Houston expert on how you can keep your company HR compliant

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The rules surrounding employment in the U.S. are a moving target. Companies must stay up-to-speed on the various regulations that may impact their operations. Photo via Getty Images

Failing to remain compliant with federal and state employment laws can be costly for businesses. Doing so can lead to audits or even lawsuits.

At the same time, keeping up to date with new human resource rules and regulations may seem like a significant task, especially for small businesses focused on maintaining sufficient staffing, making payroll, keeping the lights on and building a positive culture. Companies can prevent minor mistakes from snowballing into big problems by following these tips.

Recognize the most common HR compliance mistakes

There are a few HR compliance areas where companies big and small are prone to errors. One of the most common and costly mistakes can be the incorrect classification of employees. The rules can vary significantly for full-time, part-time and contract employees when it comes to areas like benefits coverage, tax responsibilities and employment status. Failures to submit required paperwork and noncompliance with state and federal safety regulations are other common problem areas. In addition to any local or state regulations related to employment, companies should also be familiar with the requirements of the Fair Labor Standards Act (FLSA), which establishes minimum wage, overtime pay, record keeping and youth employment standards, covering employees in the private sector and in federal, state and local governments.

Support Title VII compliance

Employers and employees should be well-versed when it comes to workplace discrimination and anti-harassment laws, but they don’t just apply to managers and staff. Title VII applies to discrimination and harassment from clients, vendors and even customers. Because discrimination and harassment are often thought of as “internal workplace issues,” many companies may not be aware that they can be held responsible for the actions of non-employees when the employer (or its agents or supervisory employees) knew or should have known of inappropriate conduct and failed to take immediate and appropriate corrective action. This is why employees should be well aware of the protections in place and understand the importance of reporting harassing conduct.

Know AI-related regulations as they intersect with employment best practices

Companies are increasingly using AI in a variety of helpful ways. For instance, many employ smart software solutions to match candidates to open positions. However, these technologies can also pose a risk as they quickly evolve, along with the laws that govern them. Some AI programs may demonstrate bias to certain individuals or groups and certain cities and states are enacting legislation to prevent these kinds of issues.

Understanding varying payroll requirements

Prior to 2020, remote work options were becoming an increasingly popular benefit. The pandemic led to this option's explosive, lasting expansion. Nowadays, employees can work from other states, other times zones and even from other countries. While this is an attractive benefit to offer - especially across the technology and software sectors - there are some regulations that companies should know about.

At the top of the list are payroll laws, which can vary significantly from state to state. Employees in other states may be subject to city or state minimum wage laws or pay frequency requirements that differ from the regulations where the company headquarters is based. Overtime regulations and payroll deductions may also vary. A contracted payroll provider can help address these issues. Still, if these functions are led internally, care should be taken to stay current with the evolving regulatory landscape across the U.S.

With so many areas where mistakes can be made, companies can avoid costly errors by obtaining outside help. An employment attorney can assist in identifying and eliminating risks before they arise. Another option for small and medium-sized businesses is partnering with a professional employer organization (PEO

The rules surrounding employment in the U.S. are a moving target. This is why companies must stay up-to-speed on the various regulations that may impact their operations and be prepared to adjust as needed.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.

Not everyone's brains work in the same way. Rather than ignoring that, here are an expert's tips for tapping into your workforce's cognitive diversity to the benefit of your business. Photo via Getty Images

Houston expert: How to embrace cognitive diversity in the workplace

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Everyone thinks and processes information in their own unique way. Cognitive diversity refers to these differing styles, perspectives, and problem-solving approaches among individuals in a group. Cognitive diversity, in today’s evolving workplace, is recognized as a valuable asset. Teams that are cognitively diverse can enhance their innovation, creativity and overall performance. The challenge comes with group dynamics when there may be communication barriers, conflicts and biases.

Effective strategies to consider for managing cognitive diversity in the workplace are as follows.

Communicate and take action

Business leaders who recognize and embrace the value of diverse perspectives and cognitive styles are better able to manage any challenges that may arise within the organization. Leaders and managers should communicate the importance of cognitive diversity to their team and encourage employees to share their unique viewpoints and approaches. This also means managers should be aware of their own biases and avoid making assumptions about people in order to create a more inclusive environment.

When a company uses hiring practices that embrace cognitive diversity, brings forth varying perspectives and ways of problem solving. Identifying those who may think differently than others or who may challenge the status quo is many times identifying those who will become the company’s best innovators. Embracing a diverse group of thinkers will help foster a culture of inclusivity, open-mindedness, and innovation.

Encourage collaboration

Collaboration is key to the success of any team. When working together, different cognitive styles can complement each other’s strengths and compensate for any weaknesses. Studies show cognitive diversity within groups can accelerate learning and performance when faced with challenges. In order to get through some of businesses’ most complex situations, there needs to be different perspectives and viewpoints.

