# Namely

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### The One Big Beautiful Bill Impact is Reshaping HR: What HR Professionals Need to Know

2025 has brought a wave of regulatory changes that are reshaping how HR teams manage payroll, benefits, and compliance. From federal legislation like the One Big Beautiful Bill Act (OBBBA) to evolving state-level mandates, the pressure to stay compliant is real.



Namely understands the pressures HR and business leaders face and is committed to helping you navigate a workforce where change is constant. In this guide, we’ll unpack:




Federal Changes: What the One Big Beautiful Bill Act Impact Means for HR



State-Level Trends: What HR Teams Need to Watch



How Technology Can Make Compliance Easier



What HR Teams Should Do to Get Ahead of OBBBA’s Impact




Federal Changes: What the One Big Beautiful Bill Act Impact Means for HR



The OBBBA is extensive—spanning 1,000+ pages and covering everything from immigration enforcement to tax reform and healthcare policy. For HR professionals and business owners, the bill introduces a series of changes that will directly affect payroll operations, benefits administration, and workforce compliance.



Here are the key provisions you should be preparing for:



Tax-Free Tips and Overtime



Under the OBBBA, employees earning less than $150,000 annually (or $300,000 for couples) can now deduct up to $25,000 in tips and $12,500 in overtime premium pay from their federal taxable income. This provision is designed to offer tax relief to workers in tipped and hourly roles, particularly in industries like hospitality, retail, and healthcare. Time & attendance and payroll are front and center with this tax-free tip and overtime adjustment.



Impact on HR and Employers:HR teams will need to ensure that payroll systems can accurately track and report these earnings separately. Employers must also prepare for new W-2 formatting requirements, which will require tips and overtime to be listed as distinct line items. For small businesses, this means additional administrative oversight and potential updates to payroll software and employee communication protocols.



HSA Expansion and Telehealth



Beginning in 2026, Health Savings Account (HSA) funds can be used for direct primary care services (up to $150/month for individuals and $300/month for families) and for ACA bronze or catastrophic health plans. Additionally, pre-deductible telehealth coverage is now permanently allowed for HSA-compatible plans.



Impact on HR and Employers:HR teams will need to work closely with benefits providers to update plan documents and ensure employees understand how to take advantage of these expanded options. While this presents an opportunity to offer more flexible, cost-effective healthcare solutions, it also requires clear communication and thoughtful plan design to avoid confusion or noncompliance.



Dependent Care FSA Limit Increase



The annual contribution limit for Dependent Care Flexible Spending Accounts (FSA) will rise from $5,000 to $7,500 starting in 2026. This change is intended to help working families better manage the rising costs of childcare and eldercare.



Impact on HR and Employers:HR teams must update benefits systems to reflect the new limits and ensure compliance with nondiscrimination testing rules. This change can enhance recruitment and retention by offering more meaningful support to working parents—but it also requires careful planning to ensure equitable access and understanding across the workforce.



ICE Enforcement and I-9 Compliance



The OBBBA significantly increases funding for immigration enforcement, including plans to hire over 10,000 new agents and expand workplace audits. Employers should expect heightened scrutiny of I-9 documentation and employment eligibility verification.



Impact on HR and Employers:HR teams must ensure that I-9 forms are completed accurately and stored securely, with processes in place for regular audits and updates. Companies that lack dedicated compliance staff are especially vulnerable to fines and penalties if documentation is incomplete or outdated. This makes proactive compliance and training essential.



State-Level Trends: What HR Teams Need to Watch



While the One Big Beautiful Bill Act (OBBBA) is a federal law, its ripple effects are being felt across states—many of which are introducing or updating their own employment regulations in response to broader national shifts.



For HR teams and business owners, these state-level changes add another layer of complexity to workforce management, especially for organizations operating in multiple jurisdictions.



Here are the key trends to monitor:



Earned Sick Leave Expansion



At least nine jurisdictions—including Philadelphia, Chicago, and Alaska—have introduced or updated earned sick leave laws. These changes vary widely in terms of accrual rates, eligibility, and usage rules.



Impact on HR and Employers:HR teams must stay on top of local ordinances and ensure that leave policies are compliant in every location where employees work. This includes updating employee handbooks, adjusting accrual tracking systems, and training managers on new requirements.



For businesses with lean HR teams, the administrative burden of managing multiple leave policies can be significant—and noncompliance can lead to costly penalties.



Pay Transparency Laws



States such as Illinois, Minnesota, New Jersey, Vermont, and Massachusetts have enacted or proposed laws requiring employers to include salary ranges in job postings. Some laws also mandate internal pay audits and employee access to compensation data.



Impact on HR and Employers:These laws are reshaping how organizations approach compensation strategy and talent acquisition. HR teams must ensure that job descriptions are updated and that salary bands are clearly defined and consistently applied.



For many businesses, this may require a cultural shift toward greater transparency and a review of pay equity practices—both of which can be resource-intensive but are increasingly expected by job seekers.



Minimum Wage Updates



More than 80 jurisdictions are expected to update their minimum wage rates by the end of the year. These changes may be tied to inflation, cost-of-living adjustments, or new legislative mandates.



Impact on HR and Employers:HR and payroll teams must monitor wage changes closely and adjust pay rates accordingly to remain compliant. For businesses operating in multiple states or cities, this can create budgeting challenges and require frequent payroll updates. Failing to comply with minimum wage laws can result in back pay obligations, fines, and reputational damage.



E-Verify+ and Employment Verification



The federal government is piloting E-Verify+, a new system that integrates Form I-9 into a digital verification platform. While not yet mandatory, the system is expected to become a standard soon.



Impact on HR and Employers:HR teams should begin preparing for a shift toward digital employment verification. This includes reviewing current I-9 processes, ensuring documentation is complete and accessible, and staying informed about rollout timelines.



Transitioning to a new system may require training and investment in updated tools, but early adoption can reduce risk and streamline onboarding.



How Technology Makes Compliance Easier



As outlined above, the OBBBA requires significant attention and potential adjustment to your current processes associated with payroll, time tracking, benefits, and compliance. The good news is there are solutions that can help—from HR and payroll systems to all-in-one Human Capital Management (HCM) platforms like Namely, technology can make navigating regulatory changes much simpler.



Here’s how:




Automation: Reduce manual work with automated payroll, benefits, and compliance workflows.



Configurability: Tailor policies and settings to meet federal, state, and local requirements.



Visibility: Access real-time reporting and dashboards to monitor compliance status.



Employee Experience: Empower employees with self-service tools and clear communication.



Scalability: Adapt quickly as your workforce grows or regulations change.




What HR Teams Should Do to Get Ahead of OBBBA’s Impact



To stay ahead of the One Big Beautiful Bill Act and other regulatory laws, HR teams should take a proactive approach.



Here’s how to prepare:



1. Review Payroll and Benefits Configurations for 2026 Readiness




Audit your payroll setup to ensure it can track and report tips and overtime separately, as required by new W-2 formatting rules.



Update contribution limits for HSAs and Dependent Care FSAs in your benefits system.



Ensure your payroll engine is configured to support new tax deductions and credits.




2. Update Job Posting Templates to Meet New Pay Transparency Laws




Review job descriptions and compensation disclosures to comply with new state-level transparency mandates.



Work with hiring managers to standardize salary bands and ensure consistency across postings.



Use recruiting tools to embed compliant templates and streamline approvals.




3. Audit Sick Leave Policies for Local Compliance




Check your leave policies against updated regulations in jurisdictions like Philadelphia, Chicago, and Alaska.



Configure your time and attendance module to reflect local accrual rules and eligibility criteria.



Communicate changes clearly to employees.




4. Monitor Federal and State Guidance on Employment Verification




Stay informed about the rollout of E-Verify+ and potential mandates for digital I-9 integration.



Use compliance tracking tools to ensure your documentation is complete and audit-ready.



Prepare to transition to digital verification workflows as regulations evolve.




5. Educate Employees on New Savings Opportunities




Launch internal campaigns to explain how the new HSA and FSA rules benefit employees.



Make FAQs, webinars, and enrollment guides accessible to employees wherever it is convenient for them, including mobile devices.



Encourage employees to review and update their elections during open enrollment.




6. Conduct a Compliance Health Check




Schedule a review of your HR policies, payroll settings, and benefits offerings with your broker, attorney or a compliance expert. [Check out Namely’s Managed Services.].



Use reporting tools within your current systems to identify areas of risk or non-compliance.



Create a roadmap for implementing necessary changes before the 2026 deadlines.




Legislation like the OBBBA and state-level reforms are more than compliance updates—they’re opportunities to improve employee experience, streamline operations, and build trust. Namely is here to help with technology and services that enable you to turn complexity into clarity and stay focused on what matters most: your people.



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### Quiet Cracking: The Hidden Strain Beneath the Surface

A new workforce challenge is emerging: Quiet Cracking. Unlike Quiet Quitting, where employees disengage and scale back their efforts, quiet cracking describes employees who appear engaged but are silently struggling—emotionally, mentally, or physically.



They’re still showing up, still performing… but beneath the surface, they’re nearing a breaking point. And because they’re not vocal about their struggles, their decline often goes unnoticed until it’s too late.



Quiet Cracking vs. Quiet Quitting: What’s the Difference?



Both quiet quitting and quiet cracking have made headlines beyond the HR space. It’s vital that employers and HR leaders understand the distinct difference between the two.



Quiet QuittingQuiet CrackingIntentional disengagementUnintentional emotional or mental strainEmployees set boundaries to avoid burnoutEmployees push through despite burnoutOften visible through reduced outputOften invisible until a breakdown occursA form of resistanceA cry for help masked by performance



Quiet cracking is harder to detect—and potentially more damaging—because it hides behind a façade of productivity.



How to Spot Quiet Cracking



Recognizing quiet cracking requires more than tracking performance metrics. Look for:




Behavioral shifts: Withdrawal, irritability, or sudden silence



Loss of initiative: Quiet cracking leaves people frazzled. This often leads to fewer ideas, and less collaboration with teammates.



Absenteeism: More sick days or time-off requests. There is also a possibility that those struggling with quiet cracking won’t feel comfortable submitting PTO out of fear of missing work or feelings of instability/judgment from taking time away.



Signs of burnout: Excessive stressors can eventually compound into quiet cracking. Seventy-six (76%) of employees experience burnout on the job at least sometimes, and 28% say they are burned out "very often" or "always" at work. Burnout includes: Fatigue, anxiety, or emotional exhaustion. Download our Employee Burnout Prevention Handbook for tips on combating this growing challenge.




As the ones most likely to detect quiet cracking first, frontline managers need to be trained on what to look for and how to address this situation when it presents itself. By requiring specific training that helps managers learn the signs of quiet cracking and provides steps leaders can take to reduce burnout, boost psychological safety and protect performance, HR can arm managers with the knowledge and tools they need.



How Quiet Cracking Impacts Employers



The cost of quiet cracking is real:




Lost productivity - Lost productivity and turnover are among the most expensive consequences of burnout, which can lead to quiet cracking. A study in the American Journal of Preventive Medicine estimates that burnout costs American companies between $4,000 and $21,000 per employee annually due to lost productivity and turnover. For a company with 1,000 employees, that could mean losses of approximately $5 million annually.



Team disruption - Employee burnout can cost employers 0.2 to 2.9 times the average cost of health insurance, and 3.3 to 17.1 times the cost of training per employee. (APA)



Higher turnover



Damaged employer brand




In turbulent times, businesses need to be proactive—not reactive.



Getting Ahead of Quiet Cracking



HR software like Namely’s Human Capital Management (HCM) platform can help HR teams and managers potentially identify warning signs so you can support employees before they reach a breaking point. And while HR can’t alleviate all external stressors employees might face, equipping employees with tools that make it easier for them to manage their professional life can help reduce unnecessary stress.



1. Performance Management That Builds Positivity



Namely’s performance tools enable continuous feedback, goal tracking, and recognition. This helps:




Reinforce positive behaviors



Surface early signs of disengagement



Foster a culture of transparency and support




2. Data-Driven Feedback Channels



Namely’s analytics and survey tools help HR teams:




Identify burnout risks



Enable anonymous feedback



Act quickly on employee sentiment




With real-time insights, you can turn data into meaningful action.



3. Anytime, Anywhere Self-Service



With Namely’s mobile app, employees can quickly and easily:




Request time off or shift changes



View benefit coverage



Engage with other employees




When employees feel supported in taking care of themselves, some weight is lifted off their shoulders.



Your Partner for a People-First Culture



Quiet cracking is a silent signal that something deeper is wrong, and it is a growing concern companies need to be aware of and prepared to address through training, empathy and wellness programs. Namely is here to support HR teams with challenges like quiet cracking, offering tools to help you build a workplace where employees feel safe, supported, and empowered.



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### 2025 U.S. Minimum Wage Rates: State by State Updates

Minimum wage compliance is more complex than many businesses assume. With evolving state and local ordinances, inflation-driven adjustments, and ongoing federal discussions, employers must constantly monitor and apply changes to stay compliant.
At the federal level, the Fair Labor Standards Act (FLSA) requires nonexempt employees in both private and public sectors to be paid the higher of the federal, state, or local minimum wage. As of 2025, the federal minimum wage remains $7.25 per hour, unchanged since July 2009. However, more than half of U.S. states, plus Washington D.C. and several U.S. territories, enforce higher minimum wage rates with many states introducing annual increases tied to inflation to address rising costs of living.
Which States Have Minimum Wages Higher Than the Federal Rate?
Alaska, Arizona, California, Colorado, Connecticut, District of Columbia, Delaware, Florida, Hawaii, Illinois, Maryland, Massachusetts, Maine, Minnesota, Missouri, Montana, Nebraska, New Jersey, New Mexico, Nevada, New York, Ohio, Oregon, Rhode Island, South Dakota, Vermont, Virginia, WashingtonIf any of your employees work in states or cities where the minimum wage exceeds the federal rate, you’re required to pay the higher applicable rate. Employers operating across multiple jurisdictions should ensure payroll systems can track and apply the correct rates consistently.


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Minimum Wage Rates by State: 2025
Note: Some cities and counties enforce higher rates than state baselines.



State / Jurisdiction
2025 Minimum Wage


Alabama
$7.25*


Alaska
$13.00


Arizona
$12.80


Arkansas
$11.80


California (Statewide – Outside Local Jurisdictions)
$16.50


California (Local Jurisdictions)
 


Alameda
$17.46


Berkeley
$19.18


Emeryville
$19.90


Fremont
$17.75


Los Angeles (City)
$17.87


Los Angeles (County – Unincorporated Areas)
$17.81


Long Beach – Hotel Workers
$25.00


Long Beach – Concessionaire Workers
$18.58


Malibu
$17.27


Milpitas
$18.20


Pasadena
$18.04


San Francisco
$19.18


San Francisco – Government Supported Employees
$16.97


Santa Monica (General)
$17.81


Santa Monica (Hotels)
$22.50


West Hollywood – Hotel Workers
$20.22


Colorado
$12.56


Connecticut
$14.00


Delaware
$10.50


District of Columbia
 


General Minimum Wage
$17.95


Security Officers
$19.39 (includes $5.36/hour benefits)


Florida
$14.00 (effective 9/30/2025)


Georgia
$7.25*


Guam
$8.75


Hawaii
$10.10


Illinois (Chicago)
 


4 or More Employees
$16.60


Subsidized Temporary Youth Employment
$16.50


Indiana
$7.25*


Iowa
$7.25*


Kansas
$7.25*


Kentucky
$7.25*


Louisiana
$7.25*


Maryland (Montgomery County)
 


Large Employers (51+ employees)
$17.65


Mid-Sized Employers (11–50 employees)
$16.00


Small Employers (10 or fewer employees)
$15.50


Massachusetts
$14.25


Maine
$12.75


Michigan
$9.87


Minnesota (St. Paul)
 


Small Businesses (6 to 100 employees)
$15.00


Micro Businesses (5 or fewer employees)
$13.25


Youth Workers
$12.75


Mississippi
$7.25*


Missouri
$11.15


Montana
$9.20


Nebraska
$9.00


Nevada
 


Without Health Benefits
$10.50


With Health Benefits
$9.50


New Hampshire
$7.25*


New Jersey
$13.00


New Mexico
$11.50


New York
$13.20


North Carolina
$7.25*


North Dakota
$7.25*


Ohio
$9.30


Oregon
 


Standard (Statewide)
$15.05


Portland Metro Area
$16.30


Nonurban Counties
$14.05


Oklahoma
$7.25*


Pennsylvania
$7.25*


Puerto Rico
$8.50


Rhode Island
$12.25


South Carolina
$7.25*


South Dakota
$9.95


Tennessee
$7.25*


Texas
$7.25*


Utah
$7.25*


Vermont
$12.55


Virginia
$11.00


Virgin Islands
$10.50


Washington (Local Jurisdictions)
 


Burien – Level 2 Employers (21 to 499 employees)
$20.16


Renton – Mid-Size Employers (15 to 500 employees)
$19.90


Everett – Large Employers (501+ employees)
$20.24


Everett – Other Covered Employers
$18.24


Tukwila – Mid-Size Employers
$21.10


West Virginia
$8.75


Wisconsin
$7.25*


Wyoming
$7.25*



* States with no state minimum wage or minimum below federal. The federal rate applies.
What States Are Increasing Minimum Wage in 2025?
These are the 4 states scheduled to raise their minimum wage in 2025:


Alaska:$13.00 Effective July 1, 2025District of Columbia:$17.95 Effective July 1, 2025Florida:  $14.00 Effective September 30, 2025Oregon (Statewide):$15.05 Effective July 1, 2025



Note: States without updates in the guide retain their previous rates.



Cities and Counties with a Higher Minimum Wage: 2025



The following cities and counties have higher minimum wages than their state’s baseline as of mid-2025:



Alameda, California



Berkeley, California



Emeryville, California



Fremont, California



Long Beach, California (Hotel Workers + Concessionaire Workers)



Los Angeles County (Unincorporated Areas), California



Los Angeles City, California (General + Hotels 60+ rooms)



Malibu, California



Milpitas, California



Pasadena, California



San Francisco, California (General + Government Supported Employees)



Santa Monica, California (General + Hotels)



West Hollywood (Hotel Workers), California



Chicago, Illinois



Montgomery County, Maryland (Large, Mid-Sized, and Small Employers)



St. Paul, Minnesota (Small Businesses, Micro Businesses, Youth Workers)



Oregon (Portland Metro, Nonurban Counties)



Burien, Washington



Renton, Washington



Everett, Washington (Large Employers + Other Covered Employers)



Tukwila, Washington



Don’t Let Wage Changes Catch You Off Guard: Get Our Guide



With new state increases, local ordinances, and inflation-based adjustments, employers need a clear view of where—and how—rates are shifting. Whether you're managing payroll in one location or across multiple jurisdictions, keeping up with minimum wage compliance is essential.



That’s why we have gathered the Minimum Wage Updates for July - December 2025 into a single resource that includes:




Wage updates for 30+ states, cities, and counties



Effective dates, tipped wage changes, and rate comparisons



Links to official sites and jurisdiction-specific resources




Why It Matters:



Failing to comply with the correct rate—even by a few cents—can lead to penalties, back pay, and reputational damage. If you have employees in places like Los Angeles, Montgomery County, or Portland, you may be subject to different rates depending on job type, business size, or even zip code.



Grab your copy for the latest minimum wage updates and ensure your payroll stays compliant.



Minimum Wage Compliance Is Easier with Namely



Maintaining compliance with federal minimum wage laws can be confusing as minimum wage varies between states, as well as among cities, counties, and types of workers. Using a configurable human capital management (HCM) platform can streamline your payroll and tax processes with ease. This can make handling unlimited pay rates, time collection rules, and shift differentials a much easier process. Being able to update minimum wage rates by worksite and location can also be extremely beneficial for employees and employers alike.



To learn more about how a single HCM system can streamline your HR & payroll processes, check out How an Integrated HCM Platform Simplifies HR and Payroll.

### Tech-Forward HR in Manufacturing

Creating a Cutting-Edge Culture Inside Your Company



Even if a resurgence in U.S. manufacturing is driven by some nostalgia, the reality is considerably more futuristic. The fabrication of large durable goods is increasingly roboticized. And precision machine tools are crafted on finely calibrated and ultra-specialized devices that require years of schooling to master. All of these are controlled through computer interfaces.



Just as factory equipment has become more computerized and is constantly adapting to market requirements, HR systems have seen similar advances. This evolution has contributed to record productivity in the U.S. and brought the nature of manufacturing into what has been (prematurely) called “The Post-Industrial Age.”



Even HR software has evolved into Human Capital Management (HCM) software. Employees are no longer considered a “resource” like steel or oil, but a critical asset contributing to the company’s capitalization. By managing personnel through an HCM platform, manufacturers can attract and retain the skilled professionals they need, empower them to achieve maximum productivity, and strategically connect the shop floor to the corner office to help even leadership do a better job.



Because a full-featured HCM integrates every aspect of employee engagement, we’ll just touch on a few features that were rarely seen in yesterday’s factories.



Welcome Aboard



The first concern of many manufacturers is finding and hiring the skilled professionals they need. In May, 2025, the unemployment rate in the manufacturing sector was 3.6%, considerably lower than the 4.2% rate for the overall economy. The overall economy also showed there were only 96.9 unemployed workers for every 100 job openings in the U.S. In other words, the competition for qualified workers is significant.



That makes recruitment all the more critical for manufacturers looking to grow their business or fill skills gaps. This is one strength of an Applicant Tracking System (ATS) as part of a HCM platform. Hiring managers and HR can collaborate on job postings which can then be fed directly into the most popular job boards. When candidates respond, the system will accept their resumes and automatically parse them for easy evaluation.



Once hired, the system welcomes them and helps automate the documentation and onboarding so the entire process can move quickly and smoothly. This frees HR and management to focus on the individual, personalizing their welcome, and getting them into the mix. The sooner a new worker feels like a contributor, the happier they are.



The entire process feels both sleek and warm, and makes the company feel like a place the best people will want to work. Exactly what new candidates entering the workplace want to see and feel.  



Clocking In is Out



Workforce Management (WFM) might sound like another name for HCM. But it is, in fact, just one component of a full-featured system. WFM includes time-tracking which can look nothing like punch-clocks.



Proximity sensors or badged entry can integrate access controls with time-tracking. This ensures better security and record-keeping accuracy. Time-tracking data also flows (or should!) into the payroll package, eliminating friction and stress from payroll runs. Better WFM modules include a mobile app for field personnel like sales, installers, or service to check in and out.



As for scheduling, a total integration with employee profiles, pay rates, and PTO schedules, helps shift schedules to practically build themselves. The system ensures the right skill sets are on duty when needed while avoiding unnecessary overtime. Even the scheduling of PTO is a few clicks for requests and approvals.



This frees management to only deal with exceptions, which are limited. The smart, digital dynamic feels truly modern, giving every organization the glow of a cutting-edge company. This is the new reality of factory work.  



Assembly Circles, Not Lines



Quality Assurance (QA) should apply as much to people as it does to products. Performance reviews are where that happens in today’s workplaces. But the criteria need to be more than widgets-per-minute output, Quality matters even more than quantity, and the opportunities for personal development through training are greater than ever.



A complete HCM enables 360° performance reviews that bring in coworkers and other stakeholders along with managers to give employees the most nuanced perspective possible on their workstyle. And it’s not just a one-way process. Today’s performance review process can be a dialogue with employees empowered to help find their way to their full potential.



This underscores the fact that employees are assets to modern companies, not simply a resource. This fosters dedication to the company and mitigates employee turnover. The records of these exchanges also document labor law compliance and the character of the workplace. In the event such records are needed, they will put the company in the best possible light.



Shop Floors Without Walls



This employee-centric approach is especially critical in today’s modern manufacturing landscape. Around three-quarters of manufacturing firms in the United States have fewer than 20 employees, and 93% have fewer than 100. This generates a community dynamic that the right HCM software can promote and amplify.



Employee self-service is one such feature. By giving employees a company portal to manage their own accounts, they feel a greater sense of belonging and ownership. This also increases the efficiency of reviewing pay stubs and tax records, benefits election and administration, PTO requests, and more. The more employees can do for themselves, the fewer clerical tasks fall on your administrators.



The comprehensive integration of employee data also gives executives the information they need to make better strategic decisions. Leadership is always going to be removed from the nitty-gritty of even the most tight-knit company culture. Patterns in the reporting can help them decide where to focus their attention. And the hard data behind those toplines will let them be more surgical in their planning.



In a way, this lets companies give their employees as much detailed attention as they give to the products they make and the customers they serve. This is the true nature of modern manufacturing. It is also the kind of company where today’s talent and skilled professionals want to work.  



Namely HCM: The New Way to Make Things



These are just some of the capabilities a HCM platform brings to the workplace. Besides elevating the atmosphere on the shop floor, a connected workforce also lifts the company’s back office and administration.



The Namely HCM platform is designed specifically for small and mid-sized businesses. With the guidance of its parent company, Vensure Employer Solutions – one of the largest privately-held HR technology and services companies in the world – Namely brings a unique understanding of real-world usage to the product.



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### Summer is More Fun with a Shared PTO Calendar

Avoid Vacation Conflicts So Everyone Enjoys Their Time Off



Different industries have different busy seasons, but summertime is the universal vacation time. Plans for employees to get away can make work schedules challenging as the rest of the team covers for the vacationing colleague. If a serious gap occurs, temporary resources may need to be brought in.



Employees tend to have target getaway dates well before the summer rush. They just need to share those with the company. To avoid conflicts as much as possible, your PTO policy should include guidelines for requests be made in plenty of time for the necessary planning.



Your PTO policy also should clearly communicate how much paid time new employees can take off, how soon after they’re hired they can take it, and how much additional time is accrued according to what schedule. If summer is the company’s busy season, the policy should explain how work assignments and staffing will impact PTO approvals.



Making these policies clear upfront, and reminding employees that the time is available will help with vacation planning. A shared work calendar is another important tool to facilitate planning for both employees and the company. The more transparency, the better.



Scheduling, Simplified



The best tool for an organization’s time management is a full-featured Human Capital Management (HCM) platform. By integrating every aspect of a company’s relationship with its employees, operations can hum with minimal administrative friction. This lets the company put time management and tracking at the heart of the business as needed.



This, in turn, helps speed payroll on a weekly or bi-weekly basis and facilitates shift scheduling daily. And when summer rolls around, a shared calendar enables the synchronization of PTO, harmonizing employees’ plans with the demands of the workload. PTO requests and approvals can be made with one click.



Scheduling software that includes a PTO calendar helps managers make informed decisions about PTO approvals. They can see where there may be gaps in either coverage or required skill sets. If they see issues ahead, managers can negotiate with employees to minimize or eliminate any falloff in work volume or quality.



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The Best Service is Self-Service



Most employees want to do the right thing and often feel guilty about taking time away from work. The second most cited reason for not taking PTO is “self-imposed pressures,” including concern about how they’ll be perceived by their manager. But utilizing PTO is important for several reasons.



Employee burn-out is real and serves no one. Companies have recognized this for a long time; it’s the reason PTO is a thing. PTO policies can influence recruitment and are a signal to candidates about the company’s culture. PTO accruals can also be a financial liability. Better for employees to take their time off than to put the company on the hook for thousands of dollars that may come due at a bad time.



An HCM designed with employee self-service enables employees to check PTO balances and even project those balances for their vacation planning. This empowerment is gratifying, and signals trust in your employees. Since company policies can be loaded into an HCM to serve as rules for how the software performs calculations, any back-and-forth between employees and management is minimized.



This also helps employees feel the PTO is theirs to control. The automated routing for approval feels more like a routine ecommerce transaction than a workflow process. The less friction there is in the process, the more likely employees will make use of it. Summertime goes more smoothly and everybody wins.



Backstops and Back-Fills



When the beach, lakes and mountains are calling, it is not uncommon for companies to find themselves short-handed during the summer months. That’s when utilizing an HCM can pay dividends.



With PTO tracking, scheduling, job descriptions, and recruitment tools part of the same system, managers can more easily identify and fill any gaps. If necessary, they can reach out to HR to find temporary help to fill in during summer vacation season. This helps prevent employee burnout as well as loss of productivity – a win-win for everyone!



Namely Workforce Management: Because Time is Money



An HCM platform that provides the tools you need to keep the office humming pays dividends every day, not just when vacation season rolls around. Advanced Scheduling and Advanced Time Tracking – including PTO – are just some of the features that plug employees into the workflow through Namely Workforce Management (WFM).



Namely’s HCM platform is designed specifically for small and mid-sized businesses. With the guidance of its parent company, Vensure Employer Solutions – one of the largest privately-held HR technology and services companies in the world – Namely brings a unique understanding of real-world usage to the product.



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### Avoiding the Ripple Effect of a Bad Candidate Experience

Bring joy to the applicant experience with Namely's ATS



Join us in a thought exercise: put yourself in the shoes of job applicants across America:



You pour your heart into your resume, tailoring it to what seems like your dream job.



You hit submit, excitement bubbling, only to be met with... nothing. Radio silence. Not even a courtesy email saying "we received your application."



Industry data shows that the average job seeker submits 27 applications before landing a single job interview. Maybe this application is lucky #27 and you land your first job interview -- but it feels like a mess. You’re met with disorganized, unprepared interviewers who look at other screens and call you by another applicant’s name. As a prospective employee, you leave feeling unvalued and walk away questioning if you want to engage with the company again.



And then there's the drawn-out, convoluted process. Interview after interview, assessment after assessment, only to receive a generic rejection email. Or worse, you get ghosted completely. No closure, no feedback; you’re left wondering what went wrong. Back to the application pool – where you hope it takes less than the average 162 job applications to land your next role.



This is the harsh reality of a bad candidate experience. It's demoralizing, frustrating, and all too common. Job hunting is difficult for candidates in the current market. Applicant tracking systems (ATS) like Namely’s can get ahead of headaches and help everyone involved feel seen, heard, cared for, and confident!



In this blog, we’re unpacking:




The consequences of negative candidate experiences



The power of positive candidate experiences



How applicant tracking can improve hiring for both you and your candidates




The Consequences of Negative Candidate Experiences



The exhaustion from poor candidate experience extends beyond the candidate’s life. In today’s world, disgruntled applicants take to social media as vocal detractors – spreading word about their negative experiences with brands and warning others to avoid engaging with certain companies.



TikTok user @natalyahaddix went viral for her recollection of how disrespected she felt during an intensive in-person group application process for Brand IQ in Miami, Florida. She noted a lack of communication and confusion around dates and times of interviews, among other issues. Her comments were filled with TikTok users explaining they’d experienced similar struggles – from getting acceptance letters that weren’t theirs to outright ghosting after months of interviewing.



Haddix’s experience isn’t unique, and discourse around bad hiring experiences isn’t limited to TikTok. Younger generations (and those who have already been in the workforce for decades, like Millennials) are taking companies to task online to do better – and it’s impacting businesses. One scathing Glassdoor review, one critical Yelp post, or one LinkedIn post shared with a broad network can deter top talent from ever applying. Even more detrimental, it can make customers and partners question your company's values and competency.



A bad candidate experience can tarnish your entire brand.



But what if you get lucky enough to still fill roles despite these bad experiences? Those experiences still color how new employees perceive onboarding and can make them hyper attune to feelings of disillusionment among longer-standing employees. This can lead to company-wide issues in:




Low morale



Reduced productivity



Higher turnover



Poor consumer reviews



Cyclical negative experiences.




The Power of Positive Candidate Experiences



On the flip side, a positive candidate experience can be a game-changer for your organization. It reinforces your brand values and showcases your professionalism, positioning you as an employer of choice. When candidates feel respected and valued throughout the hiring process, they come into the workforce positive – and more productive. A study from Aptitude Research found that companies with positive candidate experiences were:




3X more likely to boost employee retention and



2X more likely to improve employee performance.




Even rejections can have positivity to them. 83% of candidates want to know as quickly as possible when they’re no longer being considered for a role. More importantly, they’d like to know why. Over 70% of applicants said getting clear reasoning why they weren’t selected would leave them with a positive impression of the company. Finalists who get feedback on roles they didn’t get are 30-50% more willing to refer other people to the company than those who didn’t get feedback.



By prioritizing a positive candidate experience, you can not only attract the best candidates but also foster a culture of engagement and loyalty from the very beginning.



What Candidates Expect and How Applicant Tracking Systems (ATS) can Meet Those Expectations



Juggling countless resumes, scheduling interviews, keeping everyone in the loop—it's a lot to handle.



However, candidates expect elements like:




Mobile apps to help them access important application and onboarding information.



Status updates from the team regarding their application.



Easy scheduling for next steps in applications and onboarding.



Digital offer letters that keep the process paperless and make roles easy to accept.




Let’s be clear: candidates aren’t being needy. Digital-first generations are taking the tools they’ve grown up with and expecting companies to at least understand the basics of those tools.  



That's where an Applicant Tracking System (ATS) comes in. Think of it as your trusty sidekick, automating and simplifying the recruitment process so you can focus on what really matters: connecting with top talent.



With an ATS like the one from Namely, posting jobs, screening resumes, and communicating with candidates becomes a breeze. No more manual tasks eating up your time. No more risking a candidate slipping through the cracks. It’s a smooth, consistent experience for everyone involved.







Plus, an ATS keeps all your candidate info in one central hub. Imagine a world where all your candidate information is at your fingertips, neatly organized and easily accessible. No more juggling multiple spreadsheets or digging through endless email chains. With an ATS, everything from resumes to cover letters to application materials is stored in one central hub. This means you can focus on what really matters: connecting with candidates and finding the perfect fit for your team.



Applicant tracking creates a seamless, engaging experience for your candidates. With customizable workflows and branding, you can tailor the recruitment process to reflect your company's unique culture and values. From personalized application forms to branded communication templates, an ATS helps you build a consistent, cohesive candidate journey that leaves a lasting impression.



By embracing the power of an ATS, you’re setting yourself up as an employer of choice. In a competitive job market, a standout candidate experience can be the difference between landing top talent and watching them walk away.



The Bottom Line: Great Experiences Pay Off



A bad candidate experience means more than losing out on a great hire. Negative reviews spread like wildfire, making it harder and harder to attract top talent. But when you get it right, that's when the magic happens.



Imagine a talent pipeline that's always full of amazing candidates. Employees who are engaged, excited, and ready to give their all. A reputation that has top talent knocking at your door. That's the power of a great candidate experience.



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### Mobile Applicant Tracking: Fill Summer Slots Fast

Ah, summer! ‘Tis the season when the weather warms and students get a taste of the working world. With school out, teens and college students have time to earn some money, often serving their fellow students who are out in larger numbers, shopping, dining, or just having fun.



Those companies that staff up for the season have quickly learned that securing Gen Z talent requires some adjustments in the recruitment process. The biggest single change should be making sure every part of the process is mobile-friendly. Otherwise, you may fall short of your recruitment goals. This means going beyond simply how content and forms are displayed.



The best way to accomplish that goal is by utilizing an Applicant Tracking System (ATS) designed to work on mobile devices. This will speed up the process for both applicants and hiring managers, simplify administration and documentation, and help energize temporary staff during their time with your company.



An Inviting Mobile Applicant Experience



Since phones are the primary communication form for young people, ads targeting such positions on job boards should link to a mobile-first experience. The application that candidates want to fill out is online software that needs to be easy to use on a phone.



In addition to describing the job, the company, and preferred qualifications, your application will undoubtedly require information from the candidate. The harder this is to complete on a phone, the fewer applications you’ll get. While you may feel this filters out “lazy” applicants, it also can eliminate smart and capable people who don’t want to waste their time with badly designed software.



The more seamless and convenient the application process is, the more candidates you will attract and the better your chances of finding the best people for the job. A modern ATS offers the features to make this happen.



Automation to Find A+ Candidates



Lowering the barriers to generating qualified applicants creates a different challenge: How to sort through them all? This issue has become an early focus of AI development. By standardizing applications in an ATS, you make it easier to compare them. This, in turn, opens the door for automatic and systematic vetting.



AI is the perfect tool for this. By prompting applicant-screening AI with your company’s requirements and preferences, you can automate this initial step to quickly get to a shortlist of prospects. A mobile-first ATS will then enable real-time mobile-friendly communications like SMS texting to move the process ahead.



Coordinating phone interviews with your short list can work the same way, with accelerated scheduling that connects HR and hiring managers to candidates’ calendars (which are probably also on their phones).



Uncomplicated Hiring Compliance



You already know that regulatory compliance presents a special challenge. This is compounded when candidates are engaging with the materials on their phone. Any interaction that requires more than a button click can be a deal-breaker for some candidates. At the same time, the law is the law.



Mobile-first forms – from EEOC questionnaires to permissions to do background checks – gets you the information you need while helping candidates supply it using the one digital tool they have. And, because candidates can handle these forms wherever they are, they can satisfy the requirements as soon as they get them.



On the back end, the ATS is populating the records of the prospective employee in an orderly and easily accessed way. This ensures you have the documentation you may need in the future without having to perform any special filing now or digging through archives later.



Applicant Paperwork Without the Paper



Candidates will ultimately have to fill out employment forms. This is where a mobile-first ATS seals the deal and gets the best candidates excited to work for you. Features like one-click signatures and camera-to-file imaging of documents like IDs meet these students where they live: on their phones.



The efficiency of such capabilities is obvious… and important. These hires may be critical for your business, but they are most likely not life-long commitments. The less time you spend on administrative tasks, the more time you have for your business. Candidates often feel the same way.



As with any other files, the ATS automatically stores them for easy management later. This further guarantees your temporary hires won’t be a recurring administrative headache at tax time, next summer (if they return), or when you need to archive them.   



Namely's Applicant Tracking: Tapping Talent Faster



Everybody knows: Today’s students are tomorrow’s workforce. The same mobile-friendly technology that makes summer hiring both easier and more successful will prepare your company for future waves of employment. The sooner your company’s recruiting process is easy to do on a phone, the sooner you’ll be ready.



Namely’s Applicant Tracking is just one module of a full HCM (Human Capital Management) platform, designed specifically for small and mid-sized businesses. With the guidance of its parent company, Vensure Employer Solutions – one of the largest privately-held HR technology and services companies in the world – Namely brings a unique understanding of real-world usage to the product.



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### 2025 HR Compliance Areas to Watch: Part 3

AI, Compliance and Employment



As an HR professional, you've likely noticed the rapid transformation AI (especially Generative AI) is bringing to the modern workplace. It's an exciting time, but also one that may raise questions and concerns. From optimizing supply chains to enhancing customer experiences, AI applications are vast and the potential for increased efficiency and productivity is significant.



But what does this mean for you, your employees, and your responsibilities in HR? We’re unpacking AI in the third and final installment on our compliance series. (If you missed Part 1 & Part 2, read them after finishing this piece!)



In this final compliance blog, we’re:




Unpacking what Generative AI is



Examining AI’s impact on employment on a macro scale



Covering compliance issues business leaders should keep top of mind



Laying groundwork for ethical AI usage for HR team and employers.




We’ve also included insights from subject matter experts who covered AI’s impacts on personnel, employment, and communication challenges during a recent webinar!



What Exactly IS AI?



“Artificial intelligence” as we know it isn’t quite what AI of science fiction implies (yet). When most businesses talk about AI, they mean a handful of tools that analyze and process large amounts of data. This is called Generative AI. Tools like ChatGPT quickly process existing information and repackage it into something perceived as new to the end user. But at the end of the day, ChatGPT and similar tools need to be fed existing data first.



For HR professionals and business leaders, Generative AI opens doors to exciting opportunities: automating routine tasks, crafting personalized recruitment messages, or analyzing workforce needs to predict future trends — all with impressive speed and accuracy. It's like having an assistant working behind the scenes to make your day-to-day responsibilities more manageable.



But it’s also worth noting that this technology isn’t without challenges. Generative AI is only as good as the data it’s trained on, which means it can reflect biases or make mistakes if not used thoughtfully. For HR leaders balancing the power of AI with compliance, ethics, and organizational goals is key.



How AI Impacts Work & Employment on a Macro Scale



While AI brings exciting opportunities to optimize workflows, it also raises questions about the future of work and how humans fit into an increasingly automated world.



Redefining Roles Across Industries



AI is an evolution that touches every corner of business, from manufacturing to retail to healthcare. Automation powered by AI helps companies streamline repetitive tasks, like data entry, scheduling, and even customer service chatbots. While this can increase efficiency and free employees to focus on strategic initiatives, it also means some traditional roles may evolve, or even disappear, as machines handle specific tasks faster and more accurately than humans.



However, this evolution doesn’t mean humans are being replaced; it means roles are shifting. For example, AI-driven automation in logistics still requires human oversight to manage exceptions, analyze data, and make crucial decisions. The emergence of “hybrid” roles, where employees use AI tools to enhance and expand their capabilities, is becoming the norm.



Chief Research Officer at Lighthouse Research & Advisory Ben Eubanks reminds us that automation shouldn’t replace what makes us most human.



"Any time in history when a wave of automation comes, the activities it focuses on are repetitive,” he said. “What automation leaves behind are the human skills—creativity, curiosity, critical thinking.”



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Improving Productivity and Innovation



AI has the power to amplify human creativity, enabling workers and teams to accomplish more than ever before. From a productivity standpoint, AI removes roadblocks and takes repetitive tasks off employees’ plates. Imagine freeing up hours spent scheduling candidate interviews, writing job descriptions and posting, or going over spreadsheets and reports to spot data trends. Time saved can be dedicated to building programs that improve company culture or enhance professional development, implementing new processes that impact job satisfaction and the bottom line, or deepening connections with clients, partners, and colleagues.



As Eubanks points out, AI gives leaders an opportunity to invest in high-value work:



"Let's get away from the low-value tasks and do more of the first: high-value activities like connecting with a new hire, coaching a leader who's struggling, or hammering out a fresh idea that didn't exist an hour ago in collaboration."



Challenges in Workforce Transition



Of course, AI’s rise doesn’t come without challenges. For some industries, job displacement is a real concern. Workers in roles heavily reliant on routine tasks may find their skills less relevant, prompting concerns about wage stagnation or unemployment.



It’s here that HR professionals play a pivotal role. (We wrote a bit about the importance of HR in this balance in a previous blog!)  Businesses can focus on proactive measures that prioritize employees during this transition, offering resources for retraining, transparent communication, and opportunities to grow into new roles created by AI adoption. Empathetic leadership and clear planning will help alleviate fears and build trust between your company and teams as you navigate these changes together.



Ethics, Equity, and Trust



AI’s widespread use also requires careful thinking around ethics. For HR leaders, the introduction of AI raises critical questions about fairness in hiring practices, performance evaluations, and even daily operations.




How can we ensure AI algorithms are free of bias?



How do we balance automation with human empathy?



How will these algorithms impact equal employment opportunity compliance measures?




These are challenges that require diligence and accountability from employers and senior leaders.



Building trust between employees and AI systems is vital. HR leaders must champion transparency, ensuring workers understand how and why AI plays a role in decision-making. When employees feel confident that AI tools are being used responsibly, they’re more likely to embrace them as a partner in their work rather than as a threat to their livelihoods.



Compliance Challenges of AI within the HR Space



As AI continues to evolve and programs become more dynamic, business leaders will also face a growing need to stay on top of how each update affects existing programs and their workforce.



Bias and Discrimination



AI systems used in HR processes (e.g., recruitment, performance evaluation) may perpetuate biases if trained on skewed or incomplete datasets.  In hiring, for example, the biggest hindrance for AI comes from resumes being discarded without a human ever glancing at a potential employee. Implicit biases and machine-generated errors can lead to misinterpretations or leaving out an “overqualified” candidate because of code. Roughly 35% of recruiters worry that AI may exclude candidates with the unique skills and experiences needed for a role. At worst, poorly trained AI can lead to discriminatory practices that violate equal employment opportunity (EEO) regulations.



Michele Lindsay, Director of Talent Management Solutions for Namely, states, "When you are communicating with your employees, from candidate through hire to developing them and eventually retirement, that touch is important. So, you really want to make sure that as you are hiring, onboarding, and developing, you're still having those human conversations."



Data Privacy and Security



AI implementations often require handling sensitive employee data, such as personal information from recruitment platforms or performance monitoring systems. Samsung’s exposure of company secrets due to employee use of ChatGPT, for example, is a great showcase of what not to do regarding AI in the workplace. HR leaders must comply with laws like GDPR or CCPA to protect customer and employee privacy and prevent misuse of data.



Accountability and Transparency



Employment decisions made by AI algorithms must be explainable, especially in cases of hiring, promotions, or disciplinary action. Regulations like the European Union’s AI Act lays out a framework that HR professionals need to ensure clarity in how AI systems make decisions to avoid legal challenges and instill trust among employees.



Compliance with Labor Laws



In April of 2024, the Department of Labor laid out guidelines for navigating AI within the workplace. The DOL warned businesses that going all-in on using AI rather than leveraging it as an assistive tool can push businesses into noncompliance. And while the latest administration rescinded some of those compliance measures, state governments in California, Utah, Colorado and others are pushing to create legislation to regulate the use of AI and mitigate the negative impact it could have on labor.



AI Governance, Oversight and Ethical Implications



HR leaders need governance frameworks to monitor AI in business operations. This includes establishing who is responsible for errors or adverse outcomes resulting from AI decisions and ensuring that AI tools align with company values and ethical standards. As Lindsay points out, AI-based tools are a tempting replacement for teams, but they should never outweigh relationship-based management of a team.



"There are fabulous tools out there to simplify the process of reaching out and engaging with your employees,” she explains. “But it's really easy to slip into the, 'Oh, I'm just going to let the automated emails take over,' or 'I'm just going to let AI create the documentation or the feedback for me.' And you really want to make sure you're balancing the two."



Responsible AI Deployment: Building Ethical, Trustworthy AI



As AI becomes an integral part of the modern workplace, we should prioritize ethical principles, safeguard privacy and data, ensure algorithmic accountability, and maintain human oversight. Here's how you can lead the charge:



Ethical AI Principles



Work with your team to design and deploy AI systems that embody fairness, transparency, accountability, and respect for human rights. Use international compliance efforts like the EU AI Act and national AI regulations to guide the foundations of those principles.



Privacy and Data Protection



As the steward of your organization's data, it's your responsibility to implement robust data protection measures and privacy safeguards. Collaborate with IT and legal teams to establish strict data governance policies and ensure compliance with regulations like GDPR. Your vigilance will protect your employees' rights and prevent misuse of sensitive information.



Algorithmic Accountability & Human Oversight



AI algorithms can make or break decision-making processes, so it's essential to ensure transparency and accountability. Partner with your AI experts to implement mechanisms for auditing, testing, and validating AI systems. It’s also crucial to maintain human oversight and control, especially in high-stakes situations.



Supercharging HR with Tech – The Role of AI in HR Processes



We’ve seen firsthand how AI can streamline routine, administrative HR tasks, but human connections will always reign supreme – in HR and in life. While AI and automation are powerful tools for streamlining tasks, surfacing data insights, and elevating employee experience, they can't replace the emotional intelligence, empathy, and personal touch that define impactful HR.



If you’re looking for a team to help you keep ahead of compliance surrounding AI and elsewhere in your business, Namely is here!



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### 2025 HR Compliance Areas to Watch: Part 2

New Laws and Shifting Practices Continue to Reshape the Workforce



Navigating the evolving landscape of compliance is no small feat, and we're here to help you stay informed, prepared, and ahead of the curve.



Part 1 of our "2025 Compliance Watch" series unpacked some headline-making legislation and how it impacts HR leaders and SMB owners. (If you skipped over Part 1, no worries – you can read it here!)



In Part 2, we’re looking into some pivotal changes and new legislation that are shaping the year. Together, we can stay ahead of these compliance challenges and prepare your organization for whatever comes your way.



Paid Family and Medical Leave (PFML) Programs - 2025 Changes



The landscape of PFML is still fragmented across the country, with many states deciding if – and how - they want to implement structured paid family & medical leave. Federal adjustments to PFML isn’t looking likely, so multi-state businesses and those with remote employees will have to keep tabs at the state level. This can make it even more complicated when states act on independent timelines.



However, a few noteworthy changes are coming into effect to provide better support for employees and their families. PFML is crucial to creating a supportive work environment and ensuring employee well-being, so we’re excited to see these changes coming.



Key Changes to PFML Programs



As mentioned earlier, these changes are not necessarily coming from the US Department of Labor, but they are happening predominantly on a state-by-state basis. 




Expanded Coverage: Many states like California and Colorado are expanding PFML programs to cover a broader range of family members. This includes not just spouses, children, and parents, but also siblings, grandparents, and domestic partners. These changes recognize the diverse family structures in our society and provide greater flexibility and support for employees caring for their loved ones.



Funding Adjustments: Some states are adjusting the payroll tax rates to ensure the sustainability of the PFML funds. It’s essential to stay updated on the specific changes in your state and ensure that payroll systems are adjusted accordingly.



Increased Duration and Benefits: Several states like Delaware, Florida, and Maine already have proposed adjustments aimed at increasing the duration of leave and the percentage of an employee’s salary covered during leave. Those who proposed these enhancements want to reduce financial stress on employees during critical times, helping them return to work more focused and engaged.




What Can Your HR Team Do




Review State-Specific Regulations: Get familiar with the PFML regulations in each state where your employees work. States may have different requirements and updates, so it’s crucial to stay informed.



Communicate Changes Clearly: Keep your employees informed about their rights and the benefits available to them. Clear communication can help in reinforcing your commitment to their well-being.



Update Internal Policies: Revise your leave policies to reflect the latest changes. Ensure that managers and HR staff are well-trained and prepared to handle PFML requests effectively.




H.R. 560: Second Job Tax Relief Act of 2025 - Legislation to Exclude Certain Wages from Taxation



The dynamic nature of the modern workforce means that many employees take on second jobs to meet their financial needs or pursue personal interests. Introduced by Congressman Don Bacon of Nebraska, the H.R. 560: Second Job Tax Relief Act of 2025 is legislation designed to alleviate some of the tax burdens associated with secondary employment.



What This Means




Exempt Wages: The legislation allows certain wages from second jobs to be excluded from federal income tax. This can provide significant tax savings for employees juggling multiple roles and help them retain more of their hard-earned money.



Stipulations and Caps: It’s important to note that tax relief applies up to a certain income threshold. Employers and employees must understand the specific caps and reporting requirements to ensure compliance.




A Potential Action Plan for SMBs




Educate Your Workforce: Inform your employees about this tax relief opportunity and how it can benefit them. Providing resources and guidance on claiming this exemption can be a great support.



Coordinate with Payroll Teams: Ensure that your payroll teams are aware of these changes and can process the exemptions correctly. This might involve updating payroll software and systems to accommodate the new regulations.



Stay Informed: Keep an eye on any additional guidance or updates from the IRS regarding the implementation of this act to ensure smooth compliance.




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Restrictive Covenant / Non-compete Bans



In 2024, the Federal Trade Commission banned the use of restrictive covenants like non-compete agreements that restrict who former employees could go to as a future employer.



Additional changes are expected to come this year with the overall objective being to provide most employee types more freedom in where they can go after leaving a business, and they are part of larger updates to trade secret and employee mobility laws.



What Business Leaders Need to Keep in Mind




Review Existing Agreements: Assess current employee agreements to ensure they comply with the latest state regulations. It’s essential to identify agreements that may now be unenforceable. Again, the only exception on non-competes per the FTC’s ruling are at the Senior Executive level.



Update Employment Contracts: Revise your standard employment contracts to align with current laws. Ensure that any restrictive covenants are compliant, reasonable, and necessary.



Explore Alternatives: Focus on protecting your business through alternative means, such as confidentiality agreements and non-solicitation clauses, which are often more acceptable and enforceable.




Independent Contractors & Freelance Partners



For some businesses, freelancers and independent contractors can feel like part of an extended family. However, as helpful as they can be for businesses, they can be tricky for HR professionals to navigate. In 2025, pay attention to evolving contractor classifications at the state level.



Additionally, the gig economy is expected to keep growing. From Uber drivers and Doordashers looking to create a side hustle to freelance designers working for an SMB, new regulations are popping up that provide guidance and protection for gig workers. While the language around “gig work” is still evolving, businesses should keep an eye on gig work discourse.



What Can Businesses Do for Freelance & Contractor Compliance




Conduct Audits: Regularly audit your workforce classifications to ensure compliance with current laws. (Misclassification can lead to significant penalties and back taxes.)



Clear Contracts: Make sure that independent contractor agreements clearly outline the nature of the relationship and provide autonomy for the contractor, in line with legal requirements. Clear contracts also align with global pushes for reliable payment infrastructures for contractors.



State-Specific Laws: Be aware of state-specific regulations, as some states have more stringent criteria for classifying independent contractors. (New York and California, we’re looking at you!)




Maintaining Compliance Agility



In a recent webinar with Namely, Chief Research Officer for Lighthouse Research & Advisory Ben Eubanks shared that 48% of HR professionals and payroll teams say that staying on top of compliance is the leading skill required. With what seems like a new compliance requirement popping up in a different state every day, this is not surprising!  



Adding hybrid work may lead teams to think compliance matters less because fewer people are in-office. However, remote work can actually lead to a higher need for compliance!  The key is to stay vigilant and adaptable.  



Moving Forward Together



Navigating the complex world of HR compliance can feel overwhelming, but you're not alone. At Namely, we're committed to being your trusted partner every step of the way. By staying informed, prepared, and proactive, you can turn these compliance challenges into opportunities for growth and innovation.



And remember the big picture: each compliance measure we tackle is a step towards creating a more supportive, fair, and inclusive workplace. As you lead your organizations into 2025 and beyond, Namely is here to help you not just keep up but get ahead. If you’re tired of fighting through another year (or even another quarter) of compliance changes, let’s connect!



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### Workplace Sustainability: 7 Ways to Celebrate Earth Day

If your company doesn’t celebrate Earth Day, why not make this the year you start? Your employees (and Mother Earth) will love you for it—and we’ve lined up some engaging green office ideas to make it easy and fun.

Earth Day is celebrated annually on April 22 to raise awareness about environmental issues and encourage people to protect the planet. Many of your employees undoubtedly care deeply about this issue and will embrace your sustainability initiatives in the workplace.

Although the U.S. makes up just 4% of the world’s population, we produce 12% of the planet’s waste. Creating an eco-friendly workspace is not just the right thing to do, it’s good for business. When companies pursue office sustainability ideas, they save money, elevate their brand, and facilitate employee engagement.

April 22 falls on a Tuesday this year, so companies can celebrate their Earth Day festivities on Earth Day itself. Regardless of when you celebrate, consider these seven office sustainability ideas you may want to repurpose as your own, and don't feel confined to a single day in April!
1. Hold “Ditch-the-Emails” Hour to Reduce Your Carbon Footprint
Emails are more planet-friendly than paper, but they still generate a carbon footprint. Cloud storage uses electricity, which is still largely powered by fossil fuels—but every email you delete reduces carbon emissions.

Consider reserving one hour out of the day for a group email purge. Remind everyone to unsubscribe from all those unread newsletters, too. Make it a contest and see who ditches the most digital junk!
2. Host a Waste Management Lunch-n-Learn
Every company has a few staunch environmentalists in its ranks. Why not ask yours to make a presentation on a topic they’re passionate about? Chances are, many employees would be interested in learning how to set up a compost bin or maintain a healthy, chemical-free lawn. No volunteers? Ask your local library or garden club to help you find a speaker.
3. Brainstorm Office Sustainability Ideas
One of the best ways to get people to buy into a company-sponsored green initiative is to have them lead the charge—and that starts with an open brainstorming session.

Before the meeting, ask employees to consider ways to reduce office energy usage and minimize waste, whether upgrading to energy-efficient lighting, placing small recycling bins at every workstation, or setting up a collection bin for used batteries.
4. Declare “Green Your Ride” Day
Chances are, many of your employees drive to work (unless, of course, your workforce is remote—already an eco-friendly move). Challenge them to sample a more sustainable commuting method: carpooling, public transportation, or biking to work. They may find it so gratifying, they change their commuting habits!

Another idea is to invite everyone to work remotely and shut the physical office down for the day, creating a temporary carbon footprint reduction.
5. Throw a Sustainable Potluck Lunch
Many of us don’t think about how our food choices impact the environment. Throwing a sustainable potluck lunch is one way to change that. Stipulate that all dishes must be made from locally-grown ingredients (which cuts down on shipping, a smart waste management move) or organic foods (i.e., fewer chemicals). Whatever your employees prepare, it’s guaranteed to be one of your more interesting group lunches!
6. Host an Earth Day Trivia Contest
When was the first Earth Day held? What are two sources of renewal energy? Waste management-wise, what’s our biggest trash culprit? Hosting an Earth Day trivia contest is an entertaining way to raise awareness—and you can award the winner with a reusable water bottle or lunch bag.

Need some help coming up with trivia questions? Check out this quiz or repurpose these questions.
7. Petition the Boss for a Beehive
Maybe this one is a stretch, but it’s fun to consider! As you know, bees are critical for sustaining our ecosystem and food chain, but they’re losing their habitat at a horrifying rate.

One workplace trend is adding a beehive or two (cared for by local beekeepers) to outdoor office spaces. Vegetable gardens and bird-feeding stations are popular, too. These not only create more eco-friendly workspaces, but get the entire workforce engaged and talking.

In conclusion, there are endless ways to hold a fun, meaningful Earth Day celebration that will excite your workforce and benefit the planet. But it’s only one day—which is why you’ll want to learn some ways to build a year-round eco-friendly workspace.



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### 2025 HR Compliance Areas to Watch: Part 1

Measures, Regulations and Legislation to Track



Navigating the landscape of HR compliance can sometimes feel like finding your way through a maze in the pitch black.



There are two key reasons business owners and HR leaders need to focus on compliance: 1) employee health and safety, and 2) to avoid costly penalties that continue to grow. Within the last two years, Department of Labor (DOL) penalties for repeated Occupational Safety and Health Act (OSHA) violations increased by nearly $6,000 to $161,323 per violation.



While the DOL’s Wage & Hour Division tries to help employers stay compliant, the tools offered can be confusing to use. With all that HR and business leaders need to juggle on a day-to-day basis, the last thing they want to do is navigate a confusing government website.



You’re not alone on this journey.



As an HR professional, business leader or small business owner, you carry the weight of ensuring your organization not only meets legal requirements but thrives within them. At Namely, we recognize that's no small feat, and we’re here to support you every step of the way.



In Part 1 of a two-part series, we'll delve into some of the critical measures, regulations, and legislation you need to keep an eye on in 2025.



Key Legislative and Regulatory Areas to Watch



Affordable Care Act (ACA) Changes



The Affordable Care Act continues to be a cornerstone of employee healthcare benefits. Ensuring compliance with the ACA means understanding its requirements—such as employer shared responsibility provisions, reporting obligations, and the nuances of minimum essential coverage.



With a new administration in place, here are a few things to keep an eye on:




How updates to the Deferred Action for Childhood Arrivals (DACA) program could impact ACA eligibility.



Subsidy expansions within certain states for ACA enrollees.



If increased enrollments during the Biden administration affect insurance pools.



Income estimations for new pricing for ACA enrollees influencing policy details.



Whether the DOL will adjust any of the ACA-encouraged workplace wellness incentives used by small businesses.




For 2025, staying on top of ACA will involve ongoing diligence in reporting and adapting to any changes in legislation or IRS guidelines. Regularly reviewing your health coverage plans and maintaining accurate records will be key. A helpful source of information may be the Small Business reference pages on Healthcare.gov.



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Multi-State Compliance



Even with increasing “return to office” mandates, remote work is still an in-demand option for employees. In fact, remote workers have reported a higher likelihood of relocating than their in-office counterparts. Companies might not plan on needing to adhere to multi-state compliance, but the chances are you will with a remote workforce.



Each state may have its own set of labor laws, from minimum wage rates to specific leave requirements. The challenge lies in managing these diverse regulations cohesively. Developing a robust HR framework, using online compliance tools like ones offered by Namely, and consulting with legal experts can help mitigate risks associated with multi-state compliance.



Pay Transparency



In 2022, pay transparency skyrocketed into public discourse and became a key aspect of workplace fairness. Why? Because a lot of huge names were called into court to account for wage disparities between gender and race.



To date, cautionary tales include:




Google, which paid over $118 million in a settlement to thousands of female employees.



Walt Disney Company, which agreed to pay $43.3 million to settle a lawsuit with female employees for the last 8 years.



Nike, which was blasted by both employees and gold-medal athletes when it became public that the company paid male employees $11,000 more than female coworkers each year.  




Pay transparency keeps employees happier and employers compliant with any changing regulations from state to state. Some tips for staying compliant include:




actively reviewing your compensation policies,



conducting regular audits to rectify disparities,



and clearly communicating your pay structures.




By embracing transparency, you stay within legal bounds while building trust and morale among your team.



Minimum Wage Increases



New year, new paycheck! Roughly 21 states and 48 cities and counties have planned minimum wage increases for 2025. Staying ahead involves monitoring these changes and prepping your payroll systems accordingly.



It’s also crucial to evaluate the ripple effects those wage increases will have on your overall compensation strategy. Adjusting budgets, forecasting financial impacts, and communicating with your team will ensure a smooth transition.



To understand how wage changes can impact your company’s financial health, use a salary benchmarking tool (like the one from Namely!).



Overtime Pay - New Requirements for 2025



New overtime pay regulations set to take effect this year will require careful attention. Understanding the new thresholds, re-evaluating employee classifications, and updating timekeeping practices are essential. Providing comprehensive training for managers and employees about these changes can foster compliance and minimize disruptions.



General Strategies for Effective HR Compliance



Every policy issue might not affect your business, but here are a few tried-and-true strategies from Namely that can help alleviate compliance-related headaches, regardless of which policies change:




Stay Informed: Regularly update yourself on the latest legislation and regulatory changes. Subscribe to newsletters, attend webinars, and participate in industry forums.



Leverage Technology: Use HCM software like Namely to automate compliance tracking, manage employee records, and generate necessary reports. You can also use Namely to get law alerts and access an extensive compliance library. 



Training and Communication: Conduct regular, company-wide training sessions about compliance requirements. Establish clear communication channels to ensure everyone is on the same page.



Policy Review and Audits: Review and update your organization’s policies to align with current laws. Conduct internal audits to identify and address compliance gaps proactively. Don’t have the bandwidth to keep up? Try Namely’s Managed HR Services!



Consult with Experts: Sometimes, the best course of action is seeking advice from legal or compliance experts like our Namely team! We can provide valuable insights and help navigate complex regulatory landscapes.




Staying informed and proactive in HR compliance is not just about avoiding penalties; it's about leading with excellence and integrity. By understanding and tracking regulatory requirements and employment law updates, you empower your business to thrive (within a legal framework, of course).



Through a strategic combination of technology and managed services, Namely is positioned to help you navigate the complex world of HR compliance. Together, we can ensure that your organization not only meets its legal obligations but also sets the standard for excellence in the workplace.



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### The Namely Journey: From HR Software to Comprehensive HCM Provider

Founded in 2012, Namely has been on a unique journey since its acquisition by Vensure Employer Solutions (VES) in September 2022, one guided by our commitment to innovation and meeting the evolving needs of businesses. Fueled by continued investment from VES, we have been focused on our evolution from an HR software company into a full-fledged Human Capital Management (HCM) provider, offering a suite of tools designed to streamline and enhance the employee lifecycle from hire to retire.



Let the Metamorphosis – and Fun – Begin



Actually, the fun started in September 2024 with Namely’s full throttle appearance at HR Tech where we were joined by VES, sister company, Solvo, and a cool Indy race car! The Conference served as the public unveiling of our comprehensive HCM platform, which provides HR professionals and business owners with expanded, native functions and self-service features, empowering them to manage their workforce more effectively.



Key Features and Enhancements




All-In-One HCM: Namely's platform now boasts enhanced features and functionality, providing a modern user experience (UX) and 24/7 support. This makes it suitable for a wider range of industries and more complex workforces.



Applicant Tracking System (ATS): The powerful and configurable ATS enhances the hiring process, allowing for the creation of customized workflows and providing an integrated onboarding experience.



Workforce Management (WFM): The WFM module streamlines business operations and increases efficiency through advanced scheduling, intuitive shift planning, and biometric punch in/out. It seamlessly integrates with payroll, ensuring smooth operations.



Performance Management (PM): This module improves communication and enhances employee satisfaction with tools for continuous feedback, goal tracking, and 360-degree reviews. It facilitates the development and retention of a talented workforce.




Empowering Businesses of All Sizes



Scalability and adaptability are critical in today’s rapidly changing workplace that boasts the most diverse and dynamic workforce we have ever experienced. That is a key driver for the transformation from HR to HCM; we wanted to provide technology to meet the needs of businesses at every stage of growth. From small and mid-sized businesses to large organizations, we continue to build the tools necessary to reduce costs, increase efficiencies, align HR goals with strategic business objectives, and deliver a better employee experience.



The platform's self-service features and 24/7 support ensure that administrators can manage their HR processes smoothly. Our commitment to competitive pricing and enterprise-level service models are a key differentiator from our friends in the HCM space.  



Moving Full Steam Ahead



The entire Namely team is excited about what the future holds for our company, our employees, our partners and our clients. We will continue to innovate and expand our solutions in our pledge to help companies and their employees plan for the future, adapt to change, and work smarter.



Don’t be surprised if you start to see and hear about Namely more frequently as we elevate our voice within – and commitment to – the HR community. For starters, we invite you to join us for our upcoming webinar HR on the Frontline: How SMBs Can Tackle Today’s Workplace Challenges on March 20th. We hope to see you there!



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### Choosing the Right HCM Platform for Your Business

As an HR or business leader in a small or mid-sized business (SMB), you know the workforce and workplace are not getting easier to manage, just more and more complex. With hybrid and remote work here to stay and multiple generations with different expectations of the work experience, HR has moved beyond an administrative, task-oriented function to one responsible for ensuring a positive experience where employees feel respected, empowered and appreciated.



That is a tall order, especially when you still have to manage day-to-day operations from hiring and onboarding new team members to making sure everyone gets paid on time, has the right benefits, and is properly trained to perform and be successful. Leveraging technology to automate as many business functions as possible and equip employees with self-serve capabilities is critical for SMBs with limited resources and budgets.



The challenge is figuring out what software is best for your business, your budget and your employees. From point solutions for a single function (i.e., applicant tracking or payroll) to enterprise human capital management (HCM) solutions, there are lots of options. In some cases, a point solution may be the best option to meet specific functionality your business requires. It’s also important to consider the strain multiple systems can be on a team if they don’t share data, lack SSO, or can’t play nicely together.



An HCM platform that lets you manage the key HR operations from a single platform eliminates those issues, and helps the entire organization work smarter, adapt more quickly to change, and plan for the future of work. Here are some key things to remember when evaluating HCM technology.



Understand Your Business Needs



When selecting any technology, the first step is identifying and documenting the business needs you want the software to meet and the challenges you want it to help solve. Be sure to consider factors like:




Your company’s size, industry, and your current stage of growth relative to where you want to go



Your current HR processes and pain points



Future business goals and objectives and what that might mean for your HR operations




Remember: Your current HR operations probably evolved without the advanced HCM software now available to simplify or even automate tasks and processes. So be sure to identify the underlying challenges your current procedures are trying to address.



The right software may handle those issues in ways you never could before. For example: You may think you need payroll software that can more easily calculate timecards. But an HCM system that includes time-tracking can eliminate the need for timecards altogether, feed that data directly into the payroll system, and even spot exceptions.



Key Features to Look for in an HCM System



As the name suggests, HCM technology should be able to handle every aspect of your HR operations. If it doesn’t, your return on investment will be significantly less than an all-in-one platform. At a minimum, an HCM system should include:




HR functionality that might otherwise be handled by a stand-alone HRIS system such as document storage, an org chart, PTO tracking, and an electronic employee record



Payroll with automatic application of variable compensation rates and integrated tax management



Time and Attendance Tracking to help ensure compliance and reduce errors from manual entry



Employee Onboarding to simplify new hire paperwork and data collection and accelerate time to productivity



Reporting to monitor staff efficiency and productivity and identify areas for optimization




In addition to these core functions, a full-featured HCM system should be able to offer the following capabilities, either as part of the basic package or, preferably, as additional modules you can activate as needed:




Applicant Tracking to manage every aspect of the hiring process from job descriptions through their first day on the job



Advanced Time Tracking to handle more complex timekeeping needs with features like geo-fencing and job costing



Schedule Building and Shift Management to provide visibility into work schedules and enable managers to adjust quickly to unanticipated changes



Benefits Administration to simplify the elections and management processes with employee self-service



Performance Management to tie performance reviews back to employee records and even business goals



Mobile access to empower employees to engage with the system in the way and time that works best




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Consider Scalability for Future Growth



As your company grows, what you need from your HR software will most likely change. While you may need basic functionality now, you may need advanced capabilities in the future. It is also possible the makeup of your organization will change, whether through the addition of salaried (or hourly) workers or younger (or older) generations.



For these reasons, you want to choose software that will be able to suit the future state of your company. The right HCM software is the one that will be able to grow as big as your plans and handle people in all the roles you hope to fill.



Look Behind the Features



Once you have a shortlist based on needs and growth plans, you obviously want to understand the features and functionality a platform offers. But beyond that, be sure to do your research on:




Ease of use – Introducing new technology can be difficult on employees. To maximize ROI, it is critical that tech be adopted and used. Take a close look at how easy it is to navigate and use the system, ask about user guides and training support, and be sure to check out user reviews on software comparison sites.



HR/SMB experience – While this may seem insignificant, partnering with a company that understands, and cares about, the challenges HR professionals and SMBs face can make a difference. These providers are more likely to incorporate client feedback into product development and roadmaps.  




Prioritize Security and Compliance



As with the adoption of any software – especially cloud-based SaaS – you’ll want your IT team or contractors to review the requirements. The goal is always to maximize the security of the systems, while obtaining the full value of the software’s functionality.



This is especially important for an HCM system that elevates its value through role-based access. In addition to protecting the Personal Identifiable Information (PII) for each employee, you may be responsible for compliance with regulations like GDPR, CCPA, and HIPAA.



While much of the responsibility will fall on the software and the company supporting it, there may be operational considerations for its use that fall on each employee (i.e., multi-authentication). Make sure that the HCM system you choose has stringent and current security protocols in place to ensure your data is safe, secure, and private.



What Happens After Choosing Your HCM Partner



Implementing new technology is going to bring with it some level of disruption. And we all know no technology is perfect. So, make sure you ask about what happens after you sign the dotted line.



Implementation



To fully understand what will be involved in implementing the new software, bring IT in before you make your final decision. The heaviest lift tends to be the migration of existing records into the new system and integration with existing systems, all of which needs to be done with minimal disruption to ongoing operations. Here, again, working with a provider that understands the human dimension of operations can make for a better experience.



Support



In the HCM tech space, support can be a key differentiator. While market leaders may win on brand recognition, their reputation for service can rank below others who offer similar technology. Be sure you understand how each provider supports their product and what SLAs they offer, not just for resolution of technical issues but for everyday user support.



Managed Services



Many HCM providers also offer services to support businesses that lack the resources or skill set to properly manage the myriad complexities of today’s dynamic and diverse workforces. Operations like compliance, payroll and benefits administration are prime candidates for tapping into special expertise offered through managed services.



Namely: HCM Designed for HR & SMBs



If you are reading this, chances are you’re currently looking – or plan to look – for HCM technology. Take your time, do your due diligence, and find the right solution to meet your needs now and in the future. 



Namely has grown from employee-centric HR software to become a full HCM platform, specially designed for small and mid-sized businesses. With the guidance of its parent company, Vensure Employer Solutions – one of the largest privately-held HR technology and services companies in the world – Namely brings a unique understanding of real-world usage to the product and its service model, including managed services performed by seasoned experts



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### How an Integrated HCM Platform Simplifies HR and Payroll

HR and payroll are a fact of life for every small business, and mistakes or delays in either area can cause big problems – for your company and your employees. As the workforce becomes more complex, so does managing these key functions. Technology to the rescue! Integrated Human Capital Management (HCM) platforms have turned HR and payroll into opportunities for small and mid-sized businesses to reduce administrative overhead and improve employee engagement.



An all-in-one HCM system saves time and reduces the risk of errors that come with using separate systems while also helping to improve workflows, automate administrative tasks, and cultivate a more productive work environment.



Streamlining HR with HCM Technology



An integrated HCM platform improves HR processes by centralizing employee data and automating various tasks. This centralization simplifies records management, connecting time tracking, withholding, PTO, and benefits administration to payroll operations. When data is stored in a single system, HR teams can quickly access and update information as needed.



An HCM platform that incorporates employee self-service capabilities such as allowing staff to independently update their personal information, view pay slips, and manage benefits helps HR and other leaders too. This employee empowerment not only saves time for HR but also enhances the employee experience, leading to higher engagement levels and happier personnel.



Additionally, HR software can automate and streamline routine HR tasks such as leave requests, performance evaluations, and benefits administration. Automated workflows ensure that these processes are handled promptly and consistently, freeing HR teams to focus on strategic initiatives that drive organizational growth.



Managing compliance is another area where an integrated HCM platform excels. With built-in compliance tools and document retention, organizations can easily adhere to labor laws and tax regulations. This reduces the time spent on compliance tasks and minimizes the risk of costly penalties associated with non-compliance.



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How Integrated HCM Enhances Payroll Management



According to an earlier EY study, one in five payrolls in the U.S. contain errors at an average cost to the business of $291 each, while the IRS found that 40% of small businesses incur an average of $845 in penalties each year. Managing payroll through an HCM platform that also includes HR, time, and benefits can mitigate much of these losses.



HCM systems enable a range of automations, removing the need for manual calculations and reducing the likelihood of mistakes. Real-time integration with attendance and time-tracking systems speeds processing and improves accuracy. By employing technology that automatically calculates and deducts benefits, taxes, and other withholdings, companies can ensure accuracy and increase efficiency.



Built-in compliance tools automatically deliver updates on changes in labor laws and tax regulations, keeping organizations compliant without extensive manual work. This lowers the risk of penalties and eases the administrative load associated with regulatory compliance.



The best HCM platforms will also provide advanced reporting capabilities for better financial planning and decision-making. These reports can be tailored to track various metrics, such as overtime costs, payroll distribution, and tax liabilities, offering a clear view of the company’s financial dynamics.



Benefits for HR Teams and Employees



With a single system to capture employee data, companies can ensure that employee information is accurate and up-to-date across all HR functions. This reduces the likelihood of errors that can lead to misunderstandings or dissatisfaction.



With self-service capabilities, staff can easily access and update their personal information, view their pay slips, and manage their benefits without needing to go through HR. This not only saves time for HR but also empowers employees, making them feel more in control of their work-related information. The ease of access to important documents and employment information enhances the overall employee experience, fostering higher levels of satisfaction and engagement.



Improving Data Security



Protecting employee data is crucial for every organization. An integrated HCM system boosts data security by enabling stricter and more consistent enforcement of security measures on a single platform. When selecting a platform, be sure it employs advanced encryption and multi-factor authentication to ensuring sensitive data remains secure.



Another significant benefit of an all-in-one HCM platform is the built-in audit trail that records data access and changes, enabling forensics on any security events and adding an extra layer of protection and responsibility. Frequent software updates and patches keep the system aligned with the latest security standards and defend against new cyber threats.



From Strategy to Action



Implementing a unified HCM platform for HR and payroll is a strategic initiative offering substantial advantages throughout an organization. The ability to manage various HR processes through one system alongside payroll, can help you drastically reduce administrative tasks, ensuring data consistency and reducing errors.



The automated features not only boost operational efficiency but also enhance compliance with regulatory requirements. Employees benefit from smoother interactions with HR, promoting increased engagement and satisfaction. Strong security measures protect sensitive information, further building trust within the organization.



Executive management obtains a more holistic and detailed view of workforce operations which can inform strategic decision-making. As HR technology continues to progress, adopting an HCM platform that consolidates core HR functions will be essential for businesses to remain competitive and foster sustainable growth.



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### The True Cost of HR Inefficiencies for Small and Mid-Sized Businesses

There are obvious costs associated with HR operations, and most owners recognize these as the cost of doing business. But there also are hidden costs when HR operates inefficiently. In its annual State of the Global Workplace, Gallup calculated the worldwide cost of poor management and lost productivity from not engaged or actively disengaged employees at $8.8 trillion, or 9% of global GDP. 



The greater part of that cost is concealed in myriad tiny interactions where HR touches workflow, and the resulting impact on worker enthusiasm. The good news is HR professionals can address all these costs with the right tools. And, as big as such an investment might seem for a small business, the return on that investment can be even bigger. 



Quantifying HR Inefficiencies



Inefficient HR operations can affect the whole business and every employee. The primary culprits are manual processes, lack of automation, poor communication, outdated and disparate HR systems, and unclear or limited policies. Examples include: 



Recruiting and hiring delays:  The global time to hire is an average of 44 days per the Society for Human Resource Management (SHRM), which is up from 31 days in 2023 indicating hiring is becoming more complex. And according to the U.S. Department of Labor, short-cuts in the recruitment process can lead to bad hires, at an average cost of up to 30% of an employee’s wages for the first year. A bad hire not only hurts productivity but also requires a lot more time and attention from management. 



Employee onboarding and training bottlenecks: According to a Training industry report, companies spend an average of 47 hours and $774 to train each employee. And SHRM reports the average cost to get the right person in place is nearly $4,700.  



Compliance and record-keeping issues: The IRS found that 40% of small businesses incur an average of $845 in penalties each year. And the U.S. Department of Labor (DOL) reports up to 30% of audited businesses had misclassified employees. 



Employee performance management struggles: Gallup's State of the Workplace study also revealed overall employee satisfaction has sunk to a record low, and employees are seeking new job opportunities at the highest rate since 2015.  



Payroll and benefits administration issues: According to a recent global payroll study, 53% of companies have been penalized for payroll noncompliance in the past five years and the primary reason is manual intervention.  



While some of these costs are to be expected, some portion is due to inefficiency and could be avoided. Those costs are very real and go straight to the bottom line. 



The Operational Impact of HR Inefficiencies



The hard costs cited above are not the whole story. Because HR touches every person in the business, inefficiencies can be hidden in thousands of interactions that slow productive workflow and can generate employee dissatisfaction.  



Direct Costs:  




Wasted time: Online forms and links to portals aren’t enough. Unless your systems interoperate and flow back to a single source of truth, your HR team will have to do more work, and your employees may have to spend more time on HR. A lack of employee self-service means HR wastes time answering routine questions and handling administrative tasks.  





Increased turnover: Inefficient processes contribute to a poor employee experience, leading to higher turnover and associated recruitment costs. 





Compliance friction: Either you take the extra time to make sure all the i’s are dotted, and the t’s are crossed, or you spend time dealing with the consequences (hefty fines and penalties) and re-do that same work anyway. 




Indirect Costs: 




Employee Productivity: Every minute an employee spends working with HR on an administrative task is a minute less devoted to generating revenue. Those tasks can even include recruiting new hires and the time it takes to get those new hires onboarded. 





Employee Experience: It can be frustrating for employees to be pulled away from their primary responsibilities to deal with administrative chores. Any sense that the company does not have its act together – like confusing benefits administration or complicated PTO approvals – erodes loyalty.  





Employee Enthusiasm: When employees have to engage with multiple administrative systems or lack self-service empowerment, the cumulative effect can be reduced performance, both in quality and quantity. These are the losses Gallup calculated to be 9%.  




Long-Term Consequences for SMB Growth



Because HR inefficiencies affect the entire organization, they can impact the company’s ability to grow. Disengaged or unhappy employees influence a company’s culture and reputation, which can affect recruiting and retention. As a company does expand, problems – and costs – can multiply as HR processes and compliance become more complicated with more people to manage. This also can increase the chance of errors, which carry additional costs. 



Payroll, tax filing errors and benefit mix-ups can do serious long-term damage to employee relations. The effect of scheduling or PTO tracking mistakes may not be as bad, but that too will be remembered for a long time. 



All this can hurt your ability to attract top talent and keep the best people. This, in turn, puts you at a disadvantage with competitors. And if any of your people are customer-facing, this can even threaten current business. 



Solutions for Improving HR Efficiency



Fortunately for today’s employers, HR technology has advanced to a point where recurring HR costs and costly inefficiencies can be reduced by a single capital expense. A Human Capital Management (HCM) system extends efficiency beyond HR operations to every aspect of employee management. 



Connected workflow: An HCM system can connect every aspect of the employee’s journey, from hire to retire. Time tracking can flow directly into payroll for faster, more accurate processing. PTO can be requested and approved with just a few clicks. Performance reviews can be authored, shared, and recorded just as easily. 



Automated processes: The better HCMs automate routine tasks to speed completion and minimize errors. From ensuring fulfillment of onboarding requirements to scheduling workers’ shifts, manual work can be minimized or eliminated completely while improving regulatory compliance.  



AI where it counts: When it’s done right, AI is just smart automation. Whether it’s scanning resumes to identify candidate strengths and weaknesses or addressing routine questions about benefits, a full-featured HCM can manage the easy stuff, so your people don’t have to. 



Self-service for better service: Since the greatest inefficiencies in HR come from the back-and-forth with employees, an HCM system can let employees find the information they need and get their questions answered by the right person, right away. Best of all, employees love the sense of control, which does wonders for their enthusiasm and productivity.  



Help when you need it: Even the best technology needs a human in the loop. But small and mid-sized businesses rarely have enough people or necessarily the right ones for some tasks. Whether it’s technical support or Managed Payroll services, an HCM system lets outside resources safely and securely tap into your operations as needed, where needed, without disrupting overall workflow. 



The Vast Impact of HCM Tech



Many small and mid-sized businesses have already turned to technology to ease the burden on their HR people. These tend to be point solutions: an HR Information System (HRIS) to store employee records, or a time tracking system to capture workers’ hours.  



But, as detailed above, each task may not be that efficient and working with multiple systems that don’t play nice can hurt more than help. The real cost of HR inefficiency comes from all the interactions related to HR; the time they take, the time they take away from paying work, the errors they can cause, and the time spent correcting those errors. 



Rather than thinking of HR as a recurring cost of doing business, SMBs would do better to address these issues with a single, more cost-effective capital expense. Rather than piece-meal point solutions, an all-in-one HCM system can dramatically reduce the cost of all those interactions while increasing the productivity of the business.  



Suddenly, HR can start contributing to revenue and be seen as more than just a cost of doing business. 



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### Employee Engagement & Performance: What is the Link?

If you’re a manager or HR professional, chances are, you ponder employee engagement pretty much every day. It ranks right up there with job performance—and with good reason. 



After all, these are powerful qualities that employers seek to elevate in their workforce. Studies show that employee engagement and performance are linked to productivity, profitability, and other key business outcomes. 

And they’re linked to each other as well. Unlock the key to increasing one, and you’ll improve the other, too—which is why this important connection deserves a closer look.
Understanding Employee Engagement
Employee engagement refers to the emotional and psychological connection that employees have with their work and employer (or not). It reflects the level of commitment and dedication they feel toward their jobs—which is intrinsic to overall employee satisfaction and employee morale.   

Engaged employees aren’t merely working for a paycheck; they actually love their jobs. But just 31% of U.S. workers feel engaged at work, according to Gallup’s latest research, falling to a 10-year low. There’s plenty of room for improvement.    
The Key Elements of Employee Performance
Job performance refers to the extent to which an employee fulfills their responsibilities and meets their employer’s standards and expectations. 

Job performance encompasses the various aspects of an employee's work, as typically reviewed in performance evaluations. For many employers, key performance metrics include:

 	Job proficiency
 	Work quality
 	Productivity
 	Communication skills
 	Collaborative skills
 	Initiative/Creativity
 	Adherence to company policy/processes
 	Contribution to the achievement of company goals

The Link Between Employee Engagement and Performance
There is a clear causal relationship between employee engagement and job performance. The more engaged workers are, the better they perform at work in myriad ways.

For example, research demonstrates that engaged workers are not only more productive than their non-engaged peers, they produce higher quality work. In addition, engaged employees have lower absenteeism and turnover rates and are involved in fewer workplace accidents. They even generate higher levels of customer loyalty.       

In short, if you want to boost performance, enhance employee engagement. And that’s where performance management comes in. 
Performance Management and Employee Engagement
Performance management is the ongoing process of setting clear expectations for employees, then regularly measuring employee performance against those expectations, with the goal of continually raising the bar.  

Effective performance management improves employee engagement levels. For example, when managers provide employees with performance management tools, such as feedback, coaching and recognition—not to mention skill development opportunities—engagement rises. 

And when employee engagement rises, performance does, too. It’s an endless cycle—which is what makes them both so important. 
Performance Evaluation: Ways to Measure It
There are numerous ways that employers can measure performance and engagement, beyond conducting traditional performance evaluations. For example, employers can:

 	Conduct ongoing pulse surveys, carefully constructed to reveal employees’ attitudes
 	Use 360-degree feedback assessments, which allows employees to give input regarding their peers and managers
 	Direct managers to hold informal “check ins” with their reports, gleaning insights into their work and mindsets
 	Track performance metrics such as absenteeism and turnover to gauge company-wide engagement and performance levels

As they say, if you can’t measure it, you can’t manage it. Nor will you know if your improvement efforts are paying off.
Focus on Employee Engagement
Increasing engagement elevates job performance…and working together, they have the power to improve the bottom line. Engagement isn’t just a trending HR buzzword; it truly matters. 

Namely’s HR software is designed to simplify performance management and improve employee engagement, with a suite of tools and processes like 360-degree feedback, goal tracking, continuous feedback and performance reviews. 

Learn more about Namely's employee engagement solutions here.





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### 5 HR Technology Trends Shaping SMBs in 2025 & Beyond

For many small and mid-sized businesses (SMBs), the years of the pandemic triggered a reset in their HR operations. Whether it was a move to remote and hybrid workstyles or how they handled payroll, timekeeping, and benefits, the changed circumstances also changed the way companies manage their people.



While the last few years have been somewhat “normal,” most businesses recognize the work environment will never be what it was before. Likewise, the workflow technologies people discovered during the lockdown have changed the way businesses operate forever. 2025 looks to be the year when companies of all shapes and size fully embrace the latest HR technologies to maximize efficiencies while realizing the full value of their people.



In fact, thanks to all-in-one HCM (Human Capital Management) platforms, HR technology is blurring the line between HR department-specific administrative tasks and organization-wide workflows. Here are some of the ways that trend will be most strongly felt:




AI is enabling HR to better personalize its services and the entire employee experience.



The growth of gray collar jobs is revealing that virtually all work involves sophisticated use of specialized technologies.



Training and upskilling continue to demand attention to fill a widespread skills gap and to compete in an increasingly technology-driven business environment.



The “silvering” of the workforce represents an opportunity to transfer deep knowledge of any particular organization or business into a more tech-centric workplace.



Workforce analytics is helping SMBs make better informed decisions regarding recruitment, talent development, and employee retention.




Let’s examine each of these areas in more detail.



1. AI-Enabled HR: Freeing People to Be Human



Artificial Intelligence (AI) is the biggest tech buzz in every aspect of life, including the workplace. As a result, AI can mean many different things in different contexts. Per Statista, 22% of U.S. firms with <100 employees and 26% of those with 100 to 499 employees were using AI in their HR department in 2024. HR may be one sector where it causes some of the greatest anxiety.



While many have concerns about computers making decisions regarding their people, AI is already helping HR speed and improve recruitment with capabilities such as resume parsing, candidate scoring, and compensation benchmarking. And everyone would welcome AI's help in answering employees’ most common questions about benefits or building the most efficient shift scheduling in consideration of workers’ FMLA care responsibilities.



The less time HR spends on routine or functional tasks, the more they can focus on advancing company culture and making contributions to staffing strategies. As the positive contributions of AI become more apparent in the workplace, the enabling technology will be more quickly adopted even in the smallest of organizations.



2. Gray Collar Gigs: HR Tech Becomes the Common Thread



It’s not surprising that terms devised over a half-century ago, like “white collar” and “blue collar,” should be ripe for retirement. “Gray collar" work is labor that requires trained use of sophisticated equipment. That could describe a great many employees in today’s workplace. Figures from the AFL-CIO indicate 44% percent of the total workforce in 2023 was professionals who could be included in this category.



Retail and hospitality are great examples of where the collars are blurring. For example, a retail store manager leverages the same POS and ERP systems the store clerks and the crew in the warehouse use. When it comes to HR, they all may be clocking in and out on the same time-keeping system connected to the same payroll processes. As all-in-one HCM systems become more affordable and easier to use, this will be even more the norm.



Between advances in interoperability and wireless connectivity, HR will have no special need to distinguish between back-office and front-office personnel, much less the color of their collars. 2025 will be the inflexion point for many of these companies.



3. Training & Upskilling: How to Keep the Keepers



As every aspect of the workplace is populated with more sophisticated technologies, workers will need to learn how to use them. In addition to simply knowing how to complete tasks using the new technology, company personnel need to know how those tools get used in their specific company, and how their work product gets shared for review or next steps inside that company’s workflow. A recent report by Gallup shows that less than half of employees (47%) strongly agree they have the skills they need to be exceptional at their current job.



Because this training is ultimately specific to the company, Google and YouTube will no longer be suitable learning platforms for employees to teach themselves how to use the company’s tools. A proper onboarding process that includes technology orientation will become even more of a necessity. And a Learning Management System (LMS) with skills testing and certifications of completion may be the only way for some company systems to be properly used.



These are HR functions which are best delivered via an all-in-one HCM platform. That way, best practices can be standardized, skills attainment can be recorded, and HR never needs to do more than press the “On” button.



4. Older Workers: Silver is the New Gold



One piece of fallout from the pandemic lockdown was “the great resignation,” which brought the exit of many skilled, knowledgeable, and perfectly capable workers. This created a workforce shortage when things opened back up, and it left a wide knowledge gap in every corner of the business landscape, from operational skills to client relations. This landed on top of an increasing lack of skilled workers and qualified job candidates.



According to a recent article in the Harvard Business Review, people who are 65 or older now represent the fastest-growing segment of the labor force—by far. The current multi-generational workforce represents a unique challenge for HR in trying to accommodate varying levels of tech-savviness. So an HCM platform with its UI and UX optimized for ease of use and maximum employee self-service can improve work life for everyone.



Benefits are easier to access. Colleagues are more connected through integrated chat functions. And all the benefits of smarter applicant tracking during recruitment and better onboarding after hire will pay even greater dividends for both the company and these more seasoned jobseekers.



5. Workforce Analytics: Using Data to Drive Decisions



One of the HR advantages SMBs have over larger companies is the potential for closer connections between executive management and staff at every level. “Management by walking around” is a common feature of many successful SMBs. Larger enterprises—mostly out of necessity—are better at seeing the big picture.



HCM platforms can give SMBs this same kind of data-driven overview, with quantitative analytics to back up or add dimension to whatever anecdotes management is hearing from the shop floor or the back of the counter or out in the field. As these tools increase their penetration during the year ahead, leaders will begin to discover this new capability.



While increasing reliance on this data will be one trend in 2025, the more important trend will be the increased efficiency, operational excellence, and employee satisfaction that come from it. This, in turn, will begin to put HR technology at the center of company strategy. And SMBs will begin to leverage their human capital as carefully and boldly as they’ve always done with their finances.



Stay Ahead of the Curve with Namely



Namely has been supporting HR professionals in small and mid-sized businesses for over a decade. Now, it’s a full-fledged all-in-one HCM platform for those same users, streamlining and improving every aspect of the employee experience, from hire to retire.



Be a trend setter in 2025. Discover Namely’s All-in-One HCM Solution for yourself.

### Key Talent Acquisition Metrics You Should Track in 2025

If you’re not already tracking your talent acquisition metrics and analytics, now is a great time to start.



After all, if you’re one of the many employers planning to accelerate hiring in 2025, you need every edge, especially since finding the right candidate fit remains an ongoing challenge. 

Monitoring your recruitment metrics will allow you to continually improve your hiring process—and, in turn, make more brilliant hires.
Understanding Hiring & Recruitment Metrics
HR talent acquisition metrics are data-based measurements that quantify various elements of your recruitment process, so you can monitor your progress and spot opportunities for improvement. 

It’s a given that recruitment metrics are of great interest to HR, but they’re also linked to your organization’s greater goals. For example, if one of your company’s 2025 objectives is to increase sales—and that’s dependent on hiring more gifted salespeople—your employee acquisition metrics will play a key role in achieving that goal.   
12 Best Talent Acquisition Metrics & KPIs to Monitor
While there are many hiring KPIs to choose from, these are our top 12 HR talent acquisition metrics for gauging overall recruiting performance.
1. Time to Fill
Time to fill measures the number of days it takes to hire a new employee. To determine it, count the number of days between the time a job is posted or requisitioned (your choice, just be consistent) and the time a candidate accepts your offer. Obviously, the shorter, the better!
2. Time to Hire
Time-to-hire measures the speed with which you convert candidates into new hires. To calculate it, count the number of days from when a candidate submits their application or resume to when they accept your offer.
3. Applications per Requisition 
Also called “Applications per Opening,” this recruitment metric reveals jobseekers’ levels of interest in specific posts/openings. To determine it, count the number of job applications received for each job post. This not only indicates the demand (or lack thereof) for certain positions but may reflect the effectiveness of your posts.
4. Offer Acceptance Rate
This hiring KPI measures the percentage of candidates who accept your offers. To calculate it, divide the number of offers accepted by the number of offers made during a given period. Low acceptance rates indicate that you may need to improve your candidate experience or compensation rates.
5. Cost per Hire
This hiring KPI reveals how much you spend on talent acquisition. To calculate cost per hire, tally all recruiting expenses (posting fees, recruiter fees, interview expenses, onboarding costs, etc.) for a given period. Then, divide by the number of hires for this period.
6. Source of Hire
This talent acquisition metric identifies your most effective recruiting channels—i.e., job boards, your website, social media, etc. To measure it, track where all your new hires are coming from, then determine which channels deliver the greatest number of successful new hires. Now you know where to focus your posting efforts!
7. Onboarding Program Completion
This metric determines the turnover rate of new hires. To calculate it, divide the number of new hires who complete your onboarding program by total participants. If your onboarding completion rate is low (per one study, 33% of new hires quit within 90 days), consider enhancing your onboarding experience.
8. Application Completion Rate
This talent acquisition metric provides insights into the ease and speed of your application process. To obtain it, divide the percentage of candidates who completed the application process by the total number of individuals who started an application. If a large percentage of candidates are abandoning their apps midstream, it may be time to simplify your application process.
9. Turnover Rate
Chances are, you already track this essential HR metric—a prime indicator of workforce stability and satisfaction. To determine your turnover rate, divide the number of employees who left the company during a set period by the average number of employees for that period.
10. Candidate Job Satisfaction
This hiring KPI measures how applicants feel about their candidate experience—i.e., how well the actual job, cultural fit, and skills match lived up to expectations. Obtained by gathering feedback through surveys and/or interviews, it offers valuable insights for improving candidate fit, as well as your overall recruiting experience.
11. Diversity Metric
This measures the representation of various demographic groups in your applicant pool and/or workforce. Measuring it consists of tracking candidates and/or employees by race, gender, ethnicity, and age over time, allowing you to monitor your progress toward achieving your DEI goals.
12. New Hires by Department
Tracking the number of new hires made by each department will verify that you’re delivering on your strategic HR plan—and that HR is helping your organization meet its greater objectives for the year.
Use Recruitment Metrics to Improve Hiring in 2025
As the saying goes, if you can’t measure it, you can’t improve it. By monitoring key talent acquisition metrics and analytics, you can enhance your hiring process and better support your employer. 

At Namely, our HR analytics solution makes it easy to collect many essential HR metrics. If you’re not taking advantage of it, get started here. And for more ways to jumpstart the new year, check out Namely's HR & Compliance Calendar.

### HCM for Small Business: Why Invest in an All-in-One Platform

As the workforce continues to evolve and get more complex, small and mid-sized businesses (SMB) have realized the need for more than HR and payroll software to keep up with ever-changing regulatory requirements and deliver on employee expectations.



When you add a hybrid, multi-generational workforce and a global job market to the equation, it is even more evident that providing employees with the right technology to perform, grow, and thrive is essential to attract and retain the best talent.



Rather than continuing to add more platforms that don’t talk to each other and create more work, SMBs are embracing human capital management (HCM) solutions that offer the functionality necessary to manage an employee from hire to retire on a single platform.



Scalability Provides Higher ROI



Business moves at the speed of technical innovation and the cost of doing business is heavily impacted by the technology in use. When evaluating any new tech, the question should always be which software will return the greatest value, now and into the future?



When it comes to HR software, the answer is straightforward: The more scalable the software, the more value it can deliver as you grow, as your needs change, and as technology innovates around you.



HR software that offers a breadth of functionality in a single, configurable platform can avoid the need for additional solutions later. Automating manual processes and avoiding patched together systems also mitigates the risks of system errors, data loss, and cybersecurity breaches.



How HCM Platforms Empower Small Businesses



The latest HCM systems include accelerants and automations for every aspect of employee management and engagement. The following capabilities are those virtually every business needs and should be carefully considered when evaluating an HCM solution.   



Recruitment and Applicant Tracking



A great workforce starts with great people. The impression you make begins with the candidate experience; streamlining your hiring and recruiting processes will not only help you make a solid first impression but also more easily find the right person for the job and your company.



A few of the key capabilities to look for in an applicant tracking solution include the ability to:




Collaborate and craft the most effective job descriptions



Directly feed into major job boards and recruitment sites



Parse resumes, use AI to identify top candidates, and standardize information that is routed to all decision makers and influencers




The platform should also enable mandatory vetting processes like background checks and drug testing, and aid ongoing candidate communication to maintain their enthusiasm.



Onboarding



Once your candidate accepts the offer, the onboarding experience should be as smooth as possible and ensure the required paperwork is handled, preferably electronically and prior to day one! Automating the onboarding process also allows for every department with a task to complete to be well-prepared—from IT knowing what equipment and permissions are required, to fellow team members greeting the new hire by name. On that all-important first day, the HCM scheduling and communications capabilities can enable the warmest possible welcome and speed your new hire towards maximum productivity.



HR



An all-in-one HCM platform turns static employee records-keeping into a dynamic living status dashboard. Changes in status (e.g. marriage or a childbirth) can trigger benefits adjustments and be instantly reflected in payroll. The same applies to compensation and PTO. If job performance requires monitoring, the connection to Performance Management will generate the necessary documentation. In short, an HCM solution puts HR at the center of the company’s relationship with each employee, where it should be.



Scheduling



Whether it’s making sure all responsibilities are covered in a regular 9-to-5, or sequencing three shifts daily from the front office, across the shop floor, to the field, HCM software reduces the administrative burden to get the right people in the right place at the right time. It also helps to ensure compliance with labor laws and accommodates FMLA requirements while minimizing labor costs. Best of all, you’ll never need to use a spreadsheet like it’s a calendar again.



Time Tracking



An all-in-one HCM platform provides oversight of your operations down to the second. Integrated time clocks feed directly into payroll processing for faster, more accurate pay runs. Time fraud and missed punches can be virtually eliminated with biometrics and proximity sensors while geofencing does the same for remote and field personnel. PTO can be requested and approved inside the system, fully integrated with HR and payroll. All this can be tied back to rules-based compliance engines as well as shift-differentials for precision recording.



Payroll



By connecting payroll to time tracking and HR in an all-in-one HCM, you can provide employees with the assurance their compensation is fair and accurate. Like the best stand-alone payroll system, tax rates can be automatically applied and kept up to date with applicable law. The connection to HR ensures employee benefits are accurately deducted and funded. Most of all, all this goes much more quickly and easily when everything is integrated.



Benefits Administration



Since Benefits are both an HR and Payroll consideration, having one system to manage these critical employee functions will improve efficiency, ensure accuracy, and deliver a better employee experience. Empowering employees to enroll in their benefits online not only frees up HR for other tasks but also improves the overall employee experience.



Compliance



Few aspects of HR are more challenging than managing compliance. From properly tracking overtime to ensuring state-mandated trainings have been delivered, complying with regulatory requirements takes considerable time and carries the risk of hefty fines and penalties if not done correctly. A rules-based all-in-one HCM platform lets companies bake compliance into every aspect of their operations, complete with documentation and an audit trail.



Performance Management



The connectivity and communications capabilities of an integrated HR solution can have the biggest impact for small businesses when handling Performance Management. In addition to standardizing the process and documenting exchanges for managers and employees, an HCM platform can enable 360-degree feedback from colleagues for fairer and faster reviews as well as tie individual goals to corporate objectives for more measurable goal-setting.



Employee Self-Service



One of the biggest challenges facing companies today is providing an employee experience (EX) that attracts and retains the best talent. When considering any HR software, you want to ensure it enables employees to manage their professional lives as easily as they do their personal lives through self-service—from anywhere, at any time and on any device. From accessing pay stubs and tax documents to enrolling in benefits and requesting time-off, employees should be able to perform routine administrative HR tasks themselves—quickly and easily. Providing this functionality for multi-generational workforces that are on-the-go will do wonders for employee morale while dramatically reducing HR’s workload (which will boost their morale even more!).



Mobile Access



Having self-service capabilities available via a mobile phone makes it easier to use and easier to love. In many cases—like personnel in the field—this kind of access is as critical as it is convenient. Once again, having everything accessible through a single interface makes a huge difference in utility and usability.



Reporting



While an all-in-one HCM system doesn’t change the mission or goals of a small business, it simplifies many functions essential to effective people management. But there’s an even bigger benefit to implementing an all-in-one HCM platform—deeper organizational insight. When employee data and activities are interconnected and tied to a central database, it can yield quantitative insights into every aspect of operations with the ability to drill-down into key drivers of costs and profitability.



Armed with this knowledge, company leaders can make better, more informed business decisions. Being able to visualize the company’s health on a regular basis is exciting, but identifying opportunities for growth and tracking progress against those goals leads to greater success.



One for All, All-in-One



You may be thinking your business does not need all of this functionality. That may be true, right now. But what about in the future? The best HCM for small business is one that you don’t have to implement all at once. You can start with core functionality like Payroll and HR and enhance your solution with Applicant Tracking or Performance Management when you’re ready.



The flexibility of an all-in-one HR platform allows you to address administrative challenges like manual processes and siloed systems now, while enabling you to power your business and wow your people even more in the future.



Elevate Your HR With Namely's All-in-One Platform



As one of the industry’s more established brands, Namely knows what it takes to administer HR for a small business. And, as one of the industry’s very newest all-in-one HCMs, Namely delivers the technology you need now plus the service and support to make the transition as smooth as possible.



See what Namely can do for your business. Request a personalized demo at https://namely.com/lp/namely-hcm-solution/

### 5 Ways Applicant Tracking Systems Help Small Businesses

A regular function of any small business is the recruitment, hiring, and onboarding of new employees. Whether a business is growing or simply maintaining staff levels as part of normal attrition, new employees are always needed at some point.



But just because the function is regular, doesn’t mean it’s routine. New personnel may be required at infrequent and even inconvenient times. Or, the company may suddenly need to increase its staff to meet a burst of growth.



Because the process is not part of the daily routine for all HR teams, it demands special attention. Job descriptions and recruitment ads need to be generated and distributed, applications need to be reviewed by all the stakeholders, qualified candidates need to be vetted and interviewed, and new hires need to be entered into the system and set up to be successful contributors as soon as they begin work.



Organizing, scheduling, and managing this process—quickly, carefully, and efficiently—is a job for an Applicant Tracking System (ATS). This is especially true for small and medium-sized businesses (SMBs) where the hiring process is probably not a daily occurrence, and a new hire can have a larger impact on the organization.



5 Benefits of Applicant Tracking Systems



As with any system that touches on so many aspects of a business, the benefits of an ATS are significant and far-reaching:




Improved efficiency and reduced time-to-hire: ATS automations and programmed schedules make the entire hiring process go more smoothly. This lets stakeholders remain more focused on their day-to-day work with fewer administrative tasks and distractions.



Helping hiring teams identify qualified talent: Mapping applications to the job requirements helps quickly spot top prospects, and automated routing speeds the time to consensus. AI can also make a big difference here, mapping the various resume styles to the corresponding fields in a standardized format for ease of analysis and comparison (also known as resume parsing).



Streamlined communication and improved candidate experience: As smooth as an ATS makes the process for the company, candidates feel the difference too. They recognize they are being considered by a professional and well-organized business. Once they join, their enthusiasm will be boosted by the proactivity the system promotes. Most importantly, new hires can get up to speed and become valuable contributors faster, which makes good people enjoy their work more while improving the company’s bottom line.



Saving time and resources associated with manual recruiting efforts: Few administrative functions in business require as much paperwork as recruitment and hiring. An ATS eliminates much of the work and nearly all the paper. And that applies to everyone involved in the process, from HR to IT to payroll and accounting.



Ensuring compliance with employment regulations: Running the recruitment and hiring process through a rules-based system ensures every regulation is followed and all necessary documentation is generated and filed. This can save untold expense in liabilities and legal exposure.




Hire Faster and Easier: Unlock the Power of ATS



Moving your recruitment and hiring process onto an ATS delivers short-term benefits in time-savings and reduced workload. It also enables SMBs to compete with much larger organizations for the best talent.



These long-term benefits of a superior hiring process bring added value to a complete HR suite, simplifying every aspect of HR administration and driving a high-performance organization. This is exactly the role Namely fills for those companies.



Namely’s ATS is an enhanced module on the solid base of an all-in-one Human Capital Management (HCM) system that includes payroll, time, onboarding, and more. Additional modules consist of Workforce Management, Compliance, and Performance Management tools that align employee development goals with the company’s business objectives.



To learn more, contact Namely today.

### How an Applicant Tracking System Helps You Hire Better People

An Applicant Tracking System (ATS) is networked software that connects all the stakeholders involved in the hiring process without disrupting their more routine responsibilities. It is typically a component of a complete HR software suite—or Human Capital Management (HCM) platform—that enables companies to administer their entire employee lifecycle, from recruitment to retirement.



But candidates also use an ATS when they identify their next prospective job opportunity, apply for the position, and go through the interview and vetting process. The ease and organization of that process says a lot about the hiring company. And this can greatly influence how candidates feel about a prospective employer and their decision to accept a position when it’s offered.



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What Is an Applicant Tracking System (ATS)?



As the name suggests, most of an ATS’s capabilities are around obtaining applications for open jobs and bringing on the best new employee(s) from among them. Using such a system is the best way to ensure the process follows your talent acquisition strategy. While the process tends to be driven by HR, it ultimately involves the hiring manager, the new hire’s prospective colleagues in the organization, sometimes executive management and, of course, new hires themselves. 



The ATS serves as the central repository of information regarding the open position to ensure everyone is aligned on the job requirements and the necessary proficiencies. As part of an HCM system, this information can be part of an employee’s permanent record, making them “known” to the company in a lasting way that can also aid retention—exactly what you want with your best people. 



A Better System for Better People



Connect to Top Talent Pools. The quality of the candidate experience begins with the job listing itself. A complete, specific job description increases the likelihood of attracting the right candidates, while a well-crafted company overview that highlights culture and values helps ensure a strong fit. A good ATS enables each stakeholder to contribute their expertise to these elements, creating stronger, more effective listings. Better ATSs can then connect to popular job boards like Indeed and LinkedIn to post ads directly from the system and more easily manage responses. 



Many candidates now expect pay transparency in job descriptions, regardless of location, as several states have rolled out policies requiring it. Including clear salary ranges not only meets these expectations but also signals fairness and builds trust, attracting candidates who value transparency and aligning with those who are serious about the role. By leveraging an ATS, companies can standardize these details across listings, ensuring consistency and compliance while appealing to top talent with competitive compensation ranges. 



Leverage Advanced Technology. A sophisticated ATS can perform an initial screening of applications using artificial intelligence (AI), and the rules for routing qualified applicants can be automated so the right people can review prospects in the right sequence. Because HR has total visibility, that department can engage prospects as soon as appropriate, usually for a screening call. 



The faster the process moves, the more responsive the company appears to the candidate. Great prospects appreciate this level of attention, and they can see the company is placing a high value on the position to be filled. 



Provide a Smooth Process. The ATS handles all the scheduling, from the initial screening through the ultimate start date… and often into the first week of the new hire’s employment. During that time, the ATS facilitates all the necessary interviews, any screening processes (like background checks and drug testing), the delivery and receipt of offer letters and related documentation, requests for desk or station assignments, any required equipment, and even the welcome package that greets the new hire their first day on the job. 



This thoroughness and efficiency demonstrates to jobseekers that the company is a well-managed organization. It acts as a source of encouragement to candidates who demand the best of themselves and want to work at a company with similar standards. 



Get New Hires Up to Speed—Fast. The ATS goes on to help new hires with their required onboarding paperwork… minus the paper. All necessary and compliant information can be entered directly into an employee database. The new hire can receive and acknowledge their employee handbook, and get started on training, if necessary. In the background, the ATS provides alerts to the responsible parties to make sure everything goes according to schedule and is filled out completely. 



Great employees are anxious to get started and prove their value. By accelerating administrative tasks, an ATS lets new hires do just that, and helps channel their enthusiasm into their new role. In this way, the ATS both helps companies hire the best people and helps those new hires start doing their best work.



Hire Better, Faster: Level Up to ATS



Yes, an ATS can save time and reduce the clerical overhead involved in recruitment. But it also helps you staff your company with the best candidates available, and sets them up for success. The ROI from HR labor-savings is often just a fraction of all the added value a great employee brings to an organization. 



Still, by automating or even eliminating low-value clerical tasks, a full-featured Human Capital Management (HCM) system frees your HR people to do their best work too. This is what Namely can do for companies of all sizes. 



Namely’s ATS is one component of a complete HCM platform that includes payroll, time, onboarding, and more. Workforce Management, Compliance, and Performance Management modules that align employee development goals with the company’s business objectives are also available. 



To learn more, contact Namely today. 



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### Unconventional Interview Questions for Tech Recruiting

As an HR professional in the tech industry, you’re undoubtedly an expert at asking the right technical interview questions. But what about soft skills assessments, like critical thinking and problem-solving skills?

After all, a great hire isn’t simply a candidate who aces your coding challenges and code review assignments. A great hire is a good communicator, flexible collaborator, and excellent problem solver.
Unfortunately, these traits don’t always reveal themselves when you’re asking standard tech interview questions. For this reason, you may want to adopt these seven unconventional interview questions, lifted from behavioral interview techniques.
Beyond your candidates’ technical capabilities, these may help you surface your candidates’ soft skills—revealing what kind of coworker and employee they truly may turn out to be. 


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1. Have you ever received two equally-urgent project requests from two different senior stakeholders? How did you handle the situation (or, theoretically, how would you)?



The answer to this problem-solving interview question will shed light on your candidate’s critical thinking and prioritization skills—not to mention their ability to communicate with leadership under tricky circumstances.



2. Describe the most difficult project you’ve worked on to date. What made it so hard, and how did you resolve the problem?



Not only will this question reveal what your candidate considers to be a challenging project—which can be very useful when measured against the demands of a specific position—it may also offer insights into the way their problem-solving process works.   



3. You’re tasked with explaining a basic coding principle—KISS—to a group of kindergarteners. You can use any supplies in the classroom. How do you go about it?



This unconventional interview question forces candidates to think on their feet. Their answer may not only give you a sense of how flexible and imaginative they are in their thinking—it may reveal how well they can keep their composure when faced with an unexpected ask.



4. Have you ever fervently disagreed with a team member on how to approach a given project? What was it, and how did you resolve the disagreement?



Of all the soft skills an employee can bring to the workplace, conflict resolution is among the most valuable. While most candidates will claim that they’re team players on their resumes, how they act when the going gets tough is a true test of their collaborative prowess.



5. Can you give an example of a time when you had to learn a new tech skill quickly to deliver a project? What was it and how did you go about it?



Chances are, you seek employees who are eager to learn new IT skills and can adapt easily to changing demands. This behavioral interview question will not only shed light on your candidate’s specific work experience but reveal their attitude toward acquiring new training on short notice.



6. If programmers and coders were superheroes, who would your superhero persona be? What arch-villain(s) would you battle, and what would your superpowers be?



In addition to serving as a great ice-breaker, this behavioral interview question allows you a glimpse of the candidate beyond their technical skills. It will reveal how/if they think creatively, as well as if they have a sense of humor—a highly-prized characteristic of any work environment.



7. Have you ever experienced coder’s block? What is your strategy for working through it? 



Sooner or later, every tech professional experiences the IT equivalent of writer’s block. Yes, each coders’ process for working through it is likely a little different. However, knowing that your candidate has a strategy for dealing with this common problem speaks volumes about their problem-solving skills as well as their work ethic.



Chances are, your company’s need for tech talent will continue to grow—and so will your need for effective technical and behavioral interview questions. At Namely, we specialize in providing HR solutions for the technology industry, especially recruiting. Learn more about our talent solutions here.



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### What Is Human Capital Management and How It Benefits SMBs

As business administration has become more sophisticated and a body of knowledge has grown to reveal what practices drive the most value, Human Capital Management (HCM) has grown along with it. HCM is a strategic approach to employee management with the goal of maximizing near- and long-term company value.



HCM is especially important for small and medium-size businesses who are often competing with larger, better resourced enterprises to hire and retain top talent. Larger companies likely have large HR departments devoted to securing and retaining talent, and the software to execute at scale. Fortunately, comparable software is now available for SMBs to help deliver competitive benefits and an even better workplace environment.



With the right strategy and the right tools, virtually any company can win and cultivate the talent it needs to succeed in the market. In the process, HCM can increase operational efficiency, simplify regulatory compliance, and nurture a distinctive corporate culture.    



What is Human Capital Management (HCM)?



Back when most industries were systematized – built on a manufacturing model – and people were hired to perform repetitive tasks, employees were just one more input in the economic model. “Human Resources” was an apt way to describe how employers saw that workforce.



In today’s service-based economy, employees add value. They are skilled, self-directed in many cases, and not exactly interchangeable. Employees in such businesses are one aspect of the company’s capital assets: the Human Capital. A company’s financial fortunes depend on the quality and quantity of employees’ work product. That means staffing the best possible people, encouraging a positive workplace where they can do their best work, and retaining their skills and experience for as long as possible.



This is the goal of HCM. Accomplishing this in a way that is both personalized and efficient involves the elements we detail below. And, to do that, you need the right software. The right software is the one that helps your company coordinate and execute on all the elements of HCM.



What are the Elements of Human Capital Management?



HCM still gets confused with HR. And HCM capabilities technically include HR. But traditional HR functions can be considered subtasks in comprehensive HCM operations. This means HR is managed more strategically, and involves the stakeholders best positioned to positively influence the results.



Recruiting and hiring



This used to be siloed in the HR department. HCM lets companies utilize job descriptions produced by hiring managers and even recruitment ads produced by the marketing department to directly feed online job boards and social media. Use of online candidate profilers helps more quickly and fairly identify the best-qualified applicants.



Talent acquisition and onboarding



An Applicant Tracking System (ATS) is a specialized subset of HCM. This enables systematic vetting, interview scheduling, and shared perspective as a company zeroes in on the best hire. HR can then more easily handle the paperwork.



Onboarding a new hire is a skill set all its own. The better the onboarding experience, the faster a new employee will reach full productivity and the longer they’re likely to stay with the company. In the same way CRM helps companies earn the loyalty of customers, HCM nurtures the company’s relationship with its employees.



Training



Beyond the learning required for successful onboarding of a new employee, training may be necessary for specific skills or career development. HCM involves identifying the curriculum, scheduling the training, and recording the achievements. When conducted inside robust HCM software, this can be appended to their employee records and feed their personal development plan.



Time and attendance



In an HR context, timekeeping is considered an employee management function with implications for payroll. In HCM, this information goes beyond employee management to quickly and more accurately provide executive management with data-driven insights into total business performance.



Payroll



When payroll preparation and processing is fully integrated with employee records, all aspects of compensation become easier and more accurate to manage. This can include PTO, health and other wellness benefits, 401(k) participation, and compliance-related records like FMLA leaves.



Benefits and retirement services



While this is connected to payroll, it is increasingly becoming a key factor in employees’ relationship with employers. For this reason, it is now a strategic management tool more than an administrative task. By connecting benefits to the total employee relationship inside HCM operations, it is easier to implement policy changes and monitor their effect.



Performance management



Using HCM to administer performance reviews allows both employees and employers to gain perspective from multiple viewpoints. This can make the process fairer and more holistic. It also provides a more complete and accurate record of these interactions, which serves everyone. Individual performance can even be tied to business performance metrics.



Talent management



This used to be the “art” of HR management. Now, HCM allows managers in multiple departments and at every level to leverage resident skills and expertise. This also makes it easier for employees to chart a more satisfying career path.



Reporting and analytics



As mentioned throughout this list, every function of Human Capital Management performed inside an HCM system generates objective data. This is the real treasure for any company that values its people. With this, executive management can make better strategic decisions, as well as have more accurate snapshots of their business’s health on a daily basis.



Compliance



The record-keeping function of an HCM system enables regulatory compliance regarding every aspect of employment and workplace activity. In fact, setting up HCM processes can ensure that good compliance practices are baked into business routines.



Employee engagement



This is the ultimate benefit of a robust HCM system. When employees are empowered to check their own pay records and benefits or book their own PTO, they feel more engaged. According to Gallup, not engaged or actively disengaged employees represent about $1.9 trillion in lost productivity in the U.S. economy. Tying employees more closely to your company can literally be money in the bank.



HCM Software - Streamlining Your HR Operations



In the same way that technology has allowed companies of all sizes to be more productive, HCM software helps people managers do their best work. It does this in two ways: automating routine administrative tasks, and systemizing the “softer” aspects of HR that are increasingly important to today’s workforce.



Surprising as it might seem, many SMBs are still filling spreadsheets by hand to manage many critical HR functions. When it comes to operations like payroll runs, this leaves room for costly errors that can also be ruinous for employee relations. Likewise, proper software mitigates the chance of errors in the administration of benefits programs and PTO. In every one of these cases, the effort involved in getting it done and getting it right can be exorbitant. This is especially true for SMBs for whom HR is ancillary to their core business.



The expansive capabilities of HCM detailed above may seem like a luxury for a smaller company. But hosted software solutions with subscription rates that scale with business size have put this software in reach of everyone. Most are modular, so companies only need to pay for the parts they need. Most of all, by tying all these functions together, the operation of any one aspect is less expensive and more productive than has ever been possible before.



When a smaller company uses such robust software to anchor its relationship with employees, they are better able to compete with much larger companies for that same talent. In fact, it can level the playing field such that the smaller company has the advantage thanks to an often flatter organization and more direct management contact.  



What are the Benefits of HCM for Your Business?




Increase workforce productivity and efficiency: Automate routine HR tasks, streamline operations, and eliminate paperwork and other manual processes.



Reduce costs: Greater efficiency means lower operating expenses.



Improve employee engagement: Engaged employees are more productive – which translates straight to the bottom line – improves their work/life balance (with features like mobile access), and reduces staff turnover, eliminating all the expense that triggers. 



Strengthen talent acquisition: Solid HCM operations let smaller companies compete with larger ones for the best talent.



Enhance compliance: SMBs can bake compliance into their HR operations and automate the record-keeping that protects the company. 



Make data-driven decisions: Executive management gains a detailed, objective view of its business to guide long-term growth as well as day-to-day decision-making.  




Find the Right HCM Software for Your Business



As you can see, elevating and expanding HR to the practice of Human Capital Management offers huge advantages. Affordable, accessible HCM software now makes this a practical option for businesses of all sizes. And SMBs might have the most to gain from the change.



Namely is among the leaders in HCM technology. As the name suggests, Namely is designed to engage salaried and hourly workers at the individual level, even inside the same organization. This drives a culture of shared mission and individual contribution, enabling outsized performance by the whole team.



What’s more, executive management has the visibility and quantitative data they need – delivered real-time in intuitive and visually compelling dashboards – to continuously refine operations. Now SMBs can better compete with much bigger companies for the talent and economic efficiencies they need.



To learn more about Namely and receive a personalized demo, contact us at https://namely.com/lp/request-a-call/

### Measuring the ROI of Employee Training: A Beginner’s Guide

Do you know how much you spent on training programs last year?



Now, do you know if it was money well spent?

According to research, small employers (<100 employees) spent an average of $1,814 per employee last year; midsize employers (100-2,499 employees) spent an average of $1,121.

Either way, that’s a big investment. And, as with any investment, you should be able to gauge if it’s worthwhile.

That’s why it’s key to measure your return on investment (ROI) of employee training. Here’s how to get started—and why you should.
3 Reasons Why Employee Training ROI Matters
As an HR professional, you undoubtedly advocate for (and quite possibly manage) your company training program. That means you should have a vested interest in:
1. Measuring the impact of employee training on business outcomes
Studies show that employers with strong training programs have higher profit margins. So, whether the goal of your training initiative is to teach the workforce to use the company’s systems more proficiently or improve customer service, accelerating the staff’s professional growth can boost the bottom line.
2. Calculate the savings derived from training programs
Obviously, teaching employees how to be more productive saves money over time. And because employees want to work for companies that offer career advancement, training programs often reduce recruiting costs, too. In fact, employees who receive professional growth/career advancement opportunities have 34% higher retention rates than others.
3. Justify resource allocation for future training initiatives
A positive employee training ROI validates the financing of future programs, earning a piece of the company budget. After all, if customer satisfaction increases after service training, imagine what targeted sales training can do!
How to Measure ROI on Employee Training
While there are some sophisticated methods and formulas for measuring the ROI on employee training, there is also a simpler, straightforward strategy:

 	Set clear training objectives – what outcomes do you want to see as the result of the training?
 	Identify relevant metrics/KPIs – what behaviors do you hope to change through training?
 	Collect these metrics, both pre- and post-training
 	Gather post-training feedback from employees and managers, requesting a training evaluation
 	Review the financial data related to the training, including dollars spent and any measurable gains/savings

Tools for Measuring Employee Training ROI
Chances are, you already have several tools for measuring training metrics, including:

 	Your learning management systems (LMS) – Most LMS platforms include built-in tools like quizzes that measure employee mastery over the subject.
 	Survey and assessment software – You may already have an employee survey mechanism in place, perhaps through your HR software.
 	HR analytics – Your analytics solution should be able to track some general training-influenced metrics, such as retention, absenteeism, and engagement.

Employee Training ROI Metrics & KPIs
Other than mandated compliance training, most employee training programs are goal-driven. In that event, it’s up to employers to identify specific, measurable KPIs relevant to their goals. However, these workforce metrics can often be useful, too:


 	Employee Engagement – Engaged workers are more productive, creative workers. Measuring changes in engagement levels before and after training indicates its effectiveness.
 	Employee Retention - Tracking retention rates following training initiatives can help assess the impact on turnover and employee satisfaction.
 	Productivity - Improved productivity is one of the most significant indicators of successful training programs, although the way it’s measured varies for each operation.
 	Skills Development – Clearly, assessing changes in skill levels pre- and post-training is key.
 	Revenue Growth/Improved Margins – While it’s often difficult to directly correlate training to revenue growth and profitability, tracking these metrics does offer value.

A Blueprint for Continuous Employee Development
Measuring the ROI of your employee training program will give you data-driven insights for continuously improving your training initiatives—and that will not only benefit (and please) your employees, but ultimately boost your bottom line.
For more ideas, read our companion blog, 4 Steps to Build an Effective Training and Development Program. 

### 12 HR Compliance Questions Frontline Managers Should Know

As a human resources professional, you’re quite familiar with compliance regulations and practices. But it takes a village to maintain compliance—which is why your managers should be able to answer basic HR compliance questions, too.
After all, failure to grasp key compliance issues leads to fines, lawsuits, and headaches for employers. Last year, the Department of Labor’s Wage and Hour Division (WHD) collected $27 million from employers—and that’s just one aspect of federal compliance.

Your frontline managers interact with employees every day; they need a solid understanding of compliance risk, too. Why not invite them to peruse these core HR compliance questions and ensure they have the foundation they need?

1. What is the Fair Labor Standards Act (FLSA)?
Overseen by the WHD, the FLSA is federal employment legislation that sets the standards for minimum wage, overtime pay, payroll recordkeeping, and child labor.
2. What role do managers play in FLSA compliance?
Managers play a crucial role in ensuring that employees are paid accurately, particularly for overtime work if applicable, and are classified correctly.
3. What’s the difference between exempt and non-exempt employees?
Exempt employees are not eligible for overtime pay; non-exempt employees are (for hours worked beyond 40 per workweek). Classifications are based on salary levels and job duties are subject to periodic regulatory changes. For example, the DOL is expected to raise the overtime pay exemption threshold soon.
4. What’s the significance of Title VII of the Civil Rights Act of 1964?
Title VII is federal legislation that prohibits employment discrimination based on race, color, religion, sex or national origin. It’s overseen by the Equal Employment Opportunity Commission (EEOC), which collected more than $513 million in discrimination settlements last year.
5. How can managers help maintain Title VII compliance?
Managers are obligated to treat employees and applicants fairly and equitably in every aspect of employment. They should lead by example, foster a respectful culture, and vigorously address discrimination and harassment complaints. Find more tips here.
6. What is the Family and Medical Leave Act (FMLA)
The FMLA is federal legislation that allows eligible employees to take unpaid, job-protected leave for specified family and medical reasons, including to address a serious health condition, care for a sick family member, bond with a new child, or attend to family military-related needs
7. How can managers help support FMLA compliance?
Acting in tandem with HR, managers should educate employees about their rights and eligibility under the FMLA. They should be able to explain the leave application process and should not discourage employees from applying.
8. What is the Americans with Disabilities Act (ADA)?
The ADA is a federal law that prohibits discrimination against individuals with disabilities. It requires employers to provide reasonable accommodations to qualified individuals—i.e. to make adjustments to the workplace or an individual’s job duties.
9. What role do managers play in ADA compliance?
Managers must ensure that their employment decisions and recommendations are based on each individual’s qualifications and abilities, rather than their disability status. Managers should collaborate with HR and employees themselves to provide reasonable accommodations when indicated.
10. What is the Age Discrimination in Employment Act (ADEA)?
The ADEA is the federal law prohibiting employment discrimination against individuals aged 40 and older. It applies to every aspect of employment: hiring, firing, promotion, and compensation, and is overseen by the EEOC.
11. What role do managers play in ADEA compliance?
Managers should ensure that their employment decisions are based on non-discriminatory factors such as skills and performance—not age. They should promote an inclusive

Culture, practice anti-ageism, and quickly address complaints of age discrimination.
12. How can managers master compliance best practices?
The first step for managers is to recognize the importance of compliance—and to make an effort to learn the applicable labor laws and how they apply to their jobs. Ideally, maintaining labor compliance is a group effort made by HR, leadership, managers, and workers.

In addition, managers should:

 	Become very familiar with company compliance-related policies and processes
 	Take advantage of employer-sponsored compliance training
 	Work with HR to address specific compliance challenges as they occur
 	Make an effort to stay abreast of regulatory changes
 	Know how to use the compliance tools in their employer’s HR software

At Namely, we offer employers a broad menu of built-in compliance tools and safeguards. The better HR professionals and frontline managers understand them, the more compliant their organizations can be. Learn more about them here.

### Federal Workplace Safety Poster Requirements for 2024

When was the last time you checked your workplace poster requirements? If it’s been a while, now’s the time to ensure that you’re in compliance for 2024.



After all, Federal safety poster requirements are updated periodically; in fact, several were updated in 2023. Failure to display the right workplace posters in the right manner can trigger fines and penalties—and sends a poor message to your workforce, too.

But don’t worry, busy HR pro: we got you. Just read our quick guide—and in one fell swoop, you can download and print whatever you need to maintain compliance in 2024.
Best Practices for Displaying Workplace Posters 
When it comes to meeting workplace poster requirements, keep this in mind?

 	Our focus is on the six core Federal workplace posters that most employers are required to display. But depending on your business, you may be required to post additional Federal and state-level posters, too.
 	Location matters! Poster must be displayed prominently, in clear view of employees and, ideally, job applicants. If you have remote workers, make digital versions available, too.
 	While English is the default for U.S. workplace posters, most posters are also available in other languages. If you have employees who primarily speak these languages, the Department of Labor (DOL) encourages (and sometimes requires) you to display them, too.
 	It’s important to display the current version of each poster, so check those dates!

1. FLSA/Minimum Wage Poster: “Employee Rights Under the Fair Labor Standards Act”
Download the FLSA/Minimum Wage Poster here: https://www.dol.gov/agencies/whd/posters/flsa

Assuming your employees are covered under the Fair Labor Standard Act (FLSA), you must display this workplace poster, which states the key wage-and-hour laws, including minimum wage and overtime.

 	You can download the Minimum Wage poster in PDF format here, choosing black-and-white or color PDFs in 8.5" x 11" or 11" X 17" formats.
 	For other language versions, click here.
 	Certain industries have their own FLSA posters; find them here.
 	The current Minimum Wage poster was published in April 2023. If you’re using an older version, replace it now.
 	For more information, click here.

2. OSHA Poster: “Job Safety and Health: It’s the Law”
Download the OSHA Poster here:  https://www.osha.gov/sites/default/files/osha3165-8514.pdf

As you know, The Occupational Safety and Health Administration (OSHA) sets and enforces workplace safety and health standards. Most private employers are subject to OSHA, including those in white-collar industries—and all are required to display this workplace safety poster.

 	You can download the OSHA poster in PDF format here. Posters must be at least 8.5" x 14" and feature 10-point type.
 	For other language versions, click here.
 	You can also order pre-printed OSHA copies (in 14 languages) here.
 	If you’re located in a state with an OSHA-approved state plan, find your state-specific OSHA poster here.
 	The current OSHA poster was published in 2019, but earlier versions are acceptable.
 	For more information, click here.

3. FMLA Poster: “Your Employee Rights Under the Family and Medical Leave Act”
Download the FMLA Poster here:  https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fmlaen.pdf

The Family Medical Leave Act (FMLA) entitles many workers to job-protected, unpaid leave for reasons such as health conditions and childbirth. If your employees are among them, you’re required to display this poster.

 	You can download the FMLA poster in PDF format here. While the DOL does not specify a size requirement, it does require that the text is “easily read” and “fully legible.”
 	If a large number of employees speak/read a language other than English, a translated version of the poster must be displayed. For the Spanish version, click here. (Other language versions will become available at a later date.)
 	The current FMLA poster was published in April 2023, but the April 2016 and February 2013 versions remain acceptable.
 	For more information, click here.

4. EEO Poster: “Know Your Rights: Workplace Discrimination is Illegal”
Download the EEO Poster here: https://www.dol.gov/sites/dolgov/files/OFCCP/regs/compliance/posters/pdf/22-088_EEOC_KnowYourRights.pdf

Generally, employers with 15 or more employees are subject to Equal Employment Opportunity (EEO) laws and are required to display this poster, which defines employment discrimination, specifies protected classes of employees and explains how to file charges. It replaces an earlier “EEO Is the Law” poster.

 	You can download the EEO poster in PDF format here. There is no size requirement. This poster contains a second page for Federal contractors.
 	For the optional Spanish version, click here. Other language versions will become available at a later date.
 	The current EEO poster was published in June 2023, when it was updated to include information about the recently-enacted Pregnant Workers Fairness Act. While employers are only required to update their posters within a “reasonable amount of time,” we recommend doing so now, if you haven’t already.
 	For more information, click here.

5. EPPA Poster: “Employee Rights: Employee Polygraph Protection Act” 
Download the EPPA Poster here: https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/eppac.pdf 

The Employee Polygraph Protection Act (EPPA) prohibits most private employers from asking employees and applicants to take a lie detector test, and employers subject to the EPPA are required to display this poster.

 	You can download the EPPA poster in PDF format here.
 	For the optional Spanish version, click here.
 	The most recent EPPA poster we found is dated February 2022.
 	According to the DOL, the PDF consists of two printed pages that “must be taped or pasted together to form an 11" x 17" poster. For more information, click here.

6. USERRA Poster: “Your Rights Under USERRA” 
Download the USERRA Poster here: https://www.dol.gov/sites/dolgov/files/VETS/files/USERRA-Poster.pdf 

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the reemployment rights of military service members—including members of the reserves and National Guard—when returning from a period of service.

Employers are required to provide those covered by USERRA with a notice of these rights, either by displaying it in the workplace, or handing, mailing, or emailing it to affected individuals directly.

 	You can download the EPPA poster in PDF format here. There is no size requirement.
 	The most recent USERRA poster we found is dated May 2022.
 	For more information, click here.

Workplace Posters: A Few Last Thoughts   
While these six core posters make up the bulk of many employers’ Federal safety poster requirements, you may have some additional obligations. Specifically:

 	Some industries (such as agriculture) are required to post additional notices—as are Federal contractors. You can find the DOL’s list here.
 	If you use E-Verify to supplement the traditional Form I-9, you’re subject to additional posting requirements, as specified on the U.S. Citizenship and Immigration Services (USCIS) website.
 	It’s likely that your state has separate posting requirements, which you can track down on your state’s labor department website.

Finally, you have options. For example, trusted HR resources like the Society for Human Resources Management (SHRM) offer a convenient, compliant selection of Federal and state-specific posters. There’s more than one way to meet your workplace poster requirements.

And if you would like more assistance with labor compliance, learn about Namely’s compliance solution—a powerful combination of automated software safeguards and access to expert HR compliance advisors.

### HR Compliance Issues: Challenges Impacting Employers in 2024

For many HR professionals, maintaining labor compliance is a never-ending game of whack-a-mole. The target is always moving—and you never quite know where the next hot compliance issue will pop up. 

That said, four specific compliance challenges are poised to surface this year. Two are at the federal level; two are gaining momentum in numerous state and local jurisdictions. When it comes to managing your compliance risk in 2024, these are the ones to watch.  
New Pay Transparency Laws Abound
Since California passed the first pay transparency law in 2018, nine states have followed suit. For example, Hawaii’s pay disclosure mandate became effective January 1, 2024; Illinois’ law became effective in 2025. 
 A handful of cities—including New York City and Cincinnati, Ohio—have enacted pay disclosure laws, and similar mandates are under consideration from coast to coast. 
 An offshoot of Equal Employment Opportunity (EEO) legislation, these laws require employers to disclose their salary structures—a practice that spotlights wage disparities and helps to ensure equitable pay practices. 
 In fact, even if your business isn’t subject to such laws (yet!), you might want to be proactive in developing a pay transparency policy. 
Coming Soon: FLSA Overtime Rule Update
While 22 states increased their minimum wage for 2024, this year’s big Fair Labor Standards Act (FLSA) news is the Department of Labor’s (DOL) proposed overtime rule. If finalized, the rule will raise the annual overtime pay exemption threshold from $35,568 to $55,068, while mandating automatic increases every three years.
The DOL is expected to issue its Final Rule in April, with the change becoming effective 60 days later. 
If you haven’t already, now is the time to measure your potential compliance risk—i.e., to determine if you have affected employees, calculate the additional payroll cost, and set a course of action
Beyond FMLA: A Burst of New Paid Leave Laws
One of the fastest-growing compliance trends is the growing number of paid leave laws, which take the Family Medical Leave Act (FLMA) to the next level. To date, 22 states have enacted such laws. More are in the works. Some cities and counties have enacted similar laws as well. 
Paid family leave benefits—especially parental leave—are very popular with employees, especially younger workers. 
Bottom line: even if you’re not currently required to provide paid leave benefits, you may be soon. Compliance aside, you might consider adding it to your benefits package because it’s such a compelling recruiting and retention tool.
Watch for New EEOC Harassment Standards
Last fall, the Equal Employment Opportunity Commission (EEOC) introduced a proposal to update its Enforcement Guidance on Harassment in the Workplace—the first update in more than 30 years. Although this is guidance, not enforceable law, it should inform all employers’ corporate governance standards. 
What’s different? The updated guidelines specify protections for LGBTQ+ workers, anti-bias laws covering pregnancy-related issues, and virtual harassment of remote workers. It also encourages employers to update their anti-harassment policies and processes. 
For HR professionals, now’s the time to review the proposal—and reappraise your company's anti-harassment initiatives in light of the new guidance.    
Finetuning Your HR Compliance Best Practices
Minimizing compliance risk not only helps your employer avoid violations and penalties but also creates a safe, equitable workplace where employees can perform their best work. To that end: 

Periodically review your HR policies to ensure that they are clear, specific, and consistent with current compliance legislation. 
Audit your HR processes for addressing complaints and strengthening weak areas. For example, do your employees know how to report discrimination? Do managers fully understand how FMLA works? 
Be rigorous in training your workforce on compliance challenges at every level—from anti-harassment classes for employees to training on data protection and privacy regulations for managers and HR.   
Create a culture of compliance awareness and accountability. When you discover compliance issues, address them immediately. Develop a process for communicating regulatory changes across the organization.

Stay Up-To-Date & Avoid Compliance Issues in 2024
For many employers, HR software is one of the most powerful labor compliance tools at their disposal. If you’re already using an automated compliance solution, you’re ahead of the game. If not, take a minute to learn how Namely helps clients manage their compliance challenges, through a combination of:

Automated safeguards
Regulatory changes alerts
A robust learning management system, with a focus on compliance issues 
An accessible, anonymous employee reporting solution
A Living Employee Handbook   

We invite you to learn more about Namely’s compliance solution. And if you haven’t already, download your complimentary 2024 HR & Compliance Calendar.

### Family and Medical Leave Laws By State

In the intricate world of employment regulations, the Family and Medical Leave Act (FMLA) is a pivotal legal pillar in the workplace that grants eligible individuals the right to take unpaid, job-protected leave for specific family and medical reasons.

However, U.S. businesses operating across multiple states makes applying FMLA unique to individual scenarios. Each state contributes its own nuances, regulations, and provisions to the broader federal framework.

This comprehensive guide covers the federal FMLA law and each state family and medical leave laws, including the requirements, eligibility criteria, and local regulations employers must consider to ensure compliance with state-specific leave laws.



Table of Contents:

 	What is FMLA?
 	How To Apply For FMLA Leave?
 	Family and Medical Leave Laws By State

 	Alabama
 	Alaska
 	Arizona
 	Arkansas
 	California
 	Colorado
 	Connecticut
 	Delaware
 	Florida
 	Georgia
 	Hawaii
 	Idaho
 	Illinois
 	Indiana
 	Iowa
 	Kansas
 	Kentucky
 	Louisiana
 	Maine
 	Maryland
 	Massachusetts
 	Michigan
 	Minnesota
 	Mississippi
 	Missouri
 	Montana
 	Nebraska
 	Nevada
 	New Hampshire
 	New Jersey
 	New Mexico
 	New York
 	North Carolina
 	North Dakota
 	Ohio
 	Oklahoma
 	Oregon
 	Pennsylvania
 	Rhode Island
 	South Carolina
 	South Dakota
 	Tennessee
 	Texas
 	Utah
 	Vermont
 	Virginia
 	Washington
 	West Virginia
 	Wisconsin
 	Wyoming



What is the Family and Medical Leave Act of 1993 (FMLA)?

The Family and Medical Leave Act (FMLA) is a federal labor law that provides eligible employees with job protection for specific family and medical leave for up to 12 weeks.

The primary purpose of FMLA is to balance workplace demands with the needs of employees who require time off for qualifying life events.
1. FMLA Eligibility 
To be eligible for FMLA leave, employees must have:

 	Worked for their employer for at least 12 months.
 	Accumulated at least 1,250 hours of service during the last 12 months.
 	The employer must have at least 50 employees within a 75-mile radius.

2. Qualifying Reasons for Leave
Eligible employees can take up to 12 weeks of unpaid, job-protected leave for a variety of reasons, including:

 	The birth or adoption of a child
 	Having to receive treatment for a physical or mental health condition
 	Having to care for a sick family member
 	Certain military-related events (including foreign deployment).

Eligible employees can also take up to 26 weeks of leave in 12 months to care for a service member with a serious health condition, such as a severe injury or illness.

3. FMLA Job Protection
During FMLA leave, employers must maintain the employee's health benefits and guarantee the employee's job or an equivalent position upon their return.

While FMLA leave is generally unpaid, employees can integrate accrued paid time off (PTO) to supplement their income during the leave period, enhancing financial stability during challenging times.

4. FMLA Intermittent Leave
FMLA allows for intermittent leave or a reduced work schedule when medically necessary, providing flexibility for employees to address serious health conditions without taking extended continuous leave.

Employees must receive their employer's approval to take intermittent FMLA leave.
How to Apply for FMLA Leave
In general, employees must follow general PTO request procedures to apply for FMLA leave. They may also be required to fill out an FMLA-specific form. 

A typical FMLA leave request should include: 

 	Advance notice: The employee should give at least 30 days’ notice for foreseeable leave. If notice is not possible due to an emergency, they should request leave as soon as possible.
 	Explain the reasons: Although they don’t need to provide sensitive medical details, they should give the HR department enough information to verify if they are eligible for FMLA leave.
 	Provide certification: If the employer requires certification, the employee has 15 business days to provide it.

Please note that employees should notify the employer of any changes in their condition or if their leave needs to be adjusted. 
What Happens If an Employee Isn’t Eligible for FMLA Leave?
In cases where employees don't meet FMLA eligibility criteria, exploring alternative leave options or flexible work arrangements becomes essential. Many state and local laws accommodate medical leave.

Open communication and a collaborative approach can help identify solutions that align with both organizational policies and individual needs.

Family and Medical Leave Laws by State 
Mastering family and medical leave laws across the United States demands a keen understanding of regional distinctions, especially for employers with a multistate workforce.

This guide equips HR professionals with the knowledge needed to navigate the diverse landscape of family medical leave laws, ensuring not only legal adherence but also a workplace culture that prioritizes the well-being of its employees.

This section will examine the nuances of state-specific leave laws across the United States. Although some states have distinct family and medical leave regulations, others defer to federal FMLA laws.

Alabama Family and Medical Leave Laws
In Alabama, there are no specific state-level family medical leave laws. This means that employees in Alabama are solely protected by the federal FMLA law. 

Under the federal FMLA law, eligible individuals can take up to 12 weeks of unpaid leave within 12 months for qualifying family and medical reasons.

Alaska Family and Medical Leave Laws
While federal FMLA laws apply to private sector employees in Alaska, additional protection is available to public sector employees under the Alaska Family Leave Act (AFLA).

Under AFLA, eligible employees are entitled to 18 weeks of unpaid, job-protected leave during a 24-month period.

AFLA eligibility requirements include:

 	Working for an employer with over 20 employees within a 50-mile radius.
 	Having worked at least 35 hours a week during the preceding six months (or 17.5 hours per week in the preceding 12-month period).

If an employee in Alaska is eligible for both FMLA and AFLA, entitlements run simultaneously.
Arizona Family and Medical Leave Laws
Workers in Arizona are protected under the federal FMLA law.

Additionally, Arizona is one of the few states that mandates paid sick leave. Arizona workers accrue one hour of paid sick leave for every 30 hours worked. However, they can only use 40 hours per year, which only applies to managing short-term conditions like the flu.

For chronic or severe health conditions, the federal FMLA law grants eligible employees in Arizona the standard 12-week unpaid leave.

State employees are entitled to extended paid maternity and paternity leave under a pilot program put in place in January 2023.
Arkansas Family and Medical Leave Laws
Arkansas does not have state-specific leave laws beyond the federal FMLA, leaving employees without additional job protections.

Under federal FMLA, Arkansas employees can take up to 12 weeks of unpaid leave for any of the qualifying reasons, including maternity and paternity leave or a family member's serious health condition.
California Family and Medical Leave Laws
FMLA and the California Family Rights Act (CFRA) provide eligible employees with 12 weeks of job-protected leave within 12 months. To be eligible for CFRA, workers must have more than 12 months of service with the employer and have worked at least 1,250 hours during the previous year.

Apart from FMLA and CFRA, employees in California have access to Disability Insurance (DI) and Paid Family Leave (PFL). Both these state-specific leave laws provide wage-replacement benefits but do not grant job protection.

DI provides up to 52 weeks of paid benefits to employees who cannot work due to non-work-related injuries, illnesses, pregnancy, or childbirth. PFL grants employees up to eight weeks of paid maternity and paternity leave to bond with a new child or to take care of a sick family member (i.e. a serious health condition).

Visit the State of California's Employee Development Department to learn more.
Colorado Family and Medical Leave Laws
In addition to FMLA coverage, employees in Colorado are now protected by the state-run Paid Family and Medical Leave Insurance (FAMLI) program. This program started providing benefits to Colorado employees in January 2024.

The FAMLI program allows Colorado workers to take paid leave to address personal or family needs that may require time away from work, such as expanding their family or attending to a loved one facing a serious health condition. Visit the FAMLI website to learn more.

Colorado employees can apply for federal FMLA for unpaid, job-protected leave if they comply with requirements and qualifying reasons.
Connecticut Family and Medical Leave Laws
Connecticut provides two state-specific leave laws to protect employees who need to take time away from their jobs.

The Connecticut Family and Medical Leave (CTFMLA) provides employees with 12 weeks of job-protected leave, while the Connecticut Paid Leave (CTPL) grants paid benefits to replace lost wages.

CTFMLA shares the same eligibility criteria as the federal FMLA law, whereas the CTPL provides paid leave benefits for 12 weeks if the employee or a family member has a "serious health condition." Visit Connecticut's Department of Labor (DOL) to learn more.
Delaware Family and Medical Leave Laws
In 2022, Delaware enacted a law mandating that private employers with 10 or more employees offer 12 weeks of paid family and medical leave. However, the commencement of benefits is slated for 2026.

Until this provision becomes effective, qualifying employees of covered employers may still be eligible for federal FMLA leave. Additionally, public-sector employees in Delaware have access to unique leave benefits.

Visit the Delaware Department of Labor to learn more.
Florida Family and Medical Leave Laws
Florida does not have state-specific leave laws, so employees are only covered by the federal FMLA law.

However, Florida provides a domestic violence leave law, which allows victims to take up to three days of leave in 12 months if they have suffered domestic or sexual violence.
Georgia Family and Medical Leave Laws
Georgia does not have a state-specific leave law, except for a specific provision applicable to state employees only.

Nevertheless, in cases where an employer has a workforce of 25 or more employees and offers sick leave, state regulations mandate employers allow up to five days of leave per year to employees who need to care for a close family member. Employees must work at least 30 hours per week to be eligible for this protection.

Additionally, qualifying employees of covered employers may have access to federal FMLA leave.
Hawaii Family and Medical Leave Laws
The Hawaii Family Leave Law (HFLL) applies to employers with 100 or more employees in the State of Hawaii. The employee must have worked for at least six months for the employer to be eligible for HFLL. Unlike the federal FMLA, there is no requirement for a minimum number of hours worked within six months.

Under HFLL, the employee can take up to four weeks of unpaid leave for qualifying reasons, including the birth or adoption of a child, caring for a relative with a serious health condition, or suffering a serious health condition.

If an employee qualifies for both FMLA and HFLL, benefits run simultaneously. Learn more about HFLL on the State of Hawaii's Wage Standards Division website.
Idaho Family and Medical Leave Laws
Idaho doesn't have state family medical leave laws, so eligible employees covered by the federal FMLA law can take up to 12 weeks of unpaid, job-protected leave.
Illinois Family and Medical Leave Laws
No state family medical leave laws are available in Illinois. Employees, however, are covered by the federal FMLA. Additional protection is available under specific circumstances, such as domestic violence and parental obligations.

Victims of domestic violence can take four to 12 weeks of unpaid leave, while parents of school-aged children can take up to eight hours per calendar year to attend school activities.
Indiana Family and Medical Leave Laws
Indiana does not provide state family medical leave laws beyond the federal FMLA.

A family military leave law grants employees 10 days per calendar year. The leave should be utilized either while the family member called to active duty is on leave or within the 30 days preceding or following the commencement of the active duty orders.
Iowa Family and Medical Leave Laws
No state-specific leave laws are available in Iowa. However, the Iowa Civil Rights Act provides eight weeks of unpaid maternity and paternity leave.

Federal FMLA leave is available to eligible employees.
Kansas Family and Medical Leave Laws
Eligible Kansas employees only have access to the federal FMLA, as it has no state-specific leave laws.

A domestic violence leave law is the only exception. Victims can take up to eight days per year of unpaid leave for related purposes, such as seeking a restraining order or attending court.
Kentucky Family and Medical Leave Laws
Kentucky has no state family and medical leave laws. If eligible, Kentucky employees can take up to 12 weeks of unpaid, job-protected leave under the federal FMLA law.
Louisiana Family and Medical Leave Laws
Louisiana lacks a broadly applicable family and medical leave law. Nevertheless, a pregnancy disability leave law is available. The pregnancy disability leave law mandates employers with over 25 employees to provide six weeks of maternity and parental leave for a typical pregnancy and childbirth (and up to four months for an employee disabled due to pregnancy, childbirth, or related conditions).

Additionally, parents of school-aged children can also take up to 16 hours of annual leave to attend school-related activities.
Maine Family and Medical Leave Laws
Maine family and medical leave law extends coverage to employees with 12 consecutive months of service. Eligible reasons for leave include:

 	the employee's serious health condition,
 	the birth of their child or their domestic partner's child,
 	the adoption of a child by the employee or their domestic partner,
 	a serious health condition of a covered family member, and
 	the death or serious health condition of a close family member of the employee while on active military duty.

Under state-specific leave laws, eligible employees can take up to 10 weeks of leave in two years. The entitlements run simultaneously if the employee is also eligible for federal FMLA leave.
Maryland Family and Medical Leave Laws
Under Maryland's Healthy Working Families Act, employers are required to provide earned sick leave. Employees accrue one hour of leave for every 30 hours worked, with a 40-hour limit per year.

Employers with more than 15 employees must provide paid sick leave, while employers with 14 or fewer employees are allowed to provide unpaid leave.

Maternity and paternity leave is also available to new parents (both biological and adoptive). Maryland's Parental Leave Act requires employers to provide six weeks of unpaid leave benefits in 12 months. To be eligible for parental leave, the employee must have worked for the employer for at least 12 months.

Visit Maryland's Department of Labor website to learn more.
Massachusetts Family and Medical Leave Laws
Apart from federal FMLA, Massachusetts employers are required to provide the following under Massachusetts' Paid Family and Medical Leave Act:

 	Up to 20 weeks of paid leave for an employee's serious health condition.
 	Up to 12 weeks of paid leave for the birth or adoption of a child.
 	Up to 12 weeks of paid leave to care for a sick family member.
 	Paid leave for military families (12 to 26 weeks, depending on the reason).

Employees in Massachusetts are also entitled to leave accrual. They can use a maximum of 40 hours of sick time per year to manage short-term conditions like the flu.
Michigan Family and Medical Leave Laws
Michigan's Paid Medical Leave Act covers employers with 50 employees or more and grants employees leave accrual. Employees accrue one hour of paid leave for every 35 hours worked. However, they can only use a maximum of 40 hours of medical leave per year.

Employees may take paid leave for any of the following reasons:

 	Physical or mental illness of the employee or a close family member.
 	The closure of the employee's workplace due to a public health emergency.
 	To care for a child whose school has been closed due to a public health emergency.

Eligible employees in Michigan may also take up to 12 weeks of unpaid, job-protected leave under the federal FMLA law.
Minnesota Family and Medical Leave Laws
Separate from the federal FMLA law, several state family and medical leave laws protect employees in Minnesota.

Minnesota's Pregnancy and Parenting Leave grants new parents up to 12 weeks of unpaid maternity and paternity leave for the birth or adoption of a child. Female employees can also use this leave for prenatal care or incapacity due to pregnancy. Parents are also entitled to a maximum of 16 hours per year to attend their children's school conferences and activities.

Minnesota also mandates employers to provide up to 160 hours of paid sick leave in 12 months. Benefits can be used for a personal illness or to care for a sick family member.

Military families can benefit from one day of annual leave for military sendoff or homecoming.
Mississippi Family and Medical Leave Laws
There are no state-specific leave laws in Mississippi. Eligible employees in Mississippi are protected under the federal FMLA law and are entitled to 12 weeks of unpaid, job-protected leave.
Missouri Family and Medical Leave Laws
Missouri does not have any state-specific leave laws. Eligible employees in Missouri are protected under the federal FMLA law and are entitled to 12 weeks of unpaid, job-protected leave.
Montana Family and Medical Leave Laws
Though Montana follows the federal FMLA, the Montana Human Rights Act provides an additional, "reasonable" leave of absence for pregnancy.
Nebraska Family and Medical Leave Laws
Nebraska has not enacted a state family and medical leave law, so eligible employees are protected under the federal FMLA law.

Leave is available to the spouses or children of family members called to active duty. Employers with 15-50 employees must provide 15 days of leave, while employers with more than 50 must grant up to 30 days.
Nevada Family and Medical Leave Laws
Nevada has no state family and medical leave law, but the state does provide other types of leave.

Employers with more than 50 employees must provide parents of school-aged children with four hours of annual leave to attend school activities.

Additionally, employers in Nevada are required to provide up to 40 hours of paid leave per calendar year. Qualifying reasons for taking this leave are not specified in the law but presumably include a serious health condition or taking care of a sick family member.

Victims of domestic violence are entitled up to 160 hours of leave in a 12-month period.

Eligible employees in Nevada may also apply for federal FMLA leave.
New Hampshire Family and Medical Leave Laws
No state family and medical leave law has been enacted in New Hampshire. However, a voluntary paid family and medical leave program is available to participating employees.

This voluntary program provides workers 60% of their average weekly wage for up to six weeks (or 12 weeks, depending on the employer's plan) per year.

Employees can be covered through their employer or sign up individually. By law, insurance cannot cost more than $5 per week. Learn more by visiting New Hampshire's PFML website.

Pregnancy leave is also available in New Hampshire and should be provided by employers with six or more employees. It covers a "period of temporary physical disability" related to pregnancy and childbirth.

New Hampshire employees may also apply for federal FMLA leave to deal with a personal illness, to care for a sick family member, or to bond with a new child.
New Jersey Family and Medical Leave Laws
Under the New Jersey Family Leave Act, employees are entitled to 12 weeks of job-protected leave during a 24-month period. To qualify for leave, certain conditions must be met, including:

 	Working for an employer with at least 50 employees.
 	Having worked for the employer for at least a year.
 	Having worked at least 1,000 hours during that year.

Qualifying reasons include the birth or adoption of a child and the need to take care of a sick family member.

Although similar to federal FMLA, the New Jersey Family Leave Act does not allow employees to take time off for their own medical conditions. Employees who qualify for both will only be entitled to 12 weeks of leave during a 12-month period. Learn more about the New Jersey Family Leave Act.

Additionally, New Jersey employees are entitled up to 40 hours per year of paid sick leave. Workers can take this leave to deal with a serious health condition or care for a loved one, among other qualifying reasons.
New Mexico Family and Medical Leave Laws
Employees in New Mexico are entitled to 64 hours per 12-month period of paid sick leave. Under the Healthy Workplaces Act, workers earn leave accrual of at least one hour for every 30 hours worked.

Qualifying reasons for leave include:

 	The employee's illness.
 	Preventive medical care of the employee or a family member.
 	The care of a sick family member.
 	School meetings related to the health of a child.

New Mexico also provides a maximum of 14 days of leave per year to employees who are victims of domestic violence.

Under federal FMLA law, eligible employees may also apply for up to 12 weeks of unpaid, job-protected leave.
New York Family and Medical Leave Laws
Since 2016, New York has had the country's "strongest Paid Family Leave policy." New York's paid family leave provides paid, job-protected leave to:

 	Bond with a new child.
 	Take care of a sick family member (as of 2023, this includes siblings).
 	Assist loved ones when a spouse or domestic partner is called to active duty abroad.

Under this law, eligible employees will receive an average of 67% of their normal income and a maximum of 12 weeks of job-protected leave. They must also be granted continued healthcare. Learn more about your responsibilities as an employer in New York.

Employees in New York are also entitled to 40-56 hours (depending on the employer size) of sick leave. Large employers with more than 100 employees must provide 56 hours of paid leave, while medium-sized employers with 5-99 employees must provide 40 hours of paid leave. Small employers must provide 40 hours of leave, though it may be unpaid.

Military Family Leave law in New York allows the spouse of a service member to take 10 days of leave during their partner's active duty.

Eligible employees may apply for 12 weeks of job-protected leave in New York.
North Carolina Family and Medical Leave Laws
Under federal FMLA law, North Carolina employees are entitled to 12 weeks of unpaid, job-protected leave.

Although the state doesn't have its own state family and medical leave law, parents of school-aged children are entitled to four hours per year to attend school conferences or activities.

North Carolina also protects victims of domestic abuse with a law that grants "reasonable" leave from work to attend related matters, such as court hearings or seeking a restraining order.
North Dakota Family and Medical Leave Laws
Under federal FMLA law, eligible employees are entitled to 12 weeks of unpaid, job-protected leave.

Although North Dakota does not provide state-specific leave laws, state employees are protected under the Uncompensated Family Leave Act of 1989 (UFLA). Under UFLA, state employees can extend federal FMLA leave to 16 weeks to care for a new child or a family member or to deal with a serious health condition.
Ohio Family and Medical Leave Laws
The state of Ohio has not enacted state family and medical leave laws and defaults to federal FMLA regulations.
Oklahoma Family and Medical Leave Laws
Oklahoma employees are only entitled to the rights provided by the federal FMLA law, as the state doesn't have its own state-specific leave laws.

Under federal FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave.
Oregon Family and Medical Leave Laws
Two state-specific leave laws protect Oregon employees. The Oregon Family Leave Act (OFLA) provides 12 weeks of unpaid, job-protected leave per year, mirroring the federal FMLA law.

Meanwhile, Paid Leave Oregon (enacted in 2023) grants employees 12-16 weeks (depending on circumstances) of paid leave per year.

Employees can use this leave for a variety of reasons, including:

 	The birth or adoption of a child.
 	The need to take care of a sick family member.
 	Their own serious health condition.
 	Victim of sexual or domestic violence.

OFLA and Paid Leave Oregon run together for employees who applied for leave under both laws. Learn more at the Oregon's Bureau of Labor and Industries website.

Moreover, Oregon employees are entitled to 40 hours per year of sick leave, which they can use for their own medical conditions or to take care of a sick family member. Given the 40-hour limit, sick leave is used primarily to manage short-term illnesses, like a cold or the flu.

Leave related to domestic violence permits victims to take "reasonable" time off work. Military families are entitled to 14 days of leave per deployment.
Pennsylvania Family and Medical Leave Laws
Pennsylvania doesn't have its own state family and medical leave law.

Eligible Pennsylvania employees can take up to 12 weeks of job-protected leave under the federal FMLA law for reasons that include the birth of a child or a serious health condition.
Rhode Island Family and Medical Leave Laws
The Rhode Island Parental and Family Medical Leave Act (RIPFMLA) requires that large employers with 50 or more employees provide eligible employees with 13 consecutive weeks of unpaid leave in 24 months.

To qualify, employees must be full-time employees who:

 	Work for an average of 30 hours per week or more.
 	Have worked for the employer for at least a year.

Reasons to take leave include the birth or adoption of a child or a serious health condition of the employee or a close family member.

Employees in Rhode Island are also eligible for FMLA leave. If both RIPFMLA and FMLA leave are granted, benefits run concurrently.

Rhode Island also has paid leave options for families. The Paid Parental Leave program provides up to four weeks of paid maternity and paternity leave to care for a new child. Employees get up to 60% of their monthly wages under this program.

Alternatively, the Family Leave program provides up to four weeks of paid leave to care for a sick family member. In both cases, the programs are designed for employee job protection and seniority level.

Learn more about paid leave options in Rhode Island.
South Carolina Family and Medical Leave Laws
South Carolina does not have state-specific leave laws applicable to the private sector. State employees might have access to unique forms of family medical leave laws designed for similar purposes.

Qualifying employees can apply for federal FMLA leave.
South Dakota Family and Medical Leave Laws
South Dakota currently does not possess a state family and medical leave law.

However, qualified employees in South Dakota can take up to 12 weeks of protected leave under the federal FMLA. This leave can be utilized for various reasons, such as the birth of a child or dealing with a serious health condition.
Tennessee Family and Medical Leave Laws
Tennessee has not enacted a state-specific leave law. However, a state-specific leave law grants leave for pregnancy, childbirth, adoption, and nursing an infant.

This legislation applies to employers with 100 or more full-time employees at a particular job site or location. Eligible employees must have worked for the same employer for at least 12 consecutive months.

Under federal FMLA law, qualified employees can also apply for 12 weeks of unpaid, job-protected leave.
Texas Family and Medical Leave Laws
Texas doesn't have its own state family and medical leave law. Texas employers are, however, required to adhere to the federal FMLA law and provide eligible employees with 12 weeks of unpaid, job-protected leave for the birth of a new child or a serious health condition.
Utah Family and Medical Leave Laws
Utah has not enacted a family medical leave law. As in all 50 states, eligible employees in Utah are entitled to 12 weeks of unpaid, job-protected leave under the federal FMLA.
Vermont Family and Medical Leave Laws
Vermont's Parental and Family Leave Law provides employees with 12 weeks of unpaid leave during a 12-month period for the following reasons:

 	Pregnancy or childbirth (maternity and paternity leave).
 	A serious health condition of the employee or a close family member (family leave).

In addition, employees in Vermont are entitled to short-term family leave to attend school activities, medical appointments, or emergencies. Parents can use up to four hours of leave per month and a maximum of 24 hours per year.

Leave accrual is also available to workers in the state of Vermont. Employees can use paid sick leave both for their own illness or to care for a close family member. Earned sick leave is limited to 40 hours per year, so it can only be used to manage short-term conditions, such as the flu.
Virginia Family and Medical Leave Laws
Virginia has not enacted a family medical leave law. However, employees in Virginia are entitled to 12 weeks of unpaid, job-protected leave under the federal FMLA. Qualifying reasons include the birth or adoption of a child and a serious health condition.
Washington Family and Medical Leave Laws
The state of Washington Paid Family and Medical Leave Law (PFML) provides workers with 12 weeks of paid leave for qualifying reasons, including:

 	Medical Leave: for a serious health condition, including major
 	surgery or to receive inpatient treatment for a mental or physical health condition.
 	Family Leave: to take care of a sick family member, maternity and paternity leave, or spend time with a family member who will be deployed overseas.

It is worth noting that employees can access 16-18 weeks of paid leave in 12 months if they need to combine family and medical leave. This could include, for example, the need to take time off work for a medical condition during pregnancy and then time to bond with their new child.

Employees can receive up to 90% of their weekly salary during paid leave, with a cap of $1,456 for 2024. To be eligible, workers must have logged at least 820 hours (approximately 16 hours per week) within the qualifying period.

Learn more about Washington's Paid Family and Medical Leave program.
West Virginia Family and Medical Leave Laws
West Virginia doesn't have a state family and medical leave laws. Workers in the state can apply for federal FMLA to receive up to 12 weeks of unpaid, job-protected leave for qualifying reasons.
Wisconsin Family and Medical Leave Laws
Wisconsin's Family Medical Act provides employees with:

 	Six weeks of unpaid leave for the birth or adoption of a child.
 	Two weeks to take care of a family member with a serious health condition or to receive treatment for their own condition.

Workers in Wisconsin are also eligible for federal FMLA. Benefits run concurrently if an individual qualifies for both federal and state FMLA.

Learn more about leave options on the Wisconsin's Department of Workforce Development website.
Wyoming Family and Medical Leave Laws
Wyoming does not have its own family medical leave laws. Eligible employees can apply for federal FMLA for any qualifying reasons, including the birth or adoption of a child or a serious health condition (personal and of a close relative).

—-------------------------

* Reviewed in January 2024

* The content of this publication is provided for informational purposes only and does not contain or constitute legal advice. 

### 4 Tech-Driven Compliance Trends to Watch in 2024

Over the last two decades, technology has revolutionized HR. Virtual onboarding, online enrollment, automated payroll processing…most HR tasks can now be managed electronically, and the list keeps growing. But as technology advances, so does the need for increased regulation, as evidenced by emerging compliance trends.

Innovative technologies like cloud computing and AI offer endless possibilities, but also great risk and potential misuse. This is—and will be—driving regulatory changes that will impact employers and their HR teams, too.
But you’re a busy HR professional, not an IT expert. If you can only follow a few big tech trends, these are the ones to watch.

Tech-related Compliance Industry Trends in 2024
If it seems like technology is advancing faster than ever, that’s because it is. It’s growing exponentially, and each innovation creates more possibilities—and in tandem, the need for greater regulation.
What’s that look like for HR? For us, the future of compliance starts here.

1. AI Regulatory Changes Ahead
While artificial intelligence (AI) has existed since the 1950s, its development has recently exploded, as have concerns about its risks.
In October 2023, President Biden issued the Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence, which calls for the development of AI safety standards, best practices, and a system of oversight.
While actual regulatory changes are down the road, it’s something to be aware of. Chances are, you’re already using AI in some facets of your HR software, such as resume screening and HR analytics, and more is surely on the way.
How do you stay abreast of it? HR resources like the Society for Human Resource Management (SHRM) frequently cover AI—and, of course, communicate with your HR software provider, too.

2. The Future of Cybersecurity Compliance
Cybersecurity continues to be an ongoing threat to businesses in 2024. After all, data compromises increased by 78% in 2023.
Under current U.S. law, only businesses in certain sectors—such as infrastructure, finance and healthcare—are currently required to report cybersecurity breaches. However, cybersecurity compliance laws are likely to become more expansive.
For now, businesses are responsible for implementing their own data protection measures. Whether you have an IT/security team or not, the U.S. Cybersecurity & Infrastructure Security Agency (CISA) offers valuable advice and strategies for smaller employers.
There’s good info on CISA for HR professionals, too. For example, one of the best ways to prevent cyberattacks is to train your workforce to recognize cyber scams—something to add to your to-do list in 2024.

3. Expanded Privacy & Data Protection Regs
Privacy and data protection laws are hardly new to HR—you’ve been complying with HIPAA (Health Insurance Health Insurance Portability and Accountability Act) and FCRA (Fair Credit Reporting Act) mandates for years. But there may be more tech-specific regulatory changes ahead.
Often, legislation in the consumer sector serves as a bellwether—and in 2023, consumer privacy regs were introduced in at least 40 states, with eight states passing new data protection laws.
In the HR universe, several states recently enacted laws governing employee monitoring, such as video surveillance, GPS tracking, and biometric data collected by some time-tracking and security systems.
Many HR and business publications are good sources of information regarding such regulatory changes. And if you use employee monitoring solutions, you can just ask your providers how they ensure your compliance.
4. What about Cloud Compliance?
As more businesses shift to cloud-based software (94% of companies used cloud services in 2023), interest in cloud compliance is increasing.
Most employers and their cloud service providers operate under the Shared Responsibility Model of Cloud Security: employers are responsible for the data they store and process in the cloud, while providers are responsible for maintaining system infrastructure.
What does that mean for HR? It means that, when it comes to using your cloud-based HR software, you’re responsible for complying with the applicable privacy and data protection laws—such as HIPAA and ban-the-box laws. Ideally, your HR software includes built-in safeguards to help keep you compliant.
It also means it’s critical to choose HR software providers prioritizing cloud compliance and operating at the highest security levels (see below).

Embrace the Future of Compliance
Chances are, you weren’t drawn to HR because you love tracking compliance industry trends, particularly in the technology sector. But it is essential to protecting your employer and employees’ security—especially in 2024.

### 7 Performance Management Strategies to Fuel Business Growth

As an HR professional, performance management strategies are your stock in trade. Every day, you’re working to ensure that company employees are engaged in their work…fulfilling their responsibilities…and doing their part to drive the business forward. 
But sometimes, that last point gets lost in the daily grind, although it’s really at the core of strategic HR planning. And that’s why aligning performance management with business goals should be one of every HR team’s key objectives this year.
 
What is a Performance Management Strategy?
A performance management strategy is an employer’s plan for monitoring, assessing, and improving the way employees do their jobs, individually and collectively. 
The intention is generally two-fold: to help employees elevate their performance and to ensure that their output contributes to the organization’s planned success. 
 
The Importance of Aligning Performance Management with Business Growth
Unfortunately, according to research, only 28% of employees feel connected to their employer’s purpose. Which begs the question: if your employees don’t understand where you’re headed, how can they possibly help you get there—or even know if they’re moving you in the right direction? 
For this reason, savvy employers continuously share their business goals, values, and progress with employees, while aligning performance management with business growth. This way, company strategy, and performance management dovetail perfectly, ensuring that everyone arrives at the finish line together.
Key Performance Management Strategies to Drive Growth
There are several performance management strategies you can leverage to drive company success. Chances are, you’re already using many of them, like these: 
1. Engage in Clear Employee Goal setting
Every employee should know what’s expected of them—i.e., what their exact responsibilities are; and what a good job looks like. When managers engage in measurable goal setting with employees, they set their people up for success, while creating objective performance metrics that serve as helpful (self) evaluation tools. 
 
2. Understand the Importance of Strategic Alignment
Employee-level goal setting is valuable when it comes to measuring and improving individual performance. But it’s critical that such goal setting is in strategic alignment with team and/or department-level goal-setting, too—and that, in turn, they’re all carefully choreographed to help the business transform its goals into realities.
 
3. Make Employee Motivation a Priority
Research reveals that when employees are engaged and motivated, they perform at a higher level. They’re more productive, creative, and self-directed (and also more likely to remain with the employer). 
So, make sure your organization is doing everything possible to motivate employees, from recognizing individual and group achievements to building a culture of continuous feedback. 
 
4. Foster Strong Manager/Employee Relationships
Undisputedly, the top influencer of job satisfaction is the employee/manager relationship—what McKinsey calls “the boss factor.” Ideally, your frontline managers are communicating closely and frequently with their direct reports, checking in, offering impromptu job coaching, and keeping staff in the loop. Of course, managers should be in strategic alignment with your business objectives, too. 
 
5. Combine Continuous Feedback with Performance Reviews
Regular performance reviews are key to any sound performance management strategy. But often, it’s a l-o-n-g time between formal reviews—which is why managers should also create a continuous feedback loop with employees. Employees should always know how they’re doing relative to their goals, and how the company is doing, too. 
 
6. Amp up Your Employee Recognition Program
A strong recognition program doesn’t simply reward employees for a job well done, it motivates them—and their peers—to keep up the good work. 
Beyond that, when you link your recognition program to your company’s objectives—demonstrating how a given employee or team moved the needle, goal-wise—you help employees see how they contribute to the plan. 
 
7. Prioritize Employee Development 
Employees love companies that offer ample because it shows that they’re invested in their people. Better yet, when employers emphasize skill-building that’s in sync with their business strategy, they’re preparing their workers to help drive them into the future—a win/win for everyone. 
 
Fueling Growth: Take Action with Strategic Performance Management
Chances are that your employer is committed to business growth. One of the best ways organizations can position themself for success is through strategic HR initiatives like aligned performance management planning. Learn more about strategic HR planning—and how Namely’s talent management solution can help. From engaging employees to building a culture of continuous feedback, we’re here to help you master strategic performance management. 

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### Creating a Talent Acquisition Strategy: Aligning Hiring with Business Goals

If your company has yet to develop a formal talent acquisition strategy, now’s the time to do so.

For one thing, an effective hiring strategy will make it easier for you to attract top-tier candidates—and that’s never been more important.
For another, it will ensure that your recruitment process supports your company’s business objectives, allowing HR to contribute more directly to your organization’s growth and success.


What is a Talent Acquisition Strategy?
In a nutshell, talent acquisition strategies are company-specific plans for identifying and hiring the employees needed to meet each organization’s short- and long-term business objectives.
These hiring strategies consist of multiple components, all working together to ensure an effective recruitment process that’s in step with each employer’s overarching goals.


Why Link Talent Acquisition to Organizational Success?
Too often, the recruitment process is reactive—i.e., HR is largely called on to fill vacancies as they arise. But when HR is part of an employer’s strategic planning process, talent acquisition becomes a powerful, proactive business tool.
For example, if a company’s three-year goal is to expand into a new market, leadership shouldn’t wait until Year Three to bring HR on board. Rather, HR is part of the project team from the get-go, engaging in strategic workforce planning to pro-actively staff the expansion.


6 Key Steps to a Successful Talent Acquisition Strategy
Successful talent acquisition strategies optimize the various components of the recruitment process, including:
1. Burnish Your Employer Brand
Your employer brand encompasses your culture, values, and overall image as an employer—i.e., how you’re perceived by current and prospective employees.
You can enhance your employer brand by offering competitive compensation and benefits, building an engaging company culture, and ensuring a positive candidate experience. An appealing employer brand is one of the most compelling recruiting and retention tools in the HR toolbox.


2. Determine Short- and Long-Term Talent Needs
To facilitate the best hires, HR needs to know where its workforce is today, skills-wise…and where it needs to be tomorrow.
Using techniques such as skills gap analysis and competency mapping, HR teams can identify the disparities between the skills current employees possess and those that are/will be needed to achieve the company’s objectives. Then, it can hire (and train) accordingly.


3. Use Multiple Sourcing Channels
Your talent sourcing channels are the different methods and platforms you use to attract candidates—i.e., job boards, social media platforms, employee referrals, recruitment agencies, and the company website.
While you undoubtedly have your go-to channels, the wider the net you cast, the more (and more diverse) candidates you’re likely to attract.


4. Create an Efficient Screening Process
In a competitive job market, speed matters. Not only are top candidates snapped up quickly, but studies show that a slow recruitment process drives them away.
So, seek opportunities to streamline your screening process, identifying and eliminating hold-ups. Whether it’s about arranging interviews or obtaining consensus, find ways to accelerate your workflow without compromising quality.


5. Leverage Technology
It pays to review your HR software’s capabilities periodically, to make sure your team is using it fully. Automated job postings, resume scanning, applicant tracking—all of these tools are designed to enhance the talent acquisition process, but they only work if you’re taking advantage of them.
Sometimes, it’s the simple things. For example, every so often, “test drive” your application. According to SHRM, the average application takes under five minutes to complete—and the fewer clicks, the less likely applicants are to bail midstream.


6. Use Recruitment Data to Improve Your Process
Do you know how long it takes your company to fill an open position? What percentage of candidates accept your job offers? Which of your sourcing channels bring you the best candidates?
Tracking your recruitment metrics (and improving them when indicated) will help you fulfill your talent acquisition strategy—which is why it’s important to leverage basic hiring analytics.


Enhance Your Talent Acquisition and Recruitment Strategies
One of the best moves you can make this year is to develop a formal talent acquisition strategy, one that’s synced with your company’s business objectives. Learn more about strategic HR planning—and how Namely’s talent acquisition software can help.




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### New I-9 Form: Everything You Need to Know to Stay in Compliance

The new version of the I-9 Form, introduced by the U.S. Citizenship and Immigration Services (USCIS) in August 2023, became mandatory as of November 1. Employers across the U.S. must now adopt the 2023 form for verifying their employees' identities and employment authorizations.



Using earlier versions of the I-9 Form is no longer allowed and may result in significant penalties. To ensure that your business is using the correct version of the form, verify the edition date found in the lower left corner, which should display "08/01/23."

Continue reading to learn more about the 2023 changes to the I-9 Form and what your business needs to do to avoid mistakes and stay compliant.
What is the I-9 Employment Eligibility Form?
The I-9 Employment Eligibility Form is a document used in the United States for employment eligibility and identity verification of individuals hired for employment. This form, mandated by the U.S. Citizenship and Immigration Services (USCIS), is a crucial component of the hiring process for employers.

When a person is hired, both the employee and the employer are required to complete the I-9 Form:

 	The employee is responsible for providing documentation to establish their identity and work authorization, such as a U.S. passport, driver's license, Social Security card, or other acceptable forms of identification.
 	The employer, in turn, must review and verify these documents to ensure that the employee is legally eligible to work in the United States.

Both U.S. citizens and noncitizens must complete the form, which is aimed at helping employers comply with immigration laws. Employers must complete the Form I-9 accurately and retain it for a specified period in case an audit is requested.

To download the new I-9 Form, visit the USCIS website. You can either download and fill the PDF directly or get a printable copy that you can fill in manually.

A Spanish version of the Form is also available for download, but you should note that it can only be used by employers in Puerto Rico.
I-9 Form 2023: Employer Obligations
All employers must:

 	Have a completed I-9 Form for each employee on their payroll;
 	Keep Forms I-9 for up to three full years after the hiring date or for one year after employment is terminated (whichever is later);
 	Make the forms available for inspection if required by an authorized U.S. government agency.

For additional information about employees' and employers' obligations concerning the Employment Eligibility Form, review and download USCIS's "Instructions for Form I-9".
Is There a New I-9 Form for 2023?
Although the I-9 Form introduced in August 2023 is similar to the previous edition, the USCIS did make some significant changes that employers should be aware of:

 	They ensured the form could be filled out on mobile devices and tablets.
 	Sections 1 and 2 were reduced to a single-sided sheet. Multiple fields were merged into fewer fields.
 	Section 1's "Prepared/Translator Certification" area was moved to standalone Supplement A. Employers can provide this separate supplement to employees if needed.
 	Section 3's "Reverification and Rehire" area was moved to Supplement B. Employers must print this separate section when a rehire occurs.
 	They updated the note at the top of the form explaining how to avoid discrimination while completing the I-9 Form.
 	They added a box that employers must check if Form I-9 documentation was examined under a Department of Homeland Security (DHS) alternative procedure (E-Verify vs. physical examination).

What is the E-Verify Option & What Does it Mean for Employers?
The changes introduced in 2023 to the I-9 Form align with new regulations permitting the remote examination of documents to verify employment eligibility. This highlights USCIS's ongoing efforts to enhance and streamline the employment verification process.

Businesses enrolled in E-Verify can now remotely review their employees' I-9 Form identity and employment authorization documentation.

Employers choosing remote verification of documents must indicate this on the new Form I-9 by checking the designated box in Section 2 within the "Additional Information" field.

Additionally, employers must maintain copies of all remotely examined I-9 documents alongside the employee's Form I-9 in case an inspection is required.
Completing the Updated I-9 Form 2023
The new I-9 is a fillable form, which means employers can complete it by typing the answers directly on the form rather than having to print it and complete it manually.

The form consists of the following four sections:
Page 1 of the I-9 Form
Employees must complete Section 1 and present acceptable documents to their employers. Employers must then examine the documents and complete the bottom section of Page 1.

If the employer has chosen to examine the employee's documentation remotely, they must tick the box in Section 2 ("Check here if you used an alternative procedure authorized by DHS to examine documents").


Page 2 
This page contains a list of documents that employees must present to attest to their identity and employment eligibility. Employers do not need to store a copy of this page with an employee's I-9 Form.


Page 3 
This page contains Supplement A, "Preparer or Translator Certification" for Section 1.

This section must be completed if the employee uses a translator. Employers must keep a copy of this page with the employee's I-9 Form.


Page 4 
Page 4 contains Supplement B, which must only be completed for rehires or when a re-verification is required. Employers only need to store this page along with an employee's I-9 Form if it was filled out.


Penalties for Mistakes or Omissions on the New I-9 Forms

Penalties for inaccuracies or omissions in I-9 forms – including using outdated versions – now range from $272 to $2,701 per unauthorized employee for initial violations.

In the event of an audit, a brief response window is typically granted by the government to prevent retroactive record acquisition attempts, often causing unprepared employers to panic.

Therefore, it is recommended that HR professionals stay informed about the latest changes in the new I-9 Form employment verification process, including regulations and procedures, to ensure compliance, avert penalties, and be ready for potential audits.
Stay Up-To-Date with the Latest Changes to the I-9 Form
Beginning November 1, 2023, employers must exclusively use the new Form I-9 and carefully review its instructions. Understanding the prerequisites for remote verification and document retention is essential, and employers are encouraged to seek guidance from compliance and immigration experts for any inquiries.

Proactive measures are the best defense. Employers possessing a comprehensive understanding of the I-9 employment verification process and procedures may avoid the financial burden of substantial fines in the future.

### Namely’s 2023 Wrapped: Top HR Webinars

Reflecting on the musical highlights of the year through Spotify Wrapped was a blast for the Namely team. For the second consecutive year, we've curated a playlist of our top HR blog posts, webinars, and library resources from 2023. To close out Namely's 2023 Wrapped series, these were our most popular webinars this past year: 

1. Bridging the HR and IT Gap: Onboarding, Technology and Intentionality

Recruiting the right people for the right positions is challenge number one. Now that you have them, how do you keep them? It all starts with your onboarding strategy. Tune in to hear the best practices when onboarding new hires, including how to leverage technology to take your onboarding process to the next level. With research from Aptitude Research’s Madeline Laurano, learn about current onboarding challenges and key trends. Bonus Points – this webinar is available on demand through SHRM until February 2024 for 1 recertification credit. Go get ‘em!
2. Why the Employee Experience Still Matters


In the race to attract and retain top talent, complex challenges often result in the employee experience falling off the priority list. For this webinar, we teamed up with Bravely and Blueboard to discuss improving onboarding strategies, simple and effective tactics for employee training and coaching, and best practices for recognition programs.

3. Strategies to Launch Employee Resource Groups and Boost Engagement

Launching employee resource groups (ERGs) is one of the most effective ways to create an inclusive workplace where everyone feels valued. They provide a platform for employees to share their unique perspectives and experiences. We teamed up with 15Five to explore how to identify the ERGs that will have the greatest impact on your organization and best practices for promoting and encouraging participation.  
4. Job Seeker Expectations vs. Realities: Bridging the Gap for Future Employees
We took a research-based approach to this webinar, presenting the findings of Employ’s 2023 Quarterly Insights Report, which is packed with real feedback from active job seekers. This insightful webinar highlights job market trends and what they mean for hiring and retention strategies, top challenges facing employers and how to overcome them, along with insights into the mind of the job seeker and how employers can meet their expectations.
5. How to Elevate Leadership in Times of Uncertainty


What are the skills leaders need to support their employees and allow them to thrive amid uncertainty? Our expert panelists from Namely, Bravely, and CultureAmp came together to share essential leadership skills, supporting managers in adapting their leadership style to the needs of their people, and discussed how elevating leadership throughout your organization can impact your company—all leading to better employee engagement and performance. 

Thank you for spending 2023 with us! Stay tuned for more great webinars in 2024 and click here to subscribe to our newsletter. 

 

 

### Namely Partners with Sequoia and Raises $45M Series C Round



### Namely Launches Cost-Effective, Value-Driven HR and Payroll Management Bundle to Empower Small and Mid-Sized Businesses



### Namely nombra a Larry Dunivan como director ejecutivo



### Strategic HR Planning for 2024

Chances are, your employer has set some ambitious business goals for 2024. Chances are, it’s developed a strategy for achieving them, too—one that’s largely people-powered. But if HR hasn’t created an accompanying human resources strategy, your planning isn’t truly complete. 

Learn why it’s in your company’s interest to engage in a strategic HR planning process—and how to jumpstart your plan.


What is Strategic HR Planning, Exactly?
Simply put, strategic HR planning is the process of aligning your HR capacity with your business objectives—and it can be a game-changer.
Because if you don’t ensure you have the right talent in place when it’s needed, how can you possibly meet those lofty 2024 goals?


Your 5-Step HR Strategic Plan Template
Every strategic HR plan is unique to its organization. But to develop one, it’s best to follow a proven process—such as our HR strategic plan template:

1. Evaluate your current HR capacity/capabilities
First, inventory your current talent pool, taking stock of relevant skills (i.e., communication, tech-savviness, problem-solving, etc.) and proficiency levels (i.e., beginner, intermediate, and advanced). For clarity, conduct your assessment department by department, identifying relevant skills for each.
This is your current HR capacity.

2. Engage in forecasting your future needs
To forecast upcoming personnel needs, you need to know your employer’s 2024 business goals and plans.
For example, if your primary goal is to bring a new product to market, what will be required from each department—product development, marketing, sales, support, etc.—to make that happen? How many people will it take, and what skills do they need?

3. Identify gaps between current HR capacity and future needs
Now, here’s where things get interesting. Compare your current HR capacity to your forecasted HR needs, identifying each gap that must be filled.
For example, you may discover that, to successfully launch that new product, you’ll need to expand your sales and/or marketing teams.

4. Develop suitable talent strategies
Once you know your talent needs, you can develop an acquisition plan. Your HR strategic plan example will likely include:


 	Hiring a fixed number of new employees with specific skill sets/expertise
 	Training current employees in key areas, so they’re better equipped to support your 2024 initiatives
 	Retaining valued employees by working to ensure their engagement and job satisfaction

5. Evaluate results
Once you begin executing your strategic HR plan, you’ll want to assess how it’s performing.
There are several ways to do this. For example, you can track HR metrics relevant to your plan—see below. Or, you can monitor how each department or team is delivering on its assigned tasks, gauging if greater HR support is needed.


Key Components of a Strategic HR Plan
Here’s another way to look at it. Although your human resources strategy is unique to your company and its goals, it will undoubtedly contain some universal HR components, including:


 	Workforce analysis and forecasting –i.e., identifying in-house talent and determining what/who else is needed.
 	Talent acquisition and recruitment strategies – Specifically, finetuning your hiring process to target prime candidates, while taking pains to retain your current workforce.
 	Skills gap analysis and training programs – That is, identifying your training needs and planning your program accordingly.
 	Leadership development and succession planning – i.e., confirming that management can provide the necessary leadership—and making sure there’s a backup plan, too.


HR Metrics and KPIs: Evaluating the Success of Strategic HR Initiatives
Ideally, your HR software offers you straightforward access to key HR metrics. In this case, monitoring these KPIs will be especially valuable:


 	Recruitment Overview – By tracking the number of new hires per quarter, you can monitor your hiring progress.
 	New Hires by Department - This HR metric indicates more specifically if you’re meeting your hiring goals in light of your company’s 2024 objectives.
 	Retention Overview – Tracking your turnover rate per quarter (and comparing it to the prior quarter) is important when retention is key to achieving your business goals.
 	Top Reasons for Turnover by Quarter –This particular HR metric—based on exit interviews and surveys—offers a roadmap for improving engagement and retention.
 	Employee Net Promoter Score (eNPS) – This KPI measures employee satisfaction—an indicator of engagement and long-term commitment to the company.

Prepare for 2024 with a Strategic HR Plan
If you haven’t engaged in such an HR planning process before, 2024 is a great time to start. Your HR team is more than an administrative body: it has the power to help your organization achieve its goals—and strategic HR planning holds the key.
For additional ideas for accomplishing more in the new year, check out our 2024 Survival Kit. For more information on HR metrics, learn about Namely’s HR analytics solution.





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### Total Veterinary Care

HR CASE STUDY					How Total Veterinary Care Streamlined HR with Namely							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Personal and local services					LOCATION
Fuquay Varina, NC					SIZE
25 employees					ABOUT TOTAL VETERINARY CARE (TVC)		Total Veterinary Care is dedicated to the advancement of total animal wellness through cutting-edge medical practices, along with community awareness and education.			Founded in 2015							
							TVC has four hospitals across three states: Georgia, New York, and Ohio							
							The bulk of employees are on veterinary hospital teams, consisting of doctors, operations staff, and administrative staff																																																											
							MEET HANNAH					Hannah Flood, Director of Employee Wellness		Hannah had her first taste of HR while serving as an RA in college, where she got ample experience in interpersonal skills, like conflict resolution and team building. From there, she began her career in hospitality. As she assumed more and more administrative responsibilities, she often uncovered things that needed to be cleaned up or better organized.Her in-laws founded Total Veterinary Care in 2015, and knowing Hannah was looking for a challenge, they asked if she would be willing to help them with HR. Laughing, she recalls them describing it as “picking out uniforms and hiring people,” which she quickly learned were just two small pieces of the puzzle. “Going in somewhat blindly to the field, I’ve discovered how complex HR truly is. I’ve built our HR department, helped create our company’s structure, organized our accounting, and so much more. I’m still learning so much every single day.																															
							HANNAH'S CHALLENGES					“I had a vague understanding that there were a lot of compliance considerations surrounding HR, but I didn’t really know what they were, how to learn about them, or how to keep up as they inevitably changed over time.”		When Hannah started at TVC, her greatest challenge was simply a lack of knowledge. “I had a vague understanding that there were a lot of compliance considerations surrounding HR, but I didn’t really know what they were, how to learn about them, or how to keep up as they inevitably changed over time.”In TVC’s infancy, they were using Quickbooks for payroll and Google spreadsheets to manage their HR information. Hannah knew that as the company grew, continuing to operate HR and payroll this way would quickly get out of hand. “There was a lot of effort that went into creating these spreadsheets in order to keep everything organized. And Quickbooks got the job done, but at the bare minimum.” Hannah knew that now was the time to align everything into one all-encompassing system that could grow with TVC.			TVC'S WISHLIST							
						
				
					 Communication 
			
			
						
									Hannah not only had to manage all employee information and HR processes, but she also needed to ensure that everything was communicated effectively to employees. Hannah wanted a system that would give employees visibility into their own information, or even better, one that enabled her to communicate with employees en masse.								
					
						
				
					 Single Source of Truth 
			
			
						
									As a one-person team, Hannah was looking for a solution that could increase her efficiency. Having HR, payroll, and benefits data all talking to each other in a unified system would eliminate the need to duplicate inputs and reconcile differences.								
					
						
				
					 Benefits Administration 
			
			
						
									TVC only had 5 employees at the time, so they weren’t yet offering benefits. Hannah knew that, legally, TVC would need to offer benefits as the company grew.								
					
				Hannah not only had to manage all employee information and HR processes, but she also needed to ensure that everything was communicated effectively to employees. Hannah wanted a system that would give employees visibility into their own information, or even better, one that enabled her to communicate with employees en masse.As a one-person team, Hannah was looking for a solution that could increase her efficiency. Having HR, payroll, and benefits data all talking to each other in a unified system would eliminate the need to duplicate inputs and reconcile differences.TVC only had 5 employees at the time, so they weren’t yet offering benefits. Hannah knew that, legally, TVC would need to offer benefits as the company grew.					
							THE EVALUATION					The Search for an HR Platform to Grow with TVC		As recruiting quickly ramped up, Hannah took to the internet to find an Applicant Tracking System (ATS) solution. She broadened her search from ATS options to more all-encompassing HR technologies and stumbled upon Namely. She immediately recognized how Namely could help her manage employees across multiple locations and keep data in one central place. What’s more, she saw how Namely could help her develop a structure for TVC’s HR team and company as a whole.Before selecting Namely, Hannah made sure to explore a variety of solutions. She spoke to ADP, a number of benefits brokers, and some other piecemeal services. “I just wasn’t thrilled with any of those solutions. They all were all missing so much, and I knew they would still leave a lot on my plate. When Namely had everything we were looking for—HR, payroll, and even benefits brokerage—I was sold. It offered so much more than anything else.”To get senior leadership buy-in for Namely, Hannah focused on her concerns about managing future growth. “I walked them through the realities of what I was currently trying to manage and how Namely could solve for the challenges I was already facing and those I was sure to face in the future.” She also pointed out that investing in Namely would alleviate the need for additional HR headcount for the time being.			See how Namely’s HR platform works. Schedule your free demo today.							
							SOLUTION					The ROI of Using Namely					Here are some of TVC’s biggest wins since implementing Namely:							
																														
					A single source of truth makes life easier for HR and employees.				
									As simple as it sounds, having all of TVC’s HR, payroll, and benefits information rolled up into one location has made the greatest impact on Hannah’s daily role. With everything she needs is all in one place, manual work and chance of error is greatly reduced. “Not only has Namely given me access to all the information I need, but it also enables employees to do the same. Plus, training employees to get what they need from one system (rather than three) has added up to a lot of saved time.”								
																														
					Rolling out benefits administration was a smooth process.				
									“Because we were so small at the time, we weren’t offering employee benefits prior to using Namely. My impression of the ‘standards’ for most benefits brokers was that it’s very paper-heavy. But with Namely, it’s the total opposite. It’s really easy for employees to enroll in benefits using the new Wizard–and for that information to be captured and stored for my use. Plus, the benefits support team at Namely has always been so friendly, professional, and helpful.”								
																														
					Company culture has risen to the forefront.				
									“Namely’s focus on living its mission of ‘building better workplaces’ really resonated with us and has inspired me to focus on company culture at TVC.” Empowerment and teamwork are cornerstones of the culture at TVC. “We want to create a community where everyone’s opinion matters regardless of their title. I’m big on everyone in our company cleaning toilets at some point in their tenure here!” As part of that, TVC makes a point to include everyone in conversations when they’re developing policies and procedures. “From something specific about veterinary medicine to how to improve our customer service, we ask everybody. We want people to feel heard and to know that we truly incorporate their ideas and appreciate them.”								
							
							
																																	A single source of truth makes life easier for HR and employees.		As simple as it sounds, having all of TVC’s HR, payroll, and benefits information rolled up into one location has made the greatest impact on Hannah’s daily role. With everything she needs is all in one place, manual work and chance of error is greatly reduced. “Not only has Namely given me access to all the information I need, but it also enables employees to do the same. Plus, training employees to get what they need from one system (rather than three) has added up to a lot of saved time.”																													Rolling out benefits administration was a smooth process.		“Because we were so small at the time, we weren’t offering employee benefits prior to using Namely. My impression of the ‘standards’ for most benefits brokers was that it’s very paper-heavy. But with Namely, it’s the total opposite. It’s really easy for employees to enroll in benefits using the new Wizard–and for that information to be captured and stored for my use. Plus, the benefits support team at Namely has always been so friendly, professional, and helpful.”																													Company culture has risen to the forefront.		“Namely’s focus on living its mission of ‘building better workplaces’ really resonated with us and has inspired me to focus on company culture at TVC.” Empowerment and teamwork are cornerstones of the culture at TVC. “We want to create a community where everyone’s opinion matters regardless of their title. I’m big on everyone in our company cleaning toilets at some point in their tenure here!” As part of that, TVC makes a point to include everyone in conversations when they’re developing policies and procedures. “From something specific about veterinary medicine to how to improve our customer service, we ask everybody. We want people to feel heard and to know that we truly incorporate their ideas and appreciate them.”			“Namely’s focus on living its mission of ‘building better workplaces’ really resonated with us and has inspired me to focus on company culture at TVC.”					BONUS: NAMELY IMPLEMENTATION HELPED SHAPE TVC'S HR PROCESSES		For Hannah, the implementation of Namely meant more than just adopting a new technology, it was an opportunity to think through and set the precedent for what their HR, payroll, and benefits processes would be moving forward. “From our standpoint, as a business just starting up, it was a little overwhelming. Namely presented a lot of questions that we didn’t have answers to yet. But by the same token, it was so helpful to get that push, because it was really important that we make those decisions for the future. From the individuals who supported us, to the training offered through the Learning Center, I was so impressed. Namely thought of everything.”					
							ADVICE					“If you want your organization to be forward-thinking, go with Namely.”					CONSIDERING NAMELY?
HERE’S HANNAH’S ADVICE:		To Hannah, Namely is an exemplar of innovation and excellence, not only related to the world of HR, but to business as well. “If you want your organization to be forward-thinking, go with Namely. They’re a forward-thinking company, and they’ll help guide your practices and habits in that direction. Even beyond HR specifically, just from an operations perspective, the way that Namely approaches business and their clients has seriously impressed me. I’ve ended up borrowing a lot of those ideas and methods, particularly related to training, to develop our own practices for our teams.”			Total Veterinary Care is one of 1,000+ companies that use Namely to streamline their HR, payroll, benefits, and time management needs.
Ready to see how Namely can transform HR processes for your company? Request your demo today.										
									REQUEST A CALL

### CSD

HR CASE STUDY					How CSD Enabled Employee Engagement Across a Global Workforce							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Non-profit					LOCATION
Remote, with Contact Centers across the globe					SIZE
900 Employees					ABOUT COMMUNICATION SERVICE FOR THE DEAF (CSD)		CSD is committed to cultivating opportunities for Deaf individuals to succeed. CSD opened its doors in a broom closet at the South Dakota School for the Deaf in 1975 to provide sign language services. Since then, CSD has become the largest non-profit in the world supporting the Deaf and Hard of Hearing community. CSD has created, and continues to create, innovative tools and resources that are designed to combat the high un/under-employment rate among Deaf people.			100 employees make up CSD’s administrative workforce. These employees are completely remote—working whenever and wherever they’d like.							
							The remaining 800 work in Contact Centers across the globe directly serving the Deaf and Hard of Hearing. These include Telephone Relay Services (TRS); CapTel services, a voice-to-text translation system; video relay services; and equipment distribution.							
							While most Contact Center employees are Hearing individuals, most of the administrative workforce is Deaf or Hard of Hearing, including the majority of the senior leadership team. 80% of CSD’s C-level executives, including the CEO, are Deaf.																																																																																																															
							MEET JONATHAN					Jonathan Pecora, Vice President of Talent & Culture		Jonathan began his undergraduate studies as a business major at the University of Texas. Before long, he realized that Finance and number-crunching weren’t for him, so he transferred to the School of Communications to follow his true passion. During the course of his studies, he decided that HR was the field he wanted to pursue. “It was very obvious to me throughout both business and communications school that people are the most important part of any business. To have a career focused on elevating the experience of those people was really important to me.”Like many new graduates, Jonathan struggled to land his first job. After hundreds of applications, he was hired for a role at the Texas School for the Deaf because he was one of only two candidates who knew sign language, having studied it in college. After seven years, he left to work at a marketing agency and enrolled in graduate school at St. Edward’s University, where he eventually earned his Master’s Degree in Organizational Development.Around the time he graduated, he was recruited by the former Vice President of HR at CSD to come onboard as an HR Manager. However, about a week after he started, she announced her resignation. Having just started in his new role, Jonathan didn’t apply for the now vacant HR Director position. Time went by, and candidates came and went, but after a few months the position still hadn’t been filled. “At that point, I messaged the VP saying ‘I noticed you haven’t filled your position, and I don’t want to sound ungrateful for the opportunity you’ve given me already, but I want to admit that I’m interested.’” Her response? “It’s about time!” He became the Director of Human Resources, and after two years, was promoted to his current role of Vice President of Talent & Culture.																															
							JONATHAN'S CHALLENGES					“Being a global company, we wanted an HR system that would bring people together. People aren’t going to use a system if they don’t like it. For us, it was really key to get a system that people would like to log into and engage with.”		“I’ll go out on a limb and say that no one likes running payroll. There’s a huge opportunity for error, and it’s a big deal to someone if an error does occur.” Given the high-stress nature of the responsibility, Jonathan knows the importance of working with a system that’s easy to use. Unfortunately, in his experience, that’s been hard to come by.“I don’t think many payroll providers give a lot of thought to what the experience is like for the person who’s actually going to be running payroll, or for HR professionals who need access to payroll information for things like reporting.” When Jonathan came onboard to CSD, they were using Paycom for payroll and HR. Paycom was sufficient in terms of processing payroll correctly, but it wasn’t a good experience for administrators or for employees. “There was really limited access to information, even if it was their own information.”			CSD'S WISHLIST							
						
				
					 User-friendly 
			
			
						
									Jonathan’s priority in adopting a new HRIS was ensuring that it was a user-friendly platform—for everything from HR to payroll to benefits. Both administrators and employees should find it intuitive to use, thereby improving efficiency and enhancing company-wide visibility.								
					
						
				
					 Communication & Engagement 
			
			
						
									CSD’s structure is inherently disparate. With Contact Centers scattered across the globe and administrative employees working virtually, it was a challenge to keep employees from feeling siloed. Jonathan wanted a tool that would enable communication and increase engagement among all employees, wherever they may be.								
					
						
				
					 Self Service HR 
			
			
						
									Jonathan and his HR colleagues were often forced to act as middlemen. The CFO needs to know an employee’s salary history? Ask HR. An employee needs to submit an expense reimbursement form—or even just find the form itself? Ask HR. Jonathan knew that the more accessible the information, the better.								
					
				Jonathan’s priority in adopting a new HRIS was ensuring that it was a user-friendly platform—for everything from HR to payroll to benefits. Both administrators and employees should find it intuitive to use, thereby improving efficiency and enhancing company-wide visibility.CSD’s structure is inherently disparate. With Contact Centers scattered across the globe and administrative employees working virtually, it was a challenge to keep employees from feeling siloed. Jonathan wanted a tool that would enable communication and increase engagement among all employees, wherever they may be.Jonathan and his HR colleagues were often forced to act as middlemen. The CFO needs to know an employee’s salary history? Ask HR. An employee needs to submit an expense reimbursement form—or even just find the form itself? Ask HR. Jonathan knew that the more accessible the information, the better.					
							THE EVALUATION					Finding the Diamond in the Rough		When it came time to evaluate new solutions, the team at CSD quickly eliminated Workday, because “they essentially told us that they wouldn’t talk to us for less than a million dollars a year. So first of all, it was out of our price range, and second of all, it was sort of offensive.” Plus, Jonathan knew with Workday, CSD would be a small fish in a big pond and would probably receive a matching level of support. “Waiting two months for a response to an issue was not going to cut it.”Jonathan and the team at CSD heavily considered Ultimate Software. “Although it did have some functionality of modern HR systems, on par with what Namely offers, the user experience was lacking. Being a global company, we wanted a system that would bring people together. For us, it was really key to get a system that people would like to log into and engage with.” Plus, Ultimate’s sales experience did not leave a favorable impression. “They were overly aggressive in their sales efforts, which to me was off-putting. If you have to push that hard to sell something, that’s an indication that what you’re selling probably isn’t very good. The product should speak for itself.”When Jonathan first encountered an early-stage Namely at the SHRM Annual Conference, he was hesitant at first. “Namely had a teeny 10-foot wide booth, no swag left to give away—you get the picture. But we chatted for a little bit about the product, and I came away thinking ‘Hey, this actually sounds pretty good.’ In contrast to Ultimate’s aggressive sales approach, I was able to continue the dialogue with Namely’s sales team over the course of several months after the conference to learn all that the system was capable of and make sure that it would truly be the best fit.” After thorough consideration, Jonathan was convinced that Namely was the solution for CSD.			See why Jonathan took a chance on Namely. Schedule your free demo today.							
							SOLUTION					The ROI of Using Namely					What’s Jonathan’s magic moment from using Namely? “I can’t say I have just one. For us, it’s been a series of yeses.” Here are just a few:							
																														
					Employees feel connected to each other and the mission.				
									To Jonathan, the social feed is what sets Namely apart. “Namely does a lot of things that other HR and payroll systems do—the ‘meat and potatoes’ of an HRIS, if you will. But Namely’s social feed is completely unique. Given that we’re a global communications company and operate a largely virtual workforce, keeping people informed, keeping people from working in silos, and keeping people committed to the good work that we do are important challenges for us to tackle. Namely offers a mechanism for employees to come together, understand what everyone else is working on, and stay motivated around our common cause.”								
																														
					CSD has a partner in Namely.				
									Jonathan knew that a transition to a new payroll provider is never fun. To make matters worse, Paycom told CSD, “You have five days to get everything you need, and then we’re shutting off your access.” Not expecting such a short deactivation period, payroll was not yet set up in Namely. But Jonathan needed to pay employees, and Namely would be his only way to do so. “So I shot a flare up and reached out to every person I knew at Namely, saying ‘Listen, I have to pay everyone. I need you to get this ready so I can do that.’ Namely staff worked late nights and even through the weekend to get it together for me, and we ended up being able to run payroll on time. Knowing that I needed them, and they went the extra mile to come through for me? That’s a good partner.”								
																														
					Processes are intuitive, through and through.				
									“In my eyes, one of the big signs of a system’s success is how many questions you get after it launches. I love how intuitive Namely is—in many ways, it looks like the social media platforms that people interact with every day. People ‘got it’ right away.” Not only did it quickly click for employees, but administrators also found it straightforward. Take reporting, for example. With Paycom, this was a game of trial and error. “You’d have to sort of guess which fields you needed to use, click ‘run report,’ wait five minutes for it to process, realize ‘Shoot, that was the wrong field,’ go back and change the fields, and repeat that process until you finally got it right. With Namely, reporting is quick and easy.”								
							
							
																																	Employees feel connected to each other and the mission.		To Jonathan, the social feed is what sets Namely apart. “Namely does a lot of things that other HR and payroll systems do—the ‘meat and potatoes’ of an HRIS, if you will. But Namely’s social feed is completely unique. Given that we’re a global communications company and operate a largely virtual workforce, keeping people informed, keeping people from working in silos, and keeping people committed to the good work that we do are important challenges for us to tackle. Namely offers a mechanism for employees to come together, understand what everyone else is working on, and stay motivated around our common cause.”																													CSD has a partner in Namely.		Jonathan knew that a transition to a new payroll provider is never fun. To make matters worse, Paycom told CSD, “You have five days to get everything you need, and then we’re shutting off your access.” Not expecting such a short deactivation period, payroll was not yet set up in Namely. But Jonathan needed to pay employees, and Namely would be his only way to do so. “So I shot a flare up and reached out to every person I knew at Namely, saying ‘Listen, I have to pay everyone. I need you to get this ready so I can do that.’ Namely staff worked late nights and even through the weekend to get it together for me, and we ended up being able to run payroll on time. Knowing that I needed them, and they went the extra mile to come through for me? That’s a good partner.”																													Processes are intuitive, through and through.		“In my eyes, one of the big signs of a system’s success is how many questions you get after it launches. I love how intuitive Namely is—in many ways, it looks like the social media platforms that people interact with every day. People ‘got it’ right away.” Not only did it quickly click for employees, but administrators also found it straightforward. Take reporting, for example. With Paycom, this was a game of trial and error. “You’d have to sort of guess which fields you needed to use, click ‘run report,’ wait five minutes for it to process, realize ‘Shoot, that was the wrong field,’ go back and change the fields, and repeat that process until you finally got it right. With Namely, reporting is quick and easy.”			“The implementation of Namely provided a big awakening in terms of our overall employee engagement. It showed us what was possible in terms of bringing systems together, as well as motivating our employees.”					BONUS: A NEW WAVE OF EMPLOYEE ENGAGEMENT		With a renewed focus on employee engagement, CSD is making moves to further engage the whole company. For example, CSD is implementing Fond, a Namely partner that specializes in employee recognition. “I don’t think CSD would have been willing to invest in an employee recognition platform had the investment not already been made in a system like Namely. Even at the executive level, they can see that our employees have become more engaged, and that engagement is important.”																																																				One of Jonathan’s favorite engagement initiatives is CSD’s ‘Live Here Give Here’ campaign. “Because our Call Centers are all over the country, and even international, much of our administrative workforce never gets to really know what they’re doing, which is a shame because they’re doing some really great things, both related to our mission but also more broadly to our desire to do good in the world. So we launched ‘Live Here Give Here,’ in which we challenge our employees to dedicate 10 hours a year to community service—not necessarily something deaf-centric, just any effort to make the world a better place. Just last night, a group from our Minnesota Call Center posted a picture of them volunteering at a food kitchen together as part of this initiative. We launched this program because of our recent realization that engagement is really key to uniting our workforce. But this program wouldn’t have been as nearly as powerful if we didn’t have the platform for employees to share their efforts. We have Namely to thank on both counts.”					
							ADVICE					“I’ve never regretted the decision to go to Namely. I think it’s a great product, and more importantly it’s one that was built with the HR professional in mind.”					CONSIDERING NAMELY? HERE’S JONATHAN’S ADVICE.		For those considering the switch to Namely, Jonathan suggests looking at the implementation process as an opportunity to revamp your internal processes, rather than just maintain the status quo. “When we went through the implementation process, we were just trying to get through it, so we said ‘Oh yeah, just set up everything the way we’ve always done it.’ After we used the system for awhile, we thought to ourselves, ‘Wait, why are we doing this this way?’ I would encourage other HR professionals to think about what they want to happen and then build the system towards the future state, rather than building it for the existing state and finding that you want or need to change it later.”“I’ve never regretted the decision to go to Namely. If I were to move to a different organization—not that I have plans to—but it’s very likely that I would try to implement Namely there. I think it’s a great product, and more importantly it’s one that was built with the HR professional in mind. I really appreciate that. I also really appreciate all the opportunities I’ve had to provide feedback to the Namely team. I feel like I’m listened to, my team is supported, and all in all, that Namely is a great product and a great company.”			CSD is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.
Ready to see how Namely can drive engagement for your company? Request your demo today.										
									REQUEST A CALL

### Ontraport

HR CASE STUDY					How Ontraport gets Maximum Value from a Flexible HR System							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Technology					LOCATION
Santa Barbara, CA					SIZE
110 Employees					ABOUT ONTRAPORT		Ontraport is a SaaS company providing a comprehensive business and marketing automation platform for small businesses. Their mission is to help entrepreneurs deliver value to the world by removing the burden of technology.			Ontraport has received a number of accolades for their culture. Since 2015, they’ve ranked among Fortune Magazine’s Great Places to Work for Millennials, 100 Best Places to Work for Women, and Great Places to Work for College Graduates, to name a few.							
							With such a strong millennial workforce, Ontraport prioritizes internal mobility and development. They offer an apprenticeship program wherein entry-level employees spend one day per week in another department that interests them.							
							It takes a great team to make great products. In 2017, Ontraport ranked on the Entrepreneur 360: The Best Entrepreneurial Companies in America.
																																																											
							MEET SARA					Sara Hetyonk, Employee Experience Director		Sara joined Ontraport in 2013. What began as an Office Manager role quickly evolved into much more. “At the time, we were around 45 employees, but we were getting to the point where recruiting and HR really needed to become two different roles, where it had previously been owned by one person.” At that point, Sara began managing recruiting, and after about a year, moved into HR. She started out as a coordinator, but over her time at Ontraport, her role has expanded into that of the Employee Experience Director, where she oversees it all: recruiting, HR, benefits, onboarding, offboarding, and everything in between.																															
							SARA’S CHALLENGES
					“We knew if we were going to continue hiring and growing, something had to give.”		When Sara jumped into HR at Ontraport, they were operating out of several disparate systems that just weren’t cutting it.As a marketing automation company, they used their own CRM to store basic employee information. But they couldn’t store anything sensitive or private—like social security numbers—because the system lacked sufficient controls over who could access that confidential data internally. “We were using it as a pseudo-HRIS, but it wasn’t secure enough to operate as a true HRIS at that point.”They were using a different system altogether to manage payroll. As a standalone system, that meant Sara had to manually enter PTO hours, benefits deductions, etc. for each pay cycle—which ran weekly. What’s more, Sara has less than fond memories of processing time off requests. “PTO tracking was entirely manual. We had an automated system for employees to request time off, but no system for actually tracking it. As simple as that sounds, that was our biggest headache.”It was clear to Sara that the status-quo wasn’t working. Because systems weren’t talking to each other, she was stuck in manual drudgery. “We were about 50 people and were starting to feel growing pains. We knew if we were going to continue hiring and growing, something had to give.”			ONTRAPORT’S WISHLIST:							
						
				
					 Single Source of Truth 
			
			
						
									Linking HR, benefits, payroll, and time off was priority one, not only because of the pain disparate systems were causing, but also because of what it would signify. “It struck us that we weren’t doing things as ‘smart’ as we could have been—which is ironic, because our own business is all about taking separate systems and bringing them into one. It almost felt sacreligious that we weren’t living up to that philosophy with our HR operations. We knew we needed a single solution.”								
					
						
				
					 Robust HRIS 
			
			
						
									No one could deny that using their CRM as an HRIS wasn’t working, but Sara had bigger hopes for an HRIS, beyond the ability to store employee information securely. “Having streamlined historical data for each employee was really important, as was having a centralized place where we could have absolutely everything. We also wanted to drive more engagement with our team. We’d built an internal intranet (dubbed our ‘Ontranet’) which worked well as a resource center, but didn’t allow for any interactions or engagement.”								
					
						
				
					 Performance Management 
			
			
						
									When it came to performance, Ontraport had kissed a few frogs but not yet found their prince. “We’d tried a handful of softwares that got the job done, but they were really difficult to extract data from. They also didn’t have the customizability to make it feel consistent with the Ontraport experience. They all felt very third-party.” Ideally, Ontraport wanted an HR platform with performance included, so they didn’t have to leverage a separate system.								
					
				Linking HR, benefits, payroll, and time off was priority one, not only because of the pain disparate systems were causing, but also because of what it would signify. “It struck us that we weren’t doing things as ‘smart’ as we could have been—which is ironic, because our own business is all about taking separate systems and bringing them into one. It almost felt sacreligious that we weren’t living up to that philosophy with our HR operations. We knew we needed a single solution.”No one could deny that using their CRM as an HRIS wasn’t working, but Sara had bigger hopes for an HRIS, beyond the ability to store employee information securely. “Having streamlined historical data for each employee was really important, as was having a centralized place where we could have absolutely everything. We also wanted to drive more engagement with our team. We’d built an internal intranet (dubbed our ‘Ontranet’) which worked well as a resource center, but didn’t allow for any interactions or engagement.”When it came to performance, Ontraport had kissed a few frogs but not yet found their prince. “We’d tried a handful of softwares that got the job done, but they were really difficult to extract data from. They also didn’t have the customizability to make it feel consistent with the Ontraport experience. They all felt very third-party.” Ideally, Ontraport wanted an HR platform with performance included, so they didn’t have to leverage a separate system.					
							THE EVALUATION					Finding a Kindred Spirit		Sara and her VP of Operations took to the marketplace to shop for a solution. “At the time we were looking, Zenefits was in their heyday, so they were certainly a consideration for us. However, they didn’t have a performance module, which essentially disqualified them from our evaluation. We looked at Bamboo as well, but that was even further from our desired solution, as they didn’t offer payroll or benefits.”When they started to explore Namely, they knew they’d found the all-encompassing platform they’d been looking for. Given their particular emphasis on performance, they were encouraged to find that Namely not only had a native performance management tool, but also offered functionality around goals, competencies, and skills.The team was excited by the flexibility of the performance tool. “The performance tool was incredibly robust—there were more options and settings than I could have ever imagined! But beyond that, the fact that Namely offered unlimited custom fields, custom roles and permissions, and things like that really impressed us. The customization of the platform overall wasn’t something we were explicitly looking for from the get-go, but ended up being a huge selling point.”But what struck Sara most of all was the feeling that Ontraport would have a kindred spirit in Namely, from the product to the people behind the curtain. “The highly integrated and user friendly system that Namely offers really resonated with us, since that’s what we endeavor to provide to our own clients. But more than that, we also had a fairly long relationship with Namely’s sales team. Throughout that time, everyone was extremely helpful, extremely patient, and aligned with how we treat our customers. We don’t treat our customers like we’re robots, we’re very much oriented towards building relationships. Beyond the capabilities of the software itself, that was really what sold us.”			In need of a partner to support your growing business? Take a tour of Namely today.							
							SOLUTION					The ROI of Using Namely					Since making the decision to switch to Namely's full-service HR platform, Sara hasn’t looked back. Here are some of her biggest wins:							
																														
					The org chart does wonders for a growing company focused on internal mobility.				
									Ontraport has grown quite a bit over the years, which can mean an intimidating first day for new hires. “Joining a team of 110 employees and thinking about learning everyone’s names and responsibilities is next to impossible. Having Namely as a way for employees to engage with the rest of the team is really handy.” New hires don’t have to feel embarrassed about asking who someone is—they can figure it out themselves. “It’s also driven a lot of engagement with the different roles here at Ontraport. The org chart and profiles allow employees to easily see who’s on which team, how different teams are structured, what other roles a particular employee has had at the company. With our focus on internal mobility, it’s been great to see how Namely has enabled employees to explore potential career growth.”								
																														
					Self-service capabilities free up Sara’s time and empower employees.				
									Employees were immediately excited by Namely (though that could be credited to the fact that Sara would share daily menus on the newsfeed—Ontraport provides catered breakfast and lunch on campus every day). But beyond the all-important food updates, employees have found tremendous value in the level of self-service they’re now afforded with Namely. “Previously, if someone needed to see a copy of their most recent employment agreement, for instance, that would be a manual process where they would reach out to me, I would pull their file and email it back to them. But getting someone their employment agreement, when I have 20 other things on my plate, would always fall to the bottom of my priorities. When we launched Namely, we started consolidating a lot of those employee resources and storing them in custom file fields on their Namely profiles. Now that we have that level of employee self-service, not only does it save me a ton of time that I can re-invest in improving the overall employee experience, but employees are also empowered to access their own information. That was critical in getting them bought in to the value of the system.”								
																														
					HR Analytics & Reporting enables Ontraport to make strategic decisions.				
									Sara cites Namely’s reporting tool as a big win for not just her as an admin, but for her executive team as well. “Take benefits for example. There are so many factors to consider when building a benefits plan. Questions like ‘Who is enrolled in which of our medical plans?’ and ‘How many people are enrolled in our HSA versus our FSA plan?’ are essential to answer in order to understand if our plan is working for our employees, and where there are gaps and opportunities. All of that data around plan enrollment and benefit engagement is stored in Namely and is easy to report on, so when it comes to crafting our benefits plan for the next year, we can use that data to make sure we’re offering the best plan possible. The level of visibility that affords our executive team, without them needing to manually dig through mountains of benefits data to try to find patterns or insights, has been really handy.”								
							
							
																																	The org chart does wonders for a growing company focused on internal mobility.		Ontraport has grown quite a bit over the years, which can mean an intimidating first day for new hires. “Joining a team of 110 employees and thinking about learning everyone’s names and responsibilities is next to impossible. Having Namely as a way for employees to engage with the rest of the team is really handy.” New hires don’t have to feel embarrassed about asking who someone is—they can figure it out themselves. “It’s also driven a lot of engagement with the different roles here at Ontraport. The org chart and profiles allow employees to easily see who’s on which team, how different teams are structured, what other roles a particular employee has had at the company. With our focus on internal mobility, it’s been great to see how Namely has enabled employees to explore potential career growth.”																													Self-service capabilities free up Sara’s time and empower employees.		Employees were immediately excited by Namely (though that could be credited to the fact that Sara would share daily menus on the newsfeed—Ontraport provides catered breakfast and lunch on campus every day). But beyond the all-important food updates, employees have found tremendous value in the level of self-service they’re now afforded with Namely. “Previously, if someone needed to see a copy of their most recent employment agreement, for instance, that would be a manual process where they would reach out to me, I would pull their file and email it back to them. But getting someone their employment agreement, when I have 20 other things on my plate, would always fall to the bottom of my priorities. When we launched Namely, we started consolidating a lot of those employee resources and storing them in custom file fields on their Namely profiles. Now that we have that level of employee self-service, not only does it save me a ton of time that I can re-invest in improving the overall employee experience, but employees are also empowered to access their own information. That was critical in getting them bought in to the value of the system.”																													HR Analytics & Reporting enables Ontraport to make strategic decisions.		Sara cites Namely’s reporting tool as a big win for not just her as an admin, but for her executive team as well. “Take benefits for example. There are so many factors to consider when building a benefits plan. Questions like ‘Who is enrolled in which of our medical plans?’ and ‘How many people are enrolled in our HSA versus our FSA plan?’ are essential to answer in order to understand if our plan is working for our employees, and where there are gaps and opportunities. All of that data around plan enrollment and benefit engagement is stored in Namely and is easy to report on, so when it comes to crafting our benefits plan for the next year, we can use that data to make sure we’re offering the best plan possible. The level of visibility that affords our executive team, without them needing to manually dig through mountains of benefits data to try to find patterns or insights, has been really handy.”			“As an HR admin, I’ve seen a tremendous increase in the time I have available thanks to Namely.”					BONUS: BECOMING A POWER USER YIELDS UNEXPECTED VALUE		While Sara knew she wanted a performance system at the onset of her search, she couldn’t have anticipated the ways she’s been able to leverage Namely to streamline other processes outside of performance. “When we have any sort of acknowledgement—sexual harassment prevention trainings, handbooks, email and internet policies, confidentiality agreements, and so on—we templatize it as a review cycle. All of the essential information is in there, and we have employees initial and the review goes back to them to sign. Everything is time-stamped, so I can easily check in on employees to see when they’ve signed something. We update our employee handbook at the beginning of every year, so being able to use that feature to process over 100 acknowledgements in one fell swoop is the biggest time saver. The performance tool is great for performance, of course, but being able to leverage it for other things too makes it all the more valuable. It’s a little bit out of the box, but it’s been a big win for us, and really speaks to the flexibility and customizability of the system. ”But it doesn’t stop at performance—Sara managed to customize onboarding templates to make them do more for her, too. “We run required sexual harassment trainings in September and March of each year, and I wanted to find an easier way to make sure new employees were being invited. So, I created custom fields called ‘Sexual Harassment Training Class’ and ‘Sexual Harassment Training Manager Class.’ When someone’s hired, on their onboarding template I assign them to whatever the next class is with that field. When it comes time to organize the class, I can pull a quick report to see who needs to be invited, grab all their email addresses, pop them in a calendar invite, and it’s done. Then, everyone who was in that specific class gets that specific acknowledgement following the training, because of how we’ve set it up in the review tool.”																															
							ADVICE					“We’ve had a lot of success using the tools Namely offers in ways beyond what they’re designed for.”					CONSIDERING NAMELY?
HERE’S SARA'S ADVICE:		Sara stresses that in order to get maximum value out of Namely, don’t be afraid to get creative. “Think outside the box. Some of the biggest wins we’ve had from Namely have been things like managing handbook acknowledgements via reviews. We’ve had a lot of success using the tools Namely offers in ways beyond what they’re designed for. Experimentation has served us well.”Sara has also leaned on the expertise of other Namely power users via our online community, Backstage Pass, for tips and tricks on getting the most from the platform. “If you think Namely can’t do something, talk to some other users and see how they’re handling it or if they’ve found workarounds. Chances are, there’s a solution for what you’re trying to achieve.”			Ontraport is one of 1,000+ companies that use Namely to streamline their HR, payroll, benefits and time management needs.
Ready to see how Namely can transform HR at your company? Take a platform tour today.										
									REQUEST A CALL

### OneLogin

HR CASE STUDY					How OneLogin Went from Outsourcing HR to Becoming a ‘Best Place to Work’							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Technology					LOCATION
San Francisco, CA					SIZE
200 Employees					ABOUT ONELOGIN		OneLogin brings speed and integrity to the modern enterprise with an award-winning single sign-on (SSO) and cloud identity management platform. Their portfolio of solutions secures connections across all users, all devices, and every application, helping enterprises drive new levels of business integrity, operational velocity, and team efficiency across all their cloud and on-premise applications. Companies like Condé Nast, Pinterest and Steelcase turn to OneLogin to manage and secure millions of identities around the globe.			Serves over 2,000 clients in 44 countries							
							Ranked as a Technology Fast 500 company							
							Glassdoor Employees’ Choice Award winner and a Fortune Magazine Great Place to Work																																																											
							MEET MAI					Mai Ton, VP of Human Resources		Mai joined the OneLogin team in the summer of 2015 and is a self-described “investor in people.” Building great teams and company cultures is her passion—and judging from her 15 years of experience, she’s good at it, too. Before joining OneLogin, Mai led great teams at companies like PriceWaterhouseCoopers, RichRelevance, and Trulia, where she delivered 100 percent year-over-year headcount growth, while winning 10 workplace awards.So how did this HR superstar end up in her field? “I fell into HR. My first job was as a research assistant in an investment bank.” She picked up a knack for data and always enjoyed working with people.Mai’s passion for the field goes even beyond her work at OneLogin. She is a frequent HR conference speaker, and loves sharing her leadership and management experiences with other practitioners in Silicon Valley.																															
							MAI’S CHALLENGES					“I never felt like it was our HR system... I just wanted my data!”		When Mai started at OneLogin, the company was using a PEO to manage its HR needs. The company had quickly outgrown the vendor, and Mai found the co-employment relationship stifling. New hires would receive packets welcoming them as TriNet, not OneLogin employees. If she had a question or needed to make a payroll adjustment, she had to figure out who to contact. Though OneLogin had a dedicated rep, they were distant and rarely available for Mai’s team.And for a metrics enthusiast like Mai, the PEO’s tight control over company data was the last straw. “I never felt that TriNet was really our system. We’d always have to ask them to run custom reports, which took forever…I just wanted my data!”			ONELOGIN’S WISHLIST:							
						
				
					 HR Reporting & Analytics 
			
			
						
									The company had almost no access to their employee data. They needed a way to report on company metrics on the fly, without having to enlist the help of a support rep at every turn.								
					
						
				
					 Performance Management 
			
			
						
									OneLogin didn’t have a formal performance process; feedback and comp adjustments were made on an ad-hoc basis. They considered other vendors, but decided that using yet another system on top of their PEO’s wasn’t going to be feasible or user-friendly.								
					
						
				
					 Employee Engagement 
			
			
						
									Employees logged into the PEO’s system to check their paystubs, and not much else. The company had no central hub to share company updates with employees, celebrate milestones, or publish company policies.								
					
				The company had almost no access to their employee data. They needed a way to report on company metrics on the fly, without having to enlist the help of a support rep at every turn.OneLogin didn’t have a formal performance process; feedback and comp adjustments were made on an ad-hoc basis. They considered other vendors, but decided that using yet another system on top of their PEO’s wasn’t going to be feasible or user-friendly.Employees logged into the PEO’s system to check their paystubs, and not much else. The company had no central hub to share company updates with employees, celebrate milestones, or publish company policies.					
							THE EVALUATION					The Search for an HR System & Getting the C-Suite On Board		In searching for a new HR solution, Mai’s team left no stone unturned. Some HR vendors weren’t customizable enough, and some were even too customizable. “Just give me a template. I don’t want to have to create or complete 50 different fields for myself,” Mai explains. She wanted flexibility, but didn’t want to start from square one.And then it happened. It was what Mai called her “you had me at…” moment. While evaluating Namely, Mai saw a screenshot of its headcount dashboard. It was attractive, intuitive, and most importantly, customizable. On the fly, it visualized data she had previously spent hours trying to capture.In a word, her team was sold—but she would need to win over OneLogin’s C-Suite leadership. She presented her case and was relieved by their response.OneLogin’s Founder & CEO knows a good product when he sees one. “Our CEO is an engineer by trade. He cares about design, and he liked Namely because it was easy to use.” While he appreciated the platform’s surface-level simplicity, it was the open API and robust reporting engine that won him over. Fast-forward today, he regularly uses Namely check-in on the company’s headcount and org chart.			Want to see our easy-to-use platform? Schedule a demo today.		Convincing the company’s CFO was going to involve a different set of criteria. While Namely wasn’t the cheapest option Mai’s team was reviewing, she knew the intangible costs of choosing the wrong system. She had seen that firsthand, and after years on TriNet, so had her CFO.“We can continue to have different systems, but you’re going to burn us out; we’re going to have to put work into making sure that everything remains in-sync, and honestly, that isn’t a good use of time for HR or Finance.”The message clicked, and Mai had clearance to sign-up for Namely the next day.					
							SOLUTION					The ROI of Using Namely					While gaining independence was a clear benefit of moving from a PEO to a full-service HR platform like Namely, they had a few specific wins that brought extra value to OneLogin and made Mai’s job more fulfilling than ever.							
																														
					HR has time to focus on strategy, not administrative work.				
									Mai understands the value of her team’s time. By empowering employees to update their own direct deposit information, benefits elections, and more, she freed up time for her team to tackle more strategic goals. “It all goes back to automation. By teaching employees how to be self-sufficient, my team could focus on the more strategic—and fun—things in HR, like culture.								
																														
					Data now drives insight into HR decisions.				
									Using the data in Namely, Mai’s team is able to launch quarterly pulse surveys. By cross-referencing the results with company demographics, her team gained a deeper understanding of OneLogin’s culture and level of engagement “We have more time to understand the actual results and develop action plans to address any issues.”								
																														
					Performance management has been implemented and is tracked.				
									Prior to implementing Namely, OneLogin hadn’t yet implemented a formalized performance process. Now, OneLogin has an established cadence for self-reviews, 360 reviews and traditional manager-employee reviews. “The system is simple and has increased the level of feedback in our company”								
							
							
																																	HR has time to focus on strategy, not administrative work.		Mai understands the value of her team’s time. By empowering employees to update their own direct deposit information, benefits elections, and more, she freed up time for her team to tackle more strategic goals. “It all goes back to automation. By teaching employees how to be self-sufficient, my team could focus on the more strategic—and fun—things in HR, like culture.																													Data now drives insight into HR decisions.		Using the data in Namely, Mai’s team is able to launch quarterly pulse surveys. By cross-referencing the results with company demographics, her team gained a deeper understanding of OneLogin’s culture and level of engagement “We have more time to understand the actual results and develop action plans to address any issues.”																													Performance management has been implemented and is tracked.		Prior to implementing Namely, OneLogin hadn’t yet implemented a formalized performance process. Now, OneLogin has an established cadence for self-reviews, 360 reviews and traditional manager-employee reviews. “The system is simple and has increased the level of feedback in our company”			“Namely lets us spend more time with actual employees, not just tools.”					C-SUITE		Last year, OneLogin’s leadership unveiled the company’s new core values, one of those being Great Place to Work. And by using Namely, they’ve found a helpful tool in making that a reality. Don’t just take our word for it. In 2016, OneLogin was the recipient of a Glassdoor Employees’ Choice Award, The SF Bay Area Top Workplaces Award, and ranked on Fortune Magazine’s annual list of Great Places to Work.																																																							MAI		Like any HR professional, Mai loves when her employees are happy and self-sufficient. Her team has been freed up to focus on strategy and engagement, and most importantly, the employees themselves. “Namely lets us spend more time with the actual employees, not just tools.”			BONUS: USING NAMELY FOR BENEFITS ADMINISTRATION		For years, OneLogin had relied on a traditional broker to provide employee benefits. After implementing Namely for their HR and payroll, Mai spotted an opportunity to bring her dream of “one unified system” closer to reality. She connected with Namely’s benefits experts and made the switch.Working with Namely, OneLogin organized a personalized health fair to boost open enrollment participation. The event featured free flu shots, massages, yoga, and was attended by representatives from Cigna and Delta Dental, who took questions live. They even held a financial wellness session.“The access to these vendors was unreal. Why would one of these behemoth healthcare providers come to us? Namely gave us a direct route.”OneLogin’s health fair was attended by 80 percent of its US employees, and was even the toast of the company’s holiday party that year.“We got people thanking us, saying this was the first year they enjoyed the enrollment process and actually understood their health benefits.”Getting that buy-in from employees was crucial—and for Mai’s team, validating.					
							ADVICE					“When you’ve worked in HR for a while, you’ve been sold things that don’t exist...Namely was different.”					CONSIDERING NAMELY?
HERE’S MAI’S ADVICE:		Mai’s been in the people business for a long time. She’s evaluated and bought HR technology vendors of all sorts and has been disappointed more than once. Product teams can fall behind; with a long history at technology startups, she gets that. But if there’s one thing that bothers Mai, it’s being oversold.“When you’ve worked in HR for a while, you’ve been sold things that don’t exist.” Mai found Namely’s transparency refreshing. “That level of honesty is tough to find sometimes in the world of fancy demos.”Picking an HR vendor is a big decision, and not one easily undone. Don’t be afraid to get into the details, and ask feature questions. “Can your system handle three direct deposit fields? What exactly is on the roadmap for this quarter?”Even after implementing Namely, Mai never stopped asking those questions. She, like the rest of our clients, gets a full view into our product roadmap. If she wants to request a feature, she has a direct line of contact with product leadership. We’re building the future of HR, together.It’s the type of human relationship you don’t often see between vendor and client. And like Mai, we like it that way.			OneLogin is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.
Ready to see how Namely can partner with HR at your company? Request your demo today.										
									REQUEST A CALL

### Affinivax

HR CASE STUDY					How Affinivax Simplified & Automated HR With Namely							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											NEW ADMIN PACKAGE
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Biopharmaceuticals					LOCATION
Cambridge, MA					SIZE
130+ employees					ABOUT AFFINIVAX		Affinivax is a clinical stage biopharmaceutical company with a next-generation vaccine technology platform for vaccines and immunotherapies called the Multiple Antigen Presentation System (MAPS™). Affinivax believes that MAPS™ is a significant step forward in vaccine technology, creating novel preventive and therapeutic vaccines targeting resistant infectious and other immune-mediated diseases.			Affinivax is headquartered in Cambridge, MA and has employees located in NJ and NH.							
							This year, Affinivax received an award from CARB-X, a global non-profit organization, to develop a MAPS™ vaccine targeting Staphylococcus aureus bacterial infections. The award will substantially fund all development activities for the MAPS™ vaccine program and commits funding up to $22 million with the successful achievement of future manufacturing, preclinical, and clinical development milestones.							
							Affinivax prides itself on having a collaborative and passionate workforce. Affinivax’s employees work together with a common vision of improving global health and making a difference.																																																											
							MEET THE TEAM					Jona Xhama, HR Manager		“I am an HR professional with over 9 years of experience. I’ve held HR positions with the health care and biotech industries and have a mixture of experience in recruiting, project management, process improvement, and technology implementation. I’m a passionate professional with an MBA from the University of Massachusetts - Boston and SHRM-SCP certification.”																													Sarah Stafford, Senior HR Generalist		“I graduated from the University of Delaware and am currently in my final semester of the MBA program at Bentley University. Prior to Affinivax, I spent 5 and a half years with another Boston-based start-up company. Then in April of 2021, I joined Affinivax as the Senior HR Generalist.”																															
							AFFINIVAX’S CHALLENGES					“We needed a streamlined solution that would be easy for both our HR team and employees to use.”		Before implementing Namely, Affinivax didn’t have an HR system in place.“At the time, we were only using Excel spreadsheets,” Jona explained, “Which meant most of our days were bogged down by time consuming, manual processes. Even making simple changes, like updating an employee’s address, would take 30 minutes. As we started to grow quickly, we realized that we needed a more efficient, modern solution.”			AFFINIVAX'S WISHLIST:							
						
				
					 A Single Source of Truth 
			
			
						
									Not having a centralized HR solution made it difficult for Affinivax to keep track of employee data and run reports.“We didn’t have a single source of truth,” Jona stated. “This made reporting very challenging because we had to sift through a lot of different spreadsheets just to find simple information. We needed an all-in-one HR system that would enable us to have a standardized way of keeping track of data. Storing all of it in one location would not only make reporting a lot easier for our HR team, but also for our Finance and Accounting teams who constantly ask us for information.”								
					
						
				
					 A User-Friendly Interface 
			
			
						
									When looking at solutions, Affinivax searched for an intuitive HRIS that employees would actually want to use.“Since we didn’t have an HR platform before, it was really important for us to find one that employees would adopt easily,” Jona expressed. “We needed a system that had a user-friendly and clean interface so that our entire company could transition to it smoothly.”								
					
						
				
					 Customizable Performance Reviews 
			
			
						
									When it came to performance reviews, Affinivax wanted to be able to build them from the ground up.“We looked at a few HR systems that didn’t have customizable performance review templates,” Jona mentioned. “We needed an HRIS that would let us customize the whole process.”								
					
						
				
					 An Integrated Compliance Solution 
			
			
						
									In addition to streamlining all things HR, Affinivax wanted a solution that would also help the company stay compliant.“Like all HR professionals, compliance is a top priority for us,” Jona noted. “We needed an integrated solution that would help us stay compliant with federal and state regulations.”								
					
				Not having a centralized HR solution made it difficult for Affinivax to keep track of employee data and run reports.“We didn’t have a single source of truth,” Jona stated. “This made reporting very challenging because we had to sift through a lot of different spreadsheets just to find simple information. We needed an all-in-one HR system that would enable us to have a standardized way of keeping track of data. Storing all of it in one location would not only make reporting a lot easier for our HR team, but also for our Finance and Accounting teams who constantly ask us for information.”When looking at solutions, Affinivax searched for an intuitive HRIS that employees would actually want to use.“Since we didn’t have an HR platform before, it was really important for us to find one that employees would adopt easily,” Jona expressed. “We needed a system that had a user-friendly and clean interface so that our entire company could transition to it smoothly.”When it came to performance reviews, Affinivax wanted to be able to build them from the ground up.“We looked at a few HR systems that didn’t have customizable performance review templates,” Jona mentioned. “We needed an HRIS that would let us customize the whole process.”In addition to streamlining all things HR, Affinivax wanted a solution that would also help the company stay compliant.“Like all HR professionals, compliance is a top priority for us,” Jona noted. “We needed an integrated solution that would help us stay compliant with federal and state regulations.”					
							THE IMPLEMENTATION					The Smooth Transition to Namely		“I truly can’t say enough good things about our implementation,” Jona expressed. “Namely’s Implementation Team was organized from the start and made it such a stellar experience.Since we didn’t have an HR system beforehand, our data was all over the place and needed a lot of cleanup. This made us a bit nervous at first because we weren’t sure how it was all going to flow over to Namely. Thankfully, our Implementation Consultant did an amazing job helping us transfer our data over and guided us every step of the way. Throughout the entire process, Namely’s Implementation Team was always willing to hop on calls and answer our questions. We couldn’t have had a better experience.”			See how you can check all the boxes with Namely. Request a call today.							
							THE SOLUTION					The ROI of Using Namely					From its automated onboarding process to its intuitive reporting capabilities, Namely has modernized HR at Affinivax.							
																														
					Streamlined HR Processes				
									Since Affinivax didn’t have an all-in-one system previously, Namely has streamlined its HR processes.“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR,” Sarah explained. “It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”								
																														
					Simplified Onboarding				
									With Namely’s onboarding solution, Affinivax’s HR team can set new hires up before they even walk in the door.“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one,” Sarah shared. “Now, it’s so much easier for our team to get new hires ready.We’ve also heard nothing but positive feedback from them. Since Namely is so intuitive, they learn how to use the system quickly and rarely have questions once they’re onboarded. New hires find Namely’s company org chart to be super helpful in particular because they can look at it and see who’s on what team—especially if they’re working remotely and not meeting coworkers in person.”								
																														
					Automated PTO Tracking 				
									Before implementing Namely, Affinivax’s HR team was manually tracking PTO requests.“Namely has simplified PTO tracking for both our employees and HR team,” Sarah stated. “Now, employees can easily submit requests for vacation time, sick time, or whatever it may be. They can also see how much PTO they’ve accrued on their employee profiles.From an HR perspective, we can pull reports on PTO in Namely. This is especially useful when we work with our Finance team because they need to be aware of that data as well. Overall, Namely’s PTO tracking has been extremely helpful to our entire company.”								
																														
					Customizable Reporting				
									In addition to running reports on PTO, Affinivax uses Namely to analyze important HR data.“With Namely’s intuitive and customizable reporting capabilities, we’re able to look at data at a high level,” Sarah explained. “This helps us make strategic business decisions because we have access to any type of report that we need. We’ve also been able to give our Finance team access to certain reports, so they can go into Namely and pull data themselves.”								
																														
					Centralized Resources				
									Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”								
							
							
																																	Streamlined HR Processes		Since Affinivax didn’t have an all-in-one system previously, Namely has streamlined its HR processes.“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR,” Sarah explained. “It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”																													Simplified Onboarding		With Namely’s onboarding solution, Affinivax’s HR team can set new hires up before they even walk in the door.“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one,” Sarah shared. “Now, it’s so much easier for our team to get new hires ready.We’ve also heard nothing but positive feedback from them. Since Namely is so intuitive, they learn how to use the system quickly and rarely have questions once they’re onboarded. New hires find Namely’s company org chart to be super helpful in particular because they can look at it and see who’s on what team—especially if they’re working remotely and not meeting coworkers in person.”																													Automated PTO Tracking 		Before implementing Namely, Affinivax’s HR team was manually tracking PTO requests.“Namely has simplified PTO tracking for both our employees and HR team,” Sarah stated. “Now, employees can easily submit requests for vacation time, sick time, or whatever it may be. They can also see how much PTO they’ve accrued on their employee profiles.From an HR perspective, we can pull reports on PTO in Namely. This is especially useful when we work with our Finance team because they need to be aware of that data as well. Overall, Namely’s PTO tracking has been extremely helpful to our entire company.”																													Customizable Reporting		In addition to running reports on PTO, Affinivax uses Namely to analyze important HR data.“With Namely’s intuitive and customizable reporting capabilities, we’re able to look at data at a high level,” Sarah explained. “This helps us make strategic business decisions because we have access to any type of report that we need. We’ve also been able to give our Finance team access to certain reports, so they can go into Namely and pull data themselves.”																													Centralized Resources		Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”			“From its service team to the Help Community, Namely’s customer support is extremely reliable.”					EXCEPTIONAL CUSTOMER SUPPORT		“I think what impresses me the most about Namely is the customer support we’ve received,” Sarah explained. “Namely has a really extensive Help Community that consists of articles and step by step guides on literally everything you can do within the system. If there’s something that I haven’t done before or have a question about, I can easily find what I’m looking for in the Help Community 9 out of 10 times.If for whatever reason I can’t find the help I need, I can also submit a support ticket in the Help Community. Everyone on Namely’s service team is super responsive, and I typically hear back from them either later that day or within 24 hours.”“Since implementation, we honestly haven’t even needed much support because the system is so intuitive,” Jona elaborated. “And as Sarah mentioned, when we do need assistance, there are a ton of resources within the Help Community that will help us get the information we need. In my opinion, customer service is key, and Namely’s team has provided us with great support since day one.”																															
							ADVICE					“Overall, Namely saves me about 10 hours per week.”					CONSIDERING NAMELY?
HERE’S WHAT JONA AND SARAH HAVE TO SAY:		“When looking for a new HR solution, find one that is tailored to your company size and enables you to have control over your data and processes,” Jona advised. “There are some larger systems out there that weren’t as customizable as we wanted. After looking at 5 other solutions, we knew Namely was the best fit for our company.”“Also look at your current processes and find an HR solution that will automate them,” Sarah added. “The right HRIS will make them easier and more seamless for you and your team. As an HR admin, I couldn’t imagine not having Namely.”			Namely helped Affinivax simplify and modernize HR. Ready to see how it can streamline HR at your company? Take a platform tour today.										
									REQUEST A CALL

### The Channel Company

HR CASE STUDY		
			How The Channel Company Modernized & Streamlined HR With Namely		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Technology		
			LOCATION
Westborough, MA		
			SIZE
225 employees		
			ABOUT THE CHANNEL COMPANY		
		The Channel Company delivers the key expertise companies need to optimize their channels—specifically the IT Channel. From events and marketing services to research and consulting, The Channel Company offers a portfolio of products that are all geared towards helping connect people and businesses within the channel.		
			The Channel Company is headquartered in Westborough, Massachusetts, and has employees located across the country.		
			The Channel Company is named on the following lists: Best and Brightest Companies To Work For In Boston, Best and Brightest Companies To Work For In New York, and Best and Brightest Companies To Work For In The Nation.		
			The Channel Company prides itself on having a diverse and inclusive environment, where employees support one another and feel like family.		
																														
																														
			MEET ERIKA		
			Erika McGrath, VP of People and Culture		
		After graduating from college, Erika pursued a graduate degree in social work at Columbia University.“Through the occupational social work track of my graduate program, I realized that I enjoyed studying people in the workplace. While working in an Employee Assistance Program, I worked alongside HR professionals and became really interested in what they did. After that, I decided to dive into the HR field.”		
																														
			THE CHANNEL COMPANY'S CHALLENGES		
			“We needed a paperless solution that would automate all of our HR processes.”		
		When Erika first joined The Channel Company, they were using ADP.“The Channel Company was originally part of an international company that used ADP because they had thousands of employees around the world. So when The Channel Company split from that larger company, we continued to use ADP until we started to look for a new solution.We ended up implementing two separate systems, Zenefits and Paychex. After using these disconnected systems, we realized that we needed one centralized HR platform.At the time, the world of HR was starting to transition away from being paper-heavy. So when looking for a new system, I knew that we needed one to automate our HR processes. It was really important for me to leave paper-oriented solutions behind and move to something much more modern.”		
			THE CHANNEL COMPANY'S WISHLIST:		
						
				
					 A Streamlined Solution 
			
			
						
							After using two separate solutions, Erika needed a platform that would house all of her HR processes.“We needed a streamlined solution—especially from a payroll perspective since payroll in Paychex didn’t sync over to Zenefits. We also wanted to streamline benefits, onboarding, and other HR processes, so it was really important for us to find a platform that was all-in-one. The more we could combine into one centralized solution, the better.”						
					
						
				
					 A Brokerage Partnership 
			
			
						
							At the time, Erika was struggling with Zenefits’ brokerage model.“We weren’t having a positive broker experience, so we wanted to have a strong partnership with our next HR solution when it came to benefits. We needed someone who understood our business, employees, and needs. Unlike Zenefits’ brokers, we needed someone who would be able to give us insight from a benchmark perspective and provide recommendations for employee benefits. It was really important for us to find that kind of partnership.”						
					
						
				
					 A User-friendly Interface 
			
			
						
							Since Erika was an HR department of one, she needed to find a solution that was intuitive enough for her employees.“It was critical for me to find a user-friendly solution that could be easily rolled out to our employees. I needed a system that employees would be able to navigate without a lot of training beforehand. With this in mind, I started to look for a more modern HR system than what I was historically used to.”						
					
		After using two separate solutions, Erika needed a platform that would house all of her HR processes.“We needed a streamlined solution—especially from a payroll perspective since payroll in Paychex didn’t sync over to Zenefits. We also wanted to streamline benefits, onboarding, and other HR processes, so it was really important for us to find a platform that was all-in-one. The more we could combine into one centralized solution, the better.”At the time, Erika was struggling with Zenefits’ brokerage model.“We weren’t having a positive broker experience, so we wanted to have a strong partnership with our next HR solution when it came to benefits. We needed someone who understood our business, employees, and needs. Unlike Zenefits’ brokers, we needed someone who would be able to give us insight from a benchmark perspective and provide recommendations for employee benefits. It was really important for us to find that kind of partnership.”Since Erika was an HR department of one, she needed to find a solution that was intuitive enough for her employees.“It was critical for me to find a user-friendly solution that could be easily rolled out to our employees. I needed a system that employees would be able to navigate without a lot of training beforehand. With this in mind, I started to look for a more modern HR system than what I was historically used to.”		
			THE EVALUATION		
			The Search for a Centralized HR Platform		
		“Before actually going through an evaluation process, I saw Namely’s social media-like company news feed. My favorite part of HR is employee interaction, so that feature really spoke to me. When I started to evaluate Namely, I already knew that I had never seen an HR system with that type of engaging interface before.To make sure Namely was the right solution for our entire company, I sat through demos with our CEO and CFO at the time. I also ran the platform by managers and employees to see what they thought about the solution. Overall, it was a very collaborative process and they all thought Namely would be a great fit.Ultimately though, I was the decision maker. Since I had been in the HR field for so many years and used so many different solutions, I knew exactly what our company needed—and that was Namely.”		
			See how you can check all the boxes with Namely. Schedule a demo today.		
			THE SOLUTION		
			The ROI of Using Namely		
			From its employee engagement features to its expert client service teams, Namely has helped The Channel Company revamp HR.		
																														
			Interactive Company News Feed		
							Both Erika and her employees love using Namely’s company news feed.“Namely’s social media-like news feed is what sold me over two years ago, and it’s still ingrained in our company culture to this day. On the news feed, employees can view each other’s birthdays and work anniversaries. Have you ever walked into a meeting and felt badly that you didn’t know it was someone else’s birthday? That doesn’t happen anymore because employees can just look at Namely’s news feed. When an employee wants to give a coworker kudos, they can use the news feed’s appreciation feature. From an HR and executive team perspective, we use the news feed to share company news and announce employee awards, such as ‘Sales Employees of the Year’. Every employee also has a profile with their picture on it—which is especially helpful for new hires.In addition to enhancing employee interaction, Namely’s news feed integrates with our recognition system, Gifted. On employees’ birthdays, this integration automatically sends them a Starbucks gift card. For anniversaries, employees automatically receive certain service awards based on how many years they’ve been with the company. So for birthdays and anniversaries, employees get both a shoutout on the company news feed and some kind of reward.Overall, Namely’s news feed helps us stay connected—especially during COVID-19 when all of our employees are dispersed. During this time, our employees have been posting and appreciating each other on the news feed more than ever before.”						
																														
			Dedicated Customer Support		
							“Namely’s new Pod Service Model has been working really well for us. As a Namely client, you have a dedicated Pod Team of subject matter experts who are available to you. For example, the HRIS Specialist on my Pod Team is always willing to jump on a call with me if I need help with something. There are plenty of ways to get support from Namely’s experts.”						
																														
			Expert Payroll Consultants		
							Recently, Erika and her team decided to add on Namely’s Managed Payroll services.“Just like our lean HR team, our Finance team is resource constrained. We do have someone that has been managing payroll for five years, but eventually that administrative role starts to prevent that person from growing in their career. What happens if you want that employee to take on more parts of the business? When you only have one person on staff who knows how to run payroll, it’s also hard for that person to take PTO. Or what happens if they decide to leave the company?With that said, we decided to start working with Namely’s Managed Payroll team. Now, Namely experts have taken on all of the tasks associated with payroll processing. This is going to be very impactful for our team—especially since we’re starting to hire employees in different states due to COVID-19’s impact on remote work. Every time you hire an employee in a new state that you’re not licensed to do business in, you have to get a license in that state—which Namely’s Managed Payroll team does for you. That’s huge.”						
																														
			Constant Platform and Service Improvements		
							Being a client for a few years now, Erika has seen Namely release new features and services to enhance her overall client experience.“Recently, Namely started offering clients The Work Number® from Equifax. Handling employee verifications used to be draining and time consuming—especially in the beginning of COVID-19 since a lot of employees were doing refinancing on mortgages. We were constantly getting calls and questions about it, so we’re very excited about this new Namely feature.”						
							
							
																														
			Interactive Company News Feed		
		Both Erika and her employees love using Namely’s company news feed.“Namely’s social media-like news feed is what sold me over two years ago, and it’s still ingrained in our company culture to this day. On the news feed, employees can view each other’s birthdays and work anniversaries. Have you ever walked into a meeting and felt badly that you didn’t know it was someone else’s birthday? That doesn’t happen anymore because employees can just look at Namely’s news feed. When an employee wants to give a coworker kudos, they can use the news feed’s appreciation feature. From an HR and executive team perspective, we use the news feed to share company news and announce employee awards, such as ‘Sales Employees of the Year’. Every employee also has a profile with their picture on it—which is especially helpful for new hires.In addition to enhancing employee interaction, Namely’s news feed integrates with our recognition system, Gifted. On employees’ birthdays, this integration automatically sends them a Starbucks gift card. For anniversaries, employees automatically receive certain service awards based on how many years they’ve been with the company. So for birthdays and anniversaries, employees get both a shoutout on the company news feed and some kind of reward.Overall, Namely’s news feed helps us stay connected—especially during COVID-19 when all of our employees are dispersed. During this time, our employees have been posting and appreciating each other on the news feed more than ever before.”		
																														
			Dedicated Customer Support		
		“Namely’s new Pod Service Model has been working really well for us. As a Namely client, you have a dedicated Pod Team of subject matter experts who are available to you. For example, the HRIS Specialist on my Pod Team is always willing to jump on a call with me if I need help with something. There are plenty of ways to get support from Namely’s experts.”		
																														
			Expert Payroll Consultants		
		Recently, Erika and her team decided to add on Namely’s Managed Payroll services.“Just like our lean HR team, our Finance team is resource constrained. We do have someone that has been managing payroll for five years, but eventually that administrative role starts to prevent that person from growing in their career. What happens if you want that employee to take on more parts of the business? When you only have one person on staff who knows how to run payroll, it’s also hard for that person to take PTO. Or what happens if they decide to leave the company?With that said, we decided to start working with Namely’s Managed Payroll team. Now, Namely experts have taken on all of the tasks associated with payroll processing. This is going to be very impactful for our team—especially since we’re starting to hire employees in different states due to COVID-19’s impact on remote work. Every time you hire an employee in a new state that you’re not licensed to do business in, you have to get a license in that state—which Namely’s Managed Payroll team does for you. That’s huge.”		
																														
			Constant Platform and Service Improvements		
		Being a client for a few years now, Erika has seen Namely release new features and services to enhance her overall client experience.“Recently, Namely started offering clients The Work Number® from Equifax. Handling employee verifications used to be draining and time consuming—especially in the beginning of COVID-19 since a lot of employees were doing refinancing on mortgages. We were constantly getting calls and questions about it, so we’re very excited about this new Namely feature.”		
			“It’s great to have a broker who really partners with you and understands your business. My Benefits Consultant is a rockstar.”		
			ENHANCED BENEFITS EXPERIENCE		
		“After struggling with Zenefits’ brokerage model, it was so important for me to find a broker I could rely on. The Managed Benefits Team is one of Namely’s sweet spots. My Benefits Consultant has been with me since the beginning and has become an extension of my HR team. He recommends benefits for our employees, provides me with benchmark data, and gives me insight into what other companies are offering. He also runs open enrollment for us every year with our employees, so he really is a member of our team.The Channel Company recently acquired another company, and there’s a lot that goes into acquisitions from a benefits perspective. During that acquisition, my Benefits Consultant was with me every step of the way. He advised me throughout the entire process and ran open enrollment for our new employees from the acquisition once they were onboarded.From a technology perspective, Namely’s benefits administration solution has also simplified our employees’ experience. The solution’s open enrollment portal is really easy for our employees to use, and Namely is constantly enhancing it. I’m a huge fan of Namely’s Managed Benefits Team and my overall benefits experience.”		
																														
			ADVICE		
			“Namely is the one tool that keeps all of our employees connected.”		
			CONSIDERING NAMELY?
HERE’S WHAT ERIKA HAS TO SAY:		
		“As soon as I saw Namely’s company news feed, I knew that the platform was different from all the other HR systems I used in the past. That news feed helps keep us connected and has lived up to all of my expectations. In addition to loving the platform itself, my sales person was amazing during our evaluation process. We implemented Namely over two years ago, and she still checks in with me today. How often can you say that a sales person still checks in with you years after you sign on? I’m really grateful for that relationship and all of the support I have received at Namely.”		
			Namely helped modernize HR at The Channel Company. Ready to see how it can revamp HR at yours? Take a platform tour today.		
			
						REQUEST A CALL

### Wunderkind

HR CASE STUDY		
			How Wunderkind (Formerly BounceX) Revamped HR with Namely		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Technology		
			LOCATION
New York, New York		
			SIZE
300 employees		
			ABOUT WUNDERKIND
		
		Wunderkind (formerly BounceX) is a leading performance marketing engine that delivers tailored experiences at scale. Digital businesses use Wunderkind to recognize their customers when they’re on their website better than ever before. This allows clients like Uniqlo, Sonos, and HelloFresh to deliver high-converting, one-to-one messages on websites, through emails and texts, and in ads at a scale that’s not otherwise possible.		
			Wunderkind is headquartered in New York City and has an office in London. The company also has remote workers across the US.		
			Last year, Wunderkind was recognized as a 2019 Great Place to Work-Certified™ company. Over the years, the company has also been listed as one of America’s fastest-growing SaaS companies and a best place to work by Glassdoor and Crain’s.		
			Wunderkind prides itself on having a collaborative environment, where employees love coming to work. The company’s Customer Success organization especially embodies collaboration by being structured in teams, called “pods”.		
																										
																										
			MEET KRISTIN		
			Kristin Langdon, Vice President of Human Resources		
		After graduating from the University of Tennessee, Kristin decided to dive into the HR field.“My major in college was Retail and Consumer Science, which ran concentrically with Human Resources and enabled me to take several HR courses. When it was time to make a decision about my career path, I accepted an HR position at a startup in New York City.Since I was the startup’s only HR employee, I wore a bunch of different hats, which solidified my love for all things people-related. That was many years ago, and the HR field has really evolved since then. HR used to be perceived as a company’s police force but is now completely employee centric. One of the things I’ve loved most about HR has been watching its relationship with employees transform into a supportive partnership, which has been a fascinating thing to observe over the years.”In 2018, Kristin joined Wunderkind (formerly BounceX) as the HR Business Partner.“Wunderkind just had this great buzz, and it continues to be that way for me two and a half years later. I think the thing that Wunderkind does best besides selling top-notch software is hiring the smartest and kindest people. Our employee population consists of incredibly good human beings all around. It makes coming to work every day extremely fun.”Within two years, Kristin was promoted to Wunderkind’s Vice President of HR.		
																										
			WUNDERKIND'S CHALLENGES		
			“At first we just wanted a performance review software, but then we realized we needed a streamlined solution that had all the other important pieces of the HR puzzle.”		
		Before transitioning to Namely, Wunderkind (formerly BounceX) was using TriNet, a PEO solution.“I had used TriNet at previous companies and actually moved all of those companies off of the solution and onto other PEOs. If they were larger companies, I would have considered transitioning them onto HRIS solutions because PEOs become limited once you hit a certain company size. Generally the rule of thumb is once you hit 100 employees, you should transition off of a PEO.”Since TriNet historically markets to specific industries, like manufacturing, the PEO’s interface is not user-friendly and doesn’t have the modern feel that our employee population gravitates towards. Because of that, we couldn’t get any of our employees to utilize the solution and when they did, it was difficult for them to do simple things like change their home address. For a while TriNet didn’t have a mobile app either, and even when they created one, it was terrible.”		
			WUNDERKIND'S WISHLIST:		
						
				
					 Customizable Performance Reviews 
			
			
						
							Kristin’s search for a new HR solution began with the need for a more customizable performance review software.“From a performance review standpoint, TriNet has some true limitations—which prompted us to start looking for a new HR solution in the first place. We only vetted performance review platforms in the beginning. However, none of the performance review vendors that we evaluated, like 15Five, Lattice, and Culture Amp, were customizable in a way that mattered. At Wunderkind, we needed software that was customizable from the ground up. We wanted to make sure we could edit templates by adding questions that were specific to Wunderkind’s core values, and none of those performance review platforms would let us do that.”						
					
						
				
					 Streamlined HR Solution 
			
			
						
							“I was searching for a new HR solution with our CFO at the time. One of his top priorities was to find a platform that was easy to use on the back-end from a reporting standpoint so we could tie compensation to performance in a meaningful way. At that point, we were only looking at performance review softwares, and none of them could do that. So we decided to broaden our search and look at more streamlined HR solutions.As for other HR processes, we wanted to track time and attendance for our interns, co-ops, and hourly employees all in one place. We also wanted to have other features, like an org chart. With TriNet, those features were all additional costs. After realizing this, we decided it made more sense to move everything over from our PEO to an HRIS.”						
					
						
				
					 Internal Brokerage and Payroll Services 
			
			
						
							When looking for an HRIS, Kristin struggled to find a one-stop-shop solution.“We wanted a solution that had both internal brokerage and payroll services, which is actually really hard to find. Some companies like BambooHR, for instance, will be your broker but not provide you with payroll services. Having multiple HR solutions is complicated—especially for your accounting team who then has to make payments to several different vendors as opposed to one.”						
					
		Kristin’s search for a new HR solution began with the need for a more customizable performance review software.“From a performance review standpoint, TriNet has some true limitations—which prompted us to start looking for a new HR solution in the first place. We only vetted performance review platforms in the beginning. However, none of the performance review vendors that we evaluated, like 15Five, Lattice, and Culture Amp, were customizable in a way that mattered. At Wunderkind, we needed software that was customizable from the ground up. We wanted to make sure we could edit templates by adding questions that were specific to Wunderkind’s core values, and none of those performance review platforms would let us do that.”“I was searching for a new HR solution with our CFO at the time. One of his top priorities was to find a platform that was easy to use on the back-end from a reporting standpoint so we could tie compensation to performance in a meaningful way. At that point, we were only looking at performance review softwares, and none of them could do that. So we decided to broaden our search and look at more streamlined HR solutions.As for other HR processes, we wanted to track time and attendance for our interns, co-ops, and hourly employees all in one place. We also wanted to have other features, like an org chart. With TriNet, those features were all additional costs. After realizing this, we decided it made more sense to move everything over from our PEO to an HRIS.”When looking for an HRIS, Kristin struggled to find a one-stop-shop solution.“We wanted a solution that had both internal brokerage and payroll services, which is actually really hard to find. Some companies like BambooHR, for instance, will be your broker but not provide you with payroll services. Having multiple HR solutions is complicated—especially for your accounting team who then has to make payments to several different vendors as opposed to one.”		
			THE EVALUATION		
			The Journey to Find the Best Fit HRIS		
		“Namely had been on my radar for years. Being in the HR space, I constantly saw advertisements for Namely events and webinars, so the company had always been in my peripheral vision. Since we were looking for a centralized HRIS that integrated with Greenhouse, our Applicant Tracking System, and had internal payroll and brokerage services, Namely easily became a front runner for us.”As she narrowed down her search, Kristin was considering Zenefits, BambooHR, and Namely.“Zenefits and BambooHR’s performance review platforms were nice but weren’t as customizable as Namely’s. Additionally, since Zenefits and BambooHR don’t streamline all HR processes, if we chose either of them we would have also had to find another payroll provider, which was not ideal.”Eventually it came down to Zenefits and Namely.“After reviewing Zenefits’ software, we started seeking feedback and heard a lot of horror stories. We heard one horror story that someone couldn’t get their employees’ benefits turned on for four months. When we started seeking feedback about Namely, all the reviews we heard were so positive.At the end, we sat down with our CEO, CFO, CCO, and COO and confidently chose Namely because it was the only option if we wanted an intuitive platform that was truly a one-stop-shop.”		
			See how you can check all the boxes with Namely. Schedule a demo today.		
			THE SOLUTION		
			The ROI of Using Namely		
			From its intuitive reporting and analytics features to its user-friendly interface, Namely’s platform has helped Wunderkind take HR to the next level.		
																										
			Customizable Performance Reviews		
							Kristin loves how easy it is to create custom reviews through Namely.“Since implementation, we have loved using Namely’s performance review platform. It has been phenomenal to have our employees set goals for themselves and view each other’s goals. It keeps them engaged in what they’re doing. We have a good cadence of mid-year goal check-ins, where managers sit down with their employees and look at each of their yearly goals to make sure everyone is aligned. At the end of the year we also have 360 degree reviews, which consists of 3 types of reviews: self, peer, and manager. From a creation standpoint, it’s incredible that I can create separate self, peer, and manager reviews for all of my employees. Conducting these different types of reviews allows us to collect feedback that is actually meaningful and important to Wunderkind, which we wouldn’t be able to do by using a generic review template.”						
																										
			Seamless Reporting and Analytics		
							A huge part of Kristin’s role is creating stories with data, which is why she loves that Namely’s reporting and analytics dashboards are so intuitive.“Personally, I find Namely’s reporting dashboard to be absolutely one of the best ones I’ve ever seen. Whenever we wanted to run a report on TriNet, we had to ask them for it, and it would take up to 72 hours to pull the data. Our CEO particularly hated how cumbersome TriNet’s reporting feature was. Ever since I showed him how easy it was to run reports through Namely, he has loved going into the system and pulling data on his own.Since we implemented the platform, it’s incredible how many workflows we’ve added to our back-end and how many reports we’ve pulled from them. These reports help us tell a story with data, and that’s extra helpful when we’re putting together executive reports.I also love the analytics dashboard, especially the Diversity and Inclusion piece. Wunderkind is a very D & I focused company, so being able to pull charts and graphs easily from those reports and use them in decks that we present to our executive team helps us tell a story. We’re able to show our executives what areas we’ve done a great job in and what areas we can still improve in. For instance, we have made the gender split of Wunderkind equitable, and that is much easier to explain with numbers, charts, and graphs rather than just reporting it. Being able to show them the progress we’ve made as a company is so much more powerful that way, especially when we’re trying to get support for initiatives, like D & I recruiting and campus efforts.”						
																										
			Increased Employee Engagement		
							Since TriNet wasn’t user-friendly, Wunderkind’s employees rarely even used the system.“As a tech company, using Namely’s intuitive, modern solution resonates with our employee population. Our employees have never a hard time navigating through Namely’s platform or mobile app because they are so user-friendly. They frequently view our org chart, which is something we’ve never had before.They also love using Namely’s time off feature. When I started working at Wunderkind, employees couldn’t view their PTO. Before we implemented Namely, we still tracked PTO on excel spreadsheets because TriNet didn’t offer a free version of that. That was especially cumbersome because Wunderkind had about 250 employees at that point.With Namely, our employees love being able to view their PTO and see how many vacation days they have left at the touch of a button. The mobile app has been huge for us, too. Managers are able to approve PTO on the go, and we have much more accurate numbers on how many people are taking off when, since they can do it all from the app.Overall, we’ve seen employee engagement increase tremendously since implementing Namely. We conduct biannual culture and benefits surveys, and we’ve seen the results increase year over year. I think that is attributed to the fact that our employees can easily navigate through Namely and access their own information instead of constantly coming to HR with questions.”						
																										
			Intuitive Interface		
							When using TriNet, Kristin found it frustrating that she couldn’t access her employees’ information easily.“If I had questions about an employee’s benefits, I would have to contact TriNet because I couldn’t go into the system and access them by myself. With Namely’s intuitive platform, I can find all of my employees’ information, without even having to look hard. In TriNet, the system couldn’t track certain employee data like title changes, which means that if an employee was promoted, I couldn’t access any of their information prior to their promotion. Being able to track employees’ career progressions in Namely has been amazing.”						
							
							
																										
			Customizable Performance Reviews		
		Kristin loves how easy it is to create custom reviews through Namely.“Since implementation, we have loved using Namely’s performance review platform. It has been phenomenal to have our employees set goals for themselves and view each other’s goals. It keeps them engaged in what they’re doing. We have a good cadence of mid-year goal check-ins, where managers sit down with their employees and look at each of their yearly goals to make sure everyone is aligned. At the end of the year we also have 360 degree reviews, which consists of 3 types of reviews: self, peer, and manager. From a creation standpoint, it’s incredible that I can create separate self, peer, and manager reviews for all of my employees. Conducting these different types of reviews allows us to collect feedback that is actually meaningful and important to Wunderkind, which we wouldn’t be able to do by using a generic review template.”		
																										
			Seamless Reporting and Analytics		
		A huge part of Kristin’s role is creating stories with data, which is why she loves that Namely’s reporting and analytics dashboards are so intuitive.“Personally, I find Namely’s reporting dashboard to be absolutely one of the best ones I’ve ever seen. Whenever we wanted to run a report on TriNet, we had to ask them for it, and it would take up to 72 hours to pull the data. Our CEO particularly hated how cumbersome TriNet’s reporting feature was. Ever since I showed him how easy it was to run reports through Namely, he has loved going into the system and pulling data on his own.Since we implemented the platform, it’s incredible how many workflows we’ve added to our back-end and how many reports we’ve pulled from them. These reports help us tell a story with data, and that’s extra helpful when we’re putting together executive reports.I also love the analytics dashboard, especially the Diversity and Inclusion piece. Wunderkind is a very D & I focused company, so being able to pull charts and graphs easily from those reports and use them in decks that we present to our executive team helps us tell a story. We’re able to show our executives what areas we’ve done a great job in and what areas we can still improve in. For instance, we have made the gender split of Wunderkind equitable, and that is much easier to explain with numbers, charts, and graphs rather than just reporting it. Being able to show them the progress we’ve made as a company is so much more powerful that way, especially when we’re trying to get support for initiatives, like D & I recruiting and campus efforts.”		
																										
			Increased Employee Engagement		
		Since TriNet wasn’t user-friendly, Wunderkind’s employees rarely even used the system.“As a tech company, using Namely’s intuitive, modern solution resonates with our employee population. Our employees have never a hard time navigating through Namely’s platform or mobile app because they are so user-friendly. They frequently view our org chart, which is something we’ve never had before.They also love using Namely’s time off feature. When I started working at Wunderkind, employees couldn’t view their PTO. Before we implemented Namely, we still tracked PTO on excel spreadsheets because TriNet didn’t offer a free version of that. That was especially cumbersome because Wunderkind had about 250 employees at that point.With Namely, our employees love being able to view their PTO and see how many vacation days they have left at the touch of a button. The mobile app has been huge for us, too. Managers are able to approve PTO on the go, and we have much more accurate numbers on how many people are taking off when, since they can do it all from the app.Overall, we’ve seen employee engagement increase tremendously since implementing Namely. We conduct biannual culture and benefits surveys, and we’ve seen the results increase year over year. I think that is attributed to the fact that our employees can easily navigate through Namely and access their own information instead of constantly coming to HR with questions.”		
																										
			Intuitive Interface		
		When using TriNet, Kristin found it frustrating that she couldn’t access her employees’ information easily.“If I had questions about an employee’s benefits, I would have to contact TriNet because I couldn’t go into the system and access them by myself. With Namely’s intuitive platform, I can find all of my employees’ information, without even having to look hard. In TriNet, the system couldn’t track certain employee data like title changes, which means that if an employee was promoted, I couldn’t access any of their information prior to their promotion. Being able to track employees’ career progressions in Namely has been amazing.”		
			“Our Namely Benefits Advisor works creatively to craft the best benefits plan for our company, and that is extremely hard to find in the Brokerage field.”		
			NAMELY’S MANAGED BENEFITS TEAM		
		Since partnering with Namely’s Managed Benefits Team, Kristin has established a close relationship with her Benefits Advisor that is built on trust.“Our Managed Benefits Advisor has been absolutely phenomenal. This year we had a pretty significant increase in our premiums due to reasons not related to Namely, and our Benefits Advisor came in with so many creative solutions for how we could decrease them. In fact, she helped us decrease those premium costs from 13% to 7%. It was truly incredible to watch her work, and I can’t express how on top of it she was from a communication standpoint. She constantly came up with new ideas and kept us updated throughout the whole process. This instantly laid down a solid foundation of trust between us.Since we trust her expertise, our Benefits Advisor’s recommendations go a really long way now. I don’t even ask her ‘what else can we do’ anymore because I know that whatever it is, she’s already gone the extra mile and looked into it. Overall, she’s been an absolute pleasure to work with. It’s extremely unique to have a Benefits Advisor who goes above and beyond to help you create a package that not only saves you money, but also offers your employees the benefits they deserve.”		
																										
			ADVICE		
			“Namely clearly designed its platform with HR leaders in mind, because the solution really makes my life so much easier.”		
			CONSIDERING NAMELY?
HERE’S WHAT KRISTIN HAS TO SAY:		
		“Namely saves me about 20 hours a week easily. When we used TriNet, we wasted so much time because we constantly had to contact them for information. If we had a question about our employees’ benefits or needed to run a report, it would take TriNet 42 to 72 hours to give us a response. With Namely, we’re able to go into the system and access all of that information ourselves. And when we have a question or can’t access certain information, Namely’s support team gets back to us instantly. The time Namely has saved me is invaluable.I always recommend Namely to other HR leaders because they’re usually searching for a solution that is fully customizable. When you use some of the other big HRIS systems, you don’t have that kind of flexibility. Every company has a different employee population, and that’s why being able to customize your HR solution is so crucial. Yes, it’s important to have a solution that supports other HR pieces like compliance, but you also need to be able to customize things from the ground up. Luckily for us, Namely has both.”		
			Wunderkind (formerly BounceX) is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.		
			
									REQUEST A CALL

### Vita Coco

HR CASE STUDY		
			How Vita Coco Streamlines HR and Stays Compliant With Namely		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											NEW ADMIN PACKAGE
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Food & Beverage		
			LOCATION
New York, New York		
			SIZE
231 employees		
			ABOUT VITA COCO		
		Vita Coco is the leading coconut water beverage brand, celebrated for bringing the benefits of coconuts to the world. Championed by informed consumers, health and wellness experts, pro-athletes and celebrities for its nutrient-rich hydration, Vita Coco’s portfolio now includes sparkling coconut water, coconut milk, coconut oil, and MCT oil. Vita Coco was co-founded in 2004 by CEO Mike Kirban and Ira Liran and is a part of All Market Inc., one of the world’s largest privately-owned better-for-you portfolio beverage companies. For more information, please visit vitacoco.com.		
			Vita Coco is headquartered in NYC and has global offices in London, Hong Kong, and Singapore.		
			In 2014, the company launched the Vita Coco Project—an initiative that strives to improve the livelihoods of farmers around the world by teaching them valuable farming techniques and providing their children with a proper education. To date, Vita Coco has built 27 classrooms for K-12 education, awarded over 60 scholarships, and positively impacted over 8,300 farmers through training programs.		
		https://www.youtube.com/watch?v=TCuweQ4XiNo		
			MEET ADRIAN		
			Adrian Gajda, People Manager		
		Before entering the HR field, Adrian started his Vita Coco career in its Accounting department.“After a couple of years working in Accounting at Vita Coco, I was asked to handle payroll internally for the company. From sitting alongside my colleagues in the HR office and listening to their daily conversations, I became intrigued by the field of Human Resources because it offered a chance to improve the lives of our employees. In conjunction with Vita Coco’s Director of People, we convinced our CFO to let me start picking up some HR related projects and tasks. Five years later, I’m the People Manager at Vita Coco and haven’t looked back since.”		
																														
			VITA COCO’S CHALLENGES		
			The Smooth Transition to Namely		
		Before implementing Namely, Vita Coco was searching for a streamlined, centralized HR solution.“Some of the challenges that we faced in past HR systems dealt with the lack of interactivity between key HR features, such as time off, attendance, performance reviews, and even some of our benefits, like 401k, health, and dental plans. We never had a one-stop-shop to access all of those important features that employees rely on.”Since a huge part of Adrian’s day-to-day involves running reports, he found it cumbersome and time-consuming to gather employee and company data across multiple, disparate HR solutions.“A key part of my job is creating stories about our employee data. HR systems are full of employee data, and we use that data everyday to make decisions around turnover, attrition, and other important metrics. Old, antiquated HR systems don’t have the ability to run reports and give us that data in a way that would benefit our company.”		
			See how you can check all the boxes with Namely. Request a call today.		
			THE SOLUTION		
			The ROI of Using Namely		
			From its intuitive interface to its seamless reporting features, Namely’s platform has simplified Adrian’s day-to-day—and his employees’ experience, too.		
																														
			Streamlined Solution		
							Since Adrian found it frustrating to use decentralized solutions, he appreciated how streamlined Namely’s platform was from day one.“I have loved using Namely ever since we implemented the system. Namely is truly a one-stop-shop for all HR processes. From basic HR data, performance reviews, time off, compliance, and analytics, Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information. With Namely’s assistance, I can provide them with a seamless experience to navigate aspects of HR on their own.”						
																														
			User-friendly Interface		
							“One of the features that I love best about Namely is its intuitiveness. Once I log into Namely’s platform, it is very simple to access all of the information I need. If I want to look at my performance reviews from 2018, I can easily view them by clicking on the performance review tab and the year 2018; it’s that simple.”Adrian also loves how Namely’s user-friendly platform keeps Vita Coco’s employees connected—no matter where they are.“With Namely, our employees are connected to one another more than ever before. Our employees love the platform’s social media-like interface. They’re always logging in and learning about their peers. From celebrating birthdays to meeting new hires, they’re constantly learning so much about each other.”						
																														
			Intuitive Data Reporting		
							Since implementing Namely, Adrian has saved valuable time when it comes to reporting.“I love how intuitive Namely is – especially because we conduct audits throughout the year. If we wanted to pull data for these audits and create reports in the past, it would take upwards of a week of work just to obtain that data and put it into an excel spreadsheet. With Namely, we’re able to pull that data and create all the reports we need within a day.”						
							
							
																														
			Streamlined Solution		
		Since Adrian found it frustrating to use decentralized solutions, he appreciated how streamlined Namely’s platform was from day one.“I have loved using Namely ever since we implemented the system. Namely is truly a one-stop-shop for all HR processes. From basic HR data, performance reviews, time off, compliance, and analytics, Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information. With Namely’s assistance, I can provide them with a seamless experience to navigate aspects of HR on their own.”		
																														
			User-friendly Interface		
		“One of the features that I love best about Namely is its intuitiveness. Once I log into Namely’s platform, it is very simple to access all of the information I need. If I want to look at my performance reviews from 2018, I can easily view them by clicking on the performance review tab and the year 2018; it’s that simple.”Adrian also loves how Namely’s user-friendly platform keeps Vita Coco’s employees connected—no matter where they are.“With Namely, our employees are connected to one another more than ever before. Our employees love the platform’s social media-like interface. They’re always logging in and learning about their peers. From celebrating birthdays to meeting new hires, they’re constantly learning so much about each other.”		
																														
			Intuitive Data Reporting		
		Since implementing Namely, Adrian has saved valuable time when it comes to reporting.“I love how intuitive Namely is - especially because we conduct audits throughout the year. If we wanted to pull data for these audits and create reports in the past, it would take upwards of a week of work just to obtain that data and put it into an excel spreadsheet. With Namely, we’re able to pull that data and create all the reports we need within a day.”		
			“Namely has been a tremendous help in beefing up our compliance efforts here at Vita Coco.”		
			COMPLIANCE PLUS		
		When it comes to staying compliant, Adrian doesn’t have to worry about missing deadlines or violating regulations with Namely’s compliance solution, Compliance Plus.“I use Compliance Plus all the time. The solution links us to a huge database of state and federal laws that I’m able to access with a simple click of a button. Compliance is more important now in today’s world than ever before, and Namely gives us access to all the guidelines that are in place that we need to adhere to. Just having a plethora of materials related to compliance in one location makes it easy for me to get all the answers to my questions.”In particular, Adrian has valued Compliance Plus during the COVID-19 pandemic.“COVID-19 came at us quickly, but Compliance Plus has helped us stay up to date with federal, state, and local guidelines. The solution has also helped us understand the legal lingo involved in the legislation that’s been passed by Congress.”Overall, Compliance Plus has helped Adrian and his team keep up in the fight to stay compliant, while also saving them valuable time.“Compliance Plus has saved us eight hours a week that we used to spend on research and interpretation work. If you find yourself constantly ‘googling’ around for compliance measures or frequently reaching out to legal departments in order to understand legislature, Compliance Plus will give you that time back.”		
																														
			ADVICE		
			“Namely is a one-stop-shop for analytics, time off, performance reviews, benefits, and compliance—made for the 21st century.”		
			CONSIDERING NAMELY?
HERE’S WHAT ADRIAN HAS TO SAY:		
		“Namely provides all the resources you need to lay down the groundwork for your HR strategy. Your employees will thank you for not having to navigate between 3 to 4 different HR vendors. As an HR leader, it’s also important that you are well versed in compliance measures. Namely makes that easy by providing you with all the materials you need in one accessible location. The time that Namely has saved us is unprecedented.”		
			Vita Coco is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.		
			
						REQUEST A CALL

### ExecOnline

HR CASE STUDY					How ExecOnline Transformed Benefits Administration With Namely							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Technology					LOCATION
New York, New York					SIZE
140+ Employees					ABOUT EXECONLINE		ExecOnline delivers online leadership development solutions that solve organizations’ business needs. By partnering with top global business schools, ExecOnline helps clients transform their leadership development programs to keep up with the fast pace of business and focus on measurable goals. ExecOnline’s expert advisors work with clients to design solutions in order to meet their specific objectives and make the largest possible impact on their organization.			ExecOnline is headquartered in New York and has offices in D.C. and San Francisco. The company also has remote workers located across the country.							
							At ExecConnect, ExecOnline’s annual NY conference, the company presents the recipients of its Impact Awards. From the Excellence in Inclusion and Diversity award to the Learning Organization of the Year, ExecOnline's Impact Awards recognize companies who have gone above and beyond to prioritize leadership development at all levels of their organization. These awards exemplify ExecOnline's genuine care for its clients’ success.							
							ExecOnline prides itself on having a diverse and innovative workforce - ranging from employees who are fresh out of college to top professionals who are 30+ years into their careers.																																																											
							MEET DANIELLE					Danielle Bensignor, Manager of Talent Management		Danielle studied Pre-Law in college with plans of going to law school. But before diving further into the field, she decided to change her career path.“Ultimately I realized law school wasn’t right for me, so I tried to figure out what attracted me to law and what made me no longer want to pursue it. I was originally interested in law because it would enable me to form personal connections with people and help them in situations that required confidentiality and trust. When searching for a field that had this in common, I quickly came across HR. Soon after, I accepted my first HR position as a recruiter at a bank.”Two years later, Danielle joined ExecOnline as a recruiter and eventually transitioned into an HR generalist role.“I find that a lot of HR professionals start in recruiting because you get exposure to a lot of different parts of HR. You’re not only recruiting new hires, but you’re also learning about onboarding and the employee lifecycle. Through this role, I realized that I really enjoyed connecting with current employees and decided that I wanted to manage the next part of the employee lifecycle. Now, as ExecOnline’s Manager of Talent Management, I handle everything post recruitment—from the initial offer letter and benefits enrollment to offboarding.”																															
							EXECONLINE'S CHALLENGES					“We wanted a centralized HRIS that would house all of our needs in one location.”		Before implementing Namely, ExecOnline was using Insperity, a PEO solution. When looking for new HR software, Danielle was searching for a streamlined solution that her employees would love to use.“We wanted to adopt a user-friendly solution that had an interface that reflected ExecOnline’s branding—clean and easy to use. We were also looking for a platform that was tech-centric and had cutting-edge technology.”			EXECONLINE'S WISHLIST:							
						
				
					 Centralized Solution 
			
			
						
									“With Insperity, all of our onboarding was decentralized,” Danielle explained. “The PEO solution was just somewhere we stored all of our employee information. This was frustrating because as your company grows, employees look for a centralized spot to access their benefits, payroll, and performance reviews. Both our employees and HR team wanted to have everything in one place. We needed a solution that could grow with us.”								
					
						
				
					 Intuitive Interface 
			
			
						
									When looking for a new solution, Danielle wanted a platform that would enhance her employees’ experience.“Our previous solution’s interface was not intuitive. It didn’t store any company information, employee benefits, or performance reviews. Our employees couldn’t go into the system and look up another employee’s name or see what office they were in—which was critical because our workforce spreads across the country.At the end of the day, we wanted an intuitive HR solution that stored resources all of our employees could access. We wanted them to be able to navigate through the platform and figure out how to use it on their own, right away.”								
					
						
				
					 Brokerage Partnership 
			
			
						
									“Insperity would help us create our employee benefits packages, but not at the level that we needed. Our broker would only provide us with one benefits plan option based on our company size. When it came to brokerage, I wanted to have a strong partnership with my Benefits Advisor. With Insperity, it was like a shot in the dark; as much as they were a broker for us, they didn’t provide the personalized services we needed.”								
					
				“With Insperity, all of our onboarding was decentralized,” Danielle explained. “The PEO solution was just somewhere we stored all of our employee information. This was frustrating because as your company grows, employees look for a centralized spot to access their benefits, payroll, and performance reviews. Both our employees and HR team wanted to have everything in one place. We needed a solution that could grow with us.”When looking for a new solution, Danielle wanted a platform that would enhance her employees’ experience.“Our previous solution’s interface was not intuitive. It didn’t store any company information, employee benefits, or performance reviews. Our employees couldn’t go into the system and look up another employee’s name or see what office they were in—which was critical because our workforce spreads across the country.At the end of the day, we wanted an intuitive HR solution that stored resources all of our employees could access. We wanted them to be able to navigate through the platform and figure out how to use it on their own, right away.”“Insperity would help us create our employee benefits packages, but not at the level that we needed. Our broker would only provide us with one benefits plan option based on our company size. When it came to brokerage, I wanted to have a strong partnership with my Benefits Advisor. With Insperity, it was like a shot in the dark; as much as they were a broker for us, they didn’t provide the personalized services we needed.”					
							THE EVALUATION					The Search for the Right HRIS Software		While looking for the best fit software, ExecOnline explored several HR solutions—including ADP, JustWorks, Gusto, and Zenefits.“As a growing company, we needed an HR solution that would support fast growth. Therefore, we sat through many demos of HRIS platforms. When Namely kept coming up in our search for top HRIS software, we looked further into the solution and were so impressed by how cutting-edge it was. We could see that Namely’s technology was up to date and constantly improving, so we were excited to partner with a newer platform that we could grow with.”When it came to making the final decision, Danielle sat down with ExecOnline’s CEO, Chief Legal and HR Officer, and Director of Talent Management. In the end, ExecOnline confidently decided to adopt Namely.			See how you can check all the boxes with Namely. Schedule a demo today.							
							THE SOLUTION					The ROI of Using Namely					Namely has simplified ExecOnline’s HR team’s day to day - and its employees’ experience too.							
																														
					Streamlined HR Processes 				
									Since one of Danielle’s top priorities was adopting a centralized solution, she loves that Namely’s platform is streamlined.“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes, and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
																														
					User-friendly Features				
									Namely’s intuitive, user-friendly features were a huge selling point for Danielle.“After we implemented Namely, our employees started using the platform right away. On the news feed, our employees constantly interact with one another by celebrating each other’s birthdays, work anniversaries, and wins. This highlights how Namely has enhanced our employee engagement.”These user-friendly features have also saved Danielle valuable time.“In the past, employees used to come to our HR team with a lot of questions. Now they simply navigate through Namely to find their own answers.”								
																														
					Intuitive Benefits Administration				
									Before implementing Namely, Danielle had never used a benefits administration solution.“Since ExecOnline was the first company I ever ran benefits enrollment for, it was helpful that Namely’s benefits administration solution was intuitive and straightforward. When it comes to our employees selecting and viewing their benefits, they can easily navigate through the portal on their own. This particular feature on Namely’s platform is my biggest time saver by far.”								
																														
					Customer Support				
									Since adopting Namely, Danielle has found seamless client success experience.“We’ve had such a great experience working with Namely’s support team. If I ever have a question, I’ll email them, and they’ll respond immediately. We also have monthly check-in calls and sometimes our finance team will join our calls if they have payroll questions, and Namely is always helpful. We really enjoy working so closely with them.”								
																														
					Centralized Resources				
									Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”								
							
							
																																	Streamlined HR Processes 		Since one of Danielle’s top priorities was adopting a centralized solution, she loves that Namely’s platform is streamlined.“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes, and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”																													User-friendly Features		Namely’s intuitive, user-friendly features were a huge selling point for Danielle.“After we implemented Namely, our employees started using the platform right away. On the news feed, our employees constantly interact with one another by celebrating each other’s birthdays, work anniversaries, and wins. This highlights how Namely has enhanced our employee engagement.”These user-friendly features have also saved Danielle valuable time.“In the past, employees used to come to our HR team with a lot of questions. Now they simply navigate through Namely to find their own answers.”																													Intuitive Benefits Administration		Before implementing Namely, Danielle had never used a benefits administration solution.“Since ExecOnline was the first company I ever ran benefits enrollment for, it was helpful that Namely’s benefits administration solution was intuitive and straightforward. When it comes to our employees selecting and viewing their benefits, they can easily navigate through the portal on their own. This particular feature on Namely’s platform is my biggest time saver by far.”																													Customer Support		Since adopting Namely, Danielle has found seamless client success experience.“We’ve had such a great experience working with Namely’s support team. If I ever have a question, I’ll email them, and they’ll respond immediately. We also have monthly check-in calls and sometimes our finance team will join our calls if they have payroll questions, and Namely is always helpful. We really enjoy working so closely with them.”																													Centralized Resources		Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”			“We leverage our Namely Benefits Advisor as more than just a partner, but also as an extension of our HR team.”					NAMELY’S MANAGED BENEFITS TEAM		Since adopting Namely, Danielle has transformed the way she offers her employees benefits.“Using Insperity as our broker was limiting because they would only give us one or two pre-planned benefits packages to choose from. At ExecOnline, we don’t have someone on our HR team designated to handle benefits administration, so we needed a stronger partnership with a broker who understood what our company and employees value when it comes to benefits.Ever since we were introduced to Namely’s Managed Benefits services, our Benefits Advisor has become part of our HR team. Unlike most brokers, our Benefits Advisor helps us create customizable benefits plans with top carriers. He is flexible and always willing to shop around for us so that we can craft the best benefits package for our employees. This year we decided to stick with the same benefits plan we offered last year, but our Benefits Advisor still conducted a thorough cost-benefit analysis just in case we wanted to alter our package even slightly.”Danielle also appreciates how much time Namely’s Managed Benefits team has saved her.“Our Benefits Advisor not only helps us tremendously during open enrollment, but also throughout the entire year. Whenever we have questions that involve carriers, he contacts them directly. Since Namely’s Managed Benefits team has relationships with these carriers, their response time is always prompt.Overall, Namely’s Managed Benefits team has saved us valuable time and money. Our Benefits Advisor is constantly assessing the costs of different benefits plans, which is something we don’t have the bandwidth to do ourselves, and that has been huge.When it comes to brokerage, it’s critical to have a strong partnership with your Benefits Advisor. For me, it is so easy to trust my Benefits Advisor when it comes to offering my employees the benefits they deserve.”					
							ADVICE					“Namely is both a user- and admin-friendly platform for all things HR.”					CONSIDERING NAMELY?
HERE’S WHAT DANIELLE HAS TO SAY:		“Namely is so intuitive that I’m always thinking of new reports I can run, more analytics I can collect, and new ways I can use the platform to enhance our employees’ experience.”			ExecOnline is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.										
									REQUEST A CALL

### WorkWave

HR CASE STUDY		
			How WorkWave Took HR to the Next Level With Namely		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Technology		
			LOCATION
Holmdel, New Jersey		
			SIZE
250+ Employees		
			ABOUT WORKWAVE		
		WorkWave empowers service-oriented companies to reach their full potential through scalable, cloud-based software solutions that support every stage of the business lifecycle. It is a trusted partner for thousands of customers across a wide variety of industries, including pest control, lawn care, cleaning, HVAC, plumbing and electrical, and last mile delivery.		
			WorkWave’s HQ is located in New Jersey, and has offices in North Carolina, and Italy.		
					
			WorkWave knows that for service-oriented companies, there are many steps of their business journey - from signing new customers, delivering service in the field, to invoicing and everything in between. It also knows that gaining new customers requires even more: brand awareness, digital marketing and lead generation. With WorkWave’s powerful SaaS software solutions, its customers get more than just software, they get a partner helping them reach their full potential. WorkWave has gained significant recognition over the past year including being recognized by FeaturedCustomers as a 2019 Top Performer for Fleet Management Software, the 2019 SaaS Award for Shipping, Inventory and Vehicle Logistics, the American Business Awards, Best in Biz Awards, and more!		
			At the heart of WorkWave’s company culture is its dedication to helping its employees reach their full potential by growing professionally, personally, and financially. The company is also passionate about volunteering in its community, and each year, WorkWave’s employees actively participate in charitable causes and events. From donating bicycles to the Ronald McDonald House children to participating in Fulfill food drives, WorkWave is constantly reaching out a helping hand.		
																														
																														
					
			MEET KELLY		
			Kelly Gliatta, VP of Talent		
		Before diving into her first role as a Customer Service Representative at WorkWave, Kelly graduated from Georgian Court University with a bachelor’s degree in Psychology. Like many HR professionals, Kelly “fell in” to HR. After working her way up the company, Kelly spent five years as the company’s VP of Support, while WorkWave continued to grow. Before long, it was time for WorkWave to bring HR in-house and Kelly was asked to switch gears from overseeing Customer Service to building out the HR department. “For me it felt like a very natural transition because HR is like internal customer service. Before I was in charge of keeping our clients happy, now I have to ensure our employees are happy.”		
																														
			WORKWAVE'S CHALLENGES		
			“We hit the point where we were big enough that we wanted—and needed—to have an internal HR team and software to support it.”		
		Before transitioning to Namely, WorkWave was using a PEO solution. When looking for a new HR software, Kelly explained that “our one goals was bringing the HR function in-house.”While looking for a PEO-alternative, Kelly’s main concerns were finding an HR solution that would give her more visibility into employee data, help improve employee engagement, and streamline manual payroll processes. Finding an HR solution that simultaneously solved these challenges was her top priority.		
			WORKWAVE'S WISHLIST:		
						
				
					 Visibility Into Employee Data 
			
			
						
							With the PEO WorkWave was using, Kelly and her team had issues pulling reports and using time sheets. She wanted to find a solution that could provide HR with such easy visibility into each employee’s information to simplify payroll and reporting.						
					
						
				
					 Employee Engagement 
			
			
						
							Because WorkWave’s previous PEO was confusing to use, employees rarely logged in. When looking for new HR software, Kelly prioritized finding a platform that “employees would love using.” She wanted a user-friendly solution that would be easy-to-use and keep employees engaged.						
					
						
				
					 Intuitive Payroll Solution 
			
			
						
							WorkWave wanted a payroll solution that could accommodate all or their unique needs and cut down on processing time. “With our PEO, we actually had to create a Word Document of all our payroll exceptions and send them over to our account owner who would have to go in and manually add them. It was a very time-consuming and manual process that took my team away from other pressing matters” Kelly wanted a system that could pull in deductions and garnishments directly from an employee’s profile, enabling her team to process payroll internally, while saving them time and effort.						
					
		With the PEO WorkWave was using, Kelly and her team had issues pulling reports and using time sheets. She wanted to find a solution that could provide HR with such easy visibility into each employee’s information to simplify payroll and reporting.Because WorkWave’s previous PEO was confusing to use, employees rarely logged in. When looking for new HR software, Kelly prioritized finding a platform that “employees would love using.” She wanted a user-friendly solution that would be easy-to-use and keep employees engaged.WorkWave wanted a payroll solution that could accommodate all or their unique needs and cut down on processing time. “With our PEO, we actually had to create a Word Document of all our payroll exceptions and send them over to our account owner who would have to go in and manually add them. It was a very time-consuming and manual process that took my team away from other pressing matters” Kelly wanted a system that could pull in deductions and garnishments directly from an employee’s profile, enabling her team to process payroll internally, while saving them time and effort.		
			THE EVALUATION		
			The Journey to Find the Right HR Solution
		
		Throughout the search process, Kelly was determined to find the best fit HR solution for WorkWave. Kelly evaluated several solutions, including ADP, Paychex, and Insperity, but Namely is the solution that stuck out the most. “Throughout the sales process, our Namely sales rep was so genuine and straightforward about what the system could and couldn’t do. Working at a software company, we wanted to make sure we were getting what we were promised.”When it came to evaluating the Namely platform, Kelly was impressed that the HR system was fully integrated. She recognized that Namely’s various applications, like payroll and timesheets, were “all intertwined in one application and each part of the system looked the same and was already communicating with each other.”What was it that sealed the deal for Kelly? “For me, the selling point of the platform was the ease of use. I knew immediately Namely was going to be easy for our employees and HR administrators to use. That ease of use across the board was tremendous and made picking Namely a no-brainer.”		
			See how you can check all the boxes with Namely. Schedule a demo today.		
			SOLUTION		
			The ROI of Using Namely		
			Since partnering with WorkWave, we’ve enhanced its employees’ experience - and Kelly’s too.		
					
																														
			Increased Ease of Use		
							Kelly struggled to get her employees to embrace and use WorkWave’s PEO solution. To ensure employees hit the ground running with Namely, WorkWave planned formal training sessions to introduce the team to the platform and teach them how to use it. But Kelly was pleasantly surprised when she reached out to schedule the trainings, “Upon speaking with our employees, I found it was really wasn’t necessary to have a training. They were already using different features on the platform. Employees were filling out timesheets, submitting PTO, viewing our org chart, and more. Visibility and ease of use were the top areas of praise that we were hearing from our employees from the get-go.”						
																														
			Simplified Onboarding		
							Before implementing Namely, Kelly struggled with visibility into her employee data. Namely’s in-depth reporting dashboards empowers Kelly to quickly pull reports on everything from employee tenure to work anniversaries, giving her team the information it needs to build WorkWave’s strategic HR initiatives and develop employee engagement programs. “It’s not just my team that benefits from Namely’s reporting,” says Kelly. “Sure we can pull reports to see where we are in terms of headcount, attrition, and more, but Namely allows our managers to make use of our employee data too. They can view their direct reports progress to their goals directly from their employee profiles, kick off performance management check-ins, and look into department demographics and metrics.”						
																														
			Seamless Onboarding 		
							Kelly expressed that she always hears “from new hires about how much they appreciate the Namely interface. It’s so important for us to make sure our new hires have a chance to learn more about the company and to get to know each department before their first day. New hires can access Namely to complete paperwork, view company resources, and see our org chart all before their first day. We’re able to give them that head start at familiarizing themselves with our business and culture before they even walk in the door.”						
																														
			Annual Review Process		
							Before using Namely’s HR platform, WorkWave never had formalized annual performance reviews. While it was a big undertaking, Kelly wanted to develop an annual review program and leverage Namely’s performance review features to introduce the program to her employees. “We were able to transition over to Namely and launch HRIS, payroll, and annual reviews in about a 2-3 month span. To have one interface for everyone to go to share feedback for each employee and standardize our review process was a game changer for us as a company.”						
							
							
																														
			Increased Ease of Use		
		Kelly struggled to get her employees to embrace and use WorkWave’s PEO solution. To ensure employees hit the ground running with Namely, WorkWave planned formal training sessions to introduce the team to the platform and teach them how to use it. But Kelly was pleasantly surprised when she reached out to schedule the trainings, “Upon speaking with our employees, I found it was really wasn’t necessary to have a training. They were already using different features on the platform. Employees were filling out timesheets, submitting PTO, viewing our org chart, and more. Visibility and ease of use were the top areas of praise that we were hearing from our employees from the get-go.”		
																														
			Simplified Onboarding		
		Before implementing Namely, Kelly struggled with visibility into her employee data. Namely’s in-depth reporting dashboards empowers Kelly to quickly pull reports on everything from employee tenure to work anniversaries, giving her team the information it needs to build WorkWave’s strategic HR initiatives and develop employee engagement programs. “It’s not just my team that benefits from Namely’s reporting,” says Kelly. “Sure we can pull reports to see where we are in terms of headcount, attrition, and more, but Namely allows our managers to make use of our employee data too. They can view their direct reports progress to their goals directly from their employee profiles, kick off performance management check-ins, and look into department demographics and metrics.”		
																														
			Seamless Onboarding 		
		Kelly expressed that she always hears “from new hires about how much they appreciate the Namely interface. It’s so important for us to make sure our new hires have a chance to learn more about the company and to get to know each department before their first day. New hires can access Namely to complete paperwork, view company resources, and see our org chart all before their first day. We’re able to give them that head start at familiarizing themselves with our business and culture before they even walk in the door.”		
																														
			Annual Review Process		
		Before using Namely’s HR platform, WorkWave never had formalized annual performance reviews. While it was a big undertaking, Kelly wanted to develop an annual review program and leverage Namely’s performance review features to introduce the program to her employees. “We were able to transition over to Namely and launch HRIS, payroll, and annual reviews in about a 2-3 month span. To have one interface for everyone to go to share feedback for each employee and standardize our review process was a game changer for us as a company.”		
			“I think it’s so great to have a team at Namely that understands the ins-and-outs of not only the product, but also about how we want to run our business.”		
			BONUS: UNPARALLELED CUSTOMER SUPPORT		
		Since adopting Namely, WorkWave recognizes that our top priority is ensuring our client experience is seamless. Namely makes it easy for clients to access our HR professionals via email, phone call, and the new Namely Help Community. “If we call the Customer Support team we receive great service, but we find that we rarely even have to,” said Kelly. “We can just send an email saying ‘here’s the issue we’re having’ and they’re quick to respond. They give you full details and instructions, anything from ‘the best way to handle something’ from a payroll perspective to ‘the quickest way to run a report.”		
																														
			ADVICE		
			“Namely really helped us think big picture when it comes to HR.”		
			CONSIDERING NAMELY?
HERE’S WHAT KELLY HAS TO SAY:		
		As an HR administrator, Kelly has seen several improvements since WorkWave implemented Namely. Since WorkWave’s previous HR solution made it difficult to view employee data, Kelly now loves having first-hand access to her employees’ data directly through Namely’s platform.As for efficiency, Kelly vouches that Namely’s platform has increased her HR department’s productivity. “We use Namely’s task feature to prioritize my team’s daily to-do list,” says Kelly. “For example, when a new hire joins the company, we make sure that each person on my team knows what their action items are to get them up and running. From updating the seating chart to activating their building badge, we make sure everyone knows how they contribute to ensuring a new hire has a good and smooth onboarding experience.”Since WorkWave is a global company, Namely’s HR solution also helps connect employees in different offices. When scrolling through the platform, employees can see what new hires are joining and who has upcoming birthdays and work anniversaries. Employees can also review the company org chart, look up their coworkers contact information, and share their appreciation for their teammates both near and far on the company newsfeed.		
			WorkWave is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.		
			
						REQUEST A CALL

### Bevi

HR CASE STUDY					How Bevi Scales with Namely Managed Services							
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											NEW ADMIN PACKAGE
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
							INDUSTRY
Food & Beverage					LOCATION
Boston, MA					SIZE
80 Employees					ABOUT BEVI		Bevi is a rapidly-growing startup bringing customizable, healthy hydration options to offices and facilities throughout the nation. Within five years of its 2013 founding, Bevi has reduced the waste generated by over 25 million plastic bottles. Above all, they strive for purposeful, people-centric innovation.			Though the company is headquartered in Boston, Bevi also has offices in New York and San Francisco, along with remote employees in more than a dozen cities across the nation.							
							Bevi is considered an Internet of Things (IOT) company. Each Bevi machine is internet-connected so that technicians are automatically notified when service is needed.							
							Office pups are a mainstay of Bevi’s culture. In fact, they share a photo of an office pet every payday, a tradition coined “Payday Pets.”																																																											
							MEET LAUREN					Lauren Della Morte, People Operations Manager		Lauren’s education in human development and organizational studies was a natural lead-in to her career in People Ops, but she didn’t necessarily set out to pursue HR. “I started in an administrative role at a very early-stage startup where no one was handling HR. I quickly gravitated towards putting systems and processes in place that helped support people in their work.”That mindset aligns with Lauren’s larger philosophy about the world of human resources. “I’ve really enjoyed seeing the industry terminology shift away from ‘HR’ and towards ‘People’ and ‘Talent,’ because I think it encompasses a lot more of the technical skill-building that’s necessary to excel in a job today. It’s not only about supporting people themselves, but also supporting how people work.”Lauren started at Bevi in the summer of 2017 as a consultant and just a few months later, she joined full-time. “I was excited to see that a company of Bevi’s size wanted to bring someone on in a People Ops capacity full-time. They were about 40 employees at the time, and I’ve seen companies of a similar size decide not to invest in an HR hire and just lean on lawyers if something big happens. In opening up my position, I knew Bevi was a company that would prioritize taking care of their people.”																															
							BEVI’S CHALLENGES					“Knowing that Bevi was going to continue to grow and spread out, I wanted an HR system that was personable.”		When Lauren started at Bevi, the company was using Zenefits for HR, onboarding, and benefits administration and using Gusto for payroll. “It was clear to me that everyone wanted to get off those systems. The two systems didn’t talk to each other and that led to all kinds of incorrect data.” Finding a solution where everything was managed in one place—allowing information to flow seamlessly and accurately—was top priority.Lauren also wanted a system that would empower employees to have access to their employment information. “We had been looking to give our employees a lot more transparency and a lot more insight into their world of work here at Bevi. Those two things drove us to ask: What do we need to be more transparent about in order to make people’s jobs easier, and what insights do they need to help them succeed?”			BEVI’S WISHLIST:							
						
				
					 Full-Service Payroll 
			
			
						
									Bevi experienced serious pain points when it came to payroll. They hadn’t been paying in arrears, so there was no way to easily capture overtime. Overtime payments turned into one-off payroll runs, and so did commissions. “We wanted one central system for employees to see ‘okay, here’s my check, there’s a line for commissions, there’s a line for overtime.’ Not only did we want to be able to pay people overtime regularly and systematically, but we also wanted to make sure that employees could easily understand how it all fit together.”								
					
						
				
					 Benefits Administration 
			
			
						
									Employees valued having the ability to self-select their benefits in their existing HRIS. However, Lauren wanted a provider who could also manage Bevi’s benefits. She wanted to find a partner who could act as Bevi’s broker, in addition to offering a self-service platform for benefits administration and elections.								
					
						
				
					 Next-Level Support 
			
			
						
									As an HR team of one, especially at a rapidly-growing company, Lauren had a full plate. She also knew that no one at Bevi had payroll expertise. “Bevi opened more than 6 new territories in the past year. As we moved into new states, we had a tough time ensuring we were fully compliant. As we continued to grow, I knew that would only become increasingly critical.” It would be a huge win to find a solution that could provide an extra level of compliance guidance, payroll consulting, and administrative assistance.								
					
				Bevi experienced serious pain points when it came to payroll. They hadn’t been paying in arrears, so there was no way to easily capture overtime. Overtime payments turned into one-off payroll runs, and so did commissions. “We wanted one central system for employees to see ‘okay, here’s my check, there’s a line for commissions, there’s a line for overtime.’ Not only did we want to be able to pay people overtime regularly and systematically, but we also wanted to make sure that employees could easily understand how it all fit together.”Employees valued having the ability to self-select their benefits in their existing HRIS. However, Lauren wanted a provider who could also manage Bevi’s benefits. She wanted to find a partner who could act as Bevi’s broker, in addition to offering a self-service platform for benefits administration and elections.As an HR team of one, especially at a rapidly-growing company, Lauren had a full plate. She also knew that no one at Bevi had payroll expertise. “Bevi opened more than 6 new territories in the past year. As we moved into new states, we had a tough time ensuring we were fully compliant. As we continued to grow, I knew that would only become increasingly critical.” It would be a huge win to find a solution that could provide an extra level of compliance guidance, payroll consulting, and administrative assistance.					
							THE IMPLEMENTATION					Crossing the Finish Line		By the time Lauren came on board, the Bevi team was already searching for a new HRIS. “I came in at the final leg of the sprint, I like to say. The team had already been doing a lot of research and exploring solutions, and they handed the baton to me to make the final decision.”The team knew things weren’t working well and that they needed a better system. They’d been in conversations with a number of PEOs, like Insperity and ADP TotalSource, but Lauren warned that Bevi was growing too quickly for a PEO. “If we moved to a PEO at that point, we’d have to move off of it within two years because it would no longer be cost-effective. Bevi would have really benefited from a PEO two years ago, but it just didn’t make sense at our stage. Not to mention, their platforms didn’t offer the great user experience we wanted.”Lauren also considered just switching benefits brokers, since that was their biggest pain point. “That, again, wasn’t the answer because of how we were scaling nationally. We needed a great system too, where everything was managed under one roof.”In addition to PEOs, the team evaluated a number of HRIS systems. Already a prominent name in the HR space in Boston, Namely was on their list.While Lauren was impressed with Namely’s technology, her interest peaked when she learned about Namely’s Managed Services offering. “The solution that Namely offered in Managed Services nailed the element of relationship-building I was hoping to see from a broker, as well as the level of support I was hoping to see from a PEO.”When it came time to get the executive team on board, Lauren got down to the numbers. “I looked at the list of requirements we’d created at the start of the search, and I was able to clearly show which solutions checked the most boxes. Namely was the obvious winner.”			See how you can check all the boxes with Namely. Schedule a demo today.							
							THE SOLUTION					The ROI of Using Namely					From the technology to the support that Namely's HR Managed Services offers, we've elevated the Bevi employee experience–and Lauren’s too.							
																														
					Managed Services consultants feel like colleagues.				
									Beyond easing her administrative burden and providing compliance guidance, Lauren most values the partnership she’s formed with Namely’s Managed Services team. “My Namely Managed Services team is phenomenal. Not having to call our very expensive employment lawyers all the time and having that gut-check partnership with our HR Consultant has been huge. Bevi and Namely are both growing companies that strive to serve people well. I can’t emphasize enough that the partnership I’ve felt with the Namely team is why I want to stay with this product.”								
																														
					The onboarding tool has transformed the new hire experience.				
									Lauren cites Namely’s onboarding tool as another big win for Bevi. “Our onboarding process has become so much more organized, and it has really enhanced the new hire experience. We actually just hosted a fully-costumed ‘Back to the Future’ re-orientation day to re-orient anyone who joined pre-Namely and didn’t have access to the experience we’re able to offer now.”								
																														
					Appreciations have taken recognition to the next level.				
									Bevi strives to cultivate a culture of kudos. “We’re big Slack users, and it’s been a particularly active channel for employees to give each other props. It’s been great to have the Appreciation feed in Namely because it captures that same celebratory moment, but also makes sure that it’s never overlooked, since it’s forever stored on the employee’s profile and saved for performance reviews. Of course, it’s great to give a shoutout in Slack, but it’s much more meaningful to give recognition that helps move a colleague’s career forward.”								
																														
					Namely’s sleek design clicks with employees. 				
									“We’re a company that really values design. Having Namely’s homepage look and feel like so many social platforms that our employees are already comfortable with was a huge win for us.” Not only was Bevi’s newsfeed populated quickly by employees, but the intuitive UX/UI throughout the platform has empowered employees to find all the information they need and engage in self-service.								
																														
					Streamlined processes + support = saved time.				
									As any HR team of one will tell you, it’s no easy feat to be the sole person responsible for both recruiting and HR. Lauren wears many hats and constantly juggles competing priorities. Luckily, Namely has made HR much more manageable. “The efficiencies achieved by using Namely’s technology and the support offered by the Managed Services team have freed me up to focus on recruiting, which is a huge priority for us as we scale.” Even better, Namely’s integration with Bevi’s ATS, Workable, allows them to effectively streamline everything.								
							
							
																																	Managed Services consultants feel like colleagues.		Beyond easing her administrative burden and providing compliance guidance, Lauren most values the partnership she’s formed with Namely’s Managed Services team. “My Namely Managed Services team is phenomenal. Not having to call our very expensive employment lawyers all the time and having that gut-check partnership with our HR Consultant has been huge. Bevi and Namely are both growing companies that strive to serve people well. I can’t emphasize enough that the partnership I’ve felt with the Namely team is why I want to stay with this product.”																													The onboarding tool has transformed the new hire experience.		Lauren cites Namely’s onboarding tool as another big win for Bevi. “Our onboarding process has become so much more organized, and it has really enhanced the new hire experience. We actually just hosted a fully-costumed ‘Back to the Future’ re-orientation day to re-orient anyone who joined pre-Namely and didn’t have access to the experience we’re able to offer now.”																													Appreciations have taken recognition to the next level.		Bevi strives to cultivate a culture of kudos. “We’re big Slack users, and it’s been a particularly active channel for employees to give each other props. It’s been great to have the Appreciation feed in Namely because it captures that same celebratory moment, but also makes sure that it’s never overlooked, since it’s forever stored on the employee’s profile and saved for performance reviews. Of course, it’s great to give a shoutout in Slack, but it’s much more meaningful to give recognition that helps move a colleague’s career forward.”																													Namely’s sleek design clicks with employees. 		“We’re a company that really values design. Having Namely’s homepage look and feel like so many social platforms that our employees are already comfortable with was a huge win for us.” Not only was Bevi’s newsfeed populated quickly by employees, but the intuitive UX/UI throughout the platform has empowered employees to find all the information they need and engage in self-service.																													Streamlined processes + support = saved time.		As any HR team of one will tell you, it’s no easy feat to be the sole person responsible for both recruiting and HR. Lauren wears many hats and constantly juggles competing priorities. Luckily, Namely has made HR much more manageable. “The efficiencies achieved by using Namely’s technology and the support offered by the Managed Services team have freed me up to focus on recruiting, which is a huge priority for us as we scale.” Even better, Namely’s integration with Bevi’s ATS, Workable, allows them to effectively streamline everything.			“I can’t emphasize enough that the partnership I’ve felt with the Namely team is why I want to stay with this product.”					BONUS: A PEOPLE-CENTRIC SOLUTION TO SCALING		As most growing companies know, rapid growth can also mean increased transitions. “Prior to joining Namely, we were on systems that made issuing final checks, commissions, and overtime payments a drawn-out pain point for both voluntary and involuntary departures. Compliance is one thing, but from a human standpoint, it’s never great when a job doesn’t work out. Our obligation as an employer is to help make career transitions productive no matter the circumstances. The last thing you want to do is have to follow up with someone to reconcile outstanding discrepancies with their paychecks when they’re trying to begin a new chapter.”Now that they have Namely, Bevi can seamlessly track time-off, hours, and compensation. Plus, with guidance from the Managed Services team, Lauren can rest assured that they’re in line with federal and state compliance. “Both from a product and service perspective, Namely has given us peace of mind that we’re fairly giving our employees what they’ve earned.”Last but not least, Namely profiles have gone a long way in keeping employees connected from across the country. “We’re a bring-your-own-device company, so we’re all working on our own cell phones. It used to be a such a hassle to get in touch with somebody, especially considering that a huge portion of our team consists of field service engineers and territory sales managers. At any given moment, you could have two thirds of our staff outside the office. It might sound like a minor thing, but the ability to easily find someone’s cell phone number on their profile has made a big impact. Employees also really like simply being able to see each other’s faces, since they often work with people they may never meet in person. It’s exactly the personal kind of system I was hoping for.”																															
							ADVICE					“Namely provides the HRIS platform and personal support that helps these changes become not only exciting, but motivating.”					CONSIDERING NAMELY?
HERE’S LAUREN’S ADVICE:		Lauren knows first-hand: today’s world of work changes fast. New systems, process, and teammates can be intimidating for your business. “Namely provides the platform and personal support that helps these changes become not only exciting, but motivating. It’s easy to keep up with company announcements, use Namely Resources to understand policies, put a face to a new name, and track the logistical details like PTO, benefits coverage, and milestones that can otherwise be confusing and time-consuming.”To be fully successful, Lauren stresses that everyone—not just the People Team—should be bought-in. “Carve out time for your team to get to know Namely and all of its features. Get buy-in from your leadership team by showing the time they’ll save. Then, go help your company grow!”			Bevi is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.
Ready to see how Namely can transform HR at your company? Take a platform tour today.										
									REQUEST A CALL

### Life is Good

HR CASE STUDY		
			How Life is Good found an HR system that makes it easy for employees to do the right thing		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Retail		
			LOCATION
Boston, MA and Hudson, NH		
			SIZE
180 Employees		
			ABOUT LIFE IS GOOD		
		Life is Good is an apparel and accessories wholesaler, retailer, and lifestyle brand, committed to spreading the power of optimism.		
			Life is Good doesn’t outsource a single part of their organization, maintaining everything from distribution to finance, and even their non-profit, the Life is Good Kids Foundation, in-house.		
			A minimum of 10% of the company’s annual net profit is gifted to the Life is Good Kids Foundation, which annually helps over one million children overcome poverty, violence, and severe medical challenges.		
			The “Life is Good Superpowers” are the company’s ten core values: Openness, Courage, Simplicity, Humor, Gratitude, Fun, Compassion, Creativity, Authenticity, and Love.		
																														
																														
			MEET COLLEEN		
			Colleen Clark, Head of Optimistic People		
		Colleen describes herself as an “accidental” HR professional. Before joining Life is Good, she began her career in a retail store, where she gradually assumed more and more responsibility. A few years in, the CEO flew out to the store to commend her on her performance and understand how she managed to do her job so well. “He told me, ‘you’re the best people-picker I’ve ever met.’ I had no idea what that meant!” A few months later, the CEO called her to let her know he was starting a Human Resources department for the company and wanted Colleen to run it. “I thought he said Human Racehorses, and I told him that was the dumbest thing I’ve ever heard. We still laugh about it.”They worked together for the next several years, as the company grew at a rapid pace. When potential compliance concerns arose, the CEO took them seriously and arranged for the greatest HR experts he could find to come in and train them. “I got my HR education from true experts––including the legislators of some of those compliance laws themselves. It was an amazing way to learn the HR function.” Over the next 20-odd years, Colleen has been able to put all these learnings into practice. “[My experience] has really refined my understanding of what HR can be, and more importantly, what it should be.”		
																														
			LIFE IS GOOD’S CHALLENGES		
			“I'd moved away from ADP in a prior role. To find it in a progressive company like Life is Good was disheartening. With ADP as our only people platform, we had no HRIS, no intranet, and no integration with other talent tools.”		
		When Colleen joined Life is Good in 2014, they were using ADP as their HR and payroll provider. “It was embarrassing for me as the leader of the HR team to reference this system. ADP was so archaic. We’re a pretty progressive company. Learning we were using such an outdated system was really disheartening.”But Colleen wanted to make sure it wasn’t just her view. “I asked our employees ‘what do you think about our review process?’ From the owners of the company all the way out to remote employees, the feedback was unanimous. ‘We believe in reviews and what they can do, but that system… I hate it. I try to avoid it.’ Usually, people don’t have strong opinions about their people platform, as long as they get an accurate paycheck. To hear this kind of passion was a signal to shop for a new solution.” That feedback, combined with her own discoveries about the many manual, one-off processes Life is Good had cobbled together, made replacing ADP one of her first priorities.		
			LIFE IS GOOD’S WISHLIST:		
						
				
					 User-Friendly 
			
			
						
							When Colleen asked employees about their ADP experience, she consistently heard that people couldn’t find information they needed or figure out how to do basic tasks, like completing a performance review. Even simple things, like signing in, were obstacles. She knew that finding an intuitive, easy-to-use system would save time and encourage use.						
					
						
				
					 Single Source of Truth 
			
			
						
							Colleen’s top priority was a new HRIS and intranet, but she knew that she would soon need to tackle payroll and benefits too. She was looking for an integrated system––a Swiss Army Knife solution––that she could implement piece-by-piece and seamlessly connect all touchpoints of the People function.						
					
						
				
					 Integration 
			
			
						
							“With a small team serving so many different kinds of people in different kinds of jobs, in multiple locations, integration and digital access were essential.” Life is Good needed a solution with a solid foundation and room to grow.						
					
		When Colleen asked employees about their ADP experience, she consistently heard that people couldn’t find information they needed or figure out how to do basic tasks, like completing a performance review. Even simple things, like signing in, were obstacles. She knew that finding an intuitive, easy-to-use system would save time and encourage use.Colleen’s top priority was a new HRIS and intranet, but she knew that she would soon need to tackle payroll and benefits too. She was looking for an integrated system––a Swiss Army Knife solution––that she could implement piece-by-piece and seamlessly connect all touchpoints of the People function.“With a small team serving so many different kinds of people in different kinds of jobs, in multiple locations, integration and digital access were essential.” Life is Good needed a solution with a solid foundation and room to grow.		
			THE EVALUATION		
			Finding HRIS magic		
		With the feedback she got from employees, Colleen and team set out on the quest for something powerful and simple. Something ‘cool’ was on the wish list, too!“We did a ton of research. We brought in five vendors to present to our leadership team. One of those vendors was a small startup we thought had it all. I remember thinking to myself ‘this is what we need––a platform where easy, simple, integrated, and social come together and intersect with great data and reporting.’”But that system was missing some critical pieces. For starters, they couldn’t comply with Life is Good’s Payment Card Industry (PCI) requirements, and that was a deal-breaker. “I was pretty dejected, but my optimism won. I believed there were smart people out there who were solving the same problems we were facing. I was right.”She eventually met Kevin, an Account Executive at Namely. “I told him about our pain points and gave him our wish list, figuring if we hit 80% of it, we’d be delighted. He asked if I’d considered Namely. I told him, ‘No, because I have no idea what it is!’” Kevin guided her through the Namely strategy and product features. It was love at first sight. “It was Harry Potter time. We had our magical solution.”When it came to getting leadership buy-in, Namely was an easy sell. “Our team was so tired of struggling with ADP, they would have said yes to any improvement that didn’t cost more.” Fast forward a year, after the Namely HRIS was implemented, and it was a natural to add the Namely payroll and benefits modules. “This was a much more significant challenge because my Finance partners had a greater role in the decision this time, and they had a lot of confidence in the tried-and-true reputation of ADP. Namely was a start-up and they were hesitant to switch to a solution that was still so new to the market.”Colleen arranged three reference calls through the Namely sales team––people who had made the same switch from ADP. “Once our VP of Finance and Payroll Manager had a chance to voice their concerns and ask their questions about practically everything, they got much more comfortable. The users’ first-hand experiences were compelling, and were instrumental in getting the buy-in we needed to continue building out our Namely platform.”		
			See why Colleen fell in love with Namely. Schedule your demo today.		
			THE SOLUTION		
			The ROI of Using Namely		
			Since the People Team made the move to Namely's full-service HR system, Life is Good celebrated some big wins.		
																														
			Everything employees and admins need lives in one spot.		
							Colleen likens Namely to the entryway of a house. “It’s where you keep your everyday essentials like your keys, shoes, coat, umbrella, and your mail. Everything that you really need to get through your day is just inside the door, one click away.” If Namely is the foyer, the rest of the house consists of other systems that work in tandem. “For example, Box is more like the attic. It’s where we store stuff we might need some day, but don’t use very often. You want to keep it, but not in your front hallway. Nobody wants to sift through every old document to find the one they need right now. For everything employees need to access quickly and easily, leave them in the Namely foyer!”						
																														
			A single version of the truth saves time and builds trust. 		
							“When I joined Life is Good, employee feedback helped me realize we could improve communication. We value clarity and openness, so at first I was confused by the feedback.” Colleen learned that a big source of frustration was that people didn’t know where to look for essential information. “It’s no good to have to dig through your inbox for that one email you need to sign up for benefits, or go to the ‘attic’ to find the company expense policy. The newsfeed and resource portal changed all that. At first, I was only one posting to the Namely feed. Eventually, an employee approached me and asked if he could post something on Namely himself. It didn’t take long before others started posting. Now it’s our go-to source for what’s going on in the company and the community.”						
																														
			Customized solutions let their values and culture shine through. 		
							What stood out most to Colleen during the evaluation process was that Namely would enable customization of the most important employee interaction vehicles. “We change our performance reviews, goal setting process, and other workflows as our needs change. Not only are everyone’s goals visible, they are now seamlessly integrated with reviews. That was huge because for us, goals are tied to compensation. With ADP, both were very labor-intensive and difficult to access. With Namely, it’s simple.” Beyond performance, Namely’s custom profile fields have unlocked a wide range of opportunities, from light-hearted to business-driven. “We often surprise employees with gifts for big events––like custom t-shirts when the Patriots win the Super Bowl.” By collecting t-shirt sizes in a special Namely field, the team can run a report and know exactly which sizes to order. Same goes for food preferences and commuting options. “We also integrated our competitive salary information in Namely by position, using a custom administrator-only field to track market compensation changes.						
																														
			Namely support is ‘straight outta Hogwarts.’		
							From day one of implementation and beyond, Colleen and the team at Life is Good have been wowed by Namely’s “magical” level of service and support. “We couldn’t consider leaving Namely because we could never break up with our Support Consultant. We love him. He is the best partner we could ever hope for in ANY kind of support scenario: smart, kind, patient, responsive. Plus, he really understands our business and unique setup. I sometimes wonder if he’s AI—he’s that perfect.”						
							
							
																														
			Everything employees and admins need lives in one spot.		
		Colleen likens Namely to the entryway of a house. “It’s where you keep your everyday essentials like your keys, shoes, coat, umbrella, and your mail. Everything that you really need to get through your day is just inside the door, one click away.” If Namely is the foyer, the rest of the house consists of other systems that work in tandem. “For example, Box is more like the attic. It’s where we store stuff we might need some day, but don’t use very often. You want to keep it, but not in your front hallway. Nobody wants to sift through every old document to find the one they need right now. For everything employees need to access quickly and easily, leave them in the Namely foyer!”		
																														
			A single version of the truth saves time and builds trust. 		
		“When I joined Life is Good, employee feedback helped me realize we could improve communication. We value clarity and openness, so at first I was confused by the feedback.” Colleen learned that a big source of frustration was that people didn’t know where to look for essential information. “It’s no good to have to dig through your inbox for that one email you need to sign up for benefits, or go to the ‘attic’ to find the company expense policy. The newsfeed and resource portal changed all that. At first, I was only one posting to the Namely feed. Eventually, an employee approached me and asked if he could post something on Namely himself. It didn’t take long before others started posting. Now it’s our go-to source for what’s going on in the company and the community.”		
																														
			Customized solutions let their values and culture shine through. 		
		What stood out most to Colleen during the evaluation process was that Namely would enable customization of the most important employee interaction vehicles. “We change our performance reviews, goal setting process, and other workflows as our needs change. Not only are everyone’s goals visible, they are now seamlessly integrated with reviews. That was huge because for us, goals are tied to compensation. With ADP, both were very labor-intensive and difficult to access. With Namely, it’s simple.” Beyond performance, Namely’s custom profile fields have unlocked a wide range of opportunities, from light-hearted to business-driven. “We often surprise employees with gifts for big events––like custom t-shirts when the Patriots win the Super Bowl.” By collecting t-shirt sizes in a special Namely field, the team can run a report and know exactly which sizes to order. Same goes for food preferences and commuting options. “We also integrated our competitive salary information in Namely by position, using a custom administrator-only field to track market compensation changes.		
																														
			Namely support is ‘straight outta Hogwarts.’		
		From day one of implementation and beyond, Colleen and the team at Life is Good have been wowed by Namely’s “magical” level of service and support. “We couldn’t consider leaving Namely because we could never break up with our Support Consultant. We love him. He is the best partner we could ever hope for in ANY kind of support scenario: smart, kind, patient, responsive. Plus, he really understands our business and unique setup. I sometimes wonder if he’s AI—he’s that perfect.”		
			“Namely frees us to spend more time making it easy for people to do the right things. Our load is lighter so we can deliver more to the teams we strengthen and support.”		
			LEADERSHIP LOVES THE HUMAN APPROACH		
		Getting buy-in from senior leadership was easy. “We are easily able to celebrate birthdays, anniversaries, share wins, track goals and more. Our leadership team also really appreciates the easy access to organization information, such as names, roles, photos, and so on, through the Namely app.”“We recently had a new VP of eCommerce join. He needed no formal Namely training and, after a few weeks on the job, volunteered this: ‘I love Namely. I can’t even believe this exists. If I were ever to leave this company, I would have to work somewhere that uses Namely.’ His reaction speaks to the incredibly simple user experience Namely provides. Knowing executives can get so quickly up to speed on their own is a testament to the UX design.”		
																														
																														
			THE PEOPLE TEAM CAN SUPPORT PEOPLE, NOT HR SYSTEMS.		
		With the efficiencies achieved by using Namely, the People team at Life is Good is better able to share the company values. “Namely is so versatile and easy to use that whoever is managing payroll and benefits doesn’t have to be the same person. With that in mind, we’ve reconfigured the roles on our People team. Now, one person is responsible for talent acquisition and loading new hires into payroll, and once they’re hired, another person takes over lead benefits and onboarding (we call it the ‘Power Up’). Namely has allowed us to spend less time administering and explaining our systems, and more time focused on making it easy for people to do the right things right.”		
			ADVICE		
			“Think beyond everything you know about what a people system can do for you. Give yourself freedom to imagine what it could be. Make a wish list. Most likely, you’ll find it’s all there in Namely.”		
			CONSIDERING NAMELY?
HERE’S COLLEEN’S ADVICE:		
		“What we learned about implementation could be really helpful to other companies making the switch. Don’t bring all the ‘junk’ you have in your old system into Namely. You won’t need it.”“When we switched to Namely, it gave us a clean structure and a fresh start. If I were going to do it again, I would have made a list of questions that could help us audit and revamp our practices before our implementation. Namely is so progressive and accessible that a lot of our prior practices were upgraded and updated just by switching.” Even if you miss your opportunity during implementation, never fear. “If you brought some ‘junk’ through to Namely, it will show up. Use the visibility and reporting that Namely provides to constantly evolve your processes.”		
			Life is Good is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.Ready to see how Namely can transform HR at your company? Take a platform tour today.		
			
						REQUEST A CALL

### Motley Fool

HR CASE STUDY		
			How The Motley Fool Supports Its Vibrant Company Culture		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Financial Services		
			LOCATION
Alexandria, VA + International Offices		
			SIZE
330 Employees		
			ABOUT MOTLEY FOOL		
		The Motley Fool is dedicated to helping the world invest better. Founded in 1993, The Motley Fool helps millions of people attain financial freedom through their website, books, premium investing services, and more.		
			Previously named the #1 Best Place to Work in Glassdoor’s Employees’ Choice Award		
			Largest departments include Technology and Investing		
			Employees are better known as “Fools”		
																														
																														
																														
																														
			MEET CHRISTINE AND LISA		
			Christine Noonan, Resource for Humans		
		Christine, like many of her peers, “fell into HR.” She began her career at a law firm and moved from their office operations department over to the HR team. Around 2006, she learned about The Motley Fool through a business class, applied to an open HR Benefits Coordinator role, and the rest is history.		
																														
			Lisa Shapiro, Payroll Manager		
		In college, Lisa studied business and international affairs. After taking an accounting course one semester, she got an accounting internship that turned into a full-fledged career. Like Christine, Lisa also came to The Motley Fool from a law firm, where she worked as an Accounting Specialist.Together, Christine and Lisa are a dynamic HR and payroll duo. If you’re wondering what it looks like when colleagues genuinely love working together, look no further.		
																														
			CHALLENGES		
			“I knew we needed an HR system with everything in one place.”		
		Prior to selecting Namely, The Motley Fool was using an antiquated system for payroll. But the lack of a connection between their HR and payroll data was causing lots of headaches.Plus, Christine was focusing on benefits, and the work was getting to be unwieldy. She started investigating a standalone benefits platform, but she found out that their current system wouldn’t connect. “I knew we needed a solution with everything in one,” she explains.		
			THE MOTLEY FOOLS’ WISHLIST:		
						
				
					 Integrated HR Platform 
			
			
						
							Because The Motley Fool’s HR and payroll systems didn’t connect 100%, one side would sometimes override data in the other. Christine ran into one too many cases of wiped-out data, so she knew it was time for a new solution.						
					
						
				
					 User-Friendly 
			
			
						
							The pain points with the system weren’t limited to the HR department. Employees couldn’t figure out how to log in and couldn’t easily “read” their paychecks — leading to tons of frustrated questions for the HR and payroll team to field.						
					
						
				
					 Customizable 
			
			
						
							The Motley Fool has a unique (and award-winning!) company culture. Christine wanted a solution that would be flexible and allow her team to personalize their company’s experience of HR software.						
					
		Because The Motley Fool’s HR and payroll systems didn’t connect 100%, one side would sometimes override data in the other. Christine ran into one too many cases of wiped-out data, so she knew it was time for a new solution.The pain points with the system weren’t limited to the HR department. Employees couldn’t figure out how to log in and couldn’t easily “read” their paychecks — leading to tons of frustrated questions for the HR and payroll team to field.The Motley Fool has a unique (and award-winning!) company culture. Christine wanted a solution that would be flexible and allow her team to personalize their company’s experience of HR software.		
			THE EVALUATION		
			The Search for an HR Solution		
		We’ll keep the story of The Motley Fool finding Namely short and sweet, because that’s how it happened: Christine’s fellow Fool, Greg Martz, was good at identifying vendors. He found Namely. She loved it right away.		
			Why did Christine love Namely? Schedule a demo to see for yourself.		
		Christine proposed Namely to the company’s Controller, who was passionate about bringing finance into the modern world. When she told him that The Motley Fool “needed a new system desperately,” he was already on board, as long as it fit into the budget.So they made the move to Namely.		
			SOLUTION		
			The ROI of Using Namely		
			Given their creative company culture, The Motley Fool has some of the best Namely stories we’ve heard so far. Here are some of their biggest wins.		
																														
			Christine can (literally) do the work of two employees.		
							Before Namely, Christine shared responsibilities with someone else on her team. And they were both swamped, thanks to manual processes. But then they got Namely. A few years later, Christine’s coworker left The Motley Fool, but they didn’t even need to find a replacement because Namely was such a time-saver. Christine describes her current workload as “really manageable.”						
																														
			Survey says: Employees love using Namely.		
							The biggest win for HR is when your employees are happy. Before Namely, Lisa explains that “employees revolted against the system.” A company-wide survey found that employees hated the payroll system and found it very antiquated. After implementing Namely, a new survey found that Fools were 85% positive about it—the kind of results that Lisa says HR platforms “never get.”						
																														
			Onboarding is quick and easy for all employees.		
							Of all the Namely features, onboarding is a standout. Lisa describes it as “a huge lifesaver, so magical.” They used to mail out a huge packet before employees started, which new hires would inevitably forget to bring in on day 1. This was especially a big win for The Motley Fool’s annual class of ten interns, who filled out the forms as soon as they received them via Namely. Now, they become Fools without “drowning in paper and myriads of reminders” from Lisa and Christine.						
																														
			Centralized Resources		
							Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”						
							
							
																														
			Christine can (literally) do the work of two employees.		
		Before Namely, Christine shared responsibilities with someone else on her team. And they were both swamped, thanks to manual processes. But then they got Namely. A few years later, Christine’s coworker left The Motley Fool, but they didn’t even need to find a replacement because Namely was such a time-saver. Christine describes her current workload as “really manageable.”		
																														
			Survey says: Employees love using Namely.		
		The biggest win for HR is when your employees are happy. Before Namely, Lisa explains that “employees revolted against the system.” A company-wide survey found that employees hated the payroll system and found it very antiquated. After implementing Namely, a new survey found that Fools were 85% positive about it—the kind of results that Lisa says HR platforms “never get.”		
																														
			Onboarding is quick and easy for all employees.		
		Of all the Namely features, onboarding is a standout. Lisa describes it as “a huge lifesaver, so magical.” They used to mail out a huge packet before employees started, which new hires would inevitably forget to bring in on day 1. This was especially a big win for The Motley Fool’s annual class of ten interns, who filled out the forms as soon as they received them via Namely. Now, they become Fools without “drowning in paper and myriads of reminders” from Lisa and Christine.		
																														
			Centralized Resources		
		Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”		
			“We have a better relationship with employees.”		
			CHRISTINE		
		Christine’s biggest win from choosing Namely is having more time to work on HR strategy. She has extra hours in her day to invest in creating processes that support the company’s growth.Plus, she loves that she can customize Namely to match whatever strategies are right for The Motley Fool. “We can make it so personal.” (Which is one of the best compliments we can get with a motto of HR for Humans.)		
																														
																														
			LISA		
		Namely has completely transformed Lisa’s relationship to the rest of the company.“We have a better relationship with employees. They used to be so frustrated about different things, but now they’re able to use Namely easily.”Now, Lisa gets to be an active participant in the company culture. When we spoke, for example, she had just completed a morning egg hunt around the office (which she won!).		
			BONUS: USING NAMELY PROFILES		
		When The Motley Fool launched Namely they set up a company-wide challenge. The ask? For all Fools to fill out their Namely profiles.First, they asked Fools to share their job title—which, believe it or not, all employees can choose. The Motley Fool employs everyone from a Unique Snowflake to a Data Diva. While self-selected titles are fun, it can be hard to figure out what someone actually does. So employees were also asked to use their bios to explain what their roles actually entail. Plus, they threw in some fun thought starters, like “If you could have lunch with one Fool, who would it be?”The company was so on board with this kind of community-building that they offered a bonus for 100% participation. With some strong collaboration (and some friendly nagging), The Motley Fool hit their target.		
			ADVICE		
			“Namely is a great product. I would recommend it to anyone who asked.”		
			CONSIDERING NAMELY? HERE’S CHRISTINE AND LISA’S ADVICE.		
		With over 2 years of experience using Namely as admins, Christine and Lisa are full of tips for how to get the most out Namely.First, they encourage admins to utilize their Namely Support Consultants. Christine and Lisa expressed appreciation for their Namely Support Consultant, Allison, who “felt like she was [their] friend and always gets [them] what [they] need.”Second, while they were eager to launch everything at once, they decided to phase their roll-out to start with the parts that most excited employees. One quick win was getting compensation info loaded into the system. With their previous system, there was no way for employees to check their salaries, salary history, or to see if bonuses had been paid out. As soon as Fools logged into Namely, they had instant access to information they had been craving—one of the reasons Namely got such high marks on the employee survey.		
			Motley Fool is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.
Ready to see how Namely can give you back hours in your day? Request your demo today.		
			
						REQUEST A CALL

### Namely’s 2023 Wrapped: Top Library Content

Reflecting on the musical highlights of 2023 through Spotify Wrapped and Apple Music Replay was a blast for the Namely team. For the second consecutive year, we're curating a playlist of our top HR blog posts, webinars, and library resources from 2023. 

Up first in the queue for Namely’s 2023 Wrapped series, these were the most popular HR content downloads from our library this past year: 
1. HR & Compliance Calendar
As our most downloaded piece of content year over year, it was no surprise that our HR calendar was a hit again in 2023! From special occasions like Employee Appreciation Day and National Bacon Day to important tax deadlines, the calendar is here to help you stay compliant, featuring all the key dates HR professionals need to know. To ring in the new year with confidence, check out our 2024 HR calendar.
2. The Guide to Upskilling and Reskilling Employees
Hiring and retention have been a core focus for most businesses, but it has become increasingly challenging to attract and retain top talent. When you mix an unpredictable economy with the boom of AI, upskilling and reskilling have become more practical, effective, and sustainable recruitment strategies. Explore six steps to upskill and reskill your employees and learn why it’s also a great retention opportunity for employers and employees alike in this guide. 
3. Employee Retention Strategies for 2023
Despite many businesses making significant cutbacks this year, the lingering effects of the Great Resignation have kept employee retention at the forefront of HR teams' concerns. Our guide explores how to hire candidates who will stick around, and how to keep them engaged throughout the employee lifecycle. As your team prepares for 2024, stay tuned for an updated version to help retain employees in the new year!
4. Tips, Tricks & Strategies for Strengthening the Manager-Employee Relationship
The manager-employee relationship is one of the most critical components of operating a smooth, successful business. So, what do managers need to do to have effective, high-performing teams? We’ve gathered a (non-exhaustive) list of tips, tricks, and strategies for managers, leaders, and HR to use in this guide. Check it out!
5. HR's Guide to Strengthening Leadership Development
While leadership development may be a top priority and of great importance to businesses, many fail to invest the necessary time, budget, and resources to support it. Strong leadership can significantly impact overall organizational goals, success, and culture. When talented leaders are given the right tools, training, and support, their ambition knows no bounds. Explore more ways you can strengthen leadership development with this eBook! 


On behalf of the Namely team, thank you for spending 2023 with us! What will be the top pieces of content in our library next year? Stay tuned and click here to subscribe to our newsletter.

### Namely’s 2023 Wrapped: Top HR Blog Posts

Reflecting on the musical highlights of the year through Spotify Wrapped was a blast for the Namely team. For the second consecutive year, we've curated a playlist of our top HR blog posts, webinars, and library resources from 2023. Next up in Namely's 2023 Wrapped series, these were our most popular blog posts this past year:


1. What Happens When Payday Falls on a Holiday or Weekend?
With over 179,000 views, our top blog post of the year (two years running) proves that payroll cycles are complex. Whether you pay your employees weekly, biweekly, monthly, or semimonthly, this post breaks down what to do if payday falls on a public holiday or weekend.

2. 10 Qualities & Skills Every Successful HR Professional Should Have

HR is not for the faint of heart. Managing the employee experience, recruiting top talent, overseeing benefits enrollment, and processing payroll just begin to scratch the surface of an HR practitioner’s day. All those responsibilities require a select, unique set of skills and not everyone is cut out for the job. These are some of the most important qualities an HR professional should have to excel in the workplace. 

3. Mandatory Overtime: The Overtime Laws in Each State
With 17,866 views since it was published earlier this year, it’s no secret that HR professionals everywhere had questions about mandatory overtime in the state(s) where their company operates. It’s critical to understand the overtime laws in your state to avoid issues with payroll and remain compliant in your management practices. 

4. 15 Office Birthday Ideas to Celebrate Employees

With many companies returning to the office this year, people teams have gotten creative with their employee engagement strategies. From hosting a monthly “Cake Day” to sending out personalized notes, we asked professionals across different industries how they celebrate and compiled a great list that will make your employees feel appreciated. 

5. What Is Your Workplace Love Language?

We took an office-friendly spin on the 5 romantic “love languages” this Valentine's Day with our workplace love languages blog and quiz. Understanding your coworkers’ office love languages, as well as your own, can lead to higher motivation, job satisfaction, and long-lasting connections. We're bringing back the quiz in 2024, so keep an eye out! 


Thank you for spending 2023 with us! What will be our top blog posts next year? Stay tuned and click here to subscribe to our newsletter.

### Recruitment Marketing: Using Marketing Techniques For Hiring

If your company is struggling with talent acquisition—and these days, whose isn’t?—it’s time to consider recruitment marketing. 
Recruitment marketing is among the most-promising hiring and recruiting strategies around right now—which is why it’s becoming increasingly popular with employers. 
 
What is recruitment marketing, exactly?
Recruitment marketing is the practice of applying time-tested marketing strategies to the talent acquisition process. 
Recruitment marketing involves attracting potential candidates the same way businesses attract customers: by learning about their wants, crafting their offers to appeal to them, and reaching out to them via marketing techniques, like targeted advertising, employer branding, and analytics. 
Recruitment marketing has only been around for a decade, so employers and recruiters are still exploring its capabilities. 

Key Components of Recruitment Marketing
Chances are, you’re an HR pro, not a marketing pro. No worries: you’re also a consumer—and, as such, know much more about marketing than you may think. Consider these three core components of recruitment marketing.   
Targeted Talent Acquisition 
Think about how retailers study their target customers, learning their buying habits so they can offer them just what they want. Well, targeted talent acquisition works the same way. 
The more you know about your ideal candidate, the more directly and authentically you can appeal to them in job posts and communications. And the more you know about their job-seeking habits, the more effectively you can reach them—simply by meeting them on their turf.
Effective Employer Branding 
A company’s brand is its image—i.e., the qualities that consumers associate with its name, whether quality, product innovation, etc. Similarly, when you engage in employer branding, you’re building an image designed to appeal to target candidates—whether it’s your warm company culture or employee-centric philosophy. 
No, burnishing your employer brand doesn’t happen overnight. But it starts by identifying your “selling points,” building on them, and broadcasting them.
 
Leveraging the Recruitment Funnel
A sales funnel defines the journey that consumers take when making buying decisions. Likewise, the recruitment funnel represents the stages candidates go through seeking employment, which include:

Awareness – the candidate becomes aware of the employer brand and/or a job opportunity 
Engagement – the candidate becomes interested in the employer/opportunity
Consideration – the candidate’s interest intensifies
Application - the candidate acts on their interest by applying for the job 
Interview – the candidate navigates the interview process
Offer – the candidate receives/accepts a job offer from the employer
Hire – the candidate is hired!   

You’re already familiar with the latter stages of the recruitment funnel but focusing on those early stages will allow you to finetune your recruitment marketing strategies. 
 
Crafting Effective Recruitment Strategies 
With that in mind, here are some hiring and recruiting strategies you can also put to work for your organization. 
 
Optimize Job Marketing 
Job marketing means creating enticing job listings and communications as well as distributing them through the most effective channels. It often includes optimizing job descriptions, using relevant keywords, and posting regularly on job boards and social media platforms. The point is to be strategic in how you communicate with candidates. 
 
Develop a Compelling Employer Value Proposition
An employer value proposition is the unique set of benefits an organization offers employees—i.e., the value they receive in return for working there. Crafting a compelling employer value proposition involves understanding candidates’ wants and needs and aligning the benefits you offer accordingly. A robust employer value proposition doesn’t just attract candidates, but helps to retain them. 
 
Leverage Data and Analytics
Data-driven decision-making is crucial in recruitment marketing. For example, analytics can be used to monitor the effectiveness of various job boards, candidate engagement on social media, and even the conversion rates at each stage of your recruitment funnel. In short, analytics can help you measure and refine the effectiveness of your recruitment strategies. 
 
Using the Latest Innovations in Recruitment
Technological innovation is also driving hiring and recruitment strategies. For example, some HR software uses artificial intelligence (AI) to screen resumes, while chatbots are automating candidates’ interactions with employers. In addition, employers are using technology to not only make data-driven hiring decisions but also predict future talent needs, making recruitment more proactive. 
 
Embracing Recruitment Marketing for a Successful Future
You don’t need to be a marketing whiz to use recruitment marketing techniques—any more than you need to be a tech whiz to use Namely’s user-friendly recruiting software. For more tips on attracting top talent, download our ebook, The Power of a Positive Candidate Experience. 

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### Employee Benefits Trends: What HR Needs to Know

Employee benefits trends may ebb and flow, but one thing remains constant: offering quality workplace benefits matters. In fact, as employers continue to grapple with recruiting, retention, and engagement challenges, it matters more than ever.

Providing your people with in-demand employee perks demonstrates that you care about them and their families. That’s why it’s critical to stay on top of current trends in employee benefits—including these.


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Current Trends in Employee Benefits



The pandemic may be over, but its impact on the American psyche remains. From increased interest in wellness programs to greater demand for flexible work arrangements, most current employee benefits trends reflect our post-pandemic priorities, specifically…  



Wellness Programs in the Spotlight



In the last few years, many employers have expanded their wellness benefits to address employee burnout and stress, moving toward holistic wellness programs that encompass both physical and psychological health.



In 2024, a well-rounded wellness program may include mental health support, gym membership, and a stress-management program—plus a weight loss program, meditation workshop, and more.



Are wellness programs good investments? You bet! According to one study, for every dollar spent on wellness, medical costs plunge by $3.27, while absenteeism-related costs decline by $2.73.



The Rise of Flexible Work Arrangements



Remote work, hybrid work, flex hours…a significant percentage of workers are reluctant to give these up, even as more employers return to onsite work.



As a result, employers that offer flexible work arrangements—and the improved work-life balance they provide—will enjoy a distinct hiring and retention edge in 2024. Before calling employees back to the office, businesses might consider adding remote work tools that allow them to achieve their goals while maintaining flexible work arrangements.   



Healthcare Benefits at the Forefront



According to a recent Society for Human Resources (SHRM) survey, comprehensive healthcare benefits remain the most-valued employer-sponsored coverage, upholding a well-established employee benefit trend. High-value healthcare benefits increasingly include dependent coverage, preventive care, mental health care, and the wellness programs discussed above.



And although health premiums are increasing by about 5% next year, some employers are choosing not to pass these higher costs to employees, either by increasing deductibles or absorbing the increase directly.  



Professional Development Becomes More Important



We know that employees are more likely to stick with an employer that offers them professional development opportunities. For this reason, many employers are investing more in their training and development programs.



This not only benefits employees by enhancing their career paths and prospects, but helps companies remain competitive and put succession plans in place.



Family and Work-Life Balance Take Center Stage



Work-life balance remains a key priority for many employees, which is why more employers are implementing family-friendly benefits like parental leave and childcare support. Beyond compassionate, it’s good business, too—since helping employees achieve improved work-life balance leads to higher job satisfaction and reduced burnout.



Increased Emphasis on Financial Wellness



About 70% of Americans are stressed about their finances and a high percentage live paycheck to paycheck. As a result, a growing number of employers are expanding their financial wellness benefits, adding financial counselling and retirement planning support to their 401K plans.



Financial literacy programs not only benefit employees by improving their financial picture but benefits employers—because less-anxious workers are more productive workers.  



The Importance of Diversity and Inclusion in Benefits



Employees are increasingly seeking employers that share their values—one reason why employers are actively incorporating diversity, equity, and inclusion (DEI) principles into their benefits programs.



What does that look like? In addition to prioritizing transparent pay equity policies, it may mean emphasizing family-friendly benefits and wellness programs, while expanding CSR initiatives.  



The Role of Voluntary Benefits



More employers are expanding their voluntary benefits as well, offering optional pet insurance, legal assistance and student loan repayment assistance—as well as conventional benefits like disability and long-term care coverages. These employee perks allow workers to customize their benefit to their needs, at little or no cost to employers.



Different Generations, Different Employee Benefits Trends



With four generations in the workforce, generational differences are another factor employers need to consider when crafting employee benefit offerings.  



For example, while Baby Boomers may be focused on retirement benefits, Gen Z are prioritizing professional development. Similarly, while Millennials may long for student loan assistance, Gen X prizes flexible work arrangements.



That said, everyone wants great healthcare benefits, always.



Keeping Up with Emerging Trends in Employee Benefits



Saying abreast of shifting employee benefits trends allows employers to please both current and prospective employees, which is essential to achieving their recruiting and retention objectives. At Namely, we make it easy for employers to manage employee benefits, from open enrolment to payroll deduction—while keeping them abreast of what’s new.



For more information, watch our quick video. Because while employee benefits trends come and go, great benefits administration will never go out of style!







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### 2023 Year-End HR Checklist

Time flies when you work in HR, especially toward year-end—when, in addition to the usual suspects, certain annual activities require your attention. But with so much to do and so little time, it’s easy for tasks to fall off your radar. Enter Namely’s 2023 year-end HR checklist to keep you on your game!    

Year-end evaluations, benefits renewals, HR policy updates…with our end-of-year HR checklist, you won’t miss a thing. Prepare to wrap up 2023 with a bow—and start 2024 ready and rarin’ to go!
Download the full 2023 Year-End HR Checklist here.
1. Labor Compliance Checklist

 Review incoming 2024 federal, state, and local labor laws (including minimum wage); update your systems accordingly
 Verify that you have all required labor law posters for 2024
 Review your employee handbook and make policy updates if needed

2. Performance Checklist: Year-end Evaluations

Conduct year-end evaluations, if applicable to your workforce
 Recognize your top performers and accomplishments
 Review your performance evaluation processes; update for 2024 if needed

3. HR Checklist: Benefits Renewal and Compensation Review

 Consider conducting a compensation review and adjusting salaries if indicated to remain competitive
 Review employees’ 2023 PTO status

 Encourage employees to use their remaining 2023 PTO
 Ensure proper year-end PTO carryover or employee payouts


 Finalize 2024 employee benefits plans and coverage, if the benefits renewal date is January 1

 Confirm all employees received their health insurance ID cards
 Verify that your Flexible Savings Account (FSA) and Health Savings Account (HSA) plan limits are updated for 2024: 

 FSA accounts: $3,200
 HSA accounts: $4,150 individual; $8,300 family


If applicable, adjust your 401(k) plan to accept up to $23,000 in employee contributions (up from $22,500 in 2023, per the IRS) 



4. Payroll Processing Checklist

Review/reconcile 2023 payroll processing records
If you find uncashed paychecks, follow your state mandates re. unclaimed pay
Verify year-end/holiday bonuses, if you provide them
Update your payroll system to reflect the 2024 FICA taxable wage base of $168,600, effective 1/1/2024 
Confirm that 2024 benefit contributions will be factored into payroll processing
Establish your 2024 payroll schedule/calendar and communicate to employees
Remind employees to complete updated IRS W-4 tax documentation forms if needed

5. Payroll Tax Documentation and Filings Checklist

Audit employee records for accuracy

 Validate employee addresses and Social Security numbers                   
 Check records for employees who terminated employment mid-year 


Prepare employee year-end tax documentation (due by January 31, 2024), including:

 W-2 forms for employees 
 1099 forms for independent contractors   


Prepare Form W-3 (due to the IRS by January 31, 2024, along with W-2s)

6. Professional Development and Training Checklist

Perform year-end reporting regarding 2023 training. Assess any unmet training needs/skills gaps; set goals for 2024
Plan mandated training for 2024, such as:

State-mandated training (such as anti-harassment)
Industry-specific OSHA safety training


Identify professional development programs to provide in 2024
Review your onboarding and orientation processes for new hires; make improvements as needed

7. Start Your 2024 HR Calendar
Get the jump on the new year by tracking important dates, including: 

2024 company holidays (be sure to share with employees)
ACA forms

 1095-C forms - due to employees on March 1, 2024
 1094-C and 1095-C forms - due to the IRS on April 1, 2024 


Quarterly payroll forms

 IRS Form 941 (FICA) – due April 30, July 31, October 31 and January 31
 State payroll reports, if required
 Local payroll reports, if required 


Annual payroll forms

IRS Form 940 (FUTA) – due by January 31, 2024




Get 2024 Off to A Great Start!
Once you wrap up 2023, we hope you’ll take some time to recharge and renew, so you can hit the ground running in 2024. At Namely, we’ll keep you ahead every step of the way, from compliance to tax documentation and year-end reporting. 


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### Creative Thanksgiving Office Ideas to Foster Gratitude & Team Spirit

Let’s talk turkey. If your company doesn’t typically celebrate Thanksgiving, maybe it’s time to start. After all, Thanksgiving is all about expressing gratitude and appreciation—and these are qualities every workplace can use more of these days.
Besides, as with all workplace holiday festivities, such celebrations go a long way toward engaging employees and nurturing team bonding. 
Best of all, with our simple Thanksgiving office ideas, it’s also major fun. 
The Business Case for Celebrating Thanksgiving at Work
Beyond enjoyable, there are several excellent business reasons for creating a happy Thanksgiving at work. 
For starters, hosting festive group gatherings is a proven way of boosting morale at work and building a sense of community. 
In addition to all that invaluable team bonding, Thanksgiving presents a stellar opportunity for employers to express appreciation—and research shows that even a little recognition makes employees feel valued. 
Finally, when you encourage employees to experience gratitude, it benefits their physical and psychological well-being. According to the Mayo Clinic, expressing gratitude improves sleep, decreases anxiety, and boosts immunity—which, as the National Institutes of Health has established, leads to better job performance and organizational outcomes. It's a win/win. 
 
Meaningful Thanksgiving Office Ideas
There is no shortage of creative Thanksgiving ideas for the workplace; the only limits are your imagination and budget. These ideas will get you started. 
 
Organize a Thanksgiving Potluck
Considering that the most successful workplace holiday festivities are food-centric, it’s a safe bet that most employees will rally around any celebratory feast.
But why limit your Thanksgiving potluck ideas for work to traditional fare? Invite employees to bring one of their specialties, regardless of season—or, if you’re fortunate enough to manage a multi-cultural workforce, a dish representing their native culture. 
Or encourage your more adventurous employees to make an authentic Native American recipe. After all, November is Native American Heritage Month, which also deserves attention. 
The more you mix it up, the livelier—and more buzz-worthy—your potluck will be.
Put Up Thanksgiving Office Décor
When it comes to Thanksgiving office décor, it doesn’t need to be fancy to be effective. For example, print out some Thanksgiving coloring pages and invite employees to turn their kids loose, then display their masterpieces at work. 
Or, ask each department to create its own Thanksgiving office décor inspirations. Turn it into a company-wide contest, and you just might start a new corporate tradition.
Plan Thanksgiving-themed Office Activities
No happy Thanksgiving work celebration is complete without a few engagement-boosting activities. Whether inviting employees to create team-specific Thanksgiving work memes or hosting a recipe swap, these are all about boosting morale at work.
Consider hosting a food drive for your local food pantry. Or building a Gratitude Wall, where employees can post notes and photos of the people and things they’re most thankful for, at work and beyond. 
 
Celebrating Thanksgiving Remotely?
If you manage a remote or hybrid workforce, you can still translate Thanksgiving ideas for the workplace into virtual celebrations—and you should, because building a sense of community is even more important when your workforce is scattered.   
So, build an online gratitude wall, and encourage employees to post there. Hold a virtual potluck, complete with recipe sharing. Maybe spring for an online cooking class—another way to show appreciation and encourage team bonding. 
 
Have a Happy Thanksgiving at Work
At a time when employers are hungry for ways to enhance engagement and team spirit, maximizing workplace holiday festivities is as foolproof as it gets. 
If your organization is new to this, it’s okay to start small. By all means, keep it authentic—say, adapting these Thanksgiving office ideas to suit your workforce. 
When you celebrate the holidays at work, it’s understood that you’re really celebrating your employees. And Thanksgiving—with its emphasis on inclusivity and gratitude—makes it as easy as (pumpkin) pie. 
For more ideas on virtual Thanksgiving celebrations, click here. Or learn how Namely uses HR technology to maximize employee engagement. 
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### Navigating HR Compliance: 7 Common Legal Issues in the Workplace

As an employer, one of your greatest responsibilities is maintaining HR compliance. But managing legal and ethical issues in the workplace is a heavy lift—and the perils of non-compliance are steep.
Between federal, state, and local labor laws, there are hundreds of mandates to comply with—and they’re frequently changing. From workplace discrimination to wrongful termination, employers must know the most common legal issues in the workplace and how to safeguard against them.


 
 
7 Common Legal and Ethical Issues at Work


When employers fail to manage compliance issues at work, they risk fines, penalties, and civil lawsuits. Non-compliance can wreak havoc on productivity and morale, too.
After all, no one wants to work for “that” employer. And no business wants to be one, either. That’s why it’s critical to avoid common legal issues in the workplace—including these.


 
1: Harassment at Work 



According to the Equal Employment Opportunity Commission (EEOC), harassment is a form of workplace discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA) and the Americans with Disabilities Act of 1990 (ADA).
While there are many forms of harassment at work—including those based on race and religion—sexual harassment remains a major concern. That’s why workplace sexual harassment training is required or encouraged in a growing number of states—and why you should consider it, too.  
      
2: Workplace Discrimination

Workplace discrimination takes various forms, including age, pregnancy, disability, and racial discrimination, as described by the ADEA, Pregnancy Discrimination Act, and more. Often, workplace discrimination issues surface around hiring and promotion decisions.
To guard against workplace discrimination, employers must ensure fair hiring practices and take pains to offer equal opportunities to all employees.
 
3. Hostile Work Environment

As defined by Title VII of the Civil Rights Act of 1964, a hostile work environment is characterized by workplace discrimination and harassment, creating an atmosphere of fear and intimidation.
To prevent hostile work environments, employers should establish zero-tolerance policies and establish processes for addressing these cases.


 
4. Wrongful Termination


Wrongful termination occurs when employees are fired for illegal reasons, such as workplace discrimination and retaliation.
To comply with wrongful termination laws and avoid breach of contract, employers should develop meticulous termination procedures, documenting performance issues, and ensuring that employment decisions are based on legitimate reasons.
5. Privacy Issues
Employee privacy rights are vital in the workplace, especially in this era of increased digital surveillance and monitoring. The Electronic Communications Privacy Act (ECPA) governs privacy concerns at work, generally prohibiting employers from accessing employee emails and phone calls without consent.
However, there are exceptions, which is why employers must find the balance between ensuring security and respecting employee privacy. Putting clear policies and practices in place helps address this legal issue in the workplace.
 6. Intellectual Property
Every business has a right to protect its intellectual property, but not at the expense of employee privacy. To that end, employers may leverage tools like non-disclosure agreements to protect trade secrets but must tread carefully, especially when employee monitoring is deemed necessary.  
Most employers rely on legal counsel to help them develop a balanced approach to protecting intellectual property, which may include employee training and obtaining informed consent.
 7. Specific Legal Issues in the Workplace 
Depending upon the nature of your business, you may have more specific compliance issues at work. For example, an employer with a largely hourly workforce must comply with wage and hour regulations, such as calculating overtime pay and classifying employees correctly. And in some industries, where physical risk to workers is higher, workplace safety and OSHA compliance are a more pressing priority.

Remote Work Legal Issues 
If you manage a remote or hybrid workforce, you likely also have specific remote work legal issues to address, such as maintaining data security and protecting employee privacy. Because the line between work and home life is often blurred, you may also need to guard against off-the-clock work and unpaid overtime.

That’s why it’s important to establish clear expectations for remote work hours, time tracking, and record-keeping—while requiring employees to observe the same anti-harassment policies required in the physical workplace.
Defining Legal Issues at Work
Achieving and maintaining HR compliance is an ongoing commitment. For many employers, it translates to developing a comprehensive process for:


Staying abreast of federal, state, and local legislation.
Guarding against noncompliance through proactive workplace policies—communicated clearly and repeatedly to employees.
Training managers on key legal and ethical issues in the workplace, such as workplace discrimination and wrongful discrimination.
Providing employees with a clear, direct process for reporting issues like bullying and harassment.
Developing best practices for investigating and taking action in such cases.
Tracking the company’s compliance challenges and continually making improvements.


HR plays a leading role in maintaining labor compliance. But with everything else on HR’s plate, that’s a very big ask.

 
How Namely Can Help Navigate HR Compliance

 
At Namely, we know firsthand how challenging it can be to manage legal issues in the workplace. That’s why we offer employers both advanced HR technology and dedicated services designed to improve and maintain compliance.
 
From our anonymous employee reporting solution…to more than 300 training/compliance courses…to unlimited access to expert HR advisors, we can help you manage your trickiest compliance issues at work. Learn more about our multi-faceted compliance solution here.  


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### Veterans Day: Celebrating Veterans Day in the Workplace

There are 8.81 million veterans in the U.S. labor force—and chances are, some of them work for you. Every year, Veterans Day (November 11), presents the opportunity to recognize the service of veterans in the workplace, including yours.
However, many employers aren’t quite sure how to honor Veterans Day—which is why we’ve rounded up a few Veterans Day recognition ideas at work.
What’s the Significance of Celebrating Veterans Day? 
Veterans Day honors all U.S. veterans, from every decade and conflict, but this wasn’t always the case.
Veterans Day evolved from Armistice Day, which marked the end of World War I (November 11, 1918). Armistice Day was first observed on November 11, 1919, to commemorate WWI veterans.
However, in 1954—after World War II and the Korean War—the holiday was expanded to recognize all military vets throughout U.S. history.
For many employers, knowing how to celebrate Veterans Day at work demonstrates patriotism, while enhancing their employee recognition efforts and building workplace inclusivity, too.
 
Veterans Day Recognition Ideas at Work

There are many ways to honor veterans at work, but the key is to make it meaningful to your workforce—especially the vets. For example, you might:
 1. Ask Veterans for Their Input
If your business has established a veterans’ employee resource group (ERG), ask them for their ideas on how to honor Veterans Day at work. Better yet, empower them to plan the day’s events. Don’t have a veterans’ ERG? What better time to create one?      
 2. Organize a Veterans Spotlight Event
Consider hosting a company-wide event recognizing the veterans in your workforce, as well as employees’ family members. Make it a breakfast or lunch event to maximize participation. (However, before spotlighting any individuals, request their permission, since not all veterans welcome public attention.)  
3. Display the U.S. Flag
If your business regularly flies the flag on holidays, then of course you’ll raise it on Veterans Day. But if you don’t, perhaps this is the time to start a new tradition. However, be sure to learn the proper code for handling a flag respectfully, perhaps entrusting your vets with this responsibility.
4. Observe a Moment of Silence
Since 2016, when The Veterans Day Moment of Silence Act became law, all Americans have been called to observe a two-minute moment of silence on Veterans Day, precisely at 2:11 EST. Why not mark the observance at work? (In 2023, November 11 falls on a Saturday, but you may wish to hold a moment of silence when you commemorate the holiday.)
5. Host a Guest Speaker—Perhaps Virtually
Hearing veterans share their stories can be a stirring experience—one that may give Veterans Day new meaning to employees who haven’t served. Consider hosting a guest speaker to do the honors. And if you manage a remote or hybrid workforce, make it a virtual event to ensure workplace inclusivity.  

Why Celebrate Veterans Day at Work

All Americans—and American businesses—benefit from the sacrifices of those who served. Celebrating veterans at your business is a surefire way to show your workplace appreciation and build goodwill, too.
Think about it: while your employees likely hold wide-ranging views on most social and political issues, respect for veterans is universal—making Veterans Day one of the few holidays everyone can whole-heartedly support.  

Honoring Veterans: A Year-Round Initiative

That said, it’s one thing to celebrate Veterans Day at work, but quite another to support veterans year-round in your hiring and HR practices.
Without question, veterans bring many transferable skills to the workforce: experience, perseverance, leadership, composure under pressure, and teamwork. If your organization isn’t actively recruiting veterans, or if your veteran support programs could use an update, now is a great time to power up your efforts.  
Learn more about the benefits of hiring veterans—and how Namely can help.





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### Salary Transparency: Pros, Cons, and Best Practices

Employers face numerous HR issues right now—and salary transparency ranks high on the list. After all, a number of states have already enacted pay transparency laws, and more are in line to do so. Even if it’s not (yet!) mandated in your jurisdiction, is it the smart thing to do?
That’s an excellent question. In order to answer it, let’s consider its pros and cons, the legislative landscape—and, of course, best practices for moving forward.
What Is Salary Transparency—and its Compliance Status?    
Salary transparency—aka “wage transparency” and “pay transparency”—is when an employer shares its compensation structure with the goal of improving workforce pay equity. Often, this means specifying salary ranges in job posts and sharing wage information with employees.
Currently, eight states have enacted pay transparency laws, including New York and California. So have a handful of cities.
In addition, more than a dozen states are considering pay transparency legislation. Meanwhile, on the federal level, the Salary Transparency Act was introduced in Congress earlier this year. It’s currently under review in the House committee.
In other words, it may take some time, but pay transparency laws are likely coming your way.
Pros of Salary Transparency 
One key benefit of salary transparency is that it helps eliminate pay disparities, making it easier for employers to identify and rectify wage gaps based on factors like gender and race. In addition, practicing salary transparency helps to:
Build Trust - Employees want their employers to operate openly. When employees see that they’re salaries are based on objective criteria, they’re more likely to feel that they are compensated fairly, leading to increased job satisfaction and loyalty.
Enhance Recruiting - Companies that embrace salary transparency often find it easier to attract top talent. (In one survey of Gen Z workers, 85% of participants said they’re less likely to respond to a job post that doesn’t specify salary range.)
Motivate Employees - When employees see the link between performance and compensation, it can incentivize them to work harder—particularly when they believe they’re well-paid. Admittedly, this can backfire, too (which we’ll cover shortly).
Invite Communication - Salary transparency can serve as a springboard to more open communication between employees and their managers with regards to responsibilities and career advancement—and that’s a good thing.
Cons of Salary Transparency 
On the flip side, pay transparency can create challenges for employers, including:
Administrative Complexity - Maintaining a transparent salary structure can be complex and time-consuming. Employers must set clear guidelines and evaluation criteria, conduct ongoing research, and communicate consistently with employees.
Potential for Unhappy Workers - If employees spot what they think are pay disparities, it can lead to resentment, plummeting morale, and widespread calls for salary increases, creating headaches and straining budgets.
A Competitive Disadvantage: When companies share their compensation structure, they may give competitors a hiring edge, because now they have information that they can use to lure talent away.
Best Practices for Implementing Salary Transparency 
When implementing a pay transparency initiative, it’s key to do so strategically. Specifically:
Establish Clear Guidelines – Use measurable, well-defined criteria for setting salary ranges. Research wage standards in your industry and market, and establish a consistent pay philosophy across your organization.
Conduct an Internal Audit – Before you go public, you’ll want to ensure pay equity in your current workforce, making adjustments if needed to address disparities.
Educate and Communicate – Help employees understand your compensation structure; encourage them to share salary-related concerns. (You may need to train your managers how to best handle these delicate conversations.)
Keep Salary Ranges Specific – Establishing salary ranges gives you leeway to account for factors like experience and performance. However, if your salary ranges are too wide, employees will likely call you on it.  
Regularly Review and Adjust - Periodically review your salary structures to ensure fairness and competitiveness. Otherwise, salary transparency can be used against you.
Leverage Payroll Technology – Advanced HR and payroll technology—particularly with strong analytics—can simplify the complexities of salary transparency. Analytics makes it easier to monitor compensation through various filters, identify disparities, and make data-driven adjustments when needed.
If your business uses Namely’s payroll and analytics solutions, you have a built-in advantage for implementing salary transparency. Ask your Namely representative for support with this initiative, or for more information about our systems, take a quick video tour.


