Like most of us, you probably hope or expect your children will take care of you when you are no longer self-sufficient. Unfortunately, most children will NOT take care of their parents. Eye opener, right?

Since revisions to the Fair Standard Labor Act’s (FSLA) overtime rule was stopped ten days prior to going into effect on December 1, 2016, overtime has been on the minds of employers. Many HR professionals, myself included, poured over reports of employees and salaries to see who would be pushed back into the hourly (non-exempt) classification and who would remain salaried.

A Review of the Requirements for SCA & ACA

On Wednesday, March 1, the Department of Labor (DOL) proposed a 60-day delay of the applicability date (currently April 10) of the Fiduciary Rule, which would also include a delay to the Prohibited Transaction Exemptions, specifically the Best Interest Contract Exemption. The DOL has listed two comment periods: a 15-day comment period on the proposed 60-day delay and a 45-day comment period applicable to the concerns expressed in the Feb.3 Presidential Memorandum directing the DOL to review the rule.

The Trillion Dollar Jackpot Lurking in HR Companies, large and small alike, are always trying to find ways to increase bottom line results and return profits to the organization, shareholders and employee base to signal healthy business operations and strong leadership. I cannot name one client of mine who is not laser focused on some form of growth or revenue strategy to either sustain or grow their footprint within a given region or industry. In fact, most of my compensation related engagements center on the design and implementation of incentive plans to motivate employees to either capture more revenue or enhance business operations in an effort to optimize business and financial results. In most cases organizations achieve better business results by expanding product offerings, cutting expenses or deepening its expertise in a particular area. I can vouch that the aforementioned measures usually do result in improved fiscal and operational results; however there is one place many decisions makers are overlooking to unlock financial gains and operational efficiencies…..you guessed it, Human Resources.

The idea of employees having an unlimited amount of paid time off (PTO) is a more complicated proposition than it sounds. There’s already a great article on our site that discusses the pros and cons of unlimited PTO plans, and this particular article focuses specifically on the suitability of unlimited PTO plans for certain organizations and types of workers.