April 2024 HR Professionals Magazine

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HR topics, including:

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♦ Solving the Puzzle of ♦ Checkmate! of recent concepts and HR strategies.

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a note from the editor

April is always an exciting month because of the SHRM spring conferences and events happening across the Southeast. We are kicking off April with the ARSHRM ELLA Conference in Little Rock April 10. Next, the SHRM Talent Conference & Expo begins April 14 in Las Vegas. We are back home in Memphis for the SHRM-Memphis Legal Conference on April 16. Next, we head to Lafayatte, LA, for the Louisiana SHRM State Conference April 18-20. See the welcome letter from Karen Breaux, LA SHRM State Director, and Sandy Michelet, Conference Director, on Page 12. Meet the entire Louisiana SHRM State Council on Pages 14-15. Stay tuned for my Facebook “live” interviews from these conferences! Follow us on Facebook/HRProfessionalsMagazine.com to receive notification of the live interviews.

We are honored to feature an exciting guy with SafeHaven Security Group on our April cover. Monte Mills, senior consultant, runs security and protection operations and is responsible for advising and protecting a wide range of clients. He regularly speaks on topics related to keeping people safe and protecting corporations’ brand image. Tim Keck’s article on Page 28, “Real Life Reacher,” is a must-read about how Monte landed at SafeHaven following twelve years of service as a Combat MP in the United States Army.

We also have the highlights from the March 2024 HR Conference Cruise to Jamaica and Labadee. We are so excited to be the official media sponsor for the HR Conference Cruises. Mike Medoro, SHRM-SCP, with Aspect Marketing and Communications, is a member

of the Ohio SHRM State Council and is the mastermind behind the concept of the HR Conference Cruise. The next HR Conference Cruises are February 22- 25 and March 3-8 in 2025. These two cruises will be departing from Port Canaveral in Orlando, FL. See Page 16 for more! Visit www.HRCruise.com for details and to register!

We are loving our Thursday webinars with SHRM and HRCI Business credits! We hope you are enjoying them as well. In April we have three complimentary webinars with exciting hot topics for HR professionals. A special thanks to our April webinar sponsors, Data Facts, WGU, and HRO-Partners. Watch your email for your invitation.

My April complimentary webinar sponsored by Data Facts will be April 25 at 2 PM CT/3 PM ET. Mark your calendar and join us! As always, this webinar is pre-approved for 1 SHRM PDC and 1 HRCI Business credit. If you are not currently receiving an email invitation, please subscribe to our digital subscription on our website.

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Congratulations to Cindy Zils on Passing the SHRM-SCP Exam!

Cindy Zils MBA, SCP Senior Director, Human Resources Fintech

Cindy has an extensive HR career spanning six industries, 20 states, and two countries. She has cultivated an ‘Inspirational Tree’ with numerous branches. The branches symbolize the many with whom she openly shares her expertise and passion for her work throughout her tenure in Human Resource Management.

As an educator turned HR professional, Cindy recognizes the profound impact of purposeful knowledge transfer in fostering growth in fellow HR professionals and aspiring managers. I encourage others to leverage every opportunity to cultivate a thriving ‘Forest of Inspirational Trees’ within their organizations.

Empowering teams with shared knowledge not only benefits individuals, but also contributes to organizational success while mitigating potential risks. Experience the impact of sharing and seize every opportunity to enrich your workplace with your HR expertise and skills to support those around you in reaching their greatest potential.

Monte MILLS

Senior Consultant, SafeHaven Security Group

Monte Mills completed 12 years as a Combat MP in the United States Army including over 400 combat missions, serving in major combat operations: Operation Iraqi Freedom, Operation Enduring Freedom as well as Operation Nobel Eagle, protecting top secret military locations in hazardous combat zones, and protection details of United States Dignitaries and Ambassadors.

Monte was selected to serve in critical protection details, and as logistics supervisor, at the National Security Agency and the Pentagon, responsible for the protection of high value protectees around the world.

Monte Mills is highly experienced with strong skills in security, safety, facilities, risk management and crisis planning.

After his military career, Monte managed physical risk and data center operations security for a financial institution for over 17 years. Today, Monte runs security and protection operations for SafeHaven Security Group, responsible for advising and protecting a wide range of clients and regularly speaks on topics related to keeping people safe and protecting their brand image. 

PRESENTING SPONSOR

Fogelman Women in Leadership Program and University of Memphis Department of Management

IN PARTNERSHIP WITH

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Co-Hosts

JUDY BELL, SHRM-CP, PHR, CPBA, CPVA

Judy Bell Consulting

LEEANN BAILES FOSTER

CEO of Team Foster HR Strategy

Co-Emcees

Keynote Speakers

NEVA MCGRUDER BURKE

“Update on Blue Oval City”

JANIE WARNER, SHRM-SCP

VP National HR Practice Leader

CHRISTY SHOWALTER, JD, MBA

Sr. Employee Benefits Compliance Officer

“The 5 Love Languages at Work: Risks and Rewards of Tapping Into Employees’ Motivators”

BRAD FEDERMAN, CEO PerformancePoint, LLC

“Upside Down World: A Leader’s Role in Times of Uncertainty and Change”

Continental Breakfast and Lunch included Networking Reception at 5 PM

Meet our speakers and get answers to your questions.

General Sessions Speakers

TAMMY HENRY VP of Client Success

JULIE HENDERSON

Chief Revenue Officer

“Changes in Employment Verifications”

8 SHRM and HRCI Business Credits

CYNTHIA Y. THOMPSON, MBA, SHRM-SCP, SPHR

Editor | Publisher

DR. KATHY TUBERVILLE, SHRM-SCP, SPHR

Keynote Speaker

University of Memphis Associate Professor of the Management Department and Director of Fogelman Women in Leadership Programs

DR. DENEEN LESTER, SHRM-CP, PHR

Senior Manager-Executive HR Leader, Salvation Army

Talk Show Host – Let’s Talk HR with Dr. Deneen

DR. KIMBERLY ESTEP

Regional Vice President, Southeast “Re-engaging Teams Post-Pandemic”

LUCINDA KENNING, MBA, SPHR

Founding Partner

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Unleashing HR’s Potential”

RODRICK D. HOLMES, ATTORNEY

Reifers Holmes & Peters, LLC

“2024 Employment Law Update”

TIM KECK

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Conquering Superhuman Syndrome: Putting the Cape Down!

By JOSELINE CASTAÑOS

Are you driven to succeed in every aspect of your life? Do you find yourself more and more committed or over-committed at work, at home and in the community? Do you find it impossible to say no to leading a new project, mentoring a colleague, chairing a new committee or running the next bake sale? Do you feel the pressure of needing to do it all to perfection? Perhaps you are experiencing superhuman syndrome.

Superhuman syndrome has become synonymous with perfectionism. And not in a good way. Instead, perfectionism overtakes our professional and personal lives, overwhelms us and can lead to burnout. According to the Impostor Syndrome Institute, the superhuman type is part of the overarching impostor-syndrome framework. The five components include the perfectionist, the expert, the natural genius, the soloist and the superhuman. The latter seems to be a combination of them all. The superhuman must juggle many roles and do so perfectly (perfectionist) without seeking help, as it would be a sign of weakness (soloist). Things must come easy (the natural genius) because one should always know what to do (expert).

