Employment laws to watch in 2019

Insperity

Employment law is ever-evolving, and 2019 is shaping up to usher in its fair share of changes. Employment laws tend to come in waves, with particular themes for each era. A patchwork of state and federal laws was eventually replaced when Congress set minimum age requirements with the Fair Labor Standards Act in 1938. Today’s employment laws tend to be driven by perceptions of what’s fair to workers.

6 Workforce Metrics with Significant Financial Impact

Ascentis

Knowing which metrics and measurements to focus on is a perennial challenge for CFOs and finance departments, and the current state of workforce management makes it that much trickier. That has also changed the way we will consider which metrics matter most in the near future.

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How data and storytelling can work together under the new SEC rules

HRExecutive

Last summer, the Securities and Exchange Commission adopted new regulations for employer disclosures on human capital information. As employers generate metrics in each of these areas, Bersin said, it yields a number of long-term business results.

The SEC’s new disclosure rules are changing HR forever. Are you ready?

HRExecutive

If you haven’t yet heard, for the first time in over 30 years the SEC has modernized its disclosure rules , requiring that public companies disclose far more detail about their human capital metrics than ever before. Understand the Law of Attraction.

Human resources tech trends to watch in 2021

Business Management Daily

From time tracking to virtual onboarding, HR tools can help make life easier for employers and employees. Ensuring that managers are tracking the right metrics is a critical component of today’s corporate life. Employment Law Human Resources Development People Management

How one company hopes to optimize unused paid leave

HRExecutive

With the COVID-19 pandemic , those metrics only worsened and organizations’ unused PTO liabilities grew to more than $300 billion, according to PTO Genius co-founder Adam Gordon. Advertisement Also see : Can 200 employers spark a federal leave mandate?

Sealy Ignored Noose, KKK Hood at Worksite, Feds Say

HR Daily Advisor

Equal Employment Opportunity Commission (EEOC). After conducting an investigation, the EEOC said it determined that the employer, despite receiving complaints about the harassment, ignored a noose, a Ku Klux Klan hood, and racist epithets and jokes at the plant. According to the EEOC, an employer can be liable for an employees’ action if it knew, or should have known, about the harassment and failed to take prompt and appropriate corrective action.

Getting the Performance Improvement Plan Process Right

HR Daily Advisor

After the 60-day PIP period ends, you conclude that her performance did not improve adequately and terminate her employment. The employee files a complaint with the Equal Employment Opportunity Commission (EEOC) claiming that she was discharged because of her age and that similarly situated employees who were not in the protected group and had similar performance problems were treated more favorably than she was. Describe Specific Objectives for Continued Employment.

From the courtroom: Firing an employee do’s and don’ts

Business Management Daily

But the employer told the court she was simply an incompetent worker it had inherited when it acquired a housing complex. She also was often late, left early and generally had a poor record for meeting metrics such as reducing rent delinquencies. The court dismissed the lawsuit, reasoning that the employer had legitimate discharge reasons. The EEOC had nothing to counter the employer’s evidence. the employer had decided to terminate Matthew.

EEO-1 changes: Employers just caught a major break

HR Morning

” As reported by Robin Shea on the excellent Employment & Labor Insider, a blog by the Constangy, Brooks, Smith and Prophete LLP law firm. The Equal Employment Opportunity Commission] will be publishing further details about what actions they will be taking and any future deadlines and timelines in the Federal Register. The new EEO-1, which would have have required for employers with more than 100 employees, was slated to be due for the first time on March 31, 2018.

Health Insurer Can Be Sued for Losing PHI, Even if No Evidence of Misuse

HR Daily Advisor

20, 2017), illustrates the potential liability exposure for employers and other plan sponsors that do not have strong safeguards in place, such as encryption for laptops with sensitive information. as well as numerous violations of state law. The Plaintiffs assert that Horizon is a consumer reporting agency and that it violated FCRA in several respects,” the court noted—both by lacking adequate safeguards and by violating the law’s restrictions on “furnishing” personal data.

Applicant tracking system guide: From A to Z

Workable

The first applicant tracking systems (ATS) evolved to help employers take that old standby, the paper resume, and scan it into a database. Applicant tracking systems came about when employers needed a way to deal with this flood of irrelevant resumes. Table of contents.

Who Owns Contingent Workforce Programs and Why?

LiveHire

However, with the rapid rise in contingent workers, the nature of contingent workforce programs has evolved considerably to include more candidate attraction and engagement, employer branding and further alignment with diversity, equity, and inclusion goals.

Contract Management for HR Departments

Hppy

Contracts between employee and employer are of the utmost importance, which means proper management of these documents is essential to good business. Once this starts to happen, manually keeping track of employment and other contracts becomes much more of a hassle.

5 benefits of a PEO for businesses with 50-plus employees

Insperity

Employers with 50 or more full-time employees generally find themselves subject to regulations they likely didn’t have to deal with before they hit that milestone. 50,” you’re better off just building your own, fully staffed HR department rather than seeking the help of a professional employer organization – think again. Here are some compelling reasons why it makes sense to work with a professional employer organization long after your 50 th employee has joined the ranks.

Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

Ongig

This includes general HR blogs, recruiting blogs, talent acquisition blogs, employer branding blogs and more. Employer Branding. Employer Branding. Glassdoor for Employers Blog. Employer Branding Blog. Employer Branding. Employer Brand. Employment Law.

Survale Talent Feedback and Analytics Platform Wins HR Executive Magazine’s Top HR Product for 2021

Survale

This provides recruiting leadership with unprecedented insights into their recruitment operations and quality of hire, allowing them to optimize and align their people and processes around common metrics.

