Salaried workers making under $43K will earn OT under new rule | How supporting neurodiverse workers supports business | What a "committed sardine" can teach leaders
The Department of Labor has set the new annual salary threshold for salaried managers to receive overtime pay at $43,888, up from the current $35,568. The new threshold is effective July 1, and will rise again on Jan. 1 to $58,656.
Companies can attract and hire more neurodivergent employees by revamping traditional hiring practices and offering more support and flexibility that can allow those team members to put their unique skills to work, writes Anthony Pacilio, the vice president of Neurodiverse Solutions at CAI Neurodiverse Solutions. "When employees feel supported in their work environment, they are more engaged, loyal and motivated to contribute, demonstrating that inclusivity is a smart business strategy," Pacilio notes.
A global BambooHR report shows more employees requested paid time off in the first quarter compared to the same period last year, but employers' approval of the requests dropped by 6%. The report also found hiring decreased by 24% over the past year, while turnover fell by 26%.
IKEA parent Ingka Group is incorporating AI understanding within the organization through an education initiative for about 3,000 employees and 500 executives, with courses ranging from fundamentals, which will be available to all employees, to specialized training and an accelerator program. IKEA is also developing AI tools both internally and with suppliers, such as the Hej Copilot that Microsoft and IKEA created to help employees with various tasks.
Strong leaders are generous, genuine, inclusive, able to listen and customize growth opportunities for their team, writes Joe Davis, a managing director and senior partner at the Boston Consulting Group and author of "The Generous Leader: 7 Ways to Give of Yourself for Everyone's Gain." "Leaders must be highly effective managers with exceptional core business skills. But they must also bring their hearts front and center into their leadership: they must be generous," Davis writes.
I learned first hand the value of generosity from watching my parents. Over the years, I watched them give away cars, computers, goods, money, time and more. They always did it with discretion, wisdom and a kind heart. They were never grudging in their giving.
“Why would I be?” Dad often said. “Anything I have is from God anyway. I’m just the steward.”
Generosity is the hallmark of great leaders, according to consultant and author Joe Davis. He says that people who are generous connect personally with others; they are good listeners; they are kind and welcoming to everyone and want to see others succeed; they see other people’s strengths and support their growth; they look for opportunities to give; and they are humble and authentic.
I’ve seen these qualities shine in the people I know who are generous. Many of them are leaders -- college professors, business owners and pastors. Their generosity is not so much an action as it is a character trait. Their hands and hearts are always open to those around them. That’s why they draw people to them and why they are successful.
How can you build generosity in your character? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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