Parental leave, always a concern among workers planning to have kids, has made headlines this year as companies and policymakers have weighed in on this important employee benefit.
Parental Leave and Other Benefits Should be Seen as a Recruiting Tool, Especially for Hard to Fill Jobs
A round up of workplace developments and legal trends to help keep HR ahead of the curve
It’s another new year in the HR universe and with every passing year, change is to be expected. People make resolutions, companies pivot and balance sheets get a new lease on life. 2016 is no different, but what will that change look like in the workplace this year? If the last two weeks are any indication, it’s sure to be a pretty interesting year.
In August, Netflix announced that it would give eligible employees up to one year of paid leave with full benefits in an attempt to create a more flexible workplace and a culture of “freedom and responsibility.”
Since then, other well-known companies such as Microsoft and Adobe have scrambled to add or enhance their parental leave policies to maintain an advantage in the never-ending battle for the best workers.
The Rush Toward Paid Parental Leave: Why Now?
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.
A number of bills enacted in 2013 took effect on July 1, 2014. These include bills that:
First Part of Two-Step Minimum Wage Increase (AB 10)