We live in a world of “make it work.” When there’s no oregano, we substitute rosemary. Or when we have a cold, we take a Dayquil and get ready to tackle the day. When our company grows too fast, we piece together an HR function. You’ll notice that one of these things is not like the other. The first two will affect your pasta sauce or how alert you are. The third may determine if your company will go out of business or still be able to win government contracts.

When we talk with rapidly growing government contractor executives, recruiting is almost always a top concern. Many have done recruiting in an ad-hoc manner, with individuals doing recruiting while wearing other hats.

The Cultural Problems of Reclassifying Exempt Employees to Non-Exempt under FLSA In June 2015, the Department of Labor (DOL) proposed a key change to the provisions for determining exemption from overtime by raising the minimum standard level for salaried workers from $455 per week ($23,660 per year) to $970 per week ($50,440 annually). While the rule is not yet final and is not expected to be in place until 2016, organizations all over the US are preparing for the impact, both financially and culturally. Many times the latter is overlooked.

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?