Fortune Business Consulting

Category: Workplace

  • No, HR Isn’t Just for Big Companies 

    No, HR Isn’t Just for Big Companies 

    It is alarming how business owners believe they can “grow into” needing HR. But in 2025, that mindset is costing startups and SMEs real money. HR isn’t about building corporate bureaucracy—it’s about protecting your people, your time, and your business from early-stage mistakes. 

    Hiring Without Compliance = Risk 

    Startups often skip formal hiring processes, relying on referrals, rushed interviews, or handshake agreements. The problem? No offer letters, no job descriptions, and no onboarding protocols. 

    That leads to: 

    • Miscommunication of job roles 
    • Legal risks over at-will vs. contract terms 
    • Poor performance tracking and accountability 

    Solve this by establishing basic HR documentation from Day 1—even if you’re hiring your first employee. 

    No HR? Expect High Turnover 

    Small teams feel every resignation. But when employees leave because of burnout, favoritism, or poor communication, it’s often a symptom of a poor HR structure. 

    Without HR: 

    • There’s no system to handle grievances 
    • Burnout goes unnoticed 
    • Promotions feel biased or unclear 

    Protect retention by creating basic HR protocols: onboarding, reviews, feedback loops, and growth plans. 

    HR Helps Avoid Costly Employment Lawsuits 

    Wrongful termination, discrimination, harassment—these issues are not limited to large companies. A single employment claim can bankrupt a small business. 

    In the absence of HR: 

    • There are no clear policies in place 
    • There’s no paper trail to defend decisions 
    • No internal reporting systems exist 

    Avoid this by implementing handbooks, codes of conduct, and proper documentation—especially if you’re in a state with strict labor laws. 

    You’re Already Doing HR—Just Badly 

    If you’re setting salaries, negotiating work-from-home rules, or resolving team conflicts—congratulations, you’re doing HR. The real question is: are you doing it legally, consistently, and effectively? 

    A dedicated HR system or a fractional HR partner can: 

    • Standardize your hiring and reviews 
    • Handle sensitive issues confidentially 
    • Keep you compliant with local labor laws 

    Conclusion 

    HR is not about headcount—it’s about structure, protection, and long-term scale. Whether you’re a 3-person agency or a 30-person tech startup, investing in HR now prevents expensive mistakes later. Don’t wait for lawsuits, walkouts, or tax audits to start taking HR seriously. 

    Reference

  • You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    There’s no siren. No Slack ping. No dramatic exit. Just a resignation letter. 

    But two weeks later, there’s an email from their attorney. What started as a simple departure has spiraled into a legal complaint—and now you’re questioning every policy, every payroll entry, every email sent during that employee’s time with your business.  And here’s the real kicker: 
    It could have been prevented

    HR Fires Don’t Always Start Loud 

    Small businesses often believe they can manage HR “in-house”—until something breaks down. And by then, it’s usually expensive.  One misunderstood termination. A payroll delay. The benefits of miscommunication. When these things stack up, your top talent doesn’t just leave—they take their frustrations to court. That’s when the true value of a PEO (Professional Employer Organization) becomes painfully clear. 

    The Problem Most Founders Don’t See Coming 

    When you build your business without HR infrastructure, you’re building cracks beneath the surface. 

    • You hire fast to keep up with demand 
      • You rely on templates for contracts and policies 
      • You assume “everyone’s fine” because no one’s complaining until they do

    What You Thought You Were Doing Right: 

    • sing an HR tool to onboard new hires 
      • Having a payroll software to handle salaries 
      • Providing “basic” benefits like health insurance 

    What Actually Happened: 

    • An outdated employment contract didn’t protect your company 
    • • A missed compliance update led to unlawful dismissal 
    • • The benefit plan wasn’t competitive—so they left for better 
    • And worse: you were caught completely off guard. 

    What a PEO Could’ve Prevented: 

    • Proper documentation for terminations 
    • Access to legal HR advisors before decisions are made 
    • Competitive benefits that retain high performers 
    • Real-time compliance updates, not outdated policy templates 
    • A formal grievance and resolution process 

    The Cost of Waiting Until It’s Too Late

    The average employment lawsuit costs businesses $125,000+, according to Hiscox’s Guide to Employee Lawsuits.  Even if you win, the cost in legal fees, time, and brand trust is irreversible.  A PEO, on the other hand, costs a fraction of that—and prevents most issues before they become threats. 

    The Employee Who Left Shouldn’t Be the One Who Teaches You the Lesson 

    Smart HR isn’t just paperwork. It’s prevention.  When the right systems, advisors, and benefits are in place, your people stay—and when they don’t, your business is still protected. You don’t need a PEO… 
    Until the moment you wish you had one yesterday. 

