Humanage HR, Napa, CA (2025)

12/20/2024

I wanted to take a moment to express my gratitude to you, for your continued support and for being a such an inspiration. This year would not have been what it was without all of my amazing clients, friends, family, colleagues, power partners, and consultants.

Thank you for your trust in me and for inspiring me to grow and strive for excellence every day.

May you have a healthy and relaxing holiday season and cheers to an abundant new year ahead! ✨

#2025

12/06/2024

🚨 2025 EMPLOYMENT LAW UPDATES – TIME TO UPDATE YOUR HANDBOOK! 🚨

The new year is almost here, and with it comes important legal updates you can’t afford to miss. These changes impact employee handbooks, so now’s the time to prepare! Need help updating yours? We’ve got you covered.

Here’s a quick look at key 2025 updates:

1. Expanded FEHA Protections & Intersectionality: Additional traits (e.g., hairstyles like braids, locs, and twists) and victims of qualifying acts of violence are now protected. FEHA also covers “intersectionality,” addressing overlap of multiple protected traits.

2. Changes to Victims’ Rights Law: Victims of qualifying violence have expanded rights, including using Paid Sick Leave for associated needs.

3. Emergency Paid Sick Leave for Agricultural Workers: Paid Sick Leave can now be used during local/state emergencies for smoke, heat, flooding, or worksite closures.

4. Pregnant Workers Fairness Act (PWFA): Employers with 15+ employees must provide expanded accommodations for pregnant workers, including temporary job duty adjustments.

This is just an abbreviated list, for more information check out the link in our bio or DM us!

06/05/2024

Attention California employers! New workplace violence prevention requirements coming soon!

Starting July 1, 2024, California employers of all sizes must implement a comprehensive workplace violence prevention plan. Here’s what you need to know:

1️⃣ Written Workplace Violence Prevention Plan:
Employers must develop and maintain a plan accessible to all employees, addressing hazards and corrective measures in each work area. This plan should involve employee participation in its implementation, hazard identification, and continuous improvement.

2️⃣ Violent Incident Log:
Keep a detailed log of every workplace violence incident, including information from employees, witnesses, and investigational findings. Personal identifying details must be excluded. Review this log yearly, and after incidents or when deficiencies are identified.

3️⃣ Training:
Provide initial and annual training on the workplace violence prevention plan to all employees. Additional training is required when new hazards are identified or changes are made to the plan. Ensure training materials are suitable for employees’ language, literacy, and educational levels.

Exemptions!👇

❌ Healthcare employers covered by the state’s standard
❌ Dept. of Corrections, Rehabilitation, Law Enforcement Agencies
❌ Remote employees
❌ Worksites with fewer than 10 employees not open to the public

Get started on your workplace violence prevention plan today by working with a skilled HR professional. DM us or comment below to ensure your workplace is compliant and staying up to date with these important mandates.

04/18/2024

Embracing inclusivity fuels innovation and resilience. But unconscious biases can sneak into our hiring processes, hindering us from building the diverse teams we need to thrive. So, how do we level the playing field?

1. Provide training on recognizing and mitigating bias: This training should cover topics such as unconscious bias, stereotype threat, and inclusive interviewing techniques.

2. Implement blind screening: Consider implementing blind screening techniques where identifying information such as name, gender, race, or educational background is removed from resumes before they are reviewed. This helps prevent unconscious bias based on demographic factors.

3. Implement structured interviews: Keep it fair and square with structured interviews. By asking all candidates the same set of questions, we ensure everyone gets a fair shot based on merit, not preconceptions.

4. Use standardized evaluation criteria: Use standardized evaluation criteria based on job-related competencies and skills. This helps focus on the candidate's qualifications rather than subjective judgments.

5. Diversify who is doing the recruiting: Variety is the spice of fair hiring. A diverse panel brings different perspectives to the table, challenging biases and creating a more inclusive environment for all.

6. Always be training your team: Knowledge is power. Ongoing training keeps our team sharp, armed with the tools to spot and squash bias wherever it lurks.

7. Gather and analyze data: Numbers don’t lie. By digging into hiring data, we uncover patterns of bias and take targeted steps to address them head-on.

