ExtensisHR’s Post

Your people practices are your secret weapon – not noncompetes. The FTC shaking things up with the noncompete agreement ban could be a big deal, mainly if you've relied more on legal safeguards than building an attractive workplace. But the truth is, we've had the solution to this all along — creating a company culture and experience where people feel valued and appreciated. This could be a turning point for employers if it survives legal challenges. Hear me out: 1️⃣ The playing field becomes more equitable. Companies must now compete for employees – they cannot simply rely on locking them in. 2️⃣ People-focused companies get a competitive edge. Those who create places people want to stay will achieve extraordinary outcomes. 3️⃣ When building workplaces around human needs, everyone benefits - fulfilled employees, higher engagement, and stronger company performance. So, how do you make this shift? ⭐ Invest in HR leadership: Whether it's a Chief People Officer, Head of People, or Fractional HR support, prioritize having a people-focused strategy now. 💙 Build cultures worth staying for: Think flexibility, well-being, and growth opportunities – not just paychecks. 🔓 Unlock high performance: Teams deliver their best when the "how" of work matches the compelling "why." It's a winning combination. This ban isn't a threat. It's an opportunity to level up your organization from the inside out. Those who actively build or get started reimagining their workplace operating model will thrive – and win. 🚀

I can't say enough good things about The Save Group! They were a game-changer for us, especially when it came to hiring our Events & Membership Coordinator. The Save Group handled everything from the recruitment to the offer, contracts, and onboarding. Not only did they make the whole process feel like a breeze, but they also saved us a ton of money compared to going through a regular recruitment agency with a fixed fee. Big shout out to the team at The Save Group. If you need HR help that’s effective, personal, and won’t break the bank, these are your guys. The Save Group is a game-changer for the Entrepreneurs' Organization Group! We handle everything from recruitment to onboarding—seamlessly and cost-effectively. Check out what other companies love about The Save Group: https://g.co/kgs/2B5FRuZ Looking for HR support that’s effective, personal, and won’t break the bank? Contact us today! #hr #humanresource #smebusiness #hrconsulting #employee

Here are three ways to make HR easier for your multistate nonprofit: 1. Be aware of each state's laws: Keep yourself updated with the labor laws, wage rules, and tax norms of each state you operate in. 2. Centralized compliance management: Implement a centralized compliance management system. It might sound complicated, but it’s easier when all your records and compliance tools are under one roof. 3. Consult experts: Don't be afraid to seek help from experts or consultants. They can guide you through the complex maze of multi-state compliance. Don’t let HR be a barrier to your mission.

For small businesses, the hiring process can be as vital to the business as its core operations. Learn employer best practices in this upcoming presentation by Samantha Richman, offering the course in association with BPW/FL. #peo #smallbusiness #employment

“What now?” It’s a question on many business leaders’ minds since the FTC finalized a rule to ban non-compete agreements between virtually all employers and all workers on Tuesday.   As recruiters for the C-suite, we know how important it is for companies to guard their competitive advantage, and the role non-competes have played in achieving that objective. Let’s briefly discuss what happened, then address: What now?   What Happened   The final rule covers most employers, with some exceptions (such as certain non-profits and financial inst.). Some of the key elements of the rule include:   -A ban on all new post-employment non-compete agreements across all worker types, including both senior executives and lower-level employees, starting 120 days after the rule is published in the Federal Register. It does not apply to agreements prohibiting an employee from competing against an employer while employed.   -Existing non-compete agreements may continue to be enforced, but only for “senior executives”—generally an employee who holds a policy-making position and earns at least $151,164 annually.   -Employers must notify employees that post-employment non-compete agreements are no longer enforceable.   -The ban makes an exception for non-compete agreements related to the sale of a business, regardless of the ownership percentage involved in the transaction.   What Now? Legal challenges, such as a lawsuit filed by the U.S. Chamber of Commerce, are already underway. While it's possible that a federal judge may temporarily halt the rule's enforcement or strike it down, businesses should prepare for the new landscape rather than rely on this uncertainty. For companies—including our clients—this is an excellent time to examine whether compensation and other financial incentives are optimized to recruit and retain talent for the long term. For example, retention bonuses can incentivize employees to remain within the company or a particular position. Performance bonuses tied to ambitious but attainable goals can reward workers who meet long-term targets. Equity incentives, such as restricted stock and cash deferred bonuses, give workers a tangible stake in a company's success. Expanding equity compensation beyond the C-suite to key personnel can further align employee interests with the company's long-term growth. In addition, creating a supportive environment and providing opportunities for training, mentorship, and growth can significantly impact where people choose to work and how long they stay. Finally, utilizing non-disclosure, non-solicitation, confidentiality, and other forms of agreements may be an option—but they can’t merely be non-competes, as defined in the rule, by another name. We’re stepping onto a new playing field. A world with no non-competes poses unique challenges. But on the flip side of challenge is opportunity. With the right strategy, businesses can still attract and retain great talent while protecting their interests.

