Podcasts about Employee handbook

HR: Friend or Foe? The Truth About Who HR Really Works For Thinking about running to HR with your workplace woes? You might want to listen to this episode first. Our hosts tackle the persistent myth that HR departments exist primarily to support employees. Spoiler alert: they're actually there to protect the company! The Darth Vader Effect Jeff shares a shocking story about an HR department that actually reveled in being feared by employees—with one HR rep proudly comparing himself to Darth Vader. We explore why this toxic approach damages company culture and undermines trust. When Missions Misalign What happens when HR's mission doesn't match the company's mission? Our hosts discuss real examples where this disconnect led to lost employees and destroyed trust. Learn how leadership must ensure alignment for a healthy workplace. Building Bridges, Not Barriers Despite their sometimes fearsome reputation, most HR professionals are caring, dedicated individuals trying to balance company protection with employee support. Discover how communication and follow-through can transform HR from perceived enemy to valued resource. The Bottom Line HR departments serve a critical purpose, but they're caught between protecting the company and supporting employees. The best HR functions as a trusted, kind arbiter that maintains alignment with the company's mission. Tune in for: ->Real stories of HR nightmares and successes ->Tips for leadership to evaluate their HR department's effectiveness ->How employee handbooks should (but often don't) guide workplace behavior ->The three qualities our hosts believe define the perfect HR department Wherever you stand with your HR department, this episode will give you fresh perspective on this crucial but often misunderstood corporate function!

In this episode of World's Greatest Boss, Jackie Koch dives into the complexities of using AI in HR practices with Bryan Driscoll, a former employment attorney turned HR consultant. With AI tools like ChatGPT becoming increasingly popular for tasks like writing employee handbooks and screening job applicants, it's crucial to understand where AI can be helpful and where it poses significant risks—especially from a legal perspective.Bryan shares insights on the legal ramifications of using AI in hiring, the difference between AI and automation, and why relying on AI for employment decisions can lead to compliance issues. He explains how the EEOC holds companies accountable for discrimination caused by AI and why small businesses need to be extra cautious when using AI-driven hiring tools. Bryan also touches on the importance of human judgment in screening resumes and navigating complex employee issues.From hiring challenges to managing workforce behavior, Jackie and Bryan discuss practical advice for using AI responsibly and avoiding common pitfalls. Bryan also shares tips on keeping employee handbooks compliant, especially when dealing with multi-state workforces.What You'll Hear in This Episode:[00:00] Intro: Risks of using AI in HR practices[01:50] Bryan Driscoll's perspective on AI in the workplace[02:56] Legal risks of using ChatGPT for compliance and HR issues[05:28] Defining AI vs. automation in HR[07:18] Examples of AI-driven hiring and potential discrimination risks[08:41] Jackie's real-world experience with AI tools in recruiting[10:34] Challenges of using AI to hire generalists in small businesses[12:40] The importance of auditing AI-driven hiring processes[13:19] Risks of using AI to manage workforce issues and employee behavior[14:22] Why creating employee handbooks with AI can lead to compliance failures[17:22] Why employees are more knowledgeable about their rights today[18:32] Handling compliance mistakes proactively[19:38] Legal trends and upcoming regulations to watch[20:15] Bryan's background and advice for business owners[21:43] Closing thoughts: Being proactive with HR policiesMentioned in This Episode:Connect with Bryan Driscoll on LinkedIn for more HR insights and guidance.Visit PeoplePrinciples.co for more resources on building a compliant and effective team.Follow Jackie on LinkedIn: Jackie Koch

Let's be real—if you're running your wellness business without solid systems in place, you're setting yourself up for stress, burnout, and stalled growth. In this episode of the Scaling Wellness podcast, I'm diving into the essential systems every wellness business owner needs to create consistency, improve efficiency, and scale without chaos. We'll explain why "winging it" isn't a strategy, the key areas where structured systems make the biggest impact, and how to set up processes that give you back time while increasing revenue. Whether it's streamlining client bookings, optimizing team management, or automating day-to-day operations, these strategies will help you run your business smarter, not harder. If you're tired of feeling like everything depends on you, this episode is your roadmap to freedom. Tune in now and start building the systems to take your wellness business to the next level!   ----------------------------------------------   Want to build a wellness practice that gives you both TIME and MONEY? Learn how more at www.scalingwellness.com    Schedule Your No-Cost 1:1 Strategy Call: www.scalingwellness.com/chat    Follow us on Instagram: www.instagram.com/scalingwellness    

Our 100th episode of What the Hell Just Happened?! discusses the shocking truth about DIY handbooks and why borrowing an employee handbook from another practice can lead to legal ramifications. Join Paul Edwards and his guest, Kimberlee Polansky, as they discuss the importance of properly written employee handbooks for your small privately owned practice. This week, episode 100 of What the Hell Just Happened?! is about your secret weapon as a business owner or manager: the employee handbook. Better workplaces make better lives.  Our podcast sponsor, CEDR HR Solutions, knows there's a better, easier way to HR. With our industry-leading approach, we support over 3,000 small and medium businesses across the country through custom handbooks, one-on-one HR coaching, and education. From HIPAA training to our expansive software, backstageHR, our affordable and tailored approach enables you to address any issue with ease.  In this episode of What the Hell Just Happened?!, CEDR CEO and Founder Paul Edwards is joined by Kimberlee Polansky to share the importance of having a well written handbook provided by experts, and actionable steps you can take to ensure all your employees follow the policies and procedures laid out in your handbook. Paul Edwards and Kimberlee Polansky also discuss: The legal ramifications of a poorly made employee handbook. How employee handbooks can help protect you from costly mistakes. Why you need to not just have a handbook, but actually understand each policy in and out so you can effectively enforce it.  If you are a business owner or an office manager looking to simplify your HR process and you are not already subscribed to our HR Insider Newsletter, you need to click here to start receiving the most current, updated information for your office. Be sure to tune in every other Tuesday and listen to past episodes to get informed about tons of HR tips and best practices.  Thank you for listening! If you enjoyed today's episode, please make sure to share this episode on LinkedIn or with your team, and don't forget to follow, share, and rate the show on your preferred listening platform.  Email questions or comments for Paul at podcast@wthjusthappened.com You can connect with us here: Website LinkedIn Instagram Facebook

Corporate policies serve as a tangible manifestation of a business's core values and ethical standards, and these policies can help to cultivate a cohesive organizational culture that aligns with those values and standards. For instance, transparent communication policies can build trust within the workforce, encouraging open dialogue and collaborative problem solving. Company policies related to political and economic changes can highlight a company's core values as well.Join Rich John, adjunct professor at Cornell Law School, as he talks about how a company's rules and the policies they implement have a direct connection to what they value. Professor John will also look at past precedent and discuss why more and more companies are defining their political stances in their employee handbooks.The Cornell Keynotes podcast is brought to you by eCornell, which offers more than 200 online certificate programs to help professionals advance their careers and organizations. Learn more in our law and human resources programs, including the Compliance Systems certificate authored by Rich John.Did you enjoy this episode of the Cornell Keynotes podcast? Watch the full Keynote. Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

Are you battling with inconsistent processes, bad practice and poor staff training? In this episode, Harv Nagra explains the benefits of documenting and embedding best practices – to take your agency one big leap forward in operational maturity.Harv shares his best tips on:Creating an agency handbook – to create a single source of truth for your business, and help your team work consistentlyChoosing the right documentation tools – specific tools that are helpful in documenting and communicating workflowsCreating a team of best practice champions – by providing learning resources that let them build confidence from day oneReady to future-proof your agency? Join Harv in this episode as he explains how to take your agency to the next level.Harv's preferred tools mentioned in the episode:coda.ioscribehow.comloom.comFollow Harv on LinkedIn: https://www.linkedin.com/in/harvnagra/Stay up to date with regular ops insights. Subscribe to The Handbook: The Operations Newsletter.This podcast is brought to you by Scoro, where you can manage your projects, resources and finances in a single system.

