Not all job applicants will have a work history as an employee. Some, for instance, may have been self-employed. Others, like many young applicants, may simply not have worked for a company before.
Paying members of your small-business workforce as salaried employees may be easy for you and empowering for them, but in doing so, you must comply with the rules and regulations of the labor laws. The Fair Labor Standards Act guidelines do not apply to salary basis employees who are exempt. If your business classifies any of its employees as salaried nonexempt, the FLSA covers them as it would any other nonexempt employees.
The federal government released two mandatory labor law poster updates, effective August 1, 2016.
Employment costs fall into several broad categories:
Finding technically qualified people who can function effectively in a rapidly growing startup venture is not easy task. In an earlier column we discussed the economic alternatives for head hunting. For this column it suffices for me to remind you to be sure to devote the time to make sure that your hires are as close to perfect “10s” as possible. Anything less will be a drag on your business.
Most of us have heard – or said – MOMisms and DADisms like “Because I said so!”, “Don't ask me WHY. The answer is NO.” and “Enough is enough!” And while parents may effectively get away with such terms, HR managers cannot. You will hear retorts like “You’re not the boss of me”, “Stop harassing me”, and “You’ll be hearing from my lawyer”, if you don’t consider your explanations more carefully.
Recent surveys of employers indicate that more than 50% of applicants misrepresent themselves on resumes. For obvious reasons, job seekers tell you only what they want to admit.
In a perfect world, every time you wanted to reward a high-performing employee with more cash, you’d have the wherewithal to do it and no other factors to consider. In some instances, an employee may ask and then receive. However, this isn’t always easy to do, and in some cases it’s not feasible at all.
The Michigan Chamber on June 8 issued the following statement in response to nearly unanimous passage of legislation championed by the Michigan Chamber to repeal Michigan’s unique and uncompetitive Health Insurance Claims Assessment, or “HICA Tax” (Senate Bills 987-990). The HICA Tax is a 0.75 percent tax on paid health insurance claims. It is paid by individuals and businesses alike and has added nearly $1 billion to the cost of health insurance since its enactment in 2011.
A National Labor Relations Board (NLRB) judge just issued a notable decision in Chipotle Services LLC for employers grappling with social media invading the workplace.