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Valentine’s Day Hearts and Harassment Training

With Valentine’s Day quickly approaching, we’ll give you things to consider before you ask your coworker to be your secret valentine. And if you still have questions, reach out to schedule your harassment training!

Our training covers:

-Define the differences between bullying and harassment.

-Discuss the different types of behavior in each.

-Why is it important to prevent harassment in the workplace?

-Who’s responsible?

-Company’s policy and complaint process.

-Retaliation (illegal and more than half of all charges filed in fiscal year 2021 included a retaliation claim)

 

Do you know the difference between bullying and harassment?

Bullying is “an ongoing pattern of physical or psychological aggression that is threatening, coercive, relentless, and leaves the victim feeling powerless.” There are 5 main types of bullying which include physical, emotional, relational, bystander victimization, and cyber bullying. Bullying itself is an act of aggression that can be both obvious and subtle. Can you identify examples of both obvious and subtle bullying? Can your employees?

Sexual harassment is “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in which submission to or rejection of such conduct explicitly or implicitly affects an individual’s work or school.” There are 2 types of sexual harassment. Quid pro quo occurs when a supervisor causes an employee to believe that they must submit to unwelcome sexual conduct in order to get a promotion or something else desirable at work. The second type of sexual harassment is creating a hostile environment. This occurs when unwelcome sexually harassing conduct is so severe, persistent, or pervasive that it affects an employee’s ability to participate in or benefit from a program or activity, or creates an intimidating, threatening or abusive work environment. Harassment can come in the form of verbal, non-verbal, physical, innocent/unintentional pressure. Can you and your employees recognize harassment? 

Employees are responsible for creating a work environment free of bullying and harassment. You should eliminate harassing behavior such as demeaning, embarrassing, or offensive conduct. If you experience harassment, immediately report it to one of the persons indicated in your company’s non-harassment policy. Remember that retaliation is strictly prohibited.

Employers are responsible for creating and distributing a company policy and complaint procedure regarding bullying and harassment. Do you need help creating these? Contact us.

Retaliation is “an adverse action taken against an employee because he or she complained of harassment or discrimination or participated in an investigation” and is prohibited by anti-discrimination laws. Retaliation is any adverse action including demotion, discipline, termination, salary reduction, negative performance appraisal, change in job duties or shift assignment. More than half of all charges filed in fiscal year 2021 included a retaliation claim. Be sure you are compliant with anti-discrimination laws and contact us for support.

Click here to contact us for help regarding bullying and sexual harassment training and policy generation.

2023: Inflation, recession, compensation, & retention

Do your employees feel like their salaries aren’t keeping up with the climb of inflation as their personal financial stressors of housing, groceries, gas, and medical costs increase? 80% of 1,100 employees surveyed this October feel this way according to Remote.co, a remote-work resource. Fortunately, the Consumer Price Index (CPI) only rose 7.1% for the 12 months ending in November, compared to 9.1% year-over-year high for the period ending in June. Employers are concerned about economic uncertainty, the threatening recession, and shifting employee needs.

Be aware that your employees may feel pressure with their career choices, causing 47% of them to look for higher-paying jobs and 31% taking a side job for extra cash.

For the past few years, HR and employers agree with being transparent with employees in regard to pay. HR Synergy offers tools that can help ease your burden with the challenge of navigating a tight labor market amid a shifting global economy.

To assist with educating employees about the direct and indirect costs paid by their employer, we work with clients to prepare a total compensation letter (“hidden paycheck”) at the end of the year; for all employees. See the example below. Do you want your employees to truly understand what their compensation consists of beyond salary?

Employees are feeling the pressure with the financial choices they need to make. 45% tightened their budget and 23% are putting more money towards an emergency fund. Nearly half of employees surveyed were hesitant to contribute as much as they previously did to their consumer-driven health (CDH) accounts (health savings accounts (HSAs) and flexible spending accounts (FSAs)). Compared to CDH contributions during the pandemic where almost ¾ of employees did not make adjustments. HR Synergy can help counsel how using CDH accounts and paying for things with pre-tax dollars can save your employees money. Billions in tax savings are left on the table. Let us help you help your employees shift their thinking from short-term expenses to long-term investments. We can clearly show how using pre-tax dollars can save them money.

Employers are already increasing salaries an average of 4.6% in 2023 (vs. 4.2% in 2022) in response to inflation and the employee-driven job market. 63% of executives intend to increase compensation adjustments due to inflation this year according to the consulting firm Gartner. Consider making the salary increases through two adjustments throughout the year. Employees do not want to perpetuate the vicious cycle of increased wages causing the price of products and services to increase. Contact HR Synergy today to help you complete a market analysis for your jobs to determine pay increases based on market competitiveness.

These are volatile times. There are other steps besides increasing salaries or giving bonuses to counter inflation felt by employees. Focus on a supportive company culture and retention of quality employees. You can offer fair pay, flexible work options, career development opportunities, promote from within, provide competitive (financial wellness) benefits, and give regular feedback. Lastly, intentionally show employees your appreciation to give them a feeling of job security and foster loyalty.

Click here to contact us for help regarding employee retention and more information on a total compensation letter.

