Articles


Independent Contractor or Employee?

In tough economic times, businesses look for ways to be more efficient and profitable. For financial planning practices, that may mean taking a closer look at hiring an independent contractor or hiring an employee. Both situations have pros and cons, and financial planners are often looking for guidance on making the best hiring decision.

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Should You Hire an Independent Contractor or an Employee?

What’s Best for You? Here are some considerations for deciding if you should hire an independent contractor or an employee. Is this an ongoing project requiring continual work with no definitive end date? You may need to hire an employee unless this work requires high skills, knowledge and no direction from you.

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Questions To Ask In An Employee Complaint Investigation

The Society for Human Resource Management’s addendum to the Dec. 6, 2010, online article, “How to Conduct an Investigation,” (available to SHRM members at www.shrm.org) suggests the following questions to ask in an employee complaint investigation:

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Maintain Your Positive Image and Attract and Retain Good Employees

Many situations exist that can put the reputations of business owners and their firms at stake. Sometimes such situations can lead to lawsuits.

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Start With Good a Job Description

Nearly every disagreement on performance centers on differences between what the employer wants and what the employee actually delivers. To fairly and effectively resolve these disagreements, have properly defined job descriptions.

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When Do I Coach, Discipline (Counsel) or Fire?

There’s no doubt that when your employees are happy and engaged you experience better business results. There’s also no doubt that employees can become disengaged.

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How to Have Tough Conversations With Employees

A high-performing, effective staff is often integral to a financial planning firm’s success. However, we all know not every hire turns out to be the best fit—for the firm or the employee.

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Misclassification of Employees is a Money Maker for Everyone But the Employer

Review an example of a complaint and investigation regarding employees working more than 40 hours per week and not getting paid overtime. There was a feeling, substantiated through the audit that employees were owed overtime. Improper or insufficient documentation did not support the employer’s treatment of employee’s pay.

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Create a Successful Incentive Program

Paying for performance – how to structure a process that engages your team, motivates people to do the right activities and delivers to your goals and profit.

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Are Your Employees Engaged?

Six practical steps that managers can take to improve employee engagement.

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