Nakisha Hicks, MBA, PHR

Gainesville HR professionals, have you put the NCF SHRM Annual Conference on your calendar yet? I am looking forward to emceeing as well as presenting. Save the date - September 12th! #HR #speaker #HRTrends

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We feel it is necessary to address SHRM's recent policy change to remove equity as a prominent category in the DEI initiative. I have been involved with SHRM at the national, state, or local level for many years, and I am currently a proud chapter leader with the NJ-RC SHRM. I have been concerned with National SHRM's direction for several years and remain so, especially with their most recent announcement. Equity plays a crucial role in ensuring that all individuals have fair access to opportunities and resources. By removing it from the forefront of the DEI framework, the HR Support Services Division with Industrial U.I. Services is concerned that the focus on creating truly inclusive and equitable workplaces may be diminished. Equity is not just an abstract principle but a tangible goal that requires deliberate and continued effort. What are your thoughts? Let’s continue to have an open and respectful dialogue.

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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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The most polarizing presidential election in U.S. history is over. But is the tension behind us? We still have A LOT of work to do if we want to create civil and respectful workplace cultures. That’s exactly what Bob and I discussed on this episode of The Work Wire. In case you missed it, the link’s below! #SHRM #HR #HumanResources #Election #Civility #WorkplaceCulture

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Joining Association for Talent Development (ATD)/ATD South Carolina and SHRM will be my new "probessions" (Professional Obsessions) for this new fiscal year. I am dedicated to networking and improving my competencies in the field of Human Resources by collaborating with these groups. What are some other Human Resources/Organizational Development/Talent Development organizations you recommend with a great ROI? #networking #humanresources #lifelonglearner

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Is your organization considering the impacts of the U.S. Department of Labor (DOL) recent final rule revising guidance on which workers are considered independent contractors under the Fair Labor Standards Act (FLSA)? This new ruling, effective as of January 10, 2024, is set to have a significant impact on how nonprofits navigate labor regulations. Nonprofits now have clearer guidelines on distinguishing between employees and independent contractors, which can help them avoid potential compliance issues down the line. Need help sorting it all out? We understand the complexities nonprofits face when it comes to HR and compliance matters. Check out this recent article written by my colleague, Stuart Wales, and let’s connect if your organization needs support. https://lnkd.in/eY6w8Vyv

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Compliance goes beyond making sure that your company adheres to all rules and regulations; compliance is foundational to shaping your organization's culture. Join me in exploring the connection between compliance and culture. Thank you to Human Resources Today and Circa for inviting me to speak. Click on the link below to register today. #jdatsg #hrtoday #circa #hrcompliance

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This week on The JoyPowered Workspace Podcast, Susan White, SHRM - SCP and I talk to MeChelle Callen, SPHR, SHRM-SCP Keynote Speaker, Facilitator, Consultant about how to recognize toxicity at work and what to do about it.   Listen to hear about topics like:   💡 Subtle signs that a workplace might be toxic 💡 How to maintain your sense of self-worth in a toxic workplace 💡 How leaders can create cultures that foster belonging #Podcast #ToxicWorkplace #JoyPowered #SelfWorth https://lnkd.in/gGW-jhnW

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Happy Monday (Part 1)! 👉 Nope...we don't need DEIB any longer. 👉 Unconscious Bias training is unnecessary, over-rated, and divisive. 👉 Microaggressions training teaches you that you can't say anything to anyone anymore because everyone is too sensitive. 👉 Allyship training is just liberal advocacy in the workplace and forces people to alter/question their belief systems so they can be forced to indoctrinate against their will. 👉 Racism doesn't exist in America...after all, we've had a Black president. 👉 I don't see color! And yet...here we are "post-2020 Summer Social Awakening" STILL addressing the same discriminatory and racist behaviors in the workplace. Please make it make sense...and continue to grab them by the wallet!! #tanaspeaks #inclusion #equity #organizationaldevelopment #belonging #culture #humanresources #multigenerational #diversity #allyship #consultant

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What can you control? Your elections to open enrollment! This time of year, many companies have open enrollment options. Take time to review the options available to you ,so you can make informed decisions to best support you and your loved ones. One benefit that I make use of is our employee assistance program.  Employee assistant programs (EAP) are designed to help employees manage personal and work-related issues. In addition to confidential support for a variety of issues including counseling, stress, anxiety, family and financial concerns, they offer professional assistance. I recently used EAP to help plan a trip to New York! This season review what benefits your company has and what you are currently using. Company Benefits (if offered) are part of your compensation package. Take time to review yours today. #openenrollement #benefits #CPCO #inclusion #HR

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Listen to the #LifeLeadershipLane podcast to hear more.

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Are you ready to take your career to new heights? Our "Navigating Crossroads: A Black Woman’s Guide to Career Transitions and Leadership" toolkit is here to guide you every step of the way. Packed with inspiring stories, practical advice, and actionable strategies, this toolkit will help you: - Build confidence and overcome self-doubt - Navigate career transitions with ease - Break barriers and achieve your leadership goals Download your copy today and start your journey to success. https://lnkd.in/eJiijpnS Don’t forget to leave us a review and let us know how the toolkit has helped you! #BlackHistoryMonth #WomenInLeadership #CareerDevelopment #ReclaimYourNarrative #LeadershipGoals #CareerTransitions #CareerNavigation #CareerSuccess #FemaleInspiration #BlackWomenInBusiness #BlackWomenEmpowerment

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Are your exempt employees ready for the 2025 FLSA salary threshold increase? This change could hit more than just your payroll—it may impact team morale, especially if you need to reclassify salaried employees as hourly. Your approach to this transition matters more than ever. Learn how to prioritize salary adjustments, manage reclassifications, and avoid the pitfalls of employee disengagement. Prepare your business for the long-term effects of these changes! 👉 Watch the full episode now: https://zurl.co/lCl8 #FLSAUpdate #SalaryThreshold2025 #HRStrategy #EmployeeRetention #FLSA2025 #OvertimeRules #HRCompliance #PeopleProcesses #fypシ

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Ensuring your organization has a strong pipeline of talent tomorrow means you need to invest in people today. This CUSTOM CREATED experience is one-of-a-kind. It layers 1:1 executive coaching, group coaching and interactive group learning sessions. This approach ensures that insights are not only gained, but incorporated into real-life practices and habits. Please listen to this quick interview to understand more about this very unique opportunity that is kicking off soon!

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We're having a great day at #SHRM sharing #HR insights, networking and hearing what HR goals are top of mind. Succession planning, leadership development and competencies are key priorities. Stay tuned to hear more about what we're discovering. #SHRM #HR #SuccessionPlanning #LeadershipDevelopment #Competencies

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On April 25, 2024, Maryland enacted the Wage Range Transparency Act (WRTA), which expands pay transparency requirements for employers under the state’s Equal Pay for Equal Work Act (EPEWA). The new law impacts all Maryland employers, regardless of size, and will become effective Oct. 1, 2024. #imhr #imhrhelp #yourhrbusinesspartner #paytransparency #jobdescriptions #salarybenchmarking #Marylandlaw

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☀️Retention is not just a strategy; it’s a necessity for growth. Our team provide you with the tools and expertise to overcome HR challenges #asure

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Fair Labor Standards Act Reminder: The #FLSA salary threshold changes that first went into effect in July will rise once again on January 1st, 2025. Not sure if this will affect you and your workforce, but it’s worth a look just in case. Here are the details to it: https://lnkd.in/eqw8am6v

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