Read HR Consultant Heather Kaiser’s review of Mel Robbins’ bestselling book, The 5-Second Rule. Robbins will be our keynote speaker at the Leaders Forum on April 23-25.
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Investors are starting to warm to the possibilities of tax-advantaged, socially impactful real estate investments through the Opportunity Zone program.
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Employers who have dealt with these three laws know that compliance requires ongoing intentional effort.
Highlights include credit unions targeted in a spear phishing campaign, email fraud on the rise, U.S. companies targeted through LinkedIn, and more.
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Aside from the Equal Pay Act (EPA), some states and municipalities have decided to take additional action to address gender pay inequity. Some of these newer laws have been designed to combat systemic pay inequity at the time of hire. These so-called “salary history bans” prohibit employers from asking job applicants about their past salary history. The public policy behind the rule is a simple one — preventing new employers from taking past salary history into account will help to break the cycle of systemic pay inequity.
By now, all employers know they should be doing something more to prevent workplace harassment. The problem is, many employers still don’t know what doing more really means. More frequent training? More effective training? More what exactly?
Whether it’s petty theft, a complex embezzlement scheme or the threat of workplace violence, when it comes to keeping your business and employees safe, you have to consider the possibility that some workplace crimes may be perpetrated by your own employees. In addition to the direct costs of the injuries and losses stemming from the criminal activity, you may face additional liability where you knew or should have known that your employee was unfit and posed a risk to others and you failed to exercise reasonable care in hiring or in retaining that individual. So how do you protect your business and employees from workplace crime?
Health savings account (HSA) plan designs and general purpose health flexible spending arrangements (sometimes called flexible spending accounts) are two common employee benefit offerings. Both provide employees with tax advantages and the ability to save for qualified medical expenses. However, they don’t pair well and, depending on plan design, can have unintended consequences for your employees.
Given the ease in which employers can monitor employees’ use of computers and given the ubiquitous nature of cell phones allowing employees to record conversations or take photographs with the tap of a finger, what limitations, if any, should be placed on workplace monitoring and recordings?
Like great sports teams, the success of your organization’s work teams depends upon your coaches. If your business leaders, supervisors and managers don’t understand or don’t regularly use coaching techniques when appropriate, then your organization is missing out on opportunities every day to motivate and engage your employees and to drive organizational excellence.
In certain circumstances, termination of employment may cut off an employee’s temporary disability benefits, but this depends on your own state’s laws. Earlier this year, Wisconsin drastically changed the benefits paid to an employee who is suspended or terminated from work for engaging in misconduct or substantial fault. The laws in Minnesota and Illinois vary, and employers should proceed with caution to ensure compliance.
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