Increase in Harassment Claims, Boosting Pay to Attract Talent, and State Legal Updates

Welcome Back to The OperationsInc Navigator

We are excited to reintroduce The OperationsInc Navigator, a monthly e-newsletter filled with HR best practices, industry news and surveys, and critical compliance information. Each month we will share content that our team has carefully cultivated so we can continue to guide you on all things HR.


EEOC Says Sexual Harassment Claim Numbers Up in Wake of #MeToo

The Equal Employment Opportunity Commission (EEOC) has released data showing an increase in harassment claim numbers this year. JD Supra reports that employers should expect this trend to continue, and has outlined several steps organizations should take to avoid “becoming an EEOC statistic”. These include clarifying harassment policies, supporting managers, and providing employees with anti-harassment training.

For the full list of data released by the EEOC, please click here.

Survey Says Employers Boosting Pay and Perks to Attract Talent

A recent CareerBuilder survey asked employers how they plan to complete for talent in today’s hot job market. US News and World Report broke down these findings:

  • 71 percent of employers surveyed say they will need to offer more money to attract entry-level talent.
  • 58 percent reported that they plan to increase pay for current employees.
  • 36 percent of survey participants plan to relax their dress codes.
  • 25 percent of those surveyed will be offering remote work options.

For the full survey results, please click here.

MSNBC Video: Attracting Top Talent to Work for You

OperationsInc CEO David Lewis was back on the set of MSNBC’s “Your Business” to discuss the best ways to attract talent with host JJ Ramberg.

msnbc talent

DOL Orders Idaho Business to Pay $272k in Employee Back Wages and Penalties

The U.S. Department of Labor (DOL) has ordered an Idaho drywall installer to pay thirty-nine employees back wages after failing to pay overtime in accordance with the Fair Labor Standards Act. The Idaho Statesman reports that employees were paid a straight time rate for hours worked in excess of a 40 hour workweek, and were paid cash for these hours instead of via the regular payroll system. The drywaller was ordered to pay almost $127,000 in back wages to the impacted employees, and were ordered to pay an additional $145,000 in penalties.

To read the full article, please click here.

New York City And Liberty Statue

New York: Minimum Wage Increases Effective December 31, 2018

New York State’s annual threshold increases for minimum wage and overtime exemptions will go into effect on December 31, 2018. Employers must either increase the salaries of exempt employees to meet the new minimum thresholds or provide the employee with overtime pay for time worked beyond a 40 hour workweek.

For the full listing of threshold increases, please click here.

piggy bank and change

New York: Minimum Wage Increases Effective December 31, 2018

As part of the 2017 Tax Cuts and Jobs Act, employers may claim a general business tax credit on wages paid to qualifying employees who are on family and medical leave. To have access to the credit, employers must have a written policy in place that “provides at least two weeks of paid family and medical leave on an annual basis to all qualifying employees who work full-time and which is prorated for employees who work part-time”.

For more information about how the tax credit is calculated and the time period the credit is available, please click here.


Webinars and in-person training opportunities
NOVEMBER 7, 2018
Online Anti-Harassment Training

NOVEMBER 14, 2018
Norwalk, CT
In-Person Anti-Harassment Training


New York State Anti-Harassment Training Requirement


All New York employers are required to provide Anti-Harassment Training to all employees by the newly announced deadline of October 9, 2019

OperationsInc is providing private and public offerings to fulfill this requirement, providing both online and in-person options.


Harassment Investigation Services

OperationsInc can provide a third-party, unbiased, professional investigation of all reported claims of sexual harassment, hostile work environments, and/or discrimination within your organization.


Articles & Interviews featuring OperationsInc

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Follow OperationsInc CEO David Lewis at @DavidLewisHR
as he tweets about Human Resources, the War for Talent, and Connecticut Business.

Legal Disclaimer
Information provided in The OperationsInc Navigator represents our interpretation of information available in the public domain, as well as certain original, copyrighted works of OperationsInc and is protected under U.S. copyright and other laws. As such, you may not reprint or publish in any format any article or portion of article included in The OperationsInc Navigator without the express permission of OperationsInc LLC, in each instance.

OperationsInc provides the information in this e-newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation. The opinions expressed herein are not representations of fact and are subject to change without notice.

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