While both men and women encounter superhuman syndrome, you may have heard of superwoman syndrome as a part of impostor syndrome. According to  Forbes, 75% of U.S. women executives experience this syndrome. H.R. leaders find themselves in a unique position to help their leaders and teams overcome superhuman syndrome and empower everyone in the organization to put their capes down and conquer it.

How does H.R. help us all conquer superhuman syndrome? It starts with awareness to overcome it from within. First, we must recognize if we are experiencing it. Presentations and workshops where employees can reflect and identify their feelings and behaviors can bring awareness. Then comes the work, which

can be done by coaching individuals or teams through tools and techniques to overcome it. But before diving into tools and techniques, leadership must discuss this critical topic and show vulnerability and willingness to do the work to conquer it. Keeping our eyes and ears open can help us see presenteeism and absenteeism, over-committing and exhaustion among those around us as indicators that this syndrome may be driving individuals to burnout.

The Impostor Syndrome Institute encourages us to  rethink and shift paradigms. We must learn to hold ourselves to realistic standards and to be okay with experiencing self-doubt. More importantly, we must embrace a healthy response to failure and see it as an opportunity to learn. With a growth mindset, we can be open to learning and growing without the cumbersome demand to be perfect and do it all. We must also empower others to do so as well. What can you delegate if you have a list of ten important things to do? Delegating will allow you to focus on your top priorities while allowing others to shine. Finding ways to recharge through movement, breathing and breaks is vital so that we are not constantly going, especially if we are prone to multitasking.

Single-tasking may be the next goal to embrace so that we are mindful and vested enough to enjoy what we are doing without intrusive thoughts of the following ten things to be tackled. Rely on others; you are not alone and can find an accountability partner. It’s been that trusty work colleague who sees me at night on the system and says, “Joseline, why are you working this late?” We all need that partner to keep us grounded and encourage us to put the cape down. You will be glad to put it down and re-focus.

Joseline Castaños, Ph.D. Associate Dean & Director, School of Business Western Governors University joseline.castanos@wgu.edu wgu.edu

JOIN THE CONVERSATION AT THE SHRM INCLUSION CONFERENCE. The must-attend event for any HR professional who is seeking to cultivate an inclusive, equitable and diverse environment.

INCLUSION 2024 WILL TEACH YOU HOW TO TRANSFORM YOUR WORKPLACE INTO ONE OF REAL INCLUSION AND HELP BUILD A PLAYBOOK OF IE&D CULTURE.

There’s a reason why the SHRM INCLUSION Conference has sold out the last two yearsit convenes a group with a singular mission: creating diverse workplaces that attract top talent.

shrm.org/inclusion24-april

Highlightsfromthe March2024

1 Over 100 attendees at the March 2024 HR Conference Cruise. 2 Dorice Horenstein, was the keynote opening speaker. She also led a 2-hour workshop on the last day of the conference. Her topic was “The Big Reveal of the Successful Leader, and the 4 Steps to Get You There.” Her workshop was called “Magnify the Power of Your T.E.A.M, Retrain Your Brain and Impact Your ROI.” 3 Michael Butler lives in the UK and spoke on “Managing the Complexity of Global HR.” Mike runs Cross-Border HR, advising UK/US in all aspects of international expansion. He previously sat on SHRM’s Global Expertise panel and has written exam questions for the Global HR certifications. 4 Attendees enjoyed networking the night before the HR Conference Cruise at the Embassy Suites in Miami. 5 Alton Wilson, SHRM-SCP, SPHR, Director of Talent at Acacia Network/NYC & NY State is a veteran cruiser having attended 4 HR Conference Cruises.

6 Mike

Work Anymore??? - Addressing Myths and Facts of the Evolving Job Market.” 9 HR Florida cruise attendees. 10 Speakers and SHRM State Council Sponsors from HR Florida, Ohio SHRM, and New York State SHRM. 11 Christie Engler, spoke on “Training Managers to Be Managers.” She has been an HR practioner for 20 years with a focus on small business. She writes a blog entitled, “Living in the Gray,” designed to inspire HR professionals. She lives in the Columbus, Ohio area and is a fanatic of Ohio State football and Orangetheory Fitness. 12 George Rogers presented “Champion Your Purpose.” George is a keynote speaker, Chief Culture Officer of Lighthouse Research & Advisory, and Strategic Partner with Culture of Good. He champions organizations and leaders looking to build a purpose-driven culture that grows people while growing profits. 13 Mallory Herrin’s topic was “Let’s Talk Terminations: What HR Needs to Know.” Mallory is a frequent speaker at HR conferences, the author of Intentional HR: A Revolution in Strategic Thinking, and a recurring guest on podcasts including HR Insider. Mallory is also a certified coach and has over 17 years HR experience. 14 Julie Develin, Senior Partner, HCM Advisory Group at UKG, spoke on “Using the Psychological Contract to Attract and Retain Talent. Julie is a seasoned speaker at conferences at conferences and other business events. She is also the co-host of The People Purpose Podcast – a show that focuses on all things people at work. 15 Cocktail Party for attendees on board the Royal Caribbean Explorer of the Seas. 16 Cruise sponsors and speakers gathered for dinner at the Chops Restaurant on board.

Medoro with Aspect Marketing and Communications, Inc., and cruise director with the HR Director of the Voyager of the Seas. 7 Attendees enjoyed meeting for dinner in the Sapphire Club each night. 8 Benjamin McCall was the closing speaker. His topic was “No One Wants to

WELCOME

Welcome to LASHRM24 – “Unleashing HR,” where Louisiana SHRM opens its doors to HR professionals across the state for a journey of growth and discovery!

Over the next two days, we’ll dive deep into the heartbeat of your organization: its people. We’ll unleash the power of traditional HR while exploring innovative strategies, best practices, and emerging trends that will shape the future of our profession. As dedicated HR professionals, we understand the importance of tailoring your learning experience to your unique needs. That’s why LASHRM24 offers a diverse range of 24 concurrent sessions covering talent acquisition, performance management, learning and development, employee relations, compliance, and more!

But it’s not just about the sessions – it’s about the connections we make, the ideas we exchange, and the inspiration we gather. This conference is a platform not only for learning but also for forging lasting relationships with fellow HR experts from near and far.

Don’t miss out on maximizing your experience – download the Guidebook app to access everything you need, from interactive schedules and venue maps to personalized agendas and real-time updates. Plus, share your moments by uploading photos to the Guidebook Photo Album for a chance to see them on the big screen!

So, embrace this opportunity to immerse yourself fully, engage passionately, and leave empowered to unleash the full potential of HR within your organizations. Welcome to LASHRM24 – get ready to ignite your HR journey!

Karen Breaux

Sandy Michelet, SHRM-SCP, SPHR Louisiana SHRM State Director Conference Director

FOUR TRACKS AVAILABLE

•Strategic Leadership

•Talent Development

•Total Rewards/HR Tech

•Legal LET’S DISCUSS...

•AI in Recruiting & Employee Engagement

•How Trauma Impacts Organizations & How to Overcome it

•Power of Cultural Intelligence

•AI in the Workplace

•Total Compensation Plans

JOIN US LOUISIANA SHRM CONFERENCE ON HUMAN RESOURCES

APRIL 18 -19, 2024

Lafayette Cajundome & Convention Center

KEYNOTES SPEAKERS

Early bird rates are available until Thursday, February 15th.

