Kady Cooper

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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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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It can be difficult for company leaders to achieve appropriate executive compensation packages. When managed poorly, it can have detrimental effects on talent retention, motivation, and shareholder returns. So, what does it take to develop a good compensation system that's also aligned with your organization's strategic goals? -Understand each individual, considering their equity ownership, seniority, etc. -Research industry norms to remain competitive -Set performance metrics -Balance short-term and long-term incentives #ExecutiveCompensation #CompensationPackages #PerformanceManagement

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Crystal Clear HR Services: Your California HR Compliance Partner Crystal Clear HR & Business Services understands the importance of navigating complex HR regulations across California. We offer a comprehensive suite of HR solutions designed to empower companies throughout the state, ensuring compliance and peace of mind. Stay Compliant, Focus on Growth: Crystal Clear HR caters to businesses of all sizes, helping them navigate HR complexities and achieve compliance with state and federal regulations. Our services include: -HR Compliance: Crystal Clear HR stays up-to-date on California's ever-changing HR landscape, ensuring your policies and practices are compliant. -HR Consulting: Their experienced team can address any HR challenge, from employee relations to handbook development, keeping your business compliant. -Payroll Services: Eliminate payroll headaches with Crystal Clear HR's accurate and efficient services, guaranteeing your employees are paid on time and in accordance with all regulations. -Time & Attendance: Streamline timekeeping for your workforce while adhering to California's labor laws with Crystal Clear HR's user-friendly time and attendance solutions. -Benefits Administration: Offering a competitive benefits package can be a challenge. Crystal Clear HR can help businesses navigate the complexities of benefits administration, ensuring compliance with benefit-related regulations. -Crystal Clear HR & Business Services: Simplifying HR for California Businesses and Keeping You Compliant. Contact us at: (661) 748-0806 visit our website: https://lnkd.in/gtDFzkKx #california #CAHRCompliance #OfficeManagerLife #BusinessOwnerProblemsSolved #californiaentrepreneur#HRConsulting #payroll #TimeandAttendance #benefitstsAdministration #hrforsmallbusiness#californiabusiness

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Are you looking to strengthen your healthcare team? In today's fast-paced environment, hiring the right healthcare workers is more crucial than ever. What I've experienced with companies I work with, is that healthcare recruiting is still very competitive. Especially in the San Francisco Bay Area, many companies are offering competitive salaries, signing bonuses, and H1-B visa sponsorships. Join us on this journey as we explore smart strategies to attract top talent in the healthcare sector. From leveraging technology to enhancing candidate experience, here are some valuable insights that can transform your hiring process. Swipe through and discover how you can elevate your recruitment game! 🚀👩‍⚕️👨‍⚕️ #HealthcareHiring #TalentAcquisition #HRStrategies.

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Is AI changing how you work? I'm using it daily and learning more every day! "...there's a lot of work in change management and culture change...". HR plays a key role in leveraging new technologies and leading the organization through the culture changes. Trust and transparency are foundational principles for leaders and organizations ready to unlock AI’s potential. Listen to this episode of The Future Is... podcast to hear more from Nicole Dezen of @Microsoft on how leaders can think about approaching what's next in AI: https://hwll.co/u9w88j47 .

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Tired of outdated recruiting methods holding your business back? In today's competitive job market, attracting top talent requires a strategic and efficient approach. By leveraging technology, enhancing the candidate experience, and focusing on a changing labor market, Patrice & Associates can help you create a dynamic and effective process. Want to learn more? Read this latest article on modernizing full-cycle recruiting: https://lnkd.in/eRngafEW Reach out to us and we will help you with your recruiting process! #leadership #employeeengagement #hotelmanagement #employeeexperience

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Post 1: Is the CHRO the Sole Architect of Culture, or a critical Catalyst? 🤔 As we continue to navigate the complexities of modern work environments, one question lingers in my mind: Is the CHRO truly the sole architect of organizational culture, or is our role more about enabling and nurturing the culture that already exists within the fabric of the company? In today’s fast-paced world, where the nature of work is rapidly evolving, we're expected to be strategists, coaches, champions of diversity, and, above all, stewards of the organizational culture. But as I reflect on the myriad responsibilities we carry; I find myself pondering: Can one person—or even one department—truly shape and maintain a company’s culture on their own? 🌱 The Catalyst vs. The Creator Traditionally, the CHRO has been seen as the guardian of culture, but I believe our role is shifting from that of a sole creator to a catalyst. Yes, we set the tone at the top, advocate for the values that define our organizations, and implement policies that shape the employee experience. But culture is not a top-down construct. It’s the sum of every interaction, every decision, and every behavior exhibited across the organization. If we, see ourselves solely as the creators of culture, we risk falling into the trap of believing that culture can be mandated. In reality, culture is lived and breathed by every employee. Our job, then, is to provide the framework, the tools, and the environment where a positive, inclusive, and innovative culture can flourish organically. What are your thoughts on this? Do you see the CHRO as the sole architect of culture, or do you agree that our role is more about enabling and nurturing? 💬

