As we move toward the holidays, it’s incredible to think that a new year is just around the corner. The turn of the calendar often signals the opportunity to add new staff in Q1. For companies this includes adding more hourly employees, which many consider to be the backbone of the American workforce.
In these weeks leading up to the new year, many employees will have some extra time off to spend with family and friends. It may also be a time to start thinking about the life they would like to create in the new year. This could include finding a new job that better suits their needs and lifestyle, something that is often at the top of the New Year’s resolution list.
Earlier in the year, Legion Technologies surveyed more than 1,500 hourly employees and 600 managers to ask about the biggest challenges and opportunities influencing employment. Not surprisingly, a desire for a flexible schedule among employees was near the top of the list.
The report found schedule flexibility ranked even higher than competitive pay. 96% said a flexible schedule is the No. 1 reason they seek a new job. Conversely, 48% of managers said it is the most challenging part of successfully keeping hourly workers. One thing that may be hindering employers is a lack of automation in the scheduling process. The managers surveyed said they would like the ability to perfect scheduling in a way that balances employee preferences and the needs of the business.
“Hourly employees form the backbone of the American workforce, and when our data shows that nearly two-thirds of them plan to quit their job in the next year, it’s clear that employers cannot afford to neglect their employees’ needs around flexibility and pay,” said Sanish Mondkar, CEO and founder of Legion Technologies.
Pay Requirements for Non-exempt Hourly Employees
- Hours worked on a holiday, Saturdays or Sundays should be treated like hours worked on any other day. Employers do not have to pay a special premium for work performed on those days, other than the overtime premium needed for work performed in excess of eight hours in a workday, 40 hours in a workweek, or for the first 8 hours worked on the seventh consecutive day.
- Employers do not have to provide paid time off for holidays. An employer may be closed for the holidays and not pay employees or choose to operate even on days such as Thanksgiving.
- Paid time off for holidays does not count toward the overtime requirement.
- If payday falls on a holiday, the employer may pay on the next business day after the holiday.
*Lexology