Damaris Gil

Join us on September 11. 2024, as Dan Dunchack, Investigator for the U.S. Department of Labor’s Wage & Hour Division, shares his knowledge of the Fair Labor Standards Act! You don't have to be a member of WAHRA to attend - guests are welcome! At our monthly WAHRA meetings, you will: Learn about relevant topics from experienced speakers Network with other HR professionals during lunch Earn SHRM Recertification Credits (most meetings) Register at https://wahra.org/ today! FLSA More than 143 million American workers are protected by the Fair Labor Standards Act (FLSA), the federal law that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards. Under the FLSA covered nonexempt workers are entitled to a minimum wage of not less than $7.25 for all hours worked and overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek. The FLSA also contains youth employment standards that are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being. In 2010 the FLSA was amended by the Affordable Care Act to include Break Time for Nursing Mothers provisions, requiring employers to provide reasonable break time and adequate space for an employee to express breast milk. On December 29, 2022, the PUMP Act was signed into law and as a result expanded those protections to more workers. In order to help employers stay in compliance with the FLSA, this presentation will provide an overview of the main compliance principles of the FLSA with a focus on common compliance. Topics include employment relationships, exempt vs. nonexempt employees, what are hours worked under the FLSA, how to calculate overtime pay, recordkeeping requirements, child labor provisions, and an overview of the nursing mothers' provisions.

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Three phrases that can transform workplace culture: “I appreciate your help in clarifying this.” “Let’s collaborate to find a solution.” “Your input is valuable.” There are countless other phrases, but these convey humility, kindness, and support. Changing culture takes time. However, this is a solid starting point.

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In the last 6 months, I’ve had several friends impacted by company downsizing. This is a scary, difficult and frustrating time, and I in no way want to minimize their experience as it is a vulnerable place to be. With that said, this article takes an interesting look at company layoffs from a different angle- the impact to those still in the organization. Increased workloads, fear of losing their job and not understanding if there is future growth for their career are several key reasons engagement decreases after companies go through a layoff. As Talent & HR professionals, we should be prepared to support our organization through the ups and downs of business. How has your company supported current employees after a layoff? https://lnkd.in/gUSdfm-3

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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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Over the last month, my husband and I did our (delayed) spring cleanup in our yard which included pulling countless weeds. For those that like working outside, you understand the joy of pulling a weed and getting it root and all (so satisfying!) This idea of "root and all" is also relevant for us at work. When we're problem solving, we need to slow down and stop looking only for the quick fix. Instead, we need to identify the root of the problem. If we don't take time to discover where the problem is coming from, we're going to "solve" the same problem repeatedly. And who has time for that?! #leadershipdevelopment #problemsolving #gettotheroot

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🚨 Job Applications Shouldn't Take More Than 5 Minutes! 🚨 In today's fast-paced, technology-driven world, it’s crucial for hiring managers and process owners to regularly assess their organizations' job application journey. Long, outdated practices like mandatory cover letters and requiring home addresses are becoming obsolete. Let's stick to what matters. As leaders in recruitment, we must use the mirror effect—put ourselves in the shoes of job applicants. How would you feel about your own application process? Is it quick, user-friendly, and relevant to the times? If not, it's time to streamline! It’s time to prioritize a faster, more efficient experience for candidates, where their time and effort are respected from the very first interaction. Let’s modernize recruitment! 🚀 #Hiring #Recruitment #CandidateExperience #HRInnovation #TalentAcquisition #FutureOfWork #ProcessImprovement #Efficiency

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AI Isn't Going to End HR Careers (Here's Why): 1. The Human Touch Can't Be Replicated (At Work). ➡ AI can't replicate the emotional intelligence and critical thinking skills needed to navigate complex workplace issues, like coaching and conflict resolution. 🤝 2. AI: A Partner, Not a Replacement. ➡ HR professionals are drowning in administrative burdens like screening resumes, scheduling interviews, and managing benefits enrollment. AI can handle these tasks, freeing YOU to focus on strategic and people-centric aspects of HR. 📎 👨💼 3. AI: Your Data Decoder. ➡ HR professionals are swamped by data. AI can analyze vast amounts of employee data, identify trends, predict potential problems, and inform strategic decision-making. This is a win for HR! 🔢 📊 📈 So, No Fear! 😨 I see AI as an opportunity to become a more strategic, data-driven, and impactful HR professional. 🌟 Am I Wrong? Are YOU Embracing AI in Your HR Career? #HR #HumanResources #FutureOfWork #AI #ArtificialIntelligence #HRTech

