Allison Blyler

Two NEW laws are on the horizon for Maryland employers. Take a look below at the Blackwell HR Solutions update for more information.

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Learn the benefits of having and promoting Employee Resource Groups:

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Finding and keeping talent is tough-- especially without knowing how you stack up against the competition. In Workforce Watch, we aggregated data from over 3 million employees to look at trends in pay, tenure and turnover. Read the report to learn more!

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Out with the blue, in with the yellow! Reflecting on an incredible journey at Amazon over the past 5 years since joining on May 20th, 2019. Starting in the IXD network as an Area Manager, I transitioned through various roles, landing in People eXperience and Technology (PXT). I’m grateful for the opportunity to work with so many amazing individuals allowing me to grow both personally and professionally. Key lessons learned along the way: - Embrace "Learn & Be Curious" as a guiding principle - Understand the distinction between one-way and two-way door decisions - Demonstrate strength with the willingness to disagree and commit - Cultivate humility in all interactions - Acknowledge the importance of speed in execution - Curiosity is key; ask questions and listen actively - Prioritize spreading love and positivity - Don’t forget to have fun along the way! I’m excited for the journey ahead, looking forward to meeting new faces and all the new things I’ll learn in the next 5 years! 🚀 #Amazon #PXT

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Job security is Gen Z’s top wish. SHRM and Handshake’s report shows they want stability more than anything else. Clear role expectations and growth opportunities, like reverse mentoring, help retain and engage this talent. #FutureOfWork #GenZWorkforce #TalentDevelopment #EmployeeEngagement

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Maryland’s New Wage Transparency and Paystub Notice Laws Are Effective Oct. 1, 2024 Effective October 1,2024, at time of hire, Maryland employers are required to provide workers with more specific written information, about the rate of pay, regular paydays, and leave benefits. Written pay statement must include this formation for each pay period. Note: This information may be in physical, electronic, or both Paystubs and Pay Statements must include: Gross and Net Pay: The amounts of gross pay and net pay earned during the period. Hours: The number of hours paid during the pay period. Pay Rates: If workers received pay at different rates during the pay period (e.g., overtime, work in different classifications, etc.), each rate should be listed, and hours paid at each rate should be broken out. Deductions: The name and amount of each deduction must be listed separately All other compensation, including commissions, bonuses, and tips, must be described and the amount must be listed Paystubs and Pay Statements. Under the Healthy Working Families Act, employers must provide workers with a written statement of their available leave balance. (As under the paystub law, this statement may be written or electronic, such as through an online portal.

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Attention All Maryland Employers and Job Seekers: Did you know that Pay Transparency will be required for job postings starting October 1, 2024? Tag an employer or HR pro in the MD area so they don't miss this important information! Here are a few FAQs you need to know: 1. Who does this law impact? This law changes impacts all Maryland-based employers AND recruiters who hire on behalf of Maryland-based businesses. 2. What do you mean by transparency? Employers have to post the salary range on a job ad, employers *are* obligated to share the salary range with job seekers when asked. 3. Great, so we only have to share the salary range... what about other perks? Good question! You also have to share information about perks and benefits that are offered in this role. 4. Does this apply to internal job postings as well? You bet! All job postings require you to post this information whether you are hiring externally or internally. 5. Uh oh, we don't have pay ranges... (or I'm afraid to let staff know what other people in the organization make)... what should I do? Don't worry, the team at Jumpstart HR | Small Business and Start-Up HR Outsourcing and Managed HR Services can create pay scales, compensation surveys, and even messaging to share with your staff about pay equity! Sign up for our HR Answers package as a quick way to get all answers you need: https://lnkd.in/ewQPb5iy #humanresources #laborlaw #Maryland #paytransparency

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People are at the center of the work I do day in and out. So naturally, I'm always working to expand my understanding of what makes people tick. But even if you don't work in HR like me, I'd bet that people are central to your life each day, too. At work, they're either your manager, direct reports, peers, customers or other key stakeholders. And in your personal life, you have parents, children, friends (you get where I'm going with this.) So how can you go about improving your effectiveness with all these people you come into contact with on a day to day basis? Well I'd argue you have to focus on yourself, first. One thing I see a lot in my line of work is a want or need for people to develop their self-awareness. Simply put, this is a person's ability to look inward and perceive what makes them who they are and how they relate to the world. This can include things like your: - personality - values - beliefs - emotions If you're interested in learning more on this topic, let me know and stick with me over the coming weeks as I break down self-awareness more. We'll talk about what it is, why it's so important and tips on how you can grow yours!

