The document discusses various rights that employers have under labour laws in India. It outlines that an employment contract establishes the employee-employer relationship and defines the conditions of service. It also discusses employers' rights to select employees, pay wages, control work methods, and dismiss employees. The document elaborates on employees' obligations to work faithfully and comply with rules. It provides examples of misconduct by employees that can justify summary dismissal, such as negligence, absence, and insubordination.
The document discusses various types of termination of employment. It begins by stating that human work is for human persons, not the other way around, and that workers acquire property rights to their jobs after years of service. It then discusses different types of termination initiated by employers, employees, and automatic termination. It provides details on disciplinary termination, retrenchment, termination due to ill health, resignation, and retirement. The document also addresses questions around valid processes for termination and when an employer can take disciplinary action.
The document discusses various types of termination of employment and the conditions around each. It begins by stating that work is meant for humans, not the other way around, and that workers acquire rights to their jobs after years of service. It then discusses the three broad types of termination: by the employer, by the employee, and automatic termination. Under employer termination it discusses disciplinary termination, termination due to ill health, and retrenchment. It provides details on the processes and conditions around notice periods, compensation, and more for each type of termination.
This document discusses security of tenure, which is the right of workers to not be removed from their jobs except for valid reasons and through proper procedures. It is protected under the Philippine constitution. The document outlines just causes for termination, such as serious misconduct, willful disobedience, neglect of duties, fraud, and commission of a crime. It also discusses authorized causes for termination like closure or cessation of business operations, installation of labor-saving devices, redundancy, and disease. Employers are required to provide separation pay in cases of authorized termination.
This document discusses the different types of employees under Philippine labor law. It defines regular, casual, seasonal, and probationary employees. It provides exceptions for regular employees. It also outlines authorized and unjust causes for termination of employment by employers and employees. Employees terminated under authorized causes are entitled to separation pay. The document notes that moral and exemplary damages may be awarded if dismissal is done in bad faith. It also discusses retirement benefits and security of tenure.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
The document discusses the meaning and types of employment contracts. It defines an employment contract as an agreement between an employer and employee that stipulates the conditions of employment. There are three main types of contracts: contracts for an unspecified period, contracts for a specified period, and contracts for a specified task. The document also examines instruments used to determine whether someone is an employee or contractor, including control tests, organization tests, economic reality tests, and mutuality of obligation tests. Key areas that should be covered in an employment contract are also outlined, such as parties, dates, remuneration, terms and conditions, leave, and job title.
The document discusses various rights that employers have under labour laws in India. It outlines that an employment contract establishes the employee-employer relationship and defines the conditions of service. It also discusses employers' rights to select employees, pay wages, control work methods, and dismiss employees. The document elaborates on employees' obligations to work faithfully and comply with rules. It provides examples of misconduct by employees that can justify summary dismissal, such as negligence, absence, and insubordination.
The document discusses various types of termination of employment. It begins by stating that human work is for human persons, not the other way around, and that workers acquire property rights to their jobs after years of service. It then discusses different types of termination initiated by employers, employees, and automatic termination. It provides details on disciplinary termination, retrenchment, termination due to ill health, resignation, and retirement. The document also addresses questions around valid processes for termination and when an employer can take disciplinary action.
The document discusses various types of termination of employment and the conditions around each. It begins by stating that work is meant for humans, not the other way around, and that workers acquire rights to their jobs after years of service. It then discusses the three broad types of termination: by the employer, by the employee, and automatic termination. Under employer termination it discusses disciplinary termination, termination due to ill health, and retrenchment. It provides details on the processes and conditions around notice periods, compensation, and more for each type of termination.
This document discusses security of tenure, which is the right of workers to not be removed from their jobs except for valid reasons and through proper procedures. It is protected under the Philippine constitution. The document outlines just causes for termination, such as serious misconduct, willful disobedience, neglect of duties, fraud, and commission of a crime. It also discusses authorized causes for termination like closure or cessation of business operations, installation of labor-saving devices, redundancy, and disease. Employers are required to provide separation pay in cases of authorized termination.
