As I see it, the only way to minimize the cost of FMLA is to 1) maintain the right number of trained employees to minimize the impact of a critical employee taking unplanned FMLA; 2) manage FMLA by the book so that only employees who qualify for it can get it; and 3) know your critical employees and pre-plan your company response to an unplanned loss under different scenarios. Have I missed other ways of minimizing the cost of FMLA?
What executive compensation options seem to be the most successful in driving productivity balanced with the company’s best long-term interests?
My company needs to cut costs immediately, but would rather not fire any employees. Cutting salaries is an option and so is furloughing. How far can I really cut salaries and how does furloughing affect employee benefits?
Don’t dismiss these people out of hand. Dig deeper to learn what their goals are. You might find a mutual match by taking the extra time.Read More
Establish a network; align it with the business strategy; create early wins; invest in it; assess the impact.Read More
Start by examining the links between the jobs, the internal strengths and weaknesses, and the external opportunities and threats.Read More
Not even federal agencies provide a good definition of what constitutes an applicant. But there are steps you can take, and software systems you can use, to better manage the flow of resumes.Read More
Help the manager understand the importance of letting the employee take ownership of the projectRead More
The first stage is to unwind the current plan. The second stage involves educating employees to the new date and other plan changes.Read More
Letters about pairing up people to room together on the road.Read More