Brandi Peck, SPHR

Burnout continues to threaten company culture. Check out isolved's #Compliance Corner to learn how #HR and employees can work together to combat burnout in the workplace!

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Burnout continues to threaten company culture. Check out isolved's #Compliance Corner to learn how #HR and employees can work together to combat burnout in the workplace!

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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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Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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Scheduling isn't just about operational efficiency - especially when it comes to hourly employees. See what new scheduling realities you need to consider. https://ukg.inc/3Xgpcot #WeAreUKG #UKGBlog

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May is #MentalHealthAwarenessMonth - how is your organization boosting employee morale to avoid #burnout? Using isolved data, Employee Benefit News shares how #AI could be your solution!

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Curious about hiring ITIN workers in North Carolina? ➡️ Yes, you can hire ITIN workers in NC, but it's important to follow the right process to stay compliant. 📝 ➡️ ITIN workers are valuable additions to your workforce, but proper documentation and payroll practices are key. ✅ ➡️ Baron Payroll can help you navigate the complexities of adding ITIN workers to your payroll seamlessly. Ready to learn more? Check out our full guide on how to hire ITIN workers in North Carolina. https://hubs.ly/Q02PL3MC0 #ITINWorkers #PayrollCompliance #NorthCarolina #BaronPayroll #Payroll

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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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Very interesting article. #1 reason employees feel employers want RTO - "most workers believe return-to-office (RTO) policies are about employers wanting more ‘control’ and that it exhibits (so employees say), a lack of ‘trust’." Survey also indicates that - "82% of workers have gotten used to it, (WFH) and instead say working remotely is now better for their mental health than working on-site. Will talent have the final say on where work is done?

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SHRM Conference day 2: The speaker, this morning, Jennifer Mclure, did a great job defining personal brand. I know this is an intimidating topic or not liked by some but the truth is, you have a personal brand whether you’re working on it or not. The goal is to be intentional about what you want to be known for by others to sculpt it into what you want. My takeaways on Personal Brand were: ➡️ Is the perception people have of you compared to peers in similar positions ➡️ Different is better than better -Sally Hogshead ➡️Attracts and Retains talent ➡️Continuously building it provides protection from factors you can’t control ➡️Goes beyond your job title. Think of what makes you remarkable! #SHRM2024 #keepshining #personalbrand #evolution #growth

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Important FLSA Update for Employers! The Department of Labor has announced significant changes to overtime rules, with new salary thresholds rolling out in July 2024 and January 2025. Our expert Cheryl Coblentz breaks down what you need to know about the new regulations and how to stay compliant. Read the full article to understand the impact on your organization. Contact your Rea advisor to discuss how these changes affect your business. #HRUpdate #EmployerAlert #FLSAChanges #BusinessCompliance

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Are your recruiting processes stuck in the past? Do you know if you are using the right strategies to attract applicants? Has ghosting gone up and jobs filled gone down? Do you feel like the number of open requisitions just keeps getting bigger? Join Purple Ink llc for a two-day boot camp to learn how to attract the right talent, fill those roles faster, and find the people who are more likely to stay with your organization. https://loom.ly/oSN12MA #InkyThePurpleOctopus #Recruiting #TalentAcquisition #PurpleInk #HR

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Yesterday, I let my SHRM-SCP expire. Three years ago, I had already disconnected myself from SHRM, but quietly decided to renew at the last minute on the last day of the extension. I rationalized that I worked hard and earned that and I needed the certification to prove I knew what I knew. This time is different. I don’t need a certification to know my worth. My experience, knowledge and talents exist with or without a piece of paper. What’s most important to me is that I’m aligning with organizations that share my values. That challenge and change me. That challenge and change the profession. Once upon a time, it was SHRM for me. Below is a pic of me speaking at SHRM National in Vegas in 2019 - I was also a blogger/influencer that year, a teacher of the SHRM certification course and a special expertise panel member. Shortly after I stopped all of those things. Now, I’ve grown and changed. But SHRM hasn’t seemed to grow along with me. Though I had already decided not to renew, the recent decision to drop the E also dropped any ounce of hesitation in me. I have friends working with SHRM. I have friends who have never had anything to do with it. I understand it’s a tough decision for many who have taken the test or gone to the conferences. I’ve been asked to a lot in the last month, and I can’t tell anyone what they should do. But I am going to tell them, and you, that you are worth more than a piece of paper. And if SHRM no longer is where you want to be, there are many other communities that are amazing like Hacking HR, PeakHR and Transform. And see many more in the community Google doc pinned to my profile. And remember, you are so much more than a certification. You are a wonderful, complicated human who deserves to be supported and challenged and changed as you work toward learning and unlearning and growing. #HRCommunity

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If you're confused, Why PEO? - Turnover - Digital Onboarding - Time spent doing transactional HR stuff = time wasted - HR Compliance - Removal of Junk 😀 - Access to HR Subject Matter Experts Great video by NAPEO (National Association of Professional Employer Organizations). #PEO

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What #HR trends will dominate the conversation in 2024?? Check out isolved's blog to find out.

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