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Useful Recruitment Solutions That Can Make The Process Easier

In today’s competitive world, recruiting employees can be a daunting task. In order to find the best candidates for your company, you will need to think outside of the box and utilise as many recruitment solutions as possible. Let’s explore some different options that organisations should consider!

Online Job Sites

While they don’t have the personal touch that comes with local postings or networking opportunities, online job sites can still provide excellent results when searching for new employees. Make sure you choose only reputable platforms so that your efforts aren’t wasted. There are also some specialist websites that can help with niche positions, like software engineers or media professionals.

The benefits of using online job sites to fill your vacant positions are that they give you access to a massive database of candidates. For instance, you can also filter applicants by location, qualifications, and salary, which saves time in the hiring process, especially if you are trying to fill security job vacancies or another specific vacant position. Some websites offer additional features like video interviews or applicant tracking systems, which make it easier for you to decide on the best candidate. These options can make finding the perfect person for your opening much quicker than traditional methods like word-of-mouth or newspaper ads.

Crowdsourcing Platforms

Crowdsourcing platforms provide a unique way to find people that fit the requirements of your organisation. Instead of relying on only one website, you can use multiple sites to form an online community where potential candidates can answer questions and showcase their skills. The best part about this method is that it doesn’t cost much at all! The only downside is that it takes longer than other methods due to the fact that you have to actively manage the platform instead of just popping up a job advertisement.

This method was primarily used by big companies in the past, so smaller businesses are less likely to consider using crowdsourcing platforms as a recruitment solution. However, there are some special websites that can be used to find entrepreneurship talent.

Networking Events

One of the best ways to connect with people is through networking events. There are a wide variety of ways to participate, whether it’s an informal lunch or a formal dinner organised by a recruitment agency. You should keep your options open and not limit yourself to just one way because you never know who you might meet! Just make sure that you’re prepared for whatever event you choose so that you can truly maximise your efforts.

Networking websites have become quite popular in the past few years, which makes finding new employees easier than ever before. It’s important to remember not to stop at only one website though! Make sure you explore all of your options and look into some of the niche websites that are available.

If you’re looking for a new hire, it can be overwhelming to know which recruitment solution will work best. There are many different ways that organisations should be looking for employees and hiring managers need to think outside of the box in order to find the people they’re looking for. In this article, we’ve explored some of the best solutions available- online job sites, crowdsourcing platforms, networking events, and networking websites. Whatever your needs may be or whichever way feels right for you, make sure you explore all options before settling on one!

An Employers Guide To The Worker Compensation Claims Process

As an employer, your primary responsibility to ensure your employees healthy and safe working environment. However, there are instances when workers get injured or become ill due to work. This is where the workers compensation insurance program enters the picture.

Under this program, employers must buy insurance coverage that provides medical and wages replacement benefits to workers who sustained an injury or illness due to their jobs. Regardless of who’s at fault for what happened, the injured or sick employee can get compensated. But before they can recover compensation, you need to file a claim on your employees behalf.

Keep reading this article to familiarise the employers guide to the workers compensation claims
process.

businessman in blue jacket giving form for compensation claim to

businessman in blue jacket giving form for compensation claim to worker with broken arm at table in office, compensation concept

What Is Workers Compensation For Employers?

As mentioned, workers compensation insurance is designed to compensate employees who are injured or become at will. Some injuries and illnesses covered by this insurance coverage can include sudden accidents, repetitive stress injuries, occupational diseases caused by workplace
conditions, and many more.

Hence, if you want to provide financial assistance to your injured or ill workers, you should carry workers compensation right from the start. Failure to do so can result in some legal consequences. For example, suppose you don’t have insurance coverage. In that case, your injured or sick employee can sue your business with the help of a lawyer from a reliable law firm like Terry Katz and Associates. When this happens, you’d need to hire a lawyer to represent and defend your company against the suing worker.

Steps To Navigate The Claims Process

Now that you know what workers compensation is for employers, the next thing you can do is familiarise yourself with the steps associated with the claims process. Under the workers compensation insurance program, you’re responsible for filing the claim to your insurance
carrier.

To make sure the claim is filed correctly, below are a few steps you need to consider from the
get-go:

1. Remind Your Employee To Report The Injury

To make the claims process as smooth as possible, you need to ensure your employee reports in writing the injury or illness to you as soon as possible. Although the notification time varies from

one state to another, the standard timeframe would be within 30 days from the date of the accident or sickness.

Generally, prompt reporting of what happened is crucial for the claims process. When workers fail to do so, they may lose their right to compensation under the insurance program.

