Get ready: Paid Family & Medical Leave is on its way!

All Washington employers must provide paid family and medical leave under a bill signed by Gov. Jay Inslee on July 5. 

The new law creates an insurance fund that employers and employees both pay into, with a 0.4 percent payroll tax. Payroll deductions will begin on Jan. 1, 2019, and benefits will become available to employees on Jan. 1, 2020.  https://www.paidleave.wa.gov/ 

Washington joins a handful of other states (California, New Jersey, Rhode Island and New York) to have enacted a paid-family-leave law. 

Quick Facts: 

  1. This statewide insurance plan requires employers to report employee wages, hours worked, and additional information every quarter. 

  2. Premiums are 0.4% of gross wages paid. 

  3. Premium collection begins in 2019 and claims for leave benefits start in 2020. 

  4. Workers can take leave for qualified events for up to 12 weeks generally, and up to 18 weeks under exceptional circumstances. 

  5. Businesses with fewer than 50 employees are not required to pay the employer portion of the premium but are required to collect and remit the employee portion of the premium and abide by all reporting requirements. 

  6. Small business assistance grants are available to businesses with 50-150 employees, and businesses with fewer than 50 employees who have opted-in to the employer share of the premium. 

  7. Voluntary plans are available to employers who want to manage a plan internally that meets or exceeds the state plan’s requirements. 

Download the Employer Tool Kit from ESD. This will give you the employee paystub insert.   https://paidleave.wa.gov/employers 

Confused? This shared benefit will bring peace of mind and increased wellbeing for many of our citizens here in Washington State beginning in 2020—but starting something big, new, and aspirational is often hard. We are happy to help! Call Clarity with you questions, for assistance setting up the payroll deduction, and for help with creating your plan for reporting to Washington ESD. (360) 385-9963.

Set Your New Hire Up for Success: The Secrets of Onboarding

You followed our 6 Steps for Hiring The Right Person, and you found a fantastic new candidate to join your team. How do you keep the positive momentum going? A thoughtful “onboarding” process is a critical component of successful entry for your new hire.

These first activities are most likely a new hire’s first impression of your organization and will set the tone for their experience.

1. First, have your hiring documents ready to go:

  • Employee offer letter

  • Job description (this protects you as an employer),

  • W4,

  • I-9,

  • DSHS New Hire Reporting Form,

  • Employee manual  *(We will write a future post with more detail about what to include in an employee handbook.)

2. Next, be sure to provide policy & procedure manuals. Clear and concise policy and procedure manuals are essential—they help protect your employees, and they help protect your business or organization from liability. Again, we will write a more detailed post on employee manuals soon, but for now, know they should cover these key topics:

  • Organizational values and expectations

  • Organizational compliance with applicable law

  • HR best practices specific to your industry.

  • Clear guidelines and expectations around equipment. ( Who owns the cell phone, PC or laptop being used remotely? Who is responsible for maintenance of those electronics?)

  • Policies around work hours, meals and breaks, workplace harassment, and vacation,sick, and family medical leave. (Every employee has a right to one hour of sick leave for 40 hours worked as per new Washington State law.)

3. Finally, create a plan and timeline for a 90-day Orientation Period. The orientation period happens after the initial onboarding meeting. In these first 90 days on the job, you’re providing training and support to your new hire (training should be your focus for the first 30 days, with scheduled check-ins throughout the 90-day period.)

In your initial orientation, outline your schedule for probationary period, and make it clear that there will be a performance assessment with termination if expectations aren’t being met. This will help provide legal cover if you need to terminate. We recommend you schedule check-ins for questions and constructive feedback at end of first week, then 30, 60, 90 days after. Get as much feedback as possible from the employee on what’s working for them and why. If possible, capture the highlights in a written report. This is a performance management component of an initial phase of employment.

Sometimes, for various reasons, an employee can get off to a rocky start; you can always choose to extend a probationary period beyond 90 days. But heads up: if someone is not succeeding in their orientation and probation period, they are unlikely to work out for your organization. You are more than likely seeing the best a person has to offer in the first 3 months. Extending the probationary period may just increase the amount of time (and money) you are investing in an employee who likely isn’t a good fit.

If you plan these activities into your 90-day onboarding process, your new employee will have clear direction around how their job functions, what their tasks and roles are, applicable team processes, performance metrics, and workplace expectations. When coupled with a great hiring process, a solid onboarding process helps strengthen your chances of having a productive, successful, long-standing employee. Good luck!

 

Top 5 Employee Motivators

1. Challenging Work—Providing your employees with challenging work does not mean over-loading or over-whelming them; it means that they are inspired to do more by being given challenges that help them feel more successful.

