Often times when an organization is approaching a new direction that impacts individuals and teams, HR is tasked with the responsibility of change management. Change management can be something as small as a new process or policy change to a larger scale approach such as a new strategy, executive leadership or an acquisition. It tends to involve development, planning, communications and full-scale implementation, along with keeping a pulse check on the behaviors and beliefs of the employees experiencing change.

Compliance around FLSA laws and regulations is in the spotlight and will remain there for a while from the look of the current landscape. The old adage applies, ‘where there’s smoke, there’s fire.’ Anyone watching events unfold can agree, the Dept. of Labor sees the smoke. The fallout from non-compliance is costly.

To remain relevant organizations of all sizes must stay agile in order to respond to market changes. Planning is essential to keeping competitive edges sharp with knowledge leaders, the talent, in the right place at the right time.

By now, I am sure you are aware of the changes made to the Rehabilitation Act of 1973 by the Obama Administration. Designed to address the barriers associated with employment of individuals with disabilities, Section 508 of the Rehabilitation Act outlines the compliance requirements for federal contractors.

You are about to interview for your dream job! The phone screen was a breeze. They hiring team is as excited to meet you, as you are to meet them.

Employers have a lot on their plates. There are a myriad of compliance issues that must be routinely addressed in order to ensure smooth operations. Across the nation the Department of Labor is actively pursuing employers found in violation of Fair Labor Standards Act (FLSA).