Jon Orozco, MBA, SHRM-SCP. 💡

CALIFORNIA EMPLOYERS: Your deadline to implement the Workplace Violence Prevention Plan (SB 553) is fast approaching. Note that the plan and the training must be delivered no later than July 1st, and must be created by utilizing employee feedback. The feedback from your staff is a key part of this requirement, so please don't delay! Contact us, your safety consultant, or your employment attorney for assistance. Feel free to message me directly with any questions. #wvpp #workplaceviolenceprevention #ca #hr #humanresources #peopleperson #peoplepersonhr #compliance #sb553 #employmentlaw #employees #employment #business #smallbusiness #ceo #coo #cfo

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Ready to master HR practices tailored to California's unique labor laws? Our article explores the benefits of earning Train Me Today's HR Pro Credential. Gain specialized knowledge in wage and hour laws, anti-discrimination regulations, leave of absence policies, and more. Equip yourself with the skills needed to navigate California's complex HR landscape and excel in your career. Read the full article now to start your journey towards career advancement! https://lnkd.in/gb3QXG4s #trainmetoday #PHRca #SPHR #aPHR #PHR #California #HR #HumanResources #HRmanagement #HRdevelopment #HRleadership #HRstrategy #HRconsulting #HRservices #HRtraining #HRcertification #HRevents #HRcommunity #HRprofessionals

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Crystal Clear HR Services: Your California HR Compliance Partner Crystal Clear HR & Business Services understands the importance of navigating complex HR regulations across California. We offer a comprehensive suite of HR solutions designed to empower companies throughout the state, ensuring compliance and peace of mind. Stay Compliant, Focus on Growth: Crystal Clear HR caters to businesses of all sizes, helping them navigate HR complexities and achieve compliance with state and federal regulations. Our services include: -HR Compliance: Crystal Clear HR stays up-to-date on California's ever-changing HR landscape, ensuring your policies and practices are compliant. -HR Consulting: Their experienced team can address any HR challenge, from employee relations to handbook development, keeping your business compliant. -Payroll Services: Eliminate payroll headaches with Crystal Clear HR's accurate and efficient services, guaranteeing your employees are paid on time and in accordance with all regulations. -Time & Attendance: Streamline timekeeping for your workforce while adhering to California's labor laws with Crystal Clear HR's user-friendly time and attendance solutions. -Benefits Administration: Offering a competitive benefits package can be a challenge. Crystal Clear HR can help businesses navigate the complexities of benefits administration, ensuring compliance with benefit-related regulations. -Crystal Clear HR & Business Services: Simplifying HR for California Businesses and Keeping You Compliant. Contact us at: (661) 748-0806 visit our website: https://lnkd.in/gtDFzkKx #california #CAHRCompliance #OfficeManagerLife #BusinessOwnerProblemsSolved #californiaentrepreneur#HRConsulting #payroll #TimeandAttendance #benefitstsAdministration #hrforsmallbusiness#californiabusiness

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We want to hear from you! If HR Technology is your jam, sound off in Sapient Insights Group HR Systems Survey. In return for your contribution, we will share survey findings with you in the fall. This year is shaping up to be the most comprehensive survey ever. Don’t miss your opportunity to participate! #HRTECH #HR #HRResearch

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Excited to share my latest video discussing California's new minimum wage requirements. Staying informed is key to compliance and fairness in your organization. What do these regulations mean for your business? Guardian HR has the expertise to guide you, ensuring you sidestep wage & hour lawsuits. Let's stay proactive and thrive with integrity. Visit https://lnkd.in/gD99NA7b and schedule your demo today! #HR #Compliance #MinimumWage #CaliforniaLaw #HRManagement #BusinessSupport

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Good read

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By investing in training for hiring managers on asking legal interview questions, employers not only safeguard themselves from legal risks but also foster a fair, inclusive, and professional hiring process that benefits both the organization and its prospective employees. Don't risk it - HR NOLA can help! #smallbusinesshr #compliance #culture

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We are getting ready to welcome you tomorrow to the 2024 California HR Conference presented by Professionals In Human Resources Association | PIHRA and Montage Insurance Solutions. I want to share some of my pro tips: 1. 📅 Plan Your Sessions: We have a fantastic lineup of speakers! Download the PheedLoop Go! app to plan which sessions you want to attend before arriving to maximize your experience. 2. 🌅 Opening Reception: Join us tomorrow on the Sunset Deck for a Hawaiian-themed reception with specialty cocktails and mocktails. Don’t forget to pack your Hawaiian shirt! 🌺 3. 🍽️ Meet to Eat: Sign up for Meet to Eat events – by region on Monday night and by industry on Tuesday night. Great networking opportunities! 4. 🚗 Parking Tips: Park at 777 Hotel Way, Anaheim, CA 92802. Arrive early to find a spot and give yourself time to walk to the second floor. Expect a full house on Tuesday and Wednesday. 5. 🎓 Continuing Education: Multiple options for continuing education credits! General, mega, and concurrent sessions will be recorded and available on demand. Attend spotlight stage sessions and workshops live for credit hours. 6. 👟 Comfortable Shoes and Layers: Wear comfortable walking shoes as there will be a lot of moving around. Also, wear layers because the meeting rooms can be a little chilly. 🧥 7. 👕 HR Crew Help: If you have questions, ask our HR Crew volunteers in Pepperdine University (Go Waves!) t-shirts or stop by registration. 8. 📸 Photo Ops: Get a new headshot, have fun in the 360 photo booth, and stop by the PIHRA Experience for an Instagram worthy photo. Also, sign up for a quick 15-minute one-on-one coaching session powered by Rise Up For You, SHRM-CP, SHRM-SCP. 9. 📱 Share Your Experience: Share your experience on social media and use the hashtags #CAHR24 and #PIHRA to connect with other attendees. 10. 🕶️ Outdoor Fun: Join us on the Sunset Deck – wear your shades because we will be outside. There's still time to register if HR practitioners want to join us in person or online at cahrconference.org #CAHR24 #PIHRA #SHRM #CalSHRM #HR #MontageInsurance

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Major HR potential development in California: This month, the San Francisco assemblyman introduced a “right to disconnect” bill. The measure would protect employees from dealing with their bosses outside of “working hours.” The bill mandates that all employers in California “create and publish company-wide action plans” to protect the new right to disconnect and outline what working and non-working hours are for employees. The measure carves out exceptions for emergencies, and it directs the state’s Labor Commissioner to fine employers who “exhibit a pattern” of violations. #californiaHr #hrlaws #employmentlaw #workplace #california #hrlegislation #hrmanager #righttodisconnect #californialaws

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Discover how to avoid the 5 most common mistakes California employers make with their Sick/PTO policies. California regulations can be confusing, leading many employers to implement non-compliant policies. Since new regulations took effect in January 2024, it's estimated that only half of California's employers have a compliant Sick/PTO policy. This means there's a high chance that your policy may not be compliant, potentially putting you at risk of fines or lawsuits. Luckily, there are simple adjustments you can make to bring your policies back into compliance. Join our free Sick/PTO Compliance Tips webinar hosted by employment attorney Chris Olmsted. Click to learn more: https://lnkd.in/gT_fzY9T P.S. This program is approved for HRCI and SHRM credit SelectHCM Michael Valenzano EARL WERNER Melissa Lockhart Chris Olmsted CAHIP San Diego San Diego SHRM (Society for Human Resource Management) SHRM Northern California Central California SHRM HRCI San Diego Employers Association SDHR Forum

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Compensation is determined by value. This is how HR people are trained to look at it, and we use job evaluation to do that. While not a part of formal job evaluations, I would add this scale: Pointing out problems = valuable Bringing solutions = very valuable Pointing out problems AND bringing solutions = the most valuable Something to keep in mind next time you are complaining at work about everything that is wrong, and also looking to earn a salary increase. I realize this is not a perfect system, but it is something to keep in mind.

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Is your employer paying you what you are due? Thousands of wage complaints are filed every year. Failure pay employees properly at Providence, a Washington healthcare provider, resulted in a $7.2 million settlement in addition to defense legal fees. The King County Superior Court ruled that the nonprofit health system neglected to ensure a second meal break for employees working shifts exceeding 10 hours. Additionally, the class-action lawsuit against Providence brought by hospital workers, determined that timecard records indicated Providence's payroll policy had a detrimental impact on employee compensation by rounding to the nearest 15 minutes for decades. Many eligible workers never received their entitled second meal breaks. Providence's payroll rounding policy did not comply with state labor regulations that mandate full compensation for employee work time. Timecard records and policies revealed that 99.4% of eligible shift workers did not take their second meal breaks. Don't assume. Check to see if you are paid correctly. To follow Barb J. Wyskowski, J.D, please click: https://lnkd.in/e2QSgKRK #7secondresume #GetAhead #TheMuse #GetHired #jobinterview #resume #careergrowth #HRDIVE #professionaldevelopment #backgroundcheck #backgroundscreening #salary #resumewriters #wage #wageandhour #resumehelp #opportunity #career #job #resume #jobseekers #jobsearch #employment #references

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HR Pros - What are you waiting on? Get started! 👉 Here are 20 actions to get started on! Pick ONE -- 1 Go get HR certified. 2 Move to that city. 3 Publish that article. 4 Try doing it differently. 5 Accept that tough HR assignment. 6 Pitch that new HR idea to your boss. 7 Coach that person who needs your help. 8 Optimize or update your LinkedIn profile. 9 Confront that client who refuses to take you seriously. 10 Learn some new skills. Take some SHRM or free courses online. 11 Practice now for phone and video interviews in the future. 12 Start that HR business you've been thinking about. 13 Build your network. Refresh your connections. 14 Go ahead, apply for that HR job. 15 Forgive that person. 16 Forgive yourself. 17 Write the book. 18 Make the ask. 19 Give the talk. 20 Start over. Just some ideas to consider. To help get you off your duff, here are 2 well-known quotes to consider: 👉 "The action you fear most, may be the one most crucial for you to pursue." 👉 "A year from now, you might wish you had started today." 👉 "You will never get today back, so get going!" There's still time to make 2024 your best year yet. So stop meditating and start moving. Just giving you a nudge. 😉 Thoughts? --- 📌 P.S. - HR PROFESSIONALS: Want to stay motivated & get started, despite obstacles or a toxic work environment in your way? Then check out "Stay Inspired in HR" at the link in the first comment below.

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One of the many important issues we discuss in our SHRM-HRCI Talent Review-Succession courses is how to increase accuracy in succession candidate identification and development, rather than saying an employee will be "Ready in 1-2 years with more seasoning" year after year. So join us for great discussions, templates, a Mock Talent Review role play, etc. on May 7-8! https://lnkd.in/gJc5sQpM #talentreview, #successionplanning #leadership

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Nearly two-thirds of U.S. employees cite a lack of career advancement when quitting a job (Pew Research). Why do companies resist internal mobility? There are six primary reasons: 1️⃣ Lack of Awareness—companies often lack reliable data on why employees leave, as employees are not forthcoming about their reasons. 2️⃣ Managerial Fear of Talent Loss—managers fear losing essential talent to other internal opportunities. 3️⃣ Disruption of Transitions—employee transitions can be costly and disrupt productivity, requiring time for replacements to adapt. 4️⃣ Limited Job Availability—limited job openings restrict employees' chances to explore different roles, especially in smaller organizations or specific industries. 5️⃣ Organizational Silos—siloed structures hinder cross-departmental moves, with long tenures in one area sometimes seen as a virtue. 6️⃣ Concern Over Losing Expertise—frequent role changes can lead to losing crucial knowledge and productivity. How do you know if this is the type of culture you are entering at a potentially new job? On the other hand, if you are already part of an organization that intentionally or unintentionally stifles career growth, how can you (and HR) promote change? At Wowledge, we have two programs available that can help organizations create a culture of growth: "Career Development" and "Succession Management." These include step-by-step guidance and tools for building from scratch or improving these initiatives across sophistication levels, from Core to Advanced to Emerging. 👉🏽 Head to our website to explore these programs. You can get started for Free as an Access Member. ~~~ Click Carlos Larracilla and follow me [+🔔] for daily insights from building Wowledge. ⤷ We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ✔ A scalable system of best practices » https://lnkd.in/ghGmGFYV ✔ An intelligent HR roadmapping tool » https://lnkd.in/gjWXiGuV ✔ A seasoned community of experts » https://wowledge.com/about ✔ Affordable year-round memberships » https://lnkd.in/gE-JNgqu

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Your recruiter should be a JEDI. (not the kind with a light-saber) JEDI stands for Justice, Equity, Diversity, and Inclusion, and it’s a critical part of all aspects of your recruiting, retention and engagement. → Diverse companies are 70% more likely to capture new markets than organizations that do not actively recruit and support talent from under-represented groups. → Companies with more diverse management teams have 19% higher revenue due to innovation. → Cash flow for diverse companies is 2.3 times higher than those of companies without. →  Today's workforce is the most diverse in history, and people are proactively seeking out employers that create a sense of belonging for diverse identities. → Creating an inclusive environment supports positive relationships and fosters communication. Happy employees work harder and stay longer, which saves money on recruiting, onboarding, and training. The list goes on. In recruitment, diversity isn't about filling quotas; it's at the core of building a people-first culture. @ Creative Alignments has always been committed to building an inclusive and equitable business and culture, but how we do it has changed over the years. It’s a long-term journey, and we’ve become more intentional about each step, from learning about potential clients and their existing DEI practices, to our own team of recruiting experts continually deepening skills. P.S. What's one step your company has taken towards better DEI practices? #diversity #inclusivity

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