“I am so thankful that I got this new job. I now work for a non-profit and we are spearheading all these new initiatives, connecting children and health care. I am on a mission. Never been so excited about a job before from my past of working for profit companies.”
This email message came to me the other morning from one of my colleagues in the U.S. I am hearing more of this type talk from people over the last few years.
This brought me back to a time one of our rising executives quit a promising job and career because her dream job materialized — one that would allow her to work with animals. At the time, I was sitting there listening to this and in the back of my mind, I just did not get it. Read more…
By Eric B. Meyer
I intended to begin the week with a post about a company’s legal obligation to predict — yes, predict — an employee’s mental fitness for duty.
Then, I started on a brief tangent on Ellen Pao, the former partner of a Silicon Valley venture capital firm, who just lost a highly-publicized gender discrimination claim against said former employer.
And a few hundred words later, that brief tangent became its own blog post — this one. (If you want a wild lawsuit brought by an airline captain who claimed that his former employer was negligent by failing to predict that he’d have a manic in-flight episode, come back tomorrow). Read more…
When it comes to benefits and perks, what is it that everyone really wants in today’s world?
Time! More time.
How can you give this gift to your extraordinary performers? Here are two ideas: Read more…
A few months back I attended the HR Technology Conference, where I saw one speaker after another state with great confidence, “Of course we all know that the No. 1 driver of employee engagement is…” as if imparting a definitive piece of wisdom on the audience.
Problem is, the first speaker said it was culture, the second said it was compensation, and the third said it all came down to the person’s manager.
Of course, they can’t all be correct. Or can they? Read more…
“Employees are our greatest asset” has become such a hollow phrase, any marketing department still including this language in its company’s promotional materials should be ashamed.
As someone once said to me, “However, unfortunate, the bigger reality [is] … employees are an expendable resource.”
Now, I had to think about this statement for a while, because — could this really be true? Can people be expendable? Or is that just a convenient lie we tell ourselves to justify treating them as though they were? Read more…
Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.
Let’s be clear, the most useless HR activity is Performance Management. Hands down.
But since I have been an enthusiastic beater of that horse already, a close second has to be the Exit Interview.
Let’s review all of the reasons for their sacred cow status: Read more…
One statement sure to raise my ire when discussing the Power of Thanks in the workplace is: “They get paid to do their job. That’s recognition enough.”
It’s a patently false statement. Pay and recognition serve very different needs, but they are in a symbiotic relationship when it comes to fulfilling those employee needs.
All the recognition in the world won’t help resolve an underpaid employee’s base needs in terms of Maslow’s Hierarchy. And pay raises, consistently and appropriately given, won’t meet the higher-order employee needs, either. Read more…
Got a high-deductible health plan? The kind that doesn’t pay most medical bills until they exceed several thousand dollars?
If so, you or your employees are foot soldiers who have been drafted in the war against high health costs.
Companies that switch workers into high-deductible plans can reap enormous savings, consultants will tell you — and not just by making employees pay more. Total costs paid by everybody — employer, employee and insurance company — tend to fall in the first year or rise more slowly when consumers have more at stake at the health-care checkout counter whether or not they’re making medically wise choices. Read more…
By Michael J. Lotito
This week, National Labor Relations Board Chairman Mark Pearce and General Counsel Richard Griffin, Jr. came under fire from a sharply divided group of House members during a budget subcommittee hearing.
Members pressed Griffin and Pearce on the recent string of NLRB policies that will have a significant impact on labor policy and the ability of employers to manage their businesses.
In their opening statements, Pearce and Griffin reiterated that the NLRB has had to do more with less in recent years, and that the work they do is critical to ensuring that labor groups and employers treat each other appropriately. Read more…
By Eric B. Meyer
Yesterday, the U.S. Supreme Court kinda, sorta clarified pregnancy accommodation rules at work.
I’ll do my best to sort it out for you.
Let’s assume that you have a pregnant employee who tells you that she has a lifting restriction. In the past, you have accommodated employees with disabilities who had similar lifting restrictions. You’ve also done the same for folks who got injured on the job and others who lost their U.S. Department of Transportation (DOT) certifications.
If you don’t provide the same accommodation to the pregnant employee, have you violated the Pregnancy Discrimination Act (PDA)? Read more…