A critical part of the Fair Labor Standards Act (FLSA) is making sure employees are classified and paid correctly. Does your organization have a current Time Reporting Policy that accomplishes this? Such a policy is easily as important as other standard company policies like your Leave of Absence, Code of Conduct, Benefits, or Communications policies. If you do not have one, it's a good idea to draft a written policy that clearly and thoroughly explains how and when staff should track their time. This will a likely apply to both exempt and non-exempt employees, but the application may be slightly different. Key elements that should be included in this policy include:
In our blog post last week on the topic of addressing the use of social media in the workplace, we suggested that companies develop a sensible social media policy to help set guidelines and rules around acceptable and unacceptable behavior when it comes to socializing online. That sounds reasonable, but where do you begin? We have a free template for download to help you with that starting point. Whether you use this resource or develop your own from scratch, here are a some key elements that any social media policy should consider including.
If you recently became a manager, you may be looking forward with some trepidation to the dreaded performance review process. Employees are now looking to you for guidance regarding the jobs that they are doing, and you were probably promoted to this position because, among many reasons, someone thought you have wisdom that others can benefit from. But what's the procedure for this task, and what do you need to think about to prepare for it?
Not all compensation is as simple as an hourly wage or a set salary. Following are some pay types that may cause questions and confusion.
Piece Rate Pay
What is “piece rate” pay? This is an alternative system of pay that may benefit both the employer and the employee. Employees are paid based on the per unit of quality work completed rather than an hourly rate. This approach has the dual advantages of helping to increase productivity while providing employees with rewards for extra effort. This form of pay is commonly used in construction and agriculture.
Interviews are no longer just for potential new hires. A lot of employers are choosing to implement stay and/or exit interviews. The difference between the two is that stay interviews are kind of like preventive check-ups; making sure everything is good and, if it's not, finding a resolution. Exit interviews, on the other hand, are performed with employees who are leaving an organization, and, while it may be too late to be beneficial to the departing employee, they may help the company realize the need for change.
Is your organization in a constant scramble when someone suddenly leaves the company?
Have you ever had a key employee leave that you thought would always be there to do the job?
Do you have a plan?
A succession plan, to be more specific.
“I know I have heard of that. But what is it, and why do I need one?” you may be asking. A succession plan is defined as “a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.” Succession planning is not just for large employers. It's critical for small ones, too. They benefit employees as well as employers.
The Department of Labor (DOL) has made it easier for small employers (i.e. generally 50 employees or less) to join together to buy health insurance coverage with big company benefits and potential large group savings. The DOL's recently released Association Health Plan (AHP) final rule expands access for these organizations. AHPs have been around for many years, but the rules on them have now been loosened a little with the newly adopted legislation. AHPs have a better negotiating position due to the health risks being spread over a larger pool than if the members participated individually. The final rule also bestows upon them the ability to self-insure without being required to meet all of the essential benefit mandates of a small employer.
Everybody needs a short break in their day. So grab your cup of coffee, tea, or water, and let’s play a game! See how much you know about current HR trends. Which of the following multiple choice questions can you get correct:
What kind of culture do you have?
If asked, how would you describe your workplace culture? If your employees were asked to describe it, what would they say? For the first time in history, five different generations are in the workforce at the same time. This historical situation brings cultural expectation challenges for human resources, as each generation has experienced different eras in time, world events, communication styles, and technology advancements. It is important to remember that generational context is about common experiences, and different people require different approaches.
Employee benefits are typically an employer’s second largest expense after payroll. They are also a critical tool for attracting and retaining top talent. The Bureau of Labor Statistics issued a very interesting News Release: Employer Costs For Employee Compensation – September 2017. The study estimates that employee benefits make up 31.7% of an employee’s total compensation, on average.