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What You Need to Know About Overtime!

Posted By Kenyatta Turner, LegalShield Independent Associate, Monday, June 26, 2017


If your employees work more than 40 hours per 7-day workweek they may be entitled to overtime pay. New overtime rules were set to take effect late in 2016. These regulations would have expanded the number of employees eligible to receive overtime pay but they are currently tied up in federal court. It is vital that you observe the current regulations to avoid potential fines or litigation. If you have questions about state or federal overtime rules, contact your LegalShield provider law firm.

  • Current Rules - Federal overtime regulations are part of the Fair Labor Standards Act (FLSA). The FLSA entitles employees working more than 40 hours in a workweek to one and one-half times their regular pay rate. If your business has, “an annual gross volume of sales made or business done of $500,000 or more” you are required to pay overtime. All schools, hospitals, medical facilities and public agencies are required to pay overtime. Click here to determine whether FLSA applies to your business.
  • State Regulations - Many states set additional rules for overtime pay. California, for example, requires overtime for those who work more than 8 hours in a day and double pay for those who work more than 12 hours in a day. Other states set specific thresholds for businesses that must comply with overtime rules. Arkansas requires employers with more than 4 employees to pay overtime. Click here to view a map highlighting current state overtime laws. It is important to understand both the federal and states regulations where you do business.
  • Exempt Employees – There are exemptions for some executive, administrative, computer professionals and other professional service employees.

From the Department of Labor:

A. Currently, to qualify for exemption, a white-collar employee generally must:

  1. be salaried, meaning that they are paid a predetermined and fixed salary that is not subject to reduction because of variations in the quality or quantity of work performed (the "salary basis test");
  2. be paid at least a specific salary threshold, which is $455 per week (the equivalent of $23,660 annually for a full-year employee) in existing regulations (the "salary level test"); and
  3. primarily perform executive, administrative, or professional duties, as provided in the Department's regulations (the "duties test").

Certain employees are not subject to either the salary basis or salary level tests (for example, doctors, teachers, and lawyers).

  • New Rules from 2016 – Overtime exemption thresholds were set to nearly double in December of 2016; however, the new rule is currently tied up in court. There is a great deal of speculation about the fate of the new rule with many expecting a change in direction from the new administration. The U.S. House of Representatives recently passed a bill that would allow certain employers to offer comp time instead of overtime pay. The bill still must pass the Senate but it is yet another sign that changes are coming. It is important for all businesses to follow these changes carefully.  If you have any questions, contact your LegalShield provider law firm or Kenyatta Turner at 602-367-1069 or

Tags:  Accounting  business owners  business resources  business risk  business services  employees  Employers  Hiring  HR  human resources  labor  legal  legal services  management  small biz  small business  small business owner  startup  tax  wage hour lawsuits  women-owned business 

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Wellness Programs Evolving into ‘comprehensive package’

Posted By Carol Mangen, Arizona Small Business Association, Wednesday, June 8, 2016

Original article posted on Employee Benefit News

Forget what you already think you know about wellness: That it’s all about physical health, that it’s all about return on investment and that programs are static.

Wellness is shifting dramatically in the workplace, two wellness experts said this week during a session at the WorldatWork Total Rewards conference in San Diego.

“Wellness is no longer about just getting in shape or going for screenings,” said Lauren Benz, clinical account manager at MVP Health Care. “It’s really evolved into a comprehensive spiritual package. Wellness is no longer a choice of behaviors; it’s looking at your whole health.”


“We consistently ask employees what’s bothering them and try to address those concerns,” said Daniel Harding, director of total rewards and employee relations at MVP Health Care. “And it will be different from what it was two years ago. What keeps your employees up at night? If you can get to the bottom of this, engagement and value becomes a business.”

Financial wellness, for example, continues to grow in importance for employees.

“Money stresses everyone out,” Benz said. “And [with financial wellness] it feels like you’re tackling something. It’s a small program that can have a really large impact.”