In this episode, Jimmy Purdy is joined by Andrew Clement from "Rogue Wrenching" and the "Changing the Industry" podcast group. Andrew emphasizes the importance of clear communication and setting expectations, sharing how a lack of these can lead to frustration and inefficiency. He also discusses the critical need for continuous learning and development in the automotive repair industry, highlighting his significant income boost from prioritizing education. Additionally, Jimmy and Andrew explore the challenges technicians face in balancing productivity with a healthy work-life balance, underscoring the importance of structured processes and accountability.00:00 Faulty part causes immediate issues upon installation.10:01 Industry struggles with time-based billing practices.13:42 Technicians need guidance for successful business ownership.18:35 Diverse experience made me a well-rounded technician.21:26 Success comes from focus and punctuality, not overtime.29:54 I perform better under pressure, and handling tasks.35:31 Blame shared; improve skills and environment efficiency.38:42 Promoting technical experts overlooks management skills.44:11 Filter frustration, guide thoughtfully, and teach empathy.51:52 Undefined expectations lead to employee frustration and errors.53:49 Follow, learn, and manage expectations to build trust.01:00:14 Importance of a clear, practical employee handbook.01:06:18 Frequent communication eases difficult manager-employee conversations.01:10:24 Rescheduled trip necessitated extra vacation request.01:15:31 Skill improvement increased earnings; prioritizing family balance.01:20:33 Good communication and trust ensure success. Thanks to our sponsor, Shop Boss! See how they can simplify your auto shop HERE

An employee handbook is one of the most important documents an employer can maintain. Why do so many employers consider it essential? We'll cover these reasons, and dive into the ways an employee handbook can help you. Listen in to learn more about: [0:57] Formalizing policies [1:40] Meeting state and local policy and notice requirements [3:24] Supporting the onboarding process [4:04] Guiding employment decisions [4:31] Reinforcing at-will status [6:08] Informing employees if they have questions or concerns [7:03] And policies considered must-have for a handbook Learn more about our RUN Powered by ADP® bundles and how our Employee Handbook Wizard can help you create your employee handbook. This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP  

Thanks to our Partners, NAPA TRACS, Auto-Fix Auto Shop Coaching, and Today's Class Recorded at the 2024 ASTA Expo, explore key strategies for hiring, compensating, and retaining skilled technicians in the automotive industry. This episode highlights the significance of comprehensive benefits beyond pay. Joelle Pollak, and Lisa Coyle, Co-Founders, Promotive. Chris Cloutier, Golden Rule Auto Care and CEO of Autoflow. Show Notes Watch Full Video Episode ASTA EXPO: https://astaexpo.com/ The Talent Pipeline: How to Find and Retain Top Technicians [THA 392]: https://remarkableresults.biz/remarkable-results-radio-podcast/a392/ Discussion on Technician Wages (00:01:05) The Challenge of Salary Expectations (00:02:08) Understanding Costs of Hiring Technicians (00:03:15) The Concept of the Invisible Paycheck (00:04:15) Importance of Communicating Benefits (00:05:17) Navigating Market Expectations (00:07:56) The Role of Coaching and Support (00:09:08) Retention Strategies Beyond Salary (00:10:26) The Importance of Small Improvements (00:12:28) Survey Insights on Shop Strengths and Weaknesses (00:13:07) Challenges of Hiring and Retention (00:14:01) The Need for Effective Communication (00:15:53) Recruitment Challenges (00:19:26) Importance of HR (00:21:04) Training as a Benefit (00:26:02) Employee Handbooks (00:23:03) Perception of Value (00:30:28) Work Environment and Culture (00:31:19) Addressing Small Issues (00:36:26) Annual Review of Benefits (00:39:00) Continuous Communication (00:40:31) Thanks to our Partner, NAPA TRACS NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Thanks to our Partner, Auto-Fix Auto Shop Coaching Proven Auto Shop Coaching with Results. Over 61 Million in ROI with an Average ROI of 9x. Find Coach Chris Cotton at AutoFix Auto Shop Coaching on the Web at https://autoshopcoaching.com/ Thanks to our Partner, Today's Class Optimize training with Today's Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today's Class on the web at https://www.todaysclass.com/Connect with the Podcast: -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Join Our Private Facebook Community: 

Employee handbooks are important governance of a church safety and security program. Join us for the 9th Annual Securing Your Place of Worship Online Conference on Tuesday, September 10th! This year, nonprofit attorney at law Virginia (Ginny) Cronin will lead us through how to create strong governance by implementing an employee handbook. Don't miss out for this online event—register now: https://www.worshipsecurity.org/conference We're excited to feature Lt. Col. Dave Grossman and Carl Chinn as keynote speakers. Plus, we've got signed books, free courses, and decision decks all to give away! This fully virtual and online conference brings over 9 hours of expert teaching from 10 presenters right to your screen, wherever you are. Don't miss out—register now: https://www.worshipsecurity.org/conference #churchsafety #churchsecurity #employeehandbooks #nonprofit

In this episode, JoDee and Susan discuss employee handbook best practices with expert Ken Siepman. Topics include: Responsibilities and requirements around employee handbooks Tips for creating employee handbooks that will actually be read and used The risks of not having an employee handbook Staying compliant with Section 7 of NLRA regarding protected concerted activity Suggestions for keeping your social media and professional conduct policies compliant Requirements for having employee handbooks available in different languages No swearing policies New items being included in handbooks In this episode's listener question, a few listeners asked us about what to do after having been written up. In the news, the EEOC reported that 18.8% of EEOC charges for the fiscal year ending September 30, 2022 were for religious discrimination. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-198-mitigating-risk-with-employee-handbooks/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-198-mitigating-risk-with-employee-handbooks/ To get 0.75 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

Send us your feedback about the episode!Nicole, an expert in spa management and operations, shares her wealth of knowledge on why a comprehensive employee handbook is a cornerstone for any thriving spa. She covers the following key topics:The Importance of an Employee Handbook: Understand why a well-crafted handbook is vital for setting clear expectations, maintaining consistency, and fostering a positive work environment.Essential Elements to Include: From company culture and values to detailed policies and procedures, Nicole breaks down the crucial sections that should be part of your handbook.Legal Considerations: Learn about the important legal aspects to consider to ensure your handbook complies with labor laws and protects both the business and employees.Customization Tips: Discover how to tailor your handbook to reflect the unique aspects of your spa, including services offered, employee roles, and customer service standards.Implementation Strategies: Gain insights on how to effectively introduce the handbook to your team and ensure it becomes an integral part of your spa's daily operations.Whether you're starting from scratch or looking to update your current handbook, this episode is packed with practical advice and actionable steps. Tune in and empower your spa business with a comprehensive employee handbook that supports a harmonious and efficient workplace.LINKS: BlissySave $20 off your orderMangomintMention Beauty Behind the Brand for an extra FREE month!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Subscribe for New Episodes Every Tuesday!Be sure to check us out on all our socials:Follow on Instagram: @beautybrandpodcasthttps://www.instagram.com/beautybrandpodcast/Subscribe on Youtube: @beautybehindthebrandpodcasthttps://www.youtube.com/channel/UCEl-qd38M4OgL8IghZ8ga9gWebsite:https://www.miskoka.com/beauty-behind-the-brandFollow our host on Instagram: @nicmanionhttps://www.instagram.com/nicmanion/

In this episode, Jimmy Purdy and guest Gilbert Khoshaba discuss how attending ASD transformed his customer interactions and business growth. He shares the challenges of transitioning from an employee to a business owner, setting ambitious goals like expanding to four shops by age 45. They explore the struggles and opportunities in marketing, underscoring the importance of social media, coaching, and effective marketing strategies. 00:00 Transitioned from various jobs to car mechanic.05:23 Self-taught technician becomes BMW specialist.09:40 Watching a German guy restore and work on BMWs.12:03 Average repair order is $1800, mastermind group.15:52 Feeling lost in shop expansion and planning.17:58 Setting goals drives motivation and productivity.22:58 Flexibility and perseverance are key to success.23:19 Shop owners focus on fixing cars, turning a profit.28:21 Considering shop Genie or Steer for business, seeking advice.29:53 Online networking platform for connecting various industries.33:08 Hollis Brothers Autoworks: Auto service by KZ Hollis Thanks to our sponsor, Shop Boss! See how they can simplify your auto shop HERE

Send us a Text Message.In this episode, we explore 3 questions that came up in a recent Employee Retention event:  1.       Are organizations underutilizing how they build and use policies?  2.      How long do cultural transformations usually take?  3.      Are there industry or generational differences in the value of job security?Our prescription for this episode: develop a broader understanding of these three topics. Policy manuals/handbooks, workplace culture transformations, and job security are things we may not have been seeing with the weight and clarity we needed to get the most out of them.You can reach out to us with your own questions, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Let's dive into the wild world of employee handbooks.     Please leave your questions at askanassistant.com - I'd love to hear from you!

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In this insightful episode of "3 Pie Squared - ABA Business Leaders," we explore essential elements every ABA practice should include in their employee handbook. Discussing confidentiality agreements, grievance procedures, and other crucial policies, this episode is a must-listen for anyone looking to strengthen their practice's foundation. For a deeper dive into creating a robust employee handbook, check out our detailed Employee Handbook.Interested in more resources for your ABA business? Explore membership options with 3 Pie Squared and access exclusive resources for ABA business leaders. Additionally, if you are starting a practice or want to ensure you have everything needed for your established practice, download our free startup list here.

Welcome to the show! On this episode, we talk about how partnering with other small businesses can benefit you; attorney Mary Buckley visits with pointers on employee handbooks and why your business needs them; and we visit the Couples Inc. Water Cooler for an eclipse perception extravaganza. We're glad you're listening! Inc. article on partnering with competitors.

