SHRM 2024 - and SHRM in General: We Poop on You

What happens when generational stereotypes about Millennials and Zoomers collide with the realities of the workplace? On this episode of Jaded HR, we’ll unpack the surprising truth about a newly hired HR administrator who defies these labels, and share our unfiltered thoughts on the SHRM national conference. You’ll hear us laugh, rant, and rave about the tech glitches that wiped out a whole episode, and the rollercoaster ride of emotions when we lost Jason Sudeikis as a speaker and got Al Roker instead. Oh, and if you’re from Tyler, Texas, you might just get a special shout-out!

Ever wondered how SHRM’s focus has shifted over the years from certifications to celebrity appearances? We dig into the nitty-gritty of SHRM’s evolving landscape, including the infamous split with HRCI and the ramifications for HR professionals everywhere. With skyrocketing membership dues and a perceived decline in resource quality, we question whether SHRM is really worth it. And we won’t shy away from the hot topic of politics in professional organizations, particularly Johnny C. Taylor’s advisory role to Trump and how it’s influenced SHRM's direction.

But it’s not all doom and gloom. We’re big believers in the power of fan feedback, and we share our excitement over messages from listeners like you. From the mishandling of HR responsibilities in a family-owned company to the joy of connecting with our audience, this episode is packed with stories that will make you laugh, think, and maybe even shout at your device in agreement. Don’t miss our call to action for modernizing SHRM’s approach, and get to know our voice artist, Andrew Kolpa, along with the music by the Underscore Orchestra that keeps us all grooving through those HR WTF moments!

Chapters

• 0:02 Jaded HR Podcast
• 14:04 SHRM Membership and Certification Concerns
• 25:34 HR Professionalism and Social Media
• 34:12 Interactive Feedback and Audience Engagement

Transcript

Speaker 1: 0:02

Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content. These HR experts' views are not representative of their past, present or future employers. If you have ever heard my manager is unfair to me. I need you to reset my HR portal password, or Can I write up my employee for crying too much? Welcome to our little safe zone. Welcome to Jaded HR.

Speaker 2: 0:54

Welcome to Jaded HR, the podcast by two HR professionals who want to help you get through your workday by saying everything you're thinking but say it out loud I'm Warren, I'm Cece.

Speaker 2: 1:01

Well, thank you to all of our listeners who listened to our Encore episode two weeks ago, because we had just a technical malfunction Only the second time in four years that that's happened, that we couldn't even use something we recorded. So Feathers and I had it happen once upon a time and we just it was in the recording process, we just in the middle of it we said you know what? It's not working, we'll try again. But we had a whole episode seemingly recorded, but when you go to edit it it was pretty much garbage. I mean technically garbage, not quality wise. It was digital sounds and blanks and scratches and things like that as I knock over my microphone and things like that.

Speaker 3: 1:46

Dare I say it was the best podcast episode ever, exactly. You'll just never hear it, so you'll have to take our word for it.

Speaker 2: 1:53

So exactly. It was so awesome the service couldn't handle it. That's what it was. We want to thank our Patreon supporters. We have Hallie, the original Jaded HR Rockstar Bill. We also have Michael. Michael should be getting his Jaded HR sticker now because he's been donating for three months now. So I think that's the threshold for getting a free Jaded HR sticker Not free donated for three months. So now you get it. So yeah, we'll have to do some original content.

Speaker 2: 2:23

I think I've done two things for the Patreon supporters. One was just a rant while I was driving. It was A a rant, and B I wanted to test out some mobile recording using the cell phone, and I forget what the other one was. But they've gotten two special episodes so maybe I'll come up with something new for them. But I have another person to thank whose name I do not know, a listener from Tyler, texas, with the last four digits of their phone number is 3233, used the fan mail option in the show notes to text us and they said the nicest thing anyone has said about millennials with the crying face the bourbon Christmas special, and I meant to listen to that again, but I didn't have a chance today because this text came in yesterday so I didn't get a chance to listen to it again. So I want to see exactly what I said.

