The Jean Consulting Group, LLC

05/28/2026

See enclosed.

🇭🇹⚽ Calling All Haitian Vendors in Georgia!

The Georgia Haitian-American Chamber of Commerce is currently identifying potential vendors to showcase Haitian culture during the Atlanta FIFA World Cup Fan Fest! 🎉

Interested in participating? Complete the vendor inquiry form below:
https://form.jotform.com/261213132280038

Please note:
• Completing the form does not guarantee selection
• Priority consideration will be given to dues-paid GAHCCI members
• Additional vendor opportunities may also be shared
• A vendor participation fee will likely apply if selected

If you have any questions or concerns, please feel free to email:
[email protected]

We encourage all interested vendors to apply and represent the richness of Haitian culture on an international stage! 🌍🇭🇹

05/26/2026

🚨 Calling All Early-Stage Black Entrepreneurs 🚨

Access to capital matters — but so does having the right infrastructure, mentorship, and strategic guidance to scale successfully.

The Jean Consulting Group, LLC is proud to share the return of the Famous Amos “Ingredients for Success” Entrepreneurs Initiative in partnership with the U.S. Black Chambers, Inc.

This incredible program will award:
✅ Three founders $50,000 each in capital
✅ Mentorship and networking opportunities
✅ Resources designed to help businesses grow sustainably and strategically

Too often, talented entrepreneurs have the vision but lack access to the ecosystem needed to build long-term operational success. Programs like this help close that gap.

If you are an early-stage founder ready to strengthen your business foundation and take your company to the next level, we strongly encourage you to apply.

📌 Program Timeline:
🗓 June 1, 2026 (11:59 PM PST) – Application Deadline
🗓 June 17, 2026 – Finalists Selected
🗓 July 27, 2026 – Year 6 Winners Announced

Representation and access matter. Apply today https://famousamosingredientsforsuccess.com/

05/26/2026

The EEOC recently submitted a proposal that could significantly reduce — and potentially eliminate — longstanding EEO-1 reporting requirements for employers.

For years, covered employers have been required to submit annual demographic workforce data based on race, s*x, and national origin. The proposal is also expected to impact other reporting obligations involving unions, public schools, and state/local governments.

From a practical perspective, this could be a major shift for employers, especially those with multiple entities, locations, or decentralized operations. Anyone who has worked closely with HR, Legal, or Compliance teams understands how administratively heavy EEO reporting can become. A tremendous amount of time goes into reconciling workforce data, establishment structures, and employee classifications to ensure accurate reporting.

If implemented, these changes could reduce compliance costs and administrative burden for employers. However, it also raises broader conversations around workforce analytics, DEI strategy, and how organizations will continue to measure representation and equity initiatives moving forward.

Regardless of where employers fall on the issue, one thing is clear: this is a significant development that organizations should be monitoring closely.

02/02/2026

It may be cold outside, but the Bar Center is heating up with activity. From Beginning Lawyers to Social Security Law and the 35th Bar, Media & Judiciary Conference, lots of learning (and earning of CLEs) will happen in February.

01/08/2026

A friendly reminder from the Department of Labor: bonuses don’t get to hide 👀

On January 5, 2026, the DOL issued a new opinion letter (FLSA2026-2), and here’s the short version:

👉 If a bonus is promised in advance, it usually counts toward overtime.

The case involved drivers paid an hourly rate plus bonuses tied to:
✔️ Safety
✔️ Job performance
✔️ Completing assigned duties

The bonuses were formula-based and could add up to $9.50 more per hour once employees met the criteria. Because the rules were set ahead of time—and employees knew what they needed to do to earn them—the DOL said these bonuses were not discretionary.

Even if a supervisor has to use judgment (like deciding whether a truck was “clean”), that doesn’t change the result. When the bonus plan is set in advance, discretion is gone.

The takeaway:
✨ Promised bonus = expected bonus
✨ Expected bonus = included in overtime
✨ Included in overtime = fewer wage-and-hour headaches later

If your bonus program is tied to safety, performance, or similar metrics, this opinion letter is worth a close look.

