Jay Allen, MS, PHR

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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💁🏽‍♀️ My approach to HR This week, Eileen Dunn, M.A. 🏳️‍🌈 challenged my thought paradigm and I'm here for it. So I wanted to take a moment to remind everyone of my moral stance on HR & DEIB: As an HR professional, I feel that I need to: Support employees who are from Israel AND employees who are from Palestine. I know that my DEIB efforts need to include making white men feel like they belong, while I push for my Executives to add flavor to their teams. Can we silo politics from work? No. Do I believe that companies should speak out on political issues? No. I believe that it's our job to create spaces where ALL employees can go to be supported. To me, this looks like an empathetic communication: "It's a tense time in the world and we want each and every employee to know that we see you ... blah blah blah" And refer out to mental health services and/or EAP. I'll be damned if the responsibility to mentally support employees comes back to HR or an Executive team. We are not trained to support people in the ways they need to be supported these days. This is a spicy take because I see many HR voices and BIPOC Leaders: ❌ Speaking out against white men ❌ Taking too much ownership in the area of mental health when they should outsource to a qualified vendor ❌ Expecting companies to take political stances based on their own biased beliefs This is why CHANGE IS HARD Employer/employee relationships are a give/take. We do our job and they should take care of us. BUT I consistently run into unrealistic expectations from both sides. Once we can learn to level set our expectations with empathy, we can make magic happen 🪄 Do you agree or not? I want REAL feedback 👇🏼

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We want to hear from you! If HR Technology is your jam, sound off in Sapient Insights Group HR Systems Survey. In return for your contribution, we will share survey findings with you in the fall. This year is shaping up to be the most comprehensive survey ever. Don’t miss your opportunity to participate! #HRTECH #HR #HRResearch

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Sound advice, David. HR and payroll professionals should take heed.

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⚠️ Disability leave and company events don't mix. It's a liability risk for the company and potential fraud by the employee. 🚫 Employees: Don't work or attend company events while on disability leave. If pressured, contact your case manager immediately. 🚨HR professionals: Be aware. I've seen a VP of HR recklessly allow employees with open disability claims to attend company events. Consult your legal team.

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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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#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

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I’ve been chatting with lots of folks who have been planning to take or studying for the SHRM certification exam and no longer plan to as they’ve realized that SHRM doesn’t align with their values. I thought I may as well share my thoughts here in case anyone else finds them helpful. I recommend starting with some soul searching. Really think about why you’re pursuing this. There are no right or wrong answers here, but understanding your motivation can help you figure out what alternative might be best. If you're looking to build and test your knowledge, there are lots of courses and certifications that might align better with your values. Some organizations offering specialized or micro-learning and credentials: PeakHR, AIHR | Academy to Innovate HR, The Wounded Workforce, Micro HR by HRCP, HR Education Network, and LinkedIn Learning. If you feel that you need or even just want a major certification that is well known, I recommend HRCI's PHR or SPHR. Many HR roles still require certifications like SHRM or HRCI and while we hope to change this over time to be more accessible and equitable, having a major certification can still be valuable. If you are looking for something beyond certification like a community or a way to stay up to date with HR trends and best practices, Tracie Sponenberg put together a great list of resources. https://lnkd.in/g8VGPneU If, after some consideration, you still decide to pursue a SHRM certification, that is 1000% okay. Many folks feel strongly about not supporting SHRM financially, but if you’ve already made the investment, it may make sense to follow through. I’ve received questions about whether holding a SHRM certification might be seen negatively. Let me be clear – there is nothing wrong with having a SHRM certification. No HR professional should hold it against you as it demonstrates your commitment to the field and your expertise, regardless of the organization’s values and actions. Ultimately, certification is a personal journey, and it's crucial to ensure that the path you choose aligns with your values and goals. There's no one-size-fits-all solution, and the right choice for you is out there. Feel free to reach out if you need any more guidance or resources. We're all in this together!

