Mati Jones

Is your organization considering the impacts of the U.S. Department of Labor (DOL) recent final rule revising guidance on which workers are considered independent contractors under the Fair Labor Standards Act (FLSA)? This new ruling, effective as of January 10, 2024, is set to have a significant impact on how nonprofits navigate labor regulations. Nonprofits now have clearer guidelines on distinguishing between employees and independent contractors, which can help them avoid potential compliance issues down the line. Need help sorting it all out? We understand the complexities nonprofits face when it comes to HR and compliance matters. Check out this recent article written by my colleague, Stuart Wales, and let’s connect if your organization needs support. https://lnkd.in/eY6w8Vyv

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Super excited to announce that I passed the exam, and I am now a SHRM Senior Certified Professional! The SHRM-SCP certification is for individuals whose work includes duties such as developing HR policies or procedures, overseeing the execution of integrated HR operations, directing an entire HR enterprise or leading the alignment of HR strategies to organizational goals. The exam includes knowledge-based items that assess knowledge and understanding of factual information, and scenario-based situational judgment items that assess judgment and decision-making skills. The test has an approximately 50% pass rate, so I'm pumped that I nailed it on the first try. Woohoo! #humanresources #SHRM #certification #humanresourcemanagement #businessstrategy #businessoperations #humancapital #SHRMSCP

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Want to learn about the #shrm Executive Network? Ask the questions and gain clarity on how to begin getting support from your peers locally and across the country. Just sign up and we will see you in May~. DM me with questions #HR #community #PDC #moreinformation

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In today's professional world, self-advocacy is often touted as the key to success. However, for marginalized communities, this expectation can create unique challenges and complex team dynamics. Personal biases and institutional barriers can hinder individuals from navigating the pathways of self-promotion. Shockingly, some studies have shown that Black employees are penalized for self-promotion compared to those with other identities. It's critical to recognize these disparities and take action towards creating a more equitable work environment for all. Let's work together to break down these barriers and create a level playing field for everyone. #equity #diversityandinclusion

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During this #graduation season, continuing to have #civil dialogue should be a priority. Do you know the best approach? Take a listen below to Jim Link and see how we can bolster #respect with open minds #shrm #keeptalking #Civility

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Here’s an easy way to digest the new EEOC guidelines regarding sexual harassment.

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"The mission of the EEOC is to prevent and remedy unlawful employment discrimination and advance equal employment opportunity for all, aiming for fair and inclusive workplaces." -- Stated Goal The Pregnancy Workers Fairness Act (PWFA) is a U.S. federal law that aims to protect pregnant workers from discrimination in the workplace. It requires employers to provide reasonable accommodations to pregnant employees and individuals with pregnancy-related conditions, as long as these accommodations do not impose an undue hardship on the employer. The law prohibits discrimination based on pregnancy, childbirth, or related medical conditions and mandates that employers engage in a good faith interactive process to determine appropriate accommodations. The PWFA applies to employers with 15 or more employees and provides important protections to ensure that pregnant workers can continue to work safely and without fear of discrimination. The interpretation of "undue hardship" is going to end up in court, all the way to the Supreme Court, as this will not be consistently applied across states, industries, and ultimately, a suit will reach the highest court in the land. I can't wait to read your thoughts Karen, as People Leaders brace themselves for implementation of this within their Leave Request Policies. Thanks for sharing.

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First major update from the EEOC on harassment enforcement guidance in decades! Here's a summary of key takeaways for employers from Fisher Phillips. https://lnkd.in/gsf2eike

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📘 New Release Alert: "The HR Blueprint: A Guide to Human Resources - Federal Contracting" 🚀 I am thrilled to announce the arrival of the much-anticipated third installment in "The HR Blueprint" series! 🌟 Are you ready to navigate the complex world of federal contracting? "The HR Blueprint: A Guide to Human Resources - Federal Contracting" is your essential roadmap. 🛠️ This comprehensive guide dives deep into: * The ins and outs of bidding on federal contracts 📜 * Understanding the different types of contracts and what they mean for your business 💼 * Ensuring compliance with federal regulations to avoid costly pitfalls 🏗️ * Recruiting top talent tailored for the distinctive needs of federal projects 🧑‍💼👩‍💼 Whether you're a seasoned federal contractor or considering entering this lucrative market, this book is an indispensable resource for aligning your HR strategies with federal contracting requirements. Get your copy today and transform your approach to federal contracting! 📘🛒 Available on Amazon: https://lnkd.in/egknwB-M HRBlueprint #FederalContracting #HumanResources #Compliance #Recruiting #ContractBidding #BookLaunch #HRProfessionals #BusinessLeaders

