Hailey George, MBA

Massachusetts employers: Are you ready for 2025? Employment laws are changing and staying compliant just got easier. AIM’s 2025 Employment Law Guide is now available, and it’s completely free for members. This guide was built for busy HR professionals and business leaders who need more than just legal jargon — they need clarity, strategy, and action. 🔹 Understand what’s new — including salary range transparency requirements under the Frances Perkins Workplace Equity Law 🔹 Spot updates quickly with highlighted compliance changes 🔹 Access real-world tips, case notes, and agency resources in one place 🔹 Save time, avoid risk, and stay compliant Whether you’re updating your policies or advising your leadership team, this guide is a must-read. Get your free copy and stay ahead of the curve: https://loom.ly/Q6b4vCQ Thanks to our friends at McLane Middleton for sponsoring the guide! #EmploymentLaw #HRCompliance #MassachusettsEmployers #PayTransparency #WorkplaceLaw #AIMHR #HRResources

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💡 Pay Transparency Tip of the Day 💡 Think posting a random salary range on a job posting checks the compliance box? 🤔 Not quite! True pay transparency goes way beyond that. It’s about building trust, following the law, and creating a fair workplace. ✅ Want to know the real steps companies need to take? 👉 Check out my HR Insight for the full breakdown: https://lnkd.in/dHGakB_U #PayTransparency #HRTips #WorkplaceEquity #HRInsight #ComplianceMatters

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🚨 NYC Employers: New Paid Prenatal Leave Rules Coming! 🚨 Starting July 2, 2025, NYC employers must update their policies under the Enhanced ESSTA to include 20 hours of paid prenatal leave (per NYS law). ✅ Update and distribute your written leave policy ✅ Post the new Notice of Employee Rights ✅ Show prenatal leave use/balance on paystubs ✅ Don’t require medical docs or advance notice (per NYS rules) 🗂️ Align with both NYC & NYS law — and avoid compliance pitfalls! #HRCompliance #NYCEmployers #PrenatalLeave #PaidLeave #NYSHR #SmallBusinessNYC #EmploymentLaw #HRUpdates

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New Delaware Pay Transparency Law Takes Effect September 26, 2027: What Employers Need to Know   By: Matthew G. Chiota and Robert G. Brody A new Delaware pay transparency law is set to take effect on September 26, 2027. It requires employers to disclose compensation ranges and benefit information in job postings. Aimed at promoting fairness and wage equity in the workplace, the law introduces several key compliance obligations for businesses with more than 25 employees. Under the new requirements, employers must include the hourly or salary compensation range for both internal and external job postings. This compensation range must be established in good faith, meaning it should reflect either the actual pay of current employees in similar roles or the budgeted amount for the position. Employers must also provide a general description of benefits offered for the role, ensuring that job candidates are fully informed. https://lnkd.in/g7yWrZZQ

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If you have employees in NY, there was an update to New York City's Earned Safe and Sick Time Act. The most significant is that employers must now provide all existing (and all new hires) the revised Notice of Employee Rights no later than March 24, 2026 The updated Notice must also be visibly posted in the workplace. These aren't things you have to keep track of on your own, check out Mosey if you're looking for a tool to keep you compliant in all the states you operate in. Link to notice is in the comments

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Calendly, Zoom, Docs, Spreadsheets, Forms... these are all great tools but they weren't built for recruiting. At best, you can stitch together a process to support interviewing every once in a while. But once volumes are up, managing multiple candidates and interviews can become a nightmare. This is where SeeMeHired Interviews come in. Bringing all the tools you need under one roof: ☑️ Schedule interviews without the back and forth (replaces Calendly/Cal.com) ☑️ Pull up the candidate's background and job requirements during the interview (replaces Docs/PDFs and managing multiple browser tabs) ☑️ See your pre-set interview questions and add notes (replaces Forms) ☑️ Immediately fill out the candidate score card after the interview ends (replaces Spreadsheets for evaluating candidates) Plus all the regular features you'd expect such as audio/video, chat & screen sharing. If you'd like to bring interviewing under one roof, talk to our team today ➡️ https://lnkd.in/dZx33Ug

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You saved $12K on recruiter fees. But your new hire just resigned after 2 months… No deals. No pipeline. Just wasted time. Recruitment isn’t just a cost. It’s an investment. And in tech sales, the ROI tells the real story. Our latest article shows you how to calculate your hiring ROI (with real numbers from Sydney tech teams). Read it here 👉 https://lnkd.in/gBiNhBiG #recruitmentROI #techsaleshiring #upliftrecruitment

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Ghosting goes both ways—and it’s hurting your employer brand. In today’s competitive recruitment market, silence isn’t a neutral act. Candidates pay attention, share experiences, and make decisions based on how they’re treated. In our latest article, we explore how failing to communicate can: 🔹 Tarnish your reputation among future talent 🔹 Lead good candidates to walk away 🔹 Cause negative reviews on sites like Glassdoor 🔹 Close the door on referrals We also dive into the reverse side: candidates ghosting employers—and how clear, consistent communication minimizes that too. Read more 👉 https://lnkd.in/gukc85jQ #Fintech #Recruiting #TalentAcquisition #EmployerBrand #Hiring #Communication #RecruitmentBestPractices #FintechRecruiting #PaymentsRecruiting

