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Compensation Consulting

Client success story – Cuyahoga County Public Library

Client success story – Cuyahoga County Public Library

By on Jan 25, 2017 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Success Stories | 0 comments

Cuyahoga County Public Library is a great example of how Organizational Architecture’s compensation consulting assists its clients by conducting a base compensation study to ensure they are paying competitively compared to the market. Cuyahoga County Public Library offers the very best in public library service in the nation and is focused on being the center of community life and remain dedicated to creating an environment where reading, lifelong learning, and civic engagement thrive. Daniel Hauenstein, Director Human Resources at Cuyahoga County Public Library, said, “It can be challenging to meet the needs of both union and non-union employees. Having Organizational Architecture come in as a third-party to review our current compensation practices not only ensures that all employees are being paid fairly and equitably, but it also brings a fresh set of eyes to see what improvements can be made in how we reward our employees. Their analysis also reaffirmed that we do compensate our employees fairly compared to the market and help us to be an employer of choice for top talent”. Compensation is a powerful tool often overlooked in most organizations. Even implementing simple compensation tools, systems, and policies can make a world of difference when trying to reward your employees fairly and equitably. Do you have compensation consulting or HR consulting needs and want to learn more?  Contact us and check out our blog for more helpful...

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Client success story – base compensation study

Client success story – base compensation study

By on Jan 23, 2017 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Success Stories | 0 comments

This month’s success story shows that conducting a base compensation study regularly can help align your organization’s compensation philosophy with your overall organizational strategy.  Our client is one of the largest public library systems in Ohio and needed to know if they were paying competitively compared to the market from which they draw talent. We started our analysis by reviewing their current compensation program and salary grade system. Since our client contained both union and non-union employees, we needed to take into consideration each salary grade system and conduct a thorough review of their bargaining agreement to understand any differences in their compensation programs. After careful review of the benchmarking analysis, our recommendations included addressing both union and non-union positions that were above and below the market, tips on adjusting salary grade systems, and how to communicate any compensation changes to their employees. Overall, our compensation study provided the library and their bargaining unit the necessary data to make compensation decisions for the next several years. Do you need assistance with conducting a base compensation study or have other compensation consulting needs?  Contact us and check out our blog for more helpful...

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Required employment postings – State of Ohio Minimum Wage 2017

Required employment postings – State of Ohio Minimum Wage 2017

By on Jan 4, 2017 in Blog, Compensation Consulting, Compliance, HR Consulting | 0 comments

The State of Ohio has released its new Minimum Wage poster for 2017.  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 postings on workforce strategy or contact us for other helpful...

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HR NEWS FLASH – Court stops overtime rule change

HR NEWS FLASH – Court stops overtime rule change

By on Nov 23, 2016 in Blog, Compensation Consulting, Compliance | 0 comments

We have been reporting throughout the year on the new federal overtime rules approved by President Obama in May of this year. Yesterday, US District Judge Amos Mazzant granted a preliminary injunction that temporarily halts the implementation, which was set for December 1, 2016. According to an article published by the Society for Human Resources Management, twenty-one states and several business groups filed motions to prevent the new rule from taking effect. The injunction is not permanent, but at the same time could lead to more scrutiny of the rule and changes to it could still be made. Many of our clients have already taken steps to comply with the rule changes…it was in fact scheduled to take effect next week…but for many others they may still be able to postpone any changes until this is resolved. If you want to review your plans and the alternatives based on this late change, contact us to learn how we can assist you. Oh…and Happy...

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Preparing for the new overtime rules – November 2016 update

Preparing for the new overtime rules – November 2016 update

By on Nov 16, 2016 in Blog, Compensation Consulting | 0 comments

We are now only weeks away before the new overtime rules that go into effect on December 1, 2016. If you haven’t started preparing for the changes yet, here are the main items to get started: Review which of their employees are classified as exempt from overtime. Check if any of these employees are being paid a salary less than the new salary minimum of $47,476. Determine if changes in job duties, compensation, or classifications will be necessary. Keep in mind that employees can still be classified as exempt from overtime…but you must ensure the requirements of the duties tests are met.  We have recently reviewed the executive, administrative, professional , computer-related occupations, and outside sales exemption duties tests in our blog. One overtime exemption that is often overlooked by employers that we have not reviewed yet is the Highly-compensated workers exemption. Highly-compensated workers are those who are paid a total annual compensation of $134,004 or more. To meet the highly-compensated worker exemption, they must meet these requirements: They earn a total annual compensation of $134,004 or more, which includes at least $913 per week paid on a salary basis; Their primary duties include performing office or non-manual work; They customarily and regularly perform at least one of the exempt duties or responsibilities of an exempt executive, administrative, or professional employee. The job must meet ALL of these requirements…not just some.  The US Department of Labor is very aggressive at enforcing this…and assesses significant penalties, especially if an employer willfully misclassifies employees as exempt from overtime. For complete details on this exemption and to learn more about other exemptions, visit the Wage and Hour division of the US Department of Labor. Do you need assistance with this or other compensation consulting needs? Contact us and check out our blog for more helpful...

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Preparing for the new overtime rules – October 2016 update

Preparing for the new overtime rules – October 2016 update

By on Oct 17, 2016 in Blog, Compensation Consulting, Compliance | 0 comments

We are now another month closer to the new overtime rules that go into effect on December 1, 2016, since they were reported back on May 19, 2016. If you haven’t started preparing for the changes yet, here are the main items to get started: Review which of their employees are classified as exempt from overtime. Check if any of these employees are being paid a salary less than the new salary minimum of $47,476. Determine if changes in job duties, compensation, or classifications will be necessary. Keep in mind that employees can still be classified as exempt from overtime…but you must ensure the requirements of the duties tests are met.  We have recently reviewed the executive, administrative, and professional exemption duties tests in our blog. With only about a month left before the overtime rules are put in place, let’s review the last exemptions that we have not covered: Computer-related occupations exemption and outside sales exemption. To meet the requirements of the computer-related occupations exemption job duties, ALL of the following tests must be met: The employee must be compensated on a salary or fee basis at a rate no less than $913 per week, or if compensated on an hourly basis, at a rate not less than $27.63 an hour. The employee must be employed as a computer systems analyst, computer programmer, software engineer, or other similarly skilled worker in the computer field performing duties consisting of: application of systems analysis techniques and procedures design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, or computer programs related to machine operating systems To meet the requirements of the outside sales exemption job duties, ALL of the following tests must be met: The employee must be compensated on a salary basis (as defined in the regulations) at a rate not less than $913 per week; The employee’s primary duty must be making sales [as defined by the Fair Labor Standards Act], or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer The employee must be customarily and regularly engaged away from the employer’s place or places of business The job must meet ALL of these requirements…not just some.  The US...

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