✅ Tamara Joiner

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

9

1 Comment

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

7

2 Comments

Studies show voluntary turnover increases notably following a downsizing, but can be incredibly mitigated if a company employs "procedural justice." Providing outplacement services, for example: https://hubs.li/Q02S4mk80 Reason #3 companies invest in outplacement: preserve morale and retention amongst concerned remaining employees. Procedural justice is what employees consider the fairness factor, as well as methods that will buffer long term impact of downsizing. It can lead to optimism about long term impact, dampening impact of short term disappointment.

8

New Department of Labor overtime rule impacts salary thresholds for exempt employees. Stay compliant with our recent blog post 👇 https://lnkd.in/g-CSj7WF The rule raises salary minimums for executive, administrative, professional & highly compensated employees starting July 1, 2024. Get ahead with our compliance guidance and personalized solutions. #overtimerules #employmentlaw #compliance #salarythresholds #exemptstatus

8

This is the way. SHRM is an elitist group, then have and the have nots. I will never have those letters. Taking a test and paying them to keep it doesn’t mean anything. What HR professionals need is a national board like the joint commission for hospitals that goes into offices and evaluates them based on criteria set by a governing body made up of scientists, academics, HR pros, and research. There are ways to improve our functionality and we need to open our profession up to real scrutiny. Are we doing what we say we do? Do we really care for employees? Are we in compliance? The rubber must meet the road. Enough of this “be kind” toxic positivity. Shine a light on our shadow and let’s get to work.

3

SHRM is NSFW HR is having an existential crisis right now...and it's about time! The world of work is evolving rapidly, and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. 💣 Yesterday, SHRM announced that they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... this BS has been happening for years and frankly, it needs to end now. I am a modern HR Leader who understands that HR can only be successful when: 🏆 You are in service to your people. 🏆 When you can see the value in Equity. 🏆 When you understand that the community you're building is for us, not for you and your ego. Here's to hoping we see major changes soon at SHRM. Until then, I'll continue to post my opposition to this antiquated Leadership and I'll keep my certifications fresh with HRCI. Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources

28

2 Comments

According to a recent report by Paycor, nearly half of HR professionals are new to their roles, having been in their positions for two years or less. This is significant because it points to a potential area that needs more support. With so many HR professionals still finding their footing, there's a clear need for ongoing training and development within our own ranks. The report also emphasizes that C-suite executives view HR as the primary driver of leadership development. However, they cite a 'lack of HR support' and 'outdated performance management systems' as key reasons for ineffective management. This underscores how critical our role is in shaping and supporting effective leaders within the organization. One of the standout points for me was the connection between effective management and employee engagement and retention. It’s clear we need to focus on supporting our own team members, investing in leadership development, and fostering a culture of open communication and trust. This is how we can drive meaningful engagement and retention across the board https://lnkd.in/gfDU_xnn How are you supporting your HR team in your organization? #hrcareer #hrprofessionals #hr

4

A federal court ruling has put a halt on the $44,000 and $59,000 overtime rule, reverting the threshold back to approximately $35,000. The U.S. Department of Labor's rule aimed to increase the salary threshold in two phases but has been struck down for exceeding its authority. Employers now face critical decisions in reassessing compensation strategies and compliance plans. Employers should address the following questions immediately: 1. What adjustments were made in anticipation of the new rule in January and for the one that has already passed? - Review changes in employee classifications, salary increases, or overtime eligibility made to comply with the now-blocked thresholds. 2. Have employees been notified of the changes that were supposed to happen in January? If not, then you are in luck. If you did, then you will need to decide whether to roll back those anticipated adjustments or keep them to support employee morale. 3. What long-term strategies will protect your business? Develop proactive compensation plans to adapt to future regulatory changes. Moving forward, HR Partners, Inc. offers expertise in navigating these complexities, providing tailored HR solutions for over 25 years. Whether assessing compliance or crafting strategies, we partner with you to ensure your company's success. Contact us at www.gohrp.com or call to schedule a consultation and turn this challenge into an opportunity for growth .#OvertimeRule #FLSACompliance #HRStrategy #EmployerTips #CompensationPlanning #WorkforceManagement #BusinessCompliance #LaborLaw #HRPartners #TeamGrowth #SmallBusinessHR #CEOInsights #LeadershipSolutions #OvertimeLawChanges #PEO #ASO

4

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

64

2 Comments

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.

3

This meme has been circulating and it got me thinking… SHRM asked Jason Sudeikis to be opening speaker for annual international HR Conference held in Chicago this week and then we were all shocked he canceled last minute on the day of! But did we really want Jason? I think we actually wanted to hear Ted Lasso kick off our week. Ted Lasso is not real. Jason Sudeikis is an actor. Of course he chose a basketball game over meeting with HR. Duh. And it gave me pause to ask myself how often I set myself up for disappointment by asking and expecting the impossible and the unreal because of what I want/hope it to be. This wishful thinking is problematic as it’s not realistic. “The trouble with fiction is that it makes too much sense. Reality never makes sense.” I have employees that are a “Jason” who I keep expecting to show up as “Ted” in the workplace. This is more about me than them. BTW the beloved Today Show’s Al Roker stepped up and crushed it talking about curiosity, kindness, and civility in the workplace. #hrlife #HRislife #shrm24 #tedlassoisnotreal #makethemostofwhateverhappens #workwithehatyouhave #notwithwhatyouwishyouhad #planbsometimesstandsforbetter #HRpivot #HRresiliency #friendlywithallfriendswithnone #jasonflaked #alsteppedup #notsurprised #realcharacterforthewin

80

7 Comments

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

6

5 Comments

A well-crafted employee handbook is your business guide to a happier, smoother-running workplace. It lays down the rules and showcases your company's heart and soul—your mission, values, and what you stand for. Think of it as your opportunity to set the tone for your workplace and guide your team toward success. \#HumanResources \#EmployeeHandbook \#Values \#Culture https://lnkd.in/gjGVNXTQ

3

This article by the HR Brew is a great example of why "fractional" or "permanent part-time" is so valuable to businesses with under 150 employees. We have been utilizing and hiring part-time HR people with INCREDIBLE experience for small businesses for 29 years and we are still doing it. If you are not confident in what you need from an HR perspective, we have ways that you can have access to high level HR. This high level comes from amazing HR professionals who are looking for flexibility either for a season or permanently. We have always been a fan of "fractional" or "permanent part-time", and we will continue to share that with our clients! Innovative Outsourcing and tHRiving: HR for Small Business

15

5 Comments

This is the most comprehensive report on how HR helps organizations grow! Happy reading!

8