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Business leaders know that workplace conflict prevention within their organization is a top skill they must learn and maintain. Fortunately, the best business leaders understand this is a major part of their job, and they strive hard to ensure that would-be “fires” within the organization aren’t allowed to continue to burn. The entire organization can look up to its leaders to see which steps they should take to improve the circumstances they find themselves in and stay on course with the company’s mission.

Common Types of “Fires” Within Companies

Any time a group of individuals is brought together to work on a common goal, there is always the possibility of tension developing. Let’s take a look at some of the pressure points that are common in various workplaces.

CO-WORKER FRICTION

When individuals with different perspectives, personalities, and work styles are brought together, they are challenged to learn to complement each other and get along. That doesn’t always go as planned. Friction between co-workers can mean that employees get so distracted by their in-fighting they cannot do the assigned work. Consider taking the following steps:

• Nurture the Culture – Creating a culture that enables the right behaviors is critical before a company can address individual players. The trickle-down of leaders that listen, collaborate, work toward mutual goals, and respect others sets the model for your employees to emulate.
• Work on Communication – Understand the meaning behind the words people say to one another. Understanding what they are saying to one another behind the literal words they use can help get to the root of the problem.
• Set up a Meeting Between Conflicting Co-Workers – Facilitating a meeting between co-workers who have friction can allow those tensions to be aired productively. Getting all sides to come together and work out their differences in the meeting itself is possible.
• Gain Buy-in and Commitment – Engaging employees in exploring what they believe they can do themselves to resolve conflicts places the responsibility back on them to control what they can control. Their active participation in the solution will also create better buy-in and a commitment to resolve differences.
• Find Common Ground – People often have more common ground between them than they may at first realize. Finding common ground and elevating it is a great way to encourage cooperation between co-workers who might not otherwise see eye to eye.

A LACK OF EMERGENCY PREPAREDNESS

There are a multitude of disasters and emergencies that could strike a business at any time. Not having a solid plan ready to address those potential emergencies is unacceptable. Just think about the estimated 700,000 small businesses closed in the second quarter of 2020 alone due to the COVID-19 pandemic. They had not prepared themselves for the emergency that COVID-19 ultimately became for them. Their lack of emergency preparedness harmed them significantly. On top of that, 64% of businesses experience web-based cyber attacks. Again, this is an emergency companies can and should prepare for.

ISSUES WITH CLIENTS 

One of the most challenging types of fires is potential issues with clients. A company suffering from client issues needs to work on resolving them as rapidly as possible. Otherwise, they risk losing business and turning off clients who could have otherwise provided them with additional income streams in the future.

Getting to the bottom of the client’s issue means researching why they are upset in the first place. It is easy to assume clients are frustrated and taking it out on you, but that is probably untrue. There are legitimate reasons why they are complaining, and you should research why that is the case. Remember you are forming a relationship with them and listening to their complaints is part of the process.

Once you have determined why they are complaining, develop an action plan for how to resolve their issue. Then, communicate that plan back to the client. They need to know you are working on it, and they will appreciate you taking the time to explain your steps to resolve their concerns.

HR Policies Every Company Should Have in Place for Workplace Conflict Prevention

It is essential to have a core foundation of HR policies that every company should have to make it easier to put out fires and create the kind of workplace we all strive for. A few of those policies include:

Non-Discrimination and Anti-Harassment Policies

The workplace must be safe for all employees to work in. Not only that, but it is necessary for your company to remain in compliance with local, state, and federal laws related to discrimination. Besides that, it is also morally right to ensure that no one feels discriminated against when they work for you. Constructing this kind of policy will allow you to point to it if an incident crops up. Consider adding an employee hotline they can contact anonymously to report any harassment issues. You need a clear policy for employees and management to refer to when addressing any potential violations of one’s rights or psychological safety at work.

