There are many ways to celebrate and gather in the workplace, not limited to just the holidays. Many workplaces come together to celebrate retirements, birthdays, anniversaries or tenure, office changes, employee or organizational accomplishments, among others.
An estimated 2 million employees each year are victims of workplace or domestic violence, according to OSHA. Employers have a responsibility to prevent and mitigate issues of workplace violence, which also include domestic violence. These issues can cause problems that organizations can’t afford to ignore if not prevented or managed.
According to the 2011 NorthCoast 99 Winners Report, a higher percentage of manufacturers addressed workplace violence or bullying in their employee handbooks compared to other industries. Eighty percent of NorthCoast 99 winners in the manufacturing industry reported having a workplace violence or bullying policy, compared to 68% of winners overall.
The Domestic Violence Leave Act (H.R. 3151) was introduced by Rep. Lynn Woolsey of California in June. She reintroduced it on Oct. 11 in light of Domestic Violence Awareness Month.
According to the results of the 2011 Top Performer Engagement Survey, conducted by ERC on over 2,400 top performers in Northeast Ohio as part of its NorthCoast 99 program, 24% of top performers report challenging and meaningful work as the most important attribute that they seek in jobs. This attribute continues to be most important to top performers when compared to other attributes, and has been consistently ranked as most important over the past five years.
A 2011 report released by ERC shows that the average time that it takes a top performer to be promoted for the first time at employers of choice is less than 2 years.
Whether you are determining who to promote at the end of the year or creating a leadership development/training program or strategy, the most critical task is selecting the right employees. Your organization wants to be sure that it trains, develops, and promotes employees that are the most likely to succeed in leadership roles. We’ve developed a short checklist you can use to select employees for promotions or participation in a leadership development program.
If you’re grappling with low participation and minimal results in your organization’s wellness program or aren’t sure how to make your initiative more successful, you may be making some critical oversights. Here are the top 10 corporate wellness program mistakes.
The results of the 2011 ERC Pay Differential Survey show that Northeast Ohio employers tend to pay shift employees more than non-shift employees, specifically those that work second and third shifts.
Employers frequently find themselves unaware of struggling managers before they end up causing deep-seated issues in departments like turnover, distrust, disengagement, and under-performance. Here are 4 observable and measurable ways that you can determine whether your managers are struggling on the job before it’s too late.
CareWorks USA has outlined 15 action steps employers can take that will help them control intermittent claims and control costs associated with intermittent absences.
Section 408(b)(2), a 2012 regulation for retirement plan fiduciaries enacted by the Department of Labor, was effective Jan. 1, 2012. Here are some fast facts about 408(b)(2):
