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Are you finding it challenging to navigate the complexities of pregnancy-related policies and regulations?


Do you worry about staying compliant with the latest legal requirements to protect your employees and organization?


If so, join us for our upcoming webinar on February 6 to learn more about the Pregnant Workers Fairness Act (PWFA)!

Alternative HR will be providing training for employers on the Pregnant Workers Fairness Act (PWFA) during a webinar scheduled for Thursday, February 6 at noon.


The PWFA applies to all employers with 15 or more employees. It requires employers to make changes to the work environment, or make changes to how things are usually done, in order to remove work-related barriers to workers affected by pregnancy, childbirth, or related medical conditions. The PWFA not only affords protections to employees immediately upon hire, but also to applicants for employment.


Employers also need to understand how the PWFA interacts with Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the PUMP Act and FMLA. The PWFA requires different types of accommodations than does the ADA or FMLA, and the definition of ‘temporary’ under PWFA is significantly different than that under the ADA.


This webinar will help employers understand who is covered, what the employer obligations are, how workers can request accommodations, and how employers determine what is reasonable or not. The session will also include a Q & A. 

REGISTER HERE!

Power Tools & Tips For Workplace Leaders

From Culture to Demographics

The 5 influential factors of HR philosophy

Human resources philosophy is the set of guiding principles and beliefs that an organization holds regarding the management of its employees. It determines how the company will recruit, train, develop, retain, and reward its employees.


The HR philosophy is an essential aspect of any organization's success, as it defines how the company treats its employees and how it expects them to contribute to its goals. In this article, we will explore the main factors that influence the HR philosophy in an organization.


1.Organizational Culture


Organizational culture is the shared values, beliefs, and attitudes that shape how people behave within a company. It plays a crucial role in shaping the HR philosophy of an organization. For example, a company that values teamwork and collaboration is likely to have an HR philosophy that emphasizes cooperation and mutual support among employees. On the other hand, a company that emphasizes individual performance and competition is likely to have an HR philosophy that rewards individual achievement.


2.Business Strategy


The business strategy of an organization is another critical factor that influences its HR philosophy. A company that is focused on growth and expansion may place a greater emphasis on recruiting and retaining top talent. Such a company may offer generous compensation packages, training and development opportunities, and other perks to attract and retain the best employees. Conversely, a company that is focused on cost-cutting may have an HR philosophy that emphasizes efficiency and productivity.


3.Legal & Regulatory Environment


The legal and regulatory

environment in which an organization operates is another important factor that influences its HR philosophy. Labor laws, anti-discrimination regulations, and other legal requirements can significantly impact how an organization manages its employees. For example, an organization that operates in a highly regulated industry may need to have a strict HR policy that ensures compliance with all relevant laws and regulations.


4.Leadership Style


The leadership style of an organization's executives can also play a significant role in shaping its HR philosophy. Leaders who value employee engagement, development, and empowerment are likely to have an HR philosophy that focuses on employee well-being and growth. In contrast, leaders who prioritize efficiency and productivity may have an HR philosophy that emphasizes performance metrics and accountability.


5.Employee Demographics


The demographic makeup of an organization's workforce can also influence its HR philosophy. For example, an organization with a predominantly young workforce may need to have an HR philosophy that emphasizes flexibility and work-life balance to attract and retain millennial employees. Similarly, an organization with a diverse workforce may need to have an HR philosophy that values diversity, inclusion, and cultural sensitivity.


Information provided by: LinkedIn

The HR philosophy of an organization is influenced by a range of factors, including organizational culture, business strategy, legal and regulatory environment, leadership style, and employee demographics. By understanding these factors, organizations can develop an HR philosophy that aligns with their values, goals, and objectives, and that helps them attract, retain, and develop the best talent.

No matter what aspects of HR challenge you the most, Alternative HR can help! 

 

We provide you with practical solutions and exceptional results!


ALTERNATIVE HR |www.alternativehr.com| 605.335.8198 



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