Human Resources Management Presented By Donna Gabel Executive

Human Resources Management Presented By Donna Gabel, Executive Director and Stephanie Kendrick, Human Resources Manager Alexander City Housing Authority Alexander City, AL

PLEASE

Workshop Schedule Monday, 2/24/20 and Tuesday, 2/25/20 7: 30 – 8: 30 a. m. 8: 30 – 12: 00 noon Training 10: 15 – 10: 30 a. m. Break 12: 00 – 1: 15 p. m. Wed. , 2/26/20 Continental Breakfast Lunch on your own 1: 15 – 4: 30 p. m. Training 2: 45 – 3: 00 p. m. Break 7: 30 – 8: 30 a. m. Continental Breakfast 8: 30 – 12: 00 noon Training

Disclaimer The presentations, related documents, contents, and comments presented at this workshop are for informational purposes only and should not be construed as official interpretation of any laws, regulations, requirements, or compliance; or legal advice or legal opinion. You are urged to consult related government agencies or your attorney concerning your own situation and any specific legal questions you have may have. Donna Gabel, Executive Director, and Stephanie Kendrick, Human Resources Manager, are with the Alexander City Housing Authority in Alexander City, Alabama.

Class Poll Toughest or most common human resources or personnel issues or concerns you encounter?

Group Exercise: Can You Require Exempt Employees to Take Unpaid Furloughs? 1. Weeklong furlough. 2. Partial-week furlough deducting employee pay. 3. Partial-week furlough using vacation time. 4. Permanent furlough arrangement.

Can You Require Exempt Employees to Take Unpaid Furloughs? 1. Weeklong furlough. ü YES If you set up a weeklong furlough and don’t pay exempt employees, there is no risk of losing the employees’ exempt status because the FLSA states that exempt employees need not be paid for any workweek in which they perform no work. 2. Partial-week furlough deducting employee pay. v NO If you set up a partial-week furlough and deduct the pay of exempt employees for the furlough days, the employees are at risk of losing their exempt status & may be entitled to OT. 3. Partial-week furlough using vacation time. ü YES If you set up a partial-week furlough and use vacation time for the furlough time so that the employees receive their usual salary, there is no risk of losing the exemption. But this requires that every employee on furlough has enough vacation time to cover the furlough. 4. Permanent furlough arrangement. ü YES You may set up a permanent change in an employee’s usual weekly schedule, such as changing the work week from 5 days to 4 days and altering the employee’s salary to match. Exempt employees must still receive at least the weekly salary required by the FLSA for exemption.

Communicate, Communicate With your employees as much in advance as possible Be prepared to answer a lot of questions