Other growing areas of interest for employees include sleep, tuition care and elder care, Harding said.

The two also said that it’s time for employers to embrace the changing face of workplace well-being because it ultimately leads not only to a healthier workforce, but to a more productive one.

“As the employer, it’s your chance to enhance in different spheres of their life — emotional, mental, physical and spiritual,” Benz said.

“We’re moving from return on investment to value on investment, and as a company what you’re producing,” Benz said. “At the end of the day, good health is good business. We’re now in a huge global market, so for you to remain competitive you need to have a healthy workforce because a healthy workforce will outperform an unhealthy workforce time and time again.”

MVP Heath Care, whose own wellness program is called “Journey to well-being,” saw the positive effects of beginning a comprehensive wellness program — including financial counseling — firsthand: Of its 1,500 employees, 500 people signed up the first day. The average debt reduction was $9,000, people say they feel like they got a raise, 97% say they would recommend the program to a co-worker.

“It turned into watercooler talk,” Harding said. “It wasn’t intentional but it was helpful.”

What’s important, they said, is that wellness focuses on multiple areas — and that they are all important to employees.

Some other best-practice tips for building and executing a tailored well-being strategy:

Educate employees. Have a wellness website for employees, Benz said. Include a calendar of events, tips, articles on wellness and what they need to know about your company’s wellness program. “That way, they can get a full picture without us bombarding them,” she said.

Get leadership support. Make sure executives get involved in wellness. “Once you get senior leaders involved, it will do wonders for your participation,” Benz said. “It will reinforce [to employees] that it’s OK to spend the time on it.”

Talk to employees. “We try to do constant pulses of what is concerning our employees, getting away from the one-time survey,” Harding said.

Use your resources. When developing a wellness program, consider what other resources you already have, including your health plan, EAP and 401(k). “These are free resources you can incorporate because you already paid for them,” Harding said.

Use incentives. Yes, small incentives to encourage the right behavior can be beneficial, Harding said. Those can include gift cards or dress-down days —“whatever encourages your employee.”


Kathryn Mayer


Tags:  Business  employees  engaged employees  Health & Wellness 

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Friday Fever: Keeping Your Employees Engaged at Work

Posted By Niki Ramirez,, Sunday, June 5, 2016

Employee engagement is important every day, but let's just talk about tackling Fridays for now.

You probably already know how it goes… It’s 2:30 p.m. on Friday and the far-away looks on your employees’ faces are easy to read. It’s only natural for employees to want to wind down as the week comes to a close. So there they are, sitting at their desk, thinking about weekend plans with family and friends.

Rather than look the other way and allow them to just "wait it out" on Fridays, here are three great ides to try to address this weekly downturn in engagement and productivity:

Make time to socialize and connect: when the afternoon lull hits, bring your team together in a more social setting to keep energy high and ideas flowing.

Gather everyone in a common area (like a training room, conference room, etc.) or head out to a local coffee shop or bowling alley to talk about what the next week holds, what folks are looking forward to, and what you can do to support one another. Share a snack, drink or other treat as well. Organizational psychologists agree that eating together increases connectedness and feelings of unity. Bottom line: time spent getting to know your employees, listening to their ideas and building relationships will always be time well-spent.

Just for Fun Friday: from ping-pong battles to chess tournaments, allow your employees to let loose and have some fun.

The human brain thrives on fun and novelty. We all perform better and are more successful when our lives are balanced with work and play – and it's not a new idea, we know that work and play CAN go together! I’ve read about teams that leave together (early) on Friday’s and employees go to the gym together and pump iron for the last 2 hours of the week. And here are a few other cool ways to end a Friday at work:

·        crafting and coloring time

·        bring in a yoga instructor or provide employees with chair massage

·        host a chili cook-off, parking lot BBQ, or cookie exchange

The easiest way to ensure that the activities planned really are meaningful and fun for your team is to allow a handful of employees to form a “social committee” – give them a budget and let them go to it, planning activities that they know everyone will truly enjoy!

