by Marc S. Miller of Marc S. Miller Associates
My fellow HR Technologists, continuing in my admiration of AMC’s TV series “Halt and Catch Fire” – about 1980’s PC startups – the group that reverse engineered an IBM PC to market a “portable” PC (less than 15 pounds!) – see my previous blog post – “The Thing” – I witnessed a scene in a later episode that had a line of dialogue that caught my attention.
In the show, the cool female savant “coder’ Cameron, the girlfriend of the main character Joe – the visionary sales guy behind the entire plot line, leaves a chunk of concrete on the bed besides a napping Joe. He awakens and asks “what is that?” She says it is a “piece of the Hoover Dam” (they are attending the Las Vegas based Comdex – 83” trying to sell their prototype portable PC model). Cameron responds to Joe’s “Why?” by stating: “I like it, it does what it does. It is simple, no wires, no switches, a form with one function – it is – what it does”.
I again found myself thinking about our world, my professional world of HR technology and my familiarity of the many multi-function HRIS / HCM or HRMS solution providers that I interact with daily. All of whom offer a full spectrum of integrated HR, Payroll, Benefits functionality, along with many other functions such as Time and Attendance, Performance Management, Talent Management, etc. that fall under the realm of the overall function called Human Resources.
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A lot of thought went into creating your company mission and objectives, so isn’t it worth making sure your employees know what they need to accomplish in order to fulfill that vision? It’s not enough to simply tell employees what they have to do; you must also express what results can be achieved by performing those tasks.
Employers can protect themselves from wage and hour lawsuits by requiring that employees acknowledge and sign-off on their job descriptions every year. JDXpert by HRTMS streamlines this process.
The recent conviction of Belton, Texas-based High Performance Ropes of America on one felony count of making false statements and for repeat and willful violations of the Fair Labor Standards Act reminds us all of how crucial it is to assure FLSA compliance.
The oftentimes overwhelming task of maintaining comprehensive and up-to-date job descriptions has led many HR professionals to choose more generic cut-and-paste job descriptions as an alternative. Unfortunately, the time and effort saved in managing these generic job descriptions can lead to a multitude of unintended consequences.
Hiring a new employee is certainly not an easy task and can prove costly for companies who choose the wrong candidate. According to Society for Human Resource Management (SHRM),a poor hiring decision could cost up to five times a bad hire’s annual salary and the higher the person’s position and the longer they remain in that position, the more it will cost to replace him or her. And a recent survey by Career Builder found that 41% of companies surveyed estimated that a bad hire costs more than $25,000, and 25% said it costs more than $50,000.
As an HR professional, you are well aware of employment law and how legislation such as FLSA, ADEA, and ADA affect business processes and procedure. But even the most knowledgeable and experienced professional has to remind him/herself of the intricacies of each law. This post focuses on ADA and how job descriptions may provide you with the evidence you need, if ever faced with a discrimination claim.
After reading comments on numerous forums and blogs pertaining to FLSA regulations, especially that of the classification of employees as exempt or nonexempt, it seems to me that there is still some confusion on how to properly classify employees. One misconception is that all salaried employees are automatically exempt from overtime pay. Or that an employee is exempt simply because their title appears to fit into an exempt classification. Both are common misunderstandings but I hope that the information below will help you better determine and employee’s status under FLSA regulations.
A job description is an important tool for both employers and employees. They clarify the duties, expectations, and reporting requirements of a position and can assist managers and HR when conducting interviews, performance evaluations, compensation planning and more. The basic elements of a job description includes the Job Title, Grade (salary structure), Department, Location, Salary Range, FLSA Classification, Job Summary, Supervision Exercised, Essential Duties and Responsibilities, Minimum Qualifications, and Physical/Mental Demands (including Environmental Conditions).
You have hundreds if not thousands of Word-based job descriptions sitting in a company shared drive, so how do you monitor who can access them, who can edit them, and how safe they are from being lost or deleted? If this reflects the current state of your job descriptions and the management of them, your job descriptions may not be as secure as you may think.
On August 23, 2004, substantial changes were made to the Fair Labor Standards Act’s (FLSA) overtime regulations. Ever since then, the issue of overtime and defining exempt/nonexempt employees has been a hot topic. FLSA can be intimidating to manage but fortunately many of the common mistakes made by employers can easily be identified and resolved. Below are just a few FLSA mistakes you should try to avoid.