13 SHRM & HRCI credits pending

Dima Ghawi Greg Hawks Steve Browne

DISTRICT DIRECTORS

Legislative Activities Director

Jay Stovall

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Susie Cox

CORE LEADERSHIP TEAM

At-Large Membership Director

Tony Murray, SHRM-SCP, SPHR

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Perry Sholes, SHRM-SCP, SPHR

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Janell Johnson, SHRM-SCP, SPHR

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Adrienne Roth, SHRM-SCP

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Public Relations/ External Communications Director

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Rebecca Briley, SHRM-CP

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Kristy Doucet-Touchet

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Sheila Robinson

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Robin Liggett, SHRM-SCP, SPHR, GPHR

ADVISORY AND MANAGEMENT TEAM

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Scott Landry

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$300 with their member training for your team? programs are available.

OnJune 29, 2023, the U.S. Supreme Court issued a unanimous decision in Groff v. DeJoy, 600 U.S. 447, 143 S. Ct. 2279 (2023), clarifying the standard for employers with respect to religious accommodations in the workplace.

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment based on religion and requires employers to accommodate religious practices of employees, subject to the defense of “undue hardship.” 42 USC §2000e(j). The issue in Groff turned on what constitutes “undue hardship” in the context of a religious accommodation.

Case Facts

The plaintiff in the case, Gerald Groff, is an Evangelical Christian who objected to working on Sundays. The named defendant, Louis DeJoy, was the Postmaster General representing the employer, the United States Postal Service (“USPS”).

In 2012, Groff became employed with the USPS as a mail delivery worker. Over the years, he was able to avoid working on Sundays by rotating his assignments and various transfers. In 2013, the USPS entered an agreement with Amazon to facilitate Sunday deliveries. For several years, as a Rural Carrier Associate, Groff was not required to make Sunday deliveries but in 2016 that changed. Groff sought a transfer to an even smaller community where, at the time, USPS did not make Sunday deliveries. That too eventually changed but Groff was able to avoid Sunday assignments by other employees being assigned to make those deliveries. Over the next few months however, Groff began to receive progressive discipline for refusing to work on Sundays.

In January 2019, Groff resigned and sued under Title VII, asserting that USPS could have accommodated his refusal to work on the Sabbath without undue hardship. Groff claimed his resignation was in light of his anticipated termination and thus the trial court and the court of appeals found there were genuine issues of material fact as to whether he had suffered an adverse employment action.

Religious Accommodations Under Title VII

By MARY C. MOFFATT

However, on the ultimate issue under Title VII, the District Court granted summary judgment to the employer, USPS, finding that exempting Groff from Sunday work imposed undue hardship on his co-workers, disrupted the workplace and overall workflow, and lowered employee morale. On appeal, the Third Circuit affirmed the District Court’s decision, again finding in favor of USPS. Groff appealed to the Supreme Court.

Why is the Groff decision significant?

The lower courts decided in favor of the employer, USPS, based on long-standing precedent such as that set forth in the Supreme Court’s 1977 decision in Trans World Airlines, Inc. v. Hardison, 432 U. S. 63, 97 S. Ct. 2264, 53 L. Ed. 2d 113, and which the Court of Appeals (and other courts) construed to mean “that requiring an employer ‘to bear more than a de minimis cost’ to provide a religious accommodation is an undue hardship.” Groff, 35 F. 4th 162, 174, n. 18 (quoting Hardison, 432 U. S., at 84, 97 S. Ct. 2264, 53 L. Ed. 2d 113.

In considering workplace accommodation issues based on religious reasons, Courts have followed TransWorld Airlines v. Hardison. 432 U.S.63 (1977) for years. Under Hardison, and based on a long history of court decisions, an employer could establish undue hardship under Title VII by showing the accommodation requested would create a greater than “de minimis” (very small or trifling) cost to the business.

In Groff, the Supreme Court did not overrule existing precedent, but instead clarified it, holding that when faced with an employee’s request for religious accommodation, in order to deny the request based on undue hardship, employers must show that the undue hardship created goes beyond “de minimis” and instead must show that the accommodation would result in “substantial increased costs in relation to the conduct of its particular business.” The Court observed that, by definition, undue hardship is not shown by just “some sort of additional costs.” Rather, for a hardship to be “undue”, it must rise to an “excessive” or “unjustifiable level.” The Court also noted that other relevant factors would be considered under the clarified standard, such as the size and operating costs of the employer.

Given the facts of Groff, the Supreme Court also considered whether an impact on co-workers could be considered undue hardship. Specifically, the Court held:

Title VII requires that an employer reasonably accommodate an employee’s practice of religion, not merely that it assesses the reasonableness of a particular possible accommodation or accommodations. See Adeyeye, 721 F. 3d, at 455; see also Brief for United States 30, 33, 39. This distinction matters. Faced with an accommodation request like Groff’s, it would not be enough for an employer to conclude that forcing other employees to work overtime would constitute an undue hardship. Consideration of other options, such as voluntary shift swapping, would also be necessary.

The Court likewise held that “bias or hostility to a religious practice” by co-workers and/or customers would not constitute undue hardship. Groff, 143 S. Ct. 2279, 2296-2297.

In her concurring opinion, Justice Sotomayor wrote: “To be sure, some effects on co-workers will not constitute “undue hardship” under Title VII. For example, animus toward a protected group is not a cognizable “hardship” under any antidiscrimination statute…. In addition, some hardships, such as the labor costs of coordinating voluntary shift swaps, are not “undue” because they are too insubstantial. See 29 CFR §§1605.2(d) (1)(i), (e)(1). Nevertheless, if there is an undue hardship on “the conduct of the employer’s business,” 42 U. S. C. §2000e(j), then such hardship is sufficient, even if it consists of hardship on employees.”

Conclusion and Recommended Steps for Employers

While the Supreme Court decision is less than clear on what will or will not constitute undue hardship going forward, the Groff ruling clearly requires employers to conduct a close evaluation of religious accommodation requests, including a thorough analysis of whether the burden and costs of providing the accommodation will truly result in undue hardship as shown by “substantial increased costs” for the business. The facts supporting such an analysis by employers should go beyond speculation and be well documented.

The Groff decision is considered a strong victory by those advocating for religious accommodations in the workplace. Employers will need to look at future religious accommodation requests with this clarified standard in mind. Employers should also review and update policies regarding accommodations in the workplace and include religious accommodation in supervisory training.

Mary C. Moffatt, Member

Wimberly Lawson Wright Daves & Jones PLLC Knoxville, Tennessee office mmoffatt@wimberlylawson.com

April is National Volunteer Month, giving all of us the opportunity to recognize those who selflessly share their time and energy for worthy causes. At HRCI, our volunteers contribute their skills and HR knowledge in many areas across our organization. Through volunteering, they are networking with other HR professionals and equally important, they are helping our profession learn new skills and earn recertification credits.

Where did the concept of being a volunteer start?

