Veronica A. T.

As the workplace keeps changing, how do HR professionals keep up? Let us show you how to #GetYourHRTogether at #SHRM24.

3

SHRM has decided to stop using the term “Equity” and just focus on “Inclusion and Diversity”. They believe equity is “bundled” into or part of the umbrella that is inclusion. This is highly problematic on so many levels and once again makes us ask is the work they are doing more harmful or helpful to the #HR profession. According to their statement and remarks from Johnny C. Taylor, Jr., SHRM-SCP, the reason they’ve made these changes are as follows: ↪️ DE&I programs, in their current form, simply aren’t working. ↪️ We’re seeing societal backlash and increased polarization across the U.S. ↪️ We’re also seeing companies take a step back from their DE&I initiatives. My thoughts, questions and takeaways based off of this: ➡️ do they start working just because you’ve changed an acronym and dropped an integral focus of the movement? ➡️ the path of least resistance isn’t indicative of success. it’s the lengthy hard fought battles that make change. I’m concerned that their focus on commonalities versus differences will set this movement back ➡️ by focusing on inclusion and removing the term equity as its own, how will we actually make in-roads? there is no tangible action plan here- just a lot of flowery language ➡️ where is belonging in this conversation? and how does this get us there? as Arthur Chan has previously stated, “diversity is a fact, equity is a choice, inclusion is an action and belonging is an outcome”. from my perspective, SHRM have made the choice to no longer focus on equity because the fight has become too hard and they’ve decided to fall on their sword. #equity #leadership #belonging #careers #motivation

587

89 Comments

SHRM's mission is... "to empower people and workplaces by advancing HR practices and by maximizing human potential. Our vision is to build a world of work that works for all." Human Resources plays a crucial role in shaping hiring practices, employee policies, compensation, benefits, etc. If the department responsible for these tasks does not actively promote equity, how can we truly build a world that works for all? I agree with Jamie's thoughts below—this decision seems more like a calculated, political move than one that advances HR practices. #shrm #DEI #Diversity #HumanResources

2

#HR professionals, heads up! The final #overtime rule has cleared White House review. This means a significant #increase in the minimum annual salary threshold for overtime pay eligibility from $35,568 to $55,068. The #exemption applies to workers employed as bona fide executive, administrative, professional, and outside sales employees, as well as some computer employees. Are you #tracking exempt employees effectively? Once adopted, the rule will also provide for automatic future updates to the threshold every three years. Stay informed on #employmentlaw changes and ensure your organization is prepared. #HR #overtimepay #payeligiblity

4

Important Update: New Overtime Pay Requirements Effective July 2024 The US Department of Labor (DOL) has announced a significant update to the Fair Labor Standards Act (FLSA) overtime pay requirements, set to impact both employers and employees. Key Changes: 💠 July 1, 2024: Minimum salary threshold increases to $43,888. 💠 January 1, 2025: Minimum salary threshold increases to $58,656. These changes mean that salaried employees earning below these thresholds will be eligible for overtime pay for hours worked beyond the standard 40-hour workweek. Impact on Business Owners: 💠 Increased payroll costs 💠 Need for budgeting and staffing strategy adjustments 💠 Potential reclassification of employees 💠 Reassessment of work hours and reduction of overtime Strategies for Employers: 💠 Budgeting and financial planning 💠 Employee reclassification 💠 Effective communication with employees 💠 Best practices for managing overtime For more details, visit the US Department of Labor's Wage and Hour Division website and review the final rule documentation. https://lnkd.in/gsyfpXcZ Navigating this transition will require careful planning and clear communication. Let’s work together to ensure a smooth adjustment to these new regulations. #OvertimePay #DOL #FLSA #Business #Employees #Payroll

7

By investing in training for hiring managers on asking legal interview questions, employers not only safeguard themselves from legal risks but also foster a fair, inclusive, and professional hiring process that benefits both the organization and its prospective employees. Don't risk it - HR NOLA can help! #smallbusinesshr #compliance #culture