Speaker 2: 3:18

But I'm not too bad on millennials. I like millennials. It's the Zoomers. I'm pretty hard on millennials. I like millennials, it's the Zoomers I'm pretty hard on. And I'm sure the millennials will get there, or the Zoomers will. As they grow up and mature a little bit they'll be better.

Speaker 3: 3:32

So and I also yeah, and then Alpha will come into play.

Speaker 2: 3:35

Yeah, I think. Will I be retired by the time Alpha hits the job market? I may be, so we'll have to see about that.

Speaker 3: 3:45

I literally just had an alpha.

Speaker 2: 3:48

Exactly. I do not intend on working in another 18 years that is past my expiration date but I hired a HR administrator. It started last month and she's fresh out of college. She is a Zoomer, but she breaks every stereotype, every bit of it, so I'm really happy. Don't think she would ever listen to this podcast and this is sort of segwaying unintentionally into our topic. We were having a discussion about what her goals are and she wants to get her uh, sherm certification and I'm going to encourage it. I'm going to I'm not going to say, yeah, really you don't need that, but I'm going to encourage it and I'm going to get the company to pay for it some way somehow and and and do that for her. But yeah, but our topic is sherm 2024. Chicago was two weeks ago, because that's what we were recording about two weeks ago and that turned to garbage. Maybe, oh, maybe, it's JCT didn't want this episode to get out, that episode to get out.

Speaker 2: 4:53

So we'll see if it happens yet again we're being spied on, but anyways, shrm 2024 was in Chicago two weeks ago and neither of us were there and so, but I had some, had some, some thoughts on it, and you've been to some SHRM, so you've you've had some actually good experience there. Tell, tell us about your experiences going to the SHRM national conference.

Speaker 3: 5:17

Yeah, so I went. Oh, did I go to one or two? I feel like I went to maybe two, but I had a great time and that's only because I get energized by being around people in the industry who are very passionate and, let's be honest, most of the people who go there are going to be your HR nerds so extremely passionate people. I don't think I really like I'm going to take this back. I did learn one thing. So I was going to say I don't know if I learned a lot while I'm there. I think it's more like being in the experience and stuff like that. I did take away something for some leadership competencies that someone else was doing because it was a nice little beg, borrow, steal situation. But yeah, I personally had a blast in Vegas, so that was awesome.

Speaker 2: 6:05

Well, and that's a lot of the feedback I've heard the people they go, they have a great time, they have a blast, they enjoy it, but there's no there. There, there's not a lot of content. You're not going away with 10 life-changing things that's going to improve your HR world and things like that. And I've never been to a national conference. I've been to multiple state conferences up in Virginia but those are a little bit more it seems to be more content-driven than maybe the national ones. Because one of the things when we came up with this topic a couple weeks ago my goal One of the things when we came up with this topic a couple of weeks ago my goal I pulled up the list of presenters on the SHRM website and first there's like 300 of them. So my goal was to actually go through those presenters and sort of categorize them as in practitioners or consultants or motivational or authors or all the above. And I only got to B or C in that before I gave up because it was just an all-time encompassing task. But I think I had one or two practitioners. By the time I got to the last name, c or wherever it was, I stopped and the rest were motivational speakers and consultants and and things like that, and that I just I don't get much out of those people when I see, the first thing I do when I get an invite to any sort of conference or online seminars, I look at the speakers. I see who they are and what their their background is and I, yes, I am very judgy. That's what, that's what Xers do. We're judgy as hell. And I look and say, okay, not going to get anything out of this, but but there are a handful of people out there in for the next fan mail. I'd love to get some fan mail from you to listeners who are out there on the speaking circuit that you are going to stop and go to it when you see their name. So I have some names and a lot of them have been guests here. John Hyman is someone that if he's speaking, I'm going to try and join. David Miklas, kate Bischoff Gosh, I'm trying to think. Suzanne Lucas They've all been on the show before and if they're speaking, I'm going to go because they have the experience. And first, attorneys overall, I enjoy listening to employment law attorneys. That's where I learned so much, and actually next week I'm going to a local labor and employment seminar. That's all day long and I'm going to get a lot out of it, but I hope I always do. I'm like a dozen of these and I keep going because I get a lot out of it. But when hope I always do a dozen of these and I keep going because I get a lot out of it.

