Effective October 26, 2009 New York employers will be required to inform new hires in writing of their pay rates and pay day. Non-exempt employees must also be informed of their overtime rates. A written acknowledgement must also be obtained from each new employee.
The New York City Council is also considering a proposal to require all employers, regardless of size, to provide paid sick leave to employees. San Francisco and Washington, D.C. already have such requirements. Milwaukee passed a similar ordinance which was later declared unconstitutional.
Salt Lake City has passed an ordinance prohibiting private employers (i.e. those with 15 or more employees within the SLC limits) from discriminating in employment matters against “otherwise qualified” persons (both applicants and employees) based on sexual orientation or gender identity. State entities (except SLC), religious organizations and “expressive organizations” are exempted from the ordinance.
Excellent article posted on the SHRM website recently tracking 401(k) enrollment trends.
Go to: http://www.shrm.org/hrdisciplines/benefits/Articles/Pages/Standardin401ks.aspx.
Summary:
The percentage of U.S. employers enrolling employees automatically into the 401(k) plan has risen significantly in just two years, from 34 percent in 2007 to 58 percent in 2009. Of those plans using automatic enrollment, 69 percent now default workers into a target-date fund, up from 50 percent in 2007, according to a study by consultancy Hewitt Associates.
Happy Thanksgiving.
Navigating the social and professional landscape can be difficult, but there are ways to avoid alienating colleagues with embarrassment or hurt feelings, career experts say. Co-workers who are also friends can exchange gifts off site, for example, and those who want to get the boss a present can go in as a group to be as inclusive as possible.
The first order of business for those looking to play Santa is to check the company handbook or consult its human-resources manager to see if there’s a policy on office gift-giving.
Many employers are erring on the side of caution these days in anything that could be construed as fodder for a lawsuit, and some may extend limits on gifts to and from business associates to the interoffice realm as well, said Deborah Brown-Volkman, a career coach in East Moriches, N.Y., and author of the forthcoming book “How to Feel Great at Work Everyday.”
Mellissa Boggs, vice president of consulting with Professional Staff Management, a human-resources and consulting firm in Indianapolis, said employers also are trying to head off morale problems that can arise inadvertently. (more…)
U.S. Secretary of Labor Hilda Solis recently announced the hiring of an additional 250 wage and hour investigators, as well as plans for a new public awareness campaign on worker rights, expected to launch in 2010.
The hiring effort at the Wage and Hour Division (WHD) represents a staff increase of more than 30%, a move that will likely improve DOL’s top priority of protecting worker rights by allowing faster response to complaints of wage violations and more deliberate enforcement. Solis’ message is clear: “Failure to comply with these basic labor standards means that workers are not receiving the money they have earned,” and the department “will not rest until the law is followed by every employer, and each worker is treated and compensated fairly.”
Historically, the WHD has announced impressive recovery efforts, claiming that more than $185 million in back wages were restored to workers in the 2008 fiscal year.
Solis also unveiled details of “We Can Help”, a program slated for early 2010 through which the department will work to inform workers of their labor rights.
Of course the best defense against run-ins with the Wage and Hour Division is to establish and follow legal, documented policies regarding payment of wages. HRN’s HR Suite is an online human resource compliance solution that addresses wage and hour compliance and many other critical areas of human resource management.
A recent survey by Robert Half found that 43 percent of chief information officers said retaining existing workers will be their top priority in 2010.
Dave Willmer, executive director of Robert Half Technology, says “Employers need to focus on preventing burnout and keeping their best people engaged at work. This may be a challenge, given that staffing cuts and the reduction or elimination of benefits have left many employees feeling overworked and undervalued.”
Although developed with IT employees in mind, these tips are applicable across all employee segments.
- Re-recruit your best workers. Talk with employees about what might enhance their job satisfaction and remind them of the unique benefits provided by your company. Emphasize what your firm has to offer, whether it’s a great corporate culture, solid financial standing, or strong industry reputation.
- Invest in professional development. One in five (21 percent) CIOs polled for the Robert Half survey said they plan to offer more training and professional development for their staff in 2010. Online learning opportunities, mentoring programs and tuition reimbursement are all good options.
- Provide opportunities for career advancement. Structure positions so employees can grow their careers without leaving your firm. Offer promotions to workers who have demonstrated they can succeed at the next level.
- Recognize excellence. It seems obvious, but a simple “thank you” and public acknowledgement of your staff’s contributions will strengthen their loyalty.
- Communicate regularly with staff. Maintain an open-door policy year-round. Workers want to hear about company news, in good times and bad.
- Provide project support. Employees who have lost coworkers to layoffs are, in many cases, now doubling down. If hiring is not an option, consider bringing in project professionals to help alleviate workloads.
- Encourage more team-building activities. No doubt, many companies have cut back on employee perks, but an occasional group activity, such as a trip to the movies or an offsite lunch, can make them feel more appreciated.
- Consider compensation. While not all firms can offer employees increased salaries, there may be potential for spot bonuses at the end of a major project or team accomplishment.
- Promote work/life balance. Give staff members the option to follow a flexible schedule or telecommute one day a week. It doesn’t cost anything to implement these changes and workers will appreciate the leeway.
- Evaluate workloads. While every project may seem like a priority, there are likely some that can take a backseat to more pressing matters.
A survey by Watson Wyatt Data Services found that among middle management, HR managers are seeing the biggest increase in average salary.
The firm’s Survey Report on Middle Management Compensation for 2009/2010 found that managers in HR are receiving an average salary increase of 3.7 percent, compared with the 3.2-percent raises seen by other positions in middle management. However, managers in the retail management saw the largest increase in average total cash compensation (9.5 percent). The survey included responses from 863 organizations.
Meanwhile, a separate survey reported pay increases among top management. The survey found that top budgeting executives are receiving an average increase in total cash compensation of 13.6 percent, the highest among the positions reported in the firm’s 2009/2010 Survey Report on Top Management Compensation.
(more…)
A study at the University of Alberta showed that people need a sense of purpose in order to feel engaged with their work. A ‘Spirit at Work’ intervention program for a group of long-term health-care workers boosted morale and job retention. This program urged employees to rethink their job, which reduced absenteeism by 60% and turnover by 75%.
“We discovered that people who are able to find meaning and purpose in their work, and can see how they make a difference through that work, are healthier, happier and more productive employees,” said Val Kinjerski, a University of Alberta PhD graduate who co-authored the study.
- E-science news gathered this information from the Journal of Gerontological Nursing.
By helping your people understand why they do what they do – you can increase happiness and productivity.
Here are few ideas that might help your employees/coworkers to connect with their work.
Create Your Own Spirit at Work Intervention Program
1. Talk about positive stories
2. Have people share positive stories to be compiled for other employees
3. Listen to customer feedback
4. Find out what improvements your people would like to implement
5. Ask your employees how they want to celebrate great results
Your organization has an opportunity to create happier and more engaged workers with these easy to apply secrets that everyone should know, but many aren’t willing to try. (more…)
In a religious discrimination case, the Equal Employment Opportunities Commission has announced a judgment of $1.3 million against communications giant AT&T. The Arkansas case was brought by the EEOC on behalf of two customer service reps who were suspended and fired after attending a Jehovah’s Witness convention. Both men had requested a day of leave to attend the convention, something they had done annually.
While you aren’t likely to find yourself in a million dollar religious discrimination lawsuit, the case serves as a reminder to ensure that managers understand the surrounding issues and that appropriate policies and procedures are in place to prevent any such discrimination. Increasing workforce diversity makes this increasingly important. In fact, the number of religious discrimination charges filed with the EEOC has risen significantly in recent years.
Cost cutting actions made by U.S. employers in 2009 to deal with the economic downturn have contributed to a sharp decline in the morale and commitment of their workers, especially top performers, according to an annual survey by consultancy Watson Wyatt and WorldatWork, an association of HR professionals.
The 2009/2010 U.S. Strategic Rewards Survey found that employee engagement levels among all employers dropped 9% since 2008 and have plunged close to 25% among top performers. Additionally, 36% of top performers say their employer’s situation worsened over the past year; the number who would recommend others take jobs at their company has declined by nearly 20%.
“The fallout from the actions employers have taken in response to the recession is now coming to light, and it is significant,” said Laura Sejen, global director of strategic rewards consulting for Watson Wyatt. “Having less engaged and committed workers is a major concern for employers. This could have a long-lasting and detrimental impact on productivity, quality, and customer service, as well as an increase in the risk of companies losing their best employees.”
The survey was conducted in May and based on responses from 1,300 full-time workers at large U.S. employers.
Source: HR Magazine, Stephen Miller, November, 2009 pg. 16
If you guessed Maryland ($70,545) and Mississippi ($37,790) you’d be right…
(more…)
