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At Your ServicePowered by Solutions At Work, the P.A.S.S. program is a cost effective resource for members to access knowledge and expertise related to Human Resources (HR) topics.

It is simple!  Members can call, email, or text unlimited questions with an expectation to receive information in 24 – 48 hours.

What you can expect:

  • Peace of mind, answers are up to date and accurate
  • Elimination of time consuming and unreliable web searches for regulation and employment law
  • Ability to manage risk by identifying situations which may require additional resources

Monthly plans start as low as $50!

Ask anything HR!  Our team of professionals is knowledgeable on subjects including (but not limited to);

On and Off Boarding employees
Marijuana in the workplace
Affordable Care Act
Americans with Disabilities Act
Employee Relations
Wage and Hour Law
I-9 forms
Pregnancy Leave
and many more!


Compensable Time: What You Need to Know

Click Here for the full HR Brief – April 2018

The Fair Labor Standards Act (FLSA) requires employers to pay their employees for all hours they are “suffered or permitted to work.” These hours are known as “work hours” or compensable time.

What is compensable time?

Compensable time includes all hours during which an individual is actually performing productive work and all hours an employee is required by his or her employer to remain available for the next assignment. Compensable time does not include periods where an individual is relieved of all obligations and is free to pursue his or her own interests.

How is compensable time calculated?

To determine how much of an employee’s time is compensable time, employers must determine whether the employee is on duty, and how rest periods or certain industry extended hours affect an employee’s hours of work. The U.S. Department of Labor’s (DOL) Wage and Hour Division enforces work hour standards.

What are the penalties for noncompliance?

FLSA violations are punishable by a fine of up to $10,000, imprisonment for up to six months or both. In addition, these violations are subject to civil liability in state or federal courts and employers may be required to compensate employees for unpaid wages, liquidated damages, attorneys’ fees, court costs and any other amount a court sees fit to impose. Fee amounts may increase for repeat and willful offenders.

Employers may not discharge or discriminate in any manner against an employee who files a complaint or cooperates with the DOL in an investigation or proceeding.


More than 60 percent of employee turnover is voluntary, according to a recent ADP Research Institute report. This report allows employers to understand the workplace characteristics that are most likely to lead to employee turnover.

If you are experiencing high turnover, chances are you are experiencing high losses as well. It costs nearly 20 percent of an employee’s annual salary to replace an employee. Contact us today to learn more about valuable retention strategies to implement at your company.

FBI Warns of Direct Deposit Phishing Attacks

The FBI warns that cyber criminals are posing as HR employees and using a phishing scam to get employees to provide the scammer with access to the company’s self-service payroll platform.

When employees click on the link within the scammer’s email and provide the requested information, they unknowingly provide the scammer with their W-2 and pay stub information. The scammer can then change direct deposit instructions, passwords, credentials and email addresses linked to the account to avoid detection. In the majority of cases, employers were not aware of anything until workers reported they weren’t receiving their wages.

To learn how you can prevent this from happening at your organization, please view the FBI’s suggestions or request employee cyber security training materials from Solutions At Work today.


Contact Solutions At Work at for more information on wage payment and work hour laws.

Businessman pulling a clock hand backwards


Click Here to download the full copy of the NERC Pregnancy Rights Notice

Pursuant to NRS 613.335 and sections 2 to 8, inclusive, of the Nevada Pregnant Workers’ Fairness Act (effective October 1, 2017) employees have the right to be free from discriminatory or unlawful employment practices based on pregnancy, childbirth, or a related medical condition.
Under the Act, it is unlawful for employers to:
• Deny a reasonable accommodation to female employees and applicants, upon request,
for a condition related to pregnancy, childbirth, or a related medical condition, unless an
accommodation would impose an undue hardship on the business of the employer.
• Take adverse employment actions against a female employee because the employee
requests or uses a reasonable accommodation.
• Deny an employment opportunity to a qualified female employee or applicant based on
a need for a reasonable accommodation.
• Require a female employee or applicant to accept an accommodation that the employee
or applicant did not request or chooses not to accept or to take leave from employment
if an accommodation is available.

