REDF partnered with attorneys at Davis Wright Tremaine (DWT) to host a webinar highlighting the most important steps ESEs can take to stay in compliance with California employment laws. Understanding and complying with these laws is critical in preventing Labor Commissioner claims, class action claims, or PAGA (Private Attorney General Act) claims.
Browse by Topic
Leadership & Talent
The purpose of the Leadership & Talent section is to equip employment social enterprises with guidance, practical tips, and best practices for building and maintaining effective internal human resources (HR) functions. While managing and cultivating talent is critical for the long-term success of any organization, it may be particularly important for employment social enterprises, where the quality of the relationship between the professional staff and the participant workforce will likely determine whether the organization fulfills its mission.
The materials in this section cover a range of HR topics and are hopefully useful both for organizations starting out on developing an HR function, as well as those looking to improve or enhance a specific area. Our content emphasizes ways to proactively embed diversity, equity, and inclusion principles into all HR practices and policies to ensure that all employees feel supported and valued while at work.
All Leadership & Talent Resources
Performance management is the process of aligning your organization’s goals and values with employee expectations and management of their work. It is a collaborative process focused on making employees, and therefore the organization, more successful and mission-aligned.
We've provided recommended questions that you can use to enhance your board interview process. We've also included a sample scoring sheet that you can download and tailor to meet your needs.
Board job descriptions play a crucial role in ensuring that board members assume their roles as nonprofit officers with a sense of comfort and clarity. This resource gives you a place to start and is editable so that you can tailor it to meet your org's needs.
Effective employee separation and off-boarding processes can help organizations maintain positive relationships with former employees, reduce legal risks, and ensure a smooth transition for remaining employees.
This second article addresses steps five to seven, which happen after the top executive has decided to leave.
Succession planning begins with the end in mind. The leader’s leaving is not the end; in fact, it is also a new beginning – for the departing leader, for their successor, and most importantly, for the organization and all its people.
In this resource, we outline key lessons we’ve learned from the 130+ ESEs we’ve supported that serve people with justice system involvement.
In session 3 we walked through all of the steps for activating a succession plan, which include: Determining a leader's transition date, pre-departure planning, communications plans, search firms, and more!
In session 2 we continued the series by looking at what to consider when outlining a plan for managing an unforeseen or emergency leadership transition.