Save the Date: June 15, 2016

Save the Date: June 15, 2016

Date: June 15, 2016
Location: The Phoenix, 1 American Row, Hartford, CT 06103
Social Hour: 5:00 PM – 6:00 PM
Dinner Buffet: 6:00 PM – 7:00 PM
Speakers: 6:30 PM – 7:30
Cost: $20 Members, $20 Guests, $35 Non-Members, $15 Students
Sponsored by: KardasLarson Human Resource Consulting
Topic: Are You Ready for the Impact Proposed Changes to the FLSA Will Have on Your Exempt Workforce?

Join us for an interesting presentation and discussion on the DOL’s proposed FLSA changes to ‘White-
Collar’ Exemptions. These proposed changes, which are expected to become final at the end of 2016,
include more than doubling the salary threshold for the executive, administrative, and professional
exemptions from and will result in large numbers of exempt employees falling outside the exemption. 

At this event, David R. Golder, a principal at Jackson Lewis P.C., will discuss these proposed changes and what you could be, and should be, doing to protect your company from potential wage claims or misclassification liability as a result of these proposed changes.

The meeting will be held at the Phoenix in downtown Hartford. Parking is free and available under the
building. A light dinner will be available.

WorldatWork Certification

Are You Ready for the Impact Proposed Changes to the FLSA Will Have on Your Exempt Workforce? qualifies for recertification credit for the Certified Compensation Professional® (CCP®), Certified Benefits Professional® (CBP), Global Remuneration Professional (GRP®), Work-Life Certified Professional® (WLCP®), Certified Sales Compensation Professional (CSCP)®, Certified Executive Compensation Professional (CECP)®, Advanced Certified Compensation Professional (ACCP)™ and Master Certified Compensation Professional (MCCP)™ designations granted by WorldatWork Society of Certified Professionals. For more information on recertification, visit the WorldatWork Society recertification webpage at

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Job Posting: Director of Benefits & HRIS

Job Posting: Director of Benefits & HRIS

Job Title: Director of Benefits & HRIS
Location: MA – Western MA (Relocation assistance available!)
Employment: Permanent

Our client is hiring a permanent Director of Benefits & HRIS who will set the strategic direction for their employee benefit programs and HRIS functions. This job is located in Western MA and offers a generous relocation package for qualified candidates anywhere in the country.
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World At Work Update on Overtime Law Threshold

By Robert Baylor, WorldatWork

May 2, 2016 — Washington, D.C. — The U.S. Department of Labor (DOL) appears to be lowering its proposed salary-level threshold in its upcoming revision of the nation’s overtime pay regulations.

While the official rule has yet to be formally released, news sources in Washington, D.C., are indicating that the final rule’s threshold will be about $3,000 lower when it is officially published, perhaps as early as this month.

The Bloomberg BNA Daily Labor Report, a reliable Washington-insider business policy publication, reported late last week that “a Democratic staffer confirmed that the new threshold — below which workers are eligible for overtime pay — will be about $47,000 per year.” The influential Washington political publication Politico also confirmed the figure in its own April 29 news report.

Last summer, the DOL proposed in its Notice of Proposed Rulemaking to raise the new Fair Labor Standards Act of 1938 (FLSA) minimum salary threshold to $50,440.

It is not known why this information was leaked at this time, as this kind of disclosure is unusual and risky in the regulatory departments. Some in Washington policy circles are speculating that the leak is a “trial balloon,” floated early by the department to see what kind of reaction it may generate.

The final rule is currently being reviewed by the White House’s Office of Information and Regulatory Affairs (OIRA), the final stop before a new regulation is released. WorldatWork learned last week the office is refusing to take new meeting requests to discuss the rule after May 10, possibly indicating the rule’s review is in its end stages. The rule could be released as early as May 12 or May 13, which could line up a possible implementation period ending around Labor Day 2016, two months before Election Day.

WorldatWork and other compensation experts met with OIRA officials on April 18 to express their concerns that the proposed DOL rules does not take into consideration the true cost of raising the overtime threshold 113% from its current level of $23,660 per year.

“WorldatWork is very concerned about DOL’s proposal, even at the reported $47,000 level. That level is still more than 100% higher than what organizations have organized their pay structures around for this fiscal year,” said Claiborne Guy, WorldatWork’s U.S. Senate lobbyist. “The association is also very worried that OIRA and DOL do not understand the potential disruption the proposed yearly update to the salary level threshold will cause to businesses and potentially millions of employees across the country.”

The Economic Policy Institute, a liberal Washington, D.C., think tank, estimates the number of American employees likely to be affected at a $47,000 level is about 12.5 million, or 33% of the nation’s salaried workforce. In 2015, the White House estimated that, as proposed, the regulation would increase the number of workers eligible for overtime by nearly 5 million. Of those, 1.2 million would receive a wage hike, according to DOL estimates.

Job Posting: Compensation, Benefits, HRIS Manager

Job Posting: Compensation, Benefits, HRIS Manager

We are currently seeking a Compensation/Benefit/HRIS Manager to join our growing Human Resources team. Reporting to the Chief Human Resources Officer, this role will be building the function from the ground up. The right person will have experience in creating and classifying job profiles and responsibility for the evaluation and analysis of salary data. The Compensation/Benefit/HRIS Manager will create an equitable and competitive salary and benefit package for executives and employees. In addition, this role will be responsible for ensuring a robust benefit offering for all our employees.

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