« September 2009 | Main | November 2009 »

October 2009


【クイズ】Social Security tax (taxable maximum)


The maximum amount of earnings subject to the Social Security tax (taxable maximum) in 2009 is $106,800.
What is the maximum in 2010?

A) $105,800
B) $108,800
C) $110,000
D) The same as it was in 2009.



【ニュース】11/21 EEOC 新ポスターがリリース

11/21にEEOCから新しいEqual Employment Opportunityのポスターがリリースされます。


EEOC has revised its Equal Employment Opportunity is the Law poster. This new version reflects current federal employment discrimination law (including the Americans with Disabilities Act Amendments Act of 2008). The poster was revised to add information about the Genetic Information Nondiscrimination Act of 2008, which is effective November 21, 2009. The revised poster also includes updates from the Department of Labor.
▼今日の記事が役に立ったら 今すぐクリック!
にほんブログ村 経営ブログ 人事・総務へ






■Mistake #1: Mismanaging the Job Description Program
そもそも、Job Description作成プログラムが稼動していない。

■Mistake #2: Omitting Critical Elements of a Job Description
下記の内容がJob Descriptionの基本要素。

Job identification—Describes the job in a word or two

Job summary or purpose—A brief narrative of the job that highlights its general characteristics

Essential functions and additional responsibilities—Those duties that must be performed in the job

Accountabilities—Not only the end results achieved when job duties are performed satisfactorily but also specific standards for measuring performance

Job specifications—The specific job requirements in terms of "compensable factors" (During job evaluation, a point score is assigned and a wage rate or salary level is set accordingly.)

■Mistake #3: Failing to Accurately Describe the Job
It exaggerates or downplays the importance of the job.
It fails to pinpoint the critical elements that differentiate between successful and unsuccessful job performance.
It ignores the decision-making aspects of the job.
It either fails to focus on the job incumbent's actual behavior or it defines required behavior in ambiguous terms.
It describes worker requirements or characteristics that are not really needed to succeed in the job.

■Mistake #4: Failing to Use Job Descriptions Correctly (or at All!)
Job descriptionは給料を決めるためだけのものじゃない。
Some employers think of job descriptions only in terms of wage and salary administration, or as a necessary evil when it comes to complying with certain employment laws. But these are only two of the many practical uses for job descriptions. Consider:

Wage and Salary Administration

Any compensation system requires that jobs be classified and evaluated in terms that make comparisons possible.

Legal Compliance

Job descriptions can be key evidence of legal compliance (or noncompliance) under a number of federal employment laws.

The Americans with Disabilities Act (essential functions)
Fair Labor Standards Act (who is "exempt" and "nonexempt")
Equal Pay Act (fighting discrimination lawsuits based on pay)
Title VII of the Civil Rights Act of 1964 (fighting discrimination lawsuits based on performance)

Collective Bargaining

Job descriptions have also been used by employers to defend themselves against what they feel are unjustified union demands for uniform rates.

▼今日の記事が役に立ったら 今すぐクリックを!
にほんブログ村 経営ブログ 人事・総務へ







‘I'm Underpaid' Say Most HR and Compensation Pros
Fifty-eight percent of HR and compensation professionals say they are underpaid, but many of them say they won't be asking for a raise in the near future, according to a recent poll on HR.BLR.com and Compensation.BLR.com.

▼今日の記事が役に立ったら 今すぐクリックをお願い致します!
にほんブログ村 経営ブログ 人事・総務へ







Executive Pay Cuts, Freezes to Stay at Least a Little Longer
Most employers have no plans to reverse executive pay cuts or freezes in the next six months, according to a new survey by Watson Wyatt, a consulting firm.




1. 従業員の保険費用負担が重くなっている。

40%以上の企業でDeductible, Co-pay, Out of Pocket Max等の自己負担分の


Consumer-directed health plans (CDHPs)が増えている。


5.処方箋のベネフィット CDHP化


●Higher out-of-pocket costs. More than four in 10 employers in a recent Watson Wyatt survey said they will raise deductibles, copayments, and out-of-pocket maximums.

●Greater use of incentives to stay healthy. Employers are offering workers (and, in some cases, spouses) more incentives like gift cards, cash, and discounted premiums for undergoing a health risk assessment or participating in smoking cessation, weight management, or fitness programs.

●Consumer-directed health plans (CDHPs). More employers will offer CDHPs next year. Those employers adopting new plans are generally adding a high-deductible plan, often with a health savings account. Most employers adding these plans will offer them as an option to workers rather than replacing their traditional health plans.

●Consolidation of health plan offerings. Some employers plan to reduce the number of health plan options they offer to workers.

●Prescription drug benefits. Some workers will see changes to their prescription drug benefits in 2010. As part of an overall movement to CDHPs, a number of employers are introducing a CDHP prescription drug benefit option that typically offers workers 100 percent coverage on a list of preventive medications. Other companies are introducing value-based designs that include zero copays on certain prescription drug therapies that are known to help lower health costs and reduce hospitalizations.

●Closer eye on spousal and dependent coverage. Employers are increasingly revisiting spousal and dependent coverage in their efforts to control rising costs. Some employers are requiring spouses to complete health risk assessments, while others are charging higher premiums for working spouses who have access to other healthcare coverage. More employers are also expected to audit their workers to eliminate dependents who are not eligible for coverage.



【EXEMPT】FLSA Administrative Exemptionを決定する鍵

EXEMPT とNON-EXEMPTの違いを判断する際に最も難しいカテゴリーがAdministrative Exemptだろう。特に自分で意思決定できるという判断基準があいまいで難しい。下記の記事では、判断する基準を示す質問をいくつか上げている。質問には●をつけたので、ぜひこれらの質問をなげかけて、Administrative Exemptの判断基準に磨きをかけよう。

FLSA Administrative Exemption: Defining Discretion and Independent Judgment
One of the most common areas of confusion for employers under the Fair Labor Standards Act's (FLSA) administrative exemption is determining what level of discretion and independent judgment employees must have to qualify for the exemption.

The exercise of discretion and independent judgment involves the comparison and evaluation of possible courses of conduct, and making a decision after the various possibilities have been considered. It refers to the level of importance or consequences of the work performed. Factors that the federal Department of Labor (DOL) recommends for consideration are:

●Whether the employee has authority to formulate, affect, interpret, or implement management policies or operating practices

●Whether the employee carries out major assignments in conducting the
operations of the business

●Whether the employee performs work that affects business operations to a substantial degree, even if the employee's assignments are related to operation of a particular segment of the business

●Whether the employee has authority to commit the employer in matters that have significant financial impact

●Whether the employee has authority to waive or deviate from established policies and procedures without prior approval

●Whether the employee has authority to negotiate and bind the company on significant matters

●Whether the employee provides consultation or expert advice to management

●Whether the employee is involved in planning long-term or short-term business objectives

●Whether the employee investigates and resolves matters of significance on behalf of management

●Whether the employee represents the company in handling complaints, arbitrating disputes, or resolving grievances

The exercise of discretion and independent judgment implies that the employee has the authority to make an independent choice, free from immediate direction or supervision. However, employees can exercise discretion and independent judgment even if their decisions or recommendations are reviewed at a higher level.

The exercise of discretion and independent judgment must be more than the use of skill in applying well-established procedures described in manuals. However, the use of manuals containing highly technical, scientific, legal, or financial matters that can be understood only by those with advanced knowledge or skills does not preclude exemption. These types of manuals provide guidance in addressing difficult or novel circumstances and, therefore, would not affect an employee's exempt status.


« September 2009 | Main | November 2009 »