When Does Sexual Harassment Occur?

When Does Sexual Harassment Occur?

One of the biggest obligations that managers and supervisors face is knowing what kinds of behaviors can involve illegal sexual harassment. And once they recognize the actions, they need to know what to do about it.  Exactly, when does sexual harassment occur?

Steps to Take

Quick. Suppose a manager or supervisor makes a sexual advance on an employee. What is the employer’s responsibility?

The employer doesn’t have the luxury of hiring a special prosecutor who can investigate for years. In a sense, the employer is the special prosecutor — and the judge and jury as well. But if not careful, it could be the employer rather than your employee who winds up in court.

Here’s a scenario: A manager is speaking at a hotel convention. A woman who works for him is taking registrations at a desk in the lobby. She gets a message that the manager wants to see her in his hotel suite. She goes to his room where he asks her for a sexual favor. She refuses, and leaves in disgust. The next day, or the next month, or the next year, she calls a press conference and announces she is charging him, and the employer, with sexual harassment.

Now it is your job to sort out the facts. You’re the special prosecutor, remember?

Was this an example of woefully poor behavior — or was it sexual harassment?

Some points are clear. Sexual harassment is a form of discrimination. It’s the sex part of sex discrimination. It violates federal law in at least two areas: Educational settings and in the workplace. It is the “sleep with me or you’ll lose your job” exploitation. But the law takes it a little further than that.

In the workplace, sexual harassment has been defined as “unwelcome sexual conduct.” The definition prompted a spokesperson for the Women’s Legal Defense Fund, to lament: “That implies that people get one free pass. How else do you know it’s unwelcome?”

In the situation involving the manager and the employee, if he stopped his advances when he saw they were unwelcome, and didn’t repeat this type of behavior again, then there probably was no illegal sexual harassment. Illegal sexual harassment is sexual attention that is: * Unwelcome and unwanted. * Affecting the victim’s physical and emotional health and interfering with the ability to do a job. * Perceived by the victim to mean that submission is a condition of employment or advancement.

Another potential workplace example: Jane is a good employee who sits next to Ralph. One day, Ralph puts a calendar on his desk that has a nude pin-up photo in full view. The photo makes Jane uncomfortable and she tells Ralph first, and then she tells you that it is bothering her. A week later, she complains to you again.

There are two red flags here:

1. Her emotional health may be affected by the refusal to take down the calendar, as well as her comfort and probably her job performance.

2. There are no more “free passes.” She’s made it clear that the conduct is unwelcome.

Here are some tips on what to do if an employee reports an incident of sexual harassment:

Take all complaints seriously so your employee sees that you are sincere, unbiased and non-judgmental.
Talk with the employee but also make sure you get a written account of what happened and specifically, what constituted the harassment.

Respond quickly to the complaint. If you have a human resources manager, turn the information over to that person immediately. If you don’t have someone like that on staff, consult an attorney.

And the first step toward preventing sexual harassment complaints is to watch your own behavior.

Since a disgruntled employee might someday charge you with sexual harassment, you can make sure any such charge would be groundless.

Guidance on Sexual Harassment:

Here’s how: Never touch your employees without permission. Never be demeaning to people, particularly with reference to gender. Never treat employees as potential dates. Never get romantically involved with an employee. Never make sexually suggestive comments. Always make sure that compliments contain no innuendo. Always keep your office door open when meeting with someone of the opposite sex.

If you want to avoid a sexual harassment lawsuit, the best advice is to take all complaints seriously and investigate them promptly. Handle your investigation discreetly to avoid office gossip. Record interviews if possible or have a witness present. Interview both the complainant and the accused with compassion, because you must remain impartial until you know the truth.

Do exit interviews with any employee leaving for any reason. In the course of the interview, ask if the employee ever encountered sexual harassment. If the answer is “yes,” act on it immediately. If the answer is “no,” and you have it in writing, you have some protection against a complaint ever being lodged by that former employee.

