Michael Mullady, 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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Imagine being able to save 25 hours per month on compliance research. Imagine working for a multi-state organization and never missing a beat with the 100s of employment laws you must keep up with. That's the power of HR On-Demand - and for a limited time, you can access this dynamic resource FREE for 60 days. The 60-day FREE TRIAL of HR On-Demand starts on 8/1, but you have to sign up NOW! Get it before it's gone >> https://www.rfr.bz/lmce69e #HR #HRProfessionals #HRConsulting #FractionalHR #EmploymentLaw

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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 SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR.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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A well-documented performance improvement plan (PIP) is a valuable tool, protecting both employers and employees. Here's why: - A documented record ensures everyone is on the same page. - Documentation helps defend against wrongful termination claims. - Clear records hold employees accountable for their performance. This blog walks you through creating a PIP. #Performance #PerformanceManagement #TalentManagement https://lnkd.in/gD7VYXz2

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Being an inclusive leader doesn’t mean just surrounding yourself with a diverse team. It entails truly drawing on everyone’s perspectives to gain a 360 degree view of the situation, and leveraging the brainpower of the team to the fullest, in order to reach a more informed decision.

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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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See if you understand this sentence: HRBP told HRD that the ATS to HRIS transfer is impacting FTE calc & PTO accrual for EEs. Ever feel like HR speaks a whole nother language? 🤷‍♂️ ⭐You're not alone!⭐ Even seasoned HR pros get tripped up by the alphabet soup of acronyms! (We're looking at you EEO, FMLA, and all your friends!) 🤯 Trying to understand an HR conversation can feel like deciphering ancient code. 🔣 Between PIPs, KPIs, and LOAs, it's enough to make your head spin. 😵 If you want to TALK like HR here's what I recommend: ⤵ ➡ Ask your friendly HR rep! They're happy to explain things in plain English. ➡ HR Glossary: Many companies have glossaries online or in employee handbooks. ➡ Online Resources: Tons of websites offer explanations of common HR terms. #HR #HumanResources #Acronyms #Communication #HRAdvice

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Is your employee handbook outdated and not legally compliant? It may be without anyone in your HR department realizing it. New Supreme Court rulings require changes to your policies and practices on weapons, health care, religion and more. Join employment law attorney Anniken Davenport on May 8 to receive expert guidance on these necessary handbook updates: https://bit.ly/3JFKohw #HR #management #manager #employeehandbooks #compliance #legal #webinar

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https://aihr.ac/4dTffVb 💰 A well-crafted compensation package isn’t just a perk—it’s your secret weapon for attracting and retaining top talent! 💸 Ready to build a competitive Compensation Strategy that speaks to a diverse workforce❓Discover how to design a Total Compensation Package that truly stands out in this article! #HR #HumanResources #Compensation #Payroll #Salary

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🌟 Gratitude & Growth: A Big Thank You to Detroit SHRM! 🌟 I am truly grateful to the DSHRM team for allowing me to speak at this year’s conference. Every time I step onto a stage, it’s an honor to connect, inspire, and serve professionals who are pushing the boundaries of what’s possible in HR. 🙌 Looking at the feedback, I'm overjoyed to see so many of you find value in my comedy of errors. To the 54% who were Extremely Satisfied and the 35% who were Satisfied, THANK YOU for your encouragement! Your energy motivates me to continue delivering value and impact. 👏 👏 But let me tell you — I am especially grateful to the 1 person who left feeling dissatisfied. Why? Because without criticism, I'm just playing it safe; I'm "vanilla." 🍦 I never want to be someone who only delivers what’s expected. I want to challenge myself, bring fresh perspectives, and spark something new, even if it means not everyone agrees and perhaps is a bit uncomfortable. 😠 Growth happens through feedback, and I’m constantly striving to improve. Your voice pushes me to innovate and ensure every audience member leaves with something meaningful. 😇 So to all of you — satisfied or not — thank you for helping me grow! Let’s keep raising the bar together. 🚀 #Gratitude #GrowthMindset #DSHRM2024 #OriginalityOverVanilla

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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!

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July 1 is like an Extra Christmas for #hrcompliance nerds like me. That's because so many employment laws go into effect on or around this date ... and they're sneaky, because you're thinking that everything you needed to pay attention to already happened on January 1. This July 1, there are at least 50 new or modified employer requirements nationwide. And not just in those states you'd expect them in, like California and New York. Even my home state of Virginia has two new labor laws. Here are two changes to federal laws that will affect almost all of you employers: 💰 The minimum weekly salary for overtime-exempt employees increases from $684 to $844. 👶 The Pregnant Worker's Fairness Act requires companies with 15 or more employees to provide reasonable accommodations for an employee's known limitations related to pregnancy, childbirth or related medical conditions. barring undue hardship. Want to know if there's anything new in your state that you need to comply with? DM me and let's talk about it for free! #humanresources #management #laborlaw #employmentlaw #smallbusiness

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In this Q&A, Tamla Oates-Forney, CEO of Linkage, a SHRM Company, discusses her views on I&D, workplace civility and the state of leadership. Read more: https://shrm.co/dqqn32 #SHRMExecutiveNetwork

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A fun AI prompt related to HR work (or other subject): "You are a quiz master and will ask me [number] of questions about employment law (or other input) in [state or jurisdiction]. You will tell me if I am right or wrong and ask me to play again when we are finished." #AI #humanresources

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Whether you need to dive deep into the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA), we’ve got you covered. 📅 FMLA Training: Learn how to manage leave requests, stay compliant, and support your workforce. 📅 ADA Training: Understand how to accommodate employees and avoid discrimination. Equip your team with essential knowledge to ensure compliance and protect your business! 👉 Learn more about FMLA Training https://ow.ly/it2X30sGQh7 👉 Learn more about ADA Training https://ow.ly/j2x830sGJPn #FMLA #ADA #HRCompliance #ComplianceTraining #HRTraining #BusinessSuccess #WorkplaceTraining #LegalCompliance #EmployeeSupport #InclusiveWorkplace #HRManagement #HumanResources #EmployeeRights #LeadershipDevelopment #TeamTraining

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