april 2019 volume 23 issue 4 issue in this issue >>> help us … · 2019. 4. 2. · 18th...
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Help us design a new PHRA logo!
Official Rules for Participation in the PHRA Logo Design Contest
Issue
FIVE
PHRA PRESIDENT’S MESSAGE
in this issue >>>
April Seminar!
PHRA President’s Message
Spring Seminar – Register Today!
Sponsorship Opportunities
Legal Update
May Meeting Details
Connect with PHRA
Chapter Awards & Information
By: Teresa Morris
Teresa Morris is the Human Resource Generalist with Herring Bank. You can reach Teresa at [email protected].
Our BIG 2-day seminar is coming up. Mike Mirachi RESET THE CLOCK.
Has your company ever been sued by an employee? Have you ever been party to a lawsuit?
It is time consuming and expensive. At one of my employers, we had a lawsuit that went on for 3 years; the hours out into the answers and the attorney’s fees were enormous. My employer did nothing wrong and it was proven we were not at fault. However, if we had gone to trial, we would have been the big bad employer. The most important thing to remember is to have the conversations quickly and have them precisely. Tell the employee what they need to improve on, give them the tools to improve, and then expect improvement. If they do not improve, go to the next step, and follow through.
Too many times, we get the call:
“I want to fire someone”!
Have you talked to them about their behavior?
No. I just want to fire them.
So you start down the path of disciplinary action.
This 2-day seminar will teach your supervisor and managers how to have the conversation; How to Reset the Clock. Our supervisors and managers do not like to have the difficult conversations, because they do not know how. Bring them to the seminar, so they can learn.
Going the Extra Mile
A Monthly Insight into Human Resource Happenings The Resource Newsletter - A Monthly Insight into Human Resources Happenings
April Seminar
2 Days!
April 17th & 18th
Details on Page 2
RSVP: Click Here
Approved:
14 SHRM PDCs and 14 HRCI Credit Hours, 1.4 CEUs
* If your company is interested inbecoming a sponsor for the event or youneed to register with a group discount (4or more from same company), pleasecontact:
Christine Prichard at
or
Jessica Howell at
April 2019 Volume 23 Issue 4
PHRA.wildapricot.org [email protected] Page 2 of 6
The Resource Newsletter - A Monthly Insight into Human Resources Happenings April 2019 Volume 23 Issue 4
PHRA.wildapricot.org [email protected] Page 3 of 6
The Resource Newsletter - A Monthly Insight into Human Resources Happenings April 2019 Volume 23 Issue 4
PHRA.wildapricot.org [email protected] Page 4 of 6
The Resource Newsletter - A Monthly Insight into Human Resources Happenings
On March 7, the Department of Labor issued its Notice of Proposed Rulemaking, setting the new salary level for white
collar exemptions at $35,308 per year (or $679 per week). In addition, the proposal raises the total compensation
requirement for highly compensated employees from $100,000 to $147,414 per year.
The new rule raises the current annual salary level for white collar workers by more than $10,000, from $23,660 (or
$455 per week). But, this increase is not nearly as dramatic as the Obama administration’s proposed rule, which was
set to take effect in December of 2016.
Here is a breakdown of the different rules:
Current Rule (2004) Obama Administration’s
Proposed Rule (2016)
Trump Administration’s Proposed Rule
(2019)
Weekly Salary $455 $913 $679
Annual Salary $23,660 $47,476 $35,308
Highly
Compensated
Employees
$100,000 $134,004 $147,414
Automatic
Updates No Yes, every 3 years
No, but a commitment to periodically
review the salary threshold; updates
require notice and comment period.
The new salary threshold has been much anticipated, following the November 2016 injunction preventing
implementation of the Obama administration’s proposed rule and August 2017 ruling striking down the proposed rule
in its entirety.
Certainly, the new proposed rule will require employers to review their current white collar exempt positions, but it is
anticipated that the rule will affect only a quarter of the workers that would have been impacted by the 2016 rule.
