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Monday 9am - 5pm Tuesday 9am - 5pm Wednesday 9am - 5pm Thursday 9am - 5pm Friday 9am - 5pm

Lighthouse HR Support, 535 Grand Avenue, Grand Junction, CO (2026)

06/10/2026

Children’s Health Fair will offer free services Friday, June 12, 2026.

Families are invited to take advantage of free health screenings and services for children this Friday, June 12, at the Children’s Health Fair from 9 a.m. to 6 p.m., hosted by the Mesa County Partnership for Children and Families. The event will be held at the Clifton Community Cener at 3260 D ½ Road, in Clifton, CO.

The event will offer no-cost immunizations and screenings for vision, hearing, dental health, speech, and language development. All services are available free of charge, regardless of insurance status or household income.

Physicians will be on-site to conduct vision screenings, and children who need corrective eyewear may qualify for a free pair of glasses. Vision screenings do require pre-registration which can be accessed at bit.ly/Mesa-Vision-Screen.

Please note that the vaccine clinic and speech/language screenings will only be available during the afternoon.

In addition to health services, families can connect with childcare resource specialists and referral staff for information and support.

For more information, please go to mesacountypcf.org, or email questions to mcpcf@ mesacounty.us.

05/27/2026

Lighthouse HR Support staff members, Kelly, Pamela and Gina had a great time last week at the 2026 SHRM Western Colorado Annual Legislative Conference in Grand Junction, CO!

This year’s conference theme was “Hit It Out of the Park”, and the ladies sported their new jersey shirts with our motto: “Lighthouse HR Support - Because you don’t know what you don’t know about HR!”

The table also offered fun swag, company information, and a baseball card competition that included cyphers with Human Resource- related phrases!

Here is an example of one of the cyphers used at the conference:
◈◇◕◒◆◒○△ ◇◗◕✦ ☆◇▣◔ ☆◑○◗ ◕○▲✚○▣△ ◍◇◕◕◇☆ ▽◑○◖ ▽◇◇

If you would like the cypher key to decode it, contact Kerry Strauss one of 2 ways:
1. Comment below and request the key to be sent to you, or
2. Email [email protected], and she will send it to you via email.

The cyphers were a big hit- we will have them again at next year’s conference! Game on!

05/22/2026

We can never forget the sacrifices made on our behalf by the brave men and women who gave everything for our freedom. Today, we honor and remember our fallen heroes. 🇺🇸

05/19/2026

The ADA Interactive Process is more than a compliance requirement — it’s an opportunity to create a workplace culture built on communication, fairness, and inclusion.
A successful interactive process should include:

✔️ Accommodation Determination – Open dialogue should help identify reasonable accommodations once workplace barriers are ascertained.

✔️ Respond Quickly – Delays can be viewed as bad-faith participation and may create potential ADA compliance issues.

✔️ Counter-Offer When Needed – If a requested accommodation creates undue hardship, employers can propose an alternative and seek approval from the employee’s healthcare provider. (*NOTE - The company may provide an alternative even if the original request does not cause undue hardship. For example, if the original request isn’t best for the business and there is an alternative that would also meet the accommodations listed by the provider, the company may counter with the alternative.)

✔️ “Yes,” or Nothing – If the employee declines a reasonable accommodation that has been approved by their healthcare provider, the interactive process should continue while the employer and employee explore all remaining effective options. If no mutually acceptable accommodation can be identified, the employer may then evaluate other appropriate next steps, which could include a temporary leave of absence, reassignment to a vacant position, or separation from employment, consistent with applicable law.

✔️ DOCUMENT EVERYTHING – Maintain records from the initial request through the final determination, including accommodations offered, approved, implemented, denied, or declined.

The interactive process works best when employers focus on collaboration, consistency, and documentation every step of the way.

For more information on this and other topics, contact us at https://www.lighthousehrs.net

05/12/2026

Employers often focus heavily on recruiting and onboarding, but one of the most critical compliance responsibilities happens before an employee ever starts work: credential verification.

If an employer requires a license, certification, degree, or other credential as a condition of employment, the responsibility does not stop at simply collecting a copy from the applicant.

Employers must take reasonable steps to independently verify that the credential is legitimate, current, and valid for the position being filled.

This is especially important in healthcare, education, financial services, transportation, and any industry where public trust and safety are involved.

The case of Autumn Bardisa is a powerful example of what can happen when verification processes fail. Bardisa was reportedly able to fraudulently use identification and misrepresent her professional licensing because the employer did not properly verify and monitor the credentials she provided.

Situations like this create significant legal, financial, operational, and reputational risks — and, more importantly, can place patients, clients, customers, and coworkers in danger.

Credential verification should never be treated as a “check-the-box” administrative task. It should include:

• Primary source verification whenever possible
• Ongoing license monitoring and renewal tracking
• Identity verification
• Consistent documentation procedures
• Clear accountability within the hiring process

A hiring requirement is only meaningful if the employer takes steps to confirm it is real.

