#existing HR personnel

[mariacallous]

Federal employees are seeking a temporary restraining order as part of a class action lawsuit accusing a group of Elon Musk’s associates of allegedly operating an illegally connected server from the fifth floor of the US Office of Personnel Management’s (OPM) headquarters in Washington, DC.

An attorney representing two federal workers—Jane Does 1 and 2—filed a motion this morning arguing that the server’s continued operation not only violates federal law but is potentially exposing vast quantities of government staffers’ personal information to hostile foreign adversaries through unencrypted email.

A copy of the motion, filed in the DC District Court by National Security Counselors, a Washington-area public-interest law firm, was obtained by WIRED exclusively in advance. WIRED previously reported that Musk had installed several lackeys in OPM’s top offices, including individuals with ties to xAI, Neuralink, and other companies he owns.

The initial lawsuit, filed on January 27, cites reports that Musk’s associates illegally connected a server to a government network for the purposes of harvesting information, including the names and email accounts of federal employees. The server was installed on the agency’s premises, the complaint alleges, without OPM—the government’s human resources department—conducting a mandatory privacy impact assessment required under federal law.

Under the 2002 E-Government Act, agencies are required to perform privacy assessments prior to making “substantial changes to existing information technology” when handling information “in identifiable form.” Notably, prior to the installation of the server, OPM did not have the technical capability to email the entire federal workforce from a single email account.

“[A]t some point after 20 January 2025, OPM allowed unknown individuals to simply bypass its existing systems and security protocols,” Tuesday’s motion claims, “for the stated purpose of being able to communicate directly with those individuals without involving other agencies. In short, the sole purpose of these new systems was expediency.”

OPM did not immediately respond to a request for comment.

If the motion is granted, OPM would be forced to disconnect the server until the assessment is done. As a consequence, the Trump administration’s plans to drastically reduce the size of the federal workforce would likely face delays. The email account linked to the server—HR@opm.gov—is currently being used to gather information from federal workers accepting buyouts under the admin’s “deferred resignation program,” which is set to expire on February 6.

“Under the law, a temporary restraining order is an extraordinary remedy,” notes National Security Counselors’ executive director, Kel McClanahan. “But this is an extraordinary situation.”

Before issuing a restraining order, courts apply what’s known as the “balance of equities” doctrine, weighing the burdens and costs on both parties. In this case, however, McClanahan argues that the injunction would inflict “no hardship” on the government whatsoever. February 6 is an “arbitrary deadline,” he says, and the administration could simply continue to implement the resignation program “through preexisting channels.”

“We can't wait for the normal course of litigation when all that information is just sitting there in some system nobody knows about with who knows what protections,” McClanahan says. “In a normal case, we might be able to at least count on the inspector general to do something, but Trump fired her, so all bets are off.”

The motion further questions whether OPM violated the Administrative Procedure Act, which prohibits federal agencies from taking actions “not in accordance with the law.” Under the APA, courts may “compel agency action”—such as a private assessment—when it is “unlawfully withheld.”

Employees at various agencies were reportedly notified last month to be on the lookout for messages originating from the HR@opm.gov account. McClanahan’s complaint points to a January 23 email from acting Homeland Security secretary Benjamine Huffman instructing DHS employees that the HR@opm.gov account “can be considered trusted.” In the following days, emails were blasted out twice across the executive branch instructing federal workers to reply “Yes” in both cases.

The same account was later used to transmit the “Fork in the Road” missive promoting the Trump administration’s legally dubious “deferred resignation program,” which claims to offer federal workers the opportunity to quit but continue receiving paychecks through September. Workers who wished to participate in the program were instructed to reply to the email with “Resign.”

As WIRED has reported, even the new HR chief of DOGE, Musk’s task force, was unable to answer basic questions about the offer.

The legal authority underlying the program is unclear, and federal employee union leaders are warning workers not to blindly assume they will actually get paid. In a floor speech last week, Senator Tim Kaine advised workers not to be fooled: “There’s no budget line item to pay people who are not showing up for work.” Patty Murray, ranking Democrat on the Senate Appropriations Committee, similarly warned Monday: “There is no funding allocated to agencies to pay staff for this offer.”

McClanahan’s lawsuit highlights the government’s response to the OPM hack of 2015, which compromised personnel records on more than 22 million people, including some who’d undergone background checks to obtain security clearances. A congressional report authored by House Republicans following the breach pinned the incident on a “breakdown in communications” between OPM’s chief information officer and its inspector general: “The future effectiveness of the agency’s information technology and security efforts,” it says, “will depend on a strong relationship between these two entities moving forward.”

OPM’s inspector general, Krista Boyd, was fired by President Donald Trump in the midst of the “Friday night purge” on January 24—one day after the first HR@opm.gov email was sent.

“We are witnessing an unprecedented exfiltration and seizure of the most sensitive kinds of information by unelected, unvetted people with no experience, responsibility, or right to it,” says Sean Vitka, policy director at the Demand Progress Education Fund, which is supporting the action. “Millions of Americans and the collective interests of the United States desperately need emergency intervention from the courts. The constitutional crisis is already here.”

[betweenstorms]

Chapter 2/2 of Skin Of Thunder Veins Of Longing (previous chapter) (next chapter) (masterlist) Simon 'Ghost' Riley x fem!Reader

“I never wanted this, but now I can’t remember what it feels like not to want you. It’s more than want—it’s a need that crawls beneath my skin, and I’m drowning in it, in you.”

The cantina buzzed with the low murmur of personnel on break, the clatter of cutlery against metal trays filling the air.

Task Force 141 had claimed a corner table, where Soap and Gaz tucked into their meals with the enthusiasm of men who rarely had the chance to eat without interruption. Ghost sat across from them, his body language as closed off as ever.

He wasn’t there for the food, he never was, more out of the bond of camaraderie that held them together. His hazel eyes, hidden behind the balaclava, constantly scanned the room, his body never quite relaxing even in these moments of downtime.

And then, like clockwork, his gaze caught on someone again—you.

You were standing near the entrance, talking with a small group of senior HR officers, the tablet in your hand clutched like a lifeline. Your yellow-and-black striped sweater looked absolutely ridiculous with the tacky silver charms on it's collar.

Ghost’s jaw clenched involuntarily at the sight. You looked like a bloody bumblebee, buzzing around like an insect he couldn’t swat away. Always on the periphery, always distracting him.

He didn’t understand how or why, but no matter where he was on the base, his eyes seemed to find you, like clockwork.

It was as if you existed on a different frequency, a subtle hum beneath the noise, always drawing him in. It didn’t matter if it was across a crowded room or a passing glance in the hall, somehow you were always there, threading through his sharp awareness like a shadow he couldn’t outrun. Deep down he knew that he would be able to pick you out of any crowd, no matter how large, no matter how far. Among a million faces, yours would be the one to pull him in, as if some unspoken gravity bound you to him.

An invisible force he longed for but was wary of at the same time.

Soap, who had been watching his lieutenant with that sharp, teasing edge of his, didn’t miss a beat. He nudged Gaz with his elbow, a smirk already forming on his lips. “Aye, look at this. Caught him in the act again. Can’t seem to help yourself, can ya, Lt.?”

Gaz let out a barely disguised chuckle, passing it off as a cough.

Ghost tore his eyes from you, irritation flashing across his face beneath the balaclava as his icy gaze fixed on Soap. “Got nothin’ better to do than run your gob?” he said, the warning in his tone crystal clear. Soap wasn’t about to back down, though.

“If you’re gonna keep starin’, might as well do somethin’ ‘bout it.”

Before Ghost could fire back, the sergeant leaned back in his chair, calling across the room.

“Oi, HR assistant! Yeah, you, in the rank sweater. Fancy joinin’ us?”

You paused mid-conversation, clearly caught off guard.

You glanced back at your seniors, who gave you a quick nod of approval before you started making your way over to the men at the corner table. There was a noticeable uncertainty in your steps, heels clicking slowly on the linoleum floor as you approached, holding your tablet in front of you like a shield.

By the time you reached their table, your cheeks had bloomed into a soft, rosy hue—whether from embarrassment or nerves, Ghost couldn’t quite tell. His instinct was to bolt, to disappear into the shadows where he belonged, to let the ground swallow him whole before your eyes could lock onto his. But instead, he held his ground, as always. He met your gaze with a steady stare, but beneath the facade, he felt an unsettling pull, like a tremor beneath stone.

He immediately tensed as you neared, the soft, sweet scent of your perfume, something floral he couldn’t quite place, cutting through the sterile air of the room. The fragrance wrapped around him, and it took all his control not to react.

“Afternoon, sirs,” you greeted them, your voice polite, though tinged with the awkwardness of someone out of their element. “Is there something you needed from me?”

Soap, with his usual lack of formality, waved a dismissive hand through the air. “Drop that formal bullshit, will ya? Sit down and join us for a bit. Take a load off, yeah?”

Your brows furrowed slightly, clearly unsure of what to make of the invitation.

“I don’t wanna impose,” you mumbled, eyes darting between them.

“Not a chance,” Gaz said with an easy smile. “C’mon, take a seat.”

You hesitated for a moment, eyes shifting nervously to Ghost, who remained silent, his gaze unreadable behind the mask. However, when Gaz—ever the gentleman—pulled out the chair next to him, you finally relented and sat down, placing your tablet carefully on the table. You glanced around at them, still blushing deeply, uncertainty palpable as you adjusted the sleeves of your sweater.

