Happy Friday, all. As we wrap up the week, here are a few great articles that you might want to give a read:
- The HR Policy Association recently expressed concern with the Department of Labor’s new proposed overtime rules, encouraging them to rethink their approach. You can read the HRPA’s full list of grievances here – some of which I agree with (such as being cautious about changing duties tests without a lot of deliberative discussion around specifics) – but I wanted to focus specifically on one grievance that I think is a bit controversial. Namely, the HRPA seems opposed to indexing the salary level tests. But considering that the lack of an established process for reviewing the exemption salary level on a regular basis is a significant causal factor behind the DOL’s perceived need to more than double the current level… opposing the decision to tie the baseline wage to an index seems questionable IMO. I think a better argument would be that tying the index to the 40th percentile is too high (there are plenty of jobs paying under $50k at the center that I think are justifiably exempt today), but if history has shown us anything it’s that wages don’t track with productivity or inflation over time if not tied to some sort of index. And while there’s a good argument to be made that directly tying wages directly to an index goes a step too far, there’s little doubt that the current process doesn’t work. Ergo, I agree in principle with tying salary tests levels to an index (even if I question where the floor starts). That said, I reserve the right to be wrong here. Read the HRPA piece and accompanying links (above), then let me know what you think in the comments section below.
- In this great thought piece, Kris Dunn says that – given the sharing culture prevalent in society at large today (especially amongst millennials) – it’s high time that employers take sites like Glassdoor seriously and start managing their presence more effectively on it (and platforms like it) online. I love this piece because it highlights a reality that – as people share more of their experiences with others online – having a strategy to manage employer brand across social channels is becoming imperative to being an employer of choice (and for remaining competitive for top talent). Conversely, I also think it’s a mistake to believe everything you read on any anonymous ratings platform, and that it’s right to be cautious about investing resources into managing one’s presence in every place someone might read about your firm. Check out Dunn’s post in the link above, then let me know what the right balance is in the comments section below.
- Linda A. Hill and Kent Lineback lists three things that every manager should be doing in a new HBR article here. The things are (1) building trust, (2) managing through your team, and (3) building a network. I think that I have always intuitively understood the importance of #1 and #3 and tried to do it (my efficacy being debatable >_>), but the idea of managing through one’s team – leading and inspiring results through instilling a sense of shared purpose – is nuanced in a way that warrants deeper exploration on my end. Sounds easier said than done… but I will report back. As always, let me know what you think about the article in the comments section below.