ClubPeople - 20 July 2017
OSHA published a notice of proposed rule making to extend the electronic submission date from July 1, 2017 to December 1, 2017. This action allows time for the new administration to review the electronic reporting requirements prior to implementation, and allows time for affected entities to familiarize themselves with the electronic reporting system, which will be available on August 1st.
ClubPeople - 17 May 2017
Within the past few years, Millennials have made a strong presence entering the labor market, making up a third of the present workforce, and this is expected to increase by 50 percent over the next couple years. The influx of fresh talent offers an unprecedented opportunity to hire some of the best and brightest to strengthen our teams. Identifying the right people, sifting through an abnormally large number of applicants and finding the best person for the job are all challenges that can be offset with the right hiring tools in place to streamline the approval process, attract, and engage the best candidates to join your club team. Here are a few tips on how technology is changing the way clubs hire.
ClubPeople - 27 March 2017
"Is it better to promote employees from within to management or hire new? Watch the first episode of our 5-part webinar series, Myth Busters Guide to Hiring in 2017 and find out if this myth is totally busted... We asked our VP of HR Services at CertiPay, -Alfred Roush Esq. SPHR, SHRM-SCP, to help us expose the truth around hiring best practice in 2017. During each 15 minute episode of this 5-part webinar series, Alfred will debunk the myths around compensation analysis, when to do background checks, and if it is better to promote employees from within to management or hire new.
ClubPeople - 3 February 2017
Ten Myth Busters for Hiring in 2017 Will you be at CMAA? Visit our HR Consultant Alfred Roush Esq. SPHR, SHRM-SCP, and VP of HR Services at CertiPay, as he debunks the Myths for Hiring in 2017 at the CMAA Conference on Club Management this Tuesday, February 7th, 12-1pm. Competency Area: External & Governmental Influences; Human & Professional Resources.
ClubPeople - 18 November 2016
Reclassified employees may have to follow procedures and policies that didn’t apply to them before—or that you didn’t have. Changing habits can be a challenge, but changing those of your formerly exempt employees with respect to hours worked and tracked is critical to preventing wage and hour violations.
ClubPeople - 20 October 2016
New OSHA Electronic Reporting Required in 2017 The Occupational Safety and Health Administration (OSHA) issued a new final rule revising its regulation on Recording and Reporting Occupational Injuries and Illnesses. The new rule will require certain employers to electronically submit injury and illness data. It also adds emphasis on prohibiting employers from discouraging employees of making an injury and illness report.
ClubPeople - 3 October 2016
In order to effectively manage a club, decisions have to be made on a daily basis involving employees and how to manage them. Clubs take on the same risk as a large business when it comes to labor law compliance, but many do not have the same resources to confidently face evolving regulatory compliance, and many are finding liability for non-compliance costly.
ClubPeople - 6 September 2016
Our club has a regular full-time workforce of approximately 40 employees. This year, we're planning to hire more full-time seasonal employees. How do we determine whether doing so will subject us to the Affordable Care Act's (ACA's) employer shared responsibility rules? Answer: To determine whether your company is subject to the ACA's employer shared responsibility rules – commonly referred to as the "play or pay" provision – you must count all of your employees. But, there are special rules for seasonal workers. Determining ALE Status
ClubPeople - 3 August 2016
Beginning in December, salaried overtime exempt employees whose pay fall below the $47,476 (administrative) and $134,004 (executive) pay threshold, will be entitled to overtime pay due to the soon-to-be higher income threshold. For these salaried workers who will be affected by the new overtime pay requirements, it’s important to begin tracking their actual hours worked now to ensure that the hours:
ClubPeople - 6 July 2016
Starting December 1, new overtime rules kick in that will make millions more employees qualify for overtime pay. The changes include a dramatically higher pay threshold that determines whether workers are eligible for overtime at a rate of at least one and one-half times their regular pay. With a few months of lead time, employers need to take a look at their operations and decide how to incorporate the changes.