    Ready to talk about PEO support before something breaks? 

    Let’s explore what it would look like for your business. 

    References: 
  • What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    Because sometimes, the biggest profits come from what you didn’t lose.  You won’t see it at first glance. 

    There’s no flashing red alert. No urgent Slack message. No budget meeting meltdown. Just a quiet, consistent drain happening behind the scenes of your growing business. It might show up in the form of a compliance fine you didn’t see coming. Or the resignation of a high  performer after one too many payroll glitches. Or worse—lawsuits, turnover, and missed opportunities stacked like hidden fees under “Operating Expenses.”  But here’s the twist: 

    Most of those losses could’ve been avoided… with the right PEO. 

    The ROI You Can’t Calculate (Until It’s Too Late) 

    When most business owners consider a PEO (Professional Employer Organization), they look at costs upfront—and often forget to assess the costs of not having one.  A PEO’s ROI is rarely found in flashy dashboards or spreadsheets.

      It’s found in the: 

    • Lawsuit that never happened 
    • Star employee who stayed because of better benefits 
    • Penalty that was prevented before it was ever filed 
    • HR fire that never reached your desk 

    What You Think You’re Paying For: 

    • Payroll processing 
    • Employee onboarding 
    • Compliance checklists 
    • Benefit access 

    What You’re Actually Getting: 

    • Legal protection 
    • Risk prevention 
    • Strategic HR planning 
    • Improved retention 
    • Business continuity 
    • Peace of mind 

    And most importantly—time back to lead, not chase admin. 

    The Cost of an HR Mistake Can Be 10x the PEO Fee 

    An EEOC violation alone can cost between $10,000 and $100,000.  Wage and hour lawsuits? Even more. According to the Society for Human Resource Management (SHRM), the average cost of just one bad hire is nearly $240,000 when your account for lost productivity, morale damage, and rehiring expenses.  A PEO minimizes those odds with structured hiring processes, HR best practices, and access to experts who live and breathe compliance. 

    Better Benefits Without Bleeding Cash 

    By co-employing your staff, PEOs give you access to benefits typically reserved for large corporations: 

    • Group health insurance 
    • 401(k) plans 
    • Mental health support 
    • Wellness programs 
    • Workers comp coverage 

    And because you’re part of a larger buying pool, you get enterprise-level coverage at SMB prices.  According to the National Association of Professional Employer Organizations (NAPEO), companies that use a PEO: 

    • Grow 7–9% faster 
    • Experience 10–14% lower employee turnover 
    • Are 50% less likely to go out of business 

    Time is the New Currency 

    Most CEOs don’t start businesses to become part-time HR managers.  But when compliance updates change weekly, employees need questions answered, and hiring surges overnight, you end up buried in tasks that take you away from growth.  A PEO handles the operational chaos, so you can focus on: 

    • Launching new services 
    • Expanding into new markets 
    • Leading your team 
    • Building client relationships 

    Talent Stays Where HR Works 

    Quiet quitting. Burnout. Lack of development. These aren’t just HR buzzwords—they’re indicators that your people feel unsupported. PEOs don’t just process paperwork. They build cultures. From onboarding design to fair policies and performance tracking, they help businesses create environments where employees want to stay—and thrive. 

    Risk Is the Hidden Killer of Growth 

    Think your business is too small to get sued? Think again.  One compliance misstep could derail everything you’ve built. And here’s the worst part: you often don’t know it’s coming until it hits.  A PEO keeps you ahead of risk with: 

    • Up-to-date legal guidance 
    • Automated filings 
    • Employee handbook developmen 
    • Investigations and conflict resolution 
    • On-demand HR counsel 

    So, What’s the Real ROI of a PEO? It’s not just savings—it’s security, scale, and strategy. In a time when regulations are shifting, talent is scarce, and competition is cutthroat, your HR setup shouldn’t just help you survive. It should fuel your ability to thrive  Thinking Beyond Cost—Thinking Growth . The smartest business owners aren’t asking “What does a PEO cost?”  They’re asking: 

    “What’s it costing me not to have one?” 

    Ready to see the hidden ROI for yourself? Let’s explore what a PEO would look like for your business. Prefer to read more success stories and insights? Browse the rest of the series here.  

    References

    • How to Avoid Costly Workers’ Comp Mistakes in 2025?

      How to Avoid Costly Workers’ Comp Mistakes in 2025?

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      Were you looking for tips online that can help avoid likely workers’ comp claims? 

      As businesses are turning back to traditional mode of operations after the pandemic, employees are being called back to the office. While this shift boosts productivity, it also increases the risk of on-site accidents.  

