Tonya Henderson

Why staff are now feeling disengaged a lot earlier... See now: https://rpb.li/Wqp #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atlantajobs #atljobs #staffing

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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

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Lets talk about the impact misclassification could have on your business’ bottom line. According to the FLSA, employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil penalty of up to $2,451 for each violation. Willful violations of the FLSA can lead to criminal prosecution and a fine of up to $10,000 for the violator. If you’re wondering why the penalty seems so severe, it’s because getting a classification wrong can really hurt your employees’ quality of life. When a non-exempt employee is classified as exempt, that employee often loses out on protections specifically guaranteed to them by the FLSA and state and local labor laws — like overtime pay and meal and rest breaks.

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Use These Strategies When Hiring Gen Z Employees Read now: https://rpb.li/tIkc #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #GenZ

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Why every company needs to train staff how to leave Learn more: https://rpb.li/L7Q #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out our blog to read our HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." And contact us for support with your company’s evaluation of employees’ exempt status or other wage and hour topics, hr@employco.com. https://ow.ly/Gz2b30sCxFK #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

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Yesterday, the DOL put new overtime rules into effect. This set new salary thresholds for determining which employees were exempt from overtime, estimated to impact roughly 4 million US employees. Here is the breakdown: The salary threshold for exempt executive, administrative, and professional (EAP) employees will jump from $35,568 to $58,656 annually, phased in with an initial increase to $43,888 on July 1, 2024, and a second increase on January 1, 2025. The threshold for highly compensated employees will also rise in two steps from $107,432 to $151,164 annually. The update also automatically updates the salary threshold every three years starting 1 July 2027 to account for inflation. How will you prepare for this change? 

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What companies still get wrong about being “purpose-driven” Check it out: https://rpb.li/NWBGea #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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The poll results are in! 🎉 There were a mix of experts and folks who are familiar with FMLA. For those of you who need some more clarification, FMLA provides up to 12 work-weeks of unpaid, job protected leave to covered employees for qualifying reasons. Some of those qualifying reasons include: 🐣 the birth of a child/to care for a newborn within 1 year of birth; 🍼 the placement of a child for adoption or foster care/to care for the newly placed child within 1 year of placement; 💓 to care for a spouse, child, or parent who has a serious health condition; 🤒 a serious health condition that makes you unable to perform the essential functions of your job; In order to be eligible to take leave under FMLA, an employee must: ✅ work for a covered employer; ⌛ have worked 1,250 hours during the 12 months prior to the leave start; 🏢 work at a location where the employer has 50+ employees within 75 miles; and ⏰ have worked for the employer for 12 months. There are of course nuances to what is mentioned above! You can learn more on the DOL's FMLA FAQ page:

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Thanks Denise Liebetrau, MBA, CDI.D, CCP, GRP ! Several leaders will face the challenge of clarifying employees about their position in range and why the employee's salary shouldn't increase. Although some leaders could consider tempting to justify the decisions by blaming HR as the responsible by the range so that the salaries won't increase, this decision wouldn't help the employees to assimilate the rationale used and take positive action. The script presented is a great example of positive conversation around salaries above the maximum. Besides recommending the employee to search for senior positions, leaders can take advantage of this situation to remind their employees that they can be good partners in the development plan, and that they're committed to contribute with their insights and helpful feedback to the employee's success.

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#HR are you ready for the new U.S. Department of Labor (DOL) rule taking effect on July 1, 2024? This rule will raise the minimum annual salary for most overtime-exempt employees from current federal level of $35,568 per year by about 65%! Brightmine is presenting a webinar on this May 14. Be sure to be prepared. #HumanResources #Payroll

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In preparation for July 1st, several states will increase their minimum wage listed on the graph below. This is also a reminder to update your labor law posters even if you work for an organization who pays more than the minimum wage. #hr #hrcompliance #minimumwage

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5 Ways Executives Can Manage Conflict with the Board Read: https://rpb.li/LKB #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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With the new salary thresholds going into effect 7/1, now is a great time to reevaluate your employees' job duties to ensure they are correctly classified as exempt or non-exempt under the Fair Labor Standards Act (FLSA). It's a crucial process that can help avoid legal complications and ensure fair labor practices.

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