Social Media Policy

Billions of people log on to their social media accounts daily and post virtually anything they want. However, when those individuals work for your company, the risks to your reputation you face when posting anything they want to are enormous. Your social media policy should address when employees are prohibited from being on their personal social media accounts (typically when they are on the clock), and it should also detail what employees are and are not allowed to post about when they log on to their accounts. Although you cannot infringe on an employee’s First Amendment right to free speech, you can have a policy regarding topics that employees will be terminated for if they post about, such as:

• Confidential company information
• Unlawful harassment or bullying of co-workers
• Threats of violence or similar inappropriate or unlawful conduct
• Any criminal material
• Infringement of company copyrights or intellectual property protections

These are the types of things that keep business managers up at night. Make sure you have policies in place before a social media incident occurs to aide you in your workplace conflict prevention efforts.

Confidentiality Policy

It is virtually guaranteed your employees will have access to confidential information within the company the outside public does not. Keeping that information within the company must be a top priority. Employees should be made to sign a confidentiality policy that prohibits them from speaking about private information deemed confidential to the company. This protects the company legally from someone who might speak out of turn and release information they should never have released. This policy will keep your confidential information under wraps where it belongs.

Documents HR Should Keep Handy

There are certain documents every business should have in place to mitigate or address workplace conflict. Such documentation will set clear and written expectations for employees so they can self-manage. When things go wrong, they can provide a paper trail of actions taken by the company and why they opted to make the decisions they made. Keep these documents readily available:

• Employee Handbook – An employee handbook details all relevant company policies and procedures and how accountability is spread throughout the company. It is an extremely useful guide for determining who is responsible for what and how different procedures should play out.
• Exit Process – A list of procedures for when an employee leaves the company is also helpful to have around. If one of the “fires” in the company results in someone being terminated, then it is best to have exit policies ready to go.

Ensure your HR department is prepared with all these workplace conflict prevention documents and anything else that lends consistency and credibility to your business. If you take all these steps, you can keep your company moving in the right direction.

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Interested in other current employment trends? Click the link to view the recent blog: The Big Stay: A New Workplace Trend Presents Opportunities for Small Businesses or check back for more on human resources, payroll, insurance, and benefits.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to this topic, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making policy decisions.

The ever-changing landscape of HR regulation changes requires continuous monitoring. As laws change on local and federal levels, small businesses are having a hard time keeping up.

The latest change to pay attention to is the end of temporary flexibilities for I-9 forms that were implemented during the COVID-19 pandemic. Now, companies have to complete in-person physical inspections for workers who underwent remote document verifications while temporary flexibilities were in place. The deadline is August 30, 2023.

While government bodies and local authorities often give businesses time to adjust to the latest changes, facing them unprepared usually leads to errors and fines. That’s why many companies choose to work with HR partners that keep monitoring and adaptation under control.

Form I-9: What Changed?

In March 2020, during the COVID-19 pandemic, the U.S. Immigration and Customs Enforcement (ICE) implemented temporary changes to the Form I-9 Employment Eligibility Verification process. These changes allowed employers that were operating remotely to verify employee identity in a remote fashion (through email, fax, and video).

Even after the pandemic started winding down, ICE extended these temporary flexibilities in laws and regulations several times. The latest extension was introduced in October 2022 and ended on July 31, 2023. This time ICE announced that they don’t plan to extend the flexibilities any longer.

Accordingly, employers who have been verifying their workforce remotely over the past three years (between March 2020 and July 2023) have to complete in-person inspections by August 30, 2023.

How to Prepare Your Business for New Government Regulations

When new government regulations and labor laws come into effect, adjusting to them can take a while. The best way to prepare for these changes is to take a highly proactive approach.

TAKE THE TIME TO LEARN EXISTING HR LAWS

Before diving into the new laws and regulations, you need to gain a solid understanding of the existing laws that govern your industry.

This will provide a foundation for analyzing how the new regulations may impact your business operations. Conducting a thorough review of the current human resource laws that apply to your industry allows you to ensure full compliance.

If you are not already in compliance when changes arrive, all existing non-compliance issues can snowball into significant problems that lead to unexpected expenses.

SET UP A STRONG HR INFRASTRUCTURE

Establishing a strong HR infrastructure can make it easier for you to adjust to the new regulations. When you have a team of specialists who know exactly what they are responsible for, they can handle any change seamlessly.

Small human resource teams that are overwhelmed with payroll, benefits administration, pension funds, occupational safety and health needs, and other manual administrative tasks rarely have sufficient resources to handle compliance properly.

