Ryan Lillis, MS, SPHR, SHRM-SCP

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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Is your organization in transition? Whether you're facing a leadership gap or need strategic HR guidance during a critical time, The Fractional CHRO provides interim CHRO and executive HR services to keep your business on track. Watch our latest video to see how we drive organizational success with expert leadership and tailored HR strategies. Transform your HR, transform your business. #HRLeadership #InterimCHRO #ExecutiveHR #BusinessGrowth #Leadership #StrategicHR #FractionalCHRO #BusinessTransform

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Attention All Maryland Employers and Job Seekers: Did you know that Pay Transparency will be required for job postings starting October 1, 2024? Tag an employer or HR pro in the MD area so they don't miss this important information! Here are a few FAQs you need to know: 1. Who does this law impact? This law changes impacts all Maryland-based employers AND recruiters who hire on behalf of Maryland-based businesses. 2. What do you mean by transparency? Employers have to post the salary range on a job ad, employers *are* obligated to share the salary range with job seekers when asked. 3. Great, so we only have to share the salary range... what about other perks? Good question! You also have to share information about perks and benefits that are offered in this role. 4. Does this apply to internal job postings as well? You bet! All job postings require you to post this information whether you are hiring externally or internally. 5. Uh oh, we don't have pay ranges... (or I'm afraid to let staff know what other people in the organization make)... what should I do? Don't worry, the team at Jumpstart HR | Small Business and Start-Up HR Outsourcing and Managed HR Services can create pay scales, compensation surveys, and even messaging to share with your staff about pay equity! Sign up for our HR Answers package as a quick way to get all answers you need: https://lnkd.in/ewQPb5iy #humanresources #laborlaw #Maryland #paytransparency

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While I was unable to attend the SHRM conference this year, Johnny C. Taylor, Jr., President and CEO of SHRM, message resonated with me:   “From Artificial Intelligence (AI) to incivility to the complete transformation of work … there’s a lot to address if we want to enhance our workplaces.”   When I think about incivility in the workplace, I can’t help but think it’s because we are not consistently seeking the best of the workforce. When discussing cultural fit, should we look for a history of volunteerism or service? A reputation for relationship building? It stands to reason that those candidates are more likely to have emotional intelligence and empathy and practice respect and dignity for all. We should consistently encourage staff to be their best selves (and emulate the behavior) in interactions with colleagues. Another notion I’m pondering is, whether there is outreach to veterans who have been taught values and team building. As a veteran, I can say that the military provides the most comprehensive leadership training I have ever received. We were taught the fundamentals of a cohesive unit: respect and following established policies and procedures. In your workplace, is bad behavior tolerated? Does your organization have examples of’ walking the talk’? A code of conduct is not just a document to sign! In my opinion, the older worker is another underutilized workforce sector. This group is not only subject matter experts; they also understand the rules of civility. Good or bad, the baby boomers were taught to support management decisions and respect hierarchy. There are jewels in every demographic that employers should seek out to support an organization of well-being. If staff is not civil, what is the organization’s responsibility? At a minimum, we should have anti-harassment and no-tolerance-for-violence policies. Employers should also bring attention to EAP programs, deliver focused training, and quickly resolve issues. This is the juncture to review hiring practices, workplace etiquette, team building, and succession planning. Now is the time to employ bold hiring and retention practices and find common ground for all employees. For a free chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website at www.pinnacle-ta.com and click on the inquiry tab.   #workplacetrends #civility #employee support #workplaceculture  

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SHRM24 Conference in one word: Phenomenal! Key lessons reinforced: we are stronger than we know; feel the fear and do it anyway; trust your intuition; AI + HI = ROI; and finally, we are not alone—same HR challenges, different area codes.

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📘 Employee handbooks are like roadmaps for success in the workplace! 🌟 They set clear expectations, define company policies, and ensure consistency across your organization. At Blue Dream HR, we work closely with business owners to tailor handbooks to reflect their core values, leadership style, and mission. By crafting personalized handbooks, we empower employees with essential information and help protect businesses from legal risks. Invest in clarity, consistency, and compliance with a well-crafted employee handbook – a key tool for a harmonious and productive work environment #EmployeeHandbook #TailoredToYou #HRBestPractices"

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Listen to the #LifeLeadershipLane podcast to hear more.

