Democrats urge salary threshold hike for overtime pay | Employee advocates, equitable culture attract talent | When women join the C-suite, approach to innovation shifts
Labor Secretary Marty Walsh is being pressed by four congressional Democrats to raise the earnings threshold for overtime pay from its annual threshold of $35,568 under the Fair Labor Standards Act to a minimum of $82,732 by 2026. The group also is calling for automatic increases. Full Story: HR Dive (4/7)
Recruiting & Retention
Employee advocates, equitable culture attract talent Employee advocacy humanizes companies and extends the reach of job openings in today's competitive hiring market, writes Rosie Harman of CGT Staffing. Harman's other tips for attracting talent include collaborating with colleges, engaging on social media and adopting an equitable work culture. Full Story: Business 2 Community (4/6)
Employers aim to make child care easier for employees The pandemic has forced many employers to accommodate working parents by expanding paid time off, offering longer breaks during the workday, and helping to pay for child care, surveys have found. "I think you're starting to see smart companies recognize that if they want to be the best possible company they can be, which means having a diverse set of individuals leading their organization, that it's going to take an active effort to get women back into the pipeline and back into the office," says Andrew Challenger, vice president at Challenger, Gray & Christmas. Full Story: NBC News (4/7)
Technological advancements soon will allow people to easily make fake but realistic videos with artificial intelligence tools, such as a video of a job candidate at a public protest, which will create challenges for HR, writes Technically Media CEO Chris Wink. "An HR pro friend of mine told me the first lesson from the rise of deepfakes is that hiring managers will have to learn to pause," Wink writes. Full Story: Technically (4/5)
The HR Leader
How to cultivate the extraordinary Some people are able to rise above chaos and lead projects, teams and companies through challenging times, and it may seem difficult to find such "unicorns." "Perhaps the best way to find more unicorns is to begin by looking in the mirror and cultivating unicorn behavior in ourselves," Steve McKee writes. Full Story: SmartBrief/Leadership (4/7)
About the Editor
Kanoe Namahoe
Her name was Lindsey. The quietest player on my team (like barely said two words during practices and never yelled during games), she was also one of my most lethal. She was speedy, agile and had a terrific brain in her head. She could read a field and pick her way through a nest of defenders to find an open shot. And she had a wicked left foot that could hit net from 30 yards out. Lindsey was my unicorn. No ego. Exceptional work ethic. The utility player that I could put anywhere on the field and know she could identify the gaps and fill them. Effectively. She changed games over and over. Unicorns change their work environments, like Steve McKee says in today’s HR Leader story. Their approach to projects and people have a direct impact on revenue and culture. Who’s your unicorn? Let me know. Know someone who needs to receive this newsletter? Send them this link to subscribe.
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