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Compensation Consulting

Overtime rule change

Overtime rule change

By on Oct 1, 2019 in Blog, Compensation Consulting, Compliance, HR Consulting | 0 comments

On September 24, 2019, the US Department of Labor announced a final rule to make 1.3 million additional American workers eligible for overtime pay. The final rule updates the earnings thresholds necessary to exempt executive, administrative and professional employees from the Fair Labor Standards Act’s [FLSA] minimum wage and overtime pay requirements, and allows employers to count a portion of certain bonuses/commissions towards meeting the salary level. The new thresholds account for growth in employee earnings since the thresholds were last updated in 2004. In the final rule, the Department is: Raising the ‘standard salary level’ from the currently enforced level of $455 per week to $684 per week [equivalent to $35,568 per year for a full-year worker]; Raising the total annual compensation requirement for ‘highly compensated employees’ from the currently enforced level of $100,000 per year to $107,432 per year; Allowing employers to use nondiscretionary bonuses and incentive payments [including commissions] paid at least annually to satisfy up to 10% of the standard salary level, in recognition of evolving pay practices; and Revising the special salary levels for workers in U.S. territories and the motion picture industry. Regarding the first bullet…this means that any employee earning $35,568 or less per year will be eligible for overtime.  At the federal level this is time and one-half for any hours over 40 worked in a given week.  Your state or even your municipality may have different overtime rules. The final rule is effective on January 1, 2020. The Federal Register notice of the final rule can be found here. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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OA presents at the Northern Ohio Chapter of IPMA-HR Spring Conference

OA presents at the Northern Ohio Chapter of IPMA-HR Spring Conference

By on May 21, 2019 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, In the News, Presentations and Conferences, Training and Development, Training and Development Consulting | 0 comments

OA was privileged to present its workshop Employee Compensation Basics at the Northern Ohio Chapter of IPMA-HR Spring Conference. The International Public Management Association for Human Resources [IPMA-HR] is the leading public sector human resource organization in the world. Their mission is to enhance public sector performance by providing human resource leadership, advocacy, professional development, and a community of HR professionals for the sharing of resources and ideas. The conference was held at the Akron-Summit County Public Library Main Branch on May 15, 2019. This annual conference brings together public sector Human Resources professionals to learn current trends and best practices in an environment that fosters collaboration and networking. We appreciate the opportunity to be part of the program and to be a sponsor. We are looking forward to next year’s conference. If you would like to know more about our workshops, or have other Human Resources consulting needs, contact us and check out our blog for more helpful...

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Client success story – Stark County District Library

Client success story – Stark County District Library

By on Apr 22, 2019 in Best Practices, Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Job Analysis, Job Descriptions, Position Descriptions, Success Stories | 0 comments

This month’s success story features our work with Stark County District Library.  We were pleased to have the opportunity to work with another public library after successful projects with Cleveland Public Library and Cuyahoga County Public Library. Seeking better ways to structure the Library for the benefit of the patrons and define jobs and career paths better for the employees, the Library contacted OA to help revise job descriptions and then provide insight into how competitive their base compensation is. Shanna Springer, Senior Director of Operations and HR: Based on work they had done in the past for other public libraries, it was actually our bargaining unit leadership that recommended OA as a partner for this project.   We needed help with a revision and update to our job descriptions to help us convey expectations better and provide clearer career paths for our staff.  We were also considering alternative organizational structures to support this and to be more effective serving the community.   OA worked with our management and staff to understand jobs and provided us with tools to document jobs in a more consistent fashion.  With this information they were able to provide us with information on how our jobs compare to the market and strategies to help us stay competitive.   Additionally, they provided insight into current compensation trends and strategies for implementing better approaches to attract, retain, and motivate our staff.  The OA team was helpful in assisting with consensus-building with our leadership team so that we could implement the program we needed to reach our goals.   This information also helped us with own work to define career paths and organizational structures that fit the needs of our staff and patrons.  Like most libraries we are working hard to make sure we provide needed services that the community needs now.  OA was a great partner on this project and really helped us serve our community better. Public libraries and public sector employers are one of our specialties.  Whether you are a municipality, agency, or public library system, we can help with your HR programs, including compensation benchmarking and pay structures. If you need assistance with your compensation programs or other HR consulting needs, contact us...

