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Category Archives: HR Compliance

Questions & Answers About the New FLSA Overtime Ruling for Salaried Employees

On December 1st, 2016, an estimated 4.2 million salaried employees are expected to become eligible for overtime pay as a result of the new FLSA ruling published on May 23rd by the Department of Labor. How employers will strategize to minimize the potential impact on labor expenses and remain compliant with the new ruling is a source of great discussion. There is also a good deal of misunderstanding in what options exist for employers. For example, should employees be reclassified, are there positions that don’t apply, how do non-discretionary bonuses factor in, etc.?

Misperceptions with New Overtime Ruling

Perhaps the greatest misperception is the assumption that all employees under the new threshold of $47,476 must be reclassified as hourly. This is actually not the case. Employers may continue to pay the employee a salary, but must also now track hours and pay those employees overtime pay.

The DOL has published a “Questions and Answers” page to address many of the most commonly asked questions. We highly recommend you take a moment to review those answers.

Questions and Answers from the Department of Labor

SEE ANSWERS: https://www.dol.gov/whd/overtime/final2016/faq.htm

Solutions to Prepare

Automated Time and Attendance

One of the most important adjustments for employers to make is to begin tracking hours worked for employees under the threshold or employees receiving bonuses (up to 10%) to meet the salary requirement. If you’re not already using an automated time and attendance solution to track employee hours, now is the time to begin. Not only will it help in your compliance, but will also reduce your overall cost of employee wages and overtime.

HR Compliance Support

In preparing to communicate with employees regarding the new ruling, we recommend employers review current job descriptions, overtime policies, off-the-clock work policies and the Employee Handbook in general to ensure adequate protections are in place for employees and employers. If you need assistance, we can assist with your HR compliance support through online or live HR expert support.

Is Workplace Bullying Harassment?

Bullying in the workplace is more common than we’d like to assume. Whether it’s relations between managers and employees or between co-workers, the risk is very real. In most cases, employee education is more than half the challenge. Employers need to take steps to minimize the risk and prevent the possibility of bullying. This effort generally involves the proper use of an employee handbook, procedures and training.

Read a brief post entitled, “Is Workplace Bullying Harassment?” (below) to learn more about this risk. For more HR compliance questions, contact us at QTS Payroll.

 

WorkNearly half of American adults have reported experiencing workplace bullying. As a result, many states now classify bullying as “abusive conduct.”

Source: Is Workplace Bullying Harassment?

From Good to Great: How to Elevate Employee Handbooks

Having an employee handbook is essential to minimizing risk and cultivating company culture.

So, think about what could happen with a truly great employee handbook? One that educates new hires, holds interest, sets expectations and engages employees. It could change the world! (Well, maybe not the world, but you get the idea.)

Take your employee handbooks from good to great with these simple suggestions.

A good handbook has policies that will help drive your organization’s mission, vision and values, while at the same time minimizing risk by being compliant.

A truly great handbook has a mission, vision and set of values that resonate with your employees (and customers/prospects). According to this Forbes article, “Most people either don’t know their organization’s vision, don’t understand it or feel so disconnected from it that they can’t explain how it relates to their day job. The good news? It doesn’t have to be that way.” The article goes on to outline questions you can ask yourself to create a great vision statement.

A good handbook has your organizational chart and a letter from the company’s leader at the start of the handbook. The letter should be an overview of why the handbook exists, and what employees should expect from the company and vice versa. You should consider a brief About Us or Company History to help new employees learn more about the organization and its goals.

A truly great handbook has, instead of a letter, a video of your company’s leader addressing all of the above and your company mission, vision and values. Hearing the importance of the handbook as well as the mission, vision, values and history directly from the leader makes it more personal and authentic.

A good handbook is distributed to every employee; ensure each person signs an acknowledgement that they received one.

A truly great handbook is online so it’s really easy to update and distribute new versions; just send out an email with a link! Also think about making it pretty. It sounds like a minor thing, but making the handbook more visually appealing will hold interest and increase engagement.

A good handbook is incorporated into new hire orientation.

A truly great handbook is reviewed at orientation and HR managers can use quizzes or games to engage employees. Hand out prizes like company pens or candy to those who answer correctly or ask good questions about company policies.

Blog credit: https://www.thinkhr.com/blog/from-good-to-great-how-to-elevate-employee-handbooks/