BRIK HR

BRIK HR BRIK HR is your partner for inclusive and compliant growth.

We help startups and nonprofits navigate HR regulations, implement DEI strategies, and create workplaces where everyone feels valued and empowered.

Change is here, but so is the opportunity to lead with purpose. Let’s build stronger, fairer workplaces together. ...
01/24/2025

Change is here, but so is the opportunity to lead with purpose. Let’s build stronger, fairer workplaces together.

How Does the EEOC Repeal Affect Workplaces Committed to Equity?When protections or guidance from the EEOC are repealed, ...
01/24/2025

How Does the EEOC Repeal Affect Workplaces Committed to Equity?

When protections or guidance from the EEOC are repealed, it can shake up efforts to create equitable workplaces. Here’s how it could impact your team:

1️⃣ Less Accountability: Without strong enforcement, some companies might deprioritize equity initiatives.

2️⃣ Reduced Transparency: Pay gaps and hiring biases could go unnoticed if data reporting isn’t required.

3️⃣ Uneven Standards: Workplaces truly committed to equity may face challenges competing with less-regulated organizations.

4️⃣ Voluntary DEI Efforts: Equity-focused companies will need to double down on DEI work, even without mandates.

5️⃣ Chilling Effect: Employees might feel less empowered to report discrimination, weakening workplace trust.

What Can Workplaces Do?
✅ Strengthen internal policies.
✅ Prioritize transparency & data sharing.
✅ Provide safe spaces for employees to report concerns.
✅ Invest in DEI training.
✅ Collaborate with equity-focused organizations.

Equity isn’t just about regulations—it’s about doing what’s right for your people. Let’s keep pushing forward!

Are you compliant with the Pregnant Workers Fairness Act (PWFA)?The PWFA is a significant federal law that has enhanced ...
07/16/2024

Are you compliant with the Pregnant Workers Fairness Act (PWFA)?

The PWFA is a significant federal law that has enhanced employees’ rights to receive reasonable accommodations at work for pregnancy, childbirth, and related medical conditions. It also imposes new responsibilities on employers.

Although the law took effect nearly a year ago, the Equal Employment Opportunity Commission (EEOC) has only recently issued its Final Regulations, effective June 18th, 2024, to implement the PWFA.

Is your organization compliant with the PWFA?

Allyship is a verb, not a label‼️
07/03/2024

Allyship is a verb, not a label‼️

“On April 19, 2024, New York Governor Kathy Hochul passed an amendment to New York Labor Law § 196-b, covering paid sick...
06/27/2024

“On April 19, 2024, New York Governor Kathy Hochul passed an amendment to New York Labor Law § 196-b, covering paid sick and safe leave, to include “paid prenatal personal leave” for pregnant employees.

Effective January 1, 2025, all employers with NY employees must provide pregnant employees in New York with 20 hours of paid leave in a 52-week period for health care services related to their pregnancy. This leave is provided in addition to any paid sick or safe leave provided to the employee under New York law.

✨What is pregnancy related medical care?
The amendment lists “physical examinations, medical procedures, monitoring and testing, and discussions with a health care provider related to the pregnancy” as examples of pregnancy related health care.

✨How are employees who take prenatal leave compensated?
Employees who take prenatal leave must be compensated at the employee’s regular rate of pay, or minimum wage, whichever is greater.

✨When must employees be allowed to use prenatal leave?
Prenatal leave must be made available to employees at the time of hire.

✨In what increments can leave be taken?
The amendment specifies that employers must allow employees to take leave in increments of no less than one hour.

✨Does prenatal leave accrue or carryover?
Unlike paid sick and save leave, employees do not accrue prenatal leave or carry it over from year to year. Employers are not required to pay out any unused leave upon separation.

✨Next Steps
Employers with New York employees should review and revise their leave policies to provide the required leave in preparation for the January 1, 2025, deadline.”