8. Behavioral interviewing: Focus on behavioral interviewing techniques that assess past performance and behavior in specific situations. This approach provides more objective insights into a candidate's abilities and potential fit for the role

Above all, embrace a "culture add" over a "culture fit": It’s time for a shift. Instead of seeking carbon copies, let’s celebrate what makes each candidate unique—their ability to add value to our culture, not just fit into it.

Building an equitable recruitment process isn’t a one-and-done deal. It’s an ongoing commitment to fairness, innovation, and growth.

02/08/2024

This Black History Month, we honor the resilience, strength, and achievements of Black women in the workplace. As we reflect on their experiences, it's crucial to acknowledge the unique challenges they face and the importance of allyship in fostering an inclusive environment.

Black women often find themselves navigating through a maze of microaggressions, performance and hiring biases, yet their determination remains unwavering. Despite the obstacles, they continue to strive for excellence, with 96% expressing the importance of their careers and a strong desire for advancement. Black women who have strong allies are more likely to find fulfillment in their jobs, believe in equal opportunities for advancement, and feel empowered to bring their authentic selves to work.

A few actionable steps for leaders: offer mentorship programs, educate yourself on the disparities and challenges Black women encounter in the workplace, ensure pay equity and advancement opportunities, speak out against racism, and provide allyship training for your team.

It’s important to remember to keep showing up. Together, let's strive for a workplace where everyone feels valued and empowered to succeed.

12/20/2023

If you’re still struggling with high turnover, disengaged teams, managers lacking leadership skills, performance management and career pathing, total comp strategy and more, you’re not alone. Maybe your HR team is overwhelmed and needs help, maybe you don’t have an HR team and you need some expertise and structure, maybe you’re preparing for M&A and need help with due diligence, or maybe you need to scale for hyper growth in 2024.

I created HumanageHR 10 years ago to help employers with all of the above and more. I know how tough it is to run a business and to hire and keep the right people. When I work with clients, I bring my 15+ years of HR/people experience, along with the necessary humor and empathy (because we all need it!).

Leaders, as you get ready for 2024 ask yourself if you have the support you need to execute your people strategy and meet your business goals. What you may be lacking in-house can be outsourced!

12/07/2023

As we gear up for the new year, don't forget to review and update your policies! Here are a few key employment law updates you should be aware of:

1. Paid Sick Leave Boost: (SB 616) - The Paid Sick Leave amount has been increased to a generous 5 days (40 hours).

2. Compassionate Policies: (SB 848) - Reproductive Loss Leave is now mandatory for employers with
5+ employees.

3. Cannabis & Discrimination: (SB 700) - Additional restrictions are in place to prevent discrimination related to cannabis.

4. Empowerment at Work: NLRA Update - Policies cannot inhibit employees from exercising their rights under the NLRA.

Stay tuned for more detailed legal updates in our upcoming newsletter. Stay compliant and create an inclusive workplace for all!

11/16/2023

In the journey towards fostering a truly inclusive workplace and honoring Transgender Awareness Week, it's crucial to acknowledge and uplift the experiences of Two-Spirit employees. For those unfamiliar, "Two-Spirit" is a term used by some Indigenous North American cultures to encompass a range of gender identities beyond the binary. There is a rich history of q***r Indigenous advocacy, urging a collective effort to overcome systemic barriers in the workplace.

⬇️ Actionable Steps for Employers:

1️⃣ Education and Training: Implement comprehensive diversity and inclusion training programs that educate employees on Two-Spirit history, culture, and the unique challenges faced in the workplace.
2️⃣ Safe Spaces: Create safe spaces for open dialogue, encouraging employees to share their experiences and fostering an environment of understanding and respect.
3️⃣ Policy Review: Regularly review and update workplace policies to ensure they are inclusive and address the specific needs of Two-Spirit individuals.
4️⃣ Representation Matters: Actively seek out and promote the visibility of Two-Spirit individuals within the organization, from leadership roles to employee resource groups.
5️⃣ Partnerships with Indigenous Organizations: Collaborate with Indigenous organizations to enhance understanding and support, ensuring that inclusion efforts are aligned with cultural sensitivity and awareness.
6️⃣ Allyship Training: Provide resources and training for allies to understand the unique challenges faced by Two-Spirit individuals, fostering a workplace culture of support and advocacy.

Let's commit to turning these insights into action, creating workplaces that celebrate diversity and embrace the strength that comes from inclusivity.