Under the act, an employer may:
Require a female employee to submit written medical certification from the employee’s
physician substantiating the need for an accommodation because of pregnancy, childbirth,
or related medical conditions, and the specific accommodation recommended by the
For further information regarding the Act, contact the Nevada Equal Rights Commission or call Solutions At Work at 775-828-7420.

New I-9 Form Available

On July 17, 2017, U.S. Citizenship and Immigration Services (USCIS), part of the U.S. Department of Homeland Security, issued an updated version of Form I-9: Employment Eligibility Verification (Form I-9). Under federal law, every employer that recruits, refers for a fee or hires an individual for employment in the United States must complete a Form I-9.

The updated form replaces a version that was issued in 2016. Employers may continue using the 2016 form until Sept. 17, 2017. Exclusive use of the updated form is expected by Sept. 18, 2017. The new form expires on Aug. 31, 2019.


  • Employers must become familiar with the new Form I-9 and transition to its exclusive use by Sept. 18, 2017.
  • Employers must continue their compliance with collecting and retaining Form I-9.
  • Employers may download the 2017 Form I-9from the USCIS website.

Field Changes and Updates

The changes made by USCIS include revisions to the instructions and to the list of acceptable documents.

Revisions to Instructions Revisions to List of Acceptable Documents
·   USCIS changed the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.

·   USCIS removed “the end of” from the phrase “the first day of employment.”

·   USCIS added the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Section 2 and Section 3. E-verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.

·   USCIS combined all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350 and Form FS-240) into selection C#2 in List C.

·   USCIS renumbered all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C will change from List C #8 to List C #7.

Source: USCIS

More Information

Please visit the USCIS website for more information regarding USCIS or the new Form I-9.

Download the full document here: New I-9 Published for Use in September


Why It’s Time to Make Human Resource Management a Priority

When 60% of your company’s budget is comprised of human capital, wages, taxes and benefits, HR resource management quickly becomes a priority. Human resource management is the most effective way to ensure productivity, goal achievement and overall profitability. Quality assurance, customer service and productivity initiatives are driven by your employees, who in turn are guided by an effective human resources plan and budget.

Why don’t companies adequately invest in human capital and infrastructure?

Smaller companies often fall prey to believing they don’t have sufficient capital resources to maintain an official HR department. In halcyon days preceding ’08, many managers disregarded HR development, because they were assuaged by fiscal growth. The truth is that boom or bust, investing in employee well being and development is paramount to stable trajectories. Your employees are also more likely to see you as a born out principal deserving a respected seat at the boardroom table.

What does adequate investment in human capital look like?

While it depends on the company’s particular area of endeavor, it centers on placing humans first; which in turn means eliciting best possible performance while making allowances for the very things that make us perform. This is the art behind adept HR management. And this likely takes the form of employee recognition programs, commensurate compensation, enhanced recruiting and service initiatives.

Influences that translate to long-term company success start with strategic hiring, meaningful orientation, impactful training and management, and transition into regular reviews, merit-based compensation and recognition programs.

Another necessary alignment involves matching client and market demand with people that effectively deliver solutions. Determine how your human resource policies can be revised to support the goals of the company. Examples of exemplary human resource initiatives abound. If you’re unsure about where to begin, consider help from a firm that’s made superior HR their priority. Data shows us that including management in the development of initiatives ensures successful implementation and subsequent employee buy in.

Willingness to revisit your human resource and human capital policies on a regular basis is proving to be among the most effective strategies of all. In our e-commerce driven reality, goals and realities rapidly change, so infrastructure supporting those goals need to change in turn.

Inevitably, employees’ work habits, work environment and attitudes will either contribute or detract from the attainment of company goals. Thus, a company vision blind to the needs, wants and well-being of the team that supports it is doomed to failure. With so much operating budget allocated to human capital, why not make that capital work for everyone? Even better, create a win-win environment that supports the goals and objectives of both the company and its human capital.

Do you need help getting started with HR management, or advice for improving your existing human resource management strategy? Contact Solutions At Work today for flexible and affordable HR guidance and support.

Onboarding New Employees In 9 Simple Steps

Did you know that half of all management-level hires fail within the first 18 months of employment? The statistics are just as grim for hourly employees — half of them leave new jobs within the first 120 days!  Every HR professional knows that turnover is costly and all too common. The good news is that implementing an onboarding process can help you retain the new employees that you worked so hard to recruit.