LinkedIn Question: What should those managing public sector projects know for success? You need to multi-task without expectation of compensation for multiple roles/projects you are often tasked to assume, regardless of their relation to the job you were hired to accomplish, especially given tight budgets and often over-ambitions program expectations from government regulators. You must master documentation and patience if you hope to address the bureaucratic roadblocks of toxic leadership/staff and poor HR talent screening. Other roadblocks to public sector success include poor project documentation; undue political influence and dismal team recognition/reward from entrenched/unfit management, whose only focus is all too often exploiting the most talented for their own self-interest. What's that you say? Not much different than the corporate world? Correct! After all, people are people and, with few exceptions, the same mix of good/bad apples can be found in most work populations. The one exception that standouts from my many years of federal/state government service is that these supposed "competent" leaders/"journey-level" staff all too often spend years being promoted or "parked" rather than having their poor performance properly documented for dismissal. Those entering public service, especially those seeking management/leadership roles, need to understand that without rigorous and well documented performance and work chronologies to meet understandable and historically necessary union/government protections, the often poorly trained/inexperienced HR professionals you may encounter, have no hope of accomplishing their job. You can expect, in some circumstances, to spend 50% + of your time, writing PIPs or process/personnel improvement plans and then monitoring and documenting behaviors. Even if you have just one poor performer on your team, you will be challenged to move your project/program forward with any regularity. Hence the government employee stereotype of lazy, wasteful or unmanageable! This is much different in "right to work" states and the private sector were performance is tied to profits and it's often clearer who is/isn't bringing in the bacon, contributing to the team or keeping the project moving forward. Now, after all that negativity, let me conclude with this. Some of the most enduring relationships and rewarding work experiences I have ever known came from the unique focus and selfless sacrifice that the vast majority of dedicated civil servants bring to the table each and everyday. To politicize, deride or negatively paint the vital role of public servants, or hide behind poor legislation and the self-interested behaviors of elected/appointed leadership, at any level of government, as an excuse to mistrust government or undermine civil service's vital role in keeping our economy moving forward, is shear grand standing, political blustering and, in the extreme, treasonous, given, "united we stand, divided we fall"!

Did you know Bearing Tree is a #PEO that supports mission driven nonprofit organizations? 💡 PEO stands for Professional Employer Organization, and here's what we do: 👥 HR Support: We provide comprehensive #HR support, handling everything from payroll and benefits administration to employee relations and #compliance. 💼 Streamlined Operations: By outsourcing HR tasks to Bearing Tree, nonprofits can streamline their operations, freeing up time and resources to focus on growth and their #mission. 📈 Risk Management: Bearing Tree helps mitigate risks by staying up-to-date with labor laws and regulations, ensuring compliance and minimizing potential liabilities. 💰 Employee Benefits: We offer access to #competitive employee benefits packages, helping nonprofits attract and retain top #talent. Bearing Tree makes it easier to make a difference! Our HR superheroes partner with nonprofits to handle the complexities of HR so their organizations can thrive and succeed! 💼✨ To learn more, contact us today! www.bearingtree.com #MakingItEasierToMakeADifference #PEO #HRSupport #EmployeeBenefits #NonprofitSupport #Payroll #Benefits #Finance #Accounting #Development #Growth #BoardManagement #Administration #ITSupport #Cybersecurity #StartupSolutions #MissionDriven #Professional #Dedicated #Collegial #Trustworthy #Grateful

Read our latest spotlight blog 📖on the in's and out's of growing your business 📈and becoming an employer! 👪💸 #employer #business #businessuk #blackburnwithdarwen #accountantsuk #accountancy #lancashirebusiness #smallbusiness #growingownerswealth #gowandpartners

Check out this article I wrote for ACRN (Adirondack Community Resource Network). If you are not familiar with Professional Employer Organizations (PEO) give it a quick read. It shares a great outline as to how we can help your business. Of course, if you have any questions I'd be happy to answer them for you. #educational #HRhelp #peo PEOPLEASE nschkrioba@peoplease.com 941-224-8981

It’s always possible that restructuring could lead to redundancy, so it’s best to be prepared. We have an information-packed, 7-part guide to restructuring & redundancy that will ensure employers remain compliant during this process. 👉🏼 Start at part 1: https://ow.ly/Ovba50RHM3i #redundancy #guide #CitationHR #CitationGroup