Some trace its roots back to 12th century Britain, where volunteers staffed hundreds of hospitals. People helping other people has been a founding principle of many humanitarian organizations. One of the most famous is the Red Cross, which started during the Civil War under the guidance of Clara Barton. While medical care was the initial impetus for volunteerism, its popularity has spawned a wide range of causes including YMCA, Habitat for Humanity and the Peace Corps. In 1991, President George H.W. Bush launched the 1000 Points of Light campaign and established April as National Volunteer Month.

At HRCI, our wonderful volunteers help guide a number of key initiatives. For example, HR professionals contribute to item writing, item review and forms review for our certification exams. Exam Development Panels are conducted virtually or in-person depending on the exam. The volunteers supporting the Exam Development Panels have earned HRCI credentials and represent a range of experience, gender, culture, race and geographic diversity. Another opportunity to volunteer includes the Certification Council, which has governance and oversight of HRCI’s certification programs.

It’s been my experience that HR professionals are enormously generous. HRCI is equally grateful for their contributions, which we recognize come from their motivation to advance our important profession. There is no better way to describe the magnitude of their impact than by sharing their own words on the experience.

With Our Thanks: Honoring Those Who

Volunteer

BY AMY SCHABACKER DUFRANE

“For me, contributing to the HR profession on a global front has been my vision, which the HRCI has given me the opportunity to fulfill,” says Babs Francisco, Group HR Data and Systems Director at Klöckner Pentaplast in Birmingham, England. “Over the past ten years, volunteering in various capacities at the HRCI has afforded me benefits that transcends the immediate act of service, fostering knowledge sharing amongst a community of HR professionals from diverse backgrounds with diversity of thoughts, and cultivating personal growth. In giving, I have received the invaluable treasures of fulfilment, purpose, and the profound joy of making a positive difference in the world of Human Resources.”

Vice President of Human Resources and Compliance at The League for People with Disabilities, Dawn Witherspoon, shares, “I dedicate my time to volunteering as a way of expressing gratitude for the blessings in my professional and personal life. Volunteering for HRCI allows me to give back to a profession I deeply care about. Working in HR every day is a privilege, and serving as a SME for HRCI is equally challenging and rewarding. Despite feeling exhausted after editing meetings, I also feel accomplished knowing that the work is both challenging and impactful. I am continuously learning from the incredible group of SMEs, coaches, and individuals from HRCI and Pearson VUE, which makes the experience incredibly rewarding.”

“Volunteering with HRCI has been a passion and joy over the last six years.  Not only is it a way for me to give back to the HR profession, it’s also an excellent way to keep my skills up to date as an HR professional and build relationships with HR colleagues around the world,” says Elyse Wampler, Global Organization Development and Learning Manager for Ohio-based OCLC. “I think it’s important to volunteer in this way because it provides an opportunity to continue to push the HR profession forward.  Without volunteers who are actively working in HR, we will miss the opportunity to understand and evaluate new and different trends in the profession.”

Indeed, you are all correct. Without our volunteers, we miss so much: the chance to learn from each other while driving innovation and advancements within HR. We are so grateful to our volunteers for your contributions during National Volunteer Month and every day. Thank you from all of your friends, fans and colleagues here at HRCI.

Amy Schabacker Dufrane, Ed.D., SPHR, CAE, is CEO of HRCI® — HR Certification Institute, and is the founder and CEO of HRSI — HR Standards Institute, where she is responsible for driving and disrupting the conversations about building high-performing, strategic HR teams. An engaging thought leader at the intersection of talent strategy and continuous learning, Dr. Dufrane is an award-winning leader and celebrated keynote speaker on the human side of successful business strategy in the 21st century.

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BY CHRISTINA BIDDLE

I’ve been on a “Let’s Get Digital” soapbox for delivering employee benefits communications for several years. Digital is more effective than print in SO many ways, many of which I will outline below.

But first, let’s acknowledge that there is no surefire way for any organization to get employees to pay attention to and understand their message. And, sometimes, we can’t squelch the desire to put something tangible (printed) in one’s hands. But if you’re willing to ditch the “template” and try new delivery methods, here are a few considerations to keep in mind. There’s room for you on the “Let’s Get Digital” soapbox, too!

Outdated resistance

As a communications consultant, I’ve heard clients push back on digital communications with objections such as these:

Our employees don’t work at desks or have email

Our industry is low-tech

The population here just doesn’t get it

While these things may have been true 15 years ago, in nearly all cases they’re outdated complaints today.

Despite pockets of resistance, the truth is that so much of life today occurs online or on mobile devices. Real estate transactions, virtual care visits, and even take-out orders are now common tasks we take care of right from the palm of our hands. Technology even makes personal relationships easier, with grandparents eagerly grabbing the phone or tablet to spend time with the grandkids from afar!

Or consider QR codes. No longer odd, pixelated squares requiring instruction, QR codes are now intuitive and part of everyday life.

But if you’re still not sure about your employees’ comfort with receiving information through modern methods like a text message, info hub, or QR code, ask them! A survey may help confirm or guide your communication delivery decisions.

Digital can be more captivating

Digital communications done well can be a great way to grab and keep a viewer’s attention. For example, using video to relay

messages about your benefits program can include compelling visual cues, narration, sound elements, and on-screen wording to reinforce messaging. If it’s short, sweet, and flashy, employees are more likely to retain the main points to help meet your objective.

The most effective communication campaigns go both ways, allowing viewers to navigate to the information they most need.

With text messages, you can send out a brief message with a call to action, such as: “ABC Co’s Open Enrollment starts Monday! View your benefits guide at tinyurl.com/McGriffDigitalGuide. Reply WATCH to see a video on our new virtual care provider. Don’t wait until you’re sick! Reply READY for instructions on registering in advance for 24/7 online care.”

Have a lot of Open Enrollment changes to communicate? Video, text messages, and QR codes are a great way to break up information into smaller bits and help avoid attention fatigue.

Not many changes this Open Enrollment? Maybe a one-page memo with the deadline to elect, bullets of main points, and a QR code to a digital benefits guide is better than handing out a ton of information that could overwhelm employees.

Environmentally friendly and ADA compliant

Companies of all sizes are increasingly adopting policies to reduce their environmental impact. A digital communication campaign can not only help reduce print waste but also reduce a company’s carbon footprint by not relying on the supply chain for the shipping and delivery of physical materials.

Many digital communication methods also allow you to fold in ADA-accessible features. For example, someone with low or impaired vision may need a screen reader or a way to zoom in on a document. Those with hearing difficulties can read transcriptions or closed captioning.

Long live the printer!

While digital delivery can eliminate the need to back print production into your overall communication timeline, there are times when print is more effective. Just be sure to keep your messages concise and on-point. It would be best to provide highlights, calls to action, and where to go for more information, not detailed manuals.

Here are a few examples where printing makes more sense:

When you need to reach spouses – Open enrollment is an excellent example of a time when connecting with your employees’ spouses can be important. Since spouses are often decision-makers in benefits enrollment, postcards mailed to homes are an effective way to alert them to deadlines. Postcards are also a great way to easily

break up information and provide QR delivery methods for supporting materials or opt-ins for text message campaigns.

Benefit contact cards – As more and more carriers move to digital ID cards, a consolidated wallet card with your insurance contacts is a great thing to have. If you have room, include the company name, group number, website, and phone number. This way, if an employee is ever having internet connection issues, they’ll still know how to contact someone.

