It's a fact of life that we spend a significant chunk of our time at work, so it's no wonder that the level of happiness we find in our jobs plays a vital role in our overall well-being. Well, according to a recent survey by The Conference Board, it seems like there's more to this happiness factor than meets the eye.

The study revealed that employee job satisfaction has reached an all-time high, and that's some fantastic news! Who doesn't want to be happy at work, right?

One key finding that caught our attention was the correlation between job satisfaction and overall productivity. It turns out that happy employees tend to be more engaged, motivated, and productive in their roles. Makes sense, doesn't it?

When you're content and fulfilled at work, you're more likely to bring your A-game and make a real impact. Talk about a win-win situation!

In the ‘While We Were Working’ segment, Sommer and I discuss the findings of this survey, including what employees were least satisfied with.

In the ‘Consultant's Corner’, we tackle a popular topic, but one many employers don't quite know how to handle effectively. We are talking about time off policies.

Time off policies should aim to strike a balance between employee well-being and organizational productivity, but many employers tend to feel that employees are abusing this provision.

One of the first steps in fostering responsible time off usage is effective communication and managing expectations. Companies should clearly articulate their time off policies, including sick leave and personal time allowances, to all employees. Ensure that these policies are easily accessible and well-explained, leaving no room for ambiguity.

But that's not all.

Tune in to this episode for more tips on time off policies and how to set the right expectations around them. 

Key Takeaways

US employees are more satisfied than ever (03:16)

Highly satisfied employees are high-performing employees (05:29)

What employees are least satisfied with (07:59)

Time off policies (12:39)

The push for Return-To-Office (15:28)

Managing expectations around time off (17:46)

The effect of time off policies on performance (21:57)

You shouldn't trust your gut or Google (22:54)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

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📰 Article in question: https://edition.cnn.com/2023/05/11/success/employee-job-satisfaction-survey-conference-board/index.html

Job Satisfaction Survey Findings: https://www.conference-board.org/research/job-satisfaction/US-worker-satisfaction-continues-to-increase

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[Free] Whole Self Thursday: https://community.jumpstart-hr.com/whole-self-thursdays

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Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

The Equal Employment Opportunity Commission (EEOC) recently fined R&L Carriers, a nationwide trucking company headquartered in Wilmington, Ohio, $1.25 million to settle a sex discrimination lawsuit brought against it by a class of female employees.

The female employees claimed that the company discriminated against them in their hiring process by reserving the loader positions for men. The EEOC investigated and found that this was indeed the practice resulting to the massive settlement.

As we reimagine the workplace of the future, we've got to think about how our hiring practices prevent some people from pursuing certain roles, especially when it's a protected class like gender.

Many businesses aren't even aware they're breaking the law until the authorities come for them.

In the While We Were Working Section, Sommer and I discuss this case and what businesses need to know regarding hiring practices in a more inclusive society.

In the Consultants Corner, we tackle a question about employee compensation.

When structuring employee benefits, businesses can make significant mistakes related to things like tax and misclassification of workers as independent contractors.

While these arrangements might seem to reduce the burden on employers, when done wrong, they can lead to legal and financial consequences.

In this episode, Sommer and I unpack some things that can help you stay out of the EEOC's bad graces and some common mistakes to avoid when structuring employee compensation and benefits. 

Key Takeaways

- Discrimination in the hiring process (03:41)

- What is your DEIB strategy (06:44)

- Using data to correct unlawful hiring practices (10:36)

- Don't put your reputation as an employer on the line (13:20) 

- Make sure your hiring practices are inclusive (14:25)

- Common mistakes with employee benefits (16:51)

- Domestic partners and pretax benefits (20:56)

- Misclassification of independent contractors (24:05)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

 -- 

📰 Article in question: https://www.eeoc.gov/newsroom/rl-carriers-pay-125-million-settle-eeoc-sex-discrimination-suit

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Check out our Recruitment services  www.jumpstart-hr.com

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Hosts: Joey Price & Sommer Ketron 

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

In a recession, small businesses must adapt and implement new strategies to stay afloat. Economic observers are predicting a potential recession driven by high inflation and supply chain issues.