This document discusses the different types of employees under Philippine labor law. It defines regular, casual, seasonal, and probationary employees. It provides exceptions for regular employees. It also outlines authorized and unjust causes for termination of employment by employers and employees. Employees terminated under authorized causes are entitled to separation pay. The document notes that moral and exemplary damages may be awarded if dismissal is done in bad faith. It also discusses retirement benefits and security of tenure.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
The document discusses the meaning and types of employment contracts. It defines an employment contract as an agreement between an employer and employee that stipulates the conditions of employment. There are three main types of contracts: contracts for an unspecified period, contracts for a specified period, and contracts for a specified task. The document also examines instruments used to determine whether someone is an employee or contractor, including control tests, organization tests, economic reality tests, and mutuality of obligation tests. Key areas that should be covered in an employment contract are also outlined, such as parties, dates, remuneration, terms and conditions, leave, and job title.
The HUD-VASH program provides rental assistance vouchers and clinical services to homeless veterans. It is a partnership between HUD and the VA where HUD provides vouchers through local housing agencies and the VA provides case management and services. Each year, new vouchers are awarded based on need in different areas as determined by homelessness data and VA treatment data. Over 70,000 vouchers have been distributed since 2008 to help house homeless veterans through this collaborative program between HUD and the VA.
Optimize your Workforce through Effective Talent On-boardingAudio Solutionz
Improve employee motivation and retention through effective orientation and on-boarding procedures to make new hires feel valued and accepted within the organization.
Proposal ini menguji pengaruh penggunaan video terhadap hasil belajar siswa SMP di Sidenreng Rappang. Peneliti akan membandingkan hasil tes siswa setelah pembelajaran menggunakan video dengan tanpa menggunakan video. Penelitian ini diharapkan memberikan masukan untuk meningkatkan pembelajaran siswa menggunakan media.
Beyond Title IX: Developing a Sexual Consent Culture Among College StudentsAudio Solutionz
Effectively reduce and prevent sexual coercion and assault on campus by understanding students' approaches to sexual consent and limitations of current approaches to sexual assault prevention.
Overtime pay refers to an additional 25% pay for hours worked beyond the regular 8 hours per day or 48 hours per week. Covered employees, excluding managers and other exempt roles, are entitled to overtime pay. An employer can only compel overtime work during emergencies such as natural disasters, to prevent loss or damage. Undertime cannot offset overtime, and overtime pay must be in cash and cannot be substituted with other benefits. Employment agreements can provide greater overtime benefits than required by law.
This document summarizes key employment and labour legislation in Trinidad and Tobago. It discusses contracts of employment and service, types of employment contracts, recourse for employees, characteristics that distinguish employees from independent contractors, the Industrial Relations Act, the Truck Ordinance, foreign labour contracts, trade disputes, retrenchment and severance benefits, minimum wages, national insurance amendments, the Maternity Protection Act, the Equal Opportunity Act, and the proposed Occupational Safety and Health Bill. The presentation provides an overview of the legislation and highlights important impacts, definitions, rights, and changes contained within them.
The document defines a worker under Western Australian law as having both a primary and extended definition. The primary definition covers employees who work under a contract of service or apprenticeship, including those who work for wages or salary and have set hours, a single employer, and supervision. The extended definition more broadly covers contractors and subcontractors paid by piece rates, hourly rates, or per job who may have multiple employers and work unsupervised. Contractors and subcontractors may be considered workers if they are engaged to do work for a business and paid for their personal labor services. Employers are responsible for covering such workers and any subcontracted workers under their workers' compensation insurance.
Compliance with New DOL Regulations re Oil & Gas White-Collar Overtime Exempt...Marcellus Drilling News
The U.S. Department of Labor more than doubled the minimum salary thresholds required for exempt "white-collar" employees under overtime laws, which will take effect in December 2016. This will require oil and gas employers to review positions, ensure classifications are correct, and determine whether to reclassify or raise salaries. Employers must also address tracking hours and paying overtime for newly non-exempt employees, such as for travel, on-call, and remote work time. The document provides guidance on how employers can prepare for these changes.
