The Civic Duty of Jury Service: How Employers Can Support Their Teams

By: Reanna Werner, Chief Problem Solver / Founder of HR Branches

Not many countries offer the opportunity to be judged by a jury of peers in criminal or civil cases. In the United States, this process is both a privilege and a responsibility—a cornerstone of our judicial system that ensures fairness and community participation. Recently, I received a jury summons, and it reminded me of this duty to serve my community and country, a duty I take pride in fulfilling. It also brought to light the important role employers play in enabling their team members to participate in jury service without undue burden.

My Experience with Jury Duty

This wasn’t my first rodeo! I’ve served on a jury before, and let me tell you—it was fantastic. The experience provided me with insight into the inner workings of our judicial system, introduced me to the dedicated professionals who safeguard it, and gave me the chance to contribute...

Small business owners, buckle up—there’s a big development in federal labor laws that could directly impact your payroll and compliance strategies. For the second time, the U.S. District Court in Texas has struck down a proposed increase to the minimum salary threshold for exempt employees under the Fair Labor Standards Act (FLSA).

This ruling not only halts the implementation of a new higher threshold, but it also voids the increase to $44,000 that was briefly implemented earlier this year. Let’s unpack what this means for you and your business.

A Quick History of the FLSA Minimum Salary Threshold

The FLSA’s salary threshold determines whether employees qualify as exempt from overtime pay under federal law. To qualify for exemption, employees must meet two primary criteria:

1. They must perform specific job duties that fall under one of the recognized exemptions (executive, administrative, or professional roles).
2. They must earn at least the minimum salary set by federal law.

As the year wraps up, business owners have plenty on their plates—from closing out financials to planning for the year ahead. But one area that shouldn’t be overlooked is end-of-year HR preparation. Taking a few key steps now can help set up your business and employees for a smooth and successful start to the new year. Here’s your checklist to make sure you’re covering all your HR bases.

1. Update Your Employee Handbook

The end of the year is the perfect time to review and update your employee handbook. Policies may need adjustments to reflect changes in labor laws, benefits, or company standards. Reviewing your handbook annually helps ensure it’s accurate, compliant, and ready for distribution. Once updated, be sure to have a lawyer, who specializes in employment laws, review for legal compliance and then share the handbook with employees and have them acknowledge any new changes.

2. Prepare Payroll for the New Year

Get payroll in order to avoid hiccups in the new year. Confirm th...

The Benefits of Hiring Individuals with Criminal Records: A Balanced Perspective

The concept of Fair Chance Hiring has gained significant momentum in recent years, particularly as more businesses and lawmakers recognize the economic and social benefits of integrating individuals with criminal records into the workforce. With nearly 80 million people in the U.S. having an arrest or conviction record, this represents a substantial and often untapped labor pool​. However, while there are clear advantages, it is important to consider both the benefits and the realistic concerns surrounding this practice.

The Business Case for Fair Chance Hiring

One of the strongest arguments for Fair Chance Hiring is the expansion of the talent pool. According to the Colorado Department of Corrections, about 10,000 individuals are released from prison annually in Colorado alone​. Nationally, individuals with criminal records face an unemployment rate of 27%, far higher than the general population​. Yet,...

In the world of Human Resources, particularly within small businesses, one of the more common yet often misunderstood tools is the Non-Disclosure Agreement (NDA). NDAs are essential for protecting sensitive business information, but there's a growing conversation about how—and to whom—they should be applied.

Many small business owners, in an effort to protect their companies, may feel compelled to have every employee sign an NDA. However, applying NDAs too broadly can lead to unintended consequences, including legal risks, decreased employee morale, and the potential violation of workers' rights. This blog will explore why NDAs should be executed only by those with access to true confidential information, and how Human Resources professionals can guide small businesses in making informed decisions about the use of these agreements.

Understanding the Purpose of NDAs in Small Business

The primary function of an NDA is to protect confidential information from being disclosed outside th...

