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Deb Keating posted thisHappy International Women’s Day! 💜 Grateful for the inspiring women I get to learn from and work with every day. And for my number one girl who is by far the best teacher -- my daughter. Here’s to continuing to lift each other up. #womenunited
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Deb Keating shared thisSharing for reach/exposure.Deb Keating shared thisRaymer Solutions is my fractional CRO and revenue strategy practice, built exclusively for B2B companies with dedicated sales teams. We assess what's broken, design the fix, and drive execution — from first touch to close and beyond. If your team is talented but your pipeline is unpredictable… If you have salespeople but no system… If you're growing but not at the pace you know is possible… That's exactly the problem I built this to solve. I'd love to connect with founders and revenue leaders who are ready to build something that actually scales. 🔗 www.raymersolutions.com #FractionalCRO #RevenueLeadership #B2BSales #GTM #RaymerSolutions #SalesStrategy
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Deb Keating shared thisSharing for greater reach.Deb Keating shared thisWe're hiring for such a great team at Publicis Re:Sources US! This talented IT team *rarely* has openings so **the time is now** Take the leap - would love to have you here!
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Deb Keating shared thisSo grateful for the trust of our leadership team and truly excited for what’s ahead!Deb Keating shared thisLeadership evolves—and so do we. Today marks an exciting new chapter for our company as our Founder and CEO, Chris Hill, transitions from a split role as CEO and Executive Chairman to a full-time role as Executive Chairman. He will continue to stay involved in the future growth of the business and play a pivotal role in our success, just as he has for the past nearly 20 years. With the transition, we're thrilled to announce Pete Ward as our new CEO to lead us into our next chapter. Pete has been with PerkSpot for almost 7 years, most recently as President and Chief Financial Officer. He has been instrumental to our momentum and is exceptionally well-positioned to guide what's next. As we move forward, our mission remains the same—to help employees save more so they can do more of what they love. Looking ahead, we're focused on building our North American presence with Perkopolis, continuing to optimize our member experience, and expanding our reach through new partnerships. We’re grateful for the foundation that brought us here and energized to help more employees make every dollar count, seamlessly.
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Deb Keating reposted thisDeb Keating reposted this📍 New Year, New Location! If you’ve noticed our logo is no longer on the Adlake Building off the Ohio St. exit—don’t worry, it wasn’t stolen. We’ve officially moved! We’re excited to share that PerkSpot has relocated to the iconic Merchandise Mart here in Chicago. While our address has changed, our mission hasn’t. We’ll continue working hard to bring employees the best discounts and savings in 2026 and beyond. Here’s to new beginnings and the same commitment to helping employees save more. ✨ New location, same website: https://lnkd.in/e5muQYui
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Deb Keating shared this🎙️Different holiday but same sentiments. My sincere wishes for a peaceful holiday and healthy New Year. 🎄🎉
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Deb Keating shared thisSharing for greater reach to finance professionals in the Chicagoland area.Deb Keating shared this🔥 HOT REMOTE JOB 🔥 Senior Financial Analyst role with a rapidly growing, PE-backed company. Fully remote day-to-day, with the expectation that the hire is Chicago-area based to meet periodically with the CFO and Controller. High-visibility role supporting a new leadership team, with hands-on, operational FP&A ownership. This will be competitive and the process is moving quickly. If it looks like a strong fit, happy to connect.
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Deb Keating shared thisReposting for greater reach & with my recommendation. Happy to make a connection.Deb Keating shared thisHello, network! Please keep me in mind if your organization needs an experienced organizational change management leader and expert communicator. I am open to contract or FTE roles in Chicago or Milwaukee. #OpenToWork Networking in key in this tough job market! I welcome your recommendations and introductions to hiring managers. About me & what I’m looking for: 💼 I’m looking for Consultant, Organizational Change Management and Change Communication, Director, Senior Manager, and Lead roles. 🌎 I’m open to roles in Greater Chicago, Milwaukee or remote. ⭐ I’ve previously worked in many different industries including manufacturing, insurance, supply chain, consumer goods, and media.
