Work from home

  • Best Time Clock
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  • What are the top job boards for hourly workers?
    What is the most popular job listing site for restaurant and retail workers? We recently asked over 2,000 hourly employees where they search for jobs.  Referrals from friends / word of mouth (59%) Indeed.com (51%) Walking in to the businesses I’m interested in (42%) Google (35%) Other online job boards (like ZipRecruiter) (27%) Craigslist (20%) Facebook (20%) Other (5%) Where should you post your vacant jobs? Really, all of the above. There were no job boards where 100% of surveyed restaurant and retail workers checked every time they were looking for new job opportunities. Your best bet is to use an applicant tracking system like Homebase that will automatically syndicate your vacant jobs out to all of these job boards, and make it easy for potential employees to apply for jobs. That’ll insure you reach the largest possible audience. In today’s competitive labor market — with the lowest unemployment rate in decades — you should aim to list your jobs on as many job boards as possible, wherever candidates may search, and make it as easy as possible for people to apply to your vacant positions. This is especially true if you have a niche job that’s tough to fill. In that case, you should also do research on niche job search sites. Many specific industries have their own job boards and job search sites, often affiliated with a trade association. How else can you reach potential applicants? Since many potential applicants said they either walk in to a business they’re interested in or get a referral, the next best thing you can do is spend some time building your local business brand. This, of course, has other benefits too — namely attracting more customers. With a polished social media profile, a pleasant in-store experience, and some thought on your brand and mission, you may find potential employees in your customer base, asking for an interview or job application. More than half of the employees surveyed said they looked for word of mouth referrals when searching for jobs so, in other words, your current employees may be your most effective recruiting channel, especially for entry level positions. What else can you do when hiring employees? Be clear about the hiring process, as well as the career path, so your applicants know what to expect. Don’t compromise on skills, even though the hiring market is competitive, unless you believe they are skills… Read more »
  • Test Your Knowledge of Federal Labor Laws
    How well do you know federal labor laws? Take the federal labor law quiz to test your knowledge, and share it at your workplace. As an employer, it’s your responsibility to remain in compliance with all applicable labor laws at your business. As an employee, it’s a good idea to familiarize yourself with federal employment laws as well. The questions are multiple choice and true or false, and should take only a few minutes. Take the Quiz Below .wq-quiz-8101 { --wq-question-width: 100%; --wq-question-color: #009cff; --wq-question-height: auto; --wq-bar-color: #00c479; --wq-font-color: #444; --wq-background-color: #ffffff; } Am I required to provide paid sick days to a full-time employee under federal law and, if so, how many hours? Yes. The amount of time is up to the employer. No. There's no requirement of paid sick leave but there are 36 cities and states that do require it. Yes. You are required to give 24 hours every calendar year. Yes, but only if an employee works for your company more than 90 days. Correct! Wrong! Can an employee under the age of 18 operate a meat slicer, drive a motorized vehicle for deliveries, or operate bakery machinery? Yes, but only with supervision. Yes, if they have permission from their parents or guardians. No. Correct! Wrong! How long do you need to store employee time card data? Two pay periods. Two months. Two years. Correct! Wrong! According to the Fair Labor Standards Act. Is there a daily overtime threshold nationally? Yes, if the employee is under the age of 18. Yes, if an employee works more than 11 hours in a day. No. Correct! Wrong! Overtime is calculated weekly and counts as OT if the employee works more than 40 hours in a workweek. Are adult employees required to take a rest break under federal law? After how many hours? No. There's no requirement for adults. Yes, after eight hours. Yes, after six hours. Yes, after twelve hours. Correct! Wrong! Under federal law, are meal breaks required for adults? Yes. No. Correct! Wrong! Do I have to pay for a meal break? Yes. No. Not if you offer free food. No. As long as the employee is fully relieved from work. Correct! Wrong! Do I have to pay for a 15 minute rest break even if I’m not required to allow rest breaks? Yes. No. Correct! Wrong! Am I required to provide pay if an employee… Read more »
  • Everything you need to know about biometric time clocks
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    What is a biometric time clock? A biometric time clock uses a unique body measurement to identify an employee about to clock in. Usually, biometric time clocks use a fingerprint, but some use an iris scan or facial recognition. Because these markers are unique to each employee, it prevents employees from clocking in or out of someone else’s shifts. In general, biometric technology is any technology that uses a unique body measurement — in this case, using biometric data like face recognition or a fingerprint to identify employees that are clocking in for their shifts. While biometric time clocks may be useful in some situations to track employee attendance, there are other ways to prevent so-called “buddy punching.” Biometric time clocks may not be legal in your jurisdiction, so you should consult a local employment law attorney or, better yet, avoid the technology altogether. The Homebase time clock, for example, takes a picture when someone clocks in on the web or tablet time clock. This picture is attached to their employee time card, so you can verify