Today, Jimmy Purdy sits down with Austin Goodlett, a two-year veteran shop owner who candidly shares the hurdles of entrepreneurship in the auto repair industry. Austin stresses the critical nature of understanding business numbers and the complex dynamic of valuing one's services while navigating the owner's multifaceted role that spans from technician to manager. Pivoting from the initial drive to increase car count, Austin now prioritizes solidifying a financial foundation for his shop's operations. Further in the episode, the guys reveal the nuanced struggle with charging fairly for diagnostic services, an area Austin is passionate about, leading to a transition to a retainer-style fee structure to better convey the worth of such labor-intensive work. Both Jimmy and Austin share the essentials of customer education, illustrating the latter's commitment to fostering trust and transparency through social media and video content and underscoring the significance of charging for thorough vehicle inspections.00:00 Technician understands the need to charge for parts.09:39 Transitioned from hobby to professional mechanic successfully.14:12 Confidence and tenacity are essential for success.17:58 Charging 4 hours for diagnostic, providing detailed reports.25:04 Detailed employee handbook to prevent past issues.27:55 Hoping they care, working efficiently for more.32:43 Customer understanding, lift kit challenges, torch work.41:40 Tech shortage, leadership lacking, industry challenges remain.46:52 High-ranking individuals afford jiu jitsu gym; trust and intimacy develop quickly.49:38 Selling and busy, rich get richer, world's ways.53:15 Explaining services and the importance of education.01:02:00 Free car inspections lead to pressured sales.01:03:30 Assessing car condition and setting labor rates.01:08:15 Always learning, new challenges in mechanics.01:16:05 Aspiring to pay technicians well and succeed.01:19:24 Debt led to industry realization and improvement. Thanks to our sponsor, Shop Boss! See how they can simplify your auto shop HERE

In this insightful episode of the 3 Pie Squared ABA Business Leaders Podcast, hosts April and Stephen dive into the critical role of an employee handbook in creating and managing a successful ABA practice. With firsthand experiences from their seven-figure ABA business, they outline the top five reasons why establishing an employee handbook is crucial before you even start hiring. From setting clear policies and procedures to ensuring legal protection and streamlining the onboarding process, this episode is packed with valuable insights on fostering an ethical and sustainable ABA practice. Join us as we explore how a well-crafted employee handbook can set clear expectations, maintain consistency, and enhance communication within your team. Plus, don't miss the frequently asked questions segment, offering practical advice on implementing these strategies in your own ABA practice.Sponsored by MarginKeepers, experts in ABA business finance management. Let MarginKeepers take the burden of bookkeeping off your shoulders so you can focus on what really matters - your clients and your practice's growth. Discover how MarginKeepers can transform your ABA business at www.marginkeepers.com.Featured Product: Enhance the operational efficiency and compliance of your ABA practice with the 3 Pie Squared Employee Handbook. This essential resource helps you establish clear policies, streamline your onboarding process, and communicate expectations effectively. Start building a solid foundation for your team today at 3 Pie Squared Employee Handbook.Looking to start or refine your ABA practice? Download our free startup list here.For exclusive resources and membership options for ABA business leaders, click here.

Barbara L. Mason is the CEO of Career Pathways Consulting, helping countless high-performance female entrepreneurs hire, grow, motivate, and retain results-driving teams so they can position their companies for long-term success. With more than 20 years of HR experience working for Fortune 500 companies, Barbara honed her organizational development and talent management skills on the front lines of corporate America. An in-demand speaker, Barbara is often called to talk about talent management, effective leadership, how to create an engaging company culture, and other important HR-related topics.

This Episode of The Jason Cavness Experience is from when I was a guest on the Pro Dev Hot Seat  Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms.  Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com BIO Jason Cavness is a tattooed INFJ retired U.S. Army officer who served for 25 years. He is currently CEO/Founder of CavnessHR. CavnessHR delivers HR to U.S. companies with 49 or fewer people through their HR platform along with a HR Business Partner. He hosts The Jason Cavness Experience where he talks to entrepreneurs and other interesting people. His personal motto is “Be Great Every Day” He does his best to add value, help to solve problems daily and to help others become better. He has a Master's in Human Relations from the University of Oklahoma.  We talked about the following and other items Intro (00:00)  I talk about myself (1:49) How I started in HR and started CavnessHR (2:44)  Staying adaptable (15:09)  People not understanding (24:48) Advice to new graduates (26:57)  Here at CavnessHR we are providing Employee Handbooks and HR policies at no cost to companies located in Seattle with 49 or fewer people. Reach out for more details.

The podcast team discussed the recent changes in California law that should be included in an updated employee handbook. California employment law continues to change, and employers need to take those changes into consideration when updating their employee handbooks.  Troy, Roshni and Dan discussed and recommended changes based on new mandatory sick leave requirements, a reproductive loss leave of absence, new protected statuses such as reproductive health decision making and use of cannabis outside of work hours.  The new marijuana testing requirements were also discussed. Host Contact information:   Roshni Patel, HR Consultant/President of Thrive HR Consulting  roshni@thrivehrc.com (661) 360-6886  Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP dklingenberger@lebeauthelen.com (661) 325-8962  Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company troy@lynncompany.com (661) 301-1247 Disclaimer:  The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter's employer or firm.

