Nonexempt Employee Status and Overtime

Nonexempt Employee Status and Overtime Nonexempt Employee Status and Overtime The word hourly is often used interchangeably with nonexempt to describe an employee, but thats not entirely accurate. A nonexempt employee is one who is eligible to receive overtime pay, but not all hourly workers are nonexempt. Since 2004, a number of changes regarding which employees are eligible to receive overtime pay have been proposed, implemented, and rejected under three presidential administrations. The 2004 rules remain in place after changes made by President Barack Obamas administration in 2016 were thrown out by a federal court. President Donald Trump proposed new changes in 2019 that have not yet gone into effect. The 2004 Rule Nonexempt employees are not determined solely by their job title, according to the U.S. Department of Labors final rule, dated April 23, 2004. Instead, a combination of criteria, including their occupation (or industry), rate of pay, and job duties, are used. The 2004 rule, which was written by George W. Bushs Labor Department, exempted from the 1938 Fair Labor Standards Acts overtime eligibility requirements certain workers employed as executives, administrators, professionals of various sorts, and outside salespeople. It also exempted workers in some computer-related jobs. To be exempt, all of those categories of workers have to earn at least $455 a week, which amounts to an annual salary of $23,660. If they make less than that, theyre nonexempt, even if theyre considered to be salaried, rather than hourly, employees. The rule states that employers must comply with state or local laws, regulations, or ordinances that set a higher overtime rate or a shorter workweek for consideration of overtime pay. Employers may also choose to set a higher overtime rate or a shorter workweek, either on their own initiative or through a collective bargaining agreement with employees in a union. Executive Exemption For an executive to be considered exempt, their primary job must be managing a company or a department or subdivision of a company. They must oversee the work of at least two full-time employees or their equivalent (for example, four half-time employees) and be involved in a significant way in the hiring, firing, promotion, or demotion of these employees. Administrator Exemption For an administrative employee to be considered exempt, their primary job must be directly related to the management or general business operations of a company or its customers and they must exercise discretion and independent judgment regarding matters of significance to the company. Professional Employee Exemption There are two types of professional employee exemptions: learned and creative. For a learned professional employee to be considered exempt, their primary job must require advanced knowledge in a field of science or learning that they obtained through specialized intellectual instruction. They must also be engaged in intellectual work for which they must consistently exercise discretion and judgment. Examples of these jobs include lawyers, doctors, dentists, teachers, architects, clergy, registered nurses, accountants, engineers, actuaries, scientists, and pharmacists. For a creative professional employee to be considered exempt, their primary work must require invention, imagination, originality, or talent in an artistic or another creative field. Examples of these jobs include actors, musicians, composers, writers, and cartoonists. If an executive, administrative, or professional employee makes more than $100,000 in annual compensation, including at least $455 a week in salary or fees, they are considered to be exempt. Computer Employee Exemption For a computer-related worker to be exempt, their job must be in computer systems analysis, computer programming, software engineering, or a similar area. Outside Sales Employee Exemption For an outside sales employee to be exempt, their primary duty must be making sales and they must customarily work outside their employers place of business. Blue Collar and Public Safety Jobs The exemptions do not apply to non-management employees in production, maintenance, construction, and similar jobs (often called blue-collar jobs) or to law enforcement and correctional officers, firefighters, paramedics, and similar jobs involved in public safety, no matter how highly paid they are. Labor Criticism of Rule The rule was criticized by labor groups for causing many lower-level managers without supervisory responsibility to lose overtime pay because of a change that affected team leaders and made them exempt as administrators. If an employee leads a team assigned to complete major projects for the employer (such as purchasing, selling, or closing all or part of the business; negotiating a real estate transaction or a collective bargaining agreement; or designing and implementing productivity improvements), they generally meet the duties requirements for the administrative exemption,  regardless of whether they are direct supervisors of the team members, the rule stated. Conversely, many executive assistants who had been classified as administrators became eligible for overtime pay if their duties werent considered to be of great enough significance to the company. The 2016 Rule On May 18, 2016, the Obama administration published a final rule that would have required employees to be paid overtime if their weekly salary was less than $913, an amount that works out to $47,476 annually. The salary threshold would be adjusted every three years starting on Jan. 1, 2020. Several states and business organizations filed lawsuits to prevent the changes from going into effect. They were consolidated into a single suit that was heard in the U.S. District Court for the Eastern District of Texas. Judge Amos Mazzant granted a preliminary injunction to halt implementation of the new rules on Nov. 22, 2016. The Department of Labor appealed the injunction. While the appeal was underway, Judge Mazzant granted the plaintiffs request for a summary judgment on Aug. 31, 2017, saying the department, which was then part of the Trump administration, had exceeded its authority by increasing the salary threshold by so much. On Sept. 7, 2017, the court approved the departments request to dismiss its appeal. Proposed 2019 Rules On March 7, 2019, the Department of Labor announced a proposed rule that would raise the salary threshold for overtime pay to $679 per week, or $35,308 a year. It would also increase the highly compensated salary level at which one automatically became an exempt employee to $147,414 a year. The Obama rule would have increased it to $134,000. On March 28, 2019, the department announced another proposed rule to clarify whether certain perks given to an employee must be included in the employees regular rate of pay that would, in turn, determine the usual overtime rate of time and a half. The department proposed that employers may exclude the following from an employee’s regular rate of pay: the cost of providing wellness programs, onsite specialist treatment, gym access, and fitness classes, and employee discounts on retail goods and servicespayments for unused paid leavereimbursed expenses, even if not incurred entirely for the employer’s benefitdiscretionary bonusesbenefit plans, including accident, unemployment, and legal servicestuition programs, such as reimbursement programs or repayment of educational debt This second proposed rule also includes additional clarification about other forms of compensation, including payment for meal periods and callback pay, which is given when employees are asked to return to work outside normally scheduled hours.

