HR Workforce Solutions
By Nonprofits, For Nonprofits
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
As the world becomes more complex, nonprofits encounter distinct challenges that require creative strategies to sustain growth and enhance impact. While the mission remains the heart of any nonprofit, optimizing operations is crucial for future-proofing your organization.
Why Operational Efficiency Matters
Operational efficiency might not seem glamorous, but it is vital for nonprofits aiming to expand their reach and achieve long-term goals. Inefficient processes can drain resources, limit your impact, and frustrate both staff and stakeholders. By streamlining operations, nonprofit leaders can better allocate resources, improve service delivery, and enhance stakeholder satisfaction.
Key Areas to Focus On
1. Financial Management: Effective financial management ensures that your nonprofit can sustainably grow and fulfill its mission. Consider adopting budgeting tools and accounting software to enhance transparency and financial forecasting. Regular audits and financial training for staff will also prevent misuse of funds and build trust among donors and stakeholders.
2. Technology Integration: Investing in the right technology can transform the way your nonprofit operates. Cloud-based tools and platforms streamline processes, improve communication, and allow for more efficient data management. Consider implementing a donor management system, collaborative platforms, or even AI-driven tools for data analysis to optimize outreach and fundraising efforts.
3. Human Resources Development: A motivated and well-trained workforce is the backbone of any successful nonprofit. Provide ample opportunities for professional development and continuous learning. UST HR Workplace offers a robust cloud-based platform featuring over 300 employee training courses, HR tools, templates, and access to Certified HR Experts. This ensures your team is well-equipped to tackle challenges and drive the organization forward.
4. Strategic Planning: Developing a comprehensive strategic plan aligned with your mission and vision ensures all stakeholders are working towards common goals. Regularly revisiting and updating your strategic plan helps your nonprofit adapt to changing circumstances and seize new opportunities. Engage board members and staff in strategic planning sessions to ensure a collaborative approach and diverse perspectives.
5. Community Engagement: Building strong relationships with stakeholders, volunteers, and the communities you serve is crucial for nonprofit growth. Regularly communicate your mission, successes, and needs through newsletters, social media, and community events. Encourage feedback and involvement to foster a sense of ownership and partnership among your supporters.
Preparing for Future Growth
To position your nonprofit for future success, it’s essential to lay a solid foundation today. This involves not only optimizing current operations but also being open to innovation and change. Encourage a culture of continuous improvement and adaptability within your organization. Foster collaboration and knowledge-sharing among staff and stakeholders to drive innovation and maximize impact.
Take Action Today
Ready to take your nonprofit’s operations to the next level? Sign up for UST HR Workplace, free 60-day trial, and explore their comprehensive HR Workplace platform. This cloud-based solution provides HR tools, templates, and on-demand trainings—empowering nonprofit employers to create a safe, compliant, and productive workplace. You’ll gain access to:
Don’t miss this opportunity to enhance your organization’s efficiency and prepare for sustainable growth. Click here to start your free trial of UST HR Workplace today.
By optimizing operations and preparing for the future, nonprofit leaders can ensure their organizations remain resilient, impactful, and ready to tackle the challenges of tomorrow.
Question: We have an employee claiming they shouldn’t be classified as exempt from overtime. If it turns out they’re right, what are the penalties for misclassification?
Answer: The cost of misclassification can be steep and will depend on several factors, such as how many employees are misclassified, how much extra money they would have been paid if properly classified, how the misclassification is discovered, and how your employees react to it.
Generally, if an employee goes to the federal Department of Labor and says they have been misclassified, the DOL will investigate, and they will very likely look at all your employee classifications. Any employee who the DOL determines should have been paid overtime in the last two years will be found to have been underpaid, and the organization will owe that money to the employee now (or three years’ worth if the misclassification is found to be “willful”). The organization will also owe them liquidated damages equal to the amount of money owed. So, if an employee should have been paid $2,000 in overtime, the organization will owe them $4,000. The organization will also owe taxes on those wages and interest on those taxes.
Additionally, many states have their own overtime laws, and in most cases the organization can be held liable under both federal and state law, meaning not only would the employee be owed double under the FLSA, but also any liquidated damages under state law (which could easily triple the original amount). And if you are in a state with late payment penalties, you could owe up to 30 days’ worth of the employee’s pay on top of the already discussed damages. There’s also a very good chance the organization will be held liable for any related attorney’s fees–both your own and the employee’s.
Finally, there are potential federal civil penalties of $2,050 per violation (generally one penalty per misclassified employee), state penalties (which will vary), and in some cases the potential for jail time. As soon as judgment is rendered in favor of the employee, statutory interest will begin to accrue on the amount owed–generally 10% per year.
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.
The end of the year often brings a whirlwind of professional and family obligations – especially for nonprofit leaders. You may find yourself juggling end-of-year fundraising drives, community events and treasured family holiday traditions.
But there’s also a key step you should take during November and December to set up your nonprofit for success in 2025—spend dedicated time reviewing your strategic plan. In fact, this may be one of the most valuable gifts you can give your organization during these busy months. The following questions can be a smart way to get started:
Ways To “Crowdsource” Your Year-End Review
Of course, revisiting your 2024 strategic plan doesn’t need to be a solo exercise. In fact, tackling this important review on your own can easily result in tunnel vision and missed opportunities for the coming year.
Working with your nonprofit’s leadership team, frontline employees, and community stakeholders can give you a more robust, 360-degree picture of how successfully your organization performed in 2024. In turn, that can give you a clearer vision of your priorities in 2025.
SMART Strategy Adjustments Can Help Kickstart 2025
After a solid review of the current year’s strategic plan and the results your nonprofit achieved, the next step is using the SMART strategy to fine-tune your organization’s priorities for the new year. This includes setting up goals that are:
SPECIFIC: If you currently serve 100 members of your community through an outreach program, your goal could be to serve 20% more people in 2025.
MEASUREABLE: When writing your goal of serving 20% more people, be sure to define what exactly qualifies as “serving 20% more people.” Is it a total of 20% more community members attending a certain type of event across the entire year? Is it an average of 20% more people consistently participating each month?
ACHIEVEABLE: Deliberately ambitious goals are intended to inspire staff members. However, if your team believes there’s no realistic way they can meet the new goal, it may have the opposite effect. In essence, you’re looking for the sweet spot between a goal which is so easily achievable that your nonprofit doesn’t have to do much to meet it and a goal which is so lofty that people stop trying because it’s too overwhelming.
RELEVANT: Given the resource limitations often facing nonprofits, it’s critical to make sure your organization’s goals squarely target your mission. It can often be tempting to branch into new tangents in the hope of reaching new audiences. But it’s important to take a step back to make sure your goals reinforce your mission rather than spreading your organization too thin.
It’s not uncommon to have a wish list of goals that exceeds your nonprofit’s resources. One helpful way to narrow down potential strategic goals is to list all goals on a sheet of paper with “Start”, “Stop” and “Keep” boxes next to each one. Encourage multiple staff members, board members, and other organization leaders to quickly mark one of the boxes for each goal. Tallying total responses can be an illuminating way to rank the priority of each potential goal.
TIME-BASED: Setting a specific timeline for each goal can help team members measure their progress. Consider breaking larger strategic goals into a series of short-term priorities to be accomplished within tighter deadlines. This can help staff members focus on the basic steps during each short-term priority.
It’s also a good way to more easily monitor whether the team is on track to meet the larger strategic goal – by spotting missed deadlines when there’s still time to correct your overall approach.
Taking time at the end of the year to evaluate where your organization will land on 2024 goals can be the key to confidently starting 2025 off on the right foot.
In addition to fine-tuning your organization’s strategy and goals for the coming year, November and December can also bring about complex HR questions as your nonprofit closes out 2024. UST can help you find reliable answers on questions about employee paperwork, whether a staff member should be categorized as full-time or part-time or how your HR staff should handle changing regulations in your state. Sign up today for a free 60-day trial of UST HR Workplace!
SOURCES:
“How To Set Strategic Goals At Year End For Your Nonprofit,” Globalgiving.org, 11/20/23
With societal shifts, technological advancements, and economic fluctuations, nonprofit leaders must stay ahead of the curve to drive meaningful impact. For CEOs and board members, understanding these trends is crucial for steering their organizations effectively. In this blog, we explore the key trends reshaping the nonprofit landscape and offer insights to help leaders succeed in this dynamic environment.
