Hiring

A hiring strategy is essential. The strategy should address budget, pay structures when to add and how many team members to add, and organization structure. It is critical to forecast anticipated growth and how that will change your workforce needs in both the short term and long term. Hiring strategy should include internal procedures for hiring, including required approvals, and workflows. 

 Job descriptions should be well thought out and crafted prior to hiring positions. Job descriptions will serve throughout the employee life cycle. They will serve as a basis for job postings, performance reviews, and training and development.

Job postings should be accurate and clearly represent the open position. Over or under-stating to entice potential candidates to apply typically does not work out in the long term. It may be tempting to “borrow” a similar organization’s job posting, but “buyer” beware, your organization becomes responsible for the good, the bad and the ugly of the “borrowed” job posting. 

All candidates should complete a job application, while there is no federal law mandating applications, it is a best practice for several reasons. Job applications allow for efficient screening of applicants, provide a legal document granting authorization to verify background, ensure applicant acknowledges the organization’s commitment to equal employment opportunities, clarify potential employment status (for example at-will), and require applicants to attest to the accuracy and truthfulness of the information they provide. It is imperative that applications do not violate any federal, state, or local regulations. As a best practice only require information that is necessary to screen the applicant, and do not ask for personal or medical information. 

The interviewing process can be stressful to not only the interviewee but the interviewer as well. If you and your organization are new to interviewing, learning solid approaches and interview techniques will ensure that you are able to access the needed information to properly appraise candidates. Try to use behavioral, open-ended, and previous experience type questions. These questions allow the interviewer to get a better understanding of how candidates have performed, will perform, communicate, etc. Be very careful not to ask any questions that are unrelated to the position or maybe potentially discriminatory (do not ask about childcare, transportation, age, etc.). 

Crucial to the hiring strategy is ensuring compliance with state and federal reporting and hiring requirements. Your new employees will need to complete a W-2 and this information can be used to report new hires to the State Directory of New Hires (this includes rehires as well). All employers are required to verify employee’s authorization to work in the United States by completing USCIS Form I-9. Employers with 25 or more employees, state agencies, public contractors, and subcontractors are required to participate in the E-Verify program. 

Pay Structures

Payroll can be one of the largest regular expenses employers have. Being such a large expense, it stands to reason that employers should look at reducing that cost. However, most employers are covered under the Federal Labor Standards Act (FLSA). What that means is that employees need to be classified as exempt (from minimum wage and/or overtime) or non-exempt. The FLSA determines which employees are exempt or non-exempt based on the DUTIES they perform, not the job title. Below is a brief description of the 4 main exemptions and how to apply them.

Executive Exemption

• The employee must be compensated on a salary or fee basis of at least $684 per week;
• The employee’s primary duty must be managing the enterprise, or managing a customarily recognized department or subdivision of the enterprise;
• The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent; and
• The employee must have the authority to hire or fire other employees, or the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees must be given particular weight.

Administrative Exemptions

To qualify for the administrative employee exemption, all the following tests must be met:

• The employee must be compensated on a salary or fee basis of at least $684 per week;
• The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and
• The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.

Professional Exemption

To qualify for the learned professional employee exemption, all of the following tests must be met:

• The employee must be compensated on a salary or fee basis of at least $684 per week;
• The employee’s primary duty must be the performance of work requiring advanced knowledge, defined as work that is predominantly intellectual in character, and which includes work requiring the consistent exercise of discretion and judgment;
• The advanced knowledge must be in a field of science or learning; and
• The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.

To qualify for the creative professional employee exemption, all of the following tests must be met:

• The employee must be compensated on a salary or fee basis of at least $684 per week;
• The employee’s primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.

***Effective July 1, 2024 the salary threshold increases to $844 per week, then on January 1, 2025, the salary threshold increases to $1128 per week and then increases every three years thereafter. ***

Highly Compensated Employees

Highly compensated employees performing office or non-manual work and paid total annual compensation of $107,432 or more (which must include at least $684 per week paid on a salary or fee basis) are exempt from the FLSA if they customarily and regularly perform at least one of the duties of an exempt executive, administrative or professional employee identified in the standard tests for exemption.