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Great #leadership is not the answer for every mental health need, but it certainly plays a pivotal role. As we observe Mental Health Awareness Month here in the U.S., a common theme I see is how leaders feel unprepared to properly support their employees who are struggling with their mental health. – “What is the right thing to say?“ – “What shouldn’t I say?” – “What can I actually do?” At Thermo Fisher Scientific, we recently began introducing what we call Inclusive Leadership Behaviors with leaders across the company. While these behaviors are not designed to support mental health needs specifically, they help us foster an inclusive environment for all colleagues. Research shows when employees feel like they belong at their employer – when they feel included – they are more likely to be transparent about their health needs and seek help when needed. Further, when leaders speak on topics such as mental health and highlight available programs or resources, it effectively gives “permission” for employees to use programs they otherwise would have ignored. As leaders, we do not need to have the magic answer because one does not exist – but we do have the opportunity to lead more inclusively. At Thermo Fisher, that means: + Be humble – take a modest view of your own importance and perspectives, be self-aware and seek to understand how your behaviors impact others. + Be generous and kind – remain approachable to all colleagues, assume others are trying their best and give grace. + Be curious – never stop learning, be open minded, and comfortable stepping outside your comfort zone. + Be authentic and transparent – create an environment where colleagues feel safe to be themselves; be genuine and be sincere. Although a U.S. observance, the need to shine a light on mental health and continue to reduce the stigma remains on the global scale. How are you taking steps to improve awareness of this essential piece of our wellbeing? #mentalhealthawareness #inclusion #inclusiveleadership

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Ready to master HR practices tailored to California's unique labor laws? Our article explores the benefits of earning Train Me Today's HR Pro Credential. Gain specialized knowledge in wage and hour laws, anti-discrimination regulations, leave of absence policies, and more. Equip yourself with the skills needed to navigate California's complex HR landscape and excel in your career. Read the full article now to start your journey towards career advancement! https://lnkd.in/gb3QXG4s #trainmetoday #PHRca #SPHR #aPHR #PHR #California #HR #HumanResources #HRmanagement #HRdevelopment #HRleadership #HRstrategy #HRconsulting #HRservices #HRtraining #HRcertification #HRevents #HRcommunity #HRprofessionals

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Worthwhile to read and digest this Accountability Report for leaders and managers committed to #accountability and who are interested in solutions. Sadly, as Marc Effron signals there is not much positive and encouraging news here….#leadership #talent #performance #manageraccountability #peopleandculture

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Why is leave management important to California employers? -- Leave management is a critical aspect of human resources in California, ensuring that organizations comply with state laws, support employee well-being, maintain productivity, and mitigate risks. Implementing effective leave management systems and policies helps create a supportive and compliant workplace. Leave management is crucial for businesses in California due to the state's comprehensive and employee-friendly labor laws. Effective leave management ensures compliance with these regulations, promotes employee well-being, and maintains organizational productivity. 

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In a post-pandemic world, businesses face the dual challenge of managing rising labor costs and meeting shifting employee expectations. One solution gaining traction is fractional leadership, which offers experienced executives on a flexible, part-time basis. This model isn't new, but its relevance has skyrocketed in today's dynamic market. Key takeaways from this insightful article: Fractional leadership provides strategic insights and budget flexibility. It transforms leadership into a variable cost, aligning with actual needs. Beyond cost savings, it reduces turnover and adds executive-level flexibility. For example, a fractional CHRO can help streamline HR functions, enhance employee engagement, and ensure compliance, allowing CEOs to focus on company goals. Is your organization ready to embrace fractional leadership to navigate rising labor costs and drive strategic growth? Dive into the article to learn more about this innovative leadership model and how it can benefit your business. Feel free to contact me with questions! #Leadership #HR #FractionalLeadership #TalentManagement #BusinessGrowth

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#HRProfessionals — did you see the recent unanimous US Supreme Court ruling that makes it easier for workers to sue for discrimination if forced to transfer jobs within an organization? A few key takeaways from this decision: 1️⃣ HR must carefully scrutinize all job transfers, ensuring job transfer decisions are well-documented and non-discriminatory. 2️⃣ HR leaders will need to be more involved in everyday personnel decisions to prevent potential liabilities. 3️⃣ Clear, thorough documentation of the reasons behind job changes is essential to defend against discrimination claims. Learn more about this ruling here: https://yhoo.it/3xG4xl9 At Berger HR Solutions, we help our clients create safe, fair, and transparent workplaces. If you have questions about how to navigate this new change, please reach out to our team! https://bit.ly/3Hlx93x #HRUpdate #SupremeCourtRuling #EmployeeRights #WorkplaceDiscrimination

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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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Why Refusing to Hire the Unemployed is Bad for Business and Talent Acquisition. Learn more: https://rpb.li/Y5fxC #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #talentacquisition

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With regulations continually evolving, especially in California and other states known for strict labor laws, staying compliant can feel like moving through a maze. If keeping up with HR changes feels overwhelming or you're confused about how new laws apply to your business, it's time to engage an HR expert. But how do you know when you've hit that point? Here are some of the signals it's time to call in the experts: • Classification: do you have workers classified as independent contractors? This can have substantial legal and financial repercussions. Stay proactive and ask an expert! • Cultural Impact: are HR decisions inadvertently eroding trust, undermining morale, or leading to disengagement on your team? Be proactive and reassess your approach with the help of HR professionals. • Administrative Overload: if errors are becoming more frequent, it's a clear indicator that professional assistance is needed. With a proactive and culture-first approach, you can streamline HR processes, making them more efficient and aligned with your organizational goals. Book a call https://bit.ly/3Y0mqEb see if we can lighten the HR load! #CultureFirst #ContinuousImprovement #Empowerment

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Saw an interesting story from SHRM regarding 2024 salary increases (see link below). Industry experts were expecting 4%+ increases but according to the SHRM article, they're coming in lower in the first half of 2024:  2024 Salary Increases Lower Than Projected (shrm.org)

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Beware of the dangers of commoditizing your recruiting agencies. This can result in: → No shared direction or strategy, so recruiters aren’t aware of the best ways to add value → Misaligned incentives between the party engaging the vendors (HR) and the hiring manager who’s feeling the pain of a lagging hiring process → Squeezing margins and pitting vendors against each other leads to a commoditized, non-strategic engagement → No clear outcomes means no clear measure of success—which means you can’t optimize your recruiting strategy Read more here: https://lnkd.in/gmmNwhPQ

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