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Author: Hemanta Maharjan

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HR

HIRING

cost of bad hiring

A bad hire costs you!

It costs time, money, frustration, and issues with team dynamics.

A bad hire may appear in poor performance, tension within teams, unhappy employees, unhappy clients,   and ultimately, turnover.

And turnover? It hits hard — from the lost investment in training to the ripple effect it has on the entire organization.

As one leader put it, “They weren’t a good fit, so they weren’t happy and I wasn’t happy. Giving them the job wasn’t a benefit to either party.”

The lesson? Hiring right is about more than just finding someone with the right skills. It’s about ensuring they’re a true fit for your company culture.

Here’s how to make sure you hire right:

1. Have a deep understanding of the KSAs (Knowledge, Skills, and Abilities) required for the position. Get clear about who your best candidate is. What you may overlook in hiring can cost you!

2. Assess their personality and how it will align with your managers and team dynamics. Create situational and behavioral questions to screen for your organizational core values.

3. Check your biases! Just because you connect with them on a personal level during the interview does not mean they’re the right fit for the position.

4. Do a compensation analysis to make sure your pay for the position aligns with the market and thus, attracts the best candidate.

When your team clicks, magic happens! ✨

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Uncategorized

CALIFORNIA EMPLOYERS NEED TO KNOW THEIR NUMBER!

California Wage Order


WAGE ORDER #, THAT IS!

One of the first things I discuss when working with a new business client in California is their Wage Order. It surprises me that many business owners in California don’t know their wage order or what one is.

❓ What is your “Wage Order #”?

⁉️ “Wage Order” what?!?!

California has 17 (yes 17!) Wage Orders! They are issued by the Industrial Welfare Commission (IWC) and CA employers must comply with the Wage Order that applies to their business or industry.

▪️ Wage Orders are based on industry/position.
▪️ Your Wage Order dictates how you pay employees!
▪️ You need to know your number!
▪️ You need to post your number where employees can easily see it!

❓ How can you find your Wage Order #?

➡️ The easiest, free way to find your wage order is to use this document from the Department of Industrial Relations https://lnkd.in/gKQHYJ77

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Human Resources

SweeterHR Annual Survey Results 2024

SweeterHR Annual Survey Results 2024

Below are the results of our Annual 2024 Client Survey. Thank you so much to those who participated, we truly appreciate the time you spent in providing feedback! Our goal is always to progress and increase our service ratings! We implement client suggestions every year and find them super helpful in our quest to provide superior service and expertise, culminating in a “sweeter” experience. 

The Results

  • 97% Satisfaction Rate: 84% of clients are Very Satisfied and 13% are Satisfied with SweeterHR
  • 97% found their last interaction with SweeterHR to be either Extremely or Very Valuable
  • 90% of clients are Very Likely to continue service with SweeterHR this next year. 
  • “World class” NPS rating!

Some Client Comments from our Survey

 “You make my life easier!” 

“Working with SweeterHR has been extremely beneficial for my business”

“We have been extremely happy with your services” 

“Service has been great! Always there when we need some help”

“WE LOVE YOU GUYS” 

“We’re a growing cannabis company expanding into several different states. Sasha and her team are very knowledgeable in the different states”

“We really appreciate the quick response when we need assistance”

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HR

It’s HR Professionals Day!

HR Professional Day


And what better way to celebrate HR Professionals Day than by sharing that our team is a finalist for the BizX Awards in the Best Service-Based Business (Under 10 Employees) category! Out of 100s of nominees, this is a huge achievement, and we couldn’t be more excited!

We also just received our Annual Client Satisfaction Survey results, and our Net Promoter Score was even higher than the wonderful score we achieved last year! 🎉 I couldn’t be prouder of our team—they truly embody what it means to be dedicated, compassionate HR professionals.

Happy HR Professionals Day to our amazing team and to all the HR leaders who work tirelessly to make a positive impact in workplaces everywhere.

Categories
Misc

HISPANIC HERITAGE MONTH

Hispanic Heritage Month

It’s Hispanic Heritage month and this year’s theme, “Pioneers of Change: Shaping the Future Together,” celebrates the trailblazers who have driven progress in fields like education, science, business, the arts, and social justice. These leaders have paved the way for future generations, demonstrating the power of innovation, leadership, and community.

Hispanic Heritage Month reminds us of the importance of recognizing the diverse talents and contributions of our team members. It’s not just about honoring the past—it’s about shaping the future together.

Supporting Hispanic employees and all underrepresented team members starts with creating an inclusive environment where everyone feels valued. As HR professionals, it’s our role to ensure that diverse voices are celebrated, development opportunities are available, and a culture of respect is maintained. Whether it’s offering cultural celebrations, mentoring programs, or simply listening, these steps help build an environment where innovation and progress thrive.

Continue to empower and support our Hispanic colleagues and all team members as we build better, more inclusive workplaces.

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Uncategorized

CalOSHA’s New Indoor Heat Illness Standards 2024!

CalOSHA’s New Indoor Heat Illness Standards 2024

Cal/OSHA’s new indoor heat illness prevention requirements, finalized in 2024, are designed to protect workers from the risks of heat-related illness in indoor workplaces. Key points of the regulation include:

1. Application: The regulations apply to indoor workplaces where temperatures equal or exceed 82°F, or where workers perform strenuous activities that could lead to heat stress.

2. Heat Illness Prevention Plan: Employers are required to implement a written Indoor Heat Illness Prevention Plan, outlining specific procedures for monitoring heat, training workers, providing shade or cooling areas, and ensuring access to water.

