As 2018 comes to a close, it is a great time for employers to address lingering issues that have been on the back burner and start “fresh” in the new year. A new year is a great time to roll out changes for both administration purposes and for employees; new year, new policies. Here are some items you may want to consider auditing internally and bringing up to current if need be for a January 1, 2019 revision date:
- Wage disparities (male/female/minority)
- Job classification (exempt, non-exempt, independent contractor)
- Job descriptions (should reflect what the employee actually does – jobs morph over time)
- Incentive compensation / bonus plans (the far majority I review need significant modification as they are written by sales folks and not HR/legal and thus leave out at-will language, deductions, prepayments, “earned” versus “accrued” and payout terms with absences, discipline, termination, etc.)
- Minimum wage increases (State, Minneapolis, St. Paul)
- Safe and Sick Leave Act ordinances (Minneapolis, St. Paul, Duluth)
- Changing paid time off methods / calculations (from up front to accrual, etc. – and in compliance with any applicable ordinance)
- Overtime (calculated weekly, all hours paid, no flex time between workweeks) – also, the new federal overtime rule is expected to be published in March 2019 – stay tuned on that (I would only be guessing as to how the DOL is going to roll it out).
- Recordkeeping (best practices being followed; exempt/salaried employees can be made to record their time – which is very good to have if their classification is challenged in the future)
- Wage deduction / loans / tuition reimbursement policies