Is Your Company Prepared to Work Remotely?
Consider the following scenario:
You are the CEO of a successful consulting firm that relies heavily on fellow employees and technology to aid in everyday interactions with your clients. A Division Head has just returned from a business meeting in New York and has called a team meeting. Although he appears to not be feeling well, his first instinct is to shrug it off and continue with his meeting. The next day, five employees arrive at work feeling sick. By the third day, it is confirmed that the entire office has been exposed to the H1N1 virus, so the firm is forced to close until further notice. Because the team has never adapted to working entirely in a remote capacity, serious problems arise very quickly. Within a week, chaos ensues as communication breaks down, leaving multiple clients without support.
If the firm had adapted a continuity plan for an outbreak like the H1N1, then the team would have been able to function remotely using their pre-planned flow of communication. Within this continuity plan, employees will have all of their questions answered in a simple guide to successfully working in a remote capacity that will best serve the client needs. The CEO in the scenario above failed to implement a plan as part of the company’s best practices, which quickly led to the firm’s loss of credibility among the business sector of the community.
To avoid being this CEO, the following tips have been outlined by Entrepreneur Magazine in a simple, six step plan that may be modified accordingly:
Full details of this plan can be found on the
The H1N1 outbreak is serving as a test for employers worldwide to re-evaluate their current policies and procedures. All companies must prepare themselves for success by adopting a contingency plan that will suit the company’s needs to work in a remote capacity. Employees must be protected in the event that an outbreak does occur to avoid the domino effect of business failures worldwide.
For more information on the H1N1 outbreak and how to better prepare your business, download your copy of the
Organizing Human Capital - 2009 Best Practices in Professional Development and Employee Growth
Getting Ready for Swine Flu – 10 Important Questions
Swine flu reports have everyone expecting a tough flu season, and businesses are making plans for continuity of operations. With many labor forces reduced by RIFs, and some leave banks reduced under forced leave policies, companies have less room than ever for mistakes. Effective continuity plans require personnel policies and practices that support efficient operations during a flu pandemic.
Are your personnel policies ready for flu season? Here are 10 questions to help you prepare.
Leave Policies: Leave policies will be tested if a flu pandemic comes. Be sure yours are ready.
Telework Policies: Even while staying home to care for a sick family member, some employees may be available to work. Expanding telework capability can aid your business continuity.
New Form I-9
US Citizenship and Immigration Services (USCIS) recently released an updated version of the Form I-9 (expires 8/31/12). Download the current document here.
E-Verify Requirements Starting 9/8/09
Organizations holding qualifying contracts are required to verify the employment status of existing employees assigned to federal contracts, as well as verify all new employees. Organizations not holding qualifying contracts may voluntarily use the system to verify the employment eligibility of newly hired employees. Government contracting officials can provide guidance regarding E-Verify for specific contracts.
Organizations utilizing E-verify are not exempt from completing Form I-9s. Penalties for failure to comply with the verification rules are severe. To ensure your company is in full compliance, register for E-verify here.
Click here for an E-verify Supplemental Guide.
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With increasing fears surfacing about the impact of H1N1 on businesses, many employers have relied on contingency plans to ensure readiness. H1N1, also known as the Swine Flu, has already begun impacting businesses worldwide, forcing all industries to be prepared. 
The Washington Metropolitan Area represents one of the most competitive employment markets in the nation. Helios HR, LLC, with the help of Market Connections, Inc. has evaluated firms who work collaboratively with their employees to make Employee Development not just a priority, but an essential part of their culture. In so doing, these firms often enjoy higher productivity, profit, and performance than their competitors. Download your copy 
US Citizenship and Immigration Services (USCIS) has announced a final rule requiring certain federal contractors and subcontractors to use E-Verify, a free Internet-based system that verifies employment eligibility. Organizations are required to begin using the system following receipt of contracts and subcontracts awarded on and after September 8, 2009, that contain the Federal Acquisition Regulation (FAR) E-Verify clause.
| Issue 21 | September 2009 |
9/23 - Ethics Compliance - Embracing the New Changes
Helios HR is celebrating our 8th year anniversary this month. We're thankful for the clients that have made this journey with us and the dedication of our team members who have contributed to our success. Happy anniversary!
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is anticipated to have a strong impact this fall. Scientists believe the virus will worsen as schools have opened. They also anticipate we will be dealing with this strain of flu in addition to the seasonal flu. Everyone has a role in preventing the spread of the flu. Go to www.flu.gov to find information on how to prepare for, prevent and respond to an outbreak.
Helios HR client-focused delivery models include:
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