This guide to the Federal Overtime Laws reviews the steps for regulatory compliance with the Department of Labor’s new Employment laws found in the Fair Labor Standards Act. The new rules were delayed in December and are pending a final date. Businesses should know how to prepare. Read this guide and know exactly what actions to take. The Federal Overtime Rule will affect an estimated 4.6 million workers.
How To Write An HR Policy That Supports Your Organization’s Culture, Adrienne...The HR Observer
A well-crafted HR policy is a key connector in aligning fit between employees and the organization. HR policies serve as communication tools that help shape employee performance, expectations and behavior. It is critical that your HR policies are keeping these aspects in alignment with your business strategy in order to achieve your business goals. In this practical seminar you will learn and discuss examples of how to write your HR policies so that they will create and enable the type of organizational culture needed to support your organization’s strategic goals.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
On May 18, 2016, the Obama administration announced the publication of the U.S. Department of Labor’s final overtime rule under the Fair Labor Standards Act. The final rule, which will become effective December 1, 2016, is comprised of several key elements, outlined here by Tom Revnew.
ITS MY SUMMER TRANG PROJECT WHICH I HAVE DONE IN TEXTILE INDUSTRY.IN THS I SOLVED OUT ALL THE PROBLEMS AND I WISH THS PROJECT HELPS U.WISH U ALL THE BEST.
How To Write An HR Policy That Supports Your Organization’s Culture, Adrienne...The HR Observer
A well-crafted HR policy is a key connector in aligning fit between employees and the organization. HR policies serve as communication tools that help shape employee performance, expectations and behavior. It is critical that your HR policies are keeping these aspects in alignment with your business strategy in order to achieve your business goals. In this practical seminar you will learn and discuss examples of how to write your HR policies so that they will create and enable the type of organizational culture needed to support your organization’s strategic goals.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
On May 18, 2016, the Obama administration announced the publication of the U.S. Department of Labor’s final overtime rule under the Fair Labor Standards Act. The final rule, which will become effective December 1, 2016, is comprised of several key elements, outlined here by Tom Revnew.
ITS MY SUMMER TRANG PROJECT WHICH I HAVE DONE IN TEXTILE INDUSTRY.IN THS I SOLVED OUT ALL THE PROBLEMS AND I WISH THS PROJECT HELPS U.WISH U ALL THE BEST.
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
The authoritative source for small business employee handbooks. Includes editable, customizable Word file for handbook.
Versions for six industries, including Offices, Contractors, Healthcare Providers, Manufacturers, Restaurants and Retailers.
Includes Handbook. Companion Forms, Employer's Poster Kit, Supervisor's Guide, Basic Safety Program and more.
Plus free membership to http://www.YourEmployeeHandbook.com for "Forever Access" to your purchase.
Earlier this year, the Department of Labor released its final rule amending the Fair Labor Standards Act’s (FLSA) white collar exemption, resulting in widespread buzz in the business community about skyrocketing overtime costs and financial impact on employers.
While the changes to the regulations more than doubled the minimum salary threshold level for exempt employees (from $23,660 to $47,476), this program will help employers evaluate their options and strategies for transitioning their workforce to ensure compliance with the new rules. The program will discuss the Final Rule and what’s changed, as well as the impact on employers and steps to take to ensure compliance before December 2016.
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
The authoritative source for small business employee handbooks. Includes editable, customizable Word file for handbook.
Versions for six industries, including Offices, Contractors, Healthcare Providers, Manufacturers, Restaurants and Retailers.
Includes Handbook. Companion Forms, Employer's Poster Kit, Supervisor's Guide, Basic Safety Program and more.
Plus free membership to http://www.YourEmployeeHandbook.com for "Forever Access" to your purchase.
Earlier this year, the Department of Labor released its final rule amending the Fair Labor Standards Act’s (FLSA) white collar exemption, resulting in widespread buzz in the business community about skyrocketing overtime costs and financial impact on employers.
While the changes to the regulations more than doubled the minimum salary threshold level for exempt employees (from $23,660 to $47,476), this program will help employers evaluate their options and strategies for transitioning their workforce to ensure compliance with the new rules. The program will discuss the Final Rule and what’s changed, as well as the impact on employers and steps to take to ensure compliance before December 2016.
What: The Department of Labor’s New Proposed Overtime Standards – What Should I be doing?