2. Recognition—Recognition is a powerful motivator.  Showing an employee that you recognize they bring their best effort to their work is key to employee satisfaction. Similarly, if an employee is unengaged in their work, recognition can bring an extra boost of confidence.

3. Employee Involvement—Your employees are aware of, and part of, the future goals of your organization. This is closely related to the practice of transparency, which means your employees see you actively engaged in work and trust that you’re keeping them up-to-date on what is going on with the organization. Work to create the sense that you are all in this together.

4. Job Security—Nothing will make employees disengage from an organization faster than fear they will lose their job. While you should aspire to create a work culture of transparency and employee involvement, take care to avoid sharing too much worrisome information about financial concerns, market issues, lagging sales, etc.  Helping your employees feel secure in the work they do will deepen their job satisfaction.

5. Compensation—While fair compensation is important, money sits at the bottom of this list of motivators. Increased compensation may bring employees through your door, but it doesn’t keep them for the long haul; no amount of money will keep someone in a work environment they are unhappy with.  

Why Human Resources Management is Essential for Small Business

By Lisa Minnihan, MBA-HRM

What is Human Resources Management (HRM), and why is it important to your business? Human resources are the people that make up your workforce—from the largest corporation to the smallest business or nonprofit organization. They are the engine that power your ability to invent things, produce things, fix things, sell things, or deliver services. Humans bring much of the value to your enterprise.

When your team is strong, healthy, and efficient, you can stretch to reach your goals. When you must spend a lot of time putting out fires, untangling messes, or managing high employee turnover, you don’t have the time or resources to fulfill your core mission. Chronic personnel issues can serve as a slow bleed for your bottom line; the loss of a key employee or two can be like a hemorrhage as you scramble to recruit, interview, hire, and train replacements.

This is why Human Resources Management can make a difference to your profitability. Human Resources programs help create organizational structure, develop job descriptions, maintain employee manuals, manage employee benefits packages, conduct performance reviews, manage training and professional development opportunities, ensure employee satisfaction and motivation, address discrimination and harassment issues, and ensure businesses are following employment law. They help everyone understand roles, responsibilities, performance expectations, and what to do if there’s a problem.

It’s a lot. Many small organizations don’t have the time, energy, or expertise to create and maintain a dedicated human resources program, and they may not have the resources to hire a dedicated staff person. But that doesn’t mean they should turn a blind eye. Besides protecting you from legal exposure, I believe HRM is a key ingredient to small business success.

Over the next several months we will share a series of short articles that can help you think about Human Resources Management issues in your small business or nonprofit. They will focus on a topic, introduce a few ideas, and provide resources for digging deeper. 2018 is a good year to build a Human Resources Management program that will help you survive and thrive for years to come!

Need some help right now? Call 385-9963, or email me at lisa(at)clarityei.com to set up a conversation.

New Sick Leave Law Begins January 1, 2018

Washington State’s paid sick leave initiative, I-1433, will go into effect on January 1, 2018.  While this initiative covers new minimum wage rates for future years and important language regarding tips and service charges, most of the initiative revolves around the new requirement of Washington State employers to provide paid sick leave to employees. Wondering if this applies to your business? Chances are good that it does!
 
As a part of the State’s Minimum Wage Act, as of January 1st, employers must provide most employees with 1 hour of paid sick leave for every 40 hours worked.  Employees entitled to paid sick leave are those covered by the Minimum Wage Act.  The initiative covers when and how employees may use their paid sick leave, exact increments of sick leave accrual vs. usage, for whom paid sick leave can be used, notification and reporting requirements, regulations on record-keeping, and employer parameters around reasonable notification and lawful use. 
 
If you are interested in learning more about how implementation of this initiative will impact your business, two local workshops will be held in January: 1/11 and 1/25, at the Chamber / EDC Team Jefferson classroom. Each will include a core presentation from Washington State L&I, followed by question and answer with Clarity's HR expert Lisa Minnihan, and attorney Eileen Baratuci of AIM Services.

Co-presenting partners include Clarity, Jefferson County Chamber of Commerce, EDC Team Jefferson, Washington State Department of Labor and Industries, and AIM Services. 

There are a limited number of spaces in each workshop, so don't delay! For details, and to register, send your name, the name of your business, and your contact information to Lisa Minnihan at lisa@clarityei.com.  

Happy Spring!

Bring growth and vitality to your business with an infusion of energy, fresh ideas, and new knowledge--take a class, attend a workshop, and participate in a networking event. Perhaps you're ready to hire new staff, or even shift gears in your professional life. Piggyback on the natural energy boost that comes with lengthening days and warmer weather to spring into a new chapter of success with your business, nonprofit, or career. See a list of opportunities below!