Posters in high-traffic areas – Placing posters in strategic areas with quick informational tidbits and QR codes can be a great way to grab attention with bold headlines. Places like breakrooms, timeclocks, vending machines, and yes, even restrooms (after all, you have a captive audience) can help spread your message.

When you have specific instructions to relay – If you have a multi-step process or a new enrollment site, for example, sometimes having a printed quick-sheet is more convenient than having to toggle between different internet browser tabs or web pages. An informative summary, including screenshots, can be beneficial in these instances.

When in doubt, test it out!

If you’re still unsure if digital communication methods are the right approach for your organization, start with small steps and seek feedback. With a new delivery model, gather viewer statistics and track efficiencies where possible. Does the new method increase employee access to information? Were you able to do less hand-holding, allowing you to focus on other initiatives? How much money, production time, and stress did you save by eliminating or reducing print? Was there an increase or decrease in rushes to deadlines or the need to follow up?

Based on your answers to these questions, you’ll gain insight as to whether continuing or improving your communication delivery methods is in your best interest. If you end up seeing positive results, hop on the soapbox with me and let’s sing, “Let’s Get Digital!”

Christina Biddle

Christina.Biddle@McGriff.com

McGriff MORE InsightsTM

Transform your employee benefits from an expense to a competitive advantage.

Our proprietary approach helps you quantify and achieve optimal plan performance across four key areas of your employee benefits program  Managing Costs, Operational Efficiency, Risk Mitigation and the Employee Experience by answering three key questions:

• How is your organization doing?

• Where should you aim?

• What’s the value in getting there?

By optimizing benefit plan selection, design, management, and employee engagement, McGriff MORE Insights can help turn your benefits program into a real differentiator that aligns with your organization’s culture and business objectives. Visit McGriff.com to learn more.

15th Annual

ENNESSEE SOCIETY FOR HUMAN RESOURCE MANAGEMENT with:

THE LAW FIRM OF RAINEY, KIZER, REVIERE & BELL, P.L.C.

May 8, 2024

Join us for an informative day where we will explore timely and important HR topics, including:

♦ Do Not Pass Go: Harassment in the Workplace – A review of the laws that protect employees from all forms of harassment. Legal guidance on how to respond to employee claims of harassment.

Wednesday 8:00 a.m. to 4:00 p.m. at Union University

Carl Grant Event Center

1050 Union University Dr. Jackson, TN 38305

♦ Solving the Puzzle of ADA and the Interactive Process –Learn how to engage with employees to make reasonable accommodations. Explore what constitutes a financial hardship and learn how to know when enough is enough.

♦ Checkmate! HR Legal Case Studies – An interactive discussion of recent employment law cases and the application of relevant concepts and HR strategies.

♦ Playing Twister: The Intersection of FMLA, ADA, and Workers’ Comp – Discover strategies for managing employee situations where multiple laws and regulations apply.

♦ Get Out of Jail Free! Employment Law Game – Hone your HR skills as you explore various key legal standards and principles on a wide spectrum of HR issues. Test your understanding during this interactive game!

Lunch is provided. Explore our showcase of HR-related exhibitors. Great door prizes.

Registration Fee: $100 for WTSHRM Members $125 for non-WTSHRM Members Join WTSHRM for only $25 at: wtshrm.org

REGISTER NOW! WTSHRM.ORG

The registration deadline is Tuesday, April 30. Register early as seating is limited. You may pay by check or credit card. This program has been approved for 6 recertification credit hours through HRCI and SHRM.

THE STRENGTH OF EXPERIENCE

As the issues facing employers and HR professionals become more frequent, challenging, and complex each year, you need a law firm that provides advice for your specific organization.

For over 45 years, Rainey Kizer Reviere & Bell has advised businesses, non-profit organizations, and governmental agencies in all aspects of employment law.

To learn how we can assist your organization, please contact us.

Emily M. Dickens, SHRM Chief of Staff, Head of Public Affairs & Corporate Secretary,  Responds to President Biden’s State of the Union

ALEXANDRIA, Va – Emily M. Dickens, SHRM Chief of Staff, Head of Public Affairs & Corporate Secretary, issued the following statement in response to President Biden’s 2024 State of the Union address:

“SHRM is guided by the principle of Policy, Not Politics. Accordingly, SHRM views the State of the Union address as an opportunity to focus on critical policy issues facing work, workers and workplaces. This important policy event reminds us about the deep responsibility of governance and a return to civility.”

President Biden called attention to several of the issues important to SHRM members in his 2024 State of the Union speech, including:

Workforce Development –

The President underscored the need to prepare more Americans for the jobs of the future. SHRM research found that 65 percent of HR professionals report that their organization has been dealing with labor shortages in the past year, and 58 percent had trouble finding qualified applicants.

SHRM urges Congress to enact policies that promote skills-based hiring that harnesses untapped talent pipelines, such as veterans, military spouses, caregivers and people without four-year degrees. Several bipartisan bills such as A Stronger Workforce for America Act and The Bipartisan Workforce Pell Act would support skills-based hiring. SHRM also advocates for the expansion of apprenticeships, a valuable tool for developing a skilled workforce and closing the skills gap.

Paid Leave –

The President shined a spotlight on the need for paid leave policies that reflect the modern world of work. The 30th anniversary of the FMLA created an opportunity for Congress to expand access to paid leave to more workers, provide flexibility to employers in program design and increase regulatory consistency for multistate employers.

· Congress should consider our proposal to create a voluntary federal insurance market that allows employers to fund paid leave benefits by tapping into pooled resources.

About SHRM

Artificial Intelligence (AI) –

The President made clear the need to harness the potential of AI and alleviate its risks. We see a future where the synergy of artificial and human intelligence (HI) paves the way for a workforce that is not only efficient but truly empowered.

When combined with HI, AI can transform organizations while maximizing human potential. AI + HI = ROI. A quarter of HR departments already use AI applications for specific purposes such as recruitment and employee training and development. By 2025, we expect that 50 percent of HR departments could be using AI.

We urge Congress to enact legislation that supports, rather than stifles, workplace and workforce innovation through AI and ensures a level playing field for employees and employers.

“SHRM stands ready to work with President Biden and Congress to promote public policy that ensures that people and businesses thrive together. SHRM is committed to fostering a civil and productive work environment across the nation, advocating for policy solutions over political agendas.

U.S. workers themselves, as highlighted in the SHRM State of the Workplace report, identified civility as a crucial element for organizational effectiveness. This belief inspired the launch of the SHRM Civility Campaign, urging both workplaces and Congress to prioritize respectful communication and collaboration. By promoting civil discourse, we believe disagreements can be addressed constructively, paving the way for a more productive and positive work experience for all.”

SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. As the trusted authority on all things work, SHRM is the foremost expert, researcher, advocate, and thought leader on issues and innovations impacting today’s evolving workplaces. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally. Discover more at SHRM.org

At SHRM, we know people and businesses work best when we choose civility. We believe that by engaging in honest and civil conversations, we can bridge divides and build understanding, to shape better workplaces and a better world.

THE STATE OF CIVILITY

THE STATE OF CIVILITY

THE STATE OF CIVILITY

THE STATE OF CIVILITY

THE STATE OF CIVILITY

UNCIVIL BEHAVIOR AT WORK IS BECOMING COMMONPLACE .

