Maria Gallardo

Effective July 1st, California Employers are required to have a Workplace Violence Prevention Plan. The plan should include the reporting and documentation process for workplace violence incidents, mandatory training requirements, as well as recording and reporting obligations. Ensuring compliance with these regulations is crucial. I am available to review your plan thoroughly before implementation. If you need assistance with developing a WVPP or training, feel free to reach out. Remember, creating an effective process will demand a substantial time investment. #WorkplaceSafety #Compliance #CaliforniaRegulations #WorkplaceViolencePreventionPlan

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🌟 Excited to attend the California Employment Legal Update 2024! 🌟 Looking forward to gaining insights on the latest changes in employment law and how they impact our workplaces. Knowledge is power, and staying informed is crucial in these ever-evolving times. Can't wait to connect with fellow professionals and share best practices! Let’s navigate these legal updates together. 💼✨ #CaliforniaEmploymentLaw #LegalUpdate2024 #ProfessionalDevelopment #Networking

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⏰ Just a Few Days Left—Don’t Miss Out on This Incredible HR Event! ⏰ Are you ready to elevate your HR leadership and drive meaningful change within your organization? There’s still time to register for Inland Empire SHRM (IE SHRM)'s in-person professional development and networking event: "Dynamic HR Leadership: Navigating Change and Inspiring Growth"—but hurry, registration is closing soon! 📅 Event Details: Date: Thursday, September 19th Time: 4:45 pm - 7:15 pm Location: FoundrSpace (Rancho Cucamonga) This dynamic event is your opportunity to learn from one of the best in the industry, Kenny Braxton, Director of Inclusion, Diversity & Talent Acquisition at HF Sinclair. Kenny will share his expertise on fostering inclusive work environments and leading change management efforts, giving you the tools and strategies needed to inspire HR growth and drive organizational success. 💡 Key Takeaways: Master advanced leadership skills for navigating organizational change. Motivate and inspire your HR team for sustained growth. Learn actionable strategies for effective change management. Build resilience and adaptability within your organization. 🗓️ Event Schedule: 4:45 pm: Check-In & Registration 5:00 pm: IE SHRM Membership Presentation 5:15 pm: Dynamic HR Leadership Program 6:15 pm: Networking Hour 7:15 pm: Conclusion This is more than just a leadership session—it’s an opportunity to connect with fellow HR professionals, share ideas, and expand your network. Whether you’re new to HR or a seasoned professional, this event will equip you with the skills to lead with confidence and navigate the complexities of change. Don’t wait! Time is running out to secure your spot. Register now and take the next step in your HR leadership journey! 🔗 https://lnkd.in/gDbvitgq #HRLeadership #ChangeManagement #HRGrowth #InlandEmpireSHRM #ProfessionalDevelopment #Networking #Inclusion #Diversity #TalentAcquisition

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PNW HR friends, looking for ways to engage with emerging HR professionals? Check out this event & join me there!

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Every year employers are sued for mismanagement of leaves of absence, particularly in California. California law provides many protections for employees who require a leave of absence. Managing employee leaves of absence can be complex, especially in California where regulations are stringent (in particular CFRA and PDL). Here’s a streamlined guide to help you navigate the process effectively: 1. Establish a Compliant Leave Policy: Start by creating a clear policy that informs employees about the types of leaves available, who they should contact, and the overall process. This ensures everyone knows what to expect and how to proceed when the need arises. 2. Employee Requests (or there is suspicion an employee needs) Leave: When an employee informs you of their need for leave, even if it’s not a formal request, gather enough details to determine eligibility. 3. Determine Eligibility: Check the employee’s eligibility based on location, tenure, and reason for leave. Different leaves have different requirements, so it’s crucial to know which rules apply. 4. Notify the Employee of Their Rights: Once eligibility is determined, notify the employee of their rights and obligations, including any medical certifications needed. An employee must receive a CFRA notice within 5 days. Ensure the employee is aware of potential benefits, like Paid Family Leave (PFL) or State Disability Insurance (SDI). 5. Designate the Leave: After receiving any required documentation, formally designate the type of leave being provided. This step ensures clarity and compliance with the relevant laws. 6. Coordinate Wages and Benefits: If the employee is eligible for benefits like PFL or SDI, coordinate with payroll to ensure proper wage integration and benefits continuation. 7. Reinstate the Employee: Before the employee returns, ensure all necessary medical releases are obtained. Reinstating them promptly to their original position is essential for compliance. Navigating leave management can be tricky, but with these steps, you’ll be well on your way to ensuring both compliance and a supportive work environment. Need more guidance? Reach out to us at SweeterHR—we’re here to help! #hrconsulting #outsourcedhr #hrexperts #HR #Californiabusiness #california #humanresourcesmanagement

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This is the way. SHRM is an elitist group, then have and the have nots. I will never have those letters. Taking a test and paying them to keep it doesn’t mean anything. What HR professionals need is a national board like the joint commission for hospitals that goes into offices and evaluates them based on criteria set by a governing body made up of scientists, academics, HR pros, and research. There are ways to improve our functionality and we need to open our profession up to real scrutiny. Are we doing what we say we do? Do we really care for employees? Are we in compliance? The rubber must meet the road. Enough of this “be kind” toxic positivity. Shine a light on our shadow and let’s get to work.