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When approving time-off requests, leaders across all levels—managers, HR, and the C-suite—play pivotal roles. PTO is a crucial component of an employee's compensation package. Managers, in particular, need to balance these approvals while ensuring that work requirements are met and teams remain adequately staffed. Here are some tips on managing PTO from the HR pros at #Insperity: https://lnkd.in/g5S5f7hS. #PaidTimeOff #Vacation #PTO #HRThatMakesADifference https://lnkd.in/gFJ_ay_V

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AI can potentially revolutionize industries, but employees worry it may increase unemployment. The U.S. DOL created a guide to help employers implement best practices for #AI integration in support of their workforce. Read more here! #WorkplaceAI

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💡 Are You Overpaying for Job Postings? 💡 Job posting platforms can be a huge expense—but are you getting the ROI you deserve? Whether you're struggling with too many candidates or not enough, it might be time for a deep dive into your strategy. StaffBuffalo offers a FREE Job Posting Spend Audit to help you optimize your recruitment budget and ensure you're spending smartly. Don’t let your recruitment dollars go to waste—let us help you maximize your efforts! 🔗 Get Your Free Job Posting Spend Audit Now! https://lnkd.in/eXm8GqQE #Recruiting #TalentOptimization #JobPosting #CostOptimization #StaffBuffalo #Hiring #BuffaloNY #WNYWins

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From psychology at Rutgers to leading CYB Human Resources, Katie Spadoro's path to HR leadership is a testament to the power of real-life experiences and mentorship. 🌱 Her pro tip: Dive into actual HR situations and find a mentor who can guide you through the intricacies of this dynamic field. 👉 How has mentorship shaped your career? Let's discuss the impact of real-world experiences in HR! #HRLeadership #Mentorship #HumanResources #CareerPath #ProfessionalGrowth #HRConsulting #Leadership #WorkplaceCulture #RealLifeHR

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As an HR consultant based in Arkansas, ensuring disciplinary actions and terminations are handled fairly and legally is paramount. Here's how we approach it: 1. Policy Adherence: First and foremost, it's crucial to have clear and comprehensive policies in place outlining acceptable behavior, performance expectations, and disciplinary procedures. These policies should comply with federal and state laws as well as any industry-specific regulations. 2. Consistent Documentation: Consistent documentation of employee performance issues, disciplinary actions, and conversations is essential. This includes written warnings, performance evaluations, and records of any misconduct or policy violations. Documenting each step of the disciplinary process helps ensure fairness and provides legal protection in case of disputes. 3. Fair Investigation: Before taking disciplinary action or termination, it's important to conduct a fair and thorough investigation into the alleged misconduct or performance issues. This may involve gathering evidence, interviewing relevant parties, and allowing the employee an opportunity to respond to the allegations. 4. Legal Compliance: Ensure that all disciplinary actions and terminations comply with federal and state employment laws, including anti-discrimination laws, wage and hour regulations, and the National Labor Relations Act (NLRA). Seek legal counsel if there are any uncertainties or complexities regarding legal compliance. 5. Communication and Transparency: Communicate clearly and transparently with the employee throughout the disciplinary process. Clearly explain the reasons for the disciplinary action, the expectations moving forward, and any potential consequences. Treat the employee with respect and dignity, even in difficult situations. 6. Appeals Process: Provide employees with an opportunity to appeal disciplinary actions or terminations through a formal appeals process. This allows employees to present their side of the story and ensures that decisions are fair and unbiased. 7. Training and Support: Provide training and support to managers and supervisors on how to handle disciplinary actions and terminations effectively, fairly, and legally. This may include training on conflict resolution, performance management, and legal compliance. By following these steps, we can ensure that disciplinary actions and terminations are handled in a fair, consistent, and legally compliant manner, ultimately minimizing the risk of legal disputes and promoting a positive work environment. Still confused about all of this? Book a free call at https://lnkd.in/g5hARgZV and let us help you! #RockRegionConsulting #HR #HumanResources #HRServices #HROutsourcing #HRConsulting #HRExpert #SmallBusiness #SupportSmallBusiness #SmallBusinessOwner #DisciplinaryAction #LegalCompliance

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Is #burnout taking a toll on your workforce? isolved research says its a threat to company culture. Learn how you can embrace the top #HR trends of 2024 in isolved's fourth annual HR Trends Report.

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Is #burnout taking a toll on your workforce? isolved research says its a threat to company culture. Learn how you can embrace the top #HR trends of 2024 in isolved's fourth annual HR Trends Report.

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🔹 Critical message for hiring managers Try not to put all eggs in one basket. Having more options will speed up the hiring practice. Here's how. HRPA - Human Resources Professionals Association HRPA Central West Chapter HRPA Central East Chapter HRPA Northeast Chapter HRPA Windsor The Staffing Alternative HR Professional Magazine LinkedIn

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