Question: How can we make sure our online trainings are effective?
Answer: Online trainings can be a useful tool for developing talent, but they can also end up being a waste of time and resources, even if the content and presentation are good. The difference between effective and ineffective training often comes down to whether employees are able to absorb and retain the information they receive.
There are lot of obstacles to absorption and retention of trainings. Busy employees may listen to a webinar while they work on other things, catching only tidbits here and there. Or they may put a training video off until they’ve finished a project and are too exhausted to give it due attention.
To avoid these training pitfalls, consider these three tips:
Follow the AGES Model. The NeuroLeadership Institute argues that we learn quickly and retain information best when we focus on one topic (attention), actively connect what we learn to what we already know (generation), experience positive feelings while learning (emotion), and space our intake of information (spacing). For example, cramming training on multiples topics into a tight two-day workshop would be much less effective than spreading that training out over a few weeks. You can learn more about the AGES Model here.
Give employees time to reflect and practice the skills they’ve learned. In some professions, like music and athletics, you spend most of your work time learning, building, and reinforcing skills before the big performance, whether it’s a concert, game, or race. Good performance necessitates constant practice. But in most professions, practice seems like a luxury you can’t afford because you’re expected to be performing during your work time. This is one reason trainings fail to deliver results. To master new skills, employees need time to focus on building those skills. That means some work time needs to be set aside post-training for them to reflect on and practice what they’ve learned.
Align trainings with the present needs and future goals of both the company and the employee. When assessing employee training goals, consider what additional knowledge and skills would enable them to do their jobs better now, but also set them up for success in their future careers. Employees are more likely to be excited by and personally invested in their training if they understand their personal return on that investment. If they don’t recognize its value, it won’t have any value to them.
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.
Use These Strategies to Help Your Team Prioritize Mental Health
As staff members and volunteers work toward furthering a nonprofit’s mission, they may find themselves shouldering a heavy emotional load. Many times, they’re the ones on the front lines – serving your target audience and witnessing on a first-hand basis the genuine need and impact your nonprofit can have.
It’s natural to consider ways your organization can better support the mental health of staff members and volunteers after a big event leaves the entire team drained. Maybe your group makes it a priority to build mental health support reminders into annual review discussions to help encourage staff to take advantage of benefit options such as an Employee Assistance Plan (EAP).
Working with UST can be a smart way to cut the cost of mental health and wellness benefits for your organization. Take a look at this case study where a client used the savings they got through UST to help fund these types of benefits for their staff.
But the most successful nonprofits prioritize the mental health of each team member on a daily and weekly basis to help foster an environment that more consistently supports balance and emotional well-being – to help avoid pushing staff and volunteers to the point of burnout.
Give The Gift of Time
While budgets are often notoriously tight in the nonprofit world, helping your employees make the most of their time can also be easy on your organization’s bottom line.
Emphasize “Life-Work” Balance
With the emotional demands of nonprofit work, you can help employees prioritize their own mental health by creating a culture which encourages them to fill their own cups first. Staff and volunteers need to feel that they can confidently meet their own family and personal needs before they can dedicate themselves to your nonprofit’s mission.
Encouraging Words and Listening Ears
You may not remember the raise you got a few years ago. But if you’re like most people, the compliment given by a mentor still carries meaning – even if it happened long ago. Your employees are no different.
Lead By Example
Even with the most generous package of mental health benefits, it’s important for your team to see leaders prioritizing their own personal well-being before staff will be comfortable doing the same for themselves.
Openly discussing your own self-care strategies and mental health challenges can normalize these types of conversations so that team members will be more likely to take advantage of mental health benefits when they need them.
If you’re looking for more ideas on helping your staff and volunteers prioritize their mental health, consider taking advantage of the HR Workplace offered through UST. This complimentary resource is powered by Mineral and includes 60 days of free access. You can ask specific questions about a mental health situation within your organization and an expert will get back to you with answers to help you solve the challenge.
