It was thought by the founders that if the government was divided, it would likely be a push towards bipartisanship and compromise – a check and balance. But in recent times, bipartisanship on major issues has become extremely political.
If an employee goes off on military leave, is the leave paid or unpaid? It depends on how the company covers other comparable leaves for non-military reasons.
Intermittent FMLA is one of the most difficult issues for HR professionals. It can be difficult to manage, and personal liability could attach if they interfere with FMLA leave. Therefore, a conservative approach is recommended. However, a recent Federal 6th Circuit of Appeals case (which covers Michigan) may provide some helpful guidance.
Pay transparency is a rock rolling downhill that is picking up steam. A number of jurisdictions have pay transparency laws with Illinois the latest state to require it. The findings of a recent survey by Talent.com of 2,000 employees shows that 98% of job seekers in New York City want to know a position’s salary before they apply. A Monster research project had similar findings, and 53% said they wouldn’t apply for a job without pay transparency upfront.
Artificial Intelligence or AI is becoming more common in a variety of HR practices, especially on the recruitment side of HR. At the same time, it is being bandied about by a variety of government organizations as being a hinderance to applicants and employees.
Affinity Groups, Employee Resource Groups (ERGs), and the like are hallmarks of diversity programs. Specifically, ERGs could consist of a variety of identities from African American, Hispanic, disabled, women, LGBTQ, and more. 90% of Fortune 500 companies have been reported to have at least one. Those who participate in ERGs believe they help move the needle with equality and inclusion in their workplaces.
A new survey by Forbes found that 8% of respondents left a job they liked to seek better health insurance. Another 20% decided to get a full-time job instead of a part-time job so they could get coverage. 31% of respondents with employer-sponsored insurance said they stayed with a job they disliked for the company’s health insurance.
In a time when labor hoarding is occurring in some sectors, yet in others, layoffs are happening, employers with H-1Bs need to follow a process or it could be a costly mistake in which an H-1B is not found to be properly terminated.
Although a number of new laws started January 1, there are three that stand out for HR professionals outside of all the pay transparency laws. These three laws were encompassed in the FY 2023 Omnibus Spending Bill, and all had bipartisan support.
Men want much higher salaries than women when switching jobs: The amount of money workers are demanding to switch jobs has been rising rapidly, recently hitting an eight-year record amid high inflation and the prospect of a recession.
Although it would be expected that the ending of the year should be a quiet one, the Biden administration is going out with a bang that will cause some heartache for employers. Below is a listing of some of the changes to expect going forward.
A recent U.S. 9th Circuit Court of Appeals case addressed this very question. In Cadena et al. v. Customer Connexx LLC et al., No. 21-16522 (9th Cir. Oct. 24, 2022), the court had to determine when computer boot-up time is compensable.
The Office of Federal Contract Compliance Programs (OFCCP) has submitted a new scheduling letter and itemized listing for review by the Office of Management and Budget (OMB) under the Paperwork Reduction Act (PRA). The present scheduling letter expires in 2023.
On June 15, 2020, the Supreme Court ruled that Title VII of the 1964 Civil Rights Act protects LGBTQ rights (Bostock v. Clayton County Georgia, No. 17-1618 (June 15, 2020)). Before the decision, 21 states had their own laws prohibiting job discrimination based on sexual orientation or gender identity, and seven more provided that protection only to public employees. Michigan just recently added itself to the list.
Although diversity and DEI programs have proliferated, many question the effectiveness of these various programs. It’s a booming industry. There are more diversity professionals today than anytime in the past. Are they making an impact?
There have been a number of studies showing that employees value and trust their direct supervisor’s messaging more than the 2nd line or even the CEO. The direct supervisor is a constant in their lives and likely to experience what they experience when they hear upper-level leaders talk. In engagement studies, communication and trust are generally the lowest rated items.
Year in and year out, buzzwords seem to take on a life of their own. They do have benefits – buzzwords or corporate jargon often unify employees as a team. Some employers even publish a list for employees to look up and understand when acronyms and buzzwords are widely used.
Earlier this year, the U.S. Supreme Court ruled in Dobbs v. Jackson Women's Health Organization that abortion and access to abortion is not a constitutional right and reverted back to state laws for determining the legality of the procedure. In other words, only states have the power to regulate abortion and access to it.
Who wants to deal with employees always opposing or dismissing the actions of an employer? No one wants to consistently hear negative feedback. No one wants to hear “I told you so” either. Yet naysayers play an important role in the organization, and if harnessed properly can add value to leadership messaging and actions.
The current U.S. Supreme Court endorses workers’ rights when it comes to expressing religious values at work. In the last term’s case of Kennedy v. Bremerton School District, No. 21-418 (2022), Kennedy was a football coach who kneeled and prayed on the 50-yard line after a game. He was suspended by the Bremerton School District in the state of Washington for whom he worked.
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