The following are commonly asked questions that we have answered for our clients and that you may be wondering about yourself! This is only a short list, so we encourage you to contact us today for more information and for guidance on your unique circumstances.
Yes, we do. We take three steps in creating handbooks:
- We research all of the state and federal laws that apply to each employer and their employees then include them in their book.
- We add in details that pertain just to their business like benefits, a typical workday schedule, confidentiality and proprietary and a welcome letter to the employees.
- Finally, we make it pretty! We make it easy to read and understand and finally add a logo to make it their unique handbook.
We take the time to go over the handbook with the employer to make sure everything in it fits their culture and clearly lays out their expectations to their employees. Finally, we provide an electronic version for them to share with their employees.
We dedicate a portion of our day to researching, reading and verifying information. We work closely with the expert payroll team at Anfinson Thompson & Co. There are laws that apply to some industries and not others. For example, the overtime laws are not the same for every industry. New laws that took effect in 2019 and 2020 include the Minnesota State Wage Theft Law and a federal law that expanded the Family Medical Leave Act called the Family First Coronavirus Response Act. Both of these laws require extensive documentation and communication with employees. They also apply to all employers.
Yes, not only do we outsource HR we will insource HR. Business owners and leaders are experts in their field, but don’t always have the time or resources to keep up with the demands and requirements it takes to keep the best employees. Our clients are focused on being an employer of choice. It takes a commitment to HR to be an employer of choice.
Vinna Human Resources Compliance package is the best place to start. One of our HR experts will visit your location and do a FREE HR Assessment. After the assessment, we will discuss recommendations. The most common recommendation is compliance. Compliance includes new hire forms, personnel files, posters, regulation requirements, job descriptions, background checks and state and federal resources.
Yes, we proudly work with the professional payroll team at Anfinson Thompson, & Co. to provide payroll. They have 2 co-managers that lead a team of 11 experts. They are very knowledgeable, professional and provide awesome customer service.
Yes, we work with a software provider to tailor HR software services for each client on an as needed basis. We will manage the software so the employers and employees will have access to forms, calendars, education, employee portals, and company information that pertains to them.
It is important to have newly hired employees feel welcome and part of the team from the first day. Vinna Human Resources can make the transition smooth by creating onboarding packets with all the current documents needed and a checklist for getting all the paperwork done efficiently the first day. We can also create an electronic pre-onboarding packet that the newly hired can complete before they start their new position.
Sometimes a new form or policy is needed due to a new mandate or changes with how the company does business. We can certainly write new policies and create forms for you to use when those times arise.
Yes, we would be happy to help you. We can research and gather the information and pricing for you. We can even help with the benefit enrollment process.
According to Title VII of the Civil Rights Act, covered employers must make reasonable accommodations for employees’ religious observances. The act generally applies to employers with 15 or more employees, although some state laws may create similar obligations for smaller employers.
The act clearly states that an accommodation for an employee’s religion must be made unless the employer can demonstrate that they are unable to reasonably accommodate the religious observance without undue hardship. According to the Equal Employment Opportunity Commission (EEOC), "An accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work."
Note: Federal law does not require employers to compensate employees for time taken off in observance of a religious holiday, practice, or belief. However, an employer must offer the same options for religious holiday requests as it does for other time off requests.