Soap leaned forward, resting his elbows on the table. “So, how’s HR treatin’ ya? Keepin’ you busy, assistant?”

You blinked at him, then shook your head, feeling the flush of embarrassment rise again.

“Actually, it's Dizzy,” you corrected softly, your voice almost apologetic. “I mean, everyone calls me that around here so…” You paused, glancing away for a second. “Silly nickname, I know.”

Soap gave a quick nod, flashing a smirk. “Dizzy, eh? Why’s that?”

“I guess it stuck because I’m kinda, well... all over the place,” you said with a sheepish smile, shrugging lightly. “But, I don’t mind it. Dizzy kinda suits me, in a weird way.”

Dizzy.

It really suited you, Ghost thought, in a way he couldn’t quite explain. There was something in the way you moved, like a leaf caught in a restless breeze, always spinning, never still, as if it was a dance only you could perform. But it wasn’t just your movements—it was the way you seemed to orbit around things that didn't care about you, never quite touching down, always slightly out of sync, like a distant star flickering in the wrong sky.

“And how’s life in the paperwork jungle, Dizzy girl? Herdin’ officers and keepin’ the place in line I s’pose?” Soap asked, circling back to his original question.

You managed a small, nervous smile at his teasing, though your fingers still fidgeted slightly with the sleeve of your sweater.

“Yeah, busy enough I guess,” you replied, trying your best to keep your tone light. “But I doubt it’s as busy as what you all deal with.”

Your eyes flicked toward Ghost for a split second, as if seeking his reaction. However, when you caught sight of him staring intently, his body rigid, you quickly looked away, the tension radiating off of him clearly palpable. The air seemed to thicken between the group, and Ghost couldn’t help the flash of irritation that ran through him. He was this close to rip Soap’s head off his thick neck for making the situation this awkward for all of them.

The idea of making a quick exit was appealing, but he couldn’t leave now, not with you sitting at their table.

Soap, though, seemed to revel in the pure awkwardness of the situation, his grin widening as he leaned back in his chair. “Ach, you’re doin’ fine, lass. Just relax. We’re not interrogatin’ ya,” he teased, a playful edge to his hoarse voice.

You huffed nervously, your eyes dropping to your hands resting in your lap. “Yeah, I know, but—well, no offence, but you’re all a bit intimidating up close.”

Soap’s laugh rang out, sharp and loud, sounding almost like a dog’s bark. He leaned forward as if gearing up to make things even more uncomfortable. “Intimidating? Us? Aye, you’ve no idea, Dizzy girl.”

Ghost rolled his eyes beneath the mask, the irritation creeping up his spine. Soap was pushing it, and the lieutenant’s patience was wearing thin. He didn’t need this kind of circus at their table. He’d rather be anywhere else than stuck in the middle of this nonsense.

His cold gaze flicked toward you, catching you nervously wringing your hands and looking like you wanted to disappear into the floor, watching how you fumbled through the unbearable awkwardness Soap had caused. A kindred spirit, Ghost thought. The whole scene was starting to grate on him too. He barely tolerated small talk on a good day, and this was worse. Far worse.

Gaz, also noticing your discomfort, was quick to step in, trying to salvage the situation.

“Don’t mind him,” he said with a lazy half-smirk, his tone softening even more as he turned toward you. “Johnny’s all bark, no bite.”

His voice held a comforting warmth, like he was genuinely trying to put you at ease.

“No, it’s okay, really,” your voice held a slight tremor of nervous humour, your eyes flicking towards Soap. “I probably need to get used to the teasing anyway. That’s what my dad would say. Toughen up, kid. Don’t let it get to you.” You paused, imitating your father's deep voice for a beat, as if weighing whether to continue, but then added, “He was military too, you know. Retired now. This job is sort of my way of… making him proud, I guess.”

Your words seemed to hang in the air, the lightness in your tone contrasting the sincerity of your confession. It had an effect none of them expected. Soap’s grin faltered slightly, Gaz’s relaxed posture straightened as he glanced over at Ghost. Even the lieutenant, usually unreadable behind his mask, seemed to tense immediately in a way that was different from his usual stoicism. For the first time, Ghost’s sharp gaze softened as he took in your words.

It was obvious that you hadn’t meant to drop something so personal, but now it was out there, hanging in the air like a thick fog.

The silence dragged on, fragile as glass, so you laughed awkwardly, realising the unintended weight of your words and trying to ease the tension. “Yeah, sorry, I’m oversharing again, aren’t I? It’s, uh, kind of a bad habit of mine. Sorry.”

The stillness finally broke with Soap’s snort of amusement. He crossed his arms, his piercing eyes flicking pointedly to your sweater. ��Oversharin’? Nah, that’s not the problem, lass. It’s the fashion choices, really. That sweater alone is enough to make anyone talk.”

His tone was playful, but Ghost could feel the subtle shift in your demeanour. As if you were trying to keep up with them, but Soap wasn’t making it easy.

“Yeah, yeah, I know,” you muttered. “I guess I don’t exactly fit the military aesthetic, huh?”

Another long silence settled between the four of them, thick and suffocating, and Ghost found himself pulled unwillingly into the depths of his own past. A military family—he never would have pegged you for that. It stirred something in him, something dark and tangled, a knot of memories he had buried long ago.

His thoughts swirled, a dark storm gathering at the edges of his mind, memories like shattered glass cutting through him. He didn’t want to think about it—his pitiful childhood home, the chaos, the bruises that marked his mother’s skin like silent screams, the uncontained, blind rage in his father’s dull eyes.

The mention of your dad had stirred something deep within him, old wounds reopening with the faintest touch.

The memories rose like black water, threatening to pull him under, but he refused to go there. Not again. Not now. His eyes flickered toward you, and for a moment, he fixated on the faint scent of your perfume, sweet and delicate, imagining what it would be like to drown in you instead. He could fill his lungs with you, let you consume him, swallow him whole. And he would let you do that.

You were already under his skin anyway.

Then, out of the blue, you spoke and the gasping for air stopped.

“Uhm, I’ve got a meeting soon,” you said, checking the time on your tablet. Your voice was steady but hinted at your eagerness to leave. “I should probably head out.”

But Soap wasn’t going to let you go that easily. “Don’t tell me you’re leavin’ just cause Lt. here’s givin’ you the silent treatment.”

The comment earned him a threatening glare from Ghost, who sat rigid, his patience with this entire interaction nearly depleted. He was already annoyed with Soap’s relentless teasing and the way the whole situation was spiralling into awkwardness. But now, the suggestion that you would leave because of him—that was a step too far.

You blinked, fingers tightening around the tablet. “Oh no, it’s not that, no…” you quickly reassured, your eyes flickering nervously toward Ghost.

The way you said it, like you were afraid you might upset him, made something twist in his gut. The last thing he wanted was to be seen as the reason you were uncomfortable and Soap making him the villain in this little social debacle. His razor-thin patience finally snapped, his low, gravelly voice cutting through the tension like a blade, carrying an edge of finality.

“Don’t let Johnny distract you.”

It wasn’t much, but to you, it was an escape.

Ghost’s words gave you the out you needed. The moment he spoke, you seized the opportunity, offering him a small, grateful smile as you rose from your chair. Relief washed over your features, though you tried to keep it composed.

“Thank you, Lieutenant,” you whispered softly.

Gaz, already halfway through another bite of his food, waved you off with a quick nod, his attention quickly returning to his plate.

Soap, on the other hand, wasn’t done. He called after you as you turned to leave. “Don’t be a stranger, Dizzy girl. Next time, wear a new sweater. Maybe somethin’ with polka dots, eh?”

Ghost watched you slip away, his eyes narrowing, tracing the delicate arch of your movement like a lonely shadow chasing the sun. You moved as if the world bent around you. The space between you stretched, and yet it felt as though you were still there next to him, threading through his awareness, brushing against the edges of his thoughts like a whisper he couldn’t quite catch. You were like a ghost of your own, drifting just out of reach, and he couldn’t help but feel the tug of something raw and unnameable within him.

“Well, that was fun,” Soap quipped, his grin widening as he turned to his lieutenant. “You’re a real charmer, Lt. Could barely keep the wee bee from buzzin’ off, eh?”

Ghost’s eyes snapped to Soap, sharp as the crack of gunfire, and in that moment, Soap knew. Oh, how he knew that if he let another word escape his mouth, there would be nothing on this earth that could stop his lieutenant from putting him six feet under.

The weight of that silent threat hung heavy in the air, like a blade poised just above his neck.

Soap, wise enough to catch the flicker of warning, quickly clamped his mouth shut, his playful bravado dissolving under the coldness in Ghost’s gaze. He lowered his head, pretending to find his lunch suddenly fascinating, chewing as if he hadn’t just tossed a match onto the fragile tinder of his lieutenant’s restraint.

But even as he bit into his food, Soap couldn’t help but smirk beneath his feigned ignorance.

He had seen something, something Ghost would never admit aloud—well, not yet, anyway. A forming soft spot, the Achilles tendon of his cold heart, if the lieutenant even believed he could have such a thing. And you were the epicentre of that shift, the silent pull that had drawn Ghost’s focus more than any battlefield ever could.

