Defining “work-life balance” is difficult. Eventually, as you stay committed to finding what works for your organization, the definition becomes less nebulous. At Helios HR, our definition centers around integration instead of balance. When we first start, we work with our mentors and team leads to determine what works for us: when to answer immediately, when to allow the email to sit until morning, and when to leave the phone altogether.

In June 2015, the Department of Labor (DOL) proposed a key change to the provisions for determining exemption from overtime by raising the standard minimum level for salaried workers from $455 per week ($23,660 per year) to $970 per week ($50,440 annually). This rule change also includes implementing a mechanism for automatically adjusting this minimum salary level for inflation.

Human capital is your most important asset. A lot of organizations talk about this in executive speeches, marketing materials and advertisements. If you are one of these organizations, what are doing to support this statement?

Employers have a lot on their plates. There are a myriad of compliance issues that must be routinely addressed in order to ensure smooth operations. Across the nation the Department of Labor is actively pursuing employers found in violation of Fair Labor Standards Act (FLSA).

Midnight, Sept. 30, is looming and without a continuing resolution or bipartisan appropriation agreement, the likelihood of a government shutdown increases. Employers must be prepared to manage workloads and morale. It is well known that low employee morale negatively impacts productivity and engagement. It’s therefore critical that employers consider sensitivity and tact in drafting policy around a shutdown.