HR Workforce Solutions
By Nonprofits, For Nonprofits
As a nonprofit organization, your budget probably doesn’t allow for big cash bonuses or expensive rewards. But that doesn’t mean you can’t provide meaningful recognition that incentivizes your MVPs. In fact, sometimes the “no cost” incentives mean the most to your employees.
Here are nine ideas to help you provide solid recognition to MVPs – on a nonprofit budget.
1. Praise in one on ones. Employees want to feel that their contributions matter and that someone sees the efforts they put into their jobs. Calling out an employee’s “extra mile” work, acknowledging milestones and generally praising the everyday contributions they add can be a great way to reward employees – especially for introverts who might not feel comfortable in the spotlight.
2. Praise in staff meetings. It’s not a secret. You probably also have employees who yearn for the spotlight. While praise in their one on ones is good, they’ll feel even more rewarded when you highlight their contributions in public during staff meetings. Consider building a team kudos section into staff meetings to help build opportunities to highlight achievements and milestones.
3. Send handwritten notes. It may seem old-fashioned but the power of a small handwritten note can be significant. It’s not uncommon for employees to keep them and reread the “kudos” message long after their receipt. It only takes a few minutes to write a congratulations or thank you message. But the impact lasts long after it’s sent.
4. Bring in surprise treats. Ordering a delivery of donuts, cookies or some other treat for a Friday afternoon can bring a big boost to morale – especially after your team pulls off a big event or meets a significant milestone. This thoughtful surprise can build team bonding at an inexpensive cost. The camaraderie built around enjoying surprise treats can help your team feel rewarded and see that their efforts are recognized.
5. Give extra time off. Rewarding top performers with extra time off can be a smart way to build loyalty within a nonprofit. Consider an employee who recently finished a big project. Giving them Friday afternoon off costs your organization nothing. But those extra “time off” hours can build a world of loyalty.
6. Award work from home days. Work/life balance can be highly motivating – especially for employees in nonprofit settings. Recognizing extraordinary efforts with work from home days can be an easy way to reward high performers by giving them the flexibility they may need to handle family situations at no cost to your nonprofit.
7. Prime parking spot. Awarding a “VIP” parking spot can be a smart way to recognize employees who go above and beyond in their duties. Be sure to put up a sign that clearly marks the spot as reserved for the VIP employee. Then make it a priority to rotate the winners of the spot between high performers and more junior employees who exceeded expectations during certain events. The goal is to build the perception that anyone within the nonprofit – no matter what their job – could win this coveted parking spot.
8. Lunch with leadership. Especially for lower-level employees, having the opportunity to be heard by senior leadership can be a significant reward. First, it immediately serves as recognition for their contributions. Then it allows them to proactively share ideas or insights that might help senior leadership better understand organizational issues or find new ways to approach challenges the nonprofit may be facing.
9. Employee of the month award. Within a nonprofit, one of the most powerful morale-boosting strategies is recognition. Building an “Employee of the Month” program can be one of the most successful. Creating a prominent “Employee of the Month” display on a bulletin board helps show your employees and the people you serve that you’re recognizing the efforts of people who go the extra mile for your organization.
Be sure to prominently name the person who earned the reward. Display a photo of them. Include a short paragraph summarizing the reasons they won that month’s recognition. Much like the VIP parking spot recognition, it’s important to make sure your organization recognizes workers across the spectrum of your nonprofit.
As a nonprofit organization, boosting employee morale on a budget can be a great way to retain top performers and attract new superstars. If you’d like more ideas for rewarding employees, take advantage of the UST HR Workplace – a full suite of tools powered by Mineral that can help you find even more ways to reward top performers on a budget. Start your free 60-day trial to access articles and checklists that can help you build a culture of recognition within your nonprofit.
SOURCES:
“From Praise to Profits: The Business Case for Recognition at Work,” workhuman.com, 3/28/23
“22 Free Employee Recognition Ideas That Actually Work,” selectsoftwarereviews.com, 11/29/24 https://www.selectsoftwarereviews.com/blog/free-employee-recognition-ideas
“5 Budget-Friendly Employee Recognition Ideas,” marketinginnovators.com https://www.marketinginnovators.com/blog/5-budget-friendly-employee-recognition-ideas
Nonprofits face unique challenges when it comes to staffing. Limited or tight budgets, lean teams, and high-impact missions often mean employees are stretched thin. Despite these challenges, these dedicated individuals consistently invest their time, effort, and passion into driving meaningful change.
