This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Should Workers Be Compensated for Answering E-Mails and Texts When Off-the-Clock?
Federal labor regulators may revise a standard governing what amount of time should be considered too insignificant to compensate outside scheduled work hours. The standard will apply to nonexempt employees answering e-mails, texts and calls when they are off the clock.(Pittsburgh Post-Gazette)
DOL Considering Rule on Portable Devices
The Wage and Hour Division announced in its spring regulatory agenda that it is developing a request for information on the use of technology, including portable electronic devices, by employees away from work and outside of scheduled work hours.
Proposed Overtime Rule May Have Been Impetus for Revision of Standard
The revision of the standard on employees’ use of portable technology away from work may have been in anticipation of the spike in the number of nonexempt employees that will result from the proposed increase in salary for exempt employees.
(National Law Review)
E-Mail Curfew May Help Newly Nonexempt Employees Adjust
E-mail curfews can help newly nonexempt employees understand the types of work that now are off-limits after work hours, even though they were permitted in the past.
To-Do List in Response to Proposed Overtime Rule
A new policy on who may e-mail, text or call after hours is just one of many steps employers need to take in response to the proposed overtime rule.
Allen Smith, J.D., is the manager of workplace law content for SHRM. Follow him @SHRMlegaleditor.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 10,000 companies