With November arriving, so has the official start of the flu season. An outbreak of the flu in the workplace can cause significant reduction in productivity. Employers should educate their employees on how to avoid the flu and how their sick policies apply should an employee get sick.
A recent survey by the American Psychological Association shows that stress in America is at an all-time high. While main sources of stress for more than 66% of the respondents tend to be about our country’s future and political issues, money and work still tend to be major stressors.
In the US employers are trying to stay competitive with basic or extended maternity leave, and more progressive employers now offer paternity leave as well. But a business in Scotland is now offering “paw-ternity” leave for new pet owners.
Just when we think we have Millennials figured out and have designed engagement and retention programs around them, in comes Generation Z. Is Generation Z really that different than Millennials?
Open enrollment season is rapidly approaching, and for many employers late summer and early fall is the time of year when benefit packages are reviewed for competitiveness. Fifth Third Bank has recently rolled out a new benefit specifically aimed at retaining employees that are new moms - a maternity concierge service.
Just to be sure you caught what the title states – millennials are quitting jobs they LIKE. A new study by Qualtrics and Accel found that 74% of millennials who like their jobs plan to leave within the next three years. Why would anyone quit a job they actually enjoy and are happy at?
Over the last several years organizations, especially in Silicon Valley, compete with each other by offering expanded parental leave benefits or unlimited PTO policies as a way to attract and retain talent. Over the last several months the newest growing trend in leave benefits is offering expanded time off for bereavement.
CareerBuilder recently published a study that sees 8.1 million new jobs being added to the U.S. between this year and 2022. This will be slightly offset due to projections that in the same time frame over 302,000 jobs will go away. This creates a net U.S. job growth of 5% over the next five years.
Companies can no longer compete for talent with traditional offerings and expect new hires to stay long term. In a 2016 iCIMS study, 400 U.S. full-time employees were surveyed to discover the factors that lead to job satisfaction as well as motivations for leaving an organization.
Last month the Bureau of Labor Statistics released the results to its 2016 American Time Use Survey. It reported that in 2016 the percentage of employed people who did all or some of their work from home dropped slightly from 2015 to 22%.
Non-compete agreements are a common employer approach to protecting their business from customer poaching, losing business process secrets, and losing valuable employees. These agreements have always been somewhat controversial because they can be used to restrict employment opportunities.
According to the Project: Time Off report, The State of the American Vacation 2017, it appears that Americans might finally be starting to use their vacation time. For years, vacation time usage has been on the decline in the U.S., but the 2017 report shows some optimistic results.
The salary history question has become quite controversial in recent months, and some cities and states have created laws around it. It used to be an expected question during the interview process, but there is debate over whether the question is a fair one and could cause pay inequality to prevail as women progress through their careers.
Productivity, collaboration and innovation is a difficult proposition for many employers. For those employers that have telecommuters, many have used and/or developed internal tools from Instant Messaging to blogs to internal LinkedIn type pages to encourage teamwork, camaraderie, and innovation within the workplace. However, the tide appears to be turning.
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?
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