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Client Updates: Navigating the Shifting Landscape of Employment: Key Issues for Employers

The past year has seen significant changes in the employment landscape, presenting both challenges and opportunities for employers. Federal agencies finalized new rules affecting minimum wage, overtime exemptions, pregnancy accommodations, OSHA inspections, and non-compete agreements. Additionally, the Supreme Court’s recent decisions have reshaped administrative law, while state legislatures continue to expand employment laws. State legislatures expanded the patchwork of employment laws on a host of workplace topics.

To help employers navigate this evolving landscape, we will outline four critical labor and employment issues.

1. Labor Force Participation for Prime-Age Workers Continues to Increase, Yet Worker Shortages Remain

Despite an increase in labor force participation among “prime age” workers (ages 25 to 54), employers still face challenges filling open positions. According to the U.S. Chamber of Commerce, around 1.7 million workers are missing from the post-pandemic workforce. Post-pandemic shifts in work preferences, such as a desire for remote or flexible work, have left many sectors understaffed. Also, many older workers retired during the pandemic. Skilled labor shortages and immigration challenges exacerbate the issue, leaving businesses struggling to find qualified talent.

2. AI is Accelerating Workforce Transformation

AI is transforming the workforce, automating routine tasks, and reshaping job roles across industries. Job fields including AI ethics, machine learning, and data science allow for new career opportunities. While AI brings efficiencies, it also raises concerns about job displacement and increased surveillance. Regulatory oversight is increasing as federal and state governments aim to protect workers’ rights, the administration has issued executive orders to ensure responsible AI development, including the Algorithmic Accountability Act.

3. The U.S. Supreme Court is Upending Administrative Law

Recent Supreme Court rulings have limited federal agencies’ rule-making authority, increasing uncertainty for employers. These decisions could have far-reaching implications for labor and employment law, making it harder for agencies to enforce new regulations and creating a more complex legal environment for businesses.

4. Immigration Challenges Continue to Impact Hiring

Immigration reforms, including changes to H-1B for “highly educated” foreign workers in “specialty occupations” and H-2B for temporary non-agricultural workers visa programs, are affecting employers’ ability to hire foreign workers. Currently, the final part of H-1B Modernization Rule is set to be published in December 2024 and will clarify the regulatory definition of “speciality occupation” and give an added burden of establishing a “direct relationship” between the required degree and the duties to be performed for the employer. Stricter visa caps and regulatory delays on H-2B visas are creating additional hurdles, particularly for industries relying on seasonal labor. The Department of Homeland Security published a Notice of Proposed Rule-Making (NPRM) in 2023 to modernize the program with flexibility and protections for workers. The final rule is set to be published by April 2025. The U.S. Department of State is expanding its pilot program for state-side visa renewals, allowing certain visa holders to renew within the U.S., reducing the need for international travel. This will help employers avoid disruptions and reduce delays for employees re-entering the country. Businesses must navigate these challenges to maintain their workforce.

As businesses adapt to these changes, it’s crucial to stay informed and proactive. Employers must be prepared to address labor shortages, leverage AI responsibly, and understand the legal landscape to remain competitive in the evolving world of work.

October Calendar

October Calendar

October is Breast Cancer Awareness Month and National Book Month.

October 3 QSEHRA Notice Deadline (for QSEHRAs that begin January 1, 2024
October 4 World Smile Day
October 7-11 Customer Service Week
October 10 *World Mental Health Day*
October 14 Indigenous Peoples’ Day
October 15 Medicare Part D Notice of Creditable Coverage delivered to plan participants
October 16 Boss’s Day
October 31 Quarterly Form 941 & 720 due
October 31 Halloween

The Importance of Onboarding: Setting New Hires Up for Success: : Employee Life Cycle

Onboarding is one of the most critical stages in the employee life cycle. It’s the process of getting new hires up to speed with how the company works, their role within the organization, and what’s expected of them. A successful onboarding experience lays the foundation for a strong employer-employee relationship, setting the tone for the entire tenure of the new hire.

It is vital to create an effective onboarding process that not only helps new employees feel welcome but also empowers them to succeed in their roles. Consider tailored onboarding to meet each employee’s needs. Onboarding is not just for the initial introduction, continue to guide your employees through the transition. Transversely, onboarding does not begin on day one of employment. It is important to set the stage before day one. Onboarding is an investment in long-term success of your employees and your organization.