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### Remote Team Payroll: Common Challenges, Surefire Solutions

Processing payroll for remote teams can be tricky, especially when your employees live out of state. And as employers embrace flexible work, these arrangements are becoming more common. As a result, an increasing number of businesses find themselves struggling to master the complexities of remote team payroll.
The key is to get out in front of these common payroll challenges—by implementing our surefire solutions.
Challenge 1: Juggling Multi-state Payroll Taxes for Remote Employees 
As you know, employers are legally required to withhold federal and state income taxes from employees’ paychecks, along with FICA contributions and state unemployment taxes.
That’s pretty straightforward when everyone works onsite and in-state. But when employees live and work out-of-state, employers are obligated to collect and pay taxes in each worker’s home state—and state income tax varies widely.
Some states don’t have an income tax. Others use a flat rate. And still others use a graduated rate. In addition, some have reciprocal agreements with neighboring states that govern where taxes are paid.
To top it all off, employers must register with each state’s tax agency and possibly their unemployment agency, too. Even with just a few out-of-state employees, it’s a lot to manage.
Challenge 2: Maintaining Multi-state Compliance for Remote Team Payroll 
Managing payroll tax for remote jobs isn’t the only challenge. Payroll compliance regs regarding minimum wage and overtime rules obviously vary from state to state. Think you’re off the hook because you don’t employ nonexempt workers? Think again!
Each state has its own paid and unpaid leave statutes—plus, provisions on vested vacation pay. No employer wants to face wage and hour litigation because one outlier payroll rule fell off its radar.
Challenge 3: Observing Statutory Pay Frequency Regs 
Employing a consistent pay frequency streamlines payroll operations. However, some states’ payday laws may require that employers process payroll for remote employees on a different schedule than its home-based team.
For example, an employer may process payroll semi-monthly—the minimum its home state requires. However, payroll for remote employees out-of-state may need to be paid bi-weekly instead. In some states, like California and Michigan, pay frequency varies by occupation—and some employees must be paid weekly. There goes your simple payroll schedule!
Solutions for Managing Remote Team Payroll Smoothly
When it comes to processing payroll for remote employees, there are multiple moving parts. But there are also proven strategies for staying on top of them all—and knowing what they are is half the battle:  
Make Sure Remote Employees Stay Connected 
Make it your remote employees’ responsibility to keep you apprised of a change of address. Add a remote work section to your employee handbook; cover it during onboarding.
No employee wants tax problems. Once you explain the implications of payroll taxes for remote employees, workers will want to keep you in the loop.
Set Boundaries on Where Your Workforce Can Live 
If your business doesn’t want to register with tax agencies in various states, it can set boundaries. According to the Society of Human Resource Management (SHRM), it’s appropriate for employers to define a geographic scope for their workforce—and to specify this in job offers and other communications.
Leverage Advanced Payroll Technology 
One of the hallmarks of robust payroll technology is its ability to simplify and automate complex calculations. If you’re processing remote team payroll in multiple states, insist on payroll software that will automatically apply state-specific regulations, saving countless hours and keeping you compliant.
Designate a Payroll Compliance Champion 
For most employers, processing payroll is one of their weightiest responsibilities—before adding payroll tax for remote employees to the mix. Whether you designate an in-house champion or use a professional service, you need reliable expertise—i.e., someone who will stay abreast of regulatory changes, monitor your operations, and ensure your payroll taxes are handled correctly.
 At Namely, we offer employers state-of-the-art payroll software and expert payroll tax services. Learn more about our payroll solutions—and if you already manage remote employees, discover fresh ways to keep them connected. 

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### Resources for Planning Unforgettable Company Holiday Parties

We get it. Your company holiday party isn’t all fun and games—not when you’re the one charged with all of the planning.
However, your corporate holiday party is a once-a-year opportunity to make progress on many of your essential HR goals. Done right, it’s the team-building activity of all team-building activities—a surefire way to build camaraderie and enhance your culture. 
But how do you make it special, keep it simple—and keep your sanity, too? 
Here’s how: by breaking it down into basic components and tackling them one-by-one, while leveraging available corporate event resources. Success is closer than you think! 
Event Budgeting for Office Holiday Celebrations
The first step to company party organization is identifying your budget. Knowing your financial limits and anticipated headcount influences all of your party-planning decisions. 
Here’s a shortcut to event budgeting: consider each element of your company holiday party—defined below—and rank them. Once you establish that delicious food matters more to your group than live entertainment, it simplifies your options. 
 
Venue Selection Tips
Evaluating potential company holiday party venues can be daunting. To narrow the field, keep these factors in mind: 

Capacity - can the venue accommodate your group? 
Location – is it an easy, convenient trip for employees?
Ambiance – does the venue hit the right note (say, formal vs. fun)? 
Cost – how much of your budget will it consume—and what’s included? 

 One of the best corporate event resources for venue hunting is as close as your go-to search engine. Simply key in “great company holiday party venues near me” or specify your city…and voilà! 
Beyond traditional hotels/restaurants, consider less-conventional sites like microbreweries, galleries, community centers, or even barn rentals, an up-and-coming choice in some areas. 
Company Holiday Party Themes & Activities
The liveliest corporate celebrations provide more than a meal—they offer an engaging theme, activities, and entertainment. 
 Some venues come with a built-in theme. For example, take that barn rental. The perfect theme might be “Holiday Hoedown” (or, better yet, Ho-Ho-Ho Down), complete with country-themed holiday music and line dancing. 
 Or, visit websites geared to event planners, such as Skift Meetings and Endless Events.
 When selecting corporate holiday party activities, look for those that encourage interaction—i.e., games and team-building activities—rather than spectator-based entertainment options. When your goal is to get employees laughing with one another, “carol karaoke” beats the best live band.
  
Menu Planning & Catering Services
Don’t be overwhelmed by menu planning. Follow these three tips instead. 

Choose tasty over fancy. Not only are buffets and food stations less expensive than formal dinners, but they also offer a built-in mingle factor. (Who doesn’t like to talk about food?) 


Be inclusive. Make sure there are options for vegans, vegetarians, and those with dietary restrictions. Most catering services are prepared for this.   


Some corporate holiday parties include adult beverages; others don’t. That’s up to you and your company’s alcohol policy. For event-budgeting purposes, consider limiting your bar menu to beer and wine or offering attendees a fixed number of drink tickets. Also: mocktails are an increasingly popular choice at corporate events.

 
Party Decoration Ideas
A few themed party decorations will set the scene for a festive, upbeat event. Beyond your local party store, find creative inspiration on websites like Pinterest and Etsy.   
 If your company is committed to sustainability, consider environmentally-friendly décor options—say, switching out balloons for recycled/recyclable paper lanterns. Consider natural centerpieces like greenery or seasonal flowers and offer them as take-home prizes to lucky attendees. 
Corporate Holiday Party Invitations 
Eye-catching party invitations will go a long way toward driving good attendance. If you have a graphic designer in your ranks, ask them to lend their talents. Or, websites like Canva and Adobe offer a treasure trove of free party invitation templates that look great and are easy to customize.   
Whether you create digital or paper invitations (or both!), practice good RSVP management by setting a firm deadline date. Tip: asking employees to respond to a well-timed RSVP email helps ensure a good response. 
Make This Year’s Holiday Party One for the Books 
Arranging an unforgettable company holiday party doesn’t need to be a Herculean effort. With a little creativity, a proven game plan, and some solid corporate event resources, you can plan a corporate event that your employees will talk about for months to come.
 For more ideas on holiday team-building fun, read our companion blog, How to Support Inclusive Office Holiday Celebrations.  

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### 2024 Workplace Trends

Even after the whirlwind years of 2021 and 2022, 2023 had its own set of HR challenges. With the impacts of the Great Resignation lingering and new workplace trends emerging, such as shift shock and overemployment, HR teams had to be quick on their feet and revamp their strategies in order to attract and retain top talent.
As we head into 2024, many are still trying to navigate all of it while preparing for the challenges that the new year may bring. So looking ahead, what will the daily workplace look like?
Here are some trends we expect to see:
Employees Still Want to Work Remotely
It’s been four years since COVID-19 first hit, and employees across the country still want to work from home. Whether it’s because they don’t have to commute, can work flexible hours, or want to be able to work from anywhere, many employees never want to go back to the office full-time. In fact, 59 percent are more likely to choose an employer that offers remote work opportunities over one that doesn’t. Even for employees who are willing to go into an office, 55 percent want to work remotely at least three days a week.
Looking ahead into 2024, companies that don’t offer remote work in some capacity will be at a disadvantage when it comes to competing for top talent. Whether it’s implementing a hybrid workplace model or following in companies like Spotify’s footsteps by fully embracing WFA, remote work policies will continue to have a major impact when it comes to attracting and retaining employees.
Quiet Quitting & Burnout Are On The Rise
Heading into 2024, employee engagement and retention will continue to be top of mind for companies. Over the past year, quiet quitting–which is when an employee does the bare minimum at work without quitting their job–has taken the workplace by storm. Although there can be various reasons behind why someone is quiet quitting, such as using their working hours to look for another job, one reason in particular is something that companies can get ahead of before it’s too late: burnout.
If an employee is experiencing burnout at work, there is a chance that they will start quiet quitting to help alleviate their stress. To combat quiet quitting and help employees avoid burnout in the new year, companies will need to reevaluate their engagement and retention strategies. This can be anything from recognizing employees more frequently to emphasizing the importance of performance reviews and career development.
Encouraging employees to take time off can also significantly decrease burnout. That’s why more companies will consider offering minimum PTO in 2024. This kind of PTO policy requires employees to take off a minimum number of days. For example, an organization may decide that employees must take at least 3 weeks worth of PTO throughout the year. This helps make sure that employees are stepping away from their desks and taking a well deserved break from work.
Certain Benefits Are Now Deal Breakers
Over the past few years, COVID-19 and the Great Resignation have led candidates to reprioritize what they value. Of course, compensation will always be a driving factor, but benefits have become equally important. In fact, 49 percent of employees will look for a new job within 12 months of their start date if they are dissatisfied with their benefits.
In 2024, companies will need to offer more than just the basics. Since 70 percent of millennials and 90 percent of employees experiencing infertility are willing to change jobs for fertility benefits, they are now deal breakers for many candidates. Telehealth and mental health benefits have also become a major priority for employees and their families. Student loan debt repayment continues to be one of the most attractive benefits a company can offer–with 86 percent of employees stating that they would commit to a company for 5 years if the employer helped pay back their loans.

Of course the workplace is bound to keep changing, but these 2024 trends are here to stay. To learn how else you can attract and retain top talent in the new year, check out our latest eBook.

### Addressing Workplace Safety Concerns During Severe Weather

Severe weather conditions have become increasingly common, thanks to the unpredictable forces of climate change. As an HR professional, you know the well-being of your employees is of utmost importance, and that's why addressing safety concerns in the workplace during severe weather is essential. It's not just about adhering to regulations; it's about safeguarding your team and ensuring business continuity.
Extreme weather can wreak havoc on your workplace, affecting operations and, more critically, the safety of your employees. Different industries experience varying degrees of impact – consider a construction site versus an office setting. It's a diverse landscape, but safety protocols tailored to your specific work environment can make all the difference.
Safety procedures aren't just a bureaucratic necessity; they're a lifeline for your team and your business. In this blog, we'll explore the impact of severe weather on workplace safety, delve into safety guidelines, and provide actionable tips to ensure your employees are prepared for cold, hot, or stormy conditions. Let's get started!
Understanding the Impact of Severe Weather in the Workplace
Severe weather can be a game-changer, especially when it comes to workplace safety. While we can't control the weather, we can control our response to it. Depending on your industry, the impact of severe weather can differ significantly.
In construction, extreme heat can lead to heat-related illnesses, while cold weather can pose frostbite and hypothermia risks. Conversely, office settings may face power outages and disrupted commutes due to storms. The point is, that every workplace has unique challenges during severe weather conditions, and preparing for these events is crucial.
Workplace Safety Guidelines for Extreme Weather
Now that we've highlighted the importance of addressing safety concerns in the workplace during severe weather let's jump into the protection measures that can help shield your team and your business.
Safety Equipment
Having the right safety equipment in place is essential for mitigating weather-related incidents. For instance, in extreme cold, ensure employees have access to warm clothing, gloves, and, if necessary, heating devices. Conversely, during hot weather, provide sun-protective gear and encourage hydration.
Safety Protocols
Establishing clear safety protocols is fundamental. These procedures should include guidelines on when to suspend outdoor work, how to monitor weather forecasting, and the criteria for sending employees home or providing shelter.
Evacuation Procedures
Severe weather policy should also incorporate evacuation procedures. In case of storms, tornados, hurricanes, or other emergencies, ensure everyone knows where to go, how to seek shelter, and what to do in case of evacuation. Regular drills can be invaluable in preparing your team.
Workplace Cold Weather Safety Tips
Winter weather can be particularly challenging for workplace safety. If your business operates in frigid climates, it’s important to be proactive about protecting your employees. Cold-weather safety tips include:

Dress Appropriately: Encourage employees to wear layered clothing, insulated gloves, and waterproof boots.
Maintain Warm Workspaces: Provide heated rest areas or break rooms to help employees warm up during cold spells.


Prevent Frostbite and Hypothermia: Educate your team on the early signs of frostbite and hypothermia and ensure first aid is readily available.

Hot Weather Safety Tips
When the mercury rises, it's crucial to have hot weather safety guidelines in place to prevent heat-related illnesses. Here's what you can do:

Have Hydration Protocols: Promote regular water breaks and provide access to cool, potable water.
Provide Rest Breaks: Encourage employees to take short, frequent breaks in shaded areas.
Recognize Heat-Related Issues: Train your team to identify symptoms of heat exhaustion and heatstroke, and ensure they know how to respond.

Storm Preparedness
Thunderstorms, tornados, and hurricanes can be sudden and destructive, which is why being prepared is your best defense. With that in mind, here are a few ways to stay ahead of the game:

Monitor Weather Updates: Designate someone to keep an eye on weather forecasts and alerts.
Seek Shelter: Identify sturdy, safe locations where employees can take shelter in case of a storm.
Evacuation Plans: Establish and communicate clear evacuation routes and procedures in case leaving the workplace becomes necessary.

Having a plan is one thing, however, it’s of equal importance to take the next step and communicate that plan(s) to your team. Consider using a variety of methods to get the word out. For example, in an office setting, it’s best to post your severe weather policies on your company’s intranet, include them in your employee handbook, and circulate them regularly in emails and organizational newsletters.
Snow, ice, and cold temperatures can wreak havoc with commutes, and—because not all cities are equally prepared with the proper road-clearing equipment—it’s important to decide your company’s policy well ahead of winter.
Once your leadership team has determined a threshold for closing your office, (for example, a particular temperature or number of inches of snow or ice), it is best to decide how you will communicate those closures when the time comes. Decide in advance how team members will be notified (i.e., email, text, or both) and identify who will be responsible for the communication method(s).
For businesses with outdoor teams such as construction workers, landscapers, and agricultural personnel, it’s important to have weather-related safety plans explained verbally and available in printed form. Having materials available in a second language such as Spanish is also highly recommended.
Get Your Workplace Ready and Protect Your Team
Addressing safety concerns in the workplace during severe weather is important across all industries. As an HR professional, you play a pivotal role in ensuring the well-being of your employees, as well as the continuity of your business.
Namely can make communicating about office closures easier with its modernized and streamlined approach to HR. Our platform includes an interactive social media-like company news feed that easily keeps employees updated as weather conditions change.
Contact us today to get started!

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### AI in HR: Balancing Automation and Human Touch

Artificial intelligence is everywhere, and that certainly includes AI in HR technology. According to Gartner research, 81% of HR leaders have implemented or at least explored AI solutions.

Without question, AI in HR is a valuable tool that can save employers time and money, while improving efficiency and decision-making. Chances are, you’re already using some AI in your HR software, whether or not you see it as such.

But while AI will play an increasingly vital role in the future of HR, it is simply a tool, not a replacement for the human touch. As its use becomes more widespread, it’s up to employee-centric HR teams to maintain that essential balance.
 

The Rise of AI Tools for HR
HR software providers continue to discover new ways to employ AI. For many understaffed, overcommitted human resources teams, these AI tools for HR are especially promising:
Using AI to Improve Recruitment
AI-powered recruiting tools can quickly search through vast online databases and social media platforms to identify promising candidates, providing an edge in tight job markets. It can be used to evaluate resumes objectively, identify the most qualified candidates, and then correspond with them—say, via chatbots—to move the hiring process forward.
Employing AI to Enhance Engagement
Employers can use AI-driven pulse surveys to collect real-time feedback from employees, and then analyze it, identifying workforce concerns, emerging trends, and areas of improvement. In addition, generative AI tools can be employed to generate content to share with employees, enhancing communication.
Leveraging AI for HR Analytics
AI algorithms can easily process large volumes of HR data and provide insights into productivity-related metrics as well as hiring and turnover trends. It can measure an employer’s progress toward achieving its DEI goals while forecasting future staffing needs. In fact, one of the most powerful AI tools for HR is helping to ensure that decision-making is data driven.
Applying AI to Talent Development
AI can also be used as a powerful talent development tool. AI-powered skill assessments can be used to evaluate employee skills and competencies, factor in their career goals, and then recommend personalized learning and development paths. In addition, AI-based performance feedback can offer real-time direction and coaching, adding depth to the input provided by their managers.
Optimizing AI for HR Software
It’s likely that many of the automated processes in your current HR technology already rely on artificial intelligence. For AI in HR examples, look no further than the chatbots and virtual assistants that guide workers through your self-service portal or your automated onboarding process. AI is also used to help ensure compliance and maintain HR data security, although we rarely think about it in those terms.
Will HR Be Replaced By AI?
Admittedly, the concept of robots taking over mankind makes for great entertainment—à la sci-fi novels and movies (Terminator and The Matrix, anyone?). However, when it comes to managing real live human beings, there’s no replacement for the empathy and emotional intelligence that employee-centric HR teams add to the equation.
Yes, AI is an invaluable HR tool—particularly when it comes to automating repetitive tasks, crunching vast amounts of data, and minimizing bias in decision-making processes. But it remains a tool—one wielded by us—and is no substitute for caring, thoughtful HR professionals.

Balancing Automation and the Human Touch in HR
Without question, AI is threaded through the future of HR technology, and employers need to stay abreast of it to leverage it fully. You can count on Namely to keep you up-to-speed on HR software developments—while keeping the “human” in “human resources.”
For a deeper dive into the role of advanced technology in the recruiting space, read our companion blog, How AI is Transforming Talent Acquisition.


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### 7 Jokes to Get You Through Open Enrollment

Forget winter—open enrollment is coming. And no matter how much you’ve planned and prepared for it, for many HR and employee benefits pros, it’s still a hectic, stressful event.
This is why we’re pleased to share our top open enrollment jokes. After all, there’s nothing like a good (or awful) open enrollment meme or riddle to lighten the load—whether they make you smile or groan.
Q: Why is Halloween the spookiest day of the year for HR?
A: Because once it’s over, open enrollment begins!  
Q: Why do HR professionals serve dried fruit during open enrollment meetings?
A: Because their goal is raisin’ awareness.
Q: Why did the HR manager burn herbs during open enrollment?
A: To ensure that employees received sage advice.
Q: Which animal is the best at keeping enrollment data confidential?
A: The HIPAApotatmus, of course!
Q: Why doesn’t Santa hold open enrollment at the North Pole?
A: Because his workers are all sELF-employed.
Q: Which employees can see into the future after completing open enrollment?
A: The ones who elect Vision.
Q: What’s so great about open enrollment?
A: Everybody benefits!


Yes, open enrollment is coming—but you’ve got this, and Namely is here to help.
If you have a great open enrollment joke or meme, please share it with us. And for a few more smiles, read 10 Fun Facts about Open Enrollment.
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### Employee Volunteering and Donation Matching Programs

Ready to enhance your employee volunteering program? Or add an employee donation matching benefit? Do it! Corporate social responsibility (CSR) initiatives offer tangible benefits to employers, employees, and communities. They’re rare win/win/win opportunities—and you don’t need to go big to make a big difference.
Let’s consider these potentially powerful programs, the advantages they offer, and how to get more from your employee charitable giving programs.
The ROI of CSR 
According to the Bentley University/Gallup Force for Good Report, 89% of Americans believe that businesses have the power to improve people’s lives, as well as a responsibility to do so. Apparently, so do employers, since most companies, large or small, engage in some form of corporate giving.
An effective CSR program can elevate a company’s reputation and brand, positively influencing customers, business partners, and investors. And, of course, most charitable donations are tax-advantaged, so they’re highly cost-effective.
Unquestionably, employees prefer to work for companies that share their social and environmental values. According to one Deloitte study, purpose-driven companies enjoy 40% higher retention rates than their less civic-minded competitors. In addition, beyond boosting productivity and morale, a compelling CSR story can enhance recruiting, especially with younger Gen Z and Millennial workers.
In that regard, employee volunteering and donation-matching programs can be particularly effective.
Benefits of Employee Volunteering: Engagement, Engagement, Engagement 
Now, this is impressive: according to Harvard Business Review research, the more an employee volunteers—even on their own time—the better they perform at work. Those who volunteer are more helpful, more engaged coworkers, too.
And that makes sense, doesn’t it? After all, volunteering for a cause we care about is a deeply gratifying experience. It is, by nature, a highly engaging activity. When employers sponsor an employee volunteering program, they’re plugged into that heightened engagement.
Tips for Successful Employee Volunteering Programs   
Typically, corporate-sponsored employee volunteering programs revolve around the benefit of VTO—Volunteer Time Off, where workers are paid to engage in volunteer work. VTO typically ranges from eight to 40 hours per year.
Some companies allow employees to volunteer individually wherever they choose; others prefer to arrange organized team activities. Either can be effective—as long as employees have a clear voice in the process.
In short, if you’re hosting a group volunteer day, let your employees choose the cause and activity (rather than, say, be directed to support your CEO’s favorite charity). Such shared experiences encourage employee interaction and teamwork, boosting camaraderie that carries back to the workplace.
In addition to ensuring management participates, consider inviting customers and suppliers. If it turns out to be a memorable day, why not make it an annual event?
Key Benefits of Employee Donation Matching Programs 
Similarly, companies that match employee charitable donations get more from their CSR dollars, because it’s personally meaningful to participating employees.
When an employer makes charitable donations on behalf of employees, workers feel supported—and likely proud that they can contribute more to causes dear to their hearts.
Employee donation matching encourages greater giving, is generally tax-advantaged—and can make a lasting impression on local not-for-profits.
Tips for a Successful Employee Donation Matching Program
Good planning and communication are essential to a robust employee charitable giving program.
It starts by establishing clear rules, such as setting your minimum and maximum donation amounts. Determine your eligibility criteria (such as that organizations must hold 501(c)3 status). And make it easy for employees to make their submissions.
Finally, be sure to regularly communicate to employees that this program is there for them and how to use it. And be sure to share where your donations are going, so employees can see your employee charitable giving program in action.
Employee volunteering and donation matching programs are valuable employee benefits that speak volumes about your corporate values.
And your CSR dollars are “gifts that keep on giving”—to your company, your community and to your employees.
Want more ideas for engaging employees? Download our ebook, Employee Retention Strategies for 2023—and learn more about Namely’s HR talent solution!



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### Unconventional Interview Questions for Finance Talent

In the financial sector, making the right hire matters more than ever. That’s why it’s so important to ask wide-ranging interview questions for finance talent.
Beyond assessing a candidate’s professional expertise and business acumen, of course, you need to know if they’d be a good fit for your company and workforce.
Communication style, interpersonal skills, and problem-solving abilities… may ultimately tip the balance when it comes to making a successful new hire. However such soft skills may not always shine through when asking standard corporate finance interview questions.
To that end, consider adding a few of these behavioral interview questions for finance professionals to your repertoire. Because sometimes, it’s the more unexpected questions that spark the most telling answers—and lead you to your ideal new hire.


1. In your eyes, what is the color of money?
This may sound like an icebreaker question—or possibly a trick one. But how your candidate responds will shed light on how they think.
While “green” is the default response, that’s only in terms of U.S. dollars. U.S. coins are silver and copper; other countries’ currency comes in a rainbow of colors. If candidates pause before answering or give you a “that depends” response, this suggests a broader, more thoughtful view of the economy.

2. If you could change any one industry or financial regulation, what would it be and why?
This corporate finance interview question yields insights into your candidate’s real-world experience and past challenges. Plus, noting who benefits from their wished-for change reveals their priorities—i.e., would it make their job easier, make the industry richer, or benefit clients?

3. Please describe a situation when you disagreed with a coworker or had to say no to a difficult client. How did you resolve it? 
Conflict is inevitable in the workplace. How your would-be employee approaches conflict resolution—as well as the nature of the issue in question—speaks volumes about how they interact with others under stress.

4. Name a quality you’d bring to this job that we’re unlikely to find in other candidates. 
Answers here will vary, and that’s the point. Some candidates may point to an achievement they want to bring to your attention. Others may share a personal experience that changed their outlook on life. Either way, through their answers, you’ll learn how your candidates see themselves and what qualities they value.

5. Have you ever had to operate outside your comfort zone in order to complete a project? What was it, and how did you do it?
This finance interview question reveals what tasks your candidate finds challenging—say, learning new software versus dealing with difficult people. In addition, it will give you insights regarding how they tackle their challenges—do they demonstrate a can-do attitude?

6. If you could pick any book or movie character to be your assistant in this job, who would you pick and why?
This lighthearted behavioral interview question will reveal if your candidate has a sense of humor—always a valuable quality. At the same time, it will help you gauge if they can think creatively in the moment, as well as the professional skills they believe they’ll need for this role.

7. Please name one work-related task that you never tire of doing. 
Your candidate’s answers will reveal where their passions lie—and whether they’re likely to be happy in the role they’re seeking. In turn, this may forecast if they’re likely to be a long-term employee, as well as a good fit for your organization.


As your company continues to grow, so will your need for skilled financial talent. Feel free to adopt our finance technical interview questions as your own—and to consider us an industry resource. At Namely, we specialize in providing HR solutions for the finance industry. Read our latest HR guide for finance companies or learn more about the services we offer to businesses like yours. 
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### 10 Fun Facts About Open Enrollment

Open enrollment is coming. Again. For already busy HR professionals, it can be an especially hectic time—which is why we think you’ll enjoy this quick break. Take a few minutes to learn some interesting, entertaining, and little-known facts about open enrollment and its place in the greater employee benefits universe.
Fun Fact #1
When is open enrollment for health insurance—is it the same for all employers? According to the International Foundation of Employee Benefit Plans (IFEBA) 77% of employers begin open enrollment in October or November. For the remaining minority, open enrollment periods are spread evenly across the rest of the year. 
Fun Fact #2
In the same vein, when does open enrollment end for most employers? The IFEBA finds that 52% of employers hold a two-week open enrollment period, with three and four week enrollment periods following suit. (But ask most HR professionals, and they’re likely to say that it seems to go on much longer.)
Fun Fact #3
The roots of group health insurance—the primary focus of open enrollment—date back to the 1850s, when steamboat and railroad employers began offering accident insurance to employees in high-risk jobs. Interestingly, the insurance didn’t cover workers’ medical bills, but the lost wages of workers injured on the job.
Fun Fact #4It’s believed that the first open enrollments were held during World War II, as a way to combat the wartime labor shortage. Employers began offering health insurance benefits as a way to attract and retain employees—a practice that’s never ended.
Fun Fact #5
It’s thought that the concept of an annual open enrollment period was developed by insurance companies as a way to limit liability and help keep insurance pools healthy. After all, if people could enroll year-round, many would only sign up after they became ill.
Fun Fact #6
These days, many employers are expanding their voluntary benefits offerings. Over the last three years, the fastest growing voluntary benefits have been child and elder care assistance, hospital indemnity, pet insurance, and critical illness.
Fun Fact #7
Healthcare costs have skyrocketed over time. In 1960, the annual healthcare cost averaged $150 per person. Now, it’s closer to $13,000 per person—and climbing.  
Fun Fact #8
As much as employees value their benefits, they don’t spend much time choosing them. According to one study, employees spend an average of just 18 minutes enrolling (as opposed to four hours spent when choosing a new smartphone). That’s why clear communications matter—and why engaging employees’ attention is so important.
Fun Fact #9
Some employers use playful themes to spark interest in open enrollment. These may include sports, music or movie motifs—supported by gamification exercises, promotional items, and raffle prizes for those who enroll early.
Fun Fact #10
In some companies, HR staff is known to dress up in costumes to underscore the season’s open enrollment theme. So, maybe now’s the time to don your superhero gear? Because HR pros truly are the heroes of open enrollment. And if the cape fits, wear it!

At Namely, we work hard to give you additional HR superpowers—and that includes simplifying benefits. See how we make benefits easier and read our guide to virtual open enrollments. Up, up, and away!


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### Key Q4 2023 Dates for HR Professionals

We’re not sure how this happened, but the fourth quarter of 2023 is upon us. Where did the year go?
For hardworking HR pros, every season is a busy season—but the year’s end always holds its own special brand of hustle. To help you stay on top of key holidays, tax deadlines, and other noteworthy events, we’ve rounded up the key Q4 2023 dates for you and your employer.
Without a doubt, the fourth quarter holds some of the most important HR dates of 2023. Here’s your cheat sheet to stay ahead of the curve!
Key Q4 Dates for October 2023 
Tuesday, October 10 – World Mental Health Day 
Many employees value their mental health benefits but are reluctant to use them. Today is a great day to address the stigma around mental health—and raise benefits awareness.
Wednesday, October 11 – National Coming Out Day 
For some of your employees, this day likely holds personal significance. For employers, it’s an opportunity to recommit to providing a diverse, inclusive workforce. Why not mark today by inviting workers to start an employee resource group for LGBTQ employees?
Monday, October 16 – National Boss’s Day 
Lucky enough to have a great boss? Let them know it! Decorate your manager’s desk, spring for bagels, or show your appreciation in some other meaningful way.
Tuesday, October 31 – Halloween
It’s spooky how adding a little Halloween fun to the workday creates camaraderie. How about sponsoring a lunchtime costume contest or celebrating Halloween in some other morale-boosting way? 
Tuesday, October 31: Form 941 Due (Employer’s Quarterly Federal Tax Return)
On the subject of spooky: your company’s third quarterly tax return is due by October’s end, too. Need a refresher? We’ve got you: see our quick guide to 2023 federal tax rates.  
Key Q4 Dates for November 2023 
Wednesday, November 1 – Open Enrollment Season Begins
For many employers, November marks the start of open enrollment—and these days, benefits matter more than ever. Make sure your employees have everything they need to make informed benefit decisions for 2024.
Sunday, November 5 – Daylight Savings Ends
Don’t let the time change catch you—and your employees—by surprise on Monday morning! A well-timed “Fall behind” reminder may save the day.
Friday, November 10 – Veteran’s Day Observed
Today’s a wonderful day to honor the military veterans in your workforce and community. Consider making a corporate donation to a local veterans’ not-for-profit, observing a moment of silence, or creating your own meaningful tribute.   
Thursday-Friday, November 23-24 – Thanksgiving Holiday
Let your employees know that you’re thankful for them, even if you manage a remote workforce. Of course, one of the best ways to show appreciation is to encourage your team to fully enjoy their time off (and that goes for you, too!).
Key Q4 Dates for December 2023 
 Thursday, December 7 – Hanukkah Begins
December is chockfull with religious holidays, including Hanukkah, which starts at sundown. This is also the perfect time to verify that your HR policies truly accommodate workers of all religions.
Monday, December 25 – Christmas
Christmas falls on a Monday this year, setting the stage for a nice long holiday weekend! However, before you plan your Christmas gala, read our tips on planning a successful (uneventful) holiday party.
Tuesday, December 26 – Kwanzaa Begins 
Regardless of race or culture, everyone can benefit from understanding the seven principles of Kwanzaa. Why not incorporate them into your communications for the week? (And while you’re at it, review your DEI standards?)
Friday, December 29 – Last Business Day of 2023
If you’re working today, it’s the perfect time to clear your desk, and your mind, for the new year ahead. Take a breath, make a few HR resolutions, and prepare to welcome 2024!
The new year will be here before you know it—and we’ll be here, too. Count on Namely to help you sail through the important HR dates of 2024.    




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### How to Supercharge Your Onboarding Process

It’s no small feat to recruit great candidates but getting them to “yes” is just the first step of many. The next stage in the employment journey is helping them transition from shiny new hires to stellar employees—and that rarely happens without careful nurturing.
That’s why it’s essential to supercharge your onboarding program while leveraging the right HR onboarding software to enhance and streamline the process. No wonder onboarding is among HR pros’ top priorities right now!
For this reason, we recently hosted a webinar on this subject, featuring experts in the onboarding space. Those who attended found their insights so inspiring and helpful, we’re sharing some key takeaways with you.3 Common Onboarding Pitfalls—and How to Avoid Them
Some elements of the onboarding process are non-negotiable, such as completing basic HR requirements and performing the initial job training, but there’s much more to it.
Most new hires make the decision to stay (or not) during the onboarding period—i.e., those first 90 days. An effective onboarding process not only sets new hires up for success but starts creating strong relationships between employees, employers, and coworkers.
Unfortunately, with so much emphasis on the transfer of knowledge, it’s easy to fall short here. Consider these three common onboarding pitfalls.


 Failure to Incorporate Organizational Objectives


       HR generally “owns” the onboarding process, but it’s not the sole stakeholder. Each department—           plus, leadership—has its own goals. For example, HR may prioritize creating a positive employee             experience, where leadership wants to get new hires up to speed quickly.   
If these varied objectives aren’t aligned within the onboarding process, it will never be viewed as fully successful. For this reason, all stakeholders should define their objectives—and the onboarding process be calibrated accordingly.


 Failure to Put Employee KPIs in Place 


      It’s equally important that employees know what their goals are during the onboarding period.                  Providing new hires with key performance indicators (KPIs) allows both employees and managers to        measure their progress.
Consider providing specific KPIs for each week of the onboarding period. This promotes good communication between employees and managers from the get-go while ensuring no unpleasant surprises later.


 Failure to Employ a Human Touch 


      It’s more difficult to fully welcome and onboard remote and hybrid employees—and your onboarding process should compensate for this.
For remote workers, it’s particularly important to engineer moments of true human connection, which otherwise might be lost. Plan ample one-on-one time, always with cameras on. Make sure new hires “meet” as many teammates and coworkers as possible. You might even create a 30-minute virtual networking event for each new hire’s first day.
Leverage Onboarding Software to Optimize Your Process
First, let’s be real: if you don’t have a sound onboarding process, the world’s best onboarding technology can’t fix it. But once you have a basic process, the right HR onboarding software can take it to the next level.
To that end, consider these best practices:

When evaluating onboarding software, keep your objectives front and center. Beyond facilitating your onboarding process, will it help you achieve your organizational goals?


Identify—and prioritize—your system requirements. For example, if your goal is 100% electronic forms, will this onboarding software get you where you want to go?


Ask the HR software providers you’re considering for help matching your process to their technology. (Hint: you’ll learn a lot from their response. The best ones will seize the opportunity to show you their stuff!)


Take it even further: look for an HR software partner, not just a provider. You want one that’s invested in helping you get what you need.


Look for software tools that will elevate your brand and impress new hires, but are also easy to use, both for employees and the HR team.


Review the service package carefully. Make sure problems will be handled promptly should issues spring up down the road.

Finally, if yours is a busy HR department—and at this point, whose isn’t?—consider an integrated HR software solution. It will be easier and faster to use than a collection of mismatched best-of-breed modules, freeing you to focus on the human aspect of the onboarding process—as well as all things HR.
For more insights and tips, watch our webinar, Bridging the HR and IT Gap: Onboarding, Technology, and Intentionality. You can learn more about Namely’s integrated HR onboarding software here.




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### Navigating HR Challenges During Mergers and Acquisitions

Change can be hard. Uncertainty can be even harder. That’s why HR challenges in mergers and acquisitions are so complex. From handling integration problems to keeping employees focused and productive, M&As are a big task for even seasoned HR professionals.

Adding to the pressure: the stakes are quite high. According to the Society of Human Resource Management (SHRM), 70-90% of mergers and acquisitions fail to achieve their financial and strategic goals. And all too often, their failure is attributed to HR factors like poor cultural alignment and a flawed change management process.  
This raises the question: what are the key challenges for human resource management during mergers and acquisitions? More importantly, how can HR teams best master this make-or-break event?
Develop a Stellar Communication Plan
In most organizations, HR is the liaison between leadership and the workforce, and that’s especially true during M&As. It’s a given: employees will be worried, distracted, and eager for information—information that leadership may not yet be ready or able to fully share.
It’s up to HR to fill this breach as honestly yet reassuringly as possible. After all, the longer the uncertainty lasts, the lower productivity will sink, even as turnover climbs.
A sound HR communication plan will include:

The reasons for and benefits of the merger or acquisition—i.e., the new organization’s common vision
A detailed description of the desired changes
A rough implementation timeline
Ongoing updates regarding the integration progress, with an emphasis on positive news

Keep in mind: evidence suggests that the better employees understand the business reason behind a merger or acquisition, the easier it is for them to accept it. Keeping employees informed will give them a sense of greater control and inclusion at a time when they may feel neither.
Facilitate HR Integration 
From an HR viewpoint, mergers and acquisitions involve integrating two distinct corporate cultures…two sets of HR policies and processes…two sets of compensation and benefits standards…and, typically, at least two HR software systems. All while circumventing potential compliance issues!
While the HR team may take the lead in making related assessments and recommendations, it must collaborate with the company’s leadership, legal, and financial teams to achieve the end results.
At the end of the day, the objective is to create new HR standards and best practices that reflect the new organization’s values and objectives.
Manage Redundancies, Layoffs, and Retention 
Unfortunately, in most mergers and acquisitions, efficiencies are achieved by eliminating redundancies in personnel. That means HR will be working closely with managers from both companies to determine who will move forward with the new organization.
On the one hand, HR is typically charged with developing and implementing a broad retention strategy, which may include leadership transitions and succession planning.
On the other hand, HR will be likely handling layoffs, managing severance packages, and dealing with the resulting fallout. For many HR professionals—and managers, too—this is one part of the job that never gets easier.
That said, HR can make separations easier for employees by treating them with respect, explaining what happens next, and providing access to career-related resources.  
Keep the “Human” in Human Resources
No doubt about it: During mergers and acquisitions, HR teams play a key role in achieving the integration of two separate organizations into one greater whole. And while many tasks involve logical thinking, collaboration, and problem-solving, there is an undeniable human element, too.
During M&As, even as HR personnel are on the receiving end of employees’ fear, anxiety, and possible anger, they’re experiencing their own firsthand emotions, too.
At the end of the day, mastering a merger or acquisition requires both a cool head and a compassionate heart. While you’re taking care of your people, your team, and your employer, be sure to take care of yourself, too.
For more ideas on tackling tough conversations and helping employees deal with stressful events, download our Guide for Navigating Mental Health in the Workplace.
   



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### Build a Stronger Future: Unveiling the SECURE 2.0 Act

The SECURE (Setting Every Community Up for Retirement) 2.0 ACT is a law that was designed to improve individuals’ ability to save for retirement as well as providing tax incentives. The new law contains 92 separate provisions that make changes to the laws governing employer plans and IRAs.  
Below are just some of the highlights of the SECURE 2.0 Act. 
 
Provisions Effective Immediately  
1. Optional Roth treatment on an employer match   
 
 
 Employers’ retirement plans can add a feature that allows employer matching contributions on a Roth after tax basis. 
 Employees must be 100% vested.  
 
2. RMD age was increased, and penalty decreased  
 
 
 The age at which an account owner must begin taking the required minimum distribution is raised to age 73.  
 The penalty for failing to take RMD was decreased to 25% from 50%.  
 
3. Credit for small employers’ plan startup costs  
 
 
 Tax credit of 100% of administrative costs for first three years  
 Applies to employers with up to 50 employees 
 
Provisions Effective January 1, 2024  
4. Catch up contributions for participants earning more than $145,000  
 
 
 Catch up contributions made by plan participants earning more than $145,000 in the prior calendar year must be made to the plan’s Roth account on a post-tax basis.  
 
5. Matching contributions for participants with student loan payments  
 
 
 Employers may make matching contributions to 401(k), 457(b) 403(b) or SIMPLE IRA plans for employees that are paying off student loans and do not contribute to their retirement plan.  
 
 
 The match will be based on the loan payment amounts.  
 
6. Emergency savings accounts linked to retirement plans  
 
 
 Employers may offer emergency savings accounts that are linked to retirement plans for non-highly compensated employees. The employee contributions are made to a Roth (post-tax) account.  
   
   Balances will be eligible for distribution at least once a month 
   Contributions are limited to $2,500 or less and stop until the account falls below the $2,500 or limit set. 
    
 
Provisions Effective January 1, 2025  
7. Higher catch-up limits for participants age 60 to 63. 
 
 Limits are increased to $10,000 or 50% more than the catch-up amount in 2025.  
 The increased amounts are indexed for inflation after 2025.  
 
8. Automatic enrollments and plan portability required for new plans 
 
 Business adopting new 401(k) and 401(b) plans will be required to automatically enroll eligible employees at a rate of at least 3%.  
 Retirement plan service providers can offer plan sponsors automatic portability services to a new plan when an employee change jobs.  
 
9. Long term part-time employees plan eligibility 
 
 Part-time employee participation was reduced from three years and at least 500 hours of service to two years of service. 
 
Next Steps 
You can review the full SECURE 2.0 Act document here.  
Namely is waiting for more guidance from the IRS regarding all the details. As soon as our software is ready to support these changes, we will let you know. If you have questions concerning changes to your retirement plan documents, we suggest reaching out to your provider for guidance.  
 
 
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### Happy Insurance Awareness Day (Let's Talk Open Enrollment)!

Happy National Insurance Awareness Day (June 28) to all who celebrate! While the origins of this particular, er, holiday are unclear, it’s one we can certainly get behind. Frankly, for many busy HR departments, open enrollment periods tend to sneak up on them every autumn. Now is the time to plan a smooth, successful open enrollment period—before things get hectic. 

And, let’s face it, having a competitive employee benefits package matters more than ever. According to a Pew Research survey, 23% of employees have actually quit a job due to inadequate benefits, and another 20% said it was a contributing factor.    At the same time, research also shows—rather perplexingly—that little more than half of employees truly understand their benefits. And that workers only spend an average of 18 minutes enrolling in benefits (as opposed to four hours for choosing a new smartphone).    Obviously, the better your people understand their benefits, the better decisions they’ll make—and the more they’ll value their employee benefits package. Let us help you help them do just that!  
5 Ways to Optimize Your Next Open Enrollment
Want to kickstart your employee benefits renewal process? These five tips will get you off to a great start. 
1. Review Last Year’s Open Enrollment
Chances are, last year’s open enrollment is still fairly fresh in your mind. Or, even better, perhaps your team collected feedback at its conclusion. Either way, now is the time to apply that hard-earned information to this year’s planning process.
So, were employees pleased with their benefit options? Confused over renewing benefits online? Did too many people wait until the last minute to submit their enrollment? The goal here is to pinpoint where you can make improvements, while leveraging all of last year’s successes.
2. Review and Update Your Benefits Offerings 
You may already be assessing your current benefit plans with your advisors and/or carriers. Now is the time to evaluate the performance of each of your benefit plans, review their renewal costs, and look for ways to keep your employee benefits package competitive. For example, are there voluntary benefits you can add to enhance your offerings, without increasing costs on your end?
3. Ask Employees for Their Input
When you ask employees to weigh in on their benefits—what they like, dislike, and want—you accomplish several things at once:

You gain insight into what benefits your employees value most, so you can better meet their needs.
You empower your employees by making them feel heard and valued.
You call attention to your upcoming open enrollment, so they’re engaged with it.

Obviously, you can’t give everyone everything that they want. But every conversation is an opportunity to encourage employees to become more benefits-savvy. 
4. Plan a Multichannel Communication Strategy
When it comes to open enrollment, you really can’t overcommunicate. A comprehensive communication strategy includes multiple channels: email, intranet, newsletters, employee meetings, texts, one-on-ones…you name it.
And if you manage a remote or hybrid workforce, be sure to develop a comprehensive virtual communication strategy, complete with online info sessions and benefit fairs. Make sure every employee knows their benefit options, deadlines, and required actions. Be sure to call attention to any changes or additions to your current offerings. 
5. Help Employees Make Informed Decisions
You can help employees make informed decisions by offering educational resources, such as benefit guides, FAQs, webinars, and personal consults. (Don’t assume your employees understand insurance terminology; keep it simple and always define any jargon you use.)
If additional decision-support tools or calculators are available to you, by all means, offer them to your employees.
In addition, consider steering clear of a “passive” benefits renewal process—i.e., one that automatically renews employees in their current plan unless they choose otherwise. Requiring employees to actively choose each benefit option will incentivize them to learn more about their choices, and ultimately make informed decisions, rather than easy ones.
So, in honor of National Insurance Awareness Day, take the first step toward planning your benefits renewals—even if it’s simply by scheduling your first benefits team meeting. And, of course, keep in mind: if you’re a Namely client, you have more benefits renewal solutions at your disposal, like our online Enrollment Wizard and benefits advisors. Learn more about Namely’s benefit solutions here.   

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### Coaching Culture: Developing Your Managers as Coaches

Coaching culture in the workplace is not a new concept, but it has become a more popular approach to supporting and empowering employee growth. Developing your managers as coaches can help create a safe place to learn, grow, and increase productivity.

According to the Human Capital Institute, more than half of organizations (51%) with a strong coaching culture benefit from higher revenue than their industry competitors.
To help create a coaching culture, it is best to start efforts from the top with managerial coaching. Through understanding management styles, you’re able to provide your managers with the skills and tools to support and coach their direct reports. From there, mentoring, professional growth, and employee development programs can be adapted.
Here are some tips on how to coach as a manager.
3 Tips on How to Coach as a Manager
1. Prioritize People and Healthy Relationships
Whether you have a great culture already, are working on revamping it, or are gearing up for change, the first step to creating a coaching culture in the workplace is ensuring your people come first. That means, fostering a safe space to develop healthy relationships built on openness to learning and team trust. Additionally, allowing employees the freedom to try new methods of completing tasks and problem solving are great ways to encourage a respectful environment.
2. Learn How Team Members Interact
One of the best ways to learn how team members interact is through real-life situations. This can include performing personality type, communication preference, and working style assessments to determine which management styles sync well with your organizational vision and goals. Especially from a management perspective, 80% of Fortune 500 companies utilize personality assessments for upper-level management positions, according to Psychology Today.
From there, you can explore the communication and feedback preferences that best suit your team. For example, an employee might prefer feedback face-to-face and in a private setting, whereas another employee might prefer real-time feedback. It is important to discover the dynamics of unwritten team rules to identify synergies or conflicts, such as blind spots, and re-align the behavior with organizational goals while also promoting individual and team potentials.
3. Personalize Training and Feedback
Personalization, especially in training and feedback, is a critical component of the employee experience. The best way to personalize an experience is to ask questions. How do you prefer to receive feedback about your work? What could I do better to help you work more productively? What processes can be fixed or improved? These are just a few examples of questions you can ask to help tailor your training and feedback.
From there, you can identify your top performers and elevate their potential. By encouraging natural curiosity, you give your employees permission to innovate and trust you, themselves, and each other. With an established camaraderie, you can push your teams to achieve greater goals and reach their fullest potential.If you’re looking to power up today’s leaders, be sure to download our HR Guide to Strengthening Leadership Development. 

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### Should Your Company Celebrate Juneteenth at Work?

Each year, more and more employers are recognizing Juneteenth—i.e., June 19. In fact, in 2021, Juneteenth—which marks the legal emancipation of enslaved African-American people—was declared a federal holiday. Last year, about one-third of U.S. employers provided it as a paid holiday, and that percentage is expected to grow this year. 

As a result, you may be one of the many businesses now wondering if they should follow suit—or, at the very least, celebrate Juneteenth at work in some fashion.
The answer is: yes, you absolutely should be embracing Juneteenth. We’ll tell you why—and share some ways to hold a meaningful Juneteenth commemoration with your workforce.
Juneteenth’s History and Significance 
On January 1, 1863, President Abraham Lincoln issued the Emancipation Proclamation, which declared that all enslaved people in the Southern secessionist states were freed. However, the Civil War would not officially end until Spring of 1865, and it was not until June 19 of that year that the last enslaved Americans—who happened to be in Galveston, Texas—learned the news from Union soldiers that they were legally free.
Originally, Juneteenth—a blended word consisting of “June” and “nineteenth”—was celebrated locally in Texas, largely in African-American churches. But over time, as formerly enslaved Texans left the state, the holiday (also called Freedom Day and Jubilee Day) spread across the country. Today, Americans of all races and backgrounds are embracing Juneteenth’s history and cultural significance.  
Employers that are committed to expanding their diversity, equity, and inclusion initiatives can certainly demonstrate their allegiance by celebrating Juneteenth at work—and, more significantly, by incorporating DE&I principles into the workplace every day. 
4 Ways to Celebrate Juneteenth at Work
Is Juneteenth a work holiday for your business in 2023? If not, you may wish to consider making it one in 2024. In the meantime, you might grant employees extra flexibility in scheduling their workday in order to accommodate personal celebrations or participation in community events.
In addition, there are a number of ways to hold a meaningful Juneteenth commemoration with your workforce, including: 
1. Hold Educational Initiatives About Juneteenth
Don’t assume that all of your employees are familiar with Juneteenth’s history and significance—plan some educational sessions or workshops. Perhaps you can line up a guest speaker to provide insights into the holiday or organize employee discussion groups that might pave the way for enlightening cross-cultural dialogue.
Need ideas? The Smithsonian’s National Museum of African American History & Culture is hosting a number of virtual events and programs on Juneteenth.  
2. Provide Related Employee Communications  
In addition, you might consider publishing company-wide emails and/or social media posts discussing the significance of Juneteenth. Beyond providing educational information, why not list some local events and organizations that offer or support Juneteenth activities?
3. Promote Juneteenth-related Volunteer Opportunities
Encourage employees to participate in local volunteer activities or community service projects that align with the spirit of Juneteenth, such as supporting organizations that promote racial justice, equality, and empowerment. Bonus: employees appreciate paid volunteer days! 
4. Invite Relevant ERGs to Plan Activities
If your workplace has employee resource groups (ERGs), you might collaborate with relevant groups—such as African American or diversity and inclusion groups—to plan some Juneteenth activities, such as hosting virtual events, creating cultural displays, and decorating the office. Don’t have ERGs? Now’s a great time to develop them.
Beyond Juneteenth: DE&I 365 
Embracing Juneteenth is an opportunity to celebrate freedom and reflect the progress our country has made towards racial equality. But it is just one day of the year, while the pursuit of DE&I in the workplace should be an everyday, year-round push. Equality and inclusivity require continuous effort and commitment. Beyond symbolic gestures, regularly test for pay equity, equal promotions, and diversity in hiring. Continually address any gaps you find in order to foster a fairer, more inclusive work environment. By embracing DE&I as a 365-day initiative, you can drive positive change and create a more equitable, inclusive world—starting in your workplace.For more on this topic, read our companion blog and download our HR Guide to Employee Activism and DE&I.  

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### Non-monetary Benefits: Surprisingly Powerful Retention Tool

When it comes to employee retention, compensation is just the tip of the iceberg. Studies show that when employers provide generous non-monetary benefits, employee loyalty and longevity soar.  

But what are non-monetary benefits, and why are they so powerful? Which ones resonate most with workers—and, most importantly, how can you leverage them with your workforce?
What Are Non-monetary Benefits?
Non-monetary benefits—also called non-financial benefits and non-monetary rewards—are all employee perks and benefits outside of compensation. Some non-monetary benefits examples include life and health insurance, PTO, employee recognition programs, and career development opportunities.
Although non-monetary benefits aren’t generally expressed in terms of dollars and cents—and some don’t even have tangible financial value—we know they are highly appreciated by workers.
For one thing, many non-monetary benefits are geared toward improving work life-balance, now a priority for employees. For another, such employee perks demonstrate that a company cares about its people’s well-being—and that speaks volumes, too.  
The Power of Non-monetary Benefits
Research reveals that non-monetary rewards boost employee engagement, satisfaction, and especially, retention.
For example, one Microsoft survey found that employees’ top motivations for leaving a job include: 

Poor work-life balance
Lack of flexible work arrangements
Not enough PTO, and 
Employer indifference to employee well-being.

Interestingly, failure to receive a raise ranked pretty low on the list. It’s not about the money!
In addition, a LinkedIn study revealed that when employers provide a clear path to career advancement, employees stay twice as long as they do with companies that offer fewer internal promotions.  
Plus, according to Gartner research, when employers provide vibrant employee recognition programs, employees are 56% less likely to consider leaving.
In this employee-driven job market, non-monetary rewards may serve as the tipping point as to whether employees stay or leave.
7 In-demand Non-monetary Benefits
When it comes to enhancing your non-monetary benefits portfolio, the possibilities are endless—but you may want to consider popular choices first. 
1. Work-life Balance Initiatives
Programs that support superior work-life balance—i.e., PTO, parental leave, and childcare benefits—are one of the first factors employees ponder when making job-related decisions, so it makes sense to focus attention here.  
2. Flexible Work Arrangements 
Remote and hybrid work arrangements remain extremely popular with workers. As a growing percentage of employers make these their standard arrangement, companies who don’t are increasingly vulnerable to turnover. At the least, consider offering employees some flexibility in choosing their work hours. 
3. Wellness Benefits
If you’re like many employers, you’ve already enhanced your wellness offerings post-pandemic, and that’s a good thing. Many workers, especially younger ones, expect employers to offer thoughtful mental health benefits, employee assistance programs, and holistic wellness initiatives—all of which prioritize employee well-being.
4. Recognition and Rewards 
Humans crave recognition and appreciation. When employers formally applaud employee contributions through recognition and rewards, bonuses, and/or public acknowledgment, they  increase employee engagement and satisfaction, which in turn boosts retention.
5. Learning and Development Programs
When employers invest in their employees’ professional development by providing learning opportunities, they not only help workers sharpen and expand their skills, but demonstrate that they value their people’s growth. 
6. Career Development Opportunities 
An employee who sees a clear path to career mobility with their current employer is less likely to look elsewhere. Emphasizing internal promotions and making career goals part of your performance review discussions give employees more reasons to stay. 
7. A Positive Work Culture
A positive work environment, inclusive culture, supportive coworkers, good manager relationships…these are all important non-monetary benefits that go a long way with employees. Because if employees enjoy coming to work, experience job satisfaction, and know they are valued by their employer, why would they even think about looking elsewhere? 
For more on non-monetary rewards, read 9 Wow-Worthy Benefits that Won’t Break the Bank. And for support with employee engagement, check out Namely’s talent solution.

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### How to Celebrate Father's Day at Work

As with any other sociocultural celebration at work—like Mother’s Day and national heritage months—it is important to find inclusive ways to celebrate Father’s Day at work. Whether you encourage or host Father’s Day activities, offer unique and personalized gifts, or offer family-friendly policies, there are plenty of ways to ensure fathers are celebrated and appreciated without excluding those who are not parents.

6 Father’s Day Activities at Work
If you’re looking for some creative ways to celebrate Father’s Day at work with a fun activity, here are a few suggestions.

Share Father’s Day Messages. Whether you encourage employees to reach out to working dads and share a special message or draft your own Father’s Day message to all your working dads, recognizing and showing employee appreciation for your working parents is always a nice sentiment.
Office Potluck. From a catered lunch to family recipes or a barbeque, a lunch that brings your employees together is a great way to celebrate the special day.
Encourage Father and Child Activities. Either hosting or providing tickets to a family-friendly activity can be a great way to encourage father and child engagement. A family picnic, Father’s Day run, or taking your child to work day are fun ways to both promote family time and a positive work-life balance. 
Host a Dad Joke Contest. What better way to celebrate our working dads than to showcase their humor? Compile your employees’ best dad jokes and have them vote on the best jokes. The winner could win a gift card to a local coffee shop, restaurant, or store. Or if you don’t want to offer a monetary gift, you could provide something equally humorous, like a badge for their social profile, a showcase on your bulletin board or intranet, or a little trophy for their desk.
Create a Father’s Day Showcase. If you have some form of centrally located spot for employees, creating a father showcase could be a creative way for employees to not only get to know each other, but also for your working parents to take pride in their families. You could have a family picture with a few questions employees can choose from to answer and then showcase those in your designated area for other employees to view.
Offer an Educational Father’s Day Workshop. Parents often face unique challenges, especially in the workplace. Providing an educational workshop, such as a parental burnout webinar, might offer useful tips, support, and resources for your working dads—and parents alike.

4 Father’s Day Gift Ideas
More of a gift giver? Here are some thoughtful ideas for your devoted fathers and father figures in your office.

Offer Paid Time Off. Whether offering a half day, flexible scheduling, paid day off, or incorporating it as a company holiday, any paid time off is a great gift for your hard working parents—and those who aren’t parents to spend time with their own families or just recharge.
Provide Customized Picture Framing. Though your company may have certain policies regarding how many items employees are permitted to have on their desk, offering a customized picture frame (i.e. a “Dad” frame) can make for a thoughtful gift.
Create Gift Bags for Their Children. Show employee appreciation by extending your gift giving to your employees’ children. Create little goodie bags with an assortment of treats, stickers, coupons or tickets to kid-friendly events, and other fun stuff for children to enjoy.
Give a Corporate Gift or Swag. Your employees are your brand ambassadors and what better way to promote employee appreciation than through free swag? Something like a tumbler, tote, or coffee mug can be useful gifts. Or if you’re not sure what to give from your corporate shop, perhaps offering an employee credit or discount can allow employees to choose their preferred swag.

4 Father’s Day Gift Ideas
As with any workplace celebration, it’s important to consider various circumstances. Here are a few tips to consider.

Consider your employees’ perspectives. While celebrating working dads, it’s also important to recognize that not all your employees are fathers, want to be fathers, have a father, or do not have a relationship with their fathers. As a result, you should be flexible and sensitive to employees’ needs. Do not force anyone to participate if they don’t want to. Additionally, it may be worthwhile to consider a pre-event survey to understand your employees’ perspectives of such a celebration.
Review and update your paternal leave policy. What better time to review and update your parental leave policy than on the day celebrating fathers? It not only serves as your reminder to review and revamp—where needed—your parental leave policies, but also encourages you to keep a pulse on employee needs.
Check in on your working parents. Now is the prime time to check in on your working parents. What is succeeding, what types of support do they need, how can you assist them in finding a work-life balance that works, etc. Reach out to your working parents and identify areas of improvement.
Build resources for parents into your onboarding. One of the best ways to ensure work-life balance is providing resources for parents into onboarding. Not only does that help parents locate resources from the start, but it also shows how much you care about your employees and have resources available to support them.

Celebrating Father’s Day and other similar holidays can be both fun and complex. Cultivating a workplace culture that encompasses diversity and inclusion is the first step to kicking off a successful celebration. Learn more about why your managers are key to diversity and inclusion.

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### Celebrating Religious Holidays and Accommodating Employees

Creating inclusion and diversity in the workplace extends to religious holidays. Though religion in the workplace can be a complex issue, it contributes to employee job satisfaction, performance, and cultivating a sense of belonging. Whether you observe nationally recognized holidays or not, it is important to consider religious holidays from any and all religions—not just those widely celebrated.

A Look at Major Religious Holidays 2023
To help break the ice, here is a list of religious holidays (though not all inclusive of all religions or holidays) to explore.

Christian Religious Holidays (Roman Catholic/Protestant/Eastern Orthodox)

Epiphany/Twelfth Night/Three Kings Day
Easter
Christmas
Ash Wednesday
Palm Sunday
Maundy Thursday
Good Friday
Holy Friday/Good Friday


Muslim Religious Holidays

Eid al-Adha
Ramadan 
Eid al-Fitr


Jewish Religious Holidays

Rosh Hashanah
Yom Kippur
Sukkot 
Shemini Atzeret
Simchat Torah 
Hanukkah/Chanukah
Purim 
Pesach/Passover
Yom HaSho’ah
Shavuot 
Tisha B’Av


Hindu Religious Holidays

Raksha Bandhan
Krishna Janmashtami
Navaratri 
Holi 


Buddhist

Diwali*
Chinese New Year**
Buddha Day/Visakha Puja


Other

Pagan/Wiccan/Druid

Lammas/Lughnasadh
Mabon/Alban Elfed/Autumnal Equinox
Samhain
Yule/Midwinter/Alban Arthan/Winter Solstice
Imbolc/Candlemas
Ostara/Alban Eilir/Spring Equinox
Beltane
Litha/Midsomer/Alban Hefin/Summer Solstice


Baha’i

Birth of Bahá’u’lláh
Naw Ruz
Ascension of the Baha’ullah


Shinto

Gantan-sai
Setsubun-sai
Sikh
Vaisakhi


African American/Pan-African

Kwanzaa





*Also observed by Hindu, Sikh, Jain**Also observed by Confucian, Taoist
Though common Christian holidays are observed, like Christmas and Easter, it should also be noted that Americans are abandoning Christianity and identifying as unaffiliated with any religion or as religious "nones." In fact, many religious identities among Americans are shifting to atheism, agnosticism, or “none in particular.”
Additionally, it is important to consider the generational gaps in the workforce. For example, Gen Zers are changing and rejecting religion faster as young adults than other age groups in the United States.
For more information, you can explore this HR Guide to Company Holidays.
Navigating Religion in the Workplace Best Practices
As you navigate religion in the workplace, here are a few best practices to keep in mind.
1. Provide Religious Accommodations. Under Title VII of the Civil Rights Act of 1964, federal agencies are prohibited from discriminating against applicants or employees due to religious beliefs in hiring, terminating, and other terms and conditions of employment. Title VII also requires federal agencies to provide reasonable accommodations for religious beliefs or practices unless doing so would cause an undue hardship on the agency.
The Equal Employment Opportunity Commission explains that an accommodation is constituted as undue hardship if it:

Is expensive or costs the employer more than a minimal amount of money to put into place
Negatively impacts workplace safety
Reduces workplace efficiency
Transgresses on the rights of other workers
Requires other employees to do more than their share of potentially hazardous or burdensome work
Violates an employer’s seniority system
Leads to a lack of necessary staffing
Jeopardizes workplace security or health

If an undue hardship is not presented, the employer must provide an accommodation for the requesting employee. Religious accommodation in the workplace often involves flexibility of work schedules (i.e. not working on a Sunday), dress code (i.e. wearing a hijab) and grooming, or religious expression.
While an employer is required to provide an accommodation where undue hardship is not met, employees are not guaranteed nor entitled to their preferred accommodation. For example, a worker who requests Sundays off for religious accommodation may be offered a different schedule or a role of equal qualification but with a reduced salary.
2. Prevent Religious Discrimination. Under harassment laws, harassment of an individual based on their religious beliefs is prohibited. Additionally, it is illegal to discriminate or segregate a workplace or job based on religion, including religious clothing and grooming practices. To prevent discrimination and harassment, it is important to ensure you have a strong workplace policy and continuous harassment training for all levels of employees within your organization.
3. Build a Workplace Policy. Your workplace policy likely already contains information regarding employee Code of Conduct, harassment, discrimination, retaliation, and reporting expectations and processes. But it is important to review and revamp your policy to also ensure your workplace culture cultivates a safe, inclusive environment where employees feel comfortable sharing their religious identities.
According to recent studies, employees who identified religion as a fundamental part of their lives were more likely to disclose their religion in the workplace. Conversely, employees who felt pressure to assimilate in the workplace were less likely to disclose their religion.
Moreover, researchers have found that employees who express their religious beliefs in the workplace experience positive outcomes, such as higher job satisfaction and perceived well-being. Though most research on religion in the workplace focuses on the impacts to stress management, job satisfaction, and performance, researchers encourage leaders, managers, and HR professionals to utilize these studies to assess their workplace culture and policies to encourage religious expression for employees at all levels of the organization.
Though religion in the workplace has some caveats, it also can be an integral part of an individual’s identity. If you would like to continue learning more, check out this blog where HR professionals answer religious questions. 

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### How to Write a Killer Memo: 7 Quick Tips

Of course, you know how to write a memo—chances are, you’ve written hundreds of them. However, May 21 is National Memo Day, which makes this the perfect time to highlight the finer points of impactful memo writing. 

Memos—short for the Latin word “memorandum” (translation: “it must be remembered”)—have existed since the late 1800s. Kingdoms used them. So did armies. Today, the memo is a professional communication used in business writing to convey internal company news.
As an HR professional, you may find yourself writing policy memos, legal memos, benefits memos, and more. Regardless of your subject, the objective remains the same: to communicate information as clearly and concisely as possible.
Composing masterful memos is a valuable professional communications skill, especially in HR. To that end, consider these seven tips on how to write a memo that hits its mark.
1. State Your Purpose Upfront
Start your memo with a subject line that clearly states its purpose. This will allow your readers to quickly grasp its context and subject.
Here’s a memo example: Say you’re changing the way employees request time off. Your subject line might be: “PTO Update: Revised Process for Requesting Time Off.” It’s concise and straightforward—and you know the term “PTO” will grab your readers’ attention.
Tip: It’s wise to revisit the subject line after your memo is written, when you have a clearer sense of what follows—or to experiment with several variations, and then choose the clearest, punchiest option. 
2. Employ an Organized Structure
Your company may have a corporate policy regarding memos, or perhaps HR has a template. In that case, adhere to the prescribed formatting and structure.
Otherwise, lead with a short, to-the-point paragraph that states your purpose, followed by a few supporting paragraphs or bullets.
Tip: Organizing a memo’s talking points into a bulleted format makes it easier to scan, increasing the likelihood employees actually read it.
End your memo with a call to action—i.e., what you would like employees to do with this information and by when. And always identify the appropriate contact for any questions or concerns your readers might raise.  
3. Use a Professional Tone and Style
Some employers use a more informal internal tone than others, but whenever you’re communicating in writing, it’s smart to err on the side of formality.
In addition to a professional tone, be courteous. In most cases, it’s best to avoid attempts at humor, which can be tricky to pull off in writing. 
4. Write to Your Audience
When composing a memo, consider the knowledge level and background of your readers. For example, a memo written to leadership is a different animal than one written to the entire workforce, because you can safely assume your audience has a certain level of understanding.
Similarly, while acronyms are second nature in HR, not all employees know offhand what terms like DOL, ADA, and ACA mean, so avoid insider jargon. 
5. Provide Context and Background
If your memo refers to a larger issue, provide relevant background information to explain the context. Include key dates, previous actions, and any relevant facts. If you are following up on a prior discussion, be specific in recapping where you left off. Don’t assume people remember what you do.
6. Keep It Simple 
According to one marketing study, people spend an average of just nine seconds reading an email. Everyone is in a hurry. The more direct and uncluttered your memo, the more likely it is that your readers will get the message.
Keep your sentences and paragraphs short. Use bulleted lists when you can. Format your memo with plenty of white space—the open space around the text—so it’s easy on the eyes.
Include only necessary details. If some support information is important, consider providing it in an attachment that your audience can read separately.  
7. Proofread and Edit Your Memo
It may be tempting to distribute your memo the minute it’s done, but this is never a good idea. Ideally, give it some “cooling off” time before you review it—or better yet, ask a colleague to take a look as well.
Like every professional communication, memos should be carefully proofread and edited for accuracy, clarity, grammar, and tone.
Remember, once you send your memo, it will take on a life of its own. Make it sure you get it right—and that it will make its intended impact.
Learn more about creating an effective workplace communication strategy—and how Namely’s talent solution can help.  

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### May Is National Recommitment Month—Here’s Why It Matters

May is National Recommitment Month. It’s also National Salad Month and National Mystery Month—but unlike those rather specialized observances, Recommitment Month can be a powerful tool for any employer.

Here’s the least you should know about this up-and-coming occasion, why you might choose to observe it—and how you can put it to work for your workforce.
What Is Recommitment Month, Exactly? 
According to the Merriam-Webster Dictionary, a commitment is “an agreement or pledge to do something in the future,” while the prefix “re” means “again.”
In other words, National Recommitment Month is an opportunity for individuals and businesses to reflect on the goals and values they’ve previously set and rededicate themselves to achieving them.
For employers, it’s an invitation to refocus on their workforce. That may translate to reprioritizing employee engagement, recognition, training and development—whatever HR-related goals you set at the start of the year.
And there’s a very good reason to do so. The reality is, while we have the best of intentions when it comes to working toward these sweeping goals, it’s easy to be distracted by day-to-day tasks and problems. National Recommitment Month gives us the chance to start anew, pursuing a path of continuous improvement.
3 Ways to Observe National Recommitment Month  
Let’s assume you want to use Recommitment Month as an opportunity to boost employee engagement…now what? Well, here’s three ways to put your objectives into action.   
1. Revisit the Company’s Mission and Values   
According to Gallup research, only 41% of U.S. employees know what their company actually stands for, not to mention what makes it special. Discussing your company’s mission and values with employees can help them understand not only why your success is important, but the role they play in helping you achieve it.
For example, you might share success stories of how your company has made a positive impact on customers or clients, in your local community, and within your industry. By giving employees reasons to be proud of your organization—and by aligning their work with your mission and values—they’ll feel a greater sense of connection and purpose.
2. Accelerate Training and Development Opportunities
Offering training and development opportunities not only allows workers to acquire new skills and knowledge, but improves employee engagement. That said, in many busy companies, skills training is often viewed as a “nice-to-have” that ends up taking a back seat to more urgent priorities.
If that’s the case in your organization, encourage your managers to carve out some formal training time for their team members. Your employees want reassurance that you’re invested in their career growth—and cultivating their talents is in everyone’s interest.  
3. Prioritize Employee Recognition
Recognizing and rewarding employees for their hard work and achievements boosts engagement, while motivating employees to perform at increasingly higher levels. Unfortunately, studies show that, in many companies, management tends to downplay the impact employee recognition programs can have on employees.
Adding insult to injury, not all employee recognition programs are equally effective or inspirational. If you haven’t reviewed or upgraded your employee recognition program in some time, you may be due for an update. Find out what works for other companies. Ask your employees what they’d most like to see. Employee recognition is an effective performance management tool, so make sure you’re making the most of it.
If you are going to use National Recommitment Month as a springboard to making some HR improvements, let your employees in on the secret. It shows that you care—that you’re willing to invest in their futures. And it’s also a wonderful way to set a good example. Maybe you’ll inspire them to recommit to you, too!
Read our tips for connecting employees to your company mission—and learn how Namely’s talent solution can help you engage employees every single day. 

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### An Employer's Guide to Name Changes

Regardless of whether or not your wedding invitation was lost in the mail, an easy HR name change process can be the gift that keeps on giving. Here is your simplified legal name change checklist.

HR Name Change Checklist
1. Social Security Administration (SSA)
From a marriage or gender confirmation to a divorce or other personal reasons, there are various circumstances for a legal name change.
The first step in a legal name change is filling out an application for a new Social Security card (Form SS-5) and submitting proof of the name change.
Acceptable documents must be original, unexpired documents and need to establish citizenship, age, and identity. Depending on the employee situation, this process may be completed online or in-person at a local SSA office.
2. Driver’s License
Once the name is updated with the SSA and a new Social Security card is issued, the next step is to update the driver’s license. Like the SSA, most state motor vehicle divisions require proof of identity through Social Security number verification and name change documentation.
3. Notify HR/Payroll Department
When it comes to changing your name on employment records, it is important to notify your employer as soon as possible so they can update your employee data, submit updated tax forms, and ensure your benefits and banking information are adjusted. Depending on your organization’s structure that can require an HR name change form, name change on payroll records, or both—i.e. if payroll and HR fall under the same department, then it’s likely an employee will only need to fill out one form.
Typically, employers have an HR name change form that an employee must complete, as well as submit the proof of identity and name change forms. This commonly includes the new Social Security card, document of name change (i.e. marriage certificate), and tax forms (i.e. Form W-4, Form I-9). This process also includes confirming the employee’s banking information is updated and that they receive accurate paychecks.
4. Benefits
A name change that constitutes a “Qualifying Life Event,” allows an employee to enter a special benefits enrollment period allowing them to confirm or change their benefits, including any dependents that may be covered under their plan selection.
Legal name changes vary by state, so it is important to check with local agencies to ensure the process is followed correctly. Partnering with a reputable HR technology provider like Namely can help you simplify the talent management process.

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### How AI Is Transforming Talent Acquisition Strategies

As artificial intelligence (AI) continues to create the latest business trends, it should come as no surprise that AI in recruitment is becoming more prominent.



Almost two-thirds of recruiters (65%) use AI in the hiring process and nearly all HR professionals (92%) want to implement AI in the talent acquisition process.

Additionally, reports have shown that AI in hiring has proved advantageous:

 	89% of HR professionals believe that AI will improve the candidate application process.
 	Over 87% of individuals believe that AI is more helpful for industry-specific recruitment.
 	58% of recruiters that use AI have found that it is most useful for sourcing candidates (followed closely by screening candidates (56%) and nurturing candidates (55%)).

Despite the negative critics in the market, studies have shown that AI has removed 43% of human bias and organizations focusing on AI data produce 56% higher retention rates. 

And one of the biggest benefits of utilizing AI recruiting is how much it has sped up the hiring process.
AI Recruiting Software Capabilities
The most important aspect of consideration in determining if AI in recruitment is suitable for your business is understanding AI recruiting software capabilities. Here is a list of functions to consider when exploring AI recruitment solutions.

 	Resume Screening: Through an applicant tracking system (ATS) resume database, AI can be used for making initial contact with selected candidates through email, social media, or other channels. AI can also review social media profiles for updated information, such as new employment history, to update the candidate’s profile.
 	Candidate Selection: AI can offer data analytics integral to candidate decision-making, including pooling new job seekers, vetting existing talent, interpreting candidate intent, and providing pipeline trends and dynamic talent pools.
 	Interview Scheduling: AI can streamline the interview process through chatbots, which can collect and filter through candidate information, responses, media, videos, and documents, as well as communicate via chat, email, and/or text. Chatbot can also prompt candidates to apply for a certain role, as well as conduct pre-screenings. Interview scheduling can also be automated through AI by syncing the hiring team’s individual calendars so candidates can easily select an interview time that works for all parties involved.
 	Onboarding: AI recruiting software can reduce administrative tasks through automation. This helps with the onboarding process by creating a 24/7 availability for new hires. Using AI chatbots, new hires can find answers to their questions and be guided through the entire onboarding experience.
 	Customizable Workflows: The ability to customize workflows can revolutionize the candidate experience, as well as the hiring team’s processes. AI is able to personalize experiences based on company career sites, such as job recommendations and dynamic content based on the candidate’s profile, search history, similar job openings, and locations. It can also be customized based on internal employee experiences vs. an external applicant’s experience. For example, internal candidates might have a defined career path, learning and development opportunities, mentoring, and referral options unlike an external candidate. Additionally, AI can simplify recruiters’ and hiring managers’ access to qualified talent where new candidates are easily identified and candidates already in the system can be rediscovered.
 	Data Protection and Security: Like most software, AI recruiting software usually has security features, such as single sign-on and two-factor authentication, as well as built-in tools to manage compliance with local regulations like the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA). These features are integral to safeguarding candidate data protection and security and ensuring compliance with local, state, and federal data protection regulations.

AI Recruiting Tools

 	Integrations: Many AI recruiting tools come with native integration capabilities to function with existing software—most commonly customer relationship management (CRM) software.
 	Template Library: While AI doesn’t necessarily come with a template library, you can build one using AI. Some fun and useful AI features are the ability to write job posts in the appropriate language and tone (which can be exceptionally useful to global talent who are not native English speakers), offer letters, and other writing tasks.
 	Predictive Analysis: Predictive analysis provides a thorough overview of candidates’ profiles, which helps recruiters and hiring managers understand their qualifications, how they fit into a role, and the likelihood of a candidate to leave their current position. As a result, predictive analysis uses data—like past employment experience and learned skills and behavior—to source, interview, and assess candidates’ true potential and fit for a position.
 	Recruitment Automation: AI helps recruitment automation through a technology called robotic process automation (RPA), which enables organizations to conduct time-consuming recruitment tasks more efficiently. These tasks might include verifying candidate data and managing information.

AI Hiring Bias Considerations
Hiring bias—both human and AI—is a top concern for employers. And despite popular belief, AI can help reduce hiring bias through unique features like blind screening, a process that removes unnecessary information like name, age, racial background, gender, and sexual orientation.

Though AI can’t eliminate all bias in the hiring process, it can be tailored to assist employers in reducing it. Tools for continuous feedback and improvement include candidate scorecards for hiring managers, as well as hiring manager scorecards for candidate feedback. Other reporting tools can provide customized report builders that provide insights to hiring trends, including diversity and inclusion-related reporting metrics.

Through AI’s writing capabilities, organizations can reduce hiring bias—like unconscious bias—by using AI to eliminate any gender-specific wording.

AI is inevitable in the workplace and seeping into every facet of it—from internal processes and workforce management to recruiting and hiring. It’s time to be proactive and learn why HR tech is critical for success in 2023.



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### 7 Ways to Celebrate Mother's Day in the Workplace

Celebrating Mother’s Day at work is a wonderful way to engage employees, while recognizing the talented working mothers who help make your business successful.  

While Mother’s Day 2023 is officially on Sunday, May 14, some thoughtful employers will mark the occasion during the workweek. If you’re wondering how to celebrate Mother’s Day at work, check out our sure-to-please lineup of Mother’s Day workplace ideas. 
1. Organize a Mom-inspired Potluck Lunch
Most of us have cherished family recipes passed down from our mothers and/or grandmothers—why not invite your employees to bring in a favorite dish? Sharing food—and memories—over lunch can instill a sense of community.
What’s especially nice about this idea is that all employees can participate, regardless of motherhood status. Plus, it showcases the diversity of cultures and cuisines represented in your workforce, making it a fun and fascinating event.  
2. Host a Mother’s Day Brunch 
Whether you go all in or keep it simple (bagels, anyone?), a Mother’s Day office brunch will set a festive tone, while giving employees the opportunity to bond and chat.
Keep the conversation flowing with some mom-themed questions. What’s one of your favorite memories of your mother? What do you consider peak mom behavior? Do you ever catch yourself channeling your mom? You get the idea.  
3. Declare “Take Your Mother to Work Day”
Your company may already observe “Take Your Child to Work Day” in April. “Take Your Mother to Work Day” is like that—minus the juice boxes and coloring books. Invite your employees to bring their moms and mom-like figures to the office for the day, either in person or virtually.
Encourage attending moms to sit in on meetings and contribute their two cents, while learning more about their offsprings’ work. Because all employees can participate—and interact with each other’s moms—this may become a favorite company event. 
4. Spring for Mother’s Day Office Gifts  
A single rose, a box of chocolate, fancy lotion…what hardworking mom wouldn’t love to find a small surprise like that on her desk? Thoughtful gestures go a long way with employees, especially those who embody the concept of maintaining work-life balance.
5. Hold an Office “Momtest”  
Every office has some: those uber-prepared, unflappable coworkers who out-mom everyone else. Here’s a chance to recognize them for the nurturing role they play in your workforce.
For example, who is your go-to authority on collective company knowledge? Who always has a candy dish on their desk? Who’s got the most kid pics on display? Poll your workforce, and award your winners with playful certificates or fitting trophies, like a “best work mom” coffee mug. Bonus: winners needn’t be moms to win!   
6. Treat Working Mothers to In-office Spa Sessions
Every mom appreciates a little pampering—and, really, who deserves it more? Consider booking a massage therapist or esthetician for the day and inviting working moms to sign up for a massage or facial.
This is a treat they’ll be talking about all year—and don’t be surprised if dads demand equal time when Father’s Day comes around.     
7. Create a Mother’s Day Photo Collage
Create a real or virtual Mother’s Day themed cork board, and invite your employees to post photos of their kids, moms, grandmoms, and like-a-moms—along with captions and/or short stories. This will allow employees to share a different side of themselves and may lead to some more genuine interactions. Plus, it’s super interesting and engaging, too!
Of course, the real question for employers isn’t how to celebrate Mother’s Day at work, but how to show working moms that you value them year-round.
Obviously, part of the answer is to provide stellar family-friendly policies and benefits. Like generous maternity leave. A demonstrated commitment to gender equality. Accessible pregnancy accommodations. These are the things that working mothers truly want and appreciate.  
Chances are, working moms are among the most dedicated, creative multi-taskers in your workforce. Learn how Namely’s talent solution can help you give them what they need—and read more tips on creating a workplace culture that is rich in parental support. 

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### Why Celebrating 5 de Mayo Is Important to Company Culture

Many offices have historically celebrated and are celebrating 5 de Mayo this year, but have you ever wondered why you’re celebrating it?

Cinco de Mayo, despite popular belief that it is a celebration of Mexico’s Independence Day in the United States (which is actually September 16), is the commemoration of Mexico’s victory over France in the Battle of Puebla.Though short-lived, the victory and day of celebration serves as a showcase of Mexican culture, pride, and values.
Though 5 de Mayo is mostly celebrated by Mexican Americans north of the U.S. border, it is also celebrated in Puebla where the holiday originated. The U.S. celebration began in 1863 in  California where Mexicans and Americans came together to raise money and recruit men to aid in the fight against the French. The celebration lived on and spread throughout the United States largely  thanks to the efforts of those of Mexican descent.
How Is 5 de Mayo Celebrated?
In Mexico, festivities include historical reenactments of the Battle of Puebla, parades, mariachi music, colorful costumes, and fireworks.
And despite the annual celebration and festivities, it is not a federally recognized holiday.
In the United States, celebrations include dance, literature, and food from Puebla, as well as creating awareness of historic events and culture of Puebla.
Though you might be eager to celebrate the event with tacos and guacamole, there is no Mexican dish associated with 5 de Mayo. However, according to a Mexican food writer and creative director, Pedro Reyes, a mole poblano—an ode to its Puebla origin—could be an ideal pick for a Cinco de Mayo-inspired feast.
Additional foods to celebrate the holiday might include:

Chalupas
Nopales salad
Fried beans
Molotes de plátano

Work-friendly beverages could include agua fresca and horchata and tamarind.
3 Festive Ideas for 5 de Mayo Office Party

Explore Mexican Culture. Culturally inspired holidays like 5 de Mayo are a great opportunity for employers to learn more about the culture. A lunch and learn could be a fun way to mix food and fun. A suggested activity could be The Language Game in which participants identify Mexican items, food, and clothing in Spanish. Other fun activities could be Mexican-inspired Name that Tune (where participants hear a snippet of a tune and try to guess it), or consider a fun Friday activity like a photo booth and crafts to decorate the office.
Share Traditions. Most cultures have unique traditions and those in the Mexican community are no different. To help employees share their customs, a potluck or cook-off can be a great—and tasty!—way to showcase family recipes. Another way to encourage employee engagement is to create a forum to share stories, including a family history, historic events, and examples of celebrating the holiday in their native country. This could be done in a weekly newsletter, intranet, or team lunches.
Create Team-Building Activities. From Mexican-themed trivia to a scavenger hunt, there are plenty of ways to cultivate connection, foster diversity and inclusion, and promote employee engagement. Get creative and find fun ways to develop your employees’ network.

Creating a diverse and inclusive company culture can help your business thrive through higher employee engagement, which may result in outperforming competitors, capturing new markets, making better decisions, and increasing revenue. Empower, engage, and ignite your workforce through Namely’s talent management solutions.

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### 5 Ways to Celebrate Star Wars Day at Work

Happy Star Wars Day—May the fourth be with you! As most life forms know, May 4 is that wondrous day of the year when the universe celebrates all things Star Wars. A pun on the Star Wars franchise’s most-famous catchphrase, it’s not just for diehard fans, but an opportunity for businesses to bring some levity into the workplace. 

After all, celebrating lighthearted “holidays” at work increases employee morale and engagement. Whimsical office celebrations can help employees connect with one another over an enjoyable experience—and a few shared smiles.
In addition, marking pop-culture occasions like Star Wars Day (not to be confused with Star Wars Life Day, a Wookie holiday celebrated in November) can foster team building and inclusivity, as employees of all backgrounds can participate equally. It may also boost creativity, when workers are encouraged to express their own forms of celebration.
Chances are, you have some serious practitioners of Star Wars fandom among your ranks, as well as some folks who couldn’t care less. It’s all good, as long as everyone is free to participate as much or little as they choose. Wondering how to celebrate Star Wars Day at work? Grab your lightsaber—and scope out our Star Wars Day office ideas. 
1. Encourage Star Wars Day Attire
One quick way to get in the intergalactic spirit is to put the corporate dress code on pause and hold a lunchtime costume party. Everyone will enjoy seeing Jedi and Sith warriors prowling around the office—or admiring some vintage Star Wars tee shirts and Princess Leia hair buns.
Manage a remote workforce? Consider holding a virtual costume contest. There’s a good chance that Darth Vader or Hans Solo will make an appearance. 
2. Hold a Star Wars Day Trivia Contest
Test your office’s collective Star Wars Day knowledge by hosting a trivia contest at some point during the workday. You can make it an individual or team building competition, and perhaps offer themed prizes to the winners (yes, they make Star Wars office supplies). You can find all levels of movie trivia questions online. Give your most-passionate Star Wars aficionados a chance to shine! 
3. Organize a Star Wars Day Potluck Lunch
Believe it or not, there is a whole galaxy of Star Wars recipes out there awaiting discovery—and this is a great way for employees to showcase their creative culinary talents. Post a sign-up sheet for those who choose to participate, or keep it simple with Star Wars Day-themed snacks. Wookie cookies, anyone? How about some gingerbread stormtroopers?  
4. Invite Star Wars Day Workspace Décor 
Today is the day that employees are free to transform their workspace into galaxies far, far away. Invite them to hang posters of their favorite characters, display their collectibles, or print out some inspirational quotes—extra points if they also apply to the workplace. (Our favorite: Yoda’s “Do or don’t do…there is no ‘try.'”) Bonus: remote workers can really participate here, too.  
5. Celebrate Star Wars Day Virtually
Outer space, cyberspace…what’s the difference? Another fun Star Wars Day office idea is to encourage employees to use Star Wars-themed gifs in their emails today or download a Star Wars video background for virtual meetings. And speaking of which, perhaps you’ll want to open every meeting by playing the Star Wars movie theme, inspiring your people to reach for the stars!
Work is serious business, but taking the time to celebrate small moments will create a happier workplace. For more support getting the best from your people, checkout Namely’s talent solutions. And for more fun occasions to celebrate at work, download our HR Calendar. 

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### Employee Cybersecurity Training: Education Best Practices

For many employers, cybersecurity awareness training has become increasingly important—and for good reason. In the U.S. alone, cyberattacks led to more than $10 billion in losses last year, and 95% of cyber incidents are the result of human error. Even more worrisome: one 2022 study found that, although 43% of attacks target small and medium-sized businesses, only 14% of them are positioned to protect themselves.

Chances are, you already conduct cybersecurity training for employees, and that’s a smart risk management move. But at a time when data breaches and phishing attacks are becoming increasingly sophisticated, there is always room for improvement. In addition to continuously fortifying your hardware and software protections, consider adopting these cybersecurity education best practices.
Create a Culture of Cybersecurity Awareness
Cybersecurity awareness training is critical, but it’s only part of the picture. Make cybersecurity part of your company culture, from the top down.
For example, make sure your leaders discuss it in company-wide presentations. Ask managers to tackle cybersecurity topics in team meetings and emails. Share updates on your cybersecurity program initiatives, such as adopting more advanced malware protection.
Whenever you make an enhancement—such as implementing two-factor authentication—use it as an opportunity to reinforce and build on cybersecurity education. In other words, cybersecurity awareness training should be part of your everyday operations, not simply an annual event.  
Tailor Cybersecurity Training to Each Employee 
Different employees have different roles—and, as a result, they may be exposed to different cybersecurity threats. Over the last few years, cybercriminals have become increasingly sophisticated in their methods, not only targeting specific companies but specific departments and employees within those companies.
For example, employees in your IT and Sales departments may both receive phishing emails, but they’re likely to be different emails—carefully tailored to their roles. Because these can be especially convincing, employees need specialized training in order to recognize them.
Leverage Real-World Scenarios in Cybersecurity Education  
Like most forms of learning, employees are more likely to remember and apply their cybersecurity training when it is delivered through lifelike scenarios.
In addition to including specific examples of cyber scams that employees may encounter in their cybersecurity awareness training, consider conducting cyberattack simulations—i.e., digital fire drills that feel like the real thing. These simulations will not only expose your vulnerabilities, but give your employees real-world experience, making them an effective and memorable training enhancement. 
Make Your Cybersecurity Training Engaging
Chances are, many of your employees are naturally interested in cybersecurity—let’s face it, crime is an interesting topic. Leverage that natural curiosity to capture your employees’ interest.
In addition, incorporate a range of training tools and methods—videos, quizzes, gamification—to keep your employees engaged and on point. For some, technological discussions can be a bit overwhelming; look for ways to keep training sessions lively and easy to understand.  
Conduct Cybersecurity Awareness Training Regularly 
How often should you conduct cybersecurity training for employees? In some industries where cybersecurity education is mandated, it’s usually conducted on (at least) an annual basis. For example, federal contractors are required to complete cybersecurity training once a year.
That said, many cybersecurity experts now recommend that employees receive training several times a year, particularly because cybercriminals continue to develop new attack strategies.
Ongoing training will ensure that cybersecurity remains top of mind, while keeping employees on top of ever-evolving threats—the ultimate objective of every cybersecurity training best practice.
For more information on this topic, read these tips for building a strong IT policy. And for help keeping your employees empowered and engaged, learn about Namely’s talent solution.  

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### Why AAPI Representation in the Workplace Matters

Asian American and Pacific Islander Heritage Month (AAPI), like most celebratory heritage months, started as a weekly celebration of Asians and Pacific Islanders in the United States. It wasn’t until 1992—nearly two decades after the week-long celebration was passed in Congress—that Congress passed Public Law 102-450, moving AAPI Heritage Month to be an annual month-long celebration. May was the chosen month as a representation of the first Japanese to immigrate to the United States on May 7, 1843, and to mark the anniversary of the completion of the transcontinental railroad on May 10, 1869, for which most workers were Chinese immigrants.

AAPI Heritage Month is not only a great time to ensure you understand the culture, history, and struggles the community faces, but to also revisit your policies, benefit offerings, and diversity initiatives within your organization. Though your efforts should be year-long, AAPI Heritage Month is a great reminder and opportunity to revamp your efforts.
AAPI Stereotypes in the Workplace: How to Overcome Bias
“Asian American”—a term that was once used to bring the community together is now working against them. With nearly 20 million Asian Americans residing in the United States, 35% are East Asian, 35% are Southeast Asian, and 27% are South Asian. Using a term like “Asian American” diminishes diversity amongst these individual groups and the monolith approach (a uniform group) has never quite resonated.
By recognizing the AAPI stereotypes in the workplace, you can discover ways to overcome bias. There are many kinds of stereotypes and biases, but here are a few to get you started.

“Perpetual foreigner” is the societal perception that Asian Americans are outsiders in America regardless of their history in the country.
“Model minority” is the stereotype that Asian Americans are innately successful and untroubled, especially in contrast to other marginalized groups.
Implicit bias happens automatically and unintentionally and influences judgments, decisions, and behaviors towards a particular person or group of people. It can be mitigated with awareness and effective bias-reduction strategies.
Microaggressions are biased statements, expressions, or actions that leave targeted individuals feeling uncomfortable or insulted. Examples of microaggressions include alien in own land, ascription of intelligence, color blindness, criminality, and more.

Why AAPI Women Need More Representation in Leadership Roles
AAPI women in leadership has been stagnating for quite some time, though AAPI men in leadership is also much lower than other marginalized groups. Research has shown that female stereotypes, such as hyperfeminine, passive, compliant, and “tiger mom”—an assumption that Asian women are stringent, critical, and indifferent caregivers—can impact them from advancing into leadership roles.
Asian Americans are handily represented in corporate jobs, yet their presence at director-level significantly drops with Asian American women experiencing a severe drop at 80%.
Organizations like AAPI Women Lead created the #ImReady Movement—raising visibility around AAPI women and celebrates the leadership and power of AAPI women in Education, Business, Technology, and Politics—and works to strengthen the progressive political and social platforms for AAPI communities in the United States.
Creating groups and initiatives in the workplace that cultivate equal opportunities for AAPI to move up the corporate ladder and progress in their careers is integral to the AAPI communities. Learning more about AAPI diasporas, histories, and experiences can help you navigate resources, tools, and support for higher success in their careers. Partnering with organizations like AAPI Women Lead who focus on specific issues impacting the AAPI communities can offer invaluable insights, specialized resources and tools, and additional support for your employees.
How to Foster Multiculturalism in Your Diversity and Inclusion Initiatives

Get granular in data collection. In analyzing your data about Asian American employees, get granular. This granular data can help identify specific contributions, challenges, and needs and thus, provide you a better understanding of how to support them.
Show support at impactful moments. With the help of granular data, you can make more informed decisions about recruitment, evaluations, and promotions. In exploring the Asian American employee experience, you can recognize areas for improvement, such as removing implicit bias, addressing microaggressions, and preventing discrimination during job interviews and evaluations.
Research specific challenges your Asian American employees face. By identifying specific challenges your Asian American employees face, the more specific you can get in your solutions. For example, if Asian American employees have experienced implicit bias or microaggressions, investing in educational opportunities across the organization can help all employees recognize, address, and prevent it from happening. Additionally, creating an employee resource group (ERG) for Asian Americans in your organization can help foster inclusion.
Explore sponsorship opportunities. If you are interested in and looking to sponsor opportunities for Asian American workers, sponsorship can offer higher engagement levels and is more effective at lower levels of corporate America. Sponsorship opportunities are a great way to show support for the Asian American communities.
Integrate Asian American issues into corporate responsibility. Social responsibility is becoming more popular among the younger generation of employees entering the workforce, but encouraging Asian Americans to participate in corporate social responsibility initiatives can not only improve inclusion, but also educate others about the Asian American communities.

Fostering a company culture that embraces diversity and inclusion, including multiculturalism, can help provide a sense of belonging and pride in cultural identities for employees. If you’re looking for tips for more inclusive hiring, check out Namely’s talent management solutions.

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### Why National Mental Health Awareness Month Matters More Now

Mental health was an issue long before the COVID-19 pandemic catapulted it to peak numbers of people reporting mental illness, lack of access to care and resources, and losses to mental health issues. And mental health awareness has been consistently advocated for years. In fact, Mental Health Awareness Month was first celebrated in 1949, but wasn’t officially recognized until May 2021, when President Biden proclaimed May as the designated month.

Mental Health Awareness Month is a call for businesses, organizations, and individuals to help connect those with mental illness with the support and quality care they deserve. Moreover, it is a great time to make an extra push—aligned with your year-round efforts—to increase awareness in the workplace.
Here are some ideas for mental health awareness month you can bring to the workplace.

Create an informational newsletter. Depending on the size of your organization, it might be difficult to communicate across the entire company. Creating an informational newsletter can help bridge any gaps between company decisions and any resources available. If you already have a newsletter, you can always tailor it to align with monthly themes, like Mental Health Awareness Month and Asian American and Pacific Islander Heritage Month, among others. In May, you can create blogs, resources (i.e. links to mental health organizations or telehealth providers), free apps, and other initiatives you might be implementing to support your employee’s mental health and well-being.
Invest in general employee wellness. Aligned with the previous point, it is just as important to take action. Invest in your employees’ overall wellness. Think meditation, yoga, incentives for wellness (i.e. gym memberships), mental health app subscriptions, raffles for mental health-related gifts (i.e. spa day), or healthier food options (e.g. meal ready delivery services). Reach out to your employees and ask for feedback about what would help them feel supported in their general health and wellness. From there, you can seek out benefits and other resources that truly assist them in their well-being journey.
Develop employee-centered programs. Whether you have them or not, employee-centered programs like employee assistance programs (EAPs), employee resource groups (ERGs), and financial wellness programs, can help provide the education, tools, and resources employees are looking for to feel more supported and successful. EAPs often offer services and resources, i.e. financial, social, psychological, to support  issues that impact employees’ workplace behavior. Whereas ERGs focus on giving employees of marginalized groups a stronger voice in advocating for and effectuating change in the workplace.
Foster authentic conversations and connections. One of the most impactful ways to boost mental health awareness in the workplace is to foster authentic conversations and connections. Help break the mental illness stigma by having a real conversation. Conduct regular check-ins that aren’t focused solely on work-related matters. They can provide your employees with an opportunity to air out any personal issues that may be impacting their work or productivity, as well as give you an opportunity to help them find the quality care and support they need. If needed, offer learning and development to all employees that focus on mental health support. Topics might include microaggressions, bias, stress management, burnout, emotional intelligence, and other issues that can impact company culture.

3 Self-Care Tips for Mental Health Support

Fighting Mental Illness Stigma: Anxiety impacts approximately 40 million adults in the United States and approximately 1 in 10 adults suffer from some type of mood disorder (i.e. depression, bipolar disorder). Part of fighting the mental illness stigma is learning more about it. This stage of the process is awareness and education. In order to fight a stigma, you need to be aware of what it is, how it is formed, and how to prevent it. One of the best ways to do so is to invest in proper training to educate your employees on appropriate terminology and phrases, tools to address and neutralize uncomfortable situations, and emotional intelligence to recognize and offer support when needed.
Finding Adequate Support: Take the time you need to rest. Mental health impacts everyone differently. What works for you, might not work for someone else. If your company doesn’t have an ERG or EAP, take the initiative to advocate for one. If your company doesn’t offer mental health services or healthcare insurance that covers it, start evaluating alternative coverage options. Most importantly, don’t stay silent. If you need support, reach out to a manager and express what you need. Or if you’re not comfortable reaching out to your manager, reach out to a coworker you trust or your HR department. HR professionals will likely be more equipped to support you or help you find the resources you need.
Prevention Best Practices: One of the top ways to prevent mental health crises is to engage in self-care. Regardless of whether or not your company offers a designated “mental health day” or a sick day/paid time off,  arrange a day to recharge when you need it. In the long run, a company who cares about their employees will not be upset at them for taking the time they need to rest and refresh. Plus, taking time to disconnect can help prevent burnout as well.

Mental health can be a sensitive subject, but organizations would be well advised to reevaluate their policies and benefit offerings to help break the stigma. As more Gen Z enter the workforce and Millennials move into leadership roles, it’s important for companies to recognize the impact mental health truly has on its employees and organization as a whole. Looking for more tips? Explore HR’s Guide for Supporting Employee Mental Health and learn talent management tips and tricks to improve the overall employee experience.

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### Career Mobility: What It Is and How It Can Improve Retention

Internal mobility—the vertical or lateral movement of employees in various roles within a company—begins with a clear understanding of the employee lifecycle, specifically factors that impact it. So what is career mobility? It is the process of engaging employees and setting them up for career advancement and professional development.

Internal career mobility offers many valuable benefits, such as:

Creating effective sourcing, which takes four applications via internal mobility to result in one successful hire compared to 36 applications via job boards to result in one hire.
Improving employee retention—employees stay twice as long as those at companies with low internal mobility.
Fostering a resilient workforce through filling skills gaps, upskilling, and reskilling.
Decreasing cost per hire through avoidance of significant recruiting expenses.

Career mobility examples include transitioning a burnt out employee to a new department in a new role that interests them, upskilling a long-term employee into a management position, and reskilling an employee who feels trapped in their current position and moving them laterally to a new position in a new department at an equivalent level as their previous role.
How to Create a Career Mobility Program
1. Establish a Basis for Internal Mobility
If you’re looking to implement a new internal career mobility program, you’ll likely need data to support you. The best approach is to connect your program to talent acquisition and management metrics, specifically recruitment and employee turnover costs.
The main selling point for career mobility is the strengthening of employee loyalty. By investing in an employees’ professional development and growth, you’re demonstrating how valuable they are to your organization. Through higher employee retention rates, your brand is stronger and encourages prospective talent to apply.
Additionally, since HR industry studies show that the most turnover happens within the first 45 days of employment, improving new hire onboarding with a career map can help affirm your commitment to your employees’ careers.
2. Consider the Purpose, Strategy, and Objectives
As with any new initiative, it is important to consider the purpose of your program. If your goal is to improve retention, then you need to align your strategy and goals with relevant metrics. Once you have established a vision for your program, map out a strategy—professional development and skill-building, career advancement and career transition, mentoring—that aligns with your vision, and determine how you will measure your results.
3. Determine and Invest in Technological Support
Investing in the proper technology can help support and simplify your tracking and analysis. For example, a talent management software allows you to align and track goals, offers 360 feedback and performance management, and provides a deep dive into other talent management analysis.
Talent management technology can also provide a means for you to measure results against the objectives you established before launching the program, such as the number of roles filled, number of internal hires by team or department, diversity and inclusion metrics, and retention rates.
A talent management system could also offer invaluable benefits like customizable employee profiles that allow you to engage current talent, automate processes, distribute relevant content, and personalized reports to provide pertinent insights (i.e. map out career paths, bridge skills gaps).
4. Launch Your Program and Engage Employees
Once your strategy is completed, launch your program. Make sure you have a centralized place for employees to register for the mobility program, including methods of communication regarding career mapping, learning pathways, and opportunities for upskilling and reskilling. From here, you can use employee profiles to strategize particular talent groups and work with managers to set performance indicators. 
5. Review Strategy, Analyze Results, Adapt Based on Feedback
Review the program frequently with your designated team and stakeholders to analyze the results. It’s also important to create an opportunity for participating employees, including managers, to provide feedback on the learning and development resources, internal processes, and air out any questions or concerns they may have to ensure the program is meeting its intended criteria.
Career mobility is just one facet of the talent journey. If you’re looking for support, check out Namely’s talent solutions.

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### How to Create an Attractive Relocation Benefits Package

Perhaps your company is growing rapidly. Maybe you seek employees with fresh perspectives. Or you’re struggling to find local candidates with specialized skills. In any case, you may be wondering if it’s time for a relocation program—and, in that case, where to begin.

The good news is, when it comes to developing an effective relocation package, employers have more choices than ever. The first step is to learn how relocation programs work and understand their key components.
How Do Relocation Packages Work? 
In a nutshell, employers offer relocation benefits to long-distance candidates they wish to hire or current employees they’d like to transfer. Relocation packages cover all—or most of—the employee’s moving expenses.
Ideally, they also offer help arranging the move, through the services of a relocation specialist, relocation software, or both. Keep in mind: moving and starting a new job are among life’s most stressful events, so the more support employers can provide, the better an employee’s relocation experience will be. 
What Typical Corporate Relocation Packages Include
Some relocation policies are more specific than others in terms of what they include, but typical relocation packages usually cover:

Moving expenses (i.e., household goods shipment)
Travel costs to the new destination for employees and their families
Home buying and home sale assistance, such as closing costs and realtor/attorney fees
Temporary housing, such as hotels, short-term rentals, or corporate housing
One or more house/apartment hunting trips
Immigration assistance and destination services (i.e., help acclimating) for international moves 

Different Types of Relocation Policies 
Employers can choose from several types of relocation policies, or mix and match them for different tiers of employees. Some are more flexible in design than others. Some give employees an upfront allowance, some pay vendors directly, and still others reimburse employees for expenses after the fact.
The common types of relocation policies include:

Lump sum plans – Here, employers give employees a set amount of funds to spend how they wish, but no support services. They are easiest for employers to manage, but can be stressful for employees, resulting in a poor relocation experience.
Managed budget plans – These also offer employees a set amount of funds, but also access to relocation consultants and perhaps a vetted supplier network.
Core flex plans – These provide employees with essential “core” services (like household goods shipment and travel costs) and also allow them to choose a few flexible options (say, a home finding trip or temporary housing) from a set list.
Fully-covered plans – These cover all moving-related costs and include the services of relocation consultants. As the most expensive relocation policy, these are generally reserved for senior executives.   

Choosing a Relocation Program Administrator 
Employers may elect to manage their relocation program in-house. This works best when administering lump sum plans or just a few relocations per year. While it may seem like the most affordable option, it creates paperwork (and potential headaches) for HR (or whoever manages the program), as well as the accounting department.
Many employers choose to outsource their relocation programs to relocation management companies (RMCs). There are two types of RMCs: traditional providers—which depend heavily on the services of live relocation specialists—and modern, tech-based providers, which allow employees to make most of their arrangements online (with help from specialists when needed).
Tech-based providers are significantly more cost-effective than traditional RMCs, and most employees prefer having control over their moves. They also offer employers greater access to reporting and analytics—a key to managing relocation programs cost-effectively.
When developing a relocation program, it’s in your interest to request multiple proposals from both types of vendors. You’ll learn a great deal in the process!     
Setting Your Relocation Program Up for Success
The primary objective of any relocation program is to support your talent acquisition efforts. An attractive relocation benefits package is a compelling recruiting tool.
In addition, providing new hires with a positive relocation experience is a great way to set them up for success, by helping them settle in faster and get up to speed more quickly.
Developing a meaningful relocation package takes a bit of thought and care, but is a worthwhile investment in your workforce and future. Learn more essential considerations for developing a smart relocation program.

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### Top 5 Reasons Why Candidates Reject Job Offers

If you’ve been in HR for any length of time, this has undoubtedly happened to you. You identify a very strong candidate—one everyone thinks is the perfect match. They seem interested. You present a competitive job offer and they turn you down, leaving you to wonder why  candidates reject job offers that they first pursued?  

It’s a question that employers are asking more frequently these days. According to a Glassdoor study of more than 800,000 site users, candidates are declining more than 17% of job offers—a number that’s steadily rising. In especially competitive industries, like technology and business services, the numbers are even higher.
This begs the question: what are candidates’ reasons to decline a job offer—and, how can employers turn this around? 
1. A Disappointing Compensation Package
One very common reason to decline a job offer is that the starting salary didn’t meet the candidate’s expectations. Perhaps the employer wasn’t clear upfront. Or perhaps after learning more about the job responsibilities, the candidate felt the compensation felt short.
One way to prevent this is to perform ongoing market research and ensure your compensation packages are competitive. For example, salaries are up by an average of 4.6% in 2023—are you keeping pace?
Another is to practice pay transparency, starting with the job post. Be transparent about employee benefits, too. At the least, candidates want the assurance of quality health insurance (some may decline job offer due to medical reasons if the health plan seems skimpy), plus thoughtful voluntary options.
On many fronts, but especially this one, setting clear expectations saves time and disappointment in the long run.   
2. A Negative Candidate Experience
According to one recruiter’s survey, nearly 60% of job seekers have declined jobs due to poor experiences with the hiring process. Sometimes, the process seems too slow and disorganized. Or there are communication gaps. Sometimes, interviewers come off as disinterested or even rude.
Fortunately, improving the candidate experience is easily remedied. For starters, streamline your application process. Communicate every step of the way. Make sure that everyone interacting with candidates has polished interview skills and offer training, if needed or requested. 
3. Lackluster Work-Life Balance
Work-life balance tops every candidate’s wish list right now. In fact, a good percentage of job hunters will only consider remote or hybrid positions.
When discussing your company’s approach to work-life balance, be sure to explain exactly what that looks like for your organization. Flexible schedules? Unlimited PTO?  And if you don’t offer remote or hybrid options, be clear about that, too. It won’t become a reason to decline a job offer if candidates know it before they apply.   
4. “The Job’s Not What I Expected”
As candidates move through the application process, their impression of the job can continually change, just as your assessment of the candidates evolve. After all, that’s the point!
Unfortunately, sometimes candidates start the interview process with high expectations that don’t hold up under scrutiny. For example, they may feel that the job post—or even job title—doesn’t match the actual job responsibilities discussed during their interviews.
Or, they may find that the career growth opportunities that they thought would be part of the deal are not so clearcut. These are valid personal reasons to decline a job offer—and sometimes, it’s unavoidable. However, open communication—and an understanding of what candidates need to know as soon as possible—can help prevent this from happening. 
5. A Cultural Mismatch
To an outsider, a company’s culture may be hard to pin down. It may sound like one thing online, but feel very different when a candidate comes in to interview. If your company prides itself on its warm, employee-centric culture, try to assess if it comes across that way from the outside looking in.
This goes back to the idea of the candidate experience. If a candidate isn’t comfortable or the workplace “vibe” seems off to them in some way, chances are, they’re going to decline a job offer that might otherwise seem perfect. And ultimately, that’s in your best interest, too, because it’s not a good fit.
At the end of the day, there are numerous reasons why candidates reject job offers. Sometimes, it works out to your benefit, too. Learn how recruitment marketing strategies can help you attract the right candidates the first time around—and how Namely can help.  

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### Cannabis in the Workplace: What Employers Need to Know

Though cannabis is illegal by federal government standards, 21 states (including Washington, D.C.) have legalized it for recreational use and 39 states (including Washington, D.C.) legalized it for medicinal use. However, there has always been a blurred line when it comes to cannabis in the workplace.

What Employers Need to Know About Marijuana in the Workplace
1. Understanding Cannabis Legalization
At the federal level, marijuana is classified as a Schedule I drug under the Controlled Substances Act, which means that the federal government defines it as a substance with no medical use and high potential for abuse. However, states have enacted their own laws that have legalized it medicinally and/or recreationally.
Additionally, President Biden released a proclamation in late 2022 that requested the Secretary of Health and Human Services and the Attorney General to research and analyze how marijuana is scheduled under federal law.
So, which level of law should employers follow?
Federal law precedes state and local laws, however, the federal government expects states to enforce their own marijuana laws. Generally, the Justice Department often declines to pursue cases where individuals comply with state laws.
2. Developing Workplace Drug Policies
Workplace drug policies are often dependent on the nature of the business industry. For example, those working in manual labor industries (i.e. manufacturing, construction) are more likely going to establish a zero-tolerance policy than administrative roles.
Whichever approach you decide to take, it is important to ensure you take all precautions in creating a workplace drug policy (i.e. seek legal review from a licensed attorney who specializes in that area of law).To create a workplace drug policy, you should consider the following items:

Defining clear use and possession parameters
Providing access to support and resources for employees with substance abuse issues
Establishing processes for testing, including pre-employment screening and post-accident assessmentsAddressing positive results and/or legal implications (i.e. conviction, arrest)
Implementing proper training for management

Cannabis isn’t the only drug you need to address, either—learn how to craft a company alcohol policy.
3. Considering Medicinal Marijuana Use
Another legal consideration is state disability laws protecting employees from discrimination and enforcing reasonable accommodations for medical marijuana use. Though there are some exceptions for medicinal marijuana, such as safety-sensitive roles or federally regulated positions, employer drug testing and screening processes must comply with evolving state regulations.
For example, in states with medical marijuana protections under disability laws, employers should review drug testing connections to medical use before making employment decisions. Another example is ensuring proper medical certification is provided for reasonable accommodation requests and establishing clear policies on when it is acceptable to use (i.e. off-duty).
4. Defining the Difference Between THC and CBD
CBD, also known as cannabidiol, and THC, also known as tetrahydrocannabinol, are two of the natural components found in cannabis plants. Both interact with the endocannabinoid system, which controls bodily functions and processes, including sleep, mood, appetite, memory, and reproduction. However, THC is the component that causes the psychoactive effect that is often the focal point of debate in the legality of using cannabis in the workplace.
CBD is most commonly used to treat conditions, such as seizures, inflammation, pain, mental and mood disorders, inflammatory bowel disease, and migraines. THC can also be used to treat medical conditions, such as muscle spasticity, glaucoma, insomnia, pain, and nausea. However, both can cause side effects, such as fatigue, dizziness, slower reaction times, coordination problems, memory loss, and confusion.
It is important to know the difference between THC and CBD, the way it is used medically to treat various conditions, the impact it has on the body, and the influence this information has on your workplace drug policies.
5. Weighing Workplace Risks
It shouldn’t come as a surprise that marijuana use can negatively impact your organization’s bottom line—lower productivity, higher workers’ compensation and unemployment claims, higher turnover rates, and a higher volume of lawsuits.
In fact, a study by the National Institute on Drug Abuse reported that employees who tested positive for marijuana experienced 55% more industrial accidents, 85% more injuries, and 75% more absenteeism compared to those who tested negative.
Unfortunately, employers who establish zero-tolerance policies in states who have legalized marijuana are experiencing employment challenges. For example, a Colorado construction company had to seek out-of-state employees.
Though Cannabis Awareness Month is a great reminder to review and revamp your workplace drug policies, it is even more important to be proactive by remaining in compliance with local, state, and federal regulations. With the tight labor market and uncertain economy, utilizing a talent management software like Namely can help ensure you have access to top talent, background checks, and ways to track performance.

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### 5 Reasons to Implement a Reverse Mentoring Program

It’s likely you know what traditional mentoring is, where entry-level workers pair up with mid- to senior-level workers to build skills and develop expertise in a specific area of specialization. So, what is reverse mentoring?

Reverse mentoring removes the hierarchical prong of mentorship and encourages employees to engage with peers to transfer skills, knowledge, and understanding. The goal is to close skills gaps on both sides of the mentorship.
Reverse mentoring examples include the IT team delivering cybersecurity best practices to the organization, sales and marketing teams sharing processes to better assist each other, or a social media guru offering tips to promote the organization’s brand on social media platforms.
Benefits of Reverse Mentoring
1. Encourages Cross-Generational Learning
Removing the age factor in mentorship pairings opens a wide range of opportunities for employees to connect with team members from various backgrounds. This not only expands skill development, but also encourages cross-generational learning and development of stronger emotional intelligence.
2. Fosters Knowledge Exchange
Instead of solely one-way transfers of expertise, reverse mentoring fosters knowledge exchange between employees with different skill sets and competencies.
3. Promotes Diversity and Inclusion
Through reverse mentoring, employees are able to connect with other members of the organization they might not otherwise interact with. This can help promote diversity and inclusion through personal connections with team members from other departments that may come from different backgrounds and possess skill sets compared to one’s native department.
4. Integrates Technology Adoption
Organizations might use various systems and processes. Integrating a reverse mentorship program can introduce employees to new technology. Through these pairing, employees have the chance to upskill and reskill.
5. Builds Digital Skills
Though digital skills are not the only skills to benefit from reverse mentoring, they are the most prominent skill set used in such programs. Digital skills can be beneficial to all employees involved, as discussed in the previous point, it helps integrate technology adoption.
How to Create a Reverse Mentoring Program
1. Identify Potential Partnerships
Review your organization and determine potential partnerships. Would it be helpful for your Client Relations team to connect with your Product Marketing team? Perhaps client insights from the Client Relations team can help guide your Product Marketing team to tailor their solutions to client needs. Or perhaps connecting your Sales and Marketing teams, if they aren’t already combined. Even hosting informational sessions on products, IT best practices, and other helpful training can be great opportunities for employees to learn and develop their skills.
2. Set Clear Goals and Expectations
Like any great strategy, it is important to outline the goals and expectations of your reverse mentoring program. What do you hope your employees will accomplish? What business initiative can a reverse mentoring program help to achieve? Make sure that once you have made a decision, you communicate it clearly to your organization and the employees you wish to participate.
3. Determine How to Measure Results
One area many organizations fail to consider is how to measure the results. Explore the ways you can measure the success—or failure—of your program. Consider having employees set individual goals at the beginning of the program. At the end of the program, you can have employees complete a self-evaluation to see how effective their reverse mentoring experience was. Whatever you do, find a way to ensure your efforts don’t go unmeasured.
4. Create a Forum for Feedback
The best way to improve even a successful program is to offer an opportunity for participants to express any areas they would like to explore that might not have been included, skillsets that aren’t available through your organization or program, or perhaps parts of the program that could work better. It’s also beneficial for team members to be able to provide insights on what they liked, would like to keep, and perhaps would like more of.
5. Review and Revamp (as Necessary)
Your first run is likely going to have room for improvement. Through your measurements, take the time to review what worked and what didn’t work. From there, you can revamp your program to encompass the feedback received and try again. Continue to refine your program as you go.
Reverse mentoring is a great talent management tool that can offer invaluable results for your organization. If you’re looking to integrate a way to track goals and performance management, Namely’s talent solutions might be a great tool to explore. 

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### How 360 Degree Feedback Can Help Boost Performance

Long gone are the days of traditional performance reviews—360 feedback is becoming the new normal. As younger generations are entering and becoming the majority in the workplace, so are the preferred ways of receiving feedback. 

Millennials, who are now becoming the majority of managers across organizations, and Gen Z workers are more interested in the type of feedback more so than the frequency of it. For example, both generations want open and transparent leaders that prioritize employee well-being, as well as diversity and inclusion.
A majority of Gen Z prefers multiple, brief check-ins and real-time feedback from their managers—and preferably face-to-face. Millennial preferences aren’t too far off, either—most prefer consistent feedback, which is why a 360 degree feedback is most effective.
So what is 360 degree feedback? It is a method of employee performance review that provides each worker with feedback from their direct supervisor or manager, peers, direct reports, other coworkers, and sometimes even customers.
360 feedback questions are often provided in a template with affirmations and opportunities for relevant skills and performance areas, such as:

Collaboration
Communication
Initiative
Attitude
Professionalism
Quality of Work
Meeting Goals
Job Knowledge

Some 360 feedback examples include input from a direct supervisor, indirect supervisor, peers from the employee’s direct team or department, coworkers from other teams or departments, and an opportunity for the team member to provide feedback to their direct supervisor or manager. In providing opportunities for improvement to their direct supervisor or manager, workers might discuss leadership skills (i.e. addressing micromanagement, communication skills), project management (i.e. delegating workload, clarity of instructions), and engagement (i.e. trustworthiness, approachability, expresses empathy).
360 Feedback Tool Benefits
1. Develops self-awareness
Sometimes adding new perspectives outside of a norm can provide fresh insight into affirming positive behaviors and bringing to light areas of improvement. It also provides an opportunity for peers and coworkers outside of teams and departments to provide recognition, appreciation, and objective feedback.
2. Identifies strengths and weaknesses
With heightened self-awareness, employees can acknowledge strengths and weaknesses, and lean in on their team for support. This can boost employee accountability and productivity, as well as strengthen the overall team and organizational culture.
3. Improves goal setting
By understanding external perception and feedback, individuals and teams can improve goal setting. If an employee receives constructive feedback, like needing improvement on presentations, honing their presentation skills could lead to the team meeting or exceeding their goals more consistently. 
4. Enhances the performance review experience
360 feedback helps close the feedback loop and thus enhances the performance review experience by providing more useful, real-time constructive criticism to employees. Additionally, 360 degree feedback can help combat bias through a fairer, more balanced assessment.
Namely’s talent management solution offers 360 feedback, goal alignment and tracking, and continuous feedback to empower, engage, and re-ignite your people. To ensure the best strategy, explore performance reviews and feedback best practices.

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### Autism Awareness Month: Workplace Invisible Disabilities

April is Autism Awareness Month, which makes it the perfect time to discuss invisible disabilities in the workplace. Invisible disabilities are, by their nature, often overlooked and misunderstood—but when employers hire and develop employees with invisible disabilities, their workplace is richer for it.


What Are Invisible Disabilities?
According to the Invisible Disabilities® Association, an invisible disability is “a physical, mental or neurological condition that is not visible from the outside, yet can limit or challenge a person’s movements, senses, or activities.”

Some examples of invisible disabilities include diabetes, arthritis, and chronic fatigue. However, in honor of Autism Awareness Month, let’s focus on invisible disabilities related to neurodiversity. Or more specifically, neurodivergence—i.e., differences in brain function from “neurotypical” thinkers. Common forms of neurodivergence are Autism Spectrum Disorder (including Asperger’s syndrome), attention deficit hyperactivity disorder (ADHD), and other mental health disorders.

Individuals with autism and similar invisible disabilities have long faced major barriers to employment. However, because they think differently, they have traits that employers increasingly value—innovative thinking, problem-solving, and technical abilities—which is why more employers are starting to see them.
A Fresh Take on Autism in the Workplace
Over the last decade, a handful of forward-thinking employers have begun actively recruiting candidates with autism to tap into their unique skill sets, like creative thinking, hyperfocus, and attention to detail. JPMorgan Chase, SAP, and Hewlett Packard all have developed such programs.

In fact, the Israeli army routinely relies on young adults with autism to perform military intelligence research and analysis, finding they far outperform their neurotypical peers.

That holds true in U.S. business offices, too. For example, JPMorgan Chase reports that employees in its Autism at Work program are 90–140% more productive than their neurotypical workers and make fewer errors.

For many employers, this represents a largely untapped talent pool—and some intriguing possibilities.
Embracing Invisible Disabilities in the Workplace
It is essential to research state and federal laws governing paid and unpaid internships. While some unpaid internships are compliant (about 40% of internships are unpaid), they can be risky, as recent lawsuits have proven.

Ask your legal counsel for input. Chances are, you’ll conclude that the safest course is to compensate interns—and you’ll attract more qualified candidates that way, too. According to Indeed, the average wage for interns is $18.04 per hour, although some tech companies pay much more.
1. Educate Your Workforce
It’s important that throughout your organization—leaders, managers, team members—understand what invisible disabilities are and how they may impact a coworker’s behavior and performance.

For example, employees with autism often misinterpret social cues, make poor eye contact, and are hypersensitive to noisy, busy environments—all which can lead to misunderstandings and even conflict. In order to maintain a harmonious workplace, coworkers need to understand the reasons behind what may seem like odd or antisocial behavior.
2. Provide Reasonable Accommodations
Under the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations for employees with disabilities. Common autism workplace accommodations include providing noise-canceling headsets and lighting adjustments to minimize sensory overload and task management apps and tools to help workers stay on point.

Providing flexible work arrangements—including flexible hours or remote and hybrid work options—may also be helpful to employees with invisible disabilities. The best approach is to work with the employee to identify and implement accommodations for their needs.
3. Create a Culture of Workplace Inclusion
Individuals with invisible disabilities—especially those who are neurodivergent—often face a lifetime of bullying, ostracization, stigma, and discrimination. Sadly, this happens in the workplace, too. Chances are, your anti-discrimination policy prohibits such behavior, but because neurodivergent employees are exceptionally vulnerable, it’s critical to be vigilant in guarding against it.

Creating a culture of workplace inclusion is beneficial on so many levels. In this case, it might mean creating opportunities for neurodivergent employees to work and socialize with their coworkers, but in carefully-structured environments that won’t overwhelm them. Or, consider matching neurodivergent employees with neurotypical buddies or mentors who can help them navigate the complexities of workplace relationships.

The possibilities are unlimited, and your employees—neurodivergent and neurotypical alike—may have some great ideas.

No doubt about it: employees with autism and other invisible disabilities have much to offer employers who wish to broaden their talent base. Learn how emphasizing disability representation in your DEI initiatives can further enrich your culture and workplace.



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### The Benefits of Practicing Mindfulness at Work

From insensitive comments to common phrases, scents, and situations, the workplace can become a frequent place to experience triggers. A trigger is any stimulus that causes you stress. Taboo topics, a specific person, a date, or a power difference are just a few of many triggers.

There is no definitive explanation for the cause of triggers, but some researchers believe there is a difference between the way the brain stores memories of traumatic events and non-traumatic events. For example, the brain can interpret a post-traumatic experience as a current event, which can then create a fight or flight response.
There are four main types of triggers:

External: Typically senses, like sounds, images, and scents, that elicit responses based on past experiences. An example of an external trigger would be smelling the fragrance that a deceased loved one wore.
Internal: These are intense feelings resulting from past experiences. An example of an internal trigger could be fear of scheduling a medical appointment after a negative healthcare experience.
Trauma: A powerful reaction stemming from past trauma. A common example is loud noises (i.e. fireworks) that can cause traumatic triggers in combat veterans.
Symptom: These generally result from a physical change which can lead to larger mental health issues. For example, a lack of sleep could cause symptoms of bipolar disorder to surface.

Because triggers often cause an emotional reaction, it is imperative for those who may have experienced a traumatic event to practice mindfulness to develop a better response to potential triggers and to communicate with peers on how to navigate such triggers.
Mindfulness in the workplace can offer incredible benefits to both employees coping with triggers and their peers.
Benefits of Mindfulness in the Workplace
Mindfulness at work has proven beneficial to both employers and employees. Here are just a few of the benefits of mindfulness in the workplace.

Supports Healthier Relationships. Building strong workplace friendships is important for career success because healthy workplace relationships can positively impact issues, by buffering stressors, fostering effective communication, and promoting creativity and collaboration. Positive social relationships can also strengthen empathy and response flexibility. Employees who practice mindfulness are more likely to experience neutral responses that garner greater acceptance by coworkers.
Increases Performance. Mindfulness can elevate workplace performance through task-specific demands. For example, if a role requires interaction with heavy emotional content, time to decompress and the ability to regulate emotions can facilitate improved performance. Additionally, mindfulness is associated with fewer cognitive deficiencies, like forgetfulness and distractions.
Strengthens Decision-Making. Mindfulness develops a stronger intuition, which can lead to better decisions. For example, heightened awareness of “gut feelings” can increase task performance, especially at higher levels of expertise. It also reduces decision bias thanks to focused attention on internal and external stimuli.Boosts Job Satisfaction and Employee Morale and Engagement. Mindfulness has been linked to positive job satisfaction due to a more proactive (vs reactive) approach to workplace stressors. Mindfulness also boosts job satisfaction through increased self-determined behavior, which is behavior aligned with personal needs and values. Practicing mindfulness can also enhance employee engagement and reduce burnout and turnover.
Enhances Adaption to Change. Change can be difficult in the workplace, especially if it is perceived negatively. However, mindfulness aids employees in coping with organizational change by reducing ego-defensive reactivity and encouraging objectivity. For example, employee resistance to change is often the reason for workplace changes, but mindfulness allows employees to approach with calmness and an objective perspective.
Develops Leadership Skills. Organizational and executive leadership concerns with leadership development have long been disconnected. However, lack of self-awareness has been reported as the top factor jeopardizing potential leadership success. Increasing mindfulness can help employees recognize areas of improvement and opportunities to set themselves up for leadership roles, such as upskilling and reskilling.

How to Practice Mindfulness at Work

Identify personal triggers. The first step in practicing mindfulness is identifying personal triggers. Consider past experiences—who or what was involved? Where, when, and why did it occur? Were there any noticeable patterns or warning signs of risk of such an event to transpire? How did you react? How would you have wanted to react? These are important questions to ask.
Understand your response. Once you’ve identified the trigger and answered some of the questions—try to understand your response. Do you always respond the same way to that trigger? What do other people who were present for that experience observe of your behavior(s)? It’s important to determine the thought process that leads to your trigger and the way you respond.
Change your thought process. The hardest part can be changing your thought process, but it’s also the most important. Brainstorm ways you can address your triggers and the way in which you respond to them. Leaning on loved ones or seeking professional help can provide you insight as to what’s happening in your thought process in order to better control your response to them.
Consider trigger warnings. Though trigger warnings can contribute to avoidance behaviors, they can also prepare you for potentially triggering materials or situations. Perhaps utilizing trigger warnings until you can develop an effective response plan to cope with your triggers might be useful.
Practice self-care. Lastly, prioritize self-care. This can be in the form of talking to someone you trust (i.e. a loved one, friend, coworker, or therapist) or mindfulness techniques like meditation, deep breathing, and journaling. Your self-care should focus on reducing stress, cultivating mental clarity, and strengthening your mental state.

Mindfulness offers businesses invaluable benefits. Through continuous feedback, goal tracking and alignment, and competencies, Namely’s talent management solutions can help simplify the way you support your employees.

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### How to Start an Internship Program for Your Business

Happy National Internship Awareness Month! Did you know that interest in internship programs is increasing? 

Internship programs benefit both employers and students, allowing students to jumpstart their professional development, while boosting employers’ talent acquisition efforts. In fact, in a survey of recruiting strategies targeting entry-level employees, employers overwhelmingly say that internship programs deliver the best ROI.
That said, developing a successful internship program requires thoughtful planning and execution. If you’re wondering how to start an internship program, consider our eight-step playbook on how to start an internship program that will enrich your workforce and benefit your future interns.
1. Identify Your Internship Program Goals
You can’t design an effective internship program without knowing your “why.” Is your goal truly to jumpstart talent acquisition? Cross some backlogged projects off your to-do list? Or are you interested in mentoring tomorrow’s business leaders?
Understanding your objectives will influence everything that comes next, from who you hire to how you develop and use your interns’ skills. 
2. Define Your Internship Program Framework
Once you’ve established your goals, you can start constructing your internship program framework. Start by answering these questions:

When will your program start and end? Is it a seasonal program, for example, a summer internship program?
How many interns would you like to hire—and for which departments?
Will your interns work in the office or virtually?
What kind of work will your interns perform?
What qualifications will you require?
How will you enhance your interns’ career readiness?

Of course, your budget may impact your program’s scope—which is why your next question should be: to pay or not to pay?
3. Learn Internship Program Legalities
It is essential to research state and federal laws governing paid and unpaid internships. While some unpaid internships are compliant (about 40% of internships are unpaid), they can be risky, as recent lawsuits have proven.
Ask your legal counsel for input. Chances are, you’ll conclude that the safest course is to compensate interns—and you’ll attract more qualified candidates that way, too. According to Indeed, the average wage for interns is $18.04 per hour, although some tech companies pay much more. 
4. Create a Detailed Internship Program Policy
Creating a comprehensive internship policy ensures that your interns and managers are on the same page regarding expectations, responsibilities, and benefits. Your internship program policy will resemble your standard HR policy in many respects, including compensation, work hours, and performance evaluations. 
5. Craft a Professional Development Plan
The more skill-building opportunities you offer, the more competitive your internship program will be, so your onboarding and training programs matter. Furthermore, providing interns with mentorships to help them navigate the workplace will help ensure their success.
Bonus: if the objective of your internship program is talent acquisition, vibrant mentorships can improve conversion rates down the road.
6. Recruit Your Interns with Care 
Internships are short-term by nature, but when it comes to hiring, it’s wise to follow your standard hiring process: posting job descriptions, screening applicants, conducting thorough interviews, and background checks. However, since student resumes are often slim, you might also request personal essays or sample projects to get a better read on their skills.
7. Plan a Rich Intern Experience
If you fill your interns’ time wisely—training, assignments, performance reviews—you’ll all get more from their internship. Regular check-ins with managers are key, of course, as well as opportunities to interact and collaborate with coworkers. These experiences will help interns succeed and contribute to their professional development, while revealing if they’re a good cultural fit for your organization. 
8. Establish Metrics for Evaluating Your Internship Program
When you invest in an internship program, you want to ensure that it’s meeting your objectives. Determine your evaluation criteria in advance, whether by tracking project completion rates, performance evaluations, and/or eventually, hiring rates.
Survey your interns to collect their feedback on how your program impacted their career readiness. Each year, you can use that data to continue enhancing your internship program.
Making a robust internship program part of your recruiting and talent management strategy is a smart move all around. Now that you know how to start an internship program, learn how to convert high-performing interns to permanent employees!

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### Tax Day 2024: Get Our Tax Preparation Checklist

Updated April 1, 2024
Monday, April 15, 2024, also known as Tax Day, is the last day to file taxes. Though businesses have varying tax deadlines from individual taxes, it is important to be as prepared as possible.
Tax preparation can be tedious, but there’s nothing worse than being underprepared or incurring hefty penalties and fines. Your first question might be, “What documents do I need for taxes?” And though that answer may vary, here is your tax documents checklist:

Financial Statement: This typically includes cash flow statements, a balance sheet, and an income statement, which provides a high-level overview of your business’s financial operations.
Capital Asset(s): An asset(s) that benefits your business, such as land, equipment, or vehicles, which is used to determine the impact to your company’s bottom line.
Vehicle Use Records: If using a personal vehicle for business purposes, you can write off some of your vehicle operating expenses as a tax deduction.
Home Office Expenses: Like a personal vehicle, if you use a portion of your house exclusively for business or meet regularly with clients in your home office, some home office expenses can be written off as a tax deduction.
Mortgage Interest and Property Taxes: In-line with the home office expenses, you can also make deductions from your mortgage interest and property taxes.

Depending on what type of business you own, generally, there are five types of business taxes:

Employment Taxes: these taxes include W-2 forms (i.e. wages, tips, and other compensation paid to each employee), federal income tax, Social Security, Medicare, federal unemployment (FUTA), and state unemployment (SUTA) (if applicable) taxes.
Income Tax: Income tax is the government imposed tax on income produced by businesses. It is typically used to support public services, government initiatives, and local communities. It is important for businesses and individuals alike to remain up to date on any changes, such as the impact of Form W-4 on federal income tax calculations.
Self-employment Taxes: This tax is applicable to individuals who run their own businesses and consists of Social Security and Medicare taxes.
Estimated Taxes: Estimated taxes are typically payments made to the IRS throughout the year when salary or pension is not enough, or if an individual receives income from interest, dividends, alimony, self-employment income, capital gains, prizes, or awards. According to the IRS, sole proprietors, partners, and S corporations typically expect to make estimated tax payments if they predict owing $1,000 or more in taxes.
Excise Taxes: Excise taxes are applied to various goods, services, and activities, which depending on the excise tax, can place liability on manufacturers, retailers, or consumers.

Checklist for Tax Preparation
Additionally, it is important to remember the following items:

Remembering important tax deadlines. Business tax deadlines can vary from personal tax deadlines, and organizations tend to have more important ones than individuals. Some of the deadlines include previous year’s quarterly estimated tax payments, W-2 forms and 1099 forms for any employees or independent contractors hired the previous year, contributions to retirement savings plans, and filing extensions. The Internal Revenue Service (IRS) also creates yearly tax calendars to highlight important tax deadlines for different types of businesses.
Filing tax returns. The fastest and most accurate way to file taxes is electronically. If you find you need more time to file taxes, you are able to request an extension—partnerships, S corps, and C corps can use IRS Form 7004 and sole proprietors can use IRS Form 4868. Though the IRS usually grants a six-month extension to those who request one, it is important to note that extensions do not extend the timing of the payment on your taxes. You will need to estimate tax payments and provide the funds by the tax filing deadline regardless of extension.
Ensuring data privacy. Tax season is also a prime time for identity theft scams. Employers need to remain diligent in protecting employees’ data. Though the IRS has progressively improved identity verification and protections of data privacy, organizations should focus on amping up cybersecurity training and brush up on recordkeeping laws. Stay proactive on recent scams to better inform your employees and protect employee data during tax season.
Other considerations. If you are impacted by a natural disaster, the IRS often postpones tax deadlines for those in a federally declared disaster area. For example, the IRS postponed tax filing and tax payment deadlines for those impacted by the September 2020 California wildfires.

While mistakes can happen, especially if you are rushing to file your taxes, partnering with an HR tech company can simplify the process for you. Namely offers valuable payroll tech that can help you manage tax-related issues, such as tax calculations and updates, electronic state and federal W-4 forms, mobile 1099 forms and W-2 forms, and reporting (i.e. quarterly and year-end reports). Learn more about Namely’s payroll solutions today.

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### Sexual Assault Awareness Month: Harassment Training

April is Sexual Assault Awareness Month, which is a timely reminder for employers to review their sexual harassment training.

Did you know that at least 50% of workers are harassed based on their gender? Yet, a majority of individuals who experience sexual harassment in the workplace do not report it due to fear of career impact.
And it makes sense since at the state level, only six states—California, Connecticut, Delaware, Illinois, Maine, and New York—require sexual harassment training, as well as Chicago and New York City. However, other states like Colorado, Florida, Hawaii, Iowa, Maryland, Massachusetts, Michigan, Ohio, Oklahoma, Rhode Island, Tennessee, Utah, Vermont, and Wisconsin have laws that encourage anti-harassment training. These laws also require training to occur on a regular basis, i.e. every two years.
More than 90% of companies that implement an anti-harassment training program do not measure the effectiveness of it. Additionally, the companies that do measure effectiveness find that traditional harassment training is not effective in prevention.
As a result, industry and HR professionals are encouraging employers to revamp harassment training, provide training more frequently, and incorporate it through a workplace culture that encompasses respect and professionalism.
How to Prevent Sexual Harassment in the Workplace
Though it may be required by some states and legislation, it is critical for employers to be proactive in preventing and addressing workplace harassment.
1. Updating Code of Conduct
If you haven’t already, now is the time to review and update your organization’s Code of Conduct, especially on reporting procedures, inappropriate behavior, and general company culture policies. Clearly define important subjects like harassment, discrimination, and bias, as well as the required harassment training topics, frequency, and expectations of all employees.
2. Defining Sexual Misconduct and Discrimination
Though many have endured sexual misconduct and discrimination, most do not report it. This can stem from not fully understanding what is included within those definitions, as well as fear of retaliation or impact to careers if it is reported. The best way to define important harassment-related terms is through proper training that covers real-life experiences and scenarios.
3. Establishing and Communicating Reporting Procedures
According to the American Psychological Association, 75% of adults reported higher stress levels in the past year. Additionally, 26% of adults expected stress levels to increase in 2023. Implementing stress management methods, whether through subscriptions for meditation apps, yoga classes, or bringing in third-party vendors to educate and train employees on stress management techniques  can provide workers  the tools they need to manage their stress better. Another way employers can alleviate stress is managing workloads through increased touch points, as well as delegating projects and tasks more effectively and efficiently.
4. Cultivating Bystander Intervention
A bystander ultimately has the opportunity to either condone, intervene, or do nothing in a situation where misconduct is being observed. Unlike the bystander effect—where individuals are less likely to help or intervene due to ambiguity of the situation, redistributing responsibility due to multiple bystanders, and/or social influence of other bystanders’ inaction—bystander intervention is the ability for an individual to recognize misconduct and take action to intervene or challenge the situation.
5. Understanding State and Federal Laws
Navigating federal and state harassment laws can be exceptionally complex and time consuming. Investing in legal alerts to inform you of any changes to local, state, and federal harassment laws and regulations can help keep you in compliance, as well as provide sexual harassment training and best practices for your organization.
Implementing continuous feedback can help strengthen manager-employee relationships and create a positive culture where employees feel safe reporting inappropriate behavior in the workplace. Our new eBook on empowering women also provides tips and best practices to address and prevent sexual misconduct and discrimination.

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### Building Work Relationships: Good or Bad for Productivity?

Coworker relationships play an essential role in virtually every work environment. After all, very few of us work in a vacuum. But does building relationships at work increase workplace productivity—or have the opposite effect? 

From what we’ve learned, it can go either way, depending on how employers manage their company culture, workforce, and work environment. Here’s what we know about the connection between coworker relationships and workplace productivity—and how to keep them both positive.
The Good: Interpersonal Relations at Work Offer Many Benefits
Healthy workplace relationships are advantageous for both employers and employees. For example, a recent Gallup study found that employees who have a best friend at work are not only more engaged, but demonstrate increased productivity at work.
Gallup found that coworker friendships are strongly linked to positive business outcomes, including profitability, worksite safety, and employee retention. Workers with “besties” are less likely to experience boredom or burnout and will engage more effectively with colleagues and customers.
Interestingly, Gallup also found that workplace friendships particularly benefit remote and hybrid workers by allowing them to feel more informed and connected, improving communication, and creating trust.
And there’s more—several studies indicate that workplace relationships lead to greater creativity and innovation, plus enhanced knowledge sharing, which benefits both employees and their organizations. 
The Bad: Negative Relationships Can Hamper Workplace Productivity
As with most things, there is a flip side here. When interpersonal relations at work take a negative turn, it can depress productivity and morale.
Case in point: CareerBuilder recently surveyed 5,000 employees and managers to identify the top 10 productivity killers. On that list includes office gossip, too much coworker chit-chat, and excessive break times.
In addition, when employees feel compelled to conform with their coworkers, it can create a stagnant groupthink mentality that crushes creativity.
Even more potentially damaging is when employees form cliques, some workers are inevitably excluded, which can lead to their disengagement. And if those coworkers are bonding over perceived grievances, they may feed each other’s resentment, potentially creating a toxic work environment for everyone around them. 
How to Build Positive Relationships at Work
Our conclusion: it’s clear why building relationships at work is important—as long as they’re of a positive nature. It’s up to an organization’s leadership, HR, and managerial team to set the right tone and expectations that leads to increased productivity at work, while nipping negative behaviors in the bud and engaging in proactive conflict resolution.
By creating a work environment that supports positive coworker relationships, employers can leverage their many benefits. Here’s some tips for building healthy workplace relationships:

Nurture an inclusive, family-like company culture that celebrates individual and company achievements and encourages camaraderie and trust.
Create opportunities for team building and collaboration through group projects and goal-setting/tracking. Offer internal networking opportunities through company events and fun activities. In one survey, 46% of employees said a monthly after-work drink is their preferred method of coworker socializing.
Ensure that company leaders model relationship-building, regularly interacting with—and getting to know—employees. For example, manning the grill at the company picnic makes a lasting impression.
Embrace unusual meeting formats, such as “walking meetings”—a practice embraced by tech leaders like Google, LinkedIn, and Facebook. According to a Stanford University study, group walks increase attentiveness and mood, while boosting creativity by 60%!

Done right, encouraging interpersonal relations at work is part of a smart talent management strategy that increases workplace productivity and greatly benefits employees, too. For more on this, learn how workplace friendships not only improve job satisfaction, but lead to greater career success.   

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### World Health Day: 4 Creative Ways to Celebrate at Work

World Health Day is a day to celebrate the World Health Organization (WHO) foundation. This year’s celebration on April 7, 2023 is especially significant as it marks seven decades of promoting health, maintaining global safety, and helping the underserved. Additionally, it is an opportunity to inspire change in healthcare across the world. Each year the celebration focuses on addressing and improving a specific public health concern—this year’s theme is Health for All.

Because you might be wondering how to celebrate World Health Day, we’ve created a list of four creative ways to celebrate in the workplace. 
How to Celebrate World Health Day at Work
1. Promoting Mental Health Care
As mental health issues continue to increase, access to healthcare is even more difficult. According to a Mental Health America survey, 28% of respondents who reported having a mental illness were able to obtain the care they needed. Affordability, lack of knowledge of resources available, and inflexible schedules were the top three challenges in finding adequate healthcare. Not only is it important to provide access to mental healthcare services through your health insurance coverage, but it is equally important to create a positive workplace culture for mental health.
2. Supporting Work-Life Balance
The COVID-19 pandemic highlighted the importance of work-life balance as mental health care issues skyrocketed. As a result, more organizations are looking to focus on general wellness and offering benefits that support all facets of health (physical, mental, social, etc.). One way to nurture overall employee health and well-being is to support work-life balance. Employers need to rethink wellness benefits and take a pulse survey on what they can do to help their employees reach an acceptable equilibrium. From flexible scheduling and hybrid workplaces, to building unique voluntary benefits and elevating company culture, there are plenty of ways to support a more balanced workload.
3. Implementing Stress Management
According to the American Psychological Association, 75% of adults reported higher stress levels in the past year. Additionally, 26% of adults expected stress levels to increase in 2023. Implementing stress management methods, whether through subscriptions for meditation apps, yoga classes, or bringing in third-party vendors to educate and train employees on stress management techniques  can provide workers  the tools they need to manage their stress better. Another way employers can alleviate stress is managing workloads through increased touch points, as well as delegating projects and tasks more effectively and efficiently.
4. Focusing on Physical Activity and Healthy Eating
Regardless of your benefit offerings, there are smaller ways to support physical activity and healthy eating in the workplace. Perhaps alongside your coffee station, you can install a water refill station. In addition to the sweet treats and drinks in the vending machines, consider healthier options—whether that be a self-serve snack station or nutritious choices in the vending machines is up to you.
If you’re looking for ways to revamp the way you attract and retain employees, explore some of Namely’s incredible talent management features—like continuous feedback, 360 performance management, and goal alignment and tracking. Whatever core HR competencies you seek, Namely is here for you.

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### Transgender Day of Visibility: Resilience and Empowerment

Gender identity and diversity are not as uncommon in workplace discussions today as they were years ago. A recent survey found that 1.6% of adults in the U.S. are transgender or nonbinary with 5.1% of those adults under 30 years old. Additionally, the use of pronouns has been gaining traction with 26% of adults reporting that they personally know someone who uses “they” instead of just “he” or “she”—up from 18% in 2018.

A diverse workforce has also shown to provide invaluable benefits to businesses—35% higher financial returns than national averages. But many LGBTQ+ employees are still facing fear of rejection, discrimination, and other negative repercussions of revealing their identity and living out their authentic selves. A survey revealed that LGBTQ+ employees who felt inclined to suppress their identity also experienced increased levels of stress and anxiety surrounding health issues and work-related complaints.
International Transgender Day of Visibility is a day to celebrate the resilience and empowerment of transgender and non-binary individuals by promoting their voices and experiences, as well as attracting attention to the poverty, discrimination, and violence the communities face.
Although there has been change throughout the nation over the years—the 2020 Supreme Court decision to uphold Title VII of the Civil Rights Act of 1964 to protect LGBTQ+ discrimination in the workplace and President Joe Biden’s proclamation—there is still a long way to go.
4 Ways to Protect and Support LGBTQ+ Workers
1. Update Workplace Policies
The first step is reviewing your workplace policies and updating—or where necessary—revising them to incorporate appropriate, gender-neutral language. For example, instead of using “he” and “she,” use “they.”
Other company policies to consider include creating unisex bathrooms where nonbinary individuals (and transgender) may feel more comfortable, incorporating pronoun selection to existing internal processes (i.e. signature lines) and/or recruiting (i.e. equal employment opportunities sections on job descriptions and applications), and addressing related issues that may arise (i.e. complaint process).
2. Invest in Regular Training and Education
The first step in protecting and supporting LGBTQ+ workers is conducting regular training and education. These training sessions might cover topics, such as bias (i.e. gender, unconscious), discrimination, emotional intelligence, microaggressions, and terminology (i.e. trigger words, appropriate terms and use). Consider incorporating an educational session led by a professional speaker in your DEIB initiatives. Training and education can not only provide your employees with information on the topic, but also the resources and tools to navigate a topic that might be uncomfortable or unfamiliar to them.
3. Explore and Expand Benefits
One way to include LGBTQ+ employees in benefits offerings is to extend healthcare benefits to domestic partners of employees. This includes paid leave, bereavement, mental health, and pharmaceutical coverage. Ensuring gender transitioning benefits are covered under medical plan offerings is also a great way to showcase support.
Additionally, in taking pulse surveys, it is important to maintain anonymity, as well as provide employees an option to identify as LGBTQ+ and express concerns regarding their workplace experience.
Another great way to expand benefits for LGBTQ+ employees is to create support groups, such as employee resource groups or employee assistance programs. If your company doesn’t have one yet, explore developing a DEIB committee to initiate LGBTQ+ and other DEIB-related initiatives.
4. Partner with Compatible Organizations
What better way to support your LGBTQ+ employees than to partner with compatible organizations that can provide additional resources, tools, and support? From prominent national and international organizations like The Trevor Project and The Human Rights Campaign Foundation, to local organizations, forming alliances with opportunities to volunteer, donate, or promote (i.e. events, social media campaigns) are great ways to help support your transgender, nonbinary, and LGBTQ+ employees. For more LGBTQ+ organizations, click here.
If you’re looking for more ways to contribute to the conversation and be proactive in supporting underrepresented communities in your workforce, explore Namely’s HR Guide to Employee Activism and DEI.
Sources: World Economic Forum, My HR Toolkit, McGuire Woods, The Human Rights Campaign, GLAAD, Pew Research

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### Workplace Friendships Are Important for Career Success

Long-lasting friendships provide value to both personal and professional life. Yet, the importance of friendship in the workplace has become controversial to the degree of separating personal from professional.

However, Gallup reported that having a best friend at work directly impacts engagement, including liking coworkers, success recognition, and job satisfaction—and performance, such as profitability, safety, inventory control, and employee retention. Most notably, friendships in the workplace have a significant impact on employees’ probability to recommend their workplace and increase retention.
Following the effects of COVID-19, employee friendships have remained or declined with younger generations—Millennials and Gen Z specifically—seeing the biggest drop of about 12.5%. According to the Survey Center on American Life, employees are more likely to foster friendships at work than school, local neighborhood, religious meetings, or mutual friends. Research has also found the correlation between workplace friendships and increased employee productivity: friendships foster commitment, excellent communication, and support. Relationships are the top factor in determining workplace quality and job satisfaction. A Wildgoose survey confirms these findings by discovering that of those who reported having a best friend at work, 57% found work more enjoyable, 22% felt more productive, and 21% believed their creativity improved.
Friendships are much more important in the workplace than you might think. Here are some tips to create authentic relationships in the workplace and encourage employee visibility.
Tips to Foster Employee Connections and Promote Visibility
1. Encourage Introductions
With hybrid and remote arrangements, introductions are more important than ever. Encourage your employees to introduce themselves, including conversations about personal interests. Especially when onboarding a new hire, encourage your team to reach out and set up a one-on-one introductory call with the new employee to get to know each other.
One way to encourage introductions is through a buddy system. Pair your new hire with a senior employee to improve the onboarding experience. The senior buddy can provide new hires tips on best practices, how to find information and resources quickly, and foster connections with other team members. Microsoft found that their buddy system produced quicker productivity when new hires met with their buddy more than eight times within the first 90 days.
Another way to foster connections is increasing facetime. Where employees and/or an office presence is available, promote social interactions—grab a coffee, meet up for lunch, or catch up in the hallway. If fully remote, invite participants to use their videos. Though meeting fatigue is more commonplace in workplace settings, so is the lack of social interaction. Create an opportunity for a casual meetup where team members can take a break and chat for 15-30 minutes about non-work-related topics.
2. Provide Creative Networking Opportunities
Get creative! Offer a free or discounted lunch, coffee, or courses if employees invite a coworker. Adding bonuses like a dessert or small gift card for pairing up with an employee (or employees!) they don’t already know or have a working relationship with yet can provide even more ways for employees to connect.
Another creative avenue to foster internal networking is boosting collaboration opportunities. As described in a Harvard Business Review article, bands often live and breathe music—bring that to the workplace. Have a marketing team with different areas of expertise? Get all your designers together to do a fun design exercise. Gather your writers and initiate a non-work-related writing prompt. Whatever you do, find a fun way to create your own “jam sessions.”
Team-building activities are also fun ways to connect with others. In fact, a survey revealed that almost half (46%) of respondents prefer after-hour social gatherings to bond with their team. Just be mindful that those with young children might not be as open to attending after-hour events as it might require them to sacrifice time at home.
3. Incentivize Mentorship
Mentorship is a great way to connect diverse people who may not befriend each other otherwise. Many senior employees can learn just as much from junior employees as junior employees can learn from them. Aside from knowledge and skills, the two can take the opportunity to learn—and build a relationship—outside of a professional setting.
4. Normalize Authentic Conversations
Don’t force connections that aren’t there. The best approach is to provide the opportunities to build authentic relationships through real conversations. While you should be mindful of the questions you ask, it’s important to show interest in your employees’ personal lives. It can show that you care about them as a person, not just an employee. It could also open the doors to insight on their passions and what motivates them.
Have a reason to celebrate? Congratulate them, share with your team, show appreciation on social media. Simple gestures can show how much you appreciate them. Be sure to ask about personal preferences for recognition—it wouldn’t be great if you embarrassed an employee by announcing their birthday in a team meeting if they’re sensitive about their age. But the sentiment of acknowledging personal and professional milestones, successes, and progress, are all great ways to build a real connection.
Lastly, be mindful of employee visibility. With hybrid and remote workforces standardizing the workplace, it’s crucial that you keep employees engaged.
From friendships to general workplace culture, fostering authentic connections with coworkers can profit both employees and businesses alike. If you’re looking for some tips, tricks, and strategies for strengthening the manager-employee relationship, Namely’s guide will help you master it all.
Sources: Harvard Business Review, Business News Daily, Inc.

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### Create a Positive Employee Experience in Hybrid Workplaces

The employee experience consists of many facets that are influenced by external factors, such as work environment, opportunities, and culture. Exploring the different facets and strategies to create a positive employee experience with a hybrid workforce can help foster a more resilient, empathetic workplace.

1. Boosting Employee Engagement
Many organizations attribute benefit offerings, flexible work arrangements, and compensation packages as influences to engagement. And while they can be, Gallup provided that not setting clear expectations was at the core of decreased employee engagement. When there is confusion or mismatched expectations, employees feel disrespected and feel deceived in their role.
It is critical for managers to regularly communicate with employees about expectations, as well as consider how roles are structured to ensure expectations match role responsibilities. Weekly check-ins can boost employee engagement.
Another way to bridge the gap between remote employees is, if resources are available and the geographic locations permit, to select an office day that allows teams to come together and form longer-lasting bonds.
2. Fostering Employee Visibility
Disengagement can also stem from a lack of employee visibility. Executive and senior leadership should reflect and strategize ways to ensure all employees feel valued. This could translate to a company-wide pulse survey or even a state-of-the-company meeting where employees can be informed about company-wide news and initiatives, as well as voice any concerns they may have.
Employee visibility considerations include the type of visibility, level of visibility specific to role, and determining how to measure and analyze employee engagement. For example, will visibility be implemented across the organization, by department, by role, or by employee choice (meaning that employees select their level of visibility)? Level of visibility may vary depending on role, such as senior leadership needing a higher-level overview of what is happening whereas mid-level managers might need the more granular visibility to review project-based results.
Each business is going to have a different approach and preference to employee visibility, but it is imperative that businesses prioritize it and find a solution that works for them.
3. Supporting Employee Productivity
Experiencing burnout can leave parents feeling alienated and their feelings invalidated. Creating communities, such as employee resource groups or employee assistance programs, can foster connections for working parents and cultivate a sense of support and belonging. Mentorship programs can also benefit working parents by providing them tools and resources to navigate the hardships parenting often presents.
4. Cultivating Positive Company Culture
There are many factors that contribute to cultivating a positive workplace culture, such as people-oriented benefits like inclusivity and collaboration on projects to lifestyle preferences like schedule flexibility and access to unique benefits.
One way to foster inclusivity is to be transparent. If a significant organizational change is coming that might be perceived negatively (i.e. layoffs), provide transparency into the decision-making process and steps moving forward.
Collaboration is one part feedback, the other part accountability. From an organizational standpoint, collaboration could be in the form of employee surveys. Ask some difficult questions regarding company culture and open the door for feedback. But don’t stop there, otherwise all efforts will be lost. Make sure to implement the feedback received, even if it is simply providing an honest response as to why that feedback isn’t tangible at the moment. Hold your organization and leadership accountable.
Lastly, benefits are an evolving topic in the workplace and contribute significantly to company culture. Check the labor market and see what’s trending. What was trending last year in benefits may be vastly different from this year or the next. Keep a pulse on what your employees are seeking as well. Life circumstances change and so do demands. See how you can better support your employees and then see what services or solutions are out there to back their desires.
5. Creating Opportunities for Growth
One of the best avenues for retention is investing in employees’ learning and development. Over three-fourths of the workforce (77%) want to focus on work that matters to them. Promoting opportunities for growth can increase employee satisfaction, as well as open potential for new opportunities, such as promotions and lateral moves that more closely align with employee goals. Upskilling and reskilling employees allows workers to nurture existing skills, learn new skills, and take control of their career progress.
Mentorship is also another way to help employees grow, professionally and personally. Not only will they gain access to a seasoned industry professional, but also an opportunity to learn transferable skills.
A mindful approach to the employee experience and fostering employee visibility is redefining the way teams perform. Investing in the right software, resources, and processes can shape the employee experience and visibility at your company. If you’re looking for more information, read more on why the employee experience still matters.
Sources: HR Dive, HR News, HBR, Hive Desk, Built In

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### From Burnout to Balance: HR’s Role in Supporting Working Parents

Updated April 15, 2024
While overall burnout is a trending topic, parental burnout is a separate type of burnout that has significant impacts to employees. Parental burnout is defined as emotional exhaustion and feeling fed up, which can lead to parents distancing from their child, negligence, and violence. The call for organizational leaders and HR managers to step up to support working parents is louder than ever.
Last March, Namely and Vensure partnered in hosting a webinar, “Parental Burnout: How Employers Can Combat It in the Workplace.” The panelists included Kristen Lampert, Sarah Olin, Kate Gawlik, and Fran Moore. Touching on important topics as it relates to parents, such as factors that increase stressors, burnout’s connection to mental health and substance abuse issues, and detrimental impacts to children, the webinar opened an opportunity for not only employers and parents to receive guidance on finding solutions that work, but also validated many attendees’ feelings of parental burnout.
Why Leaders Need to Understand and Address Parental Burnout
Many leaders are familiar with burnout and know which members of their teams are parents. Understanding, addressing, and providing resources to alleviate parental burnout can not only help working parents thrive, but also cultivate a positive culture that values employees and validates their feelings.
Identifying parents who are experiencing work-life conflict, perfectionism, low emotional intelligence, or co-parenting disagreement is critical. Kristen Lampert, founder of Parental Shift Coaching, explained, “When an employee is saying they have had enough, listen and pay attention. They are really asking for help.”
Kate Gawlik, Associate Professor and academic speaker at The Ohio State University, also adds that work is often and can be an escape for parents and as such, employers can provide small changes that can tip the scales in a more positive direction. For example, implementing additional touch points, flexible scheduling, return to work plan for new parents, and childcare options for sick days or emergency situations.
From an employer standpoint, Fran Moore, Namely’s Customer Success Team Lead, offered that through helping parents integrate their personal schedules (i.e. dropping-off and picking-up children, extracurricular activities, etc.) can provide managers and employers a better understanding of their bandwidth and availability.
“The more we know about parental burnout, the better we can work to determine the employee’s space for new projects and [responsibilities] they can realistically [handle] without feeling stressed by their two biggest roles: parent and employee,” Fran said.
3 Ways Parents Can Manage Burnout
1. Practice Mindfulness. Kate’s research has provided extensive data to support the prominence of parental burnout and dire calls to help manage it. So how can parents better address burnout? Though there are many tools parents can use, Kate believes the gateway to overcoming burnout is identifying when it is starting and immediately taking preventive measures to reduce it.
“One of the biggest problems with burnout is that once you are feeling it for too long, it is harder to get out of it, both for you and for your children. Habits can be quick to start and hard to stop. You need to evaluate your stressors and your resources,” Kate explained. “Reframing and mindfulness are wonderful things to practice as parents. Instead of, ‘My child is doing this thing to annoy me,’ reframe it to say, ‘My child clearly needs something from me right now and I need to find out what it is.’"
2. Ask for Help. It is not shameful to ask for help. “The more you communicate what you need, the more help your team at work and your loved ones can do to help you,” Fran explained. Kate added, “Most importantly, if you are feeling that your burnout is moderate, severe, or affecting your relationships or life in negative ways, you need to ask for help and change what you are doing. The definition of insanity is doing the same thing over and over and expecting different results. This may be making an appointment with a healthcare provider or counselor, connecting with other parents, or evaluating your resources and stressors.”
3. Control What You Can. As a parent, you can block off time on your work calendar where you know you will need it. For example, dropping off and picking up kids from school or daycare, or 15-minute breaks to rest and reset. Ask your manager to provide as much predictability as possible. Have recurring meetings that interfere with daycare or school schedules? Ask your manager if there’s a better day or time that can accommodate your children’s schedule.
“Oftentimes I see parents who are only willing to ask for help when they are already on the floor in a puddle. Start small and start with wellbeing. Without our wellbeing, we aren’t going very far, personally or professionally. Start taking new action,” Sarah Olin, CEO of Lumo Leadership and Employer Solutions for Parents explained. 
5 Ways Employers Can Support Parents
1. Parental Leave. Many organizations have shifted towards adding parental leave to their benefits package. However, outside of adding parental leave, consider the timeframe provided, whether or not it is paid leave, and/or other resources you can produce to support your new parents.
2. Childcare Support. One of the greatest challenges working parents face is finding quality, affordable childcare. As childcare prices have increased over the years, securing reliable childcare service has proven difficult. Whether you find a resource for on-site childcare, partner with local childcare providers for discounted services for your employees, or you are able to afford a financial allowance or assistance, anything to help ease the hurdle of adequate childcare support can reduce parental burnout.
3. Lead with Empathy. “Train leaders to provide autonomy and support to working parents,” Kristen said. “These two values, according to a recent Harvard Business Review study, have a universal impact on the health and well-being of your employees’ children. Think about that for a second—the more your culture provides support and autonomy to its workers, the healthier and happier their families will be!” Sarah also added, “When leaders are in relationships with their people—it leads to connection, understanding and results. Check in. Slow down. Connect. Get curious about what is going on in people’s worlds.” Moreover, it is critical for leaders to be able to identify potential work-home biases and adapt according to their workforce’s preferences.
4. Unlimited or Flexible PTO. “Advocate for unlimited PTO and parental leave to combat burnout,” Fran offered. This flexibility might also work in your favor when it comes to multigenerational workforces.
Unlimited and flexible PTO policies empower parents to take time off as needed, fostering a supportive work environment that acknowledges and adapts to the unpredictable demands of parenthood.
5. Forum to Connect. Opening honest dialogues between communities that are facing similar problems can offer social support. Tools and resources like employee resource groups (ERGs) are a great way for workers to “connect with each other across the organization to feel seen and heard,” Fran advised.
Some other considerations for supporting working parents include the impact of being a working parent among various demographics, i.e. age, gender, race, single parents, reframing the perspective of working parents as natural leaders and potentially your organization’s biggest asset, and creating boundaries that are mutually beneficial and acceptable to employer and employees.
Advice from Our Panelists
Finally, we asked our panelists to provide one piece of advice to working parents.
“Well-being, well-being, well-being—whatever that looks like for you.” -Sarah
“Do what is best for you! Get creative with your resources and make one new decision at a time.” -Fran
“Understand that you are not alone in this. Remember, in difficult moments, they are just that—moments. They are short-lived and won’t last forever. Having feelings of burnout are normal but they shouldn't persist or start affecting your life or relationships. If they are, you need to do something different.  You are a good parent. You will get through it.” -Kate
“You've got the power. When you are in a state of overwhelm or exhaustion, it's hard to recognize that you have everything you need right between your ears to change your experience. You are the keeper of your thoughts and if your thoughts aren't serving you, you can empower yourself with the resources and support you need to change them.” -Kristen
Missed the webinar? Don’t worry, you can still join the conversation. Learn more about parental burnout: how employers can combat it.

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### 14 Essential Tips for Mastering Meeting Etiquette

As workplaces become more diverse—fully remote, hybrid, and in-person—and the necessity of meetings remain, many employees are facing meeting fatigue. Poor meeting etiquette has been both a symptom of meeting fatigue and a hot debate in the workplace. Though there is no straightforward strategy or rulebook on meeting etiquette that fits all business models and company cultures, there are a number of commonplace etiquette tips that can be followed.

General Etiquette

Reading the Room. A lot of companies are moving to hybrid workplaces, but that doesn’t mean there aren’t fully-remote or in-person only organizations. With that being said, it’s important to understand where your meeting participants are located. This can help not only to determine if an in-person or virtual meeting is appropriate, but also to consider time zone differences.
Gestures and Showing Face. Two debates when it comes to virtual meetings are (1) whether or not waving goodbye is an appropriate gesture and (2) if having your camera off while others have theirs on is disrespectful. General etiquette is likely to go hand-in-hand with “reading the room.” If someone waves while saying “goodbye” at the end of the meeting, then perhaps it would be acceptable and appropriate to wave goodbye as well. Similarly, if a majority of individuals have their cameras on, you probably should have your camera on, too.
Active Listening. Though it’s paramount to come to meetings prepared, it’s equally important to implement active listening—meaning, you listen to understand what is being said rather than listening while preparing a response.
Practice Promptness. Being late under five minutes might not seem like a big deal, but it can have a lasting impression on the participants. Try to be five minutes early. Set calendar reminders and alerts 15 minutes before a meeting starts. That should give you enough time to wrap up what you’re working on and sign onto the meeting promptly.
Limit Distractions. If you are on a video call, it can be distracting if someone in the meeting is eating, on their phone, fidgeting, or multitasking. While you might be taking notes for the meeting, ask if either it’s ok to record and/or take notes. This can help participants focus on the meeting itself. Try not to eat food as it can be distracting from many different perspectives (i.e. noise from eating, people interested in your food, the way you eat). Turn your phone on silent and even face down to avoid checking it during the meeting. Swiveling in your chair, shuffling papers, and clicking a pen can not only be distracting, but triggering to participants trying to listen and participate in the meeting. If you’re not writing, place your pen down. Multitasking, such as answering emails, responding to instant messages, and looking something up on the Internet can be incredibly distracting. And though you may be subtle, participants likely pick up on your eye movement (i.e. looking at a different screen, scanning/reading something) and can tell when you’re present or not. Minimize your distractions so your full attention is on the meeting at hand.
Dress for Success. While it may not be required or enforced, dressing appropriately for meetings, especially virtual ones, are appreciated. It not only provides a better first impression, but it can also set the tone for the meeting. For example, wearing your favorite band T-shirt or a crop top may not be the best choice of shirt for a professional meeting (unless you’re interviewing a band). Dressing for success can not only offer more favorable impressions, but it can also mentally set you up for success.

Pre-Meeting

Sending a meeting invite. The meeting invite should be titled appropriately and include the purpose of the meeting. An agenda should be included when and where applicable (i.e. longer meetings, specific meetings, etc.). This helps invitees understand what to expect and why they are invited.
Come prepared. If the meeting invite is constructed appropriately, you should know what is expected of you. If you, your team, or your department are presenting something, you should come prepared with any relevant information, updates, or questions regarding your role within the team and/or department. Be prepared to answer questions, as well as ask them.
Test your connection and equipment. There’s nothing worse than trying to troubleshoot audio or video problems at the beginning of the meeting. Try to test your internet connection and equipment (i.e. audio, microphone, video feed) to ensure the best quality during your meeting.
Introductions. When there are new participants, such as planning for a webinar with panelists you're meeting for the first time, it’s important to kick off the meeting with short introductions. Depending on the type of meeting, consider inviting people to share  simple things like their name, title, location, and a fun fact about themselves. Whatever you do, do not make the assumption that behind-the-scenes communications are enough.

Post-Meeting

Allow time for questions. Regardless of the type of meeting you’re conducting, it’s important to leave time for questions. Even if you can’t get to them all, leave a window to provide participants the opportunity to discuss concerns. If there are still questions left at the close of the meeting, provide a method of contact or resources for attendees to find answers.
Be respectful of time. Time is invaluable, especially in the workplace. Be mindful of your allotted time. If you run out of time, suggest another time to pick up where you left off. You can also ask if participants have a hard stop. If everyone is willing and available, then continue the conversation.
Follow-up. Make sure to send a recap with any goals or action items agreed upon during the meeting. This also allows participants to air out any questions or concerns they may have thought of after the meeting concluded.
Reflect and revise. There’s always room for improvement. Whether someone says something or not, try to reflect on what worked and revise what didn’t work. Did invitees not show up? Were there audio, video, or other technical issues? Was the agenda useful? Ask yourself important questions that can improve your future meetings.

Conducting successful meetings doesn’t have a one-size-fits-all solution or guide, but you can explore these strategies for leading effective meetings.
Sources: Notta, Everhour

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### 6 Ways to Build a Culture of Trust Between Employees and HR

While HR professionals strive to be a trusted resource for their organization, it appears that some workers aren’t convinced. 

According to a recent survey by ARRIS Composites, 34% of employees don’t trust their HR departments. Among those that do, one in three aren’t comfortable discussing workplace issues with HR personnel.
A separate survey reports similar findings. Only one in four employees surveyed say that their HR department is widely trusted and cares about employees. A full 37% claim that HR advocates for management rather than workers—which is why nearly half don’t confide in HR.
Clearly, this isn’t welcoming news. In order to function effectively, HR departments must earn employees’ confidence and good will. Fortunately, there are steps HR teams can take to build a culture of mutual trust, starting with the following. 
1. Communicate, Communicate, Communicate
Trust is based on open communication. No matter how often and thoroughly you communicate with your workforce, there’s always room for improvement.
Make sure you are sharing company policies, practices, perks, and benefits, over and over, in every conceivable format. When announcing a change in policy—say, setting expectations for hybrid workers—give employees as much advance notice as possible and the thought process behind the decision.
Keep in mind: you’re more likely to secure employee buy-in when you provide sound, objective business reasons for your decision. 
2. Listen to ALL Employee Concerns
Good communication is a two-way street. When employees voice complaints or share ideas, listen and acknowledge them—even if you do not agree or they fall outside your scope.
The bottom line is, if an employee takes the time to reach out to you, it matters to them. Take them seriously and treat them with respect. Sometimes, trust is earned one employee at a time. 
3. Deliver a Consistent Message 
It’s important that all HR team members are well versed on company policies and practices—and that they’re on the same page regarding these issues.
Make sure all of your HR team members know how to respond to employee complaints, maintain compliance, etc.—or to refer employees to a team member who does. When HR representatives provide different answers, it not only erodes department credibility, but may result in unequal treatment, which breeds greater distrust. 
4. Operate as Transparently as Possible
It isn’t always possible to be completely transparent, but it is the gold standard. For example, if your department is struggling to master a new process or system, it’s better to acknowledge it than pretend everything is perfect.
In fact, research shows that when company leaders reveal their vulnerability, it builds trusts with employees because it’s authentic and human.
5. Protect Confidentiality
HR professionals routinely work with highly-sensitive employee information—which of course, they fiercely protect. However, when employees confide in their HR representative regarding a workplace issue, the first instinct might be to share it with the employee’s manager or other leadership.
Unless it’s a legal matter, it’s important to think carefully before taking action.  Is it possible to resolve the issue discreetly? Anonymously? Or to first obtain the employee’s consent to share their disclosure? Employees will not confide in you if they think you’ll betray their confidence.
6. Prioritize Fairness and Inclusivity
If there’s one thing that drives employee mistrust and cynicism, it’s when some workers are given favorable treatment over others. Make sure your managers are sensitive to even the slightest perception of unfairness. Actively pursue diversity, equity, and inclusion (DEI) initiatives—and share your progress with your workforce.
Delivering on these values doesn’t only build faith in HR, but creates an overall culture of trust—which in turn can impact an organization’s ongoing success.
According to Deloitte, trustworthy companies are not only more profitable and productive, they outperform their competitors by up to 400%. No wonder more and more companies—especially in the tech industry—are adding Chief Trust Officers to their C-suite.
However, the act of creating trust starts from within an organization. While building trust may start with HR, it by no means ends there. Learn how managers can earn their employees’ trust.  

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### Attracting Gen Z: Why Social Responsibility Matters

If you want to recruit and retain Gen Z employees, check your corporate values. Recent research shows that Gen Z workers have a strong preference for employers that operate as a force for good.

Admittedly, many businesses already have some form of corporate social responsibility (CSR) program in place. Many have also made some effort to operate more sustainably. But for a variety of good reasons, it may make sense to double down on those efforts.
After all, Gen Z—those diverse, digitally-savvy natives born in and after 1997—is projected to comprise 30% of the workforce by 2030.
Beyond serving their community and environment, businesses that pursue CSR initiatives benefit, too—by attracting and inspiring young, like-minded employees. 
Fewer Years, Higher Standards
Most American workers want to work for companies with demonstrated social and environmental values. However, according to the recent Bentley-Gallup Force for Good Study, it’s an even greater priority for Gen Z workers and jobseekers.
Case in point: 71% of survey respondents between the ages 18-29 say that they would leave their employer for one that created a more positive social impact—as opposed to 62% of respondents between the ages of 30-44 and 55% of all 5,700+ respondents.
In addition, 77% of the youngest respondents say that it is “extremely important” for companies to operate in an environmentally-sustainable way—which is at least 10 to 20 points higher than workers in other age groups.
In fact, Deloitte’s most recent survey of the Gen Z and Millennial mindset reveals that nearly two in five respondents turned down a job or assignment because it was inconsistent with their values. In contrast, those who are satisfied with their employers’ CSR efforts say they are more likely to want to stay with their employers for more than five years.
The Force for Good study also found that Gen Z respondents are significantly less likely than their older counterparts to evaluate their employers as performing well, CSR-wise. Their standards are higher, and they want to see results. 
Prizing Both Purpose and Profits
The Center for Generational Kinetics annual study confirms that social causes and protecting the environment ranks high on the Gen Z priority list year after year.
However, the study also reveals that Gen Z is also sensitive to earnings—specifically, that starting salary is their most important factor when weighing job opportunities. As a generation that has seen its share of instability—the COVID-19 pandemic, the Russia-Ukraine War, inflation—this is not surprising.
The bottom line: employers that wish to attract—and retain—Gen Z workers must offer competitive salaries and have a compelling CSR story to tell. 
6 Ways to Up Your CSR Quotient 
Even undertaking modest social and environmental improvements can make a difference, to your community and carbon footprint, as well as your workforce. For example, you might:

Start “greening” your office, by banning single-use plastic products, expanding remote and hybrid work options, and developing a sustainability policy.
Offer sustainable-focused benefits, such as stipends for employees who use public transportation or purchase electric vehicles.
Sponsor paid volunteer days, encouraging employees to support the causes near and dear to their hearts.
Take a stance on pressing social issues that impact your workforce personally.
Create an environment where employees can safely discuss controversial news and issues—in a safe, respectful, non-political manner.
Last but not least, invite your employees to help shape your organization’s charitable endeavors.

Most employees would like a greater voice in their organizations, and in this regard, Gen Z leads the pack. Empowering employees to act on their convictions is a powerful way to improve engagement and forge stronger relationships—while proving you do indeed share the same values.
For more strategies on recruiting and retaining the next generation of workers, read our blog, Recruiting Gen Z? Offer These Benefits.

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### 5 Key Benefits of Workplace Assessments

Workplace assessments can be categorized as a psychometric test, which is a scientific method to measure an individual’s behavior and competencies and to align them with compatible roles based on their results. Assessments can be beneficial to both employers and employees—employers can place employees in roles that suit their skill sets and ambitions, while employees can achieve higher levels of job satisfaction, productivity, collaboration, and success.

Assessments are typically used to measure competence, work ethics, and emotional intelligence, which can help guide HR and talent development personnel position the right talent with the right roles, improve employee turnover rates, and increase employee morale.
Workplace assessments can fall into two categories: competence and behavior.
Competence assessments focus on individual experience, knowledge, skills, and cognitive abilities, such as reading comprehension, critical thinking, and creative problem solving.
Some examples of competence assessments include:

Occupational Interest Inventories. Occupational interest inventories (OII) offer insights into an individual’s interests, which can offer potential career paths, learning and development opportunities, and general workplace personality. The Strong Interest Inventory® is a common OII built on psychologist John Holland’s theory that is supported by eight decades of research on how personal interests influence employment and motivations for employees in the workplace. The assessment identifies the work personality through:

Six broad areas of interest: realistic, artistic, investigative, social, enterprising, and conventional (RIASEC)
Three specific areas of interest: fields of study, careers, and leisure activities
Five personal style preferences: work style, learning environment, team orientation, leadership style, and risk taking



Depending on the purpose of your OII and the Strong Interest Inventory® report you select, you may view an employee’s top five to 10 most compatible occupations.

Situation Judgement Tests. These assessments evaluate how individuals respond to real-world situations that often explore interpersonal interactions, heightened pressures and stressors, and generally difficult situations. There are variations to the way these tests are administered, such as recording responses, live roleplaying, or prewritten responses participants can choose from.

Behavioral assessments look at self-care, attitude towards change, prioritization, and interpersonal communication. Behavioral assessments typically focus on psychological and personality traits and how those influence an individual’s thought processes, interactions, and general character.
Some examples of behavioral assessments include:

DiSC: An assessment that carefully evaluates the way people communicate in the workplace through four distinct personality profiles—(D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness. Using the DiSC model helps individuals work through conflict resolution and strengthen workplace relationships. If you have the resources, consider leveraging an expert in organizational leadership and hosting a workshop to walk your team through their results and insights on working with varying working styles.
Myers-Briggs Type Indicator: This is a questionnaire that explores psychological preferences to provide insights on individual perception of the world and decision-making. There are 16 personality types with each one providing an in-depth view of how you perceive the world, process information, make decisions, and rationalize your choices.
Big Five: Similar to Myers Briggs, this assessment analyzes the five dimensions of personality—extroversion, openness, agreeableness, conscientiousness, and neuroticism—to help predict employee interactions and manage job-related stress.

Considerations
Though assessments provide invaluable data and information to your employees and organization, it is important to assess critical considerations in utilizing them. Here are a few items to review.

Purpose: The main question that should determine if you should implement assessments—and if so, which type of assessment—is “What is the purpose of this assessment?” Are you seeking research-based evidence to make changes to your current talent? Do you want to improve recruiting and prospective candidate pools? Once you determine your purpose, you can better determine which test to use and how to apply the results. Additionally, employers utilizing workplace assessments must remember that results reflect an ideal average of a population.
Compensation: Depending on industry and role, some competency-related assessments are more commonplace (i.e. writing, design, finance). However, the long-standing debate of being paid for such assessments is something to consider. If you’re asking a candidate to dedicate time, energy, and resources—especially for candidates who are already employed—some form of compensation can go a long way. For example, if you have a prospective writer do a writing exercise to gauge time management and quality of product, you might consider compensating them (i.e. as you would a freelance writer). If you can’t afford to compensate them with money, perhaps a more robust interview process may be required (i.e. having them walk through their process of a prospective project).
Legal Implications: If you are utilizing a competency-based assessment, you should consider any legal implications of using their work or ideas. For example, if you have a graphic designer complete a social media series for St. Patrick’s Day and you like their design but don’t select them for the role, you might want to consider having a written document they need to sign stating intent for use and their rights.
Bias and Discrimination: Also along the lines of legal implications, assessments should be role-related and justified to avoid potential anti-discrimination laws. Individuals reviewing assessments should also focus on the results to avoid predisposition or unconscious bias.
Assessment Administration: To preserve reliability and validity of the results, it is important to take measures to reduce cheating or other potential factors that may influence responses. One factor to consider is reducing fear. Be sure to communicate the purpose of the assessment and the impact it will have on employees (i.e. promotions, opportunities for learning and development). This means addressing fear of retaliation or fear of negative actions following an assessment.

If you’re considering using workplace assessments or would like to consider other ways to boost your employee engagement and job satisfaction, check out Namely’s Guide to Upskilling and Reskilling Employees.
Sources: Chron, Indeed, Association for Talent Development

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### Top 5 Benefits of a Vibrant Upskilling Program

Upskilling initiatives don’t just benefit employees who seek career advancement—they can benefit employers in powerful ways. In fact, a robust learning and development (L&D) program can help employers solve some of the most pressing workforce challenges of 2023. 

If you don’t place much emphasis on professional development—or you haven’t upgraded your L&D program in some time—consider these five compelling reasons to do so now. Your employees will thank you, and your business will, too.      
1. Learning Opportunities Drive Employee Retention
According to Gallup’s American Upskilling Study—a massive survey of more than 15,000 employees—more than half of the U.S. workers would like to upgrade and broaden their skills. More specifically, 61% of survey respondents cited upskilling opportunities as a primary reason that they stay with their current employer.
And when upskilling sparks internal mobility—i.e., promotions and lateral moves—so much the better. Providing employees with paths to advancement is a proven strategy for keeping them in house, along with their acquired company knowledge.
From a financial aspect, it makes sense as well, because training a current employee is generally far more affordable than recruiting a replacement, considering that hiring a single employee costs an employer roughly $4,000.  
2. A Strong L&D Program Is a Powerful Recruiting Tool 
In that same Gallup study, 65% of workers indicated that development opportunities are is a critical factor when considering a potential job change. For younger workers, it is even more important: —66% of respondents between the ages of 18-24 ranked upskilling as a top-three benefit when evaluating job offers—right after health and disability insurance.
The appeal holds across the board. According to a survey by Execu|Search Group, a recruiter, 86% of professionals said they would switch jobs for one that offered greater professional development opportunities. 
3. Prioritizing Learning Enriches Company Culture
When an employer invites its employees to pursue a range of upskilling initiatives, it sends a clear message that the company embraces a culture of learning and values its employees’ professional growth.
Case in point: according to the 2022 LinkedIn Global Talent Trends Report, employees believe that nurturing professional development is the leading way that employers can improve their company’s culture and thus, create a supportive, employee-centric environment.  
4. Professional Development Improves Engagement 
In this era of remote work and quiet quitting, employers eagerly seek fresh ways to increase employee engagement. When businesses are willing to invest in their workers’ futures, it helps forge a bond between employers and employees.
In addition, well-executed L&D courses engage employees’ minds—literally—through the learning process. Not surprisingly, studies show that workers who take advantage of employer-sponsored development opportunities are measurably more engaged than those who do not.  
5. L&D Sparks Productivity and Innovation 
When employers commit to helping employees grow their knowledge and hone new skills, powerful things can happen. According to Deloitte, companies with a solid learning culture are 92% more likely to develop innovative products and processes and 56% more likely to be the first to bring them to market.
In addition, Deloitte finds that not only are such organizations 52% more productive, they’re 17% more profitable than their less L&D-focused peers. In other words, offering employees training opportunities can translate to a healthier bottom line!
At the end of the day, updating your L&D program may be one of the best investments you can make right now. It will not only ease entrenched HR challenges like recruiting and retention, but foster a vibrant culture of learning and innovation that will give your company a true competitive edge.
If you’re interested in building a more effective L&D program, but not sure where to start, read our Guide to Upskilling and Reskilling Employees—and learn how to position your workforce for greater success in 2023. 

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### 9 Wow-worthy Benefits that Won't Break the Bank

It goes without saying: offering strong employee benefits is crucial to keeping your employees happy. Studies show that when employees are satisfied with their benefits, they’re more likely to stay with their employer. And of course, benefits are also a compelling recruiting tool.  

But in today’s competitive labor market, quality health insurance, a competitive 401(k), and a host of voluntary benefits are the status quo. If you really want to excite your employees—and dazzle prime candidates—you need to consider something extra. But don’t worry: not every employer is in a position to extend fertility benefits and extensive paid parental leave right now—and that’s totally okay. Instead, consider these nine innovative benefits that make a lasting impression and won’t blow your budget out of the water.
1. Extended Paid Holiday Breaks 
It’s a given that employees cherish paid time off. While unlimited PTO may be out of reach, what about gifting employees a few extra paid days off per year? For example, consider closing the office for, say, the week between Christmas and New Year’s. For many businesses, it’s a notoriously unproductive time of year, anyway—and your employees will love you for it.
2. Happy Birthday PTO 
One of the best ways to celebrate your employees is to turn each of their birthdays into their very own paid holiday. It’s another way to expand your PTO—in a limited, budget-friendly way—while showing employees you value them. 
3. Financial Wellness Programs 
Giving employees tools for improving financial acuity not only allows them to plan for their futures but may eliminate a common cause of stress that can become a workday distraction. A thoughtful program might include financial literacy classes and workshops, plus subsidized or discounted access to financial advisors.
4. Paid Volunteer Days
Employees love working for socially responsible employers. Providing your workers with one or more paid volunteer days per year is a great way to give back to the community while encouraging them to support their favorite causes. Want to create an even greater good will?  Take it a step further—and make a modest donation to charities they choose to serve. 
5. Pet Insurance
Nearly 70% of U.S. households have pets, but less than 15% of employers include pet insurance in their voluntary benefits packages. Access to pet insurance—which reimburses owners for potentially-expensive veterinary expenses—not only reinforces that you’re a family-friendly employer but helps protect your employees’ financial health, whether or not you choose to subsidize some of the premiums.   
6. Pawternity Leave 
Got a super pet-friendly workforce? Take your critter-related benefits to the next level by offering pawternity leave—i.e., a few days of paid time off for employees who adopt a new pet or have an ailing fur-baby. It spares employees from trying to work while distracted, and you just might become the talk of the dog park. 
7. Kid-Friendly Holiday Parties
For some employees, attending the office holiday party is an obligation, not a pleasure. But when you invite the whole family and plan some fun surprises for the kiddos, you may find yourself hosting the best-attended, most-anticipated holiday parties in town.  
8. Food Truck Fridays
Not every company can swing free employee lunches as some of the big tech giants do. But how about scheduling monthly visits from area food trucks? It’s a great way to support local small businesses, encourage peer interaction, and create a little interoffice buzz.  
9. Personalized Reward Experiences 
Employees love recognition programs, which are an effective way to honor special achievements and employment milestones. But if you really want to generate excitement, trade in those gift cards and prize catalogs for unique experiences: weekend getaways, spa days, or tickets to sold-out sporting events and concerts.
Providing your employees with personalized experiences demonstrates that you value them for who they are. And who won’t want to stick around to see what you come up with when it’s their turn to shine?
Adding some creativity and fun to an already-solid benefits package is a surefire way to differentiate from other employers, define your culture, and delight employees. Read How to Build a Benefits Package That Attracts Next-Gen Talent for more ideas on attracting and retaining workers.

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### How Employers Can Combat Parental Burnout in the Workplace

While many employers and employees are familiar with job burnout, how many are working parents and are feeling the burnout in their professional and personal lives?

Parental burnout is the physical, mental, and emotional fatigue resulting from the chronic stress of parenting. Signs of parental burnout can include physical and emotional exhaustion, emotional distancing from child(ren), little to no parental efficacy, and lack of enjoyment in being a parent.
Join our webinar, “Parental Burnout: How Employers Can Combat It in the Workplace” on March 23, 2023 at 1 p.m. EST.
There are many factors that can increase susceptibility to parental burnout, such as parents of multiple children, children with special needs (i.e. disabled, mental health issues, behavioral issues), single parents, working parents, and lack of social support.
Parental burnout can have devastating and long-lasting effects on parents, children, and employers of parents. Some impacts of burnout include mental health issues (i.e. depression, suicidal thoughts, and ideations), strained parent-child relationship, marital conflict, addictive behavior (i.e. alcoholism), susceptibility to physical illness, sleep issues, and even child neglect and/or abuse. 
Childcare Support
Childcare offers working parents coverage to focus on their professional needs and ensures children are adequately cared for while at work. An American Psychological Association study found that 72% of working parents’ stress stemmed from school and childcare disruptions and uncertainty. Additionally, KinderCare research reported 39% of working parents struggle to find quality childcare and thus were unable to manage parenting responsibilities.
Finding quality childcare is only one prong of the childcare dilemma for working parents. A LendingTree report showed a 41% increase in childcare costs for center-based services. A majority of working parents (62%) stated they would be more likely to accept a job offer with a company that provides a monthly childcare stipend. This could help in the wake of the pandemic that saw an increase in working moms leaving the workforce due to childcare concerns.
Flexible Schedule
Research has shown that flexible schedules successfully support working parents with 69% expressing relief in being able to spend more time with their children. Just like a monthly childcare stipend, flexible work arrangements increase recruitment and retention rates among working parents.
Along with flexible scheduling, creating as much predictability as possible can also help parents prioritize their children’s schedules. For example, allowing working parents to choose when and where they work can benefit both employers and employees. This arrangement reduces employee stress regarding childcare needs, as well as sets the employee up for greater productivity and success. Moreover, studies have proven that people who feel control over their schedules, routines, and life choices experience a greater quality of life, less stress, and fulfillment as a parent.
Fostering Community
Experiencing burnout can leave parents feeling alienated and their feelings invalidated. Creating communities, such as employee resource groups or employee assistance programs, can foster connections for working parents and cultivate a sense of support and belonging. Mentorship programs can also benefit working parents by providing them tools and resources to navigate the hardships parenting often presents.
Learn More About Parental Burnout in Our Upcoming Webinar
Namely is hosting a panel of expert speakers on the subject of parental burnout, including Kristen Lampert, Kate Gawlik, Sarah Olin, and Fran Moore. Our panelists will open an honest dialogue around the struggles many working parents face and how employers can support them, as well as empower working parents to set boundaries and improve work-life balance. Join us on March 23, 2023 at 1:00 p.m. EST.
About Our Panelists
Kristen Lampert, MBA, PCC, CPCC, Founder of Parental Shift Coaching and a coach at TalentRise
Kristen Lampert is the Founder of Parental Shift Coaching, a mental fitness coaching program that inspires high-performing parents to be more present and positive at home. Kristen also serves as TalentRise’s principal leadership coach. She has actively coached and mentored CEOs and leadership teams over the last 18 years as the head of HR in the financial services, private equity, and legal services industries. She holds an MBA in Finance and Entrepreneurship from DePaul University and a BA in International Relations, Speech, and Spanish from Bradley University. She has both CPCC and PCC coach certifications and served as the President of the International Coach Federation (ICF) Charlotte Area Chapter. Kristen lives in Charlotte, NC, and is a proud mama to an emotionally intelligent and eternally energetic seven-year-old boy.
Kate Gawlik, DNP, RN, APRN-CNP, FAANP, FNAP at The Ohio State University
Kate is an Associate Clinical Professor, Project Manager for Million Hearts, Director of Undergraduate Health and Wellness Academic Programming, and Co-Director of Bachelor of Science in Health and Wellness at The Ohio State University. Kate conducted extensive research on parental burnout through The Ohio State University Office of the Chief Wellness Officer and College of Nursing, which has provided invaluable insight into the hurdles many parents are facing and a call to action for employers to better support them. Check out Kate’s research here, which includes a Parental Burnout Checklist (see page 9).
Sarah Olin, PCC, Founder and CEO of LUMO
Sarah Olin, PCC, is the founder and CEO of LUMO, whose mission is to support expectant mothers through pregnancy, maternity leave, and their return to work. Professionally trained by world-renowned leaders like Dr. Brene Brown and Mark Hunter, MCC, Sarah has over 10,000 hours of coaching and facilitation experience, is credentialed by the ICF, and is certified by Accomplishment Coaching. Sarah’s professional competence and dedication to her craft has opened doors for her to coach women leaders at the United Nations, Verizon, the National Basketball Association (NBA), Google, Duke Energy, Calvin Klein, Bloomberg, and to participate as a key speaker at Amazon’s first ever International Working Moms Day. Regardless of the stage or space, Sarah pours love and humor into her work helping women be happy and fully expressed, as well as living their lives on purpose.
Fran Moore, Customer Success Lead at Namely
Fran Moore is a mom to a one-year-old toddler and decided to close her business and go back to the 9-5 life to focus on her family. She is the Customer Success Team Lead at Namely and works closely with our largest clients to help them build better workplaces. Fran has mastered being focused from 9-5 and fully present 5-9, and on the weekends with her little family of three.
Save your seat for our webinar on Parental Burnout: How Employers Can Combat It in the Workplace on March 23, 2023 at 1:00 p.m. EST.
Sources: Parenting for the Brain, American Psychological Association, Forbes

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### How to Make an Introvert/Extrovert Team Successful

Psychiatrist Carl Jung developed the concept of introversion and extroversion in the early 1900s. One of the core tell-tale signs on introverts is how they recharge after a social interaction.

Introverts tend to retract inward to recharge and have a low desire for social activity, whereas extroverts are typically outgoing, sociable, and enthusiastic individuals who crave, as well as thrive in, social settings.
But how do you find synergy between seemingly opposite personality types?
The good news is that while introverts and extroverts provide significant value to thriving businesses, introverts are oftentimes overlooked due to their reserved nature. However, by understanding introverts and leveraging their unique abilities, you can create a more open, collaborative work environment where introverts and extroverts flourish.
The Power of Introverts
A recent poll revealed 65% of senior executives viewed introversion negatively. However, studies have shown that extroverted managers with introverted employees achieve 16% higher profits than those with extroverted counterparts.
Despite popular belief, there are invaluable benefits to introverts in the workplace. Here are some of the value props introverts bring to professional settings:

Intellectual and Analytical

In a Harvard study, gray matter—the brain’s outermost layer that processes and releases new information—was thicker in introverts compared to extroverts. Introverts also showed more activity in the frontal lobes, which are responsible for analyzing and processing thoughts.
Another study revealed that in a relaxed state, introverted brains are more active and have increased blood flow.
This benefits your organization as introverts will likely come with more data-based insights and longer-term solutions. Allowing introverts some extra time to process their thoughts and explore new information might offer invaluable insight on projects, organizational processes, and overall company performance.

Stronger Focus

Introverts are known for their heightened focus and oftentimes can extend their focus longer than extroverts. Albert Einstein, a well-known introvert, commented that he stays with problems longer in response to his teachers’ concerns about being alienated from his classmates and lost in his thoughts.
Because introverts are more interested in solitude, they tend to be more persistent and detailed in mastering a particular skill than extroverts.
Just because someone is reserved or seems lost in their thoughts, doesn’t mean they are slow or disengaged. They’re likely analyzing the problem or topic at hand and exploring all possible solutions and outcomes.

Unique Talents

Though introverts and extroverts are equally intelligent, statistics have shown that approximately 70% of gifted people—individuals who exhibit above-average intelligence or excel in a particular skill—are introverts.
Because introverts are analytical, intellectual, and reserved, they are more likely to hone a particular skill set. They are likely experts in various subjects as they invest their time learning, developing, and expanding their knowledge, skills, and abilities.

Resilient Moral Compass

Because introverts are incredibly introspective and enjoy their time alone pondering their thoughts, they are less likely to be impacted by external influences. In fact, a study on social conformity found that extroverts are more likely to follow popular opinion even if it is morally wrong and give in to peer pressure. Moreover, as the pressure increased, so did the number of conforming responses from extroverts. Conversely, there was no contrast in conforming responses from introverts regardless of pressure levels.
Extroverts aren’t morally wrong by any means—introverts simply tend to stay grounded in fast-paced, high-stress situations. This is great for businesses and teams that need unpopular opinions and more objective angles on projects, tasks, and initiatives. They will likely balance out the enthusiasm to jump right into something and offer a new perspective to consider.
Different Types of Introverts
In 2011, three psychologists—Jennifer Grimes, Jonathan Cheek, and Julie Norem—provided research on introversion and broke it down into four main types.

Social. Despite the name, social introverts prefer to be alone. Though they aren’t opposed to occasional social outings with family and friends, they are most comfortable and content in complete seclusion or small groups.
Thinking. Thinking introverts excel in areas where their intellect can grow—studying, researching, reading, and learning. They like to ponder a question before providing a response and often get lost in their thoughts.
Anxious. These introverts are usually reserved and may appear nervous. They prefer to be alone and avoid people and situations that may induce heightened anxiety.
Restrained. Opposite the anxious introvert, restrained introverts come off as considerate and receptive. Though they may come off as unemotional, they are pensive and reliable.

And then, the ambivert—the perfect blend of extrovert and introvert. Their greatest strength is the ability to adapt to different people based on the situation. Research shows ambiverts’ social flexibility allows them to push 51% more product per hour than an average salesperson. They are confident and passionate, but oftentimes they actively listen to customers’ pain points and thus, are perceived as less arrogant.
How to Create a Workplace Where All Personalities Can Succeed
Though extroverts possess key characteristics of successful employees, it is important that some of those traits do not overshadow more introverted employees who offer equally invaluable qualities and skills.
For example, extroverts tend to seek the spotlight and do not enjoy quiet settings for long periods. This could alienate introverted coworkers, such as an extroverted employee's criticism of an introverted employee for not being a team player due to their reserved nature. Or their need for social interaction could distract or even make introverted employees uncomfortable.
Here are a few tips on managing extroverts’ high energy and enthusiasm, as well as encouraging the extrovert to come out of the introvert.

Open the dialogue for others to join

While extroverts can offer great ideas and insights, introverts may be less inclined to vocalize their thoughts. Offering a “Thank you for your valued comments, but I’d also like to hear from those who haven’t had a chance to share yet,” can respectfully ask extroverts to pause for others to offer comments and suggestions. This also opens an opportunity for others to jump in.

Set boundaries and expectations

Though there may not be a one-size-fits-all approach for personalities in the workplace, there are ways to set boundaries and expectations when it comes to managing the differences between introverts and extroverts.
The best approach to establishing boundaries is asking employees their preference for providing input. Do they prefer small group settings or one-on-one meetings? Would having them present their ideas in a presentation be more suitable than calling them out during a meeting? You can’t please everyone, but it’s important to at least take individual preferences into consideration.
If you expect them to contribute during such settings despite their preferences, then set clear expectations on what that might look like. For example, send sample questions or topics prior to the meeting to give introverts an opportunity to gather their thoughts.

Promote learning and development

Another great way to help introverts and extroverts is to promote learning and development. Extroverts might focus more on emotional intelligence, whereas introverts might want to work on communication skills. That’s not to say either has default deficiencies resulting from their personalities, but offering tools, education, and training to support professional development for all employees is a win-win for employees and your organization.
From a leadership position, check out these tips, tricks, and strategies for strengthening the manager-employee relationship. If you’re looking to support your employees, here is your guide to upskilling and reskilling employees.
Sources: CNBC, Forbes, mindbodygreen, Accion Opportunity Fund

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### How to Support Military Reservists in the Workplace

If your company employs members of the military Reserve or National Guard, consider yourself lucky—they are a credit to you and to the country. Consider how you can best support them as they juggle their demanding dual roles as both service members and civilian employees. 

Your company is subject to the Uniformed Services Employment and Reemployment Rights Act (USERRA), which protects the jobs of military members. But caring employers do more than maintain compliance—that goes without saying.
There are ways to help your employees balance their service commitments with their day jobs, and when you do so graciously and gratefully, your employees will benefit—and you will, too.
Understanding Military Leave 
Currently, the U.S. Armed Forces employs roughly 800,000 reservists and 444,000 National Guard members—and all of them are required to take military leave from work for training, mobilization, and possibly deployment.
During peacetime, both Reserve and Guard members are required to train about one weekend each month, plus two weeks each summer, for a total of 39 days per year. In addition, they may be called up to active duty if needed.
Admittedly, this can create challenges for employers and coworkers, especially when given short notice. However, these can be minimized by fostering good communication, setting clear expectations, and creating a culture of proud support—and here’s some ideas for doing just that.  
Create a Company Policy 
The U.S. Department of Veteran Affairs (VA) recommends creating a company policy regarding military leaves, providing both managers and employees with guidelines and expectations. This should include how employees should notify you of upcoming leaves, who to contact, and the best way to go about it.
While Reservists and Guard members are advised to provide their employers with as much advance notice as possible, sometimes—say, when Guard members are called up to respond to natural disasters—it’s on very short notice, something managers and coworkers need to understand and learn how to navigate. 
Plan Proactively for Leave Periods 
No matter how much notice you’ve been given, the best way to prepare for an employee’s military leave is to plan in advance how your team will handle their absence.
That means identifying all your employee’s key responsibilities and determining who will complete those tasks in their absence. If cross-training is required, address it proactively. Identify a backup for your backup—and a communication plan for notifying these employees, too.  
Get to Know ESGR 
Employers Support of the Guard and Reserve (ESGR) is a Department of Defense office designed to promote understanding and cooperation between employers and employees who serve. It offers both parties strategies for handling common challenges and building stronger bonds—tools you may wish to share with your managers.
The ESGR also sponsors events, such as Bosslifts, which gives employers a glimpse of their workers’ military lives, and recognizes employers that excel at supporting their Reservists. It also encourages employers to sign a Statement of Support for National Guard and Reserve members—something your employees may be proud to see displayed in your office.  
Ask How You Can Help 
A little good communication can go a long way. By asking your military employees how you can better support them, you demonstrate that you are committed to their well-being. In addition, it may yield some enlightening information that you can use to improve your policies.
At the end of the day, your organization should take great pride in your Reservist, Guard, and veteran employees—and take steps to support their success in your workplace.
For more on becoming an Armed Forces-friendly employer, learn why your next hire should be a military veteran.

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### Conflict to Collaboration: Turn Arguments into Opportunity

Great minds don’t always think alike, and that is a good thing. If everyone’s thought process worked the same way, what would become of collaborative innovation? However, there is an art to expressing disagreement in a constructive way—as opposed to using inadvertently negative terms that can bring conflict to the workplace. 

Some employees are naturally tactful in their coworker interactions. Others are more prone to blurt first, think later. No matter where you fall on the spectrum, these 10 techniques can help you express disagreement in a way that’s helpful, rather than hurtful. 
1. Establish Common Ground
Instead of leading with your point of disagreement, start the conversation by affirming what you do agree with as well as your common goal—say, a successful project. This confirms that you’re on the same team, but happen to see things differently. 
2. Use “I” Statements, Not Declarations
Declaring flat-out that “this strategy won’t work!” or “that’s a mistake!” is a surefire way to alienate your coworkers. In contrast, leading with personal “I” or “me” statements (i.e., “for me…”) won’t come off as blanket criticism.   
3. Choose Your Battles 
Many of us have constant critics inside our heads that love picking things apart, but not all critiques are worth airing. Before speaking, ask yourself if your disagreement might result in a better outcome. If not, let it go. Similarly, if a decision was already finalized, make sure there is a positive purpose to critiquing it after the fact.  
4. Explain Why You Disagree
Always offer a valid reason for your dissent. When you present a logical business reason for doing things another way, you’re more likely to sway your coworkers—and positively affect your project’s outcome. (Don’t have a valid reason? Then it’s time to examine your reaction.)   
5. Steer Clear of “You” Statements
Workplace disagreements should not be directed to individual coworkers, but to the particular issue at hand. Therefore, refrain from statements like “you forgot to…” or “you didn’t…” as these may be taken as personal attacks. 
6. Take a Pause
If you feel yourself becoming emotional, take a timeout before you say something you may regret. According to psychologists, counting to 10 can truly help calm angry impulses. Figure out what’s really triggering you, put it aside for the moment, and return to professional mode before speaking. 
7. Listen—Really Listen—to the Other Side
Sometimes we’re so caught up in planning how we will express our opinion, we tune out what others are saying. Before speaking, listen closely and make sure you fully understand what’s being said. Some experts suggest repeating back what you heard—objectively, of course—to ensure you fully understand. 
8. Use the “Yes, and…” Verbal Technique
“But” is an argumentative word, whereas “and” is an inclusive word. Instead of launching an opposing opinion with “but…” (which can shut listeners down fast), try leading with “yes, and…” to make your point. This is a consensus-building technique designed to minimize conflict.  
9. Offer an Alternative Solution 
It’s not enough to shoot something down; you need to offer a valid alternative. Otherwise, your dissent is unproductive. Make sure you have a viable solution—and can explain why it’s a better choice.
10. Look for a Compromise
Often, the most promising solutions are those where everyone contributes something—a compromise. Look for ways to integrate the best of your team’s collective ideas into a collaboration of the minds. Success in the workplace is not about winning every debate at the expense of your coworkers, but achieving win-wins for your team and organization. 
Of course, it’s easier to disagree constructively when your culture aligns with your values. Learn four ways to nurture a strong, collaborative culture.

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### The Power of Disability Representation in DEI

Diversity, equity, and inclusion (DEI) is one of the most sought-after organizational attributes by prospective employees and an initiative that improves recruiting efforts. But there is often a disconnect between what is advertised during recruitment and what is delivered once assimilated to company culture.

According to a 2023 HR Trends Report, DEI does not make HR’s top five priorities due to time constraints dedicated to DEI efforts, lack of resources and funding, disparate strategies, low data to guide efforts, and low executive buy-in.
In recent years, diversity, equity, and inclusion have become buzzwords in the corporate world. Organizations have recognized the importance of creating a diverse and inclusive workplace where everyone feels valued, respected, and supported. However, disability representation in DEI initiatives has often been overlooked or neglected.
According to the World Health Organization, about 15% of the global population have some form of disability. Yet, the representation of people with disabilities in the workforce is significantly lower than that of non-disabled individuals. In the US, roughly 21% of people with disabilities are employed, compared to approximately 65% of people without disabilities. This disparity highlights the urgent need to address disability inclusion in DEI initiatives.
Challenges of Disability Representation in DEI
The lack of disability representation in DEI initiatives can be attributed to several factors, including:

Inaccessible workplaces: The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities, including in the workplace and communications. However, the physical and digital workplace environment is often designed without considering the needs of people with disabilities. This makes it difficult for them to access and navigate the workspace and use technology effectively. Employers, especially those in hybrid or looking to incorporate hybrid work arrangements, need to consider the accessibility of their physical workplace environment and ensure it is disability inclusive.
Bias and discrimination: People with disabilities often face bias and discrimination in the workplace, including negative attitudes, unequal treatment, and lack of accommodations. This can lead to feelings of isolation, exclusion, and disengagement. Title I of the ADA covers discrimination of people with disabilities in the employee lifecycle, such as recruiting and hiring, terminations, and training.
Limited understanding of disabilities: Many organizations and individuals have limited knowledge and understanding of disabilities, leading to misconceptions and stereotypes. This lack of awareness makes it difficult to create inclusive policies and practices that cater to the needs of people with disabilities. Employers should look to involve their HR professionals in investing in proper training and education regarding people with disabilities in the workplace, not just from a compliance standpoint, but also to broaden emotional intelligence in all facets of business operations.

6 Tips for Promoting Disability Representation in the Workplace
To promote disability representation in the workplace, organizations can adopt the following strategies:

Include in DEI initiatives: There are many prongs to DEI initiatives, and because disability inclusion is often overlooked or neglected, try making a push for it on the priority list. For example, if your organization already has resources (i.e. employee resource groups) for other underrepresented groups, advocating for disability inclusion in this year’s DEI initiatives can be a great first step.
Ensure executive buy-in: Organizations can prioritize disability inclusion in their DEI initiatives by setting clear goals, monitoring progress, and holding leaders accountable for creating an inclusive workplace. Though many leaders are involved in the DEI decision-making process, only 13% of DEI leaders believe their C-suite leaders actively demonstrate support.
Add DEI to budget planning: Only 28% of companies have maintained their DEI budgets, while 18% have actually lowered their budgets. While DEI might not be the top priority at your organization, it is imperative that DEI initiatives are incorporated into budget planning. Without a budget, there’s only so much you can do to effectuate change. The budget can be justified to pay for a guest speaker or working with an external firm that specializes in disability recruiting.
Educate and raise awareness: Organizations can provide training and education to employees to increase their awareness and understanding of disabilities, such as neurodiversity, autism, and other lesser-known disabilities. This can help to dispel misconceptions and stereotypes and create a more inclusive workplace culture, as well as ensure all essential compliance requirements are met. Additionally, adding specialized HR professionals who focus on DEI initiatives can help provide invaluable insight into disability inclusion.
Regular reminders of purpose: One important challenge many HR professionals and businesses are facing is diversity fatigue—the stress and burnout associated with DEI initiatives. One of the best ways to fight diversity fatigue is to remind your diversity leaders of their purpose—from celebrating milestones and important goals achieved, to exploring how you run meetings (i.e. length, channel, frequency, number of participants) and being intentional in all decisions and strategies.
Create accessible workplaces: Organizations can design the physical and digital workplace environment to cater to the needs of people with disabilities. This can include providing accommodations, such as assistive technology, accessible facilities, and flexible work arrangements.

3 Benefits of Disability Inclusion
People with disabilities offer so much more than their skill sets. They often come from diverse walks of life that can be invaluable not only to their role within your organization, but to the overall company culture.Here are three benefits of disability inclusion in the workplace:

Innovation and creativity: People with disabilities bring unique perspectives and experiences that can drive innovation and creativity. By embracing disability inclusion, organizations can tap into the potential of this diverse talent pool and enhance their creativity and innovation.
Increased engagement and retention: Creating an inclusive workplace that caters to the needs of people with disabilities can increase their engagement, job satisfaction, and retention. This can result in a more loyal and committed workforce.
Enhanced reputation: Disability inclusion is becoming increasingly important to consumers and investors. By prioritizing disability representation in DEI initiatives, organizations can enhance their reputation and appeal to a broader audience.

Disability representation in DEI initiatives is essential to creating a truly diverse and inclusive workplace. By overcoming the challenges and embracing the opportunities, organizations can tap into the potential of this diverse talent pool and enhance their creativity, innovation, and reputation. By prioritizing disability inclusion, organizations can create a more equitable and just society for everyone.
Learn more by exploring how DEIBA can improve both your company’s culture and profit.


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### How to Create a Positive Workplace Culture for Mental Health

Mental health has been stigmatized for a long time, especially in the workplace. But as the workplace has evolved (most notably since the onset of the COVID-19 pandemic), so has the advocacy of mental health support.



While employers have a lot to focus on each year and priorities shift, mental health and overall well-being remain on top of the list for employers’ initiatives. A SHRM survey found that 38% of HR professionals believe they had successfully supported employee mental health challenges in the past year with 72% noting mental health as one of the greatest external challenges for most organizations. Additionally, enhancing mental health benefits and coverage is a priority for over half (51%) of HR professionals, almost a 10% increase from the previous year.

Like most issues in the workplace, mental health stigmatization cannot be remedied overnight. However, creating a positive workplace culture for mental health can set up an organization for greater success in supporting its workers.
Establish a Mental Health Policy
The first step in supporting mental health in the workplace is establishing a mental health policy that promotes treatment, fosters inclusivity, and reduces stigma so employees with mental health problems feel comfortable discussing them.

Internal policies should address important mental health issues and topics, such as:

 	Retaliation (i.e. reporting insensitive or inappropriate comments)
 	Discrimination
 	Workplace Violence
 	Compliance (i.e. American with Disabilities Act accommodations)
 	Flexible work arrangements

Additional mental health policies should include processes and resources for treating mental health, identifying and mitigating risks, support for employees with mental health issues, and collaboration between departments, leadership, and external organizations to create inclusive, positive workspaces.
Promote Mental Health Awareness and Education
Part of the stigmatization of mental health comes from a lack of awareness and education surrounding it. Promoting mental health awareness and education can cultivate greater empathy, as well as encourage employees to find treatment and support.

For mental health awareness, you can kick off your efforts by encouraging mental health initiatives, such as celebrating Mental Health Awareness Week, creating an employer resource group for underrepresented individuals, or a podcast initiating honest conversations around mental health.

For mental health education, host a monthly webinar on beneficial topics like identifying signs of stress or mental health struggles, how to engage in difficult conversations, or ask HR to do a Q&A for employees to ask questions openly on company policies, legal protections, and general mental health concerns.

Whatever direction you decide to follow, be sure to implement it at the leadership level. There’s nothing stronger than having your leaders be the example for employees to follow, especially if you’re looking to build a positive company culture and are seeking a company-wide change.
Create Mediums for Communication
In any successful strategy, there is communication. Did you know that 87% of employees fear stress will impact their ability to perform their role in the future? That fear can be crippling and lead to more complications.

To help comfort your employees, create regular check-ins. These should be humanized conversations that focus on productivity, general health, and any concerns regarding well-being in the workplace. As a leader, leverage these conversations to discover ways to support employees. During annual reviews, create personalized plans that support the overall mental, emotional, and physical statuses of your team.

Another opportunity could be setting up one-on-one sessions with a professional coach—someone that can be within your organization, i.e. a learning and development professional or HR representative, or a third-party coach—that can help address mental health challenges, workplace issues, personal life conflicts or stressors, goals, and other topical items your employees feel comfortable sharing. These coaching sessions can be included in your performance reviews to improve feedback and support.
Cultivate a Workplace Culture Focused on Supporting Employee Well-Being
One of the best ways to build a positive workplace culture for mental health is involving organizational leadership. Setting the tone and structure—essentially, leading by example—can be the encouragement employees need to utilize the tools and resources to support their overall health.

Leaders can open dialogues on mental health topics, such as burnout, coping with stress, anxiety, depression, isolation, and more. While team members might have the paid time off available, 47% of them are unlikely to take time off to reset and refresh. Leaders who not only use their PTO and remain disconnected during that time can be the example their employees need to do the same. Practicing and encouraging self-care can allow workers to recharge productivity and find greater success.

Additionally, research has shown a correlation between physical health and mental well-being. Promoting physical activities, like getting up and doing stretches, going outside for a walk, or hosting ‘walking meetings’ can provide opportunities for employees to receive physical activity, bond with other coworkers, and increase morale.
Offer Access to Resources
While you can provide training and resources to help educate employees, employers and front-line managers are not mental health experts. Make sure they have the training and resources to guide team members to professional mental health support, both internally and externally. Posting and communicating pertinent information on the company website or intranet, as well as breakroom bulletins can also be beneficial.

Mental health remains a top priority both in the workplace and at home. Looking for a deeper dive into supporting your employees? Check out Namely HR’s Guide to Supporting Employee Mental Health.
Sources: WTOP News, AAB People, Koa Foundations, The Global Business Collaboration for Better Workplace Mental Health



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### Compliance Update: 3 Evolving Labor Laws to Watch

Congratulations! You’ve managed to stay up to date with all the new labor laws that became effective on January 1, 2023! 
Unfortunately, your work isn’t done.
Chances are, there will be more changes ahead later this year. In particular, you may want to keep these three developing federal regulations on your radar—and create some potential action plans, so you’ll be ready, if and when the time comes.
1. Proposed Employee/Independent Contractor Reclassifications
In October, 2022, the U.S. Department of Labor (DOL) proposed to modify the way workers are classified as independent contractors under the Fair Labor Standards Act (FLSA).
The proposed rule, which would replace the employer-friendly classification test enacted by the Trump administration, requires that employers weigh six factors regarding the employer-/worker relationship, the nature of the work, and the financial implications.
The proposed rule would make it more difficult for employers to classify workers as independent contractors as opposed to employees, who are protected under the FLSA.
The DOL previously indicated that a final rule would be published in May, 2023. However, in mid-February, a lobbying group representing Uber, Lyft, and other gig companies asked for a postponement, due to Secretary of Labor Marty Walsh’s resignation. To date, the DOL has not responded.
If you use gig workers, this rule may raise your labor costs and/or increase your compliance risk. Now is the time to determine if the new rule would apply to your independent contractors—and if so, weigh your options.
Status: Final Rule Pending 
2. Expected Increase to Salary Threshold for Overtime Eligibility  
Ever since the Obama administration ruled to dramatically increase the overtime threshold—a 2016 rule that was sidelined before it took effect—employers have kept an eye on this issue, which largely affects lower-wage, salaried workers.
While the Trump administration’s DOL modestly increased the overtime threshold in 2019, from annual earnings of $23,660 to $35,568, the Biden administration is now considering a substantial hike, which will benefit workers but cost employers.
The yet-to-be proposed rule is expected to be unveiled in May 2023. While the specifics remain unknown, some labor law experts speculate that it will:

Increase the weekly threshold from $684 to $900-–$1,000 
Modify the duties tests so more employees are classified as non-exempt, and
Require automatic future increases to the threshold.

Take is a good time to review your payroll, identify exempt employees whose earnings fall between $684-$1,000 per week, and ensure that their job descriptions accurately reflect their duties. Should the rule be finalized, you may be required to either increase the affected employees’ salaries above the new threshold or change their status to non-exempt—a choice you may wish to examine now.  
Status: Initial Rule Pending 
3. Proposed Ban on Non-Compete Agreements
In January, the Federal Trade Commission (FTC) proposed a new rule that would ban employers from entering into non-compete agreements with employees and independent contractors. According to the FTC, the practice violates Section 5 of the Federal Trade Commission Act. 
Under the proposed rule, employers would be required to rescind existing non-compete contracts and actively inform workers within 180 days of the final rule’s publication.
Non-compete clauses prevent employees from working for a competitor or starting a competitive business, usually for a specified period of time following termination or within a defined geographic area. They are common in the technology world and other knowledge-based industries.
The FTC is currently accepting public comments. The comment period is currently open through mid-March 2023 and may be extended.
In addition, the FTC has indicated that it is open to alternatives to an unconditional ban, such as by incorporating salary thresholds or making targeted exceptions.
If you use non-compete contracts as a business tool, there is little to do at the moment—although you may wish to focus on positive ways to retain your employees, which is always a good idea, anyway.
Status: Initial Rule Issued; Public Comments Pending 
We’ll keep you up-to-date on these evolving employment laws and others. In the meantime, if you haven’t already, download the compliance resources you need for 2023 and give yourself the confidence you need in all things compliance.

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### 7 Ways to Create a Supportive Workplace for New Parents

Today, retaining valued employees is more important than ever—and that goes double for new parents. Research reveals that nearly 50% of working women do not return to work after having a baby, and that more than half of those who come back do so reluctantly.

But it doesn’t need to be that way. By creating a workplace culture that actively supports new parents, and moms in particular, you improve the likelihood that they will return—enthusiastically.
Here’s seven ways to do just that. How many have you already put into action?
1. Provide Paid Parental Leave
If you don’t provide paid parental leave, consider adding it if you can—it’s a truly compelling benefit. Already offer it? Consider extending it for a longer duration; it may pay for itself and then some by sparing you the cost of hiring replacements or temp workers.
Case in point: studies show that when employers extend paid leave from eight to 12 weeks, new moms’ attrition declines by 50%.
2. Offer a Back-to-Work Transition Period
For new parents, returning to work is stressful on many levels. Allowing new parents to work part-time for several weeks before returning to full-time hours gives them a chance to adjust emotionally, find and develop trust in their caregiver, and ease into their new workday routine.
3.  Explore or Expand Remote/Hybrid Work Options
Almost all workers relish remote work opportunities, but perhaps no one as much as new parents. Allowing them to work remotely, even a few days per week, just might be the tipping point between losing or retaining a valued team member.
Why not take it further, and waive your cameras-on policy for virtual meetings? This may allow nursing moms to keep their carefully-cultivated schedule, while sparing all new parents the need to get camera-ready on top of everything else. Or take the opposite approach and allow new additions to make occasional appearances on camera, too!
4. Go Above and Beyond for Breastfeeding Moms  
Ask any mom who has done it: it’s incredibly challenging to continue nursing when you work onsite. Instead of simply complying with FLSA mandates regarding lactation spaces, why not create a truly functional, comfortable pumping sanctuary that shows you support their commitment?
Consider adding amenities like a private fridge and homey seating. Allow employees to schedule use of the room through your online calendar. And by all means: ask those using the room for suggestions to make it better.
5. Add Parent-focused Benefits 
Paid parental leave is the paradigm of parent-pleasing benefits, but it’s not the only one. While hosting an onsite daycare may be beyond your scope, consider providing childcare stipends or daycare reimbursement.
Make sure your employee assistance program (EAP) offers services geared to new parents, such as access to lactation consultants, baby sleep counselors, and support groups.
Finally, consider whether unlimited PTO might make sense for your business. For new parents juggling occasionally sick kids or childcare emergencies, it could be a gamechanger. 
6. Encourage Managers to Be Supportive
You can have the best intentions, but if your managers aren’t on board, your efforts will fall short. Make sure that all of your managers—not just those who are parents—are sensitive to the challenges that new parents face.
Make sure that your leadership is mindful to avoid “the maternal wall”—i.e., the biased perception that mothers don’t work as hard as everyone else. No parent should be denied opportunities for advancement because of their parenthood status.
7. Ask New Parents What They Need  
The best way to learn how you can truly support someone is to ask. To confirm that your HR policies are parent-friendly, ask working parents for their input. Frontline managers should check in frequently with new parents on their team just to see how they’re doing. 
You’ll not only send the message that your company truly cares—you may glean insights that will help you better support (and therefore retain) new parents on their journey.
Need inspiration? Learn about one new mom’s back-to-work experience—and what steps her employer took to help make things work. 

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### 6 Steps for Building an HR Crisis Response Plan

Imagine your entire technology platform crashes. An employee files a harassment complaint. A department head uncovers a chronic theft problem. In each of these instances, do you know what to do and who needs to be involved? 
In other words, do you have an HR crisis response plan?
Virtually every HR department needs one, regardless of company size or industry. It’s similar to an OSHA emergency plan, only it expands outside of natural disasters and workplace accidents and includes financial and technological crises.
HR crises don’t always pose a threat to employees’ lives, but they can pose a threat to the health and future of your business. Because they are unexpected and unlikely to occur, most HR professionals lack experience handling them.
That is why you need a formal, written rapid response plan—one that any HR team member can access and follow in a heartbeat. It doesn’t need to be elaborate, but it does need to be thoughtful and thorough. You might start by following these six steps.
1. Identify Your Threats
You can’t create an effective crisis response plan without specifying what type of crisis you are addressing. For example, workforce calamities like a mass resignation require different solutions than say, compliance-related issues.
You may choose to develop several plans that address multiple workplace risks. However, the process for building a plan is the same, though the response team and solutions may vary. 
2. Create Your Crisis Response Team(s)
Depending on your organizational structure, you may elect to form a single core team or create multiple specialized teams. Either way, identifying personnel and putting all their contact information in one accessible place will allow you to alert and gather your team members quickly when needed. 
3. Establish a Communication Process
How you alert your team members will be determined by how your company communicates internally and what technology you use. For some companies, it may make the most sense to set up a classic phone tree. For others, it might mean creating a dedicated user group on Slack or Microsoft Teams—whatever method allows you to get hold of the necessary parties quickly.
4. Develop Your Response Plan   
Regardless of the nature of your HR crisis, most response plans include the following steps:

Collect initial information
Notify team members
Gather further incident details
Develop a solution—or, better yet, implement one you’ve already developed
Obtain consensus/permission to move forward
Execute the plan
Develop a larger communication plan
Implement a plan to resume operations, if paused
Document it
Assess the effectiveness of your response
Update your response plan for next time, if necessary

5. Engage in Proactive Problem-Solving
Obviously, you can’t predict what your next crisis will be. But you can identify the nature of the problems you are most likely to confront and develop some preemptive solutions.
For example, in the event of a harassment complaint or lawsuit, you might choose to make your attorney part of that rapid response team and identify the team member who will contact them.
6. Prepare Your Staff to Respond
It’s not enough to create a great HR crisis response plan—make sure everyone involved is familiar with it, knows where to find it, and is comfortable taking action.
In addition, make sure your staff can distinguish between crises that require quick action (i.e., a walkout) and those that are not immediately dire (i.e., a complaint or lawsuit).
Finally, conduct periodic training and refreshers to keep your team informed on best practices. Should an HR crisis occur, it will inevitably happen at the worst-possible, most-unexpected time. The more swift and effective your response, the faster you can return to business-as-usual—and that, of course, is the goal.
One of the best ways to prevent many HR crises is to up your compliance game—and we can help. Learn how Namely’s HR compliance solution can help prevent fines, audits, lawsuits, and all the headaches that accompany them. 

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### Why the Employee Experience Still Matters

With Employee Appreciation Day around the corner (Friday, March 3), cultivating a positive employee experience that not only engages and retains employees, but also empowers them is more important than ever.



Namely recently teamed up with Bravely and Blueboard to discuss why the employee experience still matters from various perspectives, lending expert strategies, resources, and tools to help elevate the employee experience.

The panel included:

 	Shireen El-Maissi, Blueboard Manager, People Relations and Talent Acquisition
 	Brittany Westfall, Bravely Coach
 	Jennifer Therrien, Namely VP, Global Talent Management and Development

Key Takeaways from the Panelists
Our panelists touched on workplace trends at varying points of the employee lifecycle, drawing on their experience in their respective roles and lending their expertise to guide employers in developing best practices for their own organizations.

“In my opinion, the employee experience begins at the interview process,” Shireen said, including that the interview process is a way to showcase and cultivate your company culture. To do so, it starts with transparency and involving other team members (vs solely the hiring manager). Shireen also emphasized that onboarding is just as important because that’s when employees start integrating into the company and your team. So the culture you create during the interview process should extend through the onboarding process.
1. Employee Experience Begins at Interviewing and Onboarding Stages
“In my opinion, the employee experience begins at the interview process,” Shireen said, including that the interview process is a way to showcase and cultivate your company culture. To do so, it starts with transparency and involving other team members (vs solely the hiring manager). Shireen also emphasized that onboarding is just as important because that’s when employees start integrating into the company and your team. So the culture you create during the interview process should extend through the onboarding process.
2. Prioritize Learning and Development Opportunities
“It’s about meeting people where they are at and finding the next step,” Brittany advised on learning and development. Brittany touched on how it’s critical for employers to listen to employee needs and find resources that support them. From upskilling and reskilling to encouraging passions, individualizing feedback and appreciation is essential for employees to feel valued and supported.
3. Considerations for Transitioning from Remote to Hybrid or Full-time In-office
“If you are an HR leader or you have been tasked to bringing your employees back into the office, whether it be two days a week, three days a week, or five days a week, there are some strategic steps you would need to take," Jennifer advised on the transition from a fully remote workforce to a hybrid or in-office arrangement. "First, you have to have an open conversation with your C-suite. You have to understand where they sit, meaning, do those leaders embrace remote and hybrid work? Or do they philosophically believe you must be in the office five days a week? Do you want your employees to return to work to ‘to be seen’ or more connected, collaborative, and innovative?

“Second, you must understand the 'why' behind the ask to effectively build your return to work strategy and change management plan. For example, if you ask your employees to come back to the office for more in-person collaboration, you would also need to consider whether your office has more personal or team meeting space. Suppose your office contains more private workspace and offices than huddles, breakout rooms, and team collaboration space. In that case, your groups are less likely to have the space they need to come together to collaborate and innovate.

“And last but not least, you need to leverage your technology to ensure that those who remain in remote or hybrid environments are not left behind," Jennifer continued. “It will be critical that your leadership team understand the potential for proximity bias and ways to overcome or prevent that to ensure your remote teams have equal opportunities and experiences.”

Other topics covered during the webinar included developing more personalized feedback and appreciation, interviewing best practices, upskilling and reskilling employees, and deep-diving into building an authentic, resilient culture.

Did we mention that attending also earned you SHRM and HRCI credit? Though we can’t guarantee all webinars will provide the credits, keep an eye out for upcoming webinars that might offer this additional perk!

Here are some additional resources from our panelist organizations focused on employee experience.
Blueboard

 	10 Employee Appreciation Day Ideas that Actually Work (Blog)
 	Send a (Free) Appreciation Card to the Coworkers Helping You Thrive
 	Maintaining Morale, Equality, and Connection in Our Hybrid Workforce (eBook)

Bravely

 	Meeting Employee Needs with a People-First Plan for 2023 (Blog)
 	Reframing Quiet Quitting to Reengage Employees (Blog)
 	Securing Executive Buy-In and Budget (Guide)

Namely

 	5 HR Tech Tips to Drive Your Employee Experience Strategy (Blog)
 	Employee Retention Strategies for 2023 (eBook)
 	What Is Your Work Love Language? (Quiz)

Did you miss the webinar? No worries—we have more coming soon. Check out our upcoming webinars and register now. In the meantime, download Namely’s eBook on HR’s Guide to Boosting Employee Morale in 2023.



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### 9 Low-Cost Ways to Show Employee Appreciation

Mark your calendar—Employee Appreciation Day (Friday, March 1) is right around the corner! Employee Appreciation Day was established in 1995 by Workman Publishing in an effort to remind business owners the importance of healthy employer-employee relationships. Showing appreciation is just one of many gestures that can go a long way in making employees feel valued.
In fact, studies have shown that employee appreciation has a powerful impact on workplace culture, employee engagement, and retention.
Lack of recognition is the third leading cause of employee resignation. Yet, employees who are recognized are nearly six times more likely to stay with their organization than those who are not. Not to mention that 92% of employees are likely to produce consistent results if given recognition for their work and 80% would put more effort into their work if they felt more appreciated.
Here are a few ways your company can show appreciation without breaking the bank!
1. Half-Day Friday
There’s nothing better than getting off of work early on a Friday. Allowing your employees to take a half day on Employee Appreciation Day to celebrate their hard work each and every day is a small cost for you. Some businesses already implement half-day or early release Fridays. If that’s the case, perhaps allow them the full day off or another half-day during the week.
2. Catered Lunch
Food brings people together – so what better way to celebrate employees than providing them a paid-for lunch? And depending where you’re located, you likely have access to a number of options. From food trucks and small businesses to your favorite franchises or your own take on a food bar (i.e. breakfast or brunch bar).
3. Public Shoutout
Whether it’s your organization’s social media page or intranet to a giant billboard or using a plane to write a message in the sky — find creative ways to give your employees a public shoutout. Highlight anything from small milestones and achievements to group photos and a sincere gratitude post for your employees.
4. Invest in Learning and Development
Maybe you’re already a HubSpot customer — encourage your employees to take advantage of HubSpot Academy. Educational webinars, certifications, online courses, and even degree programs — make an investment in an employee assistance program or donation to your employees’ learning and development (i.e. a pre-set allowance for employees to spend on any learning and development program they wish).
5. Destress Day
All that work and no play? Treat your employees to a destress day, where all their hard work is rewarded through meditative activities. Hiring a massage therapist or a local pet store to bring in friendly furry animals (i.e. puppies, cats, bunnies) can help provide some stress relief. Other options may be a guided activity, like journaling or yoga. Perhaps take a pulse beforehand to see what employees would like to provide them their preferred method of stress management.
6. Inspirational Guest
Maybe you want to provide comedic relief by hiring a comedian. Or you could bring in an influencer to provide a motivational talk. Whatever you decide, the guest should be inspirational and provide light topics to help balance motivation and relief from work-related stress.
7. Virtual Happy Hour
A fun and simple way to get your staff together is inviting them to a virtual happy hour. While you should consider all time zones, typically a happy hour can provide a safe space for employees to get to know each other better and talk about less professional and work-related topics. Bring your choice of beverage, kick back, and have lots of laughs.
8. Volunteer Opportunity
Want to give back to your local community? Not only does providing an organizational volunteer opportunity allow your staff to take a break from work, but also feel the impact of giving back to the community. It can be a beneficial team-building experience, as well as individually rewarding.
9. Company Swag
Give your employees a reward for being the champions of your brand — with free swag! Nothing screams “thank you for all that you do!” than free swag. Make sure to personalize a message to employees thanking them for their hard work and dedication to your organization.
Employee Appreciation Reminders

Invite remote employees: If you’re a hybrid workplace, reach out to remote workers in advance to invite them to your event. Those that are in the area might want to venture into the office to reconnect with coworkers. It is equally important to ensure that whatever you decide to do as a token of appreciation, you find a way to include remote employees. Sending swag? Make sure to either mail it to your remote employees or invite them into the office to pick it up.
Personalize the gesture: Appreciation is more meaningful when it’s personalized. Where possible, try to mention specific examples of what you appreciate about each employee.
Memorialize the day: Take a group photo to commemorate the day! If you can, distribute company swag for the photo so everyone can match. If you’re hosting events, take pictures and share on your social channels to provide inspiration for other employers to follow.
Expand the celebration year-round: Just because it’s recognized one day out of the year, doesn’t mean you’re limited to only that day to celebrate employee appreciation. Turn it into a week-long celebration. Or maybe do a quarterly celebration that includes birthdays and work anniversaries. Why not have multiple employee recognition opportunities throughout the year? Employee Appreciation Day shouldn’t be the end of your employee recognition.

From peer-to-peer appreciation and employee collaboration to manager reminders, Namely’s HR platform has you covered. Request a call to learn more about Namely’s HR solutions today.
Sources: Snappy, Reward Gateway, Nectar

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### 5 Strategies for Stronger Employee-Manager Relationships

It’s a given that healthy employee-manager relationships enhance your success. But it’s easy to underestimate just how powerful they truly are. 
According to McKinsey, an employee’s relationship with his or her manager is the top contributor to job satisfaction, as well as a major factor affecting employee well-being. But that is not always a good thing. For example, 75% of workers say their boss was the most stressful part of their job, according to an American Psychological Association survey.And managers are struggling, too—caught between the competing agendas of leadership and staff. No wonder 45% of middle managers report feelings of burnout, which, of course, makes it even harder to form authentic bonds with direct reports.   However, this is something every organization can improve. As with all human connections, empathy, understanding, and ongoing communication is the key to cultivating sound employee-manager relationships—and these five strategies can help.  
1. Emphasize Meaningful Employee-Manager Conversations 
An employee's conversations with their manager—those all-important one-on-ones—define that employee’s work experience, according to Gallup research. 
Abrupt, critical words from a manager can do more than ruin an employee’s day; they can lead to quiet (or actual) quitting. Conversely, when a manager serves as an encouraging, positive force in the workplace, it drives productivity and creativity. 
Specifically, effective managers:

Ask employees how they are, forging a personal connection
Provide specific, positive feedback—and invite it as well
Thank employees frequently for their contributions
Set clear expectations
Provide coaching when opportunities arise

Good managers recognize that genuine conversation is a two-way street. They ask employees questions, listen, respond honestly and directly—and apply what they learn to the way they manage each employee going forward.
2. Chart a Path to the Future, Together 
One of the best ways managers can motivate their employees is to not only ask them what their career goals are but to also actively help employees take steps to achieve them.
These managers offer employees personalized growth opportunities—whether in the form of new tasks or projects, formal upskilling initiatives, or supplemental training. They will even make recommendations, such as books to read and skills to acquire, to help employees grow their knowledge and capabilities.
When managers mentor their employees on any level, it’s gratifying to both parties—and it benefits the company, too. 
3. Celebrate Milestones and Successes
It’s a basic human need to feel valued. When managers praise their employees’ performance—whether through formal recognition programs or casual praise—it serves as a powerful incentive to keep raising the bar.
Similarly, when managers take the time to celebrate employees’ birthdays and work anniversaries, it creates a sense of belonging and camaraderie that increases job satisfaction, while building a bond that transcends a paycheck.
4. Encourage a Healthy Work-Life Balance
Today, virtually every employee seeks a better work-life balance. And they deserve it—employees and managers alike.
While more employers are embracing the concept—who doesn’t want happier, more productive employees?—not everyone is there yet. But when managers actively encourage employees to use their PTO, take full vacations, and practice self-care, it sends the message that their well-being matters. It’s a compelling message that employees want to hear.
Of course, the prioritization of work-life balance is most effective when managers and senior leadership model the behavior, too.
5. Support and Train Your Managers 
Not every great manager was born that way. Employees aren’t the only ones who benefit from coaching and support.
According to an SHRM survey, the five top skills that employees wish their manager would hone include communicating well, training and developing their team, time management and delegation skills, creating a positive and inclusive culture, and managing team performance.
The good news is that these skills can be learned and developed by giving managers specific training, tools, and techniques for connecting with employees.
In addition, make sure that middle managers receive what they need from their management: clear, achievable goals and direction, a sense of inclusion, and recognition for a job well done.
Every employee and manager has a distinctive workplace love language. Discover your workplace love language—and that of your coworkers’—to further strengthen your relationships. 

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### Separations: Empathy and Understanding in the Layoff Process

There is no painless way to tell someone that they are out of a job. That said, some layoffs are handled in ways that cause more psychological impact than others, which is why, as more companies face tough downsizing decisions, thoughtful employers are embracing the art of the gentle layoff. 

Losing a job can lead to financial, psychological, and stress-related medical hardships, and staffing cuts can be shattering for “surviving” employees as well. Beyond that, research shows that when layoffs are handled poorly, a business’s profits and brand may suffer, too.
For all of these reasons, it’s in every employer’s best interest to plan reductions in force thoroughly, execute layoffs carefully—and treat all employees with compassion and humanity.  
Make a Detailed Game Plan 
It’s not just about who to let go, but how to tell them. Who will break the news to employees—management, HR, or both? Where will these conversations take place—in person or cyberspace? What’s the best time to give the news?
Keep in mind, layoff practices of the past were often based on convenience rather than compassion. Here’s what we’ve learned since then:

One-on-one conversations are kinder to workers than impersonal email blasts and recorded messages. They give employees the chance to react and ask questions, while protecting their dignity and conveying that they still have value.
Many HR experts believe that virtual meetings are a kinder alternative to asking remote or hybrid employees to come into the office, only to be terminated in a public setting.
Friday afternoons were once considered prime layoff time because employees had the weekend to process their new status. However, current thinking is that it’s more considerate to conduct layoffs during the workweek to give employees immediate access to HR and their benefits. 

Provide as Much Support as Possible
Part of the shock that laid-off workers experience is due to fear of the unknown. The more generous you are in offering a severance package or expanding your current one—and the more quickly you can convey it—the less panicked employees are likely to be.
In addition to severance, consider extending the health insurance coverage period and/or providing outplacement services. These can make a difference. But whatever benefits you offer, be ready to provide the specifics immediately, so employees know what they can count on and what their next steps will be.
Practice the Layoff Conversation
Providing managers with trial runs at laying off an employee can help keep hard, emotionally-fraught conversations on track. In addition, managers should:

Show respect and compassion, while maintaining professionalism.
Focus on the business reasons driving the decision.
Ask employees if they understand, let them express their feelings and needs, and actively listen to their responses.
Stay calm, even if employees do not.
If you offer a severance package, be prepared to explain it and answer any questions employees might have regarding it.
End the conversation with clear next steps: where to go for information, what happens next, how to return equipment, etc.

At the same time, managers should be ready to adapt to each employee’s reaction. For example, if an employee gets very emotional, the manager might suggest resuming the conversation in a few days. 
Be Transparent with Your Remaining Employees 
Layoffs can be nearly as difficult on those who stay as it is on those who leave. Studies show that downsized businesses are more likely to experience increased turnover, lower morale, decreased productivity—even less innovation.
To minimize the fallout, be transparent with your surviving workers. Reassure them that you treated their coworkers fairly, that you have a plan for moving forward, and that they have a role to play in it.
Be prepared for open, ongoing conversations in the months following the layoffs, and keep an eye out for employees who may be struggling.
Take Care of Your Messengers, Too
Delivering pink slips isn’t easy, even for managers and HR professionals. Creating distress for employees may take an emotional toll, especially since 70% of workers—including managers—go out of their way to avoid difficult conversations.
In addition to giving your managers tools for the task at hand, offer them your support.  Acknowledge that it’s a difficult job and you appreciate them for tackling it.
No doubt about it, layoffs are never easy or painless. At the end of the day, the best way to get through one is to act from a place of care and compassion—and to get through it together.
A resilient workforce starts with strong manager-employee relationships. Read our ebook on how to build and nurture those key bonds. 

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### Unlock the Potential of Gig Work to Solve Hiring Challenges

As the challenge to hire skilled workers continues, more employers are joining the gig economy—that is, filling the gaps in their workforce with short-term employees. If your company is struggling to recruit personnel, or the time it takes to fill key positions is getting longer, maybe it’s time to consider using gig workers—also known as freelancers, temporary hires, and contingent employees.

The Growing Gig Economy  
According to research by Upwork, gig workers contributed a hefty $1.35 trillion in earnings to the U.S. economy in 2022, an impressive $50 billion increase over 2021. Last year, more than 60 million Americans participated in some form of contingency work—up 3% from the prior year.
And it’s not just rideshare and food delivery drivers. Upwork’s study found that 51% of these workers provided skilled “knowledge services,” including information technology, computer programming, marketing, and business consulting. The healthcare industry has also emerged as one of the fastest growing gig market segments, according to Staffing Industry Analysts.
In other words, even if your business requires experienced professionals with very specific skill sets, there’s an excellent chance that you can find short-term workers who fit the bill. 
Changes in Attitudes  
The same shift in mindset that sparked the Great Resignation has fueled the migration to gig work. We know that gig workers prize a flexible schedule over steady, full-time employment. Their priority is often a better work/life balance, as well as greater control over when, where, and for whom they work. 
Not surprisingly, younger workers—Gen Z and Millennials—are most drawn to the flexibility provided by gig work, although it’s more likely to take the form of part-time “side hustles” due to their low barriers of entry.
However, there is a trade-off for all this autonomy: economic uncertainty. Studies reveal that 1099 employees worry deeply about their financial futures, scoring twice as high as traditional employees on the Economic Anxiety Index. They also envy the employee benefits—and tax advantages—that conventional workers enjoy.
In other words, if you find you’d like to permanently hire a contract worker you’ve been using, it never hurts to ask. While many gig workers claim that they’ll never return to full-time employment, a change in their financial situation—or even, say, a looming recession—may also change their point of view. Never say never. 
The Benefits of Using Contingent Workers 
The gig economy doesn’t just offer flexibility to workers, but also employers. Using temporary workers allows businesses to seize short-term opportunities and react quickly to evolving market conditions.
In addition, it allows companies to hire workers on a project-by-project basis, while saving money on insurance and other benefits—which, according to the Bureau of Labor Statistics, increases payroll costs by an average of 31%. And of course, it allows businesses to see how a prospective employee performs, before making the commitment to permanently bring them aboard.
Not surprisingly, in a recent McKinsey survey, 70% of executives said that they planned to use onsite contract workers more than they did pre-pandemic.
Which begs the question: does it make sense for your business to leverage the gig economy, too?
Gig workers may offer you a solid, short-term solution—but an even better solution is to keep the workforce you already have! For this year’s most effective retention strategies, download our ebook on Employee Retention Strategies for 2023. 

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### How to Uplevel Your Onboarding

Onboarding – not to be confused with “orientation” – is the process by which new hires acclimate to your organization through its structure, culture, vision, mission, and values. The onboarding process can vary across companies from one or two days to one month or longer.
Onboarding plays an integral role in positive employee experiences, as well as high engagement and retention rates.

A majority of employers (93%) believe that the onboarding experience plays a critical role in an employees’ choice to remain with the organization.
Newly-hired employees only operate at one-quarter of complete productivity potential in the first 30 days of employment and need anywhere from eight to 12 months to become as adept as established colleagues.
A strong onboarding program can produce 82% higher retention rates. It also increases productivity by 70%.

With those numbers, it is imperative to develop a well-thought-out onboarding process that includes the expectation that new hires should not be contributing to their full potential within the first few weeks.
Instead, focus on these three tips to uplevel your onboarding process.
Three Tips to Uplevel Your Onboarding
1. Company Culture Is Paramount
The first step in creating a company culture is being open to change, especially processes that don’t work.
But did you know that more than half of companies do not have a way to measure their onboarding’s success? And roughly two-thirds of companies do not include leadership in the onboarding experience.So how can a business improve and develop a successful onboarding process if leadership isn’t involved and there’s no way of measuring and analyzing what works and what doesn’t?
Onboarding is all about understanding the organizational goals and mission. Without leadership input and a means for employees to provide feedback, your onboarding process will likely fail.
Set yourself up for success by asking for leadership participation in planning and executing onboarding processes. Add a platform for feedback and review what went well, what could be improved, and any additional resources you might need to support a stronger onboarding experience.
2. Onboarding Starts Before Day One
Most organizations believe onboarding starts on day one for the new employee. That is a myth. Onboarding needs to start before day one.
Pre-board your new team member between the time they accept their offer and their first day. This can include:

Assigning an onboarding buddy to your new hire to guide them through their first 30 days.
Sending them informational documents and links to explore the company’s culture, processes, and policies.
Providing your social media handles so the new hire can follow, add connections, and get to know the company as a whole.
Setting up a lunch (virtual or in-person) on their first day and one-on-one meetings with individual team members so they can get to know each other.
Creating checkpoints throughout the process to ensure your new hire isn’t feeling overwhelmed, unwelcomed, or doubting their choice to join your organization.

Top organizations are more likely to interact with new hires before day one than their competitors. Join the best of the best businesses by engaging your new hires as soon as they accept your offer.
3. Virtual Onboarding Is the Future
Though many organizations have shifted to remote onboarding, 37% identified it as a top challenge.
Onboarding itself can be challenging, but limited face-to-face interactions and distance learning can add a layer of complexity to the process. That’s why the most important step in successful virtual onboarding is investing in the right tools.
Robust software that simplifies onboarding through interactive, user-friendly systems can ensure remote employees receive the same quality onboarding experience as in-person workers. Automating tasks is one great way technology can simplify and streamline the onboarding process. Automation can result in 18% improvement in initial performance and 16% increase in new hire retention rates.
In addition to obtaining reliable technology to support onboarding, it is important to establish expectations both from an organizational standpoint and the employees’ perspective. Setting explicit expectations from the beginning can help clear the air about how employees will be evaluated, which work products the company places the highest value on, and ensure your remote employees reach the same level of success as in-person workers.
Lastly, create opportunities for remote employees to interact and bond with your team. Almost half of employees (41%) do not feel connected to peers when working remotely. For example, Monday.com implements monthly or semi-monthly start dates so that new employees are grouped together to feel connected with peers across the organization. Don’t let your new hire feel so far away: help remote employees feel connected.
Onboarding doesn’t have to be as complex or overwhelming as it seems. Read Namely’s guide on How to Uplevel Your Onboarding in 2023 for our lessons learned from 2022, trends for the new year, and setting your employees up for greater success.
Source: HR Chief

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### To Be or Not to Be: The Unlimited PTO Debate

There is undoubtedly a competitive playing field when it comes to employee benefits. With a stronger desire for better work-life balance, it should come as no surprise that unlimited paid time off (PTO) is becoming the newest trend.

It makes sense because the ideal situation allows businesses to remove the expense of paying out unused vacation days, as well as provides employees opportunities to take the time they need to refresh and refocus.
But what if we told you that unlimited PTO can actually set you up for failure? The common caveat with unlimited PTO is the stigma of utilizing it. This stigma is often associated with employees feeling like they are on borrowed time rather than using the time they deserve. Essentially, it comes down to building a thriving culture that encourages, supports, and rewards employees who use their PTO.
So how can you do that? Here are Namely’s best tips for developing a stronger workplace culture that sets unlimited PTO up for success.
4 Tips for Developing a Workplace Culture that Embraces PTO

Recommend minimum time. Whether you require a set amount of paid time off that your employees are expected to take each year or simply recommend and encourage them to take, it is important to communicate it. From sending out consistent reminders to building a culture that embraces a work-life balance through PTO usage, make sure a baseline is established for your employees.
Instill PTO etiquette. Although there is no universal etiquette regarding PTO, combat the negative stigma by cultivating a company culture that respects, encourages, and supports PTO use. A helpful way to instill this is ensuring employees disconnect when on PTO. For example, turning off messaging and email notifications on their phone or not checking emails while on PTO. Another tip is to have a designated contact – either a general inbox or someone on the team – to address any questions or concerns regarding projects or tasks the employee is working on while out on PTO. This can help the vacationing employee enjoy their time off and remain disconnected.
Remove carryover PTO. Either limiting the number of unused PTO hours to carry over or removing any carryover of unused PTO hours each year can help encourage employees to use it. However, to prevent this from backfiring, it is imperative to establish a strong company culture where employees feel comfortable taking the time off.
Strengthen interpersonal relationships with direct reports. Lastly, strengthening the manager-employee relationship can open honest dialogues regarding employee concerns about taking the time off. It can also provide insights to employee pulse checks and opportunities to alleviate any pain points they might be experiencing.

Unlimited PTO is becoming the hot debate of employee benefits. Explore whether your PTO plan type even really matters. In the meantime, discover ways to strengthen the manager-employee relationship.
Source: Business Insider


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### Say This, Not That: How to Create More Effective Job Posts

If you’re disappointed in your job posts’ performance, you’re not alone. According to Indeed, 65% of employers revise their published job posts due to disappointing results, specifically because the posts:


Failed to attract enough candidates
Attracted too many unqualified candidates, or
Attracted candidates who don’t embrace the company culture.

If this is your experience, too, it is a great time to rethink your job posts. While it’s not easy to view something so familiar with fresh eyes, consider these ideas for getting those creative juices flowing—and attracting the candidates you really want.  
Think Like a Marketing Pro
Your company’s marketing department works relentlessly to attract customers, both by developing a brand voice pitched to your target market and expertly promoting your products and/or services.
This approach works equally well with talent acquisition, except your “customers” are your prime candidates and your “products” are your company, culture, workforce, and the position you’re seeking to fill.
Not sure how to do this? Well, try another timeless marketing strategy: do some market research. Check out the job posts of the leaders in your industry—the ones you most admire—particularly noting:

What they include (and leave out)
What they lead with, and how they organize their posts
Specific words choices, especially job titles
The post’s tone/voice — how the employer comes across
The length of the post

Chances are, you’ll pick up quite a few good ideas this way, while opening your mind to some new possibilities. 
Building Blocks of Great Job Posts
A compelling job post includes everything jobseekers need to know. To that end, a job post should include:

Search-friendly Job Title – Using job titles like “tech ninja” and “sales superstar” may seem playful and catchy, but they’re not search-engine friendly—which means your posts may as well be invisible. According to Monster.com, candidates search by job title and location. Explore the leading job boards and use the most common job title for the position you’re posting. (If there’s more than one, weave the others in the body of the post. For example, you might use “software developer” in your title, but work “software engineer” into your description.)
Detailed Job Qualifications – The more specific you are, the better you’ll shake out non-qualified applicants. Bulleted lists work well here because they’re easy to read, but try to limit the list between five to eight bullets. (If you have trouble shrinking it down, omit obvious qualifiers like “good time-management skills” and “self-starter.”)
Salary Range – Don’t be shy here; specifying a salary range saves everyone time by setting realistic expectations. And of course, in some states, it’s required by law.  
Key Benefits/Notable Perks – Studies show that job hunters value quality employee benefits, so highlight them. In addition, candidates prize perks like remote and hybrid work options, flexible schedules, generous time-off, and wellness benefits—so if you’ve got it, flaunt it.
Company and Cultural Information – Provide a brief overview of your business, its position in your industry and community, and your overall culture and core values. This will help draw ideal candidates to you. 
Call to Action – In addition to providing an application link, tell candidates exactly what to include (i.e. resume, cover letter, etc.). Make it easy for them to give you what you want. 

Additional Ways to Power-up Your Job Posts
Here’s a few more suggestions for optimizing your job posts.

Use reader-friendly formatting. Jobseekers will skip long, dense, word-heavy posts. Use short paragraphs, bullets, subheads, and white space to ensure your post is easy on the eyes.
Make it personal. Instead of “the applicant,” use “you”—and build an immediate connection.
Keep it short and lead with the key information. According to LinkedIn, candidates spend 14 seconds reviewing a post before deciding whether to apply. After you write your initial draft, review it with an eye for deleting every unnecessary word.
Collaborate! It’s a beautiful thing when HR and marketing teams work together. See if your friends in marketing will offer you some ideas for updating your job post template.
Keep evolving. Job posts aren’t static. Pay attention to what’s working and what’s not—and make changes accordingly. Practice makes perfect! 

One final thought: it’s hard to build effective job posts without compelling, accurate job descriptions to base them on. To test your current job descriptions, try our Job Description Generator. 

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### Onboarding: How to Make a Great First Impression with Namely

According to a Brandon Hall study, organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent. 



So it’s safe to say that an employee’s first impression is a lasting one. Providing new hires with a great onboarding experience sets the stage not only for their first day, week, and month, but also introduces them to the company culture, and their team, as well as a way to engage with their new company.

The onboarding experience is vital for both new hires and your company. That’s why it’s essential that your HR team and hiring managers are well prepared to ensure that new hires receive a smooth and unique experience before their first day. Here are a few ways to ensure a successful onboarding experience, all offered within Namely’s platform.
Onboarding for You, the Employer
A lot goes into preparing for a new hire to join your company. There is a list of items you are required to ask for, documents new employees must view and sign, and other legal documentation to complete. Not to mention, you need to ensure that the new hire completes the process and that all necessary items are ready by their start date. By streamlining and templating these tasks and tracking their status throughout the process, welcoming new hires can be a lot simpler with these tools in place:

 	Insightful Onboarding Dashboard - You need to have visibility into your new hire sessions and their statuses. By having an overview, you can view analytics, new hires by department, and even remind them to continue and complete their onboarding steps.
 	Custom Templates - By personalizing templates for new hires based on their roles, departments, and training needs, they can answer, view, and sign all required documentation during onboarding through a simple, wizard-driven flow
 	Automated Task Lists - To streamline preparation for administrators and employees, you can assign tasks to users across the company. They’ll each receive their own checklist to complete for the onboarding process, ensuring that the new employee receives everything they need–such as equipment or a reminder to complete open enrollment.

Onboarding for Your New Hire
A new hire’s onboarding experience should focus on simplicity, engagement, and personalization to excite them about the new step they’ve taken in their career. While you’re busy setting up the onboarding process to ensure accuracy and data gathering, an employee’s focus is on getting a better understanding of your company, culture, values, and what it will be like to work there. They want to make sure they complete all necessary steps while meeting their team and training for their new role. Make sure you provide a seamless and enticing experience with:

 	Progress Completion - Make sure your new hire knows when they’ve completed the process. Check off items as they get done, and show what’s left to make sure they’re ready to go. Some tasks can wait until after their start date, so make sure you have completion deadlines and next steps readily available for them to track. You want them to know what they’ve completed, as well as any outstanding items.
 	Personalization - By having automated task lists and role templates completed you’re already ensuring that you’re getting all of the personal data you may need from them–but take it a step further. Start with a customized welcome letter letting them know how excited you are for them to join your team. Include your company values and mission in your onboarding and ask new hires fun fact questions to learn more about them. Simply asking what their favorite coffee order, t-shirt size, and go-to snacks are given a personal touch, as well as the ability to surprise your employee on their first day or birthday.
 	Team Interaction -  Your new employee will be eager to meet their teammates if they haven’t already through the interview process. Initiate engagement on their first day by sending a Slack message to the company to announce that they have joined! You can even include the fun facts they provided, highlight something you have in common, or review who they will be meeting during training.

Conclusion
During this exciting yet nerve-wracking time for your new hire, they want to feel a sense of belonging and that their new company has things in order. Having streamlined, interactive onboarding processes and technology in place allows you to put the emphasis back on welcoming your new employees, focusing on your company culture, and making sure the process is easy and simple.

By recognizing the importance of onboarding and implementing the right methods and tools, you can lead an excellent onboarding process that sets your new hires up for success.

Wish you had all of these capabilities in your onboarding strategy or do want to learn more about Namely’s onboarding experience? Watch this quick demo!

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### 5 Ways to Use Automated Task Lists to Streamline Onboarding

Bringing a new employee on board comes with a pretty large list of things HR and the hiring manager needs to do to be prepared.
Not to mention, it’s never the same checklist across departments and roles, so it’s not a one size fits all approach. However, instead of always having to recreate the process, with the right HR technology you can automate task lists to ensure you’ve got the right things ready for each and every new hire, with ease!
Automated task lists can save you time and peace of mind, helping you further develop your onboarding process and experience for your new hires across the board. Here are 5 ways utilizing task lists can simplify and streamline your onboarding.
1) Automate your onboarding process 
Collecting information and having an orientation with a new hire is likely already a part of your onboarding process. With automated task lists, you can create task lists to automate your existing processes. Create tasks for new hires to review resources like a welcome video or benefits documents or to take action on important items like enrolling in benefits. Building this into a task list makes it easy and seamless for an employee to understand what is expected of them as they start their journey with the company.  There is no need to manually remind employees to complete their tasks, reminders will go out automatically based on what you built into the list.
2) Align employee role types with specific onboarding tasks
Not every new hire will need the exact same onboarding. Their department, position level, qualifications, location, and responsibilities can all determine unique tasks that need to be completed as the employee, as well as any additional tasks that may need to be set up by IT, HR, and other departments. By creating personalized task templates based on an employee type and aligning the right onboarding tasks, you can easily assign these to ensure each employee you hire is getting their unique checklist complete.
2) Ensure preparation and communication across all involved departments
It’s obvious that the manager and team of the latest hire will have some tasks to complete prior to the new hire joining, but sometimes those can easily get overlooked and lost in the shuffle with the everyday workload. With task lists, a manager can be better prepared and receive automatic notifications on things that need to be completed before their first day and for their training. These reminders can set up the manager for success, but also help build that employee experience for the new hire so they have a smooth transition into their role and team - scheduling an intro call with the manager and teammates, creating a 90-day plan, finalizing a training schedule, etc can all be listed within an onboarding task list.
In addition to the manager, many other colleagues and departments will need to be involved as well. By kicking off the onboarding process you can assign task lists to other departments such as:

IT to set up or mail equipment needed
HR department to finalize all onboarding, benefits, and company documents
Leaders/ key team member intros

4) Build culture and engagement with a warm welcome
Don’t just limit your task lists to the important HR and hiring information you need! Build in reminders and tasks around scheduling a welcome lunch, introducing them to other people on the team or within the company, highlighting social aspects and groups, and sending company swag to all increase engagement with your newest member! Adding in these fun pieces builds relationships and showcases your culture to make the employee feel extra welcome. You can set up a reminder to strike up a Slack conversation on their first day, add them to all necessary channels, and hit on some icebreakers for initial team inclusion!
5) Provide a one-stop, simplified experience for the employee  
While you are setting up these automated task lists to make sure everything gets done for a new hire, the most important thing to remember is that your latest employee is receiving a very streamlined experience on their end.  Everything they need to do, read, and sign off on can be monitored from the new administrative onboarding dashboard. 
The employee can update and track their progress from the onboarding ‘My Tasks’ list as they go. This easy experience allows you to showcase your company culture and make your newest employee feel prepared for their new job. Especially in today’s remote heavy world, a smooth onboarding experience helps bridge the gap between starting a new job without necessarily meeting people in person and being in an office. With automated task lists your team gets all of the necessary items ready so that your new hire feels equipped and ready to go, regardless of their role or where their office might be.
Interested in learning more about Namely’s onboarding experience? Watch this quick demo of our platform! If you’re currently not able to automate some necessary tasks to help streamline your approach—we can help!

### What Is Your Workplace Love Language?

Love languages are individual preferences for receiving and expressing love. Though typically referred to in an intimate relationship context, love languages can be applied to professional relationships, too—with a couple of tweaks.

The five love languages are:

Words of Affirmation – expressing kindness through words of praise or appreciation, such as inspirational quotes, compliments, or encouraging notes.
Quality Time – providing undivided attention to show presence and focus on the individual.
Receiving Gifts – offering thoughtful tokens of appreciation, such as a piece of jewelry or tickets to see a favorite artist.
Acts of Service – completing time-consuming or burdensome tasks that help alleviate tension, such as taking out the trash, folding and putting away the laundry, or grocery shopping.
Physical Touch – feeling love through an intimate act, such as holding hands, touching an arm, or a massage.

So why are love languages at work important? Because just like in romantic relationships, love languages can translate to the workplace in different ways, such as in preferences for communication, setting boundaries, and strengthening empathy and emotional intelligence.
Understanding work love languages can lead to higher motivation, long-lasting connections, and job satisfaction, as well as boost esteem, cultivate a healthier and more inclusive workplace, and elevate retention.
Benefits of Using Your Workplace Love Language
Through recognizing and respecting workplace love languages, you’re able to not only treat others the way they like to be treated, but it can also provide the following benefits:

Encourage altruism: Just like in an intimate relationship, learning a coworker’s love language can help you focus on their needs before your own. In an optimal situation, they would learn yours as well so that both of you can express appreciation in a manner that is purposeful to the other.
Foster empathy: The more you learn about your coworker, the more empathy you nurture towards them. Leaning into love languages, you begin to understand what helps an individual feel valued.
Protect boundaries: Opening a dialogue around expectations and preferences can help you form deeper connections, as well as understand and protect personal boundaries.
Support individual growth: By focusing on being more selfless, you’re likely to experience personal growth. Leveraging work love languages that push you outside your comfort zone can also promote change and growth.
Spread kindness in more impactful ways: When you start spreading kindness through understanding workplace love languages, relationships and interactions become impacted in more positive and influential ways.

Finding Your Workplace Love Language
Here's how we can adapt the five love languages to the workplace. We've also included a few ideas to help you get started!
1. Words of Affirmation = Continuous Feedback and Mentorship
Like words of affirmation in a relationship, continuous feedback and mentorship can provide you the tools, support, and insights to learn more about yourself. Through personal revelation and guidance from a mentor, you set yourself up for greater success.

Communicate that you prefer continuous feedback
Set clear expectations and goals so your mentors can better assist you
Seek out professional learning and development opportunities

2. Quality Time = Workplace Bonding
Quality time can be viewed in a professional environment as workplace bonding. Forming connections and learning about each other is at the crux of workplace bonding.

Set up 1:1 meetings to chat about non-work-related topics
Ping a coworker to ask about their new pet or weekend plans
Plan a team activity, like a photo scavenger hunt or trivia

3. Receiving Gifts = Give Thoughtful Gifts and Gestures
Who doesn’t love a thoughtful gift or gesture? If someone just celebrated a work anniversary, congratulate them with a handwritten note. It doesn’t always have to focus on professional milestones or triumphs – make sure to include personal life events and small wins, too! 
Just found out a coworker is having a baby? Perhaps offering to host a virtual baby shower could be exactly what they need – not to mention a friendly gesture for such a precious gift.

Buy something to spruce up a coworker’s desk, like a succulent or a small art print with an inspirational quote
Cater lunch from a popular restaurant in your area
Create a virtual card (we like Kudoboard!) for a team member celebrating a milestone

4. Acts of Service = Provide Support
From a difficult project with tight deadlines to experiencing a day where nothing goes according to plan, showing support through acts of service can be just what your co-worker needs. Taking action can definitely help alleviate any stress, anxiety, or exhaustion they may be enduring.

Check in with a coworker who may be struggling
Jump in on a task you can offload from a teammate
Grab an afternoon coffee or snack to give your coworker a friendly pick-me-up

5. Physical Touch = Encourage Touchpoints
While physical touch is a slippery HR slope to gamble with, encouraging touchpoints like a high-five or virtual kudos can convey an inspiring response to your coworker.

Give a compliment on the way your coworker handled a situation or performed a task
Spare a high-five for a team win
Shout out a job well done in a team meeting or instant messaging channel


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### A Comprehensive Guide to Redefining Performance Management

Performance management, like its HR counterparts, has evolved over the years. What was once a means of measuring worker efficiencies has now become performance enablement.
Most performance reviews consist of the following:

Strengths and weaknesses: A deep dive into what employees are doing well and areas for improvement.
Rating system: Varying by organization, and sometimes by department or industry, employees are ranked based on criteria set for different roles or compensation.
Review period: This identifies the period by which an employee is being evaluated, i.e. monthly, quarterly, or annually.
Setting goals: Upon reviewing general performance, employees establish new goals to achieve for the next review period.

Performance Management Trends for 2023
A major trend for performance management in 2023 is to approach with a redefined purpose and value for performance reviews. Instead of focusing on people management, performance focuses more on organizational ambitions broken down into smaller projects connected to employees’ skill sets rather than organizational rank.
Here are three ways companies across the nation are doing that:
1. Approaching Hybrid/Remote Work as a Long-Term Arrangement
Regardless of whether your company is implementing a permanent remote or hybrid work model, managers and leadership need to adjust performance management. The need for honest, open communication is essential in the remote space. Additionally, employees' needs have undoubtedly changed since shifting to remote and hybrid work. As a result, managers should incorporate employee feedback with self-reflection to help support them and define a better strategy for revamping existing processes.
Another tier of adapting to a remote or hybrid workforce is converting hyper-connectivity into hyper-productivity. Successful performance management has shown that well-connected employees are highly productive. Ensure technology is in place to support business goals with performance tracking tools to create an agile, resilient workforce.
2. Integrating Technology to Reinforce Processes
Like most business decisions, performance management will rely on data to determine where tasks can be automated and processes can be simplified. Investment in productivity monitoring technologies has become commonplace for many organizations. These technologies are able to automate real-time data collection and analytics on employee productivity and provide feedback on opportunities for improvement.
Thanks to technology automation, managers can focus more on providing the resources, tools, and support for their employees to successfully progress in their careers. Additionally, organization leadership will need to supply managers with the ways and means to encourage professional growth, address evolving workplace demands, and assist in employees’ project and skill decision-making.
Along with automation, simplifying the performance management process is integral to delivering real-time feedback through empathetic conversations. Effective performance management can be achieved through continuous feedback, and businesses can expect greater success by adapting their performance management processes to the needs of their employees.Did you know that:

Continuous feedback has provided 50% more satisfaction with performance management.
A majority of employees (83%) desire continuous feedback regardless of positive or negative remarks.
Employees are four times more likely to be engaged when weekly constructive feedback is provided and are equally more likely to be motivated to produce quality work.

Establishing a dynamic structure allows organizations to provide transparency in performance reviews, including simplifying progress tracking of remote employees. Coaching is one way to remain agile in performance management. In fact, weekly check-ins are recommended to offer appreciation, discuss improvement, and build motivation. Moreover, 71% of businesses with successful performance management processes include training managers on feedback and coaching best practices.
3. Defining Different Performance Levels and Focus Areas
In alignment with organizational shifts, performance reviews will also move toward project-based evaluations. This provides employees:

Feedback based on individual project performance.
Specific feedback based on goals attained, as well as input from parties involved (i.e. peers, clients)
Detailed review of employees’ performance impact on compensatory-related rewards.

Goal setting will incorporate personal ambitions instead of strictly professional. This helps employees be viewed as human beings, not just workers. The Gartner 2021 EVP Employee Survey reported 82% of employees desired to be seen as people rather than employees. Cultivating a culture that welcomes employees’ personal goals and provides managers with tools, like self-assessments, to track progress can help push the change to promote employee appreciation.
Lastly, team performance will become a separate focus. As teams work more closely to track progress and improve overall performance, technology will need to support the integral elements of team dynamics, such as collaboration, accountability, and problem-solving.
Tips for Simplifying Effective Performance Management
1. Establish a review cadence. How often should employees be reviewed for their performance? That depends on your organization (i.e. does your organization have set policies regarding performance review frequency?), your department (i.e. sometimes departments undergo quarterly reviews vs organizational annual reviews to determine project-based evaluations), and individually (i.e. do you want to include a self-assessment?). Ensure employees are also aware of how reviews will correspond with bonuses or merit increases.
Some examples of performance review scheduling include:

Annual: Occurs once a year, usually at the beginning of the year
Mid-year: Occurs twice a year
Quarterly: Occurs at the end of each quarter
Year-end: Occurs once a year, typically at the end of the year
30-60-90: Occurs every 30 days, 60 days, and 90 days

2. Notify employees before meeting. As with your established cadence, employees should be informed of when reviews will be given. This should include how they will be given (i.e. in-person vs remotely via video conference), who will be conducting the review (i.e. supervisor or manager, or a third-party vendor), date and time of the review, and what they should expect (i.e. format of the review).
3. Provide constructive feedback. First and foremost, all feedback should be given in private. Singling out employees in a group setting can be embarrassing and condescending for the employee being critiqued.
Next, make sure you provide actionable feedback. For example, offer advice and expertise, training and courses, and coaching or mentoring opportunities to improve their performance or promote their continued professional development. Ensure your feedback is documented in writing to (i) track progress, (ii) hold the employee and yourself accountable, and (iii) to reference at the next review.
Try to avoid personal criticism, such as individual-specific characteristics, as well as bias and limitations (i.e. implying a “right” way to work).
4. Develop a follow-up strategy. There’s nothing worse than setting goals your employees can’t achieve. A good plan includes an even better follow-up strategy. First, have your managers work with their direct reports to develop SMART (specific, measurable, attainable, realistic, time-based) goals. From there, you can determine what resources, tools, and support employees need to succeed – including progress checks, continuing feedback, and detailed notes on monitoring improvements.
From tracking progress and implementing feedback to establishing a performance review template and methods of creating positive employee recognition, an integrated performance management software can ensure a cohesive experience. 
Namely is recognized by Forbes Advisor as the best overall performance management software for small to mid-sized businesses. If you would like to explore your options, request a demo.
Sources: Asana, Qualtrics, Clear Company, Talent Management, HR.com


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### How to Create a Winning Hybrid Workforce Policy

Over the last year, many employers have embraced a hybrid work model, although it wasn’t part of their pre-pandemic game plan. These hybrid arrangements evolved organically post-COVID, as remote employees balked at returning to the workplace full-time. 

As it turns out, hybrid work arrangements offer benefits all around. Most employees relish the flexibility; most employers appreciate having an effective recruiting and retention tool at a time they really need one. Plus, evidence suggests that remote workers are more productive.   But here’s the thing: Some super-busy employers have yet to adopt a formal hybrid work policy. And while it may seem like everything’s working out at the moment, the absence of a written policy could lead to problems long term. Not only can unwritten agreements lead to misunderstandings, but also begs the question: how do you enforce them?   If you offer a hybrid work arrangement but have not yet created a written policy defining your rules and expectations, now is the time to change that. Here are some tips for getting started. 
Collect Input from Various Stakeholders 
The most successful hybrid work policies are cross-functional and collaborative, although most are owned by HR. So, your first step may be to choose your hybrid policy champion—i.e., your project manager.Because hybrid work impacts things like payroll compliance, reimbursement for work expenses, and data security issues, you’ll want input from your finance, legal, and IT departments. And of course, your frontline managers and employees, who undoubtedly have opinions on the subject. Obviously, your hybrid work policy should be consistent with your mission, purpose, and culture. Hopefully, it will formalize practices that your employees are already following.   That said, now is the time to ask: what’s working and what’s not? For example, some employers worry that team collaboration suffers when employees aren’t co-located. This approach can help you ensure these issues are addressed upfront.   
What a Hybrid Work Policy Should Cover 
A meaningful hybrid work policy will detail several  key points, including:

Your purpose for going hybrid (i.e. if you’re doing it to please your employees, that’s a valid reason—and one worth putting out there).
Which roles/positions are eligible for hybrid work schedules and why. Be sure to specify your criteria to ensure your policy is perceived as fair.
Required hybrid vs. onsite hours. For example, do employees need to work onsite a minimum number of days per week? Do they need to come in for regular team meetings? Can department managers set their own rules?
Expectations for employees when working remotely. Are there fixed core hours when all employees must be available for meetings and calls?
How (and where) new hires will be onboarded. For example, are they required to work onsite until they’re fully trained?

In addition, you may want to provide some etiquette guidelines for working remotely: dress code, whether cameras should be on during virtual meetings, and preferred communication methods, as well as expected response times.
Where to Communicate Your Hybrid Policy  
Your hybrid workforce may think they already know all the rules, which may not be the case. And even if they do, it’s still important to communicate it to cover all bases. It’s also particularly important to share your new work policy clearly and repeatedly, through all communication channels.If necessary, you can hold training sessions for employees and managers, clarifying expectations and rules of engagement. 
Monitor How It’s Going—and Stay Flexible 
It’s crucial to keep a close eye on how your hybrid arrangement is working. To that end, consider tracking a few key factors, such as productivity levels and progress on team projects. Finally, make sure your hybrid work policy gives you the leeway to make changes when needed. Yes, flexible work models benefit employees, but they must benefit employers, too—and that means building in the flexibility to adapt to evolving goals and priorities, together and apart. Burnout is rampaging through hybrid and remote workplaces – learn how to combat it before it strikes.

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### 8 Ways to Celebrate Valentine's Day with a Hybrid Workforce

Workplace romance might be frowned upon, but that doesn’t mean you can’t celebrate Valentine’s Day. Perhaps the question of “why celebrate Valentine’s Day in the workplace?” is top of mind. Well here’s why:


Boost employee morale. By providing an opportunity for employees to get together and celebrate an occasion through fun activities and conversation, employees can feel more engaged and have a sense of belonging in your organization.
Encourage employee appreciation. Depending on how you choose to celebrate, it is a time to cultivate employee appreciation. And studies have shown that when employees are appreciated, they feel rewarded and motivated.
Promote positive, empathetic space. Small, simple activities or gestures can decrease stress, support creativity, and strengthen inclusion, which all foster a safe space.
Lighten the atmosphere. Sometimes holidays or seasons can bring triggers and tough reminders for employees. Hosting lighthearted activities to cultivate laughter, appreciation, and camaraderie can extend some joy and optimism.

Now that we have convinced you to host some sort of celebration, you might be seeking some ideas. Here are a few easy, affordable, and creative ways to celebrate Valentine’s Day with a hybrid workforce.
1. Create a Game or Contest
Creating a simple, fun game like Valentine trivia or Bingo with mini prizes can be a great way to bring your team together for a little entertainment and a break away from the work grind. Mini prizes could range from a small gift card to a local coffee shop, a goodie gift bag, or even company swag (i.e. tumbler or notepad).
2. Host a Valentine’s Gathering
Whether you go with a full-blown celebration with catered food and decorations, or something simpler like a potluck or cookie decorating bar, hosting a Valentine-themed party can be just what you need. It’s a thoughtful way to get to know coworkers and cultivate inclusivity company-wide.
3. Send a Note or Goodie Bag
Get personal. Send a handwritten note or even a goodie bag to show appreciation for your employees. A customized goodie bag might include something sweet, a neutral-scented candle (i.e. lavender for relaxation), a personalized note (i.e. “thank you for being you,” “just a little something to know I’m thinking of you,” etc.), a company swag item (i.e. stickers, notepad, pen), and/or hand sanitizer/lotion. Whatever you decide to do, make sure you put as much thought and care as possible into it across the organization.
4. Cultivate Laughter
Nothing instills good vibes more than laughter. One simple way to do this is to share a favorite meme. Whether you position it as a meme summarizing how you feel about Valentine’s Day, one that encompasses your general personality, or just your favorite meme, it can allow your employees to showcase their personality – and humor – while keeping things light and fun.
5. Donate to a Shared Cause
Perhaps if you partner with a nonprofit or local business, you could create a company-wide incentive to donate to a shared cause. This can be done by matching donations that employees give to their preferred organization or having employees donate to a shared organization (i.e. perhaps through a poll or if you work in a particular industry, i.e. animal shelter, you can donate to something directly related to your cause).
6. Decorate the Office (or Home Office)
Decorating the office – or home office – can be a creative way for employees to personalize their space. Regardless if you invite employees to decorate a designated space in the office or allow them to decorate their own space (i.e. cubicle), find a way to ensure everyone feels included in the activity (i.e. taking pictures and sharing on your company’s social pages).
7. Late Start or Early Departure
Maybe you want to let your employees get a little extra rest or make it home early for a date night – either way, a late start or early departure can show your appreciation for the work-life balance and a reward for all the hard work your employees bring to the office each day.
8. Community Appreciation Bulletin Board
This board can be located in a central area like the break room, kitchen, or a high-traffic employee area so it can be viewed frequently. The board can be a place where employees can showcase their appreciation for others. It should be a light, inclusive activity that cultivates peer-to-peer appreciation and recognition.
Looking for more ways to keep employees connected and engaged? Check out our eBook on the Ultimate Guide to Employee Engagement Surveys.
Source: Bonusly


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### Black History Month: Revamping How You Celebrate Diversity

Like many national cultural and social events, such as Black History Month, that come once a year, businesses often look to celebrate them. However, one of the greatest mistakes companies make is celebrating them once a year. With the changes to the workplace — flexible schedules, hybrid and remote employees, multigenerational workforces, and social change — diversity, equity, inclusion, and belonging (DEIB) efforts are becoming the highest priorities for overarching business strategies and transformations.

With Black History Month – and others coming up throughout the year – now is a great time to explore what these cultural celebrations are all about and how to integrate them into your organization’s culture.
Timeline of Black History Month
Black History Month began in Chicago, Illinois in the summer of 1915 when Carter G. Woodson and his friends traveled from Washington, D.C. to observe the 50th anniversary celebration of national emancipation that was sponsored by the state of Illinois. Thousands of African Americans traveled to the event that showcased the progress since the abolishment of slavery.
Post-celebration, Woodson founded an organization dedicated to the study of Black life and history. In September of the same year, he also formed the Association for the Study of Negro Life and History. Woodson spent the next decade advocating for promoting Black stories and lifestyles, ultimately turning a week-long celebration into a month-long commemoration. He chose the month of February as a sort of ode to President Abraham Lincoln and Frederick Douglass, both of whom played an integral role in shaping Black history.
So why is this important to businesses? Understanding cultural history and the impact it has on the targeted demographic can help employers grow and cultivate a culture of emotional intelligence.
5 Tips for Celebrating Black History Month
1. Plan ahead.
While it’s essential to plan for designated months, it’s also important to incorporate DEIB initiatives into the full business strategy. Whether you select a committee or assign it to your HR department, it is integral to plan ahead. Last-minute celebrations or nods, such as using a hashtag or changing your brand colors to show support, can deafen your efforts altogether. Scope out opportunities to expand the celebration (i.e. Martin Luther King, Jr. Day, Juneteenth, African-American Music Appreciation Month), elevate community voices, and support local businesses as a means to push year-round inclusivity and advocacy among all demographic groups.
2. Expand celebration.
First and foremost, just because it is a celebration of Black history and culture, don’t make assumptions. Though race can be a taboo topic in the workplace, a common mistake businesses make is approaching the topic with colorblindness — meaning that no single demographic group initiative is focused on in an effort to create equality. However, studies have shown that this approach increases underrepresented groups’ perception of bias from their colleagues of different demographics and decreases engagement.
SLastly, make sure it is a company-wide effort. Everyone – no matter their race – should be encouraged to participate. Company-wide participation can provide a transformative employee perspective in learning about Black history and culture.
3. Consider ways to promote internally and externally.
Perhaps you already acknowledge the celebration internally by hosting an event, month-long initiative, or incorporating it into your overall business strategy. If you’re not sure where to start and are looking for ways to join the celebration, you could create a Black History Month playlist. Have employees submit their choice of song or artist and then select an open forum, such as an intranet, to host the playlist for all employees to access it. Conversely, you could share this playlist on social media with your followers. This is not only a public acknowledgement of your organization’s efforts, but also a way to include your followers and external audiences to participate.
Additionally, don’t be afraid to join the conversations on social media. Put out a LinkedIn poll or pose a thought leadership article that opens a conversation for others to join.
4. Elevate community voices.
Whether it’s your community or an external community, elevating community voices is a great way to bring recognition and relevance to your DEIB efforts. One way to do this is re-evaluating your recruiting and retention strategies. If you’re using artificial intelligence or other software to manage recruiting, check your algorithms to ensure there’s no unintentional bias. When it comes to retention, review and analyze your organization’s employment decisions. For example, if you experienced a layoff, was one or more demographic groups targeted more than others?
Another way to elevate voices is through an employee resource group (ERG). An ERG is typically led by a voluntary group of employees of a particular demographic whose aim is to provide personal and/or professional development support to foster a safe, diverse, and inclusive workplace.
A great way to incorporate ERGs is through informational sessions. Invite business partners and stakeholders, as well as influential authors, activists, and historians, to lead a discussion on important topics, like civil rights, race relations, unconscious bias, and microaggressions. Don’t expect guests to provide their insights for free; set funds aside to pay them for their time, effort, and expertise, as well as a way to show support for your ERG members.
5. Support local businesses.
There are so many ways to give back to your local-owned businesses. Here are just a few ways to support local businesses or organizations that assist Black communities:

Volunteer with a nonprofit that helps Black communities
Buy employees lunch from Black-owned restaurants
Join your local National Association for the Advancement of Colored People (NAACP)
Donate to Black-supported organizations

Not sure if an ERG is right for you? Explore why your company should invest in employee resource groups. Ready to push your organization to the next level with DEIB initiatives? Here’s how to start an employee resource group. Don’t stop there, though—listen to your employees, and keep searching for ways to create a stronger company culture that you can all be proud of.
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### Best HR Podcasts to Listen to in 2023

Balancing the many facets of HR responsibilities – performance management and benefits administration to workplace compliance and building a resilient culture – takes a lot of time, effort, and experience. On top of these duties, HR professionals also need to remain up-to-date on the latest industry trends, changes, updates, and news.

As an HR professional, you already know how overwhelming it is to consume and sift through information. Oftentimes resourceful HR podcasts are exactly what you need to keep a pulse on today’s latest and greatest.  To help you, we’ve compiled a list of some of the best HR podcasts to join in relevant discussions as you prepare for a new year of new objectives.
Here are eight of the best HR podcasts to listen to in 2023: 
Transform Your Workplace
Join Brandon Laws and his featured guest each episode as they consider big ideas to transform your workplace. Each episode addresses a new topic, from general HR and workplace trends to communication, culture, and growing your business.
People Managing People
Tim Reitsma and his revolving door of subject matter experts delve into what goes into creating a happy, healthy, and productive workplace, including real-life experiences. From renowned authors, organizational founders, and thought leaders in workplace culture, you’re in for a great conversation each episode.
Not the HR Lady
Tara Furiani and Justin Boggs share honest, unfiltered perspectives of the “people experience” in the corporate world. Discussions range from general HR topics like engagement and inclusivity to industry insights and growth opportunities. Explore bringing the “human” back into human resources.
Vantage Influencers
With Vantage Circle’s emphasis on empowering businesses through means of forming authentic relationships with their employees, it makes sense that their podcast encompasses the same values. From opening dialogues on trends like quiet quitting and boomerang employees, to engagement and team building, tap into the influencers’ circle of workplace impact.
Nine to Thrive
Take a deep dive into the workplace chats that will help your business thrive. Nine to Thrive podcast covers a diverse range of HR topics – diversity, equity, and inclusion; addressing burnout; continuing education and skills development; and much more. 
Humans of HR
Humans of HR take the “human” aspect of HR seriously. Opening the room to real people to have authentic conversations about lived experiences from HR technology, talent management, and DEI to much more. They offer the warm invitation: “Feed your mind, fill your heart.”
Workology
Giving “disruptive workplace” a new meaning, Jessica Miller-Merrell founded Workology.com to combat the status quo. Her podcast invites weekly guests to tackle what’s en vogue, including tools and case studies for the workplace. Go at your own pace with these 25-minute episodes.
Leading the Future of Work
Jacob Morgan is a trailblazer in the realm of leadership and preparing for the future. His podcast invites global business leaders, best-selling authors, and forward-thinkers to share their ideas, expertise, and experiences.
If you’re interested in more, check out the best HR podcasts of 2022 where the conversations are still going!

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### In the Loop: Hot Topic Laws for 2023

Federal, state, and local laws and regulations are constantly changing, which can make it difficult for businesses, especially those with multistate locations, to remain compliant. However, some rules and regulations are likely to have a greater impact on businesses than others.

Here are six of the top hot topic laws to watch for in 2023.
Labor

Employee classification. Classifying employees, specifically independent contractors (1099) (vs regular W-2 employees) has been a longstanding issue for employers. In late 2022, the U.S. Department of Labor (DOL) published revised guidance on classifying an employee under the Fair Labor Standards Act (FLSA). The guidance reverses the current rule, follows legal rulings on FLSA matters, and implements the multi-factor analysis. The final rule is expected in 2023, which will impact businesses’ regulatory compliance, including significant financial ramifications on employers with independent contractors who are reclassified as employees (i.e. eligible for health and retirement benefits). Learn more on how to classify employees correctly for your business.

Wage and Hour

Pay transparency and equity. Seven states and many local jurisdictions have implemented pay transparency laws, which require employers to post pay ranges on job postings and/or disclose pay scales to applicants and current personnel applying for role vacancies. Additionally, as of December 2022, 28 states and two territories, including the District of Columbia, have established salary history bans – which prohibit employers from asking an applicant about their pay history before an offer of employment or sometimes not at all. Employers are encouraged to remain diligent in complying with extended attempts to deter pay discrimination.
Overtime rule. In 2022, there were proposed changes to the federal overtime regulations, which reflect the current labor market. The proposed changes include an expanded salary threshold for exempt workers, removing sub-minimum wage and tip credits, and industry-specific requirements, notably in retail, hospitality, and healthcare.
Paid family leave. At the end of 2022, 11 states, including the District of Columbia established mandated paid family leave laws. Each state program has unique requirements regarding eligibility, coverage, and implementation dates, but is funded through employee payroll taxes. In some states, employers will be required to help fund the programs through payroll taxes as well.

Technology

Artificial intelligence (AI). While AI offers risk metrics for business leaders to utilize to mitigate people-related risks, AI also comes with extensive laws, including privacy laws regarding collection, use, and protection of personal information. Laws surrounding facial recognition, autonomous vehicles, and discrimination issues have surfaced recently. More on AI-specific laws and regulations can be found here.
Privacy and cybersecurity. Technology has advanced data management, but as with all things data-related, technology solutions may lead to new or additional privacy regulations. As flexible work arrangements are trending across the globe, it has become critical for organizations to revamp privacy policies and cybersecurity training to safeguard personal information. Another hot topic in the realm of technology and privacy is employee monitoring. Though most issues stem from consent-related topics, it is important for employers to understand what they can or cannot monitor.

Not sure where to start? Check out all the compliance resources you need for 2023 and make compliance one less thing you need to worry about this year.

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### 3 Ways to Revamp Your HR Processes

With the new year and setting new objectives, you’re likely overwhelmed with all that you need to do. One goal to consider is revamping your HR processes. This can help streamline the way you do business and simplify how you manage your people.

Here are three simple ways to revamp your HR processes.
1. Reimagine Fun in the “Office”
Regardless of hybrid, remote, or in-person status, there are plenty of ways to focus on making work fun again and re-engage your employees.
Gamification, the use of entertaining components in non-competitive contexts, can motivate employees to achieve their goals, as well as promote engagement, skills development, and a sense of belonging.
For example, if you have a learning management system, you could use badges and scoreboards to recognize employee milestones.
Through HR analytics, you can utilize your data to personalize gamification. What you find can provide you with insights into which games or programs have the highest engagement, produce the most results (i.e. promotions, job satisfaction, etc.), and ways to develop more tiers (i.e. more advanced or skill-specific levels), create similar programs on different topics, or revamp lower-performing programs. It’s important to create fun games but also challenging to various levels of skillsets and roles.
Additionally, it’s equally important to develop personalized, contextual, and adaptive learning experiences – access to what employees need, when and where they need it, and can scale with your organization.
2. Refocus on People-First Culture
The concept of upskilling and reskilling employees is rising through organizational prioritization ranks. Companies are focusing on boosting employee morale and professional development through internal mobility opportunities. In reskilling and upskilling employees, businesses are saving on budgets and focusing on current workforce opportunities.
Moreover, software systems like Namely can provide the necessary toolkits to automate management-level nonessential and/or manual tasks. Other technological tools like video conferencing and learning platforms can assist in providing virtual training and resources to help develop skill sets.
Despite heightened burnout and quiet quitting, supporting management with skills development can help them refocus on building a people-first culture.
More notably, the overall employee experience is expanding past HR strategies and being encompassed into long-term business strategies. By aligning technology with people operations, critical analytical data can be used to guide efforts to improve the employee experience. From IT and finance to facilities and operations, technology opens numerous opportunities to refocus on cultivating a culture founded on the employee experience.
3. Redefine HR Technology
Whether you have your own technology or outsource through a third party, the workplace and workforce are evolving rapidly, and HR technology needs to keep up. Algorithmic HR — the use of algorithms to guide HR decision-making — is a newer approach that is impacting the gig economy but expanding into general HR management. Algorithmic HR can be used through the integration of artificial intelligence (AI) and machine learning to ensure fairness and inclusion.
Additionally, HR technology is being used to support the full employee experience, from the recruiting process and onboarding to talent management and performance tracking. For example, employee portals, like an intranet, can serve as a single source of organizational information. Knowledge management and self-service tools can help HR promptly address employee requests, provide timely and accurate responses, and close skills gaps by identifying existing skills and creating professional development opportunities to support them.
AI-driven data can provide important employee insights, such as soft and hard skills, that can help re-evaluate role responsibilities and guide employment determinations, i.e. layoffs.
Benchmarking tools and methods are also gaining traction to track productivity and performance. These benchmarks serve as a means for evaluating employee attitude, log office space usage, utilization of training tools, and other influences that impact overall employee engagement and product quality. However, industry experts caution that HR leaders interested in tracking productivity should focus on big-impact metrics, like quality and quantity of employee output.
HR analytics play an integral role in guiding HR processes and organizational goal setting. Perhaps it's time to make this the year you focus on HR analytics. Not sure where to get started? Check out Namely’s HR solutions.

Sources: HR Exchange Network, SHRM

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### Which Employee Recognition Programs Really Work?

Your employees don’t just enjoy recognition, they need it. According to behavioral scientists, esteem is an essential human need, ranking right after food, shelter, safety, and love. That’s why employee recognition programs can be so effective when it comes to engaging workers.

Obviously, many companies already have some kind of employee recognition program(s) in place. Some honor exceptional performance. Others celebrate employment-related milestones, like work anniversaries. And some commemorate personal life events, like birthdays and family additions. 
With so many options, the question becomes: which form of employee recognition resonates most deeply with employees? At a time when many employers are prioritizing the employee experience, the subject deserves a closer look.
Measuring the Impact of Employee Recognition 
Despite the prevalence of employee recognition programs, company leaders often underestimate the impact of them. In a recent Gallup survey, 81% of managers said that employee recognition is not among their strategic priorities.
Yet, that same study found that from the employee viewpoint, recognition initiatives can be absolute gamechangers when it comes to how they feel about their job and employer.
Specifically, Gallup found that, when recognition efforts “hit the mark,” employees are:

73% less likely to feel burned out
56% less likely to look for a new job
four times more likely to be engaged
five times more likely to see a company career path
four times more likely to recommend their employer to others

Which leads to the next question: what does it take to hit the mark?  
Elements of an Impactful Employee Recognition Program
As you probably suspected, there is no single, most-impactful employee recognition program. Any number of initiatives can be effective, provided that they embody certain winning characteristics. Specifically, employee recognition is most powerful when it is:

Authentic – When it comes to performance-based initiatives, employees must have reason to believe that the honors are objectively determined, based on true achievements. (For this reason, HR experts recommend creating a detailed recognition policy that spells out how performance is measured and how the recognition process works.)
Equitable – If some employees feel that management is playing favorites, it undermines the program’s impact. For example, research indicates that younger workers prefer more frequent recognition and diverse workers are less likely to perceive such things as equitable—something employers should keep in mind.
Embedded in Company Culture – For recognition to be meaningful, appreciation needs to be consistent with company values and part of the employees’ everyday routine. Providing managers with best-practices training on providing recognition will go a long way toward making this happen. 
Personalized – Not every employee wants to be recognized the same way. For example, before honoring an employee publicly, their manager might ask them if it’s something the employee is comfortable with. Some employees may prefer to receive praise privately from their manager or team.

In addition, the most effective recognition programs don’t always come from the top down. Offering employees regular opportunities to provide peer-to-peer recognition is rewarding to both givers and receivers—and reinforces a culture of appreciation.  
Do Monetary Awards Make a Difference? 
Employers can be quite creative in the way they recognize employees: trophies, thank you cards, pizza parties, gift cards—even catalog points or weekend getaways. That said, according to Gallup’s findings, only about one-third of organizations formally fund their recognition programs.
However, when programs include monetary awards, it resonates with employees who are more likely to say that they feel they belong and call their company a great place to work. So, while it does make a difference, you can still build an effective program without a budget.
At the end of the day, there is no gold standard for how much recognition employers should give, or exactly how to provide it. But we do know that people crave recognition on a very basic human level—and that, by providing it thoughtfully and genuinely, employers can influence their employee’s attitudes and behaviors in a highly positive way.
Check out this blog for some creative ways to show employee appreciation.

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### In the Loop: Compliance Trends for 2023

Workplace compliance takes a strategic balance of mitigating risks and maintaining a pulse on evolving regulations, legislative updates, and industry best practices.

Instead of taking a daring risk by continuing to do what you do, be proactive in reducing, preventing, and recovering from common workplace compliance violations and fines. Review the latest 2023 compliance trends to see if there are any modifications you need to make for your 2023 organizational risk management strategies.
1. Prioritizing employee well-being, including mental health. 
On top of already-existing mental health issues, such as work-related stress, anxiety, and depression, employee burnout is top of mind as the cost of living and the Great Resignation have amplified it.
As a result of depression and anxiety, nearly $1 trillion is lost globally each year in productivity loss.
The World Health Organization (WHO) has created new guidelines for companies to focus on in 2023, which include:

Identifying potential workplace risks that impact mental health, i.e. harassment and discrimination.
Implementing a nudge strategy that promotes physical health, i.e. going for walks or investing in a gym membership
Upskilling and reskilling managers to support overall team mental health, i.e. increasing emotional intelligence, mitigating stigma, and addressing discrimination.
Offering resources, like telehealth, to promote access to support when employees need it.
Exploring ways to create equal rewards for efforts given, i.e. compensation, promotion, and recognition to reinforce employee appreciation.

Businesses, especially leaders, play an integral role in promoting and modeling a healthy work-life balance. Establishing a supportive workplace environment can boost employees feeling respected and valued.
2. Creating an employee-first corporate culture. 
Equality and discrimination have come to the forefront of workplace culture hot topics. Many employment updates are coming for 2023 aimed to support current equality laws and combat discrimination, including:

Bereavement Leave and Pay: extends parental leave and pay for miscarriage and stillbirth
Caretakers: provides unpaid leave to care for a dependent
State Paid Family and Medical Leave: provides time off and/or related employment protections
Fertility Treatment: supports leave and employment protections for fertility treatments, such as egg freezing, drug therapy, intrauterine insemination (IUI), and in vitro fertilization (IVF).

Additionally, employers must consider employee behavioral issues, such as employee misconduct and compliance violations, which can severely damage business reputation and lead to regulatory fines. You should revisit existing policies and procedures to ensure they align with any coming changes to regulations, as well as adapt to any employee behavioral issues that might arise. 
3. Combatting third-party risks. 
Though third parties already pose high compliance risks, such as bribery, forced labor, security, data protection, competition, and conduct, additional risks are arising. Harassment and employer liability regulations may be changing in 2023.
Employers need to remain diligent in protecting their employees and preventing third-party risks through:

Monitoring and managing third parties
Placing protective clauses in contracts, such as bribery, cybersecurity, and general security
Implementing regular training on harassment, including sexual harassment
Exploring other potential third-party risks, such as social events or venues that may put employees at higher risk of harassment

Part of what makes compliance so difficult is staying up to date with all the local, state, and federal regulations. Stay ahead of compliance by exploring the compliance resources you need for 2023.




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### Make This the Year You Embrace HR Analytics

It’s a brand new year, and your HR team has goals! Recruiting goals. Talent development goals. DEI goals.

That is why implementing HR analytics technology should also be included in your goals. Because when you have access to accurate “people data,” it’s easy to track your progress toward those key objectives while spotting trends and emerging problems that may be brewing in your workforce.
Look at it this way: Your employees are, without question, the most important people in your company’s arsenal. Yet, you probably know much more about your clients and their behaviors than your employees. Chances are that your customer relationship management (CRM) program puts that data at your fingertips. HR analytics software kind of works the same way—except it’s collecting and collating data about your people and their activities.
If you’ve been procrastinating, consider that today, talent is more important than ever to your company’s success, and you need every advantage point you can get. HR metrics will give you that edge—and it’s yours for the taking.
HR Analytics Solutions Are Closer Than You Think
When analytics tools first surfaced in HR circles, they were mysterious and expensive—a luxury for only the biggest, best-funded enterprises.
But that is no longer the case. Today, all kinds of businesses are rapidly adopting HR analytics technology. In fact, in North America, the market is projected to grow at a compound annual growth rate (CAGR) of 13.2% over the next decade.
And it’s no longer just the big names. As end-to-end HR technology has become more available to mid-sized companies, up-and-coming businesses are adopting analytics software, too. In fact, according to LinkedIn, the number of HR professionals who list analytical skills on their profiles has tripled over the last five years.
Which raises another question: if it isn’t already, isn’t it time to add that skill to your profile, too?
Think Beyond the Spreadsheet  
As a thoughtful HR professional, you crave accurate and informative insights about your workforce, both to make critical decisions and to contribute to your organization. Chances are, you’re already tracking some HR data manually—say, via spreadsheets.
When you automate the data collection process, you’ll save your department a lot of time, while gaining access to information you couldn’t collect manually.
What kind of information? Well, at Namely, our HR Analytics solution generates a wide spectrum of HR metrics—but these are the seven tools our clients use most often:

Headcount Metric – This is our most popular analytics tool. The Headcount dashboard not only provides an at-a-glance overview of people coming and going, but it also lets you filter the data by various date periods and compare them, so you can track hiring and turnover rates over time—a must-have in 2023.
Attrition Metrics – As retention has become a priority for many employers, this dashboard has become more valuable, too. It allows you to not only monitor the volume of exiting employees, but the reasons why—filtered by department, gender, job title, and manager. And because you can spot patterns, you can make adjustments to turn things around.
Diversity Metrics – For many employers, improving diversity is a top HR goal for 2023. As the year unfolds, this dashboard will follow your diversity, equity, and inclusion (DEI) progress, tracking your people by ethnicity, age, and gender—broken down by location, department, job title, and more.  
Job Change Metrics – If one of your initiatives is to promote from within, you’ll value the Job Change dashboard, which will track your progress. Not only can you see who was promoted, but you can filter the data by ethnicity and gender—another measurement of your DEI progress.
Salary Metrics – Ah, yes! The Salary Metrics tool is the one your CFO will want. It details total and median salary over time while allowing you to filter the results by gender, manager, etc.  
Time Off Metrics – Of course, you want your people to take their earned time off—it helps prevent burnout and keeps morale high. This dashboard tracks how many people are taking time off each month, as well as what type (leave, sick days, vacation, etc.), filtered by location, department, and more.
Custom Reports – Our HR Analytics dashboard gives you the ability to create custom reports, so you can pull together the HR data you want to see, formatted exactly the way you want to see it.

There are many excellent reasons to make this the year you embrace HR analytics—at least as many reasons as you have employees. But here is the best part: if you’re a Namely client, you already have access to our complete HR Analytics solution. (Scope it out: login, go to “Analytics,” browse the dashboards—and voilà, soon you’ll have one resolution under your belt.)
And if you’re not a Namely client, but you’d like to know more, explore our HR solutions or request a call.

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### 5 Ways to Create a Better Employee Work/Life Balance

Ask your employees what they want most, and chances are they’ll answer: a better work/life balance. 

In survey after survey, work/life balance tops employees’ most-wanted list, eclipsing even bigger paychecks. Often, it’s the trigger that pushes employees to leave; sometimes, it’s the saving grace that ensures they don’t.
After all, happy, healthy employees are also more productive employees. Research confirms that employees who enjoy a sound work/life balance perform better, are more collaborative, and even take fewer sick days.
While most businesses approve of the concept of work/life balance in principle, sometimes reality falls short. But it’s a new year. A chance to turn the page. And in the wake of the Great Resignation and skyrocketing burnout, more businesses are truly committed to turning the concept of work/life balance into a reality for their people. Finally!  
However, achieving true work/life balance doesn’t happen overnight. It means giving up some long-held beliefs and norms, building new habits, and embracing new standards.
Here are a few ways you can get started.
1. Ask Employees What Work/Life Balance Means to Them
A remote-first culture is based on the idea that all employees work remotely—even if that’s not the case. Adopting this mindset prompts leaders to make decisions and set procedures from a more holistic viewpoint—whether updating communication best practices, evaluating new technologies, or planning company events. 
After all, if everyone is potentially a remote worker, no one becomes an afterthought. 
2. Prioritize Productivity Over Long Hours  
You know what work-life balance means to you, but chances are, it’s not the same for everyone. For example, a recent Gallup report found that workers are evenly divided in regard to their work/life balance preferences, which can lead to friction and misunderstanding.
Gallup found that half of surveyed employees are “splitters”—i.e., workers who prefer keeping business and life separate. In contrast, the other half are “blenders”—those most comfortable toggling back and forth between work and play throughout the day.
When managers and coworkers can appreciate these differences, work/life balance becomes more attainable within an organization.
3. Set Some Boundaries 
You can also help your employees practice better work/life balance by establishing some clear, time-related workday boundaries.
For example, limiting interoffice communications—via email, Slack, etc.—to specific business hours requires everyone to respect one another’s personal time.
In addition, maybe it’s time to rethink your approach to meetings. During the heart of the pandemic, workers spent twice as much time in meetings as before—and some have yet to kick the habit.
Perhaps it’s time to prompt your people to ask if a meeting is truly necessary before reflexively scheduling one. Sometimes, a quick email can be just as effective—while freeing people to get more done during their workday.
4. Limit PTO Carryover
Everyone needs time away from the office, even (and perhaps especially) if the office is in their home. Consider requiring your employees to use all their paid time off in each given calendar year, rather than carry it over.
Case in point: one seminal, 40-year-long study found that workers who took three weeks of vacation annually lived longer than those who did not. The researchers (who were cardiologists) found that those who take less time off suffered from elevated stress levels—to the point that it increased their risk of dying by 37 percent.
American workers are particularly bad at taking time off—but your team doesn’t have to be among them.
5. Set the Tone from the Top
To be most effective, changes in workplace behavior should come from the top down, which is why it’s important that your company’s leaders model healthy work/life habits, too.
From leaving work at a reasonable hour and taking real vacations to forgoing those infamous after-hours emails, management should practice the same behaviors you’re asking of everyone else.
This is not only the quickest way to get everyone on the same page, but it’s good for your leaders’ work/life balance, too—and that benefits everyone.
Helping your workforce achieve a better work/life balance is an all-around win-win. It benefits your employees and their families, your recruiting and retention initiatives, and ultimately, it will benefit your business because when an organization’s employees are happy, healthy, and productive, it shows in the bottom line. Explore Namely’s employee retention strategies for 2023.

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### So Far Away: Helping Remote Employees Feel Connected

It’s 2023 and nearly three-quarters of U.S. companies are using—or moving toward—a hybrid work model.

And although studies show that remote employees can be just as productive as—and often happier than—their onsite counterparts, they’re also more prone to feeling disconnected. 
According to Owl Labs’ 2022 State of Remote Work Report, remote workers may believe that they are victims of “proximity bias”—i.e., that they have less say in company matters than in-person coworkers, that their managers view them as lightweights, and that they may be overlooked for career opportunities.  
The study—which surveyed more than 2,300 remote and hybrid workers—also found that, when included on video conference calls alongside onsite coworkers, home-based workers are likely to feel sidelined.  
But remote and hybrid work is here to stay, which is why employers should look for ways to help distant workers feel connected. Here are some good places to start.
Embrace a Remote-First Culture
A remote-first culture is based on the idea that all employees work remotely—even if that’s not the case. Adopting this mindset prompts leaders to make decisions and set procedures from a more holistic viewpoint—whether updating communication best practices, evaluating new technologies, or planning company events. 
After all, if everyone is potentially a remote worker, no one becomes an afterthought. 
Support Leaders Managing Offsite Employees
Some employees in supervisory roles have had a hard time adapting to remote and hybrid work models. They may compensate by micromanaging their people, or—at the opposite end of the spectrum—failing to provide them with enough one-on-one support.     
That’s why giving leaders formal training and guidelines for managing their remote workforce promotes professional development and strengthens their leadership approach—from scheduling weekly one-on-ones or providing formal coaching sessions to employees to setting clear expectations, set your leaders up for success in supporting their diverse employee reports. 
The bottom line is, when your managers are on their game, your employees are more likely to feel like they’re part of the team.    
Keep Everyone in the Loop…Equally
One powerful way to help people feel connected is to remind them of what you share in common—i.e., core values and goals—and to keep them current on how the company is doing. 
In other words, make sure you have a robust vehicle for sharing corporate, department, and individual employee news, as well as champion managing the process. Celebrate your successes, but also be frank when results fall short. All employees value transparency—it creates a sense of trust and inclusion that can transcend physical distance.
Re-evaluate Your Video Conferencing Technology
When the pandemic began in early 2020, many companies scrambled to adopt virtual meeting technology. However, only one-third of employers have since updated their platform. 
The reality is, what served you well in a pinch during lockdown may no longer be your best option—especially given recent advances in video conferencing technology. Now that you have a better understanding of your work model, survey the market and see what makes the most sense for your organization. That goes for your messaging app, too! 
Reconfigure a Conference Room, If Necessary
On that note, if you have a hybrid workforce, be mindful that remote employees who attend meetings virtually may be missing out on much of the action. (Managers might try participating in meetings remotely to experience this firsthand.)
According to the Owl Labs’ survey, employees who attend meetings remotely often feel isolated because they can’t tell who’s speaking or see everyone’s faces (and therefore miss important visual cues). As a result, they’re hesitant to speak up and appear to participate less—creating a vicious cycle. Their Meeting Owl 3 camera, mic and speaker device is a hybrid meeting essential for Namely employees!
Look for ways to mitigate this by rearranging the seating and/or the placement of your video camera and equipment. It’s a small change that might make a big difference.
Emphasize Teamwork—and Team Play 
Early on in the pandemic, many employers went out of their way to sponsor virtual games and happy hours to keep their workforce connected. But as time went on and more employees returned to the workplace, many of these practices fell by the wayside. 
In addition to your regular virtual team meetings, give some thought to bringing back some lighthearted activities. Celebrate employee milestones online. Hold occasional department-wide coffee breaks. 
In other words, give your remote and hybrid employees a chance to engage in some virtual water cooler chit-chat—they may miss it more than either of you think.
Allowing your employees to work remotely—full-time or on a hybrid basis—offers benefits to them, to you, and even to the environment. But it does present certain challenges, including the risk of disconnected employees. By taking steps to bridge the gap and nurture the ties that bind, you can keep your people close—no matter where they actually are. 

Burnout, disconnection, and layoffs are workplace trends that are negatively affecting the workforce. 

### Mandatory Overtime: The Overtime Laws in Each State

Every state has certain laws regarding mandatory overtime. It’s important to understand the overtime laws in your state to avoid issues with payroll and remain compliant in your management practices. But first, let’s understand the basics of overtime.


What Is Forced or Mandatory Overtime?
Mandatory overtime, often referred to as “forced overtime,” is defined as any hours above the U.S. standard 40-hour workweek that an employer makes compulsory.
Federal Mandatory Overtime Laws
In general, federal mandatory overtime laws follow guidelines set by the Fair Labor Standards Act (FLSA). The FLSA establishes the primary regulations for overtime pay affecting employees working in the private sector, as well as in federal, state, and local governments. The FLSA outlines the following guidance about overtime:

Nonexempt employees must receive overtime pay for hours worked over the 40-hour workweek.
Pay for overtime must be a minimum of 1.5 times the regular rate of pay.
There are no limits to the number of hours employees 16 years old and older can work during a workweek, other than the fact there are obviously a finite number of hours in a workweek.
Overtime pay is not required on weekends or holidays unless overtime is worked on those days.

Learn move about Exempt vs. Nonexempt Employees in our complete guide.
Frequently Asked Questions About Working Overtime
#1 Is Mandatory Overtime Legal?
Generally, mandatory overtime is legal as long as the employer remains compliant with FLSA guidelines, which include 1.5 times normal wage for any hours worked over 40; it does not present worker endangerment; and it does not breach a contract (i.e. a union contract). Though requiring working overtime might be legal, it is not always recommended for employers due to the impact it can have on employee morale, retention, and risk for employee injury.
#2 Can an Employer Force Employees to Work Overtime?
Current U.S. federal laws define employer regulations for requiring employees working overtime. There is no limit to the maximum number of hours that an employer can require employees to work in a week, but they must pay a premium rate for overtime hours worked.
#3 How Much Overtime Can an Employer Require?
The FLSA, which establishes the 40-hour workweek, does not establish a maximum limit on the number of hours employers can require employees to work.
#4 Does an Employer Have to Pay Overtime After 40 Hours?
Unless an exempt employee, an employer is required under FLSA to compensate for all overtime hours worked over 40 hours in a workweek at a rate of at least 1.5 times the employee’s regular rate of pay.
#5 Can an Employee Refuse Overtime at Work?
In some states, employers can penalize employees who refuse to work despite a lack of threat to their safety and health as long as they receive 1.5 times their regular pay for every hour exceeding their workweek, as per the FLSA.
#6 Can an Employee Be Fired for Not Working Overtime?
In short, yes. Employers may penalize employees who refuse to work required overtime. Though the penalties can vary by employer, there are no federal guidelines for employer penalties on employees refusing to work mandatory overtime. In some cases, employees may be subject to discipline, reassignment, demotion, or even discharge.
#7 Can an Employer Make Employees Work Overtime Without Notice?
Employers can require nonexempt employees to work beyond their 40-hour workweek hours without any notice, such as requiring employees to work another shift without any notice.
Overtime Laws by State
A majority of state overtime laws are similar to federal laws in that they don’t put a restriction on the number of overtime hours employers can add to employee schedules. 
On the other hand, certain states have laws in place requiring periodic meal and rest breaks after employees have worked for a set number of consecutive hours, overtime exemptions, and industry-specific employee protections.
Here’s a breakdown of how overtime laws work in all 50 states:
Alabama Overtime Laws
Overtime laws in Alabama follow the federal FLSA, which means employers are required to pay at least time and a half as “premium pay” for hours in excess of the traditional 40 per week to nonexempt employees. For more details about Alabama's mandatory overtime laws, visit the Federal Minimum Wage website.
Alaska Overtime Laws
Manufacturing or commerce employers with more than four employees on staff can provide overtime pay. Overtime minimum wage in Alaska is $15.51 per hour, which is typical time and a half pay as Alaska has a minimum wage of $10.34 per hour. For additional information about mandatory overtime laws in Alaska, visit the state’s Department of Labor and Workforce Development Federal Minimum Wage website.
Arizona Overtime Laws
Federal laws apply to Arizona’s mandatory overtime and cost-of-living adjustment. Nonexempt employers must pay their employees time and a half for all hours worked in excess of a 40-hour workweek. You can find out more information about overtime laws in Arizona over at the Arizona Department of Administration and Human Resources.
Arkansas Overtime Laws
Arkansas labor laws for mandatory overtime pay state that overtime is applicable to employers with four or more employees who make at least a minimum wage of $9.25/hour. Employers are required to pay time and a half to these employees who work in excess of 40 hours. Learn more about mandatory overtime laws in Arkansas at the Arkansas Department of Labor website.
California Overtime Laws
Mandatory overtime laws in California also require nonexempt employees to receive pay of time and a half if they exceed 40 hours in a workweek. Additionally, California has a double time rule to their overtime law stating that employees can also earn double time after working over 12 hours in a single day or working over eight hours on the seventh day of the workweek. You can check out the California Department of Industrial Relations website for more information.
Colorado Overtime Laws
According to mandatory overtime laws in Colorado, cost-of-living adjustments apply to minimum wage, which only applies to the food and beverage, retail, health, and services industries. Colorado is also one of four states with daily overtime pay laws, which means employers must pay employees time and a half of their regular rate of pay for any excess work completed after (1) 40 hours per workweek, (2) 12 hours per work day, or (3) 12 consecutive hours regardless of starting and ending time of the workday (excluding duty-free meal periods), whichever provides the greater payment of wages. For more details about Colorado’s overtime laws, visit the Colorado Department of Labor and Employment website.
Connecticut Overtime Laws
Mandatory overtime laws in Connecticut require overtime pay of time and a half, and if the federal minimum wage matches or exceeds the state’s, Connecticut’s minimum wage will increase by 0.5% above the new federal minimum wage. For more details about Connecticut’s overtime laws, visit the Connecticut Department of Labor website.
Delaware Overtime Laws
Overtime laws in Delaware also adhere to federal laws, but the state’s minimum wage will increase to match any increase in federal wage. To learn more about mandatory overtime laws in Delaware, visit FindLaw.
District of Columbia Overtime Laws
The FLSA applies to overtime laws in the District of Columbia, but if the federal minimum wage exceeds the state’s, the state minimum wage is required to increase by $1. For more information about overtime laws in Washington, D.C., visit the Office of the Attorney General’s website.
Florida Overtime Laws
Minimum wage is increased on an annual basis in Florida, based on adjustments for the cost of living. Federal overtime laws apply in this state when it comes to labor laws and mandatory overtime in Florida.
Georgia Overtime Laws
Federal laws apply to overtime laws in Georgia, and the federal minimum wage is required if the state’s wage is less than the federal minimum. FindLaw can provide more details about mandatory overtime laws in Georgia.
Hawaii Overtime Laws
In accordance with overtime laws in Hawaii, employees guaranteed at least $2,000 a month are exempt from the state’s overtime and minimum wage laws. Employers who are covered by the FLSA are also exempt as long as the state’s minimum wage is lower than the federal minimum. Overtime exemptions include employees in the seasonal agricultural, sugar cane, dairy, livestock/poultry, or horticultural processing industries. Visit the Hawaii Wage Standards Division site for more information about mandatory overtime laws in Hawaii.
Idaho Overtime Laws
As with most other states, overtime laws in Idaho adhere to the FLSA. If you would like to learn more about mandatory overtime laws in Idaho, view Idaho DOL’s labor law guide.
Illinois Overtime Laws
Mandatory overtime is available for employers if they have four or more employees. Overtime pay is set at 1.5 times the regular minimum wage for Illinois. Learn more about mandatory overtime laws in Illinois by visiting the Illinois Department of Labor site.
Indiana Overtime Laws
Indiana is yet another state that adheres to the FLSA, requiring employers to pay employees 1.5 times pay if they work over 40 hours a week. Learn more about mandatory overtime laws in Indiana by visiting the Indiana Department of Labor site.
Iowa Overtime Laws
The FLSA also applies to overtime laws in Iowa. The state’s minimum wage will increase to match the federal wage. Learn more about mandatory overtime laws in Iowa by visiting the state’s Division of Labor FAQs.
Kansas Overtime Laws
Employers covered by FLSA are exempt from state law, but overtime is typically required after employees work 46 hours in a workweek. Visit the Kansas Department of Labor website for more information about overtime laws in Kansas.
Kentucky Overtime Laws
Overtime laws in Kentucky are also in line with the FLSA. Visit the Labor Cabinet website for more information about mandatory overtime laws in Kentucky.
Louisiana Overtime Laws
Federal overtime and wage rules apply to overtime laws in Louisiana. You can get additional information about mandatory overtime laws in Louisiana at the State Civil Service website.
Maine Overtime Laws
FLSA rules apply to overtime laws in Maine, and an automatic increase of $1 is applied to the state minimum wage if the federal wage is higher. You can learn more about mandatory overtime laws in Maine at the Maine Department of Labor website.
Maryland Overtime Laws
While FLSA applies to overtime laws in Maryland, if the federal minimum wage increases, the state’s wage will increase to match it. Non-hospital workers who care for the ill, mentally disabled, or elderly will receive overtime pay after 48 hours. Seasonal agricultural workers can receive overtime after working over 60 hours in a workweek. Get more information about Maryland’s mandatory overtime laws at the Department of Labor website.
Massachusetts Overtime Laws
When it comes to wages, Massachusetts requires that most employees be paid one-fifth times their regular hourly rate in overtime compensation, for all hours worked in excess of a 40-hour workweek. Overtime exemptions include employees like executives, professionals, and some seasonal workers. Learn more about mandatory overtime laws in Massachusetts at Mass.gov.
Michigan Overtime Laws
Overtime laws in Michigan dictate that overtime is applicable to employers with two or more employees on staff. For more information about Michigan's mandatory overtime laws, visit the state´s Department of Licensing and Regulatory Affairs website.
Minnesota Overtime Laws
Minnesota’s overtime laws allow employees to get overtime pay if they work for more than 48 hours in a workweek. Learn more about mandatory overtime in Minnesota at the Department of Labor and Industry website.
Mississippi Overtime Laws
Mississippi does not have its own overtime law. However, FLSA wage and overtime rules apply to Mississippi. You can find out more about overtime laws in Mississippi by visiting the Federal Minimum Wage website.
Missouri Overtime Laws
Missouri follows the federal overtime laws in accordance with the FLSA. Learn more about mandatory overtime laws in Missouri at the Department of Labor and Industrial Relations website.
Montana Overtime Laws
FLSA rules apply to overtime laws in Montana, but employees working for seasonal recreational businesses will only be able to receive overtime pay after working for 48 hours. You can learn more about this by visiting the Department of Labor and Industry website.
Nebraska Overtime Laws
Overtime laws in Nebraska apply to employers with four or more employees. Otherwise, FLSA rules apply. Learn more when you visit the Nebraska Department of Labor website.
Nevada Overtime Laws
FLSA rules apply to mandatory overtime laws in Nevada. Nevada also has a daily overtime pay law. Learn more about Nevada overtime laws by visiting the Department of Business & Industry website.
New Hampshire Overtime Laws
Overtime laws in New Hampshire adhere to FLSA rules. Visit the Department of Labor site for additional information about the state’s mandatory overtime and wage laws.
New Jersey Overtime Laws
Typical FLSA rules apply to overtime laws in New Jersey. You can learn more about overtime laws in New Jersey at the Department of Labor and Workforce Development website.
New Mexico Overtime Laws
The FLSA is behind the overtime laws in New Mexico, and requires private employers to offer overtime. You can learn more about overtime laws in New Mexico by visiting the Department of Workforce Solutions website.
New York Overtime Laws
In New York, residential employees can earn overtime pay following 44 hours of work in a workweek. Some employees exempt under the FLSA may be covered by state law. To learn more about mandatory overtime laws in New York, visit the Department of Labor site.
North Carolina Overtime Laws
Most hourly employees in North Carolina are entitled to overtime pay for any hours worked over a 40-hour workweek. Employees who work for seasonal recreational businesses can receive overtime pay following 45 hours of work in a week. Learn more about mandatory overtime laws in North Carolina at the state’s Department of Labor website.
North Dakota Overtime Laws
FLSA rules apply to overtime laws in North Dakota. Agricultural and domestic employees, teachers, mechanics, truck drivers, and computer professionals earning more than $27.63 per hour are all exempt from overtime laws. Learn more about the state’s overtime laws with these Department of Labor wage and hours FAQs.
Ohio Overtime Laws
Ohio has made recent changes to its overtime laws. While it adheres to FLSA rules, it excludes certain activities from overtime pay requirements, like traveling to and from worksites and performing certain routine tasks. Visit the Ohio Revised Code to learn more about mandatory overtime laws in Ohio.
Oklahoma Overtime Laws
Most hourly employees in Oklahoma can receive overtime pay following working 40 hours in a week, and the minimum wage is based on the current federal wage, which applies to employers with 10 or more employees or who make over $100,000 in annual gross sales. Find out more about overtime laws in Oklahoma by visiting the Federal Minimum Wage website.
Oregon Overtime Laws
The minimum wage can adjust for inflation each year and, for certain industries, employees in Oregon can receive overtime pay after 10 extra hours of work. Learn more about mandatory overtime laws in Oregon by visiting the Oregon Bureau of Labor & Industries website.
Pennsylvania Overtime Laws
According to mandatory overtime laws in Pennsylvania, employees are entitled to at least minimum wage and overtime pay of 1.5 times for any and all hours worked over 40 per week. However, overtime pay is not required for employees “engaged in a bona fide executive, administrative or professional capacity” who receive a salary rather than an hourly wage. Visit the Department of Labor & Industry website to learn more about mandatory overtime laws in Pennsylvania.
Rhode Island Overtime Laws
FLSA rules apply to overtime laws in Rhode Island. Certain employees are exempt, like summer camp employees (where summer camps are not open for longer than six months), agricultural employees, police officers, many government employees, and car and farm equipment salespeople. Learn more about Rhode Island overtime laws over at the RI Department of Labor and Training website.
South Carolina Overtime Laws
FLSA rules are in line with overtime laws in South Carolina; it does not have any state-specific labor laws or overtime statutes. You can find out more about South Carolina mandatory overtime laws over at FindLaw.
South Dakota Overtime Laws
South Dakota overtime laws adhere to the FLSA rules. Learn more about mandatory overtime laws in South Dakota by visiting the South Dakota Department of Labor & Regulation site.
Tennessee Overtime Laws
FLSA rules govern overtime and wage laws in Tennessee. Visit the Tennessee Department of Human Resources website for additional information about state mandatory overtime laws.
Texas Overtime Laws
Federal wage and overtime laws also apply to minimum wage and overtime laws in Texas. You can learn more about Texas mandatory overtime laws at the Texas Payroll and Personnel Resource website.
Utah Overtime Laws
Federal laws apply to minimum wage and overtime laws in Utah. You can learn more about Utah mandatory overtime laws when visiting the Utah Code.
Vermont Overtime Laws
Overtime in Vermont is applicable to employers with at least two employees. For more details about overtime laws in Vermont, visit the Vermont Department of Labor guide on the state’s wage and hour laws.
Virginia Overtime Laws
Virginia is adherent to FLSA rules, but the main differences between the state and federal laws include regular rate of pay calculations for salaried, nonexempt employees, length of statute of limitations for filing a claim, and available damages. For more information about overtime laws in Virginia, visit the Virginia Department of Human Resource Management overview of the Virginia Overtime Wage Act.
Washington Overtime Laws
Typically, FLSA rules apply to overtime laws in Washington. Other overtime rates, like double-time pay, are not required by the state of Washington. However, there are some exceptions relating to specific public works projects. To learn more about Washington mandatory overtime laws, visit the Washington State Department of Labor & Industries website.
West Virginia Overtime Laws
To meet West Virginia overtime requirements, all of the following conditions must be met: (1) the business does not qualify for federal “enterprise” coverage, (2) 80% of employees do not qualify for individual or federal overtime coverage based on work duties as defined in interstate commerce activity, and (3) the employer has six or more nonexempt employees working in a single organization in West Virginia. You can learn more about overtime laws in West Virginia by checking out the West Virginia Division of Labor State Overtime Requirements website.
Wisconsin Overtime Laws
FLSA overtime rules apply to overtime laws in Wisconsin when it comes to employees in manufacturing, mechanical, beauty, retail, hotel, laundry, restaurant, phone, transportation, and shipping. Exempt establishments include agriculture employees, domestic service employees, some nonprofit organizations, and federal agencies. Learn more at the state Department of Workforce Development website.
Wyoming Overtime Laws
FLSA overtime rules dictate Wyoming overtime laws. You can learn more about wages and mandatory overtime laws in Wyoming by reviewing the state Department of Workforce Services FAQs.
—----------------------------------------------------------------------
Staying compliant with all levels of government regulations can be a tedious task. Utilize Namely’s Compliance tool to help you compare state policies and regulations to ensure multistate workforce compliance.

### Building a Resilient Culture Through Recession

As waves of layoffs have impacted business operations, company cultures have also experienced adverse effects from changes to staffing and organizational decision-making. 

Events like the Southwest Airlines fiasco can be the tipping point for employees to jump ship. So what can you do to ensure you build a resilient culture that withstands the recession?
Here are a few workplace culture hot topics to watch for in 2023, as well as some tips to establish a thriving company culture you and your employees can be proud of.
2023 Hot Topics in Workplace Culture


All About the Employees. Although waves of layoffs have seemingly put more workers into the job market, the competition to recruit them remains high. Glassdoor and Indeed’s Hiring and Workplace Trends report confirmed that employers will not only be waging for top candidates, but workers have an upper hand in negotiating terms of employment – with higher compensation, superior benefits, and flexible work arrangements among the most sought-after perks.


Flexing Flexibility. Remote and hybrid workplaces are still trending in today’s top workplace demands – 58 percent of employees desire part-time remote work and 87 percent are willing to accept a hybrid work schedule. Not only are flexible work options like working remotely or implementing a hybrid workforce trending, but a newer trend is four-day workweeks. Four-day workweeks have proven to increase productivity, improve absenteeism, and reduce burnout.


Prioritizing Mental Health Continues to Increase. Mental health issues existed long before the COVID-19 pandemic hit and surfaced the severity of them. Roughly one-half of employees (48 percent) believe their well-being declined in 2022. Additionally, a little more than one-quarter of them (28 percent) report dissatisfaction with their job. The current economic state is likely going to negatively impact employees’ mental health. Therefore, 2023 will likely see an increase in mental healthcare and the demand for employers to prioritize it, especially with burnout being the top reason employees quit.


Implementing Pay Transparency. Disclosing a salary range in a job posting has been a long-standing HR debate. However, many states have recently enacted laws requiring employers to provide it. New York and Colorado were the first states to take the leap, with California and the state of Washington following close behind them. Harvard Business Review predicts that “[one-fifth] of all U.S. workers will be covered under pay transparency laws” and will continue to grow. According to Forbes, businesses that implement pay transparency will attract top talent.


3 Tips to Build a Thriving Workplace Culture
1. Pushing Disability Inclusion.
The Americans with Disabilities Act (ADA) was created to protect people with disabilities from discrimination in the workplace. Though most businesses have policies to accommodate and enforce those protections, the push for diversity, inclusion, equity, and most recently, belonging, has come to the forefront of workplace culture initiatives. It is equally important to know how different laws impact your business, i.e., a business with 15 or fewer employees vs a business with 50 or more employees, including reasonable accommodations for various disabilities, application and hiring requirements, harassment, and other relevant topics.
For example, a blind or visually impaired employee will likely need:


Workplace equipment adjusted, i.e. larger keyboards for visually impaired, keyboards with physical letters or braille for blind


Access to the company website, intranet, and other relevant resources


Acceptance of guide dogs


Flexibility, such as PTO and/or work-from-home options


2. Quiet Quitting Is Out, Quiet Hiring Is In.
2022 was a year of “quiet quitting” – a trend where employees began setting boundaries with employers implying that “going above and beyond” role responsibilities is no longer a priority or acceptable. 2023 is preparing to see HR leaders reverse this trend with “quiet hiring” – an anticipated trend of upskilling and reskilling employees instead of hiring new employees to fulfill organizational needs.
Quiet hiring is essentially focused on:


Developing internal employees’ transferable skills to encourage professional development goals without impacting staffing.


Creating opportunities to upskill and reskill existing employees while adapting to organizational demands.


Seeking an alternative, temporary solutions, such as college graduates and gig workers, to support projects on an as-needed basis.


Considering nontraditional candidates, such as nonlinear career paths, outsourcing recruiting services, and offshore or nearshore staffing.


3. Virtual Collaboration.
As more and more companies shift to permanent hybrid or fully remote workplaces, the desire for virtual collaboration is becoming more important than ever. A recent trend is creating a metaverse – an immersive, collaborative work environment. Some examples include Meta’s Horizon Workrooms, Nvidia’s Omniverse, and Microsoft’s Mesh – all platforms that add to the virtual workspace to enhance collaboration within teams.
Take virtual meetings, training, and sales pitches to the next level with personalized avatars, mixed realities, virtual meeting rooms, and whiteboards, and customize your company’s metaverse for a comprehensive virtual experience.
Investing in a human resources information system (HRIS) can streamline the way you communicate with, manage, and improve your employee engagement. Explore how your company can benefit from an HRIS to build a more resilient culture through a recession.

Sources: Gartner, LinkedIn, Forbes, Axios

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### Salary Definition: Hourly vs. Salary Pay

When was the last time you reviewed the Department of Labor’s hourly vs salary definition? Or self-audited your company to make sure you’re paying employees correctly? Because getting it right can be surprisingly tricky—especially when it comes to paying hourly employees—and payroll errors can be very costly for employers.



After all, wage and hour lawsuits have been rising for the last decade. Between record-breaking class action settlements, the headline-grabbing FLSA overtime rule, and heightened worker awareness, this litigation trend is expected to continue. For employers, that means any compliance violation can leave them highly vulnerable.

If there are weaknesses or gaps in your company’s wage and hour procedures, now is a great time to fix them. With that in mind, let’s review the Department of Labor´s salary vs hourly wage definitions, as well as strategies for ensuring you’re paying employees correctly.
Department of Labor Salary vs Hourly Definitions
The Department of Labor's salary vs hourly definition is based on how employee compensation is calculated. Let´s take a closer look at what this means.

Salaried Employees Defined
The definition of salary pay in a nutshell: a salaried employee gets paid on the basis of a predetermined annual amount. That annual salary is divided between the employer’s pay periods for the year, and the employee receives the same gross amount every paycheck (unless something changes, like a pay increase).

Salaried employees may be required to punch a time clock, but their pay isn’t tied to the hours on their time card. If a salaried employee works a bit more or less in any given week, it isn’t reflected in his or her paycheck.

Hourly Employee Definition
On the other hand, an hourly employee gets paid on the basis of a predetermined hourly rate. Hourly employees are paid for the exact amount of time they work each pay period (although they can also earn paid sick time and paid time off). Their gross pay can vary from paycheck to paycheck, because it’s determined by how many hours they actually worked during a given time.

Needless to say, Department of Labor salary vs hourly wage definitions must be applied by employers in a consistent manner, using a company-wide compensation system that’s based on job descriptions, not managerial discretion. Two employees with the same title must be paid the same way—i.e., on a salaried or hourly basis.
Ensuring Hourly Employees Get Paid Correctly
Employers should be aware of the most common pitfalls that trigger pay errors for hourly employees. These include:

 	Failing to pay employees correctly for overtime or off-the-clock work
 	Making unauthorized time card changes
 	Allowing employees to work through mandated meal breaks.

It also includes the misclassification of exempt and nonexempt employees, which of course is tied to Department of Labor salary vs hourly employee definitions. The salary basis test, salary-level test, and job duties test all contribute to an employee’s exempt/nonexempt classification.

All of these pitfalls can—and have—triggered wage and hour lawsuits that have cost employers millions. Typically, when any of these violations occur in the workplace, it signifies that that employer does not have adequate workforce management controls in place.

So, how do you make sure that you’re not one of those employers? There are a number of preventative steps you can take, including:

 	Make sure your company has a method for staying abreast of the many wage and hour laws that affect your business on the federal, state, and local levels, as well as maintaining the procedures needed to enforce them.
 	Regularly educate your managers and employees on compliance policies. Put a vehicle in place for communicating changes and updates, as well as educating new employees as they are onboarded.
 	Keep accurate, detailed wage and hour records, especially time sheets. If you’re accused of paying an employee incorrectly, you’ll need this documentation.
 	Listen to your employees and field managers. If someone reports a problem or lodges a complaint, address it promptly and learn from it.

Avoid Costly Payroll Mistakes
Most importantly, leverage workforce management technology. When it comes to wage and hour violations, manual processes and human error are usually involved. Anything short of an automated time and attendance system that tracks all of your workforce is going to leave you vulnerable.

Furthermore, the most robust workforce management systems offer advanced reporting features and real-time alerts that can help prevent errors from happening in the first place.

Because if you’re not tracking your employees’ hours accurately 100% of the time, how can you possibly pay them accurately 100% of the time?

Let Namely make your life easier through managing crucial business functions like payroll – explore our payroll solutions today.

### Best Interview Questions to Combat High Turnover Rates

Employee retention is imperative to a company’s success. High turnover rates can be a significant challenge for businesses. This article explores effective interview strategies and retention-focused questions that can help identify candidates who are likely to stay long-term, supporting a stable and committed workforce.

For example, the turnover rate for the construction industry was 55.7 percent in 2016, while the turnover rate in the leisure/hospitality industry was 73.8 percent, according to Bureau of Labor Statistics.
Furthermore, the cost of turnover is staggering for employers. According to one study by the Society for Human Resource Management, the cost averages $4,129 per new hire. Needless to say, it’s in every employer’s interest to lower its high turnover rates.
While there are many contributing factors, you can begin your efforts to improve employee retention before you even hire your next hourly worker. If you’re involved in hiring, you undoubtedly have a few go-to interview questions you rely on to gauge a candidate’s potential longevity.
But it’s not an exact science, and there’s always room for improvement. With that in mind, we’ve compiled a list of sample interview questions that can yield additional insights about a candidate’s retention prospects. The more you ask, the more you’ll know.
Understanding the art of reducing turnover with interviews is crucial in today's competitive job market. We delve into employee retention interview questions designed to gauge candidate's long-term potential and alignment with your company's values.
Sample Interview Questions for Job Jumpers
Some hourly workers have a job-jumping history that’s clear from their resume or application. In that case, interview questions like these can help you see what’s behind the activity:

“Why did you leave this job? How about that one?” – If you ask this for every position listed, you can identify any patterns. If a candidate consistently blames past employers, that’s problematic, but if they are pursuing advancement opportunities--and that’s something you can offer—it’s another story altogether.
“I see you’ve worked in several industries. Which one did you like most—and why? Which did you like least?”
“Our goal is to hire workers who plan to be here a long time. How long is 'a long time' in your eyes?”

Sample Interview Questions that Gauge Stress Tolerance
If your work environment is demanding at times (and what work environment isn’t?), these behavioral interview questions can reveal how your candidate handles pressure:

“Can you describe a situation when you were asked to do multiple things at the same time? How did you handle it?”
“What was your most stressful project or experience? What made it stressful? How’d it turn out?”
“When you received multiple customer requests at once, how did you prioritize them?”
“Tell me about a time you had to meet a tight deadline.”
“Describe a disappointment you had at work—how did you handle it?”

Sample Interview Questions about Social/Cooperative Skills
Employees who don’t play well with others aren’t just high turnover risks, they can cost you customers and drive up turnover rates among other employees. So ask:

“Tell me about a recent experience working as part of a team. What was your role and how did it go?”
“Did you ever have to adapt to a coworker’s work style to get a job done? What happened?”
“Tell me about a difficult customer and how you handled the situation.”
“Were you ever in a position when you had to resolve a conflict?”
“Can you describe a time you disagreed with your manager? How did you handle it?”

Change is a constant in most work environments these days, and some hourly workers adapt better than others. These interview questions can help you determine who can go with the flow:
Sample Interview Questions that Measure Adaptability

“Describe a time when a project or goal was changed at the last minute. How did you handle it? Would you do the same thing today?”
“Tell me about a change that occurred that you couldn’t control, like getting a new manager. How did you react?”
“Did you ever have to follow a rule you didn’t agree with? What was it and what did you do?”

Sample Interview Questions that Reveal Retention Potential
One goal is to refine candidate selection for retention, ensuring longevity in hiring practices. This approach helps in identifying committed candidates who are more likely to contribute to a lower turnover rate. An employee who has an affinity for his/her employer, industry or the type of work they’re doing is less likely to contribute to high turnover rates. These interview questions can help reveal those ties that bind:

“Why do you want this particular job? What led you to us?”
“Where do you hope to be one year from now? Five years from now?
“If you found another job after we hired you, would you give us a chance to try to keep you?”

One More Thing that Goes with Your Interview Questions
One factor that contributes to high-turnover rates among new hires is that the job isn’t what they expected. Of course you want to paint the best picture of your company, but it’s important to provide candidates with accurate expectations throughout the hiring process.  Good communication is a two-way street—and it starts with the interview.
Adopting these strategies in your interviews can significantly impact your ability to combat high turnover rates. For more insights and tailored advice on structuring effective interviews for long-term employee retention, feel free to contact our HR experts.
Eager to Improve Your Hiring Process?
Managing an hourly workforce isn’t easy when it comes to hiring, turnover and retention issues. If your current HCM system doesn’t simplify the process or improve your results, find one that will—like Namely.

### Why Employee Burnout is So Common and How to Combat It

As we dive deeper into 2023, employee burnout continues to worry employers, despite the fact that many have enhanced their mental health programs in the wake of the pandemic.  

In fact, employee burnout is so pervasive, the World Health Organization (WHO) calls it an occupational "syndrome"—one characterized by exhaustion, detachment, and reduced effectiveness on the job. 
But here’s the thing: research shows that burnout—aka “chronic workplace stress,” per the WHO—is triggered by external factors, including: 

The expectation that one is always on call
Unequal treatment of employees 
Unreasonable workloads
Low autonomy 
A lack of social support 

Unfortunately, even the best wellness programs can’t fix these; they can only help employees deal with their aftereffects. To prevent employee burnout—or, at least minimize it—employers need to create healthier work environments.
How do you do that? We have a few ideas. 
1) Make "How Ya Doin'?" Your Managers' Mantra
Turns out, “how are you?” are three of the most powerful words in the English language. When managers make a point of regularly asking their employees how they are doing—and practice active listening—not only do their people feel heard, but it can significantly reduce burnout as well.
Perhaps an employee is wrestling with some new technology and needs more in-depth training. Or perhaps they’re overwhelmed by deadlines that can be adjusted. Sometimes, small fixes can make all the difference—but you won’t know unless you ask. 
Managers may go as far as holding formal “stay interviews”—the opposite of exit interviews—to learn what will keep employees engaged, committed, and on the job.
2) Outlaw After-Hours Emails
Sending emails after conventional business hours may seem like a harmless way of catching up after a busy day. Still, it sends the message that employees are never off-duty. 
Researchers have found that the feeling of being on call 24/7 creates “anticipatory stress” that negatively affects not only employees’ health, but that of their spouses and partners, too! 
Setting professional boundaries will give your employees a chance to unplug and recharge while demonstrating that you’re committed to promoting a healthy work/life balance.
 3) Leverage Anonymous Surveys
An open manager/employee dialogue is a wonderful thing. That said, sometimes the last thing an employee wants to do is admit to their boss that they’re unhappy—especially if their boss is the source of their unhappiness. That’s just one reason why anonymous attitude surveys are a useful tool. 
Anonymous surveys allow employees to safely voice their complaints and dissatisfaction, while helping employers get a sense of where the problems lie, such as leadership, hours, compensation, etc.  When employers conduct regular surveys and compare the results, they can make sure they’re trending in the right direction.
 4) Watch for Out-of-Whack Workloads
Complaining about workloads is a time-honored employee tradition, but that doesn’t mean managers shouldn’t take these complaints seriously. Nor should they wait until a valued employee unexpectedly gives the notice to appreciate their output.
Unbalanced workloads and unreasonable deadlines contribute directly to burnout and subsequent resignations. In addition to regularly checking in with employees about their workload and upcoming deadlines, managers should conduct their own periodic assessments—and when necessary, redistribute tasks and projects for more balanced expectations.
 4) Encourage Camaraderie
Studies find that employees who don’t have at least one interpersonal work relationship are much more likely to report feeling burned out than others. Creating opportunities for employees to work together collaboratively creates synergy, which can lead to more inspired results and more engaged employees. 
And it’s not just about the work. Encouraging employees to have a little group fun—whether celebrating birthdays or treating the team to an occasional pizza party—gives coworkers a chance to get to know each other on a deeper level.  
It may feel like nonproductive time, but in the scheme of things, it’s so much more.
In the age of rampant resignations and quiet quitting, employee burnout is a problem that employers can’t afford to ignore. But by stressing the “human” aspect of human resources—and making some simple changes—HR leaders can get out in front of it. 
Want more ideas for building engagement and retention? Check out our latest eBook! 

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### Top HR Resolutions: Upskilling and Reskilling Employees

In Namely’s 2023 HR Resolutions Survey, we asked businesses what their top goals were for the new year. Two of the leading priorities were to build a winning company culture and to enhance employee engagement strategies. One way to do both is to upskill and reskill your employees.

With the 2023 global economy in a state of unpredictability, the labor market has remained more competitive than ever. Despite the Great Resignation, the prominence of remote and hybrid work arrangements, and a strong desire for job satisfaction and employee experience, upskilling and reskilling are the keys to safeguarding job security from unexpected crises. Employers need to focus on creating a sustainable organizational strategy and upskilling and reskilling are just one of many ways to build that foundation.
The Benefits of Upskilling and Reskilling
Research shows that:

Employees resign due to a lack of organizational or managerial appreciation
48 percent of U.S. workers would change roles if opportunities to upskill or reskill were available
65 percent of U.S. employees believe employer-sponsored upskilling is a critical factor in deciding to accept a new position

Investing in your employees’ professional growth and skill development only proves beneficial for both you and your employees. Upskilling and reskilling not only improve morale and productivity but also cut recruiting costs. The cost to fill a job vacancy can be up to twice the annual salary of the position!
Additionally, by showing your commitment to employees through upskilling and reskilling efforts, you are promoting the overall organizational reputation for supporting employees and job satisfaction.
Establish a versatile, deft team that encourages employee professional growth and skill development by considering the suggestions for upskilling and reskilling employees below.
4 Tips for Upskilling and Reskilling Employees 
To help you prioritize, top focus areas should include:

Task-specific skills, instead of role-specific skills and academic degrees or certifications.
Virtual learning, such as on-demand opportunities, gamification, and emotional intelligence, can be customized across various demographics (i.e. generations, industries).
Short, repetitive, and intervalled training approach to ensure new information and skills are retained, as well as refined.
Clear, consistent communications that indicate purpose, value, and strategy to implement upskilling and reskilling resources, tools, and courses.

Take a proactive approach to potential future crises and continued labor market ebbs and flows by investing in upskilling and reskilling your employees. If you need help starting, check out Namely’s Guide to Upskilling and Reskilling Employees in 2023.
Sources: American Staffing Association, Forbes, World Economic Forum


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### Power Up Today's Leaders

Between the economic uncertainty and many companies taking a proactive downsizing approach, it might be time to shift your focus from “tomorrow’s leaders” to today’s leaders.

Channeling your resources, tools, and budget to support today’s leaders can help power your business up for future growth and rebuilding.
Here are three tips to power up today’s leaders.
1. Define Leadership
The first step to identifying potential leaders and developing them into stronger ones is asking yourself what it takes to make a great leader. As with most things, “great leadership” does not have a universal definition. So what does being a great leader mean to YOU? Once you have outlined the characteristics, skill sets, and backgrounds you want your leaders to have, then you can seek out your leaders
2. Seek Out Hidden Leaders
Sometimes leaders can be hidden behind positions they’re comfortable in or even positions they prefer. One way to identify a leader might be to look at productivity. Do you have an employee that goes above and beyond on each project or task? Do they always provide quality work alongside a collaborative, communicative work environment? That employee could be a potential leader.
Another way to identify a leader could be by analyzing employee tenure and engagement. Who better to lead than someone who has been with your company for many years and enjoys what they do? You have a built-in brand ambassador perfect for promoting your brand internally and externally.
 3. Position Leaders to Succeed 
Once you’ve identified your leaders, the next step is providing them with the resources, tools, and mentorship to develop the skills they need to succeed. Resources might include educational webinars, professional certifications, continued education through formal academic programs, and access to industry-related forums. Tools could have anything from performance management to learning new software systems, like customer relationship management, content management systems, and communication technology.
The one-step senior leadership often neglects to provide managers with the same resources and tools to support their employees. Make sure you check in with your mid-level managers to see what they need to position their employees for success and develop them into future leaders, too.
Developing strong leaders takes time, effort, and resources that not all businesses can provide. Check out Namely's new eBook if you’re looking for strategies to strengthen leadership development.
 


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### What We Can Learn from the Southwest Airlines Fiasco

Southwest Airlines has a robust, cross-training system that sets itself up for seemingly unparalleled success in its space, yet something preventable like a communication breakdown can entirely derail their operations.



Their model has proven advantageous to travelers looking for quick, affordable transportation out of smaller hubs.

So what happened to Southwest Airlines that caused its operations to unfold during end-of-year holiday travels?
What Happened?
The week leading into the 2022 Christmas season, extreme winter weather swept the nation causing airlines to delay or cancel flights. However, most major airlines were able to bounce back and return to normal operations shortly after the initial impact hit.

Southwest was not one of them. The airline canceled in excess of 2,500 flights (approximately 62 percent of its planned flights), compared to its competitors – Delta, American, and United – who canceled fewer than 40 flights each.

As a result, many passengers were left stranded – missing important personal plans, unable to rebook a new flight, delayed reimbursement – and questioning what happened.

In short, this catastrophic event unveiled long-standing questions regarding its archaic technology, executive management decision-making, and a business model that can’t scale.
Potential Reasons for Its Epic Failure
1. Restrictive Regulations and Policies

Flight schedules require specific attention to union rules, federal regulations, and airline policies in assigning pilots and crews to designated flights. While Southwest has nearly 6,000 pilots and 10,000 cabin crews, with each flight comprised of two pilots and three to four flight attendants per flight, the airline relies on accurate scheduling. Any conflicts in assigning resources can quickly disrupt operations due to federal regulations restricting flights unable to meet required guidelines for flying passengers.

In the wake of its disaster, some blame has been directed towards the lack of airline workers, specifically those involved in ground operations. The Transport Workers Union, Southwest’s union for ground workers, released a statement that their ground workers are not to be blamed for the events that unfolded and emphasized the need for support for ground workers.

“Many of our people have been forced to work 16 or 18[-]hour days during this holiday season. Our members work hard, they’re dedicated to their jobs, but many are getting sick, and some have experienced frostbite over the past week. In severe weather[,] it’s unreasonable for workers to stay outside for extended periods. People need to be able to cycle in and out of the cold. The airline needs to do more to protect its ground crews.”

2. Outdated Technology Fails Time and Time Again

This isn’t the first time Southwest’s technology has failed. Back in 2021, it experienced two technology-related incidents – one in June, the other in October –  that resulted in excessive flight cancellations and extended periods to find a resolution.

Sadly, Southwest is fully aware of its technology pitfalls. Casey A. Murray, president of the Southwest Airlines Pilots Association, explained that the union has been advocating for Southwest to modernize its technology. Bob Jordan, Southwest's Chief Executive, even admitted that their technology was outdated stating that they have been unable to scale their growth.

A prime example is their archaic way of communicating with their crews – calling or locating the individuals in the airport to notify them of any changes. This was a major factor in the communication failure that took place during the holiday travel incident. Southwest’s technology system could not track its pilots and crew members after flights were canceled, leaving both the airline and its employees disconnected and immobilized.
3. Infrastructure Not Built to Communicate Across Its Network
Southwest operates through a point-to-point model, which allows flyers to travel directly from smaller cities and regions eliminating the transitional stop at a central hub. However, unlike its larger airline competitors’ hub-and-spoke model, it is more difficult to secure standby pilots and crew members for smaller markets. For example, unlike the New York City metro airport, an airport in Syracuse, New York likely will not have access to additional crew members or pilots.

When the cancellations occurred, Southwest’s planes and crews were left dispersed across the United States. As explained by an industry analyst, Mike Arnot, the only way to rectify the situation was to bring the planes and crew back to their intended destinations, which unfortunately can only be done through mass flight cancellations.

4. Lack of Alternative Solutions

Because of Southwest’s low-cost fares, it does not have arrangements with other airlines that provide alternative flights through competitors in the case of a cancellation or extensive delay. This lack of additional options proved unfavorable in accommodating its thousands of stranded customers.
 How to Recover and Prevent Future Breakdowns

 	Implement enterprise risk management. Regardless if you’re an enterprise-level business, taking an enterprise risk management viewpoint can help provide you a vantage point to identify potential risks, establish appropriate analyses and reporting, and insights to the impact of risks on your organizational strategies, processes, and policies.
 	Develop a business continuity strategy. Review your organizational demands and analyze hypothetical risks that impact business continuity. Some of those crises might be technology outages, weather-related occurrences, global health pandemic, financial loss, or social-related events. Whatever it may be, strategize a comprehensive plan that covers a step-by-step guide for points of contact, proper processes, and addresses crisis communications to both internal and external audiences.
 	Strengthen leadership development. Many unions and industry representatives were quick to call out Southwest Airlines’ leadership decision-making. If you’re not sure where your leadership stands, you can either take an employee pulse to get an understanding of how leadership is perceived or do a check-in with your leaders to determine where they may need improvement. Need help getting started? Check out Namely’s new ebook on strategies to strengthen leadership development.
 	Invest in updated technology. Don’t wait until a crisis happens to address potential technological issues. Identify where your system might need updating or a complete overhaul. Invest in the technology that is going to best serve your organization’s operations. Not sure where to start? Request a call with one of Namely’s product specialists who can provide you with an overview of our innovative technology solutions.

Southwest Airlines has certainly highlighted some critical lessons for businesses in all industries. Building a resilient culture can help set the foundation for a stronger company and render better support in times of crisis.
Sources: New York Times, Logistics Viewpoints, Diginomica



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### How to Optimize Your Workforce After Layoffs

Between the economic uncertainty and the long-lasting impacts COVID-19 has had on businesses, another wave of layoffs has been sweeping the workforce across the globe. So how can employers optimize their workforce after layoffs?

Here are our best tips on how to optimize your workforce after layoffs.
1. Use Simple, Consistent, and Positive Communication 
The first and most crucial step in optimizing your workforce after layoffs is to promptly and effectively communicate with your employees by addressing the changes. The best way to discuss the adjustment is through overcommunicating and transparency. Be honest – explain the reasons for the changes, how decisions were made, resources and plans to support those impacted by the changes, and strategy for the transition.
The most effective approach is to ensure the decisions were perceived as fair and take a consultative rather than an authoritative approach. For example, if possible and appropriate, propose writing letters of recommendation for laid-off employees. You could also support former employees through network introductions, where appropriate.
Be sure to also consider counseling resources to mitigate survivor’s guilt and any negative responses to the transition. Some feelings of survivor guilt might include fear, insecurity, uncertainty, frustration, resentment, anger, sadness, depression, a sense of unfairness, betrayal, and/or distrust.
While it may not necessarily be perceived as a crisis, it is imperative to implement internal communication best practices.
2. Take a Pulse Check on Employee Engagement 
Nearly 75 percent of employees who survive a layoff have negative impacts on productivity, including 69 percent who believe their company’s product or service quality declined. Respondents that experienced declined productivity and negative feelings towards their organization’s product(s) and service(s) quality conveyed a sense of shame, concern, and animosity.
Make the effort to be receptive, accessible, and sincere. All leaders in the organization need to take frequent pulse checks to ensure effective employee engagement.
To help promote a positive employee experience after layoffs, consider the following tips:

Open a discussion. Whether it is a town-hall meeting, catered lunch, or training, creating a safe space for employees to express their concerns and ask questions can help de-escalate emotions about the situation. Allow time for employees to provide feedback as well.
Set up weekly check-ins. This is a great opportunity to ensure they know what resources and opportunities are available to them. Communicate any organizational goals and visions and ask for continued input from employees.
Offer resources to support employees. From mental health resources and employee assistance programs to unlimited access to fitness classes and informal chat channels, where staff members can interact casually about topics outside of work can help provide employees an outlet to cope with the changes.
Get creative with employee appreciation. Though there may be some negative feelings, remind your employees how much you appreciate them. Throw an employee appreciation event, like an award presentation or a just-for-fun celebration. Even sending out company swag with an inspirational note of appreciation can go a long way.

The upside to the situation is that employees who believed their managers were accessible, receptive, and open were significantly less likely to decrease productivity (70 percent) and the quality of their work (65 percent).
To help gauge your employee engagement, explore The Ultimate Guide to Employee Engagement Surveys.
3. Create Professional Growth Opportunities 
To help take a proactive stance in preventing future layoffs, invest in the alternative of reskilling and/or upskilling your employees. In response to an uncertain economy and evolving labor market, upskilling and reskilling can provide professional growth opportunities for your retained employees.
Other considerations regarding professional growth opportunities include:

Reallocation of job responsibilities. In reviewing opportunities for your current employees to transition and where transferable skills can be applied, consider reallocating job responsibilities to reduce the need for future layoffs.
Adjusting compensation and benefits. Through reallocation of job responsibilities and re-evaluating role requirements, adjusting compensation and benefits to level any pay disparities might help your budget in the long term.
Maintaining engagement and satisfaction. Are your employees satisfied with their roles? With the overall organization? Touch base with your employees and see if a change in role or department might be the shift in increased engagement and satisfaction they need.

Reskilling and upskilling your employees require a good strategy, resource access, and effective communication. 
4. Consider the Bigger Picture    
Although you know your business better than anyone else, it can be hard to admit you can’t do it all. That’s where hiring a third-party vendor might help. Outsourcing some business functions, like HR, benefits administration, and payroll can minimize your administrative tasks so you can focus on growing your business.
Third-party vendors can help you:

Focus on productivity.  Track your employees’ productivity to identify any barriers hindering your business’s success. Outsourcing HR can provide you with powerful software options that allow you to track time, generate productivity reports, and automate repeated tasks to eliminate human participation.
Save your budget. Where you’re funding a position that can be outsourced, you can save money on positions and functions you don’t need in-house.
Consolidate role responsibilities. Not all responsibilities require a dedicated role. For example, many HR responsibilities overlap with payroll and benefits. Outsourcing those services can help save your budget for more important items.


Layoffs are not easy to implement or navigate. But optimize and inspire your workforce with Namely.
Sources: Quantum Workplace, Nivati, SHRM, Harvard Business Review, HR Forecast 

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### 5 Creative Ways to Kick Off New Year with a Hybrid Workforce

It is no secret that COVID-19 changed the way businesses work, expediting and prioritizing remote work options. As things begin to shift to the new normal, many employees want to retain flexible work arrangements. 

Sixty-five percent of workers prefer to work remotely full-time and 32 percent would like a hybrid work environment. Additionally, 57 percent stated they would leave their employer if flexible work options were not available.
As many businesses adopt a hybrid approach, here are some creative ways to kick off the New Year with your blend of remote and in-office employees.
1. Host an Awards Show 
An awards show allows for both remote and onsite employees to participate. Create fun, light-hearted awards for your employees to win. If you have the budget, perhaps something that comes with the award like a gift card or an extra day of PTO. Have employees vote before the awards show.
Some award ideas might include:

Best Virtual Background
Best Pet Disrupter During Meetings
The Project Management Boss
Distinguished Hybrid Worker
The Serial Emailer
Designated Troubleshooter
The Jack of All Trades Award

For the office, your decorations and festivities might include a red carpet where you can have an employee interview other employees as they enter the building. They can ask questions like, “Who are you most excited to see today?” or “Which award do you hope to win today?”
For remote employees, you can broadcast the event and incorporate fun virtual elements like a red carpet Zoom background, or a countdown to their reveal. Ask them to come dressed in their best costume or strike a funny pose when revealed.
2. Let the Games Begin! 
Games are an entertaining way to inspire camaraderie regardless of where they’re played. From game sites like Kahoot and Jackbox, to Pictionary and “this or that,” you have plenty of options to choose from. 
Considerations for Game Selection:

Unrestricted. While you can’t control how well someone draws or how much random knowledge someone has, make sure you pick a game that is both accessible in-person and remotely and levels the playing field.
Straightforward. Try not to pick a game that has complex rules or requirements that might make for awkward moments that could embarrass participants or take too long to explain how to play.
Inviting. Regardless if you host a game day in the office or virtually, it is critical that you create a warm and inviting environment for all participants.


3. Pop the Champagne
A good ol’ happy hour and/or potluck is always an exceptional way to celebrate the year’s accomplishments with your team. Whether you pop real champagne or do a virtual BYOB from the comfort of your own home, kicking off the new year with good company and drinks is a lively way to get together.
4. Support Your Team's Ambitions    
One way to help inspire others is to share your resolutions. Whether you have your team share all or maybe just one or two resolutions, you can show you care about what’s important to your individual team members. 
To add, you could also host a gift exchange with gifts geared to assist in achieving goals. For example, if someone’s goal is to hike seven mountains, a great gift could be hiking gear to support them during their treks.
4. Ring in the New Year with a Playlist
Music is often referred to as the “universal language.” So what better way to ring in the new year than with a custom playlist compiled by your team? Have each team member pick a song to add to the playlist. You can throw the playlist together in a video to highlight special moments throughout the year to ensure your team feels valued.
Tips to Set Your Celebration Up for Success:

Read the Room. The beginning of a new year can have different meanings for businesses, leaders, and individual employees. If your employees are overwhelmed or seemingly burnt out, try a theme-based celebration with messages encompassing positivity, gratitude, and motivation to comfort them. If your organization or team has reached a goal or completed an extensive project, throw a celebration with food, drinks, games, and fun to promote their win. 
Consider Schedules. Like most businesses, you likely have remote employees across the nation, or maybe the globe. When you’re planning your end-of-year festivity, factor in schedules. Not just time zone differences, but also personal schedules, such as employees with families who might not want to stay after-hours for a work function.
Inspire Inclusivity, Respect Personal Boundaries. Though it is important to foster inclusivity, sometimes good intentions can backfire. For example, try not to make any one person the center of your celebration. This can detract from celebrating your team as a whole and/or end up leaving someone out. Additionally, it’s integral to remember that not everyone likes to be the center of attention. If you plan to decorate, consider that someone might not like their space disorganized or disrupted.
Create a Back-up Plan. Part of having a well-thought-out plan is having a backup plan. Sometimes things don’t go as planned – someone who was in charge of something doesn’t show up or falls ill, you run into technology issues, or you don’t have enough people to participate in a particular activity – you need to be able to adjust in real-time and the best way to set yourself up for a worst-case scenario is to have a back-up plan.

However, you choose to do it, celebrating holidays with creative perspectives can have positive impacts on employee morale and engagement. But planning long-term retention strategies can set you up for greater success in keeping your top talent. Discover how to strategize employee retention for the new year in our latest eBook.

Sources: HR Morning, Empuls

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### 10 Qualities Every Successful HR Professional Should Have

HR is not for the faint of heart. Managing the employee experience, recruiting top talent, overseeing benefits enrollment, and processing payroll just begin to scratch the surface of an HR practitioner’s day. All of those responsibilities require a select, unique set of HR skills and not everyone is cut out for the job.

Key Skills and Professional Qualities in HR
These are some of the most important qualities an HR professional should have to excel in the workplace.
1. Be Organized
HR pros have a lot on their plate, that’s why it’s so important to stay organized. HR is pulled in so many directions and interrupted so many times throughout the day that you need to be able to switch gears at the drop of a hat. Invest in sticky notes, to-do lists, task management software—whatever helps you prioritize your day, improve your daily workflow, and keep you on track to meet your goals when interruptions arise.    
2. Communicate Effectively
Being a good communicator is an essential skill for any people-facing role. From interviewing job candidates to solving issues around the office, being able to communicate your ideas and decisions effectively will help you tackle whatever comes your way.
3. Lead by Example
Most HR professionals are natural born leaders. While they might not necessarily view themselves as a “people person,” they are generally empathic and find joy in helping the people around them grow and reach their full potential. Whether you oversee direct reports or just help your employees out around the office, HR practitioners need to lead by example and ensure their talent has everything they need to have a successful career at your company.
4. Enjoy Solving Problems
Any HR practitioner will tell you, there’s no such thing as a dull day in the office. Whether it’s resolving a workplace conflict, figuring out how to educate your employees on your benefits offerings, or building your hiring strategy, there’s always something exciting to work on. HR pros need strong problem-solving abilities to be able to make the right call at every situation and think and act fast in order to avert a crisis.
5. Be Comfortable Making Difficult Decisions
Unfortunately, HR isn’t all fun and games. More often than not you’ll have to put what is best for the company ahead of your personal desires, whether that’s assisting with layoffs or scaling back employee benefits. HR pros have to be adaptable and make difficult decisions on a daily basis. Knowing your decisions impact the lives of your employees and their families can be a daunting realization, but being able to make the right call for the good of business is an important and necessary skill for any HR pro.
6. Take Risks 
Sometimes you may find yourself in a situation that requires you to trust your gut and take a risk, even if it means you might make a mistake. When it comes to hiring new talent or implementing a new HR initiative, you may have to embrace the unknown and take a leap of faith. We all make mistakes, but successful HR pros treat every failure as an opportunity to iterate on their idea and to grow professionally and personally.
7. Love Data
Being able to build a great presentation is a must for any HR pro. Thanks to modern HR software, today’s HR pros have access to all of their company’s people data right at their fingertips. Measuring workplace trends and visualizing the impact of your initiatives is easier than ever before, making it easier than ever to prove your team’s worth and ace your next senior leadership presentation.
8. Be a Talented Multitasker
Benefits administration, culture curations, recruiting strategy, employee engagement—there’s really nothing HR ­doesn’t do. ­Any HR pro needs to be a good multitasker to keep up with all the different responsibilities and issues that can arise throughout the workday with no notice. All HR professionals need to be able to wear many hats throughout the day and stay on track with their everyday duties.
9. Have Strong Ethics
HR teams handle sensitive and confidential employee and business information every day. HR professionals are responsible for keeping that information under lock and key to prevent it from falling into the wrong hands. That means working closely with your IT team to ensure your security practices are up to date and your team is aware of phishing scams or other security risks. Having strong ethics is one of the key competencies every good HR professional should have.
10. Love Learning
HR is always changing and HR professionals need to keep up. New compliance laws, employee expectations, and benefits are just a few of the ever-changing facets of the industry HR pros. Odds are changes within your own company will keep you on your toes too—like headcount changes, new senior leadership, and mergers or acquisitions—which can send a whole new slew of challenges your way. HR professionals need to constantly have an ear to the ground and stay up-to-date on the newest laws, ideas, and benefits in the industry.

There’s never a dull day when working in HR. It’s one of the few jobs at a company that has a hand in every aspect of the employee lifecycle, from a new hire’s first day to their last. Keeping up with all of those responsibilities requires a special skillset and personality to lead a successful career in HR. This list only begins to scratch the surface on what qualities make a great HR professional, but if the above skills and challenges excite you, odds are you might love a career in HR.

### 5 Creative Holiday Gifts for Your Employees This Year

It’s the most wonderful time of the year! In addition to making gingerbread houses and drinking hot coco, the holidays are the perfect time to show each other appreciation.

So as 2022 comes to an end, how can you recognize your employees’ for all of their hard work?
Here are 5 ways you can make your employees feel valued this holiday season.
1. Personalize Boxes and Baskets
To show your employees gratitude, consider sending them each a personalized gift box. These boxes or baskets can contain anything from gift cards to their favorite stores to their drink of choice. Taking the time to think about what your employees like and then personalizing their gifts is a perfect way to show every one of them appreciation.
2. Give Employees Time Off
Since the holidays are all about spending time with loved ones, consider giving your employees some time off. Whether you declare a company-wide mental health day or give employees a few extra days off around New Year's, encouraging them to take a break from work will help them relax and unwind this holiday season.
3. Treat Them to a Vacation
Consider taking the gift of time off even further by treating your employees to a vacation. Whether you send them all to the same destination together or let them each choose where to go, arranging for them to get a change of scenery and well-deserved break from work would be a holiday gift they’d never forget. 
4. Make a Donation
Everyone has a cause that is near and dear to their hearts. Consider showing your employees’ appreciation this holiday season by making a donation in their names to a charitable organization or nonprofit of their choice.
5. Offer Credits for Classes
Fitness classes, music lessons, paint and sips–you name it! With so many types of classes out there, both virtual and in-person, consider giving your employees credits to use for whatever they’d like. You can even encourage managers to host an L&D after the holidays for their teams to get together and share what they learned.

Looking for more ways to lift your employees’ spirits and spread some holiday cheer? Check out these 5 ways your company can celebrate the holidays virtually this year.

### Vacation vs. Paid Time Off: How to Choose

In the past, employee benefits typically included separate paid holidays, vacation, sick leave, and personal days off. In recent years, however, many companies have converted to an integrated paid time off (PTO) system in which any time off, regardless of the reason, is charged against the employee’s accrued PTO hours. Debate is ongoing as to whether companies benefit more with PTO than with separate paid time off benefits.

How PTO Differs from Paid Vacation
With paid vacation benefits, employees typically accrue a certain number of vacation hours every pay period, and when enough hours have accumulated, they can take time off work for vacation or personal reasons, with advance notice to the employer. Employees who become ill do not need to use vacation time as they have sick leave to cover their absence. In addition, they have certain paid holidays off. Most employers in the U.S. offer two weeks (10 days) vacation, eight days sick leave, 10 paid holidays, and two personal days per year.
With a paid time off policy, all paid time off benefits are combined into one, usually equaling a total of the paid days off for holidays, vacation, sick leave, and personal days the employee would have received in a separate paid time off system – 30 days per year in most cases. PTO hours typically accrue every payday, for example, at a rate of 1.25 days per pay period with a semi-monthly pay schedule in which employees receive 24 pay checks per year. An employee who takes little or no time off sick will have more PTO days to use for vacation.
A major difference between the two policies is that with PTO, employees have all their paid time off available to use for any reason, whether it is vacation, illness, medical appointments, or personal errands, and they may come to work sick to save their PTO for vacation. With a policy in which vacation and sick leave are separate, employees may feel they are entitled to use their sick days and call in sick when they are not.
Advantages and Disadvantages of Paid Time Off Compared to Vacation
If you are considering switching over, it is important to consider the pros and cons of PTO. As compared to a paid vacation policy, PTO has many advantages for employers:

Makes the company more attractive to potential employees who value the flexibility of PTO policies
Helps improve retention by making it possible for employees to have more total paid days off
Results in more transparency in employee-employer relations, as employees have no incentive to call in sick when they need or want a day off
Results in more advance notice of scheduled employee absences, as employees take more PTO days for vacation than for sick days
Contributes to employee productivity, and they return from vacation refreshed
Requires tracking of PTO hours only, instead of separate tracking of vacation, sick leave, and personal days

However, PTO systems do have employer considerations, such as:

Employees tend to be absent more frequently, as they don’t officially need to give a reason for their absence as they would in a vacation-sick-personal day system.
Employees saving their PTO days for vacation may come to work sick, exposing other workers to illness and reducing workforce productivity. Employees who have separate vacation and sick leave days are more likely to stay home when feeling ill.
In some states, earned PTO must be paid out at termination of employment. In a system with separate vacation and sick leave, only accrued vacation days must be paid out.

Manage Potential Issues with PTO
If it is determined that PTO suits your company culture, take the necessary steps to avoid potential issues. It is important to establish clear guidelines in advance. Clearly define the types of situations that qualify as emergencies for which employees are not required to request PTO in advance. If an employee trying to save PTO for vacation arrives at work obviously ill, it may force you to send that person home to protect your other employees.
Interested in learning ways to encourage employees to take paid time off? Explore how to build employee loyalty with PTO.

### Key Dates to Remember for Year-End Payroll

For HR and payroll professionals, the holiday season means a whole lot more than gingerbread and mistletoe. The transition between years brings tax deadlines, ACA reporting requirements, bank holidays, and more.

This year, ring in 2023 with confidence by keeping the below dates in mind. While these dates pertain to most employers, note that some businesses may have their own industry-specific compliance deadlines as well.

December (All Month)
If you haven’t already, confirm your state and city’s minimum wage for 2023. A full listing of this year's batch can be found here.  
December 26th - Bank Holiday
Since Christmas falls on a Sunday this year, December 26th is a bank holiday. If your payday falls on this date, you’ll need to work with your vendor to find another time and confirm whether your processing deadline has changed. 
January 2nd - Bank Holiday
Happy 2023! Since New Year’s Day is on a Sunday, banks will be closed on January 2nd. Make sure your first payroll of the year isn’t scheduled on a bank holiday.
January 16th - Bank Holiday
Martin Luther King Jr. Day is a bank holiday, so work with your payroll vendor to ensure that it doesn’t conflict with a processing deadline or employee paydays.
 January 31st - Forms W-2 and 1099-MISC Due
Out of all the dates listed above, this might be the most critical to remember. The W-2 Wage and Tax Statement and 1099-MISC Miscellaneous Income Form must be provided to employees and filed with the IRS by this date. Help employees get a head start on their tax returns by providing this sooner rather than later.
January 31st - Forms 940 and 941 Due
You’ll need to worry about more than just employee W-2s in late January. Make sure your Form 940 (Annual FUTA Tax Return) and Form 941 (Quarterly Federal Tax Return) are squared away and filed with the IRS. If you work with a payroll provider, they should be handling most of the heavy lifting here.
February 15th - Confirm W-4 Information for Exempt Employees
Employees wishing to claim exempt status for federal tax withholding in 2023 must file a new Form W-4 by this date. 
February 20th - Bank Holiday
Happy Birthday, George Washington! Direct deposits and other payments cannot not be processed on President’s Day. March 2nd - Form 1095-C Due to Employees
To comply with the Affordable Care Act, employers are required to furnish workers with the Form 1095-C by this date. The form summarizes what health coverage the company offered in the last year.
March 31st - Forms 1095-C and 1094-C Due to IRS
Employers subject to the Affordable Care Act must file these coverage-related forms to the IRS by this date. Work closely with your broker to confirm you’ll make the deadline.

If you use a third-party vendor to run payroll, note that they may have their own internal deadlines as well. While it sounds simple, keeping a list (and checking it twice) can help set you up for success this holiday season.Once the dust settles on the year-end, year-start period, there are a number of easy to-dos that you can tackle in Q2 to make payroll go even smoother next year. Subscribe to our newsletter to catch other helpful compliance and HR best practice tips year round.

### Cloud-Based Payroll Software: 7 Reasons to Make The Move

Contemplating a move to a cloud-based payroll software? You’re not alone. More and more companies are switching from on-premise payroll software applications to online payroll solutions.

What Is Cloud Payroll Software?
Cloud payroll software allows you to access, manage, and process payroll through a remote system—aka the cloud—via an electronic device connected to the internet. A cloud based payroll system provides invaluable benefits to employers and employees alike, such as ensuring payroll data security, simplifying processes (i.e. self-service payroll), and managing tax compliance.
 Online payroll solutions are becoming more popular, especially for companies operating remotely.
Benefits of Cloud Based Payroll Software
If your organization isn’t fully sold on the idea of online payroll solutions, here are seven great reasons why you should be.
1. Cloud Based Payroll Software Improves Speed and Accuracy
Few things are more important to your employees than being paid right and right on time. Yet for many HR and payroll departments, running payroll is often a rushed, down-to-the-wire affair.
Cloud payroll software is designed to ease that pre-payroll crunch. Most feature a friendly, intuitive user interface and straightforward navigation. Perhaps more significantly, because many functions are automated, it eliminates the need for manual calculations, reducing the errors, redundancies, and workarounds that plague employers still wrestling with older on-premise payroll software.  
2. Cloud Payroll Software Offers Online Payroll Solutions
These days, the real work often gets done outside of the office. One of the great benefits of cloud-based payroll services is that HR staff and field managers can process and approve payroll from any device, any time of day.For businesses with multiple worksites spread across multiple time zones, this is a huge advantage. It is also advantageous for field managers who can review and approve time cards—not to mention respond to requests for paid time off—right from their smartphones or tablets.
3. Cloud Based Payroll Software Provides Payroll Data Security
Some employers worry about the security of cloud-based payroll software, but data stored in the cloud is generally much safer than data stored on-premise. When your sensitive payroll data is stored in on-premise servers, it’s vulnerable to natural disasters, fire, and even major technology outages.
Cloud-based payroll service providers invest enormous resources in data and infrastructure security. In addition, the data is encrypted and rigorously backed up.   
All the same, here’s what to look for when comparing a provider’s payroll data  security practices:

Data should be hosted on a private cloud.
Guaranteed server uptime should be high (close to 100%).
The providers’ servers should be located in top-tier certified data centers with 24/7 security monitoring.
Information should be encrypted using secure protocols.

