Currently, the Coronavirus is slowing down in China but is seeing increasingly greater spreading to other parts of the world. As of Monday, Chinese official figures released showed there had been 409 new cases of the Novel Coronavirus and 150 new deaths from the outbreak in China, bringing the total confirmed cases to 77,150, with a cumulative death toll of 2,592.
Staying at home may be the best way to get the most done at work, according to a new Korn Ferry survey of professionals regarding working virtually.
In the 2018 article, The Gig Economy-Is Employment in the U.S. Changing?, we discussed the details of a trending form of employment that was sweeping the U.S. workforce. The article described a study by Intuit predicting that by 2020, 40% of American workers would be independent contractors.
Shadow boards are a new concept where organizations put together a group of non-executive employees that work with senior management on strategic initiatives. They help organizations solve two problems – disengaged younger workers and keeping up with changing market conditions.
ASE is monitoring Michigan’s experience with recreational marijuana and its impact on the workplace. Though not providing too much in the way of new information a recent article provided by CCH Ideas and Trends puts a finer point on employer compliance responsibilities in states where recreational marijuana use is legal.
We often think about young people, and in particular, teenagers, as being negatively affected by social media. However, social media is also having a negative impact on adults, and in some ways, is negatively impacting the workplace.
It’s anyone’s guess. Just last week the parties to the EEO-1 Component 2 lawsuit agreed that collection can stop. The trial court’s order last Monday February 10th stated that as of February 6, 2020, 88.8% of eligible filers have submitted EEO-1 Component 2 data for calendar year 2017, and 89.6% of eligible filers have submitted such data for calendar year 2018.
From technology to employee and applicant expectation, HR is never going to be the same. And depending on the administrations, additional costs and burdens will have to be accounted for, while working with a much smaller staff and budget. An election is coming up again-2016 déjà vu it seems. Technology is moving so fast, and budgets cannot keep up.
It may not be that widely known, but ASE has implemented remote working schedules for up to 75% of its staff. This is allowing ASE to downsize its total brick and mortar footprint, reduce facility costs, and also expand our reach to serve our members more directly for our training and networking programming.
McLean & Company’s 2020 HR Trends Report indicated that in their drive to support others, HR professionals too often neglect their own development and challenges. HR stress levels are increasing, and more varied and holistic HR development is required to keep pace with changing needs. Organizations that help HR professionals develop their skills and manage stress have more effective HR departments.
With today’s tight labor market, employers are turning over any stone they come across to find the next benefit program that allows them to attract and retain employees. Remote working and flexible work environments do not have the same enticing properties that they did even a few short years ago since these programs are now becoming an expected benefit by many employees rather than a perk.
Whether your team won or lost on Sunday, Super Bowl LIV may seem to be a distant memory; however, a recent survey conducted by Workforce Institute at Kronos indicates that effects of Super Bowl Sunday are not memories, but rather an event that can wreak havoc for your company for quite some time. Monday, February 3rd, was the largest-ever anticipated day of Super Bowl-related absenteeism since 2005.
In 1987 the Ontario government passed the Pay Equity Act (PEA). The Act describes the minimum requirements for ensuring that an employer's compensation practices provide pay equity for all employees in female job classes. It is only a gender-based discrimination law. The purpose of this Act is to redress systemic gender discrimination in compensation for work performed by employees in female job classes.
Many Americans are worried about the economy, and a growing number see it as a potential threat to their job security. This economic anxiety has created a sense of complacency, forcing many workers to remain in their current position despite dissatisfaction and even mental health risks.
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