For the most innovative thoughts to be heard, people must have the space to raise their hand and speak up, but also, people must actively listen to what the person has to say. Managers should work to create opportunities for collaboration, whether it is building cross-functional teams or other group projects and encourage employees to openly communicate and give feedback to improve the outcome.

Provide training and development

Training and development opportunities focused on cognitive diversity can help employees understand their own communication styles and the communication styles of others. By educating and applying, taking action steps after training will help reduce biases and misunderstandings. Additionally, these trainings can increase empathy, which does not come natural for some, and respect among team members.

Businesses should also evaluate their current company training programs to make certain they are inclusive of different learning styles, such as using infographics for visual learners or having hands-on demonstrations. Another consideration is to incorporate self-paced learning into training and development plans. No matter the type of training, solicit feedback, and take it under consideration to continuously improve how teams can develop their skills. Feedback that is thoughtfully considered and implemented leads to more engaged employees overall.

Manage conflicts

Conflicts are inevitable; however, organizations should set clear expectations and policies for performance and behavior. Unfortunately, conflict can be exacerbated in a diverse environment. Managers should be primed with knowledge on how to resolve conflicts and help facilitate constructive conversations among both parties. Also, managers should know when to reach out for help from their supervisor or human resources.

For business leaders to successfully manage cognitive diversity in the workplace, they must intentionally work to develop a culture that embraces the differences in others. Savvy business leaders will enlist the help of their HR team or outside council, such as a professional employer organization, to ensure their strategies and policies for managing a cognitively diverse workplace are inclusive.

Most importantly, when the company culture embodies a diverse, equitable, and inclusive workplace, the employees tend to have the same values, especially when the expectations are clearly set. As a result, the business will become a more innovative and engaging environment where employees know how to leverage their own strengths and the strengths of others, no matter their cognitive style.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.
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Texas A&M, UH rise in global rankings of universities attracting the most attention

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Houston and Texas universities had a strong showing on the 2026-27 Global University Visibility (GUV) Rankings compiled by D.C.-based higher ed market research firm American Caldwell.

Texas A&M ranked No. 6 on the list—the top rank of any Texas university. Meanwhile, the University of Houston ranked No. 52, a 15-spot jump from its previous ranking.

The GUV rankings rate colleges that garner the most global attention via news coverage, social media influence, website traffic, YouTube views, and general public interest. GUV evaluated over 1,200 universities across 193 United Nations-recognized countries.

Texas A&M, with its No. 6 global ranking, also claimed the No. 5 spot among U.S. institutions. The university climbed 21 spots from its previous rank.

“News mentions were a driver of Texas A&M’s movement in this year’s rankings, and earned media remains one of the strongest signals of relevance,” Tim Doty, associate vice president for earned media at Texas A&M, said in a news release. “Much of that visibility begins with our faculty and research experts, whose work helps explain, solve and give context to issues people care about. When Texas A&M experts appear in news stories about research, discovery, national security, agriculture, health, engineering, service and the future of Texas, audiences see the university not only as large or well known, but as useful, relevant and necessary to the conversations shaping our state and country.”

In the “Public Interest” category, UH also claimed a top 10 global ranking at No.6. UH touts its overall GUV rankings success to Guggenheim Fellowships, MacArthur “Genius” grants, National Academy membership, studies like researchers breaking the superconductivity temperature record, and success on the football field and basketball courts.

“Across the board, there is no question that the University of Houston is a brand on the rise,” Shawn Lindsey, interim vice president for marketing and communications, said in a news release. “People are seeing our story, hearing about the amazing things happening at UH and actively seeking us out to learn more. We are seeing it in record-high student applications, we are seeing increases in trademark licensing revenue, our faculty are earning global accolades. It’s an exciting time to be a Houston Cougar.”

Other Texas institutions to make the top 250 on the list include:

  • No. 22 The University of Texas at Austin
  • No. 104 University of Texas at Dallas
  • No. 159 Texas Tech University
  • No. 178 Rice University
  • No. 191 University of North Texas
  • No. 248 Texas State University

For the fourth year in a row, Harvard University secured the top spot on the list, followed by MIT, Stanford University and Purdue University. The University of Oxford was the top non-U.S. institution at No. 5.

See the full list here.

Astrodome group seeks new ideas for future of historic Houston landmark

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The Astrodome may have once been touted as the Eighth Wonder of the World, but its current condition remains one of Houston's most famous follies. In an effort to find a better use for the iconic building, The Astrodome Conservancy has released a Request for Information (RFI), inviting proposals from interested parties on how the historic landmark might be used in the future. Respondents have until September 8 to submit their responses at the official conservancy site.

