Calif. Employers Have Another Reason to Scrutinize Settlement Agreements
USCIS Releases Guidance for H-4 Employment Authorization
NLRB: Kellogg Impasse, Lockout Violated NLRA
Bosslift Makes Connection Between Employers and National Guard, Reservists
Injunction Against President's Immigration Action Remains
What Can HR Learn from the Ellen Pao Trial?
Expanding Employee Referral Networks Increases Competitive Advantage
Employers Adopt New Models for Managing Diabetes
Take a Lesson from Baseball: Mental Toughness Predicts Success
Respiratory Protection Program Toolkit Released
In about a month, individuals will be heading to Las Vegas to attend the 2015 SHRM Annual Conference. This will be my 15th SHRM Annual Conference, and, based on my years of experience, here are the things you do NOT want to do while attending.
One of my clients is the CEO of a small business that was doing very well. The business had been around for 20 years and had grown to a modest level in that time. At one point she felt the growth had become too stagnant and she felt she needed to make some changes in order to take the business to the next level. The problem was that those changes were bound to anger some of her staff.
And she was a people pleaser.
Because the Faragher affirmative defense to illegal harassment grew out of the seeds we planted in my amicus brief for SHRM in the United States Supreme Court, I treat harassment policies and their complaint procedures with extra tender love and care. If the Human Resource Professional is going to be the gardener who prevents internal harassment complaints from growing into lawsuit weeds, every word in the policy must be chosen with the knowledge that it will be placed under a microscope by your employees, your employees’ a
Total Rewards Trends for the Next Five Years
Groups Urge IRS to Exclude HSAs from Excise Tax
Insurers Expect Larger Premium Rise for 2016
How to Accommodate Menopause at Work
When and How Should HR Step into Violent Situations?
Congrats – You’ve been promoted! Oftentimes, when you accept a new role at your current company, you will find yourself caught between your old duties and your new duties. As in any new role, there is likely a defined transition period - typically between 2-3 weeks. But what happens when your old team comes to you on day 2 of your new role and asks you to take care of something for them? It’s important to understand when and how to say no to your old team.
Just because “everyone” used to do something doesn’t mean it was the right or smart thing to do.
That’s one of the good things about humanity – we often (although certainly not always) improve many aspects of our lives as the earth keeps spinning.
Consumption of unhealthy diversions such as sugar-loaded cereal, soda and cigarettes is way down.
Value Hard to Find
If we can get smarter about what we devour, we should be able to do the same with the disdained annual performance review. Thankfully, we are.
OSHA's Heat Safety App Updated for iPhones
After New Overtime Rule, Employers Will Seek Ways to Lower Labor Costs
10 Tips to Comply with Upcoming Sick Pay Mandate
One in Four Workers Miss Out on Full 401(k) Match
Study Examines the Importance of Globally Competent Leaders
The mobility landscape has evolved signiﬁcantly in the past five years. Businesses are increasingly looking outside of their home markets to broaden their talent pools and place key skills where they are needed most. This also means that as companies expand to beyond their home markets, talent mobility can be the key competitive differentiator for success.
It’s important for HR professionals to know and understand the ramifications of workplace violence to reference not only on the human level, but also concerning employer’s workers compensation and liability coverage for such acts. Other legal issues loom large, too,
Court Rules Delayed 911 Call Willful Violation
Employees Want Help Deciding How Much to Save
Laser Tag Outlets, Doggie Dude Ranches Vying for Teen Workers This Summer
The Los Angeles City Council voted on May 19 2015, to raise the city’s minimum wage from $9 to $15 by 2020.
The council voted 14-1 to phase in the wage increase over five years. It will rise to to $10.50 in July 2016, to $12 in 2017, $13.25 in 2018, $14.25 in 2019 and $15 in 2020. Starting in 2022, annual increases will be linked to inflation.
Staffing Agency's Recruiters Ruled Exempt
Promoting Wellness Takes More than Incentives
At Hilton, a Private Exchange Lowered Costs, Upped Satisfaction
2016 Will Be Costly Year for ACA Compliance, Employers Say
Is the Millennial Approach to Diversity Troublesome?
Manufacturers are facing big problems when it comes to recruiting enough top-tier factory workers, but there’s a fix few employers think about -- #workflex.
Mass.: Attorney General Delays Implementation of Paid Sick Time Law for Many Employers
What If an Employee Admits Prior I-9 Documents Were Fake?
What Are the World's Most Admired Leadership Traits?
'White Appreciation Day' Raises Ire, But Why?
Reliability of DOT Safety Oversight Program Questioned
There are many good employee engagement surveys out there (SHRM has one, for example). Most of them ask about pay, benefits, workplace culture and other external conditions that help people become engaged in their work.