Strong compliance practices protect organizations — but they also protect the people those organizations serve.

For those unfamiliar with the case involving Autumn Bardisa, here is a news report discussing the allegations and credential issues involved: https://www.foxnews.com/us/florida-woman-posed-nurse-treated-4400-patients-without-license-avoids-jail-time?msockid=12b6621e9d856f9e2fdf75259c5c6ed4

04/29/2026

Lighthouse HR Support team members Ed, Pamela, and Kelly are having a great time today at the Colorado Assisted Living Association (CALA) April 2026 Spring Conference in Denver!

If you are at the conference, stop by the Lighthouse HR Support table and say hello!

04/27/2026

Are your managers truly prepared to handle employee issues—or just one misstep away from a costly compliance risk?

The right training does more than check a box.

It empowers your team to make confident decisions, reduces risk, and drives stronger, more consistent performance across your organization.

Let Lighthouse HR Support help ensure that when you invest in your people, you’re not just protecting your business—you’re building a workplace that performs better, leads stronger, and stays compliant.

Choose from the following training options:

* In-person. Our trainer comes to you

* Virtual- Live trainer online

* Web-based, on demand

Contact us today at https://www.lighthousehrs.net for more information!

04/15/2026

For my HR and business leader network—this is one to have on your radar.

Colorado Legislature passed Senate Bill (SB) 24-205, a law regulating how AI can be used in decisions that directly impact people (like hiring, promotions, lending, housing, and healthcare). And while it’s a Colorado law, it’s a strong signal of what’s coming nationally.

At its core, the law is focused on preventing algorithmic discrimination—when AI unintentionally (or intentionally) treats people unfairly based on protected characteristics.

From an HR and compliance standpoint, this is a big shift.

Here’s what it means in practice:
🔹 Using AI in hiring or employment decisions? You’ll need to evaluate whether those tools could introduce bias—and document what you’re doing about it.
🔹 Relying on vendors? You’re still responsible. You’ll need transparency into how those tools work and what risks exist.
🔹 No more “black box” decisions. Employers must notify candidates/employees when AI is being used in meaningful decisions.
🔹 Ongoing monitoring is expected. This isn’t a one-time check-the-box exercise—it requires continuous review and risk management.

The law went into effect February 1, 2026.

As an HR consulting firm working with multi-state employers, we’re already helping clients:
✔ Evaluate AI tool information used in recruiting and HR processes
✔ Build compliant policies and documentation
✔ Partner with legal teams to reduce risk exposure
AI can absolutely improve efficiency—but without the right safeguards, it can also create significant legal and reputational risk.

If your organization is using (or considering using) AI in employment decisions, now is the time to get a hold of it.

Have you started reviewing your AI tools yet?

04/07/2026

Refresh Your Policies and Handbook This Spring

Be honest—when was the last time you actually reviewed your HR policies?

If your handbook hasn’t been updated in the last year… there’s a good chance it’s already outdated. And in today’s compliance landscape, “outdated” can quickly turn into “risky.”

Spring is the perfect time for a reset.

Here’s where to start:
✔️ Review your employee handbook for outdated policies or missing updates
✔️ Audit wage & hour practices (this is where many companies get burned)
✔️ Check I-9s, documentation, and recordkeeping for compliance gaps
✔️ Align your policies with how your business actually operates today

The reality? Most HR issues don’t come from bad intentions—they come from neglected systems.

🌱 A simple “spring cleaning” now can prevent costly problems later.
👉 If you haven’t done a compliance or policy review recently, consider this your sign to start.

03/31/2026

Numerous “employee-relations issues” don’t originate with the employee.

Instead, they’re due to delayed or avoided leadership.

• The expectations that lived in someone’s head instead of being said out loud.
• The uncomfortable conversation that was vague to avoid discomfort (or dodged altogether).
• The lack of timely, fact-based documentation.

Nothing breaks all at once—it builds quietly.

Then one day it shows up as a performance problem. Or a conflict. Or a formal HR issue.

And now it feels big. But most of the time, it didn’t start big.

It started with management uncertainty.

Here’s the shift:
When managers learn how to step into those early moments—clearly, directly, and consistently—everything downstream gets easier.

• Fewer escalations.
• Less turnover.
• More trust.

Employee relations aren’t just about solving problems.

It’s about training leaders to be equipped to prevent them.

Lighthouse HR Support offers training tailored to your leadership team. They will learn:
• How to have work conversations- candidly and effectively
• How to transform dysfunctional conflict into functional team discussions
• How, When, and Why documentation is needed

Contact Lighthouse HR Support today – we can help!

Find us at https://www.lighthousehrs.net

Lighthouse HR Support

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Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm