As reported last week, on August 30, 2023, the U.S. Department of Labor (DOL) announced it is proposing a revised rule that will increase its Salary Level Test by revising part of the Exemption Tests in its regulations. To be classified as an exempt employee under the DOL regulations, the job must meet three tests as outlined by the FLSA regulations:
Paid parental leave is a critical policy that provides employees with the opportunity to take time off work to care for their newborn or newly adopted child while receiving a portion of their regular pay. While many countries around the world have implemented paid parental leave policies, the United States has been slow to catch up.
Growing inflation has been the source of much conversation in the past three years. Much of the conversation revolves around how inflation impacts wages. A recent article in Forbes provides some good analysis around why salary increases do not always align with inflation.
As organizations plan for the future, one important aspect that requires careful consideration is salary budgets. Anticipating and forecasting salary trends is essential for attracting and retaining top talent, maintaining competitiveness in the job market, and ensuring the financial health of businesses.
Earlier this month, ASE released the results of the 2023 Compensation Survey. What makes our survey unique is the employer-reported benchmarked data – with a 65% constant sample (companies who report year after year.) This year’s results show larger than normal wage growth due to inflation and other economic factors.
ASE, Michigan’s largest employer association supporting its members with Everything HR, has released the findings of its 2023 ASE Compensation Survey. The full results were presented at the Michigan Pay & Economic Briefing that took place June 6th in Troy.
Voluntary benefits are services or products offered by employers, often at discounted rates, as a perk of employment. Employers can provide benefits that employees want, while employees will have a variety of insurance options available in one convenient place and as the name implies, it is optional to purchase.
In recent years, the concept of unlimited time off has gained attention as a progressive approach to employee vacation policies. This innovative policy grants employees the flexibility to take as much time off as they need, without strict limitations. While it may sound appealing, it is essential to examine the advantages and disadvantages of unlimited time off to understand its potential impact on employees and organizations alike.
Remote work offers companies and employees more flexibility. We’re no longer limited by geography. Technology makes it easy to collaborate across the entire country. However, the complex issues that arise with out-of-state employees can be a barrier to nationwide hiring practices—and failure to comply can result in large fines and fees.
Employee compensation is a critical factor in employee retention. When employees feel that they are being fairly compensated for their work, they are more likely to stay with their current employer. However, compensation is not just about salary, but also includes benefits, incentives, and other forms of rewards.
Employers should be prepared to review their exempt positions for proper Fair Labor Standards Act (FLSA) classification. Earlier this year, the U.S. Supreme Court ruled that despite an oil rig worker making over $200,000 a year and being a supervisor, that position was non-exempt and entitled to overtime pay for weeks worked in excess of 40 hours.
The 3rd Circuit Federal Court of Appeals recently reviewed the question of whether paid time off (PTO) is considered part of the salary of an employee. Specifically, does the docking of PTO violate the salary basis requirement for exempt employees under the FLSA? The court said no.
Are your employees passionate about a cause or do they want to volunteer at their kids’ reading day for an hour? Then it’s time you look at offering VTO – Volunteer Time Off. It is proven to improve employee engagement and productivity. It is also great for your brand.
If an employee goes off on military leave, is the leave paid or unpaid? It depends on how the company covers other comparable leaves for non-military reasons.
Intermittent FMLA is one of the most difficult issues for HR professionals. It can be difficult to manage, and personal liability could attach if they interfere with FMLA leave. Therefore, a conservative approach is recommended. However, a recent Federal 6th Circuit of Appeals case (which covers Michigan) may provide some helpful guidance.
Just as companies have adapted to remote work, a new development in workplace flexibility may be on the horizon: the four-day work week. In fact, two recent studies have shown that this work arrangement could offer significant benefits for both employers and employees.
As college students end their school year, their attention may turn to internships and co-op programs. ASE’s 2023 Salaries for Co-op Students and Recent College Graduates Survey reports that 75% of respondents employ co-ops and/or interns.
In a world where the labor participation shortage is not going away, employers are looking for real ways to drive productivity, performance, retention of talent, and new strategies for attracting incoming generations. Just paying employees more is not driving major improvements and may not be financially sustainable over time. What else can be done?
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