Understanding the Current Nonprofit Landscape
The nonprofit sector is experiencing significant transformations driven by several key factors:
Key Trends Shaping the Future of Nonprofits
1. Leveraging Data and Analytics
Data-driven decision-making is becoming essential for nonprofits. By harnessing advanced analytics, organizations can gain valuable insights into donor behavior, program effectiveness, and market trends. This knowledge empowers leaders to make informed strategic decisions, optimize resources, and enhance their impact.
2. Prioritizing Diversity, Equity, and Inclusion (DEI)
DEI is no longer a mere buzzword; it’s a necessity. Nonprofit leaders are increasingly prioritizing diversity within their teams and boards, ensuring equitable access to services, and advocating for systemic change. Organizations that champion DEI not only improve their internal culture but also strengthen their community relationships and credibility.
3. Adopting Agile Approaches
Agility is crucial in the nonprofit sector, especially when responding to unforeseen challenges or emergencies. Agile methodologies enable organizations to adapt quickly, experiment with new ideas, and drive continuous improvement. Nonprofit CEOs should foster a culture of innovation, encouraging teams to pilot projects, learn from failures, and repeat successful initiatives.
4. Enhancing Digital Engagement
With the rise of digital communication, nonprofits must meet their audiences where they are—online. Social media, email campaigns, and virtual events are powerful tools for engaging stakeholders, spreading awareness, and driving fundraising efforts. A robust digital strategy helps nonprofits build a strong online presence and reach wider audiences.
5. Strengthening Leadership and Governance
Effective leadership and governance are cornerstones of a successful nonprofit. CEOs and board members need to invest in leadership development, succession planning, and board diversification to ensure long-term sustainability. Building a resilient organization starts with having the right people at the helm.
Navigating the changing nonprofit landscape requires visionary leadership, adaptability, and a deep understanding of emerging trends. By leveraging data, prioritizing DEI, adopting agile practices, enhancing digital engagement, and strengthening leadership, nonprofit CEOs can drive their organizations toward greater impact and sustainability.
To support your efforts in building a safe, compliant, and productive workplace, we invite you to sign up for UST’s Free 60-Day HR Trial. The UST HR Workplace is a cloud-based platform offering HR tools, templates, and trainings specifically designed for nonprofit employers. Discover how our resources can empower your organization to thrive in today’s dynamic environment.
Stay informed, stay agile, and lead your nonprofit to success!
Question: How do we know when an employee is ready for a leadership role?
Answer: It’s good you’re thinking about this. Promotions into leadership too often come with little discussion about how the leadership role will be different from the current role or whether the employee has the interest or skill set to be an effective leader.
Fortunately, there are indicators that someone is likely ready for a leadership role. These include (among other traits) their ability to communicate effectively, inspire and motivate others, resolve conflicts while minimizing drama, adapt to change, and take accountability for the work of their team.
If there’s an employee you’d like to promote, but they haven’t expressed an interest in a leadership role, schedule a meeting with them to talk about the idea. Share why you feel they are ready for the role and what it means to be a leader within your organization. Ask about their career goals and how they would like to advance within the organization. Let the employee know how you can support them with these goals, whether or not they move into a leadership track.
If the employee is interested in leadership, provide them a clear picture of the responsibilities and the training and guidance they’ll receive as they move into the new role. Most employees who are new to leadership will need extra support as they transition into a position of greater responsibility.
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.
Hiring for a nonprofit organization comes with its own set of challenges. With smaller budgets, limited resources, and a competitive market, nonprofits need to think creatively to attract top-tier talent. It’s not just about finding the right strategies—it’s about optimizing the recruiting process to connect with candidates who align with your mission and values. From leveraging digital tools to tapping into mission-driven networks, here are some unconventional hiring strategies, coupled with search optimization tactics, that nonprofits can use to build a passionate and diverse workforce.
1) Leverage Social Media Platforms
Social media can do more than just promote your programs. It can be a powerful tool for connecting with mission-aligned individuals when recruiting. Platforms like LinkedIn, Facebook, and even Instagram can help share your organization’s story, showcase its impact, and promote job openings. Posting about your organization’s culture and mission or creating employee spotlights to share on social media will engage potential candidates. This approach not only attracts talent but also creates a sense of community and interest around your organization.
2) Recruit on Nonprofit Job Platforms and Forums
Traditional job search platforms have their place, but for hiring in the nonprofit sector, explore specialized platforms such as Idealist, Work for Good, or Bridgespan. Additionally, LinkedIn offers nonprofit and volunteer-focused groups to reach professionals seeking purpose-driven work. These job boards, forums, and networks cater specifically to a talent pool that is already aligned to the mission of nonprofit organizations.
3) Host Mission-Driven Networking Events
Networking events specifically designed for those interested in nonprofit work are an excellent way to meet potential candidates in a more personal setting. These events are good for meeting potential volunteers or employees. Networking events can be something more than the typical “Meet and Greet” format. Interactive workshops and panel discussions will give interested candidates the opportunity to hear from nonprofit leaders about the everyday running of and involvement in their organization. A volunteer recruitment fair is a good way to attract volunteers and identify potential hires informally. Networking events help create an environment where candidates can engage with the organization’s mission, allowing nonprofits to connect with individuals who share their values.
4) Partner with Local Colleges and Universities
Universities and colleges often have untapped potential for recruitment. While using college job boards is one common strategy, take it a step further by creating direct partnerships with academic departments or student organizations. Connect with student groups focused on social causes, public administration, or environmental studies to share internship and job opportunities. Offer guest lectures or workshops in relevant classes, where your nonprofit can be presented as an ideal employer for socially-conscious graduates. These partnerships help position your nonprofit as a destination for students who want to launch their careers in a meaningful way.
5) Focus on Culture and Employee Value Proposition
Working at a nonprofit offers a unique organizational culture that attracts many job candidates due to the positive impact the organization makes. To draw top talent, highlight the benefits of being part of a mission-driven organization. Your recruitment materials should showcase what makes your nonprofit a rewarding place to work. Emphasize flexible work arrangements, opportunities for professional growth, and the chance to make a tangible impact. You can also incorporate testimonials from current employees about their love for working at your nonprofit, as these can be highly motivating for potential applicants. Clearly define your Employee Value Proposition (EVP) in job postings and on your website. In today’s world, where people increasingly seek meaningful work, a compelling culture can be a significant recruitment advantage.
6) Hiring For a More Diverse Workforce
A diverse workforce introduces fresh perspectives and creativity while fostering a deeper understanding of various communities. This enriches an organization and enhances its capacity to achieve its mission effectively. There are many job boards and platforms dedicated to connecting diverse candidates with employers who value inclusion. These platforms will broaden your recruitment reach to connect with candidates from diverse backgrounds. Some of those boards are DiversityJobs, Workforce Diversity Network, Jopwell, and PowerToFly. To attract diverse candidates, use engaging hashtags like #DiversityHiring or #WomenInNonprofits when posting about open positions on social media. For college recruiting, consider partnering with Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and Tribal Colleges to broaden your reach and connect with talented students.
Recruiting for nonprofits demands creativity and a readiness to explore non-traditional avenues. By harnessing the power of social media, connecting with universities and diversity-focused job boards, and cultivating community relationships, nonprofits can draw in diverse, motivated talent. This approach builds a team that genuinely represents and advocates for the communities served.
Hiring the right candidates is just the beginning of the employment journey. UST HR Workplace is here to make it easier for nonprofits to get the support they need. Sign up now for UST’s Free 60-day HR Trial and enjoy access to our live HR certified consultants, over 300 on-demand training courses and an extensive compliance library with UST membership. Enjoy the beneficial insights and various resources that help empower you with the right tools and training to take better care of your team once your candidate says yes to their offer letter.
Sources:
The Power Of Social Media In Recruiting (forbes.com)
12 Innovative Recruiting Strategies That Savvy Companies are Using (linkedin.com)
14 Recruitment Strategies to Attract Best Talent in 2024
Employee Value Proposition (EVP): All You Need to Know in 2024 (aihr.com)
Social media has become an indispensable tool for nonprofit organizations in today’s digital age. It offers unprecedented opportunities to engage with communities, amplify your message, and drive impactful change. However, navigating this rapidly evolving landscape requires strategy, creativity, and a keen understanding of your audience.
The Power of Social Media for Nonprofits
Social media platforms like Facebook, X (formerly Twitter), Instagram, and LinkedIn have transformed how nonprofits connect with their supporters. Here are a few reasons social media is crucial for nonprofit engagement:
Strategies for Effective Engagement
To harness the full potential of social media, consider the following strategies:
1. Define Your Goals: Before you begin posting, outline clear objectives for what you want to achieve. Whether it’s increasing awareness, boosting donations, or growing your volunteer base, having clear goals will guide your content strategy.
2. Know Your Audience: Understand who your audience is and tailor your messaging to their interests and preferences. Use analytics tools to gain insights into your followers’ demographics and engagement patterns.
3. Craft Compelling Content: Create content that resonates with your audience. Use storytelling to highlight personal stories of those impacted by your work, share success stories, and showcase behind-the-scenes glimpses of your organization’s efforts.
4. Leverage Visuals: Visual content is more likely to be shared and remembered. Use images, infographics, and videos to grab the viewer’s attention and communicate your message more effectively.
5. Engage Actively: Social media is not just about broadcasting messages; it’s about fostering dialogue. Respond to comments, engage in conversations, and show appreciation for your supporters’ contributions.
6. Collaborate and Network: Partner with influencers and other organizations to expand your reach. Cross-promotions can introduce your cause to new audiences.
7. Monitor and Adapt: Regularly review your social media performance to understand what is working and what items may need improvement. Be ready to adapt your strategy based on these insights.
Overcoming Challenges
While social media offers numerous opportunities, it also presents challenges such as managing negative feedback, keeping up with platform changes, and balancing time and resources. It’s important to have a crisis management plan and a dedicated team or volunteer to monitor and manage your social media presence.
Social media holds immense potential for nonprofits to engage more deeply with their communities and drive their missions forward. By implementing strategic, audience-focused approaches, your organization can create meaningful connections and foster long-term support.
Ready to learn more? Read more UST blogs here on how we can help support the growth of your nonprofit.
Question: It seems like we’ve had a lot of candidates ghosting us recently. Is there anything we can do to prevent this?
Answer: Nothing you do will prevent ghosting altogether, but there are steps you can take to keep candidates engaged and discourage them from just disappearing on you:
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.
Ever since the Great Resignation reared its head in 2021, nonprofits have been struggling to recruit and retain staff. The nonprofit sector thrives on passion and purpose. Employees dedicate their time and energy to causes they care about and are often driven by a desire to make a difference. However, passion alone isn’t enough to sustain long-term commitment or satisfaction in their roles. Just like their counterparts in the for-profit world, opportunities for growth and development help nonprofit employees stay engaged, feel valued, and continue to contribute at a high level.
On the surface, employee development is straightforward: Train employees to improve their existing skillset and build new skills on top of that. But there are benefits beyond training. Employee development is also a way to maintain the success of organizations for the future. As organizations continue to grow, or as Baby Boomers retire and leave, existing employees are the key to keeping organizations stable and engaged in their communities.
There are multiple benefits that can result from creating an organization that prioritizes employee development.
The 2024 Workplace Learning Report from LinkedIn Learning notes that providing learning and development opportunities is the number one retention strategy executives planned to implement in 2024, with studies showing that companies with a learning culture have a 57% higher retention rate than companies that don’t. There are several ways to develop talent among your existing pool of employees. Some of the most impactful forms of employee development are free or cost little to provide – which is a plus for nonprofits which oftentimes have limited funds for training and development.
There are many ways to add to and advance the skillsets of employees—thereby having a long-lasting impact on your workforce and the long term success of your nonprofit.
Whether it’s through formal training programs, mentorship or leadership development, nonprofits can create a culture that prioritizes the growth and development of their staff. The long term benefits of encouraging development will ultimately benefit the organization through employee satisfaction, retention, and organizational success. Investing in people is investing in the future of the nonprofit itself.
UST understands that employee retention is critical in helping nonprofits achieve their missions. Leveraging the right strategies and building skill sets helps nonprofits retain engaged employees which leads to a more successful mission. For more ideas on ways to up-skill your valued employees, take advantage of UST’s Free 60-day HR Trial. UST HR Workplace is a dynamic cloud-based platform offering HR tools, templates, and trainings.
Sources:
How Professional Development Can Boost Employee Engagement – Wharton Online (upenn.edu)
https://learning.linkedin.com/resources/workplace-learning-report
https://ditasolutions.com/articles/the-role-of-training-in-employee-engagement-and-retention
In today’s evolving nonprofit sector, fostering diversity and inclusion within the workforce is not just a moral imperative but also a strategic advantage. While the sector is racially diverse, there remains a significant gap in leadership representation. This blog post will explore the current state of workforce diversity in nonprofits, the benefits of a diverse and inclusive workforce, and practical steps your organization can take to close the diversity gap.
The Diversity Gap in Nonprofit Leadership
Despite the nonprofit sector’s overall diversity, leadership ranks do not reflect this variety. According to data from 59,550 public charities that shared demographic data between July 2019 and January 20241:
This suggests that while people of color are well-represented at the staff level, they are disproportionately confined to smaller organizations and underrepresented in larger, wealthier nonprofits. The discrepancy raises important questions about biases in hiring practices and opportunities afforded to white individuals early in their careers.
Benefits of a Diverse and Inclusive Workforce
A diverse and inclusive nonprofit workforce offers numerous benefits:
Six Steps to Building a Diverse and Inclusive Workforce
1. Conduct a Diversity Audit: Start by assessing your current diversity levels at all organizational levels. Identify gaps and areas for improvement to set clear, measurable goals.
2. Foster an Inclusive Culture: Create an environment where all employees feel valued and included. Encourage open dialogue about diversity and inclusion and implement policies that support a respectful and collaborative workplace.
3. Revise Recruitment and Hiring Practices: Ensure your recruitment processes attract diverse candidates. Use blind recruitment techniques to minimize biases and create diverse hiring panels to make more inclusive hiring decisions.
4. Provide DEI Training and Development: Educate your staff about the importance of diversity, equity, and inclusion. Offer regular training sessions and workshops. UST HR Workplace offers 300+ employee training courses, including DEI training and awareness.
5. Establish Mentorship and Sponsorship Programs: Support underrepresented groups by establishing mentorship and sponsorship programs. These initiatives can help emerging leaders gain the skills and networks they need to advance in their careers.
6. Monitor Progress and Accountability: Regularly review and report on diversity and inclusion metrics. Hold leadership accountable for progress toward diversity goals and celebrate successes along the way.
Building a diverse and inclusive nonprofit workforce is crucial for creating impactful and sustainable change. By taking intentional steps to promote diversity and inclusion, your organization can improve its effectiveness and better serve the communities it aims to support.
Are you ready to transform your nonprofit workforce? Click here to start your free 60-day trial of UST HR Workplace. Access not only 300+ employee training courses, but live certified HR experts, an online employee handbook builder and much more.
Join us on this vital mission to champion diversity and inclusion within the nonprofit sector. Together, we can create a more equitable future for all.
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Question: We would like to add a working interview to our selection process. Is this permitted and are there other options to help us finalize our selection?
Answer: Yes, you can have a working interview as part of your selection process, but there’s a big caveat. If you have the candidate do “real work” that is useful to your business, you’ll need to hire them as a temporary employee, have them complete new hire paperwork, pay them at least the minimum wage, and then jump through any termination hoops if you don’t hire them. You can’t lawfully classify them as an independent contractor for this purpose. Here are a few more things keep in mind:
If you’d prefer to avoid the hassle of hiring candidates as temporary employees, there are alternatives that can yield similar results. Here are two we recommend:
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.
