Practical HR Tips, News & Advice. Updated Daily.
[Go here for yesterday’s Q&A] How does an employer know whether the coverage it offers is “affordable”? If an employee’s share of the premium for employer-provided coverage would cost the employee more than 9.5% of that employee’s annual household income, the coverage is not considered affordable for that employee. If an employer offers multiple healthcare […]
In the case of most employers, these requirements will be simple to implement, Simon says. But in the case of employers that are on the borderline of being covered or on the borderline of providing minimum essential and affordable healthcare coverage, the requirements can become very technical. Some of the questions and answers are presented […]
Who Has Access to Flex Options? In the financial services companies questioned, professional-level and non-exempt staff usually have access to the same array of both regular flexible work arrangements (including flextime, telework, compressed workweeks, and part time) and occasional flexibility (shifting work hours on a daily basis or just occasionally, occasional work at home, and […]
You may access the website here: http://www.dol.gov/odep/workplaceflexibility/ How Does Your Organization Rate? Where does your organization sit on the “flex spectrum”? This Corporate Voices for Working Families graphic helps you see where you stand: The Flexibility Spectrum No Current Use of Flexibility No flexible work options currently being used ↓ Individual Accommodations Special arrangements or […]
Daniels, Senior Consultant at Keating Advisors, LLC, offered her suggestions at a recent webinar sponsored by BLR and HR Hero. Getting Market Pricing Right Market Pricing is the process of analyzing external salary survey data to establish the worth of jobs as represented by market data, based upon the “scope” of the organization (geography, industry, […]
Yesterday’s Advisor pondered the issue of how much nonexempt work an exempt employee may do; today, issues around the executive exemption plus an introduction to Managing an HR Department of One. Once again, we turn to BLR/HRHero’s Wage & Hour Self-audit Guide: Practical Solutions for HR for guidance. The DOL’s tests for the executive exemption […]
With the new year comes the increased likelihood of new regulations that will require employers to maintain written justifications for exempt-nonexempt decisions. Here’s some guidance on how much nonexempt work an exempt employee can perform and still be exempt. For help with this tricky issue, we turned to BLR/HRHero’s Wage & Hour Self-audit Guide: Practical […]
Yesterday’s Advisor busted seven myths of pay for non-exempts; today, five more plus an introduction to the best way to ferret out wage/hour and other expensive errors before the feds do. Myth #8—Employees must be paid overtime for more than 8 hours a day or for weekend work or holiday work. [Go here for Myths […]
Vacations? Overtime after 8 hours? Double time for holidays? These are some of the many myths of wage and hour that managers adhere to. In today’s Advisor, we’ll dispel a dozen of them. Myth #1—Employees get extra pay for working nights and weekends. The Facts: The FLSA does not require extra pay for weekend or […]
An example of a potential ADA violation would be an employee who is being treated for post-traumatic stress disorder (PTSD) resulting from incest who requests reasonable accommodation. Her supervisor then tells the employee’s co-workers about her medical condition. The employee tells the supervisor she intends to complain to HR about his unlawful disclosure of confidential […]