that the right employee clocked in when you’re about to run payroll. For businesses with off-site employees, you can also allow employees to clock in from their mobile phone on the Essentials plan or higher — so you’ll know it’s them. You’ll even get a screenshot of their location on a map. What is the best biometric time clock? Consider why you’re looking for a biometric time clock. There are lots of options, but some may not be legal in your state, so you should consult a local employment attorney. Your best bet for a legal time and attendance solution is to use a time clock app like Homebase, which includes a host of other features. Features like integrated scheduling, easy payroll export, hiring tools, and more. The best biometric time clock integrates with your employee schedule, your payroll provider, and your other team management processes. It should also include a mobile app component, so you can see who’s clocked in, who’s late, and who’s on break at a glance, no matter where you are. Why do some businesses use biometric time clock systems? Virtually every business with hourly employees needs a time clock to stay compliant with federal labor laws. An employee time clock tracks the hours every employee works down to the minute. (Though a business may choose to round up… Read more »
  • The Full Guide to Choosing the Best Employee Scheduling App
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    To ensure your business runs smoothly in the front of house, the back of house needs to run like a well-oiled machine. That means that all employees need to know when they are scheduled and adhere to that schedule. But this doesn’t just happen, it takes an investment of time and energy for business owners to find and implement the best employee scheduling app.   What is an Employee Scheduling App? By now you know there are a number of workforce management tools out there to help build your work schedule. But what is this new technology that is helping businesses and their employees get on the same page around schedules? At its core, an employee scheduling app is an online tool that allows businesses to seamlessly schedule employees and communicate that schedule out to their workforce. There can be many additional features that sweeten the deal for businesses and employees alike, but let’s start with the core definition.   One important aspect to consider is the impact an employee scheduling app will have on an organization. In the past, the scheduling status quo included pen and paper schedules or complex spreadsheets, depending on the size of the business. But as technology improves at the speed of light, it’s clear that antiquated methods of scheduling simply aren’t going to make the cut in a number of companies. While schedule templates are a thing of the past, there are much better scheduling software alternatives that pack in more features that modern businesses simply can’t afford to miss out on.   How Exactly Do Employee Scheduling Apps Make Organization Easier? Businesses need to be able to map out a number of things: who will be working when, how many overtime hours are in budget when necessary, and how many employees need to be scheduled based on robust forecasting—to name just a few. Without employee scheduling software, this can seem like an insurmountable task and even the most organized manager can make mistakes from time to time.   When it comes to scheduling, there are certainly different needs based on time of year (a retail store will always need more staff during the winter holidays). Managers need to be aware of weather, availability, labor costs, seasonal factors, and more to make schedules that work for both employees and the business. Employees need to know their work schedule.   On the other hand, during… Read more »
  • Video: Do I have to change my drug policy if marijuana is legal in my state?
    { "@context": "https://schema.org", "@type": "VideoObject", "name": "Do I have to change my drug policy if marijuana is legal in my state?", "description": "If marijuana is now legal in your state, what does that mean you have to do as an employer? A lot of employers ask: do you have to allow your employees be high on marijuana at work if it's legal in your state? Or if they're not high at work but they test positive for it in their system, do you still have to hire that employee? And, again, I always come back to performance. It's much simpler to just base it on performance.Is the employee performing or not? If they're operating heavy machinery or it's a safety concern, you do not have to allow marijuana usage. We think this year it's going to continue to be tested in the courts and continue to be a litigious issue. So if you can just avoid marijuana entirely by focusing on performance, that's always best.", "thumbnailUrl": [ "https://joinhomebase.com/wp-content/uploads/2019/05/carol-marijuana-video.jpg", "https://joinhomebase.com/wp-content/uploads/2019/05/marijuana-video-title.jpg" ], "uploadDate": "2019-04-15T08:00:00+08:00", "duration": "PT0M58S", "embedUrl": "https://www.youtube.com/embed/VIn0tDuqDsw" } If marijuana is now legal in your state, what does that mean you have to do as an employer? A lot of employers ask: do you have to allow your employees be high on marijuana at work if it’s legal in your state? Or if they’re not high at work but they test positive for it in their system, do you still have to hire that employee? And, again, I always come back to performance. It’s much simpler to just base it on performance. Is the employee performing or not?If they’re operating heavy machinery or it’s a safety concern, you do not have to allow marijuana usage. We think this year it’s going to continue to be tested in the courts and continue to be a litigious issue. So if you can just avoid marijuana entirely by focusing on performance, that’s always best. The post Video: Do I have to change my drug policy if marijuana is legal in my state? appeared first on Homebase. Read more »
  • What’s the Most Important Factor in Deciding Where to Work? The answer may surprise you.
