変動報酬を払っている割合
下記はWorkdatWorkの調査。
それぞれのパーセンテージはベースサラリーに対するパーセンテージ。
一般的な変動報酬の割合が分かる。
Eighty-four percent of companies surveyed by WorldatWork plan to offer variable pay to all employees. The average payouts forecast as a percent of base are:
7.0% nonexempts
11.0% exempts
15%–38% managers through executives
毎々お世話になりまして ありがとうございます。
5/17（日）11:00AMよりニューガーデナホテルにて
Employee Handbookに関するセミナーを行います。
ご参加いただいた方々へ
【無料プレゼント】
Paid Sick Leave義務化対応のNotice Formを差し上げます。
▼お申し込みは今すぐ！下記のリンクから
http://www.bridgeusa.com/digitalmagazine/index.php?id=4&mdate=201504
あるいはこのメールにお返事下さい。
yamaguchi@yourphilosophy.net
山口憲和
Philosophy LLC
============================================
目次
1. 労務管理のQ&A
■質問「フロアマネジャーがExempt（残業代が出ません）
ですが、問題でしょうか？」
2. 保険のQ&A
■質問「会社の健康保険を安くできますか？」
3.「デンタル保険に加入できますか？」
4.「海外旅行者保険に加入できますか？」
5. Japan Referral Networkのメンバー紹介
============================================
1. 労務管理のQ&A
■質問「フロアマネジャーがExempt（残業代が出ません）
ですが、問題でしょうか？」
▼動画にて最近Sepholaで起こった集団訴訟について解説しました。
http://youtu.be/1szxIGNLc8k
▼ ブログでも記事を書いております。
http://hr.cocolog-nifty.com/sell/2015/04/sephola-exempt-.html
その他最新のニュースはブログをご覧下さい。
▼保険と労務 アメリカ版社労士のブログをご覧下さい。
• 5/1より Heat Illness Regulationが変わります
• 従業員が50名を超えたらPEO
• 5/1より SF 最低賃金$12.25へ
• Exemptの最低賃金は決まっていますか？
• 言ってはいけない言葉シリーズ
▼上記の記事は下記のブログをクリックしてご覧下さい
http://hr.cocolog-nifty.com/
筆者は正確な情報を提供するよう心がけておりますが、本稿の内容が正確であるか、完全であるか、
また最新の情報であるかについては保障するものではありません。
本稿の内容を利用される前には必ず専門家にご相談下さい。本稿の情報を基に損害が発生した場合
でも責任を負いませんのでご注意下さい。
2. 保険のQ&A
■質問「会社の健康保険を安くできますか？」
▼ 動画で
「会社の健康保険 自己負担分を税引き前で支払えますか？」
「会社の健康保険を安くできますか？」
「会社の生命保険を賢く買う方法は？」
の３つの質問にお答えしております。
▼
http://youtu.be/ElrJdB_B60U
▼ ブリッジUSAさんの記事は下記のリンクから
http://bridgeusa.com/digitalmagazine/index.php?id=67&mdate=201504
3.「デンタル保険に加入できますか？」
Delta Dentalはカリフォルニアの歯科保険の中でもネットワークが最も
充実している保険会社の一つです。しかし、企業向けのDelta Dentalも
従業員数5名からでないと一般的には申し込みができません。
下記のWebサイトからお申し込みいただくとDelta Dentalが
個人1名からでも加入可能です。
下記のリンクをクリックしていただき
▼お見積もり、お申し込みはオンラインで簡単です。
http://www.dentalforeveryone.com/?id=03167-04038
ZIP CODE等を入れていただけると2分でお見積もりが可能です。
お申し込みされる場合は「BUY」のボタンをクリックして下さい。
ご質問等ございましたらお気軽にお問合せをお待ちしております。
尚、個人のDental保険はWaiting Periodがあり、保険を使用するまでに
Basic（詰め物等）に6ヶ月、Major（Bridge等）に12ヶ月の待機
期間があります。
また、ベネフィットも3年間で少しずつ向上するプランです。
必ずご確認いただけますようお願い申し上げます。
▼お見積もり、お申し込みはオンラインで簡単です。
http://www.dentalforeveryone.com/?id=03167-04038
4. 海外旅行者保険に加入できますか？
日本では空港の出発ロビーに海外旅行者保険のお申し込み
窓口が沢山ありますが、気軽に申し込める海外旅行者
保険はありますか？
▼オンラインで簡単に加入できます。
https://purchase.sevencorners.com/policygroup/HW7C6C8/HG7YTS4/
▼多様なニーズにお応えできるように複数のプランを用意しております。
https://www.sevencorners.com/insurance/HG7HTKN
