with any other job.

If you’d like to learn more, the team at The Advance Group can help. Contact us to speak with a member of our staff today and see how our resume writing expertise can help you find a new job today.

Ever Consider Working as a Forklift Operator?

HMG Success on February 7, 2020

For some, the idea of driving a forklift is very enticing. Operating equipment can be delightful as well as part of a lucrative career.

If you don’t have any training or prior experience, then you’ll need to take a few steps before you can start a career as a forklift operator. Here’s what you need to do to qualify for a job that focuses on driving forklifts

Training Programs and Technical Certifications

Before you can begin operating a forklift, you need sufficient training. Along with hands-on experience, forklift driver courses cover a ton of important information.

You’ll learn about workplace safety, including how various surface conditions and load types impact stability. Additionally, you’ll receive instruction on safe driving practices, how to adjust for pedestrian and equipment traffic, and even essential maintenance.

In many cases, you will have a chance to acquire skills for different kinds of forklifts, including standup and sit-down versions. Plus, you’ll review OSHA safety requirements as well as any more that are outlined by your state.

Typically, companies favor candidates who graduate from a robust training program or have a technical certification from a reputable entity. While you’ll also have to participate in additional training at the worksite, if you are hired (as OSHA requires this), it ensures you have the right foundational capabilities and knowledge to perform in the role.

Must-Have Skills for Forklift Drivers

Along with the hard skill you’ll acquire during training, others will benefit you as a forklift driver. Basic math and computer skills are beneficial. The ability to do basic math ensures you can properly calculate loads, while computer skills assist you with various forms of equipment operation.

Typically, the ability to handle some heavy lifting is highly desirable. While your primary duties may involve operating a forklift, that doesn’t mean you won’t have to carry weighty boxes or use tools that can be a bit hefty.

Many of the other needed ones are soft skills, a reflection of various traits that company’s look for in top candidates. Often, employers prefer job seekers who are very safety-minded. Safety is critical in any production or warehouse environment, and candidates with that mindset tend to make smarter choices.

The ability to communicate well is also vital. Usually, forklift operators are part of a team, and effective collaboration can hinge on each person’s ability to communicate effectively and work well together.

Attention to detail is similarly a must. You need to be able to follow directions precisely, ensuring you can perform critical duties accurately, like pulling items to fulfill an order that is preparing for shipment.

Keen situational awareness is another skill forklift drivers need. Since a warehouse or production environment tends to be very active, the ability to keep track of what others are doing is paramount. That way, the chances of an accident are reduced.

Ultimately, forklift operators need the right combination of training, experience, and skills to excel. If you would like to learn more or are interested in finding a forklift driving job, the team at The Advance Group can help. Contact us to speak with one of our recruiters today and see how our services can make it easier than ever to launch your forklift operator career.

Are You Offering Paid Sick Leave? (Here’s Why You Should!)

HMG Success on February 3, 2020

The issue of paid sick leave is a hotly debated one. Companies choose to approach it differently, and some decide not to offer it at all.

While it may seem cost-effective to not provide your employees with paid sick leave, that isn’t always the case. There can be ramifications for not making it available. It may hinder morale and productivity, which harms your bottom line as well as your recruitment and retention efforts. In some cases, it could even result in fines.

Often, there the benefits of providing your workers with paid sick leave far outweigh the drawbacks. If you aren’t offering it yet, here’s a look at why you should.

It’s Required in Many States

Depending on where your company is located, there might be laws that dictate minimum paid sick leave requirements. Failing to adhere to the rules comes with severe penalties, including hefty fines and potential lawsuits.

If you don’t offer paid sick leave, make sure you aren’t in conflict with the law. Review local requirements and regulations to ensure that your policies are aligned with what’s legally necessary.

Recruitment and Retention

When an employer provides its workers with a comprehensive benefits package that includes paid sick leave, it can bolster your recruitment and retention efforts. The policy can make your employees feel cared for, as it shows that the company is concerned about their well-being. This increases your odds of being viewed as an employer of choice, and that works in your favor when you need to attract and keep top talent.

Productivity Boosts

While it might seem like allowing your employees to take time off with pay when they are ill hurts productivity, that isn’t always the case. First, it can create a positive culture and boost morale, partially because your workers feel that the company created policies based on what’s best for them, not the employer.

Additionally, paid sick leave encourages ill employees to stay home. Since their pay won’t suffer, they are less inclined to report to work with a contagious illness. This reduces the odds that others will get sick, decreasing the need for additional people to be absent.