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It's HR Professional Day! 🎉 For those wondering what we REALLY do all day, here's a peek into the life of an HR professional in 2024: 💤 8:30 AM: Log into Outlook. Realize I'm still wearing pajama pants. Panic. 👖10:30 AM: Explain why 'Casual Friday' doesn't mean 'No Pants Friday' on video calls. 🏝️11:45 AM: Attempt to locate Dave from Accounting. His 'tropical beach' background is suspiciously realistic. 🪨 1:00PM: Convince management that 'Bring Your Pet Rock to Work Day' is essential for team building in our hybrid environment. 🐈‍⬛ 2:00PM: Host a wellness webinar: "Ergonomics 101: Why Your Cat Isn't a Suitable Lumbar Support" 🥔 4:45 PM: Comfort a colleague who accidentally used a potato filter during the board meeting. 🍹5:00 PM: Send company-wide reminder that 'WFH' doesn't stand for 'Margaritas From Home' All jokes aside, shout out to my fabulous partners in crime, Aprill DeSimone, Christine Catalano and Ellory Green 💛 To all my fellow HR magicians out there, Happy HR Professional Day! May your Wi-Fi be strong, your mute button always work, and your virtual backgrounds never glitch 🏠💻 #HRLife #RemoteWorkWoes #OfficeHumor

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Yesterday, I let my SHRM-SCP expire. Three years ago, I had already disconnected myself from SHRM, but quietly decided to renew at the last minute on the last day of the extension. I rationalized that I worked hard and earned that and I needed the certification to prove I knew what I knew. This time is different. I don’t need a certification to know my worth. My experience, knowledge and talents exist with or without a piece of paper. What’s most important to me is that I’m aligning with organizations that share my values. That challenge and change me. That challenge and change the profession. Once upon a time, it was SHRM for me. Below is a pic of me speaking at SHRM National in Vegas in 2019 - I was also a blogger/influencer that year, a teacher of the SHRM certification course and a special expertise panel member. Shortly after I stopped all of those things. Now, I’ve grown and changed. But SHRM hasn’t seemed to grow along with me. Though I had already decided not to renew, the recent decision to drop the E also dropped any ounce of hesitation in me. I have friends working with SHRM. I have friends who have never had anything to do with it. I understand it’s a tough decision for many who have taken the test or gone to the conferences. I’ve been asked to a lot in the last month, and I can’t tell anyone what they should do. But I am going to tell them, and you, that you are worth more than a piece of paper. And if SHRM no longer is where you want to be, there are many other communities that are amazing like Hacking HR, PeakHR and Transform. And see many more in the community Google doc pinned to my profile. And remember, you are so much more than a certification. You are a wonderful, complicated human who deserves to be supported and challenged and changed as you work toward learning and unlearning and growing. #HRCommunity

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As an HR consultant based in Arkansas, ensuring disciplinary actions and terminations are handled fairly and legally is paramount. Here's how we approach it: 1. Policy Adherence: First and foremost, it's crucial to have clear and comprehensive policies in place outlining acceptable behavior, performance expectations, and disciplinary procedures. These policies should comply with federal and state laws as well as any industry-specific regulations. 2. Consistent Documentation: Consistent documentation of employee performance issues, disciplinary actions, and conversations is essential. This includes written warnings, performance evaluations, and records of any misconduct or policy violations. Documenting each step of the disciplinary process helps ensure fairness and provides legal protection in case of disputes. 3. Fair Investigation: Before taking disciplinary action or termination, it's important to conduct a fair and thorough investigation into the alleged misconduct or performance issues. This may involve gathering evidence, interviewing relevant parties, and allowing the employee an opportunity to respond to the allegations. 4. Legal Compliance: Ensure that all disciplinary actions and terminations comply with federal and state employment laws, including anti-discrimination laws, wage and hour regulations, and the National Labor Relations Act (NLRA). Seek legal counsel if there are any uncertainties or complexities regarding legal compliance. 5. Communication and Transparency: Communicate clearly and transparently with the employee throughout the disciplinary process. Clearly explain the reasons for the disciplinary action, the expectations moving forward, and any potential consequences. Treat the employee with respect and dignity, even in difficult situations. 6. Appeals Process: Provide employees with an opportunity to appeal disciplinary actions or terminations through a formal appeals process. This allows employees to present their side of the story and ensures that decisions are fair and unbiased. 7. Training and Support: Provide training and support to managers and supervisors on how to handle disciplinary actions and terminations effectively, fairly, and legally. This may include training on conflict resolution, performance management, and legal compliance. By following these steps, we can ensure that disciplinary actions and terminations are handled in a fair, consistent, and legally compliant manner, ultimately minimizing the risk of legal disputes and promoting a positive work environment. Still confused about all of this? Book a free call at https://lnkd.in/g5hARgZV and let us help you! #RockRegionConsulting #HR #HumanResources #HRServices #HROutsourcing #HRConsulting #HRExpert #SmallBusiness #SupportSmallBusiness #SmallBusinessOwner #DisciplinaryAction #LegalCompliance