9

Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

3

I have never believed that SHRM gave a sh*t about equity and haven't associated with them in years, but I am still talking about their missteps. I've been hearing comments and getting DMs from a few equity minded folks about why we shouldn't be talking about SHRM, and it seems to boils down to two main points. #1 "Why are people upset now?" or "I have known this forever, who cares." I get it, when you've been aware of the issues for so long, it's easy to just be done with it. I fully support folks who don't want to engage, especially those who have been impacted or excluded by SHRM forever. But here's the thing: awareness and change are not linear. Just because we've known about these problems for a long time doesn't mean they're any less significant or urgent. And for some folks this is new information. Either they haven't been paying as close of attention or they weren't as tuned into the inequities so many of us have felt. They see it clearly now. Every new person who becomes aware of and vocal about inequities contributes to the momentum needed for systemic change. So, while it may feel exhausting to hear the same messages, I believe that it's valuable. Every time we speak up, we educate someone new. We remind those who have grown complacent. We grow the support to make a shift away from SHRM as an industry. Change often comes in waves. What might seem like a sudden surge of urgency is usually the result of years of advocacy, of voices speaking out persistently. Each wave builds on the previous one, pushing us closer to true equity in our industry, workplaces, and beyond. So, to everyone feeling weary or disheartened: keep talking. Keep educating. Keep pushing. Keep moving towards action. Our collective voices are powerful, and together, we can create the change we want to see. And if you've been out on them and just want to be out of all of this, go for it. #2: "Why do we care about an organization that has nothing to do with us?" The other thing I've seen is folks who feel like SHRM is irrelevant or doesn't impact them. SHRM plays a significant role in shaping HR policies and practices across industries. They are a powerful lobbying force in government, influencing legislation that affects workplaces nationwide. Many organizations require certification for their HR representatives and rely on SHRM's guidelines and standards to shape their own HR practices. #3: This one I haven't seen but I would add my own critique of the discourse which is that only a small percentage of it has any action associated. Conversation and awareness aren't enough—we also need to be moved to action. I encourage folks to figure out what that looks like for them. There isn't only one way. If you want to see the actions items I'm taking and cosigning, check out the petition linked in the comments. Getting close to 400 signatures!

50

7 Comments

HR Professionals I hope you were able to submit your EEO-1 report on time today. Compliance is imprtant to every organization and we must keep our employers in good standing. The Equal Employment Opportunity-1 (EEO-1) report is a mandatory annual survey that helps the government ensure that companies are hiring without discrimination and promote workplace diversity and equality. The report is required by law for private employers with 100 or more employees, or federal contractors with at least 50 employees. The data collected is used for a variety of purposes, including: Employment discrimination: The Equal Employment Opportunity Commission (EEOC) uses the data to investigate charges of employment discrimination. Self-assessment: Employers can use the data to assess themselves. Research: The data can be used for research purposes. The EEO-1 report collects demographic data on a company's workforce, including the number of employees by job category, sex, and race or ethnicity. The data is confidential, but aggregated data is available to the public. The EEO-1 report is mandated by Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972, which prohibit employer discrimination based on race, color, religion, sex, or national origin. #1hrexpert #hrcompliance #hrprofessional #shrm #compliance #EEO1

5

The weekly SHRM Talent Management News reported:   "About one-third of U.S. citizens have a criminal record. Employers that exclude these individuals from their pool of potential job candidates may be making it more difficult to fill positions and potentially missing an opportunity to work with talented individuals."   One-third is a wildly inaccurate figure that is constantly repeated by news articles and background screening companies without any data to back up this claim as click bait and to add a sense of urgency.    We have tracked criminal record hits developed through primary source research, including the State Police or other state agencies, during our background investigation processes for decades.    Our record tracking found that only 4-5% of candidates each year had a criminal conviction.    The vast majority of records developed are considered petty disorderly offenses or disorderly persons offenses that do not rise to the level of a "crime" in most states.    The majority of the offenses include shoplifting, simple assault, driving offenses, and minor drug possession. In a majority of the cases, the offense is the only interaction with the court system the candidate has ever had. You might say, one and done. A large percentage of these cases result in pre-trial intervention and diversion and the case is dropped without a conviction after completing a probationary period. When the occurs, the individual does not have a criminal record.   According to EEOC guidelines, an employer generally should not deny employment for petty disorderly and disorderly persons offenses.   This 4 to 5 percentage is somewhat skewed higher since some of our clients have second chance initiatives and actively hire people with records. These clients run a criminal record check just to confirm the information provided by the candidate. To follow me, please click: https://lnkd.in/e2QSgKRK #SHRM #HumanResources #HREN #HRCIRCLE #backgroundcheck #backgroundscreening #recruiting #HackingHR #DisruptHR #GetHired #HRforHR #LinkedInHR #talentsolutions #LinkedInforRecuiters #CXR #recruiter #talentmanagement #duediligence

