After years of anticipation, the U.S. Department of Labor (DOL) released its Notice of Proposed Rule Making on June 30, 2015, revising the overtime exemptions under the Fair Labor Standards Act (FLSA) by targeting salary requirements.
As a small business owner you will need to determine whether to hire full time employees or use independent contractors. Don’t make the mistake of thinking they are basically the same thing. They aren’t.
Although you pay both kinds of workers to do tasks for you, they are not viewed the same by the IRS. And if the IRS suspects that you are not classifying your workers correctly, they might audit you.
If you’re great at your job, you’ve probably been asked to teach others how to do some of the things at which you excel. Doing something well is not the same as teaching others to do it well. Leaders focus on strategies for getting the best results from trainees.
Here are five tips for a successful knowledge transfer:
A foreign national's application for employment-based cases, is classified into one of five categories including:
Many employers hire extra workers to prepare for a busy holiday season. Often these workers are hired on some level shortly after Labor Day to ensure they are trained properly, as they help the employer get ready for increased activity.
Remember that even your temporary help should be screened just like they were permanent, full-time employees. After all, a person working just a few hours a week can be responsible for many problems, such as theft, drug sales, and harassment.
This is part three of a three-part blog series on performance development.
MYTH – Holding managers accountable for conducting annual, bi-annual or quarterly review meetings with all their employees will DRIVE high performance into our organization.
Although this may make sense from a traditional performance review perspective, the thinking behind it contributes significantly to the failings of the performance management systems used by most organizations.
Let’s first talk about holding managers accountable.
There are many ways to measure the success of an entrepreneur, including the number of new ideas launched, the revenue and profits earned, and the ways in which he or she serves an industry or a community. But perhaps the chief among these is the impact the entrepreneur is able to have on the lives of employees. Beyond tangible rewards such as pay, and intangibles such as mentoring, a business owner can profoundly shape a worker's life by providing a generous package of employee benefits.
Employers considering whether to allow the downloading of work email to employee smartphones and other mobile devices, need to be aware of a few key issues. An employment practice such as this could lead to potential violations of wage and hour law and/or HIPAA compliance issues.
When asked about measuring human resources, many HR professionals will say the work is intangible, has too many variables, and cannot be accurately measured, so it is not worth the time. That is a myth!
The truth is:
Only a minor percentage of your job applicants will have a serious criminal record or a problem with a driver’s license. More issues are found when employment and education are confirmed.
For instance, an applicant can indicate his/her work responsibilities and time period of employment are X, but it is learned they are really Y. Also, applicants often misrepresent their educational experience and accomplishments. Unfortunately, it is all too common.