4. Cloud Based Payroll Software Is Scalable to Your Business
Unlike on-premise payroll software, cloud payroll systems are scalable. If your company manages a seasonal, fluctuating or growing workforce, this is a huge plus.
As a result, you don’t need to worry about outgrowing capacity or paying for more than you need. With cloud-based payroll software, you typically pay only for the capacity you use during a particular billing period.
5. Cloud Payroll Software Gives Employees Self-Service Payroll
Employee self-service portals provide significant benefits to everyone within an organization: workers, managers, and HR and payroll staff. 
Self-service portals give employees anywhere, anytime access to their HR and payroll information. Using their personal mobile devices, employees can check their pay history and benefits, request PTO, update their contact information, and more. Not only is this empowering to employees, it frees up managers and HR staff who would be responding to these incoming requests, allowing them to focus on more essential responsibilities.
6. Cloud Based Payroll Software Reduces Ownership Costs
Online payroll solutions offer a higher return on investment than on-premise software. There are no in-house servers to buy and maintain, no physical set-up to accomplish, and no upgrades to purchase. Employers save both on initial and recurring expenses.
Further, updates are handled painlessly by the SaaS provider. There are no lengthy downtimes to deal with, the in-house IT team can focus on other priorities, and the payroll staff benefits from processing payroll in the cloud using the most up-to-date software version.    
7. Cloud Payroll Software Is Environmentally Friendly
When there are fewer servers to maintain, companies reduce their energy consumption, thereby reducing their carbon footprint—a plus with environmentally-conscious employers. In addition, when an employer moves to a SaaS-based system, it only uses as much cloud storage as needed…no waste!
8. Cloud Based Payroll Software Helps Ensure Tax Compliance
Online payroll solutions typically come with features that ensure updated local, state, and federal tax compliance regulations are followed. Additionally, some payroll software might provide notifications on any changes or updates to current laws and regulations that may impact your business. Tax compliance can be a daunting hurdle for many business owners—cloud payroll software can give you peace of mind by simplifying the process.
If that didn't convince you, explore Namely's Managed Payroll and learn how we make payroll easier through cloud based payroll software.

### HR’s Guide to End-of-the-Year Performance Reviews

As 2023 approaches, so do important year-end tasks for HR teams. In addition to keeping up with key payroll dates and compliance regulations, the end of the year is also a perfect time for companies to conduct performance reviews.
From quality of work to productivity, performance reviews recognize your employees’ accomplishments and areas of improvement. Although you should be tracking your employees' performance throughout the year,  conducting formal end-of-the-year reviews enables you to measure their year-over-year growth. 
When conducting these performance reviews, consider ditching the generic review template and customizing them. By using company-specific metrics, conducting 360-degree reviews, and asking questions about your core values, you can collect feedback that is meaningful and specific to your company.
Not sure where to start? Here are some example questions:
For Manager Reviews

What were the employees’ 3 biggest accomplishments this year, and how did they impact your team and overall company?
How has the employee exemplified our core values in 2022?
Does the employee demonstrate leadership?

For Self Reviews 

What were your 3 biggest accomplishments this year, and how did they impact your team and overall company? 
What are 2-3 development areas that you feel could help your performance and grow your career? How do you plan on working towards these goals in the new year?
How have you exemplified our core values in 2022?

For Peer Reviews

How has your teammate exemplified our core values in 2022?
Which core value does your teammate demonstrate the most, and why?
How well does your teammate communicate?


2023 will be here before we know it, so are you ready to close out 2022? From keeping up with important payroll dates to evaluating employee engagement, confidently tackle year-end with our HR Checklist.

### Balancing Workplace Monitoring and Employee Privacy Rights

Does your company keep a digital eye on employees throughout the workday? You’re not alone. According to an American Management Association survey, 80% of employers use some form of electronic workplace monitoring.

There are good business reasons for doing so. Workplace monitoring can help ensure a safe workplace, prevent theft and sabotage, and keep productivity high.
However, there is a distinct downside. Employees under constant surveillance may be stressed or feel dehumanized. While the goal may be to elevate productivity, it can, in fact, lower morale. In addition, companies run the risk of violating employee privacy rights, which aren’t always clear-cut. In other words, it’s complicated! 
Employee Monitoring: How Much Is Too Much?
Thanks to ever-advancing technology, employers are now enacting measures that seem straight out of science fiction. Take Three Square Market, a Wisconsin-based vending machine manufacturer made famous for implanting microchips in about 80% of its workforce.
While the microchips—which are voluntary—allow employees to open secure doors and log onto computers with a wave of the hand, they don’t track the employees’ movements.
But that’s not the case with some Chinese companies, which are reportedly using sensor-studded helmets to scan employee brainwaves, detecting fatigue and stress. At least one company is purportedly using the data to determine when breaks are needed.
Another example: Amazon was granted patents for GPS wristbands that not only track workers’ locations in the warehouse, but read their hand movements and provide feedback that helps them pick the right items faster.
Is it cool, or invasive and creepy? Or maybe a little of both?  
Everyday Forms of Workplace Monitoring
For most companies, employee monitoring isn’t that extreme. According to the American Management Association (AMA), most employers employ the following surveillance methods:

Internet Use – Here, employers are most concerned that employees will view or download offensive content, violate company policy, or engage in excessive personal use.
Employee Emails – Misuse of the company’s email system often translates to policy violations, excessive personal use, or breach of confidentiality.
Phone Calls and Voicemail – While monitoring calls can be needed for quality control, some employers are also sensitive to misuse of its phone system by overly-talkative workers.
Video Surveillance – Video surveillance can be very effective at discouraging employee and customer misconduct. In the AMA survey, nearly half of the companies surveyed use it to manage theft, violence, and sabotage, while only 7% use it to monitor performance.
GPS Tracking – Only a small percentage of employers use GPS tracking to monitor company vehicles and property. However, it’s become an increasingly popular component of mobile time tracking apps, allowing employers to verify that employees are where they should be when punching the clock.

Legislation Regarding Employee Privacy Rights
There is little federal legislation that directly addresses employee privacy rights—that’s part of the challenge for employers. The primary restriction on workplace monitoring comes from the Electronic Communications Privacy Act of 1986, which prohibits companies from intercepting oral, wire or electronic communications, with two big exceptions: (1) there’s a legitimate business reason to do so, or (2) employees have provided consent.
Because federal law offers employers a good deal of leeway, some states have enacted laws of their own, many which mandate broader employee consent requirements or specifically limit video surveillance. 
How Do You Strike a Balance?
To protect employee privacy rights, HR experts recommend exercising great care when implementing workforce monitoring strategies. For starters:

Make sure you have a legitimate business reason for doing it—and document it.
Be transparent. Let your employees know what you’re doing and why. (Studies show workers aren’t as concerned about surveillance if they are advised about it upfront.)
Obtain your employees’ written consent to be monitored.
When using video surveillance, make sure all cameras are clearly visible and placed in public places. Don’t place cameras where employees may have reasonable expectations of privacy.
Be especially careful when recording phone calls or capturing audio.
Create a written privacy policy, to include in your employee handbook.  
Develop safeguards about how such collected data is used and protected.

Make sure to stay up to date on the latest workplace monitoring and employee privacy rights by investing in HR compliance support. Each state and local jurisdiction has different requirements. For example, New York requires electronic monitoring notice.

### 5 Holiday Party Alternatives for 2023

As the new year approaches, many employees across the country are still working from home. 
So what does that mean for company holiday parties? Unfortunately, in-person gatherings may not be feasible for remote and hybrid organizations again this year.
Although this is disappointing, these companies can explore party alternatives and reallocate the money they would’ve spent on costs like venue rentals, hotel rooms, and travel expenses.
With that said, how can you still lift your employees’ spirits and spread some holiday cheer?
Here are 5 ways your company can celebrate the holidays virtually this year:
1. Throw a Virtual Party
Since the pandemic began, companies have been using Zoom and other video conferencing tools to host virtual meetings and events as their employees work remotely.
To replace your annual company holiday party, you can get creative with virtual events. From virtual dinner parties to ugly sweater contests, you can still celebrate the holidays with your employees at home. Schedule a virtual cooking class, paint and sip lesson, or wine and cheese tasting, and send your employees the supplies ahead of time. If you used to have entertainment at your holiday party, invite a comedian or musician to perform for your employees via live stream. You can also host a virtual happy hour and play online games, like Scattergories Online, Jackbox Games, and Virtual Pictionary.
2. Send Holiday Gifts
To help your employees get in the holiday spirit, mail them festive cookie decorating kits, gourmet hot chocolate mix, or cozy company swag. Since you’ll be saving costs by not hosting an in-person party, consider treating your employees extra this year by sending them AirPods, Amazon Alexa, espresso machines, or a personalized gift basket. If you want to let your employees pick their own holiday gift, utilize Snappy to give them a list of options to choose from within your budget.
3. Treat Employees to Dinner
Since food is such an integral part of holiday celebrations, treat your employees to dinner. From appetizers and entrees to wine and desserts, you can order your employees a delicious meal and have it delivered right to their homes. When sending employees dinner, be conscious of their eating restrictions or consider letting them choose their own meal by sending them GrubHub or DoorDash gift cards. 
Even more important than enjoying delicious food during the holidays is spending time with family and friends. When sending dinner to your employees, consider treating their family members and roommates, too. Find out how many people each employee lives with and send them meals for their entire household so that they can enjoy dinner all together.
4. Organize Virtual Gift Exchanges
To boost morale and keep your employees connected this holiday season, host a virtual gift exchange. Whether it’s within teams or cross-departmental, employees can set a budget, get assigned coworkers, and exchange virtual gift cards, like Amazon, Starbucks, or UberEats. If you want to host a live reveal, schedule a date and time for your employees to get together and exchange gifts with one another virtually.
5. Make A Donation
In lieu of throwing an in-person holiday party this year, participate in the season of giving and donate to a charity. Set aside an amount of money to donate and give employees a few options of charities to choose from. Based on their votes, you can donate to the charities accordingly. You can also let your employees donate to a charity of their choice by sending them a credit through Bright Funds.

Spreading some holiday cheer will help boost employee morale. But how can you keep employees engaged all year round so that you retain them? Find out in our latest eBook.

### Wage Garnishment Management – A Guide for Employers

Managing the garnishing of wages can be a challenging subject for employers. From the payroll aspects to the employee aspects, it can be a complicated matter to navigate. In this post, we’ll break down the basics on handling wage garnishment orders for an employee.

What Is Wage Garnishment?
Wage garnishment is a legal procedure that mandates an employer to withhold a portion of an employee’s wages. Depending on the type of wage garnishment, the withheld wages go directly to the entity who filed for wage garnishment against the employee.There are numerous reasons why someone might owe money and some of the most common reasons include debt, student loans, child support, alimony, or even back taxes.There are different types of wage garnishment and limits on what percentage of someone’s paycheck can be garnished.
How Does Wage Garnishment Work?
A wage garnishment is a legal procedure and issued directly by a court. An official order for wage garnishment is sent directly to you, the employer. Therefore, you should notify your employee that his or her wages are being garnished.
There are federal laws surrounding how wage garnishment works. Some of the relevant points include:

The limit of wage garnishment is either 25 percent of an employee’s disposable earnings (meaning how much is left after all required taxes and deductions are taken out); OR
The quantity by which an individual’s weekly disposable earnings exceed 30 times the minimum wage.

The lower of these two numbers serves as the limit when it comes to garnishing someone’s wages. While the court order should have this information, make sure you run these calculations appropriately.
Types of Wage Garnishments
Some of the most common reasons why your employee might have his or her wages garnished include:

CreditorsIf someone owes money to a private creditor and that individual cannot pay off his or her debt, the creditor may file a lawsuit. If the creditor wins the lawsuit, you could be ordered to withhold your employee's wages and send them directly to the creditor.
Child SupportWage garnishment for child support is common. If you are garnishing an employee's wages for child support reasons, the limits might be different, so be sure to clarify this with the court.
Student LoansStudent loans present a unique situation for wage garnishment. Unlike other matters, a court order is not required to garnish someone’s wages if the loans have been issued by the government. This means you might receive an order directly from the government that you need to garnish someone's wages. You should receive 30 days' notice.
TaxesThe IRS can determine its own parameters when it comes to wage garnishment. The laws on taxes vary from state to state. Usually, the IRS delivers an advanced notice to you before they ask you to garnish an employee's wages.

These are a few of the most common types of wage garnishment. Note that the laws on wage garnishment can vary from state to state. Here are examples from some states.
Wage Garnishment Texas
Wage garnishment in Texas follows all relevant federal laws, leaving someone with enough money for living expenses. Most creditors in the state of Texas are not able to garnish someone’s wages at all; however, the exceptions include student loans, unpaid income taxes, alimony, and child support. More information can be found here.
Wage Garnishment Ohio
Similar to Texas, wage garnishment in Ohio follows all relevant federal laws. The limits on wage garnishment are either 25 percent of disposable earnings or $217.50 per week, whichever is lower. Garnishments can only be issued or child support, student loans that are in default, or unpaid taxes and not all of these will require a court order. Creditors do require a court order before asking you to garnish an employee's wages. More information can be found here.
Wage Garnishment New York
Wage garnishment in New York follows federal laws. A creditor in New York can garnish the lesser of:

10 percent gross wages
25 percent disposable wages
30 times the minimum wage

If your employee does not make 30 times the minimum wage, their wages cannot be garnished. All wage garnishments (including taxes, child support, loans, and creditors) must have an income execution order from the courts of New York. More information can be found here.
Managing Wage Garnishment: Knowing the Rules
As an employer, you might be in an awkward position if you are asked to garnish an employee’s wages. First, note that wage garnishment is covered by the Federal Consumer Credit Protection Act (CCPA) and all regulations are determined and issued by the United States Department of Labor (DOL).
While the various reasons for wage garnishment were detailed above, as an employer, you will need to know how much of your employee’s paycheck to deduct. Usually, this will come as part of a court order; however, as detailed above, not all wage garnishments require a court order. In this case, you are responsible for knowing how much of your employee’s pay check to deduct.
How to Process a Wage Garnishment Order
As an employer, you should not do anything to your employee’s wages until an order comes from a court or a notice comes from a government agency. As soon as the notice arrives, you are required to start withholding the specified amount from your employee. You need to notify the governing body that you received the order and intend to comply. Then, you need to send the withheld money directly to the creditor.
Your employee has a right to challenge any wage garnishment order in a court of law. If this happens, you should remit the garnishment and send it to the court that issued the order. They will hold the funds until they decide where they should go, usually after a hearing process.
Remember that you are prohibited from punishing, terminating, or retaliating against any employee who is the subject of a wage garnishment order purely due to the garnishment process.
Ending the Process of Wage Garnishment
Eventually, the wage garnishment process should end for most employees. While the exact procedures vary from state to state, there are a few common themes. These include:

The wage garnishment order came with an end date, in which case you should remember to halt the garnishment process at this time
You could receive a second order or notice stating that you need to terminate the wage garnishment process (remember to acknowledge receipt of this order and state your intent to comply with it)
Your employee’s debt is totally paid off through the garnishment process and you can stop the garnishment process

As an employer, you should read up on the wage garnishment laws in your state. You could receive compensation from the state due to the administrative expenses incurred when dealing with wage garnishments. If you have questions, be sure to read up on how to dispute wage garnishment. You should also reach out to a wage garnishment lawyer. A lawyer for wage garnishment can help you defend your rights in this situation.
To help manage wage garnishments, an automated payroll process may be your best solution. Learn more on why automated payroll creates the perfect pay stub, including simplification of wage garnishments.

### 5 Ways to Celebrate Thanksgiving Virtually

Thanksgiving is a holiday that reminds us to be grateful for everyone and everything we have in our lives. It’s an important time to reflect on your year, spend time with family, friends, and coworkers, and give back to the greater community. While Thanksgiving is typically celebrated at home, there are still ways to bring the giving spirit to the workplace—even if your employees are still working remotely.

From charity drives to virtual cooking classes, this time of year is about showing your employees your appreciation, thanking your clients, and giving back to the local community. 
Here are 5 ways your company can celebrate Thanksgiving virtually:
1. Host a Virtual Potluck
Before COVID-19, many companies hosted potlucks where each employee would bring a dish into the office. Thankfully with Zoom or Google Meet, your employees can still gather for a potluck virtually. Encourage each employee to make a dish their family enjoys for Thanksgiving and share the recipe with the group. 
To put even more of a twist on your virtual potluck, you can think outside the box. Consider setting a rule that employees can have anything but Thanksgiving food. Or in the spirit of giving, treat your employees by ordering them food and having it delivered right to their home.
2. Get in the Giving Spirit
To get everyone in the giving spirit, host a contest that encourages your employees to appreciate one another. Whether it’s via Slack or on your company's newsfeed, put the names of all employees who post an appreciation for a colleague during the month of November into a raffle. The winners can win money to donate to a charity of their choice.
You can also empower your employees to give back during the holidays by using a charitable gifting platform, like Bright Funds. This not only helps your business give back to the community, but also gives your employees the opportunity to make a difference and help those in need.
3. Send Thank You Cards
In the age of digital communication, a physical note in the mail can leave a great impression on employees during the holidays. Show your gratitude for employees by sending them personalized thank you cards in the mail to their home addresses. Whether they’re hand made or designed online, your employees will feel appreciated and understand that they are valued members of the team.
4. Organize a Virtual Cooking Class
Even though your employees may not be able to gather in person, you can still bring everyone together by hosting a virtual cooking class. You can partner with an online cooking workshop where an assigned chef will guide your team through the recipe, share insights and anecdotes, and encourage interaction and questions. This gives employees a chance to showcase their creativity and bond with each other outside of their work duties. At the end, everyone can virtually sit down and enjoy their delicious home-cooked meal together.
5. Give Employees Time Off
Thanksgiving can be an especially busy time of year, with increased personal obligations and expectations to meet during the holiday season. If you’re not already doing so, consider giving your employees extra time off, such as the day after Thanksgiving or time between Christmas and New Year’s Day. You can let them work flexible hours or have them sign off early on a Friday to get a head start on the weekend. This will ensure your employees come back from the holidays feeling refreshed and appreciated.

Since it was declared National Gratitude Month in 2015, people around the world have used the month of November to reflect on what they’re grateful for. To learn more about how you can celebrate Gratitude Month virtually, check out our blog post.

### What Is the Cost of Hiring and Onboarding New Employees?

There are two primary reasons for the need to hire new employees:

The positive (and hoped-for) reason is that the company is doing well, expanding, and needs new blood.
Natural turnover.


The difference between the two reasons does not necessarily impact the cost of hiring and onboarding an individual employee. Each company must evaluate and calculate its own set of cost factors many of which are hidden. However, with the average cost estimates ranging from $1,000 to more than $5,000 per employee, depending on the skill set required, a high rate of employee turnover can seriously affect a company’s bottom line.
What Are the Costs of Recruitment?
Let’s start with the issues related to identifying candidates, perhaps the biggest of which is the number of people qualified for a given position, i.e., do you need a server in a fast-food establishment or a rocket scientist?
Things to consider:

The length of time it takes to find the right candidates, leaving a post unproductive, and/or placing added stress on other employees to perform added duties.
The number, types, and specialties of recruiters who have access to such candidates, i.e., are they salaried, in-house recruiters, or third-party recruiters who charge fees?
The volume and types of marketing that need to be done to reach qualified people. For example, is posting on the company’s internal site likely to bring in qualified candidates, do you pay an employee referral fee, or will you need to pay for advertising or listings in trade publications, jobsite postings, social media, or the like?

With applications such as Skype, initial interviews even with long-distance candidates are not necessarily costly. However, as the hiring process moves forward, there may be travel expenses for applicants or recruiting staff. Additionally, loss of productivity of managers and other non-HR personnel for resume reviews and interviews needs to be taken into account.
The Costs of Employee Onboarding – Obvious and Hidden
There are three areas of costs associated with onboarding new employees:

Administrative
Deferred productivity of a new hire
Training and mentoring

Administrative
More and more, HR departments are relying on human capital management software to ensure that all tax and benefits forms are completed properly. However, the administrative costs include the personnel and time to review and input all the intake paperwork, as well as the software itself (initial costs, annual licensing, etc.).
One cost-saving measure being implemented by a number of best-in-class companies is to have new hires fill out the paperwork (and, possibly, review policies, etc.) before Day 1, so hours are not wasted while the employee is on the clock.
Deferred Productivity of a New Hire
Estimates vary, but the current rule of thumb is that it takes an average of eight months for a new hire to be fully up and running. So, essentially, it is costing you as much as 75 percent of the first year’s salary to bring on a new employee and get that new hire to the point of performing job functions effectively. Of course, the expectation is that productivity will increase as time goes on.
What is truly staggering, however, is the average turnover rate for new employees:

20 percent within 45 days
33 percent within six months
23 percent within 12 months

So not only are you paying for months of low productivity, you must again bear the costs of recruitment, training, and so on to find a qualified replacement.
Training and Mentoring
A civil engineer is a civil engineer. True. However, regardless of the similarities in tasks from one company to the next, each organization has its individual set of processes, policies, and procedures to be learned. This may come in the form of videos, online or instructor-led training, onsite or virtual group meetings, individual coaching sessions, etc. Each of these training methods has associated costs.
Are Training and/or Mentoring Worth the Cost?
Many employers rely on a full mentoring program for new hires. As part of employee onboarding, a well-thought-out training and/or mentoring program can increase productivity by as much as 50 percent and lead to a higher level of engagement in the company. Getting new hires engaged in your company culture and participating as early as possible has proven to reduce the rate of departure by as much as 87 percent.
If you're looking to improve new employee onboarding experience, here's your onboarding checklist to guide you.

### 4 Tips to Develop a Culture That Aligns With Your Values

Establishing a strong company culture begins with connecting your employees to your organization’s values, purpose, and vision. Employees want to work for organizations that align with their beliefs, invest in their career development, and support them.

For instance, 89 percent of workers are more likely to recommend their company as a good place to work if their company prioritizes their wellbeing. This kind of employee feedback can directly impact your company’s reputation in the job market.
So what can HR do to develop a company culture that represents positive values?
Here are 4 tips:
1. Evaluate Your Company Values
In today’s competitive job market, the companies that are attracting top talent have a clear set of values that help guide employee expectations and behavior. For example, given the rise in employee activism in recent years, many employers have redefined their values when taking a stance on social justice issues that impact their employee population. 
Revisit your company values and determine whether they still hold true in the current social and economic climate. Do your values feel authentic? How are you supporting your employees, and what more can you do? Asking yourself these types of questions will help you reevaluate your values and positively impact your employees’ productivity and engagement.
2. Prioritize Employee Satisfaction
To keep your employees satisfied and motivated, you need to ensure that they feel supported on a daily basis. Check in with them to see how projects are going and whether deadlines and due dates are feasible. Make sure they have the proper tools, equipment, and resources to do their job effectively. 
Encourage career inspiration by discussing opportunities for professional development and goal setting. This will help employees think beyond their immediate role and understand how their contributions impact the company’s long-term growth. 
As you implement more ways to increase engagement in the workplace, you can measure improvements in employee satisfaction through employee eNPS surveys.
3. Reward Employees
From incentive programs to peer appreciation, rewarding and recognizing your employees can help improve morale. In fact, 82 percent of employees report feeling happier when they’re recognized at work.
Employee rewards can take on many forms, including gift cards, vouchers, company swag, or a curated experience. These rewards let employees know what behavior is valued and keeps them connected to the company’s goals and values. It also gives them a sense of purpose and encourages them to learn, experiment, and collaborate.
4. Create an Inclusive Environment
To develop an inclusive workplace, you must ensure that employees from all backgrounds are respected, valued, and have equal access to opportunity—in terms of both their talents and perspectives. Take action to attract, hire, and retain diverse talent, while making sure your workplace is a welcoming environment to everyone and anyone.
From establishing ERGs, to hosting panels and educational sessions for employees, look for ways to incorporate inclusivity in your organization’s culture. This will build trust, communication, and creativity within your workforce, as employees will feel more confident sharing their ideas in a safe space.

Maintaining a positive work culture is a key component of engaging and retaining your employees. To learn how else you can revamp your retention strategies, check out our eBook.

### Why a Company Should Recognize Gratitude Month (Virtually)

In 2015, November was declared National Gratitude Month. Since then, people around the world have used the month of November to reflect on what they’re grateful for.

After the past few whirlwind years, it has never been more important for companies to recognize Gratitude Month. By showing appreciation, both employers and employees can lift each other’s spirits. In fact, according to mental health experts, expressing and receiving gratitude can relieve stress, enhance positive emotion, increase self-esteem, and lead to a lower risk of depression and anxiety. 
So if your company is still working remotely, how can you observe Gratitude Month? 
Here are 5 ways your company can give thanks this year:
1. Send Personalized Gifts
Show your employees appreciation by sending them personalized care packages. These can include anything from gift cards and self-care products to recipe books and DIY kits. If your employees have children, consider including a few things for them too.
2. Organize Volunteer Work
Even if your company is fully remote, you can encourage your employees to give back to the community by volunteering or organize opportunities for them to do so. Whether it’s helping out at a local food bank or participating in a community cleanup, volunteering is a perfect way to show gratitude.
3. Make a Donation
Make a donation in employees’ names to a charitable organization or nonprofit of their choice. You can also encourage employees to donate and match their donations to double the impact.
4. Give Employees a Break
Whether you declare a company-wide day off or just encourage employees to step away from their computers, giving them a well-deserved break is a perfect way to show them appreciation. 
5. Encourage Reflection 
To recognize Gratitude Month this year, encourage your employees to reflect on what they are grateful for. Consider kicking off a call by asking each of your team members to share something they’re grateful for—whether it’s good health, loved ones, or a job. This kind of reflection is what Gratitude Month is all about.

### How to Observe Veterans Day Virtually

Every year, we dedicate Veterans Day to honor the men and women who risk their lives to serve our country. Whether you have many employees who served or just a few, Veterans Day is a holiday that everyone should take a moment to recognize.
Here are 5 ways to observe Veterans Day virtually:

1. Spotlight the Veterans at Your Company
A perfect way to observe Veterans Day is by honoring the veterans at your company. Of course, make sure they are comfortable with being recognized publicly first. If they are, you can honor them by showing them gratitude in a company-wide meeting, featuring them in an employee spotlight series, or hosting a virtual event where they can share their stories and experiences with the rest of your organization. 
2. Offer a Veteran Discount
Consider offering the veterans at your organization a discount on your products or services. This discount can be valid on Veterans Day, during the month of November, or even all year round.
3. Show Appreciation to Local Veterans
Whether it’s handwritten thank you cards from all of your employees, flower arrangements, or a delicious meal, sending residents of a local veteran’s home something special can show them your company’s appreciation.
4. Dedicate a Moment of Silence
On Veterans Day, encourage employees to take a moment of silence for the men and women who have lost their lives fighting for our country. Consider blocking off five minutes on their calendars or hosting a company-wide meeting in the morning to do so together.
5. Give to Charity
To give back and show appreciation, your company can donate to a charitable organization. From Home For Our Troops and the Gary Sinise Foundation to Freedom Service Dogs of America, there are several amazing nonprofits dedicated to helping veterans that you can choose from.

### What’s New @ Namely: Payroll Processing Edition

At Namely, we constantly strive to enhance our platform. This year, one of our major focuses has been to continue to simplify the payroll experience for both HR teams and their employees.
Designed to add time back into payroll admins’ days, our all-in-one HR platform allows you to process payroll seamlessly, accurately, and on time. 


“Namely’s payroll solution is phenomenal,” explained Kristie Hughes, Human Resources Generalist at FreightWaves, in a recent case study. “It only takes a few minimal steps to process payroll, which has saved me a ton of time. On payroll processing days, Namely saves me a couple of hours at least. It’s easily my favorite part of the platform.”

From payroll deductions and salary history to past performance reviews, our centralized HR platform serves as a single source of truth for all employee data. From the end-user perspective, our intuitive employee self-service portal enables them to access all of their information on their own.

So what enhancements have we made recently, and how have they impacted the payroll experience for employees and admins? Let’s take a look.
For Employees
From an end-user perspective, our new expense reimbursement feature enables employees to submit expenses and receipts directly from their employee profile. With all of the enhancements we’ve made to the employee profile it is a true “one-stop-shop” for employees to access and edit their personal, employment, talent, benefits and payroll data. Employees can now directly access all of their payroll, deduction, and tax information in one intuitive place, along with their year end documents. Overall, these product updates have greatly improved the employee experience when it comes to accessing their personal data.




For Payroll Administrators
With our new expense reimbursement feature, payroll admins can now easily approve and process employee expense reports directly within the system - at no additional cost. To simplify their overall experience, we released a new payroll dashboard that provides admins with a home base for all things pay-related. After listening carefully to client feedback, we also released custom tier matching of 401k plans to allow for even more flexibility to meet the needs of any organization.





Want to learn more about our payroll solution? Click here.

### How Namely Has Simplified HR at FreightWaves

As the world’s leading supply chain intelligence platform, FreightWaves enables companies involved in the $9.6T global logistics market to benchmark, analyze, monitor, and forecast. More than one million professionals and 500+ global enterprises use FreightWaves to make informed decisions about their current and future supply chain operations.
When Nicole Duquette, Senior Director of People, and Kristie Hughes, Human Resources Generalist, joined FreightWaves last year, the company was already using Namely. 
Compared to all of the HR solutions they’ve used in the past, Duquette and Hughes believe that Namely is by far the easiest to navigate.
“We’ve found that Namely is so much easier to use than any other platform we’ve had before,” Duquette expressed. “This is especially helpful because both of us are in the system constantly. Everything we do lives and breathes in Namely.”
“Namely makes everything simple,” Hughes agreed.
Let’s take a closer look at how Namely has simplified HR at FreightWaves:
Easy Payroll Processing
Since Hughes runs payroll at FreightWaves, she loves that Namely streamlines the process for her.
“Namely’s payroll solution is phenomenal. It only takes a few minimal steps to process payroll, which has saved me a ton of time. On payroll processing days, Namely saves me a couple of hours at least. It’s easily my favorite part of the platform.”
Robust HR Analytics
To analyze critical HR data, Duquette and Hughes rely on Namely’s analytics dashboard.
“Namely’s analytics dashboard is phenomenal and is absolutely my biggest time saver,” Duquette stated. “I depend on it wholeheartedly. I’ve never met another platform that gives you a snapshot of important HR data like Namely does.”
“Since we can access the dashboard within Namely, we can easily reference it for all of the data we need,” Hughes elaborated. “It’s so convenient.”
Reliable Customer Service
When it comes to customer service, Hughes and Duquette appreciate that Namely’s team is always responsive and reliable.
“Whenever I submit a case, Namely’s customer service reps not only get back to me really quickly, but are always accurate and specific with their responses,” Hughes explained. 
“Their response time is great,” Duquette emphasized. “We were experiencing an issue once and instead of going back and forth, the customer service rep set up a call with us right away because she knew it’d be the easiest way to walk through it together. Every rep that I have interacted with has answered my questions thoroughly and promptly–and they’re always pleasant on top of it.”

Namely has helped FreightWaves streamline HR. Ready to see how it can do the same at your company? Request a call today.
Read the full case study here.

### 5 Recruiting Tips to Avoid Getting Ghosted

For recruiters, a scary trend known as “ghosting” is becoming more and more prevalent—where candidates disappear without a trace and abruptly stop all communication. In fact, 28 percent of employees have ghosted an employer and 75 percent of employers have been ghosted.
When it comes to the hiring process, ghosting can waste valuable time and resources, and even harm your employer brand. 
How can you stop the silent treatment from candidates and keep them engaged?
Here are 5 tips to avoid getting ghosted:
1. Be Transparent With Candidates
From day one, recruiters should aim to be transparent and keep candidates informed about where they stand in the hiring process. This means discussing salary rates earlier in the conversation, if it wasn’t already disclosed in the initial job posting. Communicating timelines honestly with job seekers will keep them connected to the interview process. Taking this a step further with personalized interactions and notes can also help you stand out as an employer of choice. 
2. Ask Candidates to Be Honest
It’s very likely that your candidates have applied to other jobs. Asking candidates to be honest about where they stand with other companies can help you avoid getting ghosted by them. In fact, 40 percent of applicants who ghost their recruiters do so because they receive another job offer. Knowing that candidates are interviewing elsewhere can also help you stay on your toes and adjust your recruitment strategy if needed. For instance, if you know that a top candidate is far along in another interview process, you may be more willing to negotiate their salary.
3. Use a High-Touch Approach
Too many emails or LinkedIn messages from recruiters can get lost in the shuffle and lead to candidates easily disappearing. Whether it’s in person, by phone, or over video calls, it’s important for recruiters to develop a more personal relationship with candidates to sell the position and gauge their interest in the company. Make sure to respond to resume follow-ups, return voicemails, and do your part to let candidates know that they’re still being considered. This high-touch approach encourages their follow-through and minimizes the possibility of candidates moving on without notifying you.
4. Create a Welcoming Atmosphere
Candidates are more likely to show their best qualities when they are relaxed and at ease—which in turn helps you recognize strong talent. To create a welcoming environment, establish clear expectations with candidates and share insights about your company culture. If they interview in person, have someone greet them upon their arrival, give them a quick office tour, and offer them water or coffee. Even if the interview is virtual, introduce yourself with a smile and friendly demeanor. Give them time to answer your questions so that they can provide insightful responses. Be sure to give them your full attention and limit any noise or distractions during your time together.
5. Streamline the Recruiting Process
Sometimes, no matter how much you engage them, candidates get other opportunities or decide to move on. Streamlining your recruiting process will help you shorten the timeline between your first contact with potential candidates and final hiring decisions. Disinterested applicants will opt out of the process earlier on, and you’ll be able to efficiently track your pool of candidates in a centralized location. A recruiting solution can help you transition candidates to successful new hires with automated processes, including job posting, background checks, applicant tracking, and onboarding.

Once you lock in a candidate, how can you make sure you retain them? Check out our latest eBook to learn how you can uplevel your onboarding program and set new hires up for success from day one. Or learn about Namely's talent management solution and manage your workforce with ease.

### The 5 Most Common HR Nightmares & How to Avoid Them

Disengaged employees. A toxic culture. Errors on paystubs. As an HR professional, you’re bound to encounter some haunting moments that keep you up at night.
Luckily, there are steps you can take to get ahead of these scary scenarios. 
Let’s take a closer look at 5 of the most common HR nightmares and how to avoid them:
1. Discrimination & Harassment Issues
HR’s goal is to provide every employee with a safe and healthy work environment. When faced with employee misconduct issues such as workplace discrimination or harassment, even the most sensible HR practitioner can feel vulnerable or uncertain.
To protect your employees, it’s important (and legally required) to respond appropriately to workplace complaints, bullying, and discrimination. Ensure you have optimized policies and procedures in place to deal with complaints when they come up. Managers must be thoroughly educated and trained so that they know how to properly respond to any complaints they receive from employees.
Keep in mind that the right compliance solution can help guide your corporate response to these challenging situations. For example, with Namely’s anonymous reporting platform, employees can submit reports anonymously 24/7. The platform enables security, proper documentation for anti-harassment governance, and consistent compliance with workplace regulations.
2. Payroll Processing Errors
For HR teams, paying employees accurately and on time is a top priority. However, when manually processing payroll, errors are inevitable. Whether it’s underpaying or overpaying employees, entering payroll data into spreadsheets can lead to calculation errors and inaccuracy.
Thankfully, payroll automation can help you avoid this. With a payroll system, your employees’ pay stubs will always accurately reflect the hours they’ve worked. Since this software syncs with their timesheets, you know you’re paying overtime employees correctly across state lines. Payroll automation also streamlines tax filing, processes wage garnishments accurately, makes it easier to update employee information, and saves time on reporting.
3. Mismanaging Benefits
From medical insurance to EAPs, employees and their families depend on benefits—which is why mismanaging them can be a nightmare for everyone. The first step to avoiding this is to find out what benefits matter most to your employees. By surveying them, you can get a pulse on how they feel about your current offering and what benefits they wish they had.
After using this insight to craft your benefits package, it’s crucial to educate your employees about any changes you’ve made. Host virtual benefits fairs, “office hours”, and informational sessions to make sure that they are fully aware of all their options. 
Managing your benefits properly doesn’t stop there. Running open enrollment can be full of nightmares alone. That’s where benefits administration software comes in. Using intuitive technology can make it a breeze for both managers to run open enrollment and employees to enroll in their benefits.
4. Worker Misclassification
It may seem rather simple to classify workers as employees or independent contractors, but doing this incorrectly can be costly for your business. Employers can incur serious penalties when it comes to taxes, withholdings, and overtime wages. Misclassified employees can also be denied critical benefits and protections, including family and medical leave, or sick and paid vacation time. 
Employers should understand the categories of worker classification and national standards set by the federal government—like whether the employer has control over the individual’s work and provides him or her with the materials or tools needed to complete that work.
To prevent any errors with misclassification, it’s helpful to partner with an HRIS solution that streamlines your employee data in one centralized location and helps avoid manual error.
5. Losing Top Talent
In today’s hyper-competitive job market, many companies are worried about losing their top performing talent and struggling to retain them. High turnover can negatively impact employee morale, company culture, productivity, and overall business performance. 
Offering strong compensation, attractive benefits and perks, flexibility, and recognition can help you attract employees by meeting their needs during these challenging times. Technology also plays a major role in building a positive company culture in a hybrid or remote working environment. Explore virtual collaboration and employee engagement tools to maintain morale and uphold company values.  
An engaging HR platform is a great way for employees to interact and connect with each other from anywhere, at any time. For instance, Namely’s social media-like news feed encourages employees to celebrate each other’s birthdays, work anniversaries, and appreciate their colleagues.

Fortunately, these nightmares can usually be avoided if you’re proactive. But sometimes in the world of HR, you can expect the unexpected to happen. To read more about HR’s scariest moments, check out these 5 True HR Horror Stories.

### Starting With Background Screening For Small Businesses

Investing in your candidate pipeline and retention strategy is a must in today’s tough talent landscape. According to Aptitude Research’s 2022 Talent Acquisition Technology Buyer’s Guide, organizations that utilize background screening solutions significantly improve the candidate experience and overall retention of talent.
For small companies looking to get started with screening, finding the right screening company that fits their needs can feel like a daunting task. Our friends at Verified First understand. In order to get started with background screening, there are a few things you should consider. With their help, here’s a rundown of the basics of background screening for small businesses.
Why is background screening important?
Background screening is an essential part of any hiring process, and its importance reaches far past the applicant stage. Background screening helps to better ensure that the candidate you’re about to hire is the best person for the role. It works to authenticate a candidate by looking into a person’s background to verify their history. Background screening can benefit your company in many ways like:

Protecting your company - There are over 70 million adults in the U.S. with a criminal record. Background screens find information from a person’s history that can speak to the potential risk of hiring that person. 
Automating parts of the hiring process - Some companies are choosing to skip the screening process because they think that it’ll save time in their hiring process. However, that isn’t the case. Background screening providers can automate the process of vetting candidates, giving you time back to invest in your strategy and people.
Finding the best-fit candidate - Finding talent that best fits your needs means understanding how their past work experience has prepared them for the open role. Background screening can verify a candidate’s credentials, signaling that they’re best prepared for a position.

What screens do I need?
Background screening isn’t one-size-fits-all. There are over 7 million small businesses in America and each could have specific screening requirements. However, there are some common screens that are beneficial for all small businesses like:

Criminal background checks - a multi-jurisdictional database search comprised of millions of records from county and state administrative courts, departments of corrections, and third-party sex-offender databases.
Verifications - verifies applicant history prior to hiring including employment verifications, Department of Transportation (DOT), education verifications, personal and professional references, and professional license verifications.
Identity checks - report that identifies the state and approximate year of where and when a social security number (SSN) was issued.

On top of these screens, businesses can utilize industry-specific screens that are unique to specific fields. For example, small businesses that utilize employee drivers would benefit from transportation screens like breath alcohol tests and DOT employment verifications. The key to knowing what you need is conducting an internal audit to understand what roles you have and what requirements candidates should possess in order to fill them.
How do I evaluate screening providers?
Utilizing a background screening provider is the best way to start your small business’ background screening journey. Background screening providers will give you a hand in managing your screening journey from integration to implementation. However, deciding what provider is the best for your small business is a big task. 
Aptitude Research’s 2022 Background Screening Buyer’s Guide provides a helpful list of questions you can ask screening providers when evaluating if a screening provider is the best fit for you. 

How do you integrate with existing applicant tracking systems?
Do candidates have the ability to review results?
Is preliminary scoring with hiring matrices and adjudication included? 
Is there adverse action automation/assistance?

Why should I consider Verified First?
As a screening provider and partner of Namely, Verified First is committed to providing the best possible service to their clients. They care about the speed and compliance of their client’s hiring process. Their VF Connector browser extension integrates straight into HR tech platforms like Namely, allowing users to run screens without leaving the platform. 
Not only that, but Verified First is PBSA-accredited and offers a 98 percent client satisfaction rating. Additionally, all of their screening processes are designed to assist you in keeping compliant with the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) laws. Their multitude of screening packages plus à la carte options makes Verified First a on-stop-shop for all small business screening needs.

Background screening is an essential part of any hiring strategy. For small businesses looking to increase their compliance practices, background screening is the way to go. To learn more about Verified First and Namely, check out the Namely + Verified First partner page. 

### 8 Spooky Ways to Celebrate Halloween Virtually

From trick-or-treating to hosting festive parties and pumpkin carving contents, HR teams have gotten creative over the years with ways to celebrate Halloween in the office. But as Halloween creeps up on us this year, many employees across the country are still working from home.

So if your workforce is hybrid or fully remote, how can you lift your employees’ spirits this spooky holiday season?
To give you some ideas, we asked HR professionals how their companies are celebrating Halloween virtually.
1. Get Decked Out For Online Costume Contents
“Halloween is a BIG deal at our company. Normally we throw a Halloween party, complete with a murder mystery theatre event, spooky food, and a costume contest—which this year we're having virtually again. Contestants will have 30 seconds to show off their costumes to the entire company, plus 3 independent judges, and then we’ll all vote for the best costume.” 
2. Host Scary Movie Screenings
“This year we’ll be having a virtual screening of a scary movie. Everyone can eat their own candy, and we get to see who is the scaredy cat of the bunch of us!"
“This year, I’ve decided to ask my team to do a scary movie marathon for Halloween. We can all watch movies in costumes while eating some candy or Halloween-themed food and nursing spooky cocktails. I’ve asked them to pitch several movies for us to watch, and I’ve received suggestions such as The Exorcist, The Shining, and Hocus Pocus.” 
3. Send Spooky Gift Bags & Care Packages
“This year we'll be sending each of our employees a carefully curated gift bag to lift their holiday spirits and to show appreciation for all of the work they're done. To get in the spirit of trick-or-treating, we'll add a little extra candy for those who have kids!” 
4. Complete Online Escape Rooms
“For the last couple of years, we’ve been doing a virtual escape room for Halloween. We used to do these in person before the pandemic, but doing it virtually is still fun and brings us all together as a team."
5. Tell Eerie Stories & Tales
“This year, we are having a bunch of writers on the team choose or write a short scary story. The winner of this will receive a bonus as well. I figured this is just a fun way for us to spend some time together remotely that isn't directly work related.”
6. Try Virtual or Augmented Reality
“At the beginning of the pandemic, we created a VR replica of our office to recreate the feeling of personal connection. Our VR/AR team recreated our meeting room and kitchen in record time, and any employee can go there using a virtual reality helmet. Halloween will give this project another boost in development. Before COVID, our company had a tradition of decorating the office for this day and hosting a costume party. Now, we recreate Halloween decorations in our VR office. I must say, it turns out even cooler than in reality, because the decor is limited only by imagination. We’ll add some spooky decorations in 3D, like spiderwebs and bats; some of them are going to float in the midair too. We’ll change avatars to skeletons and the like. It will be very fun this year and will definitely be remembered by employees for a long time.” 
7. Tap Into Your Company Culture
“This Halloween, we are drinking pumpkin spice lattes from different companies and critiquing them via Zoom. For coffee nerds like us, this is a fun chance to try out the corporate coffee drinks we usually avoid like the plague, and just simply make fun of it! A trick and a treat in one!” 
8. Play Games With Coworkers & Family
“Recently, we did Halloween Bingo over Zoom which everyone enjoyed and had a lot of fun participating in to break up the work day.” 
“Our exciting Halloween activities include localized Zoom parties, online trick-or-treating utilizing Treat Town, spooky crafting kits, a pumpkin carving contest, and a virtual field trip to The Wolf Conservatory.”

From ghosts and haunted houses to scary movies and costumes, October is the spookiest time of the year. But in the world of HR, eerie things can happen all year round. Check out these HR horror stories. 

### 5 True HR Horror Stories

From ghosts and haunted houses to scary movies and costumes, October is the spookiest time of the year. But in the world of HR, eerie things can happen all year round. 
This Halloween season, we asked HR professionals for their scariest moments. Here are their top 5 horror stories:
1. Secret Side Business
“I once had to deal with an admin employee who submitted a form to increase her own salary. She also forged her manager's signature. Upon investigation, we found out that she was using company property (PC and printer) for this business she was secretly running on the side. She was let go the very next day.” 
2. Fake Resume Experience
“At my very first recruitment job, we hired a very senior employee. For his work visa, I needed a copy of his university degree and I had to follow up repeatedly. He kept making excuses, like ‘I need to see if it's in my parents’ basement’. It turns out he had lied on his CV. He resigned immediately.” 
3. Disgruntled Boyfriend
“We had a boyfriend of an employee call our main line asking for HR. The boyfriend was very aggravated, saying that another employee was trying to talk to his girlfriend and said some very threatening words, including physical threats and coming to the work property to teach him a lesson. We informed any pertaining individuals/authorities and, for a whole month, our department watched the camera feeds just in case.”
4. Wildlife Encounters
“It was a day like any other when I got a call in the afternoon to address a ‘snake issue’ on the back patio. There was a giant Burmese python hanging out where a lot of employees took their breaks. We called fish and wildlife control, but there was nothing they could do since snakes are transient, and it would have moved by the time they arrived. Instead, we put up a sign to warn employees, and most of them decided to get fresh air somewhere else. I love how HR is the department everyone calls for odd issues. What exactly was I to do as the HR Generalist, grab the snake like Steve Irwin? 
There was another time that I had to address a ‘bear issue’. There was a black bear that decided to make the tree in our parking lot his home. Obviously, this was a safety issue so we again called fish and wildlife control, but unless the bear was attacking people, they weren’t going to do anything. We had to send out a memo to the whole office and institute a buddy policy where employees walked out together. On one occasion at night my boss actually ran into the bear as he was approaching his car. He slowly walked away and had to wait to leave until the bear headed back to his tree. This bear issue went on for about a week. Again, I find it funny that HR is the department called to deal with wild animals.” 
5. Chair Throwing
“We had an employee who was having a bad day and threw chairs around in the cafeteria. The employee was called in to talk with our HR manager and their manager in a conference room. I was on standby in the next conference room with my phone ready to dial 911 just in case. That was the most anxiety-filled 30 minutes of waiting in my whole career.”

Namely was just recognized as one of the best HR blogs! Find out why here.

### Performance Reviews & Feedback Best Practices

Whether you conduct reviews quarterly or annually, evaluating your employees’ performance and giving them feedback is critical to their success at your company.

To help you revamp your performance review process and take it to the next level, we asked the experts from Namely and Culture Amp for their best practices.
Here’s what Namely’s HR Business Partner, Sandra Velez, and Culture Amp’s Senior People Scientist, Thaddeus Rada-Bayne, shared.
Hold Calibration Sessions
To make sure that performance reviews are equitable and create an even playing field, Velez suggests holding rating calibration sessions with team and department leaders. These sessions help set standards for performance by teaching managers how to evaluate employees based on their team, role, and level. Rada-Bayne says that while there is no one-size-fits-all solution to performance reviews, making sure that managers are on the same page about the behaviors they’re assessing, and the ratings they’re providing, will help ensure fairness across employees.
Allow Employees to Choose Their Peer Reviewers
During the 360-review process, Rada-Bayne recommends that organizations allow employees to nominate their own peer reviewers. Of course, these nominations have to be approved by managers, but allowing employees to choose what coworker is reviewing them helps create a more “two-sided” process. Employees have the best idea of who they work with most frequently and who would be best able to speak to their abilities, success, and hardships.
Remember That Ongoing Feedback is Key
When it comes to feedback, both experts say that performance reviews should not be the first time an employee is hearing any specific piece of feedback. Feedback given during performance reviews should never blindside an employee or come as a surprise. If anything, Rada-Bayne explains that performance reviews are just a space to formalize the discussions that managers have with their direct reports. To create a culture of constant feedback, Velez suggests that managers discuss employees’ performance openly during their weekly one-on-one meetings.

How else can managers strengthen their relationship with employees? Find out in our eBook.

### Top Benefits of Payroll and HR Integrations

When you use disconnected payroll and HR systems, the tasks on your already endless to-do list become even more time consuming. Whether it’s having to enter data twice, log in to more than one portal, or help employees navigate from one solution to another, utilizing separate systems adds unnecessary time to your day.

That’s why having an integrated HR payroll system makes both you and your employees’ lives easier. With an all-in-one solution, you can seamlessly streamline and simplify your payroll and HR processes.
Let’s take a closer look at the top benefits of payroll and HR integrations.
Reduced Administrative Burden
With an integrated HR payroll system, you can easily find, update, and report on all of your HR, timesheet, and payroll data within one platform. Integrating payroll and HR processes eliminates dual entry, manual tasks, and the need for IT support to make any changes. Using a solution that centralizes your HR and payroll data reduces administrative burden for your team and gives you valuable time back in your day.
Minimized Compliance Risks
By using an integrated HR payroll system, you can ensure that you are staying compliant with complex payroll and tax laws. When handling payroll and HR, organizations must adhere to federal, state, and local regulations. If they violate any, they can face extremely costly penalties and fines. 
An integrated HR payroll system minimizes these compliance risks by helping you classify employees properly, pay them on time, keep track of their hours, minimize errors, and increase overall data accuracy.
Consolidated Reporting
Using integrated payroll and HR software enables you to make smarter business decisions backed by accurate, concrete data. By accessing all of your HR and payroll data within one system, you’re able to run detailed reports in real-time and gain valuable insights into your organization. The dashboard in an integrated payroll system provides payroll administrators with a home based for all things pay-related. With more HR and payroll data at your fingertips, you’ll be spending less time chasing down missing information and more time on what matters most—your employees.
Improved Employee Experience
With employee self-service access to HR and payroll data, you can empower your workforce to take control of their own information. By integrating payroll and HR, you enable your employees to view their pay stubs, see deduction breakdowns, update direct deposit information, access company resources, and so much more–all within one system. This not only improves their employee experience, but also gives your HR team time back so that you can focus on innovative people strategies.

Conclusion
Looking for integrated payroll and HR software? Find out why Namely is the leading all-in-one HR and payroll platform here.

### How to Establish a Relationship With a New Manager

Picture this: It’s your first day at a company, which means taking on new job responsibilities, getting introduced to a new culture, and joining a new team. It also means that you’re about to start working under someone new who will have a huge impact on your employee experience: your manager.

Even for tenured employees, you’re bound to get a new manager at some point during your career. Whether you get promoted, have turnover on your team, or move to a different department, you could start reporting to someone new at any point of the employee lifecycle. 
So when the time comes, how can you establish a relationship with a new manager? 
Here are some tips.
Bring Your Authentic Self to Work
Flashback to ten years ago, the motto in the workplace was “Keep your personal life and work life separate.” But in recent years, especially during the COVID-19 pandemic, more and more companies have encouraged their employees to bring their full selves to work. This means talking about your family, sharing what you do outside of working hours, and telling someone if you are struggling or hitting any roadblocks–both inside and outside of the workplace. 
Without bringing your true self to work, it’s more difficult to build a strong and authentic relationship with a new manager. Giving them insight into who you are will help you establish a rapport with them, communicate effectively, and make working together more enjoyable overall.
Get to Know Their Role & Career Journey
In addition to letting your new manager get to know you, it’s equally important for you to get to know them. How long have they been at your organization, and what is their current role? If they were hired to manage your team, what company are they coming from, and what was their role there? Asking these kinds of questions about their career journey can help you get a better idea of their background, management style, and goals for your team.
Be Transparent
When reporting to a new manager, you may feel extra nervous to be honest with them when it comes to workload, deadlines, and even your opinion. But the key to starting a relationship with them off on the right foot is being transparent.
Whether you need more time to work on an assignment, think a project should go in a different direction, or are dealing with something in your personal life that is affecting your performance, having open communication with your manager from day one will make your relationship with them stronger. This way, you can feel comfortable sharing your ideas and confiding in them going forward.
Jump on Opportunities & Be Assertive
To make a great impression on your new manager, be assertive and take advantage of any opportunities that come your way. If you have a slower week, show your manager that you are a team player by asking if you could start working on a new project or if there is anything you can add to your to-do list. If there is a team or department-wide meeting coming up that covers something you’ve worked on, consider asking your manager if you can speak at it. Of course, some opportunities may be more in your comfort zone than others, but jumping on as many as you can will show your manager that you are eager to learn, demonstrate your leadership skills, and eventually help you take your own career to the next level.

We’ve covered how employees can build a relationship with a new manager, but what about the reverse? If you have direct reports, check out Tips, Tricks & Strategies for Strengthening the Manager-Employee Relationship.

### How to Be Empathetic to Social Crisis in the Workplace

From the crisis in Ukraine to the overturning of Roe v. Wade, employers like Snapchat and Netflix (as well as Culture Amp & Namely) have taken a public stance to support their workforce during these uncertain times.
Namely CEO, Larry Dunivan, joined Culture Amp’s Head of Regional Director of People Science, Hannah Wilken, earlier this month to share tips on how to respond appropriately and quickly to employees' concerns in times of crisis. 
In case you missed it, here are our top takeaways:

Establish & Lead by Your Values 
How do you lead through a crisis that isn’t necessarily considered a crisis for everyone? Dunivan said that when he first became the CEO at Namely, it was paramount that he established organization values that reflected the nature of the Namely culture and the CEO he aspired to be. Instead of having values that are mainly used for branding or esoteric purposes, Dunivan wanted these values of the organization to be a set of rules to live by. 

The anchor of those values helped immensely in situations like these. When moments of crisis arose, Namely was able to articulate their stance transparently as an employer and share why it was in alignment with their values to do so. Dunivan also recognized that there are multiple sides to these arguments, and Namely would respect all of them.
Create Community Spaces
Namely found that by creating virtual community spaces, employees could gather and grapple with turbulent world events. It allowed employees to feel supported and heard, which helped work through things and maintain business as usual. 
Namely has a set of rich ERGs that helped employees process what was going on, such as the murder of George Floyd, the Black Lives Matter movement, and the election. They were used as an open forum where employees gathered to share and discuss shared or differing values. 
Remaining Neutral Wasn't An Option (For Namely)
Throughout the webinar, Wilken and Dunivan received very thoughtful questions from the audience. One was posed to Dunivan about whether or not being silent in the midst of a social crisis was the same as being complacent. Dunivan said that, for him, remaining neutral was never an option. He thought that a lack of response or acknowledgement of world and social injustices could be viewed as complicity.

Wilken wrapped up the webinar with some final words of wisdom, “Be transparent, be respectful, and create a safe space for employees.” 
If you want to dive further into their conversation check out the recording of the webinar, “Responding Empathetically to Social Crisis in the Workplace”.

### Should Payroll Be Under Finance?

Every organization is different. If you were to ask small and mid-sized companies “Who owns payroll at your organization?”, you’re bound to get answers all over the map.

In fact, in Namely’s recent research, we found that 34 percent of companies say that HR owns payroll; 25 percent say that finance owns payroll; 35 percent say a separate payroll department owns payroll; and 6 percent completely outsource payroll. Needless to say, there is no standard for where payroll should fall within a company.
So who should own payroll at your organization? To help you decide, let’s take a look at the advantages of having payroll fall under finance.
Finance Teams are Detail-Oriented
Since they are so number-oriented, finance teams are known for being especially meticulous. This helps them have a deep understanding of tax laws and financial statements. Being so detail-focused is key to paying employees properly and on time, identifying payroll errors and addressing them immediately, and ultimately, staying compliant. To avoid financial risk, whoever owns payroll at an organization must also meticulously conduct audits on a regular basis–which is right in a finance team’s wheelhouse.
Payroll & Tax Compliance is Complex
Of course, staying compliant is a top priority for HR teams. However, payroll and tax compliance is very technical and complex. When handling payroll, organizations must adhere to federal, state, and local regulations. If they violate any, they can face extremely costly penalties and fines. Violations may include misclassifying employees, not paying them properly for overtime, withholding the right amount of taxes from their wages, and breaching federal laws like the Equal Pay Act. 
That’s why it’s critical for whoever runs payroll to be audit experts who understand the legal risks and processes behind payroll and tax compliance–which for many organizations is their finance team.
Paying Employees is a Financial Cost
When looking at it from a financial perspective, payroll is one of the largest expenses for a company. In fact, paying employees accounts for 68 percent of a company’s total overhead.
Since it is such a significant expense, many companies find that it makes the most sense for their finance teams to oversee payroll. When they own payroll processing, finance teams can constantly keep a close eye on their organization's overall budget and spend by monitoring how much they are paying their employees. This also enables them to forecast workforce costs easily and see how it impacts their company’s bottom line.
HR Teams Can Focus on Other Initiatives
From onboarding and offboarding to benefits enrollment and performance reviews, HR teams have a ton on their plate. When you add payroll processing to their already endless to-do lists, they aren’t able to spend as much time on other important HR tasks. This is especially true for smaller HR teams. Paying employees, conducting audits, and keeping an eye out for payroll errors are all time-consuming responsibilities that have to be done–which means sometimes initiatives like employee engagement and recognition take the back burner, when they really should be a top priority.
When finance teams own payroll, HR has more time to plan strategic initiatives, survey employees for feedback, focus on retention, analyze benchmarks to make sure that they’re staying competitive in the job market, and more.

Still unsure if payroll should fall under finance or HR at your company? Check out our latest guide.

### Should Payroll Be Under HR?

Ask management at almost any small or mid-sized company, “Who owns payroll at your organization?” and you’re bound to get answers all over the map.

However, according to Deloitte, 50 percent of companies say that payroll falls to their HR team. Deloitte also found that on average, employees responsible for payroll spend only 27 percent of their monthly time actually running payroll. The rest of their time is split between reconciliation, audits, and controls (which would historically fall under finance) and answering employee questions (which would historically fall under HR). 
So should payroll be under HR at your company? Let’s take a look at the advantages of having your HR department own payroll.
Adhering to Strict Compliance Regulations 
Naturally, your HR department is well versed in complicated labor laws that are related to leave, pay, and health insurance. These regulations comprise a substantial part of legislative payroll compliance so it makes sense for HR to take on payroll as they already have great grasp on the compliance component of the role.
Ability to Communicate Sensitive Information 
Both HR and payroll are employee-facing functions; whoever runs payroll has to make necessary changes such as pay rates, start dates, benefit changes, and termination tracking. Without proper HR training on privacy and confidentiality, handling information of this nature poses a risk of privacy breaching. HR is best suited to answer employee questions about pay that may need to be discussed confidentially on a routine basis.
On top of that, although it is unpleasant to deal with unhappy employees, payroll errors are inevitable, and HR is best prepared to handle difficult employee experiences.
Utilizing Data to Fuel Growth
If HR takes on payroll in smaller organizations, the team can utilize opportunities for education by offering workshops and classes to help employees better understand paycheck and benefit decisions. This can lead to more engaged employees and higher retention rates. 
Payroll information can also drive insights about where, when, and how employees work and can be used to fuel transformation. The closer HR is to this information, the better they can inform change.
Increased Efficiency
“Ideally, employee data flows one-way from HR into payroll. When HR owns payroll, companies minimize the risk of important information getting overlooked, which in turn reduces payroll errors. When HR owns payroll, it's easier to limit access to highly sensitive employee information, which gives both employees and executives assurance of confidentiality. As long as adequate internal controls exist, there's no reason why HR shouldn't also manage payroll in a small organization. It's more efficient to have the keepers of critical employee information also be the issuers of pay and managers of related concerns.” – Meg McCormick Martin, SHRM-SCP, Director, Human Resources at Clark Enterprises USA LLC
Linking Payroll to Employee Experience
“Organizations today are focusing more on end-to-end employee digital experience over operational efficiency, and Payroll is an area closely linked to HR, and the employee experience.” – Deloitte

Every organization is different, so should payroll fall under HR or finance at your company? Find out in our latest guide.

### Namely Merges with Vensure Employer Solutions + PrismHR

NEW YORK (September 6, 2022) – Namely, the leading HR platform for mid-sized companies, today confirmed it has merged with the organization recently created by the combination of Vensure Employer Solutions and PrismHR. Vensure Employer Solutions is one of the largest Professional Employment Organizations (PEO) in the U.S. The company serves more than 12,000 small- to mid-sized clients, offering core HR, payroll and tax filing; affordable healthcare benefits; workers’ compensation; managed services; and outsourcing solutions. PrismHR provides HR solutions to nearly 85,000 businesses through its community of HR service providers, which include major PEOs such as Vensure. The new entity created through the combination of Vensure and PrismHR is delivering human capital management solutions for every stage of a company’s growth and complexity. Namely further expands the full-service functionality by adding its advanced technology solutions that are in use by more 1,100+ mid-sized clients 
Gary Noke, President and CEO of PrismHR, commented, “Small and mid-sized businesses are the lifeblood of the U.S. economy and culture—and we’re committed to providing them with even more cloud-based HCM solutions that help them compete with large companies. We do this by offering them the same high quality HR technology, healthcare plans, and outsourcing services including payroll, benefits and risk management that big companies enjoy. Namely’s significant technology investments and well-respected brand will enable us to provide employers and our PEO and ASO partners with even more functionality.” 
Namely CEO and HR technology industry veteran, Larry Dunivan, said, “The addition of Namely’s product and service offerings will accelerate the momentum being created by the combination of Vensure and PrismHR. Namely has a long history of award-winning technology and passionate customer support and our move into this new organization will greatly benefit our employees, customers and prospects.”
Noke added, “With the addition of Namely to our family of products and services, we have something for every organization, regardless of where they are in their growth. We’re looking forward to continuing to invest in Namely’s technology.”
Vensure Employer Solutions CEO Alex Campos shared, “With Namely on board, we’re now 3,600 employees strong and serving over three million employees, 850,000 directly. The coming together of our companies makes Namely bigger and better than ever, enabling us to bring its full power to more mid-sized companies. Our continued investment in technology solidifies our considerable position as the foremost solution for our PEO and ASO partners and all businesses, small and mid-sized.”


About Vensure Employer Solutions
Vensure Employer Solutions is a privately owned professional employer organization (PEO) headquartered in Chandler, Arizona. As the nation’s fastest-growing PEO, Vensure uses industry-leading technology to offer complete, end-to-end solutions for payroll, human resources, benefits, risk management, and workers’ compensation services. Vensure is committed to helping thousands of clients manage, nurture, and grow their business by providing employee and employer-related administration services. To learn more, visit https://vensure.com/.
About PrismHR
PrismHR’s mission is to fuel the growth of small and medium-sized businesses (SMBs) across the U.S. Our HR software, combined with our ecosystem of HR service providers, enables SMBs to manage payroll, benefits, and HR, leveling the playing field with large enterprises. Today, PrismHR software delivers world class HR services to more than 80,000 organizations and over 2 million worksite employees, processing greater than $80 billion in payroll each year. PrismHR is located in Hopkinton, Mass. For more information, visit www.prismhr.com.
About Namely
Combining intuitive HR technology and best-in-class service, Namely empowers mid-size companies to build better workplaces. Simplifying the complexities of recruiting, onboarding, time & attendance, performance management, benefits administration, compliance, payroll, and HR analytics, Namely offers an integrated platform that saves companies time and improves their employees’ experiences. Distinguished by a dedicated support model and enhanced service offerings, Namely delivers an all-in-one HR solution for today’s people teams. Learn more at Namely.com and follow us @NamelyHR.

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.

### 10 Payroll Jokes That Make Every Payroll Professional Laugh

Who doesn’t love a good pun? As an Associate Product Manager at Namely, I love creating payroll jokes and sharing them with the rest of my organization.

To add some laughter to your day, here are 10 of them:
What is a Payroll Admin’s favorite condiment?
401k “catchup”
Why didn’t the deferred compensation get the job?
Because it was “non-qualified”
What does a Payroll Admin say when their meetings are running long?
“We’re overtime”
What does a Payroll Admin have on the side of their buffalo wings?
“Salary” sticks!
If Old McDonald was a Payroll Admin, what would he say?
“EEO”
Who is the highest ranking member of the payroll army?
“General Ledger”
How does a Payroll Admin travel around in the city?
A “tax”i
Who is a Payroll Admin’s favorite country music singer?
Johnny “Cash”
What is a Payroll Admin’s favorite musical instrument?
A “Tax”ophone!
Why do Payroll Admins go to the gym?
To get “lien”

### What's New @ Namely: September 2022 Edition

With unique structures, policies, and offerings, no two organizations are the same. Off-the-shelf technology solutions may not be able to support your company and people processes.

At Namely, we strive to provide the perfect balance of function and flexibility. Not only do we want to support our clients’ core HR functions, we also want to empower and engage their workforce with a platform that reflects a company’s distinct culture.

This is why we put an intense focus on releasing additional ways to customize the user experience and power HR strategies for mid-size companies.
New Integration! Namely + Slack


While email remains an essential communication tool for businesses today, it’s certainly not the fastest channel, and it increases the chance of important information being missed.

With the Namely and Slack Integration, you can:

 	Make instant company announcements
 	Empower team members to show their appreciation
 	Celebrate important employee milestones
 	Make new hires feel welcome

Check out our release to learn more about the Namely and Slack integration.
Next-Level Talent Management




Don't wait for a performance review cycle to come around; it's always a good time to encourage and inspire fellow employees.

With Continuous Feedback, managers and peers can share thoughtful comments with another user at any time. The employee is instantly notified of the feedback and the information is then stored on the employee’s profile for future reference.

Foster an environment of proactive communication and continuous improvement. Now, there are multiple ways for employees to engage in regular collaboration that builds a winning culture.

Check out our release to learn more about Continuous Feedback.
Personalized & Efficient Onboarding Workflows


With Namely’s new, easy-to-configure onboarding templates, you can roll out the red carpet for new hires and save time by gathering essential new hire information before day one.

We’ve reduced the need for scrolling and made it easier to ensure information isn’t missed. And, you now have the ability to add video to an onboarding session–making for a more welcoming and engaging experience.
Customizable 401k Plans




Namely admins now have even more flexibility in how they contribute to their employee's 401k accounts. We've added three new employer match options: Custom Tiers, Non-Elective Contribution, and Flat Dollar Amount making it more simple to configure your platform based on your company’s benefits structure.

In addition, the employee experience has been enhanced to make it easier than ever to understand deductions and employer contributions to retirement savings accounts. Employees can now see deduction information on their Employee Profile and use the new Deduction Calculator to confirm what will be deducted each pay cycle.

### What is an eNPS Score?

Employee Net Promoter Score (eNPS) is a metric used by companies to gauge employee satisfaction with their employment experience. The metric is derived from Net Promoter Score, which companies use to calculate customer satisfaction with their product or service. In HR’s case, employees are considered the customers.
How do you calculate eNPS?
eNPS is determined by employees’ answers to one question on their engagement surveys: how likely are you to recommend your company as a great place to work? In most cases, this question is asked on a scale from 1 (wouldn’t recommend) to 5 (extremely likely to recommend). Here is the typical breakdown of each score:

 	1-3: Detractors
 	4: Passives
 	5: Promoters

To calculate a company’s overall eNPS, subtract the number of Detractors from Promoters. Then, to gain better insight and collect more feedback from employees, ask specific, open-ended questions on your engagement surveys to have them elaborate on their ratings.
Why should you calculate eNPS?
Why should companies calculate eNPS in the first place? Your eNPS score will give you a top-level pulse check on overall employee satisfaction. Calculating your score will determine what percentage of your employees are currently happy and help you implement initiatives to address the pain points of those who aren’t.

Asking your employees for their feedback will also show them that you care about their experience–which will increase the chances of them staying at your organization. In fact, 90 percent of employees would be more likely to stay at a company that takes their feedback into account. On top of that, employees are 4.6 times more likely to feel empowered at work when they feel like their voice is heard. Tracking eNPS enables you to measure their engagement over time and improve retention rates in the long run.



Looking for ways to improve the employee experience at your organization? Check out our latest blog post.

### What Happens When Payday Falls on a Holiday or Weekend?

Your employees love when payday comes around. Who doesn’t, right? For every organization, payroll compensation distribution must be on time for employees to receive their wages. Yet, what happens when payday falls on a holiday or on a Sunday?

Whether you pay your employees weekly, biweekly, monthly, or semimonthly, odds are that your company’s scheduled payday might land on a bank holiday or weekend sooner or later. Should that happen, don’t panic—you have options. We’ll break down all the payroll holiday rules below so you can navigate holiday and Sunday paydays with ease.



Why Can’t Employees Be Paid on Bank Holidays and Weekends?
When it comes to Bank holidays and weekends, paying employees creates a problem for employers who pay on specific days of the month. So, what exactly constitutes a bank holiday? 


On bank holidays, most transactions come to a complete halt. Bank holidays are business days when banks and financial institutions are closed to observe a public holiday, like Thanksgiving, Martin Luther King Jr. Day, or Memorial Day. Bank holidays are set in advance and recognized by the Federal Reserve.


If banks are closed for a holiday or the weekend, they cannot process or transfer funds on your intended payroll date.


Most banks and credit unions will be closed. As a result, many of them will pause all types of payment processing when closed during those times. In some rare cases, banks will be open during the holidays, but payment processing through the Federal Bank Reserve will be unavailable. As a result, all payments or transactions will stay on hold until the next business day.  


To avoid paying employees late, make sure you’re familiar with all of the federal bank holidays listed below:
2023 and 2024 Bank Holidays



Bank Holiday
2023 Date
2024 Date


New Year’s Day
Sunday, January 1
Monday, January 1


Martin Luther King Jr. Day
Monday, January 16
Monday, January 15


Washington’s Birthday /
Presidents’ Day
Monday, February 20

Monday, February 19



Memorial Day
Monday, May 29
Monday, May 27



Independence Day
Tuesday, July 4
Thursday, July 4



Labor Day
Monday, September 4

Monday, September 2


Columbus Day
Monday, October 9
Monday, October 14



Veterans Day
Saturday, November 11
Monday, November 11


Thanksgiving Day
Thursday, November 23
Thursday, November 28


Christmas Day
Monday, December 25
Wednesday, December 25



When Payday Falls on a Bank Holiday
Your employees may be wondering, “Will my direct deposit go through on a holiday?” If your bank closes during your business’s payday, transferred funds will be inaccessible and your employees won’t be able to receive their direct deposits, cash, or check.

If payday does occur on a holiday or weekend, it’s standard practice for any organization to pay its employees the day before the holiday takes place.

If payday falls on a bank holiday, payroll professionals have some options to consider:

 	Run payroll earlier. Have your payroll process occur as usual, but instead, pay a fee so your employees can receive their paycheck before the holiday.
 	Delay the payroll process. Pay employees the day after the bank holiday.
 	Run payroll as usual. Run payroll procedures like normal. Employees will receive their payment within the next business days after the holiday.

Neither option is better than the other. Employers can pick whichever policy they prefer or works best for their organization. Just try to remain consistent to avoid confusion between both your HR teams or payroll department, and employees.

Additionally, an earlier or later payroll date may affect your processing deadlines, so be sure to stay on top of deadlines and notify employees about the new payday date. If you work with a third-party payroll processor, work with them to clarify your processing schedule.
When Payday Falls on a Saturday or Sunday
No Sunday scaries here—just like when payday falls on a bank holiday, it’s essential to coordinate an appropriate practice when payday falls on a weekend. For reference, you can verify if your company’s policy complies with your state’s regulations. 

If payday falls on a Saturday, you should consider paying your employees on that Friday before your regular payday. If it falls on a Sunday, you should typically pay employees on the following Monday.

If you plan on depositing checks on the weekend, payments won’t be accessible for employees. Remember, employees can’t always pick up paper checks on weekends, and direct deposit won’t hit employee bank accounts until the banks reopen, so plan on moving payday to the Friday before or the Monday after the weekend. 
Holiday and Sunday Payroll Tips
We know that when payday falls on a holiday, it can be quite a hassle. To ensure your payroll process doesn’t hit any bumps along the road and learn how to best communicate your approach to employees, follow these tips:

 	Be Consistent — Decide whether your company will pay employees before or after a bank holiday or weekend and stick to that schedule throughout the year. Flip-flopping might confuse them and your payroll team. Ensure that your payroll process is always consistent and that your schedule is up to date.
 	Create a Schedule. At the start of the year, create a payroll schedule with your HR or payroll department, and distribute it to your employees. You’ll want to bold or highlight changes in payday when a bank holiday occurs.
 	Be Clear — Make sure your employees know when they’ll be paid.  Remind them of the current changes in the pay schedule a week before they’re expecting to get paid. Share a payday calendar on your company intranet, so employees know when to expect their direct deposit.
 	Stay on Track — An earlier or later than usual payday could throw you and your team for a loop. If you’re running payroll earlier, make sure you have all employee hours submitted in time to meet your processing deadlines. Also, you’ll need to submit payroll or print checks earlier, as well. Send out calendar invites to remind your hourly workers to submit their hours so you don’t have to chase anyone down and risk missing your deadlines.
 	Plan Ahead — Don’t get caught by surprise! Use an HR calendar or the right payroll software at the beginning of the year to keep track of approaching bank holidays or weekend paydays, and so you don’t miss any important dates or deadlines.




Don’t let bank holidays or weekends stop you from establishing a well-rounded payroll process. At Namely, we believe that HR has the power to simplify every part of the employee lifecycle through HR technology.

Our full-service payroll system can save your team countless hours from processing and distributing multiple paychecks and help improve your overall employee experience.

If you’re ready to discover how Namely’s technology can empower HR teams and make an impact, schedule a personal demo with us. We promise it’s worth it.

### What is HCM

Employees are at the heart of every organization. Whether you have 5 or 500, your company is only as successful as your employees are. That’s why human capital management (HCM) is so crucial.

So, what is HCM? 
Human capital management consists of all employee-related HR functions. From recruiting and onboarding to performance reviews and professional development, human capital management spans the entire employee lifecycle. It also includes administrative processes, such as paying employees and keeping track of their hours.
Why Human Capital Management is Important
Now that we’ve covered what it is, let’s take a look at why human capital management is important. 
Since human capital management starts with recruitment, having a strategy in place can help you attract top candidates and build a diverse workforce. With the right HCM tools, you also have a higher chance of retaining your employees by keeping them engaged and making their experience at your organization as seamless as possible. Having a successful human capital management strategy can increase your employees’ productivity and efficiency, setting them and your company up for success in the long run.
What is HCM Software
Since human capital management covers a lot of ground, how can you make sure your strategy is effective? Enter HCM software.
What is HCM software? Human capital management software streamlines, simplifies, and automates your employee-related HR functions–all within one location. Having a centralized HCM solution enables companies to take their human capital management strategy to the next level and efficiently manage their employees from hire to retire.
Benefits of Having HCM Software
So, what are the benefits of using HCM technology? Let’s take a look.
Streamlined HR Processes
With streamlined HCM technology, you can say goodbye to disconnected and manual HR processes. Within one platform, your employees can onboard, enroll in benefits, access their pay stubs, request PTO, complete performance reviews, and more. Having all of these processes in one place not only simplifies your employees’ experience but also your HR team’s. 
Increased Employee Engagement 
In addition to streamlining these HR processes, HCM software systems can also enhance the employee experience through engagement tools. HR platforms like Namely have org charts and directories that keep your employees connected–no matter where they are. Namely’s social media-like newsfeed enables employees to share and celebrate important announcements, work anniversaries, birthdays, kudos, and more–all with a direct integration to Slack. 
Employee Self-Service
From time-off requests and scheduling to data collection and onboarding, HR teams can find themselves overwhelmed with routine questions. With employee self-service HCM technology, your employees can access all of their personal data without having to contact your HR team. If your HCM software has an HR mobile app, employees can do all of this on the go. This not only improves their employee experience, but also gives your HR team time back so that you can focus on innovative people strategies. 
Data Accuracy & Security
When it comes to human capital management, there is a lot of confidential employee data involved. Having HCM software enables your company to store all of this information in a secure place, serving as a single source of truth. Since employees can access their own information, HCM technology helps eliminate duplicate data entry and increase data accuracy. To ensure data is always up to date, employees have the ability to update their banking information, change their address, and sign documents.
What to Look for in HCM Software
With so many solutions out there, how do you know what to look for in HCM software? 
To help you narrow it down, here are some tips:
Identify Missing Functionalities
Before diving into your search, determine your company’s human capital management must-haves and nice-to-haves. Then when looking at HCM software comparisons, ask yourself the following questions: What functionalities does each HCM software vendor offer? Do they check off all my boxes when it comes to my company’s must-haves, and do they have any of my nice-to-haves?
Determine Size Match
Some human capital management solutions are built to support small companies, while others are built to support massive conglomerates. You need to determine which one is the best fit for your size. One way to do this is by looking at some of the clients listed on the HCM software vendor’s website or the size of the clients reviewing the technology on sites like G2 or Capterra. You can also call a free technology broker service, like Outsail. When evaluating for size match, ask yourself the following questions: Are these HCM technology vendors’ clients close to your size? Does the vendor say they are built for a certain size company?
Look for Market Presence
You do not need to be with the biggest HCM software company, especially if you’re a small or mid-sized business. But the vendors you evaluate should still have a market presence. To determine this, you can simply Google around to see when they’ve been mentioned in the news, check the number of reviews they have on review sites, or even look on LinkedIn to determine how many employees they have.

Conclusion
Looking for intuitive HCM technology? Find out why Namely is the leading HCM software here.

### The Top 5 Gender Diversity Metrics HR Should Track

Building and retaining a gender diverse workforce should be a top priority for all businesses. From diversity recruiting to engaging Employee Resource Groups, inclusive practices can help close the gender pay gap and establish representation across entire organizations.


But without having data to back it up, businesses can’t properly track the progress they make towards improving gender equality and diversity in the workplace.

So what should HR teams be measuring?

Here are the top 5 gender diversity metrics:
1. Headcount by Gender
Before calculating any other metrics, you need to determine the gender breakdown of your workforce. What percentage of your employees are female?

To take this calculation off of your hands, Namely’s People Analytics Dashboard automatically does it for you:



To improve this metric, you can shift your recruitment strategies and strive to balance the percentages out.
2. Managers by Gender
To help break the glass ceiling, it’s critical that you examine the gender ratio across leadership positions at the manager and senior manager levels. This will give you a better idea of the workplace barriers that exist at the managerial level and what you can do to remove them.

People leaders can use the data from the manager ratio to inform talent acquisition and career progression strategies. Luckily, Namely also calculates this for you:


3. Average Tenure by Gender
Determining the average tenure by gender gives you a clearer picture of how long employees stay at your company. This will show the turnover and retention rates amongst your female employees—which will serve as an indicator of their employee satisfaction.

And you guessed it—Namely calculates this metric, too:

To improve your company’s retention, you can take a closer look at the reasons why employees are leaving and begin to formulate solutions. For example, if employees are leaving because they want an employer who invests more in their career development, you may decide to build a mentorship program or offer other L&D opportunities.
4. Gender Ratio by Department
Analyzing the gender ratio by department enables you to stay accountable for gender representation across all the different business functions. This is key in determining areas where representation is particularly too low or high and establishing a path forward to balance the ratio.

For example, are the women in your company well represented across engineering and sales? If not, you can shift your recruitment strategies for those particular departments to try to increase representation. You could also help employees grow in these departments through a women’s leadership development program or internal mobility initiatives.

Namely can easily provide a snapshot of departmental data you can put to use:


5. Gender Ratio by Location
Lastly, looking at your workforce’s gender breakdown by location can help you adjust your recruitment strategies even more. What percentage of your employees in New York City are female? This metric may tie back to your company’s gender ratio by department if certain teams work together in the same office.

Here is an example of what this metric looks like on Namely’s dashboard:





Measuring gender diversity metrics is useful in understanding where your company stands in relation to its overall diversity goals. It can empower your recruitment strategies and help you build a strong business case for more equitable workplace practices.

But these aren’t the only people metrics to keep track of. As a leader, what else should you be measuring? Check out this blog post written by Namely’s CEO, Larry Dunivan, to find out.

### How to Check Back In After a Professional Slump

Let’s face it, at this point we are all probably a little tired of hearing buzz words like “burnout.” But what happens when you inevitably reach your breaking point? How do you effectively take a pause and then jump back in? 
We’ve cracked the code when it comes to burnout recovery and reacclimating back into your career. Here are our top tips to help aid your post-burnout healing and reintegration process. 
And don’t worry we’re not going to tell you to fake it until you make it—positive psychology can only go so far.

Take the Breaks You Need
Quitting your job isn’t necessarily the answer when it comes to breaking your current negative feedback loop (although in some situations, a fresh start might be exactly what you need). 
EBN recently discovered that more than one-quarter of Americans who left their career during the Great Resignation are reconsidering whether or not they made the right move. Instead of diving into the job search, step away from your computer, take some of your well-deserved PTO, and see how you feel about your role when you’re feeling more at ease.
Incorporate Active Recovery
Figure out how to incorporate active recovery into your daily work routine. Do you need to take an hour every week to talk to a telehealth therapist, or do you need to have a longer lunch to connect with your family? Perhaps your 1:1s can become walking meetings. 
Your company may be more accommodating than you’d anticipate and little moments of self-care will help keep your tank from hitting empty. Plus, you’d be surprised at how much more creative and present you are when you are inspired through movement and a change of environment.
Establish & Enforce Boundaries 
Sure, we can all agree that in the workplace it can be very helpful to be agreeable and not create conflict. However, if you’re constantly swallowing your ideas and feedback in fear of rocking the boat, you’ll quickly burn yourself out. It’s hard to be engaged when you don’t agree with what you are working towards and don't allow yourself to be heard. By participating and putting forward your ideas, your interest in work will increase exponentially. You’ll have your own buy-in, hopefully a bit of excitement, and you’ll want to work towards a proud result. 
Learning to speak up will translate to other areas of your work-life and will allow you to be more candid with management when you are unhappy or worried about the trajectory of your career. Having these conversations proactively and understanding where you stand or where your needs are not being met will help you advocate for yourself and obtain your goals. 
Sprinkle Moments of Joy Into Work Day
Sometimes the littlest moments of joy can propel you throughout your entire day. At Namely, we love starting the week with a small moment of connection. We like to start our Mondays off with a “weekend share” where we chat and share pictures with our team of our weekend highlights. This ritual helps us ease back into the week and connect with our colleagues on a human level. 
Especially now in the world of virtual work, meeting up with coworkers IRL can give you a huge jolt of energy and help reintegrate you into your workplace community. At Namely, we plan regional breakfasts with our leadership team where you can pop in for coffee and pastries with fellow employees who live near you. We also host a monthly or quarterly happy hour where we can get together and celebrate our communal successes. Even if you don’t live near any of your coworkers, finding a mentor nearby or a reason to get out of the house and interact with others will help bring vibrance and excitement back into your everyday work-life. 
Finally, if you have an unexpected break in your schedule and you’re not feeling productive, take a genuine break. Snuggle your pup, go outside, read a couple of pages of a novel; whatever you do, just don’t go on social media. Even though it feels like the end of the world, it’s okay to let your Slack go idle for a little bit.
Build New Habits
When we are in a slump, our habits and daily rituals often fuel negative thought and behavior patterns. It’s easy to wake up a little bit later, throw on our favorite sweatpants, interrupt our work with frequent Instagram scroll breaks, and put off work until tomorrow. It’s easy to perpetuate a funk but it requires a lot of effort and intentionality to break a cycle. If you truly want to check back in you have to do the work to create new habits and behaviors. 
Firstly, take note of all your habits — the good, the bad, and the ugly. What do you turn toward when you want to reward yourself? How to deal with boredom and free time throughout the day? How do you cope with anxiety and overwhelm? Now that you’ve taken inventory of your behaviors, it’s time to create new habits. 
The New York Times recommends testing “habit stacking.” 
“The best way to form a new habit is to tie it to an existing habit, experts say. Look for patterns in your day and think about how you can use existing habits to create new, positive ones. A morning cup of coffee, for example, can create a great opportunity to start a new one-minute meditation practice. Or, while you are brushing your teeth, you might choose to do squats or stand on one foot to practice balance.”
Prioritize Learning 
Life becomes stagnant when we stop learning. Stagnation can lead to that nagging feeling of unhappiness, dissatisfaction, or even burnout. Integrating moments of learning into your daily, weekly, or monthly routine can help prevent your brain from checking out. 
To keep things fresh at Namely, we host monthly learning and development meetings where we take turns spotlighting and teaching others key skills that we’ve learned in our niche. Some past examples include the secret to writing a killer blog, foolproof reporting, or an intro to SEO best practices. This inspires a culture of curiosity and learning. 
As an organization, we recommend offering benefits like LinkedIn Learning and a personal development stipend to encourage independent learning. We have also found tremendous success and employee engagement through the implementation of a mentorship program.

Want to get ahead of burnout? Check out our latest eBook to learn how you can build a benefits package to support your employees' mental health. 

### 9 Effective Ways to Improve Employee Experience

Every employee wants to have an amazing experience while working at an organization. However, according to a recent survey by Gartner, only 13 percent of employees are fully satisfied with their overall experience.

Employees are now looking for more than just monetary benefits, instead opting for an organization that can support them and help them grow. Due to this, companies need to buckle up and focus on improving the employee experience to meet their evolving expectations.
Here are 9 ways to revamp the employee experience at your company.
1. Improve Internal Communication
Having effective communication channels enables employees to collaborate and connect with each other–no matter where they are located. If you want to improve the employee experience at your company, you need to remove any communication barriers.
Communication tools like Slack, Teams, or Zoom make it easier for employees to communicate–especially if you are managing a hybrid or remote team. Many project and task management tools, like SmartTask or Asana, also offer different communication features like instant messaging, group chatting, and video conferencing. These help streamline internal communication across your entire organization.
We’ll focus more on technology later, but the point here is that enabling your employees to communicate with their coworkers easily will help improve their overall experience.
2. Provide a Great Onboarding Experience
The employee experience starts on day one, which is why providing new hires with a great onboarding process is so important. If new hires don’t have a positive onboarding experience, it’s likely that they won’t stay at your company for long. In fact, Glassdoor found that companies with a strong onboarding process improve their employee retention by 82 percent. 
So how can you improve your onboarding process? First, encourage your team members to send new hires a welcome email. Consider sending an email to your team giving them background on the new hires, too. There are many email marketing software tools available that can help you automate this without any hassle.
Then, draft a map for the new hires based on their job position, description, and department. This is also where walking them through their 30-60-90 day plans comes into play. To help them understand their role and company better, ask people across your organization to meet with new hires during onboarding sessions and help them kick off their employee experience on the right foot. 
3. Ask Employees for Feedback
One of the keys to finding out how you can improve the employee experience is going right to the source: your employees. Frequently asking your employees for feedback will help you understand their needs and how your organization can support them better.
Feedback surveys enable employees to share their thoughts and opinions openly–especially if they are anonymous. Once you get their responses, make sure to go through them carefully and act on the ones that are possible. Conduct meetings with leaders across your organization and implement solutions accordingly.
4. Conduct Stay Interviews
We know that exit interviews can be stressful for an employee who is leaving a company. When an employee gives their notice period, HR calls them in to ask them several questions about their experience. Instead of waiting to speak with employees until they decide to leave your organization, get ahead and conduct stay interviews.
In stay interviews, you can ask employees for direct feedback about their experience. By encouraging them to bring up any problems they may be facing, you can proactively find solutions to them, make your employees feel heard, and ultimately, improve your retention rates.
5. Offer Flexible Working Options
The past couple of years have shown the world that people can in fact work from home. Remote work gives employees control over when and where they work and helps them maintain a healthy work-life balance. By offering your employees such flexibility, you’re allowing them to do meaningful work at their own pace, showing them that you trust them to do their work at home, and improving their overall experience.
6. Focus on Employee Wellness
Looking back on the past few years, we understand that many employees have experienced–and continue to experience–a tremendous amount of stress and anxiety. Due to the pandemic, people lost their jobs, friends, and family members–changing their entire lives and taking a toll on their mental health.
That’s why companies need to focus on their employees’ wellness and check in on them often. Encourage employees to step away from work when they need to, take PTO, and utilize your organization’s mental health resources, like EAPs.
7. Provide L&D Opportunities
Employees want to work for a company that offers constant growth opportunities. In fact, 94 percent of employees said they would stay at a company longer if it invested in their career development.
It’s essential to provide your employees with frequent L&D opportunities so that they can continue to grow in their roles and at your company. Some organizations conduct training sessions and workshops, partner with universities and colleges to offer their employees courses, and provide financial help for higher studies.
8. Use the Right Tools
Whether your employees are working in an office or from home, giving them access to specific tools can improve their productivity, efficiency, and overall experience. 
Organizations are utilizing these tools for managing day-to-day tasks, complex projects, internal communication, onboarding, performance management, recognition, and much more.
Let’s take a look at a few examples of tools that will help improve the employee experience:

Communication Tools - Slack or Microsoft Teams
Video Conferencing Tools - Zoom or Google Meet
All-in-one HR, Payroll, Benefits, Time & Talent Management Platforms - Namely
Project Management Tools - SmartTask, Asana or Jira
Automation Tools - Zapier or Integromat
File Sharing Tools - Google Drive or Dropbox

9. Build an Inclusive Work Environment
Employees want to work for companies that prioritize diversity, equity, and inclusion and strive to hire diverse talent. In fact, 67 percent of job seekers value workplace diversity when evaluating potential employees. Making employees feel welcomed, included, and valued has a direct impact on their experience at your organization–creating a positive work environment where everyone can grow and learn together.

The employee experience is influenced by company culture, core values, goals, DEI, and much more. A company that excels at providing all of the above has a much higher chance of retaining their employees. By being empathetic, providing valuable benefits, and understanding the needs of the people at your organization, you’ll be able to improve the experience for all of them.

### Fertility Benefits 101: An Interview With Kindbody

In this interview with Dr. Fahimeh Sasan, Kindbody’s Chief Innovation Officer and Founding Physician, we explore what is included in fertility benefits, their recent rise in popularity, and why your company should consider including them in your benefits package.


What are fertility and family-building benefits? What is included?
Kindbody: Fertility and family-building benefits include a wide range of treatments and services that are covered by employers to support their employees on their path to parenthood. They can include fertility assessments, fertility preservation, in vitro fertilization (IVF), donor and gestational surrogacy services, and adoption.

Infertility is more common than diseases like diabetes and cancer. In fact, one in eight couples experience infertility in the U.S. Fertility treatments are very expensive and inaccessible to most. Without the financial assistance of their employer, many people won’t get the high-quality care they need.

Employers have stepped up and they are changing how this critical part of healthcare is delivered. Fertility benefits have also become an important part of building an inclusive workplace culture. They have taken their place next to medical, dental, and vision as standard workplace benefits.
Why are fertility and family-building benefits an important part of an inclusive benefits package?
Kindbody: It’s important to note that today we speak about fertility care as healthcare. That hasn’t always been the case. Until recently, when we spoke about fertility, it was a conversation about infertility. Infertility is defined as not being able to get pregnant (conceive) after one year of unprotected sex. Therefore, if an employer’s benefits package doesn’t offer fertility benefits beyond an infertility diagnosis, it’s leaving out part of its workforce.

LGBTQ+ individuals face barriers to accessing fertility care since they often don’t meet the definition of “infertility” that would qualify them for covered services. The same is true for single parents by choice. It’s also well-documented that there are significant disparities in access to fertility care amongst racial minorities.

For instance, Black women are twice as likely to suffer from infertility but are half as likely to access care as white women. A comprehensive, inclusive fertility benefits program can address some of these health inequities in the workplace. That’s why we’re hearing from more and more employers that family-building offerings support their organization’s diversity, equity, and inclusion (DEI) goals and objectives. More than half of employers are expected to cover fertility services beyond the diagnosis of infertility this year.
Why now? To what do we attribute the extreme growth in popularity of fertility benefits?
Kindbody: A series of macro trends have brought us to where we are today. 61 percent of women have a child over age 35, compared to 8 percent a decade ago. One in three women struggle with infertility over 35 and may need assisted reproductive technology (ART) to become pregnant. Just a decade ago, the experimental label was removed from egg freezing, making it much more acceptable for women. Shortly after, marriage equality was passed, opening up more options for LGBTQ+ people who hope to start or build their families. Interest in learning about one's fertility skyrocketed during the pandemic. More than 10,000 people have attended Kindbody's virtual fertility education events in the last two years.

So, what we’re seeing is that people not only need access to fertility care, but they are also more knowledgeable about their fertility in general. This is a big shift from just a few years ago when this topic was very rarely talked about. Employers should know that there is now mainstream awareness that there are companies that offer benefits that help their employees pay for family building and workers are making important career decisions with this in mind. Our recent survey found that 81 percent of employees will stay at their company longer if their employer offers family-building benefits.
That’s an eye-opening stat! How can HR convince employers to add fertility benefits to their benefits package?
Kindbody: I believe most will agree that supporting people in this critical part of healthcare is a good thing. Employers should also know that fertility benefits help attract and keep great talent, support DEI objectives, and save on healthcare costs.

HR leaders are actively using family-building benefits as a tool to attract candidates. Our clients say that these offerings have been important to their talent strategy over the past three years. There’s a good reason for this: people want family-building benefits. When we surveyed employees, 61 percent said they would change jobs for fertility benefits.

Retaining employees leads to significant cost savings for organizations. The Society for Human Resource Management (SHRM) found that it costs a company around six to nine months of an employee’s salary to replace them. Framed another way: replacing an employee who makes $60,000 per year could cost around $30,000 to $45,000.

A comprehensive, inclusive fertility benefits program can address health inequities in the workplace. Our clients tell us that Kindbody’s family-building offerings support the organization’s DEI goals and objectives.

And finally, most employers naturally assume that offering fertility benefits will increase their healthcare costs. However, there is no evidence to support this. Studies show that there are areas where employers actually saved money when adding fertility benefits. There’s a reason for this: patients that receive financial support for fertility treatments like IVF are more likely to make decisions based on outcomes and not cost. This, in turn, leads to safer, lower-risk pregnancies that don’t lead to unnecessary healthcare costs for the employer.

My advice to HR leaders that want to make a case for fertility benefits is to focus on the business case. As long as talent, DEI, and cost savings continue to be a priority for organizations, so should fertility benefits.
What makes Kindbody different from other fertility benefits providers?
Kindbody: Kindbody is unique because it's the only fertility benefits provider that is in the provision of care with clinical expertise. Kindbody owns and operates clinics. We save employers 25 to 40 percent by contracting directly with them to provide comprehensive virtual and in-person fertility and family-building care to their employees. We remove the middleman, and in doing so, Kindbody is uniquely positioned to provide a seamless continuum of care, decrease cost, improve patient experience, and deliver better health outcomes.

Kindbody is also able to provide a broad spectrum of care in modalities to serve employees when and where they need it through virtual appointments, Kindbody Signature Clinics, mobile clinics, and our robust global network of partner clinics. Kindbody is the only fertility benefits solution that can provide employees and consumers with clinical visits in the comfort of their homes, no matter where they are.

Also unique to Kindbody is that we model the DEI values that are so important to our clients. Kindbody is women-owned and women-led. Our clinics are staffed to reflect the communities we serve so each individual feels seen and understood. Today, 80 percent of Kindbody’s physicians are women, 50 percent of Kindbody’s physicians identify as BIPOC, and 45 percent of Kindbody patients are BIPOC. This is incredibly rare in healthcare. Numerous studies show that sharing a racial or cultural background with one’s physician leads to a better patient experience, better adherence to medications and treatment plans, and better health outcomes. We built diversity into Kindbody’s delivery model, which is one of the things I am most proud of as Kindbody’s Founding Physician.


Kindbody is a leading fertility clinic network and family-building benefits provider for employers offering comprehensive virtual and in-person care. Kindbody's clinically managed program includes fertility assessments and education, fertility preservation, genetic testing, in vitro fertilization (IVF), donor and surrogacy services, and adoption, as well as physical, mental, and emotional support from preconception through postpartum. Kindbody is the trusted fertility benefits provider for more than 90  employers, covering more than 2.4 million lives. Many thousands more receive their fertility care directly from Kindbody throughout the country at signature clinics, mobile clinics, and partner clinics. As the fertility benefits provider, technology platform, and direct provider of high-quality care, Kindbody delivers a seamless, integrated experience with superior health outcomes at lower cost, making fertility care more affordable and accessible for all.

### Introducing the Namely + Slack Integration

Creating a standout culture and employee experience is top of mind for HR professionals worldwide. With so many workforces operating remotely, organizations are challenged with ways to bring teams together—which is why it’s more important than ever to empower leadership and employees with channels of communication to keep others informed and engaged.



Here at Namely, we aim to streamline mid-size companies’ core business functions and take the employee experience to the next level with our modern, intuitive technology. Namely’s integration with Slack does exactly that.

The average employee already spends at least 90 minutes a day in Slack. This new integration seamlessly connects Namely to the messaging platform, increasing efficiencies for Namely clients while also driving a more collaborative culture.
What Can You Do With the Namely and Slack Integration?
While email remains an essential communication tool for businesses today, it’s certainly not the fastest channel, and it increases the chance of important information being missed. Messaging platforms such as Slack ensure real-time delivery and a higher likelihood of engagement with reactions and replies.

Read on for ways to take advantage of the Namely and Slack integration for your business.
Make Instant Company Announcements


In addition to sending a company-wide email, Namely users (with the proper permissions) can post announcements to a Slack channel, too–increasing visibility and participation in the latest developments.
Enable Team Members to Recognize Each Other


Nothing says “Thank you” like a coworker showing their appreciation for your great work. Now, when users recognize other employees on the newsfeed, the post will also be visible in Slack.
Celebrate Important Employee Milestones
Company anniversaries deserve to be celebrated. Showcase these milestones on the newsfeed and in Slack for everyone to see!
Make New Hires Feel Welcome
Enhance your onboarding experience by showcasing new arrivals in the Namely newsfeed and in a Slack channel–kickstarting the welcome process on day one.



We’re just getting started! Keep an eye out for even more additions to the Namely and Slack integration as we continue to unify essential business systems and drive even more Namely user adoption and employee self-service.

### How to Support Working Parents With Back to School

It's back to school time already? As their children's first day approaches, working parents will be preparing for yet another uncertain year ahead.

Although more students will have the COVID-19 vaccine compared to the start of last year because children 6 months and up can now receive it, the virus can still spread in classrooms. In the case that their child is exposed to the virus, parents may have to stop working to pick them up for school, make arrangements for them to quarantine, and take care of them if they start experiencing symptoms.
Regardless of whether they are working from home or in the office, your employees who are parents might be feeling overwhelmed and anxious. This is why establishing a supportive workplace for parents is critical to ensuring their wellbeing, productivity, and retention. 
So how can companies help these employees navigate the year ahead? 
Here are some ways you can support working parents during the transition back to school:
Clear Communication
The key to supporting your employees during this time is having clear communication. Schedule some time with each employee to talk through any concerns they may have about balancing work with their children returning to school. Clearly communicate expectations and discuss any accommodations they may need to be successful at their jobs. By checking in with these employees frequently, you can build trust with them and create a continuous two-way dialogue to help them feel supported.
Increased Flexibility
With COVID-19 still spreading, employees who have children are still getting used to unpredictable changes in schedules. This uncertainty and cognitive overload can take a toll on their wellbeing and mental health. 
To demonstrate understanding, managers should respond with empathy when dealing with schedule changes or last minute requests. Implementing flexible hours is a great way to help working parents gain better control over their schedules and be there for their children. Shifting towards flexible schedules has been shown to increase productivity and engagement, while helping employees avoid workplace stress and burnout.
Employee Connection
Building relationships with other parents who are experiencing similar challenges can be hugely beneficial for employees with children. Companies can facilitate this connection by encouraging these employees to join their ERG and slack channels dedicated to parents. This will help them feel supported, enable them to share resources and tips, and promote a sense of community and belonging for parents in the workplace. 
In addition to ERG participation, leadership can also host sessions to create another forum for parents to share ideas and get to know each other. Consider starting a lunch-and-learn series for parents or have a member of your leadership team host a candid conversation on back to school-related issues affecting working parents.

### 3 Tips For More Inclusive Hiring

Having a more diverse, inclusive workforce isn’t just the right thing to do—it’s a smart move for your business. Studies have shown that diverse companies perform better financially and inclusive workplaces have better employee retention and engagement. 
With that in mind, how can organizations pursue inclusive hiring practices to create more fair and just workforces? 
Namely’s HR Business Partner, Sandra Velez, joined people leaders from Checkr, Lever, and Redfin in a recent webinar to share strategies on how to implement inclusive hiring practices. 
In case you missed it, here are our top takeaways from the webinar:

Adjust Your Hiring Practices
In order to create a more diverse workplace, companies must adjust hiring practices to foster inclusivity. Velez shared that Namely updated both the way they hire in addition to the way they promote from within. Part of the updated hiring process includes a “culture piece” where a member of the hiring committee evaluates the candidate's “culture add” comparatively to company values. They also mandate that the hiring process for each role must incorporate one candidate who identifies as non male and/or one candidate who does not identify as white. In order to limit bias, she also suggested providing structured interview questions, so all candidates for the same position go through the same process. 

To ensure teams are held accountable for inclusive hiring practices, the Namely People team joins every hiring committee and confirms there is diversity represented throughout the interview process. It’s also crucial to help hiring managers and team members understand the importance of diversity through DEI training and to hold them accountable if company DEI interview practice standards are not being met.
Metrics to Hold Your Organization Accountable 
In this part of the conversation, panelists shared interesting insights into DEI-related metrics that they prioritize currently and those that they wish to track in the future. 
Redfin’s Senior recruiting manager reminded us that, “Data tells a powerful story, although it can make people uncomfortable because it brings transparency into the process.” This quote highlights the importance of collecting data to ensure companies are truly practicing what they preach. 

Panelists agreed upon the following as the most important DEI metrics to track within their organization:


Attrition rates 
Employee satisfaction rates 

Comparing the results between white and BIPOC employees 

Feelings of inclusion
Feelings towards management and leadership teams
Performance management 
Exit interview insights 
Tracking the composition of internal company


The following data can be used to determine what internal changes are paramount and can act as a gauge to understand where the organization is excelling and what resources are needed to address problematic areas. Additionally, different cuts of this data allows organizations to hold themselves accountable to make sure promotions are happening equitably.
Interviewing for Skills/Attributes vs Experience 
Let’s face it: you can always get better at interviewing. It’s important to look at the bigger picture, beyond previous experience when evaluating someone's true potential. That’s where interviewing for attributes and behaviors comes into play. 
Once again, the panelists reminded us of the importance of standardizing interview questions to make sure all candidates experience the same process and are given equal opportunities. It’s imperative for organizations to mandate internal interview training to further reduce bias. 
It was also suggested to explore competency-based interviewing to confirm that competencies highlighted by candidates align with the values of the organization. Velez suggested that they sneak in competency-based questions throughout several rounds of interviewing while also assessing cross-team collaboration. Depending on the role, a case study might be illuminating. 
However, it’s important to consider that folks coming from different backgrounds might not have the organization's desired attributes, and it’s important to provide a fair and equitable experience for them to show up and illustrate what they can bring to the organization. At the end of the day, recruiters are the gatekeepers for organizations, and they want to make sure they are doing the right thing for the community they serve, not just the business

If you want to make sure that your employees are engaged and you are tracking towards your DEI targets, check out our guide, “How DEIBA Can Improve Both Your Company’s Culture and Profit.”

### What HR Can Learn From Spotify

In 2021, Spotify announced that it was officially implementing a Work From Anywhere (WFA) policy, allowing all 6,500 of their employees to work remotely.

In a statement, Spotify explained that “employees will be able to work full time from home, from the office, or a combination of the two. The exact mix of home and office work mode is a decision each employee and their manager make together.”

Since then, the company has seen a ton of success. Let’s take a look at why, and what HR teams at other organizations can learn from Spotify:
Access to Diverse Talent From All Over
Adopting a WFA policy enabled Spotify to expand its talent pool and attract candidates from all over. Since the company’s main hubs are in New York City and Los Angeles, most of its employees were located in the two cities before the pandemic. After transitioning to WFA, roughly half of Spotify’s new hires in 2021 were located outside of those main hubs. Now, Spotify not only has employees in 42 states across the country, but also in Germany, Spain, and the Netherlands.

By tapping into these new locations, Spotify has been able to improve diverse representation and promote pay equity across its organization. When the company first announced its WFA policy, Spotify’s Head of Diversity, Inclusion, and Belonging expressed, “Most of our offices are in large cities like New York, London, and Stockholm, but we know that moving to or staying in these cities isn’t always realistic–or attractive–to potential employees. We want employees to come as they are, wherever they are and whatever their circumstances are.”
Decrease in Turnover Rates
Once employees started to work from home during the pandemic, many of them decided that they never wanted to go back to the office. In fact, 64 percent of employees would consider quitting their job if asked to return to the office full-time, and 30 percent would quit if they weren’t allowed to work remotely in some capacity.

By implementing a WFA policy, Spotify has experienced the opposite of what most companies have seen during the Great Resignation: increased retention rates. The company’s turnover was 15 percent lower in the second quarter of 2022 than it was during the same quarter in 2019. The fact that Spotify’s turnover rates are lower now than they were pre-pandemic suggests that its shift to WFA has helped them retain their employees.
Increase in Employee Productivity
When companies suddenly started to work from home at the beginning of the pandemic, many were worried about how it would impact their employees' productivity.

To their surprise, recent studies have found that employees who work from home tend to perform better. In fact, working from home can increase productivity by 47 percent.

Since having the ability to WFA helps employees prioritize their work-life balance, Spotify has seen productivity levels increase across the organization. In its initial announcement, the company stated, “Effectiveness can’t be measured by the number of hours people spend in an office–instead, giving people the freedom to choose where they work will boost effectiveness.” Knowing that their organization trusts them by giving them such flexibility can also make employees more driven and motivated.

### How to Communicate Your Benefits Plans to Remote Employees

Before the remote-work revolution, employees could simply walk up to someone’s desk and ask them questions about their benefits options. In preparation for open enrollment, employers held company-wide meetings and invited brokers to present benefits options to their employees in-person.
But now in this new remote world, companies need to adjust the way they educate employees about their benefits options. To help you prepare for your virtual open enrollment, here are a few ways you can reach your employees:
Virtual Info Sessions
Since your employees are working from home with different schedules, you should host several virtual info sessions so that they can all attend at least one. In these sessions, you can discuss which benefits you’re keeping from last year’s enrollment, which ones you’re removing, and any new options you’re adding. At the end of each session, ask your employees for feedback and leave time for a Q&A.
If there are any significant changes in your benefits plan, host breakout sessions about each. For instance, if you decide to offer virtual mental health counseling, host a separate session to explain how employees can access this support.
Even though you can’t hold physical “Office Hours,” reserve time slots on your calendar for employees to sign up and ask you any questions they may have. Maybe they have a question that they didn’t want to ask publicly during an info session or maybe they just want to learn more about a certain offering. Encouraging your employees to take advantage of these “Office Hours” will help them further understand their benefits options.
Different Types of Outreach
According to Mercer’s recent survey, 32 percent of companies are going to use different media and communication channels for this year’s enrollment since their employees are working remotely. From launching text message campaigns to initiating engagement surveys, companies are getting creative with the ways they can help employees learn about their benefits options. 
A recent trend that companies have embraced is sending postcards. Mailing postcards to employees’ homes notifies them, their spouses, and dependents that open enrollment is approaching. This may spark a conversation about benefits in their household that probably wouldn’t take place otherwise.
Virtual Benefits Fairs
One of the most popular ways companies inform employees about their benefits options is by hosting a benefits fair—an event where representatives from benefits vendors visit a company’s office to discuss their offerings. However, with employees working from home, some companies have shifted their benefits fairs from in-person to virtual. According to Mercer, almost 25 percent of companies are hosting virtual health fairs before open enrollment, while 18 percent are hosting virtual wellness fairs. 
Utilizing a platform like Vfairs can help you host a successful virtual benefits fair. Vfairs provides you with a variety of tools, such as chat forums, brochures, and webinars. The platform enables benefits vendors to set up virtual booths, where employees can ask them questions in real-time, and ends every benefits fair with a Q&A.

When your workforce is remote, you’re competing for candidates with companies from all over. So how can you build a benefits package that attracts and retains top talent? Find out in our latest eBook.

### How to Start an Employee Resource Group (ERG)

Your employees are the heart of your organization. Their diverse personalities, backgrounds, and experiences help shape the spirit and culture of your organization. As an employer, you can help your employees celebrate what makes them unique by supporting employee resource groups (ERGs). ERGs help employees come together to spread awareness of the issues facing certain demographic groups, like black professionals, LGBTQ employees, remote workers, working parents, and more.


Does one of your employees want to start a new ERG at your organization? Share these employee resource group best practices with your organization so employees know how to set up a new group and hit the ground running:
1. Share Your ERG Idea With HR
Have an idea for a new ERG? Speak with a member of the HR team regarding how to start employee resource groups and the steps that follow. Your HR representative will go over the requirements for starting an ERG, discuss budget needs, request a draft of your group’s mission and goals, and more.



Why Did You Decide to Start an Employee Resource Group? 

Jesse Hernandez
Namely’s Hispanic/Latinx ERG Leader
“I decided to start Namely’s Hispanic Alliance for Career Employee Resources, or H.A.C.E.R, to give individuals a place to be themselves and feel a sense of belonging. The organization's goal is to connect Namely with the Latinx/Hispanic community, as well as to promote the cultural diversity and professional development of its members internally & externally.”




2. Define Your Group’s Mission & Goals
In addition to a group name, draft the mission and goals for your ERG. This will help guide the group’s initiatives and campaigns throughout the year. For example, the mission for a female or non-binary ERG might have the mission of: “combating unconscious gender bias and empowering people to move beyond traditional gender roles.”



What Does Being Part of an ERG Mean to You? 
Michelle Jarmon
Namely’s Women and Black Professionals ERG Leader
“ERGs bring about the potential for community in the workplace. ERGs foster camaraderie between those who understand the complexity of managing your identity both in and out of the workplace while creating a space for thoughtful conversation on difficult topics. ERGs allow for inclusion in practice, not just lip service.”




3. Find an Executive Sponsor
Executive sponsors are a great way to ensure the success of your ERG. Executive sponsors can act as the voice of your group to the rest of the organization and the leadership team. They can be an important ally to have if your group tries to advocate for organizational change. For example, the executive sponsor for a working parents ERG could bring the group’s request for subsidized childcare to the executive team and help expedite the approval process.
4. Recruit Members
Once you’ve received approval from the HR team, it’s time to advertise your new group to the rest of the organization. Share the exciting news on Slack, your company newsfeed, on posters around the office, and at an all-hands meeting. Also, if your company keeps an updated list of all your company’s ERGs, their missions, and leaders be sure to have your group added to the list. That way new and existing employees can find your group and know who to contact about joining.



How Should ERGs Recruit Members? 
Julie Li
Sr. Director of Employee Experience & Diversity and Inclusion
“I always encourage the leaders of Namely’s ERGs to market themselves in a way that is inviting to all types of people. We don’t want the women’s ERG to be only women. We want the groups to be made up of diverse members and allies. That way, those people help them become aware of the issues and understand someone else's experience.”




5. Schedule Meetings & Plan Events
Organize regular meetings so your members can come together, discuss relevant topics, plan events, and deliberate on any workplace initiatives the group is working on. Be sure to send out meeting notes so members who weren’t able to attend can still be involved and not miss out on volunteer opportunities. Also, consider creating a Slack or other messaging channel so your members can share interesting articles and hold discussions outside of your meetings. Utilizing these employee resource group best practices will encourage employees to come together and enhance the spirit and culture of your organization.



Employee resource groups are not just a great way to bring people together, they also create a great opportunity for employees to learn and develop skills beyond their job descriptions. According to one survey, over 80 percent of millennials say they value companies that prioritize personal growth. With learning and development opportunities so sought after, it’s important to leverage ERGs and other programs.

### Total Rewards: Your Secret Recruiting And Retention Strategy

In today’s job market, candidates value total compensation more than ever before. So how can your company build packages that attract and retain top talent?
Namely’s Chief People Officer, Amy Roy, joined Pave’s Head of European Operations, Katie Rovelstad, this week to share tips on how to make total rewards your secret recruiting and retention strategy.
In case you missed it, here are our top takeaways:

Understand Your Own Package
From pay and bonuses to benefits and perks, there are many variables that go into total compensation. Since these packages are so important to candidates and employees, HR teams frequently get asked questions about them–which is why it’s crucial to understand your company’s offerings.
By partnering with your finance team, you can learn the ins-and-outs of your packages so that you can effectively communicate them with candidates and employees. To make sure you fully understand them, Roy suggested writing down your own total compensation package. She explained that if you have any specific questions, it’s likely that your employees will have them too. Proactively asking your finance team these questions will help you get prepared for when your employees come to you with them.
Use Compensation Benchmarking 
In order to attract and retain top talent in today’s candidate-driven market, you should pay close attention to what other companies in your space are offering. Looking at industry benchmarks based on criteria like roles and geography can help you make sure that the pay, benefits, and perks in your package are competitive. Using a compensation tool, like Pave, can help you easily access these benchmarks in real-time.
During the webinar, Roy and Rovelstad reminded us that it is also important to consider company stage when evaluating these benchmarks. For example, a 10-year-old startup should not be comparing their total compensation package to Google’s, even though they may both be in the tech industry.
Emphasize Total Compensation to Candidates 
When candidates are applying to more than one company, they are actively comparing their total compensation packages. How do the salaries compare? What about benefits and perks? How does each company invest in their employees’ professional development? 
Emphasizing what is included in a role’s total compensation packages throughout the interview process is key for two reasons:

If you are offering a candidate the same salary that another company is offering them, you need something else to lock them in. Maybe you offer better quality and more cost-efficient health insurance, or perhaps you have a mentorship program and other L&D opportunities. Emphasizing these during the interview process does make a difference, and will hopefully help the candidate choose your company over the other.
If you are offering a lower salary than the other company, you need to emphasize the overall value of your total compensation packages. As mentioned above, it’s very likely that a tech giant like Google can afford to offer candidates higher salaries than smaller startups. Helping candidates get the full picture of what you’re able to offer will enable them to make a fully educated decision–and hopefully help sway them in your direction.

Effectively Communicate Your Package With Employees
As employers we don’t always do the best job communicating our total rewards to employees. Sure, employees know that they will receive a bi-weekly paycheck, but how often are they reminded of the other reward components that complement their salary?
Investing in rewards communication is important because people are constantly looking for alternative opportunities and wondering if they are receiving enough from their current organization. The only way for employees to properly gage if they are getting enough from their current employer is if rewards information is accessible and clearly communicated with them. 
Roy shared a couple of interesting tactics to help combat communication breakdowns. To remind employees of employers contributions to benefits, Roy suggested that employers showcase their contributions to benefits, even benefits that are “free” to employees on each paystub. This can be easily done on Namely and one can cite the employer cost for benefits like 401K, Dental, Medical, etc.  
Roy also recommended communicating the value of the organization benefits program during the enrollment period. Finally, she explained that it starts with leaders educating themselves, “If you struggle to articulate your organization's total compensation plan, imagine how your managers must feel.”
Ask Employees for Feedback 
Most importantly, the webinar reminded us to ask employees for feedback. Instead of assuming what’s important to them - ask your employees and be sure to acknowledge their input, especially consistent patterns or asks. Send out frequent surveys, have mid year check ins, or spontaneous mini webinars to go over benefits and remind employees how to access them. 
Remember that your benefits package is dynamic, not static and should be adjusted as things change externally or within the business. As your workforce evolves, so will its needs.

Since benefits play a huge part in total compensation, offering the right ones is key–especially if your workforce is remote and you’re competing for top talent with companies from all over. But how do you know what benefits candidates are actually looking for? Find out in our latest eBook.

### How Are Tips Taxed?

Many employees at restaurants, casinos, nail salons, and hotels depend on tips. While these sometimes get a reputation for being under-the-table, tips are taxable just like wages. 



Employees have to diligently self-report their tips so employers can withhold the proper amount for taxes from their paychecks or allocate more money if they were under-tipped.

All that record keeping can get complicated, so we’ve put together a guide to help you figure out how tips are taxed and your responsibilities as an employer.
What Qualifies as a Tip?
According to the Internal Revenue Service (IRS), any of the following forms of payment are considered a tip:

 	Cash
 	Electronic payment made from a credit card, debit card, or gift card
 	Noncash tips, like tickets or passes
 	Tips awarded from a tip pool, tip splitting, or any other tip-sharing method

Further, to classify as a tip, the payments must meet the below criteria:

 	The payment is not required;
 	The customer is free to determine the payment amount;
 	The payment is not subject to negotiation or employer policy; and
 	The customer can determine who receives the payment

Automatic service charges or “auto gratuities,” such as an 18 percent service charge for large dining parties, are compulsory and not considered tips.

If an employer decides to distribute some of the service charge to employees, the payment is considered a non-tip wage and is subject to withholding.

Along with understanding how tips are taxed, it's essential to grasp the employer and employee responsibilities that follow.
Employer Responsibilities
As tips are self-reported, the brunt of the work falls on employees. That said, employers should make sure their employees know exactly what to do.

An employer has four main responsibilities:

 	Ensure all employees accurately report their monthly tips and
 	Ensure standard taxes (Federal Income, Social Security, Medicare) are withheld;
 	Allocate tips to employees when tips are less than eight percent of your total receipts for the pay period
 	Make sure the proper breakdown of Social Security wages and taxes is reported in Box 5b of Form 941

All employee tips should equal eight percent of your total receipts for the pay period, although some businesses have lower requirements.

Should employee tips fall short of that eight percent, you must allocate them the difference between the eight percent of gross receipts and their actual reported tip income.

To calculate tip allocations, employers might have a good-faith agreement or use the hours worked or gross receipt method. Employers can request a lower rate for tip allocation by submitting Form 8027 to the IRS.
Employee Responsibilities
Employees who receive tips are required to:

 	Record the amount of tips they receive every day, independently or using a Form 4070-A
 	Report their tips to their employer
 	Report total monthly tips by the 10th day of each month on a Form 4070

When tax filing season comes, they must also:

 	File a Form 4137 for unreported tips *
 	File a Form W-2 or Individual Income Tax Return including all earned tips

* If an employee’s monthly tip total is less than $20, they don’t have to report their earnings on a Form 4070, but rather a Form 4137.

Form 4137 records tips that were unreported by the employee or allocated by their employer. It is submitted in addition to a Form 1040 (W-2) and tells employees any additional Social Security and Medicare deductions they need to pay.



Do your employees still have questions about their paychecks or how tips are taxed? Download our guide, How to Read Employee Paystubs.

From earnings to withholdings, we break down what every section of a paycheck means so you’ll have no trouble fielding employee questions on the fly.

### Focus on Heat Safety to Manage Rising Temps

Temperatures are getting higher every year. Long-lasting heat waves are becoming more and more common. For anyone who doesn’t work somewhere climate controlled, these widespread temperature increases can be dangerous. All of this underscores a need to focus on heat safety.

In 2019, 43 work-related fatalities occurred due to heat exposure, according to the U.S. Bureau of Labor and Statistics. In fact, between 2011 and 2019, BLS reports that 144 workers died from heat exposure in construction, repair, or cleaning. Another 54 workers died while conducting materials handling operations in extreme heat. In 2016, according to Safety+Health magazine, nearly half of all jobs required working outdoors. That’s a lot of people working in hazardous conditions.
Protecting employees from extreme heat is just as important as protecting them from sharp objects or car accidents. It really could save lives. In fact, OSHA states that employers must provide a workplace free of known hazards, and this includes extreme heat.
But the world can’t grind to a halt simply because it’s hot outside. This is especially true in places where it’s always hot outside. So how can you help make sure your employees stay healthy and safe?
COVID-19 put employee safety at the forefront of many businesses’ priorities. Heat safety should be no different. A safe work environment has become more important than ever. A safe workplace gives employees a lot less to worry about. They can instead focus on contributing their best and being productive each day. A focus on heat safety isn’t just about comfort. It’s about giving your employees clearance to feel safe and valued.
Defining Heat-Related Illness
So, what exactly causes a heat-related illness? According to OSHA, in a warm environment the body relies on heat dissipation to cool itself. Normally this happens from sweat evaporating off the surface of the skin. This is especially important for people who have active, strenuous jobs. And as everyone knows, you can accelerate heat dissipation by moving somewhere cool, like to a shady spot.
However, without adequate heat dissipation, internal body temperatures can rise to dangerous levels. Over time this causes thirst, irritability, cramping, rash, or heat exhaustion and heat stroke. Signs of heat stroke include confusion, slurred speech, and unconsciousness. Anyone noticing these symptoms in a fellow employee should call 911.
According to the CDC, heat can also increase the general risk of injury in workers. It can lead to foggy safety glasses or goggles, sweaty palms, and dizziness. Burns can also occur as a result of contact with hot working surfaces.
It’s paramount that employees and managers watch out for each other while on the job. Being able to recognize the signs and symptoms of heat stress is so important. Safety+Health magazine has some tips on how to recognize and treat heat stress in a fellow employee.
Symptoms of Heat Stress:

Feeling faint or dizzy
Excessive sweating
Cool, pale, clammy skin
Nausea or vomiting
Rapid, weak pulse
Muscle cramps

Treatment:

Get to a cool, air-conditioned space
Drink water if fully conscious
Take a cool shower
Use a cold compress

Heat Stroke Symptoms:

Throbbing headache
No sweating
Body temperature above 103° F
Red, hot, dry skin
Nausea or vomiting
Rapid, strong pulse
Loss of consciousness

Treatment:

Call 911
Take immediate action to help cool the worker until help arrives

For more information on other heat-related illnesses, review OSHA’s heat stress guide.

 

The Official Guidance on Heat Safety
OSHA states that dangerous heat exposure can happen indoors or outdoors and during any season. Millions of U.S. workers are at risk of dangerous heat exposure in their workplace. This affects both outdoor and indoor occupations as well. Outdoor workers are at special risk, including agriculture, construction, mail delivery, oil, and landscaping workers. For indoor workers, there is heightened risk in bakeries, kitchens, mills, fire service, manufacturing, and more.
For example, according to NBC News, U.S. farmworkers are 20 times more likely to die from a heat-related illness than workers overall. Currently, farmworkers labor through an average of 21 unsafe working days when the heat index reaches above 84° F. As temperatures continue to rise, this figure is expected to grow. Therefore, lawmakers are calling on OSHA to enact an enforceable standard to protect workers from the heat. Currently, OSHA only has regulations and recommendations.
But you don’t have to wait for OSHA to act to make your workers safe. Employers can act on their knowledge about the dangers of heat exposure. They have the power to enforce higher standards to protect workers and be aware of the dangers they face.
This isn’t as simple as saying you can’t let people work outside if it’s hot. It means maintaining awareness of the factors that contribute to heat stress. For example, if workers are wearing clothing that holds in body heat and reduce heat dissipation, that’s a risk. Environmental factors like sunlight and humidity can also contribute to it. Artificial heat sources like machinery, ovens, etc. are also a factor. Lastly, location plays a big part too. Are your workers in a confined space with an oven? Are they working outdoors without shade on a paved surface?
Preventative Measures
Whether the heat is natural or artificial, it can be tricky to know when things have arisen to a point of concern. Fortunately, OSHA recommends this device to measure heat stress in any environment.
Prevention and planning are your best friends when thinking about safety. That’s as true for heat stress as it is for any other kind of injury. Workers new to a job or not yet acclimated to hot weather are at heightened risk. They don’t expect the toll the heat can take on their bodies. Nor have they built up a tolerance to it.
In 2012 and 2013, 17 out of 23 workers who died from a heat-related illness were in their first 3 days of work. Eight workers died during their first day on a job.
Acclimating employees to a hot environment matters. Safety+Health recommends caps on workloads for new employees, or those returning from time away. It’s recommended they do 20 percent of an average day’s work when they return and increase a little each day. Each increment should be no more than 20 percent.
When a heat wave sets in, employers and managers should follow a similar rule. At the start of the wave, have workers perform just 50 percent of their work that first day. Bump it up to 60 the next day, and 80 the next. This allows a workers’ body to build a tolerance to the heat. It will let them get used to performing routine tasks, such as lifting objets, that might be hotter than normal. Managers should not expect their employees to always output at 100 percent in extreme conditions.
Maintaining a Focus on Heat Safety
Although acclimatization is crucial, there are some other ways to prevent heat-related illnesses in your workplace. In 2005, California set a heat standard for outdoor workers. Their standards included the following recommendations for helping to mitigate heat-related illnesses:

Having clean, cool water available for workers
Offering shaded areas for when temperatures exceed 80° F
Ensuring at least a 10-minute rest break every two hours when temperatures reach 95° F
Promoting consumption of 4 cups of water per hour
Rescheduling hot jobs for cooler hours of the day, such as before sunrise
Monitoring workers wearing clothing that does not allow for much heat dissipation

Guidance for Managers
This guidance is simple for managers and team leads to incorporate each day. There are also ways to decrease the chance of heat-related illnesses on the job with engineering controls. According to OSHA, there are a few ways employers can mitigate heat-related illnesses:

General ventilation dilutes hot air with cold air and is usually a more cost-effective option. An installed ventilation system can handle entire buildings. A portable exhaust system can be effective in smaller areas.
Air cooling systems reduce the temperature of the air by removing heat (and humidity) from the air. These include air conditioning and local air cooling. Local air coolers are more cost effective and can reduce air temperature in specific areas. Some workplaces have a designated “cool room” in a nearby area for recovery from hot jobs. Another way to reduce heat stress is by placing fans in a workspace to cool workers. However, fans are only effective if the air is already cooler than the workers’ skin (less than 95° F).
Heat conduction blocking includes insulating hot surfaces that generate heat and changing the surface itself. Simple devices like shields can be used to reduce radiant heat.

Recommendations from OSHA
In addition to improving a worksite, employers should provide PPE to workers to help prevent heat stress. OSHA recommends the following PPE:

Reflective clothing can reduce the amount of radiant heat reaching the worker. However reflective clothing only works if it still allows for heat dissipation and sweating. Reflective clothing should be worn as loosely as possible to allow for sweating and evaporation.
Auxiliary body cooling ice vests can be heavy, but they can hold up to 72 ice packs. The cooling can last 2 to 4 hours depending on the heat load. They require frequent replacement as the ice melts, but they’re simple to replace and relatively inexpensive. OSHA also states that ice vests allow for maximum mobility and do not encumber the worker.
Wetted clothing is another simple and inexpensive personal cooling technique. It’s especially effective when used with reflective clothing and with good air flow and low humidity.
Water-cooled garments range from hoods, vests, or “long johns” which allow for partial or complete cooling. This equipment requires a battery-powered pump, a liquid-ice coolant, and a container. It limits the mobility for the wearer so this may make this option better for low-activity jobs.
Circulating air is the most highly effective, yet most complicated, personal cooling system. It directs compressed air around the body from a supplied air system. This improves both evaporative and convective cooling. Circulating air, however, is noisy and requires attachment to an air hose for a constant supply of compressed air. This can limit the worker’s mobility. In addition, because the air circulation feels cool, workers may not drink enough water while using this method.

Communicating a Focus on Heat Safety
You should talk about heat-related illness regularly with your teams. This is true of every workplace, but especially so if you have people working outside. OSHA has some tips on discussing heat safety with your employees:

Know the hazards of heat stress
Recognize predisposing factors, signs, and symptoms
Be aware of first aid procedures, and the potential health effects, for heat stroke
Understand employee responsibilities in avoiding heat stress
Know the dangers of using drugs, including therapeutic drugs, and alcohol in hot working environments
Require the use of the correct PPE

Personal Risks to Focus on for Heat Safety
Workers should be conscious of the risk of heat-related illnesses on the job. There are a number of factors that can increase the risk for heat-related illness. OSHA cites these personal risk factors:

Obesity
Diabetes
High blood pressure
Heart disease
Lower level of physical fitness
Use of certain medications such as diuretics and some psychiatric or blood pressure medications. Some medications limit an individual’s ability to sweat, minimizing a key sign of heat stress
Alcohol use
Use of illicit drugs such as opioids, amphetamines, or cocaine

Employers should recognize that not all workers can tolerate the heat in the same way. Workplaces should focus on making jobs safe for all employees. OSHA recommends workplace medical monitoring programs. These can identify workers who are at an increased risk of heat stress while maintaining their privacy.

There are many ways to help increase a focus on heat safety. You can make simple changes during a workday, like more effective PPE. You could also pay closer attention to air cooling in your work environments. Making heat safety top-of-mind for your employees helps them see risks at work and among their coworkers. Keeping your workers safe should be your top priority. Keeping an eye on heat safety will ensure that your employees stay healthy, happy, and productive in the future. 

### Why Automated Payroll Creates the Perfect Pay Stub

For payroll management with the modern workforce to be successful, it must be efficient, accurate, and compliant on a local, national, and global level. To achieve this, HR professionals can leverage automated payroll and streamlining services provided by payroll software—creating the perfect pay stub and maximizing organizational efficiencies.

What is automated payroll?
Automating processes such as time, expense, and project tracking can save payroll professionals a significant amount of resources, reduce cost, and relieve administrative burden. In fact, the APA (American Payroll Association) estimates that automation reduces payroll processing costs by as much as 80 percent.
You’ll no longer have to spend time pouring over spreadsheets, filling out government forms, worrying about calculation errors, or cutting checks and depositing them into various accounts. You can feel secure about the company’s compliance status since automation can ensure payroll is executed on time and with accuracy.
So what should payroll professionals consider when automating payroll to generate the perfect pay stub?
Accuracy
With automated payroll services, your employees’ pay stubs will always accurately reflect the hours they’ve worked. Since this software syncs with their timesheets, you know you’re paying overtime employees correctly across state lines.
Streamlined Tax Filing
Automated payroll enables detailed tracking of tax filing and payments. Many tax laws are in constant flux, and with over 10,000 tax jurisdictions in the U.S., tax filing can feel overwhelming. By automating your tax filing, you no longer have to stress over meeting tight deadlines or avoiding penalties for non-compliance.
Organized 401K Process
Tracking employee 401K information within your payroll keeps your data organized, helps ensure the right amount is deducted, and vendor liabilities are paid correctly. Payroll professionals can set up 401K percentages in the system and have that amount deducted automatically from employee paychecks.
Simplified Wage Garnishments
Processing wage garnishments accurately is fundamental since doing this incorrectly can lead to legal ramifications. Garnishment court orders can contain complex calculations, a percentage or flat amount, and must be deducted properly from the employee’s pay. The process can become more complicated if the employee has multiple garnishments. 
An automated payroll system can help you set up and track garnishments, pay garnishment creditors directly, and run reports so you can determine who has been paid and the exact amount. With the proper configuration, the payroll system can accurately calculate garnishments in the correct order, so the right amount is deducted for each creditor. This greatly reduces the time and labor that would be required for manual wage garnishment processing.
Save Time
Automated payroll services can also save time on processes such as data gathering, information processing, and disbursement and reporting. It can reduce printing costs since many payroll solutions offer an online view of employee paychecks.
Easy Payroll Updates
Automated payroll makes it easier to make salary adjustments, add new employees, or record when an employee leaves the company. Payroll technology also offers streamlined employee portals with integrated systems for benefits and open enrollment, as well as compliance training.
Integrated with Benefits Data
Having your benefits platform directly integrated with your payroll platform can save your business time and money, as combining these manually opens up a lot of risk of error if you need to manually edit payroll every time someone changes their benefits. It also gives your employees a single view of both payroll and benefits, which is helpful in understanding their total compensation.

In today’s modern payroll landscape, paperless simplicity, mobile-friendly services, and E-verify solutions are bringing about change, convenience, and access in a way that’s never been seen before. To learn more about the digital transformation in payroll software, check out our blog post.

### 5 Ways to Support Neurodivergent Employees

When we discuss building an inclusive and accessible workplace, HR often overlooks one key demographic: neurodivergent employees.

According to the Austistic Self Advocacy Network, “Neurodiversity refers to variation in neurocognitive functioning. It is an umbrella term that encompasses neurocognitive differences such as autism, attention deficit hyperactivity disorder (ADHD), dyslexia, Tourette’s syndrome, anxiety, obsessive-compulsive disorder, depression, intellectual disability and schizophrenia, as well as ‘normal’ neurocognitive functioning, or neurotypicality. Neurodivergent individuals are those whose brain functions differ from those who are neurologically typical, or neurotypical.”
Neurodiversity, like all forms of diversity, is a hugely positive addition to any workplace. Diverse workforces are more creative, innovative, inclusive, and productive. In fact, the cash flows of diverse companies are 2.3x higher, and those companies are also 70 percent more likely to capture new markets. 
Neurodiverse employees, in particular, can bring new perspectives and skills to your company and can help teams look at problems in unique ways. Yet, only 10 percent of HR professionals say consideration of neurodiversity is included in their organization's people management practices.
This needs to change. Here are just a few of the many ways that HR can support neurodivergence in the workforce:
1. Promote Accessibility
To support neurodivergent employees, first, find out what they believe will help them. Everyone has unique needs, and HR should try to tailor the working environment to each individual. 
Some examples would be providing physical aids (blue lights, overlays), building spaces for those who have spatial sensitivities, offering noise-canceling headphones to those with sensory sensitivities, or giving out stipends to purchase other supportive technology, like text-to-speech software or Trello. 
Lastly, consider flexible work schedules or asynchronous work. This can allow employees to accommodate for peak performance hours, take breaks when needed, and find the schedule that works best for them.
2. Raise Awareness
As it stands, the level of awareness and understanding about neurodiversity is still really low in most workplaces. HR teams should consider delivering neurodiversity awareness education to all employees. Remember, don’t rely on your assumptions or media representation. Consider bringing in an outside consultant or company to provide this education. 
Since research shows that people perform better when they can be themselves at work, providing open education and discussion about neurodiversity will help employees bring their full selves.
3. Reconsider Hiring Practices
Building a diverse and inclusive set of hiring practices could easily be its own guide, but we’ll touch on a few baseline initiatives HR should consider. 
According to IEDP, “​​As a group, individuals with neurodiverse traits are more likely to be unemployed, underemployed or mal-employed, than the wider population.” HR and recruitment professionals need to ensure that their processes do not put neurodiverse candidates at a disadvantage.
Some ideas for neurodiverse hiring practices include:

Getting rid of rigid timed tests and interviews
Writing inclusive job descriptions 
Ditching long application forms
Using diverse hiring panels to avoid unconscious bias
Hiring for potential 
Thinking “culture add” rather than “culture fit”
Sending reminders for meetings and interviews 
Expanding your campus candidate pools to include schools that cater to neurodivergent individuals

4. Give Time & Options
“Allow for more time to digest and record information. Don’t insist on this being done in a certain way; let people draw, write or record if it helps them. Repetition is key. Allow space and time for employees to re-read and repeat tasks.” - IEDP
5. Recognize & Embrace Differences
Resist imposing strict policies, and don’t generalize. Everyone is different, and organizations need to be flexible when responding to individual needs. When HR and leadership work with employees to build out solutions, they are significantly more likely to be successful.

These are just a few examples of ways that organizations and HR teams can support neurodiverse employees. But remember, this is just a starting point, and there are tons of resources available to help you dive in more deeply. 
Here are a few:

Ask EARN (Employer Assistance & Resource Network on Disability Inclusion)
Neurodiversity Hub
The Working Brain

### What Is Third-Party Sick Pay?

The end of the year brings company parties, holiday parties, and family parties. For those of us in payroll, there’s also third-party sick pay. Put the ugly sweater away—you won’t need it for this kind of party. Understanding third-party sick pay is essential for businesses to ensure accurate payroll compliance and proper handling of sick pay taxation.


Sick Pay 101
To understand third-party sick pay, let’s take a step back and understand what “sick pay” really is. Sick pay’s purpose is to replace the wages of an employee who cannot perform work due to illness or a non-job related injury. Most companies offer a sick pay policy or an allotted, set amount of days. Standard taxes and deductions are deducted from these wages.
Have the flu? If you take the day off and are still paid for it, that’s considered “sick pay.”
When an illness lasts longer than expected and an employee ends up using up their sick time, companies may force them to take unpaid leave. These are all examples of brief absences from work. But what happens when that absence is a result of an injury or illness that is more prolonged? That’s where we might encounter a Third Party.
Third-Party Sick Pay
Employees on extended leave that are expected to return are often paid through an employer’s sick plan. This wage replacement will come in the form of short-term or long-term disability, commonly abbreviated as STD and LTD, respectively. These payments are made by either the employer, an employer-selected third party administrator (TPA), an insurance company, or in some cases, a state disability program.
Come year-end, third-party sick payments need to be reported by the employer on behalf of the employee for Form W-2 reporting. The amount paid will vary by the income of the employee, so let’s focus on how these payments are taxed.

Navigating the tax implications of sick pay and adhering to employer sick pay policies are crucial aspects of payroll reporting requirements. In the realm of disability benefits management, it's important for employers to be aware of employee sick pay rights and payroll tax deductions.
Stay ahead of critical year-end, year-start deadlines with our 2022 HR Calendar.
Sick Pay Taxation
Depending on the exact circumstances and the TPA used, the employee’s tax liability varies in the following ways:
Employer Paid: If the policy is 100% funded by the employer, then the payments are 100% taxable to the employee.

Employer and Employee Paid: If there is a shared policy in place and the employee pays for a portion of the plan with after-tax dollars, he or she is entitled to the equivalent percentage of their payment to be non-taxed. In other words, if the employee pays 30% and the employer pays for 70%, a $1000 payout would mean $700 is taxable to the employee.

In the next two scenarios, the employer does not pay into the sick policy at all. In that case, the employee is subject to the following taxability:
Employee Paid (Pre-Tax): The entire portion of the sick pay would be taxable to the employee.
Employee Paid (Post-Tax): None of the sick pay is considered taxable.
Note that in any of the scenarios where the employee is taxable, the employer is still responsible for matching Social Security and Medicare and withholding any Federal Unemployment Tax Act (FUTA) and State Unemployment Tax Act (SUTA) amounts.
Recordkeeping
Third-party sick pay providers will directly issue payments to the employees. Subsequently, they also remit notices of these payments to the employer to record. It’s best to record these notices as they arrive to ensure they are captured before the new year. As employers, it is critical to know what plan you offer employees to ensure that you’re keeping tabs on these payments accurately and in accordance with the provider.
Thankfully you’re never alone this time of year when you use a payroll provider. Payroll specialists are well versed in the year-end rush and know how to handle questions that inevitably occur around third-party sick pay.

Efficient management of sick leave payroll, meticulous sick pay recordkeeping, and staying informed about employee compensation law are key to maintaining compliant payroll practices.



There you have it—all you need to know about third-party sick pay. Turns out that the only thing that needs to be ugly at year-end are those holiday sweaters after all.

### 5 Tips on How to Give Feedback to Employees

Feedback plays a critical part in employee engagement, performance, and ultimately, retention. The bond between managers and employees is strengthened by feedback and communication, allowing the two people to build loyalty, trust, and respect.

While delivering feedback to your team members isn’t always comfortable, it comes with the responsibility of managing people. The key factor to delivering effective feedback is to make sure your feedback is constructive, not critical. 
Here are five tips on how to give feedback to employees.
Be Transparent & Specific
Employee feedback should be goal oriented, transparent, and direct. Providing vague comments, such as, “You need to be more efficient,” or “I need to see more effort,” leave employees without actionable takeaways. 
Be transparent on what you need from your employee and offer support on how they can apply the feedback. Provide specific steps or examples to motivate your employees to deliver the change you wish to see. Position yourself to be empathetic but crystal clear by saying what you mean in a diplomatic yet straightforward way.
Don’t Avoid Difficult Conversations
Sweeping difficult problems under the rug is an easy way to avoid an uncomfortable conversation, but rarely will the problem fix itself untouched. Instead, managers should be prepared to face these conversations head on.
The more prepared you are, the better outcome you can expect. Don’t rely solely on your observations; instead find proof to support your concerns. By coming prepared for these difficult conversations you can outline the exact changes that need to be made.
As a business leader, you are also a coach. It’s up to you to provide everything your employees need to succeed in their role.
Provide Ongoing Feedback
Feedback isn’t a once-a-year or once-a-quarter event. Feedback should happen consistently for an effective employee and manager relationship. Encourage managers to meet weekly or bi-weekly with their direct reports to give, receive, and act on feedback.
The “ongoing feedback” approach lets managers keep pace with change by monitoring performance, reassessing goals, and discussing strategies. More frequent one-on-one meetings actually end up saving managers time by providing a forum to address and resolve problems before they become larger issues.
With ongoing feedback, employees won’t feel blindsided when something arises during a performance review. Ongoing feedback also gives managers time to focus on the future of the employee’s performance rather than events of the past.
Two-Way Street
Spending your time lecturing someone on how they should improve will not fix the issue. Managers should go into these conversations with an element of respect, and allow an open floor for the employees to address their own concerns.
Let your employee respond to the feedback and allow them the opportunity to ask any follow up questions. Getting feedback from employees not only helps managers grow, but also makes employees feel more comfortable.
Follow Up
The main purpose of feedback is to improve performance. Make sure to follow up with your employee and recognize them when you see improvements. This creates trust in the relationship and shows your dedication to their personal development.

Remember to approach your conversations with honesty and genuine concern for your employees’ wellbeing and growth. With this mindset, you will foster employee trust and create a better employee-manager relationship. Learn about Namely's talent management system.
To learn more about how you can set your employees up for success, check out our Tips, Tricks & Strategies for Strengthening the Manager-Employee Relationship.

### Minimum PTO: What Is It & Why You Should Adopt It

In the evolving landscape of workplace benefits, minimum PTO policies are gaining traction as a strategy for promoting work-life balance. This article explores how implementing PTO benefits can positively impact both employees and employers.
Imagine an America that ensured that all of its employees took a minimum number of vacation days each year. All employers would decide to prioritize their employees' mental health, work-life balance, family, and their identities outside the office. 
What would that look like? Would workplaces crumble or would employees be more motivated, vibrant, and well-rounded individuals than ever before? Understanding and implementing PTO benefits effectively is crucial for modern businesses. We dive into various paid time off strategies to help employers craft policies that support their workforce.
Let's take a look and see how minimum PTO actually works.


What is "Minimum PTO?"
Minimum PTO (MTO), also known as mandatory vacation or mandatory time off, is essentially a policy that requires employees to take at a minimum number of vacation days per year. While policies vary by duration, it’s standard practice for employees to pick their dates of leave, and organizations instruct how time off is booked and monitored. 
MTO is an emerging trendy benefit to offer your workforce, and when done correctly, it signifies the company is dedicated to combating burnout and prioritizing their employees mental health. 
Occasionally a minimum PTO policy will be inclusive of a consecutive day policy—meaning a company will require a portion of your PTO to take place over several consecutive days. For example, if your minimum PTO policy is 20 days, your company might mandate employees to take 10 consecutive days off to ensure employees are taking off larger blocks of time. This guarantees that employees are really taking a step back and that they have the opportunity and time to pursue something meaningful to them. The consecutive day policy is commonplace in the banking industry to safeguard against fraud and strengthen weak spots in the business.
But What About Unlimited PTO?
So now that you have a better understanding of minimum PTO, you’re probably wondering, why would I want to offer that as a benefit over Unlimited Paid Vacation? 
The funny thing about Unlimited PTO, is that it’s hardly ever what it sounds like. Unlimited PTO is a purposely ambiguous policy that often has many unspoken or cultural rules within an organization. 
Although it can be a really compelling recruiting tool, employees typically struggle to find the sweet spot between what’s acceptable and what’s excessive and often end up taking less time off than those with limited policies, in turn leading to a more burnt out workforce.
According to Forbes, “Many companies have adopted ‘flexible’ or ‘unlimited’ vacation policies but discovered that they’re poorly designed for getting people to take time off in a global pandemic, especially in the hard-core work cultures that often plague high finance and high tech.” 
Unfortunately, the lack of policy utilization or the inability to unplug while taking vacation has led to a less productive workforce with greater turnover. Adhering to PTO policy best practices ensures that your employees' PTO entitlement is both fair and motivating.
Minimum PTO in the Wild 
Let’s take a look to see how some organizations have successfully implemented Minimum PTO policies. 
Tech organization Carta inspired a values-driven organizational culture by “requiring our people to take a minimum of 15 days off. Beyond that, vacation time is still unlimited — and encouraged.” Through implementing a MTO policy they found, “We have more satisfied employees, more innovative workplaces and more appeal for top talent. And all that means we have greater potential for growth — and a stronger bottom line.” 
Founder of We Are Rosie, Stephanie Nadi Olson, realized that she had to come up with an atypical vacation policy after learning that her employees felt scared to take time off as they felt responsible for the success of the young start up. Stephanie flipped the script and alleviated the guilt associated with taking time off by creating an alternative policy that stated, “Employees must take five days off per quarter—or lose out on their full bonus. (Employees also get an extra five days they can use whenever, for a total of 25 days of paid time off.)”
Protect Your Employees Wellbeing 
Effective PTO management for employers involves creating a workplace vacation policy that aligns with the company’s objectives while promoting employee wellness and PTO.
Regardless of the best vacation policy for your organization, now more than ever, you need to encourage your employees to utilize their vacation in order to protect their mental wellbeing. As the workforce adjusts to the long term effects of the pandemic, permanent hybrid workforces, and constant catastrophe, individuals need to feel supported to take the space and the pause they might desperately need.
HR guidelines that focus on balancing work and rest are pivotal for enhancing employee satisfaction. Embracing a minimum PTO policy can be a transformative step for your organization. For more insights and guidance on crafting an effective PTO strategy that resonates with today’s workforce, contact Namely’s HR experts.

### 5 Top Benefits to Offer in 2022

As the effects of the Great Resignation linger, companies need to revamp their hiring strategies in order to attract and retain top talent.

Since 49 percent of employees will look for a new job within the next 12 months if they are dissatisfied with their benefits, it’s never been more important to build a competitive package. Of course, companies still need to offer the basics, like health insurance and 401k plans–but that won’t make them stand out. 
So what benefits are employees actually looking for? Let’s take a look at 5 top benefits to offer in 2022:
Kindbody
Fertility benefits have become increasingly important to employees. In fact, 70 percent of millennials and 90 percent of employees experiencing infertility are willing to change jobs for fertility benefits. 
Kindbody is a leading fertility and family-building benefits provider for employers offering comprehensive virtual and in-person care. Kindbody's clinically managed program includes fertility assessments and education, fertility preservation, genetic testing, in vitro fertilization (IVF), donor and surrogacy services, and adoption, as well as physical, mental, and emotional support from preconception through postpartum. Many thousands more receive their fertility care directly from Kindbody throughout the country at signature clinics, mobile clinics, and partner clinics. As the fertility benefits provider, technology platform, and direct provider of high-quality care, Kindbody delivers a seamless, integrated experience with superior health outcomes at lower cost, making fertility care more affordable and accessible for all.
Calm
During the pandemic, a topic that was previously considered taboo to discuss at work became the center of conversations: mental health. This shift in the workplace led many companies to expand their mental health offerings by including new wellness benefits, such as 24/7 helplines, Employee Assistance Programs, and apps–like Calm.
Calm is the #1 app for sleep, meditation, and relaxation. On a mission to make the world happier and healthier, Calm enables users to experience better sleep, lower stress, and less anxiety. From video lessons on mindful movement and gentle stretching to nature scenes and sounds to enjoy while relaxing, sleeping, working, or studying, Calm helps employees take a deep breath and decompress.
Minimum PTO
Unlimited PTO used to be one of the flashiest and most sought out benefits. However, studies conducted in recent years have found that employees actually take less time off when they have unlimited plans. Fast forward to today, according to Namely’s latest research, employees are taking off less time overall regardless of what type of plan they have. This can negatively impact their engagement, productivity, and performance. 
To encourage PTO, some companies are now enforcing a minimum number of days that employees have to take off. For example, an organization may decide that employees must take at least 3 weeks worth of PTO throughout the year. This helps make sure that employees are stepping away from their desks enough and taking a well deserved break from work.
First Stop Health
When COVID-19 hit and employees started to work from home, telehealth benefits quickly grew in popularity. Telehealth allows employees to call or video chat with a doctor who can diagnose symptoms and prescribe treatment—all over the phone with no doctor’s office visit needed. 
Even after lock downs and social distancing restrictions were lifted, employees still wanted access to telehealth–and many companies listened. According to SHRM’s 2022 Annual Benefits Survey, 93 percent of respondents said they are offering telehealth or telemedicine this year–which is a 20 percent jump from 2019.
But with so many telehealth vendors out there now, which one should you include in your benefits plan? Meet best-in-class telehealth vendor, First Stop Health. In 2013, First Stop Health started offering telemedicine and has since grown and refined its doctor network, technology, user experience, and more. Today, First Stop Health offers a leading telemedicine experience via app, web, or phone with an average wait time of less than 5 minutes.
Student Loan Debt Repayment
In recent years, student loan debt repayment has become one of the most attractive benefits a company can offer. In fact, 86 percent of employees would commit to a company for 5 years if the employer helped pay back their student loans.
In student loan repayment plans, employers make monthly contributions directly to employees’ student loan servicers while they continue to make regular payments. Since student loan debt can be a tremendous burden, receiving financial support from employers can be a huge selling point for candidates. This benefit can help them with financial planning, including saving for retirement, and enable them to be more focused and productive at work.

As many employees continue to work from home, companies are still trying to figure out how to handle open enrollment virtually. Check out our eBook to learn how you can run it smoothly this year.

### Unlimited, Limited, Minimum: Does the PTO Plan Type Matter?

With summer vacations on the minds of most workers, paid time off (or PTO) is a hot topic for both employees and employers.



Back in 2018, we examined the use of PTO days across our clients and found that the average days taken by employees had surprising outcomes: those with unlimited PTO took only 13 days off yearly compared to those with traditional limited time off plans, who took 15 days.

And for a long time, this has been the party line across HR folks: Unlimited PTO doesn’t work (or does exactly what it’s supposed to do, if the goal is to not pay out employees for unused time off).

Historically, employees earned paid time off based on the number of years of service they had with the company. Under this model, HR and payroll professionals needed to manage time off closely as it involved calculating accruals, carryovers, and forfeitures. Unlimited PTO, on the other hand, doesn’t need to be paid out if unused, nor does it need to be listed on a company’s balance sheet.

Several years ago, companies started touting these “unlimited” paid time off plans—and it was a much-desired employee benefit according to MetLife’s 2020 Employee Benefits Survey. Under the definition of an unlimited plan, employees are permitted to take as much time off as they want, with the expectation that they will continue to get their work done in a timely manner. Popular among start-ups and high-growth organizations competing for talent, unlimited PTO puts control in the hands of the employee, giving them flexibility and entrusting them to manage their time effectively.

But based on our 2018 research, this didn’t appear to really be the case. Many experts blamed the murkiness of these plans on their lack of usage. They said that employees felt like they couldn’t take time off or that they felt confused about how much time off was actually acceptable without a limit.

But as COVID-19 restrictions began to ease across the country, we at Namely couldn’t help but wonder: has anything changed when it comes to PTO usage?

So, we examined the PTO plan types and usage for a subset of our clients – 1,000 companies. And we saw changes in how these plans are being utilized as pandemic restrictions ease.

Our new research uncovered that employees with unlimited plans now averaged 12.09 days per year versus only 11.36 days for employees for limited plans. Not only has the trend flipped, but employees seem to be taking off less time overall, and the variance between unlimited and limited PTO has diminished significantly.



“Since we last conducted this research, the number of companies offering unlimited paid time off has increased to 34.5 percent,” said Amy Roy, Namely’s Chief People Officer. “Clearly, unlimited PTO has gained credibility as an employee benefit, but to what end? Regardless of their company’s plan, workers seem to be taking less time off.”

This is a particular concern given work-life balance, one that is leading some employers to offer unlimited PTO with a minimum requirement.

“There’s no doubt that the continued uncertainties created by the global pandemic, economic indicators, and political unrest are impacting the American workforce. Researchers say that more than 212 million vacation days get forfeited annually,” continued Amy. “Employers concerned about the wellbeing and retention of their workers encourage the use of paid time off, as it gives employees the chance to reset and refresh.”

### How to Make a New Hire Feel Welcome

Joining a new company can be incredibly intimidating. New hires are faced with meeting new people, learning about the company, exploring the tech stack, understanding their goals, signing up for benefits, and so much more. That’s why it’s imperative that HR teams welcome new hires in open, fun, and thoughtful ways.

In this post, we’ll explore how to welcome new employees (virtually and in person), new employee welcome gift ideas, a new employee first day checklist, and much more. 
Let’s dive in.
How do you make new hires feel welcome in the office?
In a traditional in-person office, you can meet your new hire in the lobby, give them a tour, take them to their desk, introduce them to their coworkers, and make sure they know where everything is. Have their workspace prepared for them (including their laptop and notebook, some basic office supplies, and even a nameplate, if you have those). 
Assign a team member to introduce them around and take them to lunch on the first day. Ensure they join meetings and discussions that are relevant to their job. 
Nothing feels worse, and makes a new hire question their decision to join you, than being left to their own devices on their first day in a new environment.
How do you make new employees feel welcome virtually?
Making a new employee feel welcome in a virtual office isn’t as different as you may think. You can still greet them virtually with a coffee meeting on their first day, send them swag in the mail, etc. To help them get to know their team on a more personal level, encourage team leads to organize a virtual team lunch or happy hour during their first few days. This can give everyone an opportunity to meet your new hire and give your new hire a chance to get to know their new teammates on a personal level. Of course, these are just a few ways to welcome new employees. If your company has one, you can post a welcome message on the newsfeed or your HRIS or on Slack or Microsoft Teams.
What should an employee’s first day look like?
The onboarding first day can be overwhelming for employees. But a clear, concise schedule can help keep new hires on track and in the zone. One way to do this is to provide your new hire with a new employee first day checklist or an onboarding checklist. This checklist will tell them every session they need to attend for onboarding, what technology they need to get access to, who they should meet, etc.
What is a good welcome message?
Welcome emails help set expectations and ease first-day butterflies. Having a well-crafted welcome message immediately makes new hires feel more comfortable and helps new hires start off on the right foot with your company. Wondering what to say to welcome new hires? 
In your welcome message to a new employee, make sure to share their first day schedule, introduce yourself and your teammates, and share company culture insights, like company vision and objectives, any company resources they should consult, and more. Don’t forget to share your genuine excitement that the hire is joining your team. This is also a good opportunity to have all the hire’s new coworkers reach out and welcome the new hire via email, as well. 
As one of the first communications your new hire experiences as an employee of your company, the welcome email sets the tone for their entire experience at your company. By carefully crafting the perfect first email, you can make sure that their journey at your company starts off on the right foot.
What are good new hire gifts?
New hire gifts are often fun ways to welcome new employees. Typically, these welcome gifts include company swag like branded backpacks, water bottles, t-shirts (make sure you ask your employees for their t-shirt size), notebooks, or even bottles of champagne. Other new employee welcome gift ideas can include inspirational books related to their new role, gift cards for GrubHub so they can have a first day lunch on the company, or even a bouquet of flowers. These new hire welcome gifts will make your new hire feel welcome and excited about their new job.

Want to streamline your onboarding process and make new hires feel welcome before they even start? With Namely HR, give a great first impression, and set new hires up for success on day one.

### The Future of DEI for Consulting Firms

From management and operations to financial advisory, there are several types of consulting firms. Depending on what they specialize in, these firms have different hiring processes, company cultures, and retention strategies.

However, they all have something in common: they struggle with DEI.
Out of the 499,861 consultants who are currently employed in the US, 68.4 percent of them are white. The industry also has a long way to go when it comes to gender–with only 41.6 percent of employees being women (who earn 96 percent of what their male colleagues do).
Looking ahead, consulting firms will have to make a shift and focus more on building diverse and inclusive workforces. So where should they even start?
Let’s take a look.
Understanding the Importance of DEI
Before reevaluating their DEI efforts, consulting firms need to understand the importance behind them. According to Glassdoor’s 2020 Diversity and Inclusion Survey, 76 percent of job seekers believe that a diverse workforce is an important factor when evaluating companies. About 1 in 3 job seekers would not apply for a role at a company that lacks diversity. By improving diversity recruiting at your firm, you will be more likely to attract and retain top talent. 
From an employer perspective, consulting firms that have culturally and ethnically diverse executive teams are also 33 percent more likely to see better-than-average profit. Companies that have an equal number of men and women produce up to 41 percent higher revenue.
Integrating DEI into Company Culture
To attract, nurture, and retain diverse talent, consulting firms must commit to creating workplace environments that foster belonging and psychological safety. They must have policies and practices in place to welcome individuals with varied backgrounds, cultures, experiences, and thoughts. Elements of inclusivity should be deeply integrated with hiring processes, employee engagement programs, educational resources, and leadership training—making it a core part of company culture.
Getting Leadership Involved
It’s crucial for leaders and HR professionals at consulting firms to model the behavior they want employees to emulate, and take action to live out their company values with respect to diversity and inclusion. Practice using inclusive vocabulary, supporting employee activism, and sharing updates about what is being done to address the diversity issues affecting employees. Executive sponsorship and commitment to DEI can create enthusiasm around strategies and sustain the momentum needed to drive lasting change.
Implementing New Strategies
When it comes to company-specific DEI goals, consider setting ones for unconscious bias training, inclusive benefits, and your Employee Resource Groups. You can target specific issues around gender diversity by designing a women’s leadership development program with tailored curriculums. Understanding how to incorporate these foundational practices will set your organization up for measurable success with DEI in the long run.
Tracking Metrics
Using DEI metrics can help you assess how effective your initiatives are and where improvements need to be made. Implementing employee engagement surveys and hosting fireside chats, feedback sessions, or focus groups can help you leverage employee data to continually improve your DEI efforts. Keep in mind that systemic changes will take time and that holding yourself accountable to quantifiable goals will increase your chances of success.

How else can consulting firms take their DEI efforts to the next level? Find out in our eBook.

### Find the Right Financial Wellness Benefits for Your Company

The benefits landscape has drastically evolved over the course of the past few decades. The expectations of employees have changed, and there is a significant opportunity for companies to help employees across all aspects of their lives.

One critical component that impacts every single employee at a company, regardless of their experience, salary, and seniority is money. It sounds like a taboo topic, but it truly impacts every single individual, and it is more important than ever. 
Today, the vast majority of Americans are living paycheck to paycheck, inflation is close to a 40-year high, student debt amounts are staggering, mortgage rates are climbing, the market is turbulent, and gas prices are setting new records. Finances take a real toll on individuals and can lead to stress, waning productivity, and significant burdens on overall mental health. 
Employees want and need more help with their finances than ever before, and most employees aren’t getting the personalized financial expertise they need to feel secure about their finances. 
Implementing the right financial wellness program can help change that.
Here are 6 key components to keep in mind when you’re looking at financial wellness benefits:
1. Find a holistic offering that supports all financial decisions
Most employees need support across a variety of financial decisions. For example, maybe the company is remote-first, and they’re considering a move. Or perhaps they have a lot of student debt and are wondering if they should pay it down or max out their retirement contributions. Or potentially they’re having a child and trying to figure out how to think about estate planning and saving for their education. There’s a lot on your employees, and it’s helpful to have a holistic offering that will help them navigate all of their financial questions, and the tradeoffs that come along with them.
2. Offer multiple ways to engage
Not every employee will want to work with a financial wellness benefit in the same way, so it’s helpful to roll out a plan that supports digital and human experiences. While some people like to read or take online courses, others might just want to speak to a financial expert. Going with an offering that can do both will allow employees to uniquely engage in their own ways and will ensure that all of your employees can benefit.
3. Consider access to financial professionals
Not all financial professionals have the same credentials, and the incentives can vary from one advisor to the next. Additionally, while some benefits provide unlimited access to advisors, others will only include a set number of sessions, so it’s important to understand what employees will actually have access to. 
Advisors can be compensated in a number of ways by the companies they work with, and it’s wise to get an understanding of how that works to ensure that advisor interests are aligned with the employees. For example, are they compensated if they sell products? Do they receive a cut of all investments? Take these into consideration when selecting a benefit like this.
4. Get customized for your company
A plug-and-play solution might be tempting; after all, it’s ready to go immediately. But just because a benefit checks the box doesn’t mean it’s going to deliver the value you’re looking to provide to employees. 
To provide employees with a solution that is going to deliver the maximum value possible, it’s essential that the benefit is tailored to your company and your existing policies and benefits. A few of the ways this can come to light include benefits, compensation structures, specific areas of interest, and alignment with your core objectives. For example, if you offer a generous 401(k) match, then the benefit should highlight that to your employees for them to take advantage of. Or if you offer equity, you should make sure the provider you bring on has expertise and can help employees with the specific considerations that are needed.
5. Allow individual customization, too
Not every single employee has the same level of financial expertise or the same balance in their checking account. Since you’re likely only selecting one financial wellness benefit, it’s important that it has the ability to flex to the unique needs of your individual employees. 
At the end of the day, financial wellness benefits have the potential to reduce your employee’s stress, make them feel confident, increase their productivity, and help them lead a happier and more balanced life. By finding the right partner, you can help them get on their way to achieving financial health.

### Implication of Dobbs v. Jackson Women's Health for Healthcare

As you undoubtedly have seen, last week the Supreme Court overturned Roe v. Wade with its ruling in Dobbs v. Jackson Women’s Health. 
While this decision has a number of implications, one of the biggest consequences is that the legality of abortion services is now determined at the state level. As such, group health insurance plans will inevitably be impacted given that they are also regulated largely at the state level. 

In the coming days and weeks, we can expect to receive guidance from insurance carriers on how the decision affects the health plans utilized by your employees. Namely has been in constant communication with insurance carriers since a draft Dobbs v. Jackson Women’s Health opinion leaked weeks ago, and we are continuing our efforts to obtain and disseminate the information you need to make important decisions about your company’s health plans. 
Many important and pressing questions remain unanswered, especially regarding how the situs state of health insurance plans impact whether or not abortion services and related expenses may or may not be covered. 
As a reference point, if a plan is sitused in a state where abortion is now illegal, will the plan cover abortion if performed in a state where the procedure is legal? Conversely, if a plan is sitused in a state where abortion is legal but an employee lives in a state where it is now illegal, what costs can still be covered? How does a plan’s fully insured or self-insured status affect the options available to employers?
One of the more common measures being implemented by employers to offset the reduction of access to legal abortions is to provide employer-sponsored travel for medical procedures they could not access in their state of residence, as the IRS has typically regarded this as a qualified medical expense. 
For example, Namely just announced that we will reimburse reasonable travel expenses up to a certain amount for any employee seeking personal access to abortion services where such services are not available within 100 miles of that employee’s home address. However, that does not mean a similar policy is right for you given the potential negative consequences. For example, a travel reimbursement policy could subject an employer to liability in states where assisting individuals in obtaining an abortion is criminalized or subject to private rights of action. 
There’s also a Pandora’s box of legal compliance issues that arise with creating a reimbursement policy that exists outside of your group health plan. We highly recommend that you consult with legal counsel before implementing any such policy due to the quickly-evolving legalities of the issue, as there is a high likelihood that some states will enact legislation that impacts employer-sponsored benefits like these. 
Please know that Namely will continue to obtain and disseminate pertinent information as it relates to your benefit plans and your options moving forward. 
If you have any questions, please do not hesitate to reach out to your benefits consulting team, who has been instructed to loop in leadership if necessary. We fully understand the urgency and sensitivity of this issue and are committed to keeping our clients informed. 

Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### Pronouns: Creating A Safe and Welcoming Workplace

The usage of an employees’ gender pronouns is a simple but extremely effective way to create an inviting and welcoming workplace where all employees feel seen and heard. The attention given to pronouns doesn’t come from any sort of political agenda. It comes from compassion and respect. It’s a great way to increase morale and improve retention in your workplace by ensuring everyone feels seen. Not using someone’s pronouns is equivalent to mispronouncing their name or misgendering them, and can be harmful and damaging, whether intentional or not. Getting to the place where pronouns are part of regular workplace conversation may feel complicated for a manager to navigate. In this post, we’ll explain the history of pronouns and some tips to start using them more intentionally in your workplace. 

Although it may seem like pronouns are a new, the discussion has been going on for centuries. According to The Atlantic, “… the oldest gender-neutral pronoun in the English language was the singular they … for a time in the 1600s, medical texts even referred to individuals who did not accord with binary gender standards as they/them.” It’s clear that our relationship to gender pronouns has shifted as their purpose has changed. It’s been used as a descriptor for those who “did not accord with binary gender standards” as mentioned above. Sometimes it’s used for linguistic simplicity when gender is irrelevant or unknown, or as an important part of personal identity,
Creating a Safe Workplace with Pronouns
Not everyone feels as though they fall into the binary of “man” (he/him) or “woman” (she/her). Today, gender pronouns give these individuals a chance to define themselves differently. This is also referred to as being nonbinary and these individuals typically use the pronouns, they/them. It’s up to each of us which, and how many, pronouns we want to identify with. This decision can be fluid as well — gender does not have to fit within a binary. In 2020, 1 in 4 LGBTQ youth surveyed by the Trevor Project stated that they use pronouns other than he/him or she/her. 
It may seem counterintuitive to think of they/them as a singular pronoun. We’ve been conditioned by the English language to use they to refer to a group of more than one individual. And yet, we know that the English language is always changing. TIME states that the Washington Post copy desk began to allow for the singular they in 2015. In 2019, Merriam-Webster added an entry for the singular they in their dictionary, where they mention the history of the use of the singular they while also describing the importance and rise in popularity of using they/them as a nonbinary pronoun. In 2020, the American Dialect Society named the singular they as the word of the decade. We’re beginning to see that the English language is shifting to include individuals who are not cisgender, and the conversation on pronouns in the workplace should follow suit. 
Now that you understand the background of pronoun usage, you can start thinking about what this means for your workplace and employees. Using someone’s gender pronouns shows respect for their identity, increases workplace well-being, and may improve retention. There are likely current or future employees in your workplace who would feel more seen and accepted by creating a safe space for these discussions.
So what are the best ways to create a safe workplace with pronouns? Here are some tips on how to start using them in your workplace:
Start introducing yourself with your own pronouns.
The Trevor Project noted that one way to be an LGBTQ ally is to introduce yourself with your pronouns. This is true regardless of whether you’re trans, nonbinary, or cisgender. This is a small adjustment that can make a huge impact on new employees, candidates in an interview setting, or even with long-standing employees. It’s best to keep it simple, too. For example, “I’m Jane Smith, I’m the HR Director, and my pronouns are she/her/hers.” While no one should be forced to share their pronouns, it creates the space for anyone to follow suit if they wish.
During an introduction, you could say, “Tell me your name, role, and pronouns if you’re comfortable.” You should never assume someone’s pronouns, and this method ensures that every employee gets a chance to share. A manager leading this introduction first shows employees that they are in a safe space where they can be themselves at work. It may seem inconsequential at first, but it can make or break how an employee feels about their company or workplace culture. 
Incorporate pronouns into workplace communications
Another way to begin integrating pronoun usage is by including it in your email signature. You can also include it on your workplace IM platform profile, or even on your LinkedIn profile. In 2021, LinkedIn added the ability to list your pronouns after noticing that users were adding it in their bio or profile headline. Here are some instructions for adding your pronouns to your LinkedIn profile:

Log into LinkedIn and select “Edit Intro.”
Find the dropdown menu for “Pronouns.”

These options may seem simple. But they can make a big difference in how an employee or candidate views your company culture. When a new employee or candidate notices pronouns in your email signature or LinkedIn profile, they may feel a sense of relief or welcoming that other companies may not offer. This can also create awareness internally and externally and inspire other employees to join in. 
If you want to take it a step further, consider having a conversation about pronouns with your team. Although integrating pronouns is great for welcoming new hires, it begs a larger discussion for current employees as well. Again, no one can or should be forced to share their pronouns. But you can do your best to create a space where others feel comfortable sharing.

Creating a safe workplace with pronouns can be new to some people. But these small efforts foster a safe and welcoming workplace for everyone. It’s a great way to ensure employees can feel seen, heard, and accepted for who they are. We hope these tips can help you start the important conversation about pronouns in your workplace.

### Top Employee Benefits Survey Questions to Ask

When it comes to employee benefits, there’s a seemingly never-ending list of perks your company can offer. Aside from the standard health, dental, and vision offerings, some companies go the extra mile to please employees with paid sabbaticals, wellness incentives, and student loan debt repayment. But how do you know what your employees actually want? That's where employee benefits survey questions comes in. 

Sending out a short workplace benefits survey will help you get a pulse on what your employees value and where additional benefits could add value. To get you started, here is an example template with the top employee benefits survey questions you should be asking: 

Let's take a closer look at some of these employee benefits survey questions:
Demographics
Start by collecting information on employee demographics (age, gender, etc.) that will help you drill down into the results later. 
Medical Enrollment
Get a feel for which employees are or are not currently enrolled in your medical coverage.
Dental
You can also ask employee benefits survey questions to help you gauge their understanding of your current offerings with questions like, “How many complimentary dental cleanings are you permitted per year under our plan?” Employee responses could help you understand what areas of your plan you need to educate employees on.
Life Insurance
Here you can get a vibe of what percentage of your company invests in life insurance outside of your company-sponsored plan (if applicable), or you can see how many employees could stand to benefit from you offering the insurance.
Financial Wellness
Get a sense of how savvy your employees are with money. If a lot of your younger employees report they have student loans, consider offering a student loan or tuition reimbursement benefit, to help alleviate the burden of continuing their education. Additionally, if your employees seem to be stressed when it comes to saving money, you might want to introduce an ongoing financial wellness education series or educate employees on your 401(k) match program.
Family Planning
There are a myriad of family-related benefits your company could offer employees. From fertility treatments to parental leave, your company could help parents afford the treatments they need and help subsidize care once the child is born.
External Stressors
Remember, the average employee probably isn’t as knowledgeable about voluntary benefits as you and your team are, so sometimes asking straightforward questions like the ones above will only get so far. Try asking a few open-ended questions like, “What stresses you outside of work?” to get more insight around what benefits can help give your employees peace of mind both inside and outside of the office.

A strong benefits package is a key factor in recruiting and retaining top talent. Customizing your offerings based on the answers to these employee benefits survey questions will ensure that your selections strike a chord with your workforce and have the largest impact on their lives.

### The Role of HR in the Media & Advertising Industry

The media and advertising industries are often not an easy place to work for human resources professionals. These roles have to deal with a myriad of challenges from high turnover and burnout to pivoting to remote or hybrid work.

But HR teams at media and advertising agencies are sitting in a great place to affect real change when it comes to company culture, recruiting, benefits, and more.
So, what is the role and importance of HR in media and advertising these days? Let’s explore.
Reducing Turnover
Ad & media agencies, and agencies in general, have some of the highest turnover rates of any industry. This is often attributed to long working hours, high expectations, lack of work-life balance, and stress. Alternatively, employees are often drawn away by offers too good to refuse from other agencies, in-house teams, or even the decision to go completely freelance. So HR at these companies has put an increased emphasis in recent years on reducing turnover. This often comes in the form of offering better benefits, increasing employee development and learning programs, putting a new focus on competitive compensation, and encouraging a better work-life balance.
Decreasing Burnout & Supporting Mental Health
According to Erin Riley, President, TBWAChiatDay LA in Digiday, “Burnout is lethal for curiosity and creativity, our lifeblood, so we knew we had to provide some structure around recharging and renewing.” Since implementing a Summer Friday program, her agency has seen an increase in productivity and creativity and improved employee mental health. And her company isn’t alone. HR teams at advertising and media agencies across the country are increasing their efforts to improve mental health and decrease burnout.
Handling Project Work vs. Ongoing Projects
The advertising and media agencies have seen a shift in the type of work they’re getting over the past few years. As more and more companies build in-house creative teams, agencies have found themselves dealing more with individual projects for clients versus building longer term relationships or becoming an Agency of Record. This has been a challenge for HR and talent teams because it means that work ebbs and flows more than usual—with incredibly busy times followed by lulls in work. HR at media companies has turned to hiring freelancers more often, which can change the company culture. It also means that talent acquisition teams have to be more careful when planning headcount, so that employees aren’t either underwater or bored and in order to avoid layoffs during quieter times.
Attracting The Right Talent
Attracting top talent is a priority for companies in all industries, but this is especially true in the uber-competitive advertising and media space. When an all-star comes along in the industry, other companies notice, too. So outside of the basic recruitment tactics (offering the right benefits, competitive compensation, opportunities for growth, etc), HR folks in media and advertising have to get creative. We’ve seen an increase in talent acquisition professionals turning toward social media (particularly TikTok) to attract and recruit the best young talent.
Building Trust
Advertising and media agencies can be cutthroat and highly competitive. These atmospheres can often lead to the development of toxic company cultures. To combat this (and the industry’s reputation for it), more agencies are focusing on building trust with their employees. Many companies are putting an increased focus on diversity, equity, and inclusion, while others are tackling issues like cyberbullying head on with anonymous reporting solutions.

Want to learn more about how to help employees at your agency improve their mental health? Check out HR’s Guide to Supporting Employee Mental Health.

### 3 Tips for Improving the Manager-Employee Relationship

A company is a holistic ecosystem—and the relationship between a manager and their employees is one of the most critical to operating a smooth, successful business.
So, what do managers need to do in order to have effective, high-performing teams? 
In case you’re not sure, here are 3 tips:
Help Employees Prioritize
One of a manager’s main roles is helping their employees prioritize, and we often talk about prioritization in terms of a list of priorities. But the origin of the word ‘priority’ is singular. When everything is a priority, nothing is. 
When thinking about prioritization as a manager, ask yourself: “What is our rally cry? What is our singular focus that we can all get behind to create that clarity and alignment for what the business needs?” 
When you have that clear North Star, you can spend the additional time and energy usually spent on ticking off tasks to work on things like having career growth conversations. 
When interacting with employees, managers should discuss what’s on the plates of their directs. Help them focus, prioritize, and, most importantly, deprioritze. Think about what doesn't align with that rally cry. Managers can, and should, be that tiebreaker to help create that separation between what is a priority and what isn’t.
Ask for Feedback
Check in with your employees and ask how they’re feeling about the business or current project they’re working on, determining if there are any roadblocks or challenges you can help with. This can be done directly through conducting one-on-one meetings or implementing engagement surveys. 
Connecting with your employees on a deeper level and getting their feedback on company processes creates an environment of inclusion and belonging. Allowing them to participate in making important business decisions gives them a sense of ownership in their work.
Lead by Example
Perhaps the most important way to make sure your employees are happy, healthy, and likely to stay at your company is to just be flexible and honest. Make sure your employees know that they don’t always have to be available, that they can take time off, and that their personal lives are valued. But HR and managers have to lead by example. This means signing off at a normal hour, taking PTO, not emailing on weekends, taking breaks during the day, being honest about appointments/leaving early, and just bringing your real, authentic self to work every day.

How else can managers build strong relationships with their direct reports throughout the entire employee lifecycle? Find out in our latest eBook.

### How to Deliver Effective Feedback in One-on-One Meetings

Feedback plays a critical part in employee engagement, performance, and ultimately, retention. In fact, companies that invest in regular employee feedback have almost 15 percent lower turnover rates than ones that don’t.

So how can managers give employees effective feedback, and vice versa? We joined 15Five, Blueboard, and Pyn last week to share some tips.
In case you missed the webinar, here are our top takeaways:
Treat Manager-Employee Relationships As Partnerships
The key to building a strong manager-employee relationship is treating it as a partnership. Of course, managers oversee their direct reports and assign them tasks and projects, but delivering and receiving feedback should be a two-way street. Being open to “upwards feedback” helps managers lay down a foundation of trust, support, and respect on their team. Treating these relationships as partnerships also makes employees more receptive to feedback–especially if it’s negative.
Make One-on-Ones a Safe Space
Employees are more likely to receive feedback well and give managers “upwards feedback” during one-on-ones if they feel like it’s a safe space. Managers should remember that these meetings are for employees, too, and encourage them to share what’s on their mind. To give them the opportunity to do so, consider kicking off these calls by asking employees how they’re doing and if there is anything in particular they’d like to talk about. Whether it’s a deadline they may need pushed back or a roadblock they’re encountering, employees will feel more comfortable opening up if they know that one-on-ones are a confidential, safe space.
Remember That Employees Are People, Too
It’s easy to get into our own heads when giving feedback to employees. But one of the most important things you can do, especially when giving constructive feedback, is remember that your employees are human, too. The idea that “employees shouldn’t take feedback personally” shouldn’t be the mindset, because, well, feedback is personal. Take it as an opportunity to show compassion as a manager, and if an employee shows emotion, take a moment to be caring and empathetic. Consider giving the feedback, offering them time to digest it, and then meeting again when they feel more ready to speak. When giving feedback, also ensure that it is timely and uses concrete examples and context.
Be You
Look, we can give you advice all day on how to give feedback, but you know yourself and your direct reports better than anyone else. So remember: deliver feedback the way you think you should, not the way someone may tell you to. For example, the way your boss gives you feedback shouldn’t dictate the way you give your direct reports feedback. Take into consideration your personality and the personalities of your employees and offer feedback in a way that feels genuine. It will hit home more smoothly in this way.
Have a Personal Board of Directors
Companies have Boards of Directors for a reason; they help keep checks and balances, offer advice, and overall be a sounding board for company leadership. You can implement this idea in your own life, too. Have someone (or even better, a group of people) who you can discuss feedback opportunities with (whether it be feedback you’re given or feedback you’ve received). While bosses and coworkers can be great for this, it’s even better if your “person” is outside the company, so you can also feel safe sharing with them.

Looking for more ways to strengthen the manager-employee relationships at your company? Download our latest ebook, Tips, Tricks & Strategies for Strengthening the Manager-Employee Relationship.

### HR Guide to Pregnancy and Reasonable Accommodation

It’s not easy being an expectant mother and working full-time. Having to take time off for prenatal care, physical changes, and fatigue can all affect a pregnant woman’s ability to work. Still, many work far into their pregnancies with great success thanks to the help and understanding of their employers. While many companies try to make expectant mothers more comfortable at work, pregnancy discrimination is still rampant in the modern workplace. In fact, 23% of mothers have contemplated leaving their employment due to lack of reasonable accommodation or fear of discrimination during pregnancy.

While the Pregnancy Discrimination Act (PDA), Pregnant Workers Fairness Act (PWFA), and a few other federal laws protect pregnant women in the workplace, there’s still some gray area around how far businesses have to go to offer compliant benefits that support reasonable accommodation for pregnancy. Here’s your guide to navigating pregnancy accommodation in the workplace.
The Pregnancy Discrimination Act
The PDA prohibits employers with more than 15 employees from discriminating against women based on a past, current, or future pregnancy or medical condition caused by pregnancy or childbirth. 
Employers cannot refuse to hire, demote, terminate, or retaliate against an individual due to pregnancy, even if the employer believes the decision is in the employee’s best interest. 
Instead, employers must provide pregnant employees with the same reasonable accommodations, such as leave benefits or modified job responsibilities, that are extended to employees “similar in ability or inability to work.” However, if a company does not provide special accommodations for other workers, they are not obliged to do so for pregnant employees.
Pregnant Workers Fairness Act
The PWFA protects any employee who works for a covered employer—private and public sector employers with at least 15 employees, Congress, federal agencies, employment agencies, and labor organizations—from discrimination or retaliation based on a need for reasonable accommodation (i.e. limitations related to pregnancy, childbirth, or related medical conditions). Ultimately, the PWFA was created to protect employees from gaps in the PDA, ADA, and FMLA guidelines. For example, unlike FMLA, PWFA does not have a wait period or hours worked requirements for eligibility.
Unpaid Leave
While many pregnant employees choose to work far into their pregnancy, they may be entitled to unpaid leave should they become unable to work. If employers allow other injured or sick employees to take an unpaid leave of absence, they are legally required to offer an equivalent pregnant accommodation. 
While employers are not permitted to force employees to go on leave (or deny them from returning early), they can require a physician’s note to confirm their inability to work.
Examples of Reasonable Accommodation for Pregnant Workers
In addition to providing leave, employers must provide reasonable accommodation for pregnancy. “Reasonable accommodation” typically involves making necessary adjustments in the workplace to ensure that pregnant employees can continue to perform their job duties safely and effectively. Protected by law, an employer who is requested to provide reasonable accommodation must:

Proactively engage in communication with the requesting employee, such as asking questions about their needs, understanding the accommodation requested, and considering their feedback.
Provide an accommodation that is comparable to the request made.

Additionally, employers have the right to request medical documentation from the employee’s healthcare provider to confirm the need for reasonable accommodation.
Some examples of reasonable accommodation for pregnancy include: 

Permitting an employee to sit during their shift
Reducing physical responsibilities, otherwise known as “light duty,” such as limiting heavy lifting and/or temporarily reassigning them to other tasks
Allowing an employee to telecommute
Providing lactation areas for breastfeeding and pumping mothers
Adjusting schedules to accommodate doctor appointments and medical leave

Is Pregnancy a Disability?
While pregnancy is not considered a disability, certain pregnancy-induced health conditions may be covered under the Americans With Disabilities Act (ADA). In 2008, the ADA Amendments Act (ADAAA) broadened the definition of “disability” to include an individual who:

Has a physical or mental condition that substantially limits at least one major life activity, like walking, talking, seeing, hearing, etc.
Has a history of disability, like cancer in remission
Is regarded as having a disability

Some pregnancy-related health issues covered under the ADA include carpal tunnel syndrome, gestational diabetes, sciatica, and preeclampsia. If a  pregnancy-related health issue is covered, the affected individual is entitled to reasonable accommodation for pregnancy, such as job modification or leave, under the ADA. An exception is made only if a pregnancy accommodation would cause a company “undue hardship,” or significant difficulty or financial burden.
High-Risk Pregnancy
High-risk pregnancy refers to a pregnant mother and her fetus facing higher-than-normal odds of experiencing complications. 
There are many degrees of what is considered high-risk pregnancy, but some risks include pre-existing medical conditions (i.e. cancer, diabetes, autoimmune diseases), fetal risks (i.e. birth defects, genetic or chromosomal abnormalities), and pregnancy-related factors, such as history of pregnancy loss, preeclampsia, placental complications, and carrying multiples (i.e. twins, triplets). 
High-risk pregnancies are likely to require reasonable accommodation.
Pregnancy and the Family and Medical Leave Act (FMLA)
If a pregnant employee has worked at a company with over 50 employees for at least a year, they may be entitled to up to 12 weeks of unpaid, job-protected leave under the Family and Medical Leave Act (FMLA). FMLA leave covers a work absence due to prenatal care, incapacity due to pregnancy, and to treat pregnancy-related health issues following the birth of a child. As long as an employee gives their employer reasonable notice of an absence, they may take leave intermittently, slowly over time to reduce hours, or all at once.
Breastfeeding Laws at Work
Expressing breastmilk, or pumping, at work is protected under a few different laws. Lactation is viewed as a medical condition related to pregnancy under the PDA, so employers cannot discriminate against an employee expressing breast milk during the workday.
Additionally, nursing mothers are also protected under the Fair Labor Standards Act (FLSA), which requires employers to allow workers reasonable break time during their shift to express breast milk for up to one year after giving birth. 
Employers are not required to compensate employees for this time, but they must provide breastfeeding employees with a private place, other than a bathroom, where they may express breast milk. Should these requirements give a small business undue hardship, employers with less than 50 employees may be excused from these obligations.
State Pregnancy Laws
Because there’s still some gray area around federal laws applying to pregnant workers, many states have passed their own anti-discrimination laws. Over 31 states, Washington D.C., and four cities have their own laws requiring employers to accommodate pregnant women in the workplace. 
More than half of all U.S. states have their own laws protecting breastfeeding workers. New York City passed its own law requiring private lactation rooms to be outfitted with a refrigerator, counter or table, and electrical outlet. Make sure you stay current with local, state, and federal laws so your company can support employees and remain compliant.
Even with all these laws, there’s still uncertainty around how far employers have to go to provide reasonable accommodation for pregnancy. Aside from informing employees of their options, employers should aspire to go above and beyond the legal requirements to help pregnant employees continue to work. This way, your company can avoid costly litigation and, more importantly, show employees that you care.
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Don’t have any policies on reasonable accommodations for pregnancy or temporarily disabled employees? Download our Guide to Company Policies for tips on how to draft your own and build a better work environment.

### 4 Steps to Build an Effective Training & Development Program

With the evolving demands of next-gen talent, investing in comprehensive employee training programs and HR development strategy is vital for workforce skills enhancement. As the baby boomer generation moves toward retirement––taking years of valuable expertise with them––millennials and Gen Z are quickly becoming the dominant groups in the workforce. In fact, the two generations make up 46 percent of the US workforce. As the talent market grows increasingly competitive, businesses are scrambling to encourage retention and remediate the effects of high turnover.



The solution lies in creating a robust and effective knowledge management strategy to capture, curate, and share valuable internal knowledge. An effective training and development process can help employees feel confident and competent in their roles, which drives increased employee engagement and retention.

Use these four steps to guide your knowledge management strategy and help you develop and retain your most valuable employees:
1. Skills Gap Analysis
Before getting started, it’s crucial to identify key areas that need attention. A skills gap analysis will help you identify what’s missing from the skillset your employees currently bring to the table. Use the following table to help guide your skills gap analysis:



Without accurate insight, a training and development program will fail to effectively address employee needs. Survey your employees to learn about their existing skills, make a note of anything they want to learn, and identify potential ways to help them improve performance to feel more confident in their role.

Conducting a thorough skills gap analysis in HR is the first step towards developing a robust employee training program. Benchmark your current standards against your industry, and identify any skills that are lacking within your workforce.
2. Set Objectives & Define Your Strategy
Setting clear and measurable goals will help ensure the success of your training and development program. For example, if the objective is to see an improvement in employee performance, you might measure team efficiency before and after individuals learn how to use a new set of tools.  You should define measurable training outcomes to align your HR development strategy with business goals

Once you understand your skill gap and your objectives, you can decide on a strategy for implementing your training and development program. Consider the following questions to help you craft a thoughtful approach. Do you have the skills to deliver training in-house, or do you need to bring on an agency to lead the trainings? Will your workforce benefit more from classroom-style or workshop-style training? Is the skill gap best filled by internal seminars, or should you send your employees to industry conferences? Will your training be skills-based, management, or both?
3. Invest in the Right Resources
Once you have a plan in place, identify the resources you need to effectively deliver the training. Of course you need competent instructors to lead the trainings, but having a strong learning culture with suitable technology is essential.

Selecting the right resources is essential for employee competency improvement and achieving desired HR training metrics. Make an inventory of all the resources you currently have, and the resources you might need for your program. This list might include:

 	Technology, such as learning platforms or knowledge bases
 	Trainers, coaches, mentors, or teachers
 	Training materials (i.e.. workbooks, videos, or websites)

Your strategy should guide your resource selection––an agency may provide their own materials, whereas an in-house program may require custom training materials.
4. Test, Measure, and Repeat
Once you solidify your training and development strategy, consider running a test launch. Choose a subset of high performers to pilot the new program and see how it works in practice. This approach allows you to collect valuable feedback and help you identify any potential pitfalls before implementing it company-wide.

There is a wide range of HR metrics, so you’ll want to use the objectives you set in step two to measure the program’s success over time. For example, you might track improvements in employee performance, time to complete a project, or number of new clients acquired.

As you develop the program, continue to collect employee feedback and evolve the program for optimal success. To ensure effective workforce training, continuously assess and refine your approach based on HR knowledge management principles.



Every workplace is different and there are many ways to approach creating a new training and development process. Make sure to factor in the unique needs of your workforce to ensure the program’s success. The benefits of implementing an employee training and development program go far beyond improved employee productivity, and you’ll see how an investment in your people builds employee loyalty and engagement.

### 6 Workforce Planning Tips for New Managers and Leaders

Operations and leadership teams use workforce planning to identify and address gaps between the workforce of today and the needs of tomorrow. 

While this systematic process is common at most businesses, the most cutting-edge organizations are getting their people managers and leaders involved and taking a “bottom-up” approach.You might be feeling a bit overwhelmed if you're a new manager, but have no fear—these feelings are completely normal, and you're not alone. Below, we'll share expert workforce planning tips to help you understand your role in workforce planning and get the most out of the process.   
DO: Get Lots of Input
Start with your team. If you manage people, functions or processes, you should start with a simple needs analysis with your team members. Ask your direct reports these questions: 

What do you want to do less of?
What do you want to do more of?
What do you want to create that doesn’t exist today?
What do you want to completely eliminate?

Getting early input ensures that you aren’t burning yourself out and can maintain energy for strategic workforce planning decision-making when the time comes.
DON’T: Make Decisions by Committee
While it’s crucial to get input, it’s even more important to ensure that you are driving recommendations to your finance team and beyond. You can use the Darci Method to provide role clarity to employees and business leaders from whom you will solicit for information and opinions.
Consider who would best play each of these roles:

D: Decider of final decision  
A: Accountable for decision
R: Responsible for decision
C: Consulted on decision
I: Informed of decision

DO: Ask for Everything You Need
As you put together your list of asks, ensure that you’re covering all the things you and your team will need to succeed. The list should include budget and resources for headcount, technology, training and development, employee engagement, results-based salary increases, bonuses and promotions.
DON’T: Just Think in Terms of Adding Headcount
Money talks. People are your most expensive asset. Utilize those assets well and think about a workforce plan that leverages existing talent more effectively. For example, if it’s going to cost $100k to add two new members to your team because work is going to double, can $30k of that go to efficiency gains through technology and $15k go towards productivity-oriented variable pay instead to achieve the same goal? It’s definitely worth doing the math.
DO: Trust Your Instinct, but... 
DON’T: Rely on Instinct to Get Buy In
You know your team better than anyone, but you also need compelling evidence. Numbers beget numbers. Bring data that confirms what you know to be true.
Remember, you’re not going to have hard metrics for everything. Metrics, units, and productivity tracking are helpful, but don’t feel lost if you don’t have that all figured out. Qualitative data, also known as experiential data or observational data, can be a critical input. Useful qualitative data could come from insights gained after conducting “stay interviews.” In these interviews, you acquired insights on what gets employees to stick as well as what’s keeping them from becoming more productive. You could use this input to bolster your case when asking for more resources.
Even if you work in a culture where people value “hard” (quantitative) data over “soft” (qualitative) data, you might be surprised at how far you can get by shifting “I’ve noticed…” to “the observational data shows.”

This post originally appeared on Payscale.

### The Importance of Human Resource Risk Management

Maximizing Business Efficiency: Effective HR Risk Management Strategies
From recruiting top talent to focusing on employee retention, HR teams have a ton on their plate. But out of all of their priorities, HR risk management might be one of the most challenging. In today’s rapidly evolving workplace, understanding and implementing effective HR compliance and proactive HR risk planning is more crucial than ever for business owners.

When COVID-19 hit and employees started to work remotely, companies had no choice but to shift their HR risk management strategies. Now, as we head further into 2022, HR teams will have to be on their toes in order to handle any new challenges that come their way.
These insights into HR risk management strategies not only cover the challenges but also provide solutions for businesses seeking robust HR risk planning. Let's discuss why risk management is important to HR, and how can you optimize your strategy going forward?
What is HR Risk Management?
Key Components of HR Risk Mitigation
In the world of HR, compliance covers a lot of ground. Staying compliant means classifying employees properly, paying them on time, and providing them with the right workplace training. But another important aspect of staying compliant is mitigating and handling issues that involve employees. That’s where HR risk management comes in.
The purpose of HR risk management is to identify potential employee-related human resources risks before they happen. Whether it involves employee behavior or ineffective management styles, HR risk management helps HR teams proactively think of potential scenarios and their outcomes. Doing so enables them to avoid certain issues in the future and tackle any problems that do occur head on. HR risk management strategies range from creating and communicating clear company policies, educating managers about how to handle certain situations, and using HR compliance software.
The Relationship Between HR Management and Risk Management
Integrating Employee Risk Management in HR Practices
HR management and risk management go hand in hand. In order to manage HR across your organization effectively, you need to be able to prepare for employee-related human resources risks and properly handle any problems that come your way. HR management also has a direct impact on HR risk management because the more satisfied your employees are, the less likely they will be to have issues.
Of course, HR professionals need to have strong leadership, communication, and training skills, but they also need to be proactive, strategic, and skilled in conflict management. Having a combination of these HR management and risk management skills enables teams to identify potential issues ahead of time, implement plans that help avoid them, and establish protocol in case any of them do happen to de-escalate them.
Areas of Risk Management
From new hires to executive leaders, human resources risks can involve employees at any level of an organization, at any point of the employee lifecycle. 
Here are some areas that should be covered in your HR risk management plan:
Hiring Process
To tackle HR risk management from the ground up, the first area you should hone in on is the hiring process. Since it’s illegal and unethical, discrimination during the hiring process is a huge HR risk. Candidates could be discriminated against based on their age, gender, race, ethnicity, religion, or disability. Recruiters may even be unaware that they are discriminating against a candidate if they have an unconscious bias. Properly training your recruiters and hiring managers as part of your HR risk management plan will help prevent any kind of discrimination from occurring during the hiring process. Your plan should also define repercussions for anyone who violates your discrimination policy. 
Employee Management
Ineffective management styles are a common cause of employee-related issues. In fact, 84 percent of employees say poorly trained managers create a lot of unnecessary work and stress for them. Whether it’s being unrealistic with deadlines, not communicating clearly, or not supporting direct reports properly, issues caused by managers can lead to disagreements between them and their employees, a hostile work environment, and ultimately, turnover.
To prevent this HR risk, your company should frequently train managers on management best practices and check in with their direct reports. All of this should be well documented in your HR risk management plan to prevent problems, along with the protocol to follow in case an issue between a manager and their direct report does emerge. 
Employee Behaviors
In addition to preparing for the potential human resources risks involving managers’ behaviors, it’s critical to do the same for employees’. For example, what should your HR team and managers do if employees are struggling to work in a team setting, disagreeing in a hostile way, or experiencing harassment? 
Clearly defining behavior expectations, core values, and company policies, such as anti-harassment and anti-discrimination, in your employee handbook and onboarding sessions will help you avoid this HR risk from day one. Checking in with employees will also help uncover any problems between coworkers that you weren't aware of. These steps should be outlined in your HR risk management plan, along with how your HR team and managers should handle potential situations.
Exiting Employees
When employees leave your organization, there are a lot of loose ends that need to be tied up in order to avoid any HR risk. From collecting their work equipment to changing company passwords, HR teams need to make sure that exiting employees no longer have access to technology, portals, and resources. If this protocol is not clearly detailed in your HR risk management plan, your company may be at risk of employees having access to sensitive information once they leave. Conducting exit interviews also helps HR teams identify any potential issues that they were not already aware of and improve their HR risk management strategy. For instance, an employee who is leaving may reveal during an exit interview that there are some problems with the management style on their team or a particular coworker. 
HR Risk Management Strategy
When revamping your HR risk management strategy, you should analyze your current processes and identify areas of improvement. Using an HR Risk Mitigation Checklist can be helpful to make sure that you’re covering all potential issues.
In order to be successful, your HR risk management strategy should incorporate the right training, resources, and technology. When new hires start onboarding, you should introduce them to your company policies and expectations. Doing this right away and continuing to train them throughout the employee lifecycle is the most effective way to reduce risk in the workplace.
However, even with the most proactive HR risk management strategy, issues are bound to happen once in a while. That’s why it’s critical to give everyone at your company the opportunity to come forward with problems so that you can de-escalate them before they get worse. Consider hosting office hours for managers and employees to come talk to your HR team about work-related problems. Since 70 percent of employees who experience or witness harassment in the workplace never report it, consider evaluating compliance management solutions to find one that has an anonymous reporting platform.
Stay ahead in HR management best practices with our comprehensive guide and tools on HR risk analysis and policy development. Discover how Namely’s HR compliance software can be a game-changer in managing HR risks effectively.

Find Out More About HR Risk Management and Compliance
Looking ahead, HR risk management will–and should–continue to be a top priority for HR teams. Find out how Namely’s HR compliance software can help you stay compliant and tackle risk head on.

### How to Take the Headache Out of New Hire Paperwork

While you can’t always help new hires avoid first-day jitters, there are steps you can take to ensure that their first few days are smooth sailing. Office tours, free swag, and team lunches are great ways to welcome new faces, but ensuring new employees get paid on time, enroll in benefits, and have a seamless transition to their new role has a larger impact. Unfortunately, while that transition comes with paperwork and filing, don’t fret. We’ve rounded up a list of all the onboarding paperwork you need to collect from your employees to help ease the process.




Employee Personal Information

Personal Information Form
Let’s get personal. Be sure you have your new hire’s Social Security number, date of birth, address, phone number, email, and emergency contact information on file. While you’re at it, you might want a few more helpful snippets, including food allergies, dietary restrictions, and t-shirt size.
Direct Deposit Form
Make payday a breeze by collecting banking information if an employee wants their paycheck deposited into their account.
TIP: If your company uses an HRIS, retrieving the above information can be an entirely paperless process.


Government Forms

Form W-4, Withholding Allowance Certificate

The Form W-4 tells you the preferred amount of federal income tax to be withheld from an employee’s pay.

Form W-9, Request for Taxpayer Identification Number and Certification
Independent contractors that get paid more than $600 per year are required to fill out this form. The Form W-9 collects an employee’s Taxpayer Identification Number (TIN) so you can report earned income to the IRS on a 1099-MISC.
State Tax Withholding Form

Depending on your state, employees may need to fill out a separate state tax withholding form, too.

Form I-9, Employment Eligibility Verification
The I-9 is to verify that a new hire is authorized to work in the U.S.
Register New Employees with Your State
Employers also have to register their new and rehired employees with their local state government. Rules vary, so be sure to check with your state on the necessary onboarding paperwork and deadlines.


Company Employment Agreements

Employee Handbook
Share your employee handbook with new hires so they can read up on your culture, policies, and guidelines. Be sure to have them sign to confirm they have read and understood the entire handbook.
Non-Disclosure Agreement
Keep your corporate secrets safe. A non-disclosure agreement (NDA) helps ensure that your confidential company information can’t be shared with anyone outside of the organization. Should someone have loose lips, an NDA gives you legal recourse if needed.
Employee Invention Agreement
If an employee will be creating products, code, designs or other creative assets, you may want them to sign an employee invention agreement. The agreement gives your organization ownership of any invention created by an employee in the event that he or she leaves the company.
Drug / Alcohol Test Consent Forms
If needed, you can also have employees sign a consent form acknowledging they can be tested for drugs or alcohol at any point of their employment.

Benefits

While reviewing the onboarding paperwork, make sure to highlight the benefits your company offers. These might include:

 	Health insurance
 	Life insurance
 	401K retirement planning
 	Disability insurance
 	PTO/Vacation policies
 	Sick leave policies

Show new hires how they can enroll in or opt out of coverage. It might be helpful to create a downloadable booklet on your company’s intranet so employees can educate themselves on the coverage options.



Once you’ve rounded up the above forms from your newest recruits and helped them enroll in benefits, they can hit the ground running and succeed in their roles.  Have questions about some of the onboarding paperwork we mentioned? Download our Employee Onboarding Toolkit for a deeper dive into compliance and tax forms for new hires.

### The Rise in Boomerang Employees & How To Win Back Talent

Over the past couple of years, we’ve seen numerous talent trends take over—from mass layoffs and The Great Resignation to the YOLO mentality. And we’re seeing yes another take rise: boomerang employees.

In fact, boomerang employees accounted for 4.5 percent of all new hires among companies in 2021, up from 3.9 percent in 2019. 
But what are they? And should your company want them?
Boomerang employees are employees who return to their former employers after leaving (whether it be for school, due to a layoff, for a new opportunity, or to take a break from the workforce completely). 
These employees often come back when they realize the grass isn’t actually greener, due to shift shock, in response to a hiring freeze lift, or simply because they are ready to dive back into a traditional job. 
Boomerang employees can be incredibly valuable to a company. They usually have shorter interview processes, seamless onboarding, and come ready to hit the ground running on day with institutional knowledge and relationships that set them up for success. They already understand expectations of the role and the company culture. They’re also cheaper to hire; employers save between one-third and two-thirds on recruiting costs with boomerang hires.
On top of all of that, they often come back refreshed, renewed, and armed with new skills. 
So how can companies win back these employees? Here are a few tactics:

Exit interviews

When an employee leaves your company, genuinely listen to them. Take their feedback seriously and let them know how you plan to implement it. 

Leave on a good note

When an employee resigns, you might have a lot of emotions from anger to sadness. But instead of lashing out, congratulate them, help them with the transition, and transparently let them know that they’re always welcome back at the organization in the future. 

Invest in mentorship

While top-performing employees are at your company, invest in mentorship and relationship building. That way, if an employee leaves, they are more likely to stay in contact with points of contact at your organization.

Stay in touch

A month or two after the employee leaves, check in with them to see how they are doing. This can be hugely meaningful to the former employee and can give them the opportunity to be honest with you. 

Build an online alumni network

Create a space where former company employees can connect, stay in touch, and hear about what’s happening within the organization. You can also use this space to post about job opportunities that might be a good fit for a boomerang employee. 


Want to learn more about how to keep employees happy before they leave? Download our ebook to get tons of great employee retention tips.

### The Importance of Onboarding in the Hiring Process

From simplifying the application process to making interviews as comfortable as possible, HR professionals spend endless hours trying to perfect the candidate experience. But what happens after new hires sign their offer letters? Ironically, most companies put all of their effort into recruitment and forget to invest in the importance of onboarding.

Here are 5 reasons why it’s crucial to build a successful employee onboarding program:
Make First Impressions Count
New hires aren’t the only ones who should strive to make a good first impression on day one. By understanding the importance of onboarding,  you can make sure new hires feel welcomed as soon as they walk through the door. 
Kick off onboarding by sending an employee to meet new hires when they arrive and give them a tour of your office. This employee can also walk them to their first onboarding session, answer their initial questions, and even tell them about their own first day at your company. To introduce new hires to their coworkers, host a team meeting or lunch and ask your employees to explain each of their roles on the team.
If your employee onboarding program is virtual, you can still make a great first impression. Encourage managers and employees to reach out to new hires on their first day via email, Slack, or a video conferencing tool. Schedule a virtual team lunch or happy hour so that new hires can get to know their teammates—no matter where they’re located. Regardless of whether you onboard new hires online or in person, making them feel welcomed on their first day will set the tone for the rest of their employee experience.
Introduce Employees to Your Company
In addition to introducing new hires to their teammates, it’s also important to introduce them to your company’s mission and culture. During your onboarding training, discuss your company’s core values and how your employees embody them. Describe your Employee Resource Groups, company sports teams, and local community service opportunities and explain how new hires can get involved. Whether you have Bagel Mondays or weekly yoga sessions, mention all of your workplace perks so that new employees can get a feel for your culture right away. 
Meeting a lot of people at once can be overwhelming, so provide your new hires with proper onboarding resources, like a company org chart. To give them insight into every department, invite employees across your organization to introduce themselves during sessions.
Increase Employee Retention
Prioritizing the importance of onboarding new hires effectively increases the chance of transforming them into long-term employees. In fact, a successful onboarding program can boost employee retention by 82 percent. If a new hire doesn’t have a positive onboarding experience, they are twice as likely to search for other job opportunities and leave your company.
Save Time and Money

Since onboarding helps retain employees, you can reduce turnover costs and save time spent on recruiting by building a successful program. On average, it takes employers $4,000 and 24 days to hire a new employee. Therefore, it’s less expensive to invest in onboarding a current employee than it is to find and hire a new one.
Set Employees Up For Success
As important as a new hire’s first week is, it’s critical that you continue to support your employees post-onboarding. When a new hire hits their 90 day mark, have managers sit down with them and reflect on their first 3 months at your company. 
To keep your employees engaged and motivated, require managers to set up weekly 1:1 meetings with their team members and encourage them to give ongoing feedback. Regardless of the department, conduct annual performance reviews and have employees set quarterly goals for themselves.
To help your employees continue to grow after onboarding, provide them with training and development opportunities. Encourage them to attend webinars and local conferences so they can become experts in their field. Create a cross-departmental mentorship program so that employees can make connections with one another, learn new skills, and develop leadership abilities. By frequently giving your employees growth opportunities, you can help them succeed from hire to retire.

Has your company transitioned to a remote workforce due to the COVID-19 pandemic? Check out our recent blog post to learn how to build a successful virtual onboarding program.

### PTO Benefits, Vacation, Sick Leave: What’s the Difference?

PTO benefits are crucial to employees’ mental health and productivity. However, balancing business needs with employees being out of office can be a challenge for some companies—especially on top of staying compliant with federal, state, and local laws.
Navigating PTO policy, paid sick leave guidelines, and vacation time management is vital for HR professionals balancing employee well-being with business requirements.

When designing a time off plan, companies must decide whether to implement separate sick leave and vacation policies, or combine them into a PTO policy. Also, understanding the nuances between unlimited PTO benefits and FMLA compliance is crucial for effective employee time off planning.
To get a better understanding of PTO benefits vs separate policies and what works best for your organization, let’s take a closer look at each option:
Vacation Time
It’s no secret that employees who have time for leisure and rest tend to be happier and more productive. Providing your employees with sufficient vacation time is vital for preventing burnout and retaining quality staff. 

Many employers have a vacation policy in place where time accrues according to seniority. With this policy, employees need to receive approval in advance in order to take time off. When vacation and sick time are pooled separately, they are often accrued separately at different rates. 

In general, vacation time is expected to be used as a respite from work. It is not intended for illnesses or medical emergencies, unless employees have run out of sick time. In many states such as California, vacation time is considered part of employees’ benefits packages. Any unused vacation time must be paid out to employees when they leave the company.
Paid Sick Time
In the post-pandemic workplace, it’s critical for companies to have a strong sick leave policy. Sick time is expected to be used when employees are ill or injured. This means communicating that employees should stay home when they are not feeling well—especially if they have an infectious disease that could be transmitted to coworkers. Plus, your employees will heal faster and produce better quality work if they are given adequate time to recover. 
While there is no federal law requiring companies to provide paid sick leave, several states and jurisdictions require it. Even if your state does not, failing to provide paid sick time can leave employees with no choice but to come to work when they are ill. This can increase the risk of spreading illnesses and diseases, while also negatively impacting employee morale.
Unlike vacation time, unused paid sick leave does not have to be paid out to employees when they leave the company.
Unpaid Sick Time
There are a number of federal laws requiring employers to provide unpaid job-protected leave to employees for medical and family reasons, including the Family and Medical Leave Act (FMLA) and the Americans With Disabilities Act (ADA). Both organizations and their employees should understand the entitlements provided by each of these laws and what that means.
If your company has at least 50 employees, FMLA entitles them to 12 weeks of unpaid leave a year to manage family and medical issues. This includes situations like childbirth, adoption, and caring for a serious medical condition for themselves or a family member. The ADA has extended this to individuals with disabilities and requires employers to provide disabled employees with additional unpaid job-protected leave.
PTO
Many employers have switched to a PTO benefits model that combines paid vacation and sick time into one pool of Paid Time Off (PTO). A PTO policy can be a designated amount of time, unlimited, or accrued.
The time can be used for vacation, illness, doctor’s appointments, jury duty, personal days, or whatever employees need to take time off for. While there is much debate on whether to have a PTO policy versus separate sick and vacation policies, companies are increasingly leaning toward this PTO model to stay competitive in the job market.
What are the advantages of PTO Benefits?
Many HR professionals prefer PTO policies because it only gives them one bank of time off to manage. It also allows companies to have a single consistent policy throughout different states and jurisdictions. Not only does having a PTO policy simplify recordkeeping, but it also reduces unscheduled absences and provides employers with more notice of time off. 
Moreover, employees enjoy the flexibility provided by PTO policies. They don’t need a doctor’s note to come back to work after being sick and they can be honest about needing time for a personal or mental health day.
In the post-pandemic workplace, policies need to address employee mental health benefits and adapt to changing expectations around leave.
What are the disadvantages of PTO?
Since PTO policies combine paid vacation and sick time, employees tend to use more of their time off for vacations—which increases the chances that employees may come to work sick. PTO policies are also unpopular among employees who have ongoing health issues. They essentially lose time off for leisure by using their PTO to take care of themselves.
Leftover PTO doesn’t have to be paid out when employees leave their company unless they are in a jurisdiction where vacation time is legally required to be paid out. In those cases, the entire remaining bank of PTO must be paid to employees, which can be a higher amount than if vacation and sick time are separated. Therefore, it is not uncommon for companies to reduce the total amount of paid time off when moving from a split policy to a PTO policy. 

Developing robust PTO accrual strategies, distinguishing between paid vs unpaid sick time, and maintaining employee leave law awareness are key to a well-rounded HR approach.
In the post-pandemic job market, unlimited PTO policies will become more enticing to candidates seeking flexibility and convenience. To learn how your company can attract top talent by implementing an effective unlimited vacation policy, check out our blog post. 

### Top Namely Features for Todays HR Teams (Ranked by Our CEO)

Today, HR in mid-market organizations is challenged with rapid growth, a competitive hiring market, and learning to manage employees all over the world – just to name a few. And the reality is, many are tasked with navigating the new world of work with a small team and limited resources.



Whether you have an HR team of 1 or more than 5, you need a solution provider that supports your entire operation—no matter what phase your organization is in.

Our CEO, Larry Dunivan, lists the top Namely features built to help People teams simplify HR in an increasingly complex environment.

“We have worked diligently to answer the question, ‘How should an HR platform support organizations as they deal with the challenges faced today?’, and we think we’ve created a powerful product that does exactly that.”
Larry’s 6 Favorite Namely Features
1. Company-Wide Announcements
Keeping employees connected and in the know is more important than ever. Designed to foster engagement with a community look and feel, the news feed is in the center of our core system. At Namely, we use the news feed as the primary vehicle for communicating with employees—and our employees are notified immediately if there’s an organization announcement.

“Anything that is important to me or the company is articulated through a news feed post to the entire employee population. I can quickly flag a post, and it will also be sent out to the company via email.”


2. Employee Recognitions
Another way to bring your team together utilizing the news feed is with Employee Recognitions or Appreciations. You don’t have to wait until a performance review or team meeting to recognize a coworker for a job well done. Use the web or mobile app to show a coworker your appreciation on the news feed for the whole company to see at any time.

“At each of our All Hands meetings, we pull up Appreciations, draw names, and those team members get some type of incentive. It’s a great way to reinforce that we encourage and want people to recognize one another.”


3. All-In-One Employee Profile
The Namely Employee Profile is a single system of record that delivers all core employee information in an easy-to-use format.

“The great thing about the profile is there is a version for the employee, the manager, and the administrator so that no matter your role, you can find the information you need about an employee easily.”

For example, using the Employee Profile:

 	An employee can change banking information and view pay stubs or tax documents
 	A manager can view time off summaries and past performance reviews
 	An administrator can view the employee’s skills and experience and compensation history


4. Proactive Onboarding Workflows
As much as having a great core system of record is important, how you drive information to that system of record is equally important. Namely’s Onboarding workflows can be integrated with your Applicant Tracking System and triggered before a new hire’s start date.

Using templates, the employee onboarding process flows are configured for the various requirements you have. For example, we have one specifically for hiring in the state of California which differs from onboarding an employee in a different state.

“When I joined Namely 3 years ago, I was able to provide all the necessary information and even complete my benefits enrollment in advance of my first day of work—which is very powerful.”

5. Intuitive Benefits Enrollment

“We’re very proud of our user experience—benefits enrollment in particular. Throughout the process I can see a perfect view of the medical plans available, who’s covered, summary of the plan benefits, and what my deductions are.”

This format creates flexibility for your company’s unique benefits program and also enables you to empower employees to self-serve when it comes to open enrollment.


6. Real-Time HR Analytics
“When I think about all the work you’re trying to do as mid-market companies, reporting and analytics are a big deal. And the most important thing about reporting and analytics is the ease of which that is accessible to you.”

This is why we have built a series of templated analytics tools in specific domains of HR. With dashboards on Headcount, Average Tenure, and Diversity, Namely provides you with actionable data in seconds.

“Oftentimes, strategic issues like diversity get dropped into the lap of HR. With this data you can engage leadership to partner with you in driving these initiatives.”





We’re just getting started! Whether you’re managing a newly remote team or looking to eliminate manual processes as you grow, we have a personalized solution for you. To learn more about how Namely can help drive your HR processes, request a call for a demo.

### Your Guide to How Direct Deposit Works

When was the last time you waited in line to cash a paycheck? American workers have spoken, and the preferred way to be paid is through direct deposit. Let’s dive into how Direct Deposit works, its alternatives, and the federal and local compliance considerations you’ll need to make as an employer.




How Direct Deposit Works
Direct deposit is an electronic form of payment that allows employees’ wages to be automatically deposited straight into the checking or savings account of their choosing. Behind the scenes, a complex network called Automated Clearing House (ACH) makes it all possible. Last year, nearly 25 billion transactions were processed through ACH, moving around over $43 trillion in total. There are a lot of moving parts involved in the process, but here’s a stripped-down overview of how ACH works:

 	An employer submits employee payment information to its financial institution, which then subsequently batches it with other payments for processing at regular intervals throughout the day.
 	The batch is transmitted by the bank and received by an ACH Operator, which serves as an intermediary and validates and sorts the payments.
 	The sorted payments are sent to their destination bank, who then makes the funds available to the respective individuals on payday.

While that seems straightforward, a lot can go wrong without the direction of a seasoned finance team or payroll provider. You can learn how to spot and remedy these errors by reading our guide here.
Also note that direct deposit isn’t a free service. Initial setup fees for employers can range from $50 to $150, depending on the size of your company and the bank it uses. Employers are also charged for every direct deposit transaction—on average, about $1.50 per employee. If you’re in the process of evaluating payroll providers, be sure to ask whether they take on these fees for you (which is becoming the industry standard).
The Competition: Paycards
Direct deposit has emerged as the country’s most popular payment method. A report from the American Payroll Association found that more than 93% of employees opted to receive wages straight into their bank account through direct deposit. Employers are fans too, as paycheck printing can be an expensive proposition. Boston University found that its recent push to move away from traditional checks saved it nearly $50,000 per year, not to mention over 3,000 pounds of paper.
Even though direct deposit remains the most common way to pay employees, it faces growing competition from a scrappy up-and-comer: paycards. These physical, plastic cards work a lot like regular debit cards. On payday, funds are transferred onto the cards and employees can either use them to make transactions directly, or withdraw cash from them at an ATM.
So is direct deposit’s moment in the sun finally over? Likely not, in part due to the number of very public controversies surrounding paycards. Due to the hidden fees some providers charge for withdrawals and paper statements, employees could spend up to $50 a month just to access their earnings. While paycard vendors have lowered their fees in response to a high profile New York Times exposé, that hasn’t stopped some lawmakers from labeling paycards as a form of “wage theft” and in-turn passing legislation regulating their use.
Consider State and Local Compliance
Direct deposit, with all of its advantages over paper checks and paycards, might seem like the most logical way to go. While that may be obvious to you, your company can’t necessarily make the call on workers’ behalf.
At the federal level, employers are allowed to require direct deposit adoption, as long as employees have the right to choose their own bank account. If you do require employees to use the same financial institution as your business (in an effort to save on direct deposit fees), only then must you offer alternative payment methods.
That’s the federal requirement, but many states and cities have laws going beyond this. In New York, for example, employers must offer cash or physical checks in addition to direct deposit. The same goes for California, and you’ll also need the employee’s written consent before enrolling them in direct deposit. Check with your state labor department to confirm the wage payment rules for your jurisdiction.
Here’s a rule of thumb that can help you navigate direct deposit laws, how direct deposit works, and HR compliance in general: when federal and local laws contradict, the provisions most generous to employees apply.



Employees love a payday. Getting paid on time, every time is anyone’s minimum expectation of an employer. But behind the scenes, there’s a lot that needs to happen in order for money to make its way from point A to B. Direct deposit doesn’t happen with the click of a button; it’s a jargon-laden process, involving “batch files” and intimidating acronyms like “ODFI.” Simply put, there’s a reason why payroll processing day isn’t something we look forward to in HR.
It doesn’t have to be that way. Namely processes over $7 billion in annual payroll, most of it via direct deposit. If you want to see how our technology and service can make you love payday again, schedule a call.


For more information on how direct deposit works, payment methods, and payroll in general, take a look at our comprehensive Payroll Guide.

### 5 Key California HR Compliance Challenges

Being in HR in California may be the hardest place in the country to be an HR professional. The HR Certification Institute goes as far as to even offer a separate credential, the PHRca, just for HR in California. No other state has that honor—so what’s special about California HR laws?


For business owners and HR professionals alike, understanding and adhering to California's complex employment laws is a formidable challenge. Known for its stringent labor standards, California sets a unique stage for HR management, making it critical for businesses to seek proficient HR services in California.

Our guide delves into the nuances of California HR compliance, offering valuable insights for business owners seeking expert HR services in California to navigate the evolving landscape of California employment law.

The Golden State is among the most employee-friendly jurisdictions in the world, with generous wage and hour laws and paid leave benefits. That’s good news for workers, but a bit of an administrative headache for HR. While the majority of states align with federal requirements, California has always gone its own way. In many ways, being an HR practitioner in the state is like working in a different country altogether.
Below are some of the reasons why California is such a unique place to do business.
1. Overtime Rules
Understanding California's overtime rules is crucial for businesses to ensure compliance with state-specific labor laws.

The Fair Labor Standards Act (FLSA) entitles employees to overtime pay for any hours worked over 40 in a week. That’s HR 101, and as complex as calculating overtime gets for the majority of states. California HR laws bring a different approach.
The standard workday in California is eight hours long. Any time spent working beyond that is considered overtime—even if the employee doesn’t end up working more than 40 hours that week. Simply put, overtime is calculated on a daily, not weekly basis in the state. In comparison, a New York employee could work four 10-hour days in a week and still not be entitled to any overtime.
Overtime is still paid out at 1½ times the employee’s regular rate, but with one exception. If an employee works over 12 hours in a day, they are due "double time”—or twice their regular rate of pay. Not to mention that the change to teleworking in California has its own case study on the California government website.
2. Paid Leave Benefits
California’s paid family leave rules are among the most liberal in the country, offering employees up to eight weeks to bond with a new child or care for an ill family member. While paid leave activists have scored wins across the country, what makes California’s program so notable is its generosity. Starting this January, leave will need to be paid out at a rate no less than 60-70 percent of regular wages, depending on the beneficiary’s salary. In San Francisco, that number is even higher: 100 percent of wages.
California's paid leave benefits are among the most generous in the nation, presenting unique challenges and opportunities for companies operating in the state. Though employers don’t foot the full bill directly (the benefit is funded by an employee-paid tax), they still need to set up the payroll deductions to make it happen. That means investing in a payroll vendor capable of accommodating those needs.
Keep in mind that even vacation time is subject to state rules. California considers accrued PTO as a part of overall earnings and requires that it be paid out to departing employees. That payout has to happen along with their last check, due within 72 hours of their departure or on their last day, depending on whether he or she voluntarily quit or was fired. It’s for this reason that “unlimited” vacation policies often raise legal questions in the state. If PTO is considered part of an employee’s earnings, how do you pay out an unlimited policy if he or she terminates?
3. Hiring Laws
Simply getting employees through the door can be a challenge for California recruiters. Asking about criminal and credit history is already off-limits for most roles. It's also illegal to ask about salary history for government or private employers. If a candidate voluntarily provides that information without being asked, the employer may consider it in making a compensation decision. While similar to other state bans, California’s carries a unique provision: if asked, employers must provide applicants with the opening’s pay range.
The state also has some strict rules governing the use of screening and employment eligibility confirmation systems. Misusing E-Verify (an online tool used to verify employment eligibility) to check the immigration status of current employees or candidates carries a penalty of up to $10,000 per offense.
4. WARN Laws and Noncompetes
It’s never easy to say goodbye, and that’s doubly true when parting ways with employees in California. The state’s aptly-abbreviated WARN (Worker Adjustment and Retraining Notification) law requires employers to give 60-days notice to workers before a closing, mass layoff, or relocation. California HR laws define an applicable layoff as 50 or more employees in a 30-day span. The penalty for noncompliance is stiff—up to $500 for each day that the layoff goes unreported to the state and a minimum of 60 days back pay with benefits for each employee let go.
In highly competitive industries, some employers limit where employees can work post-termination. Want to get an edge by adopting one of these “non-compete” agreements? In California, non-competes are illegal. Section 16600 of the California Business and Professions Code makes it unlawful to pursue action against a job-hopping employee unless he or she is a company owner.
5. Anti-Harassment Requirements
Sexual harassment has emerged as one of the defining employment issues. California makes it a requirement for all businesses to have a written anti-harassment policy, as well as a reporting and investigation procedure. California's stringent anti-harassment training requirements underscore the state's commitment to creating a safe and equitable workplace.
In the state, anti-harassment training isn’t just best practice—it’s a compliance necessity. Under California HR laws, businesses with 50 or more employees are required to provide 1 hour of sexual harassment and abusive conduct prevention training to nonsupervisory employees and 2 hours of sexual harassment and abusive conduct prevention training to supervisors and managers once every two years. The training must take place within the employee’s first six months on the job. In addition to race, sex, and age, it must also address harassment based on gender identity and sexual orientation. You’ll also need to keep proof of attendance, like completion certificates or recordings, for at least two years.

The complexities of California labor standards demand thorough knowledge and strategic HR management in California, ensuring that businesses not only comply but also protect employee rights in California. Navigating the HR landscape in California can be daunting, but with the right knowledge and resources, business owners can ensure compliance and foster a positive work environment. Contact us for specialized HR services tailored to California's unique employment laws.



Spot a trend? The intent of California’s HR laws isn’t to burden businesses, but to protect workers. That said, HR, unfortunately, finds itself in the position of making sense of it all and keeping businesses compliant.

### The Ultimate Onboarding Strategy for Startups

When your company is in high-growth mode and hiring new people rapidly, it’s easy to just welcome hires on their first day, point out where they should sit, and return to your list of things to do, but that's a poor onboarding strategy that leads to high turnover in the first year of employment.


To make sure your best candidates stick around, you need to have an effective onboarding strategy that continues rapid growth while keeping new hires engaged and performing from the very first day. Here are 4 phases of onboarding to make sure you start off on the right foot.

1. Start onboarding during the recruiting process.
The first impression new employees will have of your company will likely come through the talent acquisition process. Ensure you are treating all candidates with respect. Follow up with them, tell them what is going on during the process, and set their expectations about when they will receive a decision.

Also, expose them to your culture during recruitment. You can start by sharing your founder or CEO’s vision or goals for the company in your emails. Or, have the first in-person interview mirror your culture as much as possible. If your organization is very collaborative in decision-making, have candidates interview with multiple people at once—maybe the heads of different departments. And make sure anyone involved in the interview process is prepared and welcoming.

2. Be ready for their arrival on the first day.
Your company’s lightening fast business is no excuse for a lack of preparation. Make sure the direct supervisor and team members are aware of a new hire’s start date. A company social news feed can automatically update new hire information—and offer a space for coworkers to immediately welcome them.

Have their workspace prepared for them (including their laptop and notebook, some basic office supplies, and even a nameplate, if you have those). Assign a team member to introduce them around and take them to lunch on the first day. Ensure they join meetings and discussions that are relevant to their job. Nothing feels worse, and makes a new hire question his or her decision to join you, than being left to their own devices on their first day in a new environment.

3. Give new hires the opportunity to provide ideas and input immediately.
If not on the first day, certainly let new hires contribute in the first week. As a high-growth company, new hires are likely attracted to you because of the opportunity to contribute. Maybe they were even an early adopter of your product or service. Ultimately, you hired them for their skills and ideas, so let them contribute immediately.

If you are bringing on a few people in the same week, schedule a session with your founder or another leader so they can provide feedback. These types of activities will immediately make new hires feel invested in the success of your company and prepared to contribute solutions and ideas.

4. Share feedback regularly.  
Start giving feedback on a regular schedule. Not formal reviews and ratings, just input on how the new hire is doing. Feedback should be a normal part of conversation between new hires and their supervisors. On a regular basis, daily if possible, tell them what they did well and where they can improve. Connect them with other employees who can show them or teach them the things they need to know. Be sure to draw connections between their contributions and the company’s success.

These 4 phases of onboarding will bring you engaged, productive new hires from the first day. And don’t forget: HR technology is the perfect tool for engaging new hires right away. Namely, for example, just rolled out its new onboarding feature this week. Employers can automate welcome emails as new hires fill out personal profiles before they even start. Once in the office, employees can view all important documents in Namely and start collaborating with coworkers immediately.

It all adds up to longer-term employees and more stability in your time of hypergrowth.
Looking for more on onboarding? Download our Employee Onboarding Toolkit that contains all the critical compliance and tax documents you'll need your new hires to sign.  

### The Biotech Boom: How to Recruit & Retain Top Talent

Over the past few years, the biotech industry has expanded in every way possible. From new drugs and inventions to increased funding and hiring, the industry has seen such rapid growth that it has coined its own term: the Biotech Boom.

Unlike many other businesses, biotech companies continued to grow during COVID-19. In fact, as other industries took major hits at the peak of the pandemic in 2020, venture financing in the biotech industry reached an all time high of $23 billion—which was 60 percent higher than the year before. 
Now as we head further into 2022, the Biotech Boom continues. However, as the Great Resignation lingers and biotech companies try to keep up with their hiring demands, they are facing the dilemma that there are more open roles than candidates. 
In this new candidate driven-market, these companies will have to take their strategies to the next level in order to recruit and retain top talent. 
Here are some ways they will adjust their processes going forward:
Offer More Flexibility
Since 49 percent of employees will look for a new job in the next 12 months if they are dissatisfied with their benefits and perks, understanding how their priorities have changed due to COVID-19 is key when it comes to hiring and retaining them. Now, many employees consider certain perks dealbreakers, such as flexible work.
Even though remote work is a newer concept for most biotech companies, flexibility is not. Before the pandemic, 73 percent of life sciences companies offered employees the ability to shift the start and stop times of their jobs.
In today’s job market, biotech companies that don’t jump on board and offer flexibility will struggle to attract and retain top talent. In fact, 40 percent of job candidates prize schedule flexibility when making career decisions. Another recent survey found that 95 percent of its respondents want flexible hours and 78 percent want location flexibility. Going forward, more and more biotech companies will come around to the idea by realizing that just as it doesn’t matter where employees work, when they work is less of a priority as well.
Target Gen Z
According to a 2019 study, the average age of medical scientists, life scientists, and other similar roles was 41.6 years old. But with the influx of Gen Z into the job market—now making up 46 percent of the US workforce—biotech companies will have to figure out how to hire and retain younger employees.
Unfortunately for them, the biotech industry isn't exactly at the top of the younger generations’ minds. In fact, a recent study found that 78 percent of Gen Z considers entertainment its most prized industry.
So how can biotech companies pivot their strategies to attract next-gen talent? With the majority of the biotech industry consisting of Generation X and millennials, it’s important for these companies to recognize that Gen Z has different expectations and priorities—especially when it comes to benefits. Between paying rent, saving for retirement, and everything else in between, Gen Z has its own set of financial issues. This is why benefits like 401k matching will become a must-have for Gen Z. This is also where offering student loan repayment assistance as a benefit can give biotech companies a real competitive advantage.
In addition to financial benefits, wellness benefits are also a priority for Gen Z. From expanding Employee Assistance Programs to offering virtual mental health support, many biotech companies are enhancing their wellness benefits in order to attract and retain their employees. In fact, almost 40 percent of employers added to their wellness benefits in 2021. As biotech companies continue to adjust their benefits plans to attract Gen Z, that percentage will likely keep increasing this year.
Prepare for an Aging Workforce
In addition to pivoting their hiring strategies to attract Gen Z, biotech companies should also be focusing on how to retain their employees in older generations—especially since more than half of executives are specifically worried about them leaving their companies.
Surprisingly, the problem isn’t that Baby Boomers are retiring earlier than expected. In fact, it’s quite the opposite: 72 percent of the generation intends to work past the typical retirement age. The problem actually lies in the fact that 63 percent of Baby Boomers don’t feel adequately supported when they do stay in the workforce longer.
To prepare for their aging workforces, biotech companies can invest in reskilling and upskilling. Offering such training allows older employees to strengthen these skills, helping them keep up with the changing workplace and avoid getting overwhelmed by it.
Another strategy biotech companies will start trying out to prepare for their aging workforces is phased retirement. As a large portion of the US workforce collectively moves toward retirement age, these companies should beware “flash retirement,” or ​​the departure of large numbers of retirement-eligible employees in a short period. One way to curb or avoid flash retirement all together is to consider phased retirement options. While there’s no universal definition of phased retirement, SHRM notes that HR teams can consider implementing certain measures, such as:

Offering less working hours for employees nearing retirement
Allowing employees who are eligible for retirement to collect their pension benefits while also receiving their salary in compliance with the Phased Retirement After the Pension Protection Act
Rehiring retired workers as full-time employees, part-time employees, or consultants directly or through third parties 

Implementing this strategy can increase the chances of biotech companies retaining their older employees until they’re ready to retire permanently.

As the Biotech Boom continues, what other trends can we expect to see in 2022 and beyond? From embracing hybrid work to focusing on DEI, check out our latest eBook to learn what the future of HR looks like for the biotech industry.

### Overemployment: What It Is & How to Handle It

Side hustles are no secret – I’m sure you’re quite familiar with your friends or family who are taking on not-so-sneaky gigs to earn extra cash and explore alternative passions. They might be selling their artwork online, walking the neighborhood pups, becoming skin care representatives, or catering charcuterie boards. Some folks are taking this to the next level by committing to two or more simultaneous 9-5 jobs. These people are known as the “overemployed”, and they are quickly becoming your HR department's biggest headache.

What is the overemployment movement?
According to the overemployed population, this concept is far from new and has been known as an open secret in the tech world for years. However, the pandemic accelerated the trend as the remote work climate has made it easier than ever for people to juggle multiple careers. 
The main figurehead of this movement, a person known as “Isaac”,  is the founder of the website overemployed.com who shares all of the basic tenets of having multiple employment engagements. Isaac first dabbled with multiple roles after not receiving a highly anticipated promotion. Instead of jumping ship, he decided to take on a second role, and he quickly realized that he could earn far more with multiple jobs than he would with a promotion. The best part was he managed to take on both roles while still maintaining his 40-hour work week.
Although the money is certainly appealing, the overemployed principles guide you to invisibility; they suggest that you get your work done quietly and without much effort so that you are never really noticed. This can rob you of any feelings of pride or purpose as you are discouraged from forming deep connections with colleagues or becoming too passionate about your work. 
Additionally, the site has a forum where people discuss how they manage their first and second job, and stories of how they’ve overcome anxiety-inducing moments. One contributor mentioned how he dealt with 4 overlapping zoom meetings and another shared woes after being fired. Coincidentally, one of his bosses was speaking highly of him to a friend who happened to be his other boss. They pieced together his double life and both let him go. He encouraged others to go by different names at jobs to prevent their secret from being spilled and served as a cautionary tale: the world is small, and it’s easy to be blacklisted by an industry. 
Most of these individuals seem to be motivated by money or the disillusionment of the corporate world. However for a few, it’s born out of necessity, some are drowning in medical debt or unable to live comfortably with one salary. More than anything, people are craving a sense of control and stability in such a chaotic world. 
Why you should be worried & what your organization can do about it
While in some cases it might be technically legal to take on a second role, it is certainly ethically questionable. There are several concerns when it comes to having overemployed individuals on your staff. Top concerns include the potential misuse of your confidential information and a slow degradation of company culture. 
There are several preventative measures that can be taken to ensure that your company is legally and culturally discouraging people from taking multiple jobs. 
Companies have found success when implementing a version of some of the following policies:

Employers enforcing an outside employment policy
Employers asking employees to disclose and seek approval for all other employment 
Employers setting intellectual property protection standards 
Employers enforcing a non-compete or non-disclosure agreement 

Keep in mind that you should always advise your legal counsel as laws vary by state. 
It's important, perhaps even more important, to address the reasons why people seek multiple employment and create a work environment that empowers and inspires your employees. Creating clear, actionable career pathing and providing L&D opportunities are great ways to keep employees motivated and engaged. Since compensation matters to employees, offering competitive salaries and benefits can also decrease the chances of them taking on more than one job.

To learn more about how to create a happy work environment, check out our other post.

### Tracking Exempt Employee Time — Is This Allowed?

There are many reasons you might want or need to track exempt employee time. For example, you may opt to track an exempt employee’s hours for purposes of client billing, grant tracking, Family and Medical Leave Act (FMLA), retirement or pension plans, or hours-based benefits calculations such as vacation accrual.

However, as a general rule, we recommend focusing on whether the job is getting done instead of worrying about the exact amount of time spent in the office. Tracking exempt employee hours adds likely unnecessary work to their plate and to yours.
While you may choose to track the hours of exempt employees, ensure the information is not used to take deductions from an employee’s regular salary, unless such deductions are allowable under both state and federal law. An exempt employee’s salary should not fluctuate based on the number of hours worked within the workweek. Prorating an exempt employee’s salary based on hours worked may result in the loss of the exemption.

 




Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### The HR Guide to Employee Jury Duty Leave

Whether you view jury duty as an honorable civic duty or an inconvenience, odds are you’ll find a summons in your mailbox at some point. But sometimes a “speedy trial” isn’t so speedy. If selected as a juror, your obligation could last anywhere from a few days to a few months, which means missing work. For employers it is important to establish an employee jury duty leave plan before the situation arrives.

While jury duty can be an unavoidable headache for employers and HR teams, chances are someone in your organization will have to report for jury duty sooner or later. When that happens, you’ll need to know how to handle employee absences and compensation. Here’s your guide to employee jury duty leave and creating a company jury duty policy.

Employee Jury Duty Leave
Under the Jury Selection and Service Act, all employers must give employees time off for jury duty. That said, they’re are not required to pay employees during their absence. The Fair Labor And Standards Act (FLSA) doesn’t require employers to pay employees for time not worked.
While employees may not be compensated for their time, they are guaranteed job security and benefits during their jury duty service. Employers cannot end a worker’s employment, threaten employees for serving on a jury, or pressure them into using their remaining paid time off days, regardless of the length of their absence. Employers found in violation of these rules face fines and even potential imprisonment, and can be sued by employees for back pay or unlawful termination.  

Employees Jury Duty Compensation
Jurors are typically only paid $40 to $60 a day for their time, with the potential for reimbursed travel and meal expenses. To help relieve the financial burden of jury duty, many employers choose to compensate employees for a few days of their service. In fact, 57 percent of employees at private companies had access to paid jury duty leave in 2018. If compensating employees, companies are allowed to require employees to turn over their jury duty wages.
Which States Require Employers to Pay for Jury Duty?
While there is no federal law mandating that businesses pay employees while on jury duty, keep in mind that some states require it, including Alabama, Colorado, Connecticut, Louisiana, Massachusetts, Nebraska, New York, and Tennessee.

Creating a Company Jury Duty Policy
Communicate your company’s stance on jury duty leave and compensation by creating and sharing a jury duty policy with your employees. 
The jury duty leave policy, which should be included in your employee handbook, should outline expectations around notifying managers, showing proof of summons, handling early dismissals, and how many absences will be compensated. 
Be sure to address how the policy applies to exempt and nonexempt employees. See below for a sample jury duty policy:

Sample Company Jury Duty Leave Policy
COMPANY will pay employees for up to five days if they’re called to serve on a jury. Notify your manager and the people team as soon as possible after receiving your summons. If selected to serve on a jury, you may be asked to provide evidence of your service in order to qualify for this benefit. If you’re dismissed from jury duty halfway through the day or sooner, we ask that you return to work for the rest of the day.
Exempt employees who work any portion of the week in which they are serving jury duty will be paid for the entire week. Non-exempt employees’ compensation will be calculated as straight time by the regular hourly rate of the employee, not to exceed eight hours in any one day. If required to serve on a jury for more than five days, employees may use remaining paid time off or take unpaid personal leave if needed.

Disputing an Employee’s Jury Duty Summons
If an employee’s absence will be an extreme inconvenience to your company, you may write a letter asking the court to excuse your employee from service. Writing a letter does not ensure that your employee will be excused, as these requests are reviewed on a case-by-case basis. 
Sharing a detailed account of how your employee's absence will impact your business and your bottom line is your best bet at proving their attendance is imperative. If jury duty comes during a busy season or an important business period, you can also request the summons to be deferred until a specified date.





While you can’t control who in your office will be randomly selected, you can control how your company handles jury duty leave. Be prepared for the inevitable by crafting a jury duty leave policy and communicating it to employees. 
Just be sure to brush up on your state and local requirements to ensure your policy is compliant. While jury duty might not be everyone’s favorite excuse to miss work, the silver lining is you can only serve once a year.

### What Counts as a Qualifying Life Event? 

“Life comes at you fast”—it’s an adage that HR, perhaps more than any other department, is familiar with. And when it comes to managing employee benefits, it rings especially true.
Understanding Qualifying Life Events (QLEs) is a cornerstone of effective employee benefits management and HR policy compliance. These events play a pivotal role in accommodating workforce life changes. 

Whether your employees are walking down the aisle or expecting a new bundle of joy, chances are they aren’t thinking about their benefits in the heat of the moment. But these qualifying life events, or “QLEs” for short, give employees the rare opportunity to reevaluate and change their elections within a specific qualifying life event time frameBelow we’ll discuss why QLEs matter, what events are covered, and how much time employees have to take action. We'll arm you with all the answers you need to tackle employee questions like, "What is a qualifying life event?", "Is turning 65 a qualifying event?", and "What is the typical qualifying life event time frame?" 
What Counts as a Qualifying Life Event? 
Special enrollment periods, a key aspect of benefits administration, are triggered by QLEs, including health insurance adjustments due to marital status changes or other significant life events.
We’ve mentioned marriage and childbirth—but there are several other events that qualify. Though individual carriers and policies can differ on the specifics (for example, allowing domestic partners to take part in QLEs is an employer/carrier decision), there are some situations that are federally enshrined and always considered a qualifying life event. If you’re unsure whether an event qualifies, double-check with your benefits broker or your carrier’s policy documents.First, any change in marital status is covered, including divorce. Notably, in some cases you may not even have to be legally married to qualify. Civil unions and domestic partnerships are often considered in the same light as marriage, but specifics vary by employer, carrier, and jurisdiction. For example, the Illinois Religious Freedom Protection and Civil Union Act grants couples in civil unions the same rights as their married counterparts—meaning carriers in the state have to offer the same special enrollment rights to them, too.As alluded to earlier, the birth of a child is covered, as is adoption. Going further, taking on a foster child or becoming a legal guardian is almost always covered as well, depending on the carrier.Those are all fairly obvious cases, but there are less apparent qualifying life events out there, including:

Turning 26 and aging out of a parent’s insurance (or having a dependent age out of yours)
Turning 65 and becoming eligible for Medicare
Employment status change from full-time to part-time, or vice versa
Relocating to a different state, if the state affects network access (relevant for HMOs or DMOs)
An individual's spouse has lost his or her coverage
Recently gaining U.S. citizenship

As you can tell, the list of qualifying life events is fairly comprehensive. To find them all in one spot, here’s a helpful list for your reference. Always consult with your broker or benefits carrier when you’re unsure of whether an employee’s life event actually qualifies.Note that if an employee experiences a qualifying life event, carriers will often ask for proof that it actually took place. You or an employee may be asked to provide a marriage certificate, birth certificate, or any other applicable documentation before any changes take effect.In addition, remember that state insurance exchanges can, and often do, go beyond what federal law provides. In 2015, New York became the first state to make pregnancy—not just childbirth—a qualifying life event on its state healthcare exchange. A similar bill is being deliberated in Connecticut this year, and bipartisan support for the measure suggests we may even see broader action from Washington later this year.
Why QLEs Matter 
If you’ve ever conducted an open enrollment, you already know full well that benefits elections stick with employees for the duration of the plan year. It’s the reason why establishing a communication strategy is so critical to executing a successful enrollment period. There likely isn’t a senior HR professional in the country who hasn’t been asked by an employee whether he or she can change elections midyear, or worst yet, right after the enrollment deadline.“Redos” are a rarity in employee benefits—that is, unless you’ve just experienced a QLE.Enter the Health Insurance Portability and Accountability Act of 1996 (HIPAA), which among other things, entitles certain individuals access to what the law calls a “special enrollment period.” Why? Having a child, for example, no doubt comes with a new set of coverage demands. Under federal law, qualifying individuals must be allowed to update their coverage choices and add or remove beneficiaries to adjust for those life changes.
How Much Time? 
As mentioned earlier, communicating deadlines to your employees is key, especially since most employees only first learn about qualifying life events after they occur. Under federal law, you’ll have at least a 30 day qualifying life event time frame to make any election changes. Note that several carriers and the Health Insurance Marketplace give you up to 60 days.
Navigating QLEs effectively demands a robust benefits communication strategy, ensuring employees are aware of their coverage options during critical moments of their employee life cycle, in line with HIPAA compliance.
To stay ahead of these tight timeline, get a pulse on what’s happening in the workplace—do you hear wedding bells? Are baby photos popping up on your company news feed? Great HR is proactive; reach out and make sure employees know their options before it’s too late.


For more information on qualifying life events and employee benefits in general, take a look at our comprehensive Employee Benefits Guide.

### HR's Role in Mergers & Acquisitions in Biotech & Pharma

Mergers and acquisitions are really challenging (and exciting) times for any company. And in order for smaller and mid-sized biotech and pharma companies to compete against tech giants like Google and Amazon, the industry has seen a surge in mergers & acquisitions activity over recent years.

But there’s more to M&A than just legal paperwork. This time is of massive importance for HR teams as the majority of barriers to a successful integration between two companies are usually people and culture related. 
When two organizations are attempting to merge, issues often arise relating to: employee benefits and compensation, basic HR and payroll processes, expectations of employee objectives and behaviors, increased turnover, leadership backlash or exodus, and culture gaps. 
On top of all that, productivity drops by 50 percent in the first four to eight months following a M&A transaction. In industries as competitive as pharma and biotech, this could result in massive losses in research time, ability to compete in races toward patents, and in the end, revenue.
HR’s goal in this process is to make it as smooth as possible for employees, so they can get back to work on life-saving and cutting-edge research faster. 
In order to have a successful merger or acquisition, HR needs to be prepared and very aligned with leadership on the goals of the transition. Here is a (very non-exhaustive) list of things HR and leadership can do to support a smooth integration:

Communicate: Communication is critical in situations like these so employees feel they are in the loop, aligned, and heard. Answer frequently asked questions upfront as soon as you can, including, “Will I still have a job?” and “How will this affect my compensation?”
Designate an HR project manager: This person can coordinate between teams, ensure deadlines are met, and keep track of open tasks. 
Create a new company handbook: This handbook can help align both teams on expectations, key policies, rules, behaviors, and values like attendance, time off, harassment, drug testing, and privacy. A document like this can help ease their concerns and also keep you protected from any HR risk. 
Know the law: You should be aware of all potential risks when it comes to letting employees go during a transition, including but not limited to the Worker Adjustment and Retraining Notification Act (WARN).
Consider retention bonuses: Reward the loyalty of those who stay through the process and show them that you appreciate their patience through any bumps in the road.
Implement & secure your HRIS: An HRIS can be a key support and technological partner during a merger or acquisition. They can help you with payroll, benefits, compliance, creating a handbook, and more.

In the future, we can expect to see biotech and pharma companies aligning themselves with HR technologies like Namely that can fully support these M&A activities.

### Shift Shock: What It Is & How to Avoid It

From the Great Resignation to the 4-day work week, today’s job-market and daily workplace have changed drastically. Now, a new term has emerged: shift shock.



Let’s take a look at what shift shock is, and how your company can tackle it head on.
What is shift shock?
Today, millennials and Gen Z employees make up 46 percent of the US workforce. According to a recent Muse survey, an astounding 72 percent of respondents in those generations said that they’ve regretted accepting a new role after starting it—even those who considered the role to be their “dream job”.

So why is this happening? The answer is quite simple: misled expectations. New hires experience shift shock when they start a job and realize that the role or company is very different from what they were led to believe. Sometimes it can be both, with 29 percent of employees saying that they experienced shift shock because they were misled about the role and company.

With shift shock on the rise, companies are facing even more problems with employee retention. In fact, 80 percent of employees feel it’s acceptable to leave a new job before 6 months if it doesn’t meet their expectations. If they experience shift shock immediately, 41 percent of new hires would leave as early as 2 months. As boomerang employees also become more common, it’s not surprising that 48 percent of new hires who experience shift shock try to get their old jobs back.
Why is shift shock trending now?
As the Great Resignation lingers and companies continue to hire for remote positions, more and more new hires are experiencing shift shock.

One of the main reasons for this is that companies are still struggling to convey expectations when interviewing candidates virtually. Without having new hires onboard and meet their coworkers in-person, introducing them to company culture and helping them get adjusted to their roles can be challenging as well.

On top of this, many companies are also struggling to understand how candidates’ expectations have shifted. As a result of COVID-19, candidates’ priorities have drastically changed when it comes to benefits, PTO plans, work schedules, and career development opportunities. Companies who fail to embrace these shifts will not be able to compete for top candidates, and those who are not upfront about what they do and do not offer will not be able to retain them.
How can your company tackle it?
Since shift shock is a result of misled expectations, the key to avoiding it is being realistic and transparent when talking to candidates about the role they’re applying for and your company. To help you tackle this head on, here are some tips:
Role Expectations
Whether it’s about responsibilities, salary, benefits, working hours, or WFA policies, it’s crucial to be upfront with candidates about role expectations during the hiring process. This starts with job descriptions. Clearly stating what a role entails in its job description will immediately help convey expectations. What will the person’s day-to-day look like? Is it a 9-to-5 job or is your company flexible with schedules? Is the role in-person, or can the employee work remotely full-time?

Once candidates advance to the interview stage, it’s imperative to reiterate these expectations. Walk them through the role and ask them if they have any questions. Doing so will make sure you’re on the same page with no surprises if you end up hiring them—which not only increases the chances of them staying at your company, but also helps set them up for success.
Company Culture Expectations
Of course the role itself has a huge impact on whether a candidate accepts an offer, but company culture is also important. In fact, one third of candidates would pass up the perfect role if the organization’s culture wasn’t a good match. Another study found that 32 percent of employees who had left a job within the first 90 days listed company culture as the reason.

Look for candidates who will be a “culture add” to your organization, not a “culture fit” — meaning employees who not only embrace your values, but more importantly add to your company’s diversity by offering different backgrounds, perspectives, and experiences. You also need to define your culture clearly during the hiring process. What exactly are your core values and mission statement, and how does your workforce embody them? What Employee Resource Groups do you have? How often do your employees volunteer, and for what causes?

This is where employee referrals can be extremely helpful. It’s likely that candidates your employees refer share similar values and are looking for the same kind of culture—which decreases the chances that they will experience shift shock and increases the chances of them staying at your company. According to recent data, 45 percent of employees sourced from referrals stay at their companies for longer than 4 years.



Looking for more retention strategies? Check out our latest eBook to learn how else you can keep your employees in for the long haul.

### The State of Diversity at Life Sciences Companies

It’s no secret that the life sciences industry has a diversity problem. Let’s look at some stats to illustrate:


African Americans, Asians, and Latinos comprise less than 10 percent, 14 percent, and 11 percent, respectively, of the U.S. pharmaceutical workforce.
Women in biotech companies make up less than a third (31 percent) of executive team members and only 23 percent of CEOs.
Female physicians earn an estimated $2 million less than their male counterparts over a 40-year career.
Diverse patients account for less than 10 percent of patients enrolled in clinical trials.

HR teams have been working on addressing this issue for years, but it’s becoming an increasingly more prevalent conversation. And for good reason. Let’s explore some more startling facts that highlight the importance of bringing increased diversity to the life sciences industry:

EBIT margins for companies with diverse management teams were nearly 10 percent higher than for companies with below-average management diversity.
Companies with above-average diversity produced a greater proportion of revenue from innovation (45 percent of total) than from companies with below average diversity (26 percent).
Companies with more than 30 percent women executives were more likely to outperform companies that had less. 

Here are some ways life sciences companies can make sure DEI is top of mind not just during the hiring process, but throughout the employee lifecycle:
Integrate DEI in Company Culture
To attract, nurture, and retain diverse talent, life sciences companies must commit to creating workplace environments that foster belonging and psychological safety. They must have policies and practices in place to welcome individuals with varied backgrounds, cultures, experiences, and thoughts. Elements of inclusivity should be deeply integrated with employee engagement programs, hiring processes, educational resources, and leadership training—making it a core part of company culture.
Implement New Strategies
When setting company-specific DEI goals, consider strategies for diversity recruiting, establishing and supporting Employee Resource Groups, hosting unconscious bias training, and offering inclusive benefits. You can target specific issues around gender diversity by designing a women’s leadership development program with tailored curriculums. Understanding how to incorporate these foundational practices will set your organization up for measurable success with DEI in the long run.
Involve Leadership
It’s crucial for leaders and HR professionals at biotech companies to model the behavior they want employees to emulate, and take action to live out their company values with respect to diversity and inclusion. Practice using inclusive vocabulary, supporting employee activism, and sharing updates about what is being done to address the diversity issues affecting employees. Executive sponsorship and commitment to DEI can create enthusiasm around strategies and sustain the momentum needed to drive lasting change.
Track DEI Metrics
Using DEI metrics can help you assess how effective your initiatives are and where adjustments and improvements need to be made. Implementing employee engagement surveys and hosting fireside chats, feedback sessions, or focus groups can help you leverage employee data to continually improve your DEI efforts. Keep in mind that systemic changes will take time and that holding yourself accountable to quantifiable goals will increase your chances of success.

As DEI continues to be a top priority for the life sciences industry, what other trends can we expect to see in 2022 and beyond? From embracing hybrid work to supporting a multi-generational workforce, check out our latest eBook to learn what the future of HR looks like for biotech and pharma companies.

### To Engage Employees, Focus on Their Strengths

One of my favorite things about joining Namely has been the opportunity to use my natural strengths in communication, providing input, and learning. Traditional management theory teaches us that we should focus on an employee’s weaknesses and make them stronger. While that is important for overall job performance and task orientation, it’s simply not an effective way to motivate employees in the long run. 


Tom Rath wrote a book, StrengthsFinder 2.0, that helps people uncover their personal strengths versus their weaknesses. In his book, Rath states that individuals that work on their weaknesses will only see incremental improvements and those weaknesses will never become a strength. However, individuals working on enhancing their natural talents will see these talents strengthened and make those talents extraordinary.

Allowing people to focus on what they are naturally good at can lead to feelings of satisfaction, plus greater productivity and longevity with a company. It can even make them happier. 

Shawn Achor, in his book The Happiness Advantage, rethinks what it means to be happy and questions the idea that success leads to happiness. He states: 

“When 577 volunteers were encouraged to pick one of their signature strengths and use it in a new way each day for a week, they became significantly happier and less depressed than control groups. And these benefits lasted: Even after the experiment was over, their levels of happiness remained heightened a few months later. Studies have shown that the more you use your signature strengths in daily life, the happier you become.” 

What Is a Natural Strength? 
Take me as an example: I have always been able to easily converse with people. I have always been able to speak in front of a group with ease. I am also often the person people tell their secrets to (even if I don’t ask). I have a hard time articulating how I do these tasks with ease because they are a natural strength. 

Natural strengths are those tasks or actions you are innately good at, and that makes it difficult to explain the how or why behind what you do. 

As someone who also likes to provide input and learn, I am naturally curious. My curiosity leads me to research more information on topics that grab my attention or ask a lot of questions of my colleagues. It extends to people too. I want to know more about my coworkers, friends, and employees. 

Recently, I saw a sticker on a colleague’s laptop that made me ask if he was a duck hunter. He seemed surprised, but the answer was yes. This allowed us to have a short conversation that we may not have had otherwise. Another time I was speaking with a new client who was telling me his weekend plans to go cross-country skiing. He was headed there during the off-season. I was curious and asked, “Off season from what?” It turns out he was a triathlete. “Olympic distance or sprint?” I chimed in. Really engaging with someone changed the dynamic of our relationship for the better.  

Embrace Your Employees’ Skills
As a leader, knowing your employee’s strengths can help you better manage and motivate at an individual level. Management is not a one-size-fits-all approach. Being able to understand and utilize another person’s strengths can help them have higher job satisfaction. I have had employees with a knack for persuading people and utilized their strengths to have them help organize team gatherings and functions or volunteer efforts (things I am not particularly talented at doing).

Project work can be assigned based on strengths, not just tenure or other arbitrary reasons. This is not to say everyone will be 100% in love with their job when utilizing their strengths, but if 80% of the time they can be working on what they love and have a natural inclination towards, the other 20% is more tolerable. Writing this blog is a perfect example: I enjoy writing and it comes easy to me and leads to job satisfaction (even though it is not a part of my actual job description). 


Ask The Right Questions
StrengthsFinder 2.0 comes with an assessment for employees called The Clifton StrengthsFinder that helps them determine their top five natural strengths.

If you do not want to have employees take a formal assessment, you can start by simply asking some straightforward questions. What work do you enjoy doing most? What work do you enjoy doing the least? What work would you want to try, but have yet to be given the opportunity? If you could change one thing about your job, what would it be? What makes for a great day at work? These questions provide insight into the work they are currently doing and work they could be doing in the future. 

Not everyone can be promoted, but providing meaningful work and opportunities for growth within a role can help an employee stay engaged. These questions may also provide valuable insight into how process may be changed to make work more efficient for all. 

I encourage you to check in with your teams and see how focusing on strengths can change your work environment for the better! 

### Retail Company’s Ultimate Employee Training Guide

Despite the impacts that COVID-19 had on hiring, employees in the retail industry are still in high demand. In fact, employment in the industry is projected to reach almost 450,000 jobs by 2026.

As retail HR professionals strive to hire top candidates while keeping up with such rapid growth, they will also need to revamp their retention strategies—especially because retail turnover rates are slightly above 60 percent, which is much higher than most industries.
Since 70 percent of employees would consider leaving their current job to work at a company that invests more in their learning and development, training plays a huge role in retention—starting with onboarding. 
Let’s take a closer look at why it’s so important, and how you can train your employees to make sure they’re in for the long haul.
Onboarding
Effective onboarding directly increases employee retention by helping new hires feel welcomed from day one. In fact, Glassdoor found that companies with a strong onboarding process improve their employee retention by 82 percent. If a new hire doesn’t have a positive onboarding experience, they are twice as likely to search for other job opportunities and leave the company.
Unfortunately for retail HR professionals, onboarding can be challenging—especially as more and more companies allow employees to work remotely. Whether they’re onboarding across several storefronts and offices or bringing on seasonal employees, these companies have to develop an onboarding process that will be effective for their entire workforce. 
Luckily, with the right technology, virtual onboarding programs can be just as welcoming and effective as in-person ones. By using paperless onboarding software, retail HR professionals can set up new hires no matter where they’re located—especially if it integrates with their recruiting solution. Through this automated technology, they will be able to kick off onboarding as soon as candidates sign their offer letters. Before their first day, new hires can complete their paperwork and view policies, enabling HR to focus on their company’s infrastructure, tech stack, culture, benefits, and other critical topics during actual onboarding sessions.
Customer Support Training
Research shows that giving shoppers a positive customer support experience can have a direct impact on your company’s bottom line. According to a recent study, 73 percent of shoppers say that receiving great customer support encourages them to spend more money than they planned to. Similarly, 73 percent of shoppers will also recommend a company to a family member or friend if they have a positive service experience. 
This is why helping employees in the retail industry develop and enhance their interpersonal skills through training can make a huge difference when it comes to their interactions with customers. Sharpening their communication, collaboration, and resolution skills will not only help them have positive encounters with shoppers, but will also help them navigate any negative ones. Since retail companies are very customer-focused, consider offering this training to all departments, not just to the teams who speak with customers directly.
Upskilling
In addition to customer support-related skills, there are other critical skills that employees in the retail industry should be developing. That’s where upskilling comes in.
Retail HR professionals can use upskilling to help form confident, productive teams, while making change in the workplace easier to handle. Since 91 percent of companies and 81 percent of employees say upskilling training has boosted productivity at work, it’s becoming a popular resource to develop talent for future leadership roles, while keeping employees engaged and generating better performance.
Upskilling may take on several different forms, but usually includes internal training, apprenticeships, mentorships, partnerships with vendors, and relationships with universities and community colleges. These training programs can focus on helping employees develop a wide variety of new skills, such as analytical, digital, and organizational ones.
When building out your programs, you should make sure that you are tailoring them to employees’ career goals that tie back to your larger company goals. Regardless of the type of program, you also should get managers on board for follow-through. This will help employees take ownership of their professional development and excite them about moving their career forward within your company.

As training continues to be a top priority for retail HR professionals, what other trends can we expect to see in 2022? From hiring in a hot talent market to keeping employees engaged, check out our latest eBook to learn what the future of HR looks like for the retail and e-commerce industry.

### 4 Reasons Why You Need an HR Mobile App

Today’s workforce isn’t tied to a desk. Whether they’re working remotely or traveling the globe, employees are always on the go—making it harder than ever for HR to stay connected. Luckily, one of the best tools for reaching employees is already in their back pockets. Here are four reasons why your team needs to invest in an HR mobile app for employees.




Today, 77 percent of Americans own a smartphone, on which they spend over three hours per day. If you want to reach employees, use a medium they already use by investing in an HR mobile app. Namely’s mobile app lets employees stay connected to your company newsfeed, connect with co-workers, request time off, and check paystubs on demand.

With a recent update, we’ve made it even easier for employees to understand their paystubs. Earnings, deductions, and taxes are all clearly highlighted in an intuitive, color-coded breakdown. Users can even see employer-paid contributions to 401(k) accounts and insurance plans, helping reiterate your company’s investment in its people. The redesigned paystubs are currently available on both iOS and Android.

Being able to easily review paystubs isn’t the only benefit of using an HR mobile app. Here are four reasons why your team needs to invest in an HR mobile app:
1. On the Go Access
Work can happen any time, anywhere. With a mobile app, employees gain instant access to all the information they need to get their job done, even when they aren’t in the office.

If an employee is feeling under the weather and needs to brush up on your sick leave policy, they can read your handbook without leaving bed. If someone finds an unbelievable flight deal over the weekend, they can submit a vacation request right from their couch. From looking up a coworker’s contact information to staying up to date on company news, employees can have the convenience and power of your HRIS in their pocket at all times.
2. Intuitive Design
When you hear “HRIS” or “HCM,” chances are that beautiful design come to mind. But whether you’re ordering delivery or messaging friends, today’s smartphone users are accustomed to slick, easy-to-use apps. Why should your company’s HR platform be any different? Today’s leading HR apps shed that reputation. Namely’s was designed to help employees easily find the answers they need with as few swipes as possible. Its company news feed resembles what users might be accustomed to on social media, and its paystub feature makes something as complex as tax withholdings and deductions straightforward.
3. Information Security
You don’t want sensitive company or employee information getting into the wrong hands. Thankfully, your HR software can be just as secure on mobile as it is on a traditional desktop. In addition to the other precautions your company takes (like using dual authentication or single-sign-on software), Namely’s mobile app can be secured with Touch or Face ID, keeping your information safe from unwanted eyes. What’s more, employees also need to verify their identity a second time before viewing their paystubs.
4. Employee Self Service
An HR mobile app empowers your employees to answer their own questions. Instead of pestering you with everyday requests, employees can view and request time off, update their home address and banking information, and view company resources directly through their smartphones. Implementing an HR mobile app reduces the number of employee questions your team receives, saving you time and effort, and letting you focus on more strategic initiatives.



Today, the world revolves around mobile— and to stay relevant, HR needs to keep pace. Implementing an HR mobile app for your organization empowers employees to access all of the information they need, no matter where they are. But mobile isn’t the only emerging trend HR needs to stay ahead of. From artificial intelligence to blockchain, our Future of HR Technology report breaks down all the up and coming technologies HR professionals need to know ahead of the new year.

### Interns to Employees: What Can You Offer to Retain New Grads

Business owners and brands spend thousands on their internship programs. To make the most of this investment, you need a way to convert your interns into full-time employees.



Interns turned full-time employees are already trained in company procedures when they begin. They’re also familiar with their colleagues and can develop into excellent company assets over time.

Talented fresh graduates have plenty of offers to pick from, and ensuring they return to your company largely depends on their experience during the internship. Your goal is to build productive interns that are loyal after the program ends.

To help you do that, we’ve listed nine things you can offer to interns to convince them to come back after graduation.
1. Build Relationships
Workplace culture plays a major role when new grads are deciding where to work. If you offer a pleasant work culture with supportive colleagues and managers, there’s a higher chance they’ll want to come back. Build relationships with them early on and tell them how your company can foster their career development. Inform them of potential job openings in the future so they can prepare in advance and apply when the time comes.
2. Offer Membership Support
Keep interns engaged and help with their career ambitions by paying for memberships to academic subscription services like StuDocu. Programs like these help interns succeed in college, gain new skills, and become better employees in the long run.

By supporting their academic success, you position yourself as more than just an employer. You’re humanizing the company and offering a better internship experience. Graduates don’t want to be stuck at a dead-end job with little to no prospects; they want to grow. Support this growth via training and sponsorships.
3. Provide Student Loan Support
A student loan is often a big concern for college students. You can boost your retention rates and stop interns from going to another company by offering to pay for their student loans or provide student loan support in exchange for a contract that keeps them at your organization long term.

Student loan support gives employees a reason to stay with your company, and your organization is guaranteed a proficient full-time staff member after graduation. This, in turn, can reduce recruitment costs, which really start to add up over time.
4. Use An HR Platform
Regardless of the size of your business, there’s likely a mix of full-time and temporary employees. Manually keeping track of all of these people can become chaotic quickly.



A scattered HR system makes it harder to retain talented interns, whereas a unified HR platform can make employee management effortless. When you can track all your interns and their queries in one place, providing efficient and timely answers becomes effortless.

Improved HR practices create a transparent and open organization where the interns are informed, engaged, and invested.
5. Be Flexible
Creating a flexible, welcoming workplace is vital to the employee experience. It helps retain current top talent and attract workers from younger generations. In a LinkedIn study, 77 percent of companies said they were investing in employee experience to boost retention.
6. Assign Mentors
On a related note, having a point person who can answer doubts and provide guidance can help boost intern engagement. This is why you should assign a mentor to every intern.

Shadowing and learning from an experienced industry professional is important for the growth and development of interns. A good mentor can do more for a graduate than a basic training program.
7. Offer Company Stock
A more traditional route to supplement intern compensation packages is to offer company stock. Many young employees are interested in stock trading apps that they can use to invest and boost their financial standing. Therefore, company stock is once again an exciting incentive for new employees

Offering stock keeps employees invested in your company’s success since they own a fraction of your business. It gives them a reason to contribute to your organization’s growth while also showing that you value them.

Pro-tip: When offering financial benefits to your young employees such as stock options and 401k matching, you may want to recommend that they seek out personal finance software or professional financial advising. It is always a good idea to have a well thought out financial plan to start building your net worth early in your career.
8. Help With Networking
Every business owner was probably an entrepreneur at some point. Show your interns that you’re interested in their career development by providing them with opportunities to network within the industry.

Entrepreneurial endeavors from interns are not a threat. On the contrary, they show the intern’s passion in their field. By showing support and thereby enabling them to build their dreams, you’ll get loyalty in return.

Networking can be as simple as inviting interns to attend industry seminars, introducing them to senior employees, or taking them along during client meetings.

Supporting business ideas can also be an excellent way for businesses with limited financial resources to attract the best new graduates. Rather than simply offering money, you can provide networking opportunities and first-hand knowledge.
9. Get The Basics Right
If your intern-to-full-time-employee funnel is dry, it’s time to re-examine the basics.

Ask yourself:

 	Is the compensation fair?
 	Are there adequate development opportunities?
 	Do the interns feel valued during their program?
 	Is the interns’ work being recognized and appreciated?

A common mistake that plagues many organizations is giving interns menial grunt work. While this is fine at the beginning of the internship, you must eventually trust them with actual work that helps with their development.

Work-life balance is another common area where companies falter. Interns have to juggle their work, study, and social lives. Don’t add to their stress levels with a poor work-life balance. A recent report by Sleep Advisor highlighted that over 70 percent of students are sleep deprived, and students who got more sleep performed better academically.

Instead, offer flexible work options, limit their work times, and check in with them to see what is important to them and how you can help with their priorities.



The days of interns being part-time help are long gone. A valued intern with great professional skills returning full-time to your organization can significantly benefit the company.

Good internship programs are excellent for attracting and retaining top talent. By investing time and effort into these nine tips, you’ll increase your chances of retaining the best and brightest of your interns for full-time roles with your business.

### Workplace Poster Requirements 101

It’s one of HR’s most important, and seemingly antiquated, responsibilities: hanging up workplace posters. Sadly, these aren’t the band or movie posters of your youth. Employers are federally required to display notices covering a broad range of topics, including the minimum wage, workplace safety, and family and medical leave. Learn everything you need to know about workplace poster requirements in our post.


Try as you might to make your department’s operations paperless, workplace posters have become a part of HR tradition and aren’t fading from the scene anytime soon. Here’s what posters you’re federally required to display and where:


Employee Rights Under the Fair Labor Standards Act


It’s bold. It’s garish. It’s the law. The Fair Labor Standards Act poster prominently displays the federal minimum wage and covers a broad swath of topics, including overtime, tipping, and child labor. It comes in a variety of languages, and certain industries like the agricultural sector have their own versions. Note that federal contractors have a special variation, as they are often subject to higher standards (like a minimum wage of $11.25 per hour, for example).
Though this poster does not carry a size requirement, it must be printed legibly. The Department of Labor (DOL) recommends printing it on 11-by-17 paper. You can either print your own version or purchase a laminated copy on the agency’s website.


Job Safety and Health: It's the Law


The Occupational Safety and Health Administration (OSHA) sets and enforces workplace safety standards. While you may think their reach extends only to hands-on work like construction, the agency’s rules cover all employers—so make sure those office filing cabinet drawers are closed.
OSHA requires all public and private employers to display their poster, which outlines workers’ rights and employer responsibilities. Though businesses only need to display the English poster, the agency strongly recommends displaying other versions depending on your employee demographics. You can order a poster online or by phone. If you decide to print your own, it’ll need to be, at a minimum, on legal size paper with a 10 point font. Note that some states have their own variations of the poster.


Employee Rights Under the Family Medical Leave Act


The Family Medical Leave Act (FMLA) entitles some workers to job-protected, unpaid leave for a variety of reasons, including giving birth to a child and caring for a health condition. The law also comes with a mandatory workplace poster, which outlines the FMLA’s scope and eligibility requirements.
Unlike the posters described previously, if a large number of a company’s employees have a preferred language other than English, a translated version of the poster must be displayed. While the DOL does not specify a size requirement, it does require that notice is “easy to read” and “fully legible.” Our recommendation is to err on the side of caution and go for legal size paper.


Equal Employment Opportunity is the Law


The Equal Employment Opportunity Commission (EEOC) has its own mandatory poster, which outlines employee discrimination protections. It also features a list of all the protected classes (e.g., gender, race, national origin) and employee instructions on how to file a claim.
Neither the DOL nor EEOC require employers to display bilingual versions of the poster, and there is no specific size requirement. Note that this poster features a second page, which applies directly to federal contractors or companies receiving federal financial assistance.


Employee Rights - Employee Polygraph Protection Act


Lie detectors might be all the rage on daytime television, but they’re a big no-no in the workplace. Federal law prohibits most businesses from using polygraph readers on individuals during the interview process or active employment. Trust us, we're telling the truth.
With a few exceptions (federal, state, and local government offices), employers are required to prominently display a poster outlining the Employee Polygraph Protect Act’s prohibitions and exemptions. There are no size requirements.


Your Rights Under USERRA
The Uniformed Services Employment and Reemployment Rights Act (USERRA), signed in 1994, protects non-career members of the military from losing their jobs or benefits when called into active service.
The law comes bundled with a posting requirement, which describes reemployment rights, insurance protections, and how individuals can report violations. As an alternative to posting this notice, employers may opt to share it digitally via email.


Notice of E-Verify Participation & Right To Work Posters


E-Verify is an optional, electronic service that supplements the traditional Form I-9. If a company does choose to opt-into the service, however, doing so comes with new posting requirements.
The Department of Homeland security mandates that E-Verify subscribers prominently display two posters, one confirming E-Verify participation and the other outlining foreign national labor protections. Both can be downloaded from the U.S. Citizenship and Immigration Services (USCIS) website.


On Placement

Location, location, location. Workplace posters need to be displayed prominently. They should be in full view in a public area, unobstructed by doors, machinery, or strategically placed ferns. In particularly large offices, or those with multiple floors, cover your bases by hanging duplicate posters throughout. They may not mesh with the rest of your office decor, but at the very least you’ll be compliant.
Note that these posters aren’t just required to be visible to active employees. For example, the required FMLA poster needs to be visible to job applicants, too. It’s best practice to find a conspicuous location visible to both visiting candidates and employees. That may mean hanging your posters in a high-traffic hallway, in the kitchen, or even by the restrooms (make sure both the men and women's rooms are covered). Additionally, companies with remote workers should make digital versions of the posters available via your HRIS or company intranet.



Note that the above only represents what is federally required, and that separate, state-specific posting requirements are available at your jurisdiction’s labor department website. Additionally, depending on your company’s industry, there may be additional federal posters you’ll need to display. Employers in the agricultural sector, for example, need to display the mandatory Migrant and Seasonal Agricultural Worker Protection Act (MSPA) Notice. Federal contractors have their own requirements as well. A comprehensive list of posting requirements can be found on the DOL’s website.
Overwhelmed by all the requirements? Don’t fret—a number of organizations, including the Society for Human Resources Management (SHRM), sell combined posters that are both compliant and convenient.
Stay ahead of regulatory changes with our new report, HR Compliance Trends to Watch Every Year.

### 4 Challenges for HR in the Retail Sector

Whether your company falls under e-commerce or brick and mortar, HR in the retail industry has always been complex and fast-paced. But due to the COVID-19 pandemic, retail HR professionals have been facing all sorts of new challenges.

Let’s take a closer look at the top challenges for HR in the retail sector—and how you can tackle them this year.
Attracting and Retaining Talent
Today’s talent market is incredibly competitive across all industries, but especially for retail companies. In fact, e-commerce employment alone grew more than any other retail vertical over the past 15 years.
While the demand for employees in the retail industry continues to increase, unfortunately turnover rates do, too. According to the National Retail Federation, retail turnover rates are slightly above 60 percent—which is much higher than most industries.
Retail HR professionals should revamp their recruitment techniques in order to stay on top of their hiring needs and retain their employees. Since 49 percent of employees will look for a new job in the next 12 months if they are dissatisfied with their benefits, understanding how their priorities have changed due to COVID-19 is critical. Looking ahead, retail leaders should focus more on total rewards, meaning the combination of benefits and compensation, along with other perks that employees in the retail industry value, such as flexible working hours, unlimited PTO, and wellness initiatives.
In addition to offering the right benefits, reducing high turnover rates in the retail sector will also require companies to rethink their other retention strategies. From having frequent career development conversations to giving regular feedback and recognition, retail HR professionals will have to become creative with the ways that they keep their employees engaged to make sure they’re in for the long haul.
Seasonal Demand
As if hiring for retail isn’t challenging enough, it becomes even more complex when you factor in seasonal recruiting. Regardless of whether your company’s busy season is the fall, winter, spring, or summer, retail HR professionals are often pushed to their limits trying to staff for season hiring surges. 
To make it easier on your HR team when preparing for the seasonal recruiting cycle, give yourself at least 3 months to search for candidates—especially if the role requires specialized knowledge or on-the-job training. Time-to-fill can vary significantly across all industries and job types, with the national average being 26 days. Also take into account the type of work it will be. For example, junior roles might only take a month to fill, while the search for more senior employees in the retail industry can take a bit longer.
Employee Training and Development
All retail leaders know that your shoppers’ experience with your employees can either make or break a relationship with them. In fact, 58 percent of customers will stop doing business with a company if they have a poor experience. 
That’s why training and upskilling employees in the retail industry is so crucial. Investing in their career development can kill two birds with one stone by helping them deliver an unforgettable shopper experience, while also retaining them. It’s a win-win.
But doing this can be difficult for retail leaders when their employees are working from home, in different stores, or at various offices—especially across state lines or time zones. That’s where cohorts and virtual programs come in. If you choose to split your program into cohorts, you can do so based on employees’ locations or roles. For example, one of your cohorts can be solely for front line retail workers and focus on enhancing their interpersonal skills since they speak directly with clients. Depending on the goals you set, your program can take on several different forms, including internal training, apprenticeships, mentorships, partnerships with vendors, online course platforms, and relationships with universities.
Workforce Management
From storing employee data to tracking working hours across store fronts and offices, retail workforce management has its complexities. Luckily with the right people operations platform, retail HR professionals can streamline and automate all of these processes. 
With a single system of records, you can say goodbye to physical HR paperwork by keeping all of your company’s data centralized and secure in one place. On top of that, retail HR professionals can easily manage their employees by tracking their hours, paying them properly and on time, and pulling reports on critical workforce analytics—all within the same platform.

Find Out More About HR for Retail
In addition to tackling these challenges head on, there’s one more thing that is key to setting retail leaders up for success this year: a streamlined people operations platform. Find out why Namely is the go-to HR software for retail companies.

### 5 Ways Technology is Changing HR

Over the years, technology has transformed every aspect of the way companies work. This is especially true for one department in particular: HR.

Many HR teams have jettisoned manual processes and stacks of paper for digital tools and automated systems—which has boosted their overall productivity and efficiency. On the flip side, teams that haven’t adopted such technology struggle to keep up with the ever changing HR landscape.
Let’s take a closer look at how technology has modernized the field of HR.
More Efficient Recruitment
Without technology, HR teams have to spend valuable time searching for candidates and sifting through applications manually. Of course many still incorporate things like job fairs, internal hirings, and employee referrals into their recruitment strategies, but companies with manual and paper-oriented hiring processes will simply not be able to compete for top talent—especially if they’re hiring for remote positions. 
With a recruiting solution, finding the best candidate for open roles has never been easier. HR teams can go through thousands of applications and narrow down candidates in record time. They can also use this software to coordinate interviews, conduct background checks, and extend offers.
Better Performance Evaluation
HR teams are at the forefront of performance evaluation in every organization. However, some HR teams still use paper or spreadsheets to fill out and track performance reviews. Doing this manually is ineffective, can waste valuable time, and makes it challenging to ask employees questions that are meaningful to your organization.
By using paperless review software, measuring employees’ work efficiency and overall performance is much easier. With a customizable solution, HR teams can conduct 360 reviews—self, peer, and manager reviews—and build them from the ground up. This enables them to collect feedback that gives a holistic view of an employees’ performance.
More Effective Communication
An HR team’s success depends on how well they can communicate with the rest of their organization. Having effective communication increases loyalty and trust, prevents conflict, and encourages teamwork.
Thanks to technology, HR teams can utilize a variety of collaboration tools that simplify the way they communicate with employees across their company. Whether it’s Slack or your HR software’s newsfeed, these tools make it easy to share important information and keep employees connected.
Simplified Data Gathering
Every company understands the importance of gathering and analyzing HR data.  From your organization’s turnover rate to gender ratio, there are several metrics your team should be tracking regularly. However, without the right technology, this process can be quite tedious and time-consuming.
Using an HR platform that enables you to customize and run various reports can help you gain valuable insights into your company in real-time. This helps HR teams make vital decisions with solid data to back them up.
Improved Security
HR teams are privy to sensitive information about their employees, and it’s their responsibility to ensure the security of that information. When managing employee data, they have to take extra care to protect it from malicious ransomware and hacker attacks. 
This is often difficult to do when HR teams are stuck with manual or outdated platforms. Since modern technology has made electronic storage of forms and documents possible, companies can safely save and retrieve employees’ records in a secure HR solution.

Technology has forever changed the way HR departments operate. To find out how adopting a streamlined HR platform can help you revamp HR at your company, click here.

### 5 Employee Retention Tactics for Retail Companies

In order to retain their employees, retail and e-commerce companies will need to develop strategies to keep them inspired and motivated—especially if they are working from home.

Here are some ways you can keep your remote employees engaged to make sure that they’re in for the long haul.
1. Give Useful Performance Reviews
Whether you conduct reviews quarterly or annually, evaluating your employees’ performance is critical to keeping them engaged at your company. From quality of work to productivity, performance reviews recognize your employees for their accomplishments and identify their areas of improvement. 
When a manager puts in the effort to execute a well-planned performance review, it can actually make a difference in an employee’s work ethic and have a positive impact on the success of the company overall.
Instead of viewing performance reviews as a waste of time, make them a priority. By providing the right type of feedback for employees and properly executing reviews, you can change the way your employees and managers handle the process.
2. Have Career Development Convos + Career Pathing
Don’t leave all of your career development conversations to performance reviews, though. In fact, performance reviews should focus more on the now—on individual and team performance and how that person has contributed. 
Set aside separate time to speak with each employee about their career goals, what they hope to accomplish within the next 6 months to a year, what they want to learn, what they like and don’t like, and how you can help them. This is a great opportunity to offer advice on courses they can take, help them find a mentor, or provide them with a stretch project that will help them test their skills and try out a project that might be more common if they upleveled their role.
Ensure that you also are completely transparent about the career path for that person’s role—even laying it out in a document. Tell your employees what is expected of them at their current level and what exactly they need to do to take it to the next level.
3. Give Feedback & Recognition
Since low morale in the workplace can increase the likelihood of employee resignations, it's critical to implement a positive system of feedback. In fact, 20 percent of employees say feeling underappreciated for their contributions is hindering their engagement at work, and 40 percent of employees say their manager is just “okay” at recognizing their work. Nearly 70 percent of employees say they would likely leave their job if they didn't feel appreciated. 
Receiving positive feedback can keep employees engaged, while motivating them to continue working hard and putting their best foot forward. Employees who feel encouraged and proud of their contributions to your company are more likely to stay.
Some ways that you can give recognition outside promotions and raises are things like spot bonuses, organizational awards, implementing a President’s Club, and individual incentives for projects.
Still, money can’t always buy happiness. Sometimes a simple “thank you” can go a long way. One study found that most employees said the most meaningful accolade they had ever received held “no dollar value.” Encourage your managers to regularly recognize their direct reports and consider implementing a fun employee recognition program.
4. Try Virtual Team Bonding Activities
When your workforce is dispersed, it’s especially important to keep your employees engaged. From virtual lunches and happy hours to trivia and game nights, you can give them a well-deserved break from work—no matter where they are.
Small doses of team bonding throughout the week can also keep your employees engaged and boost morale. Consider allocating the first 5 minutes of your weekly team meeting to discuss the newest Netflix shows employees are binging or ask fun icebreakers.
5. Use 30-60-90 Day Plans
The first 3 months can either make or break an employee’s experience at an organization—which is why retail and e-commerce companies will start making 30-60-90 day plans a critical part of their onboarding process. Broken into 3 parts, these plans clearly outline new hires’ tasks and priorities, along with any training they will go through. 
To give them metrics to strive towards, these plans should also list out new hires’ goals. Simply writing down goals makes employees 42 percent more likely to achieve them. These goals should be SMART: specific, relevant, measurable, attainable, and time-based. 
At the 30-, 60-, and 90-day marks, managers should check in with employees. During these one-on-ones, they can discuss their progress towards goals and any roadblocks they may be encountering. This will help keep employees motivated and set them up for success, increasing the chances of retaining them.

As retention continues to be a top priority for retail and e-commerce companies, what other trends can we expect to see in 2022? From hiring in a hot talent market to upskilling employees, check out our latest eBook to learn what the future of HR looks like for the retail and e-commerce industry.

### Be Proactive: Five HR Trends For Mid-Sized Companies In 2022

It’s 2022, and the world is still a bit strange. As we approach the start of the third year of the pandemic, it's a good time to contemplate how people leaders are holding up through it all.

I’ve written before about the difficulties of leading and managing in recent years and the importance of great collaboration between CEOs and people leaders. The urgency for that cooperation continues in 2022.
At Namely, we have a large customer base, and more than 70% of our customers employ between 50 and 500 employees — allowing us to really understand how mid-market companies manage people operations. I’d like to kick off 2022 with five key trends every mid-market CEO and people leader should be aware of, based on data from over 1,000 of our customers and some recently published reports. Some of these trends are more obvious than others, but I'm finding that proactive attention to many of these elements can help companies avoid headaches later.  
1. More Remote Workers
The number of remote workers has increased significantly in the past two years, and many people wish to work remotely moving forward. We all know this, but what many company leaders fail to realize are the implications of a more remote workforce in the long term. Most notably, compliance requirements change as you enter new states and when your total headcount in a state starts to exceed statutory thresholds — and people operations leaders often don’t hear about these milestones until they’ve already happened. 
2. Expansion To New States
Companies, on average, are in 38% more states than they were in 2019 according to my company's data. This is a big deal. Entering new states is expensive, and it’s directly proportional to the increase in remote workers. It’s a double-edged sword: Companies can recruit a broader candidate pool, but with that, comes a significant increase in the complexities of reporting and managing in a multi-state environment. It’s particularly important for people leaders to partner with finance executives to anticipate and plan for this change.
3. Greater Tax Obligations
We also found that the sheer number of tax filings is exploding — up over 42% since the pandemic began. A new state can trigger several new tax filing obligations, and unfortunately, I’ve seen (repeatedly) that companies move the employee and often forget to deal with the tax filing implications. Before long, you’re several quarters without filing and penalties and interest are on the table.
4. Higher Voluntary Attrition
A McKinsey survey found 40% of participants were somewhat likely to quit their jobs in the next three to six months. My company found that voluntary attrition increased by 10.6%. For most companies, attrition has been unavoidable. For high-performing cultures, holding voluntary turnover flat is a big accomplishment, and on average this accomplishment has been elusive for mid-market companies.
5. Increased Turnover In ‘Trusted’ Positions
My company closely tracks satisfaction and behavior for all of our user communities. But in particular, we pay special attention to contacts that are designated as "trusted." These individuals have broad administrative access and are almost always designated as administrators for all or part of the system in their organizations. During the last six months of 2021, more than 40% of our clients had a change to their trusted contacts. What does this mean? The people that are administering human capital management (HCM) systems for companies are turning over at an alarming rate. If organizations don’t fully support onboarding (which includes adequate product training), there’s real risk to both technology effectiveness and satisfaction.
During the pandemic, I’ve spoken and written about the unique challenges HR practitioners face and will continue to face — especially in 2022. Let me finish with some suggestions for how mid-market CEOs can help their people leaders succeed in 2022.

Provide leadership and guidance to operating leaders on the subject of remote work. Work with the CHRO and CFO to make an "eyes wide open" decision on where remote work will be allowed and how to make those specific decisions. Don’t drop it in the lap of the people team after the employee transfer has been approved or the offer accepted.
Make turnover a problem for the entire leadership team, not just HR. Support the talent acquisition and retention efforts with empathy, support and enthusiasm. Don’t just call HR with frustration about time-to-hire.
Focus on building a strong base. I think virtually every business will have to rebuild to some extent during the Great Resignation. It’s a cost of doing business in 2022 and supporting your people team’s efforts to properly support and train the new people who will inevitably be hired this year is essential.

Here’s to hopefully seeing things settle down a bit in 2022!







This article was originally published in Forbes. 

### Your Complete Guide to HR Metrics and Formulas

As HR professionals become more hr data-driven, it’s important to be familiar with all the different ways to leverage your people metrics and measure your team’s impact on the broader organization. Learning new hr metrics can inspire you to look at your company data in new ways and help you discover powerful insights about your people and organization. From absenteeism to time-to-hire, here’s a glossary of the most popular HR metrics you can use at your company:

A | B | C | G | H | N | O | P | Q | R | T

A
Absenteeism
Absenteeism is the rate at which employees take unplanned, unexcused absences from work. Increased absenteeism is typically an indicator of unhappy, disengaged employees and could eventually lead to higher turnover. That said, you may see some seasonality with this metric, especially during cold and flu season, so be sure to keep that in mind when drawing insights.
Formula: 
Number of Days Absent  ÷  Total Scheduled Work Days

B
Benefits Enrollment Rate
Your benefits enrollment rate evaluates how many eligible employees are enrolling in your benefits. Low enrollment rates could suggest costs are too high or your options aren’t appealing to your employees. You can also calculate this for specific voluntary benefits to gauge employee interest in your offerings.
Formula:
Number of Employees Enrolled in Company Benefits  ÷  All Eligible Employees

C

Career Path Ratio
Career path ratio shows you how people are moving in your organization, or how many internal moves are promotions versus lateral transfers. Before calculating, you need to establish what it means to be promoted or transferred at your company. Distinct roles and title hierarchy will make this step easier. The ratio will tell you how much upward movement there has been in your company in a given time frame. If the ratio is too high, your organization may be top-heavy. If it’s too small, you may not be investing enough in your employees.
Formula:
# of Promotions  ÷  (Total Promotions + Total Transfers)

Compa-ratio
Compa-ratio, or compensation ratio, measures how an individual employee’s salary compares to the midpoint salary range for their position. A compa-ratio around 100 percent means an employee’s salary is in line with the industry average and they should be performing their job as is expected of them. A ratio well below 100 percent indicates an employee is either new, inexperienced, or underpaid, while a ratio well above 100 percent suggests the employee is a top performer who consistently performs above expectations. Many companies use compa-ratios during performance reviews to dictate salary increases.
Formula:
( Employee Salary ÷  Midpoint Salary Range for that Position ) x 100

Cost per Hire
Cost per hire measures how much money your company spends on recruiting and HR to hire a new employee. It considers a recruiter’s time and salary, job board fees, applicant tracking software costs, staffing agency costs, and more. SHRM estimates companies spend an average of $4,129 to hire a new employee.
Formula:
Total Recruiting and HR Costs  ÷  Number of New Hires

G
Ghosting
This spooky phenomenon has been frightening recruiters recently. Employee ghosting is when an employee accepts your job offer, but fails to show up on their first day.
Formula:
Number of Candidates Who Fail to Show Up On Their First Day  ÷  Total Number of New Hires

H

High Performer Retention
All HR professionals want to keep their best employees happy. High performer retention measures top performer turnover for a given period. To measure, start by identifying what it means to be a top performer at your company. Then establish standards for what “good retention” means. As a general rule of thumb, top performer retention should be equal to or higher than overall employee retention.
Formula:
( (Current Number of Top Performers) ÷  (Number of Top Performers at the Start of the Period) ) * 100

N
New Hire Failure Rate
Not every new hire will be a perfect fit. New hire failure rate measures the percentage of new employees who leave your company within their first year. Higher rates could be caused by inaccurate job descriptions, poor management, lack of training, culture issues, etc.
Formula:
New Hires Who Left The Company Within Their First 12 Months ÷  Total New Hires During This Period

O
Offer Acceptance Rate
Your organization’s offer acceptance rate compares the number of job offers you extend to the number of offers your candidates accept. It can be a helpful way to evaluate how competitive your compensation and benefits are and how they compare to your competitors.
Formula:
Number of Job Offers Accepted  ÷  Number of Job Offers Extended

Overtime Rate
Your company’s overtime rate measures how often your employees work over 40 hours a week. It can be used to indicate scheduling inefficiencies, identify increases in payroll costs, and justify the need for increased headcount.  
Formula:
(Total Overtime Pay  ÷  Total Payroll Amount) x 100

P
Promotion Rate
See Career Path Ratio.

Q
Quality of Hire
Quality of hire takes a look at a new hire’s adjustment, acclimation, and performance since joining your company. To start, you’ll need to establish success criteria—this could be how well a new hire fits with your culture, performs, or exhibits the required competencies, for example. Once you choose your criteria, use a rating scale of 1-5 to rate each individual for each criterion. The average will give you their quality of hire measurement and help you see how they stack up to the rest of your recent hires.
Formula:
(Indicator 1 + Indicator 2 + Indicator 3)  ÷  (Number of Indicators)
 
Example:
(Performance + Productivity + Job Fit + Culture Fit)  ÷  4

R
Revenue per Employee
Revenue per employee helps you estimate how much money each employee generates for your business. A higher revenue per employees indicates increased employee productivity and optimal use of company resources
Formula:
Revenue During a Specific Period  ÷  Average Number of Employees During That Period

T
Time to Fill
Time to fill measures the period of time between when you open a new position and a candidate’s first day on the job. It measures the duration of your hiring process and helps you see if the length of your hiring process could be hurting your hiring efforts. SHRM estimates it takes companies an average of 42 days to fill an open position.
Formula:
Number of Days Between Posting a New Open Position and a Candidate's First Day

Time to Hire
Time to hire is very similar to time to fill. It measures the number of days between opening a new position and when a candidate accepts your offer, not the employee’s first day.  
Formula:
Number of Days Between Posting a New Open Position and a Candidate Accepting/Signing an Offer

Top Performer Retention
See High Performer Retention.

Turnover Rate
Turnover measures the rate at which employees voluntarily or involuntarily leave your company. Namely benchmarking data estimates that the average organizational turnover rate is 22 percent, while voluntary and involuntary turnover are 13 percent and 6 percent, respectively. Measuring turnover rate by department, team, ethnicity, etc. can help you isolate areas of concern in your organization and better understand why your employees are leaving.
Formula:
( Number of Employee Departures ÷  Average Total Employee Headcount ) * 100


Now that you’ve brushed up on your important HR metrics, it’s time to apply them to your own organization. Need help reporting your findings? Download our HR Metrics Reporting Template to help you share progress with leadership and ensure you nail your next HR presentation.

### 4 Ways To Support Your Company's Remote Learning Culture

As so many of your employees finally settle into their new work-from-home routine, some of your company’s old learning habits may have to adapt, too. 
In a traditional workplace, a lot of learning happens organically in the halls and over lunch—and with employees more distanced from each other these days, you’re probably going to wonder why it seems like employees know less about what’s going on in your company, your product, or their own career development. 

Whether your company has a full-fledged learning team in place, or if you’re operating a little leaner these days, here are some simple, yet impactful, ways to make sure your employees are still learning and developing:
1. Bring Back Informal Learning
We used to share interesting tidbits of information with each other over lunch and in the halls at the office—like discussing that cool thing you didn’t realize your product could do or sharing how you made one of your clients happier after they were upset about something. We don’t even think about it. And we definitely don’t think of it as learning–but it is, and it’s very powerful. 
Here’s want you can do to bring back informal learning in the virtual environment:

Encourage teams to have scheduled lunch or social hours with each other and let their natural conversations fall back into the rhythms they used to enjoy. They’ll be sharing interesting tidbits again in no time!
Empower everyone at your company to create learning videos. Free software, like Quicktime, makes this easy and accessible to everyone. Host a contest for the best, most informative mini video (less than 2-3 minutes) on a variety of topics. Post them on your Namely feed, host them on a private Youtube channel, share them on your messaging platform, or upload them to your LMS.
Challenge teams to come up with the top 10 most little-known things about a topic to share or turn them into jeopardy games to play at team happy hours.

2. Build Mentorship Opportunities
With less time for socializing and less time in a physical office, your employees’ internal networks may not expand as rapidly as they used to. 
Here’s how you can still build mentorship opportunities:

Create a list of people all new hires should meet with for 15-minute conversations. Include people they’d normally work with, but also people who are at different points in the same career trajectory.
Encourage managers and other leaders to connect their employees with mentors within the company when they want to learn more about career progress and new opportunities. The mentor will likely get as much out of the arrangement for their own development. 

3. Support Self-Guided Learning
Employees should be their own best advocates when it comes to learning in the workplace. But sometimes, employees tend to get stuck in a holding pattern—waiting for a higher up to assign them courses, trainings, or personal development tasks. 
Here’s what you can do to support self-guided learning:

Establish criteria for how and when people can spend their work time exploring learning opportunities.
Set learning goals during normal goal-setting periods, and ask managers to check-in on progress as regularly as they would on business goals.
Share your company’s learning resources, like professional development budgets and online learning sites so employees know what’s available to them.

4. The Team That Learns Together… 
There are so many unique learning needs across your organization, and it can be overwhelming to try to tackle it all yourself. Ask teams to work together on shared learning goals.
Here’s what you can do to encourage team learning:

Ask managers to set aside the first 10-15 minutes of their team meetings to delve into a topic that’s interesting to them. Set a rotation of employees to present on a topic that’s related to an upcoming project or emerging trend in their field, watch a short video together on Youtube and have a group discussion, or start a book club. 
Use professional development budgets for memberships to professional organizations for access to articles and webinars that can be discussed together. 


Need more support during these unprecedented times? Find out how Namely can help in our live product demo. Click here to register.

### 4 Ways Your Company Can Benefit From an HRIS

From onboarding to exit interviews, HR has a hand in all aspects of the employee lifecycle. While it’s great to stay busy, it’s impossible for small HR teams to “do it all,” especially as your company grows and evolves. Between staying on top of new compliance requirements, handling employee inquiries, processing payroll, overseeing strategic initiatives, and more, HR teams need all the help they can get to keep the office running smoothly and meet business needs.

Thankfully the HR technology space has paved the way for human resources information systems (HRIS) that unite all of your HR data in one central place and allow you to automate time-consuming administrative tasks. Here’s how HR technology can save your team valuable time, so you can focus on what matters most: your employees.
1. Enable Employee Self-Service
How much time do you spend fielding employee inquiries throughout the day? Odds are it’s more time than you’d like. An HRIS portal stores all your company policies, benefits information, and company resources in one easy-to-access location, so employees know exactly where to find the answers to all of their questions. Employees can connect with co-workers, request time off, enroll in benefits, and check paystubs on demand from their laptops or mobile devices—all without interrupting your day.
2. Centralize Employee Communication
Between email and Slack, internal messages can get lost easily. An HRIS portal can act as the central hub for your company’s internal communications. Modern HR systems offer a newsfeed, where your team can post announcements, acknowledge stand-out employees, and share updates. The platform can also boost employee engagement by acknowledging employee birthdays, start dates, and work anniversaries.
3. Increase HR Automation
As your business grows, your time might be better spent on strategic initiatives, not day-to-day administrative tasks. An HRIS solution can help streamline your daily tasks by automating simple processes like overseeing employee onboarding, benefits enrollment, and tax forms—giving you time back in your day to manage your people and focus on your team’s initiatives.
4. Gain Powerful People Insights
Using an HRIS allows you and your team to make more strategic decisions. By storing all of your company and people data in one place, you get a more holistic view of your organization and can better identify areas for improvement. Aside from HR, payroll, and benefits, HR software commonly offers powerful integrations with other point solutions to move data seamlessly between systems. Leveraging your HR data through consistent HRIS reporting not only helps your organization achieve its business goals, but also empowers HR to make more informed decisions and prove impact.

Interested in learning if an HRIS solution is right for your organization? Request a product demo to see how Namely can help your organization. Uniting HR, payroll, benefits, talent, and time management, Namely is the all-in-one HR platform that empowers HR professionals and their employees to do their best work and build better workplaces

### 15 Office Birthday Ideas to Celebrate Employees

Celebrating office birthdays never gets old. Between the confetti, balloons, and cake, celebrating birthdays in the office offer employees a brief respite from their day-to-day, not to mention an opportunity to appreciate their peers. 

To help you think of ways you can celebrate your employees' birthdays in the office, we asked professionals across different industries how they do so. Here are 15 work birthday ideas that will make your employees feel appreciated.
1. Enjoy a Birthday Lunch
“We celebrate each employee’s birthday with lunch at the office (from the place of their choice) and dessert. We decorate the conference room and give the honoree a birthday card signed by everyone in the office. During lunch, we talk about the honoree’s birthday plans and enjoy each other’s company.” 
2. Remember Remote Workers
“Each month, our offices have monthly birthday parties to celebrate those who had a birthday that month. However, our WFH policy is flexible, so we also have a number of employees who work remotely full-time. We do something extra special for them to ensure that they feel special on their birthday. Each of our remote employees is sent a custom mug with a hand-illustrated portrait and card wishing them a happy birthday."
3. Recognize Employees at All-Hands
“Our company has a monthly All-Hands meeting in our common area. We go over exciting things happening, have a different department present what they’re working on, and cover the usual housekeeping stuff. At the end of each meeting, our CEO reads off a list of everyone with a birthday that month and has them come to the front of the room. As a group they’re sung to and everyone enjoys some kind of company-provided treat."
 4. Be Creative
“I like to surprise my contractors with something creative. For example, the latest present I gave was a spa package for one of my writers. She’s a mom that works from home, and I thought she could use some 'me time'. It really meant a lot to her that I made the extra effort to think of something she might like. With so many options online, there's really no excuse. Nowadays, you can send a SendOutCard, a gift basket, flowers, movie passes, even legendary pizza from Chicago or New York (I'm planning on doing that this Christmas)...it's really endless.”
5. Give Extra Time-Off
"At our digital marketing agency, office birthdays are acknowledged by giving a free day of paid vacation within your birthday month. Although the office doesn't do a group event or celebration, it enables our staff to spend their birthday doing whatever they like most!"
6. Go for the Birthday GIFs
“At our company, one team member will realize it's another team member's birthday and will call it out in a Slack channel. Then, all employees will proceed to share a birthday or celebration-themed GIF based on the birthday honoree's likes and interests.” 
7. Host a Cake Day
“We have over 500 employees. With so many team members, we celebrate employee birthdays once a month with a highly anticipated Cake Day. Imagine, once a month a lunchroom is filled with 20-30 cakes of all shapes, sizes and varieties–carrot cake, ice cream cake, chocolate cake, cheesecake, fudge cake, Boston cream pie, coconut cake and more. We make sure to have a few vegan cakes on hand, too!"
8. Personalize a Thoughtful Note
“We love recognizing top employees, so we make a big deal out of birthdays and anniversaries. Because we're still a growing company, we have the ability to make each one personalized. Volunteer Culture Crews across our main offices are tasked with gathering submissions for a shared Kudoboard (an interactive birthday card where anyone can post notes, videos, gifs, or photos), as well as organize a gathering break centered around the employee's favorite food or snack. We'll unveil the Kudoboard as we gather to sing happy birthday, and give the employee time to read through the wall of notes."
9. Offer a Birthday Breakfast
“Our birthday tradition is largely breakfast-based. The employee whose birthday it is gets to choose what they want for breakfast and the whole office benefits. This usually takes the form of bagels or donuts—though I don't think there is a requirement that the food be round and holey."

10. Give a Customizable Gift
“Our birthday tradition is two-fold! On someone's birthday, the entire team goes out to lunch at the restaurant of our choice. The second part is a $150 credit towards shoes. Last month for my birthday I got to design some custom Nike's that I'd been eyeing for months.” 
11. Involve Senior Management
“We like to make our employees feel special on their birthdays by sending them a personalized birthday card. For each employee, a member of our senior management writes a personalized note—either the CEO, COO, or CTO—to indicate how important they are to the team. The rest of the team in the office signs as well.” 
 12. Get Office Birthday Decor
"Our team members celebrate birthdays in the office by decorating desks for the occasion. They cover the computer screens with cut-out memes and 'happy birthday!' banners. They also place fun accessories like flowers and little sweet treats all around their keypads."  
 
13. Provide Local Treats
“The day before the employee’s birthday, we order cookies from a legendary local cookie chain here in Austin called Tiff’s Treats. It’s something everyone in the office looks forward to and is a fun way to celebrate birthdays with a really awesome local treat to break up the day.”
14. Group Birthdays by Month
“When we were small, celebrating birthdays was pretty easy, but as we grew we had to figure out a scalable way to recognize everybody. I got an idea from reading the book Lean In by Sheryl Sandberg—she talks about how at Facebook, as they scaled, the company adopted a monthly birthday party with a sheet cake with a square with everybody’s name on it. We started doing that this year, and it’s turned out to be a great way to recognize everybody on their birthday month."
15. Make a Charitable Donation
“Each of our office locations has its own traditions, but celebration and recognition are important. At one of our offices, we have a monthly celebration of birthdays and anniversaries with cake and snacks. We also decorate the team members’ workspace on their birthday (and anniversary) with balloons and such, and they receive a greeting card and a small donation to a charity they support.”

Want to easily track employee birthdays on your own? Namely’s HR software allows teams to easily track and celebrate important milestones like work anniversaries and birthdays. See it in action by watching our product video here.

### 9 Things HR Can Do to Support Trans & Non-Binary Employees

Work is stressful for all of us. But in a world where your identity is often a cause of contention, it can be an incredibly difficult—even deadly—place to be for transgender and non-binary employees.

In recognition of Transgender Day of Visibility (March 31), we’ve put together a (non-exhaustive) list of ways that HR and leadership teams can support their transgender and non-binary employees and make their workplaces more physically and psychologically safe.
1. Offer inclusive benefits
Transgender and non-binary people face many forms of discrimination in the provision of health insurance and other benefits. HR teams need to act as their advocates when selecting these plans. Specifically, HR and benefits administrators should ensure they ​​remove transgender exclusions and provide comprehensive transgender-inclusive insurance coverage. Click here to read Transgender-Inclusive Benefits: Questions Employers Should Ask. 
This can also mean offering supplemental benefits like therapy, virtual therapy, telehealth, EAPs, meditation apps, legal support, wellness apps, and more, which can support the employee’s mental, physical, and legal needs.
2. Implement pronoun visibility
One simple, yet impactful, way that HR can support employees is by implementing pronoun visibility. We’ve already seen this increase in usage in the workplace with LinkedIn implementing the ability to share your pronouns. But this can be done in more ways, including offering all pronouns on your HRIS, creating pronoun-inclusive job postings and applications, and asking employees to display their pronouns in their email signatures and Slack names. Reminder: this should be implemented or encouraged for all employees and it should be a proactive action. Don’t wait for employees to come to you when they feel uncomfortable or unrepresented; implement pronoun visibility now.
3. Institute gender-neutral bathrooms
Perhaps OSHA said it best, “All employees, including transgender employees, should have access to restrooms that correspond to their gender identity.  It is essential for employees to be able to work in a manner consistent with how they live the rest of their daily lives, based on their gender identity. Restricting employees to using only restrooms that are not consistent with their gender identity, or segregating them from other workers by requiring them to use gender-neutral or other specific restrooms, singles those employees out and may make them fear for their physical safety. Bathroom restrictions can result in employees avoiding using restrooms entirely while at work, which can lead to potentially serious physical injury or illness.” Ensure that within your workplace you at least offer either single-occupancy gender-neutral facilities or multiple-occupant, gender-neutral restroom facilities with lockable single occupant stalls.
4. Implement anonymous reporting
Anonymous reporting can empower employees to come forward earlier with issues (like microaggressions, sexism, racism, transphobia, homophobia, etc.) they may have not previously reported for months, proactively helping the organization identify issues before they become bigger problems. In fact, 74 percent of employees say that they’d be more inclined to give feedback if it was truly anonymous. Ultimately, anonymous reporting helps establish a culture of communication, trust, and psychological safety, since employees know they are protected and supported throughout the reporting process.
5. Ditch the dress code
Some companies have dress code requirements that differ for men and women. Not only is this idea generally antiquated, but it can be incredibly alienating for transgender, transitioning, or non-binary employees. If your company must have a dress code, be general and be careful not to include gendered language in the policy.
6. Support transitioning employees
HR can (and should) be a rock within the company for transitioning employees, and when notified, HR should work with each transitioning employee individually to ensure a successful workplace transition. This includes, but is not limited to, supporting name changes (and all resulting email address, ID card, photo, letterhead, nameplate and health insurance documents changes).
7. Adopt trans-inclusive policies
If you haven’t already, ensure that you have clear company guidelines prohibiting gender and gender expression bias. Also be sure that you have strict rules about calling each employee by their preferred name and pronouns. Make sure that every employee is aware of these, signs on to comply, and understands that non-compliance can result in termination. With all of this, make sure you’re respecting all employees’ privacy and not revealing any personal or medical information.
8. Create ERGs & support groups
Building a diverse and inclusive organization starts with creating a culture that embraces and celebrates people’s differences. Investing in employee resource groups (ERGs) is a great way to give your employees a forum to meet like-minded people, raise awareness on key issues, and share their culture and values. By establishing an ERG, trans employees, non-binary employees, and allies in your workforce can share experiences, educate others on gender identity, and serve as a unified voice at your company. Most importantly, members of the ERG can come together to advocate for themselves both inside and outside of your organization.
9. Acknowledge & celebrate Transgender Day of Visibility
Last but not least, take a stand as a company. Acknowledge days like Transgender Day of Visibility so that your trans and non-binary know that you support them, even in a “politically-charged environment.” Just make sure that if you talk the talk, you also walk the walk.

### 3 Recruiting Mistakes to Avoid

Striving to attract and hire top employees comes with many challenges—especially in today’s candidate-driven market. In fact, a report by Express Employment Professionals found that 63 percent of employers say it has been difficult to fill positions, and 31 percent have open positions that they cannot fill.

Hiring non-suitable candidates can bring down your company’s productivity astronomically and create an environment that doesn’t align with your core values. Due to this, poor hiring decisions account for 80 percent of employee turnover.
That being said, top recruiters believe that if companies rethink their hiring strategies, they can reap far better results.
To help you revamp your own strategy, here’s how you can avoid the top 3 recruiting mistakes:
Hire candidates based on their ability to add to your culture, rather than fit into it.
Employees who stay at their companies for a long time usually feel like they belong there. And, to avoid any kind of conflict, many organizations try to hire people who they think will fit in.
But there's a strong case against this hiring method: it can lead to a bias towards homogeneity, which can negatively impact teams’ productivity, innovation, and creativity.
So how can recruiters avoid falling into the "culture fit" trap and focus on hiring candidates who possess "culture add" qualities?
Let’s start at the beginning: what does it mean for a candidate to be a “culture add”? Well “culture add” emphasizes the benefit of gaining valuable perspectives that your workplace culture lacks. It's about hiring candidates who have fundamental values that not only match your company’s, but also bring something different to the table that can positively contribute to your organization’s growth and success.
Embracing the “culture-add” approach may sound like a daunting task because it will require you to reevaluate your hiring process, but it will be well worth it in the long run.
Pay more attention to candidates’ skills instead of their education and experience.
Over the past few years, recruiters have realized that there is often a gap between a role’s desirable skills and its education and experience qualifications. As a result, many of them are starting to weigh skills more because having prior experience in an industry doesn't necessarily mean that someone is the most qualified candidate for a role.
Looking ahead, candidates who have valuable skills, are well-rounded, and are eager to develop new ones will be the future industry disruptors. To help candidates continue to enhance their skills once hired, companies are investing in upskilling and training programs now more than ever before. This just emphasizes why hiring a candidate mainly based on their education or prior experience is a thing of the past. Tech Giants like Apple, Google, and IBM have already made this shift by no longer requiring candidates to possess a degree.
Automate and streamline your hiring process with AI.
Without the right tools and technology, your hiring process can be very manual and waste time for both recruiters and candidates. Since 60 percent of recruiters say screening is the most time-consuming part of hiring, automating that process could save valuable time and create a better candidate experience.
This can be done with the help of AI-powered tools that help you scan resumes, screen candidates, and test their skills. Having a recruiting solution can also help you automate the entire hiring process.
Here are some advantages of using AI during recruitment:

It can save you a lot of time. Automating parts of the hiring process with the help of AI can help companies relieve the manual work related to finding top candidates.
It can help you manage a large number of applications efficiently. AI tools can do the basic initial work of assessing skills, matching role fit, and keeping resumes organized on file. This saves recruiters valuable time by not having to screen each application and keep track of the process manually.
It can make the process more cost-effective. Using AI tools can help ensure that you're filling open positions with the right candidates the first time around. This will reduce employee turnover, save money on training the right people, and save on other costs related to onboarding new employees.


Once you avoid these recruiting mistakes and hire the right candidates, what can you do to retain them? Find out in our eBook.

### Nonprofits’ Guide to Classifying Workers

If you work in HR for nonprofits, you already know that the field comes with a very complex compliance environment. But one challenge in particular can result in costly consequences and penalties if not done properly: classifying workers.

According to the IRS, there are 2 overarching categories of workers: employees and contingent workers. Here are the 3 pieces of criteria that determine which category a worker falls into:

Behavioral: Does the employer control or have the right to control what the worker does, including how they do their job?
Financial: Does the employer control all financial aspects of the worker’s job? This includes who provides the tools and supplies, how the worker is paid, and if they are reimbursed for expenses.
Type of Relationship: Are there written contracts or employee benefits, such as a pension plan and health insurance? Are the tasks performed by the worker integral to the business? How long will the work relationship last? 

To help you further understand the difference between the two, here are some more takeaways: 

Contingent workers are outsourced by companies to complete specific tasks on a non-permanent and non-employee basis.
When contingent workers are done with their specific task or project, they move onto their next gig.
Contingent workers can control how and when they work, while employees have a set work schedule. 
Contingent workers are not salaried and do not receive benefits, while some types of employees do. 

After determining whether a worker is an employee or contingent worker, you can dive even deeper into those categories. 
Let’s take a closer look:
Types of Employees
Just like every other industry, there are four types of nonprofit employees. The first is full-time. Full-time employees work an average of 40 hours per week. They typically earn an annual salary and receive benefits, such as health insurance. Since the Fair Labor Standards Act (FLSA) does not declare how many hours an employee needs to work in order to be considered full-time, it’s up to nonprofit organizations to define what makes an employee full-time versus part-time.
As for part-time, these nonprofit employees work fewer than 30 hours per week on average. They are typically paid hourly and may not be eligible for benefits.
More commonly found in other industries, like retail, seasonal nonprofit employees are hired based on seasonality. Even though they only work for a designated amount of time, these employees are entitled to Social Security benefits and unemployment.
The last type of nonprofit employee is temporary. Like seasonal, temporary employees are hired for a certain amount of time. What sets them apart though is that temporary employees are hired to work on a specific task or project. These employees are not considered contingent workers because they are hired directly by nonprofits instead of through an agency. This type of employee is also entitled to Social Security benefits and unemployment.
Types of Contingent Workers
Moving onto types of contingent workers, the first consists of independent contractors and freelancers. The terms “independent contractor” and “freelancer” are usually interchangeable. These types of workers independently offer their services to the public. When offering their services, most independent contractors and freelancers are bound by written contracts. The term “freelance” is mostly used to describe contingent workers in creative fields, like graphic design and photography. Since they work independently, these workers are subject to self-employment tax if they make more than $400 during a tax year.
The other kind of contingent workers are independent consultants. After developing expertise in a certain field, consultants may decide to leave their firm and become a contingent worker. Independent consultants are hired by organizations to give them expert advice. From financial advisory to marketing, there are many areas that consultants specialize in. These consultants can charge clients by the hour, by the project, or on retainer.
What About Volunteers & Unpaid Interns?
Not listed under either of the categories above, volunteers and unpaid interns are types of workers that nonprofits often rely heavily on. While critical to the sector, these relationships can put HR teams at risk of violating wage and tax rules if not handled appropriately.
The Fair Labor Standards Act (FLSA) defines a volunteer as “an individual who performs hours of service for civic, charitable, or humanitarian reasons, without promise, expectation or receipt of compensation for services rendered.” While volunteers can be reimbursed for things like travel, giving them “a little something” for their time can pose compliance issues. Compensating a volunteer anything more than $500 per year puts them in paid employee or independent contractor territory, opening a pandora’s box of regulations including the Affordable Care Act, the Family Medical Leave Act, minimum wage rules, and others.
Keep in mind that nonprofits can’t necessarily use volunteers for all tasks. Commercial activities, like working in a museum gift shop, for example, must be handled by paid employees. The only exception here are interns, who are subject to a separate set of rules. 
If your nonprofit makes use of volunteers and unpaid interns, protect your company from potential wage claims or disputes by having them acknowledge in writing that they don’t expect to be compensated. These agreements should also make it clear what duties are expected of the individuals and for how long.

As properly classifying workers continues to be a top priority for nonprofits, what else can we expect to see from them in 2022? From revamping their hiring strategies to focusing on employee engagement, check out our latest eBook to learn what the future of HR for nonprofits looks like.

### 3 Steps to Hacking Your Productivity

What makes us more productive? Is it when we narrow in on a task in the one particular way we work best, or is it when we open ourselves up to multiple ways of thinking to tackle a problem—maybe with outside help? It’s an interesting question because it’s wrapped up in the definition of productivity itself. Let's start with an example.


Productivity Equals Speed—Or Does It?
I was just speaking with a client who had a huge preference towards conceptual thinking, that is, seeing the underlying patterns and connections in situations and problems. He was focusing on developing a whitepaper for his own clients on major industry trends. As a big-picture thinker and visionary, this kind of work and output was compelling to him and he created the whitepaper on time, with incredibly high quality. You could say that he was highly productive in this task. He narrowed his focus to the kind of imaginative output that worked well for his brain.

From a different perspective, though, he noticed that while clients found the whitepaper valuable, they were unsure what to do with the information. There was a structural, practical element that was missing in his writing, as well as the whitepaper’s structure. Ultimately, the company decided to fix the content gap, but it meant a version 2.0 of the piece and more time sunk into it. Overall, the end product was more difficult to produce and a less productive endeavor for the company.

The point is that productivity isn’t always about getting something done and out the door. Productivity means actually producing outputs that create the right kind of value. That’s where an understanding of a more holistic perspective on work can help leaders and teams be more productive.

The Generalist vs. The Specialist
I listened to a podcast by noted author and thinker Tim Ferriss, most famous for his concept of the 4-hour workweek, which in essence is about being more productive and satisfied. He made a fairly provocative assertion that we should not be specialists, but rather should focus on being generalists. “Specialization is for insects!” he said. This is hard, because with competition as fierce as it is in every industry, it seems foolish and unproductive to not push solely to the point of specialization and expertise. But generalization can make sense when it takes us out of a narrow mindset or perspective and introduces new ideas or ways of thinking.

While being a generalist in practice may be tough (it’s hard, after all, to become a quasi-expert on many things instead of a real expert on one or two), the idea that we can utilize a broader mindset or pool of resources to gain a different perspective is critical. That’s not a new idea, but connecting it to productivity is pretty unique.

Just think about how much more productive you could be if you truly understood the various ramifications—from many perspectives—of a particular plan you’ve laid out. In the case of my client, they ultimately lost productivity because the output wasn’t developed from a truly diverse enough perspective and it required additional work on the backend to get a high quality product. For their clients, of course, this was the right move—making a good product even better and going the extra mile.

For the company, though, it was a learning experience. So, how can you become more productive by gaining more diverse perspectives?

1. Understand your go-to approach for completing a task.
This is what gets you going on being productive right out of the gate.

2. Know what knowledge gaps you may be missing.
Recognize the other methods available for solving your problem, and what areas of the problem itself you’re less educated about. If you don’t think about things naturally from a big-picture level, have that in your mind as you begin working.

3. Find information or people who can fill those gaps.
This is about cognitive and behavioral diversity, where work on the front-end of getting out of your cognitive comfort zone (e.g. opening yourself up to new ways of working) pays big dividends on the back end for overall productivity.

Productivity is all about knowing how to work smarter and not harder—and getting broader inputs from yourself and others is a great way to do just that.

### How to Prevent Discrimination in the Workplace

Laws have come a long way when it comes to recognizing and prohibiting discrimination in the workplace. Unfortunately, it’s still an all too common occurrence. Discrimination in the workplace is detrimental for employees and puts the company at risk for legal action. In order to ensure that your company treats all of its employees fairly and legally, it is important that your HR department understands discrimination laws and has a strong policy in place to comply with them.

What is Workplace Discrimination?
Workplace discrimination occurs when an employee is treated unfavorably due to their:

 	Age
 	Sex or Gender, Including Sexual Orientation and Gender Identity
 	Race, Ethnicity, or National Origin
 	Disability
 	Religion
 	Genetic Information or Medical History
 	Pregnancy or Familial Status
 	Marital Status
 	Political Beliefs
 	Military/Veteran Status

Workplace discrimination can take many forms and is not always obvious on the surface. Some of the ways that candidates and employees who fall into the categories above are illegally discriminated against include:

 	Discrimination in hiring or promotions
 	Discrimination in termination
 	Paying equally qualified employees differently
 	Preferential treatment or singling out employees for degrading tasks
 	Bullying, harassment, and derogatory comments/jokes, including microaggressions
 	Sexual advances, innuendos, or promotions based on sexual favors
 	Discriminatory workplace policies, such as dress codes
 	Failure to provide reasonable accommodations
 	Refusal to allow employees time off for religious holidays
 	Retaliating against an employee that makes a discrimination claim

Regardless of the type of discrimination, if it is not stopped right away it can interfere with the discriminated employee’s ability to do their job and create a hostile work environment.
How Do You Prevent Discrimination in the Workplace?
It is important for your company to have and enforce a strong anti-discrimination policy. Preventing discrimination before it happens not only creates a better work environment for all employees, but can also prevent potentially expensive lawsuits against the company.
1. Understand Federal and State Discrimination Laws
Drafting an anti-discrimination policy starts with an awareness of the federal and state laws regarding discrimination that apply to your company. Here are some of the important federal laws enforced by the Equal Employee Opportunity Commission (EEOC):

 	Title VII of the Civil Rights Act: This law prohibits discrimination based on sex, race, or religion. This includes color, national origin, sexual orientation/gender identity, and pregnancy status. It also protects employees from retaliation for reporting or opposing discrimination against them.
 	The Pregnancy Discrimination Act: This expansion of Title VII also prevents discrimination based upon pregnancy or childbirth, or for medical issues related to these.
 	The Equal Pay Act: The EPA prevents sex-based wage discrimination for employees who perform equal work.
 	The Age Discrimination In Employment Act: The ADEA protects employees 40 and over from age discrimination.
 	The Americans With Disabilities Act: Title I of the ADA prohibits discrimination against qualified employees based on disability.

2. Adopt a Written Policy
Your company should have a written anti-discrimination policy that all new hires should be required to review. The policy should clearly state what activities are prohibited and what classes are protected. It should also include information on how to report discrimination issues, how claims are investigated, and provisions that prevent retaliation against employees who report discrimination.
3. Develop a Process for Handling Complaints
There should be a clear and consistent process for how discrimination complaints are handled by your HR team. Investigations should be handled promptly by an impartial investigator who has experience in discrimination issues. Employees should feel safe to speak up about any discrimination they experience without fear of retaliation. Ensuring that confidentiality will be maintained can help reporting parties with this.

Unfortunately, many companies make mistakes when handling discrimination complaints. Employees should know that their complaints will be taken seriously and that appropriate disciplinary actions will be taken. Having an overly complicated reporting system or delays in investigation will discourage employees from coming to your HR team when they are experiencing discrimination. An anti-discrimination policy is useless if it is not actually enforced.

For complaints to be handled in a fair manner, it is also important for HR teams to be aware of their privilege. For instance, a Caucasian individual may not understand how certain actions are racist, and may minimize the severity of the offense. Likewise, a male may not comprehend the discomfort that a female employee is experiencing. To really grasp how an employee is being affected by discrimination, HR professionals must be willing to listen to their point of view and examine themselves for unconscious biases.
4. Review and Update Your Company’s Policy Regularly
As labor laws are constantly being updated, it is imperative that HR teams keep up with those changes. Your company’s anti-discrimination policy should be regularly reviewed and revised to stay compliant. In fact, all company policies should be periodically reviewed to prevent policies that unintentionally discriminate. Any changes made to policies should be communicated to all employees immediately and put in writing.
5. Constantly Educate Employees
It is not enough to have new hires read a policy or go though a single anti-discrimination training. Preventing discrimination is the responsibility of all employees, but is up to HR teams and company leaders to set the example by treating everyone equally with respect to their protected classes. There should be mandatory continuing employee education on harassment, discrimination, and company policies. Not all state laws require this training, but it’s still a wise idea for HR teams to conduct this training at least once a year or whenever there is a change made to company policies.



It’s crucial for all companies to foster a culture that condemns discrimination and celebrates diversity. To learn how to build a more diverse workforce, click here.

### 4 Voluntary Benefits to Consider

Spring has arrived. Open enrollment has come and gone. We have finally reached the time when HR teams and benefits administrators can breathe a collective sigh of relief and move onto addressing the next most pressing issue: voluntary benefits.



By now, hopefully, you are done organizing everything on the back end. Many of you have spent the entire past quarter answering questions about the new coverage, tracking down ID cards, auditing carrier bills, and cleaning up incorrect enrollments.

The good news is that you should be pretty much in the clear with those first quarter to-dos. But the flip side is that you need to start thinking strategically about what you want to do next year. How did open enrollment go? What voluntary benefits do we want to offer? What should we do differently next year? What are our goals for the upcoming year? How are we going to execute on those goals?

Believe it or not, if your benefits renew on January 1, it has likely been six months or more since you last thought strategically about your benefits programs. You’ve been so inundated with the administrative processes surrounding implementation and enrollment that you haven’t had the time to focus on strategy. The beginning of spring is a great time to schedule your first planning check-in with your benefits broker.

What should be on the top of your strategy discussion list? Voluntary benefits.

The employee benefits landscape has changed drastically over the years, and there has been much made of the emergence of voluntary benefits. At this point, voluntary benefits have become an integral part of any employer’s benefits program. With the cost of medical insurance on the rise, employers must find new and creative ways to make their benefits programs more competitive and comprehensive. Voluntary benefits are a smart way to add value at little to no cost to the employer.

Here are the top voluntary benefits to consider this year:

1. Supplemental Health
Supplemental health products are not new to the market, but they continue to gain in popularity. Why? It comes down to two main reasons: the shifting burden of cost from employer to employee and the relatability of the products.

As costs have risen, more and more employers have moved towards higher-deductible health plans, which shifts the cost burden onto the employees and away from the employer. As a result, employees’ out of pocket costs have continued to rise, leaving them with large deductibles to pay when they need care. Supplemental health products help fill in these gaps in coverage. Critical Illness, Accident, and Hospital Indemnity are the most popular; these plans are all designed to help employees with out-of-pocket costs associated with medical plan deductibles and copays.

Additionally, the need for supplemental health plans is relatable for many employees. Critical Illness insurance, for instance, covers employees with lump sum payments for illnesses such as cancer, heart attack, and stroke. Almost everybody knows someone who has faced one of these diagnoses. Accident Insurance provides coverage for things like broken bones, stitches, burns, etc. The benefits are easy to understand and in a country where 62.1% of all bankruptcies are related to medical bills, employees are eager to enroll for the very low monthly premiums.

2. Financial Wellness
Now more than ever, employees are entering the workforce with tremendous amounts of debt. The average student loan balance of 2015 graduates was $30,100, which means many employees in their first job end up putting a large portion of their paycheck toward student loan repayment. As a result, student loan repayment programs have become a very popular benefit for employees struggling with debt.

From an employer perspective, financial wellness offerings often fit into a larger wellness initiative. Given that money is a leading cause of stress, providing support in this area can have a ripple effect into productivity and engagement.

3. Telehealth
Telehealth programs have been gaining steam for awhile now, but more options are emerging that are better than ever. When there is engagement with telehealth programs, there is a proven ROI for both employers and employees.

For employers, telehealth programs can lead to fewer claims on the company’s health insurance plan. In turn, lower claims can translate into lower renewals. Plus, when employees use telehealth instead of visiting a doctor or urgent care, the claims don’t always go against your plan.

For employees, they get to experience an easier way to interact with healthcare. Chatting with a doctor via video, text, or email can be a much more pleasant experience than dragging yourself all the way to the doctor. Additionally, some telehealth vendors are now opening brick and mortar offices where members receive exclusive access to modern facilities and a better medical experience.

4. Employee Perks
Perk programs are another form of voluntary benefits that have gained in popularity. There are many vendors out there who offer discount programs on everyday items and experiences like shopping, movie theater tickets, concerts, and more.

Though these perk programs are not necessarily related to the core medical programs, they are a great way for employers to boost employee engagement and satisfaction in the company’s benefits programs overall.

__

By leveraging a robust mix of voluntary benefits offerings, you can be confident you’re approaching the year ahead with a smart strategy in place. Learn more about how Namely can support your benefits strategy here.





For more information on health coverage and employee benefits in general, take a look at our comprehensive Employee Benefits Guide.

### Nonprofit Human Resources Best Practices

From having limited resources and budgets to navigating a unique compliance environment, human resources for nonprofits has always been complex. But as we recover from the COVID-19 pandemic, nonprofit organizations are still dealing with these challenges, even as they face brand new ones.

To help you tackle all of them head on this year, we’ve compiled a list of the top nonprofit human resources best practices:
Defining Nonprofit Staff Needs
As we entered 2022, more and more nonprofits started to lift their hiring freezes. But as the Great Resignation lingers, these organizations will have to reevaluate their strategies to attract top talent.
Before you even think about your hiring process, you should start at the very beginning and define your nonprofit staff needs. What core skills are you looking for? Is it crucial for your nonprofit employees to be team players, problem solvers, or organized planners? How much experience do they need to have? 
On top of these requirements, nonprofit human resources teams should also be looking for candidates who will align with their culture and values. Hiring the “right” nonprofit staff means searching for candidates who will be a “culture add” to your organization, not a “culture fit”. These kinds of employees not only share your nonprofit’s mission and goals, but add to your company’s diversity by offering different backgrounds, perspectives, and experiences.
Nonprofit Recruitment and Hiring
After determining what you’re looking for in your nonprofit employees, you should reevaluate your recruitment strategies. With so many entities out there that have larger budgets, hiring employees for a nonprofit organization can be challenging. Although the decision to work at a nonprofit isn’t typically made with a big payday in mind, compensation still matters to candidates. 
This means that nonprofit human resources teams will have to make sure they are staying as competitive as possible when it comes to merit and benefits. By researching industry averages and using benchmarking, you can see how your salary offerings compare to other organizations and reevaluate accordingly. As for nonprofit HR benefits, the key is to figure out how to build a plan that attracts talent, while also saving money. From flexible work and wellness programs to volunteering time off and Health Savings Accounts, there are several cost-efficient options you can offer that will help you hire top nonprofit employees, yet not break the bank.
Nonprofit Performance Management
Once you hire your nonprofit employees, you need to have strategies in place to retain them. Whether your organization conducts reviews quarterly or annually, evaluating your employees’ performance and giving them feedback has a significant impact on how long they stay at your company. From measuring quality of work to productivity, performance reviews recognize your nonprofit staff for their accomplishments and identify their areas of improvement. 
Since 94 percent of employees say they would stay at an organization longer if it invested in their career growth, offering frequent professional development opportunities also empowers nonprofit employees and ultimately, retains them.
Nonprofit Payroll and Taxes
Making sense of payroll taxes is difficult for any industry, but it can be particularly challenging for nonprofit human resources teams. While many nonprofits are entitled to tax breaks, the IRS only extends these benefits to certain companies—making it a challenge to figure out what’s actually owed at the end of the day.
To help you calculate this, here’s what you need to know about nonprofit payroll taxes:
Nonprofits whose work can be described as any of the below can apply for something called section 501(c)(3) status, a tax designation that signals that their mission is tied to the public good:

Charitable
Religious
Educational
Scientific
Literary
Testing for public safety 
Fostering national or international amateur sports competition
Preventing cruelty to children or animals

While most nonprofit payroll taxes remain in effect for these companies, there’s one key difference. 501(c3) organizations do not have to pay federal unemployment taxes. Commonly referred to as “FUTA” (an abbreviation for the Federal Unemployment Tax Act), these employer-paid taxes are calculated at 6 percent of the first $7,000 in wages each nonprofit employee receives. Depending on your location, you may also be eligible for a similar exemption from state unemployment taxes.
While charitable nonprofits get a free pass for FUTA, their payroll administrators will still need to withhold several other taxes—including Social Security and Medicare (FICA), Federal Income Tax Withholding (FITW), and others. HR teams should work closely with a third-party provider well versed in the subtleties of nonprofit payroll rules.
Nonprofit Compliance
From managing volunteers to tracking overtime properly, there are also several complexities when it comes to nonprofit HR compliance. To help you stay compliant this year as you hire more nonprofit staff, here are some refreshers:
According to the Fair Labor Standards Act (FLSA), a volunteer is “an individual who performs hours of service for civic, charitable, or humanitarian reasons, without promise, expectation or receipt of compensation for services rendered.” While volunteers can be reimbursed for things like travel, giving them “a little something” for their time can pose compliance issues. Compensating a volunteer anything more than $500 per year puts them in paid nonprofit employee or independent contractor territory, opening a pandora’s box of regulations including the Affordable Care Act, the Family Medical Leave Act, minimum wage rules, and others.
As for determining overtime, the eligibility of a nonprofit employee depends on two factors: job responsibilities and wages. While the so-called duties test warrants its own discussion, the latter criteria can be described more succinctly: if a nonprofit employee earns less than $35,568 per year, he or she must earn overtime regardless of job responsibilities. That number, commonly referred to as the overtime threshold, used to be $23,660 until the Department of Labor (DOL) raised it in 2019.

Find Out More About HR for Nonprofits
In addition to following these best practices, there’s one more thing that is key to setting you up for success this year: a streamlined HR platform. Find out why Namely is the go-to HR software for nonprofits.

### 7 Ways to Create a Happy Work Environment

A positive work environment significantly affects an employee's attitude, work, interactions with co-workers, performance, and productivity. By cultivating a positive work environment, employees feel respected and happy. That's why it's an essential part of your ongoing corporate strategy.

In this post, we'll walk you through 7 ways to create a happy work environment:
1. Give recognition
Unappreciated work is the #1 reason Americans leave their jobs. This statistic is so powerful that it should be on top of the list for leaders and employers. Make sure you take the time to recognize team members for a job well done. Send out an email and give credit when credit is due. If one of your members deserves recognition for a job well done, let them know right away! You don't have to wait for that annual review.
2. Offer flexibility
A lot of stress stems from conflicting priorities. Meanwhile, people who can focus on what's important to them live happier and healthier. Employers can help their employees achieve that balance by setting clear expectations, giving them flexibility with their work, and trusting them to set their schedules and priorities.
3. Provide a clean office space
Having a clean and comfortable workplace positively affects interactions among colleagues. Make sure that you put in the effort to provide them with a relaxing atmosphere to be productive and get work done. It also helps if you provide comfortable, ergonomically designed furniture, working equipment, and brighter lights to make it look a more inviting and conducive place to work. If some of your employees don't like sitting down all the time, consider standing desks.
4. Invest in employees growth
Employees want growth and development. Investing the time and energy dedicated to your employees' personal and professional growth will not only benefit them but will also benefit you in the long run. Nurturing employee growth can also help decrease the employee turnover rate. 
You can do this by offering them learning seminars and subsidized education options that will unite your employees as a community working together. The more effort you put into their growth, learning materials, and opportunities, the more motivated they feel.
5. Offer extensive perks
Think again if you think that paying people more is the sole key to workplace happiness. According to a study, there are 16 unique perks that employees tend to value more than a pay raise. 
Millennials view compensation simply as a threshold and not a scorecard. Offer your employees perks that improve their overall quality of life and demonstrate that your company cares about them. Perks include health and wellness programs, vacations, and child care.
6. Empower your HR Team
Your HR is usually your team's go-to resource whenever they have questions or concerns regarding their job. HR departments that suffer from staffing issues and poor workflows aren't as responsive to the concerns of your team. On the other hand, if all is running smoothly, you can ensure that your employees are catered to well.
7. Avoid micromanaging
Your team wants to feel that you trust them. Employees want responsibilities that show confidence in their abilities. If employees think that they're constantly on their boss or managers' radar, they won't perform the way they normally would, and they'll begin to resent their job. Trust means that there's less micromanaging and creating accountability to ensure that you can still get things done.

So there you have it. Creating a positive workplace should be high up on the list of every employer, entrepreneur, or manager. Doing so allows employees to perform better and improve their productivity. So, make sure that you build a workplace that keeps everyone motivated. 
Happy employees are good employees. From praising them for their contributions to investing in their professional growth, there are many ways to improve team satisfaction and workplace morale. Good luck!


 
Raymond Chiu is the Director of Operations for Maid Sailors office cleaning companies NYC, a top-rated office cleaning service provider. Matched with affordable prices, we can address even the toughest cleaning needs and can turn your workplace into a healthy, safe, and employee-friendly environment.

### 5 Free & Low-Cost Nonprofit Employee Engagement Strategies

As the Great Resignation lingers, organizations are realizing that keeping their employees motivated and engaged is key to retaining them. But figuring out ways to do this can be tricky for certain industries that have limited resources and budgets, like nonprofits.

In order to keep their employees engaged, nonprofits will have to start thinking outside the box to find cost-efficient methods.
To give you a few ideas, here are some free and low-cost strategies:
Flexible Schedules
Out of all the benefits that became popular during COVID-19, one in particular has changed the way employees work forever: flexible schedules. Nonprofit employees don’t want to work 9 to 5 anymore. Having control over when and where they work not only keeps them more engaged, but also directly impacts how long they stay at your organization. A recent study found that organizations that implement a flexible work plan see an 89 percent increase in retention. This is also where the latest workplace trend comes into play: 4-day work weeks.
Virtual Team Bonding
If some of your employees are still working from home, it’s especially important to keep your team connected. From virtual lunches and happy hours to trivia and game nights, you can give them a well-deserved break from work—no matter where they are. 
Small doses of team bonding throughout the week can also keep your employees engaged and boost morale. Consider allocating the first 5 minutes of your weekly team meeting to discuss the newest Netflix shows employees are binging or ask fun icebreakers.
Fitness Classes & Challenges
Research shows that exercising not only positively impacts your physical health, but also increases your productivity, decreases stress levels, improves your concentration, and sharpens your memory. This is why encouraging your employees to exercise regularly can have a significant impact on their engagement at work. 
Luckily for nonprofits, doing so doesn’t have to mean offering a paid subscription to fitness courses. There are many free online classes that you can promote, like OrangeTheory Fitness and Popsugar Fitness. You can also host organization-wide fitness challenges and even ask someone on your team to lead classes via Zoom if they are certified or simply passionate about working out.
Walk-and-Talk Meetings
Getting fresh air can make a huge impact on an employee’s ability to stay engaged during the work day. To help them stay active and get a break from working inside, you can suggest that they take conference calls that don’t require sitting in front of a screen outdoors. During these Walk-and-Talk meetings, employees who are still working from home can stroll around their neighborhoods or even backyards for a change of scenery. If your employees are back in the office, consider hosting your team meeting in a nearby park or on the way to a local coffee shop every once in a while.
Employee Resource Groups
Employee Resource Groups (ERGs) are employee-led interest groups that raise awareness of issues facing people of a specific demographic, race, religion, or sexual identity. Starting ERGs at your organization can have a direct impact on your employees’ engagement, giving them the opportunity to support one another, stay connected, and feel aligned with your mission. For instance, starting an ERG for parents and caregivers will enable your employees who have children to share experiences, provide resources, and serve as a unified voice at your organization. ERGs can meet on a weekly basis and create a Slack channel, where they can share insights and bounce ideas off of each other. They can also host events at your organization, engaging the rest of your workforce too.

As employee engagement continues to be a top priority for nonprofits, what other trends can we expect to see in 2022? From revamping hiring strategies to offering the right benefits, check out our latest eBook to learn what the future of HR looks like for the nonprofit industry.

### Namely + Mineral: The Ultimate Compliance Solution

If you’re having trouble keeping track of regulations in multiple states, deciphering legalese, or finding time to draft new policies–you’re not alone. Companies everywhere are experiencing an explosion of new, complex, and often-changing compliance requirements.



Last year, Namely clients reported:

 	120 percent increase in remote workers
 	42 percent increase in tax filings
 	38 percent increase in # of states
 	10.6 percentage point increase in voluntary attrition

This means you’re navigating remote workforce management, expanding the states you’re operating in, and hiring during the Great Resignation–all while staying on top of your typical day-to-day initiatives like improving employee engagement and running payroll.

That’s why Namely and Mineral partnered as your trusted advocate for risk mitigation to help you manage new workplace challenges with confidence. Namely and Mineral released an enhanced platform designed to simplify compliance, avoid costly penalties, and better support mid-sized companies in these times where the only constant is change.
What to Expect
Improved Accessibility
Mineral’s new, intuitive interface makes it easy to search and access thousands of resources and HR tools to help you navigate any challenge that comes your way.


Increased Customization
Personalize your dashboard to display what’s most important to you and your company. The platform also triggers proactive law alerts tailored to your business, so you’re never left in the dark about important updates.

Additional Support
With Mineral’s new comprehensive support model, you can take your pick from online chat, Live Advisors, email technical support, and the Help Center.


Namely’s HR Compliance Solution
Save time and become the compliance expert in your organization with Namely’s robust solution that includes:

 	Unlimited access to live HR advisors
 	Learning management system with 300+ courses
 	Proactive state and federal law alerts
 	Compliance calendar to keep you one step ahead
 	Compliance library with thousands of resources
 	HR assessment to help identify HR and compliance gaps
 	Form and policy templates to give you a head start
 	OSHA case creation, logs, and reporting
 	Job description builder to save you time
 	Salary comparison tool to keep you competitive in the talent market
 	Dynamic handbook that grows with your business
 	Anonymous reporting to empower employees to report concerns







Looking to level up your risk mitigation strategy? Learn more about Namely’s compliance solutions here.

### How to Celebrate Employee Appreciation Day Virtually

Employees are the heart of any organization. They create your company culture, help your business grow and improve, and make logging on every Monday morning bearable. Without them, frankly, your business wouldn’t be able to succeed. 

That’s why it’s important to recognize your employees’ hard work and accomplishments. While recognition should be an ongoing initiative, there is one day in particular when it’s important to celebrate all of your employees—Employee Appreciation Day. 
But how can you do so if some of your employees are still working from home? 
Here are 5 ways you can celebrate Employee Appreciation Day virtually:
1. Send a Personalized Note
Sending employees a handwritten thank-you note is a type of appreciation that is rare to come by and seems all the more special when received. To express gratitude for all of their hard work and dedication, you can include an individualized message that highlights their accomplishments throughout the past year. As an extra bonus, you can even include a gift card to their favorite spot, such as a local restaurant or coffee shop.
2. Give Employees the Day Off
Giving employees a well-deserved day off can go a long way in helping them relax, destress, and feel appreciated. Since it’s on a Friday this year, kicking off a long weekend for Employee Appreciation Day can really help them rest up and recharge.
3. Host a Virtual Event
If your employees are working on Employee Appreciation Day, a perfect way to celebrate is by hosting a fun company-wide event. From a virtual comedy show or trivia night to a paint-and-sip or wine tasting class, there are a lot of interactive events you can host to show your employees appreciation.
4. Give Out Awards
To recognize employees across your organization, you can give out a variety of awards on Employee Appreciation Day. These awards can be given to the top performers of each department or employees who embody your company’s core values. To announce the winners, you can tag them on your newsfeed or host a company-wide call. You can also send them certificates or trophies to put in their home offices.
5. Send Out Company Swag
Who doesn’t love some company swag? To celebrate Employee Appreciation Day, you can send your employees a thoughtful basket full of T-shirts, hoodies, mugs, stickers, or any other items with your logo. You can also use an employee rewards and recognition platform, like Awardco, to let your employees choose what swag they’d like to receive.

While Employee Appreciation Day is a great opportunity to celebrate your employees, it’s important to remember that recognition should be ongoing—not a one-off event. From celebrating birthdays to acknowledging milestones, frequently recognizing your employees can have a significant impact on whether or not you retain them.
For more employee retention strategies, check out our eBook.

### 3 Ways to Better Manage Employee Benefits

As a benefits professional, I frequently stumble across industry studies and insights that emphasize the critical role of employee benefits in the workplace. Whether the suggested strategies center on offering more affordable benefits or more variety, they all lead back to the overall impact of employee benefits management on recruiting, retention, and satisfaction.



Combined with increased regulatory pressures, new governmental players promising change, and steadily rising costs, HR and Finance teams need to be diligent. They must find the right partner that can both help them deliver great benefits and also provide real value within their budget. And yes, they need a system to make employee benefits management easy.

Where to begin? At Namely, we recently teamed up with MetLife to publish The Benefits Paradox of 2017. As a preview, here are the three takeaways that will help you better manage employee benefits:
Alignment
In The Benefits Paradox of 2017, one major finding is the importance of aligning with your benefits broker when it comes to designing, implementing, and executing on a benefits management strategy. Mai Ton, VP of HR at OneLogin noted, “It's crucial to work with a broker who understands your demographic and can find programs that meet the needs of your specific organization.”
To me, this goes far beyond simply understanding the employee demographics and company budget. An effective benefits consultant will dig deeper. Your benefits strategy must be aligned to important factors like company culture and long term goals. What does the company use benefits for? Recruitment, retention, or reward? Is the culture paternalistic or enabling? Do the core benefits offered align with both the employee demographic and the company culture? Further, do the ancillary and fringe benefits compliment the core plans and provide value?
Variety
There is no such thing as a “one-size fits all” benefits package. In order to stay competitive, employers need to offer variety.
In the same report, we found that employees ranked benefits over compensation as their reason for accepting a job. “Certain packages with different employers meant that I would pay more for these things, and that's not possible with the way my budget is right now,” explained Sarah Boutwell, a marketer who recently went through the job hunting process. In fact, benefits matter so much to Boutwell that she turned down a job offer that provided a higher salary, but didn't offer health and dental insurance. “I figured out how much that would cost, and it wasn't worth it,” she says.
With the help of a benefits consultant who is aligned, employers can create a diverse benefits offering that satisfies employees of all demographic groups and fits with the company’s long term goals and culture.
Tools
With so much focus on budget and benefits, tools are often forgotten or put on the back burner. The problem with this approach is twofold:

 	Your HR tools reflect your company culture
 	Enrollment and engagement tools are a huge factor in determining benefits strategy

To the first point, the right HR tools have the power to positively impact company culture. There are many point solutions on the market that perform a wide range of services—recruiting, performance, recognition, HRIS, benefits administration, succession planning…the list goes on. When it comes to benefits, there are many solutions on the marketplace that will help companies perform open enrollment, but what next? Disparate benefits systems lead to the need for more manual processes around payroll, so using technology here can have an impact for both admins and employees.
Second, your tools need to be leveraged by your benefits broker. The right tools will provide your broker with better insights into your population trends from both a demographic and an enrollment standpoint. Additionally, when used effectively, tools can help improve employee benefits knowledge and appreciation.
A good example is introducing a high-deductible health plan (HDHP) strategy for your company. Without the right engagement plan in place, employees will never be comfortable with the move towards consumer-driven health plans. But with the right tools, employers can offer a simple, personalized approach to enrollment that shows employees the value of the plans, increases enrollment, eases concern, and ultimately increases satisfaction.



At Namely, we bring all the pieces together for a better employee benefit experience. We combine expert resources with the top all-in-one HR platform for mid-market companies, and in the process, strive to raise the bar on expectations for benefits brokers. By leveraging our benefits technology, we are able to be more efficient by automating enrollment and life events, while also taking a constant pulse on your changing employee population and keeping you compliant.
By managing total HR in Namely, we are able to cross-reference data insights to align our benefits strategy with your company culture, goals, and budget. Lastly, we’re a payroll provider in all 50 states, meaning that we automate deductions and quickly troubleshoot any issues.
In addition, we leverage our efficiencies with our carrier partners, like MetLife, to bring better insurance products to our clients. For more tips on improving your benefits offering, download the full Benefits report here.





For more information on employee benefits management and employee benefits in general, take a look at our comprehensive Employee Benefits Guide.

### Building a Employee Benefits Package? Ask These 5 Questions

For most companies, open enrollment is just around the corner. HR teams across the country are working hard to assemble a benefits package that meets employee needs and helps them stand out from the competition. But with employee benefits packages costs on the rise, it’s crucial to make informed decisions based on fact rather than speculation. It simply doesn’t make sense to allocate budget to fertility benefits if your workforce is more focused on saving for retirement. 

Though demographics like age can be an important piece of the puzzle, sometimes the best way to learn which benefits matter the most is to simply ask. Employee surveys are great for measuring eNPS, employee engagement, and even benefits preferences. Not sure how to get started? These five survey questions are designed to help you select the best benefits packages for your workforce. Note that all questions should be asked anonymously.

1. How many times did you see your doctor this year?
This is an important pulse check on the overall health of your employees. Consider asking follow up questions about specialist vs primary care and the nature of the visits. These insights will shed light on any claim costs or insurance needs that are not being met under the current provisions.

2. Which insurance plans are you enrolled in?
Do your employees gravitate toward high deductible health plans (HDHPs)? Did the selected plan provide adequate coverage for their needs? These kinds of questions can help you understand your employees’ priorities and whether they’re concerned most about cost or coverage. Asking also helps you identify any gaps in your existing offerings.

3. Have you had any major procedures in the past year? 
Costly procedures are important flags to consider in building your benefits offering. Dental surgeries may go beyond the annual insurance maximum, and employees on HDHPs may face higher than expected costs. This can help inform your voluntary benefits offerings and guide your communication strategy to ensure all employees understand their coverage in the face of a medical emergency or costly procedure.

4. Are you enrolled in any supplementary benefits?
This helps you understand the full picture of your employees’ coverage. Be it pet insurance, telehealth, retirement, or tax exempt savings accounts, voluntary benefits help you round out your core offering. This question reveals which benefits employees are utilizing and underutilizing and, as a result, you can identify opportunities to better communicate these options.

5. What are your primary expenses beyond basic cost of living?
Benefits are an important element of employer brand because they demonstrate that your company cares about employee wellbeing. While basic needs are factored into most salary decisions, many employees face additional expenses such as student loan repayment or childcare. Having a pulse on what your employees care about helps create opportunities to support them—whether it be through fertility benefits, home buying assistance, or corporate discounts.

Asking the right questions is just the first step. Work closely with your benefits broker to identify gaps in your offering and stay on top of the wants and needs of your workforce. Not sure how to get started? Namely provides a detailed employee benefits survey for all of its brokerage clients. This survey allows HR representatives to work closely with their support consultant to make informed data-driven benefits decisions. Learn more about Namely’s benefits and technology offerings here.

### Why Employees Love Getting Paid Biweekly

Baseball, apple pie, and biweekly pay. Getting paid every other week has become an American tradition, with the U.S. Bureau of Labor Statistics ranking biweekly pay as the country’s most popular pay frequency. While most international businesses typically run payroll on a monthly or weekly basis, employers here at home have taken the middle-of-the-road approach.



As the name suggests, biweekly payroll involves paying employees on a set day every other week, resulting in 26 paydays per year, or 27 if it’s a leap year. Namely’s own client data suggests that Friday is a particularly popular choice among companies with biweekly pay, accounting for nearly 60 percent of all paydays.


Because each month contains a little more than four weeks, twice a year employees will actually receive three paychecks a month. Despite this, the biweekly payroll still offer a certain predictability for hourly, full-time employees, who will always have to submit their timesheets on the same day of the week and will always be paid out for at least 80 hours. For HR or payroll administrators, it also means that processing day only comes once every two weeks.

Biweekly vs. Semimonthly
In payroll processing, the terms “biweekly pay” and “semimonthly pay” are not synonymous. When employees are paid on a semimonthly basis, they’re paid twice a month regardless of how many weeks there are. That means 24 pay periods per year, or two less than under the biweekly payroll model. Because the 15th and 30th of the month can sometimes fall on a holiday or weekend, HR and payroll administrators have to be extra diligent to stay on top of processing deadlines and pay dates. This additional variability has made the semimonthly approach less popular with U.S. employers, with less than 20 percent opting to use it.
 

Working overtime trying to pay your employees?
Download Namely's Guide to Payroll.

There’s another reason why biweekly payroll often beats out semimonthly: timekeeping. Under the semi-monthly model, timesheet submission deadlines are variable and the amount of actual work days included in any given payroll run can differ. While that may seem like a moot point for salaried, overtime exempt workers, it means a lot to hourly employees—or in other words, the majority of the country’s workforce. Over 78 million Americans (59 percent of the workforce) are paid on an hourly basis.
Determining Your Pay Frequency
While it may be true that biweekly payroll is the most common pay cycle, how do you know if it's right for your company? There are a number of factors to consider, including your company’s industry and average wages. Simply put, each pay frequency comes with its own unique benefits and drawbacks. Your payroll team’s choice should be tailored to meet your employees’ unique needs.


Weekly pay cycles are particularly common in blue collar industries like manufacturing and construction. In contract work, where work can stall suddenly due to permitting issues or a client running out of funds, more frequent paydays offer a certain sense of security. For HR teams, these same qualities make weekly pay cycles a nightmare to administer. Without the right technology or someone on your team dedicated solely to processing payroll, managing weekly paydays could prove too much of a challenge.


In addition to industry, average compensation has a part to play. If the majority of your workforce is nonexempt or earns under $50,000 a year, it may make the most sense to opt for biweekly payroll rather than a less frequent approach like semimonthly or monthly. While choosing one of the latter options might be easier for your HR administrators to handle, it asks a lot from employees to budget for an entire month in advance. In other words, more frequent paydays can help make it easier to pay the bills. Keep in mind that financial wellness can have a big impact on employee experience.


Are your workforce’s needs so diverse that you can’t decide? Rather than settle on one approach, many companies instead pay their employees under more than one frequency. While doing so might sound untenable if you’re handling payroll in house or with spreadsheets, it’s actually a routine ask of most payroll vendors. Namely processes over $7 billion in payroll annually, much of it for companies in similar situations. To learn how technology can make processing payroll easy at any frequency, schedule a demo today.

### Recruiting Generation Z in the Financial Services Industry

In recent years, Gen Z employees have taken the workforce by storm—but that doesn’t mean they’re flocking to every industry equally. This influx of younger workers has left a huge generational gap in some fields—especially finance.
Now, HR professionals in the financial services industry are trying to figure out exactly how to attract and hire Gen Z candidates.
Who is Gen Z?
Before we dive into how to recruit Gen Z in the finance industry, let’s start at the beginning: who is Gen Z?
Members of Gen Z were born between 1997 and 2012. They grew up in a world that had smartphones and free wifi, making them technology experts. Since they saw how the 2008 financial crisis affected their parents, Gen Z employees crave financial stability and security. They are also competitive when it comes to starting and growing their careers. According to a recent study, a quarter of Gen Z job seekers start looking for a role during their freshman or sophomore year of college, half begin their search junior or senior year, and only 1 in 10 wait until after graduation. With that said, Gen Z employees are eager to learn and constantly striving to develop new skills, make connections, and move up the career ladder.
Gen Z in the Finance Industry
According to Gallup, millennials and Gen Z employees make up 46 percent of the US workforce. Unfortunately for finance companies, their industry isn’t exactly at the top of the younger generations’ minds. In fact, a recent study found that 78 percent of Gen Z job seekers consider entertainment the most prized industry, with tech right behind it. As they also prepare for an aging workforce, HR professionals in the financial services industry are left wondering what it will take to change Gen Z’s mind.
Gen Z Candidate Experience - Seamless Onboarding Process
So where do you even start? Let’s take a look at the hiring process. 
When targeting Gen Z in your recruitment efforts, it’s crucial to deliver a personalized candidate experience. Candidates who have a positive experience during the hiring process are 38 percent more likely to accept an offer. By using a recruiting solution, finance companies can streamline and automate the entire hiring process, from attracting Gen Z candidates and coordinating interviews to conducting background checks and extending offers. 
But the hiring process doesn’t end after a candidate accepts an offer. That’s where onboarding comes in. Effective onboarding directly increases employee retention by helping your Gen Z employees feel welcomed from day one. In fact, Glassdoor found that companies with a strong onboarding process improve their employee retention by 82 percent. If a new hire doesn’t have a positive onboarding experience, they are twice as likely to search for other job opportunities and leave the company.
Prior to COVID-19, typical onboarding was kicked off by greeting new hires in the lobby and taking them on an office tour. Luckily, with the right onboarding software, virtual onboarding programs can be just as welcoming and seamless as in-person ones.
Offer Gen Z Benefits Packages
With the majority of its workforce consisting of Generation X and millennials, it’s important for finance companies to recognize that Gen Z employees have different expectations and priorities—especially when it comes to benefits. Between paying rent, saving for retirement, and everything else in between, Gen Z has its own set of financial issues. This is why benefits like 401k matching will become a must-have for Gen Z employees. Since 86 percent of younger employees would commit to a company for 5 years if it helped pay back their student loans, offering student loan repayment assistance as a benefit will also continue to give companies a competitive advantage when hiring.
In addition to financial benefits, wellness benefits are also a priority for Gen Z employees. From expanding Employee Assistance Programs to offering virtual mental health support, many companies are enhancing their wellness benefits. In fact, almost 40 percent of employers added to their wellness benefits last year. As HR professionals in the financial services industry continue to adjust their benefits plans to attract and retain Gen Z, that percentage will likely keep increasing this year.
Empower Your Financial Services Workforce
Once they hire Gen Z candidates, finance companies need to have other strategies in place in order to retain them. Since 64 percent of Gen Z employees consider career growth a top priority, professional development and continuous learning can have a huge impact on how long they stay at a company. 
Hosting ongoing lunch and learns, webinars, mentorship programs, and other upskilling opportunities can help empower financial services workers, feed their appetite for personal and professional growth, and retain top performers. Involving financial services leadership can make a significant difference, showing Gen Z employees that leaders at the highest level of their organization care about their individual career growth.

Find out more about HR in Finance
Over the past few years, HR in the finance industry has changed drastically. So other than targeting Gen Z candidates, what trends can we expect to see going forward in HR for finance companies? Find out in our latest eBook.

### Preparing for an Aging Workforce in Finance

Baby Boomers are delaying retirement. In fact, 72 percent intend to work past retirement age.
But only 37 percent of those workers feel adequately supported, and 55 percent of executives are worried about the turnover of older workers. 
Despite this clear concern from both employees and employers, 43 percent of HR professionals in finance said they were only just beginning to examine internal policies and practices to prepare for the aging workforce.
Here are 4 ways finance companies can prepare for an aging workforce:
Offer The Right Benefits
Retaining your workforce requires offering the benefits that will keep that happy and engaged as they approach retirement. Popular benefits for an aging workforce include sabbatical leave, remote work, flexible or part-time schedules, and financial planning. In terms of healthcare, make sure you’re offering supplemental health insurance benefits like early detection health benefits, coverage for colonoscopies, and other preventive procedures.
Try Phased Retirement
As a large portion of the U.S. workforce collectively moves toward retirement age, finance companies should beware “flash retirement,” or ​​the departure of large numbers of retirement-eligible employees in a short period. One way to curb or avoid flash retirement all together is to consider phased retirement options. While there’s no universal definition of phased retirement, SHRM notes that HR teams at finance companies can consider implementing measures like “offering reduced-hours schedules for employees nearing retirement; enabling employees who are eligible for retirement to collect pension benefits while continuing to collect their salary in compliance with the act; or rehiring retired employees as full-time workers, part-time workers or consultants directly or through third parties.”
Tap Into Retiree Talent
Just because someone has retired does not mean they’re ready to hang up their coat on working all together. According to Upwork, 30 percent of Americans over the age of 55 did some freelance work in 2018, and freelance and part-time retiree talent pools have continued to rise. In 2016, the AARP launched Work for Yourself at 50+. This initiative offers workshops and other services for budding senior freelancers. Since its inception, more than 15,000 seniors have participated in the program.
77 percent of executives believe freelance and gig workers will substantially replace full-time employees within the next five years. Yet, as it stands, 54 percent of companies aren’t building these freelancer retiree talent pools. Finance companies can (and should) tap into this wealth of knowledge and avoid “brain drain.”
Be Careful of Discrimination
Remember: all companies need to be careful of discrimination based on age. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, but some states have laws that protect younger workers from age discrimination, as well.

Looking ahead, it will be critical for finance companies to prepare for an aging workforce. So what else should HR teams in the finance industry focus on in 2022 and beyond? Find out in our latest eBook.

### Harnessing the Power of AI in HR

Artificial Intelligence (AI) solutions are no longer a part of futuristic sci-fi novels. In fact, they’ve become pretty common tools used across a wide range of fields, including HR. The same data-driven algorithms that shuffle your Netflix suggestions list can be used to solve a great number of critical HR challenges. From increasing employee engagement to improving retention, leveraging the power of AI solutions in HR isn’t the key to getting ahead anymore—it’s the key to keep from falling behind.
According to a study conducted by Oracle and Future Workplace, 38 percent of HR leaders are extremely optimistic about AI. With all of its capabilities, many leaders believe that AI will change the future of HR when it comes to:

Facilitating candidate sourcing, screening, and assessment
Increasing employee engagement—especially as companies continue to work remotely or transition to hybrid workforces
Providing robust and personalized L&D opportunities
Making data-driven decisions free of unconscious bias

How to Use AI Solutions in HR
By implementing AI solutions, HR teams can be more strategic and efficient. Whether it’s chatbots or digital forms, AI can be utilized at all stages of the employee lifecycle in order to boost engagement, performance, and, ultimately, retention. 
Let’s take a closer look at how:

RecruitmentAI algorithms can gather and analyze vast amounts of candidates’ data. This not only includes looking at their resumes, but also their social presence and information about their former companies. AI solutions can make screening faster and more accurate, improving the candidate experience.

OnboardingDuring onboarding, HR teams can use AI-driven eLearning solutions. These solutions can train new hires and answer any common questions they may have, freeing up some time for HR teams. In addition, this training can be personalized and keep new hires engaged throughout onboarding.

People AnalyticsBy gathering data, AI can provide HR teams with valuable insight into their entire workforce. Tracking analytics through AI solutions, like Marquette, can help HR make better business decisions when it comes to diversity recruiting, employee engagement initiatives, and retention strategies.
Learning & DevelopmentGathering data through AI solutions can also enable HR teams to understand the gaps in their employees’ skills. By analyzing individuals’ goals and performance, AI solutions can help HR develop personalized training programs and career paths for their employees.

Looking ahead, more and more companies will start incorporating AI into their HR strategies. So what else should you include in your strategy this year? Find out here.

### 4 HR Challenges Faced by Nonprofits

It takes a special kind of person to join a nonprofit—and an even rarer breed to handle HR for nonprofits. Whether you work at a charity, museum, church, or any of the other purpose-driven organizations that make up the sector, there are several nuances your people team needs to be aware of.

From managing employee overtime to how to legally work with volunteers and interns, we’ll dive into the top challenges HR teams face at nonprofits.
Recruiting and Retention
The decision to work at a nonprofit isn’t typically made with a big payday in mind. That said, compensation still matters to both current nonprofit employees and prospective hires. And since many nonprofits depend on donations and grants to stay afloat, there often isn’t much left to go around after overhead.

With less flexibility to reward employees financially, HR teams have started investing in nontraditional benefits and perks. Offering workers the flexibility to work from home, take parental leave, or even just bring pets into the office are all low-cost ways to differentiate your company from the competition. Some of these perks offer tax benefits to employers and employees alike. Did you know that company holiday parties are tax deductible? Or that federal law permits employees to allocate pre-tax money for their parking or transit expenses, at little cost to your business?

Offering perks like these is just one way to boost engagement. Thankfully, there’s a secondary factor at play: purpose. A report co-authored by Namely and #HRWINS found that “having meaningful work” ranked as the top factor driving engagement. And given how mission-driven the nonprofit sector is, that should come as welcome news to recruiting and HR teams.
Payroll Taxes
Making sense of payroll taxes is difficult for any business, but it can be particularly challenging for nonprofits. While many nonprofits are entitled to tax breaks, the IRS only extends these benefits to certain companies—making it a challenge to figure out what’s actually owed at the end of the day.

Nonprofits whose work can be described as any of the below can apply for something called section 501(c)(3) status, a tax designation that signals that their mission is tied to the public good:

 	Charitable
 	Religious
 	Educational
 	Scientific
 	Literary
 	Tied to public safety
 	National or international amateur sports competition
 	Preventing cruelty to children or animals

While most payroll taxes remain in effect for these companies, there’s one key difference. 501(c3) organizations do not have to pay federal unemployment taxes. Commonly referred to as “FUTA” (an abbreviation for the Federal Unemployment Tax Act), these employer-paid taxes are calculated at 0.6 percent of the first $7,000 in wages each employee receives. Depending on your location, you may also be eligible for a similar exemption from state unemployment taxes.

While charitable nonprofits get a free pass for FUTA, their payroll administrators will still need to withhold several other taxes—including Social Security and Medicare (FICA), Federal Income Tax Withholding (FITW), and others. HR teams should work closely with a third-party provider well versed in the subtleties of nonprofit payroll rules.
Volunteers and Interns
Nonprofits often rely on help from volunteers and unpaid interns. While critical to the sector, these relationships can put HR teams at risk of violating wage and tax rules if not handled appropriately.

The Fair Labor Standards Act (FLSA) defines a volunteer as “an individual who performs hours of service for civic, charitable, or humanitarian reasons, without promise, expectation or receipt of compensation for services rendered.” While volunteers can be reimbursed for things like travel, giving them “a little something” for their time can pose compliance issues. Compensating a volunteer with anything more than $500 per year puts them in paid employee or independent contractor territory, opening a Pandora's box of regulations—including the Affordable Care Act, the Family Medical Leave Act, minimum wage rules, and others.

Keep in mind that nonprofits can’t necessarily use volunteers for all tasks. Commercial activities, like working in a museum gift shop, for example, must be handled by paid employees. The only exception here are interns, who are subject to a separate set of rules. To dive into the criteria needed to legally classify interns, visit our article on the topic here.

If your nonprofit makes use of volunteers and unpaid interns, protect your company from potential wage claims or disputes by having them acknowledge in writing that they don’t expect to be compensated. These agreements should also make it clear what duties are expected of the individuals and for how long. Work with employment counsel or an HR consultant if this is your first time drafting such an agreement.
Managing Overtime
Burning the midnight oil is something nonprofits workers are used to. And if you’re in HR, that translates to overtime headaches.

First, a compliance refresher. An employee’s eligibility for overtime is dependent on two factors: job responsibilities and wages. While the so-called duties test warrants its own discussion, the latter criteria can be described more succinctly: if an employee earns less than $35,568/per year, he or she must earn overtime regardless of job responsibilities.

That number, commonly referred to as the overtime threshold, has been in place since 2019. The Department of Labor (DOL) has increased it several times and may likely to do so in the coming years. Why’s that matter? This means nonprofit HR teams need to prepare to either raise wages above the new threshold or reclassify workers and dole out time-and-half pay for overtime.

With overtime rules set to change, it’s critically important for nonprofits to have time tracking software in place. With the right tools, tracking employee hours and curbing runaway overtime has never been easier or faster—and we all know nonprofit human resources teams could use a few extra minutes back in their day.

Even as headcount grows elsewhere, people teams typically stay lean. To keep up with all of the unique challenges mentioned above, not to mention the other responsibilities HR teams juggle, these professionals need an edge. In our guide, 17 Hacks For Small HR Teams, we’ve compiled a list of the tactics small, successful teams use to get the job done.

### How to Build Effective Training Programs

Every year, businesses allocate resources to train and develop their employees—which not only helps attract top talent, but also keeps employees engaged and reduces turnover. In fact, 92 percent of employees believe formal training positively impacts their engagement at work, and 94 percent of employees would stay longer at a company that invests in their career development. 

Yet, many organizations still struggle with administering training and development. Only 5 percent of employees are inspired by their companies’ learning and development opportunities and 59 percent claim that the skills they develop are self-taught.
So how do you build an effective training program? Here are 5 steps you can take:
1. Conduct a Skills Gap Analysis
The first step to providing proper training is to identify the root cause for a drop in your employees’ performance or engagement. 
To get to the bottom of this, conduct a skills gap analysis to better understand specific pain points and areas of improvement. Consider strategies for assessing employee performance on a regular basis, such as feedback surveys, interviewing individual contributors, analyzing performance reviews, and evaluating HR data across departments.
This analysis will reveal what factors impact your employees’ performance the most, whether it’s access to tools and equipment, poor feedback, or lack of encouragement. Once you’ve determined the underlying cause of the performance issues, you can develop a sustainable and effective training solution that targets the needs of your employees.
2. Revisit Your Business Goals
Understanding your organization’s business goals will help you define the results you want to achieve with your training program as well as the changes you’ll need to make to get there. For example, your goal may be to increase customer retention by 10 percent or hire 5 new employees by the end of the quarter. 
Be sure to establish the right metrics for success and walk through your training plan with your leadership team and managers. Share with them how your training efforts will drive success in achieving business goals. By incorporating their feedback, you’ll be able to better address employees’ needs while supporting the needs of the business.
3. Set Training Timelines 
Now that you’ve isolated the cause of the gap in employee performance, it’s time to create your training agenda. First, you’ll need to determine the individuals or groups that will participate in training sessions and align with them on expectations for the program. 
Make sure you inform employees of the training program’s curriculum and timeline for completion. This will help them balance their workload and plan their schedules accordingly. Some companies even use a time clock app to track the time employees spend in training. 
Arrange the order of the training schedule to address the most important needs of the business. For instance, if one department is underperforming the most, you can prioritize their training.
4. Determine the Format
Depending on whether or not your employees are still working remotely, your training program can be virtual or in-person. Based on your goals, the format of your training can range from mentorship and coaching to computer-based simulations and sessions led by universities. If your program is virtual, there are several online course platforms you can use.
5. Measure the ROI
Measuring the ROI of your training program can be difficult. This is because most outcomes are hard to quantify, like improved soft skills or increased motivation.
With that said, it’s crucial to figure out ways to measure your program’s success. For example, you can gather feedback after each training session and rate employees’ performance throughout the program. You can also test them on the curriculum once the program wraps up and see if your employee satisfaction rates increase afterwards.

When it comes to hiring and retaining top talent, upskilling can be a great tool for employees to develop new skills needed for today’s job market. So how can HR help? Find out more in our blog post.

### 6 Creative Benefits for Nonprofits that Won't Break the Bank

In the nonprofit sector, offering competitive and affordable employee benefits is crucial for attracting and retaining dedicated staff. This guide provides insights into nonprofit employee benefits and how to implement cost-effective HR solutions tailored to the unique needs of nonprofits. Understanding the landscape of nonprofit employee benefits is essential for organizations looking to offer meaningful yet cost-effective benefits to their team.
Budgets are tight—but attracting top performing talent is one of your biggest goals of the year. And today’s jobseekers expect more than ever from potential employers. Benefits can make or break your nonprofit when it comes to recruiting and retaining employees. According to Glassdoor, 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. And 80% of employees would choose additional benefits over a pay raise.
It’s important to explore various nonprofit health insurance options that balance affordability with comprehensive coverage and also staying abreast of nonprofit HR compliance is vital in managing benefits effectively while fostering employee engagement in nonprofits through well-structured benefit programs. 
So, how do you save money while also building a benefits package that will draw top talent and keep your nonprofit employees engaged? We’ve compiled a list of 6 desirable nonprofit hr benefits that won’t break the bank, but will impress your nonprofit employees:
Health Savings Account (HSA) 
Health Savings Accounts, also known as HSAs, are tax-advantaged savings accounts created for those who are covered under high-deductible health plans (HDHPs). They allow those individuals to save for medical expenses that HDHPs do not cover. The funds in an HSA are invested over time and can be used to pay for qualified medical expenses.
While employers can contribute to HSAs if they desire, the program can also be fully employee funded—meaning it would cost your non-profit zero, while still providing an incredibly useful medical and financial benefit for your nonprofit employees. 
Flexible Spending Account
A flexible spending account (FSA) is another popular, tax-advantaged financial account. The employee sets aside a portion of their paycheck to go into the account to be put towards qualified medical expenses. FSAs are not exclusive to high-deductible health plans—funds can often be used for other benefits like dependent care. As of 2020, the maximum employees could contribute to one is $2,750.
Wellness Programs
Wellness programs can be expensive. In today’s competitive job market, many companies are offering fully-paid gym memberships to their employees. But you don’t have to sign all of your employees up for ClassPass to take advantage of this trend. 
Consider allowing an employee with a passion for yoga to teach weekly or monthly classes in the office. Offer monthly group meditations or allow employees to leave during lunch to squeeze in a workout class. You can also organize group activities that encourage mental and physical health and help your team get to know one another. Think: bike to work incentives, team sports, a field day, etc. The options are endless.
Flexible Work
Flexible work has become more of an expectation than a voluntary offering. Nonprofit employees want to be able to work wherever and whenever they want, and thanks to technology, this is no longer a far-fetched idea. 
While some companies offer work-from-home Fridays or full-remote roles, your company needs to figure out the comfort level you have with letting employees own their schedules. Giving your employees the ability to choose when they work out of the office or from home establishes a sense of trust and can actually lead to increased job satisfaction and reduced absenteeism.
Employees can avoid the anxiety of the morning commute, stay home with a sick child, take their dog for walks during the day, or step out for a doctor’s appointment without worrying that they will be reprimanded or judged for leaving the office. Flexible work allows your employees to own their schedules and rest easy knowing they have options if something requires their presence at home.
In order to have a successful flexible work program, your company needs a policy that clearly outlines expectations so performance doesn’t slip.
Volunteering Time Off
Volunteering is a core pillar of nonprofits. It’s a valuable way to make a difference and see the impact your time and effort can have on an individual or a community. Organizing regular team volunteer outings to support the cause that your business is related to is a great way to let your nonprofit employees feel a part of something greater, as well as bring employees together outside of work and deepen your business’ relationship with the community. 
Many employers are also adding “VTO,” or volunteering time off, to their paid time off programs. Employees can take a full or half-day to volunteer at an organization of their choosing, while still getting paid. It’s a great way to encourage your employees to be a part of something greater and follow their passions outside of work. 
Voluntary Benefits
Voluntary benefits can also help strengthen your offerings without breaking the bank. Though offered through your company, these benefits are paid for primarily by employees through a payroll deduction. These plans can take many forms, including but not limited to legal insurance, pet insurance, and even financial wellness programs. Commuter benefits were once also considered a voluntary offering, but a number of jurisdictions (including New Jersey) have since made it a requirement for most employers.
Effective employee benefits management in nonprofits involves innovative compensation strategies and seeking affordable nonprofit staffing solutions that align with your organization’s budget and mission.Navigating the complexities of employee benefits in the nonprofit sector doesn’t have to be overwhelming. With the right strategies and solutions, your organization can offer appealing, tax-advantaged benefits to your dedicated team. Contact us for expert guidance on developing and managing affordable and impactful benefits for your nonprofit staff.
Not sure what benefits to offer? Just ask. 