Video Chapter 5 Problem Solving Beyond Technology

Video Chapter 5 Problem Solving Beyond Technology Video Chapter 5 Problem Solving Beyond Technology Video: Chapter 5 - Problem Solving Beyond Technology Chapter 5Problem Solving Beyond Technology Based on the scenario below, Chapter 5 again focuses on Bella who joins an engineering volunteer organization that visits Kamillos village in Zambia. Bella and the group quickly come to realize that technology alone wont solve the problems they want to help resolve. What other skills and approaches do the volunteers need in order to work successfully with Kamillo and his neighbors? THE SCENARIO: Will Engineers Be True Global Problem Solvers? In the United States, middle school student Bella attends a Maker Faire and is inspired to join the schools robotics team. In Zambia, young Kamillo examines his villages broken water pump and wonders how it can be repaired. Both young people have started on a path that could lead them to confront some of the largest challenges on the planet. How will each be prepared and empowered to be true problem solvers? Watch Chapter 6 - New Ways to Teach Engineering Join the conversation! This video is part of the ASME Decision Point Dialogues seriesan initiative designed to challenge thought leaders from industry, government, academia and NGOs to grapple with some of the most complex questions facing engineers and technologists today. The series raises awareness of existing conflict points and stimulates the kind of debate that leads to bold decision making and disruptive learning. In this first installment, the panel tackles the question of how to prepare and inspire generations of engineers to solve the most pressing global challenges. The copyright of this program is owned by ASME.

Making a Career Move Examine Employers Closely

Making a Career Move Examine Employers Closely Making a Career Move Examine Employers Closely Given the growing prevalence of social media within the employment sphere, and the subsequent use of such networks for corporate image construction and recruitment, sites such as LinkedIn, Facebook, and Twitter are valuable resources when researching a company. A large variety of organizations have social profiles where the post regular updates about company news, press releases, and career opportunities. Consumers and employees are also usually able to provide feedback on a company’s products or work environment, giving an enlightening glimpse at how the company works. Publicly traded companies are required by the Securities and Exchange Commission to provide financial data to the public. Powerful web-based research tools such as Freeedgar.com allow individuals to view any company’s SEC filings. Financial data may also be requested directly from the SEC’s website or snail mail. Business-to-business services, such as Hoovers.com, offer databases containing millions of companies, all of which can be searched directly from the websites search engine. Other resources include business directories such as Business.com and Forbes.com. Websites offering “insider” perspectives from employees contain reviews and profiles of thousands of organization. Resources such as Vault.com and Glassdoor.com host reviews and opinions from current and past employees. Websites featuring annual financial reports, such as Annualreportservice.com and Info.com, provide information regarding corporate earnings and how the numbers compare to those expected by a given company. Business news coverage websites such as Businesswire.com and PRnewswire.com provide large search engines containing thousands of news releases from companies in any number of industries.   Other news sites, such as Bloomberg.com, offer unbiased business stories that examine many aspects of business behavior and reveal potential red flags about companies going wrong. Finally, contacting regional business experts, such as local and region chambers of commerce, may not only help clarify information about a company, region, or industry, but also work to expand your professional network. Local news papers can also be good resources for information such as layoffs and corporate misadventure. Using several or all of the available resources can help create an appropriate context in which to judge a company’s present condition and future direction. Not only does this information give an upper hand in an interview situation, but also helps during the decision-making process when determining whether a job offer is truly the best option.