While no one knows how prolonged or how severe the recession will be, we know that any economic downturn significantly impacts small businesses.

In the While We Were Working Segment of the show, Sommer and I discuss an article published by Entrepreneur.com, where several experts shared their insights on the new strategies that small businesses can use to survive a recession.

Key among their recommendations was prioritizing customer satisfaction and meeting your customers where they are at. This is the time to listen to the customer and try as much as possible to accommodate them and provide a frictionless experience.

While customer experience is important, employee experience matters too. If you don't have great employees to get you through this tough time, then you'll have a really difficult time surviving a recession.

In the Consultants Corner, we answer a question from one of our listeners who wanted to know when is the right time to hire a new employee.

Knowing the right time to hire your next employee is a critical decision for any business owner. On one hand, hiring new employees can help your business grow and take on more work. On the other hand, hiring too soon can put a strain on your finances and operations.

Tune in to this episode for our expert views on these two topics!

Key Takeaways

How businesses can thrive during a recession (01:47)

Meet your customers where they’re at (05:13)

Prioritizing customer satisfaction (12:15)

Providing a frictionless experience (13:08)

Employee experience matters too (14:18)

Diversify the opportunity (17:04)

When is the right time to hire someone? 20:24)

Making financial sense of new hires (22:46)

Creating a successful internship program (30:59)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

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📰 Article in question: https://www.entrepreneur.com/growing-a-business/new-strategies-to-help-small-businesses-survive-a-recession/450048

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Unlock the power of internships and take your business to the next level! Join us for an exclusive event on creating a successful internship program. Register now: https://community.jumpstart-hr.com/whole-self-thursdays

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Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

Picture this: you're a small business owner looking to hire a new employee. You have a good feeling about a candidate, their resume looks impressive, and they seem like they would fit in with your team.

But before making any final decisions, have you considered conducting a background check?

Background checks are an essential step in the hiring process for many reasons.

First and foremost, they help ensure the safety and security of your workplace. You can also check for any criminal records or other red flags that may indicate a potential risk to your business.

Background checks can also help you make better hiring decisions overall. By verifying a candidate's qualifications and employment history, you can ensure they have the skills and experience they claim to have.

Now, I know what you might be thinking. "Background checks sound like a lot of work and expense." And sure, they can be. But the cost of not conducting a background check can be even higher. Imagine hiring someone who turns out to have a history of violent workplace misconduct.

So, what should you look for when conducting a background check? In the While We Were Working segment, Sommer and I go through the reasons for background checks and things you should be looking for.

In the Consultant's Corner, we deal with a smelly situation.

We all have experienced a scenario where somebody has a terrible body odor. In the workplace, this can be disruptive and offensive to other people due to the close proximity of workstations.

If you find yourself in a situation where a team member has a bad body odor, It's important to approach the situation with sensitivity and tact. It might be a medical condition or another issue the person is dealing with.

Tune in to learn the best approach to handle this nose-pinching situation without aggravating it.

Key Takeaways

- Importance of background checks (01:04)

- Reasons to run background checks (05:06)

- Insuring against a detrimental hire (09:14)

- Legal consequences of negligent hiring (10:07)

- Giving people a second chance (13:52)

- Terrible body odor in the office (16:53)

- How to approach the smelly situation (18:28)

- Body odor conversation tips (20:32)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

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Verify First: https://partners.verifiedfirst.com/aspx/referralpage?refer=OgzlxC3x02ogiSx7hU1pu4hlfn5z3HBbqZZMN2o7Bcc1

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Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

Form I-9 is a crucial document that employers must fill out for each employee to verify their identity and eligibility to work in the United States.