5. Japan Referral Networkのメンバー紹介
今回のスポットライトはクルーズ旅行のコズミックツアーズ
佐藤さん
▼クルーズ旅行はお気軽にご相談下さい。
http://www.cosmictours.net/
Lily Skincare Solution
の大熊さんです。
http://www.lilyskincaresolutions.com/
▼JRNのfacebook page
https://www.facebook.com/pages/Japan-Referral-Network-Bi-Lingual-JapaneseEnglish-Referral-Business-in-LA/211413246306
▼JRNのWeb ページ
http://jrnla.org/
▼紹介で売上を拡大！
毎週（金）朝7:00～8:30
Holiday inn Torranceにて
相互顧客紹介のビジネスミーティング
参加は1業種1社に限られるため、参加前に必ず
山口宛にご一報下さい。
▼
yamaguchi@yourphilosophy.net
■■■Philosophy 第193号■■■■■■■■■■■■■■■■■■
名刺交換させていただいた方へ感謝とご挨拶を兼ねて配信している
ニュースレターです。ご不要の場合にはご遠慮なくお知らせ下さい。
●アメリカで会社設立時には是非、無料相談をご利用下さい。
●立ち上げに必須のビジネス保険
●従業員雇用時に法定加入義務のある労災保険
●2014年から国民皆保険が始まりました 企業向け健康保険 個人向け健康保険
●従業員雇用に必須の 就業規則作成 労務管理サービス
●ジョブディスクリプションの作成、サンプルの提供
●報酬制度・評価制度の設計と運営
●人事運営と保険を丸ごとアウトソーシング PEOサービス
●節税、家業の相続、将来に備える経営幹部用の生命保険
●売掛金回収が困難になった場合（メーカー様向け）の売掛金専門 損害保険
●お子さんの誕生、持ち家の購入、新社会人、LIFE イベントに合わせた
貯蓄型の生命保険
お気軽にご相談下さい。
Email: yamaguchi@yourphilosophy.net
【編集後記】
今年の弊社のテーマの一つは「分業」
ということでお客様へのサービスも弊社のスタッフが支えております。
■健康保険はAlliance 360のMr. Derek Taira
業界経験も長く、深夜、土日を問わず働き者。
小柄ですが、目がくりくり大きくて
ちょっとクールな健康保険の職人です。
■損害保険はTsuneishi InsuranceのMs. Mai Vy Nguyen
速くて 丁寧な回答をいつも助けてくれます。
一生懸命な仕事が売りです。
■従業員が50名を超えたらPEO
PayrollとHRサービスをアウトソーシング
http://www.oasisadvantage.com/
PEOの経験豊かなMs. Michelle Holmesと
一緒にご案内申し上げます。
■HR-Oncall
Mr. Walter Wong
http://www.hrocinc.com/
8名の米国人 HRコンサルタントを擁するチームです。
御社のご希望に合わせて専門家を派遣いたします。
■生命保険チーム
パートナーのMr. Takashi Yshima, Mr. Hiroshi Mimura
が弊社の個人向け生命保険を支えてくれております。
■企業向けリタイアメント
Advanced Pension Strategy(APS)の
Mr.Glen Michel
Dr. Daniel Bennett
が企業向けのリタイアメントプランの設計をお手伝い致します。
企業オーナー様の節税プランをお気軽にご相談下さい。
■売掛金損害補償専門保険
世界最大規模の売掛金補償保険会社
Euler HermesのMs. Meg Ikeda
■VP 山口真智子
会計・プロモーション・顧客管理・総務と会社全般をマネジメント。
ボケの私をしっかりツッコンでいただいております。
家訓は「ありがとう、
あんしん、あったか、あかるく、げんき、
すなおで、けんきょで、せいじつに」
■社長 山口憲和
趣味はアクション中国語会話 http://www.youtube.com/user/MrYourPhilosophy
山口 憲和 （保険と労務 アメリカ版 社労士です）
Norikazu (Kazu) Yamaguchi
CA Insurance License: 0F78137
▼デンタル保険のお見積もりは「デンタル888(歯歯歯)」へ
http://is.gd/dental888
▼アメリカで部下を持って悩んでいる方へ
http://hr.cocolog-nifty.com/
■お気軽にお問い合わせ下さい e-mail: yamaguchi@yourphilosophy.net
■会社情報はWeb: http://www.philosophyllc.com/
■無料オンラインセミナーはYouTube: http://www.yourphilosophy.net/calendar
■保険のfacebook page: https://www.facebook.com/pages/Philosophy-Insurance-Services/189256384422571
■労務のfacebook page: https://www.facebook.com/pages/Philosophy/157840147570931
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Philosophy LLC (Human Resources Services)
Philosophy Insurance Services (Insurance Services)
