Looking for ways to attract talent, some employers saw the student loan debt challenge as a potential recruitment tool and began offering student loan repayment assistance. Historically, the benefit has not been overwhelmingly popular with employers.
“I’m not joking when I say this: If you ever work with me and I hear you treat another colleague with disrespect, talk down to someone, I will fire you on the spot. No ifs, ands, or buts.” That is a direct quote from President Biden on his very first day in the White House. What if corporations took that same stance?
A fairly common technical issue found in many employer handbooks is the use of what is called the limitation of actions clause. The limitation of actions clause is a term that sets a maximum length of time an employee agrees to bring a wrongful employment action claim, complaint, or lawsuit against the employer.
Ready to join those elite 8% of people who successfully hit their goals? Where do you want to see your department at the end of 2021? Writing your goals does not have to be difficult. Base them on intention. If circumstances change, simply modify your goals.
The COVID-19 pandemic has highlighted important areas of health that were being ignored for too long, such as mental and emotional wellbeing. These areas have been drawn to the forefront for employers.
When the Consolidated Appropriations Act (CAA) was signed on December 27, 2020, it did not just fund government for the 2021 Fiscal Year but also made some changes to benefit offerings. Specifically, changes were made to Flexible Spending Accounts (FSA), student loan assistance programs, mental health and substance abuse benefits, pharmacy benefits reporting, disclosure of service provider compensation, and surprise medical billing.
On January 6, 2021 the DOL published its final rule to help employers determine whether workers can be legally treated as independent contractors (I/C) or employees of the business. If a worker is an independent contractor the business does not have to pay them minimum wage, overtime, do recordkeeping, provide benefits, or even collect employment taxes as they would if the worker is, in fact, an employee.
Happy New Year! As we enter 2021, I find myself thinking a lot about how recruiting changed in 2020, and what recruiters should prepare for in 2021. Multiple recruitment experts expect the pace of change will remain about the same over the next several months. This means another year of adjusting to a constantly evolving environment.
With more employees working remotely, which may be the norm in the future, questions arise regarding how to ensure compliance with posting requirements.
HR Trends for 2021 are predicted to be broadly the same no matter where you look – DEI initiatives, the growth of remote work, digital transformation, and HR being thrust into the spotlight. But ASE’s newest report now available in the ASE Member Dashboard, shows how ASE members are responding to those trends.
We are about two weeks into the new year, and if you have not already, this is a great time to do some housekeeping regarding your background forms and processes.
Due to the pandemic, remote work is bubbling up new wage and hour issues for employers. Is a non-exempt employee that works from home but must travel into the office during the day legally owed payment for travel time from home to office?
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