The document discusses alternatives to layoffs that employers can consider when seeking to cut costs during economic downturns. These alternatives include work furloughs where employees take unpaid time off, reduced work weeks with shorter hours, and salary decreases. While avoiding some issues with layoffs, employers must take care to comply with wage and hour laws and avoid liability. Proper planning through early notification, reviewing agreements and laws, and considering collective bargaining is advised.
This document discusses common myths and misconceptions about wage and hour law. It addresses nine myths, providing the realities of laws regarding overtime exemptions, compensable working time, docking exempt employee pay, and using unpaid interns or independent contractors. The key takeaway is that wage and hour law is complex and employers should regularly audit their pay practices to ensure compliance.
A work supervisor can be convicted under Section 15(3) of the Act if they willfully or recklessly endanger worker safety or health. For example, a construction supervisor could be at fault if a worker is injured from not wearing required safety gear, or a production supervisor could be convicted if a faulty piece of equipment causes an accident and the supervisor allowed its use. The key is for supervisors to ensure safety procedures are followed and equipment is properly maintained to avoid endangering workers.
This document discusses various aspects of human resources management for businesses, including contracts of employment, employees' rights, and resolving problems with employees. It provides details on writing employment contracts, statutory rights for employees, minimum wage laws, sick pay requirements, pension obligations, working hours regulations, and annual leave entitlements. The document is intended to help businesses understand their legal duties and obligations as employers to avoid noncompliance issues.
This document lists 10 common HR mistakes that employers want to avoid such as failure to pay employees for short breaks or accrued vacation time. It also discusses mistakes like misclassifying employees as independent contractors, failing to provide reasonable accommodations, and not properly training supervisors or documenting employment decisions. The document encourages employers to attend ADP TotalSource compliance webinars to help maintain compliance.
The document discusses light duty programs that employers use to help temporarily disabled employees gradually return to work. The goals of light duty programs are to prevent disengagement from work and help employees easily transition back to full duties once recovered. While participation is voluntary, time spent in light duty does not reduce family medical leave benefits. Employers must also consider providing reasonable accommodations under the Americans with Disabilities Act.
The document provides six suggestions for improving HR performance appraisal and employee relations. The suggestions are: 1) Provide regular feedback to employees, 2) Terminate poorly performing employees following proper procedures, 3) Pay overtime even if unauthorized, 4) Treat exempt employees properly by not docking pay for partial day absences, 5) Ensure FMLA leaves are properly designated, and 6) Regularly review and update HR policies and procedures. Implementing these suggestions can help limit liability, improve morale, and enhance professional standards.
Payroll Webinar: Paying Overtime Under the FLSA Part 1Ascentis
This is the first of a two-part webinar that will help you better understand the sometimes confounding requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. Common folk lore says you simply count the hours the employee works beyond 40 hours a week. Then you multiply that by 1.5 times their hourly pay rate and you’re done right? Not so fast! The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business no matter how large or small! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
This document summarizes a webinar about new Agency Workers Regulations in the UK.
[1] The webinar provided an overview of the key principles and requirements of the regulations, including equal treatment rights for agency workers after 12 weeks, rights to access facilities and information about vacancies, and enforcement through tribunals.
[2] It discussed in more detail some specific provisions, such as what is included in "pay" and how to make comparisons to permanent workers, as well as exceptions like the permanent contract exclusion.
[3] Attendees were advised to audit their current use of temporary workers, define processes for determining comparators and pay, review bonus structures, and control access to
A salary sacrifice scheme allows an employee to give up some of their salary in exchange for a non-cash benefit from their employer. This can reduce tax and national insurance contributions for both employee and employer. Historically, salary sacrifice mainly referred to reducing salary in exchange for increased pension contributions, but now it can apply to any non-cash benefit. Employers must follow HMRC guidance to ensure schemes comply with minimum wage, statutory payment eligibility, minimum participation periods, and pay statement requirements. Salary sacrifice is becoming more common as a way for employers to offset costs of auto-enrollment pension schemes.