Yet, even with such dedication, nonprofit leaders can overlook one crucial aspect of maintaining a productive and motivated workforce—employee appreciation. Here is why it matters and how it can make a significant impact to your organization.
The Ripple Effect of Employee Appreciation
The importance of employee appreciation is far-reaching, and the evidence backs it up. According to the American Psychological Association, when employees receive appreciation at work, 93% feel valued and motivated to give their best, and 88% report being engaged. Organizations with a strong appreciation culture experience higher employee engagement, better retention rates, and enhanced overall performance. For nonprofits, where budgets and recruitment resources are often limited, showing employees that they are valued can be a game-changer.
Some benefits include:
Easy Ways to Show Your Nonprofit Team You Care
Appreciation does not have to be expensive; it’s about making employees feel seen and valued. Here are ways to incorporate employee appreciation into your nonprofit culture:
1. Celebrate Milestones: Recognize employee work anniversaries, birthdays, or major project achievements. A handwritten note, small gathering, or public acknowledgment can go a long way.
2. Offer Opportunities for Growth: Provide access to training programs, conferences, or mentorship opportunities. Investing in the growth of your employees shows that you value their future as much as their present efforts.
3. Encourage Transparent Communication: Sometimes, the simplest way to appreciate an employee is to openly acknowledge their contribution in meetings or reports. A quick “thank you for your hard work” can be influential.
4. Introduce Flexible Benefits: Work-from-home perks, mental health days, or schedule flexibility can show your staff that you value their well-being just as much as their work.
5. Recognize Their Impact: Tie their efforts directly to your nonprofit’s mission. For example, instead of saying, “Great work on the fundraiser,” highlight how their work helped feed 500 families in the community.
How UST HR Workplace Can Help
Building a culture of appreciation takes consistency and the right tools. With UST HR Workplace, nonprofit managers and HR professionals have everything they need to streamline employee engagement and recognition. This cloud-based platform offers tools, templates, and trainings designed specifically for nonprofits to create a safe, compliant, and productive workplace. Strong employee appreciation leads to a more connected, motivated, and efficient nonprofit staff.
Sign up for UST HR Workplace’s Free 60-Day Trial and unlock the tools you need to build a culture of gratitude that keeps your team engaged and your impact growing.
Show your workforce they are valued. It starts with you!
Source:
https://front.com/blog/thanks-the-importance-of-appreciation-and-gratitude-in-the-workplace
Question: We’d like to start giving cost of living raises to employees on their anniversary dates. What’s the best way to calculate these pay increases?
Answer: When the information is available, employers typically use the consumer price index (CPI) to calculate cost of living increases. It measures the change in prices consumers pay for goods and services such as housing, food, and medical care. Most heavily populated cities have their own CPI.
Most cities often see a small increase each year, but it is important to note that the CPI can also remain the same or decrease. It’s not guaranteed a cost of living increase will occur based on the CPI. You can find the CPI for your urban area by searching the Bureau of Labor Statistics website.
If you tie salary increases to the CPI, your policy should neither guarantee annual raises nor decrease compensation when the CPI decreases. If you choose to guarantee a raise each year, you could have a minimal percentage increase that applies in those years in which the CPI does not increase. However, instead you may consider basing pay increases on merit, market factors, and profitability of the company.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Nonprofit organizations improve communities by providing impactful services, including everything from educating, sheltering, healing, nurturing and so much more. Nearly everyone in the United States has benefited from a nonprofit organization in one way or another. The roughly 1.3 million nonprofit organizations in the U.S. need assistance to operate and help as many people as possible.
Internship programs offer numerous benefits to nonprofit organizations. Interns provide much-needed assistance, unique skill sets and fresh ideas. Internships can also lead to new hires that help the organization operate and grow for years to come. Even interns who do not become full-time employees often remain proponents of the organization.
