Employee absenteeism is one of the challenges that most companies face and unfortunately if it keeps happening, it can be costly for your business. The last thing you want is to have several employees absent at the same time and on a regular basis because this means that everyday productivity of the company will be affected greatly. But sometimes, absenteeism is something that you can deal with and eliminate without being harsh on your employees. Here are a few tips that can help you deal with the headache that is employee absenteeism.

1. Keep your communication lines open

It can be hard for many people to do, but it is something that can go a long way in solving your absenteeism issues with ease. When you are approachable then it becomes easy for the employees to let you know of any issues they might be facing in the workplace that might be affecting their motivation to come to work. The more you improve in such areas the happier the employees will be and less the issues of absent days.

2. Educate your managers

The front-line managers deal with the employees directly and they should be a position to identify instances where the employees are entitled to leave or off days legitimately. Company policies should be adhered to and training sessions can help the managers know how to deal with employees who always seem to be in need of a day off. Usually eldercare, childcare, injuries and illnesses are the typical reason for missing work and the managers should know how to evaluate these situations and be fair to the employees.

3. Create and track leaves for the employees

Working without a reasonable break can wear anyone down and your employees are not exempted from this. The best you can do is to make sure that every employee is entitled to an annual leave that is long enough for them to relax, unwind, rejuvenate and attend to other personal matters. It is among the most effective ways of ensuring that attendance to work remains constant because every employee looks forward to that annual leave that is guaranteed to them. There are very easy to use annual leave track tools you and your managers can use. When preparing the schedule, you should make sure that every employee is happy with where their leaves fall in the schedule.

4. Come up with fun days and team building events

They are some of the best in killing boredom at work and keeping the harmony between your employees. Happy employees who get along well are the most productive and the fun days and team building events will do exactly this for your employees. Prepare exciting, fun days with activities that every employee will love to take part in and make it as competitive but fun as possible. Rewarding your employees for their hard work is another good approach when you want to keep them motivated at work so always applaud achievements and tasks well-handled to keep them happy.

Every man dreams of a perfect fitting business suit, something that they have seen in the Wall Street. But, the majority of the male fraternity is least interested in fashion and dressing. For them, a crushed dirty shirt, a pair of rugged jeans and barely thriving sleepers is more than enough to strike a pose for the external world. But, in the parties and at office meeting you cannot carry your bohemian look and hence, you need help from men’s tailor. They will be able to provide solutions to your fashion distress.

Significance of hiring tailors

You must be thinking that numerous polished brands are available out there in the retail market, displaying some exclusive suit collection then there is no point of taking the pain of finding a suit specialist. Now the answer here is simple, the ready-made suit, though claim bespoke fittings, in the end, we all are different and have customized vital statistics. So what fits for your friend having the same height as yours, may not suit you at all. Moreover, if your suit does not fit you well, then that will embarrass you among the polished crowd. To avoid such circumstances opt for a specialist.

What does he or she do?

A dressmaker is a person who transforms a piece of cloth into a perfect suit that hugs your curves in exact positions. But if you are keen to wear some branded suits straight from the stores then the suit mechanic will run their nimble scissors and needles over these branded suit converting it into an outstanding one, ingeniously crafted for your craves only.

How to hire one

While hiring a professional, you need to perform some research task. Now these are not that strenuous, and so they will make things easy for you.

Go through some latest trends

Usually, men have the least knowledge about fashion though with time the trend is changing. So before hiring anyone, kindly take some time from your busy schedule and go through some of the trending fashions because while doing this you can shortlist your preference and can discuss your plans with your suit specialist.

Ask for a dry cleaning service

Now after you have pinpointed your garment specialist of interest then ask him or her about the dry cleaning services because suits demand some exclusive treatments and one of these treatments is this and not ordinary laundry wash. So if your dress craftsman is offering this service too then, you can be assured that your suit’s lifespan will be long, and it will stay as it is for an extended period. Since suits are expensive, so you cannot invest in it from time to time, and hence, it needs a long-term solution.

