Blog Archives - Page 19 of 19 - InfinitiHR | Human Resource Consulting & HR Services

HR Due Diligence When Buying a Franchise

September 18, 2013/by Mindy Flanigan

For an increasing number of entrepreneurs, running a franchise can be seen as an attractive proposition. Simply put, franchising is the practice of using another firm’s successful business model. You may be coming into franchise ownership with a good business background. You may even be fortunate enough to understand the basics of hiring, management and […]

Minimizing the Cost of Turnover Starts with Good Hiring Practice

August 28, 2013/by Mindy Flanigan

Employees are an investment. At some companies, they are the most expensive investment. Would it surprise you to know that the cost of turnover for a $40,000 a year position (when factoring in hard and soft costs such as lost productivity) could cost you as much as $40,000 to $60,000? Employees who are in their […]

Cutting Unemployment Claim Costs for Small Businesses

August 9, 2013/by Mindy Flanigan

As a small business owner, you might be having a tough time coming to grips with unemployment insurance. At Infiniti HR, we want to help you better understand what this is and how it works so that you may cut down on unemployment insurance costs. It’s a joint federal-state program that allows unemployed workers to […]

The ROI of an Employee Handbook: Does My Company Really Need One?

July 24, 2013/by Mindy Flanigan

As the business owner, you probably know the basic policies and practices you want included in an employee handbook so that current and future employees follow. But do you know what labor laws you are required to comply with, and what optional policies might benefit your organization? As a national professional employer organization (PEO), one […]

The Fair Labor Standards Act (FLSA): Four Things Every Business Should Know

July 11, 2013/by Mindy Flanigan

Although the Fair Labor Standards Act (FLSA) dates all the way back to 1938, many businesses–particularly small businesses–still don’t understand the basics of this law. Typically, small business owners or their office staff don’t always have immediate access to a crash course in ‘easy to understand’ employment laws. So a response to this law can quickly go from “I do not understand…” to “Why should I care?”.