There’s no denying that nonprofit internships are valuable, but finding the right interns can be a challenge. Discover how you can recruit and hire interns who will have a positive impact on your organization through their hard work and unique skills:
Where to Locate Your Nonprofit Interns
Nonprofit internships offer many benefits to the organization, as well as to the interns themselves. However, locating the right recruits may feel like finding a needle in a haystack at times. The following are several places to find quality recruits, so you can spend less time searching and more time offering your much-needed services.
Tips for Hiring Interns
How you hire interns can have a significant impact on their experience at your nonprofit organization. The following are a few effective tips to help ensure your potential interns understand what the position entails and how the internship can be mutually beneficial.
UST offers virtual HR solutions for organizations that don’t have full-time HR departments. We provide a complete range of HR resources to resolve HR issues quickly and smoothly. Our solutions support the unique needs of nonprofits, so you can stop worrying about HR concerns and focus on extending your organization’s positive impact.
For more insight into human resource best practices for nonprofits, join our newsletter!
Sources:
https://www.volgistics.com/blog/how-to-recruit-nonprofit-interns
https://www.councilofnonprofits.org/about-americas-nonprofits/nonprofit-impact-communities
Every February, Black History Month serves as a powerful reminder of the profound contributions African Americans have made to history, culture, and society. For nonprofits, this observance presents an important opportunity to both honor Black history and actively promote diversity and inclusion within their own organizations.
But how can nonprofit leaders go beyond surface-level acknowledgment to make a lasting impact? Here, we’ll explore meaningful ways nonprofits can celebrate Black History Month while building an inclusive workplace that aligns with their values and mission.
Black Generosity and Charitable Giving
Did you know? Despite the vast wealth gap created by systemic inequality, Black Americans give the largest share of their wealth to charity compared to all other racial or economic groups in the United States. Nearly two-thirds of African American households donate to organizations and causes, contributing an astounding $11 billion each year.
A study conducted by the Urban Institute revealed a remarkable finding about Black philanthropy. Since 2010, Black families have contributed the largest proportion of their wealth — including savings, used cars, land, and investment accounts — to charities across all racial or ethnic groups in the dataset.
What’s even more inspiring is that 28% of Black donors report household incomes below $50,000 a year, yet they are contributing a higher proportion of their income to charity than any other racial group. This demonstrates the extraordinary culture of giving within Black communities, often rooted in values of mutual aid, collective growth, and community solidarity.
For nonprofits, understanding this spirit of philanthropy means building genuine, meaningful connections with the Black community. Recognizing and celebrating this generosity during Black History Month can strengthen trust between organizations and constituents while advancing shared missions.
How Nonprofits Can Celebrate Black History Month
1. Highlight Historical Contributions: Share stories of Black leaders or organizations that have had a profound impact on your nonprofit’s field or mission. Use internal newsletters, team meetings, or social media to educate and inspire your staff, stakeholders, and community.
2. Support Black-Owned Businesses & Nonprofits: Use this time to uplift Black-owned businesses or partner with local, Black-led nonprofits. Whether you’re seeking vendors, collaborators, or event speakers, this is an impactful way to actively support the community.
3. Host Educational Workshops or Panels: Invite speakers, historians, or authors to lead workshops or discussions on Black history, systemic inequality, or contemporary issues. Providing learning opportunities emphasizes your commitment to fostering understanding among staff and stakeholders.
4. Create a Volunteering Initiative: Organize volunteer drives for staff to support Black-led community organizations or causes tackling racial inequalities. This not only strengthens ties with your community but also demonstrates your organization’s dedication to long-term equity.
5. Review & Advance DEI Initiatives: Take the time to examine your nonprofit’s Diversity, Equity, and Inclusion (DEI) strategies. Use Black History Month as a catalyst to revisit policies, identify gaps, and ensure your organization is building a welcoming and inclusive workplace for all employees.
As nonprofit leaders, it’s crucial to serve diverse communities, beginning with fostering awareness, respect, and representation within your organization. Celebrating Black History Month goes beyond honoring the legacy of Black leaders, innovators, and changemakers; it also enhances your inclusivity initiatives and boosts staff engagement. When your team sees that your nonprofit prioritizes equity and values diverse contributions, it fosters a stronger workplace culture, greater employee satisfaction, and a deeper connection to your mission.
