Join Astron Solutions for an Informational Webinar on Time and Labor Management

Astron Solutions' Flare™ is a robust talent management suite, incorporating 18 modules across a wide range of Human Resource activities.  Please join us for an informational webinar to learn more about one of our newer services - Web-based Time and Labor Management!     

Space is limited.  Please reserve your Webinar seat now at: https://www1.gotomeeting.com/register/596360416

During our webinar we will explore the following topics:

* Calculating the return on investment (ROI) you can enjoy by utilizing a web-based time and labor management system
* Monitoring employee schedules and daily punches
* Increasing efficiency in payroll processing and job costing
* Saving money by reducing payroll errors and overtime
* Eliminating buddy punching and viewing real time attendance reports
* Streamlining tracking of accruals and PTO requests
* Viewing personalized reports on the web

There will also be a Q&A period during the webinar.  

We look forward to having you join us on March 3rd, and sharing Astron's latest Flare™ module with you.

Title: Web-Based Time and Labor Management Made Easy with Flare™

Date: Thursday, March 3, 2011

Time: 1:00 PM - 2:30 PM EST

After registering you will receive a confirmation email containing information about joining the Webinar.   

System Requirements


PC-based attendees
Required: Windows® 7, Vista, XP or 2003 Server  

Macintosh®-based attendees
Required: Mac OS® X 10.4.11 (Tiger®) or newer  

Reserve your Webinar seat now at: https://www1.gotomeeting.com/register/596360416

Fact or Fiction

Unnecessary meetings result in a loss of billions for US organizations each year.

FACT!

According to workplace research, unnecessary meetings cost U.S. organizations $37 billion a year.

Do you have effective practices for ensuring your meetings are efficient and effective?  Please share them with us, and we may feature you in an upcoming issue of Astronology!

Readers Write

In response to our last issue’s Fact or Fiction, loyal reader Rich Virgilio shared his tips for ensuring a good night’s sleep:

"One of the better ones I use is to remember the spectacular drive on Maui from Lahaina to Kahalui along the saddle road, and seeing nothing but mountains and green sugar cane.  Relaxing, and sleep comes within 60 seconds."

Sounds like we need a site visit, especially after this winter!  Thank you for sharing with us, Rich, and for reading Astronology.


The Fearful FLSA Audit

February 22, 2011  |   FLSA
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Wal-Mart couldn’t avoid it. In 2003, there was more than $200 million paid to individuals as a result of it. It’s one of human resources' biggest nightmares.

            What is it?

            Undergoing a Department of Labor audit.

            In this issue of Astronology, we take a look at the

ful Department of Labor audit, and the steps you can take in order to avoid one.

What Can You Do?

If a retail giant such as Wal-Mart can be audited and found guilty of 63 class action lawsuits with respect to time and labor, and end up paying more than $640 million as a result of the audit findings, every organization should be concerned with FLSA compliance. A solid first step to preventing lawsuits is eliminating sources of concern that could ignite an audit, such as one employee complaint to the Department of Labor.  Employees who believe they are owed overtime payments for hours worked, and have not received those payments, can become disgruntled and file with the Department of Labor.  It is possible that one complaint can morph into a full audit, fines and damages, and class action lawsuits.

As the proverb says: “An ounce of prevention is worth a pound of cure.”  Many organizations currently are proactively reviewing their position classifications under the Fair Labor Standards Act to ensure appropriateness.  These organizations also are developing strategies for addressing the impacts of any resulting changes on misclassified positions and employees, and ensuring proper classifications moving forward.

Considering a self-audit as a first step towards FLSA compliance and peace of mind?  BLR offers these key steps for self-auditing your employee classifications and payroll practices.

1. Check your job descriptions:

Make sure your “exempt” and “non-exempt” employees truly belong in their corresponding categories.

2. Check what employees actually do:

Employees may actually perform more responsibilities over time than what was originally described on paper. Make sure the description matches the actual work of the employee. Update job descriptions if necessary.

3. Review your overtime calculations:

Discovered you owe some employees past overtime? Pay them immediately.  It’s cheaper than a lawsuit settlement.

4. See if your state wage and hour law differ from the FLSA:

There may be a difference between the state and federal law…the tougher law between the two should be followed.

5. Be sure you have the latest versions of FLSA mandated posters:

The very first thing an auditor will look for are these posters. By law they are supposed to be displayed.

Determining Exempt from Non-Exempt

A challenge many employers face is distinguishing between exempt and non-exempt classifications. Marc. L Jacuzzi, partner in the law firm, Simpson, Garrity, Innes, Jacuzzi, provides this helpful checklist for organizations starting a self-audit:

Exempt Employees:

  1. Salary Basis: Are employees paid a fixed amount per week, and not based on quality & quantity of work?
  2. Duties: Are the employees actually doing the work described in their job descriptions, or are they doing more? If you find that some employees need to reclassify as non-exempt, put a positive spin on the reclassification.

Non-Exempt Employees:

  1. Accurate Records: Are employees recording start, mealtime and end time? Make sure you have a reliable system to keep such accurate records.
  2. Breaks and Lunches: Many states have a requirement for such breaks. Are you complying with these laws?
  3. Overtime: Are these being accurately recorded?

The Department of Labor has a wealth of resources on its website regarding the various tests employers can use to determine if a position is exempt or non-exempt under the law.  Additionally, many states have their own versions of the Fair Labor Standards Act, many with exemption tests that differ from the federal law.  Employers must be in compliance with both federal and state law with respect to overtime matters.  If you are not sure how to apply this information in your workplace, seek outside counsel from a consultant or employment lawyer.  It is better to spend some money ensuring legal compliance than risk paying much greater fines and penalties.

No More Fear!

Although many organizations across America are presently in the midst of heavy FLSA lawsuits, now is not the time for fear.  Rather, take this opportunity to educate yourself and your team, and make sound decisions based on that education. In order to avoid paying heavy fines in the future, do a self-audit now and correct any mistakes you find immediately. Keeping accurate records, seeking outside counsel as needed, and appointing a compliance manager to keep track of records and constant changing laws can assist in the long run. Although the task may seem daunting,  the effort is well worth it for your organization’s reputation and overall success.

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