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act Matt Charney
This fact sheet provides general information to help determine whether interns must be paid the minimum wage
and overtime under the Fair Labor Standards Act for the services that they provide to “for-profit” private sector
employers.
1. The document discusses Philippine labor jurisprudence related to labor standards, labor relations, types of employment, and Supreme Court decisions on various labor cases.
2. It also provides an overview of the responsibilities of the Department of Labor and Employment in setting minimum labor standards and facilitating labor relations.
3. The Supreme Court cases summarized cover topics like determining if farm workers are regular or seasonal employees, the need for foreign workers to obtain employment permits, and issues related to contracting and subcontracting arrangements.
The HUD-VASH program provides rental assistance vouchers and clinical services to homeless veterans. It is a partnership between HUD and the VA where HUD provides vouchers through local housing agencies and the VA provides case management and services. Each year, new vouchers are awarded based on need in different areas as determined by homelessness data and VA treatment data. Over 70,000 vouchers have been distributed since 2008 to help house homeless veterans through this collaborative program between HUD and the VA.
Optimize your Workforce through Effective Talent On-boardingAudio Solutionz
Improve employee motivation and retention through effective orientation and on-boarding procedures to make new hires feel valued and accepted within the organization.
Proposal ini menguji pengaruh penggunaan video terhadap hasil belajar siswa SMP di Sidenreng Rappang. Peneliti akan membandingkan hasil tes siswa setelah pembelajaran menggunakan video dengan tanpa menggunakan video. Penelitian ini diharapkan memberikan masukan untuk meningkatkan pembelajaran siswa menggunakan media.
Beyond Title IX: Developing a Sexual Consent Culture Among College StudentsAudio Solutionz
Effectively reduce and prevent sexual coercion and assault on campus by understanding students' approaches to sexual consent and limitations of current approaches to sexual assault prevention.
Overtime pay refers to an additional 25% pay for hours worked beyond the regular 8 hours per day or 48 hours per week. Covered employees, excluding managers and other exempt roles, are entitled to overtime pay. An employer can only compel overtime work during emergencies such as natural disasters, to prevent loss or damage. Undertime cannot offset overtime, and overtime pay must be in cash and cannot be substituted with other benefits. Employment agreements can provide greater overtime benefits than required by law.
This document summarizes key employment and labour legislation in Trinidad and Tobago. It discusses contracts of employment and service, types of employment contracts, recourse for employees, characteristics that distinguish employees from independent contractors, the Industrial Relations Act, the Truck Ordinance, foreign labour contracts, trade disputes, retrenchment and severance benefits, minimum wages, national insurance amendments, the Maternity Protection Act, the Equal Opportunity Act, and the proposed Occupational Safety and Health Bill. The presentation provides an overview of the legislation and highlights important impacts, definitions, rights, and changes contained within them.
The document defines a worker under Western Australian law as having both a primary and extended definition. The primary definition covers employees who work under a contract of service or apprenticeship, including those who work for wages or salary and have set hours, a single employer, and supervision. The extended definition more broadly covers contractors and subcontractors paid by piece rates, hourly rates, or per job who may have multiple employers and work unsupervised. Contractors and subcontractors may be considered workers if they are engaged to do work for a business and paid for their personal labor services. Employers are responsible for covering such workers and any subcontracted workers under their workers' compensation insurance.
Compliance with New DOL Regulations re Oil & Gas White-Collar Overtime Exempt...Marcellus Drilling News
The U.S. Department of Labor more than doubled the minimum salary thresholds required for exempt "white-collar" employees under overtime laws, which will take effect in December 2016. This will require oil and gas employers to review positions, ensure classifications are correct, and determine whether to reclassify or raise salaries. Employers must also address tracking hours and paying overtime for newly non-exempt employees, such as for travel, on-call, and remote work time. The document provides guidance on how employers can prepare for these changes.
