RCR Consulting Group, LLC

Outsourcing HR comes with a myriad of benefits, even for small businesses. Here are a few things to consider: https://lnkd.in/eSRA9mmW

Happy 2nd RCRiversary, Tamera Wyatt, MBA, PHR, SHRM-CP! 🎉

Another successful quarterly remote team event in the books! For this event, we hosted a Virtual Water Cooler. For ten rounds, we were asked a unique question, and then randomly placed in a breakout room with another teammate to discuss. We found it fun, engaging, and a great way to connect with a teammate that you may not interact with in your day to day role. Thank you Confetti! #ShowYourConfetti #VirtualTeambuilding

Happy 1st RCRiversary, Catherine Yim Laino! 🎉

Happy 2nd RCRiversary to Brittany Massie! 🎉

Happy 1st RCRiversary Alexandra Pettitt! 🎉

New Year, new opportunities! 🎉 As we step into 2025, we’re thrilled to open up availability for new clients. Whether you’re a small business, nonprofit, or growing organization, we’re here to provide expert HR support tailored to your unique needs. From compliance to culture-building, we’ve got you covered. Let’s tackle your challenges and help you thrive. Spaces are filling quickly, so let’s connect today! 📩 Message us to learn more. #HRConsulting #BusinessSupport #HRStrategy #WorkplaceExcellence" 

🌟 Maximize Your Retirement Savings with Catch-Up Contributions! 🌟 Did you know? Once you hit age 50, you can supercharge your retirement savings with catch-up contributions. In 2024, workers 50+ can contribute an extra $7,500 to their 401(k) on top of the standard limit. But here’s the game-changer: Thanks to SECURE Act 2.0, employees aged 60 to 63 get an even bigger boost starting in 2025! 🎉 You’ll be able to contribute an additional $11,250, bringing your total potential 401(k) contributions to a whopping $34,750. If you're approaching retirement, this is a golden opportunity to build a stronger financial future. Take advantage of these changes to secure the retirement you’ve worked so hard for! 🏖️💼 💡 Tip: Talk to your financial advisor or HR team to ensure you're making the most of these enhanced contribution limits. #RetirementPlanning #401k #SecureAct #FinancialWellness #CatchUpContributions #HRInsights

📢 ADA Challenges Highlighted in Recent Verizon Settlement 📢 A recent settlement with Verizon Maryland underscores the challenges companies face with ADA compliance. The EEOC’s lawsuit alleged that Verizon denied a reasonable accommodation for a manager with hypertension, who requested a shift to a field or alternate position. Instead, he was told to resign and reapply in six months—forcing him to quit due to medical necessity. Verizon’s $115,000 settlement and consent decree emphasize the importance of understanding and implementing true ADA accommodations that keep employees working, not sidelining them. Ensuring proper ADA practices requires a proactive HR strategy focused on reasonable solutions for employee needs. #ADA #HRCompliance #DisabilityRights #EmployeeAccommodations #EEOC

📢 Important Update for Massachusetts Employers: Retention Bonuses Not Classified as Wages Under Massachusetts Wage Act On September 6, 2024, a pivotal decision by the Massachusetts District Court in Nunez v. Syncsort Incorporated clarified that retention bonuses do not fall under “wages” as defined in the Massachusetts Wage Act. This case offers substantial insight into how employers might navigate Massachusetts’ strict wage laws. Here’s why this ruling matters: 1️⃣ Retention Bonuses Excluded: The court found that the Wage Act’s definition of “wages” does not extend to retention bonuses, an area of ambiguity in previous cases. 2️⃣ No Case History for Retention Bonuses as Wages: In this ruling, the court noted the absence of Massachusetts precedents classifying retention bonuses as wages. 3️⃣ Narrow Interpretation: The Massachusetts Wage Act applies to specific types of compensation, such as holiday and vacation pay, and commissions when they are “definitely determined and due and payable.” This ruling reinforces a more limited application of “wages” under the Act. Takeaway: This decision reinforces a narrow interpretation of “wages,” bringing clarity for Massachusetts employers on the treatment of retention bonuses and similar contingent payments. Massachusetts companies now have clearer guidance for structuring compensation practices while mitigating risk under the Wage Act’s strict regulations. #EmploymentLaw #MassachusettsEmployers #HRCompliance #WageAct #RetentionBonus