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Archive for July, 2019

The Three Ways HR Makes Employment More Profitable

HR covers a lot of territory—much of it cluttered with paperwork—but it really does have a precise business purpose. The point of HR is to make employment more profitable. HR does this in three fundamental ways. First, HR protects the organization against employment-related lawsuits and fines. Second, it reduces the costs of employment. And third, it maximizes employee productivity. In short, HR helps the employer save money and make money in all things related to employment.   Protection from Lawsuits and Fines Nothing can prevent an employer from being sued, but good HR can substantially reduce the risk of lawsuits and other costly consequences of non-compliance by e

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What is an employee’s regular rate of pay? Is it just what they make per hour of work?

Not exactly. An employee’s “regular rate of pay” is the amount used to calculate their overtime rate for a given time period. You might think of it as an average, of sorts. An employee’s regular rate is determined by adding up the amount paid for their work, as well as earnings from non-discretionary bonuses (such as those tied to performance or retention), then dividing that amount by the total hours worked.    For example, let’s say Anna earns $10/hour for inside sales work and $15/hour for bookkeeping work. This week, she worked 24 hours in inside sales and 20 hours as a bookkeeper. She also received $50 in commissions that are attributable to this workweek. H

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We have an employee who is joining the Army Reserves. What are our responsibilities as their employer?

In short, your responsibilities are to not discriminate because of their service and to offer them their job back after military-related absences.  The rights of applicants and employees who serve in the uniformed military services are protected by the Uniformed Services Employment and Reemployment Act (USERRA). Under this act, it is unlawful for an employer to discriminate in hiring, reemployment, retention, promotion, pay, or any benefit of employment due to a person’s military service or intent to apply for military service.  You should allow the employee to take unpaid leave to attend deployments, scheduled drills, and annual training. When the employee returns, they s

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