Human Solutions: Simplifying HR for People who Love HR

A CEO hosts a party to boost morale—and ends up with a workers' comp claim. A casual breakroom conversation erupts into political tension. A flexible work request triggers a ripple effect no one saw coming. In this episode, Tom Jones and Steve Pangione of AIM HR Solutions join us to unpack the hidden risks HR professionals face in the name of employee engagement.We explore the legal implications of workplace events, the cultural fallout of unchecked speech, and the delicate art of ADA accommodations in a world that expects flexibility. Tom shares the hard legal lines every organization should understand, while Steve dives into the human side of these challenges: morale, inclusion, and the ever-shifting definition of “reasonable.” If you've ever tried to do the right thing and ended up with an HR headache, this one's for you.Topics Covered:How offsite company events can open the door to legal liabilityWhat “voluntary” really means when leadership gets involvedWhere employee speech is protected—and where it isn'tCoaching managers through sensitive political and cultural conversationsUnderstanding ADA obligations and building a culture of good-faith flexibilityLinks & NotesU.S. Department of Labor – Wage & Hour Division — Guidance on compensation for company-sponsored events and voluntary EEOC – Reasonable Accommodation and Undue Hardship Under the ADA — Clarifies what qualifies as a reasonable accommodation and how to evaluate undue hardshipSHRM – Legal Issues for Company-Sponsored Social Events — Best practices for managing liability, alcohol, and attendance at company outingsEEOC – Harassment and Protected Speech Guidance — Covers legal standards for when speech creates a hostile work environmentSHRM – Political Discussions in the Workplace — Advice for managing political expression and its impact on team dynamics AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

When we talk about workplace culture, we often focus on perks—remote work, flexible schedules, and ping-pong tables in the breakroom. But underneath it all, there's something far more consequential that speaks volumes about what an organization truly values: how openly it talks about pay.Pay transparency has moved from taboo to table stakes. As new laws roll out for us in Mass... and in states beyond... and as employee expectations evolve, you might be feeling pressure to adapt policies, retrain managers, and communicate with clarity—all while maintaining fairness, trust, and compliance. It's no longer about being reactive; it's about being strategic.To help us navigate this changing landscape, we're welcoming back Kyle Pardo, friend of the show and Executive Director at AIM HR Solutions. With over two decades of experience supporting organizations through HR transformation—especially around compensation, compliance, and culture—Kyle is the person we turn to when we need to learn how to make these difficult conversations practical and she's back with us today to unpack the realities of pay transparency, from practical implementation to culture change. AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

There's a particular moment—somewhere between noticing a scent that shouldn't be there and sitting someone down to talk about it—that HR becomes more than just policy. It becomes anthropology.This month on Human Solutions, Pete Wright sits down with Terry Cook and Tom Jones for a course in navigating the most uncomfortable corners of professional HR—body odor, domestic violence, and workplace impairment. But this isn't just an etiquette tutorial for the brave and the nose-sensitive. This is about the human—and legal—implications of what happens when our personal lives collide with professional expectations.How do you handle body odor without turning empathy into accusation? What does it mean when you suspect domestic violence, and the person across the desk trusts you enough to say, “Yes”? And where exactly is the line between suspicion and assumption when you think an employee might be impaired?This is an episode about silence—what it costs to break it, and what it costs when we don't. It's about the limits of policy and the power of institutional empathy. And it's about the people on the other end of the phone—the Terrys and Toms—who make it their job to sit with discomfort long enough to make something useful out of it.Because sometimes, the most powerful tool in your HR arsenal after a good policy is the courage to say, “Let's talk.”Links & NotesMassachusetts Domestic Violence Leave LawAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. AIM HR Solutions offers supervisor training and reasonable suspicion training, for more information visit our website at www.AIMHRSolutions.com  AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Think about trust. Trust is the invisible currency of the workplace. It's the unspoken agreement between employer and employee that we'll act in good faith, that we're all playing by the same rules. But what happens when that trust is tested?Imagine this: An employee requests bereavement leave, but the employer isn't sure if the request is genuine. Can they ask for an obituary as proof? Or picture this—an employee hands in a doctor's note that just doesn't seem right. Can an employer challenge it? And then there's the secret recording: a conversation captured without consent, used as evidence in court. In Massachusetts, a two-party consent state, how does that even happen?These are not hypothetical situations. These are real, messy, and sometimes uncomfortable questions that employers face every day. And today, we're unpacking them.Joining Pete Wright this week are Tom Jones and Terry Cook from AIM HR Solutions. They spend their days in the trenches of workplace policy, helping employers navigate the gray areas of HR with clarity and confidence.In this episode, we'll explore how businesses can balance compliance, fairness, and trust in the workplace. From bereavement policies to questionable doctor's notes to the new realities of workplace surveillance, we're diving into the tough questions—and the answers you need to know.AIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours.Links & NotesSecret Recording of Supervisor Admissible in Civil CaseAsk the Helpline: Is this doctor's note fake?Sample Massachusetts Earned Sick Time Policy: For employers navigating Massachusetts' Earned Sick Time requirements, this sample policy from the Attorney General's Office outlines accrual, usage, and documentation rules. Employers should review and tailor it to fit their business needs while ensuring compliance. AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

