A recent survey by CareerBuilder reveals that 70% of employers use social media to screen candidates before hiring. Just one year ago that number was only 60%. Is a person’s online persona becoming as important as their resume?
Under the Obama Administration’s National Labor Relations Board (NLRB) and the Department of Labor (DOL), two sets of rules intended to tip the scales in favor of labor organizing were published in 2011 – the Quickie Election Rules and the Persuader Rules. One of them is going away.
DOL Secretary Acosta defends Trump’s proposed Labor budget: Labor Secretary Alexander Acosta gave wide-ranging testimony on the agency’s proposed fiscal year 2018 budget.
Ban-the-Box laws were instituted with the idea that by delaying the point in the hiring process in which an employer can ask an applicant about conviction history, the applicants would have a fair chance at gaining employment, but do the laws work?
Signaling the start of the Trump Administration’s rollback of employment and labor Obama era regulations, the Department of Labor announced it is withdrawing its two guidance letters that further defined the restrictions on engaging a worker as an independent contractor.
Studies show that 89% of Glassdoor users are actively looking for or would be willing to consider a new opportunity. Yet many organizations say they have experienced a decrease in the number of responses received from their job postings resulting in trouble finding strong candidates to fill their openings. Maybe it is time to take a step back and evaluate the issues that are preventing applicant flow and successful job offers.
It’s likely fair to say that we’ve all come across a jerk or two in our work lives. In a recent survey by Connectria Hosting, 83% of respondents said they’d worked with one or more jerks during the past five years. Connectria and others have now created “No Jerks Allowed” policies for their workplaces.
As many report, the ACA is suffering because of the lack of providers and funding. Actual plans marketed by the exchanges are getting more expensive and serve primarily as catastrophic insurance. Employers, driven by the limited qualified labor market, have to offer better healthcare options to employees due to attraction and retention efforts, but even those efforts have limitations as costs are rising for the employer.
Most employer Family and Medical Leave Act (FMLA) policies restate the notice requirements and other information mandated by the FMLA posting rules. In addition, they should state any company-specific policies regarding FMLA leave. If certain issues are not specifically addressed in the policy, it may end up in the court’s hand to decide during a law suit.
ASE’s Chief Financial Officer (CFO), Gary Lovio, is retiring this Friday, June 2nd. Gary has been with ASE for 12 years and has made many great contributions while here.
It has been long said that Americans do not take as much vacation time off as their European counterparts and appear to work more and leisure less. A recent survey sponsored by Glassdoor, an online job site that also provides information on company culture for employees, found that most American workers only used half (54%) of their accrued vacation/paid time off in the past 12 months.
All offices have conflict. As people work together to solve problems, it’s virtually unavoidable. And most importantly, it’s OK. It’s how it’s handled that can make or break the effectiveness of conflict.
Health reform is back in the news for multiple reasons. The U.S. House of Representatives passed the American Health Care Act (AHCA) (H.R. 1628) by a vote of 217 to 213. This law was prepared specifically to avoid a filibuster in the Senate by using the same budget reconciliation methodology used to pass the ACA. In this way, a simple majority in the Senate can pass the law.
As the summer rapidly approaches, many employers will supplement their seasonal workforce with minors under the age of 18. While this is a great opportunity to give a youth the ability to learn work skills, employers need to be aware of the special requirements and their obligations for employing a minor.
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