Still need more help building a benefits package that fits your needs and budget? Click here to request a personalized demo of Namely’s benefits administration solution.

### Top HR Challenges in the Financial Services Industry

As we globally recover from the COVID-19 pandemic, financial services companies are finding themselves operating in a changed—and changing—world. And HR professionals in this sector—from asset management and banking to insurance and payments—have to reckon with the workplace pivots that come along with these changes.
But the challenges that are part of being in HR for finance also bring massive opportunities for these leaders to make crucial decisions and shape the industry’s future. 
Let’s take a closer look at the top HR challenges facing the finance services industry—and how you can tackle them in the coming years.
Hiring & Retaining Diverse Talent
As the Great Resignation lingers, finance companies will have to fight for diverse talent more than ever before. With 68 percent of HR leaders saying that today’s job market is candidate-driven, finance companies will have to take their hiring strategies to the next level in order to attract and retain diverse employees.
When crafting your company-specific DEI goals, consider strategies for diversity recruiting, establishing and supporting Employee Resource Groups, hosting unconscious bias training, and offering inclusive benefits. You can target specific issues around gender diversity by designing a women’s leadership development program with tailored curriculums. Understanding how to incorporate these foundational practices will set your organization up for measurable success with DEI in the long run.
Burnout
With no real end to the pandemic in sight, it might be challenging for employers in the financial industry to manage the burnout and exhaustion continuously affecting their employees. In fact, one study revealed that a staggering 63 percent of managers in the finance sector have suffered from burnout at work since first being placed under lockdown, while 26 percent are either considering or actually quitting their job as a result of the strain on their mental wellbeing.
The top-cited reasons for burnout in the study were anxiety about the future, a lack of sleep, and increased demands from management. A third of burnout sufferers in finance revealed that working longer hours had contributed. So what should finance organizations focus on to take control of the widespread employee burnout crisis? 
Every manager, supervisor, or team lead should exemplify their commitment to wellbeing and a healthy work-life balance. This could mean hosting a wellness seminar for employees or allowing mental health days throughout the year. You can also share valuable resources like ergonomic tips or provide access to a meditation app. Demonstrating support through modeling and promoting wellness for your team is also key in cultivating a culture of psychological safety and trust.
Preparing for an Aging Workforce
A SHRM report studying the finance, insurance, and real estate industries found that 43 percent of HR professionals were going to examine internal policies and practices to prepare for their aging workforce. Since more than half of executives are worried about the turnover of their older employees, reevaluating these strategies is crucial.
To help their aging workforce adjust, finance companies will have to invest in reskilling and upskilling. Offering such training allows older employees to strengthen these skills, helping them keep up with the changing workplace and avoid getting overwhelmed by it. 
Finance organizations should also consider implementing flexible schedules and PTO policies, as well as attractive benefits like telehealth, retirement planning, or long-term care insurance.

Now that we’ve examined the HR challenges that finance companies are facing today, what can we expect to see going forward? Find out what the future of HR looks like for the finance services industry in our latest eBook.

### 941 Payroll Forms - The HR and Payroll Guide to the Form 941

Each year, Americans dutifully complete their annual tax returns to report what’s been paid to the federal government and what might still be owed. Your HR and payroll teams also have their own IRS filing obligations. Employee paychecks are subject to federal income taxes, Medicare, Social Security, and other withholdings.


While companies typically pay these federal taxes on a semiweekly or monthly basis, the IRS still needs a full account of what’s been paid. Enter the Form 941, or the Employer’s Quarterly Tax Return. If it isn’t already, a reminder to complete the four-page form should be on your HR calendar.
Who Needs to File?

Whether you’re a brick-and-mortar small business or a multinational corporation, if you have employees on payroll you’ll likely need to to file a payroll Form 941 every quarter. There are only two exceptions here. If you employ farm workers, you’ll need to complete the Form 943, a version of the same form tailored to the agricultural sector. Additionally, businesses whose withholding obligations amount to less than $1,000 are eligible to instead complete the Form 944, the Employer Annual Tax Return.
When Is the Form 941 Due?

Because the payroll Form 941 is filed on a quarterly basis, HR teams need to be mindful of four separate deadlines. Employers filing the forms will need to do so by the end of the month following the quarter. In other words, your deadlines are:

 	Quarter 1: April 30
 	Quarter 2: July 31
 	Quarter 3: October 31
 	Quarter 4: January 31

As an employer, this means you have an entire month to get your payroll Form 941 in order before the deadline hits. If any of the above deadlines fall on a bank holiday or weekend, note that they are pushed to the following business day.


Need even more time? If you make all of your tax deposits with the IRS on time, you’ll receive ten additional days to file. For example, an employer who made timely deposits with the IRS in the first quarter would have until May 10 to file the payroll Form 941.    
How Do I Complete the Form?
At the top of the Form 941, you’ll be asked to enter some basic company information. Be sure to have your employer identification number (EIN) handy, as you’ll need it to complete this first part. This nine-digit number acts as your company’s unique identifier for tax filing purposes.


With that out of the way, it’s time to move on to the rest of the Form 941. The bulk of the form is divided into five sections. Below we’ve outlined the purpose of each. Note that all of the information requested here can be easily retrieved from your payroll software.
PART 1: 
In this section, businesses are asked to specify how many workers were on payroll last quarter and how much they were paid. From there, in box 3 you’ll have to indicate how much total federal income tax your business withheld from these employees.

You’ll then need to include total taxable wages and tips for both Social Security and Medicare, and then multiply both numbers by 0.124 and 0.029, respectively. Add the resulting numbers together to the amount you specified for income taxes earlier (box 3), and you’ll then have your total taxes owed.



From there, you’ll be asked to update the total to account for any one-off adjustments tied to sick pay or life insurance. If this updated amount is higher than the amount you deposited with the IRS over the quarter, you’ll need to calculate the difference. The resulting number is your remaining tax bill.
PART 2:
Remember when we mentioned that most employers deposit their payroll taxes on a monthly or semiweekly basis? In this section of the form, you’ll need to identify your deposit schedule and how much you deposited each time. If you use a monthly schedule, you’ll be able to go ahead and enter this information on the Form 941. If your company makes deposits on a semiweekly basis, you’ll need to attach a completed Schedule B. Filers who need to complete the Schedule B should reference this helpful IRS how-to guide.

PART 3:
If you’re a seasonal employer or are closing down operations, you’ll be asked to say so in this section. If your company is going out of business, completing this sections lets the IRS know not to expect additional payroll Form 941 forms from you.

PARTS 4 & 5:
At the end of the payroll Form 941, you’ll be asked if you want to grant a third party, like a tax preparer or payroll provider, permission to discuss your form with the IRS. You’ll then be asked to authorize the document and indicate your job title in order to confirm you’re actually authorized to sign-off on the form.

Following these sections, you’ll find a voucher form, called Form 941-V. You need to complete this if you end up owing the IRS additional taxes. As with any deposit your business makes with the IRS, remit payment using the Electronic Federal Tax Payment System (EFTPS).
Making it Easy
Penalties for not filing the payroll Form 941 on time can range from 2 percent to 15 percent of the total tax due. Don’t leave tax compliance to chance—working with a payroll provider or third party helps streamline IRS reporting. Today, doing so is more the norm than an exception. Among companies with 500 or fewer employees, 60 percent administer payroll with help from an outside vendor.


Need a place to start your vendor search? Namely processes over $10 billion in annual payroll and handles tax compliance for over 1,000 companies. That's a lot of Form 941s. Learn more about our payroll software or watch a live demo of our platform here. 

### 6 Common Compliance Questions in 2022 (And Their Answers)

2022 is here. And compliance for mid-sized companies is as difficult as ever (if not more). And for HR, payroll, and benefits leaders, the questions are seemingly never ending.

But we’ve got you covered.
Here are the most common compliance questions so far in 2022:
1. Should We Have a COVID Section in Our Employee Handbook?
Guidance from the Centers for Disease Control and Prevention (CDC) continues to evolve, and federal and state laws related to the pandemic will continue to change as well. And as we’ve seen with OSHA’s Emergency Temporary Standard, courts can put employer obligations on hold (or resume their effective date) unexpectedly. Instead of making changes directly to your employee handbook, try incorporating COVID-related policy updates into a separate handbook addendum, or just a packet of policies and documents that each employee will receive.
2. Are Remote Employees Eligible for FMLA?
Yes, these new remote employees will likely be entitled to take leave under the federal Family and Medical Leave Act (FMLA), but not just yet. To be eligible for leave under the FMLA, an employee must have worked for your company for at least 12 months, have worked at least 1,250 hours during the 12-month period immediately before their leave, and work at a worksite with 50 or more employees within a 75-mile radius.
Unlike other situations, for purposes of FMLA, an employee’s home is not a worksite. Rather, their worksite is the office they report to or receive assignments from. So, if your remote employees report to or get their assignments from your headquarters, then they are considered to work at a worksite that has 50 or more employees. If you have multiple physical offices, you’ll need to evaluate which location would be considered each employee’s worksite, and then how many employees fall under that worksite.   
Bottom line: an employee whose worksite has 50 or more employees will be eligible for FMLA leave once they’ve worked 1,250 hours and hit their one-year anniversary.
3. What Is a Leave Entitlement?
The term leave can refer to just about any type of time away from work, but it’s often used to describe time an employee is entitled to take by law or company policy. Common leave entitlements include vacation, personal days, and sick days. Other forms include time off taken for bereavement, military service, jury duty, and birth or adoption of a child.
Whether a leave is paid or unpaid depends on what the law or your policy requires for that type of leave. Leave under the Family and Medical Leave Act, for example, is unpaid, though employers may choose to layer paid leaves on top of it (like paid parental leave that the company offers by choice). Most state sick leave laws, however, require the time off to be paid.
4. What are protected classes?
Protected classes — also sometimes called protected characteristics — come from anti-discrimination law. We talk about them with respect to employment laws, but they also come into play in housing and education. The classes and characteristics protected by federal law include race, color, age (over 40), sex, sexual orientation, gender identity, pregnancy, religion, disability, national origin, ethnic background, genetic information (including that of family members), military service, and citizenship or immigration status.
While you have a lot of leeway to make employment decisions as you see fit, you are prohibited from making decisions based on a person’s inclusion in any of these classes.
5. What is natural hairstyle discrimination?
Natural hairstyle discrimination occurs when natural or protective hairstyles (most often worn by Black women) are prohibited or are the basis of different or unfavorable treatment. What it usually looks like in practice is dress codes that prohibit corn rows, locs, or afros. Or hiring managers rejecting candidates with natural hair because they don’t have a “professional” look about them.
Some states have made natural hairstyle discrimination illegal by amending their employment discrimination laws. These laws now define race to include traits associated with race, including hair texture and protective hairstyles. Protective hairstyles include (but aren’t limited to) afros, bantu knots, curls, braids, locs, and twists.
Employees in these states have legal protections so that they don’t have to do something special or difficult with their hair (such as straighten it) just to come to work. They don’t have to change this part of their racial identity. Ideally, they don’t have to worry about not being hired or promoted because they wear a natural or protective hairstyle.
6. Do We Have to Pay for Unauthorized Overtime?
Any overtime worked by non-exempt employees must be compensated, regardless of whether the overtime was authorized.
If an employee has worked overtime hours that you didn’t authorize, you can start by reminding them about about work expectations outside of their scheduled workday, making it clear that the company does not expect or permit employees to work unauthorized time and that working without permission is subject to disciplinary action.

Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### 5 (Work Appropriate) Ways to Celebrate Valentine's Virtually

Although Valentine’s Day is usually celebrated with chocolate and flowers, it’s also the perfect opportunity to show appreciation for your colleagues in the workplace. Yet, with many employees still working remotely, it may seem challenging to find ways to connect and enjoy each other’s company this year.

To give you some ideas, here are 5 work appropriate ways to recognize your coworkers virtually this Valentine’s Day:
1. Create a Virtual Game or Contest
“We play a game we call, ‘Guess What's in the Box’ with our 600+ remote employees. We will be sending our employees small surprise packages with fun souvenirs inside. Before opening it, they will have to guess what's inside, and then they will have to unbox it on video. The winners will be announced at our Valentine's virtual gathering and will receive Amazon gift cards.” — Teo Vanyo, CEO & Founder at Stealth Agents

“To celebrate Valentine's Day virtually, my company is hosting a virtual costume contest where the best impression of cupid wins! We're doing the contest over Zoom so a lot of us are planning to play around with the custom background feature. After the costume contest, we are doing a virtual happy hour where we'll be doing a 'Cupid gift exchange' (similar to a Secret Santa).” — Tyler Forte, CEO at Felix Homes

*We are doing virtual Rom-Com trivia over Zoom. Between now and Valentine's Day every employee is required to watch the movie How to Lose a Guy in 10 Days, which was based on a company vote. Then on the Friday before Valentine's Day (because it falls on a weekend), we are taking the last two hours of the work day to do a trivia party. We're going to split the employees into teams, give them a special Slack thread to chat amongst themselves, and then I'm going to ask a bunch of detailed questions about the movie. The team with the most points will each win $100 Starbucks gift cards. And no matter which team wins, I am also shipping each employee a box of See's chocolates for the special day.” — John Ross, CEO of Test Prep Insight
2. Host a Virtual Valentine’s Gathering
“Our company will have a virtual wine night to celebrate Valentine’s Day this year. Everyone will dress up and use the same virtual background to make it look like we’re together while celebrating in the comfort of our homes.” — Valentina Lopez, Co-Founder of Happiness Without

“We will celebrate it virtually over video calls. We are planning to gather employees over a virtual call for an hour or so and share some personal stories about their Valentine Days from college, etc. The whole idea is to get people to know each other well and increase the bonding within the team. This will be followed by cake cutting and a round of drinks.” — Karthik Subramanian, Senior Content Manager at Picmaker

“We are doing a virtual cooking class together. We have each created a recipe for a different course of the meal and will take turns teaching while the others cook along. It is a great way to come together. I'm contributing to the main meat course (a locally hunted pheasant), and as the resident knife geek, I will be giving a carving lesson for any of our non-chef colleagues.” — Brian Casey, Founder/Owner of Knifegeeky
3. Send Them a Note or Goodie Bag
“We are choosing three people who we are grateful for and sending a detailed paragraph about why we are so grateful to work with them as a colleague. We are then compiling everyone's writings and producing a mini PDF.” — Steve Kantor, President at Lifebushido

“We'll be sending out Valentine’s cards and chocolates to let our crew know how much we love and appreciate them. We want to take every opportunity at the moment to stay as connected as possible to our team when we can’t see them in person and miss them!” — Jim Carr, Shakespeare Sisters Press

“We’re encouraging our remote workforce to dress to theme this Valentine’s Day, with pink-and-red outfits and heart-shaped accessories. We even mailed a goodie bag to all of our staffers with heart-shaped headbands to encourage them to bring some of the holiday spirit into their Zoom meetings. We also included Valentine’s snacks like chocolates and baked goods in their goodie bags, and we’ll be encouraging our employees to eat Valentine’s lunch together on a large group Zoom call to help the holiday feel as normal as possible.” — Shaun Price, Head of Customer Acquisition at MitoQ
4. Cultivate Laughter 
“I believe the best way to increase team collaboration is by sharing laughter. So, instead of sending love notes, we decided to share laughter this Valentine's Day through the 20th Century’s most powerful tool—memes. Our creative minds have created a folder with Valentine's Day memes, so everyone can choose their meme and keep them as profile images for the whole day.” — Dan Edmonson, Founder & CEO of Dronegenuity
5. Donate to a Shared Cause 
“What has worked well for us is to make every holiday a chance to reinforce our goal as an organization to help animals in need. Instead of gifts, we donate to our local animal shelters, and we will do the same for Valentine's Day, giving monetary donations in the name of our pets who we love dearly. It is impractical to mail chocolates or cards to our colleagues, so we put those funds towards animal welfare causes and in our pet's names for a bit of fun.” — John Cho, Founder of My Pet Child


Looking for more ways to keep employees connected and engaged? Check out our latest eBook, HR's Guide to Boosting Employee Morale in 2022.

### HR’s Guide to Upskilling

Over the past two years, the workplace has changed drastically. Looking ahead into 2022 and beyond, companies will have to be quick on their feet to handle anything that comes their way. That’s why upskilling will be crucial going forward.

Upskilling is a well-established term that refers to enhancing professional skills and learning new ones. In today’s job market, the sudden urge for upskilling is the result of the ever-changing nature of work and the skill gap between open positions and candidates. Such training  should be part of your talent management strategy and has become a priority for companies when it comes to hiring, developing, and retaining top talent.
What are the benefits of upskilling?
Employee expectations are changing quickly, and the need for upskilling is roaring through all industries. In fact, 54 percent of employees will require significant reskilling and upskilling this year.
By identifying your company’s skill gap and offering employees proper training, your entire organization can benefit. Let’s take a closer look at how:

91 percent of companies and 81 percent of employees say that upskilling boosts productivity at work.
Helping employees develop and strengthen skills increases the chances of them staying at your company for longer, improving retention rates. 
Giving employees upskilling opportunities helps them develop as leaders and plan out their career paths.
Since upskilling helps employees become more confident in their roles, overall workplace morale gets boosted.

How can HR help?
In order to support employees at all levels of your organization, your upskilling program should be rolled out by your HR team. Of course managers should be involved throughout the whole process, but HR is in the best position to plan, launch, and track the success of your program across your entire company. 
To help you identify what type of upskilling is best for your organization, here are the different forms:
Internal Training 
One of the most common types of upskilling is internal training, which is conducted in a classroom-like setting and provided as part of employees’ work experience. Through this interactive method, employees get trained in real-life scenarios and are encouraged to share their ideas with each other.
Apprenticeships
Apprenticeships train middle-level employees to help them advance to the management level. This type of upskilling is designed to empower employees and help them make important decisions about their career paths.
Mentorships 
Whether they’re within the same team or cross-departmental, mentorships assign employees at lower levels of your organization to ones in more senior roles. This one-on-one training gives employees the opportunity to get an inside look into their mentor’s day-to-day role and career journey at your company. 
Partnerships With Vendors
To offer professional training, some companies work with external vendors. By using a skill development platform, like Coursera, companies can give their employees access to different courses and hands-on learning experiences that they wouldn’t have been able to provide them with otherwise.
Partnership With Universities 
Since the dynamic workplace continuously demands new skills from employees, many companies partner with universities and colleges to help them obtain nano degree credentials. These courses help employees further their education, receive certifications, and overall think about the future of their careers.

As the workplace continues to evolve, it’s never been more important to foster a culture of learning at your organization. So in addition to upskilling, how else can you encourage your employees to collaborate and learn from each other? Find out in this blog post.

### Confessions of an HR Software Buyer: 4 Common Questions

Asking questions can be scary business. Did you want me to work over the holiday? Is this business dinner on the company? What’s that creepy growling coming from the utility closet? (It’s always the radiator.)


One question that should never be scary: How do I start searching for HR software?

We’ve got you covered. Below, find the four most commonly asked HR software questions as you start your hunt, taken straight from our step-by-step Ultimate Guide to Buying HR Software for Your Growing Business.

Ask ‘em loud, ask ‘em proud, and face your fear today.
 
1. Are we too small to have our own system?
Even one-employee companies buy their own payroll software. But, companies with less than 20 employees typically outsource HR. Once you hit the 20 mark, it’s probably time to consider in-house solutions.
 
2. What if I have different systems to manage all HR?
Most companies work to consolidate their HR systems as they grow, starting with core HRIS and then adding modules as priorities dictate.
 
3. I outsource HR. Should I invest in software?
Most companies return their investment on HR software in two to five months. They save time and money, but more importantly, they can now manage their most important asset—their people.
 
4. Can we save money doing our own payroll or benefits?
Many companies cut their costs by 30-50%, not to mention software can help you gain control and flexibility over processes. Kiss those high outsourcing fees goodbye.

### Five Things CEOs Should Remember About Employee Recognition

The workplace dynamic has been changed forever. A tough labor market has given employees opportunities we haven’t seen in a generation; people are taking a different view of work-life balance; and a hybrid-remote environment is here to stay in most industries.

Experts have written a lot about the new world of work and the changing employee experience, but I’ve seen much less about how recognition strategies are evolving in response to that.
Because I like to focus on the CEO perspective, I’d like to suggest five key activities every CEO should be engaging in to make sure recognition strategies align with values and enhance the employee experience.
1. Avoid taking a one-size-fits-all approach.
It’s not news that employees have different preferences on how they want to be recognized. In my experience, outgoing people with strong egos may want public recognition, while introverted individuals will often eschew high-profile recognition events and prefer personal 1-to-1 interactions.
2. Offer a personal touch.
There are few things as powerful as a handwritten note. Yes, I recommend mailing these with a stamp to the employee’s home; I write about 100 of them per year. It’s a fantastic opportunity to recognize a significant accomplishment (personal or professional) and leave a lasting impression. It takes real discipline to do this with consistency, and it’s important to maintain it. Once employees start telling one another that you’re writing notes like this, the expectations for it increase. Lastly, you’ll be surprised by how many people reach out and tell you that it was meaningful to them.
3. Don’t forget social media.
For employees who are active on social media (I restrict this to LinkedIn), a "like" or short comment may make all the difference. Your input could increase the visibility of their post, and I've found the fact you saw it and took the time to comment can have a big impact. But remember: Not everyone is on social media, which can limit the reach your efforts will have.
4. Look for moments of joy (not just validation).
It’s far more powerful to recognize someone for something that has clearly brought them joy versus simply validating a behavior or seniority. Salary increases are the most notable example of this. When an employee isn’t experiencing joy in the work, the validation that comes from a promotion or a salary increase is fleeting. In most cases, I've found the impact of it is lost in 90 days or less. The home run comes when you recognize something an employee did that brought them great joy and align it with their preferences on how they like to receive that recognition.
5. Remember that less is often more.
Small things matter, especially when it comes from the CEO. We can become so distanced from the work that gets done every day, and we often spend much more of our time dealing with problems that I believe we sometimes lose touch of those small accomplishments that, when recognized, have exponentially greater impact. Be on the lookout for those small opportunities to recognize something that caught your eye or weigh in with encouragement. I've seen that doing so can make a real difference. Work on developing your self-awareness skills, and remember to drop everything for five minutes to offer recognition in real time.
If you want to up your game and be massively more effective in recognizing employees, you need to be constantly on the lookout for small moments where you can proactively have an outsized impact. It’s fine to have the people team support your efforts here, but by taking on more direct personal responsibility, it will most certainly be noticed. And your people team will be delighted, too.







This article was originally published in Forbes. 

### How to Build a Virtual Onboarding Program

As we all continue to acclimate to the world of remote work, there are a few factors of the employee experience that HR professionals still have to adapt to this new way of working.

One pressing issue is how to handle onboarding remote employees in these transitory times. The answer? A remote onboarding program.


An employee’s first day sets the standard for the rest of their time at your company. Even though you can’t greet your employees face-to-face on day one, you still want to put your company’s best foot forward and ensure your new hires have a personalized experience that sets them up for a successful career at your company.

As we all transition to remote work, businesses need to optimize their existing onboarding programs for a now digital audience. From welcoming new hires to refining benefits enrollment, here’s everything you need to keep in mind when building out your virtual onboarding experience.
What is Virtual Onboarding?
Virtual onboarding is very similar to traditional in-person onboarding. It gives your new employees an overview of your company, mission, values, business goals, etc.—the only difference is that these sessions are held virtually.

Companies use video conferencing, webinars, videos, text resources, and interactive exercises that new hires can access via their desktop, tablet, or mobile device and revisit them even after onboarding has ended. Virtual onboarding allows you to connect with and engage new employees no matter where they are, letting you easily scale your current onboarding process to keep up with hiring rates and allowing you to find talent in new markets.

While virtual onboarding often takes place in conjunction with in-person onboarding, many companies are turning to a 100% virtual onboarding process as companies continue to work around the COVID-19 pandemic.
How Does Onboarding Remote Employees Work?
There’s no one-size-fits-all approach when it comes to employee onboarding—and  onboarding remote employees is no different. You want to build a program that is genuine to your company brand and culture, while also delivering the knowledge and skills employees need for a successful career at your company.

Onboarding remote employees should be very similar to your in-person onboarding. You should have sessions that explain your company’s mission and core values, as well as walk through your employee handbook, internal policies, and benefits plans. Show them how to set up their laptops, how to download any programs and applications they might need, as well as how to access their paystubs. In their downtime, give employees a list of online compliance or skills training they should complete.

But don’t feel like you have to do it all alone.

Reach out to different department heads to see if they can send a representative from their team to provide an overview of their department, what they do for the company, and what their team goals are. This will help your new employees learn about the company and meet employees from different sides of the business. You’ll also want to set up remote sessions with new hire’s managers so they can provide an overview of their new team, walk through their role, assign projects, and set performance goals.

Lastly, onboarding should be a very personal experience. It’s your new hire’s first day at your company, so you want to engage them from day-one. Without face-to-face time, it can be even more challenging to bring them into the fold and make them feel part of the team.

Here are a few ways to overcome those challenges and build an effective, personal onboarding program that works for your business:
1. Welcome Them to The Team
Even though onboarding remote employees is virtual, it doesn’t mean it has to be impersonal. Make your new hires feel right at home from the get-go by encouraging their new team members to reach out via email. Your employees can congratulate them on their new role and share how excited they are to have them join the team.

To help them get to know their team on a more personal level, encourage team leads to organize a virtual team lunch or happy hour during their first few days. This can give everyone an opportunity to meet your new hire and give your new hire a chance to get to know their new teammates on a personal level.

Managers should also set up brief 1:1 meetings between the new hire and their coworkers so they can learn about other roles on the team and understand how they will work with their colleagues. Before these meetings, make sure to remind your new hire that they can view org charts in your human resources information system (HRIS) to understand company and team dynamics.

Lastly, managers should set up a weekly check-in with the new hire to answer questions, set expectations, review progress, and see how everything is going. This “face time’ gives your new hire an opportunity air any concerns, ask questions, and stay connected during their first few weeks at your company.

Another great way to make new hires feel welcome is to announce their arrival in Slack, at a company all-hands meeting, or on your HRIS. This lets everyone at your company see who’s new and celebrate them. Namely, a people operations platform, shares a new hire’s first day to a company-wide social newsfeed so employees can give them a big welcome by “liking” or commenting on their arrival.

2. Pre-Boarding

You want your employees to hit the ground running on day one. Unfortunately, onboarding paperwork and required trainings might be standing in the way of your new hires quickly ramping up.

That’s where “pre-boarding” comes into play.

Pre-boarding is the period of time between a job applicant signing their offer letter and their first day on the job. Shipping them a company laptop, setting up their email address, sharing your employee handbook, and collecting personal information are all steps you might consider adding to your own employee pre-boarding program. If you have a learning management system (LMS), you might want to consider assigning employees training sessions to complete before their first day—just know you might have to compensate them for this time.

You might also want to ask employees to fill out required paperwork before their first-day orientation. You can find critical HR compliance and tax documents you'll need new hires to sign in this toolkit from Namely.
3. eSignature
Paperwork is unavoidable during new hire onboarding, but done right with eSignature, it can be quick and painless. Pick a people operations platform, like Namely, that enables your employees to view, edit, and submit critical pre-hire documents all from the comfort of their own home.

Namely’s powerful integration with eSignature makes it easy for new hires to sign company handbooks, I-9s, nondisclosure agreements, W-4s, and more. Plus, those documents are stored within Namely so you can meet record-keeping obligations and keep everything in one secure place. No file cabinets needed. 
4. Benefits
Partner with a benefits provider that lets your new employees view and enroll in your plans completely online. Namely’s benefits enrollment wizard makes it easy for new hires to evaluate your plans side-by-side and select the healthcare plan best suited for their needs, as well as opt into voluntary benefits. They can also use the tool to update their voluntary benefits at any time, like changing contribution amounts to health savings accounts or commuter benefits, or adding or editing a beneficiary.

Namely’s simple, intuitive technology helps make employees completely self-sufficient when it comes to enrolling in benefits. Plus, it’s 100% paperless. Employee’s elections will flow seamlessly into Namely Payroll so you don’t have to worry about transferring data via spreadsheets and potential human error.

That saves your team time and effort, so they can focus on other parts of the onboarding experience.



Even though you’re shaking things up by having a virtual onboarding process, don’t forget to stay true to your brand and culture. Make the most of the situation and set your new hires up for a long, successful career at your company.

To learn how to uplevel your overall onboarding strategy in 2023, check out our latest eBook.

### How to Remove Unconscious Bias in Recruitment

When a recruiter unknowingly forms an impression of a candidate before even interviewing them, they have formed an unconscious bias. Typically, this impression is based on an intuitive, instinctive action of the mind that is driven by criteria that are not relevant to the job requirements, such as a candidate’s ethnicity, gender, or age.



Whether unconscious bias occurs while scanning a candidate’s resume, looking at their LinkedIn profile, or reading their cover letter, these prejudices are formed based on a recruiters’ personal experiences.
Since these prejudices can cloud a recruiter’s judgment, unconscious biases can prevent companies from building diverse teams. Lacking diversity is a huge disadvantage for companies because research shows that businesses perform better when their teams are more inclusive.
In fact, gender-diverse and inclusive teams outperform gender-homogenous, less inclusive teams by 50 percent on average. A study done by McKinsey also found that companies with more culturally and ethnically diverse executive teams were 33 percent more likely to see better-than-average profit.
To combat unconscious bias, HR teams must be proactive and reevaluate every step of their hiring process.

1. Introduce blind applications
To avoid the possibility of recruiters forming an unconscious bias, your HR team can switch to blind applications. This type of application excludes a candidate’s personal information, such as their headshot or where and when they went to college. Since a recent study uncovered that applicants with foreign-sounding names are 28 percent less likely to get a callback, removing names from applications can make a significant—and much needed—difference. Overall, blind applications allow recruiters to decide whether a candidate is qualified for a role solely based on their skills and experience.
2. Use the right diversity tools
To take your diversity recruiting strategies to the next level, you can adopt an AI-powered tool, like Joonko. This software connects your company’s ATS to a talent pool of pre-qualified candidates from underrepresented sectors, such as ethnic and racial minorities. By using this kind of tool, your talent pipeline will be filled with candidates of all genders, ethnicities, and ages.
3. Involve other interviewers
Another way to combat unconscious bias is by having different interviewers throughout the hiring process. If only one person is interviewing candidates, the decision of whether or not to hire them comes down to one perspective. Even if it's further down the line in the interview process, consider conducting a panel interview with employees who would be on the candidate’s team if they were to join your company. Having a diverse panel will not only ensure that all personal unconscious biases are mitigated, but will also help you determine whether or not the candidate would be a good fit for the team.
4. Conduct skill assessments
Skill assessments are an excellent way to test candidates’ abilities through an objective measure of job-relevant aptitude. Ideally, these assessments should be graded blindly so that no prior biases creep in when judging the results. Using pre-employment assessment tools like Adaface is a great way to scope out talented and highly skilled individuals who may have otherwise been overlooked.
5. Don’t ask about salary history
Gender biases still persist when it comes to fixing a candidate’s salary, which is why you shouldn’t ask candidates what they made in previous roles. In fact, several US states have made it unlawful to ask candidates about their salary history. Salary should be determined based on the skills required for the role, the industry average, and the candidate’s expectations.


Eliminating unconscious bias is a crucial step towards enhancing your company’s diversity, but your DEI efforts shouldn’t stop there.

### HR’s Checklist to Hiring Software Developers

An average of about 189,200 roles for software developers, quality assurance analysts, and testers are projected to open each year over the next decade. By 2024, the global software developer population is projected to reach 28.7 million people.
As tech companies continue to lift their hiring freezes, they should reevaluate their recruitment processes to make sure they’re as efficient as possible. The smoother your process is, the more likely you’ll be able to secure qualified software developers.
Here are 8 steps recruiters at tech companies should take in order to hire top candidates:
1. Define Job Requirements
Before you even start to look for candidates, you need to define the skills and experience needed for that role. Are you looking for a junior developer or a more veteran one? What core skills are you looking for? Will they be working mostly independently, or will they be on a collaborative team and have to be able to work well with others? Understanding exactly what you’re looking for in a candidate from the beginning will make the rest of your hiring process much easier.
2. Create the Job Description
The job description is crucial. By clearly stating what a role entails on its job description, there won’t be any surprises for the candidate later on in the hiring process. If a candidate has never heard of your company before coming across your job description, it can also give them their first impression of your organization. 
Here’s a list of must-haves to include on your job description:

All of the role’s requirements, including experience, technical skills, and soft skills.
A description of your company and its mission. 
A list of your company’s employee benefits and perks.
Your recruiter’s contact information.

3. Plan Promotion
After you create your job description, it’s time to get it in front of software developers. If you don’t strategically plan your outreach, you won’t be able to reach the top candidates you’re looking for. 
Here are a few ways you can promote your job description:

Post the open role on traditional job boards, such as Glassdoor, Google Careers, Dice, and Indeed.
Post the open role on your company’s social media accounts. 
Ask current employees to share the open role with their networks and submit their own referrals.
Attend virtual job fairs and networking events.

4. Screen Applicants
Before you sit down for an interview with candidates, you should screen them via a quick phone call. When screening an applicant, focus on the role’s requirements. Are they qualified based on their work experience, skill set, and competencies? This is also a chance to ask them if they have any questions about the role, the salary, or your company.
5. Interview Candidates
Once you screen candidates, it’s time to interview them. Whether it’s via a phone call or video chat, interviews give recruiters or hiring managers an opportunity to ask candidates situational questions and see how they would act in hypothetical scenarios. If a candidate passes the first interview or two, consider having someone else interview them for the next one. For instance, you can conduct a panel interview with employees who would be on their team if they were to join your company. This type of interview will give you a better idea of whether the candidate would be a good fit.
6. Run Tests
Don’t just trust the resume. Always evaluate software developers’ skills by conducting different tests. This is the best way to learn more about their abilities and how they would handle situations. 
Here are a few ways you can evaluate your candidates:

Conduct coding tests.
Send them questionnaires that focus on problem-solving.
Give them a small project and ask them to walk you through it once they’re done.
Ask them to give you ideas for one of your current projects.

7. Check References
Checking a candidate’s references is a critical step. Doing so will give you valuable insight into the developers’ skills and work ethic. 
Here are tips to use when contacting references:

Ask difficult questions about the candidate’s challenges and success.
Verify and inquire about the experience mentioned on their resume.
Ask them what the candidate’s strengths and weaknesses are.
Find out how they work in a team setting and cross-functionally.

8. Make an Offer
If you have found a great candidate who has passed all of the previous steps, don't hesitate to make them an offer. The longer you wait to do so, the less likely they will be to accept it. If a top candidate is also interviewing at a different company, you don’t want to risk losing them if they choose to accept another offer.

Looking ahead, tech companies with manual and paper-oriented hiring processes will simply not be able to compete for top talent—especially if they’re hiring for remote positions. Find out how having HR software can help you streamline and automate the entire hiring process here.

### New Employee Onboarding: Your Onboarding Checklist

“Welcome! Please be sure to sign here, here, and last but not least, here.”
There’s new hire orientation and then there’s employee onboarding—the former is a best practice, the latter is a compliance necessity. You’ll need employees to take time out of what is already a busy first day to sign documents proving who they are and how they’d like to be paid.


How do you make sure to cross all your T’s and dot your I’s? To help you out, we’ve compiled the documents you’ll need for the new hire onboarding process, accurate as of April 2017. Note that these are only nationally required forms for employee onboarding—your city or state may have its own additional requirements.

The employee onboarding process is crucial for both HR compliance and new hire success. Our comprehensive HR onboarding best practices checklist ensures every step, from new hire compliance checklist completion to orientation, is covered effectively. Here's our employee onboarding checklist so you can easily and quickly get your new hires up to speed.


Employment Eligibility Verification (USCIS Form I-9)
The Form I-9 has been a hallmark of the employee onboarding process since the eighties. Updated back in 2017, the mandatory form is used to confirm an employee’s eligibility to work in the U.S. If you’ve ever started a new job and were asked to bring documents to confirm your identity, like a passport or social security card, you’ve filled out an I-9.
Navigating the I-9 compliance for new hires is a key step in the employee onboarding process. It's essential to understand employee payroll setup requirements to ensure a smooth transition into the company. The form is divided into three sections, each with a distinct purpose, signer, and deadline.

Section 1 - Employee Information and Attestation 
(Signed by employee, due on first day)

The first page of the form is completed by the employee on his or her first day at work. Individuals will be asked to disclose personal information including their legal name, home address, date of birth, social security number, and telephone number. They’ll be asked to specify their citizenship or immigration status, and if applicable, alien registration number.
Section 2 - Employer Review and Verification 
(Signed by employer, due by third day)

Employers must complete section 2 within three business days of the employee’s start date. This part of the Form I-9 tasks HR with recording and examining a new hire’s corroborating documents.

Permissible documents include a U.S. or foreign passport, driver’s license, Form I-94, social security card, and a wide variety of others. If the individual is a minor, they can even use their school report card. The thing to note is that only the right combination of documents will satisfy the form’s requirements. For example, a U.S. passport can be used alone, but if employees provide their driver's license, they’ll need to provide a supporting document, like their social security card or birth certificate. An outline of these requirements can be found on page four of the I-9, or on the USCIS website.

Under anti-discrimination laws, it’s important to note that employers cannot specify which documents an employee provides, so long as they meet the form’s requirements. All documents must be unexpired and physically in your hands. No scans or photocopies allowed! If you’re onboarding a new hire that’s working in another office, keep in mind that you can ask an onsite employee to cover for you—or even use a third party, like a notary.
Section 3 - Reverification and Rehire 
(Signed by employer, only if the employee’s authorization expires)

If the employee’s proof of work authorization or immigration status is due to expire, employers must revisit his or her Form I-9 and complete section 3. This part of the form is used for entering new document numbers (if applicable) and their updated expiration dates.

As in Section 2, you’ll need to physically handle the documents to confirm their authenticity.

While not mandatory, the USCIS recommends completing Section 3 when an employee legally changes his or her name or is rehired within three years of the employee’s original start date.




Employee’s Withholding Allowance Certificate (IRS Form W-4)
Now that you’ve confirmed your employee is legally allowed to work in the U.S., it’s time to talk payroll. The Form W-4 is a required part of the employee onboarding process, and it determines how much federal income tax should be withheld from an employee’s paycheck.

Individuals are asked to fill out a “personal allowance worksheet” based on their marital status, whether their spouse works, and other personal factors. The more allowances specified, the less income tax is withheld from regular pay.

Getting this right matters, since withholding too few taxes might mean a big balance due when it comes time for the employee to file annual returns. Explaining the rules carefully to new hires can help avoid employee confrontations during tax season, but tread carefully—you never want to provide direct tax advice to new hires.

It’s best practice to have employees review their W-4 whenever their personal or financial situation changes. There are a few instances where it’s recommended or even required to have current employees fill out a new form. These include:

 	Legal name changes
 	Change in marital status or birth of a child
 	Annually for employees claiming exempt status

Once you have these employees fill out a new form, be sure to load any changes into your payroll and HR system.

Speaking of HR technology, if your employee undergoes a name change, be sure to double check that the employee’s name has been updated throughout your system. When it comes time to generate W-2s, you’ll want to make sure the employee names are accurate on those forms as well.






Wage and Tax Statement (IRS Form W-2)
If you use a payroll service provider, you’ll likely be able to skip this step. The IRS recommends filling out a blank W-2 with the new hire’s legal name and social security number, as this information will be needed when it comes time for filing. Though you aren’t required to, you may ask to see a copy of a new hire’s social security card to confirm the number’s accuracy. The Social Security Administration offers a free service for employers looking to verify social security numbers.

If the employee offers you something called an Individual Taxpayer Identification Number (ITIN), note that these will not suffice. ITINs are only issued to individuals who are ineligible to work in the U.S., but still need identification for tax purposes.

If you use a technology platform to manage your HR and payroll, this important information will likely already be in your database—and will pre-populate when it comes time to generate W-2s. Be sure to have employees periodically verify their personal information in your system of record, as you may have to file a corrected W-2 (Form W-2C) if there’s a discrepancy between what’s on the form and what the federal government has on record. If you need more assistance, download our free guide to the form W-2!






Everything Else
The above serves as a guide to what’s required nationally. As often is the case in compliance, there’s an additional layer of complexity, because many states and cities have their own requirements. In New York, for example, all new hires must be provided with a written notice stating their rate of pay, overtime eligibility, pay frequency, and employer contact information—all in English and the employee’s preferred language.

You can brush up on what your locality requires by visiting your state’s labor department website. There you’ll find other required forms, office posting requirements, and helpful FAQs.

In addition to covering these local requirements, you should always have employees sign off on your company handbook. Your handbook is the best place for your organization to communicate its policies and guidelines, and receiving that documented acknowledgement from the employee could become important in a future dispute.




Using this employee onboarding checklist and getting employees on payroll should be the easy part, especially if you’ve got the right technology in place. For now, those new hires’ spirits are high and the future looks bright—keeping them engaged will be your top priority in the weeks ahead. Click below to learn an expert approach on how to do just that. 

### 3 HR Technology Trends in 2022

HR has always had a lot on their plate. But with all that changed in 2021 and not knowing what 2022 may bring, it’s never been more important for HR teams to have the right tools and technology in place.

With that said, HR tech is no longer a nice to have when it comes to running an adaptable, strategic, and equitable business—it’s a must.
So looking ahead, what tech trends should HR teams embrace so that they can not only survive in 2022, but thrive?
Payroll is Mission Critical
From paid sick leave to COVID-19 vaccination incentives, the world of payroll has evolved and changed during the course of the pandemic—and 2022 will be no different. As remote and hybrid work continue to be the norm and the workplace becomes increasingly digitized, HR professionals will need a payroll processing system that is accurate, efficient, and compliant—one that addresses the changing needs of today’s workforce. 
For employers to attract and retain talent in the current job market, they’ll need to move toward a more seamless, dynamic employee experience. This translates to a payroll processing system that’s unified with HR, recruiting, and time and attendance tools. In fact, businesses with integrated HR and payroll software are 36 percent more likely to report improved employee productivity. With an integrated platform, new hires can be added to the system faster during onboarding, making the transfer of their payroll data effortless for both them and payroll admins.
Employees Demand Self-Service
Seeing as how 59 percent of Millennials said that state-of-the-art technology was important to them when considering a job, and 41 percent prefer to connect electronically at work rather than face-to-face or over the telephone, tech-forward environments will pave the way for a new workplace norm that accelerates communication. 
Employees today want to work with technology that creates a frictionless experience—providing intuitive, mobile-friendly ways to interact with the organization. Luckily, 82 percent of employees say their employer provides an employee self-service portal where they can access pay and benefits information online. But what about the rest? 
Whether your workforce is working from home or working from anywhere, the post-pandemic workplace has led to heightened employee expectations for on-demand information. With employee self-service, employees have access to a dedicated portal that gives them the flexibility to review and update essential information, from anywhere at any time. From pay stubs and bonuses, to benefits and required work hours, they can take more control of their data, with accuracy, privacy, and security.
Data Protection & Centralization is Paramount
For HR teams, protecting employee and company data should be a top priority. However, a 2020 study uncovered some alarming statistics:

43 percent of HR teams were victims of cyber security breaches in 2020
55 percent of HR professionals don’t see employee data security as a serious issue
46 percent of businesses do not look for data security features when buying HR software 

These findings are so concerning because a breach in security can significantly harm both employees and entire organizations. After all, employees enter their financial, tax, and personal data into HR software. Since this is all sensitive and confidential information, HR teams need to make sure that the tech they use has top-notch security. 
As many companies transition to hybrid or remote-first environments in 2022, data protection and centralization will become even more important. When shopping for HR software, buyers should ensure that the platforms they’re considering have received SOC-2 certification. With a scattered workforce, HR teams not only need software that centralizes employee data, but also prevents unauthorized access.

As the Great Resignation continues, companies with manual or outdated HR processes will simply not be able to compete for top talent. Check out our latest eBook to find out why having HR tech is critical to hiring, offering benefits, and ultimately retaining your workforce.

### How Parental Leave Helped Shape My Career

In this HR for Humans story, Nikki Boehm—a Manager of Presales at Namely—reflects on her experience starting a family while also advancing her career. For more stories at the intersection of work and life, follow @namely_hr. You can also submit your stories here.





Before joining Namely, I worked as a Solutions Consultant for five years. The position required regular travel, so when my husband and I began to talk about starting a family, I realized that the on-the-road lifestyle wasn’t going to be a good fit for me anymore. I really care about my career and knew I wanted to continue to work after having a baby, but I needed to find a position with better work-life balance.

Around that time, a manager at Namely reached out to me about joining her team, and I found out that she had just recently had a baby herself. I really liked the idea of working for someone who was in a similar phase of life and would be able to understand what I would be going through when I did decide to have a baby.

I started working at Namely in February of 2016 and had an awesome first three months. Around my fourth month, I found out that I was pregnant (a lot earlier than expected!). I was excited but scared because I was still pretty new to the company. I had made a lot of good working relationships, but I wasn’t sure how my pregnancy would impact my career progression.

However, my fears were quickly wiped away because Namely was so supportive right from the beginning. Everyone made me feel extremely comfortable, and I even received a promotion during my pregnancy. That was when I really felt like they weren’t going to let the fact that I was starting a family hold me back from what they felt I earned performance-wise. They honored my work ethic and gave me a promotion even though they knew I would be going on leave.

In my role as a Senior Product Advisor, I led calls with customers and did product demonstrations. As I approached my due date, the VP of Sales, Michael, was extremely supportive and would always check-in. He had just had a young child himself and wanted to help me make the transition as smooth as possible. With the help of my team, I was able to take a step back from customer calls and spend more time on internal projects.



The People Operations team also worked very closely with me leading up to maternity leave. We spoke many times about what the process would look like so I knew exactly what to expect once I had the baby. Namely’s parental leave policy covers nine weeks of paid leave after six months of employment or twelve weeks after a year. I was a week away from my one year anniversary when I had Clara, and I consider myself very lucky that Namely honored the full three months of paid leave.

While I was on leave everyone on my team was respectful of my time off. Sometimes I would reach out just to keep in touch, but no one ever made me feel like I had to be working. I knew if I totally shut down for three months, I would be really stressed out coming back so I checked the Namely Feed and my email every now and then, while breast feeding or resting, just to stay in the loop. While I was gone, my whole team stepped up and took on the extra workload so that I could ease back in upon my return. They say it takes a village to raise a baby and I realized that applies at work as well! I can’t imagine what the experience would have been like if I wasn’t part of a supportive team.



It was hard to adjust after three months away and also to leave Clara for the first time—it was kind of a double whammy of emotions. My team had reasonable expectations for me when I came back, letting me get caught up before taking any customer calls. They never made me feel overwhelmed, and I gradually worked back up to my normal speed.

They’ve given me a lot of flexibility to work from home, which has been especially helpful as we transition my daughter into daycare. Coming back to work also really gave me a sense of being myself again. When you have a newborn at home your whole life gets turned upside down. At the house everything was new and I was a rookie, at the office I knew how to get things done and feel accomplished.

Shortly after returning to work I actually found out that I was receiving another promotion to a Manager-level role. Throughout the entire process, Namely has made it so clear to me that even though I took some time to start a family, they see how committed I am to the company and that I want to advance my career. As a result, I feel more motivated and loyal than ever. I can’t imagine leaving a company that has been this supportive of my work-life balance, which is more important to me now than ever before.

As a first-time mom trying to balance your career aspirations and your family, it’s important to be true to yourself. I love my job and thrive off of the success of my team, but I also love being home with my daughter and husband. Working at a company that allows me to have the best of both worlds has been a game-changer. I can have a fulfilling career and still have the energy to play and be present with Clara at the end of the day. Namely has been so accepting of people at all different stages of life. No matter what path you’re on, if you work hard, they’re always more than happy to reward you for your passion.



Craving more HR for Humans Stories? You can read them all here!

### 5 Reasons Why It’s Time to Start a Company-Sponsored Retirement Plan

We may all be living on the edge of uncertainty as we navigate the COVID-19 climate, but the one thing we can all be sure of is that Americans need a healthy nest egg in order to retire comfortably.

So at a time when health and money are top of mind for most, if you don’t already offer your employees a tax-deductible way to save, this marks a great opportunity to start a company-sponsored retirement plan. Not only does a 401(k) help you do right by your employees, but it also offers many benefits for the company as well.
1. The SECURE Act Offers Meaningful Tax Credits
One of the most compelling incentives for starting a retirement plan is the significant tax credits afforded by the SECURE Act. Small businesses that sponsor a retirement plan for the first time are eligible for a tax credit of up to $5,000 per year for three years. Additionally, any small plan that implements automatic enrollment in 2020 or later is eligible for a $500 credit for three years. This applies to both existing and new plans and can be combined with the start-up tax credit for additional savings. Thanks to these credits, starting a 401(k) has become incredibly affordable. In instances where you pass some expenses onto participants, you might not end up paying any fees for recordkeeping or other services for up to three years.
By way of example, the cost of starting a standard Vestwell 401(k) could look like this in Year 1:




Size


10 participants


25 participants


50 participants




Annual Cost*


$1920


$3,000


$4800




Tax Credit**


-$960


-$1,500


-$2,400




Auto-Enroll Credit


-$500


-$500


-$500




Total Cost (including employee fees)


$460


$1,000


$1,900




*Based on Vestwell’s Workplace level pricing
**Assuming no HCEs
2. There are Company Tax Deductions, Too
While employers are not required to match employee contributions - unless they’ve opted into a Safe Harbor Plan, which has many incentives - many chose to do so as a way to reward employees and help them save faster and more successfully. That said, the contributions help the employer as well. Not only are they tax-deductible, but they’re not subject to Social Security or Medicare taxes.
3. It Can Also Reduce Individual Taxes - Especially for Owners
At a time when financial stress is at an all time high, reducing taxes now while at the same time saving for a financial future can be a big incentive. Annual pre-tax contribution limits are $19,500 a year as of 2020, with an extra $6,500 in catch-up contributions for those over 50 years of age, which means you can reduce your taxable income by up to $26,000 a year. Business owners can save even more. With certain plan types, like profit sharing, business owners can save as much as $57,000 a year before taxes or $63,500 with catch-up contributions.
4. You Want Your Employees to Retire...Eventually
In June 2020, 72% of employees said they plan on working after they claim Social Security retirement benefits. This is up from 67% this May, a trend closely tied to the current economic climate. While this is an issue for individuals, it can also be an even bigger issue for businesses, specifically when it comes to rising payroll costs. A recent survey showed that 49% of employers are concerned that delaying retirement will raise benefits costs, 41% worried it would force up overall wage and salary expenses, and 37% feared it would block younger employees from promotions. Offering a 401(k) plan not only helps your employees become retirement ready, but it could also help with the long term view of your business.
5. Employees Want Your Support
 52% of U.S. employees state that finances are their biggest concern, more than all other aspects of their wellbeing including physical, mental, and social health. Not only that, but 47% believe their employers have a responsibility to address their financial wellbeing (up from 40% pre-COVID). Offering a company-sponsored retirement plan allows you to educate and support employees when it comes to their financial future.
If you’re interested in implementing a plan on or before January 1, 2021, here are some deadlines to consider.

August 15, 2020: Deadline for deciding to implement a Safe Harbor 401(k) plan in 2020. This type of plan is incredibly popular with small businesses because they allow companies to bypass certain compliance testing requirements. There is still time to reap the benefits for the 2020 calendar year if you act quickly. 
November 1, 2020: Deadline for agreeing to move an existing 401(k) plan to Vestwell for a January 1, 2021 start date as well as the deadline for terminating a SIMPLE IRA and moving it to a 401(k) plan structure for 2021.
November 15, 2020: Deadline for deciding to start a new, non-Safe Harbor 401(k) plan for a January 1, 2021 start date. This maximizes your tax benefits for the 2021 calendar year.  


It’s times like this when many take stock of what’s important. As a business, one can argue the financial health of the company and the people within it are paramount. Offering a company-sponsored retirement plan is not only surprisingly affordable, but can benefit the company and its employees for years to come.

### HR Compliance's Magic Number: Requirements For 50+ Employees

If one is the loneliest number, 50 is the most intimidating for small business’ HR teams. Once your headcount passes the 50 employee threshold, you effectively trigger an avalanche of new reporting and HR compliance requirements.


HR Requirements for Over 50 Employees
When startups make it “over the hill,” fledgling HR teams come of age. Check out some of the key things to be aware of if your business has more than 50 employees.
1. The Affordable Care Act
The Affordable Care Act (ACA) requires employers with more than 50 full-time employees to offer healthcare benefits. Keep in mind that labor laws likely have a slightly different interpretation of full time than what you may be used to. Under the law, employees who work at least 30 hours a week, or 130 hours a month, are considered full time.

If you’re in an industry like hospitality or retail where headcount can fluctuate during the year, the rules are fairly accommodating here. Seasonal staff working less than 120 days a year do not count toward your headcount for ACA compliance purposes.

Once you hit the 50 employee threshold, your company becomes what’s called an “applicable large employer” (ALE). In addition to offering health insurance, you’ll need to demonstrate your HR compliance to the IRS every year by filing Forms 1095-C and 1094-C. Your broker or benefits administration vendor should be able to assist you with these forms.
2. Family and Medical Leave Act
The Family Medical Leave Act (FMLA) requires companies with 50 or more employees to offer its staff up to 12 weeks of unpaid, job-protected leave. The only exception is if your place of business is a public or private school, you’ll need to offer the benefit regardless of headcount.

FMLA leave can be used for certain medical and personal reasons, including, but not limited to:

 	The birth or adoption of a child
 	A serious illness or injury
 	Needing to care for a spouse, parent, or child with a health condition
 	Needing to address a personal matter due to a spouse, son, daughter, or parent being called into military service

You’ll also need to hang a workplace poster outlining the benefits and eligibility requirements. Note that several states and cities have their own, more robust labor laws requiring paid leave. Be sure to double-check what your jurisdiction requires.
3. Employee Benefit Plans (Form 5500)
Form 5500 is required for any employer who sponsors a pension or welfare benefit plan covered by the Employee Retirement Income Security Act (ERISA). The form is used to review information on the qualification, financial status, investments, and operations of the plan.

Plans that are subject to ERISA generally include medical, dental, 401(k), and retirement savings. For employers who have passed the 50 employee threshold but remain under 100 employees, there is a short version of the form you might be required to complete instead. The Form 5500 is due the last day of the seventh month after the plan year ends.

Review the IRS page on Form 5500 to learn more.
4. Demographic Reporting
The Equal Employment Opportunity Commission (EEOC) was established in 1965 to protect job applicants and employees from discrimination on the basis of their race, religion, sex, and other protected traits. The EEOC organization requires that businesses over a certain size submit a headcount report including race, gender, and role information on an annual basis.

While private businesses don’t have to worry about demographic reporting until reaching 100 employees, federal contractors need to comply once they hit the 50 employee threshold. Note that the law does not distinguish between full-time or part-time workers. The annual deadline to file the form is March 31.
5. Affirmative Action
Affirmative action plans (AAPs) define a company’s policies and procedures on training programs, outreach efforts, and business practices that promote qualified minorities, women, people with disabilities, and veterans for equal employment opportunities.

Organizations with 50 or more employees and $50,000 in government contracts must have an AAP. For more information on affirmative action HR requirements for small businesses, visit the U.S. Department of Labor website.
6. State and Local Labor Laws
Never assume that you’ll only need to worry about federal employment regulations. State and local governments often impose their own labor laws, many of which are tied to headcount. A growing number of states and cities even have separate minimum wages in place depending on company size.

Need a few examples of local laws that may apply to your business? In California, once you hit the 50 employee threshold you’ll need to put managers through two hours of anti-harassment training every two years. In New York, you’ll need to provide employees with 90 days’ notice for any mass layoffs or relocations.

State and local provisions applied to companies with 50 or more employees are diverse and span all disciplines of HR.

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As companies approach and eventually soar past the 50 employee mark, their HR teams often stay small. In order to keep up with HR compliance, recruiting demands, and more, these teams need an edge to keep their heads above water.

“Work smart, not hard.” You’ve heard the cliché before. But for small HR teams, it’s a mantra that helps them stay afloat. In our eBook, 17 Hacks For Small HR Teams, we’ve put together a list of the strategies that make these battle-tested HR “armies of one” so successful. Download it today and never bat an eye again at HR requirements for over 50 employees or other HR compliance topics.

### The Guide to Choosing an LMS

Empowering employees to succeed is a top priority for HR. So how do you provide employees with the information they need to be as successful as possible?

That’s where learning comes in—and more specifically, the technology that enables learning: a Learning Management System (LMS). If learning is a high priority for your organization, you’re on the right track. A recent study by PwC found that learning and development opportunities were the first choice employee benefit for millennials. A strong learning and development program can bring numerous benefits, from productivity to engagement.
In order to implement effective practices, many companies are turning to digital solutions. A report by Technavio found that nearly 80% of organizations will adopt an LMS by 2020. It can be a challenge to introduce any new technology into your workplace, so to help guide you through the decision-making process, we turned to Namely’s Director of Learning and Development, Ron DeCamella.
Here’s what Ron had to say:
What is an LMS?
An LMS is a way for employers to store, segment, and distribute learning materials. You can load trainings, schedule instructor-led sessions, and run analytics on your learning initiatives.
Many companies use an LMS for internal purposes, but for some companies, an LMS can be client-facing as well and play a role in customer success.
Why should an organization consider an LMS?
As companies grow, it becomes increasingly hard to distribute knowledge across the organization. Not only do you need ways to share knowledge, but you also have to be able to track and report on learning.
Let’s take a mandatory company-wide training, for example. An LMS can help you launch the training on a recurring basis, track participation, and report on company-wide completions. It ensures that everyone has received a uniform learning experience and consistent information.
How do you know if it’s the right time for your organization to introduce an LMS?
One big giveaway: if managers are asking if someone is trained on something, and you’re not certain. Or if employees are asking for training to be provided. In a small company, you tend to have that information right at your fingertips. But as you expand, there are a whole host of opportunities to provide learning—like making sure new hires are trained well during onboarding.
How do you compare the various LMS offerings?
Many LMS options are the same in their core functionality. In order to make your selection, you’ll need to think through which differentiators are most important to you and your organization. Rank your priorities—the must-haves, the nice-to-haves, and so on.
The differentiation often comes down to accessibility and user experience features. At Namely, our entire platform is designed with ease-of-use in mind, so we looked for an LMS that would be seamless for our employees.
What should you look for in an LMS?
Your priorities will depend on your company needs, but there are some general features everyone should consider.
First, flexibility. Is the platform configurable to your unique needs? Will your team be able to contribute to the product roadmap if you have feature requests?
Second, data flow. Can the LMS connect into the API of your core HR system? That connectivity will enable better tracking and more actionable insights.
Third, user experience. Can employees easily access trainings and see what they’ve accomplished? Are reporting dashboards intuitive and helpful? It’s one thing to select an LMS—but it’s another to encourage adoption. Make sure that the product you’re choosing is one that will be put to good use.
What is the biggest challenge in adopting an LMS?
It’s really a question of change management. You’re either displacing your existing learning system or introducing something brand new. You have to explain why it’s useful, the motivations behind the choice, and how it will affect every employee.
There can be a fear of change, so it’s critical to show how it will simplify everyone’s life—from employees, to managers, to executives. This is where you can be creative in rolling out your LMS. Maybe you host lunch and learns, write compelling communications, share informational videos, put up posters, debut it at a company meeting—whatever you do, continually push and share the message across your organization.
Once you enable your LMS, how do you engage employees?
There are a lot of creative ways you can drive engagement. Gamification is one example—you can set engagement metrics, so that employees can see where they stand against their peers. Video content is another. Whatever you do, the objective is to make people want to be in the training site.
How does an LMS fit with your overall employee engagement practice?
An LMS is like a connector in the chain. You can use it for a core curriculum or focus it more departmentally. There are a lot of different things employees may want to learn, from leadership development to customer service, so an LMS lets them register and launch any of these trainings at their own pace.
In addition, learning is a key part of performance reviews. If there are any deficiencies identified during the review cycle, an LMS can help fill in the gaps and empower employees to improve.
--
While only 25% of companies report feeling comfortable with the modern digital learning landscape, the benefits of selecting and launching an LMS are clear. Through Namely’s open API platform, Namely clients can seamlessly link their LMS of choice to ensure one system-of-record for all of their HR and learning needs.

### HR's Guide to Building a 30-60-90 Plan

The first 3 months can either make or break an employee’s experience at your company—which is why onboarding is so crucial. In fact, companies with a strong onboarding process improve their employee retention by 82 percent. If a new hire doesn’t have a positive onboarding experience, they are twice as likely to search for other job opportunities and leave your company.

Helping an employee adjust to their new role shouldn’t stop after onboarding. This is where 30-60-90 day plans come in. Broken into 3 parts, this plan clearly outlines a new hire’s tasks and priorities, along with any training they will go through. 
To help you set your new hires up for success, here are 4 tips to building a 30-60-90 day plan:
Set Clear Goals & KPIs
To give new hires metrics to strive towards, their 30-60-90 plan should list out their goals and KPIs. Simply writing down goals makes employees 42 percent more likely to achieve them. These goals should be SMART: specific, relevant, measurable, attainable, and time-based. Make them as straightforward as possible and clearly define how they will be tracked.
Involve Other Team Members
New hires can become better familiarized with the company culture and their role through meeting and learning from their team members. If one of your team members owns a specific channel or is proficient in using a certain tech stack, have that person walk the new hire through these processes. You should also set up one-on-ones throughout the 90 day plan for each team member to personally introduce themselves and give the new hire an overview of their role. Create opportunities for team bonding early on by organizing a team lunch or a virtual meet & greet. Involving the various members of your team in onboarding new hires sets the department up for collaboration and helps digital interactions flow more smoothly.
Check In With Employees
At the 30-60- and 90-day marks, managers should set some time aside to check in with employees and review their plan. During these one-on-ones, they can discuss their progress towards goals and any roadblocks they may be encountering. This will help keep employees motivated and set them up for success, increasing the chances that they’re in for the long haul.
Recognize Progress
Throughout the 90 days, it’s important to acknowledge the progress new hires have made and show appreciation for their efforts. If they hit a certain goal or make progress toward the department’s KPIs, give them a shout out in a team meeting or send them a thoughtful email. Recognizing their hard work will motivate them to continue striving toward their goals and perform at their best. 

How can you engage and retain your employees after the 90-day mark? Find out in our latest eBook.

### How HR Tech Can Unite Your Multi-State Workforce

In today’s competitive job market, more and more companies are hiring remote employees to help fill high-demand roles and tap into new markets. While this arrangement is usually a win-win for employees looking for a new job and employers looking to connect with top talent, remote work opens the door to some complicated compliance issues. The same challenges arise if your company has offices in other states, too. 

Having employees scattered around the country means you need to stay on top of federal and state payroll rules, training requirements, and leave laws to ensure your business is compliant. On top of all of that, HR is often tasked with building a company culture that transcends state lines and fostering a community that bridges the gap between offices and teams. No small feat. 
Luckily, HR technology and enhanced business services can help lighten your workload and give you more time in the day to focus on the aspects of your job that you love. 
Namely clients estimate our HR solutions save them an average of 11 hours a week—that’s more time for you to spend building strategic business initiatives, engaging employees, or recruiting top talent. 
Plus, Namely’s Comply Database and more robust compliance solution, Comply Advice and Action, give you access to thousands of trainings, checklists, and tools to keep your business compliant and help you avoid costly fines—all while saving you time and money. 
Want help keeping your multi-state workforce compliant? Here are a few of the powerful features that Namely’s compliance solutions can offer your company:  

Live HR Advisors

Receive unlimited, expert guidance from our certified advisors to prevent and resolve challenging people situations and compliance risk issues. Rest easy knowing compliance help is just a call or email away. 

Employee Learning Management System

Provide your employees with an array of mandated and developmental training solutions for proactive and reactive risk management. From sexual harassment to workplace safety, our learning management system covers it all.

Robust Compliance Tools

Access all the compliance tools you need. Easily submit OSHA logs and forms, seamlessly maintain company policies with our living handbook tool, and leverage intuitive toolkits, webinars, and whitepapers. Plus, our state comparison tool lets you easily compare policies and regulations in the states you operate in.
Why do mid-sized businesses choose Namely as their people operations platform? 
Don’t just trust us; trust our 1,400+ clients. Sara Lee, an HR Generalist at Formativ Health, said switching to Namely was a no-brainer for her multi-state workforce. 
“As a multi-state employer, doing taxes is difficult enough, but using a cumbersome system made it even more challenging,” Sara said. “Especially since two of the states that our employees are located in do not have any state taxes, while the others states have several different ones. We knew we needed a solution that was equipped to handle the complications that come along with having offices and employees in many states.”
But Sara did just want her people operations platform to help her stay on top of state taxes. Sara was excited to choose Namely because it has the features and user-friendly interface she knew her employees would love. 
Here are a few of our favorite features that help engage your employees, no matter where they are: 

Company Newsfeed

Keep everyone in the loop with Namely's social newsfeed. Administrators and employees can share company updates and post announcements that can be seen by the entire organization. You can also post images, videos, links, and even recognize coworkers for their efforts and achievements.

Employee Directory

Even if they aren’t in the same office, your employees can view their coworker’s profiles to check their job title, department, manager, contact information, skills, etc. Plus, employee profile pictures can help you put a face to a name—even if you’re miles away from your teammate. 

Mobile Application

With the power of Namely at their fingertips, your employees can access pay stubs, post on the company newsfeed, request PTO, and more—no matter where they are.
Sara said these Namely features and more helped connect and engage her team at Formativ Health. 
“Thanks to Namely, our teammates never feel separated, no matter where they are located,” said Sara. “When teammates post appreciations on the newsfeed or look at the org chart, they still feel like they’re part of one big team.”

Ready to see how Namely can help manage and engage your multi-state workforce? Click here to request a personalized demo of Namely’s compliance solution, or use our Compliance ROI calculator to see how much money Namely’s Comply Advice and Action solution could save your business. 

### Inside the Life of an HR Business Partner

From running benefits enrollment to developing company culture, a career in HR is not for the faint of heart. No two days are the same, which can be as challenging as it is rewarding.

To get a glimpse of what it really takes to build a career in the HR industry, we conducted a Q&A with Namely’s HR Business Partner, Sandra Velez. It turns out that a career in HR can be limitless, adventurous, and brimming with learning opportunities.

Q: What do you love most about being an HR Business Partner? What does a typical day look like for you?
A: I truly love my job because it combines my strengths and interests, like helping people, organizing, and strategizing. While every day is different, the fundamentals of my role are pretty consistent. I meet with managers on a 1:1 basis to discuss what’s currently happening on their teams. I may coach them on difficult conversations and/or how to handle challenging situations. 
Currently, preparing for the end of year is my favorite aspect of this role—budget planning, sales incentive planning, and strategy for the new year. 

Q: What are your HR career goals? What areas of HR are you most passionate about?
A: There is no limit on the number of opportunities I would explore when it comes to the future. I’m still experiencing all that HR has to offer. There are so many intriguing aspects of Human Resources—you can specialize in benefits, learning and development, operations, and so much more. While I’ve had experience in all those sectors, I love where I am in my current HRBP role. Being with Namely for the past 6 months has been an incredible journey—I’ve learned so much and met incredible people. I’m really enjoying this current adventure. 

Q: What has been the most rewarding professional accomplishment in your HR career? 
A: The most rewarding accomplishment in my career has been earning my SHRM-CP certification. 
My career trajectory has also made me feel lucky. I started my career in sales and was able to move from a sales development role to an HR Coordinator role at my previous company. From there, I worked my way up to where I am today in 3 years. I have been truly fortunate to have great mentors along the way who have been an inspiration to me. 

Q: What are the most challenging aspects of being an HR Business Partner in today’s job market? 
A: Currently, I would say the two biggest challenges in HR are how to engage a remote workforce and how to continue building a more diverse and inclusive environment. Our main focus is on our employees and their experience. How do we create an environment that makes people not only want to join Namely, but also makes it very hard to leave?

Q: What advice would you give to HR professionals just starting out their career? What advice would you give your younger self? 
A: My advice would be to surround yourself with people who inspire you. Develop and maintain a network of professionals who share information, uplift, and look out for each other. I would also suggest working for a company whose vision and values match your own. We spend so much of our time at work–we should also be spending that time growing and learning.
To my younger self or any new professional starting out in HR, I would say know your worth and create opportunities for yourself. Work hard, learn everything you can, and make yourself indispensable.

Want more advice on what HR professionals wish they knew before they started their careers? Check out our blog post.

### What is A High-Performance Culture and Why Does It Matter?

If you work in the HR industry, you may have heard the phrase “high-performance culture” tossed around, but perhaps were never told what it really means.
Developing a high-performance culture can seem elusive, but once its value is understood, it can take your organizational culture to the next level and lead to outstanding results.
What is a High-Performance Culture?
While it can be challenging to define, a high-performance culture is built on a set of standards and behaviors that empower employees to collaborate, innovate, and achieve strong business results. Company goals, leadership, and values all work in tandem to establish a foundation of trust, productivity, and motivation. A high-performance culture focuses on creating an adaptive and inspiring environment, embracing change, and building strong leaders and team dynamics.
What are the benefits?
From higher profitability to improved processes and organizational structure, a high-performance culture positions your business for change and growth. Operating with a high-performance mindset can lead to better outcomes across all areas of the business, including customer satisfaction, employee retention, engagement, and morale. Since engaged employees perform 20 percent better and are 87 percent less likely to leave their organization, you’ll reduce employee turnover and support a better employee experience.
Characteristics of a High-Performance Culture
To create and maintain a high-performance culture, organizations should focus on the following key characteristics:

Unified Mission & Values
For employees to feel connected to the organization’s mission and business goals, managers must clearly communicate cultural expectations and the significance of company values. They should also continue to evaluate priorities and team goals to align with employees' career goals and capabilities. This will keep teams motivated and help them work together towards a unified mission that adds value for both individual employees and the overall organization.

Streamlined Internal Communication
To keep communication lines open between leadership, managers, and employees, consider implementing a streamlined communication strategy. Using the right HR technology and performance management tools can help you efficiently share information about goal setting, feedback, and expectations. Automating tasks with these tools also helps avoid error, ensuring employees and managers are on the same page and that nothing falls through the cracks. 
 
Continuous Employee Development
Continuous training, development, and education will give employees opportunities to grow their careers within the company and help retain them. Offering employees mentorship, leadership coaching, and training and development programs can increase engagement, productivity, and satisfaction. 
 
"Culture Adds”
Once you’ve established a high-performance culture, you need to thoroughly examine every potential hire to ensure they mesh well in the organization. Hiring the right employees means looking for candidates who will be a “culture add” to your organization, not a “culture fit”. These kinds of employees not only embrace your values, but more importantly add to your company’s diversity by offering different backgrounds, perspectives, and experiences.

Having a high-performance culture can help your company achieve stronger business outcomes, while enabling employees to thrive on an individual level. But how can you make sure your team is meeting its goals while also developing critical skills and building morale? Check out our blog post to find out.

### The Ultimate Guide to Achieving Your Team’s Goals

Whether you’re a CEO, director, or manager, the key to being a successful leader is guiding your team towards your organization’s short- and long-term goals. This not only helps your company achieve stronger business outcomes but also enables employees to thrive on an individual level.
Goal setting provides a sense of purpose and direction so employees remain motivated and focused on their current projects and daily tasks. In fact, employees who set goals are 14.2 times more likely to be inspired at work.
So how can you make sure your team is meeting its goals while also developing critical skills and building morale?
Emphasize Your Company’s Vision
When candidates are searching for new job opportunities, they will look at your organization’s core values and mission to see if it’s a good fit for them. After you onboard new hires, it’s important to keep these front and center to inspire your employees and unite them. This will also help them understand how their individual contributions impact your overall organization.
Provide Proper Technology
Without the right technology, your employees won’t be able to put their best work forward. Whether it's collaboration platforms, like Trello, or file sharing tools, like Dropbox, make sure you provide them with the resources they need to succeed as a team. If you adopt new technology, set aside time to provide them with proper training on how to use it.
Be Available for Questions
Employees who have a responsive team leader feel more supported and ultimately perform better. Make yourself available for questions or feedback and respond to employees in a timely manner. You should not only encourage them to ask questions during one-on-ones but also in team meetings. There’s a good chance that if one employee has a question or needs clarification, another one may too.
Share Progress Updates
Checking in with employees to get updates on their work will help your team stay on the same page and work towards goals together. Giving the rest of your team this insight can also help keep employees motivated and engaged. Consider sharing key metrics with your team on a weekly basis or asking employees to share their own updates during team meetings.
Build Peer Accountability
The highest-performing teams keep each other accountable rather than just relying on their manager to do so. Building peer accountability also improves your team’s relationship with you as their leader, allowing you to embrace more of a “coach” role.
To help develop accountability, consider hosting a training session to teach your employees how you can all hold each other to your commitments as team members. You can help them develop the skills they need to initiate these crucial conversations and receive constructive criticism from one another.
Recognize Your Employees
Showing your employees appreciation for their hard work is crucial to their engagement and productivity. Doing so motivates them to keep working hard towards their individual goals, team goals, and your company’s goals. Whether it’s a hand-written thank you note or acknowledgement during a team meeting, make sure you're giving praise where it’s due and encouraging your employees to do the same for each other.

Effective goal setting is a critical leadership capability in today’s hybrid and remote-first workplaces. But how else can managers develop employees as leaders and which leadership skills should be prioritized? To learn more, check out our blog post.

### Year-End Checklist: Employee Benefits

As 2022 approaches, so do important HR dates and year-end tasks. And despite increases in vaccination rates and some companies returning to the in-person office, many HR teams across the country will still be closing out 2021 virtually.

Along with staying compliant and adjusting company culture, one of the most important year-end considerations is evaluating your benefits plans to best support your employees in 2022. Not only will rethinking your benefits plans help you retain your current employees, but it will also help you attract candidates.
Here are a few benefits employees will be looking for in the new year:

Wellness Benefits 
Studies show that employees are more likely to think that it’s their company’s responsibility to support their health and wellness. Since the pandemic began, companies have been expanding their wellness benefits by offering telehealth programs and virtual mental health services—which are especially important during these difficult times. As for physical wellness, companies have been encouraging employees to exercise by offering virtual workout classes, online fitness memberships, and at-home work workout equipment.
Remote Work Opportunities and WFH Policies 
Due to COVID-19’s impact on remote work, you should reevaluate your work from home policies as you close out 2021. If you’re planning to reopen your office in the new year, consider letting employees work from home every Friday or a few days a week. If your company is working from home indefinitely, you can also hire for remote positions and attract candidates from all over.
New PTO Policies 
As the year comes to an end, you need to make any necessary adjustments to PTO rollover balances or pay your employees out for PTO. However, since 2021 was a challenging year, you need to take that a step further by reevaluating your PTO policies to avoid employee burnout. According to Robert Half’s survey, 44 percent of employees say they are more burned out on the job today compared to a year ago. To help your employees avoid burnout during this time, you need to encourage them to take time off—especially as they work from home. Consider giving them a few extra days off around the holidays, implementing mandatory mental health days, or making your vacation plan unlimited in 2022.

2022 will be here before we know it, so are you ready to close out 2021? From keeping up with key payroll dates to staying compliant, confidently tackle year-end with our HR Checklist.

### Leadership Coaching: Developing Future Leaders

Companies around the world invest in leadership development to ensure their employees have the critical knowledge, skills, and experience they need to perform at a higher level. Capabilities such as strategic thinking, collaboration, and decision making are critical to employees’ growth and improvement in their career progression.

So how are companies using coaching to help their employees develop as leaders, and which leadership skills should be prioritized?
To gain a better understanding, Sounding Board partnered with Chief Learning Officer Magazine to survey over 400 learning and development professionals to get their perspective on leadership coaching.
The Need for Leadership Coaching
According to Sounding Board’s research, 72 percent of organizations offer some type of leadership coaching. From 2020 to 2021, 41 percent of survey respondents said their spending on leadership coaching has increased, and 45 percent reported no change. On the flip side, less than 15 percent of organizations have decreased spending on leadership coaching over the past year.
Organizations use leadership coaching to address a variety of talent development needs. One of the most common is to improve the skills of individuals with leadership potential. In fact, 80 percent of respondents stated that it’s their number one goal. Increasing employee engagement and retaining key talent were also identified as common needs that companies address with leadership coaching.
Developing Leadership Capabilities
Since self-awareness and communication are two capabilities that successful leaders at all levels need, a huge focus of leadership coaching is developing soft skills. 
Self-awareness is a foundational leadership capability that helps leaders identify their strengths and weaknesses, develop emotional intelligence, and recognize the impact they have on others. Communication enables leaders to share information and express ideas clearly and effectively. It allows leaders to listen, explore different perspectives, and collect data to make more strategic business decisions. 
Interpersonal skills and execution were also identified among the most important leadership capabilities for emerging leaders. For mid-level managers, execution and leading high-performing teams proved to be the most valuable skills. For senior and executive leaders, strategic thinking and setting vision and direction were determined to be the most significant. Overall, leadership coaching is among the most effective tools to help leaders develop these capabilities.

To ensure they’re choosing candidates who can grow into leadership positions at their company, hiring managers across all industries look for core skills. Check out our blog post to learn which skills are the most desirable.

### Performance Management: The Tech Approach

In this three-part blog series, Namely’s VP of Product, Brian Crofts, and Namely’s HR Advisor, Sneh Kadakia, are stepping back to look at both sides of the performance management spectrum. By uniting product expertise and HR experience, we hope to offer guidance for those tasked with driving a successful performance management strategy.



(Miss the beginning? Catch up on parts one and two).
As an HR technology company, we realize the incredible ROI that tools have on making HR processes effective and efficient. In the case of performance management, using a product can help you transform your practice into a cultural norm at your company.
We began this series by asking “What comes first when deciding on the right approach? Is it the practice (i.e. what to do), or the tool (i.e. how to do it)?” We believe in starting with your practice—that’s how you set the foundation for which capabilities to look for in a product. But technology can lead you to new features that enhance your practice. There should be a continuous loop between the practice and the tool. Allow both to elevate the other, as new and improved HR trends emerge.
Let’s take a deeper look at how to think through your product needs, and more importantly, how to adopt a tool that positively impacts all stakeholders in performance management—from HR to people managers to employees.
When should I invest in a performance management software?
If you’re thinking about adding a performance management tool to your HR technology stack, start by asking:

 	What is the state of our performance management practice?
 	What are we trying to solve for or accomplish through the use of a tool?
 	Is this tool the key to an exceptional performance management practice?
 	Does a readily available product fit our needs?

As you answer these questions, make sure to involve other key stakeholders as well. That will help you understand how the tool may (or may not) be used by those who partake in performance management.
If you decide to invest in a tool, it’s time to work through how the product will impact the execution of your practice. Adding a new tool means an updated process and methodology—this is basically change management at its core. You’re asking your employees, people managers and any other support functions to adopt a different way of working through performance management. It requires training and educating your workforce to get them on board with the product. Teaching individuals how to use the technology is the key to enabling success between practice and product.
What performance management features should I consider?
As you research existing products, there are probably two questions that you’re going back and forth with:

1) Should I find a product that’s customizable to match our current performance management practice?

Or...

2) Should I go with a one-size-fits-all product and adapt our performance management practice to the given capabilities?

Whichever route you take, here are the core features you should look for in a product to truly enable a successful performance management practice:

 	Interconnected Goal-Setting: Upload, share, and track performance goals at the individual, team, and company level. People managers and employees can use these recorded goals as a benchmark for performance conversations. Plus, employees can visualize how their roles connect to the greater business outcomes.
 	Multi-User Feedback Collection: Send performance assessment forms to any number of parties that are involved in providing feedback to an individual. This allows for instantaneous organization and tracking of performance feedback from multiple sources.
 	Automatic E-signatures: Easily record acknowledgement of performance feedback during formal reviews—from HR, people managers and employees. This ensures that all involved parties are aligned on when and what type of feedback was given to the individual.
 	Performance Data Visibility: Give employees and HR access to prior reviews, in order to track performance over time. This record-keeping is crucial to maintaining a transparent and organized HR practice.
 	Online Resource Center: Direct all employees to a public document library where you host training, resources and tip sheets. Make it easy for your employees to access information, so HR doesn’t have to be the bottleneck for the small things.

What are the benefits to adopting a performance management tool?
If you’re making the case to invest in a performance management product, your key stakeholders are going to ask you about the ROI before assigning you any budget. Here are tangible benefits for all parties involved:

 	Organization and Timely Execution. Administering your performance reviews has never been easier. You can schedule reminders, track participation and send out communications. All of the information is effortlessly collected in one place. The time and energy saved here is invaluable to everyone.
 	Accurate System of Record. Having all of your performance data in one place—with a time stamp and signature of knowledge—makes your employee records compliant and complete.
 	Instant Reporting. Being able to pull a report with all of your performance data enables you see the current state of your talent and make employee decisions at an individual, team and company level.
 	Complete Talent Analytics. Driving performance insights and actions through aggregate employee data unlocks your ability to drive your talent strategy in real-time.
 	Increased Technology Savvy. As you continue to add HR tools, you uplevel your employees’ use of technology for their professional development. This is the gateway to continue introducing other products that will support your HR strategy and your employees.

At the end of the day, HR technology brings your practices to life. In a modern HR practice, it’s critical to have instantaneously accessible employee information. That’s what helps you drive insights and support decision making. Since employee performance and engagement are proven drivers of business outcomes and company success, invest in tools that increase your ability to manage your talent strategy.

We hope this 3-part blog series helped you think through how to build (or keep building) a strong performance management practice. 

To learn more about Namely’s talent management features, schedule a free demo today.

### 5 Tips for Setting HR Career Goals

HR professionals might find it a challenging time to pursue their professional goals, but even though it might seem easier to put off career development plans, there’s a lot that can be accomplished if you’re willing to rethink your approach to goal setting. Keeping track of your goals and taking action to achieve them will boost your motivation, knowledge, and longevity in the HR industry.

If you want to take your HR career to the next level, check out these 5 tips:
1. Set Quarterly Goals
When setting goals for yourself, it’s common to think of 10 to 12 goals that you’d like to reach over the course of the year. Instead of having a large number of goals for the year, try coming up with 2 or 3 goals that you can realistically tackle each quarter. This way you can narrow down your focus, pay attention to details, and maximize your effort in reaching these goals over a smaller period of time.
2. Take Small Steps
While striving for ambitious goals can feel inspiring, breaking your goals down into smaller, achievable steps can help you reach them more efficiently. 
For instance, perhaps you’re working at a growing organization that is looking to graduate from a PEO to an HRIS. Although this goal may seem intimidating at first, taking small steps toward achieving it can make it much more manageable. Start off by making a must-have list and researching HR software vendors. Once those steps are complete, you can move on to choosing two or three options and scheduling calls with each. 
(For more details on transitioning to an HR platform, check out our Timeline for Evaluating, Buying, and Implementing HR Software.)
3. Explore Different Areas of HR
Over the course of your HR career, you might start off managing tasks as an HR administrator but later discover that you excel at training and development. Or after diving into HR policies and regulations during COVID-19,  you might realize that you’re better suited for a career in HR compliance.
Learning about the different HR functions allows you to gain experience and understand what area you want to specialize in, whether it’s recruiting and onboarding or performance management and employee engagement. Do your research, work on different HR projects, and stay up to date with the evolving HR landscape. This will not only help you optimize your strengths but will also help you develop a well-rounded understanding of the industry.
4. Consider Qualifications or Certification
Pursuing formal certification and qualifications in HR can open up more advanced job opportunities and help you gain clarity on future goals that align with your career path. 
If you’re considering graduate school, you can apply for your MBA in Human Resources Management or a more specialized degree. There are also HR industry certifications to consider, such as the PHR (Professional in Human Resources) or SHRM (Society for Human Resource Management) certification. These types of credentials will strengthen your resume, improve your leadership abilities, and upgrade your skill set.
5. Connect With HR Peers
When you’re alongside a community of HR professionals, you’re likely to feel more supported in setting and meeting your goals. Even if your HR department is on the smaller side, you can join online HR communities, discussion groups, or forums where you can engage in casual conversations and grow your network. 
Set aside some time to speak with peers, keep up with trending HR topics on social media, or follow HR influencers and thought leaders. Try to attend HR conferences where you’ll meet other HR professionals virtually or in-person. The more you learn from others in the HR field, the more you’ll be able to develop ideas and methods for achieving your HR career goals.

Whether you’re just starting out or consider yourself a seasoned HR pro, there’s no time like the present to step back and think about your personal career goals. To learn more about some of the best HR career paths to choose from, check out our blog post.

### New Guidance on Adult Use Cannabis in the Workplace in NY

In October 2021, the New York Department of Labor (NYDOL) released Adult Use Cannabis And The Workplace – New York Labor Law 201-D, guidance to address some of the most common situations or questions in the workplace related to adult-use cannabis and the state’s Marijuana Regulation and Taxation Act.

For instance, this guidance about cannabis use at work or during work hours is quoted from the document:
1. Can employers prohibit use of cannabis during meal or break periods?
Yes, employers may prohibit cannabis during “work hours,” which for these purposes means all time, including paid and unpaid breaks and meal periods, that the employee is suffered, permitted or expected to be engaged in work, and all time the employee is actually engaged in work. Such periods of time are still considered “work hours” if the employee leaves the worksite.
2. Can employers prohibit use of cannabis during periods in which an employee is on-call?
Yes, employers may prohibit cannabis during “work hours,” which includes time that the employee is on-call or “expected to be engaged in work.” 
3. Can employers prohibit cannabis possession at work?
Yes, employers may prohibit employees from bringing cannabis onto the employer’s property, including leased and rented space, company vehicles, and areas used by employees within such property (e.g., lockers, desks, etc.).
4. For remote employees, can employers prohibit use in the “worksite”?
The NYDOL does not consider an employee’s private residence being used for remote work a “worksite” within the meaning of the law. However, an employer may act if an employee is exhibiting articulable symptoms of impairment during work hours as described above and may institute a general policy prohibiting use during working hours.
5. Can employers prohibit use when the employee uses a company vehicle?
Yes, employers are permitted to prohibit use in company vehicles or on the employer’s property, even after regular business hours or work shifts.

### Creating a Top HR Strategy in 2022

HR leaders and professionals need to be immensely adaptable. They always need to be altering and fine-tuning their tactics and strategies, ready to adjust their approach to suit the changes of the world around them. And now being adaptable is more important than ever.
One of the many ways in which HR professionals can lead their teams to success in the months to come is by focusing on some of the top industry trends. This blog will take a closer look at some of those trends, as well as exploring ways you can use them to strengthen your strategy.

Working Remotely 
One of the biggest changes we saw in the world of business once COVID-19 hit was a shift out of traditional offices and into home offices. Worldwide, countless people have been working remotely from home due to safety reasons and lockdown rules. Even as vaccines roll out, it's expected that working from home is here to stay.
In response, HR professionals need to ensure that proper work from home policies are put into place. When the pandemic hit, we saw that businesses with these kinds of policies were able to make the adjustment quite smoothly, while those without any history of remote work were left struggling to survive.
Building an Inclusive Workplace
In recent years, the world has started to focus much more on how people in the workplace treat one another. When workers feel bullied, harassed, or simply stressed about having to enter a toxic work environment each day, they want to be able to turn to HR for help. We’ll continue to see businesses striving to build more ethical and inclusive workplaces, with HR having an essential role to play.
Developing Skills
Of course, studies and reports show that one of the most important priorities for HR leaders is skill-building. In surveys, this tends to be ranked as the most significant challenge for HR year after year—and 2021 is no different.
HR leaders want to become better at upskilling their workforces. From adjusting your recruiting tactics to bring in better quality hires or adjusting your skill development strategy, there are various ways to do this. To implement upskilling at your organization, you could offer learning and development classes, stretch assignments, or career pathing programs—all designed to solve for specific skill gaps.
Redesigning the Employee Journey
Before COVID-19, your company may have had a standard employee journey blueprint in place. For example, when a new worker was brought on board, you might have had a process ready to welcome them to the office, introduce them to the team, take them out for lunch, and so on.
In a post-COVID world, that sort of experience can't quite be the same. HR in 2022, therefore, needs to focus on redesigning and formulating the employee journey. Virtual onboarding should be a priority for HR leaders, with the focus on personalization, welcoming and introducing employees to the different sides of the business, and ensuring compliance. Everything from team meetings and conferences, giving and receiving feedback, and maintaining a healthy work-life balance need to be taken into account.
Improving Diversity in Leadership
Statistics, studies, and surveys of HR leaders also reveal an ever-growing demand for more diversity in positions of leadership and authority. Even with good intentions, many HR professionals are struggling with this—and it's clear that more needs to be done, with reports showing low percentages of women and people of ethnic or racial minorities in leadership positions. 
One way to change this is to diversify your recruiting practices, looking at different sources and areas so you’re able to attract a wide range of candidates. Through programs around mentorship and leadership development, you can facilitate a workplace environment where younger talent works together with senior executives in order to help to nurture their growth into positions of leadership later in their careers.

Want to learn more about the future of HR? Check out our blog post on 7 Leadership Trends in the Post-Pandemic Workplace.

### How to Measure Candidate Experience

You can tell a lot about an organization based on how they treat potential employees. Not only do these choices impact the candidate experience, but they also shape the company’s reputation in the job market and overall brand perception.

In fact, 75 percent of job seekers consider an employer’s brand before even applying for a job. Whether it’s a job posting on your careers page, emails, video calls, or a message over the phone, how you communicate with candidates matters—and could impact whether or not they decide to accept an offer.  
Plus, a positive candidate experience can help improve the quality of your hires, reduce hiring costs, and increase retention rates. 
So how exactly can you measure and optimize the candidate experience? 
Let’s take a closer look. 
Track the Quality of Interactions 
From recruitment through onboarding, it’s important to evaluate the interactions and experiences that candidates have with your company culture and processes. You can start by examining candidates’ communication with hiring managers. Some indicators may be how long it takes them to get to the offer letter stage, as well as recruiters’ attitudes towards them. To get a better understanding of recruiters’ interactions with candidates, you can stamp the time and date of their emails and phone calls. 
It’s also helpful to track how many times hiring managers screen candidates and assign them an interview slot or offer letter. This can help you determine whether parts of the process were skipped, or if the recruiter properly followed up after assigning a candidate an interview slot. It will also show how long it took for an offer letter to be sent out. Using recruiting software, CRM software, or a streamlined HR platform can simplify the process of tracking these.
Improve the Experience for Future Candidates 
As you begin to organize and collect your company’s recruiting data, you can analyze these findings by comparing them month over month and then year over year. This will help you understand the types of interactions and communication styles that resonate best with your company’s candidate pool. Ultimately, you can use this information to improve both the satisfaction levels and quality of your future candidates. For instance, your analysis may reveal that you need to implement more touchpoints for communication or make it easier for candidates to get in touch with the different teams at your company. 
Establish Best Practices
Now that you have a clear picture of your company’s recruitment process and have identified areas of improvement, you can establish a plan for your organization going forward. These best practices will serve as a guide for your hiring team to follow and ensure a consistently high quality candidate experience. 
For instance, you can create a list of questions for all hiring managers to ask candidates that will allow them to identify top qualities your company is looking for. You can also provide feedback on the most effective emails and phone calls so that recruiters can improve their communication styles. Consider offering training and coaching sessions for your recruiters so they are adequately prepared to give constructive feedback when turning down candidates.

By proactively connecting with candidates to build employer brand recognition, organizations can better appeal to their target market and develop a robust candidate pipeline. To learn more about effective recruitment marketing strategies, check out our blog post.

### How to Train Managers to Give Great Performance Reviews

Your performance management strategy may look great on paper, but its success depends entirely on execution. Because managers are the ones driving the process, their commitment is what makes your strategy a hit or miss. Their buy-in and participation are crucial to launching a strong performance management strategy and fostering a feedback-rich culture.

But in order for managers to be great coaches, they may need a little coaching themselves. Here are some tips to help shift managers’ attitudes toward performance management and improve your current system.
Constructive Criticism Training
No one likes giving or receiving negative feedback. One study found 37 percent of managers feel uncomfortable delivering direct feedback and criticism about their employees’ performance. But employees crave feedback—good and bad. Nearly 60 percent of employees felt their manager’s feedback did not help them improve their performance, according to Leadership IQ. Professional development and continuous learning are important factors for retaining talent and keeping employees happy and engaged, especially millennials and members of Gen Z.Train your managers on how to give and frame constructive criticism so everyone comes out on top. Managers will feel more prepared for these conversations and their employees will get the actionable advice they need to succeed.   
Ongoing Feedback
Taking the time to deliver the highly personalized performance feedback employees need isn’t always possible for time-strapped managers. Encourage managers to meet weekly or bi-weekly with their direct reports to give, receive, and act on feedback.
The “ongoing feedback” approach lets managers keep pace with change by monitoring performance, reassessing goals, and discussing strategies. More frequent one-on-one meetings actually end up saving managers time by providing a forum to address and resolve problems before they become larger issues. 
Acknowledge Success
Money can’t buy happiness. Nearly 70 percent of employees say they would likely leave their job if they didn't feel appreciated. While raises and promotions are traditional ways to reward outstanding employees, sometimes a simple “thank you” can go a long way. One study found that most employees said the most meaningful accolade they had ever received held “no dollar value.” Encourage your managers to regularly recognize their direct reports and consider implementing a fun employee recognition program.
Make It Easy
As much as employees fear them, managers dread paper-ridden annual reviews, too. Consider abandoning paper forms in favor of an online performance tool. This approach can simplify and expedite the review process. Rather than keep track of physical forms, managers and their direct reports can easily revisit feedback throughout the year. Maintaining reviews electronically also helps both managers easily track and report on performance metrics.






While there are many ways to approach performance management, some organizations are replacing the traditional feedback process with 360 performance reviews. To learn more about conducting successful 360 performance reviews, check out our recent blog post.






 

### Performance Review Tips for Managers

Performance reviews may not be new to successful organizations, but they constantly evolve and take on new forms. So why are they still so important to businesses?
Performance evaluations are a way to measure employee success, provide opportunities for feedback, and are great tools for continuous improvement across an organization. 

Check out our performance review tips for managers and learn how to give an assessment that is efficient, effective, and can continue evolving.


What Is a Performance Review?
A performance review is a formal assessment of an employee’s performance by a direct manager or supervisor, including identifying strengths and weaknesses, opportunities for growth, and setting goals.
A performance review aims to provide employees with insights into what they’re succeeding at and what they need to work on, and ensure their work supports organizational goals and expectations. Performance evaluations are also commonly used to determine promotions and compensatory rewards.
There are many ways to conduct performance reviews, but here are some basic steps on how to give a performance review:

Face-to-Face Performance Evaluation. Regardless of whether you’re a fully remote organization, providing an opportunity for a face-to-face meeting for performance reviews is critical. It offers a chance to connect in a live conversation and prevents miscommunication.
Consistent, Constructive Feedback. While performance reviews are often seen as formal assessments, an informal approach can lead to a more comfortable setting for both parties. However, it’s equally important to supply real-time feedback outside of the regularly scheduled reviews. Regularly offering input can prevent catching employees off-guard during a performance review and provide an opportunity to correct or improve in real-time. 

Additionally, don’t just focus on employees who aren’t performing well or up to par—your top performers need reassurance, too. Expressing gratitude and appreciation to your top performers can help them feel recognized and continue to motivate them. 

Practice Honest Dialogues. Though performance reviews may bring up uncomfortable issues, it is important to address them. Not addressing poor performance issues will enable the inadequacy to continue and create a negative perception from other employees. While being honest is critical, being tactful in delivery is just as essential. Be sure to leave room for the employee to provide feedback as well. The best way to help them succeed is to ensure the meeting isn’t a one-way dialogue. Being honest will also encourage them to be honest with you.
Offer Real, Relevant Examples. When addressing areas of improvement and a job well done, it helps to provide examples. Made a mistake? Provide the example and tips for improving it in future instances. Did something well? Explain what worked and why you liked their approach. 


Close with a Positive Note. Regardless of what is addressed in the performance review, closing on a positive note can help set the tone for mutual understanding and respect. A great way to wrap up a performance review is to summarize the main points, expectations going forward, and goals for the following review.

Performance Review Tips for Managers
Your performance management strategy may look great on paper, but its success depends entirely on execution. Because managers are the ones driving the process, their commitment is what makes your strategy a hit or miss. Their buy-in and participation are crucial to launching a solid performance management strategy and fostering a feedback-rich culture.
But for managers to be great coaches, they may need a little coaching on how to give a performance review. Here are some tips to help shift managers’ attitudes toward performance management and improve your current system.
#1 Develop Manager Training
One of the worst things you can do is throw an ill-equipped manager into unfamiliar terrain. Invest in proper manager training, such as conflict resolution, emotional intelligence, and addressing bias and microaggressions.
Ensure your managers follow proper processes, including filing paperwork correctly and sending reminder notifications for upcoming reviews. 
Whatever your process involves, your managers are the primary factor in determining whether a performance review is a success or not—continuously seek their feedback in improving processes, addressing questions and concerns, and ensuring they’re equipped with all the resources, tools, and support they need to successfully give great performance reviews.
#2 Practice Constructive Criticism
No one likes giving or receiving negative feedback. One study found that 37% of managers feel uncomfortable delivering direct feedback and criticism about their employees’ performance. But employees crave feedback—good and bad. 
Nearly 60% of employees felt their manager’s feedback did not help them improve their performance. Professional development and continuous learning are important factors for retaining talent and keeping employees happy and engaged, especially Millennials and Gen Z.
Train your managers on how to give and frame constructive criticism so everyone comes out on top. For example, if an employee is slow to respond to communications, explore what is causing the delay. Instead of expressing how unprofessional it is not to respond, perhaps ask why they didn’t respond. This can offer an opportunity to discover they are overwhelmed with their workload and need help delegating. Or maybe they react more quickly to instant messaging notifications. From there, you can assist in finding a solution that helps both parties. 
#3 Encourage Ongoing Feedback
Taking the time to deliver the highly personalized feedback employees need isn’t always possible for time-strapped managers. Encourage managers to meet weekly or bi-weekly with their direct reports to give, receive, and act on feedback.
Continuous feedback allows managers to keep pace with change by monitoring performance, reassessing goals, and discussing strategies. Regular one-on-one meetings save managers time by providing a forum to address and resolve problems before they become more significant or long-lasting.
#4 Support Goal Setting
Not all employees are looking for compensatory rewards. Lack of appreciation often leads employees to leave their jobs. While raises, promotions, and general employee appreciation are traditional ways to reward outstanding employees, sometimes supporting employees’ individual goals can be precisely what they need. One study found that more than half of employees desire more thoughtful recognition from their managers. Encourage your managers to regularly check in on employees’ progress towards their goals and ensure they have the support they need to achieve them.
#5 Simplify the Feedback Process
As much as employees fear them, managers dread paper-ridden annual reviews too. Consider abandoning paper forms in favor of an online performance tool. This approach can simplify and expedite the review process. 
With an electronic feedback process, managers and their direct reports can quickly revisit feedback throughout the year. It also helps managers easily track and report on performance metrics.
While there are many ways to approach performance management, some organizations are replacing the traditional feedback process with 360 performance reviews. Learn how 360 degree feedback can help boost performance.

### 6 Tips for Conducting 360 Performance Reviews

Remember when performance reviews involved sitting in a room with your manager and listening to them give you feedback on your performance?
These days, things look a bit different. While there are many ways to approach performance management, many organizations are replacing the traditional feedback process with 360 performance reviews. 
A 360 performance review involves gathering feedback from all of the people employees work with, such as managers, colleagues, and direct reports—providing a more holistic perspective on them. The elements of an effective 360 performance review include confidentiality, candor, transparency, customization, and follow-up.
With this in mind, let’s take a look at 6 tips for conducting a successful 360 performance review:
1. Communicate the Process
To help employees understand important details about the 360 performance review process, it’s crucial to educate them on the requirements, deadlines, and other related information. 
You can use internal communication tools like guides, one-pagers, and presentations to communicate the purpose of 360 performance reviews, while explaining the steps to the process. For instance, creating a compelling infographic that outlines the dos and don’ts of participation will give employees a visual guide and help them better retain the information. 
Since many employees may still have questions, make sure to use a mix of team chat tools, email communication, and meetings to address any concerns.
2. Customize Review Templates
To evaluate an employees’ strengths, weaknesses, and areas of development through 360 reviews, you need to customize them by using company-specific metrics and incorporating core values. Performance review templates can help you strategically create your reviews and ask the right questions, whether they’re about employees’ communication skills, leadership skills, or productivity.
By using intuitive performance review software, you can easily create different reviews for each of your employees. Since 360 reviews evaluate performance from different viewpoints, you can tailor the different templates for all of your reviewers.
3. Select Reviewers
One of the most important parts of conducting 360 performance reviews is selecting the right reviewers. For instance, only coworkers who have worked with or known the employees for at least 3 months should be reviewing them.
In addition to involving direct reports, managers, and colleagues, it’s essential to get employees to evaluate their own performance too. Self reviews give employees the opportunity to reflect on their strengths, weaknesses, and opportunities for growth.
4. Gather Feedback
Once your templates and reviewers are ready, it’s time to gather feedback. Reviewers should focus on specific actions, efforts, projects, etc. that the employee has done well, and describe what they’re happy with and would like to see repeated. This is also a good place to explain the impact that the employee has had on the larger company goals. 
Make sure you set a clear deadline for everyone to record their responses so that you have enough time to read through them. Doing so before meeting with employees will enable you to provide them with thoughtful and constructive feedback.
5. Deliver Feedback
Even if the prior steps are done properly, the key to successful 360 performance reviews is having managers deliver feedback effectively. 
When going over reviews with employees, make sure it’s a two-way conversation and that you ask them questions throughout the discussion. Focus on their growth and development by highlighting their strengths and discussing ways to improve their weaknesses. If your employees are still working remotely, use face-to-face video conferencing tools to ensure that the conversation is still as personal as it would have been in person.
6. Create a Development Plan
360 performance reviews shouldn’t end after initial feedback is given. Managers should work with employees to create a clear development plan and set SMART goals. Setting goals holds employees accountable for their performance and helps keep them motivated. In fact, simply writing down goals makes employees 42 percent more likely to achieve them. 
These goals should align with overall team and company goals and should be actionable, making it easier for employees to take accountability and track progress.

360 performance reviews can provide a comprehensive assessment of employee performance, as well as guidance for their professional growth and development. To learn more about how you can set your employees up for success, check out our Manager’s Guide to Performance Reviews, Goal Setting & Professional Development.

### Quiz: Are You a Benefits Expert?

From selecting your benefits offerings to running open enrollment, managing benefits is no easy task.
Are you a benefits expert?
Take our quiz to find out:
 








Whether you’re running open enrollment for the first time or consider yourself a veteran, check out the list we've compiled of all the benefits terms you need to know for 2022. 

### 5 Best HR Management Certifications In 2024

While HR is often considered the department responsible for motivating employees, it’s just as important for HR leaders to find inspiration and continue developing professionally themselves.

HR management certification programs can provide the hands-on experience, practical skills, and industry knowledge needed for continuing a career in HR. These certifications can help increase earning potential and create opportunities for professional advancement. 
Plus, the world of HR is constantly evolving—staying up to date with employment regulations and best practices can help you become an innovative and informed HR leader.
So what are the best HR management certifications to have in 2024?
Here are the top 5:
1. The CPLP
The Certified Professional in Learning and Performance (CPLP) is a set of advanced qualifications intended for HR managers who want to improve their training and development skills. This certification is offered by the Association for Talent Development (ATD). Since it focuses on increasing employee performance via hands-on training, the CPLP stands out among other talent training and management certifications.
To earn the CPLP, you must have at least 5 years of work experience and pass a knowledge test and skills application exam. The registration fee for ATD members is $950 and $1450 for non-members.
2. PHR
Another in-demand credential is Professional in Human Resources (PHR), an HR Certification Institute (HRCI) certification that serves as a benchmark for aspiring HR executives. PHR is a versatile certification that includes both HR duties and program implementation, while adhering to all applicable U.S. rules and regulations. This certification focuses on workforce planning and recruiting, as well as employee relations, compensation, and benefits.
To be eligible for all HRCI certifications, you need either a Bachelor's degree and 2 years of HR experience or a Master's degree and one year of experience. The HRCI Associate Professional in Human Resources (APHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR) certificates are all available after earning the PHR certification. The cost of a PHR exam is $395, while the cost of a GPHR exam is $595.
3. SHRM-CP
Society for Human Resource Management - Certified Professional (SHRM-CP) is a set of credentials for new HR professionals that focuses on conventional HR duties, strategic service delivery, and policy execution. The SHRM-CP certification provides a unique perspective on real-time dispute resolution, employee decision-making, and knowledge about the most up-to-date HR technologies, like employee onboarding software and HR analytics software.
The exams cost $375 for members and $475 for non-members.
4. SHRL
Strategic HR Leadership (SHRL) is an advanced credential for HR professionals who want to become strong leaders. The course includes a variety of tools and resources to assist HR professionals in effectively managing their leadership responsibilities. It also offers a comprehensive look at staff engagement and development strategies.
SHRL educates future HR leaders by teaching them how to establish dynamic, cross-functional teams and execute agile and efficient HR techniques.
This course does not require any prerequisites. However, students must attend and participate in all sessions and group discussions, complete tasks, submit an evaluation, and pass the final exam to get the certificate. The online SHRL program costs $1,195.
5. SHRM-SCP
HR professionals with an advanced understanding of HR strategy are recognized with the Senior SHRM Certified Professional (SHRM-SCP) certification. A SHRM-SCP serves as an HR lead and is knowledgeable about employee performance measures and how they relate to KPIs. Since it focuses on employee communication, the SHRM-SCP credential bridges the gap between an organization and its success rate.
The SHRM-SCP is the highest level of certification offered by SHRM. It's intended for HR managers or other experienced HR professionals looking to evolve their career into a senior leadership role. For individuals who have not completed a Bachelor's degree, the SHRM-SCP requires 5 or 6 years of work experience. The length of the test, the number of questions, and the fee of the certification are the same as the SHRM-CP.

In the world of HR, being an effective leader requires understanding the latest trends and adjusting your strategy accordingly. To learn more about navigating the future of the HR function, check out our latest report.

### To Promote or Not to Promote?

We can all agree that one of the keys to a business’s growth is attracting and retaining the right talent. In a 2015 SHRM survey, 33% of respondents chose “better career advancement opportunities” as the reason for seeking employment elsewhere. That’s why creating an engaging and nurturing work environment for employees is a top priority for HR professionals (and for us at Namely!).  

There are many levers that can elevate employee experience, and career growth is one of the most powerful. As one of the key decision-makers, you’re up against some pretty steep expectations: 40% of Millennials expect a promotion every one or two years. But tenure is not reason enough to advance an employee.
Of course, promotions can be a surefire way to show employees you value them. But how do you know if it’s the right move? You have to evaluate the need both for the growth of the business and for the individual. Below are four key questions to help you reflect on whether it’s the right time to make a promotion.
Does the role currently exist?
First, decide whether there is a business need for the promotion. If there is an open position, the business need has already been established. You have an approved set of responsibilities and a sense of budget, which will streamline conversations with the people manager and the employee. If you’re creating a new role, you’ll need to work closely with the people manager to define the scope and create a business case for the additional headcount.
Keep in mind that for a younger company, the need for new roles might be rapid, with frequent internal promotions and movement. But as a company grows, employees may need to stay in their roles longer to stabilize their team, and new roles may not be readily available.   
Whatever the case, being upfront about the business need is truly a win-win: it will clarify expectations for the employee and the people manager, and it will ensure that opening any new roles will add value to the company.
Is the employee the right fit for the role?
Once you have a confirmed job description, consider whether the employee is the best person to take on these responsibilities. There’s always a balance between having an employee grow into a role and promoting someone before he or she is ready.
If there’s going to be a steep learning curve in the new role, can you and the manager allot the time needed to enable a smooth transition? Especially for those that are jumping from a individual contributor to people manager role, the move can be a difficult one. Managing direct reports requires a new set of skills, knowledge, and training.
And sometimes, you have to make the hard choice to pass over an internal candidate for an external hire, because the experience level just isn’t there yet. Premature promotions can be discouraging for the employee if they end up performing poorly. Make sure you’re setting everyone up for success when analyzing the demands of the new role.
How will this promotion impact the team?
A promotion into a new role can leave workload gaps on the current team. Perhaps the company’s needs have changed and a backfill isn’t necessary. But chances are you may need to find a replacement, so the timing of that process should be taken into account. If you need to formally delay the promotion until a backfill can be found, communicate this to the employee to be clear on the transition period.
Also consider the shifting dynamic when someone is promoted to a people manager of his or her current peers. The new reporting dynamic can be initially uncomfortable, so be sure to provide support and coaching for the new manager, as well as the direct reports.
Is the promotion the right development opportunity?
It’s okay not to promote a well-performing employee. But the employee must understand why it’s not the right time and what he can do in his current role to become qualified in the future. Ongoing performance feedback is critical, and employees are willing to listen: in a 2015 study, 65% of employees said they wanted more feedback. Continuous pulse checks keep everyone aligned on expectations, timing, and business needs.
Further, learning and development initiatives can provide another channel for professional growth. Consider various training options that would supplement your employees’ skills and knowledge. You can also send employees to industry conferences or offer assistance for continued education. The investment will prepare talent for future roles as they become available.
Having a pulse on your talent
Managers should always be in tune with their employees’ progress, which means knowing when the employees are meeting job expectations and when they are ready for a new challenge. Understand what the employee is really looking for—such as wanting to manage people or learn new skills—so that you can tailor a plan and realistic timeline that keeps everyone satisfied and motivated.
Yes, promotions are a very visible and tangible way to encourage growth, but the 2015 SHRM survey also found that 42% of employees rated professional development as very important to their job satisfaction. More often than not, what employees really want to see is an investment in their career — no matter which route you choose to take there.

### How to Handle Payroll in the Age of the Mobile Worker

Friends, the sharing economy is alive and well—last night I used TaskRabbit to hang some shelves I Uber’d from Home Depot ahead of my Airbnb guests coming this weekend. The world of work is looking amorphous, it’s looking mobile, and even companies that aren’t “sharing” their way to the top are still seeing a scattering of their employees: Greg works from home two days a week, Jenny lives halfway across the country (and perpetually in Google Hangouts), and Bob makes a commute from New Jersey to New York each and every morning.


We’re in a golden age of workplace flexibility—but also a golden age of tricky, tricky payroll processing. One of the chief culprits? Live and work state taxes, thanks to scores of employees bouncing around the country as they work. HR has got to step up its game.

“There are so many variables when it comes to live and work state,” said Loren Downey, Director of Payroll at Namely. I sat down with her to chat about how HR and payroll professionals can stay on top of where people work, what taxes to file, and how to handle our new crazy world of work.

1. Know which states offer reciprocity and how they affect your business.
Reciprocity is one of those beautiful arrangements in tax law that just makes perfect sense—and it’s one Downey says employers should certainly have a handle on. States with reciprocal agreements allow employees to work in neighboring states without having to pay additional income tax withholdings—the employee only pays income taxes to the state with the higher rate, not both.

The following jurisdictions have some sort of reciprocal agreement with one or more states: District of Columbia, Illinois, Indiana, Iowa, Kentucky, Maryland, Michigan, Minnesota, Montana, New Jersey, North Dakota, Ohio, Pennsylvania, Virginia, West Virginia, and Washington. “But there are exceptions with all of this, which is what can make it confusing,” Downey cautions. Be sure to read up more on the specific agreements that affect your company. Better yet, if anything is unclear, Downey says to contact your state agency. “Really understand what rules and regulations play into your state.”

2. Track your employees’ live-in states by sending out biannual notes to keep HR updated.
Downey puts it simply: “Things go wrong when employees move.” Like a New Yorker leaving a sad trail of bank statements and cable offers with each and every apartment move, failing to stay up to date on employee addresses can make for messy data and worse, errors in payroll taxes. “For whatever the reason, either the employee doesn’t communicate to the employer or the employer doesn’t change that information immediately,” Downey says.

She recommends sending out a biannual note to employees to keep their addresses up to date with HR. It’s a simple enough step to work into your arsenal of reminders, and you’ll keep your data nice and clean as the year goes on.

3. Keep close track of all your in-state offices and which employees make home their place of work.
Work-from-home warriors enjoy more benefits than on-demand Eggo waffles—they have complete control over making a productive work environment. But your job as an HR professional is to know when the scale tips on their working hours and that home office becomes a satellite one.

“A company may not have an office in a particular state,” Downey says, “but if the employee works more than a certain percentage of time out of their home, then the employer really needs to find out where they should be paying the unemployment, and where they should be paying the state withholding.”

For those employees with unique working circumstances, check in on how many hours are spent where, and exactly where their tax payments belong.

4. Remind employees to actually look at their paystubs.
Direct deposit is a must in today’s digital world. By taking out the paper middleman, HR saves a ton on cost and employees are saved from one more item on their to-do list. Thing is, employees probably need a friendly reminder to actually check out their paystubs to make sure everything looks right. If there is an unexpected mistake—say, someone’s state of residency is misrecorded—how else will you find out before tax season comes?

“How many times are you looking at your paystub? You should, but how many times do you actually do it?” Downey asks.

She offers a nice reminder that despite our technological leaps forward—in both the sharing economy and in payroll—there’s always going to be a place for that human touch. “Make sure that HR are really closely aligning with a tax professional, working with a payroll provider, and keeping abreast of all of these small compliance issues,” Downey says. Like a fleet of Handy professionals banding together to make a house sparkling clean, we can make payroll just a little bit easier if we all work together.

### 3 Communication Tips for Virtual Open Enrollment

There are few things that strike fear into the hearts of HR leaders quite like open enrollment, or the sliver of time employees have to select their benefits each year. While your actual enrollment period rarely extends beyond a few weeks, behind-the-scenes planning can take as long as six months. And it’s one of the most important things that HR leaders will do all year.
According to Glassdoor, the factor most likely to get job seekers to apply to a job is attractive benefits. Offering great benefits also keeps your employees happy—and employed at your company..
The Importance of Benefits Communication
However, according to one of Randstad’s surveys, only 48 percent of employees are fully aware of their benefits options.
Before the pandemic started and offices were still open, employers held company-wide meetings and invited brokers to present benefits options to their employees in-person. But now in this new remote world, companies need to adjust the way they educate employees about their benefits options. 
To help you prepare for your virtual open enrollment this year, here are a few ways you can reach your employees:
1. Virtual Info Sessions
Since many of your employees are working from home with different schedules, you should host several virtual info sessions so that they can all attend at least one. In these sessions, you can discuss which benefits you’re keeping from last year’s enrollment, which ones you’re removing, and any new options you’re adding. At the end of each session, ask your employees for feedback and leave time for a Q&A.
If there are any significant changes in your benefits plan, host breakout sessions about each. For instance, if you decide to offer virtual mental health counseling, host a separate session to explain how employees can access this support.
Even though you can’t hold physical “Office Hours,” reserve time slots on your calendar for employees to sign up and ask you any questions they may have. Maybe they have a question that they didn’t want to ask publicly during an info session or maybe they just want to learn more about a certain offering. Encouraging your employees to take advantage of these “Office Hours” will help them further understand their benefits options.
2. Creative Outreach
According to Mercer’s recent survey, 32 percent of companies are going to use different media and communication channels for benefits enrollment since their employees are working remotely. From launching text message campaigns to initiating engagement surveys, companies are getting creative with the ways they can help employees learn about their benefits options. 
A recent trend that companies have embraced is sending postcards. Mailing postcards to employees’ homes notifies them, their spouses, and dependents that open enrollment is approaching. This may spark a conversation about benefits in their household that probably wouldn’t take place otherwise.
3. Virtual Benefits Fairs
One of the most popular ways companies inform employees about their benefits options is by hosting a benefits fair—an event where representatives from benefits vendors visit a company’s office to discuss their offerings. However, with offices closed and employees working from home, some companies have shifted their benefits fairs this year from in-person to virtual. According to Mercer, almost 25 percent of companies are hosting virtual health fairs before open enrollment, while 18 percent are hosting virtual wellness fairs. 
Utilizing a platform like Vfairs can help you host a successful virtual benefits fair. Vfairs provides you with a variety of tools, such as chat forums, brochures, and webinars. The platform enables benefits vendors to set up virtual booths, where employees can ask them questions in real-time, and ends every benefits fair with a Q&A.

Preparing for yet another virtual open enrollment may be overwhelming for HR teams. To learn how to run it seamlessly this year, check out our guide.

### Making a Business Case for People and Culture Analytics

Company culture can have a direct impact on employee productivity, retention, and overall business performance. In fact, one study revealed that companies with a “strong” culture saw a 4 times increase in revenue growth.

Therefore, it’s crucial to build an environment where employees feel valued for their contributions and nurtured professionally. But how can HR professionals actually determine how successful their efforts are in improving company culture? 
That’s where people and culture analytics come in.
What are People and Culture Analytics?
First, let’s examine the difference between “people analytics” and “culture analytics.” 

Culture Analytics: Culture analytics are used to measure the degree in which employees are satisfied in their current role and motivated to do their best work. A great example of a cultural metric is employee engagement. This measures whether employees feel like they are part of a team and are inspired to help their company succeed in its long-term goals.
People Analytics: This builds on culture analytics to incorporate other people-focused data points that are pivotal to a company’s success, such as successful talent acquisition. For example, how many “first choice” candidates accept a job role, and how do they perform once hired?

Why Invest in People and Culture Analytics?
Leaders that make decisions based on gut instinct run the risk of overlooking details or wasting time and resources. Instead, a data-driven approach identifies which specific ideas and initiatives are likely to have a lasting impact on employee retention and culture. This means HR professionals can direct their efforts on processes that will deliver the most significant return on investment. 
It’s important to note that “analytics” isn’t just about collecting data, but generating specific, actionable insights. A good place to start is by implementing employee engagement surveys. These can involve a variety of questions, including those answered with “yes or no” or numerical values. Here are some examples:

“On a scale of 1-5, how invested are you in our company’s growth?”
“On a scale of 1-5, how invested is your company in your career development and growth?”

Make sure that your answers are quantifiable so you can create a data set. This will allow you to develop valuable insight, such as “30 percent of candidates who turned down a job offer did so because they were unsure as to how supported they would be in their new role.” This unique perspective can help you adapt your employer value proposition. For instance, a certain stat you discover may lead you to incorporate one-on-one mentoring into the onboarding process or offer more professional development opportunities.
To develop a more well-rounded view, you can also use more advanced methods, such as sentiment analysis. Sentiment analysis uses AI to analyze language choices used in performance reviews, feedback forms, and peer-to-peer communication. The end goal is to quantify how employees and candidates perceive your organization. This allows leaders to identify deep-rooted issues that require a tailored solution. From there, you can begin to create a compelling business case for people and culture analytics.
Making a Business Case for People and Culture Analytics
When making a business case, you’ll need to highlight the issues costing your organization resources, time, and money. After doing so, you can demonstrate how they can be solved using people and culture analytics. Let’s take a closer look at a few example scenarios: 

Despite company-wide initiatives, employees are still feeling disengaged and unmotivated, leaving your company at risk for turnover.
Certain teams and departments have been experiencing significant turnover for quite some time. The subsequent cost of recruiting new employees is making these teams less profitable.
A new competitor has started attracting “first-choice” candidates who have the skills and experience to potentially outperform your organization in the long-term.

Now that you’ve figured out which areas need attention, it’s time to share how using data driven metrics can make a measurable difference. For instance, you can create a presentation explaining how sentiment analysis allows leaders to understand how employees truly feel about processes, such as performance reviews. You could also review turnover trends in a specific department to determine if they correlate with any organizational changes or management decisions. 
Keep in mind that the solution should be forward-thinking and able to grow as the business scales. Aim for a proposal that can be easily adapted and carried out on an ongoing basis. Here are a few examples of possible solutions: 

Hosting open-forum sessions takes an active approach to employee engagement by giving them the opportunity to provide input around company goals and initiatives.
Implementing a two-way feedback system with open communication between managers and direct reports could help improve employee retention. 
Conducting candidate feedback surveys can give you insight into candidates’ decision-making process and help you better tailor your outreach. 

FInally, the success of your solution should be easily measurable. For example, if you can show that your proposed solution has increased employee engagement and that in turn has increased productivity, then you have proven that people and culture analytics have long-term value. Once you’ve achieved this, you can start making them a core part of your organization’s decision-making. This will give leaders the data they need to pursue long-term growth and stand out in the wider market.

Tracking people and culture analytics is critical to a company’s success. But what specific metrics matter most to a CEO? Find out in this blog post written by Namely’s CEO, Larry Dunivan.

### 5 Employee Retention Ideas To Reduce Turnover

The recent wave of voluntary employee departures has led many businesses to reevaluate their approach to employee retention. In the wake of “the Turnover Tsunami” or “the Great Resignation,” employers are looking for innovative and proactive solutions that focus on meeting their employees’ needs.

So how can HR leaders make their employees feel valued and address their concerns in today’s hyper competitive job market? 
To get a better understanding, let’s explore 5 employee retention ideas to reduce turnover: 
1. Start a Mentorship Program
Creating mentorship opportunities within your organization shows employees that you’re invested in their professional development and career goals. Mentorship programs can include coaching, training, educational opportunities, assignments, or networking. 
It’s crucial to align your mentoring program with the needs of your employees, so as your business grows, your employees develop with it. Engaging employees through learning and leadership development is a great way to keep them connected to your organization and ultimately retain them.
2. Consider Remote Work 
Although the majority of employees were allowed to work from home at the beginning of the pandemic, some businesses are now requiring them to go back to the office. In the post-pandemic workplace however, many employees will prefer working remotely due to the freedom and flexibility it gives them. If your employees wish to work from home or work from anywhere, consider making these options available to them—as it could be a key part of retaining them. 
3. Deliver Positive Feedback 
Since low morale in the workplace can increase the likelihood of employee resignations, it's critical to implement a positive system of feedback. Recognize employees for their performance and promote a culture of appreciation where employees express their gratitude for one another. 
Receiving positive feedback can motivate employees to continue working hard and putting their best foot forward in the workplace. Employees who feel encouraged and proud of their contributions to your company are more likely to stay.
4. Offer Attractive Benefits
As the workplace continues to evolve, employees are placing a greater emphasis on flexibility, as well as their mental health and work-life balance. Right now, benefits that help them manage the effects of the pandemic are the most appealing. For instance, many workers double as caretakers for children or elderly relatives, making work from home incredibly challenging. Offering caretaker benefits, flexible hours, paid maternity or paternity leave, and other family-centric benefits would improve employee satisfaction and go a long way in supporting them. 
Other attractive benefits include unlimited paid time off (PTO), access to therapy, telehealth, EAPs, student loan debt repayment, and financial counseling. Investing in your employees’ health and happiness will increase their productivity and drive their longevity with your organization.
5. Maintain a Positive Work Environment
The quality of your work environment plays a major role in an employee’s decision to stay with your company. Maintaining a positive work culture is critical to keeping your employees connected and unified. 
Leading with empathy and modeling positive behavior will help build trust and cultivate an environment of acceptance, inclusion, and belonging. Creating an environment of learning through education, training, and professional development opportunities can inspire and motivate your employees. Establishing clear goals and values for your employees encourages them to work together constructively, with mutual respect and consideration. All of this contributes to a positive work environment—which will help you retain employees.

In the current job market, offering an enticing benefits package is a critical component of engaging and retaining employees. To learn more about employee benefits strategies to retain top talent, check out our blog post.

### 5 Tips for Effective Recruitment Marketing

For many recruiting professionals, sourcing the right talent can be challenging and time consuming. Delays in the hiring process or a lack of qualified applicants can leave them frustrated and unsure of how to reach the ideal candidate. 
Enter recruitment marketing. 
By proactively connecting with candidates to build brand recognition, organizations can better appeal to their target market and develop a robust candidate pipeline.
What is Recruitment Marketing?
Recruitment marketing is the process of using inbound tactics to attract, engage, and nurture the right talent into your organization. The goal is to strategically promote your company’s brand and interact with candidates ahead of the application process—generating their interest in working for your organization. 
In this post, we’ll explore 5 tips for effective recruitment marketing:
1. Create Your Ideal Candidate Persona
The ideal candidate persona is a semi-fictional representation of the most qualified employee for the role—one who exemplifies core values and is a strong cultural addition. To formulate the persona, conduct research on the ideal candidate’s qualifications, experience, current job, goals, and aspirations. Creating your ideal candidate persona will help you narrow down your search, making it easier for you to target the most compatible candidates.
2. Optimize Your Careers Page
Since your company’s careers page will be the primary hub for candidates interested in learning about open roles, it’s critical that you take the time to optimize this page for visibility and proper messaging. 
To drive candidates to your careers page, promote interesting content that reflects your company culture and organizational values. Include information about benefits and perks as well as quotes from satisfied employees to highlight the company’s unique style and offerings. 
Provide details on open roles with compelling call-to-action (CTA) links that encourage candidates to apply. Consider using retargeting ads to target individuals who visited your company’s careers page once but left without taking any action.
3. Share Compelling Content
Sharing resources like blogs, newsletters, white papers, ebooks, and case studies enables you to better reach your ideal candidate and provide them with valuable information. 
Ensure your content is accessible to your target audience by using search engine optimization (SEO) techniques, social media, and paid advertising strategies. 
When creating content for the employee onboarding process, be sure to include informational packets and access to product tours or feature walkthrough videos. This can be done using digital adoption platforms, such as Appcues or its alternatives.
4. Amplify Social Media Efforts
Social media can be a powerful tool for drawing attention to your company’s brand, mission, and values. Posting employee quotes or visual assets about the company’s achievements on LinkedIn or Instagram can be surprisingly effective. These platforms can be useful for sharing enticing content with your target audience, while showcasing employee testimonials and workplace culture.
To amplify your social media efforts, ask current employees to share relevant content and positive experiences with your organization on their personal social media accounts.
5. Track and Measure Results
Tracking recruitment marketing results will help you better direct your employer branding efforts and continuously iterate on your overall recruiting strategy. 
Using your hiring and business goals as a framework, establish KPIs (key performance indicators) that help you measure how successful your recruiting initiatives have been. These metrics may include overall number of candidates in the pipeline, time to hire, offer acceptance rates, and source quality. 

A strong employer brand can help you gain a competitive edge in the job market and position your organization to attract top talent. To learn more about building effective employer branding, check out our blog post.

### We Know About WFH, But What About WFA?

Over the past few years, the work from home (WFH) model has grown in popularity and proven that it’s here to stay. Yet a relatively new option appears to be even more intriguing to both employees and employers—work from anywhere (WFA).

What is WFA, and why has it become so attractive?
When employees started to work remotely at the beginning of the pandemic, they probably had no idea how drastically it would impact the future of the workplace. Before COVID-19, only 20 percent of employees worked from home. Fast forward to December of 2020, Pew Research found that 71 percent of employees were working remotely and enjoying it. 
After adjusting to remote work, many employees realized that they could accomplish everything they did in the office at home with the right tools and technology. WFH meant they had more flexibility and time with their families, while also eliminating the need to commute. 
Now as the world starts to reopen, employees are taking WFH a step further. During the pandemic, many decided to relocate permanently. Others have started to travel more and work from all over. In both cases, this is where WFA comes in.
What does WFA entail?
Fortunately, WFA is very similar to WFH—which companies have already mastered at this point. Whether they choose to work in the office, from home, at the local cafe, or while visiting family far away, employees are still working “remotely” and are invaluable members of your organization.
What will the WFA workforce look like?
Long before the pandemic struck, employees desired flexible work options to promote and support work-life balance. Now employees across all generations are considering their options because of the freedom that WFA offers. But with the YOLO economy on the rise, it’s no surprise that younger generations are driving the "latest quitting spree” by leaving their jobs if they’re not allowed to WFA. 
A successful WFA workplace will offer the work-life balance that employees desire, without compromising the company culture and team dynamic. Depending on the company, employees may be asked to visit the office once a week, month, or quarter, or on an as-needed basis for special events and gatherings. Some companies might recommend that their employees spend a certain amount of hours in the office, allowing them to work from anywhere the rest of the time.
The key to managing a WFA workforce successfully is to ensure that employees always have access to important information, resources, and tools—no matter where they’re located.
Which platforms can help employers provide a successful WFA strategy?
Multiple software platforms and mobile apps are available to help teams stay connected regardless of their location. 
For instance, the Appspace Workplace Platform provides a central hub for employees to view company communication and stay informed on workplace and industry news. Employees can create workplace reservations from anywhere to communicate with coworkers as needed. The software helps develop and nurture a high-functioning hybrid, WFA work environment for all employees.
The Namely platform also helps to engage remote employees through its social media-like news feed and streamlined employee portal. Employees can virtually celebrate each other’s birthdays and work anniversaries in addition to sharing appreciation for one another. They also have access to critical employee information from any place at any time—which simplifies their experience and saves time.

When allowing employees to work from anywhere, organizations need to ensure they are complying with regulations and considering the business implications. To learn more about what the WFA economy means for payroll and compliance, join Namely’s payroll experts at our upcoming webinar.

### Why You Need An End-to-End Payroll Solution

Traditionally, companies used multiple systems to manage different HR tasks like hiring, benefits, performance measurement, task management, scheduling, and payroll. It was a confusing and inefficient process. Today, technology provides us solutions for those HR functions, particularly with end-to-end payroll. 
  
What is End-To-End Payroll? 
End-to-end payroll connects all aspects of workforce management to the payroll system. From hiring to performance to benefits, it’s all integrated into one software platform. End-to-end payroll is the solution to the frustration that can come from the disconnect between payroll and workforce management software. 
 
In other words, you can take care of all your HR needs using one login. Here are some ways an end-to-end payroll solution can benefit your company: 
  
1. Facilitate Communication 
End-to-end payroll platforms facilitate communication between employees and employers. Both HR managers and employees can use self-service tools through the same system to help track performance, pay rate, and vacation time. This simplifies processes like requesting time off. Employees can see exactly how much PTO they have left, make requests, and HR managers can approve them, sending data to payroll all in the same place. 
 
2. Increase Efficiency 
Making copies of statements and papers is a long and inefficient process. Even the extensive data entry in using stand-alone payroll software is tedious and time consuming. With end-to-end payroll, data entry is minimized because all employee data is connected to payroll. Additionally, you will increase your efficiency by reducing the number of platforms used by managing all HR needs in once place. 
 
3. Organize, Search, and Easily Find Data 
When using a payroll system that is linked to all HR information, it’s much easier to find and access employee information quickly. Searching for performance data, pay rate, and date of hire will be simple and headache-free. 
 
4. Run Detailed Reports 
One of the benefits of using an end-to-end payroll system is the ability to run cohesive reports with all human capital management data. That means you can see pay and benefits alongside performance data. You can make more informed decisions when it comes to promotions, transfers, and changes within the company. 
 
5. Back Up for Loss Prevention 
In the event of a natural disaster or other emergency, you want to keep all your important documents from being ruined or lost. End-to-end payroll software can ensure all your company and employee information is safe and secure because it’s all backed up in the cloud. 
  
6. Minimize Errors 
Errors in payroll can cost you a lot of unnecessary money. Ensure money goes to the right place with an end-to-end payroll manager. You’ll rest easier knowing you are in compliance with taxes and all wage garnishment processing is going to the right agency. 
  
7. Get Personalized Support 
Not all software comes with support, but Namely assigns a dedicated account manager to give you the support you need. No more troubleshooting through online forums or calling an unfamiliar tech support rep. Your account manager will be available to you throughout the entire duration of your account’s life. 
 
If your company is losing valuable time juggling multiple HR softwares or trying to do things the old-fashioned way, consider switching to end-to-end payroll manager. It will make an immediate difference in how easy it is to manage all aspects of HR, and allow you to get more done in less time, saving you money in the long-run. 
 
Looking for more on payroll? Check out our Definitive Guide to Payroll for definitions, compliance, and more!

### 6 Employee Benefits Strategies to Retain Top Talent

Offering competitive benefits is a surefire way for companies to entice both candidates and employees. But with so many options out there to choose from, crafting a benefits package can be overwhelming for HR professionals.

On top of that, economic recovery from the COVID-19 pandemic has led to a volatile labor market—a situation being termed “The Great Resignation,” with workers quitting in record numbers. In fact, 52 percent of employees intend to look for a new job this year, a 43 percent increase over 2020 and 2019. Now more than ever, companies must ensure that their employees feel happy, satisfied, and valued. 
So what employee benefits strategies should HR leaders focus on to engage and retain their top talent?
1. Invest In Wellbeing
Since the onset of the pandemic in 2020, businesses have been more open to the idea of having a holistic corporate wellness program. From access to meditation apps to fitness reimbursements and gym memberships, these programs help employees focus on their health and avoid burnout. As wellbeing continues to be a priority for employees, it’s critical to offer strong corporate wellness benefits to keep top talent at your company.
2. Prioritize Mental Health
The pandemic has had a devastating effect on people’s mental health. In January of 2021, 41 percent of adults reported anxiety or depressive disorder symptoms, emphasizing the need for companies to reevaluate and prioritize their mental health benefits.
To help employees refocus and recharge, you can offer mental health benefits, like access to therapy, online counseling sessions, EAPs, or telehealth. Some companies have also started declaring mental health days or giving employees additional time off from work. For instance, LinkedIn recently made headlines by introducing "Mental Health Week," where the company gave employees the opportunity to take one week off with no questions asked.
3. Offer Inclusive Benefits
In 2021 and beyond, it’s not enough for companies to claim they are diverse and inclusive. They need to demonstrate their commitment to DE&I through their benefits offerings. Inclusive benefits are accessible to all employees regardless of age, race, sexual orientation, gender identity, or marital status. These benefits may include paid parental leave, professional development, flexible working hours, unlimited time off, pet care support programs, family planning, or subsidized care for children and elderly family members. As diversity continues to be a top priority for employees, offering benefits that are inclusive across your organization could be key to retaining them.
4. Consider Tuition Reimbursement
By 2025, nearly 75 percent of the workforce will consist of Millennials, a group of workers particularly burdened by student loan debt and educational costs. Assistance with student loan debt repayment can alleviate financial pressure and reduce stress for these employees. Knowing this, employers should tailor their benefits programs to meet Millennials' needs and address their unique concerns. 
Organizations that offer tuition reimbursement will have an edge over their competitors because they can help employees with financial planning, like saving for retirement, while enabling them to be more focused and productive at work.
5. Don’t Forget Corporate Alumni Benefits
Did you know that 15 percent of new hires come from alumni rehires and referrals? Former employees can become staunch supporters of your company if you make a concerted effort to instill loyalty and build relationships with them. 
Think about offering post-employment benefits to former employees to keep them engaged long after they've left the company. From promoting brand value to bringing in great new hires, corporate alumni can be the network that gives your company the advantage it needs to attract and retain top talent.
6. Use a Digital Benefits Platform
With remote and hybrid work growing in popularity, the transition to a digital workplace is inevitable. Fortunately, the digital transformation taking place solves many of the challenges caused by manual benefits processes. A digital benefits platform enables companies to transition to this new environment seamlessly, giving employees and administrators access to benefits from anywhere, at any time. 
With the right software, HR teams can simplify managing benefits and open enrollment, while designing an innovative benefits package that truly meets the needs of their workforce. Employees can easily access their information and enroll in benefits in one integrated platform that’s also connected with payroll data. It’s a win-win situation for organizations.

A dynamic benefits package can impact job employee satisfaction, productivity, and ultimately, retention. To learn more about how benefits affect employee behavior, check out our blog post.

### What is HRIS Software?

As an HR professional, chances are you’ve heard the term “HRIS” thrown around. But what does it actually mean, and how can it help you manage the employee lifecycle?

A Human Resources Information System (HRIS) is software used by your internal HR team to help streamline the company’s payroll, benefits, time entry, talent, and more. HRIS software is a great solution for growing companies and HR teams that have matured beyond using a Professional Employer Organization (PEO). It helps automate manual processes, alleviate the administrative burden of HR, and empower teams to leverage their people data to make strategic decisions.
Build Culture, Focus on Growth
As your business scales, investing in your people should be a top priority—and implementing an HRIS could be the best way to get your growing (or new) HR team off on the right foot. 
Your talent drives your company’s success, which is why keeping them happy has to become a top priority for growing businesses. Companies need to invest in company culture, quality benefits, and employee engagement. By streamlining administrative work, your HRIS platform can free up vital time in your day to focus on more impactful people initiatives and strategies. That way, you’ll be able to see the impact of the time, money, and effort you’ve invested in retaining and attracting that talent you need to continue scaling your business.
Unlike a PEO, your company’s HRIS scales with your business. As your headcount sails past the 50, 100, or even 500 employee mark, your team can customize the platform or add modules to meet your evolving needs. Whether that means adding new custom fields or revamping the company’s performance review process, your HR team can mold the platform to suit its needs.
HRIS platforms can also be a great resource for communicating to employees and keeping them connected—which is especially useful as companies continue to work remotely or transition to hybrid workplaces. Some platforms, like Namely, feature a newsfeed feature, similar to what you might find on social media. By posting on the feed, company leadership and employees can both share updates, celebrate each other’s birthdays and work anniversaries, and appreciate one another.
But What If I Need More Help?
Switching to an HRIS doesn’t necessarily mean you’re on your own. If outsourced HR still interests you, many HRIS vendors also offer administrative and strategic consulting services, sometimes referred to as Managed Services. This allows you and your team to share some of the strategic and daily administrative work with a trusted third party. 
For example, Namely’s Managed Payroll Services enables clients to outsource day-to-day payroll administration, while its Managed Benefits Services provides clients with employee benefits consulting and brokerage services.

Looking to invest in an HRIS, but don’t know where to start? Check out our buyer’s guide or take a tour of our HRIS platform today.

### How to Create an Effective Referral Bonus Program

Employee referral programs are a great way to source qualified and loyal candidates. By encouraging employees to tap into their networks, recruiters can build a robust talent pipeline and expand their candidate pool.

In fact, referral hires stay with a company for an average of four years—which is twice the average of hires sourced through job boards. Plus, referral candidates are more cost-efficient to hire because recruiters don’t have to spend time and resources on advertising roles. 
So how can HR professionals create an effective employee referral bonus program? 
Here are some best practices to follow:
1. Simplify the Referral Process
Imagine your employee referral program was a sales promotion at your favorite store. Would you participate if the terms and conditions were unclear and it took too much effort, despite attractive rewards? Probably not. 
To engage as many employees as possible in your referral program, it’s important to simplify the referral process. You can start by making sure requirements to participate in the program are clearly defined and easy to follow. 
To stay competitive, offer enticing benefits and prizes and avoid complicated tier systems or requests. Increase the visibility of your open roles through regular communication with employees. This way they won’t have to spend time looking for available positions on the company’s website or social media. You can also inform employees about the progress of the referral campaign to motivate them and boost team morale.
2. Have Strong Incentives
When thinking of employee referral bonus programs, many employees associate rewards with cash bonuses. However, you can incentivize employees and their referrals to participate in your program with non-material rewards and recognitions. For example, Google introduced vacations to Hawaii as a referral bonus for extra-qualified leads that accepted an offer.
Let’s take a closer look at the types of bonuses you may consider offering: 
Cash bonuses: These are generally the most popular option to boost your referral system. Some companies adjust the bonus amount depending on seniority level for the role. For example, there might be a $300 bonus for a specialist and a $600 bonus for a senior level expert. 
Sign-on bonuses: To spark the interest of potential hires, businesses sometimes offer a  one-time payment as an incentive for joining the company. These incentives may also include gift cards, prizes, gadgets, or special terms like hiring with a probation period.
Non-material bonuses: Many employees are motivated by non-material rewards that also add value to their hiring offer. Examples include: 

Extra days off, paid vacations, and team getaways
Gym or fitness club memberships
Gift cards, spa memberships, retreat centers, beauty salons, and other health facilities
Meal vouchers
Prepaid services like house cleaning, babysitting, etc.
Subscriptions and premium access to popular digital services, like Netflix and Hulu

Charitable donations: Organizations that prioritize social responsibility often donate to charitable organizations on behalf of their employees. At Accenture, for instance, a part of the referral bonus goes to a charity organization of the employee’s choice.
3. Capitalize on External Referrals
External referrals are received from individuals outside the organization that are part of the extended community—such as former employees, clients, or investors. 
Since 41 percent of referrals are external, it’s essential to build a sustainable employer brand that meets the expectations of your employees and potential hires. Here are a few ways to incorporate external referrals into your program: 

Mention the referral bonus in open roles listed on job boards.
Use brand ambassadors to spread positive messaging about your company.
Utilize recruitment gamification with trivia, quizzes, and collectible points or prizes.
Facilitate hackathon events and hiring weeks with sign-on bonuses.

4. Train Employees
The most successful organizations know how to align their employees with their company’s overarching message. To help employees best represent your company, it’s critical to improve their networking abilities and provide them with proper training on company culture, corporate values, and business models. It can also be helpful to invest in improving their soft skills, like presenting, communicating, and developing leadership styles. This gives them a better understanding of the organization and how to approach potential candidates.
5. Measure Results
A data-driven employee referral program will enable you to convey the success of your initiatives by tracking metrics and providing actionable insights.
To measure the results of your referral program, be sure to track the following metrics: 

Number of qualified candidates (for example, those that passed a probation period)
Total number of referrals
Average lifespan of referred candidates
Participation rate of both referrers and referrals 
Cost per referral 

Altogether, these metrics will help you assess the visibility of your referral program, quality of referred candidates, and overall ROI for the company.

An effective referral program will position employers to attract top talent as they establish strong connections to the employer brand. To learn more about building a successful employer brand, check out our blog post.

### Digital Transformation in Payroll Software

The fast, secure, and reliable nature of modern payroll software has led to a digital transformation in the field of payroll processing. Paperless simplicity, mobile-friendly services, and E-verify solutions are bringing about change, convenience, and access in a way that’s never been seen before.
So how are these modern components disrupting the world of payroll?
Let’s take a closer look:
Paperless Processing
Paperless payroll means HR professionals are no longer drowning in documentation, or worrying about errors and miscalculations. They can save a tremendous amount of time on payroll tasks through using the system’s electronic timesheets, automatic tax and pension calculations, and updated salary changes and bonuses. Digital pay stubs also help reduce the cost of administrative and paper resources.
Centralized System of Record
All payroll data is located in a centralized system where administrators can retrieve documents and files with ease and accuracy. A modern digital system of record can assemble reports and analytics quickly, creating efficiency and providing insight into trends that inform organizational strategy.
E-Verify
Many modern payroll systems allow integration with E-Verify to obtain instant employee eligibility verification. E-Verify is an online system that confirms if an employee is authorized to work in the U.S., as an added layer of security for employers to cross check I-9 information. The service is free, automatic, fast, and easy-to-use. The verification system is 100 percent online and can give employers results in a matter of seconds.
Mobile Applications
Mobile payroll applications allow payroll administrators to process payroll on-the-go, through the convenience of their phone. Even without access to a computer, they can easily pay all employees and independent contractors, access payroll summary reports, and keep track of bank holidays and birthdays. 
Mobile-friendly payroll apps enable employees to access their pay stubs, time off status, and compensation information all by phone. All they have to do is download the mobile version of the payroll software via the Android App on Google Play or iPhone App Store. Then they can easily access the platform from anywhere at any time, edit their personal details and payment preferences, or view their tax documents.

To learn more about navigating the modern payroll landscape, check out our ebook Rethinking Payroll for a Modern Workforce.
Want to learn more about how Namely can simplify payroll and help your business thrive? Take a tour of our platform. 

### How Payroll Analytics Can Support Pay Equity

With social justice movements and employee activism on the rise, pay inequality has become an issue of increasing concern for business leaders. In fact, 60 percent of U.S. organizations are working to resolve pay inequities based on gender, race, or other demographic factors.

To be truly successful at managing pay disparities, HR professionals need reliable data insights informing their pay decisions and strategy. In today’s modern workforce, one of the most effective tools at their disposal is payroll analytics. 
Let’s take a closer look at how payroll analytics can support pay equity.
What are Payroll Analytics?
Through using payroll data and applying data analytics to better understand workplace trends and patterns, modern payroll software can help HR professionals make better informed decisions.
Payroll analytics elevate the capabilities of traditional payroll services by providing a unique view of payroll information with details such as the frequency of payments, number of payees, and amounts paid. A holistic view of payroll deposit data monitored in real time allows businesses to discover trends that can help determine the direction of their strategy—such as seasonal changes in the workforce or business spending patterns.
What is Pay Equity?
Pay equity means compensating all employees the same when they perform similar job duties and eliminating sex and race discrimination in any wage-setting policies. Modern payroll platforms can help you manage and track pay in a way that ensures pay equity. 
How Can HR Use Payroll Analytics & Technology? 
With payroll software, HR administrators have access to important data such as turnover by gender and ethnicity and the median gender pay gap. They are able to summarize pay comparisons that can inform internal and external pay equity audits. They can quickly compare data around ethnicity, gender, and base compensation, which gives them insight into pay trends for a given group. 
The ability to run EEOC (Equal Employment Opportunity Commission) reports on payroll software is another feature that helps establish pay equity. These EEOC reports can be generated based on headcount, employee hours, or employee W-2 wages, allowing you to group information on compensation range or compensation range and location. You can rely on these reports for updated tracking that keeps your company in compliance with pay equity laws. 
To engage your organization in the conversations that matter most around pay equity, it’s important to provide leaders with the payroll data they need to make changes. Encourage them to review real-time pay comparisons and make concrete recommendations they can implement, such as enforcing pay ranges and guidelines based on job classifications. 
If you can automate and streamline your hiring, promotions, and incentives process, you will be more equitable in your pay practices. 
As part of your pay equity strategy, you can create and communicate transparent compensation and pay programs based on objective metrics and data. This will give employees visibility into your company’s fair compensation practices. 

In today’s workforce, many organizations rely on data to help them manage pay equity issues impacting their employees. To learn more about using data to build an effective compensation strategy, check out this blog post.

### 5 HR Tech Tips to Drive Your Employee Experience Strategy

In today’s fast-paced world, HR leaders need an employee experience strategy that drives strong and effective performance. But even the most experienced professionals can’t execute strategies without the right resources in place.

That’s where HR technology comes in.
By strengthening collaboration and communication between employees, HR tech improves efficiency and productivity. It can help save time, streamline workflows, reduce workloads, and create opportunities for teams to connect. All of these key ingredients come together to power the employee experience. 
Here are 5 HR tech tips to help you build a successful employee experience strategy:
1. Teach & Track New Skills
Mobile learning has revolutionized the way employees access information and participate in professional development programs. Through mobile educational tools, you can train your employees from anywhere, at any time. This can help improve their skill set in a way that’s convenient for them and gives you greater control over the process from start to finish. 
Along with developing new skills, technology can also help employees track their growth. Many mobile learning systems allow for testing, assessments, and customization of courses. This adds an element of sustainability to your employee experience strategy, proactively supporting employees who are looking to advance their careers and build knowledge.
2. Promote Employee Engagement
As COVID-19 continues to prevent in-person interactions, using HR tech to engage your employees has never been more important. HR platforms enable employees to interact and connect with each other virtually. For instance, the Namely newsfeed encourages employees to celebrate birthdays, work anniversaries, and appreciate their colleagues—giving them ownership over communication and facilitating conversations that engage employees.  
Since increased engagement leads to better productivity and 21 percent higher profitability, it’s a no-brainer to use technology to boost employee morale. This creates a happier workplace, which is an essential component of a successful employee experience strategy.
3. Apply People Analytics
People analytics arm HR leaders with the data they need to make better decisions about the direction of their employee experience strategy. Diving into data can help you understand talent trends, examine business spending patterns, and ensure pay equity. By utilizing people analytics, you can track and measure organizational performance empowered by real-time information. You’ll be able to identify and fill talent gaps, enhance company initiatives, and get a clear picture of where your company stands in relation to its goals. 
4. Streamline Task Management 
Having efficient HR processes is key to building a successful employee experience strategy. On both the employee and organizational level, it’s important to complete tasks as simply and accurately as possible. 
Task management tools help improve workflow and team coordination by automating internal processes, saving time, and ultimately reducing cost. These user-friendly applications can speed up project management timelines and smoothen operational tasks. By streamlining everything in one place, employees can visualize their contributions and take action where needed—which will enhance their overall experience. 
5. Modernize Hiring
From the offer letter to onboarding, the right recruiting technology can simplify the hiring process and help your company stay ahead of the competition. 
Job seekers today want to be part of an organization that stays relevant and uses modern technology to make their lives easier. Recruiting technology can streamline job postings, automate background checks, and customize job applications. This makes the transition from candidate to employee much smoother, and demonstrates the strength of your employee experience strategy. 

In the world of remote work, companies that use HR technology will have an advantage in creating a positive employee experience. To learn more about how to improve employee engagement and collaboration in the hybrid workplace, check out our recent blog post.

### #SpeakHerMind: The Journey to the C-Suite

In celebration of Women’s Equality Day, Namely’s latest SpeakHer Mind event explored the issues impacting women on their career journey and how organizations can prioritize upward mobility for them.

Namely’s Chair of the Board of Directors and former CEO, Elisa Steele was joined by Gabrielle Toledano, Chief Operating Officer at Keystone Strategy, to discuss her path to the C-Suite and what it takes to reach that level as a woman.
In case you missed it, here are our top takeaways from the event:
Take your seat at the table
For many women in male-dominated environments, fear and hesitation can hold them back from speaking up.
“I remember the first time I walked into the boardroom as a CEO, and one of things I noticed right away was the lack of female representation,” Steele explained. “And I was in a place in my career where I could change that without asking anyone else for permission.”
She believes in using your influence at the leadership level to create a fair, even playing field so that everyone can share their ideas. Steele also suggested that if you feel uncomfortable stepping into the conversation, ask someone else to invite you to the table.
Relationships are key
When reflecting on her career journey, Steele expressed that building relationships has been key to her success. Having the right sponsors throughout your career can help you determine what you want to achieve and take the steps you need to accomplish it. 
“For every single change,  promotion, or advancement I had in my career, I can look back and name one, two, or three key relationships that helped me make it happen.”
The relationships she cultivated brought about team solutions and synergy that could not have otherwise been possible. Building strong relationships enables you to work through conflict more easily, share ideas, and make things happen.
Work-life priorities, not work-life balance
Steele believes the notion of work-life balance is unrealistic because our priorities are always shifting. 
“I don’t think any of us are going to have balance in our lives with all of these different things we want to accomplish. I would replace the word ‘balance’ with ‘priorities’. Define your priorities, make them clear to yourself, and then work on those.” 
This allows you to feel successful on your own terms and drive forward an integrated plan to address the different aspects of your life demanding attention. Carving out time for yourself also helps reduce stress and focus more. Steele proposed the idea of going for a “Walk and Talk” instead of sitting during meetings which helps get your body moving, enabling you to be present and really tune into the conversation.

Want to watch the entire conversation? Check out the recording here.

### 10 Payroll Tips You Should Know

Staying on top of payroll can be a time-consuming and stressful process. Especially if you take care of your payroll in-house, it can quickly become a nightmare for business owners.   
According to the National Business Association 2013 Small Business Taxation Survey, 60 percent of small businesses handle their payroll processes internally. Regardless of the size of your business, it’s important to have an organized payroll system in place to protect you from IRS penalties and to ensure your employees are paid on time.   
Here are 10 tips and tricks to take the hassle out of managing payroll:   
1. Determine whether your employees should be salaried or paid hourly.  
For most employers, putting employees on salaries is easier to manage. Salaries take the stress out of determining how much your employees are paid each month and keeps everything consistent.   
However, if you have hourly employees, make sure you have a system in place for how you keep track of time and compensation.   
2. Decide how often you’ll pay your employees. 
Every employer needs to decide on a pay period for their employees. Pay periods can be weekly, bi-weekly, or monthly. This will help you stay organized and make payroll run more smoothly.   
3. Classify your workers.  
Another important payroll tip to follow is properly classify your workers. Whether you hire full-time employees, independent contractors, or interns, if the person is performing work for your company, they typically should be classified as an employee.   
For more information on worker classification, refer to the Employer’s Tax Guide.   
4. Pick the best software for the needs of your business. 
When choosing payroll software for your company, try to select an option that’s hosted on the cloud. This will make it easier to access all of your payroll information in one place, whenever you need it.   
In addition to finding payroll software, invest in a management program that takes the stress out of payroll for you. For example, here at Namely, we enable employers to integrate their payroll software into our system, which boosts collaboration and improves communication during the payroll process.  
Learn how Namely can save you time with your payroll tasks. Schedule a demo, and get started now. 
 
5. Simplify your process to save time and money. 
According to the National Business Association survey, 27 percent of small business owners report spending three to five hours per month on payroll; one-third of employers are spending more than $500 month on their services.   
To simplify your payroll process, invest in a HR task manager. These types of tools enable employers to keep everything in one spot, which saves time and money in the long run.   
6. Keep track of everything.  
Another great way to simplify your payroll system is to keep your records and documents all in one place. In fact, there are some federal and state laws requiring employers to hold onto some records for a certain period of time. For example, it’s a good idea to keep track of W-4 and W-2 forms, tax forms, benefits, vacation time, and tax deposits.   
7. Automate state and federal taxes.  
Find out if your payroll software automatically takes care of state and federal taxes for you. This can prevent you from forgetting about payroll tax deposits and ensure the process is completed in a timely matter.  
If you are a Namely client, your taxes are tracked automatically. Not a client? Learn more here. 
  
8. Factor in raises and benefits.  
Want to make it easier to give your employees raises? Why not give them additional benefits as a type of reward?   
You could give your employees a stipend for childcare, a new laptop, or additional insurance. These are just a few of the tax-free options you can give your employees, which will simplify tax paperwork on your end.   
9.  Find out if you need employer ID numbers. 
In order to process taxes, some states require employers to obtain employer ID numbers. Most businesses and entities already have ID numbers; however, if you don’t have one, you must contact the IRS to apply for one.   
10. Create a budget.  
When planning your payroll, be sure to budget for wages and taxes. Employers are required to pay Social Security and Medicare taxes, and most are required to pay unemployment taxes, so make sure you plan ahead for these expenses.   
Managing payroll requires patience, organization, and communication across your entireorganization. By following these tips, you’ll be able to streamline your payroll process and become more efficient.  
 
 
Looking for more on payroll? Click here to read our payroll guide that covers everything from pay cycles to federal and state taxes. 

### Pro-Employee vs. Pro-Employer: The Future of HR Compliance

The fate of employee legislation has swayed between pro-employee and pro-employer trends for decades. While the current legislation leans in favor of employees, the coming years will be shaped by political appointments, state decisions, and most importantly, the 2016 election. The future of HR compliance may seem a little foggy, but we’re here to clear it up with our new report, The Pro-Employee Tide: Trends in HR Compliance.


Recent data suggest that Americans support pro-employee legislation. A poll of eligible voters found that they would be 64 percent more likely to support a politician that advocated for a minimum wage increase, with 72 percent in support of those advocating for paid leave. Another poll found that 81 percent of likely voters were in favor of a paid leave mandate. These voices are a large force pushing HR compliance in a pro-employee direction. 

On the other side of the compliance aisle are pro-employer advocates, who have seen this turn before. After a wave of employer-focused rulings under the Reagan administration, employees took a stand in the ‘90’s. The push and pull from both sides reached a stalemate in the early 2000’s, but the pro-employee side seems to be pulling out ahead.

The question is, are employees’ efforts enough to keep the pro-employee trend fueled, or will history repeat itself?

Back and Forth
Although the stalemate has leaned to the employee side, there is still a push against these legislations in the pro-employer Congress. The stalling has prompted President Obama to take matters into his own hands, putting pressure on states to pass paid leave and minimum wage legislations. And many states have responded.

Following President Obama’s lead, states and cities have taken matters into their own hands and passed several rules on minimum wage, paid leave, and criminal background checks. The progress in the last few years for these pro-employee initiatives has grown at resounding speeds at the city and state level, although federal mandates for the same matters have stayed constant.

Despite the push against change from Congress, 2016 marks a turn for the pro-employee side. It also marks the finale of President Obama’s eight-year term, and as an advocate for pro-employee legislation, his departure could be a decider in the fate of this pro-employee trend. The 2016 election is a big deal for a number of reasons, but the effect it will have on the future of HR compliance is enormous.  

The Supreme Vote
The appointment of Justice Antonin Scalia’s replacement in the Supreme Court could have as much influence on employee legislation as our next President, and the appointment depends on November’s election. There are several pending employment law cases that cannot be closed until a replacement is chosen, and he or she could be the deciding vote on a number of those disputes. These results reach beyond HR compliance predictions and, yet, will heavily influence employment law.

The next few months could make all the difference for the future of HR compliance. With a new president and an addition to the Supreme Court on the horizon, employee legislation could lean in to the pro-employee trend or be turned back by a pro-employer wave. One thing’s for sure, all eyes are on the race for the White House.

Want to know the current state of HR compliance?
Download Namely’s full mid-year compliance report
for all the key takeaways from 2016’s historic rule changes. 
 

### The Importance of Anonymous Reporting in the Workplace

Enhancing Workplace Safety Integrating: Compliant Solutions for Anonymous Harassment Reporting.
Workplace harassment can result in organizations losing valuable talent—damaging their employer reputation and risking the violation of anti-harassment laws. Employees need a safe way to report, track, and resolve issues around workplace harassment, while employers need to remain compliant through the process.

Since 70 percent of employees who experience or witness harassment in the workplace never report it, it’s up to leaders to find a viable solution that addresses employees’ workplace harassment concerns. Understanding the critical role of HR compliance solutions in facilitating this process is essential for every business owner.
So what can organizations do to protect their employees and mitigate compliance risk?
Enter anonymous reporting.
What is Anonymous Reporting?
Anonymous reporting is an HR tool that allows employees to submit an incident report confidentially and share real-time feedback on issues regarding workplace harassment. For many employees, coming forward about a harassment concern means having to email HR, call a hotline, or talk directly to their supervisor. With anonymous reporting however, employees have access to a safe space to express their concerns without self-identification or fear of retaliation.
The Need for Anonymous Reporting
To effectively manage workplace harassment reporting, it’s crucial for leaders to implement systems that allow confidential employee feedback. Anonymous reporting can empower employees to come forward earlier with issues they may have not previously reported for months, proactively helping the organization identify issues before they become bigger problems. In fact, 74 percent of employees say that they’d be more inclined to give feedback if it was truly anonymous.
Ultimately, anonymous reporting helps establish a culture of communication, trust, and psychological safety, since employees know they are protected and supported throughout the reporting process.
How Can Namely Help?
To help companies further support their workforces, Namely recently expanded its compliance offering, Compliance Plus, with an optional add on for anonymous reporting platform. This portal allows employees to submit reports anonymously 24/7.
Namely's solution, a key tool in employee incident management, ensures compliance with workplace regulations while offering a robust system for employee grievance handling.
The platform enables employees to select their confidentiality level, specify whether they are reporting on behalf of themselves or another individual, and share details of the parties involved in the incident, as well as any related materials. 
After requests are submitted, employers can follow up with the individuals through a two-way communication that keeps their identity hidden. From an anonymous framework, The platform manages and tracks the report from beginning to end, securing proper documentation for anti-harassment governance and consistent compliance with workplace regulations. 
The integrated solution streamlines incident reporting, compliance training, policy management, compliance requirements, and communication with live advisors. This prevents costly litigation and helps organizations avoid reputational harm.
In summary, our integrated solution not only streamlines HR policy management and workplace incident tracking but also reinforces your commitment to employee protection systems.

To learn more about Namely's anonymous reporting platform and the rest of Compliance Plus, click here.

### How to Recruit Top Candidates for Dangerous Professions

As an HR professional, you’re probably already familiar with just how challenging the hiring process can be. You have to find the right places to capture a pool of candidates and utilize strategies to identify the top ones—all in an efficient and cost-conscious manner.
When you work in an industry that requires employees to face a certain amount of danger, there can be a whole additional level of difficulty involved in recruitment. Candidates will naturally only apply to businesses that offer the safety and salary that reflects the job’s risk. 
To help you attract top talent for dangerous professions, here are a few recruitment tips:
Optimize Your Search
In order to hire high-quality employees, you need to find them first. The challenge here is actually reaching people who have the specific skills you’re looking for. This isn’t something you’re likely to achieve by throwing out a wide net and hoping to find some great catches. Instead, you need to have an optimized and targeted strategy. 
The first step is to identify who the ideal candidate is. Similar to the way businesses build out buyer personas to better understand their target consumers, you can create a candidate persona. List out the role’s requirements and qualifications and consider speaking to current workers to find out what soft skills a candidate should have in order to be an effective part of the team. 
Creating this persona can help you determine what recruitment strategies to use. These strategies can tell candidates a lot about your business, and you want to use ones that will attract the right workers. For example, if you want to advertise open roles on job boards, find the ones that your candidates are most likely to look at. Regardless of which recruitment strategies you decide to use, make sure you are communicating your company’s ethics and values to make candidates know that you will prioritize their safety.
Provide Proper Protective Gear
Candidates will not want to work for your business if they don’t think you’re going to protect them from dangerous situations. When recruiting, make it clear to candidates that you’ll provide them with proper protective equipment for the job. Whether it’s face shields, protective goggles, or any other gear to protect them from eye hazards, let candidates know that their health and safety is a top priority. If they have their own preferences, you can also consider giving workers stipends to purchase equipment.
Offer Attractive Benefits
Any HR professional knows that they need to offer appropriate compensation to attract the right candidates. Of course candidates may be looking for high salaries and hazard pay, but there are other ways to attract them. In today’s job market, workers value employee benefits more than ever before. 
Benefits don’t only impact workers, but also their families. For recruitment and retention purposes, it may be worth it to offer benefits that support your workers’ family members, like health insurance. When building out your PTO plan, ensure that workers can take time away from work to not only spend time with their families, but also decompress from their dangerous, and ultimately stressful, role.
Interview Effectively
Interviews can be the most telling way to see whether candidates are right for dangerous professions. After all, a resume can only tell you so much. As such, it’s important to create interview questions that will help you accurately assess a candidate’s suitability for the business and the role. 
To gain more insight into how a candidate will perform in a role, ask them situational questions about potential hazardous scenarios. Run your business’ safety guidelines by them and ask them how they feel about them. Since it’s likely that the signage you use, training, and regulations applied are standardized across your industry, qualified candidates should already be familiar with them—and if they’re not, that may be another way to determine how much experience they have.

To learn more about recruiting top talent, check out How Wellness Benefits Support Recruiting Efforts.

### How to Build a Women's Development Program

Having women in leadership positions is not only good for morale, diversity, and creativity; it's good for business. Businesses with more women leaders have been shown to outperform their competitors by over a third, and strong representation of women in higher administrative positions leads to improved organizational health, global competitive advantage, responsiveness to stakeholders, and a better public image.
So, it should come as no surprise that many businesses are putting a large emphasis on developing their female employees into leaders.
But how exactly are they doing this?
Enter women’s leadership development programs.
Why Women’s Leadership Development Programs?
Studies show that men represent 80 percent of the executive suite and are twice as likely as women to advance to an executive position. And, out of 100 men promoted to management, only 72 women are promoted. Men have ended up holding 62 percent of manager-level positions, while women hold just 38 percent.
The stats are striking. For this reason, more women end up getting stuck at entry-level or individual contributor positions, leading to fewer women becoming managers.
That’s where women’s leadership development programs come in.
Is a women’s leadership program really different from any other development program, you ask? The answer is a resounding yes. Unlike traditional development programs, mentorships, courses, and trainings, a women’s leadership development program is focused specifically on the needs of women in the workforce and the unique challenges they face on a daily basis.
Tailor the Program
To build out a leadership development program that speaks to the needs of the women at your organization, it’s critical to tailor the program to women of all seniority levels. This begins with recognizing that women across the organization do not all share the same professional goals and desires. For instance, one woman may have the goal of becoming a C-Suite executive, while another may prefer to manage smaller teams or explore only mid-managerial positions. The most successful women’s development programs create space for flexibility and individual goal-setting. 
For example, providing leadership coaching or mentoring enables women to identify what individual success looks like and track progress toward their specific goals, instead of trying to fit their goals to a predetermined standard. Individual assessments can also be a useful tool when working toward personalized career goals, as they provide deeper insight into the participant’s strengths, weaknesses, and leadership potential. 
Furthermore, the program’s content should be curated to specifically educate and support women, address the problems they face, and enhance their leadership abilities and competencies within the workplace. This may include sharing general data about issues affecting women, such as gender related skill gaps, attrition rates, salaries, or other demographic data. It could also mean discussing topics such as leadership identity, negotiations, career strategies, high impact communications, and leading change—as they pertain distinctly to women. 
Keep in mind your tailored learning model can include many different elements, such as coursework, training, learning on the job, and building relationships. All of these components should come together to help each woman intentionally direct their career trajectory and increase their leadership presence and influence across the organization. 
For there to be lasting developmental and behavioral change, the program must take into account the unique needs, goals, and culture of your organization. Strategic planning initiatives, such as recruitment, retention, succession, new client development, and long-term sustainability should be linked in some way to the program’s goals. Employee engagement and diversity goals for the company can also be tied back to the program. This will help demonstrate the value of the program, and maintain its credibility so you can grow and improve it with each iteration.

Building a women’s leadership development program may seem daunting—but it doesn’t have to be. Check out our latest eBook to learn the steps to launching a successful program.

### Student Loan Debt Repayment As a Recruiting Tactic

To attract and retain top talent in today’s competitive job market, many companies are now offering unique perks and benefits, such as student loan debt repayment. 
The most agile and adaptable companies are pivoting from outdated recruiting methods toward what resonates with today’s job seeker and meets their needs. While employees continue to place value on work-life balance, corporate empathy, and professional development, student loan debt repayment is now one of the most attractive benefits a company can offer. In fact, 86 percent of employees would commit to a company for 5 years if the employer helped pay back their student loans.
Why Candidates Want Student Loan Debt Repayment
In student loan repayment plans, employers make monthly contributions directly to employees’ student loan servicers while they continue to make regular payments. Since student loan debt can be a tremendous burden, receiving financial support from employers can be a huge selling point for candidates. This benefit can help them with financial planning, including saving for retirement, and enable them to be more focused and productive at work.
For Employers, It’s a Win-Win
Having debt repayment as a benefit not only helps employees pay off current student loans, but also encourages them to pursue further education and training. Doing so may have not been an option for some employees otherwise, if they were hesitant to incur more debt. With financial support from their employers, employees may be more likely to go back to school to uplevel their skills or develop new ones.
This is a win-win for companies because offering student loan debt repayment can help their employees grow professionally and become more proficient at their jobs while also attracting new candidates. In today’s job market, strong candidates are more likely to want to work for a company that invests in their career development and growth. Since they’re driven and striving to grow professionally, they are also more likely to have desirable traits and skills that can contribute to a company’s success in the future. 
Companies Need to Embrace the New Normal
Debt repayment is not the only change to the workplace that employers are adopting. Many of the new workplace trends that resulted from COVID-19 will continue to stay in practice to some degree. For both employers and employees, it can be challenging to understand which changes are temporary and which are permanent. Embracing the new normal is going to help both sides accept that the pandemic has transformed the landscape of work for everyone in some way or another.

Along with student loan debt repayment, many companies are exploring wellness benefits to support their recruiting efforts. Check out our recent blog post to learn more.

### Workplace Trend Alert: 4-Day Work Weeks

When the COVID-19 pandemic began, the daily workplace changed drastically. Suddenly, companies were forced to adopt new strategies and policies as remote work became the new norm.
Now as organizations start to return to work, new workplace trends are coming to light. Many companies are transitioning to hybrid workplaces, while others are selling their office spaces and keeping their workforces remote permanently. 


But there’s one workplace trend that is becoming more and more popular by the second.

Enter the 4-day work week.
What is the 4-day work week?
As stated in its name, the 4-day work week consists of employees working only 4 days a week rather than the typical 5. Depending on the company, this can look a bit different. The 4 days could be Mondays through Thursdays, Tuesdays through Fridays, or left completely up to employees to decide.

For some organizations, the 4-day work week might mean employees are required to work 10 hours each day instead of 8. For others, it may keep employees’ daily hours the same and reduce the overall time they work per week.
What are the advantages?
The 4-day work week is so compelling because it can increase employees’ productivity and engagement, while also helping them avoid burnout.

After implementing a 4-day work week, the Perpetual Garden, a company in New Zealand, reported a 20 percent gain in employee productivity and a 27 percent reduction in work stress levels.

The 4-day work week can boost employee morale, motivation, and retention because it’s flexible and promotes a healthy work-life balance. In their case study, the Perpetual Garden found that having a 4-day work week increased employees’ work-life balance by 45 percent. Offering employees such flexibility can lead to a more inclusive workplace because it enables them to spend more time with family—especially for working parents.

Companies that have a 4-day work week can also decrease their carbon footprints. In fact, one UK study revealed that completely shifting to a 4 day work week could reduce the entire country’s carbon footprint by 21.3 percent per year.
What are the disadvantages?
Even though the 4-day work week comes with many benefits, there are some drawbacks to consider. Since employees will have less hours in the week to complete the same amount of work, the 4-day work week could potentially increase pressure around deadlines, leading to additional stress.

Working fewer days a week will also directly impact the compensation of hourly employees. To make sure these employees are getting paid the same amount, companies have either decided to extend their hours on the 4 days or continue paying them for 5 days of work. This decision could require strategic planning and involve many people across your organization.

Moreover, the 4-day work week may not be possible for some industries. For example, nurses and doctors might need to be available around the clock. Additionally, companies with customer service teams may have clients that need access to support 5 days a week. If they still want to transition to a 4-day work week, these organizations can try building out alternating employee schedules so that someone is always on call.
Is a 4-day work week in your company’s future?
After weighing all of these pros and cons, your company can decide whether it’d be beneficial to have a 4-day work week. However, this shouldn’t be a decision made solely by company leaders. By implementing a new schedule, you’ll be altering the way your employees work—which means it’s crucial to ask them what they think.

To gather employees’ feedback, you can send out surveys and ask managers to conduct meetings with their teams. If you want to give employees even more flexibility, you can ask them which days they’d like to work during the week to help you prepare accordingly. Hearing their feedback will help you make the best decision for your entire organization.

### Are Your HR Metrics Outdated? Try These Four

When it comes to getting a full, clear view of a modern workplace and the people in it, standard HR metrics—productivity, costs, and turnover—just don’t cut it anymore. The more business-minded HR of the past has always used these numbers to track results, whereas today’s strategic HR leaders need to take shifting employee values into account and dig deeper down into causes. Better metrics make managers react proactively—rather than reactively—to changes in workplace culture and employee engagement.



That’s not to say that tracking standard metrics is no longer necessary. Take turnover rate, for example. Employees are acting more like free agents than in the past, and this means voluntary exits are important to keep an eye on. The problem is that merely tracking turnover rates doesn’t tell companies much about the root causes of why people are leaving. More often than not, growing turnover and shrinking productivity suggest a suboptimal work culture and a lack of employee engagement, which indicate a need for change in the workplace.

That’s where the following metrics come into play. With greater accessibility to better HR technology, HR managers can begin to use these metrics to predictively manage culture to spot and correct issues that negatively affect the business at large—before it’s too late.
Metric 1.
Mobility = (# of promotions, lateral moves, and transfers) / (# total employees)

As Josh Bersin explains, organizational structures are evolving rapidly in response to generational shifts in the workforce. Rather than being a part of a “traditional functional hierarchy,” employees are now transitioning to what he calls a “network of teams.” Positions and titles are losing importance as roles become ever more fluid, so it’s crucial for HR managers to begin tracking organizational shifts.

Employees are no longer bound to single roles or positions—instead, they are constantly moving between positions with ever-changing roles. A healthy level of such movement, especially as it relates to an employee’s desire to explore and learn new domains, can be a positive indicator of engagement. Providing such opportunities for movement is important, as younger workers increasingly value freedom, autonomy, and contribution over more extrinsic factors like compensation and material perks.

Reading the Metric: Though the fluidity of roles and positions is a hallmark of the modern workplace, the mobility metric will vary from business to business. However, any significant drop may point to lowered levels of engagement—and an increased risk of future employee turnover. It’s important to work with managers to avoid team stagnation, encourage employee mobility, and facilitate career development.
Metric 2.
Average PTO = (# total PTO days taken by all employees) / (# total employees)

A recent Namely and #HRWins survey revealed that one of the core factors that contributes to employee engagement is core benefits—PTO and health insurance. Both benefits are central to creating a work culture that values both people’s work and personal lives, and as such, contribute significantly to employee engagement.

By tracking average PTO, an HR manager can get a better sense of how employees are balancing the professional with the personal and whether PTO is being underutilized. Too few PTO days taken suggests that HR managers must work to create policies and a culture that encourage employees to maintain a healthy and balanced lifestyle.

Reading the Metric: Compare average PTO to individual employee usage to spot cases where burnout may be an issue. Use the data to monitor whether employees feel stress or pressure towards taking PTO—and how you can combat those feelings in your culture.
Check out the four productivity metrics will change the way you measure employee performance.
Metric 3.
Diversity Benchmarks = Employee breakdown by ethnicity 

According to Brookings, 44.2% of American millennials and nearly half of those 18 and under are minorities. The difference is even more stark when you consider that only a quarter of those aged 55 and above are minorities.

The trend is clear: As younger generations begin to enter the workforce, the workplace will only grow more diverse, and businesses must respond and evolve by investing more in creating and supporting diversity in their employees. It’s not only good for society—it’s good for business as well. According to McKinsey, improved diversity correlates positively with a company’s financial performance. Tracking this metric will help guide a business’s shift to a modern, diverse workforce.

Reading the Metric: For the typical American company, diversity metrics will likely reflect lots of room for improvement, especially as you begin moving up the management ranks. In fact, according to the McKinsey study, 97% of American companies have management teams that don’t reflect the racial makeup of the country.

Not only does increased diversity improve overall business performance, but it can also go a long way in improving talent attraction and employee satisfaction. Thoughtful recruitment practices and targeted programs are good ways to attract and hire a more diverse workforce, but it’s just as important to have a diverse management team to serve as a model.
Metric 4. 
Employee Net Promoter Score (eNPS) = (% Promoters) - (% Detractors)

Rounding out the metrics is the Employee Net Promoter Score (eNPS), which can be a great way to evaluate the effectiveness of workplace culture and employee engagement initiatives. eNPS can be used as a high-level check on whether improvements to Metrics 1, 2, and 3 are contributing to overall culture and engagement. The metric also allows HR managers to adjust policies and initiatives along the way, rather than waiting for a significant drop in performance or productivity before responding.

Measuring the Metric: Originally conceived as a way to measure customer satisfaction, NPS can be used internally at companies as well by asking employees to rank from 0 to 10 the likelihood that they would recommend the company as a place to work. Employees who respond with a 9 or a 10 are promoters, whereas those who answer 0-6 are detractors. eNPS is calculated by subtracting the percentage of employees who are detractors from the percentage who are promoters.

What makes eNPS particularly effective is that it only asks a single question, which means employees are much more willing to provide their feedback. Furthermore, eNPS can be measured on a team or department level in order to identify potential pain points of various functions within a company.

Reading the Metric: eNPS can range from the worst case of -100%, where every employee is a detractor, to the ideal case of +100%, where everyone is a promoter—loyal, satisfied employees who are likely to stay for the long term. Too many detractors point to a heightened risk of voluntary exits, as detractors are easily lured away by more attractive opportunities. So HR managers should aim to keep eNPS in positive territory to maintain a satisfied, sustainable workforce.

Gone are the days of treating your company’s workforce as a machine measured by cold, hard metrics like productivity and turnover rates. Instead, the real factors that contribute to an effective workforce are far less tangible and straightforward. A business must now have a culture that engages employees in order to be successful. Tracking and responding effectively to these four metrics will serve as a solid first step toward the goal of evolving into a modern workplace. While watching productivity increase, you will also see employees enjoying a more fluid, inclusive culture.

### 5 Collaboration Tips for the Hybrid Workplace

As organizations start to return to work, they need to consider how they’re going to keep employees in the office and at home connected.
Many teams no longer share an office space, and a good percentage of them now work across states and time zones. 
While these teams might not be able to meet in-person, they still need to collaborate effectively on a daily basis. Collaboration not only helps teams succeed, but it also helps individual employees share their ideas and grow.
To help improve collaboration in the hybrid workplace, here are 5 tips:
1. Communicate Clearly
If your team consists of employees working remotely and in the office, your first priority should be keeping everyone on the same page. In order to do this, you can conduct weekly team meetings and ask each employee to share their priorities, tasks, and roadblocks. By clearly communicating goals, responsibilities, and deadlines, you will keep your employees connected and in the loop.
2. Share Project Updates
When working on team-wide projects and campaigns, make sure your employees are constantly updating each other about their progress. By laying out a project plan and holding daily standup meetings, your employees can keep each other updated about the status of their individual assignments. This will help your employees collaborate more effectively and work together towards overall team goals.
3. Brainstorm Separately, Then Come Together
If your team used to work in the office before COVID, you may be used to in-person brainstorming sessions. But with a hybrid workforce, you won’t be able to get all of your team members together in a conference room to brainstorm.
An effective way to brainstorm with a dispersed team is to ask everyone to come up with ideas separately. You can ask them to jot down their ideas in a centralized document and then have them review, comment on, and build off each other’s notes. Once this is done, you can conduct a team meeting to discuss all of them and plan how you’re going to bring them to life by collaborating.
4. Use Collaboration Software
From communication to collaboration, hybrid workplaces require technology to operate effectively. Here are a few apps to keep your workplace collaborative: 
Lucidspark
If you miss the in-person whiteboard sessions, you can translate that to a virtual whiteboard. Lucidspark makes it easy for you to collaborate on new ideas and plan for next steps.
Basecamp
Make progress, ownership of tasks, and shared goals visible to everyone with a project management platform, like Basecamp. Basecamp keeps your entire team organized—no matter where your employees are.
Zoho Docs
Your team will collaborate better if they can share resources. Keep troubleshooting guides, process documentation, and policies all in one place so everyone knows where to find answers. Zoho Docs is a secure platform that allows for collaborative editing and easy administration.
5. Build Trust Amongst Your Team
Even with all the right technology and tools, your employees won’t be able to collaborate effectively if they don’t trust one another. Unfortunately, building trust can be challenging in a hybrid environment when employees aren’t seeing each other face to face.  
Team bonding can help your employees build relationships and trust—which will make them more likely to collaborate and work well together. If you have a hybrid workforce, schedule time for employees to get to know each other. Host virtual team lunches, happy hours, and other activities so that your employees in the office and at home can bond. Doing so will help lay down a strong foundation for collaboration, setting your team up for success.

Collaboration in the hybrid workplace can be challenging if you don’t approach it properly. Whether your employees are in the office or at home, these tips will help you keep them organized, motivated, and in sync as they work towards team goals.
How else can you keep your employees connected in the hybrid workplace? Check out our latest eBook to find out.

### 5 Key Differences Between Talent Acquisition and Recruitment

Talent acquisition and recruiting are often considered synonymous—and while both have a unique role to play in the hiring process, there are many key differences that set them apart.
To help you understand whether your company should be recruiting or focusing on talent acquisition, we’ve broken down the differences between the two.
1. Approach
Recruitment and talent acquisition share a similar objective of hiring the right people for your organization. But here’s where they diverge—talent acquisition is a continuous process that is used even when there are no vacant positions. It involves segmenting your workforce, creating a strategy, branding, and using metrics and analytics.
Recruitment is more of a short-term, tactical process that happens when open positions become available at your company. Recruitment processes include sourcing, screening, interviewing, evaluating, selecting, and hiring.
2. Strategy
Your HR strategy influences both talent acquisition and recruiting, but will look different when applied to each process. Since recruiting is dependent on open positions, your strategy will revolve around targeting the best places to immediately source top talent. You might encourage employee referrals or announce the available positions on your company website, social media accounts, and job boards. 
On the other hand, your talent acquisition strategy should be aligned with your overall business growth strategy. You can start by identifying your end goals and business metrics. This will help you build a pool of talented candidates aligned with your strategy.
3. Planning
When recruiting, you can narrow down your focus to the immediate job requirements and specific qualifications needed to fill a vacant position, then look for a suitable candidate. 
With talent acquisition, however, it’s critical to start planning long before a position falls vacant. Talent acquisition professionals must research and learn about the functions of each department. They must also have a strong understanding of the necessary skills and level of commitment needed to be successful in them.
Certain positions will also require specific behavioral qualities, which is why DISC personality assessments are becoming an essential recruitment tool in hiring the most effective candidates.
4. Nurturing
Recruitment does not always require you to develop relationships with potential candidates. Your first interaction might be when you're inviting them for an interview. 
Talent acquisition requires you to establish a relationship with your talent pool right from your first interaction. If you're reaching out to a potential candidate on LinkedIn, using a sales automation tool to look up their profiles can help you nurture them by setting up recurring emails. Automating workflows like this can ensure that your talent acquisition and nurturing processes are ongoing.
5. Metrics and Analytics
As mentioned earlier, recruitment is a reactive process—which means its success can be challenging to measure because there’s always a chance that the person you hire won’t perform well in their role.
Since talent acquisition is a proactive and continuous process, it’s easier to measure its effectiveness based on metrics like employee performance and turnover. Other benchmarks you can measure are the number of potential candidates you attract, the effectiveness of your nurturing process, and the quality of talent you have in your pool.

When it comes to talent acquisition and recruiting, offering competitive benefits will not only help you attract top candidates, but also retain them. Check out our recent blog post to learn how wellness benefits can support your hiring efforts.
To read more from Axelle Dervaux, head over to ClicData.

### How Wellness Benefits Support Recruiting Efforts

Attracting top talent begins with a strong employee benefits package that captures the attention of candidates during the recruiting process. To show their company’s commitment to supporting employees in the workplace, HR teams must craft creative and attractive benefits offerings that include wellness programs. Job seekers want to work for employers who see their value and are willing to invest in their health and happiness.
So how exactly can wellness benefits help with your recruiting efforts? 
Let’s take a closer look.
It's a Candidate-Driven Job Market
In a post-COVID world, the competition will continue heating up for the most skilled employees—which means it’ll be a candidate-driven job market. Research shows that hiring manager’s biggest concern right now is losing their best people. 
The war for top talent makes it vital for employers to offer benefits that employees are looking for. Since health and wellness is top of mind for employees, employers need to offer benefits that support their mental health and work-life balance, like fitness programs or telehealth. This will not only help companies attract high-performance candidates but will also help retain them.
Candidates Want to Work for a Company That Cares
Creating a culture that is centered around the wellbeing of employees leads to better relationships with them. Research shows that ensuring employees feel cared for has a large impact on a company’s sustainability.
Effective communication around wellness benefits will help employees stay informed and connected to the organization. HR teams can highlight wellness programs as part of the overall company culture during the recruiting and onboarding process. From job postings and the company career portal to benefits marketing brochures and the employee handbook, wellness programs can take center stage in recruitment and new hire communications. To emphasize the success of these programs, you can feature employee testimonials on your company’s website and social media channels.
Employees Can Promote Wellness 
Of course promoting wellness in the workplace starts with your HR team, but it doesn’t end there. Employees can promote better health, too. “Healthy Lunch Fridays” or “Walking Lunches” are great examples of employee-generated ideas that inspire others to make healthy lifestyle choices.
Incorporate these ideas into the hiring process through engaging employees who actively participate in the company’s wellness programs. As an organization, allowing motivated employees to get together with new hires and lead makes it easier for you to step in and assist where needed, while giving employees the flexibility to take the initiative.

From attracting top talent to retaining employees, offering wellness benefits is a win-win for everyone. To learn more about how you can support your employees’ mental health and wellness, check out our latest guide.

### Creating an Effective Workplace Communication Strategy

According to Mitel's Workplace Productivity Report, businesses lose $10,200 annually per employee on average due to ineffective communications. The same report also shows that 53 percent of all inefficient communications are due to management's lack of strategy and planning.

To combat thee communication mishaps and ensure that everyone in your company is on the same page, HR professionals should strive to create an effective workplace communication strategy.
Why is effective workplace communication important?
COVID-19 has shifted how companies operate. Suddenly, many employers had to provide their employees with remote and shift work opportunities. 
Effective workplace communication is undeniable, but it's even more valuable to remote and shift workers. In fact, approximately 82 percent of shift workers believe they would be more productive if their managers were more communicative and transparent. 
Structured workplace communication is not only vital to your team’s performance but also to your company's overall success. Having effective communication means that each employee understands their role and how their contributions impact the company as a whole. The key for any organization to be successful is by constantly aligning employees’ individual goals with company goals.
How to Establish Effective Workplace Communication
Effective workplace communication doesn’t just happen by accident. HR leaders must be proactive and take tangible steps to help improve internal communication within the organization. 
So, what exactly are these steps?
In case you’re not sure, we’ve got you covered.
1. Assess Current Workplace Communication
The first step in creating any effective communication strategy is to determine the current areas of weakness. Ask employees what they think can be improved via pulse surveys or feedback sessions. Use their feedback to understand the gaps in communication and then implement the necessary changes. Being an active listener for your employees is an essential part of effective communication.
2. Choose the Right Communication Tools
To keep communication channels open across your organization, all of your employees need to have access to the same tech stack. Decide which tools and technology you want to use on a company level. Are you using Asana for project management or Trello? What about storing documents? Are you using Google Drive or OneDrive? It shouldn't differ from team to team. Once you evaluate several communication tools, you can determine which would benefit your company the most.
3. Demonstrate Effective Communication Skills
Of course what you’re saying is important, but how you say it is, too. Demonstrate effective communication skills for the rest of your organization by always being clear, concise, and conscious of your tone of voice. Make eye contact with employees, listen carefully, and speak respectfully across all communication channels to model the right behavior for your team.
4. Provide Proper Training & Onboarding
One of the most common HR pitfalls is failing to realize the importance of onboarding in recruitment. It’s crucial for new hires to get a sense of your company’s structure, communication styles, and day-to-day activities. 
Without the proper training and introduction to your company, new hires will struggle to feel like part of the team, and it will take longer for them to become productive in their role. By providing comprehensive onboarding and training, employers can help combat turnover and increase retention.
5. Set Goals & Deadlines Upfront
Our next piece of advice is to set clear goals for your employees. They need to know what you expect of them, their project deadlines, and how you will measure their performance.
The goals and KPIs you set for your employees have to be realistic, attainable, and aligned with your company’s overall goals. For example, if a sales representative has a goal for sales each quarter, that goal should be based on the company’s overall goal for quarterly sales. Tying employees’ goals to organizational goals will help them understand how they directly contribute to your company’s success. 
6. Resolve Conflicts Openly & Transparently
Being a receptive leader creates an environment where employees are not afraid to share their concerns and questions. Giving employees access to C-level management is a great way to strengthen internal communication.
Practicing an open-door policy might be easier with employees in the office, but implementing this within remote teams can be challenging. To successfully manage conflicts among remote teams, schedule frequent one-on-one or team virtual meetings through Zoom or Microsoft Teams.
7. Simplify Cross-Department Communication
Many companies cannot function properly unless their employees collaborate cross-functionally. Often, departments such as sales, marketing, and design work closely together—especially in the tech industry. 
In order to be successful, you need to make sure teams across your organization communicate effectively. When different teams work together, encourage their managers to create cross-functional Slack channels and host meetings to not only collaborate but also get to know each other better.

### Your Employee Engagement Calendar

Company milestones, birthdays, work anniversaries, and fun holidays—there’s always something to celebrate at work. Who says HR can’t be the life of the party? We’ve put together an employee engagement calendar of some serious (and not so serious) holidays you can celebrate in your workplace.


Fun Calendar Ideas For Work
Shaking up the daily routine at the workplace can foster creativity, boost morale, and strengthen team bonds. Explore our fun calendar ideas for work and infuse some enthusiasm into the workweek.
January
Month-long celebrations: Mental Wellness Month, National Mentoring Month

1/4   - Trivia Day

 	Whip up some company trivia and see who knows your industry the best!

1/14   - Clean Off Your Desk Day

1/19 - Popcorn Day

1/22 - Hot Sauce Day

1/24 - Compliment Day

1/28 - Data Privacy Day

1/30 - Croissant Day

 	Cater breakfast for the office with this French pastry favorite.

February
Month-long celebrations: Black History Month, American Heart Month
2/5 - Chocolate Fondue Day & Chinese New Year

2/9 - Bagel and Lox Day

 	Carb lovers rejoice! Offering breakfast and bagels is a popular workplace perk.

2/11 - Clean Out Your Computer Day

2/14 - Valentine’s Day

2/17 - Random Act of Kindness Day

 	Encourage employees to help each other out and share their good deeds on your company feed or on social media with a hashtag.

2/24 - Tortilla Chip Day
March
Month-long celebrations: National Disabilities Month, Women’s History Month
3/1 - World Compliment Day & Employee Appreciation Day

 	Plan a company happy hour, give out awards, or host an open-mic all hands meeting so employees can thank their coworkers.

3/8 - International Women’s Day

 	Celebrate and honor women’s achievements by having a speaker and networking event.

3/14 - Pi Day

3/17 - St. Patrick’s Day

3/23 - Puppy Day

 	Partner with a local shelter to bring adoptable puppies into the office. Puppy playtime can brighten your employees days and a pup might even find its forever home.

3/25 - Waffle Day
April
Month-long celebrations: Financial Literacy Month, National Volunteer Month, Stress Awareness Month

4/1 - Fun at Work Day / April Fools

4/5 - Walk to Work Day

 	Lace up your sneakers and encourage your employees to hoof it to work!

4/9 - Be Kind to Lawyers Day

 	Hopefully, you’re kind to your lawyers every day, but here’s an excuse to give your legal team a little extra love!

4/12 - Grilled Cheese Day

4/14 - International Moment of Laughter Day

4/16 - Wear Pajamas to Work Day

4/20 - Look-Alike Day

 	They say imitation is the highest form of flattery. Encourage employees to dress up as a teammate or coworker.

4/24 - Administrative Professionals Day

4/25 - Take Our Daughters and Sons to Work Day
May
Month-long celebrations: Asian Pacific Heritage Month, Jewish American Heritage Month, Mental Health Awareness Month, National Bike Month
5/4 - The Kentucky Derby

5/5 - Cinco de Mayo

5/6 - National Nurses Day

5/17 - Pizza Party Day

 	Pick up a pie for the team and chow down!

June
Month-long celebrations: National Safety Month, LGBT Pride Month, National Caribbean American Heritage Month
6/3 - Leave the Office Early Day

6/7 - National Doughnut Day

6/19 - Juneteenth

 	Have a potluck lunch to celebrate freedom and equal rights in the United States.

6/14 - Bastille Day

6/21 - Take Your Dog to Work Day
July
7/1 - International Joke Day

7/4 - Independence Day

7/9 - Sugar Cookie Day

 	Forget the beach body and order up some tasty cookies for the office.

7/21 - Ice Cream Day

 	Cool off from the summer heat with a build-your-own sundae bar.

7/28 - Milk Chocolate Day
August
8/2 - ce Cream Sandwich Day & International Beer Day

8/31 - Eat Outside Day

 	Encourage your office to get some vitamin D by having a picnic outside if the weather permits!

September
Month-long celebrations: German American Heritage Month
9/3 to 9/7 - National Payroll Week 

 	Share fun payroll facts with your organization and teach them a thing or two about paychecks, withholding, and benefits.

9/10 - Swap Ideas Day

9/21 - National Clean Up Day

 	Organize a Saturday volunteering squad to help clean up a local park, trail, beach, or mountain.

9/16 - Guacamole Day

9/30 - Hot Mulled Cider Day
October
Month-long celebrations: German American Heritage Month (cont.), National Cyber Security Awareness Month, National Disability Employment Awareness Month, National Work and Family Month, Polish American Heritage Month
10/1 - International Coffee Day

10/4 - Taco Day & World Smile Day

10/5 - Card Making Day

 	Partner with a local children’s hospital to create fun cards for kids.

10/8 - Pierogi Day

10/16 - Boss’s Day

10/27 - American Beer Day

10/30 - Candy Corn Day

 	With Halloween right around the corner, celebrate the spooky holiday with a candy and dessert bar.

10/31 - Halloween
November
11/3 - Sandwich Day

11/11 - Veterans Day

11/12 - Happy Hour Day

11/13 - World Kindness Day

11/28 - Thanksgiving

 	Celebrate Thanksgiving with your work-family with an office potluck before the craziness of the holidays.

11/26 - Cake Day

11/30 - Computer Security Day
December
12/3 - Make a Gift Day

12/12 - Gingerbread House Day

12/20 - Sangria Day & Ugly Sweater Day

 	Encourage everyone to sport a chunky and funky holiday sweater and host a hot cocoa happy hour.

12/26 - Thank You Note Day



Unfortunately, work can’t be all parties. Sure, you know the date of National Donut Day off the top of your head, but do you know when your company’s Form 941 is due? Don’t worry, we’ve got you covered with our 2023 HR Calendar, so you’ll never miss a reporting deadline.

### Five Things Every CEO Should Do In Support Of HR

Throughout my career, I’ve had the pleasure of working with people leaders leading companies of all industries, sizes and geographies. While most of my efforts were related to the use of technologies in these organizations, I also learned a thing or two about what it takes to be a great people leader.

Ask any people leader, and I’ll bet that they’ll tell you that the past 18 months have challenged them in unimaginable ways. While that’s probably true for all of us, we’ve asked these folks to do yeoman’s work through the pandemic. 

As a CEO myself, I’ve also reflected on how vitally important it is for us to support our people teams. With that said, here’s my take on five ways that every CEO needs to support their people leadership team in a post-pandemic world: 

Know When To Take The Lead
I’ve talked to many people leaders who have scars from trying to lead in the absence of support from the CEO. It’s not the job of human resources (HR) to make the case for when and how employees work in the office vs. at home. The people leader should be the eyes and ears of the culture within the organization and prompt the CEO to take action (when sometimes he or she doesn’t see it directly). 
I’ve seen too many blog posts, Facebook comments and Tweets suggesting that CEOs think they can delegate this work to HR — you can’t, and you shouldn’t. The hardest part of this work belongs to the CEO, and in this, we need to resist the temptation to delegate. If you can’t figure out why you can’t stop yourself, you might want to consider finding a coach to help you through it.
Advocate For Digitalization
Your competitors recognized the need to leverage technology during the pandemic; it exposed all of the flaws in workplace operations, and in many cases, presented real opportunities. If you continue to resist the need to have a clear technology strategy and the support your people operations team needs to deliver it, you’ll be left behind. Employers of choice will have technology that supports the culture, enhances the employee experience and gives HR the opportunity to scale the business as it grows.
Adapt And Change
A strong people team will help you identify how, when and where leadership approaches need to respond to changing dynamics in the workplace. There was never a time when openness to change was more necessary or important for a CEO in the support of people and culture initiatives. When your HR team approaches you about how the business needs to evolve in a post-pandemic world, listen more and speak less.
None of us know what the world of work will look like in a year. It might go back to something looking like 2019, but my bet is that in some fundamental ways, it has changed forever. If you’re the person who likes things the way they’ve always been, wake up. Your cheese has been moved, and you’d best chase it.
Make Your People Leader A Trusted Advisor
Make sure you have the right person in this seat. There needs to be deep trust, alignment of philosophy and shared values. When the two are in sync, delegation from the CEO can be effective, and you can challenge one another on who should be “on first.” A trusted advisor has the potential to expand your leadership capacity, reinforce cultural values and advance your efforts to be an employer of choice. Don’t settle for less.
Recognize The Effort
Most importantly, take a moment and recognize the folks who have supported you in HR over the past 18 months. Many of them have balanced the enormous stresses of the job with their own lives (and no one has had it easy at home during the pandemic).
Ask yourself how these people like to be recognized, and choose an approach that will thrill and delight them! I’ve talked to way too many HR leaders in the past six months who are overworked, overstressed and under-recognized. Make sure you’re doing your part.






This article was originally published in Forbes. 

### How Telehealth Benefits Employees

As COVID-19 continues to affect the lives of millions of people worldwide, many businesses have recognized the importance of prioritizing the mental and physical health of their employees. 
One of the many ways companies are doing so is by rethinking their benefits offerings. Over the past year, more businesses are offering their employees telehealth services than ever before.

What is Telehealth?
Also known as e-medicine or telemedicine, telehealth services give employees access to virtual healthcare services. Telehealth enables employees to call or video chat with a doctor who can diagnose symptoms and prescribe treatment—all over the phone.
As companies transition into hybrid workplaces, how can telehealth benefit employees and prepare them for a healthy return to the office?
Let’s take a closer look.
Improved Access to Healthcare
Prior to telehealth, employees who lived in isolated or rural areas had very few options for healthcare providers. In emergencies, those who required immediate care often faced serious consequences due to the lack of convenient and accessible healthcare services.
Telehealth enables all of your employees to receive the healthcare services they need right at their fingertips—regardless of where they’re located.
Safety & Social Distancing
Since COVID-19 is still spreading, employees can benefit from telehealth services because it enables them to stay socially distant. This can drastically reduce the risk of COVID-19 exposure, as they will not be in close proximity to healthcare workers or other patients.
Knowing they can rely on easy access to healthcare and feel safe interacting with their provider also helps reduce employee stress and gives them a sense of security.
Convenience
By using telehealth, employees can receive immediate medical assistance without having to wait hours or days to see a doctor. Most employees will be able to speak to their doctor in just a few minutes—which is a stark contrast from the conventional in-office wait time. 
With healthcare readily available 24/7 through mobile apps or online channels, employees can save on time and resources. Not having to drive, take time off work, or spend money to commute to their in-person appointments allows for more flexibility and convenience.
Reduced Healthcare Costs 
Since there is no physical office space required for treating the patient, the costs associated with virtual care are lower. Decreased insurance costs means your employees will not have to worry about expensive deductions, co-pays, and other related in-office expenses. 


The right employee benefits plans can help your company attract and retain top talent in the industry, especially during this pandemic. To learn more about how benefits can impact your employee behavior, check out Benefit Systems: How Rewards Affect Employee Behavior.

### What's the Deal with HR App Integrations, Anyhow?

For years, the HR function was seen as purely an administrative center—where employees got their weirdly specific tax forms or handed in PTO requests (karaoke cruises for everyone!). But the growth of HR tech has done much to transform HR into a strategic business partner. Now, business leaders look to HR leaders to answer critical questions:



How will we win the ongoing war for talent?
What do we need to do to keep our employees engaged?
Our best employees keep getting poached. What do we need to do to keep and grow them here?


HR business partners have the unique ability to deliver on these initiatives except when administrative work gets in the way. Updating benefits plans, filing taxes, tracking PTO: all of these tasks can be automated so HR can focus on strategically managing talent. The savviest HR professionals no longer do administrative work. Rather, the best rely on integrating HR apps with other business apps to automate workflows.

The Role of App Integration in HR
There’s that word again: integration. What does app integration mean to you? Think of it this way: HR apps sometimes live in a silo. For example, an app like Jobvite is a perfect recruiting app for building a candidate pool, but your valuable time is wasted—and the risk of errors increases—if data is manually inputted into an HRIS after an employee is hired. That’s why Namely integrates with them—so the information is already right there. Apps focused on accounting, timesheets, project management, and expenses also rely on HR information. Integrating HR records to other apps, securely, can eliminate repetitive, manual tasks HR leaders often face. It’s HR tech… on steroids.

Not only that, there are companies that even make it easier for apps to integrate. Workato, a Namely partner, is one such company. With its DIY platform, app users—like those on Namely, for example—can automate how two applications communicate by setting up custom triggers and actions. For example, you can automatically pull information into an employee profile from another app and fully customize the data exchange. Both applications will sync in real-time, and the data stays accurate. For all you HR data geeks out there (and we know there are a few!), Workato is a tool that makes integrations easy and fun.
 
Why It’s So Valuable
Time spent on repetitive tasks is not inconsequential. In ServiceNow’s “State of Work” report, it was reported that managers spend approximately 2 days per week just on administrative tasks, a value of approximately $575B annually in the United States. Furthermore, 69% of HR managers reported that the onboarding process is “time-consuming,” with 49% saying it is “frustrating.” And that’s only onboarding! Manual handling of administrative tasks can lead to errors such as payroll discrepancies, unpaid invoices, or, worse, bad business decisions based on faulty data. Failing to integrate data definitely comes with a price tag.

Unlocking HR’s Value
The value of newly freed-up time can be measured in how people actually use it. Operational efficiency is great but, for many HR leaders, less time spent on administrative tasks means more time to focus on why they got into this field to begin with—to work with great people. Identifying potential rockstars for the company, recruiting them, supporting their personal and professional growth, future-proofing an organization’s labor needs... these are the moments that HR leaders truly derive meaning in. It’s never about stopping the work of HR altogether. It’s about using HR technology to make your day-to-day the most meaningful it can be.

For more information on Namely’s app integrations, check out the Namely Integrations page.

And for more on how Workato makes app integrations even easier, visit the Workato blog.

### Host a Virtual Job Fair & Attract the Right Candidates

Recruiters are constantly on the lookout for new talent that will add value to their organizations. There are many methods recruiters use to try to attract top talent, but one of the best ways to meet potential candidates face-to-face is at job fairs.

However, given the pandemic, in-person job fairs have been put on hold. But does that mean job fairs are a thing of the past? Not quite.
Instead of traditional job fairs, companies are shifting towards virtual ones. Also referred to as digital recruitment events, virtual job fairs are the perfect opportunity for job seekers to connect and network with potential employers from anywhere.
Since the entire event takes place online, job seekers from across the world can attend. For many companies, this enables them to reach a geographically and culturally diverse pool of candidates. Online job fairs are also more cost-effective for companies to host than physical ones.
While virtual job fairs sound like a no-brainer in this new remote world, they can be unsuccessful if not organized correctly. To help you attract the right candidates and host a seamless event, here are 5 steps you should take:
1. Create an action plan
Like any other event, virtual job fairs require strategic planning. Start by asking yourself the following questions:

How many open roles do you currently have?
How many attendees will you be expecting?
When are you looking to host the job fair?
Will you be partnering with any other companies? 
How many internal employees will you need to involve?
Do you want any sponsors? 

After listing the resources you’ll need, set a budget with a breakdown of costs. Then clearly explain each employee’s role and plan a timeline so that everyone is on the same page. This will make the execution phase much more efficient.
2. Select the right hosting platform
Before moving forward, you’ll need to decide which hosting platform to use for the event. There are a variety of online meeting tools out there, like Zoom, Google Meet, or Microsoft Teams. Some platforms, like Handshake, are specifically designed to host virtual job fairs.
Many hosting platforms offer interactive tools like chat rooms and live streams. Some may even have other job fair features, like places for candidates to upload their resumes and cover letters. By doing your research and evaluating different tools, you can determine what platform is the best fit for you.
3. Create attractive digital booths
Similar to physical job fairs, virtual ones can have booths that enable attendees to interact with your employees and learn more about your company.
The look of your virtual booths depends greatly on the hosting platform you choose and the capabilities it has. To showcase your company culture, you could use your booth to upload employee testimonial videos, virtual office tours, and photos of your employees at company outings.
Ideally, booths that are visually pleasing and easy to navigate are more likely to attract candidates and motivate them to explore your company further.
4. Market through the right channels
Having a solid marketing strategy for your virtual job fair can help you attract the right candidates. Consider advertising the event on social media, your company blog, email newsletters, paid advertisements, and high-traffic job portals. If you’re looking to hire recent graduates, partner with colleges and ask them to promote your job fair on their bulletins and websites.
5. Interact with candidates
To keep attendees engaged from the start, it’s important to communicate with them leading up to the job fair. As soon as candidates register for the event, reach out to them and send them preparation tips. Ask them what open positions they’re interested in and consider connecting candidates who stand out to hiring managers prior to the event.
You should also follow up with your candidates right after the event. Send them thank you emails for attending and ask for feedback on their overall experience. This will help you understand where you can improve so that you can host even more successful virtual job fairs in the future.

Even in a post-COVID world, companies will continue to host virtual job fairs and recruit candidates online. Check out our recent blog post to learn how else you can kick off your online recruitment process.

### 7 Tips for Building Employer Branding

Employer branding is a great way to gain a competitive edge in the job market and position your organization to attract top talent. In fact, 80 percent of talent acquisition managers believe that established employer branding boosts their chances of hiring truly great talent.

So what exactly is employer branding? 
Think of employer branding as the way people perceive your company as a place to work, including what you stand for. When thinking of your brand perception, consider the following questions: 

Do your employees connect with your company’s mission and core values? 
Do they appear stressed and burned out, or are they engaged and motivated?
Would they recommend working at your company to others?

Of course marketing efforts help convey your employer brand, but your employees and company culture are actually what cultivate it.
Why should companies focus on thier brand? 
Increase the Number of Applicants 
Having a good employer reputation helps companies win over more candidates. In fact, 84 percent of candidates choose whether to apply to jobs solely based on companies’ employer branding. Since the more applicants you receive for each job posting, the more choice you have over the talent pool, employers should be striving to attract as many candidates as possible during the current talent shortage.
Reduce Cost Per Hire
According to The Harvard Business Review, a bad employer reputation could result in a 10,9 percent increase in hiring costs. On the flip side, when brands have positive reputations, companies will spend less money and resources on advertising jobs. 
Help Candidates Make Well-Informed Decisions 
If candidates get a glimpse into a company and its culture, they are more likely to understand whether it’s a good fit for their lifestyle and values. This will not only help them make well-informed decisions, but will also save both candidates and recruiters time if it isn’t a good fit.
Boost Company Revenue 
Great employer branding doesn’t just impact hiring; it impacts companies’ sales as well. In fact, companies that focus on building their employer brand have noticed a 7,9 percent increase in their market value. Conversely, 64 percent of consumers stop buying from companies with bad employer branding.
7 Tips for Building Your Employer Brand
So we’ve covered the benefits of employer branding, but how can you actually build a positive brand that attracts and retains talented employees? 
Here are some actionable tips:
1. Develop an Employer Branding Strategy 
The first step to developing a brand is creating a positive experience for your current employees. From entry level positions to company executives, employees across the organization should be involved in this process.
2. Have Someone Dedicated to Building Your Brand
Recruiters have their hands full with endless applications and interviews—which is why it can be helpful to have another person on your HR team dedicated to building your brand. If you have a budget, consider hiring a person who will take employer brand marketing into their own hands.
3. Respect Reviews & Feedback
Receiving positive feedback on Glassdoor or other employer review sites is great, but acknowledging negative reviews is even more important. If valid, these reviews can help you understand where your hiring process or employee experience needs improvement.
Did you know 7 out of 10 people change their opinion about the employer after the company has responded to a review? Use responding as a tool for demonstrating you understand their perspective and are taking their feedback into account.
4. Revamp Your Careers Page
There is so much more that you can include on a careers page than just open positions. Consider adding photos of your employees, company awards, blurbs about your company culture, and benefits that you offer. Revamping your careers page will help portray your employer brand and give candidates an inside look at your company.
5. Enhance Email Communication
It can be difficult to reply to every single application, but technical hiring platforms help automate that process. Through these platforms, you can automatically send emails to candidates once you receive their applications, schedule interviews, and send offer and rejection letters. You can also email materials or a company newsletter to keep applicants motivated and engaged, while creating a good impression.
6. Motivate Employees to Share Their Experiences
Employee testimonials can make or break your employer brand. If employees enjoy working at your company, their advocacy will come naturally. Strive to create an environment where employees are eager to share their work experiences on their own.
7. Check Employee Net Promoter Score
If you are struggling to get employees to share their experiences, consider taking a closer look at your employee NPS (Net Promoter Score). Implement employee pulse surveys on a recurring basis to better understand employee satisfaction levels and what changes need to be made internally. This is key to ensuring your employees are spreading a positive message about your organization and will also help you retain them.

Employee satisfaction is an essential part of building a stellar brand. To learn more about improving employee satisfaction, check out 4 Surprisingly Effective Ways To Grow Employee Job Satisfaction.

### How to Turn Around Underperforming Employees

There’s no avoiding it—if you lead a team, sooner or later you will need to deal with an underperforming employee. To be an effective manager, it’s critical to learn how to address these situations in a professional, fair, and diplomatic manner. 

In this post, we’ll examine how to approach these uncomfortable moments and manage them in a way that minimizes stress for you, the person concerned, and your wider team. 
Let’s take a closer look at how to turn around underperforming employees.
Take Responsibility
Far too many incidents of poor performance are made worse by managers avoiding conflict and confrontation. 
As the leader of your team, it’s your responsibility to deal with any issues that arise. It can be frustrating and demotivating for other team members if they don’t see you stepping up. 
However, if you handle the situation with ownership, the underperforming employee may actually be waiting for an opportunity to clear the air and share what’s affecting their work performance.
Understand the Root of the Problem 
It’s important to understand that there are many possible reasons for poor performance. Consider the following scenarios: 


The employee may be experiencing personal problems outside of work, including physical or mental health issues.


The employee may be unhappy in the job, due to unmet expectations or conflict with other team members.


The employee may not have been given the training or instruction needed to complete their work to the required standard.


Above, we’ve concentrated on examples where the employee may not be culpable. However, poor performance can simply be due to the employee lacking focus or not putting in enough effort.   
When this is the case, be sure to have an open discussion to ascertain what is going on. It’s important to treat the employee as a person and not a mere cog in the company machine. 
Be Honest
When you raise the issue to the employee, be sure to concentrate on the problem and NOT the person. Be specific about why you’re having the discussion, what area of performance is falling short, and what kind of improvement you want to see. 
There’s no reason to turn this into a confrontational argument. The reality is that plenty of good and successful employees need guidance to reach their potential. 
To keep things friendly, use an ice breaker like sharing an example of something you had to improve in the past. Perhaps say something like “I struggled a lot to get that done on time in the early days, but it helped to do X, Y, and Z.” 
Often there are several informal discussions before a formal process begins, but honesty is always key. It’s probably unwise to include a threat of formal action as part of an initial discussion, although every situation is different.
Welcome Feedback
It’s important to have a two-way discussion when discussing poor performance. Ask for feedback on what you’re saying and listen openly for the employee’s take on the situation.
There are always two sides to these stories, so you must be prepared to hear new information. It’s possible that this information could change the situation, if the employee reveals mitigating circumstances or factors you were unaware of.
For example, they could reveal a conflict with another team member or a significant personal problem. You will need to “think on your feet,” or even adjourn to consider the most appropriate next steps. The two-way discussion will also reveal how straightforward it will be to work with the person to resolve the issues.
Create an Improvement Plan
End each discussion with a clear set of measurable goals and a firm agreement on when they will be reviewed. 
Be sure to involve the employee on decisions to move the situation forward. Asking them for ideas on improving their performance ensures they feel heard and truly involved in the process. You can also discuss whether what you’re asking for is feasible. 
At this point, it may be necessary to define where you are in terms of the formal process—there should always be some documentation of the meeting.
As a manager, it’s crucial to follow up exactly as discussed. If you’ve agreed to spend time providing extra guidance to help improve the employee’s performance, you must deliver on your promise.
Reward Positive Changes
Managers should also make a point of monitoring, noticing, and praising improvements to performance.
For example, if the employee shows improvement and works hard on their next assignment, make sure you tell them that you noticed. Give them public recognition at a team meeting, company all-hands, or via email. 

It’s important to dispel the myth that managers can avoid staff performance problems by simply hiring the “right” people. Not only is doing so one of the biggest challenges for small business owners, but people and their circumstances can also change. 
The good news is that when handled correctly, these conflicts can present opportunities for honest dialogue and stronger team relationships in the future. 
To learn more about conflict management in the workplace, check out How to Manage Conflict in Remote Teams Effectively.

### The Importance of Recognizing Juneteenth

On June 19th, millions of people across the nation come together to recognize Juneteenth. In light of the recent racial and social injustices confronting our communities, more companies will be emphasizing the importance of Juneteenth this year than ever before.

So what exactly is Juneteenth, and how can your company recognize it?
In case you’re not sure, we’ve got you covered.
What is Juneteenth?
In 1863, President Lincoln declared the Emancipation Proclamation. However, this news didn’t spread to Texas until two years later. On June 19th, 1865, Union soldiers arrived in Galveston, Texas to announce that slavery had been abolished. This day would become a holiday to commemorate the end of legal slavery in the United States—Juneteenth.
How can companies recognize it?
Whether employees are working remotely or in the office, it’s crucial that companies recognize Juneteenth. Here are 3 ways you can observe it this year:
Declare a Company Holiday
In observance of Juneteenth, many companies have declared it an official company holiday. Doing so emphasizes the importance of observing it in the workplace. Since Juneteenth is on a Saturday this year, many companies have given their employees off on Friday, June 18th.
Conduct Informative Sessions
To recognize Juneteenth, companies should provide their employees with educational opportunities. By hosting informative sessions and sharing resources, you can help your employees learn more about Juneteenth and its significance. Consider inviting a guest speaker or allowing employees to reflect on the meaning behind the holiday in an open forum or break out groups.
Prioritize DE&I Every Day
For many organizations, the past year has been a time of reflection and change—one in which they’ve taken a stance with communities of color and expanded diversity, equity, and inclusion initiatives. 
Leaders are aligning their mission with DE&I programs to reflect their commitment to antiracism and social progress. Recognizing Juneteenth is an important way to show employees you care about honoring that commitment and understand the historical and cultural significance of the day—but your support shouldn’t stop there. Supporting and advocating for your employees of color should be a priority all year long. 
From recruiting to performance management, it’s critical to incorporate DE&I practices into all aspects of the workplace. Establish Employee Resource Groups (ERGs), ensure your managers receive unconscious bias training, and encourage employee activism across your organization.

To learn more about HR’s role in diversity, equity, and inclusion, check out our latest guide.

### 5 Common Mistakes Made While Handling Workplace Discrimination

As the department responsible for people management, HR is much like a bridge connecting employees and their organization. From recruitment and compensation to benefits and everything in between, the HR department must maintain a safe environment for employees and uphold peace in the workplace—especially when disputes and concerns arise.



Among the most common conflicts that HR professionals deal with, workplace discrimination can be one of the most challenging. Even the most sensible managers or HR practitioners may feel vulnerable or make mistakes when faced with handling discrimination at work.

So how can you protect your employees and ensure that you’re responding appropriately to workplace complaints on harassment, bullying, and discrimination?

Here are 5 common mistakes to look out for when handling workplace discrimination:
1. Hesitation in Policy Implementation
If HR hesitates to implement anti-harassment or anti-bullying policies, it sends the message that employers are not actively addressing discrimination or harassment complaints. There might be managers within the organization who warn their subordinates about filing discrimination complaints. If left undiscovered, this can cause serious damage to a bullied worker’s psyche, threatening their psychological safety. This kind of situation can also damage the organization as a whole if left unchecked.

It takes a lot of courage from victims to take the first steps in filing a complaint. In many cases, employees start complaining only after great damage has been done. This is especially common in companies that lack policy implementation on workplace discrimination.
2. Not Responding Immediately
Many cases of workplace bullying are unreported—a slow response from HR can exacerbate this and result in serious repercussions. Bullying may get worse and negatively impact employee morale.

If the employee asking for help feels like they are not being heard, they can easily assume their employer does not value their safety and wellbeing. This could even lead to retaliatory action from employees where external forces may become involved, like law enforcement. HR should be quick to respond to complaints as soon as it’s on their radar.
3. Overly Complicated Reporting Systems
Some HR departments are guilty of overcomplicating steps required to file a complaint or using reporting systems that make the process more difficult. Avoid overly complex forms or redundant, unnecessary steps by having a user-friendly reporting system. Keeping it simple is the key to getting at the root of the problem in the quickest way possible.
4. Not Taking Complaints Seriously
Workplace bullies are often extremely clever and calculated. They have an arsenal of manipulative tactics that conceal their negative behavior. HR may be skeptical when, for example, one of their employees complains about being a victim of religious discrimination or age discrimination from a manager who is highly efficient at their job.

No matter how far off a claim may seem to be, each complaint HR receives must be dealt with seriously and effectively. HR should reassure employees that their goal is to provide every worker with a safe and healthy working environment. This encourages employees to voice any discrimination concerns they may feel uncomfortable speaking up about.
5. Fixating on Legal Liability
While employers must take steps to meet their legal obligations so that worker complaints are proactively addressed, the best approach in these matters is to lead with objectivity and compassion.

When HR or management focuses too much on eliminating legal responsibility, they can lose sight of the problems that need to be addressed within the organization. This kind of mindset is not only harmful to victims and employee morale, but also hinders progress for the company.
How to Handle Workplace Discrimination
Effective handling of workplace discrimination, harassment, and bullying require having optimized policies and procedures to deal with complaints when they come up. Managers must be thoroughly educated and trained so that they know how to properly respond to any complaints they receive from employees.

Employees should also receive comprehensive training to understand the definitions of workplace bullying or harassment, and how to respond accordingly. This training enables employees to identify issues and report them immediately before things get worse. Training programs should promote behavioral change that is anchored on mutual respect, personal accountability, and resilience.



Want to learn more about managing workplace conflict? Check out our blog post, How to Manage Conflict in Remote Teams Effectively.

### 5 Tips to Implement Summer Work Schedules

It’s that time of year—the sun stays up past 6 PM, flowers are in bloom, and spring fever has started to spread through the office. It won’t be long before summer is in full swing. Not surprisingly, many businesses tend to slow in the summer months, as employees cash in on vacation days and spend more time with friends and family.

However, a study by Project: Time Off revealed that over half of Americans surveyed did not use all of their vacation time last year. This indicates that employees leaving unused vacation time on the table could use more encouragement or incentive to take time off.
With work-life balance top of mind for many employees, summer scheduling is becoming an increasingly popular benefit. But, how does work get done when employees go home early? When done right, reducing business hours during the summer months can boost workplace engagement and incentivize employees to accomplish more during the workweek.
If you’re considering introducing new summer work hours, these tips will help you implement a policy that benefits the entire company:
  
1. Define Summer Work Hours
A reduced summer schedule can take many forms. Between Memorial Day and Labor Day, many companies give employees Friday afternoon off, starting at 1 p.m. Others give employees Fridays off entirely, but only every other week. If your office needs full-time coverage, you could consider offering reduced flex-hours, allowing employees to take one half day weekly, on any day of the week. Then teams can coordinate with managers to make sure there is always someone around. The specific needs of your company will determine the the best summer work hour policy to implement.


2. Work Closely with Leadership
The best way to ensure that a summer schedule benefits everyone at the company is to start with leadership buy-in. Make sure that the leadership team is comfortable with the schedule you propose. Be prepared to explain what positive impact a reduced summer hours policy might have on productivity and morale. With the leadership team on board, it is much easier to define policy logistics and create excitement around the policy internally.


3. Clearly Communicate the New Policy
Once you establish the details of the policy, it is important to make sure that all employees are aware of the benefits—and restrictions. Be sure to share important logistics, like the dates during which the policy is effective, expectations for productivity despite reduced work hours, and exactly how employees’ individual schedules will change.
So how can you communicate your summer hours policy effectively? A few suggestions:..

Send an office-wide email
Ask managers to explain expectations in team meetings
Promote work hours with signage throughout the office
Add to your employee handbook
Post it to the Namely feed

 
4. Monitor and Adjust
When rolling out a new policy, let employees know the guidelines are subject to change over time. Especially when starting out, make sure there’s plenty of room to monitor and make adjustments to the policy as you see fit. For example, if you start with a ubiquitous “Summer Fridays” policy, but notice that areas of the company need more coverage during that time, you might consider moving to a more flexible “one half-day a week” policy that better aligns with the demands of the business.
 
5. Encourage Employee Participation
Employees often have a hard time pulling themselves away from their desk, so it can be difficult to ensure that everyone takes advantage of these types of policies. In fact, 61 percent of employees felt they would look replaceable if they took too many vacation days, according to the Project Time Off. This is where managers come in. They can be a huge help in normalizing reduced summer hours across the office, especially when they set an example for their teams by leaving the office early themselves.



Introducing a reduced seasonal schedule is a great way to combat the summer lull that so often decreases productivity and motivation. Employees will want to get more work done during the week so that they can enjoy their long weekends. They may also take less time off during those months if they have regular long weekends. Most importantly, this can be an easy way to boost morale and engagement across the company.

### 6 Ways to Create a Psychologically Safe Workplace

Psychological safety is the belief that you won’t be punished for making a mistake—which inspires positive emotions like trust, creativity, curiosity, and confidence.

Employees who feel psychologically safe are more likely to offer new ideas, ask questions, and admit mistakes because they’re confident that their colleagues will not punish or embarrass them. Many companies emphasize the significance of psychological safety, along with workplace culture and employee experience, to establish effective ways of working together.
Since it may seem ambiguous and overwhelming, psychological safety can be challenging to tackle in the workplace. Still, leaders must strategize ways to strengthen their approach and make it beneficial for everyone at the organization. 
Here are six ways you can develop psychological safety in the workplace:
Break the Golden Rule
To establish psychological safety, companies must implement the opposite of the Golden Rule (treating others how you’d want to be treated). By asking coworkers what they (not you) prefer when it comes to communication style and feedback, employees can treat one another the way each individual wants to be treated. In order to manage a team effectively, leaders should also operate with each employees’ preferences in mind.
Encourage Creativity & Curiosity
Companies should build a culture that actively embraces creativity and curiosity. Nurturing this kind of workplace can make employees think outside the box and feel more agile, present, and adaptive. By promoting an environment of inquiry and innovation, employees will be more likely to ask questions, share ideas, and communicate better with one another.
Support Healthy Disagreement
Psychological safety relies on the proper management of interpersonal risks. Since conflict management can be incredibly risky, corporations should aim to create safe spaces to encourage healthy discord when issues arise. 
Help your employees learn to ask questions in a specific way, which can cultivate respect and mutual support amongst your team. Be sure to focus on developing empathy within your organizational culture, and allow this to guide any difficult conversations.
Empower Employees to Give Feedback
Restricting employee behavior and communication can be detrimental to psychological safety. While there are limits to internal communication, it’s possible to overcome them by establishing thoughtful alternatives, such as leadership encouragement around conversation and implementing multiple channels of feedback. 
To promote a culture of learning and success, upward communication is necessary for employees of all levels to provide feedback on day-to-day operations. Managers can ask for feedback in one-on-one meetings, team settings, or surveys. This challenges the norms, identifies opportunities or problem scenarios, and offers ideas for improvement.
Earn & Give Trust
Maintaining a workplace that promotes mutual respect is essential to psychological safety. Employees will not have a sense of security if there is a lack of faith in company leaders and their decisions.  
Embodying your company’s values, openly discussing situations with employees, and creating a circle of safety are effective ways to develop trust. It’s also critical for leaders to set the example of acceptance and inclusivity at the workplace. This may include using inclusive language and behavior within the organization and recognizing employees who model that behavior. 
Employees who trust their company leaders and feel emotionally secure are more innovative, productive, and engaged. Since they feel protected in the workplace, these employees can focus their time and energy on collaboration, improving communication, and maximizing their capabilities.
Demonstrate Engagement
If employees think that their managers don’t value their opinions, they will disengage and potentially even leave the company. In order to help employees feel psychologically safe, leaders need to demonstrate engagement and carefully listen to their employees. 
To make employees feel even more heard, managers should also give them their undivided attention during meetings. By making eye contact, avoiding looking at their phones, and shutting their laptops, managers can show employees that they genuinely care about what they’re presenting and give them a sense of security.


Developing psychological safety at your company not only keeps employees motivated and engaged, but also helps retain them. Want to learn more about workplace safety? Check out our blog post Key Practices to Keep the Workplace Safe.

### Does Ageism in Tech Really Exist?

While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

Age, and how it impacts the way a worker is treated, is not a veiled issue within the tech industry. In recent years, a flurry of stories have surfaced about experienced tech workers being laid off and replaced by younger employees, or older employees remaining unemployed for unfairly long periods.
Situational ageism—prejudice or discrimination on the basis of a person’s age—undoubtedly exists in the tech industry. But is it happening on a widespread, systemic level in the tech industry? The Visier Insights™ Report: The Truth About Ageism in the Tech Industry found that—when it comes to hiring—it is. But we also uncovered an interesting paradox. When measured in terms of performance, older workers are more valued in tech than in non-tech.
 
The Truth About Ageism in Tech
Using the Visier Insights database (an aggregation of anonymized and standardized workforce databases that for this report included 330,000 employees from 43 large US enterprises—a subset of Visier’s customers), we were able to examine the role of age in the workforce like never before.
Our research found that experience and maturity are more valued in tech than in non-tech industries. We call this the Tech Sage Age. A unique finding to the tech industry, the Tech Sage Age occurs from age 40 onwards, with non-manager workers increasingly likely to receive a Top Performer rating as they age, mature, and gain experience, compared to non-tech workers.
The Tech Sage Age reflects the higher value older workers bring to tech organizations and suggests that maturity and experience are more important drivers of high performance in tech than in non-tech industries.

Yet, despite our Tech Sage Age finding, there is systemic ageism in tech hiring practices: Tech hires a higher proportion of younger workers and a smaller proportion of older workers than non-tech.
Despite receiving more Top Performer ratings as they age than their non-tech counterparts, Gen Xers in tech are being hired 33 percent less (and Baby Boomers 60 percent less) than their workforce representation, while Millennials in tech are being hired almost a whopping 50 percent more than their workforce representation. In notable contrast, in non-tech, Gen Xers are being hired only 22 percent less than their workforce representation. Simply put, a Gen Xer has a significantly lower chance of being hired in tech. For Baby Boomers, the chances of being hired in tech and non-tech are the same. 

What Businesses Can Do
There are a number of important steps employers can take to ensure they root out the risk of ageism in their workforce, and acquire the best and brightest talent available, regardless of age:

Review your workforce data to understand the current state of age equity within your organizations to find any signs of potential bias in hiring, promotions, salary levels, turnover, and performance ratings. 
Set objectives and develop a plan with manageable steps (and a way to monitor your progress) that will help your organization achieve an inclusive work environment. 
Keep in mind that, as with ethnic and gender equity, age equity is a cultural issue. If pockets of ageism exist within your organization, you will need to devise plans to address them not only via better HR practice and policy rollouts, but through culture change. 
Consider implementing a version of the Rooney Rule for age, specifically for teams or roles where the workforce is less diverse in age: for every position you have open to fill, consider one or more older candidates (or candidates that will help create a more diverse team, in general). 
Develop hiring practices that reduce the potential for intentional or unintentional bias in the screening out of older applicants. 
Develop hiring practices that specifically do not screen out candidates based on the length of their unemployment. While this report focused on systemic ageism, many individual stories suggest older unemployed workers struggle to get hired, and studies indicate recruiters screen out candidates that have been unemployed for longer periods of time.

### Three Great Ways to Support Working Mothers in the Workplace

The effects of the COVID-19 pandemic on women in the workplace have been widely reported:


While women are 47 percent of the U.S. labor force, they accounted for 54 percent of initial Coronavirus-related job losses and still make up 49 percent of them, according to McKinsey & Co. 
One in four women are considering downshifting their careers or leaving the workforce because of the impact of COVID-19. 

Mothers with young children have chosen to reduce their work hours in increments four to five times greater than the reductions arranged by fathers.
Burnout is on the rise, childcare has never been more complex, and the amount of juggling working parents face is often overwhelming.
We took a closer look at how Namely clients are dealing with this problem and consulted with a clinical psychologist for some insight. The result? Three great ways to support women (especially working mothers) every organization should consider.
Critically Evaluate Cultural Policies
The implementation (or continuation) of cultural policies that not only support, but uplift, women and parents in the workplace was a common factor among Namely clients who have fared well during the pandemic. 
“There are certain things that can be done within an organization’s culture that have been hugely impactful. For instance, encouraging kids to play in the background or hug their parents during a call demonstrates understanding and inclusivity of parents,” explained Amy Michael Racanello, Clinical Neuropsychologist, MSEd, PhD. “If individuals within an HR or leadership role are able to and willing to demonstrate flexibility, there’s support and value in that.” 
Clearly defining and supporting these policies can help employees feel safe, ultimately leading them to be more connected to their company and more productive with their work.
“You definitely want to create that space and let employees know that this is a safe environment and they can come to you,” said Sara Grant, one of Namely’s resident benefits experts. “I like to proactively share what we have available at Namely so they know what resources we have available to help them during this time.”
Shatter Traditional Views of Where and How People Work
Around three-in-ten Americans (28 percent) believe that having the flexibility to choose when they work is or would be the most helpful benefit to them personally. However, only 57 percent of organizations actually offer this kind of flexwork as a written benefit. 
“We recognize that childcare responsibilities can many times fall heavier on our employees who are mothers,” said Jody Maxwell, Director of Human Capital at Ginn Group. “We offer as much flexibility as possible, as well as, local community resources and learning opportunities to help ease some of the added stress that quarantine has created for their families.” 
“Generally, if you can put in policies to support both men and women and their ability to take time off, that can take some of the responsibilities and burden off of the women being the traditional person having to leave the workplace,” explained Amy Roy, Chief People Officer at Namely. 
You need to make it clear to your employees that flexibility is available and can ease the stress of such a difficult time — and make sure your leaders set the example!
Re-Evaluate Your Benefits Programs
We’re in unprecedented times, and that calls for a fresh view of the benefits your employees need to thrive in 2021. 
“As an employer, it’s become incumbent on you to keep your employees in a good space from a mental health perspective, so that when they’re working they know that they’re cared for and supported,” said Vin DiDonna National Practice Lead, Benefits Consulting at Namely. “You become an employer of choice. 
Based on our research of programs among Namely clients, here are three programs that deserve your consideration:
1. Childcare 
Namely client ScienceLogic saw the need to enhance child care benefits and stepped in to help their working parents.
“School closures and shifts to virtual learning environments have created a challenge for our working parents, so we implemented a company-sponsored 1-year-free membership for our employees to access UrbanSitter, a platform with reliable and flexible child, pet, and elder care solutions with background checked providers,” explained Maria Waihrich, Director of Employee Experience at ScienceLogic. “To this day, women often carry most of the load of home responsibilities (including childcare) in addition to their careers, so this perk has given our employees the option to safely get help during a time they truly need the most.”
2. Employee Assistance Programs
"Our focus has continued to be on supporting our diverse workforce's physical health, mental health, and professional development as we navigate these challenging times together,” said Kelly Gliatta, VP of Talent at WorkWave. “For example, we've launched a new employee assistance program that provides our employees and everyone in their household with free access to trained counselors any time they need it 24/7/365, plus assistance from wellness experts, soft skill training resources and more."
3. Financial Wellness
Job loss, increased childcare cost and the desire for changes in lifestyle have massively changed and complicated how we looked at our financial lives during the pandemic.  Namely offered its employees access to Origin Financial (www.useorigin.com) to help them deal with these ever-more complicated issues.
It’s the job of the HR leadership together with an engaged CEO, to approach issues with a fresh perspective, a sense of empathy and a commitment to programs that will define the new normal.  
“There will be a faster return to the baseline of the way things were with organizational support, peer support, and a culture that promotes well roundedness and people centric values,” said  Amy Michael Racanello, Clinical Neuropsychologist, MSEd, PhD. “People want to work somewhere that values their families and people.” 

How will you challenge your organization to make a difference?

### Prioritizing Mental Health for Remote and Digital Workforces

Employee mental health and wellness continues to be a rising concern in the U.S. workplace. According to the AIS Workplace Stress Survey, 80 percent of American workers feel stress on the job, and 1 million workers are absent every day due to stress. This job-related stress is a leading cause of anxiety, burnout, and other mental health conditions.
To make matters more complicated, the global pandemic, tumultuous economy, and uncertain job market have further escalated stress levels for workers over the last several months.
And stress and anxiety on the job isn't just impacting employees—it's also affecting businesses, with statistics showing that the mental and physical health cost of workplace burnout runs as high as $190 billion per year for companies of every size and scope.
U.S. Workers Are Reluctant to Reveal Mental Health Needs
Despite rapidly growing anxiety and mental health issues among employees, many are reluctant to take time away from work for self-care due to the fear of potential repercussions from employers. A Scientific American report revealed that out of nearly 10,000 people surveyed, an alarming 55 percent of participants said they were afraid of getting punished for taking time off to attend to their mental health.
Remote Workers Face Unique Mental Health Challenges At Work
The global pandemic has not only amplified stress levels for U.S. workers across the country—it's also created new challenges for employees as they work remotely. Working from home is a trend that's likely to continue even after the pandemic ends. A Gartner Survey that polled company executives found that 80 percent of participants planned to allow staff members to work remotely part time post-COVID. The same study showed that 47 percent of executives would allow employees to work from home full time. 
Working off-site delivers a wide range of professional and personal advantages. Remote employees enjoy increased scheduling flexibility and eliminate their commutes.
However, it's important for HR professionals to recognize that this model also brings on unique stressors and challenges. Remote employees may experience heightened feelings of isolation. They can struggle to feel connected with their company and colleagues. Moreover, employees who work from home may find it exceedingly difficult to achieve and maintain a healthy work-life balance.
HR Professionals Can Help Remote Workers Prioritize Mental Health and Wellness
Most business owners and HR professionals recognize the importance of prioritizing employee mental health and wellness. However, the lines and protocols become a bit blurry when it comes to promoting wellness for employees who never come into the workplace. 
While supporting your remote employees’ wellness may require extra effort and creativity, it is well worth the time and resources. Implementing a few proven strategies and techniques can make a real difference.
So, what can HR leaders do to prioritize mental health within remote workforces? 
Here are a few tips:
Go Beyond Physical Health Initiatives
It's common for HR leaders to promote physical health in the workplace, but many overlook the importance of also including mental health components. A great first step for HR professionals is to include mental health awareness in existing physical health initiatives within the company. Offering mental health and wellness resources and encouraging employees to seek help when needed can raise awareness and let your remote workers know that mental health is an organizational priority.
Offer Mental Health Days
Encouraging remote employees to practice self-care can help reverse the stigma associated with mental health. Mental health days offer employees a much needed break and give them time to decompress without focusing on work.
Coordinate Virtual Events
It's easy for remote workers to feel isolated. While an off-site model may work for an employee's lifestyle or productivity needs, humans still need social interaction. Using digital tools like Slack, Zoom, and other online apps can increase off-site staff opportunities to get to know each other better and interact more consistently, developing communication and connection.
Encourage Healthy Boundaries
Many people assume that the flexibility of remote work promotes a work-life balance. Unfortunately, that's not always the case. Working from home often means that remote workers struggle to separate their personal life from their professional life. Not carving out boundaries around work can quickly compound employee stress and burnout levels. HR leaders should regularly provide remote employees with resources to help them draw healthy boundaries around the number of hours they work. They should also support consistent breaks throughout the day and respect designated "time away" from work when employees aren't expected to log in or check emails.
Check In Consistently
Schedule regular check-ins with any employees who work remotely to keep communication lines open, establish rapport, and build trust. These calls offer an opportunity to discuss performance and project feedback, as well as any challenges remote employees may be facing. Establishing regular contact can help employees feel more comfortable sharing their struggles. This also proactively identifies and addresses concerns, before they become more complex.

Want to learn more about employee wellness within a remote workforce? Check out our blog post, How to Rethink Wellness Benefits (In Relation to Virtual Work & COVID-19).

### How to Build a Business Case for HR Technology

When it comes to investing in new technology, HR often has to work with company leaders to make decisions, and seeking approval from leadership to invest in new technology can be overwhelming and intimidating.
In fact, according to Gallagher's HR Technology Pulse Survey, the top reason why HR leaders struggle to build a business case for new software is because their executive team doesn’t understand the value of the investment.
But don’t fret. We’ve got you covered.
Here’s the first step to building a strong business case for new HR tech:
Make a List of Must-Haves and Nice-to-Haves
Before you kick off your search process, you need to figure out why you need the technology in the first place.
Think about the challenges and frustrations you and your team encounter on a daily basis:

What problems are you looking to solve with new software? 
Are you looking for an HR solution that simplifies payroll processing, streamlines benefits enrollment, or both?
Are your performance reviews cumbersome?
Is your onboarding process automated and easy? 

Listing out your must-haves will give you a good idea of what you’re looking for and help eliminate software that is not a good fit immediately.
Once you determine your requirements for new technology, what are some features that would be nice to have? Maybe it didn’t make your must-have list, but wouldn’t it be nice to have some employee engagement tools? Or how about HR software that seamlessly integrates with your reward and incentive platform? Listing out your nice-to-haves will help you narrow down your search even more.
Making a list of all the features you want in the very beginning will also help you explain why you chose a specific software when pitching your business case to your executive team.

So you’re one step closer to building your business case, but where do you go from here? Check out our latest eBook to find out how to:

Evaluate HR vendors
Determine your stakeholders
Research and build your business case
Create a professional slide deck
And finally, make a recommendation

### Core Skills Hiring Managers Look for in Employees

COVID-19 has required the global workforce to endure some sudden and serious changes. With that also came the emergence of new practices and technologies for businesses and employees worldwide. The expanded remote work environment created a unique opportunity for hiring managers to find qualified candidates almost anywhere in the world.
That being said, hiring managers still expect certain foundational skills from their new hires. In this blog, we’ll go over the 5 skills hiring managers look for across all industries.
1. Problem-Solving
The leading skill that hiring managers seek is the ability to solve problems quickly and effectively. Hiring managers look to recruit problem solvers because they take initiative when a crisis arises instead of depending on others for a solution. A problem-solver is more efficient and helps set the tone for how others should be approaching their work and any issues that may occur.
Problem-solvers usually end up becoming good leaders as well. The best leaders are able to identify a problem, formulate a potential solution, and make adjustments based on the results. This means candidates should strive to have strong communication skills and the ability to handle problems effectively.
2. Teamwork
Even if a potential candidate is a good problem-solver, they can still be dismissed if they don’t work well with others. Teamwork is crucial to building a healthy, viable work culture. 
However, even the best communicators still need the right tools to stay in touch with teammates and collaborate on projects. This means hiring managers need to provide tools such as conferencing software, project management tools, and even the right equipment to facilitate communication amongst team members. 
In addition to recruiting team players, hiring managers also need to focus on building diverse teams. Teams consisting of different races, genders, and backgrounds will bring in different perspectives and ideas, leading to even more successful collaboration.
3. Self-Management
Since more and more businesses are recruiting for remote positions, hiring managers are looking for people who can self-manage and be productive while working from home.
Whether it’s from past remote work experiences or personal projects, hiring managers look for candidates who exhibit self-management skills. Employees with self-management skills have the ability to manage time, multiple projects, and potential job stress—which is why they make great leaders. Since these skills are sometimes hard to identify during interviews, many businesses prefer to hire their leadership internally.
4. Empathy & Emotional Intelligence
Empathy is the bridge that connects us to other people, while emotional intelligence is the ability to control and express your own emotions.
The presence of greater diversity in the modern workplace has created a more significant need for empathetic employees. The very nature of working with people from different backgrounds requires a certain level of understanding. If a team member can’t empathize with others’ views and feelings, they become almost “locked” in their own way of thinking. Once that occurs, the team can’t move forward, and everyone’s progress becomes stagnant. Empathy helps bridge the gap between race, experience, gender, background, and so much more.
Emotional intelligence is a skill that’s not explicitly requested on an application, but is one you need to have in order to be successful in any field. Successful employees are aware of emotional signals and their impact on other people. Empathy is one of the keys to emotional intelligence, and the two work hand-in-hand to create a more successful, creative, and cohesive team.

In our modern world, the competition is fiercer than ever. With millions of potential candidates across the globe, hiring managers have a much larger pool of talent to choose from than ever before. To ensure they’re choosing someone who can grow with the company and potentially into a leadership position, hiring managers look for core skills, like problem-solving, team work, independence, and empathy.
Want to learn more about hiring trends? Check out The Future of Hiring Using Big Data.

### How to Manage Conflict in Remote Teams Effectively

When conflicts arise at work, they don’t only have a negative impact on the individuals involved, but also on their entire team’s engagement, motivation, and overall morale.

To address conflicts right away, HR teams and managers should have a conflict management strategy in place—especially when it comes to remote teams. 

How can you effectively manage conflicts as your employees work from home?

Here are 6 tips that will help you master conflict resolution in the virtual world:
1. Host Team Building Activities
The best way to manage conflicts is by preventing them from happening in the first place. So how can you do that in a work environment? The key is team building.

Team building enables your employees to form bonds with one another. Since this can’t be done in person right now due to COVID-19, try out some virtual activities, like online games, trivia, or escape rooms. Hosting these virtually can help your employees create relationships with one another while they’re working from home and prevent conflicts from happening in the future. To include all of your team members, make sure you choose activities that appeal to everyone.
2. Have Regular Team Meetings
Due to COVID-19, employees are unable to meet up in person for lunch breaks or post-work gatherings—which prevents them from interacting with one another during and after working hours. To keep your employees connected while they work from home, you should host regular virtual meetings. These meetings are essential for bonding and allow your employees to get to know each other informally. Having constant communication amongst your team also helps prevent disagreements and avoid misunderstandings.

Cultivate a friendly atmosphere and engage with everyone during your team meetings. Asking your employees to keep their video cameras turned on will also make each meeting more personal.

Quick Tip: Use high-quality remote work software for maximal comfort and ease.
3. Lead With Empathy
In order to uncover a conflict and help resolve it, you must hone your leadership skills—especially when it comes to being open-minded and approachable. Employees will not talk about conflicts if they get the impression that they’ll be penalized for coming forward. If you lead with empathy, and openness, employees will feel much more comfortable about coming to you with problems.
4. Let Both Sides Tell The Story
Although well-intentioned, human beings can be emotional when interpreting conflicts and interpersonal disagreements. Since you may be unsure about the details surrounding the incident, conflict management requires listening carefully to both sides of the story. Let all employees know they are being heard in a safe space and that their conversations with you are confidential. Stay present and be prepared to ask thoughtful follow-up questions after hearing what both parties have to say.
5. Handle Every Issue Immediately
The longer you wait to resolve a conflict, the more likely the situation is to escalate. Conflicts may start out small, but if left to fester, they can become bigger problems and even lead to employees leaving your company.

It’s critical to get ahead of conflicts and immediately address it with each individual involved. Don’t postpone or delay communication. Refer to your HR resources and tools to guide you toward talking points and reaching a proper resolution. If you’re looking for some pointers when having a challenging conversation with an employee, check out HR's Guide to Having Difficult Conversations.
6. Teach Employees How to Navigate Conflicts
Coaching and training your employees on conflict management is an effective way to help them navigate problems themselves. This can be done via online classes or a series of virtual training sessions. These classes may have lessons on types of dialogue to use when faced with conflict, giving employees the background and understanding they need to achieve conflict resolution.

### Everything You Need To Know About Employee Management

It’s no secret that employee satisfaction is a key ingredient of organizational success. Happy employees are more productive and can help catapult your business to the highest levels of achievement, while unhappy employees can have the opposite impact.

To add to that, the rapidly-evolving business landscape has made it challenging for companies to attract and retain talent.
So how can you keep your employees satisfied to increase productivity and avoid turnover?
That’s where employee management skills come in. 
In order to maintain employee satisfaction, you need to establish a workplace environment that encourages employees, leverages their strengths, and fosters loyalty within your team.
Since employee management can be difficult, we’ve gathered some valuable tips to help you execute a strong strategy while driving your business forward. 
Here’s everything you need to know about employee management:
What Is Employee Management?
At its core, employee management motivates and inspires employees to bring out their best qualities, while working together to achieve their organization’s goals. By encouraging healthy relationships within the workforce and cultivating a caring work environment, leaders strategically use employee management to enhance productivity and performance.
This comprehensive process is interwoven with many elements of HR management, including recruitment, employee contracts, onboarding, performance reviews, rewards, and much more.
Why Should You Care About Employee Management?
Prevent the Cost of Turnover
On average, employers spend about 33 percent of an employee’s annual salary on replacing them if they leave—which equates to $15,000 per employee’s median wage. 
To avoid this, organizations use employment management strategies to create happier, engaged, and satisfied workforces. This may include the use of employee engagement tools, so companies can keep employees connected and motivated, leading to increased retention and reduced turnover. 
Reduce Absenteeism
Effective employee management has also proven to reduce absenteeism among employees. According to a Gallup study, highly engaged workforces had 41 percent lower absenteeism rates than less engaged ones. 
Acquire and Retain Top Talent
Company cultures shaped by careful employee management can help attract and retain top talent. By offering promising benefits and rewards, as well as opportunities for employee training and professional development, leaders can connect employees to their organization’s mission and values. From creating a culture of empathy to finding ways to boost morale during difficult times, companies can utilize employee management tactics to reduce turnover and gain a competitive advantage when it comes to recruitment.
Improve Employee Productivity
Employee management strategies aim to keep a pulse check on the health of the organization and overall employee sentiment. Disengaged employees will not put forth the same effort as happy employees—so it’s critical to make employees feel appreciated for their work. In turn, this can reinforce their commitment to the company, and positively impact productivity.
4 Tips To Master Employee Management
Promote Feedback
Check in with your employees and ask how they’re feeling about the business or current project they’re working on, determining if there are any roadblocks or challenges you can help with. This can be done directly through conducting feedback meetings or implementing engagement surveys. 
Connecting with your employees on a deeper level and getting their feedback on company processes creates an environment of inclusion and belonging. Allowing them to participate in making important business decisions gives them a sense of ownership in their work. 
Communicate Effectively
To facilitate open communication with your employees, keep them informed about ongoing projects, and provide them with any resources that can help them meet their goals. 
Promote two-way communication, so they are tuned into your expectations and clearly understand what needs to be done. Allow them to ask questions and listen carefully to their concerns or opinions. 
When looking to streamline communication, you may want to develop online resources, courses, and webinars focused on training your staff on organizational best practices. 
Build Company Culture
To create a positive work environment, it’s important to interact with your employees and connect with them professionally and personally. On the latter front, acknowledge your employees and their personal lives—celebrate dates that are important to them, like birthdays, weddings, welcoming a child, or buying a new apartment. Encourage open dialogue that allows them to share their perspectives and insights. This helps lay the foundation for a collaborative and authentic company culture.  
Promote Collaboration 
Managers can use team collaboration and project management tools to simplify certain processes. Major cloud-based hosts and services make it very easy to collaborate with features such as in-app sharing capabilities, easy access to centralized data storage, and the ability to tag other team members in tasks or documents.
This will enhance team communication and coordination to bring everyone together over the shared goals of the organization. It will also allow the team to envision their progress as a group in real time. 

Are your employees still working from home? If so, check out our blog post 3 Tips to Manage Remote Employee Performance to learn more about virtual employee management.

### What’s The Difference Between a PEO and a CPEO?

So you know what a PEO is (or maybe you don’t yet), but WHAT is this CPEO acronym people are throwing about now? And what do you need to know about it?
Let’s start with the basics.
Professional Employer Organizations (PEOs) are firms that take on HR, payroll, and benefits administration duties for their customers, usually small businesses. Clients enter into a relationship with the PEO where the latter becomes their workforce’s employer-of-record for tax-filing purposes. Come payday, employees are paid under the PEO’s employer identification number (EIN), not their company’s. They also handle various tax reporting responsibilities for their clients and are typically paid a fee based on payroll costs.
The difference between a PEO and a CPEO is actually quite simple. 
A CPEO is a PEO that has been certified by the Internal Revenue Service. To become certified, the PEO must meet certain qualifications and requirements.
So what are those requirements? 
To be eligible for certification as a CPEO, a PEO must be a business entity and must have at least one physical business location within the United States. 
Most importantly, though, to become a CPEO, the PEO must have a history of financial responsibility, organizational integrity and tax compliance (federal, state, and local). The must also be managed by individuals (a majority of whom are US citizens or residents) who have knowledge or experience regarding federal and state employment tax compliance and business practices relating to those compliance requirements. The application process also includes a full background check and tax audit.
Why should I know the difference? 
The real reason that you should know the difference between a PEO or CPEO is if you are thinking about switching to OR from a PEO. 
For companies switching to or from a PEO mid-fiscal year, this arrangement results in a wage base reset. A useful example to explain the reset is federal unemployment taxes (FUTA). The FUTA tax rate is 6.0 percent (without state unemployment credits) and only applies to the first $7,000 paid to an employee annually. Once an employer pays that, they are off the hook until the following year. If employees are suddenly paid under a new EIN, though, that $7,000 resets to zero—and the employer has to pay those taxes off again. FUTA is just one of several taxes in this scenario that the employers would have to double pay for.
If a company joins or leaves a CPEO midyear, however, their wage base won’t reset—and they will not have to double pay certain taxes. This means that leaving a PEO for another HR solution is easier (and cheaper) than ever before if the PEO is certified by the IRS, and it give businesses greater control over their HR—and the future of their workforce.

You can find a list of CPEOs here.

### Q&A: Can Employers Require Employees to Turn on Cameras?

Question: 
Can I require employees to turn on their cameras during meetings?
Answer: 
Yes, generally, you can require employees to have their webcam on during meetings. You may, however, want to take things like low internet bandwidth, equipment failure, software incompatibility, mental health, environmental circumstances, privacy issues, and other reasonable concerns into account when setting expectations. For example, employees may have difficulty staying connected if multiple people in their household are using video conferencing apps at the same time.I would recommend that you send out some guidelines about video conferencing etiquette. You can include the expectation that employees will participate in meetings using their webcams unless there are extenuating circumstances. Supervisors can then handle, on a case-by-case basis, any issues with employees not using the webcam.—Answer by Marisa Stoll, SPHR

For more information on staying compliant with a remote workforce, check out our blog post Compliance Requirements for a Remote Workforce.

### What Changes at Employee 50

When you’re building a company, there are milestones that always stand out. Your first hire. The first client. Opening a new office.While each of these pose their own challenges, there’s one milestone that always stands out: reaching the 50 employee mark. But once you've grown to 50 employees, now what? 

There are many stages of a company’s growth that cause you to step back and marvel at how far you’ve come from the days of one employee in a makeshift office.Of those stages, few are as profound as hitting employee 50. At that point, you truly start to feel the shift from startup or small business to full-fledged mid-sized company. You’ll run into both cultural and compliance roadblocks. But these challenges are just necessary steps to take your business into the next phase of growth. 
Change 1: Engagement and Culture Become Real 
There’s a temptation among some leaders to discredit employee engagement as a fluff metric. Well, here’s a metric you probably do care about: revenue per employee. And if you want to drive that number up, you’re going to need to invest heavily in things like culture and engagement. In other words: when you’re at 50 employees, it’s time to double-down on HR.There’s no shortage of stats here. Gallup found that companies that prioritize engagement:


Are 21 percent more productive,


Have 41 percent lower turnover,


And are 21 percent more profitable than companies with low employee engagement. 


For growing companies, those are make-or-break numbers. That’s why out of all the metrics we follow as a company, employee Net Promoter Score (eNPS) may be the most critical. Simply put, your eNPS is the measure of how likely employees are to recommend your company as a great place to work.If you outsource your HR to a professional employer organization (PEO) like some startups do, there’s a chance you don’t even have an HR team to invest in. According to Namely's HR Careers Report, companies with 50 or fewer employers typically just had one HR professional on staff. When building out that team, ask your network for recommendations and take the time to really vet those early hires given the influence they’ll have over culture. Build a team that will prioritize engagement and take the reins on measuring it.
Change 2: Benefits Go From a “Nice-to-Have” to a Must
Benefits matter. If you want to attract and retain the right kind of talent, offering the right kind of plans is critical. Your people perform best when they’re taken care of, and you’ll need that quality if you’re hoping to drive your business forward.The importance of offering coverage shouldn’t come as news to HR professionals and business leaders. That said, when you have 50 or more full-time employees on payroll, offering competitive benefits is more than just the right thing to do—it becomes a legal requirement. The Affordable Care Act requires you to offer workers robust and affordable medical coverage.There’s another requirement to mention: ACA reporting. To prove that you’re compliant and offering what you should, the IRS requires that you file special reports: the Forms 1095-C and 1094-C. That isn’t easy to do without the right technology in place, which brings us to the next major change you’ll notice.
Change 3: The Need for “All-in-One” Becomes Obvious
When you’re small, it’s tempting to start hoarding solutions. For example, you might have separate software for each part of HR, whether its recruiting, time off, hours, payroll, benefits, or performance reviews. That’s understandable. Migrating data or consolidating systems takes time, and that’s not necessarily something that your lean HR team has—if you even have an HR team.Once you near employee 50, that becomes a pain point. At that stage, chances are that your systems don’t integrate seamlessly, so you’re manually entering a new hire’s data in ten different systems. If you’re starting to dip your toes into analytics and want to run a compensation report, getting HR and payroll data in one place means exporting and consolidating at least two different spreadsheets. If you’re maintaining these separately, there’s a good chance that you’ll find discrepancies.Most leaders (and their HR teams) just want to make better-informed decisions about people. That’s really hard to do without being able to turn to a trusted, singular “source of truth” or if there is a heavy lift in getting to reliable data. 

 A lot of sweat and tears go into growing your business. Outside of ensuring that the company does well, you’re suddenly responsible for the livelihoods of 50 or more people. But here’s the thing—the people are what make it all worthwhile.Are the cultural and compliance pitfalls hard? Of course. But even when leaders feel burnt-out, it doesn’t take long to regain perspective. Building a successful company of any size is rewarding, and headcount milestones provide a great opportunity to acknowledge how far you’ve come as you prepare for the next leg of the journey.

### 10 Tips to Keep Remote Software Developers Engaged

When it comes to managing a successful remote workforce, focusing on employee engagement is crucial—especially in the world of software developers. However, work-from-anywhere makes employee engagement much more challenging. To counter the lack of in-person collaboration, managers must establish new communication channels with their teams.
So whether you manage in-house or outsourced developers, how can you keep them motivated as they work from home?
Here are 10 tips to help you increase employee engagement:
Update Vacation and Sick Leave Policies
Remote work means adopting radically new approaches to vacation and sick leave policies. These policies should ensure that employees can take a vacation or sick day without getting penalized for it. Due to the nature of the COVID-19 pandemic, it’s critical to have a clear and comprehensive sick leave policy, too. Try to demonstrate an understanding of the various personal and work situations that can affect your employee population.
Hold Scheduled Video Conferencing
One of the most important aspects of communication is visual contact. Consider using video conferencing to provide this type of connection. Establish a regular cadence to make it even more effective. Schedule weekly or daily meetings, where the team can discuss important updates, share news, and connect over strategic planning. This will help maintain the same sense of teamwork formed in the office, but within the comfort of their own homes.
Use Task Management and Goal Tracking Tools
When implementing a strategic team plan, there are generally concrete tasks and employee goals that are set out to be achieved. It can be helpful to use specialized tools to clarify the workflow process, such as Trello, Asana or Monday.com. If your software team can visualize and measure their progress to goals, they’ll likely do their best to work toward reaching the team goal. These management tools can also be resourceful in tracking the productivity of the entire software team, from the IT team to each individual developer.
Focus on Long-term Goals
Long-term goals align your company’s initiatives to stay focused on the bigger picture. They can help in defining short-term goals and guide employees back on track if they veer off course. Long-term goals can provide guidance in managing the company’s hiring policy, budgeting, and strategic development. Clearly defined long-term goals will provide your staff with the necessary vision and motivation needed to inspire their work.
Set Clear Deadlines 
In addition to planning and setting goals, leaders should establish clear deadlines. Deadlines help avoid misunderstandings around timelines and allow your team to develop a personalized plan for their workflow. For managers, it will be easier to estimate the amount of work the software team can handle, as well as the efficiency of the overall department.
Hold Stand-up and 1:1 Meetings
In order to facilitate effective communication remotely, software teams should continue to conduct their stand-up and 1:1 meetings virtually. These meetings allow for team brainstorming and collaboration, while also leaving room for important updates and planning. 1:1 meetings also provide a place for employees to receive feedback on their performance. All of this also creates ease for new hires and makes virtual onboarding a bit smoother.
Find Time to Connect 
According to the State of Remote Work, loneliness is the second largest problem remote workers are struggling with. To alleviate the feeling of being apart, managers can spend some of their free time connecting with individual team members through conversation or messaging platforms like Slack or Google Hangout. Speaking with a colleague about topics unrelated to work can help reduce stress and build connections.
Use an HR Platform
From PTO requests to onboarding documents and employee profiles, HR platforms store information and data all in one place. Some solutions even have employee engagement tools, like the company news feed on Namely’s platform. Using an HR platform can keep your employees connected, while improving your team’s efficiency, since everyone can use a self service portal to find information, without the need for contacting another employee.
Leave Room for Fun and Relaxation
To avoid work-from-home burnout, your team should take breaks from work and relax. Even though 51 percent of employees are more productive at home, this should not be taken advantage of. Find ways to have fun together and relax as a team, like hosting a virtual team game night or happy hour.
Promote Employee Well-being 
During these challenging times, it’s crucial to check in on your employees. Encourage them to take time off and continue to recognize them for all of their hard work. Whether it’s for work anniversaries or birthdays, make sure you show them appreciation even when working from home. By supporting your employees and keeping their well-being in mind, they will be more productive and engaged.


It’s essential to keep communication at the same level you did before going fully remote, but make sure you leave some room for fun and relaxation, too. Use tools to organize your workflows and stick to established office traditions, like recognizing your employees. By planning ahead and maintaining clear communication channels, you’ll be able to keep your remote software developers engaged and motivated.

### Cultivating Empathy in the Workplace

Being a good listener, caring deeply for others' suffering, feeling overwhelmed by tragic events—all of these qualities point to empathy, a natural, human ability to feel what others are feeling.
These qualities will also help shape the future of the workplace, as empathy is becoming a disruptive force that organizations are tapping into—especially in response to the pandemic and cultural and social movements. 
The increasing need for empathy in the workplace is largely driven by the use of technology as a primary source of interaction. Technology speeds up the flow of information and blurs the boundaries between work and personal time. 
And as the nature of work continues to evolve, one of the key elements of a thriving workplace will be the ability to embody empathy as an organizational and cultural value. In fact, 91 percent of CEOs see a direct link between empathy and an organization’s financial performance. Of course there are other benefits, too, such as improved talent retention and engagement and a culture of compassion and well being. 
So, what does it look like for organizations to cultivate empathy in the workplace? 

Transparent Leadership 
With the workplace barriers created by remote working arrangements, it’s important for leaders to practice sharing their own stories and experiences. This helps employees to see their leaders as human and relatable, while allowing them to be more open and honest with their own experiences.  
When it comes to a distributed workforce, empathy through sharing helps to build the connective tissue between employees and their leaders. Some organizations may already have an open culture, where leaders can foster connection by continuing the experience-sharing. For other companies who are newer to this practice, consider hosting optional events for story sharing, discussions around the current social climate, or conversations facilitated by  culture experts. Employees will appreciate the sense of community and authenticity and respond thoughtfully to these efforts.
Draw Attention to the Right Behavior 
Highlighting employees who are acting kindly and working collaboratively can incentivize other employees to model this behavior. You can use social platforms and tools to show gratitude for an employee acting with empathy. 
At Namely, for example, we have a social news feed that encourages employees to appreciate one another, and we host a random drawing every month to reward three employees who have been appreciated by their colleagues. This encourages employees to see the importance of positive behavior in the workplace and focuses recognition toward creating a more empathetic norm. 
Leaders can also model empathy in their own behavior when interacting with employees by practicing empathetic listening, avoiding interruptions, and trying to truly understand what their employees are struggling with.
Empower Culture Leaders 
At every company, there are individuals who tend to be generous, well-connected, and regarded well by their coworkers. Even if it’s not within their formal role, these employees foster team cohesion, and help influence ideas and values. While they may not be the loudest or most visible employees, it’s important to identify who they are and empower them to lead through positive reinforcement. 
Their positive attitudes will become more widespread and lead to greater cultural change. You may even consider bringing these culture leaders into the recruiting or onboarding process, so they can serve as “kindness ambassadors” when candidates and new hires are being introduced to the company. Supporting these connections and conversations will help champion the cause and lay a foundation for empathy right from the start.
Incorporate it into your Values 
Leaders can set the tone for empathy in the workplace by making it a publicly held organizational value. This can be achieved by incorporating empathy into your mission statement, company values, training sessions, or professional development programs. 
At Namely, for instance, our value of “Give” promotes workplace empathy by enabling employees to give back to the community and each other through appreciation, volunteering, and charitable giving. 
Declaring that empathy is a priority for the organization is a powerful way to establish it as a “north star” guide for employee behavior. This creates accountability, psychological safety, and boosts morale—through employees engaging and interacting with one another in a compassionate manner, the organization is cultivating acceptance, inclusion, and reciprocity.


Want to learn more about incorporating company values? Check out our blog post on Why Your Company’s Core Values Are Critical in a Crisis

### Why You Should Offer an EAP Program—and How to Do It Right

If your company offers an EAP (employee assistance program), kudos to you: you’re ahead of the curve. Only 58% of U.S. workers currently enjoy EAP benefits, and most of them work for large corporations. Yet, according to the American Psychological Association (APA), Americans are more stressed-out than ever—so there’s never been a better time to put an EAP in place. 
If you don’t yet have a workplace EAP program, this primer is for you. Already have one? Skip to our tips for getting more from your wellness investment.  
 
Quick Refresher: What Is an EAP Program?
Here’s a quick definition of EAPs: EAPs are employer-sponsored programs that help workers resolve personal problems like stress, mental health issues, substance abuse—even legal and financial woes. 
EAPs offer counselling and/or referral services that provide access to therapists, financial advisors, attorneys and more. Participation is voluntary and kept confidential. What does EAP stand for? Essentially, wellness benefits! 
 
EAP Benefits to Employees 
Anxiety, depression, post-pandemic trauma…according to the APA, American workers are plagued by these right now, on top of crushing financial worries. 
EAP services make it easy for employees to find help—no searching for providers, no personal expense. And once they do, they’ll enjoy improved mental health, better relationships and/or a path to financial security. 
In short, EAP programs lead to greater overall wellness, at home and at work. 
 
How Does an EAP Benefit Your Workplace? 
Research shows that happy workers are more productive workers. One university study found that happy employees are 12% more productive than their unhappy coworkers. 
And supporting employee wellness increases retention. In one survey, 80% of workers said they’d consider leaving their job for an employer that prioritizes their well-being. 
Furthermore, improving wellness reduces healthcare costs, absenteeism—even workplace accidents.   
And EAP programs are effective. One comprehensive study of 56 EAP providers found that 86% of employees who used EAPs became more productive afterwards. They became more engaged at work, had better attendance and were happier overall. 
How to Implement an EAP Program
Most companies outsource their programs to EAP providers, so a good first step is to see what your benefits broker has to offer. 
When evaluating EAP programs, consider their:

Range of services — do they meet the needs of your workforce? Include financial and legal counselling? 
Provider network – how are professionals credentialled? Are they available locally and virtually? 
Flexibility – can you tweak your EAP services as needed? 
Track record of success – what are the client satisfaction rates? Reviews? 

And off course, consider affordability. But keep in mind: EAP services cost just a fraction of what your group pays for health insurance. 
 
How to Get the Most from Your EAP 
In order for EAPs to be worthwhile, employees need to know about the available services—and feel comfortable using them. Therefore: 

Promote the program to employees frequently. Be specific about the available resources and how to access them. Remind employees periodically, since someone who is not ready to seek help on one particular day may be receptive on another. 
Reassure employees that their participation is 100% confidential. 
Train managers to recognize signs of employee distress and how to sensitively refer workers to EAP services.
Regularly evaluate the effectiveness of your EAP by:

Tracking usage metrics, of the EAP in general and its specific components. 
Gathering employee feedback 
Assessing the impact of your EAP against key HR metrics such as productivity, absenteeism and turnover.


Improving your EAP program continuously. It’s a work in progress, not a one-and-done!

 
Implementing and maintaining a strong EAP program is a small investment that can make a big impact. It will benefit you from a business perspective—while showing employees you care.
After all, studies show that workers value thoughtful employee benefits—and that offering comprehensive benefits give employers a competitive edge. Learn how Namely can help you enhance your benefits offerings, while simplifying benefits administration and enrollment.

### Employee Benefits 101: Employer Guide for Growing Companies

Welcome to Employee Benefits 101, a collaboration with Namely’s very own benefits team. Below is the first of two in our series on managing benefits at your growing company. Part Two is available here.


Ah, benefits. An important employee offering at any company—from the newest startup to the world’s best-known brand. Benefits programs are crucial for boosting recruitment, retaining top talent, showing employees that you care, and staying on top of the fiercest competitors in your industry. They’re the ultimate productivity hack—the way to a happier, healthier workforce.
Learn how to update your benefits offering with these unique, low-cost models.
You may find yourself setting up benefits enrollment for the first time. How can you get employees the quality care they want—the kind that makes them stick around—without breaking the bank?

In “The future of benefits enrollment technology,” Richard Shaffer implores employers and providers alike to be “choice architects” for their employees. As you decide on the plans your company will offer, anyone will advise you to discover what your employees care about most. Once you have some answers, always keep in mind your end goal: make benefits selection as easy and clear as possible for employees.

This series will help you kick off those goals. In Part One, we will explore:


What kind of coverage to offer and to whom
Considerations regarding deductibles and your contribution


Part Two will cover:


What benefits technology you should use
How to implement the enrollment and communication periods 


As MetLife’s “12th Annual U.S. Employee Benefit Trends Study" revealed, now more than ever, employees are embracing increased personal contribution to benefits programs. Arguably, benefits are the most important financial decision employees face annually. But they still need an employer’s help to find the right plan. With that in mind, read on for the initial steps to take when rolling out benefits enrollment. Start unlocking a competitive advantage that bodes well for any business: peace of mind, for both you and your workers. 

1. Determine what kind of coverage you will offer and to whom.
What kind of coverage can employees expect from you? It’s not an easy question to answer. Different employees have different pressing priorities—medical, dental, life insurance, worker’s compensation, disability insurance, you name it.

Survey your current employees to see what matters most to them. It’s the only way to really get a pulse on what they find the most valuable—and see how they feel about any benefits you currently offer.

While talking to your people, also benchmark what your competitors’ plans look like. Ask around your professional network and see what information your recent interviewees can lend.

What’s the bare minimum? Forbes has this advice: “To attract talent and compete effectively, entrepreneurs [and small businesses] should offer health insurance, some life and disability insurance and probably a retirement savings plan.”

Medical, Dental, and Vision
According to the Bureau of Labor Statistics, employer-provided medical care was available to 86% of full-time private industry workers in the United States in March 2014. For comparison’s sake, only 23% of part-time workers had medical care benefits available. In smaller establishments (companies with fewer than 100 employees), 57% of workers had access to medical care. By 2016, even employers with just 50 workers will have to report health care offerings to the IRS under the Affordable Care Act’s employer mandate.

In short, health insurance is a must. Typical coverage usually includes:


Treatment of illness, disease, or accidents
Inpatient hospital treatments
Prescription drugs


Likely, the following will not be included in the medical plans you source: 


Work-related injuries falling under worker’s compensation
Cosmetic surgery
Services not recommended by a physician


Another quick rule of thumb: your employees should never have to pay for their own preventative care (shots, screening tests, etc.). New health care laws now protect consumers and provide for free preventative care, so that expectation is certainly set.
  
Voluntary supplemental health benefits may include accident, critical illness, and hospital indemnity plans. These plans help employees manage unexpected health care costs that medical plans might not cover.

Finally, according to BenefitsPro, 98% of dental benefits are provided through stand-alone dental policies for individuals and families, independent of a medical plan. Like your health plan, dental plans can be fully or partially funded by employers. The same goes for vision. More and more employees expect at least partially funded vision and dental, so you’ll want to explore your options there.
The Namely Exchange, in partnership with Cigna, helps your employees choose the benefits package that meets their needs. Get the details.
Ancillary Plans
Ancillary benefits are employee offerings that don’t fall under major medical coverage. In terms of priority as an employer, ancillary benefits fall somewhere after medical and dental (your highest priority) and before vision and voluntary benefits. Here are some important ancillary benefits to put on your radar:


Life and Disability Insurance: According to LIMRA’s 2014 Insurance Barometer Study, 78% of life insurance is purchased in the workplace. Not only that, but 90% of long-term disability coverage is bought in the workplace as well. For many, the office is the only place where employees can get information about these plans, or even consider them. Additionally, life and disability insurance purchased in the workplace is available at guaranteed or modified issue. That means employees do not have to go through medical tests in order to obtain coverage.
Retirement: According to the New York Times, 401(k) plans are a differentiator for small businesses. Capital One’s ShareBuilder 401k reports that only one in four firms with 50 or fewer employees had a plan in place, and Inc. cites that just 15% of companies with between five and 99 employees offer a 401(k). While millennial employees are unlikely to be concerned about retirement right now, for the long term—as your company becomes larger and larger—the absence of a retirement plan will become more and more noticeable. Fortunately, as NYT mentions, it is much easier and cheaper to set up a 401(k) than it was, say, ten years ago. Also, if you have fewer than 100 employees, you can claim up to $500 in tax credits to help out with administrative costs for each of the first three years of your first-time plan.
EAP (Employee Assistance Program): An employee assistance program offers short-term counseling and referral services for both employees and their family members. If personal issues are negatively affecting job performance—occupational stress, substance abuse, major life events, and more—managers can refer employees to the EAP. Usually, the service is prepaid by the employer. 
Travel Assistance: Travel assistance programs can provide coverage for medical emergencies, illnesses, or accidents that happen when an employee travels. If your workers are often on the go, especially internationally, this is definitely an ancillary benefit to consider.


Ancillary benefits typically aren’t offered by small businesses, but you should be aware of them. They can boost your benefit program’s competitive edge.

Today, employees are more interested and willing to pay for voluntary benefits outside of the core services you offer, medical benefits included. Over half of employers surveyed by MetLife (55%) saw employees interested in a wider range of voluntary products. The survey further reported that “60% of employers agree (and 34% strongly agree) that the reason they offer voluntary benefits is to replace employer-paid benefits programs to reduce benefits costs.” The finding not only follows a general benefits trend towards greater employee contribution, but also maps to the workplace’s growing millennial workforce. Generation Y, as we know, have grown up with lives full of choice, and they expect the same from their employee benefits.

Finally, worker’s compensation is insurance for when employees are injured on the job. It provides for their wages and medical benefits. When accepting it, employees also forfeit their right to sue the company for negligence. The priority for worker’s comp will depend on your industry (e.g. construction work involves plenty of dangerous tasks). If it applies to your plans, check below for information on worker’s comp premiums.

Who You Should Cover
 Employers must carefully consider who their benefits will cover. How will part-time employee coverage differ from full-time employees? Will upper management receive richer benefits than non-management employees, like disability or life insurance options with a higher maximum? Do some employees already have coverage from spouses? Or maybe employees already have their own individual health plans.

One of the biggest employer mistakes, one with legal ramifications, is leaving employees out of your plan. For example, the Affordable Care Act employer mandate requires that large employers extend coverage to employees’ dependents up to the age of 26. Be sure to consult with a benefits expert at your solution provider when deciding on who exactly should receive coverage.

There are two numbers you’re in search of when estimating who you will cover: how many employees to offer coverage to, and of those employees, who will actually participate in your offerings. It’s one of the biggest factors in your next determination: budget.

2. Determine deductibles and your contribution. 
MetLife reports that cost is the most important factor when it comes to employees making benefits decisions. A big issue, especially for small businesses, is balancing the cost structure of health, dental, and any number of benefits between employer and employee.

Whether or not you offer a more traditional group insurance plan, a high-deductible health plan, or another plan structure, there are many options available for helping ease the burden of cost on your employees. Plus, you can setup a benefits plan that is ultimately affordable for you. Here’s an outline of some key issues to be aware of when it comes to cost.

Premiums vs. Deductibles
Cost-sharing refers to how employers and employees end up splitting benefits costs. For the purpose of our discussion, we’ll be focusing on health care. Dr. Jeffrey Kullgren, University of Michigan Medical School Professor, told Time, “Whether we like it or not, higher levels of cost sharing is the way of the future.” As far as group health insurance plans go, the cost structure hinges upon two amounts: premiums and deductibles.

Premiums are the portions that employers and employees pay, often monthly, for insurance costs. The lower the total premium, the less the employer pays monthly.

Deductibles are the amounts employees are responsible to pay before their insurance company begins covering expenses (with the exception of preventative care). The higher the deductible, the more the employee pays, and the lower the cost to the employer.

Within a group health insurance plan, an employer in most states must cover at least 50% of their employees’ monthly premium. The cost is called a minimum contribution or cost-sharing percentage, and the employee pays the rest. Typically, the plan will cover employees and all of their family members. The approach is more plan-centric, as opposed to defined contribution plans that take a more monetary perspective as described below.

The big question regarding group health insurance plans is how high should the premium be? And what about the deductible? The higher the deductible, the higher the potential cost to the employee. The less the premium, the less your company will pay.

The Wall Street Journal reports that companies with two to 15 employees typically only cover about half of the premiums for their employees and 30% for the employees’ dependents. Companies with 16 to 50 employees, however, throw in about 70% for employees and 50% for dependents. The good news about money that you do end up contributing to benefits premiums is that it is usually tax deductible for your business.

Nationally, benefits plans are shifting towards high-deductible health plans, meaning lower, premiums, higher deductibles, and more financial responsibility placed on employees. U.S. News and World Report mentions that in 2014, 80% of insured workers had policies that included a deductible, citing the 2014 Employer Health Benefits Survey from the Kaiser Family Foundation Health Research & Educational Trust. Furthermore, from the same survey, we’ve seen a rise in the average annual deductible among employees by 47% since 2009, from $826 to $1,217.

Still, going along with the high-deductible trend may not be the best strategy at your own company. For one, high deductibles may encourage workers to not get the necessary care they may need. Also, if you’re in a very competitive, well-funded industry—say a tech startup—you may invest more heavily in an innovative benefits program to encourage recruitment and retention as your company quickly scales up.

Again, keep an eye on competition. Covering more costs makes your company stand out. The more competitive your industry, the more likely you are to pay higher premiums. Benefits can close the deal when hiring top talent, and they boost retention when your current workforce sees how much you care. Ask yourself what the main goal of your benefits program is before immediately adopting a high-deductible group health insurance plan. Then, balance deductibles and premiums appropriately to offer enough variety and affordability to employees.

Health Savings Accounts
If you do decide to implement a high-deductible health plan, there are several options at your disposal if you’re interested in lessening the cost burden on your employees. An increasingly popular option is the health savings account (HSA). In 2013, HSAs grew to $18.1 billion in assets in more than 9.1 million accounts, according to BenefitsPro.

Employers are increasingly pairing high-deductible plans with HSAs, passing on the cost savings on premiums to employees and themselves. An HSA is a medical savings account, owned by the employee, in which funds are not subject to federal taxes. The employee or the employer may contribute to an HSA. As of 2015, the annual limitation on contributions for someone with self-only coverage with a high-deductible health plan is $3,350. For family coverage under a high-deductible plan, the limit is $6,650. Typically, contributions work as they do for a 401(k) plan, e.g.. they are taken from paychecks on a pre-tax basis. According to a 2013 Kaiser Family Foundation Survey, workers on average receive an annual employer contribution to their HSA of $653 for single coverage and $1,150 for family coverage.

Again, if a high-deductible health plan with an HSA results in lower premiums and better employee coverage, it may be a nice benefits option at your company. However, the same drawbacks to high-deductible plans still stand for employees, mainly the avoidance of the care they may need.

Now, there are two other offers we see companies pairing with high-deductible plans. A health reimbursement account (HRA) is an employer-funded, tax-advantaged health benefit plan. An employer sets an amount to contribute to the account, but only after the employee has an approved medical expense. If an employee leaves the company, he or she cannot take HRA funds with them.

A flexible spending account (FSA) is yet another tax-advantaged financial account that is completely employee-funded. The employee sets aside a portion of their paycheck to go into the account to be put towards qualified medical expenses. FSAs are not exclusive to high-deductible health plans—funds can often be used for other benefits like dependent care. Also, if an employee leaves his or her job, they will often lose their funds. But, any money that they do utilize takes advantage of tax savings.

So, if you do institute a high-deductible plan, explore account options that help employees better pay for their care.

A final note on worker’s comp premiums: the more employees you add to your growing company, the higher your worker’s comp premiums will be. At a quickly scaling company, this can result in a pretty big unexpected expense at the end of the year. Consider benefits administration technology that can adjust premiums directly based on your payroll. That way, you can pay-as-you-go rather than be caught ponying up at year’s end.

Defined Contributions
Finally, in an effort to make the budget planning of group health insurance plans less confusing, employers may turn instead to defined contributions. In this case, an employee is supplied with a set amount by the employer to put towards the cost of his or her care. The contribution goes towards employee premiums, and depending on how the plan is setup, may be presented as a lump sum or monthly contribution. A higher deductible may be extended to employees because of the employer contribution, meaning less cost to you.

Defined contribution plans can be set up by plan, meaning employees may be left to find their own health care on online marketplaces, and then the rest of their benefits are offered in a traditional format. Employees may appreciate added flexibility and freedom of choice with this structure.

Or, defined contribution plans may be set up by benefits package. An employer may select a private exchange so employees can shop plans from different insurers for all benefits. Decision support, for this option, is a must when guiding employees through plans and offerings. Employees need to have an engaging benefits selection experience. The more support and information, the better.

A main benefit of defined contribution plans, as Kaiser Health News mentions, is employers can predict their health care costs. Note that defined contribution plans mean less administrative time charting employee and employer spending. According to a recent SHRM survey, 4 in 10 employers (41%) say they may adopt a defined contribution health care plan by 2018.

When it comes to benefits budgeting, be sure your health insurance broker helps you with the actual dollar amount of quotes per plan.


Divide your annual health benefits budget per plan by the total number of employees estimated to participate. This is your average per employee contribution amount. Use this number for comparisons as you review each plan.


Also, look for tax-deductible benefits wherever applicable. The savings passed on to the employee can potentially be more cost-effective than raising that employee’s salary. Health insurance, for one, is tax-deductible to the employer and tax-exempt for the employee. 

### HR & Payroll Employee Name Changes: A Complete Guide

What’s in a name? When it comes to HR and payroll, a lot. Follow this helpful checklist whenever an employee goes through a legal name change.


Step 1: Have the Employee Update the SSA
HR isn’t alone in this: it takes two to get the employee name change process rolling. You’ll need to make sure that the affected employee has communicated the update with the Social Security Administration (SSA). This is the most important step—let the employee know that as far as the federal government is concerned, the employee’s social security card is considered a source of truth for a number of items, including their payroll taxes.
Because of SSA rules, the individual will have to appear at a local office to process the change. The agency provides an easy-to-use office locator on their website that you can forward to employees. SSA office hours are limited, so we recommend letting the employee take time to visit during working hours if necessary. Trust us, it’s worth it.
Once the employee’s application for a new Social Security card has been received, the agency will typically mail him or her a new card within 10 business days and then the SSA name change will be complete.
Step 2: Update Form W-4 and Your Payroll System
Once the employee’s SSA name change is squared away, the ball is back in your court. This is where another federal agency comes into play; the Internal Revenue Service (IRS) requires that the name listed on an employee’s W-4 and W-2s exactly matches what’s listed on the employee’s social security card.
In case you need a refresher, the Form W-4 is a required part of the employee onboarding process. The form determines how much federal income tax should be withheld from an employee’s paycheck. Individuals are asked to fill out a “personal allowance worksheet” based on marital status, whether the employee’s spouse works, and other personal factors. Getting this right matters, since withholding too few taxes might mean a big balance due when the employee files annual returns.
 Pictured: Personal Allowances Worksheet on the Form W-4
It’s best practice to have employees review their W-4 whenever their personal or financial situation changes. If an employee name change is involved, doing so isn’t just smart—it’s required. Have employees fill out a new form, and load any changes into your payroll and HR system.
Speaking of HR technology, be sure to double check that the employee’s name has been updated throughout the system. When it comes time to generate W-2s, you’ll want to make sure the employee names are accurate on those forms as well.
Step 3: Reverify Form I-9s

Employers are not legally required to update work authorization records after a name change, but doing so is best practice. U.S. Citizenship and Immigration Services (USCIS) recommends that HR managers record these changes on the Form I-9.
In Section 3, which is reserved for reverification and rehiring employees, record the new name and sign the form. You are not required to ask for supporting documents to prove the change.
 Pictured: Section 3 of the Form I-9
If you use E-Verify in addition to the paper Form I-9, be sure to double check that the employee has already recorded his or her name change with the SSA. If the name differs from their records, it may stall reverification.
In some rare circumstances, an individual may come forward with a name change request unrelated to marriage or divorce. For example, if an employee went through onboarding with a false identity, but subsequently obtained legal status, the employee may request to regularize his or her Form I-9.
In these cases, the USCIS recommends that you fill out a new Form I-9, list the original hire date in Section 2, and attach the old form with a written explanation.
Step 4: Wrap up Benefits and Banking Info
You’ve updated payroll and work authorization records, keeping your business compliant. That’s great news, but there are a few other loose ends you’ll need to tie up.
Name changes often come as the result of a life event, like a marriage or divorce. These “qualifying life events,” as they are called in the insurance industry, allow individuals to update their benefits in the middle of a plan year. Employees may want to either waive or boost their coverage, or potentially add a spouse or a child. They’ll only have up to 60 days after the event to make a change, so be sure to remind them of the decision’s time sensitivity.
One last payroll reminder: if the employee is newly married, note that couples often set up joint bank accounts. Be sure that the employee’s direct deposit information and payroll allocations are up-to-date. If your HR and payroll systems are self-service, he or she may be able to take care of that on their own.
You may not have been invited to the wedding—but you can still give newlywed employees the gift of a seamless HR experience. Follow employee name change checklist and make processing name changes a breeze.

### The 5 People Analytics That Matter To A CEO

After 35 years working in the HR technology space (with more than 20 of those in product development), I know a thing or two about people analytics. And people analytics products — while appealing to customers — often sit on the shelf. Why? Because the metrics aren’t well aligned with the needs of the target audience. 
Now that I’m a CEO, I’m hyper-sensitive to the data we use to measure how we’re managing our workforce. And over the years, I’ve learned the actual people analytics that matter (or should) to an executive team.
But before I share some of the specific measures, let’s take a look at the fundamentals of people analytics that need to be in place before you bother asking which measures matter.
Consider the following:


What’s important to a CEO is sensitive to the issues of importance to the business. High-growth companies will have a different set of priorities than an organization that is in a more mature market. Pulling metrics from a textbook just doesn’t work.


Timing matters. For example, a CEO will look at turnover very differently when they want to reduce labor expenses compared to when headcount growth is mission-critical to the business.


In the majority of cases, consistent measurement over time is more important than point-in-time assessments. It’s my view that once you have aligned on a measure of interest, leave it alone. It’s way more important to understand how a static measurement of employee engagement changes over time. Too often, leaders are infatuated with a "metric of the day." Avoid this; change the measurements only when absolutely necessary, and if you can, work to restate previous iterations of that measure to maintain the integrity of changes over time.


Less is always more. CEOs have such a wide range of competing priorities; they can only focus on a few things with consistency. Identify the measures that matter most (in partnership with your head of people), and use them consistently across stakeholders — in dashboards, board communications and discussions with employees.


With those considerations in mind, here’s my view on the most important people analytics measures:
1. Employee retention
I watch monthly turnover rates very closely, and in particular, I pay attention to the three- to 12-month trend. Especially during the pandemic, we’ve seen those numbers vary quite widely. It’s important to have a target and measure performance over time against that target. This might seem obvious, but it’s a critical measure (and future indicator) of operational challenges that can occur with increased turnover, as well as obstacles to growth (especially for mission-critical roles).
2. Headcount in sales
CEOs need to pay special attention to sales staffing. Many sales leaders are reluctant to make sure headcount stays at the plan, yet finance drives almost all financial modeling based on the number of productive salespeople in place throughout the year. The CEO, CFO and sales leader need to be fully aligned on what the staffing expectations need to be and make absolutely sure those targets are met. Depending on the time of year, I will frequently expect the people team to recruit to targets 5 percent to 10 percent higher than planned; in my experience, unanticipated attrition will almost always solve the budget problem.
3. Employee engagement
Broad engagement surveys are an essential best practice, but how a CEO reacts and responds to those measures is important. First and foremost, I look at our employee net promoter score and the 12-month trend (by quarter). All the action planning around engagement will be driven to raising that metric over time. This is also the most essential measure to observe with consistency. It’s always tempting to change up the questions, but don't do it for at least the handful of questions that drive the overall engagement measurement.
4. Talent acquisition
Good alignment between business and people teams for talent acquisition is essential. This is especially important for critical positions. At my company, we focus on the quality of the relationship between the teams and hold stakeholders equally accountable for making sure the talent-acquisition process is a priority. Focus on the hiring process among leaders and the traditional measures of success, which, for us, are time to hire and diversity and inclusion metrics (that will almost certainly shift over time).
5. Budget adherence
For most organizations, labor is the most significant expense. Yet I repeatedly see that managers expect finance to own the work of budget adherence. While it’s traditionally driven by finance, every leader needs to fully understand their labor spend and be individually accountable.
At the end of the day, the CEO’s job is to make sure the people and finance teams create a high-quality, reliable measurement framework — a framework that is used across the entire leadership team (and the board).
Management guru Peter Drucker once said, “What gets measured gets managed.” It’s also the case that too many measures are difficult to manage. Finding the perfect balance is the key to driving outstanding business outcomes.




This article was originally published in Forbes. 

### How to Kickoff Your Online Recruitment Process

No one could predict the severity of the impact that COVID-19 would have on companies across all industries. After tech giants like Google and Facebook announced their decision to extend work-from-home policies until 2021, other companies started to follow suit. Since then, companies have had to adopt entirely new processes—especially when it comes to hiring.

To say that the remote hiring process is still bumpy almost a year after companies closed their offices would be an understatement. Even though 72 percent of HR professionals claim that remote recruiting has great potential for becoming a widely-used practice in the future, there are certain challenges that it brings. 
Without meeting potential candidates in person, it can be tricky to determine whether they're a good fit for a role beyond what’s on their resume. When hiring remotely, it can also be difficult to coordinate across different time zones and actually get to know the person behind the video camera. 
The good news is that there are ways to make the virtual onboarding process smoother and more efficient. According to SHRM, once you master this you can expect 69 percent of new hires to stay at your company for a solid 3 years.
So how can you kickoff a successful online recruitment process?
Here are some practices worth implementing:
Store Everything in One Place
To kick off an efficient recruitment flow, you need to outline the main steps involved in the process and put them in an easily-accessible, central location for your team. This could be a cloud-based software where everyone is able to view information, familiarize themselves with it, and make remarks if needed. 
As for advertising job openings, are there any specific platforms you’re planning to use? Write them down. Are video interviews an integral part of joining the company, or will there only be phone calls? Note that too. The job description and requirements for the ideal candidate should also be mentioned in that same document to keep everything in one place.
Don’t Rely on Manual Processes
According to Gartner, 85 percent of companies are using some form of technology to ease the onboarding process. This isn’t anything out of the ordinary—whether you’re hiring customer service representatives or interns, chances are you’ll be dealing with the tedious tasks of sourcing, screening, and interviewing the candidates on a daily basis. This quickly gets tiresome and can lead to unintentional mistakes made in the process. There are too many technicalities involved to efficiently keep track of them all. 
Enter recruitment-friendly tools. From the most popular software like Applicant Tracking Systems (ATS) to AI-powered programs, there is no shortage of tools that can make your job easier. You’re killing two birds with one stone by speeding up the recruitment process while also creating a space for all files to be stored in one secure location.  
Provide New Hires With Necessary Tools
Your job doesn’t end after you send out offer letters. In fact, this is only half of the equation of hiring and onboarding an employee. Now you have to make them feel ‘at home’ with a welcome package, training guidance, and business equipment needed to do the job well. Introduce them to the team, share the company’s go-to project management and cloud-based tools, and send them the training they must complete before diving into the job.
Keep in Touch With New Hires 
When starting out at a new company, it’s easy to feel the weight of the world on your shoulders. There are processes to become acquainted with, people to get to know, and goals that need to be met. This is where one-on-one conversations come in handy. 
Without resorting to micromanaging, consider planning short calls or video meetings with new employees on a weekly basis. Ask them how everything is going, share company news that is relevant to their position or team, and assure them that you’re always available for a conversation.

Switching to remote recruitment might sweep you off your feet at the beginning. Remember that this is normal. With no prior experience in interviewing candidates through the video screen, it might take you a little while to get accustomed to this new way of operating. 
What will keep you going is following a well thought-out process and using the right tools. With some persistence, you’ll be able to hire the best candidates in no time—regardless of where they’re located.

### Impact of Form W-4 on Federal Income Tax Calculations

It has been two years since congress and the IRS have overhauled the tax code. The Tax Cut and Jobs Act (TCJA) created changes in the tax code that impacted personal income taxes and created a new Form W-4.

Although employees were not mandated to complete a new Form W-4, due to the changes in the tax code,many financial advisers recommended they do so to insure the most accurate federal withholding calculation. The new Form W-4 can be a bit daunting as it is vastly different from its predecessor, but was designed to gather information to accurately calculate payroll federal withholding tax.
As a consequence of not completing a new Form W-4 as recommended, many employees may find that theirwithholding for federal income tax may not be as accurate as they would like. According to the IRS anemployee should consider completing a new Form W-4 if the following conditions exist:

Are a two-income family or someone with multiple jobs
Work a seasonal job or only work part of the year
Claim the child tax credit
Have dependents age 17 or older
Itemized your deductions in previous tax years
Have high income or a complex tax return
Had a large tax refund last year
Had a tax bill last year

To assist tax payers in determining how to complete a new Form W-4, the IRS has developed a 15 minute online wizard called the Paycheck Checkup that will take you thought a series of questions to determine the best way to complete the new Form W-4.
Additionally, tax payers may also read IRS Publication 15-T to learn how federal income tax is calculated and can also utilize the IRS Tax Withholding Estimator to determine the amount of their federal income tax per pay period based on their Form W-4.

Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### Your Guide to 5 of the Best HR Career Paths

With a one-person HR team, administrative duties often take priority over strategic initiatives, like employee experience, workforce planning, or company culture.



However, as companies grow, so too do opportunities for HR professionals to take on new responsibilities and contribute in meaningful ways. Specialized HR careers ensure that every stage of the employee lifecycle has a clear owner and a process—so nothing gets left in a blind spot.

Whatever job title you land on, you have a wide range of HR career paths to choose from. Where do you start? We’ve outlined five tracks to help you climb the right HR ladder.
1. The HR Generalist
For the jack-of-all-trades and multi-tasker extraordinaire, the HR Generalist career path may be a good fit. The HR Generalist has a hand in all pieces of the HR machine, including benefits, onboarding, performance management, talent acquisition, and compliance. 

The HR Generalist plays a vital role in ensuring that everything runs without a hitch. While this can be a lot for one person, it gives you a 360 degree view of the company’s ecosystem (and can help you identify where else you might want to specialize down the line.)

Qualifications

 	Minimum 3 years of related HR experience
 	Bachelor’s degree or higher
 	Exceptional organization and communication skills

Responsibilities

 	Own execution of compensation including payroll and benefits
 	Manage the hiring process from recruiting to onboarding
 	Attend to employee relations, concerns, and culture
 	Administer performance reporting
 	Create high level goals and processes
 	Ensure company compliance across the board

National Average Salary*
$55,880


2. The Talent Acquisition Specialist
As companies grow, workforce planning becomes more important than ever. The Talent Acquisition Specialist is responsible for building and shaping an organization's structure.

In this role, you understand the importance of hiring candidates that are both qualified and a culture add. This role manages all efforts to recruit, interview, and onboard top talent. Over time, talent acquisition can be broken into even more specific roles, such as department-specific recruiters or onboarding specialists.

Qualifications

 	2 years of relevant experience
 	Bachelor’s degree
 	Excellent communication and critical evaluation skills

Responsibilities

 	Work closely with hiring manager to define the ideal candidate
 	Promote job openings and scout external talent
 	Screen and interview candidates
 	Drive the hiring process, including verifications and offers
 	Provide orientation and onboarding training to new employees

National Average Salary
$50,800


3. The HR Data Analyst
Data is becoming increasingly important to every department within an organization, and HR is no exception. The HR Data Analyst tracks metrics throughout the talent lifecycle to inform better processes.

This career path is still relatively new in the field, so it requires a lot of creativity and strategic data-driven thinking in order to develop useful and actionable metrics.

Qualifications

 	5 years relevant experience in data analysis or statistics
 	Bachelor’s degree or higher
 	A comprehensive understanding of the HR space

Responsibilities

 	Establish core metrics to measure success of talent lifecycle
 	Track metrics and identify fluctuations over time
 	Create surveys to obtain qualitative insights
 	Work with the rest of the team to implement metric-driven changes

National Average Salary
$80,000


4. The Payroll and Benefits Administrator
Employees’ primary communication with their HR team typically centers around compensation and benefits. Whether it’s a missed paycheck, open enrollment, or tax season, employees rely on the Payroll and Benefits Administrator to answer their questions and make sure everything is in order.

The Payroll and Benefits Administrator maintains processes to ensure that employees are properly compensated.

Qualifications

 	3-5 years of relevant experience in benefits and payroll
 	Bachelor’s degree or higher
 	Able to communicate confusing concepts to employees

Responsibilities

 	Establish processes for distribution and management of payroll and benefits
 	Run payroll for employees
 	Research and implement benefits plans
 	Communicate insurance plans to employees
 	Address any employee payroll concerns

National Average Salary
$42,908


5. The Employee Relations Manager
Employees need a central contact for their disputes, personal concerns, and questions. Within the HR department, the Employee Relations Manager handles all things people.

This means the Employee Relations Manager works collaboratively across the HR team, relying on peers for expert guidance when different employee situations arise—but the role’s primary focus is to advise and consult employees on any concerns.

Qualifications

 	3-5 years relevant HR experience
 	Bachelor’s degree or higher
 	Strong communication and relationship management skills

Responsibilities

 	Handle employee personal concerns that affect their work life
 	Facilitate a safe and comfortable workspace
 	Advise management on practices and policies
 	Administer colleague relations and grievance procedures
 	Ensure compliance with employment regulations

National Average Salary
$76,988



HR touches every part of the employee experience and as the field grows, there are more and more HR career paths to choose from. The best way to find your niche is to dive right in, get your hands dirty, and see what tasks align most with your goals and interests.

Here’s to finding the right stops as you climb the HR career ladder to Chief People Officer, Chief Happiness Officer, or even Chief Listening Officer!

*All national salary averages come from Glassdoor.

### The Future of Hiring Using Big Data

Hiring has changed over the years. Once upon a time, you’d compose your resume on a computer that probably only had Internet Explorer and Microsoft Word. You would print it out because you couldn’t just send it electronically. From there you might have faxed it, or taken it with a paper application in person. Job ads were in newspapers or on TV, or maybe just a piece of paper put on the front door of the organization that was hiring.

Now, though, we do almost everything online. You create your resume online, send your application online—sometimes you even work online or in a remote setting.
But how will the introduction of “big data” change how hiring is done today? Let’s find out.
What is Big Data?
When used in recruiting, big data is called people analytics. Recruiters receive access to a lot of data, such as resume keywords, social media data mines, and more. This data allows the recruiter to create a picture of the candidate that they may not get from a resume alone.
Because of how electronically charged everything is nowadays, a regular resume is just too flat. It doesn’t provide enough information. There’s even a “people analytics cycle” that recruiters can use to break down their candidates.
The parts of this cycle are:

Ask the right questions.
Select your data.
Clean your data up.
Analyze your data.
Interpret your data and execute based on that knowledge.

What is the Future of Hiring?
The future of hiring is ATS—also known as applicant tracking systems. This is an automated algorithm that filters resumes and applications based on keywords that the recruiter sets. This is important to know because if your resume isn’t readable by an ATS system, it may disappear. And don’t think that you can get away with “keyword stuffing.”
What Is Keyword Stuffing?
Resume keyword stuffing is not dissimilar to search engine optimization (SEO) keyword stuffing. It happens when you put way too many keywords into your resume. You may have even used white fonts so they don’t appear when you actually look at the resume. The key idea behind this is that you’re trying to fool an ATS into accepting your application because you have the right keywords somewhere in the resume.
An example of keyword stuffing is when you type the same keyword multiple times in white text on your resume, such as “SEO, SEO, SEO.” And like in SEO, it’s a bad idea.
Should I Worry About Cybersecurity?
Data is important, and it’s everywhere. The internet sends and receives data, your laptop or desktop keeps data, and so does your phone. Almost any electronic you own holds various data on your person.
And the most common cybersecurity issues are:

Malware: This is spyware, ransomware, viruses, and worms that can make your computer or device inoperable.
Emotet: This is a banking Trojan that downloads and drops other Trojans.
Denial of Service (DoS): This is a cyber attack on your network, making it unable to access the internet.
Man in the middle (MITM): This is where your hackers inserted themselves into a two-party transaction, interrupting the traffic to steal your credit information.
Phishing: Fake communication, such as emails with instructions to provide data.
SQL Injection: When malicious code has been inserted into a server that uses SQL.
Password attacks: When a cyber attacker gets your passwords.


You should definitely worry about your security, but not to the point that you stop applying to jobs online. Most job application sites are secure.


When applying to jobs online, if you’re worried about your data security, use a password-protected network. If you want even more layers of protection, a Virtual Private Network (or VPN) will offer another layer of protection. VPNs give you online access and make your connection anonymous by masking your IP address.

### Do Remote Team Leaders Need Different Skills?

Having an effective leader is always a crucial part of a team’s success. However, leadership is even more important during times of crisis. At this point of the COVID-19 pandemic, leaders’ decisions, no matter how big or small, can make a difference for a company’s survival.



Since the pandemic began, our way of life has changed drastically—which makes it even more difficult for leaders to navigate. Luckily, today’s technology makes remote work possible. Even with the right technology though, leaders won’t be successful during these times if they fail to recognize that remote teams work differently.

To be an effective remote leader, you not only need to maintain all the essential leadership qualities, but also develop different methods for implementing them. Remember that your employees need support and guidance now more than ever, and it’s your responsibility to give it to them and make sure they feel like part of a team.

So how can you be an effective leader as your employees work from home?

Here are 4 skills you need to have to be a successful remote team leader:
Trust Your Employees
The most important thing to do when leading a remote team is to trust your employees to get their work done and make their own decisions. Of course, you need to have clear channels of communication with your employees, but the truth is you can’t monitor them as much as you did in the office when they work from home. As a leader, you need to encourage your employees to be more independent and help them learn how to make the right decisions.

With that said, don’t dismiss monitoring your team entirely. What you need to do is to learn how to monitor your employees ethically and efficiently. To help you do this, use apps like HiveDesk, GoogleSheets, Timely, Roadmap, Tick, and Time Doctor.
Be Open and Proactive with Communication
It’s been proven that employees can be more productive when they work from home. However, there are also many studies that show how many problems remote work can cause. The majority of them have to do with communication and organizational issues. Therefore, as a remote leader, you need to anticipate these issues and train your team on how to overcome them.

To start, you need to be open for communication during work hours. You should share your calendar with your employees so that your team can always access it. Additionally, you should have active messenger accounts that your employees can contact you (and each other) easily.

In addition, you also need to be proactive with communication. Since a human mind requires regular socializing to maintain mental health, you should constantly keep your employees engaged—especially during these challenging times.

You can do this by scheduling regular video conferences using Zoom or similar solutions. During these meetings, you should dedicate some time to socialize with your employees instead of just talking about work. To check in with your employees, you should set up weekly 1:1 meetings to discuss their overall progress and performance. Depending on how they’re doing, you might need to develop individual strategies to support them and improve their productivity.
Be Self Organized and Teach the Skill
In order to succeed in the remote world, leaders need to have effective time management and organizational skills. Not only do you need to embody these skills, but you also need to be able to teach them to your employees, too.

Therefore, start by researching productivity tips for working from home. Then schedule a meeting to share your findings with your team. Offer them suggestions but also ask them for ideas in return and learn what they do to stay focused. This will not only help with team bonding, but can also help your employees feel more accountable.

In fact, if some members of your team are struggling to stay focused as they work remotely, consider creating an accountability group. This can help employees who are struggling and improve team productivity as a whole.
Support Your Team’s Physical and Mental Health
Finally, remember that successful leaders put people before profit. Therefore, you should not only make sure that your employees stay productive, but also make sure that they’re staying healthy, both mentally and physically.

Socializing beyond work-related meetings will help with mental health maintenance. To lift their spirits and keep them engaged, consider providing your employees with some digital entertainment, like virtual parties and game nights.

As for physical health, consider promoting meditation and physical exercise. Offering online services can be a great help, such as yoga or online workout classes. Companies are also starting to offer COVID-19 testing or support that can help strengthen employees’ immune systems.



Even though many employees feel productive as they work remotely, some may be feeling burned out. To be the best leader you can be and help your employees avoid work-from-home burnout, check out our recent blog post.

### The Ultimate Guide to Employee Goal Setting

Setting goals holds employees accountable for their performance and helps keep them motivated. In fact, 93 percent of employees think goal setting is crucial to their work performance. Simply writing down goals makes employees 42 percent more likely to achieve them.

As a manager, how can you help your employees set new goals so that they can challenge themselves and continue to grow? 
The first step to setting new goals is measuring the success of previous ones. 
Tracking and Measuring Goals
Even if you only conduct performance reviews annually, tracking goals throughout the year is crucial to measuring an employee’s performance. Companies who encourage employees to set goals on a quarterly basis can generate 31 percent more ROI than those who only set goals once a year.
Regardless of how often your employees set them, goals should not only be “SMART”, but should also be measured against company-specific goals. 
For example, if a sales representative has a goal for sales each quarter, that goal should be based on the company’s overall goal for quarterly sales. Tying employees’ goals to organizational goals will help them understand how they directly contribute to your company’s success. 
Throughout the year, managers should sit down with employees to check in on the progress towards their goals. If a goal is based on numeric metrics, calculate how close an employee is to achieving that goal in a percentage. 
In the case that an employee is struggling to hit a goal, it’s their manager’s responsibility to ask them what they can do to support them and help them reach it. This frequent check in can help employees understand what they need to adjust in order to reach goals and also prevents any surprises when a performance review rolls around.
In addition to helping employees adjust their approaches to reaching goals, sometimes managers need to help them adjust the goals themselves. Whether goals have become unrealistic, employees’ roles have changed, or the company has shifted its business strategy, being flexible with goals enables managers to help employees adjust them accordingly.
Setting New Goals
One might think that setting new goals is the employee’s job, but it actually should be a team effort. In order to reflect on the success of previous goals and set new ones, employees need to collaborate with their managers. Whether it’s during the 1-on-1 feedback conversation or a separate call, managers should sit down with their employees to discuss what they’ll be striving to achieve going forward.
Of course it’s crucial to look at the facts—what goals did they hit and which ones did they fail to achieve—but it’s also important to get a pulse for how your employees felt about working towards them. Was striving to meet goals manageable or overwhelming for them? Did they feel challenged and motivated or too challenged and burnt out? Asking your employees for feedback will give you a bigger picture and enable you to help them set ambitious, yet realistic goals. 
After setting these new goals, it’s imperative that you make sure your whole team is on the same page. Schedule a meeting for your employees to share their goals with the rest of the team. Doing so will ensure that all of your employees are heading in the same direction and can offer each other support if needed. 

Helping employees set goals is only one piece of the performance management puzzle. From providing them with professional development opportunities to asking for feedback on your management style, find out how to set your employees up for success in A Manager’s Guide to Performance Reviews, Goal Setting & Professional Development.

### Compliance Requirements for a Remote Workforce

According to Gallup, the number of days employees are working remotely has doubled during the pandemic. Some companies are even considering making a remote work arrangement permanent. While there are no laws that exclusively apply to remote workplaces, remote work does come with additional compliance risks. 

Below is our general guidance for employers.
Logging Hours and Preparing Paychecks
Make sure that employees are logging all of their time. Keep in mind that when working from home, the boundaries between work and home life are easy to blur. Employees may be racking up “off the clock” work, and even overtime, that they aren’t being paid for. While this may seem harmless enough in the moment, particularly if the employee isn’t complaining, unpaid wages can come back to bite you once the employee is on their way out the door.
Minimum Wage
Employees should be paid at least the minimum wage of the state where they physically work, whether this is a satellite office or their own home. Beyond that, it’s important to be aware that some cities and counties have even higher minimum wages than the state they are located in. In general, with most employment laws, you should follow the law that is most beneficial to the employee.
Breaks
Remote employees must take all required break and rest periods required by law, as if they were in the workplace.
Harassment Prevention Considerations
You may have employees working in a state that has a lower bar for what’s considered harassment or that requires harassment prevention training. You can find this information on the State Law pages on the HR Support Center.
Remote work also comes with additional opportunities for harassment (even if it doesn’t rise to the level of illegal harassment) such as employees wearing clothing that crosses the line into inappropriate, roommates in the background unaware that they are on camera, or visible objects that other employees may consider offensive. You can prevent these sorts of incidents by having clear, documented expectations about remote meetings, communicating those expectations to your employees, and holding everyone accountable to them. It also wouldn’t hurt to occasionally remind everyone to be mindful that they and what’s behind them are visible to coworkers when they’re on video. That said, going overboard with standards that you’re applying to employees’ private homes can cause anxiety and morale issues, so make sure your restrictions have some logical business-related explanation.
Workplace Posters
Many of the laws related to workplace posters were written decades before the internet, and so their requirements don’t always make sense given today’s technology.
The safest option to ensure you’re complying will all posting requirements in one fell swoop is to mail hard copies of any applicable workplace posters to remote employees and let them do what they like with the posters at their home office. If you have employees in multiple states, you should send each employee the required federal posters, plus any applicable to the state in which they work.
Alternatively, more risk-tolerant employers often provide these required notices and posters on a company website or intranet that employees can access. A number of newer posting laws expressly allow for electronic posting, but this option is not necessarily compliant with every posting law out there.
FMLA Eligibility
Remote employees who otherwise qualify will be eligible for leave under the federal Family and Medical Leave Act (FMLA) if they report to or receive work assignments from a location that has 50 or more employees within a 75-mile radius.
According to the FMLA regulations, the worksite for remote employees is “the site to which they are assigned as their home base, from which their work is assigned, or to which they report.” So, for example, if a remote employee working in Frisco, TX, reports to their company’s headquarters in Portland, OR, and that site in Portland has 65 employees working within a 75-mile radius, then the employee in Frisco may be eligible for FMLA. However, if the site in Portland has only 42 employees, then the remote employee would not be eligible for FMLA. The distance of the remote employee from the company’s headquarters is immaterial.
Verifying I-9s
In normal circumstances, the physical presence requirement of the Employment Eligibility Verification, Form I-9, requires that employers, or an authorized representative, physically examine, in the employee’s physical presence, the unexpired document(s) the employee presents from the Lists of Acceptable Documents to complete the Documents fields in Form I-9’s Section 2.
However, in March, the Department of Homeland Security (DHS) temporarily suspended the physical presence requirement for employers and workplaces that are operating remotely due to COVID-19 related precautions. In other words, employers with employees taking physical proximity precautions due to COVID-19 (and operating remotely) are not required to review the employee’s identity and employment authorization documents in the employee’s physical presence. Inspection should instead be done remotely. As of the date of this newsletter, this temporary rule is still in effect.
Equipment
In some states, an employer is required either to provide employees with the tools and items necessary to complete the job or to reimburse employees for these expenses. However, workstation equipment like desks and chairs is usually not included in this category of necessary items.
That said, an employee might request a device or some form of furniture as a reasonable accommodation under the Americans with Disabilities Act (ADA) so they can perform the essential functions of their job. In such cases, you would consider it like any other ADA request. Allowing them to take home their ergonomic office chair, for example, would probably not be an undue hardship and therefore something you should do.
Deciding Who Can Work from Home
You may offer different benefits or terms of employment to different groups of employees as long as the distinction is based on non-discriminatory criteria. For instance, a telecommuting option or requirement can be based on the type of work performed, employee classification (exempt v. non-exempt), or location of the office or the employee. You should be able to support the business justification for allowing or requiring certain groups to telecommute.

### Tips for Becoming a ‘Great Place to Work’

Whether you own a startup or a well-known corporate company, you’ve certainly heard of the world renowned ‘Great Place to Work’ certification.

Thousands of employees from across the country take this survey every year to help recognize the unique company they work for. By answering a range of questions about their company culture, job satisfaction, and comfortability at their organization, the certification is awarded every year to the best overall employer.
Companies like Hulu, Adobe, and AT&T have received this certification over the years and leave others wondering what were their steps to get to such an achievement. Luckily, we’re able to pull some commonalities between these successful, certified companies to show others how to make their way to becoming a ‘Great Place to Work’.
Quality Recruiting 
The best places to work are built during the recruitment process. In other words, great people make a great company. 
Commonly, many corporate companies hire only based on who can get the job done the best. However, the person who has potential to take the company the furthest is not always the most qualified candidate right off the bat. Outside of the basic qualifications for an open position at your company, you should also prioritize soft skills because they often impact the success of the employee base as a whole. A candidate with a slew of positive soft and interpersonal skills has the ability to drive a quality company culture, support coworkers, and contribute unique perspectives on a daily basis. Forming a team with candidates like this can help increase overall job satisfaction and decrease turnover—which are both pertinent in becoming a great place to work.
Implement Diversity
A diverse employee base is essential to any quality organization. In recent years, it has become a huge driving force in company growth and culture. Diversity can come in many forms such as:

Age
Sex/Gender
Sexual Orientation
Race and Ethnicity
Cultural Background
Disability
Religious Background

In order to successfully implement diversity into your workforce, you need to keep it at the forefront of your mind during operational processes. For example, when hiring, try going outside of your typical corporate network to find talent. This can mean partnering your recruiting efforts with colleges and universities, or expanding your office locations. 
Additionally, it’s important to develop training programs around diversity to eliminate unconscious biases and prejudices within your organization. Even before you achieve your diversity goal, every employee should be learning what is and isn’t acceptable when working with coworkers of different backgrounds. Small changes in your operations such as these can encourage candidates of diverse backgrounds to join your workforce and feel supported throughout.
Communicate Transparently
The best thing you can do for your organization is communicate transparently to every employee at the company. Transparency is notably different from honesty because you aren’t just sharing the truth when someone asks but instead are offering it up voluntarily. 
It’s important to understand that every company success and failure affects all of your employees, so you should aim to communicate information whenever you can. Doing so will help your employees feel connected, even to coworkers who they may not interact with on a daily basis. It drives a sense of community and camaraderie to know you all reached a goal together, or will work through a difficult time with one another. It also encourages employee feedback—which can be pertinent to a company's growth.
Develop an Employee Recognition Program
In order to have satisfied employees, you must make sure that they know they are valued and appreciated at your company. A Harvard Business Review study found that it had been about 50 days since responding employees last felt recognized at work. In return, this has led to a lack of employee engagement—which negatively impacts workplace culture and overall productivity. This is why establishing a robust employee recognition strategy is so important.
To do so, you must determine the forms of recognition that you aim to achieve and how you will consistently do so. Then, you should make your objectives and tactics readily available to the entire company. For example, for peer-to-peer recognition, develop a list of quality characteristics you’d like your employees to reflect and allow them to recognize one another for them. Consider giving out monetary awards for being recognized for these qualities. This will give employees something to work towards and provide them with a tangible form of recognition for their hard work. By introducing a recognition program, you can provide structure to your strategy and track its overall success within the organization.
Offer Support
Outside of the typical retirement and healthcare benefits that many companies offer, you should also make efforts to support and care for your employees, inside and outside of work. 
Since the start of the pandemic, a range of companies have offered financial support to assist their employees in challenges outside of work. However, given that it may not be within the company budget to roll out a support program so quickly, you can also provide virtual assistance workshops. From Federal Housing Administration and loan information to relevant insight about Coronavirus relief, employees struggling to get back on their feet during this time can find support through those resources. Not only will financial aid or seminars help your employees in their own lives, but it will also show them how much you care about their personal well-being. This can go a long way and certainly increase job satisfaction overall.

Receiving the ‘Great Place to Work’ certification is certainly something to be proud of. For many companies, it takes a complete shift in focus to implement the right strategies to get there. However, by trying out these tactics, you can certainly create a positive workplace that drives individual and overall company growth.

### 3 Tips to Manage Remote Employee Performance

Whether you’re rejoicing or lamenting, remote work is here to stay. Even before the pandemic began, remote work was a fast growing trend that more and more organizations were starting to embrace.

As it becomes the new norm, both employees and employers are realizing that remote work has a lot of benefits. Employees are now saving time and money by not commuting, while employers are accessing wider pools of talent and minimizing employee absenteeism.
However, this abrupt transition to fully remote work can be challenging in terms of managing your employees’ performance. As an HR professional, it’s your responsibility to help leadership keep employees engaged, motivated, and at the top of their game. 
So how can you do this while your employees are working from home?
Here are 3 tips to help you better manage your employees’ performance as they work remotely:
1. Increase Team Visibility
In a remote setting, keeping everyone on the same page and tracking who’s working on what can seem a bit tricky. However, with the right collaboration and project management tools, it becomes a lot easier.
Video conferencing tools like Slack or Skype enable your team to communicate easily. Using more informal approaches to communication, like GIFs and memes, will also improve employee engagement. Consider hosting quick 15-minute team huddles every day so that employees are in sync with one another and aligned with project goals.
Likewise, a project management tool like Trello or Asana will help your team collaborate faster, assign and prioritize tasks, and track deadlines with ease. 
With such tools, you can gain greater visibility into each employees’ performance, along with your overall team’s progress. Plus, having an awareness of your employees’ workloads will help them avoid burnout. If an employee has a lot on their plate, you can reassign some of their work to someone who has space to help out.
2. Focus on Output Instead of Input
When working from home, many employees likely have to juggle other commitments as well, such as working remotely while their children are home.
So while it’s important to check in with your employees to see if they’re hitting deadlines, understand that each individual has their own way of completing work. Instead of fixating on the number of hours they put in, focus on their output and quality of work.
Even though work-life balance should always be a priority, it’s especially important to emphasize while your employees are working from home. Encourage your employees to take frequent breaks away from their desk, sign off once they’ve completed their tasks for the day, and get plenty of sleep and family time. Don’t expect them to be available 24/7 just because they’re working from home. To keep employees connected, create a Slack channel for them to have non-work-related conversations, such as sharing their favorite productivity-boosting music.
If someone is not producing the quality of work they’re expected to, schedule time to check in with them and ask them what you can do to help. Ultimately, it’s crucial to cultivate a remote work culture that’s based on trust, which can be built from day one with proper background verifications during staffing. A culture based on trust promotes flexibility and work-life balances. Showing your confidence in employees’ abilities will increase your employees’ productivity and overall performance.
3. Give Timely Employee Recognition
82 percent of employees wish they received more recognition for their work. In fact, lack of recognition is the 3rd biggest reason why people leave or would consider leaving their jobs. However, providing employee recognition in a remote setting can seem extra challenging.
To increase employee retention and keep them motivated to do their best, you must ensure that their hard work and contributions don’t go unnoticed.
Fortunately, there are plenty of ways to recognize your employees for their performance remotely. From personalized messages to virtual gift cards, you can show your employees appreciation as they work from home. To help them continue to grow, you can provide them with professional development opportunities, like online course subscriptions or memberships.
Giving recognition publicly also motivates employees and boosts morale. Whether it’s on a Zoom meeting or in a Slack group, recognition drives motivation for everyone on the team, stimulating more of the same positive behavior from other employees too.

Even after the COVID-19 pandemic ends, working from home will likely still be common. To many employees, the liberty of work remotely is desirable and might even be non-negotiable once offices reopen.
As a matter of fact, according to a Buffer survey, 98 percent of respondents said they want to continue to work remotely, at least for some of the time, for the rest of their careers.
In this new remote work, it’s crucial to manage employees’ performance properly. To ensure that these tips are actually put into practice, work with leaders across your organization. By doing so, you’ll be able to manage performance better and ultimately create a positive culture that results in happier and more motivated employees.

### How Can Employers Lessen Form W-4 Frustration

2021 is quickly approaching, and with a new year, many employees—whether new hires or existing employees—may want to update their Form W-4. If any of your employees claimed an exemption from federal withholding last year, they'll need to fill out a new Form W-4 by Feb. 15 to continue the exemption, especially if they claimed exempt from federal taxes in 2020.

The IRS has not yet finalized the 2021 Form W-4, but it is expected to be very similar to the 2020 Form W-4.
As you might expect, a significant number of people have found it harder to understand the new 2020 Form W-4, according to the results of the annual “Getting Paid in America” survey from the American Payroll Association (APA).
Based on these findings, employers might still need to take a proactive role when new and current employees complete the form for the first time.
Results and Response
Most people the APA surveyed opted not to complete a new W-4 this year, but nearly a quarter of respondents (24.1 percent) did fill out an updated form.
While a good chunk of employees completed a new form because they started a new job and had to do so (31.6 percent), almost as many people said they filled out a new W-4 because they wanted to adjust their withholding so they could have more federal tax taken out of their pay (30.6 percent). This was likely done to account for increased tax liability due to the changes put in place by the Tax Cuts and Jobs Act.
Nearly 43 percent of those who filled out a new Form W-4 in 2020 said the form was more difficult to understand and complete than it was the last time they filled out the form using its old format.
Although employers are instructed never to provide tax advice to employees, below are some basic ways to assist your employees if they opt to complete a new Form W-4 once it's finalized by the IRS

Ways to Ease the Frustration:

Discuss the possibility of giving new employees more time to get the info they need to complete the W-4 correctly, including sending them the form in advance and allowing them to work on completing it at home before their first official day of work.
It’s a good idea to pass along IRS info about the new Form W-4 to employees both old and new so they can reference it while filling out the form.
Recommend the agency’s tax withholding estimator.


Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### Namely Named Best Payroll Software of 2020 by Digital.com

Digital.com has named Namely to its list of best payroll software of 2020. The top 20 solutions were selected based on basic payroll functions, reporting, and additional features.

Namely and other companies were required to offer essential functions such as calculating wages and taxes and tracking attendance. Other qualifications include the ability to generate advanced tax reports as well as common reports like salary analysis, pay type, and overtime. 
It was also necessary for payroll programs to offer additional features that enable automatic tax filing or tracking wage garnishments ordered by criminal and civil courts. 
Digital.com research team conducted a 40-hour assessment of over 210 payroll software companies across the web. To access the complete list of best payroll software companies, please visit https://digital.com/payroll-software/. 
Namely was also named among the Best Performance Appraisal Software Companies of 2020 and Best HR Software Companies of 2020.

Namely is the #1 HR Software company that empowers midsized businesses to build better workplaces. Its cloud-based software brings HCM, benefits, insights, payroll, and time into a single-view platform to help modern HR teams make data-driven decisions about their people and understand what's really going on in their workforce. The Namely ecosystem includes powerful integrations with market-leading applicant tracking, identity management, ERP, compliance, E-Verify solutions, and more. Serving more than 1,400 clients with 230,000 employees globally, the company is backed by leading investors, including Altimeter Capital, GGV Capital, Matrix Partners, Scale Venture Partners, Sequoia Capital, Tenaya Capital, and True Ventures. For more information, visit www.Namely.com.

### Compliance With Paid Time Off to Vote Laws Is Critical on Election Day

As Election Day, November 3, approaches, employers should ensure compliance with Time Off to Vote laws in all states in which employees work.

Generally, these laws apply when an employee would not otherwise have enough time to vote during non-working hours. Some state laws contain costly penalty provisions for noncompliance. Note that no federal law requires employers to grant employees time off to vote, and employers may always be more generous.
Paid time off for voting
Employers are not permitted to make deductions from an employee’s wages for time spent voting in the District of Columbia, Puerto Rico, and the following 21 states: Alaska, Arizona, California (permitted after two hours), Colorado (permitted after two hours), Illinois, Iowa (permitted after two hours), Kansas, Maryland (permitted after two hours; proof of voting required), Minnesota, Missouri, Nevada, New Mexico, New York (permitted after two hours), Ohio (unless employee is paid on a piecework, commission, or hourly basis), Oklahoma (proof of voting required), South Dakota, Tennessee (time must be used to vote), Texas, Utah, West Virginia (unless employee fails to vote), and Wyoming (provided legal vote is actually cast).
Employee notice
Employees must provide some form of notice, including advance requests for time off, to employers for time off to vote in the District of Columbia and the following 18 states: Alabama, Arizona, California, Colorado, Georgia, Illinois, Iowa, Kentucky, Massachusetts (for certain industries), Missouri, Nebraska, Nevada, New York, Oklahoma, Tennessee, Utah, West Virginia, and Wisconsin.
Recent changes
The District of Columbia requires employers to provide up to two hours of paid time off to vote for employees who are registered voters as of June 24. New York reverted back to its prior requirement of two hours of paid time off to vote (from three hours of paid time off). Beginning with this year’s primary elections, all statewide elections in Hawaii are conducted by mail, and employers are no longer required to provide employees with time off to vote [Hawaii Office of Elections, Hawaii Votes By Mail webpage].
Voting by mail
This year, many employees may choose to vote by mail. State time off to vote requirements are still in force and must be followed when applicable. Additionally, check with the appropriate state agency, generally the Secretary of State to determine whether depositing mail-in ballots at official drop boxes or post offices on Election Day would be considered time off to vote in that jurisdiction.
States with no requirements
Employers are not required to provide employees with time off to vote in the following 20 states: Connecticut, Delaware, Florida, Hawaii, Idaho, Indiana, Louisiana, Maine, Michigan, Montana, New Hampshire, New Jersey, North Carolina, Oregon, Pennsylvania, Rhode Island, South Carolina, Vermont, Virginia, and Washington. Even in states that do not require time off to vote, however, many employers are choosing to promote the fulfillment of civic duties by providing paid or unpaid leave so employees can vote or deposit mail-in ballots.
Additional resources
For more detailed information on when time off to vote must be provided, the number of hours that must be allowed (both paid and unpaid), when employers can specify the hours when time off can be taken, detailed penalty provisions, and polling times, see Many States Require Employers to Provide Time Off to Vote.
Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

There are so many different standards and regulations when working for a company that has employees in more than one state. The burden is on HR to ensure they are keeping up with the diverse requirements and continuous changes to avoid costly fines and litigation. Namely's Comply Advice & Action can help. Click here to learn more about how your team can stay current and informed of breaking compliance news, legislative updates, and best practices surrounding complexities of multi-state operations.

### Work From Home or Work From Anywhere: What Are The Payroll & Compliance Implications?

So your simple office environment has been thrown into total disarray by COVID-19…welcome to the club.  
As offices closed, stayed closed, and now slowly try to reopen (or not), business owners and employees struggle with the dual issues of how to be safe amidst this new normal and how to get back to the old normal (as best they can).  
Welcome to the new world of business—be it Work From Home, or Work From Anywhere.

The challenges employees and business owners face are replicated in the uncertainty faced in the payroll tax and reporting world. That employee who previously worked in New York, but is now working from home in Maryland…how do we handle that? What are the ramifications to her as an individual and to you as the employer responsible for remitting and reporting state income tax (in most cases), state unemployment, and maybe even state disability and locality taxes on her behalf? The decision tree can be a daunting climb, and the technology and awareness required to match the compliance requirements can be equally challenging. So how do you approach this?
Many employers have decided to give a pass to 2020. Not that this is the right answer—state and local taxing authorities still have compliance requirements, and many states have drafted new, very specific COVID-related rules (see Massachusetts…more to come on that).
But the reality and practicality faced by many organizations is that they really did not know how long this would last. How long would the office stay closed? When would employees feel safe coming back into the office or even attempt to get back in via mass transport? Many offices are still out, some have tentative start dates, and some have just deferred until some time in 2021. 
Because of this, many employers are rolling the dice on 2020 and setting their sights on coming into compliance in 2021—either with permanent changes being made or with short-term alternatives, like hybrid schedules or target reopen dates. The common thread is establishing the new payroll priority and implementing it.
As 2020 comes to a close, most of the states that have implemented COVID-related payroll relief may see those rules come off the books. 
For example, New Jersey allowed employers with employees who were regularly based outside New Jersey but now working within New Jersey to continue the other state withholding and reporting while the COVID emergency was still in place, if they chose to do so. 
However, on October 19, the New York Department of Taxation and Finance published a series of FAQs, one of which addressed the question of whether an employee whose primary office is in New York but has been telecommuting as a result of a COVID closure still has New York state income tax responsibility.  The Department asserted that yes, unless the employer has a “bona fide” office from which the employee has been working, then this could be considered New York source income, in accordance with its long-standing Convenience of the Employer position in this scenario (even pre-COVID).  
Not surprisingly, New Jersey fought back by introducing state Senate bill S-3064, that directs a legal review of the situation and how to best protect New Jersey residents in this case. An amendment to the bill specifically noted the New Hampshire brief to the Supreme Court (see below) as well. Stay tuned for more on this. 
Similar to the asserted New York position, Massachusetts requires employers with pre-pandemic Massachusetts based employees to withhold and remit Massachusetts income tax to the Commonwealth, even if services were provided outside the state. This has recently resulted in New Hampshire filing a Motion for Leave to File a Bill of Complaint with the U.S. Supreme Court against the Commonwealth of Massachusetts for improperly and unconstitutionally taxing non-Massachusetts residents/employees, even though no work was performed in Massachusetts. This case, should the Supreme Court decide to take it, could have broad implications for the states that view this similarly, such as New York and Pennsylvania.  
So what should employers be considering as we head into 2021?  
Here are a few thoughts:

Since the payroll tail does not wag the dog here, consider your organization’s overall position with respect to employment and be prepared to work with that. If the office will remain closed indefinitely, work with that. If there is a set date to return, move in that direction. It is important to align the payroll reporting aspects of your business to the direction of the workforce.
Make a clear decision as to whether you will have a Work from Home (WFH) policy or a Work from Anywhere (WFA) policy. There is a huge, and potentially costly, difference. WFH generally aligns an employee to their resident state to perform services, which allows for clear withholding and reporting compliance. WFA can be just that…Anywhere. Imagine an employee going on a 20-state road trip and working in all those states along the way. How could you possibly comply?  Consider specific guardrails for your employee population in order to protect them from tax issues and also to protect your organization.
Work with your tax department as you consider WFH vs. WFA. There is also a hybrid version, which allows employees to work from specific states that the company deems appropriate.  There could be states where, for non-payroll tax purposes, the company just cannot have employees perform services. You can lock out employment occurring in that state, if properly handled.
Beware of global employees. In this case I am not referring to global travelers visiting another country where you are obtaining business. I am referring to someone deciding they are going to spend the winter in the South of France providing all their services to you virtually. This opens the possibility of creating something called Permanent Establishment in a foreign country—essentially having the U.S. entity be deemed to have opened an office there. This could create enormous tax and legal issues. Again, you can build guardrails around this using workplace policies.
Establish strong corporate communications with your employees and put in place your own guardrails. For example, a New York-based employee and resident says he is going to spend the winter working in Florida; he asks you to stop his New York withholding for three months and gives you a new Form W-4 with a Florida address. You may want to tell him to not do that, as he will still owe New York income tax on ALL his compensation at year end and may be significantly under withheld. However, if there is nothing in your corporate rules prohibiting this, and if he approaches the process properly, this may be technically permissible—although not necessarily advisable (see New Hampshire v Commonwealth of Mass) as New York may still require taxation.  Beware of giving personal tax advice in this case, even though you think it is for the employee’s own good.

The bottom line is that 2021 may not be a return to normalcy in the workplace, but it should encompass a return to compliant payroll withholding, remitting, and reporting processes and procedures.  

As an organization you can set some rules, such as in the WFH vs. WFA space, but in many other areas, you are merely the conduit to proper compliance. With states running short on funds, it is likely that income tax and unemployment tax audits could increase over the next few years, and it is up to you to protect the company and comply as best you can with this new normal we all are facing.
Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### Why HR Teams Should Use AI to Track Data

Even though Human Resources focuses on people’s needs, the field also relies heavily on data. Whether it’s running headcount reports or pulling metrics on diversity, HR requires constant interpretation of data and return on investment (ROI).

However, manually sifting through data and compiling reports takes up valuable time. So how can you save time on pulling data so that you can make faster and better business decisions? 
Enter artificial intelligence (AI).
AI automates the way you pull and analyze data. By leveraging AI, you can sift through large quantities of data, seamlessly run reports, and simplify HR processes, like hiring and tracking employees’ performance. 
In case your HR team isn’t using AI to measure data, here’s why you should start:
There’s Value of Data in HR
Through tracking and evaluating a wide variety of metrics, you can set your employees and company up for success. From time to hire and cost per hire to revenue per employee, these metrics help HR professionals gain a deeper understanding of their companies so they can adjust business strategies accordingly. 
To demonstrate, employee turnover costs U.S. companies $1 trillion per year, equating to around 1.5-2x the salary of a lost employee. With insight into your company’s data, you can significantly reduce turnover costs and shift your focus to employee retention.
At a macro level, measuring data can help HR professionals analyze how benefits, salaries, and company culture impact employee productivity and quality of work. Tracking these high-level metrics not only helps companies hire employees, but also helps retain them.
Overall, data empowers decision making because it helps identify a company’s areas of improvement, increase employee satisfaction, and ultimately maximize ROI.
Tracking Data Can Increase ROI
The timeline for calculating ROI depends on what metrics you’re measuring. Some HR investments might not affect your numbers right away and will show results over time.
To calculate ROI, use this formula:

(Final Value of the Investment - Initial Value of the Investment)    X   100
(Initial Value of the Investment)              
 
The higher the percentage, the better the ROI. A positive percentage means that you’re profitable, while a negative percentage indicates loss.
For example, if you invested $1,000 and earned $1,500, your ROI would be 50 percent.
 
(1,500 - 1,000)     X   100    =  50 percent
1,000                                            
 
Calculating ROI will show you whether you need to adjust your HR processes or not. If your data is showing a negative ROI, especially over a long period of time, it’s time to reassess your strategies.
Calculating ROI Can Increase Revenues
By leveraging AI and calculating ROI, your company can be more cost-effective and profitable. Tracking data will allow you to capitalize on your company’s strengths and improve its weaknesses, helping you reduce costs and expand budgets when necessary. 
Although it might seem strange to utilize AI in such a people-focused field, automating your data processes will give you powerful insights into your company.  

Every company is different—which means the metrics they measure should be too. Not sure you’re tracking the right data for your company? Check out our blog post, Your Complete Guide to HR Metrics and Formulas.

### How to Avoid Work-From-Home Burnout

As soon as the COVID-19 pandemic hit, millions of employees across the country suddenly began working-from-home—many for the first time ever. In the midst of this transition, many companies were forced to reduce their headcounts, giving remaining employees more responsibilities and longer to-do lists.

As a result, it’s likely that employees may be feeling anxious and overwhelmed. In fact, 75 percent of employees have experienced burnout within the last few months, with 40 percent of them directly attributing it to COVID-19. This has created a whole new category of chronic stress for employees: work-from-home burnout.
What Is Work-From-Home Burnout?
Work-from-home burnout is stress that employees endure when they don’t separate their work life from their home life. According to data from NordVPN, employees are now working 3 hours more per day than they did before the pandemic. Therefore, what used to be a typical 9-to-5 job has become a much longer workday. 
Employees also tend to suffer from work-from-home burnout when they work in the same space that they eat or sleep. These employees struggle to maintain a healthy work-life balance.
When your employees are experiencing this type of burnout, they may start to lose track of tasks, miss deadlines, be unproductive, and struggle with their overall mental health. Therefore, it’s crucial to be proactive and keep your employees motivated.
Here are some tips to help your employees avoid work-from-home burnout:
Encourage Employees to Take Time Off
The key to avoiding burnout is taking breaks from work. However, due to COVID-19 travel restrictions and increased responsibilities at work, employees haven’t been taking PTO during this time. According to Namely data, employee time off requests dropped by 20 percent in April compared to last year.
So how can you encourage your employees to take time off? 
Whether it’s adjusting your vacation policy, implementing mandatory mental health days, or extending Summer Fridays into the fall season, you need to provide your employees with the opportunity to take a break. For instance, Looker's HR team created a new vacation policy that allows employees to take 2 weeks off with no questions asked and no penalization.
On top of encouraging your employees to take a break from work, you need to make sure it’s easy for them to request time off. Using an intuitive platform, like Namely’s PTO tracker, simplifies the process of requesting and approving time off for both employees and managers.
Be Flexible and Accommodating
If your employees are starting to feel burned out, they may be struggling to be productive and hit due dates. To help decrease their stress levels, enable your employees to work flexible hours, extend deadlines when necessary, and take short breaks throughout the day. Some of your employees may also be struggling to balance working-from-home with child care, so give them a sense of control by allowing them to adjust their schedules accordingly. 
Additionally, tell your employees to log off when they’re supposed to. Unless the email they receive after hours is urgent, it can wait until they log on the next morning. Encouraging them to unplug at the end of the day will help them separate work life from home life.
Offer New Wellness Benefits
When employees are burned out from work, their mental and physical health can suffer—especially during these uncertain times. If you haven’t already, it’s time to start rethinking your wellness benefits.
From telehealth providers to mental health support and Employee Assistance Programs, there is a wide variety of virtual services you can include in your benefits plan. To help your employees focus on their health and avoid burnout, you can also host virtual meditation sessions, stress management webinars, and workout classes. If your employees are burned out because they work, sleep, and eat in the same area, consider giving them stipends to buy equipment and create a separate work space in their home.
Boost Employee Morale
According to Psychology Today, burnout can lead to increased feelings of loneliness. So during a pandemic that has already left employees feeling isolated, it’s likely that those who are suffering from burnout are feeling even more lonely. To help them stay connected with each other, you need to focus on boosting employee morale.
From virtual team lunches and happy hours to company-wide fitness challenges, there are several ways you can keep your employees engaged. Continue celebrating work anniversaries and recognizing employees for their accomplishments, no matter how small. Overall, frequently checking in with your employees to see how they’re doing will enable you to be supportive, keep them connected, and help them avoid burnout.

Looking for more ways to keep your employees engaged and motivated while they work-from-home? Check out our recent blog, Employee Engagement in a Remote World.

### How to Create a Successful Cohort Mentorship Program

As organizations evolve to meet the needs of their workforce, it’s becoming increasingly necessary to create opportunities for career advancement, mentorship, and diversity of thought. One of the most effective ways to do this is to implement a Cohort Mentoring program at your organization. 

At Namely, I was chosen to be a part of the third cohort of our mentoring program, and it has tremendously enhanced my understanding of the business while providing a safe space for career guidance. 
Here are a few of my observations on running a successful mentorship program: 
1. Understand the Goals of the Program 
First, it’s necessary to define the goals and objectives of the program so everyone has a comprehensive outlook of their participation and contributions. Knowing the “why” of committing to this initiative will allow both parties to immerse themselves and establish trust. 
At Namely, our philosophy around mentoring is threefold:
1. Establish cross-functional communication and collaboration
2. Foster a transparent relationship between senior leadership and the organization
3. Develop top talent and provide development opportunities
With these three pillars in mind, each member of the mentorship team has the guidelines needed to keep conversations and goals on track. They will gain unique perspectives and find synergies with a diverse group of individuals. Additionally, situations that tend to be overlooked can be surfaced by the mentorship circle to promote professional and personal development.
2. Establish a Meeting Rhythm & Expectations 
Creating time to meet regularly with your mentor holds both sides accountable and requires thoughtful preparation. The senior leader typically outlines the meeting cadence. 
In our group we have three mentees, assigned to one senior mentor; we meet once monthly for forty-five minutes as a group. I also meet once monthly with my mentor 1:1 for thirty minutes. 
The expectation is that we each come prepared with discussion topics, business scenarios to solve together, and career pathing questions. Discussion topics vary from budgeting for headcount to contractor review and selection, as well as management and people decisions. Employees are encouraged to work through a professional challenge, learn how to advocate, or manage relationships to advance their careers. The time spent together is incredibly valuable and both sides are able to reap the benefits of honest, constructive dialogue. 
3. Build Trust & Confidence Together 
It can be somewhat intimidating to come together with a group of colleagues you may not know very well to openly discuss business solutions and personal career pathing. However, being vulnerable within your mentorship circle has many advantages. 
Knowing that everyone is sharing confidential information creates a secure space to explore together while exchanging ideas and experiences. The support of your group lends itself well to identifying and facing workplace challenges. The trust and confidence in one another will grow as you continue to share and receive authentic feedback. This enables your mentorship circle to develop a greater understanding and appreciation of their colleagues’ work in other parts of the organization and continue to collaborate on shared goals.
4. Improve with Each Iteration of the Program 
The effectiveness of the program will continue to improve as each cohort provides meaningful feedback for areas of improvement upon completion of the program. 
With Namely’s mentorship program, we found that surveys were an effective way to collect and organize feedback. Our leadership then used the survey results to adjust the parameters of the program. For example, there may be a better pairing method, more preparation needed, or a different meeting cadence to try out. 

With each set of mentors and mentees “graduating” the program, constructive observations and evaluations of the program are provided so the next set of mentors and mentees will have the best possible version of it. 

### Formativ Health Streamlined Multi-State HR With Namely

Formativ Health transforms the patient-provider healthcare experience through a variety of technology-enabled services. While it has offices in Florida and New York, Formativ Health also has an array of remote workers around the country.


While searching for a solution, the top priority for Formativ Health's HR Generalist, Sara Lee, was to find a product that was easy to use for everyone. Before implementing Namely, Formativ Health was using Ultimate Software. With this vendor, Sara’s HR team struggled with their HR. They found that the platform wasn’t user-friendly, especially when it came to processing payroll and reporting.


“We wanted every teammate at Formativ Health to be able to navigate through our HR solution without having to ask our HR team for help.”



Formativ Health was considering other HR solutions, such as Paycom, when the company’s CEO came across Namely. Since one of their biggest pain points with Ultimate was the lack of user-friendly and streamlined features, Formativ Health was especially impressed with Namely’s engaging, intuitive platform.

Sara particularly loved the platform’s reporting capabilities.

“Reporting through Namely is very customizable without being cumbersome. When evaluating the solution, I loved that you can easily run reports by creating custom fields. In fact, when we had our initial call with Namely, the team showed us a demo of the reporting feature, and I literally started to cry because I thought to myself, ‘My life is about to become so much easier.’”

As a multi-state employer, Formativ Health also recognized that Namely helps manage employees across state lines—and keep them connected, no matter where they are.

“Our teammates live in several different states, so one part of Namely’s platform that caught our attention was how easy it is to adjust profiles and reports based on which states they are located in. For example, if we want to post an announcement or create a field on Namely that only applies to our Florida teammates, we can customize it so that it only pops up on their feeds.”

After evaluating all of these features, Formativ Health confidently chose Namely as its new HR software.

Beyond its user-friendly features and integrated platform, Namely also provided Sara with the customer support she needed. From day one of implementation, it was clear to Sara that delivering an unparalleled client experience is Namely’s number one priority.

“I’ve implemented several systems over the years, but Namely’s Implementation Team was the best I’ve ever dealt with by far. I absolutely loved our implementation specialist; he was phenomenal and helped us feel very secure about transferring our data from our previous system into Namely. Our payroll implementation specialist was also fantastic because she fully understood multi-state payroll, which was key to starting us on the right foot with the platform.”

Since implementation, Sara has continued to see Namely’s dedication to supporting its clients in action.

“No matter what department I need to contact, whether it’s benefits, payroll, or general customer support, I always get connected to the right person. Even if the first person I speak with isn’t fully equipped to answer my question, it takes 10 seconds for them to connect me with the expert who can.”


Formativ Health is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.

### Rethinking Wellness Benefits in the World of Virtual Work

When comparing data from late 2019 to data from April 2020, MetLife found that employees are now more likely to think that it’s their companies’ responsibility to support their health and wellness.

According to MetLife’s annual benefits report, 41 percent of employees feel that their company doesn’t offer benefits that support them and their wellbeing during this difficult time. Despite this, 37 percent of companies don’t plan on altering their benefits plans for 2021, while 48 percent are still unsure whether they will. 
As the COVID-19 pandemic evolves and employees continue to work remotely, it’s a no-brainer to rethink your benefits plans. Not only will reevaluating your benefits help you retain your employees, but it will also help you attract potential candidates as we head into this new normal. 
So what benefits are employees looking for? 
From telehealth and mental health services to Employee Assistance Programs, here are a few wellness benefits you can offer to support your employees:
Virtual and Telehealth
Telehealth allows employees to call or video chat with a doctor who can diagnose symptoms and prescribe treatment—all over the phone. No doctor’s office visit needed. If an employee is home sick, they can speak with a doctor and have a prescription sent to their pharmacist—without leaving their bed! 
As states extended their social distancing restrictions and employees continued working from home, telehealth grew quickly in popularity. Now, 32 percent of companies are considering adding or expanding their virtual and telehealth programs in 2021.
But with so many telehealth vendors out there now, which ones should you include in your benefits plan? To help narrow down your search, here are some of the best in the business:

First Stop Health is a best-in-class telehealth vendor. In 2013, the company started offering telemedicine and have since grown and refined its doctor network, technology, user experience, and more. Today, First Stop Health offers a leading telemedicine experience via app, web, or phone with an average wait time of less than 5 minutes.
TouchCare is a healthcare concierge whose goal is to put the focus of healthcare back on consumers by helping them to make better healthcare decisions. Since many medical & dental practices are closed due to the pandemic, Touchare has shifted its focus on helping members navigate the best options for both COVID & non-COVID related issues. In order to do this, the company now offers TouchCare Shield. This return to work program delivers a package of concierge healthcare support combined with virtual clinical support for employees. TouchCare’s clinical team can order both viral and antibody tests at thousands of convenient locations across the country. They also now have the ability to send at-home viral tests. Lastly, they’re able to provide “work excuse” notes for disability claims filing to ensure compliance with the Families First Coronavirus Response Act.
Kindbody's mission is to provide fertility, gynecology, and wellness services in modern, tech-enabled clinics—delivering best-in-class clinical care, accessible pricing, and a seamless patient experience. In addition to serving patients and employers in New York, San Francisco, Los Angeles, Kindbody also offers virtual mental health, nutrition, and return-to-work services through its platform.

Mental Health Support 
According to the Kaiser Family Foundation’s recent poll, 45 percent of adults have experienced anxiety and stress related to COVID-19. Similarly, MetLife’s annual benefits report found that 44 percent of employees said that their mental health is their biggest wellness concern during the pandemic.
To support their employees during this difficult time, 25 percent of companies are expanding their mental health support, including offering 24/7 help lines, discounts on mental health apps, and Employee Assistance Programs (EAPs). 
EAPs are voluntary programs that offer free and confidential services that address a variety of issues, such as alcohol and substance abuse, grief, and psychological disorders. If your company has an EAP, encourage your employees to get involved so they can focus on their mental health throughout this difficult time. 
As the COVID-19 pandemic continues, it’s not only important to offer your employees mental wellness benefits, but also to boost employee morale on a daily basis. From celebrating employee milestones remotely to hosting virtual team lunches and happy hours, appreciating your employees and helping them stay connected is crucial to their mental health. Frequently check in with your employees and provide them with healthy WFH tips to support them during this challenging time. 
Physical Wellness 
In 2019, 29 percent of companies offered onsite fitness programs, while 32 percent provided their employees with offsite opportunities, like corporate fitness memberships. Fitness companies, like ClassPass and PeerFit, offer this kind of membership, which gives employees monthly credits they can use to attend boutique fitness classes or appointments for facials, acupuncture, massages, cryotherapy, and more. Some employers even offer employees discounted fitness watches and reward them for meeting their fitness goals. 
However, since gyms and other fitness centers have closed due to COVID-19, and employees are working from home, employers have had to adjust their benefits to the new remote world.
In order to encourage employees to exercise and stay on top of their physical health, companies are starting to offer virtual physical wellness benefits. These benefits include online fitness memberships, virtual workout classes, at-home workout equipment, and free seminars on topics like diet and at-home workouts tips.

Want to learn how to run virtual OE? From choosing which benefits to offer all the way through whether to use active or passive enrollment, we’ve got you covered in our latest eBook, HR’s Guide to Virtual Open Enrollment & Benefits.

### Attorneys Answer Questions on Employee Social Security Tax Deferral

On August 28, 2020, the IRS in Notice 2020-65 responded to a Presidential Memorandum (executive order) by providing initial guidance on the postponement of the withholding of the 6.2% employee share of Social Security tax for certain employees from September 1, 2020, to December 31, 2020. 

Namely attended the regularly scheduled IRS Payroll Industry call on September 3, 2020. Attorneys with the IRS Office of Chief Counsel for employee benefits, exempt organizations, and employment tax were available to respond to questions concerning the Notice. While oral statements by IRS officials are not binding (Internal Revenue Manual, 32.3.1.9), their responses give us some insight into information that may be available in future guidance. 
Following is a transcript of the Q&A from the IRS Payroll Industry call on September 3, 2020:
1. Are employers required to delay employee Social Security tax withholding pursuant to the Notice? 
The Notice points to IRC §7508A as the authority for the postponement on the due date for employer withholding of the Social Security tax. Within the authority of IRC §7508A, the postponement of a taxpayer’s deadline is not mandatory. Specifically, IRC §7508A provides that, “The Secretary may specify a period of up to one year that MAY be disregarded in determining, under the internal revenue laws, in respect of any tax liability of such taxpayer whether any of the acts described in paragraph (1) of §7508(a) were performed within the time prescribed.” 
Accordingly, under the Notice, the IRS has no authority to require that employers postpone the deadline for withholding Social Security taxes. 
2. Does an employer have to delay employee Social Security tax withholding pursuant to the Notice if an employee requests it? 
No. The Notice designates employers as “affected taxpayers,” thereby permitting employers to disregard their deadline; employees are not designated as “affected taxpayers” and, as a result, do not have permission to disregard the deadline without the employer’s participation. 
3. Can the employer force all employees to participate, or does it have to solicit consents from employees? 
The Notice gives employers flexibility in how they choose to implement the postponement of Social Security tax withholding. The Notice does not preclude forcing all employees to participate, nor does it preclude an employer from requiring that employees first furnish their consent.
4. Is the employer liable for Social Security withholding tax that it does not recoup from employees in the period January 1, 2021, to April 30, 2021? 
Yes. Employers are liable for Social Security taxes they do not withhold from employee wages and compensation that are under their control. 
5. Does the employer have to recoup the Social Security withholding from employees in 2021 in the same amounts in which they were deferred in 2020? (There are four months for the deferral (September 1, 2020 to December 31, 2020) and four months for the repayment (January 1, 2021, to April 30, 2021). 
No. The Notice requires that employers recoup the Social Security tax withholding ratably from wages and compensation paid between January 1, 2021, and April 30, 2021; however, if this is not possible, the Notice gives employers the flexibility of using other arrangements to collect the Social Security taxes owed from employees.
6. If an employee earns on average more than $104,000 for 2020, are they still potentially eligible for the Social Security tax withholding postponement?
Yes. The Notice states that the determination of applicable wages is made on a “pay period-by-pay period basis…irrespective of the amount of wages or compensation paid to the employee for other pay periods.”
7. If the employer pays the 2020 Social Security tax deferral on behalf of their employees (gross up) in 2021, is a 2020 Form W-2c required? 
The IRS has not yet determined the Form W-2 or Form W-2c reporting requirements for the postponement and recoupment of Social Security tax withholding pursuant to the Notice. 
8. How will the employee Social Security tax deferral and recoupment be reported on Form W-2? 
The IRS has not yet determined the Form W-2 or Form W-2c reporting requirements for the postponement and recoupment of Social Security tax withholding pursuant to the Notice. 
9. How is the 2020 employee Social Security tax postponement reported on the 2020 Form 941? 
Concurrently with the issuance of the Notice the IRS published the draft Form 941 for the 2020 third and fourth quarters showing that on line 13(b) the employer reports both the employer and employee Social Security tax deferral and the employee Social Security tax deferral is reported on line 24. 
10. Will the recoupment of the employee Social Security tax deferral be reported on the 2021 Form 941 and how will the recoupment be paid over to the IRS? 
The recoupment will not be reported on the 2021 Form 941. Employer payment of the recoupment of the employee share of Social Security tax that is postponed in 2020 will be handled the same as the payment of the deferral of the employer portion of Social Security under the CARES Act. 

Namely continues to monitor for additional clarification.
Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### Namely Connections Client Spotlight Recap: Madison Logic

As businesses continue to adapt to the “new normal”, it’s never been more important to support employees with the right people processes and technology. Namely’s mission has always been to help mid-sized companies build a better workplace, while helping them save time and money. To demonstrate exactly what that means, especially during these uncertain times, we hosted a virtual Namely Connections event.


From taking a peek at our product roadmap to participating in a live Q&A with Namely’s CEO, prospective clients were able to get a sense of what it’s like to work with Namely.

But what better way for HR professionals to see what Namely has to offer than hearing from our clients themselves?

In case you missed it, here is a recap of one of our client’s spotlight sessions from Namely Connections:
Life With Namely at Madison Logic


During the event, Sarah Pottieger, Human Resources Manager at Madison Logic, discussed her experience using Namely’s platform over the years. Before joining Madison Logic 2 years ago, Pottieger worked at a company that also used Namely.

“When I was interviewing at Madison Logic and found out that Namely was the HR system they used, I was very relieved because it was not only a system I already knew, but it was also a system I knew worked well,” Pottieger explained.

“It’s been really encouraging to see Madison Logic use Namely versus an older platform, because it’s much more user-friendly. It’s easy to train employees and actually get them to be engaged with the technology.”

From employee onboarding to performance reviews, Pottieger handles everything HR for Madison Logic’s 120 global employees.

“As far as benefits go, Namely is probably the easiest system that I’ve ever used, and I think our employees would definitely agree. As part of their first day, we walk employees through Namely and show them all the platform’s features, including benefits enrollment. Once we show them how to enroll in benefits, we rarely have an employee come back to ask for help. Plus, it is easy to make life changes in the system, which our employees appreciate.

We’re also really happy with Namely’s performance reviews because it keeps us on task and allows us to conduct any type of review that we want—self, manager, and 360 reviews. We set up our goals in OKR format in Namely. Goals are super easy to set up, track, and tie to department and company goals, which gives everyone a feeling of alignment.”

In particular, Pottieger loves seamlessly onboarding new hires with Namely.

“My personal favorite feature of Namely is onboarding because it saves us a lot of time. Our ATS, Lever, syncs with Namely, so the second someone is hired, I get an email right away that lets me know. Then we kick off task lists and send out welcome emails. An employee can fill out their I9, tax information, confidentiality agreement, and basically everything else that needs to be signed before you even meet them. This is great because it allows them to focus more on the job and training on their first day. I’m obsessed with the fact that employees can put their banking information in the second that they start onboarding, so we’re able to pay them right away.”

In addition to onboarding, Pottieger appreciates how much time Namely saves Madison Logic with other HR processes.

“Overall, Namely saves us a ton of time, especially when it comes to payroll and benefits. I would say it saves all of our teams about 12 hours of manual work per month. I used to work in payroll systems that are very clunky, like ADP. ADP is like night and day compared to Namely. Namely is the easiest payroll system I’ve ever used. Typically, our Payroll and Benefits Manager processes payroll and handles benefits enrollment, but I have needed to cover for her on maternity leaves– I think this is important to point out because it shows how effectively you can cross train your teams on the payroll system if need be.”

From new enhancements to customer support, Pottieger has seen Namely constantly improve over the years.

“As we continue to grow, I can always trust that Namely is going to do the same. Namely has always been one step ahead of us. Recently they rolled out E-Verify, Comply Advice & Action, and the Namely Help Community.

The Namely team has done a lot to change how it supports its clients, especially with the Namely Help Community. In the Help Community, you can search for anything you’re curious about. For example, if I’m training someone on performance reviews, I can just have them search ‘how to set up a performance review’ and they can easily train themselves. Also, the fact that Namely’s customer support now tracks cases and gives you full visibility into your open ones, including who’s working on them, is a lot more personal than just emailing a service email address.”

Clearly, the COVID-19 pandemic has thrown HR professionals for a loop. During these challenging times, Pottieger has found Namely to be extra useful.

“COVID-19 has obviously hit us all in different ways, but I think one of the most important things we’ve all tried to do is just keeping people together and on the same page - and Namely has allowed us to do all of that. I think that having a platform like Namely is more important now than it ever was because everything lies within the system. When the pandemic started and we had to go fully remote, we never had to think about a solution to enhance our HR experience because nothing we did was manual or in paper format. The other part that’s been really helpful during the pandemic is the Namely newsfeed, on which we post any critical announcements. While it might seem simple to notify your employees about birthdays and new hires, it keeps everyone together and updated—especially when your employees aren’t really seeing each other anymore.

Comply Advice & Action is wonderful and has also been extremely helpful with COVID-19 regulations and job descriptions. We always have the most up-to-date information for our employees, and Namely allows us to do that.”


Want to hear about more clients’ experiences with Namely? Click here to check out the recap of our other Namely Connections client speaker, Intellective.

### ExecOnline Transformed Benefits Administration With Namely

ExecOnline is a mid-sized technology company based in New York City that delivers online leadership development solutions that solve organizations’ business needs.


Before implementing Namely, ExecOnline was using Insperity, a PEO solution. When looking for new HR software, Danielle Bensignor, ExecOnline’s Manager of Talent Management, was searching for a streamlined solution that her employees would love to use.

“We wanted to adopt a user-friendly solution that had an interface that reflected ExecOnline’s branding—clean and easy to use. We were also looking for a platform that was tech-centric and had cutting-edge technology.”



In addition to searching for an intuitive HR solution, Danielle wanted a brokerage partnership.

“Insperity would help us create our employee benefits packages, but not at the level that we needed. Our broker would only provide us with one benefits plan option based on our company size. When it came to brokerage, I wanted to have a strong partnership with my Benefits Advisor. With Insperity, it was like a shot in the dark; as much as they were a broker for us, they didn’t provide the personalized services we needed.”

While looking for the best fit software, ExecOnline explored several HR solutions—including ADP, JustWorks, Gusto, and Zenefits.

“As a growing company, we wanted to stay away from PEOs because we needed a solution that could support fast growth. Therefore, we sat through many demos of HRIS platforms. When Namely kept coming up in our search for top HRIS software, we looked further into the solution and were so impressed by how cutting-edge it was. We could see that Namely’s technology was up to date and constantly improving, so we were excited to partner with a newer platform that we could grow with.”


Since one of Danielle’s top priorities was adopting a centralized solution, she loves that Namely’s platform is streamlined.

“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes, and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”

Danielle has also transformed the way she offers her employees benefits with Namely’s Managed Benefits team.

“Ever since we were introduced to Namely’s Managed Benefits services, our Benefits Advisor has become part of our HR team. Unlike most brokers, our Benefits Advisor helps us create customizable benefits plans with top carriers. He is flexible and always willing to shop around for us so that we can craft the best benefits package for our employees. This year we decided to stick with the same benefits plan we offered last year, but our Benefits Advisor still conducted a thorough cost-benefit analysis just in case we wanted to alter our package even slightly.”

Danielle also appreciates how much time Namely’s Managed Benefits team has saved her.

“Our Benefits Advisor not only helps us tremendously during open enrollment, but also throughout the entire year. Whenever we have questions that involve carriers, he contacts them directly. Since Namely’s Managed Benefits team has relationships with these carriers, their response time is always prompt.

Overall, Namely’s Managed Benefits team has saved us valuable time and money. Our Benefits Advisor is constantly assessing the costs of different benefits plans, which is something we don’t have the bandwidth to do ourselves, and that has been huge.

When it comes to brokerage, it’s critical to have a strong partnership with your Benefits Advisor. For me, it is so easy to trust my Namely Benefits Advisor when it comes to offering my employees the benefits they deserve.”


ExecOnline is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.
Read the full case study here.

### Employee Social Security Payroll Tax Deferral Details

The Department of Treasury and Internal Revenue Service issued guidance on Friday, August 28th on implementing the Presidential Memorandum issued on Aug. 8, 2020, allowing employers to defer withholding and payment of the employee’s portion of the Social Security tax if the employee’s wages are below a certain amount.

Notice 2020-65, posted on IRS.gov, makes relief available for employers and generally applies to wages paid starting Sept. 1, 2020, through Dec. 31, 2020. The notice also indicated:

Eligibility for the employee deferral is based on per pay period frequency subject wages, that are less than $4,000 on a bi-weekly basis. Previous earnings are not applicable when determining eligibility.
Penalties and interest will apply if deferral amounts between 9/1/20 – 12/31/20 are not recovered by 4/30/21.
The employer “affected taxpayer” is responsible for the recovery and remittance of the deferred employee Social Security tax.

Outstanding Questions:

Whether employers are required to participate in the deferral?
Since employers are responsible for recovery of deferral amounts what happens if the employees are no longer employed or can’t recover from existing employees?
Who is responsible for the penalties and interest after 4/30/21?
How are these deferrals recorded on the W-2 and quarterly returns?

Based on the recently released guidance, companies should carefully consider the impact to its employees and the exposure to their business. Companies may want to start the discussion around internal procedures. Clearly communicate to their employees that this is a deferral and not a tax credit and the implications of not recovering the deferral amount by 4/30/21.

Namely continues to monitor for additional clarification.
Namely does not provide legal, accounting, or tax advice. Please consult with professional counsel for any tax, accounting or legal questions.

### Vita Coco Streamlines HR and Keeps Compliant With Namely

Vita Coco is the leading coconut water beverage brand, celebrated for bringing the benefits of coconuts to the world. While it’s headquartered in New York City, it also has global offices in London, Hong Kong, and Singapore. Before implementing Namely, Vita Coco was searching for a streamlined, centralized HR solution.


Before implementing Namely, Adrian Gajda, Vita Coco's People Manager, was searching for a streamlined HR solution.



“Some of the challenges that we faced in past HR systems dealt with the lack of interactivity between key HR features, such as time off, attendance, performance reviews, and even some of our benefits, like 401k, health, and dental plans. We never had a one-stop-shop to access all of those important features that employees rely on.”

Since a huge part of Adrian’s day-to-day involves running reports, he found it cumbersome and time-consuming to gather employee and company data across multiple, disparate HR solutions.


“A key part of my job is creating stories about our employee data. HR systems are full of employee data, and we use that data every day to make decisions around turnover, attrition, and other important metrics. Old, antiquated HR systems don’t have the ability to run reports and give us that data in a way that would benefit our company.”

From its intuitive interface to its seamless reporting features, Namely’s platform has simplified Adrian’s day-to-day—and his employees’ experience, too.

In addition, Namely helped Adrian and his team to amplify their compliance efforts. When it comes to staying compliant, Adrian doesn’t have to worry about missing deadlines or violating regulations with Namely’s compliance solution, Comply Advice & Action. In particular, Adrian has valued Comply Advice & Action during the COVID-19 pandemic.

“COVID-19 came at us quickly, but Comply Advice & Action has helped us stay up to date with federal, state, and local guidelines. The solution has also helped us understand the legal lingo involved in the legislation that’s been passed by Congress.”

Overall, Namely’s Comply Advice & Action has helped Adrian and his team keep up in the fight to stay compliant, while also saving them valuable time.

“Comply Advice & Action has saved us eight hours a week that we used to spend on research and interpretation work. If you find yourself constantly ‘googling’ around for compliance measures or frequently reaching out to legal departments in order to understand legislature, Comply Advice & Action will give you that time back.”

Considering Namely as your next HCM solution? Here’s what Adrian has to say:

“Namely provides all the resources you need to lay down the groundwork for your HR strategy. Your employees will thank you for not having to navigate between 3 to 4 different HR vendors. As an HR leader, it’s also important that you are well versed in compliance measures. Namely makes that easy by providing you with all the materials you need in one accessible location. The time that Namely has saved us is unprecedented.”



Vita Coco is one of more than 1,400 companies that use Namely to streamline people operations, payroll, benefits, and time & attendance needs.

Read the full case study here.

### 5 Ways to Develop Leaders At Your Company

Throughout history, the concept of leadership has changed drastically—especially within the last decade. Back in 2010, many successful leaders were autocratic and solely based their decisions on their personal beliefs. Since then, however, many leaders have embraced a more inclusive and collaborative way of decision making.

Now, in 2020, leaders don’t command their employees; they empower them. With this new leadership concept in mind, companies are looking to identify and grow leaders within their organizations. 
So how do you help your employees become strong leaders? 
Here are 5 ways you can develop leaders at your company:
Recognize Employees’ Potential
Many employers miss out on the opportunity to develop leaders in-house. To reverse this trend, 31 percent of companies created leadership development programs in 2019–allowing them to identify high potential leaders within their organizations. Whether they’d be for interim or permanent positions, potential leaders are employees who could successfully step in to fill strategic roles.
The question then is: what attributes should you look for in your employees to identify potential leaders?
Look beyond job-related skills and seek employees who clearly communicate, effectively solve workplace problems, and are reliable during times of difficulty. By identifying employees who demonstrate these qualities, you can develop the next generation of effective leaders within your company.
Loop in Managers
As a leader of your organization, it’s your responsibility to focus on your company’s future. However, you can’t possibly recognize all of the potential leadership at your company on your own. In fact, 30 percent of organizations struggle to build successful leadership development programs because they don’t involve their senior management. 
To make sure you don’t miss out on any potential talent, you need to loop in leadership across your company. Since managers work directly with employees on a daily basis, they’re in a perfect spot to identify any potential leaders within their teams. 
According to 83 percent of companies, it’s critical to develop leaders at all levels of your organization. By involving managers in your leadership development programs, you’ll be able to recognize potential talent—from entry level to veteran employees.
Coach Your Employees
Identifying potential leaders across your organization only goes so far. In order to help these employees become successful leaders, you need to provide them with proper coaching. 
Whether you build a mentorship program or facilitate recurring 1:1 meetings, you can help your employees further develop their leadership skills. When coaching your employees, it’s not only important to help them with decision making, but also to ask them about their own perspectives and guide them through any roadblocks they may encounter. 
According to a recent Salesforce survey, employees are 4.6 times more likely to feel empowered when they feel like their voice is heard. Therefore, by coaching your employees, you can inspire them to become strong leaders while also preparing them to meet key challenges they’d experience at senior levels.
Offer Leadership Training
To take coaching a step further, you need to provide your employees with opportunities to enhance their leadership skills. Since millennials make up almost half of the US workforce, it’s important to note that 63 percent of them believe that their leadership skills aren’t being fully developed. 
By offering leadership training, you can help your employees fully develop these skills from gaining hands-on experience. According to a recent Leadership Development Trends Survey, 18 percent of companies focus their training on behavioral and interpersonal skills in order to help their employees lead others more effectively.
Monitor, Measure, and Reward
In addition to offering training, the key to helping your employees grow into successful leaders is tracking their performance. Monitoring, measuring, and rewarding your employees not only recognizes them for their achievements, but also helps them improve.
Performance reviews make it easy to track aspiring leaders’ development. When creating employee performance reviews, use leadership skills as a metric. Which employees demonstrate leadership and work well with others? Which employees are adaptable and frequently show initiative? Through this process, you can cultivate an effective appraisal system that fairly evaluates performance, encourages leadership, and rewards excellence.

Why is it important to have strong leadership at your company in the first place? Find out in our latest blog post, Upholding Company Culture & Values During a Crisis: Why Leadership Matters.

### Reduce the Reliance on Gut Instinct To Prevent Hiring Bias

Humans are instinctive creatures. These instincts are powerful, and, in many instances, they serve us well, protecting us from danger. 
However, when it comes to larger, more complex decisions—such as recruitment—relying too much on gut instinct allows unconscious bias to come to the fore. If recruiters let their heart rule their head, they are likely to make choices driven by their own preconceptions and very often this will prove to be the wrong one.

First impressions are often based on irrelevant characteristics, such as how people look or how someone shakes your hand. Judging whether someone is suitable for a job needs to be a much more objective choice—one which examines their ability to perform the role based on fact, not feeling. It needs to be carefully considered and not rushed into.
Why We Have Intuition
Every day we have to understand and interpret millions of pieces of information. To prevent our brains from completely overloading, they need to skim and filter this information quickly and as effortlessly as possible. To build meaning out of the pieces of data that come to our attention, we need to fill in the gaps, and map it all to our existing mental models. 
Our intuition helps us to do this.
The problem? We don’t see everything. 
Some of the information we filter out is actually useful and important, so that the impression that is left is not necessarily accurate. Our assumptions can lead us down the wrong path. These paths are known as cognitive biases.
There are known to be 175 cognitive biases that influence human behaviour. This vast number shows just how complex the working of the brain is. It’s simply not possible to be aware of all of these and eliminate them from our thinking. 
It is important to acknowledge that they exist and to take steps to limit their impact in the hiring process. An effective way to do this is to base the process as far as possible on objective measures and avoid making speedy decisions.
Over Reliance on Gut Instinct is Leading to Bad Hires
Earlier this year, we conducted research with hiring managers to find out whether they felt their gut instinct had led to poor hiring decisions. The results were very enlightening. Half said that when they reflected on new recruits that didn’t work out, this was because they had paid too much attention to their gut instinct. This means that too often personal judgements, unconscious bias, and subjective preconceptions got in the way, potentially making them overlook more suitable candidates. 
The research showed that younger managers were much more likely to fall into this trap. 61% of those aged 35 and under said that a new recruit hadn’t been a success because they paid too much attention to their gut instinct in selection. 
Male hiring managers were also much more likely than female ones to say they had made a mistake due to an over reliance on their gut instinct. 58% of men said that a poor hiring decision was down to this, compared to 42% of women. 
What Can Organizations Do to Prevent Gut Instinct From Influencing Poor Decisions?        
Here are our top tips for creating a hiring process that avoids bias as much as possible:

Agree who is involved in the process and who makes the final decision. Having several people included prevents one person’s gut instinct taking over.
Agree on an ideal candidate profile based on skills and attributes that can be objectively measured.
Agree on a scoring system against this profile, so that everyone involved is clear on what the most important attributes needed are. Agree on a scoring system that everyone involved understands.
Agree on questions or tests that measure these attributes effectively.
Ensure everyone has the same information about the candidate before the interview so you all begin from the same point of knowledge.
Sense check your process with colleagues who are not involved to ensure it is as fair and relevant as possible.         


