ReAudio: ReAssess Your Workers Comp Toolbox
ReInvent your Workers' Comp Perspective!
Things change. In fact, that’s one of the most sure things in life. Haven’t we learned that these past few years? ReAudio has changed too. Starting as a way to provide tools and value to our partners in the Workers' Compensation Industry, we have changed into a human interest podcast, primarily interviewing people who have overcome adversity to achieve success, however, that’s defined by them. Because change is a permanent reality, ReAudio is hoping to help you see our industry a little differently. Through storytelling and exploring different perspectives, Season 4 will guide you to ReImagine your Workers' Comp ReAlity.
Winner of the BLOOM Excellence Awards 2023 Podcast of the Year
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ReAudio: ReAssess Your Workers Comp Toolbox
Empowering Workplaces: Positive Culture & Pregnant Workers Fairness Act
Why do we need laws to ensure fair treatment for pregnant workers? What does it say about our workplace culture? Join us as we tackle these tough questions and more with Crystal Hundley, Director of Human Resources at ReEmployAbility. Crystal brings a wealth of knowledge in employee development and a unique perspective shaped by her experiences. In this episode, we explore the Pregnant Workers Fairness Act (PWFA) and its importance in fostering an inclusive and supportive environment for expecting employees. She highlights the importance of perspective in building a positive workplace and identifies the key elements that often contribute to negative company cultures, such as poor communication and lack of trust.
Learn more about the PWFA and how it can benefit your company culture and expecting employees in our free webinar "Decoding the Pregnant Workers Fairness Act (PWFA): Understanding Your Role in Supporting Your Pregnant Workforce," live on August 28, 2024 at 1 p.m. (EST).
Link to register for the webinar: https://events.teams.microsoft.com/event/56a1ce4e-408b-4d7a-b73e-389ac44e4a66@d3e0a90c-c12e-4b5c-af10-bc9a227580ec
perspective. Perspective is spelled p e r s, p, e c t, I, v e perspective, the 30 000 foot view perspective put on someone else's shoes. Perspective can also refer to the state of existing in space or one's view of the world perspective rea audio face, or one's view of the world Perspective.
Speaker 2:REA Audio Reemployability. The Pregnant Workers Fairness Act, or PWFA, is a pivotal piece of legislation that mandates that employers provide reasonable accommodations to pregnant workers. It ensures that pregnant employees are treated fairly in the workplace by offering modified duty options as needed. So it's great that the federal government's mandated that employers make arrangements for pregnant workers upon their request. It's fair and the right thing to do. We're going to talk more about the PWFA in an upcoming webinar that I'll have more information about at the end of the episode.
Speaker 2:Here's the thing, though. When we were planning and developing the webinar, I got to thinking is it really something the federal government feels they need to mandate? I mean, if an employer values the work of a pregnant employee, why would they not want to accommodate them without having to be told to do so? It should be about creating the type of culture in a workforce that values employees, which, in turn, should spark loyalty from those employees that all employers crave. That's why I invited Crystal Huntley, the Director of Human Resources for Reemployability, to be a guest this week. Crystal's built her career on developing company culture, and I wanted to get her perspective on some of the whys behind building and maintaining good company cultures Now, even if you're not in the driver's seat. In creating your company's culture, crystal can give you some tips on how to be a light within your environment.
Speaker 1:A human resources director is a high-ranking individual in an organization who is responsible for creating and implementing human resources policies and strategies. They also manage the recruitment and hiring process, conduct performance evaluations and handle employee relations and strategies. They also manage the recruitment and hiring process, conduct performance evaluations and handle employee relations and conflicts. Additionally, a human resources director plays a crucial role in ensuring compliance with labor laws and regulations, and they may also provide advice and support to senior management on HR related matters.
Speaker 2:All right, tell us your background, Crystal. How did you get to that leather chair that you're sitting in right now?
Speaker 3:Yeah, so I started in HR, in employee development, so training and learning and development was my background. I dabbled in different types of curriculum, development, adult learning, made my way over to HR things such as benefits, payroll, all of that. And what I love about it is it's just all. It's all dealing with the people, right?