Speaker 2: 8:46

But when I start seeing motivational speakers, I did. I'm not going to name the company an HRS company. They did a all day thing very recently and I wanted the credit, so I did it and I might, honest to God, full intent was to watch it and pay attention and try and gain something out of it. Couldn't do it. They were all pie in the sky live your best life, do your best thing, try real hard. And all of them were hawking something. They wrote a book, they have a podcast, they have some other consultant. They want you to, and one of them was just so obsessed with oh, I work for this thing, company, and I work for that thing, company. I got an email directly from Elon Musk once and OK, great.

Speaker 3: 9:38

You should see my inbox. I'm important.

Speaker 2: 9:40

Yeah, that does impress me, those type of things, so impress me.

Speaker 3: 9:44

I want to get some content.

Speaker 2: 9:45

What can I do to do my job better? Be better, help my new assistant. Be better help my company? That's what I'm looking for, and I just don't think SHRM has delivered on that is great if you're new to career.

Speaker 3: 10:08

I think once you have worked a little in the space and you meet people who are really smart in areas where you might not be and you don't need those kind of. I mean most of the stuff in there you can find in Google or in local HR guard. You don't need to really pay the membership or all of that stuff. I will say I did see. So two things. So first off, I think when I went to SHRM it was weird for me because I'm the L&D space. So when I went to SHRM it felt like a lot of the topics that they were doing were a little broad or or very specific to stuff that an HR professional like I won't say like an HR generalist, but yeah, like that HR generalist space, all that stuff great for them, but for me it's kind of lacking.

Speaker 3: 10:55

So in the past I've gotten more out of the targeted conferences, especially if it's a vendor conference. So I'll shout them out because I love them so much. Like Cornerstone, the LMS when I went to the Cornerstone annual conference I learned so much there. I met people there, begged borrowed and sealed from people or stole from people, like did projects or have projects in mind but are a year or two into it. So I'm like, okay, what worked for you, it didn't. That was awesome. I love that. Also, brené brown was the speaker like that's an awesome speaker that year, so that I got so much more out of it.

Speaker 3: 11:40

I did see martha stewart at sherm, which was so I like how they really tried to. Her whole thing at the time was the reducing recidivism rates with how you hire an HR, because, oh, I see, I see how you're making this work. But at the same time I was like I don't, more people were interested in her friendship and relationship with Snoop Dogg than anything that she had to say in the HR space. So, yeah, I'm curious to hear what the listeners have to say of who they'd love to hear at an HR convention, because I know they try to get the coolest celebrities or past presidents or whatever and at the end of the day, I just want, I want an HR. I was just gonna say HR rock star, but I'm going to walk that one back, but I want, like, an HR celebrity. Yeah.

Speaker 2: 12:32

Who would be an HR celebrity that I can't name, of anybody that I'd be falling over myself to to me say oh, Sherman's bringing in whomever I'm going to go. Who is there? Who's on?

Speaker 3: 12:46

Yeah, Ooh, that's a really good question.

Speaker 2: 12:52

I don't know, I don't have to answer that we're not an industry filled with a lot of celebrities.

Speaker 3: 12:57

Or just like a real kick-ass CEO or something I want to learn from. I just want to learn from someone who I can take nuggets back.

Speaker 2: 13:06

Exactly, but you brought up the. You know, SRM always brings in celebrities and this year they apparently had a little debacle which I totally forgot about until you started mentioning celebrities. I guess you're probably a little bit more informed on their keynote, who bailed and their replacement. So tell us a little bit about what happened there.

Speaker 3: 13:33

Oh, so Jason Sudeikis was supposed to be their headline keynotes. I'm going to presume it was because of the Ted Lasso work that he I know, I didn't know until a week ago I didn't know he was one of the. He was like I'm going to walk myself back on that one too. Know, I, I didn't know. Until a week ago, I didn't know he was one of the. He was like I'm going to walk myself back on that one too, because I was being super judgy and I'm a Ted Lasso fan. I'm a diehard Ted Lasso fan. But at the same time I'm like, oh, oh, so anyway, woo. So he, I'm around adults tonight. This is very exciting, but then he's in bed. I'm talking to adults. So, yeah, so he was the keynote speaker.

