With the Holidays upon us, I hope you’re enjoying the spirit of the season with the opportunity soon to unwind and rest before the new year begins.
With the season in mind, I want to convey my sincere gratitude to all of our clients and partners whom we’ve worked with throughout this year. I’m inspired every day to join with my wonderful impactHR team in helping our client companies and organizations implement practical, efficient HR practices that are helping drive their business growth.
Without doubt, we’ve all gone through a lot the last three years, considering the COVID 19 era and subsequent economic challenges.
In reflecting on this past year, three ongoing workplace trends are top of mind for me. First, it’s clear we’re still in the midst of “the great resignation” with estimates showing nearly a record 47 million Americans have quit their jobs since last year.
This leads to a second key trend: continuing challenges companies face with recruiting and retention. As it stands, there are roughly 1.7 open jobs for every unemployed worker. So, it becomes vital more than ever for companies to retain their valuable employees while finding a way to fill open positions to sustain business growth.
These trends relate to a third one of even greater importance – the ongoing crisis of mental health in the workplace and society in general. With many workers, we know they’re experiencing high levels of burnout, stress and anxiety, affecting their quality of life and overall health. As one effect of this dynamic, more workers are “quiet quitting” in which they choose to do the minimal in their work roles.
On this note, just last October, we held an impactBreakfast executive roundtable discussion with three experts to generate new conversations on practical strategies to promote good mental health and wellness in the workplace.
In the midst of these complex trends, I’m so impressed with our clients’ robust interest in tackling workplace challenges head-on with effective HR management practices to support their employees. We know employees are happier, more productive and more likely to stay when a company or organization has a strong foundation built for its HR function.
Ultimately, it’s about building a workplace culture that enables employees to thrive and prosper all year long.
With this in mind, all of us at impactHR look forward to working with you and supporting your teams in the year ahead. To our clients and partners, as always, thank you for giving us your trust and allowing us to be your go-to firm for HR support and consulting.
My very best wishes to you for the Holidays and for the New Year.
Kelly Mitchell, MS, SPHR, SHRM-SCP
Minimum Wage Increases in MD, VA, DC on Jan. 1, 2023
With 2023 just around the corner, a new round of minimum wage increases in Maryland, Virginia and DC is set to occur:
Maryland’s minimum wage will increase (on Jan.1, 2023) to $13.25/hour (a boost from $12.50/hour) for employers with 15 or more employees and to $12.80/hour (an increase from $12.20/hour) for employers with 14 or fewer employees.
Also in Maryland, the minimum wage in Howard County increases (Jan. 1, 2023) to $15/hour for employers (up from $14/hour) with 15 or more employees and $13.25/hour (an increase from $12.50/hour) for small employers with 14 employees or fewer.
In Virginia, the state minimum wage will increase to $12/hour (up from the current level of $11/hour) on Jan. 1, 2023.
The minimum wage for federal government contractor employees increases to $16.20/hour (up from the current $15/hour) on January 1, 2023. All federal agencies will incorporate a $16.20 minimum wage in new contract solicitations starting Jan. 1, 2023.
impactAction: If you need assistance complying with these minimum wage changes, contact us at firstname.lastname@example.org or 443-741-3900.
Getting Ready for 2023: Your HR End-of-Year Checklist
Now is a good time, before the holiday break, to take a look at the components of your HR function to prepare for the start of the new year.
Here is a snapshot checklist of key HR documents, plus practices/processes to review for compliance, clarity, completeness and accuracy:
Documents and records:
- Personnel files (e.g., verify home addresses for employees)
- Medical files
- I-9 files
- Terminated employment records/files (e.g., move current year terminated personnel files to storage)
- File documentation (e.g., remind employees to file an amended W-4 if there has been a change in their filing status, exemptions, etc.)
- Employee handbook (e.g., review to determine if there are any policy updates that need to be made or procedures changed that need updating)
Practices and processes:
- Management development
- Employee development
- Reward and recognition practices
- Salary and compensation practices (e.g., reconcile all vacation/sick and/or PTO balances for year-end payout or carryover if applicable)
Performance management issues
impactAction: If you need assistance optimizing your HR function for efficiency and effectiveness in 2023, contact us at email@example.com or 443-741-3900.