News & Resources – Page 4

Here’s Why Skills-Based Hiring May Be Your Company’s Key to Success

In the fast-evolving landscape of recruitment, traditional hiring practices are increasingly being recognized as outdated and ineffective. With global unemployment projected to reach 208 million, despite a vast pool of job seekers, it’s obvious that a new approach is needed. This is where skills-based hiring comes in.

Skills-based hiring, also known as a skills-first approach, focuses on evaluating candidates based on their skills, capabilities, and talents instead of their educational background or degree.

Traditional hiring protocols often rely on screening tools that prioritize keywords and educational qualifications, which can sometimes be misleading and discriminatory. Resumes may not accurately reflect a candidate’s abilities, leading to missed opportunities for talented individuals. Skills-based hiring, on the other hand, allows recruiters to assess candidates directly based on their relevant skills, fostering a more accurate and fair selection process.

Skills-based hiring is gaining traction for several reasons, including:

Efficiency: By focusing on specific required skills, employers can streamline the hiring process, reducing time and resources spent on evaluating candidates who may not have the necessary skills.

Accuracy: Skills-based hiring allows employers to target candidates who have the exact skills needed to perform the job effectively, increasing the likelihood of finding candidates who can hit the ground running and contribute to the company’s success from day one.

Diversity and Inclusion: Skills-based hiring can help mitigate bias in the hiring process by focusing on objective criteria rather than subjective factors like pedigree or personal connections. This can lead to a more diverse workforce, as candidates from various backgrounds have an equal opportunity to demonstrate their skills.

Future-Proofing: In a rapidly evolving job market, skills-based hiring enables employers to identify candidates with transferable skills that can be applied to new roles or technologies as they emerge. This helps future-proof the workforce and ensures that employees remain relevant and valuable in the long term.

Overall, skills-based hiring aligns with the modern workplace’s demand for agility, efficiency, and diversity, making it an attractive approach for many employers.

If this is a strategy you’re interested in learning more about, please contact me at edgar@officiumdc.com or schedule a time to talk here.

Recruiting for a Diverse Future

Establishing a diverse workforce isn’t only an ethical choice, but a good business decision, as research has consistently shown that diverse teams regularly outperform homogeneous workforces when it comes to problem-solving and decision-making.

While there are many perks to cultivating a diverse team, one main finding is that diversity of thought fosters creativity and innovation, as team members have the ability to use their individual experiences and backgrounds to approach complex problems from different angles, offering unique solutions and exciting new opportunities for success.
Another positive is that diverse hiring strategies broaden the talent pool.

When recruiters remove bias, it opens the door for highly talented and actively looking candidates from a variety of age, race, gender, ability and skill groups that could be a team’s missing piece. This not only enhances the quality of hires, but also promotes a more inclusive and equitable workplace culture which can boost a brand’s reputation and set them apart from competitors.

Last but not least, being intentional about diversity in hiring can improve employee engagement and retention, as employees may feel more valued and engaged when they see themselves represented in the workplace. When individuals feel that their presence and contributions are appreciated, it can lead to higher levels of job satisfaction and loyalty.

However, recruiting with diversity and equity in mind requires proactivity. For example:

Companies should establish clear diversity goals like improving diversity in leadership roles

Recruiters/hiring managers should participate in implicit bias training to mitigate any unconscious biases that could influence their decision-making

Companies should differentiate their efforts by attending career fairs targeted towards minority groups, advertising openings on platforms catering to diverse communities, and sharing their DEI commitment in job listings

These examples are just the beginning of a long list of strategies to diversify your workforce. I’d love to share additional ways to incorporate more inclusive and intentional hiring practices into your processes.

Please contact me at edgar@officiumdc.com or schedule a time to talk here.

The Rise of Clean Slate Laws in the U.S.

A glimmer of hope is emerging for individuals with backgrounds through the introduction of clean slate laws. With nearly 100 million individuals in the U.S. living with various forms of records, predominantly stemming from minor infractions like arrests and nonviolent misdemeanors, the need for reform is long overdue.

The two laws that are leading the way towards change are the Clean Slate Act of 2023 and the Fresh Start Act.

The Clean Slate Act aims to help individuals clear their federal records, and the Fresh Start Act proposes federal funding to bolster the implementation of state-level record clearance laws. These initiatives, though distinct in their approaches, share a common goal: to provide a second chance to those burdened by past transgressions.

Unlike traditional expungement processes, which often entail complex legal procedures and hefty fees, clean slate laws offer a streamlined pathway to record-clearing. By automating the clearance process based on predefined waiting periods and crime-free behavior, these laws aim to alleviate the burden on individuals seeking redemption.

As society and the modern workplace lean into inclusivity and fairness, clean slate laws represent hope for millions striving to rebuild their lives.

If you have any questions surrounding this topic, please contact me at edgar@officiumdc.com or schedule a time to talk here.

Navigating the Political Minefield: Can Your Job Survive Your Beliefs?

In the age of social media activism, it’s easy to forget that publicizing our political beliefs can have serious consequences, particularly in the workplace.