When laws and regulations change, weak infrastructures struggle. Without a strong approach to your HR framework, you risk hurting business operations.

GET ASSISTANCE FROM HR PARTNERS

Seeking assistance from competent specialists, such as consultants who specialize in HR compliance, can be invaluable in navigating new government regulations. These experts can provide guidance on the ever-changing requirements, help you understand the implications of the new regulations, and assist with implementing necessary changes.

They can also keep you informed about any updates or changes to regulations that may affect your business specifically. A reliable HR partner is a team of professionals who have the time and resources to handle continuous monitoring of the regulation landscape.

For example, an HR partner would know that the temporary flexibilities for I-9 forms are about to end and help you set up a procedure for verifying employee identity and authorization in advance. At the time ICE announced changes, your company would have already been on the way to completing the new requirements.

RULE OUT REGULATIONS THAT DON’T AFFECT YOU

Not all new regulations directly impact your business. Carefully evaluate and determine which laws are applicable to your specific industry and business operations.

By ruling out regulations that don’t affect you, you can focus your resources on understanding the laws that truly matter. This can help streamline your preparation efforts and avoid unnecessary compliance burdens.

STAY INFORMED AND PLAN AHEAD

Government regulations are always subject to change. Some may stay the same for decades while others change monthly. To avoid stress, errors, and fines, you can monitor the landscape by:

• Reading industry news
• Checking government websites
• Joining professional associations and following their discussions

The more resources you use to stay informed, the more likely you are to pinpoint the change the moment it occurs. By planning ahead and anticipating potential regulatory shifts, you can position your business to adapt efficiently.

TRAIN AND EDUCATE YOUR EMPLOYEES

When changes occur, your team has to be ready to tackle the issue quickly without causing downtime or facing non-compliance. To respond effectively, your workforce requires training. If you are working with an HR partner, they can share valuable knowledge with your employees and empower them to adjust to the changes.

In addition, encourage open communication and provide channels for employees to ask questions or seek clarification on the new regulations.

TAKING A PROACTIVE APPROACH 

Staying on top of the latest regulations is a full-time job, often requiring significant adjustments to your HR processes when changes occur. Rushing or not being thoughtful in adapting leads to errors, fines, and reputational issues.

As you can see with the I-9 updates, two new announcements were published within one month. If you don’t have the resources to handle active and ongoing monitoring, you may want to consider collaborating with an HR partner you can trust.

New regulations often appear as a reaction to an employer who did something wrong.  Becoming a case for new regulation is easy. Getting back on track and regaining your reputation can be close to impossible.

Interested in other current employment trends? Click the link to view the recent blog: The Big Stay: A New Workplace Trend Presents Opportunities for Small Businesses or check back for more on human resources, payroll, insurance, and benefits.

How prevalent is workplace violence? In 2020, more than 20,000 private industry workers were victims of nonfatal workplace violence. These are only incidents that required them to take time off. 392 people were killed in workplace homicide. It does not count minor incidents or threats.

Workplace violence isn’t always the spectacular situation where somebody “goes postal”. More often, it is smaller incidents such as fights. Regardless, all employers should have an up-to-date workplace violence policy.

Who is at Most Risk of Workplace Violence?

Statistics do give a picture of the person most likely to be non-fatally assaulted on the job. They’re usually female, between 25 and 54, and work in healthcare and social assistance. Why is this? It is because they often deal with people in pain, who may be cognitively challenged, hugely stressed, etc. In other words, the most common workplace violence incident is a patient or family member losing it and throwing an object or a punch at staff.

However, when we look at homicides, the victims are more likely to be male retail workers.

None of this means that your business doesn’t need a good policy.

Elements of a Good Workplace Violence Prevention Policy

So, how do you put together a workplace violence prevention policy that protects your employees (and, for that matter, your customers)? It’s true that you can only do so much. You can’t, for example, do something about an incident where somebody flees into your fast food restaurant from the police and attacks your staff.

You can build an environment where your own people are:

1. Less likely to perpetrate violence and
2. More able to protect themselves.

So, what does this look like?

