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Examples of Human Capital Reporting


"Yesterday’s Advisor featured Consultant David Creelman’s advice on how to report on human capital; today, more of his advice, plus some sample reports."

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Creelman, CEO of Creelman Research, offered his tips at a recent BLR® webinar sponsored by Halogen Software. He was joined by Halogen’s Director of Marketing Communications Connie Costigan.

The Best Way to Start

For those new to human capital reporting, Creelman recommends the following:

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Talent Metrics for the Board and Investors


"Balanced Scorecards took reporting beyond finances; now boards and investors increasingly demand human capital metrics in the reports they receive. Consultant David Creelman discusses the four new standards and offers examples of human capital reporting."

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Creelman, CEO of Creelman Research, offered his tips at a recent BLR® webinar sponsored by Halogen Software.He was joined by Halogen’s Director of Marketing Communications Connie Costigan.

What’s the Goal of the New Reporting?

Creelman posits four characteristics to strive for in reporting:

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Stumped? New Perspective=New Solutions


"Yesterday I happened down a road I drive on occasionally. I typically take the road northbound as a shortcut to a particular destination. But yesterday I found myself driving south on the same road and barely recognized it. In fact, I had to turn to my wife and ask if we were on the right road. The surroundings seemed unfamiliar to me despite the fact that I travel on the road a couple of times each month."

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It dawned on me that if you change the angle from which you look, you might see things you’ve never seen before. Swiss comedian and artist Ursus Wehrli once said, “I like to turn things upside down, to watch pictures and situations from another perspective.” Maybe that is what each one of us needs to do as we struggle with problems and issues in the workplace. Step back and find a new perspective, and maybe you’ll come up with a different solution.

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Workers Put All Their Eggs in CEO’s (Market) Basket


"The movie practically writes itself: The bitter family feud. The plucky underdogs. A community pulling together as one to triumph in the name of justice. Hollywood-ready, to be sure—but the unlikely hero in this tale happens not to be a matinee idol but the CEO of a regional chain of grocery stores."

By Jennifer Carsen, JD
Writer, HR Daily Advisor

If you haven’t been following the saga of Tewksbury, MA-based Market Basket over the past few months, here’s a recap:

The Grocery Wars: A Summer of Upheaval

  • In June, Arthur S. Demoulas led a majority group of board members of the family-owned business to oust the company CEO, Arthur T. Demoulas. The men are cousins and are hereinafter referred to as “Artie S.” and “Artie T.”
  • Artie T. was replaced by a geographically distant pair of CEOs.
  • Following the ouster of Artie T., Market Basket workers—none of whom are unionized—walked off the job in droves. In a prepared statement, they demanded Artie T. back “with full authority, non-negotiable … We will not work for anyone but ATD.”
  • Rallies attended by thousands of workers and customers sprang up around the area.
  • Business at the normally booming Market Basket stores dropped off as much as 95 percent due to the lack of fresh groceries being delivered to the stores as a result of the walkouts, as well as voluntary customer boycotts.
  • The new co-CEOs urged the striking workers to return and fired several senior managers. The workers reiterated their demands that Artie T. be reinstated.
  • Impassioned Market Basket protest songs were written and posted to YouTube. A cartoon giraffe, sticking his neck out for his boss, became the visual symbol of the protestors.
  • In late August, Artie T.’s group bought out the 50.5 percent of the company held by Artie S. and his supporters. Artie T. returned as Market Basket CEO. 
  • There was much rejoicing.

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Survey—Background Checks on Social Media? Policy Enforcement?


"In yesterday’s Advisor, we covered 2014 Policy Survey results for policy development and distribution; today, policy enforcement and background checks."

Policy Focus: Background Checks

Multiple states and cities have enacted laws in recent months that govern the use of background checks, so this year’s survey takes a closer look at those policies. We kicked it off by asking how many survey participants have background check policies (74.4%) then moved on to ask how many apply background checks to all newly hired employees and found that 79.4% use them. We learned a few other things about background checks as well, including:

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Policy Survey Results … Who Has Policies on What?


"What’s your policy on social media background checks? How are policies being distributed today? Want to know what your competitors are up to? Here are the results of our 2014 Policies Survey."

The results of BLR’s 2014 Policy Practices Survey are in; here are some highlights:

  • 89.8% of participants have formalized policies.
  • 77.5% have an at-will employment statement.
  • Employee handbooks are the preferred method of distributing policies to employees for 49.9%. An internal website (intranet) is utilized by 29.3%.
  • Social media background checks are conducted by only 14.7% of respondents; top sites are LinkedIn (67%), Facebook (60.8%), and Google (34.5%).

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Vacation, Leave, and Time Off—Who’s Offering What?


"Leave, vacation, and sick time are among the most important benefits that attract and retain employees. What are your competitors offering? What’s happening out in the real world? Help us (and you) find out!"

Please participate in our brief survey and see how what you are doing stacks up against what other successful companies are doing.

We’ll get answers to these questions and more:

  • What kind of paid leaves are offered?
  • PTO or separate vacation and sick leave?
  • How much time off for what length of service?
  • Is donating paid time off to other employees allowed?
  • And much more!

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Still Babysitting? Go PTO and Get Out of the Babysitting Business


"Spending too much time babysitting? If you are trying to police a rule like “Do not abuse sick leave,” you probably are, says consultant Hunter Lott of “Please Sue Me” fame. How are you going to enforce a rule like that? Babysit your employees? Follow them? Stop! Get out of the babysitting business and go PTO."

Yesterday’s Advisor featured Lott’s “Please Sue Me” presentation. Today, more of Lott’s tips as delivered at the SHRM Conference and Exposition held recently in Orlando.

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Failure to Pay Correctly—#6 on the List of Lawsuit Magnets


"In yesterday’s Advisor, we presented the first five of Attorney Aaron Zandy’s 10 lawsuit magnets—the most costly management mistakes. Today, the rest of the 10, including failure to pay correctly."

[Go here for failures 1 to 5.]

6. Failure to Pay Correctly

Yes, it’s the pay thing. Zandy’s danger zones are:

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The 10 Most Costly Management Mistakes—and How to Avoid Them


"Attorney Aaron Zandy, SPHR, uses essentially this opening statement at the beginning of every trial. But, he says, “sometimes it’s easier than others.” Here’s the statement:"

“It’s a case of perception vs. reality. The plaintiff perceives he (she) was disciplined, retaliated against, and harassed.  The reality is different. He (she) was terminated for a legitimate, non-discriminatory, non-retaliatory reason by a professional, well-trained manager with supportive documentation.”

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