The HR Lady, Podcast
For those eager to navigate the evolving world of HR and management, “The HR Lady Podcast” stands out as a beacon of insight. Each episode promises candid conversations: from discussing the intricacies of employee attraction and retention, company culture, navigating difficult conversations and more. Find all the no-nonsense HR and Management advice you need. As seen in USA Today and International Business Times, Wendy Sellers, “The HR Lady®, a seasoned HR consultant, educator, and author, delves into the core of management challenges, leadership development, and becoming an employer of choice with authenticity and a refreshing directness. Wendy’s no-nonsense attitude, and her co-host JC are here to spice up your management game. JC, who is a rockstar and event emcee with an amazing radio voice, and many expert guests offer actionable strategies and a touch of humor to lighten the load. Tune in to transform the way you think about HR, management, and leadership. Whether you are an HR professional, a manager looking to enhance your leadership skills, or someone interested in the complexities of workplace management, “The HR Lady” is your go-to resource for expert insights and real-world solutions. Craving more? Check out Wendy’s Insider Access membership program via a free, 7 day trial https://thehrlady.net
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Episodes
Thursday Jan 25, 2024
Thursday Jan 25, 2024
Wendy Sellers speaks urgently about the shifting laws regarding independent contractors. This change is set to take full effect in March 2024, replacing the existing rules established in 2021. This mandate prompts employers to pay close attention to their current contractors on their "payroll" or "books". Violating these new laws, either deliberate or accidental, could lead to serious penalties such as fines, imprisonment, or wage-related obligations of exceptional amounts.
Moving forward, these new rules will apply the economic reality test using six factors to distinguish whether someone is an independent contractor or a W-2 employee.
The factors to consider include the role of the individual service to the business, the contractor's investment in facilities and equipment, the nature and degree of control by the employer or contractor, opportunities for profit and loss, initiative with judgement or foresight for success, and lastly, the persistence of the relationship.
A violation identified as willful or intentional may extend the two-year statute of limitations for making amendments to three years.
Check with employment attorneys or HR consultants to help them navigate this complex and evolving landscape.
Wednesday Jan 24, 2024
Wednesday Jan 24, 2024
Hear from Melissa Simmons here, who is an Experienced COO and Executive Coach and the founder of Luminology, an executive leadership program centered on introspective coaching and strategic planning. In this oidcast, we discuss the philosophy is curiosity.
Get more info at her website https://www.luminology.co/
#thehrlady #curiosity #introspective
Wednesday Jan 17, 2024
Wednesday Jan 17, 2024
Listen to Vanessa Broers here, who is a Transformational Speaker, Author, and Coach who is known as a “Culture Shaman". She works in depth with companies to shift their culture to one that honors the human experience in service of human performance.
Learn more at her website https://www.vanessabroerscoaching.com/
#thehrlady #podcast #culture
Monday Jan 15, 2024
Monday Jan 15, 2024
On March 11, 2024, the 2021 Independent Contractor Rule ends, and the FLSA Rules Change, making it more challenging to classify individuals as contractors.
The official website and "final rule" information can be found at this website https://www.federalregister.gov/documents/2024/01/10/2024-00067/employee-or-independent-contractor-classification-under-the-fair-labor-standards-act
The Department of Labor's Application of the Economic Reality Test
(1) the extent to which the services in question are an integral part of the `employer[']s' business;
(2) the amount of the so-called `contractor's' investment in facilities and equipment;
(3) the nature and degree of control by the principal;
(4) opportunities for profit and loss; . . .
(5) the amount of initiative judgment or foresight required for the success of the claimed independent enterprise[;] and
[(6)] permanency of the relation.”
The guidance cautioned that no single factor is controlling, and “ordinarily a definite decision as to whether one is an employee or an independent contractor under the [FLSA] cannot be made in the absence of evidence as to [the worker's] actual day-to-day working relationship with [their] principal. Clearly a written contract does not always reflect the true situation.”
PS: The first federal lawsuit against this updated was filed on January 16. Stay tuned!
Wednesday Jan 10, 2024
Wednesday Jan 10, 2024
In this adult language podcast, Wendy and JC discuss a few lawsuits brought on by the EEOC and how to avoid being on this list in 2024 and beyond.
Crappy leaders lose in the end! #thehrlady
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