GreatWork Blog

Building better workplaces through compliance, culture, connection

In today's fast-paced work environment, effective leadership is a necessity. But how do organizations truly assess how well their leaders are performing? How can they identify blind spots, build on strengths, and develop targeted improvement plans? That’s where 360 leadership feedback reviews come in.

As HR professionals, we're constantly juggling compliance, employee relations, and strategic initiatives. In a world craving efficiency, the promise of an "easy" HR handbook builder – often embedded within an HR platform – can feel like an answer to your prayers. Drag, drop, click, publish! Voila! A compliant, comprehensive employee handbook in minutes.

Attracting and retaining top talent hinges on a competitive benefits package. As HR professionals, understanding how your offerings compare to others in the Northwest region is crucial. The Northwest Employee Benefits Survey provides valuable insights into regional benefit averages.

Over the past five years, virtual training has become a go-to method for employee development. But in recent months, many organizations are shifting back to in-person formats, driven by a desire to reconnect face-to-face. While there are undeniable benefits to gathering in the same room, virtual training still has a strong role to play—especially when used strategically.

Nonprofits play a critical role in strengthening communities, but balancing competitive pay with a mission-driven purpose presents unique compensation challenges. Tight budgets, donor expectations, and a focus on social impact can limit flexibility, making it harder to attract, retain, and motivate top talent. At the same time, nonprofits must compete for talent against private sector employers who can often offer more generous compensation packages.

Who is accountable and responsible for ensuring workers can afford the products or services they make/offer? The employer of the workers? The government? Is anyone responsible at all?

Spring is here, re-energizing our winterized minds and filling our noses with fresh air, pollen, and scents of lilacs and daphne. For gardeners, it’s planting season, and for organizations, it is an excellent time to do a different spring activity – updating job descriptions!

For over seven decades, the members of Cascade Employers Association have been the foundation of everything we do. Your trust, your partnership, and your dedication have fueled our growth, allowed us to thrive, and enabled us to proudly serve nearly 600 outstanding employers throughout Oregon and Southwest Washington.

On April 23, 2025, the Trump Administration issued an Executive Order Restoring Equality of Opportunity and Meritocracy. This order focuses on eliminating the use of disparate impact liability by federal agencies, such as the Equal Employment Opportunity Commission (EEOC), in their enforcement of civil rights laws.

qual Pay Day highlights the ongoing wage gap between men and women in the U.S., emphasizing financial inequality in the workforce. This symbolic date marks how many extra days the median woman must work into the new year to match the median man's earnings from the prior year. Established in 1996 by the National Committee on Pay Equity, Equal Pay Day raises awareness about wage disparities between genders. In 2025, Equal Pay Day fell on March 25.

Let’s be honest, 2025 hasn’t exactly come in gently. For many, it’s brought change after change, challenge after challenge; personally, professionally, and everywhere in between. If you're feeling like you're juggling flaming swords while riding a unicycle… you’re not alone.

Leaders are especially feeling the squeeze. The pace is relentless, the stakes are high, and the boundaries between work and life…practically vapor. You might not even be working, but I bet you're still thinking about it. And that constant mental load? It takes a toll, on your body, your sleep, your relationships, and your ability to lead effectively.

It's hard to have a conversation these days without stress entering the picture. Whether it's the pressures of work, personal responsibilities, the political climate, financial worries, or simply navigating the complexities of modern life, stress is a constant companion for many. And for employers, the impact of this pervasive stress on their workforce is undeniable, often leading to increased absenteeism, higher healthcare costs, and a potential dip in overall productivity.

Do you find yourself thinking, “I wonder what other organizations are doing about this issue?”  I’m guessing the answer is, yes.  Workplace challenges and issues are evolving rapidly and it’s important that you keep up with the current state of things and plan for what’s ahead. That's why Cascade is launching our Spring Workplace Trends Survey – and we need your input so you can see how other organizations are responding to the increasingly challenging and complex workplace!

Despite the economic uncertainty in the U.S. right now, organizations are still pushing forward with including variable pay as part of their overall compensation strategy and compensation programs.

Bonus plans at all levels of roles are still in action and seek to provide extra pay for meeting specific outcomes and goals, on top of the employee’s agreed upon base salary. 

We have all been there: a crucial meeting, high stakes, and someone says, "Let's just go with our gut." Sometimes it feels right, a flash of intuition guiding the way. But in today's complex work environment, relying solely on gut feelings can be a recipe for disaster.

