For professionals like Jacqueline White-Tolefree an HRCI certification came with a sense of pride and accomplishment. Her aPHR not only inspired Jacqueline to strengthen her leadership skills, but also to pursue higher education in a field that she loves.
HRCI has partnered with the world-renowned online learning platform Coursera to launch the HRCI Human Resource Associate Professional Certificate.
At the end of its most recent term, the United States Supreme Court ruled that admissions systems that considered the race of applicants violated the Fourteenth Amendment’s Equal Protection Clause. The Pregnant Workers Fairness Act became effective on June 27th and the Equal Employment Opportunity Commission (EEOC) released an updated poster that employers must display. The House Committee on Education and the Workforce held a hearing recently on skills-based hiring.
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In its semi-annual regulatory agenda, the U.S. Department of Labor indicated that the Fair Labor Standards Act (FLSA) proposed regulations concerning exemption from overtime and minimum wage requirements and determining independent contractor status won’t be released until August.
As a military veteran, Reggie faced a unique set of culture sifts when he switched to a civilian HR career. Earning an HRCI certification gave him the confidence and knowledge to succeed. Reggie Alexander, a former military personnelist shares his journey of transitioning from the military to the civilian sector, and how he achieved his HR certification.
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While the right to strike is protected by the National Labor Relations Act (NLRA), the U.S. Supreme Court decided that a union could be sued where it called for a strike without taking steps to prevent harm to the property of the employer. The Wage and Hour Division of the U.S. Department of Labor issued an opinion letter clarifying the impact of holidays when calculating leave taken under the Family and Medical Leave Act (FMLA).
The Equal Employment Opportunity Commission (EEOC) has issued a technical assistance document concerning adverse impact under Title VII of the Civil Rights Act of 1964 that results from the use of software and artificial intelligence. Due to the end of the COVID-19 public health emergency, the EEOC has updated its guidance on COVID-19 and the civil rights laws that the EEOC enforces.
The Biden Administration announced that the COVID vaccine requirement for federal employees and contractors would end on May 11th, the day the COVID public health emergency is over. Members of Congress are urging the FTC to finalize the ban on noncompete agreements and Senator Bernie Sanders (I-VT) has introduced legislation to raise the minimum wage to $17 per hour.
With the release of a proposed rule concerning independent contractors by the Department of Labor, a House of Representatives Subcommittee held a hearing to examine the impact of the proposed rule. A federal district court in Texas ruled that some of the preventive care requirements in the Affordable Care Act are unconstitutional. Legislation has been introduced in Congress that would increase the salary basis threshold resulting in more employees qualifying for overtime.
The COVID national emergency ended on April 10th and in anticipation of this plus the termination of the COVID public health emergency, three federal agencies issued guidance for employers. Congress failed to override a presidential veto of legislation attempting to block a Department of Labor regulation stating that pension managers may consider environmental, social, and corporate governance (ESG) when making investment decisions. The Equal Employment Opportunity Commission (EEOC) has increased penalties for failing to display the required poster, two federal agencies have entered into a partnership to collaborate on efforts to protect workers, and the National Labor Relations Board (NLRB) has reported increased activity during the first six months of the current fiscal year.
HRCI will host its popular Alchemizing summit later this month, offering attendees an in-depth look at the latest strategies and best practices to nurture inclusive and mentally healthy workplaces for all.
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The Federal Trade Commission (FTC) is giving the public until April 19th to file comments on the proposed rule that would ban noncompete agreements. The Office of Federal Contract Compliance (OFCCP) has rescinded the religious exemption rule for federal contractors and subcontractors and a 32 hour workweek bill has been reintroduced in Congress and is part of the growing global four-day workweek movement.
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The United States Supreme Court ruled that an employee who earned over $200,000 per year was paid on a daily rate and was entitled to overtime under the Fair Labor Standards Act (FLSA). The Wage and Hour Division issued a Field Assistance Bulletin providing guidance on ensuring that employees who telework are paid properly under the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA) eligibility rules are properly interpreted
While leaders contend with an unpredictable 2023 business environment, the struggle to find and retain talent lingers as a top concern. For some companies, the lack of trained and available staff has been a direct and highly visible cause of lackluster revenue, underperforming earnings and angry customers. A recent Manpower Group study reported that seventy-five percent of companies surveyed across eight countries and regions were experiencing talent shortages, creating profound implications for the retention and upskilling of workers.
In early February, the Family and Medical Leave Act (FMLA) reached its 30th anniversary. Efforts continue in Congress to expand the law to provide paid leave and increase the coverage of the law. The Labor Department’s Wage and Hour Division has issued an opinion letter concerning taking FMLA by an employee with a chronic health condition who cannot work more than eight hours per day.