Further, when an employee comes into work ill, they generally aren’t the most productive. They may have trouble handling their tasks or keeping track of their duties. This could create a burden for others or drag an entire team down, possibly beyond what they would experience if the person weren’t there for the day.

In dangerous situations, it could even result in safety issues. Many medications – including some over the counter options – can hinder a person’s ability to focus or remain aware of their surroundings, and that could lead to safety incidents.

With paid sick leave, you are promoting the idea that employees should focus on their health. They won’t come to work when they aren’t capable of performing. Plus, since they can take time off to rest, they may overcome their illness more quickly. As a result, when they return, there’s a higher chance that they will be back at full productivity.

Ultimately, paid sick leave benefits the employer as much as the employee. If you’d like to learn more, the staff at The Advance Group wants to hear from you. Contact us today and see how our employee benefits expertise can help you in finding the best people for your open positions.

Start Searching for a Better General Labor Position Now!

HMG Success on January 27, 2020

Many professionals have vowed to make 2020 the year they find a better job. If you are looking for a new general labor position, now is a great time to launch your search. However, if you want to make progress quickly, you also need to make sure that you are using the right approach.

If you want to find a better general labor position now, here’s what you need to do.

Define Your Ideal Role

The term “general labor” can mean a lot of things. For some employers, it involves warehouse work. If you find a position with a manufacturer, it may focus more on production duties, packaging, or even light maintenance. While these roles can be a bit different, they do have one thing in common; the work is physical in nature.

If you want to find a better general labor job, then you need to determine what that means to you. Consider the kinds of duties you’d like to perform and which you’d rather avoid. That way, you can keep those points in mind during your search, allowing you to focus on options that best meet your needs and align with your preferences.

Also, evaluate your skillset to determine which opportunities match with your experience and capabilities. This is wise because some roles require specific knowledge, like how to use certain hand tools or operate various pieces of equipment. Then, you’ll be able to assess the kinds of positions you may qualify for, enabling you to focus your search on jobs that you have the best chance of landing.

Use Search Filters and Keywords

If you search “general labor jobs” in a search engine, you’re going to get more results than you could reasonably explore. Plus, many of them won’t be great fits, causing your search to be inefficient.

When you want to find a better general labor position, you need to embrace keywords and filters. First, define your location to make sure only local opportunities end up in your results. Next, include keywords that align with your preferred duties and skill set. Then, you can also add in other details, like pay rates and shift preferences, to narrow things down further.

As you search, don’t be afraid to adjust your filters and keywords. By shaking things up a little, you might discover an opportunity that you previously missed.

Also, use multiple resources. For example, you might want to try using a search engine as well as hitting numerous job boards. Conducting searches on social media might be beneficial, as well.

Connect With a Staffing Firm

If you are looking for a short-term or permanent general labor position, working with a recruiter at a staffing agency can be a great move. When you do, you can find out about opportunities in your area, including some that may not be publicly advertised. Plus, some recruitment agencies are the sole hiring resource for certain companies. If you don’t reach out to a recruiter, you can’t access these open jobs.

Working with a staffing firm can also expedite your job search. Instead of searching for weeks, months, or longer, you might be able to land a general labor position practically right away. If you want to work with a leading recruitment agency to find your next job, the team at The Advance Group wants to hear from you. Contact us to speak with one of our recruiters about our vacancies today and see how our services can make landing a better general labor job as simple as possible.

The Interview Question You Can’t Ask This Year

HMG Success on January 24, 2020

Many employers are aware that there are specific questions you can’t ask during an interview. Inquiring about a candidate’s citizenship, marital status, gender, national origin, race, and similar protected conditions isn’t just bad form; it’s illegal.

However, there is a new trend that raises the number of topics hiring managers can’t broach. An increasing number of states and cities are making it illegal for employers to ask job seekers something that may have previously been standard to inquire about. If you want to make sure you remain on the right side of the law, here’s what you can’t ask about in interviews.

Salary History

In an increasing number of states and municipalities, it is illegal to ask candidates about their salary histories. Questions that explicitly seek out this information, such as requesting an interviewee directly what they’ve earned in previous roles, are against the law. Additionally, any question where the goal is to find out about a job seeker’s past salary, even when it isn’t straightforward in its intent, as similarly banned.

Additionally, using any known salary information during the hiring process or when determining a new hire’s pay is also against the rules. This includes disqualifying an applicant based solely on their past earnings or extending a job offer with a salary that was chosen based on what they were paid previously.

There are also some states where employers are still allowed to ask about salary histories. Still, it is illegal to hold it against a candidate if they decline to provide that information. Essentially, a job seeker can blatantly refuse to discuss their payment details, and the hiring manager can’t use that refusal as grounds to not hire the candidate.