Maybe, when the storm had passed and Ghost finally stopped fighting whatever it was rising inside him, he’d thank Soap. Maybe, just maybe, he’d appreciate this well-intentioned, if disastrously timed, intervention.

But for now, Soap would stay quiet, as the air between them bristled with the raw, unspoken tension Ghost wasn’t ready to face.

“The ache of you is relentless, a burn in me I can’t put out. I try to steady myself, to pull away, but the way you look at me is enough to tear me open, to leave me standing here, dizzy with everything I would never say.”

Skin of Thunder Chapters

[bullet-prooflove]

Mike franks x reader with the prompt

40. So, can we kiss in your swimming pool?

thankss!

Tagging: @kmc1989 @love-affair-with-fandoms @ihatethenciswritingteam @daddyleroyjethrogibbs @fan-fics-reblogs

Companion piece to:

Count To Five (NSFW)

When you suggest meeting at the hotel pool after hours Mike doesn’t expect to find you swimming naked. Your clothes are neatly folded up on one of the white plastic sun loungers alongside the pool, there’s two towels and a bottle of whiskey he guesses you stole from the bar sat neatly beside them.

The L.A Law Enforcement Conference that you’re attending was supposed to be a mini vacation. By day you’d both be attending seminars, testing equipment, mingling with other law enforcement personnel but at night…

You’d be all his.

It goes to hell because both NIS and SDPD are too cheap to shell out for separate rooms for their employees. He’s ended up sharing with Randy, who goes to bed promptly at ten pm and spends hours on the phone talking to his wife and new baby. You’re bunking with another female detective, one whose had a scrunchie on the door since day one because she hasn’t met a fed she doesn’t like. The parade of men coming through your room is like San Diego airport during the Christmas rush.

There’s an irony there because Mike’s spent the entire weekend with blue balls while your roommate is getting fucked three ways from Sunday. It’s driving him crazy having you so temptingly close and not able to touch you. Everytime he catches the scent of your perfume, or you brush up against him at the bar, he gets a hard on that would be very hard to explain during the HR workshop.

“How’d you get in?” He calls out across the water as he begins to undress.

The rings come off first, placed carefully on top of your clothing. His shirt’s next, followed by his shoes, socks, trousers and finally his underwear. He’s hard already, leaking because the sight of you wearing fuck all, it’s enough to bring a man to his knees.

“Someone taught me how to pick a lock.” You respond as he descends the steps into the water. It laps against his skin in small waves as he swims towards you.

“It sounds like you’re letting him corrupt you.” He says, his arms wrapping you and drawing you against him. Your thighs hug his hips as he cradles you close, his eyes locking on yours as you float together.

“Maybe, I’m corrupting him.” You murmur, your fingertips running through the damp hair at the nape of his neck.

“You most certainly are darlin.” He whispers, his lips brushing over yours as he notches his cock at your entrance. “You’ve been driving me crazy all damn weekend.”

He makes love to you wildly, his face buried in the curve of your throat as he thrusts inside you with long, hard strokes that have your nails scratching up his back. You start to tighten around his dick, your moans getting louder and Mike chases your release relentlessly, hitting that sweet spot over and over and over again until finally you shatter underneath his hands.

You’re fucking stunning in that moment, eyes bright, skin flushed and the way you grip him…

It’s like he’s died and gone straight to heaven.

He climaxes with you, his release spilling deep as he holds you in place, keeping you filled with every inch of him. This is what he’s been missing in his life, this feeling of intimacy, of connectivity. He’s never felt like this with another woman, so complete, so whole.

You spend the rest of the night tangled up with each other on that plastic sun lounger, a towel wrapped around his hips and one draped across the both of you. He falls asleep with the taste of you and Jack Daniels on his lips, your warm body tucked in against his. These are his favourite moments, he thinks as he starts to drift, the ones where you curl up together and just exist.

He wakes up as the dawn breaks, the orange and pink hues streaking across the sky as the light starts to filter in through the giant glass skylight overhead. You lips brush over his mouth tenderly and it feels like just the sweetest damn thing. He opens his eyes to find you standing over him, fully dressed, your fingertips ghosting along the line of his jaw.

“It’s time to go.” You whisper and Mike sighs as you pull away, forcing himself into a sitting position as you saunter away.

He snatches up his underwear, pulling them on underneath the towel before he tosses it aside. His gaze comes to rest on the clock above the pool as he tugs on his trousers.

5:45am.

The pool opens in fifteen minutes.

“I’ll see you back in San Diego Special Agent Franks.” You say without so much as a second look.

“I hate it when you call me that.” He responds because it feels so fucking impersonal considering how you’ve just spent the night together.

You don’t respond, you don’t even hear him because that door, it’s already closing and leaving Mike all alone.

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Like My Work? - Why Not Buy Me A Coffee

[taggedmemes]

SENTENCE MEME ⟶ PRYCE AND CARTER'S DEEP SPACE SURVIVAL PROCEDURE & PROTOCOL MANUAL / PAGE 861 - 936 tenses and wording may have been altered slightly for ease of sending! always feel free to tweak the sentence to fit your muse.

'fainting is a bad sign.'

'there are times you get to have a magic sword, and there are times you need to throw it into a lake.'

'you can't spell "ignorance" without "a goner". be aware and informed at all times!'

'repairs are only possible when personnel are alive to make them.'

'in case you were wondering, mister nice guy(tm) was an experimental hr program piloted in the early '80s and has since been retired.'

'REGULATIONS, SHMEBULATIONS.'

'you will be shocked - /shocked!/ - to learn that /illegal/ gambling is impossible in a place where there's technically no human jurisdiction.'

'consider this a friendly reminder to not bet anything that isn't yours to lose.'

'mercury isn't in retrograde, it's in celsius.'

'incidentally: humans are a fantastic source of protein.'

'in a tight spot, remember: statistically, most things are afraid of the dark.'

'"minor complication" is the suggested alternative to the term "active catastrophe".'

'extremes of pressure are always detrimental to your health.'

'BEWARE THE PERILS OF CROWDFUNDING.'

'there is a line when it comes to being "dangerous". your job is to get as close to that line as you can without touching it.'

'jokes and horseplay are permitted on a "don't ask, don't tell" basis.'

'in a pinch, you can use a dollar to write a note, absorb spills, and practice the noble art of origami.'

'early adoption can lead to beneficial manipulation.'

'few things will get you through as many situations or dangerous situations as a good sense of humor.'

'if you think sunburns on earth are bad, just wait until you get one in space.'

'don't think you're better than them. you've been washing your hands wrong for years.'

'attachment to one's own hair is a liability.'

'WHO DO YOU THINK YOU ARE? PUT THAT DOWN IMMEDIATELY!'

'you must always be in control of your attitude.'

'rapidly typing instructions on your keyboard is distracting and rarely useful.'

'the best /ist/ to be is a completionist.'

'space is like jazz: it's all about the places you don't breathe.'

'not a great time for pros and cons lists.'

'good things come to those who wait, but great things come to those who waste no time in getting back to work.'

'go back to your room and change.'

'a little extra butter never killed anyone. officially.'

'temperature control is a privilege.'

'always pay attention, but do not look too closely.'

'triangles are the strongest shape and the weakest musical instrument.'

'half of leading is acting.'

'there is a rule to every exception.'

'be ready to be spartacus. you might have to be.'

'survival is futile.'

'survival is a fiction.'

'once an idea exists outside our head, can it really ever die?'

'do /any/ of us ever really die?'

[gappeo]

Integrating Skill Assessments into Your Existing HR Systems

Introduction

As organizations strive to build a skilled and efficient workforce, integrating skill assessments into existing HR systems has become a crucial strategy. By embedding skill evaluations within HR workflows, companies can enhance hiring accuracy, streamline employee development, and make data-driven workforce decisions. This blog explores the benefits, challenges, and best practices of integrating skill assessments into HR systems, with insights on how platforms like Gappeo can facilitate the process.

Why Integrate Skill Assessments into HR Systems?

Integrating skill assessments within HR platforms offers numerous advantages, including:

Improved Hiring Accuracy: Objective skill evaluations help recruiters identify the most suitable candidates, reducing reliance on resumes alone.

Efficient Onboarding: Pre-assessed skills enable HR teams to tailor onboarding programs, ensuring new hires receive targeted training.

Employee Development & Training: Ongoing skill assessments allow HR teams to track employee growth and implement personalized training programs.

Workforce Planning: Insights from assessments help HR leaders identify skill gaps and plan for future workforce needs.

Key Considerations for Integration

Before incorporating skill assessments into your HR system, consider the following:

Compatibility: Ensure the assessment platform integrates seamlessly with your existing HR software (e.g., ATS, LMS, or HRIS).

Customization: Choose a system that allows tailored assessments aligned with job roles and industry needs.

Scalability: The platform should support growing workforce demands and adapt to evolving skill requirements.

User Experience: Both recruiters and candidates should find the system easy to navigate and engage with.

How Gappeo Simplifies Skill Assessment Integration

Gappeo, a leading talent and skill assessment platform, offers seamless integration with various HR systems. Key features include:

Pre-Built API Integrations: Easily connect with popular HR platforms.

Customizable Assessment Modules: Design skill tests specific to job roles.

Audio and Video Assessments: Enhance evaluation accuracy by analyzing verbal and non-verbal cues.

