Employer's Report: Employers Report Post

Posted by Kim Gusman, President & CEO on September 1, 2024

Tags: Employers Report

Two years ago my parents left Arizona and moved back to California to be closer to family. Growing up in a very small town in Oregon, Friday nights at my home were dedicated to “game night”. That’s right, no going out on a date, but we could invite friends over to join in on the fun. Everyone in our family learned to play a variety of card games and board games. To this day, my parents are still avid card players and in fact my Mom is a Life Master in Bridge. Once my folks moved near by, we all did our best to get my husband into the concept of game night. Games aren’t really his cup of tea, but we finally talked him into learning how to play Texas Hold ‘Em. I am happy to report he is now hooked! Every Sunday night at our house you can find us gathering together for dinner, then doing the dishes and finally finishing the evening off with a lively game of Poker.

I recently watched an interesting news story about the benefits of playing poker in business. In fact, there is a website dedicated to teaching more women how to play poker, in order to even the playing field at work. PokerPower.com emerged from the vision of self-made billionaire Jenny Just, who in 2020, co-founded the brand alongside her daughter Juliette Hulsizer. This mother and daughter duo are out to prove that playing poker:

• Enhances Strategic Thinking and Decision Making. Poker players have to make decision based on incomplete information.
• Improves Risk Assessment Skills. Poker players are constantly evaluating and managing risks in high-stakes environments. (Well at my house it’s just a $10 buy in, but you get the idea.)
• Boosts Emotional Resilience. In poker there are lots of ups and downs. As you experience more of these ups and downs you become better at handling them more gracefully.  (guess I need to do less trash talking at the kitchen table)
• Enhances Social Skills. Successful poker players learn to read behaviors and adapt their strategy in social settings.

Who knew you could have fun playing poker and improve your own decision making and negotiation skills at same time?

I found a similar story in Rolling Stone where a successful entrepreneur says that Poker taught him more about business than any class or book. Jason Saltzman said, “Looking back, I can attribute a lot of my accomplishments not to some fancy school, but to a game: poker.”

As leaders we work hard, and it’s important that we remember to play, when you aren’t working. I highly recommend you gather some friends and family together and sit down to a friendly game of poker. At a minimum it’s fun and keeps your mind sharp, and if it improves your confidence at work-well even better! If you ever find yourself near Sacramento on a Sunday night, give me a call, and we’ll make some room for you at the kitchen table!

Posted by California Employers Association on August 28, 2024

Tags: Employers Report

Our valued members, are the reason that the California Employers Association was founded 87 years ago. Each August, as a thank you for being a member, we celebrate Member Appreciation Month. This year, employers attended our complimentary webinars in record numbers; with over 1200 of you participating in webinars, surveys and games. Congratulations to all of the winners!

1. Sandra Contreras, Community Action Partnership of Orange County
2. Kelly Kohen, Marqueen Pet Emergency & Specialty
3. Daniel Covrig, Fulcrum Property Group
4. Esmeralda Luna, Mellano & Company

Thank you to everyone who took a few minutes to provide us with feedback on our annual member satisfaction survey. We appreciate your thoughtful responses in helping CEA grow and improve our services. Congratulations to our Member Survey Winner, Maki Narita, Associate Member, Narita Dental Corp, who won a $100 Visa gift card!

And, last but not least, the grand prize winner of a one night stay and round of golf at the Everline Resort & Spa in Lake Tahoe is…Claudia Hernandez, Centro Armonia, Spanish Immersion School!

Thank you for supporting us in our mission to be the leader in providing employers with Peace of Mind when it comes to employee relations solutions and human resource compliance guidance in California.

Posted by California Employers Association on August 28, 2024

Tags: Employers Report

Last month we sent out a survey to our members as part of Member Appreciation Month. One of the questions asked each year is, “What other member benefits would you like CEA to offer?” and the response is always “more in person events.” We have heard your requests and are thrilled to partner with the Nevada Association of Employers to welcome you to the Hyatt Regency Lake Tahoe Resort, Spa and Casino in beautiful Lake Tahoe for the California Nevada Employers Summit!

