HR Buzz from the Valley

The Gideon Group HR Newsletter - Spring 2008

NEW HIRE LAW--LEGAL ARIZONA WORKERS ACT
All Arizona businesses risk losing their state and local licenses if they knowingly or intentionally hire unauthorized immigrants after January 1, 2008.  The sanctions law, known as the Legal Arizona Workers Act, is intended to ensure that Arizona businesses do not knowingly or intentionally hire or employ unauthorized immigrants.

Employers are required to check the legal status of their new hires using E-Verify.   Formerly referred to as the Basic Pilot Program, E-Verify is an Internet-based system operated by U.S. Citizenship and Immigration Services (USCIS), part of the Department of Homeland Security (DHS), in partnership with the Social Security Administration (SSA).

E-Verify is voluntary for all employers with very limited exceptions.  (Some Federal Government employers and violators of certain immigration laws may be ordered to participate).  E-Verify is a free online federal program that checks names and identification documents to ensure that new employees are eligible to work.

Employers can register online for E-Verify at https://www.vis-dhs.com/EmployerRegistration, which provides instructions for completing the registration process.

ARTICLE--EMPLOYEE TERMINATION
The two leading causes of employee terminations in the U.S. are: 1) problems with a new boss; and 2) email abuse.  Are you and your managers comfortable discussing an employee termination?  Is there a feeling of discomfort and/or uncertainty about terminations?   Are you unsure of the correct steps to take when navigating through a termination?  Please read these helpful tips.

What You Should Ask Prior to a Termination?
1.  Do you know what to say when terminating an employee?  We recommend that you be honest and give examples of the unacceptable behavior.  However, make sure your documentation supports your decision to terminate.

2.  Should you include “cause” of the termination when meeting with employee?  Yes, there is nothing wrong with the truth.

3.  Should you address performance?  If the performance is not the issue then yes; simply address the business decision for the termination.

How to Terminate an Employment Relationship with No Regrets

• Be knowledgeable.  Understand and read your employee termination policy and talk to Human Resources.
• Be prepared.  Plan a termination meeting with the employee.
• Invite a trusted manager or HR representative.  It’s okay and even a good idea to invite a trusted manager who has a positive and respectful relationship with the employee to sit in on your meeting.
• Take a common sense approach.  Know the employee’s behavior and use common sense to determine whether an additional person is needed.  It is important to always treat the employee with dignity and respect.
• Where and when to meet.  Effective planning is critical.   Meet with the employee in a non-threatening, comfortable and private environment.  Selecting the right time is important.  We suggest Thursday prior to the end of the workday.
• Exit.  It is important to treat the employee with dignity and respect.  If possible, avoid escorting employee out the door.

OTHER NEWS
The Gideon Group announces its new HR Advisor™ service.  Designed for small and medium-sized companies that lack the time, staff or expertise to deal with complex human resources issues, the Employer's HR Advisor™ provides quick and affordable access to our human resources experts via online, telephone or on-site support.  Click here to give it a try!

The Gideon Group is a full-service business financing and human resources consulting firm providing: executive recruiting, organization development, executive leadership, corporate diversity and educational leadership services. For more information please contact: Connie Robinson at (602) 896-9000.  If you do not want to receive the newsletter in future, please unsubscribe by clicking on the link to the right.