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Hiring in the 21st century presentation

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Hiring practices for the 21st Century, focusing on Seasonal Hiring practices. Specifically geared towards the state of Idaho.

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Hiring in the 21st century presentation

  1. 1. Hiring in the 21 st century & Seasonal Hiring Practices Matthew Thomsen-Supervisor Idaho Department of Labor
  2. 2. Topics <ul><li>Regulation for hiring full-time and temporary employees </li></ul><ul><li>Interview Process </li></ul><ul><li>Retention </li></ul><ul><li>Wage & Hour information </li></ul><ul><li>Unemployment Insurance Basics </li></ul>
  3. 3. Regulation for hiring full-time and temporary employees: <ul><li>New Hiring Reporting: </li></ul><ul><li>Required to report all new employees to Department of Labor. </li></ul><ul><li>Must report all rehired employees whose previous employment was terminated more than 12 month prior to current hire date. </li></ul><ul><li>Reporting within 20 days of the date of hire will satisfy the reporting requirement. </li></ul>
  4. 4. Regulation for hiring full-time and temporary employees <ul><li>Acceptable means of reporting new hires: </li></ul><ul><li>Legible copy of W-4 </li></ul><ul><li>New Hire Reporting Form </li></ul><ul><ul><li>Available for download at: labor.idaho.gov/applications/newhire/default.aspx. </li></ul></ul><ul><li>Must have: Company name, address, Federal Employer Identification number, Idaho UI Tax number, employee’s full name, address, ssn, and date of hire. </li></ul>
  5. 5. Regulation for hiring full-time and temporary employees <ul><li>Where to send new hire information: </li></ul><ul><li>Mail: </li></ul><ul><li>Idaho Department of Labor </li></ul><ul><li>New Hire Directory </li></ul><ul><li>317 W. Main St. </li></ul><ul><li>Boise, ID. 83735-0610 </li></ul><ul><li>Fax: (208) 332-7411 </li></ul>
  6. 6. Regulation for hiring full-time and temporary employees <ul><li>Contact information for questions on New Hire laws and rule: </li></ul><ul><li>Phone: </li></ul><ul><li>(208) 332-8941 </li></ul><ul><li>(800) 627-3880 </li></ul><ul><li>Email: </li></ul><ul><li>[email_address] </li></ul>
  7. 7. Regulation for hiring full-time and temporary employees <ul><li>Payroll Deduction: </li></ul><ul><li>Income tax, SSA tax, federal and state UI tax. </li></ul><ul><li>Federal Employee Withholding and Federal Unemployment Tax </li></ul><ul><li>Worker's compensation tax </li></ul><ul><li>Remember you pay taxes on Gross not net amount. </li></ul><ul><li>As a general rule : Plan on an employee costing at least 20% more than hourly wage. </li></ul><ul><ul><li>This may be higher depending on tax rates and type of work performed. </li></ul></ul>
  8. 8. Seasonal Hiring Practices <ul><li>You are in the market for a seasonal/full-time employee, now what??? </li></ul>
  9. 9. You are in the market for a seasonal/full-time employee, now what??? <ul><li>1 st Determine - </li></ul><ul><ul><li>What work do you expect your employee to perform? </li></ul></ul><ul><ul><ul><li>Start/ends dates of employment? </li></ul></ul></ul><ul><ul><li>What will you pay them? Will you provide benefits? </li></ul></ul><ul><ul><li>Will they work 8-5, part-time, on-call? </li></ul></ul><ul><ul><li>Where will they work? On-site, at a desk, at a construction site? </li></ul></ul>
  10. 10. Using labor market information <ul><li>LMI.Idaho.gov </li></ul><ul><li>Access to occupational wage and employment survey </li></ul><ul><ul><li>Determine prevailing wage </li></ul></ul><ul><li>Press releases </li></ul><ul><li>Unemployment Rates </li></ul><ul><ul><li>By state, county, and city </li></ul></ul><ul><li>Employment information: </li></ul><ul><ul><li>Farm and non farm labor jobs </li></ul></ul><ul><ul><li>Information on covered employment and civilian labor force </li></ul></ul>
  11. 11. Job Listing <ul><li>Produce a listing that will sell </li></ul><ul><li>Be honest , forthright, and specific </li></ul><ul><ul><li>make sure it represents the responsibilities accurately. </li></ul></ul><ul><ul><li>give the job seeker the necessary information to make a decision that benefits both them and you. </li></ul></ul><ul><li>Avoid using words that do not define anything </li></ul>
  12. 12. Which would you choose?