Join us on Friday, October 4, 2024 for an insightful half-day employers summit designed for employers looking to stay informed and compliant with the unique employment laws in California and Nevada. These sessions will provide the latest updates and essential details to help you navigate the different regulations in each state.

CEA’s own Jessica Rivera will round out the summit with Leading with Intention, an engaging presentation that offers practical tips and strategies to cultivate a purposeful and positive leadership style, so you leave with valuable knowledge and inspiration to implement in your organization.

Register now through September 12, and get 50% off your registration when you use coupon code SUMMIT50 at checkout.

Featured Speakers

What’s Unique in Nevada
Presented by Cara Shehan, Esq, Legal Counsel at NAE

In today’s world, with the growth of remote work, many businesses are operating across state lines. As a result, employers face a complex patchwork of state labor laws that they need to navigate. Nevada is no exception. Nevada’s dynamic economy, characterized by tourism, gaming, mining, and renewable energy, has shaped a unique employment landscape. Any employer who has employees working in Nevada needs to be well-versed in the employment laws of the state to avoid costly compliance pitfalls.

Join us for a comprehensive exploration of Nevada’s unique employment laws. Topics covered include wage and hour (daily overtime and the 24-hour clock, proper withholding of wages, final pay, etc.), leave requirements (PTO, domestic violence/sexual assault, voting, etc.), marijuana issues (pre-employment testing and reasonable accommodation), and more. Don’t let Nevada’s unique employment landscape catch you off guard. Gain the knowledge you need to thrive in the Silver State.

What’s Unique in California
Presented by Mari Bradford, Senior HR Director at CEA

Many employers are located in other states but have employees who work in California. Legal requirements in California prevail over other state laws and, in some cases, supersede federal laws. California regulations are enforced by six different state regulatory agencies.

We’ll cover wage & hour issues, overtime policies, leaves of absence and vacation, along with additional requirements exclusive to California, such as the Workplace Violence Prevention Plan, Indoor Heat Illness Prevention Plan, hiring processes, and more.

 

Leading with Intention
Presented by Jessica Rivera, MBA, PHR, SHRM-CP, Training & Coaching Director at CEA

What will your leadership legacy be? Are you ready to elevate your leadership skills to new heights?

Join our immersive Leading with Intention workshop, where we delve into the art of effective communication, intentional role modeling, and leading with purpose. Enhance your ability to communicate persuasively and authentically. Develop a leadership style that aligns with your values and inspires others.

Other highlights include:

• Explore the intricacies of clear, concise, and impactful communication
• Develop active listening skills to foster a better understanding and collaboration
• Identify key traits and behaviors that inspire and motivate others
• Craft a personal leadership style that resonates with your team
• Define your leadership purpose and vision for both personal and professional growth
• Foster a positive and empowering team culture through intentional leadership

Make it a Getaway

The summit opens at 8:00 a.m. on Friday, so if you’d like to arrive the night before, we have a welcome reception on Thursday starting at 5:30 pm where you can network with your peers, CEA and NAE staff members across the state line in a picturesque lakeside destination. Special room rates for conference attendees are available at the Hyatt Regency Lake Tahoe Resort, Spa and Casino.

What’s Included in Registration

Every attendee receives full access to the events including the hosted welcome reception on Thursday evening, complimentary breakfast on Friday morning, and presentation materials.

Thursday, October 3
5:30 – 7:30 pm        Hosted Welcome Reception Friday, October 4
8:00 – 8:30 am        Complimentary Breakfast
8:30 – 8:45 am        Welcome Remarks
8:45 – 9:45 am        NAE – What’s Unique in Nevada
9:45 – 10:00 am      Break
10:00 – 11:00 am    CEA – What’s Unique in California
11:00 – 11:15 am    Break
11:15 – 12:15 pm    CEA – Leading with Intention
12:15 – 12:30 pm    Closing Remarks and Raffle Prizes

Who Should Attend?

HR and business decision-makers who have employees in both CA and NV or are thinking about expanding across state lines or are out of CA and NV but have employees in these states.

