Having diversity programs in place is not sufficient. Companies must go beyond to ensure the office is welcoming to all employees.
Employers appear to be wary of the federal guidelines released this month.
Overcoming barriers to learning and development: Most organizations strive to develop the skills of their employees to prepare future leaders, execute business strategies and initiatives, and retain high-performing individuals. And yet, most leaders shy away from having discussions about performance and, in particular, conversations about learning and development. In this white paper, Development Dimensions International (DDI) and Halogen Software take a closer look at what prevents leaders from around the world from learning and applying new skills and behaviors. The white paper explores ways to overcome these barriers, as well as best practices in developing and executing learning plans.
Employers must be cautious in dealing with reports of possible FLSA violations.
Employers using nondisclosure clauses should ensure that they are obtaining the maximum protection possible.
More than 20 years into the age of the World Wide Web, online recruiting long ago replaced the print newspaper help-wanted ad as the venue of choice for recruitment. But many employers are still struggling to figure out the optimal way to use the Internet and the fragmented world of job boards, job “aggregators” and social media sites so they can source the best candidates at the least cost. Recruiters and consultants experienced in these spaces suggested some answers in a series of interviews in late 2015 conducted by Bloomberg BNA.
There are unique issues facing companies in the growing “on-demand” or “gig economy.” The gig economy describes employment opportunities typically created on a contract basis, often through web-based applications. They feature flexible or short-term work arrangements for consumer services such as ride sharing or food delivery. Companies in the gig economy, thus far, have relied on an independent contractor employment model to fill these positions. However, this new employment relationship presents human resources with new challenges. This Bloomberg BNA white paper offers HR guidance on how to manage a workforce that increasingly demands autonomy and customized work arrangements, while offering best practices for HR professionals working in the “gig economy.”
The business world is undergoing dramatic change, and it is impacting the way associations operate and serve their members’ needs. Organizations that cling to traditional methods of communication, learning, networking, and certification will find themselves challenged in their ability to deliver value to an evolving membership profile.
With more states providing protection for transgender employees, here are steps that employers can take to foster a safe office environment.
Each year, U.S. employers give up more than $100 billion in lost productivity from employees experiencing behavioral health disorders. Fortunately, new technologies are improving employee access to treatment and enabling companies to optimize their healthcare investments. In this paper we explore just how big the behavioral healthcare problem is and the new solutions forward-thinking companies are adopting to address it.
Are you struggling to take control of your enterprise healthcare spend? If so, you’re not alone. In this report from Forrester Consulting, you’ll learn why leading U.S. companies rank healthcare cost management a top priority for 2015 and discover the innovative new solutions they’re adopting to help solve the healthcare crisis.
A collective action of correctional officers alleged that under the FLSA, they should be compensated for the time they cannot leave the prison and must remain in uniform.
Read this whitepaper to get an inside look at the six highly effective strategies we see benefits leaders using to optimize their benefits and achieve lower cost, improve outcomes, and increase benefits satisfaction.
If you’ve ever heard your employees say they “weren’t aware” of a benefit or “didn’t hear” about a meeting, maybe what you have is a “failure to communicate.” It’s time to try something different. Download our ebook of tips and best practices and get practical advice about communicating more effectively with your workforce.
The Supreme Court ruling expands the rights of employees to sue their employers for failing to be diligent in the monitoring their retirement plans.
Believe it or not, employers can influence the choices their employees make regarding healthcare. In fact, it’s one of the most effective ways to manage costs and maintain a healthy and productive workforce.
In this eBook, we’ll explore the shifting landscape of corporate learning and development. Specifically, we’ll explore the rapidly changing dynamics of the corporate workplace, investigate the learning needs, desires and demands of tomorrow’s workforce, and examine the emerging tools, technologies and methods that aim to meet these new demands.
The NLRB views online expressions of dissatisfaction with an employer as potentially protected concerted activity, or the equivalent of a group of employees discussing labor issues.
