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Leaving Comfort Zones

Harvard business - Thu, 10/17/2019 - 13:57

How do you feel when you have to do something new or difficult? Dan and Alison answer your questions with the help of Andy Molinsky, a professor at Brandeis International Business School and the author of “Reach”. They talk through what to do when you’re terrified of giving presentations, big changes at work make you uneasy about the future, or your voice quakes when you deal with conflict.

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HBR Presents: The Anxious Achiever with Morra Aarons-Mele

Harvard business - Thu, 10/17/2019 - 12:22

On The Anxious Achiever, Morra Aarons-Mele explores the way anxiety, depression, and other mental health issues affect people at work – for better or worse. In this episode, she speaks with clinical psychologist Ellen Hendriksen and Arvind Rajan, the CEO of Cricket Health, about the tension between work and social anxiety.

“The Anxious Achiever with Morra Aarons-Mele” is part of HBR Presents, a new network of business podcasts curated by HBR editors. For our full lineup of shows, search “HBR” on your favorite podcast app or visit hbr.org/podcasts.

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Americans Are Having Fewer Kids. What Will That Mean for Higher Education?

Harvard business - Thu, 10/17/2019 - 09:00

As the number of prospective students declines, universities will have to adapt.

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The Problem with Accounting for Employees as Costs Instead of Assets

Harvard business - Thu, 10/17/2019 - 08:20

If we could better track the value of human capital, employees would be better off.

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5 Obstacles to Home-Based Health Care, and How to Overcome Them

Harvard business - Thu, 10/17/2019 - 08:00

From patient safety to lack of infrastructure.

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Exploring Your Health: Functional Medicine with Will Cole

Harvard business - Thu, 10/17/2019 - 07:24

Functional medicine addresses lifestyle factors, such as nutrition, diet, and stress, as root causes of more complex, serious diseases. It’s becoming more popular in the United States, as an adjunct to traditional models of medical care. Will Cole, a functional medicine practitioner and author of the new book The Inflammation Spectrum, shares how he applies a lifestyle-based approach to health problems. He also talks about JOMO (Joy of Missing Out), as his Instagram post on the topic went viral (with a little help from Brené Brown).

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If Women Don’t Apply to Your Company, This Is Probably Why

Harvard business - Thu, 10/17/2019 - 06:05

What signals does your recruitment process send to applicants?

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Why Dumpster Fires at Work are Powerful Teachers

