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What are the six parts of a business letter? A Refresher.

  What are the six parts of a business letter? A Refresher.   We frequently get asked to help create department documentation and templates for our clients who are outsourcing HR functions to us. Many of our client forms are designed to be accompanied with the normal six part business letter. There’s usually somebody on the team that needs a refresher to the question, “What are the six parts of a business letter?” A six part business letter is more formal than other current means of communication, like email. But, still, there are times when a traditional letter is needed to make a point or to add as much respect to the message as possible. Just follow these steps to creating your six part business letter.   In order of how they appear in the letter, top to bottom, the six parts of the business letter are:   Heading – This includes the return address of the sender and the date. Then add a blank line at the end of this part.   Inside Address &ndas ...

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Your Employee’s Work email expectation of privacy – New Supreme Court Decision adds some clarity.

  Your Employee’s Work email expectation of privacy – New Supreme Court Decision adds some clarity. The latest Supreme Court ruling help that a California police department’s review of sexually charged text messages sent by the officer to his wife and to his mistress from his employer-issued pager, did not constitute an invasion of the employee’s privacy. This overturned a previous ruling by the 9th Circuit. (Link to the full opinion in City of Ontario v. Quon).   As a business owner, you should take note that the Supreme Court’s decision was largely motivated by concept that the police department’s review of the messages was in line with its policy and was conducted for a valid business reason. Also, that the implications of the decision on the employees texts in this case could also be seen to apply to the work email expectation of privacy for the average employee.   The officer had exceeded the allotted monthly number of messaged approved for his tex ...

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New Labor Poster Required for Federal Contractors and Subcontractors

Effective June 21, 2010, federal contractors and subcontractors must post the NLRA Poster advising employees of their rights under the National Labor Relations Act ("NLRA").  Required by the Department of Labor ("DOL"), this notice informs employees about their rights to form and join a union, and to bargain collectively with their employer.  It also provides examples of unlawful employer and union conduct that interferes with employees' rights under the NLRA.  This new posting requirement does not apply to prime contracts under the Simplified Acquisition Threshold of $100,000 or to subcontracts below $10,000.    Covered entities must post the notice in conspicuous places in a plant or office so that the notice is prominent and readily seen by employees.  Failing to comply with this posting requirement may result in sanctions and penalties including, but not limited to, cancellation of an existing contract or debarment from future federal contracts.  For more informat ...

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Hot summer weather can turn up the heat on your HR department, be prepared.

Hot summer weather can turn up the heat on your HR department, be prepared. Here is a list of things to help you prepare your business for complexities that Summer brings, regarding increased HR work and liabilities.   Staff vacation planning. How will you track vacation time? What is your policy for receiving and granting vacation requests? Think about a few quick policies to publish to your staff. Having all requests sent via email, to create some documentation and prevent misunderstandings, can prove to be very useful. Summer introduces the opportunity for employees to push the boundaries of the dress code. Revealing and/or inappropriate hot weather clothing may start to trickle into your workplace. Consider clear dress policies and a consistent application of them. Temporary staffing whether it’s for increased business, or for intern programs come with their own HR concerns regarding how they are treated and compensated. Doublecheck that your policies are in compliance. ...

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DOL says you may have to compensate employees for time spent putting on protective equipment required by law.

  DOL says you may have to compensate employees for time spent putting on protective equipment required by law. The new Department of Labor’s (DOL) Administrator’s Interpretation, issued by Deputy Administrator Nancy J. Leppink), concerns whether you have to pay for the time employees use to change put on and take off protective equipment required by law. It’s entitles “SUBJECT: Section 3(o) of the Fair Labor Standards Act, 29 U.S.C.  203(o), and the definition of clothes.” (Administrator's Interpretation No. 2010-2)   Under the Fair Labor and Standards Act, you don’t have to pay employees for their time spend changing clothes or washing at the beginning or end of each workday. But, this new Administrator’s Interpretation explains that safety equipment is going to be treated separately, and that changing into and out of protective equipment required by law is now time that your employees will be compensated for.   So, if your employees ar ...

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