Dive Brief:
- The new overtime pay rules from the Department of Labor have caused plenty of confusion for employers of all types and sizes, but there are some strategies to manage it effectively, according to Employee Benefits Advisor.
- Valerie Uhlir, marketing director for Deputy, an employee management software provider, told EBA that employers should consider taking their strategy for monitoring employee timecards and scheduling to the cloud in order to meet the new, often confusing, challenge.
- The rule, which will take effect Dec. 1, sets the standard exempt salary level at $913 per week or $47,476 annually for a full-year worker.
Dive Insight:
“The economic, social and demographic forces are fundamentally changing the way we work and in the way corporations organize their workforce,” Uhlir told EBA. “Business owners are seeing the value in moving their workflows into the cloud, especially when it comes to employee scheduling and managing.”
As a way to manage worker hours more effectively, Uhlir makes four main recommendations: Establish shifts based on anticipated sales and traffic; improve record keeping, because the new rule requires more data; use "stress profiles" that can alert managers to over-scheduling, and empower employees by allowing them to opt into shifts and manage schedules.