Greatleaders hipbydan - Thu, 10/17/2019 - 06:00

Guest post by Maki Moussavi:
We've all been there. We've experienced the situation at work that pops up and is immediately followed by thoughts about how our day is suddenly going off course, that priorities have shifted in favor of the fire that needs putting out. Of course, this is to be expected from time to time. 
But what if the thought that bubbles up is a variation of "Here we go again"? When chaos is cyclical, reacting to and addressing the fire is reactive and only addresses the symptom of a much larger problem. This is the equivalent of treating recurrent heartburn with a pill instead of searching for the underlying issue that's causing your discomfort. It's a bandage on a wound that requires more than a surface solution. 
Many of you are either very good at (or have a team member or leader who is very good at) going into damage control mode to quickly triage a situation. All of the energy in the room gets funneled in the direction of applying the bandage, and even if there are important observations about an element that contributed to the fire that needs to be addressed, it's all too easy to set that aside in favor of the immediate actions that must be taken. Once the chaos has subsided, you may have a debrief and make a plan to correct underlying issues, but the reality is that plans of that nature tend to be put off for the future, or to be derailed by the next situation that pops up. 
One of the most frustrating aspects of managing cyclical challenges is that the cycle itself can create a false sense that there's no good way out of the pattern. That you're fighting a losing battle, and the powers that be don't get it and won't make the necessary changes to avoid the same issues in the future. You become resigned to fighting the fires instead of preventing them in the first place. All kinds of limiting mental chatter crowd into your head that reinforce your sense that you don't have the authority to make people listen or to create change. You and your colleagues may even get together to vent about this very thing, further reinforcing the idea that you have no power to make it better. 
Let me say that again: You get to the point where you believe you have no power to change the situation. 
It's easy to fall into the trap of this belief. After all, the culture of an organization is a powerful factor in the way chaos is handled. If all you see is how it's mishandled, you will naturally believe that future situations will be similarly mishandled. But where are YOU in all of this?
The next time a dumpster fire shows up, you can handle it in a way that empowers YOU, even if the desired outward change is slow in coming. 
Your to-dos:
  • Become an observer. Yes, you may be feeling some pressure, but do your best to truly see the situation. Are there key players who tend to be part of the cycle? What repetitive elements do you notice? How is this time the same or different from last time? Did something go unaddressed between the previous and current situations?
  • Note your mental chatter. What are you saying to yourself as this unfolds? Note the thoughts alluded to above that reinforce the cycle by telling you there's no way out, that the cycling is inevitable. Even more importantly, note how you feel personally. Are you feeling powerless? Anxious? Resigned? Frustrated? Ask yourself what you have been tolerating and accepting even when it's clearly not working for you
  • Take inventory. Have you ever taken a proactive approach to the solution in the past? If so, what did you do and how did it go? Did you involve others? What could you do this time, taking your observations into account, that may make a difference? Whose help can you enlist? 
  • Create a plan. Get through the chaos and then approach the people from your inventory exercise to create a way forward. You have no guarantee that it will work, but it is a proactive (empowered) rather than reactive (disempowered) way to build some positive momentum. From there, work with those you trust to chip away at a system that's not working. 
  • Know your limits. Go back to your mental chatter - what have you been tolerating? What do you no longer want to put up with? How long are you willing to put in effort toward change, and what will you do if you don't see it? There's no rule that says you have to stay in an organization that operates in chaos. If you truly run up against leaders who are unwilling to make changes, that's helpful information to have as you consider your career path.
  • You have a choice. You always have a choice. If you decide to stay and tolerate what's not working for you, that's a choice. If you tell yourself that there are no better options out there for you, it's a choice to believe that. One of the most powerful decisions you can make is to consciously catch your disempowered thoughts and reset your perspective to an empowered one. It takes practice, but your entire life will be better for it. 
 Maki Moussavi is a transformational success coach focused on helping people create lives defined by their desires rather than societal or familial constructs of success. Too many put up with a life spent surviving rather than thriving. Maki’s passion is helping people discover their personal programming and the patterns in which they operate in order to break through to a life where they unapologetically live according to their own expectations, not those of others. She specializes in providing a process around transformation to streamline the path to change.
Maki has a Master of Science degree in genetic counseling and counseled patients before embarking on a 12-plus year corporate career prior to becoming a coach.
Her upcoming book, The High Achiever’s Guide: Transform Your Success Mindset and Begin the Quest to Fulfillment released on October 15. This book challenges unfulfilled higher achievers to examine what drives them, how they hold themselves back, and what it takes to define a new vision of life by facing their fears, using their voice, trusting their instincts and committing to a new way of being.
Categories: Blogs

New FLSA Changes 2019 – – What You Need to Know

Hr Bartender - Thu, 10/17/2019 - 02:57

Back in March 2019, we shared with you that some proposed changes to the Fair Labor Standards Act (FLSA) were on their way. Well, it’s official . . . they’ve arrived and it’s time for us to digest the changes and get an implementation plan in place.

To help us understand what’s going on with the FLSA, I reached out to our friends at Foley & Lardner, LLP. They’ve helped us answer questions before, including this one about eliminating employee benefits. I’m delighted that Alexander R. P. Dunn is an associate and litigation lawyer in Foley’s Milwaukee office has offered to assist. Alex is a member of the firm’s labor and employment practice.

Please remember that Alex has a regular full-time job as a lawyer and he’s doing this to give back to the profession. His comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, you should address them directly with your friendly neighborhood labor and employment attorney.

Alex, before we get to the FLSA announcement itself, let’s talk about what this new rule is focused on. (i.e. What’s the salary threshold)?

[Dunn] The salary threshold is a bit like a minimum wage for salaried employees. Under the Fair Labor Standards Act (FLSA), employees are essentially classified into two groups and there are different legal requirements for each type of employee:

  1. Employees who earn hourly wages have to be paid a minimum hourly wage, and they are entitled to overtime pay for each additional hour worked over 40 hours per week.
  2. Professional, executive, and administrative employees who earn a salary and also satisfy a ‘duties test’ are known as ‘exempt’ employees because the overtime provisions of the FLSA do not apply to them.

For exempt employees, each employee must receive a certain minimum guaranteed salary every week. This minimum salary threshold is the subject of the new U.S. Department of Labor (DOL) rule, which increases the threshold from its current level at $455 per week ($23,660 annually) to $684 per week ($35,568 annually) beginning on January 1, 2020.

Back in 2016, the U.S. Department of Labor was planning to make some BIG changes to the FLSA, including increasing the salary threshold applicable for exemptions. Did that law ever go into effect?

[Dunn] No, that rule did not go into effect.

