How Can Employers Avoid Workplace Disputes

As an employer, one of your main tasks is to ensure that the workplace will be free from any kind of dispute. Your actions will influence that productivity of your employees and the success of the companys business operations. You can build a good work environment and avoid workplace disputes if you do the following:

* Create and enforce fair policies- Implementing fair policies in the workplace will prevent your employees from overstepping their boundaries and doing anything that can be bad for the companys name and business operations. If they see that these rules are enforced for the sake of the company and everyone in the workplace, there is a higher chance that they will respect and follow it.

* Communicate with your employees- An open communication should exist between you and your employees because it will make them feel more welcome in the company. You should find time to talk and bond with your employees even if you are too busy.

* Respect your employees and treat them equally- You should respect the opinions of your employees, even if their views do not match your own. In addition, you should not treat an employee more favorably than the others because it will create tension in the workplace.

* Provide a safe workplace to your employees. Under the Occupational Safety & Health Act (OSHA) of 1970, you should make sure that the workplace is free from all kinds of hazards. If an employee was injured because of unsafe work conditions, the employer may be required to compensate him for his losses. In order to avoid being involved in this situation, you should implement proper safety guidelines, provide employees with safety equipments and educate or train them on how to respond to emergencies or accidents.

* Give bonuses and other incentives to productive employees – You should give bonuses and other incentives to motivate employees who perform well or do their job properly. It will encourage them to become more productive.

* Give unbiased evaluations to your employees- It is advisable that you provide evaluations to your employees which are based on their work performance, not on your personal opinion about them. Even if you do not like a certain employee, you should be honest when evaluating his work performance because failure to do so may create problems in the workplace.

If you have more questions regarding your responsibilities in the workplace or if you want to learn more tips on how to build a good work relationship between you and your employee, it is advisable that you consult a Los Angeles labor attorney.

Changes to Unemployment Integrity Laws Force Employers to Be More Diligent About Claims Management Says UST

Santa Barbara, Calif. (PRWEB) April 18, 2013

In an effort to reduce potential penalties for its nonprofit employer members, the Unemployment Services Trust (UST) has launched several new efforts and technological tools to help address what is being called the federal UI Integrity mandate.

Passed as a part of the Trade Adjustment Assistance Extension Act of 2011, the Unemployment Insurance (UI) Integrity mandate requires all employers to provide a complete and timely response to the states first request for information about an unemployment claim. Designed to address one of the biggest weaknesses of Unemployment Insurance (UI) funds nationwidethe persistence of unemployment benefits paid in error, which are have cost $ 10.3 billion in the last yearthe UI Integrity Act requires full compliance from all states no later than October 21, 2013. As of today, 5 states (NE, OK, MS, IL, and WV) have enacted legislation with 6 additional states (CA, UT, NM, SD, MN, and NC) passing legislation to be enacted in the coming months. 12 states (WA, OR, ID, MT, WY, CO, AZ, ND, IA, LA, KY, and VA) have pending legislation. The remaining states have yet to take any action to meet the federal deadline.

To ensure that the reform yields the necessary savings, there will be penalties on employers for non-compliance. Any employer that fails to provide a complete and timely response to a claim loses any hope of relief from charges attributable to that claimeven if the employer ultimately wins the claim.

Further, if the state identifies a pattern of failure to provide complete and timely responses, negligent organizations and their claims administrator are at risk of permanently losing valuable protest rights and/or facing monetary penalties.

To address these new liabilities, the Unemployment Services Trust (UST), which helps more than 2,000 nonprofit employers nationwide to reduce the cost of unemployment claims, is conducting regional seminars and state-specific webinars for its members. Through its partnership with Equifax Workforce Solutions (WS), USTs educational opportunities will allow its nonprofit members to examine how changes to the national UI integrity laws will affect them and to gather helpful tips to improve overall win ratios when protesting improper claims. On average, this type of diligence reduces an employers claims costs by 15% each year.

In addition to the seminars and webinars, USTs nonprofit members now have access to an unique unemployment claim dashboard called CaseBuilder, which was launched by WS earlier this year. This online dashboard will allow organizations to gather and submit documents and details in a fast, secure environment for all stages of the unemployment process, reports Workforce Solutions. Current members who utilize CaseBuilder have significantly increased their ability to comply with state requests in a timely mannerwhich will be extremely pertinent as states begin to integrate UI Integrity legislation into their practices.

Finally, members of UST are already reaping the benefits of SIDES, the State Information Data Exchange System that 24 states have implemented, with more scheduled throughout 2013. SIDES is a secure, paperless system which allows UST members and their claims administrator WS to better provide necessary details and documentation at the time of an initial claim filing. Here is how it is helping UST member organizations: