Fair Labor Standards Act (FLSA) FAQs

by Malak Kazan, CECP, CCP, CBP, GRP 18. August 2015 11:08
ERI developed the Occupational Assessor (OA) FLSA module over ten years ago to provide organizations with an efficient method for beginning the process of classifying employees as exempt or non-exempt from overtime regulations. For this reason, ERI closely watches all developments relating to the FLSA and to the overtime regulations at the federal level and for the nine select states that the cloud-based Occupational Assessor covers. Not surprisingly, we have received many questions related to the proposed rule and provide the FAQs below to assist subscribers with planning. ERI’s upcoming webinar, “Navigating FLSA Compliance,” scheduled for September 19, 2015, and December 8, 2015, will also address the proposed rule changes. [More]

How to Select and Use Compensation Surveys

by Malak Kazan, CECP, CCP, CBP, GRP 3. October 2014 14:26
This learning aid serves as a resource to select and to use compensation surveys, a foundational element in total rewards management. [More]

Job Analysis and FLSA Executive Exemption Test

by Malak Kazan, CECP, CCP, CBP, GRP 25. March 2014 12:24
In March 2014, significant changes were proposed to the Fair Labor Standards Act and targeted for likely enactment in mid to late 2015; they are still pending a public notice and comment period. One of the changes that employers should follow is the possible elimination of the concurrent duties exemption of primary duties for the executive exemption test. [More]

Executive Compensation Analytics: North America and Europe

by Malak Kazan, CECP, CCP, CBP, GRP 22. November 2013 11:00
Organizations will generally have two or three sources of executive and top management compensation benchmarking data to ensure compensation is NOT a reason for turnover at the c-suite and top talent levels. Compiling and analyzing executive compensation data can be a daunting task especially since the regulatory frameworks for c-suite jobs in some countries vary (e.g. voluntary vs mandatory disclosure; or aggregated vs incumbent-level disclosures). For top management positions, the scope dimensions of the jobs like P&L responsibility, geography, and targeted niche business are required criteria which may not be available in most compensation solutions. [More]

CEO Pay Ratio and Reasonable Compensation Estimates

by Malak Kazan, CECP, CCP, CBP, GRP 22. October 2013 15:25
The Dodd Frank rule requiring public companies to report CEO pay ratio relative to employee pay was approved by the SEC in a 3 to 2 vote and is currently in a 60-day comment period open until December 2, 2013. Once finalized, as early as 2015, publicly-traded companies will need to disclose the CEO’s annual compensation relative to employee annual median compensation and express this comparison as a ratio. Company exemptions are those covered by the JOBS Act (i.e. emerging growth), foreign private issuers, and small reporting companies. [More]