Affiliate with Tsuneishi Insurance Agency / Alliance 360
21250 Hawthorne Blvd., Suite 780
Torrance, CA 90503
TEL 310-465-9173
FAX 310-356-3352
1900 Camden Avenue, Suite 206
San Jose, CA 95124
TEL 408-600-0685
▼個人のページ
個人のfacebook http://www.facebook.com/norikazu.yamaguchi
アクション中国語会話 http://www.youtube.com/user/MrYourPhilosophy
Affiliate with Tsuneishi Insurance Agency / Alliance 360
----------------------------------------------------------------------------
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information on the email is provided for guidance only, never as legal advice.
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東日本大震災の被災地の皆様に心よりお見舞いを申し上げます。
この大災害の中で亡くなられた方々のご冥福をお祈りすると共に、
被災地の一日も早い復興をご祈念申し上げます。
----------------------------------------------------------------------------
化粧品小売りチェーンのSepholaがExemptのカテゴライズをめぐる従業員からの集団訴訟を受けました。
SepholaのSepcialistというタイトルのExemptがExemptは誤ったカテゴライズであるため過去の残業代の支払いを求めるという頻繁に目にする訴訟のケースです。
ポイントは労働時間の50%以上をマネジメント業務に宛てているかという点です。
集団訴訟では90%以上が小売りの業務を行っているということでした。
しかし、
Specialistの一人一人を検証していくと
・10-45人の部下を持っている。
・あるSpecialistは80-90%がマネジメント業務
例えば
現場の管理
部下のスケジューリング
採用
人事開発（評価やトレーニング）
バックオフィス業務
部下のトレーニング
またSpecialistは自分の判断で
採用、解雇の権限があり、
Discipline（懲戒）を行い、
コーチングを行い、
プロモーションのタイミング等を
決定していたということでした。
そこで、裁判所はこの集団訴訟を却下し、
集団訴訟では取り扱えない。
問題がある場合は、個別に取扱うという
判断を下しました。
この裁判のケースには、Exmeptのカテゴリーを行う際の
ポイントが沢山あります。
是非、参考にして下さい。
Exempt or Nonexempt: How to Handle Floor Managers
A recent class-action lawsuit highlights the problem with managers who also work the floor. Do these managers perform more nonexempt duties than exempt duties? Have you properly classified these employees so you won’t run into claims of unpaid overtime or missed meal and rest periods?
Misclassification is costly — resulting in class-action lawsuits and potential liability for wage-and-hour violations.
In a recent California case, the court denied class certification to a group of Sephora managers who claimed they were misclassified as exempt. The case is helpful to employers faced with class-action lawsuits because the court found that individual questions of exempt status predominated. There was a wide variation among the class members about how individual workers spent their time and how much time was spent by individual workers on exempt managerial tasks.
The court noted that it was necessary to not look at only general company-wide policies but also at specific evidence of how employees spend their time (Mies v. Sephora U.S.A., Inc., 2015 WL 798709 (2015)).
