With the slogan, Nike encouraged everybody to forget about the impressions of others and, regardless of physical physique, age or gender, to “just do it”. By 1998, a mere 10 years later, sales exceeded $9.2 billion. In 1988, Nike’s international sales were at $800 million. It was in 1988, eleven years after Gilmore’s statement, that Wieden’s slight modification created the simple tagline that would change the fortunes of a brand forever. The source of Wieden’s inspiration for the slogan was implausible – murderer Gary Gilmore’s final words before his execution, “Let’s do it”. Nike’s immediately-recognisable slogan was conceived by Dan Wieden, co-founder of a little-known Portland agency called Wieden & Kennedy. I have selected some of those that I find the most memorable to share with you:- 01. See the links below to see how the Fair Labor Standards Act affects BGSU, supervisors and employees.There have been some legendary advertising slogans throughout history, so to whittle them down to a mere thirteen is an impossible task. 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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