Many of my HR colleagues may already be familiar with the Fair Labor Standards Act (FLSA) exemption classification requirement, which provides guidance on which positions are exempt from overtime under the FLSA. However, I have come across several organizations that are unaware of these requirements and classify everyone as exempt or have misinterpreted the classification requirements by focusing solely on the salary threshold. Let's review the facts about exemption classifications.
Many of my fellow HR professionals are looking forward to finally putting 2020 behind us. It was a year of turmoil, stress, and everything turned upside down as we navigated through the world of COVID-19. 2021 has already been rife with polarizing events, but there’s also new optimism as vaccines are being administered throughout the United States. With it comes the hope that the pandemic might be behind us this year.
As HR practitioners, we all know the importance of having job descriptions. However, in working with organizations in my HR consulting role, I have found that not every organization stays as up to date on job descriptions as they should. On several occasions, they are non-existent, not current, do not have all of the areas required, or are missing the ADA requirements.
The world of work is changing rapidly…too rapidly. Chances are your employees are at home dealing with work connectivity through technology, keeping kids engaged, summer plans changing to stay-cations, lack of social interaction at work, Zoom or Teams meetings replacing face to face collaborations and meetings, cooking more at home, and the list goes on.
It’s no secret that performance reviews are a point of contention in the HR community. There are many HR professionals and organizational leaders who want to purge them entirely and there are others that rely heavily on the performance review and would never get rid of them. Then somewhere in the middle are the HR leaders who see them as a necessary evil and a box to check off.
How many times have you heard that HR must have a seat at the table?
Since 1996, the Health Insurance Portability and Accountability Act (HIPAA) has been protecting the privacy and security of defined health information. Understanding HIPAA is even more important, because as HR professionals, per HIPAA, we can’t disclose positive COVID-19 results, but still must protect our employees. HIPAA is defined by two rules:
Employers have experienced a lot of changes in the workplace in the past six weeks with stay at home orders causing employers to move to remote work, wear masks, implement social distancing guidelines or lay-off of employees due to sudden economic downturn. In Ohio, our government has taken a phased approach to reopen workplaces and the economy. But even with this gradual approach, are employers prepared to have employees return to the physical work environment?
When it comes to department structures, each organization has the opportunity to make a decision that works best for them. You may spend most of your career working in one structure or you may have experience will all the different HR structures. We wanted to provide a quick recap of the different types of HR department structures and what they mean. As always, each organization might approach each of these slightly different.