Speaker 2:Yeah, Well, you have a military background too. I know that you did. You worked in a number of civilian businesses, but but wasn't your your real launch into this in the military?
Speaker 3:Yeah, so military adjacent right. My husband was active duty Marine and I was the supportive spouse. I did find my way which is difficult a lot of times for military spouses to find employment and find career paths but I did and I worked to develop and develop leaders, really through military groups, as well as the spouses or family members and things such as personal and professional development, which again really resonates with the entire HR movement now, in taking care of the whole person, and that's something I really enjoyed and I did very well for about 10 years as a government employee.
Speaker 2:And that was that you mentioned. So that was with spouses and that was with, like family, members of active duty military. So I would imagine something like a whole person development at that time was a little bit more embraced by the family than than maybe I guess. I guess when I think about military I don't think about embracing the whole person right, at least not 10 years ago or 15 years ago.
Speaker 3:I think they were ahead of their times because they absolutely poured into the um, the into the whole person, whether it was financial courses that they would make sure that the service members had access to, Maybe it was certain life skills, relationship building classes, and it really helped create that total package that you would see from a service member who really had a lot of resources where they they knew what they were and they knew how to use them.
Speaker 2:That's, that's good to hear, that's good to know. I think sometimes the military doesn't always get the best, the best press when it comes to human resource. But but I know you've done. You've done a lot of work at reemployability, in achieving a very positive culture here and doing the things and getting people on board with. You know what it is that we're trying to do as a company, because obviously how people react internally is going to reflect on how they react externally when they're talking to injured workers, when they're talking to clients, things along those lines. And I think you can tell when there's not a very awesome environment within a workspace. You know from a consumer standpoint. So in your experience, when you are trying to turn that corner and make a employer more positive, a more positive working environment, like what are, what are some of the things that that you notice within a negative company culture that makes you go, ah, we should change that. Oh, we could change that.
Speaker 3:Yeah, there's so many things and I think you know you can start off by the feeling in the building, the feeling from the employees. Is there a sense of you know, poor or lack of communication? Maybe there is lack of trust, maybe I just don't feel like anyone supports me or nobody's listening to me, and sometimes it even is this everyone's in it for themselves mindset, which really is the opposite of that people focused and people first approach that lends itself to a very healthy and positive work culture.
Speaker 2:So you know we're leading into the the Pregnant Workers Fairness Act. We have a webinar coming up in a couple of weeks which you're going to be a part of. Thank you very much.
Speaker 3:Right, thank you.
Speaker 2:But through the planning of that, you know, it kind of hit me like it's kind of sad that the government has to say you have to accommodate someone who's pregnant, who asks for it. I mean, that's essentially what the act is saying, and so you know why is it important for employers to want to create that positive culture internally.
Speaker 3:Yeah. So I think sometimes, uh, we have to remember that the, the government, uh regulations, policies, laws, those are coming from a place of maybe the the least. Um, that's the least amount that I should do for my people, right, that's the minimum requirement. Why would a company want to go above that? Why would we want to focus and pour into our people?
Speaker 3:Well, a positive work culture is not just a buzzword. It really it's something that you know. When an employee and really when a person feels that their concerns are listened to, that they are genuinely cared about, it positively impacts their total well-being. And so, if I feel healthy and I feel satisfied and happy, I'm likely going to come to work and have people who are supporting me and championing me, and that's going to lend itself to improved performance, increased productivity.
Speaker 3:There's something very different, I think, about working with people who come to work every day and they dread being there, they dread the work they do and they dread who they're doing it with, versus those who have the mindset like I get to do this, I get to do this job, I get to do it with the people I work with and they just feel different, and you can sense that throughout the entire company whenever things are positive in that culture and it's because employers are putting their employees first. Employers are putting their employees first and, as you mentioned, it's going to reap dividends on how clients are taken care of, because if I'm a disgruntled employee, we're probably going to have more customer complaints. But if I feel like I've got a great support system, I'm probably going to feel really confident and positive and polished when I'm taking care of our customers.