It’s no secret that many employees are thinking about changing jobs these days. In fact, research from Microsoft and LinkedIn says that almost half of American workers are considering a switch to a new job in 2024. That’s even higher than the numbers seen during the “Great Resignation” during 2022. While budget limitations are a reality for nonprofit organizations, supporting mental wellness efforts can help create a supportive environment where a strong sense of belonging helps outweigh a smaller paycheck. HR professionals working at nonprofits can help build higher employee satisfaction and boost retention by implementing four strategies designed around mental health.
What does that look like in real-world terms? The answers are reducing stress, fostering meaningful connections within your organization and the greater community, encouraging physical activity and providing opportunities for employees to grow and shine on the job.
Here are four ways HR professionals can achieve these goals within a nonprofit organization:
1. Give employees an outlet for their stress through an Employee Assistance Plan (EAP): EAPs give your employees an opportunity to proactively access mental and emotional support before major issues develop.
IMPORTANT: HR professionals need to do their homework when picking an EAP. Things to look at include cost per visit, how many visits will be covered and the ROI for the organization.
2. Help employees build meaningful connections through Employee Resource Groups (ERGs): ERGs allow employees with shared identities or backgrounds to connect and create a stronger feeling of belonging.
3. Encourage physical activity to help strengthen mental health: Exercise has long been associated with higher levels of mental health. It provides stress relief and enhances overall well-being.
4. Give employees opportunities to shine on the job and help them build new skills to boost their career: Research shows that employees who rate themselves as “thriving” in their job because their efforts are recognized, and they have opportunities to build new skills are three times less likely to switch jobs.
For most nonprofits, focusing on financial compensation just isn’t a winning strategy when it comes to employee retention. Incorporating higher levels of mental health benefits which build a sense of belonging and employee engagement, on the other hand, can be a solid strategy to help you retain the key contributors to your organization.
UST understands the pressure nonprofits face when it comes to employee retention. For more ideas on ways to build a benefit package that includes solid mental and emotional rewards for your valued employees, take advantage of UST’s Free 60-day HR Trial. UST HR Workplace is a dynamic cloud-based platform offering HR tools, templates, and trainings. It empowers nonprofit employers to cultivate a safe, compliant, and productive workplace environment.
RESOURCES:
https://www.gallup.com/workplace/358082/struggling-suffering-employees-twice-likely-leave.aspx
In the nonprofit sector, high turnover rates can disrupt organizational stability, morale, and mission effectiveness. A robust and supportive work culture is crucial for retaining dedicated staff and ensuring long-term success. According to Forbes, “The government reported a record number of Americans, 70 million, left their jobs in 2021, including 47.8 million departures counted as voluntary. This “Great Resignation” has left employers scrambling to fill vacancies, a problem that could get worse before it gets better.” This blog post explores the importance of cultivating a positive nonprofit work culture and offers actionable strategies to combat turnover.
Understanding the Challenge
Unlike the for-profit world, where financial incentives might be more prominent, nonprofit employees are often driven by passion and commitment to a cause. While this dedication is invaluable, it doesn’t shield nonprofits from the challenges of employee retention. High turnover can stem from burnout, lack of recognition, limited career growth opportunities, and inadequate support systems.
The Importance of a Supportive Work Culture
A supportive work culture in nonprofits fosters an environment where employees feel valued, heard, and empowered. It can lead to higher job satisfaction, better team collaboration, and enhanced productivity. Most importantly, it helps retain top talent, thereby reducing turnover rates and ensuring the continuity of the organization’s mission.
Benefits of a Positive Nonprofit Work Culture
Building a supportive work culture in nonprofits is not just a nice-to-have, it’s a necessity for retaining passionate and dedicated staff. By prioritizing employee well-being, fostering open communication, recognizing contributions, investing in development, encouraging team building, leading by example, and ensuring fair compensation, nonprofit leaders and HR managers can create an environment where employees thrive.
Ready to take the first step towards building a more supportive work culture in your nonprofit? Start by assessing your current practices and identifying areas for improvement. Remember, a little effort goes a long way in making your organization a place where employees are happy, engaged, and committed to making a difference.
Click here to read more blogs on how to support your team’s mental health.
Source
Question: What can we do to reduce turnover and retain employees?
Answer: High turnover can quickly become costly. We recommend the following practices to increase retention:
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.
Most nonprofit employees bring a passion to their work. They strongly believe in the mission of their organization and generally pour their heart and soul into their jobs daily.
While this higher level of dedication can be a blessing to your nonprofit, it might also drain the mental health reserves of those same hard-working employees. After all, even batteries need to be recharged.
The emotional well-being of employees – especially for those on the frontlines of your organization – works in much the same way:
It can quickly add up to a mental health crisis for nonprofit employees. Here are five practical solutions your organization can implement to make a difference for your employees.
1. Train managers on mental health issues and the resources available. Your managers and frontline supervisors are often the key to implementing new policies and creating a supportive atmosphere.
Studies show that training supervisors and managers about employee wellness and mental health helps those staff members better support their employees and more quickly identify signs of stress and mental health issues.
And, it doesn’t have to eat up a lot of their time. As little as 3 hours of training can help increase awareness of mental health and make your managers and supervisors more motivated to promote mental wellbeing for their employees.
2. Increase employee options for autonomy and flexibility. Giving employees more control over how and when they do their job can directly increase satisfaction and mental health. An employee who feels empowered to do their job without excessive oversight is often more motivated – which can lead to enhanced performance for your organization.
At the same time, certain employees may value job flexibility over other options due to their family circumstances. A frontline employee with small children might appreciate the opportunity to take advantage of remote working options if their job doesn’t require in-person meetings with your nonprofit’s audience.
3. Regularly share what mental health benefit options are available utilizing multiple channels. If mental health benefits are only communicated during your nonprofit’s open enrollment window, they’re not likely to be front of mind or highly utilized when employees might need them.
Instead, make it a priority to post flyers in employee break rooms about your mental health care options (or free options from organizations such as the National Alliance on Mental Illness [NAMI]).
Encourage managers to highlight mental health care benefits as they see employees facing challenging situations. And to help eliminate the stigma of using mental health benefits, ask the leaders of your nonprofit to communicate the importance of using available benefits to help all employees feel more comfortable reaching out for help when they’re stressed or overwhelmed.
4. Emphasize work/life balance and self-care. Your employees bring a passion to their job. They feel a sense of urgency to serve your community and make a difference. Many work long hours, take on additional responsibilities outside of the scope of their job or feel they need to be available 24/7.
But that constant level of commitment often cannot be sustained without a healthy work/life balance. Emphasizing things like family time, making exercise a priority, getting enough sleep and taking care of themselves in general are great ways to help your employees switch off and recharge.
5. Be mindful of burnout and actively intervene to help employees take a break from stressful situations. Burnout is a real concern – especially for many of the top performers at your nonprofit. In a 2023 McKinsey survey of nonprofits, 88% of them reported stress levels at the “orange” or “red” level. In those circumstances, burnout is a common result.
Nonprofit work can be a balancing act. The passion your employees bring to their jobs can be extremely fulfilling. But at the same time, it can lead to emotional exhaustion – especially when dealing with challenging or unchanging social situations.
Encourage managers and frontline supervisors to pay attention to employees working at an exceptionally high level for an extended period. Provide them with extra flexibility to step away from their job functions for a few days. Think of flexible ways you can reward them with work/life balance solutions to show your appreciation for their hard work.
Prioritizing mental health shows your employees you value their contributions. It’s a smart way to reward the passions they bring to your cause … while helping your nonprofit function at the highest levels.
UST can help you focus on your mission while supporting your HR and financial needs. Take advantage of UST’s Free 60-day HR Trial and discover how we can help your nonprofit manage your employees’ mental health needs. With UST HR Workplace, access Live Certified HR Experts, Work-from-Home Resources, 300+ Employee Training Courses, Thousands of Downloadable Forms & Checklists, an Online Employee Handbook Builder, and Job Description Tools. Our HR support lightens your workload, promoting better mental health so you can focus on what truly matters – your mission.
RESOURCES:
Nonprofit professionals are the backbone of countless community initiatives and philanthropic efforts, often going above and beyond to make a difference. However, this dedication can lead to a hidden threat: burnout. While passion drives many in the nonprofit sector, it can also lead to mental and physical exhaustion. We aim to shed light on nonprofit burnout and offer actionable strategies for mental wellness.
Understanding Nonprofit Burnout
Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged stress. For nonprofit professionals, burnout can manifest as fatigue, irritability, reduced performance, and feelings of helplessness.
Why Nonprofit Professionals are Prone to Burnout
Mental Wellness Strategies for Nonprofit Professionals
To combat burnout, it’s crucial to adopt strategies that promote mental wellness. Feeling overwhelmed and on the verge of burnout? You’re not alone. The demands of the nonprofit sector can be immense. Here are six actionable strategies to combat burnout and prioritize your mental well-being, allowing you to continue making a positive impact with renewed energy and focus.
1. Prioritize Self-Care: Self-care isn’t a luxury; it’s a necessity. Regular exercise, a balanced diet and sufficient sleep can significantly improve your mental and physical health.
2. Set Boundaries: Create clear boundaries between work and personal life. Set specific work hours and stick to them. Turn off work notifications after hours to ensure you have time to recharge.
3. Delegate Tasks: You don’t have to do everything yourself. Trust your team and delegate tasks where possible. This not only reduces your workload but also empowers your team members.
4. Seek Professional Help: If you’re struggling with burnout, don’t hesitate to seek professional help. Therapists and counselors can provide coping strategies and a safe space to express your feelings.
5. Foster a Supportive Work Environment: Cultivate a culture within your team that fosters open communication. Encourage your coworkers to comfortably share their struggles and seek support.
6. Continuous Learning: Engage in employee training courses to enhance your skills and stay updated. This can help you feel more competent and confident in your role.
While burnout in the nonprofit sector is a serious issue, it is not insurmountable. By prioritizing mental wellness and adopting the strategies outlined above, nonprofit professionals can continue to make a positive impact without sacrificing their well-being.
Are you ready to take the next step in supporting your mental wellness and organizational efficiency? Sign up for UST’s free 60-day HR trial today! Gain access to live certified HR experts, work-from-home resources, over 300 employee training courses, downloadable forms and checklists, an online employee handbook builder, and job description tools.
Get started with your free trial now!
Remember, taking care of yourself is the first step in taking care of others.
Question: We’ve been both super busy and understaffed recently. Is there anything we can do during this time to help our employees avoid extra stress or burnout before we can hire more employees?
Answer: Yes. Here are a few things you can do to make this time run as smoothly and stress-free as possible:
Remove nonessential work duties: For the positions that seem most stretched, make a list of tasks that could be put on hold (or perhaps reassigned). You can invite input from employees, too, but I’d recommend acknowledging that they’re overwhelmed and saying that you’ll do your best to alleviate some of the pressure. Then hold off on nonessential tasks until business slows down or you’ve increased your headcount.
Allow for flexible scheduling: If employees need to work longer hours on some days during the week, consider allowing them to work fewer hours on other days of the week. Note that some states have daily overtime, spread-of-hours, or split-shift laws.
Budget for overtime: Employees may need to work extra hours to keep up with the current demands of their job, so allow them to work overtime if you (and they) can swing it. If you’re pretty sure overtime will be necessary, inform employees of that ahead of time, so they can plan accordingly.
Ensure all equipment is fast and reliable: It’s important to identify, troubleshoot, and correct any slow or nonworking equipment issues (such as laptops, internet hardware, cash registers, or vehicles). If not resolved, these issues can slow down work and add to everyone’s stress.
Look for ways to automate: Consider whether any of your employees’ manual and time-consuming tasks could be eliminated or simplified with the use of new or different technology.
Increase safety protocols: Employee absences related to COVID have created a significant strain for many employers during the pandemic. Shoring up your safety protocols may reduce the risk of COVID-related absences because of sickness or exposure. Depending on your circumstances, examples include improving ventilation, encouraging or requiring vaccination, requiring employees to wear masks, and allowing employees to work remotely when possible.
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, 350+ on-demand training courses, an extensive compliance library, and more.
Nonprofit organizations – characterized by their commitment to social, charitable or educational missions – often operate under tight financial constraints. These constraints make it crucial to minimize overhead costs – expenses that are necessary to support the organization but do not directly contribute to its program activities. These costs include executive salaries, accounting fees, marketing expenses, fundraising costs and membership development.
While these expenses are essential for maintaining operations, they can dilute the funds available for the core mission if not carefully managed. Generally, nonprofits allocate around 20% of their budget to overhead. By strategically reducing these costs, nonprofits can direct a larger portion of their resources towards impactful program activities, thereby enhancing overall efficiency and effectiveness.
Below, we’ll briefly go over a few ways to effectively reduce overhead costs and streamline operations.
Strategies for Overhead Reduction
1. Reduce Physical Office Expenses
The cost of maintaining physical office space is a significant part of overhead for many nonprofits. Exploring alternative office arrangements can yield substantial savings. Options like co-working spaces, telecommuting or fully virtual offices can drastically reduce or even eliminate expenses related to lease, utilities and office maintenance. Effective lease negotiations – armed with thorough market rate research – could also help in lowering costs.
Nonprofits can ensure they are not overpaying for unused or underutilized space by regularly reassessing their space needs and optimizing office layouts. What’s more, by nurturing a culture that supports remote work, nonprofits can reduce the necessity for large office spaces, enabling a more flexible and responsive organizational structure.
2. Embrace Green Practices
Sustainable practices are increasingly important not only for environmental reasons but also for cost efficiency. Nonprofits can adopt energy-efficient measures like LED lighting, programmable thermostats and high-efficiency appliances to cut utility costs. Simple changes like implementing double-sided printing and using recycled materials can also reduce purchase costs and waste disposal fees. These environmentally friendly practices resonate well with donors and can enhance the organization’s public image. Additionally, obtaining certifications for sustainable practices can boost a nonprofit’s credibility and attractiveness to eco-conscious investors and grant-making bodies.
3. Leverage Virtual Communication
Advancements in technology have made virtual communication tools more effective and affordable. Nonprofits can capitalize on this by using video conferencing to reduce travel expenses, adopting online project management tools to enhance team efficiency and utilizing cloud-based platforms for real-time data sharing and collaboration. These tools reduce costs while also helping improve organizational agility and employee satisfaction by supporting flexible work arrangements. Further integration of these tools can foster a culture of innovation and help to attract tech-savvy volunteers and staff.
4. Build a Volunteer Force
Volunteers are a vital resource in reducing manpower costs. Developing a strong volunteer program can enable nonprofits to delegate administrative, operational and even some programmatic functions to skilled volunteers. This not only saves on labor costs but also strengthens community engagement and support. Effective volunteer management makes it so that volunteers are well-integrated into the organization’s culture and operations, maximizing their contributions and satisfaction.
5. Go Digital
The transition to digital operations can significantly cut costs associated with paper, printing and document storage. Embracing digital communications and marketing efforts – like newsletters, social media campaigns and annual reports – can reduce production and distribution costs while reaching a broader audience. Cloud computing solutions can also decrease IT infrastructure costs and enhance data security and accessibility. Adopting advanced analytics to monitor the effectiveness of digital strategies enables more targeted and efficient resource use.
6. Renegotiate with Vendors
Periodic renegotiation with vendors for services like internet, printing and supplies can prevent increased cost and secure more competitive pricing. Encouraging multiple bids for new contracts and regularly reviewing existing ones can improve terms and uncover cost-saving options. Additionally, establishing and maintaining long-term relationships with reliable vendors can lead to loyalty discounts and enhanced service quality. Strengthening these partnerships through consistent communication and feedback transforms them into valuable collaborations that extend beyond routine transactions.
7. Seek Free and Discounted Resources
Many businesses and organizations offer special pricing or donations for nonprofits, including software licenses, office supplies and professional services. Actively seeking these opportunities can drastically reduce operational costs. Government and private grants designed to support nonprofit administration can also offset overhead expenses, allowing more funds to be directed towards mission-related activities. Developing a strategy to regularly review and apply for new funding opportunities helps ensure that nonprofits continuously benefit from available resources, keeping their operations lean and focused on their mission.
Streamline Nonprofit Operations for Greater Impact
Efficiently managing overhead costs is critical for maximizing the resources dedicated to the mission-driven work of nonprofits. By implementing the strategies discussed above, nonprofits can enhance their operational efficiency, reduce expenses and ultimately increase their impact.
Additionally, exploring resources like UST Trust – which helps nonprofits minimize HR liabilities and unemployment claims – can further allow organizations to focus on their primary goals without undue financial distractions. For more detailed guidance and support in managing overhead, fill out our Free Savings Analysis form and find out if UST Trust is right for your organization.
Nonprofit organizations play a vital role in society, addressing various social, environmental, and humanitarian issues. However, running a nonprofit organization comes with many challenges, including limited resources, funding, and staff. Nonprofit leaders must constantly seek innovative ways to streamline their operations, cut costs, and maximize their impact and one way to achieve this is by adopting online software solutions.
Online software solutions can help nonprofits address various challenges, such as financial management, HR support, and compliance. For instance, UST Workforce Solutions is designed to streamline your HR workflows while empowering your team and enhancing your employees’ development as your business expands. This approach ensures that nonprofits have sufficient funds to finance their operations and achieve their mission.
Moreover, online software solutions provide tremendous HR support, which is essential in managing staff resources effectively. Nonprofit HR leaders can use these solutions to automate processes such as online training, employee handbook building, and job description builder. This approach frees up time and allows HR professionals to focus on more strategic tasks that contribute to the organization’s mission.
Another benefit to nonprofits of adopting online software solutions is access to thought leadership related to employment matters. UST offers incredible value to its members through its expertise in employment laws and regulations. This expertise helps nonprofits to stay compliant with various HR laws and regulations while also minimizing legal risks.
One of the primary challenges associated with online software is ensuring the security of your data. Nonprofits handle sensitive information, such as donor details and financial records, making data breaches a significant risk. It’s crucial to choose software providers that prioritize data security and offer robust encryption and access controls to protect your information.
Implementing new software often requires training your staff on how to use the system effectively. This can be a time-consuming process, especially if your team is not tech-savvy. To mitigate this challenge, look for software providers that offer comprehensive training resources, such as tutorials and webinars, as well as customer support.
If you are a nonprofit leader looking to streamline your operations, cut costs, and maximize your impact, UST offers online workforce solutions that can help you achieve your goals. Fill out the UST Free Saving Analysis form today and see which of our online solutions can help your nonprofit. Don’t just take our word for it, see what one of our satisfied partners—the Georgia Center of Nonprofits—has to say. “In practice, how many payables transform into literal assets? UST builds financial assets, provides tremendous HR support, and offers incredible thought leadership related to employment matters. As a CEO, I would find it difficult to replace the value that UST brings tour organization.”
Adopting online software solutions is a game-changer for nonprofit organizations. With UST’s online solutions, nonprofits can transform payables into literal assets, access live HR support, and enjoy incredible thought leadership related to employment matters. Nonprofit leaders should take advantage of these benefits and embrace online software solutions to maximize their impact. To learn more about how UST can support your organization, click here.
Question: If business is slow, can we send employees home early?
Answer: Yes, you can send employees home early due to a lack of work. Exempt employees under the Fair Labor Standards Act (not entitled to overtime) would need to be paid their entire salary for the day. Nonexempt employees (those eligible for overtime) would generally only need to be paid for actual hours worked.
However, if you operate in California, Connecticut, D.C., New Hampshire, New Jersey, New York, Massachusetts, Oregon (minors only), or Rhode Island, you should check your state’s reporting time pay requirements. Employees may be entitled to reporting time pay for a certain number of hours even if they just showed up and did no actual work. This is intended to lessen wage loss that is not the fault of the employee, as well as encourage employers to not over-schedule, since it causes employees to waste time and resources getting to work.
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.
Fundraising is crucial for nonprofits, but it often comes with big challenges. Organizations need to raise money effectively without spending too much, which can be tough given limited resources.
Below, we’re going to look at a few successful fundraising ideas for nonprofits to help boost cashflow without breaking the bank. Each one offers a practical approach and helps nonprofits focus more on their missions and less on financial stress. After all, success is all about doing more with less.
Challenges of Traditional Fundraising
First, it helps to go over what could be getting in the way of success. Traditional fundraising methods often present significant challenges for nonprofits, primarily due to their cost-intensive nature and relatively narrow scope of impact. For instance, while gala events are potentially glamorous and significant in terms of donor engagement, they require substantial investments in venue hiring, catering and entertainment. These expenses can eat into the funds raised, reducing the overall benefit to the organization’s core mission. Similarly, print campaigns — though effective in reaching certain demographics — often fail to capture a broader audience and involve costs for design, printing, and distribution.
These traditional fundraising methods can impose significant constraints, requiring nonprofits to carefully balance their activities against the potential financial returns. This careful management is vital not only in maintaining operations but also for helping ensure resources are optimally directed toward philanthropic goals, rather than merely covering operational costs. Striking this balance is essential for sustaining long-term success and maximizing the impact of their efforts.
Smart Tactics for Maximizing Fundraising Efforts
As nonprofits strive to maximize their impact on limited budgets, innovative strategies are imperative. Here are five effective nonprofit fundraising ideas that can help stretch every dollar further.
Leveraging social media
Social media is a vital tool for nonprofits to extend their reach and engage potential donors. Organic posts can share impactful stories—fostering community engagement and expanding reach through shares and likes. Conversely, paid ads target specific demographics which in turn increase traffic to donation pages. Effective campaigns on platforms such as Facebook, Instagram, and Twitter often use interactive content such as live videos and regular project updates, making the nonprofit’s activities more tangible and immediate to potential supporters.
Hosting virtual events
Virtual events are becoming much more widespread in modern fundraising, offering significant cost savings compared to traditional galas. Using platforms such as Zoom or specialized webinar tools, nonprofits can more affordably host everything from workshops to large conferences. These platforms provide broader access and lower participation costs, with interactive features such as live polls and Q&A sessions to enhance engagement. Hybrid events blend online and in-person elements, appealing to a wider audience with more diverse preferences—potentially boosting participation.
Harnessing the power of crowdfunding
Crowdfunding platforms such as Kickstarter and GoFundMe, are excellent for raising funds for specific projects or initiatives. These platforms allow nonprofits to set clear fundraising goals and communicate directly with potential donors. The key to a successful crowdfunding campaign lies in its ability to tell a compelling story that resonates with potential contributors, clearly stating how their donations will make a difference. Transparency about the allocation of funds and regular updates on campaign progress can help maintain and build trust with donors.
Email marketing
Email marketing remains a cost-effective strategy to nurture long-term relationships with donors. By segmenting the email list based on past donation history and stated interests, nonprofits can tailor their messages to different groups, making them more personal and relevant. Effective email campaigns should include updates on the organization’s work, achievements, and ongoing needs, as well as clear calls to action. Incorporating stories of how donations have been used or the difference they have made can significantly improve engagement and donations.
Encouraging recurring donations
Setting up options for recurring donations is another strategic approach for consistent funding. Encouraging donors to commit to a monthly or annual donation plan can stabilize a nonprofit’s income, facilitating better financial planning and sustainability. Highlighting the ease of setting up recurring donations on the website and emphasizing their critical role in the nonprofit’s ongoing success can motivate donors to commit to long-term support.
Implementing these successful fundraising ideas for nonprofits can provide a range of options to increase visibility, engage with more donors, and secure funding in creative, cost-effective ways. By embracing modern innovations and community-focused approaches, organizations can not only meet but exceed their goals.
Additional Tips
Additional pointers on how to improve your nonprofit’s fundraising efforts include:
Embracing Efficiency in Fundraising
Putting these nonprofit fundraising ideas into practice can greatly enhance your organization’s efficiency, allowing you to conserve resources while boosting your fundraising efforts. By adopting these strategies, you could soon be surpassing your targets.
Explore UST Trust for valuable guidance and insights. At UST we can help enable your team to concentrate more on your mission and less on administrative tasks. Fill out our free savings analysis today to unlock your nonprofit’s savings.
Resources:
Nonprofit organizations play a crucial role in our communities, offering services, support, and a voice for those in need. However, managing a nonprofit, particularly in terms of staffing and volunteer teams, comes with its own set of challenges—especially when it comes to finances. Balancing the budget while ensuring your organization can function effectively and make an impact is a delicate dance. Fortunately, there are strategies that can both save money and strengthen your team. One significant, yet often overlooked area of opportunity lies in how nonprofits manage unemployment costs.
Reassessing Your Unemployment Tax Strategies
For over 40 years, UST has stood as a steadfast ally to nonprofit organizations, providing a pathway to substantial savings and operational efficiencies through the UST Trust. For 501c3 nonprofit employers, understanding how to manage unemployment costs effectively can unlock funds that are better allocated towards mission-critical activities.
The concept is straightforward but powerful. A federal law exists that allows 501c3 nonprofits the option to opt out of the traditional state unemployment tax system. Instead, organizations can become reimbursing employers, paying the state only for their actual unemployment claims—dollar for dollar. This approach can lead to significant savings, especially for nonprofits with stable employment rates.
Building a Financial Asset While Saving Money
UST Trust was established in 1983 to assist nonprofits in navigating this alternative. By choosing UST Trust for your tax reimbursements, your organization can create a reserve fund that not only prepares you for unemployment claims but also serves as a financial asset. Nonprofits that have embraced this strategy with UST have seen savings of 60% or more on their unemployment expenses.
But the benefits extend beyond just cost savings. Being a part of UST Trust means gaining access to a suite of tools designed to mitigate risks and increase operational efficiencies. From human resources advice to legal consultation and claims management, UST supports nonprofits in strengthening their operational backbone, allowing them to focus on their core mission.
Taking the Next Step
For nonprofit leaders seeking to explore the potential savings and benefits UST Trust offers, the first step is simple. UST is inviting nonprofit organizations to fill out a free savings analysis. This no-obligation analysis could be the gateway to significant savings and a more efficient way to manage your nonprofit’s unemployment costs.
If your nonprofit is looking to save money, reduce risks, and boost operational efficiency, consider exploring UST’s Trust program. By filling out a free savings analysis today, you can discover potential savings that could be a game-changer. This step not only leads you towards financial sustainability but also ensures your team and mission receive the needed support to thrive and make a positive impact in your community.
Efficiently managing your unemployment expenses enables you to reallocate funds where they matter most – your programs and staff. It’s time to seize control of your organization’s financial well-being and guide it towards a future where every dollar drives your mission forward without unnecessary overhead costs.
Take the initiative today. Reach out to UST to uncover how your organization can save, strengthen your team, and amplify your impact.
Question: When are we required to pay for trainings?
Answer: In general, time spent in job-related training is counted as time worked and must be paid. However, not every lecture, meeting, training program, or similar activity would qualify. If all four of the following criteria are met, you do not need to pay the employee for the training:
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.
Nonprofits are driven by a mission to address societal needs and provide public benefits. This distinguishes them from profit-driven enterprises. While their primary focus isn’t financial gain, nonprofits must still navigate the economic landscape to sustain their operations and fulfill their missions effectively.
So, how do nonprofits make money? What strategies do they employ to fund their vital initiatives and programs?
Let’s dive into the topic of how nonprofits make money to ensure they can continue to make a positive impact on the communities they serve.
How to Make Money as a Nonprofit
In the realm of nonprofit management, the pursuit of financial sustainability is a perpetual endeavor. The following multifaceted strategies and avenues help nonprofits secure the resources necessary to advance their missions effectively. Here’s a look into how to make money as a nonprofit.
Traditional Donations
At the core of nonprofit funding lies the generosity of individuals and corporations. Their contributions fuel the organization’s mission-driven initiatives. These donations, whether large or small, provide the essential lifeline for sustaining operations, funding programs, and driving innovation. They empower nonprofits to make meaningful strides toward societal change.
Cultivating strong donor relationships, implementing effective fundraising campaigns, and showcasing transparent stewardship of funds are key to maximizing the impact of traditional donations. They foster long-term support for the organization’s endeavors. Additionally, demonstrating the tangible outcomes and transformative impact of donor contributions strengthens trust and loyalty. This inspires continued engagement and philanthropic support from both individuals and corporate partners.
Grants
Beyond individual donors, nonprofits often rely on foundation grants and government funding to support their initiatives. These grants offer significant financial backing, enabling nonprofits to undertake ambitious projects, expand their reach and address pressing societal issues. However, securing grants requires meticulous research, strategic alignment with funders’ priorities and robust grant management practices. All of this effort is to ensure compliance, accountability, and sustainable impact. Nonprofits must demonstrate their capacity to deliver measurable outcomes and effectively steward grant funds to maintain credibility and foster future funding opportunities.
Fundraising Events
From galas to auctions and charity walks, fundraising events serve as not only revenue-generating opportunities but are also powerful tools for community engagement and awareness-building. These events create platforms for supporters to rally around the nonprofit’s mission. They forge lasting connections and inspire ongoing support. Nonprofits can amplify their fundraising efforts and broaden their impact by leveraging creative event planning, effective marketing strategies, and volunteer mobilization.
Earned Income
Nonprofits are increasingly exploring alternative revenue streams beyond traditional fundraising methods. Social enterprises, fee-for-service programs, and merchandise sales offer avenues for generating income while advancing the organization’s mission. Whether through the sale of products, services, or experiences, nonprofits can diversify their revenue sources. This revenue helps them achieve greater financial resilience in an ever-changing landscape.
Corporate Sponsorships and Partnerships
Collaborating with businesses presents nonprofits with a myriad of opportunities beyond financial support. Corporate sponsorships and partnerships offer a gateway to expanded visibility and promotional exposure. They enable nonprofits to reach broader audiences and raise awareness for their causes. These collaborations also foster employee engagement. This encourages corporate staff to volunteer, fundraise, or participate in community service initiatives alongside nonprofit personnel.
In addition to financial contributions, businesses often bring valuable resources to the table. Their expertise often includes in-kind donations to access specialized expertise and networks. Through strategic partnerships, nonprofits can leverage these resources to enhance their capacity, innovate their programs, and extend their reach.
Investments
For financially stable nonprofits with a substantial financial base, investments offer the potential for additional income generation and long-term sustainability. Through investments, nonprofits can diversify their revenue streams and build financial reserves to weather economic uncertainties and fund future initiatives. This approach strengthens the organization’s financial footing and enhances its ability to adapt to changing market conditions. The nonprofit is able to seize new opportunities for growth and impact.
Reducing Costs for Nonprofits
The question, “How do nonprofits make money?” is a viable one, but income is not the only concern for these charitable organizations. While revenue generation serves as the lifeblood of nonprofits, prudent management of expenses is equally crucial for long-term sustainability.
By implementing strategies to enhance operational efficiency, nonprofits can streamline processes, reduce waste, and optimize resource utilization. The following are a few strategies nonprofit organizations use to reduce costs:
These concerted efforts not only optimize financial resources but also enhance organizational resilience and agility. Understanding how to make money as a nonprofit involves a combination of revenue generation and cost reduction.
Are You Still Wondering, “How Do Nonprofits Make Money?”
So, how do nonprofits make money? In the dynamic landscape of nonprofit management, the pursuit of both revenue-generating and cost-saving opportunities is critical for organizational success and sustainability. Nonprofits can position themselves for long-term growth and impact by embracing innovative strategies, fostering strategic partnerships, and prioritizing financial stewardship.
We urge nonprofit leaders and stakeholders to harness the insights and recommendations outlined in this guide. You’ll quickly recognize the transformative potential your organization holds for advancing its mission and creating meaningful change. At UST, we empower nonprofits to thrive, inspire, and continue their vital work in building a brighter future for all. For additional support and resources, explore our UST solutions. Our experts will guide you toward operating a more sustainable and impactful nonprofit organization.
Nonprofit organizations form the backbone of societal change. You work tirelessly to advance your causes despite tight budget constraints. It’s crucial for your organization to implement cost-saving strategies that align with your goals and ethics. Through astute financial planning and strategic decision-making, your nonprofit can amplify its impact and extend the reach of its funding. Leveraging historical stability and pooled knowledge, such as entities like UST, your nonprofit can fortify its financial foundation amidst the ever-evolving economic landscape.
Below, we present ten actionable cost-saving strategies designed to support nonprofit leaders in their ongoing efforts to manage budgets more effectively and channel saved resources back into their mission-critical activities.
1. Streamline Operations Through Technology
In an era where digital transformation is vital, investing in technology can lead to considerable long-term savings. Automating mundane tasks reduces labor costs and increases efficiency, allowing staff to focus on more essential, mission-focused work.
2. Harness the Power of Volunteers
Volunteers are an invaluable asset to any organization. They not only bring passion and dedication, but also help save on personnel costs. However, manage volunteers responsibly to ensure their experiences are rewarding and further your cause.
3. Go Green to Save Green
Implementing eco-friendly practices goes beyond the moral benefits; it is also cost-effective. Cutting down on paper use, optimizing energy consumption, and recycling can lead to substantial savings.
4. Opt for Second-Hand Equipment
Before rushing to buy new equipment, consider purchasing quality second-hand items. Not only is this more economical and sustainable, but often you can find barely used resources at a fraction of the cost.
5. Leverage Free or Discounted Services for Nonprofits
Many companies offer discounted or even free services to nonprofits, including software subscriptions, marketing tools, and professional development resources. Take advantage of these opportunities.
6. Invest in Staff Development
While this may seem counterintuitive as a cost-saving measure, training your staff can actually reduce costs by improving efficiency and reducing turnover – both of which are costly in the long term.
7. Collaborate with Other Organizations
Forming alliances with similar nonprofits can lead to sharing of resources, joint grant applications, and mutual support, thereby reducing costs associated with events and projects.
8. Conduct Regular Financial Reviews
Assessing your financial practices regularly can help identify inefficiencies and areas for cost reduction. Keep abreast of financial management best practices and remain compliant with regulations.
9. Optimize Your Fundraising Practices
Ensure your fundraising efforts are as effective as possible by cutting unnecessary costs and using data-driven strategies. Tailor your campaigns to target the most engaged sectors of your donor base.
10. Reevaluate Your Space Needs
If remote work is sustainable, consider downsizing office space or renegotiating lease terms. This can be one of the most immediate ways to reduce fixed costs while maintaining productivity.
Taking these steps can contribute significantly to reducing expenses, but achieving optimum efficiency often requires tailored solutions. That’s where we can step in to assist you further. UST is well-versed in the unique challenges faced by nonprofit organizations and offers expert advice to help you save money, mitigate risk, and increase efficiency.
Don’t leave potential savings on the table. For a more detailed exploration of how these strategies can benefit your organization, and to discover additional, customized solutions for cost-savings, complete ourfree savings analysis. Fill out our free savings analysis form today and start charting a course towards financial sustainability for your nonprofit.
At UST, we’re committed to helping you make every dollar count, underscore your mission, and amplify the change you envision.
Question: What are the penalties and costs for misclassifying employees?
Answer: The answer will depend on a number of factors, such as how many employees are misclassified, how much extra money they would have been paid if properly classified, and whether or not lawyers or regulatory agencies get involved.
Generally, if an employee goes to the federal Department of Labor (DOL) and claims that they’ve been misclassified, the DOL will investigate. If the DOL determines that an employee—or entire group of employees—should have been paid overtime but wasn’t, the employee will be owed up to two years’ worth of unpaid wages (or up to three if the misclassification was “willful”). The organization may also owe the employee or employees liquidated damages equal to the amount of money owed. So, if an employee should have been paid $2,000 in overtime, the organization may owe them $4,000. The organization would also owe the government taxes on those wages, as well as interest on the taxes.
Most states also have their own minimum wage and overtime laws, and often an organization can be held liable under both federal and state law, meaning the employee would be owed additional damages for violations of state wage law. And if you are in a state with late payment penalties, the organization could owe additional damages for not having paid all wages by the time they were due. There’s also a very good chance that the organization will be held liable for attorney’s fees—both the organization’s and the employee’s.
On top of the costs mentioned above, there are potential federal civil penalties of $2,074 per violation (generally one penalty per misclassified employee), state penalties (which will vary), and in some cases the potential for jail time. Finally, statutory interest may immediately begin to accrue on the amount owed.
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.
Although nonprofits usually have exemptions from paying taxes, they must still file tax returns each year. Nonprofits file certain forms, depending on the type of nonprofit and the amount of annual revenue. Nonprofit organizations that maintain high levels of organization can find ways to save money and minimize complications in the tax-filing process. With this information, you will understand how to file taxes for a nonprofit.
Nonprofit tax returns involve a clear and honest accounting of the organization’s gross receipts and expenses for the year. Although nonprofits do not have to pay federal taxes and may be exempt from other kinds of taxes, the organization must demonstrate proper asset management and compliance with local and federal tax laws. These tips can help you manage your nonprofit tax obligations.
Nonprofits can only maintain a tax-exempt status through correct use of revenue. Organizations with a nonprofit classification include religious institutions, public safety organizations, charities, research organizations, and more. To preserve your tax-exempt status, you must prove that any revenue goes to other tax-exempt organizations, minus expenses.
To simplify the process of filing your nonprofit tax documents, you should aim to organize and maintain accurate records. The amount of detail that the IRS requires for nonprofit filing depends on annual revenue and type of nonprofit. Since you may need to provide exacting detail of all your expenses, you should ensure that you have those records at hand.
Nonprofits can deduct certain expenses needed to run the organization when balancing revenue and costs. Common deductions include:
If you are unsure of the deductions you may qualify to take, you should consult a professional for detailed advice.
In many cases, nonprofits are eligible for tax credits, as well. For example, if your nonprofit chooses to make certain clean energy upgrades to an office space, you may qualify to receive a credit for the expenses needed to complete the upgrades. Because nonprofits do not pay federal taxes, they can get the credit in the form of a direct pay reimbursement.
Many state and local governments offer additional incentives to nonprofits. Some states allow nonprofits to avoid paying sales tax, for example. If you qualify for these types of incentives and tax breaks, keep track of your records. Remember to file claims within the designated claim period, so you can minimize expenses.
Tax laws change every year. Part of learning how to file nonprofit taxes includes staying current on tax laws, so you understand your responsibilities, deductions, credits, and other opportunities. Before you start preparing your taxes, confirm that you are looking at the latest documents for the appropriate tax year.
Although eligible organizations do not pay income taxes, nonprofit payroll must still include payroll taxes, including Social Security and Medicare deductions. Since employee compensation can represent a significant portion of your deductions, you should confirm that you have followed proper procedures. If you struggle to manage these tasks, consider arranging for payroll services for nonprofits.
Failing to file taxes at the appropriate time can lead to penalties, including the possible loss of tax-exempt status in certain cases. Your nonprofit tax filing deadline depends on the tax calendar that your organization uses. Start preparation early, so that you have time to address issues before the filing deadline.
If you have all your files organized and ready for filing, you may find that the process takes less time than you expect. Plan to complete the following steps:
If you have questions or concerns about the information you must provide, you should consider hiring nonprofit tax help.
To avoid complication and confusion around filing your nonprofit taxes, you can call on UST for expert assistance. We specialize in solutions for nonprofits, including payroll management, tax document organization, and more. We can help you understand your tax filing status and get ready for tax season, in addition to offer our services for unemployment for nonprofit organizations. Contact us to learn more about our services or to request a free savings analysis.
SOURCES
https://labyrinthinc.com/how-to-prepare-a-nonprofit-tax-return/
https://donorbox.org/nonprofit-blog/nonprofit-tax-returns
https://www.irs.gov/charities-non-profits/exempt-organization-annual-filing-requirements-overview
https://www.investopedia.com/ask/answers/08/nonprofit-tax.asp
https://crscpa.com/blog/how-to-make-filing-taxes-for-a-nonprofit-easy-everything-you-need-to-know/
https://donorbox.org/nonprofit-blog/17-ways-to-save-money-as-a-nonprofit
https://www.freshbooks.com/hub/taxes/nonprofit-tax-deductions-for-501c3-organizations
https://www.cleanegroup.org/what-nonprofits-need-to-know-about-the-investment-tax-credit/
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UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
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This Privacy Policy and the Terms of Use for our site is subject to change.