In this episode of Human Solutions, Pete Wright sits down with two seasoned HR professionals—Lucille Ward from Package Steel Systems and Terry Cook from AIM HR Solutions—to discuss the unique challenges and opportunities in human resources for the manufacturing industry.As manufacturing faces a shortage of skilled workers, companies are struggling to find the right talent to fill positions like machinists, welders, electricians, and maintenance personnel. Lucille and Terry dive into the reasons behind this skills gap, including shifts in vocational education and societal pressures pushing students towards four-year degrees.However, as college costs soar and the value of certain degrees comes into question, there may be a pendulum swing back towards vocational training. Lucille shares her company's innovative strategies for recruiting, training, and retaining employees, such as partnering with local organizations, offering on-the-job training, and investing in employee education.The conversation also delves into the importance of workplace culture, particularly the differences between office and factory floor environments. Lucille candidly discusses the daily challenges of managing diverse teams, implementing HR systems, and keeping employees engaged and motivated.Throughout the episode, Pete, Terry, and Lucille explore the evolving landscape of HR in manufacturing, offering insights, anecdotes, and practical advice for companies looking to attract and retain top talent in a competitive industry. Tune in to learn more about the creative solutions and strategies being employed by these HR leaders on the front lines of the manufacturing sector. --Ready to unlock your team's full potential? AIM HR Solutions, rooted in the heart of Massachusetts, brings you tailored coaching and talent development services designed to elevate your business. With our personalized approach, you're not just investing in HR services – you're investing in the growth of yourself and your team. Discover the power of personalized coaching at AIM HR Solutions. Head to AIMHRSolutions.com to learn more and start your journey toward success today.

How much money do you make? If just hearing that question makes all the little hairs stand up on the back of your neck, you might be a Gen X HR manager. This week on the show we're talking all about Pay Equity and and the proposed legislation on Pay Transparency that might just have an impact on the way we talk about pay at work. Joining us are our own industry experts Kyle Pardo and Sarah Piscatelli to help you plan for the coming changes — and challenges — in recruitment and beyond. Links & NotesComprehensive Compensation ServicesS2 E5: Is Your Company Ready for Pay Transparency?Link to AIM HR's Recruiting ServicesLink to AIM HR's Audit Services AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Are you making use of all the development resources available to your organization? Based on the questions we get from our members, the answer is probably “no.” Today, we're going to give you a new direction for workforce training just for our local Massachusetts member companies.Rob Duncan is the Director of the Workforce Training Fund Programs at Commonwealth Corporation, and Jen Moff is Vice President of Learning and Development at AIM HR Solutions. They join Pete Wright this week to help us all understand how to take advantage of Massachusetts grants and how you can level up your corporate training initiatives as a result.Links & NotesCommonwealth Corporation - Workforce Training Fund Program AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

This week, Pete Wright digs into the complex and sometimes contradictory world of workplace wellness programs with guest Jen Moff, VP of Learning Development at AIM HR Solutions.Pete and Jen examine a controversial study from an Oxford researcher who found that, with the exception of volunteer work, most workplace wellness initiatives provide little to no benefit for employees' wellbeing. The study suggests companies should instead focus on core practices like schedules, pay, and performance reviews.Who are these programs really serving? How can companies authentically embody the values behind their wellness offerings? And is it possible to build an impactful program that employees will actually engage with?The study, and this episode, challenges assumptions about the role and efficacy of workplace wellness programs. It also offers more questions than answers, but a frank discussion is key for any HR professional grappling with these complex issues themselves. Links & NotesWorkplace Wellness Programs Have Little Benefit, Study Finds • New York Times AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

