November is here and everything year-end seems to be right around the corner. But before we dive into holiday mode or open enrollment, let's look back on what happened in HR in October. FLSA changes to overtime rules are just a month away, the blacklisting rule has been temporarily blocked, the EEOC gives us a heads up on what to expect in the coming years, and HR women could be the happiest of all women in the workplace.
Before we get too lost in our PSLs and flannel shirts, let's talk about September. What a month in the world of HR! Employers ill-prepared for FLSA changes, a bill to help close the wage gap, mismatched perceptions between employees and their employers, and a whole week to celebrate payroll!
Get ready for the latest HR news, trends, and updates from the Fuse HR Roundup!
The changes to overtime rules will affect more than four million workers in the US. Workers with FLSA exempt status will become nonexempt and eligible for FLSA coverage. This is great news for employees! Right?
Not every employee will see it that way.
The new overtime rules don’t automatically mean these four million employees will now be earning time and a half alongside their salaries. Rather, businesses will shift the pieces to make everything fit into the budget puzzle.
What’s new in HR news this month? The IRS and the DOL gifted us with new forms and posters for 2017 ACA reporting and FLSA compliance, respectively. One HR giant acquired a has-been job site and the Justice Department further clarified disabilities covered under the ADA and ADAAA.
Summer may be wrapping up and Olympians have returned to their home countries with medals in tow, but Human Resources activity is not slowing down! Keep reading for the latest updates in HR news.
Though it seems we’ve only just wrapped up ACA reporting in 2016, we’re already looking ahead to ACA reporting requirements for 2017.
FLSA Non-Exempt. Or is it FLSA Exempt? Exempt from what exactly? Between the FLSA changes to overtime rules and the increases in civil monetary penalties, employers can't ignore employee classifications.
The new overtime rule could make more than 4 million workers in the US eligible for overtime pay. If you haven’t classified your employees with the correct FLSA status, you could land some big penalties, an overtime wage claim, or worse—a lawsuit. Prepare your organization by classifying your employees correctly. Are they employees or independent contractors? FLSA non-exempt or exempt?
Affecting companies across the U.S., the Department of Labor’s changes to overtime rules have employers and HR managers taking a second look at employee FLSA status. The FLSA changes, effective beginning December 1, 2016, will raise the salary threshold for overtime pay from $23,600 per year ($455 per week) to $47,476 per year ($913 per week).
Department of Labor Publishes FLSA Changes
On May 18, 2016, President Obama announced the Department of Labor’s official publication of FLSA changes to overtime regulations. It’s been a long time coming, and employers are asking—now what? What are the new FLSA overtime rules? What do the FLSA changes mean for my organization?
Once again, the time has come for another roundup of what's been happening in the world of Human Resources. In this article, we will explore the latest HR news including new testing for advanced immigration compliance, new FMLA employer guides, and surveys regarding minimum wage increases and well-being programs in the workplace.
Read on for important information, latest news, and field surveys every HR professional needs to know.
The Department of Labor’s proposed FLSA changes could change exemptions for as many as 5 million white collar workers in the US.
It’s been a long road since President Obama first gave the memorandum to modernize the labor wages and overtime pay—something that hadn’t seen any prior change in over a decade. After receiving submissions from employers last summer, the DOL drafted up a final rule proposal. In Mid-March, they handed it over to the Office of Management & Budget for review. From that point, it could be anywhere from 30-90 days before we hear of any official changes.