As the holiday season wraps us in its spirit, I hope this message finds you reflecting on a year filled with accomplishments, good health and meaningful growth.
On behalf of all of us with the impactHR team, I want to express our heartfelt gratitude for the privilege of partnering with you. Supporting your HR and business growth strategies is a mission we hold dear, and we’re truly honored to contribute to your success.
As we look ahead to the opportunities and challenges of 2025, I can’t help but reflect on the collective journey we’ve taken over the past year.
One of the most inspiring trends I’ve witnessed this past year is the renewed focus organizations are placing on their most valuable asset: their people. From prioritizing employee well-being with creative, flexible work options to providing new job and career opportunities from within organizations, these efforts demonstrate the power of investing in your team.
This commitment doesn’t just shape a more engaged workforce – it builds a workplace where people thrive, careers flourish and top talent is drawn in. While creating a positive, vibrant culture takes time and consistent effort, the rewards for your organization’s growth and long-term success are well worth it.
As we step into the new year, please know how much we value the trust you place in us. Your partnership means everything, and we’re excited to continue serving as your trusted resource for HR services and consulting in 2025.
Wishing you a joyful holiday season and a prosperous, healthy year ahead!
With warm regards,
Kelly Mitchell, MS, SPHR, SHRM-SCP
Two Seasoned HR Experts Join impactHR Team
impactHR continues to grow! We’re delighted to announce the hiring of Diana Sparacino and Natasha Williams as our new Senior HR Consultants, Client Services.
Diana Sparacino is a seasoned HR professional with nearly 20 years of progressive experience supporting a variety of organizations from small startup manufacturing to large, multi-national biotechnology work. 
She specializes in advising on employee relations matters, maintaining up-to-date legal knowledge, developing HR processes and policies, providing strategic guidance on workforce planning and executing the tactical day-to-day HR activities.
Diana is passionate about building strong client relationships, understanding holistic organizational needs and partnering with leadership to drive impactful HR initiatives. She holds a Bachelor of Arts in Psychology from Towson University.
Natasha Williams has over 16 years of progressive experience as a human resource professional providing tactical and strategic HR guidance in developing effective processes, HR compliance, employee relations and talent development.
Natasha joins the impactHR team as a Senior Consultant supporting small business clients in the DMV area. She has current certifications in human resources, talent development, diversity, equity & inclusion and project management.
In 2022, she earned a Master’s degree in business from the University of Maryland Global Campus and is always looking for professional and personal development opportunities.
Welcome, Diana and Natasha, to the impactHR Team!
impactAlert: U.S. DOL’s Overtime Rule Blocked by Court
The U.S. District Court for the Eastern District of Texas last month issued a decision invalidating a U.S. Department of Labor (DOL) rule that raised the salary thresholds for exempting certain salaried employees from federal overtime pay requirements.
The court ruled the DOL overstepped its authority with the regulation, halting planned increases that were set to take full effect in 2025.
What is the overtime rule that has now been blocked?
The DOL rule, implemented on July 1, 2024, raised the minimum salary threshold for exempting executive, administrative or professional employees from $684 per week ($35,568 annually) to $844 per week ($43,888 annually). It also established a second increase to $1,128 per week ($58,656 annually) scheduled for January 1, 2025.
In addition, the DOL rule increased the total annual compensation threshold for the highly compensated employee exemption from $107,432 to $132,964 in July 2024, with a further hike to $151,164 planned for the start of 2025.
With the court’s decision, the new rule is nullified and the minimum salary threshold for overtime exemption remains at $35,568, with the highly compensated employee threshold set at $107,432.
How should employers respond to this decision?
- Employers should continue to seek the guidance of legal and HR before making any changes or decisions.
- They should continue to follow updates on this issue to stay current.
- Employers who previously adjusted the salaries or exemption status of employees set by the July 1, 2024 increase are advised to work closely with legal and HR before moving forward.
- Employers should also remain aware that some states have salary thresholds that exceed the FLSA threshold, including Alaska, California, Colorado, Maine, New York and Washington.
One final note: the DOL, according to legal experts, may not appeal this new court ruling in light of the upcoming change in administration.
impactAction: If you have questions about this court ruling or need assistance with any aspect of your organization’s overtime processes, contact us at info@impacthrllc.com or 443-741-3900.
Employee Handbook: Hiring Remote Employees in Different States
As remote work continues to reshape the workplace, organizations are increasingly hiring talent across state lines. If you’ve recently brought on a remote employee in another state, you might be asking how this impacts your existing employee handbook?
The bottom line is your handbook will need careful review to ensure compliance with the laws in the state where your remote employee will be working. Each state has unique regulations governing wages, breaks, leave policies and other employment matters – it’s essential to align your policies accordingly. 
Key Considerations for Your Handbook:
Understand State Laws: You are required to follow the employment laws of the state where your employee physically performs their work. This means you need to familiarize yourself with state-specific rules, which can vary widely in areas such as minimum wage, paid sick leave and anti-discrimination protections.
Evaluate Handbook Policies:
Once you understand the applicable laws, assess your handbook to identify any necessary updates. Are your policies compliant with the state’s requirements? Do you need to address specific provisions unique to that state?
Decide on Policy Structure:
State-Specific Policies: You can create policies tailored to each state’s requirements. However, this approach can complicate administration and potentially lead to disparities among employees, which might cause frustration for those in states with fewer benefits.
Uniform Policies Across All States: Alternatively, you can develop a single policy that applies to all employees, regardless of location. This simplifies administration and ensures consistency but may involve aligning with the most generous state laws, which could increase costs.
Striking the Right Balance:
Ultimately, your decision should reflect your organization’s priorities. If equity and simplicity are paramount, a unified policy may be the way to go. If flexibility and cost management are more critical, state-specific policies might be a better fit.
Why It Matters:
Ensuring your handbook reflects the legal requirements of your employees’ locations is crucial for maintaining compliance and fostering a positive work environment. A well-crafted and up-to-date handbook not only protects your organization from legal risks but also demonstrates your commitment to supporting employees – no matter where they work.
impactAction: If you have questions about building and maintaining your employee handbook, contact us at info@impacthrllc.com or 443-741-3900.
Prince George’s County (MD) Expands Criminal Background Check Rules
The Prince George’s County (MD) Council earlier this fall passed the Employment Fairness Act for Returning Citizens, imposing stricter limits on employers’ use of criminal background checks.
The new ordinance, which went into effect last September 16, applies to employers with 10 or more full-time employees, down from the previous threshold of 25. Employers are now prohibited from asking about arrest or conviction records on applications, during the first interview or before conducting a background check.
The ordinance also bars inquiries into nonviolent felony convictions completed over five years ago, misdemeanors completed over 30 months ago and arrests not resulting in convictions.
Marijuana-related offenses with completed sentences are also excluded. Definitions of “arrest,” “conviction” and “nonviolent felony” have been broadened, increasing applicant protections.
impactAction: If you have questions or need assistance complying with this new policy, contact us at info@impacthrllc.com or 443-741-3900.
In case you missed these impactNews articles . . .
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