What Will You Learn?

This summit is designed for employers looking to stay informed and compliant with the unique employment laws in California and Nevada. Get the latest updates to help you navigate the different regulations in each state. After the legal insights, we’ll feature a dynamic speaker discussing the importance of leading with intention in the workplace. This engaging presentation will offer practical tips and strategies to cultivate a purposeful and positive leadership style.

Registration is limited to only 100 attendees for this event. Register today to reserve your seat! Don’t forget to use coupon code SUMMIT50 at checkout to receive 50% off your registration through September 12, 2024.

Posted by Maria Sandoval, Channel Sales Manager, Paylocity on August 27, 2024

Tags: Employers Report

At Paylocity, our mission is to elevate the profession of Payroll and Human Resources out of the back office and into the boardroom where it belongs. We do this by providing clients with the same caliber Cloud software solutions found in other critical areas such as Sales, Finance, and Operations. By leveraging the cloud, we provide all of the advantages of both in-house and outsourcing solutions at a price point below the alternatives. By working with Paylocity, you no longer have to choose between functionality, price, and service. You will  receive the best of these worlds and a unique offering not available anywhere else.

The Future of HCM is Here

At Paylocity, we are the most complete HR platform for the modern workforce that meets our clients where they are and brings meaningful value through our partnerships. We support our clients at every step in their journey including:

• Streamlining & Automation – We help you get out of the tactical, manual processes to focus more on strategic areas of the business.
• Attracting & Retaining Talent – We enable you with the tools to create an environment that draws talent in and helps your employees develop and grow.
• Building a Culture & Connection – We equip you with a platform that helps your employees collaborate to do their best work and cultivate meaning and purpose.

Our partnership with CEA gives you access to exclusive discounts on products and services. To learn more, get in contact with us today.

What Paylocity Can Do for You

• Automate the process of requesting a change of status, position, or compensation
• Equip you with real-time reports, analytics, and dashboards to help you monitor key metrics and identify trends
• Offer expert consultants, technology, and compliance resources built to help you conquer today’s workplace challenges
• Provide employees with self-serve, on-demand access to their checks and other benefit information
• Save time by minimizing employee data redundancy
• Enable quick transfers for benefit files, 401(k) information, retirement plans, and more to your preferred vendor(s).

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For more information contact:
Maria Sandoval
Channel Sales Manager
408.605.3722

Posted by Astrid Servin, PHRca, HR Director on August 27, 2024

Tags: Employers Report

You may have heard the latest workplace buzzword, “civility” and wondered how it applies to your workplace. The focus on civility is gaining traction in workplaces throughout all industries. Perhaps it stems from new generations entering the workforce and the fact that workspaces are more diverse than ever. With the popularity of social media outlets running non-stop reels about questionable behavior, and the upcoming election sure to make temperatures rise, let’s review this topic in the event that it spreads to your workplace.

Civility Defined

A good starting point to understand civility is to define what uncivil behavior is. Uncivil behavior can show up in many ways such as interrupting someone, silencing or excluding others, aggressive or absentee management styles, and even bullying. The impact of uncivil behavior is a costly one, both in terms of morale and money. According to the Society of Human Resource Management (SHRM) President, Johnny C. Taylor, “Being civil in the workplace is not just about being polite. It’s a strategic business imperative.”

You may already have a code of conduct that addresses professionalism and a policy for discipline, but civility in the workplace aims to address those issues that often go under the radar. Passive aggressive comments, subtle disrespect, and exclusion are some issues that management find difficult to fit within a policy violation and therefore, they often fail to timely address it.

There is a plan in place for those who are outwardly violating the rules, but uncivil behavior can go unaddressed, leading to overall job dissatisfaction. An employee may seem content and not raise any concerns, appearing satisfied on the surface, but still face challenges and be unhappy. When employees do not feel safe speaking up, or if they are not being supervised adequately, or if they work in a toxic space, resentment can begin to build. When we see decreased productivity, increased turnover, and strained working relationships, that is a sign of a dysfunctional workforce. When morale is low and employees become disengaged this can also escalate into attendance problems, and undermine the company’s goals and objectives.

