Show your employees love with a customized handbook- On Sale Now!

One of the easiest paths to happy employees is a well written employee handbook. Seems counter-intuitive, I know,we would think that employees would be unhappy about having to follow the rules, but it is true. Employees want to do a good job and employee handbooks give them the foundation to know what you expect from them- and what they can expect from you too! 

Well written handbooks set clear expectations while allowing management to retain the final say, provide a level playing field so that everyone is treated fairly and helps defend against harassment, unemployment claims and the like. 

Many small business think they don't need a handbook- they are too small, they are like a family, they don't want to put things in writing so they no longer get to decide what's best for their company, they can't afford one...all not true! Every company can benefit from a well written, legally compliant handbook. And while there are places that charge thousands of dollars for a customized handbook, many experienced HR consultants offer handbook solutions for a fraction of the cost.

For a limited time, Lighthouse HR Group is offering customized, legally reviewed handbooks for $350. This includes the consultation (which is free if you decide a handbook is not for you), handbook creation, as many revisions as necessary to make the handbook the perfect solution for your business and a handbook roll-out meeting to present the handbook to your employees. 

Contact us today to set up your no obligation consultation. Time is limited on this offer so don't delay!! 

Michele Hicks mhicks@lighthousehrgroup.com

Ohio Worker's Comp Prospective Billing....Your questions answered!

Ohio BWC is switching to prospective billing effective July 1, 2015.

Here are some things to know:

• With    the    switch    to    prospective    billing,    BWC    will    require    payment    before    it    provides    coverage.

• BWC    will    cover    the    transition    cost    with    a    transition    credit    –    no    additional    cost    to    employers.

• Prospective    billing    became    effective    July    1,    2015,    for    private    employers.

• The    switch    to    the    industry    standard    of    prospective    billing    provides    many    benefits,    including:

o An    overall    base-rate    reduction    of    2    percent    for    private    employers;
o Allowing    BWC    to    better    forecast    the    level    of    premium    required    to    be    collected    each    policy    year;
o Opportunities    for    more    flexible    payment    options    (up    to    12    monthly    installments);
o Better    opportunities    for    BWC    to    provide    quotes    online    or    via    the    phone;
o Increased    ability    for    BWC    to    detect    employer    non-compliance    and    fraud.


• BWC    will    provide    employers    with    an    invoice    for    their    12-month    premium    in    June    of    each    year.

• For    July    1,    2015,    private    employers    will    be    given    a    bi-monthly    (six    installment)    payment    schedule, with    the    option    to    select    a    different    plan    by    July    15    (May    15    in    subsequent    years).    If    you    are    a minimum    premium    payer    ($120    plus    assessments),    you    must    pay    in    one    installment.


• Employers    will    have    the    following    options: o Monthly    (12    installments); o Bi-monthly    (six    installments); o Quarterly    (four    installments); o Bi-annually    (two    installments); o Annually    (one    installment).


• Employers    may    only    select    their    installment    options    once    a    year.    The    option    an    employer    chooses    is effective    for    the    entire    policy    year. • An    employer’s    coverage    will    lapse    if    BWC    does    not    receive    timely    payment    of    an    installment.


• Employers    must    reconcile    their    actual    payroll    for    the    prior    policy    year.    BWC    is    calling    this    a    payroll true-up.    This    will    be    due    45    days    after    the    close    of    the    policy    year.

o BWC    will    not    lapse    employers    for    not    reporting    the    payroll    true-up.
o However,    BWC    will    remove    employers    from    their    current    rating    plan    or    discount    program    if    it    does not    receive    a    payroll    true-up    by    the    due    date. n    To    be    eligible    for    the    Go-green    discount,    employers    must    complete*    the    payroll    true-up    online by    the    due    date.
o Any    outstanding    payroll    true-ups    will    render    the    employer    ineligible    for    participation    in    future rating    plans    or    discount    programs    until    the    employer    submits    all    outstanding    payroll    true-ups.     