01/08/2026

“The NLRB has reached quorum and is ready to rumble.”

After 132 days with only a single sitting member, the National Labor Relations Board is officially back in business—and the timing matters.

Two new Republican members, James Murphy (a former NLRB lawyer returning from retirement) and Scott Mayer (most recently Boeing’s chief labor counsel), were sworn in today, restoring the quorum needed to move forward on hundreds of pending cases and issue binding rulings.

This marks the Board’s first period of stability since President Trump removed Democratic member Gwynne Wilcox shortly after his inauguration, leaving the five-member Board effectively sidelined.

Adding to the momentum, General Counsel Crystal Carey has now formally assumed control of the agency’s legal arm. One of her earliest—and most closely watched—moves will likely be identifying which Biden-era labor law developments she intends to challenge or unwind.

At the top of that list? Decisions that employer advocates have openly criticized, including Cemex Construction Materials Pacific, a case that significantly strengthened consequences for labor law violations ahead of union elections.

Translation:
📌 The backlog is about to move.
📌 Labor policy recalibration is underway.
📌 Employers, unions, and practitioners should buckle up.

The Board is seated. The chessboard is set. As a former NLRB attorney and a current Labor Law practicioner, I am ready. Let the next chapter of NLRB law begin.

12/25/2025

🎄✨ EEOC Guidance: When Employees Can Opt Out of Holiday Activities

As workplaces gear up for holiday parties, decorations, and Christmas celebrations, it’s a good time to remember that Title VII doesn’t take time off for the holidays.

The EEOC makes it clear: employees may have the right to opt out of certain holiday activities when they conflict with sincerely held religious beliefs — and employers must handle those requests with care, consistency, and documentation.

Here’s what every HR team and business leader should keep in mind:

⸻

🟢 1. Employees Can Opt Out of Religious Activities

Under Title VII, employers cannot require employees to participate in:
• Prayer or blessings at holiday events
• Religious Christmas observances
• Devotionals or worship components

Participation in anything religious must be voluntary.

⸻

🟢 2. Employees May Also Opt Out of Secular Christmas Activities

Yes — even non-religious activities like:
• Decorating Christmas trees
• Secret Santa
• Holiday parties
• Wearing holiday attire
• Office decorating contests

If the employee’s faith prohibits celebration of holidays, the employer must explore reasonable accommodation, per EEOC guidance.

⸻

🟢 3. No Magic Words Required

Employees don’t have to say “I’m requesting a religious accommodation.”

Any statement like:
“I can’t participate because of my religious beliefs”
is enough to trigger the accommodation process.

⸻

🟢 4. No Retaliation Allowed

Employees cannot be penalized for:
• Asking to opt out
• Raising religious concerns
• Declining holiday activities

Retaliation can include negative reviews, reduced hours, exclusion, or hostile comments.

⸻

🔴 5. When Employers Can Say No

Under the 2023 U.S. Supreme Court decision Groff v. DeJoy, employers can deny a request only if accommodating it would cause a substantial increased cost or operational burden.

This is a higher standard than before — and it applies to holiday-related opt-outs as well.

⸻

🟦 6. Always Check State and Local Laws

While Title VII is the federal baseline, state and local laws may provide even stronger protections, including:
• Broader definitions of religious practice
• Lower thresholds for proving discrimination
• Additional requirements for interactive dialogue

HR should always confirm compliance at the federal, state, and municipal levels, especially during the holiday season.

⸻

🎁 Bottom Line

Holiday cheer is great — but compliance is essential.
Creating space for employees to opt out protects:
✔ inclusion
✔ morale
✔ culture
✔ and your organization’s legal risk profile

Wishing everyone a festive and compliant holiday season!
🎄✨

12/23/2025

As the year comes to a close, we’re sharing holiday cheer, important updates, and opportunities designed to support growth in the year ahead. Wishing you all a joyful holiday season and a strong start to the new year. 🤍✨

Read our latest newsletter here: https://mailchi.mp/a86192026ad9/warm-holiday-wishes-and-grants-you-dont-want-to-miss