Mental Health Support

Stress causes violence. It may be self-directed or directed at others. It may not always reach the level of physical violence, but somebody who is snapping at all of their coworkers is making for a hostile environment.

Ensure your wellness program includes mental health support and a good Employee Assistance Program (EAP). While this is separate from the policy, it is a key part of protecting people. If violence does happen, refer the person to trauma counseling and screening and actively encourage them to get help, whether they were the victim or a bystander.

Also, don’t be part of your employees’ mental health problems! An environment where people feel valued and supported is one in which they are much less likely to lose their temper.

Provide a Means to Report Violence Safely

Many people are afraid to report violence, especially if it comes from a supervisor. Regularly surveying employees can help understand their concerns about violence and personal safety.

At the same time, the surveys may sometimes be read by the person who makes them feel unsafe, so also make sure that there is a way to report issues and concerns anonymously, to somebody other than their supervisor, such as a hotline. All incidents should be properly recorded and used to keep the prevention plan current.

Do a Worksite Analysis

Employee surveys can also be used as part of a worksite analysis. This can then be used to identify and address risk factors and develop policies to minimize them. For example, let’s say your employees park in a poorly-lit garage. If somebody is working late, finding a way to provide them an escort back to their car can help reduce the risk of being a victim of street crime or carjacking.

Panic buttons can be extremely helpful and are advised for anyone working directly with the general public or customers (especially in healthcare settings). Phones are not a substitute…a properly-designed panic button can be activated discreetly in a single action.

Develop a Training Plan

No policy is going to work if people don’t stick to it. Employees need to be trained in violence prevention, but should not be encouraged to risk themselves. Training includes correctly using protective equipment, abiding by policies, and reporting situations that may escalate.

For some employees, training in de-escalation techniques may prove valuable. This includes recognizing and evading potentially violent situations. Managers should be trained in informing workers, identifying and defusing conflicts, and encouraging stressed employees to get help. Managers should also watch for potential domestic violence; sometimes, a violent partner (or parent or child) may show up at the workplace and cause issues.

Have Clear Consequences

Lay out in the policy what the consequences are for different levels of violent behavior. Making threats, for example, may warrant a warning and disciplinary action. An actual assault likely warrants termination. Every incident should be properly investigated and dealt with. The rules must apply to everyone at every level. For one-on-one conflicts, mediation and dispute resolution might be appropriate, or, if possible, transferring one to a different location so they no longer have to deal with each other.

Have Good Termination Policies

Every so often in the news, you will hear about somebody who got fired coming back with a gun. Ensure you have a solid termination policy that is visible to everyone. You do not have to give notice when terminating somebody for cause, and you may need to take steps to keep them from returning. At the same time, you should fire somebody in person when possible. If this is not possible, or if you genuinely believe they may do something on their way out, video conference is better than email… or somebody showing up to work to find their badge has been deactivated with personal possessions still in the office. Speak to the rest of the staff right away and tell them (in general terms) the person was terminated and provide instructions on what to do if they return to the office.

Support Employees When Violence Hits the News

In April 2023, a disgruntled ex-employee shot up the Old National Bank in Louisville. There were 53 workplace mass shootings between 1966 and 2021, and “going postal” is a very real thing. These incidents remain rare, but when one hits the news, your employees may be concerned, especially if it happened at a similar workplace. Parents may also be very nervous when a school shooting incident occurs. When something like this happens, your employees need to know about EAP resources that can help. If somebody wants to take a couple of days off because they are too afraid to come in to work, respect that.

A good workplace violence prevention policy helps keep your employees safe, reduces downtime, and increases morale. Make sure you keep it updated and review it at least once a year, and your company will be ahead of many when it comes to caring for and protecting your employees.

Interested in other current employment trends? Click the link to view the recent blog: Effective Leadership: 10 Obstacles to Remove so Employees Succeed or check back for more on human resources, payroll, insurance, and benefits.

INFINITI HR is happy to provide Monthly State Labor Law Updates as a service to our subscribers. These briefs provide a general description and are not meant to be all-inclusive of compliance requirements. This list is not inclusive of all legislative changes for employers across the U.S. Changes may have been addressed in previous updates, which can be accessed from our blog.