2. Help The Employee With The Paperwork

After being notified, you should assist the employee with completing the necessary paperwork. For example, you need to inform them about their rights under the workers compensation program. Make sure to provide them with forms to fill out. These can include the workers comp claim form and the report of injury form, which should be submitted to your state workers compensation board.

When it comes to filling out the claim form, make sure the employee writes down all the details, including the nature and type of the injury as well as when, how, and where it occurred. This way, you can ensure a successful filing later on.

3. File The Claim Form

Once your employee fills out the claim form, the next step you should take is to file the claim form to your workers comp insurance provider. In doing so, you may need to submit some supporting documents, including a medical report from your employees doctor. These pieces of documentation may be necessary to support your workers claim and increase their chances of receiving compensation.

4. The Insurance Carrier Will Either Approve Or Deny The Claim

After the filing, the insurer will review the forms submitted and determine whether the employee should be granted the benefits or not. If they approve the claim, they’ll notify you and the employee with the payment details. Your worker and their lawyer will step in the process by accepting the payment offer to cover benefits or negotiating a larger settlement offer.

On the other hand, if the insurer denies the claim, the employee will be notified. At this point, they have the option to file a motion for reconsideration from the insurer or institute a formal appeal with your states workers comp board.

5. Your Employee Returns To Work

When your employee is injured or sick at work, they’re given ample time to heal. Once they’re done with the recovery, they should notify you and the insurance carrier in writing that you can return to work.

When this happens, you can provide some programs to help the employee get back to work productively. For example, you can give them some training in other job positions if they can no longer perform their regular functions because of the injury or illness.

Bottom Line

Sometimes, your employees can sustain injury or sickness at work. When this happens, you should be ready to support them financially, emotionally, and mentally. This is one reason you should have workers comp to ensure financial protection to your workers and avoid potential non-compliance issues that may affect your business.

However, if you need help navigating a workers comp claims process more efficiently, keep this guide in mind. By doing so, you’ll not only make the entire filing process much easier and faster, but you’ll also improve your employees chance of getting compensated.

6 Things You Need To Know As An Employee

If you are an employee, there are certain things that you need to know. You can’t just go into the office every day without preparing for what is coming your way. There are many important aspects of being an employee that will help you be successful in your career and also make sure that you’re staying healthy mentally, physically, and emotionally. This blog post will cover six topics of importance for employees to know about.

Learn how to communicate effectively

One of the primary things that you need to know as an employee is how to communicate effectively. Learning the best ways for you to communicate with your co-workers and supervisor will go a long way in helping you work together more smoothly, avoiding any potential issues that could arise down the line. This means that you should also be able to communicate with your company’s clients seamlessly, providing invoices to them as necessary. In this case, you need to make sure that you do so in a professional tone since you are representing your company. This is where free invoice templates to use prove to be beneficial. With these templates, you will be able to convey to your clients the bill they need to settle to your company professionally.

Understand company culture

Another thing that you need to do as an employee is to understand the company culture. This means that, when interacting with your co-workers, you should be able to find out what this entails and how it functions for both parties to get along better. When employees interact on a deeper level, they can improve their work environments so much that they are more efficient at their jobs. As a result, this also helps the company itself to grow and develop.

Have a positive mindset

You should also understand the importance of having a healthy and positive mindset. This means that you should be able to look on the bright side in pretty much any situation, making sure not only yourself but also your co-workers feel better about what’s going on. Employees need to be able to recognise their mental health and the mental health of those around them as well, making sure that everyone is on equal footing with one another.

Putting in your best effort every day

You should know how to put your best work into everything you do as an employee. This means trying your best at all times, whether you are in a meeting with your manager or if you have to work on a project. You should always be willing to put more effort into the things that need it since this will go a long way in making sure that both yourself and your company succeed.

Accept feedback from others respectfully

For you to be able to put your best foot forward as an employee, you need to be able to accept feedback from your co-workers and supervisors. You should never take this as a personal attack since it’s simply part of the process that will help you grow as an individual. This means taking criticism in stride and being open-minded when others try to provide advice for how you can improve yourself.

Know how to manage stress levels at work

As much as possible, you should be able to manage your stress levels at work. This means that you shouldn’t allow yourself to get too stressed out about what’s going on since this can lead to poor decision-making, increase the number of mistakes you make, and worsen your mental health over time as well. Staying healthy mentally is just as important as staying healthy physically and emotionally, so you should always keep this in mind.

In this case, you may need to take some time off to relax and unwind. This can be done by using the weekend, getting plenty of sleep at night, or even taking a vacation far away from everything if you feel that this is necessary. All these will prove to be beneficial in the long run.