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As of April 23, 2024, the U.S. Department of Labor has announced a significant update to the Fair Labor Standards Act concerning executive, administrative, and professional (EAP) employees. This final rule, titled "Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees," will officially take effect on July 1, 2024. These changes mainly affect employers outside of California. HR professionals, employers, and employees should take note of the key highlights of this final rule, which include an increase in the standard salary level and the threshold for highly compensated employees. These revisions to regulations under section 13(a)(1) will impact employment and compensation structures, so it's important to stay informed and prepare for these adjustments to ensure compliance by the July implementation date. The final rule also introduces a mechanism for timely updates of these earnings thresholds based on current earnings data. To learn more about how these changes might affect your organization and to discuss best practices for adaptation, please feel free to reach out or comment below. #HR #LaborLaw #FLSA #EmploymentLaw #HumanResources #Compliance Source: https://lnkd.in/g7_8k9r3

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CECL implementation is crucial for financial success in #nonprofit organizations. Don't forget to sign up for our upcoming #webinar to learn how to overcome compliance hurdles without sacrificing your mission's impact. #ASC326

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In 2023, women held only 11.8% of C-suite positions, a slight but significant decrease from the previous year. This highlights an opportunity for all of the women out there who are setting their long-term career goals. Figure out your path to CEO! As HR leaders, we must also intensify our efforts to support and advance women in leadership. It’s imperative that we address the barriers that hinder female advancement on the corporate ladder. What strategies has your organization implemented to support women in leadership roles? Share the below! 👇 #DiversityAndInclusion #WomenInLeadership

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My HR heart is so happy about this ruling! This conversation has been happening for a long time, and finally we are seeing the law start to catch up to this century and some semblance of reasonability. What's left to be seen, however, is how employers handle the change. Will they raise base wages to meet new minimums and keep people over the minimum salary thresholds to avoid overtime? Or will they let things play out and pay those under the new thresholds OT instead? What do you think? Any day progress is made towards a more fair, just, and equitable workplace is a good day!

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#TakeBackYourMonday has focused a lot on productivity, growth and learning – but a huge component of effective work is rest 💤. Taking time off for yourself is not only essential for your well-being but vital for maintaining productivity and effectiveness in the long run. Which of these will you prioritize to reclaim your rest this week? 1. ⌛️Set Boundaries: Establish clear boundaries between work and personal time to prevent burnout and maintain a healthy work-life balance. Communicate your availability to colleagues and clients, and don’t let guilt or shame strongarm you into saying yes to things you know you can’t take on. 2. 🥳Infuse Joy: Identify activities that bring you happiness and incorporate them into your day — whether it's listening to your favorite music while working, taking a scenic walk during your lunch break, or carving out time for a hobby you love. Not only will it enhance your overall well-being, but it sets the stage for a more fulfilling and productive Monday and beyond. 3. ⏱️Take Time Off: Taking time off work is not only acceptable but necessary for your well-being and long-term effectiveness. Allow yourself to embrace downtime without guilt or hesitation. Whether it's a planned vacation, a mental health day, or simply a weekend spent unplugged from work emails, prioritize moments of rest and relaxation. Remember, taking time off isn't selfish—it's an investment in your overall well-being and longevity 🧘‍♂️. ❗️This week, consider these questions:  - 〰️What boundaries can you put in place this week to protect your time and well-being? - What is one small way you can infuse joy into your work week?  - Look ahead 👀 – when is the next time you can schedule time off for yourself, even if it’s just a day?

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Out of Office Culture Report The Harris Poll released a report concerning workplace culture and the use of time off. While over 80% are satisfied with the paid time off provided by their organizations, an almost equal amount do not use the maximum amount available. Three-quarters wish the culture of the organization placed a greater emphasis on taking time off, with half being nervous about requesting time off and 60% struggling to disconnect when they are off. https://lnkd.in/eDgYm_tA

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