The document discusses alternatives to layoffs that employers can consider when seeking to cut costs during economic downturns. These alternatives include work furloughs where employees take unpaid time off, reduced work weeks with shorter hours, and salary decreases. While avoiding some issues with layoffs, employers must take care to comply with wage and hour laws and avoid liability. Proper planning through early notification, reviewing agreements and laws, and considering collective bargaining is advised.
This document discusses common myths and misconceptions about wage and hour law. It addresses nine myths, providing the realities of laws regarding overtime exemptions, compensable working time, docking exempt employee pay, and using unpaid interns or independent contractors. The key takeaway is that wage and hour law is complex and employers should regularly audit their pay practices to ensure compliance.
A work supervisor can be convicted under Section 15(3) of the Act if they willfully or recklessly endanger worker safety or health. For example, a construction supervisor could be at fault if a worker is injured from not wearing required safety gear, or a production supervisor could be convicted if a faulty piece of equipment causes an accident and the supervisor allowed its use. The key is for supervisors to ensure safety procedures are followed and equipment is properly maintained to avoid endangering workers.
This document discusses various aspects of human resources management for businesses, including contracts of employment, employees' rights, and resolving problems with employees. It provides details on writing employment contracts, statutory rights for employees, minimum wage laws, sick pay requirements, pension obligations, working hours regulations, and annual leave entitlements. The document is intended to help businesses understand their legal duties and obligations as employers to avoid noncompliance issues.
This document lists 10 common HR mistakes that employers want to avoid such as failure to pay employees for short breaks or accrued vacation time. It also discusses mistakes like misclassifying employees as independent contractors, failing to provide reasonable accommodations, and not properly training supervisors or documenting employment decisions. The document encourages employers to attend ADP TotalSource compliance webinars to help maintain compliance.
The document discusses light duty programs that employers use to help temporarily disabled employees gradually return to work. The goals of light duty programs are to prevent disengagement from work and help employees easily transition back to full duties once recovered. While participation is voluntary, time spent in light duty does not reduce family medical leave benefits. Employers must also consider providing reasonable accommodations under the Americans with Disabilities Act.
The document provides six suggestions for improving HR performance appraisal and employee relations. The suggestions are: 1) Provide regular feedback to employees, 2) Terminate poorly performing employees following proper procedures, 3) Pay overtime even if unauthorized, 4) Treat exempt employees properly by not docking pay for partial day absences, 5) Ensure FMLA leaves are properly designated, and 6) Regularly review and update HR policies and procedures. Implementing these suggestions can help limit liability, improve morale, and enhance professional standards.
Payroll Webinar: Paying Overtime Under the FLSA Part 1Ascentis
This is the first of a two-part webinar that will help you better understand the sometimes confounding requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. Common folk lore says you simply count the hours the employee works beyond 40 hours a week. Then you multiply that by 1.5 times their hourly pay rate and you’re done right? Not so fast! The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business no matter how large or small! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
This document summarizes a webinar about new Agency Workers Regulations in the UK.
[1] The webinar provided an overview of the key principles and requirements of the regulations, including equal treatment rights for agency workers after 12 weeks, rights to access facilities and information about vacancies, and enforcement through tribunals.
[2] It discussed in more detail some specific provisions, such as what is included in "pay" and how to make comparisons to permanent workers, as well as exceptions like the permanent contract exclusion.
[3] Attendees were advised to audit their current use of temporary workers, define processes for determining comparators and pay, review bonus structures, and control access to
A salary sacrifice scheme allows an employee to give up some of their salary in exchange for a non-cash benefit from their employer. This can reduce tax and national insurance contributions for both employee and employer. Historically, salary sacrifice mainly referred to reducing salary in exchange for increased pension contributions, but now it can apply to any non-cash benefit. Employers must follow HMRC guidance to ensure schemes comply with minimum wage, statutory payment eligibility, minimum participation periods, and pay statement requirements. Salary sacrifice is becoming more common as a way for employers to offset costs of auto-enrollment pension schemes.