For this episode of The Jason Cavness Experience, I am covering HR Laws you have to follow if your company has 49 or fewer employees CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this. Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms.  Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com HR Laws for Small Business with 49 or fewer employees  If you have at least one employee, the following HR laws apply to you.  Drug-Free Workplace Act: The Drug-Free Workplace Act of 1988 only applies to federal grant recipients and federal contractors with a contract for more than $100,000. Drug-Free Workplace Requirements Generally, it requires that covered employers: adopt a drug-free workplace policy; and establish a drug-free awareness program. Employers faced with alcohol and drug use in the workplace often consider employee and applicant drug testing as a way to reduce safety risks and avoid other problems caused by employee drug use. Employers that use drug testing should be aware of the many laws and regulations governing safety, employee privacy, and disability.  The issues involved include both legally mandated and voluntary drug-free workplace programs, discrimination and accommodation, testing, and special requirements for the transportation industry. Electronic Communications Privacy Act (ECPA): Prohibits intentional interceptions of wire, oral, or electronic communications. https://it.ojp.gov/privacyliberty/authorities/statutes/1285 Employee Polygraph Protection Act: Forbids most employers to use lie detectors. Poster required.  https://www.dol.gov/agencies/whd/polygraph Employee Retirement Income Security Act (ERISA): Regulates benefits through a complex series of rules covering pensions, profit-sharing, stock bonus, and most insurance and other benefit plans. What is ERISA? The Employee Retirement Income Security Act (ERISA) was enacted to ensure that employees receive the pension and other benefits promised by their employers. ERISA also incorporates and is tied to Internal Revenue Code (IRC) provisions designed to encourage employers to provide retirement and other benefits to their employees. Most provisions of ERISA and the IRC are intended to ensure that tax-favored pension plans do not favor the highest-paid employees over rank-and-file employees. ERISA has a complex series of rules that cover pension, profit-sharing, stock bonus, and most “welfare benefit plans,” such as health and life insurance. ERISA has created a single federal standard for employee benefits, and it supersedes almost all state laws that affect employee benefit plans. An employer's responsibilities under ERISA vary depending on the type of plan involved. https://www.dol.gov/general/topic/retirement/erisa Military Leave -Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994: Prohibits discrimination against those who serve in the military; mandates military leave of absence.  With the increased use of reserve and National Guard troops in full-time military service, employers must frequently deal with the requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 when those employees are called to active services and when they return. USERRA governs the leave and reinstatement requirements for military personnel. The law contains specific requirements for protected leave, rules for benefits employees are entitled to during military leave, and the requirements for reinstatement back in the civilian workforce.  https://www.dol.gov/vets/programs/userra/userra_fs.htm Employee Right to Know Laws (Hazardous Chemicals in Workplace): A disclosure rule that requires private sector employers with hazardous substances in their workplace to develop a comprehensive hazard communication program to train and inform employees.  https://www.osha.gov/Publications/osha3111.html National Labor Relations Act (NLRA): Employees have the right to organize and bargain collectively for wages, hours, and working conditions. The National Labor Relations Act of 1935 (NLRA) was passed by Congress to encourage a healthy relationship between private sector workers and their employers. It was designed to curtail work stoppages, strikes, and general labor strife, which were viewed by Congress as harmful to the economy and the nation's welfare. To this end, the Act defines and protects the rights of employees and employers, encourages collective bargaining, and prohibits certain practices on the part of both labor and management. The NLRA also provides a system for conducting elections to determine who represents the employees and for enforcement of the strictures against unfair practices by any of the parties.  https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act Occupational Safety and Health Act (OSHA): Employers must furnish a workplace that is free from recognized hazards. Poster required. https://webapps.dol.gov/elaws/elg/osha.htm Equal Pay Act (EPA): Forbids discrimination in pay on the basis of gender. Poster required. Two federal statutes prohibit gender-based differences in pay: the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 (Title VII). Title VII and other federal laws also prohibit pay discrimination based on race, color, religion, national origin, age, and disability. Although the EPA and Title VII both prohibit pay discrimination based on gender, the laws differ in several aspects, including coverage, enforcement, and remedies.  https://www.eeoc.gov/laws/statutes/epa.cfm Fair Labor Standards Act (FLSA): Regulates the payment of minimum wages and overtime. Poster required. The Fair Labor Standards Act (FLSA), also known as the federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor for employees of enterprises engaged in interstate or foreign commerce and employees of state and local governments. The FLSA is enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL). The FLSA applies in all states, but states are permitted to develop their own laws and regulations to provide even greater protection for their workers than is provided under federal law. In cases in which the two laws conflict, the law most beneficial to the employee prevails. Therefore, it is essential that employers understand both the state and federal laws. https://www.dol.gov/agencies/whd/flsa Immigration Reform and Control Act (IRCA): Employers must verify that workers are legally entitled to work in the United States. IRCA also prohibits employers from discriminating in hiring, firing, recruiting, or referring based on national orgin or citizensip status. It is also illegal to retaliate against an employee who has filed.  The Immigration Reform and Control Act of 1986 (IRCA) bars employers from hiring individuals, including undocumented immigrants, who are not legally entitled to work in the United States Employers must verify that individual are eligible to work by obtaining an Employment eligibility Verification Form, know as Form I-9 and inspecting the required supporting documents at the time of hiring. I-9 forms must be retained for 3 years after the worker is hired or for one year after termination, whichever is longer. https://www.uscis.gov/i-9 Federal Income Tax Withholding:  Employers are required to make deductions from employees' pay for Social Security. Employers are required by law to make deductions from the pay of their employees for federal income tax, for Social Security tax under the Federal Insurance Contribution Act (FICA), and for Medicare tax. The government provides detailed tables for the computation of these withholding amounts. Internal Revenue Service (IRS) Publication 15 (Circular E), Employer's Tax Guide, provides details and may be obtained on the IRS website athttps://www.irs.gov/forms-instructions.  What do employers need to consider regarding Social Security and Medicare? The Social Security program was created by the federal Social Security Act. It is a worker-employer-government insurance program, covering benefits for retirement, survivors, disability and Medicare. Employers withhold two separate taxes from employees' paychecks. One is the Social Security tax and the other is the Medicare tax. Medicare, which is funded through taxes, provides health insurance for people aged 65 or older and many people with disabilities. Medicare consists of Parts A (hospital insurance), B (medical insurance), and C (Medicare Advantage), which offer additional preventive health benefits and patient protections. In 2006, Medicare began offering prescription drug plans, known as Part D.  https://www.irs.gov/individuals/international-taxpayers/federal-income-tax-withholding Federal Insurance Contributions Act (FICA) of 1935 (Social Security): Employers and Employees are required to contribute to Social Security and Medicare. https://www.irs.gov/taxtopics/tc751 Health Insurance Portability and Accountability Act (HIPAA): Limits the duration of pre-existing condition exclusion in group health plans and gives new enrollees credit for prior coverage. https://www.hhs.gov/hipaa/index.html If you have at least 15 employees, the following HR laws apply to you. Americans with Disabilities Act (ADA): Forbids discrimination against the disabled. The Americans with Disabilities Act (ADA) prohibits disability discrimination. In the workplace, employers cannot discriminate against a qualified individual with a disability. Reasonable accommodation by employers is required absent undue hardship. The ADA Amendments Acts of 2008 (ADAAA) and its regulations significantly broadened the definition of disability, shifting the focus away from whether an individual has a disability and toward whether discrimination occurred.  https://www.dol.gov/general/topic/disability/ada Pregnancy Discrimination Act (PDA): Forbids discrimination on the basis of pregnancy, childbirth, or related medical conditions. Several federal laws protect or grant rights to workers on the basis of pregnancy or related medical conditions. These rights and protections may include the right to be free from discrimination, harassment, and stereotypes; the right to reasonable workplace accommodations, such as job modifications, extended or additional breaks, and leave; the right to leave for pregnancy, childbirth, related medical conditions, and bonding; and the right to equivalent fringe benefits, such as health insurance. https://www.eeoc.gov/laws/statutes/pregnancy.cfm Genetic Information Nondiscrimination Act: To prohibit discrimination on the basis of genetic information with respect to health insurance and employment. The Genetic Information Nondiscrimination Act (GINA) prohibits genetic information discrimination against employees or job applicants. https://www.eeoc.gov/laws/statutes/gina.cfm Title VII of the Civil Rights Act of 1964: Prohibits discrimination on the basis of race, color, religion, sex, and national origin. Federal fair employment laws protect employees from discrimination based on age, race, color, sex, national origin, religion, disability, and genetic information. Federal law covers employers of 15 or more employees, except for the Age Discrimination in Employment Act (ADEA), which covers employers with 20 or more employees. State laws often cover employers with fewer employees and provide protection for groups not covered under federal law. Certain individuals in the workplace, such as independent contractors, are not protected by federal fair employment laws if they are not employees. Employers are liable for discriminatory acts by supervisors—in some cases, strictly liable. There are many preventive measures an employer can take to reduce the probability of being sued for discrimination. Civil rights laws also impose numerous recordkeeping requirements on employers. https://www.eeoc.gov/laws/statutes/titlevii.cfm Civil Rights Act of 1964 (Update): Extends prohibition of discrimination on the basis of sex to gay, lesbian, and transgender individuals. https://www.npr.org/2020/06/15/863498848/supreme-court-delivers-major-victory-to-lgbtq-employees If you have at least 20 employees, the following HR laws apply to you. Age Discrimination in Employment Act (ADEA): Forbids the discrimination on the basis of age 40 and over. The Age Discrimination in Employment Act (ADEA) prohibits all public employers and private employers with 20 or more employees from discriminating against employees or applicants based on age. Individuals must be at least 40 years of age to be covered by the ADEA. Harassment of employees based on age is also unlawful discrimination. The ADEA also protects an older worker's disability payments, retirement incentives, life insurance, pension, and retirement plans. Amendments to the ADEA set out standards for waivers of legal rights by older employees in return for retirement incentives. Many states also have fair employment laws that prohibit age discrimination. Different age groups may be protected under state law, and smaller employers may be subject to state requirements. https://www.eeoc.gov/laws/statutes/adea.cfm Consolidated Omnibus Benefits Reconciliation Act (COBRA): Requires that employees who lose coverage under group health plans be given a continuation option. https://www.dol.gov/general/topic/health-plans/cobra CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this.

Have you ever wondered what's the lifeblood of your company's internal legal framework? Let me share a piece of advice: never underestimate the power of a well-constructed employee handbook. On today's episode, we walk you through the ins and outs of these vital documents, exploring their role in fostering a culture of consistency and adherence to employment law. We dissect real-world court cases and the legal intricacies that can make or break your company's policies on vacation time and salary-based pay.  Now, crafting an employee handbook might seem straightforward – until you find yourself trapped by your own policies or worse, legal snares you never saw coming. We'll help you navigate the risky waters of DIY handbooks and borrowed policies, revealing why these shortcuts can lead to long-term headaches. Through engaging stories and cautionary tales, you'll learn why personalizing your handbook with professional legal counsel isn't just smart – it's a business imperative. And trust me, a Google search won't cut it regarding the nuanced laws that vary by employee headcount and industry specifics.  In this episode, you will hear: Deducting PTO for low productivity The importance of handbooks in compliance The importance of proper employee handbooks The pitfalls of googling legal advice Importance of proper employee handbooks Resources from this Episode The Wannos Law Firm: https://www.wannoslaw.com/ Employment Law Courses: https://www.karlywannos.com/employment-courses Legal Workshops Employment Law for Businesses https://www.karlywannos.com/workshop  FMLA Workshop: https://www.karlywannos.com/fmla Calculating Damages Workshop: https://www.karlywannos.com/damages-workshop Connect with Karly Wannos Follow Karly on Facebook, [https://www.facebook.com/Karly-Wannos-103354468305465] Instagram [https://www.instagram.com/karlywannos] and Linkedin [www.linkedin.com/in/karlywannos] Sign up for my Newsletter on employment law and management topics [www.karlywannos.com/newsletter]  Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Episode Credits: If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com Let them know we sent you. The copyright and intellectual property for The Employment Experience and this post are owned exclusively by Karly Wannos, LLC.  

