This time, though, I am making a call to inaction. I am giving my team and myself the entire week of Christmas off. If your organization can do it, I strongly recommend you to do that as well (or some alternatives to that, as discussed below). Here are several reasons why: Continue reading
Donate to organizations on the ground. It feels horrible to read the news about people drinking out of creeks and children running out of food and not be able to do anything about it. But we CAN do something about it. Give cash! As much as you can! Here’s a bunch of orgs in Puerto Rico you can give to. And remember how much we all hate restricted funding? Make sure your donation is general operating so that these orgs can use it however would be most effective. Continue reading
All of us who can, let’s lay down our burdens for a few days. Let’s watch our favorite shows. Bake cookies. Sleep. Let’s spend time with the people we love and remember why we do this work.
I know, though, that that is easier said than done. While many of us are resting this week, there are lots of you out there working. You run food banks and shelters and emergency services. You answer calls on suicide hotlines. You check in on seniors who may not have family nearby. The need for these services often increases during the holidays, and not only do you not get a break, but you may be working even harder than you normally do. Continue reading
I know you are extremely busy. I mean, you are technically a nonprofit, and this is December after all. My colleagues are wrapped up in licking thousands of envelopes, handwriting tons of thank-you notes, organizing a gazillion events for the community, and consuming leftover holiday party wine and chips. (Stop judging us, Santa. Like your lunch is always so balanced). Since they are occupied with year-end tasks, I asked my colleagues what they wanted from you, and I’m synthesizing their responses, to save you some time. I am writing a letter to you on behalf of all of us in the nonprofit sector.
Santa, this has been a horrible year. First-episode-of-Black-Mirror horrible. Superman-IV:-Quest-for-Peace horrible. And many of us are not exactly looking forward to next year either. It’s OK. All of us are rolling up our Ross-Dress-for-Less sleeves and are determined to fight for a just and inclusive society.
It won’t be easy though. That’s why we need you. You can help us out by granting some of these wishes below. This Christmas, please give us: Continue reading
If you work in nonprofit in the US, you have heard that new federal overtime laws/rules are coming. They affect how we categorize the professionals in our sector—“Exempt” or “Non-Exempt”—and how we pay them, whether through set salaries or through hourly wages that include overtime for hours worked over 40. If reading that sentence makes you want to hyperventilate into a paper bag for a few minutes, you’re not alone. Many people are freaking out about these new laws and how to comply with them, because they take effect this coming December!
By the way, since this post may be long and kind of dry, I’m going to insert more pictures of baby animals than normal to motivate you to keep reading. The baby animals have nothing to do with the content of this post.
Basically, to be considered Exempt starting in December, an employee must now be paid $47,476, which is double the current level of $23,660. If an employee is paid less than $47,476, they cannot be considered Exempt and must be paid overtime for any extra hours worked.
Since I am not an expert on this subject, I checked in with colleagues and organizations who are better versed and will be quoting them heavily. I highly recommend you spend some time on this page, Adjusting to New Overtime Rules, by 501 Commons. It has work duties tests, a workbook to help you calculate whether to pay overtime or increase someone’s salary, a free recorded webinar training hosted by a compensation expert, a list of other resources, and FAQs. Continue reading