When people quit your organization, it can feel like one giant step backwards after many small steps forward. So why are so many people leaving? It could be because they never should've been hired in the first place.
The new Department of Labor (DOL) overtime regulations - which greatly altered the overtime exemptions - were set to take effect on December 1, 2016, but as of November 22, 2016, that is no longer the case. A federal judge in Texas issued a nation-wide preliminary injunction to stop the new overtime regulations from taking effect on their originally scheduled date. However, the judge did hold open the possibility that these new regulations could be implemented at a later date.
The rule was originally scheduled to take effect on August 10, but OSHA extended the enforcement deadline to November 1 due to the fact that employer groups filed a lawsuit in July seeking to block the rule.
In mid-October the judge in this case asked the employer groups and the government to agree to delay the effective date for one more month so that the parties would have time to fully brief the issues. OSHA has now delayed for a second time the enforcement date of this reporting rule to December 1.
Last week, on October 7, 2015, President Obama signed legislation called the Protecting Affordable Coverage for Employees (PACE) Act that amends the Affordable Care Act (ACA) definition of a “small employer” for the purpose of purchasing health insurance coverage.
We recommend employment practices liability insurance (EPLI) for most companies, even those with rock solid HR policies and procedures. Why? Because unfortunately, claims brought against your company don’t have to be true to be costly.
It's that special time of the year when HR employees everywhere are beginning to feel that sense of dread that looms around Open Enrollment.
Many of the businesses we work with are faced with the decision of whether to classify workers as employees or independent contractors.
This topic has grown in interest over the past several years due to increases in hiring activity and increases in enforcement. In a recent memo, the U.S. Department of Labor provided some helpful insight to how the law should be applied.
We all want it from those we work with, but each generation defines respect differently.
Most people in the workplace operate with the thought process of giving respect as they want to receive it. Sort of the “do onto others as you would have done onto you” approach.
Well, that’s your first mistake. One generation expects respect based on their title and position and another generation wants to have respect shown to them based on their ideas and performance.
Do you see the conflicting views? Many managers may not see it but they FEEL it daily.
Seeing high turnover in your organization? While you are likely well aware of the costs involved with recruiting and onboarding a new employee, high turnover may also be exposing you employment practices liability that you may not have coverage for.