top of page
JULY 2025
Paper Yellow.png

REGISTER NOW!

Full Graphic w Text.png

- This course is offered for free to all Vida HR Clients -

Description:

​

Gossip in the workplace isn’t just annoying — it’s destructive. It quietly chips away at trust, divides teams, lowers morale, and can even lead to legal risk and employee turnover. Left unchecked, it becomes part of your culture, shaping how your people communicate, collaborate, and perform.

​

This 30-minute Power Session is designed to deliver fast, focused training with immediate value. Participants will walk away with real-world strategies they can use the same day to identify, redirect, and reduce harmful gossip in the workplace.

​

Ideal for people leaders, HR professionals, and anyone committed to building a healthier work environment, this session cuts through the noise and gets straight to the point — in just 30 minutes.

What this Power Session delivers:

​​​

  • A clear understanding of how gossip spreads and why it’s more than “just talk”

  • The difference between gossip and rumors — and why both matter

  • The hidden costs of gossip, from lost productivity to broken trust and increased turnover

  • Tools to confidently redirect gossip conversations in real-time

  • Leadership behaviors that model respectful communication and discourage backchannel chatter

  • Steps to build a workplace culture rooted in transparency, trust, and accountability

The Anatomy 
of a Great Offer Letter

By:

Regina Dyerly, SHRBP, PHR

Partner / (COO)

07.25 Offer Letter - HEADER.png

A job offer letter isn’t just paperwork, it’s your first official handshake with a new team member. It does more than confirm the pay rate and start date. It sets expectations, establishes trust, and protects your organization from misunderstandings down the line. Whether you're onboarding your first hire or your fiftieth, a strong offer letter lays the groundwork for a successful working relationship. Here’s what you should never leave out.

The Offer Letter Checklist

1. Job Details

  • Job title

  • Start date

  • Full-time/part-time/temp status

  • Exempt or non-exempt classification

2. Compensation

  • Hourly rate or salary

    • For salaried positions, we recommend listing the per pay period amount rather than an annualized figure to avoid implying a guaranteed annual income.

  • Pay frequency (weekly, biweekly, semi-monthly, etc.)

  • Overtime eligibility

  • Bonus/incentive potential (optionally detailed in a separate exhibit)

3. Schedule & Location

  • Regular hours

  • Time zone expectations

  • Work location: on-site, remote, or hybrid

  • Any travel requirements

4. Reporting Structure

  • Who the employee reports to

  • Where the role sits in the organizational chart

5. Benefits Overview

  • Medical, dental, vision

  • Ancillary Benefits (Life, STD, LTD, FSA, etc.)

  • PTO and holiday policy

  • 401(k) and any company match

​

 *Tip: Reference a separate benefits summary for the full details and premiums. *

6. At-Will Employment Statement

  • Reinforce that either party can end employment at any time, with or without cause or notice (unless otherwise governed by a contract or CBA).

7. Contingencies

  • Background check

  • Reference check

  • Form I-9 verification

8. Offer Expiration

  • Provide a response deadline—typically 3–5 business days from the date of the offer

9. Required Agreements

  • Mention any additional agreements required upon hire:

  • NDA or confidentiality agreement

  • Non-compete or non-solicitation (be sure it is compliant with applicable state laws)

  • Arbitration agreement

10. Signature & Next Steps

  • Provide signature blocks

  • Include what happens next (onboarding platform, check spam/junk for paperwork, etc.)

Want to make your offers shine?

  • Add a friendly welcome or short note of enthusiasm

  • Reference the attached job description for review and signature

  • Include onboarding tips like where to look for emails or who to contact with questions

​

Want to see it in action? A completed example is attached, and the editable template is ready for you in the Knowledge Center.

IMPORTANT SECURITY NOTICE - DIRECT DEPOSIT

We want to address a recent increase in attempted payroll fraud affecting employees across multiple organizations nationwide,  including some clients on the isolved People Cloud system.

 

What’s happening?

In the past few weeks, there have been isolated incidents of employee direct deposit accounts being changed fraudulently. After investigation, these changes were not due to a breach of isolved’s systems, but rather because individual employees’ credentials were compromised through phishing emails or reused passwords that had already been exposed elsewhere.

 

How do scammers get in?

Cybercriminals are using “InfoStealer” malware and fake logins to capture employees’ usernames, passwords, and even MFA codes. Once they have those, they can change direct deposit details to divert paychecks,  often to Chime or WorldPay accounts.

 

What isolved is doing
  • Notifying users of login attempts from new devices

  • Locking accounts if a password is found in a known data breach

  • Sending alerts for multiple direct deposit changes

  • Enhancing AI fraud detection for payroll modules

  • Performing regular security audits

  • Strengthening passkey and MFA options for all users

 

What Vida HR is doing
  • Employees and the Payroll Specialist now receive an alert whenever a direct deposit change is made.

  • The Payroll Specialist will then verify the change with the employer to ensure it is accurate.

  • Immediately assisting any impacted employees to reset credentials and secure accounts

  • Helping employees update email addresses if needed

  • Advising clients on best practices to limit exposure

  • Providing easy instructions to set up Multi-Factor Authentication (MFA)

  • Verifying and restoring correct direct deposit information when needed

 

What you and your employees should do NOW:
  1. Review isolved account settings regularly
    Log in at least every pay period and check Direct Deposit details.

  2. Use a unique, strong password
    Never reuse the same password for isolved and other sites.
    Make sure passwords are at least 12 characters with numbers and symbols.

  3. Set up Multi-Factor Authentication (MFA)
    Use a phone-based authenticator app or passkey. Avoid using email-only MFA.

  4. Watch for phishing emails
    Do not click suspicious links. Verify the sender by contacting them through official channels — never use phone numbers or links provided in suspicious emails.

  5. Report anything suspicious immediately
    If an employee sees an unexpected change in isolved, notify Vida HR right away so we can help secure the account.

 

Steps we take when fraud is suspected
  • If an employee’s account is compromised:

    • Vida HR helps update the email address on file or reset passwords immediately

    • We enable/require MFA to prevent future unauthorized changes

    • We review all direct deposit details with the employee to restore the correct accounts

    • We monitor closely and provide ongoing security guidance

 

Bottom line:

This is an evolving threat that relies on tricking individuals and is not a security failure within isolved itself. Together, we can stop scammers in their tracks through better employee awareness, strong passwords, MFA, and regular account reviews.

 

If you would like a customized communication, you can share directly with your employees or need help updating your security practices, please let us know. We are here to help.

HR Insights.png

QUESTION:

I have an employee who put in for PTO this week. However, their coverage fell through and now I don’t have anyone to work those shifts. I told the employee they needed to cancel their plans and work that week. However, the employee argued that I wasn’t allowed to do that, and that they had already bought plane tickets. 

Can I require an employee to cancel their vacation?

Answer:

Broadly speaking, there’s no law that prevents you from canceling an employee’s PTO request, even if they have bought tickets or are mid-vacation. As long as you are compensating them for any time already taken, you are within your right to cancel the remaining time off, provided there’s nothing in your policy that says otherwise. That being said, it’s not advisable to do so unless absolutely necessary, and there are some things you can do to lessen the impact on the employee.

​​

No one is going to be happy that their vacation is cancelled. If you are a business where coverage is tight and vacations might have to be delayed, it’s important you communicate that to employees before they put in PTO requests. Furthermore, in a case where an employee is traveling and has already purchased plane tickets, best practice would be to reimburse the employee for that cost, although that may not always be feasible.

It's also important to take steps to mitigate the possibility of canceling vacations. Many employers use a ‘first come, first service’ basis for PTO requests – if there are too many vacation requests at the same time, or would result in a lapse of coverage, the employer will deny the request and ask the employee to use PTO at another time. This way, employers can avoid prolonged periods of time with multiple employee absences resulting in low coverage.
 

While this discussion is about PTO, this problem is flipped on its head if employees are using state required paid sick leave. Those policies tend to have legal protections that stops an employer from restricting paid sick leave use.

​

Keep in mind that canceling an employee’s pre-scheduled time off or asking them to come in to work during their scheduled time off may impact employee morale and could result in turnover. It’s a good idea to weigh the pros and cons of making such a decision and ensure the business is prepared for the employee to refuse and instead resign.​​​​​

isolved_pattern_TheSwarm_black.png

Important Navigation Updates

isolved has made several changes over the past month to the isolved platform and self-service employee portal, which affects basic functionality for employees, managers, and supervisors.

​

We have compiled an overview of changes to help you, and your employees, learn the new functionality and navigate within the portal.

