May 2023 Edition

RKL’s Workforce Strategies team is here to help you navigate the complexities of today's HR environment with the updates, reminders and insights you need to maximize your most important asset — your people. We value your feedback, so let us know what you think of this newsletter!

What’s on the minds of your HR peers? Check out this recent client FAQ.

Q: How can we incentivize safety in our workplace? What are some best practices or incentives?

A: Safety is often an important metric to measure an organization’s success, especially in industries like manufacturing, distribution and construction. Workplace accidents and injuries can result in downtime, lower productivity and even financial penalties, like fines or higher workers’ compensation premiums.

There are several ways to positively reinforce safety programs, with training and reminders/updates at the top of that list. We’ve seen companies use bonuses or financial incentives to encourage safer workplace behaviors, and always warn them to be careful about what they are incentivizing. If employees are financially rewarded for going X number of days without an accident, you may inadvertently be encouraging counterproductive behavior, such as underreporting of hazards or incidents. A better option may be to include safety metrics as one of several factors that play into your organization’s bonus or incentive program.

…the COVID-19 public health emergency ended on May 11?

This means that both COVID-19 related emergencies have ended, with the separate national emergency wrapping up on April 11. Both of these orders had big implications for benefits and policies, including extended COBRA eligibility, expanded HSA usage and vaccination coverage.

As your organization winds back the many COVID-related accommodations and policies, here is a recap from SHRM and FAQ document from the U.S. Departments of Labor, Health and Human Services, and Treasury.

…the Pregnant Workers Fairness Act will take effect on June 27, 2023?

 We included the PWFA in our January 2023 roundup of new federal laws dealing with workplace behavior and accommodations — click here and scroll to the Regulatory & Policy Update for a refresher.

Generally speaking, the PWFA does not impose significant new requirements on employers, but now is an opportune time to review your employee handbook to make sure your approach to developing reasonable accommodation for pregnant employees meets the new standard. Check out this legal perspective from myHRcounsel.com.

New York State Pay Transparency Law Applies to Remote Work

NY Governor Kathy Hochul recently signed an amendment that expands the state’s new pay transparency requirements to not only jobs performed in the state but also remote positions that report to a NY-based office, supervisor or work site. Enforcement of these new compensation disclosure requirements for job postings will start in September and applies to employers with four or more employees.

If your organization does not already include salary ranges in its job postings, now is the time to start, since it can be a tedious process. Here are some things to consider:

• Make sure your compensation practices are buttoned up. Want to ensure you’re meeting the mark in your region or industry? A compensation analysis can help.
• Assemble the necessary ranges for all job postings, and make this part of your recruiting process moving forward.
• Consider what kind of range you’re going to use, such as a full one or a minimum to midpoint strategy.
• Before listing any salary ranges, boost transparency among your team by communicating your pay philosophy and benchmark methodology.

Our Workforce Strategies team loves to read, listen and learn new things about the dynamic field of HR. So we created this new section to offer our reviews and recommendations. To start, we moved our ongoing book review of Love + Work here.

Book Review: Love + Work, “Love is Attention: Why Doesn’t George Clooney’s Sister Act”

Do you have siblings? Have you ever wondered why you are so different? You were raised in the same way by the same parents, with the same schooling and opportunities. But yet you wound up being extremely different people.

As Marcus Buckingham explains in Chapter 4 of Love + Work, the reason is that no one has the same brain. We’re all unique in how we think, experience events and find inspiration and joy. He uses the Clooney siblings as an example. Despite having a famous actress as an aunt, George and his sister pursued very different passions (acting for him, accounting for his sister), all because their brains are wired differently.

Think about the times you notice something no one else does or laugh at something no one else finds funny. You may research a topic that’s not of interest to anyone you know. These are all indications of your true self — the interests and loves that may have been stifled growing up because they weren’t the norm. In fact, the things you love are not strange; they make you who you are. Next month, we’ll look at Chapter 5, “Instinct: Can I Be the King?” where Buckingham explores how to understand your loves in more detail and the three signs to watch for.

We hope these tidbits and takeaways from Love + Work inspire you and help you bring enjoyment to the things that you do, whether it is personal or professional. And if you’re reading along or want to share any feedback — drop us a line!

Monica Miller, CPP
Client Service Senior Associate  

Connect with Monica on LinkedIn

What is your area of expertise or focus?

In my 17 years of working within the payroll industry, I have picked up a good deal of expertise along the way. My focus areas include payroll auditing, resolving discrepancies, employee management, new hire processing, payroll tax compliance, payments and reporting, and payroll system management. I do love to find solutions — there is satisfaction in solving a problem!

What do you enjoy most about your job?

I am most motivated by collaborating and working towards something big — a common goal. Every day at work is an opportunity I have to contribute to the growth of RKL Virtual Management Solutions. It brings satisfaction knowing I have done my best to improve something or create something great. 

What are you watching/reading/listening to right now?  

I am an avid reader and audiobook listener. The last book I read was “Leadership Not by the Book” by David Green. I am currently reading “Extreme Ownership” by Jocko Willink and Leif Badin. I am listening to “The Bible Recap” by Tara-Leigh Cobble. I also listen to various leadership, business and finance podcasts. My husband and I watch NFL and college football (Go Eagles and Roll Tide), college softball (Go Tigers) and major league baseball (Go Yankees). Aside from sports, I love the TV show Yellowstone.