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We partner with Public Library systems in solving their HR challenges

We partner with Public Library systems in solving their HR challenges

By on Apr 19, 2019 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Talent Acquisition | 0 comments

Public libraries have unique challenges. Public sector employment rules and collective bargaining make your job as Executive Director or HR leader all the more challenging. Our public library and public sector expertise incorporates data from the American Library Association, regional public library and public employer organizations, and more than TEN YEARS of HR consulting experience with public, private, and not-for-profit organizations. Whether you are a small public library or one of the largest in Ohio, Organizational Architecture is your partner for helping you meet your Human Resources challenges. Our public library clients include: Cleveland Public Library Cuyahoga County Public Library Stark County District Library Westerville Public Library Find out how we helped them here. Our public sector commitment is reflected in the certifications we have earned to do public sector work: United States Department of Veterans Affairs Veteran Owned Small Business State of Ohio Veteran Business Enterprise Cuyahoga County Small Business Enterprise City of Cleveland Small Business Enterprise Northeast Ohio Regional Sewer District Small Business Enterprise If you need assistance with other HR projects and want to learn more about our human resources consulting, contact us and check out our blog for more...

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Client success story – Mandel JCC

Client success story – Mandel JCC

By on Jan 22, 2019 in Best Practices, Blog, Compensation Consulting, Non Profit, Success Stories | 0 comments

This month’s success story features our work with the Mandel JCC.  The J builds, connects and strengthens the Jewish community and the greater Cleveland community through exceptional life-long programs and services that reflect the richness of Jewish life and enhance physical, intellectual, and spiritual well-being. OA was approached based on our experience working with not-for-profit organizations to benchmark compensation and recommending approaches to enhance compensation program administration. Vice President of Human Resources Sara Hodgson said: OA was recommended to us by one of our trusted advisors to assist us with understanding how competitive our compensation was, and how we could be more effective at managing our programs.  They worked with us to understand what our goals were and then developed a plan to address our needs.   Throughout the project they spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our program.  They provided data from both general and also industry-specific sources and qualified them to make sure the data was valid and reliable.   We needed a comprehensive review and OA provided analysis on our staff compensation and made recommendations regarding compensation philosophy, program administration, and pay structures. Additionally, they helped me present the findings to my leadership team in a way that was clear and meaningful to them. Not-for-profit organizations are one of our specialties.  Whether you are large or small, we can help with your compensation planning needs.  Contact us and check out our blog for more...

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Client success story – Mental Health & Addiction Advocacy Coalition

Client success story – Mental Health & Addiction Advocacy Coalition

By on Nov 20, 2018 in Blog, Compensation Consulting, Non Profit, Success Stories | 0 comments

This month’s success story features our work with the Mental Health & Addiction Advocacy Coalition.  MHAC fosters education and awareness of mental health and addiction issues while advocating for public policies and strategies that support effective, well-funded services, systems, and supports for those in need, resulting in stronger Ohio communities. The MHAC is a place where diverse interests come together, speak with a common voice, and work towards guaranteeing access to quality services and supports for individuals with mental health and addiction disorders. OA was approached based on our experience working with not-for-profit organizations and benchmarking compensation, and recommending approaches to enhance compensation program administration. Joan Englund is the Executive Director of the MHAC.  She said: OA was recommended to us from a partner organization to assist us with understanding how competitive our compensation was. We are a unique organization so we needed to make sure we used appropriate benchmarks when analyzing our pay.   They have a collaborative process and spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our pay programs.  They located both general compensation data as well as information specific to not-for-profits to give us an informed view of compensation in our world. Since we are spread out geographically they provided us data for the locations in which our people work.   OA’s help was invaluable in providing us data about our own programs, and insights into what is competitive among our peers. We now have a process to revisit this periodically to ensure we stay on track.  Most not-for-profits are constrained by resources, especially money.  Our dialog with OA helped us refine our value proposition to employees and potential candidates, and leverage our meaningful mission and work along with other aspects of our total rewards program in our conversation with them. Not-for-profit organizations are one of our specialties.  Whether you are large or small, we can help with your compensation planning needs.  Contact us and check out our blog for more resources....

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