We’re delighted to announce Amanda Clifton, MS, SHRM-SCP, has joined impactHR as Senior Human Resources (HR) Consultant, Client Services.
Amanda is a tenured HR Professional with over 17 years of experience in consulting and as a practitioner. Her experience includes strategic and operational HR ranging from strategic planning to front-line HR operations.
Over the course of her career, Amanda has held numerous HR roles with a focus on building resilient corporate cultures and strong value propositions for companies in mergers and acquisitions mode.
Amanda has extensive experience with employee relations, compliance, HR planning, recruiting, workers compensation management, benefits and wellness. In addition, Amanda has worked across industry sectors including health care, information technology, manufacturing and retail.
Her diverse background allows her to provide excellent HR solutions through strategic analysis, research and business acumen. Her history of easily building strong relationships with employees and management teams has helped to bridge the gaps in employee relations and satisfaction both in the US and internationally.
Graduating with her Master’s of Human Resources from the University of Scranton, she is also SHRM-SCP certified and active in the HR community. Amanda also holds her Associate’s Degree in Psychology from Harrisburg Area Community College and her Bachelor’s Degree in Psychology from Temple University.
Welcome, Amanda, to the impactHR team!
A New Normal: Dealing with Remote Employees Who Relocate
One effect of the pandemic (it almost goes without saying) has been the advent of new kinds of work arrangements, especially widespread employer acceptance of employees working full-time remotely from home.
As part of this, another new fast-growing trend involves employees deciding to pick up and relocate to new states, often far away from their company HQs. Forbes magazine, in fact, recently reported 9.3% of Americans (roughly 20 million people) are planning on moving to new locales because of their remote work status.
While this increased flexibility between employers and employees is likely the way forward, employees who relocate to new states can cause unintended HR compliance problems, especially with the many differences in state tax and employment laws and regulations.
To get ahead of these compliance issues and challenges, here are a few quick steps employers can consider taking:
- Employers with remote workers should take extra steps to ensure they have the most accurate information at all times on where their employees are living
- Managers can do more regular check-ins with remote employees, especially to help them stay energetic, productive and well-integrated with the team
- Employers may want to add new language to their handbooks with a policy that requires remote workers to communicate (or even get permission for) their plans to move out of state
impactAction: If you’d like to learn more about managing your remote workers and staying in compliance with relevant state and local laws, contact us at email@example.com or call 443-741-3900.
Register for the HoCo Women’s Leadership Conference, May 17, at Live! Casino + Hotel Maryland
The Howard County (MD) Chamber’s in-person Women’s Leadership Conference (WLC) 2022 takes place in just a few weeks’ time on Tuesday, May 17 (9:00am-4:00pm) at Live! Casino & Hotel, Hanover, MD!
We’re a proud Sponsor of this year’s event – and especially proud that impactHR’s Kelly Mitchell is Co-Chair of this year’s WLC Planning Committee!
The 2022 Women’s Leadership Conference theme is “Herstory: Changing the Game” and includes as keynote presenters: Dr. Daria J. Willis, President, Howard Community College; Jennifer Grondahl, Senior Vice President, Community Development & Communications – Baltimore Orioles; and Precious L. Williams, Founder & CEO – Perfect Pitches by Precious, LLC.
impactHR Joins Annual Pajamas Drive for Casey Cares
For the seventh year in a row, impactHR is joining in to help the Baltimore-based Casey Cares Foundation with its annual “Gift Card and Pajamas” donation drive.
Throughout each year (and this past April 19 with its one-day #CaseyCaresBiggestPjParty), Casey Cares collects pajamas for children and teens plus gift card donations to send to families in care packages to hospitals in the Greater Baltimore-Washington region.
Casey Cares serves children who are critically ill and going through treatment for cancer, sickle cell, cystic fibrosis, plus other life-threatening illnesses.
If you and your organization are interested in contributing to this vital cause, there are many ways to give, including:
- Donations such as youth pajamas (preferably in teen sizes)
- Donations of a gift card for pizza delivery, movie rental or a pair of pajamas from Casey Cares’ Amazon Wishlist (with gifts sent directly to the Casey Cares office)
- Donating a gift card for a grocery store delivery
Click here to learn more about donating.
Consider a Social Media Policy For Your Employee Handbook
As ubiquitous as social media is today, it’s worth asking if, as an employer, you know how many of your employees actively use social media. And it may also be worth checking to see if you have a social media policy in your employee handbook to protect your company.
For example, a social media policy would prohibit online employee behavior such as:
- Harassment of co-workers or customers
- Interference with or disruption of work because of social media usage
- Exposing trade secrets or other proprietary company information
- Disparaging comments about the company and its employees
- References to customers, vendors and business partners
- Posts without a disclaimer stating they’re the opinion of the employee and does not represent the opinion or position of the employer
It’s also a good idea to train employees on your social media policy and continue to modify and update the policy regularly.
impactAction: If you have questions about social media policies for your employee handbook, contact us at firstname.lastname@example.org or 443-741-3900.
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