      Accordingly, workplace injury cases rose year-over-year, per the most recent Bureau of Labor Statistics (BLS) data. In this scenario, it is crucial to be aware of how your business can legally minimize the worker’s compensation share. To help you in this regard, here we have provided a quick guide.  

      Tips to Manage Workers’ Comp Claims Efficiently in 2025 

      A positive aspect is that most common compensation claims can be restricted by staying vigilant and proactive. Here are a few practical tips in addition that can ensure sure shot success: 

      Maintain a Dry, Clean and Clear Workspace 

      Governmental regulatory bodies hold employers responsible for providing their workers with a safe working environment. Thus, the HR department needs to ensure that office spaces are regularly cleaned. Moreover, maintaining safety and hygiene protocols in various common areas such as entryways, washrooms, and receptions is crucial.  

      Finally, the company must give its employees personal protective equipment (PPE) and implement necessary changes, like replacing air filters and adjusting lighting whenever required. 

      Conduct Safety Training Sessions for Increased Employee Awareness 

      A business should focus on generating updated training and safety policies that align with modern requirements. This ensures that both the employees and the employer are on the same page.  

      To eliminate costly compensation instances, it is essential to provide proper training whenever someone new is about to start using office equipment. Even experienced individuals should attend refresher courses occasionally to be on par with the new rules and policies.  

      Ensure Adequate Workforce is Available at all Times 

      Particularly growing businesses that often operate with limited resources, may be tempted to downsize with the intention of managing costs efficiently. However, this can result in unnecessary stress on the existing staff, potentially leading to careless mistakes.  

      In some cases, an overburdened worker may also suffer injuries due to work pressure. Hence, these situations must be mindfully avoided to prevent adverse legal and financial consequences for your company. 

      Encourage Employees to Take Frequent Breaks 

      Recent reports indicate that employees who go for occasional breaks during their shifts can showcase more productivity while at work. This is because they tend to have more energy and are therefore likely to achieve their day-to-day professional goals.  

      Do the strategies discussed above seem too overwhelming for you to implement all of a sudden?  

      If so, then instead of worrying excessively, you can partner with a Professional Employer Organization (PEO). These companies act as valuable assistants for business owners helping them assess various risks and rectifying potential issues. 

      Review the Existing Claims 

      Finally, companies need to carefully review their employee claims and double-check the issues to ensure they are accurate and valid. These actions involve checking medical bills and making sure that all employees are receiving proper medical attention for their injuries. 

      The HR department of a company must ensure that workers are receiving adequate support to recover as quickly as possible. Additionally, it falls within their responsibilities to verify the authenticity of a claim to determine whether it falls within the policy’s coverage limits. This is the most effective way of controlling workers’ compensation costs by nullifying incorrect claims. 

      Final Words 

      Efficiently taking control of your workers’ compensation costs may not happen overnight especially when you are operating in a high-risk industry. This is because first of all, you will need an expertly designed workers’ compensation policy for which you can rely on a risk management expert.  

      So, do you want to safeguard your business starting from today? Let’s chat — contact us and schedule your free consultation now! You may also visit our blog section for more free tips on how to streamline your business operations from now on.  

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      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

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    • The Role of PEOs in Mitigating Workers’ Compensation Risks: What Small Businesses Need to Know

      The Role of PEOs in Mitigating Workers’ Compensation Risks: What Small Businesses Need to Know

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      Have you ever wondered what happens if an employee gets injured on the job, and your business isn’t fully prepared to handle the situation? For small businesses, workplace injuries can lead to costly workers’ compensation claims, legal complications, and compliance challenges. 

      Handling these complexities can be overwhelming, especially for business owners who may not have the resources or expertise to manage such risks effectively. That’s where Professional Employer Organizations (PEOs) come in. By partnering with a PEO, small businesses can not only mitigate workers’ compensation risks but also ensure compliance and streamline operations.

      In this blog, we’ll explore how PEOs can help reduce the financial and legal burdens of workers’ compensation claims, ensure workplace safety, and offer crucial support to small businesses.

      3 Ways PEOs in Mitigate Workers’ Compensation Risks

      Here are three key benefits that highlight the role of PEOs in managing workers’ compensation effectively.

      Cost Reduction through Enhanced Premium Management

      One of the most compelling benefits of engaging a PEO for workers’ compensation is the potential for cost savings. PEOs can deliver access to lower Experience Modification Rates or E-Mods, which are multipliers that determine your workers’ compensation premiums. The lower the E-Mod, the more reduction you can expect in the premium costs. By entering into a co-employment relationship with a PEO, your company can leverage their established E-Mod rates, leading to substantial savings.

      In addition, PEOs utilize their economies of scale to negotiate better workers’ compensation insurance rates. They operate under a master policy that encompasses all the worksite employees for their clients, allowing them to secure lower premiums. After partnering with a PEO, you gain access to these favorable rates, which might otherwise be unattainable on your own.

