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.”
It is true that becoming a “great workplace” doesn’t happen overnight. But instead of getting overwhelmed by a seemingly endless list of programs and offerings (and money…being “great” must cost so much money!) that so called “great workplaces” should all have, let’s take a look at what it means really to be “great”—with a few practical bite-sized pieces that you might be able to tackle at your organization right now sprinkled in for good measure.
Completing a Form I-9 is likely one of the most routine administrative tasks that an HR professional handles. After all, every time a new employee is hired, or when an employee’s employment authorization or documentation of employment authorization has expired, another Form I-9 must be completed. While it may be easy to get in a routine with completing these forms, there are a few mistakes that are commonly made, but easy to avoid.
Typically, when the term FMLA comes up, most people (that is, anyone NOT employed in the field of Human Resources) immediately think of maternity leave. While FMLA obviously does kick in for maternity leave, according to ERC’s research, when it comes to administering FMLA, pregnancy/maternity leave is really the least of HR’s worries. Instead, for most HR practitioners, the challenge lies in the administration of FMLA for serious health conditions and/or other circumstances outside of pregnancy and child birth.
We tend to see a lot of negative connotations and stereotypes surrounding “Millennials” in the workplace. Even though they aren’t the newest generation to enter the workforce, there is still a lot to be assumed about their work ethic and lifestyle choices from their coworkers. Recently there is a new term to describe this generation that is rather fitting. Due to their unconventional and multi-faceted career paths, Millennials have been defined as the “Slash Generation”. Not every Millennial identifies with having a ‘slash’ career, but it is becoming a very prominent trend among this generation.
Employee satisfaction and employee engagement are two different concepts of measuring your workforce. However, they are often misunderstood and used interchangeably which can affect your methods and results of improving the levels of both satisfaction and engagement.
Everyone knows that there’s no such thing as a perpetually problem-free enterprise of any sort. When problems occur, there are multiple reasons they don’t get addressed or handled. A central reason is that most organizations don’t employ a structured problem solving model, so when faced with a problem, they “wing it” rather than address it in a systematic way.