It is important to get the documentation right and not refuse eligible documents from team members, as it could lead to legal and financial consequences for the employer.

In the While We Were Working Segment, Sommer and I discuss a recent news article that reported a Hooters Franchise recently settled with the DOJ after it refused a worker's I-9 documentation.

By law, employers must ensure that all employees, including U.S. citizens and non-citizens, are authorized to work in the United States. Form I-9 is used to verify an employee's identity and eligibility to work in the country. Employers are required to complete and retain this form for each employee.

Employers should not refuse eligible documents from team members as it could be seen as discrimination and result in legal repercussions. However, employers must ensure that the documents presented by the employee are genuine and belong to them.

Employers must also complete Form I-9 within the required timeframe and ensure that it is accurate and up-to-date. Failure to comply with these requirements could result in fines and penalties for the employer.

In the Consultants Corner, we explore the top reasons why employees quit their jobs.

It is important for employers to understand these reasons if they are to improve employee retention and workplace culture.

Conducting satisfaction surveys and exit interviews can help employers understand why employees are leaving and identify areas for improvement.

Satisfaction surveys can be used to gather employee feedback about their experiences working for the company, while exit interviews can be used to gather feedback from employees who are leaving.

Tune in to this episode and get some helpful tips on being a better leader for your team!

Key Takeaways

- Which documents should an employer ask for (03:47)

- Common mistakes with I-9s (07:22)

- Double-check before declining any documentation (11:07)

- Timeframe for completing I-9 (12:49)

- Check out for expired documents (15:01)

- The top reasons why employees quit (19:11)

- Value of satisfaction surveys and exit interviews (32:48)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

 -- 

📰 Article in question: https://www.hrdive.com/news/doj-hooters-settle-immigration-I9-document/647555/

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Check out our dedicated recruitment and staffing services: https://jumpstart-hr.com/

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Hosts: Joey Price & Sommer Ketron 

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

As technology continues to advance, it's becoming more and more evident that the future of HR lies in the integration of artificial intelligence (AI).

AI has already made significant strides in various fields, and HR is no exception. From hiring to employee retention and everything in between, AI is revolutionizing how we do business.

However, the use of AI in HR raises several concerns, such as privacy, ethics, and the potential for bias. It's essential to create policies that address these concerns while reaping the benefits of AI.

In the While We Were Working Section, Sommer and I explore the implications of AI on HR policies and provide tips on how to prepare for its integration.

In the Consultants Corner, we answer a question we received regarding the importance of an employee handbook and whether you should use a wizard to create it.  

Creating an employee handbook is an essential part of managing a business. A handbook lays out the expectations and guidelines for employees and can help ensure everyone is on the same page.

While it may be tempting to use pre-made templates or wizard tools, the potential risks and pitfalls are too great to ignore.

With a customized handbook that reflects your business's unique culture and values, you can ensure that your employees have the tools they need to succeed while protecting your business from potential legal issues.

Tune in as we explore these topics in this episode!  

Key Takeaways

When AI meets HR (03:24)

Data privacy issues around AI (04:29)

Developing an AI policy in the workplace (09:01)

Utilizing AI in hiring (10:57)

Integrating AI into other tools (11:58) 

Do you really need an employee handbook (14:20)

The pitfalls of creating an employee handbook using a wizard (16:04)

Customizing your employee handbook (20:37)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

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Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

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📰 Article in question: https://www.inc.com/suzanne-lucas/when-ai-meets-hr-prepare-your-policies-now.html

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Unlock Your Potential: Personalized DISC Assessment and Coaching: community.jumpstart-hr.com/disc

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Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

There are often times when something happens in the business that's not technically a policy violation but poses an ethical conundrum. As an HR pro or a small business owner, you need to determine the best course of action to take. These are things that are not black or white but fall in the gray area but nonetheless demand a decision be made because there are some consequences.