  13. 13. Recruit…. <ul><li>Internal Posting </li></ul><ul><li>Newspaper </li></ul><ul><li>Trade Journals </li></ul><ul><li>Idaho Department of Labor </li></ul><ul><li>Website – Business & Recruiting </li></ul><ul><li>College Campus Career Centers </li></ul><ul><li>Job Fairs </li></ul><ul><li>Network </li></ul>
  14. 14. What type of information will you gather? <ul><li>Resume </li></ul><ul><li>Application </li></ul><ul><li>Phone Call </li></ul><ul><li>Electronic application </li></ul><ul><li>Apply in person </li></ul>
  15. 15. THE Interview <ul><li>How to select your interviewees </li></ul><ul><li>Who should be involved in the process </li></ul><ul><ul><li>Panel </li></ul></ul><ul><ul><li>Staff </li></ul></ul><ul><ul><li>Yourself </li></ul></ul><ul><li>What questions should I ask? </li></ul><ul><ul><li>Plan ahead </li></ul></ul><ul><ul><li>Legal </li></ul></ul>
  16. 16. Now What??? <ul><li>2 nd Interview </li></ul><ul><ul><li>Who would participate </li></ul></ul><ul><li>Reference Checks </li></ul><ul><ul><li>Absolutely!!! </li></ul></ul><ul><ul><li>Have prepared questions </li></ul></ul><ul><li>Background Checks </li></ul><ul><ul><li>Notify </li></ul></ul><ul><ul><li>Comply </li></ul></ul><ul><ul><li>Copy </li></ul></ul><ul><ul><li>Wait </li></ul></ul>
  17. 17. You Hired an Employee <ul><li>Orientation </li></ul><ul><ul><li>Help new employees understand what will be expected of them and prepare them for the organizations work culture </li></ul></ul><ul><li>Employee Manual </li></ul><ul><ul><li>Help employees understand policies & procedures </li></ul></ul><ul><ul><li>Legal document </li></ul></ul><ul><ul><li>Offers protection if there is a misunderstanding or conflict </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>On the job </li></ul></ul><ul><ul><li>Formal </li></ul></ul><ul><ul><li>Informal </li></ul></ul>
  18. 18. <ul><li>Employee retention is not an event – it is a process that begins early in the recruitment stage and continues throughout the employee’s lifecycle with your company. </li></ul>
  19. 19. Now let’s keep them! <ul><li>Employees who find personal fulfillment in their work are not only more productive, but also </li></ul><ul><ul><li>Manage time better </li></ul></ul><ul><ul><li>Accept more responsibility </li></ul></ul><ul><ul><li>Stay longer in their jobs </li></ul></ul><ul><ul><li>Attract other talented employees </li></ul></ul><ul><li>Employees need more than compensation </li></ul><ul><ul><li>Opportunity for growth </li></ul></ul><ul><ul><li>– Appreciation and trust </li></ul></ul><ul><li>Recognize achievement </li></ul><ul><ul><li>Assign them greater decision making responsibilities </li></ul></ul><ul><ul><li>Offer them new leadership roles </li></ul></ul><ul><ul><li>Showcase their work or make it available to to others </li></ul></ul><ul><ul><li>Reward them with special designations </li></ul></ul>
  20. 20. Wage & Hour <ul><li>What does Wage and Hour Do? </li></ul><ul><li>We accept and investigate claims for: </li></ul><ul><ul><li>Minimum Wage </li></ul></ul><ul><ul><li>Regular hours worked that have not been paid </li></ul></ul><ul><ul><li>Unpaid commissions </li></ul></ul><ul><ul><li>Unpaid wages earned by piece rate </li></ul></ul><ul><ul><li>Unpaid bonuses </li></ul></ul><ul><ul><li>Unpaid vacation time, paid time off, etc. </li></ul></ul>
  21. 21. Wage & Hour <ul><li>Things Wage & Hour does not do: </li></ul><ul><ul><li>Enforce Davis Bacon or prevailing federal wage laws, overtime requirements, child labor laws, or any government entity, be it city, county, state or federal. </li></ul></ul><ul><ul><li>We do not handle any type of discrimination complaints .  </li></ul></ul><ul><ul><li>We do not have jurisdiction over terminations .  </li></ul></ul><ul><ul><li>We have no jurisdiction over tribal-owned entities, payment for work performed by Independent Contractors, or reimbursements of any type. </li></ul></ul><ul><ul><li>We do not accept wage claims for amounts due in excess of $5,000.00. </li></ul></ul><ul><ul><li>Claims for unpaid hours worked when the work was performed outside the State of Idaho. </li></ul></ul><ul><ul><li>COBRA Questions. </li></ul></ul><ul><ul><li>W-2 forms: Questions should be directed to the I.R.S. 1-800-829-1040 </li></ul></ul>
  22. 22. Wage & Hour-Questions <ul><li>How many breaks are required in an 8 hour shift? </li></ul><ul><li>A. 2 </li></ul><ul><li>B. 3 </li></ul><ul><li>C. 4 </li></ul><ul><li>D. 0 </li></ul>
