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Early this year, the National Labor Relations Board reversed the Obama-era decision regarding employee classification.
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The SuperShuttle case overturned the 2014 case and returned to a more balanced standard, one that gives more of equal weight to both the right-to-control aspects of the relationship and the role of the workers’ entrepreneurship in operating their own businesses.
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Does that mean that an employee can receive a salary and still be non-exempt, i.e. be eligible for overtime pay? Yep.
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Despite the importance of the announcement, it may not require any adjustment to payroll practices for employers operating in jurisdictions with higher minimum salary thresholds imposed by state law.
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We hope that our research sheds some light on the pressing need to give employees time to rest and recover if they are physically or mentally unwell.
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That’s the general sentiment of most data analysts and data scientists, when asked about how well the Human Resource departments of today use the gold mine of information that they are sitting on.
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While employers are responsible for implementing changes in the workplace, it is the habits, preferences, and behaviors of their employees – in addition to other external market dynamics – who are truly shaping workplace expectations when it comes to compensation, technology, culture, and more.
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March Madness can be a drain on a company’s time and resources. With millions of Americans filling out brackets and managing their bets, you can bet that employee productivity takes a hit during this time of year.
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The “refinement” diminished the importance of the workers’ entrepreneurial opportunities, holding that this question was really a minor part of the overall analysis, thus diminishing its importance greatly.
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