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Which of Your Employees Are Legally Independent Contractors?

HMG Success on March 27, 2020

Correctly classifying the members of your workforce is essential. Failing to do so can get you in some legal hot water, particularly if you label a worker an independent contractor when they should be an employee.

Companies can’t just decide to call a professional an independent contractor because that’s what suits them best. Instead, specific rules have to be followed.

If you want to figure out which of your workers are legally independent contractors, here’s what you need to consider.

Classifying Workers

One of the most significant differences between contractor and employee arrangements is how much control the company gets to exude over the worker. If an organization can control what the worker is doing and how the person handles their job, they are an employee, not a contractor. However, if the business is only defining the desired result, and leaves the remainder of the decisions in the worker’s hands, they can be classified as a contractor instead.

Other factors also dictate which classification is correct. For example, if the company controls the business aspects of the worker’s job, that worker is an employee. In many cases, if the worker is performing tasks that align with the company’s core business scope, they can’t be considered an independent contractor.

The permanency of the relationship also needs to be considered, as this helps to define the true nature of the arrangement. Additionally, whether there are contracts for the work or if the person is receiving certain benefits, like retirement or paid time off, is also part of the equation.

Misclassification Penalties

There are financial and administrative benefits of having a worker classified as an independent contractor instead of an employee. For example, you aren’t liable for employment taxes, unemployment costs, workers’ compensation, and similar expenses if the worker is an independent contractor. Additionally, you don’t typically offer benefits to independent contractors and don’t have to manage them as part of your payroll. As a result, many businesses seek out independent contractor arrangements when possible to help reduce risk and lower costs.

However, that doesn’t mean that you can choose to list an employee as an independent contractor. There can be severe penalties for misclassifying workers. For example, the IRS could determine that you owe back employment taxes. It could also open the company up to a lawsuit by the worker. If they should have been provided benefits that they didn’t qualify for due to the misclassification, they may seek compensation.

Making the Decision

In some cases, whether a worker qualifies as an independent contractor or employee is clear. However, if you can’t seem to decide, you can complete an IRS Form SS-8. With that, the IRS will review the situation and make an official determination regarding the worker’s status.

This process can be lengthy, taking a minimum of six months in most cases. However, it can be worth doing if your company genuinely can’t figure out which path is correct.

If you would like to learn about options that can help you manage all of your personnel needs as simply as possible, the staff at The Advance Group wants to hear from you. Contact us today and see how our worker classification expertise can benefit you. If you’re looking for great new talent for your workplace, check out our Talent Showcase!

How Can You Make the Best Hire for Your Company?

HMG Success on March 20, 2020

It isn’t easy to find the best candidate to join your team. Usually, you only have a limited amount of time to determine whether the job seeker is a great fit. Plus, you only have certain screening tools or methods at your disposal, some of which can be a bit limited.

However, even if that’s the case, that doesn’t mean you can’t make the best hire for your company. If you want to make sure you snag the ideal job seeker for your open position, here are some tips that can help.

Write a Great Vacancy Announcement

Your job ad directly influences the quality of candidates you attract. If your listing is intriguing, speaks to the job seeker’s priorities, and showcases why you should be considered an employer of choice, you’ll have a better chance of securing top talent. Plus, if you provide a clear overview of what the job entails, focus on the right skills as keywords, and otherwise define what it takes to thrive in the role properly, you’ll increase your odds of identifying a great match.

Make sure to include the skills that are crucial for the candidate to have on day one in the job ad. Additionally, tap on what your company is bringing to the table, including a salary range and glimpse at the benefits package. That way, the candidate knows what you’re looking for as well as why you are a great employer.

Prioritize Potential and Passion

When you’re hiring, it can be a smart move to make a candidate’s potential a priority. A job seeker with the right foundational skills who is exceptionally passionate about their field and the opportunity may outperform an experienced but less enthusiastic candidate over the long-term. Plus, an excited job seeker may imbue new energy into your team, igniting their colleagues’ potential, as well.

