The Workplace Conference is just a few days away. Thank you to all who have registered for this great event! Also, a big thank you to our sponsors! We couldn’t have done it without you! We are currently expecting more than 170 guests and the number continues to grow. With 21 conference exhibitors and a dynamic line- up of guest speakers discussing highly, sought after topics, our Workplace Conference team have dedicated hours of their time to make this event the premier go- to source for business professionals across the valley!
If you have not registered for this event, don’t wait! Please visit our website and register! You may also pay at the door the day of the conference. And please, feel free to invite and share this information with your associates. https://centralcalshrm.org/events/calendar/#!event/2018/3/14/2018-workplace-conference
I look forward to seeing you at the conference!
CCSHRM Monthly Meeting
Tuesday, March 20, 2018
Tornino’s Banquets 11:30 a.m. to 1:30 p.m.
Steve Roberts & A.J. Driscoll
Yrulegui & Roberts Attorneys at Law
Program description: Industrial injuries can have a large impact on a company. Steve and A.J. will be discussing interplay between the claim, privacy issues, documentation/forms, and the best practices as an administrator. They will also be discussing the employer liability for workers compensation claims.
Steve graduated from UC Davis undergrad and UC San Francisco School of Law. He has practiced workers compensation for over 25 years and is a partner of Yrulegui & Roberts Law firm. A.J. graduated from San Diego Stated University and San Joaquin College of Law. He has practiced workers compensation for 5 years and is the VP of the Fresno Industrial Claims Association.
Yrulegui and Roberts Attorneys at Law are a local law firm for the Fresno and Bakersfield areas.
Our chapter is off and running to the start of another great year. We’re pleased that members continue to grow and members continue to renew. This tells us that our organization continues to provide a good value that is unmet elsewhere. Always keep in mind that this is your chapter. And we are always looking for better ways to serve our members and improve its value. If you are looking for additional ways to get more involved with the chapter, let us know!
Welcome our newest CCSHRM members!
|First Name||Last Name||Title||Company|
|Liz||Camargo||HR Manager||Pacific Choice Brands|
|Brian||Bateman||HR Manager||Georgia- Pacific|
|Curtis||Charles||Bus. Development Mgr.||Volt Workplace Solutions|
|Stephanie||Neal||HR Coordinator||Tenaya Lodge|
We would like to apologize for an error in last month’s newsletter: Diana Dhuyvetter is with Reliable Business Technology.
Membership – Non transferable
Membership in Central California SHRM is by individual; not by company. Therefore, if you find yourself changing jobs/companies, your membership follows you. You are not able to transfer your membership to someone else in your company.
If you have any questions about your membership, please contact me at 559.447.4600 or by email below.
Federal and California Law Collide: Flat-Sum Bonuses and California Overtime Calculations
Earlier this month, the California Supreme Court issued a ruling in Alvarado v. Dart Container Corporation of Cal., clarifying how employers are to manage flat-sum bonuses (versus discretionary bonuses) in the calculation of overtime. Under this ruling, an employer must calculate a non-exempt employee’s additional overtime by dividing the amount of the flat-sum bonus by the actual number of non-overtime hours worked by the employee; then multiplying that per-hour value by 1.5 (or 2, depending on the applicable multiplier to use) and by the number of overtime hours worked. The ruling clarifies an important technical aspect of overtime calculations and is expected to upend many companies’ overtime calculation practices, as well as impact how and whether employers offer incentive and/or bonus compensation to their employees.
California requires employers to pay non-exempt employees overtime after eight hours in a workday or after 40 hours in a workweek, which is based on the employee’s regular rate of pay. For years, many employers operating in California understood that California followed the federal standards in calculating the “regular rate of pay” for flat-sum bonuses. Generally, this would allow an employer to calculate an employee’s “regular rate of pay” by dividing the employee’s total compensation for the week (not including any overtime premiums, which is what the “regular rate of pay” would impact) by that employee’s total hours worked for that same week. Generally, to determine total overtime pay, the “regular rate of pay” would then be then be divided in half (to obtain the per-hour overtime premium rate) and multiplied by the total number of overtime hours (to obtain the total overtime premium wages). The total overtime premium wages would then be combined with the total overtime base compensation (the total number of overtime hours multiplied by the employee’s normal hourly rate) to obtain the total overtime wages owed.
The California Supreme Court ruled in Alvarado’s favor, explaining that because the form of compensation involved a fixed-value amount that had no direct relevance to the actual number of hours worked, the amount could not be seen as compensation for any overtime hours worked. The Court then held that, as a result, the per-hour overtime value of the bonus could only be calculated by dividing the bonus by the actual number of non-overtime hours worked by the employee, as opposed to the total number of total hours worked.
Below is an illustration explaining the differences between the federal law (which still may be applied to non-hourly compensation methods that are not considered flat-sum bonuses) and the new standards (applying to flat-sum bonuses): Suppose a California company hired an hourly employee whose normal hourly rate is $10/hour, but could receive a $100 flat-sum bonus for each day worked on a weekend. The employee typically works three days during the week, 8 hours a day, but in one particular week, the employee worked one of her scheduled days on a Saturday and worked one hour of overtime. Therefore, the employee worked a total of 25 hours (1 hour of overtime) and earned a $100 bonus for working on Saturday.