In 2015, the Obama-era DOL proposed a rule to increase the minimum salary threshold. After proceeding through the standard notice-and-comment rulemaking process, the DOL’s final rule, at the time scheduled to go into effect on December 1, 2016, would have more than doubled the minimum salary threshold to $913 per week ($47,476 annually).

In November 2016, after twenty-one states and dozens of business organizations challenged the rule in court, a federal judge in Texas issued a nationwide injunction that prevented the rule from going into effect. A DOL appeal of that ruling was held in abeyance (put on hold, essentially) while the new Trump-era DOL weighed its options. Ultimately, the DOL decided to propose a new rule earlier this year that rescinds the Obama-era rule and implements a more modest increase in the salary threshold. That rule is now the final rule.

Okay, NOW tell us the new proposed FLSA rule and when it goes into effect.

[Dunn] For most people, the most immediate and most significant change is the increase to the minimum salary threshold for exempt employees.

  • The CURRENT minimum salary threshold is $455 per week ($23,660 annually).
  • The DOL’s NEW rule raises the minimum salary threshold to $684 per week ($35,568 annually). Any exempt employee who currently earns a weekly salary that is less than $684 per week will be impacted by this new rule.

However, the rule makes a number of other important changes. In addition to raising the minimum salary threshold, the new rule allows employers to use nondiscretionary bonuses and/or incentive payments to make up part of an employee’s salary—up to 10%. In practice, this means that an employer who pays a 5% bonus every year to an employee can count that 5% toward the minimum salary threshold. But, if the employee does not earn the bonus, the employer will have to either make up the difference between the minimum required amount or be forced to pay overtime. In other words, what an employer can do is hold back up to 10% of the employee’s weekly pay and pay it as a bonus at the end of the year but cannot impose requirements that might jeopardize the bonus if the employer is using it to ensure the salaried threshold is met.

The new rule will also increase various other salary thresholds. The threshold for so-called ‘highly compensated employees’ will increase to $107,432 annually, while the special salary threshold in U.S. territories will increase to $455 per week (except American Samoa, where the special salary will remain at $380 per week).

These changes all take effect on January 1, 2020.

Speaking of the 2020 effective date, what should organizations do to get prepared?

[Dunn] The first step for any organization is to look at whether any of their employees are paid below the new salary thresholds but are classified as exempt. If all of your employees paid below the new salary thresholds are paid hourly, then this new rule isn’t likely to affect you.

If all of your employees are paid a salary and that salary is greater than $684 per week ($35,568 annually), you also probably won’t be affected by this rule. However, organizations with employees who receive a salary in excess of the current minimum, but less than the minimum come January 2020, will need to take additional steps.

Once an organization determines that it will need to make compensation changes to comply with the new rule, organizations will have to consider how to make those changes.

  • Option 1: Increase employee salaries across the board to comply with the new minimum.
  • Option 2: Keep employee pay below the salary minimum and switch to compensating employees hourly.
  • Option 3: Do a little of both: increase some employee salaries to comply with the minimum and keep some employee compensation level while switching them to hourly.

Aside from just the dollars and cents of compensation decisions like this, organizations should be thoughtful about how these decisions will impact morale and organizational culture. Not having to track hours worked can be a status symbol and a point of pride, so losing that status may have negative consequences for the worker and the organization. Likewise, seeing that certain employees are having their salaries increased while others are not, and instead are switching to hourly wages, may send a message about organizational culture and priorities. Remember, too, that this transition will likely occur during or shortly after the holiday season.

Employers must also be cautioned: simply paying an employee the minimum weekly salary does not make them exempt. Employees must perform certain duties to be properly classified as exempt.

I’m sure some readers are thinking it, so I’m going to ask. Is there any chance that the current administration might change their mind and not go through with this FLSA change? And if so, what can organizations do to avoid wasting resources preparing (and then finding out it was all for nothing)?

[Dunn] The last time that the DOL increased the minimum salary threshold was in 2004 and this rule change has been a priority for the DOL for years now. In fact, the DOL’s final rule notes in several places that it is the Department’s intent to update the minimum salary threshold more often in the future to avoid another long period of inactivity. Some groups have already stated that they may file a legal challenge to this new rule, so employers should continue to pay attention over the coming months. Nevertheless, the law is set to change on January 1, 2020, and employers need to be prepared.

However, for the professional cynics, preparation for this change in the law can still be a positive. If the DOL’s stated intent to update the salary threshold more often in the future proves true, we may see increases to the minimum salary threshold more frequently going forward. Organizations that use this increase as an opportunity to streamline their review process and establish best practices will be ahead of the curve when it comes time to adapt to a new minimum salary threshold three, four, or five years from now.