California's Nurse-Patient Ratio Law Improves Safety
Lack of Social Media Presence Can Hurt Job Seekers
The Keys to Improving the Effectiveness of Training
Abercrombie Case Leaves Companies in Dark on Dress Codes
Supreme Court: Fiduciaries Have Ongoing Duty to Monitor Investments
The month of May has always been my favorite month of the year. I was born and raised in Speedway, Indiana, and if you don't know about this small town, it is famous for the Indianapolis 500. The Indianapolis Motor Speedway is the lifeblood of the town and community and it will always hold a special place in my heart.
Employees spend more than one third of their day at work – for some it can be as much as two-thirds. That's at least one meal a day-- and the vast majority of their waking hours. Given all of the time we spend at work, employers and employees coming together to create a healthy work environment benefits everyone.
What Is the State of U.S. Manufacturing?
Develop Better Leaders Through Coaching by HR
Unlawful Genetic Test Used to Try to Catch Troublemakers
Worker Confidence Grows: Quits Rate Highest Since 2008
4 Ways HR Can Use Technology in the Future
N.J.: 'Ban the Box' Law Takes Effect
HRMA 2015: Employment Contracts in British Columbia
Patient-Handling Equipment Prevents Workers' Injuries
Coordinating Wellness Requirements Under ADA and GINA Cloudy
Are Small Business Employees Shortchanged on Benefits?
We get it. You’re tired of talking about Millennials.
But look around your workplace. How is this generation affecting your workplace culture? How have they affected the way you work? What changes has your organization made in the way it hires and operates in order to attract and accommodate millennial talent?
Well, “Mad Men” is no more.
As AMC marketed it, we have come to an “end of an era.” Or have we?
While it was only a television show, or so people try to tell me, the workplace implications resonated with so many of us in the HR/business community. Perhaps that is because, while much has changed, some things are still painfully similar.
Although the definition varies, millennials (also known as Generation Y) are typically considered to be those people who reached legal age around the turn of the 21st century. Currently, millennials comprise approximately 33 percent of the global work force, and estimates from the BPW Foundation project that by 2025, that number will increase to 75 percent. In short, millennials are the future of your business, and they must be managed effectively — and included in your succession planning.
Millions of professionals flock to Las Vegas each year for meetings and conventions, and the Society for Human Resource Management is once again part of that group in 2015. Corporate gatherings are big business in Las Vegas, where tourism and related travel activity represent the heart of the metro region’s economy.
The recent announcement about Sheryl Sandberg being unable to join us in Las Vegas at SHRM’s Annual Conference is no doubt disappointing to a lot of people – myself included. But at the same time who can fault her for wanting to and needing to be with her family during this difficult time.
I have been reading a lot about the sudden passing of her husband, Dave Goldberg and it got me thinking about a lot of things. First the outpouring of condolences, thoughts and prayers from so many people that Sheryl and Dave both knew and did not know were wonderful to see.
You may be aware of the tragic passing of Dave Goldberg, husband of Facebook COO and anticipated SHRM15 keynote speaker Sheryl Sandberg. As might be expected, Sheryl is not able to join us in Las Vegas for our Annual Conference & Exposition. We extend our deepest condolences to Sheryl, and understand her need to be with family during this difficult time.
Wage and Hour Opinion Letters 'Sorely Missed'
Labor Department's Posting Rule Upheld
Study: Lack of 'Ready Now' Candidates to Fill Leadership Jobs
Study Examines Learning Through Instructional Design
Apprenticeship Programs Gain Little Traction in U.S.
Q: I’m at a loss on how to deal with a recent hire. He’s very eager to prove himself and do well, but instead of learning his job –which involves very specific functions, procedures and deadlines– he spends time trying to find efficiencies in other areas and coming up with improvement ideas unrelated to the job. Consequently, he’s not up to speed.
Verizon: Data Breaches on the Rise in 2015
Company Stock in Defined Contribution Plans: What's Changed?
Best Place for Working Moms? Head to the 'Green Mountain State'
Political Debates in the Workplace: Where to Draw the Line
Future Workers Spend Most of Their Time on Smartphones
Starting Wednesday, May 13th, through Friday, May 15th, the SHRM Foundation is giving away books you'll enjoy reading next to the pool this summer.
To be eligible to win, enter daily by completing these two steps below:
What Does the Future Hold for Graduate Degrees?
STEM Graduates' Salaries Exceed Others, but Face Slowdown
Is That Harassment Claim Worthy of Investigation? Don't Just Go with Your Gut
Latinos in California Lag in Workplace Retirement Savings
Incentive Pay Lessons from the Hospitality Industry
Why do so many people get so excited over an HR conference?
Because SHRM is known for producing some of the most informative and engaging conferences in the world, and the SHRM Annual Conference & Exposition, which starts at the end of June, is on every HR professional’s bucket list.
