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What a wild ride since my last post on the changes to FLSA overtime exemption rules. A Texas judge granted a national injunction at the request of 21 states and business organizations, stating that the new salary threshold specified in the law was “executive overreach” and required a change in the law from Congress.
The late announcement poses an interesting choice to employers: rescind announced salary changes or leave them in place? It seems likely that, at most institutions, salary increases will not be sustained if the FLSA rule change is nixed. Higher Ed professionals should expect some very thorough “dialogues” with “stakeholders” that will ultimately return the almost-non-exempt back to their status quo at current salary.
Terminating FLSA overtime expansion is the first shot in what’s shaping up to be four years of political warfare over the new status-quo on a host of social and workplace issues. The electoral college is giving us a president who lost the popular vote by nearly 2 million voters; slim Republican majorities in the House and Senate exacerbate the uncertainty.
The social and economic agendas of the progressive majority is on a collision course with the politically-empowered minority coalition of corporate barons and Culture Crusaders. Those of us in Higher Ed should be surveying our institutional landscape, identifying vulnerable students and programs, and preparing to support and defend them in hostile climate.
The recent changes to FLSA overtime regulations have significant implications for those of us in the Housing and Residence Life profession. The rules go into effect on December 1st, 2016, and you can bet there will be no shortage of discussion on this topic at every local, regional, and national association meeting.
The topic of labor costs has received the lion’s share of professional attention from Continue reading
I’ll share what I think are helpful tips for housing professionals using systems (Advocate by Symplicity) and software (Microsoft Office) that are common tools in higher education. Today’s focus will be on using pivot tables to get descriptive statistics on your student conduct. Specifically, we’ll use the reporting tool to create a spreadsheet of data from cases marked “Closed Responsible” and the students involved in those cases. Our residential conduct procedures process each parent case into individual child cases, giving a 1:1 ratio of student to case, which is an important caveat to the process described below.
Getting the Data
First, I use the reporting tool in Symplicity to extract the data I need about student conduct. This is done using the “Reporting” tool. Choose “Add New Report”. Select the following fields: Continue reading
“Motivational Interviewing: Preparing People for Change” by Miller and Rollnick (second edition).
In our system, 10-30% of a Resident Director’s (RD) weekly hours can be spent on this processing and hearing alleged violations of housing policy. Conduct adjudication also represents one of the most individualized educational conversations the RD can have with a student. As a result, building a sound link between how that meeting is executed and our Residential Education Model (REM) represents an excellent opportunity to engage students in reflective dialogue. From our website: