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
The recipe for workplace conflict is decidedly simple: bring two or more people together and assign them a task. Unless the stars have aligned in your favor, there’s going to be some cause for disagreement between them, and if conflict ensues, their ability to cooperate will suffer.
Regrettably, too often employers tolerate unresolved conflict because it isn’t a legal matter with potential fines, they’re busy with other things, they don’t know how to manage it, or because doing so is sure to be uncomfortable. But unresolved conflict is one of the most dangerous threats to an organization because it prevents people from collaborating and working efficiently, and successful teamwor
The prospect of corrective action or termination makes a lot of managers nervous. That’s understandable. For employees, being disciplined or losing their job can be anything from moderately embarrassing to financially devastating, but it’s rarely a happy occasion. For the employers, these actions always come with some risk, and there are plenty of legal danger zones an employer can end up in if corrective action isn’t done properly.
Here are some tips from our HR Pros to help you avoid these pitfalls and make corrective action productive for everyone:
Everyone in the organization, but especially those responsible for disciplining or terminating employees, should understand
Earlier this month Governor Evers issued Executive Order 20 (EO), which will ultimately lead to a crackdown on misclassification of employees as independent contractors. The EO calls for creation of a joint task force of leaders from the state Department of Workforce Development, Attorney General’s office, Workers’ Compensation and Unemployment Insurance Divisions, and several other state agencies.
The task force has been given numerous objectives, some of which are fairly administrative, but it’s clear that its primary focus is enforcement and a push for increased reporting of misclassification. The Governor cited the impact on vulnerable populations that are misclassified (
A SIMPLE IRA can be a great retirement savings vehicle. It allows a business owner to take an active roll in preparing employees for their financial future. These plans can be easy to administer, but they can also somewhat limiting by nature- which means they aren’t the perfect fit for everyone. If you’re looking for a bit more flexibility out of your retirement plan, you may want to consider the 401(k) option.
Here are a few things a 401(K) can offer that a SIMPLE IRA cannot:
- Maximize your contributions*
- Limit tax liability on both a business and personal level
- Allow for customized options such as Roth contributions, profit sharing, and loans
The hotly contested issue of what exactly needs to be filed for EEO-1 reporting this year has been resolved—at least for now. Pay data for both 2017 and 2018 must be reported to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. The data that has been required in years past is still due by May 31, 2019. An appeal of the latest decision has been filed, so it's possible that there could be yet another change to the requirements, but employers should plan to comply with these deadlines, as described below.
Does my business even need to file the EEO-1 report?If you have fewer than 100 employees and no federal contracts, you are not subject to EEO-1 re
Answer:
If the differing amounts of vacation or PTO are based on a clearly-defined employee groupings, such as seniority, department, or exempt versus non-exempt status, then yes. It’s a common practice, for example, for employers to offer more vacation time to employees who have been with the organization for longer.
Where you can run into trouble is offering different amounts of vacation on an individual basis or without clearly-defined criteria, either of which can lead to discrimination claims. For instance, if Rafik and Anita are hired at the same time for similar jobs in the accounting department at the same rate of pay, but the organization offers Rafik more vacation, Anita
The hotly contested issue of what exactly needs to be filed for EEO-1 reporting this year has been resolved—at least for now. Pay data for both 2017 and 2018 must be reported to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. The data that has been required in years past is still due by May 31, 2019. An appeal of the latest decision has been filed, so it's possible that there could be yet another change to the requirements, but employers should plan to comply with these deadlines, as described below.
Does my business even need to file the EEO-1 report?If you have fewer than 100 employees and no federal contracts, you are not subject to EEO-1 reporting re
Did you know that each state has their own rules on when an employees final paycheck is due?
Here in Wisconsin, if an employee quits, it is due to them on their next scheduled pay day.
If an employee is fired, it is also the next scheduled payday, or if the termination is the result of a merger, relocation, cessation, or liquidation of the business, final pay is due within 24 hours.
It is definitely not an exciting read, but here is a link to the details on the Wisconsin State Legislature website.
If you have questions on other states, please don't hesitate to ask us.
Even with video conferencing and messaging apps, fully involving remote employees in team and company meetings remains a challenge. There may be no replacing the experience of being physically in the room, but you can take steps to make these meetings more productive and inclusive.
The most important thing to remember when “meeting” with remote employees is that you can’t conduct the meeting in the same way as you normally do when everyone is physically present. You have to find a way to replace the advantages that close proximity has, especially the ease of reading body language and picking up social cues. These, unfortunately, do not translate well over the screen or the ph
