This month, we cover the causes and solutions to conflict in the workplace, review the new EEO-1 pay data reporting requirements, and show you how to calculate overtime during workweeks with paid holidays.
Causes of Conflict
The recipe for workplace conflict is decidedly simple: bring two or more people together and assign them a task. Unless the stars have aligned in your favor, there’s going to be some cause for disagreement between them, and if conflict ensues, their ability to cooperate will suffer.
Regrettably, too often employers tolerate unresolved conflict because it isn’t a legal matter with potential fines, they’re busy with other things, they don’t know how to manage it, or because doing so is sure to be uncomfortable. But unresolved conflict is one of the most dangerous threats to an organization because it prevents people from collaborating and working efficiently, and successful teamwork is essential to your bottom line.
Causes of Conflict
Before we examine strategies for resolving conflict in the workplace, let’s look at the common underlying causes of that conflict. Understanding how conflicts arise will help you determine which strategy to use.
News Brief
EEO-1 Reporting Requirements Finalized
The hotly contested issue of what exactly needs to be filed for EEO-1 reporting this year has been resolved—at least for now. Pay data for both 2017 and 2018 must be reported to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. The data that has been required in years past was still due by May 31, 2019. An appeal of the latest decision has been filed, so it’s possible that there could be yet another change to the requirements, but employers should plan to comply with these deadlines, as described below.
Did You Know?
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 real work are done.
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