Speaker 3: 14:04

He bailed at the last minute and there was this very vague email that when I get it but I saw someone screenshot it and an HR group and basically it said hey, you thought you're going to see Jason Sudeikis, not so much reasoning behind it. So I think a lot of people were reading into it. Why, why, why, turns out to go watch Caitlin Clark play at a basketball game, which very untidless, so like, if you ask me. And then I think Al Roger filled in at the last minute for him, so he again. Now I don't know. I wasn't there so I don't know exactly what how the conversation went. So I don't know exactly how the conversation went. I don't know what perspectives he brought to the table. As you know, the Today Show meteorologist, I'm sure it was a really good conversation, but again, I don't know. I'm just like said I want, I want an HR celebrity.

Speaker 2: 15:00

Well, Ted Lasso. I'm a big fan of the Ted Lasso series. I've watched it a couple of times. I'll probably watch it again in the not terribly distant future.

Speaker 2: 15:09

There's nothing else on TV right now, it seems like, but there are a lot of good takeaways for HR and it boils down to be a good human being, if you want to put the whole series in one phrase. But I think there could have been some good tie-ins and he could have been a really good speaker. But when you told me originally that Al Roker was the fill-in, I couldn't help but laugh because I think either that day or the day before I was listening to Conan O'Brien Needs a Friend and he was talking about on the Late Show when he hosted, that if a guest bailed, his number one phone call was always to Al Roker who would be there no matter what, to fill in for anybody. And he says that's why Al Roker was on so many times, because they'd have a guest bail and he'd just yeah, I'll be there in half an hour and whatever. So that just I love that.

Speaker 2: 15:58

Yeah, that just made me laugh. But I I do think that over the years Sherm has been really relying on the celebrity poll, uh, to get people to attend, and how many things I see with in the last six months or a year, even with Kelly Clarkson and Jay Leno and Jason Sudeikis, and then they just really hype it up. But I like all the above, but once again, that's not going to make me say I've got to go and SHRM, I think, is now in the. They really were in the business of certifications there still are, no doubt, but I think they're really in the business of seminars now, because every week, every month, they've got a different seminar. Some of them are specialized seminars, but I'm a generalist. I've got a total of three people in my HR department, including myself, so it's got to do a little bit of everything there, but I see these seminars being planned. I think that's what they're really trying to sell is their seminars as much as anything else, even more than the certifications.

Speaker 2: 17:07

Lord knows, I used to get so many emails all the time about certifying. I've been certified basically since 2003. Why do you keep sending me certification emails and things like that? So it would become very annoying to me and still now, even if I go to my Facebook page, it's telling me don't forget to renew. I renewed months ago. Why are they sending me this crap in my Facebook? And I don't follow a sherm, I don't do anything like that to get them.

Speaker 2: 17:34

But yeah, I think their whatever you want to call it their business model is now get people in the seminars and get the celebrities in, but our dues keep going up. We're not getting anything else. The website is a lot worse than it was even just a few years ago. They're paying. I heard Sudeikis was supposed to get paid something like $300,000 for being there. Sudeikis was supposed to get paid something like $300,000 for being there, and they've had past presidents there and they charge in the hundreds of thousands for a speaking event. I don't know that's what your membership dues are going for, because you're not getting. I used to love the white papers. I'd actually use the white papers. I'd use some of their templates, I would use some of the resources on SHRM, but it's just it's not there. Chatgbt can do all of that for me quicker than SHRM can.

Speaker 3: 18:26

Seriously.

Speaker 2: 18:28

And they're-.