What If Your Workplace Has Some Warning Signs?

If you are a leader or manager and realize your workplace has elements of uncivility, what should you do about it? Old school thinking would tell you to remove these “toxic” employees from your workforce, but civility in the workplace instead places the responsibility on the employer to cultivate a better work culture.

Instead of seeing employees as expendable, you should first address the root causes of disengagement, such as poor communication, failure to embrace inclusivity, lack of getting to know your employees, and/or unfair treatment.

Discuss your current workplace culture with your employees and leadership team. Do you need a climate study or temperature check to help? If you already know your company doesn’t pass the civility test, take a look at your current approach and proactively engage employees and become more team oriented, inclusive, and compassionate by learning more about yourself and your team.

When is the last time you had team trainings or team building meetings? As a CEA member, you have access to our entire training department with a library of courses to improve team communication and morale. Check out Don’t Fire Them, Inspire Them or Creating Culture of Professionalism, Civility, and Respect in the Workplace among others. Do you have leaders who are eager for more professional development? CEA has Coaching Services for leaders who would benefit from one-on-one engagement. Reach out to CEA today to discuss new ways to take care of your biggest asset, your employees.

Posted by Giuliana Gabriel, J.D., Vice President of Human Resources on August 27, 2024

Tags: Employers Report

We may still be in 2024, however, many of us have already been reminded to review next year’s budget, with the announcement of 2025 minimum wage increases.

As of January 1, 2025, California’s minimum wage will increase by 50 cents to $16.50/hour. Remember, minimum wages also impact exempt employee salary requirements. For exempt classification, in addition to the duties test (for administrative, professional, and executive exemptions), an employee must earn two times the State’s minimum wage (multiplied by 2080 hours/year). That means the minimum exempt salary will bump up to $68,640 annually in 2025!

Why the Increase?

It may feel like these minimum wage increases have become inevitable each year. The culprit? Inflation. After the state minimum wage reached $15.00 an hour in 2023, the rate is adjusted annually for inflation based on the national consumer price index for urban wage earners and clerical workers (CPI-W). The highest raise allowed in any one year is 3.5 percent. This year, the CPI increased by 3.18%, which results in the 50 cent increase.

Note that if Prop 32 passes on the November 2024 ballot this year, the minimum wage will be further increased-to $18.00/hour in 2025 (for businesses with 26 or more employees), and to $17.00/hour in 2025 (for businesses with 25 or fewer employees).

Industry-Specific Wages

Certain businesses are subject to industry specific minimum wage and salary requirements. For fast food workers at limited-service restaurants that are part of chains with over 60 locations nationally, they saw an increase to $20.00/hour as of April 1, 2024.

For healthcare workers, increases may go into effect as early as October 15, 2024; if not, the increase will happen on January 1, 2025, and will initially range from $18/hour to $23/hour, with set future increases thereafter. Whether the increase happens in October or January depends on the State’s budget.

Hotel workers in various cities also have a different minimum wage rate than the rest of the State.

Local Minimum Wages

Many jurisdictions in California have enacted their own minimum wage ordinances requiring that employers pay higher minimum wages for work performed within their geographical boundaries. Remember to check local minimum wages if you have remote non-exempt workers, including those working from home or on a hybrid schedule, and/or when you send workers to various job sites in different cities or counties. Refer to CEA’s Local Minimum Wage Fact Sheet.

Budgeting Tips

In budgeting for 2025, employers should calculate how increases will impact their bottom line. Some questions to consider include:

• Should we reclassify any employees from exempt to non-exempt based on the new minimum salary of $68,640 for 2025? It’s okay to do this at any time throughout the year, but you will want to communicate with affected employees first to discuss wage and hour rules, clocking in and out, etc.
• Should we raise our prices on our products or services to account for the wage increases?
• Do we need to consider any furloughs or layoffs in 2025 to stay financially healthy?

