Staples Energy’s Post

I hope you are ready for this… Leaders! This new rule is going to impact so many of your employees. How do I know? In 2016, in partnership with HR and leadership, I led a major job analysis and change management initiative to ensure our organization was in compliance with this requirement the 1st time this law was proposed. We were very successful in our efforts. But ultimately this ruling didn’t pass under the Obama Administration. However, it looks like it will pass this time under President Biden. This is going to have a major effect on how you lead and who you are leading. All which can pose significant risks and work complications if you are NOT prepared (especially remote work etc.). “3.6 million Americans will now be eligible for overtime.” This is also a great opportunity for leaders to consult with your HR leaders and work with your I/O psychologists to help you understand the new law and design the right solutions given the impact this will have on your people, the culture and the organizations bottom line. #HR #Organizationaleffectiveness #FLSA #Leadership #Compliance #Change #Careers #Cultures #Coachingleaders #overtimerule

📢 Big Changes Coming to Salary Exemption Rules! 🚀 The White House, in collaboration with the Department of Labor, has approved a significant update to the minimum salary threshold for exemption under the Fair Labor Standards Act. 📊 The new proposal raises the threshold from $35,568 to $55,068 per year. What does this mean for your business? Let's dive in: Salary Exemption Breakdown: Under the Fair Labor Standards Act, employees working over 40 hours a week are typically entitled to overtime pay. However, there are exemptions to this rule, primarily based on salary. Current vs. New Proposal: - Current Requirement: Employees must earn at least $684 per week ($35,568 annually) to be exempt. - Proposed Increase: The threshold will rise to approximately $1,059 per week ($55,068 annually). Implications for HR and Business Leaders: This adjustment means reevaluating your payroll strategies and possibly reclassifying some of your employees. It's crucial to stay compliant and strategically adapt to these changes without disrupting your operational workflow. How can BLKDigitalTech assist? At BLKDigitalTech, we specialize in aligning human resource practices with current regulations. Whether it's through strategic consulting, comprehensive HR audits, or implementing innovative HRIS systems, we're here to ensure that your business not only meets these new requirements but also thrives amidst these changes. Stay ahead of the curve by partnering with a veteran-owned, expert HR firm that understands the nuances of federal employment laws. Let’s optimize your human resource processes together! 💼🌟 #HumanResources #BusinessLeadership #FLSA #MinimumWage #HRConsulting #BLKDigitalTech

https://lnkd.in/gM-FD_XT Restaurant managers salaries are based on a minimum 50-55 hrs/week in a high stress high volume environment. While this administration's actions on salaried workers due the vision is too limited. if you raise the salaried threshold to 55k/or evil corporations will pay 55k + $1...still screwing their salaried managers. Corporate office salaried position based on 40 hrs a week is fine. A harder working front line operations manager should be limited to the same 40/hrs work week as a base salary...no more. hospitality and restaurant mega corporations are evil abusive employers almost to a one... I hate them with a passion and abhor how they abuse and overwork their management staff...yet they still wonder why turnover and attrition so high. Truly Obscene and a half hearted piss poor attempt by the administration to fix a wrong... ...now let's talk about tipped staff and how unfair they are treated too.

Employers:    All Phase Roofing Inc.                        1313 S. Killian Drive, Lake Park, FL 33403                         Lennar Homes LLC                        3931 RCA Blvd., Palm Beach Gardens, FL 33403Investigation Findings: On June 28, 2023, a U.S. Department of Labor Occupational Safety and Health Administration investigator witnessed a group of All Phase Roofing employees – without fall protection – installing roofing membrane on the roofs of garages attached to two residential structures in Boca Raton. Issued citations and proposed penalties: OSHA cited All Phase Roofing with three repeat violations for not utilizing fall protection, failing to have a competent person provide an inspection of a worksite to ensure employees use the proper safety equipment before work begins, and allowing employees to perform roofing work before training them to recognize hazards and the proper use of fall protection equipment. The agency also cited All Phase Roofing with three serious violations for allowing workers to use an interior staircase not equipped with a stair rail at the open edge, allowing workers to use the fly section of an extension ladder to access a roof, and for not having a competent person train workers on the proper use, set up and hazards associated with ladders. OSHA proposed $159,117 in penalties for All Phase Roofing. In addition, OSHA cited Lennar Homes with one serious violation for failing to have a competent person inspect the worksite to ensure employees have the proper safety equipment and that all stairwells inside the structure have stair rails before they are used. The agency proposed $8,929 in penalties for Lennar Homes. Background: Falls in construction continue to be a leading cause of work-related fatalities. The U.S. Bureau of Labor Statistics reported 700 fatalities in 2022 due to falls to lower level, a 2.9 percent increase from 680 fatalities the year before. Since 2012, OSHA has partnered with the National Institute for Occupational Safety and Health and National Occupational Research Agenda - Construction Sector on the Fall Prevention Campaign to raise awareness among workers and employers about common fall hazards in construction, and how falls from ladders, scaffolds and roofs can be prevented. Read more about OSHA’s National Emphasis Program on falls. Quote: “Falls in construction is still the number one killer of workers, and it is irresponsible for All Phase Roofing to allow its employees to work on roofs unprotected. These types of hazards are well known, yet we still find employers subjecting their workers to dangerous and life-threatening work conditions,” said OSHA Area Office Director Condell Eastmond in Fort Lauderdale, Florida. “General contractors also have a responsibility, as Lennar Homes did here, to take the necessary steps to ensure that its subcontractors maintain safe worksites.”

