Brett R. Strauss, Esq. is General Counsel at Southland Data Processing. Brett has been with SDP since 2010 and previously served as a Regional Sales Director prior to becoming an Attorney. Brett specializes in working with employers to find cost effective solutions to comply with California and Federal employment regulations. Brett has a degree in business from the University of Arizona and a J.D. from the University of La Verne College of Law. Brett is a member of the Labor and Employment Section of the State Bar of California and the Inland Empire Chapter of SHRM. Brett also serves on the Associate Board of Steven’s Hope for Children.
FLSA ACTION PLAN
The Fair Labor Standards Act (FLSA) final rule takes effect on Dec.1, 2016. Here are some steps to take in preparation:
1) Review employee classifications. Any exempt employee who earns greater than the threshold amount ($47,476 under the new rules) may remain exempt from overtime pay if that person primarily performs executive, administrative or professional duties as described in the regulations. Also, keep in mind that each state may enact regulations that differ from federal regulations; employers will be subject to whichever set of directives is more generous to employees. In California, this means that employers still must abide by the California overtime rules of 8 hours per day and 40 hours per week.
Do’s and Dont’s of Creating a Social Media Policy for Your Organization
Chances are most of your employees are on social media, and some of them may be using their private accounts to say things about their employment. Frustrated employees might even be complaining about their working conditions – or about you.
While it may seem prudent to ban employees from saying anything negative about your organization online – or perhaps even discussing work at all – the National Labor Relations Board, which interprets the National Labor Relations Act, has ruled that this kind of restriction is illegal. That said, employers can still encourage employees to think before they speak (or type), and remind them that behavior akin to unlawful harassment of their co-workers may still lead to discipline.