Finding the right candidate is very difficult, especially now as the number of applicants for each position is likely to rise due to the economic challenges created by COVID-19. 
Relying on gut instinct might seem like an attractive shortcut to finding the best person for the job, but it is likely to lead to bad decisions and premature attrition which means more positions to fill. Creating an objective process will take time initially, but it will yield much better results in the long run.

### Importance of Immediately Documenting Performance Problems

The importance of documenting performance problems as they occur cannot be overstated. Although this requires meeting with the employee and discussing the issue, which will almost certainly be uncomfortable, it’s your best defense to a wrongful termination claim should the employee feel litigious after termination.

Too many employers rely on the concept of employment at-will to protect them, when the reach of this concept is actually quite limited. The problem is that if an employer has little to no documentation and relies on at-will employment—and the theory that legally no reason is required—the terminated employee, their attorney, and possibly a jury of their peers will fill the blank with an illegal reason. Although you may be within your rights to terminate “for no reason,” it’s a dangerous position to take.
But if the threat of litigation isn’t compelling enough, there are other reasons to deal with performance and behavioral issues promptly and with documentation. Addressing performance and behavioral issues as they arise will improve performance and behavior! There are a few basic principles working in your favor when you commit to the manta of “Don’t delay, manage today.”
Here are just a few:
1. If they don’t know they’re doing something wrong, they can’t fix it. A huge number of employees don’t realize their performance or behavior is a problem—or that it’s as bad as it is—until they are being handed their pink slip. Talking to them about it will likely lead to you having a better employee and reduce hefty turnover costs.
2. No one likes being in trouble. If you talk to an employee about an issue and they understand that failure to improve will result in another talking to, they are likely to shape up. If they are impervious to discipline, then addressing issues early and often will help you shepherd them out the door more quickly, so you can replace them with someone better.
3. Documentation makes it real for the employee. It’s easy to brush off a quick, oral scolding time and again, but when employees know something is “going in the file,” they are likely to take it much more seriously.
4. Other employees will catch on. If you are consistent in addressing performance and behavioral issues, your employees will know it. But consistency is key. If you only haul employees in sporadically for failing to meet expectations, you won’t reap the benefits of a culture of accountability.

Ultimately, talking to employees and making a paper trail will serve you both during employment, by encouraging better performance and reducing turnover costs, and after, should they threaten to sue.

### Protecting Employee Data During Tax Season

Whether it’s an insurance application, a W-4 form, or a photocopy of a driver’s license, your employees’ sensitive information needs to be protected - especially during this extended tax season as scams and refund theft increases. While the IRS has made efforts to improve identity verification, scammers only need a few crucial pieces of data to file a fraudulent tax return and claim a refund. 

As an employer, it’s your responsibility to make sure that documents are stored securely and disposed of properly. If not, you could be faced with hefty fines from state and federal agencies. To ensure that personal information is safe from prying eyes, use these tips to create and implement a company-wide plan:
Practice Security Procedures
To keep your employees’ information protected, your company will need to develop and enforce security policies. These guidelines will dictate which information is deemed sensitive and how that data will be protected. Having these policies in place will also help determine which employees need access to what information. For example, Sales managers should have the authorization to view performance goals while HR managers should have access to tax paperwork. 
No matter what form the information is in, it should be stored safely. For paper records, ensure documents are kept in a locked location, like a secure room or fire-safe filing cabinet. Store digital records in a private server with password protection and data encryption. If your technology is more than a few years old, have it evaluated to confirm that it can protect and store information without being susceptible to viruses or bugs. 
To limit access, delegate the responsibility of managing private records to only a few individuals. This system not only controls who sees personal information, but also allows for easier office surveillance. If there are any situations where unauthorized individuals view protected information, an investigation needs to be launched promptly to determine why and where there was a breach in security. Once a cause is determined, use it as a learning experience and update your security policy to eliminate any flaws in the procedure.
Provide Training to Staff
With your company’s security policies in place, your staff will need to be trained on your new procedures. This education should also focus on general best practices for protecting private information. Use this time to remind employees about updating passwords regularly, not responding to phishing or spam emails, and avoiding the use of their social security numbers or bank account information whenever possible. While this might seem like obvious information, it’s beneficial to educate employees on these preventative measures. 
At the beginning of each year, your HR department should distribute W2s in a secure and timely manner. Make sure employees pick up their forms in-person and ask HR staff to double-check that their mailing addresses are accurate. If possible, you can even offer employees the opportunity to download their W2s from an online portal. This option not only speeds up the distribution of W2s, but also prevents the need to mail the forms to off-site employees. 
To further prevent tax-time identity theft, employees should file their returns as soon as possible. This will prevent identity thieves from using a fraudulent tax return to claim a refund later in the season. Getting a refund directly deposited into a bank account can also help stop the theft of paper checks coming in the mail. For employees new to filing taxes, encourage them to use a financial service that reduces fees for their tax return. This will enable them to track the deposit of their tax refund instantly and not have to wait for a monthly bank statement. Electing to have a tax refund directly deposited can even speed up the payment process by a couple of weeks.
Follow Recordkeeping Laws
Since most recordkeeping laws differ from state to state, you will need to research what regulations your company is required to comply with. The Department of Labor, Occupational Safety and Health Administration (OSHA), and many other federal agencies require different records to be retained for varying amounts of time. As a general rule, employee records should be kept for at least seven years after termination. Any benefits or medical records need to be held six years after the start date of an employee’s health plan. Hiring records also need to be stored for at least two years after the date an employee is hired. Before you destroy any out of date documents, you will need to check with the appropriate state and federal agencies to confirm that the records are no longer required. 
Once your records are approved for disposal, they will have to be destroyed appropriately. That means these documents will need to be shredded, burned, or pulverized. Whatever method you use, the records should be destroyed to the point of unreadability. If your company does not have the means to destroy records in-house, many third-party vendors can securely remove unneeded documents for off-site disposal.



The best way to stop identity theft is by preventing sensitive information from getting into the wrong hands. Since most cases of fraud start with a paper source, you can help protect your employees by implementing a data security policy. By keeping personal documents secured, educating your workforce, and using proper disposal methods, you can protect your employees’ information.

### Guide to Deciding Who to Recall From Furloughs or Layoffs

Deciding which employees to return to the workplace following a furlough or temporary layoff, and in what order you’ll call them back, will require an individualized analysis for each organization. For those who aren’t sure where to start, we provide this as a starting point.

Company Needs 
First, think about overall operations in the future. How busy do you expect to be? It’s best to slightly underestimate need; if employees stop their unemployment insurance (UI) claims only to be sent home again after a few days, their continuity of income may suffer. It’s also easier administratively if you only need to furlough and then recall an employee once. And, you can always recall more employees once you’re certain the need exists.
Think about whether there are parts of the products and services you offer that will be more or less important in the future. For instance, a bakery might have very little event catering in the next few months, but may need more delivery drivers. If your company went through the Great Recession, how were you impacted by the economic downturn at that time? Which departments and types of jobs were most essential as business resumed? Which were least essential?
Forecasting future staffing needs will likely require a lengthy discussion amongst the organization’s leaders as well as a willingness to change course as business — and the economy itself — fluctuates.
Individual Employee Selection 
Once you’ve settled on a general staffing plan, you’ll need to decide which employees you want to return first. Establish one or more criteria for return. You don’t have to adhere perfectly to the criteria you choose, but the more closely you follow your system the easier it will be to explain decisions to employees (or government agencies or lawyers) who may be unhappy with your approach. If you deviate from your system, be sure to take good notes on why you did so. Some potential criteria for employee selection include:

Unique or difficult-to-replace skill sets. Business needs will likely dictate when you bring back individuals with special skills, but you may also want to make a point to reach out to these people sooner than later to ensure that they will be available when you need them.
Overall performance. Preferably, performance-based decisions will be based on written documentation you already have, such as performance reviews, production metrics, disciplinary actions, or a history of attendance/tardiness issues. If performance — whether good or bad — has not been previously documented but will still be the basis of your decision, you should take the time to create that documentation now.
Seniority. Using seniority as the primary factor in a layoff decision is a simple, objective reason that can reduce the company’s exposure to liability. However, this is not always in the employer’s best interest when attempting to operate “lean,” since seniority may not correlate with the skills you need most in the workplace. 
Demonstrated ability and willingness to do work outside of their usual assignments. These are uncertain times and having someone who is willing to roll up their sleeves and clean the bathroom or make a delivery if necessary may be invaluable. You can assess this quality based on past actions or by asking employees specifically about their willingness to do tasks that may be significantly outside their job description.

You may choose to call back some employees who have a mix of strengths but are not standouts in any area. This is perfectly acceptable, but be clear with employees and document your reasoning. All criteria used should be job-related or related to business necessity.
Potential Discrimination Pitfalls
Making decisions based on someone’s inclusion in the following federally protected classes is illegal: race, color, national origin, religion, sex, age (over 40), pregnancy, citizenship or immigration status, military status, and disability. Some states have additional protected classes, so be sure to check state law.
Under the current circumstances, there are a few types of discrimination in particular that employers may fall into:
Age Discrimination 
The federal Age Discrimination in Employment Act (ADEA) protects employees who are 40 or older. Older employees, on average, will have higher rates of pay. If you decide to eliminate the highest earners from your payroll to save the most money possible, that may disproportionately impact those over 40. If you are considering this approach, we encourage you to call an attorney before finalizing your decisions.
You may also be inclined to “protect” your older workers from the virus by not inviting them back. This should not be part of your analysis. If upon being offered work, an employee of any age tells you that they need an accommodation of remaining furloughed a while longer, then consider that request. Failing to bring an employee back to work because of their age — even if you’re operating with the best intentions — will be a clear case of age discrimination.
While the ADEA takes effect when an employer has 20 or more employees, a similar state law may apply and cover smaller organizations in your state.
Disability Discrimination
Disability discrimination is also likely to be the result of employers trying to protect their employees. But it is not the employer’s job to determine what is best for an employee based on their known or perceived disabilities and doing so will amount to disability discrimination. In the communication you use to offer employees a return to work, all employees should be encouraged to contact you if they want to discuss safety issues or accommodations. Do not make assumptions about what employees will want to do based on their health — that decision is between them and their healthcare provider.
Should an employee request a reasonable accommodation, you should engage in the Americans with Disabilities Act (ADA) interactive process. Requests for an accommodation also must not affect your decision about whether to return an employee to work. 
While the ADA takes effect when an employer has 15 or more employees, a similar state law may apply and cover smaller organizations in your state.
Retaliation for Use of Protected Leaves
Employers should ensure that an employee’s use of a protected leave, whether recently or in the distant past, does not factor into their decision-making. Equating use of a protected leave with a reliability problem (for instance), and therefore not calling that employee back as soon as you would have otherwise, will constitute retaliation against that employee for exercising their rights. This applies to state-mandated sick leaves, leaves under the traditional Family and Medical Leave Act, ADA leaves, Emergency Paid Sick Leave and Emergency FMLA under the Families First Coronavirus Response Act (FFCRA), and any number of leaves that are protected by state law, such as voting leave and emergency responder leave.
Documentation
Documentation is just as important now as ever. Even though it may feel like a mass furlough is the perfect opportunity to let go of poor performers, employers shouldn’t assume that their motives won’t be questioned. Documentation should be in writing and easily understood by an outsider to your business. Document why you chose to bring back certain groups of employees before others, as well as why each employee was chosen before others in their job type.
For Those You Don’t Bring Back
If you are bringing employees back in phases, it will save you time to communicate that plan to everyone as the recalls take place. If you bring back half your workforce but don’t communicate with the other half, they’ll hear about it through the grapevine and may start calling, texting, and emailing you frantically for more information. It will be best if you have a clear communication strategy and message from the outset and put people’s mind at ease about the future.
If you have decided not to bring certain employees back at all, you should communicate that decision to each of them as soon as possible so they can start making plans for their next job opportunity. Stringing someone along for weeks or months when you have little to no intention of bringing them back will result in ill-will. In the era of social media and online reviews — especially post-COVID-19, when many businesses will be fighting to rebuild their customer base — employers will benefit from showing compassion, especially toward those who will no longer be employed with them.

Need more tips for returning to work in the wake of the COVID-19 pandemic? Click here to download our Return to Work Toolkit, featuring a checklist, a sample Welcome Back letter, a sample employee notice of face coverings, and some of your top compliance FAQs.

### Best Practices for Internal Communication During a Crisis

Internal communication needs to be steadfast and strong for companies to work effectively. And when a crisis strikes, letting staff know what is happening around the world and how it will be affecting them in the workplace needs to be a priority.

In this blog, we outline four best practices for communicating internally during a crisis to ensure your company continues to function optimally.
1. Spread Awareness
The current pandemic is constantly evolving, and health officials are offering new information on a near-constant basis. But that doesn’t mean your employees are always tuned in to what’s going on. 
As more information is released, companies need to reiterate and react to updates so that their employees are well-informed. 
Still, it is up to companies to ensure that their employees are given the most accurate information. This can be done in a number of ways, including weekly updates from the c-suite or HR, all-hands meetings, anonymous question services, coronavirus awareness resources, and more.
Tell your staff what has been announced about how the virus is being transmitted, what protective measures they can take to keep safe, and what exactly ‘social distancing’ means.
When employees have questions about the crisis, companies should attempt to answer them according to the facts available. If you don’t have an answer, tell your staff that—don’t just guess.
When you source data and facts, check where it is coming from—don’t glean information from opinion pieces or social media. Source information from the World Health Organization and the Centers for Disease Control and Prevention before sharing it with anyone else.
2. Be Flexible and Understanding
Internal communication follows its own flow and rhythm, but during a time of crisis—especially one as all-encompassing as the one we are facing now—there needs to be some additional thought put into the tone of messages.
Many employees are facing harsh situations. Some may have been directly affected by the virus; others might not be handling isolation well. There are also numerous people who are struggling to handle working with homeschooling and taking care of the home.
This is an anxiety-inducing situation for everyone, and the impact on mental health cannot be downplayed.
Internal communications must acknowledge the struggles of employees—share the facts but prioritize employees’ mental and physical health instead of pushing deadlines and productivity. Promote these in your remote work policy so that employees understand that they can adopt a flexible schedule, for instance, if they need to in order to take care of their children. 
3. Lead by Example
Leaders of organizations need to be at the forefront of crisis communications. They should be sending regular emails or messages on team chats.
Do not leave it up to other staff members—while managers can share their own updates with their team, it is important for employees to know that their leaders are around. Even if there isn’t any real update, message your staff regardless to avoid creating a vacuum for people to fill in with incorrect data or concerns.
4. Be Open to Feedback
This pandemic is unprecedented and unpredictable; information is changing regularly, shaping how companies and their employees function.
While it is important for leaders and executives to inform employees of new information as and when it comes in, internal communication must not be one-sided.
Check-in with employees regularly and ask them for their feedback via chat tools. 
Ask them about their worries and mental health: how are they feeling? Do they have any concerns about the crisis? What clarifications do they require? Ask them about their working conditions: do they have what they need to continue functioning as normal? Do they need flexibility in their working hours?
If these interactions can be conducted over video calls, even better. Seeing others makes you feel more connected, and it is easier to understand reactions face-to-face than over text.

The global crisis we are experiencing now has changed many aspects of life, including the way companies communicate internally.
It is essential to make communication a priority during a crisis—letting employees know what the situation is and how it impacts the company, as well as the way they work.
Accept that you can’t know everything, and that the situation is continually changing. As long as you source your data and suggestions, you will be fine. The important thing is to make sure employees know that their company is there for them, now and in the future.

### Employee Engagement in a Remote World

Managing a remote workforce is a daunting task. When teams are fragmented, employees can feel disconnected from their teammates. This lack of face-to-face interaction can often lead to feelings of isolation and anxiety.
Until last year, remote employees only made up 10-20 percent of most organizations’ workforces. Even though a larger section of the workforce was expected to become remote in 2020, the current scenario was completely unforeseen. 

After the outbreak of COVID-19, employers were suddenly forced to adjust to remote workforces with little time to prepare. And now as we enter into the third month of the pandemic, managing an entirely remote workforce is the #NewNormal.
From hosting virtual meetings to adopting new work from home policies, COVID-19 has thrown businesses worldwide for a loop. But while organizations are focused on adjusting to this new reality, one crucial aspect seems to have taken the backseat - employee engagement. 
So what are some immediate steps managers can take to engage their employees throughout this difficult time? 
Here are 6 actionable tips you can use to improve employee engagement during the COVID-19 pandemic: 

1. Find new ways to communicate
One of the main challenges of remote work is communication barriers. Employees who are used to working in offices may find it difficult to communicate “normally” while working remotely. Therefore, managers must find new ways to connect and communicate with their employees. 
As your employees work from home during this difficult time, regularly check up on them to see how they’re doing. Utilize teleconferencing tools to keep them engaged and connected to one another. Run a quick pulse survey to understand what challenges they’re dealing with while working from home. If some of your employees have children, schedule time with them to discuss ways you can support them throughout the pandemic. 
2. Provide them with proper technology
No matter how productive or motivated your employees are, they can’t be successful without the right set of tools. Proactively have one-on-one conversations with all of your employees to understand what technology they have at home and what they need. Set your employees up for success by providing them with laptops, upgrading their existing ones, or paying for their increased remote expenses, like internet or phone bills.
3. Keep the wheel of employee appreciation moving
Employees who aren’t used to working remotely may feel pressure to prove themselves to their coworkers and managers. To keep them motivated and boost morale in this new remote world, keep the wheel of recognition moving. Switch to a virtual recognition system and don’t forget to continue celebrating employee milestones, like birthdays and work anniversaries.
4. Check in on their mental and physical health
COVID-19 has not only impacted your employees’ day-to-day, but it has also affected their mental and physical health. From social distancing to worrying about their personal and financial safety, your employees may be feeling anxious and isolated. 
Additionally, since people are staying at home, their healthy habits like working out at the gym and getting physical activity have reduced drastically. As the old saying goes, a healthy mind resides in a healthy body. Encourage your employees to take care of their mental and physical health by offering virtual yoga and workout classes, sending them stress relief articles, and even allowing them to alter their working hours.
5. Emphasize collaboration and team-building
Teamwork is more important now than ever before. As a manager, you must ensure that your team continues to work together successfully in the remote world. Try to assign collaborative tasks to ensure that team members stay in contact via virtual meetings. Promote peer learning to boost cross-functional working among teams. Conduct virtual team-building activities like lunches, happy hours, and games nights every now and then to keep your employees connected.
6. Encourage upskilling and reskilling
The business world we will enter post-pandemic will be completely different from the one we lived in before COVID-19. Companies will have to put in their best efforts to shield themselves from the upcoming disruptions in the market. To thrive in the post-Coronavirus world, you must proactively prepare your workforce. Your knowledgeable, agile, and future-forward employees will be your biggest assets in the battle. The best utilization of the time at hand is upskilling and reskilling your employees.
When organizations cross-train their employees, it spreads optimism and boosts morale. Giving employees more exposure and visibility into your company will give them confidence and motivation. Overall, it’s a win-win.

We are at a time where workplace dynamics are changing at an unimaginable pace. Remote working has become a new reality and the earlier we start adjusting to this #NewNormal, the better. In this crucial stage, engaging and retaining top talent should be a priority. Start implementing new strategies to motivate your employees in the remote world. 

### Effective Ways to Reduce Retirement Plan Expenses During Uncertain Times

There is not much written about how retirement plan sponsors should weather situations like the one we’re facing now, mostly because these are unprecedented times. However, the virus that’s causing a meltdown on Wall Street shouldn’t create a meltdown in your office. Knee-jerk reactions like eliminating all equities or terminating a plan altogether can have far reaching consequences. While the ideal outlook is to stay the course, we recognize that not all companies are in the position to do so. So what are the most effective options for sponsors looking to their 401(k) or 403(b) plans as a way to manage costs?

Effective alternatives to plan termination.
While staying the course is often the best route in times like these, that’s not necessarily an option for all companies. In instances where short term cash flow is imperative to survival, there are a number of options as it relates to company retirement plans.
1. CONSIDER PLACING EMPLOYEES ON A LEAVE OF ABSENCE RATHER THAN LAYING THEM OFF.
Federal law recently gave states flexibility to provide unemployment benefits in multiple scenarios related to COVID-19. For example, states can now pay benefits where the employer temporarily ceases operations due to the virus, an employee is quarantined with the expectation of returning to work after the quarantine is over; and an employee leaves employment due to a risk of exposure or to care for a family member. Depending on your state, it may be possible and preferable to place an employee on a leave of absence, rather than terminating their employment. During this time, employees remain plan participants, but cannot make deferrals since they will not be receiving a paycheck. This may be an ideal solution for employers who intend to rehire these same employees after the crisis period ends. It also avoids the problem of the plan potentially becoming subject to partial termination rules, which would occur when a  significant number of employees are separated from employment. A partial termination would require immediate full vesting and distribution of  balances for all severed employees, and could otherwise be more expensive for the sponsor.
2. DEPLOY A PARTIAL PLAN TERMINATION.
A plan termination can seem simple at first glance, but it’s anything but. In order to shut down a plan entirely, all balances must be 100% immediately vested which means a sponsor is often paying out company matches earlier than anticipated. Because the plan must promptly distribute all assets, loans must be repaid immediately, potentially creating further hardship for participants. Additionally, sponsors must wait one year after fully terminating a plan before they can start a new one, opening up hiring, retention, and tax implications down the road. Lastly, it’s important to note that termination may not be an option for all plan sponsors (e.g.  when other retirement plans are held or are part of a controlled group of related employers) so it’s imperative to understand plan design.
Instead of a full termination, sponsors can consider a less expensive approach of a partial termination. This generally occurs when an employer terminates a significant percentage of employees, usually about 20% of headcount, or amends the plan to reduce benefits significantly. It’s a facts and circumstances approach and, while it would still require immediate full vesting and distributions to affected  participants, it can be less onerous on the sponsor than a full termination.
3. EXPLORE BILLING CHANGES.
Some sponsors pay for plan expenses out of the sponsor’s corporate assets. If a plan provider agrees to a bill delay, it could soften the impact during times of crisis. Alternatively, since the decision of whether to pay for plan expenses is a fiduciary decision made by the sponsor, the sponsor that is paying most of the plan-related expenses from corporate assets can shift that burden to the Plan.
4. REDUCE OR SUSPEND EMPLOYER CONTRIBUTIONS.
For some plans, employers may be able to suspend the employer match or profit sharing contribution for up to three years without terminating the plan. For most plans where the employer match is completely discretionary, this is a fairly simple solution that can quickly reduce costs, especially given that most employee matches are between three to six percent. There is no advance notice required and the employer is free to eliminate contributions immediately.  For safe harbor  plans, however, employers must provide eligible employees with notice, the plan must be amended, and the change takes effect 30 days after the notice is delivered or the plan is amended (whichever is later). The plan must also still satisfy certain compliance testing requirements and participants must be given an  opportunity to reduce their deferrals knowing they may not receive a previously expected employer match. With respect to the nonelective contribution, the employer may need to demonstrate a business hardship or economic loss to the IRS.
5. AMEND THE PLAN.
Subject to certain limitations, plans may be amended in the middle of the plan year to help sponsors reduce costs. For instance, a plan can be amended to extend the required service period for employees who are not already eligible to participate, thus saving costs. While not always legally required, notice should be provided as soon as possible in order to maintain good will between employees and the employer and to comply with fiduciary responsibility rules under ERISA. Employees may still be upset, but a timely, clearly written notice provided as far in advance as possible might help alleviate their disappointment.
6. FREEZE THE PLAN.
Defined contributions plans, such as cash balance plans, can be frozen, which can help reduce a sponsor’s financial obligations in the short-term. Profit sharing plans that do not have any employee deferrals can also be frozen. The frozen plan still remains subject to compliance and minimum funding requirements, but it gives sponsors flexibility regarding plan operations. A plan can either be fully frozen, where all benefit accruals for all participants cease, or sponsors can implement a so-called “soft freeze” option that stops benefit accruals for some employees based on age, tenure, or job classification.
Regardless of which approach makes the most sense, plan sponsors should remember that they’re still fiduciaries who need to act in the best interests of their plan and its participants. Therefore, plan terms must be reviewed carefully before any action is taken and employees should be made aware of any changes. By exploring options and selecting the least disruptive — yet effective — measure, we can try to maintain some sense of stability during a time that is anything but.
Vestwell is not a law firm or tax advisor and we do not offer legal, tax, or investment advice. You may wish to consult your own financial or legal advisor before making any decisions regarding your retirement plan or any distributions.

Need ideas on how to support your employees through these tough times? Click here to check out our COVID-19 Crisis Resource Center.

### What is Hazard Pay? 

As the nation—and world—continues to navigate the many changes brought around by COVID-19, many people are discussing how we can give back to “essential workers” who continue to risk their lives every day to help others. Essential employees are working longer hours, dealing with increased stress and anxiety, and worrying about their own health and the health and safety of their families and loved ones. While these essential workers are crucial to our country’s ability to save lives and give people access to the resources and services they need, this increased pressure and workload are likely not sustainable.To help alleviate these concerns and show support for their sacrifices, many people believe healthcare, transit, retail workers, and other employees doing essential work should be entitled to additional pay for putting their lives at risk—especially because many of these roles are not highly paid to begin with.While no one could have foreseen a global pandemic, odds are many employees didn’t know they’d potentially be putting their health at risk by taking a job as a cashier or warehouse worker. While many of us have the luxury of working from home, these individuals are risking exposure to a deadly virus every time they clock in. And because they weren’t aware of these risks when they accepted their position, many people are calling for them to be eligible for hazardous duty pay, or hazard pay. Here’s a look at hazard pay, what it means for employees and employers, and why it’s currently a trending topic:


What is Hazard Pay? 
The Department of Labor defines hazardous duty pay, or hazard pay, as the “additional pay for performing hazardous duty or work involving physical hardship.” Here’s a detailed look at what that definition means: 

Hazardous duty refers to work where an accident could result in serious injury or death. For example, if an employee has to perform a duty on a high structure, or on an open structure where they’re susceptible to severe conditions like darkness, lightning, high winds, etc.
Physical hardship means an employee performs a duty that causes extreme physical discomfort and distress, which cannot be adequately alleviated by protective or mechanical devices. For example, if an employee has to work in extreme temperatures for a long period of time or if they are exposed to fumes, dust, etc. that causes nausea or skin irritation. 

For more examples of qualifying hazardous working conditions, click here. Hazard pay is often paid to high-risk, dangerous roles, like soldiers, miners, or construction workers; however, many people are advocating for essential workers—who are potentially exposed to coronavirus while they work—to be eligible for hazard pay, as well. 


Is Hazard Pay Required?
The DOL does not currently require that employers provide hazard pay.


Who is Eligible for Hazard Pay?
Eligibility is determined by an employer. There are no federal laws that require employers to pay employees hazard pay. If they choose to do so, the eligible employees and the amount of pay is completely at the discretion of the employer. 


How is Hazard Pay Calculated? 
Hazard pay may not be more than 25 percent of the employee’s rate of basic pay, but aside from that, it can be whatever an employer chooses. One survey revealed that of the 26 percent of respondents offer employees hazard pay or one-time spot bonuses; 9 percent offer one-time bonuses; 8 percent tied incentives to hours and shifts worked; and 9 percent offered cash incentives based on a different formula, such as a percentage of salary.An employee may receive hazardous duty pay for work during overtime hours, but hazard pay is calculated based on the employee’s normal hourly pay rate, not their overtime rate.


Hazard Pay in The News
As the country continues to combat coronavirus, essential workers have been working tirelessly to do their jobs and help fight the spread of the disease. Many of these essential jobs are low-income jobs, and a number employees have seen hours cut in response to the virus. To help give essential workers peace of mind and acknowledge their sacrifices, many politicians and employees are advocating for pay increases, incentives, and hazard pay eligibility for essential workers. On April 21, New York Governor Andrew Cuomo called on the federal government to provide hazard pay, as much as a 50 percent raise, in its next stimulus package to support essential workers carrying us through the crisis. Cuomo cited that because many frontline workers come from marginalized groups and low-income households, they especially need our support now. And hazard pay has attracted attention in Washington, D.C., as well. Democrats in the Senate have proposed the “Pandemic Premium Pay Fund,” also known as the “Heroes Fund,” that would provide pay raises to essential workers through the end of 2020. The proposal would give essential workers between $5,000 and $25,000 in addition to their normal salary. The plan would also provide a $15,000 recruitment incentive for health, home care, and first responder employers to attract job candidates and retain essential workers. The proposal still has a way to go before becoming a law, but it could give premium hazard pay to frontline workers across the country. Some cities are also looking to introduce their own hazard pay requirements. New York City Council introduced an "Essential Workers' Bill of Rights” that would require employers with more than 100 essential workers to pay them a $30 bonus for shifts under four hours, $60 for shifts four to eight hours, and $75 for any shift longer than eight hours. If passed, the bill would require these additional wages to continue until the state of emergency is lifted. 

Offering hazard pay is just one of the ways employers are trying to support employees during the coronavirus crisis. From flexible scheduling to employee assistance programs, employers are trying their best to help employees to the “new normal.”
Need ideas on how to support your employees through these tough times? Click here to check out our COVID-19 Crisis Resource Center.

### 5 Tips for a Successful Telecommuting Policy

In today’s workplace, there’s no place like home. Whether you call it telecommuting or just working from home, the practice is undeniably on the rise. Since 2005, its prevalence has skyrocketed 173 percent. 



Working from home is on course to becoming less of a perk and more of the new normal. Even so, there are several practical and compliance considerations your HR team will need to make. Follow the best practices below to ensure your work from home policy is more than just a remote success.


1. Set Expectations
Your team will need to set reasonable and clear expectations on who is allowed to work remotely and under what conditions. How many days per week are generally acceptable? Do employees need to work with the company for a certain amount of time before earning the privilege? Do employees need to formally request work from home days through your HR platform? Because all teams operate differently, it may be worth delegating specifics to individual managers. In most cases, they’ll thank you—not all departments or roles lend themselves to telecommuting equally.

Be clear that remote workers should be available during regular office hours, whether it's by telephone, Slack, email, or virtual meeting. Working from home doesn’t mean running errands or painting the garage on the company’s time. While it may seem obvious, spelling it out in your policy or employee handbook equips your HR team with a defense if an issue arises.

Lastly, stress employee accountability. Abuse of the benefit is a concern among businesses just starting out with telecommuting. Be sure to gently remind employees that telecommuting privileges are not a right and can be revoked if goals or expectations are not met. While that may sound harsh, HR will only rarely have to flex its muscles on the issue. Studies have found that telecommuters, aware that they may be viewed with suspicion, go out of their way to be available and contribute.
2. Take off the Blinders
Ever hear of FOMO? It’s more than just a social media phenomenon. “Fear of missing out” is a very real feeling among full-time remote workers, who may find themselves looking from the outside in.

These anxieties may come to a head around performance season, as telecommuters often feel overlooked for promotions or raises. Those concerns aren’t entirely unfounded. Researchers from MIT recently found that “passive face time,” or simply being seen in the office, could have a disproportionate impact on perceived performance. In the study, it was found to be a subconscious impulse on managers’ parts, and largely a wrong one. For most roles, studies have shown telecommuters actually outperform their office-bound colleagues.
Whether they’re remote or on location, learn how to keep your entire workforce in the loop with a social HR platform.
Akin to handling issues like unconscious bias, HR should keep a close watch on passive face time’s influence over reviews. Educate managers on the issue and keep a close watch on performance and compensation data. If there’s a clear trend of telecommuters being scored lower or overlooked for raises, look into the matter with their managers. Additionally, as we’ll discuss later, you can leverage technology to combat the influence of factors like passive face time.
3. Stress Communication
When employees are permitted to work remotely, the interpersonal dynamics are undeniably different. Interaction is largely scheduled in advance—there are no chance encounters by the water cooler or casual check-ins. It can become difficult for managers and HR departments to pick up on the subtle social cues employees give when they’re struggling or when something’s on their mind.

If communication is the key to success in any personal relationship, it’s arguably just as valuable in a work from home arrangement. Full-time teleworkers should be expected to participate in regular check-ins with managers.

When hiring a fully remote employee, go as far as to even evaluate writing skills. Despite the wealth of virtual meeting options out there, video and audio still take a backseat to emails, the reading and writing of which account for 28 percent of the average workweek. Your new hire doesn’t have to write like Hemingway, but he or she should be able to produce clear and concise correspondence.
4. Invest in Technology
Leveraging the right technology can bring your remote and on-premises staff closer together, stamping out that “FOMO” phenomenon.

It takes far more than just a phone system to bring remote workers closer into the fold. If you haven’t already, push to incorporate video into your workplace meeting habits. The impact can be dramatic: one survey found that 87 percent of remote employees felt more connected to their company through videoconferencing. If your company holds monthly or quarterly all-hands meetings, be sure to broadcast these as well.

Certain HR platforms make it easier promote a feeling of inclusion, specifically those that include a company social feed. These can be used to easily share business updates from leadership, celebrate birthdays and anniversaries, or just to recognize other employees. Incorporating tools like these can help make even the largest company feel small, no matter where employees are geographically located.
5. Address Compliance
As is the case with most HR issues, compliance has a part to play in a successful work from home policy. For nonexempt or overtime-eligible employees, this is especially true. How can you track off the clock work when employees aren't on location?

When the Fair Labor Standards Act (FLSA) was passed in 1938, it's fair to say that telecommuting wasn’t on the minds of legislators. Let’s address a common misconception: no part of the FLSA explicitly prohibits hourly or nonexempt workers from doing their job remotely. That being said, there are a number of steps you can take to allow these employees to use your telecommuting perks without exposing your company to added liability.
See how Namely makes it easy to manage your hourly workforce with confidence.
Firstly, reiterate that even something as seemingly minor as checking emails after hours is still considered work. This is a best practice not just when dealing with telecommuters, but with any nonexempt employees. If you haven’t already, invest in technology that goes beyond what a paper timesheet can provide. Make it a rule that with all remote work, punching in and out is handled digitally and at the moment, not retroactively.

Managers should be mindful of their own habits as well. Messaging nonexempt, remote workers at odd hours only invites later compliance issues, regardless of whether he or she expects an immediate response.



In just a matter of years telecommuting has evolved from a novelty to a near-expectation among U.S. workers. Some have suggested that employers may be the biggest winners, with one study finding that companies could save $11,000 per employee, per year if half of their workforce worked remotely.

Whatever your take on the issue, there is no one-size-fits all approach to getting telecommuting right. By taking the telecommuting best practices above into consideration, you’ll have a work from home program that is fair, compliant, and really hits home.

### 3 Reasons a Mid-Sized Business Should Offer Retirement Plans

Unlike your grandparents, you'll likely be fully responsible for your retirement. Yet, according to a recent report from SCORE, retirement plans are only offered by 28 percent of businesses with fewer than 10 employees and 51 percent of businesses with 10 to 24 employees. 

While the thought of working until the end of your days might sound pleasant to a few, the reality is that most people want to retire at some point. Or at least they'd like the option to do so. 
But retirement is no longer a right or privilege—it's something you must plan, save, and work for. The solution: a business 401(k).
If you work at a small- or medium-sized business owner that doesn't offer a 401(k) plan, it's time to rethink your benefits. We know you're focused on big picture initiatives, like securing the next round of business financing or expanding to an additional location, but this should be a top priority, too. Offering a 401(k) isn't as daunting as you imagine—and the advantages you'll claim are well worth the investment. Trust us.
From securing top-notch talent to saving big on your tax return, there are several benefits that make offering a retirement plan a no-brainer. Here’s a look at why your mid-sized business should offer a retirement plan:


1. Attract and Retain Top Talent
Today’s talent wants more than just medical, dental, and vision benefits. In fact, many job seekers say company benefits influence whether or not they apply to a job. Sixty percent of people say benefits and perks are a significant factor in determining if they'll accept a job offer, and 80 percent of employees say they'd choose additional benefits over a pay raise.To stand out and compete for top talent, your company needs to provide the benefits packages employees demand and expect. Fortunately for you, you don't need to establish over-the-top benefits like private gyms, weekly massages, or chef-made lunches to attract the best talent. Setting up a 401(k) is one of the less expensive benefits you can offer (especially compared to health insurance, infertility support, and student loan assistance), but it's one of the most appreciated.Plus, once you've attracted the best employees, a 401(k) plan can help you retain them. It's one (of many) ways you prove to your team that you're invested in their personal wellbeing, and employees don't fail to notice.


2. Soak Up the Tax Benefits
Saving money in a 401(k) account is much different than stuffing dollar bills under your mattress. 401(k) contributions are made from pre-tax income, meaning employees get to save more for less. Plus, when it comes to retirement time, the money they withdraw is taxed at an income tax rate instead of a capital gains tax rate—which means they could keep thousands more.
But more than saving money for your employees, it can also financially benefit your business. In fact, it’s now more affordable than ever before for small and mid-sized businesses to introduce plans of their own thanks to the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act). Here are some of the incentives offered by the act:

If you're offering a 401(k) plan for the first time, your business can receive up to $5,000 in tax credit for the first three years you offer the benefit
You can also collect an additional $500 for up to three years if your plan includes automatic enrollment. 

Your business can benefit from even more savings if you decide to introduce employer matching. Many employers choose to match up to a specific percentage of an employee’s salary, but there are a few different ways employers can supplement employee savings. Because employer contributions are pulled from pre-tax funds, they could actually help save your business more money. 


3. Improve Your Employee's Quality of Life
The number one reason workers stress about saving is they fear they'll never be able to save enough to retire comfortably. By helping your employees safe for the future, you're not only making their retirement a reality, but you're also eliminating a worry that keeps them up at night. 401(k) plans can help ease your employee’s concerns and even increase employee loyalty and happiness. 


Offering a 401(k) plan to your employees makes retirement a reality for everyone—yourself included. A retirement plan helps you find the best employees (and keep them), save big bucks on taxes, protect your personal retirement, and make the world a better place. 
So why not consider starting one at your business? You and your employees will be grateful you did.

### The Impact of Furloughs on Employee Benefits

COVID-19 and the subsequent changes to how we conduct business have drastically changed the world of work for people around the globe. 
These changes include daily updates and adjustments to how employers offer healthcare—not to mention the need to make difficult financial decisions to mitigate negative impacts on their business and employees.

Over the last week, our Benefits Advisors team has received a number of questions specific to the furloughing of employees and the rules the carriers have in place to guide the decision. While furloughs have not been uncommon in certain industries such as construction and the trades, it has not been a common business practice for the vast majority of companies as a whole.

What exactly is a furlough?
A furlough essentially continues employment but reduces scheduled hours or requires a period of unpaid leave. For example, you may reduce hours to 15 per week for a specific period of time to reduce costs, or you might place everyone on a four-week unpaid leave. Generally, this is not considered termination; however, employees would likely still be eligible for unemployment.

What do I need to know about furloughs and insurance now, in light of Coronavirus?
In the first half of this week, the 4 major insurance carriers—Aetna, Anthem, Cigna, and UHC—released guidance on how they will be handling the eligibility of furloughed employees—specifically the defined period of time they will allow employees to remain on benefits plans if premiums payments are made in full.
To provide some direction we wanted to release the latest guidance provided by the big four medical insurers:
There has been uniformity in that all of the carriers have agreed to extend furloughed employees on “Fully Insured” contracts for a determined amount of time assuming all premium payments are made, but as you will see below the timeline itself varies by carrier. 
“Self Insured” clients would be responsible for making their own determination, with the same premium requirements applying for the determined amount of time.
The end date of the furloughed employee's eligibility period is as follows. 

Aetna: July 31, 2020
Anthem: May 31, 2020
Cigna: May 31, 2020
UHC: Furloughed employees temporarily covered, no end date provided in their guidance.

At the end of this eligibility period, if an employee has not changed their status back to full-time employment, then employees would be eligible to elect COBRA for coverage.

Our Namely Benefits Advisors are here to help you through these times. If you have questions on employee furloughs, how your carrier is handling them, or any other benefits related questions specific to how COVID-19 is affecting your benefits offering, we’ve got your back.
Have a question that wasn’t answered? Email us at ask@namely.com and we’ll continue to share Q&As and relevant blog posts as this crisis unfolds.

### 3 HR Challenges All Finance Companies Must Address

Like any company, financial institutions have their fair share of HR challenges. From attracting and retaining top talent to staying compliant, there’s never a dull day working in HR in the finance industry. Still, as the world of work continues to change, so does finance HR. From embracing technological advancements to prioritizing cybersecurity, finance companies are doing their best to keep up with the latest and greatest while still setting themselves apart as great employers. 

But that’s often easier said than done. Here’s a look at the most common HR challenges facing financial institutions today and how your HR team can overcome them. 


1. Retaining Younger Talent
While many companies struggle to retain top talent, financial companies in particular struggle to hire and retain younger employees. Keeping industry knowledge and maintaining productivity aren’t the only reasons to retain talent—replacing an employee is costly and time-consuming. Studies estimate the average cost of replacing a mid-level employee is 150 percent of that employee’s annual salary—so it’s in your bottom line’s best interest to keep your employees around longer. But how can you retain younger talent? Studies find that Millennials prioritize professional growth opportunities above all else when job hunting. Help them achieve this in their current roles by offering a variety of internal initiatives that prioritize growth and let them learn and sharpen their skills. Here’s how some companies are investing in their employees:

Annual professional growth stipends
Mentorship programs
Tuition reimbursement
Lunch and learns
Career lattices
And conference stipends

Showing your employees you invest in and encourage professional growth can go far in building a meaningful employee experience and increasing employee loyalty and tenure. If you’re doing all the above and still having retention issues, consider introducing exit and stay interviews. Stay interviews allow you to hear feedback from current employees about what’s working well and what they’d like to see change at the organization. They’re a great opportunity for you to change things before it’s too late and before an employee is already walking out the door. Still, in that case, exit interviews can also be a valuable way to collect feedback as your employees might be willing to be more straightforward about why they’re leaving and what they think your organization could improve. 


2. Company Culture
Because company culture is not tangible or measurable, it’s often tossed aside for other business priorities, but make no mistake—company culture should be prioritized at every financial company. Forty size percent of job seekers say company culture is a very important factor when applying to a new job. Employees want to join a company with a strong mission, vision, and values that align with their own, but that’s not all that goes into forming company culture. Work-life balance, transparency, management style, office vibe, team dynamic—all that and more contribute to your company’s work environment and company culture. At financial companies in particular, company culture is crucial to business success. Just look at the Wells Fargo 2016 scandal. Unrealistic sales targets, pressure from upper management, and poor culture led the company’s employees to turn to unethical practices like opening fake bank accounts and hitting customers with bogus fees. Ultimately, the company was fined $165 billion as a result—a penalty that easily could have been avoided with better business practices and a company culture that prioritized accountability and putting the customer first. Company culture is not only important for attracting talent, it also helps you retain existing talent. To build a culture at your company, be intentional and start at the top. Get buy-in from executives, senior leaders, and managers on your initiatives, as their mindsets and behaviors influence the rest of the organization. But in order to change culture, you need to know what’s working and what isn’t. If you aren’t already, start sending out quarterly surveys to measure employee net promoter score (eNPS) and collect anonymous feedback on areas within your organization that need to be improved. This will help you measure employee sentiment and give you the knowledge you need to move your culture in the right direction.


3. Compliance and People Risk Management 
For finance companies and their employees, compliance should always be top of mind. From cybersecurity to workplace safety, there are a lot of industry-specific compliance requirements that could lead to costly fines and penalties. You have to meet certain standards that dictate how your customers are treated, who you trade with, how you keep customer information secure, and more. The easiest way to stay up-to-date on federal and state requirements is to invest in a robust compliance solution that gives you access to the resources and services you need to stay compliant. Namely’s Comply Advice and Action has a comprehensive content library and powerful resources like checklists, state comparison guides, new law alerts, and more. Plus, you’ll receive access to our expert team of HR advisors who are standing by to answer any of your compliance questions by phone or email. Comply Advice and Action also features a powerful learning management system (LMS) so you can assign and monitor crucial employee compliance trainings on topics like sexual harassment, cybersecurity, business ethics, customer service, and more. Interested in learning more about Namely’s Comply Advice and Action? Click here to sign up for a personalized product demo. 




Working in finance HR is no simple feat. From building a robust company culture and attracting and retaining top talent to mitigating people risks, there are a number of challenges that face HR professionals at finance companies. The good news is: Namely can help. Find out how Namely has helped finance companies like yours streamline HR to save time and money, allowing you to focus on what really matters—your people. 

### How HR Technology Can Help You Build The Perfect Benefits Package

Today’s workforce has high expectations when it comes to employee benefits. Top talent expects more than just basic medical, dental, and vision coverage. Fertility benefits, flexible scheduling, student loan reimbursement, child care assistance, and more—many employers are turning to eye-catching voluntary benefits to attract job candidates and keep employees engaged. But between researching and selecting benefits, managing open enrollment, maintaining carrier feeds, and reconciling carrier billing, overseeing your company benefits is often time-consuming, messy, and manual work. Not to mention, the benefits themselves can cost your company big. The Bureau of Labor Statistics estimates the average cost of employee benefits for employers is $11.60 per hour. How can you make sure your business offers the best plans and best coverage at the best price rate? Namely’s team of dedicated benefits experts and our robust HR technology is here to help. 







Our team of dedicated benefits experts—with years of industry experience, deep carrier relationships, and knowledge of compliance—can help you cross-compare benefits options and create the most competitive, cost-effective package for your employees. Our team knows how to advocate for small and mid-sized businesses, so you can rest easy knowing we’ve negotiated on your behalf to get you the best coverage within your budget. That’s not all—Namely’s dedicated support team will help you stay compliant with ACA, COBRA, ERISA IRS, and any applicable state laws.
Plus, with Namely, you’ll gain access to our modern and intuitive benefits administration technology that is seamlessly integrated with HR and payroll. Our benefits advisors go the extra mile to assist you with importing all of your plans into the Namely platform to ensure you can streamline open enrollment and manage ongoing changes all from Namely. 
But the Namely platform doesn’t just make it easy for you to administer benefits, it also makes managing benefits easier for your employees. Our enrollment wizard and intuitive platform design make enrolling in and updating benefits selections a breeze. Plus, you can upload benefits guides, FAQs, etc. to your company resources folder within Namely, so employees can review plans and policies on their own time.

When it comes to providing the right combination of benefits to attract and retain the next generation of workers, Namely has your back. 
To learn more about how Namely’s software and services can help you administer benefits and engage employees, click here to get a personalized demo from one of our product experts.

### How to Get SHRM-Certified

It’s always back-to-school season for professionals looking to bolster their HR credentials. 

What is the SHRM certification? There are two primary certifications available to HR professionals today: the PHR and SHRM-CP. If you’re looking to get certified with the latter, you have two options: the regular SHRM-CP (certified professional) and SHRM-SCP (senior certified professional). Testing occurs twice a year, once in winter and again in spring. 
Whether you’re planning to register for the exam or looking for study tips, the below serves as your roadmap to SHRM certification.


1. Determine Your Exam Eligibility
SHRM doesn’t let just anyone take its exam. Depending on your education and the specific certification applied for, you’ll need to have spent a minimum number of years in an HR-related role. For example, a candidate with a bachelor’s degree will need at least two years of experience before qualifying to take the SHRM-CP exam. If you don’t have a college degree, you’ll need four years experience.

Want to go even further and take the test for the SHRM-SCP role? You’ll need double those minimum requirements. A full listing of eligibility details and scenarios can be found on the organization’s website.


2. Apply for the Test

Once you’ve determined that you meet the minimum requirements, check to see whether you’re in the middle of an application period. SHRM offers its exam in winter and spring, each period with its own application deadlines. A schedule of deadlines and fees can be found below. Note that this information applies to both the SHRM-CP and SHRM-SCP certifications, and that the organization charges full price for any subsequent retests should you fail to pass the first time around.




2020 SHRM Application Deadlines



Applications Open
Regular Deadline
Late Deadline
Test Period


January 6 (Spring)
March 20
April 10
May 1 - July 15


May 13 (Winter)
October 16 
November 6
December 1 - February 15











2020 SHRM-CP and SHRM-SCP Exam and Processing Fees



Application Costs
Member Price
Nonmember Price


Early-Bird Exam Fee
$300
$400


​Standard Exam Fee
$375
$475


Transfer Fee
$100
$100


Retest Fee
Full Price
Full Price








3. Schedule Your SHRM Certification Test

After submitting your application and payment, SHRM will review your HR background to confirm that you have the required experience. You’ll receive an  “Authorization to Test” certificate, enabling you to log into SHRM’s scheduling portal and set a time. This part of the process is handled by Prometric, a test administration service. 
Be sure to pick an otherwise free day for your test, as SHRM certification exams take four hours to complete. If you need to reschedule, be sure to do so at least 30 business days in advance to avoid incurring a fee.


4. Hit the Books

SHRM offers a full suite of online and print study materials, but this package can cost over $1,000 depending on your membership status. If your employer is willing to shoulder the costs, it’s worth it. If not, you can find dozens of third-party books and flashcard sets for sale online—just be sure that you’re purchasing an edition that’s recent enough to be consistent with latest version of the test. 
Don’t forget to reach out to friends and your broader HR network. If you know anyone who passed the test already, ask to borrow their learning materials if they have any. Even materials related to the PHR certification can be helpful, so long as you don’t rely on them exclusively. If you haven’t already, join your local SHRM chapter and ask about joining a study group. 
Just like taking any standardized test, part of the challenge is studying the exam itself. Get familiar with the format of the test. You’ll be asked to answer 160 multiple choice questions, of which 95 relate to specific HR knowledge and 65 on situational judgement. An example from the latter category, pulled directly from SHRM’s own online practice test, can be found below: 



While that example might seem cut-and-dry, one criticism of the exam is that its situational judgement questions are often subjective. Keep up with the latest by subscribing to HR blogs and following what’s in vogue when it comes to HR best practice.


5. Don’t Forget Recertification

Were you one of the 70 percent of test takers that passed the exam? Congratulations! Getting certified is just beginning. You’ll need to continually renew your certification by amassing SHRM credits over a three year period—or prove yourself by taking the test all over again. 
Certified HR professionals are required to gather 60 Professional Development Credits (PDCs) every three years by attending SHRM-sanctioned webinars, presentations, and panels. The rule of thumb is that a one hour event equals one credit. Session-filled conferences like the SHRM Annual Conference and Exposition offer candidates a great opportunity to amass credits in a short period of time. 
Need to earn SHRM credits? Namely is a SHRM recertification provider, meaning it frequently hosts webinars and events that are eligible for credit.

With the new year in full swing, make it your resolution to take the leap and get SHRM or HRCI certified. To learn about other ways to grow as a professional, read our guide 6 Tips for Climbing the HR Career Ladder.

### How HR Tech Can Help You Master Compliance and Culture

Managing people risks and maintaining business compliance are two critical components of the HR function—but both are difficult to master. From meeting regulatory deadlines to staying up-to-date on employee training requirements, keeping your business compliant can be a complicated and time-consuming endeavor, especially when it isn’t the only thing on your plate. 
As an HR professional, you’re constantly pulled in many different directions. Keeping up with recruiting needs, building a culture of inclusion, creating competitive benefits packages, and more—there are a handful of strategic business initiatives that require your attention in a given day. That’s why it’s important to have an HR and compliance solution that helps you streamline and simplify your workload— allowing you to spend more time on the aspects of HR that interest you most. 






Luckily, Namely is the people operations platform with all the tools you need to master compliance and focus on culture and growth. With robust compliance solutions, people analytics tools, best-in-class recruiting software, enhanced benefits and payroll services, performance management, and more, Namely has powerful features that you and your employees will love. Here are few reasons why HR professionals choose Namely: 


Get More Time in Your Day
With only 40 hours in the workweek and a seemingly never-ending to-do list, it can feel like you’ll never have enough time to achieve all of your team’s HR goals. Not with Namely! Our clients estimate our HR solutions save them an average of 11 hours a week. That means you’ll have more time in your day to focus on strategic HR initiatives. Plus, storing all of your policies and resources in Namely allows employees to self serve, cutting down on the amount of time you spend on employee inquiries. 


Protect Your Company & Save Money
Non-compliance is costly. Missing compliance deadlines and failing to meet employee training requirements can result in fines that quickly add up (try our ROI calculator to see for yourself). Never miss a compliance update or deadline with Namely’s Comply Advice & Action. Weekly law alerts, state-by-state comparison tools, and ongoing webinars will keep you abreast of new and emerging employer requirements and deadlines so you’re never scrambling to stay compliant. Plus, you can report and submit OSHA logs directly from the Namely platform. You’ll not only avoid costly fines, but you’ll also earn yourself more time to focus on what matters most: your people. 


Engage Your Workforce
The right people operations platform can do more than just save your business time and money.  Namely empowers mid-sized businesses to create and maintain a culture that unites employees around a shared vision, purpose, and goal. From an employee’s first day with your company to their last, Namely touches every step of the employee lifecycle. 

Powerful integrations with top applicant tracking systems make onboarding seamless, our benefits enrollment tool makes selecting benefits straightforward and easy, and our social newsfeed makes sharing company updates and recognizing employee accomplishments an everyday affair. 




In today’s job market, it’s more important than ever to set your business apart as a competitive employer. But what good is attracting top talent if you can’t keep top performers around? Studies show companies with poor or nonexistent culture experience increased turnover rates. It’s never too late to invest in company culture and now the right HR technology can help. To learn more about how Namely’s people operations platform and compliance solutions can help you build a better workplace, click here for a personalized demo. 

### 4 Surprisingly Effective Ways To Grow Employee Satisfaction

Employee satisfaction is a measure of how content employees are within their work environment. When your employees are happy at work, they are more productive and produce higher quality work. 



Research shows that highly engaged teams have 21 percent greater profitability than teams with low engagement scores. Investing in employee satisfaction not only makes for a better workplace, but it can also positively affect your business’ bottom line. Plus, maintaining employee satisfaction can have a positive effect on employee retention and turnover, saving you money and time in recruiting costs and helping your organization retain industry knowledge and expertise longer.

While there are a lot of factors that influence job satisfaction, some of the most common factors include communication, organizational transparency, work-life balance, management practices, office relationships, and employee recognition. Here, we look at four ways you can invest in employee satisfaction and keep your employees happy:
1. Show Appreciation
It’s often said that employees are a company’s greatest asset, and it’s no surprise as to why. Organizations can't meet their goals and objectives without the contributions and efforts put forth by each employee. To keep employees at their happiest and most productive, however, it’s critical to express gratitude for their work. Recognition is a driving force behind employee satisfaction as it validates that their work is both acknowledged and valued.

With National Employee Appreciation Day drawing near on March 6th, take the time to give thanks to your hard-working employees with a celebratory event, such as a company-sponsored lunch. Or, if the weather is compliant, plan a company retreat with fun team-building activities! But always remember that it’s important to show appreciation regularly, not just once a year. A personalized, hand-written thank-you note is a small but powerful gesture that employers can use at any time to demonstrate their appreciation.
2. Prioritize Health and Wellness
Many employers offer some form of a workplace wellness program as a strategy to lower the company’s health insurance expenses or their employees’ health insurance premiums, amongst other advantages. But providing preventative health programs and incentives can help organizations build rapport with their employees because it allows employers to show that they care about the well-being of their workers.

If you want a successful workplace wellness program with high employee participation, you’ll want one that aligns its offerings to fit a wide range of lifestyles, such as a customizable weight loss program. Systems that focus on each individual’s personal attributes like age, activity level, and even food preferences make it easier to achieve weight loss goals and maintain healthy habits in the long run. And since several health issues like high blood pressure, diabetes, and fatigue are shown to improve with weight loss, employees who engage in workplace weight loss programs are more likely to see an increase in energy, focus, attitude, and productivity!
3. Effectively Manage People
The extent to which an organization’s human resource department effectively manages its people can have a significant impact on each employee’s experience and satisfaction. But with a wide array of growing HR tasks, including hiring, onboarding, training, tracking attendance, organizing payroll, and approving time off, the quality of workflow can suffer, especially as an organization expands in size.

Fortunately, HR software solutions can help to simplify and streamline HR processes by automating several tasks. With this technology, employees can easily request time off, review their pay-stubs, navigate their benefits, and access necessary information or data on their own. When employees become more self-serving, they feel more engaged and connected. But more importantly, with fewer tasks to manage, HR personnel can have more time to dedicate towards other initiatives that increase employee satisfaction and retention.

 
4. Encourage Office Socialization
While some may feel that socializing in the workplace leads to distractions and other issues, it can actually be quite beneficial for employees as well as the organization. Research shows that developing close friendships and relationships at work boosts employee satisfaction by as much as 50 percent. Aside from the mood-boosting effects of socializing, forming friendships with co-workers can make time at work more enjoyable by fostering mutually beneficial support systems, and in turn, a sense of belonging—which can naturally influence employees to stay at a company longer.

There are a variety of ways that employers and managers can encourage workplace friendships through work-related initiatives and activities outside of the office. For starters, employers can assign a mentor for new-hires to show them around and help them integrate with current employees and company culture. Better yet, organizations might consider promoting socialization outside of the office walls, whether it be through coffee meet-ups or happy hours. Pairing unfamiliar co-workers together for a cup of Joe gives colleagues a chance to connect when they otherwise might not. The same goes for a company-wide happy hour!



Understanding what your employees need in order to feel satisfied in their role at your organization is essential for continued success. Whether you offer wellness perks or adjust management styles, creating a positive work environment for everyone is a simple yet rewarding approach that will keep your organization and employees thriving!

### What Should HR Do When A Manager Is Dating an Employee?

Let’s face it, most of us spend more time with our coworkers than at home. It’s no surprise then that romantic relationships can form beyond 9-5 small talk. While common—41% of respondents in our Love @ Work survey indicated that they have engaged in an intimate relationship with a coworker— these relationships can quickly enter murky territory. Things get particularly sticky when romantic relationships form between a manager and an employee—which can have an impact on morale and put the company at compliance risk.

How common is this? Our survey also uncovered that 5 percent of employees are dating their manager at work. Though HR works to mitigate workplace risk, sometimes love knows no boundaries.
Can managers date employees? Are manager-employee relationships inappropriate? How should HR handle these situations?.We spoke with eight HR practitioners to get their do’s and don’ts when it comes to manager-subordinate romantic relationships.
DON’T Oversimplify the Situation
“There isn’t any ‘best practice’ in these cases. It’s important not to oversimplify the situation, as it deals with people’s emotions, careers, and reputations. Good HR people know their company well enough to be equipped for a situation like this and can facilitate a conversation with the involved parties to make a decision that’s best for all. Be aware of relevant legislation, but always make sure to do what’s best for your people. Lead with your heart. After all, if you’re not leading with your heart you shouldn’t be in HR.”
Beckey Skouge, SPHR, SHRM-SCP, Director of Human ResourcesThomas Allen
DO Consider All Options
“Generally, when peers are seeing each other, the approach is to meet with them and ask one to move to another department. With manager-subordinate romantic relationship, it is usually much more difficult to move a manager. The size of the organization also makes a difference. In a larger company, it is possible to move the employee internally…[but] with a small organization, there may not be an alternative position for the employee. I’ve seen a manager actually leave the company to protect the subordinate's future. He knew he could move more easily, but not all cases are resolved that smoothly, and it was not a perfect resolution, as the company also lost a good manager.”
David D. Schein, MBA, JD, Ph.D., Director of Graduate Programs & Associate ProfessorUniversity of St. Thomas
DON’T Punish Employees
“In a perfect world, a manager should never be dating a direct report, but it does occasionally happen as a result of working together for a long period of time. It’s a can of worms if the couple ultimately break ups or one of them retaliates, so the best thing for employees to do is get out in front of it and inform HR. HR should never punish the employees, but instead work with them to find a solution that everyone can agree on.
Never fire an employee unless they are in direct violation of a clear zero-tolerance policy. Try to work with and respect both sides. Talk to those involved in a private 1:1 setting, get both sides of the story, spend time out on the floor, and most importantly, treat all parties with respect.”
Sarah Chittim, Human Resources DirectorHeiman Fire Equipment
DO Prioritize Professionalism
“In business, professionalism always comes first. While we’re all entitled to some privacy outside of the workplace, having a clear separation between professional responsibilities and ethical practice while maintaining an intimate work relationship can be challenging. Be sure that both parties understand the expectations and agree to act professionally throughout the course of their relationship.
However, professionalism doesn’t mean that humans emotions have to be taken out of the picture altogether. HR professionals should understand that there are variables we don’t always account for as a result of human emotions—even in the business world.”
Nate Masterson, HR DirectorMaple Holistics
DON’T Wait for It to Work Itself Out
“Do not wait for the situation to resolve itself. Request a meeting with both employees as soon as you catch wind of the situation, and over time, facilitate a change of department for one of them. This is important to prevent other employees from thinking that the subordinate has some sort of privilege over the rest by having a relationship with the boss.
After witnessing manager-employee romantic relationships on multiple occasions, I’ve found that this has definitely been the best approach.”
Cristian Rennella, VP of HR & CoFounderQuotesAdvisor.com
DO Set Boundaries
“Our office does not currently have a policy in place for this, but if this situation came up I’d be very concerned—especially with the recent #MeToo movement. I would discourage dating a manager or subordinate at work and require that the parties involved let HR know. Together, we could decide if a change is needed. I would also establish physical and emotional boundaries during work hours, and clearly establish professional expectations.”
Anonymous, HR Manager
DON’T Forget Compliance
“You can’t legislate love, but HR is responsible for making sure that the organization is protected from any possible liabilities. First I would check all of the organization’s policies to see if any rules have been broken. Next, I would investigate the relationship to ensure it is consensual on both sides, interviewing each participant individually, and any others that may be witnesses.
If the relationship is consensual, I would call the two into the office, separately, to inform and/or discipline each for a breach of any policy. If no policies were broken, I would call the two into the office together to have them sign a love contract that attests that they are in a consensual relationship, there will be no preferential treatment in work duties, and the two will hold the organization harmless if the relationship dissolves.”
Lois A. Krause, MBA, SPHR, SHRM-SCP  Practice Leader, HR ComplianceKardasLarson, LLC
DO Plan Ahead
“I would put a dating policy in place which calls for disclosure to avoid these situations. If there is already one in place, regularly remind employees about it. I believe companies can put guardrails in place to minimize risk and acknowledge that people who spend significant time together at work could become romantically involved. This even happens to HR professionals—I am one of them who met her husband at work.”
Leesa Schipani SHRM-SCP, PartnerKardasLarson, LLC

You never know when cupid’s arrow will strike, so don’t be caught unprepared. Nearly 50 percent of employees don’t trust HR to keep their office relationship confidential, so it’s crucial to keep these do’s and don’ts in mind as you work to build trust with your employees and decrease the risks inherent in workplace relationships.

### 9 Tips for Writing Compelling Job Descriptions

Hiring the best employees starts with attracting the best candidates.  
A job seeker pours over hundreds of job postings, so you want to draft a job description that stands out from the rest. Think of a job description as a sales pitch to potential candidates; you want to grab their attention, clearly convey the role’s responsibilities, and share why employees love working at your company.
It’s easy to get caught up on whether you’re on the right job search sites or how you stack up to your competition, but you shouldn’t discount the importance of how great job descriptions can attract first-rate applicants. 
How you word your job description and position your company and the role make all the difference. Being honest and genuine to your brand and values will help attract like-minded people and connect you with the best talent for the role.
Discover how to write a job description that will have candidates flocking to your business with these quick tips: 
 
1. Avoid Buzzwords
Every few years, a whole new collection of buzzwords enters the business sphere and drives us all crazy. From “synergy” to “growth hacking,” certain buzzwords have begun to lose their meaning. Playful terms like guru, rockstar, or ninja began as creative ways to describe jobs, but now are simply cliché—and potentially even alienating. Stay clear of jargon and buzzwords, and keep your job descriptions polished and professional.
 
2. Provide A Captivating Overview
A job description overview works like a film preview. When you give job seekers a sneak peek of the most exciting parts of the job, they’ll want to stick around to learn more. Starting your job description with an excellent overview can help keep candidates scrolling and encourage them to apply. It’s vital to use language that invites the job seeker to learn about the position and how their skills may match your company’s needs.
The overview should be short and sweet, running anywhere between one to four sentences and, it should describe the position’s primary functions. Moreover, you’ll want to include how this position contributes to your larger company goals.
 
3. Show Off Your Company Culture
Including a description of your company culture will help candidates understand what they’re signing up for. In fact, a recent Glassdoor survey revealed that over 56 percent of individuals say company culture is more important than salary when it comes to job satisfaction. 
Calling out perks like flexible working hours or remote work opportunities is a great place to start, but be sure to go a step further and discuss your company mission, values, and culture. Employees who closely align with your organization’s values and culture often have more job satisfaction and are more likely to stay with your company for longer than employees who don’t align. Hiring someone who doesn’t fit into the company culture can be a waste of time, training, and money—just remember to hire for culture add, not just culture fit!
 
4. Highlight Growth Opportunities
Professional development and upward mobility are two of the biggest reasons why employees stay in a job for a long time. Additionally, younger generations prioritize growth opportunities more than their generational predecessors. Regardless of age, most employees want the opportunity to grow and learn throughout their career, so it’s important to highlight any professional growth programs your company offers, like learning stipends, mentorship programs, tuition reimbursement programs, conference stipends, lunch & learns, etc. Candidates want to know that you invest in your employees and help them foster the skills needed to have a successful career at your company.

5. Be Specific About Perks
Although perks aren’t the only thing that makes a job appealing, they can help entice job applicants who may be on the fence. Even if your company isn’t well known or doesn’t work in an “exciting” industry, the perks you offer can help seal the deal. 
Popular benefits that candidates want from an employer include a competitive PTO plan, generous health benefits, transportation reimbursements, and wellness programs. Some flashy perks can help you stand out even more, like pet insurance, on-site childcare, travel stipends, on-site gyms, and fertility benefits. The extras employees receive by working at your company are certainly worth mentioning in job descriptions.
 



Tip:
“People want to know what their employer can offer them. If your company offers paid parental leave or childcare assistance, highlight that in your job description. Those little things add up to improve your employees’ quality of life and make your job all the more appealing.” — Irina Williams, HR Manager at Grab My Essay.






6. Remove Bias
When you’re drafting a job description, do your best to avoid biased language, which can deter candidates away from applying. Here are a few words that appeal to a specific gender and might turn away applicants of the opposite gender:

Masculine-biased words: Strong, Outspoken, Competitive, Confident
Female-biased words: Interpersonal, Collaborate, Feel, Understanding

Using gender-neutral language will help you reach a larger audience and potentially increase the number of applications you receive. You may be able to fill the position much quicker with a gender-neutral job description. The online job search engine, ZipRecruiter, found that companies with gender-neutral postings had a more diverse pool of applicants. Writing unbiased job descriptions can help increase your chances of hiring the right candidate faster.

7. Introduce Video
Many job applicants find cover letters cumbersome and time-consuming. To reduce the burden on applicants, some companies allow candidates to send in video cover letters as opposed to written ones. These can help applicants convey the same information more dynamically and also give you a taste of their personality. You can also add a video to your job description that features a hiring manager talking about the position, so candidates can get a feel for your culture and brand.
 
8. Involve Current Employees
Unfortunately, job descriptions seem to be one of those things companies forget about until it’s time to hire someone again. This means that they are often outdated and don’t convey the current requirements for the position. 
When applying for jobs, plenty of candidates would shy away from applying for a job they don’t have the required skills for. Therefore, it’s crucial to regularly update or remove any skills no longer necessary for the position in the job description.
 Current employees can be an excellent resource for updating the job description. Since they have experience with that position, they will have a good idea of what skills and experience are necessary. 
 
9. Proofread, Proofread, Proofread
Just like how hiring managers judge applicants’ profiles and resumes with an analytical eye, remember that applicants do the same with your job descriptions. Ensure that you make a good impression by proofreading your job description to ensure it’s free of any grammatical and spelling errors.




Tip:
“For the sake of making the description easier to understand, try to use lists and bullet points to break up the text. Blocks and blocks of text can overwhelm job seekers, so make the description scannable, and they won’t miss out on essential parts.” — Amanda Carmichael, editor at Trust My Paper.






 
Writing a stellar job description isn’t an exact science. As long as you highlight what makes your company unique, sprinkle in some personality, and give plenty of detail on the position, you’re in good shape. With all of these aspects present in your job description, your company will be able to consistently attract great candidates and dazzle them during the interview process.

### How To Handle Employee Layoffs: 7 HR Tips

HR is all too familiar with the hazards and consequences of company downsizing. Delivering news of layoffs, pay cuts, and furloughs is never easy, but unfortunately, laying off employees is a responsibility that falls on many HR professionals. 
Though there is no set standard for laying off employees, there are some basic principles to follow.


How to Handle Layoffs



As companies continue to face employee terminations, layoffs, and furloughs, employers must be prepared for them. Reviewing legal considerations, developing a transition strategy for laid-off and furloughed employees, ensuring emotional support and other resources for impacted employees, and building severance packages are all crucial to consider before implementing employment decisions.
Here are some considerations for your process on how to lay off employees:
Establish Employee Criteria
Once your organization has confirmed its new structure or reason for layoffs, it's critical to create a fair vetting process to determine which employees will be laid off, furloughed, or terminated. The criteria should align with skills and traits that align with the company's goals. 
When laying off employees, some criteria include tenure, performance, role classification, knowledge, and skills. HR should also carefully review criteria to avoid selecting employees on protected leaves or conduct.
Consider Adverse and/or Disparate Impact
After implementing the criteria and selecting employees, employers should carefully review the list to ensure that protected classes are not adversely impacted. Protected classes are groups of people who are legally safeguarded against discrimination or unequal treatment in various aspects of life, such as employment.
Protected classes include race, ethnicity, national origin, religion, gender, age, disability, veterans, and genetic information. There may be additional protected classes at the state level, such as sexual orientation and marital status.
If a protected class, i.e. employees approaching retirement, is significantly impacted by the layoff, employers should evaluate and ensure sufficient evidence is available to justify those decisions.
Review Legal Considerations
There are some federal and state laws that employers should review and consult with their legal department (or attorney) to ensure all regulations are followed during the employee termination or layoff process.
An example is the federal Worker Adjustment and Retraining Notification (WARN) Act, which requires employers effectuating a large-scale reduction of force to provide 60 days' notice to impacted individuals. This notice should include details, such as if the layoff is temporary or permanent, the expected duration of the layoff (if applicable), the expected separation date, and an outline of employee rights.
Another example is the federal Older Workers Benefit Protection Act (OWBPA), which requires employers to offer employees aged 40 years and older benefits that are equal (or of equal value) to those offered to younger employees.
In the context of employee termination and layoffs, under the Age Discrimination in Employment Act (ADEA), employers must release claims when employees waive age discrimination claims in compliance with severance packages. In doing so, employees must meet specific requirements for a "knowing and voluntary" release of ADEA claims to ensure they made an informed decision to waive their rights.
Develop Severance Packages and Other Emotional Support Resources
Severance packages, if available, are a great way to show empathy for former employees. While employers are not obligated to provide severance packages, it often helps soften the impact on employees and lowers the chances of legal action. Severance packages can include salary continuation, vacation pay, extended employer-sponsored benefits coverage and COBRA premium coverage, career counseling and professional workshops.
Another consideration outside of severance packages is emotional support resources—for both current employees and employees being laid off. This can help demonstrate continued support for your employees' well-being. Emotional support resources could include a limited-time subscription to mental health apps (i.e. Calm, Headspace), discounted or fully-covered mental health services (i.e. telehealth), or wellness classes.
Determine The Process for Announcing & Conducting Layoffs
No matter how well you prepare for announcing, conducting, and mitigating employee layoffs, your process and organization will be under scrutiny. Determining an approach that best aligns with your organization's mission, goals, and vision is crucial.
As mentioned above, providing as much notice as possible is good practice to ensure compliance with the WARN Act. Communication is integral in highly scrutinized, significant organizational changes. It sets the tone for expectations, cultural impacts, and overall vision of the transition. Once you've announced it, you can prepare to conduct the layoffs and begin according to your established timeline.
While laying off employees can be difficult, supporting your current employees is equally important. Communicate as much as possible to prevent survivors' guilt, fear, or other negative feelings associated with such organization-wide changes.
Best Practices on How to Lay Off Employees Legally
While delivering difficult news never gets easier, HR can help make the process as painless as possible. While letting employees go is always difficult, we spoke to seven HR professionals about how to lay off employees with compassion and grace.
Here are some best practices for laying off employees they had to share:
#1. Show Empathy
"Remember that while it is uncomfortable for you to communicate your message, it is life-altering for the employee receiving it." - Anonymous, HR Manager
#2. Depersonalize the Decision
"Know and make it clear that it isn't a personal decision, but a business decision. It has nothing to do with performance." - Jackson Stodgel, Human Resources Coordinator at IXL Learning.
#3. Be Considerate
"Be considerate. All parties in a layoff have families and personal situations that should be reflected in how the layoff occurs. Employee layoffs are a part of business but can be handled respectfully." - Mary Lanier-Evans, People & Culture Officer at 360training.com
#4. Plan Ahead
"Be organized in your approach. Laying off employees is never fun, but for HR, it's one of the most critical times to be cool, calm, and collected. Carefully planning who knows what, when, and in what way can make the difference between a well-orchestrated event and mass chaos and confusion. Owning communication and working closely with management to ensure the right people are in the know ahead of time is one of the best ways of still preserving relationships and mutual respect among your existing and departing teams. When faced with an upcoming layoff, plan everything within your scope of control, like the time you'll meet to share the news with managers, peers, departments, and individuals. Document what you'll discuss in each so that everyone receives information that is accurate, timely, and pertinent." - Anonymous, Director of HR
#5. Be Direct
"While employees will always remember how a layoff was handled, they may not remember why they were laid off. Don't beat around the bush. Be straightforward, and don't draw it out. No one wants to be in limbo about their job, and the second the phrase 'layoff' is uttered, you can expect the office to get tense. Offer basic resources to the employees being laid off, such as a partnership with a local recruiting agency where the employee can send their resume. It won't cost the company anything and shows a goodwill effort." - Caleb Wood, Administrator, Payroll and HRIS at Kestra Financial, Inc.
#6. Offer Transitional Support
"Treat employees the right way. When you set your employees up for success with severance, benefits, and references or assistance finding another job, you can make the employee layoff process a little less painful. Knowing that your company takes care of their employees during hard times will also help the morale of the employees staying at the company." - Jessica Neves, People Operations Manager, Longboard Asset Management.
#7. Provide a Physical Takeaway
"If the situation allows for it, prepare! Before delivering the message, get a packet together that explains the following: last paycheck information, 401(k), COBRA, and any required notices. Anything that you would want to know if you were laid off.
One of the benefits of doing this is that whoever delivers the message can conclude by encouraging the employee to review the information packet carefully and then follow up with questions later. It makes for a natural and less uncomfortable end to the conversation. Hopefully." - Jovanny Chonillo, People Manager at Labelmaster. 
Though each employer likely has their own process for handling employee layoffs, it's essential to act as an ongoing resource to the remainder of your workforce. Consider the reactions and fears of other employees during and after layoffs—be sure to let them know you're there to support them through this transition. 

### Key Q1 Dates for HR

Welcome to 2020!
Returning to work after the holidays can be challenging for any department, but HR knows they’ll be greeted by a slew of important upcoming dates. Between launching new initiatives and kicking off tax season, HR has their hands full as soon as they walk back into the office. Don’t let these dates catch your team off guard.
We’ve rounded up key holidays, dates, and deadlines for the first quarter to make sure you’re ready for the new year.

January
January 1: New Year’s Day
Take one last day to rest before you and your employees jump into 2019!
January 20: Martin Luther King Jr. Day
Ramp up your diversity and inclusion initiatives to honor the accomplishments of MLK and set the tone for Black History Month in February.
January 28: Data Privacy Day
With the influx of data breaches across a range of industries, consider using this day to educate employees about the importance of data security.
January 31: Distribute W-2, 1099-MISC, and submit Form 941
Tax season is fast approaching, and the end of January is time to send out employee tax documents and also submit the company’s quarterly Federal Tax Return.
February
February 1: Black History Month
Whether it be through a post on the company newsfeed or a larger company event, make time to honor this important month.
February 2: Groundhog Day
This important holiday could either make or break employee spirits. Do something festive to welcome an early spring or boost spirits in the case of six more weeks of winter.
February 14: Valentine’s Day
Bring the team together on this polarizing holiday with treats or activities. Nothing says “we love our employees” like chocolate.
February 15: Request new Form W-4 from exempt employees
The Form W-4 is critically important, as it determines how much is withheld from employee paychecks. Employees wishing to claim exempt status for federal tax withholding in 2020 must file a new Form W-4 by February 15.
February 18: President’s Day
Don’t forget this is a bank holiday! You might consider closing the office as a company-wide day-off.
March
March 6: Employee Appreciation Day
With year-end in the rearview, you can shift focus back to engagement and culture. Hold a company potluck or happy hour on National Employee Appreciation Day.
March 8: International Women's Day
March is Women's History Month, so this international holiday is the perfect chance to honor the female employees who make your company's success possible.
March 8: Daylight savings time begins
Don’t forget to remind employees to “Spring forward” and move their clocks ahead an hour.
March 9-11: HR West
Pack your bags for Oakland, CA! Register to network and learn at this intimate “un” conference.
March 16: S Corp and partnership tax returns due
A month out from Tax Day, make sure any business tax returns are submitted or ready to go by their respective due dates.
March 17: St. Patrick’s Day
Give employees a pot of gold in the form of a festive holiday lunch, happy hour, or leprechaun costume contest.
March 19: Spring begins!
The end of winter is finally here—get employees excited for spring fever, spring flowers, and maybe even some spring cleaning.

### Key Q2 Dates For HR

April is that transitional month when you both can’t believe how fast Q1 flew by, yet don’t understand how it’s been the longest winter in history. Thankfully, the second quarter of the year includes the start of summer and conference season. Situated after the ups and downs of tax season and before the craze of open enrollment, it’s tempting to relax a bit during Q2. However, there are some key dates to keep in mind before the busy season picks back up.

We’ve rounded up the Q2 to-dos you should keep in mind to ensure company-wide success in the months ahead.


April
April 1: Submit Electronic Form 1099s
Tax season isn’t just for employees—make sure your team has submitted all of your completed forms to the IRS by this deadline. Once you finally cross taxes off your checklist, don’t forget to get your payroll house in order to ensure this process runs smoothly next year.


April 15: Tax Day
Tax Day is the deadline for filing all individual tax returns, so make sure you’re accessible to your workforce in the days leading up to April 15. Beyond sending W-2s, consider offering educational resources to help employees with filing their taxes in a timely and accurate manner.


April 22: Earth Day & Administrative Professionals Day
Earth Day falls on a Wednesday this year, so it’s an opportunity to acknowledge a cause many of your employees likely care about. You might highlight the event with company fundraisers, recycling reminders, or friendly contests based on environmentally friendly initiatives.
This date also marks Administrative Professionals Day, which honors employees who may sit on your very own team, so don’t miss the chance to thank them for all that they do. You know how hard your administrative staff works to ensure your office runs smoothly, so encourage the entire company to show their thanks.


April 23: Take Our Daughters and Sons to Work Day
Bring your child to work day is a great way for companies to show employees that they care about more than just business results. Encourage employee participation, plan snacks and activities for the kids, and get the whole team excited. For employees, sharing their daily routine with their families can be both meaningful and fun.


May
May 1: May Day
Even though Winter technically ends in March, May is usually when it starts to feel like spring. Brighten up your office with spring decorations, or consider planning a celebration for employees.


May 16: Armed Forces Day
Though this holiday falls on a Saturday this year, it’s an important time to honor employees who have served or have family members serving. All it takes is a simple acknowledgement, and this gesture has the potential to create meaning for employees.


May 25: Memorial Day
As the first bank holiday since President’s day back in February, employees will be ready for this day that essentially kicks off summer. Be sure to recognize employees for all of their hard work through the busy-season and encourage them to enjoy the long weekend.


June
June 19: Juneteenth
Juneteenth commemorates the abolition of slavery in Texas on June 19, 1865, and more generally the emancipation of slaves in the south. Celebrate this important day of freedom by organizing a potluck or catered lunch to celebrate freedom and equal rights with your employees.


June 21: Summer Begins
The moment we’ve all been waiting for! Consider kicking off the arrival of summer with a team activity, implementing summer Fridays, or encouraging employees to use their PTO during these slower months.


June 28 - July 1: SHRM Annual Conference and Exposition
This year, the biggest HR conference will be held in the San Diego, CA. Join us for nearly a full week of HR idea sharing and networking.

### Your 2020 HR Calendar

Mark your calendars, HR: it’s time to pop open the champagne and ring in 2020 without dropping the ball. Ahead of the new year, we’ve launched our free 2020 HR Calendar. From special occasions like “National Coffee Day” to important compliance deadlines, the calendar features all of the key dates HR professionals need to know.  

To help you stay on track throughout the year, each month includes tips and resources for different aspects of the HR function.  
Make it a resolution to have your best year yet. Download the 2020 HR Calendar by clicking below.

### Key Q3 Dates for HR

Q3 may seem so far in the future — but time flies, and you'll be surprised when you wake up and all of a sudden it's July. Don't let all the important Q3 dates sneak up on you. Start preparing today with all the important dates you need to know. 
In Q3, departments across your company will be working hard to put the pieces in place to reach their end of year goals. In HR, Q3 is the perfect time to focus on employee engagement and your own career development before facing down the year end/year start tasks that come in Q4.

Here are the key dates to keep in mind for the upcoming quarter:
July
July 4: Independence Day (Bank Holiday)
This year the Fourth of July falls on a Saturday. This means that many employees may take weekend trips on the days leading up to—and directly following—the holiday. With potential long weekends on the calendar, make sure employees have planned adequate coverage during their absence, and consider bringing in celebratory snacks to honor the holiday and start the the quarter on a high note.
July 31: Form 941 due (Employer’s Quarterly Federal Tax Return)
As an employer, you don’t have the luxury of thinking about taxes only once a year. Don’t forget that your quarterly tax return is due at the end of July. Need some help? Check out our complete guide to Federal and State taxes for a detailed breakdown of tax rates.
August
August 4: National Chocolate Chip Cookie Day
August is the final month of the summer, and employees may need a little pick-me-up. National chocolate chip cookie day falls on a Friday this year, so consider bringing in cookies to keep spirits high as the summer reaches its peak.
Namely tip: In the dog days of summer, take some time to focus on your own career. Is it time to negotiate a raise or title change? Do you want to study for a new HR certification? Assess your career goals and identify a few ways to get there.
September
September 7: Labor Day (Bank Holiday) 
The final bank holiday of the summer is already here. Employees may want to extend that three day weekend to soak up every last bit of sun before fall settles in. Encourage everyone to get the rest they need before kicking off an exciting Q4.
September 3-7: National Payroll Week
National payroll week is one of the most underrated celebrations in HR. Everyone’s favorite day of the month is payday, so why not celebrate the heroes who bring us our paycheck every week (that’s you!)? It’s a great way to engage employees and educate them about what you do. Play payroll trivia, give out prizes, and eat payroll-themed foods (“PayDay” bars, anyone?).
September 13: Grandparents Day 
While September 13th falls on a Sunday, take the opportunity to show employees you care by encouraging them to share photos of their families and holiday celebrations on the company newsfeed.
September 18-20: Rosh Hashanah
This is a good time to review your policy on holidays to make sure employees of all cultures have the time off and resources they need to celebrate their traditions.
September 23: Fall begins
And just like that, summer comes to an end. The last week in September is the perfect time to get employees geared up for Q4. Help employees set goals and offer resources to support them through the year’s final stretch.

### The 10 Most Creative HR Job Titles

Human resources has an image problem. Considered by workers to be the corporate equivalent of a “principal’s office,” HR’s bad rap even extends to its portrayal in popular culture.



It would be easy to say that HR’s involvement in sensitive matters like benefits and payroll makes it an easy target. But, that doesn’t explain the even larger issue of trust—only half of U.S. workers believe their employers are “open and honest” with them. In order to gain employees’ trust back, human resources needs to change their image. Employees don’t want to confide in human resources because they’re afraid of being reprimanded for the issues they bring up or fear that nothing will change once they bring something up.

As a result, it looks as though the profession might be in the early stages of a rebrand. Scouring Namely's database of over 1,000 midsize companies and 150,000 employees, our analysts identified a trend toward more informal HR job titles, with an increase in more employee-centric terms like “people” or “talent.”

The spirit behind these more creative HR job titles is one that shuns the use of “resources” to describe employees, and instead embraces the idea that there’s more to modern HR than just being data-driven. These titles demonstrate an acknowledgment that happiness is a metric just as valuable as revenue or profit, and they suggest an effort to foster greater trust between People teams and their employees.

HR job titles mean a lot more than you might think. Merely changing a word or two in someone’s title could bring a lot more respect and trust than the traditional title carries.  Although a title change doesn’t necessarily come with more responsibilities, it should make people view the role differently and for the better.

Without further ado, here are the ten most creative names for human resources:
1. Chief Happiness Officer
HR earned its place in the C-suite a while ago, but this title emphasizes that employee happiness is just as important as any other function of the business. Let your employees know you’re committed to keeping them happy and interested in the work they’re doing. If you or your HR team is struggling to do that, invest some time and money into creating a title to make it happen.
2. Culture & Geek Resource Manager
One of HR's greatest responsibilities is building and maintaining a strong workplace culture. So, having a designated culture geek to ensure everything is running smoothly and people are happy where they are can be a great way to boost workplace culture. Your culture geek should know that culture doesn’t necessarily mean pool tables and an open bar after work. They should understand that employees make up your company’s culture, and that your company should hire people that will elevate that culture.
3. Director of Attracting Talent
When it comes to recruiting, it's a candidate's job market, making the search for top talent one of HR's biggest challenges. Therefore, it’s no surprise that crafting a strong employer brand has emerged as a strategic and crucial HR function. Designate someone on your HR team to create a stellar recruiting and hiring process. Job seekers will hear about your great candidate experiences, and current employees will be more willing to recommend their friends to an open position.
4. Champion of Office Happiness
HR professionals know that employee engagement is incredibly important to measure for overall business productivity.  But, how do you ensure your team is constantly checking results and coming up with solutions?  Introduce a champion of office happiness, who can be your office’s guru to all things employee engagement.
5. Head of Optimistic People
Employees shouldn't only see their HR rep when it’s time to pick up their W-2s. Make your HR department a little more approachable by appointing someone to bring optimism to the workplace. This positive energy will encourage employees to perform better and be more productive. An inviting, "optimistic" HR job title helps make your department more approachable year-round.
6. People & Culture Systems Guru
Want to make it clear what your HR team’s day-to-day looks like? Don't be afraid to highlight skills or responsibilities in their title—even if it means being playful and including words like "guru" and "genius." Highlighting the skills of your HR team makes it easier for your workforce to figure out who they should go to for help.
7. CVO; Chief Vibes Officer
Make the office a little more approachable by expanding on the responsibilities of a CHRO that employees love. Having a Chief Vibes Officer takes away a little bit of the CHRO stigma and lets your employees be a little more comfortable approaching them. A CVO would do everything a CHRO is in charge of with a focus on getting to the core of your employee’s emotional state or the atmosphere in your office.
8. VP of Teammate Success
This title has most of the same responsibilities as a VP of Human Resources; the only difference is that they’re focusing on their co-workers' success. This includes the entire employee experience from onboarding to offboarding. A VP of Teammate Success supports their co-workers every step of the way. Not only are they working with those around them, but they’re also working closely with the executive board to ensure they know who’s doing well, who’s falling behind, and where the overall company culture stands. 
9. Director of Employee Engagement
Engaged employees are happy employees! Having someone who monitors employee engagement and checks-up on those who are noticeably unengaged will make a significant difference in how your employees are interacting with each other, clients, and customers. A Director of Employee Engagement doesn’t have to do all of this manually; part of their job could be finding a tool that monitors your employees’ engagement. The trick to using an employee engagement platform is making sure someone follows through with the data it collects. When you have someone in charge of making sure your employees are engaged, you’re guaranteed to have a positive company culture.
10. VP of People
Sometimes, employees and people, in general, don’t like to be managed. Taking ‘manager’ out of a title can put your employees at ease and allow them to trust the HR department a bit more. Adding VP to a title gives the person in that role a little more authority than an HR manager might get. Also, adding ‘People’ to the title takes the “resource” element out of your employees. You want your employees to know they’re more than just a resource to the company. Your employees are the ones who make up your company culture and keep your clients happy, and the person who manages them should reflect that in every aspect of their role.
The Value of Creative HR Job Titles
Can you tie “warm and fuzzy” HR job titles to results? To make lasting changes, HR teams will need to go beyond just HR job titles and actually walk the walk. With that said, even messaging can make an impact. Workplace studies have found a strong correlation between the perceived intent of HR teams and employee performance. In one analysis, companies with HR teams that were viewed as motivated by employee wellbeing over efficiency or profits saw higher engagement and performance ratings. The C-Suite should take particular interest in those findings, as nine in ten chief executives rank employee engagement as their top priority.

No matter your title, Namely’s HR software, can cover every part of an HR leader’s role. From talent acquisition to employee engagement, we have everything your HR department needs.

Contact us today to get started!

### 4 Ways to Optimize Your Hiring Strategy

As the end of the year approaches, there are two things on everyone’s mind: making it to the holidays and new year planning. Regardless of what department you’re in, a large part of that planning involves bringing in new talent to get the job done.

Talent acquisition teams are tasked with bringing in the employees needed to execute on your company’s ambitious goals. To that end, a thoughtful hiring strategy is a must.
In a recent Namely webinar, three HR experts shared their top recruiting tips to set teams up for success. Below, we’ll share four tips from Mike Bailen, VP of People at Lever and Bailey Hagen, Talent Manager at GGV Capital.

1. Update Your Employer Brand
According to Amazon executive Jeff Bezos, “your brand is what people say about you when you’re not in the room.” The past year saw an increased focus on employer brand, and success in 2019 depends on the evolution and maintenance of that brand. Don’t be afraid to leverage resources from your internal marketing team to ensure your Glassdoor, LinkedIn, and other recruiting touchpoints are refreshed and on brand. Everything from design to language should clearly reflect your company’s mission, vision, and values.

2. Review Your Candidate Experience
Are you auditing your interview process? If not, you’re not alone. Many teams struggle to create a process that assesses a candidate’s soft skills, identifies core weaknesses, avoids bias, and embodies best practices. The candidate experience should be smooth and efficient every step of the way.  
To identify areas of improvement in your candidate experience, start with these simple steps:


Conduct an audit. Walk through the entire process as if you were the candidate. Would you enjoy the experience?


Craft meaningful job descriptions. The job description is your opportunity to sell top talent on the impact they could make at the company.


Ask relevant questions. Avoid vague or general interview questions, and prepare your interviewers with strategies that get to the heart of a candidate’s values and workstyle.


Streamline communication. Modernize the onboarding process by going paperless.  Recruiting technology is designed to help you streamline the candidate experience.


Improve interview scheduling. Hold your team accountable to clear communication with candidates around what to expect throughout the interview process.



3. Focus on Diversity and Inclusion
If 2018 was the year of diversity and inclusion, next year is a time for HR and recruiting teams to show they can walk the walk. Some of the top barriers to improving diversity come down to sourcing diverse candidates, moving them past interview stage, and convincing them to accept the job offer. Here are a few ways to engage diverse talent at each stage of the hiring process:


Review job postings and application forms to remove any biased or subjective language.




Use impact hiring to put less emphasis on hard skills and more on the candidate’s potential impact.


Run company-wide trainings to raise awareness around identifying and mitigating bias.


Create a cross-departmental team of employees to lead company diversity initiatives.



4. Let Data Be Your Guide
The talent acquisition process is full of valuable metrics and insights. If you aren’t already, track and analyze your recruiting data to continue improving your hiring strategy. Consider getting started with the following five metrics to benchmark your company against other leading talent teams.
Key talent metrics: 


Quality of hire


Career path ratio


Top performer retention




Time-to-hire


Interviews per hire



These simple strategies for optimizing your hiring process will help your team start the new year off on the right foot. Watch the full webinar below for even more expert advice as you begin your 2019 workforce planning.

### Hiring for High-Growth: 5 Tips For Finding Top Talent

You’re moving at a million miles per hour and you need the right people to help. How do you keep up with your growing company’s talent needs, while still keeping up with your other responsibilities? One of the most common challenges among growth-stage startups is recruitment. Often, organizations at this stage do not have an internal recruiter or team dedicated to hiring. Without a team that knows your business inside and out, the standard recruitment-to-onboarding process can take months. As much as we all wish we could decrease that timeline, speeding up the process and hiring the wrong person can cost you. When it comes to hiring, it’s better to be safe than swift.


To help you optimize your recruiting process without sacrificing quality-of-hire, we’ve put together five tips to help you find the best people for the job and your company. 


1. Be Consistent
One mistake companies often make? Using different interview methods in each department. To ensure you end up with the best candidate and thoroughly evaluate their skills, you need to standardize interview practices across your organization and train employees on interviewing best practices. Once you’ve selected your interview panel, train your team on how to avoid unconscious bias, what questions not to ask candidates, and other interviewing strategies. This will help you and your team ensure candidates have a great experience.

Create your own standardized process or use a templated method, that each department adheres to and understands. Make sure everyone’s on the same page. Avoid “voodoo hiring methods,” that are common, yet don’t help you see if a candidate is a good fit. These methods can include “the art critic,” where your judgment is based on gut instinct rather than facts. There’s also “the sponge,” where everyone interviews a single candidate and compiles the feedback for the final decision.


2. Define Your Organization’s Personality
Your company’s core values are the foundation of creating an organization that attracts people with the same goals. Define your values and make sure your employees understand and embody your values every day. Using core values in an interview process is essential when it comes to weeding out candidates and finding the best fit. That’s why it’s important to design interview questions that touch on your values and use candidates’ responses to gauge who would be the best fit or culture-add to your organization. Employees who don’t agree or believe in the core values of your organization are often not a match for the job.


3. Hire for Potential
As your organization grows, your business will probably experience change. As you grow your team, it’s important to keep this in mind when hiring candidates. You’ll want to look at the potential of each candidate and consider how comfortable they will be with change and uncertainty. Are they capable of switching gears when necessary and wearing multiple hats? Set your team and yourself up for success by selecting people who want to and are willing to grow with your organization. Questioning the short- and long-term goals of a candidate can really help paint the picture.


4. Assemble The Right Hiring Team
Many early startups don’t have an internal team dedicated to recruitment—or even HR! That leaves hiring managers to run the recruitment process themselves. If that’s the case, assemble an interview panel of other managers or leaders in your organization to help identify your blind spots that make it hard to read a candidate’s competencies. You may have a hard time digging into a specific core value, or you may need a team member to assess a candidate’s technical skills. Interviews are a great way to introduce a candidate to your team and give them a chance to meet their potential future coworkers. 


5. Hold Out for the Right Person
Between phone screens, in-person interviews, and reference checks, recruiting talent is a big time suck, but well worth it if you hire the right person for the job. It can be tempting to hire the first candidate who you think can do the job, but holding out for excellence can pay off. Should you make a rash decision or hire a wrong fit—you may have to go back to square one and start the process all over again, which costs you and your team time, money, and effort. It’s worth it in the long run to find the person who meets all of your qualifications, aligns with your core values, and can bring a diverse set of skills and experience to your team and business. Making sure you put in the time and effort to find the right talent and build a great candidate experience, will help you find the best person for the job who can help take your business to the next level. 

### Your 2020 HR Checklist

The new year has officially begun, and most professionals are in goal-setting mode to ensure this year is your best yet. We all know how fast time flies, and HR likely has a mountain of various goals and compliance deadlines for the upcoming year—from hiring to employee engagement. To help your team achieve them all, we’ve compiled a month-by-month HR and compliance checklist for 2020:


January
Tax season is fast-approaching, and you’ll need to distribute employee W-2s by the end of the month. Work closely with your payroll provider to ensure you meet the January 31 compliance deadline. Mark your calendar with key payroll and tax dates to stay on top of filing deadlines.

February
The Form W-4 is critically important, as it determines how much is withheld in taxes from employee paychecks. Employees wishing to claim exempt status for federal tax withholding in 2020 must file a new Form W-4 by February 15. Be sure you have the most up-to-date taxation information as regulations change throughout the year.

March
With year-end in the rear view, you can shift gears from payroll compliance to engagement and culture. Spring is around the corner, so you’ll want to find creative ways to help employees shake off any residual winter blues. Consider holding a company potluck or happy hour on National Employee Appreciation Day this month.

April
April tends to be a quieter time for HR and payroll professionals. Kick off Q2 by running a post-mortem of last year’s major initiatives. How effective was your communication strategy for open enrollment? Could year-end have been smoother? April is a great time to dig into your data and do some strategic planning for the rest of the year.

May
As we approach mid-year, it’s a great time to review your performance management processes. Performance review cycles can take many forms, so spend time investigating different models before settling on the best option for your company. Then, be sure to train managers on providing effective feedback to their direct reports.

June
Summer is finally here! ‘Tis the season for vacations, but is your PTO policy up-to-date? Investigate how employee usage is trending, and consider whether your current policy is keeping employees recharged and engaged. Summer is a great time to bring on interns, especially when full-time employees are traveling or working reduced hours.

July
The year is more than half over, so it’s a great time to get a read on how employees are feeling. Send out an employee engagement survey, and set aside time to tackle new initiatives that address employee pain points—such as commuter benefits, wellness programs, or unique perks.

August
In the dog days of summer, take some time to focus on your own career. Is it time to negotiate a raise or title change? Do you want to study for a new HR certification? Assess your career goals, and identify a few ways to get there.

September
Don’t forget about National Payroll Week! It’s a great way to engage employees and educate them about what you do. Invite employees to come together to play payroll trivia, win prizes, and eat payroll-themed foods (PayDay anyone?). And if you're looking for help with your payroll, check out our payroll guide! 

October
For many companies, now is the time to deep dive into open enrollment. If you haven’t started planning communication around this year’s benefits offering, it’s time to get started. Be sure to highlight major policy changes, trends in the benefits space, and key enrollment dates.

November
The holiday season is around the corner, so be sure your managers are all prepared for an influx of time-off requests. If you don’t already have one, put a process in place to easily track and communicate vacations, and remind employees to consider an adequate coverage plan. Don’t forget to encourage sick employees to stay home as the temperature begins to drop.

December
2021 is almost here—time flies when you’re getting stuff done! What are you doing to thank employees for their hard work this year? Don’t let end-of-year bonuses, holiday parties, or reward programs fall by the wayside. With ample recognition, employees will feel fresh and motivated to kick off the new year.

Before you know it, the year will be over and it'll be time to focus on setting your 2021 goals. Until then, use this HR checklist to stay organized, remember compliance deadlines, and crush the rest of the year.

### 3 Ways to Hire and Retain The Right Talent, Faster

Employers used to have the upper hand when it came to hiring. But, with unemployment at a record low, there are now more job openings than candidates to fill them. And with employees job-hopping every few years (or not showing up at all), it’s now more important than ever for HR teams to have a strategy for every stage of the employee lifecycle.



So how do you gain a competitive advantage during the recruiting process to transform your new hires into long-term employees? We’ve got you covered with these three ways to hire and retain the right talent, faster.
1. Provide a Positive Candidate Experience
From job description to final offer, your company’s candidate experience influences how prospective employees feel about you as an employer. Their experience will not only determine whether or not they take the job, but also how they portray the company to their network of other prospective talent.

To create a positive candidate experience, you should constantly engage and communicate with your candidates. Whether you are providing same-day feedback or setting expectations around next steps, it is crucial to keep your applicants updated throughout the entire hiring process. And when you’re ready to seal the deal, sending a welcoming and professional offer letter smoothly transitions the candidate into a new hire.
2. Create a Seamless Onboarding Process
After your new hires sign their offer letters, it’s time for them to dive into employee onboarding. By providing a seamless onboarding process, you can set your employees up for success from day one. But what is the key to a top-notch onboarding experience?

Integrating the best fit applicant tracking system into your human resources information system or people solution can simplify onboarding for both your HR team and new hires. With employee onboarding software like Namely, onboarding new hires is effortless. Employee information flows seamlessly into your HRIS and kicks off onboarding tasks for your new hires, letting them fill out paperwork before their first day and securely sign legally valid documents straight from Namely’s portal. Utilizing our modern HR platform will make onboarding a great experience at your company—for everyone.
3. Invest In The Employee Lifecycle
While recruiting and onboarding great talent can help ensure your company comes out on top, your job doesn’t stop there. Investing in new hires throughout the employee lifecycle is essential to keeping your top talent around. As important as promotions and raises are, employees also value competitive benefits, such as 401(k)s, PTO, remote work, flexible hours, professional development opportunities, and other perks.

Additionally, frequently recognizing your employees for their hard work increases employee retention. According to a study conducted by Gallup, companies that approached employee recognition strategically had nearly 25 percent lower turnover rates. By encouraging 360 peer feedback, making shout-outs in company all-hands meetings, and recognizing work anniversaries, you make employees feel valued for their achievements, which can increase morale and tenure.

### How to Observe Veterans Day in the Workplace

Every year, we dedicate Veterans Day to honor the men and women who risk their lives to serve our country. Whether you have many employees who served or just a few, Veterans Day is a holiday that everyone should take a moment to recognize. But how can you honor veterans and show gratitude in the office? 

We asked six companies to share how they honor those who have served our country on this special day and year-round. Here's what they had to say and how you can honor veterans in your own workplace: 


1. Spread Joy With Donations
“We celebrate Veterans Day by donating 250 flower arrangements to residents of a local veteran’s home. We have volunteers help create and deliver the arrangements to the veterans.” — Amy Schuster, Owner of Lucky You Flowers

2. Host a Movie Showing
“We give everyone three hours of PTO at the end of the day and hold a military movie showing. Everyone gathers in our common area and we provide snacks while the entire team watches a military-related movie. Last year we watched ‘Hacksaw Ridge’ and this year we are going to show ‘12 Strong.’ It’s a good way for our employees to think about and honor the veterans who have sacrificed for our country.”  — Matthew Ross, Co-owner and COO of The Slumber Yard

3. Offer a Veteran Discount
“As a company, we not only offer our deepest appreciations, we now offer a 20% discount to those who have risked their lives to fight for our freedoms and well-being.” — Sean Walsh, Founder & CEO of Walcraft Cabinetry

4. Add a Personal Touch
“We like to make things personal. Each member of the company chooses one veteran and shares his or her story with the rest of the company in a group email. It doesn't have to be someone famous—just anyone who has served in the military with an interesting story to tell. We find this helps humanize the holiday and makes its significance more palpable than simply wearing a pin.” — Lisa Larson, Certified Life Coach at Life Coach Path

5. Dedicate a Moment of Silence
“Every year we observe a five-minute silence for the men and women who have lost their lives fighting for the country before the workday officially started.” — Joe Bailey, Business Development Consultant at My Trading Skills


6. Give to Charity
“A veteran myself, this is a cause that is very dear to me. To honor the brave men and women who risk their lives to serve our country, my company sets aside 1 percent of our net profits to help different organizations that help veterans.” — Nneka Brown-Massey, Founder and CEO of Innovative Supplies Worldwide, Inc.




On Veterans Day, there are many ways we can honor those who fought for our freedom. This year, establish a new Veterans Day tradition at your company that employees can uphold for years to come. 

### Welcome to The Team! Contents of a New Hire Welcome Email

A successful onboarding strategy starts as soon as new hires receive their very first email—the welcome email. The new-job jitters are real, but welcome emails help set expectations and ease first-day butterflies. Having a well-crafted welcome email immediately makes new hires feel more comfortable and helps new hires start off on the right foot with your company. Read on to learn how to write a successful welcome email and prioritize your company’s employee experience from day one:



Share Their First Day Schedule
From worrying about what to wear to where to sit at lunch, starting a new job and not knowing what to expect can be extremely nerve-wracking. Luckily, sending out a welcome email the day or two before a new hire starts at your company helps set expectations, answer any lingering questions, and calm nerves. A good welcome email gives new hires a snapshot of what their onboarding schedule will look like, answer questions around what to wear, what to bring, who is on their team, and who they’ll be reporting to. That way, before they even show up to work they will know exactly what to expect!





Tip:
Always proofread your welcome email! It’s likely your new hire’s first experience with your company as an employee, so while it can give them a great first impression, it can also give them a not-so-favorable impression, especially if it contains typos.
“Your welcome email has to be professional, and it will leave a bad first impression of you as a manager and the company if your email is full of grammar mistakes and typos. Be sure to edit it and review it before you press send.” — Robert Ford, HR manager at Essayroo and Best Coursework Writers





Share Information About Yourself
To make new employees feel welcomed from the start, you can use the welcome email as an opportunity to introduce yourself. Tell them about your personal journey at the company, how long you’ve been there, and memories from your own first day. However, keep this introduction brief so that you can save some information to share with your new employees when you meet them in person.

Give Team Introductions
Learning names and faces on the first day can be overwhelming, so including team members’ headshots, bios, and email addresses in your welcome email is a great way to help your new employees learn about their teammates before their first day. These introductions will also help outline your team’s structure and allow new hires to start understanding coworkers’ roles. 


Share Company Culture Information 
The welcome email should also introduce new hires to your company culture. George Pullman, a team lead at AustralianHelp and Ox Essays, says, “Let your new hires know what your company vision and objectives are, any company resources they should consult, and more. This section will go a long way in reducing a new employee’s stress by informing them of expected dress codes, mindset, and behavior in the workplace.”




As one of the first communications your new hire experiences as an employee of your company, the welcome email sets the tone for their entire experience at your company. By carefully crafting the perfect first email, you can make sure that their journey at your company starts off on the right foot.

### 2020: The Year to Prioritize Compliance at Your Company

Are you worried about compliance? You’re not alone! Compliance keeps most HR professionals up at night. In fact, studies show most people professionals list it as one of their top concerns. That probably comes as no surprise as non-compliance can lead to costly fines and penalties for your company. Still, staying on top of existing, pending, and new federal, state, and local regulations, payroll compliance, and employer requirements is easier said than done.

That’s why Namely is excited to announce our new HR compliance package -- Namely Comply Advice & Action. Namely Comply Advice & Action, powered by ThinkHR, connects our clients with a robust database of employment law resources and best practices so they can stay up to date on new and evolving requirements in their area and beyond.

The Comply Advice & Action homepage, where you can search by topic or explore resources and tools.


This offering fills a critical need for HR professionals and midsize businesses by helping them mitigate the numerous people-centric compliance risks that exist in every organization. 

 	Live HR Advisors — We know compliance can be intimidating, but you don’t have to handle it alone! Rest easy knowing a team of certified HR experts are just a phone call or email away. 
 	Living Handbook — As your business grows and regulations change, so should your employee handbook. With the dynamic employee handbook builder, including legislation and policy change alerts, administrators will save hours and reduce the burden that is associated with maintaining this critical document. 
 	Learning Management System — Ensuring compliance, reducing risk, and driving engagement all starts with your employees. Our learning management system is a  platform to access and track employee completion of required training in areas like data security, harassment, and personal safety. 
 	OSHA — It often falls on HR to help ensure a safe and healthy workplace for their employees. Between establishing and maintaining office standards, meeting compliance requirements, and educating employees, reducing risk in the workplace is no easy task. When issues arise, leverage the OSHA incident logs that export onto Form 300 or 300A for easy submissions.
 	Robust Compliance Content -  From whitepapers and webinars to interactive tools and checklists our HR compliance package has everything HR pros’ need to manage new hires, terminations, employee leave, job descriptions and more. 


Namely Comply Advice & Action's state comparison tool allows you to compare laws and regulations in different states. 





While HR typically has a lot on their plates, compliance and workplace safety must stay top of mind. Having the right tools, resources, and experts at your disposal can make all the difference in the fight to remain compliant. Aside from helping you avoid costly fees and penalties, prioritizing workplace safety will show your employees you care about their well-being and safety. 

Want to learn more about how Comply Advice & Action can help your business remain compliant? Namely clients can sign up here for a demo to see the new features in action. New to Namely? Learn more about Namely Comply Advice & Action here! 

You’re just a few steps away from having the best compliance resources at your fingertips.

### 4 Ways to Improve Employee Engagement at Your Company

No matter what business sector you work in, you’ve likely heard a lot about employee engagement. It has become the holy grail of the modern business world, guaranteeing benefits for both companies and employees alike. Increased employee engagement promises improvements in recruitment, productivity, innovation, retention, and reputation for companies of any size. Because you can gain so much from having positive employee engagement within your organization, taking steps to improve it is critical for success.

 
First, it’s important to lay out exactly what employee engagement is in order to understand how it can affect your business. Employee engagement can be defined as a workplace method with the purpose to improve an employee’s emotional attachment to their company, everyday tasks, position within the organization, coworkers, and the overall culture of the place they spend most of their time awake. 
 
While the definition makes it seem straight-forward, employee engagement can actually be quite difficult to navigate. Luckily, human resources departments are uniquely positioned to help boosting employee well-being, productivity, and engagement. If you aren’t sure where to start with your employee engagement initiatives, here are some areas you can focus on depending on the needs of your business.

1. Smart Recruitment
It’s no secret that hiring decisions can lead to dramatic changes within workforce engagement across the organization. Every new hire you bring into your company has the potential to shake up how employees interact with one another, either reinforcing your team’s values or changing your culture for the worst. 
To ensure that only positive changes are being made, your recruitment teams need to work hard to bring in the best new fits possible. In order to be a great hire, new employees’ values, expectations, competencies and attitudes need to align with the rest of the company’s. While the focus for hiring new employees might then be to write employee descriptions instead of job descriptions, that isn’t the case. Instead, write job descriptions to include a careful analysis of the real requirements that the job necessitates. This will avoid distorted expectations by identifying which skills are needed from the get-go and which skills should be developed over time. 
Overall, it’s most effective to look for candidates who align well with your organization’s values and current expectations, and who will also have room to develop with your organization.
Helpful tools: 

 Applicant Tracking System: This software helps your recruiting teams track and record essential information about each potential candidate so they can start workforce engagement from the get-go as new employees begin onboarding.
 Video Interviewing Platform: This platform helps you gain more insight into your candidates by scheduling, interviewing, and evaluating interviews all in one place.


2. Employee Development
When employees feel that their employer doesn’t care about their professional development, they often see themselves as a depreciating asset, resulting in feelings of neglect, discouragement, and unimportance. Multiple studies continue to find that countless employees are disengaging from their organizations due to a lack of professional development, and the last thing you want to do is become the cause of that disengagement within your own company. Drafting an employee development plan is one way for you to provide a significant boost in morale while mitigating detachment for your employees. A comprehensive employee development plan can help both new and experienced colleagues learn, grow, and advance professionally. Not only does this help your employees directly, but it also provides important benefits for your organization as well, including reduced turnover rates, improved employee performance, increased talent attraction, heightened profitability and clearer plans for future endeavors.
Helpful tools:

 Human Resources Management System: This software makes it easier for employees to answer HR questions before they even need to ask them. It gives your leadership team direct access to the data they need and to focus on strategy, culture, and all the other important things you’ve been meaning to tackle, rather than being the complaint department.
 Unified Communications System: This system makes collaboration and communication between managers and employees, coworkers or mentors and mentees or their supervisors easy to navigate. From instant messaging to audio conferencing, your teams can collaborate easiest when they have multiple channels to communicate with to provide constant feedback and clearer conversations on professional development.

 
3. Company Core Values
Your company core values should connect your employees with a larger goal in mind. When it comes to defining your core values, ask yourself what defines your company and what you value as an organization. Strong core values can help distinguish your organization from your competitors and help you stand out to potential job candidates. Similarly, values that align company and employee objectives can help retain top talent and unite your employees around a common cause. The right core values can create a culture of accountability and define clear expectations for how people in your organization accomplish their work, including work-life balance, project ownership, innovation, and teamwork. 
Tip: Core values are not set in stone. They should evolve and change as your company grows. Consider reviewing them with a cross-functional team once a year or as you see fit. 
Helpful tools:

 Intranet software: Company intranets provide centralized communication hub where you can share important company documents, announcements, and other information. Employees can securely access documents like your core values and mission statement, benefits offerings, and more. Your HR team can easily update and replace new versions of existing documents as your company grows. 
 Internal company newsletters: Weekly or monthly internal publications are a valuable medium to showcase your values and how your employees and business embody them everyday. 


4. Cutting-Edge Benefits
Benefits are powerful way to ensure your employees feel engaged and valued at work. In order to have a comprehensive benefits package in today’s business landscape, your company should consider offering both traditional benefits—like healthcare, 401(k) plans, paid time off, life insurance, etc.—as well as more unorthodox ones—like flexible work opportunities, professional development programs, virtual or remote offices, and more. 
When considering which benefits to offer, it’s important for HR teams to remember that your employee perks should mirror the wants and needs specific to your company. Not sure what your employee’s want? Ask them! You should also keep in mind the associated expenses for each benefit—team building events, snacks in the kitchen, casual Fridays, and flexible work hours are all relatively inexpensive programs that your HR team can easily develop and implement. And there’s a good chance your business will quickly yield more than it spends on these types of benefits through higher levels of productivity and engagement. 
Helpful tools:

 Employee benefits technology: A streamlined method for organizing employee benefits, HR benefits software packages transfer employee information to your carriers of choice, update payroll to include benefits deductions, and include built-in billing and reporting features to help you unify your benefits documentation.
 Digital calendar application: If your company is considering any flexible work benefits, digital calendar applications provide a platform for team members to share their work schedules each day. Many electronic calendars subsequently include project management integrations, allowing you to assign tasks to individuals or view what projects they’re completing that day.

 

 
Every one of your employees will have a unique experience at your company. From benefits and company culture to professional development opportunities, your job as an employer is to provide your employees with everything they need to succeed at your company. There’s no one-size-fits-all approach to building a great work environment that engages your employees, but at the very least, investing in employee engagement shows your employees you care. Plus, you might see improvements in other areas of your organization if your employees feel engaged and acknowledged.

### How Technology Can Help You in the Fight to Stay Compliant

Studies show that one of the top challenges that HR professionals face is how to keep their organization in compliance. Working to keep up with the constantly changing federal and state employment laws is particularly difficult for midsize businesses. In fact, some organizations simply can’t keep up and choose to ignore employment laws—but this approach can lead to a variety of risks including audits and expensive lawsuits that will siphon dollars, time and resources away from other business objectives.



Namely recognizes that to deliver on our mission to help organizations build a better workplace, we need to make it easy for midmarket companies to remain compliant. We have been doubling down on our efforts to provide the tools and services that can help companies adhere to the ever-changing federal and state regulations.

We are pleased to announce the first wave of these enhancements, a delivered integration directly with E-Verify. E-Verify is an Internet-based system that compares information entered by an employer from an employee’s Form I-9, Employment Eligibility Verification, to records available to the U.S. Department of Homeland Security (DHS) and the Social Security Administration (SSA) to confirm employment eligibility. The use of E-Verify is mandatory in certain situations (i.e. hiring federal contractors) and several states.



By bringing the E-Verify experience into the Namely product we provide our clients with a more efficient process that lowers the probability of compliance and data entry issues while saving time by eliminating double-data entry. The update allows clients to:

 	Create, submit, and view E-Verify cases seamlessly from within Namely
 	Reduce errors and save time by pre-populating E-Verify case form fields based on employee profile information
 	View E-Verify case reports in Namely for auditing and compliance requirements

The integration was launched in Beta at the end of September and has been met with extremely positive feedback from Namely’s client base. Allison Stevens, People Operations Manager and Namely client from Total Expert shared, “It could not have been any easier! Absolute slam dunk on Namely’s part. Having employee information such as DOB, SSN, email, etc. prefilled was a gift. A+ at every level of the process.” 



This enhancement is just one component of what Namely plans to deliver in 2019+ to help midmarket organizations stay compliant. Stay tuned for more exciting product announcements from Namely!

### How to Build a Business Case for an Employee Recognition Program

Peer to peer employee recognition has many benefits for both organizations and their people, but building a case for a recognition program in your company can prove difficult for HR pros! 

Traditionally, recognition has been viewed as a cost rather than a serious investment in an organization’s success. When countless studies highlight the business benefits of recognition, you may wonder why you even have to make a business case.
There are many things you can do to improve your culture and increase engagement, but the farthest-reaching, most cost-effective and impactful solution is implementing a social (peer to peer) recognition program. 
Follow this simple process to wow your C-suite and improve both culture and engagement in your organization! 


Understand Your Business Issue
The ‘why’ behind implementing a recognition program needs to align with your organization’s objectives and values, but ultimately, a recognition program should be deployed to help address key challenges and their symptoms within your organization. 
Let’s say, for example, that your organization has consistently low eNPS scores and poor engagement survey results. These are symptoms of a larger problem, such as poor communication or a lack of value alignment. 
Sound familiar? These problems and their symptoms manifest in the form of turnover, absenteeism, and presenteeism. Each of these can be shown to have a significantly negative impact on performance and profitability.  




Tip:
Recognition can provide a unique opportunity to mitigate these symptoms and alleviate the larger problem by engaging people in their roles and giving them a sense of belonging and purpose. 






Outline The Projected Benefits and Targeted Outcomes
Having established your challenges above, you can outline the improvements you’d like to see and outcomes you’d like to result from having a recognition program in place. 

For instance, if you’ve identified that high employee turnover is driven by a lack of employee recognition and engagement, your measurable benefit from implementing a recognition solution would be the reduced cost of replacing and onboarding employees.

Other measurable outcomes might include more engaged teams, higher levels of productivity, reduced absenteeism (personal or sick days), increased sales numbers, improved customer service scores and more. 




Tip:
Create a spreadsheet where you can track Key Performance Indicators (KPI’s) - this spreadsheet will come in handy when showcasing the current costs and monitoring the improvements to arrive at an ROI. To win the hearts and minds of your C-suite, speak in their language using facts, numbers, and business impact.






Build Out Your Budget
Building out a budget does not need to be complicated but should include a few key details to show you have considered all of the program elements and costs. We show you below how to build out your budget using simple calculations. 

Let’s use the example of a hypothetical organization with 250 employees, with an average US salary of $46,800. This sample organization has an average voluntary turnover rate of 19.3 percent.


Step 1: Calculate the Cost of Turnover 
In this step, you will calculate what the cost of turnover is per year. The items to consider in a calculation of turnover for any role should include the following:

The salary and benefits cost of a departed employee
Number of days a position remains open 
Job posting/advertising costs
Hours spent screening and interviewing candidates
Cost to conduct background checks
Total number of training days for a new employee
The number of working days required for onboarding 


# of employees x turnover rate x cost of turnover = annual cost of turnover
Example: 250 employees x 19.3% x $23,400  = $1,129,050


Step 2: Calculate the Total Program Cost (One Year)
In this step, you will outline the cost of a well-rounded and balanced recognition program that takes into account the following elements:

Recognition system: $48 per person per year 
Casual rewards: $120 per person per year 
Years of Service and Birthdays: $25 per person per year 
Team events: $120 per person per year 
Monthly Awards: $25 per person per year 
1 ½ FTE to manage the program: $47,000 x 1.5 / 250 = $282 person per year


Total cost per person per year: $620

Cost per user per year x # of users = program cost
Example: $620  x 250 = $155,000


Step 3: Calculate Estimated Savings
Next, you will calculate the estimated savings if the organization wants to achieve a 20 percent reduction in turnover. 

Voluntary turnover x improvement % x cost of turnover =  annual savings
Example: 48 employees per year x 20% x $23,400  = $244,640


Step 4: Calculate ROI 
Finally, you can calculate the estimated ROI of the recognition program. 

(Savings - total cost) / total cost = ROI 
Example: $244,640 -$155,000 = $69,640 / $155,000 = 45% 



The Business Case is in The Numbers
Now that you have your outline and budget in place, you can begin assessing your top recognition program options to see which programs align best with your organizational objectives and budget. If you approach your business case and budget with facts, hard numbers, and a detailed plan, you will have a better chance of moving the discussion around recognition from a ‘nice-to-have’ to a must-have for organizational success and employee engagement.

This is a guest post from Kudos®, a peer to peer social recognition platform that promotes and enhances corporate culture, motivates individuals, and creates great employee experiences. 

### 3 Reasons to Consider a Cloud-Based HR Platform

Whether you’re new to HR or a veteran, you’ve probably noticed that there’s an abundance of HR technologies out there and the landscape is continuing to grow at an exponential rate. Part of the reason for this growth has to do with the evolving workforce and the need for modern software to help companies keep pace.

As you evaluate software for your team and company, you’ll come across various point solutions and platforms for HR, benefits, payroll, onboarding, performance, and more. So how do you cut through the noise and decide which technology is right for you and your company? Below, we’ve outlined three reasons why you should consider starting with a cloud-based platform.
Employee Experience Matters
Companies are investing more time and money in employee experience than ever before. Losing valuable employees can be detrimental to any business, so keeping them engaged is critical.
Providing employees with a delightful experience should start at onboarding. For new hires, the first few days can bring on different types of emotions, ranging from excitement to nervousness. From deciphering your company's org chart to filling out endless forms for payroll and benefits, having to navigate through multiple systems for these items can be overwhelming. With a cloud-based platform, new hires are empowered to ramp up faster and have a cohesive experience under just one username and password.
Keep in mind that the benefits of an all-in-one platform go beyond onboarding. Moving forward, your hires will also have one, central place to store and access critical documents like their Form W-4, I-9, and even the company handbook.
The Rise of HR Analytics
Analytics matters more than ever before as HR professionals become more data-driven. With point solutions or loosely integrated systems, cross-referencing HR, payroll, and benefits information becomes untenable. To drive a more data-driven strategy at scale, your company and people data need to be in one centralized system. After all, your HR insights are only as good as the database they reference.
A cloud-based platform can give HR teams visibility into company demographics, diversity metrics, and salary data through visual reports and dashboards. When that platform integrates with your other systems (like an enterprise resource planning tool), you can gain even deeper insights into your business.
Growing Pains: Compliance and Complexity
As companies grow, HR teams are introduced to new federal, state, and local compliance requirements. For starters, the Affordable Care Act (ACA) requires companies with at least 50 full-time employees to offer healthcare benefits to their employees. These companies will also have to demonstrate compliance with the IRS annually by filing 1095-C and 1094-C forms. Since generating these reports requires both HR and benefits data, an all-in-one platform makes it easy to pull together this information.
When your employee headcount increases, day-to-day HR processes become more complex and error-prone. An all-in-one platform enables HR teams and companies to streamline tedious, but crucial tasks. Whether it’s managing overtime or pulling the most accurate employee personal information on critical tax forms, it can all be done in one place.

The workplace is changing rapidly–whether it’s your culture, company size, or both, you’ll need technologies that are flexible and can scale with your business. Watch a Namely demo of Namely’s modern HR platform and see how it can help you build a better workplace today.

### HR's Post-Open Enrollment Checklist for the New Year

With open enrollment in (or almost in) the rear-view mirror, it may seem like a good time to sit back and relax before the new year ramps up. You’ve sent all of the necessary files to your carrier, and your employees have their ID cards in hand, but the process isn’t over just yet. Seasoned HR professionals know that the end of open enrollment is a critical time to get your benefits strategy in order before the new year.

Take time to look back on your benefits process and ask yourself a few questions. Did employees clearly understand their coverage options during open enrollment? How easy was it for employees to complete the actual enrollment process? Is anything changing this year for new hire enrollment, life events, or COBRA administration? 
It may sound overwhelming, but this process is essential to ensuring ongoing success in the future year and beyond. Follow these five steps to make sure you're prepared for any situations the new year might bring. 

1. Schedule a Debrief With Your Broker
Once the enrollment period is over, set up some time with your broker to talk through what went well and what could have been better. Compare what employee engagement is like with the new plans vs. old ones, and whether each plan's features were communicated clearly in advance. Finally, do a cost analysis of benefits year-over-year ahead of your first bill. 
In tandem, survey employees about the open enrollment process. Half the battle is communicating your offering in an digestible way. Did they understand all of the options presented to them? Did they have enough time to enroll? “Start laying the groundwork for an effective employee engagement strategy around benefits for the new year,” says Rob LaHayne, CEO of TouchCare. Ask them while it's fresh so you can start making plans to revamp your open enrollment guide or offer more resources to fill the gaps.

2. Audit Your First Bill
Once you receive your first carrier bill, it's time to dig into the details. “Take the post-enrollment data file you received from your provider and check that the carrier’s bill is accurate compared to what you submitted,” advises LaHayne. “Take the time to go line item by line item and ensure everything is accounted for.” While it may seem tedious, digging into your bill is important to ensure that everything is as it should be.

3. Set Quarterly Meetings With Your Broker.
Keep the conversation going all year to stay in tune with trends and utilization. “The goal is that you’re always working towards that next renewal,” LaHayne says. “The first quarterly meeting might just be discussing new ideas on wellness strategies or new regulatory information to be aware of. For subsequent quarterly meetings, dive deeper into the claims data from your carrier.” Once you reach Q3, you should be well prepared to map out the year's open enrollment strategy.

4. Review Process for Qualifying Life Events
Inevitably over the course of the next year, you're bound to see a steady flow of new employees hired, employees who leave the company, and a fair share of weddings. Make sure you're prepared for the full spectrum of qualifying life events.
If you have just completed your first open enrollment with a new broker, it’s especially important to review your process for handling COBRA to temporarily extend employee coverage in the face of a termination or change in employment status. If you are unsure of your process, contact your broker to learn key requirements and deadlines.
In addition, create a solid checklist for new hire enrollment. Be sure new employees have access to all of the information they need, preferably in similar detail and fashion to the company-wide open enrollment experience.
Finally, remind employees of the importance of communicating life events to HR. “Make sure your employees know what the reporting process is for when they get married or have a baby—who to contact and what to expect,” says LaHayne.

5. Continue Communication With Employees
Lastly, employees may not remember some of their benefits changes when the time comes to actually use them—such as employees newly enrolled in high deductible health plans. Send a reminder to summarize what to expect when it comes to premiums, deductibles, and paycheck deductions.


With a sound strategy in place, you’ll be ready to ring in the new year without dropping the ball. For more information on open enrollment and employee benefits, take a look at our comprehensive Employee Benefits Guide.

### 6 Ways to Manage a Distributed Team Effectively

Off site—but not out of mind. There are major benefits to operating distributed teams, most notably the ability to recruit and work with talented individuals from all over the world. However, a remote workforce can also pose potential risks. It can be challenging to maintain consistent productivity and accountability, as well as build a team of long-term workers.

Just because your remote employees are based out of office doesn’t mean they’re out of touch. These problems can be overcome by effective management and oversight. Here are the six areas you should focus on to build a more effective distributed team:
 
1. Hiring
Hiring for a distributed team can be tricky as you don’t get the same level of personal interaction you have with a physical interview that you do over the phone or video. Because of this, it can be a good idea to assign new team members a pre-hiring assessment to test their capabilities and get to know their style of work. 
Your hiring process should also aim to establish that remote workers have an adequate working environment. This includes not just ensuring they have a well-organized work space free from distractions, but also that they will be happy working remotely on a long-term basis. 
For example, a candidate who lives alone might not have any distractions to worry about, but they could begin to feel very isolated not having any face-to-face interactions during their working day. According to Buffer’s 2018 State of Remote Work survey, remote workers consider loneliness to be the biggest challenge of being physically separated from their teams.


2. Onboarding and Ongoing Training
The way you train new employees and integrate them into the team is critical to managing any team effectively, and this is especially true for remote workers. In a traditional work environment, new recruits learn the ropes by watching more experienced colleagues perform their roles and asking questions and getting immediate answers from those around them. However, this is often difficult for a team distributed across the country. Instead, teams must combat this challenge with a well-considered onboarding process and thorough training materials. If you can’t fly a new hire to your office for in-person onboarding, here are some ways to give them the resources they need to succeed: 

Provide an online wiki or knowledge base that team members can amend and annotate. 
Enable new employees to teach themselves about your policies and procedures. 
Encourage team members to update training materials and information themselves.
Make it easy for team members to create new pages and content where needed.
Use eSignature to streamline the signing of paperwork.
Educate new hires on your brand, company culture, and values.


3. Methods of Communication
When coworkers don’t share a physical environment, you’ll need to provide additional communication tools and compensate for the lack of direct interaction to maintain a motivated and productive team. It’s important to focus on maintaining your team and business culture during periods of growth. Every distributed team needs the following communication tools:


Email
Email is ideal for distributing task briefs, discussing confidential or private matters with employees and any other situation where you need to send long, detailed messages or secure attachments.


Phone
Phone calls are a great option for large groups, especially if you’re worried about the strength of your internet connection.


Texting
SMS is perfect for sending short updates and requests that need to be read immediately, as texts can reach team members who are not online. Just be sure to only text colleagues if you have their permission and be sure to keep things professional and respect normal work hours.


Messaging
For group discussions and conversations about ongoing work, messaging apps like Slack let team members casually check-in with colleagues and stay in touch while working and keep an automatic record of discussions and decisions made about a project or task.
Weekly team meetings via phone, video, or instant messaging provide vital opportunities for team members to keep track of project progress, ask questions, and discuss any problems that arise. Besides enabling your remote workers to work together more effectively, these meetings help each team member understand how their responsibilities contribute to the team’s goals and overarching success.


4. Team Culture
In addition to work-related communication channels, it is vital to provide opportunities to chat informally about other topics by creating off-topic discussions in your instant messaging platform. Socializing is an important part of work-life balance for most people, and if you want to create a team that will want to work together on a long-term basis, the importance of fostering team spirit should not be underestimated. 
Similarly, treat important personal occasions the same way you would when managing a team in person, for example:

Birthdays
Weddings
Becoming a parent
Career goals
Sporting successes
Charity work


Taking the time to know what’s important to your team members outside of their work and celebrating their personal achievements shows you value your team as people and workers. Employees aren’t going to consider working in your team on a long-term basis if working remotely results in being treated impersonally. 


5. Include Remote Workers
Many distributed teams today consist of a mix of team members in an office location and remote workers. Without proper consideration, this can lead to the remote workers feeling like second class members of the team, so make sure they are equally included in meetings and discussions.
Make sure your remote teammates aren’t out of sight and out of mind. If your office workers have meetings and simply report the details of the meeting to remote team members, the message is clear that your remote workers’ involvement in decisions is not wanted. Additionally, when conducting discussions involving the whole team, holding a physical meeting while remote workers connect via phone, video, or a messaging app is a bad idea. This can lead to remote workers being cut out of the conversation by other team members who are physically present and therefore able to get the team’s attention more easily. Team members located in the office can unintentionally talk over or draw attention from their remote counterparts, or conclude an agreement on a subject before remote workers have had a chance to chime in.
One way to alleviate these issues is to have everyone connect virtually to a meeting, not just remote employees. This ensures everyone has an equal opportunity to speak their mind and prevents those not physically present from being accidentally sidelined.


6. Stay on Top of Productivity
On average, remote workers are more productive and put in more hours than on-site employees. Still, it’s a good idea to track their time with productivity or time management apps, as this ensures team members get recognition for the work they put in, and help you monitor if they are overworking themselves and at risk of burning out.
Productivity and project management tools keep all your files in one place, make it easier for everyone to stay up to date on the status of ongoing tasks, and help you spot problems slowing the team down to assign additional resources where needed. Don’t use these apps to check up on your employees, but rather to empower them to better manage their own time and coordinate with the rest of their team. 



With the right work structure, distributed teams can easily surpass the productivity of a traditional team. Using effective tools and apps to manage and communicate is vital to achieving success, as is creating an onboarding process and environment that builds a positive team culture while enabling greater productivity and collaboration between team members.

### 7 HR Podcasts to Download Right Now

The rise of self-taught HR practitioners has brought about a wealth of resources for HR professionals at any career stage. From newsletters to online communities, there’s no shortage of opportunity to learn the ins and outs of the field. As podcasts become increasingly popular, HR professionals have yet another channel to access thought leadership around people management, leadership, and business.

Whether you have a long commute, want to hear from others in the field, or just enjoy audio entertainment, one of these human resources podcasts might be your next binge. Here are seven best HR podcasts you’ll want to start right away:


HR Happy Hour
With over 300 episodes and counting, Steve Boese and Trish McFarlane work their way through the vast landscape of HR. In talks with a variety of guests, they tackle best practices, technology, and leadership. (You can even catch Namely’s CEO on this episode!) Learn More


Lunch Conversation with DriveThru HR
Take a break and tune into Lunch Conversation with DriveThru HR. These short 30-minute podcast episodes are designed to be engaging and actionable. Special guests share their experiences on the job and offer tips on a broad range of HR topics. Learn More


Hire Up Podcast
In Hire Up, John Beck sits down with experts from diverse specializations to discuss current HR topics. Industry thought leaders dig into the challenges of talent acquisition and explore how to build a better workplace that sets the company up for long-term success. Learn More


Hiring On All Cylinders
Whether you have a dedicated recruiting team or manage the full talent lifecycle yourself, this HR podcast has the advice you need on attracting, hiring, and retaining talent. Brought to you by Entelo, the experts at Hiring All Cylinders will help take your talent acquisition practice to the next level. Learn More


Nine to Thrive HR
With most episodes coming in under 30 minutes, Nine to Thrive is the perfect inspirational podcast for human resources practitioners on the go. Brought to you by the Human Capital Institute, this podcast gives you short and actionable tips to improve your HR practices. Learn More


Invisibilia
This NPR podcast explores the drivers behind human behavior. While Invisibilia is not directly focused on HR, its lessons around psychology can help you develop a deeper understanding of how your employees think and act. Learn More


HBR Ideacast
Harvard Business Review's Ideacast is a great source of inspiration on leadership and management. It is not an HR-specific podcast, but it touches on topics that are near and dear to HR professionals. Each episode is short and digestible with a range of inspirational guests, like Facebook COO Sheryl Sandberg and renowned cellist Yo-Yo Ma. Learn More


Hiring Success Podcast
This monthly podcast produced by SmartRecruiters follows talent professionals who are turning big ideas—like artificial intelligence, employer branding, and data mining— into real results for their hiring teams. Learn More

You may be thinking, “I get enough of HR at work. Why would I want to think about it when I’m off the clock?” These HR podcasts are a great way to step back from your specific challenges and hear from others who have overcome similar situations. Whether you’re commuting, on your lunch break, or taking your dog for a walk, consider tuning into a short podcast and see how it inspires new ideas for your role.

### 4 Reasons You Need a New HR System by January 1

For most HR and payroll professionals, the beginning of the year is marked with dread, not confetti or champagne. It’s when the most pressing IRS deadlines are scheduled, new regulations take effect, and W-2s need to be squared away. 

So why would anyone want to roll out a new HRIS then? Here are four good reasons why you need a new system by January 1.
1) PEOs and Double Taxation
If you’re with one now, this shouldn’t be news to you: leaving your professional employer organization (PEO) can be a tough proposition. Because a PEO becomes your employer-of-record for tax purposes, leaving one midyear has historically meant double paying certain taxes.Not sure what that means? Some employer taxes, like Federal Unemployment (FUTA), apply only to a certain amount of wages per year. Once that threshold is crossed, an employer no longer needs to pay the tax until the following fiscal year. When you leave a PEO in the middle of the year, however, that slate is wiped clean—and you have to pay up all over again.That’s why starting with a new system on January 1 has always been a popular choice. What if you want a change even sooner? With a new law, you can likely avoid double taxation altogether.  
2) ACA Reporting
The Affordable Care Act (ACA), colloquially referred to as “Obamacare,” is here to stay. Don’t start the new year without a system that can process your ACA reports. Getting the ball rolling sooner rather than later is critical, especially since you’ll need to wrangle up benefits documentation from your current broker or system. That can be a time-consuming and error-prone process, and the IRS’s ACA Information Returns (AIR) system is known for being persnickety.It’s a lot to manage on a tight schedule. Luckily, some platforms come bundled with consulting services as well, meaning they can handle all of this reporting for you. 
3) Employee Communication
Preparing employees for any change, let alone something as major as a new HR, payroll, and benefits platform, isn’t something you can do overnight. Between scrambling to meet reporting deadlines and planning the company holiday party, you aren’t going to have time to push it off to year-end.If you haven’t settled on a vendor yet, you should give yourself plenty of time to both implement the system and build a communications strategy for roll-out. If the vendor doesn’t already have training materials available, you’ll likely need to create those as well. Getting all of this work out of the way now means one less thing to stress over this holiday season. 
4) A Fresh Start!
Going into a new year, there’s nothing quite like that new HRIS smell. It’s a time when employees feel refreshed, more accepting of change, and eager to turn the page on the last twelve months. Capitalize on this wave of energy by giving employees a personal, engaging HR platform that boosts both performance and culture.Yes, engaging. We know that HR technology has a reputation for being outdated or hard to use. While that may be true for some legacy solutions, the last decade has seen a wave of intuitive and dynamic platforms emerge. There are a number of exciting players in the market, with features like a social news feed, employee appreciation, and customizable profile pages.That’s what Namely thinks HR software should be like. If you share that belief, forget waiting until January 1—there’s no time like the present. Schedule a demo today to learn more.

### 5 Critical Benefits Employers Should Invest In Now

Today, employee benefits span well beyond just healthcare, vision, and dental insurance.  They’re a useful way of attracting and retaining talent, as well as standing out from your competition. In fact, according to Glassdoor, 89 percent of millennials would rather have more robust benefits than a pay raise. 


So, what benefits are employees looking for? Here are some of the top benefits that are currently catching applicants' and employees' attention.


1. Tuition Assistance
With the average college student graduating with $29,800 of debt, it’s no wonder that more and more employers are investing in tuition and student loan assistance. Tuition assistance helps businesses pay for their employees’ further education and show how valued they are, while allowing companies to invest in their workforce. Student loan assistance, on the other hand, allows employers to help their employees pay off their existing debt and better position themselves financially for the future. 

“Tuition and student loan assistance benefit programs can build your company brand. A company with these education benefits programs will attract top-caliber workers and will see long-term benefits. Tuition assistance plans develop a workplace for people who want to grow professionally and engage with an expanding business, while student loan assistance programs promote financial wellness and better work-life balance.” - Edcor


2. Employee Discount Networks
Whether it’s saving on a cellphone bill, gym membership, or movie ticket, employee discount networks help your employees’ paychecks go further. A discount network is a creative way to give back to employees and let them get discounts to fun, interactive experiences they can enjoy with their friends and family.

“Some companies are in a position to pay employees more, but others are not. But pay $1,000 or save $1,000, and that increase or decrease has the same financial impact on an employee’s life. If companies are thoughtful and creative on the employee lifestyle, they can offer competitive perks without raising expenses.”  - Congruity HR


3. Instant Pay
Instant pay is an increasingly popular benefit employers are investing in today, and for good reason: Having the ability to instantly access earned but unpaid wages reduces stress for employees while increasing feelings of accomplishment. Employees can have peace of mind when it comes to paying bills and rent on time, or just know they can cash out. 

In fact, instant access to compensation can boost employee motivation—73 percent of users say they’re more motivated to come to work. Daily Pay, a provider of these services, describes the benefits below:

“With the lowest unemployment rate in 50 years, it is increasingly difficult to attract and retain top talent. A daily pay benefit differentiates companies as ‘employers of choice’ and helps with recruitment efforts; it has also been shown to increase retention and reduce turnover, leading to a healthier bottom line” - DailyPay


4. Employee Wellness
Wellness is more than just the occasional visit to the doctor. Companies, like Namely, are taking a comprehensive approach to wellness benefits, which now include gym memberships, guided on-site yoga and meditation classes, and access to nutritious meals and snacks in the office. Some companies even offer confidential therapy to employees struggling with stress, abuse and depression as well. 

Programs like these help employees maintain a healthy work-life balance—which is critical to engagement and retention. Investing in your employee’s mental and physical health is also an investment in productivity and the quality of work your employees produce. When your employees feel their best, they can perform their best at your company. Additionally, healthier employees take less sick days, which leads to lower healthcare costs. 


5. Fertility Benefits
In addition to paid leave and flexible scheduling, many employers are offering another family-friendly perk, fertility benefits. These benefits can help any employee looking to start a family.

Some ways companies can support employees with family planning is by subsidizing the cost of in-vitro fertilization (IVF) treatments, fertility medication, genetic testing, counselor visits, and egg harvesting or freezing. Employer assistance can help reduce the financial burden of the process and treatments for your employees and help reduce stress so your employees can be more engaged and productive at work. Your employees help make your organization feel like a family, so helping them start a family of their own is a great way to show them how much you care and appreciate them. 


There are many ways to keep your employees happy, healthy, and engaged in the work they’re doing for your company. Offering competitive benefits that employees actually want is critical in attracting and retaining top talent. Investing in these benefits will set your company apart. 

### Fielding the Most Common Payroll Questions

“When’s payday?” Simple as it sounds, we all know there are no easy questions in HR. For most U.S. companies, payday is a biweekly affair. Others offer alternative frequencies such as weekly, semimonthly, and monthly. The distinctions between each cycle can often lead to questions, particularly for new hires used to a different payment schedule.

Communication goes a long way in nipping these and other payroll issues in the bud. Here are five tips for helping employees understand how they’re being paid.
Make “First Payday” a Part of Onboarding
Information overload is a common symptom of new hire onboarding. There is so much to process during an employee’s first few days, that payroll and other “housekeeping” items often get lost or forgotten in the shuffle.
Clearly explain to new hires when their first payday is. As a best practice, prominently include that information in their orientation packets. Also consider including a FAQ section, covering topics like the difference between biweekly and semimonthly, how far in advance timesheets are due, and who to contact with payroll questions.
Bring Payroll Into Your Handbook
Your company handbook should go well beyond the corporate dress code or PTO policy. Make sure it includes an in-depth description of your payroll process. Aside from breaking down pay frequency, describe how employees can elect to receive their paychecks, and provide them with a primer around benefits and tax deductions. Make an up-to-date digital copy of the handbook accessible to all employees so they can easily reference this information.
Create a Payroll One-Pager
While handbooks are helpful, you may also want to create an abbreviated one-pager on pay cycle information to share in your corporate intranet or in a resource folder. This way, employees can go directly to this document when they have questions or need a refresher when payday arrives. Payroll can be an intimidating subject, so ensure that your one pager is clear so employees can easily digest the information. Consider including:


Pay frequency


A sample paystub


Common deduction questions (e.g., “What is FICA?”)


A link to your employee handbook for a more comprehensive breakdown


Be Available on Payday
When payday finally comes around, you’ll likely get bombarded with employee questions. “Why was my check less this week?” or “I thought payday was next Monday?”
For most of these questions, you can preemptively answer by sharing links to the documents discussed earlier. Invariably, some inquiries will arise beyond the typical circumstances. Always ensure that a member of your HR team is available to answer these sometimes sensitive questions face-to-face.
Budget Time for Hourly Employees
Hourly employees may have a harder time breaking down their checks, especially under certain pay cycles. For example, on a semimonthly pay cycle, an employee may work 11 days in the pay period instead of the usual 10, due to the way the dates line up. This could result in a slightly higher paycheck amount than expected.
Similarly, in some states overtime is given for hours worked over 40 per week whereas in others it’s given when employees work more than eight hours in a single day. Make sure your hourly employees have access to the resources they need to help them understand the breakdown of their paychecks—whether it be a documented resource or even a Slack channel dedicated to payroll questions.

Payroll can be challenging for even the most experienced HR professionals, so be sure to have a variety of resources available to help employees. Nobody likes surprises when it comes to payroll (unless it’s a bonus), so provide as much information as possible in advance of pay day.

### HR’s Guide to Leadership Succession Planning

Senior leaders are critical in any organization. So what happens when they leave? A recent leadership shakeup at the Consumer Financial Protection Bureau (CFPB) brought this question into full focus. When top-level leaders come on board, companies hope they will go the distance. However, we know this isn’t always the case—especially in high-growth companies where needs are ever-changing.



In the midst of onboarding and goal-setting, it falls on HR to think about what might happen if a leader decides to move on. Without the right planning, succession can be a challenging and fraught process. We spoke with Namely’s Senior Director of People Operations, Julie Li, to get insight into how HR can plan ahead for leadership succession.


What is a succession plan, and why is it important?
JL: We all know that having the right talent in place is critical to a company’s success. This includes a strong leadership team that can drive the strategy and vision forward to sustainable growth. As your company matures, it is important to start thinking about building a succession plan for the most critical roles.

Though some view succession planning as a way to mitigate risk in case of adverse events, I view it as a critical component of a comprehensive talent strategy that focuses on building a pipeline of talent within the organization. For C-suite roles, it is critical to engage the CEO, Board of Directors, and the leadership team in the review of potential candidates.

Think outside the box when you are building a succession plan, and make sure you have a slate of diverse candidates. A robust plan can ease the process of identifying individuals who are ready to take on the role immediately—and others who are a few years out.

By holding regular talent reviews with your senior team, there should be no surprises when the critical time comes to fill an open role.
Should the successor be internal or external?
JL: Promoting from within is great practice. It offers strong performers an opportunity to grow their careers at your company and usually reduces ramp time. However, if you find that there are no internal candidates who have the required skills and experience to take on the role, you may need to look externally. Going through the succession planning process also enables you to identify any gaps in talent on your team so you can proactively work to fill them while the incumbent is still in the role. Succession planning is about being proactive versus reactive, so your company is prepared for any changes, both expected and unexpected.
If a longer selection process is needed, who should fill in temporarily?
JL: If you don’t have a succession plan in place and a leader steps down unexpectedly, don’t rush to fill that position with the next person “in line.” Conduct a critical assessment of the attributes necessary for success in that role so you can paint a holistic picture of the ideal successor. If there is no internal candidate that is ready to step up, and it’s not a role that you can leave open for any period of time, you can appoint an interim internal successor. Make sure that there is a clear understanding on both sides that this individual will be performing the duties for a brief period while you search for the permanent successor.
How can learning & development or mentorship programs prepare employees to move into leadership roles?
JL: Successors for critical roles should be set up for success. Consider engaging with a transition coach if they are taking on high profile roles in the C-suite. Expectations of what “good” looks like change as a person advances in their career, and often require a slightly different skillset or mindset. Make sure you communicate the expectations clearly to the individuals assuming the new leadership roles and provide them with the appropriate resources needed to onboard successfully.



Whether it be entry level talent or C-level executive staff, HR can get ahead by building out a robust talent pipeline. With the right talent, training, and recruiting processes in place, you won’t be caught off-guard if the time comes to fill an important role in the company.

### New York Bans Salary History Questions

Parades are known for a lot of things, not to mention confetti, marching bands, and floats. But employment law?At a recent celebration honoring the U.S. women’s national team, New York Governor Andrew Cuomo signed a new state law banning salary history questions during the interview process. The law comes bundled with other changes, including an expansion of the state’s existing equal pay rules.

Salary History Questions
Effective January 6, 2020, New York businesses will no longer be permitted to ask about job applicants’ compensation history. Even if the information is disclosed voluntarily, employers can't use it to influence hiring or compensation decisions.Notably, these new requirements go beyond just external hiring. If an existing employee applies for another role internally, asking about (or using) their compensation history at the same company is also non-compliant.If these requirements sound familiar, it’s likely because employers in New York City have been subject to such a ban since late 2017. A growing number of cities and states have adopted similar measures, including California, Oregon, Vermont, and others. 
"Similar" Work
“Equal pay for equal work” has long served as a rallying cry for labor and advocacy groups. But for individuals claiming pay discrimination, the burden of proof associated with “equal work” has often served as a mountain too high to climb in court. Two employees’ responsibilities, even if they share the same title, are seldom the same or “equal” in every single way. The law signed by Governor Cuomo could go a long way in addressing that issue. Effective October 8, 2019, employees will now only need “substantially similar” roles in an equal pay claim. That means two individuals within the same organization can be compared as long as their roles require similar skills, responsibilities, and working conditions.Age, race, sexual orientation, and disability status are protected traits under the law, meaning they can’t influence compensation. Notably, New York law also includes “domestic violence victim status” as a protected trait. Only bonafide reasons, like a seniority system, experience, or geography, can be used to back pay differences. 

The governor’s choice of venue for the law’s signing couldn’t have been more appropriate given the U.S. national team’s longtime fight for equal pay. But behind the festive atmosphere and the fog of confetti, a somber truth: Two decades into the 21st century, women are still paid only 80 cents on the dollar compared to men. The gap is even greater when comparing non-majority women to white men. 
While it remains to be seen whether salary history bans will effectively reset the pay gap in the longterm, there's no doubt that state and city lawmakers have embraced them as a novel solution to an age old problem. The Namely team will continue monitoring the status of similar proposals across the country. 

### 5 Reasons to Make Your Employee Handbook Public

In 2016, Lauren Melton joined Ellevation Education as the Vice President of People Operations. As the company’s first HR hire, she worked closely with the CEO to develop an employer brand strategy. “We used to joke that we’re the best company to work for that no one has ever heard of,” says Lauren. So, when she suggested building out Ellevation’s employer brand presence, she had full leadership buy-in. To start, Lauren worked with her team to develop a thorough and redesigned employee handbook and then did the unusual—published it on the company website.



Lauren noticed an immediate impact on the company’s existing culture and the pipeline of qualified talent. Here are five reasons you might consider following her lead:
1. Company Culture is Holistic
When Lauren joined Ellevation, the company was using a generic handbook format that did not showcase the personality and culture of the company. Lauren wanted to bring this content to life and make it more engaging for current and prospective employees. Inspired by companies like The Motley Fool, Lauren worked with the team on how to best tell their story publicly. “The Motley Fool’s culture is so different than ours. It’s more whimsical and quirky, but they do a great job of telling their story, and we wanted to do the same.”

As an embodiment of their brand, Lauren approached the Ellevation handbook with a more serious tone and a mission-driven focus. The Marketing team was simultaneously updating their website, so Lauren worked with them to match the new look and feel, ensuring every touchpoint was consistent.
2. Attract Top Talent
Using an interactive format with pictures, highlighted information, and options to drill into the details, Ellevation made it easy for applicants and existing employees to easily understand how the company does everything—from performance reviews to health insurance. According to Lauren, “[Ellevation is] really invested in hiring the right fit. Our perks aren’t competing with the likes of Amazon, but our employees really value our culture.”

When qualified applicants come into contact with your employer brand, you want them to quickly gauge whether it’s a good mutual fit. On the flip side, weeding out candidates who do not relate to your company culture can save time (and money) in the hiring process.
3. Transparency Builds Trust
It’s easy to share the most exciting perks your company offers, but Lauren and her team decided to take it one step further by publishing every single one of their policies. Once they finalized the contents of their employee handbook, they put everything out there for the world to see.

“I had a moment where I thought, maybe we should just publish the stuff candidates really want to know and then have a more technical version internally,” says Lauren, “but ultimately decided to just put it all out there.” Lauren’s team liked the idea of being open about who the company is and what their employees see every day. Transparency ensures that there are no surprises once a candidate is hired, and can help reduce turnover.
4.  Wow Your Existing Workforce
After months of hard work, Lauren and her team launched the new handbook at the company’s offsite in December. To generate excitement, the team introduced it as a scavenger hunt, and groups of employees competed to locate information in the new format. Employees loved the competition and appreciated the level of transparency and communication.

After the offsite, Lauren administered a survey that asked employees to rate the experience and received overwhelmingly positive responses. One employee said, “the culture deck was my favorite... Culture is the reason I love [working] at Ellevation. I think the work to create this part of the site proves that we don't just say culture is important, we live it. Having all of this information public takes it to a whole other level. It’s bold, and I love it. It will not only show that we care about culture, but hold us accountable for it.” A publicized handbook proved to be a reinforcement of the team’s pride in company.
5. Employer Branding is More Important than Ever
Building a strong employer brand can contribute to increased talent acquisition and employee retention. Over the past few years, it has become an applicant’s market, and HR knows that companies have to offer increasingly competitive benefits. There will always be companies who offer bells and whistles that you don’t have, so it’s crucial to identify what makes your company special. “At Ellevation,” Lauren says, “our mission-driven approach and desire to make a difference sets us apart as an employer. We want every employee to embody our values, and that’s the key to our employer brand.”



Publicizing your employee handbook is one of many ways to take your employer brand to the next level. The modern workforce is demanding transparency, so don’t make it hard for candidates and employees alike to see what you have to offer.

### How to Supercharge Your HR Analytics

There’s arguably nothing as influential in shaping HR’s role in the modern workplace as people analytics. Data allows us to identify areas of opportunity, measure the impact of our initiatives, and plan for the future. But in order to use data effectively, you need access to clean, customizable reports you can pull whenever you need them.



Namely’s new analytics dashboards give you a detailed view of your organization by department, office location, employee type, and more. We’ve highlighted some of the most popular dashboards and how they can help your HR team below.
Birthday and Anniversary Dashboard
Never miss an employee milestone again! This dashboard pulls a list of all upcoming employee birthdays and anniversaries so you know exactly when to order cupcakes or book a team happy hour. When it comes to recognizing employees, these milestones are the perfect way to show your employees you care and value their contributions. According to Namely data, the most common employee birthday is September 14, so you might want to start brainstorming office birthday celebration ideas now.
Headcount Dashboard
The headcount dashboard is Namely’s most popular analytics tool. It gives you a birds-eye view of the comings and goings at your organization and lets you compare changes for custom date periods, so you understand how your hiring and turnover rates have changed over time. You can filter new hires by employee type (contractor, freelance, full-time, or intern) to better understand what type of workers your company is gaining and losing.

Odds are that your executive team asks a lot about headcount, so this dashboard is a helpful tool to keep in your back pocket. You can even give company leaders access to the dashboard so they can view it whenever.
Diversity Dashboard
Looking to get more serious about D&I? Namely’s diversity dashboard lets you see a breakdown of your workforce by gender, ethnicity, and age and allows you to segment your talent by department and/or office location. Employee tenure and manager diversity can help you to see if your organization lacks diversity at different levels of seniority or identify retention issues across certain demographics. Poor numbers in these areas could suggest larger issues with your hiring practices, career advancement practices, and even culture.



Diverse employees can often be overlooked during promotions and hiring decisions. Namely’s 2018 Diversity Report linked this phenomenon to similar-to-me bias, a type of unconscious bias that makes you more likely to think favorably of someone who is similar to yourself in any multitude of ways—age, gender, educational background, etc. Namely’s diversity dashboard helps you dive deeper into unconscious bias at your organization and see if it could be affecting your employees’ internal mobility and your hiring decisions.
Company Insights
Having all of the information above is a great start, but you need context to truly understand how your organization is performing. Namely’s company insights dashboard compares your organization’s data to one of 24 data sets that closest aligns with your organization’s industry and size. You can see how your company stacks up to the competition in terms of employee turnover, tenure, and more.



Curious to see where your business stands? Schedule a demo to see the company insights dashboard in action. Existing Namely clients have full access to benchmarking data this summer at no extra charge. If you haven’t already, check out your company insights dashboard and benchmarking data on Namely Analytics today.



As HR professionals continue to assert themselves as people analysts and strategic business partners, it’s increasingly important to have access to accurate, easy-to-use reports that give you the information you need fast. Whether it’s an important board meeting or routine team sync, you can quickly access and filter data for your presentations.

Want to check out these dashboards and more? Log in to Namely, navigate to Analytics, and try one of the ten dashboards out for yourself. You’ll be a data guru in no time!

### 3 Payroll Lessons From Fyre Festival

Everyone knows about the ill-fated Fyre Festival. Simply put, it was supposed to be a massive festival in the Bahamas and the experience of a lifetime. Ticket holders would get the opportunity to sip margaritas and hit the pool with celebrities, supermodels, and artists. Long story short, none of that ever happened. People spent (and lost) a lot of money for what turned out to be a living nightmare. Seriously, look up the stories.But before people arrived on the island to see their dreams dashed upon the Bahamian coast, festival staff had an inkling into the issues that would arise. How, might you ask? Payroll.
Take it from a payroll professional: This disaster could have been predicted. Here are the three payroll warning signs that would have exposed a flop like Fyre Fest before it was too late. 
1. Irregular Pay Frequency
When you started your job, you should have been told how often you could expect to be paid. The most common pay schedule is biweekly, but many companies also choose weekly or semimonthly. The frequency an employee must be paid is partly determined by state payday laws. While companies can pay more often than their state's required frequency, most jurisdictions still provide a minimum expectation.With that in mind, the first red flag for festival employees would have been not receiving a paycheck on payday. Any sudden change in pay frequency points to there likely being some kind of issue behind the scenes. Fyre’s offices started missing payroll months before the actual event was scheduled.Note that if there's a problem outside of an employer’s control (like a banking issue or natural disaster), a lapse isn't automatically cause for concern if it gets rectified quickly. Also, if you’re paid on a semimonthly schedule, remember that bank holidays and weekends often don't always allow for consistent pay dates. 
2. Cash Payments
While most people wouldn't complain if their employer handed them a bag of cash on payday, it should generally be a cause for concern. If you usually receive payments via direct deposit or a paper check, the expectation is that you will continue to be paid in that method. Both types of payment should also include a paystub that breaks down the arithmetic behind your net pay.While most folks care about the bottom line, it’s important to make sure that the taxes that are taken from your paycheck are remitted on your behalf. This is especially true of both Social Security and Medicare taxes, which your employer is required to match, since that money is intended to be there for you in your twilight years. If an employer is having funding issues and just paying you with cash on hand—which is exactly what Fyre’s organizers did—this should be considered a red flag.There are only a few circumstances where cash payments aren't problematic. For example, if an employee recently changed their bank account and the direct deposit failed, employers may opt to pay in cash or by check instead of waiting for the funds to be returned. In this instance, your employer is just using a different means of getting you the net pay you were owed. Even so, you should still receive a paystub explaining what was taxed and deducted from your pay. 
3. Missing Paystubs
One of the best things you can do as an employee is understand your paystub. These critical payday documents weren't provided to Fyre staff. Reading your paystub can help you spot legal variations to net pay such as reaching a wage base, working more or less hours, or maxing out a deduction. However, outside of those reasons, a deviation in the amount you're paid could be a red flag that your employer is having funding issues.If you're paid a standard check of $2,000 and receive $1,600 after taxes and deductions, it should turn your head if you suddenly receive $1,000 on payday. In this specific example, the employer might not have had enough to fund the entire payroll and instead decided to shortchange some paychecks. No surprise here: Shortchanging employees is not an acceptable method to meet payroll.

When it comes to payroll, the minds behind Fyre Fest did just about everything wrong. But even with their issues with funding and money management, there were alternatives to shortchanging employees. Some employers handle these situations respectfully and understand the importance of their employees’ paychecks. Most companies in these circumstances will use one of two options for funding payrolls. First, they can take a short-term business loan if they expect this to be a one-off event.  As an alternative, they can add a small business line of credit if they expect to have slow customer payments trickling in for the foreseeable future. Both options allow companies to pay their employees on payday without issue.
No matter what, not paying employees is never an option. You work hard for your money and you deserve to have the confidence and comfort knowing that it will arrive consistently, by the same method, and in a predictable amount. 

### 9 Ways to Handle HR Burnout

Everyone experiences work burnout at different points throughout their careers. Often, the burden falls on HR to support employees through these tough periods. But what happens when HR is the one to experience burnout? Especially on smaller teams, it can feel like there’s no time to take a break from putting out fires. We’re all human, and HR is no exception. It’s important to acknowledge burnout, ask for help, and take the time you need to get back to your full speed.

If you’re experiencing burnout, you’re not alone! HR is tasked with some of the most important, time-sensitive, and high intensity responsibilities in a company, so it’s no surprise that you can’t be “on” all the time. To help you prevent burnout in the first place and face it down if you’re already there, we asked nine HR professionals to share their top tips.

1. Identify the Root Cause
“I think it's important to address the stress. That may mean something different depending on the sources of stress, but if you take the time to figure out what is causing the stress, and why it is causing you stress, then you can connect with resources to manage that stress and avoid burnout.”
- Caleb Wood, Payroll and HRIS Administrator, Kestra Financial, Inc.


2. Break Up Your Routine
“Diversify. HR is broad and vast. Cross-train whenever you possibly can.”
- Anonymous


3. Start a New Project
“Find something that you love or want to learn, and make it a non-negotiable for a month. While you may not think you have time [for something extra], blocking it out in your calendar and making it happen will help clear your mind and refresh you as a person.”
- Anonymous


4. Take Breaks
“Walk away from the computer! Be sure to give yourself breaks throughout the day. I can feel myself getting tunnel vision sometimes. When I do, I simply take five minutes away from the screen and then I'm able to hop back in!”
- Giovanni Ramirez, Talent & Culture Representative, CSD


5. Give Back
“I forget how lucky I am and sometimes have to remind myself that I get paid to help people. I will take some time off to do volunteer work for my church or a local charity for the less fortunate. Volunteering is a great way to remind ourselves of how very fortunate we are.”
- Lisa Capparella, Accounting Manager, The Brandon Agency


6. Prioritize Self-Care
“You need to help yourself to be able to help others. Quite often we can feel stuck between doing the best for both our company and all of our employees. The workload is demanding, and it can take a personal toll—especially given the individual situations HR often deals with. Do your best to take a moment in the day to promote a healthy lifestyle for yourself, and feel good that you are making decisions for your company that benefit the most employees possible.”
- Anonymous


7. Rethink Meditation
“I start by looking at what is causing burnout in the first place. We get burned out because we never give our minds the chance to settle down and relax. It really is that simple. As an HR professional and yoga teacher, my natural answer to burnout is meditation. I believe it is one of the most powerful tools that is often overlooked by professionals. It isn’t as fantastical as some might think. It’s as simple as taking a few minutes to just focus on yourself, allowing your mind to relax, and not think about everything else going on. Take some deep breaths, be present, and concentrate on your breath. Allowing your mind the luxury of being able to take a step away is the most powerful tool against burnout.”
- Christina Chehade, Human Resources Consultant, Asure Software


8. Ask for Help
“Engage your non-HR teammates! Ask someone on the Operations team to help identify bottlenecks and inefficiencies, or let your Customer Relations Manager review your candidate communications. And, if you haven't already, start training teammates on the selection process so they can pitch in with interviews or resume screening—you'd be surprised by how many people are eager to learn and are innately skilled interviewers!”
Hallie Dietsch, Vice President of People, Ready Responders


9. Unplug and Unwind
“Take time off—and actually be off. Take at least a week. Don't check email and turn off your email notifications. Make yourself available only for absolute emergencies. Completely destress and unwind. Plan to spend a day at home catching up on email when you return. Have that in your head so you don't spend your time off worrying about how much work you will have when you get back. And remember, the work will always be there.”
- Jennifer Krivanek, HR Director, TruValue Labs

### When it Comes to Benefits Questions, Who Do Employees Trust?

Come open enrollment season, choosing benefits can be a complex, jargon-laden process. When you don’t know the difference between a PPO and HMO, who’re you going to call?


Each year, HR departments are tasked with finding the best possible plans and orchestrating employee enrollment. It’s no small task, but through it all, HR earns the chops to competently answer most questions. In our new report, Open Enrollment: What Employees Really Want, we surveyed over 500 full-time workers across the country to learn who they’re most comfortable turning to with benefits questions. Our results should give HR pause—and something to consider ahead of their next enrollment cycle.
What We Found
Of the employees Namely surveyed, only 1 in 5 consulted with their HR department while making their benefits elections. Instead, employees relied much more heavily on advice from family members and co-workers, the former accounting for 54 percent of responses alone. Not surprisingly, discussing benefits with spouses (and thus potential dependents) was particularly popular. Nearly 20 percent of employees didn’t discuss their enrollment options with anyone at all.



Namely’s survey yielded other interesting insights as well. Our data showed that millennials in particular appeared to value a supervisor’s advice, with 10 percent opting to turn to their manager with benefits questions. That number is more than double the percentage of all other age groups combined. It also appears to corroborate a LinkedIn study, which found that millennials were nearly 3 times more likely to communicate with their boss outside of work.
Want to dig even deeper? You can download a full copy of our benefits survey here.
What it Means for HR
It’s no surprise that employees would value family members’ feedback. After all, in many cases those spouses or relatives may end up enrolling in benefits as well. Even so, the last thing any HR team wants is for colleagues to misunderstand their coverage. Make face-to-face communication the cornerstone of your open enrollment strategy.
Providing large, open forums for employees to learn about their options and ask questions is a great start. In addition to holding “town hall” style Q&A sessions, consider organizing a benefits fair for employees and their families. Make it memorable (and fun) with massage chairs, a wellness raffle, and a healthy catered lunch. Your benefits broker should be able to help you secure the presence of on-site expertise from the benefits carriers themselves.
Because enrolling in benefits is often a deeply personal matter, be sure that your team is available to answer questions one-on-one. Schedule regular office hours around open enrollment season, so you can address these matters in private.
Even after you’ve made the effort, employees still might not want to discuss their choices. A 2016 study found that 48 percent of employees would rather walk on hot coals (literally) than talk about health insurance. Spur the conversation by making “active” enrollment a part of your strategy. This approach forces employees to think about their elections for the coming plan year, rather than just allowing their existing plan renew by default.
What do employees really expect out of open enrollment? Read our full report here.





For more information on open enrollment and employee benefits in general, take a look at our comprehensive Employee Benefits Guide.

### Why It Pays to Invest in Employee Engagement

If you want to know how your company is doing financially, your last employee survey might be a good place to start. Employee engagement has emerged as a business metric that can make or break other KPIs. 

It’s easy to assume that HR teams should be the ones most invested in driving engagement. Given that your company’s eNPS may feel less tangible than cold hard metrics like annual recurring revenue, it’s no surprise Chief Financial Officers are often excluded from the conversation. But they shouldn’t be—engagement is a metric for both HR and finance to consider. 
Below we’ll dive into why even the most skeptical CFO should pay attention to engagement.


Measuring the Costs
Here’s a number that should catch your attention: globally, businesses lose up to $7 trillion dollars in lost productivity due to disengagement. When employees aren’t motivated, the amount of time and effort they’re willing to invest in their day-to-day work declines—impacting all areas of your business. 
First off, there’s a well-documented link between employee and customer satisfaction. In one survey, companies with lower employee engagement scores had substantially lower customer loyalty scores, the latter metric representing repeat purchases, referrals, and churn rate. That connection makes sense, as disengaged employees may be less inclined to make themselves available for support or to up-sell new products. 
There are literal hazards to consider as well. If you’re in manufacturing or construction, disengagement can mean a higher incidence of safety concerns or accidents. Disengaged employees in these industries are seven times more likely to get injured on-the-job, potentially costing your business thousands in workers compensation claims.
Looking to set your company apart with all-star engagement initiatives? Download our '14 Proven Employee Engagement Hacks to Try Now' guide.

Also consider how engagement impacts headcount. Businesses need “butts in seats” to actually achieve their business targets. Complicating matters for scaling companies and talent acquisition teams alike, bad news travels fast. According to Glassdoor, happy employees will share their experiences with at least 3 people, whereas their unhappy counterparts will share them with 10 or more. All that talk can impact how your brand is perceived both job seekers and prospective clients alike.


Other Benefits
Getting engagement right can do a lot more than just mitigate the costs described above. It can drive traditional business metrics like revenue, profit, and shareholder returns. Below are just some of the documented financial benefits for companies who invest in engagement.



For every 1 percent increase in engagement, companies see an additional 0.6 percent in sales growth.


Operating margin is 1.65 percent higher at companies with engaged workforces.


Among companies in the top quartile for employee engagement, profitability is 12 percent higher. One study suggested these companies are actually 22 percent more profitable.


Companies with at least 60 percent engagement saw average shareholder returns of 24.2 percent, compared to 9.1 percent among lower ranked companies.


Businesses with engaged workforces had twice the annual net income of those with actively disengaged ones.


There’s one other well-established metric where engagement can make a big impact: revenue per employee. Simply put, this datapoint represents how much company revenue each employee accounts for. Some CEOs even call it the most important business metric overall. A Gallup study found that engaged companies can increase their revenue per employee metric by an impressive 18 percent. To learn more how to calculate this key metric, check out our Introduction to HR Metrics.



When it comes to engagement, there’s a silver lining for HR teams and CFOs alike: there are plenty of opportunities to improve. A 2017 study found that globally, 85 percent of employees are either not engaged or “actively disengaged” while on the job. In "finance speak," you might just say that the growth potential is almost limitless. 
From offering competitive benefits to implementing a learning and development initiative, there’s no shortage of ways businesses can improve their engagement metrics. Read How to Boost Employee Engagement, and learn how to drive results that any CFO would be proud of.

### How to Build a Financial Wellness Program

Wellness has taken the benefits world by storm. Whether it be onsite health screenings, in-office yoga, cosponsored gym memberships, or sleep wellness workshops, wellness perks often tend to focus on the physical aspect of health. Though mental wellness has also shown an uptick in importance, other areas of wellness are also gaining steam.



According to PwC’s 2017 Employee Financial Wellness Survey, 53 percent of all employees are stressed about their finances, and those who are stressed are more likely to cite health issues as a result. Since income and financial security are key drivers of employee motivation, offering additional resources to help employees gain financial security can have a huge impact on morale, productivity, and retention.

Namely Benefit Sales Consultant Randi Brookes notes, “Overall wellness programs have shifted to a much broader scope, which encompasses financial, mental, physical, and emotional wellbeing.” Whether you’re just getting started or looking to expand your wellness benefits, here are three ways to build a financial wellness offering.
Educational Workshops
The best things in life are free, and this goes for benefits as well. While there are a variety of services you can offer, education is a great way to empower employees with the skills they need to better manage their money and reduce financial stress.

Consider inviting monthly guest speakers to lead workshops in the office on different personal finance topics, such as investing, budget planning, or savings tactics. Relevant speakers from local financial institutions will likely be willing to come in and speak at low to no cost. Alternatively, you might even draw on internal resources and ask someone from your finance team to lead an educational session.

An added bonus: while money is often a taboo topic, bringing employees together to learn and ask questions can help employees feel like they’re not going it alone.
Strategic Partnerships
For companies looking to make a deeper investment in financial wellness, there are a variety of employee financial planning resources available to businesses. Companies like LearnVest and HelloWallet offer B2B services that help employees better manage and save their money. These types of programs move beyond traditional 401(k) offerings and dig deeper into real financial concerns employees face, like how to buy a home or send children to college. Personal finance companies can offer services and expertise that you may not have in-house to help employees feel more in control of their money.
Niche Perks
As it becomes harder to attract and retain talent, employers are doing what they can to set themselves apart. This means offering unique and competitive perks that go beyond what’s expected. These perks respond to something that employees care about—and what better to offer than additional financial support. For example, companies like Aetna, Fidelity, and Penguin Random House have all started offering a contribution to employee student loan debt. This is no doubt a huge relief for employees, considering that the average student from the class of 2016 graduated with $37,712 in loan debt.

Further, many companies are beginning to offer coverage for additional situations that tend to burden employees financially. For example, Facebook now offers fertility assistance, Wells Fargo offers a contribution toward adoption, and others offer identity theft protection and pre-paid legal services for employees. By helping employees cover the costs of otherwise pricey services, companies are actively working to reduce financial stress and provide support beyond a paycheck.



All signs indicate that there is a rising demand for a more holistic wellness benefits offering. An increasing number of services are cropping up that make it simple and affordable to offer financial support to employees who need guidance. Not to mention, adding this layer to a total rewards package can give companies a competitive advantage for hiring and retention.

### Engage Employees Emotionally in These 5 Ways

When a startup closes its latest round of funding, three words usually flash in a founder’s mind: hire, hire, hire!


But, once you take a second to catch your breath, shouldn’t the mantra instead be engage, engage, engage?

Employee turnover takes a huge toll on companies, but it’s especially hard on startups: high costs, diminishing morale, and wasted time. Your funding will goes towards a ton of different investments, and younger companies may not be able to compete on salary and platinum benefit offerings. Engagement is the silver bullet when it comes to startup retention.

Engaging employees can be a simple and inexpensive process as long as managers recognize what motivates human decision-making. According to Driven: How Human Nature Shapes Our Choices, human decisions are driven by four core emotional needs: need to acquire, need to bond, need to defend, and the need to comprehend. Below are some low-cost tips keyed into those very needs, so you can ensure employees stay put during the time you need them to most.


1. Map an Employee’s Plan
This first tip combines two drivers from Driven: the need to comprehend and the need to acquire. One of my colleagues is an HR rep at a startup financial firm on Wall Street, and she sets a plan for every employee that comes onboard. Maybe it’s an outline for career advancement or some goals for a newly designed role. But with every employee, it’s a two-way conversation: employees share where they want to be and she helps outline what they need to do to get there. Furthermore, she allocates quarterly hours for mentorship by senior employees. Direct attention like this is a simple yet powerful way to make employees feel like meaningful contributors to a company. Everyone can see a clear path to potential bumps in salary, status, or recognition.


2. Lunch Roulette
The need to bond is human nature. In the office, this driver can boost motivation when employees feel proud of where they work. Some employees even view the office as their second family. A simple and inexpensive way to drive social bonding is a little game called lunch roulette. In the early days of Voxy, the English learning solution, the team of 10 would pick a number between pairs of 1 through 5, and the same numbers would head out for lunch together. This is a great way for different mixes of people to get together and start bonding.

3. Employee Recognition
Recognition can go a long way. All people are driven by a need to acquire not just money, but the feeling that they’ve accomplished something great. A simple whiteboard with quotas highlighting top performers or a shout out for a job well done at the next office meeting are both easy, simple, and very effective ways to boost engagement.


4. Happy First Days
Treating an employee like a VIP on their first day is a must, and if you were one of UBER’s very first employees, you were definitely onboarded in style. Just imagine its your first day and after being picked up by a private car, you find a welcome gift basket waiting on your desk. Noon rolls around and then you’re treated to a great lunch. Okay, so that all may seem a little excessive, but it would definitely hit an employee’s need to bond right from the get-go.


5. Random Thank Yous
Along with employee career plans, my HR rep colleague had one more trick up her sleeve: random acts of kindness. Every so often, management at her company will highlight a specific employee and give them a thank you card with a $25 Starbucks gift card inside. But the key here: it is absolutely random. It’s not given to a top performer. It’s not the birthday boy or gal. According to the company's HR, it’s a simple way of saying “Hey, thanks for being with us. We appreciate you daily.” When fostering a growing bond with every employee, you may tap into an unlikely human—the need to defend. A star worker, when faced with poaching from competition or aggressive peers in the industry, will defend your brand and stay loyal. When an employee is willing to defend their employer, especially during a period of growth, you can be certain they’re engaged. 

### HR Experts Share Their Performance Management Tips

The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.

The following is a recap of a panel discussion at Namely’s 2017 Client Summit, moderated by Annie Rosencrans, Senior People Operations at Namely and featuring Colleen Clark, Head of Optimistic People at Life is Good; Sophia Mills, HR Coordinator at Apcera; and Heather Howe, Associate Director of Human Resources at Visual IQ.

Annie Rosencrans (Namely): How does culture influence the way you approach performance management?
Colleen Clark (Life is Good): We start with the idea that every employee has ‘superpowers’— simple things like creativity, authenticity, fun, humor, etc. This idea has been with us since the founding of the company and is embedded in our culture from the interview process to the review cycle.
I also approach performance management with the idea that conversation is the culture. The culture reflects what the founders and leaders talk about every day. If that conversation is about profit, but the leadership wants the culture to reflect the values, you’ll have a disconnect.
Sophia Mills (Apcera): We also have core values at Apcera, such as integrity and teamwork. But we struggle with continuous feedback because managers don’t always have time to do weekly 1:1s. I’m currently looking for a tool or a way to provide trainings that empower managers to give that feedback every day and and check in with employees more regularly.
Heather Howe (Visual IQ): Communication is key. Without communication employees can’t grow, and managers can’t understand employees as individuals and professionals. The last thing you want is to get to your annual review and find out all of these things you could have been doing for the past year.
We moved to quarterly conversations, so that there are no surprises. We’re making communication, transparency, and culture a priority to enhance Visual IQ as a whole and make sure employees understand where they are on a monthly, quarterly, and every day basis.

AR: It seems that you’re all moving toward a more continuous feedback model. How have you implemented that process?
CC: We do what we call “feedback on the fly.” This came from the idea that you would want somebody to tell you if you have spinach in your teeth. If you eat lunch at noon and nobody says anything, at 5pm you look in the mirror and realize it’s been there since lunch. So we use that as an example of coworkers helping each other throughout the day.
The same principle stands for more formalized performance reviews. The form is the canvas, but the conversation is the art. The art is always more valuable than the canvas and that’s the approach we have our managers take.
SM: We’re now trying to establish that mentality from day one. During onboarding, I tell new hires, “If you have a question, ask!” It’s a little trickier with existing employees who haven’t always given or received ongoing feedback. We organize bi-weekly happy hours, which we ask different employees to host, as well as trivia nights with teams made up of employees from across different departments. You have to get people to engage with each other to create a culture of feedback and support.
HH: Continuous feedback came out of necessity for us. I partnered with one of our Senior Directors who had done continuous feedback at his previous company, so he helped me get everything set up. We’re a little behind on quarterly-reviews, but my advice is to not worry about the when, but worry about the how first. You want to make sure you have a process in place that is as structured as possible.

AR: Along those lines, how do you take that continuous feedback and then implement it into the structured annual or quarterly review?
CC: Our employees complete a self-review and then the manager has 3 months to evaluate the quality of the review and make comments. We did this to take the burden off of the manager because we don’t want them to do reviews when they’re stressed or busy. We also changed our questions to make the conversation focus more on the individual, so managers can call out and appreciate individual strengths.
SM: Reviews should be focused on the future of an employee’s performance, rather than a time to wade through all of the things the person has already done. I think continuous feedback is the path to that type of performance management. That way, when you do have your annual review, you can focus the conversation on questions around what’s next, what are your professional goals, what are you good at, and how can we help you be better at what you do?

AR: What is the makeup of your reviews?
HH: Managers review employees against pre-established competencies that they specifically outlined. Employees receive guidelines so they know what they’re working toward, and we also have managers create an employee development plan.
SM: On our first review cycle, we ran into issues with 360 reviews. We let employees choose who would evaluate them, and they chose peers that they knew would give them high ratings. Even managers would give employees constructive feedback, but rate them in the highest bucket because they didn’t want to be too harsh. This gave us skewed results, so we’re rethinking our approach for the next cycle.
CC: We actually did away with competencies and ratings. Our employees set goals in Namely, and they are measured against these goals in their performance reviews. Managers focus on an employee’s cultural leadership and their contribution of ideas to the company.

AR: How do you manage peer reviews?
HH: I don’t like peer reviews. As Sophia mentioned, they’re like a reference. We restructured our peer reviews so that each employee has five total, two that they can choose, and three chosen by their manager. It’s hard because people are scared to be honest, but we’re trying to show them that it’s okay to have things that need to be improved upon.
I tell my managers that peer reviews are not the be-all and end-all of an employee, it’s just another nugget in your basket to help you understand your employee holistically. Managers see the employee one way, peers another, and the CEO even another way. Peer reviews are just something you want to pull out to be able to see that individual as a whole.
CC: We ripped the bandaid off and did a full peer review within the leadership team. We framed the first half of the questions in a positive way and the second half in a constructive way. When we finished, we had a meeting where we discussed all the answers. Some really productive and important conversations came out of this meeting, so we took it out and asked a team of volunteers to do the same thing. Next time we’ll take it out to the whole company.
SM: I think that’s fantastic. If your culture isn’t present in your leadership, it won’t be present in your company. If you can have that kind of transparency among your leaders, it will filter down to employees. We found that our employees wanted to give feedback, but didn’t want to give it to their peers directly. I love the idea that of showing employees what’s expected by having these transparent 360 leadership conversations. That way it won’t feel so scary when employees are asked to do it, and they’ll start talking to each other instead of around each other.

AR: How are you planning to take performance reviews to the next level for your next cycle?
HH: We’re still just starting the process. Our last cycle was the first time we had performance reviews in a software instead of in Excel. We’re focusing on educating the managers on the importance of giving feedback on a more continual basis.
SM: I’m working on moving performance management away from being a totally HR-driven process. I want to push it back to the managers to create it. They know their teams and their expectations better than I do. Competencies like “integrity,” while a great quality to have, are too broad and should be specific to the individual teams rather than to the broader company.
CC: We put out a culture survey twice a year with basic questions from Gallup mixed with our own questions. Then we have what we call “jig jams” to share the results and craft questions for next review cycle from the issues they raised. This gives employees the opportunity to continually share their voice on things that matter to them.

Looking to further your own performance review process? Check out our eBook, Your Performance Review Checkup.

### When Is Firing an At-Will Employee Illegal?

Goodbyes are always hard, especially when they’re immediately followed by a wrongful termination lawsuit. But what actually constitutes an illegal firing?


There’s a good chance you’ve heard that employees can be terminated for any reason whatsoever, without explanation. While that might be wishful thinking on the part of some employers, it’s not entirely true. In this article, we’ll poke holes through the so-called “at-will” myth and identify the situations where firing someone is illegal—regardless of what’s written in your employment contract.
Debunking the “At-Will” Myth
Since the nineteenth century, the majority of U.S. employee-employer relationships have been at-will. Under this model, an individual can be let go for nearly any reason, at any time, without warning. This is in contrast to contractual relationships, where an employer agrees to keep an individual on staff for a set period of time, or until a certain amount of wages are paid out.
Call it a case of American exceptionalism: at-will agreements are a rarity elsewhere in the world, where more employee-friendly contracts are common.

While many employers might interpret these arrangements as carte blanche to terminate employees, there are key exceptions. Regardless of the wording of your at-will agreement, it does not give you a license to break federal, state, and local laws. Terminating or even disciplining someone because they are of a specific demographic, for example, is still illegal.
In other words, if you view compliance as a multilayered affair, federal and state employment laws reign supreme at the top—and your humble at-will contract near the bottom. Read on to learn what laws in particular limit your right to terminate workers.
Discrimination and Harassment
The Civil Rights Act of 1964 protects workers on a number of fronts. The part of the law most relevant to this article is Title VII, which stipulates that:
“It shall be an unlawful employment practice for an employer…to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”


In layman’s terms, you cannot hire, fire, or discipline someone simply because they belong to any of the above demographics, commonly referred to as “protected traits.” Workers who suspect that their termination was motivated by prejudice can file a claim with the Equal Employment Opportunity Commission (EEOC), the agency tasked with investigating and litigating workplace discrimination claims.
Decades after the signing of the Civil Rights Act, the Americans With Disabilities Act (ADA) added one other protected class: individuals who are pregnant or have a disability. Under the ADA, employers are required to reasonably accommodate disabled workers. If a front desk attendant has a condition that makes it impossible to stand for long periods, for example, it would be unlawful to terminate him or her without first offering a reasonable accommodation, like a chair or stool.
One last thing to note: Title VII also classifies sexual harassment as a form of discrimination. That means you cannot punish an individual for alleging harassment, or for acting as a witness in a workplace investigation.
Labor Conditions and Collective Bargaining
No one likes a whiner, but if those complaints are about working conditions, you can forget about ignoring them. Firing an employee for persistently taking issue with something as innocuous as the office temperature is illegal.
The discussion of working conditions is a highly sensitive subject and actually protected under federal law. These rules are enforced by the National Labor Relations Board (NLRB) and the Occupational Safety and Health Administration (OSHA). From the NLRB’s perspective, discussing working conditions is a natural precursor to unionization—a process that the agency was created to protect. Note that employees also cannot be punished for starting a union or for talking to union leadership.
While we’re on the topic of organized labor, keep this in mind: if an employee is part of a union, there’s a more than likely chance that at-will rules don’t apply to them. Collective bargaining agreements (CBAs), effectively the ground rules that are set between businesses and unions, often stipulate that terminations can only occur for “just cause.” In this case, you’ll need to thoroughly document why the business is parting ways with an employee, and communicate those reasons to the union.
Severance and Waivers
Hoping to minimize the odds that an former employee will sue post-termination, some companies turn to severance agreements. In short, these stipulate that a departing employee will receive a final, predetermined payment in return for promising not to file a wrongful termination claim. In some cases, employees may be asked to resign voluntarily—another strategy used by businesses to bolster their defense in case a lawsuit arises.
In most cases, these arrangements are legal. That said, a growing number of jurisdictions are moving to curb their use. For example, New York City recently made most sexual harassment non-disclosure agreements illegal. In this instance, an individual would be able to file a harassment claim post-termination regardless of whether they were paid severance.


The above represents just some of the more common cases of wrongful termination. There are other more obscure rules, including the Employee Polygraph Protection Act (EPPA)’s stipulation that workers can’t be disciplined for refusing a lie-detector test. It’s not uncommon for state and local lawmakers to enact their own rules as well. For example, in California, Colorado, New York, and North Dakota, it is unlawful to fire an employee for engaging in any legal activity off-hours, like voicing an unpopular opinion on social media.
Whether you’re hiring or firing, handling personnel decisions is hard. Before making the leap, wouldn’t you prefer having the right data in place to back up your decision?
There’s a way to make confident, data-backed HR decisions that doesn’t require a data science degree. In our free webinar, Making Smarter HR Decisions With Data, we dive into the key metrics you need to follow. Watch the webinar by clicking below.

### How to Change Pay Frequencies

As companies grow, there are plenty of reasons to change from semimonthly to biweekly payroll frequencies, or weekly to monthly, or any combination of the above. Regardless of the prevalence of these changes, switching pay frequencies involves a lot more than just the flip of a switch.

What's the Secret to Switching Pay Frequencies? B.R.A.K.E.
Below, you’ll find the five things you need to consider before making the leap to a new pay frequency. As in driving, before you change direction you’ll need to brake and come to a complete stop. To help you remember, we came up with a catchy (and hopefully not too cheesy) acronym: B.R.A.K.E.
Benefits
One of the biggest considerations in any pay frequency change is the effect on benefits. Exhibit A: plan remittance to carriers. Managing remittance can be especially complicated when changing from semimonthly to biweekly. With biweekly payroll, you have two months a year with 3 paydays. These additional days can change deduction amounts. Some companies block those 3rd pay period(s) from collecting. Bottom line? Regardless of the change in pay frequency, benefits will need to be reviewed and considered because your deduction amounts will change.

Outside of health benefits, you’ll want to consider any other frequency-based deduction that has been configured in your system. Examples to consider include any child support or garnishment deductions, as these are typically processed on a schedule. Make sure to review any garnishing agency paperwork when changing pay frequencies to ensure you are deducting the proper amount from your employees before moving forward.
Requirements
As mentioned previously, pay frequency regulations are state-specific. For example, New York requires weekly pay frequencies for manual workers. However, semimonthly is acceptable in New York for other kinds of employees. Conversely, for those doing business in Nebraska or Pennsylvania, there are no state mandates on pay frequencies—meaning it’s entirely up to the employer to decide what works best. So, before changing pay frequencies, make sure you are compliant within the states you do business.
Accruals
Accruals are a two-part consideration. First, the monetary accrual of pay on a new frequency needs to be considered. This is as simple as breaking down an employee’s annual salary by the new pay period frequency. The reason this is reviewed is because salaried employees may be set up with their per-pay-period amounts, and not their annual salary. It’s important to make sure your payroll system has these updated amounts. When changing pay frequencies, a salaried employee would receive more per period in 24 increments than they would in 26 or 52. Ensuring salaried amounts are set up properly before changing frequencies is crucial.

Next, some companies use pay frequency to calculate their time off accruals. Basically, if a company offers 80 hours of PTO, instead of granting that all at once, it might be accrued per pay period. In this example, a semimonthly payroll would accrue 3.33 vacation hours per pay period (80 ÷ 24 = 3.33) and a biweekly payroll would accrue at 3.08 (80 ÷ 26 = 3.08).

You don’t want to under or over accrue hours—and you certainly want to ensure you’re paying the proper amount, so be sure to consider both of these rate examples.
Knowing
Knowing might be the most important step of all. You absolutely need to make sure your staff is aware of this change. Notifying employees should happen as far in advance of the change as possible. Avoid just posting a note in the lunchroom, as you don’t want to risk your entire communication plan being foiled by an unfortunately placed fern. Instead, multiple emails, memos, and company newsfeed posts leading up to the change can ensure employees are alerted to the new schedule and can prepare accordingly.

With any change to payroll, employees will understandably worry about their benefits, deductions, and accruals. Give them enough time to prepare for their new pay frequency in terms of budgeting and any automatic bill payments that they may have set up.
Execution
You’ve reviewed salaries, deductions, state requirements, and notified your employees, what else could be left? The execution of the change.

The implementation of your new pay frequency needs to be handled strategically. Ideally, you will not disrupt your pay schedule at all. You can achieve this by seeing when an old and new pay period dates align closely. Any seasoned payroll professional would also suggest making a clean change—meaning that you make the change happen with the start of a new quarter or calendar year. By leveraging payroll reports and working closely with your vendor, you can pull-off the “old switcheroo” with relative ease.



There’s a lot tied to making a pay frequency change. Just remember to B.R.A.K.E. and study all the factors involved. Once you have a plan in place, you’re ready to move forward and put that old pay frequency in the rearview mirror.

### Three Steps for Planning Your Employee Wellness Strategy

Employee wellness has evolved from a buzz-worthy trend into a real strategy for successful companies. When employees are healthy, they can reach their full potential, do more productive and creative work, build positive relationships, cope with common stressors, and make a more meaningful contribution. Stressed employees are often on their way to burnout, which leads to reduced productivity and increased absenteeism.

Creating a workplace that values employee wellness means you’ll see less stressed employees, and reap the benefits of a healthy office. In Culture Amp’s recent ebook, Your Guide to a Successful Employee Wellness Strategy, we explore the research behind employee wellness at work and strategies to implement a successful wellness program.
Here are three steps to help you create your own employee wellness strategy:

1. Get Leadership Buy-In
Company executives want to know that any new program is going to support the bottom line of the business and its long term growth. Stacey Nordwall, Senior People Operations Manager at Culture Amp says there’s no one-size-fits-all answer in getting buy-in and support from executive and leadership, but when launching Culture Amp’s own employee wellness strategy, she used these three tactics:


Create a business case that highlights how wellness fits into your mission, values, brand, or employee value proposition. Show how it’s a valuable tool for supporting and retaining employees.


Understand what kind of information matters to your leadership. Do they want to see data or do they want stories with personal impact? Gather external benchmarking data and examples of what similar companies are doing. Get internal data (think surveys and focus groups) to validate the gap your program will address.


Frame your wellness strategy in terms of its impact on Employee Lifetime Value. Demonstrate how it will help employees onboard, acclimate, or ramp up faster. Show how you can build more effective leaders and influence them to stay longer, reducing the cost of turnover.



2. Establish a Wellness Baseline
The number one reason employee wellness programs fail is that they’re made of bolt-on programs or ad-hoc perks. One of the best ways to build a comprehensive wellness strategy is by using a wellness survey to uncover unique drivers of employee wellness in your organization. With this information, companies can ensure they’re focusing on the right programs. Consider using wellness surveys to establish your baseline and inform the unique components of your strategy.
Wellness survey questions fall into five categories:


Company commitment


Culture norms


Manager support


Individual state


Program effectiveness


Use answers to these questions when presenting survey results to your executive team and leadership. The percentage of employees who agree to each could be a wakeup call, and this is a great way to measure change over time so you can see the impact of your wellness strategy as it grows.
See more wellness survey questions in the full ebook: Your Guide to a Successful Employee Wellness Strategy: Practical Tips for the Modern Workplace

3. Develop Metrics of Success
If this is your first time creating an employee wellness strategy, set goals to keep you on track during your first year of implementation.
Consider using the following milestones to set goals that correspond to your unique timeline:

Launch a wellness survey to the whole company (baseline scores)
Analyze and present the results of the wellness survey
Develop core wellness programs based on employee feedback (gathered from your survey or other means)
Launch a wellness program
At the end of year one, repeat the wellness survey and mark the change over time

To develop your measures of success, look back on the work you did in making the case to your executive team in step one, such as how wellness will help your company mission, employee value proposition, improve retention, and reduce healthcare costs. Use these as your metrics to track the program’s success over time.

Getting Started
Anyone working in HR or People Operations knows that launching a new initiative is complex. It takes time and energy to accomplish these three steps. However, sometimes an ambitious new strategy like employee wellness can seem overwhelming. Hopefully, this overview gives you an idea of what it might look like to execute an effective wellness strategy. Check out the full ebook for additional tips from HR leaders who have launched wellness programs of their own.

### The 4 Metrics to Gauge Employee Performance

Understanding and leveraging employee performance metrics is crucial for the success of any organization. In this guide, we'll explore essential HR performance analysis and talent management strategies to enhance your workforce's effectiveness.

A company is only as good as the talent behind it. Consistently and accurately evaluating and measuring employee performance is essential not only to individual success, but also to the overall success of an organization.

That being the case, you’d think more companies would actively analyze their HR data. 56 percent of people teams hope to incorporate more data in their processes in 2018—a 10 percent jump from last year. The question is, exactly how do you measure employee work performance?

Many companies tend to take the more-is-better approach when it comes to measuring work performance, evaluating talent across a wide (often too wide) range of qualities, skills, competencies, etc. But where employee performance metrics are concerned, less is more.

In an effort to accurately gauge the performance level of your employees, consider scaling down from too many subpar measurements to these four tried-and-true talent performance metrics. From assessing quality of work to individual goals, reviewing employee performance on an individual level will help you form an accurate understanding of how your talent stacks up to the rest of your organization. 

When it comes to HR performance analysis, focusing on a few key talent management strategies can yield significant benefits. Here are four employee performance metrics you should measure at your business:
1. Quality of Work
Quality trumps quantity—especially when you consider employee productivity. Sure, meeting deadlines is important and does reflect on individual performance, but if what’s being produced is of lower quality, meeting deadlines takes a back seat. Ideally, you want employees who do it right the first time.

How to measure employee performance with quality of work: Measuring the quality of someone’s work is subjective. What and how you measure is very dependent on the industry you’re in and the specific duties and tasks of the employee. One thing to consider, however, is the percentage of work output that is rejected or must be redone. With talent management software you can gain more insight into individual performance by viewing the status of onboarding for new hires,  360-degree performance reviews for existing staff, and more.


2. Employee Efficiency
Measuring employee efficiency is a cornerstone of productivity improvement techniques. It helps in making informed HR data-driven decisions. 

An efficient employee is able to maximize their productivity with minimum effort and expense. Costly mistakes are few and far between, deadlines are met and quality of work is not sacrificed. They neither waste time nor effort. Simply put, they get the job done and done well.

How to measure employee performance through efficiency: To measure individual efficiency, try conducting team assessments. Team assessments can provide an in-depth evaluation of a team’s ability to meet goals, as well as identify challenges. Additionally, communicating with the people with whom an employee works on a day-to-day basis can give you valuable insight on how an employee is performing—insight you might not otherwise get.

Is your employee efficiency slipping? Something as easy as encouraging employees to take more breaks or even more vacation can reduce burnout and improve employee productivity and happiness. Employee unhappiness may be contributing to lower productivity levels. Try measuring employee net promoter score to learn how your employees feel about your organization and leadership. Low morale or a poor company culture may be the underlying culprits behind low employee efficiency scores.
3. Training Programs
Evaluating the ROI of employee training programs is essential in assessing their impact on employee performance and overall business growth.

Invest in your employees, and they’ll invest in you—it’s that simple. Learning and development programs are essential to help employees grow professionally, improve their job satisfaction, and reach peak performance. Millennials are now the largest generation in the modern workforce and they are changing the way companies look at training programs. More and more millennial workers have an appetite to learn and grow professionally, and companies need to adapt their L&D strategies to attract and retain top talent.

However, providing formal training, attending professional development events, bringing in industry leaders for lunch-and-learns, and other such employee development opportunities can be costly. And sometimes, training for training’s sake is not a wise use of company resources. Fortunately, the success of those development opportunities can be argued via their return on investment.

How to measure a training program's impact on employee performance: The most obvious metric to measure when it comes to training programs is participation. How many employees are attending your lunch-and-learns or opting to receive formal training?

Then consider the outcome of those training programs. Are employees applying what they learned to their work? Follow-up with individual employees before and after training programs to better assess their effectiveness.

4. Individual Goals
Employee goals speak for themselves. Whether or not an employee is meeting his or her individual work goals can tell you a lot about how they’re performing, even if you’re not able to interact with them on a daily basis. To gain the most insight when measuring work performance, help your employees set goals that are measurable and timely (i.e. set realistic quarterly goals).

How to measure performance against individual goals: The best time to discuss individual work goals is during performance appraisals. Scratch the annual performance review and, instead, meet with the employee in a casual, one-on-one setting on a quarterly or more frequent basis. This ongoing feedback model is the perfect time for managers to bring up performance and evaluate employee goal-setting and achievements.  



While employee performance metrics are a solid starting point, integrating comprehensive HR metrics for business owners into your strategy ensures a well-rounded approach to enhancing workplace efficiency and productivity.

HR professionals are more data-driven than ever before. Employee performance metrics are a great place to start when assessing your employee’s productivity, but they don't tell the whole story. For even more human resources metrics, read our posts on common HR metrics and talent metrics, and learn more about Namely's performance review software to help you take your people data analysis to the next level.

### The 5 Best HR TED Talks

Face it, we all love a good TED Talk. While they’ve become somewhat of a cliche in the professional world, akin to motivational quotes from Richard Branson or Wolf of Wall Street memes, they continue to fascinate viewers (this author included).


TEDTalks span a variety of topics and disciplines, including science, psychology, technology, art, and business. The speakers are engaging and occasionally even stirring, and they can garner cult followings overnight. Human resources—and the broader subjects of work and leadership—have featured prominently in many of these talks.
Looking for that elusive spark of inspiration? We’ve put together our favorite HR-related TEDTalks below. Share your own favorite sessions by tweeting at us here!


Forget the Pecking Order at Work, Margaret Heffernan
Raise a flock of “super chickens,” and they’ll peck each other to death—not unlike a team of high performers or so-called “rock stars,” Margaret Heffernan argues. Conventional wisdom has always suggested that the secret to success was finding the best men and women for the job and letting them have at it. More often than not, however, this just leads to “aggression, disfunction, and waste.”
So if all-stars can’t work together or produce results, what kind of teams do? Heffernan identifies three key characteristics that define successful groups. We won’t spoil them here, but here’s the bottom line: characteristics like individual intelligence and ambition can’t hold a handle to the relationships and bonds that bind the best teams together.
Simply put, “What matters is the mortar, not just the bricks.”

&amp;amp;amp;amp;lt;br /&amp;amp;amp;amp;gt; 


The Way We Think about Work is Broken, Barry Schwartz
Barry Schwartz opens his talk with a straightforward question to the audience: “Why do we work? Why do we drag ourselves out of bed every morning?” Simply to “make a living” isn’t satisfying enough for Schwartz and shouldn’t be for anyone else.
It’s an answer most would struggle to provide. Schwartz traces the modern day condition to the industrial revolution and subsequent rise of the factory system, which he argues created an environment where the employee served as merely a cog, and not a meaningful beneficiary to their day’s work. Pay, Schwartz argues, isn’t enough to override the demeaning, “soulless” work the vast majority of the population is shouldered with.
In a stirring plea, Schwartz asks the audience to go back to their workplaces and turn the tide. “Just what kind of human nature do you want to help design?”

&amp;amp;amp;amp;lt;br /&amp;amp;amp;amp;gt; 


Why the Best Hire Might Not Have the Perfect Resume, Regina Hartley
According to Regina Hartley, today’s qualified job applicants fall into two camps: “silver spoons” and “scrappers.” The former camp consists of those who went to Ivy League schools, come with strong recommendations, and have a steady record of employment. The latter may have odd jobs on their resume, never graduated college, or have simply been out of work for a long time.
The scrapper, Hartley argues, deserves an interview. Why? Data reveals that sometimes dysfunction can lead to growth and transformation—a phenomenon that she identifies as “post-traumatic growth.” The personal and professional obstacles scrappers often face can harden their resolve and equip them for success in leadership in ways traditional experience can’t match.
That isn’t to say recruiters should dismiss silver spoons—but, as Hartley notes, “If your whole life has been engineered toward success, how will you handle the tough times?"

&amp;amp;amp;amp;lt;br /&amp;amp;amp;amp;gt; 


The Workforce Crisis of 2030—and How to Start Solving It Now, Rainer Strack
You think talent acquisition is competitive now? By 2030, the majority of today’s active workforce will retire—meaning there will be more open positions than workers available to fill them, Rainer Strack argues.
So what are these elusive “future workers” actually looking for? For talent acquisition professionals, it might be time to get personal. Citing contemporary studies, Strack points out that less tangible factors like appreciation, meaningful relationships with colleagues, and work-life balance ultimately win out over traditional criteria like compensation.

&amp;amp;amp;amp;lt;br /&amp;amp;amp;amp;gt; 


How to Run a Company with (Almost) No Rules, Ricardo Semler
Ricardo Semler is keenly aware of his mortality—though healthy, skin cancer runs in his family. That got him thinking about big questions in life. Why do people, when faced with death, only then decide to live their lives to the fullest? Inevitably, some of those same kind of questions spilled into his business.

Why does his staff need to know where employees are on any given day? Why can’t employees set their own schedules, or even their own salaries? Semler doesn’t just skirt preconceived notions about how the working world should be structured, he bulldozes through them. His talk’s scope goes far beyond just work—education, too, is included as part of his revolutionary model.

So where does HR fit into a working world that has no rules? Semler, jokingly, includes a not-so-subtle jab at his company’s HR department. Can you find it?

&amp;amp;amp;amp;lt;br /&amp;amp;amp;amp;gt;

### A Crash Course in Key Compensation Metrics

As HR professionals, we may not need to be experts in math and statistics—but most of us need to have an understanding of compensation metrics. After all, understanding the key metrics is a crucial part of managing your organization’s compensation plan.

In this piece, we’ll dive into the eight most common and useful compensation metrics and show you how to apply them in your compensation plan.

1. Pay Range
A pay range is the upper and lower limit of compensation and includes a minimum, midpoint, and maximum.
Why It’s Useful
The pay range is really the starting point for any pay structure. Some companies will build a range for every job, referencing the market value for each and building a range around that market value.
If you have so many jobs that the administration and maintenance of job-based ranges are too cumbersome, you can create job grades and ranges. Jobs with similar internal and market values are assigned the same range of pay and the same grade level. Using this method allows you to place jobs with no market value into the structure, grouped with jobs that have a similar internal value. For more information on building a pay structure, see PayScale’s Leveling Guide.

2. Range Midpoint
The range midpoint is the exact middle of the range, equidistant from the range minimum and range maximum, and aligned to the market value of the job.
Why It’s Useful
The range midpoint is one of the most important details in your compensation plan. If you’re building pay ranges for your jobs, then your range midpoint should be the same as the market value for your job at your target percentile (we’ll explain that in a bit). In a grade or job and range structure, all jobs of similar market value are assigned to a grade with a range midpoint that is closest to the average market value.
The range midpoint is considered the proficiency point for the job. Employees should be hired in at the range minimum and as they gain proficiency, their pay should approach the midpoint. The midpoint should be evaluated annually and is the point in your ranges that you would adjust to keep your structure competitive with your pay strategy.

3. Range Width or Spread
The range width or spread = range maximum – range minimum
Why It’s Useful
The width of the range reflects the extent of salary increase opportunity for the jobs in the range. Wider ranges are usually used for higher level jobs where there is a greater need to differentiate how incumbents in that range are paid. Narrower ranges are more common for jobs where there isn’t a lot of variance in how the market pays for that job and there is less need to differentiate between how incumbents in a single job are paid.
While there is no hard rule on what range spreads should be, it is common to use 30-40 percent for hourly or contract positions, 40-60 percent for entry to mid-level professional or managerial positions, and 60-70 percent for executive positions.

4. Compa-Ratio
Compa-ratio is one of the most referenced compensation metrics out there. This metric measures the relationship between the salary of an employee (or a position) and the midpoint of the pay range for that employee (or position).
Campa-Ratio = The Salary Divided by the Range’s Midpoint
Therefore, if someone is earning the exact amount of the midpoint of their salary range, their compa-ratio will be 1.0 (or 100 percent).
Anything less than 1.0 means that they’re earning less than the midpoint. Anything more than 1.0 and they’re earning more than the midpoint.
For example, let’s say the range for Sally’s position is $60,000 to $90,000 and the midpoint is $75,000. Sally’s pay is $70,000. Her compa-ratio would be $70,000 / $75,000, which equals .93.
This tells us that Sally is currently earning 93 percent of the midpoint of her salary range.
Why It’s Useful:
Use this metric to see which employees are earning significantly less (or more) than the midpoint of their range, and thus need a raise (or a pay freeze).
When you look at your compa-ratios at the group level, you can start to gain more insight. For example, you can group employees by performance rating and see if your company is truly paying for performance the way you intended. Other useful groupings could be by functional or geographic location.  

5. Salary Range Penetration
Range penetration is a compensation metric you should look at in conjunction with a compa-ratio. Rather than just being a comparison to one piece of data (the midpoint), range penetration looks at a salary in relation to the whole pay range.
Range penetration = (Salary – Range Minimum) / (Range Maximum – Range Minimum)
Using Sally as an example again. Her range penetration would be ($70,000 – $60,000) / ($90,000 – $60,000), or around 33 percent. This means that Sally’s salary is 33 percent into her range.
Why It’s Useful
Range penetration could be useful in talking to Sally about where she stands in her range and how much more room there is for her to move up in pay. What determines range penetration is how you’ve set your ranges and how wide they are. You can set one range for every position you have, or set group your jobs into several groups (known as a “grade”) and set a range for each “job grade.”
While range penetration on an individual basis can be useful, looking at where all of your employees fall within each of your ranges can help you determine if your ranges are too wide or too narrow.
Also, you can use this metric to set target levels for different categories of employees. For example, you may say that you want new hires to be within the first 25 percent of the range, and experts or consistent high performers to be in the top 25 percent of the range.
Take Compa-Ratio and Range Penetration With a Grain of Salt
Focusing too heavily on either compa-ratio or range penetration could unintentionally encourage employees to foster counterproductive, negative thoughts. If you only focus on compa-ratio, employees may start thinking “I need to be at the mid-point” or “Why aren’t I at the midpoint?” Instead, you want employees to think about their ability to grow within the organization and move through a range.
On the other hand, focusing too heavily on range penetration could encourage employees to think “I need to get to the 100 percent mark.” Having employees focused on reaching the maximum of their range could set up unreasonable expectations.

6. Target Percentile
Your target percentile is the exact point in the market where you intend to pay proficient employees. When evaluating your pay ranges to market data, the target percentile is what you will compare your midpoints against to determine if your pay ranges are competitive.
The 50th percentile – a favorite among comp professionals- is the exact middle (or median) of the market. Half of companies pay more and half pay less. When someone says they want to “meet the market” they are referring to the 50th percentile. When someone says they want to “lead the market,” they might be targeting 75th or 90th percentile. Anything under the 50th percentile is considered “lagging the market.”  
It’s important to note that there cannot be a percentile greater than 100. So if your executives say they want to pay at 105 percent of market, that doesn’t mean the 105th percentile. Instead, what they likely mean is they want to pay 5 percent above meeting the market (assuming that 100 percent is meeting the market).

7. Market-ratio
The market ratio is the comparison of internal pay to the market pay rate for a job.
Market-Ratio = Pay Rate / Market Rate at Your Target Percentile
A ratio of 1.00 means that the employee is paid at the target percentile. Ratios above 1.00 indicate employee pay exceeds the market value for their job and ratios below indicate employee pay is below the market value for their job. For example, a ratio of 1.07 means employee pay is 7 percent above the target and a ratio of .93 means employee pay is 7 percent below the target.
When to Use This Metric
Use this metric to evaluate how closely your organization is paying to where it’s targeting to pay.  Most organizations strive to pay the majority of their employees within close proximity to their target percentile, though there are cases where it makes sense to pay employees higher or lower than your target (in the case of newer employees still in training or more tenured employees performing beyond their role).

8. Geographic Differentials
Geographic differential is the percent difference between pay for the same job in two or more locations.
Why The Metric is Useful
Due to the demand for and supply of labor, an employee may be paid more or less depending on where he or she physically works. Generally speaking, jobs in major metropolitan areas tend to pay more than jobs in rural areas, but that is not always the case. Consider that areas which require further employee travel may be compensating people more to get them to make the commute. If you operate in more than one location, it’s a good idea to evaluate the geographic differential between your two (or more) locations and adjust your pay structure accordingly.

As you already know, decisions shouldn’t be made based on metrics in a vacuum. Statistics do not tell the whole story. Rather, they should prompt you to ask questions about your people, your pay practices and whether your overall compensation strategy is still working for you. A compensation strategy should be tailored to your specific goals and needs. Understanding what exactly the metrics are and why they matter is a crucial first step to creating an effective compensation strategy.
This article originally appeared on PayScale.

### HSA vs. FSA: Spelling Out the Differences

Everyone knows you can find (and buy) just about anything on Amazon, including medical supplies. While the online mega-retailer has always accepted a long list of payment methods, one recent addition might be just what the doctor ordered.

The company recently announced that it would begin accepting health savings account (HSA) and flexible savings account (FSA) cards as payment. This development marks just the latest in Amazon’s foray into the healthcare industry, which Namely first covered last year.

If you’re currently unenrolled in an HSA or FSA, it might be prime time to reconsider. In this article, we’ll go through the two account types and their potential payroll tax implications.

Health Savings Accounts (HSAs)


The Basics

An HSA is an account you can fund with pre-tax dollars and use to cover certain medical expenses. While everyone is eligible for an FSA (we'll cover that later), you can only elect to withhold for an HSA if you have a high deductible healthcare plan.

HSA funds don't have to be used for traditional medical services. There are plenty of covered, everyday purchases that people use. Common examples of HSA-eligible products are Band-Aids, contact lenses, co-pays, hearing aids, eyeglasses, and even sunscreen. If you know you're going to spend $3,000 in Band-Aids over the next 10 years, why pay tax on it?

Exceptions and Limits

Before you get too excited and sign up for an HSA, the IRS does impose some restrictions. Don’t expect to use your HSA to pay for vacations, vitamins, childcare (for healthy babies), standard toiletries, funeral costs, or most cosmetic procedures.

Also, keep in mind that the amount you can withhold annually for an HSA is subject to federal limits. In 2019, you can contribute up to $3,500 to an HSA if you have single coverage. If you are using the HSA to cover a family, you can contribute double, or $7,000. Similar to 401(k) plans, if you're 55 or older, you can contribute an additional $1,000. Limits aside, there’s good news—HSA plans roll over from year to year, so you can keep your savings!





Jim's Two Cents
In terms of how an HSA affects your taxes, look at it like this. If you earn $40,000 and pay the maximum single coverage in 2019 ($3,500), you would show $36,500 in federally taxable wages on your Form W-2, assuming you don't have any other pre-tax deductions.
So where does that $3,500 go? As an HSA participant, you will receive a debit card linked to your account. You can then use those funds on eligible medical expenses and goods like the ones mentioned above, and now you can buy those goods on Amazon.

Be careful not to use the card on non-eligible Amazon purchases. If you spend those funds on a Kindle purchase, for example, you’ll have to pay income tax on that amount. That includes a 20% penalty for those 65 and under.



Flexible Spending Accounts (FSAs)
The Basics

While FSAs are similar to HSAs, there are important differences. Both plans provide pre-tax advantages, and both are used for out-of-pocket expenses and the same eligible medical supplies mentioned earlier.

The similarities stop there. First, FSAs are set up by an employer for employees to help cover medical expenses or dependent care expenses. While an HSA account will follow you from job to job, an FSA plan is specific to your current employer. One of the reasons is that with an FSA, the maximum annual amount can be taken before a full contribution is made. We'll dig into that in our next section.

Exceptions and Limits

In 2019, an employee can contribute up to $2,700 into an FSA, significantly less than an HSA plan. For an employee who is maxing out their FSA in a biweekly pay frequency ($2,700 ÷ 26 = $103.85) as soon as they make their first contribution of $103.85, they can call upon the entire $2,700 for that year.

Unlike an HSA plan, FSA contributions do not carry over from year to year. It should be noted that, depending on your plan, you may be eligible to carry over up to $500 into the new year. Another difference is that FSA deductions can only be changed during open enrollment (or with a qualifying event), whereas HSA amounts can be changed at any time.



What have we learned? Basically, both FSA and HSA accounts have perks for managing your common healthcare expenses throughout the year. In simplest terms, HSAs offer higher limits and carryover while FSAs are available to all with immediate full contribution use. So if you think Amazon has a chance of being around for a while, you might want to grow your medical savings in an HSA, but if you have a low deductible medical plan and expect to use your pre-tax amounts quicker, an FSA might be right for you.

It’s likely that Amazon's announcement will rekindle interest in HSA and FSA enrollment. Of course, Amazon will need to make it as simple as possible to toggle between saved card information and distinguish what purchases are FSA and HSA eligible. Either way, the benefits and payroll community will watch whether other online mega-retailers follow in Amazon's footsteps.

### How to Get the Most Out of HRIS Workflows

HR teams have a lot on their plates. That’s why it’s important to get the most out your HR technology and choose a human resources information system (HRIS) that can keep up with your growing company. While implementing an HRIS at your company is a great way to streamline administrative work, there is one tool in particular that can revolutionize how you prioritize your day: workflows. Workflows let employees update their own information, assigning approvers, and notifying anyone affected by the changes, so you can track progress and see changes implemented in real time.



We’ve added a few new features that make using Namely workflows more dynamic than before. Thanks to new role-based approvals and segmentation, your team will have an easier time balancing your never-ending workload and staying on top of your company’s ever-changing work landscape. Here’s what these updates mean for your business.
Role-Based Approvals
Role-based approvals allow you to tie workflow approvals and notifications to specific job titles, rather than designated individuals. For example, you can have an HR coordinator approve title and compensation changes, instead of tying the workflow to a specific employee’s name. Now, if that individual leaves, the workflow will be automatically re-assigned to someone else in the company with the same title. Your workflows will continue to function even if an employee leaves or changes roles.
Segmentation
Within your organization, every department, team, and office location is unique. Odds are that a one-size-fits-all approach to workflows isn’t going to cut it. Segmenting allows you to create workflows specific to a department, team, or office so you can designate which employees need to be involved for which segment. That way, your UK-based HR generalist won’t get pestered about approving job title changes for employees in your New York office. They’ll only get notified when an employee in their jurisdiction initiates a change.

Wondering how role-based approvals and segmentation help your company? Here are three ways these updates will improve your team’s day-to-day:
1. They Evolve With Your Ever-Changing Company
Your workflows can now evolve with your business. As employees come and go, your workflows will dynamically change to make sure the right people are notified and prompted for approvals so your team doesn’t miss a beat. You don’t have to worry about manually updating workflows every time an employee quits, takes a leave of absence, or changes roles.
2. They Are Easier to Use
We’ve also given our workflow builder a facelift so creating workflows is simpler and more straightforward than ever before. The step-by-step guide walks you through naming your workflow, specifying affected fields, and assigning permissions. You’ll be able to see a visual overview of the workflow before you publish it so you can double check your work and ensure the workflow is ready for action.
3. They Grow With Your Company
Opening a new office location or global office no longer means creating a whole new set of workflows. Thanks to segmenting, you can add specific office locations or departments to existing workflows with their own unique role-based approvals. Those requests will always go to the right person, improving your team’s efficiency and productivity.



Interested in learning more about Namely and workflows? Request a demo today to see why thousands of companies and HR practitioners are making the switch to Namely.

### 5 Signs You Need to Review Your Candidate Experience

To attract top talent, you need to provide a great candidate experience and leave a positive impression at every touchpoint during the recruitment process. Providing a quality candidate experience is directly related to recruitment and bottom line success. But how do you know if you’re delivering a good experience? Or, perhaps more importantly, how do you know if you need to review and improve it?

Determining what you’re doing well and what you could improve on are both critical parts of the HR function. You might have the most exciting recruitment posters, but if your candidate experience is lacking, you will still struggle to attract top quality candidates.
Here are some things to look out for that will signal when it’s time to review your candidate experience:


1. You’re Having Trouble Finding Good Candidates
If you’re doing things right, you should have no trouble attracting qualified candidates. When this doesn’t happen, it’s often because you’re not drawing enough attention to all your company has to offer. The best talent knows that they are good, and they won’t settle for any less than the best. Unless there’s something unique to catch their attention, they aren’t likely to go digging for obscure opportunities.
Spend time developing your employer brand, so that candidates know exactly what you’re looking for and what you have to offer. Optimizing an individual’s first interaction with the brand helps improve candidate experience. If it’s hard for people to find you, you’re going to attract less-qualified talent. Sometimes you’ll find a diamond in the rough, but typically, if you’re struggling to bring in good interviews, you need to address how you come across to the wider talent pool.


2. You’re Not Getting Enough Attention on Social Media
More and more, people are using social media to discover employment opportunities. Qualified applicants often follow their favorite brands on LinkedIn, Twitter, and Facebook to learn about company news and new employment opportunities. So it’s important to keep these channels up-to-date and engaging.
Social media is an important piece of your overall employer brand and can be used to show candidates exactly what makes your company a great place to work. If you’re not seeing applicants come in through your social pages, you may want to spend more time branding your social media channels to better target prospective talent.


3. You’re Getting A Lot of Unqualified Applicants
A good candidate experience comes from people being able to quickly and easily tell if they are qualified for a position. Listings with vague job descriptions or qualifications requirements will frustrate people. Getting a slew of unqualified responses to your posting wastes valuable time that could be spent evaluating qualified candidates. To avoid this, make sure your job descriptions clearly describe the expectations for the open role. If you find yourself rejecting most of the candidates based on their initial application, something needs to be addressed on your end.


 

4. People are Coming to Interviews Without Questions
A good interview should be a two-way dialogue. While the employer might have a slight edge, an interview should involve equal participation from both sides. Engaging interviews will leave people with a positive impression of you as an employer, even if you don’t end up making them an offer.
These types of interviews happen when candidates prepare beforehand and take time to learn about the company. It’s customary for candidates to read up on your website and social media pages, but if this information is limited, or out-of-date, interview quality will likely suffer and can damage the candidate experience. A trend of unprepared interviewees may indicate that your organization’s information is not as easily accessible to prospective employees as it should be.


5. You’re Getting Lots of Follow-Up Emails
One of the most frustrating things for any applicant is getting no response from an employer. If you don’t respond to an online application, that’s okay, but once you’ve made first contact, it’s important to communicate. Otherwise, you’re likely to leave a negative impression on a candidate that comes back to haunt you whether or not you intend to make an offer.
If you’re seeing an influx of follow-up emails from candidates, you’re likely not responding as well as you should. Even just an automated email thanking candidates for their interest can significantly impact on the candidate experience. Good communication might encourage them to re-apply for a role they’re more qualified for down the road, or even refer a friend to apply.


Is it time for a review?
If your recruiting team is experiencing any combination of these scenarios, it might be time to focus on improving your candidate experience. Doing so will help make your recruiting efforts more successful by attracting top talent that can help transform your business.

### In Defense of HR: Demystifying Common HR Stereotypes

From “the complaint department” to “the principal’s office,” HR has been subject to the full gamut of buzzkill stereotypes. However, modern HR is working diligently to break down those misconceptions one by one, as they strive to build a workplace that motivates, rewards, and advances employees.



What better way to tackle these outdated notions of HR than to face them head on? These 10 industry professionals don’t shy away from the stereotypes, but call out the most heinous HR fallacies and explain why they simply aren’t true.
The Fun Police
“HR is so often seen as ‘the fun police’ and viewed as limiting or not allowing activities. I was the first HR person at my company, and the team did not know what to expect or if they could trust the person that would be in this position. It took time to develop that trust, which I did by clearly explaining any changes I made or policies I created, so employees would know that these things were meant to help create a safe and happy workspace.”

-Ariel Lopez, HR Manager, Geek Powered Studios
Watch Out For HR
“I always hear, ‘watch out, here comes HR!’ First of all, I'm not scary, and second, I don't even have the authority to fire anyone. In the worst case, I can still only assist our managers to exit a staff member who is not performing well.”

-Anonymous
Anti-Technology
“The stereotype I encounter on a regular basis is that people in HR hate technology, fear innovation, or will do anything to fight the threat of disruption. As a startup CEO working with HR leaders, I often am asked: ‘How can we introduce technology into this industry?’ People are often incredibly surprised when I say the HR space is crying out for innovation. They want to be better at their jobs, spend less time on administrative tasks, and add value to the company.

An excellent HR executive is one with incredible emotional intelligence and extraordinary empathy. Does this mean they fear innovation? No. They know that innovation and technology cut the time they spend on the non-human aspects of the job. Technology means more time for hiring and developing talent. This myth needs to go. HR is one of the most forward-thinking departments of any company.”

-Xavier Parkhouse-Parker, CEO, PLATO Intelligence
Us Against Them
“I think people feel like HR is the enemy, or they're only there for the company's best interests. I always try to explain to employees that I'm there as a resource to help them.”

-Anonymous
Uninspired
“One of the worst things I've heard people say about HR is that it's the place where creativity and ingenuity go to die. I want to help people realize that HR is a place to find answers, guidance, support, and most importantly, HR should be where great ideas start and are allowed to bloom.”

-Lauren Nuttall, Head of US People Operations and Culture, Omnia Media
Hall Monitors
“We have a very employee-centric company culture and don't like to have a lot of red tape or rules. Our employees are adults, and we trust and value them. We aren't here to be hall monitors or fun police. We are here to create a fun, safe culture that promotes high engagement and development.”

-Anonymous
How can you change HR misconceptions in your own company? Download our guide to advancing your HR career.
Isolated and Illusive
“I’ve heard that HR is the one department that’s isolated from everyone else. HR generally keeps to themselves, except when it’s time to lay down the hammer (whether that means taking away corporate lunches or firing your best friend).

Employees should recognize that HR has a tough job, and we are often relegated to the position of ‘bearer of bad news’. An unpopular HR department is probably an indication of a deeper problem within a company. It might be a negative company culture, or perhaps uncooperative managers force HR’s hand and make them out to be ‘the bad guy’ to save face.”

-Harrison Brady, Communications Specialist, Frontier Communications
The Firing Department
“People say that we’re only here to let people go, which is completely untrue. It makes me sad to hear about bad experiences with HR. Our role is to guide and help employees, not just be a rule enforcer or hire and fire people.”

-Anonymous
The Complaint Department
“Most people tend to think of HR as ‘that place you go when your paycheck hasn’t cleared’ or a general center for complaints and queries. In truth, HR is really about ensuring that the inner mechanisms of a company are functioning well and efficiently. This means everything from ensuring employees are happy, to enforcing the rules of the company, to being a place for employees to go to discuss any problems in private and in confidence.

A good HR department can help boost employee morale, maximize efficiency, and minimize administrative tasks. HR departments can help break the stigma by holding group discussions with their staff. HR should be a personable and friendly place.”

-Caleb Backe, HR Representative, Maple Holistics
A Virus for the Company
“I have heard many negative things said about HR, but one of the worst was that HR is ‘a virus for the company.’ I always try to remind employees that the work that HR does is the most difficult in the company. People are complicated, delicate, and often unpredictable. All people have good days and bad days, and HR is always there to help employees find solutions. We should respect and admire the work of each HR professional.”

-Cristian Rennella, CEO, elMejorTrato.com 



So don’t just take it from us—the field of HR is filled with dedicated professionals who want to support and engage employees. It’s time to push past these stereotypes and understand how strategic modern HR has become.

### 6 Design Ideas to Create an Inspiring Work Environment

Employees spend 40+ hours a week at work, and they want enjoy that time as much as possible. Office design often falls on the shoulders of the HR team, and it can be a core driver of company culture and employee engagement. Updating and improving the office can improve employee quality of life, help attract employees, and keep them engaged.



Gone are the days when a ping pong table or standing desk was all it took to impress employees. The new generation of talent wants to be blown away by a workspace. How can your company meet these high expectations? Worry not, we spoke with 6 companies on how they built their unique work environments. Consider their tips as you dream up your next redesign.
1. Welcome Four-Legged Friends
Trupanion, Seattle, WA

This pet health insurance company has a team of 500 employees, 250 dogs, and a few brave cats. Talk about the ultimate office pet policy! Beyond a pet-filled workspace, the company provides trained staff to evaluate each pet, ensure that pet personalities mix well together, respond to any pet health issues, and walk the dogs throughout the day.

The office is complete with two pet playrooms that allow dogs to exercise and socialize during the day. Each employee can enroll one dog or cat in Trupanion coverage at no cost as part of their benefit package. Pet owners also receive pet bereavement leave of one day paid time off in the event of the death of their pet. The office has an 'In Memoriam' wall that features beloved pets who have passed away.


2. Incorporate Nature
Emarsys, Indianapolis, IN

Emarsys’s US office is the newest among fifteen global offices. In the Indianapolis office, the team incorporates an assortment of live trees and plants. But it doesn’t stop there—during their latest office expansion and upgrade, the team thought it would be amazing to have something welcoming, positive, refreshing, and vibrant. As a result, the office includes one wall that is entirely made of moss.

Employees and visitors love the way it livens up the entire floor. It is bright and gets everyone’s morning off to a great start as people come to the office. Not to mention, it's a great conversation starter in the elevator.


3. Stay True to Your Mission
My IT, New Orleans, LA

Instead of the stereotypical framed pictures of flowers or landscapes found in most offices, this IT firm redesigned their space to make it feel more true to their tech roots. The office is now filled with photos of circuit boards, tech-themed quotes, and a scoreboard to showcase the team's work (hours worked and client satisfaction survey scores). The employees are also collaborating on a company logo built entirely from computer parts. Once it’s complete, this will be the centerpiece of the office.

Rebranding the space has energized the company, increased employee pride, and helped with recruiting more engaged team members.
4. Diversify Workspaces
Buffalo 7, Manchester, United Kingdom

The office of this design agency is split up into zones, which each create a wholly different experience. The space was designed to achieve sensory zoning—for example, the host space allows its occupants to feel impressed, confident, and trusting. This has been achieved through the use of color, fragrance, texture, lighting, and nature. The commercial team sits near this area and feeds off of this atmosphere, when they need a break from their own space which is more centered around focus and productivity.

The office also houses a treehouse, which starts on the bottom floor and goes all the way through to the top floor. Employees can climb the small steps and relax for a bit or do work that requires a bit of quiet. Leadership also holds the occasional internal meeting up in the tree house.


5. Treat Your Employees
Fueled, New York, NY

As a co-working space with over 90 employees, this office ensures everyone who enters has an amazing experience. Inspired by a vintage-esque design, employees have access to a whiskey wall, London-style telephone booths, coffee bar, a Narnia closet turned conference room, and an old-fashioned popcorn cart.

The best part about this office? The candy wall. Jars and jars of sugary goodness is easily accessible for anyone who needs a pick-me-up.


6. Let Employees Create It
Miles Technologies, Moorestown, NJ

This 200-employee technology consulting firm takes creative solutions to the next level. Employees are encouraged to build their desks using LEGOs. The company offers a template for building a standard desk, but employees are free to build their desks any way they want.





The possibilities are endless when it comes to sprucing up your office space. Start small with a pet friendly policy, collaborate on a decoration project, or offer simple perks that can help break up long workdays. While not every office can allocate time and budget to a treehouse, let the employee-centric mindset behind these installments inspire creative solutions within your means.

### Payroll and Daylight Saving Time

The weekend feels short enough as it is. If you can believe it, this upcoming one will seem even shorter for most of us. This weekend marks the return of daylight saving time. With it, we will enjoy nearly eight months of additional daylight—meaning you'll soon end your workday with some sun to spare. Like every spring, you'll set your clock ahead one hour this Sunday. But what happens if you have an hourly employee working at that time? How does your payroll team account for the time shift?

Covering the Basics
Before diving into the payroll implications, lets get a few things straight about daylight saving time. Simply put, this is just the practice of setting your clock forward one hour from "standard time" on the second Sunday in March until the first Sunday in November. While most of us will change our clocks before going to bed, this weekend's shift technically starts at 2:00 AM, per rules set by the Energy Policy Act of 2005.

Spring Forward vs. Fall Back
So how do payroll teams deal with the loss of an hour when we "spring forward?" As is the case with most wage and hour questions, the Fair Labor Standards Act (FLSA) has insight to offer. Under the FLSA, overnight workers who lose an hour of work due to change do not need to be compensated for that lost hour. That said, businesses can decide to pay employees for that time, even though it was not technically spent working. If they do so, they do not have to include that extra hour in the employee’s regular rate when calculating overtime.Now, how does this impact employees when we "fall back" in November? When we return to standard time, hourly and non-exempt employees working at 2:00 AM end up working an additional hour that day or week. The FLSA is clear here: If that hour is spent working, the employee must be paid for it. And if the additional hour forces the employee’s worked hours to exceed forty, overtime must be included.While most of us will lose and gain an hour throughout the year, there are still some places that are not as keen on resetting their clocks. Our time change is not observed by most of Arizona, Hawaii, Puerto Rico, and the U.S. Virgin Islands. If you are reading this from any of those places, sorry for wasting your time. At least now you have a payroll fun fact for your next party. 

### Bereavement Leave: An HR Guide

Losing a loved one is extremely difficult and coping with loss can look different for everyone. During times of grief, work should take a back seat as people spend time with family, friends, and other loved ones. Many companies offer bereavement leave as a way to give employees space and time for mourning and tending to familial obligations. 

Bereavement leave and employer policies continuously change, but there are some basic considerations that you should be aware of - including whether you need to pay your employees during their leave and how much time off work employees are entitled to.
Continue reading to learn everything you need to know about bereavement leave. 
#1 What Is Bereavement Leave?
Beravement leave is time off an employee takes after the death of a loved one. Currently, there is no federal law mandating that employers provide bereavement leave. That said, many employers do offer the benefit to their employees, and the duration of the leave depends on employer policy, contract agreements, or collective bargaining agreements. Employees can use the time for funeral leave, mourning, coping with loss and grief, and spending time with loved ones.
#2 Is Bereavement Leave Paid?
Bereavement leave is typically unpaid; however, some companies offer one to five days of paid time off (typically depending on the relationship to the deceased). Employees are often able to use PTO or unpaid personal leave for any additional time required or requested.
#3 How Does Bereavement Leave Work?
If bereavement leave is offered, the company policy should outline the duration of the leave and what situations qualify.
If an employer does not offer bereavement leave, employees have a few options. An employee can usually use paid time off, request an unpaid personal leave of absence, or work remotely. Be sure to check with your state and/or city to see what bereavement leave you’re entitled to before speaking to your employer.
#4 Who Is Considered Immediate Family for Bereavement Leave?
If bereavement leave is available, consult the employer policies to see which family members are covered. Usually, companies define “immediate family” as a parent, grandparent, spouse, sibling, or child. Though rare, some policies may include extended family and close friends.
#5 How Do Employees Take Bereavement Leave?
It can be difficult to anticipate a death in the family, but employees should try to give employers as much notice as possible so alternative coverage can be arranged.
To make this process less of a burden, HR should ensure that employees know who to reach out to, even after hours. Usually, a quick phone call or email is sufficient. Due to the emotional nature of losing a loved one, it might be easier for employees to communicate through email, rather than by phone.
#6 How Long Is Bereavement Leave?
Bereavement leave can range vastly across organizations. However, the standard is typically three to five days for loss of an immediate family member. 
In some instances, managers or department leaders may be more lenient and provide their direct reports with as much time as needed for coping with loss, grief, and mourning. Other companies may require employees to utilize their paid time off for any days not covered under their policy.
#7 Does the Family Medical Leave Act Cover Bereavement?
No, the Family Medical Leave Act (FMLA) does not apply to bereavement. The FMLA gives employees up to 12 weeks of unpaid, job-protected leave to:

Care for a newborn child;
Bond with a newly adopted child;
Care for a family member with a serious illness; and
Care for their own serious health condition.

To qualify for FMLA leave, individuals must have worked for their employer at least 12 months and have put in at least 1,250 hours over the course of the year. An employee can use FMLA leave to care for a living family member. After their passing, an employee will have to request bereavement leave or use their vacation days to make funeral and post-death arrangements.  
#8 Do States Offer Bereavement Leave?
Only five states —California, Illinois, Maryland, Oregon, and Washington— have bereavement laws in place. 
Oregon: The Oregon Family Leave Act has been in effect since 2014, requiring companies with over 25 employees to offer up to two weeks of unpaid bereavement leave to eligible employees. To qualify, employees must be with the company for at least 180 days and work at least 25 hours a week.
Illinois: Originally, the Illinois’ Child Bereavement Leave Act of 2016 (CBLA) provided bereavement leave for parents mourning the loss of a child. Employers with more than 50 employees must offer these individuals up to two weeks, or 10 work days, of unpaid leave to plan or attend a funeral, make arrangements, and grieve. Employees become eligible after working 1,250 hours during a 12-month period. However, in 2023, the Family Bereavement Leave Act (FBLA) amended the CBLA to expand its bereavement leave to a “covered family member”—defined as a child, spouse, domestic partner, sibling, parent, parent-in-law, grandchild, grandparent, and step-parent—and includes covered losses outside of death, such as miscarriage, assisted reproductive failures (i.e. IUI, IVF, surrogacy, adoption), or other medical conditions impacting fertility.
Maryland: Under Maryland’s Flexible Leave Act (MFLA), employers with 15 or more employees are required to allow employees to use available paid leave for covered bereavement purposes. The MFLA defines “immediate family member” as children under the age of 18, children over the age of 18 who are dependent on others due to mental or physical disability, spouses, and parents.
California: California labor laws mandate employers with five or more employees to provide up to five days of time off for bereavement leave. Covered employees are defined as those who have been employed by their employer for at least 30 days prior to bereavement leave. Covered employers include those in the state of California and any political or civil entity of the state with five or more employees. Covered family members include spouses, children, parents, grandparents, grandchildren, domestic partners, and parent-in-laws.
Paid vs unpaid bereavement leave is dependent on the existing employer policies. For example, if an employer policy offers up to four paid days of the five days for bereavement leave, the employer does not have to pay for the fifth day of bereavement leave but must allow the employee to take the unpaid day for bereavement purposes.
Washington: Washington Paid Family and Medical Leave provides that employees are entitled to bereavement leave during seven calendar days following the death of a family member if the employee would have (1) qualified for medical leave for the birth of their child; or (2) qualified for family leave. Employers are not required to provide employees additional bereavement leave outside of the benefits described. 
#9 What Is in a Company Bereavement Leave Policy?
Companies who offer the benefit typically provide three to five days of paid bereavement leave to employees. Some companies provide more days for immediate family and fewer days for extended family and close friends. Longer leave of absences can qualify, but the specifics are up to you and your company.
Be sure to define the following details within company policies:

How many days an employee can take off
Which employees qualify for bereavement leave
What relatives company policies cover
Who employees need to notify prior to taking bereavement leave
Whether bereavement leave can be taken injunction with other paid leave plans
Whether the leave is paid or unpaid

Offering bereavement leave is a great way to support your employees during their most challenging times, but it isn’t the only way to show employees that you care.
Incorporating remote work, unlimited or flexible time off, sabbaticals, and other time off opportunities into your existing time off plans are other ways to give your employees flexibility. For more ideas and tips on how to incorporate bereavement leave into company policies and other employee morale boosters, download our Guide to Boosting Employee Morale eBook.

### The 9 Weirdest HR Complaints

HR pros know that in their world, nothing is off limits. Employees enter without knocking, call in the middle of the night, and many veterans have even been followed into the restroom by an employee with a question that just couldn’t wait. Human Resources isn't the complaint department, but that doesn't stop employees from bringing up just about everything.



The good news is that you’re not alone. We asked nine HR professionals about some of the strangest complaints they’ve encountered and their answers did not disappoint:
1. Goose Attack
“Outside of our building is a very small lake. Employees will often spend time walking around it when they need a break. There are plenty of ducks floating around with their ducklings, but there are also some sizable geese that can get aggressive if provoked. Apparently walking near them can be quite provoking, because I received a complaint from an employee about a goose attack.

The goose chased after the employee, nipping at his legs. The employee demanded that the geese be ‘taken care of,’ and I had to politely explain that our company had nothing to do with lake maintenance and walking around the geese might be the best solution.”

- Alec, Connecticut
2. Shoeless Roaming
“I had an employee complain that a co-worker was regularly walking around the office without shoes. Not only that, the offender was using the bathroom shoeless! The employee was so grossed out by her co-worker’s behavior and insisted it be addressed (she had something against other people’s feet, and I didn’t fault her for it). The result was the creation of a formal dress code and appearance policy!”

- Robin, Maryland
3. Pen Clutter
“I had an employee complain that his manager would leave pens laying out all the time.”

- Corey, Indiana
4. Office Curse
“I had one employee refuse to enter the workplace because of a voodoo curse! Apparently, this isn't such a rare occurrence in Haiti, but it was new to me. From what I recall, it was resolved when the employee was allowed to access the workplace using a different door.”

- Matt, New York
5. Color Blind Awareness
“We held a team building exercise. We divided into teams with color designations and received bandanas. We received a complaint from a color blind employee that it wasn't a fair way to distinguish between the teams.”

- Samantha, California
6. Too Nice
“I once had an employee complain that another employee was being too nice to them.”

- April, Pennsylvania
7. Tainted Water
“An employee told me he didn't trust the water filtration system and asked to be provided with different water.”

- Beth, California
8. Spouse Mediation
“I had a manager at one of my first big corporate jobs who brought his wife to work to help field complaints from female employees. He felt that women understand each other better and brought her in to deal with the women who were complaining about him and his behavior. The wife's role was to explain to the women that he really wasn't so bad and that his creepy, overly attentive behavior wasn't actually offensive.

I can't remember how long it took me to scrape my jaw off the ground when the first employee complained about this practice but I think my shock lasted well after we talked to my manager, and he didn't understand why it was a terrible idea. I've never had to tell a grown adult ‘you cannot bring your wife to work. She does not work here! You cannot make your employees talk to her!’”

- Jill, Massachusetts
9. Dinner 911
"I organized a company dinner as a nice treat for employees. At midnight, I got an email from one of the people who attended, letting me and the other attendees know that dinner upset her stomach, and instructing me to call the restaurant to let them know immediately. Thankfully, she spared us the details, but the whole situation really stunk!"

- Nancy, New York



It’s no easy task to maintain a work environment that’s comfortable for every employee, but when problems arise, HR is always the first to hear about it. Be sure to keep a cool head and address each complaint with patience and poise—no matter how absurd.

*Some names have been changed to protect the privacy of employees.

### 5 Benefits of Social Media in the Workplace

It’s no secret that employees use social media during the workday. What might be surprising is just how much it’s used.



According to a recent report from Bambu by Sprout Social, nearly 20 percent of employees say they spend more than an hour on social media every day and 10 percent say that time exceeds two hours. While some companies try to limit their employee’s social media use, it can be more challenging than you think, and leave trust issues with your employees.



As the saying goes, if you can’t beat them, join them. While there’s always a risk with encouraging social media use, there can be several benefits to allowing social media in the workplace as well. Below we’ll outline the five types of posts that are most helpful for employees to share, as well as strategies to encourage thoughtful posting. Ready? Let’s dive in.
1. Employer Brand
Employer branding showcases what it’s like to work at your company. These types of posts include photos taken at company events or even quotes from your leadership team.

What’s the value: There’s tremendous value in your employees posting their own photos as they are more authentic and natural, reducing any feeling of “forced fun” that photos from your company’s official account sometimes express.

How to encourage posting: For notable events, create and promote a hashtag for employees to use when sharing photos. That way, employees’ social networks are able to trace the photos back to your company.
2. Company News
Did you just raise a round of funding? Maybe you just opened a new office? Any positive change or update about your business is great material for a post that employees will be proud to share on their social platforms.

What’s the value: When employees share their genuine excitement about the success of your business online, it’s always a good sign that they’re engaged and committed. The more they share about your growth, the more you’ll grow.

How to encourage posting: When announcing updates to your organization, create pre-drafted messages for each social platform that your employees can easily use to share the great news. It never hurts to include images as well!
3. Milestones and Promotions
As a company, you’ve invested in the growth and retention of your employees. They should be proud of their growth, so why not give them the go-ahead to show off their success through posts about personal milestones and promotions?

What’s the value: If your employees are excited to share the growth they experience at your company, they’re definitely engaged. Better yet, their networks will see you as an organization that promotes individual growth, building your reputation as a respected employer.

How to encourage posting: If posts about an employees promotions alone seem awkward, encourage employees to post about hitting personal milestones like anniversaries, certifications, or attending an upcoming conference. Remind them to tag the company!
4. Product Services
While your marketing team is hard at work finding places to promote your product or service updates, there’s a vital spot they don’t have access to: employees’ social media profiles.

What’s the value: Encouraging your employees to share the success of your platform or service builds buyer confidence in your company. Not to mention, it helps share your name and assist the sales process.

How to encourage posting: Educate your sales and client success teams on the value of building a personal brand on their social media, especially LinkedIn. Help them craft posts that address pain points and buyer needs in a more personal and conversational tone.
5. Employee Referrals
Leveraging employees’ professional networks is a great way to fill your team with more high-performing candidates. In fact, a study conducted by SHRM showed that referrals remain the top source for talent accounting for 45% of new hires last year.

What’s the value: Tapping into your referral network is a great way to attract talent that will add to your company culture and drive your company forward. It also reduces the high costs of external recruiting agencies and career search sites.

How to get them: While you can encourage employees to post about open positions, the most effective and efficient way is to set up an employee referral program.






In tandem with your new push for engagement on social, consider creating a social media policy to ensure employee posts align with the company’s values and expectations. Your employees can show how much they love your company and you reap the benefits of their social media posts and grow your employer brand. Once you’re all set, don’t be surprised to see the sales calls, job applications, and press inquiries come flooding in!

### 5 Considerations for Your Company Relocation Policy

With the race to attract and retain employees as competitive as ever, companies have learned that great talent knows no borders.
Today, it’s not uncommon for remote hires to agree to work from home and travel to the office when needed. But for many roles, regular in-person interaction might be preferable. In situations like these, a company relocation policy is an important tool to have on hand.
Consider these five elements when building your relocation policy to ensure it aligns with your company culture and hiring strategy.

1. Recruiting Guidelines
It’s important to clearly define provisions for when it is acceptable to pursue out-of-state candidates. Whether it’s always an option for any role, only permissible once the search for a local candidate has been exhausted, or only an option for highly competitive departments (ie. engineering or executives), your policy should clearly state the terms and conditions under which a hiring manager is permitted to offer a relocation package.
This provision will ensure that every department is treated fairly, and no promises are made during recruitment that cannot be kept. This should also include guidelines for interviewing out-of-state candidates, such as what expenses will be covered for travel and accommodations. Work with your finance team to determine a fair budget for employee relocation.

2. Reimbursement Package
The reimbursement package is the most important element of a relocation policy, but it is often vague when it should include the bulk of the policy’s specifics. Depending on how you approach it, you may decide to create an accountable plan, where the employee must adequately report their expenses and provide receipts. Alternatively, you might offer a nonaccountable plan, providing a fixed amount to spend as they see fit on relocation expenses.
Consider these questions you’re crafting your reimbursement provisions:


What amount should employees receive at each level of experience (e.g., entry level, management, etc.)?


What aspects of the relocation should be covered (e.g., movers, housing, transportation)?


How will we handle household relocations (e.g., temporary housing, spouse job assistance, childcare support)?


Once you have an idea of the different factors you may encounter, you can begin to establish guidelines for what you will and will not cover. For example, you may be willing to cover any fees associated with the termination of their current lease, but you will not provide reimbursement for vehicle relocation. You may also categorize different employee types to account for things like job level or role type. This will differ from company to company, but we suggest you work closely with your finance team and legal advisor to ensure your policy is comprehensive and compliant.

3. Market Salary Averages
A role in the suburban midwest may receive a significantly lower salary than the same role in a more urban area, and it is important to be aware of these discrepancies when hiring an out-of-state employee. While $35,000 may represent a comfortable income in Kalamazoo, Michigan, that salary would not allow for the same quality of life in San Francisco or New York. On the flip side, someone relocating from a metropolitan center might be facing a pay cut to relocate to a more rural area.
It’s important to talk through market averages with your candidates and be prepared to make adjustments to ensure their quality of life will not suffer from relocation. However, be careful not to offer an unfair advantage in your negotiation. A new hire should not make significantly more than their direct peer simply because they came from an area with a higher cost of living.

4. Taxation
Whether you offer an accountable or nonaccountable reimbursement plan becomes especially important when it comes to taxation. Relocation reimbursement is considered taxable income to employees, and you can choose to deduct the taxes from the fixed amount up front, otherwise you must report the amount of this benefit when you complete the employee’s Form W-2.

5. Internal Relocations
When you open up multistate office locations, it’s likely that some of your existing employees will relocate to the new office. Ideally, this relocation will follow the same provisions as new hire relocations, but if there are any amendments or exceptions, be sure to highlight them with your employees. As relocation can be expensive, you might consider adding a condition that an employee who leaves the company, voluntarily or involuntarily, within a certain period of time will agree to return the final reimbursement to the company.

Relocation policies look different at different companies, but it is crucial to document your unique conditions for relocation so that you’re prepared when teams seek to bring on an out-of-state candidate. If all candidates and employees understand your policy, there is less room for error and more opportunity to enrich your candidate pool.

### Why Your Company Needs a Strong Sick Leave Policy

What starts as a tickle in the back of your throat can quickly evolve into a bigger problem. With flu season upon us, it’s the most popular time of year for sick day requests. But when there’s work to be done, it can be hard to pick between not falling behind and prioritizing your health.
As an HR professional, it’s in your best interest to keep sick employees at home—you don’t want employees operating machinery while taking medicine that causes drowsiness and you certainly don’t want their sickness to spread. That’s why it’s so important to have a sick leave policy so employees know when to stay home. Here are some pointers for creating your own sick leave policy and encouraging employees to get the rest they need.   

What Is Sick Leave?
Sick leave is a type of paid or unpaid leave that gives under-the-weather employees time to rest and recover. While there is no federal law requiring employers to offer paid sick days, ten states and Washington D.C. require the benefit. Arizona, California, Connecticut, Maryland, Massachusetts, New Jersey, Oregon, Rhode Island, Vermont, and Washington all mandate that employers offer paid sick time.

Going above and beyond to help sick employees has become contagious. According to the Bureau of Labor Statistics, 74 percent of employees have access to paid sick leave. Last January, in the height of cold and flu season, almost 4.2 million workers missed work because of an illness, injury, or medical appointment. You never know when an employee will fall ill, but it’s important to give them time off to focus entirely on getting better. Most commonly, companies give employees a set number of paid sick days or allow employees to accrue them based on hours worked. Workers may also choose to use any remaining vacation days to continue getting paid while they rest.

Sick Leave and the FMLA
If employers don’t offer paid or unpaid sick leave, employees may be covered under with Family and Medical Leave Act (FMLA). The FMLA allows workers to take up to 12 weeks of job-secured time off to rest, heal, and address a “serious health condition.” Unfortunately, the FMLA does not cover common colds or the flu. An eligible health condition is an illness or injury that meets one or more of the following criteria:


Incapacity due to pregnancy and prenatal care


Chronic health conditions, like asthma or diabetes


Permanent or long-term conditions, like Alzheimer's or a stroke


Treatments and recovery time that would last more than three days, like dialysis or chemotherapy



If your company has more than 50 full-time employees, you’re legally required to offer FMLA leave. Make sure your employees know if they qualify for FMLA leave and let them know if they have any leftover accrued paid sick, vacation, or personal time to use if they prefer.

Sick Leave and Telework
Because of modern technology, it’s never been easier to stay connected to the workplace—even when you’re sick at home. Before laptops and smartphones, sick days were spent sleeping, watching bad daytime television, and slurping down chicken noodle soup. Now, sick days consist of logging on from bed, replying to emails intermittently throughout the day, and squeezing in a few hours of work between naps to avoid the anxiety that comes with falling behind on work.

Whether this is a good or bad thing is up for debate. While telecommuting is a great way for employees to keep up with work while at home, it can also make employees feel obligated to be online, even when they should be getting rest.

How can HR help sick employees? Start by having a clear, detailed sick policy in your employee handbook so employees know how many sick days they can take and who to notify when they’re feeling under the weather. Train managers to set expectations around sick days and encourage them to let employees get the rest they need to get better. One of the best ways to enforce policies is from the top down, so have managers set the standard by logging off and unplugging when they’re feeling under the weather.

HR is often tasked with keeping employees happy and healthy. Offering generous sick leave and telecommuting are just two ways to keep your employees engaged. Clear, detailed policies help set expectations and help you build a better work environment. Read HR's Guide to Company Policies for tips on giving your old policies a refresh.

### Everything You Need to Know About HR Salaries

With the exception of finance, HR is the department most familiar with employee salaries. It should come as no surprise that HR professionals know how to negotiate for competitive compensation. In fact, the Bureau of Labor Statistics (BLS) estimates that HR specialists bring home a median amount of $59,180 and HR Managers an impressive $106,910—well above the cross-industry median of $44,668.



According to Namely’s database of over 1,000 companies, the average HR salary across all levels of experience is $94,949. That’s quite promising, but we wanted to dig deeper. In the HR Careers Report 2019, we set out to understand how company size affects compensation, which job titles receive the most competitive salaries, and how HR professionals are valued at each stage of their career. Here’s what the data had to say.
Impact of Company Size
It’s fair to assume that more established companies typically offer more competitive salaries than their smaller counterparts. The BLS shows that the average hourly worker at a company with 500+ employees earns nearly twice the total compensation of an employee at a company with under 50 employees. It seems pretty cut and dry, but when it comes to HR, our data revealed an interesting trend at play:


Data reveals that non-managers hoping to optimize their earnings should look for companies with 1-50 employees or more than 750 employees. Conversely, earnings for non-managers is lowest at companies with 50-750 employees. This may be because smaller companies often have small but nimble HR teams, with one or two critical members. As more senior HR representatives join the team, the average non-manager salary likely decreases as a result.
On the other hand, managers earn more as their company grows. At 1-200 person companies, HR manager salaries increase with overall headcount. Managers see a spike in earnings at companies with 300-500 employees, where increasing team size and direct reports can earn them nearly $150,000 per year.

Job Title & Function
Job titles are indicative of career advancement and company status. To gauge trends in compensation, we started by looking at the salary data for the most common job titles in HR.



Unsurprisingly, upward mobility in title or level is rewarded with appropriate compensation. This data confirms that the HR career trajectory is promising for anyone looking for long-term advancement. However, this analysis also revealed another surprising trend. The HR and recruiting functions appear to be valued differently in the modern workplace.


HR coordinators receive a lower average salary than recruiting coordinators. That said, HR coordinators also have more than double the tenure. This trend extends up the totem pole all the way to the manager level. Recruiting is a fast paced and high demand function, so compensation may be commensurate. However, it might also indicate a need to put more value on engagement and tenured HR professionals who strive to build better workplaces.

What This Means for HR
With an average ratio of one HR employees for every 50 employees, a company in the sweet spot may have only one or two people leading their core HR function. With such a small team, it’s possible that job titles deemed “mid-level” actually represent the most senior HR roles within the company. As overall headcount grows, managers and non-managers alike should use these findings to inform potential career moves, either internally or with another company.

### Are Women in HR Paid Fairly?

One of the most pressing issues in HR and employment law is gender pay equity. Across all industries, research shows that women make less than their male colleagues, or 76 cents to the dollar. Because of their influence over employee compensation, it’s often said that HR professionals are best equipped to stomp out the problem.


Is the pot calling the kettle black? Up until now, few have considered whether HR itself has a pay equity problem. In Namely’s HR Careers Report, we looked at our database of over 1,000 companies and 200,000 employees to identify trends in demographics, compensation, and more—specifically for HR practitioners.
Closing the Gap?
According to the report, HR is not exempt from the pay equity issues other industries face. Though the disparities are smaller than the national average, women in HR make, on average, 13 percent less than their male counterparts. For context, 71 percent of HR professionals are women.

There appears to be an age component to the pay gap as well. Though the gap remains narrow when young professionals are compared, it widens significantly at age 45. Why the dramatic shift? Our theory is that this delayed gap reflects a return to the workforce by women who have taken time off to start a family. This so-called “motherhood penalty” has been tied to issues beyond compensation, with one Harvard study finding that returning mothers were 6 times less likely to be hired, and even receive 20 percent lower ratings come review season.

Source: Namely, HR Careers Report 2019
In addition to looking at how salaries differ by gender, our report also studied how the average HR salary varied by company size, title, and geography. You can learn more about those findings here.
Reason for Optimism
Even though the Equal Pay Act has made pay discrimination illegal since 1963, disparities persist. While HR might be slightly ahead of the curve when it comes to managing its own pay equity (11 percent versus the national 20 percent), any gap is still bad news. Thankfully, with emerging legal and technology trends, there might be reason for optimism.

Local lawmakers are starting to take a novel approach to addressing the pay gap: banning the use of salary history in compensation decisions. The theory behind this approach is that if past disparities can’t be used to determine compensation, and a job’s worth is strictly a preset number, the gap effectively resets.

In 2016, Massachusetts passed the first such ban. Since then, California, Oregon, Delaware, and the cities of Philadelphia, New York, and San Francisco have followed suit. The flurry of legislative activity led many to dub 2017 the “year of equal pay.”
Technology has also made it possible for HR teams to more easily identify pay disparities. Analytics tools have made it possible for employers to readily report on salaries and promotions by gender and ethnicity. Far from simply reporting on traditional HR metrics like turnover, modern day teams are watching metrics like pay equity, employee Net Promoter Score, and career path ratio. These tools, coupled with the rise of salary benchmarking services that give job applicants and sitting employees a sense of their actual worth, suggests technology could play a pivotal role in closing the gap.



Those are just some of the findings in Namely’s new HR Careers Report 2019. Think you know HR? Read the full report on HR demographics, titles, salaries, and more by clicking below.

### 5 Tips for Building a Secure IT Policy

If safety is the best policy, IT security follows closely behind. Out of all the policies in your handbook, few are as critical. While security policies don’t get much fanfare when they work well, botching them can have dire consequences. Look no further than the latest high-profile data breach in the headlines for an example of what can go wrong.


We sat down with Daniel Leslie, Namely’s Director of Information Security and Technology, to find out what makes a strong policy. Below are some of his tips for HR professionals looking to tackle the job for the first time.
1. Don’t Use Company Size as a Reason to Procrastinate
When is the right time to get started on your IT policy? Yesterday—regardless of how many employees you have. Even small businesses can be responsible for information belonging to hundreds, if not thousands, of clients. Don’t wait until hitting an arbitrary headcount number to get serious about security.

Understandably, resources are short at smaller companies or fast-paced startups. If you’re strapped for time, jump into building an incident response plan first. This outlines the company’s response to a range of incidents—everything from a misplaced laptop to full-scale hacker assault.
According to Leslie, this is one area in particular smaller companies can’t brush off. “Things are going to happen, for better or worse. You need a structured way to manage those events.”
2. Include the Fundamentals
So you’ve decided to draft an IT security policy. There are number of key things you’ll need to include for it to be successful.

First, establish an access control policy. Access control is the process of determining who gets access to sensitive information. For example, your marketing team likely doesn’t need day-to-day access to the same information as finance or billing. A sample access control policy might look something like this:
Sample Access Control Policy: 
"[Company] will provide all employees and other users with the information they need in order to carry out their responsibilities in as effective and efficient a manner as possible. Access to private information will be limited to authorized persons whose job responsibilities require it, as determined by an appropriate approval process, and to those authorized to have access by local, state, or federal law."
In addition to access control, be sure to address acceptable use in your policy. This term simply refers to what employees are permitted to do on a laptop, device, or any other company resource. That means setting ground rules on what type of programs employees are permitted to download, what kind of websites they access, and even whether they’re able to use removable media like flash drives or USBs. For most companies, a simple bulleted list might be enough here.

Last but not least, make sure your policy follows local and state requirements. Oftentimes these rules are industry-specific. For example, New York businesses within the financial services industry need to meet robust, state-mandated cybersecurity requirements. While every jurisdiction has its own rules, here’s a rule of thumb: the more sensitive information your company manages, the more likely it is that you’re in an industry with legal minimum requirements.

Even though we just scratched the surface, that’s still a lot to take in. Give yourself a head start by using some of the free policy resources available online. One reputable source Leslie recommends is the SANS Institute, which features an exhaustive list of templates here.
3. Gain Manager Support
You won’t get anywhere acting like a one-person enforcement agency. You’ll need executives and managers to serve as your policy champions and to “practice what they preach,” as Leslie puts it. Focus the bulk of your energy training people leaders, and then empower them to serve as your eyes, ears, and even voice on the ground. For small HR or IT teams, doing so is more a necessity than a tip.

And new hires—what sort of training should they receive?

“Workshops, not trainings!” Leslie has a strong opinion on the matter. To him, the best sessions are collaborative and not just rehearsed messages from the top-down. He runs his security workshops in-person as part of new hire onboarding, serving more as an informal moderator than hard nosed instructor. “You can say, ‘here are the mechanisms in place and why we have them,’ but make sure employees feel safe and empowered to question them.”

If security is a shared company value, workshop participants need to feel like they actually have a direct impact on the matter. Don’t go into these meetings with enforcement on your mind—instead, focus on what Leslie terms “enablement.” He finds that even the word “enforcement” can cause employees to become defensive, and not receptive to the session.

Leslie recommends a lighter touch. “Instead, the message should be ‘here are the expectations, we’re here to do all we can to enable you to follow them.’”
4. Consider Introducing a "Clean Desk Policy"
Don’t forget that an effective security policy goes beyond just what’s displayed on a screen or stored in a hard drive. Be sure to include a “clean desk” rule in your policy, which is exactly what it sounds like. In the interest of protecting company and client information, employees should keep any loose folders or papers locked away in their desk.

To encourage that behavior, you can do your part by having a paper shredder onsite for employees to use. If your company handles a lot of paperwork on a daily basis, there are services that will provide you with secured bins that later get hauled away for shredding.

Why wait for spring to start cleaning? If employees are already buried alive in clutter, hold an office party for them to spruce up and bring order to their inner hoarder. It’s also a great way to spread awareness of your clean desk policy.
5. Stay in the Know
Even if you don’t have a full-time IT or security professional on payroll, it’s important to stay current with new rules and best practice. Leslie recommends adding one or two security newsletters to your weekly HR reading list. You can also subscribe to the Namely newsletter for HR and policymaking tips, as well as compliance updates.
Additionally, don’t be afraid to turn to your own network. You aren’t the first HR professional to think about IT and security, and you won’t be the last. Groups like HR Open Source provide their members with an open forum to ask questions and get feedback.



To be successful, HR professionals often need to wear a lot of hats—one of those being of a technology pro. Even when full IT teams exist at a company, HR will still need to work closely with them to protect the company and employees against security threats. Unfortunately, the two teams don’t always see eye-to-eye. One survey found that 56 percent of IT professionals believed they didn’t receive enough support from HR to do their job effectively.
To help solve that problem, Namely partnered with BetterCloud to publish a new white paper, HR and IT: The Engine Behind Employee Experience. Inside you’ll find how to make security a part of your organizational culture and how to ensure HR and IT are in lockstep through the employee lifecycle. Click below to download the free white paper.

* The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.

### Where Does HR Receive the Highest Salary?

In today's dynamic HR job market, our comprehensive HR Salary Comparison and state-wide analysis offer valuable insights for HR professionals considering career growth opportunities and strategic HR planning. If you are considering a new job and if relocation is an option, you can now review the average HR salary of different regions.

Our state-wide analysis for HR compensation provides a clear picture of HR salary trends across the United States. For business owners, this is a valuable resource for understanding the HR job market analysis and planning HR career path development accordingly.

Utilize our interactive map to visually explore HR salary data across the United States, aiding in strategic decisions for HR services placement and understanding regional HR career growth opportunities and also reveal the highest and lowest paying states for HR roles in the United States. .



Below, we reveal the highest and lowest paying states for HR roles in the United States.


Highest HR Salaries by State
Across Namely's database of over 1,000 companies, the average HR salary is $94,949. While Connecticut is the highest paying state in the US, California, New York, and Massachusetts also came out above the fold. Considering that these jurisdictions have some of the most intricate employment legislation in the country, this is not entirely surprising. The $15 minimum wage in California to workplace lactation room requirements in NYC, HR professionals in these states are faced with a full plate of compliance hurdles in addition to their daily duties. If you’re up to the challenge, these states offer ample compensation for the job at hand.
U.S. States with the Highest HR Salaries 
1. Connecticut - $127,128
2. Indiana - $117,424
3. California - $111,402
4. New York - $106,032
5. Massachusetts - $102,243

Lowest HR Salaries by State
On the flipside, states with a notably lower cost of living pay their HR employees on the lower end of the curve. However, as the value of HR becomes increasingly recognized, these states will likely follow suit. Until then, it comes as no surprise that these states—among the lowest-paying across industries according to the BLS—trend below average on the salary front.
U.S. States with the Lowest HR Salaries 
1. Arkansas - $48,743
2. South Carolina - $55,070
3. Wisconsin - $60,098
4. Alabama - $60,386
5. Nevada -  $62,112

HR Salaries in Major U.S. Cities
While the geographic factors like cost of living and demand for talent impact HR salaries, some cities have significantly higher U.S. salaries than the rest. Here’s how the major cities stack up:
Highest Average HR Salaries by City
1. New York, NY - $111,260
2. San Francisco, CA - $104,284
3. Seattle, WA - $83,720
4. Austin, TX - $77,426
5. Atlanta, GA - $71352
6. Los Angeles, CA - $66,059

With New York City and San Francisco in the lead, it is clear that these metropolises are putting a high premium on HR talent. While these cities do have a higher cost of living, local HR professionals are at the forefront of managing HR in new industries, like high-growth startups. As these landscapes put an increasing value on HR, these cities may be the perfect spot to launch the next stage of your HR career.



While salary is only one part of the picture, it’s an important factor to keep in mind as you plan for future career development.

Using this tool will provide an important piece of insight into the current salaries for HR professionals which should help to paint a comprehensive picture for business owners. Understanding these factors is essential for strategic HR planning and recognizing the value of HR professionals in different regions.

### Considering an Office Pet Policy? Start Here.

The office has gone to the dogs. Well, that’s what it seems like given the growing number of pet friendly workplaces today.


Attempts to quantify how many US employers allow pets on premises yield varying results. According to the Society of Human Resources Management, it’s only 7 percent. Per the American Pet Products Association, it’s much more: 17 percent. But what the surveys all agree on is that the practice is on the rise, in part due to the widely publicized workplace policies of companies like Google and Amazon. In an effort to stay relevant in a doggedly competitive recruiting environment, businesses are turning to new ways to win-over prospective talent.
Just in time for Take Your Dog to Work Day on June 22, here are the steps you need to follow when implementing your first-ever pet policy.


1. Weigh the Benefits—and the Risks

When polled, 75 million Americans opined that having pets in the workplace would positively impact their mood and productivity, and even how well they got along with their colleagues. Pets can act as social catalysts, with one study finding that they made employees more attentive, friendly, and collaborative. The presence of dogs in particular has been found to dramatically lower stress and even promote better organizational skills.
From pet to identity theft insurance, Namely helps you boost your plans with unique benefits.

On the flip side, there are clear safety and health risks. Concerns with pet hygiene and the potential for biting often doom pet policies from the start. Keep in mind that most general liability policies exclude animals, but commercial property insurance does cover damage to office space that is caused by pets. There are legal risks too, and they’re nothing to sneeze at—in one lawsuit, an allergic employee alleged that her employer violated the Americans With Disabilities Act (ADA) by not amending their policy to accommodate her.

Consider the nature of the work at your office. By definition, not every workplace is equally pet friendly. Though office environments are generally safe places for pets, spaces with fragile or dangerous equipment are likely not. In other words, no bulldogs in china shops.
2. Get Feedback & Draft a Policy
Though the data shows that pet policies are increasingly popular with American workers, every workplace is different; get a lay of the land before formalizing yours. Survey employees to gauge their feelings on the matter and identify allergy risks. If the results are decidedly mixed, consider drafting a more conservative policy by allowing pets only once a week or month. Doing so will likely prevent an uproar from pet lovers if you later withdraw the program entirely.
There are a number of stipulations you should consider including in your policy. Smaller organizations may opt to keep it short and simple, trusting pet owners to use their best judgement. For everyone else, consider doing the following:

 	Designating an area or room where pets are either contained or off-limits
 	Requiring employees to provide proof of vaccination
 	Creating an “interview” process where pet behavior is observed beforehand
 	Barring pets from meetings
 	Establishing a place outside for pets to...answer nature’s call
 	Creating a “three strikes” policy for pet violations, but a “one strike” rule for bites

There are a number of more practical matters to consider as well, like species and size. Dogs, cats, fish, and even piglets have been spotted in the modern day workplace. Being specific in your policy might just save you the trouble of having to escort a colleague’s boa constrictor or emu off the premises. As silly as it sounds, consider including a weight limit as well. An Old English Mastiff can weigh as much as 350 lbs and reach 8 feet in length.
Because the Equal Employment Opportunity Commission (EEOC) hasn’t yet deemed species or breed size a protected class, take this unsolicited legal advice: we think you’ll be in the clear.
3. If Needed, Consider Alternatives
Despite their well-documented benefits, pet policies aren’t for everyone. Even if your workplace is warm to the idea, your landlord might not be. Plenty of office lease agreements have strict, zero-tolerance policies when it comes to our four-legged friends. What’s an animal lover to do?
Fret not, there are a few ways to keep employees feeling warm and fuzzy without actually having pets on premises. Organizing regular volunteer days at the local Human Society or animal shelter is one route. When looking for a place to host your company’s next happy hour, consider venues that are pet friendly—here are just a few of our favorites in New York.
Learn how Namely's ‘best-in-breed’ consulting and technology makes employee benefits simple.
Being more accommodating as an employer can also go a long way to supporting pet owners. Pet insurance is an increasingly common employee benefit in the US, with enrollment growing 12 percent annually since 2014. Offering the benefit, as well as providing bereavement leave for the loss of a pet, are two low-cost ways you can make animals a part of your culture without actually having them in the workplace.



Increasingly generous pet policies are becoming the norm in start-ups and are quickly catching on at larger companies. While they aren’t for everyone, the positive impact animals can have on employee morale, creativity, and collaboration is well documented. Weigh your options carefully. Given enough time, don’t be surprised if your furry colleagues turn out to be your company’s most valued contributors.

### Employee Performance Review Questions

Successful performance reviews require a clear dialogue between the interviewer and interviewee.
Both parties have important information to give to the other, and asking the right questions is just as important as gathering the feedback from them.
Consider the following employee performance review questions to gather more detailed information on an employee’s work approach, specific incidents relevant to their review, and how employees feel about their job, their team, and their manager.

Employee Self-Review Questions
Performance reviews typically focus on the feedback given to an employee by their managers, but the information you don’t have is the employee’s perspective.
Use these questions to get a better understanding of how employees view their performance and uncover new information that impacted their performance.


Do you have any questions about the feedback you received in your last performance review?


Have I given any feedback that you do not fully understand or that came as a surprise to you?


Did I give you any feedback that you thought was unfair or inaccurate?


What is your biggest motivation for the work you do?


Are you getting everything that you need in order to do your job effectively and to enjoy your time here while working?


What accomplishments are you most proud of this (year)(quarter)?


What did you hope to accomplish by this point? How much progress did you make toward your goals?


What was your biggest contribution to a project or team this (year)(quarter)? How did you contribute? What was the impact?


What do you hope to accomplish in the next (year)(quarter)?


What tasks and projects have you enjoyed working on the most this (year)(quarter)?


How do you see your job relating to our company’s performance this (year)(quarter)?



Employee Mentorship and Training Questions
Some of the most important questions to ask reveal how effectively your employees feel they have been trained, mentored, and given feedback.
These questions will show you how well your employees are being supported by their managers and where they could use more support.


Have you received enough feedback to perform effectively over the course of this (year)(quarter)?


What feedback, training, or mentorship do you think would have better prepared you for the challenges you faced this (year)(quarter)?


What feedback, training, or mentorship helped you the most? Who gave it to you and why do you think it was so helpful?


Generally, where would like more feedback, training, or mentorship to better understand and enjoy your role?


What skills would you be interested in improving with the support of a mentor?


Do you have any questions for your leadership team?


Are you benefiting from team meetings? How do you think meetings could be run more efficiently/effectively?



Behavioral Performance Review Questions
Behavioral performance review questions provide key insights into how an employee approaches and works through important projects and challenges.
Use these questions to get more insight into how your employees work through tough projects, problems, and situations.


Tell me about the process of achieving your biggest accomplishment this (year)(quarter). What helped you the most and what got in the way? Was there any point when you thought you might not hit the mark?


Tell me about the circumstances leading to your biggest setback this (year)(quarter). In hindsight, is there anything you could have done differently to avoid this setback? Is there anything that a co-worker or manager could have done differently?


Tell me about the most helpful training or feedback you received this (year)(quarter). Why was it so helpful?


Tell me about a time when you had a disagreement with a coworker on the best way to complete a task or a project. What happened? How was the disagreement resolved?


Tell me about a time when you disagreed with your manager about the best way to complete your work. How did you communicate your point of view to your manager?


Which tasks do you find taking longer than they should? Why might that be the case?


Tell me about a time when a project or task was much harder than you anticipated. What made it so hard? How did you overcome the difficulty?



Performance Review Questions for Managers
Managers have a huge influence on employee effectiveness and Gallup reveals that 75% of voluntary turnover is related to the employee’s direct manager.
These questions will help you start a dialogue with managers about their performance directing, training, and mentoring employees, and how to improve it moving forward.


What has been your biggest success as a manager this (quarter)(year)?


What has been your biggest challenge as a manager this (quarter)(year)?


What was the most valuable thing you learned from one of your employees recently?


How have your mentorship and training abilities grown in the past (quarter)(year)? Where can they still improve?


Tell me about a time when you made a judgment call that ended up being wrong. How did you remediate the error?


How effectively do you believe you are conducting performance reviews for your team? How might you make your performance reviews more effective?


When an employee was not meeting their performance benchmarks, how did you help them improve? How did you ensure they didn’t become discouraged?



Employee Outlook and Retention Questions
Performance reviews are an opportunity to learn more about the outlook of your employees and have conversations about what will be required to retain them.
Use these questions to learn more about how your employees feel about their job, their place in the larger company, and where they see themselves in the future.


What do you hope to accomplish in the next month? The next six months? This coming year?


Do want to take on more or more complex projects? How prepared are you to take on this work? What is your plan to become prepared enough?


What position do you hope to move to next in this company? Does this company offer the position that you want to hold next in your career?


Can you describe our company culture? How could the culture here be better for you, your team, and everyone here?


What can I do to make your job easier and more enjoyable?


Where do you find yourself consistently losing time at work?


What adjustments would help you to be more productive and happier at work?



Effective employee performance reviews should be a two-way exchange of information, not just a manager presenting feedback to an employee. The better you can understand how an individual employee approaches work challenges, the better you can understand where this employee needs further guidance. These performance review questions can help teams better measure an employee’s ability to accomplish specific objectives and take on even more challenging projects in the future.

This article originally appeared on Lever.

### How to Implement a Workplace Safety Policy

We’ve all heard that safety is the best policy. For companies and HR teams alike, that old adage rings especially true. Work-related injuries cost businesses an average of $62 billion per year in lost productivity and workers’ compensation costs.Workplace safety isn’t a perk, it’s a baseline expectation—and employers are the ones responsible for ensuring that it’s met. But when it comes time to actually put your safety policy on paper, where do you begin? Below we’ve outlined how to draft and communicate your first workplace safety policy.

1. Set Attainable Goals
Before diving in, think through the purpose of your workplace safety policy. While your business might already be required to maintain one by the Occupational Health and Safety Administration (OSHA), there’s more to safety than just filling compliance checkboxes.Depending on your industry, you’ll have your own ways of measuring success. Are you hoping to reduce office slips and falls by 50 percent? Your company’s goals will vary by the nature of the work performed and your company’s track record. Just be realistic.“Zero injuries is not a realistic goal,” says Jay Shelton, a senior vice president at Assurance, a risk management firm. “However, setting a goal to see a reduction of lost time injuries by 10 percent from the previous year allows your company to focus on minimizing the severity of injuries while also incorporating an element to improve from the previous year,” he says.Not sure which hazards to prioritize? One place to start is by reviewing OSHA’s annual top 10 list of violations, and seeing which ones relate to your workspace.
2. Get Leadership’s Input
For employees to get behind your policy, you’ll need management input and buy-in. While they’ll have suggestions for attainable goals, they’ll also be able to provide guidance in other ways. If you have a legal team, they should serve as your partner in vetting and reviewing policy language to ensure compliance with OSHA, state, and local requirements. Marketing leadership, on the other hand, might be able to support your team with internal communications and branding.Having a hard time getting leadership's attention? Make a business case for having a policy on the books. If you’ve had past incidents, cite those workers’ compensation costs as part of your case. Be sure to remind executives—perhaps most importantly, your chief financial officer—of how injuries can impact overall healthcare costs. A Harvard study found that injured workers’ health insurance claims were significantly higher three to six months after an injury, even with workers’ compensation. Come renewal season, that higher utilization rate will mean higher insurance costs for the business and the rest of your workforce.
3. Draft Your Policy
We’re all for redefining human resources—just look at the name of our annual HR conference. But when it comes to creating a workplace safety policy, there’s no need to reinvent the wheel. Safety policies have been drafted and enforced by HR teams since the profession’s early days. Start with a template policy and customize it to match your company's needs.Policy templates are easier to find than you think. Start by asking your professional network for inspiration. If you’re a member of an HR association like the Society for Human Resources Management (SHRM), you already have access to hundreds of unique tools and policy templates. If you’re not a member, no worries—we’ve got you covered. Just use the template below as a starting point.


4. Drive Engagement
There’s no single best approach to communicating your policy. It’ll take a variety of strategies to get the word out. But as the saying goes, “location is everything.” Place updated signage in the break room, near time clocks, and near any heavy equipment.One method used by businesses to drive engagement is to recognize and reward teams or individuals with good safety records. If your company uses an intranet or company newsfeed, that’s a great place to do so. But rather than waiting for a set period of time (e.g., giving out a “safe employee of the month” award), consider opting for a more spontaneous approach.“Your sincerity goes a long way. A face-to-face ‘thanks’ has more power than you might think,” says Julie Copeland, CEO at Arbill, a safety consulting firm. “Following up your heartfelt thanks with a little letter, bonus or gift, especially if their positive behavior continues, is the most effective way to use incentives as motivation,” she says.
5. Check Yourself
Like any other major initiative or policy rollout, your workplace safety policy merits retrospective analysis. After a year, review your OSHA 300 logs to see where problems persist. This critical compliance form lists employee injuries and must be prominently displayed in the workplace between February 1 and April 30 each year.If you’re noticing that specific departments or types of accidents commonly feature in your logs, get to the bottom of the issue. Interview employees and diagnose issues and risks using OSHA’s helpful self-inspection checklists.

Ensuring that employees are healthy and safe at work is one of your team's most essential responsibilities. But as any HR professional knows, your workplace safety policy represents just one small part of your overall company handbook.Whether you're looking to revamp your vacation policy or considering a company dress code, we've got you covered. Read HR's Guide to Company Policies and learn how to write and implement policies that help build a better workplace. 

### How to Drive Engagement on 'Super Bowl Monday'

We all know about Super Bowl Sunday. But what about Super Bowl Monday? That’s right—many have suggested that the day after the big game should be a national holiday. Heinz even created a petition.

According to a recent survey by Robert Half, 27 percent of employees will skip work after the Super Bowl. We set out to determine whether employees are officially requesting Monday off as a day of PTO. Looking into our database of over 350,000 employees, it turns out that there is no significant hike in PTO taken the Monday after the Super Bowl.But just because employees are not making their vacation request official, it doesn’t mean that company productivity won’t be a concern for HR. Productivity will likely take a timeout after a long night of celebrating (or mourning) the results of game day. In fact, the aforementioned survey also reveals that 72 percent HR managers think the Super Bowl should be a paid company holiday.Assuming your office is staying open on Monday, HR can play a big part in helping employees keep their eyes on the ball. Consider these five tips to help your team beat post-game burnout. 
1. Embrace the Inevitability
The reality is that most of your employees are going to be at least a little bit tired, distracted, or moving more slowly than on a typical Monday. While you can’t force employees to stay focused, understand that Monday may well be a quiet day of mindless tasks for many employees. If you can accept this, you can offer thoughtful incentives to help engage employees throughout the day. 
2. Arm Employees With Fuel
If past Super Bowls have led to employees trickling into the office much later than usual, incentivize their attendance with fresh bagels and coffee on Monday morning. Nothing gets employees up and moving like a company-sponsored “breakfast of champions” (in fact, we do this every Monday at Namely). This will help drive employees to start their day bright and early and give them an opportunity to rehash game highlights with coworkers. 
3. Stock the Front Desk
In general, it’s a great idea to keep a small stash of ibuprofen on hand whenever a headache might arise. Whether employees celebrated a little too hard, punched the table after a bad play (party foul!), or simply couldn’t sleep because of their spouse shouting at the TV all night, anything you can do to help them get through the day will be a touchdown. 
4. Plan Ahead
Work with managers to ensure that no major deadlines fall on Super Bowl Monday, as we’ll call it. Employees are unlikely to be at full capacity the day after the big game, so try to move any critical deadlines to account for the slow day. 
5.  Break it Up
To help boost energy, create opportunities for employees to break up an otherwise long day. Consider screening the best commercials over lunch, or encourage managers to call a timeout and take their team out for a coffee break. If everyone is sitting at their desks, zoned out on their inbox, not much is going to get done.

One HR consulting firm estimates that employees who don’t show up on Monday will cost companies over $3 billion. Don’t be part of that losing statistic. Whichever team you’re rooting for this Sunday, get ready to be the office MVP come Super Bowl Monday. And whatever you do, don’t fumble it.

### HR’s Guide to the Form W-2

If you’ve been in HR for any number of years, you know year-end payroll can be a challenge. Much of that is due to the the Form W-2, formally known as the IRS Wage and Tax Statement. Don't scratch your head just yet. This guide breaks down everything you and your employees need to know to have a smooth filing season.


What is the Form W-2?
This critical IRS document summarizes employees’ annual compensation and deducted taxes, and it is the primary form used when individuals file their annual tax returns. It might also be used by third parties to validate someone’s earnings, like in the case of applying for an apartment or mortgage. In other words, getting the form right matters—which is why over two-thirds of midsize companies just outsource the task altogether.
What does the Form W-2 look like?
The W-2 form has two distinct sections for your employees to fill out. The first section consists of lettered boxes for employee personal information and employer information. These boxes are lettered "a" through "f." You can view this section below.



The rest of the W-2 is populated with financial information and IRS codes. This section is made up of numbered boxes spanning "1" to "20". Be sure that your employees enter their information accurately when completing their tax returns. State and local tax information can be found at the bottom of the form. For a more detailed break down of each individual box, download our full Guide to the Form W-2.



When is the Form W-2 due?
All Form W-2s must be filed and distributed to employees by January 31, or the next business day should the date fall on a weekend or holiday. When the deadline comes, don’t be surprised if employees start mistaking you for a tax advisor. Whether their questions concern specific numbers or the seemingly random codes that populate Box 12, individuals will likely come to you first.



Get ahead of those employee questions with Namely’s Guide to the Form W-2. From Box A to 20, we’ve broken down what each section of the form means and all the nuances you need to consider. Field questions like a certified pro—without giving any tax advice, of course.

### Vestwell Q&A: What Every HR Pro Should Know About 401(k)s

As HR pros, not only are you concerned with making sure employee paychecks hit, you’re also thinking ahead. Helping employees save for their futures—largely in the form of 401(k)—has become an essential ingredient in benefit packages.



Not only are the behavioral challenges of encouraging employees to contribute, but 401(k)s come with a number of headaches, from fees to plan administration to compliance requirements.

In order to make 401(k) offerings as seamless as ever, Namely is thrilled to partner with Vestwell, a leading digital retirement platform. To kick off the news, we sat down with Aaron Schumm, Vestwell’s Founder and CEO, to learn why he’s passionate about transforming the 401(k) experience and hear his best tips for employers and HR alike.


Why did you start Vestwell, and what problem are you aiming to solve?
Aaron Schumm: I’ve been working in financial technology services longer than I’d care to admit—before people even called it “FinTech.” Prior to Vestwell, I co-founded a wealth management software company called FolioDynamix. By 2010 our company had grown to around 30 employees, and I knew it was time to bring in a 401(k) offering.

We worked with a retirement advisor, but having spent so much time in the FinTech space, I had high expectations for what this offering should look like. However, the plan we ultimately implemented was extremely confusing, painful, and expensive. We quickly realized that we were paying 4% in hidden fees, and I found myself wondering if there wasn’t a better solution.

Saving for retirement is crucial for the livelihood of every employee, so there is no excuse for employers not to offer a 401(k). My experience at Folio exposed a need for something better. I wanted to address this need, so I set out to start Vestwell in 2014.
When should companies begin offering a 401(k)?
AS: There is no magic number, but 401(k) plans have become increasingly important to retain and attract employees. Historically, 50 employees has been considered a must for offering a 401(k). I’d argue that the threshold is actually much lower now, and employees expect a retirement plan at companies with 5-30 employees. In short, the sooner you can offer one, the better.




Want to Hear More from Aaron?
We're excited to announce Aaron Schumm will join our lineup of amazing speakers and industry experts at this year's HR Redefined conference. To hear more from Aaron on the future of employee benefits and employer-sponsored 401(k)s, buy your ticket to HR Redefined 2019 and attend his panel, "Making Sense of the ‘Cutting Edge’ Employee Benefits."





How can 401(k)s help drive employee engagement?
AS: Every employee derives different value from a retirement plan, and at Vestwell we make sure none of our clients are given a one-size-fits-all solution. Most retirement providers use the concept of an MEP, or multi-employer plan, which buckets similar industries into one group. The purpose of MEPs is to drive the cost down, but often this model doesn’t account for the unique needs of each company.

When customized to your company, a 401(k) offering is a huge driver of both employee recruitment and retention—especially when the company offers a contribution match. Time and time again, you will hear job candidates ask if your company has a 401(k) plan. It’s a hugely important saving mechanism for employees, and it’s not long until it becomes table stakes for all companies.
What are the biggest challenges companies face when it comes to 401(k)s?
AS: From an HR standpoint, payroll is the biggest challenge when it comes to integrating a 401(k) program. However, by combining forces with an HRIS, admins no longer have to handle much of the manual work that typically comes with 401(k)s. Considering the many compliance hurdles involved, automating the bulk of the reporting process takes most of the manual work off the shoulders of HR.
What advice would you give to someone shopping for their company’s 401(k) plan?
AS: Evaluate carefully, and don’t be afraid to ask questions. What processes will remain manual? Am I going to have worry about employee notices? How will the system integrate with our existing payroll system? Understand your motivating factors, and establish a plan that addresses the specific needs of your business.

Be alert to hidden expenses in vendor quotes. In my previous role, we found that our provider was charging fees that nearly doubled our rates. Most vendor disclosures are confusing and contain a wealth of administrative, technology, and record-keeping fees that were not included in initial estimates. One of our main objectives with Vestwell is to ensure transparency for our clients.
How can HR facilitate a seamless 401(k) experience for employees?
AS: This burden should not fall entirely on HR. The best thing HR can do is offer technology that automates laborious processes and gives employees easy access to their financial information. Our mission is to help make the experience simple and clean by automating payroll integration and employee communications. Users can choose how hands-on or hands-off they want us to be by selecting their level of financial literacy. Whether they want us to do it all, guide them, or let them customize their own investments, we’re always here to help.
What do you think is considered a “good” 401(k) offering in today’s workforce?
AS: Employer match is key. A generous match sets your company apart to candidates and employees. A “good” 401(k) offering should also include auto-enrollment, which means employees are enrolled from the time they are eligible—unless they decide to opt-out. With auto-enrollment, participation increases to 80+ percent, whereas only 40 percent of employees typically enroll when it’s opt-in only. All of this encourages employees to save more. Auto-escalation, which automatically increases contributions over time, can also make a big impact on the lives of your employees.
Given the Vestwell and Namely product integration, what do you think is the biggest benefit for mutual clients?
AS: I think the integration gives clients the total package. HR teams and employees have access to everything they need all in one place. Not to mention, as two tech-forward companies, we’re well equipped to understand and address our clients’ unique set of needs. Between us, we’re going to help lift the burden off of HR by providing top-quality guidance and solutions.



Namely is a provider of human resources, payroll and benefits software and services.  Namely does not provide any investment advice or recommendations, or any other services as a fiduciary (as such term is interpreted under applicable law, including the Employee Retirement Income Security Act of 1974 and the Investment Advisers Act of 1940).

### 5 Interview Questions You Should Never Ask

As a business owner, it's crucial to navigate the complexities of HR compliance during the hiring process. Under The Civil Rights Act, both active employees and job candidates are protected against discrimination based on race, color, religion, national origin, and sex. This guide helps entrepreneurs and small business owners understand which interview questions could potentially lead to legal issues.

You don’t have to be an expert to know that blatantly asking about race or national origin is illegal (and wrong). That said, seemingly innocuous questions can still be tied to a protected trait. Because the Civil Rights Act doesn’t actually include a list of forbidden questions, plaintiffs are offered some leeway in interpreting what constitutes discrimination. We’ve identified some of recruiting’s most common legal “gotchas” below.



1. “What are your hobbies?”
Understanding Discrimination-Free Hiring Practices: What Not to Ask About Hobbies
Interviewing can be stressful on both sides of the table, and it's only natural to want to help candidates open up. That said, steer clear of open-ended questions about extracurricular activities or hobbies. The candidate may end up disclosing that they’re a church volunteer, a social activist, or member of some other organization that could trigger an illegal bias. In some jurisdictions, even something as innocuous as political affiliation is considered protected.

Alternative: There are better ways to gauge whether a candidate will get along with their prospective team. If the candidate is qualified for the role on paper, encourage the hiring manager to take the candidate out to lunch with members of the team. Social interactions like these will give interviewers better sense of whether the candidate is a cultural fit without relying on clichéd questions about hobbies.
2. “How long would your commute be?”
Avoiding Location Bias in Small Business Interviews
While place of residence isn’t considered a protected trait, it can still be used by an interviewer to make inferences into a candidate's nationality or race. Avoid asking about commute time during the interview process, especially if that information isn’t already on the candidate’s resume. “Resume whitening,” or the removal of personal details that might be tied to race, has made it increasingly common for top talent to omit home address.

Alternative: Instead of asking about an individual’s commute, simply ask whether they would be able to work on-location starting at 9:00 AM, or whatever the job requires. Approaching the question this way lessens the chances that the candidate will inadvertently disclose sensitive information.
3. “I went to the same school! What year were you?”
Navigating Age-Related Questions in Small Business Hiring
Go Hurricanes! While basking in school pride is fair game, steer clear from any mention of class year, which can be used to infer age. Given recent trends in recruiting, applicants will likely omit this information from their resume anyway. In addition to situations like these, it's best to steer clear of other questions that could be tied to age, like “How long have you been working?”

Alternative: There are only very limited circumstances in which a candidate’s age is fair game. While it’s permissible for a restaurant to ask if a prospective bartender is “of the legal age to serve drinks” (ages range from 18-21 depending on the jurisdiction), for example, outside of these rare cases it’s best to avoid any inquiry that could spur a candidate to mention their age.
4. “What are you earning in your current role?”
Navigating Salary Discussions: A Key Aspect of Hiring Legalities for Entrepreneurs
Keen students of employment law will rightfully point out that this question isn’t off-limits everywhere the country. That said, salary history bans are the fastest growing trend in HR compliance, with states and cities across the country limiting the role past compensation plays in the recruiting process. Why? By letting past numbers influence future pay, it theoretically perpetuates the gender pay gap. As of 2017, U.S. women earn 80 cents for every dollar men earn.

Alternative: There are a few alternatives to asking about pay history. It’s best practice to provide candidates with the job’s pay range up front. In California, you’ll need to do so upon request anyway. Without probing into his or her past compensation, you can also ask about a candidate’s salary expectations.
5. “We’re a family-friendly company. Have any kids?”
Balancing Family Dynamics in Business Interviews
The riskiest moments during any interview occur during small talk. Here’s a piece of advice: no matter how cute they might be, never bring up children. That’s doubly true if you suspect that candidate might be expecting. If your company doesn’t move forward with a candidate, he or she may interpret your family questions as sex discrimination. In cases where the candidate is pregnant, these questions can also be seen as violations of the Pregnancy Discrimination Act.

Alternative: If you want to determine whether a candidate will be capable of juggling family and professional obligations, rephrase the question. A suitable alternative would be to ask whether the candidate can regularly work overtime or travel, whichever is appropriate given the role’s responsibilities.



While the above might seem intuitive enough to a recruiter, what about your other interviewers? Remember that an illegal question can get your company in trouble regardless of who asks it.

To protect the business, consider requiring all interviewers, no matter how junior or senior, to attend interview training. If you’re covering just compliance, the session doesn’t have to be any longer than 30 minutes. Doing so can help demonstrate a good faith effort on the company’s part if it finds itself in the midst of a discrimination claim.

### 6 Questions to Ask Before Building Your Diversity Initiative

Today’s employees want to work at organizations that prioritize diversity and inclusion. Sixty-seven percent of job seekers consider diversity when evaluating offers, and more than half of workers believe their employers should be doing more to promote it. That’s why it’s critical to demonstrate why and how you’re working to improve diversity and inclusion at your organization.

We sat down with Ada Thatcher-James, a consultant at diversity and inclusion strategy firm Paradigm Strategy Inc. She shared how she helps clients identify their D&I goals, educate employees, and ultimately build better, more inclusive work environments. But before you jump into designing your program, here are the six questions you need to consider.


1. What are your diversity and inclusion goals? 
What are your organization’s goals around diversity and inclusion this month, quarter, and year? The way you approach designing a training program or implementing a strategic initiative will depend on what your goals are and how you plan to measure success. Are you looking to hire a more diverse workforce? Improve employee retention? Educate your workforce on unconscious bias? Use internal and industry-wide diversity data to identify what areas of your business you need to prioritize before moving forward.  




 Ada Says:
At Paradigm, we sit down with all our clients to understand their goals, identify barriers to diversity and inclusion, and strategize how to remove those barriers. We’re working with a client to upscale their recruiting team to be up-to-date on the best practices for diversity hiring by mid-2019. We’ve scheduled a monthly training for the next sixth months, so we’ll discuss everything from why we care about building a diverse team to how to gain buy-in from hiring managers and interviewers. Our client’s goals are always the driving force in how we set up the trainings and select content.






2. How will you measure success?
You need clear definitions of success so you can gauge your program’s efficiency and guide your future initiatives. Attainable, measurable goals can help you discern if your program is a success and whether those insights could help you gain executive buy-in and free up more resources for future projects. 




Ada Says:
To make your goal attainable, you have to define what a successful campaign entails. For the client we mentioned earlier, they might look at the diversity of new hires before and after the six-month period or evaluate how their talent pipeline has evolved. This will help them measure success and adjust their future initiatives as necessary.






3. Who is your audience?
If you decide to move forward with a training program or workshops, you’ll want to consider who your audience is and how to keep the sessions engaging and relevant. Think about whether you’re training the entire workforce, or targeting a subsection of your employee population based on seniority, tenure, or department. Executives, managers, and individual contributors might need tailored sessions emphasizing how D&I relates to their specific role and responsibilities. If employees have received similar training before, you might offer them a more in-depth workshop that highlights new material, instead of just reviewing material they’re already familiar with. 
Keep in mind that hosting too many training sessions can cause fatigue among your employees and hurt the effectiveness of your initiatives. Be sure to host a variety of discussions, workshops, and focus groups to keep the subject matter fresh and interesting.




Ada Says:
Paradigm recently gave an unconscious bias training to a retail company with over 6,000 employees. Our client felt a lack of awareness around unconscious bias in their organization was preventing them from building diverse teams and improving inclusivity. We used three different training models for three different audiences. We did one hour-long session with their executive leadership team, 20 sessions for director-level employees, and virtual training for their store leaders. Over the course of six months, we trained thousands of employees all over the country with customized content for their level of seniority.






4. What is your budget? 
Realistically, your diversity and inclusion budget will dictate the scale of your program. Creating and executing the training internally may be a more cost-effective method if someone on your team can dedicate the time to administer the program. Otherwise, partnering with a third party to run online training or in-person workshops may be a better option. Depending on your budget constraints and goals, you may opt for a one-off training or an ongoing program. 




Ada Says:
Executives are typically in charge of signing off on the budget, so you need to ensure they see diversity and inclusion as a top business priority. I usually show them real statistics on underrepresented groups in their workforce and that’s usually when I see the “ah-ha moments” around the room. You have to show them where there might be double standards at play and show them that something has to change. Once you’ve got that executive buy-in, you can start a broader conversation about where the company could improve.






5. Who will own the program?
Be sure to identify the person in charge. While one person might be responsible for overseeing your entire program, be sure to distribute responsibilities so everyone owns a part of D&I on your team. 
While anyone can own diversity and inclusion programs at their organization, this responsibility is commonly handed to HR or talent acquisition. Larger companies sometimes have entire diversity and inclusion teams or a dedicated employee who can own the D&I strategy, like a Chief Diversity Officer. At smaller companies, it might just be an office manager or an employee who is passionate about diversity and inclusion. Bottom line, it doesn’t matter who your leader is—anyone can rally the troops and help make diversity and inclusion a priority at your organization. 




Ada Says:
If an employee’s full-time job isn’t devoted to diversity and inclusion, it’s hard to drive meaningful change when they’re spending hours working outside of their job description. They usually don’t have many hours in the day to devote to proper execution, and D&I frequently has to take a back seat when other issues pop up. Instead, try dispersing responsibility across your entire team or cross-functionally. Dispersing the responsibilities helps make diversity and inclusion a team-wide effort and goal that everyone contributes to and has a stake in.






6. What is the best way to meet your D&I goals?
Equipped with all the answers to the above, you can craft a diversity and inclusion program that suits your business's needs. If your goal is to improve employees’ understanding and mindfulness of unconscious bias in the hiring process, a one-off workshop or quarterly online training may be all you need. If you want to hire a more diverse workforce, you may have to do a deep dive into your hiring practices, host ongoing trainings with your recruiters, investigate the state of inclusion at your company, and more. In this situation, a stand-alone training might not be effective. Take a look at your goals and resources to craft the best possible plan that is both successful and impactful to your organization. 




Ada Says:
While a one-off training seems like a quick and cost-effective way to achieve your D&I goals, trainings are often not the best approach. While trainings can change the hearts and minds of your employees, a long-term strategic plan can have more impact on your organization. Changing processes tends to have a larger effect because people have to learn the new processes and change their behavior as a result.





No one knows your company as well as you do. Once you’ve identified your goals, audience, and budget, you can determine what your diversity and inclusion program should look like. If you need some inspiration to get started, watch our How to Craft a Diversity Strategy webinar for effective and engaging initiatives your employees will love. Here’s to fostering a workplace that welcomes and celebrates employees from all walks of life!

### 11 HR Managers Share Their Favorite HR Interview Questions

Despite the debate over the effectiveness of job interviews, it doesn’t seem that the traditional interview process is going away anytime soon. So what questions should you ask during an HR interview? Which questions reveal a candidate’s true potential?

We took those questions straight to the experts. Here are the top interview questions eleven HR professionals always make sure to ask.

1. Why should I hire you?
Mary Lanier-Evans, People & Culture Officer
This interview question goes beyond textbook strengths and weaknesses, and asks the candidate to explain how his or her unique skill set would contribute to the role and the company.
 
2. How do you see yourself contributing to our company's culture?
Jackson Stodgel, Human Resources Coordinator
Cultural fit has become increasingly important to employee engagement. This HR interview question gauges the candidate’s understanding of your company’s existing culture and also helps you envision how he or she might fit in.
 
3. What gets you out of bed every morning? What motivates you?
Ashley Crill, Director of Human Resources
You want to find out what inspires a candidate and motivates them to work hard. Knowing what drives the candidate is a predictor of future success at the role.
 
4. Describe the manager and management style that gets the best work from you.
Amanda Qualls, Director of Human Resources
This HR interview question will allow you to evaluate whether the team and hiring manager will be able to elicit the best work from the candidate if hired.
 
5. What is the culture like at your current company? What is your leadership style?
Brittney Braganza, Senior HR Assistant
Taking the temperature of a candidate’s current role can give insight into what kind of a work environment the candidate thrives in and how he or she works with others in an organization.
 
6. What does working at a startup mean to you?
Alexa Lippman, Human Resources Director
It’s critical to ask candidates about your particular company's industry or size to ensure the candidate understands the unique demands of your business. If your company isn’t a startup, you could insert any other descriptor here!
 
7. How long would it take for you to respond to our offer? Would you be able to accept an offer this week?
Asha Mungara, HR and Compliance Director
This HR leader's favorite interview question gives an idea of the factors involved in a candidate’s decision. For example, perhaps the candidate needs to consult his or her family, already has offers on the table, or isn’t able to leave their current role just yet.
 
8. What is your 'hot button?' What makes you mad?
Yvonne Reinke, VP of HR
Interviews show candidates at their most polished, but asking this question during an HR interview can help you get a sense of how candidates might handle situations that don’t go their way.
 
9. What interested you about your prior company? What interests you about our company?
Christina Harris, HR Manager
Each employee has a unique career path. This HR manager's interview question digs into what attracted them to prior roles—as well as what makes your current role a good fit right now.
 
10. Why do you consider yourself a suitable candidate for this position?
Jelena Basaric, HR Manager
You want to hear exactly why candidates think they are the right fit for this role and what they want to contribute. Using their response, refer back to the job description to see how well they mesh with the goals of the hiring manager.
 
11. Tell me what inspired you to apply to this company.
Linda Paul, VP, Team Development
Passion for the company’s mission is important in selecting a candidate. If he or she is just looking for any job, it most likely won’t be the right fit. Hiring someone who specifically wants to work for your company increases the likelihood that he or she will stay long-term.

Employee culture, engagement, and retention all benefit from better recruiting and hiring practices. Asking the right questions during an HR interview is fundamental to recruiting top talent that will thrive in your company’s unique work environment. Hopefully these HR pros' favorite interview questions inspired you to think of some of your own. Here’s to your interviewing successes!

### Beyond the Paycheck: What Does Top Talent Really Want?

The global demand for employees is notoriously high. While some employers offer flashy employee perks and competitive salaries to attract and retain top talent, these efforts might not be as effective as perviously thought. One survey revealed 73 percent of employees said they would not leaving their current employer for a job that offers trendy perks. When employers want the best, they simply have to think of talent like a competition. 


The real technical and creative geniuses are gunning to be the next Steve Jobs of the big players (your Apples, Googles, Facebooks, etc.), or they want to start something of their own. Call these the top 10 percent in the global talent pool. Of the remaining 90 percent, who do you want to work for you? Of course, you’d like something along the lines of the remaining top 10 to 20 percent. These are the same people your competitors are after too. How do you stand out from the crowd and persuade candidates to work for you?
Your first thought might be to offer higher salaries and better employee benefits. This sounds pretty sensible. The best candidates get the best packages, while the employer gets the best candidates – everyone wins! However, that’s not a sustainable solution. Throwing money at the situation doesn’t solve it for the long-term. Instead, put these four larger initiatives on your radar if you want to attract the best talent and keep them around. 



1. Encourage Company-Wide Innovation
Google allegedly pays interns nearly $6000 per month, but do they only work there because they’re well-paid? It’s more to do with the company they are a part of building. Google is one of the richest companies in the world, but perhaps they’re richer in tech innovation; from Google Glass to self-driving cars.
While we can’t all be Google or Facebook, the point here is that seeing the bigger picture is absolutely vital when it comes to attracting people to your business, looking beyond surface-level pull factors and quick fixes. What can you offer? The “cool” that only innovation brings. You want your employees to feel like they can make a difference at your company. You need to foster a culture that is open to innovation and change that inspires your employees to come to work everyday and make a difference.
 

2. Build an Amazing Environment
If you create an environment where people enjoy their work, you’ll have built the foundations of a place where employees will want to come to you, and stay there. Work life balance is no longer a buzzword. Flexible work hours are more important now than ever. With remote work easier than ever thanks to modern technology and the apparent benefits of working from home, like increased productivity and reduced stress, offering the benefit should be a no brainer. But building an amazing environment also means designing the perfect office space for your employees. That can mean ditching glaring fluorescent bulbs for low lighting to boost productivity and creative spaces can allow room for creativity when it strikes.



3. Recruit a Great Team
Getting the balance right between attitude and aptitude is key, and “softer” characteristics or skills can be harder to gauge in some people. It's important that new people blend with your existing team. Not that it’s all about fitting in—ditch the idea of interviewing for "culture fit," instead opt for people who break the mold and shake things up. The right people can challenge others positively and bring their colleagues up to the next level. Ultimately you want to bring the best out of your people old and new, as well as foster an environment that celebrates diversity and welcomes fresh ideas and perspectives.



4. Offer Employees Exciting Work
LinkedIn’s Talent Trends 2014 report states that ahead of better compensation and benefits, actively job-seeking candidates value greater opportunities for advancement as the most important factor when seeking a new job. That doesn’t just mean a corporate ladder and positive cash flow. It means work that builds to a crescendo, work that intrigues, excites, and means a greater future for the employee—and the company too. Introduce learning and development programs that can help your employees learn new skills and hone existing skills. That will help keep things new and exciting so employees stick around longer and see your company as a way to develop their professional skills. 


Building a complete compensation package that will make your company stand out from the crowd involves more than just competitive salaries. From company values to culture, today's top talent values a company that is an open, welcoming, and flexible place to work. For inspiration on how to craft the perfect complete compensation package for your company, watch our "Beyond Healthcare: How to craft a benefits package that resonates with today's workforce" webinar.

### How Many Direct Reports Should a Manager Have?

In between getting their own work done, managers are responsible for leading and coaching their direct reports—the latter often being a full-time job in itself. So where’s the breaking point?

We took a closer look at the organizational structures of the 1,000+ mid-sized companies (and 150,000+ employees) that use Namely. We found that managers, on average, have nine direct reports. Our data appears to corroborate other studies on the subject, with a recent Deloitte survey noting that U.S. managers averaged 9.7 direct reports. At large enterprises, that number increased to 11.4.While that sounds high, is there such a thing as a “sweet spot” when it comes to managing people? The answer to that question is a nuanced one.
Factors That Influence the Ideal Number of Direct Reports
A manager’s “span of control”—number of direct reports—has no defined or ideal vision to it. There are many factors that can influence the ideal number of direct reports that range from organizational structure (organizational demands) to managerial efficiency (individualized preference). 
Here are just a few factors that can impact how an organization or manager may define their ideal number of direct reports.

Organizational Structure. If you are a senior executive or above, your number of direct reports is likely going to be higher than a mid or senior-level manager simply because of your place in the company’s hierarchy. According to an Inc. article, flatter organizations (less hierarchy) typically have fewer direct reports than those with more hierarchy. Whereas larger organizations with greater hierarchy tend to be more formal and require more intermanagerial relations. For example, the complexity of work being done can directly impact the ideal number of direct reports. A small business or call center may have a more autonomous operation that allows managers to manage more direct reports. Conversely, an enterprise-level or demanding industry might have more complex work demands that vary by project, client, or time frame. Additionally, a dynamic environment can influence the number of direct reports manageable by an individual. For instance, at a tech company that has new products launching each month or more frequently, having too many direct reports can overwhelm your best manager.
Managerial Efficiency. The difference between a CEO and mid to senior-level manager is skills and experience. A seasoned CEO may be able to effectively manage many VPs, directors, and other senior-level managers because their deep industry knowledge and experience in different roles allows them to adapt. Whereas a mid to senior-level manager likely climbed the ranks through hard work and perseverance, but is still developing their skill sets and experience. A newer manager also likely hasn’t experienced the same wide range of situations as a seasoned CEO. Moreover, employee skills and experience can also impact managerial efficiency. A manager who has to assist in supporting new or entry-level employees might not be able to take on the same amount of direct reports as a manager with more experienced employees. It’s important to consider individual managerial efficiency and how direct reports can be handled effectively without overwhelming your managers.
Workload Analysis. Aligning span of control with workload analysis is critical, especially when considering the acceptable error rate. For example, a role or industry that requires immense attention to detail might suggest fewer direct reports for your managers to ensure quality control. Whereas a lower acceptable error rate may allow room for upskilling and reskilling, and essentially, a learning curve that can be adjusted as the workload or organization grows. Additionally, use of technology can help (or sometimes hinder) your operational workflow. For a workforce that is tech savvy, using technology to streamline operations might open your managers to accept more direct reports. However, in some cases, an organization that is slow to upgrade their technology or perhaps is less inclined to use it might require managers to take on fewer direct reports.

Drawbacks of Having Too Many or Too Few Direct Reports
The ideal number of direct reports will continue to be a subject of fierce debate in the business community. That said, HR professionals should be skeptical of the “more is more” approach. Taking on an excessive number of direct reports invariably makes it more difficult for managers to follow through with time-consuming (albeit important) best practices like weekly one-on-ones and coaching sessions. As a result, employee engagement can be negatively impacted and thus, having too many direct reports becomes a hindrance. Conversely, having too few direct reports can lead to micromanagement and other toxic behaviors. 
For example, in the early 1990s, General Electric under then-CEO Jack Welch widened managers’ spans of control to 10-15 employees. Why? By requiring managers to take on such a daunting number of direct reports, it forced micromanagers to drop their tendencies and empowered individuals to act on their own. Managers were then able to focus on strategy and leadership, not the minutiae of day-to-day work.
At times, you might reasonably suspect that a manager is eager to take on additional reports because he or she thinks it’ll result in higher pay. Remind them that compensation decisions are based on the market rate of the job and factors like experience and performance. The notion that pay should closely correlate to an individual’s number of direct reports has fallen out of favor among HR and compensation professionals.
Methods to Determine the Ideal Number of Reports
As your company’s cultural steward, you’ll want to consider how span of control impacts all employees, not just managers. Scheduling weekly or bi-weekly 1:1 meetings of at least 30-45 minutes each is the general consensus for acceptable and expected communication between direct reports and managers. If driving engagement is one of your team’s priorities, those findings should lend even more credibility to the value of managers having fewer reports.
So how many direct reports should a manager have? Here are some tips on how you can determine the ideal number of reports.

Assess Your Organization. The first step is understanding your organizational structure and how it functions. This includes looking at the size of your team, how many direct reports each manager has, and understanding every individual’s role in the organization.
Evaluate Individual Skills and Responsibilities. As your company grows, you’ll need to evaluate individual skills and responsibilities to ensure you remain competitive. Consider experience levels, including the time, resources, and budget needed to support employee development. How many new, entry-level, or less experienced employees do you have compared to tenured, more experienced employees? Additionally, look at each role’s responsibilities. Do some roles require more attention than others? How does that impact direct reports?
Define the Workplace Culture. Your workplace culture is likely going to influence how you approach delegating work and expectations. For example, a “get it done” approach might make for higher delegation, whereas a “teamwork makes the dream work” approach might make for a highly collaborative effort. Workplace culture sets the tone for acceptable working hours, quality output, productivity levels, and communication preferences, all of which can impact how your team functions and delivers.
Consider Factors That Can Influence Your Number. Again, complexity of work can be indicative of the ideal number of direct reports. Other factors might include frequency of one-on-one meetings which are integral for managers and their direct reports to communicate important information, address any issues that may arise, and ensure employee growth. If the number of direct reports impacts the frequency or quality of these meetings, it can have a negative impact on employee engagement. 
Review the Budget. As with any great business strategy, it’s important to consider the budget. For example, if your managers are feeling overwhelmed and the organization is growing, reviewing the budget could likely help understand how you can allocate more resources to better support them. Whether that’s hiring more employees to support the team or investing in professional development, the budget plays a critical role in presenting a “business case” for your team.

The question of “how many direct reports should a manager have?” is not as straightforward as many employers might hope, it is crucial that it is constantly evaluated and revised as needed. Looking for a way to run regular reports on your managers? Check out Namely’s HR software that provides unlimited roles and permissions, custom workflows and approvals, configurable profile fields, and more.

### Why Stay Interviews Are the New Exit Interviews

As an HR professional, you probably know that communication is one of your most powerful tools. From an employee’s first day, it’s your job to facilitate an environment in which he or she can thrive. When employees do choose to leave the company, exit interviews often shed light on what went wrong. But why wait until employees are already out the door to ask those questions?

Enter “stay interviews.” Stay interviews can help you proactively understand what employees love about your company—and what is getting in the way of retention. You want your employees to stay long term, so why not directly ask them what keeps them there? Plus, stay interviews give employees a safe space to share how you can better support and develop them.
Ready to bring stay interviews to your organization? Here are three tips for getting started:

1. Choose Interviewees Strategically
Interviewing every employee company-wide would be a daunting task for even the most consummate HR communicator. Your first challenge is to decide who to focus on. Are you relatively new to your company? Start small. Stay interviews are a great way to build trust and get to know what employees value about the company.
Have you been working there for a while? It may be time to build a formal process for conducting stay interviews. For example, schedule a conversation when an employee reaches a certain point in tenure or a set number of days after onboarding. Departments experiencing a period of high turnover may also benefit from ad hoc stay interviews to help you identify what is working for that team. You can also segment stay interviews by employee level to get a read on how each tier is feeling, from entry-level roles and beyond.
Whoever you choose to meet with first, creating an open dialogue about retention contributes to an environment where employees feel comfortable talking to you before putting in notice. Stay interviews are a mutually beneficial way to build trust and loyalty within your organization.

2. Ask the Right Questions
Unlike performance reviews, which are typically conducted by managers, stay interviews should be a direct conversation between HR and the employee. This conversation is not an evaluation of the employee’s work, but rather an open discussion on how they feel about the company. To be successful, ask a variety of questions that help uncover what employees believe the company is doing successfully to retain employees.
So how do you get to those answers? Here are some questions to use as a jumping off point:

What motivates you to stay? Open up the dialogue about why employees enjoy working there.
What de-motivates you? Learn what prevents employees from doing their best work and what would de-motivate them enough to walk out the door.
What percent of your time do you spend engaging in company activities? This tells you if employees feel integrated within your culture and have adequate work-life balance.
Do you have a best friend at work? This helps you find out if employees are connecting with their peers. If they don’t have strong friendships at work, they may feel disconnected.

 
3. Take Action to Build a Culture of Trust
By opening up this dialogue with employees, you contribute to a culture of listening. Employees will feel like they can provide ongoing feedback that’s truly heard.
Mary Lanier-Evans, People & Culture Officer of QuickStart Technology, introduced stay interviews when she first joined the company. She noticed early on that the employees in one of her remote offices struggled with trusting HR. She wanted to show them that HR is for the people—not a disciplinary or governing figure. She scheduled several calls with people onsite to find out what was really going on. By helping to resolve the problems that surfaced, she built a sense of trust and now those formerly timid employees go to her directly with any concerns that arise.

It’s time to put your stay interview practice into place. The sooner you identify strengths and weaknesses in your retention efforts, the faster you can improve them. It’s rare that you can change someone’s mind in an exit interview, but a stay interview gives you the opportunity to optimize your work environment and keep employees on board for the long haul.

### Should HR Be Friends With Employees?

The HR function is inherently human. When working on employee benefits, payroll, and talent management, you’re bound to touch on several personal points that employees may not otherwise share with coworkers. It can be hard to avoid a more personal relationship with employees who confide in you. However, it is important to be aware of the boundaries that separate HR from any other type of employee friendship.
Navigating the complexities of employee relations in HR, particularly the ethical boundaries between professionalism and friendship, poses unique challenges.




What do you think? Should HR be friends with employees?



YesNo


 






We asked our network of experts to share whether they think HR should (or should not) be friends with employees and whether or not hanging out with employees outside of work should be off limits. Their experiences led us to these four tactics. Here’s how HR professionals can balance professionalism with friendliness:


1. Establish Clear Boundaries
Often you don’t realize you need boundaries until they’ve already been crossed. However, you can save yourself a lot of headache by thinking through these boundaries from the onset. As you form work relationships, clearly establish boundaries in your mind to guide your behavior and communicate them to your peers as needed.
Human Resources Consultant for Burr Consulting LLC, Matthew Burr, experienced a situation where his superior pursued a friendship that impacted their work relationship. “When I was working as an HR Manager at a paper mill, my boss always invited me to different social events. I went once, but declined all future invitations. He was clearly a little offended by that, and actually brought it up during my performance review. I had to explain that it was nothing personal, but I like to keep a level of separation between my professional life and personal life.”
It can be hard to set boundaries (especially with superiors), but doing this from the start can help depersonalize actions that might otherwise offend. If you make it clear that you personally choose not to attend employee happy hours, participate in activities after hours, and hang out with employees outside of work then it can help you sidestep uncomfortable situations.
Whatever boundaries you choose to set will likely differ depending on your unique company culture, but as a representative of the company, it’s important that HR sets their limits. In the realm of HR leadership, fostering effective workplace friendship dynamics while maintaining professional boundaries is crucial for mitigating potential conflicts of interest.


2. Don’t Play Favorites
A big hazard of HR-employee friendships is promoting a sense of employee favoritism. If HR has tight-knit friendships with certain individuals, it may seem like they are given more opportunities and less discipline than their peers. Not to mention, HR may inevitably have to deliver difficult news to an employee who they consider a friend.
"Both parties must be mature enough to understand that your professional roles take priority and that if an employee steps out of line, you will have to step in with your HR hat on and do your job,” explains Pamela Shand, MS, CPRW, and CEO of Offer Stage Consulting. “I’ve seen this cause issues when that understanding is not there. The employee doesn’t expect the HR Manager to hold them accountable for their actions and when that happens, they take it personally. If you as an HR leader are concerned about that, then avoid making friends at work. It’s best to maintain your professionalism and not risk your reputation over a friendship.”
Particularly on small or tight knit teams, it’s not unusual for HR to develop close friendships with employees, and if you fall into that group, keep in mind that your HR responsibilities may put you in a challenging situation.


3. Avoid Gossip
As an agent of HR, it’s your job to set an example for employee behavior and report on any conduct that goes against company policies. Most employees are conscious of the fact that HR is not the place for rumors, but if you have friends across the company, you may encounter gossip. As a rule, beware of employee gossip and always be ready to respond as HR.
Caroline Siemers, owner of Corplandia Communications, recalls the moment she realized she couldn’t be both an agent of HR and a personal friend. “I was working in a position that ultimately rolled up to HR. I had friends across the company, and one day I went to lunch with one. She mentioned inappropriate behavior going on in the team, but said she didn’t want to stir the pot. I went back to my manager who told me that I had to report it. I realized then that I am an agent of HR at every single lunch I attend. I hadn’t thought of myself that way before, but it taught me how to be an employee advocate without being a friend.”
HR is the moral compass of the company. This doesn’t have to mean HR is the bad guy or the “Principal’s office,” but HR should set an example for employee behavior.


4. Be Personal
While the need for maintaining boundaries is clear, it is also important that HR is human. “There are plenty of ways to be warm, open, and caring while maintaining professional boundaries of respective roles,” says Shand. Striking this balance matters. It is important to ensure that HR is empowered in their role, while also approachable to employees.
According to Shand, HR’s number one priority is to listen and consider the employee’s best interests. “I was interviewing a candidate who wanted to move up into a higher role. The candidate broke down and shared a lot of personal details about a divorce she was going through. Her desire to get the new role came out of a financial need rather than a readiness for the role. I heard her out, but ultimately had to consider her long-term success, not just give her a new job. I know this isn’t what she wanted to hear, but I had to do what’s best for her. It’s about finding that happy medium between being professional and being human.”
On the flip side, HR Florida State Council President, Lynnette Holsinger, SHRM-SCP, SPHR, GPHR, believes that with the right balance HR and employees can form meaningful friendships. “I’ve had an associate for over ten years who wanted to pursue a career in HR. I’ve taken her under my wing and helped coach and mentor her in her career. She knows I have her back and am always there to listen to her.”
Holsinger advises that despite having meaningful relationships, it’s still important to be aware of your HR responsibilities, “Just because I have her back personally and professionally doesn’t mean we’re hanging out on weekends. You can create an environment of professionalism and still let employees know you care.”

Interpersonal relationships are a natural part of work, but as an agent of HR it’s essential to strike that balance of friendliness and professionalism. There's no right answer as to whether HR should or should not be friend with employees. There's also no clear cut formula, but setting boundaries without forgetting your human qualities is a great place to start.
Ultimately, HR's role in shaping organizational culture through effective employee engagement strategies and HR policy implementation involves carefully balancing interpersonal dynamics and professional responsibilities.

### Is Automation a Threat to HR’s Job Security?

With all the talk of artificial intelligence in the press, it’s only natural that some professionals are worried about becoming obsolete. From driverless cars to chatbots and everything in between, there’s no shortage of emerging technologies that could make businesses more efficient than ever—and potentially lighter on headcount. 

But will human resources always be human? According to a McKinsey report published earlier this year, the answer to that question is a resounding “it depends.”The study identified a number of HR and payroll positions that could potentially go the way of the switchboard operator. Given the wide array of job titles in those two fields, McKinsey honed in on four common ones: HR Assistant, HR Specialist, HR Manager, and Payroll Administrator. The rest of the report’s findings across all industries can be viewed here.

Potential for AutomationSource: McKinsey Global Institute







Role
Contribution Limit


Payroll Administrator
87%


HR Assistant
51%


HR Specialist
22%


HR Manager
14%







The report found that over half of junior-level HR responsibilities could be handled by software. That “automation potential,” as McKinsey calls it, decreases the closer you get to the manager level. They found that only 14 percent of the typical HR Manager’s responsibilities could be handled by computers.Jovanny Chonillo, an HR Manager in Chicago, wasn’t surprised by the results. But while others in his field might find reason to worry, he finds cause for optimism.“Embracing automation allows us to focus on delivering and acting on strategic insights,” Chonillo said. For him, automation isn’t as much of a threat to HR as it is an opportunity. It could also provide an opening to earn that elusive seat at the table so many in his field clamor for. “When HR pros get bogged down by transactional tasks, it’s difficult to be seen as a true business partner.”Much of what Chonillo and his peers do focuses on the employee experience. In that respect, automation might really be more friend than foe. “We should start thinking about how we can leverage automation to deliver fantastic experiences. Onboarding immediately comes to mind. But even other multi-step processes, like recruiting, can be improved.” Rather than stunt face-to-face interaction, Chonillo believes technology gives teams like his more time to build meaningful, not just transactional relationships with employees.But what about payroll, the practice seemingly hit hardest by the report? According to McKinsey, nearly 90 percent of payroll and timekeeping responsibilities can be automated. Given that paying employees accurately and on time is such a sensitive matter, should humans really be left out of the process entirely?Payroll practitioners on the ground have their doubts. “Empathy is a human element that can’t be replaced,” argued Monica Joseph, a Payroll Supervisor in New York. For her, there will always be a part of payroll that needs to be available and sympathetic to employee questions.Tasha Saffold, a New York Payroll Manager, agreed with that assessment. “So many employees do not understand their paychecks and W-2s. They rely on their payroll professional for assistance.”While both Saffold and Joseph understand the benefits of streamlining certain tasks, they were skeptical that machines could really keep up with regulatory changes. With new tax regulations, IRS forms, and minimum wage increases being enacted throughout the year, even the best technology would have a hard time keeping up. “After all, the programmers that update computer software with legislative changes are human,” Joseph aptly pointed out.It’s not a question of whether both fields are due for a “rise of the machines”—that much has already happened. According to one study, nearly half of companies are looking to purchase or upgrade their HR and payroll software in the next twelve months. But does this growing reliance on technology, coupled McKinsey’s findings on automation, mean that HR and payroll jobs are due for a reckoning? The professionals we spoke were enthused, not worried, about what the future holds.

### How to Start an Office Meditation Program

Close your eyes. Breathe in, breathe out. Relax your muscles. In the darkness under your eyelids, you see something taking shape. It’s an article on meditation at work.



Meditation’s positive influence on both mind and body is well-documented. From bringing down blood pressure to helping the addicted quit smoking, the list of benefits is diverse and growing every day. That has led many to bring meditation or “mindfulness” into the workplace, with varying results.

Rolling-out a corporate initiative around mindfulness and wellness doesn’t have to be difficult. Follow our instructions and you might just find your own HR nirvana.
The Benefits of Meditation
Though still a novelty in the working world, office meditation has been embraced by a growing list of well-known companies. Apple, Nike, Yahoo, and McKinsey are just some of the big names that have warmed to idea. Google, never late to the party, has its own cheekily named “Search Inside Yourself” program.

Why all the attention? A third of Americans admit to being overwhelmed by work-related stress, per a recent American Psychological Association study. Those feelings can have a tangible impact on the bottom line, with an estimated $200 billion lost annually as a result of employee burnout. In response, companies have turned to a variety of solutions (foosball, anyone?), including meditation.

Though it’s still early, preliminary studies seem to suggest that the strategy is working. A University of Washington report found that “mindful” employees were able to stay focused on a single task for longer periods of time without distraction. Meditation may also have particular value to leaders, with a Wharton study suggesting that it can have a profound impact on decision-making.
How to Implement a Meditation Program
1. Get Help

Before attempting to get your new meditation initiative rolling, reach out to colleagues across the organization who might be interested in helping out. It’ll take some of the pressure off of your already packed schedule and give your initiative added legitimacy in the eyes of skeptical co-workers. Once you’ve got your internal team in place, you’ll need to find an instructor who can to lead employee sessions.

Even if Dale from Accounting claims to have reached the seventh state of consciousness, looking for an outside trainer might be best. All the recent attention around office meditation has led to a proliferation of corporate training programs, each with their own philosophy and structure. Do your due diligence and look for reviews within your network and online. Make sure the program is focused on just mindfulness and is neither religious nor overly physical. The last thing you need is someone pulling a hamstring in the middle of a dynamic meditation session.
2. Find a Quiet, Private Space

Next, you’ll need to provide employees with a space to meditate. If your company has a private space for nursing mothers (as required by law in certain states), it may be worth keeping a sign on the door reminding employees from using it to find their inner Zen. Instead, designate a spare room solely for your meditation classes, or improvise by reserving a seldom-used conference room at certain points in the week. It should ideally be in a quiet location where your trainer can control the lights.
3. Spread the Word

With your team, trainer, and space all accounted for, spread the word via paper flyers, email, or your company’s social news feed. In your campaign, be sure to highlight both the personal and professional benefits of mindfulness.

4. Meditate

Plan a reoccurring weekly or bi-weekly meditation meeting with any interested employees. Your instructor can guide everyone in group meditation for 10, 20, 30, or more minutes. After 8-10 weeks of training, employees are typically ready to fly on their own. If you had a good experience with your outside trainer, book him or her periodically throughout the year to accommodate new hires moving forward. If the program was a hit, you can continue the program with employee-lead sessions or download a mobile application, like Headspace, to assist your practice.

While it might potentially benefit employees to take advantage of your policy, never pressure or require employees to participate. That may seem intuitive to you, but pay careful attention to managers who jump onto the “meditation train” a little too eagerly. If they start incorporating mindfulness sessions into their team meetings, they may be apt to judge direct reports who don’t participate. Nip these issues in the bud by making it clear from the onset that participation is totally voluntary.



The documented benefits of meditation, coupled with the ease of implementing an office program, all but ensure the continued spread of this workplace trend. And in the HR profession, what could possibly be better than happy and healthy employees?

Even with its potential to do good, don’t treat your company’s meditation program as a cure-all or license for managers to overwork employees. Before you dive headlong into launching a program, consider why employees might be clamoring for meditation to begin with. Do you need to talk to managers about workloads or staffing needs? Are there more essential perks, like paid time off, that need to be addressed first?

Lastly, don’t forget to try meditation yourself. We all know HR could benefit from a little serenity. 

### How to Handle Mis-Hires

Recruiting a new employee is a major investment in terms of time, money, and resources. You want to bring in the optimal person who can ramp up as quickly as possible—especially considering the cost of a bad hire can be as much as $240,000. Though you can always optimize your talent acquisition strategy, the reality is that you can’t always identify a bad hire in your interview process. In fact, 74 percent of employers have admitted to making a bad hire.

So what happens when a new employee turns out to be a bad fit? Here are four ways to handle mis-hires:

1. Identify the Disconnect
If you invested time in the hiring process, it’s likely that a mis-hire won’t be a permanently bad fit within your company’s values. You can overcome some behavior with the right management and coaching. For example, if an employee has a tendency to procrastinate or struggles with time management, this may be resolved with manager assistance. Of course, it takes time to change so give the employee a reasonable trial period and monitor progress.
If the situation does not resolve in a reasonable amount of time, the employee might be better suited to another work environment. According to Julie Li, Namely’s Senior Director of People Operations, “Every person you bring into the organization adds to the company culture, so you want to make sure each new hire aligns holistically with the overall vision and values.”

2. Revisit Expectations
Onboarding takes time and can vary from person to person. It can take a new hire up to eight months to become fully productive. If a new hire is not keeping up with the expected pace, arrange a conversation between the manager and new hire to identify any blockers, miscommunications, and next steps. This conversation can bring clarity to both parties and turn a seeming mis-hire into an opportunity for employee growth.
Our Employee Onboarding Toolkit will help you set new hires up for success from day one.
Li suggests clearly communicating expectations throughout the interview process all the way through onboarding. “If the employee seems to fall off track from initial expectations,” she says,“be clear about the expectations for the role and make sure the employee feels aligned with those duties. If there is a disconnect, the manager can work with the employee to find a better fit.”

Act Fast
When a mis-hire is identified, it’s important to act fast. Whether you want to give the employee the opportunity to improve or you know that they will detract from the success of the team, have that conversation right away. Managers can work with HR to put an improvement plan in place, or ultimately let the employee go.
“If the employee is a detractor from company culture and values,” Li cautions, “act earlier rather than later. You don’t want the misalignment to bring down other employees.” If the employee doesn’t align with company values, prolonging the situation won’t be beneficial to either party. “Be transparent—if there is a gap between their values and the company values, they won’t be happy either.”

Reflect and Adjust
You already know that the best way to handle mis-hires is by preventing them in the first place. Though it can be difficult to avoid them, each bad hire provides an opportunity to identify what went wrong in the hiring process. Li says, “I often see mis-hires where expectations were not made clear initially. I encourage HR leaders to train managers on how to effectively select candidates, set expectations, and provide a comprehensive onboarding plan for the first few months on the job.”

It’s never easy to predict quality of hire during the recruiting process, but it’s essential that companies measure and reflect on their hiring decisions in order to improve them. 

### How to Write the Perfect Employment Verification Letter

If you’re an HR veteran, chances are that you’ve had to create more than just a few "proof of employment" letters. For teams with a lot on their plates already, these requests can create unnecessary challenges due to their frequency and how long they take to generate.

There's no shortage of questions to consider. What template should you use for the letter? What information should be included? If you're not careful, you can run the risk of letting sensitive employee information fall into the wrong hands.
We'll cover three different scenarios that require proof of employment letters and outline what information should be shared in each.
Renting a Home or Apartment
More often than not, renting a home or apartment requires applicants to show proof that they actually work at the company they’ve listed on their application.
In this scenario, the landlord or real estate company is the party requesting proof of employment. They care about where the applicant works, what their job title is, and how much money they earn. All of these data points can help solidify an employee’s rental application, giving them the best chance to secure a lease.
If you receive a letter request for an individual going through this process, be sure to include these key points:

Place of employment
Title
Start date
Gross salary

Although it isn't required, you may want to comment on the employee’s probability of continued employment or eligibility for a bonus to further strengthen their application.
Starting a New Job
From home addresses to financial records, HR teams are constantly handling and processing sensitive employee information. This makes data security a crucial responsibility for any HR leader during the employment verification process.

### What Is ‘Volunteer Time Off?’

With unemployment at record lows, companies are looking for innovative ways to attract top talent and stand out from the competition. While paid time off (PTO), family leave, and even sabbatical have all been touted as game-changing perks, there’s one workplace benefit that both helps employees disconnect and serves a greater purpose. In addition to traditional vacation days, many companies are now offering volunteer time off (VTO).

### HR Quiz: Do You Know Your HR History?

While it's gone by many different names, the HR profession has existed for over a century. According to some historians, it might even date back to ancient times. 

You might be an expert in HR best practices, but how well do you know your HR history? Put your knowledge to the test with our new HR quiz. When you're finished, take an even deeper dive (or work on improving your score) by reading our new eBook, The History of HR. 
 



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### How to Increase Employee NPS

When presenting to your board, leadership team, or even workforce, it’s helpful to have one datapoint to sum up the overall sentiment of the company. Employee Net Promoter Score (eNPS) is an extremely helpful metric on overall employee engagement, but in order to drive it up, you need to know exactly what’s going on in the company.



As an HR professional, you’re often working with limited time and resources, not to mention, each employee has a slightly different set of needs and priorities. To increase your eNPS, you need to identify the driving factors of employee happiness and address any major barriers. “In my experience, employees want to be heard, included, and communicated with openly,” says Nneka Craigwell, HR Business Partner at Namely. “When leaders do any combination of the three, it makes a ton of difference.”

Here are four tips to help you increase employee morale and your employee NPS:
1. Collect Qualitative Feedback
Time spent speculating about what your workforce wants is time wasted. More often than not, employees are happy to tell you exactly what they need for a better work experience. Include open-ended questions on your employee engagement surveys to explain ratings and give feedback. The more information you collect, the easier it will be to find out what you need to do to boost morale.
2. Continue the Conversation
To holistically improve the quality of life at your company, it takes more than just an annual survey. Once you understand some of the factors driving your eNPS, it’s time to start talking to your population. Consider assembling a cross-departmental task force to voice the sentiment of their respective teams. Alternatively, you might schedule individual meetings with employees from across the organization. You’ll want to hear a variety of voices to help you prioritize your resulting initiatives.
3. Don’t Neglect Data
By definition, eNPS reveals a lot about why employees are choosing to join or leave a company–and whether or not they would encourage others to apply. Through onboarding and exit interviews, you should be collecting data on what attracts employees to your company and what impacts their decision to leave. This information can help you identify any disconnect between expectation and experience, and pinpoint exactly what needs to be done to reconcile it.
4. Follow Up
Asking for feedback and neglecting to take action will diminish employee trust. Your company’s eNPS is a direct result of the perceived response to feedback. HR may do a lot of work behind the scenes, but without ongoing communication, employees may not even realize they have been heard. Communicate any initiatives launched as a result of employee feedback and solicit further feedback to make sure the problem was adequately addresses.



As you continue to collect HR data, be careful not to get so caught up in the numbers that you lose sight of the people you’re serving. Communication and active listening are key to increase employee morale, productivity, and as a result, your eNPS score.
Looking for inspiration? Try these 14 proven hacks to increase employee engagement. 

### 4 Moments That Changed HR Forever

Think you know your history? Over the last 150 years, the emergence of new technologies, business philosophies, and political movements have all played a part in shaping the HR profession as we know it today.



In Namely’s newest ebook, The History of HR, we dive into the full scope of that evolution. Below, we’ve included a sampling of the key moments in history that ultimately changed HR forever. Consider this your course syllabus.


1. The First HR Conference (1904)

Nearly a century before SHRM’s annual conference sold out exposition halls across the country, there was the Conference on Welfare Work. In 1904, the National Civic Federation invited business owners and personnel departments from across the country to the opulent Waldorf Astoria in New York City. The purpose? To exchange strategies on how to boost employee morale and wellbeing.
By this point, personnel management (called human resources today) was barely three years old. But in that short time, its thought leaders had created a variety of enticing perks to both attract and retain workers. Attendees, who hailed from all industries, shared “engagement hacks” like hosting Sunday picnics, screening silent movies at noon, and even providing employees with an on-site bar. And yes, there was ping pong as well.

Pictured: One company at the 1904 conference shared that it had built a bowling alley and game room for employees.
2. Passage of the Fair Labor Standards Act (1938)
Most of the employee protections we take for granted today didn’t exist before the mid-1930s. Child labor was legal, the minimum wage didn’t exist, and there were few workplace safety rules to speak of. If you were lucky enough to be employed during the Great Depression, your workweek was likely 50 or more hours long.
After a series of department store strikes across the country, President Franklin D. Roosevelt signed the most important labor law in U.S. history: the Fair Labor Standards Act (FLSA). The FLSA set limits on working age, capped the workweek to 44 hours, and created a minimum wage of 25 cents an hour. It also created a new form of compensation: overtime pay.
Almost overnight, HR teams had to shift focus. It wasn’t enough for companies to say they were compensating employees fairly—they needed to prove it. In 1940, even in wartime, the DOL conducted over 6,400 inspections and awarded workers over $5 million in back pay. Ever since the FLSA was passed, compliance has been an HR priority.
3. The HR Information System Arrives (1980s)
The first HR information system (HRIS) dates back to the 1970s, but it was prohibitively expensive, unintuitive, and physically cumbersome. Because all data had to be stored on location, offices sometimes had to dedicate entire rooms for the necessary hardware. For most companies, “going digital” was cost prohibitive and not so attractive of an alternative to using paper files.
By the early 1980s, personal computers had started to enter the workplace in growing numbers. This created the perfect conditions for the HRIS as we know it today. For the first time, employee and payroll data could be electronically stored in one place and easily referenced at a moment’s notice. From their office computer or a designated kiosk, employees could even access their own records without asking for help. These developments freed up hours of HR’s time, empowering them to focus on more strategic and forward-looking tasks.
 In the 1970s, personnel data was sometimes stored on physical, on-premises mainframes.
4. “People” Departments Emerge (2000s)
By the turn of the century, HR teams were dealing with an image crisis. With developments in computing and the eventual arrival of the internet, businesses had new opportunities to improve their bottom lines by automating tasks or transitioning roles overseas. That meant layoffs, and lots of them. In 1987 alone, an estimated 3.5 million U.S. workers lost their jobs. HR, tasked with giving employees the bad news themselves, were characterized as workplace “angels of death.”
The time was ripe for a rebrand. While the origin of the first “people” department remains unknown, what’s clear is that Silicon Valley led the charge. In the 2010s, Google and Facebook made headlines for their workplace cultures, unique perks, and novel take on the century-old HR profession. Suddenly, people operations had entered the corporate lexicon.
Need proof? Look no further than LinkedIn for a sampling of some of the HR job titles popular today. One industry report found that HR teams sometimes even used titles like Chief Happiness Officer, Head of Optimistic People, and People Guru. While it takes more than a rebrand to signal intent, the new verbiage represents a step in a new direction for the profession.



There’s no shortage of articles and opinions about the future of HR. But to get where you’re going, you need to know where you came from—and in HR’s case, that story is a surprisingly rich one, full of plot twists, memorable characters, and valuable lessons. Before making your own history, get the full story by reading our ebook, The History of HR.

### 6 Reasons to Prioritize Corporate Social Responsibility

In an era where both employees and consumers are giving more weight than ever to a company’s mission and ethics, corporate social responsibility has become a staple of modern company culture. Between paid “VTO” or volunteer time off, team volunteer days, and company-wide fundraisers, employees have come to expect a level of support for their charitable initiatives.



At Namely’s recent summer celebration, cross-functional groups of employees from each office spent time volunteering at various organizations in their respective communities. With over 100 employees participating, employees from coast to coast united around one of our core company values: Namely Cares.

To learn why employees value corporate social responsibility, we spoke with six team members at Namely who participated as volunteers. Here’s why they think companies should support employee volunteerism:
1. Connect with Colleagues


“Volunteering is a great way for colleagues to get to know one another outside of the office through a shared experience. It also provides the chance to interact with people from other departments, making it easier and more comfortable to collaborate across teams when you need to.

It was incredible to speak with the Community First! resident who led our group. He had clearly had a rough life, but shared how something as simple as tending the garden could help improve the livelihood of everyone in their community."

- Erin Fiebrich, Benefits Analyst, Austin, TX
2. Live Company Values
“Volunteerism displays a company's true values and the values of the employees who work there. By giving back, we show that we are more than just a company––but also a bunch of individuals coming together to support an amazing cause and help those in need.



I helped plan the events for writing cards to hospitalized children, a canned food and book drive, and a meal-kit preparation session with God's Love We Deliver. For God's Love We Deliver, nine Namely employees (including myself) went onsite to assist with packaging meals for those suffering from HIV/AIDS, Cancer, and other severe illnesses and diseases.”

- Amanda Marshall, Client Success Consultant, NYC
3. Increase Employee Morale
“It's all about being human. It was so empowering to see the amount of lives that Namely touched and how much the team impacted all of our local communities.



Companies who support volunteerism have the most well-rounded employees. Giving back to the community, especially alongside friends and colleagues at work, boosts internal morale. The more a company encourages their employees to volunteer, the more office morale will increase, and the more employees will share with their friends, family, and coworkers.”

- Alicia Marcum, Benefits Administration Consultant, NYC
4. Look at the Bigger Picture
“I’m super passionate about volunteering, and I actually organized the event. During volunteer week, I led card-writing for hospitalized children. Ask an event lead, the highlight was seeing everyone take time out of their day to help. You could feel the passion from every person across every office, including Namely’s CFO who made cards with us!



As a company, we often get lost in the workload and forget about the realities of what other people struggle with in the larger world. Volunteering helps us keep our eyes and hearts open.”

- Olivia Small, Office Coordinator, NYC

5. Develop Employee Character
“Aside from the obvious benefits, like helping the community, social responsibility is also good for employee development. Volunteering builds teamwork and many other soft skills outside of our primary work responsibilities.



My team sorted various books by topic and age level to send to countries in Africa. We learned that Books for Africa ships over two million books each year and sometimes have to literally smuggle them into certain areas. It was eye-opening to see all of the knowledge and creativity in the books in the warehouse that we so often take for granted here.”

- Donte Blair, Client Success Consultant, Atlanta
6. Engage with the Community
“Company volunteerism gives us a chance to make our city a better place to live, get to know our community better, and give to those who are less fortunate.



My team assisted with harvesting gardens, laying pathways, building a compost shed, landscaping yards for micro-homes, and beautifying the property. After finishing our work, we were given a tour of the Community First! property and had the chance to get to know some of the residents. It really showed us how appreciated our help was.”

- Seth Saunders, Client Success Consultant, Austin


Volunteering is a great way to boost company morale. Download our free guide to access more tips for engaging employees.

### Right to Disconnect: 11 Ways to Support Employees

With the prevalence of technology, there is rarely an email, chat message, or notification that goes by unnoticed. Flexible scheduling and remote teams necessitate communications at all hours of the day and night. As a result, the traditional boundaries of being on and off the clock are much harder to decipher.



In this new landscape, the question becomes, do employees have the right to disconnect? Trends in labor legislation lean toward the affirmative. In fact, New York City has even proposed a bill that would ban after-hours emails.

As the workforce continues to demand holistic work-life balance, it’s up to managers and HR teams to make sure employees feel encouraged to disconnect after hours. We asked 11 employees, managers, and HR pros to share their best tips and practices for supporting better work-life balance. Here’s what they had to say:
1. Set Company Standards
“Six months ago, we created a company policy that prohibits sending emails, texts, calls, etc. after 5pm or before 9am. The results have been amazing—productivity increased by 11.4% and staff retention improved by 7.1%!”

- Cristian Rennella, CEO & CoFounder at oMelhorTrato.com 
2. Mark the End of the Work Day
“It's easier to unplug if you celebrate a good work day, rather than holding a badge of honor for working late. I do this by shutting my laptop and saying out loud, ‘today was a great work day.’ It gives me permission to stop working and validates my day.”

- Sarah Moe, Co-Founder / Chief Happiness Officer at Flauk
3. Utilize Communication Tools
“In Google Calendar, there are settings that allow you to set your work hours. If someone tries to schedule a meeting with you outside of those work hours, they are informed that you may not be available. The technology auto-declines meetings so you never have to say no. I also use Quiet for Gmail––an app that allows you to silence notifications during your set Quiet Hours.”

- Lauren Crain, Digital Marketer at HealthLabs.com
4. Honor PTO
“Before going on vacation I review all open items and ensure appropriate coverage. This way, nothing falls through the cracks when I’m out and frees me from feeling a need to check in. When a team member goes on vacation, I draft an email to send upon their return. This allows me to organize ideas and updates all in one email, so they won’t be tempted to check in before returning or have to wade through the usual swamp of messages when they get back.”

- Kerry Wekelo, Managing Director HR/Operations at Actualize Consulting
5. Set Clear Boundaries
“I used to take regular ski trips and would not bring my laptop or cell phone. My boss and office staff knew that I would not be available during that week, and I gave them a window of time where I would plan to check in with my administrative assistant in case anything urgent came up.”

- Timothy G. Wiedman, D.B.A., PHR Emeritus, Associate Prof. of Management & Human Resources (Retired) at Doane University
6. Unplug During Work Hours
“I cannot emphasize enough how important unplugging is—but not just from work, but in appropriate ways at work! During meetings, are people multitasking through email or texts? When leaders monitor devices during a conversation, they indicate that the person in front of them is less important. Leaders should model behavior that demonstrates the importance of being present both at work and at home.”

- Dr. Kathryn Bingham, CEO at LEADistics LLC
7. Encourage Hobbies
“We have a little music room in the office so employees can take breaks during the day to play. Playing piano has helped me get my creative juices flowing and refocus on what I need to do. Playing any instrument is scientifically proven to engage practically every area of the brain at once—especially the visual, auditory, and motor cortices.”

- Gene Caballero, Co-Founder at GreenPal
8. Follow A Routine
“In the morning, I try not to look at my phone until I've meditated or journaled. On Sunday evenings, I put aside my laptop and phone, take a warm bath, and don't look at them again until Monday morning. These routines give me space to get my thoughts together before plugging back in.”

- Taylor Morrison, Founder at Emancipation
9. Lead by Example
“HR can set the standard by disconnecting themselves. The first step is to not respond to emails after hours and definitely don't send them! Encourage this same behavior from leadership. Take time to stop and think about whether or not something needs to be communicated immediately or if it can wait until morning. We can change this idea of 24/7 connection if we communicate expectations and encourage staff to disconnect. Be the change you want to see!”

- Wendy Dailey, HR Business Partner, South Dakota State University
10. Practice Empathy
"HR can encourage employees to disconnect with work after hours by being empathetic and transparent. Research connects working longer hours to absenteeism and employee turnover, so HR should communicate and guide employees to set boundaries during their off time.”

- Anthony Paradiso, MS, SHRM-CP, Human Resources Business Partner at Industrial U.I. Services
11. Sign Off from Personal Devices
“Personal devices keep us connected to work 24/7. I advise people to not sync any business emails or work accounts to their own devices. It is very tempting to check a work email that pops up on your phone, and a simple notification can be a gateway to multiple emails. For some, this is not possible, so at least set aside an hour or two to unplug. You will thank yourself!”

- Tracy Julien, VP of Marketing at GuidedChoice 



Though emailing employees after hours may not be against the law (yet), encouraging healthier work-life balance can have a major impact on employee productivity and morale. You don’t want your workforce to experience burnout or resentment toward management, so make sure your company culture supports each employee’s right to disconnect after hours.

### What's Your HR Superpower?

Not all superheroes wear capes, and when it comes to the workplace HR professional are often an unsung hero. Just like the superheroes in comics, HR heroes play an important role in keeping employees happy and protected. Whether each day's villain wears the mask of time constraints, limited resources, or broken processes, HR is well equipped for the task!

Take the quiz below to find out your greatest HR superpower.
 



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### 5 Inspiring Employee Engagement TEDTalks

With so many resources available online, it’s easier than ever for HR professionals to learn and find inspiration. From podcasts to TEDTalks, there’s an overwhelming amount of content out there—but it can be hard to know what’s actually worth your time. We’ve put together a list of five employee engagement TEDTalks to help you inspire your employees.


1. Everyday Compassion at Google



Compassion can have a huge influence on organizational culture and employee engagement. Chade-Meng Tan was an early Google employee and held the unusual title of “Jolly Good Fellow.” He introduced “search inside yourself” training to the Google team as a way to teach mindful leadership and emotional intelligence.

In his TEDTalk, Meng discusses why compassion is important for businesses. From encouraging passion projects to inspiring social responsibility outside of the organization, Meng highlights how giving employees creative freedom can foster a fun work environment and positively affect your bottom line.
2.  Four Ways to Build a Human Company in the Age of Machines



Tim Leberecht, an author and self-proclaimed “business romantic,” warns us of the need for “radical humanism” in today’s often impersonal work environment. If humans aren’t perfect, why should our workplaces try to be?

Leberecht urges us to abandon our organizations’ obsession with efficiency and profit and instead embrace the beautiful chaos of humanity. His four tips for building a human company are: do the unnecessary, create intimacy, be ugly, and remain incomplete. He shares how improving transparency, embracing imperfection, and even wearing wigs can create closer-knit organizations.
3. Make Emotional Intelligence Great Again 


Echoing Leberecht’s sentiments, Janice Gassam defends the need for emotional intelligence in a world where artificial intelligence(AI) is increasingly replacing human interaction. From ATMs to music streaming, AI advancements remove emotion from what used to be personal services provided by bank tellers and music store employees. These automated services are limiting our face time with others and causing our ability to recognize our own and other’s emotions to suffer.

From managing your own emotions to practicing empathy with others, Gassam encourages anyone to learn and improve their own emotional intelligence through five simple steps. By consciously interacting with more people, we grow as individuals and become better remote workers, teammates, bosses, and leaders.
4. Frientorship: The Solution to the Employee Engagement Problem


Does your office look a scene from a horror movie, with soulless employees just going through the motions? Claudia Williams shares her advice on how to save your company from a zombie apocalypse and properly engage employees.

According to Williams, the secret to employee engagement lies in “frientorship”—a hybrid of friendship, mentorship, and leadership. This support network can help employees collaborate, learn, and receive feedback. As a result, many employees feel more engaged and satisfied with their jobs.

To avoid overseeing a sea of workplace zombies, take charge of your workplace and encourage frientorship amongst your teams.
5. The Surprising Ingredient That Makes Businesses Better



Marco Alvera is the CEO of Europe’s largest natural gas utility and a fervent believer that fairness is the key to a company’s success.

Unfairness leads to defensive and disengaged employees, according to Alvera. A community of fairness means employees don’t have to worry about short-term results and have the freedom to take risks, resulting in engaged employees and an open community.

How do you tell if your organization is unfair? Start by promoting diversity and auditing your procedures to make sure everyone has a voice and nothing is unclear or unnecessarily bureaucratic. Then, consider the needs and emotions of your employees, as they are the ones who will suffer most from unfairness in your organization.



Looking for more actionable tips to drive employee engagement? Download our 14 Proven Engagement Hacks to Try Now eBook and learn how top companies keep employees motivated, productive, and happy. From vacation policies to work perks, these hacks will help set your organization apart from the rest.

### What is Similar-to-Me Bias?

There’s definitely some truth to the saying, “birds of a feather flock together.” We tend to surround ourselves with similarly-minded and even similar-looking individuals. This phenomenon is known as “similar-to-me” bias, and its effects can be found in both our personal and professional lives.



Unconscious bias is the silent enemy of fair hiring and promotions and can cause us to pass over qualified candidates in favor of those who most remind us of ourselves. In order to make better hiring decisions and promote workplace diversity, we need to ignore our first impressions and overcome similar-to-me bias.
What Is "Similar-to-Me" Bias?
Similar-to-me bias causes people to disproportionately favor individuals who are similar to themselves. These similarities could be tied to anything—ethnicity, gender, nationality, career history, educational background, and more. The issue is when this bias influences someone at work, especially if they have decision-making authority.

Think about it. Have you ever bonded with an interviewer over your love of baseball? Do you have a close relationship with your manager because you both grew up in Florida? Once we find common ground with someone else, we tend to hold them in a more positive light. Oftentimes, interviewers convince themselves that the candidates they like the most are the most qualified. Unfortunately, this isn’t the only consequence of similar-to-me bias.
Hiring and Promotions
Similar-to-me bias can influence hiring decisions and cause people to hire the same type of candidate over and over again. During an interview, we may be quick to judge someone because of their name, clothes, posture, weight, or even the firmness of their handshake—all before they’ve had a chance to open their mouth. While we may subconsciously gravitate toward people familiar to ourselves, it’s important to give each candidate an equal chance and only evaluate them on their qualifications.

Homogenous teams aren’t as effective as diverse teams. Several studies reveal that diverse teams are generally higher performing, more innovative, and more financially successful than homogenous teams. Groups of similarly-minded individuals miss out on diverse perspectives and ideas. It’s important to hire strategically so teams benefit from a variety of voices and a balance of strengths and weaknesses.

Lastly, similar-to-me bias can hurt diverse employees’ growth opportunities and keep them in lower level positions. If company leadership is disproportionately the same gender and ethnicity, bias can continue to perpetuate the cycle of hiring and promoting the same types of people. This could cause qualified, diverse candidates to be passed over for job opportunities and promotions. This phenomenon is one of the reasons why women and minorities struggle to rise up in companies and lift others with them.
The State of Workplace Bias Today
It turns out similar-to-me bias is more prevalent than we thought. In our latest Workplace Diversity Report 2018, Namely leveraged data from over 1,000 companies to see how this phenomenon shapes the modern workplace.

We found that most teams are ethnically similar. White employees account for the largest portion of the workforce, so it’s no surprise that 84 percent of them report to a white manager. But what’s more surprising is that 34 percent of Asian employees, 25 percent of Hispanic employees, and 20 percent of black employees all have managers of the same ethnicity—far exceeding the national workforce averages. If managers are the primary decision makers in the hiring process, this could be evidence of the “similar-to-me” bias at work.

The similarities don’t end there. Odds are that your manager is the same gender as you. While we found only 16 percent of female employees hold managerial positions, a resounding number of their direct reports are also female. Even with fewer female managers, 51 percent of female employees report to women, while 79 percent of male employees report to men. Not only are you more likely to have a manager of your same ethnicity, but also the same gender.



With more companies making diversity and inclusion top priorities, it’s important to understand how unconscious bias may be affecting your candidates and employees. For more data on diversity at work, download Namely’s Workplace Diversity Report 2018. You can also ensure your employees are prepared to avoid biases in the hiring process by watching our free webinar, How to Remove Bias from Your Hiring Process.

### How to Talk About Diversity at Work

“Diversity is defined by who sits at the table, while inclusion is which voices get heard,” says Jamie Velazquez, Ph.D and Director of Staff Development at Crittenton Services for Children and Families. Diversity has become a top priority at the individual, corporate, and national scale, and Namely’s recent Diversity Report reveals several trends around implicit bias in the workplace.



Turning a blind eye to individual differences is no longer acceptable if companies truly want to make a change (or a profit). According to Velazquez, “today’s buyer doesn’t just buy into your product, they also buy the ideals and values of your company.” As an HR professional, building company values and culture often falls on you—but how can you change a systemic problem?

It can be challenging to initiate productive conversations around such sensitive topics, but short term discomfort is necessary for long term change. We spoke with Velazquez to learn how she helped her company embrace these tough conversations. Here are six simple ways to encourage an open dialogue around diversity in your own organization:
1. Teach Self Awareness
Cultural competency training is typically given in the form of an impersonal online certification quiz. While this checks the box, it’s is clearly not enough to change behavioral tendencies. Instead of taking this approach, Velazquez created an interactive series of self-awareness training with small groups of employees from different departments and levels.

“I work in the service community, and we always ask: how can I help others better? When I first started thinking about cultural competency training, I realized that we need to begin by learning about ourselves. Before you can help others you have to understand your own biases, triggers, and experiences,” says Velazquez.
2. Share Diverse Experiences
Velazquez also shared that “I’ve been sending bi-weekly emails about different topics to help employees encounter different perspectives. This week was about swimming. A study revealed that in 2010, 70 percent of black children did not know how to swim. This statistic can be traced back to the historic segregation of pools. Swimming is something many of us take for granted and raising awareness around this experience helps us become better allies.”

While swimming may be unrelated to your business, Velazquez’s emails are a great way of initiating difficult conversations around diversity with her colleagues. If you regularly and consistently learn about an experience different than your own, eventually it becomes second nature to look beyond surface-level stereotypes, ask questions, and empathize.
3. Understand Your Goals
Cultural competency training is an ongoing and ever-evolving process. Velazquez plans to grow her training program into a multi-year initiative to help her team advance and build a stronger community of allies. Velazquez formed a committee to help set goals for the training and clearly articulate why diversity is important to the larger company. Every organization will likely have their own answers to these questions, so it’s important to have a holistic understanding of company-wide goals before determining the format of your training program.
4. Be Vulnerable
Vulnerability starts with company culture. A culture where leaders are open to learning from their direct reports helps create comfort even in a hierarchical environment. HR is uniquely positioned to facilitate initiatives like trainings, group activities, and thoughtful hiring. It’s important to use this power to bring more underrepresented voices to the table, and raise awareness about experiences that differ from our own.

“It’s possible to talk about difficult topics without targeting someone, you just have to own up to your limits,” advises Velazquez. “In response to the Black Lives Matter movement, I felt impelled to write to employees. I started by admitting that I’ve never been in that kind of situation, but I can still acknowledge that both sides are difficult and stressful. I invited employees to share their own experiences and concerns with me. In response, multiple people reached out and said that after reading the email they knew they could come talk to me. We are all impacted differently by current events, and it was important for me to build a safe space for employees to come to me.”
5. Act as an Ally
As seen in Namely’s Diversity Report, data reveals a pattern of managers hiring employees in their likeness, a phenomenon commonly referred to as the “similar-to-me bias.” It’s natural to trust people who are like you, as you automatically connect with their experience, but even if it’s unintentional, we have to be conscious and proactive about embracing different voices. We may not always understand the experience of others, but we should act as allies to support them.

“Unless you do something, nothing is going to change,” says Velazquez. “Not everyone is ready to have these authentic conversations, and it’s harder for certain people to start them. To act as an ally we have a responsibility to speak up for people who can’t and also know when to shut up and listen. Emotional intelligence is critical for success.”

Velazquez notes several key practices we can adopt to become more effective allies:

 	Be humble
 	Replace judgement with wonder
 	Support and coach
 	Make space for diverse voices at the decision table
 	Be inquisitive and always ask questions



Empowering employees to bring their whole selves to work lays the foundation for better discussions around diversity and inclusion. When your leadership team is willing to be transparent, open minded, and even vulnerable at times, you’ll see employees at all levels follow suit. As HR professionals, you have the power to bring employees out of their comfort zone and encourage meaningful conversations around the parts of ourselves that we tend to bury during work hours.

### Are We Ready for a 4-Day Workweek?

Have any three-day weekends planned this summer? Don’t feel guilty—according to an experiment by a New Zealand company, there’s a good chance you’ll actually be more productive that week. 

The company in question, a financial firm with 240 employees, let its staff work just four days a week last spring. It found that the switch increased engagement, lowered overhead, and boosted individual productivity. Those findings have led many American business experts to scratch their heads and ask, “why not here?” 
So what do the workers on these schedules think? We asked professionals that were on a four-day schedule, full-time or most of the time, for their two cents. Some of the individuals we interviewed asked us to withhold their names, suggesting there’s still a stigma against voicing support for a shorter workweek. As we learned, maybe there shouldn’t be. 
Performance Tied to Merit, Not Optics

There’s a good chance you’ve heard the now clichéd adage, “work smart, not hard.” Today’s most successful companies purport to be driven by metrics and tangible results, not whether employees are burning the midnight oil or physically in the workplace. After all, when’s the last time someone handed out a perfect attendance award at the office? That’s partly why telecommuting has become so popular. 
Sarah, a director at a public affairs firm, echoed that sentiment. “Companies shouldn’t pay their staff based on length of the workweek, but rather on meeting the expectations of the job while maintaining high quality. So I don’t see why we can’t have four-day workweeks as long as the work is getting done and done well,” she said.  
Many of the professionals we spoke to questioned whether employees who worked five versus four days actually accomplished more. Mary, a manager at a major online retailer, had her doubts. “From my past experience, half the time you see people goofing around and relaxing by Fridays,” she said. “It’s pretty much an unspoken part of the weekend already.” 
Mary only occasionally works four days a week. But she saw an immediate improvement in both her productivity and her colleagues’ when switching to the shorter workweek. “People still know to get their work done, but they’re grinding harder Monday through Thursday, so they can take a much-deserved break by Friday,” she said. 
Improved Work-Life Balance

Of all the potential benefits of switching to a shorter workweek, few came up as often as improved work-life balance. Parents were especially thankful for the arrangement. 
Nancy, a working mother in the publishing industry, found switching to a four-day workweek was a liberating experience. “Being able to have a weekday off to be a mom during my kids' school day made all the difference. It allowed me to take care of my family and to be a part of their lives, not just a weekend mom with endless chores taking away precious family time,” she explained. 
That additional time wasn’t just a net positive for Nancy. The quality of her work increased and her employer took notice. She was recently rewarded with a major promotion. “The four-day week model was successful for me. I was able to grow in my career and my children grew up healthy and strong-minded,” she said. 
Others made the same correlation between work-life balance and the quality of their work. Erica, an acupuncturist, switched to a four-day schedule and hasn’t looked back since. She finds that it allows her to be fully present and not be tempted to “home” from work.  
“I’m less stressed because I have time outside of work to get things done. When I’m at work I’m much more focused on work and not stressing about the little stuff from home,” she said. The switch also helped Erica tap into her entrepreneurial spirit. She started dog walking on Fridays, giving her an extra source of income and the ability to afford an upcoming vacation.


Overcoming the Stigma

Every individual we spoke to hoped that more companies would consider switching to a shorter workweek. Some proposed that adopting summer Fridays might be a way for companies to trial the program. Others suggested “just going for it,” like the trailblazing New Zealand firm did last spring. 
The first challenge might be getting employees to speak frankly about their schedules without feeling judged. Less than half of the individuals we interviewed allowed us to use their names, and no men were willing to be quoted. This shouldn’t come as a surprise to those familiar with the country’s well-documented “working problem.” On average, Americans log over 250 more hours per year than their European counterparts. The employees themselves are partly responsible for that gap, as an estimated 600 million vacation days get left on the table each year. There are even popular songs celebrating the “Americanness” of an honest forty-hour living. 
Changing those attitudes won’t be easy. As the natural bridge between the interests of employees and the business, HR professionals are uniquely positioned to lead the charge. First steps might include experimenting with other aspects of workplace flexibility, like telecommuting. With companies already willing to experiment with ideas like unlimited vacation and paid sabbatical, is the four-day workweek really such a stretch? 
The employees we spoke to didn’t think so. Mary, the retail manager from earlier, appealed directly to HR teams who might be on the fence.  “Imagine the productivity boost you’d see from happy employees who have the extra day given back to them,” she said. “The opportunity is there." 
Will that appeal resonate? For a profession known for wanting to redefine how the world works, the four-day week might just be HR’s most ambitious project yet.

### The 4 People You Need to Include in Onboarding

HR professionals know better than anyone else that first impressions matter. After all, that’s why getting employee onboarding right is so important. But between all the paperwork and red tape involved, making day one a positive experience is often easier said than done.


Like interviewing, new hire onboarding is a team sport. It might be time to rethink who your players are.
At Namely, we try to get as many employees involved in onboarding as possible. We believe that it can't be entirely up to HR to ensure every new hire’s first day goes off without a hitch. Below are the four parties you need to include in the process.


Leadership Team

The more new employees can interact with company leadership, the more they feel at home and informed. An easy way to incorporate top brass during onboarding is to have department heads attend orientation. If time is at a premium, you might even consider having leadership record introductory videos that new hires can watch on their own time.



New Hire BuddiesA great way to help recent arrivals feel welcome is to pair them with a new hire buddy who can greet them and take them out to lunch during their first week. They also serve as a natural point of contact for questions on company culture, as new employees might feel uncomfortable asking their manager.



Your HR TeamWhile HR certainly shouldn’t be considered the complaint department, for a new hire’s first few days it’s definitely the question department. Make sure new employees are introduced to each member of your HR team, so they know who to contact when questions inevitably arise.


Information TechnologyYour IT team plays a crucial role in ensuring that new hires are given the proper controls, logins, and equipment they need to get the job done. Ensure that you provide your IT team with all the relevant information early on so new hires can be set up and ready to roll from the get-go.



Each of these individuals and teams play a crucial role in creating an employee-centric onboarding process. Out of all these, we often hear that coordinating with IT can be the most challenging. That’s why we’ve teamed up with the experts at Okta for our upcoming webinar, How to Align HR and IT to Streamline Employee Onboarding. We’ll cover how you can bring the two functions together and create a best-in-class new hire experience.

### How to Empower Diverse Employees

Diversity and inclusion don’t stop at hiring. HR needs to be able to support the company’s talent through the full employee lifecycle.


Decades ago, the boardroom looked very different. The vast majority of leadership positions were held by straight, white men. Women, people of color, religious minorities, or members of the LGBTQ community were hardly represented. While there is still room for improvement, businesses are taking steps to hire workforces that better represent our population as a whole. As a result, many are seeing the benefits of advancing individuals from a diverse range of backgrounds.
How can HR help ensure the right voices are present and heard? The more diversity we see at the top, the more we will see reflected throughout the organization. Consider these five tips to help employees move up the career ladder.
1. Rethink your hiring practices.
If you want to promote diverse employees into management positions, you need diverse employees to begin with. That’s why it’s so important to pursue a diverse pool of candidates for positions at all levels. Keep in mind that the “best” fit for a job is not always going to be the person with the highest GPA or the one who attended an Ivy League school.
Many people who come from minority backgrounds face obstacles unfamiliar to the majority. Some struggle through school while juggling part-time jobs. Members of the LGBTQ community are sometimes cut off from their families, who refuse to provide them with emotional or financial support. As a result, individuals from these backgrounds may not have the same accolades on their resume as majority candidates.
These resume “deficiencies” are not a reflection of intelligence, talent, or motivation. Give candidates a fair chance and evaluate them on their core skills rather than academic accolades. Once you’ve built an unbiased interview process, use tools to ensure that every member of the team understand it and gives each candidate gets the same facetime and consideration.
2. Focus on retention.
It’s not enough to hire diverse talent—you need to also give them a reason to stay. This is the oft-neglected inclusion piece of diversity. Onboard new hires properly, treat them with respect, honor their differences, and offer personalized benefits to support their way of life. For example, you might choose an insurance policy that will cover hormones and gender confirmation surgeries for transgender individuals. Additionally, you might also make time off accommodations for individuals with different religious beliefs.

Bottom line? Without a truly inclusive culture, you risk undoing the work of sourcing and recruiting diverse candidates.
3. Protect your employees.
Don’t allow a toxic environment to alienate the very individuals you’re seeking to promote. Spend time building a company culture where sexism and bigotry are not tolerated. Lead by example and set a standard of showing respect and tolerance to everyone. With the right checks and balances in place, your culture will become self-regulating and weed out signs of discrimination early on.
4. Don’t reward conformity.
Once you have a diverse workforce, resist the urge to make everyone act and think alike. To truly promote diversity, you have to embrace differences in culture, language, and lifestyle. When it comes time to hand out raises, bonuses, and promotions, be sure to carely check for unconscious bias and avoid falling prey to the “similar-to-me” phenomenon.
5. Question your decisions.
When you’re ready to finalize a promotion, pause to consider your choices carefully.  If you aren’t considering someone from a diverse background, ask yourself why—and be honest with yourself. Is it because the individual is truly not the best fit for the job? Or is it because of something less tangible, like an inherent bias or emotional “gut feeling?” If it’s the latter, go back to the drawing board and carefully reconsider your options.
6. Get leadership buy-in.
The benefits of a diverse workforce are more than just moral. Prioritizing diversity in your organization can help your business grow and succeed through:
Increased Profits: Profitable companies make money by finding creative solutions to big problems. Nothing kills creativity like trying to solve a problem in a room full of people who think exactly alike.

Brand Loyalty: In a country where powerful celebrities and executives are being exposed for misconduct, companies are finding that consumers are attracted to businesses who genuinely embrace diversity in their hiring and promotion practices.

Scandal Prevention: How many times has a corporation been forced to kill a million dollar ad campaign after public outcry over a lack of sensitivity? How many times have companies been sued for failing to protect women and minorities in the workplace? Avoid careless mistakes by hiring socially conscious employees to keep your initiatives in check.


The benefits are clear, so what are you waiting for? It’s time to start building diversity and inclusion into every piece of the employee experience.

### How I ‘Came Out’ as Non-Binary at Work

Gender isn’t limited to just two checkboxes. With terms like non-binary, transgender, and genderqueer becoming more mainstream, gender identity today goes beyond just male or female. But even with this new understanding, some people still feel uncomfortable sharing their gender identity in the workplace.



Gabs Ricci always felt uneasy identifying as a woman and was relieved to make the switch from “she” to the non-binary “they.” But once Gabs made that change in their personal life, Gabs’ coworkers still used the pronouns “she” and “her.” The disconnect was beginning to take its toll, so Gabs took action. We sat down with Gabs to ask what it was like coming out as non-binary at work, telling coworkers, and how companies can support other non-binary employees.



When did you first realize you were non-binary? 

Growing up in Florida, I hadn’t heard much about the spectrum of gender. I had heard of male, female, and transgender, but I didn’t even know non-binary existed. It wasn’t until I moved to New York City and became more involved in the LGBT community that I first heard the term. It embodied everything I felt with my own gender identity but had no way of expressing. I felt like I was in this gray area where I just wanted to be a man, woman, neither, and everything in between at the same time. When I heard of non-binary genders, it was like something just clicked.

I then realized using the pronouns they, them, and their was just more me. I started out by asking my partner and close friends to use my new pronouns, but after a few months I felt like I was living two separate lives—“they” in my personal life, and “she” at work. I think people don’t realize how deep it can hurt to not be seen as the person you are, especially when you’re spending 40 hours a week with your coworkers. Eventually, I found myself dreading work because I didn’t want to hear my co-workers misgender me. That’s when I realized I needed to make a change.

How did you decide to “come out” as non-binary at work? What were you most nervous about

My situation was unique because I changed my pronouns halfway through my job at my last company. If I started a new job now, I would go in telling people my pronouns, and they wouldn’t know anything different. Sharing my new identity and pronouns with people who had previously seen me as a woman was nerve-racking.

I was afraid that my older coworkers wouldn’t understand, and that my straight colleagues would be unfamiliar with gender identities. If someone hasn’t had exposure to gender identity beyond male or female, the concept can be really confusing. I was scared people might say my identity was made up or that they would completely ignore my new pronouns. Part of me didn’t want to tell my coworkers so I wouldn’t have to deal with the pushback, but ultimately I couldn’t ignore how I felt, and I gained the courage to tell them about my identity.

How did you reveal your identity to the rest of the company?

At first, I told my close coworkers and team face-to-face. I knew they would immediately embrace my new pronouns and understand. That way, if the rest of the company didn’t take the news well, I would at least have the support of my friends and my team.

Once I had mustered up the courage, I sent out a company-wide email sharing my new gender identity and pronouns. I also included links to relevant articles so people could learn more about the gender spectrum and non-binary identity if they had questions.

How was the announcement received? 

I got a lot of replies to my email saying “Thank you for being brave enough to share with us,” “I’ll definitely read these links,” and “I’m glad you feel comfortable enough with us to be open about who you are.”  I'm happy to say that I worked at a progressive and diverse company, so generally people were really open to this new thing they’d never heard of before. People were very receptive to the change. After all that anticipation, it was pretty painless.

Was there anything your company could have done differently to support you? 

