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People are the real foundation of a business. Although many successful businesses begin with just one person chasing an idea, it isn’t long before that individual needs to rely on others with suitable talent not only to run the business, but to take it to the next level. Most businesses will continue to require personnel, either to connect directly with customers or to help produce a product or provide a service.
While equipment can be upgraded and replaced, the human element isn’t so easily duplicated. Valued employees, managers, and other key players in an organization often bring unique combinations of skills and expertise and can be difficult to replace, should they leave the company.
It’s essential to hire the right people and keep them on board. Therefore, it’s important to consult with experts in HR strategy to assist you in hiring and determining the appropriate compensation for your staff, along with health and well-being benefits that extend to the work environment.
Q: The U.S. House of Representatives just delayed the effective date of the Department of Labor’s overtime rule from December 1, 2016, to June 1, 2017. Does this mean employers can move any pay change plans to June of next year?
A: Unfortunately, the answer is no. In order for the bill — H.R. 6094 — to become law, it still needs to pass the Senate. If it is passed, President Obama has publicly indicated that he’ll veto it.
We recommend that employers plan to meet the December 1, 2016, effective date.
Here’s a quick review of the DOL overtime rule:
• The rule increases the minimum annual salary for exempt employees from $23,660 to $47,476 and the minimum annual salary for exempt, highly compensated employees from $100,000 to $134,004.
• The final rule did not make any changes to the standard duties test (i.e., white collar exemption).
Contact Rehmann HR Outsourcing for a complimentary consultation.
Rehmann HR Outsourcing
Sue Poletti, SPHR/SHRM-SCP
P: 248-579-1161
sue.poletti@rehmann.com
Q: What should a private company owner consider when building or expanding a board of directors?
A: An active and experienced board of directors can make the difference between a stagnant, flat company and an efficient, high-growth enterprise.
At Huron Capital we look to supplement our equity investing experience with two to three outside board members for each of our investments. Each board member should bring a unique skillset and contact base, because we look to them to make customer introductions, identify potential add-on acquisitions, help solve supply chain issues, and mentor our management teams.
Board construction is important. If at least one outside board member has 20 to 30 years’ worth of experience in the company’s industry, then the next board member could be someone with experience across multiple sectors.
The prospective board member could be employed full time or semiretired, but must have adequate time available to devote to the company.
Finally, character matters. Each board member should have the integrity and values consistent with those of the owner(s).
Huron Capital Partners
James Mahoney, Partner
500 Griswold, Ste. 2700
Detroit, MI 48226
P: 313-962-5809
jmahoney@huroncapital.com
www.huroncapital.com
Q: What should organizations do to ensure an effective implementation or integration of HRIS?
A: Hiring an experienced consulting firm can significantly improve project management and success when implementing a new HRIS. To do this, organizations must manage the inconsistency of resources available to upgrade the HRIS, and obtain consultants with the functional and technical expertise for proper implementation.
Second, define a project plan and resist underestimating the complexity of the new system and its impact on employees, processes, and other departments. Third, don’t undervalue the propensity for internal resistance and the importance of change management at every level. Fourth, minimize uncertainty and define the roles, responsibilities, and expectations for employees in key departments. Finally, budget appropriately.
Please contact us for a free consultation.
iMiH Group, LLC
Emily Trindade,
Senior Partner, CEO
Novi, Michigan
P: 248-437-2200, ext. 803
e.trindade@imih.net
www.imih.net
Q: Why do organizations struggle with following through on their commitments?
A: Often, they fall short on fulfilling their commitments because they haven’t established a well-defined direction and/or don’t share enough information with employees. Clear strategies and objectives are key to employees understanding important company initiatives and embracing the roles they serve. Companies that are struggling to rally the troops should consider the five Ws:
1. Emphasize why initiative is important.
2. Set a clear direction: what is the purpose?
3. Identify who will be involved.
4. Detail when contributors and other stakeholders will participate.
5. Outline where initiatives are prioritized with other deliverables.
With upfront planning, assignment of resources, and ongoing communication, organizations can fulfill their commitments and realize a return on their investment.
Ulliance Inc.
Deanna S. Hatmaker, MSA, SPHR, SHRM-SCP
901 Wilshire Dr., Ste. 210
Troy, MI 48084
P: 248-680-4611
F: 248-680-2103
Q: How can employers prepare for a talent gap?
A: The mass departure of retiring baby boomers over the next 10 to 20 years provides an opportunity for employers to fill the growing talent gap. Employers can start working on this now, so business knowledge doesn’t leave with experienced employees.
Not all retirees want to transition to retirement from a full-time position; some employees may want to stay on part-time or work reduced hours as they ease into retirement, and they would enjoy mentoring new talent. Keeping a partnership for training may be a preferred method of easing into or adjusting to retirement.
Employers might also consider developing effective succession plans, where they gain return on investment from training and development, and benefit from the business acumen of existing employees.
Keeping pace with the needs of new generational groups is also important. Generations X, Y, and Z don’t have the same characteristics of previous generations, and it’s important to determine how their needs can best be accommodated. In addition, work/life balance, technology use and access, and company culture may change how employers evolve their recruiting plans.
Northwood University
Pamela L. Christie
HR Director, Title IX Coordinator
4000 Whiting Drive
Midland, MI 48640
P: 800-622-9000
www.northwood.edu
Q: What is uninsured and underinsured motorist coverage, and should I have it?
A: Uninsured and underinsured motorist coverage refers to separate but similar car insurance coverages that you can purchase to protect yourself, your passengers, and your family. Uninsured motorist coverage applies when you’re in an accident and the at-fault driver is uninsured. Uninsured motorist coverage also applies if you’re the victim of a hit-and-run accident.
Underinsured motorist coverage, on the other hand, applies if you’re in an accident and the at-fault driver is insured, but his/her liability limits are too low to cover your damages. In that case, the at-fault driver’s insurance pays its policy limits, and then your underinsured motorist coverage kicks in to cover your excess damages up to your policy limits.
When purchasing uninsured/underinsured motorist coverage, you should purchase limits that will be adequate to cover your potential damages and protect you. Uninsured and underinsured motorist coverage is optional in Michigan, but it can be invaluable should you be injured in a car accident where the at-fault driver is uninsured or lacks adequate liability insurance to cover your damages. Uninsured and underinsured motorist coverage is affordable coverage that should be a part of every driver’s policy.
Hohauser Kuchon
Sarah E. Kuchon
363 West Big Beaver Rd., Ste. 250
Troy, MI 48084
P: 248-619-0700
www.hohauserkuchon.com