  23. 23. Wage & Hour-Questions <ul><li>How long should a lunch break be for a 4 hour shift? How long for an 8 hour shift? </li></ul><ul><li>A. 30 minutes, 1 Hour </li></ul><ul><li>B. 15 Minutes, 30 Minutes </li></ul><ul><li>C. Not required if working less than 8 hours. 8 hours or more require a 1 hour lunch break. </li></ul><ul><li>D. Lunch breaks are not required by Idaho Law. </li></ul>
  24. 24. Wage & Hour-Questions <ul><li>How many hours of sick leave are you required to pay on an employee who calls in sick for an 8 hour shift? </li></ul><ul><li>A. 1 hour </li></ul><ul><li>B. 8 hours </li></ul><ul><li>C. Not required by Idaho Law </li></ul><ul><li>D. Depends on employer policy </li></ul>
  25. 25. Wage & Hour-Questions <ul><li>An employer who has been working for you for 18 month request a week long vacation during spring break. The employee asked you how many day of vacation he has that are paid and how many are unpaid. What is the correct answer according to Idaho law? </li></ul><ul><li>A. Idaho Law requires 1 day vacation for every month worked by the claimant. </li></ul><ul><li>B. The claimant is not entitled to paid or unpaid vacation according to Idaho Law. </li></ul><ul><li>C. The amount of paid or unpaid leave available to the claimant depends on the employer’s policy. </li></ul>
  26. 26. Currently, Idaho’s minimum wage is the same as the federal minimum wage which is $7.25 per hour- Fact or Fiction?
  27. 27. Employers can pay workers under the age of 20 a youth opportunity wage of $4.25 per hour for the first 90 consecutive calendar days of employment – Fact or Fiction
  28. 28. In Idaho, at termination or resignation, if an employee makes a written request for earlier payment of wages, the employer has 48 hours from receipt of the written request to make the claimant’s wages available. Fact or Fiction?
  29. 29. An employer conducts a mandatory staff meeting after regular work hours. Although the meeting is held outside normal working hours, the employees must be paid for time spent in attendance.
  30. 30. Unemployment Insurance <ul><li>Basic information: </li></ul><ul><li>Who can file an Unemployment Insurance Claim? </li></ul><ul><li>What is required for eligibility? </li></ul><ul><li>Who pays benefits? </li></ul>
  31. 31. Unemployment Insurance <ul><li>Who can file a claim? </li></ul><ul><li>Anyone can file an Unemployment Insurance claim regardless of eligibility. </li></ul><ul><ul><li>Can not deny the right to file a claim. </li></ul></ul>
  32. 32. Unemployment Insurance <ul><li>What is required for eligibility? </li></ul><ul><li>Must be separated through no fault of your own. </li></ul><ul><li>Must be monetarily eligible. </li></ul>
  33. 33. Unemployment Insurance <ul><li>Who pays benefits? </li></ul><ul><li>The employer who paid the most wages in the claimant’s base period may be changed depending on the claimant’s reason for being unemployed. </li></ul><ul><li>The employer is referred to as the Major Base Employer. </li></ul>
  34. 34. The MBE is chargeable when: <ul><li>The claimant was laid off due to a lack of work or was affected by a business closure. </li></ul><ul><li>The claimant is still working, but has had a company-initiated reduction in hours. </li></ul><ul><li>It is determined the claimant was discharged, but not for misconduct related to employment. </li></ul><ul><li>The claimant quit with good cause connected with the employment. </li></ul>
  35. 35. The MBE is not chargeable when: <ul><li>The claimant was discharged for misconduct connected with the employment. </li></ul><ul><li>The claimant quit without good cause connected with the employment. </li></ul><ul><li>The claimant had a voluntary reduction in work hours. </li></ul><ul><li>The claimant had a medical condition where that person is unable to perform his or her regular duties. </li></ul>
  36. 36. PROTECT YOUR ACCOUNT <ul><li>Issue a handbook or policy statement to each employee. </li></ul><ul><li>Issue written warnings signed by employee & have witnesses. </li></ul><ul><li>Have consistent methods for conveying policy changes. </li></ul><ul><li>Deal with problems the same way for all employees. </li></ul><ul><li>Tell us about the last incident causing a discharge. </li></ul><ul><li>Provide first hand accounts of what happened. </li></ul><ul><li>Provide any and all supporting documentation. </li></ul><ul><li>Respond to requests for information in a timely manner. </li></ul>
  37. 38. Thank You

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