Allow employees to set their own Friday schedule: this may sound pretty far out, but what if you just let your employees go home on Fridays when they felt they were in a good position to do so?

Employees who know they can leave when they are "done" will work diligently to knock out their to-do list in order to get their weekend started. If you do try this tactic, make sure you keep in touch with your employees throughout the week so that you have a pulse on what they have to get done before they call it a wrap. It goes without saying that this will not work for every employee, in every circumstance. Some positions will lend themselves to this far more easily than others.

Just Do It!

There is immeasurable value in making time to connect, have fun and socialize with your employees; and allowing your employees the autonomy to set their own schedule on Fridays (or any day, really!) can prove to be an equally powerful tool. 

Get organized, talk to your employees and start small. You'll discover that your team is more cohesive and productive in no time.

There are a wide variety of strategies that business leaders use to increase and maintain employee engagement, what ideas do you have? Please share in Comments.


About the author: Niki Ramirez is a seasoned professional consultant, speaker and coach with a knack for engaging business leaders.  She has a successful track record partnering with a wide variety of local businesses to analyze current human resources and business operations with the objective of collaborating to design cost-effective training, employee relations programs, develop employment policies and procedures, and help business leaders exceed their goals.
Maybe most importantly, Niki is the proud momma to three strikingly gorgeous, intelligent kids.  She loves to horseback ride and get outside to hike and explore the world every spare minute that she has.

Tags:  employee engagement  employees  HRteam  human resources  management  managing people  small business  success  team building 

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Arizona Battles Gender Pay Gap Through Local Efforts

Posted By Rick Murray, Arizona Small Business Association, Monday, May 23, 2016

Read original article here, published by Cronkite News. 

The U.S. women’s national soccer team has won three of the seven FIFA world cups. It has taken home the Olympic gold all but once since 1996. It is the No. 1 team in the world, according to FIFA.

The men’s team, on the other hand, hasn’t won either competition and doesn’t rank in FIFA’s Top 20 teams.

But the women get paid less than the men.

In February, five members of the women’s national team filed a lawsuit with the Equal Employment Opportunity Commission against the U.S. Soccer Federation claiming wage discrimination. The news sparked a national dialogue about equal compensation for equal work.

But the headlines were just the latest in a battle that has raged for decades.

Women earned 82.5 percent of men’s weekly median earnings in 2014, according to the U.S. Bureau of Labor Statistics.

In Arizona, women who were full-time salary workers earned $669 per week, 80.9 percent of a man’s weekly earnings. However, one local expert described the dip as a “blip” and said historically, the state does better than the national average when it comes to paying women an equal wage.

Experts said it will take time, but people at the federal, state and local levels are working to close the gender wage gap completely.

Jenny Poon, founder of the business collaborative group CO+HOOTS, said she thinks the time has come for the gap to finally be extinguished altogether. She is one of the people working locally to focus on the issue.

“It’s already been 50 years since we’ve passed legislation that says women should receive equal pay for equal work, but we still have this struggle,” she said. “That’s crazy. Fifty years later, and we’re still talking about this. It’s because we haven’t fought hard enough for this to be a universal norm.”

Why is there a pay gap?

According to a national survey from CareerBuilder that polled 3,200 workers and 220 human- resource managers in 2015, only 35 percent of female respondents believed there was equal pay in the workforce.

“I hate that people say that it’s just a matter of time because it really doesn’t just happen,” Poon said. “Just because we are moving (in the right) direction doesn’t mean it’s a set course.”

Arizona Small Business Association CEO Rick Murray said that a big reason why the gap still exists is because of women’s general reluctance to ask for a raise.

“A lot of it is on this education process of helping women understand their opportunity when they have one,” Murray said. “It’s OK to ask for the same wage, and that it’s not going to affect their employment statuses either. A lot of that education has to happen at the grassroots level.”

