Dena Levine

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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Sharing out to my TA leadership professionals!

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As we gear up for another Presidential election year, tensions are likely to run high across the country. However, it's important to maintain a professional, respectful workplace environment during this time. SHRM is encouraging us to return to Civility, but how? Discussing politics can quickly turn heated and create an uncomfortable atmosphere for coworkers. More importantly, it can actually unlawfully contribute to a hostile work environment based on race, national origin, religion or other protected characteristics. This election season, let's be mindful of keeping political discussions outside of the workplace as much as possible. If politics do come up briefly, remember to: • Stay respectful and civil - avoid combative or inflammatory language • Don't make assumptions about someone's political leanings • Don't pressure others to agree with your political views • If you disagree, do so agreeably without personal attacks • Be conscious that political talk could make others uncomfortable Our professional workplace should be a haven of productivity, not political divisiveness. By exhibiting emotional intelligence and being considerate of all perspectives, we can maintain a harmonious environment focused on our shared work goals. Let's all strive to be kind, curious, and civil during this election season. #CivilityAtWork #SHRM Source: https://lnkd.in/eUEhPPEQ

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Human Centered Leadership In Action: Asking Questions To Connect With Your Associates’ Inspiration At MedStar Health, we are focusing on building Human Centered Leaders. Over the coming weeks, I’ll define what Human Centered Leadership means, share a related podcast, book, or article, and one action you can take this week to become a more Human Centered Leader. This week we’ll focus on authenticity and asking questions to build connection. Human Centered Leadership is defined as leaders who demonstrate authenticity, empathy, and adaptability, with the impact being increased engagement, retention, and a sense of belonging so that all can thrive. Recently I listened to a podcast called “The Business of Learning” from trainingindustry.com, featuring Ryan Jenkins, author of the books “Connectable” and “The Generation Z Guidebook”.  During that interview he shared Generation Z was 79% more likely to say they feel sometimes or always disconnected at work, which is twice as much as older generations. As leaders, it is hard to imagine that the most technologically connected generation may feel disconnected and lonely. Human Centered Leaders build relationships through authentic connection – not just one way communication, such as texts or emails. Each person on your team is unique, with their own story. Asking a question about what inspires them at work can give you greater insight into them, and in turn, demonstrate you value them and build connection. Use one of these questions this week as an icebreaker or during a 1x1: ·        What, or whom, inspires you most at work? Why? ·        Why were you originally attracted to the work you are now doing? How has that changed/stayed the same? ·        What is the one thing you’d like to be known for at work? The Business of Learning, Episode 74: Leading and Working Across Generations can be found on https://lnkd.in/e3fibjb5, as well as Apple iTunes Podcasts, Google Play, and Spotify.  #MedStarHealth #HumanCenteredLeadership #GenerationZ #LeadershipDevelopment #HumanResources

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🚨 Important Update for HR Professionals and Business Leaders! 🚨 The U.S. Department of Labor has updated the salary threshold for exempt employees. To qualify for exemption from overtime under the federal Fair Labor Standards Act, effective July 1, 2024, the salary threshold will increase to the equivalent of an annual salary of $43,888 and increase to $58,656 on Jan. 1, 2025. It's crucial for all organizations to review and adjust their payroll structures accordingly to remain compliant. https://lnkd.in/gD9QkZQN #HumanResources #FLSA #Compliance #LaborLaw #HealthcareHR

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The following was in an Human Resource Executive Magazine article from yesterday: "According to the survey, employees and managers are increasingly trying to avoid discussing politics at work: 77%, compared to 61% last year. This includes digital settings: 81% favor keeping sociopolitical discourse out of company digital communication channels, up from 66% in 2023. Also, 68% prefer to steer clear of such discussions on sites like LinkedIn, marking an increase from 57% last year. Despite this, 58% agree that respectful sociopolitical discourse should be encouraged in the workplace, compared to 48% in 2023. According to Zehavi, this demonstrates the complexity of establishing the right forums for these conversations for leaders and HR professionals." What are your thoughts regarding this issue? I'll start - I think politics do not belong in the workplace unless you are a political organization such as a political campaign headquarters. Here's the full article https://lnkd.in/gwRjje_f

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The Federal Trade Commission recently banned employers from using noncompete contracts to prevent most workers from joining rival firms. Let's learn more about noncompetes on this #HRThursday. A noncompete is a contract between an employer and employee, an agreement that companies use to reduce the risk of employees going to a competitor and sharing trade secrets. These are typically implemented at the highest levels in organizations or with highly technical staff. It makes sense – we paid you to help us take this organization to the next level, so don't take proprietary information with you to our competitor. Typically, an organization will provide substantial compensation in return for an employee signing a noncompete. This also makes sense, as they are giving up the ability to easily go to a competitor and getting something in return. So why did this go to the FTC? It seems that some employers have gotten greedy, extending these noncompetes to various levels of employees, down to front-line sales or tech workers. Nearly 1 in 5 Americans have signed a noncompete. Even lower-wage workers such as restaurant employees and hair stylists, who lack access to intellectual property or trade secrets, have been subject to them. Noncompete clauses violate a 110-year-old law that prohibits unfair methods of competition, the FTC says. The restrictions hamper competition for labor, the agency argues, and result in lower pay and benefits for workers. The FTC rule now prohibits companies from enforcing existing noncompete agreements on anyone other than senior executives who truly possess trade secrets. It also bans employers from imposing new noncompete contracts on senior executives in the future. The FTC's final rule becomes effective in three months. The U.S. Chamber of Commerce plans to sue the FTC over the rule. As the courts work this out, we are called to action to help our organizations think through the risk of both offering and enforcing these agreements. My advice: before you give someone a noncompete to sign, talk with the executive over that person. What proprietary secrets will they come in contact with? How will this role set unique product development or strategy? If this person goes to our competitor, what field-changing things will they take with them? And, my #HR friends, at the end of the day, remember this – when an employee leaves, they take with them what is already in their head. https://lnkd.in/g9i4mvSS #humanresources #hrmanager #hrcommunity #humanresourcesmanagement #hrmanagement #hrlife #hrconsultancy #hrconsultant

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While discussions and debates continue about the FTC's final rule on non-competes, I want to discuss another crucial development that will impact both our team members and HR departments. On April 23, 2024, the Department of Labor unveiled a new rule aimed at significantly raising the salary thresholds required for employees to qualify for overtime exemptions under the Fair Labor Standards Act (FLSA). Effective July 1, 2024, the minimum salary level for executive, administrative, and professional employees to qualify for exemption will increase to $844 per week ($43,888 annually), with the total compensation threshold for highly compensated employees rising to $132,964 per year. Looking ahead, these thresholds are poised to increase again on January 1, 2025. The salary basis threshold will climb to $1,128 per week ($58,656 annually), while the threshold for highly compensated employees will rise to $151,164 per year. It's worth noting that these adjustments will undergo automatic increases every three years to keep pace with economic changes. While potential legal challenges are anticipated, it's crucial for employers to assess the impact of these changes on their operations and finances sooner rather than later. Delaying action could lead to avoidable disruptions or budget concerns. I'm eager to hear your insights on how you're planning to prepare for and implement these changes within your organizations. What specific strategies do you believe will be most effective in ensuring smooth compliance with the new rule? Share your thoughts and experiences in the comments below! #FLSA #DepartmentOfLabor #EmploymentLaw #ComplianceMatters #LaborLaws #HRCommunity #CHROPerspective

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The EEOC has just released expansive final regulations aimed at enhancing protections for pregnant workers. This groundbreaking update seeks to ensure fair treatment and accommodate the needs of pregnant employees across various sectors. 🤰🏽 Curious about how these changes could affect your workplace or rights as an employee? Click the link to dive into the details of these crucial regulations and what they mean for employers and pregnant workers alike! 🔗 https://lnkd.in/gjDqTvFV #PregnantWorkersFairnessAct #HR #EEOCUpdate #EmploymentLaw

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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.