I wish my company tried to normalize pronouns. It would’ve been nice to see everyone in the office start introducing themselves with their pronouns, add pronouns to their email signatures, and stop assuming other people’s pronouns. It’s one thing to accept my pronouns and then just move on, but it would be even better to acknowledge that gender identity is an issue that goes beyond our company. They could have taken it to the next step.

One thing I’m seeing more companies do is encouraging employees to include their pronouns in their email signatures. A lot of cisgendered people, or people whose gender identity matches their sex at birth, will say “I don’t need to include my pronouns, people can just assume mine,” but that in itself puts up a wall. To normalize and encourage conversations around pronouns, everyone has to embrace making them public so everyone feels included and not labeled as the “other.”

Do you wish that you had done anything differently? 

I wish I could have stood up for myself more when people accidentally misused my pronouns. When people approached me and a group and said something like “Hey ladies,” I just smiled and hoped someone else would correct them even though I was cringing on the inside. It was especially nerve-racking to correct my older coworkers and superiors. I was lucky to have some teammates correct others when they made a mistake, but when my team wasn’t there to speak up, people would sometimes fall back into using my old pronouns. I think the company as a whole has to hold each other accountable, not just a few individuals.

Do you have any advice for HR teams on how they could make non-binary people feel more comfortable and accepted in the workplace?

I think fostering a culture of inclusion begins with someone’s first impression of your company. It starts the moment they visit your website to apply for a job. Is the language gendered on your site? Saying “We employ men and women from around the world” instead of “We employ the greatest humans from around the world” gives me a very different impression of the company. How can I see myself working at your company if your messaging is already excluding me?

Once I get to the job application, I usually get stuck on the gender options. When I only see male or female, I’m not sure what to put. If a company had a form with “How do you identify your gender?” I would feel heard and understood. That way, when I go to an interview I don’t have to worry that my interviewer thinks I’m a woman or that I’m misrepresenting myself.



With gender and ethnic diversity more important than ever, many businesses are focused on cultivating a company culture that’s welcoming of everyone. In our Workplace Diversity Report 2018, we dive into the state of diversity today. Read the full report for additional insights and advice from HR professionals.

### What ‘Gen Z’ Employees Really Want

With unemployment at historic lows, it’s never been harder to hire top talent. In response, recruiters and HR professionals alike have all reached for “game changing” perks to seal the deal, like unlimited vacation, free beer, or even nap pods. We’ve been told that employees value different things based on their age—baby boomers want stability and millennials need flexibility, or so the stereotypes go.


But what of the workforce’s newest entrants, “Generation Z?” These young professionals, born between the mid 1990s and early 2000s, account for a quarter of the U.S. population. Rather than buy into the stereotypes, we decided to go straight to the source.
After surveying recent graduates and young professionals on what they really valued from a job, it turns out that the kids are all right. Here’s the kicker—it’s not office foosball that they’re asking for. It’s things like meaningful work, flexibility, and development opportunities that influence their decision to join a company.





Tyler LonerganHR Analyst

B.S., Business Administration

Top Priority: Collaborative Environment

"More than ever, employers are transforming their cultures to appeal to young people by offering workplace amenities like alcohol on tap, casual dress codes, and fun spaces. While these amenities are wonderful and certainly attract applicants, I think employers should focus their time on creating cultures that promote the basics of kindergarten: collaboration, teamwork, and friendliness. I want to make sure that I have the opportunity to collaborate across business functions with people of all seniority levels, work with my team on comprehensive projects, and be part of a company that is as friendly to the broader community as employees are to one another."

Ingrid SkredePersonal Assistant

B.A., International Relations

Top Priority: Opportunity to Grow 

“I’m looking for a dynamic workspace with opportunities to grow and to ask questions. People should know that our generation is hardworking and curious.”

Kiera ByrnesReal Estate Intern

B.A., Marketing

Top Priority: Flexibility

“I want opportunities where there’s a fun work environment, where I could grow and learn, receive good benefits, and eventually have flexibility when I’m looking to start a family. I also wouldn’t mind free bagels in the morning.”



Andrew SahawnehGlobal Sourcing Intern

B.A., Business Administration

Top Priority: Work-Life Balance

“I want a fun and exciting workplace that never makes me second guess whether I want to be there or not. I need to be able to think like an entrepreneur and constantly stay busy. I would also like a work-life balance so I can see my family and friends, as well as work on a side hustle. Catered chipotle once a week would be nice too.”

Alyssa CasamentoAssociate Representative

B.A., Digital Media and Advertising

Top Priority: Company Culture 

“I feel like company culture is what is most important to me. It could literally be my dream job, but if the people don’t get along, the work is going to reflect that. I also have a big thing with transparency. I don’t want to work somewhere where I feel like I’m always guessing. Open, clear communication throughout the workplace is important.”

Alex SutliffElectrical Apprentice

Top Priority: Pride in Work

"For me personally, a job needs to have four things: good benefits, good pay, good people, and good work. That last one might be the most important. You have to be able to take pride in your work. We spend our whole lives working—if you can't be proud of what you're doing or what you create, what do you really have?"

Rachel MinassianU.S. Senate Intern

B.A., Political Science

Top Priority: Challenging Work 

“I look for a gender-equal meritocracy with exciting and challenging work relating to social justice and politics. Our generation is generally very well-informed and disappointed in prior generations for what they’ve done to our economy and government.”



Julia McCarthyDigital Intern

B.A., Political Science

Top Priority: Flexibility

"I want a workplace that is considerate of its employees' needs, whether that means a work from home policy or a stocked kitchen with snacks. A workplace that supports its employees in all facets of the work-life balance. My generation is hardworking, curious, forward-thinking, and expects a workplace to reflect that."



Regardless of the generation, recruiters would be hard pressed to find one benefit or perk that stands heads and shoulders above the rest. According to the above professionals, it’s things like meaningful work, company culture, and work-life balance that can make or break an employee’s decision to sign on or leave.
In collaboration with #HRWINs, we sought to find out what the most impactful perks were among baby boomers, millennials, and Generation Z. In our report, Where Purpose Meets Performance, Can HR Tech Solve Culture?, you’ll discover which perks employees identified as game changers. Download the report by clicking below.

### Beyond Perks: How to Uplevel Your Benefits Package

The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.



The following is a recap of a panel discussion at HR Redefined 2018, moderated by Matt Monahan, VP of Benefits at Namely and featuring Colleen McElroy, Benefits Consulting Team Lead at Namely; Brett Davis, Senior New Business Manager at Cigna; and Asha Mungara, Director of People Operations at b8ta.

Busy May 6-7? Join us at HR Redefined 2019 for even more panels led by industry experts and thought leaders. Grab your tickets now!



Benefits are a crucial piece of talent acquisition, engagement, and retention. At Namely’s HR Redefined 2018 conference, we brought together industry experts to share their advice for maximizing your benefits offering. Learn how to set your company apart with their tips:
Start with the Basics
Before evaluating novel perks, make sure your current medical offering is a good fit for your employee population. Medical insurance is the second largest form of compensation after salary, so make sure this money is not going to waste. Employee needs are different for diverse segments of your workforce—for example, if your company includes both a corporate office and warehouse environment, take that into account.

Once you optimize your benefits package, communication is key. “You can offer the best health plan in the world,” says Colleen McElroy, “but if employees don’t understand it, they’re not going to use it.” With good communication comes increased participation, awareness, and even behavioral changes.
Use Data as a Guide
Data is hugely important when it comes to making decisions about benefits programming. If you are on a fully insured health plan, you may not have access to as much claim and utilization data as with self-funded or level-funded plans. “Survey employees or create a focus group to learn about employee needs and wants,” suggests McElroy. “Don’t throw money around blindly, but identify where employees are seeing gaps and find a way to address them.” Data can help you design meaningful programs and also identify areas where you could reduce costs.

“In my previous role, we tried to implement biometric screenings, but it didn’t go well,” shares Asha Mungara. “Employees wondered why we were requiring this, and it just wasn’t a good culture fit. We changed course and did a Fitbit step competition. It was a huge hit with 50 percent initial participation, weekly prizes, and a grand prize at the end. You have to be cognizant of what’s right for your individual organization.”


Communication is Key
“If there’s one thing you’ll hear over and over again,” says Matt Monahan, “it’s that communication is paramount to success. Nobody is going to know how great their benefits package is unless you tell them.” Benefits are complicated, and it takes work to convey value to employees.

The best moment to communicate is during open enrollment. Consider how your population likes to receive information—paper, digital, in person? Then, incentivize employees to adopt new programs early on. You might offer a financial incentive such as an HSA match or raffle prize for anyone who takes that first step. According to Mungara, education can be simple. “List all the benefits that you offer employees for free. They tend to be overlooked, so sometimes you need to break it down to the basics.”
Get Leadership Buy-In
Once you know what matters to employees, it’s time to get leadership on board. “At Namely, we offered a six month trial of Peerfit,” shares Monahan. “Employees are given credits to use at a variety of fitness studios. We encouraged all of the team leads to sign up for a class and invite their team members. We expected to see about a five percent adoption rate, but we saw 20 percent––in fact, we almost had a mutiny on our hands when the trial ended.”
Start Small
Expanding your benefits offering doesn’t have to break the bank. In fact, most insurance providers already offer services within your existing plan. For example, dental plans often provide extra visits for pregnant women, most medical providers will help employees find in-network doctors, and Life & Disability plans often include access to employee assistance programs (EAPs). Ask your provider about services that employees may not be aware of, and remind employees that they have access to resources around mental health, personal finance, and more.

You can also build your own custom wellness initiatives at low or no cost. “Building a wellness committee encourages involvement throughout the organization,” says Brett Davis. “At the Cigna office, we started a program called ‘Talking Taste Tuesdays.’ Once a month, for 20 minutes, we get together to chat about the benefits of different health foods. It’s one fun way to incorporate wellness into the daily routine.”
Stay Current on Benefits Trends
A good benefits package isn’t just about physical health. For example, Talkspace provides mental health services, allowing employees to reach certified therapists digitally 24/7. Similarly, student loan repayment and financial wellness perks can also contribute to a more holistic benefits package.

As the health tech industry continues to grow, there’s an increasing number of  concierge services to help employees navigate the medical industry. These services help employees save money and access second opinions—which means fewer questions for HR teams.

Forward-thinking and personalized benefits give companies a leg up. “We compete with the Googles and Ubers of Silicon Valley,” says Mungara. “We don’t try to outdo them, but we make it clear that the benefits we provide reflect employee needs and our company’s culture. That’s how you stand out and differentiate yourself in such a competitive space.”

### How to Predict Employee Turnover

Have you ever been blindsided by a top performer’s resignation? Omer Aziz, Chief HR Officer at FlightNetwork, may have cracked the code to predicting employee turnover. Inspired by solutions presented at Namely’s 2017 Redefine Live Hackathon, Aziz created his own method for determining when employees may be looking for a change.


The Formula
Employees pursue other opportunities for a number of different reasons, but Aziz simplified the leading causes of employee fatigue into just five criteria. He determined that the most “at-risk” employees are those who:

 	Have not seen a title change in over a year
 	Have not seen a salary increase in over a year
 	Were highly rated during the last two performance reviews
 	Have a commute over one hour and fifteen minutes *
 	Experienced a life change in the past year

* Aziz advised that this is the “tipping point” in Toronto, Canada and urges HR professionals to determine the point at which a commute would become bothersome in their specific city. You can use home address postal codes to determine commute times.

High performing workers who haven’t experienced any recent changes in title, pay, or responsibilities may be looking elsewhere for a new challenge. Long commutes and big changes at home, like having kids, getting married or divorced, or having to care for a sick family member can also influence an employee’s decision to leave.
The Findings
Out of the 270 employees at Omer’s previous company, only 12 names met the first four criteria above. Aziz contacted all of the individuals’ managers, explained his methodology, and warned that their direct reports might be flight risks. Most of his warnings fell on deaf ears, but one manager took the advice to heart.

Five days after Aziz compiled his list, one of the at-risk individuals scheduled a meeting with his supervisor to discuss a pay raise. The manager, prepared with the heads-up from Aziz, was ready for the conversation and was able to negotiate a compensation increase for the employee. Content with his new salary, the employee continued to work for the company.
“No One Predicted Mike*”
Not all of Aziz’s findings led to happy endings. Aziz said one of his biggest surprises was finding out that one of the flagged names on his list belonged to a Managing Director, Mike. He was a dedicated executive leader who had been with the company for over 10 years.

Aziz called the CEO to tell him that Mike popped up on his list. The CEO was quick to dismiss his concerns. “We don’t have to worry about Mike. I talk to him every day and he’s doing just fine,” he said. Assured that Mike was content in his role, Aziz felt there was no need to worry. Mike handed in his resignation letter eight weeks later.

Mike’s commute was two and a half hours every day and he and his wife had just adopted two children. Predictably, he said that he needed to spend more time with his family and that his commute was taking its toll. He accepted an offer at a startup that was just a fifteen-minute walk from his house.
The Conclusion
In the six weeks after Aziz had pulled his list, five individuals resigned and one negotiated a salary increase. Aziz had mixed feelings about the success of this formula. “Now, on the one hand, I was really proud I predicted this little train wreck, but on the other hand, I’m not very proud because these trainwrecks still happened. Next time I have to not only predict, but also take fast action.” Aziz encourages other HR professionals to run similar experiments by either using the data existing in their HRIS or pulling the data manually. However, Aziz encourages individuals to go beyond just predicting the future. Once you have an inkling of who might be unhappy, talk to employees to see how you can keep them engaged and take action to keep them around.

*Name changed.



Data equips HR teams with the information they need to make decisions and help their employees succeed. According to one report, over half of HR professionals hope to incorporate more data in their processes in 2018.

### Simpson's Diversity Index: The Metric You're Not Tracking

How do you currently measure employee diversity in your organization? Like many others, your business probably measures the breakdown of gender, ethnicity, and other employee demographics. Such breakdowns (e.g., 45 percent female / 55 percent male) are very common for organizations to monitor and action as “outcomes” of diversity initiatives (e.g., “Did the introduction of a structured interview process increase diversity in our workplace?”). But how do we know if our diversity efforts have succeeded?

Within Namely’s 2018 Workforce Diversity Report, one key table refers to a metric called Simpson’s Diversity Index (SDI), a metric that offers organizations a more robust way to “quantify” diversity. Simply put, this index distills the measurement of diversity into a single, trackable metric. Here’s how you can get started measuring it today.


What is Simpson’s Diversity Index?
Simpson’s Diversity Index (SDI) originated as a tool for measuring the diversity of species in an ecosystem––in our case, we’ll use it to measure employees in an organization. The metric was designed to capture two critical elements of diversity: richness and evenness. Richness refers to the number of different groups represented (e.g., how many ethnicities are present), while evenness refers to the spread across those groups (e.g., whether employees are spread evenly).




Examples of the Simpson Index for Sample Group Breakdowns:



Example
Group 1
Group 2
Group 3
Group 4
Simpson Index


Least Diverse
500
0
0
0
0.00


v
500
50
50
50
0.39


v
250
50
50
50
0.56


Most Diverse
50
50
50
50
0.75







 
Note: Data is illustrative
 
The philosophy behind the Simpson Index is that both of these criteria matter. For example, you are probably not a diverse community if only two groups are represented compared with ten groups (i.e., low in richness), and if you have 90 members in one group and one member in each of ten other groups (i.e., low in evenness). The index incorporates both of these criteria in a single, clean snapshot of diversity. The metric ranges in score from zero to one, where zero represents a complete lack of diversity, and one representing (get ready for it…) infinite diversity!

Why use Simpson’s Diversity Index?
Although infinite diversity would be fantastic, in organizations we typically work with demographics that have a limited number of groups, such as ethnicity. However, this metric is still useful to HR professionals and their stakeholders because it captures the essence of common diversity measures in a single, reportable number.
It’s also readily explained to those who want more detail on what the metric actually represents: the probability that two randomly-selected employees are from different groups. By monitoring this metric as a supplement to traditional breakdowns, you can now more objectively determine if shifts in representation across your company could be considered increases or decreases in diversity.


How do you calculate Simpson’s Diversity Index?
The formula for Simpson's Diversity Index is:
D = 1 - ( ( Σ n(n-1) ) / ( N (N-1) ) )
Where:

n = number of individuals of each ethnicity
N = total number of individuals of all ethnicities
The value of D ranges between 0 and 1

To make calculating this metric even easier for you, download this free spreadsheet or use our Diversity Index Calculator to simply enter employee counts for each group of the demographic you’re interested in studying. You can’t change what you don’t measure, so get started now!



Calculating Simpson's Diversity Index for your organization can help you gauge just how diverse your organization is, but it won't help you understand how you compare to your competitors and peers. For that added context, you might want to consider using Namely's quarterly benchmarking reports to see just how your business stacks up. In addition to comparing your SDI score to Namely's database of over 1,300 companies, Namely benchmarking reports gives you an in-depth look at your company's diversity, pay equity, and more.

### How Companies Can Support Non-Binary Employees

The definition of gender is evolving beyond just male and female. As of 2016, 1.4 million Americans self-identify as transgender, meaning their gender identity differs from their birth sex. Today, an increasing number of people are acknowledging genders outside of the traditional male and female binary. In fact, 50 percent of millennials believe gender is a spectrum. But how is the workplace supporting non-binary employees?



As many companies say diversity is a top priority, it’s more important than ever to foster a community in which all employees—regardless of gender—feel comfortable and supported at work. In our Workplace Diversity Report 2018, we uncovered new trends in how companies are handling gender identity and maintaining the balance between compliance and acceptance. Read on to learn how many forward-thinking companies are approaching this element of diversity.
Self-Identification
While gender-neutral bathrooms and employee resource groups (ERGs) are great ways to inspire a culture of inclusion, some companies are going even further by letting their employees self-identify in their HRIS beyond male and female. While 90 percent of companies we looked at offer only three options for gender identification—male, female, and “not specified”—10 percent offered over 20 different customized gender fields in their HRIS, including:

 	Agender
 	Androgynous
 	Genderqueer
 	Gender Non-conforming
 	Third Gender
 	Transgender
 	Transexual

In addition to self-selecting gender identity, more and more companies are asking employees to specify their preferred pronouns. By asking the question, you can ensure you’re using inclusive language as HR, and by including this information on employee profiles available company-wide, it makes it easy for coworkers to know how to address their peers.
Gender Diversity and Compliance
Why don’t more companies offer non-binary options? HR compliance hasn’t always been the most flexible when it comes to gender. EEO-1 reports and other federal employee demographic forms limit gender to two options: male or female. Some states, however, are taking a stand to make the forms more inclusive. Oregon, California, Vermont, Maine, and Washington now allow individuals to self-identify as non-binary, or “X”, on drivers’ licenses, state ID cards, and birth certificates.

Some companies are following suit by creating their own approach to employee reporting and gender. In an effort to remain compliant, but still acknowledge their employee’s identities, some organizations have created custom fields in their HRIS systems in addition to their “gender identity” option. That way employers can collect the information they need to submit accurate government reports, and employees can share how they identify in the workplace. For the compliance field, here are some ways companies have made the distinction:

 	Gender, as required for EEOC and legal reporting purposes
 	Sex, for EEO Purposes
 	Gender for Benefit Purposes ONLY
 	Gender as Shown on Passport
 	Gender as Listed on Driver’s License



While some companies are widening their definition of gender and looking for ways to foster an inclusive workplace, there is still a long way to go. Diversity and inclusion touches on every facet of employee identity. To understand other diversity trends and get tips straight from HR professionals, check out the full Workplace Diversity Report 2018.

### 6 Tips for Avoiding Hiring Bias

When it comes to hiring top talent, we want to believe we give everyone a fair chance and choose the most qualified candidates. But what if our judgments aren’t as fair as we think they are?



We all carry unconscious biases, both positive and negative, that influence our opinions of others. When we see a piece of ourselves in someone else, we’re more likely to have a favorable impression of them; however, when we see others as different from ourselves, we may be quick to judge.

This prejudice can be particularly harmful in the hiring process and prevent diverse candidates from moving up the pipeline. If managers subconsciously hire employees similar to themselves, teams quickly become homogeneous. Luckily, there’s a way to break the cycle. Here are a few steps to help you reduce unconscious bias in your own hiring process:
1. Create Gender-Neutral Job Descriptions
Could your job descriptions be chasing away qualified candidates? Certain words and phrases can skew feminine or masculine and actually discourage applicants from applying. Tools like Textio will scan your job descriptions and flag skewed terms so you can swap them out with more gender-neutral phrases. According to Textio, words like “disciplined” and “tackle” may discourage women from applying, while phrases like “our family” and “empathetic” may see an uptick in female applicants. Being mindful of your word choice will help you attract a more diverse talent pool from the get-go.
2. Review Resumes Blind
Studies show that resumes with white-sounding names receive more callbacks for interviews than those that seem non-white, causing many candidates to “whiten” their names and backgrounds. But why should a candidate’s name dictate whether they’re a fit for an open role? Many companies are investing in resume blinding software that removes names and hides demographic info during resume reviews to help avoid unconscious bias at this stage in the hiring process.
3. Train Employees on Bias
You can’t solve a problem you aren’t aware of. We’re more biased than we think we are, but many of us don’t know how we’re biased towards others. The Harvard Business School’s Implicit Project is an eye-opening exercise that can help people recognize and measure their biases. Before you start training, have participants take a few surveys to learn what social stereotypes they may be harboring.

Then, within your training program, encourage your employees to challenge their assumptions. You can create your own internal training program, hire a consultant, or use online resources like Google’s unconscious bias training.
4. Diversify Recruitment Panels
Creating an interview panel is one of the easiest ways to introduce diverse perspectives into your hiring process. When hiring managers have the only say in hiring decisions, they may overlook a qualified candidate in favor of someone more similar to themselves. A recruitment panel lets more people share feedback on applicants and helps avoid unconscious bias when selecting the right candidate for the job.
5. Standardize Interview Questions
Standardizing interview questions enables a consistent and fair experience for all candidates. Regardless of whether an applicant applied through a job posting site or was personally referred by the CEO, they should both be asked the same questions and given the same opportunity to show their qualifications.

Lastly, urge employees to avoid asking questions that could lead to a candidate sharing their age, religious affiliation, or sexual orientation. This information doesn’t relate to a candidate’s ability to perform in the role and could bias hiring decisions. If the candidate volunteers the information, instruct your interviewers to steer the conversation elsewhere and discourage them from sharing the information with the rest of the panel, so as to not influence others’ feedback.
6. Incorporate Employee Resource Groups
One way to make diverse candidates feel more comfortable during their hiring process is to incorporate employee resource groups (ERGs) into on-site interviews. When you invite candidates on-site, explain what ERGs you have and ask if they’d like to meet with a representative from any of the groups. Having an ERG representative meet them at the front door is a great opportunity for candidates to ask questions, learn more about ERGs, and meet an employee with a common interest or similar background.



Many organizations are devoting more time and effort into hiring diverse teams, but there’s still a long way to go. According to Namely’s Workplace Diversity Report 2018, the “similar-to-me” bias has led to a tremendously high likelihood that employees report to managers of the same ethnicity and/or gender.

### How to Scale Company Meetings as You Grow

All-hands meetings start to look quite different as company headcount increases. What begins as five people huddled around a table turns into an auditorium of 350+ employees (not to mention the hundreds more joining remotely) in what seems like the blink of an eye.



When you’re scaling rapidly, company meetings risk losing their impact. It’s challenging to keep an audience engaged and focused on the right goals at scale. Attendees are answering emails, remote employees feel like they’re looking in from the outside, and the information you share doesn’t always resonate with everyone in the room.

Full team meetings are an invaluable opportunity for the organization to align on key priorities and build relationships with each other.  It’s important to go in with a clear strategy that maximizes employee engagement across all teams and locations.
Honor Tradition
Early on, Namely all hands meetings were synonymous with pizza. Meetings were held at the end of the day and culminated in a shared meal. Eating together was a staple of the community and a nice reward for the month’s hard work. As we grew, it was important to continue this tradition. In that spirit, we started catering all company meetings to scale the practice with the addition of new team members so people have the opportunity to get to know each other.
Prioritize Team Bonding
When you’re under 50 employees, every face in the room is familiar. As you grow, it’s challenging to maintain that sense of camaraderie and collaboration. It’s nearly impossible to know all 500 employees by name, but all hands meetings can help break down barriers and bring people together. Asking new hires to introduce themselves and sharing appreciations between colleagues are just two simple ways that we’ve unified our workforce.
Keep It Conversational
With a small group of people, employees at all levels can easily ask questions and share ideas. A larger headcount makes it harder for individuals to feel like their voice matters. At Namely, we’ve implemented a variety of initiatives to make leadership more accessible to employees. In our company meetings, we use an interactive Q&A platform that allows employees to ask and upvote questions during the meeting. This ensures that everyone has the opportunity to share their questions and allows presenters to respond to what’s on people’s minds.
Avoid Executive Jargon
An hour of executives talking at employees is an hour wasted. While it’s important to share business updates and key metrics, this should be a small part of the meeting. Instead, finding ways to connect these updates to day-to-day activities of different teams is a powerful way of making strategy real. Whether it’s HR sharing information on new benefits, engineers teasing an upcoming feature, or even the finance team getting 15 minutes of fame, these meetings should engage employees across all functions and levels, not just the executive suite.
Time Meetings Strategically
All-hands meetings are most effective when as many employees as possible are able to join. Scheduling meetings closer to the end of the day helps make it possible for the largest number of people to attend. Hosting meetings at the start of the month (i.e. not when sales people and others are trying to hit end-of-month goals) also helps in this regard. Lastly, be sensitive to the length of the meeting. We always cap our meetings to an hour, ensuring that they don’t get in the way of employees’ work or home life. If you’re not able to address every question that comes up, post responses to unanswered questions on your company HRIS the next day.



The surest way to run a successful company meeting is to remember why you’re bringing everyone together in the first place. Growth is exciting at any company, and it’s important to scale the way you provide strategic updates with the human element of bonding between teams at each and every meeting.

### How to Introduce ‘Hot Desking’ to Your Office Plan

Location, location, location. While that’s a real estate mantra, office real estate has gone in a different direction. In many industries, employees can now work onsite, offsite, and have flexible hours. This means the average company no longer requires a room that accommodates every single employee every day. On average, 30 to 40 percent of an organization's space is vacant at any one time, creating a visible waste of company resources. To combat this problem, companies have started to embrace strategies that make better use of office real estate.



Hot desking and office hoteling arrangements are beginning to replace traditional seating plans. The premise is to allow employees access to a desk only when they need one. While these strategies have the potential to boost both employee productivity and the company’s bottom line, but they can only work when implemented correctly.

Any organization considering hot desking needs to first understand the fundamental needs of their employees. It’s absolutely imperative that your strategy fits the existing office culture.
What Is Hot Desking?
First things first: let’s tackle the difference between hot desking and office hoteling. While similar, the two strategies do have some important differences. The hot desking trend has been around since the 1990s, and works by assigning employees a desk as they need one, rather than allocating them a single permanent workspace. Office hoteling, on the other hand, allows employees to temporarily reserve a desk or alternative workspace as needed.

When it was first developed, hot desking proved to be somewhat unpopular with employees because it stripped away the ability to personalize their space. Modern hot desking, however, is about providing employees with practical work space choices that allow them to do their best work.
What Are The Perks of Hot Desking?
Implementing a hot desking strategy allows organizations to save money on real estate, as it negates the need to expand their office size to match employee growth. In this way, hot desking can easily accommodate a more remote workforce. It ensures employees have a place to work without wasting real estate.

Of course, the perks aren’t only limited to employers. Employees rarely do the same type of work every day, and hot desking reflects that. There are times when employees need privacy, and other times they needs to work collaboratively. Hot desking enables greater staff collaboration by allowing traditionally siloed departments to sit together, leading to idea sharing between teams that might not otherwise have the chance to interact.
Is It Right for Your Company?
Although hot desking and hoteling offer numerous benefits, they are not necessarily the best option for all organizations. Some companies need certain internal teams to sit together regularly, and changing that dynamic can negatively affect productivity. Before adopting a new office seating policy, HR should consider these questions:

 	Do the majority of your employees work in-house or remotely?
 	Does your industry require a lot of interdepartmental collaboration?
 	Do your employees have flexible work schedules?

The hot desking model is best suited to larger organizations where a certain percentage of the workforce is regularly on the road, working remotely, or flexible in their day-to-day schedules. Similarly, if members from different internal teams need to regularly meet on projects, hot desking could be a helpful solution.

On the other hand, if companies operate with a strict 9 to 5 work day or have employees who work with classified information, they may not be ideal candidates for this approach. Hot desking shouldn’t fundamentally change your company culture, it should enhance it.
How Do You Facilitate a Smooth Transition?
If you’ve weighed the options and believe that hot desking or hoteling is right for your office, it’s time to start planning for the transition. A switch from fixed to flexible seating is a big change, and as with any office shakeup, some workers will adapt quickly while others may have issues. To ensure a smooth transition, ask employees for input and keep them informed about timeline and process. Once implemented, send out surveys and set up discussion panels to encourage honest feedback on the new layout.
How Do You Manage The New Process?
While employee buy-in is essential to a smooth implementation, none of these strategies will work without the right technology in place. Good hot desking software must provide multiple ways to book a desk and be able to account for different team requirements. Employees should have the choice of booking in advance or on the same day, online or via a mobile app. They’ll also have seating preferences, and the software should permit you to easily track these. As with any software, the product must prove user-friendly and intuitive.



Hot desking offers opportunities for employers to save money and for employees to work more efficiently. As with any new policy, you’ll need to take your workplace culture into account. Before informing employees that personal desks are a thing of the past, HR managers need to take a step back and look at the bigger picture. While it can be tempting to jump on popular trends in any industry, it’s critical to keep business objectives top of mind.

Your company’s culture is one of its most important attributes, so it’s important to not sacrifice it for the sake of a new policy. The trick to implementing hot desking is to ensure it naturally works with your existing office, not against it.

### IMHRO: Why Unlimited Vacation Isn't a Fools Errand

Namely’s series, In My HR Opinion, brings you honest takes on the hottest HR topics and trends, straight from industry leaders.



To learn about the pros and cons of an unlimited vacation policy, we spoke with Lisa Shapiro, Payroll Manager at The Motley Fool. Lisa shares how unlimited vacation increase both employee morale and productivity, and she offers tips for creating a culture that enables this policy to be effective. Here’s what Lisa had to say:



Unlimited paid time off, while often controversial, is one of the fastest growing workplace perks. Being able to offer that level of flexibility can be a great tool for attracting, retaining, and developing top talent. But how do you know if it will work in your office?

In just over 25 years, The Motley Fool has grown from a company of three founders to over 300 employees, and since our earliest days, we have never tracked time off. We like to say that we have a “No-Policy Vacation Policy,” encouraging employees to take all the time they need as long as their work is getting done.

It probably sounds risky to offer employees this type of unchecked freedom, but the results of our recent engagement survey actually proves just the opposite. Over 95 percent of our employees said that The Motley Fool demonstrates a commitment to their well-being, 87 percent said they usually have enough energy to overcome challenges at work, and 90 percent said they would recommend The Motley Fool as a great place to work. Not only does unlimited vacation contribute to employee happiness, it also keeps our employees refreshed and ready to execute on important projects. As a result, our unwanted turnover rate is roughly 5 percent.

So all you have to do is institute unlimited PTO and watch as engagement scores skyrocket? If only it were that easy…

In the same way you can’t just buy a foosball table and suddenly improve office relationships, unlimited vacation doesn't make a great place to work. You have to have the right company culture in place first. Ask yourself these three questions to understand whether or not unlimited vacation could work in your office:
1. Do You Trust Your Employees?
If an employee gets the side eye for coming in after 10 am or an exasperated sigh from their manager if they want to cut out early for a baseball game, then unlimited PTO likely won’t work for your office culture. However, if your employees have the ability to work any time from anywhere, a culture of trust could support an unlimited vacation policy. That same employee who came in late may have worked all day Sunday to meet a deadline, or answered emails after they put their kids to bed. When you offer unlimited PTO (and even if you don’t), time spent in the office is not an accurate measure of employee performance.
2. Is Leadership Setting the Example?
If your CEO hasn’t taken a real vacation in years, then neither will his or her direct reports, or their direct reports, all the way down the to the most entry level position at the company. According to a recent study by TSheets, US workers get an average of 11 days of PTO per year, but typically leave at least five days unused. If no one uses your unlimited vacation policy, then you may as well not offer it in the first place. New hires, for example, drawn in by the promise of a flexible work schedule, will be disappointed to see that the policy isn’t put into practice.
3. Do You Really Appreciate the Need for Employee Time Off?
The head of our People Team, Lee Burbage, deliberately kicks off conversations with other Fools in the office by asking, “So, you have any fun vacations coming up?” If they don’t, he’ll encourage them to plan some time off.  He is actively on the front lines telling people to take a break because he wants them to know that time off is important to their health and the health of the company.

Lee’s watercooler conversations aside, The Motley Fool takes it one step further: To remind our employees of the importance of taking time off, we created the Fool’s Errand. Once a month, one employee is chosen at random and is then required to take a two-week vacation within the next month. The winner also receives $1,000 from the company to spend on their errand. As a result, people have gone on amazing trips, ranging from Iceland and Australia, to all over Europe.

In addition to the clear morale boost, unlimited vacation also helps ensure we don’t have single points of failure. In other words, that we have enough cross training in place for individuals to easily find coverage while they’re out. Not to mention, the monthly Fool’s Errand gives us an opportunity to remind everyone that you don’t need to win to take two weeks off! You always can, because we trust you.

### Why Men Don't Take Parental Leave Even When It's Available

The HR conversation around the gender pay gap is not a new one. The data has long suggested that women are paid less, on average, than their male counterparts. In fact, women earn just 77.9 cents for every dollar earned by men. There are numerous theories as to what causes the wage gap, as well as ideas of how to level the proverbial playing field. One undeniable contributor to this disproportionate equation? Parental leave.



Not only do women begin their careers with lower pay, but they also incur a penalty when returning to the workforce from an extended leave. Let’s take a look at what can be done to mitigate the income disparity.

Many have reasoned that giving new fathers more time off could help reduce the tradeoff women seem to face when taking extended maternity leave. However, data shows that men are underutilizing parental leave, even when it’s readily available. We’ll dig into why paternal leave may work better in theory than in practice, and what companies are doing to change this.
A Brief History of Parental Leave
The past two years have seen an influx in historic paid leave legislation. This wave of state and federal reform has left many hopeful that the U.S. may finally be on its way to achieving equal pay. Parental leave plays a huge part in this, and The Family and Medical Leave Act now mandates that U.S. employers must provide new moms and dads up to 12 weeks off from work within the child’s first year.
Why Aren’t Dads Taking Leave?
A recent study by Ball State University revealed that nearly half (47 percent) of men support parental leave for fathers. However, a mere 14 percent of dads actually take more than two weeks of leave. So what’s kept fathers from taking the leave, even when it’s available to them?

There are countless reasons that families are struggling to evenly distribute the responsibilities of early parenting. For one thing, the birth mother of a newborn child often has more immediate and physical responsibilities to take care of the child. Concerns about finances could also impact a father’s decision to pass on paternity leave. When families weigh their financial situation, many often feel like they have no choice but to keep the higher wage earner in the workforce, which had traditionally been the father.
How Companies are Challenging the Status Quo
In the absence of federal mandates, many high-profile, private sector businesses have announced in recent years that they were expanding parental leave. Starbucks, Spotify, Netflix, Amazon, Facebook, and the Gates Foundation are among the companies that have fervently been trying to one-up each other with new or revised parental leave policies that benefit both parents more equally. These policies range from Spotify’s six months of paid parental leave to Amazon’s Leave Share program where the company provides compensation to employees’ spouses who work at another company that does not offer paid leave.

Among the 42 most developed countries in the world, the U.S. is the only industrialized nation that does not mandate any paid leave for new parents, so we may need to look outside our borders for inspiration. Sweden’s model is useful for any HR practitioners looking to build out a more robust parental leave policy. Swedish parents are legally entitled to share 480 days off from work for each child. During this leave period, they are paid 80 percent of their salaries in the first 390 days. To ensure that the responsibility does not fall solely on the mother, Sweden requires at least three months of the 480 days to be taken by fathers. In 2017, Swedish dads took more than 27 percent of the total leave allotted to couples nationwide.
The Future of Parental Leave
As a result of these progressive parental leave policies, data from Fatherly.com found that the average amount of paid paternity leave offered by top companies has jumped from four weeks in 2015 to 11 weeks in 2017. According to Ball State University professor, Richard Petts:

“The reluctance—or inability—of men to take child-care leave is often considered harmful to women, who miss opportunities for promotion when they are out of the workforce for longer periods than men. When men take longer leave, two things happen: women return to work sooner, and men become more attuned to, and less tolerant of, those opportunity costs. What’s more, dads who take longer leave also tend be more involved in their child’s life and care overall.”

Of course, this cultural shift does not happen overnight. Policy makers in Sweden began laying the foundation for “pappaledighet” (paternity leave) in the 1970s. Social campaigns promoting the concept appeared shortly thereafter, and it took several years to reach the point it’s at now. It takes time and commitment to completely change a way of thinking that has been considered the norm for centuries. However, with the right policies in place, companies are well equipped to lay the groundwork for transformative and equal paid leave policy.



As the workforce continues to mature and evolve, employees will certainly demand company perks that better align with each stage of their lives. Providing gender-equitable paid parental leave, and actively encouraging fathers to take that leave, will help foster a company culture that encourages overall workplace equity and satisfaction.

This post originally appeared on Payscale and had been adapted for The Namely Blog.

### Include These Five People in Your Interview Lineups

Improving candidate experience has quickly become a top priority for HR and recruiting teams across industries. Onsite interviews play a big part in leaving candidates with a lasting impression, so it’s important to give them a positive glimpse of what it’s like to work for your company.



How can you strengthen the candidate experience? Start by inviting a cross-functional set of interviewers. As long as you ensure interviewers are asking the right questions (and not repeating one another), there’s tremendous value in having more than one person in your interview lineup. However, assembling the right mix of interviewers can be tricky.

To help you create the perfect lineup, we’ve outlined who you should include. We recommend asking each interviewer to focus on certain competencies and skills and have included a few sample questions to spark your creativity.
1. Hiring Manager
This interviewer should be person that the candidate will report to if they are hired for this role. The hiring manager has the best understanding of the requirements and day-to-day duties the applicant will need to be able to perform. In the interview, they should plan to evaluate the candidate’s skills and competencies that directly relate to the position and the candidate’s ability to execute on the work.

Consider these sample questions to get you started:

 	What management style do you work best with?
 	What is the biggest challenge you faced in a previous role, and how did you overcome it?

2. Peer
This interviewer should be someone who will work directly with the candidate if he or she is hired. They should use this interview to assess work style and collaboration, and get to know the candidate as an individual. Peer interviewers should walk away with an understanding of how the candidate would fit in with the team dynamics and company culture.

Try these questions to get the conversation started:

 	What is the culture like at your current company?
 	What is your style of collaboration?

3. Cross-Functional
This interviewer should be in a position that would work closely with this candidate, but sits on a different team or department. This interviewer should focus on cross-team collaboration through competency-based questions. As a cross-functional interviewer, they should also plan to explain the ways in which different departments work together within the company.

Here are two questions to consider:

 	Tell me about a time when you had to work on a project that wasn’t in your job description. How did you handle it?
 	How have you worked with other teams in your previous roles?

4. Manager / Team Lead
This interviewer should be in a management or lead role on your team, but will not be the direct manager of the open role. This interviewer should assess job fit and act as sounding board for the hiring manager.

Consider these potential questions:

 	What qualities do you see yourself adding to our team?
 	What is one thing you like most about your current manager, and what is one thing you would change?
 	Tell me about a time when you fell behind on a goal. What did you do to catch up?

5. Executive
Depending on the size of your company, this interviewer could be your department head or the CEO. This should be a casual conversation to help excite the candidate about the mission and values of the company. They can also answer any “big picture” questions the candidate might have.

A few interview questions from an executive might be:

 	What excites you most about working at our company?
 	What are you most excited about as you grow in your career?



Once you’ve assembled the ideal interview team, it’s important to make sure they know what they can and cannot ask. Remind interviewers that they are not only there to assess, but also play an important part in the candidate experience. Ideally candidates will walk away from an interview just as excited to work for you as you are to offer them a position.

Need help training your employees to be best-in-class interviewers? Watch Namely and Hired's webinar on how to remove bias from the interview process.

### How to Choose an Employee to Pilot Your Remote Work Program

In this guest post, our friends at Remote Year share their top tips for selecting an employee to test drive your remote work initiative.





As technology and digital communication advances, location independence has become a much-requested benefit at organizations of all sizes. From Fortune 500 companies to small businesses, employees are searching for more flexibility. Enter remote work: the go-to solution for achieving the ideal work-life balance.

If your organization is considering implementing a remote work program, there are several questions to consider, including how to choose an employee to pilot your remote work program. Not everyone is suited to work remotely. Those who can do it successfully often have innate characteristics that allow them to excel in a flexible environment and break out of the mindset of a traditional employee.

So, how can you choose the right employee to kickstart your remote work program? Here are four questions to keep in mind as you start vetting candidates:
1. Is he or she already performing well?
There is no better indicator for an employee’s potential success as a remote worker than their current performance.

Successful remote employees are typically already well-regarded and respected within an organization. They are trusted and relied upon—and for good reason. They are not the type of employee who will let things fall through the cracks or ignore problems when they arise. They are intent on success, eager to learn, and determined to make their mark on the world.
2. Would you consider him or her a self-starter?
In order to be successful, remote employees need to be able to prioritize and finalize their work without any significant hand holding. Since they are no longer working down the hall in a traditional office environment, it is up to them to take responsibility for the work that comes across their desk. They will need to adhere to strict deadlines and coordinate with other team members (who may not be remote) in order to execute on important projects.
3. Is he or she a creative problem solver?
Remote work does not present the same types of problems that in-office work does. Employees who work outside of the office may find that they are put into situations they haven’t experienced before, like instances of miscommunication, feeling disconnected from the larger team, and technical issues. Fortunately, a great remote worker can overcome these challenges without too much external support.
4. Does the role lend itself to remote work?
Could your employee actually do his or her job outside of the office? While so many duties can be taken care of online in today’s world, it’s still an important factor to consider. As a general rule, if 80 percent of an employee’s tasks can be done from a phone or a computer, their role likely could be transitioned into a fully-remote position.
Evaluating Pilot Program Results
Now that you have gone through a selection process, chosen an employee to become your pilot for your remote program, and have agreed on goals and progress checkpoints with that employee, it’s time to think about how you’re going to track whether your remote program is successful.

After Two Weeks: Check-in with Your Employee’s Manager

The person who works the closest with your first remote employee will surely have a lot to say about how the working style is affecting his or her work. Two weeks is just the right amount of time to get a feel for what has changed since the employee has begun working outside of the office—not too short that the employee is still adjusting, and not too long where an issue has occurred, and it’s too late to fix it. Set aside some 1:1 time with your remote employee’s manager to determine how the trial period is going so far.

After One Month: Check-in with Your Employee

Though the flexibility of remote work allows employees to spread their wings and become more productive and creative, it also takes a bit of getting used to. Based on his or her manager’s responses, you’ve probably eliminated some of the simple roadblocks in your remote employee’s way. Perhaps you’ve implemented a new project management tool across the company to keep everyone on the same page or have established core hours so that the company is on a similar schedule across the board. Now that a month has passed, it’s time to sit down with (or video call) your remote employee and get their thoughts on the program.

After Three Months: Evaluate Performance

Goal check-ins tend to happen on a quarterly basis, so this is the perfect time to look at the initial results of your remote work program. Your employee has been working outside of the office for three months, so they should have settled into their new working style by now. During this check-in, it will be important to gain an understanding of how your remote employee and his or her manager feel about the goals that they set in their initial discussions, and if they feel like they were too ambitious or not ambitious enough.

After Six Months: Identify Any Major Successes and Challenges

Finally, six months after your remote employee began working away from the office, it is time to reflect on the important successes and challenges that have occurred during these early stages of your remote work program.



Once you have gone through this extensive reflection process, you’ll be able to determine whether you need to make changes to your remote work program before you launch it company-wide, or even expand it. Whatever the case may be, let these qualities and questions guide your implementation process. Don’t lose sight of the purpose that you have for creating a remote work program and select employees to participate with this mission in mind.
Remote work has become the new normal. Get our 10 tips to make working from home actually work.

### How to Build an Office Emergency Kit

Don’t let your employees navigate the workplace unprepared. Regardless of whether you’re at a large or small company, mini-disasters can strike any time. You never know when a sore throat or a shirt stain could ruin someone’s day. Stock the office with emergency supplies so your employees can handle whatever comes their way.



To help you build your own office survival kit, we’ve compiled a list of our favorite workplace necessities. Use this list to equip your employees with the tools they need to survive the workweek.
Medicine
Keeping a stash of allergy medicine and painkillers can help alleviate aches and pains around the office. A word of caution—be sure to consult with your legal and management teams before stocking up, as employers can be held liable for health risks, side effects or accidents caused by over-the-counter medicines. If you do get approval, provide only single-use packets so employees can review ingredients, warnings, and usage instructions to determine if a drug is right for them.
Tissues
Stock enough tissues so that employees can have personal boxes at their desks. You may also want to keep plenty of extra inventory if it’s flu season. Just make sure to encourage employees to take advantage of your office’s work from home policy if they’re really sick.
Cold Remedies
Vitamin C supplements, herbal teas, honey, and cough drops are great to have on hand so employees can proactively boost their immune systems and treat mild symptoms when they first appear.
Hand Sanitizer
Share ideas, not germs. Set up hand sanitizer stations in common areas and urge employees to frequently wash their hands to limit the spread of illness and prevent an office-wide epidemic.
Feminine Products
Show your female employees you care. Store feminine products and sanitary napkins in the ladies room so everyone can grab what they need to tackle the day.
Mouthwash and Gum
No one wants coffee breath. Offer mouthwash and gum around the office to keep bad breath at bay and make tight-quartered meetings more bearable. From bad breath to B.O., read more about dealing with office odors here.
Hairspray/Hair Gel
Tame an unruly mane and lock down flyaways. Keeping hairspray and hair gel on hand helps your employees look their best before that big presentation.
Stain Remover
Accidents happen at the most inconvenient times. Don’t let pasta sauce on an employee’s shirt ruin their next client meeting. Help employees look sharp and spotless with handy stain-removing pens or wipes. If you have extra closet space available, you might also encourage client-facing employees to keep a change of clothes on hand just in case.
Sewing Kit
Did someone split a seam during office yoga? It happens to the best of us. Come to the rescue with a needle and thread for quick clothing fixes!



Your employees are the heart of your company. You need them happy, healthy and safe. Hopefully, you won’t need to crack open the survival kit every day, but being prepared for the worst will keep business running smoothly when issues do arise.
Office emergency kits represent just one tool HR teams can use to build trust. Even the smallest perks can make a big impact. Watch our webinar, How to Craft a Benefits Package That Resonates with Today's Workforce, and learn which perks employees are asking for most.

### 4 Proven Ways to Improve Employee Retention

According to the United States Bureau of Labor Statistics, roughly three million American workers quit their job every single month. But the reason for this mass exodus has nothing to do with companies firing poor performers. Quite the opposite, in fact. One recent study from Willis Towers Watson revealed that more than half of all global organizations are having a hard time retaining some of their most valuable employees. Many even cite it as one of their primary concerns over the next five years.

There are a variety of reasons why you want to keep your turnover rates as low as possible—like the fact that the cost to replace even a single highly trained employee can often exceed 200% of their yearly salary. But beyond that, creating the type of company that people actually want to work for should always be a top priority.
If you really want to improve your company's employee retention efforts, here are a few key things to keep in mind.

1. Consider Remote Work
If you had to make a list of all the reasons why creating a more flexible working environment for your employees via telecommuting is a good idea, retention would undoubtedly be right at the top. One study revealed that job attrition rates fell by a whopping 50% for employers who offered the option of remote work. But this is hardly the only benefit that remote work brings to a company.
People who currently work remotely (at least some part of the time) say they have the ability to hit maximum productivity. In other words, they've removed all the distractions that come with being in the office and are able to do far more in far less time. Remote work has also been proven to lower stress, boost morale, and increase employee engagement

2. Gamify Your Office
If employee engagement is one of the most important parts of reducing turnover, then gamification may is a smart way to  improve both your culture and your retention levels in one fell swoop.
Gamification involves taking the elements of a game and applying them to other settings—in this case, your office. Consider using job simulation activities for recruiting or to train new employees, for example. Or, when implementing a new piece of software, you might hold a contest and award a prize to whomever is able to master it first.
When done well, Gamification can increase motivation, productivity and your overall company culture.

3. Prioritize Training and Onboarding
According to one recent study, 34% of turnover is from employees within their first year on the job. One of the major reasons that this number is so high is thanks to a poor onboarding experience.
The early days of an employee's experience with your company cannot be built on a lack of trust. Yet, - that's exactly what’s happening if you skip out on a strategic onboarding program and appropriate training. Make sure that your onboarding and training programs are as effective as possible. It will help give employees clarity, and beyond that, it will give them a trusted network of colleagues to act as a support system, along with a crystal clear path to success.

4. Create a Culture of Feedback
Finally and perhaps most importantly, one of the most powerful ways that your company can improve employee retention is soliciting open and honest feedback from your workforce.
This should go far beyond "what type of snacks do you like in the break room?" and "where should we hold the company holiday party this year?" You need to dig deeper into how employees feel, why they feel that way, and what you can do to make significant improvements as often as possible.
What do employees like about working for your company? What do they not like? How do you compare to past employers that they were very satisfied with? What are the types of problems that would lead them to look for work elsewhere? These are just a few of the many, many questions—often difficult—that you need to solicit feedback on.
The opinions that your employees are forging each day is the most critical aspect into the relationship that you create with that workforce. Make no mistake about it: your employees all have opinions about your company. They dedicate the majority of their time helping the company reach its goals, so it's up to you to listen to them and help make sure that every day is better than the one before. 
 

### What is Radical Candor? A Conversation with Jason Rosoff

After nearly a decade at Khan Academy, helping the edtech company grow from three to over 200 employees, Jason Rosoff was looking for his next career opportunity. In a parallel world, Kim Scott had just published Radical Candor: How to Be A Kickass Boss Without Losing Your Humanity. When a colleague introduced Rosoff to Scott, the two formed a connection that would inspire them to build a company that helps others implement the radical candor framework.



We chatted with Jason to learn more about what Radical Candor is all about and how HR can help drive radical candor in their organizations.

How did you get involved with Kim Scott and the Radical Candor movement?
JR: Before I met Kim, I was the Chief Product Officer and Chief People Officer at Khan Academy. I started when the team was just three people and helped build the product to 20 million active users with over 200 employees. When I first saw Kim’s talk on Radical Candor, I felt like it put words to my own experiences. She gave a vocabulary to the lessons I’ve learned throughout my career.

When I started exploring my next career move, a mutual connection introduced me to Kim, and we had an instant “mind-meld.” Our connection went beyond her book—we found that we have a lot of symbiotic experiences and values. We stayed in touch and last October, we decided to found a company together. We both wanted to stay hands-on and work directly with people who were trying to implement the radical candor framework.
As the CEO of Radical Candor, I’m responsible for all operations, from basic bookkeeping to delivering talks and workshops. We operate as a management consultancy, helping clients define and execute a plan to implement radical candor in their organization. In addition to our workshops, we’re investing in more scalable methods of teaching, such as online classes.
What quadrant of the Radical Candor framework do you most fall into?
JR: Ruinous empathy, for sure. I care so much about the people in my life, and I’m very sensitive myself. I’m also a pretty good listener (when I’m not being interviewed), and as a result, people often have to encourage me to move out on the challenge directly axis of the Radical Candor framework.
What can HR do to help facilitate a more radically candid company culture?
JR: As with most things in HR, you can’t do it alone. We always try to get an executive sponsor for each of our client trainings—someone with operational responsibility over at least some subset of the team. There needs to be someone who is in the weeds to carry the torch and serve as a role model. HR is best positioned to build those relationships with the executive suite and get the buy-in that drives it home. Beyond that, they can help incorporate the radical candor framework into the full employee lifecycle—from onboarding to performance reviews.
A lot of organizations think the only way to do things is at a large scale, but sometimes the best way to help initiatives like radical candor grow is to start small. Create “pockets of excellence,” or a few departments to champion the initiative, and other employees will naturally follow suit. HR is uniquely positioned to provide the glue that helps the organization function more cohesively and can help build a platform that gets employees to better communicate.
What’s the most difficult radically candid conversation you’ve had to initiate?
JR: Early on in my career, I had to have a conversation with a designer on my team. He struggled with adapting his own unique style to what the company needed. I really liked him as a person, but he would consistently deliver work that reflected his personal style. As a result, we had to do a lot of iteration to get his work into shape. It turned out that he needed to move out of state and asked me if he could work remotely, and I had to tell him that it wasn’t going to work out. He was improving but going remote was going to make that iteration prohibitively difficult. I felt awful, like I failed him. It was heartbreaking to know that everybody was trying their best, but it just wasn’t a good fit. In the spirit of radical candor, parting ways was the right thing to do, and luckily he understood that.
What’s the most radically candid conversation someone had with you?
JR: Early in my career at Khan Academy, I was working on a project to give teachers tools that would help increase usage in classrooms. I led a meeting with my counterpart, we’ll call her “Dana,” and she did an amazing job getting everyone excited. After the meeting, we were getting lunch, and I told her she did a great job. To my surprise, she said “I’m glad to hear you say that because you looked so frustrated, and I felt like I was totally blowing it.”
It was the total inverse of my intention, but when I reflected on the meeting, I realized that others in the room felt the same way. I found out that Dana was not the only one who had noticed this, and other colleagues actually referred to it as my “thinking face.” It was this part of me that was making it harder to work with me, but until that point, no one told me! Thankfully Dana took the risk, and gave me the opportunity to improve my work relationships and be more alert to my nonverbal communications.
What are the biggest challenges companies have to overcome when implementing radical candor?
JR: The bad news is, the hardest thing is to overcome is human nature. Our limbic system doesn’t perceive a difference between threats to our ego and threats to our physical self. Being radically candid forces people to be more vulnerable and risk harming a relationship. It takes some effort to build this social muscle, but if we acknowledge how hard it can be to give feedback, we give ourselves and our peers permission to build a different type of social contract.
For those who are just getting started, what’s the easiest way to make changes that you can see right away?
JR: The best things are to ask for feedback and celebrate that feedback. Create an environment where feedback––including criticism––is valued. The only person you have the power to change is you, so start with yourself, and spend time learning how people see you.
In addition, don’t underestimate the importance of praise. Radically candid praise is just as powerful as criticism, and it combines the same principles of “care personally, challenge directly.” Explain the situation, highlight their behavior, and praise the impact. Meaningful praise helps others recognize what good work looks like, and challenges employees to push themselves.



As we wrap our April HRreads book, we hope Jason’s advice can help guide HR and individuals in their efforts to implement radical candor. Join us this month as we dive into our next book: Originals by New York Times bestselling offer and HR Redefined keynote speaker, Adam Grant.

### How to Create an Engaging Employee Handbook

If someone’s only interaction with your company brand was the employee handbook, what would their impression be? How would they perceive your company culture and values? On an employee’s first day, new hires experience a similar thought process as they go through onboarding. The employee handbook is HR’s opportunity to excite and engage new hires with all of the details around what makes your company a great place to work.



If you haven’t taken a constructive look at your handbook in a while, it might be time for a refresh. With the right branding and communication, your employee handbook can double as an informational tool and a secret weapon to help you attract and retain talent. Our customizable template breaks down everything you need to design an engaging and memorable handbook. But before jumping into the template, consider these three tips:
1.  Leverage Company Branding
While your handbook is likely to be an internal document, you should think of it as an important asset for your employer brand. Make sure you have a thorough understanding of your company’s culture, and let that guide the tone and visual elements of the handbook. Does your company have a playful voice? Consider using a lighthearted voice to describe office policies. Does your brand utilize bright colors? Spruce the layout up with accents and images to bring the document to life. If your handbook doesn’t align with your brand, employees will be less likely to take it seriously.
2. Make It Consumable
A lengthy informational document that employees will need to reference down the line should be easily legible and searchable. Avoid long blocks of text, highlight the most important parts of each page, and break up sections with images or stylistic touches. Make sure to have a clearly organized table of contents. If employees want to review the company’s benefits policy, they won’t want to have to turn through pages and pages to find it.
3. Go Digital
While you may not go as far as publishing the employee handbook on your company’s public website, having a digitally accessible copy ensures employees always know where to find it. There’s a lot of new information to take in on the first day, and your new hires may not have to expense something, for example, in his or her first six months. When the time comes, the policy should be easily accessible somewhere employees know where to look, such as the resources section in your HRIS.



Now that you’re equipped with the know-how, our easy-to-use employee template is here to help you turn vision into reality. Download the customizable form and start showcasing your amazing culture. 

### 3 Ways to Help Employees Live Your Company’s Values

 
How do you make sure core company values matter to employees? That can be one of HR’s toughest questions. A strong, successful company is built on a set of core values that help define the organization, orient employees in an ever-changing corporate environment, and help to establish lasting relationships with clients. However, these values are not always easy to instill in others—and ensuring your employees understand and exemplify them can often be challenging.

Fortunately, there are three simple ways to help your employees live out your company’s core values:
 
1. Make Every Employee Feel Like Part of the Team
The first step is ensuring employees care about the company and the work they do there.
As any good manager knows, employees who are happy perform better at work, and those who feel like they are an integral part of the company are more likely to live out the company’s values. There are lots of little ways employers can help keep employees happy, such as taking the time to get to know them a little bit better. 
One easy way to do achieve this: Use your HR tool’s custom employee profiles to keep up with the little details—employee birthdays, work anniversaries, hobbies, and even snack and drink preferences. Having all this information at your fingertips helps build stronger connections in the workplace.
Those connections can be made even stronger still by giving employees an opportunity to share with one another through a social news feed. Seeing regular reminders of the company’s core values, staying up to date on what’s happening within the organization, and sharing personal victories are great ways to improve communication skills and increase accountability.
 
2. Let Employees Know How They Are Doing
Before being able to truly live a company’s core values, an employee needs to understand what those values are, what the company strives to achieve, and what role he or she plays in making that happen.
Setting expectations, providing regular feedback, and commending a job well done are all things that can help motivate an employee. Use talent management tools in concert with your project management software to set goals, define competencies, and track the progress of tasks so employees can take ownership of their work.
Since self-improvement starts with self-awareness, providing feedback is essential. Fortunately, this is now easier than ever with performance reviews and reporting that can be used to identify both areas of strength and areas in need of improvement. Celebrate great work and displays of core values in an employee appreciation tool. These habits are especially important since employee appreciation has been shown to be an important aspect in the modern workplace.
 
3. Live Your Company’s Core Values Yourself
Because any good manager leads by example, an employer must first be committed to a company’s core values in order for them to really stick with employees.
Perhaps the most important role an employer plays in ensuring that his or her employees live a company’s core values is communicating them. After all, you know these values. Maybe you even helped determine what your company’s core values would be. It is imperative that you express an understanding of and commitment to them if you expect others to do the same.
During meetings, when providing feedback, and even when posting on the social news feed, make sure you are proudly broadcasting the company’s values.
To ensure that your messaging is effective, consider seeking formal feedback from your employees. Do they understand what the values are? Do they agree with them? Try using an ongoing feedback option where you can conduct surveys to understand where your employees stand.
Finally, make sure every new person you bring into the company embodies those core values. When recruiting new employees, seek out those who will not only be a good fit for your company, but who will also demonstrate the qualities most important to your organization Finding these employees might not be easy, but it will be worth it.

Laura Hudgens is a writer for TechnologyAdvice.com. She is a communications instructor and freelance writer who studies and writes about technology, media, science, and health.
 

### Should HR Use Social Media in Hiring and Firing Decisions?

The digital world has led to widespread uncertainty about what information is considered private or public. From Facebook’s use of personal information, to the woman who was fired for flipping off the presidential motorcade, what was once considered off-limits information is now having its moment in the public eye.

In the workplace, almost everyone has at some point searched for an interviewee’s Facebook profile or scrolled through a coworker’s Twitter feed, but does this behavior cross the line? If you see something you don’t like, are you allowed to act on it?




What do you think? Should social media influence hiring and firing decisions?



 Yes No

   

 






We spoke with our network of HR professionals about how to avoid the risks of snooping, while still leveraging the advantages of online information. Here are six HR tips for navigating the murky waters of social media:


1. Beware of Unintentional Bias
One of the most important considerations in employment decisions is compliance. Whether influenced by information gathered online or in person, it’s crucial to be alert to any bias or discrimination against a protected class. Though searching for a candidate’s social media profiles may seem harmless, it’s easy to unintentionally gain knowledge beyond what you were looking for. “There is a lot of personal information on social media,” cautions Tyler Cartwright, HR Coordinator at Apcera. “If you’re not careful, that information can lead to implicit bias.”
Even if you have good intentions, you might consider waiting to look at someone’s social media until you screen and interview the candidate in person. Vice President of Artemis Partners, Mike Kalajian advises, “When hiring employees, meet them first—then you can look at their online presence. It’s important to get an unbiased first impression, and then if anything comes to your attention down the line, you can always follow up.”


2. Set Manager Guidelines
Even if HR isn’t looking, how can you be sure that the hiring manager or other interviewers won’t take a peek at a candidate’s social media before making a decision? Sara Hetyonk, Manager of Talent Acquisition & Development at ONTRAPORT, advises HR to “Discourage hiring managers from looking up candidates online. Find other ways to evaluate social engagement, such as through an onsite team exercise. That way the decision won’t be influenced by one thing from their social profile.”
You may be well aware of what you can and can’t ask in an interview, but many employees who will be leading interviews might not be. According to Hetyonk, “Training hiring managers is so essential. Especially new managers who don’t know not to ask something, like if the candidate has any children.” With the right training, employees will be more alert to the risks of encountering protected class information on a candidate’s social profile.
In many cases, managers may be friends with their direct reports on a social network. Hetyonk cautions, “If managers and direct reports do become friends, make sure they understand that they may see some things they don’t want to, but unless it directly violates our harassment or privacy policy, they shouldn’t let this influence their opinion or treatment of the employee.”


3. Recognize Social vs. Professional Networks
The term “social media” is far more broad-reaching than just Facebook and Twitter. While these platforms tend to be more private, there are a variety of sites that encourage public personal branding. “I think it’s fair to Google someone’s name,” says Kalajian. “LinkedIn, for example is meant to be your public face forward. Social media can be a really positive tool—there are a lot of people who share projects online, which gives you a good idea of their body of work.”
In the hiring process, you can glean a lot of contextualizing information from a candidate’s online presence. “Typically I’ll search final candidates on relevant platforms like LinkedIn and Github,” says Hetyonk. “How active an individual is can tell you a lot about their qualifications. I always look for engineer’s side passion projects or, if a candidate is applying for a role in IT security, I expect to find little to no online presence.”
The internet can be a great way to store and showcase valuable work, portfolios, and more, so be careful not to discount social media entirely. Just proceed with caution.


4. Separate Personal Interests from Ability to Do the Job
Beyond the legal risks of forming opinions about a candidate based on protected class information, it’s important to facilitate a supportive and accepting culture. “In today’s day and age, people put a lot of stuff out there,” says Kalajian. “Looking at someone’s private accounts is like asking to walk through a candidate’s house to look around. Private is private, public is public, and it ultimately comes down to whether or not they can do the job.”
Using social media to assess cultural fit can also be murky territory, as it invites bias into the decision process. “Social media accounts are personal,” cautions Hetyonk. “We have a close-knit team, but when you friend someone, you become privy to their personal views. We provide bullying and harassment training, and we emphasize the importance of respecting other views, including those shared on social media.”


5. Consider a Formal Policy
Social media gets particularly sticky when it comes to existing employees. As HR, an employee may report a colleague’s online behavior. How much can you do with this information? This is where it is useful to have a policy in place to refer to. “We have a social media policy, which basically tells employees not to engage in conduct that adversely affects coworkers, or act as a spokesperson for the company,” says Cartwright. 
So what should you do if one employee reports another’s activity on social media? Kalajian shares, “If something is brought to my attention that violates a company policy, I’d talk to the employee directly, get a sense of what he or she is feeling, and explain clearly why it goes against our company values.”
Similarly, Hetyonk recommends, “If someone feels they’re being threatened, HR should step in and talk with them. We respect employees’ personal views, but we do ask that employees be mindful of how they could make someone else feel. We want to make sure people feel secure when they come to work.”

### How to Build a Radically Candid Team

This month, the HRreads book club has been reading Radical Candor by Kim Scott. The book shares a variety of personal stories and actionable tips to create a team that grows and succeeds together. While book club members have been sharing inspiration and insights from the book, we wanted to hear directly from author Kim Scott on how to build a team culture of radical candor.



The following content originally appeared on The Muse.



Building a radically candid team culture means to create an environment in which everyone on the team shows they care personally about one another and also is willing to challenge each other humbly, openly, and directly when they disagree or see a problem.

When you care and challenge at the same time, it’s Radical Candor. When you challenge but don’t show you care, it’s one kind of bad: Obnoxious Aggression. When you care but don’t challenge, it’s another kind of bad: Ruinous Empathy. When you neither care nor challenge, it’s Manipulative Insincerity. Here is a framework that explains what Radical Candor is, and also what it is not:



Here’s my best advice to start on the right foot:
1. Share Your Stories
One of the best ways to build trust and explain the idea to your team is to tell your stories.

Share a time when you made a mistake and your boss told you clearly and kindly. How did your boss challenge you? How did it feel in the moment? How did it help you in the long run?

Sharing your stories with your team is a great way to explain what Radical Candor means, while also demonstrating vulnerability and the confidence to recognize that you’re not perfect, but are committed to learning from your mistakes. It’s a great way to show why radically candid feedback is a gift that will help you all do the best work of your lives.
2. Make Listening Tangible
Ask your team to give you feedback and make a show of rewarding candor when you hear it.

For example, put a lock box soliciting feedback in a highly visible location and give someone else the key. Have that person open up the lock box at your team meeting, and put yourself on the spot by reading the feedback and reacting to it.

When you agree with the feedback, explain how you’ll address the issue and publicly thank the person who brought it to your attention.
3. Focus on the Good Stuff
Radical Candor is not just about criticism—it’s also about praise.

It’s important to give more praise than criticism, because it’s your job as a leader is to show everyone what success looks like.
4. Develop a Shared Vocabulary
Giving and receiving feedback is uncomfortable for everyone, and having a shared vocabulary can make it easier.

Try printing out the Radical Candor framework and putting it near your desk. When you solicit feedback and you suspect that person isn’t telling you the whole story, ask them if they are being ruinously empathetic with you.

Give everyone on the team a copy, and suggest they use it to push their conversations in a more radically candid direction.
5. Emphasize Caring Personally
There’s a world of difference between Radical Candor and Obnoxious Aggression. But all too often, people hear the phrase without really understanding the idea—and then they use it as an excuse to behave like a jerk. Don’t tolerate this on your team.

Learning how to be a candid and open leader is so important to your team’s success. You can’t hit your goals if you and your team are not communicating well.

### HR’s Guide to Offering Home Buying Assistance

If the past few years are indicative, there is increasing demand for holistic wellness benefits that include more than the standard dental, vision, and medical coverage. 2016 saw the rise of health and wellness benefits, 2017 saw a focus on mental wellness, and now employees want even more comprehensive and personalized perks.



Where do companies go from here? One newly popular perk—home buying assistance—might be just the thing to give employers a leg up in both hiring and talent retention. Home buying assistance taps into another segment of wellness and addresses a different employee milestone, purchasing a home. For many employees, buying a home is one of the biggest goals they’ll tackle with their hard-earned dollars, but according to Bloomberg, just 3 percent of companies offer to help their employees with down payments—making it a ripe area for employers to show support.
The Benefits of Home Buying Assistance
Whether you’re just starting to form your benefits package or your offering is already a lengthy list, here are four reasons home buying assistance may be worth offering:
1. Productivity. Traditional house hunting is time consuming. Even when most of the work is done after work hours, the extensive process can bleed into regular working hours. Employees will feel the lift of company support and be better equipped to focus on their work responsibilities.
2. Retention. Buying a home is an emotional process and being an active participant in making that milestone occur for your employees and their families will naturally increase their loyalty to their employer.
3. Satisfaction. Studies have shown that home ownership has a positive social impact on an individual’s surroundings and sense of investment. Making ownership more affordable gives employees a greater chance to live near work and reduce commute times, therefore increasing satisfaction alongside retention.
4. Recruiting. 66 percent of millennials report that they would take a new job with a company that provided better perks. In fact, many young workers do want to own homes, they just can’t afford it. This creates an opportunity for employers to support that effort.

How to Get Started
What form should home buying assistance take? As an employer, you can help employees both financially and by providing access to the right information—all with an aim of increasing happiness and decreasing stress. Be it a stipend toward a down payment, reduced broker fees, in-office educational sessions, or a dedicated home buying concierge, even the smallest gesture can make a huge impact for first-time buyers navigating the confusing process.

Here are five steps to help you get started.
1. Partner with a local real estate brokerage that is willing to support your employees.
2. Negotiate discounts on closing costs for employees that buy a home through that brokerage.
3. Invite professionals to lead informational home buying sessions to help educate employees on where to start their home search.
4. Partner with a local mortgage lender to personally service your employees and to provide a discount on their services.
5. Follow up. Make sure employees know they can come to you with questions at any time as they pursue this benefit.


In a landscape where ping pong tables and vending machines no longer make a company stand out, employers are doing what they can to build a compelling employer brand. Offering comprehensive benefits shows employees you care about who they are both inside and outside of work.
There’s no place like home! Watch our webinar to learn how to implement a successful work from home program.

### 6 Reasons Nonprofits are a Great Place to Work

Despite the hurdles that come with working in the nonprofit sector, the industry has never failed to attract an energetic and passionate workforce. While resources may be spread thin compared to larger corporations, nonprofit employees are known to put heart and soul into their work.

However, it’s no secret that nonprofits often struggle with hiring and retention. In fact, 81% of nonprofits don’t have any employee retention plan in place. Nonprofit employees are some of the most passionate workers, but there’s still an opportunity for HR to step in and help optimize the nonprofit employee experience.
What better way to support employees than to learn what motivates them? We spoke with six nonprofit employees to learn exactly what makes their work so meaningful. Here’s what they had to say:

1. “There’s a ripple effect to the work that we do.”
“GlamourGals organizes and inspires teen volunteers to provide ongoing companionship to women living in senior homes by providing seniors with personal attention and care. Even on my worst day, when I'm flooded with emails and phone calls to return and deadlines to meet, it's so easy to stay motivated when I know that I'm working to empower women. All the hard work truly pays off when I read volunteer journals about the connections they are making with seniors in their community, or learn that they are pursuing careers in medicine, gerontology, or even technology to help slow Alzheimer's symptoms. There's a ripple effect to the work that we do, as a generation of young people become inspired to help make the world a better place.
Working on a small team also gives me a chance to be creative, execute on my big ideas, and be part of our major projects from start to finish, instead of being relegated to one department. This is such a great experience when you're really passionate about your mission and have ideas for all parts of a process.”
- Jessica Wallin, Program Manager, GlamourGals Foundation, Inc.

2. “The entire staff is mission driven.”
“I left my corporate job to work as the Executive Director of Caregiver Volunteers of Central Jersey. We are a nonprofit that assists the elderly, veterans, and people with dementia.
Although the salary and perks I receive have been greatly reduced, the satisfaction I get from knowing that an older person can remain in their own home and be connected with loving volunteers and therapy dogs more than makes up for it. The thing that makes our agency a great place to work is that the entire staff is mission driven. Everyone on the team is doing their best to make this world a kinder place for vulnerable people who are often forgotten.”
- Lynette Whiteman, Executive Director, Caregiver Volunteers of Central Jersey

3. “That someday was today.”
I started fostering nearly 12 year ago, while also pursuing a career as a fashion designer, which always seemed to be slightly out of reach. I began to question if i would ever get there. But then I looked down at the furry face of my little foster dog, and it hit me: today I achieved a goal; I saved a life! That “someday” I always said I'd volunteer (when I had time and money) was today.
The mission to save lives every day inspired me to found Motley Zoo Animal Rescue and for more than seven years I did the work (unpaid). This decision changed the entire course of my life. Since then, the org has grown so much, and I am so proud of what we have achieved. There is nothing like knowing your day really matters, and everything you do makes a difference. That’s what keeps you going when life is hard.
I wish everyone discovers what would make them feel this way too. the answer is often volunteering, but people are so busy doing everything, they often don't make time for what really matters...and doing so could make their lives more fulfilling.
- Jamie Thomas, Executive Director, Motley Zoo Animal Rescue

4. “I am in a position to actually do something.”
I am the senior editor for a nonprofit called Vision Hope, which works among disenfranchised people in war zones and severely deprived areas. The work takes a huge emotional toll; just thinking about the plight of orphans in Yemen who watched their family members die in the war, or Syrian children in trauma-burdened families that fled to Jordan, can be devastating sometimes. But I love that I am in a position to actually do something about these crises. I don't have to just look at news stories and wonder, “Well, what can I do?” I can actually use my skills and experience to help people in these dire situations, and I also help mobilize other people who want to help.
- Jesse Allen, Senior Editor, Vision Hope

5. “Seeing my impact is much more satisfying.”
I left a managerial IT position at a major insurance company, in which I ran a team of 100+ people and commanded company-wide respect, in favor of a position where I work twice as hard, have no clout, and make almost $30,000 less per year.
Taking a $30,000 salary cut to work for a nonprofit? Worth it! I wear many hats in our organization––I do the work of an executive assistant, I've had some accounting work thrown my way, I file government paperwork, and somehow gardening was recently added to my list of duties. Mainly, though, I work out of and manage the Equality House. I like to say that my job description is to enable our founder to follow his heart.
I really debated taking the position because I was afraid of making so much less money and losing all the authority I'd gained, but I don't miss it at all! It's worth it because I'm now helping others (and myself) see the good in the world instead of just the bad. On top of that, I get to provide a way for the best people in the world to create an exceptional future. I work myself ragged every day, and it feels amazing.
Actually seeing my impact on my organization––and, therefore, my impact on the world––is much more satisfying than having to take my supervisor's word for it in a large corporate environment.
- Cat Jones, Program Coordinator, Planting Peace

6. “We give them a voice.”
I used to work in media as a journalist, but I wanted to do more for society. For months, I applied only to nonprofits until I found my current job. Every day, I know I work for an organization who has been fighting for a better and more inclusive world for kids and young adults with disabilities for the last 35 years. Sometimes I am tired, but I still want to go to work every morning. I am constantly thinking about how we can better help families who don't know they have the right to special education and disability services. We give them a voice in a world where many don't listen, and that feeling is amazing.
- Pia Fouilloux, Communications and Outreach Coordinator, INCLUDEnyc

### 5 Out-of-the-Box Ways to Make Your Workplace More Creative

Creativity cannot be forced, but it can always be fostered. It all comes down to how you, as HR professionals, can nurture creativity within the environment that surrounds you.



Fostering innovation is a big challenge for HR, who is often responsible for using the physical office space to help make the workplace more creative, and often, innovation is simply tied to company culture. It’s no wonder that big names like Google and Facebook are trying everything from hi-tech sleep pods to lavish mini golf courses in the hopes of developing work environments that foster innovative behavior and freedom of thinking.

To help inspire your practice, we’ve compiled five out-of-the-box ideas for developing a work environment that is conducive to innovative behavior—no matter your budget.
1. Assess Your Lighting Conditions
Contrary to popular belief, working in dim light can actually make you more creative, at least according to a study by the Journal of Environmental Psychology on how physical environments can affect creativity. Researchers conducted six studies where participants were made to perform various creative tasks with varying lighting conditions. The results showed that participants produced their most creative work when they were working under dim lighting.

Researchers concluded that dim light can put our minds into an exploratory mode, helping us think more freely—and as we all know, freedom of thought and expression are crucial for exercising creativity.

Tip: Work closely with the office administrator to create a lighting atmosphere with minimal downward-directed illumination.
2. Solve Puzzles as a Team
Puzzles are fun, but they can also help in improving productivity. Here’s one HR can facilitate without breaking a sweat: the candle experiment. All you need is a candle, a matchbox, and two steel rings. The aim is to create the figure ‘8’ by joining the steel rings.

The obvious solution would be to light the candle with the matchbox and use the wax to stick the rings together. The problem is, the wax won’t be strong enough to hold the two rings. Keep pushing employees to find a better solution. After analyzing the problem closely, they will realize the solution was the wick, not the wax!

This exercise helps in overcoming functional fixedness—a cognitive block in which a person finds it difficult to use a familiar object in unconventional ways. In short, it allows employees to try out unique ideas with the resources they have at hand.

Tip: Make puzzles part of your team-building activities, allowing employees to improve on creativity while having fun.
3. Encourage Systematic Daydreaming
Daydreaming has always been associated with innovation and creativity. But, not all daydreaming is helpful, especially without any intent. You may not recall much from letting your mind wander, as there is no particular direction or context, which can make it difficult to come up with imaginative solutions and insights.

To be effective, consider training employees to practice systematic daydreaming. First, have employees collect and analyze all the relevant facts and figures. Next, identify the problem or the situation clearly, and note down expectations from the exercise. Finally, let the mind wander, allowing the subconscious to connect the dots, and come up with insights and solutions. This will prevent irrelevant associations and reduce the chance of aimless wandering or overthinking.

Tip: Conduct exercises among employees that help them daydream to come up with creative solutions. Say you are naming a new product, consider a naming competition to see who can think of the best idea.
4. Make Some Noise
A lot of people assume that silence is the key to creativity, but this is often not the case. Silence does help when trying to focus, as it will improve your problem-solving capacity and attention to detail. However, it can also hinder your ability to think creatively.

On the other hand, loud music will also not do any good—it will only serve to distract and disorient employees. The key here is to achieve a balanced, moderate level of noise. Ambient, low-level noises like that of ceiling fans, rainfall, or waves hitting the shores can boost concentration and creativity. These sounds can have a soothing effect and help the imagination to wander freely.

Tip: Consider offering employees a selection of soothing background noises to play in the office or on their personal devices.
5. Regulate Caffeine Consumption
Coffee is known to help the world’s workforce stay alert and awake. But, if you are a creative professional, coffee may not be the ideal drink. Research shows that caffeine was found to inhibit creativity, as it blocks the creation of a chemical called Adenosine in our brain––the very chemical that helps the mind wander freely.

Encourage employees to regulate coffee consumption according to the type of tasks they are working on. Brainstorming sessions, for example, are a great time to skip the coffee. When working on something that requires long hours of concentration and attention to detail, however, a mug of coffee may be the perfect choice.

Tip: Educate employees about caffeine consumption. You might set up simple infographics near the food pantry, on workplace notice boards, or as an email.



HR plays an important role in creating an office environment that drives employee innovation. Consider these simple and cost-effective strategies to help your employees hit their creative stride and do amazing things.

### Dealing With Office Bed Bugs and Other Pests

Does work give you that creepy, crawly feeling? For many of us, perks like free coffee and office snacks make the office feel like a second home. For mice, cockroaches, and other common pests, they make it a paradise. So how can HR teams best handle situations where your uninvited guests are of the four or six legged sort? 

Below we’ll dive into the nitty gritty of handling office infestations. If you’re squeamish, here’s a fair warning: some of the source material we’ve linked to features images of the critters discussed. With an understanding of how these pests thrive and how to work with employees to eliminate them, you can squash problems before they get out of hand.
Cleanliness is Compliance
Providing workers with a pest-free work environment isn’t just a nice thing to do, it’s actually a compliance necessity. While most associate the U.S. Occupational Safety and Health Act with construction and other blue-collar industries, the law requires all employers to maintain a hazard-free workplace. As many of these pests spread disease, their unchecked presence can be interpreted as a violation of federal law.
If you do have an infestation, chances are that employees are talking about it. While that might get under your skin, keep in mind that the National Labor Relations Act prohibits employers from cracking down on these discussions. Though the law is best known for enshrining workers’ right to organize, it also protects their ability to openly discuss working conditions. All the more incentive for HR to spring into action after just a single pest sighting. 
What to Look For
Prevention is key. If you know what to look for, you can stop problems before they take root. Below are a few seemingly minor things worth keeping an eye on. 
Food: Everyone loves an office birthday party or a potluck dinner. But when food is left out overnight, it serves as open invitation to rodents, flies, and other hungry pests that might want to call your office home. Ask employees to clean up promptly after events, and keep leftovers in the fridge no longer than a week.
Moisture: Water is essential to life, which includes those creatures we’d rather do without. Always be on the lookout for dripping pipes, roof leaks, or just a general musty smell. In addition to attracting creatures that prefer high-moisture environments, these conditions might also be indicative of a more dangerous, invisible threat: mold. Openings: Feel a draft? Pests are adept at finding ways into your office, and cracks or voids that are a quarter-inch or greater in size offer the perfect opportunity. Check for spaces under exterior doors, and ask your IT team look for and seal up any large holes that were made for network cables and other utilities. 
While individual employees’ cleanliness will always vary, there are a few minor things that HR can do to encourage better habits. For one, remind employees to make use of the office refrigerator instead of storing (and potentially forgetting about) food in their desk drawers. You can also hold spring cleaning parties, where employees are treated to refreshments and snacks while shredding unneeded documents, getting rid of clutter, and otherwise just cleaning their cubicle or desk. 
Pest Control
Even the cleanest office can run into pest control issues. If an employee reports seeing a rodent or insect, ask building management or a specialist to investigate the matter. More often than not, they’ll be able to identify the source and recommended treatment. Simple enough, right?
But in many cases, there isn’t a clear, treatable source of an infestation. Which brings us to our next dilemma: when employees commute to the office, they aren’t necessarily arriving alone. Smaller insects, like fleas, lice, or worst yet, bed bugs, travel by hitching a ride on their unfortunate hosts. Like the flu, these bugs are highly communicable—meaning a single case can quickly turn into a company-wide pandemic.
You know the drill: if it’s contagious, ask employees to work from home or take leave. But unlike sniffles or wheezing, the symptoms of those suffering from these near-invisible pests aren’t readily apparent.
If you’re lucky and an afflicted employee comes forward on their own, handle the situation with the utmost sensitivity and confidentiality. Work with the individual’s manager and arrange for them to work from home or take paid leave for enough time address their personal situation.
But what if a colleague comes forward suspecting an peer has a problem? In cases like these, don’t act hastily. False accusations might be the result of workplace bullying and in worse cases, could be construed as discrimination. Ask the employee’s manager if he or she has seen similar evidence, and if so, only then approach the afflicted individual. Calmly and privately ask if they are suffering from a communicable condition, remind them of your duty to provide safe working conditions other employees, and inform the employee of their telecommuting or leave options. 
Dealing With Bed Bugs
If there’s one pest that keeps HR professionals up at night, it’s bed bugs. The sighting of just one of these half-centimeter sized critters or their bites can be enough to shutter an entire workplace. In a notable case last summer, Buzzfeed required its entire office to work from home so their office space could be treated.
So why did we dedicate an entire section to one pest? Bed bugs can live without a meal (or in other words, you) for over 18 months, so simply asking an employee to work from home won’t be enough. You’ll need to ask a specialist to come to the office and inspect the property with the help of a bug-sniffing dog. If the search yields anything, you’ll likely have to fumigate the entire office.
If an employee voluntarily comes forward as a potential source of the infestation, you might also consider paying for their home to be fumigated. Because the treatment can cost as much as $7 per square foot, employees may not be readily able to cover it on their own. Depending on the severity of the infestation, a specialist may recommend other less invasive treatments, like freezing or steaming bed bug hideouts.

In cases the above, a flexible telecommuting policy can help HR teams stop potential infestations in their tracks. Once considered a novelty, the ability to work from home is now considered a baseline expectation among many in the workforce.
The way we work is changing. By 2020, nearly half of U.S. workers will work from home. Is your company ready? Watch our webinar, Top 10 Tips to Make ‘Working From Home’ Actually Work, and discover how your organization can continue to drive engagement, productivity, and culture in this new era of work.

### Work-(Real)Life Balance

In this HR for Humans story, Chris Bohannon, Director of Presales at Namely, shares how he has achieved real work-life balance. For more stories at the intersection of work and life, follow @namely_hr. You can also submit your stories here.







This is how a good day starts for me. I wake up at 5 AM, check my email, and wish my team a good morning on Slack. I then work my way downstairs to have a Bulletproof coffee sitting at my kitchen counter, check more email, and scan the headlines from my phone. I head out to the gym (which is always a battle to just go sit in the sauna), complete my workout, and am sitting at my desk by 7 AM.

I tackle my day by calendar blocks, and whenever I have a free spot I work on a personal objective to add to the culture or the bottom line at Namely. I thank everyone for the great day, spend the evening with my family, and walk my dogs to some relaxing music to wind down. This version of my day happens as much as it can, unless my son Grayson has other plans.

Grayson is on the spectrum, and sometimes his days don’t go as cleanly. He will wake up in the middle of the night with night terrors. Screaming. Either his mother or I will have to crawl back into bed with him, rub his back, and sing him songs until he calms down and goes to sleep. My wife is up at 6 AM to get ready to drive Grayson an hour down the road so he can participate in therapy starting at 7. Grayson waking up is typically easy, considering he’s usually ready to party around 6 AM or so. She gets him downstairs and makes him toast and some Honey Nut Cheerios. We then battle to put shoes on because of sensory issues. From there we have to use some form of jiu jitsu or bribery to get him into the car seat.

Grayson then goes to therapy, kicks absolute butt, and then gets back in the car. He eats his lunch in the car, and is then taken to preschool so that he has the opportunity to be around standard developing kids. Jessica (my wife) then comes home, cleans what she can, and does random chores. She picks him up at 3 o’clock. He then gets to sit with a book or a plant (his favorite!) until dinner time where it’s a small miracle if we get to cook one meal.

Raising kids in general is a wonderful experience, but requires patience because it can be incredibly time consuming. Every parent experiences a lot of the items I outlined, so I wouldn’t want to take anything away from that. In my own examples, there is an extra level of difficulty because Grayson isn’t speaking full sentences yet. We really have to troubleshoot and figure out his basic wants because of his limited communication. Often times we don’t even know if he is sick until he has visible symptoms. We love our child with every ounce of our being so we commit to his success, but as you can imagine it can be overwhelming at times.

I am a career-minded person who wants to grow at Namely. I am also a loving father and husband who is extremely committed to his home life. My family are my favorite people in the world, and I would never want them to feel abandoned because of my career aspirations. Luckily, it’s my own stupidity that gives me any of those fears.

I started to broach the subject of committing time to my son at our company sales kick-off in Las Vegas. We had Carl Eschenbach (who is a Partner at Sequioa Capital) speak and he immediately inspired me. Carl told stories of being inspired by his dad who used to sell Christmas trees and come home with pine needles stuck in his skin. He was above and beyond my favorite guest speaker I have ever heard at an event. He’s an extremely hard working lunch pail guy that totally resonates with me. I always followed the philosophy of asking for advice from someone who has something you want, so I raised my hand during the Q&A.

If you don’t know me you might not know that I don’t need a microphone. I am pretty loud and pretty blunt. Today, my amplified voice was helpful because it was extremely nerve wracking to peel back the layers and ask a question in a public setting.

The question was simple. “How do you balance work and home life?” The response will stick with me forever. He told me, “If you’re a hard worker you can go to leadership, confide in them about the balance you need, and they’ll make it work 100% of the time.” Later in the evening, he came up to me and reiterated, “I promise it’s true. You reach out to your leadership and they will give you balance.”

I report to the VP of Sales, Judson Griffin, on the West Coast. He’s a very focused individual who knows human capital software like the back of his hand. Just in case you ever report to Judson, I can give you some pointers. First, schedule your meetings at the beginning of the month. We’re in sales, so month-end is crunch time, and this is a universal truth for all sales leaders. He will give you both ears and a smile, hear what you’re asking, and help you execute. Second, if you get into the morning routine of calling Judson on his ride into work the call will drop once. Always. At this point the dead zone is no different than a speed bump in a parking lot. It’s going to happen. He did not just hang up on you. Lastly, Judson will absolutely take care of you. He cares about the present and future of all the people that report to him, and will help you maximize your satisfaction not just at Namely but in life.

It’s easy to write that in hindsight. Leading up to the call I was extremely anxious about his reaction as I felt a level of guilt. I wasn’t even asking for specific days off, I was just asking for an afternoon off here and there to share some of the load with my wife. She does amazing work with Grayson but she needs breaks. I gave him a call and explained that I need to assist with appointments and occasional trips down the highway to therapy. Before I could even finish he interrupted me.

“Of course.”

He went on to make sure I knew I was an important part of the team and that he’d make it his priority to make sure I can do what I need to at home.

That was it. Months of build up. I just asked and it was over and it was positive outcome. I get to take Grayson to therapy and work from a Starbucks from time to time. I get to be there at the doctor appointments with my wife. I get to be there. I get to be in the moment. The guy who checks work emails within 30 seconds upon my alarm going off. My wife knows I am being present and my son gets to know me as his Dad. I couldn’t be happier.

It’s pretty simple really. I get to do both because Namely set up a culture that made this possible. I come to work as a contributing member of the team, and they go the extra mile to take care of me. They put as much value on my desire to be a good dad and husband as I do by allowing me the work-life balance to be home when I need to be. I think that’s special and Namely’s emphasis on their values is something I will not take for granted.

### How to Design Better Workplace Posters

In a world consumed by communication, it can be challenging to get a message out that sticks. Emails get lost in inboxes, lengthy descriptions are skimmed, and anything on paper is destined to be damaged or lost altogether. Workplace posters are a tried and true—and often mandatory—means of communicating important information to your workforce, so it’s important that they are eye-catching.

How can you make effective posters that grab the attention of passersby? We chatted with Heather McGinnis, Namely’s Senior Marketing Design Manager to learn best practices for workplace communications. Here are her nine top tips:

1. Identify the Poster’s Purpose
Before you even start designing your poster, you should have a clear understanding of what you want to communicate. You can’t squeeze too much detail onto a poster, so you should be able to summarize its core objective concisely. Once you have a clear purpose defined, it’s time to start crafting your message and design.

2. Create a Focal Point
Whether it’s a headline or a compelling image, your focal point is the first thing your audience will see. Using focal points will help draw people in from afar. Even if it’s a simple headline, you can use elements of design to make your poster stand out from a distance.

3. Design for Importance
Use “hierarchy of type,” or a visual arrangement of information in order of importance, to convey your key points. The most important points should clearly stand out from the rest of the text. Ask yourself, what is the number one piece of information we want people to take away? Is it simply an announcement, a date to remember, or a clear action item? Use the pre-established purpose of the poster to guide you in prioritizing your messaging.

4. Stay on Brand
If your company has provided brand guidelines, use these to shape your poster design. Are you using the right typeface? Are you using the right colors? Aligning the design with the overall company brand also validates it as a legitimate and noteworthy workplace communication.

5. Use Color Intentionally
Color is a great way to direct the viewer’s eye to a certain location on the page. However, be careful not to overuse colors. Try to limit your palette to three colors or less—including the background color of the poster! Make sure there is enough of a contrast between the background color and the color of the text so that the information is easily legible.

6. Only Include Essentials
Realistically, no one will stop to read a bulletin for more than a few seconds. Posters are meant to be snippets of information, so keep it simple. Don’t try to squeeze all of the necessary information into a single page. Highlight the important messages, and follow up with details in a different medium (see tip #8).

7. Placement is Key
Where you hang your poster is an important factor to consider. Identify high traffic areas where employees tend to congregate. On the refrigerator, near the break room, or next to the elevators are all potentially great spots. Alternatively, if you have a bulletin board or poster wall, be aware of how you can set yours apart from the rest.

8. Supplement Digitally
Posters are rarely the best way to communicate all necessary information. While they’re great for grabbing attention, follow up with additional details via email, your website, a company presentation, or another channel that employees can refer to later on (like a resources folder on your HRIS). Make sure the design of the contextualizing information matches that of the poster.

9. Scale It Down
The final test to see if your poster is ready for hanging is to try scaling it down to a mini version (maybe business card or index card sized). This will help you understand if your text is large enough, ensure you have a focal point, and give you a feel for how people will experience it from far away.

### 4 Key Practices for Successful Employee Surveys

Individual feedback from employees is invaluable, but it can be hard to collect that type of feedback at scale. As your company grows, surveys allow you to gather structured data, both quantitative and qualitative, across the entire employee journey. Culture Amp’s Global Head of People & Experience, Julie Rogers, explains, “As an HR leader, people tell me their challenges, and I get personal insights. However, the aggregated data through a survey tells me a story reflecting the overall view of where the challenges are. That's important because otherwise you're just hearing one voice.”



Building employee trust is crucial to maximizing the impact of surveys. There are countless questions and cadences to try, but no matter your style, keep these four practices in mind to get the most out of employee surveys:
1. Taking Action is Make It or Break It
The cadence of any company-wide survey should be based on how often you can take action on the results. We often talk about how people don’t get survey fatigue, they get lack of action fatigue. If you survey before you can take action on your last results, people will feel like their voice wasn’t heard and will become frustrated with the survey process. Commonly, a company will see this reflected in their participation rates. Take the time between each survey to communicate your action plan.
2. Follow Up in Person
You don’t have to spend time trying to interpret survey results. In fact you can—and should—ask employees targeted follow up questions about their answers or HR actions taken via a pulse survey. You might even consider facilitating a deep dive or a cross-departmental focus group on an opportunity area that surfaced in the survey results. Doing this helps you ideate with employees on possible solutions and helps to further create buy-in for the actions you are taking. Surveys should be deployed at a cadence that best aligns with your overall feedback program.
3. Understand the Drivers of Engagement
We recommend asking employees core engagement questions in each survey. A simple yes or no question does not give insight into the various aspects of engagement (e.g. pride, discretionary effort, commitment) or what is actually driving levels of engagement. Engagement is an outcome, meaning you don’t directly address it, rather it can only change it by affecting other work experiences that might drive it—such as learning and development, leadership, and more. Consider including at least some of the most common drivers of engagement, which we sometimes refer to as the “LEAD” factors, including Leadership, Enablement, Alignment, and Development.
4. Don’t Reinvent the Wheel
You’re not the first one to wrestle with the perfect recipe for survey questions, cadence, and follow up. While every company will have a unique set of best practices, you don’t have to start from scratch. Start by selecting a few proven employee engagement questions that best suit your company culture, and adapt your practice as you learn more about what works and what doesn’t.


Don’t miss key insights that can help set your company apart. Download our introduction to HR metrics to get started today.

### Dreaming up an Office Napping Policy

Don’t sleep on this workplace trend: the company “nap room” has emerged as an increasingly popular perk. A surprisingly diverse list of companies lets employees sleep on the job, including Google, PricewaterhouseCoopers, Zappos, the Huffington Post and even ice cream giant Ben & Jerry’s.


Can employees get their forty winks and still put in a productive 40 hours? Below we’ll dive into the perk’s benefits and how you can draft the office napping policy of your dreams.
Health Benefits

You know the drill: early to bed and early to rise, makes an employee healthy, wealthy, and wise. Getting a good night’s sleep is critical to your health. Research shows that napping is just as important.
Presidents, philosophers, and artists swear by the occasional nap. Salvador Dali famously used to take “micro-naps,” falling asleep with a key in his hands and immediately waking once it dropped to the floor. There might be some method to the madness, as NASA has found that naps improved pilots’ performance by 34 percent and awareness by 100 percent. Naps also stimulate right-brain activity, the side associated with creative thought and memory.
Keep in mind that not all siestas are created equal. The Mayo Clinic recommends taking naps no longer than 10-30 minutes, and limiting them to the early-afternoon hours. Go beyond this and you risk encountering sleep inertia, or the state of weakness and disorientation that immediately follows waking. In other words, it’s the way you might feel on a Monday morning.
Drafting a Policy
Companies seem to be waking up to the health benefits of napping, so how does HR go about drafting a policy without turning the workplace into a perpetual slumber party?
First, set some ground rules. Schedule permitting, allow employees to take nap breaks up to 30 minutes long. If you’re feeling some trepidation here, cap it to one nap per week. You’ll also want to limit naptime to the early afternoon hours, or between 12:00 PM to 3:00 PM. If you allow breaks earlier than that, you might be encouraging employees to cut back on the amount of regular sleep they get.



While the above might be enough for employees working a standard nine-to-five, remember to make exceptions for shift workers. These individuals are the ones most susceptible to sleep disruption and drowsiness. In certain cases, you might actually be required to let these workers get some shut-eye. Nursing unions, for example, will often mandate that hospital management provide nap breaks for night shift workers.
And because even naptime is subject to compliance, make sure that any breaks are logged by hourly and nonexempt employees accordingly. As some states explicitly require meal breaks after a certain number of hours worked, you’ll want to make sure staff isn’t putting off lunch for a nap later in the day. For more on this, reference our article covering state and federal lunch break rules.
Designating a Space
While office cubicles might offer some privacy, they’re hardly ideal places to sneak in a nap. You’ll want to designate a quiet, private place for employees to make use of your policy. Call them what you will (ZZZ-zones, drowsy dens, snore stalls are all options), the rooms should be equipped with an alarm clock and a way to dim the lights. If you have a private space for nursing mothers (as required by federal law), that should remain off-limits for naps.
Once you’ve found the ideal nap room, consider what employees will actually rest on. There are a few options available to businesses. If you have money to burn and want to sleep like one of the Jetsons, there are futuristic “nap pods” to consider. If these sleek $13,000 fiberglass chairs aren’t in your budget, a comfortable recliner should be more than up to the task. “Immersion pillows” provide an even more economical alternative.
Are Naps Right for Your Company?
With unemployment at historic lows, employers are looking for new, novel ways to attract top talent. Promises of office snacks, ping-pong tables, and even onsite acupuncture have been used to win over discerning job candidates. When it comes to the “perks race,” you snooze, you lose.
Nap rooms provide one example of how clever policymaking can make these once-outlandish perks possible. Whether you want to implement an unlimited vacation policy or let employees bring pets into the office, get started by reading HR’s Guide to Company Policies. You’ll learn all of the practical and compliance considerations you need to make to make your next policy roll-out a success.

### 5 HR Learnings from 'The Power of Moments'

March marked the first month of our HRreads book club, and together we read The Power of Moments by coauthors (and brothers) Dan and Chip Heath. Our HRreaders gleaned several valuable takeaways from the book about how to create “defining moments” for employees. We wanted to share the learnings that made the biggest impact—no spoilers, we promise!



Without further ado, here are five things we learned from The Power of Moments:
1. First Impressions Matter
Early on, the Heath brothers described an employee’s first day on the job. The picture was dismal, resulting in the new hire feeling neglected and uncomfortable. "The lack of attention paid to an employee's first day is mind-boggling,” they say. “What a wasted opportunity to not make a new team member feel included and appreciated."

Nearly all of our readers mentioned that this piece of the book really hit home. “Your first day at a new job can be nerve-racking, but also a powerful moment that sets up your attitude for the rest of your time there,” says Michael Chung, Human Resources Manager. “Those are moments we in HR have the ability to influence positively.”

After this realization, Vicki Yang, Senior HR Business Partner, decided to rethink her company’s onboarding process, “I realized how often we forget about people's first days and what a defining moment it can be. We're looking at our onboarding process to make sure new hires feel special on day one. We're thinking of hanging a balloon at the person’s desk with their name, a fun fact, and maybe something like a spirit animal.”
Our onboarding toolkit has all the critical docs you’ll need, so you can focus on making it a great first day for new employees.
2. Defining Moments Stand Apart
The driving message of the book was that peak moments are lasting, and while many happen naturally, there are ways to strategically facilitate defining moments for yourself and those around you. “One of the things that stuck with me was how we can summarize our core life events by the peaks of whatever experience we have, rather than the other neutral moments that may surround it,” says Christian Acosta, HRIS Analyst.

You won’t remember every moment of your life, but it’s important to remember that you don’t have to leave these defining moments to chance. In HR, this comes into play when building out the employee experience. “It was a refreshing reminder that sometimes we need to pause and take time to create moments,” recalls Tiffany Bennett, Director of Operations. “We often get so caught up in the day-to-day, and though we all know that moments can be powerful, we have to set aside time to make these things happen.”

What is it that makes some moments stick out so much more than others? According to Tyler Cartwright, HR Coordinator, “One of the biggest things that surprised me was how much clothing can set apart a moment. When the Heath brothers explained moments like the Trial of Human Nature, or brought up memories of graduation or weddings, they mentioned that these all involved different clothing than everyday attire. This made me realize how simple it is to elevate a moment. Making it feel ‘different’ than any other moment really comes down to presentation.”
3. Peak Moments Transcend Time
Because peak moments stand apart from everyday routine, they don’t lose their impact after they occur. Peaks are the memories you carry with you throughout your life. After reading The Power of Moments, Acosta shares, “I find myself thinking a lot more positively and optimistically about what I can go to bed with at night. I focus on remembering the highlight of my day, rather than drowning in the ideas and functions that took up most of my time.” Creating peak moments can shape your own sense of purpose and facilitate that sense for those you encounter.
4. Purpose Outweighs Passion
The Heath brothers share a surprising finding: “People who were passionate about their jobs—who expressed high levels of excitement about their work—were still poor performers if they lacked a sense of purpose.” This reveals that employees need not only be excited by their work, but also understand its value.

This poses an important question for HR professionals, leaders, and managers around performance management. “I was surprised to learn that an employee can be passionate but if they don’t feel like they’re doing purposeful work, they could perform lowly,” says Chung. “The challenge is HOW to create moments in one’s career that will increase that feeling of purpose.”
5. Readers Want More In-Depth Material
The Power of Moments underscores the importance of creating better experiences and offered tips for getting started. While many readers found the tips in the book inspiring for their own practice, some readers felt that the book could have gone deeper.

According to one reader, “Some parts really resonated with me, but there were pieces that felt a little too fluffy, and it also seemed like the book could have been shorter and gotten the same points across.”

Another reader agreed, “I was kind of let down by this book. I found it to be a watered down version of a Psychology 101 course. On the other hand, had I not gone to school for this subject, I think this book would be great. It's palatable and written in a way that is easy to follow and provides real world examples for the concepts and practices it teaches.”

On the flipside, some readers have already adopted the strategies from the book into their own practices, such as Cartwright. “One engineering team just released a platform that they had been working on for months. To make the moment stand out, we used ideas from the book. In addition to public recognition, the team took a sailboat ride around the San Francisco Bay to highlight their achievement. These aspects of pride, elevation, and connection made this a moment these engineers will never forget.”



We hope you enjoyed the first month of HRreads! This April we dive in to our next book: Radical Candor by Kim Scott. Grab your copy of the book and join us to participate in discussions and share insights.

### What It’s Like to Manage HR at a Casino

We’ve heard all the HR stereotypes–from principal’s office to the fun police. But what happens when you drop an HR professional in a cubicle-free workplace, like a casino? To find out, we spoke with Robin Schooling, VP of Human Resources at Hollywood Casino Baton Rouge, about the ins and outs of HR in the hospitality business.

How did you get your start in HR?
Robin Schooling: Like many people, I fell into HR. I started out working for a recruitment and staffing agency as an office assistant and ultimately moved over to recruiting. When it was time for my next move, I applied for HR positions and landed an assistant role at a bank. In my time at the bank, I moved between recruiting specialist and HR generalist positions.
What is your favorite part of HR?
RS: Recruiting is still my favorite part of HR. Even when I’m not directly involved in the interview process, I love anything encompassing talent attraction, recruiting, and interaction with the candidate pool. In HR, we’re essentially architects, or designers of the process, working to get the message out about our company. From finding the right people to introducing them to the employee experience—I love that piece of HR.
How many big is your team?
RS: Our property has 450 employees, and there are 3.5 of us in HR (the .5 being a part-timer). Our soup-to-nuts HR team handles everything from licensing and compliance, to wardrobe and uniform.
What is unique about being an HR professional for a casino?
RS: The casino business is all about entertaining guests, which makes for a very exciting and high-energy environment. Everyone on our team works hard to provide a fun atmosphere, good food and drinks, and all of the bells and whistles to give the guests a great experience. Employees are always “on,” making sure to be as welcoming and entertaining as possible. While it’s great for our guests, this can be can be exhausting for employees whose job is essentially to create fun for other people. We want everyone to enjoy their work, but in HR, it’s important to remember that it’s hard work. While employees are on the floor, they’re on stage. When they get a break and come back of house, it’s our job to give them the space and resources they need to use that time to decompress.
On the compliance side, HR is responsible for staying on top of the many unique permits and certifications required for operating a casino. This includes everything from gaming permits to vendor certifications to liquor licensing.
What are some of the challenges?
RS: Employees either thrive in this kind of environment or hate it, so hiring new employees can be a challenge if they’re not familiar with the schedule and requirements of the business. Unlike most offices, we’re busiest when everyone else is off. Mondays are quiet, and it gets busier as the week goes on. My “office hours” are Monday-Friday, from 8am to 5pm, but I have to be flexible and accessible 24/7, 365 days a year to accommodate employees. I may come in at 10pm to meet with someone if I’m needed.
With so many employees, how do you make HR’s presence known?
We make sure HR is very visible. I’m constantly walking the property and visiting different departments to keep a pulse on what’s going on. It’s critical for HR to be out in the business, not just sitting behind a desk. We’ve built up a really good internal reputation, which brings us a lot of visitors—sometimes just to chat, sometimes to ask a question.
How do you prevent harassment in the workplace?
In this industry, every casino is very cautious about providing a safe and secure environment for both guests and employees. Guests enter and leave with large sums of money, and typically drink alcohol while visiting. This combination can lead to extreme emotions—whether happiness or depression—and our security staff is trained to be very aware. Security is always on high alert to address any misbehavior. We tell employees they don’t have to put up with any type of harassment, especially just because someone is a customer. The two casinos I’ve worked in have been the safest places I’ve ever worked.
How do you handle seasonal and hourly staff?
The bulk of our workforce is non-exempt, part time employees. In our industry, so many employees are in school or working multiple jobs. Because so few of our employees sit at a desk, one of our biggest challenges is communication. Most of our employees don’t have work emails, and many don’t have computers at home, so we’ve had to use a lot of old school processes and paper communications. We publish a weekly employee newsletter with upcoming events, property news, birthdays, etc. Otherwise, we have to cascade information out to supervisors and hope they pass it along in their shift meetings.
We’ve had to find creative ways to connect with employees, which even meant turning off our electronic onboarding and going back to paper forms. We had to step back 15 years and are now working to gradually build it back up with better solutions. For starters, we have banks of computers in the break room, and we can send messages on our time clock system so they appear when someone punches in.
Do you have any advice for small HR teams?
I’ve been an HR department of one, but just because you’re small doesn’t mean you can’t do what the big guys are doing. That mentality is a trap that small HR teams often fall into. Even if you face limitations on time or resources, read and absorb as much as you can, talk to people, and pull out the nuggets that are pertinent to you.
Our team came up against this when struggling to attract the right candidates. We realized we were talking about our open roles in the wrong way, and that we needed to better resonate with prospective talent.
I pulled guide books from companies who focused on employer branding, took all of the nuggets that were pertinent to us, and implemented them. Small HR teams can always scale down a big idea, and they actually have the advantage of being a lot more nimble.

### 8 Things HR Needs to Know in a Growing Company

High growth impacts a business on many fronts. For HR, a growing workforce means new considerations pop up every day, from compliance to company culture. Last week, as part of our local event series, Namely compliance gurus Andy Przystanski and Manuel Martinez-Herrera joined forces with Senior HR Manager at Outdoor Voices, Laxmi Shetty for a candid conversation in Austin, Texas.

They shared the most important considerations for HR leaders of fast-growing companies. Here are their eight top tips:


1. Compliance is Cumulative
As you grow, compliance has a sort of snowball effect. With each additional employee, you’re likely subject to a new set of regulations. Compliance also has three distinct (and often contradictory) layers to be aware of—federal, state, and local. In addition to the overarching federal laws, different cities and localities likely have their own unique set of compliance requirements to take into account. Work closely with a local lawyer and follow online newsletters to stay alert to the latest compliance updates.


2. Discrimination Laws Take Effect Earlier Than You May Think
15 is the magic number for discrimination. When you hire your 15th employee, Title VII kicks in, which protects employees from discrimination based on sex, race, national origin, religion, disability, and even genetic information. In other words, once you have 15 employees, an organization cannot retaliate against an individual who files a discrimination complaint. In some jurisdictions, this law comes into effect at less than 15 employees, so be sure to check your local requirements.


3. Get Ready for Benefits
At 50 employees, it’s time to offer insurance to employees. In the wake of many legal obstacles, the Affordable Care Act’s individual mandate was ultimately repealed, but the employer mandate remains in effect. This means that once you hire your 50th full time employee, you’ll need to offer a benefits package. Keep in mind that under the ACA, “full time” is defined as working at least 30 hours a week, or 130 a month. You’ll be required to report proof of employee coverage to the IRS.
At 50 employees, you’re also required to offer 12 weeks of unpaid job-protected leave in accordance with the Family and Medical Leave Act (FMLA).This legislation protects employees in the event of a family medical event, such as a birth, adoption, or medical emergency.


4. Don’t Miss Reporting Deadlines
Every milestone comes with its own paperwork, and once you hit 100 employees, it’s time to report on company demographics. This requires private companies to fill out an Employer Information Report (EEO-1) each year. This report is due on March 31, so don’t let it sneak up on you as you scale.


5. Spend Time Building Processes
Laxmi helped grow her company from 80 employees to 153 in one year. Even though Outdoor Voices almost doubled in size, she remains a one-person HR team, handling the full scope of responsibilities. Within her first month on the job, it was already time for ACA reporting. The process of finding, organizing, and submitting the information was nothing short of a challenge. After working closely with her vendors, she established a process that turned this annual reporting cycle into the easiest process possible. Go the extra mile to do a thorough job the first time, because it will make it a whole lot easier the next time around.


6. Empower Managers
Working closely with managers can help ease the burden on HR as your workforce grows. “I lead a lot of feedback trainings,” says Laxmi, “and also provide tools like a 30/60/90 deck for managers to try and fill out on their own. After they take the first stab, we go over it together.” Equipping managers to do much of the onboarding and coaching work themselves helps them become true partners to HR and stronger leaders.


7. Lean on Your Network
Small and one-person HR teams need a network of peers to bounce ideas off of and gut check your initiatives. “Maximize networks, and don’t be afraid to ask questions,” recommends Laxmi. “There is always someone who is thinking about or has dealt with the same thing as you.”


8. Scale Your Culture
Beyond compliance, maintaining your company culture is important to employee engagement and retention. As an activewear brand, Outdoor Voices’ culture is all about going out and doing things. “As we expanded to seven retail locations across four states and a corporate office, we aspire to practice what we preach throughout our entire organization,” says Laxmi. These values ensure that their growing company stays unified around a central culture.

### 10 Reasons to Build Your Career in...Nashville

At Namely, Our mission is to help companies build better workplaces. Where you choose to work has a tremendous impact on your life. In our 10 Reasons series, we take a look at what it’s like to work in major cities across the US.





Nashville, AKA “Music City,’ has long been a popular destination to live and work (hot chicken, anyone?). But in recent years, Nashville’s growth has skyrocketed. Despite what TV-hit Nashville suggests, not everyone is a current—or aspiring—country music star. Nashville is a thriving business community across industries, from healthcare to tech.

In addition to the endless opportunity to see great concerts and eat delicious food, here are 10 reasons to build your career in Nashville.
1. The job market is among the best nationwide.
Want to work in a thriving metropolis? A recent study ranked Nashville as the #4 best big city when it comes to the job market. The ranking is based on job creation (going all the way back to 2004) and how much a city’s job growth was accelerating. From 2010-2015 alone, jobs in Nashville grew by over 20%, particularly in the fields of construction, retail, education and health.
2. It’s the friendliest city in America.
You know what they say: “You are the average of the five people you spend the most time with. Choose carefully.” If you get to decide who to work with, why not pick from a talent pool that gets the highest possible marks for friendliness? Nashville topped the list of friendliest cities on Travel and Leisure’s 2016 survey.
3. Unemployment is below the national average.
Nashville’s unemployment rates clocks in at 3.6%, compared to a 4.1% national rate (as of October 2017). Unemployment rates are a useful way to gauge the liveliness of a local economy, and Nashville gets above average marks.
4. It’s a great place to kick-start your career.
A report from CreditSesame gave Nashville the #5 spot on their list of affordable cities for new grads to start their careers. The rankings were based on a combination of median household income, rent prices, unemployment rate, average student-loan balance, and average credit-card balance.

Your first job can help put down roots, find business mentors, and identify your dream career path. For recent grads, Nashville is a smart pick.
5. Entrepreneurship is on the rise.
Nashville’s startup scene is heating up. The 2016 Kauffman Index ranked Nashville #5 when it comes to the momentum of high-growth entrepreneurship in 2016—a jump up from the #9 spot just a year before.

The thriving tech incubators and accelerators might be due some credit. Nashville is home to Launch Tennessee, the Nashville Entrepreneur Center, and the Nashville Business Incubation Center, among others.
6. It’s the place for healthcare.
Want to work in healthcare? Nashville is for you. Nashville takes the #1 spot as the city with the highest density of high-growth health companies. In dollars and cents, that translates to local healthcare companies receiving over a whopping $940 million in venture capital investments over the last decade.
7. Jobs, jobs, and more jobs.
In 2006, the Nashville metropolitan area was home to 983,074 jobs. By 2023, the Nashville Metropolitan Planning Organization predicts there will be over 1.3 million jobs. The growth in jobs of course correlates to the growth of the overall population—Nashville is on track to surpass 2 million residents by 2035.
8. There are ample opportunities for career growth.
It’s one thing to have a job. It’s another to build a career that excites and challenges you.

Forbes dug deep into the best places across America for careers. When it comes to job growth potential, Nashville ranks #9, behind well-known career hubs like San Francisco. And it doesn’t hurt that you’ll be building your career surrounded by such friendly people (see: reason #2).
9. Salaries are healthy.
Nashville’s median household income is $61,577—a step above the national average of $59,039. For an hourly full-time worker, that’s an extra $1.22 per hour. If you’re weighing which city to call home, every extra bit of income helps!
10. It ranks among the favorite U.S. cities.
By whom, you might ask? Travel and Leisure ranked America’s favorite cities nationwide, and Nashville took the fifth spot. Perhaps it’s because of the classic country bars or the much-lauded biscuits. In any case, count us in.
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### How to Build an Office Seating Plan That Scales

Early stage companies tend to have more to do than worry about who sits where. With only a handful of employees, assigning employees seats isn’t much of a headache. However as your headcount grows, it’s important to have a plan in place to accommodate new employees. Plus, it starts to matter who sits next to whom. if sales is taking calls right next to focused engineers, collaboration and productivity risk taking a real hit.



How can you set your office up for success? We spoke with Ben Steen, Namely’s Senior Manager of Workplace & Facilities, to learn best practices for implementing and scaling an office seating plan.


DO Plan Ahead
As a small company, you may not need a seating plan early on. So when do you need one? According to Ben, “once your company expands to more than one floor or hits the 150 employee mark, you’ll need some sort of shareable floor plan.” As you reach each employee headcount threshold, you need a solution that helps build continuity, increases engagement and improve employee experience. Bonus points if you can easily share the plan through your HRIS platform.
DO Start with Low-Tech Solutions
Once you have over a dozen employees or hire an office coordinator, it’s a good time to start tracking where people are sitting. There are many low-tech ways of doing this before you reach the 150 employee mark—which can trigger the need for a more robust software. “One simple hack is to build a rough floor plan in excel,” Ben suggests. This gives you a simple and shareable look at the office layout. “If you want to get a little more detailed as you grow, you can upload your company floor plan into Adobe, add employee names to each seat, and create a shareable PDF.”
DO Work with Department Heads
The office manager should allocate a certain number of seats to each department in a designated area. However, rather than leaving it to the office manager to assign seats, Ben says, “the office manager should empower the department heads since they know best how the team should be laid out.”
DON’T Forget Department-Specific Needs
Different functions of the business have different needs, and this becomes especially important as you scale. “Keep in mind the furniture needs of different departments,” Ben cautions. Sales and customer service reps may need phones, while designers and engineers will likely need a second monitor. If you have one salesperson, noise may be less of a concern, but as the sales team grows, they will need an area that offers some level of noise mitigation—whether it be through exposed ducting or utilizing white noise. Similarly, teams that handle confidential information should be in an area where their computers face a wall.
DO Share Company-Wide
A huge advantage of technology is shareability. Whether your office seating plan takes the form of  a spreadsheet, PDF, or interactive software, make sure up-to-date floor plans are easily accessible to any person in the company. In an ideal situation, any employee should be able to see exactly who sits at a certain desk, find conference rooms, and even get information about other office branches.
DON’T Get Stuck in the Present
“Build growth into the current floor plan,” suggests Ben. If a department is currently 30 employees, but planning to grow their team by 10 in the next six months, factor this into the space allotted to this department. Work with your FP&A team to gauge how much you’ll grow, so that you can let this shape your seating chart for the year.
DO Consider Innovative Alternatives
It’s no secret that the bigger you grow, the more seating you need. According to Ben, “a lot of companies are moving to ‘hotel model’ of seating, in order to accommodate their workforce.” This model encourages employees to work from home two days a week, and sign up for a desk the day before you plan on coming into the office. This helps cut down on real estate and saves employers a lot of money. Ben advises, “have a good relationship with an architect or designer to help you plan the layout of future spaces as you expand.” This will help unify your work environment no matter your company size.

### 5 Ways Learning & Development Drives ROI

While learning and development initiatives are certainly a hot buzzword for HR professionals, it can often be hard to create and execute on an effective and continuous strategy—whether due to lack of employee interest or executive buy-in. The result? Companies are spending thousands of dollars per employee on training programs that are underutilized.



Why is employee development such a crucial part of retention? About 70 percent of employees say they are dissatisfied with growth opportunities at their companies. To make learning and development a priority within your company, consider these five benefits of implementing a consistent L&D program:

1. The future workforce demands it. If you don’t know by now, Millennials and Gen Z are quickly becoming a majority in the workforce. By 2020, millennials alone will make up one third of the workforce. And these two generations value growth and career opportunity more than previous ones. Consistent learning and development programs are going to be a crucial part of keeping these young employees engaged.

2. It will help keep employees motivated. According to a 2016 study, 74% of employees felt that they weren’t achieving their full potential at work. A learning and development program can be the perfect way to give your employees what they’re missing. By helping them grow their skill set, they’ll be more motivated and productive.

3. Employees will stay with your company longer. As you work to attract top talent, you don’t want to lose the talent you already have. 7 out of 10 people say that training and development opportunities influence their decision to stay with a company. Don’t miss the opportunity to keep existing employees engaged.

4. It will help new hires ramp up more quickly. While it’s important to get new hires onboarded as quickly as possible, the amount of new info relayed in an employee’s first few days can be overwhelming—and easily forgotten. To ensure your points are really sticking, consider offering regular trainings on company policies and relevant information.

5. Your company culture will grow stronger. Many companies are starting to build out their employer brand. Your learning and development initiatives are a crucial part of your company’s culture and help ensure that employees throughout the company have a growth mindset.



While it’s never easy to know how to keep employees happy in today’s constantly changing, and often high-pressure, work environment, a solid L&D program can drive employee engagement and happiness.

Want to learn more about how to measure the ROI of L&D? Join Namely and Grovo for our upcoming webinar to learn four key metrics that will help prove the value of your learning initiative.

### 10 Reasons to Build Your Career In...Atlanta

At Namely, our mission is to help companies build better workplaces. Where you choose to work has a tremendous impact on your life. In our 10 Reasons series, we take a look at what it’s like to work in major cities across the U.S.





Pardon the pun, but Atlanta has a peachy reputation. In recent years, more and more companies and individuals have moved to the region, making it home to more than 5.6 million people. Whether you’re a candidate looking for your next big role, a business leader looking to expand into a new market, or an HR professional investigating the talent pool in other regions, take note of Atlanta.

Could the ATL be the place for you? Here are 10 statistics that highlight why Atlanta is one of the best places to build your career.
1. You want jobs? Atlanta’s got jobs.
Atlanta ranked as one of Forbes’ Best Big Cities For Jobs, with 2.97% job growth. Talk about career opportunity. As the city continues to grow, Atlanta is seeing more and more opportunities across a variety of industries—from tech to tourism. Whatever your passion, there’s likely something right for you.
2. Competitive salaries meet a low cost of living.
Employees across all occupations make an average of $24.38 per hour in Atlanta, which is almost one dollar higher than the U.S. average of $23.86 per hour. Atlanta’s low cost of living and competitive wages make for a pretty nice compensation package across all industries. The city strikes a balance between the hustle and bustle of a large metro area and the reasonable expenses of a small town.
3. All the kids are doing it.
According to MarketWatch.com, Atlanta is the #1 U.S. city for recent college graduates and young professionals. As metropolises like New York and San Francisco become increasingly expensive, recent graduates are beginning to look for more affordable cities to launch their career. Atlanta is the best of both worlds.
4. It’s a bigger metro than you might think.
The Atlanta region ranks as the ninth largest metro area in the country, behind Miami and ahead of Boston. While Atlanta provides many benefits of smaller cities, it is surprisingly large. This means residents have an endless variety of cultural activities, career opportunities, and people to choose from.
5. It’s home to many big-league companies.
Atlanta is home to the third most Fortune 500 companies of any city in America. 16 of the 18 Fortune 500 company headquarters based in Georgia can be found in metro Atlanta, including Home Depot, UPS, Coca-Cola (World of Coca-Cola, anyone?), Delta Airlines, and Aflac. This suggests there is huge opportunity for career growth and entrepreneurship in a thriving economy.
6. Employee happiness is high.
With a Glassdoor City Score of 4.1 and an overall job satisfaction rating of 3.4, Atlanta is widely recognized as a great place to work. Not only is there a wealth of opportunity, but employees are noticeably happy in their careers. If this stat doesn’t convince you, consider how many individuals have moved to the region in the past few years.
7. New jobs are created all the time.
Atlanta is hiring! The region added 77,000 jobs last year, the third-highest total among the nation’s 12 largest metro areas. The job market is booming right alongside the local talent market. As the population grows, the job availability has scaled‚ensuring that the city is keeping up with the pace of growth.
8. The possibilities are endless.
The three top jobs in Atlanta include Mechanical Engineer, Physical Therapist, and Marketing Manager. This shows the wide variety of career opportunities in Atlanta. While the tech space is booming, there are career opportunities in other fields too.
9. The economy is healthy.
In 2017, the U.S. Bureau of Economic Analysis ranked Atlanta as the second fastest-growing economy in the country. If there was ever a time to pounce on an opportunity, the time would be now. It’s a great time to take advantage of all the city has to offer.
10. You don’t have to be a CEO to be a top-earner.
According to Namely data, the average salary in the Atlanta metro area was $81,420—nearly double the national average. Though the ten top-paying roles were somewhat predictable—Chairman, CEO, and President—our data shows diversity in high earners, including communications professionals, artists, software engineers, attorneys, customer support technicians, and account executives.
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### 10 HR Mantras to Inspire Your Practice

HR responsibilities can range from payroll to benefits to company culture—all in a day’s work. When days get overwhelming, how do you make sure to stay centered? It may not surprise you to learn that many HR practitioners use mantras to help them through the challenges they face. Everyone has days where they question their purpose, so we wanted to share some of our favorite mantras from 10 resilient HR professionals. Here’s to staying inspired as you do this important work!




Mantras That...Make HR Human


Tasked with an array of administrative work, it’s easy to get caught up in a task list and forget what’s driving you. Your employees should always be top of mind. Be careful not to let daily challenges detract from the individuals who inspire you to create a better workplace. Here are three mantras that can help you focus on the human side of HR:

“#oneteamonedream — I have been saying this since I was a manager at In-N-Out Burger. It reminds me that we are one team with the same vision, working in the same direction.”

- Jessica Neves, People Operations Manager

“You get results through people, not in spite of them.”

- Ashley Crill, Director of People & Culture

“All of us are human—remember that as you create policies.”

- Anonymous
Mantras That...Help You Prioritize


For HR professionals, no two days are the same—and often seems like there aren’t enough hours in the day. Employee engagement initiatives may fall on the backburner as more pressing issues arise, but fear not, here are four mantras to help you stay focused on your priorities:

“Run the week, don't let the week run you.”

- Anonymous

“Always look up.”

- Thadya Soetaniman, HR Generalist

“Keep calm and carry on.”

- Sara Hetyonk, Talent Acquisition & Development Advisor

“Luck is what happens when preparation meets opportunity.”

- Evan Intrater, Senior Technical Recruiter
Mantras That...Provide Career Fulfillment


It’s natural to question your purpose in the world, and HR is no exception. It can be helpful to have a driving principle to remind yourself why you chose this path in the first place. This baseline can keep you centered and guide you throughout your career. Here are three mantras that inspire these HR pros to bring their best every day:

“People and culture are why we’re here. Remember these two items, and we will be successful together.”

- Mary Lanier-Evans, People & Culture Officer, 360training.com

“Lead with your heart. If you’re not leading with your heart, you shouldn’t be in HR.”

- Beckey Skouge, SPHR, SHRM-SCP, Director of Human Resources, Thomas Allen

“Don't forget to have FUN!”

- LeShawn Johnson Vega, HR Manager, IKEA



What’s your HR mantra? Share with us on Twitter @NamelyHR!

### New ‘Love @ Work’ Survey Sheds Light on Office Romance

Talk about a labor of love. With our recent Love @ Work Survey, Namely discovered how employees really feel about dating colleagues. The results—based on over 500 employees from across the country—yielded new insights into just how prevalent office romances are, and whether HR teams should play a role in addressing them.


Lovestruck at Work?

While true love might still be hard to find, a surprisingly large number of employees seem to be finding something at work. 40 percent of survey participants indicated that they have engaged in an intimate relationship with a coworker. Five percent of those romances were between a direct report and a manager. 
Notably, our survey data also revealed that millennials were more likely than their colleagues to date a manager. 
So while workplace relationships are clearly common, do they noticeably impact employee productivity? 70 percent of office sweethearts reported that their relationship “changed nothing.” Of the remainder, half actually claimed it boosted their productivity. This suggests that some of the hand-wringing over office relationships may be misplaced, at least according to employees.

Kiss and Tell

HR professionals often like to think of themselves as company confidantes. Turns out they’re not even the third wheel. No surprise here: when it comes to talking about love, employees are generally tight-lipped. 
According to our survey, less than 5 percent of workers would willingly tell their HR team if they were in a workplace relationship. Even if company policy required employees to do so, still only 42 percent would comply. Men were twice as likely to keep an office romance a secret. 

Call it a trust issue. The reason why employees are reluctant to discuss their relationship is because they don’t believe HR will keep it confidential. Only 14 percent of respondents fully trusted their HR team on the topic of love. Making matters worse, nearly half of workers had little-to-no confidence that HR would keep the romance to themselves. In other words, they view their HR team as friends of the business, not employees.

Legislating Love

Despite how common workplace relationships are, 61 percent of respondents’ companies did not have written policies addressing them. That might be for a good reason, as there’s some doubt as to whether relationship policies or love contracts actually work. 
While most aren’t subject to them, employees certainly have strong opinions as to how relationship policies should work. Some of the survey’s most unexpected insights came from this hypothetical question: in cases where a manager is dating a direct report, how should HR respond? 
A third of respondents suggested that the manager should be transferred to a new department. Surprisingly, 29 percent thought it was the direct report who should be transferred. Rounding out the list, a handful of romantics (21 percent) believed HR should “do nothing” and stay out of the way of love. 
There is one bit of good news for fans of policymaking. While relationship policies are relatively rare, sexual harassment policies and programs seem to be quite common. 62 percent of respondents have participated in anti-harassment training, and 6 in 10 employees say their companies and HR teams are well-prepared to handle cases of sexual harassment.

As winter transitions into spring, don’t be surprised to see love blossom at work. That said, HR teams who try to stand in the way might find employees reluctant to open up. Our findings suggest that addressing workplace relationships takes a nuanced approach, not hard policies or farcical love contracts. 
To learn how your team can better respond to workplace relationships, read our full coverage of the Love @ Work survey and other relevant content by clicking below.
 
LOVE @ WORK SERIES What Should HR Do When a Manager is Dating a Direct Report?5 Ways HR Can Build a Culture of Employee TrustDo Love Contracts Actually Work?

### 5 Ways HR Can Build a Culture of Employee Trust

It’s no secret that employees tend to have a negative perception of HR. It can be hard to tell whose interests HR puts first: those of the company or the employee. The truth is that it often comes down to the individual HR professional and the company culture. However, HR professionals know that it’s important to have a genuine relationship of mutual trust with employees in order to build a better workplace.



In our recent survey on workplace relationships, less than 5 percent of respondents said that they would tell HR if they were dating a colleague. Even more telling, if a company’s dating policy required employees to report their relationship, still only 42 percent of employees say they would comply.

Why is it that employees hold back this work-related personal detail from the very department designed to help? 49 percent of employees have below average trust in HR to keep an office relationship confidential. This goes to show that HR needs to spend more time building up that trust.

Here are five ways to ensure your employees feel comfortable confiding in HR.
1. Prioritize Confidentiality
If an HR professional shares insider information with colleagues in other departments, employees may enjoy the scoop, but will likely steer clear when they have their own personal problem. Keep private things private and honor employee confidentiality no matter what. This includes refraining from sharing private information with company leadership without employee consent. Unless there are legal concerns, the employee should never feel like you’re going to betray their trust with anyone at the company, from top to bottom.
2. Sincerity is Crucial
It can take time to build employee trust, but it only takes one breach of confidentiality to break that trust. Don’t make the promise of confidentiality an empty one. The more genuine you are about advocating for employees and upholding a trustworthy relationship, the more employees will proactively put their confidence in you.
3. Be a Presence
HR usually sits slightly separated from the rest of the workforce, as they work with confidential information, such as compensation and performance data. Just because you’re out of sight doesn’t mean you should ever be out of mind. Go beyond an “open door policy” by taking time each day to walk the floors and chat with employees. Building a personal relationship will make it much easier for employees to come to you when they need to talk.
4. Avoid Favoritism
While it is important for HR to have friendly and personal relationships with employees throughout the organization, there is a clear line to be drawn. If HR is seen spending a lot of time with one or two employees in and outside of the office, others may perceive favoritism and question the types of information being discussed. Be careful not to jeopardize employee confidence by prioritizing some work relationships over others.
5. Take Action
If you administer regular employee engagement surveys, it’s crucial to openly communicate the results each step of the way. Don’t be afraid to share both positive and negative feedback, and how you intend to do better in the future. But don’t stop there. Make sure that you report back on new initiatives you launch in response to the survey and then collect feedback on these initiatives. Invite employees to participate in an active feedback loop, so that they can track progress and see that HR is following through.



The data doesn’t lie, and it’s clear to see that there is an immediate need for improved HR-employee trust. Without this trust, companies risk decreased employee happiness, higher turnover, and compliance missteps. Take the time to get a pulse on your organization and consider reinvesting in the foundations of mutual trust.

### How to Get Started with People Analytics

People analytics continues to be one of the hottest topics in the world of HR. This isn’t just a trend: aligning people programs and data to business impact has always been a goal in HR.



When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. That’s why companies everywhere are focused on getting a better understanding of their people data and how it relates to day-to-day operations and long-term strategy.

Today, HR technology has given us increasing access relevant data, all hosted in the cloud. At HRWins, we surveyed more than 2,000 employers over the last two years and found that companies are using an average of eight HR technology platforms, eight single purpose HR applications, and nine apps. We’re using technology to manage every step of the employee lifecycle. Along with core systems, we’ve introduced pulse surveys, communications and feedback apps, and wearables into the mix. That all creates a lot of data.

Analytics for Everyone
People analytics has long been a luxury reserved for enterprise businesses with substantial resources and well-trained data analysts. But not anymore. The emergence of new HR technologies built for mid-sized companies means that the opportunity to analyze HR processes, programs, and systems is now agnostic to company size. We have the chance to rethink how we look at people data—but you may be asking yourself, “Where do I start?”

This isn’t a one-size-fits-all guide (there are limitless factors that determine what kind of people analytics your business needs), but my goal is to give you an understanding of where to start and what to consider.

Reports vs. Analytics
First, let’s clear up the common confusion between reports and data analytics.

Reports are snapshots of data gathered into informational summaries. A good example of a report is an absenteeism report. Seeing absence rates across locations, departments, etc. calls our attention to overall trends and may point to an issue in need of closer attention.

Analytics is the work of examining data and reports to extract meaningful insights that can be used to help make business decisions. For example, take that absenteeism report. Let’s look at it across 12, 24, and 36 months against representative demographics in the workforce, then align it with employee engagement metrics. Are some departments experiencing higher absenteeism when morale is low, based on correlated engagement metrics? Is there a spike in absenteeism during busy seasons when longer hours are required? Is one demographic group being impacted more than another? People analytics has the power to help HR identify problem areas and opportunities, which once addressed, can have a direct impact on productivity.

Before You Get Started…
Keep these four tips in mind as you get to work.

 	Don’t do analytics for analytics’ sake. Look at the available HR data and find opportunities to make an impact. Keep an eye out as you work across the business. Are people talking about ways to improve customer satisfaction or employee productivity?
 	Find an ally. Like piloting any new tech-based initiative, if you have a department head that really understands the value of HR and people programs, their engagement in your insights will become contagious for the rest of the organization.
 	Consult with IT. Access to data is critical, and their support can be invaluable. Even in our world of open application programming interfaces (APIs), there may be some coding or infrastructure required to get what you need.
 	Focus on the insights, not just the numbers. Use data to give your company a new way of looking at the problem. Every analytics expert that I’ve encountered will tell you to make your report as visual as possible. Try to make your deliverables more like an infographic and less like a text-heavy report.

Okay, so now what? Let’s use the employee lifecycle to showcase areas of opportunity for most all HR pros.

Talent Acquisition

The Basics: Time, quality, and cost. These are the three magic metrics for recruiting. In my 30 years in HR, I’ve helped hundreds of companies with recruiting and have yet to meet a business leader that wasn’t singularly focused on these metrics. Standard reports will give you these metrics. But once you have these ducks in a row, you can start thinking about other things.

What to Consider: When it comes to time, which landing pages convert candidates faster? Which messages work better in your job descriptions? As for quality, which job descriptions bring more skilled candidates? Which bring more diverse candidates? For cost, which jobs stayed open longer and could have justified more advertising spend? Are employee referrals converting immediately?

Onboarding

The Basics: Much of the conversation around employee onboarding centers on the time it takes to onboard, the employee’s experience through the process, and how long it takes for an employee to become “productive.”

What to Consider: Dig into pulse surveys that point toward onboarding effectiveness, new employee engagement, and performance. Performance feedback processes can identify new hire fit and the effectiveness of the learning or training process. Then, tie this data to other business metrics. How do onboarding metrics compare across geography, division, or department? Are new employees more engaged in a particular job family after 30 days? Have departments with better onboarding metrics seen improvements in productivity over 180 days or 1 year?

Payroll and Benefits

The Basics: Reports on things like payroll summaries, workers compensation summaries, payroll liabilities reports, PTO use and balance, time reporting, benefits utilization, etc. are common. Most of these reports keep an eye on our costs and help keep us compliant.

What to Consider: Think through how these fundamentals can improve the employee experience. Looking at benefits utilization across workforce demographics, are there opportunities for financial education? Do reports from our EAP, when aligned with location, job type, and performance data, show us opportunities for manager training or preventive interventions? How has the implementation of voluntary benefits align with performance metrics or business outcomes?

Core HR

The Basics: Our core HR systems are home to some of the most valuable data in HR, including full workforce demographics, compensation data, and employee relations.

What to Consider: Use this data to tackle Issues like diversity and inclusion, pay equity, and fair employment practices—all of which are hot buttons for leadership. You can leverage analytics to show not just current org state, but to demonstrate trends over time. By leveraging external data, much of it publicly available government statistics, HR can also compare the business to others in the same industry, marketplace, or with similar employee demographics.

Talent Management

The Basics: Talent management has long been the umbrella for all things employee development. There are a number of new approaches to performance management, learning, mentoring, workforce planning, collaboration, and more. As modern leaders build less hierarchical organizations, standard reports will become less useful.

What to Consider: The intersection of talent management data provides myriad ways to glean business insights. For example, what is the ROI on our training and learning programs? Who are the employees that are most called on for strategic initiatives? How much learning is happening outside of the LMS? Are we compensating and promoting employees fairly?



Clearly the opportunity for people analytics is immense (and hard to capture in just one post!). My last piece of advice to you is to just get started. You can’t know what data you need or how to improve your data-gathering processes until you start to go down this path.

For more people analytics basics, check out Namely’s Introduction to HR Metrics.

### How to Use Employee Benchmarks

Employee engagement surveys are a great way to gather employee feedback that can help improve culture at your organization. When using employee surveys, it’s important to have comparison data so you can track how you’re doing over time.

There are generally two ways to compare your data—to your own results year-over-year or to a benchmark. Year-over-year data shows you the impact of any actions you took as a result of a previous survey. Benchmark comparisons give you the added context of how your organization is doing relative to your peers.
With employee engagement survey questions that are benchmarkable, you can see how you compare at the specific question-level and in your overall engagement score. Depending on what employee feedback platform you use, you should be able to access employee benchmarks within the tool. But not all employee benchmarks are created equal. To find the best employee benchmark to use, look for one that can answer “yes” to the following questions:


1. Does the benchmark use real and current company data?
With current data in a benchmark, you know that you’re getting the most accurate picture for comparison. You likely wouldn’t want to compare how your employees in 2018 are feeling compared with how employees in the industry felt in 2012. The workplace is changing rapidly, and it’s important that you have a benchmark that can keep up. Also, ensure that the data in a benchmark is real customer data, not data purchased from a panel or collected by market research providers.

2. Does the benchmark include a diverse range of companies?
“It’s actually better to look at the diversity and range of companies in your benchmark rather than the absolute number of people,” says Jason McPherson, Chief Scientist at Culture Amp, which aggregates data to offer the leading benchmarks in the employee engagement industry. With a mix of people from different companies, you’ll get a better representative sample of the many kinds of organizational cultures that exist. Also, check to see if companies you admire are included in a certain benchmark, then you can see how you’re stacking up.


3. Are you competing for talent with companies in the benchmark?
Rather than looking solely at industry-specific benchmarks, expand your data to include industries with similar talent pools. As Jason says, “Many people only want to look at industry-specific benchmarks. This is problematic as it limits the pool of data that you can access and can compromise the robustness of the benchmark. It’s often better to look at where your people are coming from and going to and benchmarking against those industries instead.”


How to Best Use an Employee Benchmark
While it can be tempting to focus on getting your engagement score from 70% to match your benchmark’s 72%, hitting the benchmark shouldn’t be your ultimate goal.
Before making a benchmark score a priority for a certain question, you should dig deeper within your data to see if it matters most to your people. “If work-life balance is less important to your people than flexibility, then focusing on moving work-life balance from 62% to 65% will be a poor allocation of resources,” Jason shares.
Benchmarks, like these 2018 employee benchmarks, give you an idea of how you’re performing relative to peers in your industry or geography. Use them as a guide for comparison, but don’t get too caught up in the numbers game. Focus on taking action on your employee engagement surveys in the areas that will have the most impact at your organization.

### Here’s What Gen Z Means for the Future of Work

Generation Z—although they may not want you to call them that—is about to replace millennials as the next culture shock to the workplace. Comprised of the 60 million individuals born between 1998 and 2016, Generation Z has been molded by the 2007 economic recession and the expansion of technology into every facet of modern life.



While the oldest members of Gen Z may still be a few years away from entering the workforce, it’s time to get to know them. Here are the five defining qualities about this new generation, so you can prepare for their first day (even if it happens over FaceTime).
1. They Want to Work Alone
Despite growing up amidst constant communication and social media, members of Gen Z prefer to work independently. They aren’t afraid to take on new projects, even if it means getting their hands dirty. This mindset will influence how managers interact with employees and what types of projects they’re most likely to excel in. Managers will have to be more hands-off in their communication, providing constructive feedback rather than constant supervision. Consider offering incentives like a remote work program to motivate and engage Gen Z employees.
2. They Expect Diversity
While diversity in the workplace has always been top of mind for HR and the C-Suite, Gen Z grew up in an era where the nuances of identity are acknowledged and celebrated. Gen Z is not only the most diverse generation yet (48% of Gen Z is non-caucasian), but they have also made huge strides in normalizing gender-fluidity and diverse sexual orientations. Make sure your office is equipped to handle conversations around all types of diversity.
3. They are Already Considering Their Next Role
Members of Gen Z want career opportunities where companies will provide them with a wide range of responsibilities and the opportunity to gain new skills. When Gen Z enters the workforce, internal re-training and development will be even more critical for employee retention. Companies will need to provide continuous learning and development opportunities to keep this emerging generation intrigued.
4. The “9 to 5” Work Day Won’t Work for Them
While millennials grew up with flip phones and MySpace, Gen Z grew up with an app-filled iPhone never more than an inch from their fingertips. The difference? With Gen Z, there isn’t an offline option. As more offices introduce technology that allows employees to access work emails from their smartphone, Gen Z will rarely be off the clock. To avoid this, set clear guidelines on what employees can do from their phone and what’s better to save for in-office to encourage healthy work-life balance.
5. They Expect More Money, but Will Work For It
In a survey conducted by Monster, seven out of ten Gen Z respondents described salary as their top work motivator, differentiating themselves from perk-driven millennials. But employers will likely get their money’s worth, as Gen Z respondents are more likely to work extra hours for an increased salary than millennials. To capitalize on this trend, you might consider whether an hourly or salaried pay structure best reflects employee duties.



While Gen Z may not be in the professional world just yet, the generational makeup of the modern workforce is certainly shifting. In fact, by 2020, millennials will make up one third of the workforce. As you look to the future, keep these five characteristics of the emerging workforce in mind.
Is your company attractive to the millennial and Gen Z workforce? Watch our webinar to optimize your company for the next generation.

### Our Employee Engagement Survey Questions, Revealed

It’s no question that employee engagement plays a central role in your workplace. It’s a core driver of happiness, productivity, and retention. The good news is that there are myriad ways to gauge and boost engagement, from learning and development to office design.



As Namely grows, employee experience continues to be a top company-wide priority. And we’re not alone in this—at our recent HR panel, our speakers were flooded with audience questions on what to ask on their employee engagement surveys.

We believe that the future of HR is open, so we want to share our secret sauce. Below we reveal six of our key engagement questions that help us drive Namely’s employee experience. We frame our survey items as statements and ask employees to select a response on a five-point scale (i.e. Strongly Disagree / Disagree / Neutral / Agree / Strongly Agree).
1. I would recommend [company] as a great place to work.
This question—which is otherwise known as eNPS, or employee Net Promoter Score—is critical to get a top-level pulse on employee sentiment. As your company culture evolves, this question allows you to track employee engagement over time and measure the direct impact of your efforts. This metric is also helpful when reporting to senior leadership and the board of directors who want an overview of how things are going.

Follow this question with more specific prompts that drill into the specifics of what is going wrong, and use this feedback to implement new initiatives that address pain points. Don’t forget to leave room for employees to make open-ended comments too and encourage them to share honest (and anonymous) feedback.
2. I am proud of the work that I do.
This question stems from a popular theory around work engagement by Bakker and colleagues, who proposed that work engagement consists of three parts: 1) Dedication (pride and commitment to one’s work), 2) Vigor (energy and resilience at work), and 3) Absorption (full concentration while working).

Asking this question reveals whether employees recognize themselves as valuable assets to the company. If they do not, there may a disconnect in the work done and leadership recognition of that work. In addition to this question, consider asking employees who at the company makes them feel valuable, and how they measure their own value.
3. When I get up in the morning, I’m excited to go to work.
Employees who feel burnt out, overworked, or bored are likely not contributing as much as they could in an environment where they felt motivated and inspired. In line with Bakker’s model, measuring the vigor of your workforce can help you identify whether employees are feeling disheartened or distracted in their work. Do they simply need to take more vacations? Is there not enough social downtime spent with colleagues? Or perhaps more manager recognition is needed? There are many creative ways HR can help increase the energy level across the office, but first you need to identify the disconnect.
4. I’m happy when immersed in my work.
To bring Bakker’s model full circle, you’ll want to gage employee absorption in their work. Of course, most employees won’t go home dreaming of the next day at work, but you want to ensure they do not leave with a dread for tomorrow (or a permanent case of the Sunday Scaries). It’s crucial to promote work-life balance that lets employees disconnect once they leave the office. That said, when employees do think about the work day, you want them to have good thoughts rather than animosity. Rewarding good work and encouraging managers to let employees recharge after hours can help ensure that any post-work reflections are positive.
5. I would recommend my manager.
A great manager can make or break the employee experience. You want all employees to feel supported, heard, and appreciated by their managers. This question gives you a pulse on the overall impact of leadership across your company. The results will help uncover trends in different departments, which is especially useful if certain teams have traditionally had lower engagement. Follow this with more in-depth questions on manager competencies to help identify areas for improvement.
6. Diversity is a priority at [company].
In an increasingly global workforce, diversity is top of mind for employees and leadership alike. As HR, you want to ensure that you are supporting your company’s drive toward a diverse and inclusive workforce. This is not a question for HR or leadership to shy away from, but to face head on. If the survey reveals a problem here, it’s time for HR to prioritize this and gain employee trust. Having an entire company hold you accountable will help ensure that this initiative doesn’t fall by the wayside long-term.



The questions above are not intended to be directly actionable; instead they are intended to provide a high-level snapshot of employee sentiment and help HR probe deeper into areas that need improvement. As you craft your own survey, the questions will almost certainly depend on the values, priorities, and structure of your company. If you do your homework and make informed decisions based on survey results, you will find these scores moving consistently up and to the right.
Need the numbers to back it up? Our guide to HR metrics makes it easy to use the employee data that comes from survey results.

### Introducing... The HR Job Title Generator

There’s no denying it, HR professionals are starting to think outside of the box when it comes to job titles. HR often gets a bad rap as “the Principal’s office” or “the fun police,” but creative titles are helping to rebrand HR professionals as the heroes they are.

HR understands the importance of a job title better than anyone. In fact, Namely’s HR Careers Report revealed that an increasing number of HR professionals are adopting unconventional titles, such as “Office Happiness Champion” or “Head of Optimistic People.” These titles are arguably more authentic descriptors of the HR function, and they help break common stereotypes around the department.
This burgeoning trend draws on the human side of HR, highlighting their heroic tasks—be it running payroll, planning a holiday celebration, or curating a top-notch benefits plan at the best price. Not all heroes wear capes, but most do have a special name. Why should HR be any different?
If your title needs a refresh, you’re in luck! Our HR title generator will spin up a brand new job title just for you. Answer three simple questions and get your customized HR job title. While you may not put it on your business card (yet), you can at least think of yourself as an Ingenious Engagement Guru or Big League Tax Maven.

### In My HR Opinion: HR Should NOT Be Friends With Employees

Namely’s series, In My HR Opinion, brings you honest takes on the hottest HR topics and trends, straight from industry leaders.





We recently posed the question: Should HR be friends with employees? We opined on the topic, and we asked you to cast a vote. Well, the results are in, and to our surprise, our survey showed an almost 50/50 split (with over 1,200 votes submitted!).



Last week, we chatted with two HR professionals about why they felt HR-employee friendships are crucial to a thriving company culture. This week, we take a look at the other side and hear from Ashley Crill, Director of Human Resources and Cayleigh Doyle, Human Resources Coordinator at Banker’s Toolbox. Here’s why they think HR should not be friends with employees:

Ashley Crill: Before tackling this topic, you need to have a clear idea of what you mean by “friends.” At Banker’s Toolbox we have such a close culture. All of our employees are very transparent and open, and we all eat lunch together every day. However, there is a fine line between being friendly and being a friend. Being on the senior leadership team, I’m very hesitant about being friends with employees, because I don’t want it to seem like I’m favoring some colleagues over others. In HR, you have to keep a level playing field and treat everyone equally.

I learned early on in my career that spending time with employees outside of work can put an HR rep in a difficult situation. Over drinks people naturally start asking questions that could push the limits on what you’re able to share. Hangouts after work hours can put you in an uncomfortable situation and make it seem like you’re sharing insider information with certain employees.

Cayleigh Doyle: There’s definitely a fine line between being friends and being friendly. I do believe in being welcoming so employees feel comfortable coming to me with questions or concerns. I try to make sure employees feel like HR is approachable, but you also have to be careful to avoid the appearance of favoritism.

AC: Exactly, we don’t want anyone thinking that favoritism gets one employee promoted over another. We sometimes see that happening if a manager is friends with employees outside of work. Even if the promotion is based entirely on merit, others may perceive it as favoritism. HR is a resource for all employees, and we care equally about each individual’s journey here. We want everyone to feel valued by HR and management.

Our hiring and onboarding practices enable checks and balances to prevent favoritism. We have a very selective hiring process where we outline exactly what is and is not the right fit for our culture. In interviews, we’re careful to ask behavioral questions to ensure anyone we hire is “Penguin-worthy.” Penguins are our company mascot because they cannot survive alone. They take turns rotating who is on the inside and outside of their huddle to make sure everyone keeps warm. We operate and win as a team, so we have to work together to see results.

CD: It can be challenging at times. One of our employees actually referred her daughter to an open role on the HR team, and I was a part of the interview process. I happened to know both the candidate and her mother from childhood, so I had to be very careful not to let any biases come into play during the interview. I wanted to be respectful of the referral, but also needed to prioritize the interests of the business over a personal relationship. It was uncomfortable because I did know her and worked with her mother, but I had to prioritize making the right hire for the open position.

AC: Our culture starts from the top down, and we have a CEO who connects with everyone on the team. With that mindset, we do have personal connections with each and every one of our employees, but there is a line. As a leader, especially in HR, we serve as role models and set the tone for management and employees alike. Every employee should be able to trust us and feel comfortable coming to talk to us.

ltimately, as an HR professional you have to go with your gut. You want to be viewed as a leader and avoid any behavior that will demean you or make someone lose their trust in you. Trust is hard to build, and it’s essential to maintaining a highly engaged workforce.

### What Makes HR Different in Mid-Sized Companies?

In the modern era of work, companies of all sizes are rapidly transforming. Logically, so are the various functions within them, HR included.

A combination of macroeconomic trends—like globalization, developments in cloud and mobile technology, and generational shifts in the workforce—are challenging some of the long-held status quo assumptions we have about the nature of work and our workforce.
 
The Impact on HR
Perhaps one of the most dramatic transformations I’ve noticed is the role of HR in mid-sized companies, which I consider to have between 300 and 5,000 employees.
While modern trends are challenging many of the assumptions we’ve made about work, one assumption about mid-sized companies is still a good one: they are nimbler and move faster than enterprise organizations.
When it comes to HR, HR leaders at mid-sized companies are not only closer to execution, in many cases the leaders executing people strategies are the department heads outside of HR. They are executing people strategies and programs alongside crucial business strategy. In other words, they are driving a view of HR strategy that is in line with overall company needs.
Meanwhile at enterprise employers (those with more than 5,000 employees), you see the creation of full People Operations departments. These teams are heads-down in the technical needs and processes of various “lines of business” or departments. In contrast, mid-sized employers are building People Operations teams that are in “the business of getting work done,” as I like to call it. Little in a mid-sized business is approved in any function if a tie to business results doesn’t exist. HR is no different. At mid-sized companies, HR must be strategic and yield clear results.
 
What’s Driving This Shift?
This view of HR—as a function of business execution—is a shift a long time in the making. It’s a shift that has been enabled by the macroeconomic trends I mentioned before. Everything espoused by business books through the 90s started to come true at a breakneck pace in the early 2000s: The world became flatter. Small businesses started hiring remote workers around the world and competing with larger brands for global talent. Digital natives became the largest demographic in the workplace, their technical sophistication and expectations increasing exponentially. And, technology itself started evolving more rapidly, both creating and supporting these expectations. What we used to see as 10-year technology adoption cycles now seem to be compressed to months or weeks.
HR as the business of getting work is more than a promise or a possibility. It has arrived, and nowhere do I see it happening more than in middle sized employers.

### How to Conduct an Exit Interview

At any stage of a company’s growth, exit interviews are crucial for understanding why employees are leaving your company. Obtaining honest feedback can help you identify points of friction that need to be addressed in the workplace. However, when employees leave, emotions and tensions may run high—making exit interviews particularly tricky to navigate.

We sat down with Namely’s Senior Director of People Operations, Julie Li, to learn the best practices for leading successful exit interviews.

Who should conduct an exit interview?
Julie Li: Ideally, the HR business partner should conduct exit interviews. However, in smaller companies without an HR professional, a senior leader or even the CEO (if the team is that small) should have the conversation. It’s important for the employee to know they are sharing feedback with someone who actually has sway in the company.
I would advise against having the direct manager conduct the interview. The employee may not feel as comfortable openly sharing honest feedback with their manager—particularly if they're leaving due to dissatisfaction with this manager.


What questions should I ask during the exit interview?
JL: It may be helpful to create a template so that each employee who leaves is asked the same set of questions. This will help you collect data in a systematic way. One of the most common exit interview questions is simply, “Why are you leaving?” It's also helpful to ask what would have kept the employee at your company.
If you use engagement surveys, consider including some of the same questions so you can gauge what factors are most important to employees decisions around retention. Make sure to ask questions that address the key areas you value as a company. Lastly, a strong way to end the conversation is to ask for any advice the employee would give the leadership team.


How do you conduct an exit interview—in-person or via an online form?
JL: Online forms make collecting and analyzing data easier, but in-person meetings create a much more human experience. During a live conversation, employees are much more likely to feel heard and valued, leading to a more positive departure. When employees leave on a positive note, they are more likely to advocate for the company down the road.


How do I approach the exit interview?
JL: To elicit the most authentic response, be sure the employee knows that their responses will remain confidential. If they fear that any feedback they provide on specific people will be shared directly, they are much less likely to share their true feelings. Make sure the employee knows that the purpose of the exit interview is to gather information that HR or senior leadership can use to help improve the overall employee experience.

Replacing an employee is never easy, and exit interviews provide an opportunity to learn exactly what impacted an employee’s decision to leave. With these insights, you can implement initiatives that help you better engage and retain your existing workforce.

### 14 Ways to Recognize Employees at Year-End

With the holidays around the corner, presents and vacation are top of mind for children and adults alike. However, tasked with planning a company celebration, HR may not be as excited as the rest.

Holiday parties can be fraught with HR nightmares, but they don’t have to be. The end of the year is the perfect time to recognize employees for their hard work and bring everyone together.
According to a recent study, 80 percent of companies to celebrate the holidays with their employees. Beyond the classic holiday party or year-end bonus, many employers have found innovative ways to recognize employees and raise excitement for the upcoming year.
How can you take your year-end celebration to the next level? From end of year employee awards to team trips, 14 companies share their best ideas for recognizing employee contributions.


1. Weekend Getaway
Flash Europe, Contern, Luxembourg
With multiple offices across Europe, many of Flash Europe’s employees have only met colleagues virtually. Every year, the company hosts an event in a different European city—like Vienna or London. All employees are invited to a weekend celebration of the firm’s success.


2. End of Year Employee Awards
Big Sea, St. Petersburg, Florida
Big Sea hosts “the Core Awards” at their annual holiday party. Employees vote for individuals who best embody the company’s core values, and winners receive this feedback from their peers at the party, along with a personalized piece of art.


3. Winter Swag
Study.com, Mountain View, CA
In addition to a festive holiday party, Study.com gifts all employees and their families with a variety of winter swag. From Patagonia fleece jackets to zip-up hoodies, they make sure to provide a range of styles that will keep their employees warm all season long.


4. Personalized Gifts
MonetizeMore, Victoria, BC, Canada
All full-time employee receive a personalized gift. The company hires experts to research each team member and come up with a gift that is unique. The company also hosts holiday parties in various parts of the world and executives create a video thanking the team.


5. Bring the Team Together
MyCorporation, Calabasas, CA
MyCorporation holiday parties combine community service with an engaging team activity—always followed by a dinner outing. Last year, the team delivered gifts to a family in need and then completed an escape the room challenge together.


6. Give Back
DialMyCalls, Jupiter, FL
Last year, instead of buying gifts for the team, this company decided that giving back to the community would be the most rewarding gift. Each team member sponsored a local child in need of some holiday cheer. The company paid for every employee to pick out presents for their sponsored child.


7. Family Celebration
Talent Plus, Inc., Lincoln, Nebraska
Talent Plus hosts two holiday celebrations, including one just for the children of employees. Hosted at the company's office, the Talent Plus team organizes craft projects, holiday treats, decorations, and festive snacks. Mr. and Mrs. Claus even make an appearance and have a small gift for each attendee!


8. Holiday Trip
elMejorTrato.com, Córdoba, Argentina
Last year, the entire company escaped to the mountains in Bariloche, Argentina for a week. The trip's goal was to bring the team together outside of work, start the new year on a high note, and help integrate new team members.


9. Quarterly Christmas
Museum Hack, NYC
As an entirely remote team, “Quarterly Christmas” encourages department leads to send small gifts to employees four times a year. Previous gifts have included company totes and notebooks. Last December, employees received an at-home movie night gift kit, including movie-rental codes, snacks, and other small treats—perfect for a cozy evening at home.


10. Personal Thank-You
Black n Bianco, El Monte, CA
At this company's end of year party, this company brings employees together to celebrate the year’s milestones and bond with colleagues. At the celebration, the CEO, Lisa Chu gives out handwritten letters to each of her employees, recognizing their unique contributions and achievements.


11. New Year’s Party
SEMrush, Philadelphia, PA
SEMrush throws a New Year holiday party for all employees. This big event take months of preparation and even includes fireworks. Employees have the opportunity to get to know colleagues from different departments and enjoy food, refreshments, and of course, a gift.


12. Experiential Perks
Blueboard, San Francisco, CA
Blueboard’s entire business model revolves around helping employers reward their employees with incredible experiences—like glassblowing classes, surf lessons, a relaxing spa day, or even a trip to Iceland. Internally, this is no exception. Last January, the team headed to San Diego for their annual company retreat, to kick off the new year with a trip employees won’t soon forget.


13. Holiday Auction
CBS Medical Billing & Consulting, Exeter & Portsmouth, NH
Throughout the year, employees have a chance to earn “CBS Bucks” in a number of ways—be it a simple act of kindness or answering a difficult question. At the holiday party, the CEO wraps up a myriad of gifts, ranging from a bag of onions to Bluetooth speakers. Employees can bid on them based on their wrapped appearance. No one leaves empty handed, and all share the excitement of outbidding one another for a surprise!


14. Extended Time Off
Community Health Charities, Alexandria, VA
In addition to their annual holiday party, this company closes their office the week before New Year's, to give team members time to travel and be with family. Employee wellness is a top priority, so this ensures that everyone enjoys the season and comes back rejuvenated.


The end of the year is a great time to remind employees why they love working for your company. Be sure to show them you value all the hard work they’ve done and bring them together to welcome in another great year.

### How to Manage Sick Employees Who Won’t Stay Home

Your employees have been working feverishly all year long, and the holidays are finally around the corner. But just as the company is working to wrap up all end of the year projects, a bug starts going around the office. It’s inevitable that a handful of employees will catch something during flu season, but HR and managers can team up to stop the spread and keep sick employees at home until they are well enough to return to work.



How can you make sure that employees are in tune with their health and keep other employees safe from an office-wide epidemic? Here are five tips to keep your workplace healthy:
1. Encourage Working From Home
With a structured work from home policy, everyone wins. Often employees come into the office when they’re not feeling well because they either don’t want to use up sick days or they don’t want to let their team down. If employees have the ability and support to work from home they will be more likely to stay out of the office when they are feeling under the weather. Encourage employees to take advantage of this policy and lead by example, taking time off to work from home as needed.
2. Keep Workspaces Clean
An easy way to keep sickness from spreading through the office is to provide sanitary supplies that help prevent the spread of germs. Install hand sanitizer dispensers in the restrooms and common areas, keep sanitary wipes easily accessible, and provide tissues near each desk. Ensure that the workspaces are cleaned regularly and employees follow basic sanitary etiquette.
3. Offer Onsite Health Screenings
One of the most common obstacles to employee wellness is that there is never a good time to duck out of work for a doctor’s appointment. Make it easier for employees to get what they need by offering free onsite biometric screenings or flu shots. You’ll be amazed by how many employees will want to take advantage, and you’ll have a healthier office at low or no extra cost.
4. Keep Preventative Medication in the Office
As soon as that change in the weather hits, it’s a great idea to have your office emergency kit stocked with Emergen-C, cough drops, and a variety of teas. This little gesture can go a long way in increasing employee health and helping them get back in that practice of self-care. In the grand scheme, it’s a low expense to improve the quality of life for all employees in the office.
5. Train Managers to Take Action
If employees refuse to leave the office even when they’re sick, it may be time for managers to step in. Train managers to encourage employees to head home when they’re feeling under the weather. During cold and flu season, it’s crucial to work together to reduce guilt around taking sick time. Make sure that managers, leadership, and HR alike are leading by example and taking time off or working from home as needed. It’s important to reduce the social stigma so that you can all contribute to a healthier workplace.



Health and wellness are crucial to employee well-being and productivity. While this should be an ongoing effort, there are many ways to take it to the next level during the colder months. Be sure you have an action plan in place to keep your company as healthy as possible and encourage sick employees to rest up at home and return when they’re healthy.

### HR Certifications: SHRM vs. HRCI

Considering that many HR practitioners fall into the field, pursuing an HR certification can be a great way to prove expertise in the industry. But is getting certified worth it? And which one should you pursue? Many senior HR professionals have received certification from the major players: the Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI).

Though HRCI began as an extension of SHRM, but SHRM stopped offering PHR certification in 2014 and launched its own set of exams. SHRM transferred the majority of its existing membership from the standard PHR to this new SHRM certification. Since then, there has been competition between the two providers, but what’s the real difference? Below we lay out the details of each certification program:
SHRM Certification
SHRM originated in 1948 and has evolved into one of the largest human resources organizations in the world. While SHRM offers a variety of HR services, events, and resources, one of their most ubiquitous offerings is their HR certification program. Since its launch, 70% of early to mid-career HR professionals and 56% of senior HR practitioners have passed their respective SHRM certification exams.SHRM offers two certifications: SHRM-CP for early to mid-career HR professionals, and SHRM-SCP for senior-level HR practitioners. When considering applying to get SHRM certified, keep these features in mind:

Exam Details: Both exams give participants 4 hours to answer a total of 160 questions. Exams are comprised of 95 knowledge items and 65 situational judgment items.
Accreditation: The exams are accredited by The Buros Center for Testing.
Exam Fees: SHRM-CP & SHRM-SCP are priced at $300 for SHRM members and $400 for nonmembers.
Recertification: Professionals must recertify every three years by earning 60 SHRM credits during that time.

SHRM is an internationally recognized organization and offers a thorough guide to certification and a high success rate. Check out their website and practice tests to see if this certification could be the best fit for you.
HRCI Certification
Early in its existence, SHRM supported the formation of a task force to establish an HR accreditation program. In 1973, this task force founded the ASPA Accreditation Institute (AAI) and in 1976, the first HR exams were administered. The AAI evolved into the HR Certification Institute (HRCI), which today offers seven levels of accreditation to participants worldwide, based on level of experience. Across the seven tests, the average pass rate is 63%.
The certifications offered by HRCI include:

Associate Professional in Human Resources (aPHR)
Professional in Human Resources (PHR)
Professional in Human Resources - California (PHRca)
Senior Professional in Human Resources (SPHR)
Global Professional in Human Resources (GPHR)
Professional in Human Resources - International (PHRi)
Senior Professional in Human Resources - International Professional (SPHRi)

HRCI makes it simple to find the exam that’s right for you by listing characteristics of HR professionals at each experience level and also by providing an interactive feature to match you to the right test. These are the distinguishing features of the HRCI certification:

Exam Details: Test format varies by certification.
Accreditation: The exams are accredited by The National Commission for Certifying Agencies (NCCA).
Exam Fees: Depending on test level, base fees vary from $350 to $495, plus a $100 application charge for all exams.
Recertification: Professionals must recertify every three years by earning 60 recertification credits during that time.

The HRCI certifications showcase a very defined skillset within the HR space. There is a clear pathway to develop your level of certification over time in the industry. Take a look at their website to learn more about the tests and resources they offer.

So should you get HR certified? SHRM and HRCI certification is a great way to add credibility to your on the job knowledge, advance your career, and stay current with modern HR practices. If you’re looking to rise in the field, taking a certification exam can give you credibility and demonstrate your industry knowledge.

### 3 Things Managers Should Do Everyday

Being a boss is a full-time job and requires certain activities every day—and by every day, I mean every single day including Fridays. 
If you want to be good at your job, here are three easy-to-implement behaviors that are essential to demonstrate on a daily basis: 
  
1. Walk the Floor 
This part is easy: Walk the floor. Literally. 
Every day you need to make a concerted effort to walk around the office. Just walk around to people’s desks. Say hi. Comment on the picture on their desk. Ask what they are working on—or don’t say anything at all. Just smile. 
Your job is not to be a boss at this moment. Your job is simply to be human. Your goal is to be available and foster an environment of openness and human interest. You are opening the lines of communication simply by walking the floor. It’s likely that people will approach you with a question or a comment. They will show you something you wouldn’t have otherwise seen. Advantage: you. 
  
2. Say Thank You 
Saying thank you is basically the easiest thing in the world to do and as a boss, you should say thank you as often as possible. Don’t fall into the trap of feeling like you are annoying someone by taking up their time or filling space in their email inbox. There is no such thing as a meaningless thank you. 
When someone sends you a report, reply with a quick thanks. It doesn’t have to be a “Dear Justin, thank you for sending me this report” essay. Instead, keep it simple. A quick thanks via email or hallway shout-out is all that is required to make someone on your team feel valued, acknowledged, and motivated. 
When appropriate it is always a good idea to add some context to your reply in order to give it more meaning and sincerity. “Thanks for sending over early.” “Great format—super easy to read!” In so doing you are reinforcing good behaviors and thus your expression of specific gratitude becomes a subtle teaching moment.  
3. Be Specific 
Being specific is at the very center of being an effective leader for your team on a day-to-day basis. 
Be specific with what time you want a project finished. Be specific with how you want the form filled out. Be specific with the feedback you give someone. Be specific with everything you do as a boss. 
If you are lazy and unspecific in your requests to your team, then you are increasing the chances that the work won’t get done in the manner in which you prefer, and as a result you are going to start resenting and disliking your team. The only problem is, it isn’t their fault. It’s your fault. Give the people what they want: clear, simple direction which includes all the information they need to complete the task at hand. 
If you forget to include where you want the file to be saved, how you want the information formatted or when you need the forms completed, you are going to cause extra work for you and your team, resulting in everyone working late. 
Pro Tip: 
In How to Write an Email, I share one of my favorite secrets to success: ask for projects to be finished at an exact and unusual time: 4:36 P.M. instead of 5 P.M. Never use EOD (end of day) because EOD means something different to each person on your team and this is only going to lead to confusion, frustration, and lost time in asking more questions about when you actually need the project finished. 
With these simple moves, you’re on your way to being a great leader.

### Do Love Contracts Actually Work?

Love is in the air—and no office is safe. According to a CareerBuilder survey, over 40 percent of U.S. workers admit to having dated a colleague in the past year. Based on past findings, nearly a third of those flings are likely to end in marriage. Time to update those W-4s.

So when the love bug bites, how does your HR department respond? Some teams are turning to controversial legal agreements called "love contracts" to ward off compliance risks. In this article, we'll go through what an office love contract can and can not accomplish in your workplace.



What is a Love Contract?

No, love contract isn’t the next hit reality show on TV. These legal covenants, formally called consensual relationship agreements, are signed by courting employees to confirm their relationship on record to HR. Their purpose is to mitigate risk by affirming that a romance is consensual—in theory, staving off harassment claims. That’s a justifiable end, given that the Equal Employment Opportunity Commission (EEOC) took employers to task with 13,055 charges of sexual harassment last year.

A love contract can also be used set ground rules for conduct and public displays of affection. In special cases, the agreements may include an attestation that neither party will pursue or accept a role that involves managing or reporting to the other. These provisions aren’t just intended to curb the risk of favoritism, but to also prevent retribution in case the relationship turns sour.

While sample love contracts are available online, given the agreements’ sensitive nature it’s advisable to consult with employment counsel before using one.


Stop! In the Name of Love
So are love contracts actually worth it? Sorry to break your heart: probably not. Legally speaking, an office love contract is exceedingly difficult to defend in court. That’s mostly because sexual harassment plaintiffs can claim that they were coerced into signing one—a legitimate argument for those subject to at-will employment. Indeed, in a 2005 Montana Supreme Court case it was ruled that love contracts amount to nothing more than “contracts of adhesion,” take it or leave it propositions where the signee has little or no bargaining power.

In practice, managing love contracts at a growing or large company is untenable. Between running open enrollment, processing payroll, and navigating state and local compliance, taking on the additional responsibility of tracking office romances with love contracts isn't practical. What’s more, it does little to dispel HR’s reputation as company gossipers.

All things considered, the love contract has one other fatal flaw: it requires employees to come forward and openly admit to the existence of a relationship in the first place. According to the same CareerBuilder survey cited earlier, over a third of workplace romances are secret, and 20 percent are extramarital affairs. It’s unlikely that individuals in either of these cases would willingly sit before HR and sign a legal document affirming their romance.
The Heart of the Issue
Luckily for employers, there are ways to approach workplace relationships that aren’t nearly as problematic. Implementing a strong anti-harassment program and drafting a “fraternization” policy, or romance policy, can go a long way in curbing compliance risks.

If your company doesn’t already have a written anti-harassment policy in place, it should. In states like California, that isn’t just an HR tip—it’s a legal requirement. Supplement your policy with interactive training courses tailored to both regular and supervisory employees, and make participation an annual requirement. There are a number of engaging, easy to implement programs available to employers. Having all of this in place can demonstrate a good-faith effort if enforcement agencies like the EEOC come calling. Implementing an anti-harassment policy is a routine ask of employment attorneys, so don’t hesitate to work with one on yours. 

While having someone sign a love contract isn’t necessarily best practice, having a workplace romance or fraternization policy is. Include a section in your employee handbook that addresses office relationships directly. Your workplace romance policy should make it clear that the on-premises behavior should be professional and respectful of other employees. In other words, no public displays of affection in the office or on company time. Last but not least, make it absolutely clear that romantic relationships between managers and their direct reports are strictly forbidden. That isn’t extreme, it’s standard practice—among businesses that have a romance policy, SHRM reports that 99 percent ban supervisor-subordinate relationships.

If you or a colleague suspect something is “off” about an office relationship, don’t hesitate to investigate further. Any potential case of sexual harassment should be treated with the utmost seriousness and warrant a full HR investigation. Last but not least, don’t forget the two most important words in HR: document everything. Following protocol and keeping an extensive paper trail goes a long way in protecting your business from liability.




When it comes to love, it’s best to leave the contractual language to the prenup. Implementing a robust anti-harassment program and covering employee relationships in your handbook can go a long way to alleviate the liability concerns that love contracts were designed to address.

### HR’s Guide to Company Holidays

There’s a chill in the air, which can only mean one thing: the holiday season is just around the corner. That’s welcome news in the workplace, as full-time employees in the U.S. are eligible for an average of eight paid holidays per a year.


How do your company's holiday offerings compare? If you haven’t settled on next year’s company holidays, below are some helpful tips to get you started.
Choosing Company Holidays
Unless you work at a deli counter, chances are that your business isn’t marking National Bologna Day with much fanfare. So how do you determine what holidays are actually worth putting on the company calendar?
In short, it largely depends on where you are. In Nevada, state employees, teachers, and most businesses take the day off for the aptly named “Nevada Day,” which marks the state’s admission into the union. In Massachusetts, employers often give their workers a paid holiday on Patriots’ Day, or the anniversary of the Battles of Lexington and Concord.
Learn how HR software makes it easy for employees to submit time off, view company holidays, and more.
The holidays that private businesses ultimately select often mirror what state governments choose for their employees. As a starting point for your company’s policy, visit your state’s official website and pull a list of public holidays. While you’ll often find that these go beyond what you’re comfortable offering (Casimir Pulaski Day, anyone?), you can pare down the list from there.
Your company’s industry should also influence your list of holidays. If you work in finance, it likely makes business sense to close doors on stock market or bank holidays. Likewise, if you’re a government contractor, you may want to closely align your corporate holiday schedule with that of the state or federal governments’. Note that if your company works with union employees, it may be contractually obligated to offer certain company holidays off as well.
Below are some of the country’s most popular corporate office holidays:




Employer Survey: U.S. Company Holidays in 2017



Holiday
Offices Closed
Early Closure


Memorial Day
93%
10%


Independence Day
93%
20%


Labor Day
94%
20%


Columbus Day
14%
< 1%


Veterans Day
19%
< 1%


Thanksgiving
97%
0%


Day after Thanksgiving
75%
2%


Christmas Eve
62%
14%


Christmas Day
95%
< 1%


New Year's Eve
44%
< 1%


New Year's Day
95%
< 1%



* Source: Society for Human Resources Management, 2017 Holiday Schedules 



While offering more holidays might seem like a nice thing for businesses to do, does a little extra “R&R” actually drive ROI? Yes, actually. According to vacation and performance data from Namely’s database of 900+ mid-sized companies, we found that employees who were rated as high performers took an average of 19 vacation days per year. In comparison, individuals with lower marks took only 14.
A few extra days off might just make you a more competitive recruiter, too. A separate survey found that 87 percent of workers rated their time off as a “very critical” part of their decision to join or stay at a company, and one of the most important employee benefits overall.
Compliance
While offering company holidays has become an employee expectation, are businesses legally required to do so? There are no federal laws mandating employers shutter operations on any given day. In other words, Ebeneezer Scrooge would have likely acted within his legal right if he denied Bob Cratchit’s request for Christmas PTO.
At the state level, the rules concerning holidays are decidedly more complex. Most state governments regulate which businesses can operate on Sundays or holidays. While these so-called “blue laws” are mostly known for restricting alcohol and car sales, they sometimes pose broader restrictions on all employers. In Massachusetts, companies looking to do business on certain holidays like Thanksgiving and Christmas will need to apply for a permit with the District Attorney’s office. In some industries, they’ll also need to pay employees time-and-a-half. These laws, which are all meant to invoke the idea of a religious “day of rest,” vary widely. Visit your state government or department of labor website to review your jurisdiction’s rules.
Even in the absence of a hard federal mandate, there are compliance considerations that employers have to make for more sensitive holidays. Under federal law, if an individual requests an accommodation (like telecommuting) because of a religious holiday, you must oblige them unless doing so would cause “more than a minimal burden on the operations” of the business.
Reasonably accommodate employee requests when you can, and do so consistently from employee to employee. The Equal Employment Opportunity Commission (EEOC), the federal agency tasked with enforcing civil rights law, offers a helpful factsheet for employers here.



Offering company holidays is just one way to stay competitive in today’s labor market. It takes a broad, thoughtful approach to build a culture that preserves work-life balance and keeps employees motivated and engaged. See how your offerings stack up by reading our eBook, Building Employee Loyalty with PTO.

### HR’s Guide to Halloween at Work

As a thick fog descends on your office, you’re overcome with dread. Through the haze, you see legions of hollow-eyed zombies approaching, stumbling over ergonomic chairs and each other. No, we’re not talking about a typical Monday morning. Trick or treat, HR—Halloween is nearly here.



According to a survey conducted by the Society for Human Resources Management (SHRM), over half of U.S. employers celebrate Halloween at work, be it through costume contests or spooky happy hours. From picking the right decorations to organizing a killer monster mash, here’s everything you need to know to mark the hallowed occasion while steering clear of HR horror stories.
Decorating the Office


Before splurging on Halloween decorations, keep in mind that some of the images and symbols associated with the holiday may unsettle or even offend more conservative employees. In lieu of skeletons or demons, look for decor that invokes Halloween’s less charged side: spiders, black cats, mummies, and of course, lots of pumpkins. As an added bonus, all the gourds you buy (assuming you don’t carve them) will keep long enough to make for equally suitable Thanksgiving decorations.

Additionally, don’t forget to be mindful of outside visitors to your newly decorated house of horrors. While it’s a relatively safe bet few will mind your office’s festive look—over 70 percent of Americans plan to decorate for Halloween this year—ensure that you have at least one room that doesn’t resemble Dracula’s lair. That’s doubly true if prospects or clients regularly visit the office.



Keeping it Classy
Halloween costumes have come a long way since Charlie Brown donned a bed sheet with eyeholes. Unless you haven’t visited a costume shop lately, it goes without saying that some outfits are safer for work than others. When announcing your costume contest or party, add a short disclaimer clarifying that outfits shouldn’t be too revealing or gory. In other words, tell your mummies to keep it under wraps.

Note that there are other ways costumes can go too far. Just imagine the audible gasps as coworkers see Moses or former President Clinton shuffle into the office. While outfits like these might be fair game at your personal party, you might consider prohibiting outfits related to religion and politics altogether. If an employee finds a peer’s costume disrespectful to his or her national origin, race, gender, or other federally protected trait, you may be opening yourself up to a workplace discrimination claim. While it may sound like a stretch, these disputes happen quite often.

Try as you might to be clear in your instructions, not everyone will have the same interpretation of what’s appropriate. Instead of publicly admonishing employees who go a step too far, keep a box of extra clothes and props that costumed colleagues can turn to. Rather than send Marilyn Monroe home to change, just lend her a festive pumpkin sweater.


Throwing a Fright Fest
Thinking about organizing a pumpkin carving contest for the team? Given the significant risk of boo-boos (and workers’ comp claims), you may want to reconsider. There are a number of other activities you can turn to, including halloween trivia games, scavenger hunts, and horror flick screenings. If you’re willing to venture off-site, “escape the room” adventures are an increasingly popular option as well.


If you’re serving potions at the event, remind employees that your company’s alcohol policy remains in effect. If you’re still worried, keep in mind that allowing participants to bring in their significant others or little goblins to the party may temper the risk of employees overindulging. You can learn more about how HR should handle office happy hours and drinking by clicking here.


Regardless of what type of party you throw, be sure that you make it clear that participation is optional. As shown in court, employees who have a religious objections to Halloween cannot be required or pressured into participating.



Much has been said about whether offices should even decorate for Halloween, let alone mark it with a party or costume contest. If handled tastefully, however, the occasion provides employees with a much-needed mental break. As the days grow shorter and fall transitions into winter, employee moods tend to gradually sour. Raise employee spirits and have a fantastic Halloween!

### Employee Bonuses 101

There is a lot to be aware of when it comes to bonuses. From who receives them to who signs the check, it’s important to establish a standard process that clearly outlines each and every step along the way. Small HR teams have a lot on their plate already, so bonus season can seem even more time consuming and chaotic. To help, we’ve compiled four essential elements to consider when setting up a bonus system.


Timing
Bonus cadence can take a variety of forms. There have been cases made for annual, semi-annual, holiday, and even spot bonuses. To determine your bonus schedule, start by considering your overall goal. What do you want bonuses to achieve? Performance bonuses, for example, may be linked to your company’s talent review cycle and reward high-performers. Alternatively, an end-of-the-year bonus that is determined by your company’s overall revenue that year helps employees share in the company’s success. Branding an end-of-year bonus as a holiday bonus is yet another way to make employees feel valued and appreciated for another year of hard work.
Decision-Makers
Your bonus process should clearly delineate who’s responsible for deciding who will receive a bonus and for how much. While it’s payroll’s job to cut the checks, it may take someone outside of the HR team to provide a holistic view of employee performance. If using a performance-based model, consider allocating bonus money to departments based on overall performance as a team, and then give the manager discretion to divide it up amongst individual employees. However, even in this scenario, HR should have the ultimate say in reviewing and approving the proposed bonuses.

In some companies, everyone receives the same bonus. In others, the amount is determined by a formula relative to the employee’s salary and performance. Decide from the get-go what role leadership, managers, and HR will have in the decision-making process, so that you aren’t blindsided by complaints once bonuses are distributed.
Taxation
Bonuses are considered “supplemental wages” by tax authorities and are taxed much more heavily than a regular paycheck. Be sure to communicate this to employees so that they are not surprised to see that their bonus or commission has been cut almost in half. Take note that there are two acceptable methods for handling these taxes:

1. The more simple approach applies a federal flat rate (25 percent, as of 2017) to the bonus. In addition to the this rate, other taxes like Social Security, Medicare, and any local supplemental taxes will also need to be deducted from the payment.

2. The more complex aggregate approach is sometimes preferred by employees in lower income tax brackets. This method is best described in steps:

 	Add the bonus amount to employee’s most recent paycheck
 	Take the sum and determine what the regular federal withholding amount would be
 	Subtract the usual withholding amount from the combined withholding amount
 	Withhold the difference from the bonus

Both methods are permissible by the IRS. The simpler percentage based model typically results in a higher payout to the employee and less confusion for HR.

 
Performance
Often, bonuses are distributed based on employee performance. However, this is not as cut and dry as it may sound. Performance can be a very subjective measure, so ensure that your management team is aligned on how they define a high performer. Once you reconcile discrepancies in management styles, establish a quantifiable method to help you derive the bonus amount from an employee’s performance.

Performance bonuses can be individual or company-based. If the company achieves overall business goals, everyone in the company may be entitled to a bonus. Other times, performance bonuses may be divvied up at the department or individual level. This affects the timing as well, as overall company bonuses would likely line up with the end of the year versus performance bonuses with the timing of the review cycle.

Alternatively, many companies have taken to separating compensation and bonus cycles from the actual performance review cycle. Though performance and compensation are inextricably linked, the excitement or disappointment around monetary incentives can distract from the focus of performance reviews.



While bonuses are a great way to boost employee morale and retention, ensure you have the right process in place to send them out with confidence. Be prepared to answer employee questions around why they received a certain bonus or why half of the amount went toward taxes. Thorough planning and follow-through set you on the right track to a great bonus season—whenever that may be.

### How to Craft a Company Alcohol Policy

Implementing Ethical HR Practices in Alcohol Management
Call it whiskey business—for most HR professionals, serving and drinking alcohol  in the office or at company events is a touchy subject. Navigating the complexities of workplace alcohol policies can be a delicate task for business owners. As the lines between work and social activities blur, especially with the rise of office perks like draught beer and wine Wednesdays, understanding how to develop a responsible and legally compliant alcohol policy becomes essential for HR professionals and business leaders alike.


HR departments might be forgiven for feeling a little shaken, if not stirred. When work and alcohol mix, there are serious practical and compliance risks to consider. That said, it’s possible to draft a work alcohol policy that encourages both frivolity and responsibility.

For business owners and HR professionals, developing a Workplace Alcohol Policy Guide is not only about compliance but also about fostering a safe and inclusive environment. Here’s how to create and implement a set of rules designed just for your company.
Tailoring an Alcohol Policy to Your Company
If you’re feeling some trepidation about drafting an alcohol policy, know you’re in good company. According to the National Survey on Drug Use and Health, 81 percent of U.S. companies have a written drug and alcohol policy. While these policies are clearly commonplace, there is no “one-size-fits-all” approach to drafting one.
For some employers, implementing a simple rule permitting responsible drinking only after 5:00 PM might suffice. In other cases, a more robust drug and alcohol policy is appropriate. Whatever your formal policy ends up being, it must address three things: whether/when alcohol use is permitted, the importance of being “fit for work,” and a disclaimer that protects the use of legally prescribed medication.
Your approach should be appropriate to your company’s industry and workforce. For example, while it may be fair to allow office workers to drink within certain hours, it’s impractical—and even illegal, in many cases—to extend those same privileges to individuals who drive or operate heavy machinery on the job. If you’re a federal contractor, note that the Drug-Free Workplace Act of 1988 may bar you from having any alcohol in the office at all.
That seems intuitive enough, but there are more nuanced considerations to make. How do your employees commute to work? For urban offices largely dependent on public transportation, offering access to alcohol on-premises poses less risk than doing so for an automobile-bound workforce. If an intoxicated employee causes an accident after leaving a company happy hour, it may be the employer who is liable, as was found in a prominent court case in 2009.
If you’re worried about your workforce’s potential to over-indulge, a 2014 study on workplace drinking identified a number of predictors HR can turn to. Consider tempering your offerings if the nature of employees’ work includes these characteristics:

 	Long hours
 	High physical demands or risk of injury
 	Monotonous tasks
 	Tight deadlines
 	Job insecurity
 	Inexperienced managers

For companies with both urban and suburban offices, or where the nature of work performed is diverse, enforcing disparate policies isn’t advisable. Instead of creating a culture of perceived “haves and have nots,” adopt a policy that either limits drinking to special company events (like a holiday party) or within narrow windows of the week. If you worry that not offering alcohol makes you a less competitive recruiter, don’t—a 2017 Namely survey found that U.S. workers valued benefits, time off, and other perks well ahead of company happy hours. You’ll find there are other generous, more creative perks that incur less liability but still boost employee engagement and employee experience.
Serving Alcohol at Office Holiday Parties and Happy Hours
According to a Society for Human Resources (SHRM) survey, nearly 60 percent of businesses serve alcohol at their year-end or holiday parties. And when it comes to these high-risk events, there’s one near-certainty: the day after is bound to be interesting for HR.
Thankfully, company parties don’t have to lead to serious HR headaches. There are a number of tried-and-true strategies that planners can leverage to lessen the risks. Budget permitting, the most effective tactic might be to allow employees to invite a significant other or spouse. Doing so has the potential to curb overindulgence and dissuade participants engaging in unfortunate (or embarrassing) behavior. It might also discourage attendees from extending the night by attending an after-party—the type of event which should almost certainly not be company-sponsored.
If you’re still worried about excessive drinking, consider opting for a cash bar or “token” system, where employees can redeem tickets for drinks. According to SHRM, 71 percent of employers use the latter method to regulate drinking at parties.
Last but not least, make sure alcohol isn’t at the center of everything your company celebrates. In lieu of defaulting to a happy hour whenever it comes time to plan an event, opt for off-site activities like laser-tag, karaoke, or even a corporate field day. Even opting for dinner at a restaurant is more inclusive, giving those who choose not to imbibe in alcohol something else to enjoy.
Investigation and Enforcement
If you suspect an employee is violating your company’s alcohol policy, your disciplinary options are more limited than you think. This is especially true if it’s unclear whether alcohol is truly to blame for an employee’s behavior, or in cases where addiction may be involved.
When it comes to any disciplinary action related to suspected alcohol use, err on the side of caution and consult with legal counsel. Why? If the individual takes legally-prescribed drugs or suffers from alcoholism, disciplining or firing employees can subject your company to a discrimination claim under the Americans with Disabilities Act (ADA). Though the law makes no specific reference to alcoholism, courts have ruled that it qualifies as a protected disability.
You can avoid these risks by doing your due diligence beforehand. Never act on an alcohol-related incident without investigating the matter further. Interview the individual’s manager or any other involved parties. If the issue isn’t tied to a specific incident but an ongoing trend, ask a manager to jot down their observations over the next few weeks. Consider looping in another manager or member of leadership for a second opinion. SHRM provides a useful note-taking template you can provide for situations just like these. If the notes lead you to reasonably suspect that an employee is violating your alcohol policy, only then should you turn to drug testing and disciplinary action.
Note that alcohol-related incidents often involve other parts of HR policy. If you don’t already, be sure to have a written sexual harassment policy in place. In some state, like California, it’s a legal requirement. If you don’t have one, it may be worth working with outside counsel to create a policy.

As a business owner, ensuring the well-being of your employees while navigating the legal landscape of alcohol in the workplace is paramount. Consider consulting with HR experts to develop a policy that aligns with your company’s culture, values, and legal obligations.



Drafting and enforcing a corporate alcohol policy doesn’t have to be a sobering proposition. Use these simple tips to implement a set of rules that works for your organization. For more on workplace policy and employee handbooks, read our Guide to Company Policies.

### Mondays Are For...Vacation Requests

Picture this: it’s Monday, you face a full inbox, a week’s worth of to-dos hanging over your head, and all you want to do is fast forward to next weekend. Coming back to work after a relaxing weekend is never easy—a simple fact that may be behind the latest nugget of employee insights we unearthed.



From our platform of over 140,000 employees, we took a closer look at PTO requests. One trend surfaced right away: the vast majority of PTO requests come in on Mondays. According to our data, employees are 50% more likely to request PTO on a Monday than on a Friday. It seems that as employees start the week, they already have their next vacation top of mind.
Why Might This Be the Case?
Even in the best workplaces, Mondays are hard. For most, context switching from off-mode to back on doesn’t happen instantaneously. 76% of Americans reported that they struggle with Sunday night anxiety also known as the “Sunday Scaries.” Employees wish they could stay in that  suspended state of weekend relaxation, but as they readjust to work-mode, visions  of vacation dance in their heads—leading to the ever-popular Monday PTO request.
What Does This Mean for HR?
As an HR practitioner, it may give you slight panic to think of your employees dreaming of future vacations each and every Monday. Before you worry that this is a red flag for employee engagement, remember that Mondays are typically an adjustment period. It makes sense that employees would focus on taking care of housekeeping tasks as they settle back into work-mode. According to one Google Exec, your ideal workweek should look something like this:
 Source: G-Suite
Monday: Energy ramps out of the weekend — schedule low-demand tasks like setting goals, organizing, and planning.

Tuesday & Wednesday: Peak of energy — tackle the most difficult problems, write, brainstorm, schedule.

Thursday: Energy begins to ebb — schedule meetings, especially when consensus is needed.

Friday: Lowest energy level — do open-ended work, long-term planning, and relationship building

This makes perfect sense when you consider the type of work that is best to address on Mondays—inbox sorting, to-do list building, and checking off easy housekeeping items. Before you roll up your sleeves and dig into your next project, or fall down the rabbit hole of back-to-back meetings, you want the satisfaction of crossing that PTO request off your to-do list. Requesting PTO can help give you a sense of excitement and accomplishment, which, let’s face it, we could all use more of on a Monday.



Your PTO policy is a huge factor in employee engagement and productivity, so it is crucial to be aware of trends in how your employees are utilizing their time off. There are several ways that your PTO policies can build employee loyalty and retention, so make sure you have a smart strategy in place.

### 20 Unbelievable Workplace Perks

Company culture has become the most important factor in attracting and retaining employees, so it’s more crucial than ever to offer perks that resonate. As more companies restructure their benefits offerings, many are turning to creative perks to showcase their culture, attract prospective employees, and increase employee happiness.







To help inspire you, we’ve rounded up 20 of the most innovative perks offered right now:



1. Weekly Onsite Acupuncture



cThru Media, San Diego, CA



Employees are given a 30-minute acupuncture session each week and provided with any herbal supplements that the acupuncturist recommends—all paid for by the company. This emphasizes the company’s focus on employee well-being, which is a crucial part of their culture.



2. The Royal Treatment



The Zebra, Austin, TX



Employees receive free monthly in-home cleaning services as well as a monthly Treat Yo'Self perk to indulge in anything that makes them happy—pottery classes, yoga, manicures, you name it!



3. Entrepreneurial Backing



Gust, NYC



Gust supports employees who leave the company to start their own ventures with both their blessing and often financial investment and help raising venture capital. So far, six companies have spun out of Gust, one of which went on to have a multi-million dollar exit to Google.



4. Spontaneous Appreciation



Staylisted, Phoenix, AZ



Every week employees are treated to something different—usually coffee or food, but sometimes even in-office massages or paid half-days on Fridays. Perks at Staylisted are more sporadic than planned, which makes the employees feel appreciated, rather than entitled.



5. Paid Sabbatical



Red Frog Events, Chicago, IL



For every 5 years worked, full-time employees are eligible for a fully paid, one-month sabbatical and a generous travel stipend. Employees have traveled all over the world to places like Sri Lanka, New Zealand, Thailand, Greece, Bali, and more. The founder sees endless benefits to travel, cultural exploration, and downtime from work, which all contribute to enhanced creativity.



6. Exercise Incentive Program



Coalmarch Productions, Raleigh, NC



Beyond your basic gym-reimbursement, employees can receive up to $50 per month just for simply participating in activities like walking, running, biking, swimming, kayaking, hiking, yoga, surfing, rock climbing, weight lifting, group classes, and more.



7. Maternity Concierge Program



Fifth Third Bank, Cincinnati, OH



Aimed at retaining women in the workforce, this program supports pregnant women and new moms in balancing family and career responsibilities so they never have to make a choice. The concierge service is free to all women—whether they are tellers or execs— and can be used to research daycare, run errands, plan baby showers, and more.



8. 24/x7/x365 Quality Meals



PhoenixNAP Global IT Services, Phoenix, AZ



As a data center that is open 24/7/365 days a year, PhoenixNAP offers its employees have access to three high-quality chef-prepared meals every day. Healthy and high-quality food is served and employees are invited to give feedback on the meals offered to help influence future menus.



9. Vehicle Purchase Assistance



Near Perfect Media, Bloomfield Hills, MI



Employees can receive $100 per month towards a vehicle lease or purchase when the transaction is through a client dealership.



10. Music Room for All Employees



GreenPal, Nashville, TN



Because GreenPal is headquartered in Nashville, many employees are either musicians or play for fun. Playing an instrument has been scientifically proven to engage practically every area of the brain at once. The brain is a muscle and playing music helps strengthen functions like creativity.



11. Employee Coffee Card



DialPad, Redwood City, CA



Employees can use this credit card to get out of the office for a coffee. The only requirement is that they go with at least one other employee. This helps employees get to know each other, especially team members that wouldn't normally work together. To find other people open to go on a coffee walk, employees use a special #coffee Slack channel.



12. Up to $1,000 Toward Moving



Postali, Columbus, OH



Employees can receive $1,000 toward professional moving services, so they don't have to rely on coworkers and friends. With the competitive the housing market, this helps relieve moving-day stress once you’re ready to make the move.



13. $500 Monthly Rewards



Cache Ventures, locations in New York and Los Angeles



It’s inevitable that a portion of every employee's paycheck is spent on work-related activities, such as gasoline. Cache employees work hard, so to show their appreciation, the company provides this reward program to help cover those expenses.



14. Monthly 'Take a Breather' Day



Imaginaire Digital, Nottingham, England



Employees receive an additional day off once a month to do whatever they want—no questions asked, no guilt. They have to book it in advance so that everyone isn't off at the same time, but it helps release stress and keeps them enthusiastic about their work.



15. Tattoo Reimbursement







ImagineDesign, Manassas, VA



Employees are eligible for up to $150 per year to go get some ink. The only catch is that tattoos should not be on the neck up or anywhere that can't be covered with regular clothing.



16. Personal Care



1SEO, Bristol, PA



Employees can schedule time slots to work out with a full-time onsite personal trainer during the day. Management also brings in someone to give haircuts every three weeks.



17. Monthly Onsite Oil-Changes



One Click Ventures, Greenwood, IN



Once a month, employees can utilize a car service that comes to the office to help anyone who needs a brake check, oil change, AC repair, or general tune up.



18. Two Field Days a Year



Fieldtrip, Louisville, KY



Field Days help employees grow as individuals, and the agency as a whole. Each employee has the chance to go out on their own, try something new, and bring their inspiration back to office. The experience should relate back to the mission, for example, one employee confronted her tendency to over-plan by booking a spontaneous flight to Colorado.



19. Paid Humanitarian Trips



Experticity. Salt Lake City, UT



Each year, charitable employees are eligible for an all-expense paid humanitarian trip to countries like Nepal, Bolivia, Kenya, and Ecuador—the employee only has to pay for airfare. This fosters a culture of generosity and selflessness within the company.







20. Dog friendly Office



Mercaptor Discoveries, Novato, CA



Most team members bring in their dogs on a daily basis!



Innovative perks are changing the game for recruiters across the board, so how can you set your company apart? Drill down into what makes your culture unique and build perks around it. These don’t have to be costly, but should reflect your commitment to employee happiness. If your employees are committed to wellness, for example, consider starting a meditation program or sports league. Or, if you have a lot of foodies, organize a weekly restaurant night. Your goal is ultimately not to attract all candidates, but rather the right candidates for your culture.

### A Day in the Life of a Payroll Professional: Cheri Greene

What does an HR person do all day? Every HR professional knows there’s no such thing as a “typical” day at work. In our Day in the Life series, we speak with pros from a variety of cities and industries to get a snapshot of their work lives.







Title: Accounting Specialist

Company: CarePayment 

Location: Nashville, TN

Industry: Medical Debt Management

Number of Employees: 95

Accounting Team Size: 3

Years of Experience: 3 months

College Major: Accounting

Favorite part of Accounting: “Every day brings a new challenge and opportunity to learn. I love getting to know people on the team. The bulk of our employees are in our Oregon location so haven’t had the chance to meet everyone in person, but I love learning more about them when they reach out for help.”

Cheri Greene is self-confessed “later-in-life career changer.” After running her own dog grooming business for 13 years—where she did all of her own bookkeeping—she went back to school to get an Associate’s degree for Applied Science in Accounting and her bookkeeping certification. While studying, she worked on an accounting team for two years, where she prepared and processed invoices. Once she got her certification, she was hired as an Accounting Specialist with CarePayment.

In her new role, Cheri works closely with the HR department to process the company’s payroll. Each pay cycle comes with a unique set of challenges, but Cheri isn’t afraid to jump in with both feet. Here she gives us a look at a typical day in the life of an Accounting Specialist:

7:30 a.m.: I typically get started between 7:30 and 8:30 a.m., depending on whether or not I’m working from home. The first thing I do is check my three email inboxes—personal, payroll, and accounts payable. I see if there is anything urgent that needs to be prioritized, and if not I start with my payroll inbox.

8:00 a.m.:  As I go through my email, I’m constantly adding to my “payroll tracker,” which is a spreadsheet that I use to keep track of any important changes pertaining to the upcoming pay cycle. Today, someone wanted to make a change to their 401(k), so I made the update, but also noted it in my payroll tracker to make sure I double-check it when I go to process payroll.

9:00 a.m.: After I add specific employee changes to my payroll tracker, I update it with any additional income that employees are set to receive in their next paycheck. For example, recently started an incentive program that offers them monetary rewards for goals achieved in customer satisfaction and cost efficiency.

Thankfully, the manager sent me a very well-organized file for the employees who qualified this month for the new program. He made it easy for me to copy and paste the names and amounts into my tracker, so when I process payroll I can just check them off the list.

11:00 a.m.: I often get emails from employees with payroll questions. Sometimes employees don’t receive their direct deposit, so I work with closely with our HR team to make sure the employee’s account number is accurate. I’m constantly communicating over Skype and email to answer any questions that come up and get them resolved.

12:00 p.m.: I resurface from my inbox and tracker around noon to take a much needed lunch break.

1:00 p.m.: Time to process payroll! I like to get a head start on this because you never know what issues might come up (or how long they’ll take to resolve). My first payroll took me a day and a half, but as I gain experience, I’ve been able to complete them in 2-3 hours. First, I double-check my payroll email inbox to make sure everything is on the tracker. I then move any notes for that pay cycle into a folder specifically for that payroll date.

CarePayment has a mix of hourly and salaried employees. Commissions, bonuses, incentives, and pay raises must be entered for both salary and hourly employees. When it comes to final checks, PTO, hours worked, and salary due must be calculated for each individual. Every payroll process is a little different depending on what factors need to be taken into account that week.

2:00p.m.: After making sure I have everything I need, I open up the submitted employee timesheets and do a very cursory scan to make sure that everyone seems to have entered all of their hours. We’re on a semimonthly pay cycle, so if a pay period has 11 days, for example, I check to make sure everyone has reported about 88 hours worked. I want to make sure there aren’t any double entries for holidays or gaps where employees forgot to enter their PTO on the timesheet. These are frequent errors, so I always double-check.

3:30 p.m.: Once I’m sure everything is in good shape, I check that managers have approved all reported hours and then lock the timesheets for processing. At this stage, I run payroll, making sure that all changes have been recorded, like an employee recently leaving or being promoted.

5:00 p.m.: Once everything is in tip top shape, I submit the payroll and head home for the day!



Stay tuned for more in our Day in the Life series, where we showcase the minute-by-minute responsibilities of real HR professionals.

### Why I Got an MBA in HR

In this HR for Humans story, Cherie Mason—an HR Generalist at Academic Travel Abroad—reflects on her experience of balancing career and education after she decided to make a change. For more stories at the intersection of work and life, follow @namely_hr. You can also submit your stories here.







I had been with the National Association of Home Builders for about 13 years, working as a Program Manager with a focus on professional development and adult education. I was steadily moving up the ladder, but when the 2009 recession hit, I was let go. I found a similar role at another association and quickly got promoted. After I had been there for a year and a half, I started hearing talk of “strategic direction.” In the association world, budget cuts mean that education is always the first to go—so I had a feeling that I was going to be let go again.

I knew that in the field of professional development, I’d always be fighting to keep my job. So I had to ask myself, what can I do to make a difference and change my career path? I spent a lot of time thinking about it and talking to people in my network, and ultimately I decided to go into Human Resources. Not only is HR a more secure profession, but I also knew I wanted to work with people to make an impact on their growth and see them excel in their careers.

When I told one of my coworkers that I wanted to transition into HR, he asked for my resume and two hours later, thanks to his help, I got an interview. I was hired by Academic Travel Abroad—my first for-profit company—as an HR Administrative Assistant. Five years later, I’m still here, and have since been promoted to HR Generalist.

When I left my previous role, I had already started graduate school, working on an MBA with a concentration in HR Management to help me with my career transition. Working at Academic Travel Abroad while simultaneously getting my MBA has been extremely helpful. Instead of doing a traditional internship, I’ve been able to learn on the job—and get paid for it. If I didn’t have this on-the-job experience, I would be lost with my studies! Doing the work that’s being taught in the classroom gives me a double-edged sword that has helped put me ahead of the game.

Before my current supervisor was hired, my previous supervisor left the company, and it took eight months to fill the role. During that period, I was doing a lot of HR Director work (on top of my own administrative responsibilities), which forced me to put everything I was learning into practice. With the recent hire of my current supervisor, we’re now a two-person HR team, but for a while I was holding it down on my own.

Before implementing Namely, I was doing almost everything manually—including Time and Attendance, which I calculated for each employee in an Excel spreadsheet. When I took a course in my program on HRIS, I had already implemented Namely, so I already knew all about the process. The class was useful and accurate in terms of my experience, so I had a better understanding than some of my classmates who had never gone through an actual HRIS demo or implementation.

Even though I’ve learned so much about HR on the job, getting my MBA has given me the self-gratification and security of knowing that I’m a more marketable candidate. At this stage in my life, if I am let go or face another recession, I have to be prepared to compete with candidates who are fresh out of school. This degree is the icing on the cake of my on-the-job learnings, and my program taught me a lot about how to handle specific workplace situations. However, I couldn’t be where I am today with education alone. Starting in a generalist role allowed me to dip my hands into every part of HR—from benefits and compensation, to training and onboarding.

Many people have a perception of HR duties as pushing paper or sitting around interviewing, but that’s not the case. There are a multitude of resources beyond the office and the classroom, and I would advise new HR professionals to find a mentor, join SHRM, go to networking meetings, and to stay up to date on industry knowledge. Tapping into these additional resources is a must. HR is not an easy field, but if you use those resources, you’ll feel comfortable and ready to take your career to the next level.

### Why We Think the Future of HR is Open Source

When you face a difficult situation or tough question at work, who do you go to? Chances are, you have a confidant or peer whose opinion you respect. Better yet, that person has been-there, done-that and can share advice based on real experiences.



In HR, these relationships are monumentally important. Much of your work deals with sensitive information, and confidentiality often comes into play. Plus, many HR “departments” are teams of one, with nary an HR-experienced colleague in sight.

That’s why having a network of go-to resources who truly get it is so valuable. And that’s why Namely is thrilled to partner with HR Open Source, a growing community of HR practitioners that is striving to help people share their knowledge and democratize access to innovative HR practices.

In honor of our partnership, we sat down with the co-founders, Lars Schmidt and Ambrosia Vertesi. Here’s what they had to say about how they got into HR, why they started HROS, and their hopes for the future.



We hear from a lot of HR professionals that they "fell" into HR. How did you get your start in the field?

Lars Schmidt: I certainly fit that “fell into” category. I knew I wanted to move to Southern California after college. There was only one company with an office in SoCal at my school’s career fair, and it happened to be a technical recruiting company called Pencom Systems. I was a Marketing and Multinational Business major in school so figured I’d get into advertising, but once I started recruiting I found I was really drawn to it and have remained since.

Ambrosia Vertesi: I like to think that I fit the “grew into” category. I originally started as a teacher, moved into a learning and development role in the tech sector, learned breadth under great leaders in business operations, and then became drawn to partnering with founders on hyper-growing start-ups within the tech space. For me it all starts with the employees, and then of course the customers, so being at the center of that has kept me feeling connected to making an impact.
How did you meet each other?

LS: We were introduced by a mutual friend in 2012. At the time, I was running recruiting and innovation at NPR, and Ambrosia was leading the People and Recruiting team at Hootsuite. Our first call lasted two hours, and we spent most of that time talking through our struggles in our respective roles, and offering suggestions based on our experiences.

AV: It’s funny, whether we knew it or not, that first call was the seed that became HROS. The experience of needing that connection personally and assuming others felt the same.

When did you first have the idea for HROS?

LS: We were talking over beers at SXSW in 2015. We were discussing the widening gap between leaders and laggards in the space, and the shortage of free resources available to help HR practitioners bring progressive practices into their companies. We explored other industries where learning and innovation happens quickly, and we landed on the open source model.

AV: Both having been in the tech space, open source practices were something we were familiar with and something we thought use could use to help explain our long term vision clearly. We also wanted to complement existing learning resources and communities versus competing with them. Working for Hootsuite, I spent a lot of time in social HR and recruiting. There were a lot of net new practices I was being asked about, or needing help with, that were far from being adopted as “best practices” by SHRM, HBR, and other associations. Our idea was for HROS to live in that space where people hear about “the why” and “the what” of something new, but there aren’t a lot of resources on “the how” yet.

What have you learned from each other (and other peers) that has helped shape your HR practice?

LS: From Ambrosia, I’ve learned what it means to be a modern HR leader—empathy, agility, curiosity, passion, and heart. She’s a model for what modern HR leaders can and should be. From the community, I’m inspired by them every day. There are so many talented practitioners out there who truly care about their employees and want to build better practices to support them. The way they’ve embraced the idea of sharing their knowledge and expertise to help their peers is inspiring. It pushes us to continue growing and scaling HROS to better support them.

AV: To me, Lars truly epitomizes the values and ethos of HROS; he has long been selflessly committed to sharing, growing, elevating, and celebrating everyone he meets. I have not only been lucky enough to learn from that magic, but also his unbelievable ability to balance leading with his full heart, while still being a fiercely competitive recruiting and branding executive. For many, one comes at the cost of the other. The thing that has most shaped how I think about my work is when our someone in our community boldly shares “what didn’t work” in their case studies, sparks, or posts. This is hard for leaders in any sector, but seeing HR becoming more bold here inspires me to take bigger risks.

How do you hope people will participate in HROS?

LS: We view HROS as equal parts education and inspiration. At the very least, jump onto HROS.co and browse the case studies, sparks, and resources to find tools to support your work. They’re all free to access and use, so zero barriers. Once you’ve done that, ideally you want to get more involved. Then you can formally join the initiative (free, of course). Then it’s time to join our Facebook group and add your voice to the conversation there to share your knowledge. From there, we’d ideally love practitioners to contribute back to HROS and submit a case study or spark of their own.

AV: Not everyone can get to a conference but we are trying to also bring people together in person more as well. We’ve done in-person learning labs, meet ups, and have a few more events coming up this year. I think in-person connecting will be something we continue to invest more in as we grow.

What have been some of the best moments along the HROS journey to date?

LS: I’ll never forget the opening keynote at LinkedIn Talent Connect where we unveiled HROS to the world. We really didn’t know how it would be received, but the enthusiastic response we got let us know we were onto something.

AV: I’d also say when we were lucky to be invited right after to HR World Congress in Europe. There are so many unique perspectives in the different global regions so getting an early read on what Europe would need to find HROS useful was vital. I would also say any moment that our community picks up the torch and runs with things. Leela Srinivasan, who is a volunteer, was the first person to run our meetup events and several volunteers came up with the idea around sparks. Any moment of shared building.

What's your advice for new HR practitioners?

LS: Make sure you prioritize education and networking. It’s an incredible time to work in this field. A diverse network will inform and inspire you, and making sure you’re continually learning will give you an edge in your development. Most importantly, approach your role with empathy.

AV: The first is to learn the long-term drivers of your business and people before you try to build something for them. The second is that you do not have to have all of the answers, but will be expected to leverage any resources available to bring potential solutions to the table. The third, and most importantly to me, is to enable collaboration, compassion, and connectedness to your organization and community around you. I believe this is what will shape the future of HR and recruiting the most.

### The Top 10 Personality Traits CEOs Care About

CEOs, and company leadership in general, set the stage for a company’s culture and values. In the best workplaces, CEOs lead by example and embody personality traits that help a company achieve its mission.



As you bring new talent on board, it’s important to make sure that your vision for a successful team aligns with that of leadership. This ensures that you are growing the company around a unified set of central values—helping you effectively scale in the long run.

We asked 10 CEOs to share what personality traits they look for in candidates. Here’s what they had to say:
1. Kindness
“Kindness is a value I work to embody in my own life, and it’s something I look for when hiring people at all levels of the organization. Successful employees must be driven to succeed, but the two traits aren’t mutually exclusive. I want to see that candidates are genuinely kind—that they’re the type of person who will help out a teammate, bring positive energy to the office, and be someone everyone wants to work alongside.”

- Matt Straz, Namely
2. Fearlessness
"I look for fearlessness. By my own admission, I'm a pretty intense figure. I look for someone who will challenge my beliefs, thoughts, and mission. I like to do my homework on the interviewee. I read about a point of contention in education, previous job history, etc. I then stage an interview question wherein I take an opposing side, and I want to see if they'll stick up for what they believe in and challenge me on it, even if it is something very subtle. As the CEO, when I am directly involved in a hiring, I'm likely going to be working very closely with that person. I want to ensure that they will always be direct and forward with me."

- Jan Bednar, ShipMonk
3. Follow Through
“This goes hand in hand with organization, but knowing that a team member will take the ball and not only run with it, but also make sure that they run it across the goal line is key. Way too many people will start something but get stuck and not finish it when they hit one or two obstacles. I really look for people with strong follow through, who will not stop until they complete the goal.

- Grayson Lafrenz, Power Digital Marketing
4. Desire to Learn
“One of the most important traits [I] look for is [an] overall willingness and desire to learn. People who are eager to learn are generally always up for a new challenge, don't mind not knowing what may be thrown at them, and are always looking for ways to improve themselves. Eager learners are often also very innovative and self-sufficient, allowing them to develop new, more efficient ways to complete tasks. Given these types of employees are generally excited to wear many hats and will work hard on whatever is thrown at them, they are invaluable to any company.”

- Sacha Ferrandi, Source Capital Funding, Inc. and Texas Hard Money
5. Enthusiasm
“I want a candidate to be enthusiastic during the interview. I’d love for them to be enthusiastic about joining our team (with valid reasons provided), but also about their work or a hobby. I want to see that this person has a passion for something and has that willingness to put in effort for something they care about. Enthusiasm is great for customer service and is also a telltale quality of someone who usually has good intrapersonal skills.

- Matt Ham, Computer Repair Doctor
6. Team Players
“We hire team players. We screen for ‘team player-ness’ by asking questions about their work ethic, examples of how they contributed at prior companies, and willingness to go above and beyond. We look to hire people who engage, who ‘get it’ when we explain the way our company works, and who earnestly show their ability to offer that approach to work.”

- Deborah Sweeney, MyCorporation
7. Collegiate Athletics
“One interesting trait that I’ve found to be a good predictor of workplace success is if the candidate has participated in collegiate athletics at any level. Since they have received hours of coaching, they are better at processing constructive feedback to improve performance. In addition, they are usually good communicators since they have worked closely in a team environment. They thrive on competition and are accustomed to long term discipline to achieve a goal. Finally, they tend to have good time management skills since they learned to juggle training and academics.”

- Kelly Bedrich, ElectricityPlans
8. Problem-Solving
“One of the must-have qualities I focus [on] is effective problem-solving. I only want to hire people who can find their way to resolve problems. How do I make sure a candidate is a skilled problem solver? I give them a position specific task, and I focus only on describing the final result. It's the candidate who has to reverse engineer all the steps he needs to take. If they succeed, they are much more likely to become independent and self-driven top performers.

- Kuba Koziej, Zety
9. Sense of Humor
“We are a pretty small team here, so when we interview for a new role, personality plays almost as big a role as experience and skill...Having a sense of humor is as essential as experience when we interview a candidate; they should be able to take and tell a joke, which will suggest how well they work as part of a team, and also give an insight as to whether they have a positive mind set.”

- Steve Pritchard, It Works
10. Willingness to Discuss Failure
“The one trait I want to see more anything out of a potential hire? A willingness to discuss failures they have been through. Outside of making them human, I want to know that people have made mistakes and learned from them. That they not only moved forward, but can accept calling it what it is and coming out the other side.. It shows strength. It amazes me that the majority of candidates will try and just impress with successes nonstop. Failures and an ability to own them can be equally if not more impressive.”

- Zachary Weiner, Emerging Insider Communications



Take it from these CEOs: the best employees display traits that are undeniably human. While polish is important, building an authentic team is crucial for long term success.

What else makes for a successful modern workplace? Check out our report, HR Mythbusters 2017, to uncover trends in employee performance, tenure, and more.

### HR’s Guide to Dealing With Office Smells

Work stinks. From rotten eggs to unpleasant body odor, the modern day workplace can be full of unpleasant and sometimes disconcerting aromas. Naturally, your HR department is the first stop for employees looking to air their grievances about office smells (and hopefully not much else).

We know it all sounds funny, but if handled inappropriately, something as minor as a scent can carry big compliance risks. In 2005, a Michigan disc jockey was awarded a $10.6 million payday after she claimed her employer refused to accommodate her perfume allergy. The jury found that the Americans with Disabilities Act (ADA) covered her sensitivity to that particular office smell.
To make sure you don’t find your company in the headlines next, we’ve compiled the most common office smells and how to handle them when employees come calling.
Top Office Smell Offenders
Body Odor
There are few HR jobs more daunting or awkward than talking to an employee about body odor. Leaving the task to his or her potentially less tactful colleagues might open the door to workplace bullying, so it’s your responsibility to address it directly. If you trust that the employee’s manager can handle the situation appropriately, you can also train him or her on how to have the conversation.
Pull the individual aside at the end of their working day. Your discussion should be one-on-one, so not as to make the individual feel that they’re being ambushed. Location is everything, as the conversation needs to be private and far from the eyes of suspecting co-workers.
How do you address body odor in the workplace? Bring up the odor as a personal observation, not something that other co-workers have reported. Be respectful and give the employee ample time to respond. If the individual notes that his or her odor is due to a medical condition or cultural observation, you’ll need to accommodate them so as not to run afoul of the ADA or Title VII of the Civil Rights Act.
Work with the employee to craft a plan, like offering them a flexible schedule or the option to work remotely more often. Whatever the plan, be sure that the individual is comfortable with the accommodation as well. As with any sensitive conversation, be sure to document the exchange.
In cases where body odor isn’t due to a condition, much of this can be avoided if you set clear expectations from the get-go. If your company already has a dress code in its employee handbook, consider making reference to personal hygiene as well.
Perfume in the Workplace
We’ve all worked with a colleague who smells like a department store’s perfume aisle. As with body odor, address the matter privately and politely, being mindful that the overuse of a fragrance could be to compensate for an underlying medical condition.
When it comes to handling this scent, you’ll need to accommodate those on the receiving end as well. As much as a third of the population suffers from a condition called fragrance sensitivity, where scented products like colognes and air fresheners can cause allergy symptoms. In the worst cases, it can even trigger asthma attacks. Fragrance sensitivity is a clinically observed phenomenon, not a fringe science—and as such, failing to address an employee complaint could open the door to ADA litigation.
In addition to speaking with your resident perfume enthusiasts, reconsider your office’s own reliance on scented products, including air fresheners and cleaning supplies. Instead, focus on less offensive, odor-neutralizing alternatives.
Alcohol
An employee comes to you with something troubling: she smells alcohol on a colleague’s breath. It’s a touchy situation to say the least, and a compliance minefield. What should you do?
Never act on an employee complaint without investigating the matter further. Interview the individual’s manager to determine whether they’ve noticed anything suspicious, and ask them to observe and document anything that seems amiss about the employee’s behavior. The Society for Human Resources Management (SHRM) recommends getting a second opinion from another member of management, and they've also drafted this helpful template for reference. Remember that ordering a drug test should always be a last resort. 
Even if you have a zero-tolerance alcohol policy in the office, note that in rare cases, disciplining employees could subject you to a discrimination claim. Though the ADA makes no specific reference to alcoholism, courts have historically ruled that it qualifies as a protected disability. For this reason, it’s worth the time and expense to consult with an employment attorney before taking next steps.
Smelly Food
Something smell fishy? Come lunchtime, the aroma emanating from the office might be anything but appetizing. Some 62 percent of U.S. workers regularly eat lunch at their desks, a habit that has led to crusty keyboards and numerous HR complaints. Thankfully for you, this office smell is fraught with less compliance risks than the others.
Actively encourage employees to step away from their desks and eat in the company break room or, weather permitting, at a nearby park. Highlight the professional and health benefits, as socializing with coworkers over lunch has been shown to lower blood pressure and even improve job performance. 
Oh, and if your office has a refrigerator, be sure to have it cleaned at least once a week as per USDA food safety guidelines. If your company doesn’t have the budget to hire cleaners, make it a shared responsibility—it’s amazing what lengths colleagues might go to participate in a raffle or get the chance to leave work early.

Right or wrong, employees often view HR as their company’s complaint department. As soon as you think you can dive into that big strategic initiative of yours, someone comes to complain about Rachel’s penchant for having tuna salad for lunch.Silly as it seems, these little moments often carry big compliance and employee relations risks. Whether it’s the ADA or the Civil Rights Act, addressing something as seemingly innocuous as body odor can put your company in the compliance crosshairs.Bottom line? It can be a stinky job, but someone has to do it.

### A Day in the Life of an HR Professional: Kim Halsey

What does an HR person do all day? Every HR professional knows there’s no such thing as a “typical” day at work. In our Day in the Life series, we speak with pros from a variety of cities and industries to get a snapshot of their work lives.





Meet Kim Halsey, MA, SPHR



Title: Human Resource Manager

Industry: Manufacturing

Location: Spokane, WA

Number of Employees: 100 employees (10,000 total at parent company)

HR Team Size: 30 people

Years of Experience: 20+ years

College Major: Organizational Management

Favorite Part of HR: “In HR, you can design as you go and play to your strengths. HR is never boring, that’s why I love it. No two days are ever, ever the same.”

In Kim’s current role, she manages day-to-day HR duties in a local manufacturing plant and also brings her own organizational development expertise from the Recovery Today program she founded. Kim is part of the senior management team and works throughout the global organization. Here’s what an average day looks like for her:

5:00 a.m.: Wake up and go on a 20 minute run.

6:30 a.m.: Stop for coffee and breakfast at Panera.

7:30 a.m.: Arrive at work.

8:00 a.m.: Check inbox to find a variety of emails. The east coast has already been at work for three hours, so these could be anything from the corporate office to employee payroll questions to emails from our office in India.

I spend the early part of my morning prioritizing my inbox and troubleshooting issues based on how pressing the issue.

9:00 a.m.: By 9, someone usually drops in to see me. I have an open door policy, so employees know they can stop by to talk with me whenever they need. If for some reason no one stops in, I’m out walking the floor and saying good morning. This is important so that HR has a presence in the company that employees recognize and connect with.

9:30 a.m.: Around this time, I head back to my desk to focus on recruiting. I have anywhere from 5-10 open positions at any given time. Right now we’re looking to fill a Senior Mechanical Engineer and a National Sales Director position.

I look for many things a strong candidate. I can weed out almost 50% of the candidates by identifying those who tried to game the system by faking qualifications, especially when it comes to years of experience. I also look closely at career progression because I want to know what the candidate has accomplished by the time his or her application gets to my inbox. Have they had a series of short-term lateral roles, or moved up from role to role? We want to hire people who are critical thinkers and change-agents.

10:30 a.m.: Time for a snack at my desk!

11:00 a.m.: I have my first scheduled meeting of the day around this time. Today, I had a call with corporate about an American Disabilities case we’re looking to accommodate.

12:30 p.m.: Next up is our monthly safety committee meeting. This is a cross-functional team and together we review any accident reports and employee safety compliance concerns to make sure our workforce is safe, happy, and compliant.

1:00pm: Time for lunch. I force myself to take a break from any work during this time. I take my chicken soup to the table in my office away from my computer and give myself a mental break. If I encounter a situation early in the day that’s hard to deal with, I made sure to go out and take a walk or run to reset myself.

It’s crucial to lead by example and make sure your employees are getting the breaks they need as well. When I first started, we had a problem with employees not taking their lunch breaks. This is a real legal concern, especially for hourly employees, so we now have kitchens, break rooms, and lunch areas where people can step away from their work.

2:00 p.m.: Prep for tomorrow’s Culture and Communications training session—including both my own prep work and fielding questions from others in the class. In addition to my generalist responsibilities, I was hired as an executive coach to help the company transition through an acquisition. The company was originally a startup that was going through a bit of an identity crisis after undergoing an acquisition. I led a Communications 101 course, starting with the executive team and then taking the course out to everyone at the company.

We’re now in the third phase of my training course, and I’ve seen a major transformation in communication and collaboration throughout the company. I’m confident that if I got hit by a bus tomorrow, these people will be totally fine to continue to work together successfully.

3:00 p.m.: I return to my desk and address any paperwork that has been waiting. I use my afternoons to tackle any administrative tasks or reporting that needs to be done. This is often compliance-related reporting on things like payroll and employee demographics.

4:00 p.m.: On any given day, I may come back to find a letter of resignation on my desk. I never shame an employee for leaving or try to buy them back, because by the time they’ve put in a formal letter of resignation, they’ve already made their decision. You may be able to buy them for a season, but you won’t be able to regain their loyalty—you’ll just have their physical presence in the office. With this mindset, they’ll likely leave eventually, so even if they stay an extra year, they won’t be fully invested in their work.

I’ve learned to gracefully accept a letter of resignation, schedule an exit interview, take any learnings to the leadership team, and immediately begin the offboarding process. Oh, and I always ask what kind of cupcake they like—we do a cupcake sendoff on the employee’s last day which is a sort of roast, war stories, hugs and tears sendoff. This helps a lot because employees can really be impacted by the departure of a peer.

5:00 p.m.: Pack up and head out for the day. I carry two cell phones—one for business and one for personal. This helps me truly shut down and get away from work. I don’t even take my work phone out on the weekends.



Stay tuned for more in our Day in the Life series, where we showcase the minute-by-minute responsibilities of real HR professionals.

### How to Build a Coaching Certification Program

Developing leaders—especially new leaders—is crucial for your company’s success. Not only will the leaders attending your learning and development programs thank you, but their direct reports will too. Coaching is one of the most effective skills any leader can have in their wheelhouse, and it is the building-block upon which more advanced leadership development can be built.



As a leader, the quick fix of “okay, let me tell you exactly how to do this” isn’t sustainable. Leaders will quickly burn out from the constant delegations and explanations that drag them away from important tasks and strategy. That’s where coaching comes in—and harnessing the power of questions to reveal people’s potential.

At Namely, knowing how beneficial coaching would be to our leaders, we set a company-wide goal to certify all of our leaders in coaching. Here’s how we did it.

Set the Foundation
To plan your training program, you have to understand—and make sure your stakeholders understand—what your program isn’t. Mentoring, while a close cousin of coaching, involves longer-term relationships that often focus on career goals. Mentoring programs are important, albeit, separate programs from coaching initiatives. So when planning your program, you do need to think about the difference: coaching vs. mentoring.

While coaching is an informal method for performance improvement, find a way to give your coaches-in-training a model to follow. At Namely, we decided on the GROW coaching model and reinforced it during training and certification.

Plan the Program
With support from senior leadership, we required attendance in the program for all people leaders. But your leaders, like ours, will be busy. Coaching training probably won’t fall high on their list of priorities, so you’ll need to work with their schedules. We decided on a three-week program that gave us the flexibility to cover as much content as we could using the smallest amount of “classroom time” as possible.

We launched the program with a kick-off lunch for all attendees, during which they heard from our CEO and Chief People Officer on the reasons behind the program and what the program’s expectations were, such as time commitment and the certification process. Later that week, leaders attended a 2.5 hour workshop that covered key coaching skills like deep listening, using questions, and applying GROW.

Practice It
After learning coaching fundamentals, leaders attended their choice of breakout sessions where GROW was applied in a variety of common situations. Each breakout focused on a topic, like change management or career conversations. These sessions were offered throughout the week following the training, and leaders attended those sessions that aligned with their schedules.

All leaders also chose buddies, a feature of the program that was rated highest by attendees as being fundamental to their success. Buddies served two purposes: a built-in practice partner leading up to certification, and “coachee” during the certification role-play.

A library of optional resources was also made available to the coaches, including eLearning courses, recommended reading, and scenarios for practice.

Certify Them
Attendance in the program didn’t equate to certification. All leaders participated in a final certification role-play where they were graded against an observation rubric by a panel of three. The panelists included myself (Learning & Development Lead), a senior leader, and a coaching SME.

Coaches were given about 10 minutes to role-play a coaching conversation using a scenario selected at random (such as speaking with a direct report who isn't collaborating with the team, or someone looking take on more leadership responsibilities). While coaches were given practice scenarios ahead of time, certification scenarios were not known to them.

We had an initial pass rate of about 80%, and all coaches recertified on their second attempt. Word did seem to travel the office pretty quickly on certification day that not passing was actually a possibility, and our second cohort took the program much more seriously.
 Just a few of Namely's newly certified coaches!
Make Sure It Worked (and Continues to Work)
You go through the trouble of building a program and try to make it engaging and relevant—but did it actually work? We needed to know, so we laid the groundwork before the program launched, and we have plans to continue monitoring success going forward.

Before our kick-off lunch, attendees were asked to take a pre-program self-assessment on various coaching skills, and they were asked to complete a similar assessment (included in the overall program evaluation) after successfully certifying.

Of our first two cohorts of about 50 people leaders, 60% reported improvement to their overall coaching ability, and of those who said their coaching abilities were positively impacted, they estimated they improved by 30%. Going forward, we’re monitoring relevant KPIs, and we expect it will be a few months before we see more significant changes in company culture.



When building your coaching program, take it from us: Start with senior level support, make sure you understand how coaching could impact performance at your company, and think through how it will fit in with your company culture.

With a culture of coaching, you’ll see the benefits for everyone at your company—coaches and coachees—and your program will have equipped coaches with skills they’ll take with them throughout their career.

### The Inside Scoop on Ben & Jerry’s Unique Company Culture

Despite the surplus of national food holidays on our calendar (National Hot Pastrami Sandwich Day, anyone?), there was one that caught our eye. As it turns out, July is national ice cream month—a celebration we can gladly get behind.

In honor of the occasion, we turned to one of our favorite ice cream companies, Ben & Jerry’s. We spoke to Jane Goetschius, Senior People Mission Manager, to understand how HR operates in the world of Cherry Garcia and Half Baked.
Read on to learn what a “Joy Gang” entails, why you should consider puppetry as a communication technique, and which Ben & Jerry’s flavor best represents HR.

We often hear from HR professionals who say they “fell” into the field. How did you get your start in HR?
JG: I actually studied HR and purposely went into the field. At that time, HR was called “Personnel Management.” I chose this [career path] because I always had an interest in human development. HR seemed like a natural place for it, and human development is one of the things I love most about the role.
What is your favorite part of HR?
JG: I love lifting the impossible to possible. I think you can do that in any role, but I enjoy figuring out difficult things, particularly around human and organizational development.
How long have you been at Ben & Jerry’s, and how has your role evolved over time?
JG: Twelve years. It’s the longest I’ve stayed at any company. I’ve had great roles and opportunities in many different industries along the way. I would say this is a fabulous place for many reasons. What’s not to like about making the best ice cream around (in my opinion!)? And we really are a social and environmental justice company who makes ice cream. The mission is very compelling and needed in our world more than ever.
I’ve always been focused on human development and the culture, but the role has gotten more strategic. We have a wonderful partnership with Unilever, and many important HR services are handled through that partnership. I set the strategy for everything from onboarding to recruiting, working closely with them.
Tell us about your creative title, “Senior People Mission Manager.”
JG: At Ben & Jerry’s we have a three-part mission: a product mission, social mission, and economic mission. I wanted my title to connect, which is where “people mission” comes in.
How would you describe the Ben & Jerry’s culture in one word?
JG: Appreciative. What I mean by that is in two veins: First, I’m totally grateful that I’ve had twelve years at Ben & Jerry’s. This place has taught me how to do HR in a different and unique way. And second, I appreciate the wonderful and weird parts of our culture here.
Ben & Jerry’s is known for having some pretty special perks (from an employee nap room to a welcoming dog policy). What are your current favorite culture initiatives?
JG: There are so many to choose from! For starters, the “Joy Gang,” which is a group of employees that try to find ways to make the day more fun. They find great projects to do with the organization—anything from a Sundae day to a game day. It’s driven by amazing employees who make up far better things than I could.
We also have a canine committee, another employee-led team. They manage everything around how to have a pet here. It’s really rare that we have an issue, but when we do have a challenge, we get creative in helping even our K9-5ers, with their own development and finding success.
My favorite culture initiative right now is figuring out how we’re going to be more globally collaborative. We’re calling the project “Growing together in appreciation.” We have to figure out how to double the business in different places, and how the people that have lived and breathed Ben & Jerry’s for many years can share their incredible wisdom with their colleagues around the world.
One of the lessons we consistently have learned is that we approach things as we know them to be in our country or our Vermont community. There are always challenges connecting on an emotional level over the phone—and as you can imagine, Ben & Jerry’s is high in the emotional component. We have to engage people who may not have the opportunity to be immersed in Vermont and fully "get" our quirkiness at first.
Ben & Jerry’s is a B Corp. How does that affect your HR practices?
JG: It’s a great tool to sharpen your practices. We just did our assessment, and we analyzed what we need to do better. Oftentimes, it’s stuff you take for granted.
For example, we do internships, but haven’t followed up with what happens with those folks. Did we even give them some type of review?
It also impacts what we show in terms of measurement out of the HR side. We look at HR data, but don’t always share results with our employees.
What are the HR challenges you’re most focused on over the next six months?
JG: Really it’s to land this organizational development initiative and culture-strengthening. I don’t like to use the word “change” around culture, because our culture is extraordinary. I think of it as weaving new practices into a culture tapestry, so that it will support the growth that we need in people and in innovation.
We’re also focused on pushing decisions away from a hierarchical leadership team to a network of teams. We flipped the org on its top, and leaders are really going to rely on employees to make decisions. We have to grow employees to support them in this new way of working and ask them to be leaders in their space. This all starts with us at every level.
What has been the best day of your HR career so far?
JG: I have a lot of great days, but here’s a fun one. I broke out of my traditional communication method in a large site meeting. I did a puppet show, and I used puppets to talk about the role of HR! I don’t know where it came from, but I landed the message in such a playful way. People were so surprised. HR has connotations attached to it, so it shocked everyone that I could go to that place.
If you had to relate your role in HR to a Ben & Jerry’s flavor, what would it be and why?
JG: Everything But The... We all talk about HR strategy, but I deal with everything from making sure our curvy slide is prepped for its next challenger (or victim) to a benefits challenge to helping a manager grow his or her team. There’s the whole gamut.

### How to Use Slack at Work: An HR Etiquette Guide

It’s hard for startups and tech companies to remember a time before Slack. The user-friendly workplace chat platform has become an industry standard for in-office communication. However, as an HR professional, it’s important to set clear guidelines for employees so that nobody gets the wrong gif at the wrong time.

When used effectively, Slack can improve employee productivity and communication. So how do you maintain Slack as a force for good? Here are five dos and don’ts:


HR's Guide to the Dos and Don'ts of Using Slack at Work


DO: Share Slack Guidelines and Etiquette During Onboarding
Start employees off on the right foot by introducing them to your Slack standards right from the get-go. Onboarding is the perfect time to show new hires what channels your company uses to communicate and the best practices for using Slack at work. Explain when someone might post in Slack as opposed to the Namely newsfeed, or send a direct message instead of an email. In a bigger company, @here in the #general channel might be reserved for special circumstances, so make sure your employees know when and how to engage effectively. That said, Slack can be a great tool for HR. You can shoutout the new hires, announce any new policies, and share exciting company news.


DON’T: Forget about Tenured Employees
If your company has undergone rapid growth, and you’re just setting your company’s communication standards, don’t forget to share any changes with employees who have been with the company long before a policy was in place. For example, employee number four may be used to posting dog memes in a channel that is now the center of communication around customer support issues. Consider sharing a policy update at your next company meeting or host a training session that makes communication expectations clear. You don’t want to impede cultural norms, but do take steps to set everyone up for success.


DO: Regularly Audit Your Slack Channels
Anyone can create a Slack channel and sometimes that can get messy, particularly when it comes to channels that exist just for fun. #Bookclub, #readinggroup, and #reading could all mean the same thing. This can be overwhelming to new hires and even existing employees who had no idea there was an active office book club and now don’t know which channel to join. This audit doesn’t need to be ongoing, but make sure to check in and clean up old channels periodically.


DON’T: Waste Time Reading Every Message
Remember, you want to facilitate a safe and comfortable workspace for your employees, but it’s not your job to police them. People will undoubtedly make questionable comments on Slack or accidentally send a NSFW gif, but if you set clear expectations up front, these instances will happen less frequently and be easier to handle. The community you build will also self-regulate as employees begin to hold each other accountable for abiding by Slack norms and following Slack etiquette. In this environment, inappropriate messages will stick out like a sore thumb, so you’ll never need to go digging for them.


DO: Encourage Employees to Communicate In Person, Too
The last thing you want is an office culture where employees are afraid to talk to each other face-to-face. When it comes to written communication, there’s always room for misinterpretation and confusion, which can detract from productivity. Make sure your employees have ample opportunity to get to know each other in person so they can understand their coworkers beyond their Slack icons. Encourage a company culture of strong interpersonal relationships, for which Slack should be an added tool, not a crutch.

With these tips in mind, you’re ready to develop your own code of Slack etiquette at work. If you set clear standards for internal communication that align with your office culture, you won’t waste valuable time monitoring employee communications or doing damage control.

### How to Craft a Seamless Out of Office Plan

There’s nothing like a good, well-deserved vacation. But if you’re going to be out of the office for an extended period of time, it’s important to make sure things run smoothly in your absence (especially as an HR pro!). It can be tempting to jet off and expect your peers to figure it out as they go, but chances are, the outcome will be best for both you and your coworkers if you plan ahead and prep everyone who will be affected.

In the realm of HR management strategies, creating an effective out-of-office (OOO) plan is a vital component of ensuring business continuity. As a business owner or HR professional, understanding the nuances of workforce coverage solutions is key to maintaining smooth operations.



Here are five things you can do to set your team up for success so that your vacation can truly be worry-free.
1. Come Up with a Coverage Plan
A formal coverage plan forces you to sit down, outline your day-to-day responsibilities, and identify the right person for each task during your time away. Start this list the week before you depart to make sure you have time to add things in as you go. It can be hard to remember all the tasks that have become routine, but if you keep a tab open and add along the way, you’ll be much more likely to capture the full scope of your responsibilities.

Pro Tip: Document each to-do item, add detailed instructions, and assign each task to your teammates.
2. Connect with Your Teammates
Don’t just tag your coworkers and run. At the very least, set aside some time to chat with each individual who will be covering for you. Make sure they are comfortable with everything and understand the responsibilities they will be taking on. Give them adequate time to ask questions and depending on the complexity of the task, consider having them do a test drive the week before.

Effective team coordination and clear task delegation are essential in HR for seamless operational management. By communicating responsibilities clearly, you ensure your team's efficiency and preparedness in your absence.

Pro Tip: Put 15 minutes on the calendar with each team member who will be covering for you to make sure they have everything they need.
3. Set Expectations for Your OOO Communication
Vacation time should be as restorative and work-free as possible. Set your standard for out of office communication, and let team members know if you plan to check your email or Slack messages while you’re away. If you plan to completely disconnect, provide an alternative way for your colleagues to reach you in case of an emergency.

Pro Tip: Emphasize your OOO communications limitations so that your peers know how to best respect your vacation time.
4. Let the Whole Team Know
Circulate your full coverage plan and communication expectations to all members on your immediate team. Even if some of your coworkers aren’t part of your coverage plan, they should still be aware of who’s handling your responsibilities in your absence. This helps team members know who to talk to if a question comes up that would normally be directed to you.

Pro Tip: Close to your departure, send out an email with your coverage plan to your team. Make this email more fun by incorporating GIFs or even riddles.
5. Set Your OOO Message
Now that your team is armed and ready, let everyone else know you’ll be gone by setting up an automatic out of the office email message. If you often deal with time-sensitive matters, be sure to include alternative contact information.

Pro tip: Like your internal email, you can get creative here, but don’t forget to include important information—like when you’ll be back or who to contact in case of an emergency.



Implementing a structured OOO protocol is a testament to strong leadership in HR. It not only ensures employee absence management is handled effectively but also contributes to the operational efficiency of the entire organization. This foresight is a hallmark of proficient HR management and leadership.

Don’t leave your teammates to fend for themselves. By creating a written coverage plan, your peers will always have a documented process to refer to in your absence. That way the work will be sure to get done, and you can enjoy your vacation.

### 12 Ways to Engage Employees through Recognition

When it comes to managers and employee recognition, there are those who do it well, those who want to do it and don’t know how, and those who think it doesn’t matter. The latter two groups usually fall into one of these schools of thought:


 	I want to recognize my employees, but I don’t have the time or budget.
 	I want to recognize my employees, but I don’t want to leave anyone feeling left out.
 	I don’t need to recognize my employees — my best team members just know they’re doing a great job.
 	I don’t need to recognize my employees — gold stars and smiley faces are for kids.

Well, get ready for some mythbusting. Employee recognition matters, and it matters a lot. Studies show that employees who receive recognition are more engaged, more productive, and less likely to leave their roles.

And that means it has serious, monetary ROI. When Delta Airlines instituted an official employee recognition program they saw a 564 percent ROI. Can you think of any other programs that deliver those kinds of results?

Gallup can’t. According to them, employee recognition may be one of the biggest missed opportunities for managers today. And that concern about leaving some people out? Praising great employees sets an example of success for everyone else.

Best yet, employee recognition doesn’t have to be over-the-top. A quick Google search will return lists of rewards ranging from a sports car rental for the week to the chance to drop the boss in a dunk tank. This is not necessary (or maybe even wanted…).

Employee recognition can be much more time and budget friendly. Here are 12 simple and proven ideas to recognize employees for great work.
1. Name Drop
The next time you’re in a company-wide townhall or a meeting with leadership presenting the work your team is doing, get specific about the players involved. Yes, team effort matters. But this simple name shout out in front of important people goes a long way for someone who may not get a lot of leadership facetime.
2. Share the Credit
Next time you are publicly recognized, respond by sharing the praise with specific members of your team. They’ll feel great, and everyone else will want to work with a manager who is confident enough to give credit away, rather than take it.
3. Use Your Core Values
Does your company have core values? It should. Not only do they provide working direction, they make a great opportunity for public recognition. You can use core values to call out specific employee actions. Company-wide meetings or your internal newsfeed are a great place to do this.
4. Give Extra Time Off
Some companies have a monthly manager-rewarded day off that they choose a great employee to receive. Better yet is surprise time off. Give employees who’ve gone above and beyond an extra day to relax. They’ll be thrilled, and employees who take time off are more productive in the long-term. If you’re entire team is killing it, you may want to consider an even grander gesture, such as summer Fridays, since engagement runs low at these times anyway.
There’s a clear connection between vacation time and employee performance. Learn more in our free report, HR Mythbusters.
5. Special Treat
Invite your top-performer to lunch, bring donuts in for the team, pick up your best employee’s coffee order for her, tell everyone to head out early for the day — small gestures have a big impact.
6. Peer-to-Peer Recognition
Praise doesn’t just have to come from the top. You can both model and encourage random acts of peer-to-peer recognition in your company newsfeed, or set structures that facilitate it. For example, you may want to request peer feedback during your performance review process.
7. Handwritten Note
A little personalization goes a long way. Take a moment to jot down a few lines of praise for an employee. If you’re in the same office, you could attach it to a treat (like a special coffee or favorite snack) or even just put it on a sticky note on his monitor. If your employees are remote, you can send it in the mail. In our digitally-driven world, a (non-bill) surprise in our mailbox is welcome.
8. Big-Time Introductions
If you work for a big company, there’s a chance your lower-level employees may never have the chance to encounter your company’s leaders — unless you intervene. Invite successful employees to events with leadership, then take a moment to introduce them with a praiseworthy phrase, “This is Jane, she’s only been on staff six months and she’s making a huge impact.”
9. Amplify Customer Praise
Do you provide avenues for your customers to provide feedback? It’s a great way to improve products and services and make customers feel important. But too often managers only act on negative employee feedback from customers. Try also taking the positive notes and sharing them in a company newsletter or newsfeed, “Check out what customers had to say about our reps this month!”
10. Surprise Upgrade
The element of surprise is a great way to keep employees on their toes and looking for ways to impress at every turn. The next time a great employee is traveling, surprise him with an upgraded plane ticket or hotel room. The gesture shouldn’t cost too much (especially if your company uses travel points) but will make him feel important.
11. An Inside Joke
Funny beats out fancy every time. Create a homemade trophy (you could mount and spray paint a nail gold for “Nailed It” or a crumpled can for “Crushed It”) that gets passed weekly to an employee who is doing excellent work.
12. Keep Track
Oftentimes, it’s the best employees who aren’t so great at praising themselves. Keep track of their successes for them. Use your performance management software to track peer mentions in your newsfeed or personal notations. That way, when performance review time comes around, you can call out specific examples. Your employees will appreciate that you remembered.

The easiest way to master employee recognition is to think about the last time you felt valued. What did a boss or peer do for you? Often times, it’s a simple solution that does the trick and makes your employees want to work even harder to earn their next “gold star.”

### How to Be a Direct Deposit Detective

It always starts with a frantic call or email. An employee says he wasn’t paid. He has bills! It’s a holiday weekend! He lives paycheck to paycheck.



At Namely, we believe that a great way to reduce payroll errors is to use powerful technology. When payroll is tied to your time management and benefits data, for example, it increases the likelihood that payroll data will be correct and error-free.

But as any payroll professional knows, a check may go wrong at some point. It’s never a good feeling, but what matters most is how—and how quickly—you’re able to resolve the problem. Here are a few tips to help troubleshoot a missing direct deposit payment.


Confirm the Pay Date
It sounds simple, but your first step is to double-check that you know the pay date. Weekly and Bi-Weekly payrolls typically fall on the same day, but they can be affected by holidays. Semi-Monthly (15th and last day of the month) payrolls can be trickier, since weekends will often push a date forward. Check the calendar, and if it is indeed pay date, move on to your next steps.
Review Your Payroll Register
Was the employee actually paid? Review your payroll register or pay date documentation from that check date to ensure that a payment was initiated to the employee. Ensure that the employee received a net payment.

Next, confirm that the employee was paid the right amount. Were four hours pushed through instead of forty? An accidental reduction of wages—coupled with taxes and standard deductions—could result in a 0.00 net check. If a deduction amount, like a 401K changed, it could affect the employee’s ability to receive a net.
Confirm Payment Method
Once the proper net payment is confirmed, let’s move on to how the employee should have received the funds. Is the employee a direct deposit employee (most likely if you are contacted early), paper check, or a paycard?

If the direct deposit is missing, the next step is to confirm the bank account. Does the banking info provided match what was used for the payment? Did the employee change banks and not notify you? Has the employee been paid into this account before? Chances are the answer to one of those questions will get you what you need.
Identify the Scope of the Problem
If everything matches and the employee still claims he was not paid, the next step is to see whether this was a wider issue. As an admin, you can quickly check your own payment to make sure it was received. If you were paid, then it’s a good sign that there was no trouble with the file and that something is affecting this one employee or the employee’s specific bank.

In the more unlikely event that you were also not paid—and the emails and calls are starting to come in, then it’s possible something affected your entire file. At this point, it’s time to call your service provider and get to the bottom of it.
Involve the ACH Department
Back to our unpaid employee. If this is a singular issue, have the employee call his bank and ask to speak with the ACH department—not a teller. The employee will want to have the amount and account ready so that the funds can easily be traced. If the employee’s banking info was correct, the ACH (Automated Clearing House) department should see the transaction and confirm that it will post shortly. A lot of these situations boil down to bank-specific posting times; while some institutions post at 12:01am on the check date, others can wait as long as early afternoon to post deposits.

But what if that bank account did not match? The employee can still contact his bank’s ACH department. At that point, it’s more than likely that those funds will be returned to the employer’s payroll funding account. When a wrong account number is used, those funds commonly cannot be posted and will be returned to the originating bank.
Consider Alternate Payment Options
Now that you’ve made good progress on the detective side of the equation, how do we get this employee paid?

There are a few options. If the employee is on site, the first option is to cut an in-house check for the net directly to the employee. The employee can run to the bank to deposit or cash the check quickly.

If the employee is off-site, another option is to initiate a wire directly to the correct bank account for the net. Similar to the wire option, some banks are now offering same-day ACH. (Without an emergency looming, take some time to ask your payroll provider which of these options they offer, so you know when something comes up.)

Lastly, if none of those are viable, you could always see if the employee can wait an extra day, and then run a follow up net reimbursement through payroll.



There you have it: a few quick tips to troubleshoot an unpaid employee. It’s never an ideal situation, but it is important to know how to detect the issue and resolve it quickly.
Did you know? All-in-one HR makes running payroll easier than ever. Learn more.


For more information on payment methods and payroll in general, take a look at our comprehensive Payroll Guide.

### How I “Fell” Into HR

Doctor, lawyer, teacher—we all had an idea of what we wanted to be when we grew up. But for most, HR professional wasn’t on that list. For those who have made HR their career, there seems to be a trend: most say they “fell” into HR by “accident” and stayed with it for the long haul.



We wanted to know exactly how that happened, so we spoke with eight professionals—from a variety of industries and company sizes—and asked them, “How did you get your start in HR?” Here are their stories and takeaways to inspire you:
1. Take a Test Drive
“I was taking an ‘attitude adjustment break’ from my career as a dancer in musical theater and took a 3-month temp job as an HR Assistant, replacing someone on maternity leave. I had never heard of HR before. When that [temp job] was over, I took another 3-month gig at a different company. I didn't miss showbiz, and I found my way into the ‘real world.’ For people who aren't quite sure what they want to do, I highly recommend taking temp positions to explore the various opportunities and careers out there. You never know where it will lead!” - Linda Paul, VP, Team Development at Schoology
2. Get Good Advice
“I was about to get kicked out of General Studies at A&M. I had too many hours and needed to declare a major. I met with my advisor and decided to get into HR.13 years later I can safely say that was the best choice ever!” - Ashley Crill, Director of Human Resources at Banker's Toolbox
3. Keep Pivoting
“I have a degree in Photographic and Digital Imaging, but ended up in retail management for my first few years out of college. My next pivot was managing a massage clinic for almost 6 years and realizing how much I loved the onboarding aspect of my job. During my time at the clinic, I became the Co-Director of Training and assisted with creating and implementing training and customer experience programs for the front desk staff. My next transition brought me into the tech world and transitioned me into a more traditional HR role with an agency in Austin—and here I am!” - Ariel Lopez, HR Manager at Geek Powered Studios
4. Find a Mentor
“I started as the Office Manager and then Event Coordinator, reporting to the Head of HR.  My advice for newbies is to be patient and find a great mentor. Most HR expertise comes from experience, so it is always great to have someone to talk to when situations arise.” - Mary Lanier-Evans, People Culture Officer at QuickStart Technologies, Inc.
5. Keep an Open Mind
“I’m very much an accidental HR professional. I'm grateful that I was lucky early in my career to work for leaders who noticed I had a knack for finding good people and making it easy for them to do their best work. My passion for design led to a management role in a fashion company. My team got great results (seems passion is contagious—our customers loved us!) and the CEO brought his C-team to my store to study what we were doing. He later asked me if I wanted to help him start a Human Resources department. I thought he'd said ‘Human Racehorses’ and I told him that was a ridiculous name for a team—we still laugh about it. Though I've since earned some educational cred thanks to great companies, coworkers, peers and opportunities, I rely on my instinctive drive to make it easy for people to do the right things—for themselves, their teams and their company. And I still think our work deserves a better name.” - Colleen Clark, Head of Optimistic People at Life is Good
6. Do Your Homework
“I started working for a start up in 2004. Given how the startup world works, I got exposed to a lot of different projects and tasks. I reported to the HR Manager back then and gained experience with benefits planning, recruiting, office management, payroll, employee relations, and more. The complicated world of HR really interest me so I decided to study further and took the HR certifications (SPHR and SHRM-SCP). I’m really happy where I am in my career. HR is a never ending challenge and the constant learning is what I love most about my job.” - Abigail Arellano, Senior Manager, Human Resources at Regent, LLC
7. Be Flexible
“I was in college and my current company had an internship program for HR. I was planning to go into therapy with my psychology degree, but decided to check out the business side of psychology, and it just stuck!” - Brittney Braganza, Senior HR Assistant at MIND Research Institute
8. Take the Leap
“I fell into HR! I've been a teacher, QA Analyst, and Project Manager before starting in HR. I was a client-facing project manager at my current company, but was interested in doing internal work. I transitioned to managing internal projects, one of which was finding a new HCM platform. Several months later, there was an opening in HR so I jumped in! It was great moving into a role that was serving my entire company, which I care about so much. My advice is to stay organized and learn as much as possible from your people and industry resources.” - Micquella Anthony, Employee Programs Director at Velir



Though each is different, there is a common thread to the stories of these individuals: it all comes down to the passion they have for their company and its people. Ready to get started in HR yourself? Read our 6 Tips For Climbing the HR Ladder.

### High Turnover at High Growth Companies: Fact or Fiction?

Startups have built up a mixed reputation. While they undoubtedly foster entrepreneurial thinking and innovation, they can be culturally variable and burn through talent at breakneck speed—or so the story goes. It’s challenging enough to face these challenges with a veteran HR team. Without one at all, forget it.


Turnover, or the percentage of workers leaving an organization over a set period of time, is thought to be disproportionately high at fast-growing startups. It’s said that these employees more are likely to leave for a variety of reasons, including to look for greater stability or, inversely, to join an earlier-stage company.
So can a these companies really be considered “high-growth” if they’re turning over employees at record pace? Despite all of the startup horror stories making the rounds, we were skeptical. In Namely’s HR Mythbusters 2017 report, we decided put this assumption to the test. After pulling turnover data from over 800 companies and 125,000 employees, we uncovered some surprising insights.
What We Found
Using an expanded version of the same reporting engine our clients can use, we limited our analysis to companies with more than 50 employees at the start of 2016. Companies that grew the fastest after that point actually had lower turnover rates among “incumbents,” or employees who were already onboard on January 1, 2016. The faster the growth, the lower the turnover—for every additional 10 percent in headcount growth, turnover was, on average, 1.6 percent lower.
Bottom line: companies can’t really use the “high growth” moniker if they’re losing large swaths of incumbent employees. While that may seem like good news, perception is everything—how can HR allay employee concerns?
What This Means for HR
No longer small but by no means large, growing startups often find themselves in a cultural rut. When employees leave, their departure can send cultural shockwaves across the organization. It’s part of the reason why working in HR at these companies can be such a challenge, particularly for so-called “teams of one.”

Perspective helps. Considering that most startup employees are under 30 years old, to an unseasoned professional a handful of departures may seem worrisome. Nip speculation and hyperbole in the bud by being transparent—mysterious, unannounced departures may just add fuel to the fire. Reiterate your company’s long term growth strategy, promote your internal referral program, and don’t be afraid to enlist executives’ help in getting the word out. A message this important should come from the top of the organization.
Want to gain more insights into the modern workplace?  Read our free HR Mythbusters 2017 Report.

### 5 Tips for Implementing an Office Dress Code

Are flip flops okay? Is my skirt too short? Shorts? Hats? Oh my! Summer is here and along with the warm weather come a lot of questions about appropriate office attire. Some industries are known for having clear cut office dress codes, such as medicine and finance, but even those fashion landscapes are changing. In fact, some of the most esteemed finance companies, like Goldman Sachs, are altering their office dress codes. As for more casual work environments it can be a little more challenging to pin down what is acceptable to wear around the office.



In an ideal world, it would be nice to leave it to employee discretion. However, it’s important to have a policy in place that employees can refer to—especially on the rare occasion that there is a violation that calls for HR intervention.

So how do you create a workplace dress code that your employees can get behind? Here are five tips for implementing a policy that aligns with your company’s culture:
1. Identify Core Company Values
As an HR professional, it’s not your job to be a policing figure, but rather to facilitate an environment in which everyone can do their best work. From this standpoint, you can encourage employees to dress in a way that reflects the values of the company.

Start by identifying the core values you want your employees to embody—such as professionalism, safety, comfort, etc. Then tailor the messaging around the dress code to convey these values. This will help everyone feel like they are working together as representatives of the organization to project an image of professionalism, rather than simply following rules for the sake of rules.
2. Speak to Employees’ Intelligence
Thanks to your impeccable hiring skills, you can most likely trust that your employees have good judgement as professionals in a business setting. However, even your best employees may have those days where they stand in front of the mirror before they leave for work and ask themselves “Is this work appropriate?”And sometimes they make the wrong call.

You don’t want employees to feel like they’re being closely monitored for appropriate dress. Make sure your dress code respects their intelligence by being very clear on expectations and the reasoning behind each guideline. Give specific examples (i.e. to avoid ripped jeans and flip-flops), but there’s no need to list out every prohibited clothing article, nor should you feel the need to inspect every hemline or shoe style that comes through the door.
3. Keep Your Policy Fair and Inclusive
Avoid using language in your policy that unfairly affects gender, race, or religious background. You don’t want any of your employees to feel called out or discriminated against.

Your employees should already have a basic understanding of what is and is not acceptable in the workplace. For that reason, there’s no need to call out a specific demographic to make an example, but rather focus on principles that the entire company can abide by. Instead of talking about acceptable hemline length, for example, set a general standard for employee discretion on revealing clothing.
4. Get Creative with Communication
Communication around dress code is important to ensure the policy has a positive reception. If employees see the policy as reflective of company values rather than as a limitation on their self-expression, they will be more likely to respect it. Introduce the policy with a well thought out roll out plan. Communication around the policy could include:

 	Announcement and explanation of the policy at a company-wide meeting
 	An invitation for employees to provide feedback
 	Emailing a digital copy of the policy
 	Printed copies of the policy posted around the office

The more creative you are here, the better! Use imagery, gifs, or even games to communicate your policy—whatever is best suited to the culture of your organization.
5. Revisit and Revise the Dress Code
Your dress policy should evolve over time as trends and the organization itself evolve. Perhaps you grow from 10 to 100 employees, or you start to invite clients into your office. Whatever the reason, it’s important to stay flexible on the rules.

If you open the dress code up to feedback, you invite employees to put on the HR cap and try to see the business through your eyes. Let them have a say in what they think and then iterate where appropriate.



At the end of the day, you want to create an environment where employees can feel safe, comfortable, and productive. Appropriate workplace attire is just one piece of the whole puzzle.

### 3 HR Talent Metrics You Should Start Tracking Today

The talent lifecycle is rich with data that often goes untapped. But you can use this data to identify and hire top talent, create a more objective method for evaluating candidates, and invest HR resources into the right talent sources. Rather than relying on instinct or intuition, data can help inform better hiring practices and allow you to track how that hire has panned out over time. By collecting and analyzing your data, you create a continuous feedback loop to reassess and improve your process.So how do you use your data to start making strategic talent decisions? Here are three HR metrics you can start tracking today: 

1. Quality of Hire
Acquiring top talent is no simple task. The Quality of Hire metric is a quick index on a new hire’s adjustment, acclimation, and performance since joining the company. To define this metric you’ll need to establish success criteria—this could be how well a new hire fits with your culture, performs, or exhibits the required competencies, for example. Talk to leaders at your company to distill what’s important to them and what might be useful in your own metric.Build a process to collect data for each of these criteria, such as a survey sent to managers after a new hire starts. The time to ramp up can vary for different roles and departments, so ask managers when they are comfortable evaluating a new hire. When crafting your survey, keep in mind that the best data comes from specific questions about how the new hire is demonstrating certain skills or competencies rather than high-level performance questions.With data in hand, you can calculate your Quality of Hire metric. This is simply an average of your success criteria. For example, your Quality of Hire might be the average of Performance + Productivity + Job Fit + Culture Fit. This allows you to measure Quality of Hire at the individual and organizational level. If you use a rating scale of 1-5, you might define anything above 4 as a high quality hire. At an organizational level, you would then want to look at the percent of total new hires that are above a 4. Track your Quality of Hire score over time to see how it evolves and ensure your hiring practices are trending in the right direction.

Want to measure employee performance? Try these four productivity metrics.
2. Career Path Ratio
Not only is it important to get great talent in the door, but it’s critical to develop and grow your existing employees. As employees move around internally—be it up a level via promotion or laterally to a different department—HR should measure changes to your company’s structure. Career Path Ratio is a helpful measurement for understanding company structure, identifying any gaps, and supplementing strategic workforce planning efforts.
Career Path Ratio shows you how people are moving in the organization, allowing you to project out and keep up with the pace of promotions. To calculate Career Path Ratio, be sure you have differentiated between job levels, so it’s clear what it means to move to a new tier or role. If you have too few levels it may be hard to see if someone has received a true promotion or simply adopted a new role.
Once your structure is defined, establish what it means to “ascend” vs “expand”—i.e. moving up a level vs. expanding their expertise. To calculate Career Path Ratio, divide the number of ascensions by the total movement (ascensions + expansions). This tells you how much upward movement there has been and whether your organization is getting too top-heavy.3. Top Performer Retention
As an HR professional, you know the importance of retaining top employees. You want employees to grow and continue to add value over time. Looking at retention as opposed to turnover shifts the focus from employees who are leaving to individuals who are staying. Top Performer Retention helps inform a range of HR functions, from workforce planning to employee development.
Start by identifying what it means to be a top performer at your company. Then establish standards for what “good retention” means. As a general rule of thumb, top performer retention should be equal to or higher than overall employee retention. Once you establish your company’s benchmarks, set specific goals and equip managers with information about these standards.
To calculate Top Performer Retention rate, look at the number of top performers still here over the number of top performers at start of the period. Then multiply by 100 to get the rate. This calculation does not include new hires during the period, so what you have is the pure retention rate.
You can also use this calculation as an early warning system if you start to see drops in retention. Act fast, but thoughtfully and meaningfully. Don’t just react to changes in retention, but start a strategic dialogue with leaders, managers, and employees to make informed decisions and intervene appropriately.

With these three simple metrics, and a talent management software like Namely, you can leverage existing data to take a quick pulse on each stage of the talent lifecycle. Building a more data-driven HR practice is a learning process, but the sooner you get started, the better you can use these metrics to drive meaningful impact.  

### Background Checks: What to Look For

“You’re hired.” Two words job applicants love hearing, and recruiters love saying. But as any seasoned HR professional knows, talent acquisition doesn’t end with a congratulatory handshake or phonecall. Behind the scenes, the hiring process continues with background checks, reference calls, and more.


Over 80 percent of US employers run background checks as part of their recruiting process, covering a wide range of topics. A job applicant’s criminal history, education, potential drug use, and even credit score may come under scrutiny. That attention to detail could be warranted, as one poll found that 85 percent of employers have caught job applicants in a lie.
With the wealth of screening options available today (fingerprint verification, anyone?), knowing what to look for isn’t exactly intuitive. We’ve put together a list of what factors employers often consider, and what you need to be mindful of:


Criminal History
Tread carefully when looking at a candidate's’ criminal history. While sometimes reasonable, doing so may be ethically (and legally) contentious.
Practically speaking, you’ll want to know if the individual has ever been charged with a crime relevant to the job. A prior conviction for petty theft may not be pertinent for a graphic designer position, but what about a bank teller? Additionally, some roles may legally require you to verify criminal history. Federal and state laws mandate that individuals in child care roles pass a criminal and sex offender screening, for example.
Though checking criminal history often serves a real purpose, the practice has recently come under fire. The “ban the box” movement—whose moniker refers to the criminal history “box” traditionally found on job applications—seeks to make it unlawful for employers to ask about past convictions. Advocates reason that if past offenders are continually excluded from job opportunities, their rehabilitation is unfairly stunted.
In total, 26 states and over 150 cities and counties have ban the box laws and ordinances—meaning that over 211 million people now live in a jurisdiction limiting employer access to criminal history. While most versions of these laws only apply to the initial job application, some extend their provisions to the end of the interview process. Review your city and state’s rules before making criminal history a part of your screening process.


Previous Employment
Not only is verifying past experience the least contentious part of screening, it’s standard practice across the country. Most employment history checks look at the last seven years, though this may vary depending on the individual’s experience and desired role. Even if the candidate recently switched careers, don’t immediately assume their old supervisor’s input won’t be valuable. You may end up gaining helpful insights into the candidate’s character, working habits, and whether he or she was a team player.
After screening new hires, you'll need to get them up to speed. See how paperless onboarding helps recruits hit the ground running.


If no one returns your calls, don’t assume the worst. Note that some businesses may forbid managers from writing outside recommendations or taking reference calls. In these cases, be flexible with the candidate and ask for alternative contacts. If any of their former colleagues have since moved on to another company, ask if you can contact them instead. A reference call doesn’t always have to be with a past supervisor—sometimes, the most useful feedback comes from those who worked with, not above, the individual.
There’s one last, very important thing to be mindful of. Before picking up the phone, confirm whether the candidate has already submitted their two weeks notice. There’s nothing more embarrassing for the prospective hire than being caught “red handed” by his or her manager. You’ll put the individual in an extraordinarily difficult position and potentially undermine his or her faith in your organization.


Education
Your prospective hire claims to have a doctorate from Oxford and a master’s from Harvard. “Trust but verify,” as the old saying goes.
A recent report revealed that over 20 percent of resumes included fraudulent degrees or GPAs. You can verify an individual’s educational background by contacting the institution’s registrar’s office. Note that some schools may ask that you receive the graduate's consent first.
“Diploma mills,” or businesses that only purport to be educational institutions, have become a growing concern among recruiters. These unaccredited “universities” issue a range of degrees for a nominal fee. They first rose to prominence in the early 2000s, shortly after it was reported that a cat received an MBA from one Texas institution. You can verify whether an institution or academic program is accredited by using this government service.
There are no federal, state, or local laws that forbid employers from verifying an applicant’s education. Note that if the institution receives federal money, under the Family Educational Rights and Privacy Act (FERPA) you may need to involve the applicant early on and get their  written consent.


Credit History
Most of us associate our credit scores with applying for a mortgage or buying a car, but a surprising number of talent acquisition teams—47 percent, per one study—use credit as part of their screening process.
If your team determines that a candidate’s credit history is worth looking into, you’ll need to comply with the Fair Credit Reporting Act (FCRA). The federal law requires you to notify the individual of the practice in advance, get their permission, and offer to supply them with a copy of the results. Note that some local jurisdictions have their own laws regulating the use of credit history. In Washington D.C., for example, most employers are barred from looking into it, period.


Social Media
Who knew you could learn so much from just 140 characters? A recent survey found that more that 85 percent of recruiters admitted to using a candidate’s social media presence to inform a hiring decision.
In years past, some businesses made headlines for requesting candidates’ social media credentials. Since then, over a dozen states have passed laws expressly prohibiting that practice.
If you do choose to reference social media, consider only doing so after extending a conditional offer of employment. Your search may inadvertently reveal specifics like the individual’s age or religious beliefs, factors that shouldn’t (and in many cases, legally can’t) play a role in your decision making. Because your recruiting team is likely aware of these legal land mines already, leave any social media audits to them—not the hiring manager.


Drug Testing
Even as American attitudes toward certain drugs change, employers have remained relatively steadfast in their support for screening. The share of US employers who rely on drug testing is surprisingly high (66 percent according to one report).
Most screening processes look for a variety of substances, including alcohol, marijuana, cocaine, opiates, and more. Though several states have opted to legalize the recreational use of marijuana, employers are still allowed to screen workers for the drug in all of these jurisdictions.
Depending on the role, some employers will run drug tests continuously, well after the individual’s start date. For positions that involve the operation of heavy equipment, driving, or working with children, opting to test regularly makes the most sense. There are a number of times when you may want to screen workers, including:

 	Before the start of employment
 	When you have a reasonable suspicion that the individual is under the influence
 	When the employee is being assigned to a new role
 	After a serious accident or incident

Many employers will test randomly as well. Note that random testing is illegal in Connecticut, Rhode Island, Vermont, and a number of cities nationwide.
In all other cases, be thoughtful about why you’re testing an employee and what the rules are in your jurisdiction. States and cities differ on what “reasonable suspicion” entails and what constitutes an accident. Tread carefully—if an individual believes you targeted him or her unfairly, note that the employee may be compelled to file a discrimination suit.



Background checks represent an important, sometimes make-or-break part of the recruiting process. Given the legal risks, screening can leave talent acquisition teams even more apprehensive than the candidates themselves. It’s no surprise that employment screening has become a $2 billion industry, as vendors emerge to take much of that worry off HR’s plate.
There are a lot of factors to consider—the list above just represents sampling what many employers test for. Take an honest look at your screening process. What data points are actually relevant to the position? Are your current practices not only compliant, but also fair to the employee?
A growing number of HR and recruiting professionals are turning to all-in-one screening solutions. Using one can help automate much of the administrative work that is otherwise required to run background checks. In an increasingly competitive recruiting environment, speed and efficiency in pre-onboarding can mean all the difference between making or losing an all-star hire. Evaluate vendors as you would any other important HR software, like an HRIS or payroll system.
Don't skimp on your background checks—keep in mind that even employee screening counts as a part of the overall candidate experience. Let your process be a reflection of your company culture and values.

### 5 Ways for Small HR Teams to Make a Big Impact

The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.



The following is a recap of a presentation given at Namely’s Client Summit by Katlyn Gangi and Sara Hetyonk, who lead Talent Acquisition and Development at ONTRAPORT. 



HR teams have a lot on their plates. Talent acquisition, performance management, employee engagement, benefits, and compliance—just to name a few. So what happens when your “HR team” consists of just you?

HR teams can be small and mighty, but it requires some smart moves to scale your reach. It’s time to get creative so you can tackle all that’s on your plate, without working around the clock.

Take it from Katlyn Gangi and Sara Hetyonk, the two-person HR team at Santa Barbara-based company ONTRAPORT. They manage a wide range of responsibilities for their 100+ employees. Here are a few of their smartest moves:

1. Support Frequent Employee Reviews
“Continuous feedback” has become an industry buzzword, but for good reason. Regular conversations between managers and employees can help surface issues before they hit your desk. It’s an easy way to get in front of any problems that employees might face and is a chance to have meaningful career conversations that impact retention.

At ONTRAPORT, Katlyn describes their culture as “review-crazy.” But that’s not a bad thing: reviews have been positioned as a positive service to the team. Because they happen so regularly, they don’t carry the same weight of a scary annual review.

Plus, as Sara puts it, “Reviews are like going to the doctor. If you go every year (instead of every five), you can find the little things that are correctable before there’s a bigger problem.”

2. Onboard New Hires in “Classes”
Onboarding sets the stage for an employee’s experience with your company. But walking an individual through your company mission, setting office expectations, and sharing helpful resources can be time-consuming.

Consider staying away from one-off hires. Instead, settle on a monthly start date, so all new hires in a given time period can begin at once. This lets you onboard in a larger training class, where you can go into all the details of how your company actually works in one fell swoop.

The upside? You can spend one hour onboarding ten people versus ten hours onboarding those same people individually. We’d call that a win.
3. Send a Regular HR Digest
You may notice you get hundreds of the same questions from your employees. Try sending a monthly HR digest that includes everything you want employees to know.

You can share recruiting updates (so employees know which jobs are still open for referrals), reminders about company-wide policies, and tips on how to maximize benefits year-round. Sara notes, “The HR digest can be an opportunity to remind people about simple things—like a dress code—that might need to be reiterated.”

As you continue to get questions, you can direct employees back to the HR digest, as well as to a “resources hub.” Katlyn recommends putting everything your team might ask for in one spot (an easy add on the Namely platform). Instead of sending one-off PDFs, you can direct employees here to find anything and everything.
4. Host a Hiring Fair
Much like streamlining onboarding via a hiring class, hosting a hiring fair for open roles helps to simplify the process of meeting new candidates.

Invite job applicants into your office for an opportunity to meet potential coworkers. You get to showcase your brand and company—and attendees get the guarantee of a 15-minute interview with a hiring manager. How do you get people there? Sara recommends adding compelling visuals to your email invite, as well as providing ample context. Explain what they can expect, from light bites to casual interviews.
5. Build Out Your Internship Program
When done thoughtfully, internship programs can help you incubate future full-time talent. Taking the time to structure your internship program with a formalized curriculum and weekly one-on-ones will ensure that you’re giving interns their best shot to contribute in the short-term—and essentially interview for a long-term role.

Sara notes that ONTRAPORT’s internship program has “saved [them] so many entry-level hires. You essentially have a three month interview period with a candidate, so you can focus more time on HR or recruitment initiatives for more senior roles.”



Though your HR team may be small, there are no limits to the creativity, strategy, and innovation you can bring to your day-to-day role. Think outside of the box, and try out some of Katlyn and Sara’s tips to kickstart your practices.

### ‘What I Wish I’d Known’ About Talent Acquisition

The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.


The following is adapted from of a presentation given at HR Redefined 2017 by Namely team members Ashley Pelliccione, Director of Talent Acquisition, and Evan Intrater, Senior Technical Recruiter.



It’s become the ultimate HR cliche, but it remains essentially true: people are in fact your company’s greatest asset. By serving as gatekeepers, your talent acquisition team can have a disproportionate impact on the business.
I’ve been in human resources for over 10 years now and have helped see Namely through its transition from a startup to midsize company with nearly 400 employees. If I’ve learned one thing, it’s that you never stop learning in talent acquisition. Thankfully, I wouldn’t have it any other way.
Here are just some of the lessons I’ve learned over the years. Consider it a letter addressed to my past self—or in other words, what I wish I’d known about talent acquisition.
Consider Specialized Recruiters
Many HR teams rely on one or two individuals to handle recruiting across the organization. That may work for smaller organizations, but as you scale, consider adding team members with specializations—like a recruiter that focuses exclusively on engineering or business operations, for example. Since they’ll know exactly what qualities to look and test for, the quality of your new hires will go up exponentially.
Need to make the case to Finance? Conservative estimates from the Department of Labor place the cost of a bad hire at around 30 percent of his or her salary, while other studies have found it can cost as much $240,000 per hire. Zappos CEO Tony Hsieh made waves when he claimed that bad hires cost his company $100 million.
That being said, working in talent acquisition is seldom black and white. When your company is growing rapidly, even specialized recruiters may need to occasionally switch gears. You have to be flexible—as more job reqs come in, your engineering expert may need to dip their toes into sales hiring, for example. I myself have had to step into the capacity of a sales recruiter.
Involve the Hiring Manager
While your recruiting team is responsible for facilitating the lionshare of the acquisition process, they can’t do it all alone. Hiring managers—the individuals your team is ultimately serving—need to be deeply invested and involved from start to finish. Just hopping on calls every now and then doesn’t cut it. Don’t be afraid of reminding them of that.
Need an example of what involvement actually looks like? A few weeks ago, our technical recruiter was chatting with a candidate on LinkedIn. By coincidence, the position’s hiring manager happened to be standing nearby. The recruiter called the manager over, who then proceeded to introduce himself and join in—all via chat.
The candidate had a laugh about the unconventional introduction. “How cool is this?” The two went on to schedule a meet-up over coffee.
While it's crucial for hiring managers to be involved, it's an added perk when you can pull-in the big guns: senior leadership. I understand that it’s a luxury that some recruiters don’t have, but our CEO, Matt Straz, is willing meet with any candidate we need to close, no matter the role. We recently had a candidate meet with Matt, and in our interview debrief she made a remark that caught my attention.
“I’ve been at my company for almost five years, and I just spent more time with your CEO than mine.”
Understand Remote Hiring
When I joined Namely, we were based only in New York. Shortly thereafter, I was tasked with kicking off recruiting efforts for our new San Francisco office. Let’s just say I wasn’t looking forward to the prospect of having to hop on a cross-country flight every week to meet with candidates.
I can’t stress this enough: you need an “anchor” onsite, someone you can trust and who can double as a cultural gatekeeper. That’s why we hired a senior leader for the new office first, before anyone else. I worked closely with him every day over the phone, talking about hiring strategy and even interview scheduling. We followed the same plan when we opened a new office in Austin a year and a half ago.
Once we had 25 employees in San Francisco, we hired a stellar office manager who did more than serve as gatekeeper, she helped establish a consistent candidate experience. From how candidates were greeted at the door to where they physically sat between interviews, she makes sure they get a good sense of our company culture.
Opening an office? Read our Ultimate Guide to Multistate Employment.
In summary, even though you should always maintain a high standard for hiring, the bar should be especially high for those first few remote hires. Your first hiring decisions at the new location have a disproportionate impact on its culture. Clearly articulate to your candidates what your company’s values and norms are, because many of these individuals will be involved in interviewing other candidates for you.



Those are just a few of my experiences over the years. The beauty of this profession is that it’s always changing—and everyone has a different perspective.
Have a lesson or anecdote you’d like to share? We’d love to hear it. Share your stories by reaching out to HRforhumans@namely.com.

### How Bonuses Are Taxed by the IRS

Everyone loves a bonus. Though not all companies issue employee bonuses, they can be a great way to recognize hard work, dissuade high performers from leaving, or just to give everyone in the company a piece of the pie.


The IRS wants its share of that pie, too. Processing bonuses is entirely separate from running regular payroll, as these special payments come with their own separate tax rules. So how, exactly, are bonuses taxed?
Why are Bonuses Taxed so Highly?
Payments that fall outside of regular wages, like bonuses, commission, and severance, are deemed “supplemental wages” in the eyes of the IRS. That means your year-end bonus or employee referral bonus is subject to higher taxes. If you’ve ever received or processed a bonus in the past, you’ll notice that it often displays as a separate line item on the employee pay stub. Bonuses are subject to Social Security, Medicare, and unemployment deductions, as well as additional federal and state taxes. The amount an employee's bonus is taxed depends on their tax bracket and what withholding method the employer chooses to implement. There are two approaches a business can use to tax an employee's bonus: the percentage method and aggregate method.

As with many things in life, there’s an easy and a hard way. Luckily for you, the easier way of processing bonuses often makes the most sense for both the payroll administrator and recipient.
Forget bonuses—struggling to process regular payroll? See how Namely makes payday easy. 
 
The Percentage Method
The easy, or percentage method, applies one flat rate (25 percent) to the bonus—assuming it doesn’t amount to more than $1 million. Those very fortunate individuals are subject to a much higher rate, 39.6 percent. In addition to this flat rate, taxes like Social Security and Medicare will also apply. States also have their own tax rates for supplemental income. For that reason, recipients shouldn’t be too surprised to see a $5,000 bonus sink down to just about $3,000 in take home pay.
The Aggregate Method
The more complicated aggregate method is best described in steps:
1. Add the bonus amount to the employee’s most recent paycheck
2. Take the sum and determine what the regular federal withholding amount would be
3. Subtract the usual withholding amount from the combined withholding amount
4. Withhold the difference from the bonus


The above method is usually only favorable for low wage earners, and otherwise often results in bonus recipients actually paying a higher tax rate on their bonus. Most businesses tend to opt for the simpler percentage method, as it benefits both the administrator and the employee.



When in doubt, opting to use the percentage-based approach is the easiest way to process supplemental wages. Time and company size permitting, it might not hurt to just ask an employee what he or she prefers. Considering the number of bonus calculators available online, you may be surprised to find many of your employees are self-taught tax experts.
Use our federal and state tax tool to look up supplemental wage rates, income tax brackets, and more.


For more information on bonuses and taxes and payroll in general, take a look at our Payroll Guide.

### How to Build an Effective Summer Internship Program

Summer is right around the corner, which means college students across the country are laser-focused on locking down an internship. When done right, internship programs can be an enriching experience for both interns and your company. Plus, they can be an invaluable way to build your company’s brand amongst future top talent. 
But getting there requires a strategy. How do you provide interns with field experience and contribute to company productivity? Whether your internship program is in the works or you’re considering hosting one in the future, here are the top six tips to keep in mind: 
  
1.  Establish Clear Goals 
When internship programs go wrong, it usually comes down to poor planning. Your first step is to establish a clear vision for the role interns will play (which is also helpful once you address the legal regulations around intern compensation). Start by asking your team these four questions:  
 
 Who wants or would benefit from an intern? 
 What kind of work would the intern do? 
 Is there a project the intern could complete by the end of the internship? 
 Would you consider offering the intern a full-time position at the conclusion of the program?  
 
Concretely answering these questions will help you understand if an internship program is the right fit for your company. Remember—the answers may vary from team to team, but nailing down these details upfront will ensure that you point your resources in the right direction. Once you understand your goals and feel confident that an internship program is a good fit, you can move forward with confidence. 
  
2. Understand the Legal Requirements 
You’re likely familiar with the intern-related lawsuits that have been in the headlines, from Condé Nast to Viacom. The good news is that as a result of these lawsuits, the guidelines for running a compliant internship program are clearer than ever. Most importantly, unless the intern is doing menial office tasks or merely shadowing employees, the intern most likely needs to be compensated. In many cases, paying your interns hourly is the safest bet. You can also consider offering college credit or a stipend, though each of these options comes with its own set of regulations. 
Once you decide how to compensate your interns, consider consulting your in-house legal team or an external legal professional for a second opinion. 
  
3. Take Hiring Seriously 
Hiring anyone to join your team is no easy task. And while interns may be a part of your company for a short stint, it’s still critical to find the right fit—particularly if your internship program is a path to longer-term employment. 
Begin with a clear job description and understanding of the required qualifications and competencies. Because you’ve already established internship goals, make sure to hire someone who can onboard, train, and complete a project within the allotted time period. 
We recommend following your normal comprehensive interview process, which may include:  
 
 Initial phone screen 
 In-person interviews 
 Work sample submission 
 Background and reference checks 
 
For candidates who won’t be in the same city until the internship begins, a video call can be used in place of the in-person interview. If there’s also potential to hire this intern full-time at the end of the program, make sure that you ask about their long-term interest from the get-go. While it may seem excessive for a temporary position, this diligence guarantees that everyone will get the most out of the experience. 
  
4. Onboard Efficiently 
With an internship program, the first 90 days may be the only days the intern has with your company. That means interns must adapt to your company culture, workload, and values in a fraction of the time. With this in mind, teams should distill their normal onboarding process down to the core ideas, and try to bring interns up to speed within their first week. 
Before your interns tackle their main objectives, consider warming them up with a relevant project that will help acclimate them. For example, have interns start with a project on competitor research. This kind of low-stakes project provides an orientation to the market and also allow the intern to jump right in. With the manager’s guidance, this decreases the time it takes for the intern to ramp up and confidently tackle bigger projects. 
  
5. Balance Management with Mentorship 
At the end of the day, the goal of an internship is for a student to learn. Internships allow students to spend time in the field that they hope to pursue after school. Companies who hire interns play an important part in shaping future industry professionals, and managers should consider the impact they can have as a mentor. 
The best ways to ensure the internship is mutually beneficial is to have clear conversations on setting goals and expectations. This should be a two-sided dialogue where interns define what they want to learn during the program, and managers set guidelines for the intern. After establishing these concrete goals, managers should hold weekly 1:1 meetings with their interns to discuss concerns, feedback, and check in on progress. This way, managers can course-correct and mentor their interns on an ongoing basis. 
  
6. Take Time to Appreciate 
At the end of an internship, both parties should be able to look back and see exactly how the internship met initial expectations. If your interns have made a meaningful contribution to your company, be sure to acknowledge their hard work with a thoughtful gift, team celebration, or letter of recommendation. 
--- 
As HR professionals, you play a fundamental role in structuring and overseeing your company’s internship process. If you keep these tips in mind while building your internship program, everyone benefits. The company plays a vital role in mentoring a future professional, enables the completion of a project that is valuable to the team, and helps to associate the employer brand with a positive work experience.

### 10 Office Design Ideas to Increase Employee Engagement

Human Resources teams are always looking to drive employee engagement, but many overlook the role office design can play in boosting company morale. We sat down with Ben Steen from Namely’s own People Team to learn ten office design ideas that can increase employee engagement.


 

Meet Ben
Name: Ben SteenTitle: Workplace & Facilities ManagerHometowns: White Bear Lake, MNHobbies: Film, camping, brewing beer, drumming, architecture, and readingCurrently Watching: The Americans
Ben recently joined the Namely team as the Workplace and Facilities Manager. Since starting, the Namely office has undergone a variety of changes. Mouthwash has appeared in the restrooms, and organized supply boxes in the conference rooms now hold a variety of pens and markers. These are just two modest office improvements that Ben has made, and people are already taking notice.
Prior to Namely, Ben served as a Facilities Manager for Amazon, opening their fashion photography studio in Brooklyn, and then he learned the ropes of process-driven facilities management at a New York City law firm. At Namely, his experience fuels his vision for how an office should contribute to employee productivity and happiness. Ben and his team make sure that our offices are both accessible and supportive to every member on the team.
In Ben’s view, “a workspace should be a clean, safe, open, and collaborative environment with warm lighting, clear signage, well designed breakout spaces, places to focus, and places to have fun.”
Without further ado, here are Ben’s top ten office design ideas to make your workspace more productive and engaging:
1. Maintain a Message Board
Our workdays are usually filled with an onslaught of digital communication. Keeping a physical message board in the office can give employees a brief relief from the digital vortex. At Namely, we use a letterboard to welcome new hires and post inspirational quotes. By displaying your message board in a prominent location and consistently updating the message, employees will take notice, and check it regularly. It’s a great way to keep employees informed using the physical office space.
2. Make the Space Interactive
You can make a workspace more interactive with a simple can of paint. Many of our office walls are painted with chalkboard and whiteboard paint. This allows employees to communicate and brainstorm throughout the office. With just a fresh coat of paint, you can encourage your employees to work through complex challenges or simply share positive messages and kudos using the physical space around them.
 
3. Think About the Little Things
When you think “company culture,” you probably don’t think about restrooms. However, at Namely we’ve found that there are simple ways to spruce up the restrooms to make employees feel more comfortable. Adding mouthwash, reed diffusers, and even music is a simple way to improve the overall quality of office life.
4. Support Employee Wellness

Encourage employee wellness by optimizing your space to support their health initiatives. Namely offers weekly in-office yoga classes, showers for employees who bike or run to work, and storage areas with bike racks. Whether it’s cleaning out an old closet to make room for bikes or setting aside space for workout classes, you can create a workspace that contributes to an active employee lifestyle–with minimal effort.
5. Provide Flexible Workspaces
Offer employees the ability to work where they’d like. Be it in a private nook in the library, on an exercise ball, or at a standing desk, you’ll find Namely employees working in a variety of spots. Everybody works differently and if you give employees the option to change up their workspace, you can facilitate a better and more productive office environment.
 
6. Celebrate Work Anniversaries
Show employees you appreciate their hard work by celebrating anniversaries. At Namely, we bring in number balloons that represent how many years an employee has been with the company. By recognizing their achievements, you can make employees feel appreciated and excited about each year they spend with the company. It’s an easy way to let the employee and those around them know the employee is a valued member of the team.
 
7. Encourage Community Service
Make it easy for busy employees to participate in the charity initiatives they care about. We put out boxes for can drives, clothing drives, or set up penny wars fundraisers for local charities. Display these initiatives in a common, high-traffic spot to encourage company-wide participation. This shows your employees that you care about the causes that are important to them.
8. Invest in a Communal Space 

Employees are most engaged when they have meaningful relationships with their peers. It can be hard to maintain personal relationships from a desk, nose in laptop, so it’s important to invest in common areas for employees to congregate. High-traffic spots like kitchens, for example, are a great place to add tables, ping pong, and snacks to make it more inviting.
 
 
9. Incorporate Nature
Incorporating natural elements into the office design can make for a warmer and more pleasant atmosphere. Think beyond gray cubicles and white walls–which tend to make an office feel cold. The Namely office is designed to be a bright environment, with fresh flowers at the front desk, plants in common spaces, and big windows that bring the space to life.
 
10. Use the Space for Regular Workplace Events
For most employees, the best part of the workplace is the people. At Namely, whether it’s bagel Monday, afternoon yoga, or an in-office happy hour, employees love the opportunity to come together and socialize. Give your employees the chance to use the office beyond their desks, and in the process, create a more engaged work environment.
For more employee engagement hacks, download our free guide.
 

### Your Guide to the Most Common HR Legal Documents

As an HR professional, it often feels like you’re a jack of all trades. Some days you’re a mediator, others you’re an employee engagement specialist, and some days you’re an HR law wiz. When it comes to drafting legal documents, it may feel like you should enroll in night law school or watch some Law & Order SVU to successfully handle the ever-changing tasks assigned to you. 
While both your company and its employees may take these documents for granted, you know there’s a lot of strategic thinking and work that goes into drafting them. HR legal documents are not one-size-fits-all, especially when you take your local and state regulations into account—a key reason we recommend consulting a legal professional to review them before you roll them out. 
But to help you draft your next HR legal documents, here are some pointers and considerations that should be top of mind: 
  
Offer Letters 
The offer letter may be the most important legal document between a company and its employees. It sets up the expectations for how both parties will work together. 
The cornerstone of the offer letter is to explain the scope of employment. In other words, what are the employee’s responsibilities? Is the employment at-will—meaning they can quit or be terminated for any legal reason, at any time—or is the employee being hired for a specific time period? 
(As a side note, you may be interested to learn that the United States is one of the few countries where the employment relationships are predominately at-will. In most other countries, employees can only be terminated for cause.) 
Another important piece of an offer letter is compensation, which goes beyond putting the employee’s salary in writing. In today's world, you need to think in terms of “total compensation.” 
For starters, think about how the compensation will increase. Is the employee eligible for annual raises? What about bonuses, commissions, stock options, or other common forms of incentive compensation? 
Next, outline the benefits which the employee will be entitled to. What benefits are offered, and which will they participate in? How much vacation time and paid time off is the employee eligible for? Can vacation time roll over to the next year? Be sure to check your state and local laws as their regulations may vary on these subjects. 
These are just the core parts you should include for every employee, regardless of your industry or the role. But for certain employees, you may also want to add sections that go over things like confidentiality or reimbursement of expenses. 
  
Restrictive Covenants 
These are agreements with employees that prevent them from working with a competitor during a specific period of time and in a specific geographical region (i.e. non-competes) or prevent them from soliciting your customers or employees (i.e. non-solicitation). 
When used appropriately, restrictive covenants can help protect trade secrets and sensitive information and prevent employees from taking clients or employees away from the organization. However, as these agreements become more popular (30 million American workers are currently covered by a non-compete), they’ve also become broader—restricting some employees from finding work in their field for years after leaving a job. This has made courts wary of their use, and in some instances, they have been ruled as unenforceable. 
The key when drafting these agreements is to be as fair and precise as possible. 
First, consider which employees should have some type of restrictive covenant. Does the employee have access to sensitive information that may help a competitor (non-compete)? Does he or she have direct contact with clients (non-solicitation)? Is it a senior employee (both)? 
Second, think hard about what you are trying to protect and who your direct competitors are. For example, if your direct competitors are all in the East Coast, you many not need a nationwide restriction. 
And always take into account the state in which the employee is based, as states can vary on regulation of these agreements. California, for instance, tends to not like restrictive covenants. 
  
Non-Disclosure Agreements and Invention Agreements 
While non-disclosure agreements (NDAs) are also meant to protect important information, they are different from non-competes. These agreements specify who owns intellectual property and typically claim that anything developed, written, produced, or invented during employment is owned by the company. 
These agreements can also prevent employees from discussing certain projects or information for a specified period of time. For example, if the company is ramping up for a super secret new product release, employees working on the project may be required to sign a confidentiality agreement. 
  
Retention Bonus Agreements 
As companies evolve, it’s only natural that some may get acquired or go through another significant “life” event (e.g., going public, being spun off, etc.). Whatever the reason, there may be occasions in which you need to ensure that certain key employees stay with the company to help the company navigate the circumstances. 
If that’s the case, a retention bonus agreement may be your best friend. These are agreements that promise the employee a certain amount of money if he or she stays with the company for a certain period of time. 
With these you need to be very careful in clearly drafting the conditions under which the bonus will kick in (i.e. Is it just the passing of time? Is it the accomplishment of certain milestones, like the closing of an M&A deal?). It is also smart to divide the payment into installments to incentivize the employee to stay longer. 
  
Employment Handbooks 
An employee handbook isn’t the same thing as an offer letter, but it’s equally important. The U.S. Small Business Administration defines employee handbooks as “an important communication tool between you and your employees. A well-written handbook sets forth your expectations for your employees, and describes what they can expect from your company. It also should describe your legal obligations as an employer, and your employees' rights.” 
A well-written employee handbook will save you from many HR headaches. Employee handbooks usually deal with topics like: company values, non-discrimination and anti-harassment policies, how to report workplace incidents, safety and security, use of company technology, protecting company property, overtime policies, leaves of absence, and standards of conduct. 
-- 
The next time you need to draft any of the above HR legal documents, you may want to use this guide to help you think through the process and to remember the most important considerations. Happy drafting! 
 
The content of this publication is provided for informational purposes only and does not contain or constitute legal advice. You should not act on this information without seeking legal professional counsel.


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									See who’s scheduled, when, and where. Quickly identify gaps or overlaps to optimize coverage.								
																
															
					TIMECARD REVIEW & APPROVAL
				
									Streamline your approvals process with clear visibility into hours worked; regular, overtime, and more.								
																
															
					TIME-OFF REQUESTS & STATUS TRACKING				
									Easily track and manage employee time-off requests and approvals to keep operations running smoothly.								
																
															
					TASK & JOB ASSIGNMENT BY LOCATION				
									Assign time to specific tasks, locations, or job codes to better understand labor distribution and project costs.								
							
							
																		
															
																TEAM SCHEDULE OVERVIEW
		See who’s scheduled, when, and where. Quickly identify gaps or overlaps to optimize coverage.														
															
																TIMECARD REVIEW & APPROVAL
		Streamline your approvals process with clear visibility into hours worked; regular, overtime, and more.														
															
																TIME-OFF REQUESTS & STATUS TRACKING		Easily track and manage employee time-off requests and approvals to keep operations running smoothly.														
															
																TASK & JOB ASSIGNMENT BY LOCATION		Assign time to specific tasks, locations, or job codes to better understand labor distribution and project costs.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Simplify Time & Attendance										
									Request a Call
					
																																			FAQs About Namely’s Time and Attendance Software				
								What are the benefits of using a time and attendance solution for my business?							
								Namely’s time and attendance software helps small and mid-sized businesses simplify workforce management, improve payroll accuracy, control labor costs, and stay compliant. With automated tracking and digital timesheets, your team gains transparency, accuracy, and efficiency.
								How does the time clock software work for remote or mobile teams?							
								Employees can clock in/out using Namely’s mobile app with geofencing to ensure accuracy; whether they’re on-site, in the field, or working remotely.
								How does Namely’s time tracking software help reduce payroll errors?							
								Namely integrates time tracking directly with your payroll, automating calculations for hours worked, overtime, and PTO reducing manual entry and improving payroll accuracy.
								Does Namely support biometric or digital time clocks?							
								Yes. Namely offers biometric time clocks, digital timesheets, and mobile clock-in options to suit your team’s needs.
								How easy is it to use Namely’s time and attendance software?							
								Namely’s time tracking tools are built for simplicity. Employees can clock in/out, request PTO, and view schedules through an intuitive interface on desktop or mobile devices.
								Does Namely provide reporting for time and attendance?							
								Yes. Namely includes built-in reports and audit trails to give HR and payroll teams full visibility into hours worked, absences, PTO, and labor allocation.
								How does Namely help with attendance tracking?							
								With real-time dashboards like “Who’s In/Out” and customizable reporting, Namely makes it easy to track attendance, manage absences, and oversee shift coverage.
								I want to learn more about your time and attendance software. Can I see a demo of your product?							
								Yes, as part of our consultative, diagnostic sales approach, you will get to see how Namely’s time and attendance software works and how it can help streamline time tracking, scheduling, and payroll for your team! Request a call with our team to get started!
								Is Namely’s solution cloud-based?							
								Yes. Namely’s cloud-based time and attendance software gives your team secure, anytime access from any device, with centralized data and compliance support.
								How does Namely help with compliance and labor cost control?							
								Namely automates overtime rules, PTO accruals, and labor tracking to help ensure compliance with labor laws while giving you control over workforce costs.
								Can Namely integrate with other HR systems?							
								Namely’s time and attendance software is part of a unified HCM platform, seamlessly integrated with payroll, HR, benefits, and compliance to eliminate data silos.

### Employee Onboarding Software

Simplify Onboarding & Strengthen Retention with a Seamless New Hire Experience										
									Request a Call
					
									Create a streamlined onboarding experience that leaves a great first impression:							
								
									
						Build custom onboarding plans by role, department, or location					
								
									
						Eliminate manual steps with automated tasks, reminders, and hire-date triggers					
								
									
						Centralize forms, messages, tax docs, and training content in one platform					
							Impress new hires.										
									Request a Call
					
																																																													Set the Tone for Success		Personalized welcome messages, simple data capture, and task templates ensure new hires feel confident before day one, while your team stays aligned with auto-reminders, hire-date workflows, and role-based assignments.			Provide an onboarding experience that impacts more than just week one. 							
							
													
										Increase new hire retention with an organized start
									
								
													
										Eliminate paperwork delays and manual tracking
									
						
									
							
													
										Create a connected experience across HR, IT, and Finance
									
								
													
										Schedule onboarding in advance or group start dates for easier coordination
									
						
																																	Namely simplifies onboarding for HR, hiring managers and your new hires.							
							
													
										Guided onboarding templates with built-in logic
									
								
													
										Role-based task assignment and tracking
									
								
													
										Integrated document management and eSignatures
									
						
									
							
													
										Auto-reminders and notifications for team checklists
									
								
													
										Mobile access for remote onboarding
									
								
													
										Centralized employee records and audit trail
									
						
							Streamline onboarding.										
									Request a Call
					
																																			Onboarding made seamless from start to finish.							
																
															
					CONFIGURABLE ONBOARDING PLANS				
									Create smart onboarding plans tailored to role, location, or employee type, featuring built-in task tracking and automated launch by hire date.								
																
															
					ONBOARDING DASHBOARD				
									See new hire progress at a glance and take quick action, all from one centralized onboarding dashboard.								
																
															
					AI-GENERATED CONTENT				
									Improve first impressions with personalized welcome messages, merge fields, video links, and optional e-signatures; plus, AI-generated content to help you get started faster.								
																
															
					AUTOMATED I-9 ELIGIBILITY				
									Ensure compliance with built-in I-9 workflows, while guiding new hires with clear instructions, secure e-signatures, and automated tracking.								
							
							
																		
															
																CONFIGURABLE ONBOARDING PLANS		Create smart onboarding plans tailored to role, location, or employee type, featuring built-in task tracking and automated launch by hire date.														
															
																ONBOARDING DASHBOARD		See new hire progress at a glance and take quick action, all from one centralized onboarding dashboard.														
															
																AI-GENERATED CONTENT		Improve first impressions with personalized welcome messages, merge fields, video links, and optional e-signatures; plus, AI-generated content to help you get started faster.														
															
																AUTOMATED I-9 ELIGIBILITY		Ensure compliance with built-in I-9 workflows, while guiding new hires with clear instructions, secure e-signatures, and automated tracking.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Better Onboarding										
									Request a Call
					
																																			FAQs				
								What does Namely’s employee onboarding software include?							
								Namely gives you everything you need to simplify and streamline onboarding:A central dashboard to monitor onboarding status across employeesCustomizable onboarding templates with logic-based task automationDigital forms and eSignatures for a paperless experienceRole-based task assignment and reminders for hiring managers, IT, and HRSeamless connection to payroll, benefits, and employee records It also supports address-driven tax form delivery and approval-based I-9 workflows, reducing errors and manual setup.
								Can I personalize the onboarding experience for different roles or locations?							
								Yes! Namely lets you build unique onboarding templates by location, department, or employment type (e.g. contractor, rehire). You can customize steps, assign task owners, and attach specific resources to match each role.
								Does Namely support remote and virtual onboarding?							
								Absolutely. Namely is cloud-based and mobile-friendly, so new hires can complete every step, from forms and signatures to handbook acknowledgment and benefits enrollment, from anywhere.
								Can I automate repetitive onboarding tasks?							
								Yes. You can create reusable templates that assign tasks based on hire date, with automated reminders for employees, managers, IT, or HR.
								How does onboarding progress get tracked in Namely?							
								HR and managers can monitor progress in real time. Visual dashboards show what’s been completed, what’s overdue, and what’s still ahead.
								Does Namely include tools for orientation and compliance?							
								Namely includes a handbook builder, compliance checklist tools, and support for I-9s, W-4s, and direct deposit forms, with audit trails and digital signatures.
								How long does it take to implement onboarding in Namely?							
								Most companies can get started within days. Our onboarding tools are part of the core HCM platform and come with templated best practices for faster setup.
								What kind of support does Namely provide for onboarding?							
								Namely offers 24/7 pod-based technical support and a dedicated account team to help you design, implement, and optimize your onboarding workflows.

### HR Software

Save Time, Reduce Risk & Gain Deeper Insight with Intuitive HR Software										
									Request a Call
					
									Empower your team, speed up HR, and build a more connected workplace with Namely's all-in-one HR solution.							
								
									
						Automate manual tasks and enjoy faster, easier, and more accurate processes.					
								
									
						Improve decision-making with greater insight into organizational data and trends.					
								
									
						Empower employees with self-service for a better experience that fosters productivity.					
							Explore What's Possible										
									Request a Call
					
																																																													Handle HR Tasks Quickly and Confidently		Whether you're managing leave, onboarding new hires, administering salary changes or [insert any administrative task], Namely’s HR solution gives you the tools and confidence to lead HR without the guesswork.			Namely’s HR software helps you simplify and elevate the most important moments across the employee journey:							
							
													
										Self-service access to time off, pay, and more
									
								
													
										Centralized, configurable employee records
									
								
													
										Company newsfeed and calendar events to drive engagement
									
						
									
							
													
										Reporting and analytics for org insight
									
								
													
										Compliant recordkeeping and retention
									
								
													
										Continuous feedback that helps people develop and grow
									
						
																																	Namely makes it easier to stay compliant, empower employees, and keep everything in one place.							
							
													
										Central system of record
									
								
													
										Digital document storage & eSignatures
									
								
													
										Custom workflows & approvals
									
								
													
										Access to online compliance tools
									
						
									
							
													
										Employee & manager self-service
									
								
													
										Intuitive mobile app
									
								
													
										Integrated onboarding, time & payroll
									
								
													
										Role-based access & permissions
									
						
							Power your
business.										
									Request a Call
					
																																			Smart, secure HR software to hire, manage and retain talent.							
																
															
					COMPANY NEWSFEED				
									Turn moments into momentum. Amplify wins, build culture, and keep your people connected.								
																
															
					DOCUMENT & POLICY ACKNOWLEDGEMENTS				
									Centralize policy documents and track acknowledgements without chasing down signatures.								
																
															
					COMPANY DIRECTORY				
									Foster connection and clarity. See team structures, navigate reporting lines, and put faces to names.								
							
							
																		
															
																COMPANY NEWSFEED		Turn moments into momentum. Amplify wins, build culture, and keep your people connected.														
															
																DOCUMENT & POLICY ACKNOWLEDGEMENTS		Centralize policy documents and track acknowledgements without chasing down signatures.														
															
																COMPANY DIRECTORY		Foster connection and clarity. See team structures, navigate reporting lines, and put faces to names.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Smarter HR Software										
									Request a Call
					
																																			FAQs				
								What is the difference between HR software and HCM software?							
								HR software covers tasks like employee recordkeeping, time off, and onboarding. HCM software includes all of that, plus payroll, benefits, compliance, performance, and more. Namely is a full HCM platform built for SMBs.
								Can Namely’s HR platform be customized to my business?							
								Yes. From workflows and roles to data fields and reports, Namely can be configured to fit your specific needs.
								Is Namely right for small or growing businesses?							
								Absolutely. Namely’s HR solution is purpose-built for companies with 50 to 2,500 employees, simple to use and scalable as you grow.
								How does Namely support compliance?							
								Our HR platform supports I-9 and E-Verify, SOC audits, secure role-based access, and more. Enhanced tools offer alerts, legal content, and expert-backed updates.
								Can Namely’s HR software help with onboarding and retention?							
								Yes! Namely delivers seamless onboarding, better engagement tools, and a self-service experience that improves employee satisfaction and loyalty.
								What features should I expect to find in HCM software?							
								Depending on your business requirements, here are some functionality requirements you should consider when selecting HCM software:Applicant Tracking for more efficient hiring that helps find the right talentBenefits Administration to give each employee the attention they deserveCore HR to simplify and automate management of employee recordsReporting to aid strategic decision-makingEmployee self-service to empower employees in managing their careersMobile support to access critical information on the goPayroll processing for error-free money managementPerformance Management to align individual and company goals while fostering professional growthTime and Attendance to provide greater compliance controls and more accurate payroll
								What advantages will my business gain by implementing Namely’s all-in-one HCM platform?							
								Namely’s all-in-one HCM platform will reduce or eliminate manual processes in HR administration, saving time and energy for your HR team. Because all the components are connected and use shared data, there are less likely to be errors in critical functions like payroll processing and benefits administration. Employee self-service empowers your people and fosters employee loyalty. From employee retention to compliance, payroll and hiring, Namely’s software helps make professional lives much easier.What’s more, Namely’s live pod-based technical support and benefits assistance makes Namely experience even friendlier.
								Can Namely’s HCM help with compliance and legal requirements?							
								Namely’s HCM platform helps businesses stay compliant with evolving labor laws and regulations. Our core platform supports compliance needs like I-9 and E-Verify integration, FMLA tracking, document storage, and real-time reporting. As regulations change, we update the system with necessary data fields, calculations, and reporting capabilities.With secure, role-based data access and annual SOC 1 and SOC 2 audits, Namely supports compliance at every stage of the employee lifecycle. For businesses needing deeper insights, our enhanced Compliance module provides proactive alerts, a searchable compliance library, and expert analysis to help navigate regulatory changes with confidence.

### Benefits Administration Software

Simplify Benefits Enrollment and Administration for HR and Employees										
									Request a Call
					
									Save time and improve accuracy with integrated benefits, payroll and compliance:							
								
									
						Simplify open enrollment with guided employee experiences					
								
									
						Automate benefits deductions and sync directly with payroll					
								
									
						Manage plans, eligibility, and compliance from a single dashboard					
							Wow your people.										
									Request a Call
					
																																																													Provide a Better Benefits Experience		Namely’s benefits administration software is a full benefits management solution designed with tools that are easy for HR teams to manage and simple for employees to use. With Namely, eligibility rules, benefit selections, and payroll deductions flow automatically, helping you save time, reduce errors, and stay compliant.			Make it easier to manage benefits while maintaining control and improving the employee experience.							
							
													
										Easy plan configuration with rates and eligibility rules
									
								
													
										Electronic carrier connections
									
								
													
										Real-time enrollment dashboards and reporting
									
						
									
							
													
										Convenient benefits enrollment via mobile or desktop
									
								
													
										Automated payroll deductions
									
								
													
										Built-in ACA reporting and compliance management
									
						
																																	Empower your people with self-service benefits enrollment and access.							
							
													
										Intuitive enrollment wizard with side-by-side plan comparisons
									
								
													
										Open enrollment and life event processing
									
								
													
										Contribution visibility for employers and employees
									
						
									
							
													
										Embedded plan documentation and help during enrollment
									
								
													
										Option to waive coverage
									
								
													
										Ability to access benefit plan information anytime, anywhere
									
						
							Power your
business.										
									Request a Call
					
																																			Smart, secure benefits functionality that makes it easier for employees to enroll and for you to manage.							
																
															
					NEW HIRE DEFAULTS				
									Set default coverage levels for new employees who do not complete enrollment before the deadline.								
																
															
					ANNUAL ENROLLMENT CHECKLIST				
									Use our integrated checklist to guide the setup of your annual Open Enrollment so you don’t miss important steps.								
																
															
					PLAN CONFIGURATION DASHBOARD				
									Easily build and manage benefit plans, eligibility rules, and contribution settings in just a few clicks.								
																
															
					INTUITIVE ENROLLMENT WIZARD				
									Provide an enrollment experience that guides employees to the right benefits for their specific needs and budget.								
																
															
					SELF-SERVICE ACCESS TO BENEFIT INFORMATION				
									Empower your employees with benefits confirmations that include cost and dependents plus anytime access to current coverage.								
							
							
																		
															
																NEW HIRE DEFAULTS		Set default coverage levels for new employees who do not complete enrollment before the deadline.														
															
																ANNUAL ENROLLMENT CHECKLIST		Use our integrated checklist to guide the setup of your annual Open Enrollment so you don’t miss important steps.														
															
																PLAN CONFIGURATION DASHBOARD		Easily build and manage benefit plans, eligibility rules, and contribution settings in just a few clicks.														
															
																INTUITIVE ENROLLMENT WIZARD		Provide an enrollment experience that guides employees to the right benefits for their specific needs and budget.														
															
																SELF-SERVICE ACCESS TO BENEFIT INFORMATION		Empower your employees with benefits confirmations that include cost and dependents plus anytime access to current coverage.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Better Benefits										
									Request a Call
					
																																			FAQs About Namely’s Benefits Administration Software				
								What are the advantages of using benefits administration software?							
								Benefits selection and administration can drain HR teams’ time and resources. Namely’s benefits administration software simplifies enrollment, automates deductions, helps ensure compliance, and empowers employees with self-service tools.
								What types of benefits can be managed through Namely’s software?							
								Namely’s employee benefits software can handle it all from medical insurance to fringe benefits and newer options like telehealth.Not sure what to include in your plan or need extra guidance? With Namely’s Managed Benefits service, you’ll work with experienced benefits brokers who combine industry knowledge with technology expertise to help you build innovative, cost-effective plans tailored to your goals.
								Can Namely’s benefits platform integrate with other HR software?							
								Yes. Namely’s benefits administration software is part of Namely’s unified HCM platform, connecting benefits with payroll, HR, compliance, and reporting for a single-source solution.
								How does Namely help employees during open enrollment?							
								Namely’s intuitive enrollment wizard guides employees through plan selection with contribution details and built-in support. Employees can also view benefits on the mobile app, reducing confusion and support requests for HR.
								How does Namely help reduce errors in benefits management?							
								Namely automates eligibility rules, deductions, and data flows to simplify benefits management, reduce manual entry, and prevent costly errors.
								What kind of reporting and analytics features are included?							
								The Open Enrollment Dashboard enables you to track enrollment progress, view individual enrollment data, and generate reports for ACA compliance and strategic planning.
								How does Namely’s platform help with employee retention and engagement?							
								Strong benefits programs help retain top talent. 78% of employees say benefits impact their decision to stay with an employer. Namely’s platform makes benefits accessible and transparent, supporting employee satisfaction and retention.
								What is Namely’s Managed Benefits service?							
								If you need guidance, Namely’s Managed Benefits service connects you with experts who can help craft competitive, cost-effective benefits packages tailored to your goals.
								How much does Namely’s benefits software cost?							
								Namely offers customizable packages to meet your company’s needs. Request a call with our team to discuss options and receive a personalized quote.
								I’m ready to get started. What are the next steps?							
								To begin simplifying benefits for your team, request a call with Namely to receive a personalized demo and quote.
								Can I see a demo of your benefits administration software?							
								Yes, as part of our consultative, diagnostic sales approach, you will get to see how Namely’s benefits administration platform simplifies enrollment, reduces errors, and enhances employee experience. Request a call with our team to get started!

### Namely HR Software

Reliable, Cloud-Based HR Software to Support Your Business 		Namely’s human resource tools simplify and elevate your people management. Unlock the power to hire, develop, and engage with reliable and compliant HR software.			Let’s Connect!
		Complete the below form and a member of our team will reach out to schedule an introductory call to learn more about your business and explore how Namely can help solve your challenges.			 																																	
						
							Discover an HR system designed to provide small and mid-sized businesses the functionality needed to manage your workforce from a single platform. From payroll to benefits and beyond, you’ve got a trusted cloud-based HR solution at your fingertips. 					Wow yourpeople.										
									Request a Call
					
																																																													How Namely’s HR Software Helps You Work Smarter							
							
													
										IMPRESS CANDIDATES WITH PAPERLESS ONBOARDING: Give a great first impression and set new hires up for success by enabling them to complete most onboarding tasks before day one.
									
								
													
										EMPOWER EMPLOYEES WITH SELF-SERVICE: Enable your employees to easily access org charts, announcements, PTO requests, pay stubs, tax documents, and benefits info—at their desk or on the go.
									
								
													
										EASILY ACCESS DATA WITH A CENTRAL EMPLOYEE RECORD: Keep everything you need to know about your employees in one place, from custom fields like t-shirt size to critical documents that help you stay compliant.
									
								
													
										MANAGE TIME OFF QUICKLY AND EASILY: PTO shouldn’t mean more work! Streamline PTO and leave requests, approvals, and reporting—for employees, managers and HR.
									
						
									
							
													
										KEEP EMPLOYEES ENGAGED: Share and celebrate important announcements, work anniversaries, birthdays and more via Namely’s Newsfeed. Share key event details—from Open Enrollment to team happy hour—to employees’ dashboard calendars.
									
								
													
										PROVIDE CONTINUOUS FEEDBACK: Recognize great work and provide constructive feedback regularly to keep your employees engaged and productive.
									
								
													
										GAIN ORGANIZATIONAL INSIGHT: Namely provides access to real-time HR data, a slew of standard reports, and custom report visualization to help you make informed decisions that drive success and impact the bottom line.
									
						
																																	Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Power your
business.										
									Request a Call

### Managed Services for HR, Payroll & Benefits

Managed Services for HR, Payroll & Benefits										
									Request a Call
					
																																																																																							Achieve Greater Success with Dedicated Support for HR, Payroll & Benefits		So much to do, so little time. Let Namely alleviate the administrative burden of critical business functions, from HR and compliance to payroll and benefits administration, so you can focus on your business and your people. Partner with us to experience the peace of mind that comes with knowing your business operations are in capable hands.					
								
									
							Managed HR						
					
									
						Get the help you need to support everyone in your organization, with a knowledgeable Namely HCM Business Partner.					
								
									
							Managed Payroll						
					
									
						Enhance the power of your Namely platform with a dedicated Payroll Specialist who will enable you to add even more value and focus on your people.					
								
									
							Managed Benefits						
					
									
						Let Namely’s Benefits experts handle your teams’ questions, assist with elections and claims, and manage any required filings to ensure compliance.					
							Managed HR Services					Give your HR function the ultimate resource.							
							
													
										Dedicated SPHR-certified business partner to provide guidance from pre-hire to employee exit
									
								
													
										Compliance expertise, including employee handbooks, HR assessments, and audits 
									
								
													
										Best practices for onboarding, performance, compensation, and more
									
						
																																	Managed Payroll																															Scratch payroll off your to-do list.							
							
													
										Payroll setup and processing, including direct deposits and pay card management
									
								
													
										Payroll tax compliance and year-end tax filings
									
								
													
										Garnishments, ACA, COBRA, reporting support and more 
									
						
							Managed Benefits					Get the full value from your benefits package. 							
							
													
										Curation of competitive, cost-effective benefit plans and comprehensive employee communications 
									
								
													
										Complimentary benefits administration platform, including unlimited carrier feeds and system configuration
									
								
													
										Benefits audits, reporting and analysis for budgeting and compliance
									
						
																																	Experience Better Teamwork										
									Request a Call
					
																																			You don’t have to choose between modern, proven technology and support from experienced professionals. With Namely, you get it all.							
			savings*			
				$
				0
				K
				per year per employee from outsourcing HR operations					
			hours per month **			
				0
				spent on HR compliance that you can offload to Namely					
			higher retention †			
				0
				%
				when offering strong benefts we can help you build			Experience Peace of Mind										
									Request a Call
					
																																			Don’t Just Take Our Word for It							
						
									“My Namely Managed Services team is phenomenal. Not having to call our very expensive employment lawyers all the time and having that gut-check partnership with our HR Consultant has been huge. Bevi and Namely are both growing companies that strive to serve people well. I can’t emphasize enough that the partnership I’ve felt with the Namely team is why I want to stay with this product.”								
									– Lauren Della Morte, People Operations Manager, Bevi								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				"My Namely Managed Services team is phenomenal. Not having to call our very expensive employment lawyers all the time and having that gut-check partnership with our HR Consultant has been huge. Bevi and Namely are both growing companies that strive to serve people well. I can't emphasize enough that the partnership I've felt with the Namely team is why I want to stay with this product."– Lauren Della Morte, People Operations Manager, Bevi“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Namely.										
									Request a Call
					
																																			FAQs
				
								What are Managed Services?							
								Managed services involve outsourcing various HR functions to a specialized provider. These services typically include payroll, tax management, HR administration, and benefits. Acting as an extension of your HR department, the provider handles daily administrative tasks and provides strategic guidance as needed.
								What does Namely Managed Payroll services include?							
								Namely Managed Payroll services remove the burden associated with day-to-day payroll administration. Your dedicated payroll consultant will be available to provide expert guidance and take on the tasks associated with payroll processing so you can focus on strategic people initiatives. Namely Managed Payroll services include:Namely’s robust core HCM platform with Payroll fully integratedA dedicated Payroll Specialist to process your payrolls, set up state tax IDs, import pay data, and moreManagement of employee hour importation, payroll adjustments, wage and employment verification, garnishment administration, tax notice assistance, and payroll auditsThe live support you need, when you need it
								How does Namely handle tax compliance?							
								Namely Managed Payroll services include a new state tax ID set up, reconciliation of taxes paid, tax filing and reporting, employee W-2 and 1099 distribution, proactive assistance and notification of tax changes, and more.
								Is Namely Managed Payroll cost-effective for small businesses?							
								Yes! By outsourcing the payroll process to Namely, you save both time and money. This allows your team to concentrate on strategic projects and business growth while ensuring accurate and compliant payroll processing.
								How secure is my payroll data with Namely?							
								Namely employs robust technical security safeguards to protect data and systems. All data is encrypted in transit and at rest utilizing AES 256¬bit encryption. Access to client data is protected by two-factor authentication and restricted based on roles designed for segregation of duties and need-to-know access control principles.Namely also holds a SOC 2 Report with certified data security compliance.
								What does Namely Managed HR services include?							
								Navigating complex workplace challenges is easier with expert support you can rely on. With Namely’s Managed HR Services, you’ll have a dedicated Human Resources Business Partner (HRBP)—a eniorlevel consultant who’s just a phone call away.Whether you need support for employee situations, strategic projects, or compliance, your HRBP delivers practical solutions tailored to your organization’s needs.Namely Managed HR services include:Dedicated HR consulting from a SPHR-certified business partnerOnboarding and Offboarding best practices and supportPerformance Management, Compensation and Turnover analysis and adviceEmployee handbook creationHR assessments & auditsCustomized job descriptionsAnd more!
								What does Namely Managed Benefit services include?							
								With Namely Benefits Services, you don’t have to choose between experienced brokers with deep industry expertise or modern benefits administration technology. Namely Managed Benefits services include:Single, dedicated benefits expertComplimentary Benefits Administration technology, including platform configuration and administrationComparison of benefits plans to create competitive, cost-effective packagesEmployee Communications: benefit guides and enrollment presentationsQuarterly enrollment auditQuarterly and renewal analysisCompliance supportUnlimited and prioritized carrier feedsBenefits benchmarking, insights & analysis
					Experience Namely.										
									Request a Call
					
																																					
							
											
											* Outsourcing Cost Savings: 29+ Compelling Statistics 2025
											
									
								
											
											** The Costs of HR Compliance: Reducing Your HR Budget - Сompliance Works
											
									
								
											
											† The Impact of Employee Benefits on Recruitment and Retention

### Payroll

Fast, Accurate & Secure PayrollDelivered in a Single, Scalable HCM Platform										
									Request a Demo
					
									Speed payroll processing and ensure accuracy to give your organization a best-in-class function:
							
								
									
						Handle any pay frequency, including off-cycle runs, with integrated HR and withholding information					
								
									
						Assist accounting with a standard GL export and tax calculation updates for all jurisdictions					
								
									
						Manage exceptions with gross-up calculator tools and automated salary proration					
							Wow yourpeople.										
									Request a Demo
					
																																https://www.youtube.com/watch?v=5gLU041mp_4			Be Confident About Your Payroll		Even the most routine payroll run involves many moving parts and several people counting on you to get it right. With Namely, you can be confident your people will be paid on time and correctly - every time.			Integrated tax compliance and an array of other features help to ensure you get every penny right, every time. 							
							
													
										Integrated Payroll, HR, Benefits & Time
									
								
													
										Quarterly and Year-End Reporting
									
								
													
										Employee Self-Service
									
								
													
										Standard GL Export
									
								
													
										Electronic State and Federal W-4s
									
						
									
							
													
										Garnishment Support
									
								
													
										Unlimited On- and Off-Cycle Payrolls
									
								
													
										Tax Compliance and Filing
									
								
													
										Mobile 1099s and W-2s
									
								
													
										Complete Payroll Reports
									
						
																																	And with built-in time tracking, you have even greater control over every payroll run.							
							
													
										Time & Attendance Management
									
								
													
										Web Punch
									
								
													
										Point/Occurrence Tracking
									
								
													
										Online Timesheets
									
								
													
										Meal Break Rules
									
						
									
							
													
										Mobile and Kiosk Time Entry
									
								
													
										Physical/Biometric Time Clocks
									
								
													
										Shift Swaps & Drops
									
								
													
										OT Rules
									
								
													
										Audit Trails
									
						
							Power your
business.										
									Request a Demo
					
																																			Smart, secure functionality you and your employees can trust.							
																
															
					PERSONAL PAYROLL DATA				
									Namely’s payroll solution gives employees the self-service they expect, from updating direct deposit information to viewing their last paystub.								
																
															
					PAYROLL WIZARD
				
									Let Namely walk you through payroll processing accurately and on time.								
																
															
					TIME MANAGEMENT				
									View and manage your entire hourly workforce on one comprehensive dashboard. Arrange schedules and enable shift swapping for coverage with flexibility.								
																
															
					QUICK LINKS				
									Whether you’re running payroll or requesting time off, get there in one click from your dashboard.								
																
															
					TIME TRACKING				
									Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more with geofencing capabilities.								
							
							
																		
															
																PERSONAL PAYROLL DATA		Namely's payroll solution gives employees the self-service they expect, from updating direct deposit information to viewing their last paystub.														
															
																PAYROLL WIZARD
		Let Namely walk you through payroll processing accurately and on time.														
															
																TIME MANAGEMENT		View and manage your entire hourly workforce on one comprehensive dashboard. Arrange schedules and enable shift swapping for coverage with flexibility.														
															
																QUICK LINKS		Whether you're running payroll or requesting time off, get there in one click from your dashboard.														
															
																TIME TRACKING		Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more with geofencing capabilities.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Smarter Payroll										
									Request a Demo
					
																																			FAQs				
								What are the benefits of using online payroll software?							
								Payroll & time administration in the US is hard. With a unified payroll management system, you can get payroll done accurately and on time — every time — without the headache.Here are just a few of the many benefits of using online payroll software:Unified timesheets and payroll, allowing data to flowing seamlessly between systems and ensuring payroll accuracyEmployee self service, allowing employees to view their paystubs, update direct deposit information, and view W-2s — without assistance from youSupport for all your payroll tax needsMuch, much more
								What features should I look for in a payroll system?							
								All payroll software is not created equal. So when you’re evaluating which payroll processing software to choose, you have to make a list of what matters most to your company and team and what goals you’re hoping to achieve.Depending on the tool you’re looking for, here are some functionality requirements you should consider when selecting online HR software:Employee self service & expense trackingWage and salary processingOn- and off-cycle payrollsOnline timesheetsMobile & kiosk time entry and physical/biometric clocksQuarterly and year-end payroll reportingWage garnishment administrationTax filingMobile 1099s and W-2sAutomated salary prorationAutomated salaried prorationPayroll compliance supportAn easy-to-use payroll dashboard
								Can I see a demo of your product?							
								Absolutely! We offer personalized product demos to showcase the features and benefits of Namely’s payroll software. To schedule a demo, please reach out to our team. We’ll be delighted to walk you through our payroll software and answer any questions you may have.
								How much does Namely’s payroll software cost per employee?							
								The cost of Namely’s payroll software per employee may vary based on your specific business needs and the features you require. Our packages start at just $9 per employee.
								Can payroll software handle payroll taxes and compliance?							
								Yes! Payroll laws, especially when managing a multi-state workforce, can be difficult. It’s essential to mitigate risk by making sure you are staying compliant with laws and regulations, such as the Equal Employment Opportunity Commission (EEOC), Fair Labor Standards Act (FLSA), and the Department of Labor. The right payroll system can help ease these concerns through creating rules and customization within the platform, and ensuring reports are filed correctly and punctually.Additionally, with Namely, your business has a comprehensive tax management feature, which automatically calculates the federal, state, local, and other tax that is deducted from each paycheck. It can also automatically calculate any changes in tax code and actually pay and file taxes on the company’s behalf. This feature is a critical step for ensuring accuracy, complying with tax codes, and keeping them up to date. Regardless of which payroll system you use, your company will be responsible for accurate reporting and payment of payroll taxes.
								How easy is it to set up and use an online payroll solution?							
								Getting set up with Namely’s payroll solution is simple. We hold your hand through a seamless implementation using our proven best practices and data migration services. Then, your company can go live in 3 months or less.Once you’re onboarded, running payroll is as easy as 1 -2- 3! We designed a simple three-step process to complete your processing accurately and on time.
								Can online payroll software integrate with other HR systems?							
								Absolutely—in fact, it should! Connecting your payroll software with your HR, time & attendance, and benefits platforms will make your life so much easier and running payroll so much smoother. Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.
								What type of businesses can benefit from using an online payroll service?							
								All businesses can benefit from using payroll software, but Namely’s payroll management system is built specifically for small- and mid-sized businesses with 25-1000 employees.
								How does online payroll software handle multiple pay schedules?							
								Namely’s payroll software and services can run unlimited on and off cycle payrolls—making it easier than ever to get your employees paid on your schedule and theirs.
								Can I customize the reports generated by Namely’s payroll software?							
								Yes! We know that one-size does not always fit all. Namely’s payroll platform is designed to be configurable so you can ensure your unique business needs are met, and so we can grow with you. Personalization and scalability are at the core of our platform.
								How does your payroll solution handle employee benefits and deductions?							
								With Namely’s payroll solution, you can automatically track benefits, such as insurance, retirement, and vacation and sick days. This tool can either be a builtin part of the software or part of a separate module, depending on the provider.It is a useful resource in ensuring that employees benefits management plans are being processed correctly, and that they are accurately coordinated with payroll. Having your benefits platform directly integrated with your payroll platform can save your business time and money, as combining these manually opens up a lot of risk of error if you need to manually edit payroll every time someone changes their benefits.
								How does Namely’s payroll service handle overtime and paid time off?							
								Namely’s payroll software, time and attendance tracking, and HR platform all speak to each other—meaning handling overtime and PTO is a breeze.When employees take time off or work extra hours, that information is automatically pulled into Namely’s payroll solution to easily and accurately make deductions, handle taxes, and calculate payments.

### Request A Call

Let’s Connect!
		Namely is here to help you simplify processes, reduce risk and improve the employee experience with technology and services built for today’s dynamic and diverse workforces. We invite you to complete the form below and learn more about how Namely will Power Your Business and Wow Your People. 			 		See the Namely Privacy Policy for more details.Call Us at1-855-626-3591			Here’s How Simple We Make It

### Home

The All-in-OneHCM ExperienceWow your people.Power your business.		Today’s workforce expects intuitive technologies, and Namely’s HCM solution exceeds expectations by eliminating inefficiencies, enhancing employee experiences, and aligning your organization in real time.								
									Request a Demo
					
									Namely offers the technology and services to support your business now and as it grows or your needs change.					Core HCM		Simplify the most critical aspects of HR and employee management. - HR, Payroll & Time.					
						
							Enhanced Modules		Extend your Namely platform with Benefits, Scheduling, Talent, Compliance and more.					
						
							Managed Services		Let us manage your HR, Payroll & Benefits processes while you focus on what matters most.			Wow yourpeople.										
									Request a Demo
					
																																			Your people expect software this easy. Your HR pros deserve services this great.							
						
						
							Dedicated Support
		Lean on a dedicated team for knowledgeable, on-demand support.					
						
							Payroll		Speed processing and ensure accuracy with tight integration.					
						
							HR		Capture and access employee data in a single system.					
						
							Mobile App
		Empower employees with self-service on any device.					
						
							Onboarding
		Maintain new employee enthusiasm as you speed time to productivity.					
						
							Reporting
		Transform workforce data into a strategic asset.					
						
							Time-Tracking
		Track with precision and built-in compliance across the company.					
						
							As your company grows, employee expectations change and the workplace becomes more complex, extend the power of your Namely platform with Enhanced Modules. 
							
				Enhanced Modules				
								
									
							Applicant Tracking						
					
									
						Improve the hiring process to attract and impress top talent.					
								
									
							Performance Management						
					
									
						Make performance reviews a team activity with 360° feedback.					
								
									
							Benefits Administration						
					
									
						Empower employees with easy enrollment and self-service.					
								
									
							Workforce Management						
					
									
						Gain greater control over time, attendance and scheduling. 					
								
									
							Compliance						
					
									
						Keep your people and company safe, reduce risk and breathe easier.					
																																	Managed Services		Stay ahead of every challenge with extra support from Namely.			Managed Payroll		Eliminate the burden of daily payroll admin.			Managed Benefits
		Support your team with professionals who know your people and your plans.			Managed HR
		Get the help you need with a dedicated, experienced Human Resources Business Partner.			The Namely advantage isn’t just about technology—it’s about a better way to work. 					We help businesses like yours:																															Plan for the future
		Make more informed, strategic decisions confidently with real-time data and reporting.																													Adapt to change 
		Stay agile and achieve important outcomes faster with Namely's scalable platform.																													Work smarter 
		Streamline processes, reduce errors, and empower your business with an integrated platform.			Power your
business.										
									Request a Demo
					
																																			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry

### Time

Payroll & Time
		
			Online Payroll Software
		
		We understand that payroll & time administration in the US is hard. There is no other way to put it. Namely’s online payroll system will help you be the person your business knows they can trust to get it done accurately and on time — every time.		
								
									Request a Call
					
																										
		Payroll management is not for the faint of heart. There is a lot of opportunity for mistakes and no room for error. Many HR & finance teams struggle with:		
					
							
													
										Inconsistent and constantly changing tax and compliance rules across states
									
								
													
										Last minute changes or late approvals that can delay processing
									
								
													
										Lack of insights and visibility into their payroll & time data
									
								
													
										Manual processes or outdated payroll technology
									
						
		Your payroll software solution should take the stress out of payment processing and give you confidence in your results.		
			The little things make a BIG difference when it comes to managing payroll. Namely provides a robust offering of payroll and time features, coupled with full payroll tax services.
		
			Payday, The Easy Way		
			Online Payroll System Integrated with HR, Benefits & Time
		
			Quarterly and Year-End Reporting
		
			Employee Self-Service & Expense Tracking
		
			Configurable GL Export
		
			Electronic State & Federal W-4s
		
			Wage Garnishment
		
			Unlimited On and Off Cycle Payrolls
		
			Delivered Best-Practice Reports
		
			Tax Compliance & Filing
		
			Automated Salaried Proration
		
			Mobile 1099s and W-2s
		
			Complete Payroll Reports
		
			Time is Money
		
			Time & Attendance Management
		
			Web Punch
		
			Point/Occurrence Tracking
		
			Online Timesheets
		
			Meal Break Rules
		
			Mobile & Kiosk Time Entry
		
			Scheduling		
			Physical/Biometric Time Clocks
		
			Shift Swaps & Drops
		
			OT Rules
		
			Audit Trails
		
			Massive Updates
		
								
							
									Request a Call
					
		Inconsistent and inaccurate payroll can quickly lead to waning employee and leadership trust. When your workforce relies on their paycheck being deposited on time, every time — mistakes aren’t something you can afford.		
			When you trust in Namely, your workforce will trust in you.
		
								Personal Payroll data							
								With Namely’s online payroll software, employees have everything they need in one place. From updating direct deposit information to viewing their last paystub. Empower your people with access.
								Payroll Dashboard							
								The Payroll Dashboard provides payroll administrators with a home base for all things pay-related. Get a quick view of all the important information you need
								Payroll Wizard							
								Payroll as easy as 1 -2- 3! We designed a simple three step process to complete your processing accurately and on time
								Time Management							
								View and manage your entire hourly workforce in one robust dashboard. Easily spot and action approaching OT, tardies, late approvals, and more
								Time Tracking							
								Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more. Track time however your business needs
			We process more than $12 billion in annual payroll in all 50 states		
			Read more about Namely’s
								
									Payroll System
					
								
									Time & Attendance
					
			Our Clients Love Namely Payroll, You Will Too
		
						“With Namely, it only takes me about 15 to 20 minutes to process payroll — and that’s a huge time saver.“					
					- Christopher Frakes, Chief of Staff of People Operations at Praetorian Security				
						
						“Namely is the easiest payroll system I’ve ever used.“					
					- Sarah Pottieger, Human Resources Manager at Madison Logic				
						
						“The payroll system is so easy to use that payroll processing is a breeze for us“					
					- Kai Briones-Lee, HR Manager at First Tee-San Francisco (TrustRadius Quote)				
						
						“Namely has cut down on a lot of time in processing payroll. The additional time has allowed us to put a new focus on onboarding with social distancing in mind.“					
					- Caley Dawkins, HR Manager at the The Ramey Agency (TrustRadius Quote)				
						
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			Not Ready to Chat but Eager to Learn More?
		
														
															
			Learn how to effectively evaluate Payroll technology vendors		
								
							
									Download Now
					
														
															
			Check out our comprehensive guide to payroll		
								
							
									Read Now
					
			Say goodbye to second guessing and triple checking. With Namely's payroll services, you’ve entered a new era of payroll confidence and consistency.		
			It’s Easy to Get Started		
								
							
									Request a Call
					
			FAQs About Our Payroll Software
		
								What are the benefits of using online payroll software?							
								Payroll & time administration in the US is hard. With a unified payroll management system, you can get payroll done accurately and on time — every time — without the headache.Here are just a few of the many benefits of using online payroll software:Unified timesheets and payroll, allowing data to flowing seamlessly between systems and ensuring payroll accuracyEmployee self service, allowing employees to view their paystubs, update direct deposit information, and view W-2s — without assistance from youSupport for all your payroll tax needsMuch, much more
								What features should I look for in a payroll system?							
								All payroll software is not created equal. So when you’re evaluating which payroll processing software to choose, you have to make a list of what matters most to your company and team and what goals you’re hoping to achieve.Depending on the tool you’re looking for, here are some functionality requirements you should consider when selecting online HR software:Employee self service & expense trackingWage and salary processingOn- and off-cycle payrollsOnline timesheetsMobile & kiosk time entry and physical/biometric clocksQuarterly and year-end payroll reportingWage garnishment administrationTax filingMobile 1099s and W-2sAutomated salary prorationAutomated salaried prorationPayroll compliance supportAn easy-to-use payroll dashboard
								Can I see a demo of your product?							
								Absolutely! We offer personalized product demos to showcase the features and benefits of Namely’s payroll software. To schedule a demo, please reach out to our team. We’ll be delighted to walk you through our payroll software and answer any questions you may have.
								How much does Namely’s payroll software cost per employee?							
								The cost of Namely’s payroll software per employee may vary based on your specific business needs and the features you require. Our packages start at just $9 per employee.
								Can payroll software handle payroll taxes and compliance?							
								Yes! Payroll laws, especially when managing a multi-state workforce, can be difficult. It’s essential to mitigate risk by making sure you are staying compliant with laws and regulations, such as the Equal Employment Opportunity Commission (EEOC), Fair Labor Standards Act (FLSA), and the Department of Labor. The right payroll system can help ease these concerns through creating rules and customization within the platform, and ensuring reports are filed correctly and punctually.Additionally, with Namely, your business has a comprehensive tax management feature, which automatically calculates the federal, state, local, and other tax that is deducted from each paycheck. It can also automatically calculate any changes in tax code and actually pay and file taxes on the company’s behalf. This feature is a critical step for ensuring accuracy, complying with tax codes, and keeping them up to date. Regardless of which payroll system you use, your company will be responsible for accurate reporting and payment of payroll taxes.
								How easy is it to set up and use an online payroll solution?							
								Getting set up with Namely’s payroll solution is simple. We hold your hand through a seamless implementation using our proven best practices and data migration services. Then, your company can go live in 3 months or less.Once you’re onboarded, running payroll is as easy as 1 -2- 3! We designed a simple three-step process to complete your processing accurately and on time.
								Can online payroll software integrate with other HR systems?							
								Absolutely—in fact, it should! Connecting your payroll software with your HR, time & attendance, and benefits platforms will make your life so much easier and running payroll so much smoother. Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.
								What type of businesses can benefit from using an online payroll service?							
								All businesses can benefit from using payroll software, but Namely’s payroll management system is built specifically for small- and mid-sized businesses with 25-1000 employees.
								How does online payroll software handle multiple pay schedules?							
								Namely’s payroll software and services can run unlimited on and off cycle payrolls—making it easier than ever to get your employees paid on your schedule and theirs.
								Can I customize the reports generated by Namely’s payroll software?							
								Yes! We know that one-size does not always fit all. Namely’s payroll platform is designed to be configurable so you can ensure your unique business needs are met, and so we can grow with you. Personalization and scalability are at the core of our platform.
								How does your payroll solution handle employee benefits and deductions?							
								With Namely’s payroll solution, you can automatically track benefits, such as insurance, retirement, and vacation and sick days. This tool can either be a builtin part of the software or part of a separate module, depending on the provider.It is a useful resource in ensuring that employees benefits management plans are being processed correctly, and that they are accurately coordinated with payroll. Having your benefits platform directly integrated with your payroll platform can save your business time and money, as combining these manually opens up a lot of risk of error if you need to manually edit payroll every time someone changes their benefits.
								How does Namely’s payroll service handle overtime and paid time off?							
								Namely’s payroll software, time and attendance tracking, and HR platform all speak to each other—meaning handling overtime and PTO is a breeze.When employees take time off or work extra hours, that information is automatically pulled into Namely’s payroll solution to easily and accurately make deductions, handle taxes, and calculate payments.

### HCM

The All-in-One HCM Experience		Wow your people.Power your business.			Watch Exclusive Preview		https://youtu.be/5gLU041mp_4			Request a Call					 					Namely offers the technology and services to support your business now and as it grows or your needs change.					Adapt to Change		Whether it's compliance, workforce shifts, or business expansion, Namely’s scalable platform helps you stay agile.			Work Smarter		Bring all your HR functions into one unified platform, streamlining processes and reducing errors.			Plan for the Future
		With robust reporting and real-time data, you can make strategic decisions with confidence.																													Namely helps you simplify processes, reduce risk and improve the employee experience – from candidate to retiree.							
							
													
										Applicant Tracking
									
								
													
										HR Management
									
								
													
										Onboarding
									
								
													
										Payroll & Taxes
									
								
													
										Time & Attendance 
									
						
									
							
													
										Scheduling
									
								
													
										Benefits Administration
									
								
													
										Performance Management
									
								
													
										Compliance
									
								
													
										Reporting
									
						
							Experience Smarter HCM										
									Request a Call

### HR Tech 2024

Meet Namely at HR Tech 2024		
		Discover the latest features Namely has to offer at HR Tech 2024 and get a chance to win a weekend for two at the 2025 Indy 500! Reserve your time to meet a Namely representative at the show, now! 		
			Reserve Now		
			 
																										
		Explore how Namely’s all-in-one HCM can help you accelerate hiring, streamline operations, and drive team success at HR Tech. Plus, meet 18-time IndyCar Winner Ryan Hunter-Reay in person and enter to win a weekend for two at the 2025 Indy 500!		
			Namely Features Include:		
					
							
													
										Seamless Payroll Integration
									
								
													
										Intuitive Shift Planning
									
								
													
										 Applicant Tracking with Integrated Onboarding
									
								
													
										360° Performance Reviews with Goal Tracking
									
						
																										
			Technology & Service Awards		
																										
			TRUSTRADIUS		
			TOP RATED 2023		
																										
			G2		
			HIGH PERFORMER ENTERPRISE SPRING 2023		
																										
			G2		
			LEADER MID-MARKET SPRING 2023		
																										
			G2		
			LEADER SPRING 2023		
																										
			REMOTETECH BREAKTHROUGH		
			BENEFITS & HR : OVERALL HR SOLUTION PROVIDER OF THE YEAR 2022		
																										
			CAPTERRA		
			SHORTLIST FOR BENEFITS ADMINISTRATION SOFTWARE 2022		
																										
			SOFTWARE ADVICE		
			TOP BENEFITS ADMINISTRATION FRONT RUNNERS 2022		
																										
			GETAPP		
			BENEFITS ADMINISTRATION LEADERS 2022		
			Company & Culture Awards		
																										
			GREAT PLACE TO WORK		
			CERTIFIED MAY 2024 - MAY 2025		
																										
			MOGUL		
			TOP PIONEERS IN DIVERSITY & INCLUSION		
																										
			INC. MAGAZINE		
			INC. MAGAZINE'S ANNUAL BEST WORKPLACE 2022		
																										
			COMPARABLY		
			BEST OPERATIONS TEAM 2022		
																										
			COMPARABLY		
			BEST COMPANY IN NY 2022		
																										
			INSPIRING WORKPLACES		
			INSPIRING LEADER 2021 - LARRY DUNIVAN		
																										
			COMPARABLY		
			BEST WORK LIFE BALANCE 2021		
																										
			COMPARABLY		
			BEST COMPANY FOR DIVERSITY 2021		
		Photo credit: www.latimages.com 

### Employee Onboarding Software

Employee Onboarding Software		
		Set Up New Hires For Success From Day One With Namely		
						
																										
			Request a Call		
			 		
		A powerful onboarding process for new employees begins before their first day. With Namely, you can automate employee onboarding and focus less on the process and more on engagement. Namely’s employee onboarding software automates tasks, safely stores new hire forms, collect signatures, and keeps you compliant with a delivered integration to E-Verify. Namely gives you the time to establish your company culture and welcome new hires before they even start.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Integrated & Organized Onboarding		
		With Namely, you can track complex processes in any department, automatically send onboarding tasks to new hires, collect signatures, and seamlessly gather onboarding forms - all in one place.		
			Tailored New Hire Experience		
		Create a personalized employee onboarding experience for new hires with role-based workflows, unlimited customizable templates, employee profiles, and so much more. Set up new hires for success with Namely.		
			Compliance Resources Keeping You One Step Ahead		
		Securely store new hire forms within Namely and ensure compliance with a delivered integration to E-Verify and eSignature.		
			How can Namely help your Business?

### Electronic Onboarding

Electronic Onboarding Software		
		Say Goodbye To Paperwork And Automate Your Onboarding Process		
						
																										
			See How Namely Can Help		
			 		
		A successful onboarding process is about efficiency and making a good first impression. With Namely, you can provide both. Namely’s onboarding solution automates tasks, safely stores new hire forms, and keeps you compliant with a delivered integration to E-Verify. Namely gives you the time to establish your company culture before new hires even start.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			First Impressions Made Easy		
		A powerful onboarding process for new employees begins before their first day. With Namely, you can easily manage employee onboarding and focus less on the process and more on engagement.		
			Electronic & Paperless Onboarding		
		With Namely, you can track complex processes in any department, automatically send onboarding tasks to new hires, and seamlessly collect onboarding forms - all in one place.		
			Compliance Resources Keeping You One Step Ahead		
		Securely store new hire forms within Namely and ensure compliance with a delivered integration to E-Verify and eSignature.		
			How can Namely help your Business?

### Request a Demo

Namely’s HR Software		
		Don't Just Keep Up - Get Ahead		
						
																										
			See How Namely Can Help		
			 		
		Namely covers your essential HR needs and compliance requirements in one central place. It helps you recruit, onboard, and manage your employees; ensure they get paid; and offer perks to attract and retain them. We have the resources you need, when you need them.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Workforce Management		
		From pre-boarding and onboarding through performance and termination - do it all with Namely. With easy-to-use time off tracking, e-signature, eVerify, job and salary tracking, and much more, Namely gives you the best tools for the best results.		
			Service That Never Leaves You Hanging		
		Our trouble-free implementation process empowers you to focus on innovative people strategies, and the support doesn’t stop there. With Namely, you get world-class service to help you navigate the challenges of HR — every step of the way.		
			Incredible Employee Experience		
		Empower employees with a tool to self-serve their HR needs. Requesting PTO, administering performance reviews, and appreciating coworkers has never been easier.		
			How can Namely help your Business?

### HCM Solution

All-in-One HR, Payroll, Benefits, and Compliance Platform Built for Today’s Workforces
		Namely’s full-platform HCM software simplifies and unifies every stage of the employee lifecycle. Manage HR, payroll, time, benefits, compliance, and more, all from one secure, easy-to-use system built for growing businesses.			Let’s Connect!
		Complete the below form and a member of our team will reach out to schedule an introductory call to learn more about your business and explore how Namely can help solve your challenges.			 		https://www.youtube.com/watch?v=5gLU041mp_4					
						
							Discover a complete HCM software platform designed for small and midsize businesses. Manage the entire employee lifecycle, from hiring and onboarding to payroll, time and attendance, benefits, and performance; in one secure, user-friendly system built to help your company save time, adapt quickly to change, and grow.					Wow yourpeople.										
									Request a Call
					
																																																													See How Namely’s All-in-One HCM Platform Can Transform Your HR, Payroll, and Talent Operations							
							
													
										HR MADE SIMPLE: Streamline tasks like employee communications, document storage, feedback, and time-off tracking—all in one place.
									
								
													
										SEAMLESS ONBOARDING: Welcome new hires with automated onboarding workflows that set them up for success from day one.
									
								
													
										POWERFUL REPORTING TOOLS: Access real-time workforce data and custom visualizations to make informed business decisions.
									
								
													
										AUTOMATED PAYROLL: Reduce errors and simplify tax management with automated payroll processing and easy compliance tools.
									
								
													
										WORKFORCE MANAGEMENT: Track time, attendance, and scheduling with advanced tools like geofencing and shift differentials.
									
								
													
										MOBILE APP ACCESS: Give employees mobile access to pay stubs, benefits, schedules, and company information anytime, anywhere.
									
						
									
							
													
										BENEFITS ADMINISTRATION: Simplify open enrollment and manage life event changes in one intuitive, unified benefits administration platform.
									
								
													
										APPLICANT TRACKING: Find and hire top talent faster with AI-assisted job descriptions, automated workflows, and candidate tracking.
									
								
													
										PERFORMANCE MANAGEMENT: Drive employee growth and goal alignment through continuous feedback, recognition and paperless performance reviews.
									
								
													
										COMPLIANCE MADE EASY: Stay on top of state-mandated trainings and policies with access to tools like a Living Handbook and compliance software.
									
								
													
										MANAGED SERVICES: Offload HR, payroll, and benefits administration with Namely’s expert managed HR services tailored to your needs.
									
						
																																	Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Power your
business.										
									Request a Call

### Electronic Onboarding

Electronic Onboarding Software		
		Say Goodbye To Paperwork And Hello To Namely's Electronic Onboarding		
			Request a Call
		
			 		
																										
						
			Still Not Convinced? See What Clients Love About Namely's Electronic Onboarding Software		
		https://www.youtube.com/embed/YObysUoS-DQ		
																										
			First Impressions Made Easy		
		A powerful onboarding process for new employees begins before their first day. With Namely, you can easily manage employee onboarding and focus less on the process and more on engagement.		
			Paperless & Electronic Onboarding 		
		With Namely, you can track complex processes in any department, automatically send onboarding tasks to new hires, and seamlessly collect onboarding forms - all in one place.		
			Compliance Resources Keeping You One Step Ahead		
		Securely store new hire forms within Namely and ensure compliance with a delivered integration to E-Verify and eSignature.		
			Build a purposeful company culture with a better employee experience - all in one place.		
			
									Request A Call
					
																										
			How can Namely help your Business?

### Payroll Service

Payroll Services		
		From paying employees to managing HR and benefits, Namely has the resources you need - when you need them most		
						
																										
			Request a Call		
			 		
			When you trust in Namely, your workforce will trust in you.		
		When your workforce relies on their paycheck being deposited on time, everytime — mistakes aren’t something you can afford. With Namely's  payroll system you can automate online payroll processing, stay compliant, and easily access your company’s payroll insights - all in one place.		
			WE PROCESS MORE THAN $12 BILLION IN ANNUAL PAYROLL IN ALL 50 STATES
		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Empower Your People		
		Employees have everything they need in one place. From updating direct deposit information to viewing their last paystub.		
			Integrated Technology		
		Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your online payroll process, we put valuable time back in your day.		
			Robust Reporting		
		Namely makes it easy to access the info and insights you need. Gain full visibility into your company’s payroll with pre-built and custom reports.		
			How can Namely help your Business?

### Namely HRIS

HRIS System		
		Namely’s HRIS software powers you with the tools you need to hire, inspire, and everything in between.		
			Request a Call
		
			 		
																										
						
			Still Not Convinced? See What Clients Love About Namely's Core HRIS Software		
		https://www.youtube.com/embed/XMGzIq4zOIE		
																										
			Workforce Management		
		From pre boarding to onboarding, performance, and termination - do it all within Namely. With easy-to-use time off tracking, e-signature, eVerify, job and salary tracking, and much more, Namely gives you the best tools for the best results.		
			A Centralized Single System of Record		
		Easily find, update, and report on all your HR, benefits, and payroll data from one user-friendly platform. Giving your team the time to focus on the most important thing - your people.		
			Engage Everyone - Every Day		
		Connect, engage, and develop your workforce in a platform that your talent actually wants to use. Namely's built-in newsfeed, employee directory, and goal-setting tool keep your workforce connected regardless of where they are.		
			Build a purposeful company culture with a better employee experience - all in one place.		
			
									Request A Call
					
																										
			How can Namely help your Business?

### HR Platform

HR Platform		
		Namely’s HR platform powers you with the tools you need to hire, inspire, and everything in between.		
						
																										
			Request a Call		
			 		
		You should have control over your HR platform. Namely is designed to give you the power to personalize the platform to meet your needs — now and as you grow. Get everything you and your workforce need — including time off tracking, org charts, eVerify, onboarding, analytics, and so much more —  in one intuitive, user-friendly place.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Workforce Management		
		From pre boarding to onboarding, performance, and termination - do it all within Namely's HR platform. With easy-to-use time off tracking, e-signature, eVerify, job and salary tracking, and much more, Namely gives you the best tools for the best results.		
			A Centralized Single System of Record		
		Easily find, update, and report on all your HR, benefits, and payroll data from one user-friendly platform. Give your team the time to focus on the most important thing - your people.		
			Employee Self Service		
		Empower employees with a tool to self-serve their HR needs. Requesting PTO, administering performance reviews, and appreciating coworkers has never been easier.		
			How can Namely help your Business?

### Company Payroll

Payroll: From Stressful to Streamlined		
		From paying employees to managing HR and benefits, Namely has the resources you need - when you need them most		
						
																										
			Request a Call		
			 		
			When you trust in Namely, your workforce will trust in you.		
		When your workforce relies on their paycheck being deposited on time, everytime — mistakes aren’t something you can afford. With Namely's software you can automate payroll processing, stay compliant, and easily access your company’s payroll insights - all in one place.		
			WE PROCESS MORE THAN $12 BILLION IN ANNUAL PAYROLL IN ALL 50 STATES
		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Employee Self Service		
		Employees have everything they need in one place. From updating direct deposit information to viewing their last paystub.		
			Integrated Technology		
		Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.		
			Robust Reporting		
		Namely makes it easy to access the info and insights you need. Gain full visibility into your company’s payroll with pre-built and custom reports.		
			How can Namely help your Business?

### Payroll Self Service

Payroll Self Service System		
		Namely’s technology is paired with best-in-class support from payroll and tax experts– ensuring worry-free payroll processing days. Reduce errors, save time, and provide a better experience for employees.		
			Request a Call
		
			 		
																										
						
			Still not convinced? See what our clients love about Namely Payroll.		
					
			
				"With Namely, it only takes me about 15 to 20 minutes to process payroll—and that’s a huge time saver. Namely’s reporting and analytics feature is also massively beneficial because it makes payroll so much easier to run in a timely manner by utilizing their three step-by-step process."			
											- Christopher Frakes, Chief of Staff of People Operations at Praetorian Security, Inc.
					
																										
																										
			Integrated Technology		
		Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.		
			Payroll Wizard		
		Payroll as easy as 1 -2- 3! We designed a simple three step process to complete your processing accurately and on time.		
			Employee Self Service		
		Employees have everything they need in one place. From updating direct deposit information to viewing their last paystub.		
			With Namely, you’ve entered a new era of payroll confidence and consistency.		
			
									Request A Call
					
																										
			WE PROCESS MORE THAN $12 BILLION IN ANNUAL PAYROLL IN ALL 50 STATES		
			72%		
		of clients say Namely has made its employees more productive		
			11 hr		
		The amount of time on average companies save in a week using Namely		
			91%		
		of clients report that Namely makes it easier to access and manage employee data

### Payroll Management Software

Make Payroll a Breeze with Better Payroll Management Software		Namely’s payroll management software automates processing, simplifies tax compliance, and gives you access to payroll insights, all from one secure platform.Namely's payroll software is part of a single HCM suite that integrates HR, onboarding, payroll, time, benefits administration, and compliance. Complete the form to learn more.			Let’s Connect!
		Complete the below form and a member of our team will reach out to schedule an introductory call to learn more about your business and explore how Namely can help solve your challenges.			 																																	
						
							Namely’s payroll management software gives small and midsize businesses everything they need to run payroll confidently from one secure platform. Automate calculations, simplify tax filings, and ensure accurate paychecks every time, all while staying compliant with federal, state, and local regulations.					Wow yourpeople.										
									Request a Call
					
																																			Benefits of Automated Payroll Processing, Tax Filing, and HR in One Software																																	
							
													
										AUTOMATE PAYROLL RUNS: Save time and reduce errors by running payroll with Namely’s payroll management software in just a few clicks.
									
								
													
										STAY COMPLIANT WITH TAXES: Handle local, state, and federal payroll tax filings automatically to avoid penalties and maintain compliance.
									
								
													
										STREAMLINE YEAR-END REPORTING: Easily generate W-2s, 1099s, and other required payroll reports with built-in tools.
									
								
													
										EMPLOYEE SELF-SERVICE ACCESS: Give employees secure access to pay stubs, tax forms, and direct deposit updates through a self-service portal.
									
						
									
							
													
										REAL-TIME PAYROLL INSIGHTS: Access payroll reports and analytics that track labor costs and payroll trends.
									
								
													
										SIMPLIFY BENEFITS DEDUCTIONS: Ensure accurate benefits deductions and contributions every cycle with integrated payroll and benefits software.
									
								
													
										SECURE PAYROLL DATA: Protect sensitive employee information with advanced data security and role-based permissions.
									
						
																																	Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Power your
business.										
									Request a Call

### HR Management

Your People. Your Strategy. Your HR Software.		
		Say goodbye to feeling stressed, time-strapped, and frustrated. Being a culture-creating, innovative HR leader is your new normal.		
			See How Namely Can Help		
			 		
																										
						
			Still Not Convinced? See What Clients Love About Namely's HR Software.		
					
			
				“Namely is truly a one-stop-shop for all HR processes. From basic HR data, performance reviews, time off, compliance, and analytics, Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information.”			
											- Adrian Gajda, People Manager at Vita Coco
					
																										
																										
			Workforce Management		
		From pre boarding to onboarding, performance, and termination - do it all within Namely. With easy-to-use time off tracking, e-signature, eVerify, job and salary tracking, and much more, Namely gives you the best tools for the best results.		
			A Centralized Single System of Record		
		Easily find, update, and report on all your HR, benefits, and payroll data from one user-friendly platform. Give your team the time to focus on the most important thing - your people.		
			Service That Never Leaves You Hanging		
		Our trouble-free implementation process empowers you to focus on innovative people strategies, and the support doesn’t stop there. With Namely, you get dedicated specialists to help you navigate the challenges of HR — every step of the way.		
			Managing your workforce is complex. To do it well, you need powerful HR solutions. Enter Namely.		
			
									Request A Call
					
																										
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			72%		
		of clients say Namely has made its employees more productive		
			11 hr		
		The amount of time on average companies save in a week using Namely		
			91%		
		of clients report that Namely makes it easier to access and manage employee data

### HCM Software

Your People. Your Strategy. Your HCM Software.		
		Namely’s HCM software powers you with the tools you need to hire, inspire, and everything in between.		
						
																										
			Request a Call		
			 		
		You should have control over your HCM software. Namely is designed to give you the power to personalize the platform to meet your needs — now and as you grow. Get everything you and your workforce need — including time off tracking, org charts, eVerify, onboarding, analytics, and so much more —  in one intuitive, user-friendly place.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Workforce Management		
		From pre boarding to onboarding, performance, and termination - do it all within Namely. With easy-to-use time off tracking, e-signature, eVerify, job and salary tracking, and much more, Namely gives you the best tools for the best results.		
			A Centralized Single System of Record		
		Easily find, update, and report on all your HR, benefits, and payroll data from one user-friendly platform. Giving your team the time to focus on the most important thing - your people.		
			Engage Everyone - Every Day		
		Connect, engage, and develop your workforce in a platform that your talent actually wants to use. Namely's built-in newsfeed, employee directory, and goal-setting tool keep your workforce connected regardless of where they are.		
			How can Namely help your Business?

### Benefits Platform

Streamline Benefits Enrollment with Namely’s Benefits Administration Software 		Namely’s benefits administration software makes it easy to manage open enrollment, automate deductions, and stay compliant. Give employees an intuitive, educational enrollment experience while reducing manual work for HR.			Let’s Connect!
		Complete the below form and a member of our team will reach out to schedule an introductory call to learn more about your business and explore how Namely can help solve your challenges.			 																																	
						
							Namely’s benefits administration platform simplifies every part of benefits management for small and midsize businesses. From plan configuration and eligibility tracking to self-service enrollment, you can save time, stay compliant, and deliver a better benefits experience, from a single HCM platform. 					Wow yourpeople.										
									Request a Call
					
																																			How Namely’s Benefits Administration Software Simplifies HR Workflows and Employee Enrollment																																	
							
													
										SIMPLIFIED ENROLLMENT: Provide employees with an intuitive benefits enrollment experience that guides them through plan options step-by-step.
									
								
													
										PLAN COMPARISON & TRANSPARENCY: Show side-by-side plan comparisons and contribution details so employees can make informed decisions.
									
								
													
										CENTRALIZED PLAN RESOURCES: Provide employees with quick access to plan documents, summaries, and FAQs all in one place.
									
								
													
										CARRIER CONNECTIVITY: Automatically transmit enrollment changes to insurance carriers, saving time and reducing errors.
									
						
									
							
													
										ELIGIBILITY & COMPLIANCE: Easily manage plan eligibility, ACA reporting, and carrier connections from our secure benefits administration platform.
									
								
													
										EMPLOYEE SELF-SERVICE: Give employees access to current coverage, costs, and dependents.
									
								
													
										EASY OPEN ENROLLMENT TRACKING: Use real-time dashboards and checklists to track open-ended enrollment progress and ensure no steps are missed.
									
								
													
										AUTOMATED PAYROLL DEDUCTIONS: Sync benefit selections directly with payroll to reduce manual entry and prevent errors.
									
						
																																	Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Power your
business.										
									Request a Call

### Benefits Package

Company Benefits, Built For Your Unique Business		
		Benefits administration and open enrollment shouldn’t be such a time-suck. Namely’s platform simplifies the way you evaluate, administer, and run your program.		
			Request a Call
		
			 		
																										
						
			Still Not Convinced? See What Clients Love About Namely Benefits		
					
			
				"Namely’s benefits administration solution is intuitive and straightforward. When it comes to our employees selecting and viewing their benefits, they can easily navigate through the portal on their own. This particular feature on Namely’s platform is my biggest time saver by far."			
											- Danielle Bensignor, Senior Manager of Talent Management at ExecOnline
					
																										
																										
			Intuitive and Integrated Technology		
		Save time and reduce error with our benefits dashboard, ACA reporting, and direct integrations with HR, payroll, and your carriers.		
			Modern Enrollment Wizard		
		Make benefits a breeze. Empower employees to make smart benefits election choices with our easy-to-use benefits technology.		
			Expert Benefits Advisers & World Class Benefits		
		The future of employee benefits consulting is here. Streamline your benefits administration while simplifying the way you evaluate, administer, and run your program.		
			From open enrollment to life event management - do it all within Namely		
			
									Request A Call
					
																										
			Serving 200,000+ Employees Globally		
			72%		
		of clients say Namely has made its employees more productive		
			11 hr		
		The amount of time on average companies save in a week using Namely		
			91%		
		of clients report that Namely makes it easier to access and manage employee data

### Benefits Enrollment System

Benefits Enrollment System		
		From open enrollment to life event management, do it all within Namely.		
						
																										
			Request a Call		
			 		
		A hectic and overly-manual open enrollment process can leave you feeling burnt out. But it doesn’t have to be that way. With Namely’s best-in-class technology, administering employee benefits is a breeze — for you and your people.		
			Serving 200,000+ Employees Globally		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		The amount of time on average companies save in a week using Namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Modern Enrollment Wizard		
		Make benefits a breeze. Empower employees to make smart benefits election choices with our easy-to-use benefits technology.		
			Intuitive and Integrated Technology		
		Save time and reduce error with our benefits dashboard, ACA reporting, and direct integrations with HR, payroll, and your carriers.		
			Plans from Top Carriers		
		We work with the nation's leading carriers and innovative benefits companies. From traditional health insurance to supplemental plans and new options like telehealth, offer the plans your employees want.		
			How can Namely help your Business?

### Namely Comply

You didn't get into HR to stress about compliance. Enter Namely.		
			Access to live HR advisors
		
		Receive unlimited, expert guidance from our certified advisors to prevent and resolve challenging people situations and compliance risk issues.		
			Deliver required training
		
		Provide your employees with an array of mandated and developmental training solutions for proactive and reactive risk management. From sexual harassment to workplace safety, our learning management system covers it all.		
			Utilize robust compliance tools
		
		Access all the compliance tools you need. Easily submit OSHA logs and forms, seamlessly maintain company policies with the living handbook, and leverage intuitive toolkits, webinars, and whitepapers.		
			Questions?
		
					
							
													
										 1-855-626-3591
									
						
					
							
											
													
										Chat with us now
											
									
						
			Take a tour of Namely coMPLY

### Compliance ROI Calculator

See how much Namely's compliance solutions can save you.		
		Keeping track of filing deadlines, staying on top of state and federal regulations, and avoiding costly compliance penalties can be a full-time job. Luckily, adopting a compliance solution can streamline your efforts, saving you time and money so you can spend more time focusing on the aspects of HR you love.		
																										
        
            
            
            
            
            
            
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                                Colorado
                                Connecticut
                                Delaware
                                Florida
                                Georgia
                                Hawaii
                                Idaho
                                Illinois
                                Indiana
                                Iowa
                                Kansas
                                Kentucky
                                Louisiana
                                Maine
                                Maryland
                                Massachusetts
                                Michigan
                                Minnesota
                                Mississippi
                                Missouri
                                Montana
                                Nebraska
                                Nevada
                                New Hampshire
                                New Jersey
                                New Mexico
                                New York
                                North Carolina
                                North Dakota
                                Ohio
                                Oklahoma
                                Oregon
                                Pennsylvania
                                Rhode Island
                                South Carolina
                                South Dakota
                                Tennessee
                                Texas
                                Utah
                                Vermont
                                Virginia
                                Washington
                                Washington DC
                                West Virginia
                                Wisconsin
                                Wyoming
                                District of Columbia
                            
                    
                2. This year, my company’s top compliance concerns are (Please select 5):
                        
                        
                        Accessing expert help when needed
                        
                        
                        Discrimination claims
                        
                        
                        Employee training
                        
                        
                        Healthcare (ACA)
                        
                        
                        Keeping company policies/handbook up-to-date
                        
                        
                        Managing a multi-state workforce
                        
                        
                        Managing people risks
                        
                        
                        Misclassifying employees
                        
                        
                        Staying on top of compliance deadlines
                        
                        
                        Staying up-to-date on changing state and federal laws and employer requirements
                        
                        
                        Workplace harassment
                        
                        
                        Workplace safety (OSHA)
                        
                        
                        Writing job descriptions
                
        
                Total Cost Without Namely
                $15,623
                Estimated Annual Cost of Comply Advice & Action
                $15,623
                Potential Annual Savings with Namely*
                $15,623
        From our extensive content library to our live compliance experts, Namely Comply Advice & Action offers everything you need to remain compliant and avoid costly fees—saving you time and money along the way! 
        
            
                
                    Concern
                    Solution
                
            
            
            
        
        Interested in learning more about  Namely Comply Advice & Actions solution?
        Request Demo
    
    
    *The cost of Namely Comply Advice & Action outlined above is based off of the employee range you shared and is only an estimate. Actual cost and financial savings may vary.

### CCPA

PRIVACY NOTICE FOR CALIFORNIA
CONSUMERS ONLY		
		This PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the Namely family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly-owned or majority-owned and controlled subsidiary of the Namely family of companies.		
			Information We Collect
		
		We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).		
			WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:		
			CATEGORY		
			EXAMPLES
		
			COLLECTED?
		
			A. Identifiers		
		A real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.		
			YES		
			B. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e)		
		A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.		
			YES		
			C. Protected classification characteristics under California or federal law
		
		Age (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).		
			YES		
			D. Commercial information
		
		Records of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.		
			YES		
			E. Biometric information
		
		Genetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.		
			YES		
			F. Internet or other similar network activity
		
		Browsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.		
			YES		
			G. Geolocation data
		
		Physical location or movements.		
			YES		
			H. Sensory data
		
		Audio, electronic, visual, thermal, olfactory, or similar information.		
			YES		
			I. Professional or employment-related information
		
		Current or past job history or performance evaluations.		
			YES		
			J. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))
		
		Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.		
			YES		
			K. Inferences drawn from other personal information
		
		Profile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.		
			YES		
			PERSONAL INFORMATION DOES NOT INCLUDE:
		Publicly available information from government recordsDe-identified or aggregated consumer informationInformation excluded from the CCPA’s scope, like:health or medical information covered by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the California Confidentiality of Medical Information Act (CMIA) or clinical trial data.personal information covered by certain sector-specific privacy laws, including the Fair Credit Reporting Act (FCRA), the Gramm-Leach-Bliley Act (GLBA) or California Financial Information Privacy Act (FIPA), and the Driver’s Privacy Protection Act of 1994.		
			WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:
		Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.namely.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as: our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.		
			Use of Personal Information
		
			WE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:
		To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a tax return, we will use that information to prepare the return and submit it to the applicable taxing authorities.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information or as otherwise set forth in the CCPA.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal informationheld by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.		
			Sharing Personal Information
		
			WE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.
		We may share your personal information within the Namely family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.		
			IN THE PRECEDING TWELVE (12) MONTHS, WE HAVE DISCLOSED THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION FOR A BUSINESS
								
							Category A: Identifiers						
								
							Category B: California Customer Records Personal Information Categories						
								
							Category C: Protected Classification Characteristics Under California or Federal Law						
								
							Category D: Commercial Information						
								
							Category E: Biometric Information						
								
							Category F: Internet or Other Electronic Network Activity Information						
								
							Category G: Geolocation Data						
								
							Category I: Professional or Employment-Related Information						
								
							Category K: Inferences Drawn from Other Personal Information						
			WE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:
		Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.In the preceding twelve (12) months, we have not sold any personal information to third parties within the scope of the application of the CCPA.		
			Your Rights and Choices
		
		The CCPA provides California consumers with specific rights regarding their personal information. This section describes your CCPA rights and explains how to exercise those rights.		
			ACCESS TO SPECIFIC INFORMATION AND DATA PORTABILITY RIGHTS
		You have the right to request that we disclose certain information to you about our collection and use of your personal information over the past twelve (12) months.		
			ONCE WE RECEIVE AND CONFIRM YOUR VERIFIABLE CONSUMER REQUEST, WE WILL DISCLOSE TO YOU:
		The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.		
			DELETION REQUEST RIGHTS		
		You have the right to request that we delete any of your personal information that we collected from you and retained, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.		
			WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:		
		Complete the transaction for which we collected the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise perform our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Comply with the California Electronic Communications Privacy Act (Cal. Penal Code § 1546 seq.).Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.		
			EXERCISING ACCESS, DATA PORTABILITY, AND DELETION RIGHTS
			TO EXERCISE THE ACCESS, DATA PORTABILITY, AND DELETION RIGHTS DESCRIBED ABOVE, PLEASE SUBMIT A VERIFIABLE CONSUMER REQUEST TO US BY EITHER:
		Calling us at 800.941.8731Emailing us at privacy@namely.comVisiting namely.comOnly you or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your personal information.		
			YOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) - MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:
		Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request.		
			RESPONSE TIMING AND FORMAT
		We endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) - month period preceding the verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.		
			Nondiscrimination
		
		We will not discriminate against you for exercising any of your CCPA rights.		
			UNLESS PERMITTED BY THE CCPA, WE WILL NOT:
		Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.		
			How to Make a Request
		
		You may make a request for the disclosures or deletion described above by contacting us using one of the methods described below methods.You may be required to submit proof of your identity for these requests to be processed as a verifiable consumer request. We may not be able to comply with your request ifwe are unable to confirm your identity or to connect the information you submit in your request with personal information in our possession. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.We will respond to your request consistent with the CCPA, which does not apply to certain information, such as information made available from government records, certain data subject to the (FCRA), (GLBA) and certain other laws, and where its application is preempted by, or in conflict with, federal law or the United States or the California Constitution.We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).		
			Changes to Our Privacy Notice
		
		At a minimum, this notice will be reviewed and updated on an annual basis. We reserve the right to amend this notice at our discretion and at any time. Any changes will be posted on this page with an updated revision date.		
			Contact Information
		
		If you have any questions or comments about this notice, our Privacy Statement, the ways in which we collect and use your personal information, your choices and rights regarding such use, or wish to exercise your rights under California law, please do not hesitate to contact usToll Free Phone Number: 1-888-757-4804Email: privacy@namely.comWebsite: www.namely.comFirst Class Mail, Return Receipt: NamelyATTN: HR Compliance Team195 Broadway, 15th FloorNew York, NY 10007

### Namely vs Zenefits

HR Software That Checks All Of Your Boxes
		
		Namely’s intuitive HR platform is built to adapt to your company’s unique needs. With Namely, you won’t have to trade robust functionality and flexibility for the sake of simplicity. We cover all your HR bases, and we do it right.		
																										
