Thank you for attending our webinar series this week to learn more about Hire, Google's latest recruiting app. For those who missed it, you can check out a short overview here. If you wish to take action and streamline how you currently recruit, please reach out to firstname.lastname@example.org to discuss next steps.
Two simple statements, for the workplace or anywhere else. Hey, if a cat can do it, so can you. SHRM shows you how and why with the help of all of these good people Fjuri Be Robin Hood @InsideOutProj Nancy Friedman Team Awesome Coaching Employment Resource Groupread more
S'not flu or it is, doesn't matter. Our good friend Joan Casciari @seyfarthshawLLP helps @SHRM and you sort out how FMLA, ADA, local leave laws and PTO can apply. S'not funny. Yes, it is.read more
If your first reaction to an Immigration and Customs Enforcement (ICE) raid would be "Ice. ICE! Baby." and a slow exhale/shaking head, then read this from our our authors at Fisher Phillips now, which includes:
then check this breakdown of Vanilla Ice's "Ice Ice Baby".read more
This blog is courtesy of the Iowa Association of Business and Industry (ABI) and can be found on their website here.
Can individuals with disabilities benefit your business? Research, as well as my personal experience, says yes.
Multiple studies show hiring individuals with disabilities is good for your bottom line. While there were some differences by sector, a study by DePaul University comparing employees with and without disabilities in similar positions found employees with disabilities had longer tenure, fewer scheduled and unscheduled absences, and their job performance evaluations were almost identical. Spending less time in the hiring process and fewer disruptions in production are good for the bottom line.
Employees with disabilities can be loyal, reliable and hardworking. An additional benefit of employees with disabilities in the workforce is . . .read more
Under the Fair Labor Standards Act (FLSA), “wages” paid to an employee are defined to include money, but may also include “facilities” such as the reasonable cost or fair value of board, lodging, or other facilities similar to board and lodging which are customarily furnished by the employer for the employee’s benefit.
Examples of other facilities are:
The FLSA permits employers to pay wages . . .read more
Do new hires have to be a culture club fit? Patty McCord, former chief talent officer of Netflix doesn't think so. READ THIS deep dive (3500+ words) from Patty, SHRM and Harvard Business Review.
In Patty's words: "The process requires:
But it is a whole bunch more than five bullet points.
This is for start-ups to multi-nationals. Again, READ THIS.read more
When former employees ask for references, you should: a.) go all Chatty Cathy, b.) reference EvilHRLady, or c.) channel Darth Vader and "deal with them" yourself.
Not all employers need a lock out/tag out program, but if you do, well, then here you go. Again, this is a MODEL program, so it is a place to start, not a finished product, which means you need to read through this and understand how this applies to you and your company and employees and then edit to meet your needs.
All that said, it does come from our book Workplace Safety and Health Compliance Manual, which is authored by Edwin G Foulke, Jr. at Fisher Phillips, who was the head of OSHA for two and a half years, during which time workplace injury, illness and fatality rates dropped to their lowest levels in recorded history. So you would have that going for you.
So click on the "OSHA model written lock out/tag out program" above and have at it.read more
Amazon, Berkshire Hathaway and JPMorgan Chase (not the 80s alt rock band) are the giants. Can they provide high-quality health care for a lower cost?
Bonus if you can identify which of the giants used “tapeworm” in the announcement. Double bonus it you can pick out the publication that didn’t mention it.read more
For many years, an employer that wanted to conduct internal audits did its best based on legal advice and common sense without knowing what the government would think of its efforts and if, in attempting to correct errors, it might inadvertently have created other issues.
In December of 2015, U.S. Immigration and Customs Enforcement (USCIS) and the OSC issued a joint document entitled “Guidance for Employers Conducting Internal Employment Eligibility Verification Form I-9 Audits.” USCIS also updated its I-9 Central webpage with “Frequently Asked Questions: Self-Audits.” An employer is still advised to consult with legal counsel if questions or issues arise while conducting an internal audit of its I-9 forms, but at least now employers have a better idea what position the government would take on certain issues relating to self-audits of the Form I-9.read more