BizCoachGurus Blog

Ensuring compliance with the Fair Labor Standards Act (FLSA) is essential when determining whether employees must be compensated for travel and training time. The FLSA requires that non-exempt employees be paid for all "hours worked," which can include specific training sessions and travel periods. Training Time Compensation Employers must generally pay for training time unless all the following criteria are met: Attendance is outside regular working hours. Attendance is voluntary. The training is not directly related to the employee’s job. The employee performs no productive work during the training. For example, if an employee attends a mandatory training session related to their job during regular hours, compensation is required. However, if an employee voluntarily attends a course outside of work hours that is unrelated to their current job, payment may not be necessary. Travel Time Compensation The compensability of travel time depends on the type of travel: Commuting:...

  🧑‍🎓 Hiring Interns: Do You Have to Pay Them? A Guide for Employers Hiring interns can be a win-win—offering students real-world experience while giving your business fresh energy and ideas. But before you bring on an intern, it’s critical to understand the federal guidelines and state laws that determine whether an internship must be paid or can legally be unpaid. Here's what every business should know to stay compliant—and protect both your interns and your organization. ⚖️ Federal Guidelines: The “Primary Beneficiary Test” The U.S. Department of Labor (DOL) uses a “Primary Beneficiary Test” to determine whether an intern is considered an employee under the Fair Labor Standards Act (FLSA). If the intern is legally an employee, they must be paid at least minimum wage. This test includes seven non-exhaustive factors : Expectation of no compensation – Both parties understand the internship is unpaid. Training is educational in nature – Mirrors what the intern would le...

Building a team of trust is both an art and a strategy—one that requires consistency, transparency, and intentional leadership. Here’s a step-by-step guide tailored for you as you navigate implementing some tangible steps,  1. Lead with Authenticity Be vulnerable when appropriate —share your journey, acknowledge challenges. Model the behavior you want to see: honesty, reliability, and empathy. 2. Create Psychological Safety Foster an environment where team members feel safe to speak up without fear of retribution. Encourage curiosity, questions, and mistakes as learning opportunities. Hold space during meetings for "real talk" or open feedback sessions. 3. Set Clear Expectations & Roles Define responsibilities early and revisit regularly. Use a RACI or responsibility matrix if needed. Align the team with clear goals, metrics, and timelines . 4. Prioritize Communication Encourage radical transparency —what’s going well and what’s not. Hold regular 1:1s and...

🏛️ New York State Now Requires AI‑Layoff Disclosure Under WARN Act In a groundbreaking move, New York State has become the first in the U.S. to require businesses to disclose whether mass layoffs are related to artificial intelligence—a change that could pave the way for greater transparency, upskilling efforts, and regulatory oversight. 1. What’s Changed? Addition to NY WARN -  Under New York’s stricter version of the Worker Adjustment and Retraining Notification (WARN) Act—which applies to employers with 50+ employees and mandates 90 days' notice for 25+ layoffs or one-third of a site’s workforce—the state has introduced a new checkbox. It asks whether job cuts were “due to technological innovation or automation, including AI” . Symbolic but Significant-  While it’s a small checkbox added in March 2025, experts say it signals readiness for deeper, more extensive AI accountability measures, such as mandatory retraining clauses for displaced workers 2. Why This Matters to Emp...

  5 Generations, 1 Workplace: What Every Leader Needs to Know in 2025 We’re in an unprecedented moment— five generations sharing the workforce. From seasoned Baby Boomers to emerging Gen Alpha interns-to-be, this multigenerational mix is both a challenge and a huge opportunity. But too often, organizations oversimplify or stereotype these groups. The real key? Understanding what makes each generation tick—and building bridges, not silos. Here’s a breakdown of who’s who in 2025 and what they bring to the table: 🧭 Baby Boomers (1946–1964 | Ages 61–79) Traits: Experienced leaders, competitive, loyal, and deeply committed. What they value: Job security, face-to-face communication, and being recognized for their contributions. What to do as a leader: Don’t count them out. Tap into their deep institutional knowledge and mentor-driven approach. Recognize their legacy—and offer flexible transitions into part-time or advisory roles. 🔧 Generation X (1965–1980 | Ages 45–60) Tra...