What do you know about coaching? If you've never taken part in a coaching relationship, you just might be carrying around some assumptions based more on myth than reality, and today, we're going to help you see the light. It's an often-misunderstood practice that can help high-potential employees mature in your organization and seasoned pros through big career transitions.To help us better understand the real power of coaching, Pete Wright is sitting down with Jen Moff VP, Learning and Development at AIM HR Solutions, and Scott Loomer, Director of HR Services at AIM. So lace up — and let's get in the game.Links & NotesResources from AIM HR Solutions AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Ever wonder what the most common questions HR professionals grapple with are? In this episode Pete sits down with AIM HR Solutions team members, Tom Jones and Terry Cook, who bring their expertise to the forefront on pressing HR issues. The discussion is centered around the popular topics we often hear about on our helpline. We navigate topics like understanding Massachusetts's PFMLA and its implications for employers, including how to handle leave requests and navigate adverse actions. Discover effective strategies for managing layoffs while exploring alternatives like the Work Share program. Plus, unravel the complexities of drug testing in the workplace, especially in the era of legalized marijuana.   AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

In the rich tapestry of today's workforce, the threads of Diversity, Equity, and Inclusion (DEI) are not just woven in; they're becoming the very fabric of organizational culture. It's a bold experiment that promises to reshape the corporate landscape, but what does it really take to dye these threads into the cloth of our companies? Imagine a workplace where the mosaic of its people's backgrounds isn't just celebrated on special occasions but is the cornerstone of every policy, every team, every decision. We're venturing beyond the buzzwords and diving into the marrow of what DEI truly means for the heartbeat of a company. In the wake of seismic shifts such as the latest Supreme Court decisions, we'll probe into the tectonic impacts on recruitment, internships, and mentorships—confront the myths and misconceptions that cloud the DEI landscape—as we bring the truth into sharp relief.And who better to guide us on this exploration than Karen Wallace, Executive Vice President of Economic Inclusion at AIM? Karen stands at the vanguard of championing inclusive growth and understanding the economic imperatives of DEI and she sits down to share her perspectives with Pete Wright this week.Links & NotesAIM Business ConnectConnect with Karen on LinkedInEmail Karen AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

What should HR professionals be thinking about from a compliance/best practice standpoint for 2024? In the fast-paced world of HR, juggling today's challenges while anticipating tomorrow's trends is crucial. This week, we cut through the noise, offering a blend of expert predictions and actionable insights. Kyle Pardo and Tom Jones join Pete Wright to tackle everything from the intricacies of current compliance issues, such as FLSA and leave laws, to the emerging trends of AI, skills-based hiring, and the transformative power of mindful leadership. What should HR pros be thinking about for 2024? It's all about getting equipped with the foresight to navigate the complexities of the HR landscape. Stay informed, stay prepared, and shape the future of your HR practice with us. Links & NotesReport: Employers don't practice what they preach on skills-based hiring AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Turn on those podcast notifications beacuse Human Solutions is about ready to launch Season 5!

This week, we aim to explore the legal implications of AI in human resources. Our guest is employment lawyer Bryn Goodman, partner at Fox Rothschild, and she brings our focus to recent regulations and what HR teams need to know as our industries enter the AI era.Pete and Bryn dive into the key laws and guidance around AI that HR teams need to follow. The EEOC, FTC, and other federal agencies released a joint statement putting companies on notice about their AI use. States like New York, California, and Illinois have also passed laws regulating the use of automated decision-making tools in hiring and employment.  Questions we answer in this episode: Who bears responsibility if an AI tool violates employment laws? What disclosures and audits are required for AI hiring tools? How can HR teams use AI responsibly despite limited transparency?  Key Takeaways: Federal agencies are holding employers responsible for discriminatory outcomes from AI systems. HR teams should demand transparency from AI vendors and scrutinize the systems they use. Notice, consent, and responsible oversight are crucial when adopting AI tools. This episode provides a look at the emerging legal landscape for AI in HR. Pete and Bryn outline the compliance steps HR teams should take today to integrate AI ethically and minimize risks. Their discussion makes it clear that while AI tools offer opportunities, they require diligent governance within HR. AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

