SHARP HR LLC

🚨 LOCAL BUSINESS OWNERS 🚨

Looking to grow your business through quality referrals and meaningful local connections? Join us for our special Visitors Day on Friday, May 15th at 7:30 AM.

You'll hear from an incredible panel of local professionals as they share how strategic networking and strong business relationships can help grow your business:

⭐ Eric Tayfel – Tayfel Associates LLC
Specializing in Personal Injury Law

⭐ Daniel Myers – Myers Law LLC
Specializing in Consumer Law

⭐ Jordan Job DDS – Jordan Job DDS
Specializing in General Dentistry

⭐ Laura Weible – Laura Weible, HealthMarkets
Specializing in Individual Health Insurance, Medicare, Life Insurance, and Supplemental Insurance

📍 Location:
Brecksville Community Center, 1 Community Drive, Brecksville, OH

🕢 Time: 7:30 AM

If you are a local business owner looking to grow your business and expand your referral network, I would love to have you join us.

Message me for more details or to RSVP.

I regularly share job openings on my LinkedIn: https://www.linkedin.com/company/sharp-hr-llc/

Year end is upon us. Are you prepared? If you’re struggling to wrap things up, I’ll help you get organized and tackle these tasks before the clock strikes 2025.

As I’m sure many of you know, on November 15, 2024, a federal court in Texas ruled that the Department of Labor had overstepped its authority with the rule increasing the minimum salary for exempt (salaried) employees.

The July 1 increases are now void. This means the additional increase that would have taken effect on January 1, 2025, will not occur, and the automatic pay increases that were to occur every three years also are not happening.

Basically, the whole rule was thrown out and the pay minimums have reverted to what they were before July 1, 2024.

While some businesses may be rejoicing, many employees were counting on the increase and this is a substantial loss.

Employers must consider the impacts on employee morale and do what you can to ease any negative impacts this change - and any future changes - brings. At the very least, explain to your team that the changes are related to a ping-pong’ing federal law. This may help them understand that your business decisions aren’t random.

Be there for your team and listen to their concerns. This may be a hard time for them.

I always recommend meeting with employees 1:1 to inform them that, going forward, these policies will be enforced. If meetings aren’t an option, a company-wide announcement is the next best option. Regardless, you may want to send out a few reminders during those first few weeks after the change—old habits die hard.

Probably not. There are a lot of reasons why your employee hasn’t checked in, and since they mentioned being sick, there’s a strong probability their absence is covered by law.

If you find yourself questioning your options as an employer, let’s talk about what’s going on so you can be compassionate while also remaining compliant.

SHARPHRLLC.com

There may be times when going to HR at your employer doesn’t feel like a safe option. If you need to speak with HR but want it to be truly discreet, give me a call.

Being written up can be upsetting - especially if you feel it’s not fair. If you’re not sure what to do next, let me know. I’ll help you navigate your write-up and figure out what your options are.

SHARPHRLLC.com

*** allow me to nerd out for a moment ***

One thousand followers! I’m so appreciative. Thank you all for the support. It means the world.

Whether you’re a manager or an individual contributor, SHARP HR can help you address your HR challenges.

SHARPHRLLC.com