INSIGHTS

Q2 Questions for HR Departments

by Colleen Malmassari

Second quarter is typically a time of planning and/or pivoting for Human Resources. Mid-year check-ins are on the way and handbook updates should be wrapping up. Here are some things to be thinking about as we wrap up the second quarter of the year:

In person reviews of I-9’s: Do you have any that need to be done before the July 31st deadline?

  • Since March 2020, virtual, remote I-9 verification has been allowed where all employees are working remotely due to COVID-19, or when a new employee, after April 1, 2021, is working remotely due to COVID-19. The policy has been extended several times. An extension in October 2022 was made until July 31.
  • Employers must complete in-person physical document inspections for employees whose documents were inspected remotely during the temporary flexibilities.

Have you considered implementing an Artificial Intelligence (AI) policy to protect your company’s information?

  • As this kind of technology is becoming more widely accessible and used, it is best practice to outline policies for employees.
  • Consider contacting your legal counsel for a consultation on the risk of using AI in the workplace.
  • On May 18th, the Equal Employment Opportunity Commission (EEOC) issued a Technical Bulletin for guidance to employers on the use of AI in the workplace.  

Do you have a check-in scheduled with employees to review their annual goals?

  • Quarterly check-ins are best practice.
  • Do you need to set aside time mid-year to review and possibly re-evaluate times for goals that were set earlier this year? Or perhaps it would be valuable to remind team leaders to do the same?
Colleen Malmassari

Colleen Malmassari

HR Consulting Services Manager

Colleen graduated from Central Washington University with bachelor’s degrees in Accounting and Spanish. She began her career in public accounting, providing assurance and tax services to many agricultural family-run businesses. About six years into her public accounting career, she became involved in recruiting and was instantaneously hooked on honing her skills in the Human Resources field.

For the past decade, she has helped lead HR teams at two different large Agriculture family-run businesses and in 2021, she joined Larson Gross to implement and lead the firm’s HR consulting services practice, helping clients cultivate their businesses and create improved workplaces for their team members.

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Recruiting and Employee Retention
Performance Review Strategy
Policy and Handbook Development
Compliance Consulting
Workplace Behavior & Harassment Prevention Training

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