One year ago, as we recorded this conversation, a chatbot named ChatGPT debuted and shook our technological assumptions. Developed by OpenAI, the artificial intelligence tool ignited debate on the future of work, creativity, and what it means to be human. But the story of AI stretches far beyond any single innovation. As companies race to harness AI, what legal realities must they confront? How do these powerful tools reshape the employer-employee relationship? And in automating tasks once reserved for humans, what deeper human values are at stake?Today, we explore this unfolding narrative, guided by employment lawyer Bryn Goodman, partner at Fox Rothschild, and our own Terry Cook. Together, they're going to help us separate AI fact from fiction with insights gleaned from businesses on the frontlines of adoption. Make no mistake: there are human impacts—both promising and perilous—of entrusting technology with more of our working lives. However uncertain the path ahead, one thing is clear: the tools changing work are here. How leaders engage them now will shape the future. So let's rethink some assumptions assumptions, weigh risks, and see if we can move thoughtfully into the AI era.Links & NotesEEOC: Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964 AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

In this week's episode of Human Solutions, host Pete Wright explores the pressing issue of financial wellness in the workplace with Kirsten Hunter Peterson from AIM partner Fidelity Investments. "Finances can be really stressful," she says, "We want you to feel good about your money."With inflation on the rise and record levels of household debt, financial challenges weigh heavily on employees' minds. This stress can take a toll on productivity, focus, happiness, and retention at work. As Kirsten explains, an employee's financial health impacts not just their personal well-being but also the health of the business.Across the episode, Pete and Kirsten dive into several facets of the financial wellness puzzle. They discuss the scope of financial stress facing workers today, from everyday costs to long-term goals. We learn why employees look to their employer for help, and how HR teams can partner with experts to provide useful resources without becoming financial gurus themselves.Kirsten shares encouraging signs that more companies are prioritizing holistic wellness programs for their people. But she cautions that one size does not fit all. The best solutions meet employees where they are, with personalized education delivered how and when they need it.Listen for Kirsten's top tips for HR professionals looking to improve financial wellness for their employees; take stock of key challenges facing your particular employee population, partner with reputable providers offering a variety of resources, and drive engagement through content that resonates with your people.At a time of growing uncertainty, this episode explores tangible ways employers can help their workforce feel empowered, supported, and financially secure.Links & Notes Fidelity Workplace | Financial Wellness an Engaging Employee Experience Fidelity 401k Small Business Retirement Benefits Talking to small business owners about workplace retirement AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

We're talking all about reinventing employee evaluations in the aftershocks of a global shift to remote work thanks to COVID-19. Forget what you thought you knew about performance reviews; we're tearing down the old blueprints and questioning everything from the role of corporate culture to the nitty-gritty of rating scales. Tune in to reshape and invigorate your approach to measuring performance in a workplace that's constantly in flux and the importance of keeping your employees in the know.Our own review experts, Kyle Pardo and Terry Cook, join Pete Wright to shake out the review anxiety and re-invigorate feedback to level up the organization! AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

“What a poorly done L&D strategy is, is reactionary. It is short term. It's not thinking about the big picture,” says Jen Moff, Vice President of Learning and Development at AIM HR Solutions, in this week's episode of Human Solutions. Pete Wright sits down with Moff to discuss how HR professionals can design learning and development programs that strategically align with and achieve organizational goals.Developing a True Learning CultureAn ideal learning and development strategy takes the long view, considering what an organization wants its brand and culture to represent years down the road. It requires dedicating real budget and resources to L&D across all levels of staff, not just selected trainings as needs arise. As Moff explains, “Having a line item in your budget for L&D initiatives, for professional development initiatives, and not just these reactionary, ‘Oh, someone is doing such and such. We need this now'” is the difference between a program that transforms and one that merely checks the box.Getting a Seat at the Leadership TableTo craft an effective strategy, L&D leaders need a view into organizational needs and goals. This requires active partnership and communication across departments. As Wright puts it, “There is no way for you to have an understanding of the organizational needs from L&D unless you are a part of the conversation at a high enough level to be able to hear them.” Moff stresses that executives must actively invite this cross-functional collaboration for it to work.Measuring True Behavior ChangeA well-structured program is ultimately measured by lasting employee behavior change that aligns with corporate values and furthers strategic goals. As Moff explains, “training is a seed that gets planted” but real growth only happens through “integration of what was learned into regular ways of being.” This requires ongoing reinforcement after the training itself ends.Key Takeaways The hallmarks of a strategic learning program versus a reactive one Why cross-functional collaboration is essential for L&D success How to secure stakeholder buy-in and budget for impactful training Measuring L&D through changed behaviors over time, not one-off sessions With decades of combined HR expertise, Jen outlines concrete steps to build a learning culture that transforms organizations from the inside out. Tune in for paradigm-shifting insights to drive strategic results.Links & Notes AIM HR Solutions' Training & Development Catalog AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Why is recruiting the right candidates becoming an uphill battle for many companies today? This week, Pete Wright sits down with Jen Moff and Terry Cook to unpack the intricacies of modern recruitment. Together, we delve into the power of a purpose-driven mission and the importance of authentic branding. With their combined expertise and insights from AIM HR, this episode is a must-listen for HR professionals seeking to navigate the challenges of today's talent landscape and align candidates with their company's vision.Links & NotesRecruiting Services from AIM HR Solutions AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