Speaker 2:Of course. So you carry yourself in a very, very positive way. I mean like I think like the sky could be falling outside and Crystal would walk by and be like hey how's it going, yeah?
Speaker 3:The only thing that'll get me are um, snakes and frogs right. Things aren't happy when that's around.
Speaker 2:That's for sure. That's for sure. Now, you know, we're all human beings and we all experience human emotions and we all go through personal things that happen, right? What steps do you take to make the choice to be positive? When you're in the office, there's things that you have to do because there's no way you're naturally like that all the time.
Speaker 3:Yeah, I think that's a really good thing to think about. I have been at numerous jobs where no kidding, the challenge from a colleague or one of my direct employees was yeah, we'll see if you still have that happy personality in 30 days or in a year.
Speaker 2:There's a negative culture right there.
Speaker 3:Call me out if you ever see that. But I think what you mentioned is you have to make a choice. Right, I have the same type of life stuff happening as any of our employees here. Right, we've got family members with health things, we've got the economy, we've got, you know, the flat tire on the car.
Speaker 3:There's real life things that are happening and what I have to recognize is that in my position and really any employee who thinks like a leader, you are sending out that energy, positive or negative. You're sending that out to other people and it's absolutely going to impact them. So, making sure that the energy I'm sending out is uplifting, it's positive, it is available. I want to be available to people as well, and I don't think that you can ever really leave something at the door. I think that's really that's the whole person mentality. Again, I don't get to leave some heavy things at the door. Those things tend to follow us in our day if we're dealing with, maybe, a family's health issue. But it's about making sure that when I'm in the office, when I'm focused on the work, when I'm focused on my colleagues, I'm controlling what I can control in that moment and that, so many, so many times is just our attitude. It's just the way we interact and engage.
Speaker 2:It's interesting that you said when someone's acting like a leader, so just because you're in a leadership role, or if you're not in a leadership role which a lot of folks who are listening might not be in a leadership role, but they find themselves in a, in a either a positive or a negative work environment, but they want to act like the leader. What, what sort of things can people do to act like a leader, even though they may not necessarily have that title?
Speaker 3:Oh, my goodness, so I could. We could do a whole other podcast on this. I think leadership behaviors come without the title, and I think often you demonstrate your leadership qualities before you are ever promoted into that role. So that's something really to keep in mind. Sometimes people want to wait to demonstrate those behaviors until they're promoted. Listen, leadership is being a good communicator, being transparent. Sometimes it's making tough decisions. It's being a great collaborator, but also voicing your opinions, thoughts and concerns, but hearing other people too. So these are all things that anybody at any level can do, and I think it's going to tie right back into having a positive work environment.
Speaker 2:So you know again, there may be folks that are experiencing not necessarily the best work environment and they're not necessarily in that position to make any corporate changes or even maybe departmental changes. But you know, to your point, you can control what you can control on a daily and sometimes an hourly basis, right? So is there any advice you could give to somebody who wants to act like that leader and wants to change their personal space, their personal environment and those working around them to make their work environment better? And even if it's a good one, right, there's always room for improvement.
Speaker 3:Yeah, I think you know, if you find yourself in the not like the not best work environment and I'll take it to the extreme what if it's really a toxic work environment? It's really unhealthy, you know. The most extreme thing you could do is leave, and sometimes the economy prevents that. But sometimes our mental health might tell us we've got to tap out. If you don't feel like you have a voice or a trusted leader that you can go to to share your concerns, that might be the way to go. Now, that's extreme. Another option would really be to discuss with your current supervisor or manager some of the feelings that you are having, share with them your thoughts, maybe even offer a suggestion that something as simple as having an anonymous, regular employee survey so that employees can be transparent and honest about what they're feeling, can be transparent and honest about what they're feeling, and perhaps leadership can make those small incremental changes that sometimes can really make a lasting impact whenever employees feel heard.
