02.15.18

Training Coupon

Uncategorized

Training Coupon

Have you ever been interested in attending one of our Harassment Prevention or Leadership seminars?

Now is a great time to give one a try because we’re offering a limited-time discount!

Print out this e-coupon, and present it upon arrival to the workshop, and receive $20 off your seat – It’s that simple!

For a list of our upcoming seminars, visit our e-calendar.

 

Training Coupon

To for inquiries, contact Kayla Thomas, thomas@sierrahr.com

To register for an event, send over the following information:

Subject: RSVP – [Title of Workshop]

I would like to register the following attendee(s). Here is their registration information:

Name(s) of attendee(s):

Company:

Phone Number:

E-mail address of attendee(s):

Total amount ($):

You may also send this information via fax (559.437.0500) or register / pay through EventBrite.

*An RSVP is a commitment to pay. All registered attendees will be billed, regardless of an absence. No refunds or cancellations. Substitutions will be accepted.

Have questions? Give us a call at 559.431.8090, or submit an inquiry through our contact page!

We’re on the following social media platforms:

                      


02.01.18

HR Generalist

Uncategorized

HR Generalist

HR Generalist

Are you an experienced HR Generalist seeking new challenges in a professional and exciting team environment? Sierra HR Partners is currently searching for a service-oriented self-starter who can partner with clients from a wide range of industries and help manage their human resource needs. The successful candidate’s role may include: employee relations, leave management, compensation and compliance research, recruitment efforts, preparation of organizational training, the creation of compliant employee handbooks and other special projects.

We provide competitive salary, excellent benefit package, and an unparalleled opportunity for growth. Qualified candidates will have a minimum of five years’ experience in a professional HR capacity, the ability to communicate effectively both verbally and in writing with clients and colleagues; a focus on quality and maintaining confidentiality in daily operations; a high level of professionalism and sound judgment; minimum of a Bachelor’s Degree in Human Resources; PHR , CA-PHR or SPHR certified; knowledge of business operations; and a strong desire to succeed. If this is you, we’d love to talk!

Please apply online with a resume and cover letter.

Phone inquiries may be made to 559.431.8090.

 


12.22.17

December 2017 HR Bulletin

HR Bulletin

December 2017 HR Bulletin

Just When You Thought You’d Seen It All…

December 2017 HR Bulletin

As HR professionals, we see the good, the bad, the ugly… and the downright hilarious. Our Consultants are often asked, “Do other companies have these kinds of issues?” As 2017 comes to a close, below are a few stories to make you smile and remind you that you’re not alone!

___________________________________________________

A retail company was hiring for front-line customer service positions paid between $8-10 an hour. A well-dressed middle-aged man came in with a briefcase, a leather satchel, and his laptop. The interviewer reported the following conversation: During the interview, he started by telling me that I shouldn’t even start talking unless I was prepared to match his current job’s $60,000 salary. I reminded him that these jobs were entry-level jobs that paid accordingly and he told me that I had five minutes to “Wow” him into accepting a job. I give him a cursory rundown of the job and he let me know that he’ll settle for $45,000 in salary, but he can only work 7am-4pm because that’s when his mom is available to drop him off and pick him up. In an effort to conclude the interview, I let him know that we would keep his information on file. He stopped me and said he’ll take an entry level job if I let him use my phone to call his mom to come pick him up.

_________________________________________________________________________

An employment application received by Sierra HR listed a former position as “Self Employed: Marijuana Dealer.” (The candidate was not contacted for an interview.)

_________________________________________________________________________

An employee claimed that her supervisor was creating a hostile work environment by repeatedly asking her out when she wasn’t interested. She reported this claim to Human Resources. When HR investigated her complaint, the supervisor was dumb-struck and said he never asked her out, would never ask out a direct report, and rarely even had a conversation with her. After talking to all possible witnesses in the department, no one had ever seen or heard of any personal interaction between the supervisor and the employee. While reporting the preliminary findings to the employee, she disclosed that she was certain of his interest in her because she ‘had an extra brain cell’ that allowed her to ‘read his mind’. She knew in her mind that he was asking her out. How do you handle mental-telepathy harassment?!