If you want to focus on potential, make sure your job ad only lists skills that are genuinely required on day one as must-haves. That way, you don’t screen out excellent candidates with tons of potential by mistake.

Consider Personality

It’s usually relatively easy to evaluate a candidate’s technical abilities. While hard skills are essential, they aren’t the only factor when you want to make the best hire possible. A job seeker’s personality is also a critical point to examine.

Not only will their personality influence how well they fit in with their team, but it also affects whether they’ll mesh with the company’s culture. As a result, you need to consider it before you make a decision.

Ultimately, all of the hiring tips above can make it easier to locate and select the best candidate for the position. If you’d like to learn more about finding exceptional job seekers for your vacant roles, the skilled staff at The Advance Group can help. Contact us to speak with one of our talented recruitment specialists today and see how our hiring expertise can benefit you.

5 Skills All Welders Need to Possess

HMG Success on March 13, 2020

If you want to be an exceptional welder, you’ll need more than just technical prowess. While being adept at welding itself is essential; having specific soft skills is crucial if you want to have an incredibly successful career. By knowing which ones can make a difference, you can position yourself to excel. With that in mind, here’s a look at five skills all welders need to possess.

1. Attention to Detail

When you’re a welder, every millimeter matters. So does the aesthetic quality of your work, particularly if your welds will be exposed. And that’s what makes attention to detail so important.

Detail-oriented welders are more accurate than their counterparts. Additionally, they understand the need for visually pleasing results and will spend time creating welds that aren’t just strong, but pleasant-looking as well.

2. Communication

In most cases, welders work as part of a team. They could be one of several welders or may work closely with other tradespeople to create the final product. Being in sync with everyone involved is essential. Otherwise, the results may be less than ideal.

With great communication skills, you are better equipped to collaborate with your colleagues. Plus, you’ll have an easier time conveying complex ideas to those who may not be as familiar with your skills, and that can make a difference, as well.

3. Organization

Welders tend to use a lot of tools and materials. Without organization skills, keeping track of where everything is or how much of something you have becomes difficult. When things are misplaced, you decrease your efficiency, as you have to spend time tracking down what you need.

In contrast, strong organizational skills boost productivity. You’ll always know right where to look when you need a tool or material, allowing you to work more quickly.

4. Focus

Concentration is a critical skill for welders. At times, the work can be a bit tedious or slow-moving. When this happens, you need the ability to remain focused even when you would rather let your mind wander. Otherwise, the quality of your work may diminish.

5. Accountability

Also, though welders tend to work on teams, individual accountability is still critical. Typically, other welders or tradespeople need you to finish your task before they can complete theirs. If you aren’t accountable for your work, you could cause delays that harm the entire team.

Essentially, other employees and managers need to be able to trust and rely on you. That way, they know you’ll handle your responsibilities and that they can focus on completing their work promptly.

Ultimately, all welders need the five soft skills above if they are going to thrive. If you’d like to learn more about what it takes to have a successful welding career, or if you’re ready to find a new welder job, the talented team at The Advance Group can help. Contact us to speak with one of our skilled staff members today and see how our welding career expertise can benefit you.

Do You Have an Emergency Readiness Plan in Place for COVID-19?

HMG Success on March 9, 2020

The coronavirus outbreak has been wreaking havoc all across the globe. It’s led to a disease called COVID-19, a viral infection with no available vaccine. The virus is spreading with surprising speed, and over 3,000 people have died after contracting the illness.

Since the number of COVID-19 infections in the United States is increasing rapidly, employers have to take action. Not only do they have to have a plan for curtailing the spread of the disease, but they also have to be ready for unexpected absences that could hinder productivity.

If you don’t have an emergency readiness plan in place for the coronavirus, now is the time to create one. If you don’t know where to begin, here are some tips.