Effective July 1, 2024, the annual salary increases to $132,964 per year, including at least $844 per week paid on a salary or fee basis, then on January 1, 2025, the annual salary threshold increases to $151,164 per year, including at least $1,128 per week paid on a salary or fee basis and then increases every three years thereafter. ***

If employees do not meet the above criteria, then they are non-exempt employees and must be paid minimum wage and overtime for all hours over 40 worked in a week. The overtime rate is 1 and ½ times the regular rate of pay. The regular rate of pay is calculated below: 

Total compensation in the workweek (this includes some bonuses and other pay premiums received, but excludes statutory exclusions) ÷ Total hours worked in the workweek = Regular Rate for the workweek

Separations

This is probably one of the most difficult areas for all employers. It tends to be an emotional topic, whether just the employer or employee or both. Keeping a calm, professional demeanor during the separation process and consistently applying company policies can avoid a lot of headaches down the road. 

Voluntary resignations are typically straightforward. An employee decides to leave. These separations can provide insights into a number of areas relating to the “employee experience.” Having an exit interview strategy will assist in getting deeper insights into what your employees experience. Interviews can be done as a survey or in person, it is best that they are done within a few days (or prior to) the date of separation. Questions should be aimed at addressing the overall work experience. Using a combination of multiple-choice, scaled, and open-ended questions tends to give the best overall picture. 

One last word on voluntary resignations and a word of caution. We have all been there, we have an employee who really needs to be terminated, but for one reason or the other, leadership does not terminate the employee, instead somewhere a decision is made to make work uncomfortable enough (through any number of means) to encourage the team member to resign. This is not a voluntary resignation; this is a constructive discharge and is involuntary in nature. At best worker’s compensation is charged back to you, worse case scenario you can expose your company to a number of risks that can be costly to resolve. 

Management of involuntary terminations happens and while unfortunate, having a strategy to address these types of terminations is imperative. Well-developed disciplinary, performance improvement (PIP), and corrective action (CIP) strategies clarify the process of what to do when workplace expectations are not met. These strategies should also include the caveat that there may be situations that warrant immediate dismissal or adjustment of any of the above processes. 

Documentation and consistency are essential. Document your policies for the separation and disciplinary strategies. Remember to document PIP, CIP, coaching, and counseling with team members. When carrying out these strategies apply them consistently to your workforce. 

Final Thoughts

HR strategies should align to your overall business strategy and culture. When designing and implementing your workforce strategies, do not remove the human element. It can be tempting to do, especially with the plethora of regulations and exposure to risk. There is no way to remove the risk from business and that includes your HR strategy. Our employees are human beings and deserve to be treated as such with compassion and respect. Finally, regularly review your strategies and policies to ensure compliance and reflect changes in business and workforce. 

Jenay Rhoads, SHRM-SCP, PHR 
Dunedin HR Solutions LLC
President and Principal Consultant

www.dunedinhrsolutionsllc.com
jenayrhoads@dunedinhrsolutionsllc.com

When it comes to hosting events, the venue you choose is key to the overall experience. Conventional spaces may offer convenience, but they often lack the charm and character that truly captivate your guests. In today’s world, where experiences are the new currency, it’s time to embrace the extraordinary and explore the world of unique event venues. From historic landmarks and architectural gems to repurposed industrial spaces, these unconventional settings have the power to ignite curiosity, spark creativity, and elevate your event to new heights.

Why Unique Venues Stand Out

In a sea of cookie-cutter event spaces, unique venues stand out as beacons of originality. These one-of-a-kind locations offer a refreshing departure from the mundane, allowing you to craft an experience that is truly unforgettable. These spaces will be where your memories are created and will provide the perfect canvas for your event’s narrative.

Unique venues are not just visually captivating; they also have the power to inspire creativity and innovation. A departure from traditional settings can stimulate the mind, making attendees more receptive to new ideas and perspectives. On the other hand, tradition always has a place in events if so desired. Traditional venues, steadfast in event society, often hold special family meanings and ties. This is a concept seen more often in weddings, while corporate events typically foster a more creative atmosphere, which can lead to breakthrough ideas and strategic insights.