At CEA, we are experienced in getting creative in finding HR solutions that are legal and work for your business. CEA members may call us on our HR support line for additional guidance, at 800.399.5331 or email us at ceainfo@employers.org.

Posted by Giuliana Gabriel, J.D., Vice President of Human Resources on August 1, 2024

Tags: Employers Report

On July 1, 2024, Assembly Bill 2288 and Senate Bill 92 were signed into law, significantly reforming California’s Private Attorneys General Act (PAGA). The reforms mark impactful changes to how wage-and-hour lawsuits will be litigated going forward. The changes apply to PAGA cases filed on or after June 19, 2024.

In this article, we are focusing on just one important aspect of the PAGA reform: the new opportunity for employers to reduce their penalties if hit with a PAGA lawsuit, by demonstrating they took reasonable steps to comply with wage and hour laws.

What is PAGA?

PAGA is a complex law, but in short, it authorizes discontented employees to file lawsuits to recover civil penalties on behalf of themselves, other employees, and the State of California for Labor Code violations (e.g., wage and hour claims).

PAGA claims are often initiated when a terminated or disgruntled employee reaches out to an attorney, and an attorney starts reviewing their payroll records for errors, such as wage statement violations, missed meal and rest breaks, overtime issues, or mistakes in calculating an employee’s regular rate of pay, as some common examples. PAGA penalties are in addition to unpaid wages owed to an employee. Many small and mid-size employers often end up settling PAGA lawsuits, due to costly legal fees.

What are the new opportunities for employers?

Previously, employers were subject to a civil penalty of $100 per employee per pay period for an initial Labor Code violation and $200 per employee for a subsequent violation. The amendments now incentivize employers to “take all reasonable steps to be in compliance” with the Labor Code, as this will reduce these potential penalties. For example:

• The amounts above will be capped at 15% when an employer shows it took all reasonable steps to comply with the Labor Code, prior to receiving a PAGA notice (e.g., from an attorney) or request for personnel records;
• The amounts above will be capped at 30% when an employer takes reasonable steps within 60 days of receiving a PAGA notice, to address the issues raised in the PAGA notice.

What are the reasonable steps employers should take?

So you may be wondering-what exactly are the “reasonable steps” employers should take? The law lists the following examples:

• Conducting periodic payroll audits and taking action in response to audit results when out of compliance
• Disseminating lawful written policies
• Training supervisors on applicable Labor Code and wage order compliance
• Taking appropriate corrective action for supervisors who are not following your policies

Whether the employer’s conduct is considered reasonable is evaluated “by the totality of the circumstances and taking into consideration the size and resources available to the employer, and the nature, severity and duration of the alleged violations.”

What should employers do next?

The law now provides some much needed grace to California employers, but only if employers take advantage of the new rules. We recommend incorporating frequent payroll audits and wage-and-hour training for supervisors into your HR processes. It is more critical than ever that supervisors understand employees’ wage and hour rights, and stay on top of tracking time records and catching errors.

CEA members may access our Wage and Hour Checklist on our HR Forms page, for immediate use to help your supervisors track compliance!

Posted by California Employers Association on August 1, 2024

Tags: Employers Report

On May 21, 2024, the U.S. Court of Appeals for the 3rd Circuit held that short-term military leave may be comparable to jury duty leave and bereavement leave and therefore may be subject to payment if the employer compensates jury duty and bereavement leave. The 3rd Circuit has jurisdiction over Delaware, New Jersey and Pennsylvania. However, the case may be cited as persuasive authority in other jurisdictions, so employers everywhere, including in California, should pay attention.

The opinion was issued in Scanlan v. American Airlines, Inc., reversing a lower court’s summary judgment ruling in favor of the airline and reinstating and remanding the plaintiff pilots’ class action suit for further proceedings. The plaintiffs claim their employer, American Airlines, violated The Uniformed Services Employee and Reemployment Rights Act (USERRA) by denying paid leave for short-term military absences (of no more than 16 days) from Jan. 1, 2013, through Oct. 31, 2021.

