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volume III issue IX September 2015 |
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First Steps in Tackling the Year of the FLSA A good friend recently commented that this is the year of the Fair Labor Standards Act (FLSA), and I couldn't agree more. By now, you’ve certainly read countless articles and blog posts discussing the recently proposed rulemaking that will more than double the minimum salary required for a worker to be classified as “exempt” under FLSA. Under the proposed rule, an employee will need to earn a minimum of $970 per week (or $50,440 per year) and meet the duties test in order to be exempt from overtime wages, increasing from $455 per week ($23,660 per year). The implications of the proposed rulemaking are fairly clear, but the real question is: what can and should you do going forward? Read on.How to Manage the B-Team In mid-August, a New York Times article about Amazon featured heated accounts from former employees describing a workplace that rewards top performers with praise and bonuses, while punishing those who can't – or won't – commit to 85-hour work weeks and 24/7 availability. Amazon is certainly not the only company accused of putting an outsized priority on performance. The term “startup culture" has become code for “fast-paced and long hours," even among companies that are no longer startups. While this sort of intense drive may be beneficial in the early days of a new venture–when a skeleton crew of entrepreneurial types work tirelessly to get a company off the ground–it's not always a sustainable way to manage employees over the long term. Read on.Working Together Effectively After A Harassment Investigation Question:I have an employee that filed a complaint against their supervisor for alleged harassment. An investigation has been completed and it was determined that there was no harassment and the issue was resolved. I am very concerned about the employee and their supervisor being able to work effectively together in the future. What can I do to help them move forward after this situation? Answer:That is definitely a tricky situation and one that many organizations and employees must overcome at one time or another. It would be very easy in many instances to just separate the two and move them to separate departments, but that is the not always the best solution. Some other things to consider may be: Read on.Paid Sick Leave for Federal Contractors The latest in a string of presidential actions targeting employers that do business with the federal government is a new Executive Order (EO) that will require federal contractors to provide their employers with paid sick leave. Signed on Labor Day 2015 and effective in 2017, the EO will permit employees working on federal contracts to earn at least one hour of paid sick leave for every 30 hours worked. According to a White House fact sheet, the paid leave mandate will affect approximately 300,000 workers. Read more. FMLA Eligible or Not Eligible
An employee is eligible for FMLA protections if: 1) she has been employed with a particular employer for at least 12 months; and 2) has worked at least 1,250 hours for that employer in the previous 12 months. It may appear to be a straightforward analysis, but like all things "FMLA," even the determination of eligibility has some traps for the unwary. Read more. |
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>FEATURE ARTICLE First Steps in Tackling the Year of the FLSA > TIP OF THE MONTH How to Manage the B-Team > Q & A Working Together After a Harassment Investigation > LEGAL UPDATES Paid Sick Leave for Federal Contractors FMLA Eligible or Not Eligible Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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