The U.S. Equal Employment Opportunity Commission is now requiring most EEO-1 filers to submit compensation data and hours worked as part of their EEO-1 reporting obligation.
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Here are some ideas to consider as you create your rehiring policy and procedures.
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The law creates potential exposures and legal implications for employers.
Major ransomware operation shuts down, third-party breach impacts 12 million patients, U.S. ramps up cyber-attacks, and more.
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Being family friendly can do wonders for employee retention and recruiting, and few benefits can help employers build their reputation better than a paid family and medical leave program. Employers who don’t offer the right paid leave program are at risk of losing the war for talent.
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A lot of attention has been paid to the new Wage Notice requirements of Minnesota’s revised wage theft laws. However, there are two other new administrative requirements you may not have read much about: 1) New information that must be including on employee paystubs, and 2) A requirement to keep specific records regarding which personnel policies each employee has received, and when they were distributed to each employee.
If you are an EEO-1 filer, you probably already know that you may have an additional reporting requirement this year relative to your existing EEO-1 reporting obligations. Called Component 2 data, the U.S. Equal Employment Opportunity Commission (EEOC) is now requiring most EEO-1 filers to submit compensation data and hours worked as part of their EEO-1 reporting obligation by September 30, 2019.
Last fall, we presented you with some of the changes in state marijuana laws and what implications they could have in the workplace, and this spring we debated whether medical marijuana could be covered under your company’s medical plans. In the few short months that have followed, we are seeing more legislation either allowing the use medical marijuana or legalizing the recreational use of cannabis. This recent flurry of activity begs the question, “Are all the marijuana prohibitions going up in smoke?”
On June 21, 2019, the Minnesota Department of Labor & Industry released a sample Wage Statement and related FAQs about the Wage Theft law. This article has been updated to reflect the new information available. The law goes into effect on July 1, 2019, and will require you to change a number of your payroll and documentation practices as a result. Employers should decide how they are going to update their paystubs and how they are going to implement the Wage Statement requirements (e.g., who is going to get them, how often you’ll update them, etc.).
Our country’s workforce has changed significantly over the last few decades. Dual-earner households have been trending upward, and the majority of mothers with young children are now in the labor force. Some fear that this represents a shift toward an increasingly untenable work-life balance for parents who must choose between their livelihoods and being physically present for their kids or family members in need. Given that the U.S. is the only industrialized country without a national paid leave mandate, it falls to employers to help their people raise families while sustaining a profitable business.
The question is relatively straightforward: How do you as an employer offer salaries and compensation structures that are attractive to employees, while still promoting your organizational profitability? The answer is simple: salary benchmarking. Understanding the process is considerably more complex.
Rehiring employees can be beneficial to your organization, especially if they were strong contributors. You could save time and money since they are familiar with your business, and you do not need to provide them with the in-depth training required for onboarding new employees. Here are some ideas to consider as you create your rehiring policy and procedures.
While turnover is a natural consequence of having employees, many of our clients are frustrated by what they consider to be excessive turnover. There is no question that turnover costs companies a significant amount of time and money, cutting into resources and profits. So how can you determine whether your turnover rate is consistent with natural attrition or whether it is excessive and needing to be addressed?
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