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Deb Keating posted thisAs we head into Thanksgiving, I am especially grateful for many things. Namely -- ✨ Teams that show up with purpose, creativity, heart and humor. ✨ Leaders who listen, mentor, and challenge. ✨ Colleagues — past and present — who remind me daily that values like kindness, resilience, and collaboration are what matters. ✨ The opportunity to do meaningful work that impacts real people. Thank you to everyone I’ve had the privilege to learn from, partner with, and cheer on this year. Wishing you a restful, joyful, and gratitude-filled Thanksgiving. 🧡🦃
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Deb Keating liked thisDeb Keating liked thisToday, we’re celebrating the programs, partners, and people who make meaningful differences in employees’ lives every single day. At PerkSpot, we understand. Our mission is simple: to help your employees save money and get more value out of their benefits. Here’s to empowering your workforce, strengthening your company culture, and supporting employees. 💙 https://lnkd.in/gUuRtWEg #NationalEmployeeBenefitsDay #EmployeeBenefits #HRCommunity #PeopleFirst #WorkplaceWellness
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Deb Keating liked thisDeb Keating liked this🎉🎊🎉 Three Cheers for FORTY Years! 🎉🎊🎉 On April 1st, 1986, Harmer Associates was founded in Chicago, IL. Now, in 2026, Harmer spans four decades and three different states (Illinois, Colorado, Texas). We strive to start work everyday with the same goal we had in 1986: to recruit incredible people to incredible companies. We've built a wonderful community of recruiters, candidates and clients and can't wait to see how we continue to grow! Happy Birthday, Harmer! #Harmer #40Years #40YearsYoung #ToManyMore
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Deb Keating reacted on thisDeb Keating reacted on thisWe’re halfway through our 60 Day Movement Challenge at PerkSpot, and we aren't slowing down! Over the past few weeks, our team has been showing up in ways that go far beyond step counts: 🏃♀️ Moving every day (in ways that work for them) 🤝 Joining group fitness and sports activities 🧠 Trying something new and building healthy habits 💬 Connecting through 1:1 coaching sessions To celebrate the halfway point, we partnered with our Worklife Wellbeing team to host an Open Table event, complete with body composition testing and movement assessments to help employees better understand and support their wellness goals. But what's been most energizing is the shared progress updates, cheering each other on, and seeing beautiful photos of how different people incorporate movement into their days! We’re excited to keep the momentum going through mid-April and beyond. Because at PerkSpot, well-being isn’t a one-time initiative. It’s part of how we show up for our people every day. https://lnkd.in/dfhwCPbv #PerkSpotLife #EmployeeWellbeing #CompanyCulture #WorkplaceWellness
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Deb Keating reacted on thisLife is too short to work for toxic bosses. You do not deserve that. You do not need that. And you should not spend your talent, time, and energy helping the wrong leaders grow. At Landing Talent & Advisory, we do not work with a long list of clients. We are highly selective about who we partner with and who we help fuel in growth. Our intake process is intentional, strategic, and grounded in saying no when there is not true alignment. Just like our client partnerships, our candidate shortlists are thoughtful, deliberate and made up of performers. We fuel the best of the best to grow. Period. And part of that means helping people find leadership, culture, and opportunity they can actually feel good about on Monday morning instead of dread on Sunday night. https://lnkd.in/gkvFypakToxic bosses don't just hurt people. They hurt the bottom lineToxic bosses don't just hurt people. They hurt the bottom line
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Deb Keating liked thisDeb Keating liked thisIf someone at work is making your life difficult - read this. A short note before the weekend. Over the past few days, I’ve received a number of quiet messages. About situations people are dealing with right now. Having to say yes when they mean no. Carrying expectations that were never clearly agreed. Holding back in conversations because they don’t want to appear difficult. A boss who keeps changing direction A colleague dumping work on you Being blamed unfairly These are not new issues. But they don’t get easier with seniority. In fact, they become more consequential. Because how you handle these moments doesn’t just affect workload. It shapes: how others position you how decisions are made around you and over time, your professional standing This is something I’ve spent a fair amount of time on in my role - in real conversations, real decisions, and real consequences. Tomorrow morning, I’m setting aside 2 hours for a small group to talk through this properly. Just as a conversation around: how to set boundaries how to communicate with clarity how to be firm without being confrontational Session 3 - part of the ongoing series on "How to Deal with People at Work". If this is something you’re currently dealing with, you are welcome to join.
