Caitlin K.

When it comes to compensation, there are two things that really matter: distributive fairness and procedural fairness. Jessica Z., COO at Talentful, breaks it down like this: Distributive Fairness – People care that compensation outcomes are reasonably fair. Sure, top performers should earn more, but if one person is getting a $150k bonus and the next person down is getting $12k, that’s going to feel disproportionate. Procedural Fairness – Was the process used to determine those outcomes fair? If people feel like the process was just, they’re more likely to accept the results. And here’s the kicker—once the money hits people’s paychecks, it doesn’t motivate them for long. Money is a short-term motivator. That’s why Jessica’s team doesn’t give employees a rating or number—those metrics are just used to allocate bonuses. Instead, managers focus on rich feedback, offering insights on how employees can grow, how customers felt about their work, and how they can add value to the team. This conversation was part of our MPL Live episode, where industry leaders like Jessica shared insights on performance, compensation, and the future of work. Missed it? Link in the comments to join us at MPL Live Miami on December 10th. #Compensation #Leadership #PeopleOps #MPLPodcast #MPLLive #FairnessAtWork

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Nearly 1 in 3 (27%) of transgender people in the United States said they were denied employment, promotion, or even fired because of their gender identity in a recent survey. What can employers do to help? Intuit stands out for its Trans+ Summit., an annual event that started as an employee event and now welcomes the public to drive increased awareness and acceptance for transgender and nonbinary people. Here are some lessons Intuit shared with us about its efforts: 1. Use a variety of channels to connect. 2. Normalize using inclusive language that acknowledges and respects all genders. 3. Consider your impact beyond the four walls of your workplace. See the full story: https://bit.ly/4bO6daU #GreatPlaceToWork #GPTW4ALL #PrideMonth

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Struggling to keep up with employee time tracking for payroll compliance in California? See how 4CH - 4C Holdings, Inc. is using Journyx to seamlessly integrate project time tracking with NetSuite, ensuring they meet state standards. Learn how Journyx can help your business stay efficient and compliant too! #payroll #compliance #timetracking Check out the case study here: https://bit.ly/3UMMRgp 🕒💼📊

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Because of the transient nature of the great resignation, employees have become used to expecting to be working under a new manager every six months. This lack of consistent leadership has eroded the trust and sense of identity professionals have with their company and companies need to start addressing this now because this erosion will have lingering ramifications for years to come. Do you like more topics like this? Schedule a conversation with Garrett to learn more. Click here:https://lnkd.in/eQ89k5Y #leadershipgrowth #executivedevelopment

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Did you hear about Meta’s recent employee voucher mishap? It’s a clear reminder that benefit programs need proper controls to stay on track. Discover how Kipp can help you prevent misuse and keep your employee benefits in check! https://lnkd.in/eeANBdcq Meta UpCoop | CSE Edenred Cibus | pluxee SPENDIT AG Sodexo Unum UK #Employeebenefits #HRTech #fintech

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🛡️ Stay ahead in HR! 🛡️ Join NYC SHRM’s Legal and Legislative Conference for the latest updates on employment laws, workplace policies, and regulations. Hear from top legal experts and industry leaders to ensure your organization stays compliant and prepared for what’s next. ⚖️Why attend? 🔹 Get crucial updates on new labor laws 🔹 Practical advice from top legal minds 🔹 Network with HR and legal professionals Don’t miss this essential event to stay informed and lead with confidence! 📢 👉 Tag a colleague who needs to be there! #NYCSHRM #HRLaw #Compliance #HRConference #LegalUpdates

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Navigating #HR #Statutory #Compliance, especially with California's #SB553, is critical in safeguarding workplaces against #workplaceviolence. Compliance is essential, but it's not the only piece of the puzzle. At #SimplieHR, we offer businesses comprehensive #support, ensuring they not only meet #regulatoryrequirements but also proactively address #workplacesafety concerns. While SB 553 targets California, its principles resonate nationwide. Whether you're in California or elsewhere, our expertise in HR compliance ensures your business remains protected and your employees feel secure. Contact Simplie HR today so we can partner in navigating complex statutory regulations and labor laws!

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In yesterday's Charter Briefing: a Q&A with Bilal Shah, CEO of L&D benefits company Guild on why math is an essential skill for future-proofing your workforce:

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Salary bands are a critical component of compensation structures. They’re how a compensation framework is put into practice to determine employee compensation and ensure internal pay equity. They’re also tricky to get right and can get very messy over time. In fact, we often hear that salary bands is one of the most frustrating areas of work for People Leaders. So what’s a best practice approach to ensure salary bands are well-designed, effective, fair, and easy to work with? Check out Ravio's total guide to salary bands, covering what they are, why they're important, and how to create them. Find the link in the comments ⬇ #salarybands #compensation #payequity #Ravio

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💡 Is your company leveraging pay equity to outperform the competition? 📊 Studies show that organizations prioritizing pay equity are 19% more likely to exceed industry-average profitability. The California Equal Pay Playbook is a step-by-step guide designed to help companies implement fair pay practices. It highlights actionable steps with proven success in championing pay equity, serving as a valuable roadmap for organizations committed to making a real difference. 🏆 At Pay Equity Pulse, we’ve witnessed how embracing pay equity transforms not just company culture but also performance. Our platform provides detailed compensation analytics and real-time insights, empowering you to eliminate wage disparities effectively and efficiently. 🚀 Ready to lead the way in pay equity? Dive into the California Equal Pay Playbook here: https://lnkd.in/gYPTRiSa 🔖 #PayEquity #EqualPay #CaliforniaHR #FairCompensation #LeadTheChange

