Each year I start with a blog about predictions for the upcoming year for HR professionals. This year as we look to 2024 there will be some interesting things happening. Some of the more popular HR topics this year will include:

Less pressure on wages:

As inflation slows down, the recent upward pressure on wage rates is expected to slow. Where we will see financial challenges is for those lower-income employees who are renters or new home buyers. Both rent and mortgage rates will likely continue to create barriers for these individuals. We do have a new minimum wage in Michigan of $10.33 per hour. Good luck finding employees to work for that rate.

Compensation transparency

While there hasn't been obvious movement on this since it was introduced to the Michigan legislature in the spring, the concept of pay transparency is more mainstream than it has ever been. Expect your Millennial and Gen Z employees to be looking for this.

Artificial Intelligence:

We heard a lot about AI in 2023 and have only just scratched the surface. Many HR professionals are using AI technology either independently or as it is incorporated into HRIS systems for things like job postings, etc. Ignore this one at your own peril.

Remote work:

Now that Zoom, Amazon, and GM (to name a few) are calling people back, isn't this a thing of the past? Not so quick. What we're seeing is that the best cultures are coming together but are staying flexible. Employees like the balance of not having to face a commute on a bad weather day or to stay home to focus on a detailed project. We also know that we are social creatures who miss each other when we are apart. The HR challenge will be to balance all of this.

Michigan Earned Sick Time and Minimum Wage Acts are back in the news:

Are these still kicking around? Yep. Last year I wrote a blog about these being overturned by the appeals court. Now they are in front of Michigan's Supreme Court. Do we know what the Michigan Supreme Court will decide? Nope. This will be one to watch especially for organizations with less than 50 or those with tipped employees.

Union Activity:

In a state where union activity has been quiet in the past several years, we're looking for some potential changes in 2024. The highly public strike at the automakers this past fall made other production employees take another look at their own compensation. This happened just after the State of Michigan repealed it's Right to Work Legislation and the NLRB made it easier for employees to gain union representation. If you are in an industry where unionization is a possibility, this is the year to keep a close eye on the satisfaction level of your workforce.

It's an Election Year!

Last but certainly not least, we are heading into potentially one of the more acrimonious election cycles in our nation's history. At a time when polls are showing that people have significant angst over politics and feel overwhelmed by the constant news cycle, expect emotions to be rawer than normal. To help mitigate this, it's going to be important to set expectations for your employees early on when it comes to political discussions in the workplace. Reminding them to avoid pushing political hot buttons and having extra empathy for others will be important.

If you need help navigating your organization through the HR challenges 2024 brings our way, our HR team at Rose Street Advisors is here to help. Give us a call today.

Happy New Year!

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

Meet Kevin Brozovich, energetic entrepreneur, people-focused team-builder and HR practitioner-turned consultant. For almost 10 years, Kevin was Founder and Chief People Officer of HRM Innovations, a Kalamazoo-based Human Resources consulting firm many would consider the top in the region. After pulling his hair out making daily decisions about running the business (does it matter where the coffee comes from?), Kevin joined forces with the Rose Street Advisors team so he could solely focus on what he loves most: working with clients.

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The holidays are here and while they can be a wonderful time, they are also stressful. In addition to all the personal activities, this is typically the time that goals, performance evaluations, and year end reports are due.

Here are some pointers for helping your employees survive and thrive during the holiday season:

Accept some changes in productivity:

· Between heightened work demands and holiday activities, completing our normal day to day work projects can be a challenge. Give some grace as we race to the end of the year.

Honor a variety of holiday parties:

· Recognize that your employees may celebrate different holidays than you. Whether they celebrate Christmas, Hanukkah, Diwali, Eid al-Fitr, the Solstice, Kwanza, or something else, leave space for them to celebrate their special time.

Allow for flexible schedules:

· With all the competing activities plus gift shopping, it’s helpful to accommodate employees’ need for time away.

Avoid scheduling work related evening commitments:

· Between professional events, school activities, family and friends’ gatherings, December evenings are at a premium. Limit evening work commitments.

Encourage undisturbed time off:

· When your team members do schedule time off, try not to disturb them. This applies all year long. You can set the example by not working during your time off.

Provide healthy food options:

· We all enjoy a sweet holiday treat, but your teams' waistlines may appreciate having a different option available.

Limit personal financial requests:

· When The holidays are filled with requests to spend money on gifts, activities, and to make donations. Try to avoid putting additional personal financial pressures on your team during November and December.

Show your appreciation:

· 2023 was another big year. As 2023 winds down and we gear up for 2024, let your folks know that you appreciate their work this year.

Our Team at Rose Street Advisors wishes you a wonderful holiday season!

