Archive for category: HP Featured

What happens when a good employee walks out the door—not because of the work, but because of how they were treated?

Discrimination in the workplace isn’t always loud or obvious. Sometimes, it hides behind a joke that went too far, a missed promotion opportunity, or silence when something should’ve been said. And for small to mid-sized businesses, the stakes are even higher. One unresolved issue can ripple across a tight-knit team and quietly devastate morale, productivity, and retention.

So, how do you protect your people and your business—without a giant HR department? That’s where we come in.

Why This Matters More Than Ever

Workplace discrimination is not just a legal landmine—it’s a business risk. In a time when 38% of employees are likely to quit in 2025, small business leaders can’t afford to ignore the impact of toxic culture or poor communication.

Employees want more than just a paycheck—they want to be respected, seen, and heard. In fact, 94% of employees say they’d stay at a company longer if it invested in their development. A culture that actively prevents discrimination and promotes inclusion? That’s a serious competitive advantage.

But here’s the rub: Most small businesses don’t have a full-time HR team—or any HR team at all. They’re moving fast, wearing multiple hats, and trying to grow. That’s where a strategic HR partner like INFINITI HR becomes invaluable.

INFINITI HR: Your Partner in Prevention and Culture Building

Unlike generic HR vendors, INFINITI HR doesn’t just drop a handbook on your desk and walk away. We help you build a living, breathing people strategy. From customized training to proactive policy creation, we provide hands-on support that protects your business and uplifts your team.

Need proof? Check out our straightforward breakdown of what counts as workplace discrimination, harassment, or bullying right here: Workplace Discrimination, Harassment, and Bullying Explained.

We specialize in giving small business owners peace of mind, so you can focus on growth, not legal exposure.

Three Powerful Strategies for Business Owners to Navigate Discrimination Risk

1. Educate Without Overwhelming

You don’t need a three-hour seminar to make an impact. Microlearning is your friend.

At INFINITI HR, we guide business owners to implement concise, targeted training that respects your team’s time while reinforcing your company’s values. Clear modules on what constitutes harassment, how to speak up, and how managers should respond can be the difference between a strong team and a silent crisis.

We also tailor content to your business, ensuring examples are industry-specific and relatable—not recycled legalese.

2. Empower Through Policy (Not Paper)

Policies only matter if people know them, understand them, and believe in them.

We help you create not just policies, but accessible frameworks. Our approach includes:

• Easy-to-read policy language. 
• Step-by-step reporting processes. 
• Built-in accountability for managers.

And we make sure these policies live where your team does—whether that’s your intranet, onboarding flows, or team chat tools. Learn more about our comprehensive HR solutions at https://www.infinitihr.com/solutions/.

3. Flexibility That Feels Human

Small businesses often win with heart. Let’s use that.

Whether it’s flexibility in scheduling, religious observance, or health accommodations, showing that you’re willing to meet employees halfway goes a long way in preventing discriminatory friction. We work with business owners to build “adaptive” HR policies—ones that stay compliant but leave room for human nuance.

Remember: Fair treatment doesn’t mean identical treatment. It means equitable treatment—and that’s a conversation we help you navigate every step of the way.

Let’s Be Honest—You’ve Got a Lot on Your Plate

Discrimination is a big word. But you don’t need to solve it alone.

Whether you have five employees or 50, INFINITI HR helps you build a company that people want to be part of. We give you practical tools, expert support, and the confidence to lead with integrity.

Let us be your HR department—so you don’t have to be.

Final Takeaways for Business Owners:

• Workplace discrimination isn’t just a legal issue—it’s a retention issue. And your best employees might not tell you they’re unhappy until it is too late. 
• Prevention isn’t passive. You need active policies, consistent training, and a culture that communicates clearly. 
• INFINITI HR delivers tailored, empathetic, and legally-sound solutions so small business owners can focus on what they do best: running and growing their business. 

Ready to future-proof your culture and protect your people? Connect with us today.

Interested in other current employment trends? Click the link to view the recent blog: Why a No-Fault Attendance Policy May Cause Problems for Your HR Consulting Strategy 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 these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

Ever wondered why that “simple” attendance policy seems to create more headaches than it solves?

For many business owners, especially those without access to HR consulting services or dedicated small business HR support, managing employee attendance is one of those recurring, low-grade stressors. You don’t want to micromanage your team, but at the same time, you can’t afford to lose productivity. That’s why the no-fault attendance policy might sound appealing, it’s clear-cut, consistent, and easy to enforce. But beneath that clean surface, problems can start to simmer.

In this article, we’ll explore what a no-fault attendance policy really is, why some businesses use it, and why, despite the best of intentions, it may be doing more harm than good. We’ll also explore how HR consulting services, HR support strategies, and a thoughtful HR planning process can help you improve attendance outcomes without hurting your company culture.

What Is a No-Fault Attendance Policy?

A no-fault attendance policy assigns a set number of allowable absences, regardless of the reason. Whether an employee misses work due to a flat tire, a family emergency, or the flu, each incident is treated the same, usually resulting in a point or strike against them. Accumulate too many points, and disciplinary action (including termination) follows.

