As the Democratic National Convention comes to a close I find myself reflecting on the city of Philadelphia – the epicenter of where history is made.
This week, in the city of brotherly love, CFGI joined SHRM at the Democratic National Convention (DNC) to continue the two groups’ push to Create a 21st Century Workplace. The delegation to Philadelphia found many DNC attendees receptive to the message.
The slow death of the 9-5 workday, together with the arrival of the new FLSA overtime rules, which do into effect on December 1, could create one of the bigger wage-and-hour pitfalls for employers in 2017 and beyond.
On July 27, @shrmnextchat chatted with President of Hive Tech HR Jeremy Ames @TheHCMGuy about Improving the Employee Experience with HR Technology.
In case you missed this great chat, you can read all the tweets here:
A regular round up of news, legal trends and workplace developments to help keep HR ahead of the curve
Your company’s stance on politically-charged discourse at work says a lot about company culture, but it’s also an important indicator of success in the 21st century.
Before I get into the arithmetic – WHICH IS EASY – I must establish first that there is no law on this. This is just something that your payroll/accounting/HR folks will quibble over from time to time, so you need an expert to make it canon. That’s what this is all about: How to convert a salary into an hourly wage.
The simplest and most common methods to make the conversion are as follows:
On-the-job training was popular a generation ago but has been steadily declining in the U.S. for decades. Companies expect candidates who are armed with a degree or certification and relevant work experience, which is discounting a large pool of the American workforce.
The Democratic National Convention is officially underway, and SHRM is on the ground in Philly.
You undoubtedly already have a set of procedures you follow at terminations. That’s good. You should.
But I’ve noticed over the years in many companies that at the point when the board or the CEO gets fed up with an executive and wants them terminated, even regular termination procedures are often abandoned. That’s not good. You shouldn’t!
It has come to this: Someone stole more than $100,000 from my mother’s checking account. Someone else stole her purse, including all of her identification. And the federal government has cut off her Social Security payments. The Unites States is no longer a good place to grow old.
HR professionals are continually challenged by their CEOs and CFOs to find ways to increase efficiency while providing better communication, faster service and a more positive experience for employees.
HR is responding by making significant investments in technology to revolutionize every aspect of the employee life cycle.
iUrban Teen and the White House Celebration of My Brother’s Keeper Anniversary
“I'm so proud of iUrban Teen and other ‘career accelerators’ for underrepresented youth. We're guiding the next talent pipeline and developing great citizens. What an honor to be at the White House for the third time!" – Deena Pierott, iUrban Teen founder and White House Champion of Change for Technology Inclusion
Convention Week #2: One Week Down, and One Week Closer to Election Day
I was coaching an HR executive recently, when I expressed that they should consider help with corporate culture.
He said, “What?”
I said, “You’ll need help changing a company culture.”
The question was asked in exasperation, “Rue, why is culture so hard to change?”
I smiled while I thought of an answer. My long-winded answers usually come with analogies. I liked this one, so I just thought I would share it.
Some employers are confused about how their exempt employees can maintain exemption status when the company has clients that are billed for labor on an hourly basis.
SHRM and CFGI successfully wrapped up participation in the Republican National Convention (RNC) this week and are now preparing to take on the Democratic National Convention (DNC) in Philadelphia, PA next week. To say the convention experience is exciting, is certainly an understatement!
CFGI was on the ground at the Republican National Convention (RNC) this week, joining our SHRM colleagues for a second RNC in a row. This year we focused on making the case to candidates for office, current members of Congress and opinion leaders for creating a 21st century workplace, one that ensures a competitive workforce – including a need for immigration reform.
Remember that classic Tina Turner song “What’s Love Got to Do With It?” On day three of the Republican National Convention, CNN’s Donna Brazile reminded us that when it comes to politics, it’s not about love but instead it’s about the future of our nation. You’re probably thinking, “Seriously?!!”… Let me provide some context.
Organizations expect a lot from managers. They need to hire the best employees then train and coach them for high performance. Managers are the key to employee engagement and retention. It’s a challenge and a huge responsibility. This doesn’t even include the requirements for the department or process they are managing.
It is day two at the Republican National Convention in Cleveland, Ohio! And, what better day for me to reflect on the role of HR in today’s workplace, than today, coined by the RNC as the “Make America Work Again” day. HR professionals know how to make the workplace work and that often begins with attracting a skilled workforce.
As 2016 is the year of a presidential election, it was quite fitting that SHRM’s Annual Conference and Exposition was held in Washington D.C. While storm clouds may continue to gather and brew on our political horizon, the weather and atmosphere for SHRM was quite the opposite.
We are lucky that the HR and Benefits industry has SHRM because it doesn’t just attract industry professionals seeking to improve themselves – but to improve others and the industry we are in.
SHRM 16 in Washington DC was a pretty special time for Cool Tools Show hosts, Craig and Lars. For one, DC is Lars’ stomping grounds. Also the last time we met up at a SHRM event there Lars gave Craig and Kevin Grossman a tour of his office at that time, the old NPR HQ.