SOURCES:
“5 Ways Nonprofits Can Offer Competitive Benefits on a Tight Budget”, guhroo.co, 2/12/25
“How Nonprofit Teams Can Prioritize Mental Health And Prevent Burnout,” Forbes Nonprofit Council, 9/10/24
“The Intersection of Leadership and Mental Health: Best Practices,” Belinda Winter, 10/15/24
Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month is a time to honor the rich histories, cultures, and contributions of the AANHPI community. For nonprofits, it’s also an opportunity to amplify diverse voices, build stronger coalitions, and drive meaningful community impact together.
This month is more than recognition; it’s a call to action. It’s about creating spaces where voices from the AANHPI community can thrive, stories can be shared, and organizations can unite in advancing equity and inclusion. For nonprofits and community leaders, this work starts with strong collaboration, impactful resources, and inclusive workplaces.
The Role of Nonprofits in Supporting AANHPI Communities
Nonprofit organizations play a vital role in advancing the well-being of underrepresented communities. With AANHPI communities experiencing barriers such as access to healthcare, education inequality, and workplace discrimination, nonprofits can act as a bridge for support and advocacy. Here’s how nonprofits can make a tangible impact during AANHPI Heritage Month and beyond:
By taking these steps, nonprofits can ensure that their work uplifts and supports the communities they aim to serve.
Join the Movement for Meaningful Impact
This AANHPI Heritage Month, let’s not only celebrate the cultural richness and resilience of AANHPI communities but also take actionable steps to create a more inclusive and equitable environment for all.
Start building a stronger foundation for your nonprofit’s mission today. Take advantage of UST HR Workplace with a FREE 60-Day Trial to access the essential tools you need to support your workplace while driving meaningful impact.
UST HR Workplace is a cloud-based platform designed specifically for nonprofit employers aiming to foster a safe, compliant, and productive work environment. By signing up for our 60-day trial, you’ll access valuable resources that simplify managing your nonprofit. These include live certified HR experts ready to answer pressing questions, over 300 employee training courses for professional development, and thousands of downloadable forms and checklists for everyday HR operations. Additionally, you’ll find an online employee handbook builder and job description tools to attract top talent.
Sign up for your free trial now
Together, we can create lasting change that honors the principles of diversity and inclusion across all the communities we serve.
Question: An employee says that the stress of the job is affecting their mental health. How should we handle this?
Answer: This employee may just need to talk through their concerns and get your help prioritizing or delegating. They may, for example, feel like every single thing on their to-do list is life-or-death by Friday at close of business, when that’s not really the case. Some manager guidance can go a long way, especially for your employees who are usually self-directed.
On the other hand, the stress and mental health effects the employee describes may rise to the level of a disability under the Americans with Disabilities Act (ADA). In this case, we would recommend beginning the interactive process to determine what, if anything, can be done to accommodate them so that the essential functions of the job get done to your standards and the employee is able to keep working. As part of this conversation, you can request a doctor’s note to substantiate the disability.
If you have more general concerns about the effects of stress in your workplace, you might consider ways to help your employees reduce and manage their stress. Tried and true methods include offering health benefits so employees can access health care professionals and paid time off so they can take a day here and there to rest and recharge. Simply encouraging employees to support one another and allowing them breaks during the day can also be a great help.
You can learn more about supporting the mental health of employees by reading our guide on the subject.
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.
When people think about nonprofit organizations, they might believe that a group’s tax-exempt status means the organization doesn’t need to worry about taxes or the IRS. That misconception couldn’t be farther from the truth!
In fact, the federal government requires annual documentation from nonprofits (other than churches or certain church-related groups) to show how they’re working toward their mission and to confirm they’re following regulations established for tax-exempt entities. IRS Form 990 provides the framework for this annual reporting.
What’s included in Form 990?
Form 990 basically serves as a public report card on your organization. It details information such as:
Prospective donors often review a nonprofit’s Form 990 filings to get an idea of how the group is working toward their goals and to get a snapshot of the organization’s financial health. (If expenses such as unemployment claims or state unemployment premiums are negatively impacting your nonprofit, you can talk to UST about alternative solutions which can help significantly cut these types of expenses. It could be a smart way to demonstrate your group’s dedication to year-over-year fiscal improvement for your next 990 filing.)
