Marci Graber

Important updates on the Fair Labor Standards Act (FLSA) salary thresholds have arrived. As of July 1, new guidelines are in effect, with incremental increases every 3 years beginning in 2027. It's crucial for employers to review their payroll policies now to ensure compliance. And, if you are an exempt employee, check your paycheck for compliance. Dive into the details with David Harmon and Mariya Gonor as they break down employer requirements, eligibility testing, and qualifications for highly compensated employees (HCEs) in our latest blog post on The Employment Strategists. To read more, visit: https://ow.ly/beaW50SEsU8 #salary #laborlaw #overtime #norrismclaughlin

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The dismissal of regular employees by the employer requires the observance of a two-fold process, namely substantive due process, and procedural due process. For procedural due process, it means that the employee must be accorded the due process required under Article 292(b) of the Labor Code, which includes the twin-notice rule and the employee’s opportunity to be heard and defend themselves. Let's hear from Gerard Edgar Surtida, CHRP®, about one step in the disciplinary procedure: the Notice to Explain. If you're eager to understand the principles behind current labor standards and familiarize yourself with how labor laws can be applied in your organization, secure your slots NOW for our public webinar at bit.ly/URLRLC0531. Join UpRush Social Geekers' Labor Relations and Labor Cases workshop happening on May 30 via Google Meet with our resource speaker, Gerard Surtida, CHRP®. #UpRush #HomeofTheOriginalHRBootCamp #2024training #2024learning #hrtraining #UpRushworkshops #hrcareer #humanresources #PhilippinesHR #LaborCode #LaborRelations #LaborCases

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The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out our blog to read our HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." And contact us for support with your company’s evaluation of employees’ exempt status or other wage and hour topics, [email protected]. https://ow.ly/PirJ30sCsgH #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

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NEW EPISODE OF WHINE WITH HR OUT NOW! You've probably been there - going along, everything seems fine, and then out of the blue, one of your best employees quits. How did you not see it? Why didn't they say anything to you? Are other employees thinking about leaving? In this episode, Julie and Trisha discuss how conducting stay interviews can help you keep the employees you want to keep and potentially alert you to brewing problems. These interviews do not have to be stressful or anxiety-provoking - they can actually be fun! And they are a great way to make sure your best employees are getting what they need to stay engaged and with the company for a long period of time. Tune in to find out more about this underutilized tool! Check out Whine With HR wherever you get your podcasts, or simply click this link to listen: https://lnkd.in/g3ztSQ-A

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There will be a lot of changes coming in the world of Human Resources. Are you and your company prepared? One step you can take now is review your Employee Handbook. Do the policies in your Handbook actually align with what your company is doing? Does the Handbook have the most up to date State and Federal legislation affecting your workers? Or has it not been reviewed since it was written 10 years ago? A review now can help save some headaches later on.

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Change is inevitable. But it doesn’t have to be painful. Hear author Mike Paton discuss how companies can understand, navigate and embrace change in this episode of the HR Break Room® podcast. #HRBreakRoom https://pycm.co/3M0RwWK

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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As an HR consultant based in Arkansas, ensuring disciplinary actions and terminations are handled fairly and legally is paramount. Here's how we approach it: 1. Policy Adherence: First and foremost, it's crucial to have clear and comprehensive policies in place outlining acceptable behavior, performance expectations, and disciplinary procedures. These policies should comply with federal and state laws as well as any industry-specific regulations. 2. Consistent Documentation: Consistent documentation of employee performance issues, disciplinary actions, and conversations is essential. This includes written warnings, performance evaluations, and records of any misconduct or policy violations. Documenting each step of the disciplinary process helps ensure fairness and provides legal protection in case of disputes. 3. Fair Investigation: Before taking disciplinary action or termination, it's important to conduct a fair and thorough investigation into the alleged misconduct or performance issues. This may involve gathering evidence, interviewing relevant parties, and allowing the employee an opportunity to respond to the allegations. 4. Legal Compliance: Ensure that all disciplinary actions and terminations comply with federal and state employment laws, including anti-discrimination laws, wage and hour regulations, and the National Labor Relations Act (NLRA). Seek legal counsel if there are any uncertainties or complexities regarding legal compliance. 5. Communication and Transparency: Communicate clearly and transparently with the employee throughout the disciplinary process. Clearly explain the reasons for the disciplinary action, the expectations moving forward, and any potential consequences. Treat the employee with respect and dignity, even in difficult situations. 6. Appeals Process: Provide employees with an opportunity to appeal disciplinary actions or terminations through a formal appeals process. This allows employees to present their side of the story and ensures that decisions are fair and unbiased. 7. Training and Support: Provide training and support to managers and supervisors on how to handle disciplinary actions and terminations effectively, fairly, and legally. This may include training on conflict resolution, performance management, and legal compliance. By following these steps, we can ensure that disciplinary actions and terminations are handled in a fair, consistent, and legally compliant manner, ultimately minimizing the risk of legal disputes and promoting a positive work environment. Still confused about all of this? Book a free call at https://lnkd.in/g5hARgZV and let us help you! #RockRegionConsulting #HR #HumanResources #HRServices #HROutsourcing #HRConsulting #HRExpert #SmallBusiness #SupportSmallBusiness #SmallBusinessOwner #DisciplinaryAction #LegalCompliance

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Big changes are here with the new DOL OT rule that took effect on 7/1/24. Many salaried employees making under $844/week are now eligible for overtime pay. 🕒 Let’s ensure you stay compliant and avoid penalties. #OvertimeRules #Payroll

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📦 HR Compliance in a Box: What’s Included 📦 Ever wondered how easy HR compliance can be? With our HR Compliance in a Box, you get everything you need to stay compliant in one place. Inside, you’ll find essential tools such as: Comprehensive labor law checklists Customized compliance reports Employee record-keeping templates Updated federal, state, and local regulations A step-by-step guide to compliance audits Our solution is designed to reduce your HR headaches and keep your business running smoothly. Simplify your HR processes—contact us today to get your own HR Compliance in a Box and protect your business. #ComplianceSolutions #HRKit #BusinessCompliance #SmallBusinessSupport #PEAKHR #PartnerwithPEAK

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Employee handbooks are a game-changer for employers! 📖✨ They provide clear rules, set expectations, and help avoid misunderstandings. Plus, they ensure everyone is on the same page. 📝✅ Need help crafting the perfect handbook? We're here to assist! Reach out to us for expert guidance. Share your thoughts or give us a shout on WhatsApp: +1305-349-3637 📲 #BusinessLaw #EmployeeHandbook #LegalAdvice #corplaw #businesslaw, #entreprenuership

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