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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Picture this. You’re a new employee at your organization and on your first day, they give you the employee handbook. What’s your reaction: Is it written in a way that you might actually read it? Does it represent the kind of culture described during the recruiting process? Is it up to date with the latest legal requirements? During 2023, there have been several legal changes, for example: • The Elliott-Larsen Act was amended to include protections against discrimination based on sexual orientation and gender identity. • The CROWN Act was passed and further modified Elliott-Larsen. • The NLRB has added additional guidance that impacts employee rights and work rules. If you’re not proud to share your handbook, or you haven’t updated it this year, it’s time to give us a call. We’re happy to help.

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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Early in my career I hired someone who came to us from local government where compensation information was publicly available. Right after she started, a coworker asked about her compensation, which she shared. Since she was paid more than her longer tenured peer, it created quite the fuss. At that point, sharing compensation at work was taboo. Now, there’s a push to open those conversations so employees can assure compensation equity. Since 2020, nine states, including Maryland, Colorado, Nevada, Connecticut, California, Rhode Island, Washington, Illinois, and New York have passed pay transparency laws. An additional 15 states, including Michigan, have pay transparency laws pending. What does this mean for Michigan based employers? If you don’t have a defined compensation system with grades and ranges and well-organized data, now is the time to develop one. Whether you intend to share compensation information or not, you will want to ensure that you are compensating employees equally for similar work. Whether or not the State of Michigan enacts the transparency laws that were introduced this spring, having your compensation house in order is good business. Not certain how to improve your compensation system? We can help!

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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Let’s start this blog with some honesty. We can usually make a blog topic interesting or at least a little bit fun. This one is the exception. I’ve procrastinated writing about this because, frankly, it’s a bit underwhelming. With that, HR professionals need to know that this is changing and can’t be ignored. Here’s what you need to know: THERE IS A NEW I-9 FORM! The good news is that it is now a one-page document with the list of acceptable documents on the back (unless you use a translator or are getting rehired, that’s a separate page). The new form, including instructions, is available here and you should start using it. You can use the old form until October 31^st, 2023. After Halloween passes, you will be required to use the new one. One impact is that you can only conduct I-9 verifications electronically if you are a registered and active E-Verify user. If you’ve found a way to make this announcement fun for your team, be sure to let us know. Pictural proof would be even better. Have an HR question? Let us know, we can help!

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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In today's fast-paced world, the role of Human Resources (HR) professionals is evolving, thanks to the integration of Artificial Intelligence (AI) technology. AI is revolutionizing various industries, and HR is no exception. HR professionals are now leveraging AI to streamline processes, improve decision-making, and enhance overall efficiency in managing the workforce. Let's explore some exciting AI uses that are transforming the HR landscape and empowering professionals for a brighter future.

Recruitment and Talent Acquisition:

Recruiting top talent is one of the most critical tasks for HR professionals. AI-powered tools can significantly improve the recruitment process by automating repetitive tasks like candidate sourcing, resume screening, and interview scheduling. AI algorithms can analyze candidate data and assess potential hires based on specific criteria, helping HR professionals identify the best-fit candidates more efficiently and reducing the time-to-hire significantly.

Employee Onboarding and Training:

AI-based onboarding platforms offer personalized training modules for new hires, ensuring a smooth transition into the company culture. These platforms can adapt to individual learning styles and pace, enhancing the effectiveness of training programs. Furthermore, AI can monitor employees' progress and identify areas for improvement, enabling HR professionals to tailor ongoing training initiatives to meet specific needs.

Employee Engagement and Satisfaction:

AI-driven sentiment analysis tools allow HR professionals to gauge employee satisfaction and engagement levels. These tools can analyze feedback from various sources like surveys, emails, and social media to identify trends and concerns in real-time. Armed with these insights, HR professionals can implement targeted strategies to boost employee morale and productivity.

Performance Management and Predictive Analytics:

Traditional performance evaluations often suffer from biases and inaccuracies. AI-driven performance management tools offer a data-driven approach to employee assessments. By analyzing employee data, such as productivity, feedback, and project outcomes, HR professionals can make fairer evaluations and identify high-potential employees for future leadership roles.

Workplace Diversity and Inclusion:

AI can play a pivotal role in promoting diversity and inclusion in the workplace. Algorithms can help HR professionals identify and rectify potential biases in job descriptions, recruitment processes, and performance evaluations. Additionally, AI can support HR professionals in creating more inclusive employee resource groups and fostering a culture of acceptance and understanding.

Conclusion:

As AI continues to advance, the role of HR professionals is becoming more strategic and transformative. By integrating AI into their operations, HR professionals can focus less on repetitive administrative tasks and more on building stronger relationships with employees and shaping a positive work environment. Embracing AI in HR practices enables professionals to make data-driven decisions, nurture employee potential, and drive organizational success. However, it is essential to strike a balance between technology and the human touch to ensure that the core essence of HR—caring for employees' well-being and growth—remains intact. As we move towards an AI-powered future, HR professionals will undoubtedly play a pivotal role in shaping a thriving and inclusive workforce.