USERRA

USERRA provides job protections for U.S. service members returning from military leave, including granting them the same rights and benefits as employees having similar seniority, status and pay who are on furlough or leave of absence. As the Scanlan court noted, the 3rd Circuit already held in Travers v. Fed. Express Corp. that “rights and benefits” include pay while on leave. The 7th and 9th Circuits have issued similar decisions. The USERRA regulations clarify that employees on military leave are entitled to the most favorable treatment accorded to any comparable form of leave. Factors to consider in determining whether leaves are comparable include the duration of the leave, the purpose of the leave and the ability of the employee to choose when to take the leave.

Scanlan v. American Airlines-Comparability

The district court had held that no reasonable jury could find that the leaves were comparable. First, on the duration prong of the analysis, the lower court found that, despite the similarity in the lengths of the individual instances of the leaves, military leave recurred on a regular basis over a number of years, while the other forms of leave were short-term and sporadic.

The 3rd Circuit reversed, holding that it was up to a jury to decide whether the frequency of leaves should be considered and whether the purpose and control factors were comparable, given conflicting evidence presented by the parties.

Takeaway: If you offer short-duration paid leaves such as jury duty and bereavement leave, which are not required in California, you may be required to compensate short-duration military service leaves. Employers are encouraged to consult legal counsel as this issue comes up. We will keep you updated if there is further development around this ruling. For additional guidance, CEA members may download our USERRA/Military Service Leave Tool kit on our Tool Kits page.

Posted by Giuliana Gabriel, J.D., Vice President of Human Resources on August 1, 2024

Tags: Employers Report

A common, but often frustrating dilemma for HR professionals and managers occurs when an employee is experiencing attendance issues for a variety of reasons. For example, one day your employee missed work due to “car trouble,” on another occasion they were late because they were “not feeling well,” and yet another time they missed work due to a vague personal emergency.

Managers must often navigate through muddy attendance waters and be careful not to take action against an employee based on a legally protected leave. One common mistake managers make is lumping all absences together and using that as a reason to discipline an employee for “poor attendance,” without taking each absence on a case-by-case basis to determine protected status.

Details and Documentation

It is critical that managers determine the reason for each absence and then document it in the employee’s personnel file. If the employee provides a vague reason such as a “personal emergency,” you may inform them that you need additional details to determine what leaves of absence may apply. If the employee refuses to provide details, you may advise them that the absence could count against their attendance without more information.

However, in California, an employer should never ask an employee for their confidential medical information, such as diagnostic information. Employers may generally request a doctor’s note or medical certification to substantiate that the reason they were out was medically-related, only after an employee has exhausted their mandatory sick time.

Determining if Leave is Protected

The next step is determining whether the leave time is protected and/or whether the employee violated your attendance policies. If the absence is protected, it should not count against attendance, nor should the employee face disciplinary action for it.

In addition to mandatory paid sick leave, there are over twenty mandatory leaves that may apply in California. Two of the most familiar are the California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA), which allow qualifying employees to miss up to 12 weeks of work in a 12-month period, either continuously or intermittently, for covered reasons.

Need a list and descriptions of mandatory leaves in California? CEA members may access our comprehensive California Leave Laws Guide on our HR Forms Page.

Posted by Giuliana Gabriel, J.D., Vice President of Human Resources on August 1, 2024

Tags: Employers Report

As a reminder, July 1, 2024 was the deadline for virtually all California employers to have a written Workplace Violence Prevention Plan (WVPP) and provide initial training to employees on the employer’s plan. If you missed the deadline, does that mean you should throw your hands up in the air and give up? Of course not! We do, however, recommend that you begin working to get in compliance as soon as possible. Below are some important reminders regarding the employee training requirements. Get some time scheduled on your calendar now!

Required WVPP Employee Training:

General Requirements

• Your trainer must be knowledgeable about the employer’s specific WVPP,
• the training must be customized to your workplace, specifically any hazards and threats,
• and it must be interactive and allow for employee questions and answers by someone knowledgeable in the employer’s plan.

Employers must use training material appropriate in content and vocabulary to the educational level, literacy, and language of employees and must retain training records for one year, see Labor Code section 6401.9.

