Rebecca Hamrick

DHL TO PAY $8.7M IN EEOC RACE DISCRIMINATION SUIT What's the cost of doing business when you don't have onsite Legal Counsel or quality HR talent? What if you don't even have an HR Department? Maybe the better question is, how much Legal and/or HR support could you buy for $8.7M, & is that even the answer? In Chicago, delivery company DHL will pay $8.7 million and be subject to the oversight of a court-appointed monitor for 4 years, to settle a class action race discrimination lawsuit filed by the EEOC, the agency announced today (4/25/24). Here's why the EEOC was involved: 1. DHL assigned its Black employees to routes in neighborhoods with higher crime rates compared to White drivers; 2. DHL gave Black employees heavier dock work; 3. DHL segregated Black & White employees resulting in its Black employees often witnessing crimes & sometimes being victims of crimes on their assigned routes; & 4. Black employees were assigned to move larger, heavier packages while DHL's White counterparts were assigned the less strenuous task of sorting letters. This racial disparity will cost DHL $8.7M paid to a group of 83 Black employees who were subjected to the alleged discrimination. The decree also requires DHL to train its workers on federal laws prohibiting race discrimination & provide periodic reports . . . on work assignments and complaints of race discrimination. Although this is not about Black workers being paid less than others or denied promotions, assigning distinctly different work based on race is just as unlawful. Any racial discrimination violates Title VII of the Civil Rights Act of 1964. During the more than 12 years I've operated my HR & Legal consulting practice, I have been amazed at how many companies did not see the benefit of hiring quality HR personnel or onsite Legal talent. In fact, some didn't even hire HR talent. For nearly $9M you can hire a lot of quality HR & Legal talent, but is that the only answer? So, what else can employers do? You sure don't have to pay millions to avoid similar violations, if you recognize that the solution is staring right at you. How about building a better-educated workforce? Novel idea for many, but it's a whole lot cheaper than getting a visit from the EEOC or a demand letter from an employee's attorney. Find quality HR or Legal people who can come in and teach your entire workforce the pertinent state and federal laws on a rotating quarterly basis, so that everyone receives that training annually. And 'everyone' includes those in the C-Suite who often consider themselves immune from training. Once you start the training, you'll be amazed at how much smarter and better-behaved your workforce will become. And if the training is done properly - and attendance is mandatory, here's what you should see: 1. Improved corporate culture; 2. Enhanced employee engagement; 3. Improved employee retention; & 4. Increased productivity. Now, isn't that worth an 'AMEN'? eeoc@updates.eeoc.gov

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So important and often not realized.

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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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See if you understand this sentence: HRBP told HRD that the ATS to HRIS transfer is impacting FTE calc & PTO accrual for EEs. Ever feel like HR speaks a whole nother language? 🤷‍♂️ ⭐You're not alone!⭐ Even seasoned HR pros get tripped up by the alphabet soup of acronyms! (We're looking at you EEO, FMLA, and all your friends!) 🤯 Trying to understand an HR conversation can feel like deciphering ancient code. 🔣 Between PIPs, KPIs, and LOAs, it's enough to make your head spin. 😵 If you want to TALK like HR here's what I recommend: ⤵ ➡ Ask your friendly HR rep! They're happy to explain things in plain English. ➡ HR Glossary: Many companies have glossaries online or in employee handbooks. ➡ Online Resources: Tons of websites offer explanations of common HR terms. #HR #HumanResources #Acronyms #Communication #HRAdvice

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Excited to be attending the Quarts Network HR Leadership Summit! A reminder that continual development is crucial, regardless of your position in the organization. Take charge of your growth – leadership development is in your hands. #HRLeadership #ProfessionalDevelopment #HR #alwayslearning #connectHR

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Thinking about getting your SHRM certification? Contact me for information on the official SHRM Learning System. This learning system is designed by SHRM to help you pass the exam! Have questions? How much study time is required? What is the investment? Which exam can I take? Interested in study groups? Send me a InMail or comment below! #SHRMExam #SHRMcertification

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Never assume! In the digital age, access to justice is easier than ever. Anyone can file a complaint, and the EEOC is just a click away. Protect your business by treating every employee with fairness and respect. ⚖️🔍 #TheHRLady #managementtraining #hrconsultant #NoAssumptions #FairTreatment #LegalAwareness

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Building Strong Partnerships! At AW Human Resources Company LLC, we believe in the power of collaboration and networking. We are eager to develop brand new partnerships with internal HR professionals, other recruiters, and industry experts in NH, VT, and FL. Here’s why we should connect: ✅ Partnering with Internal HR Professionals Support and Collaboration: We work closely with your HR team to understand your unique needs and provide tailored recruitment solutions. Expertise: Our experience in Human Resources and Recruiting can complement your internal efforts, ensuring you find the best talent efficiently. ✅ Networking with Other Recruiters Synergy: Collaborating with fellow recruiters helps us all tap into broader networks and share insights on the latest industry trends and best practices. Split Fee Agreements: We are open to mutually beneficial split fee agreements, enhancing our ability to serve clients effectively by pooling our resources and expertise. ✅ Emphasizing the Importance of Networking Growth Opportunities: Building a strong network opens doors to new opportunities, partnerships, and market insights. Knowledge Exchange: Networking allows for the exchange of ideas, strategies, and innovations that drive the industry forward. 🚀 Why Choose AW Human Resources Company LLC? Commitment to Excellence: We are dedicated to providing exceptional recruitment services that align with your goals. Certified Expertise: Our Owner, Alex Wilcoxon, has multiple credentials in Human Resources, including SHRM-CP, SPHR, and Master's Degree. Passion for People: Our company is passionate about connecting businesses with top-tier talent and fostering long-lasting professional relationships. Direct Hire Focus: We specialize in meeting your direct hiring needs, ensuring you get the best candidates for long-term roles. Contingency-Based Recruitment: We work on a contingency basis, meaning we are highly motivated to support your recruitment needs and only succeed when you do. Innovative Solutions: We leverage a range of technology and methodologies to deliver efficient and effective recruitment outcomes. We are excited about the possibility of partnering with you and creating mutually beneficial relationships. Let’s work together to achieve great things! Connect with us today and let’s build a brighter future together. #Recruitment #HR #Networking #Collaboration #TalentAcquisition #Partnerships #ProfessionalGrowth #HRProfessionals #NewHampshire #Vermont

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HR Tip of the Week: HR Outside 🌳 Compensation Strategies: Creating competitive compensation packages that attract and retain employees, including bonuses, benefits, and equity options. #HumanResources #HRtips #HRstrategy #CompensationStrategies #EmployeeRetention #CompetitivePay #Bonuses #BenefitsPackage #EquityOptions #AttractTalent #RetainEmployees #InvestinginEmployees #TotalRewards #SalarySatisfaction #CompensationPlanning #RewardsPrograms #BenefitsPlan #IncentiveStructure #RetentionStrategies #PayStructures #CompBenefits #PerformanceIncentives #FinancialIncentives #EmployeeEngagementBenefits

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The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out Employco USA, Inc. HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." We are happy to provide assistance with your company’s evaluation of employees’ exempt status or other wage and hour topics. https://ow.ly/XpQj30sE8fT #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

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5 Ways Executives Can Manage Conflict with the Board Read: https://rpb.li/LKB #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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I was honored to be on the HR Leader podcast and to share my insights! I truly do believe that we need to keep helping each other succeed. #thehrlady #wendysellers #podcast #professionaldevelopment #managertraining

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Interesting insights from SHRM’s President and CEO!

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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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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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