Forum Groups

 

Forums / Business & Personnel Management / New overtime rules

New overtime rules

39 posts
  1. Stephen Ravenkamp
    Stephen Ravenkamp avatar
    1 posts
    7/26/2016 8:07 AM
    Ryan,
    I think this approach shows how little your club cares about its people.



  2. Joe Wachter
    Joe Wachter avatar
    5 posts
    8/27/2016 6:08 AM
    I think someone making 30-40K, fully benefited and working 5-10 hours overtime a week is not being abused unless its in a major city somewhere. All of us at one time or another have faced something like this when we were coming up through the ranks. Now if you are working them 15-20 hours a week extra every week, no days off etc, scoundrels might be a part of your clubs name which i do agree should not be occurring. Me and and an assistant did this for a while at another club I worked at. I've since changed my position on this type of behavior. If I work it, that's my choice.

    I think in some cases, organizations that abuse their employees with salary and hours will find it difficult to replace these employees when they move along.



  3. James Gray
    James Gray avatar
    1 posts
    10/24/2016 10:10 AM
    Is there anything in the new rule that states you are exempt from clients if your business does less than a certain amount of money in business? I believe somewhere I have read $500,000 to be that number.



  4. Christopher Thuer
    Christopher Thuer avatar
    101 posts
    10/24/2016 7:10 PM
    How does attendance at seminars, GIS, travel to and from such get figured?

    Chris Thuer, CGCS, Bear Slide Golf Club, Cicero, IN

  5. Melvin Waldron
    Melvin Waldron avatar
    43 posts
    10/24/2016 8:10 PM
    Christopher Thuer, CGCS said: How does attendance at seminars, GIS, travel to and from such get figured?


    I'm certainly not an expert, but as I understand our city's policy, when I travel for an educational event such as the GIS, I am paid during my travel time, from the moment I get to the airport until I check in at my hotel. On the days of the show, I am paid from the time I arrive at the convention center until the educational activities are done for the day. I believe but am not positive, but for example the GIS educational activities run 8 hours a day, maybe 8.5 on trade show days? I would record those as hours worked. Any of the evening activities such as receptions I would not be paid. Of course other companies might have different policies. And some might not have any policies at all.

    As for me personally, since I don't get to go every year, I certainly do not take advantage of the situation. For example in the past, when I have attended the Certification Luncheon, or if I attend the Annual Meeting as our chapter delegate, or if I have taken time to grade Turf Bowl papers, I do not charge that time to my employer. Since I have been with the city I have always been non-exempt, but like I said, I've never taken advantage of time. I think even back in the old days when the show was M-F and my travel was past those days, I only turned in 40 hours.

    Mel

    Melvin H. Waldron III, CGCS, Horton Smith Golf Course, City of Springfield/Greene County MO

  6. David Brandenburg
    David Brandenburg avatar
    3 posts
    10/25/2016 6:10 AM
    James Gray said: Is there anything in the new rule that states you are exempt from clients if your business does less than a certain amount of money in business? I believe somewhere I have read $500,000 to be that number.


    James, I have not seen that. There is and always has been a seasonal or amusement exemption through the Department of Labor but that is also subject to state regulations. It is not a dollar amount but based on the number of months a year open for business and how income is spread out through the year.

    The link the federal regulations is https://www.dol.gov/whd/regs/compliance/whdfs18.htm



  7. Brian Powell
    Brian Powell avatar
    0 posts
    11/5/2016 11:11 AM
    I've been following this thread for the last few months and I want to say aren't we being a little bit disingenuous if we talk about improving industry salaries for some groups of employees and how to keep them low for another group?

    In my opinion, a rising tide lifts all boats. I hope my club can remain stable and pay my Pro, Chef, myself, and yes my Assistants as much as possible. These guys are going to college, working internships, working difficult jobs, and trying to start families often as Assistants and they deserve it in my opinion. What we made 30 years ago is interesting but not relevant to today. My dad (also a former Superintendent) walked to school every day, but never told me I had to because he did.

    If your club will not be in jeopardy, you owe it to your staff to compensate them fairly. Keeping their pay low is just another great reason to keep your pay similarly low with that logic to me. Be proud you compensate well for good work and good talent, not apologetic for it.

    My two cents.



  8. Andrew Cross
    Andrew Cross avatar
    5 posts
    11/6/2016 9:11 AM
    Brian Powell, CGCS said: I've been following this thread for the last few months and I want to say aren't we being a little bit disingenuous if we talk about improving industry salaries for some groups of employees and how to keep them low for another group?

    In my opinion, a rising tide lifts all boats. I hope my club can remain stable and pay my Pro, Chef, myself, and yes my Assistants as much as possible. These guys are going to college, working internships, working difficult jobs, and trying to start families often as Assistants and they deserve it in my opinion. What we made 30 years ago is interesting but not relevant to today. My dad (also a former Superintendent) walked to school every day, but never told me I had to because he did.

    If your club will not be in jeopardy, you owe it to your staff to compensate them fairly. Keeping their pay low is just another great reason to keep your pay similarly low with that logic to me. Be proud you compensate well for good work and good talent, not apologetic for it.

    My two cents.


    This man gets it!! Well said!!



  9. Sean Hoolehan
    Sean Hoolehan avatar
    0 posts
    11/7/2016 9:11 AM
    Brian Powell, CGCS said: I've been following this thread for the last few months and I want to say aren't we being a little bit disingenuous if we talk about improving industry salaries for some groups of employees and how to keep them low for another group?

    In my opinion, a rising tide lifts all boats. I hope my club can remain stable and pay my Pro, Chef, myself, and yes my Assistants as much as possible. These guys are going to college, working internships, working difficult jobs, and trying to start families often as Assistants and they deserve it in my opinion. What we made 30 years ago is interesting but not relevant to today. My dad (also a former Superintendent) walked to school every day, but never told me I had to because he did.

    If your club will not be in jeopardy, you owe it to your staff to compensate them fairly. Keeping their pay low is just another great reason to keep your pay similarly low with that logic to me. Be proud you compensate well for good work and good talent, not apologetic for it.

    My two cents.


    [size=200">What He Said!!~[/size">



View or change your forums profile here.