Very low December unemployment rates in New England (2.6% in NH, 3% in ME, and 3.5% in MA) mean many employers are at risk of losing their valuable employees and going through the painful hiring process …
At a recent University of NH Leadership workshop, when attendees were asked about their best bosses, people described someone who supported them and allowed them to grow.
Take this feedback to heart! Stay checked in with your staff and allow them to flourish with supportive leadership, not micromanagement nor isolation.
Trust your staff to be capable, encourage them to use their strengths, delegate meaningful projects (not just piecemeal tasks), resist taking over and solving their problems – let them learn with your guidance, and promote your people within your organization whenever possible.
“My job fits with other parts of my life.” Does that sound like someone who is less committed? Or does it sound like one of the reasons people stay with their employer and remain committed?
If you guessed the second one, you are correct. People want balance in their lives; not just the Millennials. Although, they may have helped open our eyes to this fact that life is short and time stops for no man or woman – except for maybe Tom Brady.
Whether you consider flexible scheduling, compressed work weeks, work-at-home options, plentiful paid time off, or just a 40-hour work week, talk to your people. Ask what they want and need as individuals. Think about what you can do as an organization. Then, do it.
Would You Interview a Fish on Land?
The answer to that question is, probably not. You want to see the fish in their natural environment.
This isn’t about fish, but the idea of conducting part of the interview within the environment the employee is going to work is often overlooked by HR and hiring managers. Read more…
Your OSHA 300A must be posted in a conspicuous worksite location from February 1st through April 30th, if you had more than 10 employees at any time in 2017 unless you are partially-exempted in a low-risk industry.
Electronic Submission of your OSHA 300A data must be completed by July 1st, if you had at least 250 employees at any time in 2017, or if you had 20-249 employees and are in certain high-risk industries.
Ask us a question or read more on OSHA’s website @ OSHA Record-Keeping Requirements
Your Employee’s Non-Exempt or Exempt Status is very interesting to the Department of Labor. The Fair Labor Standards Act (FLSA), which regulates overtime, is the guide, but as noted below, each state has its own rules that you need to comply with, too.
Therefore, it is crucial that each of your employees is classified correctly and payroll processing is carried out correctly.
A non-exempt employee is paid hourly and is entitled to overtime at 1.5 of his or her normal rate for any work exceeding 40 hours in a workweek in NH, MA, and ME. However, note that certain states use a threshold of 8 hours per day, such as CA, 10 hours per day for manufacturing in OR, or 12 hours per day in Colorado.
If you are paying an employee a weekly or bi-weekly salary with no overtime, please be sure that he or she truly qualifies as exempt from overtime. There are different classifications within the FLSA and each state has its own rules around salaried employees, including payments and deductions.
Just click on the image(s) on the right for a link to the overtime rule of each of the government websites. Questions? Ask!
Next NH, MA, & ME e-newsletter topic is Independent Contractors.