🚨 Attention Employers! 🚨 Class action settlements concerning break time violations have escalated well beyond $10 million. Avoid costly lawsuits and ensure compliance by implementing effective scheduling software. 🔹 Why You Should Use Scheduling Software: Compliance: Automate adherence to labor laws, ensuring employees receive mandated breaks. Efficiency: Streamline scheduling processes, reducing administrative overhead. Transparency: Provide clear visibility into shift patterns and break schedules. Employee Satisfaction: Enhance employee morale by respecting their break times, leading to higher productivity. 🔹 Examples of Recent Settlements: PetSmart Settlement: PetSmart agreed to a $10 million settlement in a collective wage and hour class action lawsuit for failing to properly compensate employees for breaks (Top Class Actions). Home Depot Case: Home Depot settled a class action lawsuit for $72.5 million over claims of failing to pay hourly wages and provide accurate wage statements (Duane Morris Blogs). Security Industry Impact: Break time violations in the security services industry have led to significant financial liabilities, with some settlements reaching millions of dollars (CALSAGA). Minimize Legal Risks: Automating break schedules helps ensure compliance with federal and state labor laws, significantly reducing the risk of costly lawsuits. Increase Operational Efficiency: Scheduling software can optimize shift planning, reducing conflicts and ensuring adequate coverage without overworking employees. Boost Employee Satisfaction: Providing employees with clear and consistent break schedules helps maintain their well-being and productivity, fostering a positive work environment. Real-time Monitoring and Adjustments: Advanced scheduling software allows for real-time monitoring of break times and quick adjustments, ensuring compliance even during unexpected changes in staffing needs. By leveraging scheduling software, employers can safeguard their business against compliance-related issues, enhance operational efficiency, and create a healthier work environment for their employees. Invest in scheduling software today to protect your business and support your workforce. Learn more about how our solutions can help at Stafferin. #HR #Compliance #EmployeeWelfare #SchedulingSoftware #Stafferin References: 1) https://lnkd.in/gCSPBUKA 2) https://lnkd.in/gRcQqANJ 3) https://lnkd.in/gEcrV4QR

Businesses NEED to invest in insights... I just came across an "Office and HR Administrator" job req. Reading the role and responsibilities, this company wants an HR Director, Controller, Safety Manager and Office Manager all in one position AND for this individual to be extremely detail oriented. They're located in New York City... Guess what salary they're offering (I'll give them props for actually putting a salary range on the job req)...? $65k-$75k! Read that again. $65k-$75k in NYC... NEW. YORK. CITY! I can only imagine who's applying for this role... ...and how much time the company is going to waste interviewing candidates they don't ultimately want. What if this company had some actual insight into what the job market demands for this role and how much the going salary is...? 🤔 🤔 🤔

What do you do? Oh, I'm a administrator/assistant/payroll officer/recurrent consultant/manager...... Those have been some of my responses throughout the years. I identified as my job. Not only that, I also outside of work, use to talk about work, think about work stuff, and use to associate things in my personal life with work. 'I am' is such a powerful statement. So, consider this: Who would you be if you weren't in the job you are in right now? What would you do if you weren't doing what you do now? Who are you outside and separate from work? If you are finding it hard to find out, now is the time to take action and change that.

Anyone else feel that job listings should have a comments section? I swear companies are getting absurd in their requirements… Just viewed an opening for an Executive Admin… On-site - strike one (if you aren’t even offering 3+ days Remote, you don’t care about your people) Typical EA functions - 👍🏼 AP & AR functions - strike 2 (that’s a 2nd and 3rd job…and separation of the two functions is considered a fundamental accounting principle 🤔) Finance & Tax functions - strike 3 (that’s a 4th job) First of all, how dare you! Are your executives working 3-4 jobs? Because I’m sure their salaries are commensurate to that effect!!! Don’t let companies steamroll you into burnout. This is only one example of a “Dumpster Fire” company. Get your act together or PAY people for their efforts!

📢 Health and Safety professionals - Are you being paid in line with the market? Our recent salary guide digs into the details. Salaries have been on the rise over the past year, driven by cost-of-living increases and end-of-year pay raises. Here's a glimpse at our findings: 👉 Larger companies have been leading salary increases, with smaller companies catching up in 2024. 👉 There's an increasing demand for experienced advisors and operational HSE managers. 👉 Leadership roles have stable salaries and packages. 👉 High demand for top-tier candidates is driving competitive salaries. 👉 Evolving roles mean more health and safety responsibilities are being managed regionally. Discover all the insights and get comprehensive Health and Safety salary benchmarks in our full survey guide! Link in the comments below 🔗👇 #HealthAndSafety #SalarySurvey2024 #HSE #CareerGrowth #JobMarketTrends

One of the greatest lessons I've learned in these last few months: If you've worked retail or HR you can run a business! I stand on that! The experiences and situations I've encountered in both industries have prepared me for this. My fellow HR colleagues, you know that sometimes HR becomes the catch all. Labor laws? Talk to HR. Payroll or tax information? Talk to HR. Colleague relations? HR. Handling complex scenarios? That's an HR specialty. In retail, you really do it all! I was cash office, manager, HR, cashier, the janitor, all of it! I truly believe I am meant to be where I'm at and every experience I've had has led me here. The true definition of turning lemons into lemonade 💛 #hr #hrprofessiobal #retaillife #smallbusiness #supportlocal #humanresources