Speaker 3: 18:29

Seriously, and I can tell you exactly when that shift happened, because they are it's like a cash grab right now honestly Just there to sell whatever. But it was the exact time where that shift happened for them is when they broke up with HRCI. Yes, I think that's where it turned into. Hey, we have this new competency model and if you come over here and just watch this PowerPoint, we'll give you a SHRM certification. And now they have me by the balls because I don't want to lose my certification, because I, like, went in for two and a half hours, took this exam and paid this money for it and I have it. So now it's kind of like well, I guess I don't want to lose it, so I'll just keep paying this membership fee and I'll keep redoing my certifications and I guess I'll just pay for the Like it's just, it's, it's so stupid.

Speaker 2: 19:19

No, I agree, I keep mine up to date as a my employer wants me to have it and it's not a big ask. But I thought that was the most brilliant thing SHRM did to undermine HRCI when they had their little public divorce or whatever with it is just as I was SHRM or, excuse me, I was HRCI, sphr certified and you just go in, watch this like stupid little PowerPoint for half an hour or however long it was, and now you're a SHRM SCP and it didn't even cost you anything. It was free. So now, because that's the biggest barrier into getting the thing is sitting down, taking tests, studying, preparing and things like that. So for a few years I was both SHRM, scp and SPHR, but the employer I was working for didn't really support it, so I let it. I let it lapse, and so I had to retake the test a couple of years later and so I'm not taking the test again ever. That is that is on my. That is never going to be on my to-do list. If it lapses, it lapses.

Speaker 2: 20:20

But now I think also today, getting your recertification credits is easier than it's ever been to do it. There's a podcast I listen to every Friday. I think they dropped their episodes on Thursday, like we do Good Morning HR with Mike Coffey and all of his episodes are between half an hour and three quarters an hour of certification credit and you listen to a year of that every week. There's 26 of your credit hours right there and you get 10 credits for being a member of SHRM. So, bam, you have now recertified with almost no effort. So I do that and I think it's easier and plus.

Speaker 2: 21:05

The reason I did not opt to continue with the SPHR is they had those strategic credits that you had to get and those were impossible to find. And when you did find them, they were expensive and I was like I don't want to do this. They're putting too many hurdles in the way and I think SHRM really figured that out and capitalizes. I don't know anybody who really goes out and says I'm going to get my SPHR now. It's always the or PHR, it's always the SHRM certification versus the HRCI. I don't hear anybody talking about that, so it's interesting.

Speaker 3: 21:43

They pretty much got the corner market on that now.

Speaker 2: 21:46

Yeah, I think they really do. But once again, I'm keeping my cert. I'm not going to give it up. I don't want to go through to testing rigmarole again. And yeah, but after listening to an episode of corporate pizza party with Dan from HR he was talking about, they were talking about, they were shitting on Sherm a whole episode much worse than I think I ever have. And at the end of that episode I went on to my LinkedIn, I took my is it my? It used to be Warren Warren, a Sherm SCP on there. I took it off my name. I was like, yeah, I'll skip the little badge there, but I'm promoting SHRM basically by doing that and I didn't want to do that, and they made a lot of good points on that yeah.

Speaker 3: 22:34

I know and it's such a like, if you're ever looking for a job, it's such a like you don't know, some people love it. I worked for companies who really wanted me to, because they put a lot of or I should say it was engineering, so any kind of certification or anything like that was a big thing. It was like what's the word I'm looking for? It just validated you. So you keep it because you don't know if you're going to need it in the future.

Speaker 2: 23:02

Yeah, keep it and it's not going to ever hurt you having a certification. If I'm hiring somebody, am I going to give a little more weight to someone's certification? I really don't know. I think the interview is going to weigh more than the certification is going to weigh because the certification says I can pass a test. And certification is going to weigh because the certification says I can pass a test.