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How to Leverage Your HRIS Data for Flawless Commission Payouts Commission errors often start with one simple mistake: paying the wrong person. The integrity of your ICM system depends on a perfect handshake with your HRIS. Employee data, job titles, start dates, terminations, and organizational hierarchy are the most foundational inputs to any Incentive Compensation Management (ICM) calculation. If this data is inaccurate or delayed, the entire payment cycle collapses, regardless of the sophistication of the commission engine. The Critical Data Points (Must be Mastered): 1- Employee ID & Status: Crucial for managing payouts for new hires (pro-rating) and terminations. 2- Job Title/Role: Essential for assigning the correct compensation plan. 3- Organizational Hierarchy: Required for manager splits, overrides, and roll-up reporting. 4- Transfer Date: Critical for handling territory or role transfers mid-cycle to ensure accurate credit allocation. Architecture for Integrity: Ackle Consulting designs the data flow to ensure HRIS data is treated as a high-integrity, mastered domain: 1- API-Driven Sync: Secure, automated APIs replace manual file transfers, ensuring real-time updates as soon as an employee's status changes in the HRIS. 2- Data Validation: Logic is built into the integration layer to validate that the HRIS role maps correctly to a qualified compensation plan in the SPM system. 3- Auditability: Every change to an employee record (e.g., a transfer) is logged and time-stamped, providing an unbreakable audit trail for payroll and compliance purposes. Flawless integration with HRIS minimizes payroll risk and simplifies compliance. Finance can trust that the commission file sent to payroll accurately reflects the current status of the employee population, minimizing the need for last-minute reconciliation and manual checks. Treat the HRIS/ICM integration not as a technical pipe, but as a governance firewall. Ensure the data is not only moving fast but moving cleanly and accurately into your compensation engine. Ready to automate your HRIS data flow? Contact us through this form: https://lnkd.in/dWfVnGqi #HRISIntegration #ICM #PayrollRisk #DataIntegrity #RevOps

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𝐒𝐜𝐚𝐥𝐢𝐧𝐠 𝐇𝐑 𝐭𝐡𝐞 𝐒𝐦𝐚𝐫𝐭 𝐖𝐚𝐲 Navigating growth without the right HR structure can slow momentum. Our new white paper — “Scaling HR for Success �� Navigating Project, Bridge, and Fractional Engagement Models” — breaks down three flexible consulting models that help companies stay aligned, efficient, and ready for what’s next. We explore: 🔹 What are the core characteristics of each model 🔹 How they relate to one another 🔹 When to use which — and why Whether you're building HR from the ground up or managing through transition, this white paper is written for leaders who want clarity and impact. 𝐃𝐨𝐰𝐧𝐥𝐨𝐚𝐝 𝐢𝐭 𝐡𝐞𝐫𝐞: https://lnkd.in/gd6Z-4YF #HRStrategy #FractionalHR #ScalableGrowth #Alotten #PeopleFirstGrowth #StrategicHR

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📋✨ HR compliance made simple For small to mid-sized businesses without in-house legal teams, tracking federal, state, and industry-specific regulations can be overwhelming. Our HR Compliance Checklist is your step-by-step guide to staying ahead of changing labor laws and avoiding costly mistakes. 📥 Download it for FREE: https://lnkd.in/gqQFENV6 📩 Want more HR insights? Subscribe to our newsletter: https://lnkd.in/gXGsiuab #HRCompliance #SmallBusinessTips #WorkplacePolicies #BusinessGrowth #HumanResources

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𝗧𝗵𝗲 $𝟬 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗖𝗼𝘀𝘁 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 Employment verifications shouldn’t drain your HR team—or your budget. Clear Verify gives employers a way to deliver fast, secure verifications without manual handling, fees, or added systems. This article explores how HR teams can reduce administrative hours, protect employee data, and build trust across the workforce—all with no added cost. It’s more than compliance. It’s a smarter way to run HR. 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗮𝗿𝘁𝗶𝗰𝗹𝗲: https://lnkd.in/djeZWZeU #EmploymentVerification #HRBudgetSolutions #ClearVerify #HRAutomation #WorkforceEfficiency

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HR professionals now have a powerful new tool to navigate complex employment regulations through HR.com's enhanced Prime Membership. The strategic collaboration with VirgilHR introduces an innovative compliance platform designed to simplify legal complexities and support confident decision-making. The upgraded membership provides instant access to attorney-validated guidance across federal, state, and local employment laws. By integrating VirgilHR's intelligent chatbot, HR leaders can receive real-time insights on critical topics like leave management, wage regulations, and workplace accommodations. Jocelyn King, CEO of VirgilHR, emphasized the platform's significance in addressing unprecedented workplace complexity. 'Our technology empowers HR professionals to make compliant decisions efficiently,' King noted. The solution offers multi-state support, prescriptive workflows, and comprehensive legal resources. Debbie McGrath, HR.com's Founder and CEO, highlighted the platform's transformative potential: 'Today's HR leaders need more than information—they need actionable insights to navigate compliance confidently.' The enhanced membership includes policy templates, compliance modules, and professional development opportunities. This collaboration represents a significant advancement in HR technology, providing professionals with sophisticated tools to manage increasingly complex workplace regulations.

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