“This RFI is an opportunity for the market to help shape a shared vision for the Astrodome,” said Beth Wiedower Jackson, executive director of the Astrodome Conservancy, in a release. “We are looking to gather creative, feasible, and financially viable ideas that reflect both the significance of the Astrodome and its potential as a catalyst for future development.”

When the Astrodome opened in 1965, it was a marvel of engineering and the world's first air-conditioned, multi-purpose domed sports stadium. It remained an iconic part of Houston until changing trends in sports sent the Astros and the Houston Livestock Show and Rodeo to newer stadiums with modern amenities. After the 2003 rodeo, the dome was closed, except for a brief use as an evacuation shelter for Hurricane Katrina.

A decades-long fight over what to do with the Astrodome followed that closure. The City of Houston condemned the building for various code violations in 2009. Fully renovating it would cost over $700 million — a tall order for taxpayers. Demolishing it would be far cheaper (around $55 million), but its status on the National Register of Historic Places makes that virtually impossible. Meanwhile, Harris County pays hundreds of thousands of dollars a year to maintain the building.

Proposals for the space have run the gamut. In 2024, the Astrodome Conservancy proposed Vision: Astrodome, which would transform the building into an indoor mall and event space. That still appears to be the foundation of the plan according to the RFI.

The RFI is seeking private investment to partner with the Harris County property. Proposals are merely for planning purposes and will not automatically lead to contracts for development. Section 2.3 states that participants in the new mixed-use space will "require back-of-house infrastructure improvements to support reliable operations at scale," likely meaning that the plan is to fund some of the much-needed renovations via tenants. However, the RFI points out that participants in the revitalized Astrodome will also be eligible for historic space preservation tax credits.

While Vision: Astrodome seems committed to using the stadium as a public space for the entertainment of Houstonians, the RFI is clear other options are on the table.

The Astrodome possibly being used to house a data center is specifically mentioned, though the RFI mandates such a proposal would need to be very upfront about the infrastructure demands and continuing operating costs of such a project. Public backlash against data centers led to Governor Greg Abbott ordering a pause on grid connections to them pending further review.

"The Astrodome presents a unique opportunity for adaptive reuse and redevelopment that honors its legacy while positioning it for long-term community and economic impact," said the conservancy in the release announcing the RFI.

Houston lands $14M in latest CPRIT grants to advance cancer, lab-on-chip research

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Thanks to a $4 million grant from the Cancer Prevention and Research Institute of Texas, the University of Houston has recruited a top-tier researcher developing AI-powered lab-on-a-chip technology for early cancer detection.

Tianhong Cui, a professor of mechanical engineering at the University of Minnesota Twin Cities and an adjunct professor of physiology and biomedical engineering at the Mayo Clinic, specializes in microelectromechanical systems and advanced manufacturing at microscale and nanoscale levels. In addition to lab-on-a-chip systems, Cui focuses on biosensors and water sensors.

Lab-on-a-chip devices deliver big results in a tiny package

The CPRIT grant supports Cui’s development of a microscale lab-on-a-chip system for early cancer detection and post-therapy monitoring.

“Lab-on-a-chip technology crams an entire lab’s worth of functions into a tiny device roughly the size of a USB stick,” according to Built In.

Common uses for the technology include medical diagnostics, point-of-care testing, and environmental monitoring.

Lab-on-a-chip work being carried out at UH and elsewhere in Houston promises to revolutionize cancer detection and treatment. For instance, Houston biotech company iBiochips, a spinout from the Houston Methodist Research Institute, makes lab-on-a-chip devices that bolster cancer detection and therapy.

Four local organizations gain $10 million in CPRIT grants

Four other Houston-area organizations received an additional $10 million in grants in CPRIT’s latest round of funding:

  • University of Texas MD Anderson Cancer Center received two $2 million grants to recruit researchers Zheqi Li of Harvard University’s Dana-Farber Cancer Institute and Nikolaos Koundouros of Weill Cornell Medicine.
  • Rice University received one $2 million grant to recruit researcher Maria Akoppyan, formerly of the University of Southern California.
  • UT Medical Branch at Galveston received one $2 million grant to recruit researcher Cristina Santarossa of Johns Hopkins University.
  • Houston-based biopharma company Pulmotect received one $2 million grant to support better outcomes for cancer patients by activating immunity in the lungs as a first line of defense against germs.

The funding was part of $35 million in new CPRIT grants for institutions and companies across Texas approved at the organization's most recent meeting. To date, CPRIT has awarded more than $4.2 billion in grants.

“These awards support research across the cancer continuum from prevention to new classes of therapeutics,” said Dr. Scott Hiebert, chief scientific officer of CPRIT, said in a news release. “The work of these investigators will impact the lives of Texans across the state.”

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