Most ladder-related accidents occur due to a failure to follow basic ladder safety. To help prevent injuries, practice the following safety tips.
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Here are some ideas to consider as you create your rehiring policy and procedures.
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Thirty-five percent of women have experienced sexual harassment in the workplace, and even though 98% of employers have sexual harassment policies in place, only 32% of women believe that inappropriate behavior is addressed quickly.
Hackers target college bookstores, U.S. antivirus firms deny breach reports, and organizations lose millions to business email compromise schemes.
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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?
Update: Per an April 2019 court order, the deadline for submitting the Component 2 pay data to the EEOC will be September 30, 2019. It is expected that the EEOC will publish guidance during the summer regarding the submission of this data. In early May, 2019, the EEOC announced that EEO-1 filers will have to submit both 2017 and 2018 Component 2 pay data by September 30, 2019. That is two years of data instead of one. EEO-1 filers are advised to start collecting both years’ pay data to prepare for the September deadline. Component 1 data — employee counts reported by race, ethnicity, and sex — is still due May 31, 2019. Employers should begin gathering their 2018 pay data information.
From the prevalence of tablets, computers and cell phones, to cameras and electronic tracking devices, employees and employers in the workplace are working and communicating using technology — and are monitoring, watching, and recording each other like never before.
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