 

Tailored Onboarding: Meeting Each Employee’s Needs

No two employees are the same, and neither should their onboarding experiences be. A one-size-fits-all approach to onboarding can leave new hires feeling overwhelmed or underprepared. Instead, consider customizing the onboarding process to meet each employee’s specific needs.

Tailor the training to the specific responsibilities and expectations of the new hire’s role. This helps them understand how they can contribute to the company’s goals from day one.

Personalized Learning Plans: Develop individualized learning plans that take into account the new hire’s prior experience, skill level, and learning style. By aligning the onboarding process with their unique background, you can accelerate their integration and productivity.

Mentorship and Buddy Systems: Pair new hires with mentors or buddies who can provide guidance and support throughout the onboarding process. These relationships can help new employees feel more connected to the company culture and give them a go-to resource for questions or concerns.

Continuous Support: Guiding New Employees Through the Transition

Onboarding shouldn’t end after the first week or even the first month. The transition into a new role can be challenging, and continuous support is essential to help new hires fully integrate into the company. Schedule regular check-ins with new employees to gauge their progress, address any challenges they may be facing, and provide feedback. This ongoing dialogue helps ensure that they feel supported and valued. Clearly outline the expectations for the role and provide milestones for the new hire to work toward. By setting clear goals, you can help them stay focused and motivated as they settle into their new position. Encourage continuous learning by providing opportunities for further training and development. This not only helps new hires build the skills they need to succeed but also demonstrates your commitment to their growth within the organization.

Pre-boarding: Setting the Stage Before Day One

The onboarding process doesn’t start on the first day of work—it starts before the new hire even walks through the door. Pre-boarding is an essential step that can help new employees feel prepared and excited about joining your team. Before the new hire’s first day, provide clear communication about what they need to know and do. This might include details about their first day’s schedule, what to bring, or what to expect in the first week. Share resources that introduce new hires to your company’s culture, values, and mission. This could be in the form of videos, articles, or welcome packages. By giving them a glimpse into the company culture ahead of time, you can help them feel more at ease and aligned with the organization’s ethos. Ensure that all the necessary logistics are in place before the new hire starts. This includes setting up their workspace, ensuring they have the necessary tools and technology, and providing any required documentation. A smooth pre-boarding process helps new employees feel valued and ready to hit the ground running.

Conclusion: Onboarding as an Investment in Long-Term Success

Onboarding is much more than just an administrative process—it’s an investment in the long-term success of your employees and your organization. By tailoring the onboarding process to meet individual needs, providing continuous support, and setting the stage with effective pre-boarding, you can help new hires transition smoothly into their roles and set them up for success.

Remember, a well-executed onboarding process not only enhances employee engagement and retention but also strengthens the overall culture and performance of your organization. Invest the time and resources into getting it right, and you’ll reap the rewards of a more connected, motivated, and productive team.

Contact us for more information about MANAGER TRAININGS WE OFFER.

Stay tuned for The Life-Cycle of the Employee: Retention next month…



Read more from our THE EMPLOYEE LIFE CYCLE:

Attract Employees 

Recruitment

Onboarding

Beyond the Paycheck: Crafting a Recruitment Strategy That Attracts and Retains Top Talent: : Employee Life Cycle

Beyond the Paycheck: Crafting a Recruitment Strategy That Attracts and Retains Top Talent

Recruitment is the second stage of the Employee Life Cycle (ELC), focusing on bringing the right people onto your team while providing a great candidate experience. 

Recruitment is more than just filling positions; it’s about finding the right fit for your team. As the second stage of the employee life cycle (ELC), recruitment plays a pivotal role in shaping the future of your organization. It’s a strategic process that requires careful consideration of both the candidates and the company’s long-term goals. Do you know how to approach recruitment effectively, focusing on what truly matters beyond just the salary and the importance of delivering an exceptional candidate experience?

While offering competitive wages is important, it’s not the only factor that attracts top talent. Today’s job seekers are looking for more than just a paycheck; they want a workplace that aligns with their values, supports their growth, and respects their need for balance. You should also consider your company’s culture, career development opportunities, and work-life balance.

Last month we discussed how to attract the right employee. A key piece to successfully accomplish this is defining and showcasing your company culture. A strong, positive company culture can be a significant draw for candidates. People want to work where they feel valued and where their contributions are recognized. A supportive culture that encourages collaboration, innovation, and respect can make your company a preferred place to work. 