Aside from building capacity to respond to future threshold increases, it is just good organizational hygiene to review employee designations from time to time to make sure that your designations are appropriate under the law and consistent with your organizational goals and culture. This is a great opportunity for organizations to take a step back and consider whether there are different choices they want to make in this space.

Last question and this kinda plays of the previous one. As a human resources professional, how do I convince the naysayers on my senior management team who are going to say, “We’re tired of the FLSA flip flops. We’ll deal with the law when we know it’s gonna happen … in January 2020 … after it really happens.”

[Dunn] ‘We didn’t think it was actually going to happen.’ isn’t a legal defense. At the risk of stating the obvious, the whole reason the DOL set up this rule to go into effect on January 1, 2020, is so that organizations have time to understand the rule, understand how it applies to them, and take steps to comply with the rule.

Waiting until the rule actually goes into effect not only puts your organization at risk of a lawsuit, it also squanders a perfectly good opportunity to determine the best method of compliance with the rule at a pace that suits your organization (as long as your pace is before January 1) and put the appropriate communication into place.

Put simply, there is no grace period to come into compliance after the rule goes into effect. The grace period is now.

My thanks to Alex and the Foley team for helping us understand what’s happening and offering some food for thought when it comes to implementing these changes within the organization. If you’re looking to stay on top of labor and employment law issues (and I know you are), be sure to follow Foley’s Labor & Employment Law Perspectives blog – it’s on my must-read list.

I understand that HR compliance might not always be the sexiest part of our jobs. But it’s necessary. Very necessary. Organizations have lots of compliance related matters in every aspect of the business – accounting, environmental, safety, and HR. We’re simply doing our part by keeping the organization in HR compliance.

Image captured by Sharlyn Lauby at the 34th Street Graffiti Wall in Gainesville, FL

The post New FLSA Changes 2019 – – What You Need to Know appeared first on hr bartender.

Categories: Blogs

Climate Change Is Going to Transform Where and How We Build

Harvard business - Wed, 10/16/2019 - 09:34

Will we reinforce, rebuild, rebound, restrict, or retreat?

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Research: How Virtual Reality Can Help Train Surgeons

Harvard business - Wed, 10/16/2019 - 09:00

A UCLA study yielded promising results.

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Facebook’s Oversight Board Is Not Enough

Harvard business - Wed, 10/16/2019 - 08:12

The problems with the company are ingrained in its business model.

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Amazon Under Attack, and Household Financial Stress

Harvard business - Wed, 10/16/2019 - 08:11

Youngme, Felix, and Mihir discuss the problem of household financial stress. They also debate whether current criticisms of Amazon are justified.

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Bubbles, Golden Ages, and Tech Revolutions

Harvard business - Wed, 10/16/2019 - 08:03

Economist Carlota Perez joins Azeem Azhar to discuss the life cycle of technology revolutions and how they ultimately change every aspect of society. Perez is optimistic about the future — she explains how we can harness technology to foster green growth and global development.

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5 Simple Rules for Strategy Execution

Harvard business - Wed, 10/16/2019 - 06:05

The more you try to achieve, the less you’ll accomplish.

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The Movie "JOKER" is a Story about You, Me and Our Complete Lack of Empathy...

Hr Capitalis - Wed, 10/16/2019 - 06:01
With all the workplace and school violence in our world over the last decade, I've picked up on a theme from a few deep thinkers - from students and employees alike. The chilling wisdom goes something like this: "I go... Kris Dunn
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Corporate Action on Climate Change Has to Include Lobbying

Harvard business - Tue, 10/15/2019 - 11:15

To solve the problem, we need government action.

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How to Have a Relationship and a Career

Harvard business - Tue, 10/15/2019 - 10:20

Jennifer Petriglieri, associate professor at INSEAD, studied more than 100 couples where both partners have big professional goals. She finds that being successful in your careers and your relationship involves planning, mapping, and ongoing communication. She also identifies different models for managing dual-career relationships and explains the traps that couples typically encounter. Petriglieri is the author of the book “Couples That Work: How Dual-Career Couples Can Thrive in Love and Work.”

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How Mayo Clinic Got Buy-In for a Plan to Reduce Hospital Stays

Harvard business - Tue, 10/15/2019 - 09:00

You can’t approach internal and external stakeholders the same way.

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Do Colleges Truly Understand What Students Want from Them?

Harvard business - Tue, 10/15/2019 - 08:00

They need to have a better understanding of why people applied in the first place.

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