Candice Brown, Esq., GPHR, SPHR, SHRM-SCP

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 SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR.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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Only 4 weeks to go until SHRM24!! Are you going?? If so, please be sure to join me at 11:00 am on Monday, 6/24, for my discussion on how to: Unlock HR Potential with the Power of Generative AI! This is not your typical AI in HR speech. I have given this similar speech to over 1,000 business and HR professionals already this year and they walk away: → Excited 🤩 → Blown Away 🤯 → and a little Anxious 🫨 But that is OK!! I help you better understand generative AI so that you are not afraid of it. And attendees will leave the discussion with actions 💥 they can take right away to continue to learn, no matter where you are on the AI learning cycle. Want a sneak peak? Drop me a DM and I will send you my white paper on how to advance your Prompt Design skills. Can you help me out? Please ♻️ Repost this so that folks in your network can join me at the discussion in a few weeks. #SHRM #SHMR24 #AI #AIinHR #HR

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Poll Results Are In! Thank you to everyone who participated in my recent poll. Your feedback is invaluable! 56% of you are most interested in Employee Handbook Best Practices. In response to your interest, we've written a new blog article on "Why Employee Handbooks are Important." Employee handbooks are more than just documents; they're powerful tools for setting expectations, ensuring compliance, and fostering a positive workplace culture. 🔗 Check Out the Article: https://lnkd.in/guS4P8Yf Your feedback helps me tailor my content to what matters most to you. 👉 Follow Me for More: Want more HR insights and tips? Follow me for regular updates on best practices, compliance, and more! Thank you again for participating, and I look forward to sharing more valuable content with you soon! #FractionalHRPartner #HumanResources #EmployeeHandbook #LinkedInsCoffeeAficionadoFractionalHRPartner #LinkedInsCoffeeAficionado Connor & Gallagher OneSource Matt Venhousen

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Here's the information you've been waiting for! (Well, if you're in #HR and are interested in 2024's Top 5 Priorities and ideas of how you can succeed.) These priorities were shared by YOU in our 8th annual survey. I presented these at the #SHRM24 conference last month in Chicago. I only had one hour to present ideas for solutions to these priorities, so please share your additional ideas in the comments below! HR Soul Consulting #SoulifyYourHR #EmployeeEngagement #TalentStrategy #Leadership https://lnkd.in/eyecPtJw

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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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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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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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How to prep for a #layoff you know is coming by Aoibhinn Mc Bride via The Hill. In a report released by outplacement firm Challenger, Gray & Christmas, Inc. the leading reasons for these job cuts were listed as “cost-cutting” followed by “restructuring”. “Layoffs certainly ticked up to round out the first quarter, though below last year’s levels. Many companies appear to be reverting to a ‘do more with less’ approach,” said Andrew Challenger, workplace and labor expert and senior vice president at the firm. “While technology continues to lead all industries so far this year, several industries, including energy and industrial manufacturing, are cutting more jobs this year than last.” https://lnkd.in/gF6CKZTC #layoffsandjobreductions #USeconomy #technews #layoffs2024 #ChallengerReport

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In two weeks I'll be presenting the Top 5 Priorities for HR for the 8th time at the SHRM Annual conference in Chicago (Tuesday 6/25 at 3:30 for those in attendance). Each year for the past 8 years, I've done a survey of HR professionals to get the voice from the field about what keeps them up at night, then I present some possible solutions for the top 5 issues. (Hat tip to my friend and amazing veteran speaker Dick Finnegan for the idea all those years ago.) I was surprised to see some new items resurface on this year's list. What do you think will be number one? (I use the 23 choices of behavioral competencies and technical expertise from the #SHRM BASK as choices.) Don't worry - I'll post the actual results after the conference (I don't want to ruin the surprise for the attendees 😉). HR Soul Consulting #SoulifyYourHR #SHRM24 #Speaking #HR

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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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Two things to highlight from this case study from a HR perspective. 1) Do not assume that anyone has a right to speak 🔇 on anyone's behalf without verbal 🗣 and/or written ✍ consent (I personally would obtain both methods of consent prior to speaking to anyone). 2) If you are afraid that an employee is going to initiate proceedings against you or the employer, your first response should not be to get rid of the person but reflect on the situation. Have you complied with relevant policies, procedures and legislative guidelines? Have you displayed integrity and ethics in all your decisions? Do you have everything documented? If yes, do not worry about a potential legal proceeding, but work on a solution. https://lnkd.in/g9DDCWv9

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#shrm24 has come to a close and I’m thankful for the lessons learned, connections made, and time spent with passionate people! What I walked away with: “Let your yes mean yes and your no mean no”🫶🏼 Honor your commitments—even if there is something else you would rather be doing (like attend a WNBA game instead)🤓 AI is here and HR must lead this charge or be left behind🔮 Org Design is powerful when done well and communicated thoughtfully🙌🏼 Sound Baths are cool😎 HR wellbeing is critical to ensure a healthy culture—check on your HR friends🤕 Book your hotel early or you may end up in an interesting Airbnb🫣 Vendors who value relationships first and are thoughtful about your time are key to strong partnerships🗝️ I already knew this but watching my team learn and grow was a gift and reminder of the amazing people I get to work with🥰 #leadership #hr #development

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Is 2024 the year of prioritization for HR? 🏡 Kim Rohrer says that when she coaches HR leaders she talks a lot about ruthless but respectful prioritization. She said, "You can't say yes to everything. And I know this is like, 'Do as I say, not as I do.' It's really hard. But I think 2024 is going to be the year that people start to leverage tools that help them prioritize better." She believes that by the end of this year, we will see a shift in the way that people leaders are thinking about the balance of their workloads. How are you and your team getting more focused? ____ 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments. #HR #CHRO #ChiefPeopleOfficer #HRpodcast

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Employee handbooks are vital; nobody wants to get sued, am I right? A professional, up-to-date employee handbook can go a long way in protecting your business and team... But did you know it can also set expectations from the get-go...and as a result, contribute to fostering a great culture? How? To put it simply: a boring or unclear handbook sends a message that you don’t care. Great onboarding starts with a clear, engaging, and informative handbook. And, successful onboarding = happy and productive people on your team, helping your business thrive. This document is your first impression, and it's crucial to get it right. So, beyond policies to protect all that you've built...what else should be in your handbook? Here's what I'd recommend: - include company values - personalize it with photos and branding - a warm welcome message from leadership - user-friendly format and language...nobody wants to read legalese Complicated handbooks create confusion and can make navigating a new role frustrating. That is the last thing you want your new hires to feel! An effective handbook leads to smoother onboarding…AND will protect you from being sued. ~~~~~~~~~ Have questions? Need help crafting a custom employee handbook that looks professional? We'd love to work with you. Drop me a message, and we’ll see if Castle HR might be a good fit for you. #HR #employeeonboarding #retention #employeehandbook #complianceexperts

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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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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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Dear Friends - Time is running out and I need your help!! I've launched this survey for the past 7 years and I compile the results to present at the Annual SHRM conference, which is next month in Chicago. We're closing this survey on May 31 to prepare for the conference. Every voice counts! Please take 5 minutes to complete this survey asking for your thoughts about the critical functions #HR needs to focus on in 2024. Then, share it with your HR and leader friends. Every survey counts! Thanks in advance. :-) (And if you're going to the #SHRM24 conference, come to my session to see the results first!)

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