During this podcast, the podcast team discussed the importance of good documentation regarding employee behavior, performance and discipline.

Documenting performance and behavior provides notice to the employee regarding positive and negative events in the workplace. Well drafted documentation can be a key part of an employer’s defense to a claim. Roshni explained that before documenting events at work, managers should investigate thoroughly and make sure they are documenting facts rather than hearsay and rumor. Troy discussed how the documentation should be specific with details that are obtained though the investigation. Generalized comments do not provide guidance to the employee or create the best paper trail that will be used to defend a claim.

• Host Contact information:
• • Roshni Patel, HR Consultant/President of Thrive HR Consulting
  • • roshni@thrivehrc.com (661) 360-6886
  • Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP
  • • dklingenberger@lebeauthelen.com (661) 325-8962
  • Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company
  • • troy@lynncompany.com (661) 301-1247

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

In this enlightening episode, we're joined by DE&I expert Traco Matthews to explore the vital aspects of Diversity, Equity, and Inclusion in the workplace. Learn about the unique challenges and impactful strategies of DE&I, the critical role of leadership, and what the future holds for inclusivity in professional settings. Tune in to gain valuable insights to help navigate and lead in today's diverse business environment.

• Guest Information
• • Traco Matthews, MBA, Chief Health Equity Officer at Kern Health Systems
  • • LinkedIn: @traco-matthews-mba
• Host Contact information:
• • Roshni Patel, HR Consultant/President of Thrive HR Consulting
  • • roshni@thrivehrc.com (661) 360-6886
  • Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP
  • • dklingenberger@lebeauthelen.com (661) 325-8962
  • Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company
  • • troy@lynncompany.com (661) 301-1247

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

The co-host spoke about the definition of a quiet quitter and how to identify them. We also shared understanding the reasons behind quit quitting and strategies to present them.

Later in the show we spoke about how to address them with action plans for the managers to engage with them.

Host Contact information:

• Roshni Patel, HR Consultant/President of Thrive HR Consulting

• • roshni@thrivehrc.com (661) 360-6886

• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP

• • dklingenberger@lebeauthelen.com (661) 325-8962

• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company

• • troy@lynncompany.com (661) 301-1247

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

During this podcast, the podcast team discussed managing the many types of documentation associated with the Human Resources obligations in an organization.

A key file maintained by employers contains personnel records. Roshni and Dan discussed the types of documents that are typically in a personnel file and made recommendations on things that should not be included in the file. We discussed retention of I-9 forms, medical records and confidential investigations in a separate location and file from the personnel file. The podcast members also discussed leave of absence documentation as well as performance reviews and corrective action documentation. The topic of retention periods for documentation was also addressed.

Host Contact information:

• Roshni Patel, HR Consultant/President of Thrive HR Consulting

• • roshni@thrivehrc.com (661) 360-6886

• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP

• • dklingenberger@lebeauthelen.com (661) 325-8962

• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company

• • troy@lynncompany.com (661) 301-1247

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

In this episode of Everyday HR, We speak to Shawn Sanford VP (Pod Leader) Northern California from ParetoHealth.

Shawn talks about what tradition health care spends look like in the fully insured market.

Later in the show we talk about self-funded options using a captive model to control volatility from year to year to project a long-term benefit spend strategy.

Host/Guest Contact information:

• Roshni Patel, HR Consultant/President of Thrive HR Consulting

• • roshni@thrivehrc.com (661) 360-6886

• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP

• • dklingenberger@lebeauthelen.com (661) 325-8962

• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company

• • troy@lynncompany.com (661) 301-1247

• Guest: Shawn Sanford, Vice President of ParetoHealth / One Commerce Square
  • 2005 Market Street, Suite #3900, Philadelphia, PA 19103
  • sanford@paretohealth.com (408) 828-2678

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

The Everyday HR podcast team spoke with special guest Sunny Mueller a licensed clinical counselor about workplace violence and how to recognize the signs.

We also spoke about the California mandate SB553 and how employers are required to establish, implement, and maintain an effective, written Workplace Violence Prevention Plan (WVPP) no later than July 1, 2024.

Resources:

• Department of Labor Workplace Violence Program - https://www.dol.gov/agencies/oasam/centers-offices/human-resources-center/policies/workplace-violence-program
• CA SB 553 Legislative Text - https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240SB553

Guest Contact Info:

Sunny M. Mueller, Licensed Professional Clinical Counselor

Phone: 661.563.0638

email: sunnymmueller.lpcc@outlook.com

Website: www.sunnymmueller.com

Host Contact information:

• Roshni Patel, HR Consultant/President of Thrive HR Consulting

• • roshni@thrivehrc.com (661) 360-6886

• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP

• • dklingenberger@lebeauthelen.com (661) 325-8962

• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company

• • troy@lynncompany.com (661) 301-1247

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

In this episode of Everyday HR, we tackle the complexities of at-will employment in California, dissecting its fundamentals, exceptions, and the balance it requires from both employers and employees. We clarify misconceptions, outline wrongful termination legalities, and consider the differences between initial introductory periods for new hires. For employers, we highlight the importance of documentation and termination best practices. This episode offers essential insights into navigating the at-will employment landscape in California, making it a vital listen for understanding rights and obligations.

Host Contact information:

• Roshni Patel, HR Consultant/President of Thrive HR Consulting

• • roshni@thrivehrc.com (661) 360-6886

• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP

• • dklingenberger@lebeauthelen.com (661) 325-8962

• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company

• • troy@lynncompany.com (661) 301-1247

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.

The Everyday HR podcast team round tabled the art of an effective and legal interview in today’s workplace.

Roshni and Dan shared some key bullets to consider like preparation, interview formats, effective interview techniques, appropriate questions, and inappropriate questions. Dan also spoke about the legal aspect of interviewing and what employers should be aware of.  

Host Contact information:  

• Roshni Patel, HR Consultant/President of Thrive HR Consulting 

• • roshni@thrivehrc.com (661) 360-6886 

• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP

• • dklingenberger@lebeauthelen.com (661) 325-8962 

• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company

• • troy@lynncompany.com (661) 301-1247

Disclaimer: 

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.