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“Should Haves” in your Club Employee Handbook, II

Mar 17, 2015 3:45:00 PM

Part 2: 8 Ways to Foster Best Staff and Showcase your Club’s Work Culture

In part one of this two part article post we covered a few club-specific policy considerations for your Employee Handbook to help protect your club’s reputation and liability. Today, in part two we will share 8 ways your Club Employee Handbook can help motivate your team, retain your best staff, ensure compliance, and how these aspects work to promote your club’s culture and reputation for excellence.

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“Should Haves” in your Club Employee Handbook

Feb 24, 2015 4:15:00 PM

Part 1: Interpersonal Relationships Policy between Club Staff and the Membership

Building member relationships is the cornerstone of success for private club operations and one of the most important aspects to attain consistent, quality relationships is by retaining your best staff for many years.  Perhaps the most important tool to foster your employees and help assure your club culture is not compromised by complacency in standards of conduct is your Employee Handbook.  We will share some “should haves” in your Employee Handbook to help promote your club culture, develop confident, productive employees, and inspire pride within your staff to be a part of your exceptional organization.  Plus, we will offer advice on some club-specific policies regarding employee and member relationships.

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Q&A: When Are Work Breaks Paid?

Jan 23, 2015 10:43:00 AM

Federal and State requirements as to the length and timing of breaks that you are required to compensate for presents many questions regarding compliance and ensuring employee's adhere to Club policy.  Here we will address a few questions on how to compensate for work breaks appropriately.

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ClubPay Clients Success: FAQ we hear from Clubs…

Dec 19, 2014 4:23:00 PM

Last month we held a webinar presentation for our ClubPay Clients to show how ClubPay’s reporting enhancements can be utilized to easily comply with upcoming ACA requirements, and we covered a few of the most Frequently Asked Questions our Client Service Team has received from our Clubs regarding common compliance concerns.  To help ensure awareness of the information we covered for our Clients and other Clubs who may be interested, we put together a summary of our discussion, plus examples of the ACA compliance reports shown. 

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How to Set Up Your Club’s Projects for Success

Oct 28, 2014 5:29:00 PM

I’m going out on a limb here to share my personal experience on a summer project I was tasked with and how working with people who Care, made what I thought was impossible, possible.  Typically, I post Club Management and HR Education articles on behalf of ClubPay; however today, my hope is by sharing a few insights of my project journey some might resonate to help with your next Club project. The first step to implement any successful project starts with people who Care to help you through.

How do people who Care, define Care?

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Background Checks – What Your Club Can, and Cannot Do…

Sep 29, 2014 9:13:00 AM

Use of available background information in your Club’s hiring and employment decisions is critical to its success. However and very importantly, there is an ever-evolving minefield of legal risk associated with the use of background information when qualifying a candidate.  During this hiring season, it is a good time to examine your current processes and be aware of what you can and cannot do with respect to background checks and  information.

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Club Employee On-boarding: New Hire Prepping Tips

Jul 14, 2014 4:51:00 PM

Although the term is not easily found in most reference books, the nationally recognized Society for Human Resource Management has defined it as, "the process by which new hires get adjusted to the social and performance aspects of their jobs". Club's are now focusing their investments in the development of on-boarding plans that quickly convert new employees into effective Club resources. Initiating an efficiently devised on-boarding plan provides a successful new hire transition into the Club culture, lessens the time to productivity, and decreases employee turnover.

On-boarding is more involved than only planning for an employee's first day. The process actually starts with recruiting efforts, followed by the hiring process, then continues through the orientation stage, and finally settles with the first year of employee integration into the company. On-boarding plans provide a new employee with the tools to easily perceive the culture of the organization and Club goals while lending them support as they quickly get up to speed and become a productive Club asset. Ultimately on-boarding plans reduce turnover and promotes long term employee retention with the Club.

Create an orientation program that provides more than collecting human resources, payroll, and benefit forms. Provide a comprehensive approach that extends throughout the first year of employment. The following is an overview of a successful on-boarding plan:

  • Establish checklists to define the on-boarding steps and timelines covering the first 90 days of employment.
  • During orientation, setup regular evaluations conveying mutual expectations, employee progression, and set forth responsibilities and goals to continue the effort toward new hire integration into the Club.
  • Emphasize the Club culture including protocols and procedures.
  • Implement employee mentoring programs to improve learning and training priorities and job specific expectations.
  • Initiate milestone reviews to communicate available employment progression opportunities.

On-boarding plans have the potential to make the new hire transition, efficient, and positive. By implementing a plan, Club benefits extend beyond time and money, the plan promotes long lasting, talented, and loyal employee relationships.

Click here to review the ClubPay Services that are available to enhance your On-boarding Planning endeavors.

"Onboarding:New Hire Prepping" ClubPay Quarterly News, June. 2014:

Would you like to learn how we can help reduce liability exposures for your Club? Contact Us to speak with a ClubPay HRO Specialist.

Is your Club prepared for a Wage and Hour Audit? Not sure how to respond. Download our complimentary HR Education Webinar discussion on ways to help your Club avoid or respond to a DOL Wage and Hour audit. 