In this episode, we're tackling a vital topic for small businesses – Employee Handbooks. We'll explore why employee handbooks are a must-have. and uncover common handbook mistakes and the importance of aligning them with your company's culture.Next, we'll dive into creating a comprehensive handbook. Learn how it can serve as a self-serve resource for your team, covering everything from policies and procedures to company history and mission statements. We'll even discuss policies for remote work, communication, and compensation.Finally, we'll tackle employee compensation and performance management policies, making those conversations a breeze. By the end of this episode, you'll be armed with the knowledge to create an effective handbook that sets expectations, fosters a strong company culture, and protects your business. Tune in now!What you'll hear in this episode:[0:00] Employee handbooks for small businesses. [2:15] Creating a comprehensive employee handbook. [7:40] Creating an employee handbook for a diverse workforce. [12:15] Creating an employee handbook and policies. [16:50] Creating policies for employee compensation and performance management. Listen to Similar Episodes:88. Driving Excellence by Building and Sustaining a Strong Company Culture112. Mastering Remote Work and Culture with Graeme Barlow116. Creating a Refreshing Company Culture from the Start with Greta Schmid* Connect with me on IG @jackie.koch_* Find more information on my website https://www.jackiekoch.com/

By setting yourself up for success in Q1, the whole year will run smoother, so in this episode, we'll discuss how HR Can prep for Q1, why you need an audit checklist, and what should be on it. Payroll + HR + Benefits in an all-in-one solution. Request a BerniePortal demo today! https://offer.bernieportal.com/bernieportal-employer-demo-hrpo1/Find us at https://www.bernieportal.com/hr-party-of-one/BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy. http://bit.ly/2NEQ5QbWhat is an HRIS?https://bit.ly/what-is-an-hrisBernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources. Approved for SHRM & HRCI recertification credit hours. Enroll today!https://bernieu.bernieportal.com/Join the HR Party of One Community!https://www.bernieportal.com/community/▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬What is the HR Hierarchy of Needs?https://youtu.be/vzWMAuCLBJkTop 5 Ways to Manage Accounts Receivablehttps://www.youtube.com/watch?v=3INM6szebIs&t=3sIRS Makes Radical Changes to Electronic Filing Requirements for 2024https://blog.bernieportal.com/irs-changes-electronic-filing-requirementsWhat States Have Pay Transparency Laws?https://blog.bernieportal.com/what-states-have-pay-transparency-lawsHow to Audit Your HR Technologyhttps://blog.bernieportal.com/how-to-audit-hr-technologyHow to Choose an HRIS in 5 Stepshttps://blog.bernieportal.com/5-steps-choose-hrisHow to Update a Culture Guide or Employee Handbook for the New Yearhttps://youtu.be/Eeg-N255UmAHow to Define Communication Pathwayshttps://youtu.be/yUWFH_NcYRMShould HR Provide Birthday Cakes for Employees?https://blog.bernieportal.com/should-hr-provide-birthday-cakes-for-employees▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬► LinkedIn: https://www.linkedin.com/company/bernieportal▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA► Amazon Music: https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One► iHeartRadio: https://www.iheart.com/podcast/269-hr-party-of-one-57127074/#► Pocket Casts: https://pca.st/o6e2auqq►RSS: https://feeds.captivate.fm/hrpartyofone/ ► Other: https://hrpartyofone.captivate.fm/listen#HR, #HumanResources, #HRTips, #HumanResourcesTips, #SmallBusiness, #HRPartyOfOne,

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. 

Traps to Avoid When Updating Your Employee Handbook

Do you have an employee handbook? If you don't, you need one ASAP.  In this episode learn why is important to have one, and some of the things that need to be there. Having an employee handbook is a huge advantage and can protect your business from liability.Listen now.Contact Me at:yourlifeandrestaurant.com

Lavelle Law Shareholder Lance Ziebell draws on his experience in representing businesses in legal matters as he discusses the importance of having an employee handbook. Lance not only explains why they are important, but what should be included and how to effectively use one to protect your business from legal claims from employees.

On this episode the Crowdfunding Nerds discuss the importance of hiring the right people while using Valve as a case study for business productivity. 00:01:51 – How Jacob & Andrew First Connected 00:07:58 – How We Hired Jacob 00:13:37 – The Crowdfunding Nerd Philosophy Of Hiring 00:15:52 – Leveraging Employee Past Experience 00:19:39 – Valve As A Case Study 00:27:26 – Being Customer Focused 00:29:35 – Understand Your Own Weaknesses Or Deficiencies 00:39:07 – Overtime Is A Sign Of Being Unproductive 00:48:08 – Your Environment Can Impact Your Productivity 00:51:55 – Four Ways To Measure Employee Output Gravity Forms - https://www.gravityforms.com/ Hands On Originals - https://outfitters.handsonoriginals.com/ Valve Playtesting - https://www.youtube.com/watch?v=9Yomqk0C6kE Valve new Employee Handbook - https://steamcdn-a.akamaihd.net/apps/valve/Valve_NewEmployeeHandbook.pdf Dan Boe Part 1 - https://crowdfundingnerds.com/episode61/ Dan Boe Part 2 - https://crowdfundingnerds.com/episode62/

Clock in and prepare to feel trapped for the next eight hours because we're going to work! This week, Amanda is living the dreadful life of a back-to-school parent while Trevin gives us a megaton of information on the largest nuclear bomb ever tested. Then, the crew tells two stories that should go into the employee handbook for being a petty criminal. Today's Stories: What's Cookin' at Taco Bell?In Line and Out of TimeFollow us on Instagram: HereFollow us on Facebook: HereFollow us on TikTok: HereFollow us on Twitter: HereIf you have a crime you'd like to hear on our show OR have a personal petty story, email us at livelaughlarceny@gmail.com or send us a DM on any of our socials!

The new proposed overtime rule is out and we discuss the impact - better than we thought, worse than we thought, or about what we thought. We'll discuss the impact, the process going forward, and what's next for operators. And the NLRB released yet another decision last month, the Stericycle decision, that may make every employer rewrite large segments of their employee handbooks. We'll explain. And the right of center is engaging in the actual culture wars - music and cinema namely - and creating markets that are flumoxxong those on the left. We'll do a deep dive into yet another growing divide. We'll discuss those issues and wrap it up with the legislative scorecard.

In this episode of The Workplace podcast, CalChamber employment law experts Matthew Roberts and James Ward discuss the National Labor Relations Board (NLRB) ruling in Stericycle, Inc. and Teamsters Local 628, and how it affects California employers' workplace rules and handbooks.

On episode #189 of The Author Factor Podcast I am having a conversation with business attorney and author, Martin Parsons .Martin is a Marine Corps and Army National Guard veteran who is now a small business lawyer in Illinois where he helps entrepreneurs proactively protect their businesses. He recently published the short book, The Top 10 Legal Mistakes Entrepreneurs Make In Their Small Businesses.By setting up the right business structure, using well-written agreements, and protecting personal assets, entrepreneurs can safeguard their businesses and increase their chances of success. Investing time and effort into understanding the legal aspects of running a business is essential, and Martin's book offers practical guidance for both new and experienced entrepreneurs.Learn more about Martin by visiting LegalAdvocacyHeadquarters.comFor more details about our short, helpful book publishing program, visit BiteSizedBooks.com.

Some Don't to remember for 1099's1. You can't make them wear a uniform2. If you have extra work, they don't have to pick up a shift for you.3. You can't tell them what chemicals to use4. Always think about safety first. Bleach is bad! 5. Natural Products VS Regular Cleaning Products6. This is a biggie- YOU CAN'T MAKE THEM SIGN A NON-COMPETE, it's illegal7. Can't Make them Sign or Read your Employee Handbook if you have one( If you need one, download a template from my group inside the guides here: https://www.facebook.com/groups/themaidsnetwork/learning_content/?filter=703949163725805&post=338481277574633Just copy and paste :)8. Only work with 1099's who carry General Liability Insurance9. If you want to purchase my 1099 vendor agreement click here: https://klean-freaks-university.newzenler.com/courses/1099-vendor-agreement10. Know what the difference is between breakage and damage with your insurance.11. You can't train your 1099's12. You typically work 1099's as teams.13. Make sure you are charging enough.14. Having a floater keeps you mop FREE! Regardless if you have w-2's or 1099's.15. Company Culture and pay is super important to your success16. Do you want Company Cars?17. Company Cars are expensive to up18. Commercial Insurance is 3x the normal rate.19. Magnet Signs20. Logo's on the back of your vehicles21. Brick and Mortar locations can be beneficial if they are cheap and have signage.22. Some times it's cheaper to not have an office and rent a storage unit.Make sure you listen to The Price is Right!https://www.buzzsprout.com/2155653/12640024-the-price-is-right-episode-4.mp3?download=true Episode #4Free Tidy Cal Link for 15 minute https://tidycal.com/shannonleeannmiller/free-15-minute-consult-for-general-questions-regarding-your-cleaning-businesspurevergreen.com Kimberly Gonzales e/info@purevergreen.comkleanfreaksunversity.com Shannon Miller e/cleaningbusinesslife@gmail.comJoin my FB Group: https://www.facebook.com/groups/1583362158497744youtube: https://www.youtube.com/channel/UCIjMz_-9YyiFvNVIgb61iYg