Although the class certification issue is an important one, the facts of the case also serve as a good reminder to employers about the problems that can arise with floor managers and the necessity for careful analysis of each individual position.
Exempt or Nonexempt
Employees with the job title “Specialists” sued Sephora, a large cosmetics retailer. Specialists, according to Sephora, manage anywhere from 10 to 45 sales associates and lead consultants or floor leads. Sephora claimed that the Specialists were exempt under the executive or administrative exemptions.
In California, to be properly classified as exempt, an employee must be “primarily engaged” in exempt duties. In general, the employee must spend more than 50 percent of his/her weekly work time performing exempt duties.
The Labor Commissioner examines the work that the employee actually performs during the workweek to determine if the employee “primarily engages” in exempt work. The Labor Commissioner also considers the amount of time the employee spends on exempt work, the employer’s realistic expectations about the type of work the employee will be performing, and the realistic requirements of the job.
Specialists Performed Variety of Duties
The plaintiffs claimed that they were misclassified as exempt and, as a result, were not paid overtime and were not compensated for missed meal periods.
The plaintiffs submitted evidence that they spent the majority of their time performing nonexempt functions, such as selling products. Some of the declarations claimed that up to 90 percent of the employees’ work time was spent selling.
The plaintiffs also claimed that standardized, common factors among the class of workers could be used to certify the class, including the Specialist job description and an in-house survey that reflected how Specialists spent non-selling time.
Sephora argued that the tasks performed by the Specialists varied widely depending on size of the store, management styles and other factors. But, Sephora argued, the time spent on exempt duties was always more than 50 percent.
For example, one Specialist said she spent 80 to 90 percent of her time on management tasks, including working as the director in charge (in the store director’s absence), preparing the store schedule, hiring and human resources development. Another specialist said that she spent 70 to 80 percent of her time on back office management and 20 to 30 percent on sales and coaching/training staff.
Specialists described exercising independent judgment on such tasks as eliminating or recommending applicants from hiring pools, and deciding what employee conduct to discipline, when to coach staff or whether to bend rules for customers (e.g. sales promotions).
Floor Manager Positions Need to Be Closely Examined
Given the conflicting evidence and wide variation between the Specialists' duties, the court concluded that individual issues predominated and class certification was not appropriate. The court found no level of uniformity of work.
Although class certification was not allowed, individual Sephora employees can still proceed with their wage-and-hour claims.
If an individual Sephora Specialist proceeds with a misclassification claim, the issue will be how he/she actually spent his/her time on the job. Did the individual Specialist engage in management duties more than half the time?
Classifying retail managers, such as those in the Sephora case, can be difficult. Employers should carefully analyze positions such as floor manager, working supervisor, relief supervisor or night manager where the position may entail a number of nonexempt duties.
Best Practices
Remember that a job title alone is irrelevant to the classification issue. Labeling someone a “store manager” does not mean he/she is exempt if he/she opens or closes the store alone, serves customers, maintains merchandise displays and performs the work of a retail clerk.
Find out what kind of work your employees actually perform on a weekly basis. Regularly audit exempt/nonexempt classifications to ensure that they meet all the criteria established under the law. Do exempt employees actually spend more than 50 percent of their work time on exempt tasks?
Review HRCalifornia’s extensive HR Library for information on exempt versus nonexempt employees. Use the Exempt Analysis Worksheets and the Exempt/Nonexempt Wizard for help in making the proper classification.
Consider whether an audit of your employee classifications is necessary. See our Eight Steps for Examining Your Wage Practices white paper for helpful information about conducting self audits.
When in doubt regarding an employee’s job classification, initially classify the employee as nonexempt and seek advice of counsel.
5/1からHeat Illness regulationが変わります。
外で働く従業員がいらっしゃる方は下記のルールを再度ご確認下さい。
Outdoor Workplaces? New Heat Illness Regulations Effective May 1
Changes to California’s heat illness prevention standard will take effect on May 1, in time for this year’s growing season and warmer summer weather. The Office of Administrative Law approved the changes and granted the Occupational Safety and Health Standards Board’s request for the accelerated effective date of May 1.