Comprehensive Reporting: Generate insights to support hiring and workforce development decisions.

Steps to Successfully Integrate Skill Assessments

Evaluate Your HR System: Assess your current HR software capabilities and identify integration points.

Select the Right Assessment Platform: Choose a solution like Gappeo that aligns with your HR objectives.

Customize Assessments: Develop skill tests that reflect the competencies required for different roles.

Pilot Test the Integration: Run a small-scale implementation to ensure seamless functionality.

Train HR Teams: Educate HR personnel on using the integrated system effectively.

Monitor and Optimize: Continuously track performance metrics and refine assessment processes.

Conclusion

Integrating skill assessments into HR systems is a game-changer for talent management, enabling data-backed hiring, employee development, and strategic workforce planning. With solutions like Gappeo, organizations can streamline skill evaluations while ensuring a seamless experience for both HR professionals and candidates.

Ready to enhance your HR processes? Discover how Gappeo can help you integrate skill assessments effortlessly!

[biomax-attendance-machine]

Biometric Attendance Machine

A biometric attendance machine is a technology used to track and manage employee attendance based on biometric data, such as fingerprints, facial recognition, or iris scans. These systems are often employed in workplaces, educational institutions, and other organizations to ensure accurate and secure tracking of time and attendance. Here’s a comprehensive overview of biometric attendance machines:

Types of Biometric Attendance Machines

Fingerprint Scanners

Description: Use fingerprint recognition to verify identity. Employees place their finger on a sensor, and the system matches the fingerprint against a stored template.

Pros: Quick and reliable; well-suited for high-traffic areas.

Cons: May be less effective with dirty or damaged fingers; requires regular cleaning.

Facial Recognition Systems

Description: Use facial recognition technology to identify individuals based on their facial features. Employees look into a camera, and the system matches their face against a database.

Pros: Contactless and convenient; can be integrated with other security measures.

Cons: May be affected by changes in lighting or facial features; requires good camera quality.

Iris Scanners

Description: Scan the unique patterns in the iris of the eye to identify individuals. Employees look into a device that captures the iris pattern.

Pros: Highly accurate; difficult to spoof.

Cons: Typically more expensive; requires careful alignment.

Voice Recognition Systems

Description: Use voice patterns for identification. Employees speak into a microphone, and the system analyzes their voice.

Pros: Contactless; can be used in various environments.

Cons: Can be affected by background noise or voice changes.

Hand Geometry Systems

Description: Measure the shape and size of the hand and fingers. Employees place their hand on a scanner, which records its dimensions.

Pros: Effective and reliable; less invasive.

Cons: Requires specific hand placement; less common than fingerprint or facial recognition systems.

Key Features

Data Storage and Management

Centralized Database: Stores biometric data and attendance records securely.

Integration: Often integrates with HR and payroll systems to streamline data management.

Accuracy and Speed

High Accuracy: Minimizes errors and false positives/negatives in identification.

Fast Processing: Ensures quick check-in and check-out times for employees.

Security

Data Encryption: Protects biometric data with encryption to prevent unauthorized access.

Anti-Spoofing: Includes features to detect and prevent fraudulent attempts, such as using fake fingerprints or photos.

User Interface

Ease of Use: Features a simple interface for both employees and administrators.

Reporting: Generates detailed reports on attendance, overtime, and absences.

Customization

Settings: Allows customization of attendance policies, work schedules, and shift timings.

Alerts and Notifications: Sends alerts for exceptions or anomalies, such as missed clock-ins or outs.

Benefits

Improved Accuracy: Reduces errors and fraud associated with manual or card-based systems.

Enhanced Security: Ensures that only authorized personnel can access facilities and clock in/out.

Time Efficiency: Speeds up the check-in and check-out process, reducing queues and wait times.

Automated Tracking: Automates attendance management, reducing administrative workload.

Detailed Reporting: Provides comprehensive data on attendance patterns, helping with workforce management and planning.

Considerations

Privacy Concerns: Ensure compliance with privacy laws and regulations regarding biometric data collection and storage.

Cost: Evaluate the initial investment and ongoing maintenance costs. High-end biometric systems may be more expensive.

Integration: Consider how well the system integrates with existing HR and payroll software.

User Acceptance: Provide training to employees and address any concerns about the use of biometric technology.

Popular Brands and Models

ZKTeco: Known for a wide range of biometric solutions, including fingerprint and facial recognition systems.

Hikvision: Offers advanced facial recognition systems with integrated attendance management.

Suprema: Provides high-quality fingerprint and facial recognition devices.

BioTime: Specializes in biometric attendance systems with robust reporting and integration features.

Anviz: Offers various biometric solutions, including fingerprint and facial recognition devices.

By choosing the right biometric attendance machine and properly implementing it, organizations can improve attendance tracking, enhance security, and streamline HR processes.

[erastaffingsolutions]

The Employer’s Playbook: Correcting Employee Misclassification

Navigating the labyrinth of labor laws, tax responsibilities, and HR best practices can sometimes feel like a full-contact sport for business owners. One of the significant challenges in this game is correctly classifying your personnel as either employees or independent contractors. Misclassification can result in dire consequences, including hefty fines and back taxes. In this detailed guide, we’ll break down why correct classification is critical, how to spot misclassification, and what to do if you find you’ve been playing on the wrong team.

What Is Employee and Independent Contractor Classification?

Before we draw battle lines, it’s essential to understand the various types of personnel at your disposal. The Internal Revenue Service (IRS) and the Department of Labor (DOL) each have their own criteria for what constitutes an employee versus an independent contractor. Employees typically work under the direction and control of an employer, whereas contractors maintain their independence, controlling when, where, and how the work is done. The distinction is vital because it affects how you pay taxes, allocate benefits, and protect your business from legal disputes.

Employers often prefer to engage workers as independent contractors because it:

Reduces administrative overhead

Eliminates the need to provide employee benefits

Allows for more flexible staffing arrangements

However, misclassification can open a Pandora’s box of unforeseen liabilities.

5 Indicators of Employee vs. Contractor Misclassification

The lines between employees and independent contractors can seem blurry, but certain indicators can clearly point one way or the other. Here are five indicators to watch for:

The Business's Degree of Control

The more control a business exercises over the work being done – including the manner and means of the work – the more likely the worker should be classified as an employee.

Financial Control

When the business controls significant aspects of a worker’s financial affairs, such as setting the pay rate or providing tools and materials, it’s a strong indication of an employer-employee relationship.

Investment in Facilities

If the worker has a significant investment in things like office space or equipment, they're more likely to be a contractor.

Opportunity for Profit or Loss

Contractors typically have the potential to make a profit or suffer a financial loss, while employees are often insulated from business fluctuations.

Permanency of the Relationship

An ongoing, indefinite working relationship suggests an employer-employee relationship. Contracts that specify a defined project or time frame lean more toward independent contractor status.

By assessinging these factors, you can catch early signs of misclassification and protect your business from unnecessary risk.

How to Correct Employee Misclassification

Discovering that you’ve misclassified workers can be a daunting reality, yet there is a path to rectification. Here are the vital steps to correct the course:

Identify the Misclassified Workers

The first step to fixing a problem is recognizing its existence. Audit your workforce to determine the scope of the misclassification.

Re-Evaluate Workforce Hiring Practices

Once the misclassified workers are identified, reassess how and why they were classified as independent contractors. Ensure your classification practices adhere to legal guidelines moving forward.

Adjust for Prior Compensation and Tax Withholding Errors

Correct any erroneous payroll tax filings and ensure all relevant taxes are appropriately withheld and paid.

Communicate Changes Transparently

Notify affected workers of the status change and what it means for their compensation and benefits.

Implement Corrective Policies

Establish clear policies and procedures for future worker classification, including documentation of the basis for classification.

By following these steps, you’ll mitigate the immediate damage and establish a framework for avoiding future misclassification issues.

5 Factors to Calculate Employee Misclassification Costs

Once you’ve acknowledged misclassification, it’s time to tally the costs. Knowing what you’re up against can help you make informed decisions about how to proceed.

Back Pay and Overtime

Misclassified employees may be owed back wages and overtime pay if they were treated as contractors when they should have been deemed employees.

Unemployment and Workers Compensation

Your business may be responsible for past and future payments associated with unemployment and workers compensation benefits.

Tax Adjustments

The IRS can penalize you for failing to withhold and match taxes appropriately for employees. You’ll need to amend past returns and address any unpaid tax liabilities.

Fines and Fees

In addition to the back taxes, the IRS or DOL may levy fines for misclassifications. These penalties can be substantial and vary depending on the number of employees involved and the severity of the violation.

Legal Costs

If an employee brings a lawsuit against your business due to misclassification, you’ll also need to factor in legal fees, settlement costs, and potential damage awards.

By factoring in these costs, you’ll be better equipped to map out how to best address the misclassification with the least amount of impact.

Navigating the complexities of employee classification is not for the faint of heart. However, staying informed about the indicators of misclassification and understanding how to rectify errors can save you immeasurable headaches down the line. Compliance isn’t always simple, but it is non-negotiable. Your workforce — and your bottom line — will thank you for these proactive measures.

In the fast-paced world of business, agility and foresight are your strongest allies. Knowing how to respond to misclassification can transform a potential pitfall into a learning opportunity. By understanding the rules and diligently auditing your practices, you can ensure that your team — both on the field and off — is set up for success.

