Thank you for reading the HR Advisor Newsletter! This month, we’re excited to introduce a new format to the newsletter that will enable us to feature more content and make it easier for you to find the information that’s most relevant and valuable to you. Please take a look!
How to Make Meetings with Remote Employees Effective
Even with video conferencing and messaging apps, fully involving remote employees in team and company meetings remains a challenge. There may be no replacing the experience of being physically in the room, but you can take steps to make these meetings more productive and inclusive.
Stay interviews ask employees to assess what they like and dislike about working for their organization. But if employees fear reprisal, they may be hesitant to speak candidly. For stay interviews to be effective, employees need to know they can trust the interviewer specifically and their employer generally. And they need to know that their employer will listen to them and strive to make improvements based on what they learn.
DOL Proposes New Minimum Salary for Exempt White Collar Employees
The proposed rule requires that salaried exempt executive, professional, administrative, and computer employees must be paid at least $679 per week on a salary basis, an increase from the current minimum of $455 per week. The rule allows for non-discretionary bonuses and incentive payments to account for up to 10% of the minimum, so long as they are paid out on at least an annual basis; currently commissions and bonuses cannot be counted toward the minimum.
The anticipated effective date of this rule is January 2020.
The Department of Labor intends to update these minimums every four years based on increases to the Consumer Price Index. These increases will not be automatic, but will likely be done through notice and comment rule-making, just as they are doing with this proposed rule.
Only hours actually worked count toward overtime when determining if employees are owed time and a half for hours over 40 in a workweek. For instance, if Monday was a paid holiday observed by the company—meaning no one worked and everyone got paid—a non-exempt employee could still work a full 40 hours in that workweek without being in overtime territory (barring any daily overtime that might be applicable). In the case of a paid 8-hour holiday and 40 hours of work, the employee would receive 48 hours of straight time; the breakdown of holiday pay and regular pay should be reflected on their paystub to avoid confusion and fend off future wage claims. The same applies to vacation time, sick time, and other non-working leaves—the overtime premium only applies if more than 40 hours of actual work are done.
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