      Furthermore, PEOs specialize in optimizing workers’ compensation class codes. These codes help insurance companies assess the specific risks associated with different job categories and calculate corresponding rates. By ensuring that employees are categorized accurately, PEOs help keep your workers’ comp costs manageable. Additionally, PEOs can eliminate the burden of hefty upfront deposits traditionally required for workers’ compensation insurance, transitioning to a more manageable pay-as-you-go system that can significantly enhance your company’s cash flow.

      Lastly, partnering with a PEO removes the need for a client company to have annual audits. Removing the need for an audits allows for more room for the client company to manage cash flow and utilize funds in real time during the course of the years as opposed to potentially owing a large lump sum at the end of the policy period. The further allows the businesses to more predictability in expenses both throughout the year as well as at year’s end.

      Streamlined Administration of Workers’ Compensation Claims

      Beyond cost savings, PEOs excel at streamlining the administration of workers’ compensation. They implement integrated tracking software that connects directly with payroll, time, and attendance systems. This software features self-service portals that empower employees to report accidents immediately, while managers can monitor potential safety issues through an intuitive reporting dashboard.

      Timely reporting of injuries is crucial for successful claims management, and PEOs take an active role in educating employees about their responsibilities following a work-related injury. By training staff to inform medical providers promptly and forward necessary billing statements to adjusters, PEOs help ensure that claims are processed without delays, increasing the likelihood of favorable outcomes.

      Moreover, auditing employee classifications is critical in determining workers’ compensation premiums. PEOs ensure that all employees are accurately classified, which is essential for keeping costs low. With expertise in the hundreds of available categories, PEOs help businesses avoid misclassification, which can lead to unnecessary premium increases. Additionally, properly classifying employees allows for greater changes of the employees being covered in the event of a claim.

      Comprehensive Claims Management and Return-to-Work Programs

      PEOs are crucial in handling claims effectively. They get companies ready for yearly insurance checks by organizing important information like employee work hours, tasks, job types, and total pay. This careful preparation reduces the chance of mistakes during audits, keeping businesses safe from financial issues.

      Additionally, PEOs develop return-to-work programs designed to assist injured employees in resuming their duties as soon as they are medically cleared. By assigning appropriate temporary tasks, these programs not only reduce the costs associated with individual claims but also foster employee retention by helping workers reintegrate into the workplace. This proactive approach is beneficial for both the employee’s recovery and the company’s overall productivity.

      Conclusion

      In summary, partnering with a PEO offers small businesses significant advantages in managing workers’ compensation. From reducing costs through optimized premium management to streamlining administrative processes and supporting employees during recovery, PEOs provide essential services that enhance both workplace safety and operational efficiency. 

      If you need help regarding PEO services, workers’ compensation, or HR management, don’t hesitate to contact us. For more insights and information about the benefits of PEOs and their role in your business, please explore our blog section. 

      Reference Links

      https://www.napeo.org/advocacy/what-we-advocate/state-government-affairs/workers’-compensation#:~:text=PEOs%20Are%20Co%2DEmployers,the%20PEO%20and%20the%20client.

      https://blog.zamphr.com/how-peos-handle-workers-comp-administration

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      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

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    • Remote Work Evolution

      Remote Work Evolution

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      Have you ever wondered about the prevailing sentiments among employers and employees regarding remote work?

      Well, the COVID-19 pandemic popularised the idea of ‘work from home’ or ‘remote work’, prompting many organisations to shift to a hybrid work model or remote workforce and are now seeing their advantages in the long run. According to a survey, in 2021, almost three times more individuals were working remotely than in 2019.

      Besides timesaving benefits, remote work has proven to elevate overall productivity within companies. Keep reading to learn about remote work, its significance, and how it has evolved down the line. 

      How the Evolution of Remote Work Has Influenced the Workplace Environment?

      Remote work has gained pervasive acceptance with shifting attitudes towards work-life balance and technological progressions. Numerous companies are adopting flexible work arrangements, enabling employees to perform their duties successfully from any location online. This change in the mindset of workplace ambience is evident in different industries, which include education, technology, finance, healthcare, and so on. 

      With more and more organisations providing remote work facilities for their employees, the traditional 9 to 5 office work model is gradually being reduced. The evolution of remote work has shown that productivity can be obtained anytime and anywhere apart from the conventional office atmosphere. Furthermore, with the popularisation of remote work, local economies experience shifts owing to the changes in the spending patterns and distribution of population. 

      What are the Advantages of Remote Work?