Complaint Procedure (With More “Fixes” to Come)
On June 29 – for the twenty-first straight year - - I will have the pleasure to share my expertise on handbooks at SHRM’s 2015 Annual Conference. Over the years, approximately 10,000 SHRM members have walked away with a new way of looking at their handbooks: “every word counts.”
Older Workers Are Most Engaged, Boost Revenues
How Hackers Infect Resumes to Target HR Data
Report: Insurance Companies Violate Birth Control Mandate
Survey: HR Increasingly Sees Value of IT Certifications
IRS Issues 2016 HSA Contribution Limits
Think about your workplace and the meetings that you attend throughout the week. Which ones are well-run and which are a waste of time?
I recently woke up hyperventilating and sweating profusely. After my fiancée made sure I was okay and smacked me upside the head for waking her, I realized I’d been roused from a nightmare. Now I don’t usually suffer from night terrors, but this one was particularly memorable. You may be wondering what led to this. The answer is I awoke from a nightmare where I had been asked to lead organizational change.
Business meetings are the bane of our professional lives. According to The Muse, managers spent between 35 – 50% of their time in meetings. That’s a pretty significant number.
In the job market, we’ve all come to accept a little bit of exaggeration.
You may have been reading my earlier posts and thinking, “I already know that toxic leaders are terribly destructive because I currently work for one. So what can I do about it?”
Ruling: Plan Documents Govern Discretion to Deny Claims
9th Circuit says plan document, not just summary plan description, is authoritative
Senate Republicans Propose E-Verify Mandate
Proposed Overtime Rule Advances to OMB Review
Bill Offers Employers Grace Period Before Paying OSHA Fines
Sen. Franken Reintroduces OSH Act Reform
Managing the Talent Gap in Health Care Staffing
This past week I had a very cool experience !! I was one of the judges for the SHRM Student Case Study competition. I sat with two other great HR pros from the area as we heard graduate students from various schools give their take on an HR scenario. It was very cool to hear their approaches which ranged from a traditional HR viewpoint to some that were extremely creative.
OSHA Releases New Compliance Poster
NLRB May Legitimize Union Fees in Right-to-Work States
OSHA Issues Confined Spaces Final Rule
More Employers Adopt an FSA Carryover Option
New Rules Revamp H-2B Visa Program
May is Mental Health Month. It’s an opportunity to have a conversation about an issue that affects every single American and to help people find treatment they may need, and emphasize the importance of workplace wellness in May and every month of the year.
The truth is though; we shouldn’t just talk about mental health one month a year. Unlike so many illnesses, Americans don’t talk about mental health over the course of the year—or ever, really. That needs to change.
Identity theft and fraud are on the rise, and the nation’s workforce is being hit especially hard in the form of unemployment benefits fraud. Take for example the following:
The terminology Employee Engagement has been over-used to the point that the inspiration behind the phrase has become a commodity. All those stupid studies that say only 10% of the workforce are engaged are total bullshit!
Really.... 1 in 10 people enjoy their job?
Really.... 9 out of 10 people would rather work somewhere else?
Ruling: Plan Documents Govern Discretion to Deny Claims
China Has New Visa Requirements
Canada's Experience with Expedited Union Certification
Emergency Room Use Varies by Income, Education and Race
In my last post, I described the five dimensions of toxic leadership. Many people are shocked that their toxic bosses ever got promoted in the first place. In my research and practice, I have found some common reasons behind a toxic leader's rise to power:
Litigation over DAPA Action Stalls
Vegas, 2007. That was the first SHRM conference I ever attended. I was 22 and had no idea what SHRM even stood for.
Since then, I’ve attended 15 annual and state SHRM conferences as a keynote speaker, vendor, volunteer and even as a SHRM contractor. I’ve seen and experienced a few things, and in this post, I’ll share my learning lessons as a vendor, speaker, volunteer and attendee to help you get the most of your SHRM conference experience.
Are your employees holding your company hostage? Of course not- you’re the manager, right? Your employees don’t determine the functionality or success of your department- management does… Or do they?
Is a Living Wage All the Rage?
When Counting Sheep No Longer Works
The Next Big Thing in Social Media: Vertical Networks
Planning a Specialty Drug Strategy Through 2020
“If you have innovative employees, but a workplace culture that doesn't support them, they will fail.” ~ Ben Casnocha
SEC Proposes Pay-Versus-Performance Rule
Keeping your boat afloat (and headed in the right direction)
Viewpoint: 6 Things You Need to Know to Lead the 'PlayStation Generation'
Supreme Court Reaches Compromise on Reviewability of EEOC Conciliation Efforts
IT Professionals See Bigger Pay Gains
Survey: Employers Likely to Outsource ACA Reporting
High Court to Review Time Limit for Filing Constructive Discharge Claim
10 Tips to Help Small Businesses Avoid Costly HR Errors