In case you missed it, here’s what happened on We Know Next this week.
Legislation approved by the U.S. House of Representatives (H.R. 4078) on July 26, 2012, would prohibit the federal government from issuing any new “significant” workplace-related regulations until the national unemployment rate drops to 6 percent or less.
When employers act as though the 1959 song “Money (That’s What I Want)” represents employees’ top priorities in the workplace, they miss some of the most important drivers of satisfaction and engagement. “It is well known that money is a short-term motivator,” Jayne Mattson, senior vice president, Keystone Associates, told SHRM Online. Ultimately, employees look for an organization and position where their values are met, core skills are utilized and work tasks align with interests, she said.
Employees have similar feelings during the honeymoon phase of new jobs as love-struck romantics do at the beginning of a relationship. At first, the rush of love makes each day a thrill. Heightened emotions give the sweet feeling that the relationship will always be this good. Eventually, the seven-year itch sets in—often well before seven years.
It's no coincidence that employers with vibrant diversity and inclusion initiatives usually have highly engaged workforces. Inclusion is a key factor in boosting employee satisfaction and performance, according to Shirley Davis Sheppard, Ph.D., vice president of diversity and inclusion and workplace flexibility at the Society for Human Resource Management (SHRM).
Bon Secours Virginia Health System, Citi, JPMorgan Chase & Co. and USAA are the winners of the Work Life Legacy Military Award from the Families and Work Institute (FWI). Recipients were singled out by a 14-member panel of judges for their outstanding efforts to hire and support transitioning service members and their families. It’s the only award, said FWI.
In yet another decision likely to face resistance from employers if appealed to the federal circuit courts, the National Labor Relations Board (NLRB) on July 30, 2012, ruled that the common employer practice of prohibiting employees from discussing ongoing investigations violates employees’ right under the National Labor Relations Act (NLRA) to engage in concerted activity. The ruling applies to union and nonunion employers since both are covered by the NLRA’s protection of concerted activity among any employees.
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