FLSA: Overtime

The FLSA does not require that overtime be paid for hours worked in excess of 8 hours per day or on weekends or holidays. However, states are permitted to provide workers greater overtime protections than those offered by FLSA. Download Your Free Report on Overtime
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Got an 800-Pound Gorilla? Confrontation Time

"In today’s Advisor, business and leadership blogger Dan Oswald, author of The Oswald Letter and CEO of BLR®, offers his thoughts on dealing with an 800-pound gorilla—as every office seems to have at least one."

One of the national hotel chains, in an attempt to attract business travelers, advertises that if you stay at its hotels, you’ll be able to take on “the 800-pound gorilla in the room.” The ad shows Regional Manager Amy, after spending a night in one of the hotels, being able to tame the chest-pounding 800-pound gorilla the next day in her meeting.


Practical Examples: FMLA to Care for Children 18 and Above

"In yesterday’s Advisor, we offered guidelines for the minefield of FMLA leave for children 18 and older. Today, concrete examples from DOL of how to manage this leave, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com."

My 20-year-old daughter has been put on bed rest because of her high-risk pregnancy. I am the only one available to care for her. Can I take FMLA leave for this reason?

Maybe. In order to take FMLA leave to care for your adult daughter, she must be incapable of self-care due to a disability and you must be needed to care for her because of a serious health condition. While any incapacity due to pregnancy will be a serious health condition for FMLA purposes, pregnancy itself is not a disability. However, pregnancy-related impairments may be considered disabilities if they substantially limit a major life activity.


The 5 Hoops—FMLA Leave over Children 18 and Older

"Employees who are eligible for FMLA leave who want to take leave to care for a child 18 years of age or older must jump through five hoops to qualify."

  • First, the child must meet the FMLA definition of a “son or daughter.”
  • Second, the child 18 years of age or old must be “incapable of self-care.”
  • Third, the incapability for self care must be because of a mental or physical disability at the time FMLA leave is to commence.
  • Fourth, the child must have a serious health condition for which he or she needs care.
  • Fifth, the employee must be “needed to care for” the adult child.


The 14 Qualities of Great Leaders—How Many Do You Have?

"In today’s Advisor, business and leadership blogger Dan Oswald offers his thoughts on qualities of great leaders. (Oswald, CEO of BLR® offers these thoughts weekly in The Oswald Letter.)"

Marvin Bower joined McKinsey & Company in 1933 and served as the management consulting firm’s managing partner from 1950 to 1967. In 1997, he published a book titled The Will to Lead: Running a Business with a Network of Leaders, in which he shares his perspectives on leadership.


Boomers Won’t Retire; My HIPOs Are Antsy

"The Boomers aren’t retiring and the HIPOs (high potentials) below them on the career ladder are starting to wonder when, if ever, they’ll get to move up. What’s to be done?"

Although the economy is slowly on the mend, it’s still noticeable that many employees near or past traditional retirement age have opted to stay working longer. Often, this is to bolster a nest egg that took a hit during the recession. Sometimes, it’s because they don’t feel the desire to leave the workforce just yet, and would rather be productive in a job. Some feel their job is what gives them status. Some are frightened by the prospect of retiring. No matter the reason, there are ripple effects throughout the organization.


Key Factors in Determining Salary Increases

"Yesterday’s Advisor told how to deal with red circles; today, determining salary increases plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com®."

Once you’ve got a salary increase matrix (see below), determining increases should be simple—but it’s not.

Several approaches are commonly used for determining salary increases.

  • Performance/merit systems are the most common.
  • Across-the-board or general increases are often tied to increases in the cost-of-living index.
  • For unionized employees, the collective bargaining agreement will include a negotiated provision for wage increases that usually includes a fixed general annual increase that may be combined in some instances with merit provisions and cost-of-living escalators that add to the across-the-board increase when the cost-of-living index goes up more than a predetermined amount.
  • Many employers utilize a grid system with low, middle, and high ranges to determine what an employee’s wage should be based on job performance and current salary.


Compensation 101—The Basics

"What is a compensation administration program? A formal compensation administration program is the basic management tool for ensuring that:"

  • Employees are satisfied.
  • Both internal and external equity are maintained.
  • Control is maintained over compensation costs.

For a review of basic compensation program principles, we turned to Compensation.BLR.com®.


6 Reasons to Conduct an Employee Engagement Survey

"Yesterday’s Advisor featured consultant Allan Benowitz on why you shouldn’t measure satisfaction. Today, the do’s and don’ts of engagement surveys, plus an introduction to the all-things-compensation-in-one-place website, Compensation.BLR.com."

Benowitz, who is the vice president of Growth and Development at The Employee Engagement Group, offered his expert tips on engagement surveys in a recent webcast offered by BLR.

Six Reasons to Conduct an Employee Engagement Survey

  1. Demonstrate your concern about employee issues.
  2. Find out what’s stressing your workforce (gives you an opportunity to act).
  3. Involve employees in getting the company through the recession. (How do we save? Process improvements, customer service improvements, etc.)
  4. Retain your best employees.
  5. Develop your future strategy (learn useful things to help in introducing changes, gain new ideas).
  6. Better your bottom line. (Surveying, involving, and engaging your employees are  much cheaper than replacing your best people.)


Stop Measuring Satisfaction—Start Focusing on Engagement

"For long-term talent retention, forget surveying satisfaction, says consultant Allan Benowitz, and focus on engagement. Satisfaction is about giving things to employees, he adds, while engagement is about employees giving back."

Benowitz, who is the vice president of Growth and Development at The Employee Engagement Group, offered his expert tips on engagement surveys in a recent webcast offered by BLR.

Engagement is about mutual commitment, says Benowitz. Companies help employees reach their potential and employees help their companies perform better. This combination results in engagement—“the capture of discretionary effort.”


Surveillance and Secrets—Managing Social Media Risks

"Yesterday’s Advisor covered the first two S’s of social media management, Search and Speech; today, surveillance and secrets, plus an introduction to Compensation.BLR.com."

[Go here for S’s 1 and 2]

S #3. Surveillance or “Snooping”

What’s the Risk?

When you monitor employee’s social media activity, you run two risks, says Yip:


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