Nancy Foreman

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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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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Lets talk about the impact misclassification could have on your business’ bottom line. According to the FLSA, employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil penalty of up to $2,451 for each violation. Willful violations of the FLSA can lead to criminal prosecution and a fine of up to $10,000 for the violator. If you’re wondering why the penalty seems so severe, it’s because getting a classification wrong can really hurt your employees’ quality of life. When a non-exempt employee is classified as exempt, that employee often loses out on protections specifically guaranteed to them by the FLSA and state and local labor laws — like overtime pay and meal and rest breaks.

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I have been working closely with clients on their HRIS system use and implementation for almost 3 years now. From Workday to Paycor to Paylocity - the questions are all the same - are we getting all that we can for this investment? For the smaller companies, customer service is often a top reason why they're not happy. But there are other things to consider there too. If you're working hard to make the most of your current HRIS, have a peek at these top 10 tips. Switching is hard work - and the last thing many companies are ready to face. Hopefully these tips will help you pursue other options and find new joy in what you have! :) #HR #HRCommunity #HRTech #HRIS #MaximizedInvestment #EmployeeExperience

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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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If professional HR certification was one of your '24 resolutions, there's no better time to dive in deep, gather data, ask questions, and make and commit to a plan of action! Samara and her team will listen, answer your questions, and help you evaluate your options. Or maybe you'll just find a buddy to study with. #chishrm

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Diontae Jones and Dean Owens, CPP with Paylocity are the real deal! While shopping for a new payroll/HR provider, Diontae was fully transparent, honest, and operated with consistent follow-through. He NEVER ONCE pressured us to sign-up with Paylocity or manufactured a deadline; he truthfully works on your company's timeline. Dean was transparent and is willing to do as many demos as needed to ensure all questions/concerns are answered. Paylocity is going to open-up many doors for growth within our organization; and operationally change the employee experience, while saving time and resources for the HR/payroll/accounting departments. Diontae's title may be sales, although his strongest attribute is sincerely dealing with clients as human beings, you will by no means be treated as a dollar sign. Our organization cannot wait to start implementation, and be a partner with Paylocity for years to come.

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📣 Will your business be impacted by the DOL’s new Final OT Rule? Employers might have to consider how scheduled increases of salary thresholds for exempt employees could potentially change the workplace and even their finances. We outline steps businesses may consider here: https://buff.ly/3JE2gtc #DOL #OvertimeRule #HRNews

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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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New DOL Regulation Increases Overtime Pay Thresholds The Department of Labor (DOL) has introduced a new regulation that raises the minimum salary requirements for exempt employees under the Fair Labor Standards Act (FLSA). This change will make nearly 4 million workers eligible for overtime pay. WHAT ARE THE CHANGES? These substantial changes are likely to face legal challenges, but employers should prepare for them now. If you have exempt employees whose hours you do not monitor and to whom you do not pay overtime, you must ensure their salaries meet the new thresholds: - Effective July 1, 2024: Minimum salary of $43,888 annually. - Effective January 1, 2025: Minimum salary of $58,656 annually. WHAT SHOULD EMPLOYERS DO? Employers with exempt employees should review salaries and job duties to ensure compliance. They may need to: 1. Raise salaries to meet the new thresholds. 2. Reclassify positions as non-exempt, which allows paying a salary but requires paying overtime for hours worked over 40 per week. 3. Convert employees to hourly pay and provide overtime accordingly. Important Note Some states have their own, more stringent overtime laws. Employers must ensure they comply with both federal and state regulations.

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Deciding to change HCM solutions can be unnerving, but these organizations are happy they made the jump. Why HR Teams Decide They Need a New HRIS When we talk to our clients, we always explore why their previous systems weren’t hitting the mark — and we’ve found the same pain points come up again and again. Here are some of the common drivers behind why companies are pulling the plug on their old providers and switching to Paylocity: -Too Much Time Pulling data and reports -Separate systems create inefficiencies and hassle -Recurring errors and support standards slide -Inflexible tools lead to poor employee experience Reaping the Rewards of Switching Companies that have switched to Paylocity are seeing major benefits. POLYWOOD can now pull HR reports in an instant, saving 2,000 hours (about 2 and a half months) per year. The Kentucky Derby Museum can complete payroll 95% faster than with Paycor. Watters International and Mutual of Enumclaw value the ease of use of Paylocity, while legal firm Shulman & Hill highlights the platform’s data analytics: “I love the ease of reporting on turnover, salaries, terminations, and new hires, plus the organizational charts,” explains Michelle Bedard, their Head of Human Resources. For Stevens Creek, it’s the accuracy of payroll and great support from Paylocity that stands out. Darla Romey, Director of HR, notes: “Our Paylocity relationship manager is wonderful. Paylocity’s response to us has been 10 times what Paycom’s was. So, I'm never disappointed that we changed.” Finally, clients who have been able to shift away from the stress of high-volume transactional HR tasks can now focus on strategy and find ways to help employees thrive. As Ryan Zimmerman, Senior Director of Human Resources at POLYWOOD, puts it: “Paylocity empowered my team to be much more effective, which allows me to work on the business, not in the business.” If the pain points sound familiar and you’d like to explore switching to Paylocity, I'd love to talk. 

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HR Tip of the Week: HR Outside 🌳 Compliance with Changing Labor Laws: Staying updated with changes in employment laws, such as minimum wage adjustments, overtime regulations, and safety standards. #HR #HumanResources #WorkplaceCompliance #LaborLaws #EmploymentLaw #HealthyWorkplace #SafetyStandards #EmploymentRegulations #WorkplaceSafety #HRProfessional #ComplianceTraining #OvertimeRegulations #LegalCompliance #EmployeeRights #HRSupport #ComplianceMatters #HRAdvice #StayUpdated #LegalChanges #HRManagement #TipsForHR #LaborLawUpdates #ComplianceCulture #WorkplaceBestPractices #LearnHR #LaborLawChanges #TrainingAndDevelopment #SafetyFirst #EmployeeProtection

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I saw a post that said HR people can’t be everything, everywhere, all at once…and it’s the truth. Life isn’t an award-winning movie. A lot of our problems can’t be solved within two hours, especially for HR professionals. There are so many things we deal with in our industry, from hiring talent to offboarding and everything in between. Sometimes, it’s hard to stay focused while managing the emotions and experiences of the whole organization. I think the most important thing to realize is that we have to take things one step at a time. We get to break down problems, and decide which steps to take—the steps that’ll benefit your team the most. You can’t be everything everywhere all at once…but you *can* impact employee experience for the better. ⭐ #workplaceculture #talent #HR #peopleops

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