Schedule regular breaks during your workday

Regular breaks can help you to achieve a healthier mental balance at work, allowing yourself and the people around you to feel better about things as well. This means that you should make sure not to neglect this part of it since taking some time off from everything will allow everyone involved to come back refreshed and ready to take on the day.

Manage personal time wisely

There are several things that you can do to be able to manage your time wisely. This means that you should take the necessary steps to make sure that your work schedule, family life, and social engagements are all taken care of promptly so everyone is happy about things in the process. This also means that you should know how to prioritise your time as well, doing what you need to do for things around you to run smoothly.

Create a good work-life balance

Finally, you must learn how to create a good work-life balance. This means that you should be able to see the difference between your personal life and professional one for both of these spheres to run smoothly without interfering with the other part. It may take some time before you can achieve this, but when it does happen, you will feel much more fulfilled overall since everything will be taken care of.

As you can see, being an employee is a lot more than simply showing up for work every day and doing the bare minimum to get by. In this case, you must take your time to learn as much about yourself as possible to make sure that everything goes smoothly from start to end. To be successful in today’s workplace, you will need several skills. The more knowledge and experience that you have about the areas listed above, the happier and more productive your career path will be. If any of this sounds foreign or intimidating to you – don’t worry! You can learn anything with enough time and effort.

5 Employment Basics For Companies Expanding Overseas

Your company is doing well in the United States, and you are looking to expand internationally. That can be a very exciting time! But besides the practical logistics (e.g., Do I need to set up a subsidiary to hire someone overseas?), what fundamentals do you need to know before you take on an employee in another country? Once you grasp the basic differences between dealing with United States- and non-United States employees, you will foster smoother employee-employer relationships and prevent unexpected hits to your bottom line. Following are five points to consider as you hire and manage employees in other countries.

  1. Understand that every country has its own distinct employment laws and that when it comes to employee protections, other countries tend to be more like each other than they are like the United States. The most important distinction is that there is no employment at will in the rest of the world—meaning that employment is contractual and that generally speaking, you cannot just terminate or even materially change the employment contract unilaterally without consequences.
  2. Many employee relations issues flow from the absence of at-will employment, especially when United States management is unfamiliar with the reasonable expectations that employees outside the States have about their employment relationship with companies. Since employees have the contractual right to continued employment, they are trained to behave differently from United States employees. They are entitled to ask questions, push back on instructions they disagree with, and communicate with employers in ways that United States managers may be unused to—all without fear of being perceived as “questioning” the company’s strategy. In addition, because they receive paid vacations by law, employees usually do not hesitate to take all of the (often very generous) vacation time allotted to them. Especially in Europe and common law jurisdictions in the Americas and Asia Pacific region, employees do not hesitate to demand their legal and contractual rights under statute, collective bargaining agreement, or contract. In many countries, poor performance also is not legally sufficient reason to terminate employment, so employers must carefully hire motivated employees or find ways to provide extra motivation for extra effort. Unlike in many U.S. states, “continued employment” is never sufficient consideration for restrictive covenants imposed after initial employment has begun, precisely because the employee is already protected from dismissal.
  3. Beware of hidden expenses. American employers often front-load employee costs in their employment offers, because they expect certain costs and termination expenses to be minimal. But outside the United States, you may want to reconsider base salary offers that are substantially over market, because the cost of terminating someone’s employment can be substantial. So, not only should budgets take into account potential termination costs down the road, but when termination pay is based on “total remuneration,” as is the case in most countries, any out-of-pocket cash benefits over base salary—including annual discretionary bonuses—will increase the severance cost when an employee does not work out. In addition, in many countries almost all employees are entitled to overtime pay—even at the manager level—so you may want to take that into consideration when pricing an offer, or take the appropriate steps to avoid unexpected overtime costs. Another potential surprise cost lies in jurisdictions that require an extra holiday “allowance” or 13th, and sometimes even 14th, month of pay on top of base salary. If you do not know about these in advance, you may get a nasty surprise when you cannot take back a too-generous offer.
  4. Did we mention that employment is contractual outside the United States? This is true even in Canada, and even if many United States employers do not realise it. So let an employment contract be your friend! It is a good thing (and many times legally required), to have a written contract laying out the respective rights and obligations of the parties. Without it, you may not be able to enforce certain expected behaviours, the employee will always get the benefit of the doubt, and the employee will sometimes get substantially more generous entitlements that you might have otherwise been able to control by agreement.
  5. Rightly or wrongly, local employees, unions, labour authorities, and courts sometimes perceive United States employers as arrogant and wilfully ignorant of local expectations, customs, practices and laws. Given that all of those players usually play a greater role in the employer-employee relationship than in the United States, showing them that your company is looking to forge relationships and work within the system to everyone’s benefit can go a long way toward easing your path and helping you achieve your goals.

