HumanageHR

🚨 Attention California employers! New workplace violence prevention requirements coming soon! Starting July 1, 2024, California employers of all sizes must implement a comprehensive workplace violence prevention plan. Here’s what you need to know: 🔎 ⬇ 1️⃣ Written Workplace Violence Prevention Plan: Employers must develop and maintain a plan accessible to all employees, addressing hazards and corrective measures in each work area. This plan should involve employee participation in its implementation, hazard identification, and continuous improvement. 2️⃣ Violent Incident Log: Keep a detailed log of every workplace violence incident, including information from employees, witnesses, and investigational findings. Personal identifying details must be excluded. Review this log yearly, and after incidents or when deficiencies are identified. 3️⃣ Training: Provide initial and annual training on the workplace violence prevention plan to all employees. Additional training is required when new hazards are identified or changes are made to the plan. Ensure training materials are suitable for employees’ language, literacy, and educational levels. Exemptions! 🚫 Healthcare employers covered by the state’s standard 🚫 Dept. of Corrections, Rehabilitation, Law Enforcement Agencies 🚫 Remote employees 🚫 Worksites with fewer than 10 employees not open to the public ✅ Get started on your workplace violence prevention plan today by working with a skilled HR professional. DM us or comment below to ensure your workplace is compliant and staying up to date with these important mandates. #workplaceviolenceprevention #wcpp

Embracing inclusivity fuels innovation and resilience. But unconscious biases can sneak into our hiring processes, hindering us from building the diverse teams we need to thrive. So, how do we level the playing field? 🌟1. Provide training on recognizing and mitigating bias: This training should cover topics such as unconscious bias, stereotype threat, and inclusive interviewing techniques. 🔍2. Implement blind screening: Consider implementing blind screening techniques where identifying information such as name, gender, race, or educational background is removed from resumes before they are reviewed. This helps prevent unconscious bias based on demographic factors. 📚 3. Implement structured interviews: Keep it fair and square with structured interviews. By asking all candidates the same set of questions, we ensure everyone gets a fair shot based on merit, not preconceptions. 💡4. Use standardized evaluation criteria: Use standardized evaluation criteria based on job-related competencies and skills. This helps focus on the candidate's qualifications rather than subjective judgments. 👥5. Diversify who is doing the recruiting: Variety is the spice of fair hiring. A diverse panel brings different perspectives to the table, challenging biases and creating a more inclusive environment for all. 🎓6. Always be training your team: Knowledge is power. Ongoing training keeps our team sharp, armed with the tools to spot and squash bias wherever it lurks. 📊7. Gather and analyze data: Numbers don’t lie. By digging into hiring data, we uncover patterns of bias and take targeted steps to address them head-on. 😌 8. Behavioral interviewing: Focus on behavioral interviewing techniques that assess past performance and behavior in specific situations. This approach provides more objective insights into a candidate's abilities and potential fit for the role Above all, embrace a "culture add" over a "culture fit": It’s time for a shift. Instead of seeking carbon copies, let’s celebrate what makes each candidate unique—their ability to add value to our culture, not just fit into it. Building an equitable recruitment process isn’t a one-and-done deal. It’s an ongoing commitment to fairness, innovation, and growth. #InclusiveRecruitment #DiverseTeams #HRtips

This Black History Month, we honor the resilience, strength, and achievements of Black women in the workplace. 🌟 🤔 As we reflect on their experiences, it's crucial to acknowledge the unique challenges they face and the importance of allyship in fostering an inclusive environment. 🖤 Black women often find themselves navigating through a maze of microaggressions, performance and hiring biases, yet their determination remains unwavering. Despite the obstacles, they continue to strive for excellence, with 96% expressing the importance of their careers and a strong desire for advancement. Black women who have strong allies are more likely to find fulfillment in their jobs, believe in equal opportunities for advancement, and feel empowered to bring their authentic selves to work. 💪 ▶ A few actionable steps for leaders: offer mentorship programs, educate yourself on the disparities and challenges Black women encounter in the workplace, ensure pay equity and advancement opportunities, speak out against racism, and provide allyship training for your team. It’s important to remember to keep showing up. Together, let's strive for a workplace where everyone feels valued and empowered to succeed. ✊🏿✊🏾✊🏽 #BlackHistoryMonth #allyship #inclusionmatters

📈If you’re still struggling with high turnover, disengaged teams, managers lacking leadership skills, performance management and career pathing, total comp strategy and more, you’re not alone. 🤝 🔍Maybe your HR team is overwhelmed and needs help, maybe you don’t have an HR team and you need some expertise and structure, maybe you’re preparing for M&A and need help with due diligence, or maybe you need to scale for hyper growth in 2024. 🚀I created HumanageHR 10 years ago to help employers with all of the above and more. I know how tough it is to run a business and to hire and keep the right people. When I work with clients, I bring my 15+ years of HR/people experience, along with the necessary humor and empathy (because we all need it!). 🌟👥 💡🌱Leaders, as you get ready for 2024 ask yourself if you have the support you need to execute your people strategy and meet your business goals. What you may be lacking in-house can be outsourced! #leadershipdevelopment #employeeretention #humanresources #hrconsultant