However, the new rule is still expected to affect more than a million workers.
Notably, the new rule does not change the duties tests for any of the white collar exemptions (executive, professional,
and administrative).
The proposed rule will be subject to a 60-day comment period and is expected to go into effect in January 2020, which
will give employers plenty of time to review their white collar exempt positions (yes, again!) and make decisions about
reclassification or raising pay.
DOL Issues New Salary Level Test for White Collar Exemptions
Legal
Update By: Allison L. Davis
Allison Davis is an Attorney with Brown & Fortunato, P.C. and you can reach Allison at [email protected].
If you are interested in serving as a volunteer for an event, please contact
Jessica - [email protected]
or Christine - [email protected]
April 2019 Volume 23 Issue 4
PHRA.wildapricot.org [email protected] Page 5 of 6
The Resource Newsletter - A Monthly Insight into Human Resources Happenings April 2019 Volume 23 Issue 4
May Meeting Details
Follow the PHRA LinkedIn Page: https://www.linkedin.com/company/panhandle-human-resources-association-inc
Also, join the PHRA Group on LinkedIn where you can engage in conversation with fellow PHRA members! https://www.linkedin.com/groups/8663227/
Follow and like the PHRA Facebook page: https://www.facebook.com/PanhandleHR/
Find us on our website: https://phra.wildapricot.org
Don’t Forget to Connect with PHRA!!
"What Now? Coping With Adverse Events"
Presented by: PENNY MILLER
My HR Department - Wichita Falls, TX
Many things can happen to disrupt business, whether for a few hours, weeks, or months. Are your HR department and your company prepared? In this presentation, we'll discuss the various types of disasters that can occur in a business and how HR can prevent, prepare for, and mitigate problems. People are sometimes the cause of these disasters. Sometimes they are not but can be a major factor in mitigating business disruption and recovery.
Objectives:
Know the various categories of business disruption
Understand the basics of planning for these events
Know some of the tools, processes, and policies that can help prevent,mitigate and help recover from business disruptions
BIO:
Penny Miller was dragged into the HR field when she entered the Air Force after college with a degree in Biology from Purdue
University. She received a master’s degree in Management while stationed in the United Kingdom. Her final assignment was at
Sheppard Air Force Base in Wichita Falls, TX, where she had responsibility for the HR functions for 12,000 employees, military
and civilian, as well as approximately 40,000 students who attend technical training at the base annually.
After 21 years in the Air Force, Penny launched her civilian career, first as a headhunter for the construction industry and then
as Director of HR for a large multi-specialty clinic. She progressed in that position to co-COO before starting her own HR
consulting company, Venture HRO, LLC in 2007. In 2017, the company was renamed My HR Department.
Penny has a passion for helping companies become more profitable and she believes the primary leverage point to do that is
the first-line supervisor. Penny has authored two books, focused on developing first-line leaders: Winning the War for Profit:
Developing Leaders Where It Really Matters and Leadership in the Trenches: Developing Front-Line Leaders.
In addition to her consulting work, Penny is an adjunct instructor at Midwestern State University and Wayland Baptist
University, teaching courses in management and human resources.
Penny has earned designation as a Senior Professional in Human Resources (SPHR), a SHRM-Senior Certified Professional
(SHRM-SCP) and a Certified Employee Benefits Specialist (CEBS).
Approved for SHRM PDCs and HRCI credits (HRCI is BUSINESS Credit)
PHRA.wildapricot.org [email protected] Page 6 of 6
Issue
FIVE
A Monthly Insight into Human Resource Happenings
Issue
FIVE
A Monthly Insight into Human Resource Happenings
The Resource Newsletter - A Monthly Insight into Human Resources Happenings
Chapter Awards & Information
Find PHRA online:
https://phra.wildapricot.org
www.facebook.com/PanhandleHR
Like our page for information on upcoming events, seminars, and tidbits of other information.
April 2019 Volume 23 Issue 4