Another factor to recruit top candidates is to offer career development opportunities. Ambitious candidates are often looking for roles that offer growth and development. Providing clear paths for career progression, offering mentorship programs, and investing in continuous learning can make your organization more appealing. When candidates see a future with your company, they’re more likely to stay long-term.

In an era where burnout is a growing concern, offering a healthy work-life balance is crucial. Flexible working hours, remote work options, and a focus on employee well-being can set your company apart. Candidates who value their personal time will appreciate an employer who understands that productivity doesn’t have to come at the cost of their health.

The recruitment process is often a candidate’s first impression of your company. A smooth, positive experience can significantly impact your ability to attract and secure top talent. There are four activities to ensure your recruitment process leaves a lasting, positive impression: transparent communication, efficient process, personalized interaction, and feedback and follow-up. From the moment a candidate applies, ensure they are kept informed about the process. Clear communication regarding timelines, expectations, and next steps can reduce anxiety and build trust. A lengthy and complicated hiring process can deter even the most interested candidates. Streamline your process to be as efficient as possible while still thorough. Quick, decisive actions show that you respect the candidate’s time. Treat each candidate as an individual, not just a resume. Tailor your interactions to their unique experiences and aspirations. Personal touches, like addressing specific aspects of their background in interviews or following up with personalized messages, can make a significant difference. Lastly, whether or not a candidate is successful, providing constructive feedback shows respect and professionalism. This can leave a positive impression that keeps doors open for future opportunities. Additionally, following up promptly after each stage reflects well on your company’s commitment to the candidate’s experience.

Recruitment isn’t just about filling vacancies; it’s about building a team that will drive your organization forward. It is a strategic investment. By focusing on factors beyond salary and ensuring a positive candidate experience, you can attract and retain top talent who are not only skilled but also aligned with your company’s values and vision. Investing in a thoughtful recruitment process today will pay dividends in the form of a stronger, more cohesive team tomorrow.

Contact us for more information about MANAGER TRAININGS WE OFFER.

Stay tuned for The Life-Cycle of the Employee: Onboarding next month…



Read more from our THE EMPLOYEE LIFE CYCLE:

Attract Employees 

Recruitment

Onboarding

September Calendar

September Calendar

September is Campus Safety Awareness Month and Back to School.

Summary Annual Report (SAR): Summarize for employees information that appears in an ERISA plan’s Form 5500. Admin must furnish SARs within nine months after the end of the plan year.

September 5 International Day of Charity
September 15- October 15 Hispanic Heritage Month
September 21- October 6 Oktoberfest
September 22 First Day of Fall
September 26 HR Professional Day
September 29 SAR Furnish to covered participants for calendar year plans deadline

August 2024 Calendar

August Calendar

August is National Immunization Awareness Month and National Eye Exam Month.

Back-to-school reminders: This is a great time of year to remind your employees about dependent care FSAs and other benefits before school begins.

August 8 International Cat Day
August 13 International Left-Handers Day
August 15 Relaxation Day
August 21 Senior Citizens Day
August 26 Women’s Equality Day
August 26 National Dog Day

How to Attract Employees: Employee Life Cycle

How to Attract Employees: A Key Stage in the Employee Life Cycle

The employee life cycle (ELC) is a crucial framework for HR professionals to manage employees effectively from the moment they are attracted to an organization until their departure. Understanding this cycle helps organizations address their employees’ needs, optimize productivity, and ensure high engagement. The employee life cycle consists of five distinct stages: Attraction, Recruitment, Onboarding, Retention, and Offboarding. For the rest of 2024, HR Synergy will explore each of these stages through our monthly blog and training.

How to Attract Employees: Attracting the right employees is the foundational step in the employee life cycle. This stage is crucial as it sets the tone for your organization’s ability to bring in top talent. A strategic approach to attraction ensures that your company appeals to the best candidates who align with your values and goals. 

How to Attract Employees

Be mindful of your brand’s communication. Your employer brand significantly influences potential candidates, so it’s crucial to be intentional about how your company is presented externally. Maintain consistency in your brand messaging across all platforms, including your website, social media, and job postings, to build a trustworthy image of your company. Additionally, adopt a candidate-centric approach by tailoring your communication to address the specific wants and needs of your target audience, demonstrating how your organization can fulfill their career aspirations and personal goals.