Source: Sequoia Blog

Overtime Rules Get a Major Overhaul: What It Means for Your Bottom Line and Employee MoraleThe Department of Labor dropp...
06/21/2024

Overtime Rules Get a Major Overhaul: What It Means for Your Bottom Line and Employee Morale

The Department of Labor dropped a bombshell for employers and employees: a significant update to the overtime pay regulation. If you manage a team, this is a must-read.

What's Changing?

Higher Salary Thresholds: Salaried employees making less than $58,656 annually will now be eligible for overtime pay (time-and-a-half for hours worked over 40 per week). This is a substantial jump from the previous threshold of $35,568.

Phased Implementation: The new threshold will be implemented in two phases:
July 1, 2024: $43,888
January 1, 2025: $58,656
Regular Updates: The salary thresholds will be adjusted every three years to keep pace with wage growth.

The Pros and Cons: A Balancing Act

For Employers:
Pros:
Legal Compliance: By adhering to the new rules, you'll avoid potential lawsuits and fines.
Attracting Talent: Offering overtime pay could make your company more appealing to job seekers.

Cons:
Increased Costs: You may need to budget for additional payroll expenses or restructure roles to manage overtime hours.
Operational Adjustments: You might need to re-evaluate work schedules and staffing levels.

For Employees:
Pros:
Fair Compensation: More workers will be fairly compensated for overtime hours.
Improved Work-Life Balance: The potential for overtime pay may encourage employers to manage workloads more effectively.

Cons:
Potential for Reduced Hours: Some employers might limit hours to avoid overtime costs.
Not Universal: The new rules don't apply to all workers; exemptions exist for certain executive, administrative, and professional positions.

The Bottom Line
While the new overtime rules may create challenges for some businesses, they ultimately aim to provide fairer compensation and better work-life balance for millions of employees. As an employer, it is crucial to review your payroll practices and make necessary adjustments to ensure compliance and maintain a motivated workforce.

Take Action Now:
Assess Your Workforce: Identify salaried employees who will be impacted by the new thresholds.

Review Job Descriptions: Determine if any positions can be reclassified as exempt from overtime.

Budget for Overtime Costs: Factor in the potential financial impact of the new rules.

Communicate Changes: Be transparent with your employees about the new overtime policies and how they will be implemented.

Stay informed: The Department of Labor will continue to release additional guidance on the new regulations. Be sure to stay updated on the latest developments to ensure your company remains compliant and your employees are treated fairly.

Let’s break down barriers and level the playing field, so everyone has a fair shot at achieving their dreams. ...
06/07/2024

Let’s break down barriers and level the playing field, so everyone has a fair shot at achieving their dreams.

When is comes to being compliant, no business is too big or too small. There are regulations for all business sizes. Si...
06/07/2024

When is comes to being compliant, no business is too big or too small. There are regulations for all business sizes.

Size doesn’t matter in the eyes of the law.
Just because your team isn’t large doesn’t mean there aren’t laws that apply to you.

There are local, state, and federal laws and regulations around hiring, employment status, workplace safety, and so much more.

Ignoring compliance requirements has legal consequences such as penalties and lawsuits. Telling the auditor “I didn’t know” has no bearing on impact because you SHOULD have known or put someone in place that does.

The Form 5500 is used to ensure employee benefit plans are operated and managed in accordance with certain prescribed st...
06/04/2024

The Form 5500 is used to ensure employee benefit plans are operated and managed in accordance with certain prescribed standards.
Additionally, the DOL, IRS, and other government agencies use the data from Form 5500 to assess economic trends and policies in employee benefits.

It is important to note that the health and welfare Form 5500 requirement is separate from the Form 5500 that certain employers must file for their retirement/401k plans.

Together, we can build stronger more innovative organizations.
06/04/2024

Together, we can build stronger more innovative organizations.

Address

New York, NY

Website

Alerts

Be the first to know and let us send you an email when BRIK HR posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to BRIK HR:

Shortcuts

Share

Category