Hitting Refresh on the New Hire Module

In May 2018, our clients will be able to access the new iteration of one of the most important modules in eStratEx: the New Hire Module.

The updates in our New Hire module will affect every user who touches it, by giving New Hires an even more positive experience in managing their own data, and giving Managers and HR professionals increased visibility to manage the new hire process quickly and efficiently. We are certain that the module will be more intuitive to use than ever.

Here is an overview of what’s coming, including information about resources that will be available to our clients for training in the updated module.

What is changing?

As we previously communicated to our clients, here are the highlights of the changes to come:

  • Configurable templates will be available to make the eStratEx New Hire process work closely along side our clients’ internal processes, as well as work with any specialized information needed by position. Field requirements will be able to be updated, custom steps can be added, and surveys can be included so that any information can be requested during the new hire process.
  • A new Onboarding Checklist can be activated, which will separate onboarding tasks from traditional new hire steps and paperwork. This will help our clients track steps that are necessary for a successful orientation to the organization, but that may fall outside of traditional HR or Payroll tasks. Examples: tour of the building, introductions to key people, access to key information, product knowledge testing, etc.
  • The refresh will set the stage to fully integrate the e-verify process in coming releases
  • A beautiful new look and feel will make the entire process more intuitive for everyone, including employees, managers and HR

How will it look?

Here is a peek at the new Template section, where eStratEx HR users can create New Hire templates or edit existing templates. Other tabs available (shown in the image below) will allow users to upload or create required documentation (right in eStratEx!), create surveys, setup workflows and notifications for new hires, and access other template settings.

Once template setup is complete, the New Hire Dashboard will now have a second tab: the Onboarding Checklist. Tasks will display here to make the employee orientation process run smoothly and efficiently.

How can I learn more?

If you are not a StratEx client yet, let us know if you’d like to see a demo of eStratEx.

We will send our clients a user guide and video tours of the module, and our Service Team is up-to-date with all of the changes and new processes in the New Hire module. Our clients can reach out to them with any questions that the user guide and video demos don’t answer.

We are excited for this version of New Hire to launch, and look forward to making a positive impact on our clients’ onboarding process!

Keeping Workplace Violence Away

Over the last month, the debate around gun control has been front and center, amplified by social media and media coverage. While your employees’ values and interests may range across the spectrum, questions around security, crisis management, and workplace resources might be top of mind for your workforce in the current climate.

To be proactive and address employee concerns, companies should consider implementing best practices along with providing tools, resources, and training to mitigate workplace violence and reduce costly liabilities.

Understanding Disruptive Behavior

Most employees, guests, or vendors do not turn violent overnight. However, one in six violent crimes happen at work. (source) Employers miss the signs because our idea of violence is too limited. In some situations, the aggressor is not directly connected to the Company (i.e. domestic partners).

One of the best defenses a company can use in combating workplace violence is early detection of disruptive behavior or changes. Some of the telltale signs include:

  1. A pattern of tardiness, absenteeism
  2. Disconnection from job functions or lack of focus
  3. Changes in attitude (i.e. isolated or aggressive towards co-workers)
  4. A decline in self-care (i.e. hygiene, appearance)
  5. An expressed interest in weapons

Note: Determining if an employee is a threat should be separate from progressive discipline.

ReminderThe greatest predictor of future behavior is past behavior. Has the employee acted out in an aggressive manner in the past?

Planning Ahead


Managers should be coached on how to manage workplace bullying, harassment, and tracking changes in behavior. Ensure all employees are aware of ways in which they can escalate concerns, admissions of depression or traumas, domestic violence, and/or threats. Having a broad workplace violence policy can provide clear guidelines.

Reminder: Some states and localities allow individuals to carry a concealed weapon. However, employers are entitled to prohibit employees from bringing weapons into work. Companies can communicate these policies via signage outside their workplace. Employers should review their building’s policy guidelines to ensure it aligns with their concealed carry policy.

Open Communication

Create an environment where employees and managers can report concerning behavior or interactions, which will allow HR or on-site management to intervene and ask questions such as “How are you doing?”. With early detection, HR can provide guidance on company resources available and determine the crux of behavior change.


If you don’t have an Employee Assistance Program (EAP), reach out to your health care broker about adding this benefit. EAPs offer employees the ability to meet with counselors anonymously about issues going on inside and outside work. Some programs provide on site assessment of threat levels. Providing access to an HR hotline or posting Suicide Prevention information in high traffic areas can encourage employees to reach out for help.

Act Quickly

Once a situation is identified, immediately evaluate to determine validity, assess the information gathered and move forward with managing the situation. Every situation will be unique, so the method for moving forward should be analyzed throughout the process.

Partner with Local Law Enforcement

Police and fire officials are trained in de-escalation as well as implementing escape plans. Some departments will come to your location and train staff on these plans. Don’t rely on your HR expertise to complete this difficult task; lean on the experts.

While it is unclear how the federal and state governments will affect change on this topic, companies can mitigate damages by implementing policies and procedures designed to respond to and manage disruptive behavior. Providing employees with necessary resources, along with open channels of communication and clear guidelines around workplace violence, will help solidify the company’s commitment to the prevention of workplace violence.

Jim Vedda Award Winner 2018

Libby Harris and Adam Ochstein, StratEx CEO

Each year, StratEx awards our highest honor, the Jim Vedda Award, to one deserving StratExian. The award recipient is chosen by past winners and embodies the values we hold highest at StratEx: integrity, respect and innovation.

On March 1, 2018, this year’s award was presented to Libby Harris, our Client Service Team Lead. Libby is a sharp, hard-working manager who is dedicated to the success of her team, the company, and our clients. We are proud to have her in our ranks!

Congratulations, Libby!


“This is the true joy in life, the being used for a purpose recognized by yourself as a mighty one; the being a force of nature instead of a feverish, selfish little clod of ailments and grievances complaining that the world will not devote itself to making you happy.

I am of the opinion that my life belongs to the whole community, and as long as I live it is my privilege to do for it whatever I can.

I want to be thoroughly used up when I die, for the harder I work the more I live. I rejoice in life for its own sake. Life is no “brief candle” for me. It is a sort of splendid torch which I have got hold of for the moment, and I want to make it burn as brightly as possible before handing it on to future generations.”

-George Bernard Shaw