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How To Sleep Like a Leader

Posted By Chris Aird, With Purpose Business Consultants, Monday, April 2, 2018

As a leader within the company or as the top leadership executive, it can be accurately stated that you did not get to that position by only doing what was required of you or through minimal investment of your time.

It is also, safe to say, that through your dedication, determination, drive and sacrifice you have attained to this level of leadership success.

However, it is also important to remember that, as the leader within the organization, that many are dependent upon your continued success. Specifically, it would be your employees, your stakeholders, your family and above all, YOU!

Therefore, it is important to consistently invest in your well-being and one of the best ways to maintain your health, energy and drive is to Sleep Like a Leader.

It may surprise you that a recent survey conducted by the Harvard Business Review indicated that roughly 43% of business leadership surveyed said that they are sleep deprived 4 out of 7 nights a week https://hbr.org/2016/02/theres-a-proven-link-between-effective-leadership-and-getting-enough-sleep.

Consequently, a few important practical tips may be in order to ensure that you receive the adequate rest that you need to maintain your powerful leadership energy, vision and enthusiasm.

Some of those healthy sleeping tips would include:

  • Maintain a consistent bedtime hour.
  • Although keeping current on the events of the day may be necessary, the high-performing executive should detach from the world events at about an hour prior to retiring.
  • If experiencing difficulty going to sleep, check your diet and limit caffeine intake.
  • Indulge in consistent exercise through the course of the week.
  • As much as possible, detach yourself from communication devices at bed-time (cell phones, computers, tablets, etc.).
  • Instruct leadership staff to limit communication when you are “off the clock.”  Perhaps a separate number can be set up for extreme or emergency conversations.
  • Practical advice would include eating lightly at night as well as sleeping on a comfortable bed and in a sleep inducing environment.
  • Utilize homeopathic sounds such as running water or nature sounds available through inexpensive sound devices or listen to soothing music.
  • Take power naps during the course of the day at all possible.
  • Business travel is sometimes necessary – a few tips to manage jet lag may include staying hydrated, scheduling early arrivals, stay active, trying light therapy, etc.

Lead in your own life, take control, good night and sleep well!

Allow us to serve you and your business organizational needs as well as offering opportunities to mentoring your leadership staff.  You may contact us at (480) 280-6505.

Tags:  ASBA  business  business decision-making  business development  Business growth  business knowledge  Business Learning  Business Planning  business services  change  Employers  entrepreneur  finding your passion  getting unstuck  professional development  small business 

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What You Need to Know About Overtime!

Posted By Kenyatta Turner, LegalShield Independent Associate, Monday, June 26, 2017
WHAT YOU NEED TO KNOW ABOUT OVERTIME

 

If your employees work more than 40 hours per 7-day workweek they may be entitled to overtime pay. New overtime rules were set to take effect late in 2016. These regulations would have expanded the number of employees eligible to receive overtime pay but they are currently tied up in federal court. It is vital that you observe the current regulations to avoid potential fines or litigation. If you have questions about state or federal overtime rules, contact your LegalShield provider law firm.

  • Current Rules - Federal overtime regulations are part of the Fair Labor Standards Act (FLSA). The FLSA entitles employees working more than 40 hours in a workweek to one and one-half times their regular pay rate. If your business has, “an annual gross volume of sales made or business done of $500,000 or more” you are required to pay overtime. All schools, hospitals, medical facilities and public agencies are required to pay overtime. Click here to determine whether FLSA applies to your business.
     
  • State Regulations - Many states set additional rules for overtime pay. California, for example, requires overtime for those who work more than 8 hours in a day and double pay for those who work more than 12 hours in a day. Other states set specific thresholds for businesses that must comply with overtime rules. Arkansas requires employers with more than 4 employees to pay overtime. Click here to view a map highlighting current state overtime laws. It is important to understand both the federal and states regulations where you do business.
     
  • Exempt Employees – There are exemptions for some executive, administrative, computer professionals and other professional service employees.

