Here’s something you probably knew was coming, but now you have the data to back that feeling up.
This week, SHRM released a survey that shows that flexible work arrangements have not only gone mainstream, but seem to be both successful and growing.
Here are the key findings:
- Most flexible work arrangements (and SHRM identified 16 different types) are successful with 73 to 92 percent of HR professionals reporting that they were somewhat or very successful. Read more…
By Eric B. Meyer
One employer appears to have screwed up royally, which seems to be part of a trend this week.
Yes, there are several things you don’t want to do if an employee reports a noose in the workplace, among them:
Reports from the Federal Reserve say that a shortage of skilled workers in a variety of trades are showing up here and there across the U.S., putting upward pressure on pay.
Employers are having to pay more to attract workers in construction and manufacturing in several parts of the U.S. In parts of the Midwest, mid-Atlantic region, and the Northern Plains states, transportation workers are seeing somewhat higher pay. And in New York the number of workers quitting to take higher paying jobs is on the rise. Read more…
I harp on my peers when I speak about our role as HR Pros.
I tell HR Pros it is not our job to eliminate risk; it’s our job to advise about risk, then let our executives make choices based on that perceived risk, with our influence.
It sounds really good when I say it live! It sounds thought provoking and wise. People, take notes.
I might be wrong about all of it, though. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Have you ever wondered what your CEO really thinks about employee engagement?
Many of us have, and new research from the UK’s Ashridge Business School provides some answers.
The study found CEOs had a pretty good idea of what employee engagement is and what it could do for their organizations. They view engagement as a strategic narrative (and ongoing dialogue) within their organizations that creates emotional connections and purpose for employees. Their view of the end result is a culture where people choose to give the very best of themselves at work. Read more…
HR Strategy? No, People Strategy
What’s the difference? I’m so glad you asked!
I don’t think that there is anyone in the human resources profession who doesn’t yearn to be “strategic,” but what does that really mean? Read more…
Fall is enrollment season for many people who get insurance through their workplace.
Premium increases for 2015 plans are expected to be modest on average, but the shift toward higher out-of-pocket costs overall for consumers will continue as employers try to keep a lid on their costs and incorporate health law changes.
Experts anticipate that premiums will rise a modest 4 percent in 2015, on average, slightly higher than last year but lower than typical recent increases. Read more…
By Asha A. Santos
Massachusetts’s new domestic violence leave law – which became effective on Aug. 8, 2014 – created new obligations for Massachusetts employers of 50 or more employees.
Covered employers must permit an employee to take up to 15 days of leave in any 12-month period when the employee or a family member of the employee (as defined in the law) is the victim of abusive behavior. Read more…
Last week, Microsoft CEO Satya Nadella gave some spectacularly bad advice to a group of women at the Grace Hopper Celebration of Women in Computing conference in Phoenix.
It’s not really about asking for the raise but knowing and having faith that the system will actually give you the right raises as you go along,”
I was originally supposed to be at this event, and it’s probably a good thing that my plans changed because I think I would have had to be physically restrained to not run up on the stage and shout, “He’s wrong! Please don’t do this!” Read more…
By Eric B. Meyer
My Facebook and Twitter feeds were blowing up yesterday with links to articles at NYTimes.com, The Huffington Post, and Jezebel about how the Jimmy John’s sandwich chain supposedly makes its sandwich makers and delivery drivers sign non-competition agreements.
These agreements purport to preclude employees from working for certain nearby competitors for two years after their employment with Jimmy John’s ends.
I’m not going to comment specifically on Jimmy John’s and its purported practice other than to say that I work in Philadelphia and it would be sacrilege to let a “sub sandwich” pass between these lips. But, I do have a few general pointers from employers about restrictive covenants. Read more…