Tiffany Jensen MBA MHRM

Handling employee leave correctly is crucial for payroll compliance. Ensure your policies align with state and federal leave laws, including FMLA, sick leave, and vacation pay. Proper documentation and tracking are key to staying compliant. Is it time to overhaul your leave of absence process? Contact me! www.wagescreek.com #passionforpayroll #payrollcompliance #leaveofabsence #employeeleave

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One huge thing the large, national PEO providers are missing: Localized expertise. What do I mean by that? Local PEOs are knowledgeable about in-state and municipal labor laws, regulations, and compliance requirements. They have in-depth knowledge of state-specific tax codes and can assist with accurate payroll tax calculations and filings, helping to prevent errors. The local compliance requirements may seem small, but missing something can mean large fines for you and your business. Trust your business with a PEO provider who knows you, your business, and your local area, SustainableHR PEO. #golocal #Madison #Wisconsin #PEO

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SHRM Update - Benefits the "Hot" ticket in employer Job Ads! Know your audience - Candidate employee benefits have always been a large part of the decision making process when interviewing for a new job. Today, Benefits Mentions in Job Postings Jump More Than 50%! More than half of job postings on Indeed ( 59%) now advertise at least one benefit, up from less than 40% in early 2020—a more than 50% increase, according to new data. Experts said it’s a positive trend that more employers may want to embrace. Definitely!

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It's the fall season and that means it's time for the annual Nevada Benefits and Personnel Practices Survey from Nevada Association of Employers. The Nevada Benefits & Personnel Practices Survey is conducted annually and covers 26 benefits and personnel practice categories, including health coverage, work schedules, drug & alcohol testing, holidays, paid time off (PTO), wealth insurance and health insurance, flexible benefits, severance, and more. We believe this survey provides the most comprehensive, reliable, and current information available for Nevada employers. All data submitted by survey participants is treated as strictly confidential. All data will be compiled and reported in a composite manner whereby the information reported cannot be connected to any specific business or employer. Membership is not required to participate; all Nevada businesses are encouraged to provide information. However, if you are a member of NAE and take the survey you can get a copy of your results for FREE. We treat all information submitted as strictly confidential. All data received will be compiled and reported in a composite manner so that responses cannot be connected to any specific business.

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Remote work has unique challenges. Federal and state labor laws apply to remote employees, including the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA). Out-of-state employees must navigate multi-state tax requirements and insurance coverage like in-house employees. Remote work has tripled recently, with 27.6 million people working from home. Don’t let compliance catch you off guard. Be informed of the laws impacting the remote workforce. #PEO #compliance

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California's ever-changing employment laws can be overwhelming. #Insperity provides expert support, so you don’t have to navigate it alone. For example, we guide you on exempt/nonexempt classifications to limit exposure to wage claims and DOL audits and handle administrative tasks if a claim or audit occurs. We also provide mandatory labor law posters and maintain Employment Practices Liability Insurance (EPLI) to cover employment-related claims. Our specialists offer best practices, HR guidance, and assistance if a claim arises. With our guidance, you can focus on the big picture -- growing your business. #HRCompliance #EmploymentLaw #RiskManagement #HRThatMakesADifference https://lnkd.in/g7msu72U

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What has HR done that is really ...new? HR Brew always seems to read my mind with the articles they come out with as I was just thinking about this the other day. It seems like we continue to tackle the same challenges with the same sub-par solutions while other professions are breaking barriers and growing at a rapid rate. Meanwhile, we brand our rinse-and-repeat solutions as 'Best Practices,' and the cycle continues. I constantly wonder why we aren't seeing more in 2024: 📊 Data-Driven Insights: With so much data at our fingertips, why are we still relying on gut feelings to make crucial decisions? 🤲 People-Centric Policies: Many organizations seem to prioritize compliance over compassion. 🤖 Technology Integration: By integrating AI and automation (responsibly), we can streamline processes and free up HR professionals to focus on what matters most. I'm excited to read Lucy Adams' book, HR Disrupted, to discover more ways to revolutionize the HR profession. 💬 Agree? Disagree? Let me know in the comments below! #HRRevolution #FutureOfWork #DisruptHR

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Are HR tasks taking time away from growing your business? California’s complex HR regulations can make handling human resources daunting. A PEO (professional employer organization) acts as a co-employer, helping you navigate regulations, manage payroll, and offer access to employee benefits, giving you expert HR support and reducing risk. Visit the link to discover how a PEO can help your business thrive: https://lnkd.in/guX8im-U. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

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Have you seen the term “outsourced recruiting,” but aren’t sure exactly what it means? Long story short, we work within your system to keep the hiring process moving and fill your positions faster. Learn more about this and other Purple Ink llc recruiting services here: https://loom.ly/aoXcTGs #TalentAcquisition #PurpleInkHR #FractionalHR

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Have you seen the term “outsourced recruiting,” but aren’t sure exactly what it means? Long story short, we work within your system to keep the hiring process moving and fill your positions faster. Learn more about this and other Purple Ink llc recruiting services here: https://loom.ly/aoXcTGs #Recruiting #TalentAcquisition #PurpleInk #HR #HRConsulting

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In Purple Ink llc's 2024 HR Planning Guide, we suggest areas of HR that you may want to think about in each quarter. For Q3, we recommend considering: 🎯 Career pathing 🤝 Onboarding 😌 Employee engagement 💲 Open enrollment 💻 HR technology Learn more about our advice for these areas and see the full guide here: https://loom.ly/yw_ZMoQ #HRPlanning #CareerPathing #Onboarding #EmployeeEngagement #OpenEnrollment #HRTechnology #PurpleInkHR

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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

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When you are a Hiring Manager, and partnering with Talent Acquisition within your organization... here are a few tips: ✔ Ask questions. Ask your TA Partner whatever you want to know about the market, candidate expectations, the hiring process. Come from a place of curiosity. ✔ Take advice. Be humble and vulnerable enough to let your TA Partner give you feedback on ways you can improve. They are likely seeing how you're getting in your own way; make it safe enough for them to tell you. ✔ Participate. Find out how you can help them; they aren't there to serve you. They are your partner. Which means both parties participate and take an active role in the journey. Find out what help they need from you and show up with energy for the journey. We're often coaching TA pros how to be better 'strategic partners' but we aren't doing the same for the other side of the partnership! Clients have been having me come train their hiring managers for this reason. For now, let these pointers help you! #LearnWithLauraHR #Hiring

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