HR & Beyond

Celebrating Black-Owned Businesses This Black History Month ?? At HR & Beyond, we are proud to support Black entrepreneurs and business owners who continue to drive innovation, create jobs, and build generational wealth. Black-owned businesses play a crucial role in our economy, and this month, we honor their resilience, excellence, and impact. Supporting Black businesses isn’t just about one month. It’s about long-term economic empowerment and creating inclusive workplaces that champion diversity, equity, and opportunity. ?? As a small business owner, ensuring compliance, strong HR policies, and inclusive hiring practices is key to sustainable growth. Let HR & Beyond help you build a thriving, people-first business. ???? Visit HRandBeyond.com to learn how we can support your business! #BlackHistoryMonth #SupportBlackBusinesses #HRandBeyond #SmallBusinessHR #DiversityInBusiness #BlackEntrepreneurs #EquityAndInclusion

??? #QuestionOfTheWeek: What is a total compensation statement? A total compensation statement gives employees a full breakdown of their earnings beyond just their paycheck. It highlights the true value of their compensation by detailing not only their base salary or hourly wages but also bonuses, paid time off, health and wellness benefits, retirement contributions, and additional perks covered by the employer. Providing employees with a clear view of their total rewards helps boost engagement, retention, and appreciation for the benefits your company offers! ?? Want to improve transparency in your compensation strategy? HR & Beyond can help! ???? Visit HRandBeyond.com or drop your HR questions in the comments—you might be featured in our next “Question of the Week”! #HRandBeyond #TotalCompensation #HRCompliance #SmallBusinessHR #EmployeeBenefits #WorkplacePolicies #HRQuestions #EmployeeEngagement

?? Business Tax Return Deadlines Are Approaching! ?? Attention small business owners! Tax season is here, and staying ahead of important filing deadlines is crucial to keeping your business compliant. Mark your calendars! ??? ?? March 15 – Due date for:?? Partnerships?? Multi-Member LLCs?? S-Corps filing Form 1120-S ?? April 15 – Due date for:?? Sole Proprietors?? Single-Member LLCs?? Corporations that end their year on December 31st Don't wait until the last minute! Review your records, organize your documents, and ensure you’re prepared to file on time. ?? Need help staying compliant with tax-related HR documentation? HR & Beyond is here to support your business with expert HR solutions. ???? Visit HRandBeyond.com to ensure your business is on track! #HRandBeyond #BusinessTaxes #SmallBusinessHR #TaxSeason #EntrepreneurLife #HRCompliance #WorkplaceSuccess

??? #QuestionOfTheWeek: What Should We Include in an Attendance Policy? A well-structured attendance policy helps set clear expectations, ensures consistency, and reduces confusion about tardiness and absences. Here’s what your policy should cover: ?? Expectations: Clearly define what “on time” means and what constitutes tardiness or absence (e.g., "Employees are expected to arrive at the workplace on time and ready to perform their job"). ?? Notification Procedures: Outline how and when employees should notify management of planned or unplanned absences—including who to contact and required notice times (e.g., "Call your manager at least two hours before an unplanned absence"). ?? Consequences for Violations: Specify disciplinary actions for unexcused absences, excessive tardiness, or no-call no-shows. Having a clear attendance policy sets expectations, protects your business, and ensures accountability. Not sure if your policy is up to date? HR & Beyond can help you create an attendance policy that aligns with your business needs and compliance requirements! ???? Visit HRandBeyond.com or drop your HR questions in the comments—you might be featured in our next "Question of the Week"! #HRandBeyond #AttendancePolicy #HRCompliance #SmallBusinessHR #EmployeeManagement #HRQuestions #WorkplacePolicies

Recent high-profile lawsuits serve as a powerful reminder that every business, big or small, must take harassment prevention seriously. As a small business owner, ensuring your workplace is safe, respectful, and legally compliant is essential. Here’s what you need to know small business owners: ? Have a Clear Anti-Harassment Policy: Define what constitutes harassment and communicate policies clearly and frequently to your employees through handbooks, onboarding, and team meetings. ? Provide Confidential Reporting Channels: Employees must feel safe to report concerns without fear of retaliation. Whether it’s an HR representative, an anonymous reporting tool, or an external consultant, offering secure reporting options builds trust. ? Invest in Regular Training: Harassment prevention is an ongoing process. Ensure employees and managers receive updated training on proper workplace conduct, how to identify harassment, and the legal consequences of retaliation. ? Take Complaints Seriously & Investigate Promptly: Ignoring or delaying action on complaints can result in legal and reputational risks. A thorough, unbiased investigation demonstrates that concerns are taken seriously and ensures appropriate corrective action is taken. ? Prevent Retaliation & Foster a Culture of Respect: Retaliation can be just as damaging as harassment itself. Employees must know they are protected when reporting concerns. Encouraging open communication, inclusivity, and professionalism helps prevent these issues before they arise. ?? Want to simplify compliance & protect your business? HR & Beyond offers an HR system that lets you store policies, track employee acknowledgments with eSignatures, and set up simple training programs, all in one place. ?? Visit HRandBeyond.com today to learn how we can help keep your business compliant, safe, and thriving! #HRandBeyond #WorkplaceSafety #HRCompliance #SmallBusinessHR #SexualHarassmentPrevention #ProtectYourTeam #HRforSmallBusinesses

