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PPC Newsletter
Current HR Trends – Summer 2016
Organizations evaluate overtime compliance solutions and determine impact on HR policies!
Organizations have until December 1 to comply with the new FLSA regulations. (See PPC News Alert – DOL Changes). The new law has created an additional set of challenges for HR as they confront its expanding impact on their organization and they develop strategies for some of the following scenarios:
- Jobs where employees fall both above AND below $47,476 in the same job
- Exempt positions where the salary range minimum falls below $47,476
- Restructuring jobs to align better with FLSA status
- Estimating additional costs associated with the changed law
- Whether to reduce salary below the threshold in light of new overtime pay
- Analyzing if/how to include variable compensation
- Advancing merit increases from January 1 to December 1 to offset cost to bring to minimum
- Compression on the next position above when pay for a job is increased to $47,476
- Pressure to accurately record time for new overtime eligible positons and changes to time-keeping systems
- Communication to employees and supervisors about who is and is not impacted
- Cost impact to benefit changes as a result of pay increases (e.g. 401k contribution etc.)
- Changes to policies, Handbooks, offer letters
Please contact PPC if you have any questions on changes to the law or on how to manage the broader impact of the new law on your organization.
Delivering an effective performance review: The process really hasn’t changed, it’s the execution that counts!
There has been much published about this important subject but, in the end, the same time-proven process, when followed, will produce the right results. A face-to-face performance appraisal meeting for an employee is very stressful; for the manager, it can be just as tense. Standing in judgement of another is uncomfortable. So, what are the steps to ensure that the process and meeting are effective in delivering the message and achieving success? They are to:
- Set expectations early in a joint planning meeting. And, provide feedback early and often.
- Lay the groundwork. During informal meetings, have the employee talk about accomplishments he/she is proud of.
- Set the tone. You need a simple, clear message. For the solid performer, concentrate on things they do well. For marginal employees, do not sugar coat bad news. It’s a manager’s chance to confront poor performance and demand improvement. Remember, in general, people are resilient.
- Constructively coach.
- Hold your ground. Conveying the message is a leadership challenge.
- Follow “Do and Don’t” guidelines during the appraisal meeting.
If you would like to discuss the performance management process including meeting guidelines, please contact Pay and People Consulting.
The PPC Newsletter is produced by Pay and People Consulting, LLC. PPC is a consulting firm specializing in issues related to human resources; https://www.payandpeople.consulting. Contact Linda Ulrich (413-262-6739) to discuss pay or Garrett Ulrich (413-531-8870) to discuss people needs. This publication is for information only and does not constitute legal advice; consult with legal, tax, and other advisors before applying this information within your organization. If you do not wish to receive the PPC Newsletter, please reply to this email with “unsubscribe” in the subject line.