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Deb Keating liked thisDeb Keating liked thisSome people are made for the corporate world, some can pretend for a while, and some just are not. They’ll never be happy in it. I masked and fit in for over 20 years. Hell, I managed to succeed so much that I climbed to an executive level. But I paid a price. For decades, I lived with all-day stress responses to the environment. A constant elevated heart rate, sweaty palms, and stomach pain. All day, every day. I just thought it was normal for me, for over 20 years. That’s who I was, right? Wrong. When I left the corporate world forever in 2010, I couldn’t believe how much my body calmed down! The overwhelming sense of relief was a completely new experience for me and it has lasted for over 16 years now. ✅ Got into the best shape of my life ✅ Blood pressure now 100/66 ✅ Heart rate now 59 ✅ No more anxiety sweating at all ✅ No more stomach pain ✅ The best I’ve felt since I was a kid! Apparently, the best course of therapy for me was self-employment! I felt compelled to write about it this morning because I had a nightmare last night that I was back in my old job. I dreamed that I had forgotten about a business trip and was frantically packing and trying to get a ride to the airport. I woke up, still feeling that panic. I had to check my calendar to make sure it wasn’t real. But then I remembered I quit that job 16 years ago. The wave of instant relief felt insanely good! My point is, you may be dealing with physical issues and anxiety that you think are normal for you and irreversible. Instead, it may be caused by your environment. Change your life, and your body will respond. Easier said than done. I know! But, I have no doubt that I’ve added several more years to my life by making this change. Stress kills. It’s not for everyone, of course. Like I said, some people like going to a 9-5 job (or even a 9-9 job like I had). But some of us aren’t made for it, and we need to chart our own course to get our best lives back. ➡️ Message me if that sounds like you. I have a free community of people just like us! #SelfEmployment #stress #longevity
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Deb Keating liked thisDeb Keating liked thisExcited to welcome Christine Hennessey, PROSCI certified to the Apex Systems ERP Practice with a focus on Organizational Change Management! We are confident in the value she will bring to our clients through her leadership, collaboration and expertise. #consultingservices #infor #apexsystems #erpimplementation #hiring Aditi Parulekar Robin Irvine Sharon Schaeffer Vivek Mehta William J. Dale III Connie Deyo, CPA, PMP, CCMP Peter Wittmann Bret Popper
