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On this episode of #Worktrends, we’re speaking about the right way to avoid compliance pitfalls in immediately’s distant world. From the fundamentals each chief ought to know, what to keep away from, the right way to talk clearly, and the right way to preserve an in depth eye on worker wellbeing, this one’s loaded with actual world ideas any supervisor can put to make use of instantly.
Meet Our Visitor: Jaime Lizotte
We’re thrilled to be joined by Jaime Lizotte, director of HR and tax merchandise at ComplyRight, which gives innovative compliance merchandise and applications for companies. She is extraordinarily enthusiastic about HR and creating merchandise to help companies with easing the method of compliance in addition to general product administration.
Exempt vs. Non-Exempt
Let’s revisit the definition of exempt and non-exempt staff. Are you able to please clarify the right way to differentiate them?
Completely. And the principle distinction actually between exempt and non-exempt staff actually comes right down to additional time pay below the Honest Labor Requirements Act or additionally, we love acronyms, additionally referred to as FLSA. And non-exempt workers, to start out, they’re entitled to no less than the minimal wage and so they should be paid additional time. And often relating to additional time, that’s time and a half and that’s for any hours which are labored over 40 hours in a piece week. Now alternatively, exempt workers, they don’t get additional time pay and so they’re usually paid a wage and that might truly cowl all of the hours that they work that week, and that’s regardless in the event that they work over 40 hours.
Compliance With Exempt Staff’ Time and Pay
What fundamentals ought to each chief learn about time and pay for non-exempt workers?
There are a couple of non-negotiable leaders that you just want to bear in mind if you’re categorizing your workers. And some bullets I wish to go over is all time labored should be tracked precisely and that does embody breaks, additional time and even transient duties which are finished like checking emails after hours. One other space is non-exempt workers should be paid for each hour labored, after which additional time should be paid based on federal and state legal guidelines. Now, off-the-clock work, even when it appears voluntary, isn’t allowed. So you need to guarantee that like I stated earlier than at first, each hour must be paid for. After which timekeeping programs, they have to be simple to entry and dependable, particularly relating to distant workers, as a result of we all know that’s a giant a part of our workforce these days.
Managing Exempt Workers
What are the pitfalls to keep away from when managing exempt workers?
Though exempt workers aren’t eligible for additional time, there are positively nonetheless some dangers you need to pay attention to. And the primary one is misclassification, which is definitely a very large one. Simply calling somebody salaried, saying that they’re exempt, doesn’t routinely make them exempt as a result of, like I discussed proper at first, there’s a job duties check that should legally qualify them as an exempt employee. So it has to do with the roles and their obligations of their function. One other danger space is avoiding deducting pay for partial day absences until your coverage aligns with authorized tips. Now, doing this incorrectly can truly jeopardize their exempt standing. So essential to just be sure you’re not doing that.
To study extra about compliance within the distant office
First, take heed to immediately’s full podcast episode! And be sure you subscribe to the #WorkTrends Podcast on Apple Podcasts or Spotify.
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