    We recently surveyed 2000 hourly employees at local businesses around the country. We’ll be sharing those results in a series of posts over time, but let’s start with the most surprising. We asked employees to rate, on a scale of one to five, with five being “most important,” what factors they consider when deciding where to work. We assumed pay would be the number one determinant, but we were wrong. In determining where to work, what criteria are important to you? Friendliness of work environment (4.5) Pay (4.41) Hours (the number overall or the number guaranteed) (4.31) A stable and predictable schedule (4.3) A flexible schedule (based on your availability and the ability to trade shifts) (4.21) Visibility into pay / ability to track pay (4.1) Location (4.06) Type of business (3.98) Recognition of employees (3.83) A cool or popular place to work (3.16) Working with friends (2.72)     The post What’s the Most Important Factor in Deciding Where to Work? The answer may surprise you. appeared first on Homebase. Read more »
  • The Gender Pay Gap Among Hourly Workers
    Equal Pay Day was officially marked on Tuesday, April 2nd. We took a look at how pay between men and women differs based on industry type and geography for the most vulnerable — service workers. The gender pay gap is wide, but varies by industry and region. The “good” news is that the wage gap for hourly workers appears to be lower for hourly workers than overall, but one of the largest employment sectors — food and beverage — has one of the largest wage gaps.   Interestingly, cities with a higher minimum wage appear to have a lower wage gap. Most likely, this is because a greater percentage of employees are paid the (higher) minimum wage. For all hourly workers, the equal pay date for women was 2/13/19. For food and beverage sector employees, the equal pay date for women was 3/21/19. For all hourly workers, women earn $0.90 on the dollar compared to men. For food and beverage sector employees, women earned $0.82 on the dollar compared to men.  By metro, for every dollar men earn, women earn: Metro Atlanta-Sandy Springs-Marietta, GA MSA  $0.86 Austin-Round Rock, TX MSA  $0.85 Charlotte-Gastonia-Concord, NC-SC MSA  $0.93 Chicago-Naperville-Joliet, IL-IN-WI MSA  $0.94 Dallas-Fort Worth-Arlington, TX MSA  $0.93 Houston-Sugar Land-Baytown, TX MSA  $0.92 Los Angeles-Long Beach-Santa Ana, CA MSA  $0.98 Miami-Fort Lauderdale-Pompano Beach, FL MSA  $0.97 Minneapolis-St. Paul-Bloomington, MN-WI MSA  $0.98 New York-Northern New Jersey-Long Island, NY-NJ-PA MSA  $0.97 Orlando-Kissimmee, FL MSA  $0.96 Philadelphia-Camden-Wilmington, PA-NJ-DE-MD MSA  $0.94 Phoenix-Mesa-Scottsdale, AZ MSA  $0.95 Portland-Vancouver-Beaverton, OR-WA MSA  $0.98 Riverside-San Bernardino-Ontario, CA MSA  $0.95 San Diego-Carlsbad-San Marcos, CA MSA  $0.98 San Francisco-Oakland-Fremont, CA MSA  $1.02 San Juan-Caguas-Guaynabo, PR MSA  $0.92 Seattle-Tacoma-Bellevue, WA MSA  $0.95 Tampa-St. Petersburg-Clearwater, FL  $0.87 Washington-Arlington-Alexandria, DC-VA-MD-WV MSA  $0.99 In foodservice businesses, by metro, for every dollar men earn, women earn: Metro Atlanta-Sandy Springs-Marietta, GA MSA  $0.77 Austin-Round Rock, TX MSA  $0.79 Charlotte-Gastonia-Concord, NC-SC MSA  $0.84 Chicago-Naperville-Joliet, IL-IN-WI MSA  $0.83 Dallas-Fort Worth-Arlington, TX MSA  $0.83 Houston-Sugar Land-Baytown, TX MSA  $0.94 Los Angeles-Long Beach-Santa Ana, CA MSA  $0.93 Miami-Fort Lauderdale-Pompano Beach, FL MSA  $0.90 Minneapolis-St. Paul-Bloomington, MN-WI MSA  $0.93 New York-Northern New Jersey-Long Island, NY-NJ-PA MSA  $0.92 Orlando-Kissimmee, FL MSA  $0.90 Philadelphia-Camden-Wilmington, PA-NJ-DE-MD MSA  $0.90 Phoenix-Mesa-Scottsdale, AZ MSA  $0.90 Portland-Vancouver-Beaverton, OR-WA MSA  $0.95 Riverside-San Bernardino-Ontario, CA MSA  $0.94 San Diego-Carlsbad-San Marcos, CA MSA  $0.96 San Francisco-Oakland-Fremont, CA MSA  $0.94 San Juan-Caguas-Guaynabo, PR MSA  $0.89 Seattle-Tacoma-Bellevue, WA MSA  $0.96 Tampa-St. Petersburg-Clearwater, FL  $0.82 Washington-Arlington-Alexandria, DC-VA-MD-WV MSA  $0.96 The post The… Read more »
  • What is the Best Restaurant Reservation App?
