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Never Too Late to Update: Critical 2023 Employee Handbook Updates

Netchex HR Blog

It’s easy to forget about the employee handbook while you’re busy training employees and interpreting new regulations. Remote, hybrid, and flex workers need clear expectations (like email response times) as well as flexible support (like with windowed work hours ). Hourly workers who go beyond 40 hours also expect overtime pay.

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Ireland Pay Gap Reporting Regulations Released

Trusaic

The Act aims to close the pay gap between men and women by requiring employers to publish information about gender wage gaps within their organizations. These regulations cast a spotlight on the gender diversity, inclusion, and pay practices of all Irish employers. Affected employers. Regulations overview. The cost of non-compliance.

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HR trends 2024: what can you expect?

cipHR

2023 was a busy year for HR professionals. In this article: HR trends 2024 Which trends are affecting UK organisations and their HR teams the most? Will organisations increase their investment in HR technology? Which areas of HR functionality will organisations invest in? What will be the major drivers behind HR tech investment?

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Maine Joins California in Push for Enforcement of Employment Laws

Trusaic

Specifically, the bill aimed to provide workers with the ability to enforce laws governing employment practices and prohibiting workplace discrimination. 1711 also expanded alleged violations from wage and hour claims to include the state’s anti-discrimination laws. 1711) in June. Supporters of L.D. While similar, L.D.

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Massachusetts Pay Transparency Law in the Works

Trusaic

2721 ), seeks to advance racial and gender wage equity by requiring employers to report wage information publicly. It’s a much-needed addition, given the Bay State’s history of pay discrimination. For example, take this alarming statistic from a One Fair Wage study: On average, Black female employees made $7.79

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Ireland Gender Pay Gap Information Act 2021 Signed into Law

Trusaic

It also holds employers accountable by requiring them to explain gaps and what action they’re taking to eliminate or reduce identified wage gaps. Gender pay gaps don’t necessarily mean discrimination is present – but the new reporting system will illuminate where discrimination does exist and require employers to take action to resolve it.

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Designing a Successful Pay Equity Program Pt. 3: Conducting a Pay Equity Audit

Trusaic

Advocates go further, arguing that anything less than transparency around wages reinforces discrimination and obscures structural inequalities. . Undergoing a pay equity audit is the surest way to determine whether or not your organization is fairly compensating your most valuable asset – your employees.