For example, a company might give each employee six attendance “points” per year. One point for being late. Two points for a no-call, no-show. When those points run out, so does the employee’s time at the company.

On paper, this looks clean and objective. But in practice? It can feel like trying to solve a people problem with a math equation. Internal HR consultants and business leaders alike often overlook how these rigid policies can backfire.

Why Do Employers Use This Policy? 

For many employers, especially those in fast-paced industries, no-fault policies seem like a quick solution to a recurring issue. They’re easy to enforce, easy to track, and easy to explain.

From a systems perspective, they also offer a level of HR software solutions compatibility that’s attractive to growing teams looking to scale. But even the best HR software can’t fix a policy that penalizes employees for being human.

When “Fair” Doesn’t Feel Fair

No-fault attendance policies can be surprisingly inflexible. They don’t differentiate between someone who calls out to attend a child’s medical emergency versus someone who simply overslept. That can leave employees feeling like their personal circumstances don’t matter, and that their company doesn’t care.

Employees may view the policy as impersonal or harsh, which undermines trust and morale. Over time, it chips away at the workplace environment you’ve worked hard to build. That’s why company culture building and an employee retention strategy should factor into how you address attendance, not just the enforcement side.

This is where INFINITI HR helps you stay ahead of the curve. We don’t just enforce policies—we build better ones. Ones that are compliant, flexible, and designed to keep both your business and your people protected. Learn more about how our HR services keep you compliant at https://www.infinitihr.com/solutions/risk-management/.

Real Costs: Turnover, Engagement, and Legal Risk

Let’s talk numbers.

According to Gallup, U.S. businesses are on track to lose $1 trillion due to voluntary turnover by 2025. That’s a trillion—with a T. And a big reason people leave? They don’t feel seen, supported, or fairly treated.

According to an Indeed 2024 study, turnover can be particularly costly for small and mid-sized businesses, with the replacement cost of a single employee ranging from 1.5 to 2 times their annual salary. Additionally, the loss in productivity during the hiring and training process further exacerbates the financial impact.

While no-fault policies are often used to minimize absenteeism, they can actually contribute to it, pushing employees out who might have stayed with more flexibility, better onboarding, or an improved talent management strategy.

To improve employee retention, it’s essential to invest in a workplace culture that emphasizes employee development, transparency, and trust. The study indicates that businesses that invest in their employees’ growth can reduce turnover rates and increase the likelihood of long-term retention.

At INFINITI HR, we help business owners design people-first policies that reduce turnover and drive loyalty. Our scalable HR consulting services support everything from hiring and employee onboarding best practices to benefits and career development, so you get more than just compliance. You get a strategy. Check it out here.

Key Takeaways for Business Owners

• No-fault attendance policies may seem simple, but they’re not always fair or legally compliant without a proper HR compliance audit.
• Employee morale and retention often suffer when rigid policies don’t reflect the real-life complexity your team faces. And that’s where a strategic HR planning process makes all the difference.
• With INFINITI HR, you get more than a policy—you get a full-service HR consulting firm that protects your business, supports your team, and helps shape your company culture.

As a business owner, you’ve got a lot on your plate. And attendance management shouldn’t be one more liability. Our experts specialize in building smarter, scalable solutions—from employee onboarding best practices to leadership training programs and succession planning services.

INFINITI HR turns outdated or rigid policies into tailored, modern HR strategies—designed for today’s workforce, powered by people-first thinking, and backed by industry expertise. Let’s make HR inspiring again.

Want help rethinking your attendance policy? Start the conversation today.  

Interested in other current employment trends? Click the link to view the recent blog: What Basketball Can Teach HR Consulting Services: Workplace Lessons from the Court, 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 these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

At INFINITI HR, we simplify compliance for small businesses by keeping you informed about labor law changes that could impact your company. Stay ahead of compliance in 2025 with these new updates to state labor laws. 

Please note: This blog is for informational purposes only. Employers should consult with your HR Consultant or legal counsel to address specific requirements for their organization. Find past updates and insights on our website.

Key Topics This Month:

1. Illinois: Pay Record Retention, Pay Stub Requests and Pay Records at Separation
2. Minnesota: St. Paul Ordinance on Wage Theft.
3. Federal: Reminders on the new use of E-Verify for Remote I-9 Document Verifications.

ILLINOIS

New Pay Record Guidelines – Effective January 1, 2025

As of January 1, 2025, IL employers have new obligations when navigating pay record requests as outlined below.

Pay Record Retention

Employers are required to maintain copies of employee pay stubs for at least three years from the date of payment. This applies regardless of whether the employee’s employment ends during that time and whether the pay stub was provided on paper or electronically.

Pay Stub Request

• Employers must provide copies of pay stubs within 21 days of receiving a written request from an employee.
• Former employees can request past pay stubs for up to one year after separation.
• Employers must provide pay stubs in the format the employee prefers (e.g., physical copy, email, computer access or regular mail).