Does this blog sound different from my normal posts? It should, I didn’t write it. I asked ChatGPT to write a 350-word blog on AI uses for HR professionals and this is what it produced. Some aspects of this are great ideas that I’m certain we’ll hear more about in the future, but others are frankly quite scary.

We’ll be diving deeper into the impacts of AI in the workplace at the Rose Street Seminar in September. In the meantime, we’d love to hear your thoughts on AI. Are you using it at work? If so, how? What has been the result?

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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Creating a Respectful and Open World for Natural Hair

The CROWN Act was recently passed by the State of Michigan. The Act prohibits discrimination based on “natural and protective hairstyles”, particularly those associated with race by updating the Elliott-Larsen Civil Rights Act to include this category. The intent is to end discriminatory practices in employment, housing, education, and places of accommodation based on hairstyle. This would be a good time to review your handbook and dress code policies. Your EEO policy should include a reference to hairstyle discrimination. And, if you have them, hairstyle specifications should be limited to those necessary to meet safety or sanitation requirements. If a professionalism standard is described, it must not limit the ability to wear those hairstyles typically associated with race. Have questions or need help updating your policies? The Human Resources Consultants at Rose Street in Kalamazoo are ready to help you!

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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The Three R's: Recognition, Rewards, and Retention

Last week we cohosted a Leadership Oasis event with our friends at Bronson’s Helpnet. We brought in a group of panelists to discuss employee recognition, rewards, and their impact on retaining employees. Our panelists included experts from the total rewards group at Bronson as well as two manufacturing CEO’s whose organizations excel at recognizing their employees. We learned a lot and had some laughs along the way. Some of the key takeaways from the discussion included: ⁃ Know what motivates your employees and customize your rewards to match. Different employee generations and personalities want recognition in different ways. Make certain that you cover the recognition needs of all employees. ⁃ Engage all employees in the process of providing recognition. Leaders can’t cover every employee all the time. Building a culture of recognition for all employees is critical to ensuring that everyone receives the recognition that they need. ⁃ Leaders need to value the act of recognizing their employees. A question was asked about how you manage leaders who don’t always support employee recognition activities. One answer was very direct. Leaders who don’t recognize employees don’t have a place in our company. Yes, it’s that important. ⁃ Not all recognition efforts are a success. We asked about one that failed. Our panelists shared that some have been more impactful than others, but all their efforts had connected with some employees. Some more than others. ⁃ What recognition made a big impact for minimal investment? A handwritten note sent to the employee’s home address thanking them for their work. Not only does it recognize the employee, it engages the family as well. ⁃ Doing employee recognition takes time. There’s no way around this one. Genuine recognition takes time to do well. Make the time. Do you have some types of recognition that you’ve found to be particularly effective? We’d love to have you share them with us! Have an HR question? Our talented HR team is ready to help.

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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On Friday, March 24th, almost exactly 10 years after Michigan passed their right to work laws, the State repealed them. What does that mean for HR and business leaders? First off, it is important to understand what the Right to Work laws do. Michigan’s Right to Work law made the payment of union dues voluntary for employees of unionized companies. Under the law, even if most employees vote to unionize, some may choose not to support or join the union. Those employees could choose not to pay union dues even though they benefit from the terms of the bargaining agreement negotiated by the union. The result of employees choosing not to pay dues was a weakened negotiating position and decreased revenue from union dues. The repeal of the Right to Work legislation now means that all members of a bargaining unit in a unionized company will be required to pay union dues. This provides more resources to the unions. The impact on businesses is that this could make unions stronger and, when coupled with the willingness of the NLRB to support unionization activities, could make it easier to unionize additional organizations. If you want your organization to stay union free, we recommend that you focus on creating a positive work environment, paying competitive wages, and treating employees well. That’s the winning recipe for building a great culture and keeping employees engaged. Need help creating the ideal work environment? Give us a call. The HR team at Rose Street would love to help you.

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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On March 8^th, the Michigan Senate passed an amendment to the Elliott Larsen Civil Rights Act. Elliott Larsen, passed in 1977, provides protection from discrimination based on religion, race, color, national origin, age, sex, height, weight, familial or marital status. Previously passed by the House, the new amendment adds LGBTQ rights to that list. If you’re wondering, “wasn’t this already included?” The answer is yes, sort of. Last summer, the Michigan Supreme Court determined that the definition of “sex” in the law included protections for LGBTQ individuals. This amendment codifies that decision into law and would make it more difficult for a future court to overturn that decision. What’s next? The governor has already said that she will sign the bill so it will be going into effect shortly. As an employer, you should check your handbook and antidiscrimination policies to ensure that they include protections for LGBTQ folks. They should already be there. If not, now’s the time to make an update. Have questions? Give us a call, we’re happy to help.

Kevin Brozovich

SPHR | CHIEF PEOPLE ADVISOR

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