With today’s tight labor market, employers are turning over any stone they come across to find the next benefit program that allows them to attract and retain employees. Remote working and flexible work environments do not have the same enticing properties that they did even a few short years ago since these programs are now becoming an expected benefit by many employees rather than a perk.
On November 4, 2019 the U.S. Department of Labor (USDOL) announced it would revise its fluctuating workweek rules. These rules apply to a fairly narrow segment of the total U.S. labor force. The revised rule would apply to salaried non-exempt employees whose hours vary each week.
Governor Whitmer has joined seven other states in proposing a higher salary level test for job exemption status. Currently Michigan’s exempt salary level test for executive, professional, and administrative positions is only $250/week or $13,000/year. A very low salary level to meet that particular exemption test. The federal salary level test for those same positions is now $684/week or $35,568/year.
In the coming weeks, millions of employees and their families will be making important decisions about their health care and other employee benefits for 2020. The National Business Group on Health (NBGH), using data from its annual Large Employer Health Care Strategy and Plan Design Survey, has unveiled six trends employees can expect to see in their open enrollment packages.
Despite the best efforts of the Michigan Compensation Appellate Commission to allow a worker’s compensation claimant to keep an erroneous overpayment, the Michigan Appeals Court supported the employer and their carrier and reversed the Commission’s ruling allowing for the overpayment.
How does your organization’s healthcare benefits compare to other Michigan employers? Find out with ASE’s recently released 2019 Healthcare Insurance Benefits Survey. The annual survey examines the premiums, deductibles, and co-pays of employer-sponsored health plans as well as wellness benefits and cost control strategies.
Do your employees recognize that benefits and their associated cost are part of their compensation? Financially, the cost of an employer’s benefit package with group insurance and retirement benefits ranges from 30-40% of direct personnel costs. The Bureau of Labor Statistics’ Employer Costs for Employee Compensation puts benefit costs at 31.4% for civilian workers.
Last week the U.S. Department of Labor’s Wage and Hour Division published three Opinion Letters on various wage and hour issues. Opinion Letters provide guidance on wage and hour questions but do not bind a court to its position on that question or issue. The three opinion letters address compliance issues surrounding overtime pay in various aspects.
At ASE we often get questions from our members about proper overtime pay calculation when different pay plans are at play. To calculate overtime pay for non-exempt hourly employees correctly, one should first determine a few things.
It seems like a never-ending quest for employers to figure out what young workers are looking for and what they value. With nearly two million students projected to graduate with degrees this year, they are having to evaluate their employment opportunities and the benefits that they offer.
In May 2019, JP Morgan Chase reached a tentative settlement of $5 million dollars to resolve a class action lawsuit alleging the bank’s parental leave policy was biased against dads. It is the largest recorded settlement in a U.S. parental leave discrimination complaint.
Late last year Michigan passed a minimum wage increase that increased this state’s minimum wage for the next 10 years. It also passed the Paid Medical Leave Act requiring employers with over 50 employees to provide five paid days off.
According to a recent survey by Shiftboard, what workers want most, even more than increased pay, is more control over their time. The ability to influence their work schedules significantly affects job satisfaction, which can have a significant impact on employee retention. 49% of hourly workers would be willing to take a reasonable pay cut for more control over their schedule.
When it comes to hiring new graduates, recruiters hold the esteemed responsibility of ushering them into their career – their first “real” job! Welcoming these vessels of potential into the world of employment often means welcoming them to the “real world”. The world of salary bands and minimum ranges.
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