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This podcast episode was originally recorded as a webinar for the American IV Association; however, we thought the content was so important, we wanted you, our loyal podcast listeners to hear it as well!In this episode, our host and practice management expert, Jay Shorr, explores the crucial elements of creating employee handbooks, establishing protocols, and forming effective compensation strategies and policies that will protect you, from you, in spite of you. Discover everything from the importance of patient and staff safety, protecting the well-being of patients by properly explaining procedural consents, having a social media policy that prevents potential HIPAA violations and much MORE!Don't miss this enlightening episode of Shorr Solutions: The Podcast and leave feeling empowered to elevate your aesthetic practice to new heights!Schedule your free 30-minute consult with our expert, Jay Shorr, here. To sign up for our Conversion Cascade online course, click here. Don't forget to enter code PODCAST at checkout for 20% OFF!   Connect with us: Website: https://shorrsolutions.com/ Instagram: https://www.instagram.com/shorrsolutions Facebook: https://www.facebook.com/shorrsolutions LinkedIn: https://www.linkedin.com/company/shorrsolutions YouTube: https://www.youtube.com/user/TheBestMBS1/featured 

Employment Law Attorney Karly Wannos was gracious enough to sit down with me and talk about the best practices surrounding the prevention of harassment in the workplace! One thing she shared is that an Employee Handbook is essential in every workplace. Creating a written policy but also ensuring that it is accessible, that employees understand it, and also training your management team on the policies. Listen to this week's episode to hear all of her other insights. This episode is sponsored by: ⁠https://www.directsuggest.com/subscribe.php?id=6992⁠ Use Promo Code: HumanHR CultureBot: ⁠https://getculturebot.com/humanhr⁠  Connect with Karly here: https://www.linkedin.com/in/karlywannos/ https://www.karlywannos.com/links Grab her free resources here: The Complete Step-by-Step Guide to Investigating a Harassment Complaint https://www.karlywannos.com/investigate Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Don't forget to rate, review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

This episode is sponsored by AutoLeap. AutoLeap is a cloud-based all-in-one automotive invoice software that helps you supercharge your mechanic shop. Their customers have experienced:30% increase in revenue by improving transparency and trust50% reduction in time spent researching and ordering parts10% increase in profit margins through robust reportingClick here to learn more about AutoLeap and schedule a demo:AutoLeap Link: http://bit.ly/3GRgO88In this podcast episode, Coach Chris Cotton from Autofix Auto Shop Coaching talks about his recent trip to the Sunrise Training Expo in Phoenix, Arizona. He shares insights on various topics related to auto repair shop management, including service advisor best practices, using technology to increase efficiency and productivity, and new products and apps for technicians, service advisors, and customers. He also discusses his experience moderating the owner's round table, where they had a great conversation on various topics such as inflation, the economy, and productivity. Finally, he encourages attendees to stay for the entire event and take advantage of all the opportunities available.BG Booth [00:02:43] Coach Chris Cotton talks about his visit to the BG booth at the Sunrise Training Expo and the new products and apps they offer.Service Advisor A to Z Class [00:05:35] Coach Chris Cotton discusses the Service Advisor A to Z class he taught at the Sunrise Training Expo, covering topics such as service advisor best practices, daily responsibilities, and effective communication.Managing Expectations and Using Technology [00:07:20] Coach Chris Cotton talks about managing expectations and using technology to make service advisors more efficient and productive.Owner's Round Table [00:09:23] Discussion on inflation, economy, productivity, and the issue of being booked weeks in advance.Employee Handbooks and Cell Phone Usage [00:10:18] A comment from a 50-year industry veteran on cell phone usage and the importance of being productive.Importance of Staying for the Whole Event [00:11:10] Encouragement to stay for the entire event, including the owner's round table, and take advantage of all the opportunities.Don't forget to rate and review us! Connect with Chris:chris@autofixsos.com940.400.1008www.autoshopcoaching.comFacebook: https://www.facebook.com/AutoFixAutoShopCoachingYoutube: https://bit.ly/3ClX0aeAn episode of CAMP referenced by Chris. Industry coaches talking about the value of training and expos. https://bit.ly/3NyHYnI#autofixautoshopcoaching #autofixbeautofixing #autoshopprofits #autoshopprofit #autoshopprofitsfirst #autoshopleadership #autoshopmanagement #autorepairshopcoaching #autorepairshopconsulting #autorepairshoptraining #autorepairshop #autorepair

This episode is sponsored by AutoLeap. AutoLeap is a cloud-based all-in-one automotive invoice software that helps you supercharge your mechanic shop. Their customers have experienced:30% increase in revenue by improving transparency and trust50% reduction in time spent researching and ordering parts10% increase in profit margins through robust reportingClick here to learn more about AutoLeap and schedule a demo:AutoLeap Link: http://bit.ly/3GRgO88In this podcast episode, Coach Chris Cotton from Autofix Auto Shop Coaching talks about his recent trip to the Sunrise Training Expo in Phoenix, Arizona. He shares insights on various topics related to auto repair shop management, including service advisor best practices, using technology to increase efficiency and productivity, and new products and apps for technicians, service advisors, and customers. He also discusses his experience moderating the owner's round table, where they had a great conversation on various topics such as inflation, the economy, and productivity. Finally, he encourages attendees to stay for the entire event and take advantage of all the opportunities available.BG Booth [00:02:43] Coach Chris Cotton talks about his visit to the BG booth at the Sunrise Training Expo and the new products and apps they offer.Service Advisor A to Z Class [00:05:35] Coach Chris Cotton discusses the Service Advisor A to Z class he taught at the Sunrise Training Expo, covering topics such as service advisor best practices, daily responsibilities, and effective communication.Managing Expectations and Using Technology [00:07:20] Coach Chris Cotton talks about managing expectations and using technology to make service advisors more efficient and productive.Owner's Round Table [00:09:23] Discussion on inflation, economy, productivity, and the issue of being booked weeks in advance.Employee Handbooks and Cell Phone Usage [00:10:18] A comment from a 50-year industry veteran on cell phone usage and the importance of being productive.Importance of Staying for the Whole Event [00:11:10] Encouragement to stay for the entire event, including the owner's round table, and take advantage of all the opportunities.Don't forget to rate and review us! Connect with Chris:chris@autofixsos.com940.400.1008www.autoshopcoaching.comFacebook: https://www.facebook.com/AutoFixAutoShopCoachingYoutube: https://bit.ly/3ClX0aeAn episode of CAMP referenced by Chris. Industry coaches talking about the value of training and expos. https://bit.ly/3NyHYnI#autofixautoshopcoaching #autofixbeautofixing #autoshopprofits #autoshopprofit #autoshopprofitsfirst #autoshopleadership #autoshopmanagement #autorepairshopcoaching #autorepairshopconsulting #autorepairshoptraining #autorepairshop #autorepair

Welcome to The Profit Talk! In this show, we're going to help you explore strategies to help you maximize profits in your business while scaling and creating the lifestyle that you want as an entrepreneur. I am your host, Susanne Mariga! I'm a CPA, a Fractional CFO, and a Certified Profit First Professional Mastery Level providing tax strategies to 7 and 8-figure entrepreneurs. Let's dive into strategies to maximize profits in your business!  In this episode, I interview Nicole Martin. She is Chief Empowerment Officer and Founder of HRBoost, LLC, a HR Shared Services consulting firm based in Chicago, Illinois. In recognition of her professional excellence as well as her community, Nicole has been honored by multiple organizations including the Mirror Review's 10 Game Changing Women in 2019, Awardee for Business Excellence by the Chicago Daily Herald, and a 2016 Enterprising Women of the Year Champion by Enterprising Women Magazine. She has authored, International Literary Award and Amazon Best Seller, The Talent Emergency, the accompanying Talent Emergency Guidebook, The Human Side of Profitability, The Power of Joy & Purpose, and her newly released co-authored book No Fear Negotiation for Women.  In this episode, you'll learn:  -Should you outsource your HR functions?  -Helpful HR strategies  -HR shared services vs PEO and their advantages and disadvantages.  -What Goes into an Employee Handbook?  -How to deliver negative feedback and termination?  To learn more about Nicole and the services she provides, visit her website at  https://www.hrboost.com/   Visit my FREE Facebook Group, The Profit First Masterclass, where I'll be sharing additional exclusive trainings to members of the community.   If you're excited about what's next for your business and upcoming episodes, please head to our itunes page and give us a review! Your support will help me to bring in other amazing expert interviews to share their best tips on how to powerfully grow in your business!  DISCLAIMER: The information contained within these videos is provided for informational purposes only and does not constitute, an accountant-client relationship. While we use reasonable efforts to furnish accurate and up-to-date information, we assume no liability or responsibility for any errors, omissions, or regulatory updates in the content of this video. Any U.S. federal tax advice contained within is not intended to be used for the purpose of avoiding penalties under U.S. federal tax law. 