In this conversation, we speak with Michelle Maldonado, Associate Vice President of Corporate and Strategic Relationships for American Public University about the fundamental principles of Conscious Capitalism and how they are shaping the modern workplace and the next generation of leaders, educators, culture and community.
Retailers or other employers using the practice of on-call shifts should carefully review each state’s laws where they do business.
With the rise of mobile technology — and especially smartphone technology — users are driving adoption and seeking out new ways to learn and gather information. Adapting mobile technology to fit the needs of the HR realm, organizations need only to embrace the devices people already carry in their pockets. Companies must remain vigilant to keep their data safe by taking proper precautionary steps they can harness the power of mobile learning and educate their employees anytime, anywhere.
As workplaces become more complex, the role of the human resources department has evolved from a tactical to a strategic one. No longer tasked with only ensuring compliance, today’s HR has a seat at the executive table, with CHROs being asked to take on more bottom-line responsibility.1 tasked with both improving workplace culture and increasing innovation within the organization. Aided by the latest technology, today’s HR aims to help the business achieve its operational goals.
Get out the broom: Potential discrimination can’t be swept under the rug without fear of retaliation anymore.
Voluntary benefits are becoming an increasingly integral part of the “new” employee benefits package. Because they come at no cost to you, they can be a great way to meet many of your HR goals with minimal effort. But where do you start? Purchasing Power’s latest white paper takes a look at the current state of the benefits landscape, employer and employee views on voluntary and ways you can help your employees make smart benefit decisions just in time for enrollment season. Download this whitepaper to help take your voluntary benefit strategy to the next level.
Midsize companies face the same HR challenges that larger enterprises do. The main difference? Midsize companies have fewer resources to address those challenges. Although you still need to maintain tight control over financial management and business performance, you are at the strategic heart of the organization and have a large stake in IT investment decisions to support the development of the most important resource: your people.
So what exactly does effective workforce management entail? In the broadest terms, workforce management encompasses all the activities needed to maintain a productive and cost-effective workforce. This means tracking time and attendance, managing absences and leave, coordinating projects and tasks, and implementing schedules to ensure that the right labor mix is available at the right time to meet evolving business needs.
How could we carve out internal career paths for developing women in leadership? —No Glass Ceiling Here, finance/insurance/real estate, New York City
I have a question regarding the 1,000-hour vesting/participation requirement related to disability: Employee A works 400 hours as an active (regular) employee. At that point, the employee gets a temporary disability (because of nonwork related activities) and no longer performs work, but is not terminated and remains an employee. In this case, does the 1,000-hour rule get waived since there is a disability? Or does it stay in place since there was no termination event? Thanks for any help/insight. —Counting the Hours, assistant controller, construction trades, Rancho Dominguez
About one-third of our 650 employees work remotely from home offices. As a result, hiring people who are self-starters is important. What is the best way to assess whether a candidate has the initiative to work with minimal supervision? Are there any tools that could help us? —Unmotivated Need Not Apply, quality control specialist, software/services, Fort Lauderdale, Florida
Reader Dennis Barbeau explains his problem with time clocks saying the message is 'I don't trust you.'
Why You Need a Dedicated Time and Attendance Solution: Functionality Not Available in Your HCM Suite
Human resources managers are under increasing pressure to demonstrate line-of-business accountability in areas such as talent management, core HR, benefits administration, time and attendance, and payroll. In an effort to streamline processes and cut costs, many employers are turning to all-in-one human capital management (HCM) solutions. Yet, these all-inclusive systems may lack the deeper functionality and visibility you need to enable strategic decision making and more effectively manage your labor spend.
Many employers believe that time and attendance systems only apply to nonexempt employees, a historical view that overlooks many important compliance and operational benefits of total coverage. While nonexempt employees often have more complex attendance and pay policies than their exempt colleagues, and are subject to stringent regulations such as overtime under the Fair Labor Standards Act, these top-of-mind issues are just a few of the factors employers should keep in mind when designing workforce practices. Taking a broader view of wage and hour issues reveals that there are many good reasons for managing all employees in a single system— including your exempt staff.