Cal/OSHA is urging employers with outdoor workers to prepare for high heat now. Data from the National Climatic Data Center shows that 2014 was the hottest calendar year on record in California since 1895.
“California has the most extensive heat illness prevention requirements in the country,” said Cal/OSHA Chief Juliann Sum. “The goal is to ensure that outdoor workers are not risking their health.”
Cal/OSHA Guidance
Cal/OSHA created a chart to address the changes and provide guidance on the new requirements. The chart can be downloaded free of charge from HRCalifornia and from Cal/OSHA’s heat illness information page. Employers with outdoor workforces are advised to review the guidance document and consult legal counsel with any questions.
Cal/OSHA also updated this Heat Illness Prevention Enforcement Q&A and plans to revise educational materials on its website shortly.
Employers with outdoor workplaces will need to act now to comply.
Key Points
The following is a brief summary of some of the important changes. The full text of the amendments can be found here. Content on HRCalifornia will also be updated.
Water
Employees, under the existing standard, must have access to potable drinking water meeting certain requirements. The new standard also adds the requirements that the water be “fresh, pure, suitably cool, and provided to employees free of charge.”
Cal/OSHA’s guidance states that the water must be fit to drink and free from odors that would discourage workers from drinking the water. Containers provided to employees must be clean and water provided from non-approved, non-tested water sources (e.g. untested wells) is unacceptable, according to the guidance. During hot weather, Cal/OSHA states that the water must be “cooler than the ambient temperature.”
The water must also be located as close as practicable to the areas where employees work. Cal/OSHA states that during any inspection, the inspector may ask the supervisor to describe factors the employer considered in deciding to place the water. Cal/OSHA also states that when employees are working across large areas, water should be placed in multiple locations.
Shade
Access to shade must be provided when temperatures exceed 80 degrees, instead of the current standard of 85 degrees. The amount of shade present must be enough to accommodate all employees on recovery or rest periods and those onsite taking meal periods. Employers can rotate breaks.
According to Cal/OSHA’s guidance, employers should monitor predicted weather temperatures in advance to know when the temperature will probably exceed 80 degrees.
Preventative Cool-Down Rest
Employees can choose to take a “preventative cool-down rest” in the shade. A similar requirement was already in place but the new standard places more conditions on when workers take these breaks.
A worker who takes a preventative cool-down rest:
Must be monitored and asked if he/she is experiencing heat illness symptoms;
Must be encouraged to remain in the shade;
Must not be ordered back to work until any sign or symptoms have abated, but in no event less than 5 minutes in addition to the time needed to access the shade.
If an employee exhibits signs or reports symptoms of heat illness during the rest, the employer is required to provide first aid or emergency response. According to Cal/OSHA’s guidance, first aid should be initiated without delay due to the fact that progression to more serious illness can be rapid. If heat illness is suspected, emergency medical personnel should be immediately contacted.
Employers must be aware of other “preventative cool down rest periods” requirements, which are a separate set of requirements that apply to high-heat procedures described below.
High-Heat Procedures
Under the current heat illness prevention standard, employers in the agriculture, construction, landscaping, oil and gas extraction, and certain transportation and delivery industries must implement high-heat procedures when temperatures equal or exceed 95 degrees.
The revised standard places new obligations on these employers during periods of high heat:
Employers are now required to ensure effective employee observation and monitoring of signs or symptoms of heat illness. Different monitoring methods are allowed. According to the guidelines, the employer must be able to ascertain the condition of employees at regular intervals, regardless of the method used for observation. The employer must implement one or more of the following methods:
Direct observation of 20 or fewer employees by a supervisor/designee;
A mandatory buddy system;
Regular communication with employees working alone;
Other effective means of observation.
Employers must conduct pre-shift meetings to review high-heat procedures. According to the guidance, the meetings are meant to briefly remind supervisors and employees of the high-heat procedures and not meant to review every element covered in regular training. The meetings should cover such topics as staying hydrated, taking cool-down rests, identifying employees who should call for emergency medical services, and how employees will be observed.