Hacks To Help Your Manufacturing Business: Improve Performance

Running a manufacturing business is not easy, it takes a lot of planning and time to establish such a company, not to mention to grow it. Many businesses fail soon after being started, and for mistakes that could’ve been avoided! Improving performance, saving money and time is essential for such a business to blossom! So here are some hacks to help your manufacturing business get the right performance improvement it needs!

Look at the current workflow

Before you start changing things in your business, you need to observe the current state and see what works and what doesn’t so you know what to improve! This can be tricky, things might seem perfect on the surface, but there is always room for improvements – so you need to do a little hypothesising and imagine how things can be better. This is a solid and safe plan, as you can create multiple work plans before jumping into them – find the one that will work best! It’s all about making things easier and faster, so your business can grow without any setbacks! There is no need to rush into things, but going with the same business plan might not lead you to the success you’ve envisioned – so change might be necessary!

Hire the right people

Starting a company is like building a house, by building a solid foundation you can ensure the success of the whole construction. So hiring the right people is like building a solid foundation for your business. Skilled and hardworking people who are willing to evolve, can truly do a lot for your company, especially when it comes to manufacturing. Multiple branches and teams of employees come together to work and maintain the business, so hiring the right people for that is key! Every business should strive to gather the best people possible and to improve the overall performance by having them there, even hiring remote workers can do wonders for your performance so keep that in mind!

Train your employees

After you’ve hired a lot of skilled and well-equipped people, you need to train them well so that they can work their jobs properly. Manufacturing businesses rely on skill and expertise, most of the time employees will have to work with machinery so giving them the proper training is important! This is crucial if someone is coming with no prior background, they need to learn how to do the job, stay safe in the workplace, and just excel in their work! It can be pretty irresponsible and dangerous to not have your employees go through basic training, and it can cause your business to lack efficiency, which is definitely not good!

Use the right tools

Nowadays there are so many useful tools that can be used to improve the performance in a company, making things way easier and faster! In most cases, it has to do with modernising certain things due to technological advancements – why work hard, when you can let the machine do the hard work for you! Useful software can actually improve and transform the overall equipment efficiency by making things precise and easy to handle. Adding these kinds of improvements to your company is necessary, not only is it normal to follow technological advancements, but it’s also more efficient this way. Instead of working hard, the manufacturing business needs to work smart in order to reach success without a lot of energy and time lost!

Prioritise organisation

Manufacturing companies are usually large, so working with such large-scale businesses can be rather hectic. Time management, resources, labour, production – everything needs to work in order, if one suffers a setback everything else suffers as well. Focusing on a better organisation is always good, it automatically boosts the performance by making things run smoothly! It can be a bit tricky, and seem like a lot of work – but it’s crucial for your long-term goals and expectations. In order to reach success, you have to have a clear vision of how to get there in the first place! So prioritising organisation and having control over the workflow should be taken seriously!

Set goals

There is a reason why setting goals is so beneficial, you have something to look forward to and something to look at as a reference for your success. Short-term goals are just as important as big, long-term ones, this applies to many branches of the industry and they can boost the performance! It’s also important to have realistic expectations, it’s better to be steady and safe than to risk losing both money and time. Small-term goals are there to minimise these losses and to monitor where the business is going! It’s good to aim high and to be enthusiastic, but being realistic is what will bring you success in the long run!

Prevention is key

Why wait till you have a big problem at hand, while you can prevent it from happening in the first place. Maintenance is key if you want to preserve your manufacturing business and keep it successful – unfortunately, a lot of things can go wrong here so you need to be prepared! If you notice that a certain problem is brewing, don’t wait till it escalates out of control, but rather try to solve it right away! This can be both technical and financial. But it can also apply to your employees and teamwork as well, if there is an issue, never sweep it under the rug. This can help avoid any setbacks and financial problems along the way!

Continue evolving

Your job doesn’t stop once you’ve improved your company, there should always be a need for further evolving and growing as a business. New trends and ways of doing things will come, so staying up to date and adapting is really going to increase the performance in the long run!

At the end of the day, every business should focus on improving their performance, putting every branch in the spotlight – if one aspect of the industry is lacking, the rest will soon follow! So being able to build everything at the same time can do wonders for your industry – making sure that all aspects of the business are standing strong will surely help with reaching success faster!

