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On this episode of #Worktrends, we’re speaking about how one can avoid compliance pitfalls in as we speak’s distant world. From the fundamentals each chief ought to know, what to keep away from, how one can talk clearly, and how one can hold an in depth eye on worker wellbeing, this one’s loaded with actual world suggestions any supervisor can put to make use of straight away.
Meet Our Visitor: Jaime Lizotte
We’re thrilled to be joined by Jaime Lizotte, director of HR and tax merchandise at ComplyRight, which offers leading edge compliance merchandise and packages for companies. She is extraordinarily enthusiastic about HR and creating merchandise to help companies with easing the method of compliance in addition to total product administration.
Exempt vs. Non-Exempt
Let’s revisit the definition of exempt and non-exempt employees. Are you able to please clarify how one can differentiate them?
Completely. And the primary distinction actually between exempt and non-exempt employees really comes right down to extra time pay underneath the Truthful Labor Requirements Act or additionally, we love acronyms, additionally known as FLSA. And non-exempt staff, to start out, they’re entitled to not less than the minimal wage and so they should be paid extra time. And normally in the case of extra time, that’s time and a half and that’s for any hours which can be labored over 40 hours in a piece week. Now however, exempt staff, they don’t get extra time pay and so they’re sometimes paid a wage and that may really 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 find out about time and pay for non-exempt staff?
There are just a few non-negotiable leaders that you simply want to bear in mind if you’re categorizing your staff. And some bullets I need to go over is all time labored should be tracked precisely and that does embody breaks, extra time and even transient duties which can be performed like checking emails after hours. One other space is non-exempt staff should be paid for each hour labored, after which extra time should be paid in line with federal and state legal guidelines. Now, off-the-clock work, even when it appears voluntary, just isn’t allowed. So it’s important to make it possible for like I mentioned earlier than initially, each hour must be paid for. After which timekeeping methods, they must be straightforward to entry and dependable, particularly in the case of distant workers, as a result of we all know that’s an enormous a part of our workforce these days.
Managing Exempt Workers
What are the pitfalls to keep away from when managing exempt staff?
Although exempt staff aren’t eligible for extra time, there are undoubtedly nonetheless some dangers you need to concentrate on. And the primary one is misclassification, which is definitely a very huge one. Simply calling somebody salaried, saying that they’re exempt, doesn’t robotically make them exempt as a result of, like I discussed proper initially, there’s a job duties take a look at 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 threat space is avoiding deducting pay for partial day absences until your coverage aligns with authorized pointers. Now, doing this incorrectly can really jeopardize their exempt standing. So essential to just remember to’re not doing that.
To be taught extra about compliance within the distant office
First, hearken to as we speak’s full podcast episode! And make sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Spotify.
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