Provisional Blog

As an HR and staffing agency serving Seattle and Spokane, we’ve seen companies make a lot of HR mistakes. And, unfortunately, these mistakes can be like ticking time bombs, just waiting to explode.

So what can you do to avoid employee-related errors? Here are some tips:

Not establishing a sexual harassment policy.
Employers are liable for the actions of their managers. That means if you have a manager who is acting inappropriately, you are responsible. In light of that, make sure you implement an effective sexual harassment policy. Also, be sure to act in a timely manner to investigate any claims of sexual harassment.

Not completing I-9 forms for new employees.
This can be a costly mistake if the Immigration and Naturalization Service audits you. You are not required to photocopy employee-produced documents, but you must be sure to fill out the I-9 forms completely.

Failing to document disciplinary action.
Make sure you document the unsatisfactory performance of an employee. If it ever comes down to it and you have to fire them, you’ll have documented proof of their poor performance. Not keeping documentation can leave you vulnerable to discrimination lawsuits.

Requiring medical exams before a job offer.
The Americans With Disabilities Act (ADA) prohibits employers from asking candidates about disabilities or requiring medical exams before an offer of employment is made. You can ask a candidate to take a job-relevant medical exam only after offering a position to them.

Failing to take keep your workforce union free.
Be sure to remain in constant communication with your employees to deal with grievances. If employees don’t think you’re interested in issues impacting them, then they may look outside the workplace for representation.

If you have any questions about HR and employment law, please contact Provisional. As an HR and staffing agency serving Seattle and Spokane, we can answer any questions you may have and help to ensure you are in compliance with all necessary state and federal employment regulations.

Many companies today aren’t strategic when it comes to their most valuable asset – their people. Instead, they are reactive, waiting until the sky is falling before taking any action.

But to succeed in today’s business environment, developing a staffing strategy is key to operational efficiency and adaptability. When used effectively, it can make life easier for you – helping you to manage your workload, meet goals, and fill in gaps in your workforce.

Here’s how developing a staffing strategy can impact your company:

Boosts productivity.
Let temporary employees, not your core staff, handle administrative and low priority activities.

Helps you meet increases in demand.
Hiring for what could be a brief spike can be risky, but so is losing sales because you couldn’t fulfill orders. Consider using temporary employees to meet the rise in demand without committing to more permanent hires.

Helps you prepare for anticipated peaks.
From busy seasons to holidays, you know when demand rises. Hiring extra temporary help during those times only can help you improve flexibility and productivity – without increasing overhead.

Allows you to easily tap into skilled talent.
Bringing in someone with specific experience or specialized skills can save you time and money by shortening the learning curve for a new process.

Lets you fill gaps in your workforce.
Relieve the stress of employee absences by bringing in temporary support in cases of illness, maternity leave, or vacation.

Strategic staffing can actually bring stability to your workforce by easing the stress of rises in demand, while still allowing you to operate in a lean manner. In fact, a good staffing strategy can help you do more with less!

If you’re interested in developing a strategic staffing strategy for your company, contact Provisional. As a leading staffing agency serving Seattle and Spokane, we can deliver the support and expertise you need – when you need it – while helping you avoiding the expense and problems caused by overstaffing.