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It often starts innocuously: first, you have a payroll system. Then, you add an HRIS, followed by an applicant tracking system, a benefits enrollment program, a wellbeing platform, and a compensation management tool. Before you know it, you've fallen victim to HR software sprawl. Welcome to #HRThursday! To minimize this issue, our SHRM leaders offer a few pieces of advice. First and foremost, start with governance. Before rolling out any new HR software, look across the organization and ask: do we already have an existing system that can meet this need? At a previous employer, our HRIS vendor tried to sell us project management software, but upon further inquiry, I discovered that IT was already using a similar tool. It made perfect sense to connect the project managers with IT and leverage their existing platform, reducing the number of systems to log into and ensuring easy access. (other takeaway - make IT your best friends) A recent Gartner study of 500 HR leaders found that 83% regretted a recent HR technology-buying decision. Before making a purchase, ask killer questions, request multiple demos, interview current customers, post inquiries in online forums, and tap into your local SHRM network - like HRP - to gather insights from nearby users. Moreover, take the time to map out your 3-5 year vision for your HR software ecosystem. Resist the temptation to be an early adopter solely for a discount; I've learned the hard way that buying into new software before the bugs are worked out can lead to deployment challenges. Technology is evolving rapidly, and the plug-and-play model is becoming increasingly prevalent. Early in my career, it was easier to simply turn on all the modules within a single HR system. However, today, there are multiple vendors that can integrate seamlessly. Determine your "hub" – likely your payroll system (remember the first rule of HR: Don't Mess Up Payroll), and then map out which systems can plug into it. When signing contracts with new vendors, ensure they can seamlessly integrate with your hub. As you build out the "spokes" of your technology wheel, identify opportunities for systems to share information and consider developing APIs to facilitate data exchange and reduce manual uploads. Finally, if you have a dedicated purchasing team, leverage their expertise! Vendors are becoming increasingly savvy, so partner with your procurement professionals to ensure they scrutinize the fine print in contracts. They can also assist in identifying potential overlaps with other systems already in use across the organization. (reminder - make IT your best friends!) By following these small planning steps, you can help reduce technology debt and ensure a streamlined, integrated HR software ecosystem. https://lnkd.in/e6xRT9rc

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CEOs in healthcare are grappling with the challenge of alleviating workforce issues. It's essential to address the root cause of burnout and mass exits among workers at all levels. #HealthcareLeadership #WorkforceChallenges

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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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Great opportunities

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HR Pros.... did you know that the EEOC has published new Workplace Harassment guidelines? These may impact your current company policies and training. High level summary of changes: - expansion of protected categories to include race, color, national origin, religion, sex, age, disability, and genetic information. This also includes pregnancy, childbirth, contreception, sexual orientation, and gender identity. - expansion or privileges and conditions of employment and what consititutes a hostile work envirnment to include both objective AND subjective standpoints on what is offensive behavior - that's where things will get tricky. - expansion of who is liable for the behavior. For harassment based on protected features - the employer is liable. For hostile work environment - it depends on a variety of factors including what position the harasser holds in the company. For more information, check out the below summary from HRMorning #SHRM #PIHRA #employeerelations #harassmentprevention #positiveworkenvironment

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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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Are you optimizing your performance management practices? Do you prioritize regular conversations with your team members about their successes and opportunities? Join myself and Chris Gruttadauria, VP Strategic Business Partnering & Talent Acquisition at Nuvance Health for a discussion on how to help employees, managers, and organizations succeed. This is the first in a planned series called The World of Work. Please join the discussion and leave your comments below! https://lnkd.in/gmEdhjip #performancemanagement #coaching #teamwork #highperformingteams #NuvanceHealth

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