@erastaffingsolutions

[cloudcomputing123]

How to Secure Your Cloud Environment Against Cyber Threats

As more people adopt cloud computing, businesses and users are shifting their applications, data, and services onto cloud-based platforms. Although this change can increase flexibility, scalability, and cost savings, it also exposes security systems to cyber threats. The security of your cloud environment is vital to protect against data breaches, unauthorized access, and other mischievous activities.

If you're considering taking a cloud computing course in Bangalore, Understanding cloud security can give you an advantage over other students. This article outlines practical methods for securing your cloud from cyber-attacks and includes actual examples to help clarify.

1. Implement Strong Access Control Measures

One of the most significant dangers in cloud security is unauthorized access. If your cloud system is not protected by adequate access control, hackers can easily penetrate it and steal sensitive information.

Use Multi-Factor Authentication (MFA)

We cannot rely solely on It to provide passwords for security; they are insufficient. MFA is a better option. MFA provides an additional security layer by forcing users to prove their identity using various authentication methods.

Examples: In 2021, the Colonial Pipeline attack occurred because hackers accessed a system using compromised credentials, which were inaccessible to MFA. If MFA had been implemented, it could have been avoided.

Role-Based Access Control (RBAC)

Some users do not require access to all areas of the cloud. Use RBAC to control access to certain duties and roles.

Example: A company using a cloud storage service guarantees that only HR employees can access data and that IT personnel can oversee the system.

2. Encrypt Data at Rest and in Transit

Data encrypted by encryption is converted into non-readable formats that are difficult for hackers to read even when they do gain access.

Data at Rest Encryption

Encrypt data stored on your computer to protect it by encryption it with strong encryption algorithms such as AES-256.

Example: A financial institution protects customer payment information in its cloud-based database so that if hackers breach the system's security, they cannot read the data.

Data in Transit Encryption

You can enable SSL/TLS encryption to protect the data that travels between users and cloud servers.

Example: When making an online purchase, your credit card details are protected during the transfer to prevent hackers from intercepting your information.

3. Regularly Update and Patch Your Cloud Systems

Attackers typically exploit weaknesses that exist in obsolete OS and software. Updates and patches regularly assist in fixing security flaws and lower the likelihood of attack.

Examples: In 2017, the notorious WannaCry ransomware attack hacked into old Windows systems. It affected hospitals, banks, and businesses worldwide, and those who applied the most recent security patches remained secure.

If you're seeking a cloud computing certificate in Bangalore, knowing about patch management can help ensure the security of your cloud computing systems.

4. Secure APIs and Endpoints

Cloud services depend heavily on APIs (APIs) to interact with other platforms. If APIs aren't secured, they could become access points for cybercriminals.

Best Practices for API Security

Make use of OAuth 2.0 for authentication.

The API's access is restricted based on the need.

Monitor your API utilization for unusual activities.

Example: In 2019, a Facebook API flaw disclosed more than 540 million user records. The proper API security precautions could have prevented these information leaks.

5. Implement Continuous Cloud Security Monitoring

Cyber-attacks are constantly evolving and require constant monitoring. Make use of SIEM (Security Information and Event Management) software to identify suspicious behavior and stop cyberattacks immediately.

An example: A retail company is able to detect unusual login attempts coming from diverse countries by using cloud-based security monitoring software. The immediate action stops a possible security hack.

6. Backup Data and Have a Disaster Recovery Plan

Despite strong security measures, even with the most robust security measures, data loss as a result of attacks on systems or cyber attacks can still happen. A regular schedule of backups, as well as a plan for disaster recovery, ensures quick recovery of deleted data.

Automated Cloud Backups

Automated backups can be scheduled to an additional, secure place to protect your data from loss.

Example: A company attacked by ransomware recovers all its files from cloud backups without having to pay ransom.

If you are planning to enroll in the most reputable cloud computing institution in Bangalore, the process of learning about techniques for disaster recovery and backup is a vital component of your cloud security education.

7. Train Employees on Cloud Security Best Practices

Human error is among the main causes of cyber-attacks. Regular security awareness classes for employees lower the chance of a security breach.

An example: An employee receives a fraudulent email that they do not know about and provides the login details to hackers. If properly trained and educated, an employee could have recognized the fraudulent attempt and not been a victim of the hack.

8. Implement Zero Trust Security Model

The Zero Trust Model assumes that risks exist both within and outside the organization. Before granting permission, each request for access to information is vetted.

Principles of Zero Trust Security

Verify each request: Assume that all users and devices pose threat sources.

Restrict access: Grant users the minimum privilege necessary for them to carry out their jobs.

Continuously monitors: Track and analyze activities on the network to identify any anomalies.

Example: Google adopted a Zero-Trust security approach after a cyber-related attack in 2009, ensuring that similar incidents would not occur again soon.

Final Thoughts

Protecting your cloud infrastructure is a continuous process, and employee training can require proactive steps employee training can. Implementing security-grade access controls, encryption, constant monitoring, and training for employees makes it possible to significantly decrease the chance of being a victim of cyber attacks.

If you want to pursue a successful career in cloud-based security, enrolling in the cloud computing course in Bangalore provides the opportunity to learn hands-on and apply your knowledge in real-world research. Achieving a cloud computing certificate in Bangalore will also increase your professional credentials and provide access to lucrative job openings.

If you're searching for the top institution, make sure that the cloud computing course in Bangalore is based on cloud security, encryption methods, API security, and disaster recovery. An excellent basis for cloud security won't just protect your data but also enable you to succeed in a rapidly changing cloud computing industry.

[kvbgroup]

Why Payroll Outsourcing is Essential for Businesses in India?

Introduction

Every business requires effective payroll management systems in operation. Through proper payroll management employees can obtain their wages at their scheduled times. Every business from small to large entities faces difficulty when handling payroll operations. Companies can use payroll outsourcing to devote their attention toward essential business operations. Outsourcing payroll reduces errors and improves overall time efficiency. Indian companies increasingly choose payroll outsourcing as their preferred choice of service. The article will investigate the key reasons why businesses should choose payroll outsourcing.

What is payroll outsourcing?

A company that handles payroll requirements is called an outsourcing service provider. Payroll services manage salaries, tax deductions, and industry law compliance. The payment service providers based in India offer businesses complete salary management solutions. The company verifies the procedure while maintaining adherence to all labour laws. A company can achieve growth objectives when they delegate payroll tasks to external providers.

Benefits of Payroll Outsourcing

1. Saves Time and Effort

Payroll processing is time-consuming. Organizations devote multiple hours to determine employee wages and tax-related reductions. Payroll providers in India handle everything. The time businesses need to handle essential work is reduced by outsourcing payroll tasks.

2. Ensures Accuracy

Organizations will encounter legal complications because of incorrect payroll operations. Running incorrect tax deductions leads to legal penalties for businesses. The outsourcing of payroll services delivers accurate results for employee salary computation. Experts handle payroll, reducing errors.

3. Helps with Compliance

Several labor laws together with multiple tax regulations exist within India. Staffing agencies that provide compliance services enable businesses to maintain legal compliance. Indian payroll providers stay updated on government regulations and compliance. These professionals maintain business compliance when it comes to official rules.

4. Cost-Effective Solution

Managing payroll tasks within the organization entails substantial financial costs. A business operation requires salary funds alongside payroll benefits for its employees. Payroll outsourcing is more affordable. The solution cuts down both personnel expenses and software-related costs.

5. Improves Data Security

Payroll data is sensitive. The system contains information about employees together with monetary documentation. Payroll outsourcing entities maintain secure information systems to process payroll operations. These companies protect payroll data from fraud and cyber threats.

6. Reduces Workload on HR Team

The HR staff manages various responsibilities including recruitment together with training. Payroll outsourcing reduces their workload.

How Payroll Outsourcing Works?

1. Data Collection

Organizations provide payroll suppliers with staff information before payroll processing. Providers need salary details, attendance records, and tax regulations.

2. Salary Calculation

The payroll provider generates employee remuneration through processing all submitted information. The provider incorporates tax elements together with bonuses and payment deductions.

3. Tax Deductions and Compliance

TDS together with PF and ESI become deductions which payroll providers execute. The providers maintain the adherence of tax rules by all entities.

4. Salary Disbursement

Payroll providers transfer salaries to employees’ bank accounts after processing. Payroll providers ensure timely payments.

5. Reports and Payslips

The payroll service creates payslips alongside producing necessary reports. These financial records become available on demand to business operators.

Indian organizations should consider outsourcing payroll services for these benefits.

1. Growing Business Demands

A rapid growth in business expansion occurs across Indian companies. Employee payroll management becomes difficult for companies that expand their workforce numbers. Payroll outsourcing makes it easier.

2. Changing Tax Laws

Indian tax laws change frequently. The payroll services operating in India monitor all changes which affect employees. The company helps businesses stay up to date with all current rules.

3. Better Efficiency

The outsourcing of payroll operations leads to cut down both processing time and mistake rates. The monthly salary payments perform without interruptions through this process.

4. Access to Experts

Professional payroll experts remain available within Indian payroll service delivery organizations. They handle payroll tasks efficiently. Business operations access professional expertise for tax-related knowledge and compliance standards.

Who Can Benefit from Payroll Outsourcing?

