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Posts by Mark Fiala

Required employment postings – State of Ohio Minimum Wage change for 2019

Required employment postings – State of Ohio Minimum Wage change for 2019

By on Oct 17, 2018 in Best practices, Blog, Compliance | 0 comments

The State of Ohio has released its new Minimum Wage poster for 2019.  Ohio employers are required to post this in a conspicuous place where the employees can see the poster easily. Visit Ohio.gov to print your copy and post as many as needed in your workplace. Watch for new updates on workforce strategy or contact us for other helpful...

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Chief Talent Officer search for Cleveland Public Library

Chief Talent Officer search for Cleveland Public Library

By on Sep 30, 2018 in Blog, Government and Public Sector, Openings, Talent Acquisition | 0 comments

We are pleased to assist another public library system with their search for their Human Resources leader.  Our client the Cleveland Public Library is seeking a Chief Talent Officer to lead its Human Resources strategy and service delivery to its over 700 employees in 27 locations throughout Cleveland. The Chief Talent Officer is responsible for leading all Human Resources activities including employee relations, performance management, succession planning, training and development, talent management, and more.  This includes leading a staff of Human Resources professionals engaged in these activities.  The Chief Talent Officer will be part of the Executive Team and report to the Deputy Director. We are seeking candidates who display a high level of skill in the competencies required for senior level Human Resources professionals, along with the following: Innovative with an eye toward process improvement and enhancing effectiveness and efficiency. Entrepreneurial with the capacity to seek new ways to create demand for the services provided by Cleveland Public Library and help develop new offerings to serve our patrons. Strategic thinker who can develop staffing plans to serve our patrons now and in the future. Tech-savvy and adept at using MS Office effectively and comfortable using multiple social media and social networking platforms. You should bring the following education, experience and qualifications to the role: 10 to 15 years of experience in all Human Resources disciplines [employee relations, performance management, training and development, recruitment, compensation, benefits, compliance, personnel administration, etc.]. A Bachelor’s degree in Human Resources, Business Administration, or a related field. SHRM-CP/SHRM-SCP or PHR/SPHR certification. Experience leading the Human Resources function in a large, multi-unit organization with a distributed workforce. Experience in pubic-sector organizations at the municipal, county, or regional level. Experience with the requirements of transparency and openness in all matters required of public organizations. Experience working with bargaining units. Experience with capturing metrics and producing various employment-related reports. Experience with developing and managing affirmative action plans. Experience developing and driving diversity and opportunity for all employees. Experience collaborating with and influencing board members or trustees. If you are interested in any of these roles, please send your resume and cover letter to ryansheehan@oahumanresources.com.  If you have a colleague who may be interested, please feel free to...

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Active shooter training can empower your staff and help keep your employees safe.

Active shooter training can empower your staff and help keep your employees safe.

By on Sep 11, 2018 in Best practices, Blog, Government and Public Sector, Safety | 0 comments

Organizational Architecture has been privileged to work with The ALICE Training Institute since 2017 as their Human Resources partner.  As we have gotten to know and work with them, we wanted to help get their message out to our other clients who may want to learn more about their training programs and how they can help your employees and customers stay safe. While any of our clients could benefit from this training, organizations that are open and accessible to the public in the course of their business may want to make this training a priority. Organizations such as: Public libraries Community and senior centers Banks and financial institutions Municipal facilities Schools Retail establishments Office buildings Manufacturing facilities The mission of ALICE Training Institute is to SAVE MORE LIVES.  Their program empowers individuals to participate in their own survival using proactive options-based strategies in the face of violence. These life lessons are critical to helping ensure people have an effective response to active shooter situations. Most organizations could benefit from their training. If you would like to learn more, contact us and we can connect you with their Program Management team to get your training...

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Client success story – Aim Transportation Solutions

Client success story – Aim Transportation Solutions

By on Aug 29, 2018 in Blog, HR Consulting, Leadership, Success Stories, Succession Planning, Training and Development, Training and Development Consulting | 0 comments

Most organizations reach a point where they need to get really specific about what traits make leaders successful in their organization.  Sometimes organizations get lucky and promote the right people from staff positions into supervisory roles and these people are successful leaders. But many times, the wrong person gets promoted, and this is because they focus more on the person’s success in their current role and less on what the expected behaviors are for leaders and whether this person has demonstrated their ability to exercise them.  This month’s success story shares our recent work with a company that came to that conclusion. Aim Transportation Solutions is the largest, privately owned truck leasing company in North America. Aim Leasing Company was founded in 1982 as an affiliate of McNicholas Transportation who was, at that time, the largest steel hauler east of the Mississippi. Their initial goal was to purchase and maintain equipment for companies that didn’t have internal logistics capabilities. Since then, they have achieved steady growth and are now considered the largest, privately owned truck leasing company in North America. Like many growing business, identifying and promoting the right people into the critical middle management role was something Aim struggled with. Their people are truly passionate about solving their customers’ problems, but this passion does not necessarily mean that these employees would be good leaders. What Aim wanted to do was develop tools and processes to identify potential leaders in a consistent manner, in order to increase newly-promoted supervisors’ success, and continue to enhance their ability to solve customers’ problems. Vice President of Human Resources Patty Durkin said: We knew that by implementing a process to identify potential leaders in a consistent fashion would greatly enhance our succession planning efforts.  We are a growing company in a very dynamic industry…we need to make sure we have the right people in the right place and trained the right way for our customers.  This is especially true for anyone with the great responsibility for leading people.   We connected with OA based on their experience helping companies implement leadership development programs.  They have a solid methodology for identifying leadership competencies, defining them, and helping organizations integrate them into their succession planning...

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Overtime FAQs

Overtime FAQs

By on Aug 27, 2018 in Blog, Compensation Consulting, Compliance, Job Analysis | 0 comments

Last week’s blog asked the question How do you decide if an employee should be paid overtime? As we showed, it depends on what and how an employee is paid, and the kind of work they do.  When we explain this to our clients, they usually have some follow up questions.  Below are some of the most common. Does the amount a person gets paid matter? To be deemed exempt from overtime the salary test must be passed.  This test states that the employee be paid a salary more than $455 per week.  This equates to about $11.40 per hour, or $23,660 per year.  Anyone paid less than this must be classified as non-exempt with the exception of certain sales jobs.  If an employee is paid more than $100,000 per year, which can include commissions, bonuses and other types of nondiscretionary compensation, they may be exempt from overtime but other components of the test must be satisfied to meet the exemption test. If I pay a salary, do I still have to pay overtime? In some cases, yes.  Even if you pay a salary, if the job does not meet the exemption tests, you still need to pay overtime.  The employee will still need to complete a timesheet or use your timekeeping system to record if they work more than 40 hours per week so that any hours over that are paid as overtime. What if the employee wants to be paid a salary and not receive overtime? While some employees perceive being paid a salary and not receiving overtime as higher status, the employee is not allowed to choose or elect to give up their rights to overtime. Even if you have them sign a waiver, the waiver will not be deemed valid. What if I change the job title? The determination whether the job is exempt from overtime is not based on the title, so changing the title to something that appears higher than the role won’t work. The determination of whether a job is exempt is based solely on job content [in addition to how and what it is paid] which means the duties of the job, its qualifications, and the amount of independent decision-making around matters...

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