Under existing federal law:
($240 (regular pay) + $10 (base component of overtime) + $100 bonus) / 25 total hours worked = $14 regular rate
Additional overtime premium = $14 x 0.5 x 1 overtime hour worked = $7
Total overtime = $10 (base rate) + $7 = $17
$240 regular wages (24 hours x $10)
$17 overtime wages
$357 total pay
Under the Alvarado decision:
($100 bonus) / 24 actual non-overtime hours worked = $4.17
Overtime from Bonus = $4.17 x 1.5 x 1 overtime hour worked = $6.26
Overtime from Hourly Wages = $10 x 1.5 x 1 overtime hour worked = $15
Total Overtime = $21.26
$240 regular wages (24 hours x $10)
$21.26 overtime wages
$361.26 total pay
Meet Amanda Burrows!
Amanda holds the position as Senior Human Resources Generalist at Premier Valley Bank. Amanda has 11 years of experience in her field and is driven by her passion of being a great mother and wife. As an HR professional her passion to her employer is to impact others and make a contribution to her employer and employees. Amanda landed her HR position after applying for a Payroll Coordinator position as she had an interest in accounting/payroll. It did not take long after being in the HR department where she learned different areas and functions of HR. Soon after, she fell in love with HR and has grown in the field since. Amanda is a proud member of CCSHRM and SHRM. She also is a member of the Central Valley Safety Society. Amanda balances work and home life by accepting that she is human. It is hard to take work home sometimes, but she recognizes that the mind and body can handle so much. She has learned to shut work out when she gets home so that she can focus on her family. Being able to unplug after work brings a refreshing light on the next day.
Amanda graduated with a Bachelors in Business Management and will be getting her HR certification in April 2018! Amanda believes that true leadership is by setting an example that others want to follow. Leadership is developing and helping others succeed, even though uncertainty. Her work philosophy is “we are in this together”. Amanda makes it a point to step out of her office every day and walk around to say “hello” and to check-in with her staff. We come to work every day to reach a common goal, and we succeed when we set ourselves aside and do it together. Amanda’s tips for HR professionals is be who you are and love what you do!
SHRM Student Chapter News
The Student Chapter at Fresno State held their second general meeting on March 1st with guest speaker Shalon Anderson! Shalon, CCSHRM’s Workplace Readiness and Diversity Director, presented on leadership in the workplace and shared stories from her own personal journey. A huge thanks to Shalon for dedicating her time and being a mentor to our young professionals.
The Student Chapter is staying active in the community. Students recently participated in Kid’s Day benefiting Valley Children’s Hospital and also plan to volunteer at the upcoming Central Valley Workplace Conference. Be sure to smile for the camera as the students will be taking photos and interviewing attendees!
The SHRM foundation is a great way to boost your contribution to your fellow HR professionals. By donating a tax deductible donation, your contribution will help empower others. The donation form can be found on our website. Please feel free to contact me should you have any questions.
CCSHRM is always looking at ways to engage the membership and on March 21st we will be piloting a new concept whereby we will release and article and then allow membership to comment on the article via the CCSHRM website. We hope you will be sharing your thoughts on both the article and concept in the weeks to come.
CCSHRM is offering the Sons, Daughters, Grandsons and Granddaughters (SDGG) scholarship. The SDGG scholarship is offered to members’ children and grandchildren who are enrolled or planning to enroll full-time in an accredited post-secondary school. Priority is given to students in the first or second year of the program. Students currently enrolled in a post secondary program must be in good standing with their institution. There is no restriction on college major.
Download application: https://centralcalshrm.org/2018/01/03/scholarship-announcement/
Applications must be submitted by Friday, March 16, 2018. Applications must be accompanied with the following:
- Most recent semester transcripts (for current post-secondary students)
- Letter of Acceptance (only for students not currently enrolled in a post-secondary program)
Incomplete applications will be automatically disqualified for scholarship consideration.
Email application and accompanying documents to: firstname.lastname@example.org.
Upcoming CCSHRM Events
2018 Workplace Conference
March 14, 2018 from 8am-4pm
DoubleTree Convention Center
The 2018 CCSHRM Workplace Conference will be held this Wednesday, March 14, 2018. It will be a full day filled with great speakers, educational programming and networking! If you have not registered for the event, it isnt too late. Be sure to sign up today! You may also pay at the door.
Upcoming Community Events
The Business Service Center partners with local/public organizations to create free seminars to help businesses find solutions in various topics. Next month they are hosting a free seminar on motivation and recognition. These events are held a few times each month that fit various HR needs. Be sure to check out their website to register and for more events! http://www.fresnobsc.com/calendar/2018-04/
Motivation & Recognition
April 5, 2018
7475 N. Palm Ave. #105 Fresno, CA 93711
Did you know that CCSHRM has a Twitter and Facebook page? Follow us at the links below. We will have updates on upcoming events, tips, news, and much more! Be sure to like, follow, and share our page.