Jill Saverine

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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It's survey season!! Are you looking to update your domestic or international assignment policies? Mercer has got you covered. Participation is open now for our North America Domestic Assignment Policies & Practices survey AND our Flexible Mobility Policies survey. Is your flexibility working for you? Find out what other organizations are doing. https://lnkd.in/gU_Rse4y https://lnkd.in/gFyvdfWc #domesticassginments #mobility #benchmarking #flexibility #internationalassignments

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Looking for essential information to help you navigate the turbulent waters of employee compensation? Start here: https://buff.ly/3wXyEhP for articles, case studies, podcasts, videos, and more! #CompensationResources #EmployeeCompensation

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It's great to see SHRM embrace Workplace Civility. They have launched 1Million Civil Conversations to encourage civil conversations at work. SHRM states, "Together, we can encourage inclusivity, bridge divides, and build understanding, one conversation at a time." If you are a SHRM member, check out the tools and resources they have on their website including "Cards Against Incivility" and some great research. #CivilityatWork #workplacecivility #employeerelationsconsulting #employmentlaw #hr #employeerelations

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For those of you wondering “What is the hub-bub about SHRM?” Listen to these thought leaders on the history and current events surrounding why SHRM is not the place for HR.

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We recently polled nearly 600 compensation professionals about how they handle red-circled employees. Nearly 2/3rds stated that the provide lump sums. In our most recent article, we summarize the various approaches that can be taken and include the pros and cons of each based on discussions here and in other professional forums. https://lnkd.in/garJUJG6

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Navigating the delicate balance between upholding civility and respecting employee rights is crucial for employers facing derogatory remarks on social media. SHRM provides great insight here: https://lnkd.in/e3dXhsJs

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SHRM announced that they will be adopting the acronym 'I&D,' instead of 'IE&D.'" Their statement: "This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society... By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization." What does this move mean for #DEI Programs? Is it a slow dismantling of the entirety of DEI work? Where does "#equity" go? Join the conversation on the #WayForward for #DEI Work - Let us ideate together, share our own experiences and best practices and learn from each other. #CultureFirst #GlobalChapter #DEI #Equity #ActionNow

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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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PUBLIC SERVICE ANNOUNCEMENT This article from #nyt emphasizes the importance of due diligence when considering investing in a coaching program or any professional development. If you would like insights from a professional coach with over 20 years of experience on the key questions to ask and the essential research to conduct before committing to professional development, feel free to message me or share your thoughts in the comments. Let's work together to RAISE THE BAR OF PROFESSIONAL COACHING. #TWEC #thewellequippedcoach #professionaldevelopment #leadership #coaching #icf

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Does Outplacement Contribute to Ongoing Career Success? We interviewed a sample of our executive alumni. The answer: a resounding “Yes”! The executive alumni interviews provided further insight regarding the outplacement experience. Some of their comments focused on... • the quality of relationships developed at CPI (with staff members and other candidates) • the value of the weekly Executive Forum for training, networking, and support • appreciation for the opportunity to gather perspectives from multiple CPI team members, each with different types of expertise • expressing their intent to take advantage of both CPI alumni and career development services in the future. Discover the FOUR benefits these alumni shared in our research by reading the whole article. You’ll find the link in the first comment below. https://buff.ly/4a3LEWx #OutplacementWorks #OutplacementService #CareerTransitionService

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Have you heard of the SHRM Civility Index? The Civility Index score is currently sitting at 45.6—which means that incivility is on the rise in the workplace. 😳 Let’s check out the stats…📊 202 million acts of incivility happen daily, leading to over $2 billion in lost productivity every single day. The impacts? Burnout, stress, and disengaged employees. 😔 💬 62% of U.S. workers say their managers ignore acts of incivility. 💼 66% believe their managers care more about business objectives than how people are treated. It’s time to break the cycle of incivility! Think about this, if you’ve experienced it, you’re more likely to spread it. 😱 Let’s stop the spiral and lead with empathy, respect, and kindness! What’s fueling the fire? 🔥 Disagreements over social issues, political views, generational gaps, and more. But we have the power to change the conversation—starting in our workplaces! 💪🏾 As leaders, it’s our responsibility to create spaces where respect, collaboration, and trust thrive. We’ve got to be intentional about the way we work together, we’ve got to be better at it! Join us Tuesday, Sept 10th from 7:30 am - 11:30 am at the IndySHRM’s IDE Conference. I’ll be moderating the 9 am panel discussion where we’ll talk about “How We Work Better Together”. Check out the panel speakers below! How are YOU contributing to a more civil workplace? 👂🏾Share your thoughts below and don’t forget to register today! https://lnkd.in/gGtPs4ct #IndySHRM #SHRM #HowWeWorkBetterTogether #CivilityMatters #WorkplaceCulture #Leadership #EmpathyInAction #SHRMCivilityIndex #TheBSCheckin Jasmine Park Alona Bahler,SHRM-SCP,SPHR Keisha Underwood, SHRM-CP Gerald Bush, SHRM-SCP, ICF-PCC (HE.HIM.HIS) Marcie Anderson Patrick McKenna, SHRM-CP Parveen Tai SHRM-SCP, MBA Melanie Hull, SHRM-SCP, PHR Peggy Hogan, SHRM-SCP, CPCC Jordan Kinsler Jeannie Ambler, SHRM-SCP, PHR Geoff McCuen, SHRM-SCP, SPHR, FPC Lydia Clark

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Small business owners, keep your employee handbook clear and concise! Avoid common pitfalls like making it too state-specific, keeping it inconsistent or overcomplicated, ensuring accuracy, and always getting employee signatures. Check out our blog for expert advice: (https://lnkd.in/gBKwczXu) #EmployeeHandbook #SmallBizTips

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Great article with many practical reasons for engaging in pay transparency… the least of which is Simple regulatory compliance. Transparency with a solid compensation philosophy and competitive pay structure brings greater employee retention when linked with well-understood development and career planning. #paytransparency #goodgovernance #solidreputation #careerdevelopment

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Some of my thoughts on SHRM’s recent deprioritization of the equal footing of equity and inclusion.

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Unpack the complex landscape of Employment Practices Liability and DEI in our exclusive webinar. Learn how to navigate these crucial aspects in your organization. Watch the replay now! #EPLI #DEIWebinar #HRProfessionals https://bit.ly/3Win3cY

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Make Compensation Decisions with Clear Guiding Principles In a recent meeting with a client’s executive leadership team, I facilitated a discussion about Compensation Guiding Principles. A principle is a kind of rule, belief, or idea that guides you. They are basic truths that help you with your life and decisions. And in the case of compensation decisions, there is often tension and a balancing of priorities that needs to happen to arrive at an outcome you can communicate with transparency and that builds trust. It’s a good idea as an employer to write your own guiding principles so you have a compass to reference if you find yourself debating what action to take and how best to communicate the decision and why behind it. Compensation Guiding Principles: 1.     Alignment to Business Strategy & Goals: Influences compensation philosophy  2.     Affordable: Impacts budget for annual increases and market/equity adjustments  3.     Competitive: Percentile of the external market targeted – typically 50th  4.     Equitable & Fair: Consistent use of standard pay decision making processes  5.     Transparent: How openly you communicate to employees  6.     Determining the value of the JOB is based on the external market and what is competitive given the pay practices of other employers balanced with internal equity.  7.     Determining where to pay the EMPLOYEE in the range assigned to the job is typically based on factors like performance, tenure, work location, education, and/or experience. Is there something on your list of principles that you would add to this list? https://lnkd.in/ggPTsf5W #compensation #rewards #hr #humanresources #payequity #paytransparency #fairpay

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