To prevent sexual harassment complaints:

1. If you don’t have a policy prohibiting sexual and other illegal harassment, develop one and make sure it is included in your employee handbook. Define harassment, state that the employer won’t tolerate it and make sure employees understand it’s OK to blow the whistle on someone.
2. Make sure your employees know what they should do if they experience sexual or other illegal harassment.

3. Be observant in your workplace. If you take steps to stop inappropriate behavior, no matter how innocent it may seem, you may save yourself from far more serious problems.

4. Don’t forget the three most important parts of any investigation of alleged sexual harassment: Document, document, document.

Vision HR can help you create and enforce a Sexual Harassment policy and conduct training on the proper steps for employees, managers and owners to handle this very real threat to any business.  Give Vision HR a call to discuss options on how to get this type of support from experts for your business at 386-255-7070.

 

 

Source Bizactions / Thompson Reuters 

 

Comply with New OSHA Reporting Rules

Is your Business ready to Comply with New OSHA Reporting Rules?

New rules from the Occupational Safety and Health Administration have expanded the agency’s reach for reporting requirements. Among other changes, more industries will now have to keep and post logs of employee illness and injuries. February 1,2015 is the posting deadline for those already covered before the new rules kicked in on January 1,2015. Will your company be affected? Is your Business ready to comply with New OSHA Reporting Rules? Here’s what you need to know.

Occupational Safety and Health Administration (OSHA) rules for reporting worker injuries apply primarily to employers considered to have hazardous work environments. However, in the tragic event of an on-the-job work-related fatality — 4,405 of which occurred in 2013 — all employers with at least three employees must report that occurrence to OSHA within eight hours. That has always been the case.

Here is the information employers in all industries need to give OSHA when reporting any of the four serious events:
1. The name of your business

2. The location of the work-related incident

3. When the incident occurred

4. The type of reportable event

5. The number and names of all employees involved

6. Your contact person and his or her phone number

7. And a brief description of the incident.

Covered or Not?

A list of newly covered industries can be found on the OSHA website here, and also a list of industries which are now exempt.
New regulations issued last September have just become effective, requiring that all employers must also report to OSHA within 24 hours when any of the following three work-related events occurs:
•Inpatient hospitalization of one or more employees,

•Amputations, and

•Loss of an eye.

You can communicate the information to OSHA by calling a regional OSHA office, or a 24-hour OSHA hotline (800-321-6742) or by filling out a form on the OSHA.gov website.

A work-related death might not be instantaneous, of course. If an employee’s work-related death occurs within 30 days of the incident, you still need to contact OSHA. And of course, the underlying cause of the accident must be recorded at the time it occurred.

Is it Really Work-Related?

Also, it is not always clear whether certain causes of death or in-patient hospitalization, such as a heart attack, are really linked to the job or not. According to OSHA, “If the heart attack is related to a work-related incident, you must report [it]” and the local OSHA official will decide whether to investigate the matter to decide whether there was a connection.

What happens if you don’t hear about the death, inpatient hospitalization or loss of a limb or eye right away? Are you still subject to the eight/24-hour reporting deadline? OSHA says in this situation, the clock starts ticking not from the time of the incident itself, but from the time you “or any of your agent(s)” learn about it and determine that it is work-related. Presumably in the case of a death, that wouldn’t take long.

The new rules also expanded by 25 the number of industry sectors now covered by ongoing reporting requirements applicable to employers with more than 10 employees. Those requirements include maintaining a log and posting the summary annually. The expansion is the result of OSHA switching to a new organization (the North American Industry Classification System) to classify employers as hazardous or not. Specifically, only employers having less than 11 employees, or those in industries deemed to be “low hazard” are exempt from the reporting rule.

Newly Covered Industries

Newly covered industries include bakeries, automobile dealers, building material and supplies dealers, “activities related to real estate,” facilities support services, individual and family services, among others. (See the sidebar bottom for a link to specific industries which are newly covered, as well as a link to industries which were previously covered by the reporting requirements, but now are exempt.)