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Ready to prove yourself? The SHRM-CP and SHRM-SCP certifications measure the ability of an HR person to apply what they learned in the classroom in the office. See what we mean: https://shrm.co/xu31v4

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Attention #HR Professionals! Do you feel like it's time for the employment lawyers to buy us a drink? 🍷 And maybe dessert, too? 🍰 If so, come join the NJ-RC SHRM crew on 6/20 at Houlihans in Ramsey, NJ for our 2024 Legal Update sponsored by our amazing friends at Jackson Lewis P.C. ! Hot topics include: Updated #EEOC guidance on #workplace #harassment Muldrow v. St. Louis Supreme Court Decision on #TitleVII Protections Final Regulations for #PregnantWorkersFairnessAct Wage and Hour Update #FLSA #AI #ArtificialIntelligence in the Workplace #Disability / Leave Update #FTC Rule Banning #NonCompete Restrictions (you know I love this one!) Registration is open on our website! Not a member? You can join online, too! #hrprofessionals #hrleaders #hrexecutives #employmentlaw #legalupdate #aiintheworkplace #lawyersbuydrinks

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🚀 New Episode Alert! 🚀 People in Transition features a must-listen conversation with Al Lichtenstein, HR Consultant and Career Coach, founder and principal of HR RESULTS, LLC. If you're navigating a career shift, this episode is packed with actionable strategies to elevate your job search! 🎯 With decades of senior HR and career coaching experience, Alan breaks down practical advice for job seekers and small business owners alike. In this episode, we cover: ✨ Clarifying career goals: Use assessments to pinpoint your skills and ideal roles. ✨ Crafting an impactful resume: Shift from listing duties to showcasing real achievements. ✨ Combatting ageism: Learn why it’s critical to focus on recent experience. ✨ Networking that works: Alan explains why networking beats endless resume submissions. ✨ Writing effective outreach emails: Tips on subject lines that get attention. ✨ Staying positive: Maintain motivation throughout the ups and downs. 🎧 Listen now and arm yourself with a more strategic job-search approach. Don’t forget to share, leave questions, and drop comments! Whether you're making a transition or supporting someone who is, this episode is a goldmine. #JobSearch #CareerTransition #Networking #ResumeTips #CareerGrowth https://lnkd.in/gat7FUw7

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Here are some inexpensive HRCI and SHRM credits available for those who still need #SPHR - both business and ethics credit. The course starts tomorrow for 4 weeks at $69.00. Check it out here: https://lnkd.in/ejUDC38x

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LinkedIn Updates You Need To Know See more here: https://rpb.li/yXaACr #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #linkedin

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Mastering the fundamentals in talent acquisition is key. In an insightful conversation with Terri Lawless of Stop & Shop, we dive into the essence of effective TA. Terri highlights the importance of sticking to basics, despite the allure of new technologies and changing landscapes. She shares her strategy for managing requisitions, understanding candidate pools and ensuring a stellar candidate experience. Listen to the full episode, linked in the comments below. #Talent #Recruiters #Recruiting #HRTech

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🔹 Critical message for hiring managers Try not to put all eggs in one basket. Having more options will speed up the hiring practice. Here's how. HRPA - Human Resources Professionals Association HRPA Central West Chapter HRPA Central East Chapter HRPA Northeast Chapter HRPA Windsor The Staffing Alternative HR Professional Magazine LinkedIn

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💼 Enhance Your Workforce with CAG PeoplePulse 💼 Having difficulty adapting to change? Allow our Change Management experts to assist you in navigating transitions effectively, transforming uncertainty into opportunity for your team. In need of a strategic vision? Our customized Strategic HR Planning services align your human resources with your business objectives, maximizing the impact on your organization. Struggling to manage the influx of resumes? Our screening experts carefully evaluate candidates to identify top talent and streamline the hiring process for you. Experiencing challenges with growth? Our Organizational Development specialists can help optimize your structure and culture for long-term success, unlocking your full potential. CAG PeoplePulse is dedicated to turning obstacles into achievements. Drop us a line at [email protected] or +254748276227 and let us work together to shape a successful future for your organization. #HRconsulting #changemanagement #strategicplanning #screening #organizationaldevelopment

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According to the Society for Human Resource Management, the average cost to hire an employee is $4,129 and it takes about 42 days to fill a position. The true cost of turnover goes beyond dollars. It’s the lost productivity, the disruption to team dynamics, and the time it takes for a new hire to hit their stride. What if you could minimize this cycle and keep your team strong? Discover strategies for maximizing retention and productivity: https://lnkd.in/gRC-YDST #Activate180 #Productivity #Retention #HighPerformanceCoaching

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