Speaker 2: 23:22

And there's so much on that test that I crammed in my little brain just for the test and it is long gone, because I don't need to know about the Davis-Bacon Act I don't need to know about. I can't even think what else. But one thing you will never forget is SWOT analysis, or oh, what's the other thing? Strategic planning. If SWOT analysis is one of your four answer choices, that's it. They love their SWOT analysis and yeah, gosh they. But yeah, I'm not going to do it again. But am I going to hire someone or not hire someone because they do or don't have a certification? No, it's a nice to have and, like I said, there are companies out there that really want it. Mike, my employer wanted me to have it. So I said, sure, I'll go take the test and I did, but it's not that big of a thing. Oh, one thing we were talking about earlier that we haven't covered today is, while we're still shitting on sherm, the, the political, political aspect of sherm as we're going into election season and I'm not gonna, nobody likes my, I don't care where on the political platform. You see the thing. You won't like my political opinions, but so many people think, oh, they're, they're the corporate entity, they're, they're shills for big business and all this and they're trying to push the big business agenda. But I've had the same conversation with people about they're really changed. They're more employee-centric and union-centric and supportive than they ever have been. And talking to people, and they're both right. I don't think that either are wrong. Well, and they're both right. I don't think that either are wrong. I think there are corporate shills and I think they are pushing the employee and I want to sound like employee first agenda as it being wrong, but they're not advancing the profession. I think they're focusing on too many other things, as we were talking about, and political and, just like any other organization, they're buttering both sides of the bread. So, no matter who wins the elections in November, they've got in. Hey, we gave you money, we supported this thing that you liked and they can truthfully and honestly say that, so they'll have it in.

Speaker 2: 25:34

I know the worst of the politics with Sher Sherman came out when Johnny C Taylor became president, because I guess at some point he was an advisor to Trump or something at once upon a time. So I think that's where it really really started getting unnoticed ugly politically for for sherm and, of course, trump. Regardless of what you feel, he's a polarizing figure there. There's no two ways about that either. So, yeah, that's about as deep in the politics realm like it. But yeah, they they're a political entity and they spend all our besides celebrities, they spend our money on lobbyists and and that's the thing that makes me crazy.

Speaker 3: 26:13

I'm like I don't like I just give me the resources to push the profession forward. Don't, like use my money to go lobby. Don't use my money for Jason Sudeikis. Just make this worth something to me. Like, just let me get something out of it as someone who's paying dues.

Speaker 2: 26:33

Exactly, I think Sherm could be great again. I don't want to say that I think SHRM could return, don't want to be political. Shrm could return to their glory days of tennis years ago. I'll edit that out, but SHRM could return to their glory days of the past. And if they just focus on the members and advancing the profession and I'm not saying all lobbying is bad, because sometimes there might be something that needs to be pushed, but when you're pushing very political agendas, there are some things that, politics aside, are just good ideas and need to be pushed, but things that don't need to be pushed by at least SHRM. Let someone other organization pull that rope. So anyway.

Speaker 3: 27:23

So here's my thing SHRM, you can steal this idea, Go ahead, but I think your system is antiquated. I think your model is antiquated. I think your resources are lame. What you need to do you need to start pulling on some of the social media influencers that are in the HR space. Start utilizing those people, because a lot of them have really good insights and you're going to be targeting a different audience. That's my two cents. So I mean utilize what's already out there.

Speaker 2: 27:55

Yeah, I agree, but influencers are such a mixed bag. I think there's some really good ones out there and there's some ones I enjoy that I wouldn't don't think I enjoy them because they're crazy and have a lot of same viewpoints I have, but I don't think they would be SHRM appropriate. But there are also some other good ones out there. That, yeah, because going back to Dan from HR when he starts ranting on these consultants and things like that, oh it is just so hilarious and so good. But is he someone SHRM is going to want to take under their wing? Probably not. Am I or are you going to be someone they want to take under their wing?

Speaker 3: 28:41

No, I'm just saying I would love to meet people in person, like if you just have like a little like I don't know a corner, I don't know, put the influencer corner somewhere, but let us meet them actually, because they're the. I feel I'm not articulating it well enough. I'm on to something. We're going to timestamp this podcast because if they steal my idea, then we know what's going on. So if you do steal my idea, sherm, just send me free conference tickets for the rest of my life. That would be great, okay.

Speaker 2: 29:12

Yeah, okay, yeah, no, I do think social media they need to get on that better and use. They got duped into HR because you were a great receptionist and now let's start you in HR or something like that. That's how so many people get started and there are people been made great careers from that. But there are also people who just go. They've been set up for failure and they make very bad decisions and they're doing the party planning committee thing and they end up on John Hyman's worst employers list because they've done something without even thinking oh, this sounds like a good idea and maybe it's not so anyhow.