The Reason for the Bans

Typically, the purpose of these laws is to halt pay discrimination cycles. The gender pay gap has been able to increase because employers often based their salary offers on the candidate’s previous earnings. As a result, if a job seeker was receiving lower wages in a prior role because of pay discrimination, the disparity could remain even if they changed employers.

If a hiring manager can’t ask about a person’s salary history, then the likelihood that the pay discrimination cycle will continue to decrease. They can’t base a pay offer on what the candidate was making before, so they may be more likely to offer a fair wage based on the role and job seeker’s capabilities.

What You Can Ask Instead

While asking about salary histories might not be allowed in your area, there is still a question that you can ask. Requesting that a candidate tell you about their salary requirements or expectations is legal, so you can use a related issue to determine whether you and a job seeker are on the same page about compensation before you get too deep in the hiring process.

Ultimately, not being able to ask candidates about their salary history shouldn’t be particularly impactful to employers. Just make sure you stay on the right side of the law and be ready to offer fair compensation for each role, and you shouldn’t experience any challenges due to the change.

If you’d like to learn more about interviewing better job candidates, the staff at The Advance Group can help. Contact us to speak with one of our experienced recruitment specialists today and see how our hiring know-how can benefit you.

Is Now the Time to Finally Leave Your Job?

HMG Success on January 20, 2020

As the new year gets underway, many professionals put their focus on the future. In some cases, this may involve deciding whether your current job is right for you or if it’s time to make a change.

While figuring out if leaving your position is a good idea isn’t always easy, it isn’t impossible. By examining the situation from the proper angles, you can make a choice that aligns with your needs and preferences. If you don’t know where to begin, here is a step-by-step guide that can help you determine whether now is the time to leave your job finally.

Consider the Pros of Staying Put

There are benefits to staying with an employer over the long-term. First, you’ll become increasingly familiar with the organization, and the leadership team will know you better as well. Not only can this enable you to become more effective in your role, but it could also lead to new internal opportunities for growth and advancement.

Second, you might be able to see the results of your hard work overtime. The projects you tackle today might not spur changes in the company for months or even years. By remaining an employee, you’ll get to observe how your contributions led to greater success for the business, and that can be surprisingly rewarding.

Finally, keeping your job means you can continue to deepen your connection to those you work with today. You might be able to strengthen the relationships, allowing the bonds you forge to bolster the capabilities of your professional network. Additionally, you may consider some of your co-worker’s friends. By staying with the company, you get to keep working with them.

Examine the Cons of Remaining

When you work for the same company for a significant amount of time, there can be drawbacks. In some cases, making a change may help you advance, allowing you to reach a higher salary or acquire a new job title that adds value to your career.

Additionally, familiarity can breed complacency. You might not be inclined to challenge yourself in the role after it becomes comfortable. Similarly, your manager may not offer you opportunities to grow because they are happy with you being where you are right now.

It’s also important to consider whether you enjoy your employer or your job. If your current position doesn’t feel like a great fit, you don’t mesh with the company’s culture, or otherwise don’t think you’ve found your ideal match, leaving may be the only approach that allows you to find something you’ll love.

Compare the Pros and Cons

Once you understand the pros and cons of staying, it’s time for a comparison. Do the advantages outweigh the disadvantages, or is it the other way around? Will it be easier to achieve your career goals if you stay or if you leave? Does one approach or another best align with your priorities?

You don’t want to stick around unless doing so genuinely benefits you, but you don’t want to leave simply because you think it’s what you’re supposed to do. Your career path is your choice, so examine each point and decide what makes sense for your life.

If you’d like to learn more or think a new job is just what you need, the staff at The Advance Group can help. Contact us to speak with a member of our experienced team today and see how our career management expertise can benefit you.

Protect Your Workplace from I-9 Hiring Issues

HMG Success on January 17, 2020

Whenever you bring a new employee on board, you have to complete an I-9 form. The document confirms that the new hire is eligible to work in the United States, making it a critical part of the hiring process.

Plus, I-9 noncompliance comes with severe consequences. An I-9 form that isn’t completed correctly can result in a hefty fine, and being a repeat offender can result in additional legal ramifications.

Luckily, protecting your workplace from I-9 hiring issues doesn’t have to be a challenge. Here are some tips that can help you make sure that you are fully compliant.

Make I-9 Verifications Part of the Onboarding Process

A formalized onboarding process can ensure that all necessary documentation is completed promptly. By making the I-9 form part of the standard procedure, you increase the odds that it will be handled within the required timeframe.