_________________________________________________________________________

Sierra HR Partners was asked to conduct exit interviews and separation procedures for a client whose business was closing. Employees’ final workdays were pre-determined as each department wrapped up operations, and exit meetings were planned every week for approximately two months. Staff became accustomed to seeing our Consultant enter the building with a stack of paperwork to be completed, and the announcement to other employees quickly became a source of amusement for everyone: “The Terminator is here for you!”

_________________________________________________________________________

A supervisor at a newspaper called the HR department because an employee’s mother showed up with the employee for his performance review. She said she felt it was just like a ‘parent-teacher’ conference, and that her help would probably be needed to make sure her son met work standards. The son was 22.

Want to read our full newsletter?  Become an HR Business Partner and receive our monthly updates by email.

As an HR Business Partner, you receive:

• Unlimited phone consultation by certified HR consultants Monday through Friday, 8 a.m. – 5:30 p.m.

• Free monthly legal seminars for designated representative

• Breaking employment news & best practices

• Discounted project rates

• Peace of mind


11.16.17

November HR Bulletin: Are Your Pay Ranges Ready for 2018?

HR Bulletin

As you know, Senate Bill 3 (passed in 2016) gradually raises California’s minimum wage on an annual basis. Which means that in addition to planning your office holiday party, ‘tis also the season to audit your employees’ pay rates to ensure legal compliance. (Who says HR people are dull?)

Effective January 1, 2018 the minimum hourly wage for employers of 25 or fewer employees will be $10.50 per hour. If your company employs 26 or more employees, the minimum hourly rate will be $11.00 per hour. In California, an exempt salaried employee must be paid at least two times the minimum wage for a 40-hour workweek, making the minimum annual salary $43,680 for employers of 25 or fewer, and $45,760 for employers of 26 or more.

The Department of Industrial Relations has also announced changes to the minimum wage rates for employees who are classified as exempt computer software professionals or licensed physicians and surgeons.

Since you’re already foregoing the eggnog so you can examine pay rates, now is a good time to review your company’s wage range for each position, or to create them if you do not currently have formal ranges. In addition to supporting equitable hiring and pay practices, formal wage ranges are necessary for compliance with Assembly Bill 168 (signed by the Governor in October.) This bill prohibits an employer from inquiring about an applicant’s salary history, and from relying on past salary history when deciding on a pay rate to offer. It also requires employers to provide the pay scale for a position to an applicant applying for employment. Failing to comply with a reasonable request would be deemed a misdemeanor.

November HR BulletinEstablishing new pay ranges can be a time consuming process, and Sierra HR Partners is available to assist with best-practice steps and labor market research.

Want to read the full newsletter?  Become an HR Business Partner and receive our monthly updates by email.

As an HR Business Partner, you receive:

• Unlimited phone consultation by certified HR consultants Monday through Friday, 8 a.m. – 5:30 p.m.

• Free monthly legal seminars for designated representative

• Breaking employment news & best practices

• Discounted project rates

• Peace of mind


11.14.17

Supporting Our Community this Holiday Season

Uncategorized

Sierra HR Partners has selected a worthwhile cause to help support our community during the holiday season. We’re supporting a local agency that cares for families in our Community year-round – the Ronald McDonald House of Central California.

Located adjacent to Valley Children’s Hospital, this 22,000 sq. ft. House is a refuge for families with children receiving treatment. Being together as a family is never more important than around the holidays.  Join us in donating items needed for the House listed below. Or if you prefer, you may donate directly to the Ronald McDonald House through their website.

  • Golf Cart (4-6 seats) – or financial contribution
  • Bellhop Cart (hotel baggage cart)
  • Electric Mixers (handheld or Kitchen-Aid)
  • Portable Standing Fans
  • Hair Blow dryers
  • Wheel chairs
  • Irons
  • Ironing Boards
  • Corelle Brand Dishware (white)

The deadline for participation is December 8, 2017.

For questions about participation, e-mail our office manager, Kayla Thomas.