For the agriculture industry, high-heat procedures have been modified to mandate one, 10-minute preventative cool-down rest period every two hours. The regulations and the guidance provide more details on how and when this break must be provided.
Emergency Response Procedures
The new standard contains more detailed requirements regarding emergency response procedures. In the past, emergency response procedures were required only as an element of training.
Employers must implement effective emergency response procedures, including:
Ensuring effective communication so that employees can contact a supervisor or emergency medical services when necessary.
Responding to signs and symptoms of possible heat illness, including first aid measures and how emergency medical services will be provided.
Implementing procedures for contacting emergency responders and, if necessary, transporting employees to a place where they can be reached by a medical provider.
Ensuring that clear and precise directions to the work site are available to be provided to emergency providers, when needed.
Additional burdens on the employer apply when signs or symptoms of heat illness appear:
If a supervisor observes, or an employee reports, signs or symptoms of heat illness, the supervisor must take immediate action commensurate with the severity of the illness.
If the signs and symptoms indicate severe heat illness (such as decreased consciousness, staggering, vomiting, disorientation, irrational behavior or convulsions) the employer must implement emergency response procedures.
Any workers who display or report any signs or symptoms of heat illness must not be left alone or sent home without being offered on-site first aid or emergency medical services.
The guidance states that employers are not required to provide medical personnel on site and supervisors and employees are not expected to have medical expertise.
Acclimatization
Acclimatization is a process by which the body adjusts to work in the heat. Under the old standard, acclimatization procedures were part of the high heat standard applying only to specified industries.
Now, new acclimatization procedures apply to all outdoor places of employment and include close observation of employees during a “heat wave” — defined as any day in which the “predicted” high temperature will be at least 80 degrees and at least 10 degrees higher than the average high daily temperature in the preceding five days.
Employers also must be extra vigilant with new employees — close observation is required for the first 14 days of employment.
Training
The revisions to the heat illness prevention regulations also include new training requirements.
Employers must ensure that supervisors and workers are adequately trained on employer responsibilities and how to recognize and react to heat illness signs or symptoms, including appropriate first aid and/or emergency responses.
Training must be effective. According to the guidance, training must be understood by employees and provided in a language the employees understand. Inspectors will look for indicators that the employer has made a good faith effort to communicate all the essential information to employees.
Heat Illness Prevention Plan
The regulations also detail exactly what needs to be in an employer’s heat illness prevention plan. The plan must be written both in English and in the language understood by the majority of employees.
Best Practices
Employers with outdoor places of employment are advised to:
Review the new regulations and Cal/OSHA guidance. Check the Cal/OSHA website for updates to educational materials.
Review your heat illness and injury prevention plans.
Train supervisors and employees on the new requirements.
Keep records of your training and other compliance efforts.
Consult legal counsel with any specific questions about how the new regulations impact your workforce.
従業員が50名を超えたらPEOでPayrollを行って、保険と労務をアウトソーシングするのも１つの選択だ。訴訟の多いカリフォルニアでは特に必要なサービスだと思う。
全米展開に挑戦される方お待ちしております。
▼OASIS社のPEOサービスを提供しております。詳しい説明をご希望の方、お気軽にお知らせ下さい。
http://www.oasisadvantage.com/
【リマインダー】5/1からサンフランシスコ City内の企業では
最低賃金が$12.25になります。最低賃金のポスターも貼り出す義務があります。その他、サンフランシスコ City内の企業はPaid Sick Leave/Health Care Security Ordinanceの義務もありますので、改めて従業員へのNOTICEをお忘れなく。
San Francisco’s minimum wage increases to $12.25 on May 1, 2015.
This increase is part of Proposition J, which passed in 2014 with more than 76% of the vote.
So on May 1, 2015, San Francisco employers are required to post the new minimum wage notice.
CalChamber’s updated 26.5”x40” San Francisco Labor Laws poster (in six languages) has the most current San Francisco employment notices required by San Francisco ordinances:
• San Francisco Minimum Wage notice with new $12.25 per hour minimum wage
• San Francisco Paid Sick Leave notice
• San Francisco Health Care Security Ordinance (HCSO) notice with rate increases for 2015
• San Francisco Family Friendly Workplace Notice