Matching the Venue to Your Event

Whether you’re planning a large conference, team building activity, intimate wedding, or weekend seminar, each type of event has different requirements for success. Beyond basic size and logistical needs, consider if the space has the charm and character of the local community. When looking around your community, I’m certain you will be able to find locales that speak to your unique style and also fulfill your needs. A beach, a ballroom from your childhood dreams, or the stadium of your favorite team—all of these can be the perfect setting to share a once-in-a-lifetime moment with your closest friends and family.

Your choice need not be a one-stop shop, as they say! There are many local vendors and small businesses that can help you pull off a seamless event and will be the perfect allies, especially if you are unfamiliar with the area. There is a commitment to guest experience among this group that you won’t always find with large corporate entities. Using your local merchant association or chamber of commerce is an invaluable resource when seeking out these establishments. This is particularly important if your event corresponds to a certain season, as there are often many local festivals and experiences you may not be aware of.

Elevate Your Event to Extraordinary Heights

So, why settle for the ordinary when you can elevate your event to extraordinary heights? Explore the world of unique locations and let your imagination soar. Collaborate with venue owners, embrace the local community, and craft an experience that not only delights your guests but also reflects your vision and values.

Remember, the true magic of an event lies not in the grandeur of the space but in the memories and connections forged within it. Whether you’re tying the knot at Home Plate in your favorite stadium or saying thank you to your hardworking team at a waterfront resort, always choose a space that resonates with you and plays to the strengths of your local area. In doing so, you will create an experience that transcends the ordinary and leaves an indelible mark on the hearts and minds of all who attend.

Embrace the Extraordinary

Embrace the extraordinary, and let your events become as memorable as the occasion. The reason Dunedin has become the event destination it is today is because of our multi-faceted opportunities to host a multitude of events. Your event, too, can shine by taking full advantage of what your local area has to offer.

While location is crucial, it may not be as critical as you think when other key factors set
you apart from the competition. If you’re considering opening or relocating a restaurant,
thorough research is essential.

First, understand the need for your concept in the specific area. Are there other
restaurants with the same concept? What are you doing to distinguish yourself from
those serving similar items? Simply choosing a high-traffic or seasonal location won’t
guarantee success if you blend in with many other similar establishments.

Sometimes you may need to reinvent your concept if the market area you wish to open is saturated
with your original idea. Just a few changes to either your menu or brand can make you
more interesting and set you apart from the rest.

If changing or tweaking your concept is not an option and you have chosen to open in
an area where the same cuisine is already being offered; market yourself around that
unique aspect and ensure that quality and consistency are always maintained. People
love consistency; us owners, and specifically our guests. Make sure that your product is
always top-notch and that the experience that your guests are having is as well.

Now that you have chosen an area where you can shine with your unique concept,
make sure your staff are experts on your product since they will be the ambassadors to
your unique brand. 

Go out there and have fun, never be scared to reinvent yourself. Much success!

My name is Restaurant Rob, and I work at Single Source Insurance as a Commercial Sales
Agent. Don’t let the title fool you! I am an expert in all things insurance and will help break down
the key areas you should consider before insuring your business. The first thing to remember is:
that insurance is designed to safeguard businesses from the unique set of risks they face daily.
Dunedin is a town that hosts many hospitality businesses and will be a perfect industry to use
as a reference.

If your business does not fall under this criterion, then please know most
commercial policies start with the same foundation but have a few varying lines of coverage. We
can start with the necessities that all businesses need, then under the guidance of an agent like
me, I can create customized policies with the additional coverage needed with respect to the
industry.

Key coverages of a hospitality policy are:

1. Property Insurance: Protection against damage to your physical assets, including your
   building and contents.
2. General Liability: Coverage for injuries or property damage sustained by guests on
   your premises.
3. Liquor Liability: Essential for establishments serving alcohol, this covers injury or
   damage resulting from intoxication.
4. Cyber Liability: In an age where data breaches are prevalent, secure your digital
   operations and customer data.
5. Workers’ Compensation: Coverage for your employees in case of work-related
   illnesses or injuries.
6. Business Interruption: Safeguard against loss of income due to unforeseen closures or
   service disruptions.
7. Auto Insurance: Coverage for any business-owned and operated vehicles that need
   insurance in the case of collision, physical damage loss, and medical expenses.
8. Employee health insurance Benefit that offers medical coverage for your employees. It
   is a way to safeguard their health and financial stability while providing access to quality
   healthcare services without the burden of excessive costs.

