Betty Click

Ready to dive into the world of Human Resources and explore thought-provoking topics regarding lifestyle? Check out Carol McBride, PHR,SHRM-CP McBride, PHR, SHRM-CP's new podcast "Human"! I had the honor of sitting in on the recording of her inaugural episode along with Breia Foston, Bobby McBride, MBA, Barbara Dehn, and Monique LaCour, and it promises an informative ride with a twist of humor. Whether you are an HR professional or just a "Human," this podcast is sure to provide valuable insights. 🎙️ #HumanResources #Podcast #HRProfessional

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Highlighting the last sentence of this article "After all, tax cuts and in-work tax credits aren't much good if you don't have a job."

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Dive deep into the new 2024 Department of Labor contractor rule on the Prescott HR blog! Read more here: https://lnkd.in/eBKi3Z5p #DepartmentOfLabor #StayInformed #HR #HRTrends #HRTips #DOLLaws

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Over the course of 25 years, lessons learned about human resources are worth sharing. #marathonhr #humanresources #employeeretention https://loom.ly/WKDTzx4

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The correct answer is D - Sibling. The U.S. federal FMLA covers parents, spouses, and children, but not siblings. Knowing these details helps ensure proper HR compliance and support for employees. Thank you for participating! Let’s continue to explore important HR topics together. #HRCompliance #FMLA #HRPractice #DistinctiveHR

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Where will you be next Wednesday? The 5th Annual SHRM HR Miami Conference is taking place! Of course we want to see you there! Register at hrmiami.org . #hrmiami #hrmiamiconference2024 #hrhorizons24

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Excited to share my latest video discussing California's new minimum wage requirements. Staying informed is key to compliance and fairness in your organization. What do these regulations mean for your business? Guardian HR has the expertise to guide you, ensuring you sidestep wage & hour lawsuits. Let's stay proactive and thrive with integrity. Visit https://lnkd.in/gD99NA7b and schedule your demo today! #HR #Compliance #MinimumWage #CaliforniaLaw #HRManagement #BusinessSupport

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Discover the difference between recruiting expenses and investments to propel your independent recruiting career forward. Invest strategically in tools, branding, networking, and long-term planning for sustainable growth and success. #RecruitingROI #InvestInYourBusiness

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Valuing your employees means ensuring that trust, civility, and empathy are at the forefront of your company's culture. It goes beyond the deadlines of the day-to-day workplace rush. In order to make employees feel valued, they have to understand themselves to be equal contributors and collaborators to an organization's mission. That starts in leadership, and when employed successfully, disseminates throughout the company. #SHRM #HR #Empathy

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There is a great virtual HR series starting in a couple weeks. Fantastic opportunity for recert credits with nationally recognized experts as facilitators. Info on first session below and more info on the whole series in the comments! #shrm #leadership #hr

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DOL Releases Final Rule On Overtime Exemptions The United States Wage and Hour Division of the Department of Labor (DOL) recently published a final rule that increases the minimum salary required to be paid to employees classified as exempt executive, administrative, professional (including the salaried computer professional) and highly compensated employees. Final Rule Summary Effective July 1, 2024 • The minimum salary requirement increases from $684 to $844 per week (equivalent to $43,888 per year for a full-year worker) for the administrative, professional (including the salaried computer professional) and executive exemptions. • Increases the total annual compensation requirement for the “highly compensated employee” exemption from $107,432 to $132,964, including at least $844 per week paid on a salary or fee basis. Effective January 1, 2025 • The salary requirement will increase to $1,128 per week (equivalent to $58,656 per year) for the administrative, professional (including the salaried computer professional) and executive exemptions. • Increases the total annual compensation requirement for the “highly compensated employee” exemption to $151,164 per year, including at least $1,128 per week paid on a salary or fee basis. Beginning July 1, 2027, and every 3 years thereafter, the amounts above will be determined by DOL using earnings data published by the U.S. Bureau of Labor Statistics. Employers continue to be permitted to use nondiscretionary bonuses, incentive payments and commissions that are paid at least annually, to satisfy up to 10 percent of the minimum salary requirements.

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100%. Our role in determining employee pay is crucial. We play a key part in maintaining equity and fairness within an organization. This is why challenging job descriptions is so important. An accurate and honest representation of job responsibilities ensures that employees are compensated fairly and equitably. It also prevents the manipulation of job titles and descriptions for unfair advantage, which undermines trust and morale within the company. Being skeptical and asking tough questions is part of our job. We must be vigilant in uncovering discrepancies and ensuring that job descriptions are not inflated or misrepresented. This vigilance helps protect the integrity of the compensation system and supports pay equity and fairness across the organization. To all my fellow compensation professionals striving to uphold these principles, your dedication is what maintains trust in our compensation systems. And to those who overrule our recommendations for the sake of preferential treatment, remember that fairness and integrity are the foundations of a thriving workplace.

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Interesting insights from SHRM’s President and CEO!

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Voluntary benefits can boost employee engagement and retention rates. Consider surveying your employees to determine what benefits they would find most beneficial, and design a plan with their needs in mind.

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Are you confident that your payroll practices will be compliant with the Fair Labor Standards Act (FLSA) changes? Effective July 1, 2024, the minimum salary for exempt employees will increase to $844 per week, which is approximately $43,888 annually. This threshold will rise again on January 1, 2025, to $1,128 per week, or roughly $58,656 annually. These changes are designed to expand overtime eligibility to more workers, ensuring that those working over 40 hours per week are compensated fairly unless they meet the new salary thresholds​ At HR NOLA, we understand the complexity and importance of staying compliant with labor laws. Our team will conduct detailed reviews of your wage and hour practices to ensure they meet federal standards.You will receive recommendations and actionable insights tailored to your specific needs to avoid costly penalties and lawsuits.

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"Ensuring HR is Present in the Strategic Planning Process" is one of the many presentation topics for HR and Trade Associations. See more here: https://lnkd.in/eGGypBCs

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Investing in your employees' personal development not only benefits them but also your organization as a whole. With personalized development plans that align with your employees' goals and skills, we will help you lead your team to increased engagement and greater retention. Together, let's elevate your team's potential. LindenbergerGroup.com #PersonalDevelopmentPlans #EmployeeEngagement #RetentionRates #LindenbergerGroup

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SHRM's recent study reveals a startling truth: incivility is all too common in our daily lives and workplaces. With a Civility Index score of just 42.3 out of 100, it's clear that we need to take action to foster more respectful and empathetic environments. Let's be catalysts for change and join SHRM in starting 1 million civil conversations in the workplace and beyond. By embracing civility, we can create spaces where individuals and businesses thrive. #CivilityAtWork

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It's Here! Our final blog post in our series about succession planning. 4 Steps for Preparing a High-Performing Employee to Take Over a Legacy Role Read it Now: https://lnkd.in/gkhgt4mm

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