Technically, there’s no federal law protecting employees from political discrimination. In fact, in most states, you can legally be terminated if your employer doesn’t agree with your political beliefs.

When it comes to your legal protections, it’s important to understand the difference between affiliation and action, and there’s a fine line between discriminating against someone for their political beliefs as opposed to their political actions. The former targets who you vote for, while the latter takes aim at what you do to support your cause, like attending rallies or posting on social media. Some states protect you on both fronts, and others may only cover one.

While it may be legal to be terminated for how you lean politically, it may not be the best move in workplaces hoping to foster a culture that promotes inclusivity and embraces diversity – integral characteristics of a healthy work environment.

As we head into an election year, it’s so important to lead with empathy and for employers to be transparent about any possible repercussions that may arise around political activities inside and outside of the workplace.

If you have questions about how to navigate political conflicts at work or would like assistance drafting employee policies surrounding this topic, please contact me at edgar@officiumdc.com or schedule a time to talk here.

New DC Laws on the Expansion of Minimum Wage and Pay Transparency

This year, the District of Columbia has introduced significant new laws concerning the local minimum wage and pay transparency. These changes signal a big step forward for fair compensation and equity for D.C. workers. As an employer, it’s important to ensure that you are aware of these updates and implement them properly into your business operations.

The Expansion of D.C.’s Minimum Wage

Signed on January 10th, the new amendment on minimum wage extends coverage of the previously established law to include individuals working two or more hours a week in the District of Columbia.

Prior to this change, the minimum wage law primarily covered workers who spend over 50% of their working time in D.C. and those based in the city. Now, even folks who spend limited time in the area will be entitled to these protections and benefits for the hours they have worked within the district.

This law does not include employees who work across multiple states in the same week, as employers are only required to pay employees the minimum wage in each specific state they are conducting their work in.

Another key update that will come into effect on July 1, 2024 is an hourly rate increase to $17.50 per hour (a 50 cent increase) for non-tipped employees and $10.00 per hour (a $2 increase) for tipped employees.

Pay Transparency Laws

Earlier this year, the Wage Transparency Omnibus Amendment Act was signed in D.C. law. The act mandates increased transparency in hiring practices and offers greater protections for employees.

Set to take effect on June 30, 2024, businesses with at least one employee in D.C. will be required to display pay ranges and prospective benefits information within their job postings.

The new regulation does leave room for interpretation, as it is not yet clear whether the act covers jobs outside of D.C., including remote positions; a caveat that I believe will soon be addressed along with other clarifications.

In a step toward promoting equity in hiring, the law also prohibits employers from requiring applicants to disclose their wage history to avoid decision making based on their past income.

Employers will be required to post a notice highlighting the act in their workplace to inform workers of their new protections.

If you have any questions about these changes or would like assistance in reviewing and updating your policies to ensure compliance, please contact me at edgar@officiumdc.com or schedule a time to talk here.

Deepfake Scams: Safeguarding Your Workplace

As employers become increasingly reliant on artificial intelligence (AI), cyber-criminals have found new ways to negatively exploit this technology. One of the most alarming examples is the rise of deepfake scams, where unsuspecting individuals are manipulated into handing over sensitive information or funds, resulting in sophisticated attacks on a company’s finances and operations.

Hackers are utilizing AI-generated deepfake content such as convincing audio and visual simulations of corporate executives. An example of this is a real-life situation in which an individual deceived an employee via a fabricated video call where they believed they were engaging with their company leaders. Unaware of the scheme, this call resulted in the employee initiating a bank transfer of over $25 million at the “executives” request, leading to extreme financial loss for the company. Unfortunately, this type of attack is not uncommon.

Protecting against this form of fraud requires heightened awareness and proactive measures within organizations, as well as the implementation of strong authentication systems. If you believe you are experiencing a deepfake scam, it’s crucial to take immediate action by consulting your legal team and law enforcement.

As the threat of AI-generated scams continues to increase, companies should remain vigilant and proactive in their approach to cybersecurity. Employers may also benefit from educating employees on potential or known scams, and seeking legal guidance on how to react to possible strikes.

If you have any questions about this increasingly relevant issue or want to talk through strategies to safeguard your business, don’t hesitate to contact me at edgar@officiumdc.com or schedule a time to talk here.

Benefits and Introduction of Hybrid Work Models

Post-pandemic, 74% of U.S. companies have opted to incorporate hybrid workplace models. This modern landscape isn’t one-size-fits-all, and is instead, company-specific and promotes a human-centric approach that’s focused on flexibility, collaboration, autonomy and empathetic leadership.

Studies show that hybrid schedules also address the shortcomings of remote work experienced during the pandemic such as trouble managing workplace culture, decreased engagement, inability to establish and maintain relationships, and poor access to support from leadership.

In addition to these factors, a hybrid workplace landscape in many ways has had a positive impact on long-standing workplace accessibility and equity issues for workers with disabilities and medical conditions, those with caregiver responsibilities, and more.