The OSHA forms covered employers must use are:
•Form 300: The Log of Work-Related Injuries and Illnesses. This form requires just a superficial description of incidents, and is used to calculate numbers for Form 300A.

•Form 300A: Summary of Work-Related Injuries and Illnesses during the prior calendar year. This form lists the total number of deaths, days away from work, and cases in which an injured employee had to move to a new job or have duties restricted as a result of the incident. The form also requires enumeration of the categories of injury or illness. It must be posted prominently at each work location by February 1 through April 30 — even if you had no reportable events during the period covered by the report. Copies should be supplied to employees whose jobs are such that they would probably not be able to see the posted version.

•Form 301: Injury and Illness Incident Report. This form requires not only basic data about the employee, but descriptions of what the employee was doing at the time of the incident, the event itself and nature of the injury or illness, and a description of any object (for example, a tool) or substance involved.

To be reportable, work-related injuries and illnesses must result in death, loss of consciousness, days away from work, restricted work activity or job transfer or “medical treatment beyond first aid.” Instructions for the forms address the nuances.

Because the forms contain information about employee health, forms 300 and 301 must be “used in a manner that protects the confidentiality of employees,” according to OSHA.

If you need help to Comply with New OSHA Reporting Rules, reach out to Vision HR and explore working with that company to meet your OSHA reporting needs.

Source Biz Actions / Thompson Reuters

Making Tax Season Easier

Making Tax Season Easier

We are in the middle of tax season and both sides of the business world are scrambling to get everything ready. Employees are waiting to get their W2s so they can file taxes and hopefully get some of that hard earned cash back in their pockets. Businesses and employers are working hard to get W2s out on time so employees can start filing. For some this can mean a system of the dreaded “hurry up and wait”. Least this is the scenario for many of less experienced businesses.

Tax season preparation is not something you can just learn from a youtube tutorial and implement flawlessly. It takes time, patience, and experience. If this is something you are not well known for then maybe it’s a valuable idea to put your tax burden in the hands of a more experience individual. Maybe even an entire company of them.

What would be the benefit of putting your payroll responsibilities in the hands of an outsourced payroll company? If you are in the Daytona Beach area, you could take full advantage of the services offered by Vision H.R. Advantages such as:

Paper and Digital W2s: Not many people like the sight of papers spread out across their desk. When it comes to tax time though, you may find you left your wooden desk half an inch ago. When you outsource to Vision H.R., that clutter disappears and Vision H.R. takes the reigns, making sure the entire process is both effective and organized.

On Track Payroll: Equally important to tax season is the payroll of the rest of the year. The information required for the tax forms is gathered from the payroll done through all 12 months of the year. Keeping this payroll and information organized is key to a fast and easy tax season.

Easily Accessible Records: Even though it is a different company working with your payroll, you can still keep a watchful eye on your payroll and tax records. Records can be made and given monthly, quarterly, and annually.

Why are you putting unnecessary effort into your own payroll when you could be outsourcing? Relieve the stress and get a free quote today to see what options are Vision H.R. has available to you for your payroll needs.

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Payroll: When to Pay and When to Not

Payroll: When to Pay and When to Not

In an earlier post we discussed some of the violations that can occur when payroll is not done correctly. One such article was linked to paying employees for work required responsibilities that do not contribute to work production. Such activities include putting on and removing certain required clothing such as HAZMAT required protection. This is a requirement because the work may not be productive to the company, but the work can not be safely completed without it. The problem though comes from the interpretation of the laws. It can hardly be argued that a worker dressing up to clean toxic spills or a butcher sharpening and cleaning his knives is work that should be paid for. However there are still some areas that what should and shouldn’t be paid for are open for debate.

One such area involves mandatory security screenings. Some factories such as Amazon, who was involved recently with such an issue, require a security screening while entering and leaving to prevent employee theft. The argument given for this was that each day, up to 25 minutes was spent waiting to pass through the screening. This was time the employees were not getting paid for. Naturally some difference of opinion came into the picture. An employee tried to bring legal action against Amazon for not paying employees for the time spent in this employee screening. On the reverse side the process was not a prominent part to the work required. Which side was right on the matter?

Paying For the Time Spent:

On one side of the argument, strong points were made for having to pay employees for their time spent waiting. It was said that the security screening was to reduce employee theft, which directly benefited the company.

Not Tied to Productive Work:

On the reversal of the topic, it was argued that the screenings although required, did not affect the work completed in any way. It was said that if the screenings were removed, the work performed would not be any more or less safe, nor would the production increase or decrease. Regardless of the benefit gained, the employees work and production were not affected, which in turn meant there was no requirement to be paid for their time in waiting.

The Verdict:

The court ruled in favor of Amazon, saying they did not have to pay for time spent in security screenings. It was decided that only activities required to complete the work performed.

How to Avoid Similar Incidents

Even though they won the case, time and money was spent to come to this conclusion. You may not have a business that requires a security screening, but this is just one example of an issue that can come up with payroll when running a business. It is important to prepare yourself for these type of topics. Try to imagine yourself in the place of the employee. Think of what they may have inquiries about, and try to eliminate any potential problems before they arise. Some possible ways to go about this are:

Simplify the Procedures: Some things can not be skipped or avoided, but they can be made easier. If a job requires special equipment to be equipped before the job can be started, place the clock in area near the preperation area.

Have Proper Work Preparation Areas: Make sure all prep areas are properly suited for the job requirements. Don’t makeshift a laundry room into an equipment shed or a bathroom sink into a butcher’s cleaning table.

Put Payroll into Experienced Hands: Payroll can change more often than you think. Put it in the hands of someone who can stay current on trends and laws. It may even be worth looking into outsourcing to a company like Vision H.R. to handle all your payroll and payroll inquiries.

Have an Open Mind and Open Ears: Your best source of information about how well your employees are feeling is from your employees. Communicate with them and be a part of their workday. Don’t be a mysterious voice on the intercom, be a welcoming handshake in the morning. This keeps you on the forefront of how the workplace is operating and connects your employees more to the company.

A company works best when everyone involved works together. Never forget the two main components that create the backbone of a company, sales and employees to make them.

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Vision HR | The Human Resource Experts

2015 Minimum Wage Increase:

2015 Minimum Wage Increase:

Around the country states are starting 2015 with an increase in the minimum wage. In 20 states around the United States minimum wage has been increased by various amounts, with Alaska poised to increase their minimum wage in February. Over the past year people have strongly argued for a change in the $7.25 minimum federal wage (the minimum wage any state can not drop beneath) across the country. This issue is still being discussed in Washington, but this wide spread jump in minimum could mean more Americans are supporting the idea. Although the wage increase is not as extensive as many were pushing for, it is a much welcomed break that will affect an estimated 3 million workers.

So far this year 29 states will now have a minimum wage that is higher than the federal minimum wage. Some cities are pushing the minimum wage to historic heights. San Francisco for example is now to become the second city to increase their minimum wage to 15 dollars an hour. Other states and cities range from slight to moderate increases from a few cents to a couple of dollars. If the larger increases work in the favor of the states and cities, it is possible even more wage increases could take place in the years to come. With the 2016 elections just over the horizon, the issue of minimum wage is likely to be a major issue in the debates.

For residents of Florida, this means an increase in the minimum wage of 12 cents. The minimum wage in 2014 was $7.93 an hour, and now has gone to $8.05 an hour. Around 344,000 Florida employees will be directly affected by this increase. Another 20,000 or so employees could possibly see a raise in their pay if their company rises the pay scale accordingly. Over the past ten years, Florida has increased it’s minimum wage from $5.15 in 2005, to the present $8.05. Florida has a common trend of increasing their minimum wage, so don’t be surprised if it increases again by 2017.

Are you ready to implement this new wage increase into your business? If you have workers that will be affected by this change, make sure to fix their pay accordingly and in a timely manner. For chances in the payroll administration Daytona Beach can put their trust in Vision H.R. If your payroll is being outsourced to a payroll company such as Vision H.R. already then chances are you are aware of the increase and have had it implemented in your payroll. If not then maybe it is time to look at having your payroll outsourced in 2015 to a company that can keep it current and up to date for you.

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Avoid the Hassle

Avoid the Hassle

When it comes to running a business one has to be careful with their actions. Especially when it comes to dealing with workers. One small oversight on the payroll can bring about fines and violations. Even if it all turns out as being nothing, the time spent on it is now gone and someone has to be paid for that time spent. Many times it is not even our fault these things happen. A business has so many doors opening and closing that it can be easy to forget to close one of them all the way. These violations can be something simple or complex, and range from minor consequences all the way to multi-million dollar lawsuits. Some large corporations may see this as pocket change whereas a small town store will see this as more than they could ever hope to afford.

The best way to avoid these fines? Know the law, or hire someone who does. Even though at the foundation most laws stay the same, outwards from there they can change in minor ways that slip under our radar. What are some of these laws and violations that are more commonplace in the workplace?

Unpaid Compensable Time: Some jobs require certain steps to be taken before the job is taken. This doesn’t mean putting on your Wal-Mart outfit at home before heading to work. If you work in a HAZMAT type area, putting on the protective gear is part of the work required and is to be paid as a part of the hourly wage. Mandatory meetings are also times when an employee is required to be paid hourly. Even if the meeting is after the work shift or not during regular business hours, your employer can not make you come into any form of work without compensation.

Unpaid Vacation Time: According to the FLSA (Fair Labor Standards Act), an employer is not required to offer paid vacation time. However if it is offered, it is considered a part of an employees compensation and if an employee quits or is fired, that vacation time must be paid to them.

Unpaid Commission or Bonus: Some jobs work offer a commission pay, or offer a commission bonus. A commission pay or bonus is awarded when a product or service is sold, or a certain amount of a product or services is sold. If a system of commission is agreed upon, then an employee must be paid the full amount agreed on depending on his success on selling a service or product.

Overtime or Comp Time: An non-exempt employee who works more than 40 hours a week must be paid overtime, which equals time and a half, for every hour worked over. This overtime can only be avoided if comp time is given for a later time. Comp time is paid time off at the same rate as overtime.

False Reporting: Instead of a possible mistake false reporting is a deliberate misuse of an employee and their hours. False reporting is when overtime hours are not reported. Some companies and businesses require authorization for overtime, and if an employee works slightly into overtime hours, the employer may change the hours in the system to avoid paying overtime. This is strictly against FLSA standards and practices.

These are some of the more commonplace violations that are found in the payroll and employee relations. There are other common and uncommon violations to keep an eye out for as well. Some companies lose millions because they performed some violation in their payroll. Luckily for payroll services Sanford, Altamonte Springs, Daytona Beach, and other surrounding cities can look to Vision H.R. to keep their payroll accurate and free from unwanted violations.

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Tax Season is Around the Corner

Tax Season is Around the Corner

With the holiday season coming to a close, it is getting closer to tax season. A time of year that can be just as terrifying as it can be exciting. You could be getting a bit tax return or you could end up paying taxes back to the government. As confusing as doing your own taxes can be, it can be ten times worse if you have to do your employees tax information as well. How do you do your employees tax information? how much do you have to take out and how do you make sure the information is accurate? This can all be made even more difficult if you do not keep proper records. This is important for two reasons, the first being that if your payroll is out of order, you could be losing money and not even know it. Secondly when it comes to doing taxes, wrong information can lead to legal issues and hefty fines for you and your employees.

So how do you avoid these issues and complications of keeping up with tax information when the laws can be constantly changing? Accidentally forgetting to pay an employee for an hour or a day of work is a simple fix. You can simply tack it onto another week’s check or write them a second check for the lost time. When it comes to mistakes on tax forms, along with additional expenses in the form of fines, you also have to headache of dealing with the IRS. This is why it may be a wise idea to look at alternative payroll solutions such as outsourcing to a payroll company. Companies such as Vision H.R. are dedicated to understanding not only the basic principles of payroll, but also the changing laws and trends that come with them.

The reason that so much can change when it comes to taxes and wages is inflation and a raise in the cost of living, along with various changes made directly to how they are done for certain bonuses and situations. The stock market is in a constant state of change, and the price of basic commodities such as milk, bread, fuel, and merchandise in general can go up or down weekly. As one item changes, everything else must change with it or you will have an economy going in too many different directions. With this constant change it is easy for one or two to slip by you as you worry about your own company’s profit margins.

When a company’s profit comes from doing payroll itself, they can only be successful if they are keeping current on all trends in payroll and tax returns. It may cost a little more to outsource rather than doing them yourself, but you are paying for both the work and the security that it is being down right. Not to mention with outsourcing you do not have to pay for the hours to get the information and tax information sent out, or spend the hours doing it yourself. Feel that extra sense of security and outsource in your payroll today. For payroll services Oviedo Fl, and several other cities can count on Vision H.R. With options and various services, you can tailor a package that will work best for your own company.

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A Time to Reflect

A Time to Reflect

The year has come to a close and it is time to look in two completely different directions. We have to look forward to 2015 and the new opportunities that will be present in it. To fully optimize these opportunities though we have to look back to our past year. How did 2014 go for you? was it successful or did you hit more rough patches then you originally intended? What made you a good profit and what caused you more stress than it was worth? These are the questions you have to ask to really make 2015 the best year possible. Go back and review on your own and with your employees on what worked and what didn’t in 2014. Find ways to fix these issues as we enter the new year.

This information should be fairly easy to come across if you have kept proper records of your dealings throughout the year. Look at the numbers and statistics and draw conclusions based on what you find. Combine this information with your own personal observations over the year. Use this as a basis on expanding into 2015. Did any singular product or product line perform better than the rest? Look at how you can expand it in the new year. Push the advertising and reach a wider audience. Finds ways to improve the product, or upgrade it completely into a new product.

What products or services didn’t do as well? Why didn’t they do well? Did they not reach their target market, or was the demand simply not there. Maybe they weren’t competitive enough with other products. How can you fix this? Maybe it is time to look at the product or service and restructure it. IF it did too poorly maybe 2015 is the year to discontinue it and find a new product or service to bring into your company.

How about the company itself? Did it run smoothly throughout the year? Were there any issues with being understaffed or incompetent employees? Did you feel that you were on top of your responsibilities or were you buried in them all year long? Don’t forget to ask the employees who work for you to give their own input. Place a different perspective on areas you may have skipped over. They may find something that is difficult or time consuming can be simplified. Perhaps they think it could be time to bring on new help or new equipment to make the business more profitable.

Maybe it is time to look at expanding your staff or outsourcing your departments so you can enter the new year with less weight on your shoulders. This may cost a little extra, but you have to spend money to make money sometimes. With less responsibility on your plate, you will be in a position to expand in other areas of your business. 2015 is looking to be a big year in several different fields. Put your company at the forefront of that change with Vision H.R. by outsourcing your payroll.

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2015: Pushing Technology Further

2015: Pushing Technology Further

We have spoken before on the increase of technology and how it is changing the modern office, yet 2015 is looking to push the idea of the digital office even further than ever before. Smart devices, programs, and interfaces are breaking out of their former molds and spiraling into new directions. Windows is looking to bring their Microsoft Office software fully into a touchscreen format. Samsung is designing a smart phone with a bending screen, and apple is working on it’s next iPad. These advances are big news for not just the business world, but also the normal everyday world we live in. It is both of these demographics that help shape the business world and how it operates.

This technology being available to the masses means that more people are becoming connected every single day. Every new phone that comes out finds it’s way into the hands of waiting customers. Within the week these phones are connected to their Facebook, their Twitter, their Instagram and their email. They are portals to a digital world that can fit inside our pocket. With so many being connected, this of course means that these technologies will enter the business world. From almost any point in the country, anyone can check their bank account, write a review, check their social media, send photos, and read emails. This opens the possibilities of not only the digital office, but also the mobile office.

Imagine having the ability to pull out a smartphone, swipe the screen, and in just a minute be staring at your bank account, seeing if your paycheck has been deposited. Another minute and you are looking at a digital paystub, telling you how much your paycheck was and how much was taken out in taxes. Two more minutes and you are opening an email seeing your work schedule for the next week. You did all this while sitting at a dinner table grabbing a quick lunch at a local restaurant. With the advances we have already made, you don’t have to just imagine this, you can now experience it. With the changes that are coming in 2015, you will be capable of doing these activities in a more simplified and faster format.

Like all great things though, these are advantages that we our self must make use of. We have to take the steps forward to implement this new technology into our professional life else we sit back and watch the world advance without us. How do you gain access to technology like this? It may require some outside help. Consider outsourcing departments that can be improved with the use of technology to outside companies. Payroll companies such as Vision H.R. can implement the latest in technology and trends into your payroll, keeping it at it’s full potential. Not only is your payroll being placed in good hands, but your employees are also connected to their payroll digitally.

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The Holiday Season

The Holiday Season

December is finally here. Decorations are being hung from palm trees and the weather is getting colder. This can all mean just one thing. Christmas time is just around the corner. This is the time of year that the stores and businesses really come to life with toys and gifts flying off the shelves. Customers crowd the aisles and the cashiers are working nonstop from open to close. Factory workers are working hard to make sure that products are shipped out in time and customer support centers are answering hundreds of questions a day about holiday gift ideas. After such a long month of work, everyone can use a little break and at least a small thank you.

The best way to do this is with some form of Christmas gift or event. A small gift or bonus to show you are thankful for their hard work this holiday season. There are different ways you can go about this that can be very inexpensive. Such as:

• Pizza Party: You don’t have to go elegant. Almost everyone loves some type of pizza, and you can feed a decent sized group of employees with less than 10 of them. Add a few soft drinks and waters for a complete meal. If you have some extra funds then bringing in cupcakes from a bakery is another nice touch. Don’t forget some Christmas decorations around the office or break room to bring in the Christmas spirit.
• Christmas Party: If you want to go a little more classy you can look at having a full Christmas Party. You can either have one at the office or at another easily accessible location. Some business owners even choose to have them at their own home. They typically involve punch bowls, finger snacks and some form of contest, such as a drawing for a prize, all while Christmas music plays in the background.
• Secret Santa: This can be done either on it’s own, or in a party setting like we described above. Secret Santa involves employees picking names from a hat, and purchasing a gift for the name they draw. To keep things equal a price range can be determined for how expensive a gift can be.
• Christmas Bonus: Though this is not as commonplace as it once was, another possibility is giving a Christmas Bonus to your employees. On a paycheck close to Christmas day, giving them a little extra to help with buying gifts.
• Small Gifts: You can also look at giving each employee a small Christmas gift as a thank you for the hard work they have put in. This is better done in a smaller company. Good gifts for the occasion are coffee mugs with something inside like candy, hot cocoa mix, coffee beans, etc. A gift card or certificate for something such as a Christmas ham is also a good and useful gift.

Regardless of what path you decide to take, remember to make sure you tell all your employees thank you, and wish them a happy Holiday. Don’t forget about employees you don’t often see. It can be easy to skip over employees who work third shift or ones that perform janitorial duties. When it comes to holiday pay and bonuses, let Vision H.R. handle it with their various payroll options.

New Smyrna Beach Payroll Services

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