      Since the coronavirus pandemic, remote work has become immensely popular among organisations. Mentioned below are the common advantages of remote work:

      Streamlined Communication

      In an office atmosphere, client conversations and communication mostly takes place in person, informal conversations, on-floor meetings and so on.

      Often it becomes difficult to keep track of all meetings about important projects or assignments. However, in case of remote work, companies can select from a wide range of communication platforms in order to keep all conversations under one roof. This ensures better collaboration among employers and employees.

      Change in Productivity

      Compared to work from office, employees who work remotely tend to generate better output. Since the commuting time is reduced to zero, your employees can start your day right away. Moreover, they get the scope to take small breaks whenever needed reducing the chance of stress and burnout.

      This makes them feel refreshed and motivated while returning to work. Employers may witness increased productivity in their organisation while switching to remote work and providing employees with a better space to concentrate on their work.

      Better Corporate Social Responsibility

      There has been a rising focus on corporate social responsibility. Allowing work from home to employees is an outstanding way for companies to lessen their environmental impact such as carbon emissions associated with their business travel, unnecessary consumption of resources, radiation of pollutants, etc., contributing to climate change.

      Reduced Overhead Costs

      Establishing a remote company tends to be worthwhile for employers due to the lower costs associated with it. While running a non-remote organisation, employers can stay away from the headaches of expending money for paying building rent, office tools, utilities, snacks, and beverage supplies. 

      Vast Pool of Employees

      During vacancies, remote companies can recruit a wide range of new employees. As their target does not remain confined within a particular location, they can access the global pool of employees. This gives a better possibility of locating the finest possible people for the job, thus enhancing the quality of the workforce.

      Since the COVID-19 pandemic, remote work has evolved a lot which resulted in numerous people working from home. By switching to remote work, companies can provide their employees flexibility, improved work-life balance, and more time to take care of themselves and their families.

      If you run an organisation but facing difficulties to introduce the ‘work from home’ mode, feel free to contact us. We provide outstanding workplace-related help at an affordable so that businesses of any size can avail it. For further information, visit our official website and read our blogs.

      Reference Links:

      https://www.indeed.com/career-advice/career-development/benefits-of-working-remotely

      https://www.flexjobs.com/blog/post/benefits-of-remote-work/

      https://www.toptal.com/insights/rise-of-remote/history-of-remote-work

      https://www.indeed.com/career-advice/career-development/benefits-of-work-from-home-for-employers

      https://careerfoundry.com/en/blog/career-change/benefits-of-remote-work/

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • Workplace Diversity and Inclusion Initiatives

      Workplace Diversity and Inclusion Initiatives

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      Are you wondering what the workplace DEI initiatives are? Then your answer lies here. Workplace diversity involves a mix of individuals from different backgrounds, while inclusion creates a collaborative and comfortable culture.

      Despite significant investments in equity, inclusion, and diversity (DEI), organizations often fall short of desired outcomes.

      However, these efforts haven’t always yielded the expected outcomes. Let’s delve into strategies for enhancing workplace diversity and inclusion in this blog.

      What is a Diversity and Inclusion Initiative?

      Diversity and inclusion initiatives are the effective strategies and procedures used by companies in order to support diversity and inclusion in a workplace to gain a competitive benefit.

      However, these initiatives differ from one organisation to another based on the necessities as well as areas for development.

      For instance, a company focusing on diversity as a core principle will be going to have a different need than a traditional sector possessing a standardised workforce.

      What are the Top Initiatives to Boost Diversity and Inclusion in a Workplace?

      By executing some of the following diversity and inclusion initiatives, you can create a competitive control in talent retention and acquisition:

      Awareness and Acknowledgement

      The foremost step is to conduct a thorough survey of your organisation’s inventory and determine the lack of inclusion and diversity in it. To improve things, you should address the problem in the first place and then identify the need for betterment.

      If necessary, you can connect with your employees about equity, diversity, and inclusion for better understanding and to formulate a plan to fulfil their individual needs.

      Accepting All Differences

      Determine and value the skillsets of all employees irrespective of their differences. A simple way to show your employees that you appreciate them and their work is by engaging in a small discussion and listening to their input.

      Choose a supportive supervisor to address employees’ problems and provide the necessary assistance. 

      Changing Your Language

      Set a meeting and make it clear to your employees that your organisation gives value to diversity and aims to create a diverse and efficient workforce as well as an all-encompassing workplace.

      Talk about your diversity and inclusion goals ubiquitously, including employment contracts, hiring process, employee manuals, as well as onboarding materials and other company-based documents.

      Hiring Through Referrals

      In essence, referrals are an excellent way to draw a diverse range of candidates. If you manage a diverse workforce, encourage your existing employees to refer their relatives or friends. At the same time, it is an excellent opportunity for them to guide their friends with their career moves.