Hybrid work models don’t look the same at every company, and they shouldn’t. Each company comes with their own workplace culture and employment needs. However, there are a few popular formats, including:

Designing an environment that promotes safety and inspiration. This may include offering a variety of comfortable or private workspace options, access to team-building opportunities such as a pingpong table or outdoor picnic spaces, and free energy-boosting refreshments such as coffee/tea and healthy foods.

Mandating that employees be present in the office a set number of days per month chosen by them. This provides workers with the flexibility to choose a schedule that works for them and their responsibilities outside of the workplace such as childcare and medical appointments.

Hosting company or team-wide meetings and opportunities/training for career advancement in the workplace to encourage relationship building and connectivity.

Despite the aforementioned benefits of hybrid work, it can still be met with some hesitancy, especially when transitioning back from a fully remote environment. Because of this, it’s important that:

Employers are intentional and transparent with employees about the reason and desired outcomes for incorporating a hybrid schedule.

Employers aim to support employees with barriers and hardships that returning to the office might bring, such as transportation expenses, travel time, childcare costs and family responsibilities. To combat this, companies should consider providing paid parking, flexible schedules, transit passes, childcare stipends, etc.

Hybrid work structures will likely be the way of the future, as studies show that this type of schedule results in increased productivity, company loyalty and overall well-being of employees from all levels. If you’re considering establishing a hybrid work model and would like to discuss examples and a format that might work best for your company, please reach out to edgar@officium.dc or schedule a meeting here.

Virginia’s Non-Compete Wage Cap Increase in 2024

On January 16th, Virginia implemented significant changes to non-compete agreements, particularly for low-wage earners. Under this law, these agreements cannot be enforced for employees earning below the updated annual salary threshold of $73,320, or an average weekly wage of $1,410.

In light of this change, employers are urged to review their post-employment agreements and non-compete policies to make any necessary updates to adhere to state and federal regulations. Taking action will help to avoid penalties, which can be severe, including fines up to $10,000 per violation.

This legislation reflects a national trend, with groups like the Federal Trade Commission and the National Labor Relations Board moving to limit non-compete clauses across the board.

Based in Maryland? Learn about updates to Maryland’s non-compete agreement laws here.

If you have questions about changes to non-compete regulations in MD or VA, or any other employee issues, please reach out to edgar@officiumdc.com or schedule a meeting here.

Minimum Wage & Poster Changes Introduced in 2024

Each year, businesses’ are impacted by new employment regulations, and one such regulation being introduced in 2024 is the minimum wage increase in several cities, counties and states across the U.S.

While many of you compensate employees above the minimum wage, you still need to be aware of the changes. We recommend you do the following as you begin the new year:

Verify, or adjust payroll accordingly, to ensure that you’re paying all employees at least the minimum wage required for your state, county and city.
Change mandated posters that list minimum wage.

Maryland Employers: Please note that the new minimum wage, effective January 1, 2024, will be $15.00/hour. This wage is required regardless of company size, which is a change from previous years.

District of Columbia Employers: Please note that the new minimum wage, effective July 1, 2024 will be $17.00/hour.

Do you have employees located in other states? Here’s a link to an article that lists all the minimum wage changes coming in 2024.

Labor Law Posters

As an employer, you should also ensure that your business is compliant in displaying required posters. Please visit https://www.laborposters.org/ for a list of all labor law posters for federal, state and local levels, that are required for your business. Keep in mind:

Posters need to be displayed in an area where all employees have access to them. If you have employees who come into an office, consider posting them in a breakroom.
If you have a remote workforce, or a hybrid/blended workforce, you should store digital versions of posters on a shared drive where employees can access them at any time, and communicate that location to employees.
District of Columbia Employers: You have until February 1, 2024 to post the updated Paid Family Leave employee notice introduced in October 2023. The PFL notice is available in multiple languages and can be downloaded using the links below.

If you have questions about changes to the upcoming wage changes, or any other employee issues, please reach out to edgar@officium.dc or schedule a time to speak with me here.

Understanding Maryland’s Updated Non-Compete Agreement Laws

In a significant development for employers in Maryland, Senate Bill 591 has introduced modifications to the salary threshold that determines the permissibility of non-compete provisions in employment contracts.

As of January 1, 2024, Maryland employers are now prohibited from requiring employees earning $46,800 or less annually to enter into non-compete agreements. This represents a substantial increase from the previous threshold of $15.00 per hour or approximately $31,200 annually.

While the threshold is based on the minimum hourly wage, it still applies to exempt employees who are paid on a salary basis, and who are paid less than the $46,800 maximum.

The threshold will continue to increase automatically each year as wage limits inevitably change, and such protected employees may still be bound by non-solicitation agreements and other covenants to protect trade secrets or confidential information.

It’s crucial for employers to review employment contracts for any non-compete or conflict of interest provisions that violate the new threshold, as they are now invalid, even if an employee voluntarily entered into it. This review should also consider the upcoming minimum wage increase and subsequent rise in the non-compete threshold.

The new amendments signify a proactive approach to safeguarding employee rights and promoting fair employment practices.

If you have any questions about these changes or would like assistance in reviewing and updating your policies as it pertains to this change or any other HR needs, please contact me at edgar@officiumdc.com or schedule a time to talk here.