1. Small Businesses

Small organizations usually operate without many human resources departments. Businesses manage payroll smoothly with minimal staff through outsourcing.

2. Startups

Startup companies must dedicate their attention toward business expansion. Payroll outsourcing enables the organization to dedicate its resources toward business expansion.

3. Large Enterprises

Business organizations which employ vast numbers of workers benefit from payroll outsourcing. Outsourcing makes salary administration faster and more efficient.

4. Compliance Staffing Agencies

The agencies help organizations maintain all necessary legal compliance. The agencies check that payroll processes adhere to rules set by the government.

Offroll Manpower and Payroll Outsourcing

The management of employees through third-party companies constitutes offroll manpower. The payroll outsourcing provider takes charge of all employee wage and benefits administration. Companies can hire temporary staff without payroll management concerns.

Organizations need to select an appropriate payroll provider that operates within India

1. Check Experience and Reputation

Find a payroll provider that comes from an experienced background in handling payroll operations. Review online feedback then request reference contacts from potential vendors.

2. Ensure Data Security Measures

Payroll providers use security systems to protect sensitive data.

3. Look for Customizable Services

Every company possesses distinct payroll specifications. It is essential to select a provider that delivers adaptable payment solution options.

4. Verify Compliance Knowledge

Indian payroll providers need to maintain current knowledge of all tax regulations in the country. The payroll provider must adhere to every applicable compliance standard.

Conclusion

The process of outsourcing payroll functions is critical for all businesses operating in India. The solution provides both time efficiency and precise results and decreases budgetary expenses. India-based payroll providers deliver operational efficiency along with regulatory compliance to businesses. Managers from all business sizes can enhance their operations through outsourcing payroll services. Choosing the right payroll provider impacts a company’s success. Payroll outsourcing ensures stress-free salary management and accurate compensation.

[alliance00]

Recruitment & Staffing in Tunisia | Expert HR Solutions

Introduction

The right talent is like a needle in a haystack. But it is all made easy and simple by the recruitment agencies in Tunisia. From being a firm that needs the right professionals or being a professional looking for the right opportunity, expert HR solutions make it easier.

To explain things to you better in the context of recruitment and staffing in Tunisia, we will take you through the entire range of recruitment, right up to the benefits of recruitment through an employment agency in Tunisia.

Why Tunisia for Recruitment?

Tunisia has a well-educated, youthful population and a good geographical location, which makes it an ideal country to recruit. Under European labor prices, companies have affordable hiring solutions without the loss of quality.

The Role of Recruitment Agencies in Tunisia

Recruitment agencies act as a go-between for employers and prospects. They take care of the recruitment process right up to the selection process, and hence companies receive the perfect candidate.

How Does a Recruitment Agency in Tunisia Function?

Recruitment agencies have a procedure:

Comprehending company needs

Employing candidates

Interviewing

Contract management and induction This systematic process enables companies to hire efficiently without the hassle of sifting through hundreds of resumes.

Major Industries Recruiting in Tunisia

Major industries recruiting recruitment agencies are:

IT & Technology: Software developers, engineers, and IT experts are most in demand.

Manufacturing & Engineering: Industrial factories and manufacturing units require skilled personnel.

Healthcare: Physicians and nurses are in highest demand in the healthcare industry.

Finance & Banking: Financial institutions and banks hire accountants and finance analysts.

Benefits of Recruitment via an Agency Tunisia

Time-saving: The agencies do the recruitment so that business development is handled by firms.

Access to top talent: Agencies have a database of pre-screened candidates waiting to be hired.

Cost-effective: Saves the expense of job ads and long recruitment processes.

Type of Staffing Solutions Available

Tunisian recruitment agencies provide:

Temporary staffing: Seasonal employment for short-term staffing.

Permanent recruitment: Essential positions for long-term recruitment.

Executive search: Top-class professionals for executive positions recruitment.

Recruitment Problems and Overcoming Them

Some of the frequent problems are skill shortages, fierce competition, and cultural incompatibilities. These can be overcome best by availing the services of experienced recruitment agencies that have knowledge of the local market.

Ways to Hire the Best Talent in Tunisia

Spelly out clearly your job requirement

Employ the services of a reliable recruitment agency

Schedule an interview

Verify references

Transition the new employee seamlessly

Recruitment Service Cost in Tunisia

The rate is dependent upon the type of recruitment. While some agencies may ask for a flat fee, others may need a percentage of the salary paid as the charge. Companies have to negotiate prices prior to getting surprised.

Legal Consequences of Recruitment in Tunisia

There also exist Tunisian labor laws to be obeyed by firms, including:

Minimum wage laws

Employment contracts

Social security contribution Employment with a recruitment agency will ensure following these laws.

What are the Factors for Selection of the Best Recruitment Agency in Tunisia?

Select an agency having:

Experience within your industry

Positive reputation

Placement record of success

Success Stories of Recruitment Agency Recruitment

A few foreign companies have been successful in hiring from Tunisia with the assistance of hiring agencies. An agency helped a software firm hire programmers when they could not manage to hire these. Key hires were made in a matter of weeks.

Tunisian Job Searcher Tips When Hiring an Agency

Keep your resume updated

Be open to working on any jobs

State clearly your career aims

Get in touch with recruitment agents periodically

Tunisian Job Market Future Trends

The job market is transforming with greater need for:

Remote working opportunities

Tech and digital work

Multilingual professionals Companies that implement these technologies will be one step ahead.

Conclusion

Hiring in Tunisia is made easier by gifted agencies. Whether you're an employer looking for candidates or an applicant looking for the right fit, Alliance Recruitment Agency can be your perfect partner when hiring. Contact us today to find the best recruitment solutions in Tunisia!

View source: https://recruitmentagencyfranchise.hashnode.dev/recruitment-and-staffing-in-tunisia-expert-hr-solutions

[mariacallous]

Following a White House edict effectively banning federal employees from disclosing their personal pronouns in email signatures, sources within multiple federal agencies say pronouns are now being systemically blocked across multiple email clients and other software.

WIRED confirmed various automated efforts with employees at the United States Agency for International Development (USAID), the Environmental Protection Agency (EPA), the General Services Administration (GSA), the US Department of Agriculture, and the Centers for Disease Control and Prevention (CDC).

The employees spoke to WIRED on condition of anonymity, citing fears of retaliation.

Multiple agency directors sent emails over the weekend telling staff that, due to President Donald Trump’s executive order, their offices would be removing the pronoun capability from Office 365. Employees were told they’d also need to remove pronouns from their email signatures in order to comply with the directive.

A staffer at USAID says the formal deactivation of their ability to list pronouns occurred last week, in response to executive orders defining sexes issued by President Trump on his first day in office. A GSA staffer says pronouns were wiped from employees’ email signatures after hours on Friday and were also no longer visible in Slack, the workplace messaging app. At the CDC, there used to be a section for employees to share their pronouns on their Teams profiles, another workplace app. That field no longer exists.

Reached for comment, the White House transferred WIRED to OPM communications director McLaurine Pinover, who pointed to January 29 memorandum ordering agencies to disable all features “that prompt users for their pronouns.”

The ban on personal pronouns follows sweeping efforts by the White House to eliminate programs that encourage diversity and social justice within the federal government, as well as other references to “diversity, equity, and inclusion” in federal employees’ discourse.

In a striking example of the policy in action, an image surfaced last week of a wall being painted over at the Federal Bureau of Investigation's Quantico, Virginia, academy due to it listing "diversity" among the bureau's core values. (According to an email from the FBI’s Office of Integrity and Compliance obtained by Mother Jones, the bureau no longer counts "diversity" among its core values.)

The Trump administration began a radical campaign last week aimed at inducing members of the federal workforce to leave their jobs ahead of threatened reductions. The effort is spearheaded by Elon Musk, leader of the so-called Department of Government Efficiency (DOGE), a task force that has effectively seized control of several federal agencies and sensitive government systems with apparent clearance from the White House.

WIRED reported last week that Musk’s outfit had effectively taken over the Office of Personnel Management, the US government’s human resources department. In this and other efforts, it is employing inexperienced young engineers whose ages range from 19 to 24—many of whom, public records show, are former interns or have been affiliated with Musk-aligned companies.

OPM emailed federal workers on January 28 with a “deferred resignation offer,” sparking widespread confusion among federal workers. (DOGE’s own new HR chief was unable to answer basic questions about the offer in a contentious staff meeting last week, WIRED reported.) In an email to staff Sunday evening, OPM clarified whether the deferred resignation program complied with existing privacy laws. “Yes,” read the answer. “The deferred resignation program uses only basic contact information about federal employees, like name and government address, along with short, voluntary email responses. The information is stored on government systems. To the extent that the Privacy Act applies, all information relevant to the program is covered by existing OPM System Records Notices.”

Multiple agency sources told WIRED last week that several of Musk's lieutenants had been granted access to key computer systems controlled by the GSA, an independent agency tasked by Congress with overseeing federal buildings and providing equipment, supplies, and IT support across the government.

[deltahrms]

Simplify HR Operations with a Leave Management System in Dubai

Managing employee leave management system dubai, but it can quickly become a challenge without the right tools. From tracking absences to ensuring compliance with company policies, traditional leave management methods can be time-consuming and prone to errors. Fortunately, businesses in Dubai can now streamline this process with an advanced leave management system from Deltahrms.com. This modern solution ensures efficient leave scheduling, accurate tracking, and seamless integration with broader HR functions.

