Rochester Human Resources Association

08/10/2026

🌞HR SPOTLIGHT 🌞 (August Newsletter)

Domaille Engineering - Mel Garcia-Schanz

What’s one thing your company does exceptionally well for employees?

We prioritize career growth by listening to our employees’ interests and aligning opportunities for internal advancement whenever possible. We also take great pride in the quality of our products and the strong reputation we’ve built in the industry.

What’s been your biggest hiring challenge this year?

Finding skilled talent has been our biggest challenge as we’ve experienced rapid growth over the past couple of years. It’s encouraging to see more young people entering the skilled trades again, but bridging the gap between experienced employees and newly trained talent requires intentional cross-training and knowledge sharing.

What’s one recruiting strategy that’s made a difference?

One of our biggest advantages is our facility. A clean, bright, climate-controlled machine shop isn’t common in our industry, and candidates are consistently impressed when they visit. It reflects how much we value our employees and their work environment.

What’s one piece of advice for fellow HR professionals?

Be adaptable. As an HR team of one, I’m constantly learning, growing, and taking on new challenges. The ability to pivot and embrace change is one of the most valuable skills you can have.

Fun Fact:

When I’m not working, you’ll often find me playing golf or wiffle ball with my family. We even have a wiffle ball field setup in our backyard!

08/07/2026

🏢Recruitment Corner🏢 (August Newsletter)

Hiring Still Competitive?
If recruiting has slowed, it may be time to evaluate more than your job boards. Today's candidates are spending more time on streaming TV, YouTube, social media, and mobile apps than traditional job sites. A diversified recruitment marketing strategy can significantly increase your reach to both active and passive candidates.

Where Is Today's Talent? Hint: It Isn't Just on Job Boards.

The recruiting landscape has changed dramatically over the last five years. While job boards are still an important piece of the puzzle, many of today's best candidates aren't actively searching—they're spending time elsewhere online. They are passive candidates.

Where each generation spends their time

Generation

Best Recruiting Channels

What Works

Gen Z (18-28)

TikTok, Instagram Reels, YouTube, Snapchat, Streaming TV

Short videos, authentic workplace culture, employee testimonials

Millennials (29-44)

Facebook, Instagram, YouTube, LinkedIn, Podcasts, Streaming TV

Career growth, flexibility, benefits, company mission

Gen X (45-60)

Facebook, LinkedIn, Local News Websites, Google Search, Email

Stability, pay, retirement benefits, company reputation

Baby Boomers (61+)

Facebook, Local News, Newspapers, Google Search

Flexible schedules, part-time opportunities, community impact

Recruitment Tip of the Month

Think beyond job boards.

Research consistently shows many workers are open to changing jobs—even if they aren't actively applying. These "passive candidates" won't find your posting on Indeed because they aren't looking.

Instead, consider meeting them where they already spend their time:

Streaming TV (Hulu, Roku, Peacock, etc.)

YouTube

Facebook & Instagram

Spotify and Pandora

Local news websites

Targeted display advertising

Geofencing around competitors, colleges, or industry events

The goal isn't just to reach job seekers—it's to reach qualified people before they begin searching.

08/06/2026

📅It’s Open Enrollment Season📅

As the kids head back to school and the leaves start to change color, HR professionals gear up for their favorite time of year, Open Enrollment Season!! Seriously though, it’s the year’s biggest opportunity to connect with employees and educate them on the value of their benefits. Early planning allows HR to focus less on logistics and more on what energizes us: helping employees navigate complicated information and make informed

choices. We are sharing planning tips and a checklist to avoid the following situations:

Open Enrollment Top Ten Quotes and Questions:

10. I lost my password.

9. Can you tell me which plan to pick?

8. I thought I had until tomorrow.

7. I completed it and forgot to hit Submit.

6. Just one quick question! (30 minutes later…)

5. I know enrollment ended yesterday, but I need to….

4. I never got an email. (it was sent 4 times)

3. Do I have to do something?

2. What’s an HSA again?

1. Wait…there’s a deadline?!

Priorities

Planning begins with reviewing what worked and what didn’t over the past year, employee feedback and of course budget. Schedule time early with your broker and insurance vendors for a plan review and strategies that combine cost, culture and employee needs. You may need to insist on a meeting if vendors say they won’t have data ready. Expectations can be set and strategy can be discussed, and it’s a plus if data is ready sooner with a meeting booked. Pre-plan by confirming timelines with carriers, prepare the system/packets for enrollment, create a communication schedule, draft emails, block time for in person/remote sessions. Focus on employee education about the plans and enrollment deadlines.

