Holistic HR - Part I: Is Mental Wellness Relevant?

As we are navigating the new ways of work, one aftermath of the pandemic for many of us is the unpleasant discovery of unvisited or neglected matters: our mental wellness. More than ever HR has to embrace its evolving approach to its core responsibility: HR is about "the whole person".

The pandemic has brought to the surface so many elements that neither HR nor the people had thought about, although always existing. To me, the two major concerns about mental wellness are depression and domestic violence. I have to admit that I never seriously thought about it until I lost sleep myself and couldn't understand why I was so inexplicably restless and unfocused. Quite a few people I talked to shared similar occurrences. This can only be exacerbated by the sense of isolation from familiar working environment as we work from home or are still transitioning to go back to work. If any of this happened to you, you are quite normal in highly abnormal times, and in an environment t…

Disruption .... People and Viral Disruption

This is a Time of Disruption
To many if not all of us, Covid-19 has been a time of disruption. It is a disruption to our daily routine: work and daily life, continuum, momentum, sense of security or insecurity. Worklife is being redefined for the long term. Let's pause for a moment and make a bulb for ourself.  Where are you now?

Change is Around You and in You
First it was an annoyance, then a concern, and later on a burden, but now it is a dramatic reality that change will be forever, for both employers and employees.

For a moment, I would like to not inundate you with practical information in this post: we have been, on a consistent basis, smothered by Covid-related information (cf. top of page) and communication of all sorts.

On the contrary, this is an invitation to take a deep breath and to think about you, as a person, as an employee or employer, and take a moment to think for yourself. Where is this leading you? Where do you want to be? If you have been moonlighting becau…

OVERTIME EXEMPTION: Closing the Gap - Part 3

It is a New Year, after a busy end-of-the year for all,  and several topics are awaiting for HR to address. This is a quick conclusion to our previously introduced Overtime Exemption series from last year, as the subject has recently been visited and revisited by many subject experts and organizations. We will bring the subject to a close, for now, in this note with a global peek snapshot.

Exempt from Overtime Pay: Those making  at least $684 a week
By now, organizations are set for the new Overtime rule: employees, including salaried ones who don't meet the duties test, who make less than $684 a weelk or  $35, 558 a year will be entitled to overtime pay. Overtime pay calculation has not changed: 1.5 times the hourly pay  (refer to specifics for proper calculation). Curious to see what European countries do? see here for the "minimum wage" and here for the compensation of  those who meet both the notion of salary and duty test, or "cadres". 

Overtime varies glob…


Out of curiosity, what are the rules on overtime in other parts of the world? We are going to limit ourselves to similar economies, in Europe. You can see a very explicit chart for European coutries here. Basically, there is the definition of wage and hours work, and principles of compensation.
Simply put, other countries have various definitions of what we group under the term "overtime", and their modes of overtime computation vary on the classification of the "overtime" in question.
First Things First: Employment is A Safety Net For comparison sake within so-called developed countries, you can have an insight on the rules in the EU here. For a better understanding of the difference in principles defining employment, the major and primary difference lies first into the work contract itself.
- US: Employment at-will is the common rule and practice
- EU: Employment is contract-based. Note: the employee is actually an "employee" in the full definition of i…

Overtime Exemption and Sustainable Jobs? - Part I -

I am back after a long summer hiatuswith Breaking News today: The DOL has finally issued a final rule on overtime exemption, raising the minimum salary exemption level to $684 a week or $35,568 a year. This takes effect January 1st of 2020, a new year gift to employees and employers alike.
For the story, let's look back at my previous post on the subject of minimum wage, and at what other countries have in store. Where do we stand on the global scale with so called developed countries? However, first things first: what overtime exemption entails?
Defining Exemption
Overtime rules refer us to the  Fair Labor Standards Act (FLSA). Basically, for any hours worked over 40 hours during the week, an employee paid under $684 a week will be entitled to overtime pay, that is 1.5 times his/her hourly wage. The new rule is expected to impact 1.3 million workers.
As a refresher and as a rule of thumb three tests are required to meet the exemption definition: The salary basis test: the worker mu…

Communication and Benefits

Let's Spring forward with March, the DD Awareness month, and dedicate a short time to a growing HR challenge: Healthcare and related matters.

Today, the burgeoning idea of a single-pay system found the spotlight. Changes are looming and businesses need to follow closely the subject: no need to be caught by surprise. Whether it will happen or not, HR needs to anticipate possible changes and reexamine benefits portfolios. Healthcare benefits have been on a roller coaster, from being voluntary  to quasi-mandated to possibly or potentially removed from employers' charges. According to a study by the Think Tank Kaiser Family Foundation supporters of a single-pay system rose to 55% in 2017 from a more modest 40% in 2000. Caution is however to be observed since when informed about the practical implications of such system, that number decreased by 21%, bringing up opponents to the system to a total of 60% to 62%.  However, opinions will very much take shape and swing following any com…


Life teaches us lessons in leadership on a global and personal scale as well, and branding is closely linked to leadership, as much as branding relies on communication. Lights on leadership can be dimmed or brightened depending on how communication is managed. It has been a challenging year to say the least, with its heavy share of highs and lows. So what life lessons can we take on this season of lights?

It is no secret: times have changed in pace and depth; with societal changes - call it evolution or revolution as you want -  we face extremely challenging situations. The older we are, the harder it is - no age discrimination intended - because the fact is that we have "learnt" and operated under different societal rules. Who says that change is easy? With the #meetoo -now global movement-, #green initiatives to say the least, and social media explosion, the communication game is trickier day by day. Communication is not a…