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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HR Isn’t Just a Department—It’s the Heartbeat of Every Organization Listen up my HR peeps. Here is more advice that I have. In HR, we have the unique opportunity to shape the culture, impact lives, and drive the success of a business. It’s a role that requires us to wear many hats: mentor, advocate, strategist, and sometimes, mediator. But at the core of it all is people. Here’s what I’ve learned over the my past 27 years in HR: 💡 Lead with empathy. Understanding where employees are coming from builds trust and opens the door for honest conversations. 💡 Foster growth. When you invest in your people’s development, you create a thriving, innovative workplace. 💡 Be adaptable. Every day is different. HR is about being agile and ready to solve problems, even before they happen. 💡 Champion well-being. A healthy and happy workforce is the foundation of a successful company. Don’t forget to prioritize mental health and work-life balance. 💡 Always listen. The best insights often come from the people we serve. Listening and acting on employee feedback fosters engagement and loyalty. HR isn’t just about policies and paperwork. It’s about creating an environment where people feel valued, heard, and motivated to bring their best selves to work. Let’s continue to lead with purpose, advocate for our people, and drive change in meaningful ways. 💪💼 #HRLeadership #EmployeeEngagement #PeopleFirst #WorkplaceCulture #HRAdvice #LeadershipDevelopment #Inspiration

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months.  🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻   👉 1. Be Crystal Clear on Your Expectations:   • Ensure everyone knows what success looks like.  • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel.   👉 2. Be Ethical. No Excuses:   • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule.   👉 3. Be Forgiving:   • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly.   👉 4. Be Rational:   • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them   👉 5. Be Open.   • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you.   👉 6. Be Transparent as Hell:   • Don't hide information, the imagination runs wild.  • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team.   👉 7. If You Mess Up, 'Fess Up.   • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust.   👉 8. Stay Positive and Follow Your Passion:   • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it.   👉 9. Over-Reward Great Results:   • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done.   👉 10. Praise Publicly, Criticize Privately:   • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment.   👉11. Remove Barriers:   • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics.   Thanks for reading and your continuing support.   Thoughts?   --- 📌 P.S. - HR Leaders: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below.   Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either. 

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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The 11th Hour Hiring Miracle Happy Sunday, my fellow HR pros! I just got back from our Sunday service, where the pastor shared a profound message from Matthew 20—the story of the 11th-hour laborers. You know, those workers who were hired at the last minute but still received a full day's pay? It got me thinking: how often do we, as HR professionals frown upon the idea of offering full benefits or equal perks to new hires who join late in the year? It’s easy to rationalize prorating salaries, bonuses, or other benefits—but is that always the most compassionate approach? The story is a powerful reminder of the human face of HR. It challenges us to look beyond policies and procedures and lead with empathy, kindness, and understanding, even when the timing feels unconventional. Let’s be honest: we’ve all worked alongside “Prorate Masters”—those who diligently trim benefits for new hires who don’t meet arbitrary cut-off dates. But what if we could shift the narrative? As HR leaders, we have the opportunity to make a difference. December and year-end processes are around the corner—a perfect time to reflect on how we treat our newest employees. By leading with compassion, we can foster inclusivity and build trust right from the start. And let’s not forget the business case for kindness: 1. Stronger loyalty from employees who feel valued. 2. Higher job satisfaction leads to better performance. 3. Reduced turnover and improved morale. Advocating for these changes in leadership meetings can help us create workplaces where people feel supported, regardless of when they join. It’s a small step toward making HR practices more human-centered. As we gear up for the end of the year, let’s commit to showing kindness—not just because it’s good for business but because it’s the right thing to do. I don’t know much o, just my 5 cents. #HRwithaHeart #CompassionateHR #11thHourHiring

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Employee Handbooks—Have you recently consolidated multiple handbooks into one handbook? If so, please DM me - I'd like to learn your best practices.

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Are you hiring HR/P&C roles? Please stop including a SHRM Certification as a hiring requirement or preference and definitely do not include it as an alternative to a Masters degree (not even close to comparable). SHRM, as an organization, has been out of touch for decades and it is only getting worse. This is not the benchmark with which you want to measure your HR talent pool.

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Effective Jan. 1, 2025, any “person or entity that employs 30 or more employees at one or more sites in Minnesota” must disclose https://buff.ly/3RzzgHl #humanresources #backgroundcheck #hiring #drugtesting #tenantscreening #propertymanagment #tenant

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