Benefits of Revisiting Employee Wage and Hour Policies

Benefits of Revisiting Employee Wage and Hour Policies

The pandemic has brought on many changes in the workplace. So, it is a good time to revisit wage and hour policies during these uncertain times.

Running a business can be tough, especially during these tough times. However, a business owner needs to always be in the know and keep up with new policies. They also need to adapt and make any changes needed to keep up with the new circumstances. Remember, always look to better your business and keep the best interest of your employees in mind. 

Since telecommuting has become more popular, more employees working from home means policies need to be updated. These policies need to describe these changes and set new telecommute policies and boundaries in place. 

Keeping Track of Time Worked

Even though employees are working at home, punch clocks and other protocols need to be enforced. It can be difficult to manage hours worked, any overtime worked, and any breaks taken. Luckily, you can easily amend these policies to better fit the current telecommunication circumstances.

How can you achieve this? By setting schedules, using timekeeping management, and establishing clear work hours. The key is to be consistent with these new policies and communicating them to your employees. 

Make sure to set clear expectations of responsiveness and availability to avoid any conflicts. Changes may need to be made as things continue, but you can still roll with the punches for an efficient workday. 

Help Employees Avoid Distractions

It may seem strict, but setting schedules and making sure that work is actually done on the clock and not off the clock, might be needed for some employees. 

Employees face many additional distractions when working from home. This can make it difficult for them to manage their time. Help them eliminate distractions and stay on track by sticking to a strict schedule. 

To help keep track of things even more, always require approval for overtime work since this is very hard to manage remotely, especially for hourly workers. 

Encourage Documentation

Of course, you want to encourage employees to document everything accurately. This is when you might want to invest in management software to help keep track of projects, deadlines, and hours… all in one place. Have questions regarding current labor laws or employee wage policies? The team at Hernandez Law can help point you in the right direction.

What The New Paid Sick Leave Laws Mean For You

Employers are now required to give employees up to 40 hours of paid sick leave starting July 1st. This new requirement comes after Arizona’s Proposition 206 was passed by voters back in November. This new law could mean big changes for some businesses, employers, and employees.

For Employers

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Employers will be required by law to give employees up to 40 hours of paid sick leave every year. This is broken down by business or non-profit size,  giving groups with 15 or more employees  40 hours of paid sick leave, and businesses with 14 or fewer employees 24 hours of paid sick time.

Employers are also required to keep track of all of their employees’ acquired paid sick time and must keep track of how much time is being used. Paychecks should show the amount of paid sick time used, as well as their remaining hours. The new policy should also be in writing for employees to see. Employers who do not allow workers to exercise their rights could face fines of at least $150 per day.

Paid vacation time is not required under the law but it is best if companies separate their paid vacation and sick days to avoid confusion.

For Employees

All Arizona workers now have access to paid sick leave, whether they are employed part-time, temporarily or seasonally. Sick leave is acquired from the date an employee is hired and employees hired after July 1st may have to wait 90 days to use it.

The new law allows employees to use their paid sick leave for a variety of reasons including sickness, injury and any other problems that would require time off. Employers also have little right to ask their workers why they’re taking time off. Employers do however have the right to ask for proof or documentation for an employee’s time off if their employee has been out for three straight days.