UNCIVIL BEHAVIOR AT

THE STATE OF CIVILITY

WORK

IS BECOMING COMMONPLACE

Nearly two-thirds of workers said that they have experienced incivility or witnessed incivility in their workplace within the past month.

Nearly two-thirds of workers said that they have experienced incivility or witnessed incivility in their workplace within the past month.

UNCIVIL BEHAVIOR AT WORK IS BECOMING COMMONPLACE

Nearly two-thirds of workers said that they have experienced incivility or witnessed incivility in their workplace within the past month.

UNCIVIL BEHAVIOR AT WORK IS BECOMING COMMONPLACE .

CIVILITY IS A BUSINESS IMPERATIVE

At SHRM, we know people and businesses work best when we choose civility. We believe that by engaging in honest and civil conversations, we can bridge divides and build understanding, to shape better workplaces and a better world.

At SHRM, we know people and businesses work best when we choose civility. We believe that by engaging in honest and civil conversations, we can bridge divides and build understanding, to shape better workplaces and a better world.

CIVILITY IS A BUSINESS IMPERATIVE

Uncivil workplaces lead to job dissatisfaction and turnover.

CIVILITY IS A BUSINESS IMPERATIVE

Uncivil workplaces lead to job dissatisfaction and turnover.

CIVILITY IS A BUSINESS IMPERATIVE

Nearly two-thirds of workers said that they have experienced incivility or witnessed incivility in their workplace within the past month.

UNCIVIL BEHAVIOR AT WORK IS BECOMING COMMONPLACE

Nearly two-thirds of workers said that they have experienced incivility or witnessed incivility in their workplace within the past month.

UNCIVIL BEHAVIOR AT WORK IS BECOMING COMMONPLACE

Nearly two-thirds of workers said that they have experienced incivility or witnessed incivility in

SOCIETAL AND POLITICAL TENSIONS ARE RISING.

SOCIETAL AND POLITICAL TENSIONS ARE RISING. One-third of U.S. workers believe workplace conflict will increase over the next 12 months.

One-third of U.S. workers believe workplace conflict will increase over the next 12 months.

SOCIETAL AND POLITICAL TENSIONS ARE RISING.

One-third of U.S. workers believe workplace conflict will increase over the next 12 months.

SOCIETAL AND POLITICAL TENSIONS ARE RISING. One-third of U.S. workers believe workplace conflict will increase over the next 12 months.

SOCIETAL AND POLITICAL TENSIONS ARE RISING.

One-third of U.S. workers believe workplace conflict will increase over the next 12 months.

SOCIETAL AND POLITICAL TENSIONS ARE RISING.

One-third of U.S. workers believe workplace conflict will increase over the next 12 months.

CIVILITY IS A BUSINESS IMPERATIVE

Uncivil workplaces lead to job dissatisfaction and turnover.

WORKERS WHO RATE THEIR WORKPLACE AS UNCIVIL ARE:

WORKERS WHO RATE THEIR WORKPLACE AS UNCIVIL ARE:

Uncivil workplaces lead to job dissatisfaction and turnover.

CIVILITY IS A BUSINESS IMPERATIVE

WORKERS WHO RATE THEIR WORKPLACE AS UNCIVIL ARE:

3x more likely to be dissatisfied with their job.

Uncivil workplaces lead to job dissatisfaction and turnover.

Uncivil workplaces lead to job dissatisfaction and turnover.

WORKERS WHO RATE THEIR WORKPLACE AS UNCIVIL ARE:

3x more likely to be dissatisfied with their job.

WORKERS WHO RATE THEIR WORKPLACE AS UNCIVIL ARE:

3x more likely to be dissatisfied with their job.

WORKERS WHO RATE THEIR WORKPLACE AS UNCIVIL ARE:

2x more likely to leave their job in the next year.

3x more likely to be dissatisfied with their job.

2x more likely to leave their job in the next year.

3x more likely to be dissatisfied with their job.

2x more likely to leave their job in the next year.

3x more likely to be dissatisfied with their job.

2x more likely to leave their job in the next year.

INCIVILITY CREATES BARRIERS

INCIVILITY CREATES BARRIERS

2x more likely to leave their job in the next year.

2x more likely to leave their job in the next year.

Civility breaks down barriers against authentic self-expression and promotes employee well-being. Compared to workers who have not witnessed or experienced incivility at work in the past month, those who have are:

INCIVILITY CREATES BARRIERS

Civility breaks down barriers against authentic self-expression and promotes employee well-being. Compared to workers who have not witnessed or experienced incivility at work in the past month, those who have are:

INCIVILITY CREATES BARRIERS

Civility breaks down barriers against authentic self-expression and promotes employee well-being. Compared to workers who have not witnessed or experienced incivility at work in the past month, those who have are:

INCIVILITY CREATES BARRIERS

INCIVILITY CREATES BARRIERS

Civility breaks down barriers against authentic self-expression and promotes employee well-being. Compared to workers who have not witnessed or experienced incivility at work in the past month, those who have are:

Civility breaks down barriers against authentic self-expression and promotes employee well-being. Compared to workers who have not witnessed or experienced incivility at work in the past month, those who have are:

Civility breaks down barriers against authentic self-expression and promotes employee well-being. Compared to workers who have not witnessed or experienced incivility at work in the past month, those who have are:

HOW UNCIVIL BEHAVIOR SHOWS UP

HOW UNCIVIL BEHAVIOR SHOWS UP

HOW UNCIVIL BEHAVIOR SHOWS UP

According to workers who experienced or witnessed incivility at work, the top 5 uncivil behaviors observed were:

1. Addressing others disrespectfully.

1. Addressing others disrespectfully.

2.Interrupting or silencing others while they are speaking.

1. Addressing others disrespectfully.

2.Interrupting or silencing others while they are speaking.

3.Excessive monitoring or micromanaging.

HOW UNCIVIL BEHAVIOR SHOWS UP

According to workers who experienced or witnessed incivility at work, the top 5 uncivil behaviors observed were:

According to workers who experienced or witnessed incivility at work, the top 5 uncivil behaviors observed were:

HOW UNCIVIL BEHAVIOR SHOWS UP

HOW UNCIVIL BEHAVIOR SHOWS UP

According to workers who experienced or witnessed incivility at work, the top 5 uncivil behaviors observed were:

According to workers who experienced or witnessed incivility at work, the top 5 uncivil behaviors observed were:

According to workers who experienced or witnessed incivility at work, the top 5 uncivil behaviors observed were:

3.Excessive monitoring or micromanaging.

1. Addressing others disrespectfully.

2.Interrupting or silencing others while they are speaking.

4.Ignoring others or paying little attention to others.

1. Addressing others disrespectfully.

3.Excessive monitoring or micromanaging.

1. Addressing others disrespectfully.

4.Ignoring others or paying little attention to others.

2.Interrupting or silencing others while they are speaking.

4.Ignoring others or paying little attention to others.

2.Interrupting or silencing others while they are speaking.

5.Unprofessional or disrespectful body language.

5.Unprofessional or disrespectful body language.

3.Excessive monitoring or micromanaging.

