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Ditch the Drama®

 

Drama-filled, energy-zapping interactions live in every organization. The victim / villain / hero dynamic may fill seats in the box office, but in business it kills productivity, neutralizes innovation and obstructs growth.

That’s why we’re delighted to bring you Ditch the Drama®, a dynamic half-day learning experience created by our friends at StartHuman. It offers real-world examples, with drama-busting techniques and tools to boost productivity, provoke innovation and empower growth.

With Ditch the Drama®, you’ll be able to:

  • Avoid the 3 biggest pitfalls that keep interactions dysfunctional
  • Recognize when you and others are in the drama triangle
  • Move from drama-enabling to drama-busting
  • Shift perspectives—even in the stickiest of situations

Ditch the Drama® learning event will be held on:
Friday, October 6, 2017
10:30 a.m. to 3:00 p.m.
Lunch is Included!

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New Nevada Pregnant Workers’ Fairness Act

Are You in Compliance with the New Nevada Pregnant Workers’ Fairness Act?
By: Melissa Marsh, M
A, SPHR, SHRM-SCP

Did you know that Nevada employers have a new legal obligation to pregnant employees? On June 2, 2017, the Nevada Pregnant Workers’ Fairness Act (SB 253) was adopted and it applies to employers with 15 or more employees. Notice requirements under this bill went into effect on June 2, 2017, and the remainder of the Act becomes effective on October 1, 2017.

The Act requires that employers must give certain notices to all employees and additional notices to pregnant employees within a specific timeline of learning about the pregnancy.

According to labor attorney, Molly Malone Rezac with Ogletree, Deakins, Nash, Smoak & Stewart, P.C.:

there are three specific times when notice must be provided:

  1. The employer shall post the notice in a conspicuous place at the place of business of the employer that is located in an area accessible to employees.
  2. The employer shall provide the notice to all new employees.
  3. The employer shall provide the notice (again) to an employee, within 10 days after the employee notifies their immediate supervisor that they are pregnant.
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Working with an HR Consultant Can Be Cost Effective

HR Consultants: A Cost-Effective Option for Small Businesses
By: Melissa Marsh, MA, SPHR, SHRM-SCP

What does HR mean to you?

As a small business owner or operator, Human Resources or HR, probably equates with finding employees as quickly as possible and getting them on task right away.

What about after employees are hired?

Then, HR means dealing with small issues that pop up—and, then, turning to the Internet to educate yourself on tricky situations and hoping for the best.

It doesn’t have to be that way.

Is it possible to use an HR consulting company in a cost-effective way?

HRinDemand is constantly searching for and implementing easy-to-use tools for our clients. For instance, small businesses don’t need a large, full-blown Employee Handbook. HRinDemand offers an Employee Rulebook for those employers with less than 10 employees—and it is half the cost of a full employee handbook. This way, small businesses can comply with pertinent regulations and appear professional, knowledgeable and organized from the first day a new employee starts work.

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Employee Handbook: 13 Reasons Your Company Needs One

Giving employees a custom employee handbook can help your company with employee communications and expectations. A comprehensive Employee Handbook: communicates your company’s expectations of employees gives your company a sense of professionalism and efficiency establishes and communicates legally compliant company…

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Help! My Employee has a Serious Complaint

What do I do?

Complaint InvestibationsIf your company has never received an employee complaint of harassment, discrimination, law/safety violations, retaliation or other serious complaints—congratulations!

Handling these complaints is an important part of your business. How you handle them can affect your business. Whether you resolve an issue or end up in court is impacted by the process you follow and the follow-up you provide.

If you, as a business owner or manager, are directly involved in any of these complaints, it is recommended that you hire an outside service to conduct the investigation to avoid the possibility of bias or the appearance of bias.

According to the U.S. Equal Employment Opportunity Commission (EEOC), of all private sector charges filed with the agency, these claims were the most common:

45% retaliation

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