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act Matt Charney
This fact sheet provides general information to help determine whether interns must be paid the minimum wage
and overtime under the Fair Labor Standards Act for the services that they provide to “for-profit” private sector
employers.
1. The document discusses Philippine labor jurisprudence related to labor standards, labor relations, types of employment, and Supreme Court decisions on various labor cases.
2. It also provides an overview of the responsibilities of the Department of Labor and Employment in setting minimum labor standards and facilitating labor relations.
3. The Supreme Court cases summarized cover topics like determining if farm workers are regular or seasonal employees, the need for foreign workers to obtain employment permits, and issues related to contracting and subcontracting arrangements.
A work supervisor can be convicted under Section 15(3) of the act if they willfully or recklessly endanger worker safety or health. Examples given include failing to ensure proper safety equipment is worn, allowing faulty equipment to be used, or not reporting strange worker behavior that leads to an incident.
The key is moving from prescriptive to performance-based legislation is positive as it assigns liability more broadly and requires stakeholders to proactively manage risks. This recognizes various parties' roles in ensuring safety.
For an effective safety and health management system, keys include lowering costs, increasing productivity and morale through reducing hazards, and ensuring greater compliance through better working conditions.
An individual who contracts with an entity to perform a service independent of the entity’s management and control is considered to be an Independent Contractor (IC)
Contingent staffing has become the choice of many businesses in recent years when they are looking for novel approaches to cost control.In contrast to full-time permanent employees, contractual staffing is the recruitment of employees for short-term employment contracts.
The new Agency Worker Regulations that come into force in October 2011 are intended to provide temporary agency workers with equal pay and basic employment conditions as directly-hired employees after 12 weeks. The regulations do not change agency workers' status or entitle them to benefits like sick pay or pensions. After 12 weeks, agency workers are entitled to equal pay, working hours, overtime, and leave. Hirers and agencies must work together to determine equal treatment and share information. The regulations are aimed at preventing circumvention of equal treatment through complex anti-avoidance provisions.
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Get an overview of the REAC inspection process & new rule changes and learn what items come under the purview of REAC inspection.
For more information - http://blog.audiosolutionz.com/reac-inspection-process-and-new-rule-changes/
This document summarizes a presentation on handling payroll overpayments compliantly and effectively. It discusses following wage and hour compliance rules under the Fair Labor Standards Act and state laws when recovering overpayments. It also covers tax implications under IRS and state tax codes for correcting overwithheld income, Social Security, Medicare, unemployment and other taxes in the current or prior year through filing amended W-2 or W-2c forms. The speaker is an expert in payroll education who creates online training programs on practical payroll administration approved for recertification credits.
This document summarizes a presentation on handling payroll overpayments compliantly and effectively. It discusses following wage and hour compliance rules under the Fair Labor Standards Act and state laws when recovering overpayments. It also covers tax implications under IRS and state tax codes, including how to handle corrections for income, Social Security, Medicare, unemployment and income taxes. The full presentation provides more details on the FLSA and state requirements for recovering agreed upon overpayments, as well as options if the employee does not agree to repayment.
Additive Manufacturing: The Future is Now https://www.audiosolutionz.com/manufacturing/additive-manufacturing.html Learn how additive manufacturing technology has grown over the years and how your business can use it profitably
13 Techniques that Will Make Designing Your PowerPoint Slides Easy and Effect...Audio Solutionz
Join this audio conference to know more about effectively using PowerPoint slides and how to make them look professional. Learn the art of designing them easily with these 13 lesser known techniques.
New FMCSA Regulations: 8 Required Mandates Affecting Every Motor CarrierAudio Solutionz
The document summarizes new regulations from the FMCSA affecting motor carriers, including:
1) Entry level driver training requirements, drug and alcohol clearinghouse mandates, and changes to CSA scoring thresholds.
2) Speed limiter and electronic logging device mandates.
