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It's About Time! An Exciting HR Update

6/16/2020

 
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In a landmark ruling on Monday, the Supreme Court has upheld that Civil Rights Act of 1964 applies to sexual orientation and gender identity as well. This ruling was unexpected and long overdue- a major victory for equality in the workplace!

According to this ruling, employers are no longer permitted to discriminate on the grounds of sexual orientation or gender identity. In the words of  Justice Neil M. Gorsuch “an employer who fires an individual merely for being gay or transgender defies the law."

So what does this mean for employers? For most of us, not much. As long as you're firing individuals because of reasons like performance issues, nothing will change. However, for those who want to fire someone simply based on being transgender or homosexual, you could face consequences. 

Book Review: The Essential HR handbook

2/17/2020

 
As someone who is up to her elbows in management every day, I frequently come across situations where I want a second opinion or reference a general guide to what the heck I should be doing. For me, this book is just that. While it's not the most comprehensive text out there and certainly doesn't deal with your more wild workplace scenarios, the Essential HR Handbook is just what it claims to be- a great starting point to dealing with HR issues. I especially love their guide to interview questions. They have one of the most comprehensive selections of sample questions I've ever seen and they're all behavioral questions that are easy to incorporate into your own hiring practices. For the brand new manager or HR professional, this reference book is a great starting place. 

Thoughts are my own and in no way influenced by the author. I receive a small commission if you purchase through the link provided here. ​

WHAT'S ALL THE BUZZ ABOUT OVERTIME?

12/6/2019

 
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If you’ve been watching the news or reading workplace blogs, you’ve probably heard a lot of buzz about the new overtime rules. This ruling goes into effect January 1st and raises the minimum salary needed to avoid paying employees overtime.

With the the old rules, employees making under $23,660 annually needed to be paid overtime for any hours worked over 40 each week. Under the new rule, this salary is raised to $35,308.

What does this mean for employers? First, any employees classified as exempt but paid under $35,308 need to be paid overtime for all hours worked over 40. This means that if these employees aren’t recording their time, they’ll need to do so starting in the new year.

Alternatively, employers can raise salaries for those under the threshold to keep them classified as exempt and avoid paying overtime or tracking their hours.

So so what’s the best route? It depends on the employer. Some may be willing to pay overtime and have their employees start tracking their hours. After all, who wouldn't want extra money? However, it’s important to realize hat this may have the opposite effect on employee morale. Many employees view exempt status and not having to record hours as an achievement in their career and may resent having their hours monitored. It may be worthwhile to increase their salary rather than reclassify them. Each employer should carefully weight the pros and cons prior to making a decision. 

Want to read more? Visit https://www.dol.gov/agencies/whd/overtime/2019

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