One of the many policies human resource departments develop and implement involve employee sick leave.
Paid sick days are usually offered by an organization as part of their benefits package.
- In some companies, employees are given an allotment of days to use throughout the year.
- There are other businesses where paid sick days are accrued over the course of the year and can vary based on years of service. Read more…
It’s a job seekers market, but hiring managers haven’t yet fully adjusted to the change, with 40 percent of them taking almost a month to make an offer, only to find out in many cases that their candidate is turning them down.
Better than 8 in 10 of the MRINetwork recruiters participating in the semi-annual MRINetwork Recruiter Sentiment Study said today’s employment market is candidate-driven, a 25-point jump from the 2012 study.
That means the professional, executive, and managerial candidates, who are the majority of those recruited by MRI franchise offices, can be more demanding when it comes to the nature of the work they want, the companies they’re willing to work for, and the compensation and benefits they’ll accept.
In the MRI survey last fall, recruiters said 42 percent of their candidates who got an offer turned it down. In the current survey, recruiters reported that in almost a third (31 percent) of the turndowns, the reason is another offer. Read more…
The Seattle Seahawks throttled the Denver Broncos (my home team) in the Super Bowl earlier this year.
Yet, these two teams were, arguably, the most aggressive in signing free agents to upgrade their teams during the off-season and both are odds-on favorites to repeat as the teams in next year’s big game.
That’s because when it comes to acquiring top talent, champions are never satisfied with the status quo. The best organizations are always seeking to get better by upgrading each and every position whenever they can. Read more…
Picture the scene:
Your company doesn’t have enough money in the annual merit spend budget to grant more than an average 2 percent increase to employees, so the powers that be decide “let’s give everyone a flat 2 percent increase and call it a day.”
Has this happened to you? The practice is what some would call a “pay-for-pulse” strategy, where if you haven’t been fired on the date of the scheduled increase, then you’re going to get a raise.
Every warm body who occupies a chair at that time will receive an increase — just because. Read more…
In the last 12 months I’ve been to 73 cities in 19 countries, working with our global clients about the advantages of using online benefit management and employee engagement software.
Along the way, I’ve picked up some interesting facts, figures and anecdotes regarding employee benefits management strategies. These are high-level observations and therefore should be taken with a pinch of salt.
I know how infuriating it can be to have your country or region generalized. For example, you can’t talk about the American economy in high-level terms: Read more…
By John E. Thompson
We wrote some time ago about a lower federal court’s determination in Glatt v. Fox Searchlight Pictures that at least two unpaid interns were “employees” for federal Fair Labor Standards Act purposes.
This ruling is now being reviewed by the New York-based Second U.S. Circuit Court of Appeals (with jurisdiction over Connecticut, New York, and Vermont). The U.S. Department of Labor has submitted a friend-of-the-court brief in which it supports the lower court’s decision.
The Labor Department’s filing provides some interesting insight into its views about when an intern is an “employee” for purposes of the FLSA’s requirements. Read more…
By Annie Lau
As the global market grows seemingly smaller, more and more companies are expanding their reach around the world.
Some companies send U.S. employees overseas, while others hire locally, or even utilize local independent contractors. As in the United States, companies must be mindful of the risks involved when hiring independent contractors in their international operations.
While different countries have different levels of scrutiny when it comes to determining who is an independent contractor and who is an employee, many of the principles remain the same. The main questions deal with the company’s control over the person’s work. Read more…
Ban the box has gone viral.
And while the removal of this little check box has potentially made life easier for job seekers with a criminal past, it has created much confusion and frustration for employers.
If you haven’t been in the loop, “ban the box” is the catchy phrase that refers to removal of the check box on a job application asking whether a candidate has been convicted of a crime. Ban the box shows no signs of slowing down, and it’s creating new headaches, not to mention real risks, for employers across the country. Read more…
By Ilyse Wolens Schuman
The Equal Employment Opportunity Commission has issued new enforcement guidance on pregnancy discrimination and related issues, despite reservations expressed by some EEOC Commissioners.
In general, the five-part guidance explains Title VII‘s prohibition against pregnancy discrimination, describes individuals to whom the Pregnancy Discrimination Act (PDA) applies, discusses the expanded definition of “disability” under the Americans with Disabilities Act (ADA) and how it applies to pregnancy-related impairments, and sets forth examples of best practices and reasonable accommodations.
The guidance was approved by a 3-2 vote along party lines, with Commissioners Constance Barker and Victoria Lipnic voting against it. Read more…
If there is one thing I hate in HR, it’s when I hear other HR Pros try and make HR seemingly overly complicated.
Look, we aren’t launching the Space Shuttle, we’re only trying to get good people to come and stay at our organizations. It’s not rocket science, it’s people science, and it’s probably less science and more common sense.
In fact, we could call your HR strategy, People Sense! But, that’s sounds like a bad HR tech company name. Read more…