Preparing Millennials & Gen Zs for the New Overtime Rule
Under new overtime regulations set to become law on December 1st, approximately 4.2 million salaried employees will be reclassified as nonexempt employees with set work hours.
The new law may cause a backlash with our youngest workers, since less workplace autonomy runs counter to so much of what they strive for at work. Here’s what to expect and how to ease the transition.
Young adults value authenticity & ethics.
Young adults actively seek authentic leaders and ethical corporate policies, and may view this new law as unfair.Read on.
Running Effective One-On-One Meetings
So you’ve heard about others doing one-on-ones. Some do a one-hour session every other week with each team member. Counting preparation time, one-on-ones would take up a significant part of your busy schedule. You ponder: Would all the hours be well spent and justified?
It is true that one-on-ones can be time-consuming. Yet the hour you spend on a session will benefit you and the team a great deal if done right. That is 60 minutes of honest feedback, which is often difficult to seek otherwise. You can also take the chance to offer timely guidance to your team.Read on.
English Only Rules in the Workplace
The owner of our company wants to institute an “English-Only” rule, requiring our employees to only speak English in the workplace. I’m just not comfortable with this at all. Is this even legal?
The Equal Employment Opportunity Commission (EEOC) has issued a position statement indicating that English-Only policies in the workplace violate the law–unless there is a business necessity. The EEOC has indicated that the rule should be limited to times when it is needed for safe and/or efficient operations.
'Request for accommodation' under the ADA
According to the Equal Employment Opportunity Commission (EEOC), "Title I of the Americans with Disabilities Act of 1990 [ADA] . . . requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, unless to do so would cause undue hardship." Although that statement may sound simple, it's loaded with terms and concepts that keep conscientious employers on their toes and asking questions. Read more.
Federal Contractors Must Provide Paid Sick Leave
Connecticut and Massachusetts already require certain employers to provide paid sick leave to qualifying employees. Now, a new class of employers has been brought into this requirement: federal contractors (including those in Connecticut and Massachusetts).
In September 2015, President Obama signed Executive Order 13706, which established a mandate for federal contractors to give their employees up to 56 hours (seven days) of paid sick leave each year. Until recently, the requirement has not been implemented. The Secretary of Labor has finally issued regulations to implement President Obama's Executive Order, which will go into effect on November 29, 2016.
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'Request for accommodation'
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Federal Contractors Must
Provide Paid Sick Leave
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