Notices would be similar to those detailing rights under safety, wage and anti-discrimination laws.
The National Labor Relations Board has submitted to the Federal Register a Notice of Proposed Rulemaking, which provides for a 60-day comment period. The rule wouldrequire employers to notify employees of their rights under the National Labor Relations Act.
As the Notice states, the Board “believes that many employees protected by the NLRA are unaware of their rights under the statute. The intended effects of this action are to increase knowledge of the NLRA among employees, to better enable the exercise of rights under the statute, and to promote statutory compliance by employers and unions.”
Private-sector employers (including labor organizations) whose workplaces fall under the NLRA would be required to post the employee rights notice where other workplace notices are typically posted. If an employer communicates with employees primarily by email or other electronic means, the notice would be posted electronically as well. The notice would be available from the agency’s regional offices and could also be downloaded from the NLRB website. (more…)
Generally, discrimination claims must be filed by an employee within 300 days. You’ll remember that the Lily Ledbetter Fair Pay Act, passed in 2009, changed that, at least to some extent. It permits employees to file pay discrimination claims beyond the otherwise applicable 300 day limit under some circumstances. Under the Act, each time an employee is hurt by a discriminatory compensation decision (e.g., receives a paycheck), a discriminatory act occurs and the time limit resets. After the law was passed employers were left wondering how it would be interpreted. Would it extend beyond pay discrimination cases?
A 3rd Circuit Court of Appeals case has provided us a bit more insight. In Noel v. Boeing, the court found that a black Haitian employee’s claim regarding discriminatory promotions was too late. He could not claim that the time period for filing his action reset each time he received a lower paycheck because he had not been promoted three years earlier (when other white employees had been). The court noted that the Fair Pay Act applies only to cases that involve “discrimination in compensation” and is applicable only to pay disparity claims (employees paid differently for the same work), not “failure to promote” actions. The 3rd Circuit (includes New Jersey, Delaware and Pennsylvania) joins the D.C. Circuit in its interpretation of the law. While the decision does not apply to other states, it does provide somewhat of an indication of how other courts may rule and that’s good news for employers.
The IRS recently announced that there will be no adjustments to retirement plan dollar limits for Tax Year 2011 (see IR 2010-108). The limitations will remain the same as the 2010 limits.
For example, the limitation on annual salary deferrals to a 401(k) plan will stay at $16,500 and the “catch-up” at $5,500. The Social Security Taxable Wage Base also is unchanged and remains at $106,800.
It is a rare company whose business model is actually based on “doing the right thing.” But that is the exact philosophy that has helped Amica become a quiet leader in the highly competitive auto and home insurance markets. Consider these facts: Amica has ranked highest in customer satisfaction among auto insurers in 11 consecutive J.D. Power and Associates studies. The company has also received 9 consecutive awards from J.D. Power for homeowners insurance. Amica is known for top retention among both its employees and customers… 27% of employees having worked at Amica for over 20 years, and over 30% of its policyholders having been loyal customers for 20 plus years. (more…)
Which is worse: Eating someone else’s lunch or not bathing? People at work give us the answer – and much, much more.
Let’s put it this way. If your choice is between not bathing and stealing a turkey sandwich from the office fridge, don’t bathe.
That’s the scoop from a workplace survey done by TheLadders.com, and executive job site. According the survey, 98% said stealing someone’s lunch is the worst example of bad etiquette. A mere 96% said bad hygiene was the worst.
(Using our estimable math skills, we at HR Morning have concluded the data indicate that 2% of the respondents are stealing lunches and 4% refuse to bathe.)
Another 80% of executive respondents said “wearing revealing clothing” was a no-no, presumably for women.
Here’s what else made the list, in no particular order: (more…)
U.S. employers’ compensation budgets are likely to remain intact for 2011, and few companies expect to have to take drastic actions such as pay freezes to reduce costs, a November 2010 survey from consultancy Aon Hewitt reveals.
Aon Hewitt’s survey of more than 500 employers found that:
- Three-quarters of U.S. companies expect to reach or exceed business performance goals by year-end 2010, leading to the stabilization of pay and variable pay budgets in 2011. Most companies (56 percent) made no revisions to their original base salary increase budgets in the latter half of 2010.
- In 2011, salary increases for salaried exempt workers are expected to be 2.8 percent. This is up from 2.4 percent in 2010 and significantly higher than the record-low pay raises workers saw in 2009 (1.8 percent).
- Sub-3 percent increases represent the new ‘normal’ in base-pay spending.
In addition, spending on variable pay—performance-based awards that must be re-earned each year—is holding steady. Updated findings show that 2011 spending on variable pay as a percentage of payroll will be 11.6 percent for salaried exempt workers, down slightly from original projections of 11.8 percent.
Lastly, Aon Hewitt’s survey shows that none of the respondents planned to cut pay in 2011, and just 11 percent planned to freeze salaries for salaried exempt and nonexempt workers in 2011, which is similar to 2010, when 12 percent of organizations froze salaries.
Source: SHRM, Stephen Miller
According to the U.S. Bureau of Labor Statistics, the workplace has never been safer. In 2009, 4,340 people died at work, that’s down 16.8% from 2008. Despite some terrible mining and oil rig disasters, last year’s death rate of 3.3 deaths per 100,000 workers is the lowest ever reported. The most dangerous job is fisherman (200 deaths per 100,000), followed by logger (62 fatalities per 100,000), then pilots (57 per 100,000), farmers/ranchers (36 per 100,000), and then roofers, ironworkers, sanitation workers, industrial machinists, truckers/drivers, and construction workers.
While a decline in the number of deaths is certainly a good thing, some of that is most likely due to the high unemployment rate, particularly in industries like construction, which see more workplace accidents.
The best work habit you can ever get into is very simple: Do your worst task first thing in the morning. Every given day, you’ve got one major to-do that’s highest priority. But when you’ve got the whole day stretching out ahead of you, it’s easy to put it off until after you get your coffee, check our email, or go to that meeting. But just like breakfast is the most important meal of the day, the first thing you accomplish at work sets the tone for the rest of the day.
Do your worst task first. By “worst” I mean “most important,” and by “most important” I mean the task you’re most likely to procrastinate on. The deadline you’re dreading, the slides for the presentation you’re terrified of giving, the research you’re sure will turn up information you don’t want to know. Do it, before you do anything else, before you have time to think about it too much. (more…)
More books have been written about stress management than any of us could ever read. Consultants, psychologists and psychiatrists have made their living on helping others deal with stress. While a myriad of tactics and tricks can help us manage stress at our jobs, one simple action is often overlooked: (more…)
According to the U.S. Bureau of Labor Statistics, 86% of full time (24% of part time), private sector employees are offered health insurance at work. Sixty four percent of such employees (14% part time) actually were covered on the job.
Paid vacation was the most common benefit provided to full time workers, at 91%. A retirement plan was offered to 74% (59% actually participated), sick leave was also provided to 74%, life insurance to 73%, and personal time to 43%.