Employee training must not only be provided when the WVPP is first established (i.e., initially by July 1, 2024), upon identification of new hazards or plan changes, and then annually thereafter.

Covered Topics

The training must cover the definitions stated in Senate Bill 553, as well as:

• How to obtain a copy of the employer’s WVPP at no cost, and how to participate in development and implementation of the employer’s plan.
• How to report workplace violence incidents or concerns to the employer or law enforcement without fear of reprisal.
• Workplace violence hazards specific to the employees’ jobs, the corrective measures the employer has implemented, how to seek assistance to prevent or respond to violence, and strategies to avoid physical harm.
• The violent incident log and how to obtain copies of records pertaining to hazard identification, evaluation and correction, training records, and violent incident logs.

The training may also, but is not required to cover, the following: strategies to avoid/reduce workplace violence, including risk factors and defusing hostile situations, recognizing alerts, alarms and other warnings, escape routes, emergency medical care, and post-event trauma counseling available to employees. To supplement your training, CEA members may access free courses on many of these topics in CEA University.

Need Assistance Creating the Employee Training?

If you need assistance with creating your employee training, we have a training template available which incorporates the requirements and key definitions so you can easily present the materials to your staff. Remember, the training must be customized to your specific plan, and the trainer must be someone knowledgeable in your plan. The WVPP employee training template will have areas for you to easily customize your plan. It is available for purchase on our store here. CEA members receive a discounted rate!

Need Assistance with All Plan Requirements?

If you are just starting or in the middle of your WVPP, CEA also has a comprehensive Do-It-Yourself Package available for administrators/employers, with a 90-minute training recording and tool kit to guide you through the process.  It is available on our store here. Remember, all CEA members already have access to our free WVPP Tool Kit!

Posted by Jessica Rivera MBA, PHR, SHRM-CP, Training & Coaching Director on August 1, 2024

Tags: Employers Report

We have all experienced that “too little, too late” feeling. For some of us, it may have been a small thing and for others, a major event in our lives. When we lose great employees we tend to feel this way and reflect about what more we could have done.

According to a Gallup survey, 52% of exiting employees say that their manager or organization could have done something to prevent them from leaving their job. Employees report the biggest change managers can make is to increase the frequency of meaningful conversations they have with them.

Stay interviews are a way to accomplish this, as these types of interviews make it more likely for managers to identify an employee’s concerns, roadblocks and signs of disengagement, long before an employee’s last day. Employees who don’t feel connected or valued in the workplace won’t produce their best work, impacting customers’ experience, and the company as a whole. One solution to tackling this problem is prioritizing stay interviews over exit interviews, with a greater focus on keeping our valued employees.

When leaders devote quality time to building trust and connecting with their employees, we see a highly engaged team. Stay interviews help leaders find out how they’re doing, what their goals are, what they like and what they don’t like about their jobs.

Stay interviews are dynamic sessions between managers and employees designed to uncover what keeps top performers engaged and dedicated. Unlike traditional recruitment interviews, stay interviews are more casual and they foster open conversations that reveal valuable insights.

Stay interviews can unearth valuable insights, such as the need for improved flexibility for working parents or other issues that a leader can assist with. Addressing these insights doesn’t just retain talent but also promotes improved performance. Further, this fosters a healthy discussion in the event an employee is not a good fit for their current role.

An effective way to initiate your interview is by asking the right questions of your employees to gain valuable insights. Also, when you prepare in advance for a stay interview, you will be able to address some concerns right away. Questions like, “When you come to work each day, what things do you look forward to?” allows an employee to reflect on what they do best and enjoy doing the most.

As part of Member Appreciation Month, free registration is available to CEA Members for our webinar on August 8, Stay Interview Advantage, where we will discuss the following:

• Proven strategies to establish trust and rapport with employees
• Effective questions to gain insight into employee satisfaction and engagement.
• Developing personalized retention strategies
• Implementing successful practices for documenting and following up on stay interview discussions.

This is an interactive webinar and we encourage you to bring your questions live for our subject matter experts!