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Employment and income verification doesn’t have to be a hassle. This long-standing process has traditionally slowed down organizations’ HR teams with little value added for the companies managing the requests. That is, until now. Vault Verify is flipping the script on verification by automating and streamlining the process, benefiting both employers AND verifiers. To find out how, join RPI’s Melissa Olson and Donny Phillips from Vault Verify on Friday, September 20, at 11:00 AM EST. Plus, see how Vault Verifiy’s solution maintains the most current data, manages tax credits, unemployment claims, and more. Ready to rethink verification? Tap the link to register now >>> https://hubs.la/Q02PjHmK0 #EmploymentVerification #IncomeVerification #Automation #VaultVerify #RPIConsultants

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If your company uses #Infor, we now have a streamlined solution for your employment and income verification service needs! Register to learn more about #VaultVerify and our secure solution using real-time APIs. We are delighted to partner with #RPIConsultants to bring you this webinar. #HR #HRTech #DataSecurity

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Many companies today have tunnel vision, making decisions based on control and short-term thinking: forced RTO, short-term layoff decisions, shoving AI into spaces it doesn't need to be, etc. What they are NOT doing is taking into consideration who does the work - the employees. My prediction: A reckoning is coming. It may take a year or two, but these leadership decisions are causing a degradation of organizational culture that will lead to a lack of trust in leadership, lower productivity, higher employee attrition, and eventually, a loss of profits. Read the research on why in the full blog post here: https://lnkd.in/gW78V8WJ #employeeengagement #employeeexperience #organizationalculture #organizationaldevelopment #empatheticleadership #leadership #management #changingwork #peopleoverprofit #employee #leader #productivity #turnover

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In this new era of remote work, employees should have a simple and compliant onboarding experience as companies continue to incorporate and scale distributed teams. This means that effective onboarding is not only a process for effectively welcoming new hires but also for meeting legal and regulatory requirements. Read more from WorkBright here. https://okt.to/PfyA7Q

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“If you are an HR leader who offers Earned Wage Access (or is considering offering EWA) and you aren’t operating under the assumption that your employees will need a product where there are zero fees, you need to get prepared…like now,” says fintech entrepreneur Jason Lee. In July, the Consumer Financial Protection Bureau proposed a historic interpretive rule which has the potential to upend the EWA market. And with it, whatever EWA offering you make available to your workers. Employer-partnered EWA providers sent over 83 million payments to employees in 2022, according to the Consumer Financial Protection Bureau, with more than 90% of workers paying at least one fee. Under the proposed rule, EWA products would be subject to the Truth in Lending Act, which requires disclosure upfront of all fees. Workers would see EWA fees expressed as an APR, like credit-card interest rates. The typical Earned-Wage-Access user pays fees that amount to a 109.5% APR, per CFPB. The California Department of Financial Protection and Innovation finds such fees to be more than 330% for the average user. Meanwhile, the Center for Responsible Lending says, the average APR for a repaid payroll advance in 7 to 14 days is 367%, almost the same as a typical payday loan APR (400%). How’s that for number salad? The point is Earned-Wage-Access costs can add up for your workers, regardless of what we call the products, regulatorily speaking. It’s inaccurate to call Earned Wage Access a loan or an advance since it grants workers access to money they’ve already earned, says Phil Goldfeder, CEO of the American Fintech Council, a trade group representing earned-wage-access providers, per CNBC: “I would resemble it closer to utilizing an ATM machine and getting charged a fee…You can’t utilize a methodology like APR to determine the appropriate costs for a product like this.” Mitria Wilson Spotser, vice president and federal policy director at the Center for Responsible Lending, tells CNBC the proposed rule doesn't ban fees: “It merely requires them to disclose it…You have to ask yourself, why is the industry so afraid to disclose that they’re charging these fees?” Whether CFPB revises its proposed Earned-Wage-Access rule or not, as Spencer Hulse puts it in Financial Tech Times: “…it’s clear that we’re heading in the direction of zero-fee EWA in the not-too-distant future.” What do you think, employers? ❔ Does EWA = loan? ❔ Are you prepared to adapt, whether regulators or market forces force your hand? Let us know in the comments. And note the CFPB is soliciting comments from the public until Aug. 30. We dive deeper in our latest article, link in first comment. #financialwellness #benefits #employers #smallbusiness

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🤔 As a TA leader, how are you optimizing your support from VC Talent Teams?Dive into our "VC Talent Teams" episode, where we explore the dynamic strategies VC Talent Teams use to support startups in their recruiting efforts. 🌐 👉 Listen now on: Spotify 💚 https://lnkd.in/g8Va3NZZ Apple Podcasts 🍎 https://lnkd.in/gmj8_Krx Don’t miss out—tune in to “Recruiting Roundtable” for insightful conversations every week! 🎧 #RecruitingRoundtable #VCTalentTeams #StartupRecruiting #Podcast #Spotify #ApplePodcasts

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The finance and legal industries are two that task HR professionals with additional responsibility as it relates to validating their candidates’ credentials. Find out how you can tighten background screening for professional designations to become more profitable.  #ProfessionalDesignations #BackgroundChecks #EducationVerification https://lnkd.in/ghaRb-RQ

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