 

 

See a full list of upcoming ClubPay Webinars.

 

 

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Help Avoid a DOL Wage and Hour Audit - Webinar Download

Jun 27, 2014 11:59:00 AM

Because of EEOC’s renewed focus on facially neutral employer policies that may have a “disparate impact” on protected classes of employees; it is prudent for Club Management to be thoroughly reviewing and auditing your Club’s policies and pay practices with an HR or Employment Law Professional.

For details about EEOC’s Strategic Plan and why all the hype now, when enforcement hasn’t been an issue… continue reading: Why it is Vital to Audit Your Club’s Pay Policies

How can HRO help?

The vast majority of Clubs opt for an “outsourced” strategy to relieve administrative burden, gain expertise and prevent liability. Clubs need protection more than a large company, yet many times either cannot afford the internal HR resources or aren’t really aware of their true exposure as an employer.  Given the trend towards Club Controller’s taking on increasing HR related responsibilities, and due to the current, sometimes confusing Federal and State employment regulations being imposed, an HRO approach has accelerated as a popular choice for Clubs “doing more for less”.  Even the most efficient employers and HR administrators are unable to devote the time required to make meaningful changes to Club policies and procedures.  Partnering with an HR Outsourcer helps an employer achieve relief.  Other reasons to outsource include:

  1. Access to outside expertise.
  2. Remain up-to-date with rapidly changing employment environment.
  3. Eliminate high volume of low-value transactional activities.
  4. Reduce management distractions away from core business.
  5. Leverage existing staff to focus on key competencies.

Partnering with an HR Outsourcing Service can help mitigate HR issues but also, can offer greater budget flexibility and control.  Club’s now have the flexibility to pay for HR service in areas they need and professional HR expertise when they need it.

Our HRO Service… We assist each ClubPay HRO client with an initial assessment of their current HR practices and procedures to ensure we work as a partner for future growth.  To address the diverse needs of each Club HRO client we start the assessment with a custom employee handbook and build from there to determine what, if any future advanced HR support will be required.  Our HRO platform ensures that every client receives not only compliance protection, but also provides an opportunity to take advantage of our advanced Club HR Consulting services.

For a full list of ClubPay's HRO Services, View Brochure Here

Is your Club prepared for a Wage and Hour Audit? Not sure how to respond. Download our complimentary HR Education Webinar discussion on ways to help your Club avoid or respond to a DOL Wage and Hour audit.  

    

 

The time to consider an HR Strategy at your Club has passed; now is the time to implement an HR Strategy!

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvement?  

Contact Us and learn how our HRO Service Assessment can help.  


 

 

 

 

 

 

 

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Why it is Vital to Audit Your Club’s Pay Policies

Jun 4, 2014 12:43:00 PM

One of the most pressing concerns stated by Club Management is Human Resource issues. Often times Clubs either cannot afford internal HR resources or are unable to devote the administrative time needed to understand their exposure risks and implement the required changes to Club Policies in order to be fully compliant with the latest mandates.   Now, due to DOL’s increase of enforcement to conduct targeted Wage and Hour investigations within the hospitality industry; EEOC may simply call or show up at your Club’s doorstep, without charge, and request your policy and pay practice information.

What has changed?

What’s driving the HR Outsourcing trend for the Club Industry …  As the government regulation/mandates rise combined with their public education efforts on employee rights, so have the number of class action lawsuits risen against the hotel and hospitality industry.  Currently, due to the indication of widespread violations within the industry, the DOL has authorized an increase of enforcement to conduct targeted Wage and Hour investigations.  Pressure from political influences, increased tax revenues, unemployment, increased regulation and litigation, has created an ”HR Perfect Storm” for private clubs. 

Club Management's approach to HR administration can no longer be “if” we’re investigated and instead, needs to be “when” an investigation occurs, how to respond?

Why all the hype about HR Strategy now, when it hasn’t been an issue… The EEOC’s new guidance is technically not a fundamental departure from a decade ago; the key difference is under the current administration’s emphasis on employment related federal law and regulation. EEOC is now able to take a stronger stand on enforcement and has identified a number of new “emerging issues” to include enforcement of.  As the EEOC closes in on the half-way point of its 2012-2016 Strategic Enforcement Plan (SEP), it shows the agency has met some of the performance measures, but fell short on others, signaling that the agency may double-down in its 2014 enforcement efforts to make up for the goals its missed.

The EEOC means business; by the end of the FY 2013, the EEOC had launched 300 systemic investigations resulting in 63 settlements or conciliation agreements that recovered approximately $40 million.  They continue to make strides to achieve the agency’s stated litigation docket goal to ensure that systemic cases make up 22% to 24% by 2016. Systemic suits comprised 16% of all merits filings in 2013, and by the end of the year represented 23.4% of all active merit suits; the largest proportion since FY 2006. The EEOC also obtained the highest level of monetary relief ever obtained by the Commission through the administrative process, securing $372.1 million in monetary benefits based on the resolution of administrative charges.

