Compliance Alert: Are You Ready for New Overtime Rules?

| January 27, 2016

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The Department of Labor is expected to issue a final rule in 2016 which changes the federal white-collar exemptions from overtime pay. In other words, many positions have been deemed “exempt” from overtime pay, and the proposed change will reduce the number of positions that meet the revised criteria for the exemptions. As a result, employers will have to start paying more workers for any overtime they work. Specifically, any employee earning a yearly salary of $50,440 or less would become eligible for overtime pay. This more than doubles the previous threshold, which was last updated in 2004. Note that states may have laws that vary from federal guidelines, so double-check your state’s regulations too.

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Our recruitment sector is lead by professional individuals who have a vested interested in every candidate that registers on our database. We understand the concept of investing in ‘people’ as we are passionate about finding you the ideal career that utilizes your skills but also keeps you on track with your own life goals and purpose. It is our experience that every job seeker is a potential client so we endeavor to build relationships that not only grow your career but allows us to place you in a position where you can extend the same opportunity to other prospective job seekers.

OTHER ARTICLES

The AI workplace: how to balance employee trust and data security

Article | March 25, 2020

Technology – and in particular artificial intelligence (AI) – are completely revolutionising the way we work and offer the potential for improvements, but they have to be used mindfully and concerns about data security and employee trust must be addressed. Barclays recently reversed its decision to enforce a new type of monitoring software that watched every second of an employee’s day. If a team member was deemed not to be ‘active enough’ on their computer or taking too many breaks, they were sent an automated report.

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With a return to work, should you re-onboard employees who started remotely during a lockdown?

Article | March 25, 2020

Onboarding is a broad term that captures many of the critical moments when a new starter joins your company and begins when your new candidate accepts their job offer from your business. Yet despite what COVID-19 has thrown at us, one common theme remains, onboarding is the process that ensures your new starters are ready for whatever comes at them, whether they’re based at home or in the office. But if your new starter joined your business virtually, and you’re planning on moving back to the office, should you consider re-onboarding them to an extent, or was your initial onboarding enough to support them, and your business? In this article, we take a look at why you may want to consider re-onboarding your virtual starters when returning to the workplace, and how you may go around re-onboarding employees who started remotely. When the country shifted to working from home at the start of the COVID-19 pandemic in March 2020, employers were forced to switch entire elements of their business, including onboarding, to a virtual setting. But with more offices starting to see a return to work, albeit on a hybrid approach, should you consider re-onboarding the staff who began virtually over the past 18-months? Re-onboarding and welcoming your staff back into the office will play a vital part in the success of your newer team as they grow and develop in your business, while also allowing your company’s social culture to flourish. Research from Glassdoor shows that organisations with strong onboarding practices improve employee retention by 82% and productivity by more than 70%. The report highlighted that: Great employee onboarding can improve retention by 82%. Only 12% of polled employees think their onboarding was great. Most organisations only focus 1 week on onboarding. One way to look at this question is from a legal perspective. If your new joiner is coming into the office for the first time, then they’ll need to be informed of building processes, from something as simple as what the fire procedure is, to where the first-aider sits, in case they’re required to fill in an accident form. Then there are other assessments you’ll need to perform, such as a Display Screen Equipment (DSE) assessment that will identify what improvements can be made to an employee’s workstation. But then there are also the more personal elements to consider for new starters like, security protocols (Do they need to be issued an ID badge?), conference room booking procedures, office rules (For instance, foods that are banned due to allergies), and even the more mundane things like where the tea and coffee making facilities and toilets are located. Re-onboarding is not just about switching from your home routine and moving your staff back to the office; it’s also re-onboarding your company culture and the teams within it. The entire process should address, support and educate how your employees can reach out for support if they struggle to adjust to work back in the office, to covering topics such as requirements for returning to the office, how layouts and cleaning measures may have changed, and what your expectations are for how employees use common spaces. But what are some common onboarding activities that could form part of your re-onboarding process? 6 onboarding activities that should be part of the re-onboarding experience 1. The dress code: If your staff have been working from home, you may have relaxed your dress code, but with staff returning to the office and beginning to undertake face-to-face meetings with clients, you may want to reintroduce the dress code to your new staff. 2. 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Article | March 25, 2020

The world is waking up the 4th Industrial Revolution, with the impact of COVID-19 accelerating many changes already underway, says our Head of Equities, Stephen Dover. He opines on how underlying fundamental disruptions in our economy can present opportunities for active investors. Remember the story of lazy Rip Van Winkle who slept for 20 years, missed the American Revolution, and awakened to a new country? Similarly, the world is waking up to the 4th Industrial Revolution, a time of massive change led by innovation, which the impact of the COVID-19 virus has accelerated. This year will be remembered as a tragic one, with much suffering and many lives lost, and also as a fulcrum for health, economic, and social disruptions.

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How to Develop a Company Culture when Remote Working

Article | March 25, 2020

In the past, managers and leadership teams may have been reluctant to allow so many of their employees to work from home on an almost permanent basis. However, with Covid-19 we’ve had little choice in the matter. And, you know what? Employees adapted, productivity didn’t fall off a cliff and customers haven't been let down. Now, more of us are seeing the positive outcomes that this style of working has had on our work/life balance, and we may not want to go back to commuting into the office every workday. But what does this mean from a workplace culture perspective?

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Spotlight

HR Corporation

Our recruitment sector is lead by professional individuals who have a vested interested in every candidate that registers on our database. We understand the concept of investing in ‘people’ as we are passionate about finding you the ideal career that utilizes your skills but also keeps you on track with your own life goals and purpose. It is our experience that every job seeker is a potential client so we endeavor to build relationships that not only grow your career but allows us to place you in a position where you can extend the same opportunity to other prospective job seekers.

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