      If necessary, articulate your goals to hire more diverse members to join your organisation. Research shows that referrals are a great source of hires. 

      Developing Diversity and Inclusion Training Courses

      Creating a diverse and inclusive environment generates a sense of belonging among the workforce so that they can feel more productive and connected.

      Diversity training program tends to enhance participants’ awareness about various types of diversity and provide effective strategies and skills to boost employees’ communication and interpersonal skills to build a positive work ambience. 

      Opting for Flexible Working Arrangements

      Another notable initiative of workplace diversity and inclusion is flexible working stature.

      Creating a flexible leave policy with weekend holidays helps employees have some time for themselves which they can cherish after working hard for a whole week. Several employers set few paid holiday hours rather than sticking to pre-determined holidays. 

      Forming an Employee-led D&I Group

      Consider creating an employee-led resource team concentrated on bettering diversity and inclusion policies in the workplace.

      Doing so ensures the foundation of a welcoming and encouraging work environment which will also promote employee engagement and collaboration.

      Emphasising Positive Environment 

      Fear of punishment is one of the most powerful factors which negatively hampers the performance of employees.

      As a solution, it is better to levy strict penalties on unsupportive employees and leaders who repetitively bully or harass their juniors and pass unpleasant remarks towards a particular religion, gender, caste, or colour.

      Being the top member, you must take action against such offenders and consider terminating them if the matter goes out of hand. 

      Final Words

      Workplace diversity involves fostering diversity throughout the organization and ensuring equity in opportunity, leadership development, and more. Proper collaboration of diversity and inclusion creates a positive work environment and enhances employee experience. 

      If you want professional assistance in implementing diversity and inclusion initiatives, contact us. Besides, you can read our blogs for better understanding. 

       

      Reference Links:

      https://www.hrdive.com/spons/10-initiatives-to-improve-diversity-in-the-workplace/629941/#:~:text=Make%20it%20clear%20to%20employees,materials%20and%20other%20company%20documents.

      https://www.talentlyft.com/en/blog/article/395/10-workplace-diversity-and-inclusion-ideas-you-can-implement-today

      https://hbr.org/2021/05/5-strategies-to-infuse-di-into-your-organization

      https://www.techtarget.com/searchhrsoftware/feature/7-keys-to-a-successful-diversity-and-inclusion-initiative

      https://www.cio.com/article/228581/diversity-and-inclusion-8-best-practices-for-changing-your-culture.html

      https://globaldiversitypractice.com/what-is-diversity-inclusion/

      https://www.betterup.com/blog/diversity-vs-inclusion

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • How to Staff HR Support within Your Organization?

      How to Staff HR Support within Your Organization?

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]Are you planning to staff HR support within your company and contribute to growth and development? 

      Hiring an experienced and qualified HR support team is a challenging task for any organization. Some companies attempt to outsource HR organizations that help to staff the HR department. Companies keep different attributes in mind when screening candidates for staffing.

      Keep reading to learn about a step-by-step guide that will help you effectively staff HR support.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      5 Best Ways to Staff HR Support within a Company

       

      Staffing human resource support team within your company involves a lot of planning. It is essential to hire the right persons for a specific job role since these employees will understand organizational needs and contribute massively to the growth and development of companies.

      Following is a step-by-step guide to help you staff HR support:

      Step 1: Analyse Years of Experience

      The first step is to analyse the number of years of HR experience and the level of responsibility handled during this period. This will help in understanding which person to choose.

      • Understand a person’s experience in working with startups or organizations of similar industry or size.
      • Check education level and HR-related certifications.
      • Check if that recruit knows employment laws and other compliance issues.
      • Understand if they can access, prioritize, and handle multiple projects, conduct in-depth research and adapt quickly to the changing needs.
      • Analyse the communication skills in terms of interaction with senior level and trainee level.

      Step 2: Create Job Descriptions

      It is essential to determine the number of HR staff required depending on the company size. Accordingly, create detailed job descriptions and portfolios for each of these positions. Here is what you can do:

      • Consider the HR-to-employee ratio and plan recruitment of staff.
      • Frame responsibilities, qualifications, and reporting structures.
      • Undergo a thorough recruitment procedure to hire HR staff who have the required experience and skills.
      • Job descriptions help to determine salary levels, analyse performance reviews, clarify missions, and establish titles and pay grades acting as an effective tool for recruiting.

      Step 3: Implement Advanced HR Tools and Technologies

      To hire the right prospect, share these job descriptions with social media, recruitment agencies and employee referral platforms. You can use advanced HR tools and techniques for the hiring process.