A 2013 survey conducted by LinkedIn indicated that only 26 percent of the women who responded asked for a raise, but 75 percent of those who did ask actually received a raise.

Experts have cited other reasons as well: Women often work in fields that pay less. One Harvard University economics professor told NPR that women often seek out jobs that offer more flexibility, which can reduce their income. And then, there’s outright discrimination.

Poon also said women are generally the first to sacrifice.

“In the family, at home – moms are usually first to sacrifice if anything needs sacrificing, and that often carries over into work as well,” she said. “Often times, women choose to take a lesser payment. They choose to – maybe not intentionally – they choose to essentially give up more than typical people would, and as a result, they get paid less.”

Poon and Murray said a variety of factors play into how employers pay their employees, including experience, education levels and longevity at a company – and those can play a role why they pay women less.

Poon said she wants to specifically address the wage gap when it comes to minorities. African American and Hispanic women earned 36 and 46 percent less than white men in 2013, according to the U.S. Bureau of Labor Statistics.

“(The wage gap) been a problem since the beginning of time just because the roles the women have played versus men in society,” Murray said. “I think it’s just a generational issue. We as a society are just playing through that and have seen the importance of women in the workforce and how important it is that we pay everybody equitability.”

On average, women in the U.S. earn 82.5 percent of what males earn every year. When broken down by ethnicity, the difference is much more defined.

Why is Arizona’s gap smaller?

Since 1997, Arizona has traditionally had a smaller gap compared to the national average. But in 2014, its gap was below the 82.5 percent clip across the country. However, Murray sees that number as just a blip.

Murray said Arizona generally has more equitable pay because the state’s big industries don’t involve as much physical labor and offers more opportunities in technology-based jobs.

“Technology knows no gender,” Murray said. “I think we really have a lot of technology-based type of businesses, and I think that that certainly plays a factor.”

There are an estimated 132,000 high-tech jobs in Arizona, according to a TechAmerica Cyberstates report.

However, the National Partnership for Women and Families maintains that the wage gap exists no matter the industry or occupation.

There are industries where women excel in terms of pay. Monster, a job-search website, highlighted five careers that pay equal – or even higher – wages for women: systems engineer, electrical engineer, mechanical engineer, videographer and computer repair technician.

Arizona’s ratio reached a high of 88.7 percent in 2006 before dipping to a low of 76 percent in 2009 since the data for the states became available in 1997.

“It’s an evolving process, and it’s just a matter of time before we won’t see (a gap),” Murray said. “It’ll really be based on experience and skill rather than whether you’re a female or male.”

What’s happening to decrease the gap?

People at several levels are making efforts to close the gap.

Federal efforts: The EEOC announced a new initiative to attack the pay gap and other gender disparities. It will require employers with more than 100 employees to provide a report featuring earnings by gender, race and ethnicity.

“The initiative is designed to elicit greater transparency about pay practices and to allow the EEOC to target where there may be potential discrimination,” said Pavneet Uppal, regional managing partner at Fisher & Phillips in Phoenix.

Uppal said if the proposal proceeds as scheduled, the rulemaking process will conclude in September, and employers would have to submit the requested data in September 2017.

State efforts: Earlier this year, state Sen. Katie Hobbs, D-Phoenix, introduced Senate Bill 1436, which would have allowed businesses to obtain a certification indicating that they pay equally for equal work.

“There’s no way for businesses to proactively demonstrate that they do this,” Hobbs said. “I would think if you’re an employer, you might want something like that because it would protect you in a lawsuit.”

The bill died during this legislative session. However, Hobbs said she will reintroduce it in the next session.

City efforts: In March 2015, Vice Mayor Kate Gallego and the Phoenix City Council unanimously passed the Equal Pay Ordinance.

Although the proposal did not create new regulations, it changed city’s nondiscrimination ordinance and increased educational efforts. The ordinance included a caveat stating employers can pay men and women differently if the pay is based on a variety of factors, not based on gender.

