Human Resources
Tuesday August 22, 2017
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human resources

The Office of the Bishop offers the highest quality of service by developing with its partners a work environment that is built on trust and respect for each individual.

The Office of the Bishop provides development, oversight and support in the area of Human Resources for diocesan offices, parishes, schools and other diocesan institutions while insuring compliance with its mission, the values of the Catholic Church, and relevant governmental regulations and professional standards.

The Diocese of Yakima recognizes the contribution our employees make and the Office of the Bishop is committed to attracting and maintaining professional and dedicated staff who will help us fulfill our commitment and mission.

If you have any questions regarding the content of the documents posted on our Human Resources website please contact Diana Aparicio, Vice Chancellor, at (509) 965-7117.


An employee handbook, sometimes also known as an employee manual or staff handbook, is a document given to employees by an employer.

  • The employee handbook contains information about company policies and procedures.·
  • The employee handbook brings together employment and job-related information which employees need to know, such as holiday arrangements, company rules and disciplinary and grievance procedures.·
  • It can also provide useful source of information to new staff as part of the new hire process.
  • A written employee handbook gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently.

Employee Personnel PoliciesEmployee Personnel Policies

spotlight14Spotlight of the Month

USDOL Issues Final Overtime Rule

The U. S. Department of Labor (USDOL) announces publication of the Final Rule expanding overtime pay.

The Final Rule, which increases the minimum salary threshold for exempt status, is expected to extend overtime protections to 4.2 million more Americans. It is also expected to boost wages for workers by $12 billion over the next 10 years.

The USDOL has provided information to assist employers in understanding and implementing the new rules available through the links below:

White House Fact Sheet: Overview and Summary of the Rule

Overtime video

Wage and Hour Division Overtime Fact Sheet

Questions and Answers

Comparison Table: Current Regulations, Proposed Rule, and Final Rule

Overtime Webinars from the Department of Labor’s Wage and Hour Division

Small Business Guide

Non-profits and the FLSA

Higher Education and the FLSA

State and Local Governments and FLSA

Private Employer Technical Guidance Document

Non-Profit Technical Guidance Document

Higher Education Technical Guidance Document

Non-Enforcement Policy Questions and Answers

Key elements of the new rule:

Salary Threshold Increases to $913/week ($47,476 per Year)

This threshold doubles the current salary threshold level.

Automatic Salary Threshold Increases Every 3 Years

The threshold will be adjusted every 3 years to maintain the level at the 40th percentile of full-time salaried workers in the lowest-wage Census region.

Duties Test is Unchanged

USDOL did not make changes to the standard duties test for exempt status.

Highly Compensated Employee (HCE) Exemption Is Now $134,004 Per Year

The final rule sets the threshold at the 90th percentile of full-time salaried workers nationally.

Use of Bonuses and Incentive Payments to Satisfy Salary Threshold

Employers are permitted to use non-discretionary bonuses and incentive payments such as commissions to satisfy up to 10 percent of the new salary threshold.

Effective Date is December 1, 2016 – what employers should be doing now:

1. Review current salaries for all exempt employees.

2. Determine which exempt employee salaries already meet the new salary threshold and which employee salaries will be raised to retain exempt status.

3. Determine which exempt employees will need to be reclassified to non-exempt status if their salaries do not currently satisfy the new salary threshold and if their salaries will not be increased to at least $913 weekly.

4. Determine whether newly reclassified non-exempt employees will continue to be paid on a salary basis or whether the employer will convert pay to an hourly basis.

5. Take into consideration the effect on employee morale and business operations in light of new overtime pay and other wage and hour obligations associated with newly reclassified non-exempt employees.