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    With the abundance of restaurants popping up around the country each day, patrons need to be able to make reservations to secure their spot. This helps restaurants improve their sales and their customer experience. Diners don’t want to call in and shout over background noise to make a reservation, they want the freedom and flexibility to make and change reservations when it’s convenient for them. Similarly, restaurants want to enjoy the benefits of seamless reservations that remove the burden from their staff and avoid the possibility of human error. What’s the best restaurant reservation app? Just as there are many restaurant options, there are also many options for restaurant reservation software. And while we won’t crown one the ultimate winner, we will make recommendations based on your restaurant’s specific needs. Because, after all, a tiny pop up eatery and a restaurant with dozens of tables will have vastly different needs. Some restaurants will want a reservation software that has a massive review platform that will bring new diners in the door, while others with major name recognition might want to only host reservations on their own site to better manage their limited seating. With that said, let’s go over a quick visual guide to the features of the top restaurant reservation softwares. We also go more in depth into each platform below.   Waitlist Management Around the Clock Support Table Management Loyalty Program Marketing Tools Reporting SMS Services Pricing OpenTable X X X X X X X $249/mo + $1 per seated online cover Resy X X X X $249 – 899 per month Tock X X X X X X $0 – 699 per month + prepaid fees Reserve X X Flat fee Yelp Reservations X X X X $249 per month   OpenTable (Most Robust) OpenTable is a San Francisco reservation powerhouse that got started back in 1998. Boasting over 27 million diners around the world per month, this platform helps restaurants keep their seats full each day and night. Their network currently spans about 48,000 restaurants, which makes them both well known and trusted.     The benefits of using OpenTable include a robust review platform that helps restaurants attract new diners based on positive reviews from past customers (totaling 76 million reviews at last count). They also host menus and additional information, to help customers get a full picture of what their experience might be like… Read more »
  • Trump DOL FLSA Overtime Change: What You Need to Know
    The Department of Labor recently released a new proposal to increase the number of salaried workers eligible for overtime. This follows a similar change proposed by the Department of Labor under the Obama administration, though it sets a different threshold. What are the details of the new overtime rule change proposal? Right now, salaried workers are eligible for overtime if they earn less than $23,660 annually, or $55 per week. That amount was set in 2004 and hasn’t been updated since to keep up with inflation. This amount is set in the Fair Labor Standards Act, which regulates everything from how long employers need to keep employee time card data to minimum wage and child labor restrictions. Trump’s Department of Labor is proposing to increase this amount to $35,308 per year, meaning that 1.3 million more salaried employees will now be eligible for overtime when they work more than 40 hours in a week. How does this proposed change compare to the previously scrapped proposed rule change under the Obama administration? It’s similar, but covers fewer salaried workers. The Obama Administration had sought to increase the salary threshold to $47,476 per year, meaning millions more salaried workers would’ve been eligible for overtime. Some economists estimate that, under Trump’s plan, 8 million fewer workers will be eligible for overtime.  Conversely, this means the impact on businesses will be much smaller, and fewer businesses will need to make any changes at all. One other major difference: the Trump Administration is making this salaried threshold increase one time, which can be increased in the future. The Obama Administration sought to tie the salary threshold to inflation and increase automatically. How would this rule change impact employers if approved? Workers? It’s worth noting this change only impacts employers and employees where they’re working over forty hours per week. So while 1.3 million workers may now be eligible for overtime pay, they’ll only receive it if they’re actually working overtime. How should business owners prepare for the new overtime rule? First, employers should investigate whether or not they’ll be impacted by this change. Do you have salaried employees making less than $35,308 per year? Are they working more than forty hours a week? If you do have employees that may become eligible for overtime, you have a few choices: you may want to increase their pay to above the threshold, especially if you believe that… Read more »
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