Section 1 of the I-9 has to be completed no later than the new hire’s first day, but no earlier than when the candidate accepts a formal job offer. For Section 2, you have until the employee’s third day of paid employment. However, you want to verify their identification documents on day one of them working for pay, just in case they don’t stay for the full three days. Consider your onboarding process and work the I-9 verification procedures in based on those requirements.

Train Your Staff

If you want to protect your company, it’s wise to train any employees who complete I-9s. Not only do you need to make sure that they know how to complete the form, but you also want to review how to tell real identification documents from fake ones. That way, they are more likely to notice if a new hire isn’t providing them with legal documentation. Plus, the number of errors on the I-9s may be reduced.

Create a Calendar to Track Re-Verifications

If you have employees with employment authorization documents that expire, create alerts on an I-9 verification calendar that remind you to complete the re-verification process. By setting a notification several weeks in advance of the actual expiration date, you can touch base with the employee about the needed documentation and schedule an appointment to complete Section 3 of the I-9 to remain compliant.

Recordkeeping and Auditing

Every completed I-9 has to remain on file while the employee is on your payroll. Additionally, the original I-9 needs to be filed for at least three years after the date of hire or one year after the worker’s employment ends, whichever is longer.

By keeping your I-9s in one place, you can decrease the odds that one will be lost. You’ll know exactly where you need to look if you need to update one or conduct an audit as well. Storing copies electronically can also be beneficial, though you have to keep the originals, too.

Conducting regular audits is useful for several reasons. First, you can review the documents for errors and handle corrections quickly, if necessary. Second, you can confirm that the I-9s you need are on file. In both cases, you are increasing the odds that you are and will remain fully compliant.

Ultimately, each of the tips listed above can help protect your workplace. If you’d like to learn more, the team at The Advance Group can help. Contact us to discuss your questions with one of our staff members today, and let us help find your next great employee.

Expanding Your Family This Year? Here’s What to Consider With Work

HMG Success on January 13, 2020

If your family is expanding this year, a significant amount of preparation is usually required. Along with setting up your home in anticipation of the new arrival, you also need to think about how this shift in your personal life will affect your job and what support your employer may have available.

Understanding your medical benefits, leave options, and other resources that your employer may provide allows you to factor all of that into your planning. Additionally, learning about your rights as a worker is also essential, giving you the ability to make sure that you’re being treated fairly.

While all of this preparation sounds complex, it doesn’t have to be. If you are expanding your family this year, here’s what you need to know.

Learn About Your Rights and Benefits

Whether there is a new addition to your family already on the way or you’re planning for the future, take a moment to review your employee handbook. There, you can find out about various benefits, including parental leave policies, flexible work options, employee assistance programs, and more.

Spend some time reviewing your medical insurance policy as well. Learn about your coverage, including what is extended to newborns or children, and whether you need to make changes in anticipation of the child’s arrival.

Then, review any laws that offer you protection during this period. For example, the Family Medical Leave Act (FMLA) requires that employers provide eligible employees with as much as 12 weeks of unpaid leave per year with job protection. Pregnant women are also protected from discrimination on the federal level. Plus, there may be a variety of state laws that define additional rights.

Share the News Properly

Once you know that your family is growing, you might want to shout the news from the rooftops. However, you may also be nervous about discussing it with anyone but those you are closest to or essentially have to tell.

Figuring out how to share the news is complicated, but there is one person you need to make sure finds out before anyone else at work: your boss. Unless you think your manager might take things negatively – in which case, you’ll want to speak with HR first – plan to let them know before anyone else. You can keep the conversation brief and professional, and you don’t have to discuss details like leave plans, but you don’t want to be the one to broach the topic.

As far as timing, speaking with your boss at the end of the first trimester or beginning of the second trimester is usually best. The odds of a miscarriage are significantly lower at that point and, if you’re the one who is pregnant, it may start to show soon. Plus, it gives everyone time to plan for your upcoming absence. However, if you have symptoms earlier in the pregnancy that impact your ability to work, you might have to have the conversation sooner.

Make a Plan for Your Absence and Return

Ideally, you want to plan as much as possible for your absence, as well as your return. Assist those who will be covering you while you’re gone, ensuring they can handle any tasks with greater ease. Determine how long you intend to be absent. Discuss options for coming back – such as a soft return, telecommuting arrangements, or schedule adjustments – with your manager. Explore childcare services early, if those will be necessary.

By following the tips above, you can make sure you can expand your family and keep your job in order. If you’d like to learn more, the team at The Advance Group can help. Contact us with your questions today.