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The recommendations and opinions provided by Clark Schaefer Strategic HR and its staff are advisory only and are based on general human resource management fundamentals, practices and principles, and are not legal opinions or guaranteed outcomes. This information is provided with the understanding that the user assumes the risk of verifying information used from this site when interpreting it for their own use. We strongly recommend, as part of a team approach to management, that companies consult with their legal counsel to address specific legal concerns related to human resource issues.
Understanding The Options Like a PEO, ASO, or HRO to Grow Your Human Resources Function
Last Updatedin HR Strategy
Question: As a growing employer, we are getting to the point that we need someone to take over the human resources function. As the Controller, I have been handling payroll and benefits but as we get bigger, it is becoming more difficult to handle. I have had a few colleagues recommend using an outsourced HR […]
Employee Training: Online Vs. In-Person
Last Updatedin Training & Development
Question: We are looking at conducting some employee training. What are the merits of online training or live in-person training? Answer: We’ve been hearing this question a lot as companies struggle with managing their budgets to get the most value for their employee training. Online learning, also called e-learning, is often seen as being more […]
Make Your Strategy Work
Last Updatedin HR Strategy
Question: I’m an HR practitioner consumed by the day to day, how can I be strategic in my role? Answer: To answer this question, let’s begin by clarifying strategic human resources. According to the Society for Human Resource Management (SHRM), strategic human resource involves a future-oriented process of developing and implementing HR programs that address […]
How Do I Write and Deliver a Written Warning?
Last Updatedin Recordkeeping
HR Question: I have an employee who is not following company policy. I have given them several verbal warnings, and I know my next step is a written warning. How do I write and deliver a written warning? HR Answer: Disciplining employees can be uncomfortable. That’s why most companies have a Progressive Disciplinary Policy, clearly […]
Why Is It Important To Get An Employee’s Signature?
Last Updatedin HR Strategy, Recordkeeping
Have you ever had an employee question an employment agreement or say they didn’t mean to agree to a term of their employment? Why is it so important to get an employee’s signature? This is a critical question for all employers, and the answer applies to more than just employment agreements! At its root, a […]
I-9 Forms for Seasonal Employees
Last Updatedin Recordkeeping
Question: We have many employees who return to work for us each summer as seasonal employees. Do I need to complete a new I9 for them each year or just use their old form? Answer: According to the US Citizenship and Immigration Service website, if the seasonal worker is continuing in his or her employment […]
Who’s Using Your EAP
Last Updatedin Health, Safety & Security
Question: We just implemented an Employee Assistance Program. What do I need to know about EAP use in order to better share this new resource with employees? Answer: Although depression is a primary reason employees call their Employee Assistance Program (EAP), many other services are available. In addition to personal and family counseling, most programs […]