This is an Encore Episode of #WorkTrends
Sponsored by Workhuman.
Today we are diving into the critical elements of compliance, which have been redefined in the shift towards more remote workforces. We are tapping the expertise of our friends at ComplyRight who help employers navigate the complex web of federal, state and local employment laws.
But before we jump into today’s podcast, go ahead, do me a favor, ask yourself these two questions. Number one, has your organization adjusted its compliance policies to account for remote employees? And number two, do you think your leadership team understands compliant laws well enough? Okay, let’s get started.
Meet Our Guest: Jaime Lizotte
Joining us today is Jaime Lizotte from ComplyRight. Jaime is the director of HR and tax products at ComplyRight, Inc., a provider of cutting-edge compliance products and programs for businesses. She is passionate about HR and developing products to assist businesses with easing the process of compliance.
She has developed products, and programs from the ground up, such as a very exciting e-filing platform, as well as transitioned products to newer, updated, more current platforms to keep up with the ever-changing world of work.
Exempt vs Non-Exempt Remote Employees
Should we start with the definitions of exempt and non-exempt so our listeners are all on the same page?
When it comes to exempt, these are typically the salaried positions and they have more autonomy. They’re not subject to overtime pay, and when it comes to exempt employees they’re generally expected to fulfill their job duties regardless of the specific hours worked. Now, when it comes to non-exempt employees, those are the employees that are paid by the hour and they are entitled to overtime pay if they work beyond a set number of hours per week, so you’re talking that 40+ hour work week. Anything over 40, the employer is obligated to pay those extra hours.
The Remote Workforce
Tell us, what are some time and pay regulations that employers should be considering with remote workforces?
Non-exempt employees, they should ideally track their hours similar to how they would do it if they were still in the office setting. That would include them clocking in and out for breaks, that would be any break that’s exceeding 15 minutes, and even at the end of the workday. However, the key here when it comes to that employee clocking in and out is simply trust because we’re not there to see them. Organizations need a system to ensure that their employees are not working on their breaks or even after they’re clocking out, and when we’re not there, we can’t watch.
Best Practices
Talk to us about some best practices for communication between managers and employees to ensure they’re clear about expectations and what’s allowed.
If your team is spread across different time zones, it’s important to have really clear guidelines on the work hours and even the meeting times. You may have people that are on the West Coast if your business is on the East Coast to have to start earlier or you may allow them to work the regular hours, just really depends. That’s up to the organization, but you want to make sure that they have a clear understanding based on the differences.
To Learn More About Remote Compliance
For more insights about how your organization can make the most of remote compliance best practices, listen to this full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Spotify.
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