Menu Changes:

The menu items previously available on the left hand side of the screen under the user’s name have been moved to the right side of the screen.

For users with multiple login credentials, this has also been moved from the left to the top right of the screen. These users should click their initials in the top right corner and click “Switch User” to switch to an alternate account.

In the Classic View, a user can now navigate to the Adaptive Employee Experience (AEE) view by clicking the four square icon in the top right corner and select “Employee Workspace.”

​

isolved has completed updates within the AEE portal to streamline navigation and make usage more intuitive for users. AEE is now referred to as the “Employee Workspace.” 

Employee Workspace 

The Employee Workspace now includes widgets that improve the ability to do regular tasks without having to navigate onto different screens. This includes a Punch Widget, a “Tasks To Do” widget, as well as a “Net Pay” widget. This updated view shows employees outstanding tasks and adds the ability to navigate to other tools to complete University courses, performance reviews, etc.

Below is a screenshot of what this screen now looks like:

While in the AEE/Employee Workspace, if a user wishes to navigate back to the Classic View/ESS version of the isolved portal, they will again click the four square icon on the top right of the screen, and select “Administration”:

Additional Timecard functionality in the Employee Workspace has been added for both employees and managers/supervisors:

​

In the Timecard Beta view, employees will now be able to request time off directly from their timecard:

Managers/supervisors will be able to approve/deny time off requests from the timecard view by clicking “Absences” in the Add Entry drop down menu – again in Timecard Beta:

Finally, enhanced security measures are being implemented within isolved to prevent fraudulent activity. Beginning in Q3, the ability to control the verification methods based on security levels for both Client and Employee users will be available.

isolved_pattern_TheSwarm_black.png

Attention isolved ATS Users:
Indeed Policy Change & Job Listing Form Updates

Indeed is tightening enforcement around duplicate job listings. Moving forward, job posts flagged as duplicates may not appear in organic search results unless sponsored.

​What triggers a duplicate flag?

  • Reposting the same job with minimal or no edits

  • Posting near-identical listings across locations or titles

How to help your postings stay visible:

  • Avoid posting identical jobs repeatedly

  • Differentiate posts by level, location, or job function (e.g., separate entry-level vs. senior roles)

  • Use tools like Job Ad AI Pro to help create distinct, optimized job listings

How to identify duplicates:

Flagged jobs will appear in the client’s Indeed dashboard with a note requiring sponsorship for visibility.

isolved’s New Job Listing Form Is LIVE!

The Job Listing experience has been upgraded for better performance, easier navigation, and smarter tools.

New Features Include:

Watch the video overview of the new form:
Click here to watch

  • Tailored interface based on user type

  • Save job listings as drafts

  • New fields like minimum education and experience

  • Improved copy listing functionality

  • Smart Job Ad Tips to help optimize listings for better results

Vida_HR_Logo_White-04.png

EMPLOYEE HIGHLIGHT

EMPLOYEE HIGHLIGHT

EMPLOYEE HIGHLIGHT

Jacob.png
Specialist.PNG

Hello, I'm Jacob Fisher!

My interest in HR began in college. When I started at Baylor, I simply knew I wanted to pursue a degree in business. After taking some introductory courses, I decided to double major in the areas I found most engaging: marketing and HR. During college, I spent my summers and breaks working seasonal jobs as a ski instructor and helping manage a ropes course and zipline.

​

My first professional job was as a recruiter, after which I transitioned into an incredibly rewarding role as an HR Coordinator at The PLACE, supporting their mission of helping local youth experiencing homelessness. One of my responsibilities there was overseeing employee benefits, which ultimately led me to my current role here at Vida HR.

​

My Predictive Index profile is Specialist, which means I thrive when given clear, structured tasks and I strive for precision using established methods. This approach has served me well in the detail-oriented world of benefits administration.

​A little about me:

Growing up, my father was a state park superintendent, which afforded me the rare opportunity to actually live inside a state park. This love of the outdoors helped lead me to Colorado, and on weekends you can find me fishing, mountain biking, hiking, playing frisbee golf, and running. When I’m not outside, I enjoy working on home projects, catching up on all things Star Wars and Lord of the Rings, spinning vinyl from my favorite music decades (the 60s and 70s), or relaxing in my Lego room. I grew up going to Baylor football games with my older brother, so fall is my favorite season for both football and for viewing the changing leaves of Colorful Colorado.
 

bottom of page