by Isham Jones
More of your employees may now have a protected disability under the law, which means
they may be entitled to a reasonable accommodation and other job-related protections. Changes to the Americans with Disabilities Act, which became effective on Jan. 1, significantly expand coverage under the act by lowering the bar for qualifying disabilities. The ADA applies to all employers with 15 or more employees.
Detail how staff can and should be using the technology at your association to avoid liability.
When President Barack Obama took office, he fought for the right to bring along his BlackBerry. If the president of the United States had trouble relinquishing his PDA, just imagine how difficult it might be for your staff to shelve their personal electronic devices or curtail Internet usage during working hours. Without a communications section in your employee policy establishing appropriate phone, fax, e-mail, and Internet usage, managing staff productivity could become a problem.
The Fair Labor Standards Act (FLSA) sets the parameters by which you determine whether or not a position is exempt or non-exempt from overtime.
But how do you make that determination? Well, contrary to popular belief, a position’s title does not determine whether or not a position is exempt or non-exempt. Rather, it is the position’s responsibilities, level of decision making, and other factors which are the criteria.
There are five categories by which a position can be considered exempt from overtime:
It doesn’t seem that long ago that I was first introduced to e-mail with a network called Wang-Net in the late ‘80s. This now archaic network connected the Illinois governor’s cabinet members to his office and little more. It’s a far cry from the technology discussed at the recent Association Executives Institute in Colorado Springs.
Find the programs and services your members really need—NOW!
By Bridget McCrea
There comes a time in every association’s life when its leaders must ask themselves whether they are truly offering the right mix of programs, products, and services to meet member needs. For many REALTOR® organizations, the time to ask that question—and to tweak as needed—has arrived.
By Leonard Pfeiffer
Association boards of directors often think your job is easy. When we sit with boards that have retained our executive search firm to replace a CEO (whether the person is retiring, leaving voluntarily, or being nudged out) we are continually surprised by the sheer volume of volunteer leaders who think they can do your job. How many times have you sensed that?