By Blue Moose Vending Mgt November 15, 2015
If you need payroll help, call Apex. Great company. If you want free vending machines for your business, call Blue Moose Vending Management at 714-242-4085. ...read more
By Anonymous July 24, 2014
The salesman for this company is very annoying and will continue to call your company, even lying and saying his "secretary" received a call from one of your employee, and he's returning the call. Mike Kramer has no details of what time the call came in or nothing else, for that matter. And of course, the supposed employee has no idea who Mike Kramer is and has not called his office for any reason. Beware of Mike Kramer who represents Global Talent Solutions and his deceptive sales tactics. ...read more
By Bill Joe at Citysearch November 07, 2011
Well hoepfully this possibly fraudulant temporary agency will get investigated. Now that there was a great but down in Mac Arthur Park,Los Angeles. Where a big ring was busted for handing out fake social security cards. Perhaps some of the illeagal alliens they could have working for them could have received their fake ID'S from this park. So much for this company being pro American veteran?????? ...read more
Employers are responsible for providing a safe workplace environment for their employees free from harm, health hazards, harassment, etc. Enforcement of workplace safety compliance is an issue that has gained increased attention from federal and state governing agencies. According to the federal Occupational Safety Health Administration (OSHA), an effective safety and health program can save as much as six dollars for every dollar invested. On January 6, 2012, OSHA initiated a Small Business Regulatory Enforcement Fairness Act (SBREFA) panel process to draft an Injury and Illness Prevention Program (IIPP) rule. Where ever your business is in terms of a safety program, a safety manual is an important starting point for any company size. As a best practice, a company’s safety manual typically includes the following: Supervisor responsibilities Employee responsibilities Reporting Safety policies Equipment usage/handling Chemical/hazard handling First aid • CPR Safety rules Documents Disciplinary action Accident reporting Injury reporting OSHA logs Protective uniforms Cleaning workspaces Opening/closing items Note:Twenty-four states operate their own OSHA-approved safety and health programs. Some state plan requirements may differ in certain aspects from federal OSHA. Regardless, state-imposed standards must be at least as stringent as the federal standards. While OSHA is currently in the process of developing new standards of an IIPP, employers still need to adhere to their workplace health and safety obligations. So at a minimum, be sure to regularly review your company’s safety manual or consider establishing an IIPP. With the right information, the manual should help your business meet OSHA requirements and achieve an in-compliance status well before an OSHA inspection occurs. ...read more
By Apex Payroll & Timekeeping March 06, 2012
Many employers using technology understand the dynamic implications of workplace rumors. Rumors can create an environment of mistrust, hostility, low motivation, and low productivity. Managers who are trained to recognize the root causes of rumors and how to prevent them, or at least be able to manage rumors, can more effectively set the stage for teamwork success. Rumors arise due to various reasons. Some reasons arise from relationships at the workplace, work stressors, and dealing with personal job satisfaction. In general, there is a natural tendency to engage in rumors or listen in to what is happening around us due to human needs of wanting to communicate, stay informed, and fit in with peers. Some employees engage in this fashion to gain more control and to see how much power they may have in comparison to others. Often, when employees do not know why certain management decisions are being made, gossip and rumors begin. A manager’s clear and effective communication style, with his or her employees, is crucial. Managers can do a lot to address workplace rumors. Here are some top picks: Values.Ensure values are in line with the rest of staff. Managers should make an effort to state what will not be tolerated. Open door policy.Managers should welcome feedback from all employees to speak about the company and their own job positions. When managers avoid direct communication with employees, employees often feel compelled to engage in conversation about “what ifs” to what may be happening. Employees assume future developments involving staff and business practices about products or services may be changed. Confidential suggestion box.Managers can put up a suggestion box that allows for employees to anonymously submit in their concerns or comments in regards to what is bothering them or how things are going for them. Discipline.Manage employees who continue to engage in rumors and or are not mindful about workplace productivity. Third-party mediation.Gain more neutral input by having a third person take notes at the mediation and keep everyone on track. More specifically, if the tone / content of the conversation becomes inappropriate, they can help bring it back to an appropriate level. Employee independence.Employees should learn how to handle gossip on their own. Whenever a gossiper is confronted, he or she will think twice about doing it again. Avoid using the word “you” but having the person who is the target of the gossip state something in an “I” statement. In today’s workplace, it can be difficult to escape workplace gossip issues. Those who engage as the senders of workplace gossip and those who are the recipients tend to hear different things and build different interpretations which can lead to infectious discontent. It is encouraged for employees and managers to speak to one another on-going about decisions, upcoming plans, etc. to fill in communication gaps. By doing so, it will greatly help prevent rumors from starting and speculation from occurring. ...read more
By Apex Payroll & Timekeeping March 02, 2012
A.No, an employer may not require employees to clock out for breaks of five (5) minutes and be unpaid for that time because this practice violates the federal Fair Labor Standards Act (FLSA). Employers can have employees clock in and out to track the breaks, but still has to compensate the employees for this. According to the US Department of Labor, “the FLSA does not require employees be given meal or rest breaks. However, if employers do offer short breaks (lasting about 5 to 20 minutes), federal law considers these short breaks time for which employees must be compensated. Bona fide meal periods (typically lasting at least 30 minutes), serve a different purpose than short rest or snack breaks and, thus, are generally not time for which employees must be compensated.” At the same time, for documentation purposes, an employer may require employees to track (using a device or timesheet) the times employees started and ended their rest breaks. Note: The State of California does require breaks after every 2 hours of work and atleast 1/2 hour lunch before the 6th hour of work. Businesses doing business in California will have to adhear to the more strignant California laws. California still requires that all breaks be taken and paid for by the employer. Lunch breaks however, like federal law, is not paid by the employer. A note about breaks. Employees are being paid, so the employer can determine where these breaks can be taken. Employers should not allow employees to leave their work premises as they will be responsible under work comp for any injuries that may occur. i.e. -driving to Starbucks to get a cup of coffee. ...read more
By Apex Payroll & Timekeeping March 01, 2012
The U.S. Bureau of Labor Statistics periodically releases its updated "Occupational Outlook Handbook." It is a comprehensive analysis of various careers. However, as of late 2011, the job title, "Hiring Manager" is not outlined as an occupation, unlike that of a food service manager or property manage... ...read more
A job interview is a very important part of the hiring process. While employers review resumes, education background and experience, they often make their hiring decision based on the job interview. It is important that you show your true personality, highlight your skills and sell yourself during the... ...read more
