Under currently enforced law, employees with a salary below $455 per week ($23,660 annually) must be paid overtime if they work more than 40 hours per week. Workers making at least this salary level may be eligible for overtime based on their job duties. This salary level was set in 2004.

This proposal would boost the proposed standard salary level to $679 per week (equivalent to $35,308 per year). Above this salary level, eligibility for overtime varies based on job duties.

More details as this develops

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You would think that after many years of offering similar programs, training, and workshops that we would change our format but some things never change. The fundamentals of HR are extremely important and we want to equip both HR professionals and supervisors.

• In 2018 we were asked to resolve:
  • 5 – EEOC charges – termination, alleged harassment, age and race discrimination
  • 1 – OFCCP audit – applicants, hires, terms, promotions, transfers
  • Countless unemployment hearings where we had to justify employment actions
  • 1 deposition involving an EEOC charge

In each of these cases, had the supervisor been equipped with “essential knowledge” and solid “HR” practices, we may have been able to reduce or eliminate many of these situations.

On January 17, 2019, we are offering our “Survival Guide for Supervisors” workshop starting at 9:00am – 11:30am.

All of our 2019 workshops will be held at the Champions Run Country Club located at 13800 Eagle Run Drive, Omaha, NE 68164.

All 11 workshops offered this year are approved for continuing education credits through SHRM.

The cost is $89.00/person and this includes materials and refreshments.

To enroll, simply go to: https://www.hrsincorporated.com/events/

The post Supervisory Survival Guidelines – January 17, 2019 appeared first on HR Systems.

1. Using form handbooks, which usually have many provisions that have nothing to do with your company.

2. Blending policies and procedures, which confuses employees.

3. Including a probationary period, implying that anyone who stays with the company 90 days is then a permanent employee. Never use “probation language”

4. Being too specific in descriptions and lists, especially those involving discipline.

5. Not being consistent with other company documents.

6. Not adapting your handbook for each state’s laws.

7. Failing to update the manual frequently for changing laws.

8. Being unrealistic about what your employees or supervisors understand.  Keep it simple and direct.

www.hrsincorporated.com

The post Handbook Mistakes appeared first on HR Systems.

• Alaska $9.89
• Arizona $11.00
• Arkansas $9.25
• California $11.00/$12.00 (for employers of 26 or more)
• Colorado $11.10
• Delaware $8.75 on Jan. 1, $9.25 on Oct. 1,
• D.C. $14.00
• Florida $8.46
• Maine $11.00
• Massachusetts $12.00
• Michigan $10.00 on April 1
• Minnesota $9.86 ($500,000 annual gross sales)/ $8.04 (less than $500,000)
• Missouri $8.60
• Montana $8.50
• New Jersey $8.85
• New York $11.10
• Ohio $8.55
• Oregon $11.25
• Rhode Island $10.50
• South Dakota $9.10
• Vermont $10.78
• Washington $12.00

The post 2019 Minimum Wage Changes. appeared first on HR Systems.

This doesn’t include the content of the JD’s.   This is just a start.

If you answered no to any of these questions, please contact us today. www.hrsincorporated.com

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