SharedHR Human Resources Blog

A good human resources department should add value beyond just handling routine administrative tasks. HR should deliver valuable strategic information to management so informed and effective decisions can be made. HR must have an integrated HRIS system with consistent and scalable processes in place. This is usually accomplished with comprehensive human resources software. With good systems and processes in place, HR will achieve greater efficiency and be able to deliver strategic value to the organization.

Healthy San Francisco today announced that a local employer must pay $1.3 million in past medical expenses to its employees. This case highlights why properly executing on compliant HR strategies and leveraging HR technologies is so important.

Staying current on safety code is no small matter. In just the past 2 days the U.S. Department of Labor’s Occupational Safety & Health Administration (OSHA) has issued $318,900 in fines for code violations.

Yahoo is the latest company to become involved in a high-profile HR compliance issue. At the heart of the issue, Yahoo's current CEO, Scott Thompson, misrepresented his educational background, claiming he had a computer science degree when in fact he does not. Mr Thompson has admitted that he falsified his education.

Forget the notion that you can only attract top employees with heaps of cash. Everyone wants a nice paycheck (who wouldn’t), but employees also value less tangible rewards. Here are 5 ways that you can make a good HR assessment and draw talent without breaking the bank, including numerous examples from companies like Google, Zappos, TOMS Shoes, and more.

The HRIS vendor field has narrowed over the last six months, as HR software companies have acquired smaller rivals and complementary HR technology solutions at a record pace. But what does this mean for HRIS vendor clients and perspective buyers?

Human Resources compliance is a necessity for any business, now more important than ever. Today Americans are suing employers for overtime pay in record numbers, ICE has become less willing to negotiate/settle for errors found in I-9 inspections, and the Department of Fair Employment and Housing has reported a dramatic spike in claims. During the economic downturn, companies looked to cut costs in many areas, often resulting in decisions that were not compliant. Unfortunately, many of these changes are creating an adverse impact and now employees are fighting back.  No company is protected from these charges; even large corporations like Verizon and Oracle have faced large wage-and-hour lawsuits in the past year. Employers of all sizes should re-evaluate HR compliance in order to avoid costly litigation.

SharedHR, the leading provider of HR technology and HR services for small and medium businesses, today announced the hire of Saul Macias as Vice President of Professional Services. Macias brings more than 20 years of experience as an HR Strategist from industries such as retail, technology, and the non-profit sector.

On April 12, 2012, the California Supreme Court ruled that employees will now be free to take a 30-minute lunch break for each shift less than 10 hours.  The ruling came in Brinker Restaurant Corp. v. Superior Court, after the employer was allegedly requiring employees to work without meal and rest breaks. California employers must make these breaks available, relieve the employee of all their duties and allow the employees to decide to take breaks on their own, but need not ensure that workers take their authorized breaks. This decision is hoped to bring clarity to state break requirements and reduce the number of lawsuits that have plagued employers. The court went on to explain that under the Industrial Welfare Commission’s (IWC) orders, employees are entitled to 10 minutes of rest for shifts from three and one-half to six hours in length, and to another 10 minutes rest for shifts from six hours to 10 hours in length. Rest periods do not need to be timed to fall specifically before or after any meal period.

Litigation can be costly—not only in terms of money, but also in terms of headache and lost time. Every employee, past or present, could be the potential plaintiff in an employment lawsuit. Jennifer King, an HR analyst at Software Advice, wrote a great article on the benefits of HR software.  Below I’ve summed up three main points:

1) Protect Against Wage and Hour Claims – Oftentimes these lawsuits rely only on the employee’s records. It is much easier to defend a case when employer records are kept in a systematic and precise workforce management system. HRMS/HRIS software can better track employee scheduling and attendance, and helps show if employees are entitled to additional compensation or leave.