Holiday Party Dos and Don’ts

Remember, this time of year is not just for celebrating Christmas. To be sure you create an inclusive office party, consider the timing and title of your celebration. Consider branding it an End-of-the-year or New Year party. You can focus on the organization’s accomplishments over the previous year, not a holiday. Whatever you do, steer clear of calling it a “holiday party,” consider a winter/New Year theme with snowflakes, icicles, balloons, streamers, and confetti if you want it to be seasonal.

Location is important; everyone should have the chance to be included. Find ways to recognize all employees, regardless of where they work. If you have out of state employees, consider a virtual option for participation. Consider a virtual seasonal sweater or best decorated desk contest.

Food needs to be inclusive too and not related to a single cultural event. A fun way to include everyone is to have employees bring their favorite dish to share with a write-up on its ingredients and seasonal significance. If you choose to provide alcohol, also include a mocktail bar for those that do not drink.

Don’t unnecessarily spend on company gifts. However, showing genuine appreciation is important. Employees prefer to have options to choose what gift fits them best. A catalog of options, including tangible and experience gifts, based on points an employee receives through the year gives autonomy in gift selections. Think of items/experiences that will build a connection between employees and your organization that they will remember.

Help your employees avoid office party pitfalls. Recirculate your anti-harassment policy prior to the party. Inviting a Santa to have employees “sit on his lap” or hanging mistletoe is probably a bad idea. Do not include a dance floor in order to prevent inappropriate interactions. If complaints do arise from the gathering, give a prompt and thorough response to resolve the issue.

Lastly, about ⅓ of employees actually enjoy office parties, ⅓ are indifferent, and ⅓ don’t like them. Talk to your employees about their preferences. Therefore, you could replace the party altogether for an alternative event, team building, or service project. Think about attending a sporting event, going bowling, attempting an escape room, or painting your own pottery party.

Whatever you decide, show gratitude to your employees and celebrate the year you’ve had together.

Click here to contact us for ideas on hosting HR-friendly inclusive end-of-the-year celebrations.

2022 Employment Law Updates (not all inclusive)

Employment laws and regulations are constantly changing. If you are not one to keep an eye on the Federal DOL and your State DOL, you may miss out on some important compliance updates. Failure to comply with labor laws can result in fines and penalties.

 

HR Synergy is constantly monitoring labor law changes and updates across the United States. We put forth our best efforts to make sure our clients are aware of these changes in the states they operate in and help them to understand what they may need to do to be compliant.

 

If you are unsure your company is compliant with all of the employment laws that apply to your business, give us a call!

 

Here is a condensed (not complete) list of a few of the Employment Law Changes in 2022.

 

Arizona Law Imposes New Workers’ Compensation Notice Requirements

California Revises Formula for Paid Family Leave and State Disability Insurance Benefits

California Requires Pay Range in Job Postings

Colorado Blocks Noncompete Agreements

Colorado Requires Contributions for Paid Family and Medical Leave on January 1

Connecticut Employers Must Provide Notice of Rights Under Family Medical Leave Law

D.C. Employers of Tipped Workers Must Conduct Sexual Harassment Training

D.C. Tip Credit Eliminated

Delaware Paid Family and Medical Leave Law Signed

Florida 2023 Minimum Wage

Maine Prohibits Hairstyle Discrimination

Maryland Legalizes Cannabis

Massachusetts Updates Paid Family and Medical Leave Contribution Rates

Massachusetts Prohibits Hairstyle Discrimination

Nevada Minimum Wage Increase July 1, 2024

New Hampshire Employment of Minors Law Changes

New Hampshire Failure to Consider Medical Cannabis as a Reasonable Accommodation and Employment Discrimination Liability

New Jersey Cannabis Regulatory Commission Issues Guidance for Workplaces

New York Home Care Aides Minimum Wage Increases

Washington Requires Pay Ranges in Job Postings

Washington: PFML Premium Rate Increases for 2023

 

Wondering if any of the 2022 Employment law changes apply to your organization? Let’s set up a free consultation to discuss how we can help!

 

2022 Year-End HR Checklist

W-2’s will be sent out this month. To limit the risk of being delivered to the wrong address, remind employees to verify their personal information, most importantly, current mailing address.
*Note: Check with your payroll provider to see if W-2’s will be available electronically for employees. If you use BambooHR for payroll, employees will have direct access to their W-2’s in BambooHR.
Check for poster updates in any of the states where you conduct business.
Access new 2023 W-4 here.
Also, be sure to use our HR Checklist below.

Workplace Poster & Massachusetts PFML

The Massachusetts Paid Family and Medical Leave (PFML) law requires employers to provide notice to all employees about the state’s PFML program. This includes information about contributions, benefits, and protections. When there are changes to contribution rates, a new notice is required to be provided to current employees 30 days in advance of any rate change. For new hires, the notice must be provided within 30 days of their start date. Employers are also required to display a workplace poster that explains the benefits available to their workforce.
The PFML contribution rate is decreasing for most employers. The rate change is effective as of January 1, 2023. This means employers must provide a new PFML notice to current employees on or before December 2, 2022.
Recently, the Massachusetts Department of Family and Medical Leave released its updated model notices. (The 2023 notice for workforces with 25 or more covered individuals is here and the 2023 notice for workforces with fewer than 25 covered individuals is here). Employers must roll this new notice out on or before December 2. Employers should also ensure that their payroll providers are planning to implement this change.
Wondering how this impacts your organization? Let’s set up a free consultation to discuss how we can help!
Useful Websites:

Mental health importance in your workforce

Everyone knows that we need to support a variety of mental health services in the workplace to encourage good mental health. However, do you know what mental health literacy is? Do you know why is it so important?