Which version of Form 990 does my nonprofit need to complete?
Your organization’s annual revenue determines which version of Form 990 must be filed each year:
Form 990 is commonly supplemented by Schedules. While there are 16 Schedule options associated with Form 990, most organizations are only required to complete a few. Smaller groups may not need to submit any Schedules. If your nonprofit participates in the activity covered by a certain Schedule, it must be filed along with your 990.
Once Form 990 is filed with the IRS, does a nonprofit need to worry about state filing requirements as well?
There’s no “one size fits all” answer for this question. Nonprofit filing requirements vary by state. The IRS website includes a quick reference of state-by-state information for tax-exempt organizations.
Are there deadlines for filing Form 990?
Form 990 is due each year by the 15th day of the 5th month after the end of a nonprofit’s fiscal year. If your organization is running behind on this paperwork, you can file IRS Form 8868 to request a six-month extension.
Smaller nonprofits who use Form 990-N are not eligible for extensions but there are currently no penalties for late filing for these groups.
What happens if a nonprofit doesn’t meet their Form 990 deadline?
Meeting Form 990 deadlines is critical for tax-exempt organizations. If Form 990 is filed late, the IRS has the right to assess financial penalties. If your nonprofit’s gross revenues are less than $1,208,500, the fee is $20 per day up to a maximum $12,000 fine. If your group’s revenues are higher than $1,208,500, the fee jumps up to $120 a day with a maximum fine of $60,000.
While those fines can add up quickly, there’s an even more significant penalty for groups that fail to file Form 990 for three consecutive tax years. Nonprofits who fall into that situation automatically lose their tax-exempt status. As a result:
What are some of the most common errors that lead the IRS to reject Form 990 submissions?
The IRS can return your Form 990 filing or even reject it due to errors or missing information. They recommend reviewing the following aspects of your organization’s 990 filing to avoid this situation:
With the significant potential penalties surrounding Form 990, most nonprofits take filing this key documentation extremely seriously. Experts recommend working with your board of directors and a tax professional to help make sure your organization stays in compliance with these important regulations.
As your nonprofit gears up for the upcoming 990 filing, consider adding a strategic approach to reducing unemployment costs to your documentation. UST has assisted over 2,200 nonprofit organizations in minimizing financial exposure to unemployment claims. The savings from working with UST have enabled many organizations to fund staff merit increases, offset rising health insurance premiums, or cover expenses like wellness benefits. See how much you could save by becoming a reimbursing employer with UST by clicking the link here.
SOURCES:
“Charities and nonprofits,” IRS.gov: https://www.irs.gov/charities-and-nonprofits
“Federal Filing Requirements for Nonprofits,” National Council for Nonprofits: https://www.councilofnonprofits.org/running-nonprofit/administration-and-financial-management/federal-filing-requirements-nonprofits
“Your IRS Form 990 Questions Answered,” blueavocado.org: https://blueavocado.org/finance/your-irs-form-990-questions-answered/?gad_source=1&gclid=CjwKCAjwtdi_BhACEiwA97y8BBcZnko5Bt0pKgphXCP99p3pCvcOTnUhgCIQLc1zPLB5BOJeFJIdqxoCnmYQAvD_BwE
Tax season can be a daunting time for nonprofit organizations. Between managing tight budgets, juggling employee needs and fulfilling your mission, handling unemployment costs and HR responsibilities can feel overwhelming. That’s where UST comes in. For over 40 years, UST has specialized in helping nonprofits save time and money, allowing you to focus on what matters most—making a difference in your community.
What is UST?
UST is a leading workforce solutions provider dedicated to serving nonprofit organizations. With over 2,200 nonprofits putting their trust in UST, we provide tailored programs and services designed to save money, streamline unemployment claims, and optimize HR operations. By leveraging UST’s expertise, nonprofits gain a strategic advantage that enables them to improve cash flow and reduce administrative burdens.
