Human Resource Management Solutions

April 1st, 2013

Human resource management services

Human Resource Management Services, LLC (HRMS) provides you with solutions. These solutions will help you manage your staff, comply with regulations and best of all, help you create a work environment that attracts and retains high quality staff. Since the effective management of people is a driving factor behind profitable businesses, HRMS provides its clients with the tools and services needed to develop and implement effective practices that will last over the long haul.

We are the “resource” for H.R. solutions.

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Summer Lay-Off

April 1st, 2013

Q: I go on a two-week vacation every summer, during which time my staff either uses their own vacation time or, if they have none, are laid off. What considerations should I be aware of, such as unemployment insurance, the WARN act, etc.

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Standards of Professionalism

April 1st, 2013

Q. I would like my employees to represent my practice in a professional manner. My efforts have run into a snag related to how my employees speak to patients and to each other. I have one employee who uses slang and poor grammar. I have other employees who discuss their personal life in front of patients. I want my employees to be aware the impact their comments have on the reputation of my practice. What can I do?

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SSN Protections Act 805

April 1st, 2013

In Michigan the Social Security Number Privacy Act (Act 454 of 2004) was signed into law in December of 2004 as a means of protecting individuals from identity theft. The purpose of this act is to require companies to put protections and limits on access to social security numbers (SSN) obtained in the course of doing business. Since this is a human resource article, I am going to focus on the SSNs that may be obtained through the employment relationship. Many businesses may obtain SSN from clients and/or vendors and therefore apply this law to these other aspects of their business.

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Return From Disability

April 1st, 2013

Q: My receptionist was involved in a serious accident which resulted in a closed head injury. She has been off work for six weeks and is now telling me she is ready to return. I have held the job open all this time, however, she has not been paid while on disability and I think she is rushing her return for financial reasons. I am concerned about her cognitive ability to do the job. I don’t know that much about closed head injuries, but what I do know, causes me concerns. My questions are: Do I have to bring her back? Can I find out what her cognitive ability is before I bring her back? And if I bring her back, and she cannot do the job, what do I do with her?

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