      • Leverage online recruiting tools to ensure the best onboarding experience.
      • There are several employee engagement applications to avail to get hold of the right staff.
      • Post onboarding equip the HR team with applicant tracking systems, payroll software and other tools to streamline HR processes and enhance efficiency. 

      Step 4: Develop a Competitive Pay Structure

      Crafting a fair and competitive pay structure is one of the major aspects of retaining and attracting HR staff for the organization. To develop a proper pay structure, it is important to gather background information and then implement it accordingly. Building a market-based pay structure includes:

      • Conducting in-depth market analysis to understand the changing market scenario.
      • Calculating the cost of the pay structures and accordingly implementing the new pay structures.

      Step 5: Implement Benefit Plans

      Every organization must determine certain benefit plans that are mandatory for the employees. Implement vacations, paid leaves, sick leaves, and health benefits insurance, pension and retirement plans and other such benefits.

      • Mandatory benefits include workers’ compensation insurance and unemployment insurance under state laws. 
      • Some regions mandate paid disability insurance and/or paid sick leave for employees. Organizations must check their states’ laws to get more information on required benefits.
      • While small companies can begin by offering few benefits, others can offer a comprehensive benefit package to help attract and retain HR recruits.

      For companies you are not ready to invest in HR staffing internally can go for Professional Employer Organization or PEO as an effective alternative. PEOs come with a comprehensive solution by outsourcing HR functions. A PEO takes care of compliance and HR responsibilities for the organization including payroll, compliance, benefits administration, employee relations and more, allowing businesses to focus more on internal functions. With these aspects, a PEO empowers businesses to grow at scale.

      These steps help in tailoring an effective HR staffing plan adhering to the organization’s unique perspectives and requirements. Following these above-mentioned steps will help in the proper HR staffing process. However, you can also contact us for these services. Additionally, explore our blog section if you are interested in knowing more about such topics.

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      Reference Links:

      https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/startinganhrdepartment.aspx

      https://in.indeed.com/career-advice/career-development/types-of-workplace-training#:~:text=Most%20training%20programs%20occur%20as,skill%20sets%20of%20their%20employees.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.[/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • How to Determine Which Holidays Should be PTO?

      How to Determine Which Holidays Should be PTO?

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″]

      Are you mixing floating leaves with PTO and offering your employees a long list of paid holidays? PTO or paid time off are such leaves that do not involve any loss of pay for the employees. It includes sick, marriage, casual, and other leaves a company offers employees throughout the year. 

      However, floating holidays may differ from one company to the other. At some organizations, employees can choose from the list of government, religious and cultural holidays; at others, these are optional holidays. Read further to know more about determining PTO for your company policy.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″]

      6 Factors that Determine PTO Policy for Your Company

      Here are some of the factors that help determine the PTO of your organization:

      Cultural and Religious Observances

      The cultural and religious diversity of your organization needs special consideration while determining PTO holidays. You need to respect and recognize the religious observances of various employees to foster and accommodate an inclusive work environment. So, before deciding on PTO, research the major religious festivals that your employees celebrate and ensure providing them with the opportunity to celebrate them seamlessly.

      Employee Feedback and Surveys

      You can gather feedback and run surveys to seek input from employees before deciding on the PTOs. Involving your employees in this decision-making process provides you with better insights into the significance of the holidays for them. Moreover, your employees feel heard and valued when you include and engage them in deciding the PTO. 

      Business Considerations

      Besides personal and cultural considerations, you should also balance the holidays as per your business’ operational needs. While allocating PTO, you should evaluate its impact on work schedules, customer service, deadlines, etc. So, you should plan to ensure adequate staff are working to meet your business requirements and maintain productivity during holidays. To manage the PTO effectively, you need to create the perfect balance between business goals and employee needs.

      National and Public Holidays

      Governments and institutions frequently recognize public holidays as important days for the entire population. Most citizens celebrate these holidays, and employees get opportunities to relax. Christmas, New Year’s Day, Independence Day, etc., are among some of them. So, you can include these public holidays in PTO so employees can participate in national celebrations and traditions. 

      Current Events

      You don’t have to follow a rigid PTO policy over the holidays. It can be adaptable and dynamic to consider the present social environment. For instance, in response to the Black Lives Matter campaign, Zenefits declared Juneteenth a permanent PTO starting in 2020. The number of companies including this day in their PTO holiday list has increased by 11% in 2022 from the first year (2021).