Mental health literacy is a company culture that prioritizes mental health and is composed of 5 core components.

  1. Understanding the importance of mental health.
  2. Recognizing early behaviors and triggers.
  3. Decreasing stigma.
  4. Knowing how, when and where to get help. 
  5. Ensuring managers and employees know how to support each other when facing challenges.

To assess your company’s workplace mental health culture, rate 1-5 where your organization stands on the statements on the Mental Health Company Culture Assessment.

 

As employers, we’re supporting mental health services in the workplace to encourage good mental health. However, do you know what mental health literacy is? Do you know why is it so important?
Mental health literacy is a company culture that prioritizes mental health and is composed of 5 core components.
1. Understanding the importance of mental health.
2. Recognizing early behaviors and triggers.
3. Decreasing stigma.
4. Knowing how, when and where to get help.
5. Ensuring managers and employees know how to support each other when facing challenges.
To assess your company’s workplace mental health culture, rate 1-5 where your organization stands on the statements on the Mental Health Company Culture Assessment above.
We recognize that employees do their best work when they can bring their whole, authentic selves to work, instead of separating their personal/professional lives. Let’s show our employees that we value their mental health and have the resources needed to support it. The time is now to create mental health literacy in your workplace.
Click here to contact us for ideas on maintaining mental health in your workforce.

2023 Salary Budgets Projected to Stay at 20-Year High but Trail Inflation

Employers continue to focus on competitive salary strategies for 2023. Over 60% of executives intend to increase compensation in response to inflation. Salary increase budgets are the pool of money available annually for base pay adjustments. While salary increase budgets are projected to grow about 4% for 2023, that is less than half of the current annual inflation rate of 8.5%.

The Consumer Price Index (CPI) increased 9.1% for the 12 month period ending in June near a 40-year high, while there was a smaller 8.5% increase for the period ending in July. If the inflation rate does not lessen in 2023, employers might feel forced to increase their salary budgets projections. However, employers might not have adequate revenues to do this if the economy continues to slow. Merit increases do not include base pay based on promotions or cost-of-living adjustments. 35% of U.S. companies are budgeting 3% and 40% are forecasting 4% or higher merit increases for 2023.

2023 pay budgets are increasing due to economic & hiring/retention pressures, inflation, and the labor market. Many employers are watching and waiting to adjust salary increases as necessary.

If you need guidance how to budget salary increases in your organization, contact us.

New Hampshire Paid Family and Medical Leave (NH PFML)

New Hampshire Paid Family and Medical Leave (NH PFML) is coming, January 1, 2023. 

The NH PFML insurance plan includes:

  • Paid Family and Paid Medical Leave together in a single insurance policy
  • 60% wage replacement benefits up to the Social Security wage cap for qualifying leave reasons
  • Leave can be taken all at once (continuous) or in partial days (intermittent) with a minimum of
    4-hour increments
  • Employers will have the choice of duration to offer under their NH PFML insurance plan:
    • Option 1: 6 paid weeks of leave 
    • Option 2: 12 paid weeks of leave

NH PFML insurance provides wage replacement during absences from work for common life events, such as:

  • One’s own serious health condition(s) when disability coverage doesn’t apply, including childbirth
  • Child bonding due to birth, adoption or fostering
  • Serious health condition(s) of a family member
  • Qualifying need arising from military deployment or service
  • Caring for a qualifying military service member

Did you know?

  • NH PFML is available to all NH employers and NH workers through MetLife, the state’s PFML insurance partner.
  • NH PFML is a first in the nation, state-sponsored, voluntary plan where NH employers and eligible NH workers can purchase a paid family and medical leave insurance plan that provides up to 60% wage replacement for covered workers for up to 6 weeks per year for absences from work for covered common life events. 
  • NH PFML insurance can be purchased from MetLife, the state’s insurance partner for the plan, either directly or through an insurance agent, broker or consultant 
  • Employers who purchase NH PFML from MetLife are eligible to receive a Business Enterprise Tax (BET) credit of up to 50% of the premium they pay on behalf of their workers.
  • Individuals who work for a NH employer may purchase NH PFML for themselves if their employer does not provide NH PFML insurance or an equivalent benefit.

You might be asking why this program is needed. It provides crucial wage replacement during a care/health need. Also, the NH PFML should increase retention through improved company morale and productivity. Lastly, a Business Enterprise Tax (BET) credit (up to 50% of the premium they pay on behalf of their workers) is available to employers who purchase NH PFML from MetLife.

Wondering how this impacts your organization? Let’s set up a free consultation to discuss how we can help!