Navigating the complexities of today’s HR landscape to create an equitable workplace can be challenging. That’s where UST HR Workplace comes in. This cloud-based platform is specifically designed for nonprofit employers, offering tools, templates, and training to cultivate safe, productive, and compliant environments. With UST HR Workplace, your organization can concentrate on hiring and retaining top talent while minimizing liability risks.
Discover how UST HR Workplace can empower your team to stay compliant and productive. Sign up for a FREE 60-day trial today and take the first step towards a stronger, more inclusive workplace culture!
*Recent executive orders from the Trump administration have significantly impacted nonprofits engaged in DEI initiatives, creating new challenges and uncertainties for these organizations. We stand with nonprofits engaged in all aspects of community and social service and our mission is to support your organization with HR tools and money-savings unemployment solutions to help mitigate some of the uncertainty.
Source
https://www.urban.org/urban-wire/despite-racial-wealth-gap-black-philanthropy-strong
https://www.tides.org/blog/five-facts-to-know-about-black-philanthropy-strong
Question: What is natural hairstyle discrimination?
Answer: Natural hairstyle discrimination occurs when natural or protective hairstyles (most often worn by Black women) are prohibited or are the basis of different or unfavorable treatment. That sounds a bit technical, but what it usually looks like in practice is dress codes that prohibit corn rows, locs, or afros, and hiring managers rejecting candidates with natural hair because they don’t have a “professional” look about them.
Some states have made natural hairstyle discrimination illegal by amending their employment discrimination laws to specifically define race as including traits associated with race, including hair texture and protective hairstyles. Protective hairstyles include (but aren’t limited to) afros, bantu knots, curls, braids, locs, and twists.
In states that have made natural hair discrimination illegal, employees have legal protections so that they don’t have to do something special or difficult with their hair (such as straighten it) just to come to work. It also means they don’t have to change this part of their racial identity for work. Ideally, they don’t have to worry about not being hired, being demoted, or being considered unprofessional because they wear a natural or protective hairstyle.
Whether or not you operate in a state that has made natural hairstyle discrimination illegal, we strongly recommend that you allow and encourage employees to wear hairstyles that work for them, whether that’s because they are easy, protective, or part of how they identify themselves.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Many nonprofits report that some of their strongest leaders are those who were “grown within” their organization. This internal leadership development, however, generally doesn’t happen by accident. Many of the most successful nonprofits have built their own roadmap for strategic leadership development.
By identifying the rising stars within your organization, you encourage team members to build new skills – both within their current role and by cross-training in other functions. This proactive approach to development:
How to find your nonprofit’s future leaders
As a leader within your organization, you’re most likely juggling multiple responsibilities. That’s why it’s important to share the job of “leadership talent scout” with other senior team members.
Consider adding a line item to senior staff meetings encouraging these leaders to highlight ways their direct reports or other staff members have recently stepped up. Managers with direct day-to-day staff interaction often value the opportunity to sing the praises of their team members.
This addition to your meetings can be a simple way to identify future leaders. Some staff members may shine in situations where they can jump in and tackle an urgent situation. Introverted team members, on the other hand, may stand out because their dependable advice and calm suggestions paint them as a co-worker others turn to with questions. Both types of future leaders can be invaluable.
Be sure to keep track of the staff members making these extra mile contributions – either in your own notes or by asking that they be included in meeting notes. Afterward, consider sending a short email to the individual thanking them for going above and beyond. This type of praise costs your organization nothing but is often highly valued by the staff member you recognized.
Over the course of a few senior team meetings, you’ll likely see a few names that consistently earn accolades from their direct supervisors. Consider involving these individuals in future leadership development efforts.
UST Workforce Solutions offers a complimentary trial to UST HR Workplace – a full suite of tools powered by Mineral that can give you additional ideas for identifying future leaders. Start your free 60-day trial to find helpful articles, templates, and checklists to help your organization grow tomorrow’s leaders.
Building strategic leadership opportunities on a nonprofit budget
Plotting a roadmap for your organization’s leadership development doesn’t require a significant budget. Many of the best leadership training opportunities can be incorporated at little or no cost by proactively engaging key individuals in challenging opportunities.
As your future leaders make their way through your organization’s leadership development roadmap, senior managers or supervisors should be encouraged to delegate smaller tasks to these individuals and monitor their performance. Ideally, you want to see them taking initiative on these responsibilities, set up a plan, project a positive attitude toward the team members they’re working with, and clearly communicate with the team and other stakeholders.
