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In fact, the final rule states it is “designed to provide additional certainty that the provision would not be satisfied by the ordinary communications of a human resources employee, who is not an investment professional, in communications with plan participants.”

This would capture many employees the employer designates internally as part time.

As a matter of policy, the FLSA’s exemptions were carefully designed to protect employees, while ensuring employers are able to effectively and efficiently run their businesses and serve their customers.”

She advised employers to design recognition programs that are: ;Specific to what the individual contributed vs. a broad “thank you”; ;Connected —linking the individual’s contributions to the organization’s mission, guiding values and overall success; ;Authentic and sincere; ;Timely (not just once a year); ;Public, when appropriate; “Public recognition magnifies the impact to the receiver and helps other employees understand the behaviors that are valued by the organization,” Schulz said.

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“These programs are designed to give employers, unions and benefit plan officials the tools they need to correct potential violations proactively.”

“If a pay code has not been used for a period of time, it might be prudent to decommission it to avoid inadvertently using it in the future for a form of payment it was not designed to process,” he said.

.; ;Design a multi-channel access program , including self-service tools, in-person and online seminars, access to human advisors, and targeted proactive communications by age group, income levels and other segmentation.; ;Make advice available at enrollment, during annual healthcare enrollment, around market events and when life events occur.; ;Evaluate program progress through metrics such as advice uptake, contribution increases, improved diversification, and participant stress or confidence scores.; ;Refine the program “based on what moves the needle.”; Double-Sided Benefits The current state of financial well-being, as amplified by the Escalent report, comes as no surprise to Cara Macksoud, the managing director and CEO of Money Habitudes, an educational resource for financial professionals and HR/TR practitioners.

Still, there is risk in designating a CHRO who lacks a robust background in functional HR performance.

The agency emphasized that the proposed rule is designed to more clearly differentiate independent contractors from employees for the purpose of protections under the FLSA, as well as the Family and Medical Leave Act (FMLA) and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), both of which incorporate the FLSA’s employment scope.