HR Chat w/Employco USA: Preparing for the DOL’s New Overtime Rule

Join Rob and Jason in this HR chat as they discuss preparing for the Department of Labor’s anticipated overtime rule. Gain insights into the proposed changes, including the new salary threshold of $55,000, which could significantly impact eligibility for overtime pay. With a quick turnaround expected upon approval, it’s crucial to stay informed.

Need assistance navigating these regulatory shifts? Contact us at for a helpful checklist and expert guidance to ensure your business stays compliant and ahead of the curve.

HR Chat w/Employco USA: Biden Budget Proposal on Paid Family Leave

Join Rob and Jason in this HR chat as they unpack the potential impact of the Biden budget proposal on Paid Family Leave. They discuss some of the proposed changes, from 12 weeks of paid leave to 7 days of paid sick time, and discover how these reforms could significantly affect small businesses and reshape benefits for employees nationwide.

If you have questions or need assistance with the Family Medical Leave Act or other regulatory matters, you can reach out to us at

Podcast: Navigating “Watch Me Get Fired” Videos

Join Rob, Scott, and Jason in this month’s HR podcast as they discuss “Watch Me Get Fired” videos, a growing concern for employers nationwide. They explore what they are, best practices to follow, some of the legal implications, helpful termination techniques, manager training, the importance of using professionalism and respect, and more.

Tune in to learn how to handle terminations effectively and mitigate risks in the workplace. Need further assistance? Reach out to for personalized support and resources on manager training, performance improvement plans, and termination best practices.

Podcast: Navigating “Watch Me Get Fired” Videos

Employco USA Hires an HR Generalist

Employco USA is pleased to announce the growing expansion of its staff.

Radka Hrabina

Radka Hrabina, HR Generalist – With an extensive background in HR management and client services, Radka brings a wealth of experience to her new role. She will be responsible for client HR responsibilities including benefits administration, training, and employee relations. Her track record of success in prior roles underscores her capability to navigate complex HR issues with tact and dedication.

“I had such a positive first impression of the team and company, which makes me so excited to join Employco. And since I have been mostly remote for the last 4 years, I very much look forward to being back in an office environment.”Radka

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HR Chat w/Employco USA: Navigating “Watch Me Get Fired” Videos

Join Rob and Jason in this HR chat as they discuss the trending phenomenon of “Watch Me Get Fired” videos. Employees recording their terminations on Zoom or in person poses unique challenges for employers. Learn how to navigate the legal and professional implications of these situations, including tips on being prepared, involving your IT team, and not deviating from the facts.

To help, Employco has put together an HR Insights article to guide you through the complexities of handling these viral moments. You can find more information on our blog post here or just send us an email at for assistance.

HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt

HR Newsletter: Best Practices for Reclassifying Employees as Non-Exempt

The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption.

Periodically, employers may be required to reclassify exempt employees as non-exempt, such as following a legal change to the exemption criteria or upon discovery that an employee is misclassified as exempt. Employers may also choose to reclassify employees as non-exempt to serve other business purposes.

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HR Newsletter: Preparing for the DOL’s New Overtime Rule

HR Newsletter: Preparing for the DOL's New Overtime Rule

In early March 2024, the U.S. Department of Labor’s (DOL) proposed overtime rule, announced in August 2023, entered its last stage of review. Publication of the final rule is expected soon. The rule would amend the requirements that employees in certain white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA).

The FLSA white-collar exemptions apply to individuals in executive, administrative, and some outside sales personnel and computer-related occupations. Some highly compensated employees (HCEs) may also qualify for a FLSA white-collar exemption. To qualify for most white-collar exemptions, employees must meet the specified salary threshold, among other criteria.

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HR Newsletter: Biden Budget Proposes National Paid Family and Medical Leave

HR Newsletter: Biden Budget Proposes National Paid Family and Medical Leave

President Joe Biden’s proposed budget for fiscal year 2025 includes a national paid family and medical leave program and urges Congressional action on mandatory paid sick leave.

Paid Family and Medical Leave – Biden’s budget would establish a national paid family and medical leave program that would be administered by the Social Security Administration and provide workers with progressive, partial wage replacement to take time off for family and medical reasons. More specifically, the president’s plan would provide up to 12 weeks of leave for eligible workers to:

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HR Newsletter: Addressing Small Business Talent Challenges

HR Newsletter: Addressing Small Business Talent Challenges

Employers of all sizes continue to face attraction and retention challenges. Successful efforts to win over workers can require significant time and carry high costs, but failing to attract talent or losing existing employees is particularly costly for small businesses. Unfortunately, small businesses often don’t have the excess resources to invest in attraction and retention efforts in today’s labor market, making it difficult to compete with larger organizations. Along with the costs associated with recruiting, hiring, and training, attraction and retention struggles can significantly impact workplace operations and culture, especially in a smaller environment. For these reasons, small businesses cannot afford to ignore their attraction and retention efforts.

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