Once your leaders of tomorrow master lower-level projects, they can then step up to more significant responsibilities. In recognition of a team member’s growing leadership, many nonprofit organizations award these future leaders a “senior” title, which helps build a career path until a more elevated promotion opportunity becomes available.
If you’re interested in additional leadership training opportunities for your organization, take advantage of the 60-day free trial of UST HR Workplace. You’ll find 300+ on-demand training sessions to help motivate your nonprofit’s leaders of tomorrow.
SOURCES:
“Nonprofit Leadership – The Ultimate Guide For A Real Difference,” donorbox.org, 12/3/24
“6 Leadership Development Goals to Prioritize in Your Nonprofit,” dickersonbakker.com, 7/12/23
Effective communication is the backbone of any successful organization, but for nonprofits, it’s even more critical. With teams often juggling multiple roles, limited budgets, and high-stakes missions, healthy communication can mean the difference between achieving your goals or falling short. By fostering a culture of openness, active listening, and collaborative dialogue, nonprofit leaders can create an environment where both their teams and their missions thrive.
Why Communication Matters in Nonprofits
Unlike traditional workplaces, nonprofits encounter distinct challenges. Teams often operate in high-pressure environments, balancing passionate stakeholders and limited resources. Poor communication can exacerbate these challenges, leading to misunderstandings, inefficiencies, and even conflict. On the contrary, a culture of healthy communication can boost morale, improve productivity, and foster stronger relationships—both internally and externally.
The Benefits of Healthy Communication
We’ve laid the groundwork for why a thriving communication culture is essential. Now, let’s unlock its potential. Below are actionable strategies to build a communication culture that empowers your nonprofit and drives impactful results.
1. Lead by Example – Leadership sets the tone for communication within any organization. If you model transparency, active listening, and respect in your interactions, your staff will follow suit. Make it a habit to communicate your vision clearly, set expectations, and regularly check in with your team.
Try using an open-door policy to make employees feel comfortable sharing ideas, concerns, and feedback. Leadership workshops on effective communication can also be a worthwhile investment.
2. Create Channels for Open Dialogue – Healthy communication revolves around having safe and accessible platforms for discussion. Teams in nonprofits often vary in size and location, so adopting diverse communication channels—from regular team meetings to digital collaboration tools—can ensure everyone remains connected and on the same page.
Schedule weekly or biweekly check-ins to provide space for updates, feedback, and questions. Pair these with platforms like Slack or Trello for day-to-day collaboration.
3. Prioritize Active Listening – Listening is just as critical as speaking. Actively listening to your team reduces misunderstandings and shows employees that their opinions and emotions are valued. This can cultivate a stronger sense of belonging and respect among staff, which leads to higher morale and better teamwork.
When engaging with employees, repeat or paraphrase what they’ve said to confirm understanding. Avoid interrupting or rushing them during discussions.
4. Establish Clear Processes for Conflict Resolution – No organization is immune to conflicts, but the way they’re handled can either build or break team cohesion. Creating structured approaches for conflict resolution ensures that every issue is addressed fairly, strengthening trust and unity across your organization.
Develop a set of guidelines for handling disputes and train team members in conflict resolution techniques. Encourage mediation led by a neutral third party when necessary.
5. Share Tactics for Better Communication – Make communication training an ongoing part of your organization’s professional development. Whether it’s teaching staff how to give constructive feedback or how to adapt communication styles across cultural and generational divides, providing these tools will empower your team to communicate effectively and empathetically.
Host quarterly workshops or provide access to online courses on effective communication skills tailored to nonprofit workplaces.
6. Celebrate Wins and Acknowledge Efforts – Acknowledgment and gratitude go a long way in building positive workplace communication. Regularly celebrate milestones, both big and small, to create a culture that values contributions and fosters motivation.
Make a lasting impression by recognizing individual and team achievements. Celebrate successes during meetings, share them in company-wide emails, and consider sending personalized thank-you notes.
7. Collect and Implement Feedback – Lastly, fostering healthy communication means being open to feedback—and acting on it. Regularly solicit input from your team on how communication processes could improve. Doing so not only strengthens trust but also leads to continuous organizational growth.
