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December 2018 Print



Leadership - The Unfunded Investment

April 11, 2019
11:30 AM to 1:30 PM
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Pine Lakes
5603 Granddaddy Drive
Myrtle Beach, SC 29577

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Leadership - The Unfunded Investment

Increasing our leadership ability requires investment and change and the return on investment, change, is growth. This is not organic growth from experience. This is explosive and dynamic growth which reaches for potential soaring beyond the goals. When we grow personally in leadership, we gain a perspective and understanding of a much bigger picture. We see things rising and falling on leadership and recognize our own strengths and weaknesses in trying to influence others. This self-awareness has a tremendous impact on our organizations. When employees understand leadership principles, things begin to happen. Employees develop buy-in, understand processes, how to connect in relationships, teambuilding, core values, personal responsibility, serving others and the big picture. When employees are clear on the concept, vernacular and commonality of leadership, lookout! Big things happen to the bottom line.


  1. Equip your leaders, equip yourself.
  2. Better employees mean better organizations.
  3. If you have no followers, you are not leading.
  4. You cannot give away what you do not possess.

Presented by: Monica Bailey and Richard Causey

Richard Causey is a graduate of CCU, the South Carolina Bankers School, and the Graduate School of Banking at LSU. He is also a certified speaker, teacher, trainer and coach with the John Maxwell Team. Richard was previously a commercial banker for 35 years with extensive management and lending experience. Today he delivers world class content and teaching onsite to clients as well as select curriculums at the Center for Leadership Excellence in Conway.

Monica has a bachelor’s degree in business from the College of Charleston and she has taught various leadership classes and Bible studies for over 15 years.  Monica built a multi-million dollar business from home by applying the same leadership and growth principles that she teaches today.  She is often asked to speak at events throughout the Southeast.

Monica Bailey   Richard

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On June 20th the Coastal Organization of Human Resources will be holding our first half day conference beginning at 7:45am.  The Myrtle Beach Chamber of Commerce has agreed to partner with us on this exciting and informative event.  Details are still being finalized so stay tuned.  


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Jacquelyne Snyder Vice President of Human Resources Horry Georgetown Technical College
Charity Trusler Human Resources Manager FSA - Full Steam Ahead, Inc.
Craig Bourque President Carolina Testing
Shannon King Corporate Health Consultant Tidelands Health - Corporate Wellness
Joseph Bonner Association Manager Ally Management, Inc.
Nicole Guy Clubhouse Manager The Dunes Golf & Beach Club
Anne Myers President Minuteman Press

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Overtime Rule: Should Employers Raise Wages or Reclassify Workers?

Consider these points before deciding


The proposed federal overtime rule isn't expected to take effect until January 2020, but employers may need to start planning now if they have exempt employees who are earning less than $35,308 a year.

Employees must perform certain duties and earn a minimum salary to be classified as exempt from overtime pay under the Fair Labor Standards Act's executive, administrative and professional exemptions. The Department of Labor (DOL) is seeking to raise the threshold to $679 a week ($35,308 a year) from $455 a week ($23,660 a year)—though nothing has been finalized yet.

Woman working overtime.

If the proposal is adopted, exempt employees who currently earn less than $679 a week would need to be given a raise to meet the new threshold. Otherwise, they would have to be reclassified as nonexempt and paid overtime premiums for any hours worked beyond 40 in a workweek.

The DOL expects that more than a million currently exempt workers would be reclassified to nonexempt. "The proposal would impact employers in numerous industries, particularly those in the retail, education, health services, leisure and hospitality industries," noted Russell Bruch, an attorney with Morgan Lewis in Washington, D.C.

"Employers should not forget that the DOL's proposed rule has no bearing on state law," said Ryan Mick, an attorney with Dorsey & Whitney in Minneapolis. "If applicable state law imposes a higher minimum salary requirement or a more onerous duties test, employers in that state must continue to comply with state law."

Here are some tips to help employers decide whether to reclassify workers or increase their pay.

Calculate the Costs

The main consideration is the amount of anticipated overtime the employee would be paid if reclassified to nonexempt, said Alex Stevens, an attorney with McGinnis Lochridge in Dallas. If the employee would earn more in overtime premiums than he or she would earn with a salary increase that preserves the exemption, then a salary increase probably makes business sense.

Keep in mind that nondiscretionary bonuses and commissions paid on an annual or more frequent basis could be used to satisfy up to 10 percent of the standard exempt salary threshold under the DOL's proposal.

Note that reclassifying an employee to nonexempt can create administrative costs, because employers would need to track workers' hours and calculate overtime pay. And reclassified employees may have to adjust to new procedures. "Previously exempt employees may not be used to tracking their time or seeking permission to work outside their regular schedule and will need to be reminded of the company's timekeeping policies for nonexempt employees," Stevens said.