Build a robust employer brand and career page. These are often the initial touchpoints for potential candidates. Invest in creating a strong employer brand that highlights your company’s values, culture, and benefits. This brand should reflect what makes your company unique and a desirable place to work. Your career page should be engaging and informative. It should provide clear information about job openings, company culture, employee benefits, and career development opportunities.

Cultivate an appealing company culture. An attractive company culture not only attracts top talent but also retains them. Showcase Your Culture. Use your employer branding communication to highlight your company culture. Share stories, testimonials, and visuals that depict life at your company. Ensure that your company culture aligns with your stated values and mission. This alignment helps create a cohesive and authentic work environment.

Attract the Right Employee by formulating an Employee Persona. Identifying your ideal employee can significantly enhance your recruitment efforts. Develop a comprehensive persona of your perfect employee, considering factors such as skills, experience, values, and career goals. This persona will guide your recruitment strategies and help you attract candidates who are an excellent fit.

Your benefits package should appeal to a diverse workforce across multiple generations. Provide comprehensive benefits that cater to the needs of various age groups. For example, younger employees might appreciate student loan assistance, while older employees might prioritize retirement plans. Consider providing flexible benefits options that allow employees to select what best suits their individual needs.

Implement an Employee Referral Bonus Program. Such programs are effective in attracting high-quality candidates. Motivate your current employees to refer candidates by offering appealing referral bonuses. This approach not only helps you discover excellent talent but also boosts employee engagement and satisfaction. Regularly promote the referral program within your organization to ensure it remains top of mind for employees.

A well-defined company culture and clear values foster an environment where employees can thrive. Clearly define your company culture and values, and ensure they are communicated consistently across all organizational levels. Live Your Values by embodying them in everyday actions and decisions. When employees see leaders living the company values, it reinforces their importance and strengthens the cultural foundation.

Attracting employees is more than just filling positions; it’s about bringing in individuals who will thrive in your company’s environment and contribute to its success. By being mindful of your brand communication, developing a strong employer brand, creating an attractive company culture, formulating an employee persona, offering generational benefits, implementing a referral program, and defining and modeling your culture and values, you can effectively attract the right talent. This strategic approach not only enhances your recruitment efforts but also sets the stage for a successful employee life cycle, leading to higher engagement and retention.

Contact us for more information about MANAGER TRAININGS WE OFFER.

Stay tuned for The Life-Cycle of the Employee: Recruitment next month…


Read more from our THE EMPLOYEE LIFE CYCLE:

Attract Employees 

Recruitment

Onboarding

Middle Managers Series: Support Middle Managers in a Hybrid Workplace

Empowering the Middle: How HR Can Support Middle Managers in a Hybrid Workplace

This month we conclude our Middle Manager Series exploring How HR Can Support Middle Managers in a Hybrid Workplace.

As organizations adapt to hybrid workplace models, the role of middle managers has become increasingly complex and challenging. Middle managers often find themselves balancing the demands of senior leadership while leading their teams through significant transitions. Recent research highlights that this challenge is intensifying; a survey by Slack Technologies’ Future Forum revealed that 43% of middle managers report burnout, the highest among all job levels. Despite their teams benefiting from workplace flexibility, middle managers feel less connected to their companies, experience poor work/life balance, and face high stress and anxiety levels, exacerbated by responsibilities like returning teams to physical workplaces amidst employee resistance. To help them succeed, HR Synergy can play a crucial role in providing the support and resources these managers need. Let’s explore how.

 

Support for middle managers is crucial. Granting middle managers more decision-making power can alleviate stress and enhance job satisfaction. Enhancing their authority and influence, providing necessary resources, and restructuring their role as leadership-focused can alleviate some stress. Additionally, improving the relationship between HR and middle managers is essential. HR must actively listen to middle managers, seeking and valuing their feedback to understand their unique challenges. Regular check-ins and open communication channels create a psychologically safe environment. HR should validate managers’ experiences and provide training on managing hybrid environments, ensuring middle managers feel supported and heard. 

 

Effective leadership development is another critical area. Leadership in a hybrid environment requires specific skills. Programs should offer relevant, timely, and actionable content, accessible regardless of work location. HR Synergy can provide targeted training programs that focus on managing remote teams, conflict resolution, and communication. 

