Valentina Garred, M.A., PHR

It is more critical than ever to give special attention to building and maintaining better employee and labor relations. The expectations that employees have from their employers has risen to an all time high. Therefore, it is crucial to address workers' demands by updating labor relations strategies and policies. An employer that doesn't want to lose its competitive edge must give special attention to building and maintaining better employee and labor relations. https://lnkd.in/gU646-za

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Ready to take your metal industry game to the next level? CEO Roger Lopez reveals the secrets to success you won't want to miss! 💼 🔧 Click the link below or in the comment section to view the full video. https://lnkd.in/e6dDdYYn

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Raise your hand if you’re curious about skilled based hiring? 🙋🏼‍♀️🙋🏼‍♀️ After coming back from #shrm24 this topic is so on🔥🔥🔥 Check out this upcoming session on it with Seattle SHRM! #skills #skillsbasedhiring #talent #talentacquisition

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Reflecting on Jack Kelly's article from over three years ago about the challenges facing older workers in the job market, I can't help but share my own experiences. As someone in this targeted age group, I've found it increasingly difficult to secure a job that reflects my worth, particularly here in southern California where the cost of living is high. The statistics don't paint an encouraging picture for older individuals still years away from retirement. Even individuals as young as 45 are facing job losses, which is deeply concerning. With 24 years of experience in Human Resources, I understand firsthand what employers look for in top candidates. Age often plays a significant role, whether it's acknowledged or not. Despite possessing exceptional qualifications and experience, older candidates are often overlooked due to concerns about higher pay, increased benefit costs, and perceived health risks. It's time to acknowledge the invisible discrimination that exists and have an honest conversation about it. Older employees bring years of loyalty, discipline, and dedication to their work, along with pride in their results. Have we forgotten the contributions of our elders who paved the way for success? I've been in the workforce since the age of 16, and despite my skills and dedication, I've struggled to find a position that values my experience over my age and salary expectations. We need organizations to return to hiring based on merit, integrity, and experience rather than fixating on age. It's disheartening to see staffing agencies and recruiters ignoring candidates over 45, causing many deserving individuals to be overlooked. I hope that organizations will wake up to the value older workers bring before it's too late to rectify these injustices. https://lnkd.in/gWX_QNub

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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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Why is leave management important to California employers? -- Leave management is a critical aspect of human resources in California, ensuring that organizations comply with state laws, support employee well-being, maintain productivity, and mitigate risks. Implementing effective leave management systems and policies helps create a supportive and compliant workplace. Leave management is crucial for businesses in California due to the state's comprehensive and employee-friendly labor laws. Effective leave management ensures compliance with these regulations, promotes employee well-being, and maintains organizational productivity. 

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On April 19, 2024 will be published the final Regulatikn on Pregnant Workers Fairness Act. Highlights from the final regulation include: · Numerous examples of reasonable accommodations such as additional breaks to drink water, eat, or use the restroom; a stool to sit on while working; time off for health care appointments; temporary reassignment; temporary suspension of certain job duties; telework; or time off to recover from childbirth or a miscarriage, among others. · Guidance regarding limitations and medical conditions for which employees or applicants may seek reasonable accommodation, including miscarriage or still birth; migraines; lactation; and pregnancy-related conditions that are episodic, such as morning sickness. This guidance is based on Congress’s PWFA statutory language, the EEOC’s longstanding definition of “pregnancy, childbirth, and related medical conditions” from Title VII of the Civil Rights Act of 1964, and court decisions interpreting the term “pregnancy, childbirth, or related medical conditions from Title VII. · Guidance encouraging early and frequent communication between employers and workers to raise and resolve requests for reasonable accommodation in a timely manner. · Clarification that an employer is not required to seek supporting documentation when an employee asks for a reasonable accommodation and should only do so when it is reasonable under the circumstances. · Explanation of when an accommodation would impose an undue hardship on an employer and its business. · Information on how employers may assert defenses or exemptions, including those based on religion, as early as possible in charge processing.

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Good read

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Where will you be next Wednesday? The 5th Annual SHRM HR Miami Conference is taking place! Of course we want to see you there! Register at hrmiami.org . #hrmiami #hrmiamiconference2024 #hrhorizons24

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Let's talk "salary expectations." Transparency about salary expectations is crucial when engaging with recruiters. If asked, providing salary expectations upfront, you establish trust and streamline the hiring process for both parties. This ensures alignment between your career goals and what the employer can offer, facilitating effective negotiation strategies. I rarely encounter issues where candidates are unwilling to provide such critical and necessary information, but on occasion this might happen. My advice would be, be sure to openly communicate your salary, it sets a positive tone for discussing other job aspects but also promotes a smoother recruitment journey overall. Prioritizing clarity and transparency is essential to achieve mutual success in our professional endeavors. If you hesitate to provide a fixed number, at least offering a range allows the recruiter to assess if you are within range and a viable candidate for the role. #SalaryExpectations #Recruitment #Transparency #Negotiation #CareerGoals

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Elevate your recruiting and retention strategy by focusing compensation negotiations on the aspects that matter most to top candidates. Learn more about today’s most in-demand perks and how to present them to talent:

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Let's chat about #burnout. Better yet how #HR and business leaders can help reduce it! Not sure where to start? Check out isolved's HR Trends report to see what your employees want.

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