Clean Work Areas Regularly and Thoroughly

Along with being spread through respiratory droplets, COVID-19 may also be transferrable through contaminated objects or surfaces. If you want to limit the virus’s ability to spread, it’s critical to disinfect workspaces regularly. This includes everything from desks, computers, and telephones to elevator buttons, staircase handrails, and doorknobs. Office equipment, like copiers and shredders, should also get regular wipe-downs.

Encourage Ill Employees to Stay Home

First and foremost, if an employee believes they have symptoms that align with the COVID-19 infection, they should stay home from work or leave the workplace immediately. This decreases the odds that they’ll spread the disease to their coworkers.

If necessary, consider creating a separate policy regarding sick leave or approved absences. Make sure that it’s generous and encourages employees to err on the side of caution without having to fear any repercussions.

Additionally, be ready to tell sick employees that they are required to leave. Some may be resistant, but you must get them out of the workplace, so don’t be afraid to make exiting if asked mandatory.

Maximize Remote Work Options

Instituting new remote work options during this period of uncertainty is a smart move. This can allow employees to manage their duties without having to come into the office and may be helpful for those who are reluctant to miss a workday but may be ill.

Additionally, it allows you to limit the number of physical contact employees have to have with one another while maintaining productivity. This could reduce the odds of infection, suggesting a person’s home environment is relatively controlled and may allow your workforce to stay healthier, longer.

Create a Communication Plan

Having a mechanism ready for sharing public health information – such as an employee email or cell phone number list – is essential. That way, the company can release details that can combat rumors or workers’ fears and share critical updates if the need arises.

Plus, it ensures that policy updates and similar changes are shared with everyone and that the message remains consistent. This decreases the likelihood of confusion or miscommunications.

Prepare for Your Possible Workforce Needs

If COVID-19 reaches your workplace, you may find yourself short-handed quickly. Having a contingent workforce available who can fill in any gaps is ideal, ensuring you can remain productive if your company can remain open.

Consider partnering with a staffing firm as soon as possible. Discuss your potential needs in advance. That way, should you require an employee quickly, the recruiters will already know what you require and can find a great candidate fast.

If you would like to know more about how you can create an emergency readiness plan for COVID-19, the team at The Advance Group can help. Contact us today and see how our planning expertise can benefit you.

5 Great General Labor Jobs Available Today

HMG Success on March 6, 2020

A general labor job can be an excellent fit for many people. It can help you launch your industrial career, earn a steady income, and remain physically active while at work. Plus, you may have opportunities to learn to operate various kinds of equipment, assist with maintenance, and much more.

If you are looking for a general labor job, you’re in luck. Here are five great opportunities that are available right now.

General Labor – Dearborn Heights, MI

A manufacturing company that focuses on the aerospace industry has an immediate need for a general laborer. The selected candidate will operate stamping, drilling, and taping machines. Plus, they’ll sleeve parts, cut materials, and assist with floor cleanup. If chosen, you might get a chance to use a Hi-lo, too.

This opportunity is a day shift position, Monday through Friday. It also comes with a competitive pay rate and overtime may be available during busy seasons.

General Labor – Detroit, MI

If you’re looking for a dayshift, Monday through Friday, opportunity in Detroit, this general labor job might be right for you. An iron scrap metal company needs to expand its team quickly and is looking for someone who can perform a range of duties.

Along with sorting scrap metal, you’ll also operate heavy equipment and forklifts. The ideal candidate has at least two years of experience in a manufacturing environment, as well as the ability to lift up to 50 lbs. Starting pay is competitive, and the role has the possibility of being long-term.

General Labor – Toledo, OH

A scrap metal recycling company is looking for a general laborer. This position is temp-to-hire. If the chosen candidate exceeds expectations, they will be able to join the company permanently.

The role is very physical, requiring a lot of lifting, twisting, reaching, and bending. The ability to lift up to 50 lbs. is a must. A willingness to work in an environment with extreme conditions is also essential.

