Shamsah Perez

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 This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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For sure, this type of micromanagement leads to resentment as employees feel they are not trusted.

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I don’t post much original content here, but I’ve been thinking about a topic that seems like it should live on this platform. As part of a Human Capital Office, we talk a lot about burnout. We’re all familiar with the concept by now. We’re familiar with the signs, the causes, the ways to combat it, the effects it can have on our workforce. I am - admittedly - NOT good at taking my own advice. After a candid conversation with my supervisor several weeks ago, I took a Monday off. And it was glorious. Glorious, I say! But driving to the office the next day, I broke down in tears. I started thinking about the work that would be waiting for me from yesterday…along with the work I had to do today. The worst part? I did this to myself. Was a random day off worth the stress I was experiencing just thinking about my email and messages? I don’t know. But this wasn’t your typical burnout…this was worse. I couldn’t name it, so I asked ChatGPT to help me identify this feeling. My prompt: “Create a term or phrase for the overwhelming sense of dread one feels after taking a day off. The stress that comes from emails and work waiting for you when you get back to the office.” ChatGPT: “How about ‘re-entry anxiety’?” We’re NASA, and “re-entry anxiety” seems like the perfect phrase. Without a proper “heat-shield,” I feel vulnerable re-entering my “atmosphere”. I may not burn OUT, but I can certainly burn UP. If you’re still reading this post because you hope I have the answers, sorry to disappoint. I haven’t solved the mental heat-shield problem yet, but naming it is a good start.

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Today was a day of reflection for me. I reflected on how I landed my first job out of college, a short-term HR compliance gig alongside two others. During this time, the job market was not strong for new graduates. I remember my friends who graduated a year or two before me, sharing that they had not yet landed a job or that it took them six to eight months to get hired. I remember listening but being determined not to let their experiences be my experiences. Upon joining my short-term contract, I focused on doing my job well, prioritizing meeting people across all company levels (from the mailman to the CEO) and observing the org's culture. As my contract neared its end, I realized I did not want to leave — the company's mission and values spoke to me. So, twenty-two-year-old me took it upon herself to walk into the Head of HR's office unannounced, expressing my desire to continue working there. I remember her looking at me, initially surprised (like, did she walk into my office), but because I was polite, she just replied with a long “Okay.” On the last day of the contract, I remember my colleagues packing up their belongings and looking at me, wondering why I was not doing the same. While I was still uncertain of my fate, I was hopeful about staying on. About two hours before dismissal, the Head of HR pulled me aside, letting me know she had extended my contract. From there, she began introducing me to several hiring managers, and within weeks of my initial contract ending, I secured a permanent role within the company (~ 1.5 months post-graduation). Looking back, I realize this experience taught me about perseverance, confidence, and the importance of advocating for oneself and maintaining a healthy mindset. To anyone facing similar situations, remember: don't hesitate to ask for what you want. I've encountered numerous setbacks and tons of big fat No’s throughout my career, but I'm grateful they never deterred me from pursuing my goals. Be great, folks, and Happy Monday to you!

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DHL TO PAY $8.7M IN EEOC RACE DISCRIMINATION SUIT What's the cost of doing business when you don't have onsite Legal Counsel or quality HR talent? What if you don't even have an HR Department? Maybe the better question is, how much Legal and/or HR support could you buy for $8.7M, & is that even the answer? In Chicago, delivery company DHL will pay $8.7 million and be subject to the oversight of a court-appointed monitor for 4 years, to settle a class action race discrimination lawsuit filed by the EEOC, the agency announced today (4/25/24). Here's why the EEOC was involved: 1. DHL assigned its Black employees to routes in neighborhoods with higher crime rates compared to White drivers; 2. DHL gave Black employees heavier dock work; 3. DHL segregated Black & White employees resulting in its Black employees often witnessing crimes & sometimes being victims of crimes on their assigned routes; & 4. Black employees were assigned to move larger, heavier packages while DHL's White counterparts were assigned the less strenuous task of sorting letters. This racial disparity will cost DHL $8.7M paid to a group of 83 Black employees who were subjected to the alleged discrimination. The decree also requires DHL to train its workers on federal laws prohibiting race discrimination & provide periodic reports . . . on work assignments and complaints of race discrimination. Although this is not about Black workers being paid less than others or denied promotions, assigning distinctly different work based on race is just as unlawful. Any racial discrimination violates Title VII of the Civil Rights Act of 1964. During the more than 12 years I've operated my HR & Legal consulting practice, I have been amazed at how many companies did not see the benefit of hiring quality HR personnel or onsite Legal talent. In fact, some didn't even hire HR talent. For nearly $9M you can hire a lot of quality HR & Legal talent, but is that the only answer? So, what else can employers do? You sure don't have to pay millions to avoid similar violations, if you recognize that the solution is staring right at you. How about building a better-educated workforce? Novel idea for many, but it's a whole lot cheaper than getting a visit from the EEOC or a demand letter from an employee's attorney. Find quality HR or Legal people who can come in and teach your entire workforce the pertinent state and federal laws on a rotating quarterly basis, so that everyone receives that training annually. And 'everyone' includes those in the C-Suite who often consider themselves immune from training. Once you start the training, you'll be amazed at how much smarter and better-behaved your workforce will become. And if the training is done properly - and attendance is mandatory, here's what you should see: 1. Improved corporate culture; 2. Enhanced employee engagement; 3. Improved employee retention; & 4. Increased productivity. Now, isn't that worth an 'AMEN'? eeoc@updates.eeoc.gov

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I love talking shop (and laughing) with my fellow HR colleagues!! 😄 Our profession is changing, and rapidly. 💯 In many ways, our profession will be heavily impacted by advances in technology, automation, and AI. 💻 While People Ops won't go away, how we conduct those operations will evolve and leave some behind. 💡 So, here are 4 things that I believe (that we must change): 1. The HR executive is still not viewed as a succession plan for other top executive roles (85% of S&P CEO's rose up from COO, divisional CEO, and CFO roles | WorkLife.news). 2. HR is a strategic function, but still too often performed in or relegated to a siloed cost center. 3. We get into HR because we’re “people” people but that can either hold us back or burn us out. ("The Incredible Shrinking CHRO: What's Next for HR Leaders?" from SkillCycle) 4. The 2019-2020 pandemic thrust HR into the spotlight, but we are in danger of losing it if we don't adapt. HR must rise to be "boundaryless", multi-disciplinary, integrated into the businesses we serve. Last night I shared my vision for how this can be done. Glad it brought some value to the discussion! Thank you again to HR Soul Consulting for the invitation. #peopleops #humanresources #hrevolution #hrmanagement #hrtech #workplaceculture #boundaryless #hradvice

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The recent Supreme Court decision regarding HR policy has left many professionals wondering about its impact on their future planning. With a large number of HR allies in my connections, I'm curious to know your thoughts on this matter. Do you see this as a significant development or merely click bait in the larger scheme of things? Check out the link below to read more about the latest decision and share your insights in the comments. Link: https://lnkd.in/gSp8jCYd

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See if you understand this sentence: HRBP told HRD that the ATS to HRIS transfer is impacting FTE calc & PTO accrual for EEs. Ever feel like HR speaks a whole nother language? 🤷‍♂️ ⭐You're not alone!⭐ Even seasoned HR pros get tripped up by the alphabet soup of acronyms! (We're looking at you EEO, FMLA, and all your friends!) 🤯 Trying to understand an HR conversation can feel like deciphering ancient code. 🔣 Between PIPs, KPIs, and LOAs, it's enough to make your head spin. 😵 If you want to TALK like HR here's what I recommend: ⤵ ➡ Ask your friendly HR rep! They're happy to explain things in plain English. ➡ HR Glossary: Many companies have glossaries online or in employee handbooks. ➡ Online Resources: Tons of websites offer explanations of common HR terms. #HR #HumanResources #Acronyms #Communication #HRAdvice

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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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For all my business owners, office managers, HR professional friends… The Gulf Coast HR Symposium is Coming! August 7-8, 2024 - NRG Center - Houston, TX I know what you're thinking – "Oh great, another HR event where we talk about benefits, policies, and maybe even squeeze in a thrilling discussion about compliance. Woohoo!" But hold your horses! This is not just any HR Symposium. This is THE HR Symposium – the one that will change the way you think about human resources forever. Why Attend? 1. Unleash Your Inner HR Superhero: Discover your hidden HR superpowers (cape not included, but you’re welcome to bring your own). 2. Networking Extravaganza: Meet fellow HR enthusiasts and bond over your shared love of spreadsheets and office gossip. 3. Workshops with a Twist: Learn about the latest HR trends and techniques with a side of humor. Yes, you can laugh and learn at the same time! 4. Outstanding Guest Speakers: This year’s guest speaker will deliver thought provoking insight… you’re in for a treat! 5. Swag Galore: Because who doesn’t love free stuff? Ours comes with gadgets, gizmos, and maybe even a stress ball shaped like your boss (for therapeutic purposes, of course). Don’t miss out on the fun (and the professional development). Scan the QR below to reserve your spot and expand your HR knowledge! #GulfCoastSymposium #GCS24

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Quarterly Challenger #Relocation Report: Job seekers’ relocating for new jobs fell to 1.5% in the final quarter of 2023, the lowest level on record as interest rates remained high and housing inventory low. However, in the first quarter of 2024, 2.4% of all job seekers relocated for new positions, and 3.7% of job seekers making over $200,000 moved for new jobs. “Currently, companies are in cost-savings mode and conducting layoffs, particularly of higher wage-earners. We’re also seeing several employers recalling workers to the office. The combination of these factors is resulting in a higher rate of workers moving for jobs,” said Andrew Challenger, Senior Vice President and economic expert for Challenger, Gray & Christmas. https://bit.ly/4avE3jD #CareerChange #JobRelocationTrends #JobSeekersMoving #JobMarketInsights #ChallengerGrayChristmas #ExpertAdvice #EconomicTrends #HigherWageJobs #CostSavingsMode #BacktotheOffice

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What a great article with sound verbiage for individuals you may run across in your HR journey.

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I often get asked for advice on how to transition into HR. Here is what I share: Before you do anything else, get super clear about your 'why.' When I ask, the most common ones I hear generally fall into two buckets: (1) I had a great manager, so I want to make sure we have more of those. (2) I had a horrible manager, so I want to ensure I have the ability to support others through that and ideally preventing that from happening to others. Truthfully, a lot of what I hear stems from past managers. Since they impact so much of our day to day, a big swing in either a positive or a negative direction can often trigger something in a human to want to amplify or de-amplify what they've experienced. Here is the thing though, that is not enough. You need to be clear as to why you want to work at the intersect of business success and enabling humans. You want to understand your 'why' as it pertains to YOU not primarily the experience you had with your past manager. How do you dig deeper? Consider these as a starting point: - What do I think HR is? Am I clear on it? Do I understand it? - What HR leaders have I seen that I'd like to consider as my role models. What about them resonates with me? - What are the specific aspects of HR that get me really excited? What are the ones that I think I'll dread? How does that balance out for me? - How can all of my past experiences prepare me for this field? What subset of HR may I be best suited for? The broader the exploration you do, the clearer you'll become on why this may be the space for you. This matters, as when you speak to potential employers saying simply 'I want to go into HR because I had a bad manager' is not enough. For example, a sales person that realized their passion lies in recruitment after speaking with hundreds of potential customers has a story to tell. A person who was able to execute a big change to company operations by bringing in multiple stakeholders with different perspective to the table and enabling them to align, also has a story to tell. Take the time to be intentional as to why you want this to be your space. A bad manager can for sure get your brain going but they shouldn't be the reason you go into HR. #hr #leadership #advice

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Ready to dive into the world of Human Resources and explore thought-provoking topics regarding lifestyle? Check out Carol McBride, PHR,SHRM-CP McBride, PHR, SHRM-CP's new podcast "Human"! I had the honor of sitting in on the recording of her inaugural episode along with Breia Foston, Bobby McBride, MBA, Barbara Dehn, and Monique LaCour, and it promises an informative ride with a twist of humor. Whether you are an HR professional or just a "Human," this podcast is sure to provide valuable insights. 🎙️ #HumanResources #Podcast #HRProfessional

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There are two important changes that came out recently from a legal compliance point of view: one from the Department of Labor (DOL) on minimum salaries to be exempt and one from the Federal Trade Commission (FTC) on non-competes. - The DOL is increasing the minimum salary to be exempt (so not eligible for over-time) from its current rate of $35,568 to $43,888 per year on July 1, 2024 and on January 1, 2025 (6 months later) again to $58,656 and then automatic updates every 3 years hence. -The FTC is banning non-competes ( is an agreement where one party promises not to engage in conduct that would increase competition for the other party for a specific period of time) that would go into effect in late August barring legal challenges; except for senior leaders who earn more than $151K and set policy. -Both changes are anticipated to have legal challenges and perhaps push out the effective dates. How is your organization preparing for these possible changes? Do you support one or both of them? If so why? How might these changes effect your companies? For many high tech companies, outside of California (where non-competes are already banned), the change to non-competes could have large impacts on attrition as employees would be more freely able to change roles and apply their specialized skills and knowledge to work at a similar company or competitor (there would most likely be rules around not giving confidential or proprietary information). https://lnkd.in/gURB3_NM

Recognizing May as Mental Health Month at Sunbelt Solomon. According to a 2023 Gallup poll, job burnout is one of the most pressing issues facing the global workforce: 28% of workers in a Gallup study say they are burned out “very often” or “always” at work.   To address our Core Value of People, we have invested in resources to support the “whole” person including enhanced mental health resources with access to a dedicated licensed mental health professional, a robust wellbeing program, and increased training for supervisors to respond with empathy to team members.    Don’t know how to start a conversation about mental health in the workplace? Try the Empathy Formula: “It sounds/looks like you are (insert feeling) about (insert fact).”   PS3P = You matter in this equation

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