Tag Archives: exempt

Are Your Timekeeping Practices Legal?

by Nancy Owen, PHR Did you know that the Fair Labor Standards Act (FLSA) requires you to keep track of your non-exempt employee’s hours – regardless of whether you pay them on a salary or hourly basis and regardless of … Continue reading

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So the New DOL Rule was Blocked . . . What Next?

by Renee Mielnicki, Esquire Hopefully, the shock of the Texas Court’s ruling on November 22nd that blocked the Department of Labor’s (DOL) new overtime rule from becoming effective December 1st has now worn off a bit. As a professional that … Continue reading

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Will Your Exempt Employees Continue to be Exempt in 2016?

by Renee Mielnicki, Esq. What does it mean anyway when we call an employee “exempt?” It’s actually a legal term which describes a category of employees who are “exempt” from overtime pay. This term has a legal meaning under both … Continue reading

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Is your Inclement Weather policy a hazard?

by Laura Pokrzywa It’s winter. A little snow is inevitable. Occasionally, though, a noteworthy storm, such as the blizzard that just hit New England, makes travel so difficult that businesses are forced to close. Unfortunately, snow isn’t the only problem. Hurricanes, … Continue reading

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It’s “What’s Up? Wednesday”. Time to talk about EXEMPT PAY . . .

You asked: “Can employers deduct from exempt employees’ weekly salary if they run out of sick time? And do they have to be paid if the office is closed for inclement weather?” Alex answers: According to the Federal Labor Standards … Continue reading

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It’s “What’s Up? Wednesday”. Time to answer your question about MANAGING Paid Time Off (PTO)…

You asked: “How do you recommend treating a request for a couple of hours off? Do you recommend restricting PTO days to a minimum half day? ” The answer: It is generally considered a best practice to keep PTO increments no … Continue reading

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It’s “What’s Up? Wednesday”. Time to answer your question about overtime pay . . .

You asked: “Can or should an insurance agency pay overtime for staff in clerical positions such as receptionist, Account Manager, CSR, processors, etc.?” The answer: If they are non-exempt (hourly), yes! In fact, you must. The Fair Labor Standards Act … Continue reading

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