Once selected, the new hire will join the first shift, working 5:00 am to 3:15 pm, Monday through Friday, as well as 5:00 am to 1:30 pm on most Saturdays. The pay rate is competitive, and there is room for growth with this company.

General Labor – Romulus, MI

If you’re mechanically inclined and looking for a Monday through Friday, first shift opportunity with overtime, a company in Romulus might be looking for someone just like you. In the position, you’d grind metal parts, finish parts with hand tools, operate a forklift, and assist with various warehouse duties.

The pay rate is competitive, and, for the right candidate, the position could be long-term.

General Labor – Rossford, OH

If you’re looking for a general labor job but don’t have any experience, this position might be a great fit. A powder coating company is looking for general laborers for long-term positions. As long as you have an exceptional work ethic and thrive in a team environment, you may be qualified. If chosen, you’ll hang parts for powder coating, take powder coated parts off the line, and inspect the final product.

Opportunities are available on both the first and second shift. Those working on the second shift receive a pay differential. Additionally, the chosen candidate is eligible for a pay increase after working there for six months and is eligible for a second potential raise at the end of the first year.

All of the general labor positions above are available today. If you’d like to learn more about these or other general labor opportunities, the team at The Advance Group can help. Contact us to speak with a recruiter today.

You (Yes, YOU!) Can Make Yourself the Best Candidate in Your Field

HMG Success on February 28, 2020

Many professionals strive to be one of the best at their current workplace. It allows them to excel in their position, achieve recognition, and potentially advance. Plus, being viewed as a top performer can give you job security, as most companies aim to keep their best and brightest on staff.

However, by taking the right steps, it’s possible to achieve more. You can make yourself one of the best (if not the best) candidates in your field by using the right approach. If you’d like to know how you can position yourself as such, here’s a look at what you need to do.

Build Your Brand

Your professional brand is something that needs to be crafted and honed, not created incidentally. It spotlights the best of what you have to offer, along with your unique voice and perspective.

For most professionals, crafting a brand means developing an online presence that aligns with your career and area of expertise. This can include a combination of approaches, such as creating an active LinkedIn profile that includes details about your skills and experience as well as your accomplishments, writing blog posts that are highly relevant to your field, and engage appropriately with other experts on social media or in suitable forums.

A dedicated website can also be part of the equation. It can serve as a place to showcase your experience, discuss your thoughts on relevant trends, and otherwise showcase what you have to offer.

Your goal should be to establish your expertise, not solicit job offers. By keeping that as the focus, your brand concentrates on your capabilities, not your job search.

Keep Current on Trends

Those who are perceived as experts or thought leaders are well-informed about trends that impact their field. They keep current when it comes to relevant emerging technologies, shifts in their corresponding marketplace, and changes in public sentiment.

If you want to make yourself the best candidate, it’s wise to remain up-to-date at all times. That way, you can discuss the future of your industry, both in posts that support your brand and during interviews. Many hiring managers appreciate job seekers who can explain how what is on the horizon can help their company excel, mainly when it is relevant to the role the job seeker is trying to land.

In some cases, going further is also a smart move. For example, acquiring new skills on your own time that relate to emerging technologies can help you stand out from other candidates and increase your perceived value.

Engage With Your Network

If you only connect with members of your network when you need a new job, you might not be establishing yourself as a keen professional. Ultimately, you are missing out on opportunities to enhance your brand, including general awareness of what you have to offer.

By engaging with your network regularly, you are becoming an integral part of more communities. Your name will remain in the minds of those you connect with, and that may give you access to more opportunities, including those that aren’t publicly advertised, because your network feels confident about what you have to offer and your level of involvement in the field at-large.

In the end, all of the tips above can support your goal of making yourself the best candidate in the eyes of those hiring in your field. If you’d like to learn more, the staff at The Advance Group can help. Contact us to speak with a member of our skilled team today and see how our career management and professional branding expertise can benefit your Michigan and Ohio job search.

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.

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.

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.