Some ideas:

 Schedule time to meet in person with employees: on off shifts, who are not tech savvy, who work on the floor or in the field – Go To Them.

 Invite spouses to join remote meetings and encourage emails be forwarded to dependents on the plan.

 Email is the top communication tool, but paper posted on a bulletin board, a door in their pathway or a bathroom stall/wall are still effective.

 On time enrollment = raffle entry for company swag or gift cards

 Have a countdown clock in a common area or on the intranet home page

 Offer a “benefits café” with snacks, coffee and time for questions and help with enrollment

 A benefits fair is a one-stop shop for employees to talk to all vendors, enroll and maybe even get a flu shot plus wellness incentives – get creative! Employees love a 5-minute back massage and free toothbrush.

 Post QR codes everywhere with a link to enrollment portal, benefit guides, FAQ’s, appointment scheduler: bulletin boards, next to or on time clocks, table tents, digital signage, pay stubs, newsletters, screen savers, etc.

 Equip supervisors and managers with talking points, meeting reminders, slide deck for team meetings and contact info for HR.

No HR professional looks forward to the I forgot to enroll, can you help me call the day after open enrollment closes. HR has many talents, but time travel is not one of them, providing plenty of reminders, resources, and opportunities to enroll helps reduce painful I’m sorry, the deadline passed conversations.

Hopefully the Open Enrollment Planning Checklist included is a helpful tool:

60-90 Days Before

☐ Finalize plan design and rates

☐ Meet with carriers and vendors

☐ Review employee eligibility and up to date employee data

☐ Confirm enrollment timeline

☐ Prepare communication materials and timeline

30 Days Before

☐ Test enrollment systems

☐ Distribute benefit guides

☐ Train HR staff and managers as needed

☐ Announce open enrollment

During Enrollment

☐ Send reminders

☐ Monitor participation

☐ Answer employee questions

☐ Resolve issues quickly

After Enrollment

☐ Audit elections

☐ Verify payroll deductions

☐ Submit carrier files

☐ Evaluate the process for next year

Open enrollment is the busiest time of the year for HR and a great opportunity to connect and educate! It requires organization, communication, patience, and perhaps an extra cup of coffee. With thoughtful planning and a little creativity, you can help employees meet the deadline, navigate their benefit choices, take advantage of a great connection point, and celebrate the many benefits your company offers its valued employees.

Have fun this season!

08/05/2026

✔️HR Legislative & Compliance Updates (August Newsletter)

1. Minnesota Earned Sick & Safe Time (ESST) Rules Clarified
The Minnesota Department of Labor and Industry adopted final rules that clarify several areas of the ESST law, including accrual years, carryover requirements, and employer policy expectations. If your company hasn't reviewed its ESST policy recently, now is a good time to ensure it aligns with the new guidance. Effective July 6, 2026.

https://www.disabilityleavelaw.com/2026/07/articles/leave-policies/minnesota-adopts-new-rules-clarifying-earned-sick-and-safe-time-requirements/

2. Federal Wage & Hour Guidance for Remote Employees
The U.S. Department of Labor recently issued opinion letters clarifying when travel time and remote work activities are compensable under the Fair Labor Standards Act (FLSA). Organizations with hybrid or remote employees should review timekeeping practices and travel policies.

https://www.dol.gov/newsroom/releases/whd/1

3. State Pay Transparency Laws Continue to Expand
More states are adopting or expanding pay transparency requirements, including posting salary ranges in job advertisements and providing compensation information to applicants. Multi-state employers should review recruiting practices to ensure compliance in every state where they hire. We all know Minnesota has adopted this.

