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SEPTEMBER INSIDER: Read about our latest HR updates

How to Practice Self Care at Work

By: Jazmin Kelly

Self-care is any activity that we do deliberately in order to take care of our mental, emotional, and physical health. Considering the hectic pace of the work world, most of us could benefit from more self-care during the workday—to crank up productivity, form stronger relationships with coworkers, and ace performance according to Here are a few ways you can practice self care at your desk:

  • Have a nourishing lunch you love

  • Get up, stretch, and move

  • Declutter and decorate

  • Repeat an inspiring mantra

  • Take 3 deep breaths

  • Do something bold - speak out in a meeting

  • Take tune to acknowledge your successes

For more suggestions, visit hbr.

Grooming Your Employees for Future Leadership Roles

By: Kathy Bennett

Transitioning into a leadership role can sometimes be tricky. Planning ahead and grooming your employees will make it easier and as seamless as possible.

  • Mentoring Programs– Create a mentorship program so employees can gain skills from more seasoned employees.

  • Provide Opportunities for Growth- Offering growth opportunities will keep employees from being stagnant, or worse, leaving the organization. Provide employees with paid formal education, lunch and learn programs and bring in industry professionals.

  • Lead by Example – Modeling leadership skills that employees need to be successful in a leadership role; professionalism, transparency, confidence, commitment and respect.

  • Providing Feedback – Continuous communication is crucial to developing employees. Meet on a regular basis and discuss individual goals. Identify opportunities for development and develop a plan for career progression.

New Expiration Date Set for FMLA Model Forms

By: Kacye Harvey

To administer leave under the Family and Medical Leave Act (FMLA), employers must provide certain notices to employees, such as a notice of eligibility and rights and responsibilities. Employers may also require that employees provide certifications to validate their eligibility for certain types of FMLA leave. In an effort to assist with compliance, the Department of Labor (DOL) provides model notices and certifications to help employers administer this leave. While the forms are optional, they are excellent resources for employers.

After temporary extensions due to the expiration of the forms, on September 4th, the DOL announced it has extended the current model notices and medical certification forms through August 31, 2021. The new expiration date is located on the top-right corner of the model forms and the DOL has not made any substantive changes to the forms. While the newly issued forms are nearly identical to the prior forms, it is important to ensure you are using the most current forms, which are available on the DOL’s website!

Common Payroll Compliance Concerns

By: Chalyse Mendoza

Payroll is an important function of every business. It’s also an area that comes with a lot of room for error, along with ever-changing regulations and potential for costly fines. Here are a few common payroll mistakes and how to avoid them.

Inaccurate Data Entry. Whether it’s an incorrect Social Security Number (SSN), incorrect pay rate, or missing hours, this error can be administratively taxing to correct. If the incorrect SSN is not caught until tax time, it will likely require a corrected W-2. Incorrect pay rates or missed hours can result in underpayments or overpayments, which can be time-consuming to accurately correct. Ensuring this information is keyed correctly the first time, will prevent laborious corrections after the fact.

Miscalculating Overtime. In addition to ensuring employees are classified correctly as either exempt or non-exempt from minimum wage and overtime requirements under the Fair Labor Standards Act, it’s also important to ensure you are calculating overtime correctly as this can vary depending on state and local wage and hour laws.

Incomplete Payroll Records. It’s important to keep thorough and accurate payroll records, especially in the event of an audit. The documents you are required to retain can vary by state, but typically include the I-9, W-4 and state tax documents, timesheets, and check stubs. The length of time employers are required to retain each document can vary, so it’s recommended to have a Record Retention policy detailing the requirements for payroll and other records.

Compliance Regulations. Payroll comes with a variety of compliance concerns, which again can vary by state. Did you know there are specific regulations around new hire reporting, tax filing, employee misclassification, pay frequency, distribution of final paycheck, wage deductions, and more? It’s critical to keep up with these regulations to avoid possible fines and penalties.

For information on these and other payroll compliance issues, please contact us!

Choosing Between Two Star Candidates

By: Andrew McMillan

In today’s tight market, it is difficult enough to have one candidate that is the right person for the job, but what happens when you have two! This is a fantastic problem to have, not many organizations get this pleasure. For the hiring manager, this can be stressful, however. Use the following three tips to help you decide on who to choose!

Fit: A hiring manager should take into consideration how the candidates would work in your office, day to day. This will go beyond the basic qualification questions. Sometimes it is if there is a positive social connection, or other times it is when the skills complement the skills of current team members.

Weighing Skills: The skills of candidates could be viewed deeper than simple boxes being checked on a sheet. A hiring manager should look deeper into past experiences that allow for transferrable knowledge (and skills). They should also evaluate skills other than technical skills, for example: soft skills – those that are difficult to teach but make a lasting effect on an organization.

Why Not Both?: In some cases, the hiring manager has the capacity within the organization to hire both candidates. Perhaps both candidates are qualified but offer a diverse background of skills and expertise; these types of candidates can complement one another and thrive in an organization that is able to recognize that. Good people are difficult to find; when you have two, why not hire both?

If you have additional questions or need guidance, our Talent Acquisition Experts are ready to help you. Visit us at!

Career Opportunities:

We are leading the following searches with some of our clients here in Dallas 

  • Data Administrator

  • Director of Donor Relations

  • Human Resources Director

  • Warehouse Supervisor

PPR is also growing and we are looking for a Talent Acquisition Lead who also has a passion and expertise in human resources.

Please submit your resume and cover letter to

For more detail on the opportunities we have available, click here


Contact Us

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Career Opportunities

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