Zenefits
DECEMBER 1, 2022
Also, a recent Payscale study found that women earn just 82 cents for every dollar White men earn. Similarly, labor organizations may not interfere with employees in the exercise of these rights.”. Collecting data from compensation reports on pay rates in your geographic area. In 2019, the number was 60%.
Analytics in HR
MAY 30, 2023
They provide support in the following areas: Recruitment and selection Employee records and documentation HR policies and procedures Employee relations Learning and development Payroll and benefits administration Employee data management and reporting Compliance and legal requirements Confidentiality and data protection.
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Business Management Daily
OCTOBER 18, 2023
Benefits of pay transparency in job postings Even if your company isn’t required to include salary data in job postings, there are some compelling reasons to do it. Including transparent salary data is a great way to build trust with candidates and demonstrate your commitment to DE&I from the very first impression.
Analytics in HR
JUNE 2, 2023
Employee administration & support HR Generalists are responsible for maintaining accurate employee records, including staff files, HRIS data, and other HR documentation. HRIS and data management A strong command of technology is essential for all HR professionals, including generalists.
EverFi - HR
MARCH 23, 2021
A thorough audit looks at the data, often using statistical analyses to compare the salaries of those who do similar work and examining any discrepancies case-by-case. This guidebook provides discussion resources and exercises to help you promote a culture of respect and inclusion in the modern workplace. Learn More.
ExactHire
AUGUST 25, 2016
The EEOC announced a proposed revision to the EEO-1 report (applicable to employers with 100+ employees), effective September ‘17, that incorporates a new data requirement of including pay ranges and hours worked for individuals. Obstacle #2 – Time & money required to get better market pay data.
ExactHire
AUGUST 25, 2016
The EEOC announced a proposed revision to the EEO-1 report (applicable to employers with 100+ employees), effective September ‘17, that incorporates a new data requirement of including pay ranges and hours worked for individuals. It doesn’t share every employee’s individual salary, but rather shares the median salary for each job category.
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