A small business guide to hiring and managing seasonal employees

Tsheets

Commonly, seasonal hires work fewer than six months at a time for their employer. . However, employers should keep in mind essential information about managing these workers before hiring them. . Seasonal workers can be valuable long-term employment candidates. Since these employees aren’t with the company on a long-term basis, they could be less motivated to perform or meet specific metrics. Wage and hour laws that apply to seasonal workers .

Our Favorites: Top 5 Most Anticipated Sessions at HR West

nettime solutions

A panel session of HR Practitioners will explore the various methods and metrics in providing direct impact to the business goals. The panelists, from various industries, will compare and contrast HR programs and their impact to business and measurable metrics. Advanced ACA: What Employers Need to Know for 2015. What does California law say (and not say) about these policies? Top 10 Employment Law Cases Affecting California Employers.

7 Must-ask Questions When Shopping for a PEO

Insperity

Are you uncertain about how to find the most suitable professional employer organization (PEO) for your company? Are they familiar with the laws governing the cities and states in which you do business? If your company does business in states that have many or complex employment laws, such as California, Massachusetts and New York, it may be beneficial for the PEO you select to be well-versed in the laws of those states.

Tips to Make Performance Reviews Beneficial to Both Employers and Employees

HRWatchdog

Annual performance reviews can be helpful for both employers and employees if done right, or can be useless if done poorly. When drafting a performance review, Shaw recommends that employers: Review work performance and not the person. Try not to use generic scales or metrics.

How to Become an HR Generalist [A Practical Guide]

Analytics in HR

Their recruiting duties can include sourcing candidates, creating an employment offer, conducting a background check, or taking care of administrative tasks such as visa application. You need to understand key HR metrics like engagement and retention, eNPS, or employee performance.

How to Choose the Right ATS

ViziRecruiter

Does your ATS provide any level of customization for employer branding? Describe the reporting capabilities of your system and list the recruiting metrics it delivers.

Celebrate Women’s Month by Addressing COVID’s Impact on Women

Civility Partners

Women make up 39% of global employment but account for 54% of COVID job losses. If you’re in California, I hope you’ll join me on a free webinar with employment law attorney, Chris Olmsted from Ogletree Deakins.

Sure, She Works Here. But, Do We Employ Her?

HR Daily Advisor

Brinkerhoff, an associate in the Las Vegas office of law firm Holland & Hart LLP, offered her tips at BLR’s Advanced Employment Issues Symposium, held recently in Las Vegas. Recent Joint-Employer Test—National Labor Relations Board. The August 2015 Browning-Ferris ruling brought a new, broader joint-employer test: Is there a common-law employment relationship? Use of a written agreement will help protect against joint employer status.

Performance Reviews in a COVID-19 Year

HRWatchdog

Because this year has been so different for most businesses, should employers ditch their end-of-year performance review altogether and start fresh in 2021, Frank asks Shaw. Feedback is very valuable to employees, and employers may sometimes forget just how much their employees appreciate it.

How to Buy Employee Time Clocks For Small Business in 2020: The All-Encompassing Guide

SwipeClock

To stay compliant with workplace laws. State Biometric Laws. Complying with the new overtime law requires accurate employee timekeeping. Employers assign a specific card or fob to each employee. Employers can deactivate a card if a loss occurs.

Chosen Time

True Faith HR

It was with great interest that I read about Ben Eubanks’ “ Introducing the HR Education Series ,” at UpstartHR.com. As someone who has taught HR for 14 years, and who has been intimately involved with SHRM College Relations at the local, state, regional and national level, the subject is near and dear to my heart. Working in small, liberal arts college, I am the sole proprietor of our HR program. Its success or failure is dependent on how well I carry out my job.

30 HR Business Partner Interview Questions

Analytics in HR

You also want to include future goals for working with an organization, such as how you can integrate with any company, how your work aligns with the potential employer’s vision and objectives, and the processes you use to carry out these things in the short- and long term.

The disadvantages of using a PEO: What’s true and what’s not

Genesis HR Solutions

There’s a lot of information—and misinformation—about professional employment organizations (PEOs) floating around online. Our team is made up of experts with 10+ years of experience, and their key performance metric is accuracy. From our perspective at Genesis, we want to provide appropriate advice and guidance in the areas of employment relationships.

The Role of the HR Business Partner

EmployeeConnect

The department in itself evolved out of sheer necessity when government requirements, employment laws, and other related employee documentation became relatively more complex with the importance shifting to proper creation and storage of employee data, hiring and onboarding process of new hires, policy formulation, payroll processing and filing etc. This position focuses primarily on reporting and analytics, and business metrics.

8 Must-ask Questions When Shopping for a PEO

Insperity

Are you uncertain about how to find the most suitable professional employer organization (PEO) for your company? Are they familiar with the laws governing the cities and states in which you do business? If your company does business in states that have many or complex employment laws, such as California, Massachusetts and New York, it may be beneficial for the PEO you select to be well-versed in the laws of those states.

Should You Include Your Photo On Your Resume – Ask #HR Bartender

HR Bartender

employers are to make employment decisions based on qualifications, and not appearance, race, gender, and other categories protected by labor laws. many countries/employers require a photo and it is more customary to include a headshot. Organizations hire people to solve problems and what catches my eye are people who can articulate the problems they’ve solved, the before and after metrics, and the impact of their solutions.

HR Business Partner Job Description: What You Should Know

Analytics in HR

The HR business partner job description varies across companies. However, there are some typical responsibilities and competencies, and qualifications requirements that we will discuss to help you understand what the HRBP role looks like.

How to Buy Employee Time Clocks For Small Business in 2021: The All-Encompassing Guide

SwipeClock

Stay compliant with workplace laws. State Biometric Laws. In the age of COVID-19, many employers are turning to touchless or minimal-contact clocks. Employers can use them for large workforces at little incremental cost. Employers assign a unique card to each worker.