Employers are encouraged to work with their Inspiring HR Consultant before making policy changes to capture the full requirements of these laws.

Some of the notable recent and upcoming state changes in this issue are as follows:

COLORADO

CO Protected Categories Expanded – Effective 8/7/2023

Colorado has added marital status to its list of protected classes. Employers cannot take any adverse employment actions against employees based on their marital status once the law takes effect.

CO Reasons for Paid Sick Leave Expanded – Effective 8/7/2023

Qualified reasons for use of paid sick leave are expanding to include:

• To grieve, attend funeral services or a memorial, or address financial and legal matters arising after the death of a family member.
• To care for a family member whose school/daycare is closed due to inclement weather, loss of power, loss of heating, loss of water, or other unexpected event.
• To evacuate their home due to inclement weather, loss of power, loss of heating, loss of water, or other unexpected event.

CO Restrictions on the use of Non-Disclosure Agreements (NDA’s) – Effective 8/7/2023

NDAs will be void if they limit the ability of an employee or prospective employee to discuss alleged discriminatory or unfair employment practices, with limited exceptions.

CO Record Keeping Requirements of HR Files – Effective 8/7/2023

New guidelines exist for specific employment “records.” A “personnel or employment record” under these guidelines has been defined to include:

• requests for an accommodation, such as for a disability or pregnancy;
• employee complaints of discriminatory or unfair employment practices;
• employment application forms; and
• other records related to hiring, training, promotion, demotion, transfer, layoff, termination, rates of pay or other terms of compensation, and selection for training or apprenticeship.

Employers are required to preserve these personnel or employment records for at least five years after the record was created, or in the case of charges of discrimination or complaints, five years after their resolution.

MARYLAND

MD Legalization of Recreational Marijuana – Effective 7/1/2023

Personal use amounts of marijuana are legal in Maryland. Employers should review their pre- and post-employment drug testing policies to ensure compliance with conflicting state and federal regulations.

MD Increase in Non-Compete Ban Minimum Compensation – Effective 10/1/2023

Effective October 1, 2023, the compensation minimum for the non-complete ban increases to 150% of the state minimum wage, so these agreements will be prohibited for employees who make less than $19.88/hour. On January 1, 2024, the minimum will increase to $22.50/hour.

MD State Minimum Wage Updates – Effective 1/1/2024

The minimum wage in Maryland increases to $15.00/hour on January 1, 2024, for employers of all sizes. The current tiered approach, which allows a lower minimum wage for employers with 15 or fewer employees, is eliminated as of January. Montgomery and Howard Counties require a higher minimum wage; employers in those counties should review the current rates to ensure compliance.

MD Implementation of Paid Family & Medical Leave Program Delayed – Effective 10/1/ 2024

While no employer action is needed at this time, implementation of a state funded paid family leave program is delayed one year. In October 2024, employers and employees will see an additional 0.6% tax on earnings, and in January 2026, employees will be eligible for paid leave through the state program.

MINNESOTA

MN Minimum Wage Rates – Effective 7/1/2023

Minneapolis, MN

Employers with 100 or less employees:

• Must increase their employees’ minimum wage rate to no less than $14.50 per hour.

St. Paul, MN

Employers with 101 – 10,000 employees:

• Must increase their employees’ minimum wage rate to no less than $15.00 per hour.

Employers with 6 – 100 employees:

• Must increase their employees’ minimum wage rate to no less than $13.00

Employers with less than 6 employees:

Must increase their employees’ minimum wage rate to no less than $11.50

MN Pregnancy and Lactation Accommodations – Effective 7/1/2023

Under current state and federal law, Minnesota employers are required to make reasonable accommodations for applicants and employees with conditions related to pregnancy, childbirth, or related medical conditions, including lactation (expressing breast milk). On July 1, 2023, Minnesota expands these accommodations and protections for pregnant and nursing employees.

