Karen Shannon is Vice President of BusinessConsulting/CHRO for Ollis/Akers/Arney. Karen has served in senior leadership positions in banking and human resources for over 30 years. She and her team provided HR services to 5,000 employees across the US, United Kingdom, India and Mexico. Today, she works with world-wide clients on key business and HR strategies which have resulted in cost savings upward of $7 million.
Karen received her MBA and BA in Business Administration and Economics from Drury University. She is a graduate of Leadership Missouri, past president of the Junior League, and was appointed to the Board of Trustees for banker education for the Missouri Bankers Association. She has served on the Board of Directors for numerous organizations and is a regular presenter at national and regional conferences. Karen was recognized in 2000 by the Springfield Business Journal in its inaugural class of the Most Influential Women in Business.
Is the FLSA white-collar exemption minimum salary increase still slated for January 1?
No. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor’s final rule on a nationwide basis, returning the standard salary level for executive, administrative, and professional white-collar exemptions to $684 per week ($35,568 per year) and $107,432 per year for Highly Compensated Employees. Employees who lost their exempt classification because of the July 1 salary level increase may potentially qualify again for an exemption.
Are there any court cases coming up that could impact employers?
The Supreme Court’s current term has two cases which could impact the workplace. An employee misclassification case will decide the burden of proof employers must satisfy to establish an exemption from minimum wage and overtime requirements under the Fair Labor Standard Act (FLSA). The court will also decide whether a former employee has the right to sue their former employer under the Americans with Disabilities Act (ADA). Watch for updates.
Any suggestions for preparing for the upcoming elections?
Employers should be aware of voting leave requirements established by Missouri statutes for employees that need time off to vote during poll hours. Politically charged environments have created conflict in the workplace. Employers who establish clear expectations for appropriate workplace behavior may get ahead of potential issues. Revisit your code of conduct, social media, and dress code policies to ensure clear expectations.
Any indication of what employers plan to budget for wage increases in 2025?
The latest Salary Budget Planning Report by Willis Towers Watson shows that salary budget increases are expected to rise by 3.9% in 2025. The overall median pay raise for 2024 dropped to 4.1% compared to 4.5% in 2023. Although these expected wage increases have declined since 2023, they remain high compared to many prior pay cycles, where a 3% increase was common.
Have you ever been convicted of a crime?
Do you have reliable transportation? What would you do if your spouse is transferred? Are these legally defensible interview questions? Join our Navigating the HR Jungle seminar on August 15 to learn about lawful interviewing, federal and state regulations, employment discrimination, taking corrective action, workplace harassment, employee privacy, seven principles of management and more.
What should I consider with the Pregnant Workers Fairness Act?
The final regulation of the Pregnant Workers Fairness Act (PWFA) goes into effect on June 18, 2024. The PWFA requires covered employers with at least 15 employees to provide reasonable accommodation to qualified employees’ and applicants’ known limitations related to, affected by, or arising from pregnancy, childbirth, or related medical conditions, unless the accommodation will cause an undue hardship. It requires reasonable accommodation for lactation beyond what may be required under the PUMP Act.
What are the proposed changes to the Fair Labor Standards Act (FLSA) exemption rule?
The U.S. Department of Labor issued final regulations that increases the minimum salary for the white-collar exemption to $844 per week ($43,888) on July 1 and $1,128 per week ($58,656) on January 1, 2025. The annual compensation threshold for Highly Compensated Employees increases to $132,964 on July 1 and $151,164 on January 1, 2025. The job duties requirements remain unchanged.
When is EE0-1 data reporting due to the EEOC?
The 2023 EE0-1 data collection platform, for covered employers, will open on Tuesday, April 30, 2024. The online Filer Support Message Center (filer help desk) will also be available beginning April 30. The deadline to file the data is Tuesday, June 4, 2024.
How do I designate an independent contractor?
The Department of Labor recently issued a final rule rescinding and replacing the current independent contractor rule. This changes DOL’s guidance on how to analyze who is an employee or independent contractor under the FLSA. The final rule establishes six economic reality factors when making the determination such as opportunity for profit or loss, nature and degree of control, and extent to which the work is an integral part of the business.
Any suggestions for complying with the PUMP Act in my restaurant?
The PUMP Act provides legal protections for nursing employees to express breast milk in the workplace through a nursing child’s first year by providing reasonable break time and a private space, other than a bathroom. For example, a temporary screened-off space in a storage area with appropriate signage that the area is restricted, or use of a manager’s office.
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