Being family friendly can do wonders for employee retention and recruiting, and few benefits can help employers build their reputation better than a paid family and medical leave program. Employers who don’t offer the right paid leave program are at risk of losing the war for talent.
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Shannon Klick consults with employers on workforce technology solutions.
Shannon Klick consults with employers on workforce technology solutions. She works with employers in all industries and sizes to secure customized workforce technology programs in areas such as payroll, recruiting, benefits enrollment, talent management and compliance. She provides client education, best practice guidance, and project and change management expertise as they review technology solutions in the marketplace. Her goals for employers are to reduce administrative burden and streamline business process through technology, and drive employee engagement.
On May 11, 2014, the governor of Minnesota signed the Women’s Economic Security Act (WESA), a bill that will require Minnesota employers to make dramatic changes to their employment policies and practices.
While WESA directly impacts employers who conduct business in Minnesota, the changes follow plans by federal and local governments to expand legal protections for women and other employees. For this reason, employers in other jurisdictions should pay close attention to these national and state law trends.
The Family Medical Leave Act (FMLA) is more than 20 years old, yet employers have many questions on how the law applies to their workforce. Unfortunately, mistakes in the application can have significant business and legal consequences.
Making FMLA mistakes can be costly, and many employers make mistakes they don’t even know they are making. Let’s take a look at five common leave-of-absence mistakes based on our experience with real clients from our HR Hotline.
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