The Growing Need for Efficient Leave Management in HRMS

As businesses expand, managing employee leave manually becomes increasingly inefficient. Spreadsheets and paper-based processes, while familiar, are outdated and often result in errors, lost records, and miscommunication. A leave management system in Dubai, integrated into an HRMS, addresses these challenges by automating the entire process.

With Deltahrms.com’s leave management solution, HR teams can handle leave requests with ease. Employees can submit their requests online, and managers can approve or decline them with just a few clicks. This streamlined process eliminates the back-and-forth often associated with manual leave approvals, saving time for both employees and HR professionals.

Automating Leave Tracking for Better Accuracy

Accurate leave tracking is essential for maintaining productivity and ensuring compliance with labor laws. Mismanagement of leave can lead to scheduling conflicts, understaffing, and potential legal issues. The leave management system from Deltahrms.com automates leave calculations, ensuring that every request aligns with company policies and employee entitlements.

The system keeps track of various types of leave—such as annual, sick, and unpaid leave—while automatically updating balances in real-time. This level of accuracy helps HR teams avoid payroll discrepancies and provides managers with reliable data when making staffing decisions.

Enhancing Employee Experience with Self-Service Access

A modern HRMS in Dubai should prioritize employee convenience, and Deltahrms.com’s leave management system does just that. The platform offers a self-service portal that empowers employees to take charge of their leave applications. They can view available leave balances, apply for leave, and track the status of their requests without relying on HR personnel.

This self-service functionality not only improves the employee experience but also reduces the administrative workload for HR teams. When employees have easy access to their leave records, they feel more in control of their work-life balance, resulting in higher satisfaction and productivity.

Integrating Leave Management with HRMS Document Management Dubai

Leave management doesn’t exist in isolation—it often requires access to related documents like medical certificates, leave policies, and approval records. Deltahrms.com’s HRMS document management in Dubai seamlessly integrates with the leave management system, ensuring that all necessary documentation is stored securely and is easily accessible when needed.

The system digitizes and organizes documents in a centralized location, eliminating the need for physical storage and reducing the risk of lost paperwork. This streamlined document management process not only saves time but also supports compliance by maintaining accurate and up-to-date records for audits and legal requirements.

Real-Time Insights for Smarter Workforce Planning

Effective workforce planning requires access to accurate and timely information. Deltahrms.com’s leave management system provides real-time insights into leave patterns, absenteeism rates, and workforce availability. These insights help HR managers make informed decisions about staffing levels, especially during peak business periods.

For instance, if a particular department experiences high absenteeism during specific months, HR can proactively plan for temporary staffing or adjust workload distribution. This data-driven approach ensures optimal resource allocation and minimizes disruptions to business operations.

Ensuring Compliance with Local Labor Laws

Compliance with Dubai’s labor regulations is a critical responsibility for HR departments. Failing to adhere to these laws can result in legal complications and financial penalties. The leave management system from Deltahrms.com is designed to automatically apply local labor laws and company-specific policies when calculating leave entitlements.

The system also generates detailed reports that can be presented during audits, demonstrating compliance with regulatory requirements. By automating these calculations, HR teams can avoid manual errors and ensure fair and transparent leave practices across the organization.

Customizable and Scalable Solutions for Growing Businesses

As businesses grow, their HR needs evolve. Deltahrms.com offers a scalable leave management system that can adapt to your organization’s changing requirements. Whether you’re adding new leave types, modifying policies, or expanding to new locations, the system’s flexible architecture makes these adjustments simple and efficient.

The customizable nature of the system ensures that it aligns with your existing HR processes, minimizing disruption during implementation. With ongoing updates and support, businesses can rely on this system to remain efficient and effective as they grow.

Future-Proof Your HR Operations with HRMS Dubai

The rapid advancements in HR technology mean that businesses must continually evaluate and upgrade their systems to stay competitive. Implementing a leave management system in Dubai from Deltahrms.com is a step toward future-proofing your HR operations. By embracing automation, real-time insights, and digital document management, businesses can build a more efficient and responsive HR function.

Investing in a modern HRMS doesn’t just benefit the HR department—it enhances overall organizational efficiency. Employees enjoy a more transparent and accessible leave process, managers gain better visibility into team availability, and executives can make data-driven decisions to support business growth.

Conclusion

Upgrading your HR system with a leave management system in Dubai from Deltahrms.com is more than just a technological upgrade—it’s an investment in operational efficiency and employee satisfaction. By automating leave processes, integrating document management, and ensuring compliance with labor laws, this system empowers businesses to manage their workforce more effectively. Don’t let outdated processes slow your growth. Make the smart move today and experience the benefits of a streamlined, reliable, and future-ready HRMS in Dubai.

[kredily]

Let’s Explore the Myths & Facts About Payroll Software in India!

Introduction

Managing payroll accurately and efficiently is one of the biggest challenges for businesses in India. Many companies still rely on outdated manual processes, leading to payroll errors, compliance issues, and wasted time. While Payroll Software in India offers an effective solution, several myths prevent businesses from adopting it. Some believe it is costly, complex, or only suitable for large enterprises. The truth is that HR and Payroll Software is designed to simplify payroll management for businesses of all sizes.

This article debunks the most common misconceptions and highlights the facts, helping you make an informed decision about implementing Payroll Software for India in your organization.

Myth #1: Payroll Software is Too Expensive for Small Businesses

Fact: Affordable and Cost-Saving Solutions Exist

Many businesses assume that Payroll Software in India is expensive, but several providers offer Free Payroll Software with essential features.

Most payroll solutions come with flexible pricing plans, allowing small and medium-sized enterprises (SMEs) to choose a package that fits their budget.

Automating payroll reduces errors, compliance penalties, and administrative costs, making the investment worthwhile in the long run.

Myth #2: Payroll Software is Difficult to Implement and Use

Fact: Modern Software is User-Friendly and Quick to Set Up

With technological advancements, Payroll Software for India now features intuitive interfaces, step-by-step setup guides, and easy navigation.

Most HR and Payroll Software providers offer onboarding support, tutorials, and customer assistance to ensure a smooth implementation process.

Automated tax calculations, salary processing, and compliance tracking eliminate manual work, reducing the burden on HR teams.

Myth #3: Payroll Software is Only for Large Enterprises

Fact: Businesses of All Sizes Can Benefit

Small businesses can leverage Payroll Software in India to streamline payroll processing, ensuring accurate salary disbursement and tax compliance.

Many payroll solutions offer scalable features that grow with your business, making it an ideal option for startups and mid-sized companies.

Cloud-based payroll systems allow businesses to process payroll anytime, anywhere, making it convenient for remote and hybrid work models.

Myth #4: Payroll Software is Not Secure

Fact: Advanced Security Measures Protect Payroll Data

Reputable HR and Payroll Software providers implement high-level encryption, access controls, and regular backups to safeguard sensitive payroll information.

Compliance with Indian labor laws and data protection regulations ensures that employee data is securely stored and managed.

Role-based access restricts payroll data to authorized personnel, preventing unauthorized access and potential fraud.

Myth #5: Payroll Software Replaces HR and Finance Staff

Fact: Enhances HR Efficiency Without Eliminating Jobs

Payroll Software for India automates repetitive payroll tasks, allowing HR and finance teams to focus on strategic business activities.

HR professionals can use payroll software to generate reports, analyze workforce costs, and improve employee benefits planning.

While payroll automation simplifies salary calculations and tax compliance, human expertise is still required to manage exceptions, employee queries, and compliance audits.

Conclusion

Many businesses hesitate to adopt Payroll Software in India due to common myths, but the reality is that it simplifies payroll processes, ensures compliance, and enhances accuracy. Whether you run a small startup or a large enterprise, HR and Payroll Software offers scalable and secure solutions tailored to your needs.

By understanding the facts and debunking these misconceptions, businesses can make informed decisions about using Payroll Software for India to optimize their payroll management.

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Explore the best Payroll Software in India for your business and experience seamless payroll processing, compliance, and efficiency.

[primehrsolutions]

How HR Staffing Agencies Support Financial Services Firms

In today’s competitive business landscape, financial services firms face immense pressure to maintain efficiency, compliance, and high-performance standards.

To stay ahead, these firms require top-tier talent with specialized skills. However, hiring the right professionals can be a challenging and time-consuming process. This is where HR staffing agencies step in, providing tailored solutions to meet the unique workforce demands of financial services firms.

The Growing Need for Specialized Financial Talent

Financial institutions, including banks, investment firms, insurance companies, and fintech enterprises, require professionals with expertise in accounting, risk management, compliance, and financial analysis. With regulatory requirements constantly evolving and technology reshaping the financial landscape, hiring the right talent has become more complex than ever. HR staffing agencies specialize in sourcing, vetting, and placing highly skilled professionals, allowing financial firms to focus on their core operations.

Key Ways HR Staffing Agencies Support Financial Firms

1. Access to a Larger Talent Pool

HR staffing agencies maintain vast networks of qualified candidates, including passive job seekers who may not be actively searching for jobs but are open to new opportunities. By leveraging these networks, agencies can quickly connect financial firms with the best-suited professionals.

