Tyler Human Resources
Businesses in the Tyler, Texas area partner with UniqueHR when they need Tyler human resources support. Our team provides a number of human resource services for companies and employees to help businesses operate more efficiently and within regulations. Some of the human resource services we provide are on-site and online human resource training programs, custom employee handbooks,background checks, employee status changes, and pre-employment screenings.
Tyler, Texas is known as the economic hub in northeast Texas due to the bustling businesses that call it home and the amount of economic, financial, and medical respect that it has gained over the years. We love working in this beautiful town, providing businesses in Tyler with human resources services to help employees and employers feel more confident and efficient.
PEO Tyler TX
A PEO, professional employer organization, specializes in working with small and medium-sized businesses to provide HR services which include: payroll, benefits, tax administration, workers compensation, and more. This is done through a co-employment relationship and provides an integrated approach to HR solutions. NAPEO’s White Papers reports “businesses in a PEO arrangement grow 7-9 percent faster… and are 50 percent likely to go out of business.” By outsourcing administrative and employment responsibilities, companies and business owners are able to focus more of their time on their core business responsibilities. UniqueHR is NAPEO certified and has helped many businesses with their human resources needs. We hope to be your trusted PEO in Tyler.
Our Benefits Administration offerings in Tyler include Major Medical Group Health Insurance, Dental Care, Vision Care, and Health Savings Accounts. We also offer life insurance, short term and long term disability. Healthcare regulations are constantly changing and it’s hard to keep up. Unique HR uses their experience to help shoulder your compliance burdens, stem the paperwork tide and reduce the risk of noncompliance.
Planning for retirement is important to most employees. The hurdle for most businesses is to put together a 401(k) plan that is up-to-date, easy to use and cost effective. UniqueHR overcomes these hurdles for our clients with plan design, investment performance and service which are second to none. We offer a number of services that help you with retirement benefits.
At UniqueHR, we have Worker Safety experts that assist and educate clients with a number of different programs. Our safety programs include Safety Program Development, Safety Manual Development, and Implementation. We also offer Safety Meetings and Training, with specific training certifications. We also provide job site inspections and audits.
Workers’ Compensation Tyler TX
There are many benefits of partnering with UniqueHR for Workers’ Compensation. We offer $1,000,000 Coverage, with excess limits up to 15 million if required. We provide workers’ compensation administration and claims management. We also offer exclusive remedy protection under workers’ compensation regulations. We also offer no premium down payment and relief from annual audits, adjustment of payments, and hearings by state.
Staffing Tyler TX
UniqueHR clients have the added value of turning to Unique Employment Services for a cost-effective manpower solution for their direct hire, executive search, and temporary hiring needs. Our staffing agency has been serving South Texas with excellence for nearly four decades. UniqueHR can help you with all your staffing needs in Tyler. We work hard to provide individuals with the best employment opportunities available.
Payroll Tyler TX
UniqueHR’s payroll services include preparation of payroll, payroll registers and billing reports for Tyler area companies. We offer secure web-based time reporting, online access to earning reports, and year end W-2 forms. We complete the processing of wage garnishments and wage assignments. We prepare job costs and certified payrolls at no additional charge. We also provide a shift in liability for all state and federal tax compliance and reporting.
Q: WHAT ARE YOUR TOP INTERVIEWING TIPS?
- Prepare for the interview. Become familiar with the job requirements and the applicants resume or application.
- Always verify past employment history
- All questions should be job related
- Look for signs of achievement. Generally, the best indicator of future performance is past performance.
Consider using these, or similar interview questions. Ask open-ended questions which let the applicant do the talking, such as:
- Tell me about your favorite job.
- Tell me about your last job
- What new skill have you developed over the past few years?
- Tell me about a problem you overcame in your last job?
Probes, which clarify facts and attitudes. Examples are:
- Do you enjoy talking to people on the phone?
- How well do you react to direction from supervisors?
- Would you object to wearing a uniform?
- How would you feel if your supervisor asked you to do additional tasks?
- How would you react to being asked to work overtime or on weekends?
Close-ended questions, which pin down an applicant’s response. These might include:
- Are you able to work overtime whenever necessary?
- Would you be able to accommodate a change in your work shift?
- Does driving in inclement weather bother you?
- Have ever punched a time clock before?
Assessment questions evaluate and applicant’s ability to manage themselves or others. Examples are:
- Have you been given two jobs to do at once by different supervisors? How did you accomplish this?
- Has a co-worker’s lack of skills ever interfered with your accomplishing a job?
- What situation in your career made you the angriest at the time it occurred? Describe the situation and how you handled it?