Where: Via Webinar or In-Person at 9435 Waterstone Blvd, Cincinnati, Ohio 45249
Who: Julie Byrne (Frost Brown Todd) and Amy Ramsey (IronRoad)
IronRoad will now offer monthly sessions open to all! More to come. Our goals are to educate on topics you care about, build meaningful relationships, and provide connection opportunities.
Objectives:
Participants will be provided knowledge of the DOL proposal and changes to the Fair Labor Standards Act
Participants will be able to identify how this will effect their business
Participants will gain practical strategies for how to implement the changes in their business and which strategies will work best for their business
Participants will be provided with a plan of support and partnership from IronRoad as their business undergoes these changes
Who Should Attend:
If you are a business owner or decision maker with employee wages
If you currently have employees that are salary (“exempt”) that are making less than $47,476 annually
If you do not have policies regarding overtime pay for hourly (“non-exempt”) employees
GW Human Resources provides F.U.N. Slides (Facts Understood Now Slides) on Human Resources & HR Compliance. F.U.N. Slides on FLSA. http://gwhumanresources.com/slides/
Changes on the Horizon: The DOL's Proposed Rules Regarding Independent Contra...Jim Cowan
This Presentation covers the DOL's new Proposed Rules. Topics covered include:
• The DOL Adopting more Restrictive Tests for Independent Contractor
• The Proposed Changes to DOL White Collar Exempt Status Regulations
• The Computer Professionals Exemption Decision Tree
• The Salary Basis Test, Permitted Salary Deductions
• The Exceptions from "No Pay-Docking" Rule
• Examples & Effects of Improper Deductions
• Payroll Practices that Do Not Violate the Salary Basis Test
• Additional Compensation.
DISCLAIMER:
By using this site and accessing the information presented by CowanPerry, PC., you understand that there is no attorney client relationship between you and CowanPerry, PC. The site and information contained therein should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.
The information contained on this site is summary in nature and does not include all conditions, limitations, or exceptions that may be applicable to a particular situation. Every effort has been made to present current information without inaccuracies; however, errors, additions, deletions, and changes in the laws or procedures may occur and could make the information out of date or inaccurate. CowanPerry, PC does not assume any liability whatsoever for the "up-to-dateness", accuracy and completeness of the information.
CHAPTER 6 Position Descriptions Chapter Objectives WilheminaRossi174
CHAPTER 6
Position Descriptions
Chapter Objectives
After reading this chapter, readers will be able to:
• Understand the importance of a properly prepared position or job description
• Conduct a position analysis
• Appreciate the contribution made by a position’s incumbent
• Describe the components of a position description
• Create a position description
CHAPTER SUMMARY
Position descriptions or job descriptions are the documents upon which the day-to-day operations and
activities of the employees of an organization are based. They should support the mission, goals, and
objectives of the organization that creates them. All job descriptions in an organization should use the
same format and a common vocabulary. Well-written position descriptions include statements that
clearly delineate duties and responsibilities and fully describe compensable factors such as the level of
responsibility, the number of persons supervised, the resources controlled, and the experience and
minimum level of education needed to complete the job successfully.
Case Study: Creating a New Job Description
Julie Miller, the health officer of a large suburban health department, was planning for the future. The
board had discussed creating a new position for someone to conduct training for employees of the
health department. Registered sanitarians are the most common classification of employees in the
health department. They are not only difficult to recruit but also difficult to retain. Providing them with
additional and ongoing training should help with retention.
Matt Jefferson has been employed as a registered sanitarian for the past six years. He recently
completed a master of public health degree. He approached Julie to ask for the training position, briefly
making his case that he was the best person to become the trainer. Julie told Matt that, according to
departmental rules, a search would have to be conducted to find the best candidate for the position.
Matt replied that if the job description were written carefully, a sanitarian clearly would be the best
candidate. After thanking Matt for his thoughts, Julie began to work on the position description, which
she thought could be completed in half an hour. What comments or advice would you offer to Julie?
...........................
INTRODUCTION
Lists of activities delineating a particular employee’s tasks are called job descriptions or position
descriptions. The term job description is older and evolved from the field of industrial psychology.
Position description is a newer, more inclusive designation. The two terms are interchangeable. With
changes in the flow of work, position descriptions change. Fluidity of positions is especially pronounced
in fields related to health. Managers must be aware of such changes and ensure that the descriptions of
the activities that their employees perform remain current and accurate. This is relat ...