2. Industry-Specific Expertise

Recruiting for financial services requires a deep understanding of industry-specific requirements, including knowledge of regulatory frameworks such as the Dodd-Frank Act, Sarbanes-Oxley Act, and Basel III. HR staffing agencies with expertise in the financial sector understand the nuances of these regulations and can identify candidates who meet these stringent requirements.

3. Faster Hiring Process

The financial industry operates in a fast-paced environment where delays in hiring can result in lost opportunities and increased workloads for existing employees. HR staffing agencies streamline the hiring process by pre-screening candidates, conducting background checks, and ensuring that only the most qualified professionals are presented to the hiring managers.

4. Cost Savings and Efficiency

Hiring in-house can be expensive and resource-intensive. From job postings and resume screening to interviews and onboarding, the process can divert valuable time and money. HR staffing agencies help reduce recruitment costs by handling the entire hiring process, allowing financial firms to allocate resources more efficiently.

5. Temporary and Contract Staffing Solutions

Financial firms often experience seasonal or project-based fluctuations in workforce needs. Whether it’s tax season, financial audits, or system upgrades, temporary and contract professionals can help manage workload spikes. HR staffing agencies provide flexible staffing solutions, ensuring that firms have the right personnel at the right time without long-term commitments.

6. Ensuring Compliance and Risk Management

In the financial sector, compliance is non-negotiable. HR staffing agencies conduct thorough background checks, verify credentials, and ensure that candidates meet industry-specific compliance requirements. This minimizes hiring risks and protects financial firms from potential legal or reputational damage.

7. Enhancing Workforce Diversity

Diversity in the workplace is a key driver of innovation and success. HR staffing agencies can help financial firms build diverse teams by identifying and recruiting candidates from different backgrounds, fostering an inclusive workplace that aligns with industry best practices and regulatory expectations.

Choosing the Right HR Staffing Agency

To maximize the benefits of working with an HR staffing agency, financial firms should consider the following factors:

Industry Experience: Look for agencies with a proven track record in financial services recruitment.

Compliance Expertise: Ensure the agency understands financial regulations and compliance requirements.

Talent Network: A robust talent pool increases the chances of finding the right fit quickly.

Customized Solutions: The agency should offer tailored recruitment strategies to meet specific business needs.

Final Thoughts

HR Staffing Agency play a vital role in helping financial services firms navigate the complexities of talent acquisition. From providing access to specialized professionals and streamlining the hiring process to ensuring compliance and cost efficiency, these agencies are indispensable partners in driving business success. By partnering with the right staffing agency, financial firms can secure top talent, maintain operational efficiency, and stay competitive in an ever-evolving industry.

If your financial services firm is looking to optimize its workforce strategy, consider leveraging the expertise of a reputable HR staffing agency to meet your hiring needs efficiently and effectively.

[cyberbenb]

Ukraine introduces 1-year military contract for young volunteers, facing mixed reactions

Ukraine’s government approved a one-year contract for volunteers aged 18-24 on Feb. 11, aiming to boost recruitment with financial incentives and social benefits, but the decision has sparked mixed reactions within the military community.

The contract includes basic general military training, vocational training, and an adaptation course in an army unit. Volunteers will receive a one-time monetary aid payment of Hr 1 million ($24,000) and a monthly allowance of up to Hr 120,000 ($3,000).

The move comes amid increasing pressure from the U.S. for Ukraine to lower its draft age from 25 to 18 to address manpower shortages. President Volodymyr Zelensky has resisted lowering the draft age, arguing it could harm Ukraine’s long-term future.

Instead, Ukraine aims to attract younger volunteer recruits through benefits, such as a 0% mortgage after completing service and social guarantees. Upon completion, volunteers will have the right to travel abroad and be exempt from mobilization for 12 months.

The military faces a critical personnel shortfall, struggling to replenish infantry gaps amid battlefield losses. The current mobilization system requires indefinite service, discouraging enlistment, while the new contract is designed to appeal to young volunteers unwilling to commit long-term.

The decision has drawn criticism from frontline soldiers, with some questioning why existing troops receive fewer benefits.

Ukrainian soldier and paramedic Alina Mykhailova voiced her frustration, asking, “Why are those who enlisted earlier in a worse position? Where are their guarantees, social protection, and fair service bonus?"

Former soldier and journalist Masi Nayem echoed the sentiment, saying he received messages from comrades expressing dissatisfaction: “It seems that choosing between unpopular decisions, they decided to disregard the motivation of those already in service."

The Defense Ministry has yet to respond to concerns raised by active-duty soldiers, but the debate underscores the broader challenge of balancing recruitment efforts with maintaining morale among Ukraine’s existing forces.

Europe faces ‘total’ Russian occupation without Ukraine’s army, Zelensky says

President Volodymyr Zelensky highlighted the disparity in forces, saying that Ukraine’s army consists of 110 brigades, while Russia fields 220 and plans to expand to 250 this year. In contrast, Europe, including U.S. troops stationed there, has only about 82 combat brigades.

The Kyiv IndependentTim Zadorozhnyy

[amansalve]

How Cloud Computing Simplifies HRTech’s Global Expansion

The emergence of cloud computing has revolutionized many sectors, and the human resources (HR) field is no exception. HRTech, which integrates technology into human resource management, is undergoing a transformation due to the vast capabilities of cloud computing. By leveraging cloud-based platforms, HR departments are streamlining operations, improving accessibility, and reducing costs, all while enhancing the employee experience. In this article, we will explore how utilizing cloud computing is reshaping HRTech and its impact on businesses.

What is Cloud Computing in HRTech?

Cloud computing refers to the delivery of computing services—such as servers, storage, databases, networking, software, and analytics—over the internet, known as "the cloud." In HRTech, cloud-based solutions are used to manage everything from employee data to payroll and recruitment processes. These solutions offer HR departments flexible, scalable, and cost-effective platforms to manage and analyze workforce data.

The Benefits of Cloud Computing for HR

Cloud computing provides several advantages to HR departments, enabling them to work more efficiently and deliver better services to employees. Here are some key benefits:

Cost-Effectiveness: Cloud platforms significantly reduce the need for expensive on-premise infrastructure, such as servers and IT staff. Instead, businesses pay for what they use, making cloud-based HR solutions more affordable, especially for small and medium-sized enterprises.

Increased Efficiency and Productivity: With cloud solutions, HR teams can automate routine tasks like payroll processing, leave management, and performance evaluations, allowing them to focus on more strategic initiatives that add value to the business.

Remote Accessibility: Cloud-based HR systems provide employees and HR staff with easy access to HR data from anywhere. This is especially valuable in the current remote and hybrid work environment, where flexibility is key.

Enhanced Collaboration: Cloud computing enables better collaboration among HR teams, managers, and employees by providing a unified platform for communication and document sharing.

Data Security and Backup: Cloud solutions typically offer high-level security measures, including encryption and automatic backups, ensuring that sensitive HR data is protected and can be easily restored in case of a disaster.

Key Features of Cloud-Based HR Solutions

Cloud-based HR systems come with a wide range of features designed to streamline and enhance HR processes:

Employee Data Management: Centralized storage of employee records, from onboarding to retirement, with easy access for authorized personnel.

Recruitment and Onboarding: Cloud solutions allow HR departments to manage recruitment workflows efficiently, from job posting to candidate selection and onboarding, with integrated tools for interview scheduling and document management.

Performance Management: These platforms offer tools for tracking employee performance, setting goals, conducting reviews, and providing feedback in real time.

Learning and Development: Cloud-based HR systems include learning management systems (LMS) that enable businesses to track and manage employee training programs and skill development.

Payroll and Benefits Management: Cloud solutions automate payroll processes, ensuring that employees are paid accurately and on time, and can manage benefits enrollment with ease.

Challenges and Considerations

While cloud computing offers a host of benefits, there are also challenges to consider when adopting cloud-based HR solutions:

Data Privacy and Compliance: With sensitive employee data stored in the cloud, businesses must ensure they comply with local and international data protection regulations, such as GDPR or CCPA. Choosing a cloud provider with robust security features and compliance certifications is essential.

Integration with Existing Systems: Migrating from traditional HR systems to a cloud-based solution may require integration with legacy systems, which can be complex and time-consuming.

User Training and Adoption: HR staff and employees may need training to fully leverage the cloud-based HR platform. Proper onboarding and support are crucial to ensure smooth adoption.

Dependence on Internet Connectivity: Cloud-based systems require a stable internet connection. Businesses operating in areas with unreliable internet access may face disruptions in service.

Future of Cloud Computing in HRTech

The future of cloud computing in HRTech looks promising. As more businesses move toward digital transformation, the integration of artificial intelligence (AI), machine learning, and data analytics within cloud-based HR systems will become increasingly common. These technologies will enable HR departments to gain deeper insights into employee performance, identify trends, and make data-driven decisions.

Moreover, the continued development of employee self-service portals and mobile applications will make HR processes even more accessible and user-friendly. The flexibility and scalability of cloud platforms will allow businesses to adapt quickly to changing workforce needs and technology advancements.

For More Info: https://hrtechcube.com/utilizing-cloud-computing-to-transform-hrtech/

Conclusion

Utilizing cloud computing to transform HRTech offers organizations a range of benefits, from cost savings and increased efficiency to enhanced data security and accessibility. By adopting cloud-based HR solutions, businesses can streamline their HR processes, improve employee satisfaction, and stay ahead of the curve in an ever-evolving business landscape.