Additional Accommodations and Protections

• Employees are entitled to breaks to express breast milk for as long as needed and are no longer restricted to taking lactation breaks for only the first 12 months from the birth of the child.
• Employers may not limit breaks and must provide as many breaks as needed.
• Employers may not require breaks to run concurrently with other assigned breaks.
• Employers must provide a space to express breast milk that is in close proximity to the employee’s work area that is clean, private and secure.
• Employers must provide employees with a notice of their rights under the law. The notice must be provided to all existing employees, to all new employees upon hire, and anytime an employee asks about or requests parental leave.

Bloomington, MN Earned Sick and Safe Time (ESST) – Effective 7/1/2023

On July 1, 2023, all Minnesota employers with employees working in Bloomington will be required to provide Earned Sick and Safe Time (ESST) to all employees. Employees must be provided with one hour of ESST for every 30 hours worked, up to 48 hours (six workdays) per year. The ESST plan may be set up as an accrual or may be provided as a lump sum on the first day of the designated plan year.

In addition, employers are required to provide a notice of the law to all existing employees and to all new employees upon hire. The notice must also be displayed in the workplace for all employees to access.

MN Bans “Captive Audience” Meetings – Effective 8/1/2023

Beginning August 1, 2023, Minnesota employers will be prohibited from requiring employees to attend employer sponsored meetings or communications related to religious and/or political matters. Political matters are defined as those relating to religious or political parties and community, fraternal, or labor organization.

Employers are prohibited from disciplining, penalizing, threatening, terminating and/or enacting any other adverse employment action against an employee for the following:

• Refusing to attend or participate in an employer sponsored meeting or communication in regard to employer’s opinion of religious and political matters; or
• Reporting a violation or suspected violation of the law.

MN Legalizes Recreational Marijuana Use – Effective 8/1/2023

Minnesota has legalized recreational marijuana use for all individuals 21 years of age and older. Beginning August 1, 2023, all Minnesota employers are prohibited from discriminating against, terminating or refusing to hire an individual who uses marijuana on their personal time, outside of work.

In addition, employers may no longer require or request pre-employment marijuana drug testing unless the individual is in a safety-sensitive position or a position where impairment would threaten the health or safety of any person. Employers may continue to test under reasonable suspicion, especially post- accident.

Employers are not required to permit or accommodate the use, possession, impairment, transfer, or sale of marijuana while the employee is working, is on company property and/or is operating Company equipment, machinery, and/or vehicles.

MN Earned Sick and Safe Time (ESST) – Effective 1/1/2024

On January 1, 2024, all Minnesota employers will be required to provide Earned Sick and Safe Time (ESST) to all employees. Employees must be provided with one hour of ESST for every 30 hours worked, up to 48 hours (six workdays) per year. The ESST plan may be set up as an accrual or may be provided as a lump sum on the first day of the designated plan year.

In addition, employers are required to provide a notice of the law to all existing employees and to all new employees upon hire. The notice will be available on the state website in the coming months.

ESST ordinances already exist in the cities of Bloomington, Duluth, Minneapolis and St. Paul, MN. When the MN ESST law goes into effect on 1/1/2024, employers must follow the most protective law that applies to their employees. This could mean an employer has multiple ESST plans based on the work location of each employee.

MN Paid Family & Medical Leave (PFML) – Effective 1/1/2026

Minnesota Paid Family and Medical Leave (PFML) will become effective on January 1, 2026. PMFL will provide partial wage replacement to employees who need to take time off of work for certain qualifying medical reasons, for safety concerns and issues, as well as certain military related events.

Employer Responsibilities

• Starting in mid-2024, employers will be required to register through the state for Paid Family and Medical Leave. Employers will be required to submit a wage summary for all employees.
• Starting in late 2025, employers must notify all employees about the program. The state will provide recommended language for this notification as it gets closer to the effective date.
• Starting January 1, 2026, PFML employer and employee deductions will begin, and employees will be eligible for PFML wage replacement benefits.

NEVADA

NV Amends Paying Final Wages for Laid Off Employees – Effective 7/1/2023

Nevada now requires employers that place employees on a temporary “nonworking status” (temporary layoff), to immediately pay an employee’s wages.

This does not apply to:

• employees that have been placed on suspension pending an investigation relating to employment,
• suspension arising from a disciplinary action relating to employment,
• placed in an “on-call” arrangement for available work, or
• when the employee has been approved to take a leave of absence.