Distribute anonymous surveys to capture honest feedback on organizational communication. Follow up by implementing changes and sharing the outcomes with your team.
Building a culture of healthy communication in your nonprofit isn’t just about getting people to talk. It’s about nurturing understanding, building trust, and empowering your team to collaborate effectively toward a shared goal. By being intentional with communication practices, you can set the foundation for a workplace where challenges are met with solutions, and everyone—from team members to the community you serve—feels valued and heard.
At UST, we’re dedicated to empowering nonprofits with the tools and strategies they need to thrive. By cultivating better communication within your team, you can build a stronger culture that propels your mission forward. If you’re ready to take the next step, sign up for UST’s FREE 60-day HR trial today. Gain instant access to 300+ employee training courses and see how we can help your organization succeed.
Question: How can we help our employees feel more comfortable providing feedback about their managers?
Answer: Employees are often uncomfortable providing feedback about their managers because they fear workplace tension or retaliation, they aren’t sure what to say, or they don’t believe anything will change. The following practices can help address these concerns:
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
As the year draws to a close, holiday parties and celebrations mark the end of another year. While it’s important to take time to recognize those milestones, preparing your nonprofit from a legal standpoint can help position your organization for a great start in the new year.
Verify Corporate Compliance
A quick review of your organization’s bylaws to make sure they reflect the current state of your nonprofit can be a good way to get started. Think about whether new initiatives may be stretching your bylaws in unintended ways. If so, consider working with your board of directors to adjust the bylaws to better address your nonprofit’s evolving mission.
Prepare For Tax Reporting
The IRS has stepped up audits with the incorporation of new rules surrounding full-time, part-time and overtime employees. Recent changes have adjusted the salary threshold for employees who are eligible for overtime payments.
Starting on January 1, 2025, the threshold salary for exempt employees to avoid overtime requirements will be $58,656. This increase in the salary threshold may mean more of your organization’s employees qualify for overtime – which can significantly impact your nonprofit’s budget.
It’s important to take note of employees who may be reaching this salary limit and to think creatively about how to manage their compensation in a way that values their contributions to your organization but still helps your nonprofit avoid overtime costs.
Another way to avoid running afoul of these changing regulations is to consider revising employee contracts to specifically state that overtime hours must be approved in advance. This can help your organization proactively manage overtime situations and encourage managers to be more mindful of circumstances that may lead to excessive overtime for key workers.
In addition, programs like UST Trust allow you to opt out of the state unemployment tax system and instead reimburse the state for your actual unemployment claims, dollar-for-dollar. UST assists you through the enrollment process, provides expert claims management, and helps you save money for anticipated unemployment costs in a reserve account owned by your organization as a financial asset.
UST can evaluate your unemployment claims history, number of employees, and tax rate information (if not yet reimbursing). Simply complete UST’s Free, no-obligation Savings Evaluation Form.
Contract Reviews and Renewals
One of the most common situations faced by nonprofit organizations is misclassifying a person as a contract worker rather than an employee. This can be especially fluid as you work with someone over multiple years on long-term projects. A person’s status as a contract worker could morph over to that of an employee without your organization necessarily noticing the change.
As a result, it would make sense to take a second look at the people your nonprofit categorizes as contract workers to ensure they still fit that definition according to the IRS. The six areas to consider are:
Performance Evaluations
The end of the year is an opportune time to conduct employee performance evaluations. Even if your organization’s fiscal year concludes mid-year, December offers a valuable chance to check in with employees, provide feedback on their performance, and address any challenges proactively.
SHRM (Society for Human Resource Management) recommends doing mid-year reviews to help build employee engagement and to also help avoid end-of-year “surprises.”
Bringing it all Together
Positioning your nonprofit for success in the new year can be easy when you take a few extra steps in Q4. Whether it’s thinking about corporate compliance or reviewing your employee tax issues, time spent now can pay big dividends when it comes to getting ready for 2025.
If you’re looking for specific tax guidance when it comes to employee classifications or want more details on how taxes apply in your state, sign up for a free 60-day trial of UST HR Workplace!
SOURCES:
https://nonprofitresources.us/2023/12/07/navigating-year-end-checklist
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