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OSHA Rules- Safety Updates For ALL Employers

I don’t usually write about OSHA rules. Some would argue that OSHA knowledge is outside of HR’s expertise. I don’t disagree but this new update is major and all employers and their HR folks should be at least aware of its implications. So here it is….. All Employers Pay Attention to This In May, the Occupational Safety & Health Administration (OSHA) published a final rule regarding reporting injuries and illnesses in the workplace and protecting employees who make those reports. With increased penalties and new regulations less than a month away, you need to review your workplace safety policies IMMEDIATELY. …

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New Overtime Rule – Determine Hourly Rate for Non-Exempt Employees

Reclassifying exempt employee to non-exempt has implications on many HR systems. None is more important than pay.  Because non-exempt employees are paid for hours worked, it is paramount to calculate an hourly rate of pay that is competitive and makes sense for the business and the employee. This is particularly critical for those who work more than 40 hours a week. Come December 1st, lower paid exempts might be reclassified as non-exempt and will be eligible for overtime.   Not assessing the impact higher labor costs could put your business at risk. Conversely, it might make good financial sense to …

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Tracking Work Hours In A Fluid Workplace

When I worked as a shift supervisor in a Procter & Gamble plant, reviewing the weekly time cards of my guys was an important job. If I didn’t report their hours accurately to payroll every Monday morning, I knew I would have a difficult time on Friday when distributing paychecks. Occasionally, the suspicion of falsified time records would launch me on an investigation to smoke out the dishonest employee. So I know firsthand how important tracking work hours is in the workplace. With the change in salary level for white collar exemption,  more employees will need to track their hours. …

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Three Steps to be Overtime Ready in 3 Months

On December 1st the new overtime regulations will be effective. December 1st is only 3 months away. Is your organization ready? In a recent blog, I explained how to identify your “At Risk Exempts.” Now that you know who is at risk of losing their exemption status, let’s see what you need to do to be Overtime Ready by December 1st. September 2016 – Gather numbers of hours worked by “At Risk” exempts. With the list of “At Risk” exempt employees (those earning a salary under $47,476) in hand, you now need to find out the hours worked by each one. …

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Federal Contractors’ Obligations With Prevailing Wage and Fringe Benefits

Unique compensation requirements apply to federal contractors. In the construction sector, the Davis Bacon Act (DBA) requires covered contractors and subcontractors to pay a specific prevailing wage and fringe dollars for each hour an employee works on a covered job site. The regulations are difficult to understand for the non-initiated. Luckily, Lind Sawyer of Capital Strategies can make the confusing understandable. Here’s my conversation with Lind who was educating me on the finer points of the regulations. This could be illuminating for you too! Anne-Lise Gere, SPHR – What are the risks of not complying with prevailing wage and fringe …

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It’s Time For New FLSA Poster

Since August 1, 2016, employers must display an updated version of the Fair Labor Standards Act (FLSA) and Employee Polygraph Protection Act (EPPA) posters. On July 27, 2016 (four days before the required implementation!), the Department of Labor (DOL) published new posters to for immediate use. What are those posters anyway? Those posters are required for businesses with describe employee’s rights when it comes to the limited use of polygraphs in employment (EPPA poster). The FLSA poster describes employees’ rights relative to minimum wage, overtime and other wage and hour regulations. Both posters must be posted in a “prominent and …

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How to Grow Your Workforce

Many small businesses start as a “one-person band.” However, growth requires expanding from being a “solo-preneur” (or owner operator) to having help from other workers. Making the jump from one to many is sometimes scary. Most businesses don’t get it right the first time. It’s tough to recruit the right skills and personality on a limited budget. However, growing your workforce correctly is key to the continued success of most small businesses. Finding the right form of employment relationship with your growing workforce is not always easy. Most businesses want to expand but are scared by the administrative burden of …

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OFCCP Focus On Gender Equality

In June 2016, the Office of Federal Contract Compliance Programs (OFCCP) issued a final rule updating its sex discrimination guidelines. This final rule is brings OFCCP requirements in line with other federal legislation protecting against sex discrimination (Title VII and the EEOC’s interpretation of Title VII). It extends the prohibition of sex discrimination to include gender identity, transgender status, and sex stereotyping. There is no small business exception. The Final Rule takes effect in less than a month, on August 15, 2016. Because the Final Rule aligns with existing legislation and Executive Orders, most contractors are already compliant with its …

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Get Overtime Ready for New White Collar Exemption

> Do you know about the changes in overtime rules coming in 2016? > Are you ready to pay overtime for employees earning less than $47,500? > Are your professional employees aware that they might lose their exempt status before 2016 is over?   If you answer “No” to these questions, it’s time to pay attention! Time to get Overtime Ready, the step-by-step workbook to the new FLSA regulations affecting overtime pay and exemption. What’s changing Starting December 1st 2016, the salary level for exemption from overtime increases from $23,660 to $47,476. This is the major change. To read about …

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