Charlie Kenney, PHR

Rapid growth requires a capable team—and finding that team shouldn't slow you down. #Insperity offers tailored recruiting solutions that adapt to your needs, helping you fill positions quickly and accurately. Click the link to learn about the full-service HR solutions Insperity can deliver to your Texas business. #HRThatMakesADifference #HumanResources #Recruiting #Talent #Growth https://lnkd.in/gF4_EyyQ

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Build a Strong Talent Pipeline with Staffington! Struggling to create a sustainable talent pipeline?  Follow these 4 key tips to attract, engage, and retain top talent: 1️⃣ Define Candidates: Know exactly what you need. 2️⃣ Engage Early: Build meaningful relationships from the start. 3️⃣ Leverage Referrals: Tap into your team's network for trusted candidates. 4️⃣ Stay Connected: Keep potential hires engaged and interested. At Staffington, we empower businesses to create efficient and long-lasting recruitment strategies. Let us help you transform your hiring process! 💼 👉 Learn more at www.staffington.net #TalentPipeline #HiringTips #Staffington #SmartRecruitment

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Rapid growth requires a capable team—and finding that team shouldn't slow you down. #Insperity offers tailored recruiting solutions that adapt to your needs, helping you fill positions quickly and accurately. Click the link to learn about the full-service HR solutions Insperity can deliver to your Texas business. #HRThatMakesADifference #HumanResources #Recruiting #Talent #Growth https://lnkd.in/g2MHP2Pi

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SHRM Update: The Differences Between HR Business Partners and HR Generalists! 😊 We typically find true-to-form HRBPs working at major corporations and organizations with the scale to execute a shared services HR model. As a business-facing and strategic-oriented job, they serve as more of a consultant to the company, offering the most pertinent personnel solutions while serving in an advisory capacity (alongside business executives and managers). On the other hand, HR generalists have end-to-end contact with every aspect of HR. They are typically found in smaller/medium-sized organizations and serve everyone there in a more hands-on way. While an HR generalist can function strategically, much like an HRBP, they are more operations-focused and take on daily tasks. An HR Generalist, for instance, would typically handle a problematic employee matter from beginning to end and complete the inquiry. Still, an HRBP would only become involved indirectly and instead rely on a specialized Employee Relations team to take appropriate action. Along with that, the 'hybrid' model is becoming more prevalent. People in these hybrid roles typically receive far more support than a genuine HR Generalist while still being accountable for everything under operational responsibility. Although jobs like this one are frequently referred to as HRBPs, they are typically found in organizations trying to transition but have not yet created the proper structures to support an HRBP in its purest form.

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It seems like we are always talking about DOL overtime rules from proposals, thresholds, new regs and overturned decisions. Here is the latest!

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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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Information Session for SHRM CP and SCP certification, Friday August 23, 2024, start time 9am - 10:30am. Session is offered In-Person and Zoom. https://lnkd.in/gmuf9SC3 I will preview Topics and Situational Judgment scenarios you need to know to pass the Certified Professional (CP) or Senior Certified Professional (SCP) exam. I will preview practice tests, sample questions and answers, content, etc. I will cover strategies to use on the exam questions, also mind-reset to "think like the examiner" on each exam question and answer. SHRM certification credential holders are recognized as experts and leaders in the HR field. Those who hold a SHRM certification designation report significantly higher levels of credibility. In-Person & Zoom Classes start September 2024, just in time for the next SHRM Test Window: Dec. 1, 2024 - Feb. 15, 2025 Onward and forward, Dr. Ernesto Escobedo, SHRM SCP https://lnkd.in/g3-HzxjA

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🚨 Breaking: DOL Overtime Rule Blocked Nationwide 🚨 A federal judge has struck down the new DOL overtime rule, reverting salary thresholds to pre-July 1, 2024, levels. This means no changes are required for 2025—yet there’s still plenty for employers to consider. What does this mean for your team? ✅ Stay the course if no changes were made. ✅ Review classifications and job descriptions. ✅ Revisit your 2025 payroll budget. Read the full breakdown and tips for next steps in our latest article. #HRCompliance #FLSA #OvertimeRule #EmploymentLaw

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This interactive think tank session will explore the critical skills gap that organizations are facing as they become more data driven. While advances in Artificial Intelligence and analytics provide powerful insights translating that data into meaningful action often requires a unique blend of technical, analytical, and human skills. Join the conversation….

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Stay compliant, protect your business, and keep your team happy. It’s that simple. Biz New Orleans Magazine HR NOLA #EmploymentLaw #BusinessCompliance #StayInformed #SmallbusinessHR

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The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out Employco USA, Inc. HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." We are happy to provide assistance with your company’s evaluation of employees’ exempt status or other wage and hour topics. https://ow.ly/XpQj30sE8fT #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

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How can you craft training programs that truly resonate? With the eLearning market expected to reach $325 billion by 2025, it’s time to get smart about your delivery methods. Our new infographic outlines strategies for creating engaging, multimodal learning experiences that boost job satisfaction and performance. Check it out and start transforming your training today! #infoprolearning #unlockpotential #training #delivery #eLearning #infographic 

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Reducing work comp fraud involves implementing effective strategies to detect, prevent, and respond to fraudulent activities. Here are some strategies and practices that can be employed: 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 • Employee Education: Educate employees about what constitutes work comp fraud and its consequences for both the individual and the organization. • Manager Training: Train managers and supervisors to recognize potential signs of fraud and understand the procedures for reporting suspicious activities. 𝗦𝘁𝗿𝗼𝗻𝗴 𝗥𝗲𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 • Accurate Documentation: Maintain detailed records of workplace incidents, including accident reports, medical evaluations, and witness statements. • Prompt Reporting: Encourage prompt reporting of accidents and injuries to ensure accurate and timely documentation. 𝗖𝗹𝗮𝗶𝗺𝘀 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 • Third-Party Administrators: Consider using third-party administrators to handle claims and apply objective scrutiny. 𝗛𝗲𝗮𝗹𝘁𝗵 𝗮𝗻𝗱 𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗜𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝘃𝗲𝘀: Promote employee mental health and wellness programs to reduce the occurrence of workplace injuries and associated claims. By partnering with Health Karma and utilizing our Workers 1st Moment solution, organizations can; divert minor injuries from the work comp system, provide employees with in-the-moment medical care with a Registered Nurse, mitigate over 40% of the number and cost of claims, reduce liability and be assured of accurate documentation as all reports are immediately populated and distributed by RN. Interested in learning more? Connect with us now at [email protected] or www.healthkarmagroup.com

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Don’t throw new employees straight into work. Kick off onboarding with a little bit of fun! Onboarding Scavenger Hunt not only eases first-day jitters, it ensures all essential steps are covered. Perfect for engaging new team members from day one. Explore this and 40+ other resources in our Ultimate HR & Payroll Bundle. https://bit.ly/3P8xKKV

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Striving for pay equity is a modern-day imperative for organizations. Opportunity equity is a critical aspect of workplace equity, as it means you are applying the same principles to your hiring, promotion, and retention processes. Gain crucial insights for creating opportunity equity at your organization, and learn how doing so better positions you to win the war for talent in this recent JD Supra article by our CEO, Robert Sheen >>> bit.ly/3TGzywn #PayEquity #WorkplaceEquity #FairPay #EqualPay

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The US Department of Labor has announced a new Overtime rule set to take effect on July 1. While some lower courts may try to challenge this before then, it's wise to use this time to assess the state of your employee's current classifications and ensure compliance. Our latest blog post highlights the pending changes and provides guidance on what you should consider doing next. Check it out here: https://lnkd.in/g9ZMX9sq.

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