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Deb Keating liked thisDeb Keating liked thisMost resumes do a decent job of telling people what you are. Very few do a good job of showing who you are. That gap has been on my mind for a long time. Titles, keywords, certifications, and bullet points matter, but they rarely capture how someone leads, how they think through complexity, what they value, or what it actually feels like to work with them. I wanted to build something that goes further than a resume. So I launched a more descriptive profile. https://lnkd.in/gZHYsU4m This was both a way to showcase my value, while also learning how to integrate AI API's in a meaningful way. It’s designed to give hiring teams and peers a better sense of both the operator I am and the person behind the work. It includes more context on my background, leadership style, technical perspective, and the kinds of outcomes I care most about delivering. One part I’m especially excited about is Charlie, my AI assistant built into the site. Charlie helps visitors explore my experience, leadership approach, technical background, and role fit in a more interactive way than a static page ever could. She’s intentionally scoped to the information I’ve chosen to publish, which lets her be useful without wandering into the wrong territory. This is also the beginning of something more personal. I’ll be using the page to share journal entries and video reflections on leadership, platform engineering, DevOps, operations, and the human side of building strong technical teams. Tell me what you think? LinkedIn, Indeed, build this into your platforms and don't charge more for your service. It's about helping people.😉 #PlatformEngineering #DevOps #SRE #TechnologyLeadership #EngineeringLeadership #CloudInfrastructure #Automation #Leadership #AI #CareerGrowth
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𝗘𝗥𝗜𝗦𝗔 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝗳𝗼𝗿 𝗖𝗼𝘂𝗻𝘀𝗲𝗹 𝗥𝗲𝘃𝗶𝗲𝘄𝗶𝗻𝗴 𝗘𝗛𝗣’𝘀 𝗣𝗮𝘆𝗿𝗼𝗹𝗹-𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗲𝗻𝗲𝗳𝗶𝘁 ------ Most “benefits savings” pitches fail because they blur two totally different categories: >> 𝗖𝗮𝘀𝗵-𝗯𝗮𝘀𝗲𝗱 “𝘄𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗿𝗲𝘄𝗮𝗿𝗱” / 𝗳𝗶𝘅𝗲𝗱-𝗶𝗻𝗱𝗲𝗺𝗻𝗶𝘁𝘆 𝘄𝗿𝗮𝗽𝗽𝗲𝗿 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀 (higher risk, often misframed), 𝘃𝘀. >> 𝗦𝗲𝗿𝘃𝗶𝗰𝗲-𝗯𝗮𝘀𝗲𝗱 𝗺𝗲𝗱𝗶𝗰𝗮𝗹 𝗰𝗮𝗿𝗲 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗱 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗹𝗶𝗰𝗲𝗻𝘀𝗲𝗱 𝗽𝗿𝗼𝘃𝗶𝗱𝗲𝗿𝘀 (a different legal and tax analysis). This PPT/PDF is 𝗺𝗲𝗮𝗻𝘁 𝗳𝗼𝗿 𝗖𝗙𝗢𝘀/𝗖𝗘𝗢𝘀 𝗮𝗻𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗲𝗿𝘀 𝘄𝗵𝗼 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗲𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗮 𝘀𝗲𝗿𝘃𝗶𝗰𝗲-𝗯𝗮𝘀𝗲𝗱, 𝗽𝗮𝘆𝗿𝗼𝗹𝗹-𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘄𝗮𝘆—facts first, compliance first, and documentation your counsel can actually review. 