We're jumping into the world of workers' compensation. We start with an introduction to the topic, emphasizing the role of businesses and HR professionals. As we navigate workers' compensation, Pete Wright will be joined by Dan Ilnicky of A.I.M. Mutual, an expert in workers' comp, and our in-house HR specialist, Lori Bourgoin. Together, they will provide insights into the initial steps post-injury, the nuances of communicating with employees on workers' comp—including those with legal representation, and the pivotal laws that shape these processes. We'll also discuss the challenges and considerations of reintegrating employees post-injury. Wrapping up, we underscore the importance of proactive management and the value of clear communication and compliance.Links & Notes Department of Industrial Accidents (DIA) OSHA.gov The Americans with Disabilities Act (ADA) Family Medical Leave Act forms Paid Family and Medical Leave Workplace Violence Prevention training Substance Abuse and Mental Health Services Administration AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

For HR professionals, navigating the intricacies of substance abuse in the workplace is both urgent and complex. With a significant number of workers believing in employer support for substance use management and widespread misconceptions about addiction treatments, HR faces the challenge of balancing employee well-being with organizational needs.This week, AIM's own Lori Bourgoin and Tom Jones join Pete Wright to delve deep into this complex issue, highlighting the real-world scenarios HR must grapple with, the legal implications, and the critical role they play in addressing and managing substance use challenges in the modern workplace. Links & Notes The Americans with Disabilities Act (ADA) of 1990 The Civil Rights Act of 1964 The Family and Medical Leave Act (FMLA) of 1993 The National Labor Relations Act (NRLA) of 1935 FindTreatment.gov Substance Abuse and Mental Health Services Administration AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Today, we're turning the pages on employee handbooks, those essential guides that can make or break workplace understanding. And who better to navigate this realm with us than experts from the forefront of HR Solutions? Kyle Pardo and Sarah Piscatelli join Pete Wright to analyze standout examples of practical handbooks and those that missed their mark. Together, they explore the trend of handbooks moving away from dense legal terminology towards clear, accessible language, aiming for clarity and simplicity akin to a well-crafted document. They'll navigate through the complexities of today's workplace dynamics, learning to avoid common pitfalls and ensure your handbook remains timely and relevant. Plus, they offer insights into the latest policy updates from AIM HR Solutions. Join us for a thoughtful and insightful journey into the nuances of employee handbooks.Links & Notes AIM: Employee Handbooks NLRB: Board Adopts New Standard for Assessing Lawfulness of Work Rules SHRM: Employee Handbook Mistakes AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Office parties have always been a double-edged sword for employers. On one hand, they can boost morale, foster camaraderie, and reward workers for jobs well done. On the other, they come with their fair share of liabilities, especially when alcohol enters the mix. This week on the show, Sarah Piscatelli and Stacey Wenczel join Pete Wright as they navigate the intricate world of corporate celebrations. From the role of HR in shaping these events to the unseen challenges that can arise, our hosts will offer a high-level overview that promises deeper dives in the episode. Whether you're an employer, an HR professional, or just a curious listener, this episode is set to shed light on the behind-the-scenes dynamics of those memorable office gatherings and how HR is involved.Links & NotesSHRM Resources: Alcohol at Parties (Member Link) AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

