Motor vehicles accidents are the leading cause of work-related fatalities. Despite the endless safety strategies and recent gains in traffic safety, it’s still a risk when putting a large commercial vehicle on the road. In 2013, there were 30,057 fatal automobile crashes on the nations’ highways, 12.7% of them (3,806) involved at least one large truck or bus. In addition, there were an estimate of 5,657,000 non-fatal crashes and 6.8% of them (385,000) involved a large truck or bus, according to data from the National Highway Traffic Administration.
For the purposes of reporting, the Department of Transportation (DOT) defines a ‘large truck’ as one with a gross vehicle weight rating of 10,000 pounds or more. The Motor Carrier Management System also defines them to include any vehicle, regardless of weight, carrying HAZMAT requiring p
Stefani M. Butschle, Esq.
Director of Human Resources and In-House Counsel
The Fair Labor Standards Act (FLSA) requires that most employees be paid at least the federal minimum wage for all hours worked and overtime for all hours worked over 40 hours in a work week. However, the FLSA provides an exemption for those working in certain roles, commonly referred to as “white collar exemptions.”
Exemptions are based on an employee’s specific job duties and compensation received – not on the job title itself. Conducting annual exemption assessments for all positions within your company can save you thousands of dollars should a lawsuit be initiated.
The FLSA has authorized the Wage and Hour Division of the Department of Labor to assess penalties up to $1,100 per violation. In addition, the employer would be responsible for back-pay
Chelsea Evans Jones, sHRBP, HCS, SWP
Human Capital Strategist
Looking to reduce costs when it comes to employee benefits? In today’s world, we understand that some healthcare costs can’t be avoided… Administrative costs associated with employee benefits doesn’t have to be one of them!
One of the easiest ways companies can reduce the administrative costs associated with the delivery and management of employee benefits is to automate as much of the process as possible. Technological advances are changing the workplace and now, more than ever, employees use their smartphones and tablets to access information. Studies show that 79% of individuals between the ages of 30-49 are smartphone users and 85% of individuals between the ages of 18-29 are smartphone users.
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