Employers should also consider whether reclassifying employees would cause morale issues, especially if the affected employee would interpret the reclassification as a demotion, he added. "The employer should be clear that employees are not being demoted or punished and will in fact be eligible for overtime."

Look at the Bigger Picture

Employers should examine whether reclassifying employees who fall below the new salary threshold would result in some employees in the same job being exempt while others are nonexempt. "Having certain employees in the same job earn overtime pay while others are not eligible for overtime pay can create employee-relations issues," Bruch said.

But giving raises only to workers who need an adjustment to meet the new exempt salary threshold can also cause problems. "Word of the increases is likely to travel and may cause morale issues for those not getting the bump in pay," Bruch said. Although employers can explain that the increases were driven by a change in the law—and that not all employees are affected by the change—this explanation may do little to appease disgruntled workers, he noted.

Employers might want to consider increasing pay for employees in the same job who are paid more than the new minimum salary, but they may also want to take this opportunity to review their pay practices and determine the reasons for any pay disparities before any increases are finalized.

"These kinds of changes provide a good opportunity to examine how employees are paid and whether any other changes might be in order with respect to pay disparities, potential employee misclassification and timekeeping issues," according to Stevens.

"We recommend that companies consider auditing their current employee population to determine the impact on staffing and compensation models and review the classification of 'close-to-the-line' positions," Bruch said.

Develop a Communication Strategy

"Having a robust communication strategy is key to a successful reclassification," Bruch said. He recommends creating talking points and FAQs for reclassified employees and their managers and developing an explanation of why the change will impact employees.

Reclassified employees are often concerned about how their level of compensation and benefits may change, how to record time worked in the timekeeping system, and how the reclassification may impact their opportunity for advancement. 

Managers will want to know how the change may impact how they interact with their employees. For instance, managers may not have previously been as concerned with how much time it took employees to get a job done or whether employees were working after hours or on weekends. 

"Planning ahead is critical to managing the risks associated with reclassification," Bruch said.

[Visit SHRM's resource page on FLSA exemption classification.]

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5 Things Employers Need to Know Now about E-cigarettes

Presenters: Amanda Graham and Megan Jacobs, Truth Initiative

View live: April 2, 2 p.m. ET / 11 a.m. PT (available for on-demand viewing through July 2019)

Program length: 60 minutes

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Vaping. Juuling. E-cigs. If you don’t know these terms for electronic cigarettes (e-cigarettes), you should. But if you’re confused about e-cigarettes and their impact on health and the workplace, you’re not alone. Now is the time to get clued in. 

Nearly 11 million adults currently use e-cigarettes. While e-cigarettes may aid in smoking cessation, they may also promote smoking initiation. With mixed messages about e-cigarettes, many employers are understandably confused about how to support employees who use them. 

So…are e-cigarettes good or bad? Find out. 

In this program, attendees will learn:

  • What e-cigarettes are (and aren’t)
  • When e-cigarettes can be helpful for quitting
  • Effects of e-cigarettes on adults and their children 
  • Why e-cigarette users need tailored support to quit 
  • The importance of clear workplace policies on e-cigarette use

Learn about our speakerAbout the Presenters: Amanda Graham, Ph.D., is a senior vice president at Truth Initiative. She leads Truth Initiative's Innovations Center, a national public health organization that is inspiring tobacco-free lives. The Innovations Center is dedicated to designing, building, and marketing novel digital products -- like the EX Program -- for tobacco cessation and prevention. A thought leader in how to effectively apply digital interventions to tobacco cessation, Graham has been awarded over $15 million in research funding. She has published over 80 peer reviewed manuscripts and serves on National Institutes of Health study sections and numerous journal editorial boards. She also is an adjunct professor of oncology at Georgetown University Medical Center and a member of the Lombardi Comprehensive Cancer Center. 

Megan Jacobs, MPH, leads the Integrated Product Design, Innovations team at Truth Initiative. Jacobs is responsible for the design, delivery, and evaluation of the EX Program, a digital tobacco cessation program developed by Truth Initiative in collaboration with Mayo Clinic. She formed her expertise in mHealth interventions and public health campaigns with her work at the University of Michigan Health Service, D.C. Department of Health, and the National Vaccine Program Office. Her public health work over the past decade has applied technology to behavior change ranging from adolescent sexual health to vaccinations. 

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Recertification Credit

SHRM Certification has approved this webcast for 1 PDC toward SHRM-CP and SHRM-SCP recertification. A program code will be provided at the end of the webcast. The program also meets recertification credit standards set by the HR Certification Institute and other HR certifying bodies, but candidates must manually enter their activity into their records.

Webcast Sponsor

This webcast is sponsored by The EX Program

sp_ex program 1.jpg

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