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In an effort to address workplace violence, California Governor Gavin Newsom signed Senate Bill 553 on September 30, 2023. The deadline for implementation is July 1, 2024, leaving employers with limited time to prepare. This first-of-its-kind legislation requires employers to establish basic safeguards to ensure the safety of their employees while on the job. Download Atrium's latest Fact Sheet below for a summary of what is required under the new bill.

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Honored to be leading one of my favorite workshops for the Central California SHRM chapter next week! Has your organization replaced archaic PIPs with real conversations that *actually* improve performance? #TalentManagement #Recruitment #EmployeeEngagement #WorkplaceWellness #HRLeadership #HRM #HRtech #FutureOfWork #EmployeeExperience #HRNews #HRTrends #LeadershipDevelopment #PeopleManagement

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Mark your calendar for the must-attend event of the year for HR professionals! 🗓️ Join us at the Inland Empire SHRM (IE SHRM) Annual HR Conference on Thursday, October 24th, at the DoubleTree by Hilton in the City of Ontario from 7:30 am to 5:00 pm. This year’s theme, "Leading Change," is all about equipping you with the tools and insights needed to navigate and drive change in today’s dynamic workplace. This comprehensive conference is packed with breakout sessions led by industry experts who will dive deep into essential topics for HR professionals: 📌Project Management Essentials with Charles Clemons 📌How to Influence Authentically Without Authority with Carol Marzouk, The Executive Lion Tamer®️ 📌Creating an Intentional Culture with Lauren Sweeney, SHRM-CP, B.S. 📌Unlocking the Power of AI with Kimberle Smith Austin, MBA Plus, our legal partners from Atkinson, Andelson, Loya, Ruud & Romo will cover critical legal topics including: 📌Artificial Intelligence and the Future of the Workplace 📌Keeping Up with Change: Effective HR Audits 📌Robust Job Descriptions to the Rescue 📌Hiding Behind the Screen: Cyberbullying at Work 📌Remote Work: Recruitment Tool of the Future 📌Addressing Social Media in the Workplace Following the conference, unwind and network with your peers at our Happy Hour Mixer hosted and sponsored by Atkinson, Andelson, Loya, Ruud & Romo. This is the perfect opportunity to connect, share insights, and build valuable relationships in a relaxed setting. Whether you're looking to sharpen your skills, stay ahead of industry trends, or simply connect with like-minded HR professionals, this conference is for you. Don’t miss out on this opportunity to lead the change in your organization. Register today and be part of a community that’s shaping the future of HR! https://lnkd.in/gAKYSDyt #HRConference #LeadingChange #HRLeadership #ProfessionalDevelopment #IESHRM #Networking #HumanResources

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California employers must understand the leave entitlements and wage replacement benefits available to pregnant employees. This week's blog provides an overview!

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With the recent incidents involving gun violence, it is a good idea to re-visit your workplace violence prevention plan. Attached is a sample of California's Workplace Violence Prevention Plan.

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Ready to elevate your HR leadership game? 🚀 Join us for "Dynamic HR Leadership: Navigating Change and Inspiring Growth" hosted by Inland Empire SHRM (IE SHRM) on Thursday, September 19th from 4:45 pm to 7:15 pm at FoundrSpace in the City of Rancho Cucamonga! Whether you’re an HR pro at the start of your career or a seasoned leader, this event is tailored to provide you with the tools and insights you need to thrive in today’s evolving workplace. Dive deep into the essentials of leadership and change management with our featured speaker, Kenny Braxton, Director of Inclusion, Diversity & Talent Acquisition at HF Sinclair. With his extensive background in building inclusive teams and driving strategic HR initiatives, Kenny will share invaluable strategies to help you lead with confidence and inspire growth within your organization. Event Highlights: 4:45 pm: Check-In/Registration 5:00 pm: IE SHRM Membership Presentation 5:15 pm: Dynamic HR Leadership Program 6:15 pm: Networking Hour – Connect with peers and expand your professional network! 7:15 pm: Conclusion of Program Key Takeaways: ✨ Develop advanced leadership skills to navigate and manage organizational change. ✨ Learn how to inspire and motivate your HR team for sustained growth. ✨ Gain insights into implementing effective change management processes. ✨ Foster a culture of resilience and adaptability in your organization. ✨ Drive success through strategic HR initiatives. This is a fantastic opportunity to not only learn but also to connect with fellow HR professionals, managers, and change-makers. Let’s come together to build stronger, more resilient teams and lead with purpose. Register now and take the next step in your professional journey. See you there! 🌟 https://lnkd.in/gDbvitgq #HRLeadership #ProfessionalDevelopment #ChangeManagement #IESHRM #InspiringGrowth