      Local and Regional Observances

      In addition to national holidays, it is essential to acknowledge local or regional observances that might be significant to your employees. These can include regional festivals, historical commemorations, or specific cultural celebrations. Being aware of and granting PTO for such occasions demonstrates your commitment to recognizing the diverse backgrounds and traditions of your workforce.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″ custom_padding=”1px|||||”]

      Final Word

      So now you know how to determine which holidays should be included in your company’s PTO policy. PTO allocations should be guided by inclusivity, fairness, and the well-being of your employees, ultimately contributing to their satisfaction and productivity. However, you can contact us if you need further assistance in this regard. You can also go through our blog section to clearly understand PTO and related concerns.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column _builder_version=”4.9.3″ _module_preset=”default” type=”4_4″][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″]

      Reference Links:

      https://www.businessnewsdaily.com/15834-which-holidays-deserve-paid-time-off.html

      https://www.hrresolutions.com/blog/holidays-pto-an-employers-guide/

      https://www.freshworks.com/hrms/floating-holiday-vs-pto-heres-everything-you-need-to-know-blog/

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      Contact Us

      Find out if a PEO is the right solution for your business.
      Fill out the form below and we will contact you to schedule a chat.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • 10 Effective Ways to Promote Mental Wellness in the Workplace

      10 Effective Ways to Promote Mental Wellness in the Workplace

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      Did you know that the mental and physical health of employees directly affects their productivity at work? So, when a company promotes mental health in the workplace it can increase the annual production. It is because employees have a much more positive outlook on life and are sincerely engaged in their responsibilities. 

      But how to maintain a better mental health space?

      The below write-up offers 10 different ways you can initiate for employees in your office space to improve their well-being. 

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      How to Enhance Mental Wellness in the Workplace?

      Below are some ideas that will help in creating a healthy work culture and help employees towards a positive approach in life.

      Encouraging a Work-life Balance Culture

      Earlier there was a notion that longer working hours means better chances of getting promoted. However, this theory is not true as it has a harsh impact on work-life balance. Today, it is about how smart one works. You must encourage and approve employees for off days for personal reasons or vacations. This will make them maintain their energy levels and stay consistently productive at work.

      Host Stress-Reduction Workshop

      Stress triggers health challenges and leads to further anxiety. Thus, companies must consider hosting stress-reducing and mental health awareness workshops. This will immensely help employees in handling their stress.

      Focus on Setting Realistic Goals

      It is essential to set goals to define the achievements and success of work life. However, not all employees can handle the stress to accomplish hard targets. Employees must set targets that employees can handle without stretching their working hours. A sound mind helps produce quality work, benefiting both the employee and employer.

      Promote Health Trainings

      Employers can introduce health training programs in the office to encourage employees. However, there are many instances where employees may lack interest in practicing health sessions. So, companies can start incentivized health training to promote employee health.

      Create a Positive Work Environment

      There is enough room for positivity when it comes to mental peace. So, employers can deliver positive speeches to help employees handle anxiousness. They can ask employees to write down positive notes and decorate the workspace with those thoughts.

      Maintain a Peaceful Work Environment 

      Employers can also create a ‘quiet room’ in the workplace, if possible, where employees can relax for a while. They can also allow the employees to keep their family or loved ones’ photos on the work desk. Or decorate the work desk with items that generate calmness and peace of mind. It will help reduce stress and enhance mental peace.

      Encourage Open Communication

      Encourage open communication among employees and management. Let employees know that it is okay to talk about their mental health issues and that they will receive support and understanding from the management and their colleagues.

      Promote Self-care

      Employers should encourage their employees to schedule self-care sessions at regular intervals. This prioritizes their health and well-being and will enable them to manage their stress and anxiety. They might even urge their staff to discuss their best practices to generate fresh ideas for methods and strategies.

      Provide Healthy Snacks and Meals

      Diet can also have a significant impact on an individual’s mental health. Providing healthy snacks and meals can help improve mental wellness in the workplace. Employers can offer healthy food options in the cafeteria or arrange for healthy snacks in the breakroom. This can help employees maintain a balanced diet, reducing stress and improving mental health.

      Provide Flexibility

      Flexible work arrangements can help employees balance their work and personal lives, reducing stress levels and improving mental health. Employers can offer flexible schedules, remote work options, and other accommodations that promote work-life balance.

      Final Word

      Employees with less mental stress and a sound mind can generate timely and quality work compared to the ones with poor mental states. Thus, every employee should take the necessary initiative to keep employees stress-free and mentally sound. Employers looking forward to expert assistance in human resource management can contact us. If interested in reading about similar topics our blogs can also help you get a better idea of workplace management.

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      Reference Links

      https://blog.accessperks.com/20-ways-to-improve-mental-health-in-the-workplace

      https://inspiringhr.com/10-ways-to-promote-mental-wellness-in-the-workplace/

      https://www.synergita.com/blog/10-ways-to-promote-employee-wellness-and-health-at-workplace/

      https://www.linkedin.com/pulse/10-ways-promote-mental-wellness-workplace-natasha-bowman-jd-sphr

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