As with terminated employees, the 3-day window to pay and associated penalties for failure to pay on time will apply.

For the purpose of this change, “wages” are defined as:

• The amount which an employer agrees to pay an employee for the time the employee has worked, computed in proportion to time;
• Commissions owed the employee; and
• Any other amounts due to a covered/separating employee, but excludes any bonus or arrangement to share profits.

NV Adds Sexual Assault to Covered Reasons for Protected Leave – Effective 1/1/2024

Existing Nevada Protected Leave laws have been expanded to include sexual assault as a covered reason for victims or their family members to be eligible to take up to the 160 hours of leave.

The amendment also adds sexual assault to reasons that allow victims or their family members to seek reasonable accommodations from their employers. Reasonable accommodations would relate to the sexual assault, including a transfer or reassignment, modified schedule, new phone number, etc.

UTAH

UT Amends Employer Protective Order Statute – Effective 7/1/2023

HB 324 allows employers to petition for and obtain workplace violence protective orders / restraining order against an individual who has engaged in or threatened potential workplace violence.

An employer will be immune from civil liability for (1) seeking a workplace violence protective order if the employer acts in good faith in seeking the order; or (2) for failing to seek a workplace violence protective order.

Interested in other current employment trends? Click the link to view the recent blog: It’s Time to Lighten Your HR Load or check back for more on human resources, payroll, insurance, and benefits.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to this topic, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making policy decisions.

Small business leaders often think of human resources as a necessary but one of their least favorite business activities. Many leaders think of HR as a “heavy lift”: they envision mountains of paperwork, red tape, and legalese.

It’s understandable if you feel this way, and the thought of engaging HR professionals for your company makes you want to run away screaming. You’ve probably been burned in the past by overly complicated HR policies and procedures. (Like 10-page employee evaluation forms!)

That’s why we founded INFINITI HR and our partners created Inspiring HR. We wanted a home for small business leaders who wanted to simplify their business lives. 

It’s why we describe ourselves as “HR done differently.”

HR Should Lighten Your Load, Not Make Your Work Harder

This month, the theme for our clients and colleagues is “Lightening the Load.”

Instead of HR being a heavy lift, when HR works for you, you should expect:

• Simplified processes for recruiting, onboarding, employee engagement, and retention
• Feeling ahead of the compliance curve and knowing what labor laws impact your company
• Reducing the layers of decision-making
• Maintaining up-to-date resources like employee handbooks, job postings, and job descriptions
• Managers to know the right way to conduct performance management
• Having an HR road map that guides you along your business’s growth journey

In fact, we recently wrote an article for creating your HR roadmap, which you can find here. 

The Modern-Day Workplace Needs Modern-Day Human Resources

The pace and dynamics of business have changed since the pandemic. We suspect you’re not the leader you were a few years ago. We also suspect you’re dealing with new challenges—often challenges you’ve not encountered before (or at least this many all at once).

HR should keep up with the pace of change. The modern-day workplace requires leaders who balance business outcomes with creating an inclusive and purpose-driven culture.

Remote and hybrid workforces are changing what employees want and expect from their companies. Gen Z, like all generations, expects different things from their work-life experience than their older counterparts.

All of this could feel like a heavy lift to you. But it doesn’t have to be. Your HR resources and policies should evolve and be in lockstep with your leadership needs.

But maybe you don’t believe HR can ever be a business partner and help accelerate the company and culture you envision.

Do You Have HR “Head Trash?”

Years ago, we participated in sales training, and the trainer talked to us about removing our “head trash.” Those are the stories we tell ourselves that cause stress and for us to doubt our abilities or achieve our desired outcomes.

I understand if you have head trash about HR being a heavy lift. But it doesn’t have to be that way.

Done well, human resources empower small businesses.

We can’t speak for other HR professionals, but that’s the INFINITI HR and Inspiring HR way.

In fact, we’ll tell you what to do, step by step, and we’ll help you get it done.

Interested in other current employment trends? Click the link to view the recent blog: What Pay Equity Means for Employers in 2023 or check back for more on human resources, payroll, insurance, and benefits.