ClubPeople - 3 June 2016
Starting December 1, new overtime rules kick in that will qualify millions more workers for overtime pay. By dramatically raising the pay threshold determining whether workers are eligible for overtime at a rate of at least one and one-half time their regular pay. With only a few months of lead time, employers need to take a look at their operations and decide how to incorporate these changes.
ClubPeople - 4 May 2016
Does the Department of Labor (DOL) have the authority to enforce rules related to tip pooling if the employer does not take a tip credit? Yes. According to the recent ruling in the federal Ninth Circuit Court of Appeals, employers cannot require tipped employees to share their tips with un-tipped employees.
ClubPeople - 13 April 2016
Studies show each year, nearly 25% of workers go through some type of career transition; particularly in the hospitality industry most new hires decide whether to stay within the first six months on the job. Replacing a talented club employee can cost two times the worker’s salary, and the monetary value is only part of it. A failed hire impacts your whole team by increased workload, poor morale and overall job satisfaction.
ClubPeople - 24 February 2016
Studies suggest that 10-30 percent of employers may misclassify their employees as independent contractors. To help employers properly classify their worker as either employees or independent contractors, the Department of Labor (DOL), and the IRS have publicized test to examine the workers economic realities and control assessment in effort to determine proper classification.
ClubPeople - 1 February 2016
All employers with ten or more employees are required to keep an OSHA 300 Log of Work-Related Injuries and Illnesses under the Occupational Safety and Health Administration (OSHA), and must post the previous year's log summary in a common work place today. Work_Injuries-2.jpgThe summary (OSHA Form 300A) must be certified by an executive of the company and posted where employees customarily look for notices. A summary of the previous year's log must be posted for each job site from Feb. 1 to April 30th, even if no incidents occurred. Also, copies of the form should be provided to employees who do not regularly work on site. Only the summary must be posted, but the log should be available to employees, or OSHA inspectors upon request.
ClubPeople - 5 January 2016
In effort to help employers meet the Affordable Care Act 2015 reporting requirements, the IRS announced on December 28th an extended deadline for reporting on offer of health coverage- Form 1095-B, and the coverage provided- Form 1095-C. Employers subject to the Affordable Care Act's 2015 reporting requirements now have until March 31st to give individuals the 2015 Form 1095-C, and May 31st to report to the IRS for paper filings, or June 30th for electronic. The relief applies to applicable large employers (ALEs) with at least 50 full-time employees, required to file with the IRS information under the Internal Revenue Code section 6056 reporting requirements.
ClubPeople - 2 December 2015
During our recent webinar discussion with Alfred Roush, Esq. SPHR, SHRM-SCP, it became apparent when the revised overtime regulations proposed by FLSA go into effect the potential compliance issues in how employers determine which employees are exempt, and those entitled to overtime is complicated, and if not done correctly, may result in significant liability for an employer. We asked our VP of HR Services at CertiPay, and licensed Florida Labor and Emplyment attorney Alfred Roush, to share how to assess proper classification for overtime exempt status and what you can do now to prepare for when the final rule is implemented sometime in 2016. Mr Roush is a certified Senior HR Professional dedicated to all areas of Labor and Employment Law relations. His experience includes representing clients through federal and state court litigation, as well as managing our CertiPay HR team in best practice development for employer compliance. With Alfred's vast experience within the club industry, consulting on HR issues and development of policies, he is able to bring a practical approach to help clubs maintain compliance.
ClubPeople - 30 October 2015
Department of Labor’s proposed changes to the regulations governing the white collar exemptions of the Fair Labor Standards Act is anticipated in its final form to be implemented some time in 2016. Currently, a salary basis test requires executive, administrative, and professional employees be paid at least $455 per week, or $23,660 annually as the first test of being an exempt employee. The proposed changes would increase the salary test to $970 per week, or $50,440 annually. This proposed salary level increase is substantial and clubs need to prepare for the effect this may have on their bottom line.
ClubPeople - 5 October 2015
When an employee has a medical condition and needs some leave time or other job adjustments, they are often protected by two separate and distinct federal labor laws: the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). The purpose of this article is to explain how these two pieces of legislation interact and to describe some best practices for you with respect to leave administration.