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What Should Not Be Included In A Job Description?
24Apr
What Should Not Be Included In A Job Description?
A job description should be clear, professional, and legally compliant while avoiding unnecessary or problematic details. Here are key things to avoid:   Discriminatory Language Avoid age, gender, race, or other biases (e.g., “Looking for a young, energetic candidate” or “Must be a native English speaker”). Instead, focus on skills and qualifications (e.g., “Strong communication...
From Overwhelmed to Empowered: A Happy Client Story
23Apr
From Overwhelmed to Empowered: A Happy Client Story
At People First, we believe that behind every business challenge is a person trying their best to do right by their team—and that’s where we come in.   When Sarah, a first-time franchise owner, opened her senior care business, she was full of heart and determination—but quickly found herself buried under the weight of compliance...
Part 2 – Enhancing Onboarding Company Culture For Lasting Employee Engagement
22Apr
Part 2 – Enhancing Onboarding Company Culture For Lasting Employee Engagement
By Erika Rahman   8 Ways To Connect New Employees To Company Culture   To uncover the best practices for making employees feel connected to company culture during onboarding, we asked eight top executives and HR professionals to share their strategies. From implementing a buddy system and group activities to creating an interactive onboarding experience,...
This One HR Habit Can Transform Your Workplace!
21Apr
This One HR Habit Can Transform Your Workplace!
Do you have an attitude for gratitude? I am now celebrating 20 years with one of my clients, and they’ve come to me recently and asked “How can we recognize our employees for either a good job that they’ve performed or that they’ve been with me, they’ve been loyal, they’ve been dedicated.” Now you obviously...
How Detailed Should A Job Description Be?
17Apr
How Detailed Should A Job Description Be?
A job description should be detailed enough to provide clarity but concise enough to remain engaging. Here’s a breakdown of the ideal level of detail:   Essential Responsibilities (Clear but Not Overwhelming) Focus on the core duties (5-10 key responsibilities). Avoid overly granular details that may change frequently. Use action-oriented language (e.g., “Manage customer inquiries...
Employee Performance Review & Termination Summary
16Apr
Employee Performance Review & Termination Summary
In January 2025, I received a call from my client asking what they could do with an employee who they felt was not performing up to company standards.  The Company wanted to give this individual an opportunity to improve their performance before they terminated employment.   The Company initiated a Performance Improvement Plan (PIP) for...
Part 1 – Enhancing Onboarding Company Culture For Lasting Employee Engagement
15Apr
Part 1 – Enhancing Onboarding Company Culture For Lasting Employee Engagement
By Erika Rahman   8 Ways To Connect New Employees To Company Culture   To uncover the best practices for making employees feel connected to company culture during onboarding, we asked eight top executives and HR professionals to share their strategies. From implementing a buddy system and group activities to creating an interactive onboarding experience,...
Think the Job’s Done? Not Until the Paperwork is Signed!
14Apr
Think the Job’s Done? Not Until the Paperwork is Signed!
Buddy, it ain’t over till the paperwork’s done. I just spoke to a new client. We, they just joined us and it’s funny, the first thing they said was, well, we know we we’re gonna ask them for their IDs. And we’re like, no, no, no. That’s not what you do first. You don’t ask...
How Do I Create A Template For A Job Description?
10Apr
How Do I Create A Template For A Job Description?
Creating a job description template ensures consistency across roles and makes it easier to define responsibilities, qualifications, and expectations. Here’s a structured template you can use:   [Job Title] Department: [Department Name] Reports To: [Supervisor’s Title] FLSA Status: [Exempt/Non-Exempt] Location: [Remote/In-Office/Hybrid] Job Summary: [Provide a brief overview of the position’s purpose, key objectives, and how...
Sometimes You Just Must Fight Until You Get What You Want
9Apr
Sometimes You Just Must Fight Until You Get What You Want
I got a call from one of our client’s employees. We administer benefits for this client and the employee called because they were not getting anywhere with their insurance carrier. They were hemorrhaging severely, and the carrier gave them a list of specialists that were in the network. When the employee called the providers, none...
Emergencies: FAQs On Preparation, Employee Pay, And Response
8Apr
Emergencies: FAQs On Preparation, Employee Pay, And Response
Source: ADP® HR Tip of the Week   We’ve seen an increase in severe weather, disasters, and other emergencies in recent years. Since these events can impact almost any business, employers and their employees, all employers should have a plan in place to prepare and respond. To help, here are some answers to common employer...
Still Writing Paper Checks in 2025? Here’s Why That’s a Disaster!
7Apr
Still Writing Paper Checks in 2025? Here’s Why That’s a Disaster!
It is 2025, are you still writing paychecks to your employees? We met with a new client who had been paying their employees. They calculated payroll themselves and cut paper checks and handed the checks out, and many of their employees were asking for direct deposits, and that’s very common, very easy to do when...
Is It Mandatory For A Business To Have Job Descriptions?
2Apr
Is It Mandatory For A Business To Have Job Descriptions?
It is not legally mandatory for a business to have job descriptions in most cases. However, having well-defined job descriptions offers several important benefits, including:   Legal Protection Helps clarify job expectations and responsibilities in case of disputes. Provides documentation to support employment decisions, such as promotions, terminations, or discrimination claims.   Hiring and Retention...
9 Mistakes To Avoid With Exempt Employees
1Apr
9 Mistakes To Avoid With Exempt Employees
Source: ADP® HR Tip of the Week   The federal Fair Labor Standards Act (FLSA) requires employers to pay most employees overtime pay for all hours worked in excess of 40 hours in a workweek (some states require overtime in additional situations). The FLSA allows for exemptions from the overtime requirement for certain employees who work in...
The Employee Bonus Trap That Could Cost You BIG!
31Mar
The Employee Bonus Trap That Could Cost You BIG!
Thinking of paying employee bonuses don’t fall into this trap. I was meeting with a client the other day and they were talking about bonuses, and they were just gonna be cutting checks, and we explained to them that bonuses are, you’re required to run those through payroll, and you’re not allowed to just pay...
What Are The Best Sources For Voluntary Benefits?
26Mar
What Are The Best Sources For Voluntary Benefits?
The best sources for voluntary benefits depend on your business size, budget, and employees’ needs. Here are some top options to consider:   Insurance Providers Many large insurance companies offer voluntary benefits as add-ons to traditional plans: Aflac – Supplemental insurance, including accident, critical illness, and disability. MetLife – Dental, vision, life, and legal assistance...
Retaliation: What Actions Can Land You In Hot Water?
25Mar
Retaliation: What Actions Can Land You In Hot Water?
Source: ADP® HR Tip of the Week   Over the past several years, retaliation has become the most frequent complaint filed with the Equal Employment Opportunity Commission (EEOC). In fact, 56 percent of the complaints filed with the EEOC in 2021 included a claim of retaliation, up from 37.4% in 2011. What is retaliation and what steps...
Can I Replace Regular Health Benefits With Voluntary Benefits?
19Mar
Can I Replace Regular Health Benefits With Voluntary Benefits?
It depends on your business structure, budget, and employee needs, but replacing traditional benefits entirely with voluntary benefits may not be the best approach. Here’s why:   Legal & Competitive Considerations   Health Insurance Requirements – If you have 50 or more full-time employees, the Affordable Care Act (ACA) requires you to offer health insurance...
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