✨📚As we gear up for the new year, don't forget to review and update your policies! 🔍 Here are a few key employment law updates you should be aware of: 1. Paid Sick Leave Boost: (SB 616) - The Paid Sick Leave amount has been increased to a generous 5 days (40 hours). 2. Compassionate Policies: (SB 848) - Reproductive Loss Leave is now mandatory for employers with 5+ employees. 3. Cannabis & Discrimination: (SB 700) - Additional restrictions are in place to prevent discrimination related to cannabis. 4. Empowerment at Work: NLRA Update - Policies cannot inhibit employees from exercising their rights under the NLRA. 📝Stay tuned for more detailed legal updates in our upcoming newsletter. Stay compliant and create an inclusive workplace for all! 🌟💼 #HRupdates #EmployeeHandbook #ComplianceMatters

✨🌈In the journey towards fostering a truly inclusive workplace and honoring Transgender Awareness Week, it's crucial to acknowledge and uplift the experiences of Two-Spirit employees. For those unfamiliar, "Two-Spirit" is a term used by some Indigenous North American cultures to encompass a range of gender identities beyond the binary. There is a rich history of queer Indigenous advocacy, urging a collective effort to overcome systemic barriers in the workplace. 🌍🚀 🗣️Actionable Steps for Employers: 1. Education and Training: Implement comprehensive diversity and inclusion training programs that educate employees on Two-Spirit history, culture, and the unique challenges faced in the workplace. 2. Safe Spaces: Create safe spaces for open dialogue, encouraging employees to share their experiences and fostering an environment of understanding and respect. 3. Policy Review: Regularly review and update workplace policies to ensure they are inclusive and address the specific needs of Two-Spirit individuals. 4. Representation Matters: Actively seek out and promote the visibility of Two-Spirit individuals within the organization, from leadership roles to employee resource groups. 5. Partnerships with Indigenous Organizations: Collaborate with Indigenous organizations to enhance understanding and support, ensuring that inclusion efforts are aligned with cultural sensitivity and awareness. 6. Allyship Training: Provide resources and training for allies to understand the unique challenges faced by Two-Spirit individuals, fostering a workplace culture of support and advocacy. 💪 Let's commit to turning these insights into action, creating workplaces that celebrate diversity and embrace the strength that comes from inclusivity. #TwoSpiritInclusion #InclusiveWorkplaces #DiversityandInclusion #transgenderawarenessweek

🎉 It feels surreal to say that HumanageHR has made it to 10 years in business! 🤗 I’m so proud of how far this business has come and so grateful for all the amazing clients and partners who are such a huge part of this journey. HumanageHR was born out of a vision to completely disrupt the HR/people space, to create more human-centered workplaces, to help people and businesses thrive. I’m so happy I get to do the work I love and am so passionate about. 💼 ❤️ 🌟 In keeping with the theme, here are 10 tips to help you get ahead of HR challenges in the coming year (that we can support you with): 🔽 1. Invest in employee learning and development 2. Focus on employee upskilling / reskilling / mobility / career pathing 3. Create / revamp your employee recognition program 4. Improve your recruiting and onboarding process 5. Stick with your commitment to DEI 6. Improve performance management, goal setting, and accountability 7. Get creative with competitive benefits and wellness 8. Update policies, job descriptions, and set pay ranges (Pay Transparency Compliance) 9. Resolve team conflict and improve communication 10. Improve employee experience and retention #hr #anniversary #celebration

Women in the workplace deserve better. A report by Lean In and McKinsey & Co. allows leaders a look into common myths about women's workplace experiences and career advancement. Progress in senior leadership roles has surged in recent years, but a persistent lag in the middle of the pipeline and underrepresentation of women of color reminds us that true equality is far from our reality. 🛑 🌟 Women are more ambitious than ever, fueled by flexibility and a commitment to career growth. 🌟 The "broken rung" is the chief obstacle women encounter on their journey to senior leadership. The broken rung is the first step up from entry-level position to manager. That initial missed promotion winds up holding women back for the rest of their careers. 🌟 Microaggressions have a significant and lasting effect on women, influencing their well-being and workplace experiences. 🌟 Both men AND women value flexibility as a top-tier employee benefit and crucial for company success. 💪💼 Understanding these realities is the first step towards creating a more equitable workplace. It will also help leaders understand their female employees better to know how to not only support their aspirations but also create a safe environment to allow for higher productivity and company loyalty. Let's continue to work together for a better future! #WomenInTheWorkplace #GenderEquality #WorkplaceProgress

New Law coming 2024!