 

Coaching, historically reserved for C-suite executives, can be extended to middle managers to help them adopt new mindsets and prepare for senior roles. Artificial Intelligence (AI) technology can facilitate matching managers with suitable coaches or mentors, enhancing the development process. 

 

Peer support is also vital. Middle managers often feel isolated, caught between senior leaders and their teams. Building tight peer groups and creating support networks can help them rely on each other for support and share solutions to common problems. Cohort-based leadership development programs and regular meetings focused on middle managers can foster these connections. Senior leaders participating in these groups can further strengthen relationships and ensure middle managers feel seen and valued, reducing the risk of resignations and disengagement. Leadership development, coaching, and peer support programs equip middle managers with the tools they need to lead confidently and effectively.

 

A sense of disconnect emerges when individuals feel unnoticed and undervalued, leading to resignations and ‘quiet quitting.’ HR Synergy can help you address this disconnect by fostering stronger relationships with middle managers and creating opportunities for them to bond with senior leaders and each other. Supporting middle managers in a hybrid workplace is essential for organizational success. By providing validation, training, empowerment, and fostering connections, HR Synergy can help middle managers navigate their complex roles with confidence and ease.

Contact us for more information about MANAGER TRAININGS WE OFFER.

Stay tuned for our NEW SERIES: The Life-Cycle of the Employee next month…

 


Read more from our MIDDLE MANAGERS SERIES:

The challenges faced by middle managers

Some key managers’ desires and potential solutions

How to explain HR to managers

1st-time managers often are ill-prepared for their new role

Caring for Caregivers: A Manager’s Guide to Supporting Employees in Their Caregiving Roles

Tips for New Managers Who Are Now Supervising Their Former Peers

Managing Difficult Employees and Disruptive Behaviors: A Comprehensive Guide for HR Professionals

Developing Management

Empowering the Middle: How HR Can Support Middle Managers in a Hybrid Workplace

July 2024 Calendar

July Calendar

July is Picnic Month and UV Safety Month.

Mid-Year Review: Take some time to review goals, identify items that need more work, and celebrate wins. Also, this time of year is a great opportunity to remind employees to take advantage of their benefits.

July 4 Independence Day
July 21 National Ice Cream Day *check out our recipe
July 31 Form 5500 is due (for calendar year plans)
July 31 Form 5558 is due (for calendar year plans)
July 31 Quarterly Forms 720 and 941 are due
July 31 Compliance check.

This is time to review benefits notices, or issued as required

Client ALERT: USDOL’s Overtime Rule Changes

On April 23, 2024, the USDOL issued a Final Rule that will raise the minimum salary level for exempt employees and increase the total compensation minimum for highly compensated employees (HCEs). The new rule also introduces a mechanism to update these thresholds every three years. Despite potential legal challenges that may delay implementation, employers should review and adjust current salaries to ensure compliance with the new minimums.

Overtime Rule Changes post-its
Overtime Rule Changes

The rule’s journey began in Fall 2023 when the USDOL proposed changes to the federal wage law overtime exemption requirements. These proposed changes were open for public comment until November 8, 2023. During the comment period, concerns were raised about the substantial 65% increase and its impact on businesses during a tough economic period. To ease the transition, the USDOL adopted a two-step compliance approach, raising salary thresholds on July 1, 2024, and January 1, 2025.

 

 

 

 


The USDOL estimates that about 1 million currently exempt workers earn below the new $43,888 threshold and another 3 million earn less than $58,656. Employers must either raise salaries to meet the new minimum levels or reclassify these employees as non-exempt and eligible for overtime pay. While legal challenges are anticipated, similar to those in 2016, the outcome is uncertain. Therefore, employers should review current exemptions to avoid potential misclassification liabilities.

Employers should ensure exempt employees are paid at least the current minimum salary and that their job duties align with the exempt categories. For those who do not meet the duties test or new salary levels, employers need to confirm work schedules, communicate overtime eligibility, and review timekeeping, meal break, and overtime approval policies. Additionally, managers and supervisors should be trained on monitoring work hours and timekeeping.

Employers operating in multiple states should also consider varying state wage laws, which may have higher minimum salaries for overtime-exempt employees, to avoid unfavorable wage audits or claims. Compliance with both the FLSA Final Rule and state laws is crucial for reducing legal risks.

Reach out to us at HR Synergy with questions.