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🔍✅ Protect your business from costly lawsuits and the risk of closure with Blue Dream HR! Our thorough compliance review helps you avoid financial pitfalls that could put you out of business. Non-compliance with California employment laws, including: - Meal and rest breaks - Overtime regulations - Timekeeping practices - On-call schedules -Piece-rate pay or bonuses - Calculating the regular rate of pay -Alternative Workschedules (4/10s) Violations can lead to hefty fines and legal fees. Don't let compliance issues drain your resources – safeguard your success with us! #HRcompliance #RiskManagement #BlueDreamHR"

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📅 𝐌𝐚𝐫𝐤 𝐘𝐨𝐮𝐫 𝐂𝐚𝐥𝐞𝐧𝐝𝐚𝐫𝐬! Starting January 1, 2025, California employers must comply with the updated whistleblower protection requirements under Assembly Bill 2299 (AB 2299). This new legislation enhances protections for employees who report concerns, setting stricter compliance standards for employers. 𝐊𝐞𝐲 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐭𝐨 𝐊𝐧𝐨𝐰 ✅𝐒𝐭𝐚𝐧𝐝𝐚𝐫𝐝𝐢𝐳𝐞𝐝 𝐍𝐨𝐭𝐢𝐜𝐞𝐬 Employers must display a standardized notice developed by the California Labor Commissioner. It will outline employee whistleblower rights, protections, and include a whistleblower hotline number. It must be posted prominently in the workplace in a minimum font size of 14 points. ✅𝐄𝐱𝐩𝐚𝐧𝐝𝐞𝐝 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐎𝐛𝐥𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 Employers are now required to train employees on their rights as whistleblowers, how to report concerns, and protections against retaliation. Training should be incorporated into onboarding and ongoing staff education programs. ✅𝐏𝐨𝐥𝐢𝐜𝐲 𝐔𝐩𝐝𝐚𝐭𝐞𝐬 Organizations must review and revise internal policies to align with the new law. Policies should reflect expanded protections and clear procedures for reporting issues safely and confidentially. ✅𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐂𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐢𝐚𝐥𝐢𝐭𝐲 𝐌𝐞𝐚𝐬𝐮𝐫𝐞𝐬 Employers must take steps to ensure all whistleblower reports remain confidential, encouraging employees to report concerns without fear of retaliation. 𝐇𝐨𝐰 𝐖𝐞 𝐂𝐚𝐧 𝐇𝐞𝐥𝐩 At ViaVision Group, our 𝐚𝐧𝐨𝐧𝐲𝐦𝐨𝐮𝐬 𝐡𝐨𝐭𝐥𝐢𝐧𝐞 𝐬𝐞𝐫𝐯𝐢𝐜𝐞 is a key tool to help your organization comply with AB 2299. We provide a confidential, 24/7 reporting system that ensures employees can raise concerns without fear of retaliation. By offering a reliable reporting channel, we help you meet the new whistleblower protection standards, enhance your workplace transparency, and protect your organization from potential legal risks. Our hotline service supports compliance by: ✅ Offering a confidential, anonymous reporting system that aligns with AB 2299's confidentiality requirements. ✅ Ensuring that employees can report concerns safely and without fear of retaliation. ✅ Providing easy access to compliance resources and guidance, helping you manage the changes smoothly. 𝐍𝐞𝐞𝐝 𝐡𝐞𝐥𝐩 𝐧𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞𝐬𝐞 𝐜𝐡𝐚𝐧𝐠𝐞𝐬? Visit https://lnkd.in/gSRcbkPj to get started and learn how our service can help you maintain compliance and foster a culture of trust. 👉 ViaVision Group #Compliance #AB2299 #WorkplaceEthics #ViaVisionGroup #AnonymousHotline

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View my verified achievement from HRCI.

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Discover how to avoid the 5 most common mistakes California employers make with their Sick/PTO policies. California regulations can be confusing, leading many employers to implement non-compliant policies. Since new regulations took effect in January 2024, it's estimated that only half of California's employers have a compliant Sick/PTO policy. This means there's a high chance that your policy may not be compliant, potentially putting you at risk of fines or lawsuits. Luckily, there are simple adjustments you can make to bring your policies back into compliance. Join our free Sick/PTO Compliance Tips webinar hosted by employment attorney Chris Olmsted. Click to learn more: https://lnkd.in/gT_fzY9T P.S. This program is approved for HRCI and SHRM credit SelectHCM Michael Valenzano EARL WERNER Melissa Lockhart Chris Olmsted CAHIP San Diego San Diego SHRM (Society for Human Resource Management) SHRM Northern California Central California SHRM HRCI San Diego Employers Association SDHR Forum

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Discover how Trusaic’s R.O.S.A. innovation within PayParity maximizes budget efficiency and ensures authentic pay equity for organizations. Read the Latest full News - https://lnkd.in/d2TQ5HHx #HRTech #HRTechedge #PayEquity #WorkplaceEquity #CompensationStrategy #DiversityAndInclusion #DataScience #PayParity #RosaInnovation #Trusaic #EquitableCompensation

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