Gallego said she and Phoenix’s Equal Pay Task Force are focused on educating women on why and how to ask for raises.

“(The wage gap) isn’t intentional the way it might’ve been 50 years ago,” Gallego said. “Sometimes, just through many factors, including the fault of the person in the job themselves, it’s not high on people’s priority lists.”

Tempe and Tucson officials also have announced efforts to draft their own equal pay for equal work ordinances, according to

Other efforts: Poon founded CO+HOOTS to create a collaborative space for entrepreneurs and other businesspeople. On April 11, it launched a small business scaling program to educate female business owners and women in general.

“The better educated a woman business owner is, the more successful her business is, the more confidence she gains to pay herself standard or higher rates,” Poon said in a statement. “And once women understand where they stand financially, they can pay themselves reasonably. If this could happen with every female entrepreneur, our economy would soar.”

The program aims to educate female small business owners through training opportunities, technical assistance and mentorship opportunities.

“It takes a lot of people actively making progress toward that and actively creating initiatives to help the pay parity to keep up forward momentum, and that doesn’t mean the people on the ground saying, ‘we want this to happen,’” she said. “It means actually putting in legislation, passing legislation, that supports this.

“We have the excitement. There’s enough people that believe this should be a thing, but what it comes down to is, we can talk about it as much as we want, but if there’s actually nobody there holding us accountable, it’s going to continue to (fall short).”


Tags:  Arizona  business  Employees  employment 

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Cost of Fraud

Posted By George (Clint) Frederick CPA PLLC, George Frederick CPA PLLC, Thursday, March 31, 2016

March 30, 2016, the Association of Certified Fraud Examiners, released its Report to the Nations on Occupational Fraud and Abuse.  Occupational fraud is defined as Employee Fraud through misuse of their position for personal enrichment.  It could involve embezzlement, fraudulent financial statements, and asset appropriation for personal use, collusion with vendors for kickbacks or any number of imaginative schemes.

With the report was a summary of the cost of fraud. Some highlights:

  • A typical organization loses 5% of its revenue
  • The median loss is $150,000
  • Total loss from fraud is $6.3 billion
  • Over 23% lost $1 million

Type of fraud:

  • Asset misappropriation loss    $125,000
  • Corruption loss                        $200,000
  • Financial statement fraud      $975,000

The people committing the fraud:

  • Employee fraud           $65,000
  • Manager                     $175,000
  • Executive or owner      $703,000

Number of people involved in fraud event:

  • One person                 $65,000
  • Two people                 $150,000
  • Three people               $294,000
  • Five or more              $633,000


Organizations that do not have fraud controls in place suffer twice as much fraud as those that have fraud controls.  Fraud amounts on companies with less than 100 employees had the same as that incurred by larger companies; however, the fraud loss on small business had a much greater impact on the organization.  Most fraud was uncovered through tips and companies with hotlines.  The longer a fraud lasts the greater the financial loss.  Fraud loss on privately owned companies is greater than on public companies. Most fraud loss is not recovered. 


Prevent fraud before it happens.

Tags:  Accounting  employees  fraud  management  small business 

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7 Human Resources Trends Your Small Business Needs to Know

Posted By Margaret Jacoby SPHR, MJ Management Solutions, Inc., Tuesday, October 27, 2015

The world of human resources changes fast. If your small business isn’t on top of the trends, you could not only experience significant turnover, but also legal ramifications. Whether you employ a team of 15 HR employees or are the accidental HR manager, it’s important to know the current trends and legal considerations.

Top Human Resources Trends

Trends help you tailor your employee benefits package, keep retention rates up, and even assist with recruiting. Key HR trends include:

1. Compensation is still driving employee interest. As long as employees are adequately compensated, they are more likely to stay with your small business. Job security comes in a close second to compensation. After all, it doesn’t matter how much you pay if employees are constantly worried that they won’t keep their jobs.