Speaker 3: 30:09

Okay, so I have something to share really quick because this kind of reminded me of it and what you just said reminded me of it. So I have a friend who works for a small family owned company and for a very long time one of the owners husbands so I guess one of the principal's husbands, son in law, I don't know he landed the job of HR and it's been his job previous to. That was in the retail space and like a retail store, not like retail industry, so it was okay to this job and the way she explained it it's like he really had no passion for HR. He's just kind of there to I don't know, just fill out paperwork and that's about it. So they had this very antiquated rule and I don't know. Ok, so I know enough about HR to be dangerous.

Speaker 3: 31:08

So walk me through this with me, because I'm like I don't, I don't know what's happening here, because it sounds weird. So she's a salaried employee but she has to fill out a timesheet and she gets, and then she also has to work her full hours and if she doesn't, it's like there's a whole thing and I'm sitting here. I'm like that doesn't make sense for someone who's an hourly employee. But OK, I don't know. Just some of the stuff she says is very peculiar, like she has to hit her hours and get signed off by her manager before she can leave for the week. Basically, I'm like but your salary.

Speaker 2: 31:43

Yeah, some very big potential issues there with FLSA.

Speaker 3: 31:48

Yeah. So anyway, she said that big news today because they hired, so the HR is a different role and they actually hired an hr professional, like someone who has done hr before. So she sent a text message and she said basically oh my god, big news today. They're going to announce that our average weekly hours that we have to work are no longer 45, and it's reduced to 40. Very excited to hear this.

Speaker 2: 32:24

Anyway.

Speaker 3: 32:25

I was laughing, because that's what you get for actually hiring a real HR person who can go through some of that BS.

Speaker 2: 32:32

And I think that says a lot about a company when, okay, sometimes they don't have the resources to put towards a dedicated HR professional, but when they do, that says something for the company because rather than saying, oh, let's promote either nepotism, like that example, or somebody who's they did a good job doing whatever their other job is, so HR is easy, they can do it and they don't understand, and things like that. So I think it speaks a lot for a company, even small companies that go out there and bring in true HR professionals, because I think I've heard the number somewhere between 50, at either between 50 and a hundred employees, you need a dedicated HR person and I can agree with that. I'm up to three HR people. We're not quite 200 employees at my company, so we've got a very favorable, a great HR ratio. So I'm loving it right now. So, yeah, but it says a lot about a company if they want to invest the time and resources and see the value in HR by bringing in a true professional and not hemming and hawing oh, it's going to cost me too much money, or I can just have little Johnny do it, because he's my son and I can control him, or something like that. Yeah, yeah, well, I think we're going to call it quits on this. We had a great rehearsal two weeks ago on this episode. It was fantastic. Hopefully this lives up. As well as that. We'll be back in two weeks with yet another episode and hopefully everything goes fine this week so you don't get another Encore episode.

Speaker 2: 34:12

Our best practice is get on, Just click the link in the show notes for fan mail or send us a text. And send us a text and let us know who you would really really want to see in there. If you want to include your name in the text is like I said. I only get like the one we got today, just as Tyler, texas, in the last four digits of their phone number and they may not be in Tyler that I from my it came from when I tested it came from town like 20 miles away, but it's close enough, I guess, for me. So love to get more feedback from you because I tell you it's great when an email or a DM comes through or something like that, because sometimes you just think you're yelling into the abyss and nobody's out there listening, and then someone listened and someone enjoyed the Christmas special and things like that, so yeah, so, thank you very much, whoever you are, and if you send us a fan mail, we will read it on the air. So yay, so that's our best practice.

Speaker 3: 35:08

Yay, do it.

Speaker 2: 35:09

Our voice artist is Andrew Kolpa, and the intro and outro music is Double the Double by the Underscore Orchestra. So, as always, I'm Warren, I'm Cece and we're here helping you survive. Hr1 what the Fuck moment at a time. Thank you.