Change Log for SWARMHR

 What’s the new normal for Illinois businesses?

As Illinois businesses prepare for Phase 3, a desire for establishing a new normal is stronger than before. However, employers can’t just pick up where they left off before the interruption of a worldwide pandemic. Employers can implement new regulations to establish a routine that will help instill a sense of normalcy and keep employees safe.

new normal

REMOTE WORKING

As health is the most major concern, employers can utilize different staffing practices. By allowing some employees to work from home, other employees can work in the office. Employees will be able to have more flexibility in their work schedule, increasing employee engagement. Employers can detail specific work from home policy for communication, responsibilities, and availability to further ensure that productivity is managed while managing occupancy limits. 

UPDATING HR POLICY

Employers need to reevaluate how the actual workplace is run and how employees must conduct themselves in order to establish a new normal. To keep employees and customers safe, employers can update employee agreement templates to include health monitoring and contact tracing, proper safety equipment (PPE), sanitizing equipment, and enforcing non-negotiable social distancing measures. These regulations should follow Illinois regulations as well as the comfortability needs of employees. If employees still refuse to return to work or if being in the office is crucial, employers can suggest rotational schedules or employees can opt to come in 1-2 days per week instead. Employers can also refer to the Illinois Unemployment Insurance Act for more advanced measures. 

EMPLOYEE COMMUNICATION

Employers and employees will have to communicate more effectively because of these changes in the workplace. With a great shift in privacy for managing health concerns, Illinois businesses can design new policies for diagnosing symptoms, requiring health checks, and encouraging personal hygiene. With employees not all in the same space, employers will have to adjust their leadership as well. Online chat channels and virtual happy hour events are great for team building and can improve employee morale. In smaller groups, teams can gather in-person to maintain a sense of social networking. 

Illinois businesses

There are new changes in state laws and business practices. These changes are redefining how workplaces will be run. These redefinitions will influence what the new normal for Illinois businesses will be.

 

How to Navigate the Transition Back to the Workplace 

Managing Employees Working From Home

How do Employers Stay Compliant


HR Automation: Save Time and Money

How does HR Automation save time and money? The future of HR involves AI, allowing businesses to focus on their most important tasks. Less time spent on tedious administrative tasks equals more productive employees. In fact, companies employing AI, such as HR Automation, have witnessed a 32% increase in employee productivity. Investing in HR automation will not only give employers more freedom, but it will save both time and money

SAVE TIME:

  • less time spent on hiring processes

With ATS (applicant tracking system), there is more fairness during recruiting. This limits bias when looking to hire new employees and saves time on which candidates are properly qualified. Job applications and interviews are all managed and stored on file, saving time on organizing potential candidates. New hires can be onboarded faster with these automated processes, allowing them to adjust to the company and be on payroll more efficiently. 

  • Less Time Spent on Mundane Tasks

Mundane tasks, such as background checks and employee referrals, can be replaced by HR automation software. This allows employers to redirect employees towards more updating training procedures or preparing for the future. Employees can focus more on objectives that the business would prefer to spend more time on. 

  • less time spent on mundane tasks

Employee lives are made easier from not spending time on tedious work. They’re able to feel more productive and have the ability to focus on larger, more important tasks. SWARMHR automated software helps encourage even more productivity by incorporating time and status management, team management, and tasks management. 

SAVE MONEY: 

  • less costs from Paper

With paperless documentation from HR Automation, there’s no need for printing, copying, or filing large amounts of paper. Employers can save money by switching to a software that stores all files in an organized and secure manner. In doing so, the chances of documents being lost, damaged, or in need of replacement are decreased. 

  • less costs from Human Error

There are naturally more chances for errors to occur when accounting and payroll is managed manually. Employers may also overlook any employees who fill out forms incorrectly or miss information. Employers can save huge legal costs because these errors can be detected faster from automation.

  • Cost comparison Before and After HR automation 

Before: The average organization usually spends $20 per paper to file a document. Then, it costs $120 to search for each lost document. Lastly, it costs $220 to recreate the document.

After: Automating onboarding procedures can help decrease costs by 80,000 dollars per year. Businesses can get more employee referrals by 46%. Referrals save 20,000 dollars per year

As more businesses are incorporating more technology and AI processes, it is useful to consider how these tools can be beneficial. With a range of features, HR automation can save time and money, taking your business to the next level.

How to Navigate the Transition Back to the Workplace 

Managing Employees Working from Home

What is an LCA? 


How to Navigate the Transition Back to the Workplace

 (5 min read)

As the COVID-19 situation has previously challenged employers to navigate working from home, the call to transition back to the workplace may be just as difficult. However, there are ways to ease the process, allowing businesses to run smoothly and effectively as possible. 

employer compliance
1. Compliance Support

During a time of uncertainty, it is important that employers maintain their practices and regulations to comply with the law. With the help of SWARMHR, our software has rules in place to detect any errors. We also have experienced professionals on site that can tell whoever is using the software if a mistake has been made. In fact, our CEO has been experienced in the HR and recruiting businesses for more than 20 years; he understands the shortcomings that smaller businesses may have. SWARMHR takes care of documentation for payroll, tax, and immigration, including LCAs and PAFs, which are especially useful for companies that hire outside of the USA.

employers hiring back

2. HIRING AND REHIRING

Essential employees should be brought back first because work place safety is a priority. These are often both furloughed and laid off employees that are often rehired. Within three years, former employees are able to refer back to their I-9 forms. According to the Washington Post, 8 in 10 laid-off workers say that it is very likely that they will be rehired by a former employer. This means that maintaining old and new I-9 forms is more important than ever before. SWARMHR maintains all I-9 forms for deactivated employees, and is able to set up forms for new hires as well. Whether employees were laid off or are completely fresh to the company, SWARMHR utilizes a straightforward onboarding process. We include a document template that outside parties can access, encouraging compliance and stable communication between employees and employers. 

navigate the transition
Comparing productivity at the workplace vs at home
 3. Aid in productivity 

There have been wavering social effects of COVID-19, affecting the overall productivity of workers. In fact, disengaged employees cost the United States between $450 billion and $550 billion annually. However, solid management and the encouragement of employee engagement can lower these costs. With some staff being in the office and possibly at home, it can be difficult to know how productive employees are working. SWARMHR incorporates punch-in-punch-out software that clearly indicates when employees are coming in and leaving work. Employers can then see how many hours an employee worked in total. SWARMHR also provides desktop monitoring that connects employers to see how employees are working, what they are working on, and how long it takes for them to finish tasks. 

recruiting
4. Enhanced Recruitment Efforts

Many small businesses seem to be struggling from a large shock in both hiring and marketing efforts. About 84% of HR professionals said they were not prepared to go fully online with recruitment and onboarding programs. SWARMHR has e-Onboarding, I-9 verifications, efficient job ordering, and candidate management, helping small businesses find talented recruits. SWARMHR is also useful for candidate searching through its customization filters and connections with multiple job platforms.

transition back to workplace
Working in a post-pandemic world

As the economy starts to reboot in a post-pandemic world, employers will have to be open to new practices in order to smoothly navigate the transition back to the workplace. With the assistance of SWARMHR’s features, employers can feel more confident in operating their businesses in a different, yet successful way. 

 

Managing Employees Working From Home

Paycheck Protection Program: How to Apply and Prepare

What’s New in Form I9: 2020 I-9 Compliance 


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