At a recent hearing to discuss how current government regulations impact workers and job creators in Michigan, CUPA-HR board member and associate vice president for HR at University of Michigan Laurita Thomas provided a clear snapshot of the impact the DOL's overtime proposal will have on higher ed as she explained that the rule will impact 3,100 UMich employees, with implementation costs as high as $34 million.
On March 14, DOL submitted the final rule for “Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees” to the Office of Management and Budget (OMB), which is required to review all draft and final standards as well as all regulatory actions before implementation. This is the final step before the overtime rule is published — which could be as early as May.
In an effort to better prepare students to enter the working world on solid footing, colleges and universities are placing greater emphasis on experiential learning — and at many institutions, student employment is a means to this end. But in order for students to gain skills and knowledge that are transferable to the world of work, the student employment experience must be a meaningful one.
During a recent congressional committee hearing, U.S. Rep. Mike Bishop raised the issue of the DOL’s proposed change in overtime rules. Citing information he had received from a number of small colleges in Michigan, as well as statistics from several other states, Bishop shared several concerns specific to higher education (he cited the same cost figures that CUPA-HR supplied to DOL in our comments on the rule as well as a letter CUPA-HR championed on behalf of public-sector employers).
What do you see when you look around your office? Your campus? Your community? Depending on who you are and where you are, you may see people who look, act and speak very similar to yourself, or you may see people who you perceive to be very different from you. But every single person you see has a story that make him or her a truly unique individual.
ADA, FLSA, FMLA, Title IX, Title VII, whistleblower protections, EEO, antidiscrimination … the list goes on (and on and on!) of regulations and legislation that have implications for the workplace and workforce. And a large part of HR’s job is to manage that risk and ensure compliance with those laws. Rather than going it alone, wouldn’t it be nice to have an ally in that work? If your HR department doesn’t have a partnership with your institution’s legal counsel, both offices are missing out on a mutually beneficial working relationship.