Feb 1, 2016 9:13:39 AM
Dec 2, 2015 12:29:54 PM
During our recent webinar discussion with Alfred Roush, Esq. SPHR, SHRM-SCP, it became apparent when the revised overtime regulations proposed by FLSA go into effect the potential compliance issues in how employers determine which employees are exempt, and those entitled to overtime is complicated, and if not done correctly, may result in significant liability for an employer.Read More
Oct 5, 2015 9:43:00 AM
When an employee has a medical condition and needs some leave time or other job adjustments, they are often protected by two separate and distinct federal labor laws: the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). The purpose of this article is to explain how these two pieces of legislation interact and to describe some best practices for you with respect to leave administration.
Sep 2, 2015 9:40:00 AM
An emerging trend in employment law has started to take hold, requiring employers to offer paid sick leave to workers. As of July 1, 2015, California and Massachusetts are required to offer paid sick leave. Bills introduced in many other states are advancing and likely to follow.Read More
Jul 15, 2015 6:10:00 AM
Your success begins with your Club’s recruitment effort. In order to gain a competitive advantage and maximum return on your payroll investment, you must hire the “best” not the “best you can find”. In today’s employment market, to reach qualified Generation X & Millennial candidates, you have to meet them where they hang out – on the web. Be sure to develop an overall strategy though, just placing traditional ads on an expensive job board will most likely do nothing but increase your recruitment costs. Take some time to write out positions in a language your target audience recognizes.Read More
Feb 24, 2015 4:15:00 PM
Part 1: Interpersonal Relationships Policy between Club Staff and the Membership
Building member relationships is the cornerstone of success for private club operations and one of the most important aspects to attain consistent, quality relationships is by retaining your best staff for many years. Perhaps the most important tool to foster your employees and help assure your club culture is not compromised by complacency in standards of conduct is your Employee Handbook. We will share some “should haves” in your Employee Handbook to help promote your club culture, develop confident, productive employees, and inspire pride within your staff to be a part of your exceptional organization. Plus, we will offer advice on some club-specific policies regarding employee and member relationships.
Jan 23, 2015 10:43:00 AM
Federal and State requirements as to the length and timing of breaks that you are required to compensate for presents many questions regarding compliance and ensuring employee's adhere to Club policy. Here we will address a few questions on how to compensate for work breaks appropriately.Read More
Sep 29, 2014 9:13:00 AM
Use of available background information in your Club’s hiring and employment decisions is critical to its success. However and very importantly, there is an ever-evolving minefield of legal risk associated with the use of background information when qualifying a candidate. During this hiring season, it is a good time to examine your current processes and be aware of what you can and cannot do with respect to background checks and information.
May 23, 2014 12:25:00 PM
Register today, for ClubPay’s Education Webinar discussion: Is your Club prepared for a Wage and Hour Audit? Our HR Partner, Clare Vazquez will share with us why the number of wage and hour class action lawsuits are on the rise and offer relevant information that may help your Club avoid or be prepared for a DOL Wage and Hour Audit.
Clare Vazquez’s diverse HR background has enabled her to bring an innovative, practical and fresh perspective to HR issues. She has consulted with many Fortune 500 companies across a wide variety of industries including hospitality. Clare is an experienced leader performing a principal role in conducting harassment investigations, policies and procedures development, talent acquisition and selection, organizational leadership, and recruitment process.
We are proud to have Clare’s expertise on our Club HR team; with Clare’s Club Industry experience and knowledge of Labor and Employment Law she is a perfect fit to help our Club clients respond confidently to the unique challenges in today's employment market. ClubPay is committed to identifying opportunities to support and deliver value to our customers and the Club Industry at large. As an example of our “make a difference” philosophy we invite you to join us for our complimentary education webinar: Is your Club prepared for a Wage and Hour Audit?
During the Wage and Hour Seminar you’ll find answers to the big question, including:
Don’t miss this "priceless" opportunity to learn from our Club Industry HR Expert the Dos and Don'ts for responding to an investigation. Register Here, for this "Free" HR Education Webinar: June 12th at 2:30pm EST.
During this time of uncertain and sometimes confusing Federal and State employment regulations being imposed that can present economic challenges for non-compliance. ClubPay has enhanced Human Resource offerings to help assess your Club’s current HR practices and procedures with our advanced HR Consulting services. Our goal is to address the diverse needs of each club client and serve as your partner for future growth.
Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvements?
Rely on ClubPay’s Human Resource expertise for… (HRO) HR Outsourced Services Plus
Clare Vazquez, HR Business Partner – Clare has a Master's degree in Labor and Employment Law from New York Institute of Technology and a Bachelor's degree in Management of Human Resources from Palm Beach Atlantic University. Clare is Six Sigma Certified (Green Belt). Connect with Clare via LinkedIn
Topics: HRO, clubpay, HR, Announcements, EEOC, country club management, DOL Wage and Hour Audit, Human Resource, club management, professional development, labor management, employee management, club compliance, club payroll
Mar 31, 2014 5:51:00 PM
Effective April 18th 2014, EEOC the Equal Employment Opportunity Commission is raising the penalty amount per non-posting violation by $100, from $110 to $210. This violation is for non-posting notices regarding the Civil Rights Act Title VII protections, provisions of the Americans with Disabilities Act (ADA), and provisions of the Genetic Information Nondiscrimination Act (GINA).
What does this mean? In short, if you fail to post all three EEO postings in a prominent place where notices to employees are customarily kept and updated, your club could be fined $630.
It has been 17 years since the last time EEOC adjusted the penalty amount, and have done so now to reflect inflation and promote compliance. Under Title VII, every employer covered by the EEO requirements must post notices describing the right to be free of discrimination and harassment in the workplace. The notices must be posted in an accessible place where employees and applicants will know to look.
Due to recent and anticipated mandatory changes to Federal & State Labor Law postings, now is a good time to review the requirements to ensure compliance. Contact us, to speak with a ClubPay HR Professional to help.
To learn how we can help reduce liability exposures for your Club, request a complimentary analysis with a ClubPay Payroll/HR Specialist –