4. AI in Hiring Remains a Growing Compliance Issue
Employers using AI to screen resumes, rank candidates, or conduct interviews should continue monitoring state and local regulations. AI governance, transparency, and bias audits remain one of the fastest-growing areas of employment law. HR should work closely with recruiting vendors to understand how AI tools are being used.

https://www.reuters.com/legal/legalindustry/decade-transformation-how-us-workplace-has-changed-what-employers-must-focus--pracin-2026-07-23

5. Paid Leave 2027 Rates

Minnesota's total paid leave premium rate will remain steady at 0.88% of covered wages for 2027, unchanged from 2026. The split of this contribution depends on standard or small employer status.

For official updates and tools, visit the Minnesota Paid Leave portal. https://pl.mn.gov/resources/calculators/premium-rate-and-contributions

Standard Employer Rates (2027)

Total Rate: 0.88% of taxable wages (0.61% for medical leave and 0.27% for family leave).

Maximum Employee Share: Employers can choose to pay the full amount or collect up to 0.44% from the employee's wages.

Wage Cap: Premiums apply to wages up to the Social Security contribution limit ($185,000)

6. Mid-Year Compliance Check
August is a great time to review:

Employee handbook updates

Exempt vs. non-exempt classifications

Wage rates for states with recent increases

Required labor law posters

Leave policies

Hiring documentation and I-9 procedures

Minnesota Secure Choice Retirement Program
Minnesota is launching a state-facilitated retirement savings program that will affect many
employers beginning this year. The Minnesota Secure Choice Retirement Program is
designed to help employees who do not have access to a workplace retirement plan save for retirement.
Employers who have five or more employees receiving taxable Minnesota wages and don’t currently offer a qualifying retirement plan (like a 401(k), SIMPLE IRA, SEP, etc.) must enroll in the program. Employers that already offer such a plan may certify an exemption instead of participating. Employer registration phases are as follows:

Employers will receive guidance and login information from the program’s service provider
(Vestwell) around the start of their phase to register and begin participating. According to an email from the interim director: You should have received a letter or an email from Vestwell. It will include a code to enter that will allow you to exempt your company if you already offer a retirement Program. If you offer a retirement plan and file an exemption, you are done. If not, the website has training videos on how to enroll employees. If you do not receive this communication: You can enroll by using your FEIN or by calling the call center. The number is 1-855-938-1474.

Participating employers’ primary obligations include:

Register for the program when their phase begins

Deduct employee contributions from each payroll and remit them through the Secure Choice system

Distribute program-provided information to employees

Coordinate with payroll providers to ensure deductions are accurate

There is no cost to employers beyond the administrative tasks of withholding and
remitting contributions. Employers are not allowed to make contributions on behalf of
employees under this program.
Employees will be automatically enrolled in the program but can opt out or change their
contribution amounts at any time. Contributions are deposited into a Roth Individual
Retirement Account (IRA) by default, though employees may choose a Traditional IRA if
they prefer. Employees under 18 are excluded from membership in the Mn Secure Choice Program. For official information from the Secure Choice Retirement Boar

securechoice.mn.gov.

Paid Leave makes time for some of life's most important moments. Like many insurance plans, Paid Leave is funded by premiums paid by employers and employees.

08/04/2026

Did you get your RHRA Newsletter today?

It featured: some legislative updates, recruitment corner, tips for Open Enrollment, HR Business Spotlight and a couple save the dates!

Let us know if you didn't receive it!

07/30/2026

COMING SOON!

03/26/2026

The Spring Conference Registration is Open - May 20th!!

Register Today!
https://www.eventbrite.com/e/spring-12-day-rhra-shrm-conference-tickets-1984970270513

03/11/2026

Coming May 20th! This 1/2 Day Conference will focus on benefits & trends, private vs state, wellness, and of course any employment law updates as well. Watch your email for an invite!