Onboarding a new employee is a crucial human resources process that is too often overlooked. The objective of a successful onboarding process is to make a positive impression on the new employee, welcome them into the company culture, and position them for success in their new role. Onboarding shouldn’t be an afterthought; in fact onboarding requires just nine simple steps.

  1. Prepare for new employees before their first day. Make a positive first impression on new hires by ensuring that their first day goes off without a hitch. This will require some simple prep work. For example, provide the employee with a list of resources or documents that they should bring in on their first day. Tell the receptionist when the new hire will be arriving and who they should report to.
  2. Prepare their workplace. Prepare new hires for success by providing them with all of the technology and tools they will need before they arrive. Ensure that their workplace is equipped with everything they need to do their job efficiently.
  3. Create an agenda for the first week of work. Not knowing what to do can make new employees feel bored and undervalued. Make new hires feel involved by creating an agenda for their first week of work. Include a schedule of meetings with key staff members to discuss the roles of each individual and how they work together.
  4. Match new hires with a mentor. Companies with a mentoring program report a significant improvement in employee retention, organizational learning, leadership training, and career development. Start things off on the right foot by matching new employees up with a buddy or mentor who can help them navigate through their first 90 days on the job.
  5. Prepare all paperwork. New hires expect to do paperwork on their first day, so provide them with all of the documents they need to fill out in order to make their position official. You should also provide them with company email and phone lists, an agenda for their first week, the employee handbook, their job description, and any other necessary paperwork.
  6. Don’t forget to have fun! Sitting at a desk and filling out paperwork makes for an uninspiring first day, so take time to introduce the new employee to the rest of the office. Show them around the facility and point out key areas like restrooms, the break room, and their parking spot. It’s a nice touch to have some company swag at their desk, like a coffee mug or logo wear to make them feel like part of the team. Include some fun in their first week to make them feel excited about their new position and the company they work for. A group lunch or activity can make new hires feel welcomed and valued. If the new hire has a great first week it is more likely that they will look forward to returning to work day after day.
  7. Focus on education. Proper training and coaching are key components of a successful onboarding process, and contribute to the employee’s success in their new position. Training and education should be an integral part of the onboarding process. Continuously follow-up with the new hire to ensure that they are understanding and assimilating new information. Everyone has a different style of learning, and you don’t want to potentially lose a great employee just because his or her learning style differs from your current training structure. Create a variety of training materials, including written, verbal, and hands-on resources. It’s worth taking the time to accommodate the diverse learning needs of employees in order to improve their on-the-job success.
  8. Schedule regular performance reviews. The general rule of thumb is to conduct a review of the new employee’s performance at the end of their first 90 days. The review should include their immediate supervisor and other key members of the employee’s management team. The review should acknowledge things that are going well, as well as outline areas that need improvement. During the review meeting, you may realize that the employee needs more training in certain areas. For example, the new employee may need someone to teach them how to adhere to a particular process, so be ready to schedule some additional training time.
  9. Create an opportunity for the new employee to give feedback. Encourage the new employee to provide feedback on their overall onboarding and training experience. Use this feedback to improve the onboarding process for future hires. You should also give them an opportunity to comment on the company, culture, work environment, and overall business strategy. This is a great opportunity to gather information from a fresh perspective. Although some feedback may be difficult to hear, being open minded to new ideas is the first step towards positive change.

A successful onboarding process can lead to lower turnover, higher employee satisfaction, and a more productive corporate culture. Need help creating or refining your onboarding process? The HR consultants at Solutions At Work are here to help. Contact us to learn how we can help you create a streamlined onboarding process.

Solutions At Work Expands Reach Statewide with Orgill/Singer & Associates Partnership

Solutions At Work, a leading provider of smart HR services and employee benefits solutions in Northern Nevada, has recently partnered with Orgill/Singer & Associates Inc. The partnership is expected to spur rapid growth and opportunity statewide for both parties.

Orgill/Singer & Associates, a major independent insurance agency headquartered in Las Vegas, made a significant investment in Solutions At Work. According to Sarah Sommers, CEO of Solutions At Work, the investment “provides the support of one of Nevada’s strongest employee benefits and property and casualty firms to further reinforce our statewide growth.”