11/14/2023

It is Transgender Awareness Week from November 13-19. As leaders, we can use this time to elevate the voices and experiences of our TGX+ (trans and gender expansive) community. Transgender Awareness Week is not just a seven-day period; it's a powerful opportunity for organization leaders to deepen their understanding of the unique needs and experiences of TGX+ individuals within our workplaces.

Here are a few ideas: Take the time to educate yourself and your team on the challenges faced by the TGX+ community. Understanding fosters empathy and inclusivity. You can also amplify
the stories and experiences of transgender individuals. Elevate their voices within your organization to create a culture of understanding and support. I'd also recommend reviewing your policies and ensuring your environment is inclusive and respectful of all gender identities, and that you have practices in place to support employees who are transitioning. This is also a great time to use your platform to advocate for transgender rights. Support initiatives that promote equality and inclusivity within and beyond the workplace.

Above all: foster an environment where open and respectful conversations about gender identity are welcomed. Let's make this Transgender Awareness Week a stepping stone towards a more
inclusive, understanding, and compassionate workplace. I recommend following - a nonprofit organization based in Los Angeles committed to advancing workplace inclusion through innovative training strategies and workforce development, for more helpful resources. By standing together, we create a world where everyone, regardless of gender identity, feels seen, heard, and valued.

⬇️ Share in the comments how you are honoring this week!

11/09/2023

It feels surreal to say that HumanageHR has made it to 10 years in business! I’m so proud of how far this business has come and so grateful for all the amazing clients and partners who are such a huge part of this journey. HumanageHR was born out of a vision to completely disrupt the HR/people space, to create more human-centered workplaces, to help people and businesses thrive. I’m so happy I get to do the work I love and am so passionate about.

In keeping with the theme, here are 10 tips to help you get ahead of HR challenges in the coming year (that we can support you with):

1. Invest in employee learning and development
2. Focus on employee upskilling / reskilling / mobility / career pathing
3. Create / revamp your employee recognition program
4. Improve your recruiting and onboarding process
5. Stick with your commitment to DEI
6. Improve performance management, goal setting, and accountability
7. Get creative with competitive benefits and wellness
8. Update policies, job descriptions, and set pay ranges (Pay Transparency Compliance)
9. Resolve team conflict and improve communication
10. Improve employee experience and retention

11/03/2023

Women in the workplace deserve better. A report by Lean In and McKinsey & Co. allows leaders a look into common myths about women's workplace experiences and career advancement. Progress in senior leadership roles has surged in recent years, but a persistent lag in the middle of the pipeline and underrepresentation of women of color reminds us that true equality is far from our reality.

Women are more ambitious than ever, fueled by flexibility and a commitment to career growth. The "broken rung" is the chief obstacle women encounter on their journey to senior leadership. The broken rung is the first step up from entry-level position to manager. That initial missed promotion winds up holding women back for the rest of their careers. Microaggressions have a significant and lasting effect on women, influencing their well-being and workplace experiences. Both men AND women value flexibility as a top-tier employee benefit and crucial for company success.

Understanding these realities is the first step towards creating a more equitable workplace. It will also help leaders understand their female employees better to know how to not only support their
aspirations but also create a safe environment to allow for higher productivity and company loyalty. Let's continue to work together for a better future!

10/25/2023

Starting January 1, 2024, California is giving its employees an expanded safety net with an extended Paid Sick Leave benefit. Employers are now required to offer 40 hours or five days of paid sick leave annually.

Key benefits to look out for:

1. Accrual Methods: The standard accrual rate of 1 hour per 30 hours worked stays the same. If employers use another accrual method, employees must earn at least 24 hours within their first 120 days of employment, and all 40 hours within their first 200 days.

2. Lump Sum Methods: For employers providing leave in a lump sum, at least 24 hours must be available after the first 120 days of employment, and the full 40 hours after 200 days.

3. Use Caps and Carryover: Your yearly use cap is now 40 hours, and the rolling accrual cap has been upped to 80 hours.

4. Preemption of Local Sick Leave Rules: Certain provisions now follow state law to maintain consistency in these areas.

To prepare for the upcoming law changes, employers can update their sick leave policies. If you have bundled policies, ensure they meet or exceed the updated sick leave requirements. Make sure your employees are aware of these changes and distribute the updated policies by January 1, 2024. For help with implementing these changes, DM us and ensure you are prioritizing the health and well-being of your employees.

Humanage HR

12/20/2024

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