We all do it with our counterparts in the industry…we share stories about that uncomfortable discussion that we had to have with an employee, ask our friends how they have handled sensitive situations, and grumble about our never-ending to-do list. However, are you also talking to people at other organizations about employee salaries? Are hiring or compensation conversations coming up during networking events? Remember that these discussions could land you in hot water!
According to a Global SHRM Survey, executives worldwide believe their two biggest challenges through 2020 will be attracting the best people to their organizations and retaining and rewarding the best people in their organizations through creative reward, engagement, development, and involvement practices.
Up until January 5, 2018, when employers needed to determine whether the internships they would offer qualify as paid or unpaid, they would turn to the long held 6-part test that was officially enacted by the Department of Labor (DOL) as of 2010. Amidst a number of high profile legal cases brought by unpaid interns against their employers (some of which initially favored the interns in their verdicts), several courts recently found the 6-part test was too rigid.
It’s no surprise to anyone in Human Resources that high engagement leads to increased retention, productivity, and business success. Assessing the level of engagement or commitment your employees have to your organization through Employee Engagement Surveys is only half the battle. The other, more crucial, half of the battle is how you communicate Employee Engagement Surveys and the results to your employees.
When an employee calls in sick we would all like to be able to say, “Yes, of course, please stay home, rest up and get-well-soon. We’ve got your job duties covered, yes—you’ll get paid, and see you back at work in a day or two.” But if it was always that easy, it wouldn’t make for much of an article now would it?
In this free webinar, we’ll take a deeper dive into the key fundamentals of FMLA as well as define what qualifies as an FMLA serious health condition.
Lean principles and methods have become so closely tied to Six Sigma tools, knowing which is which can often be confusing. Compressing the two approaches into the moniker, Lean Six Sigma, is common.
As is the case with many employment related statutes, exactly how and what your organization must adhere to depends largely on an often complex combination of state and federal law, as well as any employer specific policies. Overtime pay is certainly no exception. Overtime actually functions much like minimum wage in that the employer must pay to the higher standard (either state or federal), i.e. the standard that results in the largest pay out to the employee working overtime hours.
For many managers or HR professionals, they’ve encountered an entitled tenured employee once or twice in their career. You know, the employee who thinks because they were a top performer in 2007 that they can slack off and still reap the benefits as someone producing twice the results but is half their age. Just because they have company “loyalty.”