This week, Tom Jones and Terry Cook join Pete Wright to talk about a topic that's making waves in the corporate world and setting Human Resources departments on their toes: an audacious, unapologetic, and strikingly public phenomenon known as "Loud Quitting." The trend sees employees actively cause issues and voice their dissatisfaction before leaving a job. This podcast explores the loud quitting phenomenon and its implications for organizations. With remote and hybrid work models becoming more prevalent, we examine whether loud quitting is exacerbated when teams are dispersed versus working in offices. Employees who loudly quit often perceive unfairness and feel actively disengaged, which quickly damages morale. Behind loud quitting can lie deeper issues related to company culture, inclusivity, and adapting to change.Managers play a crucial role in mitigating loud quitting. Techniques like stay interviews, soliciting honest feedback, and having more conversations to avoid assumptions can provide insight into problems. However, sometimes an employee truly wants to quit, and recognizing when to let them go avoids being held hostage to one person. Proper manager training is critical.Legally, managers cannot fire someone solely for complaining. Loud quitting may reveal bullying, harassment, or other issues requiring HR intervention. However, building a case with documentation can be prudent if an employee damages the team.Ultimately, loud quitting signals areas where organizations need improvement. Addressing perceptions of unfairness, lack of inclusivity, unhappiness with leadership, and difficulties adapting to change can strengthen company culture and retention. With careful listening and measured responses, managers can handle loud quitting in a way that benefits both employees and organizations. AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

The whole crew is back for a new of Human Solutions coming Next Week!

Attention Massachusetts employers! Get ready to uncover a world of grant opportunities that can revolutionize your business, and here's the best part: it's free money waiting for you! Grants don't have to be complicated, and we're here to simplify the process for you. Join our engaging and informative podcast episode where we delve deep into the realm of grants.Here's a taste of what you can expect on this live podcast:

We did some digging into some of the advertised benefits through the early 2000s into the early 2010s, and it's a bizarre trip down memory lane. Here are a few of our favorite benefits: “free mechanical bull rides any time,” “onsite live workout classes and massage,” or “a personal assistant for every employee, free beer Fridays, housecleaning services every month, and the best homemade guacamole served in culver city and you can have as much as you want.” This was an early expression of workplace flexibility when it was a lever we could pull for recruiting great talent. But the mood has changed over the last few years, and in this week's rebroadcast, Terry Cook, Jillian Derby, and Kelly McInnis join Pete Wright to describe the current environment around employer flexibility and answer the question: what does it mean to be a flexible employer today?

It is one of the hardest parts of the HR job: terminations. Having a disruptive employee working can have a negative impact on the productivity and efficiency of others. The manner in which a termination is handled can impact the morale of the entire workplace and must be handled carefully while being respectful of the outgoing employee's experience.In this week's rebroadcast, Terry Cook, our Senior Vice President of Employer Services, and Tom Jones, our very own attorney specializing in labor and employment matters, join Pete Wright to share what you need to know about handling terminations well.

Gen Z is in the workplace! Who are they? How are they different from millennials? And why has everyone forgotten Gen X? Dudes, will no one gag me with a spoon? In this week's rebroadcast, we have our own Gen Z'er is in the spotlight, along with her Millennial counterparts. Jen Moff, our VP of training, Jillian Derby, our senior marketing director, and Kallee McGraw our events support specialist spill the tea on what makes this generation tick and what your company should be thinking about when it comes to attracting, retaining, and fostering relationships across generations at work.

It's tedious, boring, and a lot of work, but it is one of the essential components of an HR person's job. Record-keeping. Having organized documents can make it easier to do your job as an HR professional, such as evaluating claims and verifying information. But have we mentioned it's a lot of work? Legally, there are requirements that employers must keep accurate, up-to-date, and secure records. But who's keeping these records? Who's responsible? And can you find all the records and reports that you need when you need them? Our HR and legal experts are here to guide you through this daunting task. In this week's rebroadcast, the dynamic duo of digital records, Tom Jones and Kyle Pardo, are back and they're going to do what many have thought impossible: Make paperwork pop.

This week we unravel the complex web of wage theft and its implications for HR professionals! Sam Larson and Tom Jones join Pete Wright and together, they explore a variety of legal cases related to wage theft, shedding light on the importance of understanding the underlying issues and the legislation that aims to protect employees and ensure accurate payment of wages.They uncover the various faces of wage theft, from unpaid overtime to overlooked health care contributions, and grasp the significance of mastering wage law basics to safeguard both your organization and employees. They also touch on the proposal to increase the minimum wage and discuss the many of resources available to keep you informed about compliance rules. So, gear up, HR professionals, and get ready to become the wage theft champions your company needs to foster a fair and compliant work environment. Links & Notes U.S. Department of Labor - Wage and Hour Division (WHD) Wage & Hour Laws "Wage Theft Claims Likely to Increase" • AIM HR Solutions "Massachusetts Employers Beware! Treble Damages Are Available When Employers Are Even One Day Late with Final Wage Payment to Employee"• McClane.com