Oregon has seen a significant change to protected leave laws over the past few years. The Paid Leave Oregon (PLO) program began in late 2023, and rules and regulations are continuing to change. The Oregon Family Leave Act (OFLA) went through major amendments in July 2024. Fortunately for employers also covered by the Family Medical Leave Act (FMLA), FMLA has not changed.

Cascade recently announced a new resource for our members: a free compensation report featuring data on the top 50 most frequently reported jobs, coming this May. We are excited to report that we will also be publishing a Non-Profit Only version of this report as well. We have called out 150 of the top requested non-profit positions and need your help filling in the data for these.

As 2025 unfolds, employers face a rapidly evolving HR compliance landscape shaped by legislative shifts, economic pressures, and technological advancements. From rising state minimum wages to the growing emphasis on pay transparency, businesses must stay ahead of regulatory changes to avoid costly penalties and maintain fair workplace practices. Meanwhile, DEI initiatives face growing challenges, creating uncertainty for companies working to balance compliance with workplace inclusion efforts. At the same time, the rise of AI in HR processes presents new concerns around bias, privacy, and ethical use. 

Oregon’s Pay Equity Law is all about making sure employees are paid fairly for the work they do. It’s designed to eliminate wage gaps and ensure compensation practices are transparent and equitable. This law prohibits employers from paying people differently based on their protected class if they’re doing work of comparable character. It also prevents employers from basing compensation decisions on someone’s current or past salary and bars them from asking applicants, employees, or their past employers about salary history.

Change is a constant in life, but transitions can bring a unique sense of uncertainty and apprehension. Employees across industries may find themselves grappling with questions about how changes in policies or priorities could impact their personal and professional lives. As HR professionals, we are uniquely positioned to help employees navigate these times of change with confidence, empathy, and clarity.

In the first part of our series, "Using People Data Insights to Shape Workplace Culture," we explored the profound impact that poor teamwork can have on the employee experience. We discussed the critical indicators of poor teamwork, such as siloed environments and communication breakdowns, and highlighted how the Predictive Index (PI) Behavioral Assessment can help in assembling balanced, high-performing teams. Building on these foundations, this second part delves into how leveraging people data can foster a culture of innovation and agility, essential for thriving in today’s fast-paced business environment.

In today's dynamic business landscape, where employment regulations are constantly changing, employee expectations are shifting rapidly, and the need to optimize talent strategies is paramount, it can feel like a daunting challenge for HR professionals. Whether you're an experienced HR leader or someone newly responsible for HR functions within your organization, staying ahead of the curve is crucial for success. This is where an HR consulting association can provide invaluable support.

Before diving into a pay-for-performance system, it’s important to get the basics right. Think of it as building a sturdy foundation before adding the layers. Start by making sure every job description is up to date, clearly spelling out the responsibilities, qualifications, and expectations.

Welcome to the first installment of our four-part series, "Using People Data Insights to Shape Workplace Culture." In this series, we will explore how leveraging people data can transform various aspects of organizational culture, from fostering innovation and agility to driving results and precision.

As we dive into a new year, we reflect on the successes and growth of 2024, and we're eager to hear how Cascade has played a role in your journey. Throughout January 2025, we invite you to share your feedback by leaving a Google business review for Cascade.

Since 2018, pay transparency laws being enacted at the state level across the U.S. have opened a new frontier for employers – better educating their workforce about how the organization makes its compensation decisions.

I want to share something that’s been on my mind lately about the journey we all face as women leaders. Navigating leadership isn’t just about achieving success; it’s about overcoming the unique challenges that come with it. I’ve experienced this firsthand, and participating in the Advancing Women Leaders program last Spring provided a forum for us to share our stories and struggles.

The workplace is evolving at a rapid pace, leaving many organizations wondering what lies ahead. Are you curious about the challenges your peers are facing? Eager to learn how others are navigating changes in their industries and workplace? Our Workplace Trends Survey is here to help.

Let’s be honest: workplace drama is like a rogue elf, sabotaging your team’s productivity. Gossip, petty arguments, and finger-pointing aren’t just annoying—they can derail even the best teams faster than someone eating the last sugar cookie in the breakroom.

But drama doesn’t have to be part of your workplace story. Imagine an office where your team thrives, collaborates, and actually enjoys working together. (Yes, it’s possible!) That’s where we come in.

The 2025 National Business Trends Survey is now available. This national survey is run each year by Cascade in partnership with the Employer Associations of America (EAA), collecting executives’ feedback and thoughts on the current and upcoming business year and trends. This year’s survey had 1,024 participating organizations from all 50 states.