Speaker 3:And back to what I already said controlling what you can control. You have to. This can be awfully tough because you have to think looking inward is what I'm doing. Am I contributing to a positive work environment through my actions, my conversations, my behaviors, or are those very things contaminating it, right? And so let's be honest. Sometimes it feels a lot better to commiserate with others about how things are not perfect in the workplace, how the boss just doesn't get it, or how the higher ups are out of touch. Sometimes it's much more difficult, though, to take a stance that you are going to be the positivity that others might need, and you never know if that little spark can ignite a movement in your team that can be felt company wide.
Speaker 2:Yeah, yeah, for sure. I can tell you your team, that can be felt company-wide. Yeah, yeah, for sure. I can tell you. I've worked in multiple places and never have I worked in a perfect work environment. Right, there's always going to be things that are.
Speaker 2:No place is perfect and I think once we all can kind of embrace and understand that. You know, I think ultimately most people are really trying to do the very best they can, regardless of you know, what position they are at a company. I think on the most part that's true, and when everybody's trying, you've got to give them some credit for that. I think you know leadership and those folks that are following. So kind of tying it all back to what we're going to talk about in the webinar in a couple weeks, and it really comes down to, I think, what you mentioned is listening, right, Leadership, listening to what an employee is requesting, and the Pregnant Workers Fairness Act really comes down to an employer doing their very best to accommodate a worker who is in a situation where they can't necessarily do exactly what they were hired to do, but this employee is worth keeping around. And it's about having an open ear and doing the very best you can to accommodate. And we're going to talk more about that and some of the legal implications and how the government is kind of looking at this act a little bit differently than it does other accommodations and non-occupational injuries and situations, and so we're going to have an attorney on with us to talk about that. Crystal, you're going to be with us and we have a client of reemployability who's going to talk from an employer standpoint about it as well. So I'm looking forward to everybody's different kind of perspective and hopefully we can come up with some actionable steps that people can be very aware of if they get approached by an employee under this new Pregnant Workers Fairness Act.
Speaker 2:So, but I think this is a really good lead up to it, Crystal, and I appreciate your time. Any last parting words of wisdom for anybody right now that's like yeah, I get it, Crystal, but it's just so hard, I'm so afraid to say something. Or I've got such an awesome work environment I wouldn't know what to do to improve it. Where do you find people you know stumbling, having hurdles? What can you say to kind of give them a push forward?
Speaker 3:So I think, two different messages. One to those in leadership recognize how important it is to put your people first. When you pour into professional development for the leaders who are taking care of your employees, you will see incredible results. The second message would be for the employees themselves, those who feel like, man, I don't know where to start and really I'm you know, I'm the bottom rung here. How do I make a difference? The reality is, you really can. You can make a difference. You can make a difference with the colleague that you sit next to. You can make sure that they're having a better day. You can make sure that the team you work on feels that this is a really positive place to come to work. So, while you might not be able to impact the entire company all at once, you absolutely can impact in a positive way the people who you engage with on a day-to-day basis.
Speaker 2:Yeah, you never know how one little smile, one little wave can impact and totally change somebody's day. And that impact it gets forward and it's such a tremendous wave to start, so no sense in not trying right.
Speaker 3:That's exactly right.
Speaker 2:All right, Crystal, go spread some joy. Sorry to keep you.
Speaker 3:I sure will Take care, thank you.
Speaker 1:Pregnant Workers Fairness Act is a United States law meant to eliminate discrimination and ensure workplace accommodations for workers with known limitations related to pregnancy, childbirth or a related medical condition.
Speaker 2:We'd love to have you participate in our webinar Decoding the Pregnant Workers Fairness Act Understanding your Role in Supporting the Pregnant Workforce, scheduled for Wednesday, august 28th at 1 pm Eastern. It's scheduled for one hour and will feature Crystal Hundley from Reemployability. Thank you, notes. Thanks for listening to REA Audio. Please make sure to follow us on Spotify or Apple Podcasts or Stitcher or wherever you get your podcasts. We appreciate you. Have a great rest of your week.
