Stephanie Argentine

Disruption in the PEO Market I wrote this article for BenefitsNews.com about how HR is tricking down market. More and more smaller companies are looking to uplevel their HR practices with a fungible HR model. These companies can't afford a full-time HR person but want a more progressive approach. As a result, they are using us to do this work. Also, we are helping companies realize that they don't need to pay a million dollars a year for a PEO to support them. With our innovative benefits strategies and HR support model, we have disrupted the PEO model. I hope you enjoy the article. #hr #fractionalhr #ai

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What is compensation benchmarking and why is it important? 🔎 Compensation benchmarking is the practice of analyzing where your company's pay sits compared to the industry, encompassing salary, incentives, and benefits. 🌍 Compare against industry, geographic regions, and years of experience. Why is compensation benchmarking important? 🏅 Position yourself as an employer of choice with competitive compensation or explore non-monetary attractants like flexible work hours or company perks. Can you offer a 37.5 hour work week instead of 40 hours? 🏅 Retain talent by communicating salary findings and the company's compensation philosophy using benchmarking data. 🏅 Improve budget management and ensure compliance with regulatory guidelines on fair pay. Check out our August blog for more insights on #compensationbenchmarking #fairpay #compensation.

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Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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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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The Leading Advantage: The Benefits of Coaching in Succession Planning Bill Harmon, a CPI partner, joins us on the launch of The Leading Advantage to discuss a succession planning-based coaching engagement for a 3rd generation family business. This unique case study highlights the benefits of long-term engagement and how a trusted coach can help a strong individual contributor transition into a leader within the organization. Listen time: 25 MIN Podcast https://buff.ly/4b8R7wC #successionplanning #executivecoaching #leadershipdevelopment

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An employee requests five days of FMLA leave for routine medical follow-up care with their family physician. Does the HR Manager have the right to deny this request? Share your answer and insights below. We’ll reveal the correct answer and discuss its implications tomorrow at 3 PM EST. #HRCompliance #FMLA #HRPractice #DistinctiveHR

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Adding a new state can stress out your Payroll and HR Teams more than most companies might be aware of. Often individual counties within each state have their own PTO/Sick Pay Rates and in the case of some places such as New York, there are even different rates for each borough. Add on top of that different minimum wage rates and laws around Insurance for each state. It is very important that as companies expand, they let the back office teams know as soon as possible about the possible expansion so that they can prepare, and if necessary research the new states laws to remain compliant. Payroll and HR Teams should also remember to let their Payroll/HRIS Provider know as well, as they likely have resources setup to help with this process already. #payroll #hris #expansion

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The correct answer is D - Sibling. The U.S. federal FMLA covers parents, spouses, and children, but not siblings. Knowing these details helps ensure proper HR compliance and support for employees. Thank you for participating! Let’s continue to explore important HR topics together. #HRCompliance #FMLA #HRPractice #DistinctiveHR

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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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📢 Exciting News! 📢 We’ve just published a new blog post on our website titled "Minimizing HR Risks: PEOs' Proactive Approach to Compliance and Legal Issues." 📚 In today’s ever-evolving business landscape, managing human resources and staying compliant with legal regulations can seem like a daunting task. From payroll processing to HR policy adherence, organizations often face significant challenges in navigating HR compliance complexities. 😫 To help businesses overcome these hurdles, many turn to Professional Employer Organizations (PEOs) for their specialized expertise in mitigating HR risks and ensuring compliance. 🤝 PEOs take a proactive approach to managing HR, providing comprehensive solutions tailored to meet your unique needs. This blog post explores how PEOs can help your organization minimize HR risks and stay ahead of compliance requirements. 💼 To learn more about this proactive approach to HR compliance, click on the link below and give our latest blog post a read! 📖👇 https://lnkd.in/dFv2gB_4 Remember, knowledge is power, so let's empower ourselves with the right strategies to navigate HR risks and compliance hurdles! 💪🤓 #PEOs #HRCompliance #HRManagement #BusinessSolutions #WorkplaceCompliance #ProactiveApproach #BlogPost #ProfessionalDevelopment

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A general recommendation from our HR experts at Compass Workforce Solutions is to perform a comprehensive HR audit annually. This yearly cadence allows employers to address any changes in legal requirements and adapt to shifts in organizational structure or strategy. If you are ready for an HR Risk Assessment, find out more about how we can help you here: https://lnkd.in/eRJikK45 #riskassessment #hr #humanresources #humanresourcesmanager #riskmanagement #humanresourcescoordinator #hrpro #hrprofessional #hrcoordinator #hraudit #companyaudit