Whether you are managing state unemployment taxes or handling complex HR needs, UST offers a variety of solutions to simplify tax season and promote long-term financial stability. Here’s how UST can help your nonprofit thrive.
The Benefits of Partnering with UST
1. Unparalleled Savings on Unemployment Costs
One of UST’s standout offerings is the ability to help nonprofits opt out of state unemployment taxes by becoming reimbursing employers. Nonprofits that qualify can shift from paying state taxes to reimbursing actual unemployment costs dollar-for-dollar. This switch has proven to save organizations up to 60% on unemployment expenses in their first two years with UST. The saved funds are then held in a reserve account, creating a financial asset nonprofits can use for future planning.
2. Expert Claims Management
Handling unemployment claims can be a complex and time-consuming process. UST’s expert claims administrators manage the entire process for you—from assisting with investigations to providing hearing representation. Their online tools also allow you to monitor claims, forecast expenses, and ensure compliance with state and federal laws. This ensures your nonprofit is not overpaying or held back by costly errors.
3. Rate Forecasting for Financial Planning
With UST, you gain access to tools designed to help manage cash flow and budget effectively. Our rate forecasting capabilities provide insight into how unemployment tax changes may make an impact on your organization, so you can plan confidently.
4. HR Support Tailored for Nonprofits
Between compliance requirements and employee needs, HR management can be tricky for nonprofits. UST offers comprehensive HR support through a cloud-based platform, giving you access to:
By adding capacity to your HR team, UST allows you to focus on your mission while ensuring your workforce operates efficiently.
5. Award-Winning Outplacement Services
UST also supports nonprofit staff transitions with award-winning outplacement services. This includes career coaching, resume assistance, interview prep, and more. These services are crucial for nonprofits navigating layoffs or helping employees’ transition, all while minimizing unemployment costs.
6. Peace of Mind with Full Coverage
For nonprofits looking for extra protection, UST’s fully insured program, UST Secure, offers first-dollar coverage for unemployment claims. This ensures your organization’s financial stability even during unexpected workforce changes.
How UST Helps During Tax Season
Tax season is the perfect time to assess your organization’s financial efficiency. Here are a few ways UST simplifies the process:
Why Nonprofit Leaders Choose UST
Nonprofit leaders across the country have experienced transformational benefits from working with UST. Here’s what some of them have to say:
“UST provides so much more than an improved process for handling UI costs. Their scope of services not only saves money but makes the process so much more manageable, especially from an HR perspective. UST truly understands nonprofits!” — Pathways PA, Inc.
“We are a relatively small organization without the resources to have a fully staffed administrative team. Utilizing UST and all its services has been a tremendous help!” — Georgia Center for Nonprofits
By delivering customized solutions, UST enhances operational efficiency and creates meaningful financial impact for hundreds of nonprofits every year.
Get Started with UST Today
Simplify tax season and protect your nonprofit’s financial health with UST’s expert support. Whether you’re ready to become a reimbursing employer or simply want to enhance your HR capabilities, UST has a program to meet your needs.
Next steps:
Fill out our Free Savings Analysis Form to see how much your nonprofit could save (it only takes a few minutes!). Tax season does not have to be complicated. Partner with UST to save money, reduce risk, and increase your operational efficiency.
Empower your nonprofit to do more with UST. Because every nonprofit deserves a trusted partner.
Question: We will be terminating an employee who’s been with us only a month. How do I ensure that they don’t get unemployment?
Answer: Unfortunately, unemployment insurance (UI) benefit claims can be difficult to contest. Most state unemployment departments will only deny benefits if the employee’s misconduct rose to the level of gross misconduct, like stealing or workplace violence.
Fortunately, however, the effect of a single UI claim on your state unemployment insurance tax rate is minimal to non-existent. More importantly, even if your UI rate increases, that additional cost is often less expensive than keeping an employee who shows no willingness or ability to improve. If you have documented employee performance expectations and the employee still isn’t meeting them, don’t let the possibility of a higher UI rate dissuade you from termination. If you’re worried about your UI tax rate generally, the best thing you can do is minimize turnover.
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 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.
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