𝗪𝗵𝗮𝘁 𝘁𝗵𝗶𝘀 𝗸𝗶𝗻𝗱 𝗼𝗳 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗶𝘀 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝘁𝗼 𝗱𝗼 (when it fits your population) * 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝗮𝗸𝗲-𝗵𝗼𝗺𝗲 𝗽𝗮𝘆 𝗳𝗼𝗿 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 using pre-tax treatment where eligible (without replacing your major medical plan) * 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝗮𝗸𝗲-𝗵𝗼𝗺𝗲 𝗽𝗮𝘆 𝗳𝗼𝗿 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 through how the benefit is structured and administered in payroll * 𝗥𝗲𝗱𝘂𝗰𝗲 “𝗼𝗽𝗲𝗻 𝗲𝗻𝗿𝗼𝗹𝗹𝗺𝗲𝗻𝘁 𝗰𝗵𝗮𝗼𝘀” 𝘄𝗶𝘁𝗵 𝗮 𝗰𝗼𝗻𝘁𝗿𝗼𝗹𝗹𝗲𝗱, 𝗱𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗲𝗱 𝗿𝗼𝗹𝗹𝗼𝘂𝘁 𝗮𝗻𝗱 𝗰𝗹𝗲𝗮𝗿 𝗲𝗹𝗶𝗴𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗿𝘂𝗹𝗲𝘀 * 𝗔𝗻𝗰𝗵𝗼𝗿 𝘁𝗵𝗲 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗶𝗻 𝗮𝗰𝘁𝘂𝗮𝗹 𝗺𝗲𝗱𝗶𝗰𝗮𝗹 𝗰𝗮𝗿𝗲 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀 (𝗻𝗼𝘁 𝗰𝗮𝘀𝗵 𝗶𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲𝘀), delivered through licensed providers—telehealth is simply the delivery method 𝗧𝗵𝗲 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝘀𝗽𝗶𝗻𝗲 (what serious advisors look for) * 𝗧𝗵𝗲 𝗴𝘂𝗶𝗱𝗲 𝗽𝗼𝗶𝗻𝘁𝘀 𝘆𝗼𝘂𝗿 𝗘𝗥𝗜𝗦𝗔/𝘁𝗮𝘅 𝗰𝗼𝘂𝗻𝘀𝗲𝗹 𝘁𝗼 𝘁𝗵𝗲 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 𝘁𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿, 𝗶𝗻𝗰𝗹𝘂𝗱𝗶𝗻𝗴: * IRC §213(d) framing of “medical care” (services, not cash) * Treas. Reg. §1.105-2 and the “irrespective” requirement (a key distinction vs. cash-style approaches) * Treas. Reg. §1.105-11 treatment of self-insured arrangements (what it is—and what it isn’t) * IRS Pub 15 considerations around payroll/FICA handling (how it should be evaluated, not marketed) * The role of actuarial valuation / FMV in building a conservative, defensible file If you’ve dealt with the reality of renewal season and want a cleaner “finance-grade” way to evaluate benefits strategy, this is worth a look. 𝗙𝗼𝗿 𝗺𝗼𝗿𝗲 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: https://lnkd.in/gxMU2rr3 𝗣𝗹𝗲𝗮𝘀𝗲 𝗻𝗼𝘁𝗲: 𝗧𝗵𝗶𝘀 𝗣𝗗𝗙 𝗶𝘀 𝗮𝗻 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲-𝗹𝗲𝘃𝗲𝗹 𝗼𝘃𝗲𝗿𝘃𝗶𝗲𝘄. * A detailed 24-page SIMERP Compliance Guide—written for ERISA attorneys evaluating EHP’s payroll-integrated benefit design—is available upon request.
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Potter's HR Spellbook
8 followers
December HR Checklist: Close the Year Compliantly December isn’t just for PTO requests and potlucks. It’s the final window to get your compliance house in order before 2025. HR magic = catching the gaps now, not in Q1 when it’s too late. Here’s your year-end HR compliance checklist: ✔️ Finalize 2025 Handbook Updates: Reflect new state laws, remote policies, and regulatory changes. ✔️ Distribute Year-End Notices: CA Wage Theft Notice, ACA forms, updated PTO balances, etc. ✔️ Review Exempt/Non-Exempt Classifications: Check updated 2025 salary thresholds for California and federal FLSA. ✔️ Prepare for New Sick Leave & PTO Laws: States like CA, WA, NY and more have expanded leave requirements for 2025, make sure your policies align. ✨ Close the year clean, compliant, and ready to scale. #PottersHRSpellbook #HRMagicTip #HRwithaHintofMagic #YearEndChecklist #HRCompliance #CaliforniaHR #SmallBusinessHR #HRConsulting
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HR Done Right, Inc.
