End of 2016, Beginning of 2017 - Astronology® Looks Back on an Exciting Year in HR

We find ourselves again at the end of another year! Can you believe the 4th quarter of 2016 is coming to a close? Continuing with previous year ending Astronology® releases, we will review some hot button issues & events in Human Resources in 2016, and how they may reappear in the HR realm during 2017.

Work Stoppage…to reappear again?
In September, many were surprised to learn that a college campus, Long Island University’s Brooklyn Campus (LIK-Brooklyn), was undergoing a faculty lockout. In a September Astronology®, we discussed work stoppages and learned that they are not held often. Lockouts and other forms of work stoppage occur with even large organizations, such as the NFL and Kellogg’s. Is it possible that other organizations can possibly find themselves in a similar bind in 2017? We certainly hope not. However, there have been murmurs of another sports franchise narrowly avoiding a lockout in the upcoming year. As a result, we do need to be mindful of the issue.

Minimum Wage Challenges?
In recent years, we have been peppered with discussions over living wages, the “Fight for $15” campaign, and their impacts on Human Resources and compensation. In April of this year, we saw New York Governor Andrew Cuomo reveal plans to raise the minimum wage to $15 by 2021. Other cities have also followed suit…or have already begun rolling schedules to reach higher wages. With the presidential elections over, and President-Elect Donald Trump making cabinet selections, many wonder what will become of the federal minimum wage. We all eagerly wait to see what happens with the minimum wage in 2017.

FLSA Final Rule. Is it on? Or off?
A number of organizations worked closely with their Human Resources partners and departments to prepare for the enactment of the FLSA Final Rule announced in May 2016. In some cases, job descriptions had to be clarified in order to help distinguish levels of positions. In other cases, adjustments in pay had to be made to ensure compliance. Then suddenly in November, a few days shy of the December 1 active date, an injunction was called and everything was put on pause. With a new presidential administration coming in, organizations are left with questions. Will the FLSA Final Rule push through? Will it be completely thrown out? Is it possible the mandate will be reformed? Only time will tell. We all anxiously await. In the meantime, it’s been suggested that organizations that have already made adjustments keep them, as the federal hold on the FLSA rule does not change any city or state laws.

Technology Marches Onward!
It’s predicted that by the year 2020, millennials will make up 75% of the workforce. This advancing change in workforce makeup also has accompanied an advance in technology. This technology can take many forms, including automation, gamification in performance reviews, and data analysis. Astron is especially hopeful to seeing more advancements in the area of HR technology and data analysis as a part of organizations’ strategic decision making processes.

As 2016 comes to a close, we eagerly look forward to 2017 for some answers to questions and some surprises in Human Resources. Were there other topics from 2016 that you think may make a resurgence in 2017? Why not share your thoughts with Astronology®! We’d love to hear your opinions!

Preparing for Possible Policy Changes in Human Resources

After the election of every new governmental administration, it’s important for Human Resources to take stock of its current concerns and prepare for possible adjustments & new hot topics. The recent presidential election is no different, with its host of new concerns for Human Resources and the general public. With Republican nominee Donald Trump winning the electoral vote for the presidential seat, and a Republican dominated House of Representatives and Senate, those in the field of Human Resources should keep a keen eye out for changes in policies we may have just recently implemented. In this issue of Astronology®, we’ll review some key policies that could possibly be subject to adjustment over the coming months and years.

Fair Labor Standards Act (FLSA) Exemption Rules
Most everyone in HR has been preparing for the December 1st FLSA Final Rule Adjustments announced this past May, and determining which roles are exempt and which are non-exempt moving forward. However, there has been speculation that further modifications under the incoming new administration may include an adjusted exemption for small business. Given that nothing has been stated or implemented definitively, however, employers should maintain their current course, and implement any changes necessary to be in compliance with the FLSA on December 1st.

Federal Minimum Wage
An extremely hot topic for the past two years has been the possibility of raising the minimum wage, with adjustments to meet the rising cost of living across the nation. While in New York the “fast food” minimum wage will gradually be raised to $15 by 2019, the current Federal minimum wage is $7.25. While it is speculated that Congressional Republicans are resistant to any increase, the President-elect previously mentioned that he wouldn’t mind a $10 minimum wage. However, President-elect Trump has noted that he believes states should take responsibility for this matter, or “call the shots.”

Federal Child Care and Paid Leave Support
While campaigning, the President-elect highlighted three facets in regards to federal child care support:

• A dependent care savings account
• Income tax deduction for dependent care
• Six weeks of paid maternity leave

Campaign talk is one thing. Programs put into action are another. There are questions on how these programs could be supported. One economist has speculated that the six weeks of paid maternity leave could encourage employers to drop their own maternity policies and lean on having taxpayers support maternity leave.

The Affordable Care Act
Things are unclear as to what will happen with the future of the Affordable Care Act (ACA). What was initially understood as possibly being totally repealed under a Trump administration, it now appears instead that portions of the ACA will be put under repeal. We’ll have to wait some months to see what features of the ACA will stay the same and what will change.

Astronology® looks forward to tracking the possible new changes in HR coming with the new administration in Washington, D.C. As in the past, we’ll be sure to give further insights as time goes by and more specific policies & adjustments are announced.