HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt

HR Newsletter: Best Practices for Reclassifying Employees as Non-Exempt

The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption.

Periodically, employers may be required to reclassify exempt employees as non-exempt, such as following a legal change to the exemption criteria or upon discovery that an employee is misclassified as exempt. Employers may also choose to reclassify employees as non-exempt to serve other business purposes.

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HR Newsletter: Preparing for the DOL’s New Overtime Rule

HR Newsletter: Preparing for the DOL's New Overtime Rule

In early March 2024, the U.S. Department of Labor’s (DOL) proposed overtime rule, announced in August 2023, entered its last stage of review. Publication of the final rule is expected soon. The rule would amend the requirements that employees in certain white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA).

The FLSA white-collar exemptions apply to individuals in executive, administrative, and some outside sales personnel and computer-related occupations. Some highly compensated employees (HCEs) may also qualify for a FLSA white-collar exemption. To qualify for most white-collar exemptions, employees must meet the specified salary threshold, among other criteria.

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HR Newsletter: Biden Budget Proposes National Paid Family and Medical Leave

HR Newsletter: Biden Budget Proposes National Paid Family and Medical Leave

President Joe Biden’s proposed budget for fiscal year 2025 includes a national paid family and medical leave program and urges Congressional action on mandatory paid sick leave.

Paid Family and Medical Leave – Biden’s budget would establish a national paid family and medical leave program that would be administered by the Social Security Administration and provide workers with progressive, partial wage replacement to take time off for family and medical reasons. More specifically, the president’s plan would provide up to 12 weeks of leave for eligible workers to:

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HR Newsletter: Addressing Small Business Talent Challenges

HR Newsletter: Addressing Small Business Talent Challenges

Employers of all sizes continue to face attraction and retention challenges. Successful efforts to win over workers can require significant time and carry high costs, but failing to attract talent or losing existing employees is particularly costly for small businesses. Unfortunately, small businesses often don’t have the excess resources to invest in attraction and retention efforts in today’s labor market, making it difficult to compete with larger organizations. Along with the costs associated with recruiting, hiring, and training, attraction and retention struggles can significantly impact workplace operations and culture, especially in a smaller environment. For these reasons, small businesses cannot afford to ignore their attraction and retention efforts.

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HR Newsletter: Navigating “Watch Me Get Fired” Videos

HR Newsletter: Navigating “Watch Me Get Fired” Videos

An increasing number of employees are recording their termination meetings with HR representatives, managers, and supervisors and posting them on various social media platforms, including TikTok, Instagram, and Twitter. These videos, commonly called “Watch Me Get Fired” videos, have become a trend among workers in various industries, including fast-food employees, office workers, and teachers. In some cases, these videos have gone viral, exposing businesses to heavy reputational backlash and sometimes legal consequences due to substandard termination practices. Despite the high stakes organizations face, some employers are still mishandling terminations.

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HR Chat w/Employco USA: Involuntary Terminations of Remote Employees

Join Rob and Jason in this HR chat as they discuss involuntary terminations of remote employees. With the remote dynamic adding a layer of complexity, Rob and Jason offer valuable tips, from preplanning with IT to coordinating with leadership. They also emphasize the importance of thorough preparation, including shutting down all company access and drafting a separation agreement.

To help, Employco has put together a comprehensive checklist to guide you through the process. You can find more information on our blog post here or just send us an email at hr@employco.com for assistance.

28th Anniversary

Employco is celebrating its 28th anniversary today, April 16th!

Bob, Rob, and Scott Wilson founded Employco 28 years ago, a true family business start-up. 28 years later – Employco is nationwide and one of the largest HR outsourcing firms. We are very proud to have a third generation in the business. Over the years, we have provided HR and insurance solutions to thousands of companies and have helped them save countless dollars on workers’ compensation and employee benefits through our buying power.

Thank you to our dedicated team members who have provided our clients with great customer experiences over the past 28 years. We look forward to an exciting future!

Employco's 28th Anniversary

HR Chat w/Employco USA: Stay Interviews

Join Rob and Jason in this HR chat as they discuss stay interviews. Unlike traditional exit interviews, stay interviews are candid discussions with active employees aimed at sharing their motivations, frustrations, and suggestions for improvement.

Stay interviews are a must for any organization looking to enhance employee engagement and retention. Managers can extract actionable feedback, foster trust and loyalty, and ensure both parties walk away with tangible outcomes.

Contact Employco for help transforming your workplace culture and driving meaningful change, hr@employco.com.

Podcast: Responding to an EEOC Charge of Discrimination

Join Rob, Scott, and Jason in this month’s HR podcast as they discuss what happens when a business receives an EEOC charge of discrimination. They go over some best practices and employer guidance, from the moment the complaint arrives in the mail to your options when responding. It’s crucial to act timely!

They also provide some insights on internal investigations, tips for negotiation, maintaining confidentiality, the importance of documentation, EPLI insurance, and more. Towards the end, they’ll also touch on the HR side of March Madness, including office brackets and building camaraderie.

For an effective checklist on “Responding to an EEOC Charge of Discrimination” check out our post here. And, contact us for support with discrimination charges or our no-cost supply of updated labor law posters, we’re here to help: hr@employco.com.

Podcast: DOL’s New Independent Contractor Rule