Lisa Tomlinson

📣 #Seattle #startup #founders and #investors come discover how to leverage the strengths of your #ADHD and #neurodivergent team members to stop losing productivity, profits and top talent. RSVP for my free ADHD Strategies for Tech Founders and Investors #event on Thursday at Seattle #Tech Week! https://lu.ma/usrycd73 cc: New Tech Northwest #networking #companyculture #futureofwork - Pls share this post with colleagues and friends 🙏

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Every year employers are sued for mismanagement of leaves of absence, particularly in California. California law provides many protections for employees who require a leave of absence. Managing employee leaves of absence can be complex, especially in California where regulations are stringent (in particular CFRA and PDL). Here’s a streamlined guide to help you navigate the process effectively: 1. Establish a Compliant Leave Policy: Start by creating a clear policy that informs employees about the types of leaves available, who they should contact, and the overall process. This ensures everyone knows what to expect and how to proceed when the need arises. 2. Employee Requests (or there is suspicion an employee needs) Leave: When an employee informs you of their need for leave, even if it’s not a formal request, gather enough details to determine eligibility. 3. Determine Eligibility: Check the employee’s eligibility based on location, tenure, and reason for leave. Different leaves have different requirements, so it’s crucial to know which rules apply. 4. Notify the Employee of Their Rights: Once eligibility is determined, notify the employee of their rights and obligations, including any medical certifications needed. An employee must receive a CFRA notice within 5 days. Ensure the employee is aware of potential benefits, like Paid Family Leave (PFL) or State Disability Insurance (SDI). 5. Designate the Leave: After receiving any required documentation, formally designate the type of leave being provided. This step ensures clarity and compliance with the relevant laws. 6. Coordinate Wages and Benefits: If the employee is eligible for benefits like PFL or SDI, coordinate with payroll to ensure proper wage integration and benefits continuation. 7. Reinstate the Employee: Before the employee returns, ensure all necessary medical releases are obtained. Reinstating them promptly to their original position is essential for compliance. Navigating leave management can be tricky, but with these steps, you’ll be well on your way to ensuring both compliance and a supportive work environment. Need more guidance? Reach out to us at SweeterHR—we’re here to help! #hrconsulting #outsourcedhr #hrexperts #HR #Californiabusiness #california #humanresourcesmanagement

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Ready to master HR practices tailored to California's unique labor laws? Our article explores the benefits of earning Train Me Today's HR Pro Credential. Gain specialized knowledge in wage and hour laws, anti-discrimination regulations, leave of absence policies, and more. Equip yourself with the skills needed to navigate California's complex HR landscape and excel in your career. Read the full article now to start your journey towards career advancement! https://lnkd.in/gb3QXG4s #trainmetoday #PHRca #SPHR #aPHR #PHR #California #HR #HumanResources #HRmanagement #HRdevelopment #HRleadership #HRstrategy #HRconsulting #HRservices #HRtraining #HRcertification #HRevents #HRcommunity #HRprofessionals

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Tech sector leaders advocate the use of merit, excellence, and intelligence (MEI) as their recruiting strategy to hire the best and smartest talent. Some decry diversity, equity, and inclusion strategies for hiring suboptimum talent. (If they mean reducing qualifications, I agree. DEI should never lower hiring standards to achieve a "diversity" hire.) MEI advocates say they want to select the best talent without any bias in any direction. The question I have for them is, without hiring metrics, how will they know? The history of MEI hiring strategies isn't promising. What are your thoughts? Learn more https://lnkd.in/g4g9gNkr #recruiting #hiring, #diversityandinclusion #mei #hrleadership Zahid Mubarik SHRM-SCP, SPHRi, GPHR Zuhal Uluturk Josh Drean Leslie Pomerleau Leslie Motter Casey Webster Casey Tonnelly, PCC Casey Birdwell Casey Bailey Lynda Anderson-Casey, SHRM-SCP, MHREL Kam St. Prix, PHR, M.A., LSSGB, ICP-APM, PhD Economics Kelly Murphy Andréa Armellini Danielle Farage Marianne Cooper Marvin Sanginés Tonya Torres Tonille Miller Ira Tiffenberg Ira Wolfe Bernadette P. Bernadette Jones, SHRM-SCP, SPHR, CEO David Bernstein Bernadette P. Bernie Berrigan Shaikh A Rahman Shannon Lucas Tony Richardson Michal Krautwurst (MBA)

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🧠 Empowering behavioral health: finding visionary leaders to address today's mental health challenges. Navigating executive search in specialized markets like behavioral health can be like walking on a tightrope. The demand for visionary clinical leaders, for example, is soaring because they’re being asked to step up and address societal changes in mental health, especially since the pandemic and the rise of social media use among teenagers. Parents across the country are desperate. They know telling their teenagers to "get off those damn screens" isn’t working. Therapy is needed, but finding effective help, knowing where to go, and understanding insurance coverage are major challenges. Parents of teenagers can all relate, but are we doing our best to address this epidemic in the U.S.? Finding clinical leadership at treatment centers and hospitals, such as the right mix of expertise, empathy, and for-profit leadership with tight budgets, can be very challenging. Mental health needs are higher than ever for teenage girls. So, how do we bridge the gap in identifying clinical leadership, enabling treatment centers to help these patients and demonstrate more positive clinical outcomes? By understanding behavioral health's nuances, leveraging deep industry connections, and acting quickly without sacrificing quality, we can identify clinical leadership in behavioral health that aligns with investors, treatment centers, and patients. At Alder Brooks, we empower behavioral health organizations with niche clinical leadership that makes a difference in society while improving clinical outcomes for patients. 🌟 What's your take on finding the right leaders in specialized markets like behavioral health? Drop a comment, or if you're looking for transformative leadership in behavioral health, connect with us at alderbrooks.net. #meantalhealth #behavioralhealth #privateequity #executivesearch

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JP Elliott, PhD - thank you for creating a space for this discussion! These podcasts are really helping to shape the future of HR (see what I did there). More importantly, enjoyed our conversation. Let’s keep this going……. #futureofhr #hr #dei #people #talent

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Finding a reliable HR partner is an excellent strategy for small businesses navigating the complex landscape of rapid growth. Octane OC, a key player in Southern California’s tech and medtech ecosystem, recognized this need early on. By choosing #Insperity’s full-service HR solutions, they were able to support and accelerate their expansion goals. The partnership has enabled Octane and its associated startups to focus on innovation while Insperity handles the heavy lifting of HR. #InsperityClient #HRThatMakesADifference #StartUp #Growth https://lnkd.in/gvXVCE6c

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