			
    Skip to Comparison Chart
    
  		
																										
			An HR Platform Built
Just For Your Business		
		Namely offers unlimited configurable fields, roles, and workflows to fit your unique needs.		
																										
			Stress-Free Payroll
		Namely’s powerful & integrated solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. Save time, avoid error, and process with confidence.		
																										
			Service That Never Leaves You Hanging
		Dedicated specialists to help you navigate the challenges of HR—every step of the way.		
																										
					
			
				If we didn’t have Namely, I’d have to spend at least 25 percent more time on payroll alone. In Namely, we can easily process payroll, preview employees’ pay stubs, and run both our semi-monthly and bi-weekly pay cycles
			
											- David Kaye, Sr. Director of People and Culture & Controller at Boll & Branch
					
																										
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								Modern HR platformIntuitive User InterfacePaperless onboarding
Delivered E-Verify integration
Company Newsfeed Included at No Charge
User-Friendly Employee Self Service
Employee Recognition
HR Compliance Solution with Expert Live Advice
Anonymous Employee Reporting Solution
Robust Ad Hoc Reporting & HR Analytics
Dedicated Service Pod with Reliable Support
Specialized PEO Transition Package

			
			
									Request a Call

### Namely vs Rippling

The HR Software That Grows With Your Company		
		From payroll and benefits to performance management and reporting, Namely empowers you with an all-in-one HR solution. With Namely, you get dedicated specialists to help you navigate the challenges of HR—every step of the way.		
																										
			The HR Software That Grows With Your Company		
		From payroll and benefits to performance management and reporting, Namely empowers you with an all-in-one HR solution. With Namely, you get dedicated specialists to help you navigate the challenges of HR—every step of the way.		
																										
			
    Skip to Comparison Chart
    
  		
																										
			Engage Everyone - Every Day		
		Connect, engage, and develop your workforce in a platform that your talent actually wants to use.		
																										
			Trusted HR Partner		
		Quality service meets inventive technology. Namely provides a dedicated team of specialists here to help you navigate the challenges of HR.		
																										
			Stress-Free Payroll
		Namely’s powerful & integrated solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. Save time, avoid error, and process with confidence.		
																										
					
			
				During our evaluation, Namely’s performance review functionality checked off all our boxes. But in practice, it’s even better than I thought it was going to be. We rolled out performance reviews in July and have gone through the first round. It’s incredibly flexible to conduct reviews in Namely and we’ve been able to customize them for both roles and departments.
			
											- John McConville, VP of Administration & Compliance at Intellective
					
																										
			Compare		
			
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								Intuitive HR platformModern User InterfaceCompany Newsfeed
User-Friendly Employee Self ServiceEmployee Recognition & Goal TrackingHR Compliance Solution with Expert Live AdviceRobust Ad Hoc Reporting & HR AnalyticsRobust Payroll Processing and ServicesEmployee Benefits Consulting Services
Dedicated Service Pod with Responsive Support
PEO OfferingSpecialized PEO Transition Package

			
			
									Request a Call

### Namely vs Paylocity

Everything You Need To Build A Better Workplace
		
		Namely is designed to give you the power to personalize the platform to meet your needs — now and as you grow. With modern technology and a world-class team of HR experts, Namely empowers you with an all-in-one HR solution designed for mid-sized businesses.		
																										
			
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			Revolutionary HR Capabilities		
		Streamline Your HR processes and save valuable time by having your HR, Benefits, and Payroll information all in one place.		
																										
			Service That Never Leaves You Hanging
		Our Trouble-free implementation process empowers you to focus on innovative people strategies, and the support doesn’t stop there. With Namely, you get dedicated specialists to help you navigate the challenges of HR—every step of the way.		
																										
			Build Your Business on Insights
		Comprehensive reporting functionality powers strategic decisions using real-time HR analytics data.		
																										
					
			
				Namely is a one-stop shop for your company's payroll, HRIS, time and performance management. Each part integrates seamlessly with the other, making your job easier!
			
											- Meghann Lackey, Controller at Scientific Cutting Tools
					
																										
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								All-in-one HR, Benefits and Payroll PlatformExpert HR SupportSpecialized PEO Transition Package
Employee Benefits Consulting/Brokerage ServicesUser-Friendly Employee Self-ServiceIntuitive & Modern User InterfaceCompany Newsfeed & Employee RecognitionIntuitive & Robust Reporting FunctionalityOpen APIsIn-House Implementation
Dedicated Service Pod with Responsive Support
			
			
									Request a Call

### Namely vs BambooHR

HR Software Shouldn’t Be One-Size-Fits All
		
		Namely’s intuitive HR platform is built to adapt to your company’s unique needs. With Namely, you won’t have to trade robust functionality and flexibility for the sake of simplicity. We cover all your HR bases, and we do it right.		
																										
			
    Skip to Comparison Chart
    
  		
																										
			An HR Platform Built Just For You
		Namely offers unlimited configurable fields, roles & permissions and workflows to fit your unique needs.		
																										
			Build Your Business on Insights
		Comprehensive reporting functionality powers strategic decisions with real-time HR analytics and unlimited ad hoc reports.		
																										
			Stress-Free Payroll		
		Namely’s powerful & integrated solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. Save time, avoid error, and process with confidence.		
																										
					
			
				“Been using Namely for about 1.5 years. Can't imagine my HR life without it. I, too, looked into Bamboo, ADP, and other HRIS platforms before making the decision, and I can confidently say Namely was the right choice!”
			
											- Grace Lee, HR Manager at InBody
					
																										
			Compare		
			
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								Modern HR platformIntuitive User InterfaceCompany Newsfeed
User-Friendly Employee Self Service
Employee Recognition
HR Compliance Solution with Expert Live Advice
Employee Benefits Consulting/Brokerage Services
ACA Reporting
Integrated Payroll with Automated Proration
Robust Ad Hoc Reporting & HR Analytics
Open APIs
Specialized PEO Transition Package
Customizable Performance Management
			
			
									Request a Call

### Namely vs ADP

Namely Makes Life Easier.
		
			For You, Your Boss, & Your Employees		
		Namely is designed to give you the power to personalize the platform to meet your needs — now and as you grow. With modern technology and a world-class team of HR experts, Namely empowers you with an all-in-one HR solution designed for mid-sized businesses.		
																										
			Namely Makes Life Easier.
		
			For You, Your Boss, & Your Employees		
		Namely is designed to give you the power to personalize the platform to meet your needs — now and as you grow. With modern technology and a world-class team of HR experts, Namely empowers you with an all-in-one HR solution designed for mid-sized businesses.		
																										
			
    Skip to Comparison Chart
    
  		
																										
			The Flexibility You Need
		Namely offers unlimited configurable fields, roles, and workflows to fit your unique needs.		
																										
			Tailored Packages		
		With Namely we provide a clear pricing structure based on your business needs. Unlimited payroll processing, reporting, and a whole lot more.		
																										
			Service That Never Leaves You Hanging		
		Our Trouble-free implementation process empowers you to focus on innovative people strategies, and the support doesn’t stop there. With Namely, you get dedicated specialists to help you navigate the challenges of HR—every step of the way.		
																										
					
			
				ADP was charging an exorbitant amount of admin fees as well as payroll processing fees. They added up to almost six figures. With Namely I can run as many payrolls as we need which was a huge cost savings for us.
			
					
																										
			Compare		
			
				Solutions
								All-in-one HR, Benefits and Payroll PlatformExpert HR SupportPEO OfferingEmployee Benefits Consulting/Brokerage ServicesUser-Friendly Employee Self-ServiceIntuitive & Modern User InterfaceCompany Newsfeed & Employee RecognitionACA ReportingIntuitive & Robust Reporting FunctionalityOpen APIsSpecialized PEO Transition Package

			
			
									Request a Call

### Namely vs Paychex

Your Company. Your Culture. Your HR.		
		Namely is designed to give you the power to personalize the platform to meet your needs — now and as you grow. With modern technology and a world-class team of HR experts, Namely empowers you with an all-in-one HR solution designed for mid-sized businesses.		
																										
			
    Skip to Comparison Chart
    
  		
																										
			Seamless HR Integration		
		Streamline Your HR processes and save valuable time by having your HR, Benefits, and Payroll information all in one place.		
																										
			A Centralized Single System of Record		
		Easily find, update, and report on all your HR, benefits, and payroll data from one user-friendly platform. Give your team the time to focus on the most important thing - your people.		
																										
			Service That Never Leaves You Hanging		
		Our Trouble-free implementation process empowers you to focus on innovative people strategies, and the support doesn’t stop there. With Namely, you get dedicated specialists to help you navigate the challenges of HR—every step of the way.		
																										
					
			
				Having someone who is a dedicated partner throughout implementation makes a world of a difference.			
											- Christopher Frakes, Chief of Staff of People Operations at Praetorian Security, Inc.
					
																										
			Compare		
			
				Solutions
								All-in-one HR, Benefits and Payroll PlatformExpert HR SupportPEO OfferingEmployee Benefits Consulting/Brokerage ServicesUser-Friendly Employee Self-ServiceIntuitive & Modern User InterfaceCompany Newsfeed & Employee RecognitionIntuitive & Robust Reporting FunctionalityOpen APIsSpecialized PEO Transition Package
Dedicated Service Pod with Responsive Support
			
			
									Request a Call

### Request A Call | Namely E-Commerce

Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			 		
		See the Namely Privacy Policy for more details.Contact sales  
1-855-626-3591
		
			It’s Easy to Get Started

### Request A Call | Namely HR Software

Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			 		
		See the Namely Privacy Policy for more details.Contact sales  
1-855-626-3591
		
			It’s Easy to Get Started

### Namely HR For Tech Companies

HR Software For Tech Companies
		HR challenges in the technology industry are different. That's why Namely's HR technology is designed to scale with your company, securely streamline your business systems, and engage your workforce. With compliance resources keeping you one step ahead, delivered HR analytics, and world-class support - it's no wonder Namely is the go-to HR software for tech companies.								
									Request a Call
					
									The Trusted HR Solution in the Technology Industry
					Streamline Your Operations
		Tie your business systems together into a single, secure place with seamless workflows to give you time back in your day.			Build a Winning Team & Culture
		As you continue to scale, Namely provides you with the tools to hire, onboard, and engage tech talent to reach their best potential.																																																							Leverage Modern, Intuitive Technology
		Namely’s HR Tech makes it easy for your team to self-serve, and is built for flexibility to fit your unique business needs.			Gain Instant Access to Business Insights
		With pre-built HR analytics dashboards and custom reporting, Namely's HR technology keeps you in the know about your workforce.			Feel Supported Now & In the Future
		HR for the tech industry can be complicated, that’s why Namely is here for you throughout implementation and beyond with dedicated support.																													
    
      
      
      
      
    
    
    
    
    
					Hear From Other Tech Companies Like You							
																
															
							
			
				“In the past, employees used to come to our HR team with a lot of questions. Now they simply navigate through Namely to find their own answers.”
			
											Danielle Bensignor  Manager of Talent Management & People Operations at ExecOnline
					
																
															
							
			
				“As a tech company, using Namely’s intuitive, modern solution resonates with our employee population. Our employees have never had a hard time navigating through Namely’s platform or mobile app because they are so user-friendly.”
			
											Kristen Langdon  VP of HR at Wunderkind
					
																
															
							
			
				“I think it’s so great to have a team at Namely that understands the ins-and-outs of not only the product, but also about how we want to run our business.”
			
											Kelly Gliatta  VP of Talent at WorkWave
					
																
															
							
			
				“From a technology perspective, Namely’s benefits administration solution has simplified our employees’ experience. The solution’s open enrollment portal is really easy for our employees to use, and Namely is constantly enhancing it. I’m a huge fan of Namely’s Managed Benefits Team and my overall benefits experience.”
			
											Erika McGrath  VP of People & Culture at The Channel Company
					
							
							
																		
															
																		
			
				“In the past, employees used to come to our HR team with a lot of questions. Now they simply navigate through Namely to find their own answers.”
			
											Danielle Bensignor  Manager of Talent Management & People Operations at ExecOnline
					
																		
															
																		
			
				“As a tech company, using Namely’s intuitive, modern solution resonates with our employee population. Our employees have never had a hard time navigating through Namely’s platform or mobile app because they are so user-friendly.”
			
											Kristen Langdon  VP of HR at Wunderkind
					
																		
															
																		
			
				“I think it’s so great to have a team at Namely that understands the ins-and-outs of not only the product, but also about how we want to run our business.”
			
											Kelly Gliatta  VP of Talent at WorkWave
					
																		
															
																		
			
				“From a technology perspective, Namely’s benefits administration solution has simplified our employees’ experience. The solution’s open enrollment portal is really easy for our employees to use, and Namely is constantly enhancing it. I’m a huge fan of Namely’s Managed Benefits Team and my overall benefits experience.”
			
											Erika McGrath  VP of People & Culture at The Channel Company
					
							What solutions does Namely offer Tech Companies?
					Our Modern and Intuitive Platform
					Included for All Clients
					HR		An intuitive and flexible single source of truth for your people data—with a company newsfeed, unlimited self-service workflows, time off tracking, and more.			Employee Onboarding for E-Commerce		With unlimited role-based workflows, you can automatically collect eSignatures, integrate with E-Verify, and welcome new hires before day one.																													HR Analytics & Reporting		Drive your people strategies with point-in-time reporting, an ad-hoc report builder, and delivered dashboards for diversity, attrition, time, and more.																													Performance & Employee Engagement		Empower, connect, and develop your tech talent in a platform they’ll actually want to use. Recognize great work with appreciations, performance reviews, and goal tracking.																													Compliance Library		Gain a library of always-evolving resources on current and pending employment regulations and intuitive tools to help your company stay compliant across multiple states.																													Tech Recruitment		From sales representatives to software engineers, Namely helps you attract and onboard the right tech talent, at the right time.																															
						
							Benefits Administration		Offer a competitive benefits program that helps you stand out all while simplifying the way you evaluate, administer, and run your program.																															
						
							Payroll		Take the stress out of payroll processing and have confidence in your results with a fully integrated platform and complete payroll tax services.																															
						
							Compliance Plus		Get even more compliance support with a LMS, anonymous employee reporting, a dynamic handbook, OSHA logs, and live HR experts for compliance services.																															
						
							Time Management		View and manage your hourly workforce in addition to monitoring and reporting on time off for salaried employees. Plus, your tech talent can easily enter time or request time off from the desktop or mobile app.																															
						
							Our Enhanced Services
					Managed Benefits		Get expert employee benefits consulting, brokerage services, and benefits system administration.					
						
						
							Managed Payroll		Let Namely experts take on the day-to-day payroll administration process — backed by an accuracy guarantee.					
						
						
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																																																																																																																																																																																																																																																																																
									Request a Call
					
									Not Ready to Chat but Eager to Learn More?
																
															
																The Future of HR for Tech Companies EBOOK										
							
									Download Now
					
																				
															
																See Namely in action by watching a quick Demo										
							
									Watch Now
					
																				
															
																The HR Challenges and Considerations for Tech Industries										
							
									Download Now

### Namely HR For Biotech & Pharma Companies

HR for Biotech & Pharmaceutical Companies
		As an HR leader in life sciences, you don’t have time for manual processes and reporting. In a competitive talent environment with pressure to deliver fast solutions, you need a streamlined people management system that has you covered from recruit to retire. Meet Namely, the HR technology for forward-thinking biotech and pharmaceutical companies.								
									Request a Call
					
									HR As Innovative As You Are
					Drive Your Workforce with Centralized HR Technology
		Integrate your business systems into a single, modern platform that enables your life science employees to self-serve and collaborate with their team from anywhere.			Build A Healthier Workforce
		Inspire your people with an engaging company culture and a competitive benefits program–and have confidence in your results with real-time people metrics.																																																							Hire & Inspire Top-Notch Life Science Talent
		Recruiting for biotech and pharmaceutical talent moves quickly. Automate your hiring, onboarding, and training workflows to get new hires up to speed fast.			Rest Easy With A Platform You Can Trust
		Protect your data in a single, secure location with unlimited user roles and permissions. Namely is certified for compliance and holds a SOC 2 report.			Get Personalized Support You Can Count On
		Namely serves as your dedicated expert, consulting you on HR best practices and assisting you with system configuration now, and as you evolve.																													
    
      
      
      
      
    
    
    
    
    
																
															
							
			
				“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR. It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”
			
											Sarah Stafford  Senior HR Generalist at Affinivax
					
																		
															
																		
			
				“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR. It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”
			
											Sarah Stafford  Senior HR Generalist at Affinivax
					
							We’ve Got HR Down to a Science
					Our Modern and Intuitive Platform
					Included for All Clients
					HR		Put the human in HR with a platform that’s easy to use–with a company newsfeed, company resource storage, employee directory, and more.			Employee Onboarding for E-Commerce		With unlimited role-based workflows, you can securely collect eSignatures, integrate with E-Verify, and welcome new hires before day one.																													HR Analytics & Reporting		Analyzing your people data has never been so easy with an ad-hoc report builder and delivered dashboards for diversity, attrition, time, and more.																													Performance & Employee Engagement		Develop and inspire your biotech workforce with a platform they’ll actually want to use. Recognize great work with appreciations, performance reviews, and goal tracking.																													Compliance Library		Access an always-evolving database packed with resources on current regulations and tools to help your life science organization stay compliant across multiple states.																													Hiring Life Science Talent		Post jobs, track applications, make offers, and onboard your next best employees with a seamless hiring workflow that saves you time.																															
						
							Benefits Administration		Take the stress out of open enrollment by simplifying the way you evaluate and administer benefits. Plus, your employees will love the intuitive enrollment process.																															
						
							Payroll		With a fully integrated platform and complete payroll tax services, payroll processing is fast, accurate, and painless.																															
						
							Compliance Plus		Get even more compliance support with a learning management system, anonymous employee reporting, a nonprofit employee handbook, OSHA logs, and unlimited access to HR experts.																															
						
							Time Management		View and manage your hourly workforce in addition to monitoring and reporting on time off for salaried employees.																															
						
							Our Enhanced Services
					Managed Benefits		Get personalized benefits support complete with expert employee benefits consulting, brokerage services with plans from top carriers, and benefits administration.					
						
						
							Managed Payroll		Let your dedicated Namely payroll consultant take on system configuration and day-to-day payroll processing – backed by an accuracy guarantee.					
						
						
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																																																																																																																																																																																																																																																																																
									Request a Call
					
									Not Ready to Chat but Eager to Learn More?
																
															
																The Future of HR for Biotech & Pharma EBOOK										
							
									Download Now
					
																				
															
																See Namely in action by watching our Product Video Tours										
							
									Watch Now
					
																				
															
																Timeline for Evaluating, Buying, and Implementing HR Software										
							
									Download Now

### Namely HR For Finance Companies

HR Software For Finance Companies
		HR within the finance sector has changed. That’s why Namely’s HR technology is designed to securely streamline your business systems, grow and engage your financial services workforce, and arm you with the analytics you need to make strategic business decisions – no matter where you’re working. Plus, the Namely platform is built to be so intuitive, anyone can use it.								
									Request a Call
					
									The Modern HR Solution for the Finance Industry
					Reduce Risk With a Platform You Can Trust
		Protect your data in a single, secure place with unlimited user roles and permissions. Namely is certified for compliance and holds a SOC 2 report.			Build a Winning Team & Culture
		Namely provides you with the tools to attract and retain talent that takes you to new heights. Hire, onboard, and empower your people to reach their best potential.																																																							Unite Your Workforce
		Namely’s platform makes it easy for you to administer and for employees to self-serve, whether they’re down the hall or across the country.			Get Strategic With Actionable Business Insights		It’s your data. With Namely you can report on key people metrics in seconds,– say goodbye to manual reporting.			Feel Supported Now & In the Future
		HR in the finance industry is complicated, that’s why Namely is here for you with dedicated support throughout implementation and beyond.																													
    
      
      
      
      
    
    
    
    
    
					Hear From Other Finance Companies Like You
							
																
															
							
			
				“Namely has significantly improved our onboarding and performance review processes and helped streamline the requesting and approval of paid time off.”
			
											Casey Reeves  VP at United Mississippi Bank 
					
																
															
							
			
				"Life with Namely has been a breeze. We have everything in a single site. New employees don’t have to wait for an email days later to enroll in benefits, they have access to their pay stubs immediately. And, the social media-esque home page allows employees to interact with each other. It creates a more social atmosphere with everyone working remotely. I love that Namely is a company-wide system for everyone, not just for our HR team."
			
											Jonathan Gosnay  VP of HR at Galaxy Digital
					
																														
							
			
				“Namely makes our employees’ and managers’ lives easier because its platform is so intuitive and flexible. We don’t have a huge HR team, so the fact that Namely is scalable and can grow with our team and company is so helpful. Namely is very dependable, and as we continue putting more and more out on the platform, BlueSnap will confidently depend on it more as well.”
			
											Ken Sullivan  SVP of Human Resources at BlueSnap
					
																
															
							
			
				“Without Namely, there would have to be another person on my HR team. If you’re looking for a fully integrated, paperless solution that will save you time, Namely is the system for you.”			
											Allison Stevens  People Operations Manager at Total Expert
					
							
							
																		
															
																		
			
				“Namely has significantly improved our onboarding and performance review processes and helped streamline the requesting and approval of paid time off.”
			
											Casey Reeves  VP at United Mississippi Bank 
					
																		
															
																		
			
				"Life with Namely has been a breeze. We have everything in a single site. New employees don’t have to wait for an email days later to enroll in benefits, they have access to their pay stubs immediately. And, the social media-esque home page allows employees to interact with each other. It creates a more social atmosphere with everyone working remotely. I love that Namely is a company-wide system for everyone, not just for our HR team."
			
											Jonathan Gosnay  VP of HR at Galaxy Digital
					
																																			
			
				“Namely makes our employees’ and managers’ lives easier because its platform is so intuitive and flexible. We don’t have a huge HR team, so the fact that Namely is scalable and can grow with our team and company is so helpful. Namely is very dependable, and as we continue putting more and more out on the platform, BlueSnap will confidently depend on it more as well.”
			
											Ken Sullivan  SVP of Human Resources at BlueSnap
					
																		
															
																		
			
				“Without Namely, there would have to be another person on my HR team. If you’re looking for a fully integrated, paperless solution that will save you time, Namely is the system for you.”			
											Allison Stevens  People Operations Manager at Total Expert
					
							What solutions does Namely offer Finance Companies?
					Our Modern and Intuitive Platform
					Included for All Clients
					HR		A flexible source of truth for your people data that’s easy to use–with a company newsfeed, unlimited, paperless workflows, time off tracking, and more.			Employee Onboarding for E-Commerce		With seamless onboarding workflows, you can securely collect eSignatures and store new hire forms, integrate with E-Verify, and welcome new hires before day one.																													HR Analytics & Reporting		Drive your people strategies with point-in-time reporting, an ad-hoc report builder, and delivered dashboards for diversity, attrition, time, and more.																													Performance & Employee Engagement		Empower, connect, and develop your financial services workforce with a platform they’ll actually want to use. Recognize great work with appreciations, performance reviews, and goal tracking.																													Compliance Library		Access an always-evolving library packed with resources on current and pending employment regulations and intuitive tools to help your company stay compliant across multiple states.																													Talent Management		Your people are your best assets. Namely helps you attract, impress, and onboard the right talent, at the right time.																															
						
							Benefits Administration		Offer a competitive benefits program that helps you stand out all while simplifying the way you evaluate, administer, and enroll in benefits.																															
						
							Payroll		Take the stress out of nonprofit payroll processing and have confidence in your results with a fully integrated platform and complete payroll tax services.																															
						
							Compliance Plus		Get even more compliance support with a learning management system, anonymous employee reporting, a nonprofit employee handbook, OSHA logs, and unlimited access to HR experts.																															
						
							Time Management		View and manage your hourly workforce in addition to monitoring and reporting on time off for salaried employees.																															
						
							Our Enhanced Services
					Managed Benefits		Get expert employee benefits consulting, brokerage services with plans from top carriers, and benefits system administration.					
						
						
							Managed Payroll		Let Namely experts take on the system configurations and day-to-day payroll processing – backed by an accuracy guarantee.					
						
						
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																																																																																																																																																																																																																																																																																
									Request a Call
					
									Not Ready to Chat but Eager to Learn More?
																
															
																The Future of HR for Finance Companies EBOOK										
							
									Download Now
					
																				
															
																See Namely in action by watching a quick Demo										
							
									Watch Now
					
																				
															
																Rethinking Payroll for a Modern Workforce										
							
									Download Now

### Namely HR For E-Commerce Companies

HR Solutions for E-Commerce
		As online shopping continues to increase, Retail and E-Commerce HR Leaders are on a never-ending hiring spree while also keeping remote teams engaged. That’s why you need workforce management software for E-Commerce that keeps up with your growing team and helps you stand out in a competitive market. Namely is your one-stop-shop for E-Commerce recruitment and talent management proven to develop happy, long-term employees.								
									Request a Call
					
									The HR Platform That Grows With Your E-Commerce Business
					Unite Your Remote Team With An All-In-One Platform
		Tie your business systems together into a single, intuitive platform that enables employees to self-serve and engage with their team from anywhere.			Stand Out To Top E-Commerce Talent
		Become a recruiting rockstar and land winning talent with a competitive benefits program and an amazing company culture.																																																							Onboard & Develop A Team That Delights Customers
		Get new hires up to speed fast with seamless hiring and onboarding workflows, so they can get to work serving customers that come back again and again.			Rest Easy With A Platform You Can Trust
		Protect E-Commerce data in a single, secure place with unlimited user roles and permissions. Namely is certified for compliance and holds a SOC 2 report.			Get Support You Can Count On
		Namely serves as your dedicated expert, consulting you on E-Commerce HR best practices and assisting you with system configuration now, and as you grow.																													
    
      
      
      
      
    
    
    
    
    
					Hear From Other Nonprofits Like You
							
																
															
							
			
				“Namely has done an excellent job - especially during the pandemic - keeping up with changing laws and new regulations to help clients stay updated and informed. It's definitely not easy but certainly a helpful resource.”
			
											Robin Hecht  Controller at Boll & Branch 
					
																		
															
																		
			
				“Namely has done an excellent job - especially during the pandemic - keeping up with changing laws and new regulations to help clients stay updated and informed. It's definitely not easy but certainly a helpful resource.”
			
											Robin Hecht  Controller at Boll & Branch 
					
							What solutions does Namely offer E-Commerce Companies?					Our Modern and Intuitive Platform					Included for All Clients
					HR		A flexible source of truth for your people data that’s easy to use–with a company newsfeed, company resource storage, employee directory, and more.			Employee Onboarding for E-Commerce		With unlimited role-based workflows, you can securely collect eSignatures, integrate with E-Verify, and welcome new hires before day one.																													HR Analytics & Reporting		Analyzing your people data has never been so easy with an ad-hoc report builder and delivered dashboards for diversity, attrition, time, and more.																													Performance & Employee Engagement		Develop and inspire your E-Commerce workforce with a platform they’ll actually want to use. Recognize great work with appreciations, performance reviews, and goal tracking.																													Compliance Library		Access an always-evolving database packed with resources on current regulations and tools to help your E-Commerce shop stay compliant across multiple states.																													E-Commerce Hiring		Post jobs, track applications, make offers, and onboard your next best E-Commerce employees with a seamless hiring workflow that saves you time.																															
						
							Benefits Administration		Offer a competitive benefits program that helps you stand out all while simplifying the way you evaluate, administer, and enroll in benefits.																															
						
							Payroll		Take the stress out of nonprofit payroll processing and have confidence in your results with a fully integrated platform and complete payroll tax services.																															
						
							Compliance Plus		Get even more compliance support with a learning management system, anonymous employee reporting, a nonprofit employee handbook, OSHA logs, and unlimited access to HR experts.																															
						
							Time Management		View and manage your hourly workforce in addition to monitoring and reporting on time off for salaried employees.																															
						
							Our Enhanced Services
					Managed Benefits		Get expert employee benefits consulting, brokerage services with plans from top carriers, and benefits system administration.					
						
						
							Managed Payroll		Let Namely experts take on the system configurations and day-to-day payroll processing – backed by an accuracy guarantee.					
						
						
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																																																																																																																																																																																																																																																																																
									Request a Call
					
									Not Ready to Chat but Eager to Learn More?
																
															
																The Future of HR for E-Commerce Companies EBOOK										
							
									Download Now
					
																				
															
																See Namely in action by watching our Product Video Tours										
							
									Watch Now
					
																				
															
																Timeline for Evaluating, Buying, and Implementing HR Software										
							
									Download Now

### Namely Demo

Watch our product video and discover the power of Namely
		
		See the modern HR platform your employees will love		
			 
																										
																										
																										
																										
																										
																										
																										
			Core HR software that's flexible, powerful, and personal.
		
								
									
							Modern HR						
					
									
						Flexible and powerful for mid-sized companies. Personal and engaging for employees.					
								
									
							Benefits						
					
									
						Simplify employee benefits with our expert consultants and modern technology.					
								
									
							Payroll						
					
									
						Full-service payroll, in sync with all your HR, time, and benefits data.					
								
									
							Talent Management						
					
									
						Develop your people with onboarding, goals, reviews, and more.					
								
									
							Time & Attendance						
					
									
						Track time, import hours to payroll, and manage hourly employees with confidence.					
								
									
							Managed Services						
					
									
						We’ll administer Namely, provide HR guidance, and answer employee questions.

### HR Platform Tour

Platform tour
									
						
																										
			Take a Tour of Namely		
		See highlights of Namely's modern HR platform.		
		Watch this tour of Namely to get an overview of our all-in-one HR, payroll, and benefits platform.On this tour, you'll see how you can:		
					
							
													
										 Streamline processes and save your teams up to 11 hours of work per week with Namely’s HRIS platform and management tools.
									
								
													
										 Create an employee experience that is seamless and engaging–including onboarding, open enrollment, performance reviews, PTO, and the news feed.
									
								
													
										 Leverage reporting and analytics to make data-driven decisions about the people in your organization.
									
						
			See the Product Tour Now

### Namely HR For NonProfits

HR Software For Nonprofit Organizations		HR for nonprofits is different from the average organization. But that doesn’t mean you can’t build an amazing culture that supports your cause. Namely helps you make the most of your resources with time-saving technology and HR experts who know nonprofits.								
									Request a Call
					
									An HR Solution That Supports Your Mission
					Get Time Back To Do What Matters
		Time is a precious resource and manual work keeps you from doing what you do best. Get more done with automated workflows, pre-built HR analytics, and compliance support.			Build A Team That Shares Your Vision
		Namely provides you with the tools to attract and retain the talent you need to make a difference. Recruit, hire, and onboard your people in a single, streamlined platform.																																																							Unite Your Workforce
		Namely makes it easy to manage your workforce, no matter where they are. With centralized storage, engagement tools, and self-service options your team will always feel like a team.			Reduce Risk And Costly Penalties
		Nonprofits have a unique regulatory and compliance environment. Mitigate risk with Namely’s robust compliance solutions and consulting with HR experts who know nonprofit compliance.			Leverage Dedicated Support
		With Namely, you’re not alone. A strategic team of advocates gets to know your organization and ensures you get the most out of your platform throughout implementation and as you grow.																													
    
      
      
      
      
    
    
    
    
    
					Hear From Other Nonprofits Like You
							
																
															
							
			
				"Namely has revolutionized the way we do HR by bringing all of our HR functions under one umbrella. Our partnership with Namely, along with the tools and resources they provide, has helped us “build a better workplace”.			
											Sherrill Cole  Director of Operations, Bridgeway Community Church
					
																
															
							
			
				“For us, it was very important to have an HR system that was easy to use and reflected our company culture. We love to have fun at Marbles and wanted our HR solution to feel just as warm and inviting as our culture does. Even though it’s an HR platform, Namely is so much more engaging than other systems.”			
											Lori Osborne VP of People, Marble Kids Museum
					
																
															
							
			
				“We use Namely for payroll and HRIS. For us, Namely addresses the problem of having one source to house all employee information, whether they are US-based or not.”			
											Gina Meier Human Resources Director, PCMA
					
																
															
							
			
				“Namely is used across our whole organization as our HRIS, time management, and payroll system. We are a small nonprofit organization, and Namely meets our need for an efficient system for all our HR needs.”			
											Kai Briones-Lee HR Manager, First Tee-San Francisco
					
							
							
																		
															
																		
			
				"Namely has revolutionized the way we do HR by bringing all of our HR functions under one umbrella. Our partnership with Namely, along with the tools and resources they provide, has helped us “build a better workplace”.			
											Sherrill Cole  Director of Operations, Bridgeway Community Church
					
																		
															
																		
			
				“For us, it was very important to have an HR system that was easy to use and reflected our company culture. We love to have fun at Marbles and wanted our HR solution to feel just as warm and inviting as our culture does. Even though it’s an HR platform, Namely is so much more engaging than other systems.”			
											Lori Osborne VP of People, Marble Kids Museum
					
																		
															
																		
			
				“We use Namely for payroll and HRIS. For us, Namely addresses the problem of having one source to house all employee information, whether they are US-based or not.”			
											Gina Meier Human Resources Director, PCMA
					
																		
															
																		
			
				“Namely is used across our whole organization as our HRIS, time management, and payroll system. We are a small nonprofit organization, and Namely meets our need for an efficient system for all our HR needs.”			
											Kai Briones-Lee HR Manager, First Tee-San Francisco
					
							What solutions does Namely offer Nonprofit Organizations?
					All-In-One Platform
					Included for All Clients
					HR		A flexible source of truth for your people data that’s easy to use–with a company newsfeed, unlimited, paperless workflows, time off tracking, and more.			Employee Onboarding		With seamless onboarding workflows, you can securely collect eSignatures, store new hire forms, integrate with E-Verify, and welcome new hires before day one.																													HR Analytics & Reporting		Drive your people strategies with point-in-time reporting, an ad-hoc report builder, and delivered dashboards for diversity, attrition, time, and more.																													Performance & Employee Engagement		Connect and inspire your nonprofit workforce with a platform they’ll actually want to use. Recognize great work with appreciations, performance reviews, and goal tracking.																													Compliance Library		Access an always-evolving database packed with resources on current regulations and intuitive tools to help your nonprofit stay compliant across multiple states.																													Talent Management		Your people are your best assets. Namely helps you attract, onboard, and empower nonprofit employees who thrive with meaningful work.																															
						
							Benefits Administration		Offer a competitive benefits program that helps you stand out all while simplifying the way you evaluate, administer, and enroll in benefits.																															
						
							Payroll		Take the stress out of nonprofit payroll processing and have confidence in your results with a fully integrated platform and complete payroll tax services.																															
						
							Compliance Plus		Get even more compliance support with a learning management system, anonymous employee reporting, a nonprofit employee handbook, OSHA logs, and unlimited access to HR experts.																															
						
							Time Management		View and manage your hourly workforce in addition to monitoring and reporting on time off for salaried employees.																															
						
							Our Enhanced Services
					Managed Benefits		Get expert employee benefits consulting, brokerage services with plans from top carriers, and benefits system administration.					
						
						
							Managed Payroll		Let Namely experts take on the system configurations and day-to-day payroll processing – backed by an accuracy guarantee.					
						
						
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																																																																																																																																																																																																																																																																																
									Request a Call
					
									Not Ready to Chat but Eager to Learn More?
																
															
																The Future of HR for Nonprofits EBOOK										
							
									Download Now
					
																				
															
																See Namely in action by watching a quick Demo										
							
									Watch Now
					
																				
															
																How to Build a Business Case to Buy New HR Technology										
							
									Download Now

### Demo Request

Request a Demo of Namely
		
		Fill out the form and our team will show you how Namely can streamline your HR processes.		
			Schedule Your Demo to Learn More About Namely's HRIS 		
			A Flexible Modern Solution		
		Streamline your HR processes by having your people, payroll, and benefits in one place.		
			Build Your Business on Insights
		
		We put all of the critical data points in one spot, giving HR visibility for the first time.		
			Deliver an Amazing Employee Experience
		
		Namely connects and empowers employees to self-serve their HR needs.		
			Questions?
		
					
							
													
										 1-855-626-3591
									
						
					
							
											
													
										Chat with us now
											
									
						
		Join the innovative HR leaders who use Namely to streamline their HR:

### Request A Call | Namely Payroll

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		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			 		
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### Request A Call | Namely Benefits

Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			 		
		See the Namely Privacy Policy for more details.Contact sales  
1-855-626-3591
		
			It’s Easy to Get Started

### Onboarding Software

Onboarding Software
		
		Set Up New Hires For Success From Day One With Namely		
						
																										
			Request a Call		
			 		
		A successful onboarding process is about efficiency and making a good first impression. With Namely, you can provide both. Namely’s onboarding software automates tasks, safely stores new hire forms, and keeps you compliant with a delivered integration to E-Verify. Namely gives you the time to establish your company culture before new hires even start.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			First Impressions Made Easy
		
		A powerful onboarding process for new employees begins before their first day. With Namely's onboarding software, you can easily manage employee onboarding and focus less on the process and more on engagement.		
			Efficient & Paperless Onboarding
		
		With Namely, you can track complex processes in any department, automatically send onboarding tasks to new hires, and seamlessly collect onboarding forms - all in one place.		
			Compliance Resources Keeping You One Step Ahead
		
		Securely store new hire forms within Namely and ensure compliance with a delivered integration to E-Verify and eSignature.		
			How can Namely help your Business?

### Payroll & HR

Payroll and HR: From Stressful to Streamlined
		
		Namely’s payroll system automatically syncs with your HR data, giving you more time back in your day.		
						
																										
			Request a Call		
			 		
			When you trust in Namely, your workforce will trust in you.
		
		We understand that payroll & time administration in the US is hard. There is no other way to put it. Namely will help you be the person your business knows they can trust to get it done accurately and on time — everytime.		
			WE PROCESS MORE THAN $12 BILLION IN ANNUAL PAYROLL IN ALL 50 STATES
		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Payroll Wizard
		
		Payroll as easy as 1 -2- 3! We designed a simple three step process to complete your payroll accurately and on time.		
			Integrated Technology
		
		Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.		
			Employee Self Service
		
		Employees have everything they need in one place. From updating direct deposit information to viewing their last paystub.		
			How can Namely help your Business?

### Namely Payroll

With Namely Payroll, Go From Stressful to Streamlined
		
		Leave payroll pains in the past. Namely’s all-in-one HR software makes running on-time, error-free payroll easier than ever.		
						
																										
			See How Namely Can Help
		
			 		
		We understand that payroll & time administration in the US is hard. There is no other way to put it. Namely will help you be the person your business knows they can trust to get it done accurately and on time — everytime.		
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive		
																										
			Unified Payroll and HR
		
		Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.		
			Empower Your People
		
		Empower your employees with everything they need in one place—from updating direct deposit information to viewing their last paystub.		
			Full-Service Payroll Support
		
		Namely’s technology is paired with best-in-class support from payroll and tax experts – ensuring worry-free payroll processing days. Interested in offloading payroll? Outsource your payroll completely to a payroll and tax expert with our Managed Payroll Services.		
			How can Namely help your Business?

### Namely Pricing and Packages

Namely Pricing and New Packages
		
		Namely's fully integrated HR solutions can now be configured to fit your specific business needs. Whether you are simply looking for a modern HR platform or want to cover the full employee lifecycle, we have the combination of software and expert managed services that you need.		
			
									Request A Call
					
																										
			Efficient, Engaging, and Elegant Solutions
		
		Start with HR as your foundation and select the best solution for your business.		
			
				STARTING AT $9PER EMPLOYEE PER MONTH
								FEATURESNamelyNowNamelyPlusNamelyPlus PeopleNamelyCompletePAYROLLHRONBOARDINGRECRUITINGPERFORMANCECOMPLIANCEBENEFITS
ADMIN
MODULETIMEMANAGED
PAYROLL
SERVICEMANAGED
BENEFITS
SERVICELARGE GROUP
BENEFITS

MEDICAL
DENTAL
VISION
OTHER
WORKERS’
COMP
PLANSRISK &
SAFETY
MGMT.SHARED
LIABILITY
COMPLIANCE
			
			So, what are you waiting for?		
			Get a free demo today.		
			See How Namely Can Help You Today
		
			 		
			Frequently Asked Questions
		
								How long does implementation take?							
								With Namely, it depends on the configuration of each client we onboard, everyone has unique needs and complexities. However, we pride ourselves on speed and accuracy, so we’ve been able to implement Namely Now in as little as 3 weeks! We are constantly making investments in our technology and people to improve this process.
								Is there a training website?							
								We have a place for all of your client questions including documents, step-by-step instructions for simple adjustments, videos, and more information on all things Namely. During our comprehensive implementation, Namely is unique in the industry to train our clients one-to-one as we configure your Namely instance; so you are trained with the expert, live, with your own environment, codes, and vernacular.
								How much does Namely cost?							
								Pricing for Namely Now starts at $9 per employee per month! For other services, Namely helps customers with a tailored diagnostic of their needs and will provide pricing based on complexity, modules, and services required.
								What other software providers integrate with Namely?							
								Namely has a vast partnership marketplace with many types of vendors which we are growing every day! You can check out our Partner page. If you are interested in becoming a partner, please get in touch with us and we will be happy to chat with you!
								How competitive is Namely’s pricing compared to others?							
								We are always analyzing and evaluating our pricing and how we compare to other vendors. The good news? We are not only extremely competitive with our price but also our value for your budget, you’ll find that Namely gives you more for less! Go ahead and ask us! 
								Is it hard to switch to Namely?							
								We understand that it’s tough to make a big change like switching payroll and HR partners, often the bulk of the work for Payroll/HR Administrators falls on their shoulders outside of their normal work day. That’s why Namely includes Data Migration Assistance at no additional cost with every implementation. We provide customers with a real person to help migrate your data to Namely to ensure accuracy and take some of the workload off of our customers. We got you!
								Do I need to sign a long term contract?							
								Nope! We offer flexible contract terms from month to month or up to 3 years. Whichever term you choose, we’re sure you’ll want to partner with us for the long haul!
								Does Namely offer Non-Profit Discounts?							
								Our pricing and packages are extremely well-priced and configurable to each customers’ unique requirements. We’re confident we can put together a great offer for you!
								Does Namely offer a free trial or sandbox?							
								We are happy to offer a guided tour of Namely anytime you need. We also can provide you with videos, collateral, and more to make sure we answer all of your questions in real time.

### HR Solution

Namely's HR Solution - Where Powerful Meets Beautiful		
		Say goodbye to feeling stressed, time-strapped, and frustrated. Being a culture-creating, innovative HR leader is your new normal.		
			See How Namely Can Help
		
			 		
																										
						
			Still Not Convinced? See What Clients Love About Namely's HR Solution
		
					
			
				“Namely is truly a one-stop-shop for all HR processes. From basic HR data, performance reviews, time off, compliance, and analytics, Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information.”			
											- Adrian Gajda, People Manager at Vita Coco
					
																										
																										
			Workforce Management
		
		From pre boarding to onboarding, performance, and termination - do it all within Namely's HR solution. With easy-to-use time off tracking, e-signature, eVerify, job and salary tracking, and much more, Namely gives you the best tools for the best results.		
			A Centralized Single System of Record
		
		Easily find, update, and report on all your HR, benefits, and payroll data from one user-friendly platform. Give your team the time to focus on the most important thing - your people.		
			Engage Everyone - Every Day		
		Connect, engage, and develop your workforce in a platform that your talent actually wants to use. Namely's built-in newsfeed, employee directory, and goal-setting tool keep your workforce connected regardless of where they are.		
			Manage Your Workforce WithConfidence.		
			
									Request A Call
					
																										
			SERVING 200,000+ EMPLOYEES GLOBALLY		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive

### Employee Payroll

Employee Payroll Platform
		
		Namely’s technology is paired with best-in-class support from payroll and tax experts– ensuring worry-free payroll processing days. Reduce errors, save time, and provide a better experience for employees.		
			Request a Call
		
			 		
																										
						
			Still not convinced? See what our clients love about Namely Payroll.
		
					
			
				“With Namely, it only takes me about 15 to 20 minutes to process payroll—and that’s a huge time saver. Namely’s reporting and analytics feature is also massively beneficial because it makes payroll so much easier to run in a timely manner by utilizing their three step-by-step process."			
											- Christopher Frakes, Chief of Staff of People Operations at Praetorian Security, Inc.
					
																										
																										
			Empower Your People
		
		Employees have everything they need in one place. From updating direct deposit information to viewing their last paystub.		
			Time Tracking
		
		Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more. Track time however your business needs.		
			Integrated Technology
		
		Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining payroll, we put valuable time back in your day.		
			With Namely, you’ve entered a new era of payroll confidence and consistency.		
			
									Request A Call
					
																										
			WE PROCESS MORE THAN $12 BILLION IN ANNUAL PAYROLL IN ALL 50 STATES		
			91%		
		of clients report that namely makes it easier to access and manage employee data		
			11 hrs
		the amount of time on average companies save in a week using namely		
			72%
		of clients say namely has made its employees more productive

### Landing Pages

Human Resources Software That's Flexible, Powerful, and Personal. 
		
		See how Namely's flexible solution will help you streamline your HR processes by having your people, payroll, and benefits info all in on place. Namely's powerful HR Software is built for small- and mid-sized companies — designed to be used by everyone, every day.		
			 		
																										
																										
																										
																										
																										
																										
																										
			Human Resources Software Built For Employees to Use.
		
		This isn't your typical HRIS platform. We've built a platform the whole company will love.		
								
									
							Analytics						
					
									
						Unlock insights from your HR data with powerful, customizable dashboards.
					
								
									
							Benefits						
					
									
						Simplify employee benefits with our expert consultants and modern technology.
					
								
									
							Payroll						
					
									
						Full-service payroll, in sync with all your HR, time, and benefits data.
					
								
									
							Org Charts						
					
									
						Instantly find coworkers and see where they fit in.
					
								
									
							Talent Management						
					
									
						Develop your people with onboarding, goals, reviews, and more.
					
								
									
							Mobile App						
					
									
						Put the whole company at your fingertips—anytime, anywhere.

### Switch

Namely makes life easier.
		
			For you, your boss, and your employees.
		
		Switching HR systems is a big decision. That’s why we’ve answered the top questions we hear from our potential clients.		
																										
			Next		
			Isn’t switching HR systems a headache?
		
		It’s easier than you might think. We’ve helped more than 1,400 clients implement Namely HR Software successfully. Whether you are switching from a legacy system, moving off a point solution, or leaving a peo, implementation typically takes 6-8 weeks, and our specialists will guide you through the process. Our clients’ advice? Don’t wait. As your company grows, implementation only becomes more complex.		
																										
			Can your HR platform handle 50 employees? 100? 1000?
		
		Namely is the perfect HR Platform for small- and mid-sized companies – ranging from a few employees to up to a thousand – and it is used in just about every industry and every state nationwide. We love small- and mid-sized companies because you’re mission-driven, client-obsessed, and you care deeply about your employees. Just like us. So whether you’re a one-person HR team in need of a helping hand (hello, Enhanced Services) or a larger team looking for a platform everyone loves (from your benefits specialist to your CFO), we’ve got you covered.		
																										
			What's different about Namely?
		
		Our belief is that great companies are built on a great employee experience. That’s why we created the first HR Platform that employees love to use.Seventy-five percent of our clients say Namely has increased employee engagement, and 72% say Namely has made its employees more productive.		
																										
			Will my employees log into Namely?
		
		Most do! Seventy-eight percent of employees log into Namely at least once per month. Namely shares its look and feel with the popular social networks your employees already use, so they can get started right away. And because employees can request PTO, appreciate peers, review their pay-stubs, and more, they spend just as much time on Namely as they do on Twitter or LinkedIn. It’s a dream come true for those who never thought they’d hear “self-serve” and “HR” in the same sentence.		
																										
			Will I really save time?
		
		Yes, about 11 hours per week – if you are like our average client. That’s the power of full-service HR. We give you back the hours you used to spend keeping payroll, benefits, and everything else in sync – not to mention maintaining compliance to changing federal and state employment laws. Plus, Namely allows employees to answer their own HR questions before they even think to ask you, and it gives your leadership team direct access to the data they need. With Namely, HR stops being the complaint department. You get to focus on strategy, culture, and all the other important things you’ve been meaning to tackle.		
																										
			If I have an issue, will you put me on hold?
		
		That’s not customer support in our eyes. A true partner combines great technology with real people who care about making you successful. With Namely, you’ll have a team of experts to answer your questions and to offer helpful tips and tricks. We strive to make you look like a hero, and no hero waits around on hold.		
																										
			Will you ever force me into an upgrade?
		
		With Namely, you’ll never worry about upgrades again. Our software is cloud-based and built on a modern technology stack. As a result, there’s only one version of Namely, and we’re constantly releasing enhancements and features to make it better and better. The best part: you don’t need to do a thing. No upgrades, no upcharges, no nothing. You’re always using the latest and greatest.		
																										
			Do you integrate with _____ ?
		
		Namely handles most of your core HR needs: HR Platform, recruiting, onboarding, payroll, time & attendance, benefits, talent management, compliance, and analytics too. But we know you likely use a few more systems to manage your employees, which is why we offer pre-built integrations with an ever-growing roster of partners. Whether you need to plug in your ATS, LMS, ERP, or a system with more than three letters, there’s a good chance we have integration. If you don’t see what you need, you can also build your own integration through our secure API. We’re a truly open HR platform.		
																										
			How can I convince my boss?
		
		We have a few suggestions. You could discuss how with Namely in place you will finally have the time and the data you need to drive the strategic initiatives your boss really cares about. Or, if she is a metrics person, you could mention how 91% of clients report that Namely makes it easier to manage and access employee data. Is she worried about remaining compliant with the ever-changing federal and state employment laws? You could share how Namely’s Compliance Library and enhanced Compliance Plus package can ensure that your business is supported by the technology and expert advice required to achieve and maintain compliance. Is she a big-picture thinker? Seventy-seven percent of clients say Namely has helped their organization grow. If your boss believes that people drive the bottom line, there’s a good chance she’ll see the ROI.		
																										
			When’s the best time to switch?
		
		The first day of a new quarter. That way, you’ll minimize the need for historical payroll data and speed up the implementation process. So what are you waiting for? There’s no time like the present. If you haven’t started your evaluation, you really should request your free demo…right now.		
																										
			Make the switch!

### Payroll

Payroll & Time
		
			Online Payroll Software
		
		We understand that payroll & time administration in the US is hard. There is no other way to put it. Namely’s online payroll system will help you be the person your business knows they can trust to get it done accurately and on time — every time.		
								
									Request a Call
					
																										
		Payroll management is not for the faint of heart. There is a lot of opportunity for mistakes and no room for error. Many HR & finance teams struggle with:		
					
							
													
										Inconsistent and constantly changing tax and compliance rules across states
									
								
													
										Last minute changes or late approvals that can delay processing
									
								
													
										Lack of insights and visibility into their payroll & time data
									
								
													
										Manual processes or outdated payroll technology
									
						
		Your payroll software solution should take the stress out of payment processing and give you confidence in your results.		
			The little things make a BIG difference when it comes to managing payroll. Namely provides a robust offering of payroll and time features, coupled with full payroll tax services.
		
			Payday, The Easy Way		
			Online Payroll System Integrated with HR, Benefits & Time
		
			Quarterly and Year-End Reporting
		
			Employee Self-Service & Expense Tracking
		
			Configurable GL Export
		
			Electronic State & Federal W-4s
		
			Wage Garnishment
		
			Unlimited On and Off Cycle Payrolls
		
			Delivered Best-Practice Reports
		
			Tax Compliance & Filing
		
			Automated Salaried Proration
		
			Mobile 1099s and W-2s
		
			Complete Payroll Reports
		
			Time is Money
		
			Time & Attendance Management
		
			Web Punch
		
			Point/Occurrence Tracking
		
			Online Timesheets
		
			Meal Break Rules
		
			Mobile & Kiosk Time Entry
		
			Scheduling		
			Physical/Biometric Time Clocks
		
			Shift Swaps & Drops
		
			OT Rules
		
			Audit Trails
		
			Massive Updates
		
								
							
									Request a Call
					
		Inconsistent and inaccurate payroll can quickly lead to waning employee and leadership trust. When your workforce relies on their paycheck being deposited on time, every time — mistakes aren’t something you can afford.		
			When you trust in Namely, your workforce will trust in you.
		
								Personal Payroll data							
								With Namely’s online payroll software, employees have everything they need in one place. From updating direct deposit information to viewing their last paystub. Empower your people with access.
								Payroll Dashboard							
								The Payroll Dashboard provides payroll administrators with a home base for all things pay-related. Get a quick view of all the important information you need
								Payroll Wizard							
								Payroll as easy as 1 -2- 3! We designed a simple three step process to complete your processing accurately and on time
								Time Management							
								View and manage your entire hourly workforce in one robust dashboard. Easily spot and action approaching OT, tardies, late approvals, and more
								Time Tracking							
								Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more. Track time however your business needs
			We process more than $12 billion in annual payroll in all 50 states		
			Read more about Namely’s
								
									Payroll System
					
								
									Time & Attendance
					
			Our Clients Love Namely Payroll, You Will Too
		
						“With Namely, it only takes me about 15 to 20 minutes to process payroll — and that’s a huge time saver.“					
					- Christopher Frakes, Chief of Staff of People Operations at Praetorian Security				
						
						“Namely is the easiest payroll system I’ve ever used.“					
					- Sarah Pottieger, Human Resources Manager at Madison Logic				
						
						“The payroll system is so easy to use that payroll processing is a breeze for us“					
					- Kai Briones-Lee, HR Manager at First Tee-San Francisco (TrustRadius Quote)				
						
						“Namely has cut down on a lot of time in processing payroll. The additional time has allowed us to put a new focus on onboarding with social distancing in mind.“					
					- Caley Dawkins, HR Manager at the The Ramey Agency (TrustRadius Quote)				
						
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			Not Ready to Chat but Eager to Learn More?
		
														
															
			Learn how to effectively evaluate Payroll technology vendors		
								
							
									Download Now
					
														
															
			Check out our comprehensive guide to payroll		
								
							
									Read Now
					
			Say goodbye to second guessing and triple checking. With Namely's payroll services, you’ve entered a new era of payroll confidence and consistency.		
			It’s Easy to Get Started		
								
							
									Request a Call
					
			FAQs About Our Payroll Software
		
								What are the benefits of using online payroll software?							
								Payroll & time administration in the US is hard. With a unified payroll management system, you can get payroll done accurately and on time — every time — without the headache.Here are just a few of the many benefits of using online payroll software:
  Unified timesheets and payroll, allowing data to flowing seamlessly between systems and ensuring payroll accuracy
  Employee self service, allowing employees to view their paystubs, update direct deposit information, and view W-2s — without assistance from you
  Support for all your payroll tax needs
  Much, much more

								What features should I look for in a payroll system?							
								All payroll software is not created equal. So when you’re evaluating which payroll processing software to choose, you have to make a list of what matters most to your company and team and what goals you’re hoping to achieve.Depending on the tool you’re looking for, here are some functionality requirements you should consider when selecting online HR software:
  Employee self service & expense tracking
  Wage and salary processing
  On- and off-cycle payrolls
  Online timesheets
  Mobile & kiosk time entry and physical/biometric clocks
  Quarterly and year-end payroll reporting
  Wage garnishment administration
  Tax filing
  Mobile 1099s and W-2s
  Automated salary proration
  Automated salaried proration
  Payroll compliance support
  An easy-to-use payroll dashboard

								Can I see a demo of your product?							
								Absolutely! We offer personalized product demos to showcase the features and benefits of Namely’s payroll software. To schedule a demo, please reach out to our team. We’ll be delighted to walk you through our payroll software and answer any questions you may have.
								How much does Namely’s payroll software cost per employee?							
								The cost of Namely’s payroll software per employee may vary based on your specific business needs and the features you require. Our packages start at just $9 per employee.
								Can payroll software handle payroll taxes and compliance?							
								Yes! Payroll laws, especially when managing a multi-state workforce, can be difficult. It’s essential to mitigate risk by making sure you are staying compliant with laws and regulations, such as the Equal Employment Opportunity Commission (EEOC), Fair Labor Standards Act (FLSA), and the Department of Labor. The right payroll system can help ease these concerns through creating rules and customization within the platform, and ensuring reports are filed correctly and punctually.Additionally, with Namely, your business has a comprehensive tax management feature, which automatically calculates the federal, state, local, and other tax that is deducted from each paycheck. It can also automatically calculate any changes in tax code and actually pay and file taxes on the company’s behalf. This feature is a critical step for ensuring accuracy, complying with tax codes, and keeping them up to date. Regardless of which payroll system you use, your company will be responsible for accurate reporting and payment of payroll taxes.
								How easy is it to set up and use an online payroll solution?							
								Getting set up with Namely’s payroll solution is simple. We hold your hand through a seamless implementation using our proven best practices and data migration services. Then, your company can go live in 3 months or less.Once you’re onboarded, running payroll is as easy as 1 -2- 3! We designed a simple three-step process to complete your processing accurately and on time.
								Can online payroll software integrate with other HR systems?							
								Absolutely—in fact, it should! Connecting your payroll software with your HR, time & attendance, and benefits platforms will make your life so much easier and running payroll so much smoother. Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.
								What type of businesses can benefit from using an online payroll service?							
								All businesses can benefit from using payroll software, but Namely’s payroll management system is built specifically for small- and mid-sized businesses with 25-1000 employees.
								How does online payroll software handle multiple pay schedules?							
								Namely’s payroll software and services can run unlimited on and off cycle payrolls—making it easier than ever to get your employees paid on your schedule and theirs.
								Can I customize the reports generated by Namely’s payroll software?							
								Yes! We know that one-size does not always fit all. Namely’s payroll platform is designed to be configurable so you can ensure your unique business needs are met, and so we can grow with you. Personalization and scalability are at the core of our platform.
								How does your payroll solution handle employee benefits and deductions?							
								With Namely’s payroll solution, you can automatically track benefits, such as insurance, retirement, and vacation and sick days. This tool can either be a builtin part of the software or part of a separate module, depending on the provider.It is a useful resource in ensuring that employees benefits management plans are being processed correctly, and that they are accurately coordinated with payroll. Having your benefits platform directly integrated with your payroll platform can save your business time and money, as combining these manually opens up a lot of risk of error if you need to manually edit payroll every time someone changes their benefits.
								How does Namely’s payroll service handle overtime and paid time off?							
								Namely’s payroll software, time and attendance tracking, and HR platform all speak to each other—meaning handling overtime and PTO is a breeze.When employees take time off or work extra hours, that information is automatically pulled into Namely’s payroll solution to easily and accurately make deductions, handle taxes, and calculate payments.

### Events

Our Upcoming Events		
			Join Namely and your HR peers at inspiring virtual events.		
			Stay tuned for more Namely events!Check out some of our resources for HR leaders:		
														
															
			Your 2025 HR Calendar		
								
							
									Download Now
					
														
															
			How To Build a Business Case for HR Technology at Your New Company		
								
							
									Download Now
					
			Our Upcoming Events		
			Join Namely and your HR peers at inspiring virtual events to learn how your organization can better adapt to the ‘new normal’.		
			Follow Namely for a behind-the-scenes look at our latest HR events.		
					
						Twitter
											
					
						Youtube
											
					
						Linkedin
											
					
						Instagram

### SpeakHer Mind

SpeakHer Mind
		
			A Community of Accomplices Promoting Gender Equality in the Workplace		
		Uniting around a common purpose, the SpeakHer MindTM program amplifies voices that share practical and positive steps each of us can take to deliberately build the workplace environments that empower women to achieve their potential.SpeakHer Mind was born out of Namely’s WomenIN Employee Resource Group. The mission of WomenIN is to cultivate a community of women and advocates that seek to empower one another, provide resources to the women of Namely to aid in their professional and personal development, and educate those on the challenges affecting women.		
			
						Watch the Series
					
																										
			Upcoming Events		
		Stay tuned for more Namely events! In the meantime, check out some of our resources for HR leaders		
														
															
			See a quick video on how Namely can help transform your benefits experience		
			
							
						Watch Now
					
														
															
			Learn what your benefits are actually costing you in our free guide		
			
							
						Download Now
					
			Alumni		
		SpeakHer Mind events are powerful talks where inspiring speakers share actionable insights and micro-actins that can be applied to improve diversity, empower others, and create more inclusive workplace environments.SpeakHer Mind alumni include:		
																										
			Pamela Thomas-Graham		
		Founder & CEO, Dandelion Chandelier		
																										
			Sarah Franklin		
		President & CMO at Salesforce		
																										
			Gabrielle Toledano		
		COO, Keystone Strategy		
																										
			Leyla Seka		
		Partner, Operator Collective		
																										
			Mallun Yen		
		Founder and Partner, Operator Collective		
																										
			Amy Roy		
		Chief People Officer, Namely		
																										
			Pat Wadors		
		Chief Talent Officer & CHRO at Procore Technologies		
																										
			Lourdes Lane		
		Musician & Founder, SuperYOU FUNdation		
																										
			Luvvie Ajayi		
		Founder & CEO, Dandelion Chandelier		
																										
			Elizabeth  Nyamayaro		
		Senior Advisor, UN Under-Secretary-General; Global Head, HeForShe		
																										
			Jennifer Aaker		
		Stanford Professor and Author		
																										
			Azure Antoinette		
		Poet and Entrepreneur		
																										
			Andy Cunningham		
		Founder and President of Cunningham Collective		
																										
			Ana  DuarteMcCarthy		
		Former CDO, Citi Director, Forte Foundation		
																										
			Adam  Grant		
		NYT Bestseller and Wharton Professor		
																										
			Yasmeen Hassan		
		Global Executive Director, Equality Now		
																										
			Gina Muñoz		
		Chair, Trevor Project		
																										
			Jeff  Richards
		
		Managing Partner, GGV Capital		
																										
			Elisa Steele		
		Chair, Namely Board of Directors		
																										
			Lisa Stone		
		CSO, Ellevest		
																										
			Paula Tolliver		
		CIO, Intel		
			Watch a Recent Talk		
		https://www.youtube.com/watch?v=VJu3ZH_wrew		
			Watch more talks from this series.		
			“”		
		If there are doors you open for men, but not for women, you are perpetuating inequality in the workplace.Adam GrantNYT Bestseller and Wharton Professor		
			“”		
		We don’t have time to be passive. It is time to move forward and move forward boldly.Azure AntoinettePoet and Entrepreneur		
			“”		
		It’s not happening fast enough, and we need to keep pushing, but I do believe the small things are starting to add up.Jeff RichardsManaging Partner, GGV Capital

### Product Video Tours

https://namely.com/wp-content/uploads/2023/12/time-off-request-video-tours.mov		
																										
					
			Namely HRProduct Video Tours		
		Namely’s HR software covers your essential HR needs and compliance requirements in one place. It helps you recruit, onboard, and manage your workforce; ensure they get paid; and offer benefits and perks to attract and retain them.		
			
							
						Request a call
					
		https://www.youtube.com/embed/YObysUoS-DQhttps://www.youtube.com/embed/0V_dubuxRAo		
			HR		
		Get everything you and your workforce need — including time off tracking, company newsfeed, onboarding, eVerify integration, HR analytics, and so much more all in one place. Simplify your HR processes with Namely.Learn Morehttps://www.youtube.com/embed/nXyrYKmr298		
			Benefits Administration
		Attract and retain talent with top-tier benefits, all while simplifying the way you evaluate, administer, and run your program. From open enrollment to life event management - it's all within Namely's platform.Learn Morehttps://www.youtube.com/embed/aOmeMbb8P6Q		
			Payroll		
		When your workforce relies on their paycheck being deposited on time, every time — mistakes aren’t something you can afford. With Namely's platform you can automate payroll processing, stay compliant, and easily access your company’s payroll insights.Learn Morehttps://www.youtube.com/embed/CtDzM6aXodU		
			Recruiting		
		Great candidate experiences make a difference - but that doesn’t mean you have to devote all of your time to the process. With Namely’s recruiting and hiring solution, you can get job postings in front of your ideal talent pool, identify top candidates, and trigger interview invitations from anywhere.Learn Morehttps://www.youtube.com/embed/Irsz9h-21mI		
			Time & Attendance
		Seamlessly track, approve, and pull hours directly into your payroll. Whether you are at home or on the move, you and your people have everything you need to manage time at your fingertips.https://www.youtube.com/embed/rCUC7YPU66E		
			Compliance		
		Namely’s robust compliance solution—with a comprehensive compliance library, living handbook builder, anonymous reporting, live expert HR advisors, learning management system, and more—can help people risk management go from overwhelming to under control.Learn More		
																										
																										
																										
																										
																										
		Want to learn what Namelycan do for your company?		
			Request a Call

### Press

Check out the latest news about Namely.		
		
        
            
            Post title 2
            Read Article >
        
    
        
            
            What Is Human Capital Management and How It Benefits SMBs
            Read Article >
        
    
        
            
            Namely Named Best HRMS for Organizations by HRD Magazine
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            Top Human Resource Software for the Enterprises of the 21st Century
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            Meet One of the Best Kept Secrets in Work Tech
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            Unlimited vacation is a scam unless managers fight burnout culture
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            Microsoft Joins the Unlimited PTO Bandwagon
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            Unlimited vacation seems like a dream. Here’s why it’s not as great as it sounds
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            15 Best Remote Employee Onboarding Tools In 2023
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            The CHRO Trends for 2023
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            Best HR Software – 7 HR Services for your Business 2022
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            Navigating The Great Resignation: A CEO’s Perspective
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            What’s Behind the Great Resignation?
            Read Article >
        
    
        
            
            Be Proactive: Five HR Trends For Mid-Sized Companies In 2022
            Read Article >
        
    
        
            
            Here are the top 25 small and midsize companies with the best company outlook, based on employee ratings
            Read Article >
        
    
        
            
            No, Really, Your Boss Wants You to Take Vacation—Now
            Read Article >
        
    
        
            
            The 25 small and midsize companies with the best CEOs in 2020, according to employees
            Read Article >
        
    
        
            
            The 25 small and midsize companies with the best culture in 2020
            Read Article >
        
    
        
            
            Why Your Managers Are Key To Diversity And Inclusion
            Read Article >
        
    
        
            
            Employees to take less time off this holiday season, survey shows
            Read Article >
        
    
        
            
            An HR Head’s Quest to Find the Right HR Tech Solution
            Read Article >
        
    
        
            
            Employer should pay stipend for WFH: Research
            Read Article >
        
    
        
            
            COVID-19 tanked PTO requests, attendance platform finds
            Read Article >
        
    
        
            
            Feed Your Culture Now, Not Later
            Read Article >
        
    
        
            
            Employees stressed over election uncertainty? Here’s how to help
            Read Article >
        
    
        
            
            Namely Announces Support for Section 139 Payments
            Read Article >
        
    
        
            
            Número del día de HRE: feriado del 16 de junio
            Read Article >
        
    
        
            
            Namely lanza un nuevo servicio Pro de beneficios gestionados
            Read Article >
        
    
        
            
            Es decir, clasificada entre las 10 mejores empresas a seguir de EBN
            Read Article >
        
    
        
            
            Las mejores herramientas empresariales de 2019: el software de recursos humanos número uno en el ranking
            Read Article >
        
    
        
            
            Namely nombra a Larry Dunivan como director ejecutivo
            Read Article >
        
    
        
            
            A saber, el director ejecutivo Larry Dunivan sobre cómo eliminar las conjeturas a la hora de crear un mejor lugar de trabajo
            Read Article >
        
    
        
            
            Bill Kutik: ¡Es decir, consigue un nuevo director ejecutivo!
            Read Article >
        
    
        
            
            Los fundadores y los capitalistas de riesgo comparten seis tácticas para establecer y ampliar la cultura empresarial
            Read Article >
        
    
        
            
            Se implementa Hire by Google: es decir, la integración
            Read Article >
        
    
        
            
            How Name ha dado una revisión a RR.HH.
            Read Article >
        
    
        
            
            Es decir, ofrece herramientas de evaluación comparativa a empresas medianas
            Read Article >
        
    
        
            
            La nueva herramienta de análisis ayuda a los empleadores a profundizar en las tendencias de facturación
            Read Article >
        
    
        
            
            Las nuevas empresas tecnológicas tienden a perder a muchos de sus empleados por la misma razón, y es completamente evitable
            Read Article >
        
    
        
            
            Preguntas y respuestas: la voz de dos mujeres líderes en recursos humanos
            Read Article >
        
    
        
            
            Recursos humanos es abrumadoramente blanco y femenino, según indican los datos
            Read Article >
        
    
        
            
            Cómo esta startup de recursos humanos utiliza su propio producto para construir una cultura de empleados muy unida
            Read Article >
        
    
        
            
            New York software firm Namely picks Atlanta for operations hub, plans 300 jobs
            Read Article >
        
    
        
            
            Namely Raises $50 Million and “Sees a Path to IPO”
            Read Article >
        
    
        
            
            New Namely president on the need for HR tech innovation
            Read Article >
        
    
        
            
            Romance at Work: Employees Don’t Trust HR to Keep Their Secret
            Read Article >
        
    
        
            
            Namely Sells Its HR Technology Platform as a Managed Service
            Read Article >
        
    
        
            
            Are We Taking Enough Vacation Time? Survey Says: Probably Not
            Read Article >
        
    
        
            
            Namely raises $50M to take on the biggies in HR
            Read Article >
        
    
        
            
            How Namely Passed 1000 Customers and $40m in ARR
            Read Article >
        
    
        
            
            It’s a good time to be in HR
            Read Article >
        
    
        
            
            Only 7% of midsize firms have an HR professional in the C-suite
            Read Article >
        
    
        
            
            The Cloud 100 2017
            Read Article >
        
    
        
            
            Pride 2017: Why NYC tech companies are celebrating — and marching
            Read Article >
        
    
        
            
            10 HR tech companies to watch
            Read Article >
        
    
        
            
            HR software startup Namely raises $50 million
            Read Article >
        
    
        
            
            Maintaining HR Compliance In A Shifting Regulatory Environment
            Read Article >
        
    
        
            
            For Remote Workers’ Overtime, Record Keeping Is Key
            Read Article >
        
    
        
            
            Namely Launches Mid-Year Compliance Report, Announces Strategic Leadership Hires
            Read Article >
        
    
        
            
            Cigna partners with benefits software company
            Read Article >
        
    
        
            
            Namely, Cigna collaborating for middle market benefits platform
            Read Article >
        
    
        
            
            TechCrunch Disrupt TV 2016: Interview with Matt Straz, Founder & CEO of Namely
            Read Article >
        
    
        
            
            Cigna, Namely launch private benefit exchange
            Read Article >
        
    
        
            
            The Millennial Effect In Payroll Tech
            Read Article >
        
    
        
            
            58 Companies That Care About Your Families Just As Much As You Do!
            Read Article >
        
    
        
            
            Revamped Employee Reviews Need Updated Software
            Read Article >
        
    
        
            
            Decoding ACA compliance in 5 easy steps
            Read Article >
        
    
        
            
            Best Core HR Software
            Read Article >
        
    
        
            
            The Best Performance Management Software of 2016
            Read Article >
        
    
        
            
            These are the 10 NYC Startups That Raised the Most Amount of Capital Q1
            Read Article >
        
    
        
            
            Namely Payroll’s Big Payday
            Read Article >
        
    
        
            
            PC Mag Rates Namely a “Rock-Solid Option”
            Read Article >
        
    
        
            
            How CFOs Paint The Whole Picture of Cash Flow
            Read Article >
        
    
        
            
            Netsuite Adds Employee Data Partner
            Read Article >
        
    
        
            
            The 53 Startups That Will Be Huge in 2016
            Read Article >
        
    
        
            
            Namely, An HR Platform, Hires Radhika Samant And Teresa Dietrich
            Read Article >
        
    
        
            
            The Resumator Partners With Namely to Equip HR Departments With Seamless Employee Onboarding
            Read Article >
        
    
        
            
            The State Of Enterprise Tech In NYC
            Read Article >
        
    
        
            
            The Daily Startup: Namely Adds Funding for Its Cloud-Based HR Suite
            Read Article >
        
    
        
            
            How Workday HR Challenger Namely Doubled Its Valuation In Just Three Months
            Read Article >
        
    
        
            
            What does HR look like in the office of the future
            Read Article >
        
    
        
            
            Cut Down on Paperwork and Emails With These Streamlined Apps and Tools
            Read Article >
        
    
        
            
            6 NYC enterprise tech companies to watch in 2015
            Read Article >
        
    
        
            
            Namely grabs $12M to help you keep your employees happy and organized
            Read Article >
        
    
        
            
            HR services startup Namely raises $4.7 million to take on Paychex and ADP
            Read Article >
        
    
        
            
            Post title 2
            Read Article >
        
    
        
            
            What Is Human Capital Management and How It Benefits SMBs
            Read Article >
        
    
        
            
            Namely Named Best HRMS for Organizations by HRD Magazine
            Read Article >
        
    
        
            
            Top Human Resource Software for the Enterprises of the 21st Century
            Read Article >
        
    
        
            
            Meet One of the Best Kept Secrets in Work Tech
            Read Article >
        
    
        
            
            Unlimited vacation is a scam unless managers fight burnout culture
            Read Article >
        
    
        
            
            Microsoft Joins the Unlimited PTO Bandwagon
            Read Article >
        
    
        
            
            Unlimited vacation seems like a dream. Here’s why it’s not as great as it sounds
            Read Article >
        
    
        
            
            15 Best Remote Employee Onboarding Tools In 2023
            Read Article >
        
    
        
            
            The CHRO Trends for 2023
            Read Article >
        
    
        
            
            Best HR Software – 7 HR Services for your Business 2022
            Read Article >
        
    
        
            
            Navigating The Great Resignation: A CEO’s Perspective
            Read Article >
        
    
        
            
            What’s Behind the Great Resignation?
            Read Article >
        
    
        
            
            Be Proactive: Five HR Trends For Mid-Sized Companies In 2022
            Read Article >
        
    
        
            
            Here are the top 25 small and midsize companies with the best company outlook, based on employee ratings
            Read Article >
        
    
        
            
            No, Really, Your Boss Wants You to Take Vacation—Now
            Read Article >
        
    
        
            
            The 25 small and midsize companies with the best CEOs in 2020, according to employees
            Read Article >
        
    
        
            
            The 25 small and midsize companies with the best culture in 2020
            Read Article >
        
    
        
            
            Why Your Managers Are Key To Diversity And Inclusion
            Read Article >
        
    
        
            
            Employees to take less time off this holiday season, survey shows
            Read Article >
        
    
        
            
            An HR Head’s Quest to Find the Right HR Tech Solution
            Read Article >
        
    
        
            
            Employer should pay stipend for WFH: Research
            Read Article >
        
    
        
            
            COVID-19 tanked PTO requests, attendance platform finds
            Read Article >
        
    
        
            
            Feed Your Culture Now, Not Later
            Read Article >
        
    
        
            
            Employees stressed over election uncertainty? Here’s how to help
            Read Article >
        
    
        
            
            Namely Announces Support for Section 139 Payments
            Read Article >
        
    
        
            
            Número del día de HRE: feriado del 16 de junio
            Read Article >
        
    
        
            
            Namely lanza un nuevo servicio Pro de beneficios gestionados
            Read Article >
        
    
        
            
            Es decir, clasificada entre las 10 mejores empresas a seguir de EBN
            Read Article >
        
    
        
            
            Las mejores herramientas empresariales de 2019: el software de recursos humanos número uno en el ranking
            Read Article >
        
    
        
            
            Namely nombra a Larry Dunivan como director ejecutivo
            Read Article >
        
    
        
            
            A saber, el director ejecutivo Larry Dunivan sobre cómo eliminar las conjeturas a la hora de crear un mejor lugar de trabajo
            Read Article >
        
    
        
            
            Bill Kutik: ¡Es decir, consigue un nuevo director ejecutivo!
            Read Article >
        
    
        
            
            Los fundadores y los capitalistas de riesgo comparten seis tácticas para establecer y ampliar la cultura empresarial
            Read Article >
        
    
        
            
            Se implementa Hire by Google: es decir, la integración
            Read Article >
        
    
        
            
            How Name ha dado una revisión a RR.HH.
            Read Article >
        
    
        
            
            Es decir, ofrece herramientas de evaluación comparativa a empresas medianas
            Read Article >
        
    
        
            
            La nueva herramienta de análisis ayuda a los empleadores a profundizar en las tendencias de facturación
            Read Article >
        
    
        
            
            Las nuevas empresas tecnológicas tienden a perder a muchos de sus empleados por la misma razón, y es completamente evitable
            Read Article >
        
    
        
            
            Preguntas y respuestas: la voz de dos mujeres líderes en recursos humanos
            Read Article >
        
    
        
            
            Recursos humanos es abrumadoramente blanco y femenino, según indican los datos
            Read Article >
        
    
        
            
            Cómo esta startup de recursos humanos utiliza su propio producto para construir una cultura de empleados muy unida
            Read Article >
        
    
        
            
            New York software firm Namely picks Atlanta for operations hub, plans 300 jobs
            Read Article >
        
    
        
            
            Namely Raises $50 Million and “Sees a Path to IPO”
            Read Article >
        
    
        
            
            New Namely president on the need for HR tech innovation
            Read Article >
        
    
        
            
            Romance at Work: Employees Don’t Trust HR to Keep Their Secret
            Read Article >
        
    
        
            
            Namely Sells Its HR Technology Platform as a Managed Service
            Read Article >
        
    
        
            
            Are We Taking Enough Vacation Time? Survey Says: Probably Not
            Read Article >
        
    
        
            
            Namely raises $50M to take on the biggies in HR
            Read Article >
        
    
        
            
            How Namely Passed 1000 Customers and $40m in ARR
            Read Article >
        
    
        
            
            It’s a good time to be in HR
            Read Article >
        
    
        
            
            Only 7% of midsize firms have an HR professional in the C-suite
            Read Article >
        
    
        
            
            The Cloud 100 2017
            Read Article >
        
    
        
            
            Pride 2017: Why NYC tech companies are celebrating — and marching
            Read Article >
        
    
        
            
            10 HR tech companies to watch
            Read Article >
        
    
        
            
            HR software startup Namely raises $50 million
            Read Article >
        
    
        
            
            Maintaining HR Compliance In A Shifting Regulatory Environment
            Read Article >
        
    
        
            
            For Remote Workers’ Overtime, Record Keeping Is Key
            Read Article >
        
    
        
            
            Namely Launches Mid-Year Compliance Report, Announces Strategic Leadership Hires
            Read Article >
        
    
        
            
            Cigna partners with benefits software company
            Read Article >
        
    
        
            
            Namely, Cigna collaborating for middle market benefits platform
            Read Article >
        
    
        
            
            TechCrunch Disrupt TV 2016: Interview with Matt Straz, Founder & CEO of Namely
            Read Article >
        
    
        
            
            Cigna, Namely launch private benefit exchange
            Read Article >
        
    
        
            
            The Millennial Effect In Payroll Tech
            Read Article >
        
    
        
            
            58 Companies That Care About Your Families Just As Much As You Do!
            Read Article >
        
    
        
            
            Revamped Employee Reviews Need Updated Software
            Read Article >
        
    
        
            
            Decoding ACA compliance in 5 easy steps
            Read Article >
        
    
        
            
            Best Core HR Software
            Read Article >
        
    
        
            
            The Best Performance Management Software of 2016
            Read Article >
        
    
        
            
            These are the 10 NYC Startups That Raised the Most Amount of Capital Q1
            Read Article >
        
    
        
            
            Namely Payroll’s Big Payday
            Read Article >
        
    
        
            
            PC Mag Rates Namely a “Rock-Solid Option”
            Read Article >
        
    
        
            
            How CFOs Paint The Whole Picture of Cash Flow
            Read Article >
        
    
        
            
            Netsuite Adds Employee Data Partner
            Read Article >
        
    
        
            
            The 53 Startups That Will Be Huge in 2016
            Read Article >
        
    
        
            
            Namely, An HR Platform, Hires Radhika Samant And Teresa Dietrich
            Read Article >
        
    
        
            
            The Resumator Partners With Namely to Equip HR Departments With Seamless Employee Onboarding
            Read Article >
        
    
        
            
            The State Of Enterprise Tech In NYC
            Read Article >
        
    
        
            
            The Daily Startup: Namely Adds Funding for Its Cloud-Based HR Suite
            Read Article >
        
    
        
            
            How Workday HR Challenger Namely Doubled Its Valuation In Just Three Months
            Read Article >
        
    
        
            
            What does HR look like in the office of the future
            Read Article >
        
    
        
            
            Cut Down on Paperwork and Emails With These Streamlined Apps and Tools
            Read Article >
        
    
        
            
            6 NYC enterprise tech companies to watch in 2015
            Read Article >
        
    
        
            
            Namely grabs $12M to help you keep your employees happy and organized
            Read Article >
        
    
        
            
            HR services startup Namely raises $4.7 million to take on Paychex and ADP
            Read Article >
        
    
        
            
            Post title 2
            Read Article >
        
    
        
            
            What Is Human Capital Management and How It Benefits SMBs
            Read Article >
        
    
        
            
            Namely Named Best HRMS for Organizations by HRD Magazine
            Read Article >
        
    
        
            
            Top Human Resource Software for the Enterprises of the 21st Century
            Read Article >
        
    
        
            
            Meet One of the Best Kept Secrets in Work Tech
            Read Article >
        
    
        
            
            Unlimited vacation is a scam unless managers fight burnout culture
            Read Article >
        
    
        
            
            Microsoft Joins the Unlimited PTO Bandwagon
            Read Article >
        
    
        
            
            Unlimited vacation seems like a dream. Here’s why it’s not as great as it sounds
            Read Article >
        
    
        
            
            15 Best Remote Employee Onboarding Tools In 2023
            Read Article >
        
    
        
            
            The CHRO Trends for 2023
            Read Article >
        
    
        
            
            Best HR Software – 7 HR Services for your Business 2022
            Read Article >
        
    
        
            
            Navigating The Great Resignation: A CEO’s Perspective
            Read Article >
        
    
        
            
            What’s Behind the Great Resignation?
            Read Article >
        
    
        
            
            Be Proactive: Five HR Trends For Mid-Sized Companies In 2022
            Read Article >
        
    
        
            
            Here are the top 25 small and midsize companies with the best company outlook, based on employee ratings
            Read Article >
        
    
        
            
            No, Really, Your Boss Wants You to Take Vacation—Now
            Read Article >
        
    
        
            
            The 25 small and midsize companies with the best CEOs in 2020, according to employees
            Read Article >
        
    
        
            
            The 25 small and midsize companies with the best culture in 2020
            Read Article >
        
    
        
            
            Why Your Managers Are Key To Diversity And Inclusion
            Read Article >
        
    
        
            
            Employees to take less time off this holiday season, survey shows
            Read Article >
        
    
        
            
            An HR Head’s Quest to Find the Right HR Tech Solution
            Read Article >
        
    
        
            
            Employer should pay stipend for WFH: Research
            Read Article >
        
    
        
            
            COVID-19 tanked PTO requests, attendance platform finds
            Read Article >
        
    
        
            
            Feed Your Culture Now, Not Later
            Read Article >
        
    
        
            
            Employees stressed over election uncertainty? Here’s how to help
            Read Article >
        
    
        
            
            Namely Announces Support for Section 139 Payments
            Read Article >
        
    
        
            
            Número del día de HRE: feriado del 16 de junio
            Read Article >
        
    
        
            
            Namely lanza un nuevo servicio Pro de beneficios gestionados
            Read Article >
        
    
        
            
            Es decir, clasificada entre las 10 mejores empresas a seguir de EBN
            Read Article >
        
    
        
            
            Las mejores herramientas empresariales de 2019: el software de recursos humanos número uno en el ranking
            Read Article >
        
    
        
            
            Namely nombra a Larry Dunivan como director ejecutivo
            Read Article >
        
    
        
            
            A saber, el director ejecutivo Larry Dunivan sobre cómo eliminar las conjeturas a la hora de crear un mejor lugar de trabajo
            Read Article >
        
    
        
            
            Bill Kutik: ¡Es decir, consigue un nuevo director ejecutivo!
            Read Article >
        
    
        
            
            Los fundadores y los capitalistas de riesgo comparten seis tácticas para establecer y ampliar la cultura empresarial
            Read Article >
        
    
        
            
            Se implementa Hire by Google: es decir, la integración
            Read Article >
        
    
        
            
            How Name ha dado una revisión a RR.HH.
            Read Article >
        
    
        
            
            Es decir, ofrece herramientas de evaluación comparativa a empresas medianas
            Read Article >
        
    
        
            
            La nueva herramienta de análisis ayuda a los empleadores a profundizar en las tendencias de facturación
            Read Article >
        
    
        
            
            Las nuevas empresas tecnológicas tienden a perder a muchos de sus empleados por la misma razón, y es completamente evitable
            Read Article >
        
    
        
            
            Preguntas y respuestas: la voz de dos mujeres líderes en recursos humanos
            Read Article >
        
    
        
            
            Recursos humanos es abrumadoramente blanco y femenino, según indican los datos
            Read Article >
        
    
        
            
            Cómo esta startup de recursos humanos utiliza su propio producto para construir una cultura de empleados muy unida
            Read Article >
        
    
        
            
            New York software firm Namely picks Atlanta for operations hub, plans 300 jobs
            Read Article >
        
    
        
            
            Namely Raises $50 Million and “Sees a Path to IPO”
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            Namely Sells Its HR Technology Platform as a Managed Service
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            Are We Taking Enough Vacation Time? Survey Says: Probably Not
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            Namely raises $50M to take on the biggies in HR
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            Only 7% of midsize firms have an HR professional in the C-suite
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            Maintaining HR Compliance In A Shifting Regulatory Environment
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            For Remote Workers’ Overtime, Record Keeping Is Key
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            Namely Launches Mid-Year Compliance Report, Announces Strategic Leadership Hires
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            Cigna partners with benefits software company
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            Namely, Cigna collaborating for middle market benefits platform
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            TechCrunch Disrupt TV 2016: Interview with Matt Straz, Founder & CEO of Namely
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            Cigna, Namely launch private benefit exchange
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            58 Companies That Care About Your Families Just As Much As You Do!
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            These are the 10 NYC Startups That Raised the Most Amount of Capital Q1
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            Namely Payroll’s Big Payday
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            PC Mag Rates Namely a “Rock-Solid Option”
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            How CFOs Paint The Whole Picture of Cash Flow
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            Namely, An HR Platform, Hires Radhika Samant And Teresa Dietrich
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            The Daily Startup: Namely Adds Funding for Its Cloud-Based HR Suite
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            Namely grabs $12M to help you keep your employees happy and organized
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			Recent Press Releases		
		
        12.13.23
        
            Namely Launches Cost-Effective, Value-Driven HR and Payroll Management Bundle to Empower Small and Mid-Sized Businesses
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        11.08.23
        
            Namely Rolls Out 24/7 Live Support to Boost User Assistance
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        10.26.23
        
            Vensure Employer Solutions to Open New Global Headquarters in Chandler, Arizona – Bringing Hundreds of Jobs to The Area
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        10.05.23
        
            Namely to Unveil New Flexible Bundled Offerings Tailored to Address Small and Mid-Sized Employer Challenges
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        02.14.23
        
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        11.16.22
        
            First Impressions Count: Namely Helps Employers Retain New Hires Through Better Onboarding
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        09.16.22
        
            Namely Merges with Vensure Employer Services + PrismHR
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        09.08.22
        
            Namely Adds Slack Integration to Mid-Market HR Platform
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        09.02.22
        
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        06.23.22
        
            RemoteTech Breakthrough Honors Standout Technology Innovation Empowering Remote Work and Distributed Teams Around the World
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        01.27.22
        
            Namely Announces Stacked Lineup for Upcoming SpeakHer Mind™ Events
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        12.21.21
        
            Namely Honored with Awards for Leadership, Culture, and Diversity
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        12.15.21
        
            Namely Selected as a Finalist in 2021-22 Cloud Awards
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        09.15.21
        
            Namely Recognized in Software Advice’s Top HR Software Report
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        08.31.21
        
            The Great Resignation: Voluntary Termination Research from Namely Highlights Significant Risk and Retention Trends
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        08.16.21
        
            Namely Scores Four Product and Culture Awards in One Week
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        07.13.21
        
            Namely Promotes Nicole Boehm to Vice President, Marketing
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        05.26.21
        
            Namely Selected as HR Tech Award Winner by Lighthouse Research & Advisory
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        02.24.21
        
            Namely Adopts New Approach to Customer Service, Sees Improved Efficiency to Client
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        02.02.21
        
            Namely Partners with The Work Number® from Equifax
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        12.15.20
        
            Namely Celebrated for Culture and Leadership with Two Comparably Awards
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        12.07.20
        
            Upcoming Namely Events to Feature Professor Adam Grant and Humanitarian Lourds Lane
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        12.02.20
        
            Namely Asks: Should the Employer or Employee Bear the Costs of Working from Home?
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        10.19.20
        
            Namely Selects Nick Christman as Chief Operating Officer
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        08.29.20
        
            Namely Announces Support for Time to Vote
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        08.22.20
        
            As Restrictions Lift and Summer Approaches, Will Employees Take Their Vacation Time?
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        06.01.20
        
            Namely Announces Support for Section 139 Payments
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        04.22.20
        
            Namely Launches New Managed Benefits Pro Service Offering to Help Mid-Sized Companies Manage Complexities, Reduce Billing Errors and Save Time
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        04.08.20
        
            Namely Enhances Product Functionality to Support HR Professionals During COVID-19 Pandemic
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        02.20.20
        
            Namely Recognized as a Top Talent Management Suite by Constellation ShortList™
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        01.30.20
        
            Namely Announces Q4 2019 Product & Company Milestones
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        01.30.20
        
            Namely Announces Q4 2019 Product & Company Milestones
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        12.17.19
        
            Namely Launches Comply Database, Helps Simplify Multi-State HR Compliance for Mid-Sized Companies
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        12.02.19
        
            Namely Announces 2020 Namely Connections Tour Schedule
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        11.22.19
        
            HR is More than a Role, It’s a Mission
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        11.04.19
        
            Namely Appoints Amy Roy As Chief People Officer
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        10.31.19
        
            Namely Announces Q3 Milestones
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        10.01.19
        
            Namely to Launch HR Compliance Solutions & Services through Partnership with ThinkHR
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        10.01.19
        
            Namely Signs Reseller Agreement With JazzHR
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        09.25.19
        
            New Namely Help Community Delivers On-Demand Access To Client Support Resources
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        09.16.19
        
            Namely’s New Benefits Benchmarking Report Tells Clients How Benefit Offerings Stack Up Against Competitors By Industry, Geography
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        09.03.19
        
            Namely grabs new CEO!
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        07.31.19
        
            Namely Ranked Number One HR Software in Newsweek’s Best Business Tools 2019
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        07.08.19
        
            Larry Dunivan named CEO of Namely; Elisa Steele named Chair of Namely’s Board of Directors
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        06.25.19
        
            TripActions and Namely Partner to Help Companies Seize Travel as a Strategic Lever for Culture and Growth
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        06.24.19
        
            Namely Releases New Enhancements to Leading HR Platform at SHRM Conference
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        06.18.19
        
            Boutique Investment Manager Turns to Namely to Help Transform its People Strategy and Bolster Organizational Health
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        05.07.19
        
            Namely Unveils Enhanced, Intuitive Interface that Enables Actionable Insights and Empowers Mid-Sized Companies to Build Better Workplaces
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        05.06.19
        
            Namely Provides HR Solutions to 1,300 Clients Across 50 U.S. States and 134 Countries
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        05.06.19
        
            Namely Addresses How Purpose and Insight-Driven People Strategies Are Reshaping Businesses at HR Redefined Conference
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        04.30.19
        
            Namely and Hire by Google Streamline Employee Onboarding Experience
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        04.25.19
        
            Namely and Okta Extend Integration to Securely Streamline the Employee Lifecycle
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        04.10.19
        
            Namely Announces Collaboration with Google’s Cloud Identity
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        04.04.19
        
            Namely Appoints Andre McGregor as Chief Security Officer
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        03.28.19
        
            Top HR Professionals Converge for Namely’s Third Annual HR Redefined Conference in New York City
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        02.05.19
        
            Namely Appoints Tesla and Electronic Arts Veteran Gabrielle Toledano to Its Board of Directors
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        01.16.19
        
            Mid-Sized Companies Can Now Access Powerful HR Data and Insights with Namely’s New People Analytics Tool
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        11.08.18
        
            Adam Grant Joins Namely as Formal Advisor
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        11.01.18
        
            Namely Welcomes Lorna Hagen as Chief People Officer
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        10.09.18
        
            Namely Announces Move to New Austin Office Space to Support Rapid Growth
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        09.13.18
        
            Namely is Recognized on the Forbes Cloud 100 for Third Consecutive Year
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        09.12.18
        
            The Namely Connect Marketplace Launches, Empowering Mid-Sized Companies to Expand Their Business Capabilities
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        09.12.18
        
            Namely Partners with Leading Insurance Carriers to Provide Best-in-Class Voluntary Worksite Benefits
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        08.16.18
        
            Namely Receives Two Major Accolades for Growth
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        08.08.18
        
            Namely Demonstrates Commitment to Shaping the Future of HR with Launch of the Namely HR Scholarship
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        08.08.18
        
            Namely Demonstrates Commitment to Shaping the Future of HR with Launch of the Namely HR Scholarship
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        08.07.18
        
            Namely Improves How Work Gets Done for HR Professionals with New Product Releases, Unveiled at Annual Conference
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        08.02.18
        
            Namely Appoints Elisa Steele as CEO and Completes Growth Financing Round
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        06.19.18
        
            Namely Releases First Workplace Diversity Report 2018, Uncovering Inequalities in the Modern Workplace and Empowering HR to Make a Difference
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        05.15.18
        
            Namely Announces Change in Executive Leadership
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        12.13.17
        
            Namely’s HR Careers Report Unveils Trends in Salaries, Titles, and More
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        10.10.17
        
            Namely Analytics to Debut at HR Tech; Mid-Sized Companies Now Empowered with Enterprise-Class HR Platform
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        10.09.17
        
            Namely Welcomes Elisa Steele As First Independent Board Member
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        08.29.17
        
            New Survey: HR Missing the Mark When It Comes To Open Enrollment
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        07.20.17
        
            Namely HR Data Report Reveals That High-Performers Take More Vacation Time
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        07.14.17
        
            Forget perks and gimmicks, research shows employees want improvements to core HR and benefits first
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        09.09.16
        
            As HR Professionals Demand Integration, Namely Expands Partner Ecosystem and Deepens API with Namely Connect
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        09.09.16
        
            Namely Rated Among World’s Top Cloud Companies
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        07.27.16
        
            Namely doubles down on compliance, launching midyear compliance report and announcing two strategic leadership hires
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        07.26.16
        
            June Product Update: Faster Payroll and Organized Company Resources
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        05.09.16
        
            Namely, Cigna bring new benefits exchange to mid-size companies
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        05.04.16
        
            Survey reveals employees want more paid time off, but are unlikely to even use it for a summer getaway
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        02.23.16
        
            Namely Raises Additional $30 Million in Funding; Cements Position as Leading HR Platform for Mid-Market Companies
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        01.01.16
        
            Namely Achieves ‘Built for NetSuite’ Verification
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        12.16.15
        
            Introducing Paperless Onboarding with eSignature
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        10.19.15
        
            Namely Wins Top HCM Brand Velocity Award
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        07.30.15
        
            July Product Update: New Integrations and Payroll Enhancements
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        06.18.15
        
            Namely Partners with Sequoia and Raises $45M Series C Round
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        05.21.15
        
            May Product Update: Enhanced Performance Reviews, Payroll Mass Editing, and More!
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        04.02.15
        
            Namely Announces Integrations with SAML and The Resumator
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        03.03.15
        
            Namely Ranked #1 for 2016 Competitive Potential in HCM Market
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        01.06.15
        
            Announcing Namely’s Integration with Jobvite
            Read Article
        
    
        11.19.14
        
            Announcing Namely’s Integration with Greenhouse
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        11.04.14
        
            Matrix Partners Leads $12 Million Series B Investment in Namely
            Read Article
        
    
        12.13.23
        
            Namely Launches Cost-Effective, Value-Driven HR and Payroll Management Bundle to Empower Small and Mid-Sized Businesses
            Read Article
        
    
        11.08.23
        
            Namely Rolls Out 24/7 Live Support to Boost User Assistance
            Read Article
        
    
        10.26.23
        
            Vensure Employer Solutions to Open New Global Headquarters in Chandler, Arizona – Bringing Hundreds of Jobs to The Area
            Read Article
        
    
        10.05.23
        
            Namely to Unveil New Flexible Bundled Offerings Tailored to Address Small and Mid-Sized Employer Challenges
            Read Article
        
    
        02.14.23
        
            Latest HR Product Enhancements from Namely Help Employers Address Employee Experience
            Read Article
        
    
        11.16.22
        
            First Impressions Count: Namely Helps Employers Retain New Hires Through Better Onboarding
            Read Article
        
    
        09.16.22
        
            Namely Merges with Vensure Employer Services + PrismHR
            Read Article
        
    
        09.08.22
        
            Namely Adds Slack Integration to Mid-Market HR Platform
            Read Article
        
    
        09.02.22
        
            Helping People Teams Build the Workplaces of Tomorrow, Namely Recaps Highlights of 2021
            Read Article
        
    
        06.23.22
        
            RemoteTech Breakthrough Honors Standout Technology Innovation Empowering Remote Work and Distributed Teams Around the World
            Read Article
        
    
        01.27.22
        
            Namely Announces Stacked Lineup for Upcoming SpeakHer Mind™ Events
            Read Article
        
    
        12.21.21
        
            Namely Honored with Awards for Leadership, Culture, and Diversity
            Read Article
        
    
        12.15.21
        
            Namely Selected as a Finalist in 2021-22 Cloud Awards
            Read Article
        
    
        09.15.21
        
            Namely Recognized in Software Advice’s Top HR Software Report
            Read Article
        
    
        08.31.21
        
            The Great Resignation: Voluntary Termination Research from Namely Highlights Significant Risk and Retention Trends
            Read Article
        
    
        08.16.21
        
            Namely Scores Four Product and Culture Awards in One Week
            Read Article
        
    
        07.13.21
        
            Namely Promotes Nicole Boehm to Vice President, Marketing
            Read Article
        
    
        05.26.21
        
            Namely Selected as HR Tech Award Winner by Lighthouse Research & Advisory
            Read Article
        
    
        02.24.21
        
            Namely Adopts New Approach to Customer Service, Sees Improved Efficiency to Client
            Read Article
        
    
        02.02.21
        
            Namely Partners with The Work Number® from Equifax
            Read Article
        
    
        12.15.20
        
            Namely Celebrated for Culture and Leadership with Two Comparably Awards
            Read Article
        
    
        12.07.20
        
            Upcoming Namely Events to Feature Professor Adam Grant and Humanitarian Lourds Lane
            Read Article
        
    
        12.02.20
        
            Namely Asks: Should the Employer or Employee Bear the Costs of Working from Home?
            Read Article
        
    
        10.19.20
        
            Namely Selects Nick Christman as Chief Operating Officer
            Read Article
        
    
        08.29.20
        
            Namely Announces Support for Time to Vote
            Read Article
        
    
        08.22.20
        
            As Restrictions Lift and Summer Approaches, Will Employees Take Their Vacation Time?
            Read Article
        
    
        06.01.20
        
            Namely Announces Support for Section 139 Payments
            Read Article
        
    
        04.22.20
        
            Namely Launches New Managed Benefits Pro Service Offering to Help Mid-Sized Companies Manage Complexities, Reduce Billing Errors and Save Time
            Read Article
        
    
        04.08.20
        
            Namely Enhances Product Functionality to Support HR Professionals During COVID-19 Pandemic
            Read Article
        
    
        02.20.20
        
            Namely Recognized as a Top Talent Management Suite by Constellation ShortList™
            Read Article
        
    
        01.30.20
        
            Namely Announces Q4 2019 Product & Company Milestones
            Read Article
        
    
        01.30.20
        
            Namely Announces Q4 2019 Product & Company Milestones
            Read Article
        
    
        12.17.19
        
            Namely Launches Comply Database, Helps Simplify Multi-State HR Compliance for Mid-Sized Companies
            Read Article
        
    
        12.02.19
        
            Namely Announces 2020 Namely Connections Tour Schedule
            Read Article
        
    
        11.22.19
        
            HR is More than a Role, It’s a Mission
            Read Article
        
    
        11.04.19
        
            Namely Appoints Amy Roy As Chief People Officer
            Read Article
        
    
        10.31.19
        
            Namely Announces Q3 Milestones
            Read Article
        
    
        10.01.19
        
            Namely to Launch HR Compliance Solutions & Services through Partnership with ThinkHR
            Read Article
        
    
        10.01.19
        
            Namely Signs Reseller Agreement With JazzHR
            Read Article
        
    
        09.25.19
        
            New Namely Help Community Delivers On-Demand Access To Client Support Resources
            Read Article
        
    
        09.16.19
        
            Namely’s New Benefits Benchmarking Report Tells Clients How Benefit Offerings Stack Up Against Competitors By Industry, Geography
            Read Article
        
    
        09.03.19
        
            Namely grabs new CEO!
            Read Article
        
    
        07.31.19
        
            Namely Ranked Number One HR Software in Newsweek’s Best Business Tools 2019
            Read Article
        
    
        07.08.19
        
            Larry Dunivan named CEO of Namely; Elisa Steele named Chair of Namely’s Board of Directors
            Read Article
        
    
        06.25.19
        
            TripActions and Namely Partner to Help Companies Seize Travel as a Strategic Lever for Culture and Growth
            Read Article
        
    
        06.24.19
        
            Namely Releases New Enhancements to Leading HR Platform at SHRM Conference
            Read Article
        
    
        06.18.19
        
            Boutique Investment Manager Turns to Namely to Help Transform its People Strategy and Bolster Organizational Health
            Read Article
        
    
        05.07.19
        
            Namely Unveils Enhanced, Intuitive Interface that Enables Actionable Insights and Empowers Mid-Sized Companies to Build Better Workplaces
            Read Article
        
    
        05.06.19
        
            Namely Provides HR Solutions to 1,300 Clients Across 50 U.S. States and 134 Countries
            Read Article
        
    
        05.06.19
        
            Namely Addresses How Purpose and Insight-Driven People Strategies Are Reshaping Businesses at HR Redefined Conference
            Read Article
        
    
        04.30.19
        
            Namely and Hire by Google Streamline Employee Onboarding Experience
            Read Article
        
    
        04.25.19
        
            Namely and Okta Extend Integration to Securely Streamline the Employee Lifecycle
            Read Article
        
    
        04.10.19
        
            Namely Announces Collaboration with Google’s Cloud Identity
            Read Article
        
    
        04.04.19
        
            Namely Appoints Andre McGregor as Chief Security Officer
            Read Article
        
    
        03.28.19
        
            Top HR Professionals Converge for Namely’s Third Annual HR Redefined Conference in New York City
            Read Article
        
    
        02.05.19
        
            Namely Appoints Tesla and Electronic Arts Veteran Gabrielle Toledano to Its Board of Directors
            Read Article
        
    
        01.16.19
        
            Mid-Sized Companies Can Now Access Powerful HR Data and Insights with Namely’s New People Analytics Tool
            Read Article
        
    
        11.08.18
        
            Adam Grant Joins Namely as Formal Advisor
            Read Article
        
    
        11.01.18
        
            Namely Welcomes Lorna Hagen as Chief People Officer
            Read Article
        
    
        10.09.18
        
            Namely Announces Move to New Austin Office Space to Support Rapid Growth
            Read Article
        
    
        09.13.18
        
            Namely is Recognized on the Forbes Cloud 100 for Third Consecutive Year
            Read Article
        
    
        09.12.18
        
            The Namely Connect Marketplace Launches, Empowering Mid-Sized Companies to Expand Their Business Capabilities
            Read Article
        
    
        09.12.18
        
            Namely Partners with Leading Insurance Carriers to Provide Best-in-Class Voluntary Worksite Benefits
            Read Article
        
    
        08.16.18
        
            Namely Receives Two Major Accolades for Growth
            Read Article
        
    
        08.08.18
        
            Namely Demonstrates Commitment to Shaping the Future of HR with Launch of the Namely HR Scholarship
            Read Article
        
    
        08.08.18
        
            Namely Demonstrates Commitment to Shaping the Future of HR with Launch of the Namely HR Scholarship
            Read Article
        
    
        08.07.18
        
            Namely Improves How Work Gets Done for HR Professionals with New Product Releases, Unveiled at Annual Conference
            Read Article
        
    
        08.02.18
        
            Namely Appoints Elisa Steele as CEO and Completes Growth Financing Round
            Read Article
        
    
        06.19.18
        
            Namely Releases First Workplace Diversity Report 2018, Uncovering Inequalities in the Modern Workplace and Empowering HR to Make a Difference
            Read Article
        
    
        05.15.18
        
            Namely Announces Change in Executive Leadership
            Read Article
        
    
        12.13.17
        
            Namely’s HR Careers Report Unveils Trends in Salaries, Titles, and More
            Read Article
        
    
        10.10.17
        
            Namely Analytics to Debut at HR Tech; Mid-Sized Companies Now Empowered with Enterprise-Class HR Platform
            Read Article
        
    
        10.09.17
        
            Namely Welcomes Elisa Steele As First Independent Board Member
            Read Article
        
    
        08.29.17
        
            New Survey: HR Missing the Mark When It Comes To Open Enrollment
            Read Article
        
    
        07.20.17
        
            Namely HR Data Report Reveals That High-Performers Take More Vacation Time
            Read Article
        
    
        07.14.17
        
            Forget perks and gimmicks, research shows employees want improvements to core HR and benefits first
            Read Article
        
    
        09.09.16
        
            As HR Professionals Demand Integration, Namely Expands Partner Ecosystem and Deepens API with Namely Connect
            Read Article
        
    
        09.09.16
        
            Namely Rated Among World’s Top Cloud Companies
            Read Article
        
    
        07.27.16
        
            Namely doubles down on compliance, launching midyear compliance report and announcing two strategic leadership hires
            Read Article
        
    
        07.26.16
        
            June Product Update: Faster Payroll and Organized Company Resources
            Read Article
        
    
        05.09.16
        
            Namely, Cigna bring new benefits exchange to mid-size companies
            Read Article
        
    
        05.04.16
        
            Survey reveals employees want more paid time off, but are unlikely to even use it for a summer getaway
            Read Article
        
    
        02.23.16
        
            Namely Raises Additional $30 Million in Funding; Cements Position as Leading HR Platform for Mid-Market Companies
            Read Article
        
    
        01.01.16
        
            Namely Achieves ‘Built for NetSuite’ Verification
            Read Article
        
    
        12.16.15
        
            Introducing Paperless Onboarding with eSignature
            Read Article
        
    
        10.19.15
        
            Namely Wins Top HCM Brand Velocity Award
            Read Article
        
    
        07.30.15
        
            July Product Update: New Integrations and Payroll Enhancements
            Read Article
        
    
        06.18.15
        
            Namely Partners with Sequoia and Raises $45M Series C Round
            Read Article
        
    
        05.21.15
        
            May Product Update: Enhanced Performance Reviews, Payroll Mass Editing, and More!
            Read Article
        
    
        04.02.15
        
            Namely Announces Integrations with SAML and The Resumator
            Read Article
        
    
        03.03.15
        
            Namely Ranked #1 for 2016 Competitive Potential in HCM Market
            Read Article
        
    
        01.06.15
        
            Announcing Namely’s Integration with Jobvite
            Read Article
        
    
        11.19.14
        
            Announcing Namely’s Integration with Greenhouse
            Read Article
        
    
        11.04.14
        
            Matrix Partners Leads $12 Million Series B Investment in Namely
            Read Article
        
    
        12.13.23
        
            Namely Launches Cost-Effective, Value-Driven HR and Payroll Management Bundle to Empower Small and Mid-Sized Businesses
            Read Article
        
    
        11.08.23
        
            Namely Rolls Out 24/7 Live Support to Boost User Assistance
            Read Article
        
    
        10.26.23
        
            Vensure Employer Solutions to Open New Global Headquarters in Chandler, Arizona – Bringing Hundreds of Jobs to The Area
            Read Article
        
    
        10.05.23
        
            Namely to Unveil New Flexible Bundled Offerings Tailored to Address Small and Mid-Sized Employer Challenges
            Read Article
        
    
        02.14.23
        
            Latest HR Product Enhancements from Namely Help Employers Address Employee Experience
            Read Article
        
    
        11.16.22
        
            First Impressions Count: Namely Helps Employers Retain New Hires Through Better Onboarding
            Read Article
        
    
        09.16.22
        
            Namely Merges with Vensure Employer Services + PrismHR
            Read Article
        
    
        09.08.22
        
            Namely Adds Slack Integration to Mid-Market HR Platform
            Read Article
        
    
        09.02.22
        
            Helping People Teams Build the Workplaces of Tomorrow, Namely Recaps Highlights of 2021
            Read Article
        
    
        06.23.22
        
            RemoteTech Breakthrough Honors Standout Technology Innovation Empowering Remote Work and Distributed Teams Around the World
            Read Article
        
    
        01.27.22
        
            Namely Announces Stacked Lineup for Upcoming SpeakHer Mind™ Events
            Read Article
        
    
        12.21.21
        
            Namely Honored with Awards for Leadership, Culture, and Diversity
            Read Article
        
    
        12.15.21
        
            Namely Selected as a Finalist in 2021-22 Cloud Awards
            Read Article
        
    
        09.15.21
        
            Namely Recognized in Software Advice’s Top HR Software Report
            Read Article
        
    
        08.31.21
        
            The Great Resignation: Voluntary Termination Research from Namely Highlights Significant Risk and Retention Trends
            Read Article
        
    
        08.16.21
        
            Namely Scores Four Product and Culture Awards in One Week
            Read Article
        
    
        07.13.21
        
            Namely Promotes Nicole Boehm to Vice President, Marketing
            Read Article
        
    
        05.26.21
        
            Namely Selected as HR Tech Award Winner by Lighthouse Research & Advisory
            Read Article
        
    
        02.24.21
        
            Namely Adopts New Approach to Customer Service, Sees Improved Efficiency to Client
            Read Article
        
    
        02.02.21
        
            Namely Partners with The Work Number® from Equifax
            Read Article
        
    
        12.15.20
        
            Namely Celebrated for Culture and Leadership with Two Comparably Awards
            Read Article
        
    
        12.07.20
        
            Upcoming Namely Events to Feature Professor Adam Grant and Humanitarian Lourds Lane
            Read Article
        
    
        12.02.20
        
            Namely Asks: Should the Employer or Employee Bear the Costs of Working from Home?
            Read Article
        
    
        10.19.20
        
            Namely Selects Nick Christman as Chief Operating Officer
            Read Article
        
    
        08.29.20
        
            Namely Announces Support for Time to Vote
            Read Article
        
    
        08.22.20
        
            As Restrictions Lift and Summer Approaches, Will Employees Take Their Vacation Time?
            Read Article
        
    
        06.01.20
        
            Namely Announces Support for Section 139 Payments
            Read Article
        
    
        04.22.20
        
            Namely Launches New Managed Benefits Pro Service Offering to Help Mid-Sized Companies Manage Complexities, Reduce Billing Errors and Save Time
            Read Article
        
    
        04.08.20
        
            Namely Enhances Product Functionality to Support HR Professionals During COVID-19 Pandemic
            Read Article
        
    
        02.20.20
        
            Namely Recognized as a Top Talent Management Suite by Constellation ShortList™
            Read Article
        
    
        01.30.20
        
            Namely Announces Q4 2019 Product & Company Milestones
            Read Article
        
    
        01.30.20
        
            Namely Announces Q4 2019 Product & Company Milestones
            Read Article
        
    
        12.17.19
        
            Namely Launches Comply Database, Helps Simplify Multi-State HR Compliance for Mid-Sized Companies
            Read Article
        
    
        12.02.19
        
            Namely Announces 2020 Namely Connections Tour Schedule
            Read Article
        
    
        11.22.19
        
            HR is More than a Role, It’s a Mission
            Read Article
        
    
        11.04.19
        
            Namely Appoints Amy Roy As Chief People Officer
            Read Article
        
    
        10.31.19
        
            Namely Announces Q3 Milestones
            Read Article
        
    
        10.01.19
        
            Namely to Launch HR Compliance Solutions & Services through Partnership with ThinkHR
            Read Article
        
    
        10.01.19
        
            Namely Signs Reseller Agreement With JazzHR
            Read Article
        
    
        09.25.19
        
            New Namely Help Community Delivers On-Demand Access To Client Support Resources
            Read Article
        
    
        09.16.19
        
            Namely’s New Benefits Benchmarking Report Tells Clients How Benefit Offerings Stack Up Against Competitors By Industry, Geography
            Read Article
        
    
        09.03.19
        
            Namely grabs new CEO!
            Read Article
        
    
        07.31.19
        
            Namely Ranked Number One HR Software in Newsweek’s Best Business Tools 2019
            Read Article
        
    
        07.08.19
        
            Larry Dunivan named CEO of Namely; Elisa Steele named Chair of Namely’s Board of Directors
            Read Article
        
    
        06.25.19
        
            TripActions and Namely Partner to Help Companies Seize Travel as a Strategic Lever for Culture and Growth
            Read Article
        
    
        06.24.19
        
            Namely Releases New Enhancements to Leading HR Platform at SHRM Conference
            Read Article
        
    
        06.18.19
        
            Boutique Investment Manager Turns to Namely to Help Transform its People Strategy and Bolster Organizational Health
            Read Article
        
    
        05.07.19
        
            Namely Unveils Enhanced, Intuitive Interface that Enables Actionable Insights and Empowers Mid-Sized Companies to Build Better Workplaces
            Read Article
        
    
        05.06.19
        
            Namely Provides HR Solutions to 1,300 Clients Across 50 U.S. States and 134 Countries
            Read Article
        
    
        05.06.19
        
            Namely Addresses How Purpose and Insight-Driven People Strategies Are Reshaping Businesses at HR Redefined Conference
            Read Article
        
    
        04.30.19
        
            Namely and Hire by Google Streamline Employee Onboarding Experience
            Read Article
        
    
        04.25.19
        
            Namely and Okta Extend Integration to Securely Streamline the Employee Lifecycle
            Read Article
        
    
        04.10.19
        
            Namely Announces Collaboration with Google’s Cloud Identity
            Read Article
        
    
        04.04.19
        
            Namely Appoints Andre McGregor as Chief Security Officer
            Read Article
        
    
        03.28.19
        
            Top HR Professionals Converge for Namely’s Third Annual HR Redefined Conference in New York City
            Read Article
        
    
        02.05.19
        
            Namely Appoints Tesla and Electronic Arts Veteran Gabrielle Toledano to Its Board of Directors
            Read Article
        
    
        01.16.19
        
            Mid-Sized Companies Can Now Access Powerful HR Data and Insights with Namely’s New People Analytics Tool
            Read Article
        
    
        11.08.18
        
            Adam Grant Joins Namely as Formal Advisor
            Read Article
        
    
        11.01.18
        
            Namely Welcomes Lorna Hagen as Chief People Officer
            Read Article
        
    
        10.09.18
        
            Namely Announces Move to New Austin Office Space to Support Rapid Growth
            Read Article
        
    
        09.13.18
        
            Namely is Recognized on the Forbes Cloud 100 for Third Consecutive Year
            Read Article
        
    
        09.12.18
        
            The Namely Connect Marketplace Launches, Empowering Mid-Sized Companies to Expand Their Business Capabilities
            Read Article
        
    
        09.12.18
        
            Namely Partners with Leading Insurance Carriers to Provide Best-in-Class Voluntary Worksite Benefits
            Read Article
        
    
        08.16.18
        
            Namely Receives Two Major Accolades for Growth
            Read Article
        
    
        08.08.18
        
            Namely Demonstrates Commitment to Shaping the Future of HR with Launch of the Namely HR Scholarship
            Read Article
        
    
        08.08.18
        
            Namely Demonstrates Commitment to Shaping the Future of HR with Launch of the Namely HR Scholarship
            Read Article
        
    
        08.07.18
        
            Namely Improves How Work Gets Done for HR Professionals with New Product Releases, Unveiled at Annual Conference
            Read Article
        
    
        08.02.18
        
            Namely Appoints Elisa Steele as CEO and Completes Growth Financing Round
            Read Article
        
    
        06.19.18
        
            Namely Releases First Workplace Diversity Report 2018, Uncovering Inequalities in the Modern Workplace and Empowering HR to Make a Difference
            Read Article
        
    
        05.15.18
        
            Namely Announces Change in Executive Leadership
            Read Article
        
    
        12.13.17
        
            Namely’s HR Careers Report Unveils Trends in Salaries, Titles, and More
            Read Article
        
    
        10.10.17
        
            Namely Analytics to Debut at HR Tech; Mid-Sized Companies Now Empowered with Enterprise-Class HR Platform
            Read Article
        
    
        10.09.17
        
            Namely Welcomes Elisa Steele As First Independent Board Member
            Read Article
        
    
        08.29.17
        
            New Survey: HR Missing the Mark When It Comes To Open Enrollment
            Read Article
        
    
        07.20.17
        
            Namely HR Data Report Reveals That High-Performers Take More Vacation Time
            Read Article
        
    
        07.14.17
        
            Forget perks and gimmicks, research shows employees want improvements to core HR and benefits first
            Read Article
        
    
        09.09.16
        
            As HR Professionals Demand Integration, Namely Expands Partner Ecosystem and Deepens API with Namely Connect
            Read Article
        
    
        09.09.16
        
            Namely Rated Among World’s Top Cloud Companies
            Read Article
        
    
        07.27.16
        
            Namely doubles down on compliance, launching midyear compliance report and announcing two strategic leadership hires
            Read Article
        
    
        07.26.16
        
            June Product Update: Faster Payroll and Organized Company Resources
            Read Article
        
    
        05.09.16
        
            Namely, Cigna bring new benefits exchange to mid-size companies
            Read Article
        
    
        05.04.16
        
            Survey reveals employees want more paid time off, but are unlikely to even use it for a summer getaway
            Read Article
        
    
        02.23.16
        
            Namely Raises Additional $30 Million in Funding; Cements Position as Leading HR Platform for Mid-Market Companies
            Read Article
        
    
        01.01.16
        
            Namely Achieves ‘Built for NetSuite’ Verification
            Read Article
        
    
        12.16.15
        
            Introducing Paperless Onboarding with eSignature
            Read Article
        
    
        10.19.15
        
            Namely Wins Top HCM Brand Velocity Award
            Read Article
        
    
        07.30.15
        
            July Product Update: New Integrations and Payroll Enhancements
            Read Article
        
    
        06.18.15
        
            Namely Partners with Sequoia and Raises $45M Series C Round
            Read Article
        
    
        05.21.15
        
            May Product Update: Enhanced Performance Reviews, Payroll Mass Editing, and More!
            Read Article
        
    
        04.02.15
        
            Namely Announces Integrations with SAML and The Resumator
            Read Article
        
    
        03.03.15
        
            Namely Ranked #1 for 2016 Competitive Potential in HCM Market
            Read Article
        
    
        01.06.15
        
            Announcing Namely’s Integration with Jobvite
            Read Article
        
    
        11.19.14
        
            Announcing Namely’s Integration with Greenhouse
            Read Article
        
    
        11.04.14
        
            Matrix Partners Leads $12 Million Series B Investment in Namely
            Read Article
        
    		
			Technology & Service Awards		
																										
			TRUSTRADIUS		
			TOP RATED 2023		
																										
			G2		
			HIGH PERFORMER ENTERPRISE SPRING 2023		
																										
			G2		
			LEADER MID-MARKET SPRING 2023		
																										
			G2		
			LEADER SPRING 2023		
																										
			REMOTETECH BREAKTHROUGH		
			BENEFITS & HR : OVERALL HR SOLUTION PROVIDER OF THE YEAR 2022		
																										
			CAPTERRA		
			SHORTLIST FOR BENEFITS ADMINISTRATION SOFTWARE 2022		
																										
			SOFTWARE ADVICE		
			TOP BENEFITS ADMINISTRATION FRONT RUNNERS 2022		
																										
			GETAPP		
			BENEFITS ADMINISTRATION LEADERS 2022		
																										
			AMERICAN BUSINESS AWARDS		
			SILVER STEVIE WINNER 2022		
																										
			BUSINESS INTELIGENCE GROUP		
			EXCELLENCE IN CUSTOMER SERVICE 2022		
																										
			GETAPP		
			ONBOARDING LEADERS 2022		
																										
			SOFTWARE ADVICE		
			TOP ONBOARDING SOFTWARE FRONT RUNNERS 2022		
																										
			CAPTERRA		
			SHORTLIST ONBOARDING 2022		
																										
			CAPTERRA		
			SHORTLIST APPLICANT TRACKING 2022		
																										
			SOURCEFORGE		
			TOP PERFORMING AWARD SPRING 2022		
																										
			SAASWORTHY		
			MOST POPULAR HR TOP 20 Q1 2022		
																										
			CAPTERRA		
			SHORTLIST FOR PERFORMANCE MANAGEMENT SYSTEM 2022		
																										
			SOFTWARE ADVICE		
			FRONT RUNNER PERFORMANCE MANAGEMENT SYSTEM 2022		
																										
			THE CLOUD AWARDS		
			SHORTLISTED FOR BEST CLOUD HR / HRMS SOLUTION 2021-22		
																										
			SOFTWARE ADVICE		
			ONLINE HR FRONT RUNNER 2021		
																										
			THE SOFTWARE REPORT		
			TOP 25 HR SOFTWARE COMPANIES OF 2021		
																										
			THE SOFTWARE REPORT		
			TOP 100 SOFTWARE COMPANIES OF 2021		
																										
			SOFTWARE ADVICE		
			4.2 USER RATING		
																										
			GETAPP		
			USER REVIEWS RATING 2021		
																										
			CAPTERRA		
			USER REVIEW RATING		
																										
			SOFTWARE ADVICE		
			PAYROLL FOR ACCOUNTANTS FRONT RUNNER 2021		
																										
			SOFTWARE ADVICE		
			EMPLOYEE ENGAGEMENT SOFTWARE FRONT RUNNER 2021		
																										
			SOFTWARE ADVICE		
			TALENT MANAGEMENT FRONT RUNNER 2021		
																										
			CAPTERRA		
			ATTENDANCE TRACKING SOFTWARE SHORTLIST 2021		
																										
			CAPTERRA		
			EMPLOYEE ENGAGEMENT SOFTWARE SHORTLIST 2021		
																										
			CAPTERRA		
			TALENT MANAGEMENT SOFTWARE SHORTLIST 2021		
																										
			HR TECH AWARDS		
			CORE HR/WORKFORCE BEST SMB-FOCUSED SOLUTION 2021		
																										
			HR WINS		
			HR SOFTWARE MIDDLE-SIZED BUSINESSES EMERGING LEADER 2019		
																										
			INC. MAGAZINE		
			RANKED NO. 79 IN THE INC 5000 2018		
																										
			JMP SECURITIES		
			HOT 100 SOFTWARE COMPANIES		
																										
			FORBES		
			THE CLOUD 100		
			Company & Culture Awards		
																										
			GREAT PLACE TO WORK		
			CERTIFIED MAY 2024 - MAY 2025		
																										
			MOGUL		
			TOP PIONEERS IN DIVERSITY & INCLUSION		
																										
			INC. MAGAZINE		
			INC. MAGAZINE'S ANNUAL BEST WORKPLACE 2022		
																										
			COMPARABLY		
			BEST OPERATIONS TEAM 2022		
																										
			COMPARABLY		
			BEST COMPANY IN NY 2022		
																										
			INSPIRING WORKPLACES		
			INSPIRING LEADER 2021 - LARRY DUNIVAN		
																										
			COMPARABLY		
			BEST WORK LIFE BALANCE 2021		
																										
			COMPARABLY		
			BEST COMPANY FOR DIVERSITY 2021		
																										
			COMPARABLY		
			BEST COMPANY FOR WOMEN 2021		
																										
			COMPARABLY		
			BEST CEO 2021		
																										
			COMPARABLY		
			BEST COMPANY CULTURE 2021		
																										
			CIGNA		
			HONORABLE CULTURE OF WELL-BEING 2021		
																										
			COMPARABLY		
			BEST CAREER GROWTH 2021		
																										
			COMPARABLY		
			BEST LEADERSHIP 2021		
																										
			COMPARABLY		
			BEST CEOS FOR DIVERSITY 2021		
																										
			COMPARABLY		
			BEST PLACES TO WORK ATLANTA 2021		
																										
			COMPARABLY		
			BEST PLACES TO WORK NEW YORK 2021		
																										
			BUILT IN		
			BEST MIDSIZE COMPANIES TO WORK FOR NYC 2020		
																										
			COMPARABLY		
			BEST COMPANY CULTURE 2020		
																										
			COMPARABLY		
			BEST CEO 2020		
			Namely Statistics		
			ESTABLISHED: 2012		
			$12B IN ANNUAL PAYROLL PROCESSED		
			FUNDING:
$217 MILLION		
			INVESTORS INCLUDE SEQUOIA, MATRIX, TRUE, SCALE, ALTIMETER, & GGV		
			OFFICES: NYC & ATLANTA		
			EMPLOYEES:
300+		
			CLIENTS:
1,200+		
			USERS:
200,000+		
			ESTABLISHED: 2012		
			$12B IN ANNUAL PAYROLL PROCESSED		
			FUNDING: $217 MILLION		
			INVESTORS INCLUDE SEQUOIA, MATRIX, TRUE, SCALE, ALTIMETER, & GGV		
			OFFICES: NYC & ATLANTA		
			EMPLOYEES:
300+		
			CLIENTS:
1,200+		
			USERS: 200,000+		
			Press Kit		
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### Platform

HR Platform
		
			Too much to keep up with?Namely can help.
		
		Namely offers an all-in-one HR platform with enhanced services to give you time back in the day and help you build a vibrant company culture.		
					
							
											
											Solutions
											
									
								
											
											Differentiators
											
									
								
											
											The Right Fit
											
									
						
			What solutions does Namely offer?
		
			Our Modern and Intuitive Platform
		
			Included for All Clients
			HR		
		An intuitive and flexible single source of truth for your people data—with a company newsfeed, unlimited self-service workflows, time off tracking, and more.		
								Onboarding							
								A powerful onboarding process is about efficiency and making a good first impression. With Namely, you can provide both. Namely’s onboarding solution automates tasks, safely stores new hire forms, collects eSignatures, and keeps you compliant with a delivered integration to E-Verify.Learn More
								Talent Management							
								Connect, engage, and develop your workforce in a platform that your talent actually wants to use. Namely’s built-in newsfeed, with employee recognition, performance reviews, and a goal-setting tool, keeps your workforce connected and motivated—regardless of where they are.Learn More
								HR Analytics & Reporting							
								Turn your data into business results with delivered analytics and intuitive ad hoc reporting. Namely gives you access to the key people metrics you need to inform strategic decisions and gain the support of your leadership.Learn More
								Compliance Library							
								You probably didn’t get into HR to stress about compliance. But in today’s world of constantly changing regulations, it is a critical component of any business. Stay on top of constantly changing regulatory requirements with a robust compliance library.Learn More
			Recruiting		
		Find, attract, interview, and hire the right talent—faster. Namely’s recruiting solution can help you build a process that not only wins you phenomenal talent, but inspires them throughout their career.		
																										
						
			Payroll		
		Take the stress out of payroll processing and have confidence in your results with a fully integrated platform and complete payroll tax services. When you trust in Namely, your workforce will trust in you.Learn More		
														
															
						
						
			Benefits Administration		
		A hectic and manual open enrollment process can leave you feeling burnt out. But it doesn’t have to be that way. With Namely’s best-in-class technology, administering employee benefits is a breeze.Learn More		
														
															
						
						
			Compliance plus		
		Get complete compliance coverage with a handbook wizard, a learning management solution, OSHA logs, anonymous employee reporting, unlimited access to expert HR advisors, and so much more.Learn More		
														
															
						
						
			Time & Attendance		
		Seamlessly track, approve, and pull hours directly into your payroll data. Whether you are at home or on the move, you and your people have everything you need to manage time at your fingertips.		
																										
						
			Our Enhanced Services
		
			Managed Benefits		
		The future of employee benefits consulting is here. Attract and retain top talent with top-tier benefits. Get expert employee benefits consulting, brokerage services, and benefits system administration.Learn More		
						
						
			Managed Payroll		
		We understand the burden and stress of paying your people accurately and on-time. Let Namely experts take on the day-to-day payroll administration process — all backed by an accuracy guarantee.Learn More		
						
						
			Explore Our Product Video Tours
		
		https://namely.com/wp-content/uploads/2023/12/solutions-overview-cta-video.mp4		
																										
						
			How is Namely different from other HR platforms?
		
																										
			More Flexible		
		Namely is designed to be configurable so you can ensure your unique business needs are met and we can grow with you. Personalization and scalability are at the core of our platform.		
			More Comprehensive		
		Namely can offer more breadth and depth of solutions and services than other providers that support mid-sized businesses. We have you covered from recruit to retire — and every step in between.		
			More Modern		
		Namely aligns with the needs of a contemporary workplace. With a mobile app, elegant user interface, and an integrated platform, we provide a better experience for you and your employees.		
			More Support		
		Namely offers more support from the start. From hands-on help migrating data from your current platform to supporting any ongoing questions with a dedicated service pod and robust Help Community, we are your partner every step of the way.		
			Is my business the right fit?
		
		Namely is laser-focused on building HR technology and services to support the unique challenges that mid-sized businesses face. If your organization has under 1000 employees, is headquartered in the United States, and wants to improve your HR processes, then we are likely a perfect match!		
			
									Request a Call
					
																										
																										
			What about my other systems?		
		Namely offers an open API and a robust partner network with delivered integrations.That means you can pull the data you need into the platform to streamline your business processes. Namely acts as your single system of record, powering your entire organization.		
			Do I have to use everything Namely offers?
		
		We know that one-size does not always fit all.All Namely, clients start with our robust HR as the foundation. This ensures you are set up with a single system of record, onboarding, employee self-service, talent management, HR analytics, and more!From there you can add on our integrated recruiting, payroll, time & attendance, benefits, and/or compliance solutions.But wait, there’s more….Clients can also opt into our Managed Benefits (benefits brokerage and employee benefits consulting) and/or Managed Payroll (hands-on administration of your payroll processing).		
																										
																										
																										
																										
																										
		Want to learn what Namelycan do for your company?		
			Request a Call

### Employee Benefits Software

Benefits Administration
		
			Employee Benefits Software
		
		A hectic and overly-manual open enrollment process can leave you feeling burnt out. But it doesn’t have to be that way. With Namely’s best-in-class technology, administering employee benefits is a breeze — for you and your people.		
			
						Request a Call
					
		Benefits administration and open enrollment shouldn’t be such a time-suck. But without modern, integrated benefits technology, you might face:		
					
							
													
										Duplicate data entry and manual steps
									
								
													
										Inaccurate payroll deductions
									
								
													
										Issues updating your insurance carriers of changes
									
								
													
										A surplus of unnecessary employee questions and confusion
									
						
		The benefits platform you utilize should make it easy for employees to enroll and even easier for you to manage.		
																														
			Experience the Power of BenefitsIntegrated with your HR & Payroll		
			Unified HR & Payroll Data
		
			Open Enrollment Dashboard
		
			Easy Plan Configuration
		
			ACA Reporting
		
			Online Enrollment
		
			Electronic Carrier Feeds*
		
			Embedded Employee Support
		
			Delivered Reporting
		
		*all products and service offerings are subject to Namely's terms and conditions.		
			Benefits & Payroll go together like cupcakes and frosting.You can have one without the other, but why would you?		
			
							
						Request a Call
					
		No one wants to lose control of their benefits process due to employee confusion or ineffective administration tools. With Namely, you are in the driver’s seat, and it’s an open road ahead. 		
								Enrollment Wizard							
								Paperless enrollment in a modern and intuitive wizard
								Mobile Benefits							
								View current benefit plan information at any time, on the go
								Plan Configuration							
								Manage plans, rates and eligibility easily and efficiently with our best-in-class benefits setup tool
								Open Enrollment							
								Successfully run a streamlined open enrollment process with real time insights
								Payroll Integration							
								Once approved, benefit deductions automatically flow into payroll for processing – no extra manual work needed
			
						Read all of the Namely Benefits Features
					
			Hear Why Our Clients Love Namely Benefits
		
																
															
		“When it comes to employees selecting and viewing their benefits, they can easily navigate through Namely on their own. This particular feature on Namely’s platform is my biggest time saver by far.“— Danielle Bensignor, Manager of Talent Management & People Operations at ExecOnline		
																
															
		“As far as benefits go, Namely is probably the easiest system that I’ve ever used, and I think our employees would definitely agree.”— Sarah Pottieger, Human Resources Manager at Madison Logic		
																
															
		“Namely’s benefits administration solution has simplified our employees’ experience. The solution’s open enrollment portal is really easy for our employees to use, and Namely is constantly enhancing it.”— Erika McGrath, VP of People and Culture at The Channel Company		
			
						Request a Call
					
			Not Ready to Chat but Eager to Learn More?
		
																
															
			See Namely in action at our monthly Product Webinar		
			
							
						Register Now
					
																
															
			See a quick video on how Namely can help transform your benefits experience		
			
							
						Watch Now
					
																
															
			Learn what your benefits are actually costing you in our free guide		
			
							
						Download Now
					
			Inaccurate data, manual tasks, and chasing down employees to enroll are things of the past. You are the benefits guru guiding your business to a better open enrollment experience with Namely.		
			It’s Easy to Get Started		
			
							
						Request a Call

### Talent

Engage Everyone - Everyday		
			Talent Management Software		
		Improving morale is about more than happy hours and ping pong tables. With Namely, you can connect, engage, and review your workforce’s performance in a platform that your employees actually want to use.		
			
						Request a Call
					
																										
		HR professionals know that attracting and retaining talent can’t be an afterthought. When competing with other businesses for the best people, it is critical to have a strategic talent strategy. Without one, you risk:		
					
							
													
										Losing out on the top talent
									
								
													
										High employee turnover & associated costs
									
								
													
										Lack of employee development, resulting in lost productivity
									
						
		Your business is unique, and you want people to want to work there.Your choice of a talent management software should give you the tools to make it happen.		
			Empower, Engage & Ignite Your People		
			Job Posting + Syndication		
			Competency Mapping		
			Applicant Tracking		
			Automated Task Lists		
			Background checks		
			Goal Tracking		
			Offer Letters		
			Goal Alignment		
			Company Social Newsfeed		
			Performance Review		
			Continuous Feedback & Appreciations		
			360 Feedback		
			Learning and Development		
			
							
						Request a Call
					
		We know the changing work environment has made it harder than ever to develop talent and keep people motivated. Namely's talent management platform gives you the tools to develop a high-performing team that delivers results for your business.		
			Companies are built on people. Don’t let either fail.		
								Newsfeed							
								Share and celebrate important announcements, work anniversaries, birthdays, kudos, and more – all with a direct integration to Slack.
								Continuous Feedback							
								Everyone likes a pat on the back. Recognize great work and provide constructive feedback regularly to keep your employees engaged.
								Performance							
								Simplify assessment cycles with intuitive and configurable performance review forms.
								Goals							
								Manage and track goals from the company-level down to every employee.
								Mobile							
								Make it easy for candidates to apply, interview, and get hired so you never miss out on talent again.
			
						Read all of the Namely Talent Management Features
					
			Our Clients Improved Engagement, You Can Too!		
						“After implementing Namely, our employees started using the platform right away. On the news feed, our employees can interact with one another by celebrating each other’s birthdays, work anniversaries, and wins. This highlights how Namely has enhanced our employee engagement.“					
					- Danielle Bensignor, Manager of Talent Management & People Operations at ExecOnline				
						
						“Namely’s social media-like newsfeed is what sold me over two years ago, and it’s still ingrained in our company culture to this day. Namely’s newsfeed helps us stay connected - especially during COVID-19 when all of our employees are dispersed.“					
					- Erika McGrath, VP of People and Culture at The Channel Company				
						
						“We love Namely’s goals feature because it enables our employees to input their own goals and align them with overall company goals. Then we seamlessly integrate those goals into performance reviews.“					
					- Asher Primrose, Director of Human Resources at Continued				
						
						“Our review process isn’t manual anymore, which means we can focus on the content of reviews versus the mechanics of them. Namely’s performance review software saves everyone at BlueSnap time.“					
					- Ken Sullivan, SVP of Human Resources at BlueSnap				
						
						“We’re also really happy with Namely’s performance reviews because it keeps us on task and allows us to conduct any type of review that we want—self, manager, and 360 reviews. We set up our goals in OKR format in Namely. Goals are super easy to set up, track, and tie to department and company goals, which gives everyone a feeling of alignment“					
					- Sarah Pottieger, Human Resources Manager at Madison Logic				
						
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			Learn how to run an effective evaluation of recruiting technology		
			
							
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			Hear how Namely helped this client take their performance reviews to the next level		
			
							
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			The days of just dreaming about a modern talent software are in your past. Get the support you need to become an innovative talent guru who empowers a top-performing workforce.		
			It’s Easy to Get Started		
			
							
						Request a Call
					
			FAQs About Our Talent Management Software		
								What is talent management software?							
								Talent management software is a comprehensive suite of tools designed to help businesses effectively attract, retain, develop, and manage their talent. It encompasses various HR functions, such as recruitment, onboarding, performance management, learning and development, and employee engagement.By streamlining these processes, talent management software allows small businesses to optimize their human resources and drive productivity while ensuring employee satisfaction and growth.
								What are the benefits of using performance management software?							
								Performance management software helps small- and mid-sized businesses review and develop talent, improve workforce planning, and retain top employees. It is a major time saver for HR and talent teams.Here are some benefits of using a talent management software for your HR team:You can keep your performance management organized and timely by scheduling reminders, tracking participation, and sending out communications.You’ll have an accurate system of record. Having all of your performance data in one place—with a timestamp and signature of knowledge—makes your employee records compliant and complete.You can pull a report with all of your performance data, enabling you to see the current state of your talent and make employee decisions at an individual, team and company level.You’ll drive performance insights and actions through aggregate employee data, unlocking your ability to drive your talent strategy in real-time.
								I want to learn more about Namely’s performance management software. Can I see a demo of your product?							
								Certainly! We’d be delighted to show you a demo of our performance management software. It’s a powerful tool that facilitates goal setting, feedback collection, performance reviews, and employee development.Please get in touch with our team to schedule a personalized demo to walk you through the features, benefits, and how it can be tailored to suit your specific business needs.
								My business is looking for a talent management platform. How much does Namely’s product cost?							
								We offer competitive packages that can be tailored to your specific requirements, starting at just $9 a month per employee.To receive a detailed quote, reach out to our team. This will allow us to understand your needs better and provide you with the most accurate pricing information.
								What type of customer support do you offer?							
								Our customer support team is available to assist you with any questions or issues you may encounter. We offer multiple support channels, including email, phone, and a dedicated customer portal where you can access resources, articles, and user guides.You can also reach out to our support team during regular business hours for immediate assistance.
								How does talent management software help in attracting and retaining top talent?							
								Getting an employee in the door is just the first step of effective talent management. Businesses need to develop their employees in order to retain them.Talent management software helps HR teams and managers connect, engage, and develop their workforce using tools like continuous feedback, 360-degree feedback, competencies, goal tracking and alignment, and more.

### Our Story

Our mission is to help your company build a better workplace.		
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
		Your organization deserves an HR platform designed for your unique needs and challenges.At Namely, we provide HR professionals with the technology, data, and support they need to help their employees and business thrive. We’re building a modern HR platform to help you save time, avoid costly errors, and build a winning company culture.		
			Our Story		
		In 2012, Namely was founded to create an HR platform as intuitive as social media, but powerful enough to support the complexity of today’s workforce.Since then, we’ve been hard at work solving the biggest HR challenges that companies face—from talent management to time management, benefits administration to payroll. But we’re only getting started.Our vision is to empower everyone to make data-driven decisions about people. From HR to the C-Suite to employees, we believe that accessible data has the power to make us all more strategic and impactful.Here’s a look at our journey to date:		
			2023		
			MARCH 2023		
			MARCH 2023		
		Namely Launched Automated Onboarding Task Lists and other powerful onboarding enhancements.		
			2022		
			SEPTEMBER 2022		
			SEPTEMBER 2022		
		Namely joins the Vensure Employer Services + PrismHR family.		
			AUGUST 2022		
			AUGUST 2022		
		Namely launches Continuous Feedback allowing clients to give employee feedback on an ongoing basis to increase engagement and help develop talent.		
			AUGUST 2022		
			AUGUST 2022		
		Namely adds Slack integration to help clients improve organizational communication and collaboration.		
			MAY 2022		
			MAY 2022		
		Namely ranks among highest-scoring businesses on Inc. Magazine’s Annual List of Best Workplaces for 2022.		
			APRIL 2022		
			APRIL 2022		
		Namely wins 2022 Excellence in Customer Service Award presented by Business Intelligence Group and a Silver Stevie® Award in recognition of their reimagined approach to customer service.		
			FEBRUARY 2022		
			FEBRUARY 2022		
		Namely introduces “New Admin Package,” “Scaling Business Package,” and “Merger and Acquisition Package” to provide growing businesses with personalized enhanced services.		
			2021		
			AUGUST 2021		
			AUGUST 2021		
		Namely launches anonymous employee reporting solution with Tell Us powered by Mineral		
			JULY 2021		
			JULY 2021		
		Namely is celebrated for Diversity, Leadership and Career Growth with 3 Comparably awards		
			MAY 2021		
			MAY 2021		
		Namely is awarded the Core HR/Workforce Best SMB-Focused Solution by Lighthouse Research & Advisory		
			MAY 2021		
			MAY 2021		
		Namely is listed on The Software Report Top 100 Software Companies of 2021		
			FEBRUARY 2021		
			FEBRUARY 2021		
		Namely Partners with The Work Number from Equifax to offer employment and income verification services		
			2020		
																														
			DECEMBER 2020		
			DECEMBER 2020		
		Namely is celebrated for Culture and Leadership with two Comparably awards		
			MARCH 2020		
			MARCH 2020		
		March 2020 - Namely supports clients and subscribers through COVID-19 pandemic with Crisis Resource Center and numerous product enhancements		
			FEBRUARY 2020		
			FEBRUARY 2020		
		Namely launched Managed Benefits and Managed Payroll to simplify benefits and payroll administration so companies can focus on what matters most—their people.		
			2019		
			OCTOBER 2019		
			OCTOBER 2019		
		Namely announces strategic partnerships with ThinkHR for compliance solutions and services and JazzHR to provide clients with recruiting functionality.		
			SEPTEMBER 2019		
			SEPTEMBER 2019		
		Namely launched the Namely Help Community to provide clients with an enhanced support experience.		
																														
			JULY 2019		
			JULY 2019		
		Namely appoints Larry Dunivan as CEO and Elisa Steele as Chair of Namely’s Board of Directors.		
																														
			MAY 2019		
			MAY 2019		
		Our third annual client summit, HR Redefined, takes over Spring Studios in New York.		
			2018		
																														
			AUGUST 2018		
			AUGUST 2018		
		Namely appoints proven leader Elisa Steele as CEO and raises a $60M growth round, led by GGV Capital.		
																														
			JUNE 2018		
			JUNE 2018		
		Our second annual client summit, HR Redefined, takes place in New York.		
																														
			MARCH 2018		
			MARCH 2018		
		We now process over $10 billion in annual payroll.		
																														
			FEBRUARY 2018		
			FEBRUARY 2018		
		Namely Analytics launches to help HR teams make strategic decisions.		
			2017		
																														
			DECEMBER 2017		
			DECEMBER 2017		
		Namely surpasses 400 full time employees across the US.		
																														
			SEPTEMBER 2017		
			SEPTEMBER 2017		
		Namely opens its Atlanta office.		
																														
			MAY 2017		
			MAY 2017		
		Our first annual client summit, HR Redefined, takes over Namely HQ in New York.		
																														
			JANUARY 2017		
			JANUARY 2017		
		We raise a $50M Series D, led by Altimeter and Scale Venture Partners, bringing the total raised to over $157M. Namely also debuts time management.		
			2016		
																														
			SEPTEMBER 2016		
			SEPTEMBER 2016		
		Namely makes Forbes’ inaugural Cloud 100 list, celebrating the top cloud companies globally.		
																														
			MAY 2016		
			MAY 2016		
		Namely and Cigna launch the Namely Exchange, bringing a menu of quality benefits straight to employees.		
																														
			APRIL 2016		
			APRIL 2016		
		Employees from across the company participate in Namely’s first 24-hour Hackathon.		
																														
			JANUARY 2016		
			JANUARY 2016		
		Namely goes mobile! Our platform is now accessible on iOS and Android for easy access anytime, anywhere.		
			2015		
																														
			SEPTEMBER 2015		
			SEPTEMBER 2015		
		Namely listed on Crain’s list of Best Places to Work in NYC.		
																														
			AUGUST 2015		
			AUGUST 2015		
		Namely opens its new headquarters in the heart of New York’s Financial District.		
																														
			JUNE 2015		
			JUNE 2015		
		Namely raises a $45M Series C led by Sequoia Capital to continue rapid growth.		
																														
			MARCH 2015		
			MARCH 2015		
		Namely launches its benefits business. We’re now a licensed benefits broker in all 50 states!		
			2014		
																														
			NOVEMBER 2014		
			NOVEMBER 2014		
		Matrix Partners leads Namely’s $12M Series B to invest further in our HRIS, performance management, and payroll offering.		
																														
			OCTOBER 2014		
			OCTOBER 2014		
		Our open API allows third-party developers to build applications on Namely. We now integrate with 50+ partners.		
																														
			JUNE 2014		
			JUNE 2014		
		Namely launches payroll, a critical component of our core platform.		
			2013		
																														
			JUNE 2013		
			JUNE 2013		
		Namely raises a Series A led by True Ventures. The firm has since participated in seven consecutive rounds of financing.		
																														
			FEBRUARY 2013		
			FEBRUARY 2013		
		Namely introduces its Talent Management module.		
			2012		
																														
			JANUARY 2012		
			JANUARY 2012		
		Namely launches in NYC to build an HR platform that everyone would use every day.		
			Namely's full-service HR platform now serves over 1,200 exciting mid-sized companies!

### Managed Payroll

Stress Free Payroll is Within Reach.
		
			Managed Payroll Services
		
		We understand the burden and stress of paying your people accurately and on-time. Namely’s Managed Payroll is a proven service designed to reduce your workload, keep you compliant, and give you much-needed hours back in your day.		
			
						Request a Call
					
			Rest Easy with Namely’s Managed Payroll
		
			Save Time & Money
		
		You will have a dedicated payroll specialist who will process your payrolls, set up new state tax IDs, import pay data, and more—all backed by an accuracy guarantee!		
			Offload Administrative Burden
		
		Don’t ever waste time again importing employee hours, entering payroll adjustments, verifying wages/employment, or managing system configurations.		
			Reduce Risk
		
		Sleep easier knowing Namely is handling your wage garnishment administration, tax notice assistance, and payroll audits.		
			Leverage Modern Technology
		
		Namely offers a robust and integrated HR & payroll platform that you and your employees will love to use. You can say goodbye to payroll stress when you couple our tech + our payroll management services!		
																														
			
							
						Learn More
					
			How to Offload Your Payroll Headaches
		
			Join the other innovative organizations saving time and reducing compliance risks with Namely!
		
																
															
		“Namely's Managed Payroll team gives you a second set of eyes so you can sleep at night! They have become a trusted partner on my team to ensure payroll processing is done in a timely manner.”— Tim Samuel, CFO at Bridgeway Community Church		
																
															
		“We’re starting to hire employees in different states due to COVID-19’s impact on remote work. Every time you hire an employee in a new state that you’re not licensed to do business in, you have to get a license in that state—which Namely’s Managed Payroll team does for you. That’s huge.”— Erika McGrath, VP of People and Culture at the Channel Company		
			
						Request a Call
					
			FAQs About Our Managed Payroll Service
		
								What are Namely’s managed payroll services?							
								Whether you’re transitioning off of a PEO or working as an army of one, Namely’s Managed Payroll service is designed to remove the burden associated with day-to-day payroll administration.Your dedicated payroll consultant will be available to provide expert guidance and take on the tasks associated with payroll processing so you can scale your business and focus on strategic people initiatives.
								What is included in Namely’s managed payroll services?							
								With Namely’s payroll management services, payroll goes from stressful to simplified. The best-in-class services include:
  A dedicated payroll consultant who will process your payrolls, set up new state tax IDs, import pay data, and more
  Management of employee hour importation, payroll adjustments, wage/employment verification, garnishment administration, tax notice assistance, and payroll audits
  Namely’s robust and integrated HR & payroll platform
  The support you need, when you need it

								What is the process for switching to a managed payroll service provider?							
								Switching to a managed payroll service provider is a streamlined process with Namely. Our team will guide you through the implementation using proven best practices and provide hands-on support throughout the transition.
								Is your payroll management solution cost-effective for small businesses?							
								Yes, our payroll management solution is indeed cost-effective for small businesses. By outsourcing the payroll process to us, you save both time and money. This allows your team to concentrate on strategic projects and business growth while ensuring accurate and compliant payroll processing.
								 Do you charge a per-employee fee? What can you tell me in terms of pricing?							
								Our pricing structure is designed to be flexible and accommodating. We offer tailored solutions for businesses of various sizes, and our pricing can be customized to your specific needs.Our packages start at just $9 per employee. To get a personalized quote, schedule a call with us to discuss your unique business needs.
								Can I see a demo of your managed payroll product?							
								Absolutely, we’d be happy to provide you with a demo of our managed payroll product. A live demonstration will allow you to explore the features, functionality, and user interface of our platform. To schedule a demo, simply reach out to us, and we’ll arrange a convenient time for you to experience our Managed Payroll solution firsthand.
								Can Namely’s payroll management services be customized to my business needs?							
								Yes! We know that one-size does not always fit all. Namely’s managed payroll services are designed to be configurable so you can ensure your unique business needs are met, and so we can grow with you. Personalization and scalability are at the core of our services and platform.
								How secure is my payroll data with a managed payroll service provider?							
								Data security is of paramount importance to your team—and to ours. At Namely, we put security first. As keepers of our clients’ most sensitive data, we know your trust is imperative. Our comprehensive approach means you can have peace of mind.Namely employs robust technical security safeguards to protect data and systems. All data is encrypted in transit and at rest utilizing AES 256­bit encryption. Access to client data is protected by two-factor authentication and restricted based on roles designed for segregation of duties and need-to-know access control principles.
								How does a managed payroll service provider handle tax compliance?							
								Payroll tax laws, especially when managing a multi-state workforce, can be difficult. With Namely, take tax compliance stress off your plate completely. Managed payroll services include new state tax ID set up, reconciliation of taxes paid, tax filing and reporting, employee W-2 and 1099 distribution, proactive assistance and notification of tax changes, and more.
								What is the process for switching to a managed payroll service provider?							
								The process for switching is simple. First, schedule a call to learn more about our payroll platform and Managed Payroll services. Next, we’ll hold your hand through implementation using our proven best practices and managed payroll support. Finally, rest easy knowing your people will be paid correctly and on time‑backed by our accuracy guarantee.
								How can I get a personalized quote for my business?							
								Ready to make the switch? Namely makes it easy. Schedule a call now with our team so we can better understand your unique needs and how Namely’s Managed Services can help you. 

### Managed Benefits

Managed Benefits Services
		
			The Best Benefits.The Best Support.		
		The future of employee benefits consulting is here. With Namely, you don’t have to choose between experienced brokers with deep industry expertise or modern benefits administration technology — you get it all. Offer amazing employee benefits while simplifying the way you evaluate, administer, and run your program.		
			
						Request a Call
					
			Make Employee Benefits the Ace Up Your Sleeve
		
			Benefits That Aren’t One‑Size‑Fits‑All
		
		Our Benefits Consultants have years of experience working with businesses of all sizes across every industry. We help you craft innovative and cost-effective plans that align with your unique goals.		
			Plans From Top Carriers
		
		We work with the nation’s leading carriers and innovative companies. From traditional health insurance to supplemental plans and new options like telehealth, offer the benefits your employees want.		
			A New Breed of Benefits Brokers
		
		Namely Benefits Consultants bridge the gap between industry and technology expertise. Unlike traditional brokers, we have technology expertise and don’t leave you hanging when it comes to configuring and administering the benefits platform.		
			Save Time & Money
		
		Benefits billing and invoice reconciliation is a very time-consuming and costly issue that all mid-sized businesses have. Namely removes this obstacle by taking on the reconciliation burden so you can focus on more strategic tasks.		
			Best-in-Class Underwriting Support
		
		We will provide continuous underwriting support, financial budgeting, claim forecasting, and financial rate analysis.		
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
																														
			
							
						Learn More
					
			Our Proven Path to Benefits Transformation
		
			Join the other innovative organizations getting more out of their employee benefits programs!
		
																
															
		“The Managed Benefits Team is one of Namely’s sweet spots. My Benefits Consultant has been with me since the beginning and has become an extension of my HR team. He recommends benefits for our employees, provides me with benchmark data, and gives me insight into what other companies are offering. He also runs open enrollment for us every year with our employees, so he really is a member of our team.”— Erika McGrath, VP of People and Culture at The Channel Company		
																
															
		“My Benefits Consultant is proactive, knowledgeable, and always prompt to follow up. The level of service Namely provides with their Managed Benefits far exceeds anything I’ve received from past providers.”— Christine Defore, HR Director at The Anvil Group		
																
															
		“Our Benefits Consultant not only helps us tremendously during open enrollment, but also throughout the entire year. Whenever we have questions that involve carriers, he contacts them directly. Since Namely’s Managed Benefits team has relationships with these carriers, their response time is always prompt.”— Danielle Bensignor, Manager of Talent Management & People Operations at ExecOnline		
			
						Request a Call

### Managed Benefits V2

Managed Benefits,made simple with expert benefits advisors		
		We help create a long-term benefits strategy built for your company. With Namely’s tech-enabled expert Benefits Advisors, you can simplify the way you evaluate, administer, and run your employee benefits programs.		
			
						Get a Demo
					
			
						Learn More
					
																														
																														
																														
																														
																														
																														
							
							
																														
																														
																														
																														
																														
			Benefits Administration Technology Built for Today’s Employees
		
			Curation of World-Class Benefits
		
		Stay competitive with a comprehensive benefits package that allows mid-sized companies to attract and retain top talent.		
			Best-in-Class Underwriting Support
		
		We will provide continuous underwriting support, financial budgeting, claim forecasting, and financial rate analysis.		
			Unlimited Expert Consulting
		
		Benefits Advisors—with years of industry experience, deep carrier relationships, and knowledge of compliance—are here to help whenever you need it.		
			See how expert advisors and modern HR software make benefits make sense.
		
			
						Get Started
					
			Managed Benefits Features
		
				Benefits ServicesAdmin Experience			
						
				
								
				
					
						Curation of World-Class Benefits					
				
									
						Stay competitive with a benefits package that attracts and retains top talent.
					
								
				
						Best-in-Class Underwriting Support					
				
									
						We provide underwriting support, financial budgeting, claim forecasting, and financial rate analysis.
					
								
				
						Unlimited Expert Consulting					
				
									
						Benefits Advisors with years of industry experience are here to help whenever you need it.
					
				
								
				
					
						Compliance Resources					
				
									
						We will help to keep you compliant with ACA, COBRA, ERISA IRS, and any applicable state laws.
					
								
				
						Cost-Saving Options					
				
									
						Whether you’re looking to keep or enhance your current plan, we will provide cost-saving options from top carriers.
					
								
				
						Billing & Invoice Reconciliation					
				
									
						Up to 15% of all carrier invoices are incorrect. Gain access to preferred pricing for Namely to help ensure you are not overpaying.
					
								
				
						Unlimited & Prioritized Carrier Feeds					
				
									
						With Managed Benefits, we handle the transfer of data from Namely to your carriers.
					
				
								
				
						Intuitive & Integrated Platform					
				
									
						Gain access to modern and intuitive benefits technology that is seamlessly integrated with HR and payroll.
					
								
				
						Platform Configuration & Administration					
				
									
						Streamline open enrollment and manage ongoing changes with configuration and administration support from our advisors.
					
								
				
						Employee Communications					
				
									
						We provide a custom benefits guide, benefits surveys, enrollment meetings, and more.
					
								
				
						Proprietary Modern Benefits Options					
				
									
						Compile creative plans with additional benefits options like student loan reimbursement, parental leave, and much more.
					
								
				
						Benefits Benchmarking Insights					
				
									
						Gain insights to understand how your benefits compare to companies similar to you.
					
			Why Clients Love Namely for Benefits Administration
		
			Danielle Bensignor
		
		Manager of Talent Management,ExecOnline		
																														
		“Our Benefits Advisor not only helps us tremendously during open enrollment, but also throughout the entire year. Whenever we have questions that involve carriers, he contacts them directly. Since Namely’s Managed Benefits team has relationships with these carriers, their response time is always prompt.”		
			Kristin Langdon
		
		VP of HR,Wunderkind		
																														
		“Our Namely Benefits Advisor works creatively to craft the best benefits plan for our company, and that is extremely hard to find in the Brokerage field.”		
			Christine Defore
		
		HR Director,The Anvil Group		
																														
		“My Benefits Advisor is proactive, knowledgeable, and always prompt to follow up. The level of service Namely provides with their Managed Benefits far exceeds anything I’ve received from past providers."		
			See Namely Benefits Administration in action. Tour our platform.

### Implementation

We make switching your HR platform painless.
		
		Successful implementation starts during the sales process, where an expert product advisor defines your exact requirements for Namely. From there, our team follows a defined implementation process to configure your instance, import your data accurately, and train you on how to use Namely. We work together to ensure that, on your go-live date, you’re confident using Namely to deliver on your company’s HR goals.		
																														
			We bring best practices to you.
		
		With our implementation approach we bring industry and system best practices from our 1,500+ clients, which simplifies how you manage your people operations.Learn the difference between our two implementation processes.		
			
						NAMELY NOW
					
			
						NAMELY PLUS
					
			Namely Now		
			DELIVERED CONFIGURATIONS		
		
  7 security roles
  7 self service workflows
  2 years of US federal holidays
  5 time off plan types
  2 Namely user guides
  3 performance templates
  1 US onboarding template
  14 benefit life events
  31 payroll deduction codes
  101 payroll earning codes
                                		
			INCLUDED PERSONALIZATION
		Custom domain nameCustomer specific time off plans5 custom fieldsPayroll calendar configurationCustomer benefit plan set upEmployee data importsUnlimited access to configuration tools		
			Namely Plus
		
			DELIVERED CONFIGURATIONS		
		Includes all Namely Now OfferingsUp to 20 Custom FieldsUp to 10 Custom Security RolesUp to 10 Custom Onboarding TemplatesUp to 10 Custom WorkflowsUp to 10 Custom Performance TemplatesUp to 10 Custom Holiday PlansUp to 15 Custom DeductionsUp to 15 Custom Earning CodesWorkers Compensation Code Configuration		
			INCLUDED PERSONALIZATION
		
  Includes all Namely Now Offerings
  Custom domain name
  Customer specific time off plans
  Payroll calendar configuration
  Customer benefit plan set up
  Employee data imports
  Unlimited configuration tools
                                		
			Implementation Comparison		
			Compare the offerings of Namely Now and Namely Plus across HR, Payroll, and Benefits.		
				HRPayrollBenefits			
						
			
				HRNamely NowNamely Plus
								Custom HRIS Domain	✓✓Mobile Access	✓✓Namely Assigned Team Member	
✓✓Standard Data Imports	
✓✓Custom Fields	
520Namely Best Practice Onboarding Template	
✓✓Custom Onboarding Templates	
Ø10Namely Best Practice Workflows	
✓✓Custom Workflows	
Ø✓Namely Best Practice Perfomance Template	
✓✓Custom Perfomance Templates	
Ø10Time Off Plans Build	
✓✓2 Years – Standard US Holidays	
✓✓Custom Holiday Plans	
Ø10
			
				
			
				PayrollNamely NowNamely Plus
								Site Per EIN (paid for)	
✓✓Namely Assigned Team Member	
✓✓Standard Data Imports	
✓✓Tax Set Up	
✓✓Standard Deductions	
✓✓Custom Deductions	
Ø15Namely Best Practice Workflows	
✓✓Standard Earnings	
✓✓Custom Earnings	
Ø15Parallel Processing	
✓✓Workers Comp Code Assistance	
Ø✓
			
				
			
				BenefitsNamely NowNamely Plus
								Site Per EIN (paid for)	
✓✓Namely Assigned Team Member	
✓✓Standard Data Imports	
✓✓Client Benefits Set Up	
✓✓Custom Enrollment Language	
Ø✓Plan Documents Uploaded	
Ø✓Included Carrier Feeds	
22Open Enrollment Configuration (add’l cost)	
✓✓Custom Life Event Setup	
✓✓

### Namely Technology Partners & API

Partners					Namely connects your employee data to all the other systems you need to get the job done.					Become a Namely Partner		We like to keep good company!Reach out to us here.			Browse our full list of partners							
			
				JUMP TO...			
							
							Applicant Tracking Systems (ATS)																
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																											
															
																Compliance																
															
																Financials/ERP																
															
																											
															
																E-signature																
															
																Benefits Account & COBRA Administration																
															
																																										Identity Management and SSO																
															
																											
															
																											
															
																											
															
																International Payroll																
															
																											
															
																											
															
																											
															
																											
															
																EOR or International HR/Employment																
															
																Employee Recognition and Engagement																
															
																											
															
																																																																															
															
																Learning Solutions																																										
															
																											
															
																											
															
																Employee Feedback and Performance																
															
																											
															
																											
															
																											
															
																																																					
															
																HR Outsourcing																
															
																											
															
																											
															
																											
															
																Health and Wellness																
															
																											
															
																Compensation Management																
															
																Time and Attendance																
															
																Savings and Retirement																
															
																											
															
																App Integration																
															
																																																					
															
																Office Management																
															
																											
															
																											
															
																											
															
																											
															
																Travel																
															
																Brokerage Partners																
															
																Background Checks																
															
																Didn’t see the system you were looking for?					Use Namely's open API to connect your employee data to any system you use.		Check out documentation on our open API.			Become a Technology Partner							
						
							Referrals		Want to tell your whole network that Namely is the most modern and easy-to-use HR platform? We offer a formal referral program for those who recommend Namely.					
						
							Integrations		We believe in an open ecosystem of connected products and data. By building an integration with Namely, you can make it seamless for clients to utilize your product in conjunction with ours.					
						
							Marketing Partnerships		Namely has an active voice in the HR community. We collaborate with others in the space (on eBooks, webinars, in-person events, and more) to help amplify our shared messages.			Interested in becoming a partner?
Reach out to us!		Email us at hello@namely.com to get started.

### Time Off Tracking

Employee Time Off Tracking
		
		Managing time off doesn’t need to be tedious. With Namely, you can easily manage and track all PTO, vacation, and leave requests in one centralized platform. From instant notifications to direct calendar integrations, Namely’s employee time off tracking software is easy to use and keeps track of time for you.		
			
						Request a Call
					
			Time Off Management
		
			Manage & Approve Request
		
		Imagine time off requests filtering into a company calendar so everyone can keep track of who’s in and who’s out; with Namely, it’s possible. Managers immediately receive time off requests and can take the appropriate action, wherever they are. The employee is notified via email and their balance is updated automatically for a seamless process.		
			PTO Balance Tracking
		
		With Namely’s time off solution, PTO is calculated automatically providing a streamlined process without the need of manual data entry. Employees have the ability to check their current PTO balance, review any upcoming requests, and have direct insight to any company holidays. This easy access allows employees to plan their time off more easily.		
																														
			Mobile HR for Time Off Request
		
		Give employees the power to easily request time off right when they’re thinking of it through our HR mobile app. Employees have access to self-serve their vacation, PTO, and sick leave request from their phone. When employees have the capability right at their fingertips to better manage their vacations, you’re one step closer to helping give them the work-life balance they desire.		
			Flexible Time Off Plans
		
		One-size-fits-all PTO policies are a thing of the past; with Namely, you have the ability to create as many policies on your account as you need. With our Time Off summary page, you have the control and flexibility to manage your company’s policy by hours or days. Employees can request partial days or a specific number of hours.https://namely.com/wp-content/uploads/2023/12/time-off-request.mp4		
			All-In-One HR Technology
		
		When payroll, performance, and time off are all managed in one place, you instantly see the full picture of how an employee contributes to your org and interacts with his or her team. Our powerful HR technology provides insights into critical time management data, keeping you in the know. With Namely’s software you can build employee satisfaction and increase productivity—all in one place.		
																														
																														
			It’s Easy to Get Started		
			
							
						Request a Call
					
			Join other innovative organizations empowering their workforce with Namely’s time off tracking software!
		
																
															
		“Namely has simplified PTO tracking for both our employees and HR team. Now, employees can easily submit requests for vacation time, sick time, or whatever it may be.“— Affinivax		
																
															
		“Namely’s time off feature helps streamline everything. When we used to track PTO manually, there was always room for error—and that isn't a problem anymore.”— BlueSnap

### 5 Reasons Why Employee Self-Service Helps HR

5 Reasons Why Employee Self-Service Helps HR					
			
							
							
							5 Reasons Why Employee Self-Service Helps HR
																												From onboarding to offboarding and everything in between, HR professionals have a ton on their plate. In addition to processing payroll, running open enrollment, and launching performance review cycles, they also constantly field questions from employees.Answering these routine questions on top of all of their other responsibilities can be time consuming and overwhelming. Luckily, that’s where employee self-service comes in. Using an employee self-service system enables your workforce to access their personal information on their own, giving you time back so that you can focus on innovative people strategies.So what exactly is employee self-service, and how can it be an invaluable tool for your HR team?Let’s take a look.			What is HR Employee Self-Service?		Before we dive into the benefits of having such an HR platform, let’s start at the beginning: What is employee self-service?HR employee self-service empowers your employees to view their information whenever, from wherever. Through a self-service platform, employees have the flexibility to see and update their data without having to contact their HR team. Since data protection is crucial at every organization, employee self-service also ensures that when employees view their information, their access is private and secure.			What is a Self-Service System?
		We’ve covered what HR employee self-service is, but what is a self-service system?An employee self-service system is an HR platform that allows your workforce to access information throughout the entire employee lifecycle. Not all HR solutions are considered employee self-service systems, and even the ones that are may not be easy to navigate–which still leaves employees with questions for their HR team.So what kind of information can employees access through a user-friendly HR employee self-service system? Starting with onboarding, new hires can fill out important forms and tax documents, like their W4 and I-9, on their own. Once they’re onboarded, they can use the employee self-service system to access their pay stubs, request PTO, view their benefits, fill out performance reviews, and update personal information if needed, such as their bank information or home address. Then if someone leaves a company, they can still access their pay stubs and personal tax documents through the employee self-service system without having to get help from their HR team. Overall, using such a platform significantly decreases the amount of questions HR teams receive from current and former employees.			What is an employee self-service portal?		How do employees actually access their information? That’s where the employee self-service portal comes in.In most cases, the portal that employees use to sign into their HR platform is the employee self-service portal. Once an employee inputs their username and password, they are able to navigate the system on their own to find any information they need. Having an all-in-one HR platform makes this even easier for employees because their HR, benefits, and payroll data all live within the same centralized location. This way, they only have to sign into one system to access all of it.			What are the Benefits of Employee Self-Service?
		Now that we’ve discussed what an employee self-service system is, how can using one help your HR team?Here are 5 benefits of employee self-service:			Attract Top Talent
		Employee self-service will not only help you seamlessly onboard new hires, but will also help you attract top candidates during the hiring process. In today’s job market, candidates want to work for companies that use modern and intuitive technology. In fact, 59 percent of Millennials–which make up 35 percent of the US workforce–said that state-of-the-art technology was important to them when considering a job. As companies continue to hire for remote positions, that percentage will only keep increasing.			Improve Employee Engagement
		Using an HR employee self-service system can help keep your workforce engaged and informed. Through the employee self-service portal, employees have direct access to resources, including directories, org charts, announcements on your company newsfeed, and so much more. These employee self-service features empower your workforce to access information at any time, from anywhere.			Impact Your Bottom Line
		In addition to keeping your workforce engaged, employee self-service enables both your HR team and employees to be more productive. From direct access to benefits information and pay stubs to year-end tax documents and performance history, an HR employee self-service system saves your entire organization time so that you can focus on the initiatives that impact your bottom line.			Automate Time Off Tracking
		An employee self-service portal allows employees to request time off and track their PTO balance all in one, centralized place. With an HR employee self-service system, managers across your organization have the ability to approve or deny requests from any device. By streamlining the process, employees, managers, and your HR team can say goodbye to time-consuming, manual PTO tracking.			Ensure Employee Data Accuracy
		Employee self-service eliminates duplicate data entry and increases accuracy by empowering your employees to confirm their own personal information. Since an employee self-service portal gives them direct access to update their banking information, change their home address, and sign documents, you can ensure that the data in your system is always accurate and secure.			Employee Self-Service Software
		Employee self-service enables companies to take their HR to the next level.That’s why HR professionals at mid-sized companies love using Namely’s employee self-service portal software—but don’t just take our word for it. Hear what our clients have to say:“Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information. With Namely’s assistance, I can provide them with a seamless experience to navigate aspects of HR on their own.” — Adrian Gajda, People Manager at Vita Coco“Since Total Expert is a technology company, our employees are pretty tech-savvy and needed a platform that was user-friendly. The feedback I’ve gotten from them about Namely has been very positive. They can easily access information, from company resources to their performance records.” — Allison Stevens, People Operations Manager at Total Expert“From an end-user standpoint, our employees can easily navigate the system and find everything on their own.” — Sarah Stafford, Senior HR Generalist at AffinivaxTo learn how your company can benefit from using Namely’s employee self-service portal software, request a call today.			To see how technology can help your team, schedule a personal demo with Namely today.

### Employee Self-Service

HR Employee Self-Service
		
		From time off requests and scheduling to data collection and onboarding, HR professionals can find themselves overwhelmed with routine questions. HR employee self-service gives you time back so that you can focus on innovative people strategies. Requesting PTO, administering performance reviews, and appreciating coworkers has never been easier. Empower your team with employee self-service by connecting them to their personal HR data.		
			
						Request a Call
					
																														
			Benefits of Employee Self-Service
		
			Employee Engagement
		
		Keep your team engaged and informed with Namely’s HR self-service portal. Employees have direct access to company resources featuring: directories, org charts, announcements, and so much more. Employee self-service empowers your team to access information, from anywhere.		
			Impact Your Bottom Line
		
		Employee self-service enables HR professionals and employees to be more productive. From direct access to benefits information and pay stubs to year-end tax documents and performance history, ESS saves you time and gives employees the tools to self-serve.		
			Time Off Tracking
		
		Namely’s employee self-service portal allows employees to request time off and track their PTO balance all in one, centralized place. With employee self-service technology, HR leaders have the ability to approve or deny requests from any device. By streamlining the process, employee self-service gives you and your team time back in your day.		
			Employee Data Accuracy
		
		An HR self-service portal will eliminate duplicate data entry and increase HR data accuracy by empowering employees to confirm or update their own personal information. Namely’s solutions gives employees direct access to update their banking information, change their address, sign documents, and so much more.		
																														
																														
			It’s Easy to Get Started		
			
							
						Request a Call
					
			Join other innovative organizations empowering their workforce with Namely’s time off tracking software!
		
																
															
		“Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information. With Namely’s assistance, I can provide them with a seamless experience to navigate aspects of HR on their own.”— Vita Coco		
																
															
		“Before implementing Namely, I would manually send spreadsheets to the executive team. Now, they can access all of that information themselves through Namely.”— BlueSnap

### NamelyOne HR App for Teams

Empower Employees with Anytime, Anywhere Access to HR Self-Service										
									Request a Call
					
									The mobile app delivers essential tools that empower employees to manage time, pay, and personal information from anywhere.							
								
									
						Equip your team with mobile time tracking and clock-in tools built for frontline and hybrid workforces.					
								
									
						Give employees more control with easy PTO requests, approvals, and time-off balance visibility.					
								
									
						Reduce HR bottlenecks with 24/7 access to personal details, pay history, and direct deposit updates.					
							Wow yourpeople.										
									Request a Call
					
																																https://namely.com/wp-content/uploads/2025/08/Mobile-Time-Dashboard-Video.mp4			Handle HR Tasks from Anywhere		Whether it’s submitting time, viewing pay stubs, or checking PTO balances, the Namely mobile app makes it easy to handle HR tasks from anywhere. Empower your team with tools that simplify their workday, no desktop required.			Let your people manage their professional lives like they do their personal lives – on demand and on the go.							
							
													
										Real-time access to benefits, PTO, and schedules
									
								
													
										Teams clock in/out and submit timecards on the go
									
								
													
										Holiday and event visibility improves planning
									
						
									
							
													
										PTO requests and approvals happen in seconds
									
								
													
										Remote workers stay connected via mobile
									
								
													
										Secure data access keeps sensitive info protected
									
						
																																	The mobile platform offers a full suite of HR tools that help employees manage their work and personal information on the go.							
							
													
										Self-service access to pay stubs and history
									
								
													
										PTO request and approval workflows
									
								
													
										Punch in/out functionality and geotagged time entries
									
								
													
										Live schedule updates visible across teams
									
						
									
							
													
										Tap-to-complete timesheet entries
									
								
													
										Manage and update direct deposit preferences
									
								
													
										Monitor and manage time off balances
									
								
													
										Access and edit personal/contact information
									
						
							Power Your Business										
									Request a Call
					
																																			Intuitive, secure self-service that empowers your workforce, wherever they are.							
																
															
					MOBILE DASHBOARD				
									Quick access to pay, schedules, time off, and more from the HR app home screen.								
																
															
					ACCESS TIME CARDS				
									Clear breakdowns of hours worked help employees and managers stay on track.								
																
															
					TIME OFF REQUESTS & APPROVALS				
									Tap to submit PTO, check balances, and receive manager responses; no forms, no friction.								
																
															
					VIEW WORK SCHEDULE				
									View work schedules, request changes, and swap shifts when life happens.								
							
							
																		
															
																MOBILE DASHBOARD		Quick access to pay, schedules, time off, and more from the HR app home screen.														
															
																ACCESS TIME CARDS		Clear breakdowns of hours worked help employees and managers stay on track.														
															
																TIME OFF REQUESTS & APPROVALS		Tap to submit PTO, check balances, and receive manager responses; no forms, no friction.														
															
																VIEW WORK SCHEDULE		View work schedules, request changes, and swap shifts when life happens.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Empower Your People										
									Request a Call
					
																																			FAQs				
								What is an HR app and how can NamelyOne help my business?							
								An HR app like NamelyOne is a mobile-first platform that streamlines HR functions such as payroll, benefits, time tracking, and employee communication. It simplifies day-to-day tasks, reduces manual errors, and improves compliance without needing a large in-house HR team. Learn more about Namely’s HCM platform
								How does NamelyOne improve employee engagement and productivity?							
								NamelyOne empowers employees with mobile self-service tools to manage their own profiles, submit time off requests, view pay stubs, and access key information. This autonomy helps boost engagement, especially in remote and hybrid environments. Want to see it in action? Request a call
								Is the NamelyOne mobile app secure?							
								Yes. NamelyOne is built with enterprise-grade encryption and secure authentication to protect sensitive HR data. All employee activity, including payroll and time entries, is securely logged and compliant with industry standards.
								How does NamelyOne support remote and hybrid teams?							
								NamelyOne was built for today’s flexible workforce. Whether your team is in the field, in the office, or working from home, employees can access HR tools on the go ensuring consistent communication and real-time access to key information across locations and time zones.
								What features are included in the NamelyOne app?							
								NamelyOne includes:Mobile-first employee self-serviceIntegrated payroll and PTO workflowsTime and attendance trackingAccess to personal and direct deposit infoSchedule and timecard visibility
								Does NamelyOne include payroll and time tracking features?							
								Absolutely. The mobile app gives employees access to real-time payroll, PTO balances, time entry, and work schedules, all from their phone. Managers can approve time off, monitor hours, and view schedules from wherever the day takes them.

### Employee Database Software

Employee Database Software
		
			Finally, a Single Source of Truth for Employee Data.		
		Say goodbye to spreadsheets, dual data entry, and multiple business systems. With Namely, your online employee database stores an unlimited amount of employee information and is seamlessly integrated with talent management, payroll, and benefits.		
			
						Request a Call
					
																														
			Your Employee Data, Your Way		
			The Ultimate Flexibility
		
		Employee database software should reflect your unique organization. With Namely, your platform is personalized with unlimited custom fields and configurable workflows. Instead of keeping records across multiple spreadsheets, you can easily store all your employee data in one place. With one central HR database, you’ll have all the information you need to keep your company running smoothly.		
			Insights In Seconds
		
		Feel confident in your people strategies and prove results with real-time data. Report on employee data in no time with our ad-hoc report builder and delivered analytics dashboards. With Namely, your employee data lives in one central HR database that integrates with all of your HR data, giving you the power to update and check employee records in an instant without sacrificing accuracy.		
			Intuitive Self-Service
		
		As an HR leader, you know employee self-service is far more efficient than manual data entry. With Namely, you can empower employees to self-serve in a platform they’ll love to use. Employees can request time off, view pay stubs, download tax documents, and make changes–all from the employee profile. Giving you time to focus on innovative people strategies.		
			Trustworthy Data Management
		
		Protect access to employee data with fine-grain roles and permissions on a secure platform. Namely undergoes annual SOC1 and SOC 2 audits to provide clients with the assurance that data is always protected and accurate.		
																														
																														
			It’s Easy to Get Started		
			
							
						Request a Call
					
			Join other innovative organizations streamlining their business systems with Namely’s employee database software!
		
																
															
		“We use Namely for our HRIS, payroll, and performance evaluation needs. It has consolidated the use of many different applications into one powerful tool.”— Bridgeway Community Church		
																
															
		“Before implementing Namely, I would manually send spreadsheets to the executive team. Now, they can access all of that information themselves through Namely.”— BlueSnap

### HR Analytics

Be Bold, Not Blindsided
		
			HR Analytics		
		You have big ideas, but executives want data to back them up. Without consumable metrics your business is driving blind. Namely gives you access to the key people data you need to inform strategic HR decisions — with the support of your leadership.		
			
						Request a Call
					
		HR is both an art & a science — which is why it is critical that people teams have the ability to dig into the data to drive strategy. Historically, HR teams have struggled with:		
					
							
													
										No access to pre-built, easily digestible dashboards
									
								
													
										Complex report building tools that required IT support
									
								
													
										Rigid data models that prevented reporting on custom data
									
						
		But modern HR analytics software, like Namely’s, should make those problems a thing of the past. You have great intuition. Let us give you access to the HR data to prove it.		
																										
			Effortless Access to Insights
		
			Delivered Dashboards		
			Intuitive Ad-Hoc Report Builder
		
			Point-in-Time Reporting
		
			Easily Configurable & Exportable HR Reporting
		
			
							
						Request a Call
					
			It took HR a long time to have a seat at the table;
let’s not lose momentum.		
		Namely will give you the people analytics you need to feel confident in your strategy and proud of your provable results.		
								HR Insights							
								Comprehensive and visual hub for the HR data you need to drive decisions
								Diversity							
								Get a holistic view into your business and your people
								Attrition							
								Have the most critical HR KPIs at your fingertips – in real time
								Time off							
								Track people analytics’ trends and identify red flags proactively
								Ad Hoc Report Writer							
								Intuitive tool to create custom HR data reports to meet your needs – without the need for technical support
			
							
						Request a Call
					
			Our Clients Have Felt the Impact of Good Data		
																										
		“Namely is so intuitive that I’m always thinking of new reports I can run, more analytics I can collect, and new ways I can use the platform to enhance our employees’ experience.”— Danielle Bensignor, Manager of Talent Management & People Operations at ExecOnline		
																										
		“Having all HR, payroll and benefits information in one place, accessible for reporting and analyzing has made a world of difference. Not only does Namely save time, but better decisions can be made (and made faster) around benefits and all sorts of human-centric things.“— Trish Swope, Director of HR at Archer Malmo		
																										
		“Namely is the only place I can go to run an entire headcount report. Before we implemented Namely, we didn’t have a centralized place where we could look at BlueSnap as a whole organization. Now we can easily view all of our employees’ data in the system, which saves a ton of time on reporting.”— Ken Sullivan, SVP of Human Resources at BlueSnap		
			
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### Client Services

Implementation & Client Service					We Have Your Back		HR is hard and getting even more complex. That's why Namely's implementation and support model is designed for you to get the most out of your HR, payroll, and benefits technology – without adding more to your full plate.								
							
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							Proven & Efficient Implementation		When it comes to implementing a new HR solution, no one wants to:					
							
													
										Struggle trying to find and export historical data
									
								
													
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				We know that a successful customer experience is rooted in a successful implementation and setup — so we don’t cut corners.			We make switching your HR platform painless.				
                                    Data Migration AssistanceClearly Defined ProcessDelivered Best PracticesIncluded Personalizations
						
																														
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									Take the stress out of data collection and migration. Work with a dedicated Migration Consultant who will gather and transfer your current data to Namely.								
				
																														
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									Sometimes it’s better to not reinvent the wheel — and implementation is one of those times. We take the guesswork out of “What happens next?” with our clear 5-step process to kick off, initiate, configure, validate, and deploy your platform.								
				
																														
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									Leverage our robust industry and system best practices to simplify how you manage your people operations and optimize the platform. From delivered workflows to performance templates, you are given a solid foundation from the start.								
				
																														
					Included Personalizations
				
									We know there is power in personalization. Namely is easily configurable during and after implementation. We will get you started by building out your unique time off plans, benefits plans, employee data, and more.								
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																															Reliable and Responsive Support 		A great HR platform is not enough; service is integral to empowering people teams in these challenging times. Namely is committed to providing our clients with the support they need to build a better workplace for their people.																													Dedicated Service Pod		Your team of experts will get to know you and your business. Your dedicated Service Pod will deliver solutions that span HR, Payroll, Benefits, and Time.			Client Relationship Manager		Your Namely advocate ensures you get the most out of Namely’s software and services through implementation and beyond.								
							
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									But Wait, There’s More
		The need for world-class support doesn’t stop after go-live. And neither do we. You can get even more out of your Namely journey with:					
																	
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							Offer amazing employee benefits while simplifying the way you run your program. Get personalized benefits consulting and best-in-class underwriting support.						
																	
								Managed Payroll							
							Managed Payroll						
							Save valuable hours by outsourcing payroll administration to Namely’s payroll experts. And that’s not all–rest assured knowing you get security, compliance, and risk mitigation support, too.
																	
								Strategic Projects Services							
							Strategic Projects Services						
							Scaling your business? Hiring in new states? Need additional Namely training? We’ve got your back with new state tax registrations, new admin training, on-demand Managed Payroll, and so much more.
							Hear Why Our Clients Love Namely’s Implementation & Ongoing Support										
						“I truly can’t say enough good things about our implementation. Namely’s Implementation Team was organized from the start and made it such a stellar experience."					
								— Jona Xhama, HR Manager, Affinivax			
						“Namely has set up a new process for implementation where an assigned data analyst was on our implementation team. This person pulled all the data from the old system into Namely and ensured accuracy. It's the best and most smooth implementation I've been through.”					
								— Lori Osborne, VP of People at Marbles Kids Museum			
						“I think it’s so great to have a team at Namely that understands the ins-and-outs of not only the product, but also about how we want to run our business.”					
								— Kelly Gliatta, VP of Talent at WorkWave 			
						“Namely’s new Pod Service Model has been working really well for us. As a Namely client, you have a dedicated Pod Team of subject matter experts who are available to you. For example, the HRIS Specialist on my Pod Team is always willing to jump on a call with me if I need help with something. There are plenty of ways to get support from Namely’s experts.”					
								— Erika McGrath, VP of People and Culture at The Channel Company			
													
													
														
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### Namely Client Offboarding Instructions

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### Client Care

Client Care
		
		Namely’s Help Community is more than just a help page. It lets you access our robust library of educational resources, create and view support cases, and view our client discussion community – all from one convenient location.Access Namely's Help Community  here, or click on the “?” at the top while logged into Namely.		
																														
					
							
													
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### Careers

Build a Better Workplace.
				Innovate			
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				Collaborate			
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					with Namely.
					
			View Our Open Positions		
			Life at Namely		
		Ask anyone what their favorite part about working at Namely is and the answer is always the same: the people. Our employees come from all sorts of backgrounds and with all sorts of skill sets. Diversity is at the heart of who we are and what we create. But we all have one thing in common: we come to work ready to fulfill our mission to help companies build better workplaces.
You’ll find that at Namely, there is a place for everyone. Whether you’re interested in joining team happy hour brainstorms, celebrating a personal milestone, or participating in a fun Friday activity, we offer a little bit of everything.
We are a proud work-from-office company. If you’re ready to work on-site in a dynamic, global company, we’d love to hear from you!		
																										
			What Are Our Company Values?
		
		It's simple:		
			EngageCome to work with an open and optimistic mind.		
			OwnBe personally accountable.
		
			DriveAct with a sense of urgency and purpose.
		
			GiveSupport each other and the community.
		
			What’s It Like to Work at Namely?
		
		Here’s why employees love working at Namely.		
			Bri Ukaonu
		
			Sr. Manager, Strategy & Workforce Management		
							“I love working at Namely because of the support and collaboration I experience on my team. Everyone cares and wants to see our clients and teammates win. As a people and operations leader, I get to make a significant impact on our service model everyday while doing what I love – coaching and developing employees. “						
			Sara Grant
		
			Sr. Manager, Client Services		
							“I enjoy working at Namely for two reasons; the inclusive culture and the ability to make an immediate and lasting impact. At Namely, I feel seen and recognized for my contributions. I’m empowered to think creatively and challenge ideas and I’m supported at every turn by a team of strong leaders. “						
			Rhiannon Lococo
		
			Group Project Manager		
							“I never thought about how much SQL I would learn in my role! Going into the role, I thought it was a lot more about qualitative conversations, but every product decision we make needs to be backed by data. I need to be able to show exactly why we’re doing what we’re doing. “						
							
							
			Bri Ukaonu
		
			Sr. Manager, Strategy & Workforce Management		
		"I love working at Namely because of the support and collaboration I experience on my team. Everyone cares and wants to see our clients and teammates win. As a people and operations leader, I get to make a significant impact on our service model everyday while doing what I love - coaching and developing employees. "		
			Sara Grant
		
			Sr. Manager, Client Services		
		"I enjoy working at Namely for two reasons; the inclusive culture and the ability to make an immediate and lasting impact. At Namely, I feel seen and recognized for my contributions. I’m empowered to think creatively and challenge ideas and I’m supported at every turn by a team of strong leaders. "		
			Rhiannon Lococo
		
			Group Project Manager		
		"I never thought about how much SQL I would learn in my role! Going into the role, I thought it was a lot more about qualitative conversations, but every product decision we make needs to be backed by data. I need to be able to show exactly why we’re doing what we’re doing. "		
																										
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### Clients

We empower great HR people to build better workplaces.		
			Explore our client's HR case studies to see how:		
			Together, we build a lasting partnership.		
			Hear what our clients have to say about us:
		
		https://videos.ctfassets.net/v1afrfgp9eau/5OFWO5j0TCuGwIICG8EOi8/2153f3889ebd8d7a449ebd49790ed536/Namely_Client_Testimonial_Video__Final_Cut_.mp4		
			“”		
			With Namely, you’re going to save a lot of time and have a dedicated partner from implementation all the way through using the platform on a day to day basis. If you’re searching for a customizable HR system that’s easy to implement and has great customer service, Namely just makes sense.		
																														
			Join the innovative HR leaders who use Namely. Tour our platform.

### Payroll Guide

The Definitive Guide To Payroll		
			
							
							
			Download Guide
		
			The Definitive Guide To Payroll		
			Decoding HR’s most “taxing” responsibility
		
			Introduction		
		At a small or mid-sized company, it’s often HR’s most essential responsibility: ensuring employees get paid accurately and on time. Unfortunately, “essential” rarely translates to simple. Payroll consistently ranks as HR’s biggest administrative headache, sapping time from what should be the profession’s primary concern: working toward the success and growth of employees.Whether you’re just getting started or consider yourself a grizzled veteran, we’ve compiled everything you need to know about payroll. How do you settle on a pay cycle? How do you keep track of federal and state taxes? We’ll cover all of these questions and more. Ready? Let’s get started with pay cycles.		
			Pay Cycles
		
			From weekly to monthly, all you need to know about pay frequency
		
		Regardless of how often it hits, everyone loves a payday. Pay frequency is a divisive issue in the payroll community, and everyone has their own preferred model. When determining how often employees should be paid, U.S. businesses opt for one of four models: weekly, biweekly, semimonthly, or monthly.According to the U.S. Bureau of Labor Statistics, biweekly is the most popular pay frequency among employers nationally. As you might suspect, it involves paying employees on a set day every other week, ultimately resulting in 26 paydays per year. That means that for certain months in the year, employees will receive a whopping three paychecks. Biweekly tends to be most preferred by both businesses and their workers, as employees get their pay in a predictable, frequent manner and employers only have to process every other week. In the payroll profession, the biweekly model is the closest thing to a happy medium.Running weekly payroll is no small feat— click here to learn how technology makes it easy.The second-most common frequency in the US is the weekly model, in part due to its popularity in blue collar industries like manufacturing and construction. For lower wage or hourly workers, the weekly model is preferable because it makes for easier financial planning. It’s also preferred in contract work like construction, where work can stall suddenly for a variety of reasons, like a client running out of funds. For payroll professionals, these same virtues make the model exceedingly difficult to administer, with the dreaded “processing day” occurring every single week.Under the semimonthly model, employees are paid twice a month—once in the middle of the month, the other at the end. The resultant 24 pay periods can be challenging for payroll professionals to track, as the 15th and 30th often fall on a bank holiday or weekend. In these instances, the best practice is to pay employees on the preceding business day. This variability can sometimes frustrate employees, as it makes planning to pay the bills more of a challenge.		
			Us Private Businesses' Preferred Pay Cycles
		
																										
		And monthly payroll? You guessed it—that’s 12 pay periods per year. While that may make processing sound like a breeze, a month is a long time to wait for a paycheck. Because of this, the model is very much a rarity today, with just 11 percent of U.S. businesses opting for a monthly pay cycle.
			Federal And State Taxes
		
			FICA, FUTA, and everything in between.
		
		It’s an adage you’ve likely heard before: “In this world nothing can be said to be certain, except death and taxes.” On payroll processing day, Ben Franklin’s words of wisdom ring as true as ever. Payroll taxes, put simply, are deductions made to employee pay to fund federal, state, and local governments and services. That doesn’t mean that employees shoulder the burden exclusively, though—employers, too, must pay their fair share come payday.At the federal level, there are a number of taxes you’ll need to withhold from employees’ pay. You’ll report on all of this later via the Form 940—we’ll touch on that a little later. Below is a rundown of federal employment taxes your company and/or your employees have to pay.Federal Income Tax: A set percentage based on an employee’s income. The amount you withhold is based on what the individual indicates on their Form W-4.Social Security and Medicare (FICA): The Federal Insurance Contributions Act (FICA) tax is paid for by employees and employers to fund Social Security and Medicare. Both parties are required to pay 6.2 percent (for Social Security) and 1.45 percent (for Medicare) on payday.If an employee’s year-to-date income reaches $127,200, the social security contributions stop for that tax year. After it reaches $200,000, the employee contribution to Medicare goes up an additional 0.9 percent for that year.Federal Unemployment (FUTA): The Federal Unemployment Tax Act (FUTA) is a 6 percent tax paid by employers based on employee wages. The tax supports unemployment compensation for individuals who have lost their jobs. After an employee’s year-to-date wages cross a certain threshold ($7,000), an employer no longer has to pay the tax.Supplemental Income Taxes: Wages outside of regular compensation (like bonuses or severance) have their own, higher tax rate. We’ll cover this later on in the guide.The above only covers what’s due to Uncle Sam. State and local taxes are a little more challenging to sum up. Most states have separate income taxes complete with their own tax brackets, or tables showing how much individuals should be taxed based on their earnings. Many cities have their own tables as well (here’s New York City’s, for example).In addition to these taxes, states also have their own unemployment insurance (SUI) rates, which vary from employer to employer. You should receive a letter from your local labor department with your business’s SUI rate each year. You can also reach out to your state department of labor to look up your rate.You can use our state tax guide to see what requirements apply to your business, or just visit your state and city’s department of labor or finance.		
			Payroll Forms
		
			Decoding the W-2, 1099, and more
		
		This wouldn’t be a real payroll guide without mentioning forms, right? From tax filings to annual wage summaries, the number and variety of forms you’re required to file can be dizzying.Form 941Every three months, most companies are required to file the Form 941, or the Employer’s Quarterly Tax Return. At a high level, this critical form includes your employee headcount, how much everyone was paid, and what taxes you withheld. The skinny? All those funds you withheld from employee paychecks, plus the additional taxes you owe as their employer, get reported in this form. Here’s a helpful rundown on when you need to file by:FILING DEADLINES FOR FORM 941Reporting Months DeadlineQ1: January, February, March April 30Q2: April, May, June July 31Q3: July, August, September October 31Q4: October, November, December January 31While the majority of employers are required to file a Form 941, there are other forms for specialized cases. If you have agricultural workers, for example, you may need to fill out the Form 943. A list of similar forms is provided by the IRS here. Note that there are state and local equivalents to the Form 941, too. Check with your local tax agency’s website to see which forms you’re required to file.Form W-2The Form W-2, or Wage and Tax Statement, includes a summary of employees’ compensation and deducted taxes. It must be provided to employees and filed with the Social Security Administration (SSA) by January 31. When filing these forms with the SSA, be sure that they’re accompanied by the Form W-3, a summary form that serves as a “cover page” for all of your company’s W-2s. Make a mistake on an employee’s W-2? It happens—you can make corrections with the Form W-2C.Form 10991099 forms are used by individuals to report a number of things—interest, dividends, retirement withdrawals—but they’re best known for including payments made to independent contractors. If your business pays a contractor $600 or more in a single year, it’s required to file and provide that individual with the Form 1099-MISC by January 31. That deadline probably sounds familiar by now. There’s a reason why year-end, year-start is such a busy time for HR and payroll professionals.Form W-4Last but not least, there’s the Form W-4, or the Employee’s Withholding Allowance Certificate. This form is a mandatory part of the employee onboarding process, and it determines how much federal income tax should be withheld from an individual’s paycheck. On the form, employees fill out a “personal allowance worksheet” based on their marital status and other personal factors to determine how much should be withheld from their pay. The more allowances specified, the less income tax ends up being withheld from regular pay.It’s best practice to have employees review their W-4 whenever their personal or financial situation changes. There are a few instances where it’s recommended or even required to have current employees fill out a new form, like a legal name change or marital status update. Employees who are claiming tax exempt status need to fill out the form every year by February 15.		
		Don’t be fooled by the “executive” moniker. The FLSA’s definition of an executive employee closely aligns with what is popularly considered a manager. If an employee manages two or more full-time employees, can influence who gets hired and fired, and earns over $35,568 a year, they likely qualify for the executive exemption.Part of the reason why employers struggle with the duties test is its unclear language. “Management of the enterprise” simply refers to activities such as interviewing job candidates, setting pay schedules, handling grievances, and apportioning work to employees. A full list of example responsibilities is provided in the text of the FLSA.		
			Calculating Overtime
		
			Decoding the FLSA’s timekeeping rules.
		
		Even though the Fair Labor Standards Act (FLSA) is nearly 80 years old, it arguably remains the most important piece of HR and payroll legislation in history. Once considered a novelty, the law set a minimum wage, established rules for overtime pay, standardized recordkeeping, and made child labor illegal. Though aspects of the law have undergone revisions since then, the FLSA’s spirit lives on to this day.The FLSA established the 40-hour work week as a standard. In doing so, it created a new classification of work that went beyond those parameters: overtime. The law sets rules for who should be paid overtime, in what circumstances it should be issued, and at what rate.There’s more to overtime classification than salary. Read our guide on the “duties test.”We’ve written about the subject at length, but here’s the gist: if an employee’s job duties and wages don’t meet a minimum requirement, they will need to be paid “time and a half” for any time exceeding 40 hours per week. As of Jan 1st, 2020, employees earning less than $35,568 a year must be eligible for the benefit, regardless of their job duties. Don’t get too comfortable with this figure, as there’s a good chance the threshold will increase in the near future.The FLSA has stringent recordkeeping standards for nonexempt (overtime eligible) workers. For these individuals, employers must maintain records representing at least three years of payroll history—either on premises or at an outside location. This data should already be recorded by your payroll provider.If you’re moving from one payroll vendor to another, be sure to ask the former for an export of historical data. Per the Department of Labor, the data points you’ll need to track include:Full nameSocial security numberHome addressesBirthdateGenderJob titlesScheduleHours workedPayment rate and methodTotal daily or weekly earningOvertime earnings per weekAdditions or deductionsTotal wages paid each periodDate of payment The Department of Labor is flexible on your actual method of timekeeping. Whether it’s a physical time clock or paper form filled out by employees, the agency leaves it up to businesses to make the call—as long as the timesheet results in employees being paid for the regular and overtime wages they’re entitled to. As a practical measure, ensure that whatever method you use can easily be imported into payroll.Though the FLSA sets a national baseline for employers, state and local agencies often enforce their own minimum wages and overtime rules. The rule of thumb for employers in jurisdictions where standards contradict is as follows: when in doubt, the rule most generous wins out. In New York City, for example, employees will need to be paid a minimum of $15 per hour despite the fact the federal minimum wage is $7.25 per hour.Conversely, even though Georgia’s minimum wage is technically $5.15, employers in that state must abide by the more generous federal minimum. The same dynamic applies to overtime rules, too. Be sure to check with your state department of labor or city agency to confirm the rates applicable to your business.		
			Payment Methods
		
			The humble paycheck has come a long way.
		
		Paper or plastic? It’s a question most of us associate with the checkout line at the grocery store, not payroll processing day. The humble paycheck has increasingly become a rarity, with employees opting for non-traditional payment methods like paycards and direct deposit. Here’s what you need to know about the three major payment methods available to you today.Direct DepositIn the vast majority of US workplaces, direct deposit reigns supreme. A survey from the American Payroll Association found that over 96 percent of employees received their pay using direct deposit. In addition to being easier on the employees, this method of payment can reduce your printing costs and is greener, too. Boston University calculated that its own push for direct deposit adoption would prove to save 3,000 pounds of paper, 30,000 pounds of wastewater, and 1,000 gallons of gas annually. Oh, and it saved them a pretty penny too—just about $50,000 per year.PaycardsPaycards have emerged as a cost-effective (and controversial) way for employers to pay their employees. Under this approach, employee pay is automatically loaded into a physical, plastic card. Individuals can use their paycard as they would a credit or debit card, using it to make purchases or by withdrawing funds from an ATM. Because they can save employers up to $233 per employee annually in payroll processing fees, they’ve grown in popularity since their inception in the late 1990s.Despite paycards’ growing popularity with businesses, feelings on the payment method are markedly less positive among employees and labor groups. Due to the hidden fees some providers charge for cash withdrawals and paper statements, this method has been derided by some lawmakers as a form of wage theft. In light of this, a number of states have drafted laws heavily limiting or regulating their use.Paper ChecksLast but not least, some individuals may still opt for the classic paper check. In some jurisdictions, you may need to oblige that request. If you don’t process payroll in house, make sure your vendor can accommodate check printing.Choosing the Best MethodIt’s the employee, not you, who has the most say in choosing a payment method. Federal, state, and local laws closely guard rights on payment. At the federal level, employers are permitted to require direct deposit as long as workers can use an account of their choosing. If an employer wants to require use of a certain bank, only then must it offer an alternative form of payment.Additionally, depending on your jurisdiction, you may be required to provide employees with a pay stub on payday. While it’s not mandated by federal law, doing so has become best practice and has evolved into an employee expectation. The best pay stubs go further than just providing employees with a breakdown of recent or year-to-date compensation—they display accrued and used vacation and sick time, too.		
			Supplemental Wages
		
			Bonuses, commission, and more.
		
		Payroll isn’t always routine. Depending on the occasion, you may need to make payments that fall outside of the regular pay cycle. Bonuses, commission, and severance are considered “supplemental wages” by tax authorities. If you’ve ever received or processed a bonus in the past, you’ll notice that it often displays as a separate line item on the employee pay stub.Those on the receiving end of one of these payments shouldn’t be surprised to see that their bonus or commission has been nearly cut in half. Supplemental wages carry a much heavier tax burden than regular payroll. For administrators, there are two acceptable methods for handling these taxes. Thankfully, the easier method often makes the most sense for both the administrator and employee.The easy, or percentage-based approach, applies a federal flat rate (22 percent, as of 2021) to the bonus. Note that particularly big payouts of $1 million or more are subject to a higher supplementary tax rate of 37 percent. In addition to the supplementary rate, note that other taxes like Social Security and Medicare will also need to be deducted from the payment. A number of states have their own supplemental income rates as well. Check with your local tax agency to confirm yours.EXAMPLE: AN EMPLOYEE RECEIVES A $1000 BONUS		
			Calculated in California, Based on Percentage Model
		
																										
		The more complex aggregate approach is sometimes preferred by employees in lower income tax brackets. For clarity’s sake, this method is best described in steps:Add the bonus amount to the employee’s most recent paycheckTake the sum and determine what the regular federal withholding amount would beSubtract the usual withholding amount from the combined withholding amountWithhold the difference from the bonus Both of these methods are acceptable in the eyes of the IRS. In most instances, the simpler percentage based model will result in a higher payout to the employee and less head scratching on your part. Depending on the circumstances of the payment and your company size, it may be feasible to just ask employees which method they prefer. Without giving direct tax advice, explain the two methods to employees or defer the conversation to your third party processor if you have one. Any vendor worth their salt should be able to accommodate both methods.		
			Making it Easy
		
			How to wrap your head around it all.
		
		In light of the function’s growing complexity, outsourcing payroll has increasingly become more of the norm, not an exception. Among companies with 500 or fewer employees, nearly 60 percent turn to a third party vendor to administer payroll. With regulatory changes happening at every level of government, it’s a safe bet that an even larger share of companies will turn to outside help to manage payroll compliance.Dotting your i’s and crossing your Form 941’s is often too much to ask from one person. Thankfully, there are several payroll technology vendors and professional communities, like the American Payroll Association, that your HR team can lean on to ease the burden. Namely, for example, processes over $6.5 billion in annual payroll and handles compliance for over 800 companies. You can learn more about our full payroll offerings here.The end result? Spending less time crunching numbers and fretting about FLSA or IRS compliance—and more time empowering employees to be their best selves.The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.
			To see how technology can help your team with payroll, schedule a personal demo with Namely today.

### Multistate HR

The Ultimate Guide To Multi-State Employment
			
							
							
							The Ultimate Guide To Multi-State Employment
					Navigating HR’s legal and practical challenges
		Becoming a multi-state employer is a turning point in your company’s history. Few businesses make it this far; for leadership and regular employees alike, the decision to expand is reason to celebrate and look to the future.HR employees, on the other hand, may be apprehensive about the compliance and practical challenges. Navigating new and sometimes conflicting overtime laws, handling multistate payroll, preserving a cohesive culture—just a smattering of the issues HR has to face.Your team can rise up to the challenge. This guide will outline the hurdles multistate employers face and help you reaffirm HR’s strategic role in the organization. With this game plan in hand, you can do this!			Get Involved Early
		The decision to open a second office shouldn’t be taken lightly. HR, the department that will ultimately make much of this a reality, needs to be involved from the get-go. If you’re looking for an opportunity to demonstrate HR’s role as a strategic partner, look no further.As your company’s in-house talent expert, you’ll be expected to help with salary benchmarking and recruiting. If the plan is to stock the new office with web developers, for example, ensure that the cities you’re evaluating actually have the right workforce on hand. If the new office will be staffed with sales people or workers who need to travel often, for example, make sure it’s near a transportation hub.					
						
							HR will be the department that makes your company’s multistate dreams a reality. Get involved early.		The cost of paying these new hires will also need to factor into leadership’s discussions. Depending on your industry, employee compensation can account for 40 to 80 percent of a company’s overall spending. That’s outside of the very practical expense of just keeping the lights on; rent, utilities, and furnishings will also eat up a sizable part of your budget. The toll of these costs will vary widely across the country — compare living expenses and average salaries in the markets being considered.With HR fully engaged in the decision to open a new office, your input could save your team, and the company, from making a multi-million dollar mistake.			Multi-State Compliance
		Compliance: while it’s the bread and butter of the HR profession, managing it can be a headache. Keeping pace with one state’s labor regulations is easy enough—the trouble starts when other states and cities are thrown into the mix. If you’re launching an office in a regulatory environment as complex as California’s, that’s doubly true.			Compensation and Payroll Taxes
		Since 2009, the national minimum wage has been set at $7.25 per hour. That number establishes a national baseline, but many states and cities have set their own, higher rates. Those increases don’t just impact the lowest earners; raising the wage floor overall forces even higher salaries upward.When opening a new office, particularly in a city with a higher cost of living than in your headquarters’, take heed—minimum wages can reach up to $15 per hour in some jurisdictions. Not only will you have to adjust pay to meet those requirements, you’ll have to exceed them to stay competitive and meet compensation benchmarks.In addition to compensation, you’ll have to manage state taxes, too. A 2015 Bloomberg study found tax compliance was the top headache among multistate employers. Each state has its own unique deduction rules and income tax brackets. If you have employees who will live and work across state lines, you’ll also need to be mindful of reciprocity rules—that is, whether you’re required to deduct income taxes from both states.Because these rules vary widely, a good starting point is to call your state’s department of finance or labor. While they’ll be able to advise you on local obligations, implementing that advice may pose another challenge. For most HR departments, scrappily managing payroll with spreadsheets becomes untenable after adding multistate compliance to the mix.			NAMELY TIP
		Consider outsourcing payroll to a third party or a payroll service provider if you’re larger and growing.			Overtime
		Even something as straightforward as overtime can become convoluted: 19 states have drafted their own overtime rules. The US Department of Labor and most states define overtime work to be anything beyond 40 hours a week. Alaska, California, and a few others look at it differently. They’ve adopted the day-by-day model, meaning time and a half is due for any work over 8 hours a day. In California, double pay is due for any work over 12 hours.			See how easy-to-use HR technology makes keeping track of employee hours effortless.		While the national Fair Labor Standards Act (FLSA) establishes that no one earning less than $35,568 can be exempt from overtime, some states have gone beyond that number significantly. In New York, the minimum salary for overtime exemption is $46,020 in most counties, but New York City has an even higher threshold at $58,500.Some states take an entirely different approach. In Hawaii, local overtime rules don’t apply to salaried workers earning over $2,000 a month. In Wisconsin, that threshold is $700 a month. Interpretations of the duties test vary as well. In Colorado, an executive needs to dedicate at least 50 percent of their time to supervisory duties to be considered exempt.It’s a lot to take in—need a break? Don’t forget to that the rules covering required lunch and rest breaks vary significantly from state to state, too.			NAMELY TIP
		Getting overtime wrong can cost your company thousands or even millions. Thankfully, getting it right doesn’t have to be hard. Familiarize yourself with your states’ overtime rules, adjusting your employee handbook wherever necessary. Be sure that managers and nonexempt employees are trained on how to log and manage hours, and understand what constitutes overtime pay in the state they’re in.			Employee Leave, Time-Off
		The Family Medical Leave Act (FMLA) entitles workers to 12 weeks of job-protected, unpaid leave for certain medical and family reasons. That’s a federal requirement that sets a national baseline. Several state governments have gone further than that, and if the last decade is any indicator, many more will continue to do so in the near future.Depending on your company size (some state programs apply only to businesses with 50 or more employees), you may be required to offer as much as 12 weeks of paid leave to employees. States differ in their definition of a qualifying event—some extend leave only to new mothers or individuals recovering from an illness, while others grant it for a range of issues. In some jurisdictions, you can take leave to care for a loved one or to relieve pressure when a family member is called into military service. States and cities are increasingly granting new fathers access to the benefit, too.			PAID LEAVE LAWS ENACTED 2006 TO 2016																																	
				The amount you are required to compensate employees varies from state to state, and even from city to city. Most programs are paid for by the state and funded through a recurring payroll tax. In New Jersey, companies pay out 66 percent of the employee’s wages, up to a limit of $650 per week. If you’re in California, you’ll have to pay out 70 percent of wages. In San Francisco, employers will have to cover even more: an additional 45 percent, meaning beneficiaries receive 100 percent of their regular wages while on leave. 					
						
							Identify your toughest state or city laws. These are your new baseline.		Struggling to keep up, some employers have adopted blanket, “unlimited” paid time off programs. While compliant in many states, the tactic has recently come under fire from some labor departments. Because accrued vacation days are typically tied to a monetary value, terminating employees can “cash in” on their remaining time off. An employee’s right to do so has been enshrined in some labor statutes, most notably in California. 			NAMELY TIP
		Paid leave rules vary widely and rushing in with “unlimited” time off poses some legal risk. Instead 
of trying to administer two or more separate leave policies, look at your state-by-state obligations and default to the most generous set of rules. Budget permitting, doing so is a compliance and employee relations best practice.			Everything Else
		Did you know that it's unlawful in Massachusetts to ask about a job applicant’s salary history during the interview process? Or that your company’s firearm policy (if it even has one) may be in violation of Texas state law? Do “ban the box” laws keep your recruiting team up at night? There’s a wide range of unique laws that HR professionals need to be mindful of before making the jump across state lines.Be sure to consult with an employment law attorney who actually practices in the state you’re moving into. You’ll need someone to help you navigate through some of the quirkier rules and hidden pitfalls employers face. It’s an added cost, but worth it in the long run.			NAMELY TIP
		Unusual local laws can sometimes trip up HR departments. Be sure to enlist help from an employment attorney who practices locally.			When Laws Contradict
		As you’ve learned, the standards for paid leave, wages, and overtime vary widely from state to state or from city to city. When compared to federal requirements, some local rules demand more from employers—others not as much. How do you proceed when laws contradict each other?There’s one steadfast rule to navigating these legal and HR compliance hurdles: when in doubt, the measure most generous to the employee prevails.In most instances, federal rules should be seen as baseline requirements — and then local rules, which often build further, win out. Take New York’s new overtime rules, for example. While the federal minimum salary threshold for overtime exemption is $35,568, the state’s is much higher: up to $40,924, depending on what county you’re in. Always be sure that you’re meeting state and city requirements before considering yourself totally compliant.Local rules aren’t always more generous, though. Let’s say you’re opening an office in Atlanta. The legal minimum wage in Georgia is $5.15, but the national minimum wage is $7.25. Because the federal minimum is more generous to the employee, that rate overrides the lower state minimum. Because of that dynamic, Georgia’s minimum wage is actually $7.25 in practice.			NAMELY TIP
		When labor laws contradict, assume you’ll need to abide by the ones most generous to the employee.			HR Practice
		It’s an adage that rings true even for single state employers: HR compliance is hard enough, but it’s the human element that makes things interesting. Maintaining a cohesive company culture when your new satellite office is 2,000 miles away can be daunting even for a seasoned professional. Technology can lessen much of the burden, but it will take organizational and leadership skills to meet the challenge.			Culture
		You’ll need HR physically present on opening day, not only for operational purposes, but also to build and maintain your culture from day one. Having an onsite presence makes a world of difference in steering how the office’s culture evolves. At a bare minimum, this means you’ll have to budget for members of your HR team to travel to the office on a continual basis: frequently at first, periodically later on.Depending on the office’s size, you may need to consider hiring a new, full-time HR team member. The average HR-to-employee ratio for a 250 person company is 3.4. Even if that number correlates with your company’s size, consider how employees will be geographically distributed long term. If your new office will account for at least a third of your employee count, then hiring a local team member may make the most sense. This is particularly true for new offices with big aspirations, as you’ll need a recruiting presence on the ground.			HR STAFF TO EMPLOYEE RATIO																												Source: Society for Human Resources Management, How Organizational Staff Influences HR MetricsYour first hiring decisions at the new location have a disproportionate impact on its culture. Even in a well-established office, getting “culture fit” wrong can cost your company up to 60 percent of that individual's salary. That expense is only compounded when you consider how it can delay efforts to get a new office up-and-running. Clearly articulate to your candidates what your company’s values and norms are. Budget permitting, fly them out to company headquarters to tour the office and meet with potential coworkers. Remember, these individuals will likely be involved in interviewing other candidates for you, so hire someone you feel confident can act as a cultural “gatekeeper.” 					
						
							Recruiting for a new office is like hiring for a start-up. Candidates will be just as skeptical of you as you are of them.		The element of risk goes both ways, as candidates may be just as skeptical of you as you are of them. It’s time to get scrappy: recruiting for a new office is in many ways like hiring for a start-up. Scour your personal and professional networks. Those connections, whether they're direct or through others, can help establish that trust from the get-go. Incentivize other employees to join in the search by setting up a referral program. Don’t be afraid to involve the CEO in the first few interviews. Doing so will show the candidate that leadership is invested in the success of the new office, and that this isn’t just a short-term experiment in a new market.			Free Webinar: Beyond the “Honeymoon” Period - How to Keep Employees Engaged After Their First 6 Months		Once you start hiring, don’t be surprised if the new office develops its own style. While you want to preserve an overarching culture based on your corporate values, “subcultures” always exist. Regional differences inform how people interact with one another, and every major city is known for its unique character. Workplace studies have revealed some of these generalizations are actually credible: East Coast workplace culture ranked as particularly business-oriented and assertive, while the West Coast was found to be more laid back and creative. Don’t sweat these differences—in the long run, these are the quirks that will make your workplace all the more vibrant.Sometimes it’s the little things that have a big impact on culture. Does your sales team in headquarters ring a gong when it closes a deal? Send one to your satellite offices, too. Even your interior decorating choices have an impact. Something as seemingly trivial as workplace decor has been found to play a part in steering an office’s culture. Standardize the look and feel of your offices to create a unified workplace identity.			NAMELY TIP
		Get culture “right” from the get-go by making it a priority in all your efforts — every decision, from recruiting to office design, can help you build a cohesive culture.			Technology		Feeling left out or just separate from company headquarters, satellite offices often develop a “stepchild” mentality. Leveraging the right technology makes it possible to overcome this and help foster a singular workplace culture many miles (or even oceans) away. And as a bonus, the same technology can make your organization more productive, too.Your top-of-the-line phone system won’t cut it. Audio can only go so far; if you haven’t already, push to incorporate video into your workplace meeting habits. The impact can be dramatic: one survey found that 87 percent of remote employees felt more connected to their company through videoconferencing. If your company holds monthly or quarterly all-hands meetings, be sure to broadcast these as well.One other positive, recent development has been the blossoming of HR technology. The humble HRIS, once just a system of record, now features employee recognition, workplace perks, and even social feeds.																										The latter feature can serve a variety of purposes: sharing business updates from leadership, registration reminders for the corporate volleyball team, celebrating birthdays and anniversaries, or just to share a few photos from last night’s team outing. 					
						
							Great HR tech can make even international companies feel small.		These tools won’t just help keep your new offices happy, they’ll also make your HR team’s general day-to-day easier. You’ll be empowered to share company-wide announcements, distribute employee handbooks, conduct open enrollment, organize performance reviews, and report on employee data in real-time. Incorporating tools like these that can help make even the largest company feel small, and there’s no better time to implement than when you’re going multistate. 			NAMELY TIP
		Connect your multistate workforce with technology—video conferencing, HR technology, social platforms, and instant messaging can make it easier for employees to work together.			Employee Relocation
		If you open up an office in Los Angeles, don’t be surprised if some of your East Coast employees start California Dreamin’. Opening up a new office elsewhere may lead some colleagues to expect a new kind of mobility. While your company policy should be influenced first and foremost by budget and business need, there are some best practices to consider.Transferring employees is expensive: though costs vary, it’ll cost you an average of $97,000 to uproot a current employee. Relocating a new hire will cost a little less, or about $72,000. It can also take months, especially if the individual is a homeowner. Because of the high cost, most HR departments have adopted a straightforward, no-nonsense policy: “if you ask for it, you pay for it.” In other words, if the employee initiates the move to a new office for personal reasons and the move is approved, it’s up to the employee to cover those relocation costs.On the other hand, if the company is the one asking, it shoulders most of these costs. It may be wise to draft a contract in case the employee voluntarily terminates soon after the move. If that happens, you can ensure that you recoup the costs. These so-called “payback clauses” are typically enforceable for 12-18 months after relocation.Compensation, which is in part influenced by the cost of living, will need to be adjusted with an employee’s move. In some cases, the adjustment may seem jarring. A $100,000 salary in Manhattan might fall below $80,000 in Austin, Texas. Likewise, a move in the opposite direction could mean a significant raise—and a new consideration for your budget.			HR STAFF TO EMPLOYEE RATIO																												Source: InvestopediaConfronted by the high costs and legal risk, many employers outsource relocation to a third party. If you’re a newly minted multistate employer, it’s likely that you’ll go through this process repeatedly. As a result, it may be worthwhile to request RFPs from a few relocation vendors before deciding to go it alone. 			NAMELY TIP
		Draft a relocation policy if you don’t already have one. Remember, if the company is asking the employee to move, it shoulders the financial burden of doing so.			Employee Handbook
		Your company’s handbook is a compact between the business and its employees. Shaped by both legal requirements and HR best practice, it sets expectations and helps shape culture. Because compliance has a sizeable impact on your policies, you may be tempted to draft separate handbooks for each office, each with its own policies covering leave, wages, and other benefits. That move is tempting, but going in that direction can cause an employee relations nightmare.Best case scenario, the decision to create separate handbooks keeps your business out of legal trouble. Worst case scenario, it fosters animosity between offices and create a dynamic of haves and have nots. While there is no “one-size-fits-all” approach to navigating multistate HR, we recommend that when it comes to your employee handbook, one-size-fits-all is probably the right way to go. Enforcing a unified set of policies helps mitigate many of the administrative burdens and cultural pitfalls of multistate employment.			Struggling to administer varying PTO and paid leave policies? Learn how technology makes it easy.		Set your current handbook as a baseline. At a minimum, meet with your team and identify what policies, if any, you’ll need to adjust to comply with state and local laws in the new location. You should even pay attention to laws in surrounding cities, as labor requirements are sometimes based on where the employee lives, not just where he or she works. If you need to raise the bar to meet these requirements, do so. It’ll help keep you compliant, potentially boost employee moral back at headquarters, and make you a more competitive recruiter, too.Need help keeping your employee handbook compliant? Namely's Comply Database solution offers a Dynamic Employee Handbook tool that notifies you if employer requirements change in your area and when your handbook policies need a refresh. This powerful tool will keep your handbook up-to-date and your business covered.			NAMELY TIP
		This is a great opportunity to revisit your company handbook. Instead of drafting a separate version for your new office, update your existing one to keep your policies unified and your employees happy.			HR’s Opportunity
		Opening a new office marks an important stage in your company’s history. To make it all possible, you’ll be asked to navigate multistate compliance, employee recruiting, moving logistics, and more. Senior leadership will lean on the HR department more than ever to meet its objectives.There’s a catch: HR teams are already tasked with handling a lot. Processing I-9s, reviewing payroll, and singlehandedly conducting benefits enrollment doesn’t leave much time for strategic planning. But the good news is that the right mix of technology and expertise can help you can save time on HR administration and focus on the big picture.Becoming a multistate employer is an opportunity for HR to reaffirm its value as a strategic partner.The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.
			To see how technology can help your team with multistate HR, schedule a personal demo with Namely today.

### FLSA Duties Test

Exempt vs. Nonexempt: Navigating the FLSA Duties Test		
			
							
							
			Exempt vs. Nonexempt: Navigating the FLSA Duties Test		
			Decoding Overtime’s Trickiest Rules
		
		It’s one of the most misunderstood sets of rules in all of HR compliance; and per some estimates, between 70 to 90 percent of employers get it wrong. The Fair Labor Standards Act (FLSA)’s rules governing overtime pay have challenged employers for decades, in large part due to what’s referred to as the “duties test.”On its face, it’s a simple concept: an employee’s day-to-day responsibilities and role within the broader organization should determine his or her overtime eligibility. But the FLSA was first drafted in 1938, and even subsequent revisions in the 40s, 70s, and early 2000s have failed to clarify key parts of the rules.The end result? The duties test is nuanced, and interpreting it has become something of an artform. This helpful guide will clarify the rules and empower you to conquer the duties test.Ready to dive in? Duty calls.		
			A Tale of Two Tests
		
		While this guide covers the duties test, remember that overtime eligibility is dependent on other factors, too. When classifying employees, HR managers need to make two considerations: wages and job responsibilities. These two must be considered in tandem—fulfilling just one of these tests doesn’t automatically lead to an employee’s classification as exempt or nonexempt.
			NAMELY REMINDER:
		
		If an employee is “nonexempt,” they must be eligible for overtime pay. If an employee is “exempt,” they do not have to be eligible for overtime.		
			The Wages Test
		
		The wages test sets a minimum pay threshold for overtime exemption. Over that threshold, employees may be exempted from overtime in certain circumstances. Under it, an employee must be eligible for overtime pay regardless of their rank or job duties (unless they’re an outside sales employee, as you’ll learn in this guide).As of 2020, the minimum salary for exemption has been raised to $35,568, or $684 per week. Previously, the minimum salary had been $23,660, or $455 per week, since 2004.		
						
			Overtime status is determined by two factors: wages and job duties. The latter is the hardest part to get right.		
			The Duties Test
		
		The duties test is where things start to get complicated. If an employee earns more than $35,568 per year, his or her overtime eligibility is determined by looking at job responsibilities.As provided by the FLSA, the Department of Labor (DOL) enforces seven classes of potentially exempt workers:Executive EmployeesAdministrative EmployeesLearned ProfessionalsCreative ProfessionalsComputer EmployeesOutside Sales EmployeesHighly Compensated Employees Within each of these classes, an employee’s responsibilities and role within the broader organization are considered. Each has its own specific set of rules, exceptions, and pitfalls, all of which we’ll explore in this guide.Let’s get started. Read on or head straight to a specific exemption class by using the navigation panel on the left.		
			The Final Rule
		
		On September 24, 2019, the Department of Labor announced a final rule to update the Fair Labor Standards Act’s (FLSA) minimum wage and overtime pay requirements. The rule, effective January 1, 2020, updates earnings thresholds for exempt executive, administrative, and professional employees, and allows employers to count a portion of certain bonuses/commissions towards meeting the salary level. This is the first time the thresholds have been updated since 2004.In the final rule, the Department is:raising the “standard salary level” from $455 per week ($23,600 per year) to $684 per week ($35,568 per year);raising the total annual compensation requirement for “highly compensated employees” from $100,000 per year to $107,432 per year;allowing employers to use annual nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the standard salary level; andrevising the special salary levels for workers in U.S. territories and the motion picture industry.The DOL estimates these new rules will make 1.3 million American workers newly eligible for overtime pay and other FLSA protections.		
			Exemption Classes
		
			Executive Exemptions
		
		To qualify as exempt from overtime under this exemption, an employee must:Earn more than $684 per week, or $35,568 annuallyMust have a primary duty of managing the enterprise, or “managing work customarily recognized as a department” of the enterpriseMust manage the work of at least two other full-time employeesHave the authority to hire, promote, or fire others—or have his or her suggestions be given “particular weight” in those decisions All of the above conditions must be fulfilled for the employee to be considered exempt.		
		Don’t be fooled by the “executive” moniker. The FLSA’s definition of an executive employee closely aligns with what is popularly considered a manager. If an employee manages two or more full-time employees, can influence who gets hired and fired, and earns over $35,568 a year, they likely qualify for the executive exemption.Part of the reason why employers struggle with the duties test is its unclear language. “Management of the enterprise” simply refers to activities such as interviewing job candidates, setting pay schedules, handling grievances, and apportioning work to employees. A full list of example responsibilities is provided in the text of the FLSA.		
			Learn how Namely helps you manage your hourly workforce with confidence.		
		If the above activities account for the majority of the manager’s day-to-day tasks, he or she should be considered exempt. While the law does not define a specific methodology for determining what an employee’s “primary duties” are, the DOL seems to prefer the 50 percent or more model.Note that job titles have no bearing on whether an employee is exempt from overtime. An individual with “manager” in their title isn’t necessarily exempt. Their day-to-day responsibilities must align with the criteria set by the DOL above.		
			POTENTIAL EXAMPLES
		
			EXEMPT
		
		Sarah earns a salary of $54,000 as a customer service manager and oversees a team of three support associates. Her team is in a recruiting push, and she has been asked to hire two new employees by the end of the year.Why: Sarah earns more than the minimum salary for exemption and oversees the work of two employees. Most of her time is spent performing managerial duties, including interviewing and hiring.		
			NONEXEMPT
		
		Mary is a sales development representative who spends most of her day making cold calls to prospective buyers. While an hourly employee, she receives a commission for every client that ends up purchasing her company’s services.
Why: Though Mary is in sales, she does not meet the FLSA definition of “outside sales”—she does not spend most of her working time off company premises or at a prospective buyer’s place of business.		
			Administrative Exemptions
		
		To qualify as exempt from overtime under this exemption, an employee must:Earn more than $684 per week, or $35,568 annuallyPerform office or non-manual work related to “the management or general business operations” of your companyThe employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. All of the above conditions must be fulfilled for the employee to be considered exempt		
		The administrative exemption is the least specialized of all the exemptions, and it likely plays into a majority of classification decisions. Appropriately, this versatility also means that it's the most misunderstood and misapplied exemption.Employees qualifying for the administrative exemption do not need to manage others. That being said, they should be empowered to make decisions that can be directly tied to the performance of the business, or per the FLSA’s language, “matters of significance.”		
						
			The administrative exemption accounts for most OT decisions. Conveniently, it’s also the most complex.		
		Importantly, the potential for an employee blunder to financially impact the company does not play into the so-called significance test. For example, if an otherwise nonexempt worker can potentially break an expensive piece of machinery, costing the business thousands, that alone doesn’t mean the employee would qualify.This criteria is easily the most puzzling part of the administrative exemption, and the DOL has offered little guidance on what constitutes matters of significance. It is for this reason that employers are best served erring on the side of caution when making classification decisions for grey-area employees.While job titles are not always good indicators for exemption status, here are some company departments where you might find a high concentration of employees who qualify for the administrative exemption:Human ResourcesFinancePayrollMarketingPublic RelationsIT/Tech Support Be sure to note that a qualifying employee’s duties don’t have to exclusively impact their own company’s operations. If the employee’s decisions impact a client’s business, that too can qualify him or her under the exemption. A financial consultant, for example, would likely qualify for exemption under these rules.		
			POTENTIAL EXAMPLES
		
			EXEMPT
		
		John is an insurance claims analyst, earns a salary of $70,000, and has no direct reports. Some of his duties include interviewing insured clients, reviewing damage reports, preparing estimates, and helping determine eligibility for coverage.Why: John’s employer has given him say over matters of significance, and his decisions have a direct impact on the company and clients’ financial well being.		
			NONEXEMPT
		
		Jenny is a city building inspector who earns $72,000 per year. She reports directly to the building commissioner and has one direct report, an administrative assistant. Her primary responsibility is surveying commercial properties and determining whether they’re structurally stable and sanitary.Why: While Jenny is granted some leeway to make her own decisions, her work is highly regulated and must abide by building code. This reliance on pre-established rules makes her a weak candidate for overtime exemption.		
			Learned Professional Exemptions
		
		To qualify as exempt from overtime under this exemption, an employee must:Earn more than $684 per week, or $35,568 annuallyPrimarily perform work that requires “advanced knowledge,” or work that is intellectual in natureThe employee’s area of expertise must be related to a field of science or learning, and come from a prolonged course of study All of the above conditions must be fulfilled for the employee to be considered exempt.		
		Compared to the administrative exemption, which is often applied broadly, the learned professional exemption is highly specialized. Under this rule, employees whose work requires prolonged study can be considered overtime exempt. It is most commonly applied to legal, medical, and teaching professionals.		
			Whether your workers punch-in with a keycard or their fingerprint, Namely’s physical time clocks makes logging time easy.		
		Despite having to go through a period of apprenticeship, skilled “blue collar” tradesmen, like carpenters and plumbers, are not covered by the exemption.Below are some professional fields that commonly qualify for the learned professional exemption:LawMedicineTheologyAccountingEngineeringArchitectureEducationChemistryPharmacy		
			POTENTIAL EXAMPLES
		
			EXEMPT
		
		Michael, a certified public accountant (CPA) is an audit associate for a major accounting firm. As part of his job responsibilities, he provides tax and advisory services to client companies.Why: Michael’s job, which requires “advanced knowledge,” in the form of CPA certification, is a strong candidate for overtime exemption. His decisions’ impact on client operations help substantiate his case under the administrative exemption, too.		
			NONEXEMPT
		
		After graduating from college with a major in education, Gillian accepted a job as a teacher’s aide at a local elementary school. Her primary responsibilities include helping teachers prepare for their lessons, printing classroom assignments, and recordkeeping.Why: Though Gillian has some education in her field, her undergraduate degree is unlikely to meet the DOL’s interpretation of “prolonged study.” Additionally, she largely carries out tasks assigned by another teacher—meaning her independent discretion on day-to-day affairs is limited.		
			Creative Professional Exemptions
		
		To qualify as exempt from overtime under this exemption, an employee must:Earn more than $684 per week, or $35,568 annuallyPerform work that requires “invention, imagination, originality, or talent” in the arts or a creative fieldAll of the above conditions must be fulfilled for the employee to be considered exempt.		
		The creative professionals exemption is a specialized but generally straightforward rule. It applies to the fields of music, writing, acting, or visual arts, and requires that qualifying employees are granted creative license in their work.What constitutes “creative license” is subjective, and not all roles offer it to the same degree. Under the rules of this exemption, a professional should be allowed to incorporate some element of individuality into their work.Consider this example: a company employs two graphic designers and assigns the same task to both. If the end results are nearly identical because of preexisting limitations put in place by the employer, the designers may not qualify for the exemption.		
						
			Just because it’s called the creative exemption doesn’t mean you can get “creative” with your OT decisions.		
		Depending on the nature of their work, journalists may or may not be exempt under this rule. Writers who rewrite press releases or “write standard recounts of public information,” as phrased by the DOL, do not qualify. Those who engage in investigative journalism, write editorials or commentary, or are otherwise granted some creative license in their work, can be made exempt. Because their work can be construed as “performance,” TV and radio journalists may also be made exempt in certain cases.Below are some of the professions that usually qualify, as defined by the DOL:ActorsMusiciansComposersSoloistsPaintersWritersNovelistsCartoonistsGraphic designers		
			POTENTIAL EXAMPLES
		
			EXEMPT
		
		Kelsey is a graphic designer at small technology company. Her primary duties include planning and designing concepts for advertising and other marketing initiatives. As assigned, she also handles the design of sales and internal collateral.Why: Kelsey’s involvement from the inception of an idea to its execution makes her a likely candidate for exemption. While she likely performs nonexempt work from time-to-time (e.g., the redesign of presentation materials based on pre-existing brand guidelines), these tasks only account for a small part of her day.		
			NONEXEMPT
		
		Brie-Ann is an inker and letterer, contracted by a major newspaper. Her job responsibilities include re-tracing the paper’s cartoons and formatting the text that goes into the cartoons’ “speech bubbles.”Why: While she likely holds an arts degree, Brie-Ann’s output is controlled by both the original cartoonists and the newspaper’s chief editors. She prepares the cartoons for publication, but is not directly involved in their inception.		
			Computer Professional Exemptions
		
		To qualify as exempt from overtime under this exemption, an employee must:Earn more than $684 per week, or $35,568 annually, if compensated on an hourly basis, at a rate not less than $27.63 an hour;Be employed as a computer systems analyst, programmer, software engineer, or “similarly skilled” positionHold primary duties that consist of systems analysis, including consulting with users, or the design or development of computer systems or programs All of the above conditions must be fulfilled for the employee to be considered exempt.		
		This rule, like the learned professional exemption, is highly specialized. It applies to programmers and engineers specifically, and is one of the rare instances where specific job titles are listed in the legislation.While most of your engineers likely hold degrees, note that education does not explicitly factor into the computer professionals exemption.		
						
			Just putting “computer” in an employee's job title doesn’t qualify them for exemption.		
		Importantly, this exemption does not apply to computer manufacturing or repair positions. An employee whose work is dependent on the use of computer programs (e.g., a structural engineer using drafting software) does not qualify, either.Additionally, don’t assume your IT department is automatically exempt just because this exemption has “computer” in its name. An employee that maintains company software or troubleshoots internal issues doesn’t qualify, even with their specialized knowledge.		
			POTENTIAL EXAMPLES
		
			EXEMPT
		
		Paulina is a systems engineer at a global aerospace and defense company. Her primary responsibilities include the development, testing, and management of missile guidance systems.Why: Paulina is directly involved in the development of her company’s technology. Her job responsibilities and specialized knowledge makes her a probable candidate for exemption.		
			NONEXEMPT
		
		Eugene is a help desk associate who earns an annual salary of $65,000. He installs and troubleshoots company software, manages the phone system, and helps keep the business’s data secure.Why: Eugene is not a systems analyst, programmer, or software engineer, as defined by the FLSA. Additionally, he only manages existing hardware and software—he is not involved in its development or testing.		
			Outside Sales Exemptions
		
		To qualify as exempt from overtime under this exemption, an employee must:Primarily spend his or her working hours trying to make sales or secure contractsBe regularly outside of the company’s offices as part of his or her work All of the above conditions must be fulfilled for the employee to be considered exempt.		
		Unlike the other exemption categories, outside sales does not have a minimum salary requirement. This exemption only applies to salespeople who spend 50 percent or more of their working hours off-premises making sales. The employee does not have to strictly be at a prospect’s place of business to qualify; the employee can be at a fair or conference as well, as long as his or her attendance is for the sole purpose of attracting new clients.Note that a sales employee working remotely from home does not qualify as “outside sales” under the rule. According to the exact text of rules:“Any fixed site, whether home or office, used by a salesperson as a headquarters or for telephonic solicitation of sales is considered one of the employer’s places of business, even though the employer is not in any formal sense the owner or tenant of the property.”		
			POTENTIAL EXAMPLES
		
			EXEMPT
		
		Ashley is a sales representative for a local beverage distributor. She spends most of her time pitching her company’s products to hospitals and supermarkets, on location.Why: Success in Ashley’s role requires that she spend most of her time away from the office, meeting and building relationships with prospective buyers. Because this meets the DOL’s interpretation of “outside sales,” she can be exempted from overtime.		
			NONEXEMPT
		
		Mary is a sales development representative who spends most of her day making cold calls to prospective buyers. While an hourly employee, she receives a commission for every client that ends up purchasing her company’s services.Why: Though Mary is in sales, she does not meet the FLSA definition of “outside sales”—she does not spend most of her working time off company premises or at a prospective buyer’s place of business.		
			Highly Compensated Employees
		
		To qualify as exempt from overtime under this exemption, an employee must:Earn $107,432 or more annuallyPrimarily perform office or non-manual workRegularly perform at least one duty that classifies under the other exemptions All of the above conditions must be fulfilled for the employee to be considered exempt.		
		This exemption is the most straightforward of them all: if an individual earns over $107,432 per year, he or she will generally be considered a “highly compensated employee” (HCE) and exempted from overtime. Some exceptions do apply, depending on the work done (it must be non-manual), but these are few and far between.Bonuses and commission can count towards the annual $107,432 requirement. The only stipulation is that neither expense reimbursements nor medical insurance can be counted in that calculation.In all likelihood, any employees who qualify under this rule can already be made exempt under the executive exemption. In the rare instance that you have an HCE that does not manage any employees, you can reference this exemption.		
			State Variations
		
		While the FLSA sets a national baseline for overtime rules, note that some states go even further as it pertains to the duties test. Nineteen states, to be exact, have drafted their own overtime rules.One unique example is California, a state known in the HR community for going its own way. For example, in order to qualify for a learned professional exemption, in most cases an employee would need to hold a state-recognized license or certification. The computer professional exemption category has also been altered; the minimum salary for an engineer or programmer to even be considered for exemption is $96,968.33 per year.And what of the highly compensated employee exemption? California doesn’t recognize it as a legitimate excuse for exemption, so don’t count on that.Familiarize yourself with local overtime rules, adjusting your employee handbook wherever necessary. Be sure that managers and nonexempt employees are trained on how to log and manage hours, and understand what constitutes overtime pay in the state and city that employees are working in.		
			Conclusion		
		Determining an employee’s eligibility for overtime is rarely a straightforward process. The cost of getting classification wrong could be significant, so strongly consider bringing in an employment attorney who specializes in the FLSA. Legal counsel can help you cut through the uncertainty and safely navigate your state and city’s overtime rules, too.When in doubt, keep this tip in mind: paying an employee overtime is always allowed. The FLSA’s overtime rules set a minimum, not absolute requirement. For those roles that sit squarely in the grey area between exempt and nonexempt, defaulting to the latter is the most prudent course of action.With your classifications set, you’ll be ready for the next big hurdle in overtime compliance: managing employee hours. Getting managers and employees on board with FLSA rules and timekeeping rules can be even more challenging than determining exemption status.The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.
			To see how technology makes it easy to track time, import hours into payroll, and manage your nonexempt workforce, schedule a demo today.

### TOS

Namely Terms of Service
		
		Please read these Terms of Service (collectively with Namely, Inc.’s Privacy Policy, the “Terms of Service”) fully and carefully before using namely.com (the “Site”) and the services, features, content or applications offered by Namely, Inc. (“we”, “us” or “our”) (together with the Site, the “Services”). These Terms of Service set forth the legally binding terms and conditions for your use of the Site and the Services.
			1. Acceptance of Terms of Service.
		
		By using the Services in any manner, including but not limited to visiting or browsing the Site, you agree to these Terms of Service and all other operating rules, policies and procedures that may be published from time to time on the Site by us, each of which is incorporated by reference and each of which may be updated from time to time without notice to you.
			2. Content.
		
		a. Definition. For purposes of these Terms of Service, the term “Content” includes, without limitation, information, data, text, photographs, videos, audio clips, written posts and comments, software, scripts, graphics, and interactive features generated, provided, or otherwise made available on or through the Services.b. Notices and Restrictions. The Services may contain Content specifically provided by us or our partners and such Content is protected by copyrights, trademarks, service marks, patents, trade secrets or other proprietary rights and laws. You shall abide by and maintain all copyright notices, information, and restrictions contained in any Content accessed through the Services.c. Use License. Subject to these Terms of Service, we grant each user of the Services a worldwide, non-exclusive, non-sublicensable and non-transferable license to use (i.e., to download and display locally) Content solely for purposes of using the Services. Use, reproduction, modification, distribution or storage of any Content for other than purposes of using the Services is expressly prohibited without prior written permission from us. You shall not sell, license, rent, or otherwise use or exploit any Content for commercial use or in any way that violates any third party right.d. Availability of Content. We do not guarantee that any Content will be made available on the Site or through the Services. We reserve the right to, but do not have any obligation to, (i) remove, edit or modify any Content in our sole discretion, at any time, without notice to you and for any reason (including, but not limited to, upon receipt of claims or allegations from third parties or authorities relating to such Content or if we are concerned that you may have violated these Terms of Service), or for no reason at all and (ii) to remove or block any Content from the Services.		
			3. Rules of Conduct.
		
		a. As a condition of use, you represent, warrant and covenant not to use the Services for any purpose that is prohibited by these Terms of Service or applicable laws, rules and regulations applicable to you. You are responsible for all of your activity in connection with the Services.b. You shall not (directly or indirectly): i. take any action that imposes or may impose (as determined by us in our sole discretion) an unreasonable or disproportionately large load on our (or our third party providers’) infrastructure; ii. interfere or attempt to interfere with the proper working of the Services or any activities conducted on the Services; iii. bypass, circumvent or attempt to bypass or circumvent any measures we may use to prevent or restrict access to the Services (or other accounts, computer systems or networks connected to the Services); iv. use manual or automated software, devices, or other processes to “crawl” or “spider” any page of the Site; v. harvest or scrape any Content from the Services; vi. otherwise take any action in violation of our guidelines and policies; vii. decipher, decompile, disassemble, reverse engineer or otherwise attempt to derive any source code or underlying ideas or algorithms of any part of the Services (including without limitation any application), except to the limited extent applicable laws specifically prohibit such restriction; viii. modify, translate, or otherwise create derivative works of any part of the Services; or ix. copy, rent, lease, distribute, or otherwise transfer any of the rights that you receive hereunder.c. We also reserve the right to access, read, preserve, and disclose any information as we reasonably believe is necessary to: i. satisfy any applicable law, regulation, legal process or governmental request; ii. enforce these Terms of Service, including investigation of potential violations hereof; iii. detect, prevent, or otherwise address fraud, security or technical issues; iv. respond to user support requests; or v. protect the rights, property or safety of us, our users and the public.		
			4. Third Party Services.
		
		The Services may permit you to link to other websites, services or resources on the Internet, and other websites, services or resources may contain links to the Services. When you access third party resources on the Internet, you do so at your own risk. These other resources are not under our control, and you acknowledge that we are not responsible or liable for the content, functions, accuracy, legality, appropriateness or any other aspect of such websites or resources. The inclusion of any such link does not imply our endorsement or any association between us and their operators. You further acknowledge and agree that we shall not be responsible or liable, directly or indirectly, for any damage or loss caused or alleged to be caused by or in connection with the use of or reliance on any such content, goods or services available on or through any such website or resource.
			5. Termination.
		
		We may terminate your access to all or any part of the Services at any time, with or without cause, with or without notice, effective immediately. All provisions of these Terms of Service which by their nature should survive termination shall survive termination, including, without limitation, ownership provisions, warranty disclaimers, indemnity and limitations of liability.
			6. Warranty Disclaimer.
		
		a. You release us from all liability for you having acquired or not acquired Content through the Services. We make no representations concerning any Content contained in or accessed through the Services, and we will not be responsible or liable for the accuracy, copyright compliance, or legality of material or Content contained in or accessed through the Services.b. THE SERVICES AND CONTENT ARE PROVIDED “AS IS”, “AS AVAILABLE” AND WITHOUT WARRANTY OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING, BUT NOT LIMITED TO, THE IMPLIED WARRANTIES OF TITLE, NON-INFRINGEMENT, MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE, AND ANY WARRANTIES IMPLIED BY ANY COURSE OF PERFORMANCE OR USAGE OF TRADE, ALL OF WHICH ARE EXPRESSLY DISCLAIMED. WE, AND OUR DIRECTORS, EMPLOYEES, AGENTS, SUPPLIERS, PARTNERS AND CONTENT PROVIDERS DO NOT WARRANT THAT: (I) THE SERVICES WILL BE SECURE OR AVAILABLE AT ANY PARTICULAR TIME OR LOCATION; (II) ANY DEFECTS OR ERRORS WILL BE CORRECTED; (III) ANY CONTENT AVAILABLE AT OR THROUGH THE SERVICES IS FREE OF VIRUSES OR OTHER HARMFUL COMPONENTS; OR (IV) THE RESULTS OF USING THE SERVICES WILL MEET YOUR REQUIREMENTS.		
			7. Limitation of Liability.
		
		IN NO EVENT SHALL WE, NOR OUR DIRECTORS, EMPLOYEES, AGENTS, PARTNERS, SUPPLIERS OR CONTENT PROVIDERS, BE LIABLE UNDER CONTRACT, TORT, STRICT LIABILITY, NEGLIGENCE OR ANY OTHER LEGAL OR EQUITABLE THEORY WITH RESPECT TO THE SERVICES FOR ANY (I) LOST PROFITS, DATA LOSS, COST OF PROCUREMENT OF SUBSTITUTE GOODS OR SERVICES, OR SPECIAL, INDIRECT, INCIDENTAL, PUNITIVE, COMPENSATORY OR CONSEQUENTIAL DAMAGES OF ANY KIND WHATSOEVER, SUBSTITUTE GOODS OR SERVICES (HOWEVER ARISING), (II) BUGS, VIRUSES, TROJAN HORSES, OR THE LIKE (REGARDLESS OF THE SOURCE OF ORIGINATION), OR (III) DIRECT DAMAGES IN EXCESS OF $50.00.
			8. Governing Law and Jurisdiction.
		
		These Terms of Service shall be governed by and construed in accordance with the laws of the State of New York, including its conflicts of law rules, and the United States of America. You agree that any dispute arising from or relating to the subject matter of these Terms of Service shall be governed by the exclusive jurisdiction and venue of the state and Federal courts of New York County, New York.
			9. Miscellaneous.
		
		a. Modification. We reserve the right, in our sole discretion, to modify or replace any of these Terms of Service, or change, suspend, or discontinue the Services at any time. Your continued use of the Services following notification of any changes to these Terms of Service constitutes acceptance of those changes.
b. Entire Agreement and Severability. These Terms of Service are the entire agreement between you and us with respect to the Services, including use of the Site, and supersede all prior or contemporaneous communications and proposals (whether oral, written or electronic) between you and us with respect to the Services. If any provision of these Terms of Service is found to be unenforceable or invalid, that provision will be limited or eliminated to the minimum extent necessary so that these Terms of Service will otherwise remain in full force and effect and enforceable. The failure of either party to exercise in any respect any right provided for herein shall not be deemed a waiver of any further rights hereunder.
c. Force Majeure. We shall not be liable for any failure to perform our obligations hereunder where such failure results from any cause beyond our reasonable control, including, without limitation, mechanical, electronic or communications failure or degradation.
d. Assignment. These Terms of Service are personal to you, and are not assignable, transferable or sublicensable by you except with our prior written consent. We may assign, transfer or delegate any of our rights and obligations hereunder without consent.e. Agency. No agency, partnership, joint venture, or employment relationship is created as a result of these Terms of Service and neither party has any authority of any kind to bind the other in any respect.
f. Notices. Unless otherwise specified in these Term of Service, all notices under these Terms of Service will be in writing and will be deemed to have been duly given when received, if personally delivered or sent by certified or registered mail, return receipt requested; when receipt is electronically confirmed, if transmitted by facsimile or e-mail; or the day after it is sent, if sent for next day delivery by recognized overnight delivery service. Electronic notices should be sent to info@namely.com.
g. No Waiver. Our failure to enforce any part of these Terms of Service shall not constitute a waiver of our right to later enforce that or any other part of these Terms of Service. Waiver of compliance in any particular instance does not mean that we will waive compliance in the future. In order for any waiver of compliance with these Terms of Service to be binding, we must provide you with written notice of such waiver through one of our authorized representatives.
h. Headings. The section and paragraph headings in these Terms of Service are for convenience only and shall not affect their interpretation.		
			Contact		
		You may contact us at the following address: 195 Broadway, 15th Floor, New York, NY 10007.

### Privacy

Namely Privacy PolicyOverviewThis Privacy Policy describes Namely, and our subsidiaries and affiliates collect, use, share, and protect business, financial, and personal information. This Policy applies to all information collected or submitted on this website and mobile applications (“Site”). This policy is available on the homepage of this Site and at every login page where personally identifiable information may be requested.PurposeYour privacy, and the privacy of the information provided, is important to us. We responsibly protect your data from loss, misuse, unauthorized access, disclosure, alteration, and untimely destruction. We do not grant access to your personal information except as otherwise set forth herein. We do not share or sell personal information collected on the Site with any third parties for their marketing purposes. At times, we will provide you with links to other websites. We encourage our users to be aware when they leave our Site, and to read the privacy statements of every website that collects personally identifiable informationInformation Collection and UseWHAT INFORMATION IS COLLECTEDWe limit the collection of personal information to the information that we need to administer and improve the Site, to provide our products and services (“Services”) to our customers, and to fulfill any legal and regulatory requirements.THE CATEGORIES OF PERSONAL INFORMATION THAT WE COLLECT MAY INCLUDE, BUT ARE NOT LIMITED TO:Contact information to allow us to communicate with you.Company name, address, and business information to provide Services.If a quotation is requested, employee information, including Social Security number, date of birth, financial, bank account, biometric, geolocation, medical, and beneficiary information, to provide Services.Credit, debit, or cash/payment card information if used, such as for billing.Credit or debt history regarding your creditworthiness or credit history.Employment history and application information can be used to determine eligibility for a job opening via our recruiting page.HOW PERSONAL INFORMATION IS COLLECTEDWe do not require you to provide any personal information in order to have general access to the Site. However, to access or use certain information, features, or services at the site, you may be required to provide personal information.PERSONAL INFORMATION IS PRIMARILY COLLECTED:When you utilize the services, we obtain the information we need to provide the services.From applications, forms, and other information you provide us on the site.When you establish an account or an account is established for you at the direction of your employer, to receive services.From survey information and/or Site registration.If you provide us with comments or suggestions, request information about our services, or contact our Customer Service Department via phone, email, or other forms of communication.From consumer and business reporting agencies regarding your creditworthiness or credit history.From third parties to verify information given to us.From information you may provide via social media.SMS Terms And ConditionsBy providing your mobile number and opting in to receive SMS (Short Message Service) messages from Namely, you consent to receive event-based text messages related to your account, services, customer support, alerts, and other information relevant to your relationship with Namely.Message Type: Event-based (messages are only sent in response to specific actions, triggers, or events).Message Frequency: Varies depending on your interaction with our services. You will only receive messages relevant to events such as account changes, service updates, appointment reminders, or transactional notices.Message & Data Rates: Standard message and data rates may apply.Opt-Out Instructions: You can opt out of SMS messages at any time by replying STOP to any message you receive. For help, reply HELP or contact us using the methods below.Help: Reply HELP for more information. You may also contact Namely at 800.941.8731 or privacy@namely.comUse of Phone Numbers: Your mobile number will be used solely for the purposes described in this policy. We will not sell your number or use it for unrelated marketing without additional consent.Your consent to receive SMS messages is not a condition of purchasing any goods or services. See additional information on SMS messaging below. Carriers are not liable for delayed or undelivered messagesHOW PERSONAL INFORMATION IS USEDWe use the information provided on the site to perform the services you request.WE LIMIT THE COLLECTION OF PERSONAL CUSTOMER INFORMATION USED TO:Facilitate customer requested services, transactions, investments, distributions, and benefits.Provide superior service to our customers.Comply with legal, reporting, and regulatory requirements.Administer and improve our sites.Detect fraud or theft to protect our business and client information.Contact you with information on services, new services or products, or upcoming events.Facilitate applicant tracking and recruitment.HOW AGGREGATED, NON-PERSONAL INFORMATION IS USEDWe may collect general, non-personal, statistical information about the users of the site and our services in order to determine information regarding the use of our site and general information about our customers. We may also group this information to provide general aggregated data. The aggregated data will not personally identify any customers or visitors to the site.HOW COOKIES ARE USEDA “cookie” is a piece of data that our site may provide to your browser while you are at our site. The information stored in a cookie is used for user convenience purposes, such as reducing repetitive messages, tracking helper tool versions, and retaining user display preferences. If a user rejects the cookie, they will be able to browse the site but will be unable to use our online application.Namely may use third-party service providers to use cookies, web beacons, and similar technologies to collect or receive information from our site and elsewhere on the Internet and use that information to provide measurement services and target ads. You can opt-out of this information tracking using a web browser that supports a “Do Not Track” functionality.GLOBAL PRIVACY CONTROL (GPC)We recognize, and honor opt-out preference signals sent via the Global Privacy Control (GPC). If your browser or extension supports GPC and it is enabled, we will treat it as a valid request to opt out of the sharing of your personal information. We process GPC signals in a frictionless manner, meaning you do not need to take any additional steps for your opt-out to be honored.CHILDREN UNDER 13 YEARS OF AGEThis site is not intended for children under 13 years of age. We do not knowingly collect personal information from children under 13 years of age. All dependent data needed for benefits enrollment is customarily provided by the employee/guardian and kept secure as indicated in this policy.Privacy Notice For California Consumers OnlyThis PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the Namely family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly owned or majority-owned and controlled subsidiary of the Namely family of companies.CALIFORNIA PRIVACY RIGHTSUnder California Civil Code 1798, California residents with an established business relationship can request information about sharing their personal information with third parties for the third parties’ direct marketing purposes. If you are a California resident and would like more information, please contact your service provider.PARTIES WITH WHOM INFORMATION MAY BE SHAREDInformation is shared to facilitate the Services needed in order to properly and efficiently handle duties related to your account.WE MAY SHARE INFORMATION WITH:Government agencies to fulfill legal, reporting, and regulatory requirements.Attorneys, accountants, and auditors.Credit reporting agencies to supply vendor references on client’s behalf.Our employees, affiliated companies, subsidiaries, agents, and third-party service vendors to perform Services related to your account, to offer additional Services, perform analysis to determine qualification to receive future services, or collect amounts due.Banking and brokerage firms to complete payroll processing and securities transactions.Credit bureaus and similar organizations, law enforcement, or government officials. We reserve the right to release information if we are required to do so by law or if, in our business judgment, such disclosure is reasonably necessary to comply with legal process, in a fraud investigation, an audit, or examination.Affiliated companies that you select on our site for the purposes of obtaining more information or a proposal for services.HOW TO ACCESS AND CORRECT YOUR INFORMATIONKeeping your information accurate and up to date is very important. You can review or correct your account information by contacting a customer service representative. If you have an account at the site, you can make changes to your account information after you log in to the Site from your PC or wireless device and use the online tools. Note that some information changes may be made by or have to be done through your employer.CHANGES TO THIS PRIVACY STATEMENTThis policy statement may be revised from time to time due to legislative changes, changes in technology or our privacy practices, or new uses of customer information not previously disclosed in this policy. Revisions are effective upon posting and your continued use of this site will indicate your acceptance of those changes. Please refer to this policy regularly.Information We CollectWe collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:CATEGORYEXAMPLESCOLLECTED?A. IdentifiersA real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.YESB. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e)A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.YESC. Protected classification characteristics under California or federal lawAge (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).YESD. Commercial informationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.YESE. Biometric informationGenetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.YESF. Internet or other similar network activityBrowsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.YESG. Geolocation dataPhysical location or movements.YESH. Sensory dataAudio, electronic, visual, thermal, olfactory, or similar information.YESI. Professional or employment-related informationCurrent or past job history or performance evaluations.YESJ. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.YESK. Inferences drawn from other personal informationProfile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.YESPERSONAL INFORMATION DOES NOT INCLUDE:Publicly available information from government recordsDe-identified or aggregated consumer informationInformation excluded from the CCPA’s scope, like:health or medical information covered by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the California Confidentiality of Medical Information Act (CMIA) or clinical trial data.personal information covered by certain sector-specific privacy laws, including the Fair Credit Reporting Act (FCRA), the Gramm-Leach-Bliley Act (GLBA) or California Financial Information Privacy Act (FIPA), and the Driver’s Privacy Protection Act of 1994.WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.namely.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.Use Of Personal InformationWE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a proposal for services, we will use that information to prepare the proposal.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information or as otherwise set forth in the CCPA.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal information held by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.Sharing Personal InformationWE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.We may share your personal information within the Namely family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.IN THE PRECEDING TWELVE (12) MONTHS, WE HAVE NOT DISCLOSED THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION FOR A BUSINESSCategory A: IdentifiersCategory B: California Customer Records Personal Information CategoriesCategory C: Protected Classification Characteristics Under California or Federal LawCategory D: Commercial InformationCategory E: Biometric InformationCategory F: Internet or Other Electronic Network Activity InformationCategory G: Geolocation DataCategory I: Professional or Employment-Related InformationCategory K: Inferences Drawn from Other Personal InformationWE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.In the preceding twelve (12) months, we have not sold any personal information to third parties within the scope of the application of the CCPA.Your Rights And ChoicesThe CCPA provides California consumers with specific rights regarding their personal information. This section describes your CCPA rights and explains how to exercise those rights.ACCESS TO SPECIFIC INFORMATION AND DATA PORTABILITY RIGHTSYou have the right to request that we disclose certain information to you about our collection and use of your personal information over the past twelve (12) months.ONCE WE RECEIVE AND CONFIRM YOUR VERIFIABLE CONSUMER REQUEST, WE WILL DISCLOSE TO YOU:The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.DELETION REQUEST RIGHTSYou have the right to request that we delete any of your personal information that we collected from you and retained, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:Complete the transaction for which we collected the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise perform our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Comply with the California Electronic Communications Privacy Act (Cal. Penal Code § 1546 seq.).Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.Exercising Access, Data Portability, And Deletion RightsTO EXERCISE THE ACCESS, DATA PORTABILITY, AND DELETION RIGHTS DESCRIBED ABOVE, PLEASE SUBMIT A VERIFIABLE CONSUMER REQUEST TO US BY EITHER:Calling us at 833-463-6068Emailing us at privacy@namely.comVisiting https://namely.comOnly you or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your personal information.YOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) – MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request.RESPONSE TIMING AND FORMATWe endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) – month period preceding the verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.NONDISCRIMINATIONWe will not discriminate against you for exercising any of your CCPA rights.UNLESS PERMITTED BY THE CCPA, WE WILL NOT:Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.Data RetentionWe will retain your personal data only as long as necessary to fulfill the purposes for which it was collected, comply with our legal obligations, resolve disputes, and enforce our agreements.How to Make a RequestYou may make a request for the disclosures or deletion described above by contacting us using one of the methods described below methods.You may be required to submit proof of your identity for these requests to be processed as a verifiable consumer request. We may not be able to comply with your request if we are unable to confirm your identity or to connect the information you submit in your request with personal information in our possession. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.We will respond to your request consistent with the CCPA, which does not apply to certain information, such as information made available from government records, certain data subject to the (FCRA), (GLBA) and certain other laws, and where its application is preempted by, or in conflict with, federal law or the United States or the California Constitution.We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).Changes To Our Privacy NoticeAt a minimum, this notice will be reviewed and updated on an annual basis. We reserve the right to amend this notice at our discretion and at any time. Any changes will be posted on this page with an updated revision date.Contact InformationIf you have any questions or comments about this notice, our Privacy Statement, the ways in which we collect and use your personal information, your choices and rights regarding such use, or wish to exercise your rights under California law, please do not hesitate to contact us.Toll Free Phone Number: 833-463-6068Email: privacy@namely.comWebsite: https://namely.comFirst Class Mail, Return Receipt: NamelyATTN: HR Compliance Team1475 S Price RdChandler, AZ 85286General Data Protection RegulationsLEGAL BASIS FOR PROCESSING – GDPRWe process your personal data only when we have a legal basis, including providing the services or information that you have requested.Consent: When you have given us permission to process your personal data for a specific purpose.Contract: When processing is necessary to perform a contract with you or to take steps at your request before entering into such a contract.Legal Obligation: When we are required by law to process your personal data.Legitimate Interests: When we process your data to pursue our legitimate business interests and those interests are not overridden by your rights and interests.RIGHTS UNDER THE GDPREuropean Economic Area (EEA) residents have the right to:Access their personal dataRectify inaccurate dataErase their data (“right to be forgotten”)Restrict or object to processingData portabilityWithdraw consent at any timeLodge a complaint with a supervisory authorityRights Under the New York SHIELD ActNew York residents are entitled to reasonable administrative, technical, and physical safeguards to protect their private information.Data SecurityWe implement reasonable organizational, technical, and physical security measures designed to protect your information in accordance with the SHIELD Act, GDPR, and CCPA. However, no electronic transmission or storage of information can be entirely secure, so we cannot guarantee absolute security.Policy On Compliance With Telephone Consumer Protection Act 47 U.S.C. § 227 For Sending SMS Text MessagesINTRODUCTIONThe Telephone Consumer Protection Act (TCPA), codified at 47 U.S.C. § 227, is a significant federal statute enacted to safeguard consumer privacy against unwanted telemarketing calls, faxes, and SMS (Short Message Service) text messages. This policy outlines Namely procedures and standards our organization will adhere to in order to ensure compliance with the TCPA when sending SMS text messages to consumers.OBJECTIVEThe primary objective of this policy is to establish a framework that ensures all SMS text messages sent by our organization are in compliance with TCPA regulations, thereby protecting consumer rights and avoiding legal penalties.SCOPEThis policy applies to all employees, contractors, and third-party vendors involved in the creation, approval, and dissemination of SMS text messages on behalf of our organization.DEFINITIONSTCPA: The Telephone Consumer Protection Act, a federal law that restricts telemarketing calls, auto-dialed calls, prerecorded calls, text messages, and unsolicited faxes.SMS Text Message: A short message service text message, which can include marketing, informational, or transactional content.Consent: Prior express written consent from the consumer, which is required for sending marketing SMS text messages.CONSENT REQUIREMENTSTo comply with TCPA regulations, our organization must obtain prior express written consent from consumers before sending any SMS text messages for marketing purposes. This consent should be:Explicit: Clearly stating that the consumer agrees to receive marketing messages via SMS.Written: Documented in written form, which can be electronic or physical.Voluntary: Given freely by the consumer without any coercion.Transactional or informational SMS text messages may be sent without prior consent but must comply with applicable regulations.OPT-OUT MECHANISMEvery SMS text message must include an opt-out mechanism, allowing consumers to easily and promptly unsubscribe from receiving future messages. This can be achieved by including instructions within the message, such as replying with “STOP” to opt-out.DATA SHARINGNo mobile information will be shared with third parties/affiliates for marketing/promotional purposes. All other categories exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties.DOCUMENTATION AND RECORD KEEPINGOur organization will maintain comprehensive records of consumer consent and opt-out requests. These records will include:Date and time consent was obtained.Method used to obtain consent.Copies of consent forms or applicable logs.Details or log of opt-out requests and confirmations.MESSAGE CONTENT AND FREQUENCYSMS text messages should be concise, relevant, and respectful of consumer privacy. Our organization will:Limit the frequency of messages to avoid overwhelming consumers.Ensure messages do not contain inappropriate or misleading content.Provide accurate information regarding the identity of the sender.THIRD-PARTY VENDORSAny third-party vendors involved in sending SMS text messages on behalf of our organization must comply with TCPA regulations. Our organization will conduct due diligence and establish contractual agreements to ensure vendors adhere to these standards.TRAINING AND AWARENESSEmployees and contractors involved in SMS text messaging activities must receive regular training on TCPA compliance. This training will cover:Overview of TCPA regulations and requirements.Procedures for obtaining and documenting consumer consent.Opt-out mechanisms and record-keeping practices.MONITORING AND ENFORCEMENTOur organization will implement monitoring systems to ensure ongoing compliance with this policy. Non-compliance may result in disciplinary action, including termination for employees and contract termination for vendors.REVIEW AND AMENDMENTSThis policy will be reviewed annually and amended as necessary to reflect changes in TCPA regulations or organizational practices. All amendments will be communicated to relevant stakeholders.CONCLUSIONAdhering to TCPA regulations is crucial for maintaining consumer trust and avoiding legal penalties. This policy serves as a comprehensive guide to ensure our organization’s SMS text messaging practices are compliant, respectful, and transparent.Privacy Notice For Colorado, Connecticut, Nevada, Utah, & VirginiaThis Notice, which forms part of our privacy policy, provides supplemental information for residents of Colorado, Connecticut, Nevada, Utah, and Virginia, regarding their rights under applicable state privacy laws. These include the Colorado Privacy Act (effective July 1, 2023); the Connecticut Personal Data Privacy Act (effective July 1, 2023); the Utah Consumer Privacy Act (effective December 31, 2023); and the Virginia Consumer Data Protection Act (effective January 1, 2023);  and (collectively, the “Privacy Laws”). If you are a Consumer residing in Colorado, Connecticut, Utah, or Virginia, the following provisions may apply to our processing of information that identifies, relates to, describes, is capable of being associated with, or could reasonably be linked, directly or indirectly, to a particular consumer’s (“personal information”) as defined under the Privacy Laws.Under the laws of Colorado, Connecticut, Utah, and Virginia, a ‘Consumer’ is defined as a resident acting in an individual or household context. This definition excludes individuals acting in an employment context (e.g., current, former, or prospective employees) or in a commercial context (e.g., employees, owners, directors, officers, or representatives of an entity engaging with us in that capacity).Changes to This Privacy StatementThis policy statement may be revised from time to time due to legislative changes, changes in technology or our privacy practices, or new uses of customer information not previously disclosed in this policy. Revisions are effective upon posting and your continued use of this site will indicate your acceptance of those changes. Please refer to this policy regularly.Categories of Personal DataWe collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:IdentifiersA real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.Personal InformationContact, name, employment information, financial, and educational information.Protected ClassificationsRace, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, gender expression, gender identify, age, sexual orientation, military and veteran status.Commercial InformationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.Biometric InformationColorado: Fingerprint, Voiceprint, Scan or record of an eye retina or iris, facial map, facial geometry, facial template, or other unique biological, physical, or behavioral patterns or characteristics."Biometric Information" does not include the following unless the biometric data is used for identification purposes: (i) a digital or physical photograph; (ii) an audio or voice recording; or (iii) any data generated from a digital or physical photograph or an audio or video recording.This section does not apply to Connecticut, Utah, or Virginia.Internet or other similar network activityMobile device and online identifiers, Mac address, IP address, cookie IDs, browser activity, search history, social media information, and information regarding your interaction with our website or mobile application.Geolocation dataPhysical location or movements.Demographic InformationAge, gender, race, citizenship, ethnicity, date of birth, family or marital status, household income, education, professional and employment information.Profile informationAny form of automated process performed on personal data to evaluate, analyze, or predict personal aspects related to an identified or identifiable individual's economic situation, health, personal preferences, interests, reliability, behavior, location or movements.Sensitive DataData revealing racial or ethnic origin, religious beliefs, mental or physical health condition or diagnosis, sexual orientation or citizenship or immigration status; the processing of genetic or biometric data for the purpose of uniquely identifying an individual; personal data collected from a known child; or precise geolocation data.WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.Namely.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.Use Of Personal InformationWE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a proposal for services, we will use that information to prepare the proposal.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal information held by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.Sharing Personal InformationWE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.We may share your personal information within the Namely family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.WE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.Your Rights Under The CPA, CTDPA, UCPA, and VCDPA, and How To Exercise ThemResidents of Colorado [Colorado Privacy Act (CPA)], Connecticut [Connecticut Data Protection Act (CTDPA)], Utah [Utah Consumer Privacy Act (UCPA)], and Virginia [Virginia Consumer Data Protection Act (VCDPA)], have certain personal data rights.Opt-out of the processing of your personal data for purposes of:Targeted advertisingSale of personal dataProfiling that produces legal or significant effects on youAccess your data and to confirm that your data is being processed by us.Request deletion of your data held by us.Request correction of your data held by us.Receive your requested data in a usable and transferable form.Non-discrimination or retaliation for exercising any of these rights.Designate an agent to exercise your rights on your behalf.Appeal if your request is denied.REQUEST FOR DATAOnce We Receive And Confirm Your Verifiable Consumer Request, We Will Disclose To You:The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.Deletion Request RightsYou have the right to request that we delete any of your personal information that we collected from you and retained, unless otherwise permitted by law, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:Complete the transaction for which we collect the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise fulfil our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.Exercising Access, Data Portability, And Deletion RightsTo Exercise The Access, Data Portability, And Deletion Rights Described Above, Please Submit A Verifiable Consumer Request To Us By Either:Calling us at 833-463-6068Emailing us at privacy@namely.comVisiting https://namely.comYOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) – MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.RESPONSE TIMING AND FORMATWe endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) – month period preceding the     verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.APPEAL PROCESSIf you are a Colorado, Virginia, or Connecticut consumer, and we refuse to take action on your request, you may appeal our refusal within a reasonable period after you have received notice of the refusal. You may file an appeal by contacting us via email at privacy@namely.com.NONDISCRIMINATIONWe will not discriminate against you for exercising any of your privacy rights.Unless Permitted By The State Law, We Will Not:Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.Nevada Privacy RightsPrivacy rights for residents of Nevada are governed by NRS Chapter 603A , enacted in 2005, and Senate Bill 220, enacted in 2019, granting Nevada consumers the ability to restrict the sale of their “Covered Information.” This term refers to one or more types of personally identifiable information collected by an operator through a website or online service operated by that entity, including:First and last nameA home or other physical address that includes the street name and city or townEmail addressTelephone numberSocial Security numberAny identifier that enables a specific individual to be contacted either physically or onlineAny other information collected from the individual via the operator’s website or online service and maintained in combination with an identifier in a way that renders the data personally identifiableIf you wish to submit an additional inquiry concerning the sale of your Covered Information, as defined by Nevada law, please contact us via email at privacy@namely.com.Namely Biometric Data Privacy PolicyIntroductionNamely ("Company," "we," or "us") has established the following Biometric Data Privacy Policy (the "Policy") for [type(s) of data subjects/end users, e.g., "clients,” “client employees,” “internal employees,” " "customer users," etc.] of the Company's biometric [type of biometric system, e.g., "authentication," "access control," etc.] system (the "Biometric System"). This Policy describes how the Company treats [type(s) of biometric data, e.g., facial images, face geometry, fingerprints, etc.], and other data that may be considered "biometric identifiers" or "biometric information" under applicable law (collectively, "Biometric Data") that is collected, obtained, and/or processed by the Company from [type(s) of data subjects/end users] through its operation of the Biometric System. The Company reserves the right to amend this Policy at any time, without notice.Collection and ProcessingBiometric systems are computer-based systems that scan an individual's face, finger, hand, or other physical feature for purposes of recognition and/or verification. These systems generate unique data points and create a unique mathematical representation, or algorithm, that is used to identify or verify an individual's identity, such as when an individual uses their face or fingerprint as an authentication measure to gain access to a restricted area or an electronic device. The Company's Biometric System operates by scanning and analyzing [type(s) of data subjects/end users]s' Biometric Data to [recognize]/[verify] their identities.Any Biometric Data collected or processed by the Company will be used solely for purposes of [processing purposes, e.g., "identity verification," "fraud prevention and detection," "security," "access control," etc.], and to comply with our legal obligations under applicable law. In the event we begin collecting or using Biometric Data in connection with the Biometric System for any additional purpose, we will update this policy. Namely will not sell or trade any Biometric Data that we receive from our clients and client employees.DisclosuresWe may disclose Biometric Data with our third-party service providers (e.g., cloud hosting providers) that assist with or otherwise facilitate our operation of the Biometric System, for purposes of [disclosure purposes, e.g., "when you request that we provide you with a product or service," "to facilitate your use of the Biometric System," etc.]. We may also disclose Biometric Data: (1) when required to do so by law; (2) when necessary to establish, exercise, or protect our rights; (3) to protect the vital interests of natural persons; (4) to investigate fraud or other criminal acts; or (5) in the context of merger, acquisition, or similar commercial transaction. Any Biometric Data disclosed by us will be solely for these purposes.Retention and DestructionAny Biometric Data collected, obtained, or otherwise processed by us will be permanently deleted if the Company receives a verifiable deletion request. Such requests may come from an employee, or a client request with a written agreement from the employee to discontinue the use of the biometric technology for any specific employee. Biometric Data may also be deleted due to the termination of a client’s contractual relationship and deletion will be executed in accordance with Namely’s client services agreement or the Company’s record retention schedule, as applicable, whichever is earlier.SecurityWe use a commercially reasonable standard of care, consistent with our industry, to store, transmit, and protect from disclosure, use, unauthorize access, or loss of any Biometric Data collected or otherwise obtained through use of the Biometric System. Such storage, transmission, and protection is performed in a manner that is the same as, or more protective than, the manner in which we store, transmit, and protect other forms of confidential and sensitive information, including personal information that can be used to uniquely identify an individual.Contact UsFor more information, or if you have any questions about this Biometric Data Privacy Policy, you may contact us using the information below:Calling us at 833-463-6068Emailing us at privacy@namely.comVisiting https://namely.comLast updated September 16, 2025

### Managed Services

Managed Services & HR Outsourcing		
		Our team of experts provides HR support and guidance – so you can focus on your people.
			
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						As your broker, we'll manage eligibility and enrollment on your behalf.
					
								
									
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						We handle the mass updates necessary to keep your people data accurate.
					
								
									
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### Third Party Services

TERMS AND CONDITIONS
											
									
								
											
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		Third-Party Partnerships

Services Covered
This documentation is applicable to the Subscription(s), Professional Service or Implementation service as described in Attachment 1 to the Terms and as indicated on the applicable Order Form (collectively, the “Covered Services”) as sold by Namely, Inc. or a Namely subsidiary or affiliate (“Namely”) and provided by certain third-party providers, including but not limited to ThinkHR, JazzHR, and TimeClock Plus. The Covered Services are subject to the policies and restrictions described herein whether sold in conjunction or separately with other Subscription offerings. This documentation identifies and describes the application of third-party terms and conditions, features, restrictions and notices associated with any:

Covered Services functionality that allows users to interact with third-party products, services or platforms external to the Namely.com platform;
Data sourced from third-parties and provided to users via the Covered Services;
Desktop and mobile software applications provided in connection with the Covered Services.


Your use of such Covered Services constitute your agreement to be bound by this documentation and the third-party terms and conditions that apply to the Covered Services as detailed below. Use of the Namely platform is exclusively governed by Namely Terms and Conditions and any additional terms incorporated by reference (collectively, “the Terms”), including, to the fullest extent permitted by applicable law, all limitations of liability contained therein.
Customer Data
This documentation and notice do not modify Namely’s obligations with respect to your Client Data as defined in Namely’s Terms.
Third-Party Platforms
The Covered Services allow users to access and interact with third-party products, services, and platforms, including non-Namely applications and servers operated by or on behalf of you to perform the Covered Services (collectively, “Third-Party Platforms”). Third-Party Platforms are controlled and operated by entities independent of Namely. Your purchase of Covered Services by Namely:

Provides you with the ability to access and use the Covered Services, subject to the third-party terms and conditions, including any license restrictions and pursuant to the Term as described in your Order Form.

Covered Services may require:

Customers to enable certain permissions to access Third-Party Platforms and corresponding services (including Third-Party Platform features and support);
The collection, processing, and storage of information or content, including your personal data as may be required to enable Third-Party Platform use (including information otherwise classified as “Client Data” pursuant to Namely’s Terms).

Your use of the Covered Services constitutes your acknowledgement that you are solely responsible for:

Any information accessed by your users to any Third-Party Platform;
Your users’ interactions or communications with third-parties through and by any Third-Party Platforms;
Transactions carried out by third-parties for collateral or ancillary services not sold, supported, or distributed by Namely.

JazzHR
Subject to JazzHR Terms of Service, available Covered Services include an applicant tracking system and recruitment software to personalize the recruitment process and create customizable assets to aid candidate experience, including (sold separately): JazzHR Plus – Offers, job posting and syndication, applicant tracking, and interviews and assessments. JazzHR Pro – Offers, job posting and syndication, applicant tracking, interviews and assessments, offer letters, and reporting.
Mineral (fka Think HR)
Subject to Mineral’s Terms of Service, available Related Covered Services include compliance and end-to-end risk management solutions, including (sold separately): Compliance Library (fka Comply Database) – a searchable library of high quality content combining expert analysis of employment laws and regulations, best practice information, and intuitive tools that are designed to help keep organizations compliant. Compliance Plus (fka Comply Action and Advice) – a comprehensive portfolio of HR compliance solutions and services that includes access to live expert advisors, a learning management system with delivered content, a living handbook creator, and OSHA logs and reports. system with delivered content, a living handbook creator, and OSHA logs and reports. Anonymous Employee Reporting (fka Tell Us) – a platform to report a workplace incident or issue, such as sexual harassment, unsafe conditions, financial and auditing concerns, theft, bribery, substance abuse, and similar matter in a confidential manner.
TimeClock Plus
Subject to TimeClock Plus Terms of Service, available Related Covered Services include: Time – Time and attendance software for hourly employees
Touchcare
Subject to Touchcare’s Terms of Service, available covered services include healthcare concierge services, including but not limited to identifying and reconciling billing issues, finding and coordinating with insurance providers, coordinating with applicable insurance providers, prescription drug management, and selecting healthcare coverages for employees

### Supplemental Services

TERMS AND CONDITIONS
											
									
								
											
											DATA PROCESSING ADDENDUM
											
									
								
											
											SUBSCRIPTION SERVICES
											
									
								
											
											SUPPLEMENTAL SERVICES
											
									
								
											
											THIRD PARTY SERVICES
											
									
								
											
											Workforce Management
											
									
						
			
				Effective: March 14, 2022			
							
		I. Supplemental Services Incorporation
These Supplemental Services terms (“Supplemental Services Terms”), together with the Namely Terms and Conditions (“Terms”) and Order Form (collectively, the “Agreement”), set forth the terms and conditions under which Namely and its affiliates agree to provide Client the foregoing services described herein. Capitalized terms that are not defined in this addendum shall have the meaning as set forth in the Terms or applicable Order Form. These services (hereafter referred to as “Supplemental Services” in whole, or by their individual offering definition as provided herein) shall only apply insofar as Client has the corresponding SKU on any active Order Form or ordering document and shall supplement the general Terms between the Parties, where applicable.
II. PEO Graduation and PEO Graduation + Time Implementation Package Addendum
A. Description of Services – PEO Graduation. Provided that Client has purchased the PEO Graduation services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide to Client with the following services (hereafter “PEO Graduation Services”):
1. Hands-on Implementation Configuration. Namely shall directly assist Client in the initial configuration of the Platform, including:
a. Conducting a discovery call with Client to assess the data configurations required to accommodate Client’s unique specifications and reasonable requirements for the Platform;
b. Providing Client with Namely’s best practices tools, including for onboarding, performance, roles and permissions; and
c. Providing assistance with the creation and assignment of workers’ compensation codes. Additionally, Namely shall use commercially reasonable efforts to create the fields in the Platform requested by Client pursuant to its specifications, including the creation of manual custom fields and subject to the limits detailed below:

Up to 20 custom fields (general); plus
Up to 15 custom fields for each the following:

Deductions
Earning Codes


Up to 10 custom fields for each the following:

Security Roles
Onboarding Templates
Workflows
Performance Templates
Holiday Plans



 
2. Exclusions. Custom fields beyond those enumerated above and for the amounts specified herein are not included and subject to additional fees if Client requests Namely’s assistance in their creation. However, Client may create an unlimited number of custom fields without Namely’s assistance at no additional charge.
3. PEO Transition Consultations. During the provision of Implementation Services, Namely consultants shall work with Client to confirm the Client Data to be entered into the Platform from Client’s prior payroll provider. These consultations shall consist of up to three (3) separate one (1) hour calls to discuss Client’s Platform provisioning as it relates to three key areas, which shall include: HR administration, Benefits Administration, and Payroll. Additional fees may apply for consulting services beyond those provided herein requested by Client or for time overages.
4. PEO Specific Data Services Migration. Namely shall assist Client in migrating their data from their current provider onto the Namely Platform (subject to the Data Migration Services terms as provided below). Namely shall further assist Client in detailing the specific PEO information Client must move to Namely such as wage bases and balances for proper configuration, and in migrating important employee and historical documents within the Namely Platform.
5. Best Practice Consulting & Configuration. Namely shall conduct up to five (5) separate one (1) hour configuration calls with Client to assess their existing processes related to employee onboarding, performance, roles and permissions, time-off, and workflows. Namely shall guide Client through its configuration of the Platform to apply Namely best practices recommendations for optimal performance.
6. Custom Manager & Employee Training. As part of Client’s launch of Namely to their employee population, Namely shall deliver two (2) separate one (1) hour trainings to Client’s employees regarding best practices for navigating Namely, Platform usage relating to time-off requests, time-off approvals, and other key processes.
7. Extended Post Go-Live Support. Following Client’s Go-Live, Namely shall continue to consult with Client via up to eight (8) separate one (1) hour calls to assist client with adjusting to Namely’s service model, using the Namely Help Community, and addressing post-implementation items that may arise. These consultations shall include meeting with Client’s implementation leads and its Namely service team to review status on any outstanding items from implementation as well as to ensure Client is supported as to their post Go-Live daily operations. During this time, the Client will also receive guidance from Namely’s Implementation and Service teams regarding self-help best practices, including the use of Namely’s Help Community article library and the submission of service cases. Additional fees may apply for consulting services beyond those provided herein requested by Client or for time overages.
8. State Tax Registration Services (Included for Managed Payroll Clients Only). Namely shall work with Client to gather the appropriate corporate documentation and work with state taxing authorities to ensure proper tax identification registration. Where necessary, Namely shall register Client for payroll-related tax identification numbers in applicable states where Client operates. Clients who have not purchased Managed Payroll may purchase these State Tax Registration Services for an additional fee. For Clients who have not purchased Managed Payroll, or elect not to purchase State Tax Registration Services for an additional fee, Namely shall assist Client with its tax registrations by responding to questions concerning how to apply for tax identification numbers with local state taxing authorities, but Client shall bear the full and sole responsibility of self-registration for applicable tax identification numbers.
All trainings and consultations shall be provided by Namely via teleconference or videoconference. Requests for in-person training shall be at Namely’s sole discretion and subject to additional reasonable administrative, travel, and lodging fees.
B. Description of Services – PEO Graduation + Time Implementation. Provided that Client has purchased the PEO Graduation + Time Implementation services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide to Client with its PEO Graduation Services described above, along with the following (hereafter “PEO Graduation + Time Implementation Services”):
1. Shipment. Namely shall ensure shipment of the time clocks within five (5) business days of Client’s written delivery request to Namely, which request shall include the following information: number of clocks and type(s) of clocks per location, and all information required for Namely to requisition the shipment order including delivery address(es), contact name, email and phone number, as well as any other information that is required in order to process the shipment request. Namely reserves the right to charge a reasonable additional fee for shipping and handling.
2. Maintenance Fee. Beginning on the first anniversary of Client purchase of time clocks as part of the Time Implementation Package, Namely shall charge a reasonable annual recurring maintenance fee of $30 per clock.
3. Maintenance and Service. If there is a defect in materials or workmanship of an applicable time clock, Namely shall provide the following service and maintenance coverage:
(a) During the initial twelve (12) months after the Client’s purchase of a time clock a repaired or replacement (in Namely’s sole discretion) time clock will be shipped to Client (additional shipping fees may apply) within thirty (30) days or less of receipt of the time clock containing the defect if Namely is not successfully able to troubleshoot the repair with Client. Namely will provide detailed instructions on how to return the time clock. Upon request, Namely shall provide a prepaid shipping label for locations within the contiguous United States. Additional fees may apply for international shipping requests or for shipments to Alaska or Hawaii and U.S. Territories.
(b) Beginning on the first anniversary of Client’s purchase of a time clock and for the remainder of any Renewal Term, a replacement time clock shall be shipped within two (2) business days (additional time and fees may apply to international shipping requests as well as those outside the contiguous United States, including for U.S. Territories) if Namely determines, in its sole discretion, that such replacement is necessary. Client shall return to Namely within 14 days of Client’s receipt of the replacement time clock, the damaged or replaced time clock. Instructions for return as well as a shipping label for the return of such damaged or replaced time clock will be provided upon written request. Should Client fail to return the damaged or replaced time clock within the 14 day period provided herein, Client shall be charged the MSRP value of the original time clock.
4. Exclusions. In the provision of the PEO Graduation + Time Implementation Services, Namely shall not be held responsible for costs incurred by Client related to travel, communications, and telephone company charges with respect to the repair, maintenance, or replacement of a time clock. Namely’s Maintenance and Service plan as relates to the Time services shall exclude where the time clock has been: damaged due to accident, abuse, misuse, liquid contact, fire, earthquake, or operating time clock outside of its intended or permitted use; defaced, altered, removed, or modified serial number (unless expressly authorized in writing by Namely); lost or stolen; and cosmetic damage including but not limited to scratches, dents, broken plastics, or ports. Namely’s Maintenance and Service shall also exclude consumable parts (eg, batteries), and defects caused by normal wear and tear or otherwise normal usage and aging of the product due to use.
C. Client Obligations1. In order to perform the services detailed herein for the PEO Graduation Services as well as the PEO Graduation + Time Implementation Services, Namely will rely solely on the information provided by Client and as reviewed and approved by Client Administrator. Namely shall provide the foregoing wholly in reliance on the accuracy of data provided by Client to Namely. Namely is not responsible for any errors resulting from such reliance except as may otherwise be provided in the Agreement between the Parties. Namely reserves the right to charge additional reasonable fees in the event that Client fails to provide timely review or production of requested data as reasonably requested by Namely.
2. Client expressly acknowledges that in order to provide the foregoing services, Namely must access Client Data to operate and facilitate the transfer of such Client Data to the Namely Platform, and that the following terms shall apply to the provision of Namely’s PEO Graduation Services as well as the PEO Graduation + Time Implementation Services. Access to Client Data is provided by Client to Namely in accordance with the licensing provisions contained in the Agreement between the Parties. Client acknowledges that any and all data migration-related services may include direct access to Client’s existing HR portal hosting Client Data (“Client Portal”) and/or by display without direct access to Client Portal. In order to facilitate the transfer of Client Data to the Namely Platform, Client shall provide Namely with the resources reasonably necessary to allow Namely to provide the PEO Graduation Services and/or the PEO Graduation + Time Implementation Services. In the event that Client provides Namely access to Client Portal, Client shall be solely responsible for securing the legal right for Namely to access the Client Portal in order to carry out the PEO Graduation Services. Client’s responsibilities shall include, but are not limited to, ensuring:
a. Namely’s access to and use of Client Portal is authorized by the licensing party or any third parties and does not violate the applicable usage terms of such Client Portal;
b. The transfer of Client Data to the Namely Platform complies with all applicable privacy laws governing the transfer of personal data;
c. All Client Data accessed by Namely in the performance of the PEO Graduation Implementation Services is accurate, complete, and up-to-date; and
d. Client has a complete backup copy of all such Client Data and that any Client Data lost or misplaced during transfer shall be fully recoverable by Client until such time Namely has confirmed the successful transfer of Client Data.
4. Client Indemnity. Client shall indemnify, defend, and hold harmless, Namely, its directors, officers, employees, agents and subcontractors against any loss arising from any claim by a third party relating to Client’s provisioning of access to any platform hosting Client Data, including any Client Portal, prior to migration to the Namely Platform and in the performance of these PEO Graduation Implementation Services. THE LIMITATIONS OF LIABILITY SET FORTH BETWEEN THE PARTIES IN SECTION 8 (OR AS OTHERWISE PROVIDED) OF THE AGREEMENT SHALL NOT APPLY TO THIS INDEMNITY, PROVIDED THAT SUCH LIMITATIONS ARE NOT PROHIBITED BY APPLICABLE LAW.
III. Namely Now and Namely Plus
A. Description of Services – Namely Now. Provided that Client has purchased the Namely Now services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide to Client with the following services (hereafter “Namely Now”):
(i) Delivered Configurations:
(a) Seven (7) security roles;
(b) Seven (7) self-service workflows;
(c) Two (2) years of U.S. federal holidays;
(d) Five (5) time off plan types;
(e) Two (2) Namely user guides;
(f) Three (3) performance templates;
(g) One (1) U.S. onboarding template;
(h) Fourteen (14) benefit life events;
(i) Thirty-one (31) payroll deduction codes;
(j) One hundred-one (101) payroll earning codes.
(ii) Included Personalization:
(a) Custom domain name;
(b) Client specific time-off plans;
(c) Five (5) custom fields;
(d) Payroll calendar configuration;
(e) Customer benefit plan setup;
(f) Employee data reports;
(g) Unlimited access to configuration tools.
B. Description of Services – Namely Plus. Provided that Client has purchased the Namely Plus services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide to Client with the following services (hereafter “Namely Plus”):
(i) Delivered Configurations:
(a) Up to twenty (20) custom fields;
(b) Up to ten (10) custom security roles;
(c) Up to ten (10) custom onboarding templates;
(d) Up to ten (10) custom workflows;
(e) Up to ten (10) performance templates;
(f) Up to ten (10) custom holiday plans;
(g) Up to fifteen (15) custom deductions;
(h) Up to fifteen (15) earning codes;
(i) Workers’ compensation code configuration.
(ii) Included Personalization:
(a) Custom domain name;
(b) Customer specific time off plans;
(c) Payroll calendar configuration;
(d) Customer benefit plan set up;
(e) Employee data imports;
(f) Unlimited configuration tools.
IV. Data Migration
A. Description of Services – Data Migration. Provided that Client has purchased the Data Migration services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide Client with the following services (hereafter “Data Migration Services”):
1. Facilitate the transfer of Client Data to the Namely Platform.
2. Client Data to be transferred to the Namely Platform shall be determined by Client in consultation with Namely. Client shall provide access to such Client Data as is reasonably requested by Namely to complete Client implementation. Client acknowledges that Data Migration Services may include direct access to the portal currently hosting Client Data (“Client Portal”) and/or by display without direct access to the portal currently hosting Client Data.
B. Client Obligations. Client shall:
1. Provide Namely with the resources reasonably necessary to allow Namely to provide the Data Migration Services, including, if applicable, account credentials to Client Portal currently hosting Client Data. In the event Client provides Namely with access to a Client Portal, Client is solely responsible for securing such access and right to use such Client Portal in order to carry out any and the Data Migration Services.
2. Ensure the transfer of Client Data to the Namely Platform complies with all applicable laws and regulations including, but not limited to those governing the transfer of personal data, personal health information, or personally identifiable information;
3. Ensure Client Data accessed by Namely in the performance of Data Migration Services is accurate, complete, and up-to-date;
4. Maintain a complete backup copy of all such Client Data and that any Client Data lost or misplaced during transfer shall be fully recoverable by Client until such time Namely has confirmed the transfer of such Client Data is complete;
C. Representations and Warranties. Client represents and warrants that it has the proper legal rights, title, and interest to provide Namely with access to Client Data, including, where applicable, by granting Namely direct access to Client Portal. Client further represents and warrants that Namely’s access to Client Portal is not prohibited by the usage terms of such platform provider. Client shall and hereby does access full financial and legal responsibility for securing such access prior to data transfer being initiated and shall provide proof of such authority in writing upon Namely’s reasonable request.
D. Indemnification. Client shall indemnify, defend, and hold harmless, Namely’s, its directors, officers, employees, agents, and subcontractors against any loss arising from any claim by a third party relating to Client’s provisioning of access to any platform hosting Client Data, including any Client portal, prior to migration to the Namely Platform. THE LIMITATIONS ON LIABILITY SET FORTH BETWEEN THE PARTIES IN SECTION 8 OF THE AGREEMENT SHALL NOT APPLY TO THIS ADDENDUM, NOTWITHSTANDING THE FAILURE OF ANY REMEDY PROVIDED HEREIN.
V. Carrier Feeds
A. Description of Services – Carrier Feeds. Provided that Namely has committed to providing Carrier Feed services to Client as provided on an Order Form, similar ordering document, or carrier feed services are included in a Namely Subscription Services offering, Client as provided is in good standing and has met the obligations of the Terms, Namely shall provide Client with the following services (hereafter “Carrier Feed Services”):
1. Benefits Administration. Namely shall provide the following to Benefits Administration Services Clients:
a. During Client’s Implementation, build and test two (2) electronic carrier file feeds from Namely to select benefit vendors for insurance lines in which Namely is Broker of Record (hereafter “Benefits Provider(s)”). Carrier feed build and test execution is subject to the applicable benefits vendor and according to benefit vendor’s specifications. Feed setup and project feed orders requested following Implementation may be subject to additional fees;
b. Maintain feed viability to transfer Client Data to Benefits Providers to facilitate carrier file feed benefits elections, open enrollment, change of life events, and other demographic information changes to insurance carriers. Additional fees may apply for feeds in excess to those included with Implementation and for new feeds, changes, and updates to existing feeds including, eg, open enrollment and new EINs.
2. Managed Benefits. Namely shall provide the following to Managed Benefits Services Clients:
a. During Client’s Implementation, build and test unlimited carrier file feeds from Namely to Benefits Providers. Carrier feeds builds are subject to Benefits Vendor’s availability, specifications, and requirements. Where carrier feeds are unavailable or Benefits Vendors availability, specifications, or requirements result in an inability to build an electronic feed, Namely shall manage Client eligibility with insurance carriers by distributing enrollment and life event change information to Benefits Providers;
b. Process Namely supported benefits changes in Client’s instance of the Namely Platform; and
c. Plan, support, and configure Client’s open-enrollment elections.
3. Managed Benefits Pro. Namely shall provide to Managed Benefits Pro Clients the carrier feed services detailed above (Managed Benefits) as well as the following services:
a. Provide quarterly carrier reconciliation reports of Client’s applicable medical, dental, and vision insurance carrier invoices detailing identified billing errors, and overages. Quarterly reports shall be the sole carrier reconciliation deliverable; and
b. Suggest corrective action and account optimization events on behalf of Client’s benefits profile. Client shall assume sole responsibility for direct communications and directive action with providers as well as for electing to carry out any Namely suggested recommendations.
B. Client Obligations:
i. Initiate new and existing Carrier Feed Services upon Client’s written request;
ii. Maintain current and accurate demographic and enrollment data in the Namely Platform as the source of truth;
iii. Review and action live feed error reports where Client elects to receive error reports where Client elects to receive error reports;
iv. Confirm Account Administrator(s) to receive and send carrier-related email and communications;
v. Timely review and respond to Namely’s services teams regarding account actions and queries including data reconciliation and new feed builds; and
vi. Provide approval or otherwise where required by Namely.
C. Exclusions. Carrier eligibility requirements may vary. Client agrees Namely shall not be responsible for carrier eligibility requirements that delay or prevent carrier feed setup or operation. Where Namely or the Provider is unable to support an electronic or manual carrier feed, Namely shall notify Client and shall not be responsible for managing enrollment eligibility on behalf of Client, except as may otherwise be provided herein. Failure to respond to Namely’s services teams within thirty (30) days may result in feed or project cancellation. Feed and/or project cancellations due to Client’s failure to respond to Namely’s services team shall not relieve Client of any corresponding payment obligations or constitute a breach of Namely’s services obligations.
VI. General Provisions – Supplemental Services
Client acknowledges and understands that if Client terminates either Benefits Administration Services or Managed Benefits Services pursuant to Section 9 of the principal Terms or via the non-renewal of such services on any active Order Form, then such termination may not be reversible. In the event that Client or Namely terminates Client’s Benefits Administration Services or Managed Benefits Services, then as of the time such termination becomes effective, Namely shall have no obligation to make further benefits-related activities or to take compliance-related actions on Client’s behalf and reserves the right to apply additional fees for any of the Carrier Feed Services detailed herein for the provision of such services. If Client substitutes Namely as Broker of Record with another Broker of Record then Namely shall be unable to carry out many of the Supplemental Services described herein on Client’s behalf including communication with the respective underwriter on Client’s behalf and in carrying out brokerage-related activities on Client’s behalf. Client assumes all brokerage related actions and activities upon the submission of a substitute Broker of Record letter to Benefits Provider(s).

### Subscription Services

TERMS AND CONDITIONS
											
									
								
											
											DATA PROCESSING ADDENDUM
											
									
								
											
											SUBSCRIPTION SERVICES
											
									
								
											
											SUPPLEMENTAL SERVICES
											
									
								
											
											THIRD PARTY SERVICES
											
									
								
											
											Workforce Management
											
									
						
			
				Effective: November 09, 2022			
							
		I. Subscription Services Incorporation
These Subscription Services terms (“Subscription Services Terms”), together with the Namely Terms and Conditions (“Terms”) and Order Form (collectively, the “Agreement”), set forth the terms and conditions under which Namely and its affiliates agree to provide Client the foregoing services described herein. Capitalized terms that are not defined in this addendum shall have the meaning as set forth in the Terms or applicable Order Form. These services (hereafter referred to as “Subscription Services” in whole, or by their individual offering definition as provided herein) shall only apply insofar as Client has the corresponding SKU on any active Order Form and shall supplement the general Terms between the Parties, where applicable.
II. Benefits Administration
A. Description of Services. Provided that Client has purchased the Benefits Administration services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide to Client with its Benefits Administration services (hereafter “Benefits Administration Services”), which shall include the following:
1. Store benefit election data in the Platform as submitted by Client employees and approved by the Administrator.
2. Configure Benefits Administration module in accordance with benefit plan decisions and information provided by Client based on benefit plan design and details. Namely does not guarantee the ability to configure every benefit offered by Client, as they can vary significantly by benefit type and benefit vendor.
3. Provide Client with access to a library of standard benefit election reports to assist in ongoing benefits administration.
4. Provide Client with access to ACA Reporting tool to facilitate generation and filing of ACA Reporting Forms 1094-C, 1095-C, 1094-B, where applicable.
5. Subject to Namely’s Carrier Feed Terms (as provided in the Supplemental Services Addendum) Build and test electronic carrier file feeds from Namely to benefit vendors, when permitted by benefits vendor and according to benefit vendor’s specifications, provided that carrier file feed set up is included in Client’s contract.
B. Client Responsibilities
1. Process benefit election and enrollment changes using the Benefits Administration module, and approve submitted employee elections timely according to Client’s benefit vendors’ guidelines, unless otherwise noted in the Managed Benefits or Managed Benefits Pro provisions herein for those Clients who also receive Namely Managed Benefits or Managed Benefits Pro.
2. Maintain ongoing employee benefit eligibility, offers of employee coverage, and qualified life events via Benefits Administration module timely. Maintain employee classes to denote benefits eligibility purposes of ACA reporting. Note: Hours tracked using Namely Time or Timesheets on Namely Platform do not drive offers of benefit coverage through Namely, nor documentation of offers of coverage on ACA Reporting Forms 1094-C, 1095-C, 1094-B, where applicable.
3. Review and reconcile benefit vendor invoices to ensure accurate billing from benefits vendors. Namely does not provide carrier reconciliation services.
4. Timely transmit benefits elections from the Benefits Administration module to insurance carriers, in the event that Client’s benefits vendor does not accept an electronic file feed from Namely or in the event that Client’s electronic file feed is not live, unless Client is a Namely Managed Benefits Client (see Managed Benefits terms below), in which case Namely shall provide these services as part of its Managed Benefits services as described therein.
5. Timely review and respond to all documents and forms presented by Namely to Client for the purpose of building electronic file feeds from Namely to benefits providers.
6. Timely review benefits vendor reports related to data sent on electronic file feeds, unless Client elects Namely Managed Benefits Services or Managed Benefits Pro Services, in which case Namely shall provide this service as described herein.
III. Payroll Services
A. Description of Services. Provided that Client has purchased the Payroll services as provided on an active Order Form, is in good standing and has met the obligations of the Terms, Namely shall provide to Client with its Payroll services (hereafter “Payroll Services”), which shall include the following:
1. Prepare, deposit, and file Client’s U.S. payroll taxes for those federal, state, and local jurisdictions listed by Client upon initial payroll implementation process and any updates provided to Namely by the Client and confirmed by Namely in writing to Client during any active Term period.
2. Prepare a quarterly tax statement for each Federal Employer Identification Number (“FEIN”) or (“EIN”) and, where required, each state or local tax ID provided by Client. This statement shall include a summary of tax liabilities reported throughout the quarter, account reconciliation, and printed returns filed at quarter end.
3. Answer tax agency correspondence for tax deposits and returns filed by Namely on Client’s behalf and in coordination with Client.
4. File amended returns as required for returns processed by Namely. Charges may apply in the event the amended return is a result of incorrect information supplied to Namely by Client or Client representative.
5. Prepare and file W2 agency filings.
6. Funds:
a. The funds held by Namely on Client’s behalf shall be segregated from other funds of Namely, but may be commingled with the funds of other Namely payroll clients. Namely shall be entitled to receive all net investment income generated and interest earned on any funds held and invested pursuant hereto.
b. Independently of the results of any investments of the fund performed by Namely, Namely has the obligation to pay Client’s tax liabilities and wage attachments, provided the Client has previously deposited the corresponding funds with Namely.
c. In the event that Namely is unable to settle funds on behalf of Client, Namely shall return such funds on behalf of Client. Client shall be solely responsible for the escheat of such funds and Namely shall have no responsibility to escheat such funds.
7. Wage Attachments. Client is solely responsible for the setup of wage attachments in the Platform in accordance with the Namely online documentation. Namely shall then prepare and deposit Client’s wage attachment liabilities for those U.S. federal, state, and local payment processing units and any individual third party to which an employee of Client owes a debt and has agreed or is compelled by appropriate governmental authority to resolve via attachment of employee’s wages. Namely shall make available a report of wage attachment activity to Client summarizing funds collection and disbursement transactions completed. Namely is not obligated to commence or to provide the Payroll Services until Namely has received all information necessary to disburse wage attachment liabilities.
8. Check Printing. Namely shall provide direct deposit advice slips, and if elected by Client (subject to additional fees), print checks for Client based on the information from each completed payroll as set forth in the Data Remittance section below. Namely shall be responsible for providing such printed checks and direct deposit advice slips to the commercial overnight carrier provided by Client (additional fees may apply as overnight carrier fees shall be borne solely by Client).
9. Reporting for Cash Collections. Upon approval of the payroll by Client, all payroll reports are available immediately. Three (3) business days prior to the applicable check date, Namely shall make available payment service data to Client which is applicable to any given payroll closed within the parameters defined herein, to allow Client to generate reports based on such data at the open of normal business hours.
10. Exclusions. Namely is not responsible for providing additional administrative services, including, but not limited to, agency research, account reconciliation, wage attachment data input and adjustments. Namely is not responsible for any pre-existing errors or similar matters arising prior to commencement of these services by Namely or for any errors that may occur in the event Client fails to provide Namely with all necessary, complete, timely, and accurate information.
11. Errors. To the extent that a payroll or tax filing error is solely caused by Namely, the cost to correct such error, including, but not limited to payment of fines, shall be payable by Namely.
B. Client Responsibilities.
1. Client shall adhere to the National Automated Clearinghouse Association (“NACHA”) rules for the transfer of funds at all times.
2. Client shall provide Namely with its valid Tax ID Number (FEIN/EIN) for each payroll entity.
3. Data Remittance.
a. Direct Deposit Only. Client shall complete its payroll before 3:00 PM EST, no less than two (2) business days prior to the applicable check date(s) for direct deposits completed via reverse wire only.
b. Direct Deposit and Check Printing. Client shall complete its payroll before 3:00 PM EST, no less than three (3) business days prior to the applicable check date(s).
c. Client acknowledges that the data and all information from the completed payroll from the Platform shall be the basis for payroll as provided for herein. Client is responsible for viewing, in the Platform, either the payroll summary report or the cash requirement report prior to approving each payroll. Client acknowledges and agrees that Namely shall conduct an internal electronic audit of Client’s tax database in order to review and export data, on an as needed basis, in order to prepare quarterly or annual tax filings for Client.
4. Funds Collection.
a. For direct deposit only clients as well as for any tax liability within a given pay period requiring a “next day” payment, Namely shall withdraw the total tax liabilities associated with Client’s payroll and wage attachments associated with the given pay period at least one (1) business day prior to the applicable check date from Client’s designated bank account and transfer such amount to a Namely controlled account to effectuate the Client’s payroll run.
b. For direct deposit plus check printing clients and for tax liabilities not requiring a “next day” payment date, Namely shall withdraw the total tax liabilities and wage attachments associated with the given pay period three (3) business days prior to the payroll check dates from Client’s designated bank account and transfer such amount to a Namely controlled account to effectuate the Client’s payroll run.
c. At the times specified above, Namely shall collect funds to cover the total payroll liability of Client. Namely shall direct the transfer of funds from Client’s designated bank account to cover all funding transactions to be made under this Payroll Addendum. In the event Client fails to maintain such good and sufficient funds, Namely may:
(i) terminate the Payroll Subscription only upon notice to Client and charge Client for any applicable fees, penalties and interest; or
(ii) change the method via which Client is required to submit funds in order for Namely to carry out the Subscription Services.
5. Record of Tax Disbursement and Wage Attachments. Namely shall not be liable for any invalidity or inaccuracy caused by Client. Upon Namely making available to Client any and all records of tax disbursements and wage attachments prepared by Namely, Client shall examine all records for validity and accuracy according to Client’s records. Client shall immediately notify Namely of any inaccuracies or inconsistencies.
6. Client agrees to provide payroll related Client Data in a format reasonably requested by Namely and in a reasonable period of time after such request has been made. Additional fees may apply in the event that Client cannot supply payroll data in the format or time period requested by Namely.
7. Client agrees to timely execute any and all documents and forms presented by Namely in order to effectuate carrying out the Payroll Services, including power of attorney to service taxes. Client agrees that it shall timely respond to any and all requests made by Namely. Namely may, in its discretion, terminate the Payroll Services in the event Client fails to execute such documents or forms when requested by Namely or respond to Namely’s service requests in a timely and complete manner.
8. Namely may unilaterally amend or update the terms of these Payroll Services by providing written notice to Client only:
(a) as reasonably determined by Namely in order to update the Payroll Services provided; or
(b) as mandated by any governmental agency or taxing authority.
9. In the event that change under (a) above adversely impacts Client’s normal business operations, Client shall have the option to reject such changes, in good faith, within thirty (30) days of receipt of notice of such change from Namely by providing written notice to Namely. Upon such rejection, Namely shall have the option to not make said change or terminate the Payroll Services.
10. Client agrees to cooperate and diligently perform its responsibilities as set forth herein and acknowledges that failure to do so may result in additional fees or costs to Client. Namely shall provide Client with ten (10) days advanced written notice of its intent to charge such additional fees and/or costs, and Client shall have the opportunity to perform its obligations resulting in the additional fees or cost attributed for such failure during such ten (10) day period.
11. Tax Information Disclosure. As required by the Internal Revenue Service, the following information must be disclosed to taxpayers utilizing a third party to perform tax filing services on its behalf:
a. Client acknowledges that it is responsible for the timely filing of employment tax returns and the timely payment of employment taxes for its employees, notwithstanding Client’s engagement of Namely to file the returns and make the payments on its behalf.
b. The Internal Revenue Service requires enrollment in the U.S. Treasury Department’s Electronic Federal Tax Payment System (EFTPS) to monitor your account and ensure that timely tax payments are being made. IRS documentation that includes full FEIN and legal business name are required as proof of entity. Enrollment in the EFTPS may be done online at: www.eftps.gov, or by calling (800) 555-4477 for an enrollment form. State tax authorities generally offer similar means to verify tax payment and Clients are advised to contact the appropriate state tax authority directly for details. Namely shall not be liable for any fines, penalties, interest, or other related fees that accrue to Client for its failure to provide proof of entity documentation as required by the IRS. Client acknowledges that no state or federal agency assumes responsibility for the financial solvency of Namely.
12. Tax Authorization. Client agrees Namely shall act as the tax filing agent where required for U.S. federal, state or local deposits, filings and correspondence on Client’s behalf as it relates to payroll tax filings. Namely agrees to hold in confidence all information relating to Client’s assets, liabilities, business or affairs which is received by Namely in the course of rendering service except as provided by law or as provided in the Terms.
13. ACH Access. Client acknowledges that Namely or the bank that processes Client’s payroll transactions may need to investigate ACH entries transmitted by Client to the bank and Client shall, and hereby consents to such investigation(s). Client also acknowledges that Namely or the bank may refuse to process ACH entries at any time, for any reason, or no reason at all.
IV. Enhanced Services
A. Managed Payroll
1. Description of Services. Provided that Client is in good standing and has met the obligations of the Terms, Namely shall provide Client with its Managed Payroll Services, which shall include the following:
a. At Client’s direction, administer payroll runs and related activities in the Client’s instance of the Platform, including the following:
i) Administer payroll calendar and payroll runs;
ii) Administer off-cycle/manual check requests, calculations, and processing;
iii) Administer and process garnishments upon receipt of proper documentation;
iv) Calculate net payment of wages; and
v) Configure general ledger (GL) interface on an ongoing basis.
b. Prepare, deposit and file Client’s payroll taxes for all federal, state, and local jurisdictions which Namely has set up in Platform, including the following:
i) Prepare and file quarterly tax statements for each Federal Employer Identification Number (“FEIN”) and, where required, for each state or local tax identification number provided by Client;
ii) File amended returns as required for returns processed by Namely (additional fees may apply where amendment is required as a result of Client error);
iii) Provide quarterly tax statements, including a downloadable summary of tax liabilities reported throughout the quarter, account reconciliation and printed returns filed at quarter end;
iv) Provide initial tax registration setup in new states/localities if registration by a third party is permitted by the taxing authority;
v) Provide notification of tax changes and assistance in complying with such changes;
vi) Administer quarterly and year-end processing as may be required;
vii) Prepare and file W-2 agency filings;
viii) Prepare and provide electronic copies of employee W-2s and 1099s; and
ix) Respond to agency inquiries on behalf of Client including tax agency correspondence for tax deposits and returns filed by Namely on Client’s behalf.
c. Import approved payroll data in the Client’s instance of the Platform in accordance with Client’s instructions, including the following:
i) Import and/or enter payroll data and any necessary overrides, including but not limited to wages and deductions;
ii) Enter employer-level payroll data, including but not limited to SUI tax rates and custom pay codes;
iii) Calculate and enter salary proration, gross-up earnings, retro pay, and Group Term Life (GTL) imputed;
iv) Prepare and provide payroll data to Client for review and final approval;
v) Import time and time-off data into platform; and
vi) Balance time data imports against client provided controls.
d. Perform routine payroll-related audits (note: when Client makes a change that has a significant effect on Client’s payroll, including but not limited to mergers and acquisitions, office location changes, or spin-offs, additional fees may apply);
e. Prepare and deposit Client’s wage attachments for any third party to which Client’s employee owes a debt and has agreed or is compelled by a lawful authority to resolve via attachment of employees wages;
f. Perform banking and other related money movements, including the following:
i) Process direct deposit reversals (direct deposit requests must be received within thirty (30) days of initial direct deposit transfer. Additional service fees and limitations may apply);
ii) Conduct check and payroll reconciliation;
iii) Distribute payroll through checks, direct deposit and/or paycards.
2. Client Obligations. Client has certain obligations under these Managed Payroll Terms to ensure that Namely has accurate data and authority to process payroll, and engage in tax-related services on behalf of Client. In order to provide such services, Namely relies on the information and instructions provided by Client. Specifically, Client’s obligations to ensure accurate information and instructions to Namely include but are not limited to:
a. Designating an account Administrator to review and approve the submission of all payroll information to Namely;
b. Providing accurate, timely, and complete information required by Namely herein to perform the Managed Payroll Services, which shall require Client to, as applicable:
i) Collect time sheet/time card data from employees;
ii) Collect time off requests and data from employees;
iii) Download time data files from time-keeping system (if not using Namely Time);
iv) Review time data for adherence to proper data format;
v) Reformat time data files (if not currently using Namely Time) to appropriate time data input file (note: Namely Time may be subject to additional terms and conditions available at: https://www.namely.com/third-party/);
vi) Add new hire/terminated employees in Namely platform;
vii) Input general ledger (“GL”) file into Client’s financial system of choice;
viii) Inform Namely of any changes to payroll calendar or holiday schedules;
ix) Provide Namely with all valid federal, state and/or local Tax ID numbers in the format required by the corresponding agency (unless Namely has completed the registration process in those federal, state and/or local tax jurisdictions on Client’s behalf); and
x) Execute forms and documents necessary to designate Namely to act on Client’s behalf in tax and payroll related services, including but not limited to a power of attorney to execute tax disbursements.
c. Promptly notify Namely of third-party notices on behalf of Client and Client employees, such as Internal Revenue Service (“IRS”) penalty notices or garnishment notices, which could affect Namely’s ability to effectively administer the Managed Payroll Services.
d. In performing the Managed Payroll Services, Namely shall rely solely on the information provided by Client and as reviewed and approved by Client Administrator. Namely is not responsible for any errors resulting from such reliance except as detailed in the Managed Payroll SLA contained herein, which shall be the sole and exclusive remedy for errors resulting from Namely’s processing of Client payroll. In the event Client fails to carry out its obligations in whole or in part in a manner that materially interferes with Namely’s ability to carry out its obligations, Namely reserves the right to terminate the Managed Payroll Services in its sole discretion. Prior to Client’s initial payroll processing date, Client must provide and approve the completed and executed documents Namely requires for providing the Managed Payroll Services, including all implementation documents and properly formatted payroll data. Namely shall provide the Managed Payroll Services in reliance on the accuracy of the information provided by Client. Failure to provide complete or accurate information may adversely impact Namely’s ability to carry out the Managed Payroll Services. Namely reserves the right to charge additional reasonable fees in the event that Client fails to provide timely, and properly formatted data as reasonably requested by Namely and as detailed herein to carry out the Managed Payroll Services.
3. Payroll Funds Collection and Timing. Namely shall notify Client via electronic communication when all information necessary to begin the Managed Payroll Services has been received and when the implementation process has been completed. Subsequently, Client shall, prior to submitting its first payroll run, review and approve the payroll information for completeness and accuracy. Upon approval of the payroll information, Client consents to the transfer of funds from Client’s designated bank account to Namely’s designated payroll account by electronic funds transfer. Prior to the submission of Client’s initial and each subsequent payroll run, Namely must receive from Client the payroll funds necessary to cover the total payroll and tax liability of such payroll run. Namely, in its capacity as payroll processor, shall direct the transfer of funds from Client’s designated bank account in accordance with Client’s designated payroll fund recipients including employees, independent contractors and other payroll designees, as well as the appropriate taxing authorities as provided by Client. Namely’s standard processing time for payroll is three (3) business days (excluding US federal and banking holidays). In the event that Client is a direct deposit only Client, Namely’s standard processing time is one (1) business day (excluding US federal and banking holidays). Client acknowledges that it has been advised of these standard processing times and agrees that Namely has no obligation to process payroll in a shorter amount of time and that failure to adhere to payroll processing timeliness for data submission, payroll approval, or employee status updates may result in pay cycle exclusion from the Managed Payroll Service Level Agreement and may result in additional processing fees. If Namely agrees to process Client’s payroll through an expedited action outside of these normal processing times, Namely reserves the right to charge an expedited processing fee in its sole discretion.
4. Payroll Funds Processing. Client shall maintain a bank account in which it shall deposit payroll funds in accordance with these Managed Payroll Terms. Client shall maintain good and sufficient funds in Client’s designated payroll bank account (“Client Payroll Account”) to cover all funding transactions and liabilities to be made pursuant to the payroll function. Client shall adhere to the National Automated Clearinghouse Association (“NACHA”) guidelines. Client acknowledges that, in the event that Client fails to maintain such good and sufficient collected funds, Namely may be unable to carry out the Managed Payroll Services and that Client shall immediately become solely responsible for funding transactions to be made pursuant to this Addendum. In the event Client fails to maintain such good and sufficient collected funds, Namely may terminate the Agreement upon notice to Client and charge Client for any applicable fees, penalties, and interest, or change the method via which Client submits payroll funds. Client agrees to pay any fees, fines, or funds paid by or accrued to Namely as a result of Client’s failure to maintain sufficient funds. Namely may take any legal action it deems necessary to collect such fees, fines, or funds paid by Namely as a result of insufficient funds. Payroll funds held by Namely on Client’s behalf shall be segregated from other funds of Namely, but may be commingled with funds of other Namely payroll clients. Namely shall be entitled to receive all net investment income generated and interest earned through any funds held and/or invested by Namely from its payroll fund account(s). Independent of the result of any investment of funds performed by Namely, Namely shall pay Client’s tax liabilities and wage attachments in accordance with Client’s proscribed payroll schedule, provided Client has complied with its obligations as detailed herein, including but not limited to the prior deposit of such funds in accordance with the above schedule.
5. Client Tax Information Acknowledgement. Client authorizes Namely to act as an agent on its behalf with the IRS as well as applicable state and local tax authorities including the submission of tax-related information and Client Data, the payment of tax liabilities, and correspondence with appropriate taxing authorities. Client acknowledges that Namely is not acting in a fiduciary capacity on its behalf and that although Namely is authorized as a third party to act on its behalf with certain tax authorities to file payroll tax returns and to make payroll tax payments, Client is ultimately responsible to the relevant taxing authority for the timely filing of employment tax returns and the timely payment of employment taxes on behalf of Client’s employees. Namely recommends Client enroll in the U.S. Treasury Department’s Electronic Federal Tax Payment System (EFTPS) to monitor Client’s IRS account and to ensure that timely tax payments are being made on Client’s behalf. You may enroll in the EFTPS system online at www.eftps.gov or via phone at 800-555-4477 for an enrollment form. State tax authorities generally offer similar means to verify tax payments and Clients are advised to contact the appropriate state tax authority directly for details.
6. Client Representations. Client represents and warrants that an account Administrator shall review and approve the submission of all payroll information to Namely, thereby authorizing Namely to create and input entries and to submit payroll runs as required to process payroll runs and payroll related tax transactions. By approving a payroll for processing by Namely, Client acknowledges and agrees that: (i) all payroll information and tax-related information are accurate and may be submitted by Namely without further review or approval by Client; (ii) any instructions provided to Namely by Client (including but not limited to payroll information and client data required for payroll run and or tax transaction) are deemed to authorize Namely to execute such payroll run or tax transaction in accordance with such instructions and that Namely in its sole discretion reserves the right to refuse to act upon such instructions. After a payroll has been approved by Client Administrator and received by Namely for the purposes of submitting Client’s payroll, Client may not be able to cancel or amend such amount and Client understands that by approving a payroll for processing, while Namely shall use reasonable efforts to act on any cancellation or amendment request, Namely shall have no liability to Client for: (i) the rejection of any payroll for processing as well as any resulting penalties, interest, or any claims arising directly or indirectly therefrom; and (ii) any under or overpayments to Client employees as a result of Namely having processed the approved payroll action.
7. Effect of Termination of Managed Payroll Services. Client acknowledges and understands that if Client terminates Managed Payroll Services pursuant to Section 9 of the principal Terms or via the non-renewal of Managed Services on any active Order Form, then such termination may not be reversible. In the event that Client or Namely terminates Client’s Managed Payroll Services, then as of the time such termination becomes effective, Namely shall have no obligation to make further payroll or tax filings or actions on Client’s behalf and reserves the right to apply additional fees for any of the Managed Payroll Services detailed herein for the provision of such services.
8. Managed Payroll Services General Provisions. Namely is not a co-employer or joint employer of Client employees. Namely is not a professional employer organization and the Managed Payroll Services do not constitute professional employer organization services. In the event that Client makes any assignment for the benefit of creditors, or a receiver, trustee in bankruptcy or similar officer is appointed to take charge of any or all of Client’s property or Client seeks protection under any bankruptcy, receivership, trust deed, creditor’s arrangement, composition or comparable proceeding or such proceeding is instituted against Client, Namely may terminate the Agreement upon prior notice to Client or change the method via which Client remits outstanding or future payments to Namely. In the event that Namely is unable to settle funds on behalf of Client for reasons of bankruptcy or otherwise, Namely shall return such funds on behalf of Client. Client shall be solely responsible for the escheat of such funds and Namely accepts no escheat responsibility. Client acknowledges that Namely or the bank that processes Client’s payroll transactions may need to investigate ACH entries transmitted by Client to the bank and consents to such investigation. Client also acknowledges that Namely or the bank may refuse to process ACH entries at any time in their sole discretion, respectively. Client is solely responsible for recruiting, hiring, classifying, disciplining, and terminating Client employees and for determining their wages, benefits, duties, responsibilities and work schedules. Namely is not the employer of record of Client employees and all payroll and tax filings for Client shall be performed using Client’s employer identification number (“EIN”).
B. Managed Benefits
1. Managed Benefits – Description of Services. Provided that Client is in good standing and has met the obligations of the Terms, Namely shall provide Client with its Managed Benefits Services, which shall include the following:
a. Benefits administration configuration upon implementation and benefits election, including the following:
i) Configuration of Client’s instance of the Namely Platform;
ii) Processing of Namely-supported benefits changes in the Client’s instance of the Platform;
iii) Open enrollment planning, support and configuration;
iv) Unlimited carrier feed setup upon implementation (for insurance lines in which Namely is Broker of Record); and
v) Where carrier feeds are unavailable, managing Client eligibility with insurance carriers by distributing enrollment and life event change information to insurance carriers as may be required (for insurance lines in which Namely is Broker of Record).
b. Annual benefits renewal and evaluation of elections for optimization, including the following:
i) Assistance with the review and renewal of benefit plan designs, benefit levels, insurance premiums, program communications and quality of current employee health and welfare insurance policies for which Client has elected Namely as Broker of Record;
ii) Preliminary estimates of anticipated renewal rates, when possible, to assist Client in preparation of annual benefits budget;
iii) Market research analysis for the purpose of making recommendations on benefit vendor selection and services;
iv) Assistance with development of Client’s employee health and wellness programs as needed;
v) Representation of Client in negotiations with benefit providers where Namely has authority to do so as Broker of Record and subject to certain limitations;
vi) Review of prospective rate proposals to ensure underlying assumptions are appropriate and accurate, and are consistent with requested assumptions (note: rate proposals are provided by third-party insurance underwriters and Namely assumes no responsibility over price offering accuracy or reliability); and
vii) Materials detailing Client’s health benefit plans including open enrollment, new benefits offerings, and/or changes to existing benefits offerings.
c. Benefits analysis and reporting of Client’s benefits offerings, including the following:
i) Review of Client’s utilization, experience trends, changing patterns, and plan-specific data for the purpose of guiding benefit plan strategy;
ii) Financial modeling and experience reporting as needed when available;
iii) Summaries of vendor proposals obtained on Client’s behalf, detailing proposal differences, assumptions and cost calculations (note: rate proposals are provided by third-party insurance carriers and Namely assumes no responsibility over price offering accuracy or reliability);
iv) Benchmarking analysis of health and welfare plan offerings and costs to determine prospective plan competitiveness.
d. Client assistance focusing on benefits optimization, including the following:
i) Liaising between Client and health and welfare plan providers and providing assistance on Client’s behalf in any conversations with health and welfare plan providers;
ii) Providing timely customer service and assistance to Client with issues involving but not limited to: provider billing issues, claims issues, interpretation of contract language, and general troubleshooting and account problem resolution relating to benefit program operations; and
iii) Attendance of meetings with Client as requested and assist in the management and administration of Client’s employee health and welfare plans (meeting attendance shall include remote attendance, additional fees may apply where in-person attendance requested, which Namely may provide in its sole discretion).
e. Compliance guidance, assistance and reporting including the following:
i) Assistance with the evaluation of Client programs regarding state and federal laws, rules and regulations, including ERISA, HIPAA, and ACA, and provide information about applicable new or proposed laws, rules and regulations (for insurance lines in which Namely is Broker of Record);
ii) Select regulatory updates and/or best practices for the effective administration of health plans;
iii) Preparation of signature-ready Form 5500s and associated schedules, where applicable, and assist with compliance and all mandated reporting and posting/notice requirements for health and welfare plans; and
iv) ACA reporting and filing guidance (including Form 1094 and Form 1095 on Client’s behalf, where permitted by applicable law. Note: Client is solely responsible for submitting ACA reports).
f. Additional Plan Administration Features, including the following:
i) Carrier feed setup and management as necessary and as available (subject to the Carrier Feed Terms) including electronic data interchanges (“EDI”) availability;
ii) Employee communication recommendations relating to available health benefit plans; and
iii) Broker-sponsored seminars, benefits-related events, and educational forums and roundtables, as available.
2. Client Obligations. Client has certain obligations under these Managed Benefit Terms to ensure that Namely has accurate data and authority to act as Broker of Record on behalf of Client and to administer the services detailed in the foregoing section. These Client obligations include, but are not limited to the following:
a. Designate Namely or its affiliates as Client’s Broker of Record;
b. Designate an account Administrator to review and approve actions taken on Client’s behalf including benefits elections and enrollment/unenrollment;
c. Provide accurate, timely, and complete information required by Namely to perform the Managed Benefits Services;
d. Provide timely notice to Namely of any and all notices and advisories sent to Client from benefits carriers and providers concerning Client’s eligibility, enrollment, or payments for applicable plans, or any and all additional notices that could reasonably be interpreted to affect Client’s coverage or related to the services described by Namely herein including any and all notices regarding a claim or potential claim against Client or Namely in connection with the Managed Benefits Services;
e. Provide timely notice of any and all qualifying events that may impact Client’s or covered employees’ health insurance eligibility;
f. Making all payments to carriers and benefits providers directly for amounts invoiced by carriers and benefits providers in the manner and timeframe as described on the applicable invoice.
3. Acknowledgement of Benefits Sale. Client acknowledges that:
a. the solicitation and sale by Namely related to the Platform (where applicable) were separate and independent from the solicitation and sale related to the Managed Benefits Services as set forth in this Addendum which was performed by a different Namely sales team with the appropriate licenses as insurance producers, brokers and/or agents; and
b. Client has been, and hereby is informed that it:
i) may obtain the Subscription to the Namely HR and Talent Platform, Payroll and Benefits Administration modules without signing on for the Managed Benefits Services; and
ii) it is under no obligation to purchase any insurance product from Namely or any of its affiliates.
4. Fees for the Managed Benefits Services. Namely may, in its sole discretion, waive the fees associated with the Benefits Administration module, Expert Advisors, Carrier Feeds, Benchmarking, Custom Benefits Guide, and Carrier Feed Reconciliation, and any other features or services which may be sold separately, if the Client receives the Managed Benefits Services described in this Addendum and by designating Namely or a Namely affiliate as Broker of Record as these Namely product and service offerings are directly related to the sale or servicing of the insurance products placed by Namely or its affiliates. No other fees shall be waived. In the event the Client notifies Namely of its decision to rescind the status of Namely or of any of its affiliates as Broker of Record, Namely shall be entitled to charge Client for the products or offerings described in the first sentence of this paragraph at their current and prevailing rates.
5. Coverage Quotes and Fees. Namely and its affiliates as part of the Managed Benefits Services shall make recommendations and coverage price estimates in reliance on Client’s location, group size, and unique circumstances and composition. Client hereby acknowledges that plan recommendations and pricing:
a. are created in reliance on the representations made by Client during the implementation (underwriting) process;
b. may not be the lowest-cost options for Client; and
c. may not fulfill User’s employees obligations pursuant to the Affordable Care Act or applicable state or local laws in all cases. Client acknowledges that Namely plan recommendations may be rejected in Client’s sole discretion. Client further acknowledges that all pricing quotes are estimates provided by third-party underwriters and may be changed by the underwriter without prior notice to Namely, and that Namely shall not be liable for any pricing change as a result of the acts of third parties.
6. Broker Limitations. In providing the Managed Benefits Services, Namely may provide Client with written or oral materials describing, summarizing, consolidating, and otherwise presenting benefit plans. Client acknowledges that Namely is not a benefits provider or underwriter and as such, these materials are intended to facilitate Client understanding of the benefit plan’s offerings, limitations, and exclusions, among other details, and that any information contained in the materials prepared by Namely may not contain complete plan details and/or inaccuracies and that materials provided by the service provider directly shall form the complete and controlling source of plan details including coverages, limitations, and exclusions. Client further acknowledges that as broker, Namely may not design, underwrite, amend, modify, or terminate any insurance plan presented to or elected by Client or as recommended to Client as part of the Managed Benefits Services. Additionally, Namely may not process claims, make decisions, or determine eligibility on behalf of Client, the decision to accept any insurance plan offering or to terminate any insurance plan offering is within the sole discretion and direction of Client.
7. Subcontractors. The Managed Benefits Services described herein may rely on third-party technology and services, such as application programming interfaces (APIs), electronic data interchanges (EDIs) and web-hosting services as well as on subcontractors to perform certain services as detailed herein. Namely shall attempt to provide Client with prior written notice of any known downgrades or changes in third-party provided services. Notwithstanding the foregoing, Client acknowledges that Namely shall not be liable for any delays or failures in API or EDI performance from causes beyond Namely’s reasonable control including Client, third-party internet providers, and acts of third parties on which the API or EDI performance relies.
8. Effect of Termination of Managed Benefits. Client acknowledges and understands that if Client terminates Managed Benefits Services pursuant to Section 9 of the principal Terms or via the non-renewal of such services on any active Order Form, then such termination may not be reversible. In the event that Client or Namely terminates Client’s Managed Benefits Services, then as of the time such termination becomes effective, Namely shall have no obligation to make further benefits-related activities or to take compliance-related actions on Client’s behalf and reserves the right to apply additional fees for any of the Managed Benefits Services detailed herein for the provision of such services. If Client substitutes Namely as Broker of Record with another Broker of Record then Namely shall be unable to carry out many of the services described herein on Client’s behalf including communication with the respective underwriter on behalf of Client and carrying out brokerage related activities on behalf of Client. Client assumes all brokerage related actions and activities upon the submission of a substitute Broker of Record letter.
V. Namely Time Clock
A. Description of Services. Provided that Client is in good standing and has met the obligations of these Time Clock Services, Namely shall, subject to availability, provide Client with the quantity and clocks as provided on the applicable Order Form as well as the following services (hereafter Time Clock Services”):
B. Shipment. Namely shall ensure shipment of the Namely Time Clocks within five (5) business days of Client’s written delivery request to Namely, including the following information: number and type(s) of clocks per location, delivery address(es), contact name, contact phone number and contact email address. Namely shall charge a shipping and handling fee for ground shipping within the forty-eight contiguous states. Additional fees may apply for any other requested shopping options or shipment to Hawaii or Alaska.
C. Maintenance Fee. Upon renewal of Client’s Namely Time Clock Subscription, an annual, recurring maintenance fee shall be charged to Client for each Namely Time Clock as listed in the Order Form.
D. Maintenance Service Plan.
1. Coverage:
(a) During the first twelve (12) months after Client’s purchase of the Namely Time Clock, a repaired or replacement Namely Time Clock shall be shipped to Client within thirty (30) days or less of receipt of the Namely Time Clock containing the defect if the troubleshooting described below is not successful. Namely shall provide comprehensive instructions on how to return the Namely Time Clock. Prepaid labels shall be provided to the Client upon request. For locations outside of the forty-eight contiguous states only, and Client shall reimburse Namely for the cost of the pre-paid labels. Time Clocks damaged by Client or damaged in shipment to Namely shall be charged to Client.
(b) Beginning on the first anniversary of Client’s purchase of the Namely Time Clock, and for the remainder of any active Term period, a replacement Namely Time Clock shall be shipped within two (2) business days (unless the shipping address is outside of the 48 contiguous US) if Namely, in its sole discretion, determines that the troubleshooting described below was not able to resolve the issue. If the location is not in one of the forty-eight contiguous states, Namely shall communicate shipping options with Client, including timelines and any additional fees that apply and shall ship the replacement Namely Time Clock in accordance with the shipping option chosen by Client.
(c) After being replaced, the return of the original Namely Time Clock shall be the sole responsibility of Client. Comprehensive instructions and prepaid labels for the return of the original Namely Time Clock shall be included in the packaging and replacement of the Namely Time Clock and can also be provided upon request. The original Namely Time Clock must be returned within 14 days of receiving the Namely Time Clock. Client agrees to pay Namely the Manufacturer’s Suggested Retail Price (“MSRP”) of the original Namely Time Clock if not returned to the address included by Namely within fourteen (14) days of Client receiving the replacement Namely Time Clock.
(d) Service requests made after 2pm EST may be processed on the following business day. Replacement Namely Time Clock may not be identical, but it shall be a comparable device of like kind with equivalent functionality. If not identical, the shipment shall include appropriate documentation and instructions so the Client can use the replacement Namely Time Clock. If Namely replaces Namely Time Clock, the replacement Namely Time Clock becomes the property of Client.
2. Exclusions. Namely is not responsible for any cost incurred by Client related to travel, communications, and telephone company charges with regard to the repair, maintenance, or replacement of any Namely Time Clock. The Namely Time Clock provisions further do not apply to:
(a) Damage caused by accident, abuse, misuse, liquid contact, fire, earthquake, or operating Namely Time Clock outside its intended or permitted use;
(b) Namely Time Clock with a serial number that has been defaced, altered, removed, or modified without written permission from Namely;
(c) Namely Time Clock that has been lost or stolen;
(d) Cosmetic damage including but not limited to scratches, dents, and broken plastics or ports;
(e) Consumable parts such as batteries;
(f) Preventative maintenance; and
(g) Defects caused by normal wear and tear or otherwise normal aging of the product.
VI. Service Level Agreements
A. Platform Service Level Agreement
1. During any active Term period, the Platform shall be operational and available to Client at least 99.5% of the time in any calendar month (the “Platform SLA”). If Namely does not meet the Platform SLA, and if Client meets its obligations under this SLA and the Agreement between the Parties, Client shall be eligible to receive the Platform Service Credit defined below. This Platform SLA sets forth Client’s sole and exclusive remedy for any failure to meet the Platform SLA.
a. Definitions. The following definitions shall apply to the Platform SLA. Capitalized terms not defined herein shall have the meaning set forth in the Agreement between the Parties. “Downtime” shall mean the period during which the Platform is unavailable to Client in accordance with this Platform SLA.
“Monthly Uptime Percentage” shall mean the total number of minutes in a calendar month minus the number of minutes of Downtime in a calendar month, divided by the total number of minutes in a calendar month.
“Platform Service Credit” shall mean the following:
Monthly Uptime Percentage credit of the monthly pro rata share of the Subscription Fees




99.5% or higher
none


98.0% to 99.49%
10%


95.0% to 97.99%
20%


Under 95.0%
30%



b. Client Obligations. In order to receive the applicable Service Credit described above, Client must notify Namely within ten (10) days from the time Client becomes eligible to receive such Platform Service Credit.
c. Maximum Service Credit. The aggregate maximum number of Platform Service Credits to be issued by Namely to Client for any and all Downtime that occurs in a single calendar month shall not exceed thirty percent (30%) of the monthly pro rata share of the quarterly Subscription Fees.
2. Exclusions. The Platform SLA does not apply to:
a. Downtime related to scheduled maintenance;
b. Downtime related to any matter constituting force majeure;
c. Downtime resulting from acts by Client other than in accordance with the Terms, including but not limited to any negligence, willful misconduct, fraud or use of the Platform in breach of the Terms; and
d. Downtime resulting from data or transmission quality issues outside of Namely’s reasonable control. Namely, in its sole discretion, may plan scheduled maintenance which shall be communicated by email or via the Platform to Client at least twenty-four (24) hours in advance with notice of how many hours of Downtime is expected. The time and day of the scheduled maintenance may be changed at the sole discretion of Namely subject to the minimum notice period specified herein.
3. Termination. In the event that Namely materially breaches this Platform SLA by not meeting the Performance Commitment in any three (3) months in a twelve (12) month period, Client may terminate these Terms and any related Order Form upon fifteen (15) days’ prior written notice to Namely and shall receive a pro rata refund of any prepaid Subscription Fees during the corresponding period as well as for any Subscription Services not yet rendered.
4. Severity Levels, Response Times and Service Hours. Client must subscribe to updates at status.namely.com to receive notifications and status updates regarding Platform and module performance issues. Once Client subscribes, Namely shall notify and update Client through status.namely.com pursuant to the following terms:




Severity Level
Definition
Initial Notification via status.namely.com
Update Interval


Severity Level 1
Total outage of the Platform, defined as complete unavailability of the Platform
One (1) hour from Namely discovery of issue
Updates provided via status.namely.com every hour until the issue is resolved


Severity Level 2
(i) Module outage, defined as complete unavailability of the HR, Payroll, Benefits or Time Module(s); or (ii) Substantial degradation of Platform performance
Two (2) hours from Namely discovery of issue
Updates provided via status.namely.com every two (2) hours until the issue is resolved


Severity Level 3
Sub-module outage, defined as the complete unavailability of a Sub-Module (e.g., notifications of performance reviews)
Four (4) hours from Namely discovery of issue
Updates provided via status.namely.com every four (4) hours until the issue is resolved



5. Service Hours. Client’s support team shall be available by phone or email, Monday to Friday from 9:00 am to 9:00 pm Eastern Time (excluding Namely observed holidays). At all other times (including weekends and US holidays), Client may contact Namely by submitting a case to their pod contact. Subject to Client’s approval, Client agrees that Namely shall have the right to charge for any support service resulting from problems, errors or inquiries not related to the Subscription or Platform.
B. Managed Payroll Service Level Agreement
1. This Service Level Agreement (“Managed Payroll SLA”) sets forth the performance levels (each, a “Service Level”) Namely must meet for its Managed Payroll Services during any active Managed Payroll Services Term period. If Namely does not meet a Service Level, and if Client meets its Managed Payroll Services obligations (as set forth above), pursuant to the principal Terms, and under this Managed Payroll SLA, Client shall be eligible to receive the Service Credit (defined below). This Managed Payroll SLA sets forth Client’s sole and exclusive remedy for any failure by Namely to meet a Service Level.
a. Definitions.
“Service Credit Measurement Period” means, for the Initial Term, the period beginning ninety (90) days after the Payroll module Go Live Date and ending at the end of the Initial Term, and for any subsequent Renewal Term, the full Renewal Term.
“Erroneous Net Payment” means a payment of wages or salary to an employee or contractor of Client that was not for the correct net amount or was not paid on the correct day and that Namely determines in good faith was solely the result of Namely’s error.
“Net Pay Accuracy Level” means the quotient calculated by dividing (a) the difference of Total Net Payment less Erroneous Net Payments during the applicable period by (b) Total Net Payments.
“Service Credit” means the following for any full Service Credit Measurement Period:




Net Pay Accuracy Level
Service Credit


99% or higher
None


95% to 98.99%
5% of Fees for Managed Payroll for the applicable Service Credit Measurement Period


90% to 94.99%
10% of Fees for Managed Payroll for the applicable Service Credit Measurement Period


Under 90%
15% of Fees for Managed Payroll for the applicable Service Credit Management Period.



“Total Net Payments” means the total number of payments processed by Namely during the applicable period.
b. Namely Performance Commitment Exclusions. The calculation of Net Pay Accuracy Level shall not include Erroneous Net Payments due, in part or in whole, to any of the following:
i) Force majeure events that fall outside of Namely’s control;
ii) Provision by Client of inaccurate employee, wage, tax, benefits, or other related data necessary for accurate processing of payroll;
iii) Client’s failure to timely submit payroll data, approve a payroll run, or update employee status;
iv) Client’s failure to meet its responsibilities, including but not limited to any deadlines, set forth in the relevant Order Form and/or the Terms; and
v) Failure by Client to review and approve employee and payroll year-to-date data loaded either during the implementation phase or configuration of: (i) the Client’s Namely site; or (ii) any new EIN(s) or product module(s).
c. Client’s Obligation to Notify. In order to be eligible to receive the applicable Service Credit described above or exercise the termination right described below, Client must notify Namely of its failure to meet the applicable Net Pay Accuracy Level within thirty (30) days from the end of the applicable measurement period.
d. Termination Right. In the event that Namely does not meet a Net Pay Accuracy Level of 90% or higher in any two (2) consecutive months, Client may terminate the Managed Payroll Services upon fifteen (15) days’ prior written notice to Namely and shall receive a pro rata refund of any prepaid Managed Payroll Subscription Fees during the corresponding period as well as for any Managed Payroll Services not yet rendered.
VIII. General Provisions – Subscription Services Addendum.Client acknowledges and understands that if Client terminates any Subscription Service in accordance with the Terms, then such termination may not be reversible. In the event that Client or Namely terminates any or all Subscription Services, then as of the time such termination becomes effective, except as otherwise provided in the Terms, Namely shall have no obligation to make further Subscription Services activities on Client’s behalf or to take compliance-related actions and reserves the right to apply additional fees for any of the Carrier Feed Services detailed herein for the provision of such terminated service. If Client substitutes Namely as Broker of Record with another Broker of Record then Namely shall be unable to carry out many of the services described herein on Client’s behalf including communication with the respective underwriter on Client’s behalf and in carrying out brokerage related activities on Client’s behalf and Client assumes all brokerage related actions and activities upon the submission of a substitute Broker of Record letter to the corresponding benefits Provider whether or not Client provides notice to Namely of a substitute Broker of Record letter. Client acknowledges that irrespective of Namely’s obligations to carry out the Subscription Services as provided herein, Namely does not assume fiduciary responsibilities on behalf of Client and Client remains the sole fiduciary of any and all Subscription Services rendered hereunder. Client shall be responsible for reviewing for accuracy all communications, notices, and invoices Client receives directly from Namely or benefits providers. Client shall be solely responsible for any fees it incurs as a result of its failure to review such communications, notices, and invoices and to timely report any inaccuracies to Namely. Client further acknowledges that failure to timely notify Namely of outstanding balances, fees, or related account issues may result in the termination of, inability to obtain, and/or penalties and taxes assessed to, Client’s benefits plans. Client shall at all times comply with all applicable anti-money laundering (“AML”) as well as Office of Foreign Assets Control (“OFAC”), laws and regulations with regard to the funds and individuals involved in this Addendum. In the event (i) Client does not comply with such laws or regulations, or (ii) either Client or one of its employees is included in the Specially Designated Nationals (“SDN”) list published by OFAC, Namely may immediately terminate the Agreement, take any required legal steps and make all necessary filings and disclosures with the appropriate governmental authorities. Client agrees that Namely may unilaterally amend or update these Managed Services Terms by providing written notice to Client only as reasonably determined by Namely in order to update the services provided or as mandated by any governmental agency or taxing authority. In the event that changes have a materially adverse impact on Client’s normal business operations, Client shall have the option to reject such changes, in good faith within thirty (30) days of receipt of notice of such change from Namely by providing written notice to Namely. Upon such rejection, Namely shall have the option to not make said change or terminate the Subscription Services. Client retains all employment risks and liabilities regarding Client employees. Namely does not provide legal or tax advice to Client or Client’s employees as part of the Managed Payroll Services and Client acknowledges that for all legal and tax related advice, Client should always consult with its own legal or tax advisors.

Managed Benefits Pro Legacy Subscribers
In addition to the General Provisions described in Section VII above, the following terms apply to Clients who have an active Order that includes a subscription to Managed Benefits Pro:
1. Managed Benefits Pro – Description of Services. Provided that Client is in good standing and has met the obligations of the Terms, and has elected the elevated service offering of Managed Benefits Pro, Namely shall provide Client with its Managed Benefits Pro services (hereafter “Managed Benefits Pro Services), which shall include the following:
a. Carrier Reconciliation, including quarterly reconciliation reports of Client’s applicable medical, dental, and vision insurance carrier invoices detailing identified billing errors and overages, suggested corrective action and additional account related actions (“Carrier Reconciliation”). For the avoidance of doubt, quarterly reports shall be the sole deliverable of this Carrier Reconciliation service and Client shall assume responsibility for direct communications with insurance carriers and for electing to carry out suggested recommendations;
b. ACA Consulting, which shall include the following services and limitations:
i) Consultation with a Namely ACA consultant for up to six (6) hours annually to review ACA elections and administration with Client’s payroll and benefits teams to identify common errors and efficiencies;
ii) identify solutions to these errors and inefficiencies; and
iii) direct Client’s internal payroll and benefits teams to implement these solutions and create ACA election best practices.
c. Healthcare Concierge Services powered by Touchcare, which shall include the following services and limitations (subject to Touchcare’s terms of service and to the provisions of Namely’s Third Party Terms):
i) Healthcare concierge services which shall include but not be limited to billing resolution;
ii) prescription drug management;
iii) and the identification and election of healthcare coverages for employees.
2. Client Responsibilities. Client agrees to provide accurate, timely and complete information required by Namely to provide the Managed Benefits Pro Services.

### Legal

Legal		
					
							
											
											Terms and Conditions
											
									
								
											
											Data Processing Addendum
											
									
								
											
											Subscription Services
											
									
								
											
											Supplemental Services
											
									
								
											
											Third Party Services
											
									
								
											
											Workforce Management

### Law Enforcement

Law Enforcement Policy		
		Namely restricts the disclosure of its records to law enforcement agencies except as strictly in compliance with applicable U.S. law, including the federal Stored Communications Act of 1986 (“SCA”), 18 U.S.C. Sections 2701-2712. Accordingly, Namely shall not provide a government agency or law enforcement agency with client account records, including Client Data and Personal Information as detailed in Namely’s privacy policy (available at: namely.com/privacy), except where Namely has properly received, for the corresponding record information:A valid subpoena issued in connection with an official criminal investigation and where required to compel the disclosure of account record (as defined in 18 U.S.C. Section 2703(c)(2)), and including Personal Information, which may including: name, length of account record, payment information, email address, login information, and IP address, where available;A court order issued pursuant to 18 U.S.C. Section 2703(d) to compel the disclosure of account records or other account-related information, which shall not include the contents of any communication, but which may include message headers and IP addresses;A search warrant issued under the procedures as provided in the Federal Rules of Criminal Procedure or equivalent state warrant procedures upon a demonstrated showing of probable cause in order to compel Namely to disclose the stored contents of any account records, which may include messages, photos, and location information;A national security letter (“NSL”) to compel the disclosure of an account name and length of account. Note: Namely construes the NSL security letter provision to require ONLY the production of these two data elements and not to include any address or location information. International Legal Process RequirementsNamely will only disclose account information to government authorities outside of the United States pursuant to properly described Mutual Legal Assistance Treaty (“MLAT”) and under certain circumstances pursuant to letters rogatory.

### What Is Onboarding

Onboarding - What is Onboarding?
			
							
							
			What is Onboarding?
		
																										
		Picture this, it’s the first day of your new job. You worked your tail off to land a new gig, and you’re so excited and happy to be there. Nerves aside, you can’t wait to jump in, meet your teammates, and learn all about your role.Unfortunately, most onboarding programs (or lack thereof) can leave you feeling like you’re drinking from a firehouse or off floating in space by yourself and quickly make that new job excitement disappear.Let’s step back and start with the basics - what is the onboarding process?		
			What is the Onboarding Process?
		
		According to SHRM, “‘Onboarding’ refers to the processes in which new hires are integrated into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process. For some organizations, the onboarding process consists of one or two days days of activities; for other organizations, this process may involve a series of activities spanning one or many months.”The purpose of onboarding is to give new employees an overview of your company, mission, values, business goals, etc and to equip new hires with the tools and knowledge to help set them up for success in their new role.Whether it’s happening IRL or virtually, onboarding is an integral part of the new hire experience. When creating an onboarding plan, It’s important to focus on how to onboard a new employee in the best way that will teach them about their role while ingraining them into the company culture.The onboarding process can be broken up into various phases to slowly integrate these people into the fabric of your organization. The ideal process should be a structured, consistent experience across new hire classes. To help aid the onboarding process and to set expectations of the experience, employers should present an onboarding deck during the first collective onboarding meeting to outline the experience and potential deliverables. This will allow new employees to proactively prepare for the various sessions.Presenters and facilitators should come to their sessions prepared with interesting and relevant content to share and leave space for questions and areas of exploration. Example sessions could include opportunities to meet and greet various teams or to walk through the employee handbook, internal policies, and benefits plan. We also recommend a mini tech bootcamp to help new hires set up their technology.Consider how to make the information that you share as engaging as possible. Your new hires are excited to learn and connect, however (especially if you are a remote first org) it’s very easy to feel overwhelmed and experience zoom fatigue. We suggest sprinkling in activities, break out sessions, and other forms of engagement to make sure they are digesting the necessary information. We cannot stress the importance of structure enough, this is your only opportunity to make a first impression and you need your new hires to understand how you value them and their future contributions.		
			Why is Onboarding Important?
		
		Why is onboarding so valuable? From simplifying the application process to making interviews as comfortable as possible, HR professionals spend endless hours trying to perfect the candidate experience; however they seem to forget that the candidate experience doesn’t end after the new hire signs their offer letter. Funny enough, the most important step of the hiring process is actually employee onboarding.HR folks, to better understand what’s at stake, “If a new hire doesn’t have a positive onboarding experience, they are twice as likely to search for other job opportunities and leave the company.” Let’s face it, it’s no longer taboo to leave a job that you just started.The purpose of onboarding is to set up your new employee for success and to kick off your new relationship on a positive note that will hopefully set the tone for the duration of their employment. This is a great time for new employees to form key relationships across the organization - sometimes with other new hires. It’s also a great time to keep them excited about the fun company culture they just joined and remind old employees why they love working at your organization. Onboarding in HR is also key because it helps square away all of the housekeeping activities by providing information and sessions on benefits and standard company procedures.As an employer, during the onboarding process, it’s also important to help relieve any new job stress that employees might be feeling by setting clear expectations and goals. Down the line this will lead to improved job performance and increased employee satisfaction.To recap, the employee onboarding experience serves as the new hires first impression of the organization, and remember, a successful onboarding experience has a high correlation with a positive employee retention rate - you better make it count.		
			Difference Between Onboarding and Orientation
		
		Onboarding vs orientation? To think about it simply, the difference between onboarding and orientation can be thought about as such: orientation is like the first date whereas onboarding is the beginning of the “honeymoon phase” of a longer term relationship.During orientation you get to know the basics: learning how to navigate the office (or Slack spaces), meeting colleagues, exploring company policies, and signing paperwork for tax and payroll purposes. In short, you’re skimming that surface and getting a feel for each other while getting the important logistics out of the way. We’ll share more about the importance and nitty gritty of orientation later.On the other hand, onboarding new employees is a longer-term play where the relationship really starts to develop. This can take place over weeks, months, or even an entire year. During this slow, but very important process, you’re helping your new team member integrate into the fabric of the organization. You want them to take on their role with confidence while providing them with ongoing education, accessible resources, and a support system to help accelerate their success.		
			What are the 4 Phases of Onboarding?
		
		Even though the onboarding process looks different at every company, it’s typically broken down into four stages.So what are the four phases of onboarding? Let’s take a look.		
			Pre-Onboarding
		
		As soon as candidates sign their offer letters, they enter the first phase of the onboarding process: pre-onboarding or pre-boarding. This stage involves shipping new hires company laptops and other work equipment, sending them your employee handbook, and collecting their personal information. By using paperless online HR software, companies can have new hires electronically fill out and sign important employee onboarding paperwork. Through an Learning Management System (LMS), new hires can complete training sessions and courses. Doing all of this before their first day enables HR teams to focus on culture, benefits, and other critical topics during actual onboarding sessions.		
			Orientation		
		Once a new hire’s first day rolls around, it’s time for orientation. The first onboarding day introduces them to their new company and its culture, including its core values, mission and vision statements, and Employee Resource Groups (ERGs). To give them insight into how the company is structured, new hires are introduced to their executive team and other leaders across the organization as well.In addition to giving this high-level overview, orientation is when new hires sign any remaining employee onboarding paperwork and learn about their benefits options. If they don’t enroll in benefits during orientation, they have 30 days to do so. This second phase of the onboarding process is also when new hires gain access to their company email and HR platform.		
			Role-Specific & Team-Focused Training
		
		After orientation, it’s time for new hires to start training for their role and learn about their team members’ responsibilities. Since meeting a lot of people at once can be overwhelming—especially virtually—this phase of the onboarding process is perfect for setting up one-on-ones for new hires to chat with each member of their team. During these meetings, employees can walk new hires through their career journey at your company, what their day-to-day looks like, and how the two of their roles will overlap.This third phase of the onboarding process is also when 30-60-90 day plans come into play. The first 3 months can either make or break an employee’s experience at an organization—which is why incorporating these plans in the onboarding process is so critical. Broken into 3 parts, these plans clearly outline new hires’ tasks and priorities, along with any training they will go through.		
			Ongoing Development
		
		Once new hires get a good grasp of their role and responsibilities, it’s time to enter the final phase of the onboarding process: ongoing development. This stage helps ease new hires into their roles even more by focusing on in-depth training, mentoring, and performance tracking.During this final phase of the onboarding process, managers should check in with their new hires at the 30-, 60-, and 90-day marks to go over the plans created in the previous stage. This gives new hires the opportunity to discuss their progress towards goals and any roadblocks they may be encountering. Having these check-ins will help keep them motivated and set them up for success—increasing the chances of retaining them in the long-run.		
			How Long Does Onboarding Take?
		
		Now that we’ve covered the typical framework, how long does onboarding take?Since pre-onboarding takes place in between candidates signing their offer letters and their first day on the job, the first phase of the onboarding process can take anywhere from 2 weeks to over a month. The rest of an effective onboarding process typically lasts about 3 months—aligning perfectly with new hires’ 30-60-90 day plans.Since the goal of orientation is simply to welcome new hires and give them a high-level introduction to your company, the second phase of the onboarding process usually only lasts a few days maximum. After that, role-specific and team-focused training can last about one to two months depending on the position. Then to wrap up the onboarding process, ongoing development lasts for the remainder of a new hire’s 90 days. Once those 90 days are over, new hires are officially onboarded.		
			What Happens During Onboarding?
		
		Starting a new job can be intimidating and overwhelming—especially if it’s remote. Luckily, the goal of successful employee onboarding is to help ease the transition for new hires and start them off on the right foot.So from a new hire perspective, what happens during onboarding?After they sign their offer letters, new hires are sent important employee onboarding paperwork and any necessary work equipment they need before their first day. If they will be working remotely, they might receive a WFH stipend to spend on new monitors, desks, keyboards, chairs, or even WiFi for their home office. During pre-onboarding, new hires may also receive company swag or welcome packages.Once their first day rolls around, new hires sign any remaining employee onboarding paperwork, gain access to their company email, and learn about and enroll in benefits. Since culture plays a huge role in orientation, successful employee onboarding introduces new hires to the ins and outs of their company. Who is on their executive team? What ERGs and company-wide initiatives can they get involved with? Do they have access to any resources or perks, like EAPs, mental health services, or fitness memberships? Learning about these during orientation enables new hires to get involved and take advantage of everything their company has to offer right off the bat.During the last two phases of a successful employee onboarding program, new hires begin diving into their role and responsibilities. This training may start at a high-level, focusing on their company’s offerings, industry, and competitors. To learn more about their teammates, new hires may meet with them to walk through their career journeys at the company, what their day-to-day looks like, and how the two of their roles will overlap. If they will be working cross-functionally, new hires may also meet with employees in different departments.The final two phases of the onboarding process also rely heavily on new hires’ 30-60-90 day plans. After meeting one-on-one with their managers to walk through their priorities, goals, and training, new hires learn what the rest of their initial 90 days will look like. Following this plan helps keep them organized and sets them up for success going forward.		
			What Does HR Do for Onboarding?
		
		We’ve taken a look at this process from the new hire perspective, but what does HR do for onboarding?Since HR teams run recruitment, they kick off the employee onboarding process as soon as a candidate signs their offer letter. During the pre-onboarding phase, HR teams send new hires their employee handbook, necessary work equipment, and maybe company swag if it’s part of their process. To help them feel welcomed before they even start, HR teams may also encourage managers and their direct reports to reach out to new hires via email. This is especially helpful if they are onboarding virtually and won’t be meeting their teams in person on their first day.Once a new hire begins, HR is in charge of running the next phase of the employee onboarding process. During orientation, HR teams walk new hires through their organization’s policies, core values, benefits offerings, and company culture. These onboarding sessions are interactive and encourage new hires to ask any questions they may have.Since the rest of the employee onboarding process is focused on new hires’ roles and teams, their managers will take it from there. However, HR teams will check in with new hires throughout onboarding and afterwards to see how they’re doing.		
			How to Onboard a New Employee
		
		Whether it’s in person or virtual, it’s really important to strategically onboard new employees so they feel confident in their new responsibilities and great foundational knowledge of the organization. We’ve found that the best employee onboarding programs seem to have similar goals and outcomes in mind. According to Gallup, the objectives for an onboarding program should be twofold: to fulfill the promises made during the hiring process and to lay the foundation for long-term engagement and performance.Keeping this in mind, Gallup thinks that all new hire should graduate from their employee onboarding plan with a clear answer to the following questions:“What do we believe in around here?”“What are my strengths?”“What is my role?”“Who are my partners?”“What does my future here look like?” When your team is brainstorming the best way to create a comprehensive onboarding program, be sure to work backwards from your onboarding goals and objectives to maximize the program’s effectiveness.To streamline and automate the entire hiring process, many tech companies will adopt a recruiting solution. Recruiting software helps companies attract candidates, coordinate interviews and feedback, conduct background checks, and extend offers. It is important to have this digitized process extend to virtual onboarding as well. Having such a digitized hiring process will give tech companies a competitive edge.
			What Does an Onboarding Specialist Do?
		
		Depending on the size of your HR team, you may have an onboarding specialist.So what does an onboarding specialist do? They organize and run the entire employee onboarding process from start to finish. As soon as someone signs an offer letter, the onboarding specialist kicks off pre-onboarding by transitioning the candidate to a “new hire” in their HR platform, sending them a congratulatory welcome letter or email, and choosing their start date. If the company is hiring several new hires around the same time, the onboarding specialist will try to have them start on the same day so that they can all be part of an onboarding class.Before new hires begin, the onboarding specialist will send them the proper employee onboarding paperwork and work equipment. During this time, the onboarding specialist may send new hires welcome packages or pamphlets, giving them a glimpse into the company and its culture.Once a new hire’s start date rolls around, it’s time for the onboarding specialist to begin orientation. From walking through the onboarding handbook and company policies to helping new hires enroll in benefits and introducing them to leaders across the organization, the onboarding specialist runs every orientation session.After orientation, the onboarding specialist will direct new hires to their managers and teams to start training for their roles. To make sure new hires are properly supported during this time, the onboarding specialist will continue to check in with them and their managers about their 30-60-90 day plans. Once new hires are officially onboarded, the onboarding specialist may send out a survey or ask for feedback on how they can improve their processes going forward.		
			Sample Onboarding Plan for New Employees
		
		An effective employee onboarding plan is typically broken down into the four phases: pre-onboarding, orientation, role-specific and team-focused training, and ongoing development.Since pre-onboarding starts after candidates sign their offer letters, they may receive a copy of their onboarding plan before their first day. If not, they will receive it at the beginning of orientation. Since new hires’ 30-60-90 day plans align with the remaining phases of the employee onboarding process, they are usually part of the onboarding guide.So when building an effective employee onboarding plan, where do you even start?Here are some employee onboarding best practices:In the beginning of an onboarding plan, include the new hire’s job description. This way, they can easily refer back to their role and the expectations that come along with it.Dive into their role expectations further by setting clear goals and KPIs. Simply writing down goals makes employees 42 percent more likely to achieve them. These goals should be SMART—specific, relevant, measurable, attainable, and time-based—and assigned to the different phases of the employee onboarding process.Include an org chart to help them become familiar with who is on their team. Consider adding each teammate’s headshot, title, and role description. If new hires will be working cross-functionally, you can also include employees from other departments.Link to resources that will help them kick off their training and get to know your company better. For example, if you sell software, consider including links to slide decks or one-pagers to help them learn about the different parts of your platform and your customer service model.Clearly list out new hires’ training plans. Include what training sessions they will be attending, who will be running them, and when they will be. If one of your team members owns a specific channel or is proficient in using a certain tech stack, have that person walk the new hire through them. You should also set up one-on-ones throughout new hires’ first 90 days for each team member to introduce themselves and give the new hire an overview of their role. Listing out these trainings in a new hire’s onboarding plan will help them prepare and stay organized throughout their first 90 days.		
			Looking for an Effective HR Solution?
		
																										
		In today’s hybrid world, the key to onboarding new hires effectively is having the right HR solution in place.To learn how Namely can automate and streamline the employee onboarding process at your company, request a call today.		
			To see how technology can help your team, schedule a personal demo with Namely today.

### Onboarding

Employee Onboarding
		
		A powerful onboarding process for new employees begins before their first day. With Namely, you can automate employee onboarding and focus less on the tasks and more on engagement. Namely’s employee onboarding software gives you the time to establish your company culture and welcome new hires before they even start.		
			
						Request a Call
					
			From New Hire to High Performer
		
																										
			Great First Impressions Made Easy		
		Employee onboarding is about more than just collecting information. First impressions will make a lasting impact on your employees’ perspective of the organization. Namely offers employee onboarding software designed to provide a smooth, streamlined, and personalized start for your new hires.From a branded welcome message to an easy wizard-driven process, employees will feel at ease and excited to start. With our flexible roles and permissions, you can even give them pre-hire security access to view the org chart and read about upcoming activities so they feel engaged and connected to the culture before day 1!		
			Powerful & Paperless
		
		Say goodbye to the days of manual paperwork and disjointed systems. With Namely, you get a completely paperless, end-to-end employee onboarding tool. From collecting signatures on important company documents to reminding the new hire to enroll in benefits, we have you covered.Namely’s onboarding software delivers powerful eSignature functionality with necessary forms delivered out of the box. All completed documents are automatically stored on each unique employee profile–giving you an organized record for every employee that you can access at any time. In addition, new hire onboarding sessions can automatically assign and notify other employees of tasks such as ordering new equipment or creating a 90-day action plan.		
																										
			Simple New Hire Data Collection
		
		When a new employee joins your organization, there is a lot of data you want to capture. From emergency contacts and marital status to state-required onboarding documentation.Namely’s employee onboarding software makes new hire data collection a breeze. With configurable templates, you can gather all of the required data points plus any custom information you may be interested in.Want to know their shirt size for a first day swag box? Maybe you want their favorite coffee order to ensure they have a hot cup ready on day 1? Whatever unique data you need to uplevel the employee experience, you can capture (and report on!).		
			Personalized Onboarding Experiences
		
		In an increasingly diverse and remote workforce, one size does not fit all. Namely gives you the ability to provide a personal onboarding experience for each new hire.With the ability to configure unlimited onboarding templates, tailor a personalized welcome message, and create new hire tasks, you can ensure your onboarding process meets the needs of every team and location.The data and documents needed for each employee may vary, but your reliable and streamlined onboarding solution doesn’t have to.		
																										
			Compliance Resources Keeping You One Step Ahead
		
		Compliance requirements start from the get-go when it comes to employee data. Namely’s employee onboarding tool makes it easy to remain in compliance.Securely store new hire forms within Namely and ensure employment eligibility with a delivered E-Verify integration. All eSignature forms are automatically stored on the employee profile making it easy to access historical forms for compliance purposes.Reduce administrative burden and stay in compliance with Namely’s onboarding software.		
																										
																										
																										
																										
																										
		Want to learn what Namelycan do for your company?		
			Request a Call		
			
		
																										
			Join other innovative organizations empowering their workforce with Namely’s employee onboarding software!		
														
															
		“Through Namely’s onboarding solution, new hires receive a welcome email, fill out all of their information, and sign forms via eSignature before their first day.”— ContinuEd		
														
															
		“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one. Now, it’s so much easier for our team to get new hires ready. ”— Affinivax		
			Not Ready to Chat but Eager to Learn More?
		
														
															
			What is Onboarding?		
			
							
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			Employee Onboarding Toolkit		
			
							
						Download Now
					
			It’s Easy to Get Started		
			
							
						Request a Call
					
			FAQs About Our Onboarding Services
		
								How can your employee onboarding software benefit my company?							
								Creating a positive first impression is essential. Namely empowers you to automate the onboarding process for employees, allowing you to shift your focus from tasks to engagement.Namely’s employee onboarding software streamlines tasks, securely stores new hire forms, facilitates electronic signatures, and ensures compliance through seamless integration with E-Verify.This provides you with the opportunity to establish your company’s culture and extend a warm welcome to new hires well before their official start date.
								What does your employee onboarding solution include?							
								Namely’s employee onboarding software includes everything you need to make onboarding a breeze — for you and for your employees — including:An intuitive onboarding dashboardCustomizable onboarding templates that improve new hire completion rates with an easy-to-follow wizard-driven flowAutomated task lists for onboarding tasks like equipment ordering or reminders for the new hire to enroll in benefitsCommunication tools, allowing companies to welcome new hires to the team on the Namely Newsfeed and in Slack
								Is your onboarding tool customizable to our company's needs?							
								Yes! Every company has a different workforce, culture, and core values; their onboarding process should be different, too. Namely gives you the ability to provide a personal onboarding experience for each new hire.With the ability to configure unlimited onboarding templates, tailor a personalized welcome message, and create new hire tasks, you can ensure your onboarding process meets the needs of every team and location.The data and documents needed per person may vary, but your reliable and streamlined onboarding solution doesn’t have to.
								How do you ensure a smooth transition for new hires?							
								From a branded welcome message to an easy wizard-driven process, employees will feel at ease and excited to start. They can complete much of the onboarding process before they even officially start, reducing those first day jitters and paperwork.With our flexible roles and permissions, you can even give them pre-hire security access to view the org chart, peruse the employee handbook, and read about upcoming activities so they feel engaged and connected to the culture before day 1!
								What type of training is included in your employee onboarding software?							
								Through Namely’s open API platform, our clients can seamlessly link their learning management system (LMS) of choice to ensure one system-of-record for all of their HR and learning needs — during onboarding and beyond.
								Do you offer virtual onboarding services for remote employees?							
								Of course! Remote work is here to stay; your company needs to be prepared. Thanks to Namely’s custom onboarding solutions, you can engage new hires whether they start in the office or from home. Remote employees can complete onboarding, enroll in benefits, verify their employment, sign the employee handbook and more — virtually with eSignature and online storage.
								Do you provide ongoing support after the initial onboarding process?							
								Yes! A great HR platform is not enough; service is integral to empowering people teams in these challenging times. Namely is committed to providing our clients with the support they need to build a better workplace for their people. Your team of experts will get to know you and your business.
								How can I get started with your onboarding services?							
								To get started and receive a personalized quote for your business, request a call here!

### HR

HR Solutions
		
			Online HR Software
		
		You should have control over your HR management software. Namely is designed to give you the power to personalize your HR platform to meet your needs — now and as you grow. Get everything you and your workforce need in one intuitive solution.		
			
						Request a Call
					
		Benefits administration and open enrollment shouldn’t be such a time-suck. But without modern, integrated benefits technology, you might face:		
					
							
													
										Dual entry and manual tasks
									
								
													
										Required IT support to make any changes or reports
									
								
													
										A poor user experience that results in low employee adoption
									
						
		Your choice of an HR management software should be easy for everyone to use and help simplify your workload.		
																										