4

𝐈'𝐦 𝐍𝐨𝐭 𝐎𝐩𝐩𝐨𝐬𝐞𝐝 𝐭𝐨 𝐑𝐞𝐦𝐨𝐯𝐢𝐧𝐠 𝐭𝐡𝐞 "𝐄” 𝐟𝐫𝐨𝐦 𝐃𝐄𝐈𝐁. ⁣ ⁣ Here's Why:⁣ ⁣ In recent discussions surrounding DEIB (Diversity, Equity, Inclusion, and Belonging), many HR professionals have expressed frustration over SHRM decision to remove the "E" for equity. However, I believe this move opens up an important conversation about what true inclusivity means.⁣ ⁣ 𝐄𝐪𝐮𝐢𝐭𝐲 𝐂𝐚𝐧 𝐂𝐫𝐞𝐚𝐭𝐞 𝐃𝐢𝐯𝐢𝐬𝐢𝐨𝐧𝐬:⁣ Equity aims to provide targeted support based on individual needs, but it can unintentionally emphasize perceived deficiencies. By focusing on what people lack, we risk reinforcing a mindset of neediness and division rather than empowerment.⁣ ⁣ 𝐏𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲 𝐚𝐧𝐝 𝐀𝐠𝐞𝐧𝐜𝐲:⁣ Making resources available to all employees respects their autonomy and agency. Each individual can determine what they need and when they need it, fostering a sense of ownership and self-direction in their personal and professional development.⁣ ⁣ 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐀𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬:⁣ Instead of creating targeted programs based on assumed needs, let's offer a comprehensive range of development opportunities that are accessible to everyone. This approach ensures that all employees have equal access to resources, allowing them to choose their path based on their unique goals.⁣ ⁣ 𝐀𝐯𝐨𝐢𝐝𝐢𝐧𝐠 𝐋𝐚𝐛𝐞𝐥𝐬 𝐚𝐧𝐝 𝐀𝐬𝐬𝐮𝐦𝐩𝐭𝐢𝐨𝐧𝐬:⁣ Equity should not be about labeling individuals based on what they lack. By providing resources universally, we avoid making assumptions about people's needs and create an environment that supports everyone equally.⁣ ⁣ 𝐅𝐨𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐓𝐫𝐮𝐞 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐢𝐭𝐲:⁣ True inclusivity means creating an environment where all resources are available to everyone, ensuring equal opportunity for success. This approach promotes a culture of inclusivity where every employee feels valued and supported.⁣ ⁣ What are your thoughts on this approach?

