Effective workforce management starts with in an accurate, efficient and user-friendly method for capturing work hours, pay rates and absences. Those critical details inform you of whether you are overstaffing particular roles, shifts or locations (or the opposite), provide a true gauge of worker performance through productivity and attendance rates, and – when fully automated – keep your payroll spend in check. In short, there’s immense value in getting the right time and attendance system.
Employers are turning to contingent workers in record numbers. Whether they’re called contractors, freelancers, or independent consultants, they make up a growing — and valuable — percentage of the workforce. Freelance, project-based workers are able to develop a more flexible and independent career path, while companies contracting with them benefit from their experience, knowledge, and labor skills without the overhead associated with permanent employees.
Managing absence and leave has never been more daunting for employers. At the federal level in the United States, for example, the Family and Medical Leave Act (FMLA) continues to evolve and expand, more than 20 years after its inception, and state legislatures are passing new employee leave laws at a historic rate. Employers with operations across multiple geographies are responsible for complying with seemingly endless leave regulations at the national, state/provincial, and municipal levels, compelling them to aggressively seek a more efficient, consistent, and complete solution to leave management.
Employee engagement is crucial to developing a loyal and productive workforce. However, companies of all sizes and across all industries struggle to maintain engagement among their employees; research from Gallup finds a staggering 87 percent of employees worldwide are actively disengaged.1 Low engagement scores can have a range of bad symptoms, including increased absence, higher turnover, lower work quality, and elevated safety risks. Poor employee engagement also impacts the company brand, making it more difficult to attract and retain qualified talent needed to advance business goals.
Employers do not want injured workers, and want to do everything in their abilities to provide employees safe places to work.
The FCRA doesn't regulate how employers use background checks but instead regulates the hoops through which an employer must jump to use legally obtain them.
Employers must remain alert regarding individuals that the employer does not view as employees may nevertheless be found to be employees.
Even though employers hold a legal privilege to provide a negative reference, the costs from potential litigation is enough of a deterrent to make negative job references almost non-existent.
Sierra Nevada HR Manager Deborah Gutman talks culture, recruiting and how the craft beer industry collaborates on talent issues.
Walk over to whichever file you keep your handbook, look for the date it was last updated, and if it is anything earlier than 2014, it’s time for a deep review.