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5 Lessons Learned from the Recent Harassment Complaints

5 Lessons Learned from the Recent Harassment Complaints

Nondiscrimination laws require employers to maintain a work environment that is free from sexual and other types of harassment. Beyond compliance reasons, promoting a harassment-free workplace is the right thing to do and critical to maintaining a productive workforce. However, recent scandals in the media, academia, Hollywood, and Congress are indications that sexual harassment remains a significant problem in the workplace. In light of these improprieties, here are five key takeaways to help you assess your anti-harassment efforts: #1: A policy isn’t enough. While having a written anti-harassment policy is important (and even required in some jurisdictions), it will mean little if you don’t enforce it. If you observe or are put on notice that misconduct may have occurred, you have a duty to launch a prompt, impartial, and thorough investigation. Depending on the circumstances, consider whether an internal investigation is sufficient or if you need to have an outside third party conduct an impartial investigation. If an investigation reveals that harassment occurred, take immediate and appropriate corrective action...

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Got a PEO? Why not?

Got a PEO? Why not?

By Brian Michaud, Senior Vice President, ADP TotalSource® A new study from the National Association of Professional Employer Organizations® (NAPEO) shows that small businesses that use a Professional Employer Organization (PEO) to manage HR for their employees actually see double the annual revenue growth than a company that doesn’t. That sounds like a pretty startling statistic, don’t you think? But when you look at the numbers, it’s actually pretty obvious – PEOs are lowering the stress levels and increasing the effectiveness of small business owners. That’s because while business owners retain the day-to-day control over management of their employees, a PEO handles the HR and employee benefits administration responsibilities. Businesses who partner with a PEO gain access to a larger suite of offerings, including FORTUNE 500®-caliber health benefits and employee growth and development programs. These, in turn, allow clients to provide more robust benefits to help attract and retain employees. There are a number of areas where businesses are benefiting from the value of outsourcing their HR. It’s a...

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Global Payroll Magazine Institute features Theo Curey, President of ADP Global HCM

Global Payroll Magazine Institute features Theo Curey, President of ADP Global HCM

Global Payroll Magazine Institute featured Theo Curey, President, ADP Global Human Capital Management in the Executive Spotlight of its November issue. The piece discusses how Theo sees the role of the payroll professional evolving and what considerations a company should weigh when evaluating a multinational payroll vendor. “Coming to ADP, for me, wasn’t about payroll—it was about purpose. What I learned, even before I joined, was that the people of ADP are passionate about doing the right thing for their clients. It was their love for what they do that made me want to be part of the team,” says Curey. Read the full story about how Curey serves ADP’s multinational clients with an integrated suite of human capital management solutions including payroll, time and labor management, HR, and...

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The Treatment Center: Returning to ADP® Comprehensive Services Results in Time and Money Saved

The Treatment Center: Returning to ADP® Comprehensive Services Results in Time and Money Saved

The Treatment Center and the Adolescent Treatment Center of the Palm Beaches is a substance abuse and mental health facility that helps patients on the road to lifelong recovery from addiction. They started with ADP in 2011 but left ADP for a competitor in 2015. Four months later, they returned to ADP and implemented ADP® Comprehensive Services. Sandra Rose, Human Resources Director explained that one of the reasons why she came back to ADP was because she wasn’t able to manipulate data in the competitor’s system to get the reports she needed quickly. When she returned, Sandra discovered that the ADP Comprehensive Services offering had been enhanced and now offered even more information and more standard reporting, leading to greater efficiencies for her staff and the Center as a whole. ADP’s systems were much more user friendly, with “real-time” and customizable reporting and Sandra was impressed with the attentiveness of ADP’s dedicated HR team and Relationship Manager. Read the full story to learn how The Treatment Center saved significantly...

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Extra Helping Hands: HR Professionals Get Instant Access to New Resources, Best Practices with ADP Workforce Now HR Assist

Extra Helping Hands: HR Professionals Get Instant Access to New Resources, Best Practices with ADP Workforce Now HR Assist

HR managers at midsized businesses have a difficult job. They are constantly juggling questions, issues, and complaints about any and all HR issues under the sun. Moreover, because their business is midsized, they probably won’t have all of the resources at their fingertips that a larger company can provide. Now that problem has been addressed. Recently, ADP® launched ADP Workforce Now® HR Assist, a solution that equips owners and leaders of midsized businesses with added expertise, on-demand online documentation, and proven best practices to address everyday HR issues. With ADP Workforce Now HR Assist, businesses are only a few clicks away from a dedicated team of experienced, certified HR professionals and resources to help them tackle even their most complicated HR issues – without increasing their own staff or hiring costly consultants. “On a daily basis, HR managers are expected to have all the answers to questions on staffing, compliance and best practices,” said John Ayala, president of the Major Account Services business at ADP. “In addition, they are...

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