Cultivate HR Consulting, LLC

08/28/2026

Apple had to pay $150,000 over one accommodation request.

And guess what?

The manager was following their policy.

But they missed something.

Watch the video and let me know what you think. What would you have done differently?

Oh, and Apple...my offer still stands. 😂

08/21/2026

Mindset is EVERYTHING!!!

08/18/2026

Did you know?

Requiring an employee to attend a meeting or training outside their normal work hours doesn’t automatically make that time unpaid.

Under the FLSA, time spent in lectures, meetings, and training generally may be excluded from compensable working time only when certain requirements are met.

For our nonexempt employees, employers should be paying attention to work performed:

• Before a shift starts
• After an employee clocks out
• During required meetings
• During certain training or orientation
• At home or remotely outside scheduled hours

Because nonexempt employees must be paid for all hours worked (even unauthorized hours).

Here’s the question I have for you: Do you know when your employees are actually working not just when they’re scheduled to work? Because “I didn’t authorize the overtime” and “the employee wasn’t supposed to be working” don’t resolve the employer’s wage-and-hour obligations if the employer knew or had reason to believe the work was being performed.

Take a look beyond the timecard. Your actual workplace practices may tell you something different.

Source: U.S. Department of Labor, Wage and Hour Division, Fair Labor Standards Act guidance.

08/17/2026

A written policy won’t protect you if managers don’t follow it.

In a recent court decision involving U.S. Bank two employees alleged they were terminated in retaliation after an ethics complaint. U.S. Bank maintained that the terminations were part of a reduction in force.

But there was a problem.

The evidence raised questions about whether the company’s own RIF procedures were actually followed.

Now, while the court did not find that U.S. Bank retaliated, it found there were enough factual disputes for a jury to decide that question.

And that distinction is what is important here.

So is the reminder for employers: Your process is part of your defense.

If you have procedures for terminations, investigations, discipline, or reductions in force, your managers need to follow them consistently and HR needs to document that they did.

Because when your written process says one thing and your actual practices show another, you may have just created evidence for the other side.

**HR leaders: Do you audit whether your managers actually follow your written procedures?

Source: *Pannek v. U.S. Bank National Association*, No. 25-3706, 2026 WL 2277080 (6th Cir. Aug. 7, 2026).

08/14/2026

Congratulations Ryan on earning your SHRM-CP!

08/12/2026

A written policy is not proof of compliance.

This week's OSHA case is a reminder that what protects your organization isn't what's written in the handbook—it's what actually happens in the workplace.

Ask yourself:
✔️ Is the equipment working?
✔️ Do employees understand the training?
✔️ Are supervisors following the process?
✔️ Can you prove your policy is working?

Because supervisors determine the real operating standard.

Don't ask only whether the policy exists. Ask whether you can prove it's working.

08/10/2026

A policy is not proof of compliance.

This week, OSHA announced more than $700,000 in proposed penalties against a Maine pulp mill after two employees died from exposure to hydrogen sulfide gas.

The agency cited alleged failures involving alarms, breathing equipment, respirator evaluations, fit testing, chemical labeling, employee training, and hazardous-material controls.

The employer may contest the citations. But the leadership lesson is already clear:

A written safety program is not the same as a working safety system.

Organizations often believe they are protected because they have:

• A policy
• A training deck
• A sign-in sheet
• Safety equipment
• A reporting process

But the real questions are:

Was the alarm functioning?

Did employees know what to do?

Was the correct equipment available at the moment it was needed?

Were supervisors enforcing the procedure?

Had prior warnings or near misses been addressed?

Could leadership prove that the safety program was operating, not merely documented?

This principle applies beyond workplace safety. It applies to harassment policies that managers do not follow. Timekeeping rules that supervisors routinely override. AI policies no one enforces. Performance processes leaders bypass when they want someone terminated.

The existence of a policy may show that the organization knew what should have happened.

The actual practice determines whether it did.

This week, do not just ask whether your organization has the right policy.

Ask whether you can prove the policy is working.

08/07/2026

Its Celebration Friday and we are highlighting Lesslie Graham for earning her SHRM-CP certification. We see you Lesslie. CONGRATULATIONS

08/05/2026

Most workplace concerns don't begin with the words...

"I'd like to file a formal complaint."

Instead, they sound like this:

"Can I ask you something?"

"Something happened that made me uncomfortable."

"I'm not sure if this is a big deal..."

How you respond in those first few minutes can shape whether an employee feels heard, whether trust is built, and whether a small concern becomes a much bigger issue.

That's why every leader should know what to do before a formal complaint is ever filed.

In this carousel, I'm sharing five practical steps every leader should take when an employee raises a workplace concern.

➡️ Swipe through, then let me know...

Which step do you think is overlooked most often?

08/05/2026

Great review from L G... "Highly Recommended for Working Professionals!

Crystal Clear Agenda: Every session had a well-defined plan, so I always knew exactly what to expect and how to prepare.

Excellent Learning Management System (LMS): The online platform is structured logically and is incredibly easy to navigate.

Practical Focus: What sets this course apart is the focus on real-world scenarios, which made the material highly relevant, and actual exam-style questions. And the sense of community amongst your fellow classmates.

Outstanding Support: Furthermore, Latisha was highly responsive and incredibly supportive.

Overall Experience: I highly recommend this outstanding SHRM exam prep course to anyone trying to balance career advancement with a busy schedule. I felt completely confident going into my exam. I couldn't have asked for a better experience!"

"Highly Recommended for Working Professionals! Crystal Clear Agenda: Every session had a well-defined plan, so I always knew exactly what to expect and how to prepare. Excellent Learning Management System (LMS): The online platform is structured logically and is incredibly easy to navigate. Practica...