Kevin Gaugush

Workplace harassment goes well beyond sexual harassment. In this helpful article, SHRM lists a number of examples of other harassment types as provided by the EEOC. #harassment #workplace #hr

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Watch the full session from the 2024 Granite State Human Resources Conference. #ExecutiveCoaching #LeadershipCoaching

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HR colleagues, it's July 1 which means that the new FLSA salary threshold of $43,888 takes effect today. On January 1, 2025, the threshold will increase again to $58,656 per year. Ensure your employees are classified correctly to comply with these changes. Key Actions: Review employee classifications. Update payroll systems. Communicate changes to employees. Consult advice if needed. Stay proactive and compliant! #HR #AIMHRSolutions #Compliance #FLSA #EmployeeClassification #Payroll #LegalUpdates

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SHRM announced yesterday that it’s deprioritizing Equity in its approach to workplace change. As they put it, “inclusion for all, not some people”: sounds like something we all agree with, just like we would all like meritocracy to simply work as intended. But equity is about deliberately ensuring everyone has what they need (not some people). It's disappointing that "some people" feel a sense of scarcity in the idea of fair treatment, access, and the upward mobility of those historically at a disadvantage, and experience it as a lack of inclusion. Having Equity integrated under “the broader Inclusion framework” and calling it “I&D” instead of “IE&D” as a way to address “societal backlash and increasing polarization” that results from DEI advocacy is not what we need from THE major power in workplace compliance and culture. We don’t need more avoidance of the discomfort that comes with disagreeing and the acceptance of responsibility when we make the wrong choices or don’t have all the answers. What we need is to fight HARDER for equity and use a mindset, tools, and practice for staying collaborative and respectful even when we disagree. The fact that we disagree will never change. What CAN change is HOW we disagree (I wrote about this issue in depth earlier this year - Link in chat) If you’re currently needing direction with people culture, I hope you consider consultants and small firms you have authentic connections with and are willing to help you find practical and innovative ways to navigate the hard stuff! #SHRM #equity #inclusion #HR #leadership #supportsmallbusinesses

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What tools do you find most helpful to stay organized when onboarding to a new role?

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The Caitlin Clark Effect: What the WNBA Phenom Can Teach Us About Success When Nothing is Normal ▸ https://lttr.ai/AS9Pc #CaitlinClark #FutureofWork #Leadership #Adaptability

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Why You Should Meet with a Recruiter, Even If You're Not Actively Applying At AW Human Resources Company LLC, we know that career growth isn't just about job hunting. Here’s why connecting with us now can be crucial for your future. If your a job seeker in NH, VT, or FL, we can assist! ✅ Expand Your Network- Connect with industry professionals and potential mentors who can offer advice and share opportunities. ✅ Stay Updated on Industry Trends- Keep informed about new developments, emerging roles, and in-demand skills to stay ahead. ✅ Career Advice and Guidance- Receive personalized career advice, resume tips, and interview prep tailored to your goals. ✅ Hidden Opportunities- Gain access to exclusive job openings that match your skills and interests before they're publicly posted. ✅ Skill Assessment and Development- Identify areas for improvement and get recommendations on courses or certifications to boost your skillset. ✅ Build Confidence- Understand your value in the job market and be prepared for when the right opportunity arises. ✅ Long-Term Career Planning- Map out your career strategy with our help, ensuring you're on the path to achieving your ambitions. Ready to take your career to the next level? Connect with AW Human Resources Company LLC today and start building a brighter future! #Networking #JobOpportunities #Recruiting #Hiring #Recruitment #HiddenJobs

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One of my dear friends, John Ramstead, CPLC, ACC, shares his thoughts on "smoldering discontent." His thoughts on core values and living on Purpose is INVALUABLE! Check out his most recent podcast.

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There has been a lot of discussion this week about the recent announcement by SHRM over their decision to remove equity as a main pillar of building healthy organizations. My colleagues and I had plenty of conversations around the frustration and disappointment we feel by this move as we captured below. There plenty of folks who I will continue to highlight who are able to articulate the impact of this more effectively than me. That said, among the many points made in the announcement from SHRM, one that stuck with me was the reasoning provided “due to the societal backlash and polarization”. Let’s be clear there has always been polarization between those who have and those who don’t. Between those who navigate systemic and cultural marginalization and those who don’t. Between those who benefit from unchecked bias and those who don’t. Between those who “look like a leader” and those who don’t. Between those in which our current structure is accessible and to those who it isn’t. The list goes on. Who is this decision benefiting? Who is it protecting? Societal backlash by whom and towards whom? The last four years gave us an unprecedented opportunity to revolutionize how work could be done better, be better, and feel better for more people. Equity is a critical component for us to keep creating a better today and tomorrow for everyone.

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Looking for practical, actionable DEI strategies you can implement right away in your organization? Seeking  fresh perspectives and innovative approaches to DEI advancement. Want to network and share experiences with fellow DEI professionals facing similar roadblocks.

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With special thanks to my SHRM colleagues Montrese Hamilton and Ashley Miller, M.A., SHRM-SCP I am happy to offer a free chapter download with the link below. Chapter 9 explores the 5 Dimensions of Teamwork and provides an interview to showcase each dimension: Dimension 1: Communication featuring Marlene Hendricks. https://lnkd.in/ewXcnDNd

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Opportunity

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Every Executive leadership team should be authentic, healthy and aligned, always recognizing and scrutinizing team concepts, attitudes and institutional behavior. What needs to be emphasized and what needs adjustment and change?

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Enterprise L&D: Minimize what you expect people to memorize. Provide supervisor support and new hire references to guide everyone on that first day, week, or month on the job – job criticality depending. Measure the pre and post performance back on the jobs.

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How do you create a culture of execution that maximizes team potential and job satisfaction? Join us for an insightful discussion in our latest reel with Maria Scarangella, MBA, PCC, SHRM-SCP on The Future of Teamwork podcast. Maria outlines the foundational steps to fostering a culture of execution, emphasizing the importance of trust, clear expectations, and strategic delegation. This approach maximizes efficiency and ensures that everyone works in their most rewarding role. Tune into the full podcast to learn more about these transformative strategies and see how they can revolutionize your team dynamics! #LEAD3R #Teamwork #BusinessGrowth

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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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We generally don't love disruption. But when we are disrupted; we grow. Personally or professionally disruption causes new ways to think. I'm grateful to Pittsburgh Human Resources Association - PHRA and Disrupt HR Pittsburgh for the opportunity to talk - FOR FIVE MINUTES - about how JOY should disrupt the workplace. The concept of a Disrupt HR event is to create FAST-PACED, five minute talks to share a concept that is somewhat disruptive. And your slides automatically advance every 15 seconds. I loved the pace of the entire evening and all presenters did an absolutely amazing job. The link to my five minute JOY JOLT: Ignite Your Culture with Purpose is in the first comment. (I also have a full 60 minute keynote by the same title!) #HR #SHRM #Seniorliving

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