4

1 Comment

𝐄𝐐𝐔𝐈𝐓𝐘 𝐈𝐒 𝐍𝐎𝐓 𝐀 𝐃𝐈𝐒𝐓𝐑𝐀𝐂𝐓𝐈𝐎𝐍‼️ Yep, I am still side-eyeing SHRM for the recent decision to drop "equity" from their DEI platform.😒 This move raises serious questions about their ability to lead in HR, especially regarding diversity, equity, and inclusion. SHRM's justification that debates about equity's meaning are a "distraction" from DEI work is troubling. Equity is a crucial component of creating fair and inclusive workplaces. By sidelining it, SHRM is effectively undermining the very progress they claim to support. At a time when DEI initiatives face increasing challenges and scrutiny, we need strong leadership to reinforce its importance. Instead, SHRM seems to be bowing to pressure and contributing to the narrative that discrimination isn't a real issue – which is patently false. SHRM's actions demonstrate a lack of commitment to true inclusivity and equality in the workplace. They appear more focused on maintaining the status quo and corporate interests rather than advocating for meaningful change. It's time we hold SHRM accountable for their stance. As HR professionals, we rely on organizations like SHRM for guidance and expertise. However, this decision shows a concerning gap in their understanding and commitment to DEI principles. We must continue to push for equity in our workplaces, even if industry leaders falter. True progress requires acknowledging and addressing systemic inequalities, not dismissing them as "distractions." What are your thoughts on SHRM's decision? How can we ensure equity remains a central focus in our DEI efforts? ______________ 𝗛𝗲𝘆, 𝗜 𝗮𝗺 𝗗𝗿. 𝗟𝗶𝘀𝗮 𝗮𝗻𝗱 𝗜 𝗵𝗲𝗹𝗽 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 𝘁𝗼 𝗺𝗮𝘅𝗶𝗺𝗶𝘇𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝗲𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗻𝗼𝗻-𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁𝘀 𝘁𝗼 𝗲𝗻𝘀𝘂𝗿𝗲 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗶𝗺𝗽𝗮𝗰𝘁, 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗻𝗲𝘀𝘀, 𝗮𝗻𝗱 𝗥𝗢𝗜. 🫱🏼‍🫲🏿 #DEI #Equity #HRLeadership #Accountability #shrm #corporateinterest #peoplefirst

2

1 Comment

To all of the Talent Development folks: Here is a curated list of some great jobs that you or someone you know may be interested in. Please comment for better reach (CFBR) or Repost ♻️ so that your network can find them.

18

7 Comments

Check out Tracie's list of places to get other resources... Note for those of you not privy to the dishonorable actions... Not all HR people are like this. Most of them (and me) want what's best for the organization AND the people in it. Really. And for news... HR Dive.

26

2 Comments

🚨Important Update for Employers: Changes to FLSA Overtime Rules in 2024🚨 Recently, the U.S. Department of Labor has announced significant updates to the Fair Labor Standards Act that will greatly affect overtime pay requirements starting this July. Key Changes: New Salary Thresholds for Exempt Employees: ▪ July 1, 2024: $844/week ($43,888/year) ▪January 1, 2025: $1,128/week ($58,656/year) Highly Compensated Employee Thresholds: ▪July 1, 2024: $132,964/year ▪January 1, 2025: $151,164/year What This Means for Employers: Employees earning below the new thresholds must be paid overtime for hours worked over 40 per week. Steps to Prepare: ▪Identify employees affected by the new thresholds. ▪Decide whether to increase salaries or reclassify employees as non-exempt. ▪Plan for potential overtime costs. ▪Stay informed about future updates. For more details, visit the DOL website, SHRM website, or you can always reach out! #FLSA #overtime #HR #business #employmentlaw #DOL

3

Reflecting on SHRM's Decision to Drop the 'E' from DEI: Navigating Change in HR As HR leaders, we constantly navigate through the evolving landscape of workplace culture and inclusivity. SHRM's recent decision to drop the 'E' from DEI (Diversity, Equity, and Inclusion) has certainly stirred a range of emotions and sparked numerous questions among us. Like many of my peers, I too have mixed feelings about this change. What does this decision truly mean for us as HR professionals? How will it impact our businesses, hiring practices, and employee retention? These are critical questions that we must address head-on. While the acronym may change, our core mission does not. The essence of our roles remains steadfast: to build workplaces where every employee feels embraced, valued, and given the opportunity to grow. Our commitment to fostering an inclusive environment must remain unwavering. The removal of 'Equity' from the acronym does not diminish its importance. It is a call for us to integrate equity into every aspect of our HR practices, ensuring that fairness and justice are the bedrock of our organizational culture. We must continue to strive for environments where all employees, regardless of their background, have equal access to opportunities and resources. As we move forward, it's essential to engage in open dialogues, listen to our employees, and stay true to our values. Let's use this moment to reinforce our dedication to inclusivity and to find innovative ways to support and uplift all members of our workforce. In the end, it’s not about the letters in the acronym but about our unwavering commitment to creating workplaces where everyone can thrive. #HR #WorkplaceCulture #Inclusion #Equity #Diversity #EmployeeEngagement #Leadership #CommitmentToGrowth

3