Following the rumors that Tucker Carlson was ousted from Fox News as part of the Dominion Voting settlement, journalist Chadwick Moore releases more insider information. Plus, an exclusive report details what's inside the Fox News employee handbook—including the company's policy on gender transitions in the workplace. Liz breaks down all of the grotesque details. And Hillary Clinton admits that age is an issue in regards to re-electing Joe Biden. This is The Liz Wheeler Show. -- Get up to $1,500 of free silver today with American Hartford Gold: Call 866-781-7499 or text LIZ to 6-5-5-3-2. -- Get 10% off at 4Patriots when you use the promo code LIZ: https://4Patriots.com. -- Get a FREE report with all of the details about how Bank On Yourself adds control to your financial plan. Go it https://bankonyourself.com/LIZ. Learn more about your ad choices. Visit megaphone.fm/adchoices

[Explicit Language] A Nazi crashed a U-Haul into the White House. The new civil war and the Red Hat entertainment complex's complicity in political violence. It turns out Fox News Channel is super woke. Fake news about an explosion at the Pentagon was turbo boosted by Elon's Twitter Blue thing. Trump knew he couldn't keep the classified documents. Jack Smith issues a subpoena for Trump Organization records. E. Jean Carroll asks judge to amend her lawsuit against Trump. We backpedal a bit on the CNN town hall. Biden, the debt ceiling, and the 14th Amendment. With Buzz Burbank, music by Brian Lisik, Subredlux, and more!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Antonio's First 200 Moves5/5/23A speaker should make you forget you're in the audience and it's just you and themYour audience will like you more if they can relate to youLife would be so much better if everyone around you had it togetherAntonio's leadership needs to be louder than his employees' problemsHis first focus is on Grace and KenHis next focus is on Jerome, Tracey, and TrenaceEverybody can't handle unstable startupsTo stabilize as fast as possible, only sales can do thatFirst RhinoLeg Meeting — Full Agenda1. Introduction and Welcome  * Briefly introduce yourself and welcome your team members  * Give an overview of the meeting agenda2. RhinoLeg CRM Overview  * Present the RhinoLeg CRM description and its purpose  * Highlight the main features and functionalities  * Explain how it differentiates from competitors3. Team Roles and Responsibilities  * Introduce team members and their roles  * Discuss the responsibilities of each team member related to RhinoLeg CRM development and maintenance4. Development Roadmap  * Present the development roadmap for RhinoLeg CRM, including milestones and deadlines  * Prioritize features and functionalities to be developed first  * Discuss resource allocation and timelines for each feature5. Collaboration and Project Management Tools  * Introduce the tools and platforms that will be used for team collaboration, project management, and communication  * Set expectations for usage and reporting6. Development and Coding Standards  * Set coding standards and best practices for the development process  * Discuss version control, code review, and testing procedures7. Marketing and Sales Strategy  * Present the marketing and sales strategy for RhinoLeg CRM  * Discuss target customer segments and the value proposition for each segment  * Identify key marketing channels and tactics to reach target customers8. Customer Support and Success Strategy  * Discuss the strategy for providing customer support and ensuring customer success  * Outline processes for handling customer inquiries, issues, and feedback9. Analytics and Reporting  * Discuss the importance of analytics and reporting in RhinoLeg CRM  * Identify key performance indicators (KPIs) to track and measure success  * Plan for regular team meetings to review progress and make data-driven decisions10. Next Steps and Action Items  * Summarize the main points discussed during the meeting  * Assign specific tasks and responsibilities to team members  * Set deadlines for completing tasks and schedule follow-up meetings11. Open Discussion and Q&A  * Allow time for team members to ask questions, share ideas, and discuss any concerns12. Closing Remarks  * Thank everyone for their participation and express enthusiasm for the project's potential  * Encourage open communication and collaboration moving forwardAgenda from May 2023 to January 20241. Documents  * Importance of maintaining organized files  * Proper storage and sharing of documents2. FAQs  * Frequently asked questions about RhinoLeg CRM  * Encouraging employees to contribute to the FAQs3. Sales Forecast  * Understanding and contributing to the sales forecast  * Analyzing past performance to inform future predictions4. When will pay start  * Clarity on the payroll schedule  * Ensuring timely and accurate payments5. Job descriptions  * Understanding individual roles and responsibilities  * Encouraging cross-functional collaboration6. What Antonio is expecting of you  * Achieving excellence in job performance  * Upholding RhinoLeg's values and culture7. What you should expect from Antonio  * Supportive leadership and open communication  * Commitment to employee growth and development8. Chain of command  * Understanding the organizational structure  * Respecting and following the hierarchy9. Employee Handbook  * Familiarizing oneself with company policies and procedures  * Adhering to guidelines outlined in the handbook10. W-2 and other Employee forms and health insurance  * Ensuring accurate completion of employee forms  * Understanding the company's health insurance benefits11. Data Security and Privacy  * Adhering to best practices for securing sensitive information  * Understanding and following company policies on data protection12. Remote Work Guidelines  * Ensuring productivity while working remotely  * Adhering to best practices for virtual collaboration13. Meeting and Communication Etiquette  * Respecting others' time and ideas in meetings  * Practicing effective and professional communication14. Time Management Tips  * Prioritizing tasks and managing workload  * Balancing work and personal life15. Professional Development Opportunities  * Pursuing continuous learning and growth  * Taking advantage of company-sponsored training programsAntonio's job is to train the next man upRhinoLeg will be in beta mode until we reach 20,000 customersAntonio's Launch Plan1. Finalize and perfect the RhinoLeg platform, ensuring it's user-friendly and fully functional.  * Conduct thorough testing to identify and resolve any technical issues.  * Simplify the user interface and improve the overall user experience.2. Develop a clear and concise value proposition that sets RhinoLeg apart from competitors.  * Identify the unique features and benefits of RhinoLeg.  * Craft a compelling message that resonates with your target audience.Clear and Concise Value PropositionIntroducing RhinoLeg: The Ultimate AI-Powered Business Growth PlatformAre you ready to revolutionize your business growth with a single, all-in-one solution? RhinoLeg is the ultimate AI-powered platform designed to streamline your sales, marketing, communication, and collaboration efforts. Packed with features such as RhinoZoom, RhinoSocial, RhinoForcast, ProfitPact, RhinoSalesCoach, RhinoBurnChat, RhinoChatBot, RhinoMarketing, and RhinoNurture, RhinoLeg delivers unparalleled value by simplifying processes and providing powerful tools to maximize efficiency and revenue generation.RhinoLeg's unique blend of cutting-edge AI and user-friendly design empowers businesses to optimize their sales and marketing strategies, enhance customer outreach and engagement, manage secure communications, and foster collaborative teamwork. With RhinoLeg, you can leverage advanced machine learning and natural language processing capabilities to automate tasks, gain valuable insights, and drive your business forward.Experience the power of RhinoLeg and revolutionize your business growth today. Join the thousands of satisfied users who have unlocked their full potential and transformed their businesses with the ultimate AI-powered platform. Try RhinoLeg and leave your competitors in the dust.If RhinoLeg can build for some people and exist for others, we're going to winWe've got to package RhinoLeg as being the super assistant for those who need it to beWe've got to make sure RhinoLeg is “both/and” for peopleAntonio is going to make sure RhinoLeg will make people look goodPeople will pay consistently to look goodTen of 104 Steps of RhinoLeg17. Utilize search engine optimization (SEO) strategies to improve RhinoLeg's visibility in search engine results.* Conduct keyword research to identify high-volume, low-competition terms relevant to RhinoLeg.* Optimize website content, metadata, and technical aspects for SEO.* Monitor and adjust SEO efforts based on performance data.18. Invest in paid search and social media advertising to drive targeted traffic to RhinoLeg's website.* Develop targeted ads for platforms like Google Ads and Facebook Ads.* Set up conversion tracking and continuously optimize campaigns for maximum ROI.19. Develop and distribute press releases announcing major milestones, such as the platform's launch.* Craft engaging press releases highlighting RhinoLeg's unique selling points.* Distribute press releases to relevant media outlets and industry publications.20. Create video content showcasing RhinoLeg's features and benefits, and share it across social media platforms.* Develop informative and engaging video content, such as product demos and customer testimonials.* Share videos on YouTube, LinkedIn, and other relevant platforms to increase visibility and engagement.21. Implement a customer relationship management (CRM) system to manage leads and customer interactions.* Choose a CRM platform that integrates well with RhinoLeg's existing systems and processes.* Train team members on using the CRM effectively.22. Use the CRM to track key performance indicators (KPIs), such as lead conversion rates and customer lifetime value.* Set up custom reports and dashboards to monitor KPIs.* Regularly review performance data and adjust marketing strategies accordingly.23. Develop a customer support strategy, including a help center, live chat, and email support.* Create a comprehensive knowledge base with articles addressing common user questions and concerns.* Train support staff to provide timely, empathetic, and knowledgeable assistance.24. Regularly review and analyze customer feedback to improve the platform and address user pain points.* Implement feedback collection methods, such as surveys and in-app prompts.* Use feedback to inform product updates and improvements.25. Continuously iterate on RhinoLeg's features and functionality based on user feedback and market trends.* Monitor industry developments and competitor offerings.* Develop and implement regular platform updates to stay competitive and meet user needs.26. Launch regular updates to keep the platform fresh and competitive.* Communicate upcoming updates and new features to users through email and social media.* Use updates as an opportunity to re-engage inactive users and attract new customers.27. Develop a user community, such as a forum or social media group, where users can connect and share ideas.* Create and moderate online spaces where users can ask questions, share experiences, and provide feedback.* Encourage active participation and collaboration within the community.If Antonio can solve each of the 104 steps, RhinoLeg will be one of the greatest companies in the worldClosing ThoughtsAntonio believes he has built the futureOur problem now is executionSupport this podcast at — https://redcircle.com/the-secret-to-success/exclusive-contentAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