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I'm putting out the bat signal to my TA/HR connections 🦇 What does TA / HR look like in 2035?    It’s a question we have been kicking around with the House of Visionaries community. Now 80+ strong following our London launch event earlier this year.    We are co-creating a future-focused report covering a brief look at today, the megatrends that will shape our future, and the practical steps needed to elevate our functions. The report aims to empower TA and People leaders with practical steps, and some thought on overcoming potential challenges on the horizon, helping you influence and plan for the future.    By contributing to this survey you'll get first dibs on the findings and insights from the UKs most influential leaders.    Complete this anonymous 5-minute survey and write “FUTURE” in the comments if you want a copy of the report 😉 Gita Selli - Cellei Ben Rutter Christina (Smith) Harris Robert Hussey Shaun Robinson Oli Urpi Lucy Pidgeon Oliver Davies Calum Kirkcaldy Craig Travers Ozzie Clarke-Binns   https://lnkd.in/erqv23fw

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Employers, are your overtime exemption practices up to par? The Supreme Court is about to decide how much proof you need to defend your employee classifications. This could mean big changes for your business. #WageCompliance #SCOTUS #HRStrategy #FLSA #OvertimeRules

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Most experienced board directors are well versed in CEO succession. So why do so many boards encounter challenges with it? See what directors think about this in our latest pulse survey: https://lnkd.in/ezrRA9s6 #successionplanning #boardofdirectors #ceo

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In a recent article on HR Leader, it was argued that the "right to disconnect" from work needs to be addressed through cultural change rather than legislative enforcement. The article highlights that while laws can set boundaries, they cannot cultivate a healthy work-life balance on their own. Instead, fostering a culture that respects employees' personal time requires a proactive approach from employers​. For businesses, particularly in HR and Talent Acquisition teams, this means implementing policies that encourage employees to disconnect after work hours, such as clear communication protocols and respecting time-off requests. It's also crucial to lead by example, with management demonstrating these values in their behavior. Personally, I know how easy it is to always be online, it's something I've always struggled with. However, I do believe we also need to become more accountable to ourselves in allowing more downtime. By prioritising this, not only do we improve our own well-being, but we also set a positive example for our teams. The benefits of truly disconnecting through extensive research are substantial. Employees who can unplug after work hours are more likely to experience reduced stress, increased productivity, and improved mental health. This approach also fosters a more engaged and loyal workforce, which can lead to higher retention rates and a stronger company culture​. At Lotus People, we've seen firsthand how a human-first approach not only improves job satisfaction but also enhances productivity and retention​​​​. By focusing on cultural change and embedding the right to disconnect into our company values, we can build healthier, more sustainable workplaces. Check out the article 👇 #righttodisconnect #worklifebalance #employeewellbeing

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TRUE STORY: When I first stepped into the world of HR, the massive amount of regulations left me feeling super overwhelmed. From the Fair Labor Standards Act (FLSA) to state-specific mandates, the stakes are high, and non-compliance can lead to serious repercussions for both employers and employees. 😟 (You can download our FREE FLSA Checklist here: https://lnkd.in/g8sVRX_7) Here’s how I have helped my clients ensure compliance and protect their organizations: Stay Informed: ✅ Regular Updates: Subscribe to updates from the Department of Labor (DOL) and state labor departments. ✅ Professional Networks: Join HR associations like SHRM (Society for Human Resource Management) to stay connected with others in the industry and access the latest compliance information. Develop Clear Policies: ✅ Comprehensive Handbook: Create an employee handbook that includes all current labor laws and regulations. Make sure it’s updated annually. ✅ Accessibility: Write policies in clear, easy-to-understand language and make them accessible to all employees. Regular Audits: ✅ Internal Reviews: Regularly audit your HR practices and records to ensure compliance. Review wage and hour practices, employee classifications, and leave policies. ✅ Corrective Action: Identify and fix any compliance issues proactively to avoid legal headaches. Training and Education: ✅ Continuous Learning: Invest in ongoing training for your HR team and managers. Use webinars, workshops, and certifications focused on labor laws. ✅ Practical Scenarios: Use real-life case studies and scenarios to help your team understand how to apply laws in everyday situations. Seek Expertise: ✅ Legal Consultation: When in doubt, seek help from employment law attorneys or specialized HR consultants. Their expertise can provide clarity and help you navigate complex situations. 🌟 Why Join The HR Community?🌟 Staying compliant is a must for effective HR management. Compliance isn’t just about following the law; it’s about protecting our company and our team, ensuring a safe and respectful workplace for everyone. https://thehrcommunity.co/ In The HR Community, we offer our support to help you understand labor law compliance and improve your HR practice: ✅ Expert-led Training Sessions: Stay updated with the latest labor law changes and best practices through our expert-led training sessions. ✅ Safe Space for Questions: Ask questions and share experiences in a judgment-free space, gaining insights from those who have been in your position.  ✅ Comprehensive Resource Library: Access a growing library of resources that will make your day-to-day work in HR easier. What strategies have you found work best for labor law compliance? Share your thoughts in the comments below! 🌟🌟Join The HR Community today and empower yourself with the knowledge, support, and resources you need to excel in your HR career faster! 🌟🌟 Join Now: https://lnkd.in/gYNG4dQU

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