How EEOC is meeting their Strategic Enforcement Plan Goals…With a multifaceted effort to aggressively target employer policies for potential “Disparate Impact” and a broad range of “emerging issues”.  One example of EEOC’s new enforcement program is pursuit of its authority to enforce the Equal Pay Act that specifically empowers the EEOC to conduct “Directed Investigations”.   This means, EEOC can conduct an audit of employer pay practices without having to wait for a charge to be filed to investigate alleged Title VII violations; EEOC may simply call or show up at your Club’s doorstep and request your policies and pay practice information.  These audits open the door for them to seek other potential “systemic” or “disparate impact” problems to investigate further.  

Because of EEOC’s renewed focus on facially neutral employer policies that may have a “disparate impact” on protected classes of employees; it is prudent for Club Management to be thoroughly reviewing and auditing your Club’s policies and pay practices with an HR or Employment Law Professional.

How can HRO help?

The vast majority of Clubs opt for an “outsourced” strategy to relieve administrative burden, gain expertise and prevent liability. Clubs need protection more than a large company, yet many times either cannot afford the internal HR resources or aren’t really aware of their true exposure as an employer.  Given the trend towards Club Controller’s taking on increasing HR related responsibilities, and due to the current, sometimes confusing Federal and State employment regulations being imposed, an HRO approach has accelerated as a popular choice for Clubs “doing more for less”.  Even the most efficient employers are unable to devote the time required to make meaningful changes to Club policies and procedures.  Partnering with an HR Outsourcer helps an employer achieve relief.  Other reasons to outsource include:

  1. Access to outside expertise.
  2. Remain up-to-date with rapidly changing employment environment.
  3. Eliminate high volume of low-value transactional activities.
  4. Reduce management distractions away from core business.
  5. Leverage existing staff to focus on key competencies.

Partnering with an HR Outsourcing Service can help mitigate HR issues but also, can offer greater budget flexibility and control.  Club’s now have the flexibility to pay for HR service in areas they need and professional HR expertise when they need it.

Our HRO Service… We assist each ClubPay HRO client with an initial assessment of their current HR practices and procedures to ensure we work as a partner for future growth.  To address the diverse needs of each Club HRO client we start the assessment with a custom employee handbook and build from there to determine what, if any future advanced HR support will be required.  Our HRO platform ensures that every client receives not only compliance protection, but also provides an opportunity to take advantage of our advanced Club HR Consulting services.

The time to consider an HR Strategy at your Club has passed; now is the time to implement an HR Strategy!

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvement?  

Contact Us and learn how our HRO Service Assessment can help.

For a full list of ClubPay's HRO Services, View Brochure Here


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Meet Our Club Industry HR Expert, Clare Vazquez

May 23, 2014 12:25:00 PM

Register today, for ClubPay’s Education Webinar discussion: Is your Club prepared for a Wage and Hour Audit?  Our HR Partner, Clare Vazquez will share with us why the number of wage and hour class action lawsuits are on the rise and offer relevant information that may help your Club avoid or be prepared for a DOL Wage and Hour Audit.

Clare Vazquez’s diverse HR background has enabled her to bring an innovative, practical and fresh perspective to HR issues. She has consulted with many Fortune 500 companies across a wide variety of industries including hospitality. Clare is an experienced leader performing a principal role in conducting harassment investigations, policies and procedures development, talent acquisition and selection, organizational leadership, and recruitment process.

We are proud to have Clare’s expertise on our Club HR team; with Clare’s Club Industry experience and knowledge of Labor and Employment Law she is a perfect fit to help our Club clients respond confidently to the unique challenges in today's employment market.  ClubPay is committed to identifying opportunities to support and deliver value to our customers and the Club Industry at large.  As an example of our “make a difference” philosophy we invite you to join us for our complimentary education webinar: Is your Club prepared for a Wage and Hour Audit?

During the Wage and Hour Seminar you’ll find answers to the big question, including:

  • When is an employee exempt from wage and hour laws?
  • Common problem areas that may be the focus of an audit, including exemptions, off-the-clock work, break and meal periods, and recordkeeping; and
  • Dos and don'ts for responding to a DOL wage and hour audit.
  • How to prevent an investigation.

Don’t miss this "priceless" opportunity to learn from our Club Industry HR Expert the Dos and Don'ts for responding to an investigation. Register Here, for this "Free" HR Education Webinar: June 12th at 2:30pm EST.

During this time of uncertain and sometimes confusing Federal and State employment regulations being imposed that can present economic challenges for non-compliance.  ClubPay has enhanced Human Resource offerings to help assess your Club’s current HR practices and procedures with our advanced HR Consulting services.  Our goal is to address the diverse needs of each club client and serve as your partner for future growth.

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvements? 

 

Contact Us and learn how our HRO Service Assessment can help.

 

Rely on ClubPay’s Human Resource expertise for… (HRO) HR Outsourced Services Plus

For a full list of ClubPay's HRO Services, View Brochure Here

 

Clare Vazquez, HR Business Partner – Clare has a Master's degree in Labor and Employment Law from New York Institute of Technology and a Bachelor's degree in Management of Human Resources from Palm Beach Atlantic University.   Clare is Six Sigma Certified (Green Belt).  Connect with Clare via LinkedIn

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