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volume III issue VII July 2015 |
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Onboarding with a Plan Did you know that...
BambooHR found these statistics in a study regarding onboarding in 2014. The typical cost of turnover is no less than 50% of the annual salary of the employee but often well over 150%. This makes onboarding pretty significant for all businesses. Often we are tormented with short-cutting onboarding because we reason, “I’m busy.” Cutting corners only hurts you, the business, and the new employee. The reasons for early turnover are very different than someone that’s been on the job a while Read on. 3 Tips to Avoid Playing Succession-Planning Jenga There's more to succession planning than identifying the next wave of senior managers or VPs. While it's important to groom future leaders for your company, a singular focus on finding "leadership" often comes at the cost of missing talent for lower-level positions. When this happens, your succession planning strategy can feel a lot like a game of Jenga: take a piece from the bottom, put it on top, and hope the tower doesn't crumble! As with Jenga, the longer you play, the more gaps you create–and the more unstable your talent structure becomes. Instead of creating "holes" throughout the bottom of an organization and hoping for the best, HR professionals need to think holistically about the talent lifecycle. When succession and recruiting are in sync, you can proactively fill those holes, allowing recruiters to find better quality candidates in a shorter timeframe and at a lower cost.
Read on. Smartphone Usage After Hours Question: Many of our employees have smartphones. Do we have to pay them for every time they use it outside of regular working hours? While I tell them not to, many still respond to emails and texts outside of work hours. What do I do? Answer: This issue has exploded as of late! Most employers and employees use smartphones, an ideal tool to improve efficiency, productivity, and accessibility for their employees. It does, however, become an issue, because non-exempt employees must be paid for all hours worked–including hours responding to emails, phone calls, and texts outside of “regular” work hours. This is probably one of the most common violations that Wage and Hour auditors are finding. So what to do? As an employer, you need to have a policy in place requiring tracking of smartphone usage–even restricting use outside of regular business hours–and tie it into your overtime policy. That being said, managers then cannot email employees during those off times and expect an immediate response (not even first thing in the morning). If you find out employees are replying outside of regular work hours you need to (1) address the issue in terms of performance and (2) make sure you pay them!
Read on. How Will The Proposed Overtime Regulations Impact Your Business? The speculation is over — on June 30, 2015, the U.S. Department of Labor (DOL) published its long-awaited Notice of Proposed Rulemaking (NPRM) regarding overtime exemptions, after several missed release dates. The NPRM is in response to President Obama's March 13, 2014 memorandum directing the agency to update the existing Fair Labor Standards Act (FLSA) overtime regulations with the expressed intention of "simplifying" the rules while updating worker protections in light of the changing nature of the US economy. "Overtime is a pretty simple idea," the President said at a White House signing ceremony last year. "If you have to work more, you should get paid more." The President pointed directly to the white collar exemptions to the FLSA's overtime requirements as needing revision, noting that the current rules treat as "highly paid" those employees earning as little as $23,660 per year. Given the stated goal, the DOL's NPRM does not disappoint. In it, the DOL expressly states its intention to significantly increase the salary basis threshold for white collar exemptions, which will in turn raise the pay of millions of workers (the White House estimates nearly 5 million, in fact). Employers are likely to have numerous questions about the 295-page NPRM and its potential impacts on their workforce. To help digest and process all of this information, we have provided key information in Question & Answer format. Read more.Same-Sex Marriage Ruling – What Does It Mean for Employee Benefit Plans?
Following the Windsor decision in June 2013, the IRS issued guidance confirming that same-sex spouses were to be treated the same as opposite-sex spouses for benefit plans governed by federal law, such as tax-qualified retirement plans (e.g., 401(k) plans, pension plans) and Section 125 cafeteria plans. Most private sector employers already have adopted amendments to these types of plans and updated related administrative practices accordingly. Therefore, the Obergefell ruling should have little impact on such plans. Governmental employers also will now have to recognize same-sex spouses under their retirement plans. For health, dental, vision, life insurance and other welfare plans, the ruling may have more significant implications, particularly in states where same-sex marriage was not previously legal. Read more. |
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>FEATURE ARTICLE Onboarding with a Plan > TIP OF THE MONTH Avoid Playing Succession Planning Jenga > Q & A Smartphone Usage After Hours > LEGAL UPDATES Proposed OT Regulations Impact on Your Business Same-Sex Marriage Ruling And Your Benefit Plans Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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