Provisional Job Stability of Disabled Employees due to Pandemic

At the end of 2019 and beginning of 2020, the world observed the disastrous trajectory of the Sars-Cov-2 Coronavirus, which infected thousands of people in the city of Wuhan, China, and spread to several provinces in that country, and then around the world.

In Brazil, the Ministry of Health published, on February 3, 2020, Ordinance (Portaria) no. 188/2020, which declared a Public Health Emergency of National Importance (ESPIN), due to Human Infection by the new Coronavirus (2019-nCoV).

On February 6, 2020, Law no. 13.979/2020 was published, containing measures for countering the ESPIN, due to the outbreak of the virus. The Law has suffered subsequent changes.

On March 11, 2020, the Director-General of the World Health Organisation, Tedros Adhanom Ghebreyesus, declared the existence of a pandemic, resulting from COVID-19, motivating the Brazilian National Congress to establish a state of calamity, until December 31, 2020, through Legislative Decree no. 6/2020. A series of Provisional Measures (MPs) were issued in order to counter the pandemic.

One of the MPs was no. 936, converted, on July 6, 2020, into Law no. 14.020/2020, which created the so-called Emergency Program for the Maintenance of Employment and Income, and provided, in article 1, for complementary measures to combat the public health emergency caused by the coronavirus.

When MP no. 936 was converted into Law 14.020, article 17 was introduced, which prohibits the unjustified dismissal of disabled persons while the state of calamity persists. This category of employees was not singled out in the texts of the MP or of Law 13.979/2020 and its subsequent amendments.

It is an undoubted fact that persons with disabilities deserve differential treatment, in order to provide them with protection and ensure their inclusion in society and in the job market, as in Law no. 8.213/91, which provides for the mandatory hiring of these persons, pursuant to a pre-established quota.

Portaria no. 188 of February 3, 2020, of Ministry of Health, accessed on February 10, 2021. (Click here to read.)

Note that the social security legislation imposed, on a permanent basis, an obligation on the employer to hire a certain number of persons with disabilities, unlike article 17 of Law no. 10.020/2020, which guarantees protection to this group of employees only for the duration of the state of calamity due to the COVID-19 pandemic.

However, the state of calamity, which is the subject of Legislative Decree no. 06/2020, was not extended by the National Congress and, furthermore, Justice Ricardo Lewandowski of the Federal Supreme Court (STF), when hearing Direct Unconstitutionality Action (ADI) no. 6.625 MC/DF, maintained the validity of a number of articles of Law no. 13.979/20, but made no reference to the provision dealing with persons with disabilities. From this standpoint, there would be no question of stability of employment for this category of employees.

On the other hand, termination, on December 31, 2020, of the validity of Legislative Decree no. 6/2020, to which Law no. 13.979/20 is linked, unfortunately did not put an end to the state of calamity and the hardship imposed by the Sars-Cov-2 Coronavirus, reported on a daily basis by all the media. On the contrary, Brazil still faces great difficulties in combating COVID-19, which takes the lives of hundreds of people every day, and incapacitates many others.

This fact was stressed by Supreme Court Justice Ricardo Lewandowski, in the decision rendered in ADI no. 6.625 MC/DF. He considered that it was prudent and advisable that the exceptional measures contained in Law no. 13.979/2020 be maintained to combat the pandemic. The STF also ruled that the States may, through their Legislative Assemblies, decree the maintenance of the state of public calamity, as done by Minas Gerais (Decree no. 48.102/2020), Paraná (Decree no. 6.543/2020) and Tocantins (Decree no. 6.202/2020), besides several Brazilian municipalities.

Another question comes up. In view of the state and/or municipal decrees, which extend the state of public calamity, is it possible to maintain the employment of persons with disabilities, as provided for in item V, article 17, of Law no. 10.020/2020.

The exclusive competence of the Federal Government to legislate on Labour Law, provided for in art. 22, I, of the Constitution of 1988, prevents state or municipal governments from doing so. However, in this specific case, the federal law exists and may be applied, in theory, since the state of calamity remains.

The discussion on the subject is still far from over, and, little by little, lawsuits are reaching the Courts seeking the reinstatement of persons with disabilities dismissed after the enactment of Law no. 10.020/2020.

We suggest caution, therefore, when dealing with this issue, taking care to verify possible collective rules issued during this period and that may have regulated the matter in a similar or even wider manner than the law under comment.

Renata Gallo Tabacchi Gava de Oliveira and Patrícia Salviano Teixeira
Associate lawyers in Labour Law Area – São Paulo
[email protected] and [email protected]