2. More employers are implementing policies for social media use. In 2014, more than 70 percent of employers disciplined their employees for misusing social media. Reasons for discipline included divulging confidential information, harassment of coworkers, and defamation of the business’ brand.

3. There is an increased focus on Generation Y workers. These are employees who were born between 1981 and 1994. They want to work in a casual workplace that values self-expression over self-control. Generation Y workers also want a challenging career in which respect is earned and growth opportunities are available. They value instant feedback and high compensation for good work. Your Generation Y employees are the future of your small business, and will be making a much larger impact as other generations retire.

4. More small businesses are skipping annual reviews for continuous performance management as part of their day-to-day operations. Doing so allows managers to provide feedback as it’s needed, and gives employees the opportunity to improve year-round rather than just once a year.

Legal Considerations to Keep in Mind

Small business owners may not understand that they face many legal gray areas. From terminating a pregnant employee to forcing an employee to change his status on social media, you can put yourself in hot water if you aren’t careful. Make sure you have and follow a comprehensive policy and procedure manual so you can stay on top of these legal human resources trends:

5. Terminating a woman during her pregnancy could result in a discrimination suit, but did you also know that terminating an employee a few months after delivery could still result in the same lawsuit?

6. Social media is more popular than ever and employees are likely to list you as their employer on their various accounts. But when they’re terminated or they quit, can you force them to change their social media information? In most cases this requires you to contact the social media platform and, even then, you must prove it is damaging your small business in some way to have it listed on the website.

7. Workplace cliques could put you at risk for racial discrimination claims and lawsuits. While they may seem innocent, employees left out of these cliques may feel as though they’re being discriminated against—especially if the race, gender, or religious preferences of those involved differ from the affected employees.

Staying on top of human resources trends is critical for retaining your existing employees and attracting the top talent. By understanding these management and legal HR trends, you can reduce employee turnover and keep your business competitive.

Learn more about how you can avoid costly turnover and manage your employees more effectively by getting your copy of Practical Tools to Manage Costly Employee Turnover.

Subscribe to Tips and Tools, our weekly newsletter that provides human resources tips to grow your small business.

Tags:  employees  small biz  small business 

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Ready to Hire a Virtual Assistant? Find Out Where to Start

Posted By Margaret Jacoby SPHR, MJ Management Solutions, Inc., Wednesday, September 30, 2015

As a business owner, you expect to work long hours and wear many hats.  But, there comes a time when "enough is enough.”  You make a decision to get some help. You need someone who can help you become more effective, more efficient, and help you grow your business exponentially, but someone who can also help you get your life back.  In many instances, this could be a Virtual Assistant (VA).

So, if you think you are ready to hire your first VA you’re probably looking for some HR solutions to identify the right way to begin the hiring process.  A lot of work goes into hiring the right virtual assistant, from making sure they’re the right fit for you and your company (and vice versa), to figuring out what types of tasks you’ll have them do to support you, all the way to training them in your processes and systems, according to the folks at

Remember that hiring the best person takes time—you don’t want to fill the position with the first candidate you come across.  He or she may seem like a good fit during the interview, but if you aren’t asking the right questions and going about the process methodically, you could hire a VA that is wrong for your company and one who will disrupt rather that organize your work flow.

But hiring goes beyond just finding the right candidate. There are things you can do during the hiring process that can sabotage your business.  From being too vague in your expectations for the VA, to asking inappropriate questions, a lot can go wrong. So before you interview your first candidate, make sure you cover all your bases by following these tips. Keep in mind that these tips will apply if you are hiring a virtual assistant on a contract, as-needed basis or as an employee of your business.

1. Start with clear, specific job requirements. Developing a written task description will clarify in your mind what tasks and responsibilities will be assigned, what goals and objectives will be set, what value this new position will add to the business. A VA can do many things like handling  your social media, bookkeeping, data entry, e-mail management, and even making cold calls for the business. You decide!