These coverages offer a comprehensive protective net from property damage, liability claims,
business interruption, and employee-related risks. Insurance for your business ensures that
unforeseen events don’t disrupt your hard-earned success. It is not just a benefit, but an
investment in your team’s well-being and your company’s future. The most opportune time to
invest in insurance is before your doors open to guests. However, it is never too late to reassess
and enhance your existing coverage.
Insurance may seem overwhelming and confusing at first, but the best way to make sure you
are covered is to give me a call! In all seriousness, whether you are launching a new venture or
seeking to fortify an established one, making sure all elements of your company, including the
employees, are covered, is imperative. Property, workers compensation, general liability, auto,

and health is a great starting point. In conclusion, there is no time like now to check your
current policy or call your local favorite Dunedin agent and get one put in place!

What are the benefits to partnering with a credit union for your business banking needs? Let us first highlight the credit union difference.

Credit unions arose from a movement called the Cooperative Movement in 19th century Europe. The essence of the movement has remained the same throughout the years: underserved people working together to create institutions to provide financial solutions to members at a time in which commercial banks and savings institutions would not provide financial services to individuals. From that vision, the credit union motto of “not for profit, not for charity, but for service” was born.

Because credit unions are member-owned, they have since expanded to provide these benefits to businesses as well. Those benefits include partnering with a local financial institution, a commitment to education, and a strong emphasis on member-service.

1. Local

Small businesses are the backbone of the American economy. They’re created by individuals who live, work, and play in their communities. Credit unions are typically formed and established locally through a common bond shared by their members, often in that same community.

Headquarters and leadership teams are in the same market, city, or state as these small businesses, which is crucial to understanding each business’s specific needs. For example, Achieva Credit Union holds Member Advisory Council meetings with business members to discuss topics affecting their small businesses. These meetings are attended by executive leadership and management teams to gather real-time feedback directly from the business members themselves.

2. Commitment to Education

As a credit union, we strive to educate and meet the needs of businesses and business owners throughout our community. Credit unions provide online educational articles and virtual seminars at no cost to the public. Achieva Cash Class is an example of these virtual seminars.

One of the classes I presented this year focused on building a business plan. Both members and the general public attended the virtual class. Additionally, credit unions collaborate with other educational entities—such as the SBDC (Small Business Development Centers) and SCORE (the Service Corps of Retired Executives)—to further provide resources that help business owners succeed.

Starting, running, and expanding a business is complex and unique to each organization. By offering multiple resources, credit unions reinforce their commitment to educating and supporting businesses.

3. Member-Service Focus

Member service is at the forefront of everything credit unions do. Our members—both businesses and individuals—own and operate the institution. To maintain this member-service focus, trusted Commercial Relationship Managers (CRMs) make it a priority to learn about and address the needs of small business members.

We provide tailored solutions, competitive rates, and fee structures that are essential to a business’s success. Additionally, credit union CRMs often meet in person at branches or at a business’s location to ensure hands-on support. Through these efforts, credit unions offer a full suite of business products to help companies at every stage of growth, including:

• Full Suite of Business Loans:
  • New construction, renovation, or expansion projects
  • Owner-occupied commercial real estate properties
  • Small Business Administration (SBA) 7a and 504 loans
  • Equipment financing (e.g., gym equipment, kitchen equipment, heavy-duty vehicles, HVAC, trailers)
  • Business acquisitions
  • Revolving lines of credit
• Treasury Management Services:
  • ACH Origination
  • Remote Deposit Capture
  • Wire Transfers (Domestic and International)
  • Entitlements
  • Money Market Account Sweep
• Business Checking, Savings & Money Market Accounts & Business CDs:
  • Business Online Banking

Credit unions were founded on the principle of cooperation, helping individuals achieve their goals. This collaborative spirit has grown to support the businesses founded by those same individuals in our communities. That means businesses—whether they’re in the start-up, small, or medium stages—can take advantage of the credit union difference.

We are here as “people helping people” achieve the American dream through business ownership, the backbone of the American economy. We invite you to speak with us!

Written By:
Kayte A. Hughes
Achieva Credit Union
Commercial Relationship Manager II
KHughes@achievacu.com
727-445-6376