Social Security is with you through life’s journey — from when you’re born, through forming a family, and into retirement. While everyone’s situation is different, women face unique challenges when choosing when to retire and making other decisions related to their future Social Security benefits.
When to Retire
A regular round up of news, legal trends and workplace developments to help keep HR ahead of the curve
Summer is a great time to be outside, but that also means there’s more outdoor work going on, more construction and ultimately, more safety incidents.
It's been just shy of a month since SHRM16 took over our nation's capital but nearly a month is fairly late for getting a "post-SHRM16" blog written.
To my credit, a lot has happened since that time; likewise, I have been mentally occupied so it was difficult for me to write much. But, better late than never and today, I hope this is a worthwhile read for you.
Extracted from the SHRM report: Does Having HR Report to Finance Influence Investments in HR?
As Detroit continues its recovery from a high-profile bankruptcy, the city’s leaders have taken note of a number of positive trends, including steady job growth and increased real estate values.
(Editor’s Note: The Republican National Convention will be held in Cleveland, Ohio on July 18-21, 2016. The Democratic National Convention will be held in Philadelphia, Pennsylvania on July 25-28, 2016.)
In just a few days, I will be heading to Cleveland and Philadelphia, host cities for this year’s Republican National Convention (RNC) and Democratic National Convention (DNC), to carry the message that employment-based immigration reform is one key to strengthening America’s economic future.
In just a few days, hundreds of delegates will assemble in Cleveland for the Republican National Convention. SHRM and our strategic affiliate, the Council for Global Immigration (CFGI), will be there. We will also be at the Democratic Convention the week after in Philadelphia when they nominate their candidate for the White House.
The U.S. economy continues to add jobs, albeit at a slower rate in the past few months. Decreased demand is partially to blame and perhaps comes as no surprise, as some return to moderation was expected after the recent stretch of fast-paced job growth. Simply put, conditions have tightened as more people have found work and there are fewer openings in many employment sectors.
In case you missed this amazing chat filled with great tips and advice on the steps recruiters and hiring managers can take to find the right fit for their organizations, you can read all the tweets here:
By now, I assume you all have read or at least heard about the sexual harassment lawsuit filed by former Fox Channel Host Gretchen Carlson against Fox CEO Roger Ailes. Since then, at least a half dozen other women have said that they, too, were harassed by Ailes.
When you heard about the allegations, which of the following responses comes closest to your immediate (visceral) reaction:
Today, I am excited to introduce you to the new SHRM.org, freshly designed with you in mind.
Finding and hiring new workers for your organization is a time-consuming and complex undertaking. It is also one of the most important for an organization’s continued growth and survival. Unfortunately, sometimes the people we hire just don’t work out.
Progress in technological development and communication has had a profound influence on our lifestyles, reshaping cultures globally. How we do business, education options, how we’re entertained and the manner in which we socialize are behaviors that have undergone a restructuring due to technological advancement.
The value of employer-sponsored health care recently has come under scrutiny from lawmakers as they look for solutions to reduce the federal deficit and alternatives to the Affordable Care Act (ACA). If you’re not a political junkie like me, let me provide some context.
Once I had an accountant tell me that his job was much more complicated and nuanced than my job in human resources. At the time, I begged to differ and was a bit insulted. And now, with all the various regulations, laws, statutes, rules and (fill in the blank), I feel as if being in the HR profession has become more like juggling fully operating chain saws, and someone keeps throwing another up into the air for us to catch.
At the conclusion of 2015, I may have been experiencing nostalgia because of the holiday season or maybe it was that rare feeling of legislative success. After all, I did actively advocate with my colleagues in the National Coalition on Benefits to achieve a two-year delay of the implementation of the Affordable Care Act’s (ACA’s) excise tax (also known as the “Cadillac tax”). In the lobbying industry, this is almost unheard of since it takes several congressional sessions to achieve enactment of a bill into law.
This past week, we had an amazing celebration at work!! We had two Team Members retire, which isn’t common at our company. We’re so fortunate to have a great culture where people work for us for many years. It’s a true anomaly in today’s workplace environment, but it’s a true differentiator for us.
What makes you happy at work?
What do you think makes your employees happy?
It is always interesting to see what the SHRMStore’s top sellers are each year at the Society for Human Resource Management (SHRM) Annual Conference & Exposition.
As a company that works with HR leaders and executives who are looking to build stronger teams within their organizations, naturally, employee engagement is a topic that is near and dear to us. It’s a term that’s been buzzing over the past couple of years as organizations search high and low for the perfect formula to decrease turnover, increase enthusiasm and maximize productivity amongst employees.
There is a great deal of controversy about the independent contractor and the gig economy. I have written about it a lot, as have many others. People are floating numerous ideas about how to utilize workers beyond the employee versus independent contractor. One such idea has been labeled as the dependent contractor.