Ready to Hire?

Already growing this spring? Clarity can help you recruit and hire new employees! We offer a full suite of Human Resources solutions; in addition to coordinating hiring activities, we can also help you develop new employee benefits programs, create employee handbooks, and protect you from liability. If you'd like to have a conversation about your human resource needs, contact us at (360) 385-9963, or hr@clarityei.com

Ready for a New Adventure?

Clarity is seeking a resourceful, experienced Finance Director/Consultant to work with a variety of non-profit and small business clients. Flexible schedule; we welcome applicants seeking part-time of full-time work. Accounting degree and senior financial management experience required; CPA qualifications and consulting experience a plus. Based in Port Townsend. Please send resume and cover letter including desired salary to hr@clarityei.com.

Upcoming Events

April 15thFree public screening and networking event featuring the film "Tomorrow," 1-5:30 pm at Chimacum HS Auditorium & Commons, 91 West Valley Rd, Chimacum. Conversation topics covered will include local food, energy, transportation, waste, education, health and wellness, affordable housing, emergency preparedness, environment/climate change and the local economy. For a taste of this inspiring movie, check out the trailer

Event sponsors include: Local 20/20, Chimacum School District, Port Townsend Film Festival, Rose Theatre and Students for Sustainability. 

April 17th: Jefferson County Chamber Lunch Meeting with Lorna Mann, Director of the Port Townsend Visitor Information Center. 12- 1 pm, Fort Worden Commons. "Tales from the VIC: Find out how a presence in the Visitor Information Center can help your business and hear some of the weird and wacky questions that the VIC fields 7 days a week."

April 18th & 19thStarting a Business & Business Planning, with Tina Flores-McCleese. 9:30 - 1:30, Elwha Heritage Center, 401 E 1st, Port Angeles. Part of the "Small Business Series" hosted by the Elwha Klallam Tribe. $25, or $75 for the whole series. Call 360-417-8545 x 2909 for more information or to reserve a seat.

Earth Day! Saturday, April 22, 2017. Consider rounding up your employees and commit to a few volunteer hours to support and build community. Volunteers are invited to help on several downtown Port Townsend cleanup/weeding and painting projects from 9 am to 12 noon. Contact the Port Townsend Main Street office at 360 385-7911 or email admin@ptmainstreet.org if you would like to volunteer for the Earth Day Spring Clean-Up activities – or organize something of your own nearer to home! 

April 24th: Marketing & Social Media for Your Business, with Courtney Nestler of Bright Light Solutions. 9:30 - 1:30, Elwha Heritage Center, 401 E 1st, Port Angeles. Part of the "Small Business Series" hosted by the Elwha Klallam Tribe. $25, or $75 for the whole series. Call 360-417-8545 x 2909 for more information or to reserve a seat.

May 1stJefferson County Chamber Lunch Meeting with Earll Murman & Jay Bakst. 12-1 pm, Port Townsend Elks Lodge. Learn about LEAN thinking, and the work that Earll and Jay have been doing to help grow a LEAN community in Jefferson County. 

May 8th: HR Basics: Managing the Human Side of Business, with Candace Monroe of Clarity Enterprises. 9:30 - 1:30, Elwha Heritage Center, 401 E 1st, Port Angeles. Part of the "Small Business Series" hosted by the Elwha Klallam Tribe. $25, or $75 for the whole series. Call 360-417-8545 x 2909 for more information or to reserve a seat.

May 9th: Jefferson County Chamber After Hours Mixer at the Port Townsend Library. 5:30 - 7:00 pm, PT Public Library. Come for networking, food, drinks, and fun!

May 15th: Advanced: Marketing & Social Media for your Business, with Courtney Nestler of Bright Light Solutions. 9:30 - 1:30, Elwha Heritage Center, 401 E 1st, Port Angeles. Part of the "Small Business Series" hosted by the Elwha Klallam Tribe. $25, or $75 for the whole series. Call 360-417-8545 x 2909 for more information or to reserve a seat.

May 17th2017 Washington State Nonprofit Conference, Bellevue Meydenbauer Center. Gather with over 700 nonprofit leaders from our state, and learn about increasing equity, staying current, and going green. To learn more and register, follow the link above.

May 30th: Advanced HR Solutions: Flexible & Creative Strategies to Manage Your People, with Candace Monroe of Clarity Enterprises. 9:30 - 1:30, Elwha Heritage Center, 401 E 1st, Port Angeles. Part of the "Small Business Series" hosted by the Elwha Klallam Tribe. $25, or $75 for the whole series. Call 360-417-8545 x 2909 for more information or to reserve a seat.