Separation Requirements

• Employers who provide electronic pay stubs that are inaccessible to the employee after separation must offer departing employees a record of all pay stubs from the prior year.
• The employer must document the offer in writing, including the date, method of communication, and the employee’s response.

MINNESOTA

St. Paul Wage Theft Ordinance Update Effective January 1, 2025

On January 1, 2025, the City of St. Paul, Minnesota’s Wage Theft Ordinance went into effect. The Ordinance largely mirrors Minnesota’s existing wage theft requirements; however St. Paul’s Ordinance contains additional obligations for employers with employees working within the geographic boundaries of the City of St. Paul.

EMPLOYEE NOTICE INFORMATION REQUIRED

Minnesota state law requires employers to provide detailed information, in writing, to Minnesota employees at the start of their employment and provide written notice of changes which occur during employment. The notice to St. Paul employees must contain the following additional information:

• St. Paul’s minimum wage rates, and the employee’s entitlement to such rates;
• If applicable: a statement that the sharing of gratuity is voluntary; and
• The overtime policy applicable to the employee’s position, if any, including when overtime must be paid and at what rate[s].

In addition, employers are required to notify employees annually of their rights under the Ordinance; and employers are also required to post a notice of employees’ rights. Employee handbooks should also be updated to include the Notice.

FEDERAL

E-Verify – Effective January 1, 2025

As of January 1, 2025, employers in Illinois utilizing E-Verify will face new obligations under the amendments to the Right to Privacy in the Workplace Act.

Interested in other current employment trends? Click the link to view the recent blog: How to Prepare Your Business for HR Regulation Changes 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 these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

Please note: This blog is for informational purposes only. Employers should consult with  your HR Consultant or legal counsel to address specific requirements for their organization. Find past updates and insights on our website. 

Key Topics This Month:

1. Massachusetts: Expanded sick leave, EEO reporting, and pay disclosure requirements.
2. Michigan: New sick time law replacing the Paid Medical Leave Act.
3. New Jersey & Vermont: Pay transparency mandates.

Massachusetts: Expanded Sick Leave and Pay Transparency

Expanded Sick Leave Qualifying Reasons – Effective November 21, 2024

Massachusetts has broadened the qualifying reasons for state-mandated sick leave. In addition to existing uses, employees may now use sick leave to address the physical, mental, or legal effects of pregnancy loss, failed surrogacy, adoption, or assisted reproduction. Employers should update handbooks and train managers to ensure compliance with these changes.

More Information on Massachusetts Earned Sick Time

Expanded EEO Reporting Requirements – Effective February 1, 2025

The law requires employers with 100 or more employees to submit an annual “aggregate wage data report” with demographic and wage information categorized by race, ethnicity, sex, and job role. This reporting is intended to enhance pay equity and transparency. Unions, schools, and governments must file these reports biennially. This year the deadline to submit will fall on February 3, 2025.

Pay Disclosure Law – Effective October 29, 2025

Employers with 25+ employees must include pay ranges in all job postings and advertisements. The law defines “pay range” as the range of an annual salary or hourly wage an employer reasonably expects to pay in good faith for the position at the time of the job posting.

Additionally, qualifying employers are required to:

• Provide pay ranges to employees or applicants upon request.
• Share pay ranges with employees offered a promotion or transfer.

Michigan: Earned Sick Time Act (ESTA)

Effective February 21, 2025

Michigan’s ESTA will require employers to provide 72 hours of annual sick leave, replacing the Paid Medical Leave Act for employers with 50+ employees. For smaller employers—those with less than 10 employees—at least 40 of the 72 hours must be paid sick leave. Employers with more than 10 employees must offer paid leave for all 72 hours of offered sick leave.

Details include:

• Accrual Rate: Employees earn sick leave by accruing 1 hour for every 30 hours worked, with optional front-loading.
• Accrual State Date: Accrual under ESTA begins on February 21, 2025.
• Carryover: Unused sick time must be carried over to the following year.
• Using Sick Time: Valid use of sick time can include caring for an employee’s own mental or physical illness, injury or health condition, or preventative medical care, or for that of their family member.
• Documentation: When employees use sick leave for three or more consecutive days an employer may require reasonable documentation.

Employers should review current policies to ensure they meet or exceed ESTA standards.

More Information on ESTA

New Jersey: Pay Disclosure Law – Effective June 1, 2025

New Jersey employers with more than 10 employees will need to:

• Include pay ranges in all job postings.
• Notify current employees of promotion opportunities within affected departments before making decisions.

The law defines “promotion” as a change in job title and increased compensation. Employers should evaluate internal promotion practices to ensure compliance.

Vermont: Pay Transparency Requirements – Effective July 1, 2025

Vermont’s new law applies to employers with five or more employees. Job postings must include:

• The minimum and maximum annual salary or hourly pay range.
• Whether the role is tipped, along with the base hourly rate of pay.

For commission-based positions, employers are not required to disclose the pay range. Businesses with remote roles supporting Vermont locations should also comply with this law.

Interested in other current employment trends? Click the link to view the recent blog: HR Solutions for 2025: Tackle Hiring,Performance, and Remote Work 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 these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.