May Issue Highlights
- May note from the editor
- Profile: Dorothy Knapp, SPHR, SHRM Field Services Director for Mississippi
- 2014 MS SHRM Conference Agenda
- Meet the 2014 MS SHRM Keynote Speakers
- 2014 SHRM Annual Conference in Orlando June 22-25
- Mississippi Legislature Strengthens Free Choice Rights for Employers and Employees During 2014 Session by Rusty Turner
- Register for Strategic Leadership for HR Executives in Little Rock on May 22!
- Thinking the Unthinkable: Developing a Plan to Keep Employees Safe from Workplace Violence by Betsy Weintraub
- Are You Ignoring Your Employee Development? by Theresa J. Allen
- Hide Your Goat by Steve Gilliland,Keynote Speaker at 2014 AR SHRM Conference
- Highlights from the 2014 AR SHRM Conference in Fort Smith April 8-11
- The Human Side of Workers’ Compensation: Building a Stronger Workplace by Asking the Right Questions by Butch Frick
- Highlights from the 2014 SHRM-Memphis Half-Day Legal Seminar
- President Obama Proposes Revisions to DOL Exemption Regulations by Paul E. Prather
- Are College Football Players Really “Employees” of the University? by Jesse Sweere
- 3 Simple Ideas for Streamlining Your FMLA Procedures by Lindsey Brown
- GINA: Take Steps Now to Ensure Compliance by Latosha Dexter
- 5 Mistakes to Avoid in Implementing a Harassment Policy by Lisa A. Krupicka
- From Locker Room to Boardroom – Strategies to Stop Workplace Bullying by Robin B. Taylor
- Cultivating Sustainable Relationships for Optimal Health Improvement by Murray L. Harber and Matt Ginn
- Social Responsibility and Empathy in the Workplace by Harvey Deutschendorf
- What Should Employers Do About e-Cigarettes in the Workplace? by Barrett S. Moore
- Treat Your Employees Like a Corvette by Jeff Kortes
- I-9 Compliance Lessons from the OCAHO by Bruce E. Buchanan
- How to Be a Strategic HR Business Partner Webinar Presented by the University of Arkansas Global Campus on May 15
According to former Deputy Labor Secretary Seth Harris, the initiative appears to be “part of the larger agenda to increase workers’ wages. This is another piece of a larger agenda–raising the minimum wage, improving job training programs, and creating jobs through significant improvements in infrastructure.”
The President will direct the Labor Department to craft its proposed rule by early summer.
Currently a worker needs to make $23,660 a year to meet the exemption’s income-level requirement. If that amount were raised to $31,200 (to $600 per week from $455 per week), it would include many workers performing managerial tasks, especially in major metropolitan areas where wages are generally higher than elsewhere. The FLSA does not define executive, professional, and administrative employees, but instead gives the labor secretary broad discretion to define these terms. Hopefully, the DOL will consider that whatever salary level it adopts should be compatible with local economies throughout the nation, from lower-wage rural areas to higher-wage urban areas.
It is estimated to take a year to 18 months for the new rules to take effect. HR professionals are encouraged to begin the audit process to ensure that your current FLSA classifications are in order before the new regulations become law.
HR Professionals Magazine is an exciting monthly trade publication designed to educate and inform HR professionals in every discipline of the Human Resources function. We cover current hot topics on employment law, staffing and recruiting, compensation and benefits, employee relations, diversity, ethics, business leadership, relocation, employee training and development, payroll, and HR technology. Employment law will not only focus on federal legislation, but also on state and local regulations for Tennessee, Arkansas, and Mississippi. Articles are detailed and comprehensive written by local HR specialists, educators, and attorneys who are highly regarded as experts in their respective fields.
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