2.Interrupting or silencing others while they are speaking.

3.Excessive monitoring or micromanaging.

3.Excessive monitoring or micromanaging.

5.Unprofessional or disrespectful body language.

4.Ignoring others or paying little attention to others.

4.Ignoring others or paying little attention to others.

4.Ignoring others or paying little attention to others.

5.Unprofessional or disrespectful body language.

5.Unprofessional or disrespectful body language.

JOIN THE CONVERSATION. #CIVILITYATWORK

5.Unprofessional or disrespectful body language.

More likely to filter much of what they say.

Less likely to speak their mind in their workplace.

Less likely to share their honest thoughts without fear at work.

Less likely to be their authentic selves at work.

More likely to filter much of what they say.

Less likely to speak their mind in their workplace.

Less likely to share their honest thoughts without fear at work.

Less likely to be their authentic selves at work.

More likely to filter much of what they say.

Less likely to speak their mind in their workplace.

Less likely to share their honest thoughts without fear at work.

Less likely to be their authentic selves at work.

their workplace within the past month.

More likely to filter much of what they say.

Less likely to speak their mind in their workplace.

Less likely to share their honest thoughts without fear at work.

Less likely to be their authentic selves at work.

More likely to filter much of what they say.

Less likely to speak their mind in their workplace.

Less likely to share their honest thoughts without fear at work.

Less likely to be their authentic selves at work.

Less likely

be their authentic selves at work.

The boy looked scared.

Real Life Reacher

– How a former M.P. formed an elite team to protect you and your organization.

By TIM KECK

Monte showed up in the tiny SafeHaven Security Group office a few days later and the conversation went as follows:

He was surrounded by other members of his village, but he was the only one carrying what appeared to be explosives. No one wanted to shoot this young man, so Staff Sergent Monte Mills left the protection of his Humvee to get a closer look. The scene was chaotic with people shouting in a language Monte didn’t understand. He saw the frightened expression on everyone’s faces and knew he had to decide. His gut told him he could de-escalate this situation and avoid the use of force.

He moved within 15 feet of the boy and confirmed that he was wearing a vest filled with BLU-62 cluster bombs. That was enough to kill everyone nearby, including Staff Sergeant Mills. An older man who spoke broken English stepped up and explained that the boy was forced to wear the bombs. Monte summoned help and got the explosives removed. He trusted the man because his instincts told him to. That decision not only resulted in the avoidance of bloodshed, but the budding of a relationship that would save countless lives.

Staff Sergeant Monte Mills, a Military Police squad leader and member of the 302nd MP Company received the Meritorious Service Award for his actions that day, which also resulted in the recovery of nine Anti-Tank Guided Missiles meant for killing Americans and the arrest of a known terrorist leader before he struck.

Monte Mills and his team protected people without firing a single shot. He’s been doing that ever since.

After separating from the Army, Monte was unsure what to do. As a former MP with combat experience, he could relate to the Jack Reacher character from author Lee Child’s novels. Both were big men. Both loved music and hated bad guys. But while a big fan of the character, Monte knew he would never be a nomad. He valued family too much. He just had to find a way to protect people in civilian life.

So, Monte accepted a job protecting the offices and staff of a wellknown financial group. While successful, he was not fulfilled. That’s when he learned that a former police officer turned Threat Management expert named Doug Elms was leaving the world’s biggest company to start a boutique security business.

Monte met with Doug and learned that the vision for SafeHaven Security Group was to bring Threat Management and world-class protection to everyone. Why should billionaires and big business be the only ones to take advantage of this methodology? Doug inspired Monte with his vision, but this was a start-up. There was only one client on the books and no money to hire another leader.

Monte: I work for you now.

Doug: But I can’t pay you.

Monte: Then I will work for free.

And work for free he did. For six months Monte worked without compensation to build the business, gaining new clients, and adding carefully selected security professionals and investigators. SafeHaven has now grown to serve dozens of clients across several states, with hundreds of employees. Their work includes uniform security at manufacturing facilities, training companies in active shooter prevention, and close protection for VIP’s and celebrities.

Under Doug’s leadership as founder of SafeHaven Security Group, Monte has put together his own version of Reacher’s “Special Investigators.” The SafeHaven roster includes former members of the U.S. Secret Service, U.S. State Department Diplomatic Security, Chief Security Officers from Multi-National Corporations, Police Chiefs, Authors, Speakers, and even a U.S. Marshall. Each with ample experience managing threats and keeping people safe.

If you want the people in your organization to both feel safe and be safe from things like theft, vandalism, and violence, Monte and the professionals at SafeHaven Security Group want to partner with you. Let us use “ThreatShield 5™, our proprietary version of Behavioral Threat Assessment and Management, to assess your vulnerabilities and help you prevent problems before they happen.

What’s our success rate in avoiding or preventing violence? It is 100%. That’s correct; once we have gotten involved in a threatening situation, we have successfully de-escalated the problem every single time.

Because nobody messes with the special investigators - or the people they protect.

Photo by Nids Dahiya

HR Professionals have di cult jobs.

HR Professionals have di cult jobs.

Managing workplace violence, active shooter policies, and uniform security may not be something you have experience in. Our consultants have decades of experience in law enforcement, corporate and global security, and military services.

Managing workplace violence, active shooter policies, and uniform security may not be something you have experience in. Our consultants have decades of experience in law enforcement, corporate and global security, and military services.

The experts at SafeHaven Security Group are here to help YOU be the HERO in these di cult situations.

The experts at SafeHaven Security Group are here to help YOU be the HERO in these di cult situations.

End-stage renal disease (ESRD)

The following chart summarizes Medicare’s COB rules for employer-sponsored health plans.

Individual has coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) or is covered by a former employer’s group health plan as a retiree

Individual has COBRA coverage or is covered by a former employer’s group health plan as a retiree

Individual has group health plan coverage (including retiree coverage or COBRA coverage)

First 30 months of eligibility or entitlement to Medicare

After 30 months of eligibility or entitlement to Medicare

Presents

Affordable Online SHRM-CP® | SHRM-SCP® Certification Exam Prep Class

Online classes begin April 29, 2024 and will meet twice per week for 12 weeks on Monday and Wednesday evenings from 6:00 PM to 7:00 PM.

The total cost of the SHRM-CP® | SHRM-SCP®

Online Certification Exam Prep Class is $995 (plus $25.00 shipping)

You may pay by PayPal, credit card or check.

2024 Fall Exam Window

Dec.1, 2024 – Feb.15, 2025

For more information visit shrmcertification.org SHRM Learning System® Participant Materials

Guarantee

If you do not pass, you can retake the class at no additional charge if you meet these two requirements:

– Attend 80% of the scheduled online classes

– Score 80% on all practice quizzes

Deadline to register is April 24, 2024

Contact cynthia@hrprosmagazine.com OR visit our website at www.hrprofessionalsmagazine.com

About the instructor:

Cynthia

Aswe enter 2024, there are a few employment law issues to keep top of mind. Below is a list of the top five HR policies and key issues to review as we head into the New Year:

Top Five 2024 Employee Policies and Issues Check

Up

By ROBERT HORTON

functions of the job for up to 40 weeks or more are still entitled to accommodations absent undue hardship? And that some requests for accommodation are per se reasonable and should not require a physician’s note to be granted?

