Simply Engaged Blog

Top 3 Summer Workplace Issues and How to Manage Them

May 28, 2019

Summer is almost here and with that comes a new set of seasonal employment law issues. Top of the list for many employers includes the hiring of interns, dress code compliance and handling time off requests.

1. Hiring Summer Interns

Employers looking to hire interns to work during the summer season or beyond should know that the U.S. Department of Labor (DOL) recently changed the criteria to determine if an internship must be paid.  In certain circumstances, internships are considered employment subject to federal minimum wage and overtime rules.

HR Tech Can Engage Your Employees – and Empower Your Business

May 11, 2019

Business owners often list workforce management issues among their biggest challenges in terms of difficulty. From recruiting and retaining employees to administering payroll and health care benefits, the HR tasks that companies must master are numerous and multifaceted, requiring sound long-term planning and a significant operational commitment.

Employee Leave Updates

May 1, 2019

In the absence of a federal paid family leave law, a growing number of states and local governments are enacting their own paid leave laws.

The best-known type of employee leave is a job-protected leave under the Family Medical Leave Act (FMLA), where employees can request to take family medical leave for their own or a loved one’s illness, or for military caregiver leave. However, leave under FMLA is unpaid, and in most cases, employees may use available paid time off (PTO) or paid leave time in conjunction with family medical leave.

What the DOL’s Proposed New Salary Thresholds Mean to New York Employers

April 15, 2019

The new federal overtime rules recently proposed by the Department of Labor sparked some concerns among employers across the country, but perhaps not so much in New York. Employers in the state are already well acquainted with dealing with higher salary minimums for some so-called “white-collar” workers. In addition, there is also a primary job duties test that must be met under the Fair Labor Standards Act (FLSA).

For most businesses nationwide, exempt employees will usually fall into one of the three white collar exemption categories: executive, administrative and professional. Each exemption has its own unique set of duties and requirements that must be met in addition to meeting the salary threshold.  

A Guide to Managing Employee Website Usage

March 11, 2019

Employers need to be mindful of the tension between technology and privacy rights in the workplace - whether employees are working from home, the coffee shop or the office.

New Federal Overtime Rule Proposed by the DOL

March 8, 2019

On March 7, 2019, the Department of Labor (DOL) formally proposed its much anticipated changes to the federal overtime regulations governing white collar workers. The DOL proposed an increase in the salary threshold for white collar exemptions to $35,308 per year from $23,660. This proposed rule is only the first step in a lengthy review process and has not yet been adopted as law.

What this could mean for employers:

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