As business owners, we're often so focused on keeping our customers happy that we neglect to look at the other side of the coin - our employees. So, whether you manage one hundred employees or just one, there's a long list of things to consider when you hire your first staff. Listen in as Martin and Khalil welcome Molly Aspan, a Labor and Employment attorney, to discuss labor laws and common issues that all business owners should be aware of.Time Stamps 00:29 - Weather Changes 01:22 - Episode Intro 02:29 - Intro to Molly Aspan 04:52 - Molly's Background & Experience in Labor Laws 09:23 - Common Labor Issues  11:35 - Laws on Hiring Independent Contractors 18:42 - Why an Employee Handbook is Important 23:24 - Best Approach for SMBs 25:45 - Non-Compete, Non-Solicitation & Confidentiality Provisions 29:48 - At-Will Employment 34:26 - Signing Bonuses 37:53 - Typical Labor Problems for SMBs 41:46 - Job Descriptions 45:03 - Dealing with Mass Layoffs 48:38 - Migrant Workers & Multi-jurisdictional Employers 51:10 - Offering a Severance Pay 53:57 - Episode Takeaways 54:23 - The Future of Labor Laws & Regulations 56:49 - Employment Practices Liability Insurance (EPLI) Quotable Moments “Most employment laws apply to all employers. So the moment you hire that first employee, there's a whole list of things to consider.” -Molly Aspan “When you ask what employment law is, it's basically anything dealing with your employees that comes into place. -Molly Aspan “Having a written job description prevents confusion and provides some clarity to employees bout what the expectations are of the job.” -Molly Aspan Resources Need Marketing Help? We Recommend Benali Watch On Youtube Follow On Social: LinkedIn, Facebook, Instagram Subscribe To Our Newsletter, The Countdown Have Questions? Email us More from Molly Aspan Website: https://practus.com/attorney/molly-aspan/ Email: molly.aspan@practus.com Call: tel:(918) 694-6970 More from Martin theprofitproblem.com annealbc.com    Email Martin Meet With Martin LinkedIn Facebook Instagram More from Khalil benali.com  Email Khalil Meet With Khalil LinkedIn Facebook Instagram More from The Cashflow Contractor Ask Us A Question Sign Up For A Free Consultation thecashflowcontractor.com  Email The Cashflow Contractor LinkedIn Facebook Instagram

Going beyond an employee handbook, your Culture Guide plays a key role in helping your organization run smoothly. Here's how to update it for the new year to stay compliant and help your team perform at its best.Find us at https://www.bernieportal.com/hr-party-of-one/BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy. http://bit.ly/2NEQ5QbWhat is an HRIS?https://bit.ly/what-is-an-hrisBernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources. Approved for SHRM & HRCI recertification credit hours. Enroll today!https://university.bernieportal.com/▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬How to Create a Culture Guide, Part 1 | HR Party of One https://www.youtube.com/watch?v=Jds7C5pDQM8How to Create a Culture Guide, Part 2 | HR Party of One https://www.youtube.com/watch?v=ywCLAIURviQ How to Write a Mission Statement and Set Goals | HR Party of One https://www.youtube.com/watch?v=1AvGvJm9K5Y Compliance Update: EEOC Revised Mandatory Workplace Poster | BerniePortal https://blog.bernieportal.com/compliance-eeoc-workplace-posterSpeak Out Act: Non-Disclosure Agreements and Legal Compliance | BerniePortal https://blog.bernieportal.com/speak-out-act-ndas-legal-compliance 2023 Minimum Wage Increases and Changes | BerniePortal https://blog.bernieportal.com/minimum-wage-increases-changes HR Calendar 2023https://offer.bernardhealth.com/hrcalendar2023/HR Prep 2023 | BernieU https://university.bernieportal.com/offers/bZ6x9gEh/checkout How to Establish a Meaningful Workplace Culture | BernieU https://university.bernieportal.com/offers/xSqFkuB9/checkout ▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬► LinkedIn: https://www.linkedin.com/company/bernieportal▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115► Spotify:

If you've ever questioned whether something should go in your practice's operations manual or your employee handbook, this is the episode for you. Kiera breaks down the difference between the two resources, how they should be laid out, how often they should be updated, and a ton more. Episode resources: Reach out to Kiera  Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast

Hey – I have extended the Rate, Review, and Subscribe contest through 10/14 at 5:00 p.m. Eastern – so you still have a few days to enter if you are listening to then when it comes out.  To participate: Rate (1 entry); Subscribe (2 entries); Review (4 entries) Winner will receive $250 Visa gift card Participants should notify me of their participation and what they did via lesa@exclusivecareercoaching.com  I recently answered a question in a group I am a VIP in about 30/60/90-day plans, so I thought I would convey this information to you. These plans are fairly common at the director level and above. There are two possible scenarios for such a plan: When you are in the interviewing phase, and when you are new in the position.  The purpose for a plan when you are in the interviewing phase is to show the hiring manager and other key decision-makers that you understand the priorities and have given considerable thought to how you will approach them. It also shows them how you will assimilate yourself into the company culture.  You can't know all the details about things like budget, staffing challenges, etc. before you've been hired, so the goal isn't perfection. Rather, it is showing that you understand the broad-brush strokes and have a plan of attack.  The purpose of a plan when you are new in the position is to make sure you and your boss are on the same page. This is an opportunity to lay out a plan and have your boss shoot holes in it, ask question, add content, etc.  In either scenario, I recommend creating a PowerPoint presentation for your plan. Here is a suggestion of how to organize your PP: 1: Intro page with your contact information and possibly a quote or philosophy you operate by. Adjust this accordingly whether you are a candidate or the incumbent.  2: Your leadership philosophy with examples. 3: Your vision for your role in the company and your specific position.  4: High-level overview of your 30/60/90, such as: 30 - LearnMeet with partners, peers, internal stakeholders to learn the business and HR systems. The goal will be to accelerate my learning process to make an effective and expedient contribution. To have a seamless transition in the HR Role, from existing HR Manager to incumbent HR Manager, is to plan, stay on course while remaining agile! 60 - AssessAnalyze the existing key processes to understand the performance of core, short- and long-term initiatives by HR for operations. Identify opportunities for short term and long-term improvement, based on feedback from HR Director. 90 - OptimizeIdentify opportunities for improvement, potential process or program improvements. Use existing or begin building HR Scorecards to measure strategic alignment with business operations.5: Details of 30-day, with specific bullet points 6: Details of 60-day, with specific bullet points 7: Details of 90-day, with specific bullet points 8: Measurements of success at 30, 60, 90 days, such as: 30 Days - Learn -Begin relationship-building w/HR Dir., HR Staff, Executive, Line, & Union Leadership-Learn HRIS systems, Employee Handbook and Union Contract-Knowledge transfer, pending ER issues & actions-Benefits and Payroll learning-Understanding of ongoing HR projects, KP/Metric & Financial Analytic Knowledge-Talent Acquisition Process Review-Training and Development Process Review 9: Closing page, with a repeat of contact information if you are in the interview phase  You might also want one more page if you are in the interview phase. Here are some possibilities: -2-3 recommendations (could be pulled from LI profile or performance evals) -An embedded video you have created with appropriate text on the page -Links to publications and presentations; appropriate text on the page -Case study, with either actual pictures or stock artwork as appropriate -Something else you believe would be useful -A side-by-side comparison of what company stands for/is looking for and what you bring to the table One final note: If you are in the interviewing phase, you can create a template for your plans to keep from having to start from scratch each time.  Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth.  If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2