Are You a Fit with the Companys Culture 5 Ways to Know!

Are You a Fit with the Companys Culture 5 Ways to Know! Are You a Fit with the Companys Culture 5 Ways to Know! Finding a great company extends beyond just finding a position that matches your skills. For an interviewer, a great interview gives them insight into the type of employee you will be. For the job seeker, this is an opportunity to access an employer’s culture and beliefs. So, how do you know if you are a fit with the companys culture or not? Working at a company whose values do not align with yours will leave you feeling unfulfilled and dissatisfied with your position, no matter the salary and benefits. Employers frequently see candidates with similar qualifications and will choose the person whose values and culture match most with their company values, beliefs, and norms. The discussion of “fit” is something that is determined after interviews, where employers decide who they feel matches their ideal team. Knowing how important matching the company culture can be, job seekers should also look at the company culture before they apply for positions. It is important that the work environment you are looking into fits your needs and personality so that you’re not wasting time applying for jobs that arent a match. So how can you learn about a company’s culture? Here are five ways to check if you are a fit with a companys culture. Do your research. Much like an employer Googling a potential employee before doing an interview, a job seeker should check out their potential employer’s online presence. You can tell a lot about a business by their social media interactions, the company website, and even the pictures on the company pages. Look for press articles or releases that relate to charitable work, community, team building, and work satisfaction. This information is not only helpful in writing a great cover letter, but it also allows you a peek into the world that you would be a part of as a potential employee of that company. Employers tend to hire people that fit into their ideal culture, so paying close attention to the culture details can save you from applying to a company that just won’t match your personality, goals, or values. Think of questions for your interview.   Most interviews will have time for an applicant to ask questions of the interviewer. If you do your research prior to the interview, you should know information about the hiring manager, department head, and names of people you may be working closely with in the new position. By doing research through LinkedIn and other social media, you can get an idea if you will be working with people with similar interests. If you are working with people who loudly or violently disagree with your politics or on things that are important enough to make you angry every day, you may want to consider looking at other companies to join. When given the option to ask questions, ask a few about the company. More specifically, have them describe it and what working at the company is like for them. What is their favorite part of the company and the challenging parts? Find out how close-knit the team is. People often think that closeness and telecommuting or flexible employment are not possible, but many flexible teams work very closely. In fact, many argue that communication and fit can become even more important when you are relying on a team that is not within your physical space. Personality and communication style are very important when you consider spending an average of 50 hours per week with your work family. You can ask questions about the length of time people have been employed at the company, how long different people have been on the team, and any hobbies that they enjoy. Don’t be blinded by perks. Many employers offer unique and clever perks that can entice potential candidates into thinking they have found the perfect fit. You still want to look at how the company is structured, where leadership is, and where they see the company going. You will probably want to know the values surrounding schedules and productivity as well. If everyone you speak to seems rushed or short, people may feel overwhelmed or overworked and this may be a clue of what an average day would look like for you. A bad work environment or incompatible culture will not be overshadowed by perks or benefits. Know what is important to you. Comparing company cultures can seem overwhelming with so many different perks, benefits, and ideas. Find out what inspires and motivates you to be the best employee. Know what your values are and what your boundaries are for flexibility in belief structures. Knowing your core values and needs will help you align with a great company that matches you both in your skill sets and your personal needs for pride and fulfillment in your career goals. Personal fulfillment can be a motivating factor for people looking to switch careers or find a new job. A company that has a culture that fits your personality, values, and goals is a huge asset in your job search. Focusing your job search on those jobs that match you perfectly will ensure smoother interviews and more compatibility, which can lead to more job offers at great companies. Readers, what do you look for in a companys culture? How do you know if you fit with the companys culture? Share with us below!

Heres How to Avoid the Job Search Black Hole

Heres How to Avoid the Job Search Black Hole Heres How to Avoid the Job Search Black Hole Fortunately, there are steps you can take to ensure you don’t sit in radio silence after you submit your application to a prospective new job. We broke it down into a few  simple steps. How to Avoid the Job Search Black Hole Pay attention to what the employer is asking for. Many times a job posting will define exactly what the company would  like to see in an application. If you’re required to fill out an application, fill out as many fields as you possibly can instead of just uploading your resume or cover letter into the “file upload” field. If you’re asked to apply with just a cover letter, spend time crafting one that is unique, thoughtful, and informative. Be sensitive to formatting too, Robin Madell wrote  in a U.S. News   World Report  article.  Extra bells and whistles on your resume like logos, charts and shading are a bad idea with an electronic system, since the ATS may not be able to register them.” Clicking the  â€œauto apply” button and disregarding important application instructions won’t do you any favors when you’re hoping to keep your application from getting sucked into a “black hole.” Customize your resume and cover letter for each job listing. “Use some of the same words and phrases that appear in the job posting in your resume,” Rosemary Haefner, vice president of human resources at CareerBuilder.com, said  in an article on Forbes.com. “The computer will then recognize them and move your resume toward the top of the pile because you will be a match. But don’t just cut and paste the job posting into your resume or cover letter. If the computer doesn’t catch it, the hiring manager definitely will, and it could hurt your chances of moving forward with an interview, she said. Besides using technology to get your application to the front of the line, hiring managers will be able to tell that you’ve crafted a thoughtful application and it will increase your chances of being recognized as a great fit. Proofread, proofread, proofread. Triple check that you haven’t made any grammatical or spelling errors- one small mistake could cost your chances of receiving an interview request. To be sure, it’s always best to have a friend or relative proofread your resume and cover letter for you before you send it. Utilize your network. The work doesn’t end after you’ve applied. Having a contact, whether personal or professional, is an important relationship to leverage getting your resume into the right hands. “The best way to make sure your resume is seen is by networking into the company,”  said  Anita Attridge, a Five O’Clock Club career and executive coach, in the Forbes  article. “Let your networking contact know that you have applied for a position, and ask that person if he or she would send your resume to the H.R. department with an endorsement of you as a candidate.  Another way is to try to determine who the hiring manager is and send a resume directly to that person, with a letter asking for an informational interview.” Chances are you may not be the best  fit for the job, but if anything, your contact can let you know how the hiring process is going so you’re not sitting in the dark. Follow up. “I think resumes end up in the resume black hole if the person just responds to a posting or ad and does nothing else,” Attridge told Forbes. Make the extra effort to get in contact with the company’s human resources department or hiring manager. If you found the job posting on LinkedIn, try sending a thoughtful In-Mail to the hiring manager or professional who published the post. Try calling the HR department to see where they are in the hiring/interview process. Mary Elizabeth Bradford, author of The Career Artisan,  told Forbes that taking an aggressive approach can pay off well. “I think it would be futile to call H.R. and leave repeated voice messages, she said in the article. A better way is to contact a key decision maker through hard mail and follow up with a phone call. Go around H.R. That’s provocative, right? Well, it works.” Check Out These Additional Resume Tips

How to Ask for a Flex Schedule - The Muse

How to Ask for a Flex Schedule - The Muse How to Ask for a Flex Schedule There’s a lot of talk about flexible schedules these days- working from home one day a week (or always!); working four-day weeks instead of five; or shifting the traditional 9-to-5 to something that works around your family, hobbies, or preferred working schedule, just to name a few. But while you’ve probably heard of these options, you may have pushed them aside, thinking that a flexible work schedule “just wouldn’t work” for your job or company. Well, I’m here to tell you that, in many cases, it can. And it can definitely make a huge difference in your life: Yes, it can improve your sleep, relationships, and hobbies, but it can also help you maintain your health and vigor on the job. While it probably wouldn’t have worked in some of my previous jobs, like when I worked in investment banking or when I was on the buy-side, I recently took a corporate job, where it did. Here’s what I learned through the process of asking for more flexibility and a change to my schedule- and how you can do it, too. 1. Prioritize Your Most Important Needs As you think about what type of flexible schedule will work best for you, ask yourself: What are the two most important needs in your life outside of your day job? What are the schedule adjustments that would most dramatically affect your stress level and happiness? Is it making time for your daily workout class, or is it needing to make calls during normal business hours for that startup idea you’re trying to get off the ground? Having two schedule changes to propose is often helpful because it allows room for a potential compromise to get at least one. For me, I wanted to work from home on Fridays so that I could have less distraction from impromptu office meetings and friendly interruptions, thus leading to less of a to-do list over the weekend. Plus, I could get laundry and other tasks done while on conference calls, again leaving more time for purely my interests over the weekend. I also wanted to start my workday later than my boss, who has a long commute and gets into the office before 6 AM in order to leave in time to pick up her kids from school. From there, you can strategize how your work schedule might be adjusted to meet these needs. If you are running a nonprofit on the side and need to be at some weekday events, say, maybe you can designate specific hours of being logged into your work later in the evening or on an off day to tie up your responsibilities. Or if you need to make a morning swim session to prepare for the triathlon you’ve been training for, instead designate a period of time before heading off to the gym, or an hour before bed, to pre-address anything going on in the morning while you’re away. Of course, your schedule and preferences aren’t all you’ll have to think about, which brings me to… 2. Understand What an Appropriate Ask Can Be Every workplace has a culture that allows for different types of flexibility. There will be some aspects that you will not be able to change, and that’s important to understand before you go any further. First, read your employee handbook to see if there are major ground rules that you need to observe. At my job, for example, it’s acceptable to get a workout in during the day as long as you’re finishing your workload on time and not leaving during critical work periods. But if you’re on market hours, you probably won’t be able to leave during the middle of trading. It’s also worth asking a couple veteran employees how they manage other priorities and view the company’s perception on non-work related activities and to pay attention to what others on your team are doing. If you have a group that runs at lunch, it’ll be easier to join them than to ask to leave early to go to the gym. Or if you have a group that leaves to make their children’s sports, you may be able to adapt your needs to coincide with their time away. As part of this, think about what the culture of your team and the needs of your co-workers are, too. In my case, I built a relationship with my manager by caring about what her kids did and letting her know how important it was to me to have my parents there when I was young. Relating to her situation allowed her to relate to mine when I honestly told her that I was struggling to get enough sleep due to our early mornings, and I felt like it was making me far less productive for the first few hours of the day. 3. Set Up a Time to Talk Once you’ve determined what an ideal- and workable- flex schedule might be, put a time on the calendar for you and your boss to discuss your needs. Offer to take him or her to lunch or coffee to get outside of the walls of your office and to be away from the disruption of incoming email pings and ringing phones. I chose to have this discussion at my one-year review, as I felt that I had proven my value to the firm and run on its schedule for a year, building trust in my abilities and dedication to our work. The timing may look different for you, but it should be when you feel comfortable that you have had time to understand and assess your situation and go through a few runs of your main job responsibilities- say, two or three monthly cycles of publishing a magazine, or a couple quarters of preparing financial documents. This way you can feel out what “normal” is. And, of course, timing this conversation after producing some great work product is ideal to back up your value proposition. When you sit down to discuss your needs, detail how your flexible work schedule will benefit your boss- will the flexible schedule allow you to take on additional responsibilities if you’re working instead of commuting a couple of days a week? Will it make you a more attentive project manager if you can clear your head in the middle of the day on a run? After all, the best way to get more flexibility is to prove that this schedule will actually make you more productive at work. (If you think your boss will be skeptical or want more information, bring some research that reinforces your point, like this.) 4. Ask to Do a Trial Period One of the best ways to get your boss on board is to suggest a trial period- anywhere from a week to a few months- after which you and your manager can decide whether it will work. Then, show that it will work! During this period, work harder than you would have otherwise, and don’t even attend the events you want the flexibility for. Use the time to take initiative on a new project, get ahead on your timelines, and check in more than usual. Importantly, keep track of your work- whether it’s the number of sales calls you made or the detail you added to a financial model, having tangible results that are stronger than your previous stats will be critical to showing that you can handle the flexibility and that it will in turn improve your work product. If you’re far more productive during your trial period, your boss will have a much harder time telling you no. 5. Maintain Open Communication Once your boss agrees to your new schedule, don’t drop the ball. Being on a more flexible schedule probably means that you should check in and be in closer communication than you would otherwise to make sure your boss can trust you until it becomes the accepted “new normal.” Plan a checkin for a month after you start the new schedule to show your boss that you are committed and loyal to your word- not just asking for more free time- and be sure to ask for feedback on anything about your situation that might work better. To be fair, my current boss was amazingly receptive to this process, and not all managers will be. But if you’re told no, be willing to compromise on what you want to begin with, or realize that you’ve laid the groundwork for another ask in the future. Lastly, remember that being flexible means being adaptable. There will be times when you’ll have to alter your great new schedule, whether it’s a busy season or when a fire drill pops up. Keep a good attitude and be willing to take on these challenges, and you’ll find that it will drive even more flexibility for you down the road. What’s my next ask? Working remotely in Italy for a month. Photo of working from home courtesy of Shutterstock.