425 followers
📍 Your employees aren’t all in one place. Your compliance efforts shouldn’t be either. We get it. Multi-state employment laws and compliance aren’t exactly thrilling. But ignoring them? That’s where things can really get messy. Whether your team is fully remote, hybrid, or just has one person working from another state, your policies (and your handbook) might need a refresh. 🔗 https://lnkd.in/gRRdv2VW
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People Processes
444 followers
If you can’t confidently answer “Are we compliant?”, you’re taking on unnecessary risk. In HR audits, we consistently see: 🚩 Handbooks that haven't kept up with new laws 🚩 Misclassified roles and messy overtime calculations 🚩 Inconsistent documentation for discipline and firing 🚩 Multi-state and remote workers are handled like they’re all in one location Stop guessing. Our HR Strategic Plan gives you a clear, plain-language risk report and a prioritized roadmap. We show you exactly what needs to be fixed today, and what can wait until tomorrow. 👉 For U.S. businesses, book a Free Strategic Consultation with Rhamy Alejeal, CEO of People Processes. [https://zurl.co/QVniL] #HRCompliance #StrategicHR #OutsourcedHR #PeopleProcesses #donthralone
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Comp Central
75 followers
Prevent Compliance Pitfalls with the Power of HR Tech Solutions Compliance issues can take a toll on any business. Missed deadlines, inaccurate documentation, and inconsistent training can all lead to penalties, litigation, and lost employee trust. That’s why HR technology is vital in mitigating risks and maintaining compliance. With CompCentral’s HR tech, you can: • Track Regulatory Deadlines: Automate reminders for tax filing, policy updates, and employee training to ensure timely compliance. • Ensure Data Security: Secure storage and management of sensitive employee data to reduce the risk of breaches. • Customizable Reports: Generate compliance-specific reports tailored to your business needs, simplifying the audit process. HR technology with CompCentral simplifies your compliance efforts and reduces risk, allowing your business to thrive without fear of potential pitfalls. #RiskManagement #HRTechSolutions #ComplianceMadeEasy #CompCentral Know more about CompCentral & services here: https://lnkd.in/g9-iBrQ6 https://lnkd.in/gkE3kh-w
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NQa Law Firm
52 followers
HR Tip 58: Specify the Rule or Policy violated. Link the alleged act to the specific company policy, code of conduct, or labor law provision that was possibly breached. This shows that the NTE is based on rules, not personal judgment. #HRTips #NoticeToExplain #HRCompliance #EmployeeRelations #PeopleManagement #WorkplaceFairness #HRGuidelines #DueProcess #HRBestPractices
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RK Corporate Consulting (Proprietary) Limited
238 followers
Did You Know? Most Dismissals Are Unfair Because of This One Thing Hereis a compliance fact that surprises most business owners: the majority of dismissal cases that go to the CCMA are found to be unfair, not because the employee did not deserve to be dismissed, but because the employer did not follow the correct procedure. The Labour Relations Act is clear: even if an employee is genuinely underperforming or misbehaving, dismissal without a fair process is “unfair dismissal”. What makes a dismissal fair: ✓ Clear documentation of the issue ✓ A chance for the employee to respond ✓ Progressive discipline (warnings before dismissal) ✓ A fair hearing ✓ Proper notice and procedure What makes it unfair: ✗ Dismissing on the spot ✗ No documentation ✗ No chance to respond ✗ Skipping the process At @RK Corporate Consulting, we help South African SMEs, startups and growing businesses put proper dismissal procedures in place so that when you do need to let someone go, your process can stand up to scrutiny and reduce CCMA risk from day one. If you are unsure whether your current dismissal process is compliant, comment “DISMISSAL” or send me a DM for a brief, no-obligation review of your dismissal procedures. #LabourLaw #Compliance #FairDismissal #CCMA #RKCC #SouthAfrica #smallbusiness
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Compliance Works
2K followers
📋January compliance planning vs December compliance panic ⁉️ — do your future self a favor. HR teams are always busy, so it’s easy to skip regular policy checks and assume last year’s policies are still good for this year. But that puts your whole organization at risk. Start 2026 with a proactive compliance check-up across key policy areas. Not sure where to start? Check out our blog for 5 key requirements to check:: 1. Workplace policies that reflect current provincial requirements 2. Employee communications that satisfy mandatory posting and distribution obligations 3. Training with documentation that proves completion and content 4. Hiring practices that comply with human rights and employment standards legislation 5. Ongoing compliance that catches legislative changes before violations occur Read our complete guide to your HR compliance checkup and download a detailed checklist of HR policies required in Ontario. https://lnkd.in/gN9PkrEk #CanadianHR #EmploymentLaw #HRCompliance #CanadianEmploymentLaw
