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Michele O Donnell, M.S. Human Resources Management. joined MMC, Inc. in January 2007 and currently leads MMC's elite team of HR Consultants. Ms. O Donnell has been involved in the Human Resources industry for more than 14 years, bringing vast training and management experience to the MMC leadership ranks. Her experience spans the broad scope of labor law, regulatory compliance and HR Best Practices, drawn from her rich experience as Director of HR for several firms throughout her career. She currently works to ensure that MMC's consultants forge long lasting relationships with our clients, fostered in exceptional service and unsurpassed HR expertise. Ms. O Donnell earned her baccalaureate degree in Business Administration from Auburn University before receiving her Masters degree in Human Resource Management from Troy State University. Learn more about MMC’s comprehensive HR services at http://www.mmchr.com
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 Worker Classification Investigations Gain MomentumAvoid misclassifying workers. Learn how to correctly determine employees or indendent contractors. Avoid Fines By Following Posting RequirementsBusiness owners should be awared about how to avoid fines by following federal and state posting requirements. Employers Expected to Face Additional Pressure from Department of LaborThe U.S. Department of Labor (DOL) is renewing its efforts to enforce labor laws across the country. Employers should be aware of the fact and be ready for the government audits. Managing Time Off RequestsSummer time is here again. The increase in employees’ time off during the summer months happens for many reasons. School is out and it is the best time for a family vacation, or company/family coming to visit just to name a few. Many businesses find that they are short staffed because requests for time off were not managed effectively. Employers should have a time off policy that outlines the steps to request time off and explains who is eligible to receive paid time off benefits. Interviewing Best PracticesWould it be surprising to know that in many cases the determination to hire someone happens within five minutes of meeting them? What happens when a charming applicant gives all the right answers? Many times, applicants are hired for their charm instead of their job related knowledge, skills, and abilities. This also happens when the applicant’s personality is similar to that of the interviewer. Ideas for Low-Cost Morale BoostersDuring this recent period of economic difficulty, one frequent question our clients have asked is “What can we do to boost staff morale without breaking the bank?” This is a great question at any time, but applies especially now as many companies have been through force reductions - which always affects morale. Below is a list of compiled suggestions that you may find helpful for giving your employees just the morale boost they need. Workers' Compensation: 101A recent article in the LA Times explained that a state board charged with tracking WC expenses recommended a rate increase of 24% based on rising costs such as: higher medical expenses, the threat of increased payments to permanently disabled workers, and sharp increases to medical cost containment and medical legal costs. Many employers know they must pay for WC insurance but may not know how the premium is calculated and/or what they can do to keep their premiums as low as possible. New I-9 Form is Now EffectiveStarting April 3, 2009, employers must use the new version of the Department of Homeland Security's Form I-9, Employment Eligibility Verification (Rev. 02/02/09). The Department of Homeland Security also has issued a revised Handbook for Employers to be used with the new Form I-9. Employers using the previous editions of the Form I-9 after February 2, 2009 may be subject to fines. What is UI? Do I have a say in how claims are processed?The federal Unemployment Insurance Program (UI) provides weekly benefit payments for workers who lose their job through no fault of their own and are attempting to re-enter the workforce. Eligibility for benefits requires that the claimant be able to work, be seeking work, and be willing to accept suitable work. Your Workplace and Anti-Harassment TrainingA major area for litigation that continues to grow on both the federal and state fronts is that of Harassment and Discrimination. Federal law requires employers in the U.S. respond immediately to claims of sexual harassment and provide assurances that work environments are free from harassment.Federal law requires employers in the U.S. respond immediately to claims of sexual harassment and provide assurances that work environments are free from harassment.
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