Renee Straber

Calling all SNVSHRM HR Professionals! Have you wanted to get your SHRM-CP or SHRM-SCP, but didn’t know where to begin? Well, look no further! Come join one of our certification classes and get the help and instruction you need from HR Certified professionals. Today is the day to start the journey to becoming certified and setting yourself on a professional journey that will help jumpstart your career!

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Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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Interesting week on the news front in the world of HR with the announcements made by SHRM and CEO Johnny Taylor. If you are unaware SHRM decided to immediately shift their approach to Inclusion, Equity, and Diversity announcing they would lead with Inclusion and Equity would be incorporated under the inclusion framework. I will share links in the comments to the two posts, but they said "when inclusion is done right, so is equity." I have read and re-read the posts waiting and wondering if SHRM or Johnny would rebut to the numerous statements and/or petitions erupting from the announcement. In the absence of their statement, I'd like to share definitions and an analogy for people like me who like to keep things as simple as possible. Inclusion - There is a sense of belonging and value, everyone is encouraged to bring your whole self to work. (think welcoming everyone) Equity - We consider everyone's needs to ensure we have the same opportunities. (think of creating fair opportunities even though we are not the same, sometimes needing an accommodation) Leading with inclusion and allowing equity to become secondary is like welcoming all your employees to apply for a promotion at the top of a set of stairs. I have to think it is not intentional, but the move devalues populations and reduces the ability of HR to create fair opportunities across the board. #hr #shrm #inclusion #equity

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Ready to prove yourself? The SHRM-CP and SHRM-SCP certifications measure the ability of an HR person to apply what they learned in the classroom in the office. See what we mean: https://shrm.co/xu31v4

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This advice applies to everyone, from employees to C-suite leaders: be authentically yourself. If you want to enact positive change and progress in your work, drawing on your unique skills, experience, and background will take you farther than conforming to a pre-set mold. #Authenticity #Leadership #Success https://lnkd.in/eg9jvBvA

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HR Leaders: Change is always hard - show compassion and empathy in supporting departing employees. Learn how outplacement services shorten unemployment periods and reduce costs for your company (plus, they protect your employer brand, aiding future talent attraction). https://hubs.li/Q02tWXqd0 #TalentStrategy #HRLeadership #WorkforceManagement

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Did you know that May is Mental 🧠 Health Awareness Month? I am focused on learning more, and I am completing a Workplace Mental Health Ally Series created through a partnership between SHRM and PsychHub. One of the biggest prevention / protective factors shared in the courses...Connection to Others. We're helping create the conversation 🗣️ with simple tips to empower you to take action, boldly improve your wellbeing, and amplify 📣 the message that it's okay not to be okay. 💕 Mental health issues can affect anyone, regardless of age, gender, ethnicity, or socioeconomic status. According to the World Health Organization, 1️⃣ in 4️⃣ people worldwide 🌎 will be affected by mental or neurological disorders at some point in their lives. Learn more about us at BGSF.com! #work4bgsf #mentalhealthmonth #awareness #May2024 #empoweryourself #bgsfbold #connectioniskey #connection

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There's been a lot of employment law guidance and activity in the past month - we've seen the final rules on the Pregnant Workers Fairness Act, increase in overtime threshold, and changes to noncompete agreements. Last week, the EEOC released guidance on harassment - the first in nearly 25 years! The guidance addresses workplace harassment related to sexual orientation and gender identity, pregnancy and related medical conditions, and remote work. Now is a good time to review your policy, make sure you have a clear reporting process, and good employee communications. #harassment #eeoc #nondiscrimination https://lnkd.in/gRfdGKWs

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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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Several states have already implemented pay transparency laws, allowing job candidates to see salary or wage ranges for positions upfront. Now, Illinois and Minnesota are set to join them. In this episode, we delve into what employers can expect from these new requirements and explore the practical challenges they may face in achieving compliance. Join us for expert insights on navigating this evolving landscape and ensuring a smooth transition for your organization! 🎧View all 5 minute HR Feed episodes here: https://ow.ly/4ntT30sE4Tz

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It's not the right time to survey the employee voice, we are going through a major crisis or budget crunch.   WRONG!   Anytime, including (and especially) times of crisis or tightening, is the perfect time to listen to the voice of your employees.    When you ask how they are doing, they increase their feelings of trust and belonging - ultimately leading to improvements in performance.   So don't shy away from asking how they are doing and assessing their engagement during stressful times. They are ready to be heard if you are ready to listen.   #employeeengagement #iamtalentcentric

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I met my HR heroes at SHRM 🙌🏻 if you’re not following the HR Besties podcast, you’re missing out! #hrbesties #shrm24 #chicago #hrprofessionals

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According to a new Gallup study, almost half of those who have recently resigned from your organization were 100% willing to consider staying.   If you'd done something about it.   Like what?   💸 Make compensation changes based on active and regular market reviews and employee performance   🏆 Reward high achievers with accolades, promotions, bonuses - and a simple show of gratitude   ⏱️ Allow for remote work, provide additional time off, consider reduced workweeks, to ensure they can balance the demands of their personal lives and prevent burnout   🎓 Provide opportunities for skill growth through access to training and mentorship   🤝 Get to know your employees as people, not just workers, to build relationships and connections   🎙️ Actively solicit (and actually listen to) employee feedback   When you design an intentional #employeeexperience that increases your people's belonging, it not only accelerates your organizational performance, it also builds connection and loyalty between employees and employers, reducing the chances of turnover. WIN-WIN #employeeengagement #iamtalentcentric

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Your HR friends, JoLynn Haresign, SHRM-CP and I, always enjoy hosting our monthly webcast. This month, we discuss the important topic of navigating workplace harassment. We'll also share key takeaways from recent conferences, highlight upcoming events, and discuss the latest EEOC and Supreme Court updates. Check it out!

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For those who have reached out on what do in light of SHRM's actions, here is an option to consider. For those who are not aware, please view the recent post from Johnny Taylor, CEO of SHRM on his LinkedIn page. https://lnkd.in/gHt6GXiu

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HR Leaders: Change is always hard - show compassion and empathy in supporting departing employees. Learn how outplacement services shorten unemployment periods and reduce costs for your company (plus, they protect your employer brand, aiding future talent attraction). https://hubs.li/Q02tWXqd0 #TalentStrategy #HRLeadership #WorkforceManagement

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We know that building your network is essential for growing in your career. Whether you’re starting a new job or hoping to branch out, my colleague Natalie Keast, Sr. HR Director, shares her best tips for creating meaningful connections in our latest edition of “Dear HR.”   Read it here: https://lnkd.in/gMygE7E6

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