June 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!

Here are the trends and hot topics we’re tracking this month.

June is the Month of Juneteenth and Pride

In 2021, President Joe Biden signed a bill that declared Juneteenth (June 19) a federal holiday. Because of this ruling, many organizations now offer this as a paid holiday or offer floating holidays employees can use on a day of their choice. It's a great opportunity to host a day of company-sponsored service or to attend a historical event to make it a meaningful experience and day of commemoration. 

June is also Pride Month. Research from SHRM suggests that companies still have work to do when it comes to embracing DEI. Around 75% of employees who identify as LGBTQ+ feel as if they're treated fairly at work and 71% would describe their workplace as inclusive. Meaningful DEI initiatives are crucial for helping employees to feel seen and included at work. If you're looking for ideas on ways to engage your employees in DEI initiatives, check out this downloadable PDF from Lancaster SHRM. 

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

Q: With the rising inflation rates and competitiveness around salaries, how can we ensure our total compensation package remains attractive?

A: Many organizations undergo an annual process to adjust base compensation rates to reflect changes in market conditions. The adjustment process allows employers to protect the value of their employees’ wages against inflation and remain competitive in a changing labor landscape. Don’t forget that base compensation is not the only piece of an employee’s total rewards package that is impacted by changing economic conditions. Be sure to evaluate your fringe benefits as well. One area that is easily forgotten is the car reimbursement. Due to increasing cost of gas and car maintenance, the mileage rate has been adjusted. If you offer vehicle allowance to certain employees, consider also adjusting your vehicle allowance to account for the increased cost of cars and car maintenance. 

...that small businesses have to offer Mini-COBRA to departing employees?

Employers with no more than 19 employees that offer health insurance must offer Mini-COBRA coverage to a departing employee. Mini-COBRA extends coverage under the employer's health care plan for up to nine months. 

...there are ways to get compensation data for free or at a low cost?

Check into associations, industry groups or local chambers and participate in compensation surveys or download a survey to get the data for free or at a low cost. These surveys are often free to participate in, and participants can then purchase the results. 

In-Person I-9 Verifications go Back into Effect on August 1

Starting August 1, employers will have to complete I-9 verifications in person once again. The U.S. Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) is allowing employers until August 31 to make the transition and comply.

These verifications were allowed to be done remotely under a flexibility granted by the COVID-19 pandemic. Now that the public health emergency has ended, this flexibility has sunset.

Questions about reaching I-9 compliance?

The Department of Labor has Released a New FMLA Poster

To help employees understand their rights under the Family and Medical Leave Act, the DOL has released a new poster. Download the poster here. As a reminder, this poster should be displayed in a visible location, even if no employees are eligible.

Book Review: Love + Work, Conclusion of Part I

When you think of your work and the job you do daily, is there anything you love about that job? You don’t have to love all of it, but you should enjoy some parts.

When you are doing something that you love and something that gives you passion, time speeds up because you are enjoying the activity and are unaware of yourself or time. While not all of us love everything we do in our jobs, every single day, we should find what Marcus Buckingham refers to as “your red threads.” You may be thinking, "Red thread? I don’t work with fibers; what is this red thread?"

Your red thread, as Marcus explains, are activities that give you positive emotions when you are doing them. They excite you and drive you to want to do more. Your red thread is often linked to your "wyrd" (your distinct spirit). While not everything in our jobs may be our red thread, there may be pieces within your daily job that are that red thread. Maybe coaching your team drives you and gives you positive energy to want to do more and see them continue to succeed. It could be preparing budgets and finding ways to save the company money. Whatever it is, when you find it, try to incorporate that into your daily or weekly activities.

Encourage your team to find their red threads as well. Each person may have something different, and together your team can have more positive energy throughout the day because they are all finding those things that drive them and that they enjoy doing.

If your red thread isn’t obvious when you think about it, try asking yourself the following questions related to the things you frequently do.

When was the last time…

• you lost track of time?
• you instinctively volunteered for something?
• someone had to tear you away from what you were doing?
• you felt completely in control of what you were doing?
• you surprised yourself by how well you did?
• you were singled out for praise?
• you were the only person to notice something?
• you found yourself actively looking forward to work?
• you came up with a new way of doing things?
• you wanted the activity to never end?

These questions can be used by you and your team to think about what that red thread could be. When you go through the questions, answer them instinctively, off the top of your head. Once you find that red thread, the goal is to weave them into your daily activities.

Once the red threads are identified, then your strengths will often just click into place. You will find yourself operating with more positive energy throughout the day, even during activities that you are not fond of doing. 

We hope you have enjoyed Part I of Love + Work. We encourage you to share the information with your team to help to build a stronger team by identifying their individual strengths and passions within the workplace.

Stay tuned for Part 2 — "Seven Devils (You’ll Meet Along the Way and How to Outwit Them)."

Instead of spotlighting one team member this month, we’re sharing some of the Workforce Strategies team’s favorite summer activities.

"I love taking a walk that ends with ice cream." — Lauren Stricker, Workforce Strategies Senior Analyst

"Every year, we do a family road trip to visit family in another state." — Cyndi Paro, Workforce Strategies HRIS Specialist

"We're a pool family; we try to go as much as we can in the summer!" — Katie Euler, Workforce Strategies HRIS Specialist

"I enjoy going to Wildwood, NJ and spending time at the pool." — Lindsay Heist, Workforce Strategies HRIS Solution Practice Leader

"Traveling, picnics and outdoor movie nights with family and friends are some of my favorite summer activities." — Monica Miller, Project Coordinator