2024 Overtime Rule Changes
SHRM states: “The U.S. Department of Labor has increased the Fair Labor Standards Act's (FLSA's) annual salary-level threshold from $35,568 to $58,656 as of Jan. 1, 2025, for white-collar exemptions to overtime requirements. Effective July 1, 2024, the salary threshold will increase to $43,888. Employees making less than the salary-level threshold, such as hourly workers, can be eligible for overtime if they work enough hours.” * What does this mean for you? Employers need to decide if they are going to raise the salary of the exempt employees. If employers are not able or unwilling to give their employees raises withing the guidelines; then the…
December Newsletter – Savio In the Know
You have spent so much time and money getting that perfect candidate the offer was made and then.. Your perfect candidate has refused your offer. Now what. One of the first things you want to do is contact your local unemployment office and report this refusal… Savio in the Know December 2023 web versionDownload
November Newsletter: Pregnant Workers Fairness Act (PWFA)
Pregnant Workers Fairness Act (PWFA). This piece of legislation is designed to fill the gaps not addressed by the Pregnancy Discrimination Act, Americans with Disabilities Act and FMLA. The Pregnant Workers Fairness Act went into effect June 27, 2023. Savio in the Know November 2023Download
Defining Management Expectations
Individual applies for a job based on a job description that defines work tasks and skills, individual is hired, new hire orientation occurs including a whirlwind overview of the company and a quick review of a 100 + page employee handbook. They start work. Several months (or in some cases years) the manager reports that the individual is not doing what the manager “expects” (examples: attendance, cellphone usage, responding to customer calls, timeliness for meetings, helping co-workers, Internet usage, professionalism, etc.). Occasionally, the issue has been addressed with the employee and the employee simply is unwilling to alter the behavior. …
FMLA Designation
The FMLA (Family Medical Leave Act) law has been in place since 1993 and the complexity has never worn off. The act, in total, can be very complex for the employer and the employee. Below is a brief refresher on the initial process of designation. Employee Reports or Employer is made aware of the need for leaveEmployer should obtain the expected duration and reason for leaveDetermine if duration and reason fall within the FMLA guidelines If determined an FMLA qualified event: Employee qualification for FMLA must be madeEmployee must have worked 1250 hours (within the last 12 months) Must have worked…