??? #QuestionOfTheWeek: What is a “plan document” for employer-sponsored insurance plans? A plan document is the official governing document of employee benefit plans, including health, welfare, and retirement plans. Under the Employee Retirement Income Security Act (ERISA), almost all private employers offering benefits must have a corresponding plan document in place. ?? What Should Be Included in a Plan Document? ?? Eligibility criteria for employees ?? Funding and contribution requirements ?? Detailed information on each benefit ?? ERISA disclosures and compliance requirements ?? What About the Summary Plan Description (SPD)? ERISA also mandates that employers provide a Summary Plan Description (SPD) to employees within 90 days of coverage or when a plan is updated. This document summarizes key benefits and features in plain, easy-to-understand language to ensure employees fully understand their benefits. Need guidance on ERISA compliance or employee benefits? HR & Beyond is here to help! We provide expert HR support to ensure your benefit plans meet legal requirements and keep your business compliant. ???? Visit HRandBeyond.com or drop your HR questions in the comments, you might be featured in our next “Question of the Week”! #HRandBeyond #EmployeeBenefits #HRCompliance #ERISA #SmallBusinessHR #WorkplacePolicies #HRQuestions #EmployeeSupport

?? Stay OSHA-Compliant in 2025 Attention small business owners! Key deadlines for OSHA injury and illness reporting are coming up. Here’s what you need to know to stay ahead: Form 300A Posting ??When: February 1–April 30 ??Who: Employers with 11+ employees in 2024 ??What: Must be posted in a visible location—even if no incidents occurred. Electronic Reporting Deadline ??When: March 2, 2025 ??Who: Employers with 250+ employees, or 20–249 employees in high-risk industries must submit Form 300A. ??New for 2025: High-hazard industries with 100+ employees must submit Forms 300 and 301. At HR & Beyond, we help small businesses navigate OSHA requirements with ease. Don’t leave compliance to chance—partner with us to protect your business and your team. ????Visit HRandBeyond.com for expert HR support today! #OSHACompliance #HRandBeyond #WorkplaceSafety #SmallBusinessSupport #HRCompliance #EmployeeWellness

??? #QuestionOfTheWeek: Is it a good idea for a manager to call candidates who were interviewed but not selected? There’s no rule against calling candidates to let them know they weren’t chosen, but whether it’s a good idea depends on candidate expectations and your goals. ?? Set Clear Expectations: Let candidates know upfront how you’ll follow up after the interview process—whether by email, phone, or another method. This builds trust and ensures clarity.??? Consider Candidate Preferences: A simple checkbox on the application can ask candidates how they’d like to receive updates. Meeting their preferences shows professionalism.??? Provide Constructive Feedback: If you choose to call, take the opportunity to provide meaningful, objective feedback. Avoid vague statements like “We went with a better fit.” Be prepared to answer questions and offer advice to help them in future opportunities. Ending the candidate experience on a positive note, even if they weren’t selected, strengthens your employer brand and shows your commitment to fairness and transparency. ?? Need help fine-tuning your hiring process or ensuring compliance? Let HR & Beyond guide you every step of the way! ???? Visit HRandBeyond.com for expert HR solutions or drop your questions in the comments—you could be featured in our next “Question of the Week”! #HRandBeyond #CandidateExperience #HRCompliance #EmployeeSupport #SmallBusinessHR #WorkplaceExcellence #HRQuestions #HiringTips

DEI Rollbacks: What Small Business Owners Need to Know ?? Recent changes in Diversity, Equity, and Inclusion (DEI) policies have led to major corporations scaling back DEI programs, impacting funding, supplier diversity, and hiring initiatives. But what does this mean for small business owners? ?? Supplier Diversity Cuts: Fewer corporate contracts for minority-owned businesses mean fewer growth opportunities.??? Funding Challenges: Many DEI-related grants and financial programs are disappearing, making access to capital harder.??? Legal & Compliance Shifts: New regulations could affect workplace policies—staying informed is key. So How Can You Stay Ahead???? Diversify Your Partnerships to reduce reliance on corporate DEI programs.??? Seek Alternative Funding through community-based grants and local lenders.??? Create Your Own Inclusive Policies to attract and retain diverse talent.??? Stay Compliant & Informed to navigate legal changes effectively. At HR & Beyond, we help small businesses stay compliant, competitive, and inclusive in an evolving business landscape. Let’s build a workplace that works for everyone—regardless of changing policies. ?? Visit HRandBeyond.com to get expert HR support today! #DEIRollbacks #SmallBusinessHR #HRandBeyond #SupplierDiversity #InclusiveWorkplace #HRCompliance #SmallBusinessOwners

??? #QuestionOfTheWeek: I read that FMLA entitles eligible employees to 12 weeks of unpaid, job-protected leave. What does “job-protected” mean? When a leave of absence is “job-protected,” it means an employee cannot be terminated, demoted, or stripped of any earned benefits simply because they took time off. Upon their return, employers are generally required to reinstate them to their original role or an equivalent position with the same pay, benefits, and conditions of employment. This protection ensures employees can take necessary time off without fear of losing their jobs or facing adverse actions due to their absence. However, job-protected leave doesn’t shield employees from layoffs or job changes that would have occurred regardless of their leave. Employers may also discipline or terminate employees after their leave if legitimate business reasons exist but it’s crucial to document these actions thoroughly to avoid any claims of retaliation. ?? Struggling to navigate FMLA requirements or other compliance challenges? HR & Beyond is here to help! We’ll ensure your policies are compliant and designed to protect both your employees and your business. ???? Visit HRandBeyond.com or drop your HR questions in the comments. Your query might be featured in our next "Question of the Week"! #HRandBeyond #FMLA #HRCompliance #EmployeeSupport #SmallBusinessHR #WorkplacePolicies #HRQuestions #EmployeeEngagement