3. Engineering and Administrative Controls: Employers must implement measures to reduce heat exposure, such as ventilation, air conditioning, or adjusting work schedules to avoid peak heat periods.

4. Breaks and Rest Periods: Employees working in high-heat environments must be provided with cool-down rest periods, as well as access to sufficient water for hydration.

5. Monitoring and Acclimatization: Workers need to be closely monitored, especially during acclimatization periods when they are new to hot environments or returning from extended breaks.

6. Training: Employees must be trained on heat illness symptoms, prevention methods, and the company’s procedures for managing heat stress.

These regulations aim to reduce the risk of heat illness in indoor environments and protect workers’ health and safety.

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Employee behavior

CALIFORNIA EMPLOYERS Violence Prevention

violence prevention at workplace

On September 30, 2023, California enacted Senate Bill 553 (Cortese), introducing new mandates under California Labor Code section 6401.9, effective July 1, 2024. This legislation compels employers to establish, implement, and maintain a comprehensive written Workplace Violence Prevention Plan (WVPP). Key components of the plan include designating responsible individuals, involving employees and their representatives, addressing reports of workplace violence and prohibiting retaliation, communicating with employees about violence-related matters, responding to emergencies, and conducting effective training. Additionally, the plan must identify, evaluate, and mitigate workplace violence hazards, perform post-incident responses and investigations, and specifically address violence prevention in general industry settings, encompassing non-healthcare environments.

Workplace violence is broadly defined under this law as any act or threat of physical force, use of weapons, or other hostile behavior that occurs at work and could result in injury, psychological trauma, or stress. The legislation categorizes workplace violence into four types, ranging from criminal intent (Type 1) to violence involving personal relationships (Type 4), each presenting unique risks and requiring specific preventative measures. For employers, the law mandates a proactive approach in hazard assessment, incident response, and continuous training to safeguard employees. Compliance also involves detailed record-keeping and reporting of violent incidents to Cal/OSHA, reinforcing the state’s commitment to reducing workplace violence and enhancing employee safety across various industries.

WE HAVE VIOLENCE PREVENTION PLANS! Let us know if you’d like one created for your organization!

Categories
HR Policy

ATTENTION: ALL EMPLOYERS IN THE U.S. WITH 15 + EMPLOYEES!

HR Policy US

Effective June 18th 2024: The EEOC’s Pregnant Workers Fairness Act (PWFA)

The federal Pregnant Workers Fairness Act (PWFA), enforced by the Equal Employment Opportunity Commission (EEOC), aims to protect pregnant workers from discrimination in the workplace. It requires employers with 15 or more employees to provide reasonable accommodations to pregnant workers, similar to those provided to individuals with disabilities under the Americans with Disabilities Act (ADA).

These accommodations might include allowing employees to drink water, take additional restroom or food/drink breaks, changes to work duties, schedules, or the work environment to ensure the health and safety of pregnant employees. The PWFA prohibits employers from discriminating against pregnant workers in hiring, firing, promotions, or other employment decisions. Employers must also provide notice to employees about their rights under the PWFA.

To ensure compliance with the PWFA, employers should update their policies and educate managers and other relevant staff on the presumptively reasonable accommodations, limitations on requesting documentation, and the importance of prompt accommodation.

Reach out to us if you have additional questions around compliance or want us to create a policy for your workplace.

Categories
Human Resources

Uniform Messages May Be Concerted Activity, Says NLRB in Recent Ruling

concerted activity

By Lauren Amabile Sr. HRBP

The National Labor Relations Board recently ruled against Home Depot in a case involving an employee who was prohibited from writing “Black Lives Matter” on their work uniform and prevented from working until the message was removed, stating the message was considered “concerted activity” and had to be permitted.

The employee’s message was in response to what they believed to be unfair treatment of their coworkers by the company. The employee involved in the case and others brought their concerns to the attention of management and hoped the message would spark a larger conversation about race and workplace discrimination. The message itself, and the fact that the employee in question talked about their concerns with other employees and with management, contributed to the NLRB’s decision to qualify the circumstances as “concerted activity”. Furthermore, Home Depot permitted Pride flags on uniforms, adding an additional concern of discrimination in this case.

While the practice of managing messaging in the workplace is somewhat uncertain, and employers still have the capacity to disallow any political or social messages that are unrelated to employment or working conditions (these messages are unlikely to be classified as concerted activity), employment law experts are advising against general bans on any messaging that could reduce workplace discussions and potentially limit concerted activity by extension.

Takeaway: Union and non-union workers have rights under the law to discuss working conditions among themselves while at work. Enforcing dress, uniform, and messaging standards that limit these rights can create risk for employers.

Categories
Misc

Holiday Spotlight: Diwali, the Hindu Festival of Lights

diwali festival of lights

This year, Diwali is observed on Sunday November 12th with festivities beginning the Friday before and ending the Tuesday after, coinciding with the Hindu months, Ashvin and Kartika. Each of the days holds its own celebratory traditions. Throughout the week, the festivities focus on common holiday themes, like prayer and worship, food, family, and charitable giving.

Diwali is the third day of the observance where diyas (oil lanterns made of clay) are illuminated and the goddess Lakshmi is worshipped at temples and in homes. Gifts are exchanged and meals are shared. Most notably, firework displays mark the occasion.

Diwali, which is primarily a Hindu holiday but is also celebrated in Jainism and Sikhism, gets its name from the Sanskrit words for “row of clay lamps”, which illuminated homes in a symbol of protection from spiritual darkness.

If you are wondering how to wish someone well during Diwali (and don’t have the lyrical stylings of The Office’s Michael Scott), go with a simple “Happy Diwali!”