Mike Engsberg

Are you prepared for the New California HR Requirement for 2026: SB 294 California employers have another compliance requirement on the horizon. Effective February 1, 2026, the Workplace Know Your Rights Act (SB 294) will require employers to distribute an annual written notice to all employees outlining key workplace and constitutional rights - including immigration-related protections, workers’ compensation rights, and the right to organize. This isn’t a one-time posting. It’s an annual requirement, and like many California employment laws, compliance isn’t optional — even for small employers. For business owners, this raises familiar questions: What exactly needs to be included? How should it be distributed? How do we track and prove compliance? How do we make sure this doesn’t get missed year after year? This is where having experienced HR leadership makes a difference. Fair Way HR Solutions helps California employers: • Interpret new employment laws in plain language • Draft and distribute required notices correctly • Build these requirements into an annual compliance calendar • Reduce risk without adding unnecessary administrative burden The goal isn’t just compliance — it’s confidence. If you want to head into 2026 knowing this (and other upcoming requirements) are handled the right way, I’m happy to help.

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Thinking about converting your contractors to employees soon? Benefits, HR, Payroll — where do you start? It all falls under the umbrella of people management, but here’s my take: Start with payroll. In fact, outsource it. The cost is minimal compared to the risk you offload and the technology you gain — think seamless workflows, paperless onboarding, and fewer compliance headaches. Payroll in-house? It’s a hard no from me. Too much personal financial risk. If even CPAs outsource their payroll, that says it all. Another tip: time your conversion to the start of a quarter or start of a year. Your accounting team will thank you — and you’ll give yourself breathing room to test, demo, and run practice payrolls before going live. Huge thanks to Mike King being such a great partner and supporter of Inspiring HR, LLC!

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#HR #Stress #SHRM HR professionals, particularly in a complex state like California with its unique labor laws and diverse workforce, often carry a heavy load. Here are 3 tips to help stressed-out HR professionals in California: Prioritize Self-Care and Set Boundaries: HR professionals are often the first point of contact for employee issues, and it's easy to get caught up in supporting others while neglecting one's own well-being. Tip: Schedule regular breaks throughout your day, even if it's just 10-15 minutes to step away from your desk, stretch, or grab a coffee. Implement strict "off-hours" boundaries where you disconnect from work emails and calls. In California, where work-life balance initiatives are often emphasized, lead by example in utilizing paid time off (PTO) and encouraging your own team to do the same. Leverage Technology and Automation: The administrative burden in HR, especially with California's detailed compliance requirements, can be immense. Manual processes contribute significantly to stress and burnout. Tip: Explore and invest in HRIS (Human Resources Information Systems) and other HR tech solutions that can automate tasks like onboarding, benefits administration, compliance tracking, and even some aspects of employee relations documentation. This frees up valuable time, reduces errors, and allows HR professionals to focus on more strategic and less stressful aspects of their role. Look for systems that are specifically designed or easily adaptable to California's unique regulations. Build a Strong Professional Network and Seek Support: HR can be an isolating role, as professionals often handle sensitive and confidential matters. Having a support system is crucial for managing stress and gaining new perspectives. Tip: Connect with other HR professionals in California through local SHRM chapters, industry associations (like the California HR Conference), or online forums. Share experiences, ask for advice on complex California-specific issues, and simply commiserate. Consider joining or forming a peer group where you can discuss challenges in a confidential setting. Don't hesitate to seek professional development opportunities that include stress management and well-being components. SHRM PIHRA

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When avoidance starts to look like retaliation on a timeline, even well‑intentioned leaders can end up facing wrongful termination risk. On Wednesday, I’m sharing a new breakdown for HR leaders, people ops, and California employers on how delayed performance management, undocumented “informal chats,” and post‑complaint writeups can create a retaliation narrative you never meant to write. We’ll cover: How inconsistent documentation and conflict avoidance fuel wrongful termination and retaliation claims Why protected activity (complaints, leave requests, pay questions) changes the risk profile overnight A defensible sequence for performance management, investigations, and employee relations that protects both culture and compliance If you’re navigating employee complaints, accommodations, SB 294 “Know Your Rights” obligations, or high‑risk terminations, you’ll want this one in your inbox. Watch this space on Wednesday for the new newsletter drop and subscribe Subscribe on LinkedIn https://bit.ly/47bKXfa so you stay up to date ✅

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Discover why top CEOs stress the difference between talent management and talent development. This smart Vistage read – especially for the Small Group in New Mexico – shows how hiring strategically and nurturing growth together boosts retention, loyalty, and long-term culture. A must‑read to sharpen your leadership edge. #Vistage #Management #Development #Hiring #Leadership https://lnkd.in/dFzp-N3x

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Grateful for the very strong response to "Bots & Brains at Work: The Science of Leading in the Age of AI" at Central Oregon SHRM's event. My average "likely to recommend" score was 9.5/10. HR leaders are navigating real tension right now — excitement about AI’s potential alongside understandable anxiety about status, identity, and uncertainty. The conversation was thoughtful, practical, and refreshingly honest. Looking forward to continuing it with Washington State SHRM on March 26th! The pace of change isn’t slowing down. Leadership capacity has to accelerate. #Leadership #AI #HR #SHRM #WASHRM #FutureOfWork

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Yesterday OPM pushed new guidance (and the final rule) entitled, Reinvigorating Merit-Based Hiring through Candidate Ranking. This guidance applies to both the competitive and excepted service. The new process replaces the Rule of 3 with the Rule of Many and uses a numerical ranking system that combines both the Rule of 3 and Category Rating. The memo includes multiple attachments but most readers will find the FAQs to be most useful: https://lnkd.in/gZBQkYrA

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California HR leaders — 2026 is not slowing down. Join Steven Bush, MBA, SHRM-SCP and me for a hands-on, practical Sip & Learn: The 2026 California HR Pulse Check. 📍 Hangar 24 Craft Brewing | Irvine 🗓 March 24, 2026 ⏰ 3:30 PM – 5:30 PM We’ll be breaking down: ✔️ Key 2026 California employment law updates ✔️ What employers are getting wrong (and how to fix it) ✔️ Compliance strategies that actually work in real life ✔️ Culture insights that protect your organization long-term Hosted in partnership with Healthy HR Partners, Tax & Financial Group, Paylocity, and IMA Financial Group, Inc. Sip & Learn March 2026 This is built specifically for HR leaders, business owners, and operations professionals who want clarity — not just legal headlines. Come learn. Ask questions. Connect with other professionals navigating the same landscape. If you’re an HR leader, business owner, or operations professional navigating California’s ever-evolving landscape, this one’s for you. Come for the insights. Stay for the networking (and yes, great space + refreshments 😉). 👉 Scan the QR code on the flyer to RSVP. #CaliforniaHR #HRLeaders #EmploymentLaw #SipAndLearn #HealthyHR #Compliance #IrvineEvents

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🚨 Workforce reductions are never easy — and staying compliant during the process is critical. Our friends at Fisher Phillips continue to be a trusted resource in this space, and we want to give a special shoutout to Jason Geller, who consistently publishes insightful, practical guidance for California Employers. Jason’s content helps employers navigate the complexities of layoffs, Cal-WARN Act obligations, and best practices to minimize risk while treating employees with dignity and respect. If your organization is considering or planning a reduction in force, I highly recommend following Fisher Phillips and Jason for timely updates and expert perspective. 👉 link to article in comments #WorkforceStrategy #Compliance #EmploymentLaw #FisherPhillips #HRLeadership

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