Deborah Rosenburg, SPHR, MBA

🚨 HR Leaders - Brace for Impact! 🚨 On April 23, 2024, the DOL announced a final OT rule, which will take effect on July 1, 2024. In summary, the final rule updates and revises the regulations issued under section 13(a)(1) of the FLSA implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional (EAP) employees. 🔎 Highlights: New Salary Thresholds: The minimum salary for most overtime-exempt employees is set to increase from $35,568 to $43,888, effective July 1. This will rise further to $58,656, effective January 1. New HCE Thresholds: The minimum highly compensated employee total annual compensation threshold is set to increase from $107,432 to $132,964, effective July 1. This will rise further to $151,164, effective January 1. Who's Affected? Businesses employing white-collar workers currently exempt from overtime who earn under $58,656 will need to make significant decisions, and quickly! 📈 Industry Impact: The Department of Labor identifies the professional and technical services, non-hospital health care services, and retail trade as the sectors most impacted by this change. And will affect roughly 4 million workers in the first year of implementation and will be broken into two checkpoints. The first will be on July 1, with an impact on 1 million workers, and another on Jan. 1, 2025, affecting 3 million workers. 👥 HR Professionals: This adjustment requires strategic consideration, proactive communication and training to manage transitions effectively. Consider the broader implications such as pay equity and benefits adjustments in your strategic planning. Employers will need to consider increasing salaries to maintain the exemption or reclassifying employees as nonexempt. Each option comes with its own set of challenges and considerations. As a reminder, in order for an exemption to apply, an employee’s specific job duties and salary must meet ALL the requirements of the Department’s regulations. 💡 Plan Ahead: Now is the time to evaluate your workforce, budget for potential salary adjustments, and update your payroll/HRIS systems. Don’t sleep on this new rule! 🔗 Need Help? We’ve got you! If you’d like to discuss how this ruling impacts your organization, or your need help creating a strategic response plan, feel free to reach out or comment below. hello@simply-human.co #HR #LaborLaw #OvertimeRule #Compliance #HumanResources #WorkforceManagement #SalaryUpdate #DOL

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Who's going to be at #SHRM24 in Chicago later this month? I'd love to connect with you. In the meantime, check out Bonusly's handy guide to make the most of your experience there. #SHRM #HR #PeopleOps #HumanResources

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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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Sunday and Monday's takeaways from #SHRM24: 1-Civility: Civility is the SHRM theme for this year. Workplace incivility is a gateway drug to workplace harassment. SHRM has initiated a campaign to have 1 million civil conversations. 2-Job Seekers: Don't necessarily follow your dreams, follow your opportunities. -Al Roker 3-Leadership: We are in a time of polycrisis, and leaders must project calm. Focus on feedforward instead of only feedback (designed to be quick and helpful in what happens next time.) 4-Talent Management/Development: What traditional education can't do, we as HR leaders may have to do. 5-HR Trends: AI (Artificial Intelligence) + HI (Human Intelligence) = New ROI 6-Political Outlook: AI is predicted to become the new divisive political issue. 7-DE&I: DEI is facing backlash. The current focus is shifting to Inclusion and Diversity (I&D). #DEI #Leadership #SHRM24 #SHRM #civility #talentmanagement #HRtrends

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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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SHRM's recent study reveals a startling truth: incivility is all too common in our daily lives and workplaces. With a Civility Index score of just 42.3 out of 100, it's clear that we need to take action to foster more respectful and empathetic environments. Let's be catalysts for change and join SHRM in starting 1 million civil conversations in the workplace and beyond. By embracing civility, we can create spaces where individuals and businesses thrive. #CivilityAtWork

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Over the course of 25 years, lessons learned about human resources are worth sharing. #marathonhr #humanresources #employeeretention https://loom.ly/WKDTzx4

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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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Interesting insights from SHRM’s President and CEO!

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It's great to see SHRM embrace Workplace Civility. They have launched 1Million Civil Conversations to encourage civil conversations at work. SHRM states, "Together, we can encourage inclusivity, bridge divides, and build understanding, one conversation at a time." If you are a SHRM member, check out the tools and resources they have on their website including "Cards Against Incivility" and some great research. #CivilityatWork #workplacecivility #employeerelationsconsulting #employmentlaw #hr #employeerelations

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Being in HR isn’t for the faint of heart. We have tough days and we have fun days. Many times you are referred to as “HR” vs by name. I heard Johnny C Taylor speak for the first time at a SHRM conference a few years back, he drew me in. “Before the pandemic, we saw leaders take a top-down autocratic style. Follow our rules, or lose your job. In a post-pandemic world, that no longer works. With more millennial and Gen Z workers than ever, there are two traits leaders MUST have. Otherwise, their businesses will suffer...” We must remember, for the first time in history we have 5 separate and distinct generations under one roof. The autocratic style no longer works, today's workers value transparency, flexibility, and purpose. An environment where everyone feels heard and valued. The words to my team this year have been *empathy and grace.* I had one of those “this is why I do what I do” moments last week. An employee sought out my office (half way across the 500,000 sq ft), came in to see me and shook my hand to thank me for my support in his situation. THAT is why I show up. THAT is why I work tirelessly to make change. THAT is why I choose the career that most have the negative reaction of “ohhhhh HR.” #humanresources #rittalproud

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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After 25 years in human resources, there are some universal truths that bear repeating. #marathonhr #humanresources #employeeretention https://loom.ly/AhbMf78

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It's time to identify and discard those outdated HR practices if you want to be respected as an HR professional. Learn what they are and what you can do instead. #HRpractices

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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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Have you ever had such a big goal that you couldn’t believe it when you finally reached it? That is how I feel about being selected to speak at the #SHRM24, the SHRM Annual Conference & Expo in Chicago June 23rd - June 26th. What’s even more exciting is that I am presenting not one, but two Burnout presentations. Banishing burnout has two perspectives. Preventing burnout starts at the top with the leaders who chart the course of the organization, along with the middle managers, who carry out the mission. On the other side, the individual contributors can develop their work-life balance once the leaders and middle managers have created a well-being focused culture. My two keynotes address both of these pieces. ✅ Banish Organizational Burnout to Cultivate Thriving Teams and ✅ Banish Burnout: Move from Stress to Success Finally, I’ve also been invited to host a book signing of my Banish Burnout Toolkit. To say that I am looking forward to SHRM24 is an understatement. Will you be at SHRM 24? Please let me know. I can't wait to see my fellow human resources colleagues. #BanishBurnout #Speaker #HR #Leaders

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