       • Employers    must    submit    payroll    true-ups    online    at    www.bwc.ohio.gov,    by    phone    at    1-800-644-6292 or    in    person    at    a    BWC    customer    service    office.        

Info from: https://www.bwc.ohio.gov/downloads/blankpdf/ProspectiveOverviewPA.pdf  

 

Save Spontaneous for Vacation-Employees Need to See the Map

Save Spontaneous for Vacation-Employees Need to See the Map


Several years ago, I was having a particularly bad week and by the time Friday got here I was fried! My husband, in his infinite wisdom, decided the best way for me to keep my sanity was to come home and inform me that I needed a vacation. Of course I did! Who doesn’t? But this, instead of thrilling me, actually immediately added to my stress level.

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The "Go-To" Guy: Counting on just one may count others out...

The "Go-To" Guy: Counting on just one may count others out...

The “Go-To” guy….every manager has one. You know who I am talking about, that person you count on for everything. Great person to have on the team to be sure, but by relying on them completely you are doing not only them but the rest of your staff a disservice as well.
 

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Want to Increase Employee Productivity? Look at psychology not policy.

Want to Increase Employee Productivity? Look at psychology not policy.

If you are shooting for higher productivity, look to psychology not policy. Productivity is the result of motivated employees. Motivated employees are not the result of policies….let me repeat that. Motivated employees are not the result of policies.
 

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YOU determine your employee's productivity...4 cardinal rules to help you do this right!!

YOU determine your employee's productivity...4 cardinal rules to help you do this right!!


The way you treat your employees will determine whether they just “show up for work” or if they give it their all. I am surprised how simple the concept is yet how difficult it is for business managers to grasp.

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The Blind Side- Don't Miss the Opportunity to Help Your Employees Achieve Greatness

The Blind Side- Don't Miss the Opportunity to Help Your Employees Achieve Greatness


I just finished watching the movie about the NFL football player, Michael Oher. Of course, the movie is very inspiring and has wonderful life lessons weaved throughout. Today as I contemplated those lessons I had a thought not about what did happen to this young man but what could have happened.

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Performance Management- Keep your A-Players on your team!


Performance Management…even just writing those two words I imagine supervisors everywhere rolling their eyes and sighing loudly. The pencil-whipped annual reviews, the stressful meeting and the disgruntled employee that always result…why do we put ourselves though the torture?

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Wielding Power- Have You Earned the Right?

Wielding Power- Have You Earned the Right?

Nearly all men can stand adversity,but if you want to test a man’s character, give him power.–Abraham Lincoln

Every leadership class I have ever taken or given has a section devoted to power. I have, in the work environment, defined power as the ability to influence others’ actions and behaviors. Many, immediately thinks of power as a bad thing. I believe this stems from the abuse of power.

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Proactive Training…why is this a crazy idea?

I am such a strong believer that people want to do a good- if not great- job at work. I have never heard of anyone waking up and saying, ” I think I am going to go be a screw-up at work today.” People want to succeed. So if this is the case then why do so many companies feel that they do not have a good, talented workforce? They ask where can they find people that can get the job done…maybe the question should be, “what can we do to empower our current workforce to be successful?”

There are a lot of answers to this question including setting realistic goals and making sure they have proper equipment and tools to get the job done. In my eyes though, the most frequently overlooked way is to make sure that the employees are trained. Manager’s favorite lines to this are, “they can learn on the job” or “they have experience so they should know what to do”. Both of these are true- but they are not enough. It is imperative that a company is SURE the employee is trained. This is too important to leave to chance.

A manager I was having this discussion with really believes that training is spoon feeding the employee and that they should take it upon themselves if they feel they are lacking a skill or knowledge in an area. Okay, fair enough, as long as you are fine with the idea that the employee may or may not know what skill or knowledge is lacking. Proactive training is not such a crazy idea as long as the employee AND the employer are active in the process and get to enjoy the fruits of the labor.