So, gift yourself a brand new befitting suit under the meticulous service of a skilled suit craftsman and be a perfect eye candy in a formal get together.

You probably knew about enrolment firms. Be that as it may, you not have the idea about the actual work procedure of these institutions. Needless to say, these firms are associations that have a summary of work openings and a database of people who are searching for an occupation. They facilitate their database of work seekers with opportunities as and when they arise.

Hiring the right staff is imperative

It is all around acknowledged that having the right staff in an association is the way to hierarchical achievement. Unless you can settle on shrewd staffing choices, it is impossible that you would have the capacity to select human assets that give your association an edge over the competitors. The staffs which you are hiring ought to be of high gauge, has the right state of mind and have the capacity to fit in with your association’s unique culture. Just when every one of these aspects is considered in enrolment choices, will the right decision be made. What it comes down to this, enlistment itself is a particular undertaking which is best-taken care of by somebody with legitimate HR administration experience and training.

The fundamental point of these agencies is to distinguish, find and afterward enlist labourers on perpetual or contractual premise. The employment organizations handle the enrolled individuals on temporary contracts. Numerous organizations prefer to outsource the work of hiring employees amid the peak season or when existing staffs are on vacations. Predominantly, it is to fill vacancies that third party organizations employ individuals. There have been many instances where temporary staffs have been moved up to full-time employments if they demonstrated productive work.

Recruitment agencies – not just an expense but a shrewd investment

Some small or medium scale organizations trust that utilizing the administrations of an enlistment office is a misuse of their resources or an additional cost which they don’t have to bring about. While it might only look so in the short run, think about all the wrong staffing choices that you may have made. The expense of an improper enrolment can be deadly now and again, particularly if the post is high in the organizational structure.

Improper procedures, fizzled usage, terrible client misrepresentation, de-motivated staff would all be the repercussions of enlistment choices turned sour. Enlistment is an essential capacity of HRM and ought not to be dealt with in an impromptu way. It ought to be coordinated into the general organization targets, its objectives, and cultures. The candidates ought to have the required capabilities and expertise so they can undoubtedly assume control over the obligations with little training. To guarantee this, it is best that expert enrolling specialists are endowed with the errand.

Prior to the Affordable Care Act (ACA), wellness plans became popular with many businesses because of their ability to reduce medical claims and healthcare costs. This was accomplished by their emphasis on healthy lifestyles and preventive care. These cost reductions were the primary incentive for business owners.

Enter the ACA. New guidelines now add additional incentives for employers to implement a wellness plan. Two types of wellness plans are outlined, health contingent and participatory. A compliant wellness plan in either of these two categories can now be treated for tax purposes on par with a group health plan. This opens the door for compliant wellness plans to be included in a Section 125 “Cafeteria Plan”, which means the value of the plan can be treated as a pre-tax deduction from employee wages / salaries. Better yet, a high percentage of that amount is eligible as a “health related / medical expense” which can be an after tax reimbursement using Section 105.

The result of these accounting shifts is that the employees’ reportable income is reduced while their take-home pay does not decline. This causes a reduction in FICA and withholding amounts for each participating employee. This also creates a reduction in company matching FICA contributions. Results are showing net dollar savings for the company of thousands, tens of thousands, or more depending upon the size of the company.

The company saves money, the employees have access to a full featured wellness program, and net tax savings for the employees even allows for additional voluntary benefits at no reduction in their take-home pay. As a part of the core wellness program, the employees receive a health risk assessment, access to multiple preventive care screenings, wellness coaches, dietitians, telemedicine benefits, and a host of other services.

The only restrictions to these plans are that eligible employees must be W2 full-time (30 hours or more per week). Businesses with high turn-over, seasonal workers, or 1099 independent contractors generally will not qualify. Although virtually any size company may qualify, to be fully compliant, a company should have a MEC (Minimum Essential Coverage) group health plan in place. Non-profits and municipalities can even qualify if they and their employees contribute to FICA. The plan must be offered to all eligible employees, but there is no minimum participation required.