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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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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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How do you decide if an employee should be paid overtime?

How do you decide if an employee should be paid overtime?

By on Aug 23, 2018 in Blog, Compensation Consulting, Compliance, Job Analysis | 0 comments

The question comes up often when we work with clients…do we pay this job an hourly rate or a salary?  This one is tough to answer…and many times we have to take the client on a journey to understand an important compensation consideration. Often the question isn’t about paying hourly versus a salary per se…it’s more about whether the employee should be paid overtime or not. In reality you can pay employees an hourly rate or annual salary, but even if you pay an annual salary, in some cases you must still pay overtime.  Why is this? It comes down to the fact that in order for an employer to be relieved of paying overtime…in other words, for the role to be EXEMPT from overtime, it must meet the conditions of tests that have been developed by the US Department of Labor.  Failure to meet the conditions of these tests means the job is not exempt from overtime, and the employees in that job must be paid overtime. Basically, there are three tests that must be met completely: Salary Level: The minimum salary level required for exemption is currently $455 paid weekly [$23,660 annually and $11.38 per hour]. Anyone paid below this level must be paid overtime. Salary Basis: To meet the requirements of the salary basis test, the employee must be paid a predetermined amount for each pay period and compensation may not be reduced due to the number of hours worked in a work week or the quality of work completed. It also states that the employee must be paid their full salary if they perform ANY work for that week, but they do not need to be paid if NO work is performed during that work week. Job Duties: The third test is the job duties test. This test focuses on the primary duties performed by certain types of employees including executive, administrative, professional, computer, and outside sales employees. These different types of employees each have specific duties tests that must be met for them to meet the requirement. Note that this means that the CONTENT of the job, and not its TITLE, will determine whether it is exempt or not. What does this mean in...

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Client success story – Case Paper Company

Client success story – Case Paper Company

By on Apr 17, 2018 in Best practices, Blog, Compliance, Harassment, Harassment Prevention Assessment, Success Stories, Training and Development Consulting | 2 comments

This month’s success story features our work with Case Paper.  Although they are 75 years old, they just recently hired their first HR director [and also an old colleague].  One of his first tasks was to review the employee handbook provisions and processes related to harassment.  More on that below… Since 1943, Case Paper Company has provided incomparable service to the printing and packaging industry. The foundation of this service rests on maintaining one of the largest inventories of coated paper and board in both rolls and sheets in the United States; providing swift delivery of custom-converted products from state-of-the-art equipment; and the ability to process custom sizes. In fact, Case Paper has an extensive inventory of over 75,000 tons of paper and board available for immediate delivery, warehoused in over 1.25 million square feet of storage space across the U.S. They also provide state-of-the-art converting, warehousing, shipping, and logistics from several North American locations. Once their HR leader assessed the current state of their harassment avoidance program, he contacted OA for assistance in developing and delivering Diversity and Harassment Awareness Training. Ron Hervi, Director of Human Resources said: I had worked with OA’s Mark Fiala years ago when we were part of the Human Resources department in the company in which we worked.  I knew his reputation and that of his company, so once I got acclimated to my new role at Case Paper, we started talking about how we could work together to deliver Diversity, Inclusion, Sensitivity, and Harassment Prevention training to my management team.   Mark developed and delivered some of the best training we have ever received…his approach was to facilitate a real conversation with my leaders and help them understand the negative effect of harassment and the benefits of fostering diversity and inclusion.   We held workshops in Philadelphia and Chicago for a total of six workshops.  Each session was delivered effectively, and real learning took place…the feedback we received was that the training was useful, meaningful…and believe it or not, fun!   It’s no secret that harassment is on many employer’s minds…making sure your managers are trained to spot and take action in cases of harassment is critical.  Make sure you provide them the tools they...

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When was the last time you trained your managers on how to spot and address harassment?

When was the last time you trained your managers on how to spot and address harassment?

By on Apr 3, 2018 in Best practices, Blog, Compliance, Harassment, Harassment Prevention Assessment, HR Consulting, Training and Development | 0 comments

It’s no secret that harassment in the workplace is on everyone’s mind.  Many organizations have been proactive in developing policies and procedures, updating employee handbooks, and making sure information is posted for employees to learn what their rights in the workplace are. However, many organizations fail to address one of the most critical links in the chain to prevent and address harassment…training supervisors on harassment prevention.  Supervisors are the people who will most likely hear about possible harassment first…and they need to know what to do to protect employees, your organization, and themselves. Our comprehensive workshop on harassment prevention, Diversity, Inclusion, and Sensitivity Training, provides all the information supervisors need to spot and help address harassment allegations.  We cover: Diversity Inclusion Bias Sensitivity and awareness Harassment prevention Our program is tailored to your organization and utilizes the work you have already done…in addition to our content we leverage your handbook, policies, and internal practices to reinforce all these elements in a seamless fashion. The workshops are informative, engaging, and fun. Learn more about our harassment prevention tools here and all of our training workshops on our website. 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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Are you prepared to respond to claims of harassment?

Are you prepared to respond to claims of harassment?

By on Feb 21, 2018 in Best practices, Blog, Compliance, Harassment, Harassment Prevention Assessment, HR Consulting, Uncategorized | 0 comments

Allegations of harassment are all over the news and there are no signs of this national trend letting up anytime soon.  For organizations, there is no better time than now to assess your readiness to prevent or appropriately respond to claims of harassment. Claims of harassment…if not responded to effectively…can have extremely damaging effects on the workplace.  Legal liability can be astronomical.  So can attorney’s fees and rising insurance rates.  And the intangible impact on organizational culture can be just as damaging.  Harassment allegations in the workplace can drive down employee engagement, which can hamper even the best organization’s ability to attract and retain talent. A critical first step to ensuring that your organization is well situated to prevent, respond to, or at the very least defend any claims of harassment that could arise is to conduct an independent and thorough assessment of the efficacy of your harassment prevention efforts. As we announced last week, we have partnered with Sindy Warren of Warren & Associates who is an authority on workplace harassment.   Together we have developed our Harassment Prevention Assessment.  This new service will help you make sure that you are taking the right steps to prevent and respond to claims of harassment in a vigorous manner. We will not only assess your current harassment prevention state of affairs, but also provide you with recommended next steps. Isn’t it worth it to ensure your employees can be safe and productive at work…and keep your organization and reputation respected and valued? Ask us about our Harassment Prevention Assessment and your other Human Resources needs and check out our blog for more helpful...

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