In the intricate landscape of small business management, terminating an employee is a delicate process that demands thorough planning, execution, and a genuine consideration for the individual's dignity. Colorado employers, in particular, must adhere to specific legal requirements, making it essential to approach terminations with precision and empathy.

PREP - A Foundation for Successful Termination

Planning and preparation form the bedrock of a well-executed termination. Understanding the reason for termination is paramount. Ensure a consistent history of the issue, engage in communication with the employee for resolution, and meticulously document all actions taken. Guard against discriminatory factors, recognizing the importance of fair and unbiased treatment.

Prep Points:

• Establish the validity of the termination through documented evidence.
• Emphasize the importance of open communication between management and the employee.
• Zero tolerance for discriminatory remarks or biase
...

In the dynamic world of business, small enterprises often overlook the pivotal role of Human Resources (HR), dismissing it as non-essential until they realize that the success or failure of a business hinges on its people. Your employees are the linchpins that influence financials, operations, processes, and overall success. Let's delve into the key functions of HR that can transform your small business into a thriving venture.

Recruitment & Selection: Building the Foundation

Recruitment is more than posting an ad; it's a strategic effort akin to marketing. Identifying your target market, crafting compelling ads, and conducting focused interviews are crucial. Make the candidate experience inviting and informative, and when making decisions, stay focused on the job requirements. Avoid distractions – it's not about "shiny objects" but finding the right fit for your team.

Payroll & Benefits: Structuring for Success

Payroll and benefits are process-driven functions demanding attenti...

When to Use an Outside Investigator & Choosing an Outside Investigator

By Gene R. Thornton, Esq.  *

Whenever an employer receives a complaint of sexual harassment or other workplace misconduct, a prompt, thorough, and fair investigation should be conducted.  Following the investigation, appropriate remedial measures should be implemented.  That much is basic employment law and human resource management.  But who should perform the investigation?  Should it be done by the employer’s HR manager, office manager or safety officer, if any?  Should it be done by the accused employee’s supervisor?  Or should an outside investigator be retained and, if so, what qualifications should be sought in the outside investigator.

Simple Investigations—Outside Investigator Probably Not Needed

If the allegations concern performance issues, employee relations, then the employer can probably do without an outside investigator.  It will probably be fairly easy to determine what more likely than not o...

We knew this was going to continue to be a big year for legislation and it just keeps on coming. Be sure to follow our HR Branches Facebook as we will be going live to discuss these legislative changes now as well as in the future. Feel free to submit your questions in advance by emailing [email protected] or giving us a call at 719-244-9640.

Without further adieu, lets dive in shall we?

The federal mandate FFCRA (Families First Coronavirus Response Act) we reported on a few months ago was just the shallow end of the pool. Get your life vest- this isn't a kiddie pool folks, the "Healthy Families and Workplaces Act" is white water rapids for the small business community.  Carefully navigating these treacherous waters to keep your business afloat is going to be crucial.

On July 14, 2020 Colorado Govenor, Jared Polis signed the "Healthy Families and Workplaces Act" into law.  In the state of Colorado, only 60% of employees have paid time off through their employer. While this bill...

Rock, Paper, SCISSOR!

Know When to Cut Your Employees Loose

                 Have you ever had that uncomfortable moment when you have to say the infamous phrase to an employee, “can I speak to you in my office?”. As an employer or manager, you may catch yourself in those last few minutes before they arrive reverting to your childhood with a good ole’ game of Rock, Paper, Scissors. It seems like it’s a fair way to try and get yourself out of the hot seat and place it onto someone else, right? Terminating an employee is sometimes like this game because no one wants to be the bearer of bad news by looking like the bad guy (or gal). Terminations have their challenges with even some risk, so it’s an emotionally difficult task. You want to ensure that you are confident with your decision, especially if the employee isn’t underperforming or violating any company policies. So, this process needs to be in the best interest of the company. You must gain your confidence and always remember to ...