MI HR Oasis, LLC

More DOL changes regarding FLSA minimum salary threshold! These changes included an increase to the minimum salary threshold from $684 to $844 per week on July 1, 2024, then from $844 to $1,128 per week on January 1, 2025, along with an automatic adjustment mechanism every three years starting January 1, 2027. However, these proposals faced legal challenges. In these challenges, it was determined that the Department of Labor (DOL) overstepped its authority. Specifically, the court ruled that the changes placed too much emphasis on salary levels rather than job duties, which conflicts with the purpose of FLSA exemptions. This finding applied to both the July 2024 and January 2025 increases. Additionally, the court found the planned automatic increases every three years to lack a sufficient basis tied to changes in employees’ duties. As a result, the court vacated the 2024 rule entirely, striking it down nationwide and remanding the matter back to the DOL for reconsideration. Consequently, the proposed salary increases for July 1, 2024, and January 1, 2025, have been nullified. The minimum salary required for the Executive, Administrative, or Professional exemptions has reverted to $684 per week, the threshold in place before the proposed changes.

MISHRM HR Games 2024 is in the books. Great competition among four university teams.

Yesterday, the Michigan Supreme Court ruled that the legislature cannot adopt and amend an initiative without voter approval after that approach was used to modified the minimum wage and sick leave laws of 2019. This ruling will impact tipped workers, minimum wage, and paid sick time offered to employers of ALL sizes. Now is the time to learn what is necessary to plan and prepare to be compliant by February 2025. Here’s a summary by the MISHRM Legislative Director, James Reid, outlining the key differences employers will be expected to compliant with by February 21, 2025. …? “In general, the key differences from the current Michigan paid sick leave law (the Paid Medical Leave Act) are: ??ESTA applies to all employers (regardless of size) and all employees (including temps and independent contractors), whereas PMLA only applied to companies with 50 or more employees. ??Employees may use greater amounts of leave (72 under ESTA, versus 40 under PMLA). ??Employees also accrue it at a faster rate (1 hour earned per 30 hours worked under ESTA, versus 1 hour earned per 35 hours worked under PMLA). ??Employees may use leave in smaller increments (rather than 1-hour increments under PMLA). ??Employers may request documentation to substantiate need for earned sick leave only if absence is for 4 or more consecutive days, and employees must provide it “in a timely manner.” ??Posters will need to be updated, and the employer must provide notice of rights to new hires and current employees, including their right to file claims based on retaliation/discrimination. ??There is a rebuttable presumption of a violation if the employer takes an adverse personnel action within 90 days of the employee engaging in whistleblowing activity alleging violations of ESTA or informing others about their rights under ESTA. The upshot is that you’ll need to amend your handbook to address this decision and ESTA before February 21, 2025.? You may want to consider waiting to act, however, as the Legislature and Governor may work together to amend the ESTA before the implementation date. Another result of the decision is that the MI minimum wage will be increasing, and the tip credit will be phased out.? The schedule and amounts for those increases/phase out, subject to adjustment for inflation, are: ? February 21, 2026 – The minimum hourly wage will be $10.65, and the tip credit will be 60% of the minimum wage. ? February 21, 2027 – The minimum hourly wage will be $11.35, and the tip credit will be 70% of the minimum wage. ? February 21, 2028 - The minimum hourly wage will be $12.00, and the tip credit will be 80% of the minimum wage. ? February 21, 2029 – The minimum hourly wage will be calculated by the state treasurer, and the tip credit will no longer exist.”

Give me a shout if you need an introduction!

Hey friends, college students and those looking for summer temporary work. J-Star Motion Corporation in Cedar Springs is hiring several summer helpers to work in its manufacturing plant - full time, $16/hr, no benefits. Hours are Monday through Thursday 6 am to 3 pm and most Fridays out at 11 am. Apply on Indeed. (Search “summer helper” in Cedar Springs, MI). Must be 18!

We are partnering with J-Star Motion Corporation to find their next on-site HR leader who has an “employee-centric” mindset for its Cedar Springs manufacturing and distribution facility. This skilled HR professional will have well-rounded experiences across the HR disciplines where the focus is on building strong relationships, simplified processes, and a safe, fun and energizing culture. If you have experience as an HR leader and meet the specific position requirements, please apply! https://lnkd.in/g_zb98Ka

ID Badge Maker recommendations are needed! I'm working with a mid-sized client where employee growth is dictating a need to transition from outsourcing their ID badges to producing in-house. We are looking for a vendor with high-quality badge printing machines that include photos and easy-to-use software (Payroll badging is not necessary). I'd love to learn from your recommendations and experiences. Ready, set, go!

Having time to make an impact on our community is one of the many reasons I've transitioned to self-employment. Today, I'm honored to begin my service on the board of the Children's Advocacy Center of Kent County whose mission I wish didn't need to exist. (Creating safe, trauma-informed support, while seeking justice for child victims of sexual assault.) Its Kent County origin comes from the vision of Chief Haggerty and its 'founder', the girl in the yellow dress, many years ago. Thank you Jane Gietzen, PMP, FACHE, ACC, Gail Scott, and Leah Ortiz, LMSW-Clinical, J.D. #advocacymatters #sexualassaultawareness #communityimpact https://lnkd.in/euHpJKZ

We all love to be recognized!

HR Technology can be a blessing and a curse. As a glass half full ?? kinda girl, I’d love to hear from the small to mid-sized employers out there what you ?? ?? ?? about your HRIS system. Is it the ease of use? Efficiency from self service? Promises kept from the initial sales cycle? Seamless integration of data/reporting? Or something else? Inquiring clients want to know!