VanderHouwen’s Post

I was catching up on #Hacks this weekend and in watching Martha Kelley guest star as the HR person, I was reminded that for so long 𝐇𝐑 has been depicted as the 𝐚𝐰𝐤𝐰𝐚𝐫𝐝 𝐫𝐮𝐥𝐞-𝐟𝐨𝐥𝐥𝐨𝐰𝐢𝐧𝐠 𝐰𝐞𝐢𝐫𝐝𝐨 who only has the company's best interest at heart. In looking up rules around maternity leave, paid leave, time off, benefits, etc. the focus for so long has been 𝐰𝐡𝐚𝐭 𝐜𝐚𝐧 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐠𝐞𝐭 𝐚𝐰𝐚𝐲 𝐰𝐢𝐭𝐡 -- not what should the company do to be 𝐟𝐚𝐢𝐫 𝐭𝐨 𝐀𝐋𝐋 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬. I want to give Ronda G. McCoy, CPA, MBA a huge shout-out at LCvista because she's one of the only finance people who has ever said to me "I know we can offer different things by state, but I want to be fair to every single employee at our company. Why should we differ a policy only because CA protects its workers more?" SO here's to 𝐛𝐫𝐢𝐧𝐠𝐢𝐧𝐠 𝐭𝐡𝐞 𝐇𝐔𝐌𝐀𝐍 𝐛𝐚𝐜𝐤 𝐢𝐧 𝐡𝐮𝐦𝐚𝐧 𝐫𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬 and making sure that HR people know all the policies and regulations by state, but that they also think about the employee first. Your HR person should be the person everyone in the company comes to when they have a problem because they know they'll have their back.  And here's the deal, if you treat your people well you won't have to be so worried about lawsuits for not following protocol... If you're interested in learning more about how we help companies in this way, reach out to Dyana Rojas who is leading our #HR Support and Embedded People work here at HigherPeople.  #HR #peoplematter #culture #talent #bestpractices

This week's Question of the Week, courtesy of Mineral, part of Mitratech! 🤔 We’re planning to close the office a few days a week to save money. Do salaried exempt employees still get their full pay during these furloughs? 👌 Answered by the HR Experts 👌 ✅ Yes, salaried exempt employees must be paid their full weekly salary if they do any work during your designated seven-day workweek, including tasks as quick as checking work email or voicemail. As your goal is to save money, be sure the furlough covers the full workweek and that affected exempt employees understand they’re not to do any work while on furlough. ✅ Nonexempt employees, however, only need to be paid for actual hours worked, so single-day or partial-week furloughs can be implemented without worrying about pay implications. #workplacelaws #furloughs This Q&A does not constitute legal advice and does not address state or local law.

Like Vandan Patel's Previous Company Ever worked for a company where the CEO insists 'we're all family'? 🤣 Well, turns out it's not just a figure of speech! At my previous gig, our CEO took it quite literally. 😆 With half of his actual family on the payroll, our office felt more like a family reunion than a workplace! #CEOQuotes #OfficeHumor #WorkFamily #CorporateComedy #CompanyCulture #FamilyBusiness #CEO #WorkLife #OfficeJokes #LinkedInLaughs #CorporateLife #FunnyWorkStories"

Raise your hands if you’ve ever hired someone and then realized months later that you have no idea what they actually do for your company 🙋♀️🙋♂️ #hiringblunders #employeeperformanceissues #wastedpaychecks #managementmistakes #workplacefrustrations #payrollpuzzles

Just Read: “Companies that outperform their peers in retaining employees can save massively on turnover costs.” We agree. #retainingemployees #company #peer #employees #employee #outperform #save #agree #careernet #careernetnation #justinterview #retainingemployees

Want to get a potential employee's attention? Want to prevent valuable employees from quitting? Make them an offer they can't refuse. And it's more than just a good salary. It's also a well-rounded benefits package that lets them know you're willing to go the extra mile for them. It's the little things that go a long way in life. In the blog article below, we discuss the crucial importance of a compelling benefits package - and how to create one for your employees. https://lnkd.in/dZiy5ndc Take action today by clicking the link below to speak with one of our expert reps about setting up benefits for your staff! https://lnkd.in/e4CtcY2 #benefits #employeebenefits #benefitspackage #employeeretention #efficienthr #hiringtips

We all know the score when it comes to leap years. Once every four years we have an extra day in the calendar, the 29th of February. The last one was in 2020, so we’re due one this year. While most of us just get an extra day in the calendar, employers may be unsure if they need to pay their employees extra for that day's work 🤔💭 We explore this in our latest blog post 📖➡️ https://lnkd.in/ePW4qvX7 #LeapYear #ExtraDay #February29th #EmploymentLaw #HRInsights

When considering whether you are required to allow unpaid time off, it depends on why your employee needs the unpaid time off and what you’ve done in the past. Read our latest blog post for a full explanation of when you do and do not have to allow unpaid time off as an employer >> https://www.rfr.bz/lmfwdeu #HR #EmploymentLaw #HRProfessionals #HRConsulting

Five New California Laws Employers Need to Know https://buff.ly/3RuvzCV Any questions on California guidelines for small business owners: https://buff.ly/3GvNxPj #payroll #payrollservices #smallbiz

In the corporate world, unchecked accumulation of employee leave can stealthily burgeon into a significant financial concern, particularly when it comes to terminal leave payouts. Every day, organisations without diligent leave management are confronted with large terminal leave balances that have to be paid to departing employees. This is where Subi steps in, offering a strategy that converts your liability into an employee perk, and offers delayed repayment options that allow businesses to spread annual leave repayments over multiple pay cycles. By enabling employees to cash out their unused excess annual leave, Subi not only provides immediate financial relief to the workforce, but also helps companies maintain lower financial liabilities in an admin and complex-free way. Let Subi help you and your teams by signing up today at www.subi.au or booking in a demo so our team can show you around our platform