As HR professionals strive to create competitive benefits packages that attract and retain top talent, it's essential to think beyond traditional offerings. AIM HR's Mary McNally and Stacey Wenczel join Pete Wright on this episode of Human Solutions as we discover how to design a benefits program that aligns with your company's culture, values, and the needs of your employees. Just as a chef creates a menu that reflects their restaurant's identity while catering to their customers' tastes, you need to align your benefits program with your company's values and culture while providing benefits that resonate with your people!From generational differences to financial, cultural, and family needs, Mary and Stacey explore how to personalize benefits for your company.  This episode also covers communication strategies, compliance issues, and low-cost team-building activities to ensure your benefits program stays fresh and engaging. Tune in to discover how to take an ongoing approach to your benefits program and evaluate what your employees want while aligning your benefits program with your company's culture and mission.Links & NotesPublication 15-B (2023), Employer's Tax Guide to Fringe Benefits — IRS.gov

This week, we unveil the power of collaboration between HR professionals and learning and development experts to craft bespoke solutions that elevate both employees and the organization. Jen Moff and Kathleen Worthington join Pete Wright to offer an insider's perspective on the nuanced differences between training and coaching, and unlock the secret to building a thriving learning culture that magnetizes top talent, including millennials and Gen Z.We'll explore the transformative impact of investing in training and development to effortlessly bridge generational gaps, forging unified teams and fostering a shared vision of the organization's goals and values. Join us to acquire cutting-edge insights and strategies from expert HR that will supercharge your organization's adaptability and success.Links & Notes Learning & Development Trends for 2023 and Beyond Why is Professional Development Important? - Professional Development | Harvard DCE AIMhrsolutions.com to search our catalog or go to our L&D catalog

In this episode we will explore the importance of mental health and well-being in our fast-paced professional lives. Jen Moff andJillian Derby join Pete Wright to share personal stories, experiences, and valuable insights on creating a supportive and compassionate work environment.Discover the secrets to promoting a culture of open communication, flexibility, and psychological safety. Learn about the evolution of work-life balance, autonomy, and asynchronous workstyles, as well as practical steps for employees and managers to prioritize mental health, and take the first step towards cultivating a more mindful and productive workplace today.Links & Notes S2 E3: Managing Stress and Heading Off Burnout Danielle (Posa) Pusateri on LinkedIn: #businesscaseforwellbeing #wellbeingresearch #reputation #innovation… | 35 comments Developing Mindful Leaders Unlocking Well-Being in the Workplace

Are you ready to revolutionize your organization's approach to workplace stress? Do you want to supercharge productivity, employee retention, and legal compliance? Then this is going to be a game-changing episode for you. Jen Moff and Tom Jones Join Pete Wright to guide us through the HR labyrinth of stress management. We will reveal the top stressors affecting your employees and unveil the art of balancing employee privacy with mental health support. Discover the power of providing reasonable accommodations and learn the strategies needed to cultivate a thriving, supportive work environment. You'll discover how So get ready to to transform your workplace using your HR expertise and create a happier, healthier workplace for everyone.Links & Notes AIM HR Solutions Podcast Managing Stress & Heading Off Burnout Paid Family and Medical Leave (PFML) overview and benefits Workplace Stress - The American Institute of Stress Workplace Stress Costs American Businesses - businessnewsdaily.com Americans Anticipate Higher Stress at the Start of 2023 and Grade Their Mental Health Worse

Join us for a personal and engaging conversation about the realities of launching and leading a diversity, equity, and inclusion council in your workplace. Are you thinking about launching and leading a diversity, equity, and inclusion council in your workplace? This week, we're going to help you do just that. Reid Tomihara, Vasundhra Sangar, Gaetan Kashala, and Terry Cook join Pete Wright to share their personal stories, successes, and challenges in bringing diversity councils to today's organizations, and the power these councils have to drive meaningful change. Tune in to discover the story behind the formation of AIM's Diversity Council, how top-down approaches and grassroots initiatives can help build a dynamic council and the crucial role of HR in supporting diversity and inclusion. You'll also hear about their challenges and their plans for the council. This episode is packed with actionable takeaways and recommendations to empower you to create a more inclusive workplace.Links & Notes Juliette Mayers: Inspiration Zone SHRML How to Develop a DEI Intiative Human Solutions episode 207: The Courage of Inclusion with John Regan & Juliette Mayers

