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But the "cost" seems to be business simply maintaining some reasonable documentation and records. Hardly a burden - since there is already a mountain of paperwo
by edoceo 5y ago
But the "cost" seems to be business simply maintaining some reasonable documentation and records. Hardly a burden - since there is already a mountain of paperwork around hiring it's like this adds 2% more. Nothing. And if you're small your PEO will (likely) handle the whole thing.
- salawat 5y agoGiven my current experiences with an HR department, I shudder to think of the nightmare. Also, what about one-offs and negotiating specific terms? Does that get reported? I mean, if you're looking fpr a way to make sure compensation only happens one way, it's this.
- PragmaticPulp 5y agoIt also includes provisions about notifying current employees and such. It sounds simple, but it can raise a lot of legal questions. For example, what qualifies as a “promotion opportunity”? Once you have to start running things past the lawyers just to make sure you’re not opening the company up to various new liabilities by simply posting a job offer, it becomes an issue. It adds more than 2% overhead because you have to overhaul all of your processes to comply and have the lawyers and or HR review. Even if it did only add 2%, you’re only opening up to 1.5% of the US population.
- eyelidlessness 5y agoOr you could... run new opportunities by your employees. If they feel qualified and motivated they’re also in a great position to help recruit replacement resources for their current role. “We keep our hiring secret from our own employees to minimize their exposure to what we might offer them and now we have to pay lawyers to deceive them” is pitiful.