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ebm
4K followers
📌 COBRA compliance isn't optional — and notice delivery is where it all begins. Employers are required to send out specific COBRA notices at precise times. Miss a deadline or send the wrong language, and you could be looking at steep penalties. 🔍 Two notices to keep on your radar: ✔️ Initial Notice – must be sent within 90 days of enrollment ✔️ Election Notice – triggered by qualifying events like termination, reduction in hours, or divorce Yet many employers aren’t confident in what to send, when, or how. Don’t leave compliance up to chance. This quick guide can help clarify the requirements and reduce your risk: https://zurl.co/Le5OO #EmployeeBenefits #HRTech #HR #Healthcare #Insurance #HealthInsurance #COBRA
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Axiom
80K followers
Investigation backlogs aren't just administrative problems—they're ticking time bombs. Generation Z employees are reporting workplace incidents at rates 40% higher than millennials, while EEOC staffing has grown 21% to handle surging complaint volumes. The result? Legal departments drowning in cases that demand immediate, strategic action. One global retailer recently faced this reality: hundreds of unresolved discrimination and harassment complaints, some months old, with regulatory deadlines looming. Their solution? An ALSP partnership that deployed 15 specialized investigators to clear 200+ cases in just three months. The paradigm shift is clear: Workplace investigations have evolved from occasional disruptions to persistent operational challenges requiring strategic solutions. Smart legal departments are building investigation resilience through: ✅ AI-powered case triage and evidence analysis ✅ Scalable ALSP partnerships for surge capacity ✅ Tech-enabled workflows that ensure consistency and compliance ✅ Cost-effective models (30-50% lower than traditional firm rates) The question isn't whether your organization will face investigation challenges—it's whether you'll be strategically prepared when they arise. Read our latest insights on transforming investigation backlogs into best practices: https://lnkd.in/ga6XNDfC #LegalOps #WorkplaceInvestigations #ALSPs #LegalTech #GeneralCounsel #Employee
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IZTTY
4 followers
Remember when HR was just about hiring and culture? Now it’s about hiring, culture and navigating a 500-page legislative update by Tuesday. The complexity of modern #laborlaw has outpaced the "standard" #HR toolkit. If your software isn't proactively spotting risks and automating compliance, it’s not a tool—it’s a digital filing cabinet. We built #iztty on a simple premise: your #software should be smart enough to handle the "#Law" so you can handle the "Human." #Compliance shouldn't be a hurdle; it should be a foundation that builds itself in the background while you scale. Elevate your HR from reactive to proactive. #iztty #WorkforceManagement #HRSoftware #LegalCompliance #Leadership
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Relocation Serbia
433 followers
This video breaks down how an employer determines the penalty when an employee violates a Non-Disclosure Agreement (NDA). Understanding the calculation helps both employers and employees navigate these situations with greater clarity. It's crucial to know the potential financial ramifications of breaching an NDA. Being informed can lead to better compliance and more transparent communication. #NDA #LegalCompliance #EmploymentLaw #ContractLaw
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The Shields Agency
96 followers
HR friends, the end of the year is almost here. Before 2026 sneaks up on us, now is the time to double-check a few compliance essentials. Here’s your HR Year-End Checklist: ✅ Review ERISA plan documents and Form 5500s ✅ Audit COBRA notices and update 2026 premiums ✅ Update Section 125 plan documents and complete nondiscrimination testing ✅ Prep ACA 1094 and 1095 reporting ✅ Send Medicare Part D creditable coverage notices ✅ Refresh handbooks and HR policies for new laws Bonus items to keep on your radar: 🔹 File your CMS disclosure if you offer prescription coverage 🔹 Complete your Gag Clause Attestation by December 31st Is there something you always recommend taking care of before year-end that we didn’t mention? Drop it in the comments, we’d love to hear what’s on your checklist too. #HRChecklist #EmployeeBenefits