3) Reforms to transportation and logistics hiring and protections against driver coercion regarding electronic logs.
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Retail Vision 2025: Thoughts On The Future "Store"Audio Solutionz
By 2025, e-commerce is projected to account for 30% of all retail sales and $2.7 trillion in total sales. Traditional retailers' market share is expected to drop from 71% to 62% of retail food sales. Retailers must engage shoppers, utilize customer data to create customized experiences, automate processes, and make buying convenient. Benchmarking against projections from groups like the Congressional Budget Office, Deloitte, and the National Retail Federation can help retailers plan strategies for the future store and economy.
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Know how to keep your school and college campuses safe from active shooting and other violence by decoding the pre-incident indicators and being prepared.
Capital Costs of Credit Decisions - does Basel III make a Difference?Audio Solutionz
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This document discusses preparing for mediation in construction disputes. It provides biographies of the two presenters, James G. Zack Jr. and Michael Pettinella, who have extensive experience in construction management, dispute analysis, and mediation. The presentation aims to discuss the mediation process, why studying mediation is important, the strengths and weaknesses of mediation as a form of alternative dispute resolution, and suggestions for how to prepare for and be successful in mediation. Mediation has a long history dating back thousands of years and was used in many ancient societies and continues to be used today as an alternative to litigation and arbitration.
Collaborative Transportation Management (CTM) aims to eliminate inefficiencies in the transportation component of the supply chain through collaboration between all parties to benefit everyone involved. CTM works holistically across the entire transportation planning and execution process from rate negotiation to dock scheduling to reduce waste like time, motion, inventory errors and space. The overall objective of CTM is to collaboratively drive inefficiencies out of transport planning and execution through true partnership between trading partners.
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Profiles of Iconic Fashion Personalities.pdfTTop Threads
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1. Learn How to Overcome the Challenges in Calculating "Working Overtime" and
Recognize and Prevent Potential Legal Exposure Under FLSA!
Taking Care of Business and Working Overtime
Presenter - Mark Tabakman
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2. What Is "Working Time?"
When Is It Compensable?
A. Preliminary and Postliminary Activities
i. The Legal Framework
a. Incidental time spent by employees before or after their workday on
activities other than those integrated with their principal duties is
compensable if compensation is called for by a contract between the
employer and the employee or his union, or by the employer's custom or
practice. If, however, there is no contract and there is no employer custom
or practice calling for compensation, then the incidental time is not
compensable.
b. Incidental time spent by employees before or after their workday on
activities, so-called preliminary and postliminary work, if sufficiently
integrated with the principal duties is compensable. For example, a cashier
balancing cash drawer before/after shift. In other words, if the employee
cannot perform his principal job without first undertaking the preliminary
activity and then, at day's end, the postliminary activity, the likelihood is
that the time is compensable.
c. The other key factor is whether there is any employer compulsion to
engage in the activity or come in early to accomplish the task(s).
d. The last issue for determining the compensability of such time is whether
the "extra time" falls under the FLSA de minimis doctrine
3. What Is "Working Time?"
When Is It Compensable?
ii. Changing Clothes, Showering, and Washing Under FLSA
a. If employees change clothes, shower, or wash for their own convenience,
hours worked is not affected, but they must be paid for the time spent in
this manner if the activity is required by the nature of their principal duties,
by the employer's rules, or by some law. However, an employee who
elects to change into required clothing at home, rather than at work, need
not be paid for time so spent.
b. The donning and doffing of clothing are considered principal activities —
and thus compensable — if they are integral and indispensable to an
employee's work. Time spent on these activities during the workday
proper probably would be compensable in all instances.
iii. Union Contract Can Exclude Compensable Time From Hours
Worked
a. Even though time spent by the employees in changing clothes or washing
at the beginning or end of a workday would be compensable hours
worked under FLSA, such time can be excluded from hours worked if the
union consents to having such a provision within the contract.
4. To see the complete presentation check the
below link:
http://www.audiosolutionz.com/hr-compliance-employment/instances-of-
working-overtime.html