Using Federal and State preservation tax credits, Urban Smart Growth carried out a multiphase rehabilitation that began on the Main Street side with the creation of art studios, professional offices, commercial spaces, night clubs, restaurants, and light industrial units and the restoration of the historic Breaktime bowling alley. It took $40 million and 15 years to transform a massive turn-of-the-century textile plant built for the Hope Webbing Company into a mixed-use destination now known as Hope Artiste Village. The annual Rhody Awards honor individuals, organizations, and projects for their contributions to the preservation of Rhode Island’s historic places. Preserve Rhode Island (PRI) and the Rhode Island Historical Preservation & Heritage Commission (RIHPHC) broadcast the presentation on Capitol TV. See the links below to see how the Fair Labor Standards Act affects BGSU, supervisors and employees.Three outstanding Pawtucket projects were recognized at the Rhody Awards for Historic Preservation, held at the Rhode Island State House in Providence. a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.premium pay for weekends or holidays worked.vacation, holiday, severance, or sick pay.In addition, there are a number of related employment issues and practices that the FLSA does not regulate. Failure to comply with the FLSA regulations carries substantial legal risk. And, which are classified and are eligible for federal calculated overtime rates and compensatory time.įurther, the act helps to define the work week, the hourly federal minimum wage, how to compute overtime pay, and equal pay among employees.These are exemptions based on job duties. What positions are administrative and are exempt from overtime.Introduced by President Roosevelt in 1938, the FLSA is currently enforced and overseen by the Wage and Hour Division (WHD) of the United States Department of Labor. The Fair Labor Standards Act is a federal law that governs minimum wage, overtime pay, child labor and recordkeeping requirements. This helps determine if external labor pressures warrant increasing the current grade assignments or individual pay levels.īased on budget and other considerations, BGSU participates in local and national salary surveys on a regular, ongoing basis through third party reputable surveys.įor Faculty compensation information, please refer to the current Collective Bargaining Agreement. When appropriate, BGSU may market-price one or more positions on an ad-hoc basis. Typically, any warranted adjustments are made at the time of any annual increase. The salary structure is reviewed regularly to determine if adjustment is needed. Both internal equity and external competitiveness are considered and applied through a consistent methodology to make decisions across all positions. This ensures compensation is appropriately calibrated to market. In determining the appropriate grades for BGSU positions, HR takes into account external market pay, skills and competencies required to perform the work, complexity, and scope of responsibility. BGSU intends to pay all staff within the existing salary grades. This structure consists of grades with appropriate salary ranges with a defined minimum and maximum rate of pay. BGSU supports a market-based salary structure.
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