In the last several years, we have seen a significant increase in the number of employees requesting the ability to telecommute. Given the technological advances that have occurred to promote web-based collaboration in the workplace, it seems that telecommuting is quickly becoming seen as a standard to the current workforce. Telecommuting is defined as a working arrangement in which employees are able to work from a location other than the normal worksite and utilize technology to complete their work and communicate with co-workers, customers, and managers. Stepping into the world of telecommuting can be intimidating for an organization. You may find yourself asking how you even begin to transition into the telecommuting world. Consider the following when determining the parameters around your potential telecommuting program.

As HR professionals, we are often approached to help investigate a situation that has arisen within an organization. Workplace investigations typically begin when an individual notifies a company representative of a concern or occurrence in the workplace that they feel should be further explored. There are a number of situations that could trigger a workplace investigation. Some of the most significant and common situations that initiate the investigation process include but are not limited to:

Needless to say, it can be difficult to fully understand all of the talk about Healthcare Reform and the regulations that are coming out of it. As an employer, you've probably found yourself asking "what are my benefits options?" If you've found yourself asking this question, you may want to consider administering your employer benefits through a private exchange.

As HR consultants, clients often approach us seeking guidance on how to manage an employee who is under performing in their current role. By the time a manager has decided to approach HR with the situation they are often frustrated with the poor performance and are seeking HR intervention. Poor performance is an inevitable part of every organization and it is imperative that supervisors and HR work together to determine the best course of action for each situation.

Employers in the United States play a vital role in assisting the U.S. Citizenship and Immigration Services to ensure that illegal workers are not hired by our organizations. The Form I-9 is the official document in which new employees provide legal documentation that establish both identity and employment authorization. In my role at Helios HR, I often find that most organizations are not complying with the I-9 regulations which can result in hefty fines per each inaccurate document.

At Helios HR, we are often called upon for assistance when a key player(s) exits his or her role within an organization. Many businesses do not have a succession plan in place, which means that we are stepping into an organization after the decision has been made for an executive team member to leave. It is imperative that the proper actions are taken to identify and smoothly transition the appropriate backfill into the senior role. While this can be a time filled with uncertainty, the following steps can ease the process of identifying a successor that will be the right fit for your organization.