Are you confident that your employees are classified correctly as exempt or non-exempt? The answer may not be as straightforward as you think. In this episode of Human Solutions, HR experts Dan Baker and Kyle Pardo from AIM HR Solutions join Pete Wright to explore the ins and outs of exempt vs non-exempt classification.From the different types of exemptions to common mistakes in classification, Dan and Kyle break down the factors that determine an employee's exempt or non-exempt status. They also dive into the specifics of calculating overtime pay for non-exempt employees and share tips for maintaining compliance, including the risks involved and the importance of record-keeping.This episode is a must-listen for any business owner or HR professional who wants to avoid costly misclassification lawsuits and stay compliant with FLSA regulations. Tune in now and get the answers you need to ensure your employees are classified correctly!Links & Notes Final Overtime Rule Field Operations Handbook Fact Sheets Frequently Asked Questions

Are you a working parent expecting a baby? Or are you an HR professional looking to support pregnant and nursing employees? Regardless, you'll want to tune in to this episode of Human Solutions. Pete Wright hosts experts Kyle Pardo and Tom Jones from AIM HR Solutions as they discuss everything from legal requirements for employers to mental health support for pregnant workers.We'll explore the PUMP Act, a new law expanding the 2010 break time law for nursing mothers in the workplace. We'll navigate the ins and outs of the legislation and learn how HR professionals can ensure they stay up to date on relevant laws and regulations related to pregnancy and the workplace. But we won't stop there. We'll also explore pregnancy discrimination and the Family and Medical Leave Act (FMLA). Whether you're a working parent, an HR professional, or just curious about this important topic, you won't want to miss this episode.Links & Notes FLSA Protections to Pump At Work Fact Sheet #73: FLSA Protections for Employees to Pump Breast Milk at Work MCAD Guidance on the Pregnant Workers Fairness Act What You Should Know about the Pregnant Workers Fairness Act What to Expect When You're Expecting (and After the Birth of Your Child)...at Work The PUMP for Nursing Mothers Act: What You Should Know

Non-Compete Agreements are a hot topic in HR right now, thanks in no small part to the FTC and NLRB proposals in the news. As an HR pro, what do you need to know? AIM HR Solutions' employment lawyers Sarah Piscatelli and Tom Jones join Pete Wright to share what you need to know to ensure your organization is developing an intelligent non-compete policy. They'll also share their experiences in dealing with everyday challenges, such as determining the scope of the agreement and dealing with potential legal challenges from employees.We will guide you through the maze of non-compete contracts, offering practical tips and insights to help you become a more knowledgeable and influential HR professional. So, don't miss this opportunity to unravel the mysteries of non-competes and join the conversation.

Are you tired of feeling like the fashion police when it comes to enforcing a dress code in your workplace? As an HR professional, you know that dress code policies are essential to maintain a professional and safe workplace. But it's not always easy to balance compliance with laws and regulations, individual expression, and organizational image. Terry Cook and Sarah Piscatelli join Pete Wright to share the tools of a smart, safe, and inclusive dress code policy for your organization.From understanding the legal implications of dress codes to navigating tricky situations like religious exemptions and race discrimination, our experts, Terry Cook and Sarah Piscatelli, will share their knowledge and experience. So, get ready to put your best foot forward and tune in to this episode for a dose of fun, informative, and creative insights that will make dress code policies a breeze in your workplace.

We've been lucky the last two seasons of Human Solutions to have been discovered by an audience beyond -- in some cases *far* beyond -- our Massachusetts backyard. We're grateful you're here, HR Pro, and we've cooked up a season of conversations that we hope will apply to you no matter where you are. Of course, we can shake our roots, and we have just as much to share with our locals, too. We're digging into Non-Competes and Non-Solicitation early this season, a subject close to our hearts and the headlines. Also on deck are the PUMP Act and maternal rights, handling exempt versus non-exempt employees, benefits strategies, and DEI. We're looking hard at stress and mindfulness at work and how we make decisions in challenging environments. And, of course, the team has come together to hash out some of our most bitterly debated subjects: The Dress Code.That should get us started, so be on the lookout next week for our return to form and get ready! Tom and Terry and Jen and Kyle are all back in the saddle, along with some incredible and experienced HR voices new to the show, too.

The push toward remote work has accellerated considerably since the pandemic's start. According to the U.S. Census Bureau, the number of people primarily working from tripled between 2019 and 2021. In this episode, Mark Millett, Director of HR from AIM Mutual Insurance Companies, and Kyle Pardo, EVP of AIM HR Solutions, join Pete Wright to uncover how the workplace has transformed post-COVID, and why the ergonomics of your remote workers should be top of mind.Check out LinkedIn's Hybrid Office Space.