In a BLR webinar entitled "Compensation Plan Design: The Three Cs for Achieving Success," Brooke Green, founding principal with Presidio Pay Advisors and Mary Topliff, Esq., founder of Mary L. Topliff law offices in San Francisco described some of the issues that potentially arise during implementation of changes following a Compensation Analysis and/or Fair Labor Standards Act (FLSA) Analysis.
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Get Your Report Now!From a compensation standpoint, issues of concern are:
- Employees making more than their boss (with overtime)
- Moving nonexempt employees out of exempt salary structure and changing benefit packages
- Same job, different classification based on job location
Options for communicating results are:
- Manager could be trained on communicating changes
- All-employee meeting in which CEO or head of Human Resources discusses
- Departmental meeting in which the head of function explains
- One-one-meetings in which the employee and manager discuss
Communication messages:
- "We looked all our jobs holistically to be sure pay is competitive."
- "FLSA is an evolving area of the law, so we review our jobs periodically."
- "Jobs are constantly changing and evolving as we grow, so we will continue to monitor both areas."
Brooke Green is a founding principal with Presidio Pay Advisors (www.presidiopay.com) where she provides consulting advice and implementation assistance to clients with compensation support needs. Mary Topliff, Esq. founded the law offices of Mary L. Topliff in San Francisco (www.joblaw.com) after practicing civil and employment litigation for nine years. The firm specializes in employment law counseling, training and compliance.