Editor’s Note

Now that the Department of Labor’s much touted overtime rule has been put on hold, at least temporarily, it would be interesting to watch how things would unfold in the coming days. While the business is cheering on the decision, about 4 million workers in the country whose salaries have been revised or were awaiting a revision will be the most impacted.

Overtime Rule Put On Hold - What’s Next?: What experts say

A federal district court judge’s decision to block Department of Labor’s (DOL) new overtime pay regulations, scheduled to go into effect on December 1, 2016, comes as a blow to employers who were already grappling with how to comply with the rule in the first place. The decision issued on November 22, 2016 overturned a major rule, especially at a time when businesses were all set to implement new policies adhering to the rule that would have come into place a week later. So much for nothing!

HRIS and Payroll Excellence Advertisers: November 2016

5 Challenges When Integrating Separate HR And Payroll Systems

Although HCM systems have advanced significantly in recent times, there are issues that users of most systems still face today. This is largely due to the fact that most ‘solutions’ are separate applications linked together by fragile interfaces, making it harder to access and trust the extensive data across functional areas.

HR Policies, Then And Now: What plagues managers and human resources

Amidst all this conversation we saw stress at the workplace emerge as a key productivity sapper. The World Health Organization estimates the annual cost of employee stress-related expenses as $300 billion. So what is wrong with the workplace today? Do productivity and efficiency have to come at the cost of wellness and personal happiness?

Working Overtime?: Understanding the legalities in South Africa

Overtime is one of the most contentious issues in labor law, with many employers expecting their employees to be at their beck and call all hours of the day. Many workers, meanwhile, resent being asked to work after hours, especially for reasons that are beyond their control.

FLSA Overtime Rule - After Injunction, What's Next?: Let’s analyze the impact

The day employers nationwide have been preparing for since the FLSA overtime regulation changes were announced — the dreaded Dec. 1 — has essentially been wiped clean from the calendar. While many may have felt the pressure lift, questions still remain— especially since those at highest risk likely already made sweeping changes to their wage and hour processes. So what now?

What Should Employers Do Now That the Overtime Rule Is Blocked?: For now, it’s a status quo

Now that a federal district court judge has issued a nationwide injunction against the new overtime rules that were to go into effect on December 1, 2016, many employers are asking “what should we do?” Some employers have already prepared to comply with the new regulations and are ready to roll out new payroll practices next month. Do they hold off or press forward

Overtime Regulation Blocked: What This Means For Your Business Next steps…

Originally scheduled to take effect on Dec. 1, 2016, the new overtime regulation intends to raise the salary limit for those exempt from overtime to $47,476 (the current limit is just $23,660, and hasn’t been updated in the past 12 years). The regulation, which would increase the number of overtime-eligible workers by millions, was criticized by various business groups as potentially harmful to nonprofits and small businesses.

FLSA Overtime Rule Blocked: What It Means?

A federal judge blocked the December 1st rollout of the Department of Labor rule that would increase the minimum salary threshold (from $23,660 to $47,476) for the “white collar” exemption from overtime pay. The ruling took place on November 22nd, just 10 days before the new overtime rule was supposed to go into effect.