Frontline Blog

Over the past few years, the number of jurisdictions passing paid sick day laws has risen rapidly. In 2006, only one passed a law mandating paid sick leave: San Francisco. But in 2016, three states, one county and ten cities passed sick day legislation.  

With the expanded overtime regulations on hold, you may think your school system has been granted a reprieve. In that case, you’re only half right. Whether the overtime regulations are passed, blocked or modified, the renewed focus on the Fair Labor Standards Act (FLSA) could pose issues — in more ways than one.  

For the past ten months, employers and HR professionals around the country have been hitting “refresh” on the Department of Labor’s website, anxious for news about overtime. The proposed changes that the department issued last summer more than doubled the salary threshold above which many white collar workers are exempt from receiving overtime pay. What will the impact be for businesses and school districts? On May 18, the final overtime rule was published, and employers finally have a clear picture of what the new overtime reality will look like — and when it will take effect. Read on to find out.

Last July, the U.S. Department of Labor Wage and Hour Division proposed significant changes to the rules around overtime pay. The proposed updates have gotten a lot of attention from employers, and when the DOL solicited feedback from the public, they received around 270,000 comments. Clearly, the issue has struck a nerve. Have you been keeping up with the changes? Take the quiz and see how much you know!

It’s no secret that many school districts – and businesses of all stripes, in fact – are keeping a close eye on the Department of Labor’s proposed updates to overtime pay regulations. Certain workers don’t receive overtime pay because of the nature of their jobs – the Department of Labor’s “Duties” test states that they’re exempt. But employers would be required to pay overtime to many executive, administrative and professional employees who exceed 40 hours worked in a week when those employees make less than $23,660 per year. At this writing, the proposed updates would raise that salary threshold to over $50,000 in 2016.

In the scramble to fill open vacancies for fall, onboard new hires and “ramp up” for the start of school – not to mention taking a few days of summer vacation – it would be easy to look past any headlines for federal overtime regulations.

A Department of Labor (DOL) audit is the "monster under the bed" for many payroll and business professionals. You don't want to believe in it. You don't think you'll ever see it. But it could pop up at any time, and if it does, it might not look pretty.

Many school districts I speak with across the country are examining how they recruit and hire great educators and other staff. I think this is positive as having a great recruiting and teacher selection process can ensure your organization is looking for new candidates in the right places and using the right measures to select the best person for the job!

Last year we conducted a survey to find out how school districts were preparing for the then-pending Affordable Care Act. Recently we re-conducted that same survey to see how statistics have changed in the last year. Here were some of our key takeaways from the last two years.