Q: HOW IS LEAVE OF ABSENCE FOR PERSONAL ILLNESS OR INJURY HANDLED?
This leave is for your own serious health condition. All periods of qualifying absence will be documented as FMLA in order to determine leave eligibility in the future. To request a personal illness or injury leave, you should submit a Request for Family and Medical Leave Form and a Certification of Health Care Provider Form indicating that you have a serious health condition. If you do not provide medical certification within 15 days of the request for leave, the company may deny leave until such certification is submitted.
Q: WHEN SHOULD AN EMPLOYEE USE THE FAMILY MEDICAL LEAVE ACT (FMLA)?
A leave of absence may be granted to you if you request FMLA to care for your spouse, child, or your parent, if such spouse, child, or parent has a serious health condition. All periods of absence will be documented so as to be able to determine leave eligibility in the future. You must be “FMLA eligible” and furnish medical certification to justify the re- quest. Medical certification should be provided on the Certification of Health Care Provider Form given to you when requesting the leave. If you do not provide medical certification within 15 days of the request for leave, the company may deny leave until such certification is submitted. For purposes of confirmation of a family relationship, you may be required to provide reasonable documentation of such family relationship.
Q: CAN AN EMPLOYEE TAKE LEAVE OF ABSENCE BECAUSE HE OR SHE HAS A NEW CHILD?
A leave of absence may be granted for the birth of a child or to care for a child within the first 12 months after birth. This leave is also available for the placement of a child with the employee for adoption or foster care within the first 12 months of placement.
Q: WHAT ARE THE ENTITLEMENTS FOR MILITARY AND FAMILY LEAVE OF ABSENCE?
Eligible employees with a spouse, son, daughter, or parent on active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
Q: WHAT DOES AN EMPLOYEE WHO IS CURRENTLY ON LEAVE OF ABSENCE NEED TO DO TO RETURN TO WORK?
If you take leave because of your own serious health condition, you are required to provide medical certification that you are fit to resume work. You may obtain a Return to Work Medical Certification Form from your management or from Unique’s HR Department. Employees failing to provide a Return to Work Medical Certification Form will not be permit- ted to resume work until one is provided.
When you return from leave, not exceeding 12 weeks, you are entitled to your former position, if available. If your position is not available, you will be reinstated to a position with equivalent employment benefits, pay, and other terms and conditions of employment. Refusal of an offer of reinstatement will be treated as a voluntary resignation.
If your leave of absence exceeds 12 weeks, you will be restored to an available position for which you are qualified. If no such position is available, a personal leave may be granted for up to 30 days. If, at the end of the 30-day period, no position has become available for which you are qualified, you will be terminated.
Absent extenuating circumstances, if you do not return from a leave of absence within three work days of when the leave expires or you do not provide a physician’s note along with a request to extend the leave, you will be considered to have voluntarily resigned. If you give unequivocal notice of intent not to return to work, your employment will terminate and your protections under the FMLA will cease.
Q: WHAT ARE AN EMPLOYEE’S BENEFITS WHILE ON LEAVE OF ABSENCE?
Continued coverage on UniqueHR’s or the worksite employer’s health care plan is the responsibility of the employee. While on FMLA, health care benefits for the employee will be maintained, but the employee is responsible for paying their nor- mal monthly contribution. Your health care coverage will cease if your premium payment is more than thirty (30) days late.
Q: CAN AN EMPLOYEE WORK AT ANOTHER JOB WHILE ON LEAVE OF ABSENCE?
No. The taking of another job while on FMLA or any other authorized leave is grounds for immediate termination.
Q: WHAT IS UNIQUEHR’S HARASSMENT POLICY?
UniqueHR and our Clients (your work site company) will not tolerate any kind of harassment at the workplace. Harassment in the workplace encompasses a broad range of behavior, including conduct that relates to an employee’s gender, race, religion, color, national origin, age, or disability unrelated to a person’s ability to perform essential job functions. UniqueHR seeks to maintain a working environment in which every employee is treated with dignity and mutual respect. UniqueHR also seeks to provide a workplace free of verbal and physical harassment or intimidation of any kind including, but not limited to, sexual, sex-based, religious, racial, national origin, age or disability. Harassment is inconsistent with our philosophy. Harassment undermines employee morale, creates suspicion and hostility between coworkers, and interferes with productivity. Harassment, including sexual, sex-based, religious, racial, national origin, age or disability harassment, is a serious matter and is prohibited in the workplace by any person and in any form. UniqueHR and/or our Client will promptly investigate alleged harassment and will take prompt and appropriate action.