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Asia Logistcs Partner : Feb 2nd - We are looking at doing a project in the Shenzhen area with "Company A" and need them to supply the product to "Company B." Both Companies are in Shenzhen but we cannot expose to either one, the identity of other. So....Is anyone aware of a logistics company in the Shenzhen area that "Company A" can ship to and the Logistics Company would re-label, redo the paperwork to show them as the shipper and ship to "Company B?" Wayne
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Worker's Comp Classification : Jan 30th - We have been pressured by our insurance carrier to re-classify our mold makers to the same (more expensive) category as our injection molding workers. We resisted this because they are physically located in different building and seldom work on the press floor. The State of Pennsylvania recently audited and agreed with the carrier's classification. Has anyone else experienced this and successfully appealed such a reclassification? Eric Paules
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Employees Leaving on Breaks : Jan 26th - Hi, I was curious if anyone had policies around where employees are allowed to go during breaks. We currently do not allow most departments to leave the building other than designated smoking areas (i.e. employees can't go to their cars) however some departments allow employees to leave the premises during breaks to get food. Does anyone have different policies for salaried vs hourly? Are your policies more formal or informal? Thanks Adam Adam Wachter
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IQMS' RealTime Manufacturing Process Monitoring software : Jan 26th - Are there members using the above to monitor your molding processes? If so, how does it compare to RJG eDart? What are your biggest complaints? Thanks, Chris cburkhead@indianaplastics.com Chris Burkhead
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DOL Reissues Previously Rescinded Opinion Letters : Jan 18th - Under the Obama administration, the Department of Labor (“DOL”) announced that it would no longer issue opinion letters. It also rescinded 17 opinion letters that had been issued under the Bush administration. Opinion letters historically served as a mechanism for the DOL to respond to fact-specific employer inquiries about wage and hour issues. While the opinion letters are not binding law, they remain a helpful resource for employers attempting to navigate the more ambiguous areas of the Fair Labor Standards Act (“FLSA”). A recent development suggests that the DOL may, once again, begin issuing opinion letters. On January 5, 2018, the DOL reissued the 17 opinion letters that were rescinded under the Obama administration. These letters offer significant guidance on numerous wage and hour issues, including the exempt status of many specific positions. Of broader relevance, the reissued opinion letters include the following: > FLSA 2018-14 - Salary deductions may be made when an employee is absent from work for one or more full days for personal reasons, other than sickness or disability. Deductions may be made for absences of one or more full days for sickness or disability, if the deductions are made pursuant to “a bona fide plan, policy or practice of providing compensation for loss of salary occasioned by such sickness or disability.” Deductions from an employee’s guaranteed salary may only be taken if the employee misses one or more full days of work. The regulations do not permit salary deductions for partial day absences. > FLSA 2018-11 - In calculating the regular rate of pay for purposes of overtime, job bonuses that are conditioned only on performing the required work associated with the job must be included. > FLSA 2018-7 - Employers may calculate salary deductions for a full-day’s absence on the number of hours actually missed. Therefore, where an employee is scheduled to work nine hours during the workday, the employer may make the deduction for the full nine hours from the employee’s salary (i.e., the amount of time actually missed). The 17 reissued letters, along with older DOL opinion letters, can be found here (https://www.dol.gov/whd/opinion/flsa.htm). Although not every letter is pertinent to all employers, they remain a valuable source of information and worthy of employer review. If you have any questions on this topic, please contact a member of our Labor & Employment Practice Group. Eric Baisden | ebaisden@beneschlaw.com | 216.363.4676 Pete Kirsanow | pkirsanow@beneschlaw.com | 216.363.4481 Karly Johnson | kjohnson@beneschlaw.com | 216.363.6265
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Group List

Allen, Heidi - Quality Director
Bender, Jenn - Marketing Coordinator
Brown, Ash - VP, Business Developement
Dewing, Jamie - Marketing Manager
Gafvert, Bob - Business Development Manager
Guevart, Jonathan - Director of Marketing
Hand, Margaret - Marketing Manager
Hanvey, Thomas - Marketing Manager
Kaberna, Chris - Marketing
Kates, Marcella - communications coordinator
Keller, Brian - Account Manager
Kiley, Laura - Marketing Manager
Kuwatch, Matthew - VP Marketing/Business Dev
Martin, Samantha - Marketing Cordinator
Miles, April - Marketing Manager
Nelson, Beth - Marketing Design Coordinator
Perez, Jennifer - Marketing Communications Specialist
Pugh, Jamie - VP of Marketing
Pyle, Grace - Accounting Director
Raisch, Linda - Sales and Marketing Manager
Roberts, Elizabeth - Marketing Manager
Seaver, Tom - Director of Marketing
Ziegenhorn, Anne - Sales & Marketing Manager
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