It's important to have a plan to help you navigate these situations way before they happen.

Sommer and I go through the framework for making these ethical and moral decisions in the While We Were Working section of the episode.

In the consultant's corner segment, we dive deep into a tricky situation becoming more prevalent with remote working.

It's all about employees who are working multiple jobs leading to distractions and loss of productivity. You might have your suspicions as an employer, but how do you handle this situation?

Tune in to learn more!

Key Takeaways

How often are business owners faced with ethical dilemmas (04:06)

Navigating difficult ethical situations (06:42)

Most ethical missteps leaders make (08:57)

The ethical decision-making guidance tool (10:29)

Your gut is the ultimate decision maker (11:57)

Do you suspect someone is working another full-time job (16:41)

Define your no-other employment/moonlighting policies (19:50)

Additional Resources

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

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📰 Article in question: 

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Verified First: https://partners.verifiedfirst.com/aspx/referralpage?refer=OgzlxC3x02ogiSx7hU1pu4hlfn5z3HBbqZZMN2o7Bcc1

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Navigating Difficult Decisions: A Guide To Small Business Layoffs: https://community.jumpstart-hr.com/navigating-difficult-decisions

Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

We've been hearing a lot of big tech companies implementing massive layoffs to downsize their teams in preparation for tougher times.

These layoffs are brutal and partly a result of many companies hiring too quickly during the pandemic.

In the While We Were Working section, we focus on an article that outlines Meta's plan to fire middle-level management to reduce costs and hire new staff to start in the office.

One intriguing comment he made was related to engineers who initially joined the company in person and then transitioned to remote work outperforming those who started remotely.

What does this mean?

Join us in this episode as Sommer and I decode this message from Meta and what it means for smaller businesses.

In the consultant's corner, we tackle a question from one of our listeners who wanted to know how to handle a situation where an employee is easily offended at work and always finds something to be sensitive about.

The answer lies in open and honest conversations.

Open and honest conversations are essential for helping employees develop trust, respect, and understanding for one another.

When employees can communicate openly and freely with each other, they're more likely to openly discuss and address any conflict, disagreements, and issues that may arise.

They are also more likely to give the most respectful interpretation of any message.

This way, employees can come to a resolution quickly and efficiently rather than having a workplace culture where everyone is walking on eggshells.

 Key Takeaways

- Meta's plan to hire middle-level management (05:33)

- Viable alternatives to layoffs (08:25)

- How to do layoffs effectively (09:36)

- How to handle a sensitive employee (15:54)?

- Most respectful interpretation approach (16:45)

- The challenges with written communication (23:16)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

 Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

 -- 

📰 Article in question: https://www.hcamag.com/us/specialization/leadership/fire-middle-management-reduce-costs-get-new-staff-to-start-in-the-office/439772

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Unlock Your Potential: Personalized DISC Assessment and Coaching: community.jumpstart-hr.com/disc

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 Hosts: Joey Price & Sommer Ketron

 This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

The 4-day workweek is an alternative work schedule that has been gaining popularity in recent years. Advocates of this schedule posit that it increases employee productivity and job satisfaction while reducing fatigue and employee turnover.

On the surface, the idea of a four-day workweek seems too good to be true: employees get more time for leisure activities and family obligations, while employers still get the same output as a traditional five-day workweek.

Proponents of the 4-day workweek cite various benefits. For one, they claim that when employees have more time to relax outside of work, they're more energized and motivated when they return to work, making them more productive.

From an employer's perspective, the 4-day workweek can lead to greater employee retention and engagement, which can ultimately increase revenue. Research shows that when employees are happy and engaged, they are more likely to stay with a company for longer and produce more work.

Employee morale is also increased when employers show that they value their employees' well-being by offering flexible work schedules and time off.

In this episode, Sommer and I are joined by Taryn Grey, a consultant at Jumpstart-HR, to explore the different flex hour arrangements and why employers should seriously consider them.  

In the Consultants Corner, we talk about performance management in the workplace.

At its core, performance management is about creating goals and expectations, managing performance against those goals, and providing feedback to employees.

It is also an opportunity for employers to improve the employee experience and set up their teams for success.

Performance management is essential for creating a successful and productive work environment.

Tune in as we share some actionable tips on improving the various aspects of performance management, such as performance review, onboarding, and employee experience. 

Key Takeaways

- The case for the 4-day workweek (02:32)

- How the 5-day workweek came into being (04:54)

- 4-day work week as a productivity and retention tool (06:27)

- Practical examples of flex hour arrangements (07:12)

- Complying with state-specific overtime laws (12:01)

- Onboarding and performance reviews (15:53)

- Improving the employee experience (18:50)

- Importance of the onboarding process (20:14)

- Set up your teams for success (22:43)

- Don't be afraid to work with experts (28:46)

Additional Resources 

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

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Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

 -- 

📰 Article in question: https://www.cbsnews.com/amp/news/four-day-workweek-gains-traction-kickstarter/

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monday.com | A new way of working: https://try.monday.com/wwww

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 Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com

Background screening has been an essential part of the hiring process for a long time. Companies used it to ensure that their potential employees had a clean record and were suitable for the job. However, with the changing times, background screening has evolved from being just a security tool to an employee retention tool as well.

Companies are interested in identity verification to make sure the person is who they say they are.

Perhaps based on societal changes as well, the landscape of background screening now involves online screening to get to know the type of person you are hiring.

This prevents instances where companies hire somebody only to find out later they have a history of workplace misconduct allegations or somebody likely to bring a toxic environment to the workplace.

In this episode, Sommer and I are joined by Ben Mones, Fama's co-founder and CEO, an AI-based solution that makes hiring great people easy. Fama automates candidate screening and due diligence to help organizations avoid workplace misconduct, prevent costly legal action, and improve the quality of hire.

We dive deep into the topic of online screening and how it can be used as part of a broader employee retention strategy, helping companies hire the right person who fits their culture.

In the Consultants Corner, we talk about "bad bosses" and "bad boss behavior" in the workplace.

Did you know the No. 1 reason why CEOs get fired?

You'd be forgiven if you guessed it's due to poor financial results, but that is No 2. The no 1 reason is workplace misconduct.

Research shows that the main reason why CEOs depart companies is unethical behavior, either sexual misconduct or ethical lapses connected to things like fraud, bribery, and insider trading.

It makes sense because workplace misconduct impacts everybody, right from your fellow employees, shareholders, management teams, and consumers.

Tune in to this episode as we tackle these two topics with our special guest today in an enlightening conversation.

 Key Takeaways

- Workplace misconduct (03:32)

- How background screening has evolved over the years (06:33)

- Online screening as an employee retention tool (09:51)

- Are you hiring the right person (13:47)

- Bad boss behavior (21:58)

- The main reason why CEOs get fired (24:16)

- Background checks on social profile (29:19)

Additional Resources

Check out our YouTube channel: https://youtube.com/@jumpstarthr

Do you need HR consulting for YOUR small business? We got you covered!

👉 Learn more at: https://jumpstart-hr.com/

Do you have a question that you want us to tackle on the show? 

📧 Email us at: [email protected]

--

📰 Article in question: https://www.npr.org/2019/05/20/725108825/top-reason-for-ceo-departures-among-largest-companies-is-now-misconduct-study-fi#:~:text=Thi[…]tudy%20found

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👉2023 Mid-Year Legislative & Regulatory Conference: https://thepbsa.org/events/2023-mid-year-legislative-regulatory-conference/

👉Ben's  LinkedIn: https://www.linkedin.com/in/ben-mones-45740a2a/

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Hosts: Joey Price & Sommer Ketron

This show is powered by Jumpstart: HR, LLC 

www.Jumpstart-HR.com