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HR Insider
2K followers
📚 11 Legal Cases Every HR Leader Should Know (So Far in 2025) New employment laws might make the headlines—but it's the court cases that truly shape HR practice. From rulings on return-to-office mandates to decisions about burnout, AI in the workplace, time theft, and drug testing policies, the first half of 2025 has delivered a wave of legal decisions that directly impact how you manage compliance, discipline, and risk. Here’s a sample of what you’ll find inside: ✔️ The BC court decision that limits honest performance claims in contract negotiations ✔️ Two constructive dismissal wins for employees forced back to the office ✔️ A new benchmark on how long is “too long” to wait for a disabled employee ✔️ A surprising drug testing case where an ankle twist cost the employer $2,000 We’ve summarized the Top 11 HR Cases of 2025 (So Far) with clear takeaways to guide your policies and minimize liability. 👉 Get the full case list and analysis here: https://lnkd.in/eQcRw63Z #HRInsider #HRCompliance #EmploymentLaw #WorkplacePolicies #HumanResources #HRLeadership #ReturnToOffice #WorkplaceMentalHealth #AIPolicy
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Michael Trust Law, APC
687 followers
Performance improvement plans are litigation roadmaps disguised as management tools. Employers implement PIPs believing they're building a defense for termination. They document performance deficiencies, set clear metrics, and follow HR protocols. Then they lose the wrongful termination case anyway. Here's why: PIPs don't prove legitimate performance issues—they prove the employer knew how to document. When an employee claims discrimination or retaliation, a PIP becomes evidence of pretext, not protection. California courts and the Labor Commissioner scrutinize the timing and context of PIPs. If the performance issues "suddenly" appeared after the employee complained about harassment, requested accommodation, or took protected leave, that PIP is now Exhibit A for the plaintiff's retaliation claim. The more detailed your documentation, the more obvious the timing problem becomes. PIPs can be appropriate management tools when used correctly, but they're not legal shields. If you're considering a PIP for an employee who recently engaged in protected activity—or if you're using a PIP to build a termination case—consult with an employment attorney before proceeding. The documentation you create today becomes the evidence tomorrow. Disclaimer: This post is for informational purposes only and does not constitute legal advice. Viewing or interacting with this content does not create an attorney‑client relationship. For guidance on your specific situation, consult with an employment attorney.
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Insight Ally
230 followers
Few things are more stressful for HR than compliance tracking. Whether it’s certifications, mandatory training, or employment law updates, compliance mistakes can cost companies millions in fines and penalties. But the way most HR teams handle compliance today is reactive and manual—which means things inevitably slip through the cracks. Think about it: Are all employees up to date on their required training? Do any certifications expire next month? Can you pull a compliance report in seconds if an auditor asks for one? If you hesitated on any of these, you’re not alone. Most HR teams are still managing compliance in spreadsheets, manually tracking employee progress, and spending hours chasing people down for training completions. PeopleAlly eliminates the guesswork. Here’s how it works: ✅ PeopleAlly automatically tracks employee certifications and reminds employees before they expire. ✅ It can send automated nudges to employees who haven’t completed training—so HR doesn’t have to. ✅ It generates instant compliance reports, so HR teams can prove compliance in seconds, not hours. It’s time for compliance tracking to be proactive, not reactive. HR professionals, what’s the most frustrating part of compliance management at your company? Let’s talk: https://bit.ly/426719a
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Click Boarding
3K followers
Avoid Costly Compliance Mistakes! HR compliance isn’t optional. Missing forms, late verifications, or errors in hiring paperwork can cost you—up to $20,000 per violation! Manual processes slow your hiring, delay start dates, and increase legal risks. But with Click Boarding, 98% of new hires complete forms before day one. Our automated workflows, secure digital storage, and real-time tracking keep your HR team worry-free. Stay ahead of compliance. Stay ahead of risk. Click Boarding ensures every hire is prepared—before they even start. 👉 Learn more at https://lnkd.in/g66UXpns
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