From the Department of Labor:

A. Currently, to qualify for exemption, a white-collar employee generally must:

  1. be salaried, meaning that they are paid a predetermined and fixed salary that is not subject to reduction because of variations in the quality or quantity of work performed (the "salary basis test");
  2. be paid at least a specific salary threshold, which is $455 per week (the equivalent of $23,660 annually for a full-year employee) in existing regulations (the "salary level test"); and
  3. primarily perform executive, administrative, or professional duties, as provided in the Department's regulations (the "duties test").

Certain employees are not subject to either the salary basis or salary level tests (for example, doctors, teachers, and lawyers).

  • New Rules from 2016 – Overtime exemption thresholds were set to nearly double in December of 2016; however, the new rule is currently tied up in court. There is a great deal of speculation about the fate of the new rule with many expecting a change in direction from the new administration. The U.S. House of Representatives recently passed a bill that would allow certain employers to offer comp time instead of overtime pay. The bill still must pass the Senate but it is yet another sign that changes are coming. It is important for all businesses to follow these changes carefully.  If you have any questions, contact your LegalShield provider law firm or Kenyatta Turner at 602-367-1069 or kenyattaturner@legalshieldassociate.com.

Tags:  Accounting  business owners  business resources  business risk  business services  employees  Employers  Hiring  HR  human resources  labor  legal  legal services  management  small biz  small business  small business owner  startup  tax  wage hour lawsuits  women-owned business 

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Division of Child Support Services: Reporting Newly Hired Employees

Posted By Elizabeth Thomas, Division of Child Support Services, Wednesday, March 4, 2015

New hire reporting is mandated by law in all 50 states and is essential to helping children receive the support they deserve. One of the main goals of new hire reporting legislation is to make it as easy as possible for employers to comply. Federal and state statute requires that all employers report newly-hired, re-hired and temporary employees to a state directory of New Hires within 20 days of their hire date.

All employers are required to report the following information:

  • Employer’s Federal Employer Identification Number (FEIN)
  • Employer’s Name
  • Employer’s Full Address
  • Employee’s Name (First, Middle, Last)
  • Employee’s Full Address
  • Employee’s Social Security Number
  • Employee’s Start Date (Date the employee works for wages)

The benefits of employers reporting newly hired, re-hired and temporary employees are: 

  • Expedites collection of child support from parents who change jobs frequently
  • Locates parents to assist in establishing paternity and child support orders.
  • Reduces welfare fraud by detecting unlawful/erroneous public assistance payments, workers compensation and unemployment over-payments.

 
Employers are a key partner in ensuring the financial stability of many children and families and should take pride in their integral role. On behalf of Arizona’s children, we thank you for your partnership in new hire reporting.

 

For more information on the various and easy ways to report new hires, please visit https://az-newhire.com/ or contact Elizabeth Thomas at (602) 771-6291 or by email at DCSSEmployerCentral@azdes.gov to sign up to attend one of our monthly Employer Seminars.

Tags:  Arizona  Child Support  Employers  HR  Legal 

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Division of Child Support Services: Helping Employers Understand their Legal Requirements

Posted By Elizabeth Thomas, Division of Child Support Services, Monday, January 12, 2015

Employers are a key partner in Arizona's Child Support Program.  Over seventy percent of the child support collected is made possible by employers withholding wages from a parent’s paycheck.  This is the single most effective method of getting timely and consistent payments to families.

The Division of Child Support Services (DCSS) recognizes that child support related activities create extra work for employers and we are working to making it easier for employers to comply with their legal requirements as it relates to child support.

To help employers understand their responsibilities under federal and state law, the DCSS is offering FREE Employer Seminars to payroll and human resource professionals.

Individuals will receive information on:

- New Hire Reporting
- Income and Medical Withholding 
- Employment Verification 
- Child Support Payment Remittance 
- Reporting Employee Terminations 
- Our easy online tool to receive and respond to child support notices electronically


For more information or to register to attend one of the monthly seminars, please contact Elizabeth Thomas at (602) 771-6291 or by email at DCSSEmployerCentral@azdes.gov

Tags:  Arizona  Child Support  Employers  HR  Legal 

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