			Everything You Need To
Hire → Inspire → Retire		
			System of Record
		
			Employee Onboarding System & E-Verify Integration
		
			Employee Directory &
Company Resources		
			Time Off Tracking
		
			Configurable Profile Fields
		
			Ad-Hoc & Delivered HR Reporting
		
			Employee & Manager Self Service Platform
		
			eSignature
		
			Custom Workflows & Approvals
		
			Unlimited User Roles & Permissions
		
			Open API & Delivered Integrations
		
			Easy-to-Use Mobile HR App
		
			
							
						Request a Call
					
			No one wants to battle employees to adopt new
programs or platforms, and you shouldn’t have to.		
		Namely is the only HR management software that you AND your employees will love to use.		
								Onboarding							
								Give a great first impression, and set new hires up for success on day oneLearn More
								EMPLOYEE SELF-SERVICE							
								Requesting PTO, administering performance reviews, and appreciating coworkers has never been easierLearn More
								Employee profile							
								Everything you need to know about your employees – in a complete employee profileLearn More
								Time off							
								Streamline all vacation requests, approvals, and reportingLearn More
								Mobile							
								Whether you are at home or on the move, you and your people have everything you need at your fingertipsLearn More
			
						Read all of the Namely HR Features
					
			Small- and Mid-Sized Businesses Love Namely HR
		
														
															
		“Having all HR, payroll and benefits information in one place, accessible for reporting and analyzing has made a world of difference. Not only does Namely save time, but better decisions can be made (and made faster) around benefits and all sorts of human-centric things.“— Trish Swope, Director of HR at Archer Malmo		
														
															
		“Namely is truly a one-stop-shop for all HR processes. From basic HR data, performance reviews, time off, compliance, and analytics, Namely provides my team with a modern and intuitive experience. As an admin, I’m able to empower our employees to be at the helm of their HR information.”— Adrian Gajda, People Manager at Vita Coco		
														
															
		“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes, and that is invaluable to me. Having everything in one centralized location is crucial.”— Danielle Bensignor, Manager of Talent Management at ExecOnline		
			
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			Read about a client who enhanced their employee experience with Namely		
			
							
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			Learn about the 5 Reasons Why Employee Self-Service Helps HR		
			
							
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			When you give your business the best tools, you get the best results. Namely can help make you everyone’s favorite HR leader.		
			It’s Easy to Get Started		
			
							
						Request a Call
					
			FAQs About Our HR Software
		
								What is HR software?							
								HR software, or Human Resources software, is a technology solution designed to streamline and optimize various HR functions and processes within an organization. It serves as a digital platform for managing all aspects of human resources, from recruiting and onboarding to payroll, performance management, compliance, and employee engagement.
								What features should I look for when selecting online HR software?							
								All HR software solutions are not created equal. So when you’re evaluating which HRM system to choose, you have to make a list of what matters most to your company and team and what goals you’re hoping to achieve.Depending on the tool you’re looking for, here are some functionality requirements you should consider when selecting online HR software:
  Applicant Tracking
  Benefits Administration
  Core HR
  Compliance Support
  Data Analytics
  Employee Engagement
  Employee Self-Service
  Learning and Development
  Mobile Application
  Payroll Processing
  Performance Management
  Time and Attendance
  HR Automation Capabilities
  Newsfeed

								What advantages will my business gain by implementing Namely’s online HR software?							
								Namely’s online HR software is an all-in-one HR platform that will help your team with all areas of Human Resources. From employee retention to compliance, payroll and recruiting, our software will make your life drastically easier.
								Is Namely’s HR system suitable for small businesses?							
								Namely was built specifically for small- and mid-sized businesses with 25-1000 employees. We love small- and mid-sized companies because you’re mission-driven, client-obsessed, and you care deeply about your employees. Just like us.
								Can I see a demo of your software for HR management?							
								Of course! Request a call with our team and they will be happy to show you around our platform.
								My business is looking for software for HR. What can you tell me in terms of pricing?							
								Ready to learn how you can save time, avoid error, and build culture with Namely’s HR management software? Discover the many customizable packages that we offer and request a call with our team here. Our packages start at just $9 per employee per month.
								Can Namely’s software for HR integrate with other business systems such as payroll or accounting software?							
								Yes! Namely connects your employee data to all the other systems you need to get the job done.Don’t have payroll software yet? Don’t worry. Namely also has a robust offering of payroll and time features, coupled with full payroll tax services.
								Can Namely’s online HR software be customized to fit my organization's specific needs?							
								Yes! We know that one-size does not always fit all. Namely’s all-in-one HR platform is designed to be configurable so you can ensure your unique business needs are met, and so we can grow with you. Whether you are simply looking for a modern HR platform or want to cover the full employee lifecycle, we have the combination of software and expert managed services that you need.Personalization and scalability are at the core of our HR software solution.
								How can HR management software help with employee retention?							
								Improving morale is about more than happy hours and ping pong tables. With the right HR management solution, you can connect, engage, and develop your workforce in a platform that your employees actually want to use.With Namely, you and your employees get access to a newsfeed to share important announcements and kudos; goal-tracking software that helps manage KPIs from the company level down to every employee; easy-to-use performance forms; access to a continuous feedback tool that builds a culture of communication and appreciation; and much more.
								Can Namely’s HR software help with compliance and legal requirements?							
								You didn’t get into HR to stress about compliance. But understanding and staying compliant with national, state, and local legislation is a key part of the job. Namely’s robust compliance library helps people risk management go from overwhelming to under control.Namely’s searchable compliance library includes in-depth content on multistate compliance and regulatory challenges, expert analysis of employment laws and regulations, reports, guides, webinars, the latest workplace news, trends in HR technology, and compliance change alerts.
								How can HR management software help with recruiting and onboarding?							
								Companies are built on people—and your online HR software should help you manage employees from hire to retire. You can recruit top talent using Namely’s intuitive applicant tracking system which includes job posting and syndication, background checks, offer letters, and more.But once you’ve sent an offer, the job is far from over. With Namely, you can automate employee onboarding and focus less on the tasks and more on engagement. Namely’s employee onboarding software helps automate tasks, safely stores new hire forms, helps collect electronic signatures, and helps keep you compliant with a delivered integration to E-Verify. Namely gives you the time to establish your company culture and welcome new hires before they even start.

### HR for Tech Industries

HR for Tech Industries: The Challenges and Considerations
			
							
							
			HR for Tech Industries: The Challenges and Considerations
		
																										
		While some may look at human resources as a role that runs on antiquated paper processes, in reality, HR and technology go together like peanut butter and jelly (if you don’t like PB&J, select your favorite ___ &___ here; you get the point).But seriously, we know that running HR at a technology company is complicated and that it comes with its own unique set of challenges and opportunities.So let’s take a closer look at why human resources in the tech industry is so unique today and how HR technology can help companies save time, avoid error, and build culture.		
			HR in the Tech Industry - An Overview
		
		Working in tech industry HR comes with a host of exciting (and challenging) opportunities. With each employee headcount milestone, your team’s priorities evolve as new business needs arise and compliance obligations have to be met. That’s why it takes an organized, structured, and phased approach to handle HR from employee number one to 1,000.Luckily, in recent years, there have been massive improvements and changes in human resource management due to technology, as well. And HR for the tech industry is now one of the fastest-moving and most exciting places to work.		
			What Are The Differences Between HR In Tech And Other Industries?
		
		So, what are the differences between HR in tech and other industries? Let’s look at a few trends that will set human resources in the tech industry apart this year and in the future.
			Hybrid & Remote Work are the New Norm
		
		Prior to the pandemic, many tech companies allowed their employees to work from home. In fact, a 2019 Owl Labs report found that tech had the second highest number of remote workers out of all industries.		
																										
		Fast forward to today, that number has skyrocketed. Many tech companies have started to adopt hybrid or remote-first approaches. According to a recent WeWork survey, 79 percent of the C-Suite would let their employees split their time between corporate offices and remote working if their jobs allow for it. Having a hybrid or remote-first workforce allows companies to save on overhead costs and free up budget to focus on other initiatives. It also enables them to increase hiring for remote positions and reach top tech talent from all over.		
			Workforce Predictions About Millennials & Gen Z in Tech Have Shifted
		
		According to Gallup, millennials and Gen Z make up 46 percent of the US workforce. Before the pandemic, it was predicted that the majority of employees across the country would fall under those generations in the near future. However due to the impacts of COVID-19, that won’t be happening as quickly as expected.Since a large percentage of Gen Z is either recent or soon-to-be college graduates, their job searches have been heavily impacted by tech companies’ hiring freezes. In fact, 63 percent of tech companies who recruited students either slowed or stopped college hiring after COVID-19 hit. In 2020, the number of entry level open roles, usually filled by recent college grads, fell by 73 percent.Luckily for Gen Z, most tech companies have lifted their hiring freezes. Over the next year, 89 percent of them will recruit for entry level and graduate tech roles, with 60 percent of them planning to do so at the level they did pre-COVID. As for millennials, 48 percent of software developers are still between the ages of 25 and 34 years old. With that said, it’s expected that 74 percent of the workforce will be comprised of the two generations by 2030.		
			Tech Hubs Are Changing
		
		In the world of tech just a few years ago, New York City, San Francisco, and Boston were the places to be. But now, tech hubs are changing.Due to the transition to remote work during COVID-19, employees have realized they can work from anywhere—which has led to a new acronym, “WFA”. The lack of a commute has led many tech employees to relocate and move to states that have lower costs of living. Now, places like Texas, Florida, and Wisconsin are growing as tech hubs. With new workplace trends on the rise, like the YOLO economy, WFA is here to stay—meaning tech hubs will never be the same. Luckily, even as more people continue to work from everywhere, HR tech can unite your workforce—wherever they are.As you can see, HR for tech industries is FAR from simple. These are just a few of the reasons why HR tech companies have begun to personalize their software offerings to better serve the unique human resources, payroll, compliance, and time needs of technology companies.Click here to read more about The Future of HR for Tech Companies.		
			HR Considerations For Companies In The Tech Industry
		
		Outside of those unique facets of HR specific to the tech industry, there are other considerations to note, as well, when thinking about HR—including how to build out the best team.
			What HR Roles Do You Need at a Tech Company?
		
		When your workforce is small enough to fit in an airport shuttle bus, you usually need to fully outsource your HR team (and many tech companies turn to a PEO for that). But once you hit 25 to 50 employees, it’s time to bring HR in house so you can fully OWN your strategy and build plans for HR specific to the tech industry.When you reach that employee threshold, it is crucial to build out a People Team that can manage new challenges, like compliance, recruiting, DE&I, payroll, benefits, and more.		
																										
		But where do you start? This is one of the top HR considerations for companies in the tech industry today.
HR roles in tech companies may include:HR Business Partner (HRBP): An HR Business Partner serves as a connector between executives, HR, department management, and employees. This essential role is responsible for using HR capabilities to support the overall goals of the company.Chief Human Resources Officer (CHRO): A CHRO is a C-level leader who oversees HR management and labor relations policies, practices, and operations. They are also often known as a Chief People Officer. They are also often the decision makers when it comes to purchasing HR tech, HR tech AI, or an HR tech startup platform.HR Manager/Coordinator/Generalist: The HR Manager/Coordinator/Generalist (the titles are endless!) helps to bridge the gap between management and employees. In short, they make sure your team runs efficiently. The responsibilities are vast and diverse – from onboarding and recruitment to compliance and payroll administration.Recruiter: Recruiters are responsible for meeting hiring goals by filling open positions with talented and qualified candidates. This entails sourcing and screening candidates, coordinating the interview process, and facilitating offers and employment negotiations—all while ensuring candidates have a pleasant experience.Legal/Compliance Manager: The Legal/Compliance Manager makes certain your company functions in a legal and ethical manner while meeting its business goals. Add this role to your People Team to ensure your company’s compliance with ethical or regulatory standards.Benefits Administrator: A Benefits Administrator directs and plans the day-to-day operations of group benefits programs and serves as a liaison between employees and retirement and insurance plan providers and brokers.Payroll Administrator: The Payroll Administrator is responsible for payroll-related functions from tax compliance to direct deposit payments. Bringing payroll in house can save you time and ensure compliance. It also makes sure that your employees’ No. 1 priority is met — getting paid accurately and on time.DEI Manager: The DE&I role ensures your company provides equal opportunities to every job candidate and employee regardless of their protected characteristics. It also makes sure the company is following appropriate legislation and employment law regulations around bias and inclusion. Sure, HR in tech companies can be difficult, but with the right team in place, you can seamlessly hit all your goals and build a world-class workforce.		
			HR Challenges In The Technology Industry
		
		Having HR problems in companies is not unique to the tech industry, but this sector has challenges that stand out from others. Let’s explore two.
			Increased Focus on Diversity in Tech
		
		Having HR problems in companies is not unique to the tech industry, but this sector has challenges that stand out from others. Let’s explore two.
																										
		The advancement of diversity, equity, and inclusion is especially impactful in the technology industry, where unique perspectives and business approaches have led to product innovation, better decision-making, and higher performing teams. It may come as no surprise that gender-diverse and inclusive teams outperform gender-homogeneous, less inclusive teams by 50 percent on average.Still, diversity in tech is one of the industry’s major HR challenges, and many tech companies are struggling to find solutions for underrepresentation, discrimination, and bias in the workplace. With 75 percent of software and tech employers feeling the pandemic has impacted their DEI efforts, there is a growing responsibility in the industry to move the needle forward.To get a better understanding of the state of diversity in tech, let’s take a look at the numbers:The male-to-female ratio in the technology industry is 5:1.In 2021, women software engineers only earned 91 percent of what men earned.58.43 percent of professional developers identify as White or of European descent.5 percent of the women in tech are Asian, 3 percent are Black, and 1 percent are Hispanic.Women make up only 11 percent of senior leadership roles at tech companies.Women of color represent only 4 percent of the C-suite and only 7 percent of VP roles at tech companies.67 percent of tech companies are made up of less than 5 percent of Black employees.Only 11.5 percent of respondents identify as something other than straight or heterosexual.72 percent of the female tech workforce feel constantly outnumbered in business meetings. These statistics are startling, but tackling issues around disparity and equity starts with acknowledging how much progress actually needs to be made when it comes to recruiting in the tech industry (specifically recruiting women in tech and recruiting diverse candidates in tech) and building a more equitable workforce.		
			Competitive Benefits Market for Technology Companies
		
		Benefits are a hot topic for any company—but this is especially true for technology companies, who are in a constant fight for top talent. In recent years, tech companies have relied on their ability to offer higher-than average salaries and in-office perks, like bars, hotel-like facilities, massages, ping pong tables, and inordinate amounts of branded swag.But as the talent market heats up and employees’ opinions of what really matters to them changes (hello, WFA!), these baseline benefits will no longer cut it. And offering competitive benefits will become one of the top HR challenges in the technology industry.In the future, we can expect tech companies (and their recruits) to focus even more on total rewards (the combination of benefits, compensation and rewards that employees receive from their organizations) rather than just salary or in-office perks.In the future, we expect benefits like flexible work, childcare benefits, elder care benefits, 4-day workweeks, mental health benefits, student loan repayment, and fertility, reproductive health, and family-forming benefits to take center stage.Of course, these are just a few of the benefits we expect to see on the rise. HR should also still pay attention to things like tuition reimbursement, professional development, healthcare, 401k, vision, and more.		
			Recruiting For Tech Companies
		
		Recruiting for tech companies will continue to be one of the top HR challenges in the tech industry, specifically when it comes to recruiting engineers and software developers (one of the top HR challenges in the IT industry). In fact, an average of about 189,200 roles for software developers, quality assurance analysts, and testers are projected to open each year over the next decade. From 2020 to 2030, the employment of these tech workers is projected to grow 22 percent—which is much faster than the average for all occupations.Currently, many tech companies are facing the dilemma that there are more open roles than candidates. In 2021, there was an increase in software engineers and developers becoming independent contractors, freelancers, or self-employed. This shift has made filling full-time roles even more challenging for recruiters.In this new candidate driven-market, companies will have to take their tech recruitment strategies to the next level in order to attract and retain top talent.Here are some ways tech companies will adjust their hiring processes in the future:		
			Digitized Recruitment Processes
		
		Looking ahead, tech companies with manual and paper-oriented hiring processes will simply not be able to compete for top talent—especially if they’re hiring for remote positions. In-person interviews are now a thing of the past, which means companies will have to utilize teleconferencing tools to vet and interview candidates virtually.
																										
		To streamline and automate the entire hiring process, many tech companies will adopt a recruiting solution. Recruiting software helps companies attract candidates, coordinate interviews and feedback, conduct background checks, and extend offers. It is important to have this digitized process extend to virtual onboarding as well. Having such a digitized hiring process will give tech companies a competitive edge.
			Hyperfocus on the Candidate Experience
		
		It’s never been more important to deliver a positive candidate experience. From the job application through the final offer letter, the candidate experience influences how applicants perceive a company. In fact, candidates who have a positive experience during the hiring process are 38 percent more likely to accept an offer. A positive candidate experience also can help improve the quality of new employees, reduce hiring costs, and increase retention rates.To make the candidate experience as seamless as possible, tech companies will have to reevaluate their interview processes. Can the number of steps be reduced and can communication be more effective? Using a high-touch approach can help keep candidates engaged throughout the process and minimizes the possibility of them moving onto other opportunities without notifying recruiters.Compensation Benchmarking in TechSince it’s now a candidate driven-market, tech companies will have to make sure they are staying competitive when it comes to software engineers and developers’ compensation. By researching industry averages and using benchmarking, they can see how their offerings compare to other tech companies and reevaluate accordingly. Using compensation management software (the HR tech industry offers many options) can simplify this process and help companies plan, communicate, and benchmark their compensation in real-time. Compensation benchmarking can also be a useful tool when it comes to measuring the male-to-female hiring ratio and compensation equity at tech companies.		
			Technology Used In Human Resource Management
		
		With unemployment at record lows, today’s tech workplaces (and their HR teams) have never been busier. And where there’s work to be done, there’s a need for technology. From a new hire’s first day to payday, there isn’t a part of the employee lifecycle that can’t be simplified by HR technology.Over the last decade, hundreds of exciting companies serving all parts of the employee lifecycle, from recruiting to performance management, have launched new HR technology to help businesses and their people grow.And human resource technology trends are looking very positive over the coming years. Tech organizations’ human resources and technology spending was up by 57 percent in 2021 compared with 2020 and is above the totals from recent pre-pandemic years as well. Plus, the Human Resource Management Software Market is forecast to reach $31.4 billion by 2025.But the question remains: what HR technology solutions are right for your organization? Should you be outsourcing benefits? Taking payroll in house? Do you need a new recruiting solution or a way to recognize top-performing employees?All these issues can be tackled with technology in human resources.But before you kick off your search process, you need to figure out why you need the HR technology in the first place.Think about the challenges and frustrations you and your team encounter on a daily basis:What problems are you looking to solve with new software?Are you looking for an HR solution that simplifies payroll processing, streamlines benefits enrollment, or both?Are your performance reviews cumbersome?Is your onboarding process automated and easy?Listing out your must-haves will give you a good idea of what you’re looking for and help eliminate software that is not a good fit immediately. Once you determine your requirements for new HR technology, what are some features that would be nice to have? Maybe it didn’t make your must-have list, but wouldn’t it be nice to have some employee engagement tools? Or how about HR software that seamlessly integrates with your reward and incentive platform?Listing out your nice-to-haves will help you narrow down your search even more. Making a list of all the features you want in the very beginning will also help you explain why you chose a specific software when pitching your business case to your executive team.		
			Find Out More About HR In Tech
		
		Interested in learning more about HR for tech companies? We’ve compiled a list of resources to show you how HR tech simplifies your job and what top tech you need to run seamless HR in the tech industry.		
																										
		Or you can request a demo of Namely today!Other Helpful Resources:How to Buy HR Tech at Your New CompanyRethinking Payroll for a Modern WorkforceThe Future of HR for Tech CompaniesHow to Build a Business Case to Buy New HR TechnologyThe Comprehensive Payroll Buyer’s GuideThe Recruiting Technology Buyer’s GuideTimeline for Evaluating, Buying, and Implementing HR Software		
			To see how technology can help your team, schedule a personal demo with Namely today.

### Employee Support

Employee Support		
			W-2s and Paystubs
		
		Looking for something? If your current or former company uses Namely, contact your HR team for help logging in. You’ll then be able to access your W-2s, 1099s, and other personal forms and information.Your security is our top priority—note that Namely cannot access your employee record on your behalf.If you’re a former employee, please remember to use your personal email address to login.If you’re an HR administrator, please reach out to your Namely contact for assistance.

### Importance of Solid HR Managment

The Importance of Solid HR Compliance Management
			
							
							
			The Importance of Solid HR Compliance Management
		
																										
		Managing people risks and maintaining business compliance are two critical components of the HR function—but both are difficult to master.From meeting regulatory deadlines to staying up-to-date on employee training requirements, keeping your business compliant can be a complicated and time-consuming endeavor, especially when it isn’t the only thing on your plate.As an HR professional, you’re constantly pulled in many different directions. Keeping up with recruiting needs, building a culture of inclusion, creating competitive benefits packages, and more—there are a handful of strategic business initiatives that require your attention in a given day. And a main initiative for many HR professionals is compliance.But what is HR compliance and what does it involve? How can companies manage it? What HR risks should leaders look out for? What is the role of HR in compliance?It’s a complicated and delicate subject, but, working in HR, it’s one that we all need to stay on top of. In this guide, we’ll take a look at some of the top things you need to know about dealing with human resources risks.		
			What is HR Compliance?
		
		So, what is HR compliance? HR compliance is the process of aligning workplace policies with a city’s, state’s, country’s, and the world’s labor laws, as well as with industry-specific regulations. This includes policy set up and enforcing practices to follow these policies daily—all while keeping the company’s larger HR objectives in mind.		
			What is HR Mitigation?
		
		Compliance in HR is one of the most important things that today’s business leaders need to pay attention to. But how do they actually do it? Enter HR risk mitigation.HR risk mitigation involves the judicious use of talent, software, policy, education, and process to avoid future HR risks before they even appear.		
			Difference Between Compliance and Mitigation
		
		Still unclear how compliance and mitigation differ? Think about it like this. Compliance is following all applicable labor laws and regulations. HR mitigation, on the other hand, is utilizing risk reduction strategies—like creating clear policies, educating employees, and using compliant HR and payroll software—to avoid potential issues in the future. With mitigation, you can safeguard your business by preventing problems from the start. It’s imperative to keep in mind that you must pay attention to both HR risk and compliance.
			What is Compliance Management?
		
		So, we’ve covered compliance and mitigation, but all of this raises yet more questions: what is compliance management? Who is responsible for HR risk management? What does it all entail? Compliance management is a mix of compliance and mitigation. And for HR professionals and company leaders, it means combining compliance with risk mitigation across all aspects of the business.		
			Is HR Responsible for Compliance?
		
		Is HR responsible for compliance? The simple answer is: yes. But it’s not up to HR alone. So, what’s the role of HR in compliance?Here are just a few examples of the responsibilities of the people team when it comes to compliance:Completing an HR risk assessment and determining where your company might be at risk.Offering and facilitating HR compliance training for managers. This includes sexual harrasment trainings, money laudering education, and much more. Every city, state, and country has its own laws and regulations when it comes to which compliance trainings are required.Creating an HR checklist to ensure that all compliance deadlines (EEOC reporting, Forms W-2, OSHA reporting, etc.).Building comprehensive policies and employee handbooks.Writing compliant and inclusive job descriptions.Keeping on top of classic (FMLA, ADA, Title VII, etc. ) and ever-changing regulations (Families First Coronavirus Response Act, as an example).So much more		
			How Can HR Mitigate Risk?
		
		The absolute number one thing HR can do to mitigate risk is to be trained and prepared by creating an HR risk management plan. There are numerous HR compliance resources out there, but one of the easiest and most effective ways to mitigate risk is to bring on compliance management software.		
			What is the Role of HR Directors in Risk Management?
		
		How involved does an HR director get with risk management? Well, that depends on the company. If the HR director acts as the go to for all things payroll, HR, and employee relations, they’ll likely need to be intimately involved with compliance. But, if possible, HR directors should hire an HR compliance manager, who would be responsible for creating the company’s compliance management plan, or utilize a compliance management system.		
			What Are Some HR Risks?
		
		When it comes to compliance, what are some HR risks that the people and leadership teams should be aware of? In this next section, we’ll cover human resource risks examples and then dive into how HR compliance software can support your business.
			Top 10 HR Compliance Issues
		
		Now we’ve discussed what HR compliance is and who is responsible for it, let’s look at the top 10 HR compliance issues all HR practitioners should pay attention to:
1. Company HandbooksThe U.S. Small Business Administration defines employee handbooks as “an important communication tool between you and your employees. A well-written handbook sets forth your expectations for your employees, and describes what they can expect from your company. It also should describe your legal obligations as an employer, and your employees’ rights.”A well-written employee handbook will save you from many HR headaches. Employee handbooks usually deal with topics like: company values, non-discrimination and anti-harassment policies, how to report workplace incidents, safety and security, use of company technology, protecting company property, overtime policies, leaves of absence, and standards of conduct.2. EEOC Compliance ReportingThe Equal Employment Opportunity Commission (EEOC) was established in 1965 to protect job applicants and employees from discrimination on the basis of their race, religion, sex, and other protected traits. The organization requires that businesses over a certain size annually submit a headcount report including race, gender, and role information.While private businesses don’t have to worry about demographic reporting until after crossing 100 employees, federal contractors need to comply once they hit the 50 mark. Note that the law does not distinguish between full-time or part-time workers. The annual deadline to file the form is March 31.3. Harrasment & DiscriminationWorkplace harassment is often one of the top HR compliance issues, and it can result in organizations losing valuable talent—damaging their employer reputation and risking the violation of anti-harassment laws. Employees need a safe way to report, track, and resolve issues around workplace harassment, while employers need to remain compliant through the process.Anonymous reporting is an HR tool that allows employees to submit an incident report confidentially and share real-time feedback on issues regarding workplace harassment. For many employees, coming forward about a harassment concern means having to email HR, call a hotline, or talk directly to their supervisor. With anonymous reporting however, employees have access to a safe space to express their concerns without self-identification or fear of retaliation.4. Multistate WorkforcesWhen starting an office in a new state (or allowing employees to work remotely across the country or globe), multitudes of new HR compliance issues arise. And outside of just multi-state workforce, there are many niche compliance requirements for a remote workforce that you have to keep in mind from taxes to the HR compliance training topics required by different states.5. Benefits Compliance & The ACAThe Affordable Care Act (ACA) requires employers with more than 50 full-time employees to offer healthcare benefits. Keep in mind that the law has a slightly different interpretation of full-time than what you may be used to. Under the law, anyone who works at least 30 hours a week, or 130 hours a month, is considered full-time.If you’re in an industry like hospitality or retail where headcount can fluctuate during the year, the rules are fairly accommodating here. Seasonal staff working less than 120 days a year do not count toward your headcount for ACA compliance purposes.Once you hit the 50 full-time employee mark, your company becomes what’s called an applicable large employer (ALE). In addition to offering health insurance, you’ll need to demonstrate your compliance to the IRS annually by filing 1095-C and 1094-C forms.6. HR Compliance TrainingHR compliance training is one of the top HR compliance issues. Some HR compliance training topics include FMLA Training & Certification Programs, EEO Trainings, Harassment Trainings, Anti-Discrimination Trainings, and more. Your business likely needs a learning management system to support all of your compliance training needs.7. Family Medical Leave Act (FMLA)The Family Medical Leave Act (FMLA) requires companies with 50 or more employees to offer their employees up to 12 weeks of unpaid, job-protected leave. There’s one exception here—if your place of business is a public or private school, you’ll need to offer the benefit regardless of headcount.FMLA leave can be used for certain medical and personal reasons, including but not limited to:The birth or adoption of a childA serious illness or injuryNeeding to care for a spouse, parent, or child with a health conditionNeeding to address a personal matter due to a spouse, son, daughter, or parent being called into military serviceYou’ll also need to hang a workplace poster outlining the benefits and eligibility requirements. Note that several states and cities have their own, more robust laws requiring paid leave. Be sure to double-check what your jurisdiction requires.8. Workplace Safety & Labor Law PostersCall it one of HR’s most important (and seemingly old fashioned) compliance obligations: hanging up workplace posters. Employers are federally required to display notices or “postings” covering a broad range of issues, including the minimum wage, workplace safety, and family leave. Make sure that you’re up-to-date on how these posters should be done to stay in compliance for remote employees as well.9. National vs. State vs. Local Compliance LawsNever assume that you’ll only need to worry about federal rules. State and local governments often impose their own labor laws, many of which are tied to headcount. A growing number of states and cities even have separate minimum wages in place depending on company size.Need a few examples? In California, once you hit the 50 employee mark you’ll need to put managers through two hours of anti-harassment training every two years. In New York, you’ll need to provide employees with 90 days’ notice for any mass layoffs or relocations. State and local provisions applied to companies with 50 or more employees are diverse and span all disciplines of HR. These are just a few HR risk management examples.10. Payroll & Onboarding FormsWhen making a new hire, there are many, many forms and HR compliance issues that recruiters must keep in mind. For example, the Form I-9 has been a hallmark of the employee onboarding process since the eighties. Updated earlier this year, the mandatory form is used to confirm an employee’s eligibility to work in the U.S. If you’ve ever started a new job and were asked to bring documents to confirm your identity, like a passport or social security card, you’ve filled out an I-9.Now that you’ve confirmed your employee is legally allowed to work in the U.S., it’s time to talk payroll. The Form W-4 is a required part of the employee onboarding process, and it determines how much federal income tax should be withheld from an employee’s paycheck.Getting this right matters, since withholding too few taxes might mean a big balance due when it comes time for the employee to file annual returns. Explaining the rules carefully to new hires can help avoid employee confrontations during tax season, but tread carefully—you never want to provide direct tax advice to new hires.		
			Compliance Management Solutions
		
		While HR typically has a lot on their plates, compliance and workplace safety must stay top of mind. Having the right tools, resources, and experts at your disposal can make all the difference in the fight to remain compliant. Aside from helping you avoid costly fees and penalties, prioritizing workplace safety will show your employees you care about their well-being and safety.Namely offers robust compliance management solutions so people risk management can go from overwhelming to under control. Save time and become the compliance expert in your organization with Namely’s robust solution that includes compliance management tools:Unlimited access to live HR advisorsLearning management system with 300+ coursesProactive state and federal law alertsCompliance calendar to keep you one step aheadCompliance library with thousands of resourcesHR assessment to help identify HR and compliance gapsForm and policy templates to give you a head startOSHA case creation, logs, and reportingJob description builder to save you timeSalary comparison tool to keep you competitive in the talent marketDynamic handbook that grows with your businessAnonymous reporting to empower employees to report concerns Click here for even more compliance resources!		
			To see how technology can help your team, schedule a personal demo with Namely today.

### Compliance

Effortless HR Compliance to Transform Chaos to Clarity										
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									Approach HR compliance proactively by making it part of your daily workflows: 							
						
				Capture and report on the data you need to stay compliant and reduce risk.					
						
				Get alerts and access to a comprehensive compliance library that helps you act before issues arise.					
						
				Use digital tools like a living handbook and on-demand HR advisors to keep policies updated and aligned.			Stay Compliant										
									Request a Call
					
																																														
															
																Confident HR Compliance Starts Here		We understand compliance is a primary concern for HR and business leaders. That’s why we offer the tools, services, and resources—like this free Compliance Guide—to help you stay one step ahead.			Protect your business, your people and your reputation. With Namely, your business can: 							
							
													
										Avoid costly penalties, fines, and legal missteps
									
								
													
										Foster a respectful, inclusive, and safe workplace
									
								
													
										Empower employees with clear, accessible policies
									
						
									
							
													
										Promote long-term trust and employee engagement
									
								
													
										Reduce HR workload with built-in compliance tools
									
								
													
										Stay audit ready with automated reporting and documentation
									
						
																																	HR compliance tools are most effective when they’re part of your daily routine.							
							
													
										Learning Management System with 300+ courses
									
								
													
										Multi-state compliance support and alerts
									
								
													
										Catalog of HR-related forms, sample policies, letters, and toolkits.
									
								
													
										OSHA & EEO-1 reporting and logs
									
						
									
							
													
										Live HR advisors for policy and regulation guidance
									
								
													
										Dynamic handbook and compliance calendar
									
								
													
										EEOC & ACA reports built right into the platform
									
								
													
										Anonymous employee reporting tools
									
						
							Stay Confident										
									Request a Call
					
																																			Smart, secure functionality that keeps you compliant.							
																
															
					QUICK LINKS				
									Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.								
																
															
					HR COMPLIANCE TRACKING				
									Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.								
																
															
					LIVING HANDBOOK				
									Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.								
																
															
					I-9 VERIFICATION				
									Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.								
							
							
																		
															
																QUICK LINKS		Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.														
															
																HR COMPLIANCE TRACKING		Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.														
															
																LIVING HANDBOOK		Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.														
															
																I-9 VERIFICATION		Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.					
																
															
					QUICK LINKS				
									Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.								
																
															
					HR COMPLIANCE TRACKING				
									Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.								
																
															
					LIVING HANDBOOK				
									Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.								
																
															
					I-9 VERIFICATION				
									Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.								
																		
															
																QUICK LINKS		Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.														
															
																HR COMPLIANCE TRACKING		Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.														
															
																LIVING HANDBOOK		Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.														
															
																I-9 VERIFICATION		Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Simpler HR Compliance										
									Request a Call
					
																																			FAQs About HR Compliance
				
								What is HR compliance?							
								Aligning workplace policies with local, state, federal, and industry-specific labor laws.
								How does Namely HCM protect businesses?							
								Namely covers the full scope of HR compliance, including advisor support, legal alerts, OSHA tracking, form templates, audits, and more.
								What are the benefits of prioritizing compliance?							
								It prevents penalties, builds trust, promotes safety, and increases employee engagement.
								Can HR compliance save me money?							
								Absolutely. Avoiding fines and preventing issues can lead to significant cost savings.
								Is Namely compliance good for small businesses?							
								Yes. It’s built specifically to support small and mid-sized teams.
								What features should I look for?							
								Look for handbooks, legal updates, anonymous reporting, compliance training, and audit-ready reporting, all of which Namely includes.
								Can Namely generate reports and audits?							
								Yes. From OSHA to EEO-1 to ACA, Namely supports the reporting you need to stay compliant.

### What Are Employee Fringe Benefits

What are Employee Fringe Benefits?
			
							
							
			What are Employee Fringe Benefits?
		
			Employee Fringe Benefits
		
																										
		Working in human resources, we’ve all discussed employee benefits at some point in our careers. And you’re sitting there, totally in sync with the conversation, until someone throws out the phrase “fringe benefits.”Soon, you find yourself asking, “What are fringe benefits? How are fringe benefits different from general employee benefits? What should I know about fringe benefits?”The fringe benefits definition is, “An extra benefit supplementing an employee’s salary, for example, a company car, subsidized meals, health insurance, etc.” You may also hear them referred to as “perks.” Long story short, fringe benefits aren’t actually any different from the classic benefits we’re used to talking about.That said, managing these employee benefits is still no easy task, and the numerous terms floating around in the ether referring to the same thing are just one example of why.But no fear, we created this fringe benefits guide to help you.So, how do fringe benefits work? Let’s explore in more detail.		
			Are Fringe Benefits Part of Salary?
		
		Salary and fringe benefits are the two main aspects that make up an employee’s “total rewards” package. Salaries, of course, are the total amount of money that employees are paid each year or one of the payments they receive each month as part of this payment. Fringe benefits are non-wage compensation provided to employees in addition to their normal wages or salaries.That means that fringe benefits are not directly part of an employee’s salary, but they do have some similarities to their salary.For instance, are fringe benefits taxable? And are fringe benefits deducted from paycheck totals?Yes, fringe benefits are taxable and must be included in the recipient’s pay unless the law specifically excludes it. For instance, adoption assistance as a fringe benefit is exempt from income tax, as is most health insurance, but bonuses and company-provided vehicles will be subject to fringe benefits tax.		
			What is a Fringe Benefit Package?
		
		A fringe benefit package is the complete benefits offering (outside of salary) that an employer provides their employees. Employee fringe benefits are an incredibly important part of an employee’s total rewards and compensation package.
			What is Considered a Fringe Benefit?
		
		There are so many types of fringe benefits that employers can offer including: health insurance, life insurance, tuition assistance, 401K, EAPs, learning and development stipends, childcare reimbursement, cafeteria subsidies, below-market loans, bereavement leave, discounts, stock options, and personal use of a company-owned vehicle.Some other creative fringe benefits include:Fertility & family planning4-day work weeksFlexible hoursWork from home stipendsSabbaticalUnlimited or minimum PTOVolunteering Time OffSummer FridaysMental health benefitsMeditation appsWorkout classes or gym stipendsLegal supportStudent loan debt repaymentPTO on your birthdayCompany-wide retreatsFinancial wellness benefitsIn short, a fringe benefit is really any form of payment for the performance of services outside of the regular salary.		
			Is a Bonus a Fringe Benefit?
		
		Simply put: yes, a cash bonus is a fringe benefit. It’s also one of those pesky reportable fringe benefits, meaning it is taxed and should be reported as supplemental income on the employee’s W-2
			Why do Employers Offer Fringe Benefits?
		
		Today, you’d be hard pressed to find a company that doesn’t offer at least some fringe benefits in addition to a traditional salary. In this section, we’ll dive a bit deeper into why employers offer fringe benefits.
			What are the Advantages of Fringe Benefits?
		
		There are many advantages of fringe benefits, but they really all come down to the most important aspect of any business: its people. Fringe benefits, even just standard fringe benefits, help companies recruit top talent, retain high-quality employees, and motivate workers to perform at higher levels.Let’s look at some stats:
60% of job seekers rank benefits and compensation as their top priority when it comes to searching for a new job.49% of employees will look for a new job in the next 12 months due to confusion or dissatisfaction with benefits.78% of employees are more likely to stay with an employer because of their benefits program.		
			Why are fringe benefits important?
		
		Good fringe benefits can mean the difference between a high performing company and a failing one. Here’s why: when employees feel supported and taken care of by their employers because of their fringe benefits packages, they’re much more likely to perform well at work and to stay at the company longer.And not only do happy, engaged employees perform better, but they are also cheaper in the long run. U.S. employers spend $2.9M per day looking for backfull workers, stacking up to a whopping $1.1B per year.Needless to say, fringe benefits are massively important for every company. But they’re not always easy. In the next section, we’ll explore some tools companies can use to simplify building fringe benefits plans and administering fringe benefits to their employees.		
			Find Out More About Fringe Benefits
		
		Fringe benefits can be complicated: what are the highest impact benefits? Which are taxable? And which, of the many out there, should your company offer?Enter Namely.With Namely’s Managed Benefits, you don’t have to choose between experienced brokers with deep industry expertise or modern benefits administration technology—you get it all. Offer amazing employee benefits while simplifying the way you evaluate, administer, and run your fringe benefits program.Our fringe Benefits Consultants have years of experience working with businesses of all sizes across every industry. We help you craft innovative and cost-effective plans that align with your unique goals.We work with the nation’s leading carriers and innovative companies. From traditional health insurance to supplemental plans and new options like telehealth, offer the benefits your employees want.But don’t just take our word for it! Check out these case studies to learn more about how leading companies partner with Namely to offer the right fringe benefits.		
			To see how technology can help your team, schedule a personal demo with Namely today.

### Benefits Administration

Benefits Administration
		
			Employee Benefits Software
		
		A hectic and overly-manual open enrollment process can leave you feeling burnt out. But it doesn’t have to be that way. With Namely’s best-in-class technology, administering employee benefits is a breeze — for you and your people.		
			
									Request a Call
					
		Employee benefits administration and open enrollment shouldn’t be such a time suck. But without modern, integrated benefits administration software, you might face:		
					
							
													
										Duplicate data entry and manual steps
									
								
													
										Inaccurate payroll deductions
									
								
													
										Issues updating your insurance carriers of changes
									
								
													
										A surplus of unnecessary employee questions and confusion
									
						
		The benefits platform you utilize should make it easy for employees to enroll and even easier for you to manage.		
																										
			Experience the Power of BenefitsIntegrated with your HR & Payroll		
			Unified Benefits, HR & Payroll Data
		
			Open Enrollment Dashboard
		
			Easy Plan Configuration
		
			ACA Enrollment & Reporting
		
			Electronic Carrier Feeds*
		
			Embedded Employee Support
		
			Delivered Reporting
		
			Benefits & Payroll go together like cupcakes and frosting.You can have one without the other, but why would you?		
			
							
									Request a Call
					
		No one wants to lose control of their benefits process due to employee confusion or ineffective administration tools. With Namely's benefits administration software, you are in the driver’s seat, and it’s an open road ahead.		
								Enrollment Wizard							
								Paperless enrollment in a modern and intuitive wizard
								Mobile Benefits							
								View current benefit plan information at any time, on the go on our mobile benefits platform
								Plan Configuration							
								Manage plans, rates and eligibility easily and efficiently with our best-in-class benefits setup tool
								Open Enrollment							
								Successfully run a streamlined open enrollment process with real time insights
								Payroll Integration							
								Once approved, benefit deductions automatically flow into payroll for processing – no extra manual work needed
			
									Read all of the Namely Benefits Features
					
			Hear Why Our Clients Love Namely Benefits
		
														
															
		“When it comes to employees selecting and viewing their benefits, they can easily navigate through Namely on their own. This particular feature on Namely’s platform is my biggest time saver by far.“— Danielle Bensignor, Manager of Talent Management & People Operations at ExecOnline		
														
															
		“As far as benefits go, Namely is probably the easiest system that I’ve ever used, and I think our employees would definitely agree.”— Sarah Pottieger, Human Resources Manager at Madison Logic		
														
															
		“Namely’s benefits administration solution has simplified our employees’ experience. The solution’s open enrollment portal is really easy for our employees to use, and Namely is constantly enhancing it.”— Erika McGrath, VP of People and Culture at The Channel Company		
			
									Request a Call
					
			Not Ready to Chat but Eager to Learn More?
		
														
															
			See a quick video on how Namely can help transform your benefits experience		
			
							
									Watch Now
					
														
															
			What are Employee Fringe Benefits		
			
							
									Read Now
					
			Inaccurate data, manual tasks, and chasing down employees to enroll are things of the past. You are the benefits guru guiding your business to a better open enrollment experience with Namely.		
			It’s Easy to Get Started		
			
							
									Request a Call
					
			FAQs About Our Benefits Administration Software
		
								What are the advantages of using benefits administration software?							
								Benefits selection and administration can be one of the biggest time drains for HR professionals. Not to mention that building an employee benefits plan that fits the budget, helps attract and retain top talent, and is compliant is difficult.Employee benefits administration software makes it easy for employees to enroll in benefits and even easier for you to manage.
								What types of benefits can be managed through Namely’s employee benefits software?							
								Namely’s employee benefits software can manage it all—from medical insurance to fringe benefits and new options like telehealth.Not sure what to include in your plan or need even more support? With Namely’s Managed Benefits service, you’ll meet a new breed of benefits brokers that bridge the gap between industry and technology expertise and help you craft innovative and cost-effective plans that align with your unique goals.
								I want to learn more about your benefits administration software. Can I see a demo of your product?							
								You certainly can! Request a call with our team and they will be happy to show you around our platform.
								My business is looking for employee benefits management software. What can you tell me in terms of pricing?							
								Ready to learn how you can save time, avoid error, and build culture with Namely’s HR management software? Discover the many customizable packages that we offer and request a call with our team here. Our packages start at just $9 per employee per month.
								I´m ready to move forward. What are the steps to get started with Namely´s online benefits administration platform?							
								To get a personalized quote for your business, request a call here! And congrats—you’re on the way to making the best decision for your employees, your company’s benefits and your to-do list ever.
								Can Namely’s benefits platform be integrated with other HR software?							
								Yes! Namely connects your employee data to all the other systems you need to get the job done. And if you are looking for a more integral solution, Namely’s all-in-one HR platform is exactly what you need.
								How does your open enrollment software help employees manage their benefits?							
								If you work in HR or benefits around open enrollment, your inbox has likely been flooded with questions and concerns from confused employees. It doesn’t need to be this way.Namely’s employee benefits portal features an easy-to-use enrollment wizard and embedded employee support that make signing up for benefits a breeze for employees. Additionally, with Namely’s mobile app, employees can view current benefit plan information at any time, on the go.Clear up your inbox and help employees make the right benefits choices for them.
								How does Namely’s benefits administration service help reduce errors and inaccuracies in benefits management?							
								Inaccurate data, manual tasks, and chasing down employees to enroll are things of the past. Intuitive configuration tools and automated data flow simplify benefits administration, reduce errors and inaccuracies, and give HR teams time back in their day.With Namely’s benefits management system, you’ll get:
  Eligibility rules
  ACA reporting and filing
  Electronic carrier feeds
  Deduction integration to Namely Payroll

								What kind of reporting and analytics features are available in Namely’s employee benefits platform?							
								You worked hard building a unique benefits plans for your company. Ensure your employees are taking advantage of it with Namely’s real-time Open Enrollment Dashboard—which allows administrators to view data such as employee enrollment status and enrollment information on the employee level—and other customizable, delivered reporting.
								Can benefits administration software help with open enrollment and employee communication?							
								Absolutely! The more your employees know about the open enrollment process before the launch, the better. Once you have finalized your offering, you can post them to the Resources section on Namely for anytime access. Inform employees about the plans, what has changed, and how to enroll. This gives them a chance to ask questions and do research ahead of time, making for a smooth open enrollment period.Another great way to gain visibility and spark action is to post an announcement on the Namely Newsfeed. If your company uses Slack, our integration can take announcements a step further and post them directly to a Slack channel.
								How does Namely’s benefits management platform help with employee retention and engagement?							
								It’s a competitive talent market out there. And while free lunches are certainly great, it’s employee benefits that truly keep employees engaged and in their role. In fact, 78% of employees are more likely to stay with an employer because of their benefits program.When employees feel supported and taken care of by their employers because of their benefits packages, they’re much more likely to perform well at work and to stay at the company longer.

### Client Agreements




## My Templates

### payroll lp

Make Payroll a Breeze with Better Payroll Management Software		Namely’s payroll management software automates processing, simplifies tax compliance, and gives you access to payroll insights, all from one secure platform.Namely's payroll software is part of a single HCM suite that integrates HR, onboarding, payroll, time, benefits administration, and compliance. Complete the form to learn more.			Let’s Connect!
		Complete the below form and a member of our team will reach out to schedule an introductory call to learn more about your business and explore how Namely can help solve your challenges.			 																																	
						
							Namely’s payroll management software gives small and midsize businesses everything they need to run payroll confidently from one secure platform. Automate calculations, simplify tax filings, and ensure accurate paychecks every time, all while staying compliant with federal, state, and local regulations.					Wow yourpeople.										
									Request a Call
					
																																			Benefits of Automated Payroll Processing, Tax Filing, and HR in One Software																																	
							
													
										AUTOMATE PAYROLL RUNS: Save time and reduce errors by running payroll with Namely’s payroll management software in just a few clicks.
									
								
													
										STAY COMPLIANT WITH TAXES: Handle local, state, and federal payroll tax filings automatically to avoid penalties and maintain compliance.
									
								
													
										STREAMLINE YEAR-END REPORTING: Easily generate W-2s, 1099s, and other required payroll reports with built-in tools.
									
								
													
										EMPLOYEE SELF-SERVICE ACCESS: Give employees secure access to pay stubs, tax forms, and direct deposit updates through a self-service portal.
									
						
									
							
													
										REAL-TIME PAYROLL INSIGHTS: Access payroll reports and analytics that track labor costs and payroll trends.
									
								
													
										SIMPLIFY BENEFITS DEDUCTIONS: Ensure accurate benefits deductions and contributions every cycle with integrated payroll and benefits software.
									
								
													
										SECURE PAYROLL DATA: Protect sensitive employee information with advanced data security and role-based permissions.
									
						
																																	Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Power your
business.										
									Request a Call

### benefits lp

Streamline Benefits Enrollment with Namely’s Benefits Administration Software 		Namely’s benefits administration software makes it easy to manage open enrollment, automate deductions, and stay compliant. Give employees an intuitive, educational enrollment experience while reducing manual work for HR.			Let’s Connect!
		Complete the below form and a member of our team will reach out to schedule an introductory call to learn more about your business and explore how Namely can help solve your challenges.			 																																	
						
							Namely’s benefits administration platform simplifies every part of benefits management for small and midsize businesses. From plan configuration and eligibility tracking to self-service enrollment, you can save time, stay compliant, and deliver a better benefits experience, from a single HCM platform. 					Wow yourpeople.										
									Request a Call
					
																																			How Namely’s Benefits Administration Software Simplifies HR Workflows and Employee Enrollment																																	
							
													
										SIMPLIFIED ENROLLMENT: Provide employees with an intuitive benefits enrollment experience that guides them through plan options step-by-step.
									
								
													
										PLAN COMPARISON & TRANSPARENCY: Show side-by-side plan comparisons and contribution details so employees can make informed decisions.
									
								
													
										CENTRALIZED PLAN RESOURCES: Provide employees with quick access to plan documents, summaries, and FAQs all in one place.
									
								
													
										CARRIER CONNECTIVITY: Automatically transmit enrollment changes to insurance carriers, saving time and reducing errors.
									
						
									
							
													
										ELIGIBILITY & COMPLIANCE: Easily manage plan eligibility, ACA reporting, and carrier connections from our secure benefits administration platform.
									
								
													
										EMPLOYEE SELF-SERVICE: Give employees access to current coverage, costs, and dependents.
									
								
													
										EASY OPEN ENROLLMENT TRACKING: Use real-time dashboards and checklists to track open-ended enrollment progress and ensure no steps are missed.
									
								
													
										AUTOMATED PAYROLL DEDUCTIONS: Sync benefit selections directly with payroll to reduce manual entry and prevent errors.
									
						
																																	Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Power your
business.										
									Request a Call

### complianceBK

Real Risk Needs a Real Solution
					HR Compliance Software
		You probably didn’t get into HR to stress about compliance. But in today's world of constantly changing regulations, it is a critical component of any business. Namely offers robust compliance management software so people risk management can go from overwhelming to under control.								
									Request a Call
					
																																HR has a lot of responsibility when it comes to compliance and risk mitigation. But the struggle is real when it comes to:					
							
													
										Changing legislation that impacts people policies
									
								
													
										Tracking employee concerns and problems
									
								
													
										Knowing how to guide the corporate response to real world events
									
								
													
										Staying on top of the regulations to avoid penalties or fines
									
						
				You deserve an HR technology partner that provides you with proactive alerts, best practice advice, and a single source of truth for all your HR compliance needs			Compliance May be MenacingBut With Namely, It’s Manageable					Unlimited Access to Expert HR Compliance Advisors
					Living Handbook Creator
					Comprehensive Compliance Library
					Anonymous Employee Reporting Solution
					Law & Compliance Alerts
					State Policy & Regulation Comparison Tool
					Robust HR Compliance Toolkits
					OSHA Logs & Reporting
					Learning Management System
					Job Description Builder
					300+ Delivered Training & Compliance Management Courses
					Salary Benchmarking Library
										
							
									Request a Call
					
						No one wants to live with looming lawsuits or feeling like their job is in jeopardy. With Namely's HR compliance software, you are fully equipped with the tools you need to be proactive in preventing business exposure and risk.							
								Compliance Library							
								With our compliance management software, get access to resources on current and pending employment regulations and intuitive tools to help your company stay compliant.
								Law Alerts							
								Compare policies and regulations in the states you operate in to make it simple to manage a multi-state workforce.
								Learning Management							
								With over 300 powerful, detailed trainings, and the ability to upload your own, you can fully manage employees learning and development
								Live Advisors							
								Unlimited access to certified HR advisors that address questions on a variety of compliance topics that are top of mind for your organization.
								Living Handbook							
								Our dynamic HR compliance handbook guides you to update policies and protect your organization from potential employee claims
										
							
									Request a Call
					
									How Namely Helps Keep Our Clients Compliant
																
															
													“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite a time intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey Reeves, VP at United Mississippi Bank														
															
													“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.“— Adrian Gajda, People Manager at Vita Coco														
															
													“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John McConville, VP of Administration & Compliance at Intellective								
									Request a Call
					
									Not Ready to Chat but Eager to Learn More?
																
															
																Review examples of the questions our live expert advisors can help answer										
							
									Read Now
					
																				
															
																What are Employee Fringe Benefits										
							
									Read Now
					
									Compliance management is likely not what brought you to HR, but it is one of the main reasons your business needs you. With Namely, you are an HR leader who can feel confident you aren’t putting your company at risk — now or in the future.					It’s Easy to Get Started										
							
									Request a Call
					
									FAQs About Our Benefits Administration Software
				
								What is HR compliance?							
								HR compliance is the process of aligning workplace policies with a city’s, state’s, country’s, and the world’s labor laws, as well as with industry-specific regulations. This includes policy set up and enforcing practices to follow these policies daily—all while keeping the company’s larger HR objectives in mind.
								How does Namely’s HR compliance software help businesses stay compliant?							
								Managing people risks and maintaining business compliance are two critical components of the HR function—but both are difficult to master.Namely offers robust compliance management software so people risk management can go from overwhelming to under control. Save time and become the HR compliance expert in your organization with Namely’s robust solution that includes human resources compliance tools like:
  Unlimited access to live HR advisors
  Learning management system (LMS) with 300+ courses
  Proactive state and federal law alerts
  HR compliance calendar to keep you one step ahead
  Compliance library with thousands of resources
  HR assessment to help identify HR and compliance gaps
  Form and policy templates to give you a head start
  OSHA compliance tools including case creation, logs, and reporting
  Job description builder to save you time
  Salary comparison tool to keep you competitive in the talent market
  Dynamic handbook that grows with your business
  Anonymous reporting to empower employees to report concerns

								What are the benefits of using an HR compliance management system?							
								While HR typically has a lot on their plates, compliance and workplace safety must stay top of mind. Having the right tools, resources, and experts at your disposal can make all the difference in the fight to remain compliant. Aside from helping you avoid costly fees and penalties, prioritizing workplace safety will show your employees you care about their wellbeing and safety.
								Will your compliance solution help my business save costs?							
								Absolutely. Our HR compliance solution is designed to help businesses save costs by reducing the risk of non-compliance, which can result in costly fines and penalties. By staying up-to-date with labor laws, industry-specific regulations, and compliance requirements, you can avoid legal issues and potential financial setbacks.
								How can I get a personalized quote for my HR compliance needs?							
								To get a personalized quote for your business, request a call here! Or click here for even more compliance resources.
								Is Namely’s HR compliance service suitable for small businesses?							
								Yes, Namely’s HR compliance service was designed with small and mid-sized businesses in mind. We understand that small businesses have unique needs and budgets, and our solutions are flexible and scalable to accommodate those requirements.Our aim is to empower businesses of all sizes, and our HR compliance tools can be customized to match the specific needs of small businesses, helping them manage compliance efficiently while focusing on growth.
								How can HR compliance software improve HR processes?							
								HR compliance software is a game changer when it comes to simplifying HR processes. With one centralized place to track compliance, payroll, benefits, performance, time off, and more, HR teams can easily communicate between systems, pull needed reports, and build effective processes.
								What features should I look for in an HR compliance solution?							
								There are many, many reasons why having an HR compliance solution is so important, but how do you pick which one to implement?Here are just a few of the features your HR compliance solution should have:
  A living company handbook builder
  EEOC & ACA compliance reporting
  Anonymous reporting
  A multi-state compliance guide or tool
  Compliance trainings for topics like FMLA, EEO, and anti-discrimination
  Workplace safety & labor law posters
  Payroll & onboarding forms
  Live advisors

								How does Namely’s HR compliance software keep employee data secure?							
								Data security is of paramount importance to your team—and to ours. At Namely, we put security first. As keepers of our clients’ most sensitive data, we know your trust is imperative. Our comprehensive approach means you can have peace of mind.Namely employs robust technical security safeguards to protect data and systems. All data is encrypted in transit and at rest utilizing AES 256­bit encryption. Access to client data is protected by two-factor authentication and restricted based on roles designed for segregation of duties and need-to-know access control principles.
								Can Namely’s HR compliance software generate reports and audits for compliance purposes?							
								Yes! Namely can generate reports and audits for all your labor law compliance needs, from OSHA logs to ACA and EEO-1 reports.
								How does compliance management software support HR teams in managing compliance risks?							
								Compliance in HR is one of the most important things that today’s business leaders need to pay attention to. But how do they actually do it? Enter HR risk mitigation. HR risk mitigation involves the judicious use of talent, software, policy, education, and process to avoid future HR risks before they even appear.With effective compliance management software, HR teams can not only face compliance challenges as they arise—but they can be prepared before they happen with risk reduction strategies like creating clear policies, educating employees, safely storing I-9s, hanging or sending all required workplace safety posters, keeping track of all payroll compliance form due dates, leveraging e-verify, creating a business continuity plan, and using compliant HR and payroll software.With HR compliance risk mitigation, you can safeguard your business by preventing problems from the start.

### compliance2Final

Effortless HR Compliance to Transform Chaos to Clarity										
									Request a Call
					
									Approach HR compliance proactively by making it part of your daily workflows: 							
						
				Capture and report on the data you need to stay compliant and reduce risk.					
						
				Get alerts and access to a comprehensive compliance library that helps you act before issues arise.					
						
				Use digital tools like a living handbook and on-demand HR advisors to keep policies updated and aligned.			Stay Compliant										
									Request a Call
					
																																														
															
																Confident HR Compliance Starts Here		We understand compliance is a primary concern for HR and business leaders. That’s why we offer the tools, services, and resources—like this free Compliance Guide—to help you stay one step ahead.			Protect your business, your people and your reputation. With Namely, your business can: 							
							
													
										Avoid costly penalties, fines, and legal missteps
									
								
													
										Foster a respectful, inclusive, and safe workplace
									
								
													
										Empower employees with clear, accessible policies
									
						
									
							
													
										Promote long-term trust and employee engagement
									
								
													
										Reduce HR workload with built-in compliance tools
									
								
													
										Stay audit ready with automated reporting and documentation
									
						
																																	HR compliance tools are most effective when they’re part of your daily routine.							
							
													
										Learning Management System with 300+ courses
									
								
													
										Multi-state compliance support and alerts
									
								
													
										Catalog of HR-related forms, sample policies, letters, and toolkits.
									
								
													
										OSHA & EEO-1 reporting and logs
									
						
									
							
													
										Live HR advisors for policy and regulation guidance
									
								
													
										Dynamic handbook and compliance calendar
									
								
													
										EEOC & ACA reports built right into the platform
									
								
													
										Anonymous employee reporting tools
									
						
							Stay Confident										
									Request a Call
					
																																			Smart, secure functionality that keeps you compliant.							
																
															
					QUICK LINKS				
									Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.								
																
															
					HR COMPLIANCE TRACKING				
									Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.								
																
															
					LIVING HANDBOOK				
									Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.								
																
															
					I-9 VERIFICATION				
									Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.								
							
							
																		
															
																QUICK LINKS		Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.														
															
																HR COMPLIANCE TRACKING		Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.														
															
																LIVING HANDBOOK		Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.														
															
																I-9 VERIFICATION		Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.					
																
															
					QUICK LINKS				
									Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.								
																
															
					HR COMPLIANCE TRACKING				
									Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.								
																
															
					LIVING HANDBOOK				
									Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.								
																
															
					I-9 VERIFICATION				
									Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.								
																		
															
																QUICK LINKS		Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.														
															
																HR COMPLIANCE TRACKING		Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.														
															
																LIVING HANDBOOK		Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.														
															
																I-9 VERIFICATION		Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Simpler HR Compliance										
									Request a Call
					
																																			FAQs About HR Compliance
				
								What is HR compliance?							
								Aligning workplace policies with local, state, federal, and industry-specific labor laws.
								How does Namely HCM protect businesses?							
								Namely covers the full scope of HR compliance, including advisor support, legal alerts, OSHA tracking, form templates, audits, and more.
								What are the benefits of prioritizing compliance?							
								It prevents penalties, builds trust, promotes safety, and increases employee engagement.
								Can HR compliance save me money?							
								Absolutely. Avoiding fines and preventing issues can lead to significant cost savings.
								Is Namely compliance good for small businesses?							
								Yes. It’s built specifically to support small and mid-sized teams.
								What features should I look for?							
								Look for handbooks, legal updates, anonymous reporting, compliance training, and audit-ready reporting, all of which Namely includes.
								Can Namely generate reports and audits?							
								Yes. From OSHA to EEO-1 to ACA, Namely supports the reporting you need to stay compliant.

### compliance2

Effortless HR Compliance to Transform Chaos to Clarity										
									Request a Call
					
									Approach HR compliance proactively by making it part of your daily workflows: 							
						
				Capture and report on the data you need to stay compliant and reduce risk.					
						
				Get alerts and access to a comprehensive compliance library that helps you act before issues arise.					
						
				Use digital tools like a living handbook and on-demand HR advisors to keep policies updated and aligned.			Stay Compliant										
									Request a Call
					
																																														
															
																Confident HR Compliance Starts Here		We understand compliance is a primary concern for HR and business leaders. That’s why we offer the tools, services, and resources—like this free Compliance Guide—to help you stay one step ahead.			Protect your business, your people and your reputation. With Namely, your business can: 							
							
													
										Avoid costly penalties, fines, and legal missteps
									
								
													
										Foster a respectful, inclusive, and safe workplace
									
								
													
										Empower employees with clear, accessible policies
									
						
									
							
													
										Promote long-term trust and employee engagement
									
								
													
										Reduce HR workload with built-in compliance tools
									
								
													
										Stay audit ready with automated reporting and documentation
									
						
																																	HR compliance tools are most effective when they’re part of your daily routine.							
							
													
										Learning Management System with 300+ courses
									
								
													
										Multi-state compliance support and alerts
									
								
													
										Catalog of HR-related forms, sample policies, letters, and toolkits.
									
								
													
										OSHA & EEO-1 reporting and logs
									
						
									
							
													
										Live HR advisors for policy and regulation guidance
									
								
													
										Dynamic handbook and compliance calendar
									
								
													
										EEOC & ACA reports built right into the platform
									
								
													
										Anonymous employee reporting tools
									
						
							Stay Confident										
									Request a Call
					
																																			Smart, secure functionality that keeps you compliant.							
																
															
					QUICK LINKS				
									Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.								
																
															
					HR COMPLIANCE TRACKING				
									Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.								
																
															
					LIVING HANDBOOK				
									Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.								
																
															
					I-9 VERIFICATION				
									Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.								
							
							
																		
															
																QUICK LINKS		Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.														
															
																HR COMPLIANCE TRACKING		Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.														
															
																LIVING HANDBOOK		Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.														
															
																I-9 VERIFICATION		Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.					
																
															
					QUICK LINKS				
									Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.								
																
															
					HR COMPLIANCE TRACKING				
									Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.								
																
															
					LIVING HANDBOOK				
									Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.								
																
															
					I-9 VERIFICATION				
									Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.								
																		
															
																QUICK LINKS		Whether you’re accessing compliance training, tracking policies, or pulling reports, Namely’s dashboard gives you one-click access to everything you need.														
															
																HR COMPLIANCE TRACKING		Stay on top of leave, salary changes, multi-state laws, and more with Namely’s built-in compliance plus alerts, documentation, and historical tracking.														
															
																LIVING HANDBOOK		Instantly update and share your employee handbook with version control, policy alerts, and easy access across your organization.														
															
																I-9 VERIFICATION		Stay compliant with guided employment eligibility verification with clear prompts and secure document collection.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Simpler HR Compliance										
									Request a Call
					
																																			FAQs About HR Compliance
				
								What is HR compliance?							
								Aligning workplace policies with local, state, federal, and industry-specific labor laws.
								How does Namely HCM protect businesses?							
								Namely covers the full scope of HR compliance, including advisor support, legal alerts, OSHA tracking, form templates, audits, and more.
								What are the benefits of prioritizing compliance?							
								It prevents penalties, builds trust, promotes safety, and increases employee engagement.
								Can HR compliance save me money?							
								Absolutely. Avoiding fines and preventing issues can lead to significant cost savings.
								Is Namely compliance good for small businesses?							
								Yes. It’s built specifically to support small and mid-sized teams.
								What features should I look for?							
								Look for handbooks, legal updates, anonymous reporting, compliance training, and audit-ready reporting, all of which Namely includes.
								Can Namely generate reports and audits?							
								Yes. From OSHA to EEO-1 to ACA, Namely supports the reporting you need to stay compliant.

### compliance2

Fast, Accurate & Secure PayrollDelivered in a Single, Scalable HCM Platform										
									Request a Demo
					
									Speed payroll processing and ensure accuracy to give your organization a best-in-class function:
							
								
									
						Handle any pay frequency, including off-cycle runs, with integrated HR and withholding information					
								
									
						Assist accounting with a standard GL export and tax calculation updates for all jurisdictions					
								
									
						Manage exceptions with gross-up calculator tools and automated salary proration					
							Wow yourpeople.										
									Request a Demo
					
																																https://www.youtube.com/watch?v=5gLU041mp_4			Be Confident About Your Payroll		Even the most routine payroll run involves many moving parts and several people counting on you to get it right. With Namely, you can be confident your people will be paid on time and correctly - every time.			Integrated tax compliance and an array of other features help to ensure you get every penny right, every time. 							
							
													
										Integrated Payroll, HR, Benefits & Time
									
								
													
										Quarterly and Year-End Reporting
									
								
													
										Employee Self-Service
									
								
													
										Standard GL Export
									
								
													
										Electronic State and Federal W-4s
									
						
									
							
													
										Garnishment Support
									
								
													
										Unlimited On- and Off-Cycle Payrolls
									
								
													
										Tax Compliance and Filing
									
								
													
										Mobile 1099s and W-2s
									
								
													
										Complete Payroll Reports
									
						
																																	And with built-in time tracking, you have even greater control over every payroll run.							
							
													
										Time & Attendance Management
									
								
													
										Web Punch
									
								
													
										Point/Occurrence Tracking
									
								
													
										Online Timesheets
									
								
													
										Meal Break Rules
									
						
									
							
													
										Mobile and Kiosk Time Entry
									
								
													
										Physical/Biometric Time Clocks
									
								
													
										Shift Swaps & Drops
									
								
													
										OT Rules
									
								
													
										Audit Trails
									
						
							Power your
business.										
									Request a Demo
					
																																			Smart, secure functionality you and your employees can trust.							
																
															
					PERSONAL PAYROLL DATA				
									Namely’s payroll solution gives employees the self-service they expect, from updating direct deposit information to viewing their last paystub.								
																
															
					PAYROLL WIZARD
				
									Let Namely walk you through payroll processing accurately and on time.								
																
															
					TIME MANAGEMENT				
									View and manage your entire hourly workforce on one comprehensive dashboard. Arrange schedules and enable shift swapping for coverage with flexibility.								
																
															
					QUICK LINKS				
									Whether you’re running payroll or requesting time off, get there in one click from your dashboard.								
																
															
					TIME TRACKING				
									Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more with geofencing capabilities.								
							
							
																		
															
																PERSONAL PAYROLL DATA		Namely's payroll solution gives employees the self-service they expect, from updating direct deposit information to viewing their last paystub.														
															
																PAYROLL WIZARD
		Let Namely walk you through payroll processing accurately and on time.														
															
																TIME MANAGEMENT		View and manage your entire hourly workforce on one comprehensive dashboard. Arrange schedules and enable shift swapping for coverage with flexibility.														
															
																QUICK LINKS		Whether you're running payroll or requesting time off, get there in one click from your dashboard.														
															
																TIME TRACKING		Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more with geofencing capabilities.			Don’t Just Take Our Word for It							
						
									“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”								
									– Lisa B., Small Business Sector								
									“Namely’s full suite of services couldn’t be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”								
									– Danielle B., Talent Management Leader in the E-Learning Industry								
									“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”								
									— Trish S., HR Director in the Marketing & Advertising Industry								
									“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”								
									— Casey R. VP in the Banking Industry								
									“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”								
									— Adrian G., People Manager in the Food & Beverage Industry								
									“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”								
									— John M., VP in the Technology Industry								
							
							
				“Through Namely, I can easily store and access everything in one place. From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes—and that is invaluable to me. Especially as we continue to grow as a company, having everything in one centralized location is crucial.”– Lisa B., Small Business Sector“Namely's full suite of services couldn't be beat! I love how holistic the tool is—everything from onboarding to workflows to performance to PTO all in one space.”– Danielle B., Talent Management Leader in the E-Learning Industry“Having all HR, payroll, and benefits information in one place, accessible for reporting and analyzing, has made a world of difference. Namely not only saves time, but it enables better and faster decision-making around benefits and human-centric needs.”— Trish S., HR Director in the Marketing & Advertising Industry“Namely helps us ensure that we are complying with state laws. Since they vary state to state, this can be quite an intensive task but Namely makes it so easy with their State Comparison Tool. Thank you Namely, for saving us time and making this task stress free!”— Casey R. VP in the Banking Industry“Namely has saved us 8 hours a week that we used to spend on research. If you find yourself constantly ‘googling’ around for compliance measures, Comply will give you that time back.”— Adrian G., People Manager in the Food & Beverage Industry“I’m an HR department of one, which is why Namely’s compliance solution has been so helpful. I use it quite a bit, and it’s a very big differentiator between Namely and the other providers.”— John M., VP in the Technology Industry			Experience Smarter Payroll										
									Request a Demo
					
																																			FAQs
				
								What are the benefits of using online payroll software?							
								Payroll & time administration in the US is hard. With a unified payroll management system, you can get payroll done accurately and on time — every time — without the headache.Here are just a few of the many benefits of using online payroll software:Unified timesheets and payroll, allowing data to flowing seamlessly between systems and ensuring payroll accuracyEmployee self service, allowing employees to view their paystubs, update direct deposit information, and view W-2s — without assistance from youSupport for all your payroll tax needsMuch, much more
								What features should I look for in a payroll system?							
								All payroll software is not created equal. So when you’re evaluating which payroll processing software to choose, you have to make a list of what matters most to your company and team and what goals you’re hoping to achieve.Depending on the tool you’re looking for, here are some functionality requirements you should consider when selecting online HR software:Employee self service & expense trackingWage and salary processingOn- and off-cycle payrollsOnline timesheetsMobile & kiosk time entry and physical/biometric clocksQuarterly and year-end payroll reportingWage garnishment administrationTax filingMobile 1099s and W-2sAutomated salary prorationAutomated salaried prorationPayroll compliance supportAn easy-to-use payroll dashboard
								Can I see a demo of your product?							
								Absolutely! We offer personalized product demos to showcase the features and benefits of Namely’s payroll software. To schedule a demo, please reach out to our team. We’ll be delighted to walk you through our payroll software and answer any questions you may have.
								How much does Namely’s payroll software cost per employee?							
								The cost of Namely’s payroll software per employee may vary based on your specific business needs and the features you require. Our packages start at just $9 per employee.
								Can payroll software handle payroll taxes and compliance?							
								Yes! Payroll laws, especially when managing a multi-state workforce, can be difficult. It’s essential to mitigate risk by making sure you are staying compliant with laws and regulations, such as the Equal Employment Opportunity Commission (EEOC), Fair Labor Standards Act (FLSA), and the Department of Labor. The right payroll system can help ease these concerns through creating rules and customization within the platform, and ensuring reports are filed correctly and punctually.Additionally, with Namely, your business has a comprehensive tax management feature, which automatically calculates the federal, state, local, and other tax that is deducted from each paycheck. It can also automatically calculate any changes in tax code and actually pay and file taxes on the company’s behalf. This feature is a critical step for ensuring accuracy, complying with tax codes, and keeping them up to date. Regardless of which payroll system you use, your company will be responsible for accurate reporting and payment of payroll taxes.
								How easy is it to set up and use an online payroll solution?							
								Getting set up with Namely’s payroll solution is simple. We hold your hand through a seamless implementation using our proven best practices and data migration services. Then, your company can go live in 3 months or less.Once you’re onboarded, running payroll is as easy as 1 -2- 3! We designed a simple three-step process to complete your processing accurately and on time.
								Can online payroll software integrate with other HR systems?							
								Absolutely—in fact, it should! Connecting your payroll software with your HR, time & attendance, and benefits platforms will make your life so much easier and running payroll so much smoother. Namely’s solution allows HR, benefits, and timesheet data to flow seamlessly into payroll. By streamlining your process, we put valuable time back in your day.
								What type of businesses can benefit from using an online payroll service?							
								All businesses can benefit from using payroll software, but Namely’s payroll management system is built specifically for small- and mid-sized businesses with 25-1000 employees.
								How does online payroll software handle multiple pay schedules?							
								Namely’s payroll software and services can run unlimited on and off cycle payrolls—making it easier than ever to get your employees paid on your schedule and theirs.
								Can I customize the reports generated by Namely’s payroll software?							
								Yes! We know that one-size does not always fit all. Namely’s payroll platform is designed to be configurable so you can ensure your unique business needs are met, and so we can grow with you. Personalization and scalability are at the core of our platform.
								How does your payroll solution handle employee benefits and deductions?							
								With Namely’s payroll solution, you can automatically track benefits, such as insurance, retirement, and vacation and sick days. This tool can either be a builtin part of the software or part of a separate module, depending on the provider.It is a useful resource in ensuring that employees benefits management plans are being processed correctly, and that they are accurately coordinated with payroll. Having your benefits platform directly integrated with your payroll platform can save your business time and money, as combining these manually opens up a lot of risk of error if you need to manually edit payroll every time someone changes their benefits.
								How does Namely’s payroll service handle overtime and paid time off?							
								Namely’s payroll software, time and attendance tracking, and HR platform all speak to each other—meaning handling overtime and PTO is a breeze.When employees take time off or work extra hours, that information is automatically pulled into Namely’s payroll solution to easily and accurately make deductions, handle taxes, and calculate payments.

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### Payroll Slider 5

QUICK LINKS		Whether you're running payroll or requesting time off, get there in one click from your dashboard.

### Payroll Slider 4

TIME TRACKING		Employees can easily enter time from a desktop, kiosk, mobile app, biometric clock, and more with geofencing capabilities.

### Payroll Slider 3

TIME MANAGEMENT		View and manage your entire hourly workforce on one comprehensive dashboard. Arrange schedules and enable shift swapping for coverage with flexibility.

### Payroll Slider 2

PAYROLL WIZARD
		Let Namely walk you through payroll processing accurately and on time.

### Payroll Slider 1

PERSONAL PAYROLL DATA		Namely's payroll solution gives employees the self-service they expect, from updating direct deposit information to viewing their last paystub.

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Namely Blog		Discover industry insights, HR tips, and tools to help you manage and inspire your workforce. Stay updated with the latest trends, compliance news, and product updates from the Namely team.Not finding what you need? Contact Namely to speak with one of our experts. 			Stay Ahead with HR Insights		Subscribe to our newsletter, Namely Newsly, and receive the best HR tips, news, and tools straight to your inbox. Never miss out on the latest industry trends and Namely updates!								
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### ccpa Vensure version

Privacy Notice for California Consumers Only		
																										
			PRIVACY NOTICE FOR CALIFORNIA
CONSUMERS ONLY		
		This PRIVACY NOTICE FOR CALIFORNIA CONSUMERS supplements the information contained in the Privacy Statement of the VensureHR family of companies (collectively, “we,” “us,” or “our”) and applies solely to California consumers (“consumers” or “you”), effective January 1, 2020. We adopt this notice to comply with the California Consumer Privacy Act of 2018, as amended (“CCPA”) and other applicable California privacy laws. Any terms defined in the CCPA have the same meaning when used in this notice. For purposes of this notice, a “third party” is an entity that is not a wholly-owned or majority-owned and controlled subsidiary of the VensureHR family of companies.		
			Information We Collect
		
		We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).		
			WE COLLECT THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION AS INDICATED BELOW:		
			CATEGORY		
			EXAMPLES
		
			COLLECTED?
		
			A. Identifiers		
		A real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, Social Security number, driver’s license number, passport number, or other similar identifiers.		
			YES		
			B. Personal information categories listed in the California Customer Records statute (Cal. Civ. Code § 1798.80(e)		
		A name, signature, Social Security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information. Some personal information included in this category may overlap with other categories.		
			YES		
			C. Protected classification characteristics under California or federal law
		
		Age (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth, and related medical conditions), sexual orientation, veteran or military status, and genetic information (including familial genetic information).		
			YES		
			D. Commercial information
		
		Records of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.		
			YES		
			E. Biometric information
		
		Genetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as fingerprints.		
			YES		
			F. Internet or other similar network activity
		
		Browsing history, search history, information on a consumer’s interaction with a website, application, or advertisement.		
			YES		
			G. Geolocation data
		
		Physical location or movements.		
			YES		
			H. Sensory data
		
		Audio, electronic, visual, thermal, olfactory, or similar information.		
			YES		
			I. Professional or employment-related information
		
		Current or past job history or performance evaluations.		
			YES		
			J. Non-public education information (per the Family Educational Rights and Privacy Act (20 U.S.C. Section 1232g, 34 C.F.R. Part 99))
		
		Education records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.		
			YES		
			K. Inferences drawn from other personal information
		
		Profile reflecting a person’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.		
			YES		
			PERSONAL INFORMATION DOES NOT INCLUDE:
		Publicly available information from government recordsDe-identified or aggregated consumer informationInformation excluded from the CCPA’s scope, like:health or medical information covered by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the California Confidentiality of Medical Information Act (CMIA) or clinical trial data.personal information covered by certain sector-specific privacy laws, including the Fair Credit Reporting Act (FCRA), the Gramm-Leach-Bliley Act (GLBA) or California Financial Information Privacy Act (FIPA), and the Driver’s Privacy Protection Act of 1994.		
			WE OBTAIN THE CATEGORIES OF PERSONAL INFORMATION LISTED ABOVE FROM THE FOLLOWING CATEGORIES OF SOURCES:
		Directly from our clients, prospects, or employees. For example, from documents that our clients provide to us related to the services for which they engage us.Indirectly from our clients, prospects, or their employees. For example, through information we collect from our clients in the course of providing services to them.Directly and indirectly from activity on our website (www.vensure.com) or other portals. For example, from submissions through our website or website usage details collected automatically.From third parties that interact with us in connection with the services we provide. For example, from government agencies when we verify data associated with payroll processing and withholding tax payments.We may also collect personal information about you from other categories of sources, such as: our affiliates; our other clients; public and publicly available sources; our third-party referral partners, vendors, data suppliers, and service providers; partners with which we offer co-branded services or engage in joint event or marketing activities; social networks; news outlets and related media; and organizations with which you are employed or affiliated.		
			Use of Personal Information
		
			WE MAY USE OR DISCLOSE THE PERSONAL INFORMATION WE COLLECT FOR ONE OR MORE OF THE FOLLOWING BUSINESS PURPOSES:
		To fulfill or meet the reason for which the information is provided. For example, if you provide us with personal information in order for us to prepare a tax return, we will use that information to prepare the return and submit it to the applicable taxing authorities.To provide you with information, products, or services that you request from us.To provide you with email alerts, event registrations, and other notices concerning our products or services, or events or news, that may be of interest to you.To operate, manage, and maintain our business.To accomplish our business purposes and objectives.To communicate with you.To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collections.To improve our website and present its contents to you.For testing, research, analysis, and service offering development.For vendor management purposes.As necessary or appropriate to protect the rights, property, or safety of us, our clients, or others.To respond to law enforcement requests and as required by applicable law, court order, or governmental regulations.As described to you when collecting your personal information or as otherwise set forth in the CCPA.To evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of our assets, whether as a going concern or as part of bankruptcy, liquidation, or similar proceeding, in which personal informationheld by us is among the assets transferred.We will not collect additional categories of personal information or use the personal information we collected for materially different, unrelated, or incompatible purposes without providing you notice.		
			Sharing Personal Information
		
			WE DO NOT, AND WILL NOT, SELL YOUR PERSONAL INFORMATION.
		We may share your personal information within the VensureHR family of companies to provide services to you or in an effort to assess your needs and how we can help fulfill those needs.We may disclose your personal information to a third party for a business purpose. When we disclose personal information for a business purpose, we require the recipient to keep that personal information confidential and secure, to not disclose that personal information to others, and to not use it for any purpose except performing the services related to the business purpose.		
			IN THE PRECEDING TWELVE (12) MONTHS, WE HAVE DISCLOSED THE FOLLOWING CATEGORIES OF PERSONAL INFORMATION FOR A BUSINESS
					
								
							Category A: Identifiers						
								
							Category B: California Customer Records Personal Information Categories						
								
							Category C: Protected Classification Characteristics Under California or Federal Law						
								
							Category D: Commercial Information						
								
							Category E: Biometric Information						
								
							Category F: Internet or Other Electronic Network Activity Information						
								
							Category G: Geolocation Data						
								
							Category I: Professional or Employment-Related Information						
								
							Category K: Inferences Drawn from Other Personal Information						
			WE DISCLOSE YOUR PERSONAL INFORMATION FOR A BUSINESS PURPOSE TO OUR AFFILIATES AND/OR TO ONE OR MORE OF THE FOLLOWING CATEGORIES OF THIRD PARTIES:
		Third-party service providers.Administrators authorized by your organization.Licensors or third-party applications (if you access a third-party application on our services through a license agreement with a licensor).Other parties where required by law or to protect our rights.Third parties to whom you or your agents authorize us to disclose your personal information in connection with products or services we provide to you.In the preceding twelve (12) months, we have not sold any personal information to third parties within the scope of the application of the CCPA.		
			Your Rights and Choices
		
		The CCPA provides California consumers with specific rights regarding their personal information. This section describes your CCPA rights and explains how to exercise those rights.		
			ACCESS TO SPECIFIC INFORMATION AND DATA PORTABILITY RIGHTS
		You have the right to request that we disclose certain information to you about our collection and use of your personal information over the past twelve (12) months.		
			ONCE WE RECEIVE AND CONFIRM YOUR VERIFIABLE CONSUMER REQUEST, WE WILL DISCLOSE TO YOU:
		The categories of personal information we collected about you.The categories of sources for the personal information we collected about you.Our business or commercial purpose for collecting or sharing that personal information.The affiliates with whom we shared your personal information.The categories of third parties with whom we share that personal information.The specific pieces of personal information we collected about you (also called a data portability request).If we disclosed your personal information to a third party for a business purpose, separate lists identifying the personal information categories that each category of recipient obtained.		
			DELETION REQUEST RIGHTS		
		You have the right to request that we delete any of your personal information that we collected from you and retained, subject to certain exceptions. Once we receive and confirm your verifiable consumer request, we will delete (and direct our service providers to delete) your personal information from our records, unless an exception applies.		
			WE MAY DENY YOUR DELETION REQUEST IF RETAINING THE INFORMATION IS NECESSARY FOR US OR OUR SERVICE PROVIDERS TO:		
		Complete the transaction for which we collected the personal information, provide a product or service that you requested, take actions reasonably anticipated within the context of our ongoing business relationship with you, or otherwise perform our contract with you.Detect security incidents, protect against malicious, deceptive, fraudulent, or illegal activity, or prosecute those responsible for such activities.Exercise free speech, ensure the right of another consumer to exercise their free speech rights, or exercise another right provided for by law.Comply with the California Electronic Communications Privacy Act (Cal. Penal Code § 1546 seq.).Enable solely internal uses that are reasonably aligned with consumer expectations based on your relationship with us.Comply with a legal obligation.Make other internal and lawful uses of that information that are compatible with the context in which you provided it.		
			EXERCISING ACCESS, DATA PORTABILITY, AND DELETION RIGHTS
			TO EXERCISE THE ACCESS, DATA PORTABILITY, AND DELETION RIGHTS DESCRIBED ABOVE, PLEASE SUBMIT A VERIFIABLE CONSUMER REQUEST TO US BY EITHER:
		Calling us at 800.941.8731Emailing us at privacy@vensure.comVisiting vensure.comOnly you or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your personal information.		
			YOU MAY ONLY MAKE A VERIFIABLE CONSUMER REQUEST FOR ACCESS OR DATA PORTABILITY TWICE WITHIN A TWELVE (12) - MONTH PERIOD. THE VERIFIABLE CONSUMER REQUEST MUST:
		Provide sufficient information that allows us to reasonably verify you are the person about whom we collected personal information or that you are an authorized representative of a person about whom we collected personal information.Describe your request with sufficient detail that allows us to properly understand, evaluate, and respond to it.We cannot respond to your request or provide you with personal information if we cannot verify your identity or authority to make the request and confirm the personal information relates to you. Making a verifiable consumer request does not require you to create an account with us. We will only use personal information provided in a verifiable consumer request to verify the requestor’s identity or authority to make the request.		
			RESPONSE TIMING AND FORMAT
		We endeavor to respond to a verifiable consumer request within forty-five (45) days of its receipt. If we require more time (up to ninety (90) days), we will inform you of the reason and extension period in writing. We will deliver our written response by mail or electronically, at your option. Any disclosures we provide will only cover the twelve (12) - month period preceding the verifiable consumer request’s receipt. The response we provide will also explain the reasons we cannot comply with a request, if applicable. For data portability requests, we will select a format to provide your personal information that is readily usable and should allow you to transmit the information from one entity to another without hindrance.We do not charge a fee to process or respond to your verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded. If we determine that the request warrants a fee, we will tell you why we made that decision and provide you with a cost estimate before completing your request.		
			Nondiscrimination
		
		We will not discriminate against you for exercising any of your CCPA rights.		
			UNLESS PERMITTED BY THE CCPA, WE WILL NOT:
		Deny you products or services.Charge you different prices or rates for products or services, including through granting discounts or other benefits, or imposing penalties.Provide you a different level or quality of products or services.Suggest that you may receive a different price or rate for products or services or a different level or quality of products or services.		
			How to Make a Request
		
		You may make a request for the disclosures or deletion described above by contacting us using one of the methods described below methods.You may be required to submit proof of your identity for these requests to be processed as a verifiable consumer request. We may not be able to comply with your request ifwe are unable to confirm your identity or to connect the information you submit in your request with personal information in our possession. You may designate an authorized agent to make a request on your behalf subject to proof of identity and authorization.We will respond to your request consistent with the CCPA, which does not apply to certain information, such as information made available from government records, certain data subject to the (FCRA), (GLBA) and certain other laws, and where its application is preempted by, or in conflict with, federal law or the United States or the California Constitution.We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer (“personal information”).		
			Changes to Our Privacy Notice
		
		At a minimum, this notice will be reviewed and updated on an annual basis. We reserve the right to amend this notice at our discretion and at any time. Any changes will be posted on this page with an updated revision date.		
			Contact Information
		
		If you have any questions or comments about this notice, our Privacy Statement, the ways in which we collect and use your personal information, your choices and rights regarding such use, or wish to exercise your rights under California law, please do not hesitate to contact usToll Free Phone Number: 800.947.8737Email: privacy@vensure.comWebsite: www.vensure.comFirst Class Mail, Return Receipt: VensureHRATTN: HR Compliance Team2600 W. Geronimo Place, Suite 100Chandler, AZ 85224

### privacy policy Vensure version

Privacy Policy		
																										
			Privacy Policy
		
		This Privacy Policy describes how VensureHR and our subsidiaries and affiliates collect, use, share, and protect business, financial, and personal information. This Policy applies to all information collected or submitted on this website and mobile applications (“Site”). This policy is available on the homepage of this Site and at every login page where personally identifiable information may be requested. Your privacy, and the privacy of the information provided, is important to us. We use reasonable care to protect your data from loss, misuse, unauthorized access, disclosure, alteration, and untimely destruction. We do not grant access to personal information about you except as otherwise set forth herein. We do not share or sell personal information collected on the Site with any third parties for their own marketing purposes. At times, we will provide you with links to other websites. We encourage our users to be aware when they leave our Site, and to read the privacy statements of every website that collects personally identifiable information.		
			Information Collection and Use
		
			WHAT INFORMATION IS COLLECTED
		We limit the collection of personal information to the information that we need to administer and improve the Site, to provide our products and services (“Services”) to our customers, and to fulfill any legal and regulatory requirements.		
			THE CATEGORIES OF PERSONAL INFORMATION THAT WE COLLECT MAY INCLUDE, BUT ARE NOT LIMITED TO:		
		Contact information to allow us to communicate with youEmployer information, including financial and bank account information, to provide ServicesEmployee information, including Social Security number, date of birth, financial, bank account, biometric, geolocation, medical and beneficiary information, to provide ServicesCredit, debit, or cash/payment card information if used, such as for billingCredit or debt history regarding your creditworthiness or credit historyEmployment history and application information that can be used to determine eligibility for a job opening via our recruiting module		
			HOW PERSONAL INFORMATION IS COLLECTED
		We do not require you to provide any personal information in order to have general access to the Site. However, in order to access or use certain information, features, or Services at the Site, you may be required to provide personal information.
			PERSONAL INFORMATION IS PRIMARILY COLLECTED:
		When you utilize the Services, we obtain the information we need to provide the Services.From applications, forms, and other information you provide us on the Site.When you establish an account, or an account is established for you at the direction of your employer, to receive Services.From survey information and/or Site registration.If you provide us with comments or suggestions, request information about our Services, or contact our Customer Service Department via phone, email, or other forms of communication.From consumer and business reporting agencies regarding your creditworthiness or credit historyFrom third parties to verify information given to us.From information you may provide via social media.		
			HOW PERSONAL INFORMATION IS USED
		We use the information provided on the Site to perform the Services you request.
			WE LIMIT THE COLLECTION OF PERSONAL CUSTOMER INFORMATION USED TO:
		Facilitate customer requested Services, transactions, investments, distributions, and benefits.Provide superior service to our customers.Comply with legal, reporting, and regulatory requirements.Administer and improve our Sites.Detect fraud or theft to protect our business and client information.Contact you with information on Services, new Services or products, or upcoming events.Facilitate applicant tracking and recruitment.		
			HOW AGGREGATED, NON-PERSONAL INFORMATION IS USED
		We may collect general, non-personal, statistical information about the users of the Site and our Services in order to determine information regarding the use of our Site and general information about our customers. We may also group this information to provide general aggregated data. The aggregated data will not personally identify any customers or visitors to the Site.		
			HOW COOKIES ARE USED
		A “cookie” is a piece of data that our Site may provide to your browser while you are at our Site. The information stored in a cookie is used for user convenience purposes, such as reducing repetitive messages, tracking helper tool versions, and retaining user display preferences. If a user rejects the cookie, they will be able to browse the Site but will be unable to use our online application.VensureHR may use third-party service providers to use cookies, web beacons, and similar technologies to collect or receive information from our Site and elsewhere on the Internet and use that information to provide measurement services and target ads. You can opt-out of this information tracking using a web browser that supports a "Do Not Track" functionality.		
			CHILDREN UNDER 13 YEARS OF AGE
		This Site is not intended for children under 13 years of age. We do not knowingly collect personal information from children under 13 years of age. All dependent data needed for benefits enrollment is customarily provided by the employee/guardian and kept secure as indicated in this policy.
			CALIFORNIA PRIVACY RIGHTS
		Under California Civil Code 1798, California residents with an established business relationship can request information about sharing their personal information with third parties for the third parties’ direct marketing purposes. If you are a California resident and would like more information, please contact your service provider.
			
									California consumer privicy act (CCPA)
					
			Parties with Whom Information May Be Shared
		
		Information is shared to facilitate the Services needed in order to properly and efficiently handle duties related to your account.
			WE MAY SHARE INFORMATION WITH:
		Government agencies to fulfill legal, reporting, and regulatory requirements.Attorneys, accountants, and auditors.Credit reporting agencies to supply vendor references on client’s behalf.Our employees, affiliated companies, subsidiaries, agents, and third-party service vendors to perform Services related to your account, to offer additional Services, perform analysis to determine qualification to receive future services, or collect amounts due.Banking and brokerage firms to complete payroll processing and securities transactions.Credit bureaus and similar organizations, law enforcement, or government officials. We reserve the right to release information if we are required to do so by law or if, in our business judgment, such disclosure is reasonably necessary to comply with legal process, in a fraud investigation, an audit, or examination.		
			How to Access and Correct Your Information
		
		Keeping your information accurate and up-to-date is very important. You can review or correct your account information by contacting a customer service representative. If you have an account at the Site, you can make changes to your account information after you log in to the Site from your PC or wireless device and use the online tools. Note that some information changes may be done by or have to be done through your employer.
			Changes to This Privacy Statement
		
		This policy may be revised from time to time due to legislative changes, changes in technology or our privacy practices, or new uses of customer information not previously disclosed in this policy. Revisions are effective upon posting and your continued use of this Site will indicate your acceptance of those changes. Please refer to this policy regularly.If you have any comments, concerns, or questions about this Privacy Policy, please contact your service provider.Effective date: March 21, 2019

### old privacy policy

Namely Privacy Policy		
		This Privacy Policy (the “Privacy Policy”) describes how Namely, Inc and its subsidiaries and affiliates (“Namely,” “We,” “Our,” or “Us”) collects, uses, secures, and discloses your personal information, which includes any information which is available to Us and may reasonably be used to identify you, or as defined pursuant to the applicable statutory or regulatory definition under the European Union General Data Protection Regulation of 2016 (“GDPR”), the UK Data Protection Act of 2018 (as amended and also known as the UK General Data Protection Act (“UK GDPR”), and the California Consumer Protection Act (“CCPA”), as detailed further herein (“Personal Information”), and what choices you have with respect to that information.Namely is committed to protecting you and your Personal Information. Our commitment to privacy has not changed, but our ability to serve our clients has improved after our recent merger with Vensure Employer Services and PrismHR. Updates in this latest version of the Privacy Policy reflect that expansion and also recent changes in applicable data protection laws.		
			This Privacy Policy Covers the Following Topics:
		
		Applicability of this Privacy PolicyInformation We Collect and Receive About You and How We Use ItInformation You or Your Employer Provide to UsOther InformationHow, and With Whom, Your Information Is SharedData RetentionData SecurityData Privacy in the European Union and the United KingdomInternational Transfer of Personal Information: Privacy Shield and Contractual TermsRights with regard to Your Personal InformationGDPR Data Representative in the European Union and the United KingdomMarketingCalifornia Data PrivacyChanges to this Privacy PolicyContacting Namely If You Have Questions or Concerns		
			Applicability of this Privacy Policy
		
		This Privacy Policy describes the policies and procedures of Namely located principally at 195 Broadway, New York, NY 10007 on the collection, use, access, correction, and disclosure of your Personal Information on namely.com (the “Site”), Our mobile applications: Namely and Namely Time Mobile (together, the “Platform”), and the services you may purchase or receive from Namely, including but not limited to Payroll, Benefits Administration, and Managed Services (the “Services”). This Privacy Policy additionally covers any of your Personal Information which is provided to Us and which is used in connection with the marketing of the Platform, Services, features or content by Namely, its subcontractors or Subprocessors (as defined below), Service Providers (as defined below), and third parties. This Privacy Policy also describes the choices available to you regarding the use of, your access to, and your rights in relation to your Personal Information, generally, and pursuant to applicable regulations for certain European Union (“EU”), United Kingdom (“UK”), and California residents.This Privacy Policy does not apply to any third party applications or software that can be accessed from the Site, Platform, or the Services, such as applicant tracking systems, social media websites or partner websites (“Third-Party Services”).Where applicable, a separate agreement may govern the delivery, access, and use of the Platform, Services and Mobile Apps (the “Client Agreement”), including the processing of Personal Information and data submitted through employer-based accounts (“Clients”). The Client that entered into the Client Agreement with Namely may authorize Us to collect, process, and store your Personal Information and associated Client data. If you have any questions about specific Platform settings or what information Namely has been authorized by Client to process on your behalf, you may contact Namely at the contact information in this notice or your Client administrator for the Platform and/or Services applicable to you and the collection of your Personal Information.		
			Information We Collect and Receive About You and How We Use It
		
		We generally collect and process the following types of Personal Information:
			Information You or Your Employer Provide Us:
		
		Account-Related Personal Information. When using the Site, Platform, or Services, you or your employer may choose to provide Us with certain Personal Information, such as your name, profile photograph, employment details, email address, phone number, and other contact information. While provision of much of your Personal Information is mandatory for use of the Platform and Services, certain Personal Information collected for account-related purposes is elective and you or your employer may choose to provide or not at your discretion. Any account-related Personal Information you or your employer provide is used to: (i) provide login information to the Platform as well as to carry out Platform processing functions and the Services Namely has been contracted to provide by your employer; (ii) communicate with you by responding to your requests, comments and questions; (iii) improve the Site; and (iv) perform various account functions provided by Namely. The GDPR and UK GDPR legal basis for processing this information is: (a) the legitimate interest in communicating with you and improving the Site; and (b) the contractual obligation to perform the Services.Information Related to Data Collected on behalf of Clients to provide the Services. When providing access to the Platform or providing certain Services, Namely collects information under the direction of its Clients. The Client Agreement may govern the delivery, access, and use of the Platform and Services, including the processing of Personal Information and data submitted through Client accounts. The Client (e.g., your employer) controls their Platform instance and any associated Client data as described in the Agreement between Namely and Client. If you have any questions about specific Platform settings, the processing of Personal Information in the Platform, or its privacy practices, please contact your employer’s Client Administrator. Client data will be used by Namely in accordance with the Client’s instructions, the applicable terms in the Client Agreement, the Client’s election of various Platform and Services functionalities, this Privacy Policy, and as required by applicable law. In such cases, Namely acts as the data processor of Client data at the direction of the Client, who acts as the data controller. The GDPR and UK GDPR legal basis for processing this information is: (a) the legitimate interest in communicating with you and improving Our Site, Platform, and Services; and (b) the contractual obligation to provide access to the Platform and certain Services.Contact Information When you express an interest in obtaining additional information about the Site, Platform, or Services, Namely may ask you to provide your personal contact information, such as your name, email address, and phone number. This information is used to communicate with you by responding to your requests, comments, and questions. The GDPR and UK GDPR legal basis for processing this information is the legitimate interest in communicating with you and answering your questions.Device Information. When using the Platform, We may request access to your device’s camera and photo storage. This allows you to take and upload pictures and such access would only be used in ways you choose. You may at any time revoke access at the device level. We do not access your device’s camera and photo storage without your permission. We use mobile analytics software to allow Us to better understand the functionality of the Platform on your phone or computer. This software may record information such as how often you use the application, the events that occur within the application, aggregated usage, performance data, and where the application was downloaded from. We do not link the information We store within the analytics software to any Personal Information you submit within the Platform. When you download or access the Platform, We automatically collect your device information such as operating system version, type, hardware usage statistics, etc. The GDPR and UK GDPR legal basis for processing this information is the contractual obligation to your employer to provide access to the Platform and to perform certain Services.Location Information. We do not ask you for, access, or track any location based information from your mobile device at any time while downloading or using the Platform except as described in this Privacy Policy. However, if you are using the Namely Time Mobile App, your employer may enable location tracking technology for time-keeping purposes. The GDPR and UK GDPR legal basis for processing this information is the contractual obligation to your employer to provide access to the Platform and to perform certain Services.Log Data. As is true of most websites and platforms, We gather certain information automatically when you visit the Site or access the Platform. This information may include Internet protocol (IP) addresses, browser type, Internet service provider (ISP), referring/exit pages, the files viewed on Our Site (e.g., HTML pages, graphics, etc.), operating system, date/time stamp, and/or clickstream data to analyze trends in the aggregate and administer the site. The GDPR and UK GDPR legal basis for processing this information is the legitimate interest in improving the relevance of the Site, the Platform, and performing certain Services.Tracking Technologies. Namely and its partners may use cookies or similar technologies to analyze trends, administer the Site, track users’ movements around the Site, and to gather demographic information about Our user base as a whole. You can control the use of cookies at the individual browser level or as provided in this Privacy Policy, but if you choose to disable cookies, it may limit your use of certain features or functions on the Site or Platform, or Our ability to perform certain Services. We partner with third parties to either display advertising on the Site or to manage Our advertising on other sites. Our third-party partners may use technologies such as cookies to gather information about your activities on the Site or Platform and other sites in order to provide you with advertising based upon your browsing activities and interests.If you wish to not have this information used for the purpose of serving you interest-based ads, you may opt-out by clicking here (or if you are located in the EU or the UK, by clicking here). Please note this does not opt you out of being served ads. You will continue to receive generic ads. The GDPR and UK GDPR legal basis for processing this information is the legitimate interest in improving the relevance of the Site and the Platform.		
			Other Information:
		
		Social Media Features. The Site and Platform may include social media features, such as the “Like” button and certain widgets, the “Share This” button or interactive mini-programs that run on the Site or Platform. These features may collect your IP address, which page you are visiting on the Site or Platform, and may set a cookie to enable the feature to function properly. Social media features and widgets are either hosted by a third party or hosted directly on the Site or the Platform. Your interactions with these features are governed by the privacy policy of the company providing such service.Single Sign-On. You can log in to the Platform using sign-in services such as Log in With Google or an Open ID provider. These services will authenticate your identity and provide you the option to share certain Personal Information with Us such as your name and email address to pre-populate Our sign-up form.Blog, Testimonials, and Referrals. The Site offers publicly accessible blogs or community forums. You should be aware that any information you elect to provide in these areas (including comments) may be read, collected, and used by others who access them. We display personal testimonials of satisfied customers on the Site in addition to other endorsements. With your consent, We may post your testimonial along with your name. In addition to your other rights, if you wish to update or delete your testimonial, you can contact Us at privacy@namely.com. If you choose to use Our referral service to tell a friend about the Site, We will ask you for your friend’s name and email address. You must have the consent of your friend before using this service. We will automatically send your friend a one-time email inviting them to visit the Site. Namely stores this information for the sole purpose of sending this one-time email and tracking the success of Our referral program In addition to their other rights, your friend may contact Us at privacy@namely.com to request that We remove this information from our database. The GDPR and UK GDPR legal basis for processing this information is your consent.		
			How, and With Whom, Your Information Is Shared
		
		Third-Party Services.At times, you may be able to access other Third-Party Services through the Site or accessing Third-Party Services via the Platform. Namely is not responsible for the privacy policies and/or practices of these Third-Party Services, and you or your employer acting as a Namely Client are responsible for reading and understanding those Third-Party Services’ privacy policies. Your or your employer’s purchase of such Third-Party Services shall serve as consent to Namely’s use and collection of your information pursuant to the Third-Party’s applicable privacy policy.Information Shared with Our Subprocessors.We employ and contract with individuals and other entities that perform certain tasks on Our behalf. These individuals and entities may in some instances collect your data on Our behalf and pursuant to their contractual obligations with Us and in accordance with Our established privacy and security standards (collectively, “Subprocessors”). Our subprocessors include, but are not limited to email service providers, data storage providers, and other services that support the Site, Platform and certain Services provided to you or your employer. We may need to share Personal Information with Our Subprocessors in order to provide the Site, access to the Platform, or the Services to you. Unless We tell you differently, Our Subprocessors do not have any right to use Personal Information or other information We share with them beyond what is necessary to assist Us in the provision of Services on your or your employer’s behalf. Transfers of your data to Subprocessors are carried out pursuant to subprocessor agreements between Namely and each Subprocessor. A list of Namely Subprocessors that process Personal Information of individuals located in the EU, the UK, and Switzerland may be found here and may be updated from time to time at our discretion and, where applicable, pursuant to a processing agreement between Namely and your employer.Information Shared with Our Service Providers.We may share your information with entities with which Namely has contracted to provide certain services to Us (“Service Providers”) on your or your employer’s behalf. These Service Providers are authorized to use your Personal Information only as necessary to provide the contracted services to Namely, and in furtherance of such services, and may not collect, sell, retain or use your Personal Information except in such context. These services may include, but are not limited to the provision of: (i) email services to send marketing communications; (ii) mapping services; (iii) customer service or support; and (iv) verification of your income and employment.Information Disclosed Pursuant to Business Transfers.In some cases, We may choose to buy or sell assets. In these types of transactions, user information is typically one of the transferred business assets. Moreover, if We, or substantially all of Our assets, are acquired, or if We go out of business or enter bankruptcy, user information would be one of the assets that may be transferred or acquired by a third party. You acknowledge that such transfers may occur, and that any acquirer of Us or Our assets may continue to use your Personal Information as set forth in this Privacy Policy.Information Disclosed for Our Protection and the Protection of Others.In certain situations, We may be required to disclose Personal Information in response to lawful requests by public authorities, including to meet national security or law enforcement requirements. We also reserve the right to access, read, preserve, and disclose any information as We reasonably believe is necessary to: (i) satisfy any applicable law, regulation, legal process or governmental request; (ii) enforce this Privacy Policy, including investigation of potential violations hereof; (iii) detect, prevent, or otherwise address fraud, security, or technical issues; (iv) respond to user support requests; or (v) protect Our rights, property, or safety. This includes exchanging information with other companies and organizations for fraud protection and spam/malware prevention.We require all Third Parties, Subprocessors, Service Providers and subcontractors to respect the security of your Personal Information and to treat it in accordance with applicable laws. We do not allow Subprocessors and subcontractors to use your Personal Information for their own purposes and only permit them to process your Personal Information for specified purposes in accordance with Our instructions or the provision of services on Namely’s behalf, and strictly as detailed herein.Unless We otherwise have your consent or a legitimate legal basis for doing so, We will only share your Personal Information in the ways that are described in this Privacy Policy.		
			Data Retention
		
		Subject to applicable law or regulation, in certain cases, We will retain your Personal Information and the Personal Information We process on your or your employer’s behalf for as long as your account is active or as needed to provide you or your employer’s access to the Platform or to perform certain Services in accordance with Namely data retention policies, and as necessary to comply with Our legal obligations, resolve disputes, and enforce Our agreements. In certain cases, and as detailed further herein, you may request removal of your Personal Information by contacting privacy@namely.com. In order to determine whether or not we are required to retain your Personal Information, your right to removal of your Personal Information is subject to applicable law or regulation, and may be further subject to Namely’s obligation on behalf of your employer who authorized the collection of your Personal Information to provide access to the Platform or to provide certain Services.
			Data Security
		
		The security of your Personal Information and Our Clients’ information is important to Us. We put in place appropriate technical and organizational measures to ensure your Personal Information is kept secure and protected from unauthorized access, use, disclosure, alteration or destruction, in accordance with applicable laws and regulations. When you enter sensitive information (such as login credentials), We encrypt the transmission of that information using Transport Layer Security (TLS). We follow generally accepted standards to protect the Personal Information submitted to Us, both during transmission and once We receive it. When We share your Personal Information with Subprocessors, Service Providers, subcontractors or other Third Parties, We base our selection on said partners having adequate safeguards in place as detailed herein and that meet Our data protection standards. We ensure their compliance with such standards and incorporate contractual provisions ensuring compliance with: (i) such standards; and (ii) applicable data privacy laws and regulations.If you have any questions about security on the Site, the Platform, or in Our provision of Services, you can contact Us at privacy@namely.com.		
			Data Privacy in the European Union and the United Kingdom
		
			International Transfer of Personal Information: Privacy Shield, and Contractual Terms
		
		Certain EU and UK residents have additional privacy rights as provided in the GDPR or the UK GDPR. For such residents, We will collect, process, and store your Personal Information strictly in accordance with the applicable GDPR regulation. The GDPR further governs the transfer of subject personal information from certain countries outside of the EU, while the UK GDPR governs the transfer of subject Personal Information from the UK to jurisdictions outside of the UK, including the US. Namely is based in the US, the Site and Platform servers are hosted in the US, and many of Namely’s suppliers and Subprocessors are also based in the US or otherwise outside of the EU and the UK. In providing your Personal Information to Namely, your Personal Information will be sent to the US (or otherwise outside of the EU or the UK). In such cases, Namely will transfer such data in accordance with the GDPR or the UK GDPR and the following transfer mechanisms:European Union Model Clauses. At your employer’s request, Namely shall enter into European Union Model Contractual Clauses, also known as Standard Contractual Clauses, to meet the adequacy, privacy, and security requirements for organizations that operate in the EU or the UK, and other international transfers of Personal Information (as provided in the Agreement between Namely and Client).The EU-US and Swiss-US Privacy Shield Frameworks as designed by the US Department of Commerce, and the European Commission and Swiss Administration, respectively, to provide subject-organization with a mechanism to comply with data protection requirements when transferring Personal Information from the European Union and Switzerland to the United States in support of transatlantic commerce.Namely complies with the EU - US Privacy Shield Framework, and the Swiss - US Privacy Shield as set forth by the US Department of Commerce regarding the collection, use, and retention of personal information transferred from the EU, UK, and Switzerland to the United States in reliance on the applicable Privacy Shield Framework. Namely has certified to the Department of Commerce that it adheres to the Privacy Shield Principles with respect to such information. If there is any conflict between the terms in this Privacy Policy and the Privacy Shield Principles, the Privacy Shield Principles shall govern.Namely continues to participate in and remains certified in its compliance with the EU-US Privacy Shield Framework and the Swiss-US Privacy Shield Framework. Although this framework as implemented in 2018 was invalidated by the Court of Justice of the EU (“CJEU”) in July 2020 and the Swiss Federal Data Protection and Information Commissioner (“FDPIC”) in September 2020, We will continue to maintain Privacy Shield certification. We will rely, where applicable and as instructed by your employer, on the Standard Contractual Clauses, and secondarily, and only as may be permitted by applicable law, on the Privacy Shield as Our transfer mechanism for EU - US, UK - US, and Swiss - US data transfers. Should you or your employer wish to understand which transfer mechanism applies to the transfer of the Personal Information collected on behalf of your organization by Namely, please contact Us at privacy@namely.com. In certain situations, We may be required to disclose Personal Information in response to lawful requests by public authorities, including to meet national security or law enforcement requirements. To address the CJEU decision of July 2020 as it relates to state authority to access Personal Information by law enforcement agencies, Namely has adopted the following law enforcement policy.Namely is responsible for the processing of Personal Information it receives, under each Privacy Shield Framework, and subsequently transfers to a third party acting as an agent on its behalf. Namely complies with the Privacy Shield Principles for all onward transfers of Personal Information from the EU, the UK, and Switzerland, including the onward transfer liability provisions.With respect to Personal Information received or transferred pursuant to the Privacy Shield Frameworks, Namely is subject to the regulatory enforcement powers of the US Federal Trade Commission. To learn more about the Privacy Shield Frameworks and their adequacy, and to view Our certification, visit the US Department of Commerce’s Privacy Shield List.If you have an unresolved privacy or data use concern that We have not addressed satisfactorily, please contact Our US-based third party dispute resolution provider (free of charge) at https://feedback-form.truste.com/watchdog/request.Under certain conditions, more fully described on the Privacy Shield Website https://www.privacyshield.gov/article?id=How-to-Submit-a-Complaint, you may be entitled to invoke binding arbitration when other dispute resolution procedures have been exhausted.		
			Rights with Regard to Your Personal Information
		
		In addition to the lawful transfer, processing and storage of your Personal Information, the GDPR gives certain individuals residing in the EU, the UK, or Switzerland additional rights over Our use of your Personal Information. Namely respects your control over your information and, in the event that you have provided Personal Information to Us in your use of the Site, We will, in consultation with your employer provide you with information about whether We hold any of your Personal Information as We detail below. If you are located in the EU, UK, or Swiss citizen or national, you may access, correct, or request deletion of your Personal Information by contacting Us at privacy@namely.com. We will respond to your request within a reasonable timeframe, and subject to applicable law or regulation.As a preliminary matter, when providing access to the Platform or in Our provision of certain Services to you or your employer and/or when collecting your Personal Information at the direction and instruction of your employer in order to provide access to the Platform or in Our provision of certain Services, Namely may have no direct relationship with the individuals whose Personal Information is provided to Namely through the Platform and/or the provision of Services. If you seek access to, seek to correct, amend, object to the processing or profiling of, or to delete your Personal Information in the Platform, you should first direct your query to your employer’s HR department to understand if the collection of your Personal Information is required by your employer to be processed by Us in providing you or your employer access to the Platform or the provision of certain Services. If your query is directed to Us, in certain cases, Namely may direct your subject access rights request to your employer for further instructions as to whether Namely may carry out such request.If located in the EU, the UK, or Switzerland, you have the following rights regarding your Personal Information We control:Right of Access.You can request details of your Personal Information We hold. In coordination with your employer, We will confirm whether We are processing your Personal Information and We will disclose additional information including the types of Personal Information, the sources it originated from, the purpose and legal basis for the processing, the expected retention period and the safeguards regarding data transfers, subject to the limitations set out in applicable laws and regulations. Where applicable We will provide you free of charge with a copy of your Personal Information but We may charge you a fee to cover Our administrative costs if you request further copies of the same information.Right of correction.At your request, and in coordination with your employer, We will correct incomplete or inaccurate parts of your Personal Information, although We may need to verify the accuracy of the new information you provide to Us.Right to be forgotten.At your request, and in coordination with your employer, We will delete your Personal Information if:it is no longer necessary for Us to retain your Personal Information;you withdraw the consent which formed the legal basis for the processing of your Personal Information;you object to the processing of your Personal Information (see below) and there are no overriding legitimate grounds for such processing;the Personal Information was processed illegally;the Personal Information must be deleted for Us to comply with Our legal obligations.We will decline your request for deletion if processing of your Personal Information is necessary: (i) for Us to comply with Our legal obligations; (ii) for the establishment, exercise or defense of legal claims; (iii) for the performance of a task in the public interest; or (iv) we are directed by your employer to continue to use your Personal Information to provide access to the Platform or to perform certain Services on your or your employer’s behalf.Right to restrict processing.At your request, and in coordination with your employer, We will restrict the processing of your Personal Information if:you dispute the accuracy of your Personal Information;your Personal Information was processed illegally and you request a limitation on processing rather than the deletion of your Personal Information;We no longer need to process your Personal Information, but you need your Personal Information in connection with the establishment, exercise or defense of a legal claim; oryou object to the processing of your Personal Information (see below) pending verification as to whether an overriding legitimate ground for such processing exists.We may continue to store your Personal Information to the extent required to ensure that your request to restrict processing is respected in the future.Right to data portability.At your request, and in coordination with your employer, We will provide you free of charge with your Personal Information in a structured, commonly used and machine readable format, if:you provided Us with your Personal Information;the processing of your Personal Information is required for the performance of a contract; orthe processing is carried out by automated means.Right to object.Where We rely on Our legitimate interests (or that of a third party) to process your Personal Information, you have the right to object to this processing on grounds relating to your particular situation if you feel it impacts on your fundamental rights and freedoms. We will coordinate with your employer to comply with your request unless We have compelling legitimate grounds for the processing which override your rights and freedoms, or where the processing is in connection with the establishment, exercise or defense of legal claims. We will always comply with your objection to processing your Personal Information for direct marketing purposes.Right not to be subject to decisions based solely on automated processing.You will not be subject to decisions with a legal or similarly significant effect (including profiling) that are based solely on the automated processing of your Personal Information, unless you have given Us your explicit consent or where they are necessary for the performance of a contract with Us and at the direction of your employer.Right to withdraw consentYou have the right to withdraw any consent you may have previously given Us at any time. In order to exercise your rights in this section We may ask you for certain identifying information to ensure the security of your Personal Information. To request to exercise any of the above rights, please contact Us at privacy@namely.com. We will, in coordination with your employer, respond to your request within 30 days or provide you with reasons for the delay.Usually, We will not charge you any fees in connection with the exercise of your rights. If your request is manifestly unfounded or excessive, for example, because of its repetitive character, We may charge a reasonable fee, taking into account the administrative costs of dealing with your request. If We refuse your request We will, in coordination with your employer, notify you of the relevant reasons.In so far as practicable, We will notify your employer and third parties to whom We have disclosed your Personal Information with any correction, deletion, and/or restriction to the processing of your Personal Information. Please note that We cannot guarantee your employer or other third parties will comply with your requests and We encourage you to contact them directly.Please note that if you decide to exercise some or all of your rights, We may be unable to perform the actions necessary to achieve the purposes set out above or you may not be able to use or take full advantage of the Site, Platform, and Services.If you are not satisfied with Our response, you have the right to complain or seek advice from a supervisory authority and/or bring a claim against Us in any court of competent jurisdiction.		
			GDPR Data Representative in the European Union and the United Kingdom
		
			Marketing		
		VeraSafe has been appointed as Our representative in the European Union for data protection matters relating to Personal Information of persons located in the EU, pursuant to Article 27 of the GDPR and Article 27 of the UK GDPR. VeraSafe can be contacted only on matters related to the processing of Personal Information of persons located in the EU or the UK as provided below. To make such an inquiry, please contact VeraSafe using this contact form:EU: https://www.verasafe.com/privacy-services/contact-article-27-representativeAlternatively, VeraSafe can be contacted at, for individuals residing in the EU:VeraSafe Ireland Ltd Unit 3D North Point House North Point Business Park New Mallow Road Cork T23AT2P IrelandAlternatively, VeraSafe may be contact at, for individuals residing in the UK:VeraSafe United Kingdom Ltd. 37 Albert Embankment London SE1 7TL United KingdomNamely uses your contact information to send marketing communications from Us, such as communications relating to promotions. You may opt out of receiving such communications at any time by using the “Unsubscribe” link found in such emails, or by emailing Us at privacy@namely.com. In the context of Us providing you marketing, We may analyze your preferences to make sure the information We provide you is relevant.
			California Data Privacy
		
		California residents have certain privacy rights as specified under California law, including the California Consumer Privacy Act of 2018 (“CCPA”) and the California Privacy Rights Act (“CPRA”). This portion of the Privacy Policy applies solely to residents of California and applies to our processing of Personal Information that identifies, relates to, describes, is reasonably capable of being associated with or could reasonably be linked, directly or indirectly, with a California consumer on his or her household (“California Personal Information”).Namely collects various categories of California Personal Information when you or your employer use the Namely Platform or Services, including location information, log data, tracking information, and personal information related to your employment. Namely may use your California Personal Information for permitted business purposes, such as providing services requested by you or your employer, improving our product, protecting the rights, property or safety of Namely, our Clients or others, and responding to law enforcement requests. A more detailed description of the information Namely collects or shares, or has collected or shared in the past twelve months, and how We use it is provided above in the sections entitled:Information We Collect and Receive About You and How We Use It, Other Information, and How, and With Whom, Your Information Is Shared. In the preceding twelve months, Namely collected the following categories of California Personal Information:CategoryExamplesCollected ? (Y/N)A. IdentifiersA real name, alias, postal address, unique personal identifier, online identifier, Internet Protocol address, email address, account name, social security number, driver’s license number, passport number, or other similar identifiers.YB. Personal Information as defined in Cal. Civ. Code § 1798.80(e)A name, signature, social security number, physical characteristics or description, address, telephone number, passport number, driver’s license or state identification card number, insurance policy number, education, employment, employment history, bank account number, credit card number, debit card number, or any other financial information, medical information, or health insurance information (see Cal. Civ. Code § 1798.80(e)).YC. Protected ClassificationCharacteristics of protected classifications under California or federal law (i.e., age (40 years or older), race, color, ancestry, national origin, citizenship, religion or creed, marital status, medical condition, physical or mental disability, sex (including gender, gender identity, gender expression, pregnancy or childbirth and related medical conditions), sexual orientation, veteran or military status, genetic information (including familial genetic information).YD. Commercial InformationRecords of personal property, products or services purchased, obtained, or considered, or other purchasing or consuming histories or tendencies.NE. Biometric InformationGenetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a template or other identifier or identifying information, such as, fingerprints, faceprints, and voiceprints, iris or retina scans, keystroke, gait, or other physical patterns, and sleep, health, or exercise data.NF. Internet or other similar activityBrowsing history, search history, and information regarding a consumer’s interaction with an Internet Web site, application, or advertisement.YG. Geolocation DataPhysical location or movements.NH. Sensory DataAudio, electronic, visual, thermal, olfactory, or similar informationNI. Professional or employment related informationCurrent or past job history or performance evaluations.YJ. Non-public education informationEducation records directly related to a student maintained by an educational institution or party acting on its behalf, such as grades, transcripts, class lists, student schedules, student identification codes, student financial information, or student disciplinary records.NK. Inferences drawn from other PIProfile about a consumer reflecting the consumer’s preferences, characteristics, psychological trends, predispositions, behavior, attitudes, intelligence, abilities, and aptitudes.YL. Sensitive Personal InformationSocial Security Number, Driver’s License Number, State ID or Passport Number; Racial or ethnic origin, religious or philosophical belief, or union membershipNamely may disclose your California Personal Information to Third Parties, Subprocessors, Service Providers and subcontractors for a business purpose. In the preceding twelve months, Namely has disclosed California Personal Information in categories A, B, C, F, I, K and L to these Third Parties, Subprocessors, Service Providers and subcontractors. In the preceding twelve months, Namely has not sold or shared any California Personal Information.Your Rights and Choices. California privacy laws provide California consumers with specific rights regarding their California Personal Information. This section describes your rights under those laws and explains how to exercise those rights.Right of Access to Specific Information and Data Portability Rights. You have the right to request that We disclose certain information to you about our collection and use of your personal information over the past twelve months. Once We receive and confirm your verifiable consumer request (see “Exercising Your California Consumer Privacy” section below), We will disclose to you:The categories of California Personal Information We collected about you.The categories of sources from which We collect the California Personal Information about you.Our business or commercial purpose for collecting, selling, or sharing that California Personal Information.The categories of third parties to whom We disclose that California Personal Information.The specific pieces of California Personal Information We collected about you (also called a data portability request).To the extent a business sells or shares California Personal Information, a consumer shall have the right to request the business to identify, during the past 12 months: (1) categories of Personal Information that the business sold or shared, and (2) categories of Personal Information disclosed for business purpose and each category of recipient. The sale or sharing California Personal Information as defined under the California Privacy Laws is not applicable to how We collect or use your Personal Information. However, We have described this right as it is a core part of your rights as a California consumer.Right to Deletion. You have the right to request that We delete any of your California Personal Information that We collected from you and retained, subject to certain exceptions and as permitted under the California Privacy Laws. Once We receive and confirm your verifiable consumer request (see “Exercising Your California Consumer Privacy” section below), We will delete (and direct our service providers to delete) your California Personal Information from our records, unless an exception applies.Right to Opt-out of “Sale” and Certain “Sharing” Practices: You have the right to opt-out of certain data sharing practices with third parties, who may use your California Personal Information solely for their own purposes. Your right to opt-out is limited to information We “sell” or “share” to these third parties. “Sell” in this case does not mean providing data in exchange for money – we don’t do that.  “Sell” or “sharing” instead means the disclosure or release of Personal Information, including technical device data that does not identify you directly but can be attributed back to identify you, when a third party might use that data for its own purposes, such as for personalized advertising or cross-context behavioral advertising, whether or not for monetary or other valuable consideration. You may opt out by using the contact information set out in the section “Exercising Your California Consumer Privacy Rights” below.If you are sixteen (16) years of age or older, you have the right to direct us to not sell your California Personal Information at any time (the “right to opt-out”). Our business, as a business-to-business provider, is targeted to business professionals. Therefore, We do not knowingly collect or sell the California Personal Information of consumers We actually know are less than sixteen (16) years of age. Consumers who opt-in to California Personal Information sales may opt out of future sales at any time.Right to Correct. You have the right to correct inaccurate Personal. Our goal is to keep your Personal Information accurate, current and complete. If you believe your Personal Information is not accurate (other than Personal Information stored in your account that you may modify at any time), you may submit a request by using the contact information set out in the section “Exercising Your California Consumer Privacy Rights” below.Right to Limit Use and Disclosure of Sensitive Personal Information. In cases where We collect “sensitive personal information” as defined under California Privacy Laws, you have a right to limit the use of sensitive personal information to uses necessary to perform services or provide goods reasonably expected by an average consumer.Right to Non-Discrimination. Namely will not discriminate against you for exercising any of your CCPA rights. To this end, unless permitted by the CCPA, Namely will not:Deny you access to the Namely Platform or Services;Charge you a different price or rate for the Platform or Services, including the granting of discounts or other incentives;Provide a different or downgraded Platform or Service;Suggest that you may receive a different price or rate for the Namely Platform or its Services or a different or downgraded Platform or Service;Exercising Your California Consumer Privacy Rights. To exercise your rights under the CCPA please submit a verifiable consumer request to Namely by either calling Namely at 1-855-626-3591 by or emailing us at privacy@namely.com. Only you, or a person registered with the California Secretary of State that you authorize to act on your behalf may make a verifiable consumer request related to your Personal Information. You may only make a verifiable consumer request for access to your data twice within a twelve (12) month period. Your verifiable consumer request must:Be made by a natural person;Provide sufficient information to allow Namely to reasonably verify your identity and that you are the person about whom we collected Personal Information, or you are an authorized representative;Describe your request with sufficient detail that allows Namely to properly understand, evaluate, and respond to your request.In certain cases, Namely collects and processes Personal Information on you at the contractual obligation of your employer. In order to respond to a verified request, Namely may be required to provide notice to your employer of your request, and to follow your employer’s instructions as they relate to carrying out your request. Namely cannot respond to your request or provide you with Personal Information if we cannot verify your identity or authority to make the request and confirm that the Personal Information relates to you. Making a verifiable request does not require you to create an account, but we may ask you to verify your request by logging into your account if you have one. We will only use Personal Information provided by a verifiable consumer request to verify the requestor’s identity or authority to make the request.		
			Changes to this Privacy Policy
		
		Namely may amend this Privacy Policy from time to time to reflect changes to applicable laws and regulations or other requirements applicable to us, changes in technology, or changes to Our information practices. Our use of Personal Information We collect is subject to the Privacy Policy in effect at the time such information is used. If We make material changes in the way We collect or use information, We will notify you by posting an announcement on Our Site or in the Platform, or by sending you an email prior to the changes becoming effective.
			Contacting Namely If You Have Questions or Concerns
		
		If you have any questions or concerns regarding this Privacy Policy, please send Us a detailed message to privacy@namely.com or at Our mailing address at 195 Broadway, 15th Floor, New York, NY 10007. We will make every effort to resolve your concerns. You may also raise any concerns or complaints with your local Data Protection Authority.Effective Date: December 20, 2022.

### Namely Comparition - Template

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### How can Namely help your Business? - Accordion Template

HR							
								Everything you need in one, intuitive place:Automated employee onboardingCompliance database and supportTalent and performance managementReporting on key HR metricsPayroll and benefits integrationLearn More about hr
								Benefits							
								Make benefits enrollment and management a breeze:Simple plan configurationIntuitive benefits enrollment wizardOpen enrollment dashboardUnified benefits and payroll dataLearn More about Benefits Administration
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								Takes the stress out of payroll processing and have confidence in your results:Fully integrated platform for guaranteed accuracyComplete payroll tax servicesSeamless and accessible time tracking and reportingDelivered best-practice time & payroll reportsLearn More about Payroll & Time
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								Connect, engage, and develop your workforce:A company social feed for announcements and recognitionRobust recruiting tools from job posting to applicant tracking and offer lettersConfigurable performance management templatesContinued competency and goal alignment and trackingLearn More about Talent Management
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								Mitigate risk with a single source of truth for your compliance needs:Up-to-date comprehensive compliance libraryUnlimited access to expert HR advisorsLearning management with 300+ delivered coursesOSHA logs and reportingAnonymous employee reporting toolLearn More about Compliance
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								Drive your people strategies with data-driven decisions:A comprehensive visual hub of HR insightsDelivered dashboards for diversity, attrition, time, and morePoint-in-time reporting on key HR metricsIntuitive ad-hoc report builderLearn More about hr analytics
								Managed Payroll							
								Let Namely take on the burden of payroll processing:Dedicated payroll consultant and system configurationsBaseline payroll audits and an accuracy guaranteeTax registration services and tax notice assistancePayroll data entry and importsLearn More about Managed Payroll
								Managed Benefits							
								Offer amazing employee benefits while simplifying the way you run your program:Expert, personalized employee benefits consultingBenefits brokerage services with plans from top carriersBenefits open enrollment configuration and administrationBest-in-class underwriting supportLearn More about Managed Benefits

### Resources/Library - Archive 2024

Namely HR Library & Resources		
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### Base Template - Library

Your 2024 HR Calendar
		
		Whether it's April Fool's Day or the W-2 deadline, never miss a key date.		
			
							
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		From special occasions like “National Coffee Day” to important IRS deadlines, we're here to help you stay ahead of all the key dates HR professionals need to know.Use Namely's 2024 HR calendar to keep tabs on:Key IRS and Affordable Care Act reporting deadlinesNational initiatives like Employee Appreciation Day to incorporate into your company events calendarTiming for critical initiatives to support your employee benefits calendar, like planning for open enrollmentFederal and bank holidaysAnd more!Looking for more ways to get ahead? Check out the Namely blog for creative ideas to bring holidays and celebration months to life, and learn what to do when payroll falls on a holiday or weekend!

### Webinars - Single Template

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### Platform Tour Pop Up

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### State Wage and Tax Rates - Single Template

Federal Wage and Tax Rates for 2024		
			State Payroll Tax Rates & Minimum Wage for 2024		
		Find detailed information on essential aspects of Namely vs Zenefits’s payroll tax rates, including minimum wage, state income tax rates, and important unemployment insurance information.Let this page be your go-to resource for Namely vs Zenefits's wage and tax rate details.Ready to streamline state payroll taxes for your business? Connect with us and simplify payroll.		
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		Select State...AlabamaAlaskaArizonaArkansasCaliforniaColoradoConnecticutDelawareDistrict of ColumbiaFloridaGeorgiaHawaiiIdahoIllinoisIndianaIowaKansasKentuckyLouisianaMaineMarylandMassachusettsMichiganMinnesotaMississippiMissouriMontanaNebraskaNevadaNew HampshireNew JerseyNew MexicoNew YorkNorth CarolinaNorth DakotaOhioOklahomaOregonPennsylvaniaRhode IslandSouth CarolinaSouth DakotaTennesseeTexasUtahVermontVirginiaWashingtonWest VirginiaWisconsinWyoming		
								Minimum Wage Rates Explained							
								Since 1938, the United States has had a federally-mandated minimum wage—currently $7.25 per hour. Some states and cities, however, have their own, higher minimums that employers are required to follow.The rates for regular and tipped employees are on the right. Keep in mind that your specific city may have a higher minimum wage in place.Note that “maximum tip credit” refers to the difference between the regular and tipped minimum wages. If an employee’s hourly tips fall under this amount, the employer may be required to compensate them. State laws on this vary.
								Income Taxes Explained							
								If you live in the U.S., there’s a good chance you don’t just pay federal income taxes—over forty states impose income taxes on individuals as well. On top of those state taxes, many city governments levy their own.The way income taxes are calculated vary widely from state to state. Some have a single rate that applies to all taxable income, but most have multiple rates and brackets. Supplement this guide by visiting your state’s tax or finance website.
								Unemployment Insurance Explained							
								Unemployment Insurance is funded jointly through both federal and state payroll taxes. State unemployment insurance (SUI) rates vary from employer to employer. Keep in mind that your state labor department should mail your business’s specific rate to you each year.Note that some states allow businesses to make a voluntary contribution to their unemployment tax account in order to reduce their rate the following year.You can find a rundown of state-by-state rates and maximums on the right.
			
		
													
							Minimum Wage						
																				
							Minimum Wage (tipped employees)							
																				
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		The details provided on this page about Wyoming’s payroll tax rates and minimum wage are for informational purposes only and do not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.		
								Minimum Wage Rates Explained							
								Since 1938, the United States has had a federally-mandated minimum wage—currently $7.25 per hour. Some states and cities, however, have their own, higher minimums that employers are required to follow.The rates for regular and tipped employees are on the right. Keep in mind that your specific city may have a higher minimum wage in place.Note that “maximum tip credit” refers to the difference between the regular and tipped minimum wages. If an employee’s hourly tips fall under this amount, the employer may be required to compensate them. State laws on this vary.
								Income Taxes Explained							
								If you live in the U.S., there’s a good chance you don’t just pay federal income taxes—over forty states impose income taxes on individuals as well. On top of those state taxes, many city governments levy their own.The way income taxes are calculated vary widely from state to state. Some have a single rate that applies to all taxable income, but most have multiple rates and brackets. Supplement this guide by visiting your state’s tax or finance website.
								Unemployment Insurance Explained							
								Unemployment Insurance is funded jointly through both federal and state payroll taxes. State unemployment insurance (SUI) rates vary from employer to employer. Keep in mind that your state labor department should mail your business’s specific rate to you each year.Note that some states allow businesses to make a voluntary contribution to their unemployment tax account in order to reduce their rate the following year.You can find a rundown of state-by-state rates and maximums on the right.

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### SpeakHer Mind Template

SpeakHer Mind
		
			A Community of Accomplices Promoting Gender Equality in the Workplace		
		Uniting around a common purpose, the SpeakHer MindTM program amplifies voices that share practical and positive steps each of us can take to deliberately build the workplace environments that empower women to achieve their potential.SpeakHer Mind was born out of Namely’s WomenIN Employee Resource Group. The mission of WomenIN is to cultivate a community of women and advocates that seek to empower one another, provide resources to the women of Namely to aid in their professional and personal development, and educate those on the challenges affecting women.		
			
						Watch the Series
					
																														
			Upcoming Events		
		Stay tuned for more Namely events! In the meantime, check out some of our resources for HR leaders		
																
															
			See Namely in action at our monthly Product Webinar		
			
							
						Register Now
					
																
															
			See a quick video on how Namely can help transform your benefits experience		
			
							
						Watch Now
					
																
															
			Learn what your benefits are actually costing you in our free guide		
			
							
						Download Now
					
			Alumni		
		SpeakHer Mind events are powerful talks where inspiring speakers share actionable insights and micro-actins that can be applied to improve diversity, empower others, and create more inclusive workplace environments.SpeakHer Mind alumni include:		
																														
			Pamela Thomas-Graham		
		Founder & CEO, Dandelion Chandelier		
																														
			Sarah Franklin		
		President & CMO at Salesforce		
																														
			Gabrielle Toledano		
		COO, Keystone Strategy		
																														
			Leyla Seka		
		Partner, Operator Collective		
																														
			Mallun Yen		
		Founder and Partner, Operator Collective		
																														
			Amy Roy		
		Chief People Officer, Namely		
																														
			Pat Wadors		
		Chief Talent Officer & CHRO at Procore Technologies		
																														
			Lourdes Lane		
		Musician & Founder, SuperYOU FUNdation		
																														
			Luvvie Ajayi		
		Founder & CEO, Dandelion Chandelier		
																														
			Elizabeth  Nyamayaro		
		Senior Advisor, UN Under-Secretary-General; Global Head, HeForShe		
																														
			Jennifer Aaker		
		Stanford Professor and Author		
																														
			Azure Antoinette		
		Poet and Entrepreneur		
																														
			Andy Cunningham		
		Founder and President of Cunningham Collective		
																														
			Ana  DuarteMcCarthy		
		Former CDO, Citi Director, Forte Foundation		
																														
			Adam  Grant		
		NYT Bestseller and Wharton Professor		
																														
			Yasmeen Hassan		
		Global Executive Director, Equality Now		
																														
			Gina Muñoz		
		Chair, Trevor Project		
																														
			Jeff  Richards
		
		Managing Partner, GGV Capital		
																														
			Elisa Steele		
		Chair, Namely Board of Directors		
																														
			Lisa Stone		
		CSO, Ellevest		
																														
			Paula Tolliver		
		CIO, Intel		
			Watch a Recent Talk		
		https://www.youtube.com/watch?v=VJu3ZH_wrew		
			Watch more talks from this series.		
			“”		
		If there are doors you open for men, but not for women, you are perpetuating inequality in the workplace.Adam GrantNYT Bestseller and Wharton Professor		
			“”		
		We don’t have time to be passive. It is time to move forward and move forward boldly.Azure AntoinettePoet and Entrepreneur		
			“”		
		It’s not happening fast enough, and we need to keep pushing, but I do believe the small things are starting to add up.Jeff RichardsManaging Partner, GGV Capital

### Search Results



### Phase Entries / Steps Blue 2 - Template

STEP 1
		Schedule a call to learn more about our payroll platform and Managed Payroll services		
			
						Schedule Now
					
  
			STEP 2
		Implement our all-in-one modern HR technology coupled with our enhanced payroll service.		
			STEP 3
		Rest easy knowing your people will be paid correctly and on time‑backed by our accuracy guarantee

### Phases Entries / Steps - Template

Phase 1		
			Select Namely as your technology and benefits brokerage partner
		
    
			Phase 2		
			Work with an expert Benefits Consultant to build a personalized benefits strategy
		
		Share your short- and long-term goalsWe find the best-fit offerings for your needsWe negotiate with carriers on your behalf		
  
			Phase 3		
			Leverage year-round dedicated support
		
		We provide market overview and compliance updatesWe offer an assessment of plan utilization and carrier renewalsWe take on all benefit system configuration and maintenance		
  
			Phase 4		
			Provide an intuitive and informed open enrollment experience
		
		We create custom open enrollment materials and communications for employeesWe provide you with a modern, integrated, and free benefits platformWe ensure accurate data flow to your insurance carriers		
  
			Phase 5		
			Relax and relish in the top talent you attract and retain with a world-class benefits strategy
		
			
						Request a Call

### Admin Experience - List Tab

Intuitive & Integrated Platform					
				
									
						Gain access to modern and intuitive benefits technology that is seamlessly integrated with HR and payroll.
					
								
				
						Platform Configuration & Administration					
				
									
						Streamline open enrollment and manage ongoing changes with configuration and administration support from our advisors.
					
								
				
						Employee Communications					
				
									
						We provide a custom benefits guide, benefits surveys, enrollment meetings, and more.
					
								
				
						Proprietary Modern Benefits Options					
				
									
						Compile creative plans with additional benefits options like student loan reimbursement, parental leave, and much more.
					
								
				
						Benefits Benchmarking Insights					
				
									
						Gain insights to understand how your benefits compare to companies similar to you.

### Benefits Services - List Tab

Curation of World-Class Benefits					
				
									
						Stay competitive with a benefits package that attracts and retains top talent.
					
								
				
						Best-in-Class Underwriting Support					
				
									
						We provide underwriting support, financial budgeting, claim forecasting, and financial rate analysis.
					
								
				
						Unlimited Expert Consulting					
				
									
						Benefits Advisors with years of industry experience are here to help whenever you need it.
					
				
								
				
					
						Compliance Resources					
				
									
						We will help to keep you compliant with ACA, COBRA, ERISA IRS, and any applicable state laws.
					
								
				
						Cost-Saving Options					
				
									
						Whether you’re looking to keep or enhance your current plan, we will provide cost-saving options from top carriers.
					
								
				
						Billing & Invoice Reconciliation					
				
									
						Up to 15% of all carrier invoices are incorrect. Gain access to preferred pricing for Namely to help ensure you are not overpaying.
					
								
				
						Unlimited & Prioritized Carrier Feeds					
				
									
						With Managed Benefits, we handle the transfer of data from Namely to your carriers.

### Benefits - Table

BenefitsNamely NowNamely Plus
								Site Per EIN (paid for)	
✓✓Namely Assigned Team Member	
✓✓Standard Data Imports	
✓✓Client Benefits Set Up	
✓✓Custom Enrollment Language	
Ø✓Plan Documents Uploaded	
Ø✓Included Carrier Feeds	
22Open Enrollment Configuration (add’l cost)	
✓✓Custom Life Event Setup	
✓✓

### Payroll - Table

PayrollNamely NowNamely Plus
								Site Per EIN (paid for)	
✓✓Namely Assigned Team Member	
✓✓Standard Data Imports	
✓✓Tax Set Up	
✓✓Standard Deductions	
✓✓Custom Deductions	
Ø15Namely Best Practice Workflows	
✓✓Standard Earnings	
✓✓Custom Earnings	
Ø15Parallel Processing	
✓✓Workers Comp Code Assistance	
Ø✓

### HR - Table

HRNamely NowNamely Plus
								Custom HRIS Domain	✓✓Mobile Access	✓✓Namely Assigned Team Member	
✓✓Standard Data Imports	
✓✓Custom Fields	
520Namely Best Practice Onboarding Template	
✓✓Custom Onboarding Templates	
Ø10Namely Best Practice Workflows	
✓✓Custom Workflows	
Ø✓Namely Best Practice Perfomance Template	
✓✓Custom Perfomance Templates	
Ø10Time Off Plans Build	
✓✓2 Years – Standard US Holidays	
✓✓Custom Holiday Plans	
Ø10

### Steps with Z line - Template

1					Chat With Us		Schedule a call with our team to discuss your unique needs and how Namely can help you work smarter, adapt quickly to change and plan for the future. 								2					Check Out Our Tech		Based on our discussions, we will present a personalized walk through of our HCM platform to demonstrate how Namely can meet your needs now and in the future. 								3					Experience a Smooth Transition		Employing proven best practices, the Namely implementation team will guide you through implementation and data migration every step of the way.								4					Enjoy Working Smarter		Your entire organization will reap the benefits of having a single platform to handle the administrative functions necessary when building a world-class, empowered workforce!

### Elementor Loop Item #3017

View Webinar

### Included Personalizations - Tab

Included Personalizations
		
		We know there is power in personalization. Namely is easily configurable during and after implementation. We will get you started by building out your unique time off plans, benefits plans, employee data, and more.

### Delivered Best Practices - Tab

Delivered Best Practices
		
		Leverage our robust industry and system best practices to simplify how you manage your people operations and optimize the platform. From delivered workflows to performance templates, you are given a solid foundation from the start.

### Clearly Defined Process - Tab

Clearly Defined Process
		
		Sometimes it’s better to not reinvent the wheel — and implementation is one of those times. We take the guesswork out of “What happens next?” with our clear 5-step process to kick off, initiate, configure, validate, and deploy your platform.

### Data Migration Assistance - Tab

Data Migration Assistance		
		Take the stress out of data collection and migration. Work with a dedicated Migration Consultant who will gather and transfer your current data to Namely.

### Client box with video

INDUSTRY
E-learning, Online Education		
			SIZE
125 employees		
			ABOUT CONTINUED		
		continued, a division of LaCalle Group, strives to provide a variety of licensed professionals with an exceptional learning experience that enhances their lives and careers. From speech-language pathology to physical therapy and social work, continued offers a wide variety of high-quality online courses taught by industry-leading experts.		
			continued is a fully remote company that has 125 employees located across the United States.		
					
			For the past 3 years in a row, continued has been recognized as a Great Place to Work Certified™ company and was listed at #13 in Fortune’s Best Workplaces for Women™ 2020.		
			continued prides itself on having a warm, family-friendly culture. One of continued’s core values is “Collaborate & Support Always”—which employees exemplify by genuinely caring for one another and the people they serve.
		
		https://www.youtube.com/watch?v=G2CjU4FVG1w

### Clients template multi-image

HR CASE STUDY		
			How Harmless Harvest Rallies Employees Around Its Mission		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											EVALUATION
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Food & Beverage		
			LOCATION
San Francisco, CA		
			SIZE
350 Employees		
			ABOUT HARMLESS HARVEST		
		Harmless Harvest is a food and beverage company that envisions a world where nutritious, clean, organic and healthy food and beverages are the standard rather than the exception; where all people involved in creating the product are treated with fairness; and the planet is treated harmlessly.		
			Founded in 2009		
					
			Harmless is the first beverage company to obtain the Fair for Life certification, ensuring that every person in the “chain of custody” is treated fairly		
			Named one of the 25 Most Innovative Consumer Brands by CircleUp25 and the Top Coconut Water by Thrillist		
																														
																														
																														
																														
					
			MEET THE TEAM		
			Jona Xhama, HR Manager		
		“I am an HR professional with over 9 years of experience. I’ve held HR positions with the health care and biotech industries and have a mixture of experience in recruiting, project management, process improvement, and technology implementation. I’m a passionate professional with an MBA from the University of Massachusetts - Boston and SHRM-SCP certification.”		
																														
			Sarah Stafford, Senior HR Generalist		
		“I graduated from the University of Delaware and am currently in my final semester of the MBA program at Bentley University. Prior to Affinivax, I spent 5 and a half years with another Boston-based start-up company. Then in April of 2021, I joined Affinivax as the Senior HR Generalist.”		
																														
			AFFINIVAX’S CHALLENGES		
			“We needed a streamlined solution that would be easy for both our HR team and employees to use.”		
		Before implementing Namely, Affinivax didn’t have an HR system in place.“At the time, we were only using Excel spreadsheets,” Jona explained, “Which meant most of our days were bogged down by time consuming, manual processes. Even making simple changes, like updating an employee’s address, would take 30 minutes. As we started to grow quickly, we realized that we needed a more efficient, modern solution.”		
			AFFINIVAX'S WISHLIST:		
						
				
					 A Single Source of Truth 
			
			
						
							Not having a centralized HR solution made it difficult for Affinivax to keep track of employee data and run reports.“We didn’t have a single source of truth,” Jona stated. “This made reporting very challenging because we had to sift through a lot of different spreadsheets just to find simple information. We needed an all-in-one HR system that would enable us to have a standardized way of keeping track of data. Storing all of it in one location would not only make reporting a lot easier for our HR team, but also for our Finance and Accounting teams who constantly ask us for information.”						
					
						
				
					 A User-Friendly Interface 
			
			
						
							When looking at solutions, Affinivax searched for an intuitive HRIS that employees would actually want to use.“Since we didn’t have an HR platform before, it was really important for us to find one that employees would adopt easily,” Jona expressed. “We needed a system that had a user-friendly and clean interface so that our entire company could transition to it smoothly.”						
					
						
				
					 Customizable Performance Reviews 
			
			
						
							When it came to performance reviews, Affinivax wanted to be able to build them from the ground up.“We looked at a few HR systems that didn’t have customizable performance review templates,” Jona mentioned. “We needed an HRIS that would let us customize the whole process.”						
					
						
				
					 An Integrated Compliance Solution 
			
			
						
							In addition to streamlining all things HR, Affinivax wanted a solution that would also help the company stay compliant.“Like all HR professionals, compliance is a top priority for us,” Jona noted. “We needed an integrated solution that would help us stay compliant with federal and state regulations.”						
					
		Not having a centralized HR solution made it difficult for Affinivax to keep track of employee data and run reports.“We didn’t have a single source of truth,” Jona stated. “This made reporting very challenging because we had to sift through a lot of different spreadsheets just to find simple information. We needed an all-in-one HR system that would enable us to have a standardized way of keeping track of data. Storing all of it in one location would not only make reporting a lot easier for our HR team, but also for our Finance and Accounting teams who constantly ask us for information.”When looking at solutions, Affinivax searched for an intuitive HRIS that employees would actually want to use.“Since we didn’t have an HR platform before, it was really important for us to find one that employees would adopt easily,” Jona expressed. “We needed a system that had a user-friendly and clean interface so that our entire company could transition to it smoothly.”When it came to performance reviews, Affinivax wanted to be able to build them from the ground up.“We looked at a few HR systems that didn’t have customizable performance review templates,” Jona mentioned. “We needed an HRIS that would let us customize the whole process.”In addition to streamlining all things HR, Affinivax wanted a solution that would also help the company stay compliant.“Like all HR professionals, compliance is a top priority for us,” Jona noted. “We needed an integrated solution that would help us stay compliant with federal and state regulations.”		
			THE IMPLEMENTATION		
			The Smooth Transition to Namely		
		“I truly can’t say enough good things about our implementation,” Jona expressed. “Namely’s Implementation Team was organized from the start and made it such a stellar experience.Since we didn’t have an HR system beforehand, our data was all over the place and needed a lot of cleanup. This made us a bit nervous at first because we weren’t sure how it was all going to flow over to Namely. Thankfully, our Implementation Consultant did an amazing job helping us transfer our data over and guided us every step of the way. Throughout the entire process, Namely’s Implementation Team was always willing to hop on calls and answer our questions. We couldn’t have had a better experience.”		
			See how you can check all the boxes with Namely. Request a call today.		
			THE SOLUTION		
			The ROI of Using Namely		
			From its automated onboarding process to its intuitive reporting capabilities, Namely has modernized HR at Affinivax.		
					
																														
			Streamlined HR Processes		
							Since Affinivax didn’t have an all-in-one system previously, Namely has streamlined its HR processes.“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR,” Sarah explained. “It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”						
																														
			Simplified Onboarding		
							With Namely’s onboarding solution, Affinivax’s HR team can set new hires up before they even walk in the door.“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one,” Sarah shared. “Now, it’s so much easier for our team to get new hires ready.We’ve also heard nothing but positive feedback from them. Since Namely is so intuitive, they learn how to use the system quickly and rarely have questions once they’re onboarded. New hires find Namely’s company org chart to be super helpful in particular because they can look at it and see who’s on what team—especially if they’re working remotely and not meeting coworkers in person.”						
																														
			Automated PTO Tracking 		
							Before implementing Namely, Affinivax’s HR team was manually tracking PTO requests.“Namely has simplified PTO tracking for both our employees and HR team,” Sarah stated. “Now, employees can easily submit requests for vacation time, sick time, or whatever it may be. They can also see how much PTO they’ve accrued on their employee profiles.From an HR perspective, we can pull reports on PTO in Namely. This is especially useful when we work with our Finance team because they need to be aware of that data as well. Overall, Namely’s PTO tracking has been extremely helpful to our entire company.”						
																														
			Customizable Reporting		
							In addition to running reports on PTO, Affinivax uses Namely to analyze important HR data.“With Namely’s intuitive and customizable reporting capabilities, we’re able to look at data at a high level,” Sarah explained. “This helps us make strategic business decisions because we have access to any type of report that we need. We’ve also been able to give our Finance team access to certain reports, so they can go into Namely and pull data themselves.”						
																														
			Centralized Resources		
							Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”						
							
							
																														
			Streamlined HR Processes		
		Since Affinivax didn’t have an all-in-one system previously, Namely has streamlined its HR processes.“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR,” Sarah explained. “It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”		
																														
			Simplified Onboarding		
		With Namely’s onboarding solution, Affinivax’s HR team can set new hires up before they even walk in the door.“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one,” Sarah shared. “Now, it’s so much easier for our team to get new hires ready.We’ve also heard nothing but positive feedback from them. Since Namely is so intuitive, they learn how to use the system quickly and rarely have questions once they’re onboarded. New hires find Namely’s company org chart to be super helpful in particular because they can look at it and see who’s on what team—especially if they’re working remotely and not meeting coworkers in person.”		
																														
			Automated PTO Tracking 		
		Before implementing Namely, Affinivax’s HR team was manually tracking PTO requests.“Namely has simplified PTO tracking for both our employees and HR team,” Sarah stated. “Now, employees can easily submit requests for vacation time, sick time, or whatever it may be. They can also see how much PTO they’ve accrued on their employee profiles.From an HR perspective, we can pull reports on PTO in Namely. This is especially useful when we work with our Finance team because they need to be aware of that data as well. Overall, Namely’s PTO tracking has been extremely helpful to our entire company.”		
																														
			Customizable Reporting		
		In addition to running reports on PTO, Affinivax uses Namely to analyze important HR data.“With Namely’s intuitive and customizable reporting capabilities, we’re able to look at data at a high level,” Sarah explained. “This helps us make strategic business decisions because we have access to any type of report that we need. We’ve also been able to give our Finance team access to certain reports, so they can go into Namely and pull data themselves.”		
																														
			Centralized Resources		
		Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”		
			“From its service team to the Help Community, Namely’s customer support is extremely reliable.”		
			EXCEPTIONAL CUSTOMER SUPPORT		
		“I think what impresses me the most about Namely is the customer support we’ve received,” Sarah explained. “Namely has a really extensive Help Community that consists of articles and step by step guides on literally everything you can do within the system. If there’s something that I haven’t done before or have a question about, I can easily find what I’m looking for in the Help Community 9 out of 10 times.If for whatever reason I can’t find the help I need, I can also submit a support ticket in the Help Community. Everyone on Namely’s service team is super responsive, and I typically hear back from them either later that day or within 24 hours.”“Since implementation, we honestly haven’t even needed much support because the system is so intuitive,” Jona elaborated. “And as Sarah mentioned, when we do need assistance, there are a ton of resources within the Help Community that will help us get the information we need. In my opinion, customer service is key, and Namely’s team has provided us with great support since day one.”		
																														
			ADVICE		
			“Overall, Namely saves me about 10 hours per week.”		
			CONSIDERING NAMELY?
HERE’S WHAT JONA AND SARAH HAVE TO SAY:		
		“When looking for a new HR solution, find one that is tailored to your company size and enables you to have control over your data and processes,” Jona advised. “There are some larger systems out there that weren’t as customizable as we wanted. After looking at 5 other solutions, we knew Namely was the best fit for our company.”“Also look at your current processes and find an HR solution that will automate them,” Sarah added. “The right HRIS will make them easier and more seamless for you and your team. As an HR admin, I couldn’t imagine not having Namely.”		
			Namely helped Affinivax simplify and modernize HR. Ready to see how it can streamline HR at your company? Take a platform tour today.		
			
						REQUEST A CALL

### Clients template new

HR CASE STUDY		
			How Affinivax Simplified & Automated HR With Namely		
					
							
											
											INTRO
											
									
								
											
											HR CHALLENGES
											
									
								
											
											NEW ADMIN PACKAGE
											
									
								
											
											SOLUTION
											
									
								
											
											ADVICE
											
									
						
			INDUSTRY
Biopharmaceuticals		
			LOCATION
Cambridge, MA		
			SIZE
130+ employees		
			ABOUT AFFINIVAX		
		Affinivax is a clinical stage biopharmaceutical company with a next-generation vaccine technology platform for vaccines and immunotherapies called the Multiple Antigen Presentation System (MAPS™). Affinivax believes that MAPS™ is a significant step forward in vaccine technology, creating novel preventive and therapeutic vaccines targeting resistant infectious and other immune-mediated diseases.		
			Affinivax is headquartered in Cambridge, MA and has employees located in NJ and NH.		
					
			This year, Affinivax received an award from CARB-X, a global non-profit organization, to develop a MAPS™ vaccine targeting Staphylococcus aureus bacterial infections. The award will substantially fund all development activities for the MAPS™ vaccine program and commits funding up to $22 million with the successful achievement of future manufacturing, preclinical, and clinical development milestones.		
			Affinivax prides itself on having a collaborative and passionate workforce. Affinivax’s employees work together with a common vision of improving global health and making a difference.		
																														
																														
					
			MEET THE TEAM		
			Jona Xhama, HR Manager		
		“I am an HR professional with over 9 years of experience. I’ve held HR positions with the health care and biotech industries and have a mixture of experience in recruiting, project management, process improvement, and technology implementation. I’m a passionate professional with an MBA from the University of Massachusetts - Boston and SHRM-SCP certification.”		
																														
			Sarah Stafford, Senior HR Generalist		
		“I graduated from the University of Delaware and am currently in my final semester of the MBA program at Bentley University. Prior to Affinivax, I spent 5 and a half years with another Boston-based start-up company. Then in April of 2021, I joined Affinivax as the Senior HR Generalist.”		
																														
			AFFINIVAX’S CHALLENGES		
			“We needed a streamlined solution that would be easy for both our HR team and employees to use.”		
		Before implementing Namely, Affinivax didn’t have an HR system in place.“At the time, we were only using Excel spreadsheets,” Jona explained, “Which meant most of our days were bogged down by time consuming, manual processes. Even making simple changes, like updating an employee’s address, would take 30 minutes. As we started to grow quickly, we realized that we needed a more efficient, modern solution.”		
			AFFINIVAX'S WISHLIST:		
						
				
					 A Single Source of Truth 
			
			
						
							Not having a centralized HR solution made it difficult for Affinivax to keep track of employee data and run reports.“We didn’t have a single source of truth,” Jona stated. “This made reporting very challenging because we had to sift through a lot of different spreadsheets just to find simple information. We needed an all-in-one HR system that would enable us to have a standardized way of keeping track of data. Storing all of it in one location would not only make reporting a lot easier for our HR team, but also for our Finance and Accounting teams who constantly ask us for information.”						
					
						
				
					 A User-Friendly Interface 
			
			
						
							When looking at solutions, Affinivax searched for an intuitive HRIS that employees would actually want to use.“Since we didn’t have an HR platform before, it was really important for us to find one that employees would adopt easily,” Jona expressed. “We needed a system that had a user-friendly and clean interface so that our entire company could transition to it smoothly.”						
					
						
				
					 Customizable Performance Reviews 
			
			
						
							When it came to performance reviews, Affinivax wanted to be able to build them from the ground up.“We looked at a few HR systems that didn’t have customizable performance review templates,” Jona mentioned. “We needed an HRIS that would let us customize the whole process.”						
					
						
				
					 An Integrated Compliance Solution 
			
			
						
							In addition to streamlining all things HR, Affinivax wanted a solution that would also help the company stay compliant.“Like all HR professionals, compliance is a top priority for us,” Jona noted. “We needed an integrated solution that would help us stay compliant with federal and state regulations.”						
					
		Not having a centralized HR solution made it difficult for Affinivax to keep track of employee data and run reports.“We didn’t have a single source of truth,” Jona stated. “This made reporting very challenging because we had to sift through a lot of different spreadsheets just to find simple information. We needed an all-in-one HR system that would enable us to have a standardized way of keeping track of data. Storing all of it in one location would not only make reporting a lot easier for our HR team, but also for our Finance and Accounting teams who constantly ask us for information.”When looking at solutions, Affinivax searched for an intuitive HRIS that employees would actually want to use.“Since we didn’t have an HR platform before, it was really important for us to find one that employees would adopt easily,” Jona expressed. “We needed a system that had a user-friendly and clean interface so that our entire company could transition to it smoothly.”When it came to performance reviews, Affinivax wanted to be able to build them from the ground up.“We looked at a few HR systems that didn’t have customizable performance review templates,” Jona mentioned. “We needed an HRIS that would let us customize the whole process.”In addition to streamlining all things HR, Affinivax wanted a solution that would also help the company stay compliant.“Like all HR professionals, compliance is a top priority for us,” Jona noted. “We needed an integrated solution that would help us stay compliant with federal and state regulations.”		
			THE IMPLEMENTATION		
			The Smooth Transition to Namely		
		“I truly can’t say enough good things about our implementation,” Jona expressed. “Namely’s Implementation Team was organized from the start and made it such a stellar experience.Since we didn’t have an HR system beforehand, our data was all over the place and needed a lot of cleanup. This made us a bit nervous at first because we weren’t sure how it was all going to flow over to Namely. Thankfully, our Implementation Consultant did an amazing job helping us transfer our data over and guided us every step of the way. Throughout the entire process, Namely’s Implementation Team was always willing to hop on calls and answer our questions. We couldn’t have had a better experience.”		
			See how you can check all the boxes with Namely. Request a call today.		
			THE SOLUTION		
			The ROI of Using Namely		
			From its automated onboarding process to its intuitive reporting capabilities, Namely has modernized HR at Affinivax.		
					
																														
			Streamlined HR Processes		
							Since Affinivax didn’t have an all-in-one system previously, Namely has streamlined its HR processes.“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR,” Sarah explained. “It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”						
																														
			Simplified Onboarding		
							With Namely’s onboarding solution, Affinivax’s HR team can set new hires up before they even walk in the door.“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one,” Sarah shared. “Now, it’s so much easier for our team to get new hires ready.We’ve also heard nothing but positive feedback from them. Since Namely is so intuitive, they learn how to use the system quickly and rarely have questions once they’re onboarded. New hires find Namely’s company org chart to be super helpful in particular because they can look at it and see who’s on what team—especially if they’re working remotely and not meeting coworkers in person.”						
																														
			Automated PTO Tracking 		
							Before implementing Namely, Affinivax’s HR team was manually tracking PTO requests.“Namely has simplified PTO tracking for both our employees and HR team,” Sarah stated. “Now, employees can easily submit requests for vacation time, sick time, or whatever it may be. They can also see how much PTO they’ve accrued on their employee profiles.From an HR perspective, we can pull reports on PTO in Namely. This is especially useful when we work with our Finance team because they need to be aware of that data as well. Overall, Namely’s PTO tracking has been extremely helpful to our entire company.”						
																														
			Customizable Reporting		
							In addition to running reports on PTO, Affinivax uses Namely to analyze important HR data.“With Namely’s intuitive and customizable reporting capabilities, we’re able to look at data at a high level,” Sarah explained. “This helps us make strategic business decisions because we have access to any type of report that we need. We’ve also been able to give our Finance team access to certain reports, so they can go into Namely and pull data themselves.”						
																														
			Centralized Resources		
							Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”						
							
							
																														
			Streamlined HR Processes		
		Since Affinivax didn’t have an all-in-one system previously, Namely has streamlined its HR processes.“From storing company resources to running open enrollment, Namely is our one-stop-shop for all things HR,” Sarah explained. “It’s so helpful that our team can do everything we need to do within one system. We can also customize everything in the platform, whether it’s configuring our performance reviews or adding a new field to an employee’s profile. From an end-user standpoint, our employees can easily navigate the system and find everything on their own, too.”		
																														
			Simplified Onboarding		
		With Namely’s onboarding solution, Affinivax’s HR team can set new hires up before they even walk in the door.“Namely has enabled us to go from a very manual onboarding process to a streamlined, paperless one,” Sarah shared. “Now, it’s so much easier for our team to get new hires ready.We’ve also heard nothing but positive feedback from them. Since Namely is so intuitive, they learn how to use the system quickly and rarely have questions once they’re onboarded. New hires find Namely’s company org chart to be super helpful in particular because they can look at it and see who’s on what team—especially if they’re working remotely and not meeting coworkers in person.”		
																														
			Automated PTO Tracking 		
		Before implementing Namely, Affinivax’s HR team was manually tracking PTO requests.“Namely has simplified PTO tracking for both our employees and HR team,” Sarah stated. “Now, employees can easily submit requests for vacation time, sick time, or whatever it may be. They can also see how much PTO they’ve accrued on their employee profiles.From an HR perspective, we can pull reports on PTO in Namely. This is especially useful when we work with our Finance team because they need to be aware of that data as well. Overall, Namely’s PTO tracking has been extremely helpful to our entire company.”		
																														
			Customizable Reporting		
		In addition to running reports on PTO, Affinivax uses Namely to analyze important HR data.“With Namely’s intuitive and customizable reporting capabilities, we’re able to look at data at a high level,” Sarah explained. “This helps us make strategic business decisions because we have access to any type of report that we need. We’ve also been able to give our Finance team access to certain reports, so they can go into Namely and pull data themselves.”		
																														
			Centralized Resources		
		Through Namely’s Resources section, Affinivax’s HR team can keep employees informed.“In Namely, we can store all of our company resources and easily share them with our employees,” Sarah stated. “This has been especially helpful during the pandemic because we’ve changed our COVID-19 policy several times. Whenever we did, we could easily update our paperless policy within the system. Since Namely is our single source of truth, employees knew that the policy stored in the platform was always up to date—which has helped them feel safer when going into the office.”		
			“From its service team to the Help Community, Namely’s customer support is extremely reliable.”		
			EXCEPTIONAL CUSTOMER SUPPORT		
		“I think what impresses me the most about Namely is the customer support we’ve received,” Sarah explained. “Namely has a really extensive Help Community that consists of articles and step by step guides on literally everything you can do within the system. If there’s something that I haven’t done before or have a question about, I can easily find what I’m looking for in the Help Community 9 out of 10 times.If for whatever reason I can’t find the help I need, I can also submit a support ticket in the Help Community. Everyone on Namely’s service team is super responsive, and I typically hear back from them either later that day or within 24 hours.”“Since implementation, we honestly haven’t even needed much support because the system is so intuitive,” Jona elaborated. “And as Sarah mentioned, when we do need assistance, there are a ton of resources within the Help Community that will help us get the information we need. In my opinion, customer service is key, and Namely’s team has provided us with great support since day one.”		
																														
			ADVICE		
			“Overall, Namely saves me about 10 hours per week.”		
			CONSIDERING NAMELY?
HERE’S WHAT JONA AND SARAH HAVE TO SAY:		
		“When looking for a new HR solution, find one that is tailored to your company size and enables you to have control over your data and processes,” Jona advised. “There are some larger systems out there that weren’t as customizable as we wanted. After looking at 5 other solutions, we knew Namely was the best fit for our company.”“Also look at your current processes and find an HR solution that will automate them,” Sarah added. “The right HRIS will make them easier and more seamless for you and your team. As an HR admin, I couldn’t imagine not having Namely.”		
			Namely helped Affinivax simplify and modernize HR. Ready to see how it can streamline HR at your company? Take a platform tour today.		
			
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## Resources

### Your Step-by-Step Guide to Choosing the Right HCM Platform

Your Step-by-Step Guide to Choosing the Right HCM Platform		Evaluating HR software can feel overwhelming, especially when you’re balancing daily tasks with long-term planning. From early research to final rollout, this guide helps you navigate every phase of the HCM technology buying journey with clarity and confidence.			Download Now					 																												Whether you’re upgrading from manual processes, switching from disconnected tools, or want better support, our Guide is designed to make the HCM technology buying process easier.What’s Inside:Signs it’s time to upgrade your HR techWhat modern HCM platforms should includeGuidance on how to research, evaluate, and compare vendorsTips for getting internal buy-in and building your business case Bonus materials to check out:HCM Glossary —commonly used terms you should know to get through your searchStep-by-Step Buying Timeline —a clear roadmap for your evaluation process, from internal alignment to go-live.Evaluation Checklist —use this checklist to assess functionality, implementation, support and more.Vendor Scorecard —a scorecard to help you rate and rank your top payroll software providers. If you’re ready to spend less time juggling systems and more time supporting your people, this guide is for you.Download the HCM Buyer’s Guide and move forward with confidence.

### Close the Gap Between Employee Expectations and Reality

Close the Gap Between Employee Expectations and Reality		Employee experience (EX) is no longer a “nice to have”—it’s a business-critical strategy. With turnover costs soaring, stress levels climbing, and employee expectations shifting faster than ever, HR leaders must rethink how you support your people.Our new guide, Inside the Employee Mind: What Really Matters, combines research-driven insights with practical strategies to help you create a workplace where employees feel seen, supported, and inspired to stay.			Download the
Guide					 																															Deliver an EX that Drives Retention and Productivity		Employee expectations are changing fast, and employee engagement is declining equally as fast. Pay and perks aren’t enough; employees want purpose, growth, flexibility, and authentic support. HR leaders who adapt can boost engagement, reduce turnover, and build stronger cultures.This quick-read guide gives you:Research-backed insights on what employees value mostThe biggest gaps between HR’s intentions and employee realityPractical strategies to strengthen EX without overburdening HRDownload our guide today and start building stronger, more resilient teams.

### Streamline Year-End Payroll with Our Expert Checklist

Streamline Year-End Payroll with Our Expert Checklist		
		Simplify your year-end payroll process with Namely’s expert-designed checklist. Packed with actionable tips and step-by-step recommendations, this resource helps you tackle critical payroll tasks with ease and accuracy to ensure nothing gets missed. Ensure compliance, prepare accurate W-2s, and manage year-end adjustments efficiently—all while saving time and reducing stress. 		
			Download Year-End Checklist		
			 		
																										
			What’s Inside?		
		Namely’s Year-End Payroll Checklist includes:Employee & Employer Data Verification: Confirm critical details like Social Security numbers, addresses, and retirement plan contributions.Compliance Assurance: Ensure accurate W-2s, 1099s, and state unemployment insurance filings.Special Tasks: Manage bonus payrolls, adjustments, and any special year-end procedures with confidence.Tax Withholding Reviews: Double-check key withholdings for Social Security, Medicare, and other state-specific taxes.Finish the year strong with everything you need to process payroll accurately and efficiently. Download your free checklist today!

### Practical Advice for Leading HR Through Uncertain & Unpredictable Times

HR is at the center of it all—balancing business demands, employee expectations, and constant change. Since the COVID pandemic in 2020, HR has been tested like never before: post-pandemic disruptions, shifting employee expectations, new compliance requirements, AI adoption, budget constraints, and workforce burnout. In this on-demand session, industry leaders share practical strategies to regain balance and lead with confidence. Scroll down to access the recording, and when you are ready, give us a call and learn about the solutions and services Namely offers to help you move from operational to strategic – an essential shift to centering the HR pendulum.

### Simplify Year-End HR Tasks with Our Comprehensive Checklist

Simplify Year-End HR Tasks with Our Comprehensive Checklist		
		Close out the year with confidence using Namely’s Year-End HR Checklist. This comprehensive guide is designed to help HR teams streamline their tasks, meet compliance requirements, and prepare for a successful new year.From performance reviews to benefits renewals, this checklist ensures you won’t miss a step.		
			Download Year-End Checklist		
			 		
																										
			What’s Inside?		
		Namely’s Year-End HR Checklist includes:Compliance Reminders: Review labor laws, update policies, and verify required posters for the new year.Performance Management: Complete year-end reviews, recognize top performers, and set goals for the year ahead.Benefits Administration: Finalize benefit plans, review PTO balances, and confirm FSA/HSA updates.Payroll Prep: Reconcile payroll records, process bonuses, and establish a new payroll schedule.HR Calendar Planning: Share holiday schedules, ACA deadlines, and key reporting dates with your team.Take the guesswork out of year-end HR. Download your free checklist today and get ready to start the new year strong!

### The Comprehensive Payroll Buyer’s Handbook

Your Guide to Choosing the Right Payroll Platform		From compliance confidence to employee experience, this guide walks you through what to look for, what to ask, and how to evaluate payroll software systems and providers.			Download Now					 																												Processing payroll is more than issuing paychecks. For today’s HR and finance teams, it’s about staying compliant, minimizing errors, and improving the employee experience, all while scaling efficiently.Whether you're switching from spreadsheets, a legacy system, or a PEO, choosing the right payroll platform can feel overwhelming. That’s where our Payroll Buyer’s Guide comes in.Inside the guide, you’ll find:A list of key features to look for to help you discover the essential tools that support accuracy, compliance, and employee satisfaction.Best practices and tips for implementation that will help you learn what to expect from your provider, and what your team needs to prepare. Bonus materials to check out:Step-by-Step Buying Timeline—a clear roadmap for your evaluation process, from internal alignment to go-live.Top Questions to Ask Vendors—a guide to help hold smarter demo conversations and avoid common pitfalls.Evaluation Checklist—use this checklist to assess functionality, implementation, support and more.Vendor Scorecard—a scorecard to help you rate and rank your top payroll software providers. If you’re ready to simplify payroll, reduce errors, stay compliant, and support your growing team, this guide will help you find the right fit.Download your copy today and make your next payroll decision with confidence.

### Prevent Burnout Before It Impacts Your Team

Prevent Burnout Before It Impacts Your Team		Namely knows burnout is a growing challenge for HR and business leaders. To help you safeguard your people and productivity, we’ve created a practical guide to help you understand, identify, and prevent employee burnout. Inside, you’ll find actionable strategies, manager tips, and best practices to build a healthier, more resilient workforce.			Download the
Burnout Prevention Handbook					 																															Make Burnout Prevention More Practical and Actionable		In this guide, you’ll find:A clear breakdown of what burnout is—and why it’s becoming more commonInsights on spotting burnout early, even when signs are hiddenProven strategies to reduce burnout risks and build resilienceManager-focused tips for creating a supportive, balanced workplaceBonus resource to explore:Mental Health Checklist—a practical tool to help assess burnout warning signs and open conversations around employee wellbeing. Share it directly with your team or use it as part of your HR wellness initiatives.Combined, these resources are designed to help foster a healthier workforce and prevent burnout from draining your team’s productivity.Download your copy today and learn how Namely’s burnout prevention insights can help protect your people and your business.

### Pay, Leave, and AI: Off to See the Compliance Wizard

Ready to follow the yellow brick road to HR compliance? In this lively and informative session, Lesley Lyons (Namely) and Janell Stanton (Jackson Lewis PC) break down the ever-evolving world of HR compliance. Whether you're navigating hybrid workforces or decoding AI hiring tools, this webinar is your guide to staying compliant — and making it to Emerald City with ease.

### 2025 Minimum Wage Updates

2025 Minimum Wage Updates Are Here—Is Your Business Ready?		With new wage rates taking effect across dozens of cities and states, staying compliant isn’t just important—it’s urgent. From California’s city-specific rates to updates in D.C., Oregon, Florida, and beyond, tracking minimum wage changes is no small task. That’s why we created Namely’s Minimum Wage Updates: July–December 2025 guide—to help HR and payroll teams stay ahead with clarity and confidence.
			Download the Guide today!					 																															Don’t let wage changes catch you off guard.		Minimum wage laws are changing fast. With new state increases, local ordinances, and inflation-based adjustments, employers need a clear view of where—and how—rates are shifting. Whether you're managing payroll in one location or across multiple jurisdictions, keeping up with minimum wage compliance is essential.What’s Inside:Wage updates for 30+ states, cities, and countiesEffective dates, tipped wage changes, and rate comparisonsLinks to official sites and jurisdiction-specific resourcesWhy It Matters:Failing to comply with the correct rate—even by a few cents—can lead to penalties, back pay, and reputational damage. Download our guide for the latest minimum wage updates and ensure your payroll stays compliant.

### Staying Ahead of Compliance Starts Here

Staying Ahead of Compliance Starts Here		Namely appreciates the challenge HR and business leaders have keeping pace with changing regulatory requirements, and ensuring your business and people stay protected. To help you navigate this complex area, we developed a practical guide covering core compliance areas HR has to manage, such as onboarding/offboarding, safety, and anti-harassment. It includes checklists, smart practices, and tips to help reduce risk and keep your team audit ready.			Download the
Compliance eBook					 																															Make Compliance Less Stressful and More Actionable		In this quick read, you’ll find:A breakdown of six essential HR compliance areas, from hiring and payroll to terminationsCommon risks and penalties, plus how to avoid themBest practices for staying current with state-specific laws and federal regulationsTips for building a stronger compliance culture, not just checking boxesBonus materials to check out:Annual HR Compliance Checklist—a simple guide to managing policies, legal updates, and training throughout the year.Compliance Glossary—a list of common regulations and terms associated with HR compliance.Combined, these resources are designed to support your compliance routines and reinforce key concepts.Download your copy today and discover how Namely’s compliance solution can help you stay ahead.

### Get the Help You Need on the Frontlines of HR

Get the Help You Need on the Frontlines of HR		Don't get blind-sided by change. Prepare yourself with actionable insights on how to successfully navigate what looks to be a year of disruption. “HR on the Frontline: How SMBs Can Tackle Today’s Workplace Challenges” spotlights potential pitfalls and offers strategies to help you stay ahead.This short, crisp white paper is a must-read for small and mid-sized business owners and HR professionals.			Download theWhite Paper Now!					 																															Turn challenges into opportunities		In this quick read, you will find:Strategies for attracting and retaining top talent in the most competitive environment in yearsWhere to find the HR data you need to increase efficiency and maintain profitabilitySolutions for managing a complex workforce in different locations and with a range of workstylesBest practices for staying compliant in an uncertain regulatory environmentWhere to look out for the next generation of cyberthreatsDownload the white paper now for a fresh perspective on how to manage change like a champ.

### HR on the Frontline: How SMBs Can Tackle Today’s Workplace Challenges

The workplace is evolving rapidly, and small to mid-sized businesses (SMBs) are navigating increasing complexity in managing hybrid workforces, engaging employees across generations, attracting top talent, and staying compliant with new regulations. These challenges can feel overwhelming—but with the right strategies, HR leaders can turn them into opportunities for growth and stability. 

### Parental Burnout: How Employers Can Combat It in the Workplace

When two out of every three working parents at your company are experiencing symptoms of parental burnout, what can you, as an employer, do about it? This 60-minute webinar focuses on what employers can do to combat parental burnout with the CEO of LUMO Leadership, Sarah Olin, Associate Professor and Academic Speaker, Kate Gawik, and Customer Success Lead at Namely, Fran Moore.  



Together we will explore the tools employers can leverage to build awareness and take action to support working parents. Participants will walk away with clarity on the steps all parents can take to reduce burnout within their organizations. This session is facilitated by Kristen Fox, MBA, PCC, CPCC at Parental Shift Coaching and TalentRise.  



What You Will Learn: 




What is Parental Burnout and How to Identify Symptoms 



Evidence-Based Strategies and Resources for Working Parents 



Designing Employee Support Strategies to Help Parents 

### Thriving as a People Leader: Essential Self-Care Techniques

HR professionals and People Leaders have faced some unique and complex challenges during and after the pandemic. From supporting team members’ mental health to managing remote work and navigating a tumultuous economic landscape, their work has evolved rapidly and demanded more time, effort, and skill than ever before. Yet in addition to working on improving the employee experience and culture, People Leaders also must be intentional about their own self-care.   



Watch the webinar to learn the tools and strategies HR and People Leaders can adopt to maintain their well-being, motivation, and engagement, enabling them to continue providing valuable support to businesses amid continued constant change. 



You’ll learn: 




The unique challenges faced by HR professionals and People Leaders right now 



How to prioritize self-care to increase productivity, engagement, and overall well-being 



The tools and strategies to manage and reduce stress, improve mental health, and increase resilience

### How to Elevate Leadership in Times of Uncertainty

What are the skills leaders need to support their employees through uncertain times and allow them to thrive? Join experts from Bravely, Culture Amp, and Namely to learn: 




The 3 imperatives for leadership in times of uncertainty 



How to support your managers in adapting their leadership style to the needs of their people 



How elevating leadership throughout your org impacts your company and leads to better employee engagement and performance 

### Job Seeker Expectations vs. Realities: Bridging the Gap for Future Employees

We took a research-based approach to this webinar, presenting the findings of Employ’s 2023 Quarterly Insights Report, which is packed with real feedback from active job seekers. This insightful webinar highlights job market trends and what they mean for hiring and retention strategies, top challenges facing employers and how to overcome them, along with insights into the mind of the job seeker and how employers can meet their expectations. 

### Building a Thriving Community: Strategies to Launch Employee Resource Groups and Boost Engagement

As a People leader, you know how important it is to create an inclusive workplace where everyone feels valued. Launching ERGs is one of the most effective ways to achieve this, providing a platform for employees to share their unique perspectives and experiences.  In this webinar, you will discover the benefits of launching ERGs, learn how to identify the ERGs that will have the greatest impact on your organization, and explore best practices for promoting and encouraging participation. You'll also gain insights and inspiration from successful ERG leaders.  They will share their experiences and tips for achieving lasting success. Don't miss this opportunity to start building your thriving community!

### Driving Growth Through People: Strategic HR and the Employee Experience

In a world where the employee experience is a crucial differentiator, the importance of fostering a positive employee experience cannot be emphasized enough. This webinar is crafted to equip you with essential tools, strategies, and resources to not just meet, but surpass employee expectations from day one. Discover the keys to employee engagement and empowerment, acknowledging that your workforce plays a pivotal role in steering your company towards success.



The panelists explore cultural shifts post-pandemic, emerging leadership competencies, and innovative approaches to building a sense of community within a distributed workforce. This webinar is an opportunity to discover the fundamental aspects contributing to an exceptional employee experience, providing actionable insights for immediate implementation.

### State Payroll Tax Rates

Federal Wage and Tax Rates for 2024		
			State Payroll Tax Rates & Minimum Wage for 2024		
			State Payroll Tax Rates for 2024		
		Staying on top of federal tax rates and minimums is one thing—juggling local ones, especially if you’re a multistate employer, is even harder.
From Alabama to Wyoming, we’ve got you covered. Below is everything you need to know about rules and payroll taxes by state.
*Please note that this information is accurate as of January 1, 2024.*		
			Looking for payroll taxes by state?		
		Select State...AlabamaAlaskaArizonaArkansasCaliforniaColoradoConnecticutDelawareDistrict of ColumbiaFloridaGeorgiaHawaiiIdahoIllinoisIndianaIowaKansasKentuckyLouisianaMaineMarylandMassachusettsMichiganMinnesotaMississippiMissouriMontanaNebraskaNevadaNew HampshireNew JerseyNew MexicoNew YorkNorth CarolinaNorth DakotaOhioOklahomaOregonPennsylvaniaRhode IslandSouth CarolinaSouth DakotaTennesseeTexasUtahVermontVirginiaWashingtonWest VirginiaWisconsinWyoming		
			FAQs About State Payroll Tax Rates:
		
								What are state payroll taxes?							
								State payroll taxes are taxes imposed by state governments on employers and/or employees to fund specific state programs. These taxes are distinct from federal employment taxes and may vary from state to state. The primary purposes of state payroll taxes include funding state-run programs such as unemployment insurance, disability insurance, workers’ compensation, and other labor-related initiatives.
								What are state income taxes?							
								If you live in the U.S., there’s a good chance you don’t just pay federal income taxes—over forty states impose income taxes on individuals as well. On top of those state taxes, many city governments levy their own.The way income taxes are calculated vary widely from state to state. Some have a single rate that applies to all taxable income, but most have multiple rates and brackets. Supplement this guide by visiting your state’s tax or finance website.
								What are state minimum wage rates?							
								Since 1938, the United States has had a federally-mandated minimum wage—currently $7.25 per hour. Some states and cities, however, have their own, higher minimums that employers are required to follow.Rates for regular and tipped employees vary. Look up your state above to view specific tax and minimum wage rates. Keep in mind that the city you live in may have a higher minimum wage than your state (in that case, the highest of the two applies).Note that “maximum tip credit” refers to the difference between the regular and tipped minimum wages. If an employee’s hourly tips fall under this amount, the employer may be required to compensate them. State laws on this vary.
								What is unemployment insurance?							
								Unemployment insurance is a government-operated program designed to provide financial assistance to individuals who have lost their jobs and meet specific eligibility criteria. The program aims to support workers during periods of involuntary unemployment. Employers typically contribute to the unemployment insurance fund through payroll taxes, and eligible individuals can then claim benefits for a limited duration, helping to partially replace lost wages. Unemployment Insurance is funded jointly through both federal and state payroll taxes. State unemployment insurance (SUI) rates vary from employer to employer. Keep in mind that your state labor department should mail your business’s specific rate to you each year.Note that some states allow businesses to make a voluntary contribution to their unemployment tax account in order to reduce their rate the following year.You can find a rundown of state-by-state rates and maximums on the right.

### Federal Payroll Tax Rates

Federal Wage and Tax Rates for 2024		
			State Payroll Tax Rates & Minimum Wage for 2024		
			Federal Wage and Tax Rates for 2024		
		“In this world nothing can be said to be certain—except death and taxes.” An HR professional trying to process payroll today might find the two analogous in ways Benjamin Franklin might have never imagined.But we’ve got you covered. Below is a comprehensive list of federal tax rates, rules, and contribution limits for 2024.*Please note that this information is accurate as of January 1, 2024.*		
			JUMP TO A SECTION…		
			JUMP TO A SECTION…		
			Federal Minimum Wage		
		Since 1938, the United States has had a federally-mandated minimum wage. The rates for regular, tipped, and federally contracted employees are below. Be sure to check your local laws, as some states and cities have higher minimum wages in place.Note that “maximum tip credit” refers to the difference between the regular and tipped minimum wages. If an employee’s hourly tips fall under this amount, the employer may be required to compensate them. State and local laws covering this may vary.		
		
													
							Minimum Wage (national)							
																								$7.25
																				
							Minimum Wage (tipped employees)							
																								$2.13
																				
							Maximum Tip Credit							
																								$5.12
																				
							Minimum Wage (federal contractors)							
																								$17.20
									
		
			Federal Income Tax Rates
		
		Understanding how US federal tax rates are structured is crucial for individuals and businesses alike. This section provides a clear breakdown of the current tax brackets, with the percentage of income taxed at different levels. 		
			
				Tax RateSingleMarried filing jointly Married filing separatelyHead of household
								10%$0 to $11,000
$0 to $22,000
$0 to $11,000
$0 to $15,70012%$11,001 to $44, 725
$22,001 to $89,450$11,001 to $44, 725
$15,701 to $59,850
22%$44,726 to $95,375
$89,451 to $190,750$44,726 to $95,375
$59,851 to $95,350
24%
$95, 376 to $182,100
$190,751 to $364,200$95, 376 to $182,100$95,351 to $182,100
32%
$182,101 to $231,250
$364,201 to $462,500
$182,101 to $231,250
$182,101 to $231,250.
35%
$231,251 to $578, 125
$462,501 to $693,500
$231,251 to $346,875
$231,251 to $578,100
37%
$578,126 or more
$693,501 or more
$346,876 or more
$578,101 or more

			
			FICA - Social Security & Medicare
		
		The Federal Insurance Contributions Act (FICA) tax is paid for by employees and employers in order to fund Social Security and Medicare.The amount of employee earnings subject to taxation is capped. These caps and the tax rates for both social security and medicare are below:		
			Social Security		
		
													
							Social Security Taxable Wages							
																								Up to $160,200
																				
							Social Security Tax Rate (Employee)							
																								6.2%
																				
							Social Security Tax Rate (Employer)							
																								6.2%
																				
							Social Security Tax Rate (Self-Employed)							
																								12.4%
									
		
			Medicare		
		
													
							Medicare Tax Rate (Employee)							
																								Up to $200,000 in earnings, 1.45%
																				
							Additional Medicare Tax Rate (Employer)							
																								Past $200,000 in earnings, 0.9%
																				
							Medicare Tax Rate (Employer)							
																								All wages, 1.45%
									
		
			FUTA		
		The Federal Unemployment Tax Act (FUTA) is a tax paid by employers based on employee wages. The tax supports unemployment compensation for individuals who have lost their jobs. After an employee’s year-to-date wages cross a certain threshold ($7,000), an employer no longer has to pay the tax.		
		
													
							Taxable Wages per Employee							
																								$7,000
																				
							FUTA Tax Rate							
																								6%
									
		
			Supplemental Tax Rates
		
		If an employer pays its workers wages outside of their regular salary (like bonuses or severance payments), these awards are considered “supplemental” and subject to a higher tax rate.The tax rates for these types of payments are below. Note that any supplemental wages beyond the $1 million mark are taxed at a higher rate.		
		
													
							Supplemental Tax Rate							
																								22%
																				
							Supplemental Tax Rate (for wages beyond $1m)							
																								37%
									
		
			Retirement Limits
		
		The federal government places an annual limit on how much employees can contribute to their company’s retirement plans. These limits are regularly adjusted by the IRS to compensate for changes in the cost-of-living.Note that once an employee is 50 years old, he or she will be eligible for a higher maximum, called a “catch-up” limit.		
			
				Annual LimitAnnual Limit(age 50 or over)
								401k, 403b, and 457	$23,000 per year	$30,500
SIMPLE IRA Plans	$16,000	$19,500

			
			HSA Contribution Limits
		
		Health Savings Accounts (HSAs) are a great way for some employees to pay for medical expenses. The funds stored in an HSA are tax deductible and the funds can be carried over from year-to-year.The IRS places limits on how much employees are able to contribute to their HSA. Similar to some retirement plans, older employees are allowed to contribute slightly more to “catch-up."		
			
				Annual LimitAnnual Limit(age 55 or over)
								HSA Single Contribution	$4,150	$5,150
HSA Family Contribution	$8,300	$9,300

			
			FSA Contribution Limits
		
		A Flexible Spending Account (FSA) allows employees to use pre-tax funds to pay for certain out-of-pocket healthcare costs.The funds must generally be used within the plan year—however, employers can either offer employees a “grace period” of 2 ½ months or allow them to carry over $500 to the following year.Like many other pre-tax benefits, employee contributions are capped. The limit for 2020 is:		
			
				Annual Limit
								FSA Single Contribution	$3,200

			
			Commuter Contribution Limits
		
		Employees are permitted to contribute pre-tax dollars, up to a limit, to certain work-related transportation costs. Covered costs include transit passes, vanpooling, and parking expenses. Not all transportation costs are covered—the cost of fuel, for example, is not eligible. Note that states may have their own pre-tax contribution limits, too.		
			
				Annual Limit
								Transit Passes	$315 per month
Parking Allowance	$315 per month

			
		The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.		
			Looking for tax information for a particular state?		
		Select State...AlabamaAlaskaArizonaArkansasCaliforniaColoradoConnecticutDelawareDistrict of ColumbiaFloridaGeorgiaHawaiiIdahoIllinoisIndianaIowaKansasKentuckyLouisianaMaineMarylandMassachusettsMichiganMinnesotaMississippiMissouriMontanaNebraskaNevadaNew HampshireNew JerseyNew MexicoNew YorkNorth CarolinaNorth DakotaOhioOklahomaOregonPennsylvaniaRhode IslandSouth CarolinaSouth DakotaTennesseeTexasUtahVermontVirginiaWashingtonWest VirginiaWisconsinWyoming		
			FAQs About Federal Payroll Tax Rates		
								What are federal payroll taxes?							
								Federal payroll taxes are mandatory contributions deducted from employees’ wages to fund various government programs. These taxes typically include Social Security and Medicare taxes, collectively known as Federal Insurance Contributions Act (FICA) taxes, as well as federal income tax withholding.
								 What is the federal income tax rate?							
								In the US, federal income tax rates range from 10% to 37%. Your tax rate is determined by your level of income and your filing status (whether you are single, married, or married filing separately). Although tax brackets will remain the same until 2025, income thresholds are regularly adjusted for inflation.
								When are federal payroll taxes due?							
								Federal payroll taxes are typically due on a monthly or semi-weekly schedule, depending on the size of the employer’s payroll. Small employers often deposit taxes monthly, while larger employers may have more frequent deposit requirements. It’s crucial to adhere to the deposit schedule to avoid penalties.
								What happens if the state minimum wage is lower than the federal minimum wage?							
								In cases where the state minimum wage is lower than the federal minimum wage, employers are required to pay the higher federal minimum wage. Federal law takes precedence in this situation, ensuring that employees receive at least the federally mandated minimum wage, even if it exceeds the state’s minimum wage.

### 2024 Survival Kit

2024 Survival Kit
		
		More than ever, 2023 was a fast-paced year for HR and people professionals. From returning to the office to the rapid rise of AI, a lot has been thrown your way. But 2024 is here and it’s time to celebrate!We've put together a guide to help you survive (and thrive) in 2024—no matter what this year throws at you.Cheers to all the work you do, HR! We appreciate you.		
			Let’s Connect!
		
		Learn how Namely’s all-in-one HR platform can help your HR team say goodbye to feeling stressed, time-strapped, and frustrated.		
			
							
									Contact us now!
					
																										
			
							
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### HR Software ROI Calculator

Just how much time and money can the right HR solution save you and your team?		
		This HR Software ROI calculator is designed to help you learn the benefits of adopting an HR solution like Namely. Simply input the amount of time and resources your team dedicates to HR, payroll, benefits, time management, and related tasks to see how implementing software could change the way you and your team manage HR at your company.		
																										
			
        
        
        
        
        
        
                1. Tell us about you and your company
                        
                        First Name
                        
                        Last Name
                        
                        Company Email
                        
                        Phone
                        
                        Number of Employees
                        
                        Company Name
                        
                        HQ Country
                        
                            United States
                            United Kingdom
                            Afghanistan
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                            Antigua & Deps
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                        HQ State
                        
                            Alabama
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                2. Tell us about you and your company
                        
                        Number of HR Employees
                        
                        Average Annual HR Employee Salary
                
        Don't know the average for your company? According to 2019 Glassdoor data, the average HR Generalist salary is $56,000. 
            3. Designate how much time you and your team spend on HR tasks throughout the week.
                HR
                        Entering and updating employee information
                            ?
                                Handling employee name, address, banking acount, etc. changes
                                    
                                    Hours
                        Tracking employee PTO and leave of absences
                            ?
                                Tracking employee time off, absences, accrued vacation days, etc.
                                    
                                    Hours
                        Answering employee inquiries
                            ?
                                Handling ad hoc employee requests and questions
                                    
                                    Hours
                        Communicating company updates and policy changes
                            ?
                                Emailing announcements, creating office posters, etc.
                                    
                                    Hours
                        Misc. administrative tasks
                            ?
                                Ad hoc administrative tasks
                                    
                                    Hours
            Next
                
                    
                
            4. Designate how much time you and your team spend on HR tasks throughout the week.
                BENEFITS
                        Setting up and processing open enrollment
                            ?
                                Building benefits offerings, communicating changes, hosting office hours, etc.
                                    
                                    Hours
                        Helping new hires enroll in benefits
                            ?
                                Explaining company offerings, answering questions, and ensure timely enrollment
                                    
                                    Hours
                        Voluntary plan administration
                            ?
                                Updating employee contribution changes, etc.
                                    
                                    Hours
                        Misc. administrative tasks
                            ?
                                Ad hoc administrative tasks
                                    
                                    Hours
            Next
                
                    
                
                
                    
                
            5. Designate how much time you and your team spend on HR tasks throughout the week.
                INSIGHTS
                        Pulling customized reports
                            ?
                                Using people data to draw insights, measure impact, and direct future initiatives
                                    
                                    Hours
                        Consolidating data across multiple HR platforms and tools
                            ?
                                Pulling reports across systems for a wholistic view of your HR efforts
                                    
                                    Hours
                        Tracking down historical data
                            ?
                                Fulfilling requests for people data and tracking past changes
                                    
                                    Hours
                        Building dashboards or creating presentations
                            ?
                                Pulling reports and data for department and board meetings
                                    
                                    Hours
                        Misc. reporting
                            ?
                                Ad hoc reporting tasks
                                    
                                    Hours
            Next
                
                    
                
                
                    
                
                
                    
                
            6. Designate how much time you and your team spend on HR tasks throughout the week.
                TALENT
                        Onboarding new employees
                            ?
                                Collecting and entering new hire paperwork, explaining company policies, etc.
                                    
                                    Hours
                        Setting up performance management
                            ?
                                Training managers, communicating expectations to employees, etc.
                                    
                                    Hours
                        Configuring employee goals
                            ?
                                Support employee goal creation and hold managers accountable for direct reports entering measurable goals
                                    
                                    Hours
                        Organizing employee engagement initiatives
                            ?
                                Planning events, trainings, etc. to engage your workforce
                                    
                                    Hours
                        Employee offboarding
                            ?
                                Conducting exit interviews, updating org charts, processing final paychecks, etc.
                                    
                                    Hours
            Next
                
                    
                
                
                    
                
                
                    
                
                
                    
                
            7. Designate how much time you and your team spend on HR tasks throughout the week.
                Time
                        Consolidating employee time sheets
                            ?
                                Collecting and processing employee hours
                                    
                                    Hours
                        Scheduling employee hours
                            ?
                                Scheduling employee shifts and communicating scheduling changes
                                    
                                    Hours
                        Calculating employee overtime
                            ?
                                Verfying overtime and passing additional hours to payroll team
                                    
                                    Hours
                        Getting hours approved by employees and managers
                            ?
                                Collecting final sign-off approval from employees and managers before payroll deadlines
                                    
                                    Hours
            Next
                
                    
                
                
                    
                
                
                    
                
                
                    
                
                
                    
                
            8. Designate how much time you and your team spend on HR tasks throughout the week.
                PAYROLL
                        Handling benefits deductions
                            ?
                                Withhold the proper amount for employee health and voluntary benefits
                                    
                                    Hours
                        Handling tax deductions
                            ?
                                Ensuring proper deductions for local and federal taxes, social security, etc.
                                    
                                    Hours
                        Calculating and handling garnishments
                            ?
                                Accommodating child support, debt repayment, etc.
                                    
                                    Hours
                        Organizing compliance reporting
                            ?
                                Handling ACA reporting, employee I-9, W-2, W-4 forms, etc.
                                    
                                    Hours
                        Importing time sheets / employee hours
                            ?
                                Ensuring employee wages accurately reflect hours worked
                                    
                                    Hours
            Show Me How Much I Can Save
                Estimated Annual Saving with Namely
                $15,623
        
            
                
                    Time Saved by Category
                    Time Saved Per Week
                    Time Saved Per Year
                
            
            
                
                    Employee Self Service
                    12 Hours
                    624 Hours
                
                
                    Payroll
                    10 Hours
                    520 Hours
                
                
                    Benefits Administration
                    3 Hours
                    156 Hours
                
            
        
        Interested in learning more about  Namely's HR solutions?
        Request Demo
        Note: The results outlined above are only estimates and are based off of average client usage data of Namely's products and services. Actual time and financial savings may vary.

### Diversity Index Calculator

Diversity Index Calculator
		
		Easily calculate a single metric of diversity and compare your score to the industry benchmark.		
																										
								
									
							Simpson's Diversity Index 						
					
		InstructionsSimply type the headcount of each ethnicity group below to calculate your diversity index!		
     American Indian or Alaska Native (Not Hispanic or Latino) 
      
     Asian (Not Hispanic or Latino) 
      
     Black or African American (Not Hispanic or Latino) 
      
     Hispanic or Latino 
      
     Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) 
      
     Two or More Races (Not Hispanic or Latino) 
      
     White (Not Hispanic or Latino) 
      
     Calculate Your Diversity Index 
      Your Diversity Index is: 
      
       
      Based on Namely’s 2019 Benchmarking Data, your workforce is more ethnically diverse than   of midsize companies. 
     Crunching numbers... 
			Methodology
		
		Can you quantify diversity? Simpson's Diversity Index is the generally accepted way to do just that. This single metric measures two critical elements of diversity, richness and evenness. The former takes into account how many ethnicities you have present at your company, and the latter how evenly spread they are across the business.In this approach to measuring diversity, the higher the score, the more diverse your business is. After running your calculation, you'll see how your rating compares with other mid-sized companies. To read more about Simpson's Diversity Index, click here.		
			Categories		
		The ethnicities we've listed are based on what employers are already required to report to the federal government. If you don't have easy access to demographic data in your HR platform, you should be able to reference the data from your most recent EEO-1 report.		
			Benchmarking
		
		The Simpson Diversity Index Calculator compares your score to the mid-market benchmark, which is derived from Namely's database of 1,300-plus companies. Namely clients receive in-depth, quarterly benchmarking reports on diversity, pay equity, and more.

### California Labor Laws

California Labor Laws
		
		Everything to know about the state's HR, payroll, and benefits rules. 		
			Download Now		
			 		
																										
		Welcome to the big leagues. If HR compliance was a contest, the Golden State would take first place in the category of most difficult. The Human Resources Certification Institute goes as far as to offer a separate credential, the PHR-CA, to members ambitious enough to master California HR compliance.Are you up to the challenge? From hiring rules to payroll processing, we’ve broken down the nuances of California HR, all in one place. You can also keep up with regulatory changes by subscribing to the Namely newsletter or following our compliance blog.		
			California Fast Facts
		
		• Minimum Wage: $12.00 (26+ employees)• Overtime Exemption: $49,920 annually      • Salary History Ban: ✓• Ban the Box Law: ✓• Harassment Training: Mandatory for supervisors        • Paid Family Leave: 6 weeks, 60-70% of wages• HR Difficulty Rating: ★★★★• Link: California Labor Commissioner's Office		
			HR Compliance 
		
		California is considered the hardest place in the country to practice HR. So why is the state known for golden beaches and sunny weather anything but laid back? Labor laws are generally favorable toward either businesses or employees. In this legislative tug-of-war, Democrats have historically sided with workers. California is a “deep blue” state, and as such has pioneered some of the most pro-employee regulations in the country. For evidence of that, look no further than some of the state’s “greatest hits.” California was the first state to enact a paid family leave mandate, and the first state to pass a $15 minimum wage. For HR professionals, milestones like these mean constantly having to keep up with new rules.Many of these rules are unique. Take California’s approach to non-competes, for example. Noncompete agreements, which forbid current or former employees from working with a competitor, are illegal for nearly all roles in California. Only CEOs and owners are excluded from that hard rule. While the state’s hardline stance remains an outlier in HR compliance, a number of other jurisdictions have vowed to follow its example. New York City in particular seems to be intent on passing a similar ban.Another hot topic in California is immigration and work authorization. While a growing number of states are looking to mandate E-Verify, the electronic service that cross-references employee I-9 information with government records, California is going the opposite way—limiting its use. It is illegal for employers to use the tool to confirm the immigration status of a job applicant or current employee. Penalties here are steep, reaching as much as $10,000 per offense. As an alternative, HR professionals should regularly run Form I-9 audits to determine whether they’re in compliance with U.S. immigration law.Effective January 1, employers are required to provide on-premises lactation rooms for breastfeeding employees. Workplace restrooms are not longer acceptable, companies will have to offer a private room where employees can comfortably express breast milk during the work day.Those are just some of the issues California employers face as it pertains to HR compliance. Read the articles below to learn more about state laws covering matters like anti-harassment training, worker authorization, equal pay, and more.		
			More resources on California HR Compliance: 
		
		Navigating Federal and State Anti-Harassment LawsNon-Competes Face New Legal TestsNew California Law Seeks to Close Gender Pay GapLunch Breaks: Federal and State RulesThe Ultimate Guide To Multistate Employment		
			Paid Leave
		
		While the U.S. doesn’t have a national paid leave mandate, that hasn’t dissuaded states and cities from taking matters into their own hands.As is often the case in employment law, the Golden State has served the role of trailblazer. In 2004, California became first state to implement a paid family leave mandate. The move spurred a wave of other states to follow, including Rhode Island, Washington, New Jersey, and New York.California’s paid family leave rules are among the country’s most generous, offering employees up to six weeks to bond with a child or care for an ill family member. This leave needs to be paid at 60 to 70 percent of regular wages, depending on how much the individual usually earns. In a rare case of “fully paid” family leave, the city of San Francisco requires employers to foot the bill for the remaining wages that aren’t covered.Thankfully for businesses concerned about costs, employers don’t actually pay for the statewide program. Paid leave in California is funded through an employee-paid tax. That said, HR teams are still tasked with ensuring that the right systems and payroll deductions are in place to make that happen. What’s more, state law also requires that leave balances display on employee pay stubs, so workers are aware of how many days they’re entitled to. Businesses with California employees should work with their payroll providers to ensure that their system supports these requirements.Beyond traditional paid leave, keep in mind that even vacation time is subject to state rules. California considers accrued PTO as a part of overall earnings and requires that it be paid out to departing employees. That payout has to happen along with their last check, due within 72 hours of their departure or on their last day, depending on whether the employee voluntarily quit or was fired. It’s for this reason that “unlimited” vacation policies often raise legal questions in the state. If PTO is considered part of an employee’s earnings, how do you pay out an unlimited policy if he or she terminates?While California is certainly on the paid leave bandwagon, will lawmakers on Capitol Hill follow suite? Though paid family leave has historically been a non-starter with Republican lawmakers who view most employer mandates unfavorably, that hardline stance has softened in recent years. President Trump and members of his family have voiced support for paid family leave, and a number of proposals have been put forward in Congress.Only one thing is certain: if that federal mandate ever does come, it’ll be California HR professionals who will be best prepared.		
			More resources on California paid leave: 
		
		New CA Family Leave Requirements Take EffectCA Boosts Paid Family Leave BenefitsThe Evolution of Paid LeaveBuilding Employee Loyalty With PTO		
			Recruiting 
		
		With unemployment at record lows, it’s no secret that getting top talent through the door is as hard as it's ever been. Thanks to a number of state labor laws, that’s doubly true for California recruiters. When it comes to topics like salary history and criminal history, some questions are better left unasked.With a law that went into effect earlier this year, it is now unlawful for all businesses to ask about an employee’s salary history. Recruiters should note that if a candidate voluntarily provides salary information without being asked, HR can then consider it when making a compensation decision. Additionally, the law requires employers to provide applicants with the opening’s pay range if asked.What is this law’s purpose? These salary history bans, which have been passed by a growing number of states and cities nationwide, are tied to the equal pay movement. Legislators’ operating theory is that asking about prior compensation only serves to perpetuate past pay discrepancies. Outlawing the question would then effectively force employers to only decide compensation based on market rate and job experience.There’s one other topic that’s illegal to bring up during the interview process: criminal history. That means the “have you ever been convicted of a crime?” box found on most traditional job applications is forbidden for most roles in California. Previously, employers could only ask about criminal history once a job offer had been extended—and even then, employers needed a substantive reason to retract the offer if the candidate had a criminal background. As of January 1, employers can ask candidates about their criminal records when the job is one where a conviction would automatically disqualify a candidate under federal and state law. These so-called “ban the box” laws are growing in popularity nationwide. If you have multistate offices, note that adopting California-compliant rules across the board might serve you well in the long term. Over 150 cities and several states have laws limiting access to criminal history, applying to over 230 million people. For HR professionals, that’s another rule to keep track of. For the nearly one third of Americans with some form of criminal history, however, it means something much more: a potential second chance.		
			More resources on HR Certification:
		
		HR’s Guide to Hiring Laws in CaliforniaCalifornia Set to ‘Ban the Box’CA Set to Ban Salary History QuestionsCalifornia Looks to Expand Veteran Hiring		
			Payroll 
		
		Being a payroll professional anywhere can be taxing work. Payroll in the Golden State is a whole other ballgame.Back in 2016, California Governor Jerry Brown signed off on the first $15 minimum wage law in the country. To assuage concerns that the increase was too dramatic, lawmakers opted to implement the increase subtly over time, with different rates applying to different size companies. Because of this approach, the hardest part for HR professionals isn’t simply upping employee compensation—it’s keeping track of what minimums are actually in effect. A full schedule of planned increases is below. Keep in mind that after 2023, the minimum wage is subject to an annual adjustment based on the health of the state’s economy.		
			California Minimum Wages (2019 - 2023)
		
			
				   Effective Date (Jan 1)   	   26+ Employees   	   Under 26 Employees   
								2019 $12.00	 $11.00
2020 $13.00	 $12.00
2021 $14.00	 $13.00
2022 $15.00	 $14.00
 2023	 $15.00	 $15.00
			
		For most employers across the country, overtime rules are the same. Under the Fair Labor Standards Act, any hours over 40 in a week count as time-and-a-half pay for nonexempt workers. California goes about overtime a little differently. The state takes a unique daily approach to overtime calculation, stipulating that any hours over eight in a day are considered overtime. Additionally, any hours over 12 in a day are considered “double overtime,” meaning that employees are paid double their rate of pay.There are a host of other rules that the state applies to payroll. Did you know that you’ll need to provide a terminated employee with their final check before they head out the door? Or that it’s illegal to print your employee’s social security number on their paystub? As is often the case in compliance, the devil’s in the details. If you’re working with or evaluating payroll vendors, be sure to ask how familiar they are with some of these lesser known local rules.		
			More resources on HR Certification:
		
		CA Approves Historic Minimum Wage IncreaseCalifornia Proposes New Overtime RulesWhen Is an Employee’s Final Paycheck Due?State Wage and Tax Rates for 2018Payroll Guide: Definitions, Compliance, and Software		
			Local 
		
		All compliance is local. While California is known as a state with exceptionally complex HR rules, you shouldn’t count out its various cities and counties from enacting their own regulations, too.If you have multiple offices or employees scattered across the state, knowing which rules to follow can be a challenge. Here’s a tip you can apply in almost all cases: when in doubt, the set of rules most generous to employees prevails. That same “golden rule” applies when federal and state rules contradict, too.Here’s an example. An employer has offices in both San Diego and San Francisco. As of this writing, San Diego’s minimum wage sits at $12.00 per hour for companies with more than 26 employees. In San Francisco, it’s $15.00 per hour. The statewide rate is $12.00 for companies with 26 or more employees. In San Francisco, where the local rates are higher than the state minimum, employers must meet the local minimum wage requirements. While you could legally offer employees a minimum wage matching the jurisdiction they’re in, it might be easier to default to the San Francisco rate across the board. That’s particularly true considering that the state minimum will reach $14.00 after 2020 anyway.Keep in mind that local governments often serve as trailblazers when it comes to changes in employment law. Before the state passed its own ban the box law, for example, Los Angeles and San Francisco had their own variants. If you’re looking to stay ahead of what the governor or state lawmakers will do next, watch what the local HR “laboratories” are doing first. 		
			More resources on HR Certification:
		
		How to Navigate Contradictory HR LawsSan Francisco to Require Fully Paid Family LeaveSan Francisco Bans Salary History Questions		
			Staying in the Know
		
		Keeping tabs on rules and regulations is hard enough in most states, let alone in California. Between hiring and managing talent, there isn’t always time for HR to keep up with what’s happening in Sacramento. That’s doubly true for those at companies with multistate offices.Want to stay in the know? Join the 150,000+ HR practitioners who subscribe to Namely’s blog. We’ll bring you the latest in HR news, share practical tips for implementing best practices, and tell real stories of work and life from our community. Click here to subscribe to the Namely newsletter to keep tabs on California and beyond.

### Namely's Managed Payroll

Namely's Managed Payroll
		
		Find out how Namely can remove the burden associated with day-to-day payroll administration.We understand the burden and stress of paying your people accurately and on-time. Namely’s Managed Payroll is a proven service designed to reduce your workload, keep you compliant, and give you much-needed hours back in your day. To learn more, check out our brochure.		
			Download Namely's Managed Payroll Brochure

### Managed Payroll Brochure

Managed Payroll Brochure
		
		Don't stress over paying your people. Namley's Managed Payroll makes it effortless. 		
			Download Managed Payroll Brochure
		
			 		
																										
		Whether you’re transitioning off of a PEO or working as an army of one, Namely’s Managed Payroll is designed to remove the burden associated with day-to-day payroll administration.Your dedicated payroll consultant will be available to provide expert guidance and take on the tasks associated with payroll processing so you can scale your business and focus on strategic people initiatives.

### 5 Ways Modern Technology Simplifies HR

5 Ways Modern Technology Simplifies HR
		
		From onboarding to offboarding, HR software can streamline the entire employee lifecycle. See 5 ways Namely is simplifying HR with technology in this eBook.		
			Download Now		
			 		
																										
		It’s a tough job, but someone’s got to do it. Being an HR professional at a fast-growing company often means long hours and an even longer list of daily to-dos. Between processing payroll and fielding questions, there isn’t much time left over to focus on what matters most: driving business results and helping employees grow. That’s where HR technology comes in.From a new hire’s first day to payday, there isn’t a part of the employee lifecycle that can’t be simplified by HR technology. In this ebook, you’ll learn how HR, payroll, and benefits software can save your team countless hours and improve your overall employee experience. Read on to learn the ways technology can empower HR teams to reclaim their days and make an impact.Download our eBook to learn how technology can help you:Streamline the onboarding process through esignature, user provisioning, and employee learning tasks.Simplify employee benefits enrollment with enrollment capabilities in platform.Save time on payroll with employee accessible tax forms, and local, state, and federal tax compliance.Make data-driven business decisions with easy reporting and analytics.And more!

### Why HR Tech is Critical for Success in 2024

Why HR Tech is Critical for Success in 2024
		
		In 2024, HR tech is no longer a nice to have—it’s a must.		
			Download Now		
			 		
																										
		We don’t have to tell you that 2024 was a crazy year for offices, employees, businesses—and yes, HR. Never in recent history have we had a period of three years with such substantial changes to the way we work. 
On top of the changes in 2024, a new year full of potential new trends is here. And on the horizon looms discussions of 4-day work weeks, overhauls of pay structures to promote equity, brand new workplace structures, and laws that will likely affect everyone from CEOs to individual contributors. 
Needless to say, HR has a lot on their plate. And they need HR tech that they can trust to help them navigate the new year and all the changes it may bring. 
In this eBook, we’ll explore why having HR tech is a must in 2024 when it comes to:

Hiring, retaining, and engaging employees
Processing payroll
Offering the right benefits
Staying compliant
Making data-driven people decisions
And more!

### Namely's Managed Benefits

Namely's Managed Benefits
		
		Find out how Namely can help you simplify the way you evaluate, administer, and run your employee benefits programs.With Namely, you don’t have to choose between experienced brokers with deep industry expertise or modern benefits administration technology—you get it all. To learn more, check out our one-pager.		
			Download Namely's Managed Benefits One-Pager

### 17 Hacks for Small HR Teams

17 Hacks for Small HR Teams
		
		Building efficient processes that make your team wonder how you do it all.		
			Download Now		
			 		
																										
		While mid-sized companies grow rapidly, their HR teams often stay lean. These pros need an edge to keep up with the rapid influx of paperwork, job applications, and employee complaints—not to mention payroll and benefits administration.In these high-growth conditions, efficiency is key. When you can expedite basic administrative duties, you get more time to focus on employee engagement, company culture, and your overall HR strategy. While technology can help, there  are also a variety of on-the-job hacks that can help you achieve business goals with speed and accuracy.We’ve compiled a list of "HR hacks" and tactics for each stage of the employee lifecycle to help you operate like an army of one.We'll cover how small HR teams can streamline:TalentPerformance ManagementBenefitsEmployee engagementLearning and developmentGreat teams shouldn't be judged by their size. Read our free guide and learn how even an HR team of one can be best-in-class.

### Labor Law Posters 2022

Labor Law Posters 2022
		
		All of the most essential federal workplace posters for 2022, in one place.		
			Download Now		
			 		
																										
		Call it one of HR’s most important (and seemingly old fashioned) compliance obligations: hanging up workplace posters. Employers are federally required to display notices or "postings" covering a broad range of issues, including the minimum wage, workplace safety, and family leave.We all want to go paperless, but workplace posters are here to stay for the foreseeable future. We've put together the most essential federal workplace posters for 2022, all in one place—totally free of charge.In our toolkit, you'll find:Printable versions of eight federally-required office postersOverviews of the information covered by each postingPrint sizes and language requirementsRecommendations on where to hang each poster

### How to Uplevel Your Onboarding in 2024

How to Uplevel Your Onboarding in 2024
		
		And What We Learned in 2023		
			Download Now		
			 		
																										
		From many companies returning to the office to the rapid rise of AI, HR teams had to be quick on their feet and revamp their strategies in order to attract and retain top talent. One HR process in particular continues to stand out, having a significant impact on how long employees stay at a company: onboarding. In this eBook, we’ll recap the lessons we learned in 2023, and explore how you can apply them to uplevel your onboarding process and retain new hires in 2024.

### Open Enrollment 101: Terms You Need to Know for 2023

Open Enrollment 101: Terms You Need to Know for 2023
		
		A list of all you need to know for 2023.		
			Download Now		
			 		
																										
		From selecting your benefits offerings to educating employees about their options, preparing for open enrollment is no easy task—especially since the terminology around it is complicated on its own.Whether you’re running open enrollment for the first time or consider yourself a veteran, we’ve compiled a list of all the terms you need to know for 2023.

### How to Build Out a People Team at a Growing Business

How to Build Out a People Team at a Growing Business
		
		Your Team. Your Strategy. Your HR.		
			Download Now		
			 		
																										
		When your workforce is small enough to fit in an airport shuttle bus, you usually need to fully outsource your HR team (and many companies turn to a PEO for that). But once you hit 50 employees, it’s time to bring HR in house so you can fully OWN your strategy.When you reach that 50-employee threshold, it is crucial to build out a People Team that can manage new challenges, like compliance, recruiting, DE&I, payroll, benefits, and more.But where do you start?No worries, we’ve got you covered with these 4 steps for how to build out a people team at a growing business:Analyze Your Current TeamDetermine What Roles You NeedUpskill Your Current TeamLean on Tech & Service Partners

### The Ultimate Guide to Multi-State Employment

The Ultimate Guide to Multi-State Employment
		
		Navigating HR's legal and practical challenges.		
			Download Now		
			 		
																										
		Becoming a multi-state employer is a turning point in your company’s history. Few businesses make it this far; for leadership and regular employees alike, the decision to expand is reason to celebrate and look to the future.HR employees, on the other hand, may be apprehensive about the compliance and practical challenges. Navigating new and sometimes conflicting overtime laws, handling multi-state payroll, preserving a cohesive culture—just a smattering of the issues HR has to face.Your team can rise up to the challenge. This guide will outline the hurdles multi-state employers face and help you reaffirm HR’s strategic role in the organization. With this game plan in hand, you can do this!

### The Compliance Resources You Need for 2023

The Compliance Resources You Need for 2023
		
		Tackle compliance head on this year by utilizing these top resources.		
			Download Now		
			 		
																										
		You didn’t get into HR to stress about compliance. But as old laws change and new bills are signed into law, the fight to stay compliant is more challenging than ever.Within just a few months, COVID-19 reshaped the world of compliance forever. When companies transitioned to working from home, employers started to face new compliance requirements, such as providing virtual harassment training and distributing workplace posters to remote employees.As many employees continue to work from home–or work from anywhere, which has its own set of complexities–companies are still navigating the constantly changing compliance landscape. So how can you keep up with all these new laws and regulations? To help you stay compliant in 2023, we’ve compiled a list of the top resources you’ll need. And we even brought you some of the most interesting information from each to give you a taste of what the resource will provide you.Inside you’ll find:Blogs you should followGuides to help keep you stay in checkTools you need to stay compliant2023 events (virtual and otherwise) you can’t miss Looking for more ways to stay compliant? Check out Namely’s compliance solution.

### How to Keep Your Company Culture Connected Across State Lines

How to Keep Your Company Culture Connected Across State Lines
		
		Build an employee engagement program that transcends distance and time zones.		
			Download Now		
			 		
																										
		Modern technology has allowed remote work and offices to flourish. Companies are able to tap into job markets they previously couldn’t reach, allowing them to find and recruit top talent from all around the world. But while there are many advantages to hiring remote workers, there are many challenges as well. Working across different time zones and lack of face-to-face time are just a few of the challenges your team will have to overcome with the right tools and strong communication. And let’s not forget the compliance headache having employees in multiple states can cause for your HR team.Luckily, messaging platforms like Slack, video conferencing, and HR compliance software can help you navigate these difficulties.So how can you build an employee engagement plan that transcends distance and time zones? Download our newest eBook, How to Keep Your Company Culture Connected Across State Lines, to learn how to create a great employee experience for all your employees—regardless of their location.

### Open Enrollment Feedback Template

Open Enrollment Feedback Template
		
		Take your employees’ pulse on everything from your benefits offerings to open enrollment technology.		
			Download Now		
			 		
																										
		Did you know that 26 percent of people would rather skip their morning coffee or give up their favorite food rather than complete their benefits enrollment? Perhaps even more frightening statistics are: 49 percent of your employees will look for a new job in the next 12 months due to confusion or dissatisfaction with benefits, and a whopping 31 percent of employees give their employer a “C” or lower when it comes to Open Enrollment.How does your company stack up? Are your employees satisfied with their benefits offerings? Is Open Enrollment simple and enjoyable for them? Or do they dread it yearly? Getting employee feedback on company processes like Open Enrollment is an important way to show that you’re listening to your employees and taking their feelings into account. Asking employees for feedback on their Open Enrollment experience will help you identify where your initiatives have succeeded, as well as areas for improvement. For example, the employee may have felt they needed more information or preparation to make their decision. This year, a completely virtual enrollment could have created ease of use or caused more confusion. Sending out a brief survey will help you gain a sense of where your employees stand so you can enhance the process for next year. Not sure where to start? No worries. We've got you covered with Namely's Open Enrollment Feedback Template.

### How to Build a Women’s Leadership Development Program

How to Build a Women’s Leadership Development Program
		
		Here are the 6 steps to building a successful women’s leadership development program.		
			Download Now		
			 		
																										
		According to the Women in the Workplace Report from McKinsey & Company and LeanIn.org, women make up only 21% of Senior Vice President (SVP) roles and 20% of C-Suite roles, and this challenge is particularly dire when it comes to women of color—who represent just 4% of SVP roles and 3% of C-Suite roles.As organizations evolve to meet the needs of their workforce, it’s becoming increasingly necessary to create opportunities for career advancement, mentorship, and diversity of leadership—especially for historically marginalized groups like women. So how exactly are businesses doing this? Enter the women’s leadership development program.Building a women’s leadership development program doesn’t just happen overnight. It requires strategic planning and involves many people across your organization.This process may seem daunting—but it doesn’t have to be. In this eBook, we’ll cover the steps to building a successful women’s leadership development program:Determining the FormatFinding a LeaderSetting Overall Goals for the ProgramDefining the Selection Criteria or Application ProcessTailoring the ProgramMeasuring the Results

### Reinventing the Performance Review

Reinventing the Performance Review
		
		The 5 Forces that are Changing Employee Performance Reviews		
			Download Now		
			 		
																										
		This white paper provides insights on five forces that are changing the way employee performance reviews are being conducted. These forces are being driven by technology and a new generation of workers: Millennials, who will comprise about 50 percent of the workforce by 2020 (The 2020 Workplace, 2010). This paper describes five characteristics that differentiate Millennials from other generations, how they are impacting the performance appraisal process, and how they are changing the whole game for everyone working in today’s enterprise.It is critical that managers have a clear understanding of this new workforce and how to most effectively engage with them. Any performance management solution must be designed to address the new work habits, including the use of technology, as well as the expectations of the team, job and compensation. Performance management systems should be easy to use, visually attractive, and support a global workforce. The ultimate purpose of a performance management system should be to provide the business intelligence that enables an enterprise to make the right decisions in real time.		
			Performance Reviews 
		
		The goals of companies’ performance and employee management strategies are to engage and motivate employees, retain top performers, and improve the bottom line. People are an organization’s most critical asset and are essential to the long-term success of the company. The key to effective employee management includes regular performance reviews with goals that align with the organization and the individual.Many companies are looking for alternatives to their manual processes of performance management, which often involves documents and spreadsheets. Others have implemented technology such as human resource management systems (HRMS). But it can be difficult to get critical data out of these solutions because many of the systems are fragmented, behind security walls, and not integrated. Managers lack easy to use tools to help organizations retain top performers and optimize business performance. With the shifting generational makeup of the workforce, these existing systems and software can also overwhelm employees with features and underwhelm them with poor design. Leaders need the critical business intelligence to make quick decisions that impact their top and bottom line efforts.Today's Enterprise: Millennials Change the Game of People ManagementMillennials are the massive generation of Americans born after the year 1980. They have become the new worker demographic replacing Baby Boomers projected to retire between 2008 and 2015 (The New York Times, “The Baby Boom and Economic Recovery”, 2012). Millennials are team players, feedback seekers, top performers, and job hoppers who are keen to work worldwide in international teams. The characteristics of Millennials and the differences in their work style will change the way performance reviews need to be conducted in today’s enterprise.		
			1. Team Player
		
		Millennials prefer at organizations where they achieve goals by working in groups in a collegial and team-oriented culture. This generation is looking for new challenges and to solve them in a creative team environment where they can speak their mind, and act on their own ideas. Millennials are more social, they are primed to do well by doing good, and are optimistic and believe that they can change the world. Through online social networks and enterprise social media, people are hyper connected with friends, co- workers and mentors online. According to the study by FedEx and Ketchum (Social Business Study, 2012), this kind of internal communication increases the speed of innovation and employee satisfaction.GAME CHANGER AND SOLUTION: Millennials are team players who work with different departments throughout the organization. The problem is that in some performance review solutions only one person can review the employee and this might not always be the same person who captures their daily performance. Managers might have an overview of the deliverables, but they are not the only person who can provide insights. In order to provide more in-depth feedback, multiple team members should be authorized to review and provide feedback on colleagues. Software that includes a 360° review capability provides managers with the full picture and gives the whole team a voice. Employees’ perceptions of coworkers’ performances can provide insights on hidden skills and competencies. Companies need a tool that makes it easy and enjoyable for employees to provide insights on fellow co-workers to encourage really qualitative feedback.		
			2. Feedback Seeker 
		
		Instead of traditional performance reviews, 80% of Millennials prefer to receive feedback in real time; more frequent and instant reviews that may even be delivered on their mobile devices (Forbes, “Gimme, Gimme, Gimme -- Millennials in the Workplace”, 2012). Millennials are used to getting feedback and awards just for participating and they aren’t willing to toil for years without recognition or a promotion. Millennials like to check in often to receive encouragement and tips on how to improve their performance, and they like to be rewarded for their innovation. Millennials with less than 5 years experience are eager to learn and develop, and they are flexible to change when provided with clear and specific feedback in honest dialogues (Ivey Business Journal, “The Millennials: A new Generation of Employees, a new set of engagement policies”, 2011).GAME CHANGER AND SOLUTION: Annual reviews, by themselves, can be inaccurate, don’t provide consistent feedback, and often come too late to change the employee’s behavior. Managers should not only provide annual appraisals once a year to their employees but also throughout the year on an always- on basis. They should be frequently reminded to provide responses and feedback more often and to update their goals. Additional mentors could guide Millennials individually on their careers. Millennials appreciate a heads up on their behavior, skills, and job knowledge or attitude. This provides them with the chance to improve immediately. A short ‘thanks’ from the manager might be effective and is the cheapest bonus they’ll ever pay.Software that sends automated notifications can reduce the need for HR to remind managers and employees to complete the reviews and would be a tool to realize shorter cycle times of performance reviews. Millennials and managers will bene t from timely, consistent and accurate performance evaluations and finally find the corporate goals aligning with individual tasks and performance goals. Quick reviews and check-ins with employees on a monthly, quarterly or annual basis would help to keep the feedback consistent and the employee motivated.		
			3. Top Performer and Job Hopper
		
		According to the Bureau of Labor Statistics, the average worker stays at each job for 4.6 years (“Employee Tenure in 2012”, 2012). However, Millennials change their jobs about every 3 years. In order to keep top performers, companies have to understand the differences in the generations and in the way they think of performance and compensation. While for Baby Boomers and Gen-Xers making money has been the focus, Millennials concentrate more on doing something they find meaningful; they are primed to do well by doing good.In Deloitte’s Millennial Innovation Survey, Millennials stated that the purpose of business is to improve society, generate profit and drive innovation, while the latter is felt to be essential for business growth with two thirds saying it is “a key ingredient in making an organization an employer of choice” (2013). Money is often a secondary concern and therefore the company’s vision should be communicated so that Millennial employees can find fulfillment in the company’s mission. Influential engagement drivers are performance management, career opportunities, and for 65% of Millennials, personal development. Smart goals and performance goals should be determined and their achievement should be rewarded. Managers should remain a consistent and positive leadership presence and appreciate Millennials’ values and understand the expectations of today’s workforce in order to motivate them to ‘remain’ top performers.GAME CHANGER AND SOLUTION: Currently, HR systems provide overviews of the employees, their background, and performance, but often they don’t capture employees’ motivations. According to a survey by WorldatWork, Loyola University Chicago, and Hay Group conducted in 2012, the key elements that impact employee engagement and motivation include career planning, work/life balance, and quality of work (“Retention of Key Talent and the Role of Rewards”). In the talent developing process, promising Millennials should be trained, promoted and empowered to keep them motivated and engaged. Companies should provide effective monetary and non-monetary incentives. Managers should have an overview of the average compensation of top performers among their peers and in the market place. Besides consistent and ongoing feedback, it is crucial to have software that tracks employees’ individual goals and performance, and captures their career development. Managers need all these tools to easily make smart, effective and effcient decisions, including performance and goal data.		
			4. Digital Master
		
		Millennials increasingly use the latest digital technology and devices, and dominate the media, advertising, and technology industry. Millennials have grown up digital; they have a digital identity and use online social networks on a daily basis, mostly from mobile devices. The networks connect Millennials with millions of people and provide them with the power to spread messages within seconds to an exponential number of people who they trust more then corporations and media. All online pages and network interfaces are designed to attract, visually and functionally, with easy to use and easy to share interfaces. The visually oriented Millennials are masters of digital communication and are used to instantly available information. They curate content for their global connections.GAME CHANGER AND SOLUTION: Currently used HR systems are often complex, time consuming, not attractive, and associated with a huge amount of work for a small outcome. Visually attractive and easy to use People Management Software would encourage and engage employees to quickly ll out and review performance reviews, while still delivering the data the Human Resources department needs to develop high-impact reports and analytics. Millennials expect the interface, technology, and design of people management software to match the technology they use in their personal lives. With intuitively manageable software and an included reward system, managers and employees would provide performance reviews more often and more frequently. The users would have less headaches and more time to reach their goals.		
			5. Globetrotter
		
		Today’s companies grow internationally and employ Millennials who work on worldwide projects while being located in different countries, time zones, and speaking different languages. With today’s technology, people are connected globally with their families, friends, and co-workers. Millennials change their jobs and locations frequently, and they are keen to work in diverse teams and overseas. People only need an Internet connection and a mobile device to work, especially in the media, advertising and technology industries.GAME CHANGER AND SOLUTION: Today’s HR systems are often robust and complex, but not customizable. International and fast growing companies should be able to manage their people worldwide as if they were sitting in the same room and time zone. Companies require People Management tools that support their business process globally in order to manage international teams and provide employees with personal feedback across continents. Software should be available multiple languages and support international currencies and time zones. This system would save time and e ort, and it would keep employees focused on their performance. Companies need a cloud based system that can be accessed from any device including iOS and Android mobile devices, at any time, from anywhere in the world.		
			Conclusion
		
		The current standard of performance management and reviews doesn’t match the requirements of today’s enterprise—one that is increasingly staffed by Millennials. Their characteristics differentiate them from other generations and therefore the process of performance reviews has to be reinvented. People management technology must meet Millennials’ expectations on work environment and leadership, compensation, technology and design, and it has to be customizable on a global basis. Only with frequent and flexible reporting that is easy to use, visually attractive, and instantly accessible, can companies execute effective performance reviews in order to be successful in people management. The ultimate purpose of all of this is to provide the business intelligence that can enable enterprises to make the right decisions in real time about their people, teams, and company. 

### Tips, Tricks & Strategies for Strengthening the Manager-Employee Relationship

Tips, Tricks & Strategies for Strengthening the Manager-Employee Relationship
		
		Learn how to build a strong relationship throughout the entire employee lifecycle.		
			Download Now		
			 		
																										
		A company is a holistic ecosystem—and the manager-employee relationship is one of the most critical to operating a smooth, successful business.So, what do managers need to do to have effective, high-performing teams? We’ve gathered a (non-exhaustive) list of tips, tricks, and strategies for managers, leaders, and HR to use across each touch point in the employee lifecycle.

### 14 Proven Employee Engagement Hacks to Try Now

14 Proven Employee Engagement Hacks to Try Now
		
		Set your company apart with these engagement initiatives. 		
			Download, 14 Proven Employee Engagement Hacks to Try Now
		
			 		
																										
		It’s no secret that an engaged employee is a productive employee, but how do you actually engage employees?In order to gain a competitive edge in today’s talent race, innovative companies are implementing fun and unique initiatives to boost engagement and foster employee loyalty. In this eBook, we’ll take a look at the tactics used by some of the top companies to keep employees motivated every day. These companies have landed numerous “best place to work” awards and built up a reputation within their industries for prioritizing a more happy, engaged, and productive workforce.Ready to read what sets them apart? Download our free eBook today!

### What to Include in Your Employee Handbook

What to Include in Your Employee Handbook
		
		Showcase your employer brand with our easy-to-use template.		
			Download Now		
			 		
																										
		We've all been there: it's your first day on the job, and you find yourself reviewing a hefty document, full of legalese—also known as "The Employee Handbook." You find yourself wondering, how many trees were used in the making of this document? Where can I find the information that's actually relevant to me? How long will this gather dust in my desk drawer?This all-too-familiar scenario should be high on HR's radar. An employee's first day on the job is a crucial time to reinforce that they made the right choice by joining your company. Onboarding programs should excite and engage employees, and your company handbook plays an important role in making a good first impression. With the help of your marketing and design teams, you have the potential to make a handbook that's both useful and on-brand.Why invest time in updating your employee handbook? When done well, it can attract talent, improve onboarding, and even drive engagement among existing employees. Our template is designed to make it easy for you to tackle this project.

### 8 Applications You Need in Your HR Tech Stack

8 Applications You Need in Your HR Tech Stack
		
		The right applications can help simplify your HR efforts to keep your employees happy and healthy.		
			Download Now		
			 		
																										
		Today’s HR departments are tasked with so much more than just managing HR, payroll, and benefits—including shaping culture, driving engagement, and fostering learning and development for individuals. It’s almost impossible to find one system that can cater to everything your team handles, which is why HR teams turn to various software providers to manage all of their business needs. With that in mind, it’s now more important than ever for all your HR technology solutions to seamlessly integrate so you can share data, manage initiatives, and analyze people data across all of your systems. That's where learning about how your HR tech stack can optimize business practices and how HR technology software will help accomplish those goals. Every business’ HR tech stack will be different, but there are a few steadfast systems your organization could benefit from investing in. From Applicant Tracking Software to Employee Travel Systems, HR technology can help simplify your team's day-to-day. In this guide, you'll learn about:Single Sign-On and Identity ManagementEmployee Recognition and EngagementLearning and Development SolutionsEmployee Feedback SoftwareEmployee Health and WellnessEnterprise Resource Planning & more!

### How to Boost Employee Engagement

How to Boost Employee Engagement
		
		Everything you need for a happier and more productive workforce. 		
			Download Now		
			 		
																										
		We spend a third of our lives at work—shouldn’t we enjoy that time? Employee engagement has transitioned from buzzword status to a respected business metric. It’s estimated that disengaged workers cost businesses between$450-550 billion annually. Making matters worse, only 49% of employees are engaged. With numbers like these, it’s no surprise that both people teams and C-Suite leaders have become so invested in employee wellbeing.There are real, actionable strategies that businesses can leverage to drive employee engagement. From offering affordable benefits to enacting generous vacation policies, we’ve outlined some of the ways you can make a difference.		
			1. Employer Brand 
		
		Employer brand has become increasingly important to attracting and engaging top talent. While a company’s branding generally refers to how organizations are perceived by the public at large, employer brand is the company’s reputation amongst prospective and current talent. The responsibility falls on HR to build a brand that’s both recognizable and appealing to the broader workforce.Thankfully, HR doesn’t have to go it alone. HR can work with the marketing and design teams to create branded assets for every touchpoint in the employee lifecycle. Be it your employer profile on job search sites or the branded swag you give new hires on their first day, branding extends beyond a logo or color scheme.Every employee is an ambassador for your employer brand, so once you define your values and create supporting assets, it’s time to encourage participation company-wide. Asking for feedback with regular surveys, featuring employees on company social media, and giving employees branded swag are just a few of the many ways you can encourage your entire team to share what they love about working at your company.		
			More resources on employer brand:
		
		7 Reasons to Prioritize Employer Branding This YearNew Year, New You: Recrafting Your Employer Brand		
			2. Vacation Policies
		
		We could all use a break, HR included. Offering your employees a competitive time off package is one way to quickly boost your retention efforts and ensure workers are well-rested and engaged. That’s not just a nice thing to do, it’s good business sense: 87 percent of employees rate paid time off (PTO) as one of the most critical factors in determining whether they stay at a job.Some businesses are starting to go a step further by offering unlimited or “flexible” PTO plans. With the right policy in place, this approach can reduce confusion around accruals and dissuade employees from “saving up” vacation days for emergencies. While this added flexibility makes it easier to calculate time off, managers and HR teams will have to keep watch to ensure that employees don’t abuse the system.Drafting a PTO policy is half the battle. According to one survey, less than half of workers use the days they’re entitled to each year. Even individuals with unlimited PTO take an average of just 13 days per year. Be sure to encourage (or even require) employees to take PTO from time to time. A less than subtle way to do this is to have accrued days potentially expire. More practically, work with managers to ensure that workers are taking the time they need to recoup.		
			More resources on vacation policies:
		
		Mondays Are For...Vacation RequestsHR's Guide to Company HolidaysTips & Tricks From HR ProfessionalsHow to Craft a Seamless Out-of-Office PlanDecoding Unlimited Vacation TimeThe Secret to Boosting Employee Performance? Vacation Time		
			3. Employee Benefits 
		
		Basic medical, dental, and vision coverage has become a standard expectation in an employee compensation package. Knowing this baseline, employers all too often settle for a minimal healthcare package and supplement it with perks. However, it turns out that most employees would rather have more robust health coverage than flashy perks.In a survey of over 500 full-time workers across the country, we found that 70 percent of employees would sacrifice extra perks to receive better healthcare benefits. Perks like company holiday parties, happy hours, and free meals were ranked as significantly less important to respondents than health insurance. However, in the struggle to attract talent, many companies have opted for eye-catching perks in an attempt to boost employee engagement.Companies have room to improve when it comes to employee benefits. The number of employers who fully fund employee insurance premiums has decreased from 34 percent to 9 percent since 2001. In the landscape of rising healthcare costs, unpredictable medical expenses, and individual budget constraints, what employees want is a robust benefits package that puts their minds at ease in the face of difficult medical challenges.		
			More resources on employee benefits: 
		
		Employees Want Better Healthcare, Not PerksThe Rise of High Deductible Health PlansA Complete Guide to Employee Benefits		
			4. Perks at Work
		
		While healthcare is an important foundational benefit for employees, many workplaces are stepping up their game to include a full offering of perks: beer on tap, in-office massages, nap pods, and more. These creative perks let companies showcase their culture, compete for top talent, and increase employee happiness.While some companies go as far as paying for employee weddings, perks don’t have to be expensive. A survey of over 450 workers revealed the most requested perk was flexible scheduling or remote work, which doesn’t cost a dime. Casual dress codes, mentorship programs, and pet-friendly policies can also keep program costs down, while still showing you care.Beyond in-office amenities, employers can offer wellness, financial health, or professional development perks. These additional company-sponsored resources can have a huge impact on employee morale—just be mindful of your audience. Over time, employees might care less about office happy hours and more about paid parental leave, for example. Ask your employees what perks they care about in a survey and shape your programs around their priorities.		
			More resources on employee perks:
		
		7 Programs to Inspire Employee HealthHow HR Can Improve Work Travel for EmployeesDreaming Up an Office Napping PolicyHR's Guide to Home Buying Assistance20 Unbelievable Workplace Perks		
			5. Employee Training 
		
		Learning doesn’t stop after graduation day. Unfortunately, when it comes to professional development, most employees feel underserved by their employers: 70% report that they don’t have the training or resources needed to move their careers forward.Technology can play an important role in boosting your learning and development initiative. If you don’t already have one, consider implementing a Learning Management System (LMS). These platforms provide a platform for businesses to store, segment, and distribute learning materials. You’ll be able to load training, schedule instructor-led sessions, and run analytics on your learning initiatives. They also provide an easy way to roll out major, company-wide compliance initiatives, like anti-harassment or HIPAA training.In addition to providing training to individual contributors, you should also focus your L&D efforts on managers. Developing leaders (especially new leaders) is crucial for your company’s success and benefits every level of the organization. Consider launching a coaching certification program. The best programs rely on roleplaying and even wrap up with a final certification process.		
			More resources on employee training:
		
		The Guide To Choosing An LMSHow To Implement Career LatticesHow to Build a Coaching Certification Program5 Ways Learning and Development Drives ROI		
			6. Employee Surveys
		
		What are employees thinking? When it comes to gauging employee morale, your gut instinct can only go so far. Surveying employees every quarter can give you surprisingly deep insights into engagement and how workers view your company, their managers, and their peers.There’s one new metric you need to consider alongside old standards like turnover and time-to-hire. Measuring your company’s employee Net Promoter Score (NPS) empowers your team to get an accurate read on something as subjective as how individuals feel about work.If “NPS” sounds familiar, that’s for a good reason. The surveys have been used for decades in business circles and rely on asking participants one “ultimate” question: “What is the likelihood that you would recommend blank to a friend or colleague?” Respondents are asked to measure their approval on a scale of 0 to 10. Those who respond with a 9 or a 10 are considered “promoters,” and those who answer 0-6 are detractors.Beyond eNPS, there are other survey questions you can ask to get more targeted insights. Some of our favorite “strongly agree, strongly disagree” style questions preferred by HR professionals today include:I would recommend [company] as a great place to work.I am proud of the work that I do.When I get up in the morning, I'm excited to go to work.I'm happy when immersed in my work.I would recommend my manager.Diversity is a priority at [company]. Surveying employees is about a lot more than just gathering feedback. After you’ve had time to analyze the results, communicate your findings to company leadership and then to the broader employee population. After identifying strengths and opportunities to improve, you’ll be able to work on the next steps and execute accordingly. Being transparent here helps build trust and projects your genuine desire to help improve the employee experience.		
			More resources on employee surveys: 
		
		How to Get the Most Out of Employee Survey DataOur Employee Engagement Survey Questions, RevealedIs Listening The Key To Employee Engagement?4 Key Practices For Successful Employee Surveys		
			Conclusion
		
		Engagement touches every facet of the employee experience, from an applicant’s first interaction with the employer brand to their exit interview. An engaged workforce will be more productive and more likely to stay with your company for the long haul. Be it compensation, performance, feedback, or culture, a focus on employee engagement gives your company a competitive edge in today’s talent race. To set your organization up for engagement that scales, start with the foundational elements—like company values, training, and benefits—and let that shape the supplemental perks and policies you add over time.Download our eBook to learn the tactics that some of the top companies with the most engaged workforces are using to keep their teams motivated every day.

### HR's Guide to Strengthening Leadership Development

HR's Guide to Strengthening Leadership Development
		
		Follow these six steps so you can create an effective leadership development program.		
			Download Now		
			 		
																										
		While leadership development may be a top priority and of great importance to businesses, many need to invest the necessary time, budget, and resources to support it. Strong leadership can significantly impact overall organizational goals, success, and culture. When talented leaders are given the tools, training, and support, their ambition knows no bounds.Here are just a few of the benefits of building leadership within your organization’s foundation:Develop resilient teamsPush performance levelsHigher adaptabilityCritical thinking skillsBoost emotional intelligenceEffectuate changeExplore more ways you can strengthen leadership development by downloading this eBook!

### How to Read Employee Payroll Stubs

How to Read Employee Payroll Stubs
		
		Payroll stubs are about more than just the "bottom line."		
			Download Now		
			 		
																										
		Everyone loves pay day. For employees, it’s a day when bank accounts are replenished and bills can get paid. For HR professionals, it marks another payroll processing cycle in the rearview mirror.Getting paid on time, every time might seem like magic. When the dust settles, employees are left with slips of paper to help make sense of it all: their payroll stub.The humble paystub includes some of the most important information an employer can convey to its staff. It includes a breakdown of how much they are being taxed, what benefits are being paid for, and other pieces of critical compensation information.Unfortunately, “important” seldom translates to “intuitive.” Many employees only read the bottom line of their payroll stub, simply because the rest of it can seem so complicated. In this guide, we’ll break down the nuances of employee paystubs and why it’s important to always “check your check.”

### HR's Guide to Having Difficult Conversations

HR's Guide to Having Difficult Conversations
		
		Your step-by-step guide to the hardest conversations HR teams face.		
			Download Now		
			 		
																										
		HR teams tend to get a bad rap as the bearers of bad news within an organization. Be it disciplinary action or organizational changes, they often mediate between company and employee best interests. As a result, HR professionals naturally come face to face with some of the most difficult HR conversations in the workplace.Don’t be caught unprepared when the time comes. Though it might be tempting to try to avoid these tough conversations, HR must embrace the same strategic mindset used for engagement initiatives and workforce planning. Take the time to understand the difficult situations you might encounter and be prepared to handle the reactions that follow.In this guide, we’ll share four difficult scenarios that require HR intervention, tips for approaching them, and sample language you can use to say the things that may be hard to hear.

### HR’s Guide to Supporting Employee Mental Health

HR’s Guide to Supporting Employee Mental Health
		
		Learn how to support your employees this year and beyond.		
			Download Now		
			 		
																										
		While depression, anxiety, and stress are nothing new, studies show that mental health in the United States is deteriorating among all age groups. Researchers and health officials are concerned about the larger population developing depression, as the existing mental health crisis is intensified from the societal effects of the pandemic. And unfortunately for businesses, this mental health crisis is directly affecting employees, productivity, morale, and their bottom line. Grokker Innovation Labs’ 2021 Working Americans’ State of Stress research found that stress is a problem for nearly all employees, regardless of their company size, level of seniority, age, or work location (on-site or at home). Still, discussing mental health and its associated issues in the workplace is often considered taboo—and that means your employees may be scared to be honest about what they’re going through. Caring about your employees’ mental health is good for everyone, as healthy, supported employees build a better company culture, help with retention, act as branding experts for your company, and generally drive business success across the board. In this ebook, we’ll discuss:How to assess the state of your employees’ mental healthHow to build a culture of wellness and wellbeingThe mental health benefits your company needsHow to boost morale in a hybrid workforce, and more

### Rethinking Payroll for a Modern Workforce

Rethinking Payroll for a Modern Workforce
		
		From the WFA economy to pay equity, we've got you covered.		
			Download Now		
			 		
																										
		Payroll. Can’t live with it. Can’t live without it. And while for some of us, crunching the numbers might be our dream jobs, for others, the constantly changing modern payroll landscape can be a source of major anxiety. And over the past few years, payroll, HR, and compliance teams have seen some of the biggest changes yet. From changing worker classification laws in California to a burgeoning work from anywhere economy (spurred by COVID-19, but likely to far outlast it) and from paperless payroll to deciding how to select a pay schedule that employees actually want, there’s been a lot on payroll’s plate. So what does payroll look like for the modern workforce? In this ebook, we’ll explore:The WFA EconomyPost-COVID Compliance Worker ClassificationPayroll SchedulesPayroll Automation & StreamliningEmployee Self Service PayrollPayroll Documentation & AnalyticsPay EquityDigital Transformation

### 6 Cutting-Edge HR Metrics to Measure

6 Cutting-Edge HR Metrics to Measure
		
		Traditional HR metrics like turnover and retention just aren’t enough.		
			Download Now		
			 		
																										
		Don't fancy yourself a data scientist? Let's change that. In this ebook, Namely and PayScale dive into six cutting-edge HR and compensation metrics that take “data-driven” to another level. You’ll learn how to calculate, interpret, and act on metrics like career path ratio, range penetration, and more.Whether you’re looking to earn that elusive “seat at the table” or just make better sense of your people data, read our ebook and learn:How to use hiring data to calculate quality of hireHow to use your job tier data to anticipate future needs and facilitate career growthHow to use compensation data to improve workforce planning and identify pay inequitiesAnd more!

### Job Description Template

Job Description Template
		
		Hiring? Easily generate an eye-catching job description that checks all the boxes.		
			Download Now		
			 		
																										
		Getting top talent through the door has never been harder. Before scheduling that first interview, there's one important to-do that you can't overlook: nailing the job description.Attract the right candidates with our new job description template. As you fill out the template, your entries will automatically populate a separate page that includes an internal-only version of the form. On this page, you can include more sensitive information like the manager's name, pay range, and overtime status. We've also included a helpful tip sheet to guide you through completing the template.To get the most out of the template's features, we recommend viewing it with Adobe Acrobat Reader.  

### The Guide to Upskilling and Reskilling Employees

The Guide to Upskilling and Reskilling Employees
		
		Learn how to set employees up for greater success and why it's in demand for 2024!		
			Download Now		
			 		
																										
		Hiring and retention have been a core focus for most businesses, but it has become increasingly challenging to attract and retain top talent. With the global workforce constantly changing and creating an unpredictable economy, from remote and hybrid work options to automated and AI-focused efforts, upskilling and reskilling have become more practical, effective recruitment strategies.Businesses like yours are encouraged to invest in upskilling and reskilling their employees. So what is upskilling and reskilling, and why should it matter to you?  Explore six steps to upskill and reskill your employees and learn why it’s also a great retention opportunity for employers to advance their workers’ careers within the organization.

### The Ultimate Guide to Employee Engagement Surveys

The Ultimate Guide to Employee Engagement Surveys
		
		A how-to guide for running and acting on your next employee engagement survey		
			Download Now		
			 		
																										
		Like performance reviews, engagement surveys sometimes get a bad rap — employees tend to distrust them because they worry their answers are going to be used against them, used to justify the decisions of leadership, or not used at all. But if managed correctly, engagement surveys are the key to actually hearing what your employees have to say.According to Harvard Business Review, engagement survey responses are better than other HR metrics because they directly address how employees feel about the company and capture the most accurate predictors of behavior.To make sure you nail your next employee engagement survey, download our new guide that dives into all the elements of a successful survey. Inside you'll learn best practices around:How to build and structure your surveyThe best ways to communicate and share your survey with employeesHow to analyze, report, and share the results of your surveyAnd much more!   Created with our partner, Lattice.

### HR Risk Mitigation Checklist

HR Risk Mitigation Checklist
		
		Level up your risk mitigation strategy with our checklist.		
			Download Now		
			 		
																										
		You didn’t get into HR to stress about compliance. But in today's world of constantly changing regulations, it's a critical component of any business. To help you level up your risk mitigation strategy, we’ve created this checklist.Looking for more ways to stay compliant? Check out Namely’s compliance solution.

### The Definitive Guide to Payroll

The Definitive Guide to Payroll
		
		Decoding HR's most taxing responsibility		
			Download, The Definitive Guide to Payroll
		
			 		
																										
		At a small or mid-sized company, it’s often HR’s most essential responsibility: ensuring employees get paid accurately and on time. Unfortunately, “essential” rarely translates to simple. Payroll consistently ranks as HR’s biggest administrative headache, sapping time from what should be the profession’s primary concern. That is, working toward the success and growth of employees. Whether you’re just getting started or consider yourself a grizzled veteran, we’ve compiled everything you need to know about payroll. How do you settle on a pay cycle? How do you keep track of federal and state taxes? We’ll cover all of these questions including the following:Definitions and benefits of each type of pay cycleState and federal employment taxes and withholdingsImportant payroll forms for tax filings to annual wage summariesHow to calculate overtime based on FLSA rulesDifferent payment methods for paying out employeesSupplemental wages and other edge cases to consider.

### Namely's Benefits Administration System

Namely's Benefits Administration System
		
		Find out how Namely can take the complexity out of managing benefits & open enrollment.How does Namely's Benefits technology give HR teams time back in their day? Check out this one-pager to find out.		
			Download Namely's Benefits Administration System One-Pager

### Namely's Payroll System

Namely's Payroll System
		
		Find out how Namely can help you reduce errors, save time, and provide a better experience for employees.Processing payroll doesn’t have to be painful. Check out this one-pager to learn how Namely can help you process payroll more efficiently and accurately, all while providing an incredible employee experience.		
			Download Namely's Payroll System One-Pager

### From Application to Hire: The Power of a Positive Candidate Experience

From Application to Hire: The Power of a Positive Candidate Experience
		
		The talent journey begins before the job description is even posted. From application to hire, cultivating a powerfully positive candidate experience will revolutionize the way your overall culture thrives.		
			Download Now		
			 		
																										
		Sixty-three percent of job seekers reject a job offer due to a negative candidate experience—and 72% of them will tell others about it online or in person.You don’t have to be that company!Build a candidate experience that helps your new hires thrive and revamps your company culture for longer-lasting employee relationships. Our new eBook will help you establish a positive candidate experience with confidence. Stay updated on current talent acquisition and management trends and access tips, best practices, and resources to refresh your talent journey into a memorable candidate experience.

### Guide for Navigating Mental Health in the Workplace

Guide for Navigating Mental Health in the Workplace
		
		Mental health and wellness are integral to overall employee health and workplace culture. From burnout and stress management to having tough conversations and addressing workplace conflicts, this guide will help you navigate mental health with your workforce.		
			Download Now		
			 		
																										
		Nearly one-quarter of adults in the United States (21%) are coping with a mental illness.Help your employees find the resources, support, and treatment they need.Cultivating a culture that embraces differences and reduces the stigma of mental health can be the first step in the right direction. This new eBook will provide you with the information, education, and resources to better support your workers. Stay informed of current mental health challenges, updates to relevant mental wellness information, and tips and best practices for navigating mental health in the workplace.

### Building a Business Case for HCM Technology

Building a Business Case for HCM Technology					HR teams are expected to drive efficiency, improve the employee experience, and support business goals—often with flat budgets and lean teams. But even when the need for new technology is clear, getting executive approval can be a challenge.					Download Now					 																															Equip Yourself with What Leadership Wants to See		Building a Business Case for HCM Technology gives you a proven framework to align stakeholders, showcase ROI, and secure buy-in for the tools your team needs. This white paper is built for HR leaders ready to make a confident case for change—and lead their organizations forward.Inside the white paper you’ll learn:Step-by-step framework to assess current state and identify gapsKey components for a compelling, metrics-driven business caseStrategies to engage finance, IT, and operationsTips to overcome roadblocksIdeas to facilitate a smooth implementationROI benchmarks to support your recommendationYou’re not just making the case for technology, you’re championing a smarter, more strategic HR function. Download Building a Business Case for HCM Technology and take the next step today.

### How to Run Open Enrollment Like a Pro

How to Run Open Enrollment Like a Pro
		
		Turn one of the most daunting times of the year into an HR cakewalk. 		
			Download Now		
			 		
																										
		Let’s talk about benefits enrollment season—otherwise known as “go-time” for HR teams. Barring a personal event like getting married or having a child, employees are permitted to change their benefits elections only once a year. In the benefits industry, this narrow window of time lasting between 2-4 weeks is referred to as open enrollment.From choosing the right plans to informing employees of their options, HR shoulders most of the burden of making open enrollment a success. Thankfully, it doesn’t have to be hard. Read on to learn how you can master one of the most logistically challenging parts of your job and get employees the coverage and peace of mind that they deserve.		
			Choosing Plans 
		
		It’s no secret that attracting and retaining all-star employees has become harder in recent years. With unemployment down (only 4.3 percent as of August 2017) and the jobseeker-to-opening ratio nearly 1:1, talent acquisition has become an ultra-competitive vocation. As additional leverage shifts to both candidates and employees, offering affordable, robust plans has never been more important. Indeed, a 2016 Namely survey found that nearly 55 percent of U.S. workers viewed their core benefits as the most important driver of engagement overall.Selecting the right plans is a critical first step in orchestrating a successful open enrollment. From HMOs to PPOs and everything in between, the abbreviations and verbiage can be overwhelming to even the most seasoned HR pro (which is why this guide is followed by a glossary). Don’t forget the budgetary hit that selecting the wrong plans can impose; in the private sector, the average cost of insuring just one employee can reach as much as $4.00 per hour. But with a little due diligence and outside help, you can be the benefits superhero your company deserves.		
			Identifying a Baseline
		
		What kind of benefits do employees expect? While every employee has his or her own unique needs, there are a number of generally agreed-upon “must haves” in the modern workplace.As of this writing, the Affordable Care Act (ACA) requires that employers with 50 or more full-time workers offer health insurance—or face a stiff tax penalty. This so-called “employer mandate” has reinforced health insurance’s status as an expectation, not a perk. Indeed, over 80 percent of all full time workers in the U.S. are offered employer-sponsored coverage. Be sure to note that federal law also stipulates how rich these plans need to be—for example, free preventative care, like an annual check-up, must be covered by whatever plans your company offers.So what’s everyone else doing? Below are some of the plans most often provided by today’s employers, ranging from traditional healthcare to newer offerings like legal insurance.		
																										
			Finding a Partner
		
		If you want to offer great benefits, the first step is to partner with a great benefits broker. They’ll help you navigate your options, advise you on best practices, and even ensure you’re compliant with the ACA’s stringent requirements. If they come prepackaged with easy-to-use benefits administration software for both you and your employees, that’s a huge plus as well.Making sure that your partner is compatible with your company’s needs is critical, so don’t be shy while evaluating brokers. Before signing that broker-of-record (BOR) letter, be sure to ask these key questions: Are you licensed in my state/s?What kinds of insurance do you handle? In addition to core benefits, do you also work with voluntary or nontraditional plans like pet insurance?Do you serve others in our industry? If so, do they match our profile and size?Are you available for day-to-day employee questions? Are you working alone or do you have a team?Do you handle COBRA, ERISA, and ACA compliance?Will you generate my 1095 and 1094 reports?What kind of support will you offer my team during open enrollment?Does your service come bundled with technology, and if so, how will it integrate with my existing HRIS?In addition to answering all of the above, the best brokers will be able to easily ascertain what plans are best for your company, once provided with an employee census and your budgetary needs. After sending this information to the insurance carriers, they’ll receive detailed proposals within 2-3 months. The broker will subsequently distill this information and present it as a side-by-side comparison for your team.Here’s an important thing to note: plan pricing generally doesn’t vary much from broker to broker, so be skeptical whenever one claims to have the inside track on a great deal. That’s why asking about service and technology is so critical during the evaluation process. Those are the factors that truly set competing brokers apart. If one claims to offer best-in-class software, don’t just take their word for it—ask for a live demo to see just how “user-friendly” their platform really is, especially since your employees will be using it too.		
			Know Your Audience
		
		While your broker will use an employee census to infer needs, it never hurts to ask directly. Get a pulse from those who your company’s plans are meant to benefit: employees. Make it an annual habit to conduct an employee survey where individuals are asked to rate their understanding of coverage, identify a preferred method of communication, and grade each of their benefits. Be sure to leave room for open-ended employee suggestions as well. Since employee benefits are so tightly linked to overall engagement, you might glean more than just insurance insights.Your employee demographics will also inform what benefits you should offer. If your workforce trends older, place a heavy emphasis on retirement offerings. Doing so, regardless of your demographics, may be a safe bet as well—Namely’s survey data suggests that 401(k) offerings are particularly valuable to employees, with only 5 percent of U.S. workers willing to give them up for better healthcare. Conversely, if you have a workforce that trends younger, consider offering educational assistance, as that perk seems to have a significant impact on millennial retention.Your research can go beyond just providing you with a grade of your benefits—it can give you insights into process and timing as well. Namely’s data shows that “baby boomers,” or individuals born between 1946 and 1964, wanted up to a month or more to make their enrollment decisions. Overall, most employees prefer between 2-3 weeks to make their elections. While you might be able to determine some of this from your HRIS’ demographic information already, save yourself some time and ask about employee preference directly in your benefits survey.		
																										
			Leveraging Voluntary Benefits 
		
		We’ve mentioned “voluntary” benefits a few times throughout this guide. So what are they, exactly? Though offered through your company, these benefits are paid for primarily by employees through a payroll deduction. These plans can take many forms, including but not limited to life insurance, disability, legal insurance, hospital indemnity, and even pet insurance. Commuter benefits were once also considered a voluntary offering, but a number of jurisdictions (including New York City) have since made it a requirement of most employers.The reasons why your company should offer voluntary benefits go far beyond just legal requirements, however. When trying to convince C-level executives and other stakeholders of the value of offering these plans, stress their impact on budget and retention. Even before the ACA was passed into law, healthcare costs had been steadily rising. Between 1999 and 2011, average annual premiums per employee nearly tripled from just $5,700 to $15,000. Though employers shoulder most of this cost, much of it is inevitably passed onto employees. As those premiums rise, it becomes harder to convince individuals to stay—unless you can provide them with alternatives to fill the gap. While offering perks like catered lunches and happy hours may help reduce turnover slightly, studies show that they don’t hold a candle to voluntary benefits’ potential impact.Bottom line? As traditional healthcare costs surge upward, voluntary plans provide HR teams with a virtually zero cost way to spice up their company’s overall offerings. There are countless options, covering a full gamut of life situations, available to employers today. Consult with your benefits broker or ask one of our experts to discover what voluntary plans might fit your workplace.		
			Communicating With Employees 
		
			You've got great plans—now it's time to get the word out. 
		
		After being presented with over a dozen options from your broker, you’ve settled on the ultimate benefits package. You’ve got a wide array of plans, tailored to your company’s needs, all of which is complemented with easy-to-use enrollment software. The hard part is over and done with, right?Wrong, unfortunately. Building a communication strategy is hands-down the most critical component to executing a successful open enrollment. Thankfully, there are a number of avenues and tools that HR professionals can leverage when communicating to employees.Why all the focus on communication? Employees don’t like talking or hearing about benefits. A 2016 Aflac survey yielded a number of surprising insights, including that 48 percent of employees would rather walk on hot coals than discuss their enrollment options. The same survey found that 72 percent of employees found reading about their plan options to be a disorienting, stressful, and altogether unpleasant experience. For those rare individuals who are actually willing to talk about benefits, a 2017 Namely survey shows that only 1 in 5 would trust HR with their questions. After you’ve spent so much time shopping for plans, that sobering stat should serve as a gut check.		
			Crafting a Tailored Strategy 
		
		Don’t wing it. Building a deliberate, thoughtful strategy is the first step in ensuring a successful enrollment season. Get started at least 3-6 months beforehand, and begin by considering what might have gone well (or not so well) the last time around. What questions did employees ask most often? Did anyone express surprise about what their plans did or did not cover? Better yet, gain even deeper insights by surveying employees on how they felt about last year’s enrollment.There are several avenues you can take to get the word out: emails, benefits brochures, videos, webinars, printed posters, and on-site events are just some of the methods HR professionals turn to. As no single approach is inherently better than the others, opting for more than one can increase your chances of success. For all of these mediums, consider setting separate communication campaigns for each benefit type (e.g., healthcare, dental, commuter benefits) rather than comprehensive blasts that contain everything they need to know. This bite-sized approach, spread across 3-6 weeks, could be easier for employees to digest.Be thoughtful about how you’re communicating with employees. If large swaths of your workforce are blue-collar or don’t have ready access to a computer during working hours, opt for face-to-face or printed communications. If your employees trend millennial and spend most of their working days in front of a computer, consider leveraging non-traditional mediums like video. For companies with a little bit of both, with both manufacturing floors and back offices, for example, take a different approach for each subset of workers.Remember those hot coals? Even with an effective strategy, pushing employees to voluntarily read and learn about their options may prove an uphill battle. To maximize participation, consider incorporating “active” enrollment into your overall strategy. This approach forces employees to actively make their benefits elections for the coming plan year, rather than just ignore open enrollment and have their existing plan automatically renew. Employees will be more or less forced to reference the materials you produce, so make them count.		
			Getting Creative 		
		Imagine the scene: you take a seat in the office restroom stall, only to come face-to-face with an open enrollment posting. It sounds silly, but just trying to get employees’ attention is more than half the battle.Creativity comes in many forms. It could mean using attention-grabbing subject lines in your email communications. Titling an email “$425.00”— what an individual could save annually with commuter benefits—might entice readers more than a generic subject line. If you’re making videos, loosen up; quirky, low-budget videos might generate a few laughs and also inform employees. If you have employee phone numbers on file, consider using an SMS alerts vendor to text them en masse—a relatively new communications approach that can come in handy in other instances too, like when the office has to close due to extreme weather.Starting to notice a theme? HR will need to turn to some of the same strategies that businesses use when selling to prospects. Drop the clipart and templated materials—it’s time to call in the professionals. Loop in your company’s marketing team. In addition to ensuring your internal communications are “on-brand,” their designers and copywriters can also help ensure materials are easy to understand and look slick.		
			Adding the Human Element
		
		Want to ensure your communication strategy is a success? While expertly crafted communications can go a long way, face-to-face contact remains your most valuable tool in educating employees.Holding “town hall” style meetings is a great way to kick-off your benefits communication campaign. Begin the session by clearly presenting what the company’s new plans are and how they differ from last year’s offerings. Depending on your company’s size, you’ll want to reserve up to an hour for employee questions. If you don’t feel confident enough to field questions yourself, ask additional members of your team, or—better yet—your benefits broker, to be present. Be sure to schedule repeat sessions at different times of the day. You should also consider recording one of your sessions and sharing it with anyone who was unavailable or out of the office.Sometimes, a little extra pomp and circumstance can go a long way in boosting engagement. Consider organizing an in-house benefits fairs for employees and their families. Don’t be afraid to make it fun with massage chairs, raffles, and a healthy, catered lunch. Your broker may have experience organizing this type of event for clients already. In some cases, they may even be able to secure the attendance of benefits carrier representatives—giving your event even more credibility in the eyes of employees.While these larger events can go a long way in communicating new plans, keep in mind that employee questions are often personal. Regardless of how many larger presentations you schedule, keep in mind that you must also provide employees with a way to privately discuss their questions or health matters. While setting up a “hotline” or special open enrollment inbox can help, be sure to set aside office hours each week to address questions face-to-face. Note that in some cases, your discussions with employees may go beyond just the scope of open enrollment. If an employee reveals a serious illness and subsequently requests an accommodation, for example, you’ll need to be mindful of Americans with Disabilities Act (ADA) compliance.		
			Making Open Enrollment Easy With Technology 
		
			Moving beyond spreadsheets and paper. 
		
		You’ve focused so much time on shopping for plans and communicating offerings— but how are employees actually enrolling in their plans? The technology that you use to handle enrollment and day-to-day administration is almost as critical as the benefits themselves. Make sure that whatever software you use, it’s easy to use for both employees and HR managers alike. The best software guides employee through their options with contextual help, all in a conversational tone that cuts through the jargon that’s typically associated with benefits.		
																										
		Because plans are largely paid for through deductions, note that employee benefits and payroll administration are deeply intertwined. While handling your people operations with disparate systems is never best practice, it’s especially problematic when your payroll and benefits data is stored and handled separately. As an HR professional tasked with handling everything from employee relations to payroll taxes, your job requires an integrated software. In addition to streamlining deductions and plan contributions, syncing your payroll and benefits data can greatly reduce the time you spend manually inputting data. When it comes to something as sensitive as healthcare, a mis-entered number or miscommunication between systems can be especially problematic. If you can’t switch systems just yet, at the very least consult with both your benefits and payroll vendors to confirm that their technologies are compatible.Whatever you settle on for benefits technology, keep in mind that your broker should have ready ready access to the platform as well. This provides them with deeper insights into your employee demographics and enrollment preferences, meaning you can more effectively ascertain needs and shop for plans in the future. The best brokers are proactive about spotting trends and working with you year-round to strengthen your offerings ahead of the next open enrollment season		
			After the Dust Settles 
		
			What to do in the "off-season" 
		
		Once the open enrollment deadline passes, take a short breather. You survived yet another cycle, congratulations! With your five-minute celebratory lap out of the way, it’s already time to focus on next year’s open enrollment.First things first—schedule time to meet with your broker to run a post-mortem analysis. Plan to take a hard look at employee participation, whether there was a lot of movement from one plan type to another, and voluntary benefits enrollment. Depending on your benefits technology vendor, you may already be able to pull reports including this information. If you can’t, ask your broker to generate them for you.While your broker should ideally shoulder much of this burden, be sure keep an ear to the ground yourself. The benefits industry is rapidly evolving, with new offerings and trends coming to the forefront every year. Stay abreast of changes by subscribing to benefits publications and regularly surveying employees. Additionally, don’t be afraid of consult with other HR professionals in your network about best practices or the latest benefits trends. Attend your local SHRM chapter’s events or one of these popular conferences. As open enrollment veterans, you’ve all served in the trenches before—you’ll find that your HR peers know better than anyone else what works and what doesn’t.		
			Benefits Glossary 
		
			All you need to know, from A to Z. 
		
		Even for the most seasoned open enrollment pro, grasping the complex, jargon riddled world of employee benefits is easier said than done. Below, you’ll find an exhaustive list of industry terms and their meanings, written in plain English. Get a head start on employee questions by sharing the below with employees at your next enrollment presentation!Affordable Care Act (ACA): Landmark health reform legislation passed in 2010. It was designed to increase the affordability of health insurance and lower the uninsured rate in the United States. Colloquially referred to as Obamacare.Allowed Amount: The maximum amount that a carrier will consider paying for a service, including any amount that the patient will be responsible for paying. Balance Billing: When a provider bills you the difference between the provider’s charge and the carrier’s allowed amount.Co-insurance: Your share of the costs of a covered service, calculated as a percentage of the allowable amount. Co-payment (Co-Pay): A set amount you pay for a covered healthcare service, usually paid at the same time you receive the service (e.g., A $15 co-pay for a routine checkup.)Deductible: The amount you owe for services before your plan begins to pay. Deductibles may not apply for all services.Durable Medical Equipment (DME): Equipment and/or supplies ordered for everyday or extended use. Examples include oxygen equipment, wheelchairs, crutches, and blood testing strips.Emergency Medical Condition: An illness or injury so serious that one must seek care right away to avoid severe harm.Exclusive Provider Organization (EPO): A type of insurance where you can use the doctors and hospitals within a network but cannot go outside the network for care. There are no out-of-network benefits, except in cases considered an emergency. Excluded Services: Healthcare services that your insurance doesn’t cover.Generic Drugs: A prescription drug with the same active ingredients as a brand-name drug. They typically cost less than brand-name drugs.Habilitation Services: Health services that help one keep or improve skills and functioning for daily living. These include physical and occupational therapy, speech therapy, and treatments for a variety of other disabilities.Health Maintenance Organization (HMO): A type of insurance combining a range of coverage in a group basis. A group of doctors and other medical professionals offer care through the HMO for a monthly rate with no deductibles. Only visits to professionals within the HMO network are covered by the policy.Hospice Services: Services to comfort and support individuals in the last stages of a terminal illness.In-Network Coinsurance: The percent you pay for covered healthcare services to providers who contract with your health insurance. In-network co-insurance typically costs less than out-of-network coinsurance.In-Network Co-payment: A set amount that you pay for covered services to providers who contract with your health insurance. In-network co-payments typically cost less than out-of-network co-payments.Medically Necessary: Health services or supplies needed to prevent or treat an injury, illness, or symptoms that meet accepted standards of medicine.Network: The providers, suppliers, and facilities your insurance plan has contracted with to provide services.Non-Preferred Provider: A provider without a contract with your insurance plan. You’ll generally pay more to see a non-preferred provider.Out-of-network Coinsurance: The percent you pay for covered healthcare services to providers who do not contract with your health insurance. Out-of-network co-insurance typically costs more than in-network coinsurance.Out-of-Pocket Limit: The most you’ll pay before your insurance begins to pay 100% of the allowed amount. The limit never includes your premium or services that your plan doesn’t cover.Physician Services: Services provided by a licensed medical physician (M.D. or D.O.)Plan: A benefit your employer or union provides to pay for your healthcare.Preferred Provider Organization (PPO): Plans that allow members to use any healthcare professional without a referral. Staying in-network means smaller copays and more coverage. If you go out-of-network, you’ll have higher out-of-pocket costs, and not all services may be covered.Preauthorization: A decision by your insurer that a service or drug is medically necessary. Your plan may require preauthorization for specific services before you receive them.Premium: The amount that must be paid for your health insurance by you and your employer. Typically paid monthly.Primary Care Physician: A physician (M.D or D.O.) who provides or coordinates a variety of healthcare services.Provider: A physician (M.D. or D.O.), health care professional or facility that is licensed and certified as required by state law.Reconstructive Surgery: Surgery and treatment needed to correct a part of the body due to birth defects, accidents, or medical conditions.Rehabilitation Services: Services that help a person keep or reclaim skills and functioning for daily living lost due to an illness or injury. Examples include occupational therapy, speech therapy, and select psychiatric services.Skilled Nursing Care: Services for licensed nurses in a nursing home or your own home.Specialist: A physician that focuses on a specific area medicine or group of patient to diagnose, prevent, or treat certain conditions.Summary of Benefits and Coverage (SBC): A straightforward summary that allows you to compare costs and coverage between different health plans.Usual, Customary, and Reasonable (UCR): The amount paid for a service in a geographic area based on what local providers typically charge.Urgent Care: Care for a condition or injury serious enough that one would seek care right away, but not one severe enough to require emergency room care.Waiting Period: The time that must pass before coverage becomes effective for an employee and his or her dependents.Wellness Program: A program offered by an employer or insurance carrier to incentivize employee health and fitness through discounted gym memberships, gift certificates for preventive care, and moreDisclaimer: The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel. It was last updated on September 1, 2017.

### HR vs Finance: Who Should Own Payroll?

HR vs Finance: Who Should Own Payroll?
		
		Every organization is different, so who should run payroll at your company? Find out in our guide.		
			Download Now		
			 		
																										
		Ask management at almost any small or mid-sized company, “Who owns payroll at your organization?” and you’re bound to get answers all over the map. In fact, in Namely’s recent research, we found that 34 percent of companies say that HR owns payroll; 25 percent say that finance owns payroll; 35 percent say a separate payroll department owns payroll; and 6 percent completely outsource payroll. Needless to say, there is no standard for where payroll should fall within a company. According to Deloitte, however, “There has been a shift in the market on where Payroll reports. Organizations are moving Payroll from reporting to Finance to either reporting to HR or reporting to a shared service where a shared service could report to either HR or Finance.”They report that as of 2020, 50 percent of companies responded that payroll now falls to the HR team. Deloitte also reported that on average, employees responsible for payroll spend only 27 percent of their monthly time actually running payroll. The rest of their time is split between reconciliation, audits, and controls (which would historically fall under the finance department) and answering employee questions (which would historically fall under the HR department). So where should payroll fall at your company? Our guide will explore some considerations that can help you make the best decision.

### Manager’s Guide to Performance Reviews, Goal Setting & Professional Development

Manager’s Guide to Performance Reviews, Goal Setting & Professional Development
		
		From helping employees track goals to providing them with professional development opportunities, find out how to set them up for success.		
			Download Now		
			 		
																										
		Let’s face it, performance reviews have earned themselves a bad reputation.Many employees dread their annual performance review, and most managers view these reports as just another task on their to-do list.What’s important for managers to realize is how valuable performance reviews can be. In fact, companies who implement regular employee feedback have turnover rates that are 14.9 percent lower than for employees who receive no feedback.When a manager puts in the effort to execute a well-planned performance review, it can actually make a difference in an employee’s work ethic and have a positive impact on the success of the company overall.In this guide, get all the information you need to measure and give employee performance feedback, set and track goals, build professional development plans, and ask for feedback on your management style!

### Namely's Modern HR System

Namely's Modern HR System
		
		Find out how Namely covers all of your core HR needs in one platform.How does Namely's modern HR system handle your employee profiles, time-off tracking, reporting, and more? Check out this one-pager to find out.		
			Download Namely's Time & Attendance System One-Pager

### Employee Benefits Guide

Employee Benefits Guide
		
		Employee Benefits Guide: Coverage, Deductions, Technology, and Open Enrollment 		
			Download Now		
			 		
																										
			Employee Benefits Coverage
		
		Employees expect more than ever from their companies. So what kind of employee benefits should you offer? Between medical, dental, life insurance, worker’s compensation, disability insurance, the options seem endless.		
			Medical, Dental, and Vision
		
		The Affordable Care Act (ACA) requires that employers with 50 or more full-time workers offer health insurance—or face a stiff tax penalty. The “employer mandate” has made insurance a requirement, not a perk. Indeed, over 57 percent of all full time workers in the U.S. are offered employer-sponsored coverage.To stay compliant and competitive, be sure your insurance covers the following:Preventative careTreatment of illness, disease, or accidentsInpatient hospital treatmentsPrescription drugsHealth insurance is core, but don’t forget about dental and vision coverage. According to the Kaiser Family Foundation, 60 percent of employers offer dental benefits and 46 percent offer vision insurance independent of a medical plan. Like your health plan, dental plans can be fully or partially funded by employers. The same goes for vision. More and more employees expect at least partially funded vision and dental, so you’ll want to explore your options there.		
			Ancillary & Voluntary Plans
		
		Ancillary benefits are employee offerings that don’t fall under major medical coverage. That said, they can have a huge impact in making you a more competitive recruiter. In terms of priority, offering ancillary benefits fall somewhere after medical and dental. Here are some important ancillary benefits to put on your radar:Life and Disability InsuranceRetirementEAP (Employee Assistance Program)Critical Illness InsuranceHospital Indemnity InsuranceTravel AssistanceVoluntary benefits can also help strengthen your offerings without breaking the bank. Though offered through your company, these benefits are paid for primarily by employees through a payroll deduction. These plans can take many forms, including but not limited to legal insurance, pet insurance, and even financial wellness programs. Commuter benefits were once also considered a voluntary offering, but a number of jurisdictions (including New Jersey) have since made it a requirement of most employers. 		
			What to Offer
		
		Not sure how your benefits stack up to the competition? Sometimes you just need to ask. Survey your employees annually to see how they feel about your current offerings and what they’d like to see next open enrollment. Below are the most popular offerings in the U.S.		
			More resources on employee health coverage:
		
		4 Voluntary Benefits To Consider20 Unbelievable Workplace Perks5 Tips For Building A Robust Benefits PackageCOBRA Coverage: Inside And Out3 Ways To Better Manage Employee Benefits		
																										
			Deductions & Contributions
		
		It’s no surprise that employees rate cost as the most important factor when making benefits decisions. Offering competitive plans requires a balancing act between what employees want and what you can afford as an employer. Whether or not you offer a more traditional group insurance plan, a high-deductible health plan, or another plan structure, there are many options available for helping ease the burden of cost on your employees. Plus, you can setup a benefits plan that is ultimately affordable for you. Here’s are the key issues you’ll need to be aware of.		
			Premiums vs. Deductibles
		
		Premiums are the portions that employers and employees pay, often monthly, for insurance costs. The lower the total premium, the less the employer pays monthly. Deductibles are the amounts employees are responsible to pay before their insurance company begins covering expenses. In layman’s terms, the higher the deductible, the more the employee pays—and the lower the cost for your business.In most states, companies have to cover at least 50 percent of monthly premiums. This cost is called a minimum contribution or cost-sharing percentage. Those costs can add up! According to 2018 Mercer Data, small to mid-sized employers spent an average of $12,148 per employee on health benefits. Typically, the plan will cover employees and all of their family members as well.Nationally, benefits plans are shifting towards high-deductible health plans (HDHPs), meaning lower premiums, higher deductibles, and more financial responsibility placed on individual employees. Over 80 percent of insured workers have policies that include a deductible. Still, going along with the high-deductible trend may not necessarily be the best strategy at your company. For one, high deductibles can encourage workers to skimp on care they need. What’s more, in hyper-competitive sectors like tech you may need to invest more in your plans to catch the eye of discerning talent. Generally speaking, the more competitive your industry, the more likely you are to pay higher premiums.		
			Health Savings Accounts (HSA)
		
		If you decide to implement an HDHP, there are ways to lessen the burden on employees. A popular strategy is to offer health savings accounts (HSAs).An HSA is a medical savings account, owned by the employee, that is exempt from federal taxes. Both employees and employers can contribute to an HSA. Since 2020, the annual limitation on contributions for someone with self-only coverage with a high-deductible health plan is $3,550. For family coverage, the limit is $7,100.Companies are also pairing HSAs with other options. A health reimbursement account (HRA) is an employer-funded health benefit plan. An employer sets an amount to contribute to the account, but only after the employee has an approved medical expense. If an employee leaves the company, he or she cannot take HRA funds with them.A flexible spending account (FSA) is another popular, tax-advantaged financial account. The employee sets aside a portion of their paycheck to go into the account to be put towards qualified medical expenses. FSAs are not exclusive to high-deductible health plans—funds can often be used for other benefits like dependent care. As of 2018, the maximum employees could contribute to one is $2,750.		
			Defined Contributions
		
		Finally, in an effort to make budgeting for group health insurance plans easier, employers may turn to defined contributions. In this case, employees are supplied with a set amount by the employer to put towards the cost of his or her care. Contributions go toward employee premiums and may be presented as a lump sum or monthly contribution.In this approach, employees may be left to find their own health care on online marketplaces or a private exchange. While employees may appreciate the added flexibility and freedom of choice, they’ll need more support in making their plan decisions. Given this, switching to defined contributions may or may not be worth the cost savings. Be sure to consult with your broker to learn more about this model.		
			More resources on deductions and contributions:
		
		The Rise Of HDHPsHSA vs. FSA: Spelling Out the DifferencesAlternative Funding: How To Curb The Cost Of Healthcare		
			Benefits Technology 
		
		Employees today, particularly those at fast-growing or midsize companies, expect a modern benefits enrollment experience. Intuitive, modern technology is critical in fulfilling that expectation. In other words, the tools you use to administer your benefits are almost as important as the plans themselves.Whatever technology you use, make sure that it’s easy to use for both employees and HR managers. The best software guides employees through their options with contextual help, all without relying on hard-to-understand benefits jargon. Last but not least, your technology should be self-service—empowering individuals to view or change benefits on their own, freeing up HR’s time (and email inbox.)		
																										
		Because employee benefits are largely paid for through payroll deductions, consider a more integrated software to eliminate the need for dual entry. When it comes to something as sensitive as healthcare, a mis-entered number or miscommunication between systems can cause serious problems. If you can’t switch systems just yet, at the very least consult with both your benefits and payroll vendors to confirm that their technologies are compatible.Whatever you settle on for benefits technology, keep in mind that your broker should have ready ready access to the platform as well. This provides them with deeper insights into your employee demographics and enrollment preferences, meaning you can more effectively measure future needs ahead of your next open enrollment.		
			More resources on benefits technology: 
		
		Changing Benefits Brokers Is Easier Than You ThinkHow Better Benefits Put All The Pieces Together3 Smart Ways To Save On Employee BenefitsFuture of HR TechnologyWhat Are Your Benefits Costing You?		
			Employee Communication
		
		What good is a world-class benefits package if you can’t get the word out? Whether you’re in the middle of a plan year or gearing up for open enrollment, communication should be a key part of your overall strategy.Make it a habit to regularly survey employees on how they feel about their benefits, and what they might like to see added to the company’s offerings. Doing so is a great way to identify gaps that your HR team might otherwise be unaware of. Your benefits broker can be a valuable resource here, by providing you with templates and guidance.If you’re preparing for open enrollment, communication is particularly critical. Begin crafting your strategy 3-6 months beforehand. Start by considering what might have gone well (or not so well) the last time around. What questions did employees ask most often? Was anyone surprised by what their plans did or did not cover? You’ll be able to gain deeper insights by surveying employees on how they felt about how last year’s enrollment process.		
			Tailoring Communications
		
		Every company is different, so be thoughtful about how you communicate with your workforce. If large swaths of your company work on a manufacturing floor, for example, opt for face-to-face or printed communications. Conversely, if your employees spend most of their working days in front of a computer, consider leveraging non-traditional mediums like videos and webinars.Even a tailored approach can fall flat, given that employees tend not to like talking about benefits. In fact, nearly 20 percent of employees don’t discuss their enrollment options with anyone at all. That’s why when it comes to benefits, it pays to think like a marketer; get creative with your communications.Utilizing an intranet or company newsfeed to share regular updates is one option. Being creative might be as simple as just using attention-grabbing subject lines in your communications, or producing quirky, low-budget videos. If you have employee phone numbers on file in your HRIS, consider using an SMS alerts vendor to text them en masse—a relatively new approach that can come in handy in other instances too, like when the office closes due to inclement weather.		
			Leverage Events
		
		Sometimes, a little pomp and circumstance can go a long way. Consider organizing an in-house benefits fair for employees. Make the event fun with massage chairs, raffles, and a healthy, catered lunch. Also consider making it a family event by inviting spouses and children, as they’re often beneficiaries of your plans as well. Your benefits broker may have experience organizing this type of event. In some cases, they may even be able to secure the attendance of carrier representatives—who better to have on-site to field employee questions?You might also want to consider holding “town hall” style meetings. At a minimum, this should happen once a year for open enrollment. You should start by clearly presenting changes to your company’s plans and highlighting any new offerings. It’s a safe bet that employees will have questions, so it’s advisable to reserve at least an hour. Be sure to highlight that you’ll be available afterwards to address more personal questions one-on-one.		
			More resources on employee communication:
		
		Active Enrollment Helps You Provide The Best BenefitsPPO Vs. HMO Vs. EPO: Spelling It Out For EmployeesWhat Counts As A Qualifying Life Event?Cooking Up A Benefits Plan		
			Open Enrollment
		
		Barring a personal event like getting married or having a child, employees are permitted to change their benefits only once a year. This narrow window of time, typically lasting between 2-4 weeks, is referred to as open enrollment.One of the most critical questions you’ll need to address is whether your enrollment period is “passive” or “active.” Passive enrollment refers to when employees do not have to take any action for their plans to renew. This is common, and like self-service technology, might mean less work on your end. That said, this approach might also mean that your employees end up ignoring the enrollment period and any new offerings you’ve made available. In 2019, only 65 percent of employees changed their benefits during open enrollment.Conversely, active enrollment forces employees to make their selections for the coming plan year, regardless of whether they’re planning to keep the same coverage. Opting for this approach encourages employees better know their options and actually read the materials you produce. While active enrollment might be harder on the employees, it results in more informed decision making—and less surprises in the middle of the plan year.Outside of these options, you’ll need to settle on how long to make your waiting period, or the time between when an employee signs up for a plans and the benefits actually kicking in. Waiting periods can vary among employers:For example, new group health plans under the Affordable Care Act may not exceed a 90-day waiting period before employees gain access to their benefits. In addition to the 90 days, you may also take a one-month orientation period, meaning some employees may wait up to 120 days before receiving any benefits.You may offer benefits to employees immediately upon hire.You may offer benefits on the first of the month after 30 or 60 days of employment.Most companies in competitive industries don’t institute a waiting period. However, if you experience high employee turnover during the first few months, the 90-day waiting period may be appropriate to avoid additional administrative costs. Look to competitors as well. If they offer shorter waiting periods to their new hires, it may be worth keeping pace with them.		
			More resources on open enrollment:
		
		Employees Want Better Healthcare, Not More PerksOpen Enrollment Survey: What Employees Really WantWhen It Comes To Benefits Questions, Who Do Employees Trust?Your Post-Open Enrollment Checklist For The New YearHow to Run Open Enrollment Like a Pro		
			Making It Easy
		
		The benefits industry is rapidly changing, with new offerings and trends regularly coming to the forefront. Stay ahead by subscribing to benefits publications and surveying employees on their wants and needs. Don’t be afraid to leverage your own professional network as well, especially when it comes to best practices. Attend your local SHRM chapter’s events or attend one of these popular HR conferences.The subject of employee benefits has always been intimidating, but it doesn't have to be. Keep a positive spin through your benefits communications and consider tying in a wellness program into the initiatives. Encouraging health holistically at your company—from health insurance to gym memberships to free healthy lunches—makes for sound employees and sound minds. Engaging your employees in benefits and providing them with the proper programs and resources ultimately leads to a healthier, happier workforce

### The Complete Employee Lifecycle Management Guide

The Complete Employee Lifecycle Management Guide
		
		From job interview to exit interview, learn how HR professionals support employees at every stage of their journey in this eBook from Namely.		
			Download Now		
			 		
																										
		While recruiting great talent can help ensure your company comes out on top, your job isn't over when a candidate signs their offer letter. In fact, it's just the beginning. Investing in your employees at each stage of the employee lifecycle is the key to transforming them from new hires into long-term employees.The employee lifecycle consists of six stages:Attraction: Learn how to gain a competitive advantage in order to attract top talent.Recruitment: Narrow down your applicant pool to bring in the best candidates. Onboarding: Utilize employee lifecycle resources to kick off a killer onboarding program.Development: Know how to keep your employees engaged and motivated over the long-term. Retention: Understand what matters to your employees when it comes to your mission, company culture, and growth opportunities. Separation: Use this HR guide to transition exiting employees seamlessly.Through each of these stages, it's HR's job to ensure employees have everything they need to succeed. In this eBook, we'll look at employee lifecycle best practices to ensure you are setting your employees up for a successful career at your company, from hire to retire. About Our Partner15Five is a continuous performance management solution that helps employees grow and develop, in just 15 minutes each week. Through a lightweight weekly check-in, 15Five delivers everything a manager needs to impact employee performance, including continuous feedback, objectives (OKR) tracking, recognition, 1-on-1s, and reviews. 

### Employee Retention Strategies for 2024

Employee Retention Strategies for 2024
		
		Learn how to engage and retain your workforce in today’s competitive job market.		
			Download Now		
			 		
																										
		With quitting rates returning to pre-pandemic levels during 2023, the tumultuous waves created by the Great Resignation seem to have settled. However, even as the echoes of the Big Quit gradually fade, the challenges for businesses endure, particularly in regard to employee engagement and retention.While the sheer volume of resignations may have tapered off, the lessons learned underscore the importance of cultivating workplace environments that resonate with employees' aspirations. As organizations prepare for a new year, they must continue to navigate the challenge of attracting and retaining top talent. With recent studies revealing that employee dissatisfaction has reached a three-year high in 2023, companies are left questioning what it truly takes to keep their workforce motivated, inspired, and satisfied.While there’s no one-size-fits-all answer, this eBook will explore: How to hire employees who will stick aroundHow to inspire individual contributorsHow to retain senior leadership

### Employee Onboarding Toolkit for HR Professionals

Employee Onboarding Toolkit for HR Professionals
		
		Find critical HR compliance and tax documents you'll need new hires to sign in this toolkit.		
			Download Now		
			 		
																										
		Onboarding new hires? Set them up for success from day one with our latest toolkit. Fill out the form above to download these three valuable resources:I-9 Form & GuideW2 Form & GuideW4 Form & Guide

### Payroll Guide: Definitions, Compliance, and Software

Payroll Guide: Definitions, Compliance, and Software 
		Decoding HR's most "taxing" responsibility 			Download Now					 																												At a small or mid-sized company, it’s often HR’s most essential responsibility: ensuring employees get paid accurately and on time. Unfortunately, “essential” rarely translates to simple. Payroll consistently ranks as HR’s biggest administrative headache, sapping time from what should be the profession’s primary concern: the success and growth of employees.Whether you’re just getting started or consider yourself a grizzled veteran, we’ve compiled everything you need to know about payroll. How do you settle on a pay cycle? How do you keep track of federal and state taxes? We’ll cover all of these questions and more below.			Pay Cycles
		Regardless of how often it hits, everyone loves a payday. Pay frequency is a divisive issue in the payroll community, and everyone has their own preferred model. When determining how often employees should be paid, U.S. businesses opt for one of four models: weekly, biweekly, semimonthly, or monthly.According to the U.S. Bureau of Labor Statistics, biweekly is the most popular pay frequency among employers nationally. As you might suspect, it involves paying employees on a set day every other week, ultimately resulting in 26 paydays per year. That means that for certain months in the year, employees will receive a whopping three paychecks. Biweekly tends to be most preferred by both businesses and their workers, as employees get their pay in a predictable, frequent manner and employers only have to process every other week. In the payroll profession, the biweekly model is the closest thing to a happy medium.The second-most common frequency in the US is the weekly model, in part due to its popularity in blue collar industries like manufacturing and construction. For lower wage or hourly workers, the weekly model is preferable because it makes for easier financial planning. It’s also preferred in contract work like construction, where work can stall suddenly for a variety of reasons, like a client running out of funds. For payroll professionals, these same virtues make the model exceeding difficult to administer, with the dreaded “processing day” occurring every single week.																										Under the semimonthly model, employees are paid twice a month—once in the middle of the month, the other at the end. The resultant 24 pay periods can be challenging for payroll professionals to track, as the 15th and 30th often fall on a bank holiday or weekend. In these instances, the best practice is to pay employees on the preceding business day. This variability can sometimes frustrate employees, as it makes planning to pay the bills more of a challenge.And monthly payroll? You guessed it—that’s 12 pay periods per year. While that may make processing sound like a breeze, a month is a long time to wait for a paycheck. Because of this, the model is very much a rarity today, with just 11 percent of U.S. businesses opting for a monthly pay cycle.			More resources on pay cycles:
		Why bi-weekly is the most popular paycycle?How to communicate paycycle to employees			Federal and State Taxes  
		It’s an adage you’ve likely heard before: ”In this world nothing can be said to be certain, except death and taxes.” On payroll processing day, Ben Franklin’s words of wisdom ring as true as ever. Payroll taxes, put simply, are deductions made to employee pay to fund federal, state, and local governments and services. That doesn’t mean that employees shoulder the burden exclusively, though—employers, too, must pay their fair share come payday.At the federal level, there are a number of taxes you’ll need to withhold from employees’ pay. You’ll report on all of this later via the Form 941—we’ll touch on that a little later. Here’s a rundown of federal taxes your company and/or your employees have to pay:Federal Income Tax: A set percentage based on an employee’s income. The amount you withhold is based on what the individual indicates on their Form W-4.Social Security and Medicare (FICA): The Federal Insurance Contributions Act (FICA) tax is paid for by employees and employers to fund Social Security and Medicare. Both parties are required to pay 6.2 percent (for Social Security) and 1.45 percent (for Medicare) on payday. If an employee’s year-to-date income reaches $127,200, the social security contributions stop for that tax year. After its reaches $200,000, the employee contribution to Medicare goes up an additional 0.9 percent for that year.Federal Unemployment (FUTA): The Federal Unemployment Tax Act (FUTA) is a 6 percent tax paid by employers based on employee wages. The tax supports unemployment compensation for individuals who have lost their jobs. After an employee’s year-to-date wages cross a certain threshold ($7,000), an employer no longer has to pay the tax.Supplemental Income Taxes: Wages outside of regular compensation (like bonuses or severance) have their own, higher tax rate. We’ll cover this later on in the guide.The above only covers what’s due to Uncle Sam. State and local taxes are a little more challenging to sumup. Most states have separate income taxes complete with their own tax brackets, or tables showing how much individuals should be taxed based on their earnings. Many cities have their own tables as well (here’s New York City’s, for example).In addition to these taxes, states also have their own unemployment insurance (SUI) rates, which vary from employer to employer. Your company should receive a letter from your local labor department with your business’s SUI rate each year.You can use our state tax guide to see what requirements apply to your business, or just visit your state and city’s department of labor or finance.			More resources on federal & state taxes:
		Ultimate Guide to Multistate EmploymentDecoding Tax NoticesDecoding Social Security TaxesYour 2017 Federal & State Tax ToolHow to Manage Compensation Across State Lines			Payroll Forms 
		This wouldn’t be a real payroll guide without mentioning forms, right? From tax filings to annual wage summaries, the number and variety of forms you’re required to file can be dizzying.			Form 941
		Every three months, most companies are required to file the Form 941, or the Employer’s Quarterly Tax Return. At a high level, this critical form includes your employee headcount, how much everyone was paid, and what taxes you withheld. The skinny? All those funds you withheld from employee paychecks, plus the additional taxes you owe as their employer, get reported in this form. Here’s a helpful rundown on when you need to file by:																										While the vast majority of employers are required to file a Form 941, there are other forms for more specialized cases. If you have agricultural workers, for example, you may need to fill out the Form 943. An exhaustive list of similar forms is provided by the IRS here.There are state and local equivalents to the Form 941, too. Check with your local tax agency’s website to see which forms you’re required to file. Some localities, like California, may actually require you to fill these out online anyway.			Learn how technology has finally solved the riddle of year-end reporting.		In addition to the above, there are two other federal forms you’re likely already aware of: W-2s and 1099s. Both are used to report individuals’ compensation, but the specific circumstances in which each are issued varies.			Form W-2
		The Form W-2, or Wage and Tax Statement, includes a summary of employees’ compensation and deducted taxes. It must be provided to employees and filed with the Social Security Administration (SSA) by January 31. When filing these forms with the SSA, be sure that they’re accompanied by the Form W-3, a summary form that serves as a “cover page” for all of your company’s W-2s.Make a mistake on an employee’s W-2? It happens—you can make corrections with the Form W-2C.			1099 Forms 
		1099 forms are used by individuals to report a number of things—interest, dividends, retirement withdrawals—but for employers, they’re best known for including payments made to independent contractors. If your business pays an independent contractor $600 or more in a single year, it’s required to file and provide that individual with the Form 1099-MISC by January 31. Sound familiar? Thankfully, that deadline should be easy to remember.			Form W-4
		Last but not least, there’s the Form W-4, or the Employee’s Withholding Allowance Certificate. This form is a mandatory part of the employee onboarding process, and it determines how much federal income tax should be withheld from an individual’s paycheck. On the form, employees fill out a “personal allowance worksheet” based on their marital status and other personal factors to determine how much should be withheld from their pay. The more allowances specified, the less income tax ends up being withheld from regular pay.It’s best practice to have employees review their W-4 whenever their personal or financial situation changes. There are a few instances where it’s recommended or even required to have current employees fill out a new form, like a legal name change or marital status update. Employees who are claiming tax exempt status need to fill out the form every year by February 15.			More resources on payroll forms: 
		New Employee Onboarding: Your ChecklistEverything to Know About the Form W-4			Calculating Overtime 
		Even though the Fair Labor Standards Act (FLSA) is nearly 80 years old, it arguably remains the most important piece of HR and payroll legislation in history. Once considered a novelty, the law set a minimum wage, established rules for overtime pay, standardized record keeping, and made child labor illegal. Though aspects of the law have undergone revisions since then, the FLSA’s spirit lives on to this day.The FLSA established the 40-hour work week as a standard. In doing so, it created a new classification of work that went beyond those parameters: overtime. The law sets rules for who should be paid overtime, in what circumstances it should be issued, and at what rate.			There’s more to overtime than a salary threshold. Read our guide on the nuanced "duties test." 		We’ve written about the subject at length, but here’s the gist: if an employee’s job duties and wages don’t meet a minimum requirement, they will need to be paid “time and a half” for any time exceeding 40 hours per week. As of this writing, employees earning less than $23,660 a year must be eligible for the benefit, regardless of their job duties. Don’t get too comfortable with this figure, as there’s a good chance the threshold will increase in the near future.The FLSA has stringent record keeping standards for nonexempt (overtime-eligible) workers. For these individuals, employers must maintain records representing at least three years of payroll history—either on premises or at an outside location. This data should already be recorded by your payroll provider. If you’re moving from one payroll vendor to another, be sure to ask the former for an export of historical data. Per the Department of Labor, the data points you’ll need to track includeFull name and social security numberHome addressBirthdateGenderJob titleScheduleHours actually workedPayment rate and method (e.g., hourly, salaried)Total daily or weekly earningsTotal overtime earnings per weekAll additions or deductions to wagesTotal wages paid each pay periodDate of payment and the corresponding pay periodThe Department of Labor (DOL) is flexible on your actual method of timekeeping. Whether it's a physical time clock or paper form filled out by employees, the agency leaves it up to businesses to make the call—as long as the timesheet results in employees being paid for the regular and overtime wages they’re entitled to. As a practical measure, ensure that whatever method you use can easily be imported into payroll.Though the FLSA sets a national baseline for employers, state and local agencies often enforce their own minimum wages and overtime rules. The rule of thumb for employers in jurisdictions where standards contradict is as follows: when in doubt, the rule most generous wins out. In New York City, for example, employees will need to be paid a minimum of $13 per hour despite the fact the federal minimum wage is $7.25 per hour.Conversely, even though Georgia’s minimum wage is technically $5.15, employers in that state must abide by the more generous federal minimum. The same dynamic applies to overtime rules, too. Be sure to check with your state department of labor or city agency to confirm the rates applicable to your business.			More resources on calculating overtime:
		What You Need To Know To Prepare For New Overtime Rules3 Ways Employee Time Tracking Can Save You MoneyExempt vs. Non-exempt: Navigating the FLSA Duties TestExempt or Non-exempt: Are You Classifying Employees Correctly?When Are Employees ‘On the Clock?’Getting the Overtime Duties Test Right			Payment Methods 
		In the vast majority US workplaces, direct deposit reigns supreme. A survey from the American Payroll Association found that over 96 percent of employees received their pay using direct deposit. In addition to being easier on the employees, this method of payment can reduce your printing costs and is greener, too. Boston University calculated that its own push for direct deposit adoption would prove to save 3,000 pounds of paper, 30,000 pounds of wastewater, and 1,000 gallons of gas annually. Oh, and it saved them a pretty penny too—just about $50,000 per year.			Paycards
		Paycards have emerged as a cost-effective (and controversial) way for employers to pay their employees. Under this approach, employee pay is automatically loaded into a physical, plastic card. Individuals can use their paycard as they would a credit or debit card, using it to make purchases or by withdrawing funds from an ATM. Because they can save employers up to $233 per employee annually in payroll processing fees, they’ve grown in popularity since their inception in the late 1990s.Despite paycards’ growing popularity with businesses, feelings on the payment method are markedly less positive among employees and labor groups. Due to the hidden fees some providers charge for cash withdrawals and paper statements, this method has been derided by some lawmakers as a form of wage theft. In light of this, a number of states have drafted laws heavily limiting or regulating their use. Paycard use has yet to be directly addressed at the federal level.			Paper Checks
		Last but not least, some individuals may still opt for the classic paper check. In some jurisdictions, you may need to oblige that request. If you don’t process payroll in house, make sure your vendor can accommodate check printing.			Choosing the Best Method
		Given all the options, it may seem tempting to settle on direct deposit as the way to go. Even so, note that it’s the employee, not you, who often has the most say in choosing a payment method. Federal, state, and local laws closely guard rights on payment. At the federal level, employers are permitted to require direct deposit adoption, as long as workers can use a bank account of their choosing. If an employer wants to require that employees use a certain bank, only then must it offer an alternative form of payment as well.State laws are much more restrictive—in New York, for example, employers must offer cash or check payments in addition to direct deposit. Check with your respective state labor department to confirm local rules.Additionally, depending on your jurisdiction, you may be required to provide employees with a pay stub on payday as well. While it’s not mandated by federal law, doing so has become best practice and has evolved into an employee expectation. The best pay stubs go further than just providing employees with a breakdown of recent or year-to-date compensation—they display accrued and used vacation and sick time, too.			More resources on calculating overtime:
		How To Be A Direct Deposit Detective3 Ways Employee Time Tracking Can Save You MoneyDirect Deposit 1014 Payroll Tips For Going DigitalLawmakers Catching Up to PaycardsWhy Paper Checks Are Here to Stay			Supplemental Wages
		Payroll isn’t always routine. Depending on the occasion, you may need to make payments that fall outside of the regular pay cycle. Bonuses, commission, and severance are considered “supplemental wages” by tax authorities. If you’ve ever received or processed a bonus in the past, you’ll notice that it often displays as a separate line item on the employee pay stub.Those on the receiving end of one of these payments shouldn’t be surprised to see that their bonus or commission has been nearly cut in half. Supplemental wages carry a much heavier tax burden that regular payroll. For administrators, there are two acceptable methods for handling these taxes. Thankfully, the easier method often makes the most sense for both the administrator and employee.																										The easy, or percentage-based approach, applies a federal flat rate (25 percent, as of 2017) to the bonus. Note that particularly big payouts of $1 million or more are subject to a higher supplementary tax rate of 39.6 percent. In addition to the supplementary rate, note that other taxes like Social Security and Medicare will also need to be deducted from the payment. A number of states have their own supplemental income rates as well. Check with your local tax agency to confirm yours.			Navigate federal and state tax rates with our 2017 tax guide.		The more complex aggregate approach is sometimes preferred by employees in lower income tax brackets. For clarity’s sake, this method is best described in steps:Add the bonus amount to the employee’s most recent paycheckTake the sum and determine what the regular federal withholding amount would beSubtract the usual withholding amount from the combined withholding amountWithhold the difference from the bonusBoth of these methods are acceptable in the eyes of the IRS. In most instances, the simpler percentage based model will result in a higher payout to the employee and less head scratching on your part. Depending on the circumstances of the payment and your company size, it may be feasible to just ask employees which method they prefer. Without giving direct tax advice, explain the two methods to employees or defer the conversation to your third party processor if you have one. Any vendor worth their salt should be able to accommodate both methods.			More resources on special payments and deductions 
		How Bonuses Are Taxed By The IRSThe ‘Earning Ring of Fire’: Decoding Pay TypesWhat is Wage Garnishment?			Making it Easy
		In light of the function’s growing complexity, outsourcing payroll has increasingly become more of the norm, not an exception. Among companies with 500 or fewer employees, nearly 60 percent turn to a third party vendor to administer payroll. With regulatory changes happening at every level of government, it’s a safe bet that an even larger share of companies will turn to outside help to manage payroll compliance.Dotting your i’s and crossing your Form 941’s is often too much to ask from one person. Thankfully, there are several payroll technology vendors and professional communities, like the American Payroll Association, that your HR team can lean on to ease the burden. Namely, for example, processes over $6.5 billion in annual payroll and handles compliance for over 800 companies. You can learn more about our full payroll offerings here.The end result? Spending less time crunching numbers and fretting about FLSA or IRS compliance—and more time empowering employees to be their best selves.  Disclaimer: The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel. It was last updated on September 1, 2017.

### HR Metrics Report Template

HR Metrics Report Template
		
		Secure your seat at the table with this comprehensive deck for presenting HR metrics		
			Download, HR Metrics Report Template
		
			 		
																										
		The truth is in the numbers—data is the key to understanding and improving the impact of your HR initiatives. From employee turnover rate to eNPS, HR analytics software can provide the necessary HR metrics to help you paint a comprehensive picture of HR’s influence on the larger organization.Data provides actionable insights into different aspects of your organization, enabling more informed decisions on your team’s top priorities. Leveraging your HR data through consistent reporting not only helps your organization achieve its business goals, but also helps you keep your employees happy, healthy, and productive.To get your leadership team on board, you’ll need to clearly demonstrate these insights and their implications. Not sure how to present your HR metrics? This slide deck will help you format your most important metrics to share progress and areas of opportunity with your leadership team.

### PEO to HRIS: Making the Switch

PEO to HRIS: Making the Switch
		
		Have you outgrown your PEO? Here’s what to consider when your company is switching to an HRIS. 		
			Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			
							
									Request a call
					
																										
		While human resources play an influential role at every company, very few companies start out with dedicated HR teams. At small businesses, these responsibilities are usually put on someone else’s plate, like an office manager or administrative assistant. On top of their usual duties, that individual is tasked with managing all things compliance, payroll, and HR.To ease the burden, smaller companies often turn to professional employer organizations (PEOs). These entities take on all HR, payroll, and compliance responsibilities for their customers. While that arrangement might work for a while, there comes a time in every company’s evolution (typically around the 50 employee mark) where it’s time to get serious about HR and dedicate an entire team to it. That’s when businesses switch relying on a PEO to relying on an internal HR team and Human Resources Information System (HRIS).Switching from a PEO to an HRIS can be a big change, but an exciting one. Not sure if you’re ready to take the plunge? Here are some factors to consider before making the transition to an HRIS.		
			What Is a PEO? What Is an HRIS?
		
		A PEO manages human resources for small businesses, typically with fewer than 50 employees. The PEO handles all aspect of HR for the company, so employees can focus completely on other aspects of the business. PEOs are an option for companies without a designated HR professional looking to outsource all for their HR duties, like payroll, benefits, recruiting, and compliance management.Unfortunately for PEO clients, that convenience and “peace of mind” comes with a high price tag. Most PEOs charge clients per employee, per month (PEPM). The bigger your company gets, the more expensive the relationship becomes. Typically, this “admin fee,” as the industry calls it, hovers around $100. Depending on your provider, this number can be even higher—admin fees as high as $160 PEPM have been reported.Conversely, think of an HRIS as a tool—not an outsourced service. This software is used by your internal HR team to help manage the company’s payroll, benefits, time entry, talent, and more. HRIS software is a great solution for growing companies and HR teams that have matured beyond using a PEO. They help streamline manual processes, alleviate the administrative burden of HR and empower teams to leverage their people data to make strategic decisions.Keep in mind that switching to an HRIS doesn’t necessarily mean you’re on your own. If outsourced HR still interests you, many HRIS vendors also offer administrative and strategic consulting services, sometimes referred to as managed services. This allows you and your team to share some of the strategic and day-to-day administrative work with a trusted third party.As your business scales, investing in your people should be a top priority—and implementing an HRIS could be the best way to get your growing (or new) HR team off on the right foot. The following sections will help you decide if an HRIS is right for your company.		
			HR for Growing Companies
		
		There are a few milestones that stand out at every company. Hiring your first employee, signing your first client, opening up a new office, and hitting the 50 employee mark all come to mind. These moments are exciting for any company, but their less-exciting HR compliance requirements can sneak up quickly. Handling Family Medical Leave Act (FMLA) claims, completing EEO-1 reports, filing 1095-C forms—these are just a few of the reporting and compliance requirements you’re on the hook for as your company grows. If those acronyms look like alphabet soup to you, you’re not alone.It’s hard to keep track of all the state and federal requirements, that’s why many companies at this stage decide to hire a full-time HR professional. Once you have someone who can manage HR internally, working with PEO is no longer cost-effective.Remaining compliant isn’t the only reason to make the leap. Your talent drives your company’s success, which is why keeping them happy has to become a top priority for growing businesses. Companies with 50 to 100 employees need to invest in company culture, quality benefits, and employee engagement. By streamlining administrative work, your HRIS platform can free up vital time in your day to focus on more impactful people initiatives and strategies. That way, you’ll be able to see the impact of the time, money, and effort you’ve invested in retaining and attracting that talent you need to continue scaling your business.		
			More resources on HR for Growing Companies:
		
		What Changes at Employee 508 Things HR Needs to Know in a Growing Company4 Ways to Keep Your Company Culture at Every Stage of GrowthHR Compliance's Magic Number: 50 Employees		
			Embracing HR Technology 
		
		Considering switching off a PEO? The transition might seem intimidating, but it doesn’t have to be. An HRIS might be the perfect addition to your existing HR tech stack. An HRIS can help alleviate the administrative burden of traditionally time-consuming tasks like running payroll, onboarding new hires, and managing compliance forms.One of the added benefits of some HRIS platforms is that they’re great tools for communicating to employees. Think back to your last open enrollment period—did you struggle to get the word out and drive participation ahead of the deadline? Some platforms feature a newsfeed feature, similar to what you might find on social media. By posting on the feed, company leadership and regular employees alike can share updates, reminders, and even appreciate one another.There’s an additional benefit to switching. Unlike a PEO, your company’s HRIS scales with your business. As your headcount sails past the 50, 100, or even 500 employee mark, your team can customize the platform or add modules to meet your evolving needs. Whether that means adding new custom fields or revamping the company’s performance review process, your HR team can mold the platform to suit its needs.		
			More resources on Embracing HR Technology:
		
		Changing Benefits Brokers Is Easier Than You ThinkBuying HR Software? Here’s What to Look For4 Reasons Why You Need an HR Mobile App		
			Adopting an HRIS
		
		Switching systems doesn’t have to be a headache. Whether you’re transitioning from a legacy system, moving off a point solution, or leaving a PEO, implementation typically takes just 8 to 12 weeks. You’ll quickly earn that time back—new clients estimate they save an average of 11 hours a week after implementing an HRIS like Namely. With all that extra help managing HR, payroll, benefits, and compliance needs, you can spend more time focusing on strategy, culture, and more.Need one more reason? It’s never been cheaper or easier to switch. In the past, migrating from a PEO midyear was difficult due to federal tax rules. Because PEOs serve as the “employer of record” for their clients’ employees, businesses were often stuck double-paying certain payroll taxes, like federal unemployment taxes (FUTA) after migrating. Thankfully, that costly drawback is no more. Since 2017, the Small Business Efficiency Act (SBEA) and IRS have eliminated double taxation for virtually all PEO migrations.		
			More resources on Adopting an HRIS:
		
		4 Reasons to Consider Leaving Your PEO after Employee #50How to Ditch Your PEO for a Payroll Service Provider4 Ways Your Company Can Benefit from an HRISLaw Makes it Easier to Leave PEOs		
			Conclusion
		
		Interested in learning if an HRIS platform is right for your company? Watch a pre-recorded Namely demo or schedule a personalized demo today.Over 1,000 clients have already made the switch to Namely. Hear what convinced them and what they think of Namely now by reading our client testimonials.		
			Limited Time Offer: FREE PEO Graduation Package
		
		Contact us now to receive FREE PEO Graduation implementation and transition services!		
			
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### Workplace Diversity Reporting Template

Workplace Diversity Reporting Template
		
		Check in on the state of diversity and inclusion at your company.		
			Download Now		
			 		
																										
		Today’s workforce is more diverse than ever. From recruiting diverse candidates to building a culture of inclusion, employers are showing their commitment to ensuring all employees feel valued and heard at work.When it comes to building a diverse and inclusive company, data is imperative. Diversity data can help HR teams set goals, identify areas of growth, and measure success. But how do you go about measuring diversity in your workplace? This slide deck will show you different ways to analyze your people data and share the impact of your team’s diversity-focused initiatives. That way, you can hold your company accountable for increasing diversity and building a better workplace for all.

### How DEIBA Improves Your Company’s Culture and Profit

How DEIBA Can Improve Both Your Company’s Culture and Profit
		
		Find out what DEIBA is and how can you improve it at your organization.		
			Download Now		
			 		
																										
		Today, virtually every company leader and HR team is well aware of the importance of having diverse and inclusive employees. Now that almost all people-leaders consider diversity a priority, there’s just one more step to take - making sure they know exactly what it means.It’s true that a workplace should include team members of different races, creeds and sexualities, but there are many more elements to creating a socially successful organization than the population game. We’re here to talk about these elements through an acronym called DEIBA: Diversity, Equity, Inclusivity, Belonging, and Accessibility.Each letter represents an aspect of working environments that people-leaders need to prioritize. Running your company with a firm grasp on DEIBA is the key to creating a great office culture, increasing engagement among your employees, reducing turnover, and generally being a better leader overall. (Plus, you may find yourself enjoying some increased profit margins along the way.)We've teamed up with HelloTeam to help you gain an understanding of how to implement DEIBA initiatives and what it means for your team’s culture. In this eBook, we'll cover:Why improving DEIBA mattersHow to determine where DEIBA can be improved in your organizationHow to identify weak points and address the source of each problem 

### The Ultimate Guide to Multi-state Employment

The Ultimate Guide to Multi-state Employment
		
		Navigating HR's Legal and Practical Challenges		
			Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			
							
									Request a call
					
																										
		Becoming a multi-state employer is a turning point in your company’s history. Few businesses make it this far; for leadership and regular employees alike, the decision to expand is reason to celebrate and look to the future.HR employees, on the other hand, may be apprehensive about the compliance and practical challenges. Navigating new and sometimes conflicting overtime laws, handling multi-state payroll, preserving a cohesive culture—just a smattering of the issues HR has to face.Your team can rise up to the challenge. This guide will outline the hurdles multistate employers face and help you reaffirm HR’s strategic role in the organization. With this game plan in hand, you can do this!		
			Get Involved Early 
		
		The decision to open a second office shouldn’t be taken lightly. HR, the department that will ultimately make much of this a reality, needs to be involved from the get-go. If you’re looking for an opportunity to demonstrate HR’s role as a strategic partner, look no further.As your company’s in-house talent expert, you’ll be expected to help with salary benchmarking and recruiting. If the plan is to stock the new office with web developers, for example, ensure that the cities you’re evaluating actually have the right workforce on hand. If the new office will be staffed with sales people or workers who need to travel often, for example, make sure it’s near a transportation hub.What kind of benefits do employees expect? While every employee has his or her own unique needs, there are a number of generally agreed-upon “must haves” in the modern workplace.The cost of paying these new hires will also need to factor into leadership’s discussions. Depending on your industry, employee compensation can account for40 to 80 percent of a company’s overall spending. That’s outside of the very practical expense of just keeping the lights on; rent, utilities, and furnishings will also eat up a sizable part of your budget. The toll of these costs will vary widely across the country —compare living expenses and average salaries in the markets being considered.With HR fully engaged in the decision to open a new office, your input could save your team, and the company, from making a multi-million dollar mistake.		
			Multi-state Compliance 
		
		Compliance: while it’s the bread and butter of the HR profession, managing it can be a headache. Keeping pace with one state’s labor regulations is easy enough—the trouble starts when other states and cities are thrown into the mix. If you’re launching an office in a regulatory environment as complex as California’s, that’s doubly true.		
			Compensation and Payroll Taxes 
		
		Since 2009, the national minimum wage has been set at $7.25 per hour. That number establishes a national baseline, but many states and cities have set their own, higher rates. Those increases don’t just impact the lowest earners; raising the wage floor overall forces even higher salaries upward.When opening a new office, particularly in a city with a higher cost of living than in your headquarters’, take heed—minimum wages can reach up to $15 per hour in some jurisdictions. Not only will you have to adjust pay to meet those requirements, you’ll have to exceed them to stay competitive and meet compensation benchmarks.In addition to compensation, you’ll have to manage state taxes, too. Each state has its own unique deduction rules and income tax brackets. If you have employees who will live and work across state lines, you’ll also need to be mindful of reciprocity rules—that is, whether you’re required to deduct income taxes from both states.Because these rules vary widely, a good starting point is to call your state’s department of finance or labor. While they’ll be able to advise you on local obligations, implementing that advice may pose another challenge. For most HR departments, scrappily managing payroll with spreadsheets becomes untenable after adding multi-state compliance to the mix.		
			Namely Tip		
		Consider outsourcing payroll to a third party or a payroll service provider if you're larger and growing.		
			Overtime
		
		Even something as straightforward as overtime can become convoluted: 19 states have drafted their own overtime rules. The US Department of Labor and most states define overtime work to be anything beyond 40 hours a week. Alaska, California, and a few others look at it differently. They’ve adopted the day-by-day model, meaning time and a half is due for any work over 8 hours a day. In California, double pay is due for any work over 12 hours.		
			See how easy-to use HR technology makes keeping track of employee hours effortless. 		
		While the national Fair Labor Standards Act (FLSA) establishes that no one earning less than $35,568 can be exempt from overtime, some states have gone beyond that number significantly. In New York, the minimum salary for overtime exemption is $46,020 in most counties, but New York City has an even higher threshold at $58,500.Some states take an entirely different approach. In Hawaii, local overtime rules don’t apply to salaried workers earning over $2,000 a month. In Wisconsin, that threshold is $700 a month. Interpretations of the duties test vary as well. In Colorado, an executive needs to dedicate at least 50 percent of their time to supervisory duties to be considered exempt.It’s a lot to take in—need a break? Don’t forget to that the rules covering required lunch and rest breaks vary significantly from state to state, too.		
			Namely Tip		
		Getting overtime wrong can cost your company thousands or even millions. Thankfully, getting it right doesn't have to be hard. Familiarize yourself with your states' overtime rules, adjusting your employee handbook wherever necessary. Be sure that managers and nonexempt employees are trained on how to log and manage hours, and understand what constitutes overtime pay in the state they're in.		
			Employee Leave, Time-Off 
		
		The Family Medical Leave Act (FMLA) entitles workers to 12 weeks of job-protected, unpaid leave for certain medical and family reasons. That’s a federal requirement that sets a national baseline. Several state governments have gone further than that, and if the last decade is any indicator, many more will continue to do so in the near future.Depending on your company size (some state programs apply only to businesses with 50 or more employees), you may be required to offer as much as 12 weeks of paid leave to employees. States differ in their definition of a qualifying event—some extend leave only to new mothers or individuals recovering from an illness, while others grant it for a range of issues. In some jurisdictions, you can take leave to care for a loved one or to relieve pressure when a family member is called into military service. States and cities are increasingly granting new fathers access to the benefit, too. The amount you are required to compensate employees varies from state to state, and even from city to city. but most programs are paid for by the state and funded through a recurring payroll tax.Struggling to keep up, some employers have adopted blanket, “unlimited” paid time off programs. While compliant in many states, the tactic has recently come under fire from some labor departments. Because accrued vacation days are typically tied to a monetary value, terminating employees can “cash in” on their remaining time off. An employee’s right to do so has been enshrined in some labor statutes, most notably in California.		
			Namely Tip		
		Paid leave rules vary widely and rushing in with "unlimited" time off poses some legal risk. Instead of trying to administer two or more separate leave policies, look at your state-by-state obligations and default to the most generous set of rules. Budget permitting, doing so is a compliance and employee relations best practice.		
			Everything Else 
		
		Did you know that it's unlawful in Massachusetts to ask about a job applicant’s salary history during the interview process? Or that your company’s firearm policy (if it even has one) may be in violation of Texas state law? Do “ban the box” laws keep your recruiting team up at night? There’s a wide range of unique laws that HR professionals need to be mindful of before making the jump across state lines.Be sure to consult with an employment law attorney who actually practices in the state you’re moving into. You’ll need someone to help you navigate through some of the quirkier rules and hidden pitfalls employers face. It’s an added cost, but worth it in the long run.		
			Namely Tip		
		Unusual local laws can sometimes trip up HR departments. Be sure to enlist help from an employment attorney who practices locally.		
			When Laws Contradict
		
		As you’ve learned, the standards for paid leave, wages, and overtime vary widely from state to state or from city to city. When compared to federal requirements, some local rules demand more from employers—others not as much. How do you proceed when laws contradict each other?There’s one steadfast rule to navigating these legal and HR compliance hurdles: when in doubt, the measure most generous to the employee prevails.In most instances, federal rules should be seen as baseline requirements — and then local rules, which often build further, win out. Take New York’s new overtime rules, for example. While the federal minimum salary threshold for overtime exemption is $35,568, the state’s is much higher: up to $40,924, depending on what county you’re in. Always be sure that you’re meeting state and city requirements before considering yourself totally compliant.Local rules aren’t always more generous, though. Let’s say you’re opening an office in Atlanta. The legal minimum wage in Georgia is $5.15, but the national minimum wage is $7.25. Because the federal minimum is more generous to the employee, that rate overrides the lower state minimum. Because of that dynamic, Georgia’s minimum wage is actually $7.25 in practice.		
			Namely Tip		
		When labor laws contradict, assume you'll need to abide by the ones most generous to the employee.		
			HR Practice 
		
		It’s an adage that rings true even for single state employers: HR compliance is hard enough, but it’s the human element that makes things interesting. Maintaining a cohesive company culture when your new satellite office is 2,000 miles away can be daunting even for a seasoned professional. Technology can lessen much of the burden, but it will take organizational and leadership skills to meet the challenge.		
			Culture 
		
		You’ll need HR physically present on opening day, not only for operational purposes, but also to build and maintain your culture from day one. Having an onsite presence makes a world of difference in steering how the office’s culture evolves. At a bare minimum, this means you’ll have to budget for members of your HR team to travel to the office on a continual basis: frequently at first, periodically later on.Depending on the office’s size, you may need to consider hiring a new, full-time HR team member. The average HR-to-employee ratio for a 250 person company is 3.4. Even if that number correlates with your company’s size, consider how employees will be geographically distributed long term. If your new office will account for at least a third of your employee count, then hiring a local team member may make the most sense. This is particularly true for new offices with big aspirations, as you’ll need a recruiting presence on the ground.Your first hiring decisions at the new location have a disproportionate impact on its culture. Even in a well-established office, getting “culture fit” wrong can cost your company up to 60 percent of that individual's salary. That expense is only compounded when you consider how it can delay efforts to get a new office up-and-running. Clearly articulate to your candidates what your company’s values and norms are. Budget permitting, fly them out to company headquarters to tour the office and meet with potential coworkers. Remember, these individuals will likely be involved in interviewing other candidates for you, so hire someone you feel confident can act as a cultural “gatekeeper.”The element of risk goes both ways, as candidates may be just as skeptical of you as you are of them. It’s time to get scrappy: recruiting for a new office is in many ways like hiring for a start-up. Scour your personal and professional networks. Those connections, whether they're direct or through others, can help establish that trust from the get-go. Incentivize other employees to join in the search by setting up a referral program. Don’t be afraid to involve the CEO in the first few interviews. Doing so will show the candidate that leadership is invested in the success of the new office, and that this isn’t just a short-term experiment in a new market.Once you start hiring, don’t be surprised if the new office develops its own style. While you want to preserve an overarching culture based on your corporate values, “subcultures” always exist. Regional differences inform how people interact with one another, and every major city is known for its unique character. Workplace studies have revealed some of these generalizations are actually credible: East Coast workplace culture ranked as particularly business-oriented and assertive, while the West Coast was found to be more laid back and creative. Don’t sweat these differences—in the long run, these are the quirks that will make your workplace all the more vibrant.Sometimes it’s the little things that have a big impact on culture. Does your sales team in headquarters ring a gong when it closes a deal? Send one to your satellite offices, too. Even your interior decorating choices have an impact. Something as seemingly trivial as workplace decor has been found to play a part in steering an office’s culture. Standardize the look and feel of your offices to create a unified workplace identity.		
			Technology		
		Feeling left out or just separate from company headquarters, satellite offices often develop a “stepchild” mentality. Leveraging the right technology makes it possible to overcome this and help foster a singular workplace culture many miles (or even oceans) away. And as a bonus, the same technology can make your organization more productive, too.Your top-of-the-line phone system won’t cut it. Audio can only go so far; if you haven’t already, push to incorporate video into your workplace meeting habits. The impact can be dramatic: one survey found that 87 percent of remote employees felt more connected to their company through videoconferencing. If your company holds monthly or quarterly all-hands meetings, be sure to broadcast these as well.One other positive, recent development has been the blossoming of HR technology. The humble HRIS, once just a system of record, now features employee recognition, workplace perks, and even social feeds.		
																										
		The latter feature can serve a variety of purposes: sharing business updates from leadership, registration reminders for the corporate volleyball team, celebrating birthdays and anniversaries, or just to share a few photos from last night’s team outing.These tools won’t just help keep your new offices happy, they’ll also make your HR team’s general day-to-day easier. You’ll be empowered to share company-wide announcements, distribute employee handbooks, conduct open enrollment, organize performance reviews, and report on employee data in real-time. Incorporating tools like these that can help make even the largest company feel small, and there’s no better time to implement than when you’re going multi-state.		
			Employee Relocation
		
		If you open up an office in Los Angeles, don’t be surprised if some of your East Coast employees start California Dreamin’. Opening up a new office elsewhere may lead some colleagues to expect a new kind of mobility. While your company policy should be influenced first and foremost by budget and business need, there are some best practices to consider.Transferring employees is expensive: though costs vary, it’ll cost you an average of $97,000 to uproot a current employee. Relocating a new hire will cost a little less, or about $72,000. It can also take months, especially if the individual is a homeowner. Because of the high cost, most HR departments have adopted a straightforward, no-nonsense policy: “if you ask for it, you pay for it.” In other words, if the employee initiates the move to a new office for personal reasons and the move is approved, it’s up to the employee to cover those relocation costs.On the other hand, if the company is the one asking, it shoulders most of these costs. It may be wise to draft a contract in case the employee voluntarily terminates soon after the move. If that happens, you can ensure that you recoup the costs. These so-called “payback clauses” are typically enforceable for 12-18 months after relocation.Compensation, which is in part influenced by the cost of living, will need to be adjusted with an employee’s move. In some cases, the adjustment may seem jarring. A $100,000 salary in Manhattan might fall below $80,000 in Austin, Texas. Likewise, a move in the opposite direction could mean a significant raise—and a new consideration for your budget.Confronted by the high costs and legal risk, many employers outsource relocation to a third party. If you’re a newly minted multi-state employer, it’s likely that you’ll go through this process repeatedly. As a result, it may be worthwhile to request RFPs from a few relocation vendors before deciding to go it alone.		
			Namely Tip		
		Draft a relocation policy if you don't already have one. Remember, if the company is asking the employee to move, it shoulders the financial burden of doing so.		
			Employee Handbook 
		
		Your company’s handbook is a compact between the business and its employees. Shaped by both legal requirements and HR best practice, it sets expectations and helps shape culture. Because compliance has a sizeable impact on your policies, you may be tempted to draft separate handbooks for each office, each with its own policies covering leave, wages, and other benefits. That move is tempting, but going in that direction can cause an employee relations nightmare.Best case scenario, the decision to create separate handbooks keeps your business out of legal trouble. Worst case scenario, it fosters animosity between offices and create a dynamic of haves and have nots. While there is no “one-size-fits-all” approach to navigating multi-state HR, we recommend that when it comes to your employee handbook, one-size-fits-all is probably the right way to go. Enforcing a unified set of policies helps mitigate many of the administrative burdens and cultural pitfalls of multi-state employment.		
			Struggling to administer varying PTO and paid leave policies? Learn how technology makes it easy.		
		Set your current handbook as a baseline. At a minimum, meet with your team and identify what policies, if any, you’ll need to adjust to comply with state and local laws in the new location. You should even pay attention to laws in surrounding cities, as labor requirements are sometimes based on where the employee lives, not just where he or she works. If you need to raise the bar to meet these requirements, do so. It’ll help keep you compliant, potentially boost employee moral back at headquarters, and make you a more competitive recruiter, too.Need help keeping your employee handbook compliant? Namely's Comply Database solution offers a Dynamic Employee Handbook tool that notifies you if employer requirements change in your area and when your handbook policies need a refresh. This powerful tool will keep your handbook up-to-date and your business covered.		
			Namely Tip		
		This is a great opportunity to revisit your company handbook. Instead of drafting a separate version for your new office, update your existing one to keep your policies unified and your employees happy.		
			HR's Opportunity
		
		Opening a new office marks an important stage in your company’s history. To make it all possible, you’ll be asked to navigate multi-state compliance, employee recruiting, moving logistics, and more. Senior leadership will lean on the HR department more than ever to meet its objectives.There’s a catch: HR teams are already tasked with handling a lot. Processing I-9s, reviewing payroll, and singlehandedly conducting benefits enrollment doesn’t leave much time for strategic planning. But the good news is that the right mix of technology and expertise can help you can save time on HR administration and focus on the big picture.Becoming a multi-state employer is an opportunity for HR to reaffirm its value as a strategic partner. The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.

### Namely's Time & Attendance System

Namely's Time & Attendance System
		
		Find out how Namely can help you manage your hourly workforce with confidence.How can Namely make tracking hours, time off accruals, and schedules simple for you and your hourly employees? Check out this one-pager to find out.		
			Download Namely's Time & Attendance System One-Pager

### Walking the Exempt and Nonexempt Employee Line

Walking the Exempt and Nonexempt Employee Line  
		
			Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			
							
									Request a call
					
																										
		When you’re so focused on quickly growing your company—getting new hires through the door, celebrating important team milestones, and hey, maybe finding a few hours to sleep—it’s easy to give less attention to your least pressing HR tasks. Or, let’s be honest, you might take a handy dandy shortcut or two. Determining an employee’s overtime pay status is one issue you may have skimmed over at your startup or growing company. When defining exempt or nonexempt status, it’s easy to just give almost everyone a salary, slap “exempt” on the position, and return to your daily work pile. Easy, sure. But as your company grows, that quick fix makes for one shaky org foundation down the line.Ashley Pelliccione, Namely’s Director of People, has some helpful tips when it comes to defining exempt vs. nonexempt status. In this eBook, she'll show you: The basic definitions of exempt and nonexempt statusesWhere to focus your job responsibilities audit Why statuses are important With a better structure to your overtime pay, you can firmly plant an organizational diving board for you and your employees. The only thing left to do is get a running start and jump right into your growth.		
			Defining Exempt and Nonexempt
		
		According to Max Muller’s The Manager’s Guide to HR—an approved book for SHRM certification—there are basically two kinds of employees that exist under the Fair Labor Standards Act of 1938 (FLSA), the federal statute that sets minimum standards for overtime entitlement. Imagine a line stretching across all jobs in an organization—across every function—that separates two kinds of employees.On the lower half of the line are nonexempt employees. They must be paid overtime, generally time and a half, for all hours worked over forty in the workweek. Usually, they are interns and those employees who require more guidance. They have less latitude for making strategic business decisions as opposed to their managers.On the upper half of the line are exempt employees, those who are not paid overtime. In general, these are your executives, your managers, and employees who make independent judgement calls on business decisions. Think department heads, general managers, and directors.The terms themselves are counterintuitive—remember, nonexempt workers are entitled to overtime. Exempt Employees: Salaried employeesExecutivesManagersStrategic decision-makers  Non-Exempt Employees: Hourly employeesInternsLess latitude for strategic business decisions 		
			How to Audit Job Responsibilities From the Ground Up
		
			Now that we have our definitions underway, let's get to straightening up statuses at your own company. 
		
		1. Start By Looking at Salary When determining an employee’s status, the first factor to consider is salary. At the time of this writing, in order to qualify for exemption, generally employees must be paid no less than $455 per week. According to The New York Times, while President Obama has directed the Labor Department to raise the overtime threshold to effectively make many more workers—potentially millions—eligible for overtime pay, disagreements between the Labor Department and the White House are stalling any changes to the threshold at this time. As you begin refining your policy, be sure to check the exact FLSA guidelines that apply within your state and to your specific jobs.2. Get into the nitty-gritty of daily work The second determination for any exempt vs. nonexempt status audit is responsibilities —the employee’s actual work. As an HR professional, you already have a general idea of what each job function does and what departmental goals are. But when it comes to exempt and nonexempt status, you need to go granular. “I need to understand what this person is doing,” Pellicione says. “It’s the day-to-day that matters.”You will gain the most understanding the fastest by defining organizational structure. Of each of the teams you already have, who reports to whom? When new roles are created, where will they fit in the org chart? Separate those who manage from the managed—while still keeping an eye out for lone employees who may still be nonexempt.3. Properly define job titles “After I look at what jobs we have in the org, the next step will be what job descriptions tie to the job structure,” Pellicione says. To the extent that you are able, audit current roles to determine what job titles fit each position best. Title new roles appropriately from the get-go while being mindful of the differences between, say, an HR Generalist (exempt, independent in nature) and an HR Coordinator (nonexempt, requires more guidance and direction on day-to-day tasks).4. Write up accurate job descriptions Not only should you polish them up anyway, they are truly what determine exempt vs. nonexempt status. It’s important to know that job titles alone do not determine exempt vs. nonexempt status. Day-to-day work does. “What exactly are you doing on a day-to-day basis?” Pellicione asks. “And what does your job description say you’re doing?” 5. Reclassify if need beReclassification may be necessary for employees you have already classified. If it turns out an exempt employee’s job responsibilities are in fact nonexempt, you may owe that employee unpaid overtime. That’s a point in favor of tracking all employee hours to avoid not knowing how much overtime an employee has worked. Or, at least, be careful to audit new positions thoroughly before beginning to compensate.After reviewing FLSA guidelines, consult legal counsel to be sure you’re handling the reclassification appropriately, and that you comply with any fines or penalties to the United States Department of Labor (DOL), the department behind the FLSA.Lastly, don’t forget to formally inform the employee of the switch, why it took place, and how it will affect him or her. A sit-down chat may be appropriate. 		
			Why Status is Important
		
		Working through all of your employee statuses doesn’t just keep all of your legal ducks in a row. It sets your company up for success. Get employee job titles and statuses right the first time to avoid retitling jobs—and employees—into lower positions. Startups have a habit, Pelliccione says, of dreaming up impressive-sounding job titles and slapping them with an “exempt” label. “In startups, what you’ll find is you can give someone any title—titles are free,” she says. “And so you give them this lofty title which would be tied to an exempt job, but actually they’re doing nonexempt responsibilities.”Say a higher-skilled new employee joins a department—a real powerhouse. When assessing the new hire’s job responsibilities, you then uncover that another current employee in the same department, perhaps at a similar level, is actually doing nonexempt work. You’re now faced with “demoting” that current employee with a lower title— along with a nonexempt status—below the new hire.By auditing job responsibilities first, avoid mislabeling job roles altogether so employees don’t flip-flop across positions and statuses.Even if companies do have their statuses straight, they can still run into trouble, Pelliccione mentions, if they restrict their nonexempt people to working 40 hours a week in order to avoid paying time and a half for overtime.In most positions—white-collar positions, that is—there’s an expectation that some work still needs to be done at home either on nights or weekends. But for nonexempt employees, it’s a different story. Companies quickly find themselves in legal messes if nonexempt employees aren’t compensated for all hours worked, especially if they leave on bad terms. Two words: back pay.Pelliccione would tell a nonexempt employee, “You need to be clocking every hour you’re working, even if it means paying you overtime. It’s the right thing to do. It doesn’t matter if it’s in the budget or it’s not in the budget.” What about interns? “Just pay them minimum wage! It’s super cheap and keeps you out of trouble.”When you closely track overtime for the appropriate positions, you’ll be able to see exactly where employee time commitments become more intense, or potentially unreasonable.“I understand the company only wants nonexempt employees to work X hours, but if the performance the company expects means working more time, then the company either needs to budget more hours or change its expectations,” Pelliccione says.Change can come in the form of a new hire to take on additional work. Or, maybe a manager needs a new level of understanding for what an employee can contribute. That’s an HR issue you’ll have successfully uncovered.Exempt and nonexempt status, perhaps at its most refined, is an issue of company culture. Employees feeling fairly compensated is central to how they interact with their managers.“The employee sometimes thinks, ‘I don’t want them to know I’m working all these hours,’” Pelliccione says. “What if they don’t think I’m efficient enough?” “It’s a mutual understanding,” she continues. “And it’s the employer making sure the employee knows, ‘Hey, it’s ok if you have to work more hours.’” When an employee knows that they can contribute more time—and that that time is deeply valued—the sky’s the limit when they do decide to leap.

### Promotions at Work: The 7 Biggest Mistakes to Avoid 

Promotions at Work: The 7 Biggest Mistakes to Avoid 
		
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		Many companies tend to struggle to get promotions right. In fact, research has found that four out of 10 newly promoted managers and executives fail within the first 18 months in their new positions.1The cost of leader failure can be very high, but knowing how to properly go about giving promotions at work can help employers make better decisions moving forward.Here are seven of the most common mistakes when promoting employees and how to avoid them.1. DDI 2013 Trend Research: Driving Workplace Performance Through High-Quality Conversations		
			1. Promoting for the Wrong Reason 
		
		Choosing to reward an employee for the wrong reason is potentially the biggest mistake you can make when giving promotions at work. Promoting the wrong person at the wrong time can have lasting damage on a company’s success and employee morale. With only 29.4 percent of employees believing promotions in their company are based on merit, something has to be up.Are you considering giving an employee a promotion? Be sure none of these are among your promotion criteria:The employee is a friendThey're likely to quit otherwiseYou need to fill the position quicklyThey've worked at the company for a long timeThey seem bored in their current position2. 2014 Best Place to Work RankingsOnce you’ve made the (right) decision to promote an employee, communicating it well to both the employee and the rest of the organization is critical. Failing to do so could potentially lead to resentful, unmotivated employees.There are several ways to give promotions that will motivate peers rather than hurt their pride and negatively affect their performance. Explain to the company why a particular employee was chosen for a promotion. This will highlight what you expect as well as help other employees understand and support the promotion. Additionally, offer praise to the rest of the employees for their performance. This will encourage them to continue doing what they do well and make them feel appreciated.		
			2. Forgetting to Try Before You Buy 
		
		Many managers hope a promotion will unlock new potential in an employee, but this is wishful thinking. You don’t buy a new car without taking it out for a test drive, so don’t promote an employee without first testing out their ability to perform well in a new position. This is critical, since companies fail to choose the candidate with the right talent for the job 82% of the time³.Smart managers test an employee’s capacity for the new position before they make the promotion. First, assess the employee’s current performance using multiple sources. Asking for feedback from others can help you gain additional insight into whether the employee would do well in a higher-level position.Most importantly, experiment before making the role permanent. Test the employee by designing an assignment that is similar to what they’d be working on in their new position. Their ability to successfully complete the assignment as desired and in a timely manner will give you a better idea of their ability to succeed after being promoted.3. 2014 Gallup Analytics: Why Great Managers Are So Rare		
			3. Greasing the Squeaky Wheel 
		
		In school, the student bouncing in their seat with their hand raised high was often ignored. In the workplace, the opposite is true. Only 33% of employers say they are more likely to promote an employee who has been vocal about asking for a promotion in the past, 4 and 68 percent of professionals who have asked for a promotion have received one5.This data clearly indicates that those who ask for a promotion are likely to get it—but their desire for development within the company isn’t reason enough to promote. While it is an important indicator, you should still look at your talent holistically. Just because an employee has expressed their interest in moving up the ladder doesn’t mean they should be chosen over another (potentially more qualified) employee for the job.Take note of an employee’s eagerness, but be sure they have the skills and experience to back it up. To ensure an employee has earned the promotion they’re asking for, actively discuss and review their career advancement goals to assess their readiness for the next step in their career.5. 2013 CareerBuilder Study: Surprising Factors That Play a Part in Determining Who Gets Hired6. Accenture 2014 Global Research		
			4. Not Including Others in the Decision 
		
		One way to know that an employee will thrive in a new position is to get others involved in the decision process. Currently, 40% of employees feel that decision-makers consistently fail to seek out other opinions before making a final decision6. Rather than drawing only on your own assessment of an employee, bring others in on the decision.Speaking to an employee’s team members or people they manage, for instance, generates more honest feedback. Not to mention, talking with people who interact with the employee in various ways gives you insight on the employee you might not otherwise get. Collaborating with others before giving someone a promotion ensures that the employee not only deserves the new role, but that they will perform well in that role.Including others in the decision process can also help combat coworker jealousy. Employees will see that you’re taking the necessary steps to determine if someone is worthy of a promotion and that you value their opinions on the matter.		
			5. Hiring Externally vs. Promoting Within
		
		The topic of hiring externally versus promoting within is widely debated. But not considering current employees for a job opening they’re qualified for can be a big mistake. Hiring internally saves money on hiring costs and compensations, and boosts employee engagement and performance.Research has found that external hires are paid 18 to 20 percent more than an internal employee for the same position.What’s more, they receive lower performance evaluations for their first two years on the job than their internal counterparts7. It’s because of this that more companies are choosing to invest in hiring internally to stop great talent from walking out the door.There are a number of reasons to look at current employees before hiring externally. For instance, current employees already understand how the company functions and have adopted the organizational values and goals. Additionally, internal promotions improve employee morale by recognizing outstanding achievement, thus encouraging others within the company.To make hiring within your organization work for you, consistently groom your future leaders. Create a thoughtful, strategic succession plan for your employees to ensure they are trained, experienced, and worth considering when high-level positions become available.6. 2011 Fierce, Inc. Survey Data7. Wharton School of the University of Pennsylvania		
			6. Using Promotions as the Primary Way to Reward Employees
		
		Promotions, while a reward any employee would be thrilled to receive, shouldn’t be used as the primary wayto honor employees for their achievements. Maybe you have a limited budget or there isn’t a real need to promote someone at this time. Promotions should always be based on the organization’s strategic need over the employee’s want for growth. Until your company is in an ideal position to give an employee a promotion, try some other ways to motivate employees and keep them engaged.One of the simplest ways to reward employees for a job well done is by recognizing their contributions to the company’s success. Organizations with strategic recognition programs in place exhibit 28.6 percent lower frustration levels than companies without recognition programs.8 A public “thank you” can go further than you think—it encourages coworkers and shows employees they’re a valuable asset to the company.Looking for something a little different? Try offering flexible work hours. Now, more than ever, employees are foregoing promotions in favor of what matters to them most—work- life balance. Giving employees the option to work from home on occasion or to leave work an hour earlier on Fridays not only helps to motivate them, but it can help enhance their overall quality of life.8. SHRM/Globoforce Report: The Business Impact of Employee Recognition		
			7. Viewing Promotions as an End-All 
		
		Many managers and employees view a promotion as the end result for a period of hard work and top-notch performance. This view couldn’t be more wrong. A promotion isn’t an end-all, but rather a new beginning—one in which the employee takes on a new, more challenging role. Keep in mind that the employee is going from a job that they know inside-out to one they know little about.That being the case, they’ll need more coaching and support from you. Despite the importance of training employees to be successful in their new positions, 70 percent of employees didn’t receive any training last year at their place of work.9 Helping a newly promoted employee be successful is critical for two reasons:The promoted employee's performance will either validate or invalidate the original decision. Additionally, it shapes how others within the organization view those promotion decisions.When managers help employees grow into their new and expanded roles, they gain employees' loyalty, as well as motivate other employees to work with them so they can experience similar growth. With 48 percent of employees saying that they would stick around because of a good manager, coaching is essential.109. Cornerstone OnDemand 2013 U.S. Employee Report10. Ibid.		
			Things to Remember: 
		
		Do:Maintain transparency by explaining the promotion to the organizationCreate an assignment to test an employee's ability to perform well in the new roleSeek out the opinions of others during the decision processConsistently provide training and coaching to employeesDon't:Promote employees for superficial reasons (avoid bias!)Use promotions as the main way you reward and motivateJust promote the loudest, most eager of the bunch (unless they've truly earned it)Hire externally before first considering current employees		
			Conclusion:		
		The next time you promote an employee, keep these commonly made mistakes and ways to avoid them in mind. Doing so will ensure you’re going about the promotion process in the best way possible: promoting the right people at the right time and encouraging others in the process.

### Your 2025 HR Calendar

Stay Ahead in 2025: Your Ultimate HR Calendar		
			From IRS deadlines to National Coffee Day, this calendar keeps you on track with every key date and deadline. Plan with confidence and never miss a beat.		
			Download Now		
			 		
																										
		Use Namely's 2025 HR calendar to keep tabs on:Key IRS and Affordable Care Act reporting deadlinesNational initiatives like Employee Appreciation Day to incorporate into your company events calendarTiming for critical initiatives to support your employee benefits calendar, like planning for open enrollmentFederal and bank holidaysAnd more!Looking for more ways to get ahead? Check out the Namely blog for creative ideas to bring holidays and celebration months to life, and learn what to do when payroll falls on a holiday or weekend!

### HR Metrics

Introduction to HR Metrics
		
		A how-to guide written for HR professionals (no data science degree required). 		
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		Modern HR is all about the numbers. According to industry reports, People teams are increasingly looking to incorporate more data in their processes every year.Feel left behind? You’re not alone. While the HR profession is over a century old, its embrace of data science is a new phenomenon. As recently as 2017, nearly all companies admitted to having difficulty gleaning meaningful insights from their people data, and 60 percent of HR professionals say they’d have a hard time communicating even basic HR metrics, like turnover, to their CEO.We can change that. In this guide we’ll outline six basic Human Resources metrics, all in layman’s terms. We’ll provide you with sample formulas and actionable advice that you can use to launch your next HR data initiative and more effectively discuss People metrics with the C-Suite. Dust off those calculators—it’s time to get started.		
			1. Turnover Rate 
		
		Out of all the data points measured by HR, few are as essential as turnover. Quite simply, turnover rate measures the number of employees who leave your company within a set period of time. While your base metric should include both voluntary and involuntary terminations (people who quit or are asked to leave, respectively), you can calculate turnover separately for both types of departures.To the job applicant, turnover metrics can be used to measure the culture or health of a company. To members of the C-Suite, it’s a number closely tied to finance— mostly because replacing employees is an expensive proposition. By some measurements, replacing an entry-level employee can cost a business up to 50 percent of their salary. For highly specialized or technical roles, that figure is much higher: 400 percent.To calculate turnover rate, tally the number of involuntary and voluntary terminations over the timeframe you’re considering (typically a year). Then, divide this amount by your average headcount during that same period. Finally, multiply this number by 100 to arrive at a percentage.		
																										
		Wondering how to calculate average headcount? Thankfully, that math is relatively simple. If you’re considering the last year, just pull a report on headcount for each of the last 12 months, tally those numbers together, and divide by 12.You may have heard of another, similar metric called attrition. While both turnover and attrition track employee departures, they differ in one key respect. Attrition occurs when an employee leaves but does not need to be replaced, as might be the case when a position is eliminated. Turnover only applies to roles that are meant to be replaced.While determining turnover is simple, decoding whether your company’s numbers are healthy isn’t. Last year, the average turnover rate among U.S. employers was 19 percent. That said, industry can greatly influence this metric. For example, insurance companies’ average turnover rate is 12 percent. In comparison, the hospitality industry trends at 71 percent. Within those sectors, specific roles or departments may inherently have higher turnover due to the nature of the work performed. For example, because sales departments are so intensely quota- driven, they have among the highest turnover rates at companies.Turnover is a nuanced metric. Before determining whether yours is indicative of a problem, carefully weigh industry and role-specific averages. Don’t be afraid to leverage your professional network to get a better sense of what’s typical in your line of business.		
			More resources on calculating turnover rate at your organization:
		
		3 Ways Data Can Transform Your Workplace3 HR Talent Metrics You Should Start Tracking TodayA Guide to Boomerang EmployeesHigh Turnover at High Growth Companies: Fact or Fiction?		
			2. Time-to-Fill Rate
		
		Fear not recruiters, we have an HR metric for you as well. Our next datapoint, time to fill, is used to determine both the length of time it takes to fill a position, as well as your acquisition team’s overall efficiency.Determining time to fill for any single position is easy. Simply count the days between when the job opening was made public and when the offer letter was signed—no formula needed! If you want to calculate your team’s average time to fill across all positions, you can do so with some simple math.First, limit your numbers to a specific timeframe, typically a quarter or year. Then, add up all of your positions’ time to fill and divide the sum by the number of positions recruited for within that same timeframe.		
																										
		Across all industries and job types, the average time to fill is 26 days. That said, this metric can be heavily influenced by the nature of the roles in question. Here’s a general rule of thumb: the more senior the opening, the longer it takes to fill. For example, it takes an average of 108 days to hire a Senior Sales Director. In comparison, clerk openings rarely stay open longer than 30 days.Roles requiring highly specialized or technical knowledge may also require longer lead times. Data engineers rarely take less than 150 days to source and hire. It certainly doesn’t help that demand for engineering roles is expected to increase by nearly 30 percent in the next three years.When your company’s time to fill metric exceeds industry norms, your company is likely missing out on top talent. Technology can help streamline many of the inefficiencies faced by resource-strapped acquisition teams. Using an applicant tracking system (ATS) makes it easier to review incoming resumes, schedule interviews, and equip hiring managers and interviewers with the information they need to successfully screen candidates. Many of them will even integrate with your existing HR platform, allowing for a seamless onboarding experience.There’s no shortage of ATS vendors available to choose from. You can find of some of Namely’s favorites by visiting our partner page.		
			More resources on talent acquisition and reducing time-to-fill: 
		
		What I Wish I'd Known About Talent AcquisitionHow to Hire ExecutivesHiring Seasonal WorkersHow to Engage Your Passive Candidates		
			3. HR-to-Employee Ratio
		
		Ever wish you could be in two places at once? If you get that feeling on a regular basis, it may be time to take a closer look at your HR-to-employee ratio, or the size of your People team relative to the rest of your company.This metric can fluctuate by necessity throughout a company’s lifespan, as the needs of smaller versus larger companies vary dramatically. For example, HR teams at small organizations might employ what seems like a disproportionate number of recruiters to facilitate growth. Conversely, while established businesses with 1,000 or more employees have large People teams on paper, their HR-to-employee ratio is actually much smaller. Because these companies are more likely to have efficiencies like integrated technology in place, they’re able to handle HR administration for a larger number of employees with greater ease. Whether an ideal HR-to-staff ratio exists has been a subject of debate for decades. The Society of Human Resources Management (SHRM), the profession’s leading member association, finds that overall, U.S. businesses have 2.57 HR professionals for every 100 full-time employees. A full breakdown, by company size, can be found below.		
																										
		Where does your company stand in comparison? HR-to-employee ratio is thankfully easy to calculate. Divide your HR team’s headcount by your company’s total number of full time employees, and then multiply that number by 100.		
																										
		So what happens when you get this number wrong? If your ratio is significantly higher than the national average, it could simply mean you’re in a hiring sprint and need the extra hands on deck. For companies where that isn’t the case, it may suggest that your team is either over-specialized or technologically underserved.And what if your ratio is too low? If you have too few HR professionals on payroll, it can lead to systematic cultural and performance nightmares. The last year has seen a wave of public HR scandals at companies of varying size. At Thinx and Uber, chief executives at both companies resigned in disgrace due to issues derived from their nonexistent or shorthanded People teams. Hiring discrimination, paltry paid leave offerings, inequitable pay, and a laissez faire attitude toward sexual harassment allegations were just some of the worst-case symptoms of companies with little or no HR presence.		
			More resources on HR staffing and HR-to-employee ratio:
		
		5 Ways For Small HR Teams To Make A Big ImpactYour Guide To 5 Of The Best HR Career PathsWhat Makes HR Different at Midsize Companies?		
			4. Career Path Ratio  
		
		The notion of the career “ladder” has been relegated to the dustbin. Employee movement at modern day organizations is multi-directional—meaning lateral moves across departments and specialties are becoming more the norm. Enter our next metric: career path ratio, or a measure of how many internal moves are promotions versus lateral transfers.To calculate this metric, simplify divide your total number of promotions by the sum of all role changes, regardless of whether it was an upward or lateral move. If you did the math correctly, the resultant figure should be less than 1.		
																										
		Unsure of what a healthy career path ratio looks like? The rule of thumb is that companies should average approximately four transfers for each promotion, meaning a career path ratio of 0.2 or less. If your ratio number ends up between 0.5 and 1.0, that may be indicative of a problem with how your business approaches development. In cases like these, managers may be guilty of “talent hoarding,” or shielding high-performers from any and all transfer opportunities. According to one survey, as many as 50 percent of managers admit to being guilty of this learning and development roadblock.While providing greater opportunities for lateral movement might be the right thing to do, is there a business case for it? Over 70 percent of dissatisfied workers cite feeling “boxed in” by their roles, enough to seek employment elsewhere. What’s more, when employees are only given the chance to move upward, that often forces them into a premature jump into management. By some estimates, nearly 60 percent of new managers fail within the first 24 months after their promotion. If these same individuals were given the opportunity to expand their skill set in other roles beforehand, they might have been better equipped to move their career forward.Those looking to get full use out of this People metric will need clearly delineated job tiers in place. Otherwise, it may be difficult to discern what constitutes a promotion versus a transfer. Compensation is not a reliable metric here, as the going rate for jobs within the same tier can vary significantly from each department or even subdivision. This is particularly true when transfers involve a location change. Using an HR platform that gives you a full view of employee roles, either in the form of an organization chart or tiered list, is crucial for those who want to easily monitor career path ratio over time.		
			More resources on career path and performance best practices:
		
		3 HR Talent Metrics You Should Start Tracking TodayHow to Implement Career LatitcesAre Fixed Salary Tiers Right For Your Company?To Promote or Not to Promote?		
			5. Revenue Per Employee 
		
		Here’s one of the C-Suite’s favorite HR metrics: revenue per employee. Quite simply, this datapoint represents how much company revenue each employee accounts for. To calculate it, divide your company’s annual revenue by full time employee headcount. Full time employees work 40 or more hours per week.		
																										
		In essence, revenue per employee measures output. CEOs often turn to this metric because it speaks to overall efficiency, and it can be used to help determine whether a business is over or under-staffed. Unless you just completed a massive hiring push, your revenue per employee should be increasing over time.So where does your company stack up? Take any comparisons with a grain of salt, particularly with household names. Not all companies can reasonably compete with Apple, for example. That company’s revenue per employee is an impressive $2.13 million, compared to the U.S. average of $0.47 million. Weigh your company’s numbers with similarly-sized businesses in your industry, which in all likelihood don’t include Apple or Google.		
																										
		Even if your numbers are low, that doesn’t mean mass layoffs are the answer. HR knows full well how difficult it can be to recruit talent; your organization should instead prioritize getting more out of its existing employees. That means putting better technologies and processes to good use. Even your HR team could likely benefit from new efficiencies. While it’ll take a full effort from management to increase revenue per employee, your HR team can be the one to bring the issue to the table.		
			More resources on compensation and revenue per employee:
		
		Do You Trust Your HR Data?How To Build A Strong HR-Finance Partnership		
			6. Employee Net Promoter Score 
		
		Most of the People metrics in this guide are tied to cold, hard numbers. That said, there’s an equally if not more important datapoint that’s a bit abstract: employee engagement. Measuring your company’s employee Net Promoter Score (eNPS) empowers your team to get an accurate read on something as subjective as how individuals feel about work.If “NPS” sounds familiar, that’s for a good reason. Originally conceived of by business strategist Fred Reichheld as a way for companies to gauge customer satisfaction, NPS surveys ask participants one “ultimate” question: “What is the likelihood that you would recommend [...] to a friend or colleague?”Respondents are asked to measure their approval on a scale of 0 to 10. Those who respond with a 9 or a 10 are considered “promoters,” and those who answer 0-6 are detractors. Anyone in between those ranges is considered “passive.” An overall score is calculated by subtracting the percentage of employees who are detractors from the percentage who are promoters.While NPS surveys have been a business mainstay for over a decade, only recently have they been embraced by HR teams. To measure your eNPS, survey employees on a monthly or quarterly basis with a modified version of Reichheld’s simple question: “What is the likelihood that you would recommend [company name] to a friend as a great place to work?” After giving employees at least a week to respond, apply the following formula to calculate your overall score.		
																										
		Scores can range from a perfect 100 to worst-case-scenario -100. Because of the NPS scale’s narrow definition of a promoter, seemingly low scores are still favorable. For example, an overall eNPS of 50 is seen as great, while anything between 10-30 is good. As you might suspect, anything below 0 is problematic.While responses should be anonymous (in that they aren’t tied to a name), it’s advisable to track results by department so you can follow-up with managers as needed. Do your most unhappy employees fall under a specific demographic? Some employers turn to third-party vendors to conduct their surveys, who can then tie results to other data points, like ethnicity and gender.		
			More resources on employee engagement and eNPS:
		
		How to Get the Most from Employee Survey DataEngaging Employees Beyond the Honeymoon Period4 HR Metrics to Try to Engage EmployeesWhy Candidate Experience is More Important then Ever		
			Conclusion
		
		You have the know-how, but what about the tools? If you’re currently managing your people data on spreadsheets (or worse, on paper) pulling even rudimentary reports can be a challenge. Reporting on most of the HR metrics covered in this guide will require at least having an HRIS in place. More advanced tools like Namely Analytics can help make data analysis even easier. 		
																										
		Once you feel confident enough to report on the data points covered in this guide, start considering metrics in tandem. For example, is employee turnover increasing but your time to fill decreasing? Perhaps you’re hiring talent too hastily. If you have the right HR technology in place, also try combining reports. While role changes and employee demographics are basic reports, brought together they become something even greater: an equal pay audit. You’re now an HR data scientist, so act like one. Experiment!

### 6 Tips For Climbing the HR Career Ladder

6 Tips For Climbing the HR Career Ladder
		
		Everything you need to know about advancing your career in HR		
			Let’s Connect!
		
		Say goodbye to feeling stressed, time-strapped, and frustrated. With Namely’s all-in-one HR platform, being a culture-creating, innovative HR leader is your new normal.		
			
							
									Request a call
					
																										
		For those considering a career in human resources, job prospects have never been better. After high-profile HR nightmares at companies like Uber and Thinx, the field’s importance is as apparent as ever.Want to capitalize on the trend? As your day-to-day responsibilities pile on, it may seem hard to step back and find the time to focus on your career. Between navigating an ever-changing compliance landscape and staying current with industry developments, investing in your own career—not just the careers of your employees—seems like a stretch. It doesn’t have to be.There are easy, low-cost ways to broaden your skills and strengthen your credentials. Whether you’re just getting started or looking to make your next move up the HR career ladder, we’ve put together everything you need to know to take the next step.		
			1. Be Proactive
		
		A proactive attitude can help in any career, but it’s especially important in HR. Why? You’ll face a variety of situations that require creative solutions. The more innovation and enthusiasm you bring to your role, the easier it is for leadership to trust you and know that you’re doing a quality job.At growing companies, small HR teams often have to start from scratch to create and implement processes that will scale effectively. In most cases, it falls on HR teams to take the lead on initiatives that build a set of cultural values designed to support the company long-term. Here’s a tip: don't wait for someone to assign these responsibilities to you—recognize what your company needs and act on it.Work beyond your job scope to identify systems and processes that need attention and lend your expertise. Don't sit back and watch your company grow or wait for your role to unfold; look for opportunities and act. Everyone loves a positive go-getter who has the company’s best interest in mind.Follow these three steps to be proactive once you identify challenges or gaps within your organization:		
			Get Leadership Support 
		
		As you approach uncharted territory, make sure you work closely with your leadership team. Want to introduce a new performance cycle? Thinking of incentivizing employees to go paperless? Pitch ideas to your C-level executives and keep them in the loop as you implement. There’s always room for innovation, but it’s important to have leadership buy-in as you try new things and scale your efforts.		
			Ask for Feedback 
		
		Never be afraid to experiment, but always be sure to measure your effectiveness. If your ultimate goal is to increase employee engagement and retention, it’s critical to gather direct feedback on your new initiatives. At smaller companies, have as many in-person conversations as possible, and as you scale, check in with employees through pulse surveys.		
			Learn from Mistakes 
		
		When building out HR processes, expect a lot of trial and error. If you introduce Summer Fridays and notice a big decrease in productivity, you’ll need to backtrack and rethink the perk. If your goal was to reward and incentivize employees, there may be a better way to do so that doesn’t negatively impact the business. Perhaps a summer company outing or monthly team happy hours would be a better alternative, for example.		
			More resources on taking initiative in human resources
		
		3 Things Managers Should Do EverydayDefining Working MotherhoodThe Top 10 Personality Traits CEOs Care AboutWhy I Turned Down A Director Title 		
			2. Learn the Full Scope of HR 
		
		There are a variety of career paths that HR professionals might follow as they advance their careers. From talent acquisition associate to payroll guru, it’s helpful to understand each aspect of HR before settling on a specialization. HR generalist roles are a great way to dip your toes into a variety of functions and gain insights into HR’s most common challenges.If you’re on a small (or one-person) HR team, you’ll most likely be asked to perform an array of tasks and be challenged to execute across disciplines. You’ll likely have a hand in culture, benefits, payroll, and hiring—but as your team grows, you’ll have more time to focus on a specific function that appeals to you. Whichever function you zero in on, having generalist experience can make you well-positioned to take on a managerial role down the road.Explore all areas of HR before deciding on one specialization—there are a lot of different areas of HR (benefits, payroll, employee development, etc.). It's nice to see all aspects before deciding to specialize in a particular area—or you may even decide to be an HR generalist that handles a variety of duties in the long run.There are three ways to gain exposure to the full spectrum of HR duties. We’ve summed them up below:		
			Shadow Your Peers
		
		Consider shadowing members of your own, or even external, teams to gain exposure to different roles. Spend time with the HR Director to see if you like managing a team; learn how to process payroll from the finance team; or even talk through current benefits plans with your broker. Your colleagues won’t fault you for deepening your understanding of the business, and you can learn a lot from simply watching.		
			Experiment with New Initiatives
		
		If your role doesn’t touch on an aspect of HR that interests you, work on initiatives that give you exposure to those areas. For example, if your main focus is recruiting, but you’re interested in employee engagement, dedicate some time to a cultural initiative. Suggest a wellness, charity, or social activity and help bring it to life. If it’s successful, you may get to spend more time on similar projects in the future.		
			Understand Long-term Opportunities 
		
		Is your ultimate goal to manage others? Work with the CEO to fill leadership roles? Or be the go-to resource for people analytics? Each role has distinct responsibilities that require a diverse skillset. As you explore different opportunities at the ground level, be sure to keep your long-term path in mind and consider what experiences will be most valuable to you down the road.		
			More resources on career HR exploration
		
		How I 'Fell" Into HRYour Guide to 5 of the Best HR Career PathsTips & Tricks From HR Professionals Fielding the Most Common Payroll Questions		
			3. Consider Certification 
		
		While many HR practitioners at small and mid-sized companies “fell” into the profession, it’s important that your growing HR experience is reflected on your resume in order to advance your career. If you started as office admin for a five-person company and developed into an all-encompassing recruiting, payroll, and benefits role, you want your credentials to reflect your on-the-job expertise.This might mean going back to school for an MBA in an HR-related field—or it might mean getting an industry certification, like a Professional in Human Resources (PHR) or Society for Human Resource Management (SHRM) certification. With a certification in your back pocket, it can be much easier to show your qualifications and advance your career.Take advantage of every opportunity to advance your skills, including certification. If your superiors know that you are serious about building skills and see that you are engaged, you will get more opportunities to advance your career.Consider these three approaches as you take steps toward HR certification:		
			Consult Your Mentors 
		
		Whether your ultimate goal is to be a director or a specialist, someone has done it before, so learn which certifications helped them the most in their journey. Some professionals may have found that higher education was crucial, whereas others might think industry certifications were just as useful for their career advancement.		
			Do Your Research 
		
		What’s the difference between PHR, SPHR, SHRM-CP, or an MBA? What can each do for you? Which will provide the best ongoing resources and opportunities? Each has its advantages and there’s no wrong decision, but make sure to identify the certification that best aligns with your experience and career goals by putting in the time to research.		
			Get Involved in HR Communities 
		
		Whatever route you choose, you will be among like-minded peers who can help you further develop your skillset. If you pursue a Master’s, make real connections with your classmates. If you go for your SHRM certification, utilize the organization’s online resources and attend conferences to get involved with their network.		
			More resources on career HR exploration
		
		 HR Membership Associations You Should JoinWhy I Got An MBA In HR		
			4. Spend Time Outside the HR Bubble 
		
		It can be easy to get caught up in the HR bubble—in other words, to fall into the trap of HR tunnel vision. Whether you tend to only converse with HR peers or just get into a heads-down routine, it’s important to come up for air once in awhile. It may seem counterintuitive to recommend that you not focus solely on HR. But you can actually make a greater HR impact if you have a well-rounded understanding of your company’s business and its people.Spend time walking around the office, getting to know employees, or pursuing mentorships with leaders outside of the HR space to help broaden your perspective—all of which you can apply back to your role.There are countless resources outside of the HR bubble. Here are a few ways to start taking advantage of them:		
			Take a Walk 
		
		Set aside time daily or weekly to step outside of your department and walk around your office. Chat with employees in common spaces, invite them to grab a coffee, learn what they did over the weekend, find out what projects they’re working on right now. This puts the human in human resources and not only gives you a better understanding of your employees, but gives them a better understanding of you (and gives a face to the HR department!).		
			Cultivate a Range of Mentors
		
		HR mentors are great in terms of best practices, troubleshooting, and career advancement, but it’s also important to have mentors outside of the HR space who can broaden your perspective and expand your toolset. Leaders in other departments can help you better understand business practices and inspire creative solutions.		
			Gain New Skills 
		
		HR is a perfect landscape for creativity. Amassing skills outside of the direct HR function can be applicable to many of your own initiatives. Tune into a webinar on marketing and apply what you learn to talent acquisition. Take a Photoshop workshop to help you better communicate internal events or explain complex benefits topic in a visually appealing way. Whatever your outside interests, there is likely a way to translate them into HR.		
			More resources on branching out 
		
		Want To Advance Your Career? Step Outside The HR BubbleIf I Weren’t In HR, I Would Be...How To Build A Strong HR-Finance Partnership		
			5. Utilize Free Resources 
		
		Thanks to the internet, you now have a world of free resources right at your fingertips. These resources can help you with everything from answering basic how-to questions to finding a network of HR professionals. There will always be paid resources, events, and certifications that you can try, but don’t overlook the opportunities that are publicly available at no charge.Continually challenge yourself and put yourself in the way of learning. Ask for projects from your managers, attend conferences, get an HR certification, ask deep questions, and connect with local HR peers to swap stories and get support. The best things in life are free—even in HR. There are a wealth of free HR resources available to you if you know where to look. Here’s how to get started:		
			Network		
		Making connections is free and the best way to do this is to start reaching out. Read a blog post that inspires you? Email the author. Interested in learning how other small HR teams are building company culture? Reach out on LinkedIn. Join online networks, attend local meetups, and before you know it, you’ll have a whole network at hand whenever a question arises.		
			Learn 		
		There are countless free ways to grow your industry knowledge. Webinars, meetups, and local roundtables are just a few ways to enhance your HR knowledge. Subscribe to informational newsletters and participate in community networks such as LinkedIn or Slack groups to stay in tune with thought leadership in the HR space. Engage with open communities, like HR Open Source to share ideas among a network of HR practitioners with a range of experience.  		
			Give Back 
		
		Whether you have six months of experience or six years, you most likely have unique insights to offer. Wrestled with a payroll issue, culture initiative, or benefits communication? Odds are someone else is up against a similar hurdle and would love to hear how you overcame the challenge. Don’t discount your own experience or thought leadership.		
			More resources on free resources
		
		The 5 Best HR TED Talks5 Ways For Small HR Teams To Make A Big ImpactBoomerang Employees: A Guide		
			6. Highlight Relevant Skills 
		
		HR experience doesn’t only come from HR roles. No matter what previous titles you’ve held, you may have amassed numerous skills that are applicable to a wide range of HR positions. Don’t underestimate just how well your other experiences—be it in design, sales, or customer support, for example—might translate into HR qualifications.When you’re looking to make the jump to your next role, having on-the-ground experience, even with an administrative title, can make you just as qualified as someone with the “right” HR title. Work with your peers and mentors to make sure that your resume clearly reflects your HR abilities. Highlight any people management, coaching, mentoring or other HR-related duties that you have had in previous roles.Consider these tips to help you capture the full range of your qualifications as you prepare to make a career move:		
			Audit Your Job Duties
		
		When you’re ready to make the next step in your career, write down all of your job duties so that you can translate them to the requirements of the future role. For example, for someone looking to move from office admin to HR Generalist, it will be crucial to show that your office duties prepared you with experience in onboarding, payroll administration, or employee event organization, to name a few.		
			Ask for Help 
		
		It’s almost guaranteed that someone before you has forged a path, so reach out to others who have had a similar career progression. Get a sense of what skills were useful to them when moving into a new role and what was challenging in their transitions so that you’re prepared.		
			Aim High, but Don't be Afraid to Start Low 
		
		Aim high as you build your career in HR, but don’t be afraid to accept a title that is seemingly below your experience level either. Titles in the HR landscape can represent vastly different responsibilities depending on company size and structure. You could be an intern on a one-person HR team, doing everything from recruiting to payroll—which might give you more experience than as an HR Associate on a five person team.		
			More resources on HR skill development 
		
		Definitive Guide to PayrollThe Future of HR Technology‘What I Wish I’d Known’ About Talent Acquisition		
			Conclusion
		
		Every HR person follows a unique path, and while it can sometimes feel like a lonely road, there are a wealth of networks and resources available at every stage of the journey. Whether it be blogs, conferences, social networks, or working with a mentor, the best way to advance your career is to get involved in the HR community. Cultivating that support network will help you gain confidence, drive innovation at your company, and move your career forward.The most successful HR professionals draw on their creativity and drive to help improve their work environments. There’s always room for new ideas. You’ll have some wins. And remember, the most successful HR pros have gotten where they are because of what they learned from mistakes they’ve made too.

### Hourly to Salary Calculator Tool

Payroll Hourly to Salary Calculator Tool
		
		Easily convert an employee's compensation from hourly to salary, or vice versa. HR Pros rely on Namely's software platform for payroll and compliance.		
																										
			
                    Hourly
                        
                            
                            
                        
                        
                            
                            
                        
                    To
                    Salary
                Wage ($)
                
                Hours per Week
                
                Weeks Worked Per Year
                
                Calculate Annual Salary
                    $
                    /year
                Annual Salary ($)
                
                Weeks Works Per Year
                
                Hours Worked Per Week
                
                Calculate Hourly Wage
                    $
                    /hour
            
                    
                    
                 Crunching numbers...
			Tool Tips for HR Pros		
		Keep in mind that there are 52 weeks in a year and 40 hours in the average, full-time workweek.The federal minimum wage is $7.25 per hour (about $15,000 annually). Many cities and states across the U.S. have adopted higher minimums. 		
			Overtime Calculations		
		Don’t forget that transitioning an employee from hourly to salaried or vice versa does not change their eligibility for overtime. That is determined by two criteria: wages and job duties. Employees earning less than $23,660 per year must be eligible for overtime pay. 


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