2. Create the Ideal Candidate Profile. The ideal candidate profile will keep you focused and objective.  It should outline what knowledge and experience the ideal candidate should possess. Keep in mind that the knowledge and experience should be relevant to the tasks you will assign and the expectations you have for the position.

3. Develop an Interview Plan. The interview is the most important part of the selection process.  It is a tool to determine the candidate’s qualifications, job-related knowledge, and personality. It is one way to predict on-the-job success based on past and present behaviors and a way to determine if the candidate is a good fit for your organization. Be prepared to ask specific questions. The quality of the questioning is more important than the number of questions.

4. Practice "defensive hiring.” Just as we drive our cars defensively, looking for hazards, observing other drivers’ behaviors, and anticipating emergencies, we need to hire defensively. Since 95 percent of employee problems are caused by 5 percent of the employees, it is wise to take a few precautionary steps in this important selection process.

  • Prepare interview questions that require candidates to give examples of past performance and behaviors, demonstrate their skill level, motivation and competencies. If you are interviewing several candidates, ask some "core” questions of all candidates to evaluate them fairly. For a list of "behavior-based” questions check out our resources page.
  • Conduct thorough reference checking. At a minimum, verify employment history and request a list of current clients the VA is working with. You want to verify that the skills the VA says he or she possesses exist and at what level the VA typically accomplishes for others.

5. Evaluate all candidates using the same criteria. This means that you have asked each one the same core questions, reviewed their prior experience, and evaluated the knowledge demonstrated during the interview (use a scorecard to help you here).

It is important to note that the best-qualified candidate is not necessarily the best fit for your organization.  People are almost always hired based on appearance and skills and usually quit or are fired because of personality. Effective vetting of the VA candidates will increase your chances of hiring and retaining the right person.

Finding and hiring great employees takes time and is one of the most important investments a business owner can make. Find valuable HR Solutions and resources when you sign up for the MJ Management Solutions Blog articles.

Margaret Jacoby, SPHR, is the founder and president of MJ Management Solutions, a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive.

Let’s connect: LinkedIn | Twitter | Facebook | Google+

Tags:  employees  small biz  small business  startup 

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Give Employees Better Feedback With This Simple, 3-Step Process

Posted By Bob Wilson, Bob Wilson Solutions, Wednesday, August 26, 2015

Let’s say one of your employees was assigned a project to oversee. Overall they did a good job. Also, they had a couple of areas they needed to improve on.

You could say to the employee: “You did a good job, but you need to work on a couple of things.”  Notice how we took them from good to less-than-good?

Instead if you say: “You did a good job. Let me tell you a couple of things so next time you can do a great job.”  See the difference? This lifts the employee up. It’s focused on how to improve and reach for something more next time.

Instead of a criticism of the past, it’s a positive slant on the future. Big difference.

In other words, it’s a 3-step process:

  • Avoid using the word “but” with your employees
  • Separate positive feedback and negative feedback into two different sentences
  • Take the negative feedback and transform it into something positive by focusing on the future and how those changes can help the employee grow

What tips have you found to work well when giving feedback to employees?

Bob Wilson is the owner of Gilbert, AZ-based Smartful Coaching. If you need help improving the quality of feedback you give to employees, contact Bob at (480) 710-0340 or to schedule your Free Consult. 

Tags:  employees  leadership  management 

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Independent Contractors or Employees For Your Small Business?

Posted By Gabriel Salcido, Arizona Small Business Association, Friday, August 7, 2015
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Starbucks Giving Employees Diplomas

Posted By Mark Wahlstrom, Sequence Media Group, Wednesday, April 8, 2015


Starbucks is stepping up it's college degree program in a big way. This week the company announced it was doubling its free college tuition plan for employees to cover a full four years of college. Previously the offer was for 2 years.

Tags:  arizona  asu  degrees  employees  Starbucks 

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