Minimum Wage/Pay Transparency/Pay History: Is your workplace compliant with minimum wage obligations (many states raised those rates for 2024)? What about the pay transparency statutes and pay history bans passed across the country by many state legislatures?

Paid Time Off (PTO) and Leave Policies: Are your PTO and leave policies consistent with federal and state laws regarding the provision of various types of leave?

Confidentiality and Non-Disparagement Requirements: Do your employment and severance agreements comply with the position of the National Labor Relations Board that such policies for non-supervisors may violate the National Labor Relations Act?

Non-Compete Agreements: Are your non-compete agreements consistent with state laws? Many states now restrict the universe of employees who may be subject to such an agreement and some outlaw such agreements all together and may require notification to employees that such agreements will not be enforced.

Pregnant Worker Fairness Act (PWFA): Do your supervisors understand the reach of the PWFA and that the Equal Employment Opportunity Commission’s view that employees unable to perform one or more essential

If you have any questions about how these developments could impact your policies or workplace, please contact the author.

Reprinted from the Bass, Berry & Sims HR Law Talk Blog

Robert Horton

bhorton@bassberry.com

As chair of the firm’s Labor & Employment Practice Group, Bob Horton represents management in all areas of labor and employment law. Bob’s practice consists primarily of counseling clients regarding employment issues and defending companies against all manner of employment claims throughout the U.S.

GO CONFIDENTLY.

Bass, Berry & Sims listens and responds with creative yet practical counsel. We stay on pace with the complex and rapidly evolving employment landscape, connecting your dynamic human resources needs to proactive strategies.

Relationships, reliability, and respect – at the center of our Labor & Employment and Employee Benefits practices.

Modernizing Employment Verifications by Using Data-Driven Technology

Background screening is an asset employers use to decrease the risk of a bad hire and improve their workforce. HR professionals should always be measuring and reviewing their screening process. Is it efficient? Does it return complete, accurate information? Is it cost-effective?

One of the most influential components of a background check is an employment verification.

What Is an Employment Verification?

An employment verification confirms the accuracy of a candidate’s employment history and related details. It may confirm dates of employment, positions held, past employment experiences, duration of employment, job responsibilities, and whether the person is eligible for re-hire.

Employment verifications, typically completed by a third-party vendor, help employers ensure that candidates possess the qualifications and experience they claim. The process helps employers mitigate the risk of hiring individuals who may misrepresent their work history.

Employment verifications have evolved from what they were just a few years back.

The Old Way of Verifying Employment

Employers that wanted to verify a job applicant’s employment history would either employ a background screening company to physically call each employer or pay them to check the employment status through third-party verifiers.

This manual-heavy process presented several cumbersome problems:

· It took several days. Requiring contact with a previous employer put investigators at their mercy to respond. Reaching them could take several days, which could hold up the hiring process.

It was often incomplete. Employers may be unreachable or out of business. In addition, job applicants could omit jobs where they were fired.

· It opened up the opportunity for fraud. Unfortunately, applicants often misrepresent themselves. A recent study by Resume Lab reported that 37% of employees lied about the length of time

they were employed and 24% made up an entire position! Job seekers could report they worked for a company and give phone numbers and emails that connected to friends or family who would give investigators a false verification. It was not cost-effective. Most of the time, screening vendors charged for each separate verification. If the applicant had held several jobs, verifying them all could get expensive.

The way employment verifications have always been managed has posed significant issues. Manual processes increase costs and hiring time. Plus, they may not be missing crucial details.

The New (Data-Driven) Way of Verifying Employment

As with many business processes, bringing them up to date is a simple feat with technology. Verifying job applicant employment is no different. How? Here are several ways.

Use mobile-friendly data entry. Giving candidates a way to enter information straight from their smart devices can cut the time to gather the information dramatically.

Tap into the best databases. In the past, most employment verifications involved calling, faxing, or emailing the employer and asking for information. Even automated databases may contain erroneous or incomplete data that left holes in employment verifications. Now, as with Data Facts’ new Employment Pro platform, screeners can pull data from high-level databases like the IRS. Using high-quality platforms to gather data minimizes the chances of missing information the candidate left off the applications.

Automate repetitive tasks. Being required to enter information in several places is time-consuming and can cause data errors. With technology, data integrity is better protected by automating entry and using uniform information in all the required places.

Employers can enjoy some powerful benefits by transforming the old way of conducting an employment verification search.

Cost-efficiency. The manual labor involved in making calls, leaving messages, sending emails, and following up multiple times drive up the cost. Technology-driven employment verification processes significantly reduce the costs associated with more manual traditional methods.

Streamlined pricing. In addition to reducing the manual part of verifying employment, data-driven searches return every place of employment found within a set time (usually 10 years). This, compared to the traditional setup that charges separately for every place of employment, makes the total pricing more transparent and budget-able.

Fewer errors. Automation minimizes the likelihood of human errors and inaccuracies. Using data obtained directly from the IRS can help employers create standardized processes that increase the overall accuracy of the information used in making hiring decisions.

· More complete information. By accessing a wider range of platforms with high-quality data, background screening vendors can provide employers with a fuller picture of the job applicant’s work history with no gaps in the employment history. For example, verifying employment using the IRS database may return 1099 information that wouldn’t be available any other way.

Faster return (and quicker hiring). Verifying information through phone calls and emails can take a few days or even longer. It may also be impossible to reach the contact person. During this time, the employer is in a holding pattern, unable to hire the applicant without the completed background check. With data-driven technological processes, data is delivered in minutes or hours instead of days. These timesavings can be crucial in onboarding the best talent quickly.

Greater scalability. As an organization grows, its hiring needs typically do, too. By using technology to retrieve data, it’s easier to handle a larger volume of requests without proportional increases in labor costs.

Improve HR Efficiency by Modernizing Your Employment Verification Process

Continuously improving how an organization screens its potential employees elevates the entire process. Embracing data-driven technology offers a broader array of data sources, faster processing, a more complete candidate picture, and significant cost savings. The result? Better informed, faster hiring decisions, a more efficient screening process, and a healthier budget.

Data Facts | www.datafacts.com

ONE HR LEADER + ONE SHRM CREDENTIAL = INFINITE BENEFITS.

Navigating the HR world alone can be challenging. Turn to SHRM’s HR Dept of One Specialty Credential and gain expert knowledge on conquering workplace complexities. START

TEACH US SOMETHING NEW AND BE QUICK

High-energy idea forum

10 speakers, 5 minutes to blow your mind on topics relevant to the workplace

Raul is an Award-winning motivational speaker, poet, author, podcast host and a Maxwell Leadership Team speaker, coach, and trainer. @disrupthr901 #disrupthrmem

Registration includes one wine coupon and same- day refills on soft drinks and popcorn. Also included for the first 50-registrants attending the event, an autographed book “Rise With Gratitude – Poems to Inspire Your Growth and Greatness”, by Raul Marin

ARE YOU INVESTING ENOUGH IN YOUR PEOPLE?

Without the right talent management, you’re limiting growth potential.

Join us in Chicago to dive into all aspects of the employee life cycle.

Plus extend your learning further with:

Over 375 ENGAGING SESSIONS led by some of the brightest minds in HR.

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