Here are three items that, according to James Evans, should be placed at the top of the HR to-do list for 2011.
- Update your policy manual. This informational packet is your Constitution of human resources. If the information in it isn’t up-to-date, it could lead to a hazardous situation. With the U.S. government, laws have been added, changed or removed throughout history to better suit the current times. You should treat your policy manual the same way. It can be dangerous to base important and potentially litigious personnel decisions on a manual that hasn’t been updated.
- Review compensation practices. Pay programs should be internally equitable, relatively competitive with the current labor market and defensible. That means that pay plans aren’t static and are constantly subject to changing laws and regulations, external pressures, increases in the cost-of-living and minimum wage hikes. According to the U.S. Department of Labor, the current federal minimum wage is $7.25 per hour.
- Assess your FLSA exemption. Make sure that workers are classified correctly when it comes to exemptions from overtime pay under the Fair Labor Standards Act.
By spending time now, preparing for the future, you’ll ensure that you aren’t caught off guard with your human resources and payroll practices in 2011.