Advice and Tips for New HR Professionals

Advice and Tips for New HR Professionals Advice and Tips for New HR Professionals As the business world has become ever-more connected and fast-paced, identifying efficiencies is vital to success for any company in any industry. Even in the Information Age, human capital is the most important capital investment a company has. According to the Bureau for Labor Statistics, demand for human resources professionals is expected to grow is steadily on the rise. The new generation of human resources professionals will need to evaluate their peers and colleagues to identify the most efficient way to deploy the staffs knowledge and abilities in service of their organization’s overarching goals. The following five tips are for new professionals entering this growing field who want to build their foundations in the human resources profession. They also serve as reminders for seasoned professionals. Deepen Your Knowledge of Your Business The efficient deployment of a company’s human capital cannot be achieved without the understanding of the business that your company is in, and how your specific skill set can help to identify the best way for your company to strategically progress in their business goals. In a technology organization, for example, this means taking the time to meet with the development team to learn how they create and sustain new products, as well as the sales team to get a sense of how they organize their operations. The more knowledge you have of how your organization’s managers work, the better you can plan ways to provide training programs that enhance their weaknesses or identify the talent that would best support their initiatives and management style to increase the overall value of both the individual employee and his or her department. Expand Your Network With Social Media As the saying goes, success is not about what you know, but who you know. Your professional network will give you a leg up on identifying the best talent and training staff for your organization. Social networking platforms like Facebook and LinkedIn have become indispensable tools for growing a person’s professional network, enabling professionals in many industries to organize, grow and maintain contact with their networks much more easily. In a way, using social media for professional growth echoes the days when a young apprentice would travel to a new city with a letter of reference â€" except social media provides reference networks on a larger scale â€" enabling people to approach their professional contacts through platforms to gain introduction to influential people in their industries. Of course, all of this is useless if you just place a profile online and don’t actually use the connectivity of your preferred networks. While the constant flow of new information available every second on social networking platforms can be overwhelming, even a small amount of time spent reviewing contact news and updates - say 10 minutes a day at least - can reap incredible benefits. Mine Your Network for Thought Leadership From a knowledge perspective, who you know can also help you expand what you know. Groups on Facebook and LinkedIn can serve as supplements to the traditional lunchtime professional seminar, in terms of both meeting new contacts and spreading information. Well-curated groups on both networks enable a constant, fluid exchange of professional information. It will also help you quickly synthesize any trends or broader issues as you get access to more people and information. Just as you’d go to professional lunches with colleagues to identify problem spots and share experiences, (and they may be pitifully or productive in your locale) discussion groups on social networks can provide an active forum to table real-world problems, and help you discover methods, solutions or resources you might not otherwise find. Be Both a Value Contributor and a Game Changer Effective use of your mental capital and networking ability can be extremely useful to a human resources professional. The ability to discover the right talent and address your company’s specific business problems are what you are judged on. But there’s a difference between being an order-taker and a creative influencer on your company. In an episode of the television series Mad Men, the reason for an account executive’s promotion is explained to a rival as, “the rare gift of making [clients] feel as if they havent any needs.” That same gift is true of the most successful human resources professionals. They anticipate the needs of their organizations’ department heads, ensure that they are cared for, and provide creative solutions before there are any problems that need to be addressed. You will be more valued, and your job will be more interesting â€" its a win-win. Grow Your Thinking, Your Skills, and Your Leadership Business around the world has changed dramatically over the 30 years, and it shows no signs of stopping. Those who treat their careers as a constant educational course will be the ones who see the changes well before they occur. They will be able to find the early adopters and influencers in their organization’s field and will be invaluable educators for their existing staff. As you approach a field where demand is on the rise, human resources professionals will need to distinguish themselves as true strategic partners for their current or prospective employers. By treating their function as an ever-evolving area of study and taking advantage of the reach of social networking to improve their professional network, new human resources pros can set themselves down the path of distinction.