A study on reward and recognition program 2016Anand Yogesh
“People may forget words; People may forget actions; but people will always remember Respect, Recognition & Appreciation given to them publicly for their contributions....”
A study on reward and recognition program 2016Anand Yogesh
“People may forget words; People may forget actions; but people will always remember Respect, Recognition & Appreciation given to them publicly for their contributions....”
Running head BENEFIT PLAN 19BENEFIT PLAN FOR ND BAKKEN OI.docxjoellemurphey
Running head: BENEFIT PLAN 1
9
BENEFIT PLAN FOR ND BAKKEN OIL COMPANY
Benefit Plan
Shannon Davison
Rasmussen College
Author Note
This paper is being submitted on May 3, 2015, for Molly Gigli’s B453 Compensation Administration course.
Company: ND Bakken Oil Company
Job Title; Human Resource Specialist
Department: Human Resources
Reports to: HR Director
Duties and tasks: Provides support in functional areas of human resources including but not limited to recruitment and employment, personnel records, relations, job evaluation, compensation management, benefits administration, organization development, training, AA/EEO, and individual projects. The HR specialist will be involved in daily HR activities in support of assigned facilities. The specialist assists in the development and implementation of human resources policies and procedures. Prepares reports in conformance with organization needs or legislated requirements
Environment: Most of the activities will be office-based, it is only on rare occasions such as training will the specialist be out of the office.
Equipment: The specialist will require office furniture and file cabinet because he/she will be involved in a lot of record keeping and paperwork. Extensive knowledge of Windows and Microsoft Office with a proficiency in Excel and Microsoft Word is required.
Relationships: The specialist will be required to have great deal of communication skills because of the supervision tasks. The individual should have interpersonal skills to handle confidential and sensitive documentation and situations. Ability to define problems, collect data, establish facts, and draw conclusions.
Requirements: A Bachelor’s degree in personnel management, human resources or business administration, plus three years of human resources experience or equivalent degree.
The most important asset ND Bakken Oil Company is its people. Keeping your employees happy in the workplace can make ND Bakken Oil Company a stronger, unwavering force within your industry. ND Bakken Oil Company is committed to attracting, retaining, developing and motivating employees toward the achievement of business results, the building of organizational capability. We support this philosophy through integrated programs, processes and workplace practices designed to create partnerships between the organization, its employees and our stakeholders.
ND Bakken Oil Company’s total rewards strategy calls for a program supporting our corporate vision, mission and business strategies. There are six key elements to ND Bakken Oil Company’s Total Rewards Program:
• Base salary
• Benefits
• Work-life balance
• Development and career opportunities
These total reward elements establish the basis for ND Bakken Oil Company to be competitive within the labor markets in which we compete for talent, while representing business strategy, organizational culture and human resource strategy.
ND Bakken Oil Company is committed to ...
Similar to Federal overtime Laws Overview for Business Owners and Managers slide share (20)
Running head BENEFIT PLAN 19BENEFIT PLAN FOR ND BAKKEN OI.docx
Federal overtime Laws Overview for Business Owners and Managers slide share
1. GUIDE
P R E S E N T E D B Y
S W I P E C L O C K
FEDERAL
OVERTIME LAWS
2. FEDERAL OVERTIME LAWS
FAIR LABOR
STANDARDS ACT
*Intended to
provide employee
protection
Increases the
Salary Threshold
and defines
Exempt Employee
Duties
Salary
Threshold
updates &
Duties test
FEDERAL OVERTIME
RULE
EFFECTIVE
DECEMBER 1, 2016
13. 3.
ADMINISTRATORS
Some Examples
Include: Human Resources,
Payroll, Accounting, Finance,
Quality Control, Public
Relations, Computer
Networks, Internet Marketing,
Research, Data Base Admin,
Advertising, Insurance,
Procurement, Compliance
31. TRAIN, EDUCATED, INFORM
PROACTIVE IS BEST
Previously exempt
employees may
feel they are
being demoted to
hourly
Why do I have to
punch a clock?
Doesn't the
company trust me
anymore?
Prior approval
needed?
What is
allowed?
Exceptions?
MANAGERS TO FIELD
QUESTIONS
OUTLINE COMPANY' S
OVERTIME POLICY