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Even the best HR Tech won't fix your HR problems. There is so much cool HR Tech out there, but progress in the P&C space is still slow. The problem isn't a lack of great technology, it's that a total mindset shift is required to move the people experience forward. You can get the best onboarding software, but if your leaders don't care about the new starter experience, it won't work. You can implement the fanciest LMS, but if people don't have the capacity to learn, they won't. You can deploy a whizz-bang ATS, but if your Hiring Managers don't approach recruiting systematically, your quality of hire won't improve. There's no point jamming a fancy new solution into traditional ways of working. Sure, you might get some efficiency uplift. But you'll be leaving a lot on the table when it comes to making progress on your people experience. To improve the people experience, you need to totally reimagine what better looks like. Most importantly, you need to do this together with your people so they are inspired to change their outlook, too. Once you get the mindset of the organisation right, you'll be in a much better place to bring in amazing HR Tech and for it to have a massive positive impact on your people experience. P.S. How important do you think 'organisational mindset' is when it comes to getting the most out of new HR Tech?

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Big changes are here with the new DOL OT rule that took effect on 7/1/24. Many salaried employees making under $844/week are now eligible for overtime pay. 🕒 Let’s ensure you stay compliant and avoid penalties. #OvertimeRules #Payroll

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In a new piece for USA TODAY I dive into how Gen Z is really shaking up the workplace - in the best way possible! Additional shout out to Yahoo Finance and Tennessean for also sharing!! Click below to read the full article. #weareonedigital #multigenerationalworkforce #bestworkbestlife #thoughtleadership

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🚨 Attention HR Professionals and Business Leaders! 🚨 As of today, a significant update to the Fair Labor Standards Act (FLSA) is in effect. This new regulation brings critical changes impacting how we manage overtime pay and worker classifications. Compliance is more important than ever to ensure our organizations operate smoothly and ethically. 🔍 Key Highlights of the New FLSA Regulation: - Updated salary thresholds for overtime exemptions - New guidelines for employee classification 📊 These changes mean a thorough review of your current payroll processes and employee classifications is essential. Non-compliance can lead to severe penalties and legal challenges. 🚀 Call to Action: - Review & Update Policies: Ensure your HR policies reflect the latest FLSA guidelines. - Educate Your Team: Conduct training sessions to inform managers and HR staff about the changes. - Consult with Experts: If needed, seek advice from legal and HR experts to ensure full compliance. - Stay proactive and protect your organization by adhering to these new standards. Let's foster a fair and compliant workplace for all! For more detailed information on the new FLSA regulation, read our May Prescott HR Update. #HR #unintimidatedHR #BusinessLeadership #FLSAUpdate #Compliance #WorkplaceEthics

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So fascinating, and a bit shocking, to read about this employment discrimination case against SHRM, an HR organization who should be a model in how to handle discrimination claims. Thanks Tracie Sponenberg for posting this summary and the link to Ashley Herd's video breaking things down. Managers and company leaders - so many lessons learned here. For me, these include four key takeaways - 1) Take allegations of discrimination and retaliation seriously, 2) Get the right parties involved to investigate allegations as soon as possible, 3) Maintain proper documentation - from investigative notes to performance reviews and other performance feedback, and 4) Provide consistent communication and feedback to employees. What are you thoughts on this? #HRfails #employeediscrimination

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