This strategic partnership will harness the respective professional expertise, resources, and competitive advantage of each company. “Solutions At Work has been providing businesses in Northern Nevada with expert HR solutions since 2010,” said Ms. Sommers. “Our relationship with Orgill/Singer puts us in a unique position to expand our reach and address the pressing HR needs of companies across the state.”

For Orgill/Singer, their investment in Solutions At Work extends their ability to provide comprehensive HR solutions, recruitment and payroll services to their growing client base.

Solutions At Work was established in 2010 and provides professional HR consulting and outsourcing solutions, ranging from recruitment and benefits administration to PEO and managed payroll and human resource services. Their mission is simple: Give companies the peace of mind they deserve, knowing that while they’re focused on growing their business, Solutions At Work is taking care of all their HR administrative needs. Request a consultation with Solutions At Work to learn more.

Tips for Recruiting and Retaining Millennials

Today’s workforce is dramatically changing, influenced by trends like the retirement of baby boomers and the widespread use of the internet and social media. Recruitment strategies must also change in order to keep pace with technological advancements. For example, the paper application process has largely been replaced by electronic HR technologies. LinkedIn, Facebook, your company website, and e-mail can attract candidates from all over the world to your workplace. Your company must invest in these options and strategically implement technology into your recruitment process.

Implementing new recruitment technologies can also help companies reach younger workers who depend on the internet to find new job opportunities. For example, millennials (adults aged 19 to 35 in 2016) now make up the largest share of the American workforce. Millennials have surpassed Generation X and Baby Boomers as the largest share of the American workforce according to an analysis from the Pew research Center.

The sheer number of millennials in the workforce prompts the question: what are you doing to prepare your workplace for the next generation of employees? It is critical to understand what millennial employees value in order to ensure that they’re a good fit for your workplace.

What Millennials Want

Like any other generational group, millennials want to be treated as individuals with unique opinions and needs, meaning that you should not make assumptions about the values of your millennial employees without talking to them first. However, for the purpose of this blog post, we will explore some of the generational values that impact the recruitment and retention of millennial employees.

An “Always On” Approach
Technology is blurring the lines between work and free time, making it possible for employees to communicate via text, videoconferencing, or email at all hours of the day. This “always on” approach to work means that many millennials seek a flexible schedule that allows them to work anywhere and any time of the day. Does your company allow this kind of flexibility, or do you expect your employees to work in the office from nine to five? What guidelines would you have to change over the next three years in order to implement more flexible schedule?

Constant Feedback & Collaboration

Unlike baby boomers, who believes that knowledge is power and operate on a “need-to-know” basis, millennial employees constantly want to know “why.” They want to know why they’re being asked to perform a certain task, and how they can provide value to the larger organization. Additionally, they don’t want to be limited by hierarchy or role, and look for collaboration opportunities with managers, executives, and other employees. They crave teamwork, constant feedback and transparency.

Millennials want to hear feedback from their superiors in order to better understand what they they’re doing well and what they need to improve upon. The traditional annual review is not enough for millennials: they want regular touch points with their superiors in order to better understand and improve their performance. Millennials want to believe that their work matters, which makes positive feedback a big motivator for them.

Morals Over Money

It would be wrong to say that millennials don’t care about money: they have bills to pay just like any other adult! However, employers must be aware that money is not the primary driver for millennials, which means they’re looking for more than a paycheck from the company they work for. Does your company compete for employees based on pay alone, or do you offer your employees a fun workplace and creative fringe benefits like the ability to work from home?

Millennials want their work to be meaningful and have a societal purpose. They want to have fun at work and are more apt to continue working at a company if their friends work there too. Most millennials are environmentally conscious, and want to work for companies that that give back to their communities. Where does your company stand in terms of eco-friendliness and community involvement? You may be losing out on millennial talent if these things don’t matter to your business.

Are you prepared to recruit and retain millennial employees? If you don’t prepare now, your company will ultimately lose out on this talent. Now is the time to strategize your recruitment efforts and gain an understanding of how to better target millennial employees.

Are you struggling with hiring or recruitment? Contact Solutions At Work to learn more about our innovative job placement services, and how we can help your company better recruit and retain employees in this challenging market.