The performance of your company is directly tied to the performance of your employees, so one of the best ways to develop your company is to develop the people who work for you. While you can motivate your employees by rewarding success and disciplining failure, these incentives and disincentives will only get you so far. If your employees only perform well to get a reward or avoid discipline, they’re not truly invested in your company’s success. A great way to get employees invested is to invest in them. And one way you can do that is through coaching. Coaching is a management style that develops employees by assessing, improving, and tracking their knowledge, skills, and abili
When a city or state passes a new kind of employment law or practice, you can expect other locations to follow their lead. We’ve seen this with paid sick leave, ban the box, social media privacy laws, and other legislation. This year will have its own trending employment laws and best practices. Here are a few to keep your eye on: Sexual harassment prevention: With the public hearing every day about new harassment allegations, employers are looking for better ways to prevent sexual harassment in the workplace. Training is necessary and important—and sometimes required by law—but it’s only one preventative step. Accountability is also a must, as is a culture of trust so when hara
Taking time away from work is good for the health and morale of employees. When they can rest during an illness, recuperate after an injury, or tend to affairs in their personal lives, they’re better able to focus at work and engage in the tasks at hand. Too many absences, however, can be costly for employers and frustrating for other employees who have to pick up the slack. A lot of absences may be sign of absenteeism, which occurs when employees skip work for no good reason. You may not be able to prevent the illnesses, injuries, or family emergencies that keep employees from coming to work, but you can and should do something about absenteeism. Fortunately, there are a few steps you
The Americans with Disabilities Act (ADA) applies to a lot of organizations—all public employers and any private employer with 15 or more employees. Nevertheless, there’s a lot of confusion about what the law requires and what its terms entail. A big reason for this confusion is the language of the law itself; the ADA speaks of nebulous concepts like undue hardship and reasonable accommodation. Words like undue and reasonable are by their nature open to some interpretation, which is not exactly a comfort to employers. Fortunately, while there’s no getting completely around the inherent ambiguity of the ADA, employers can feel confident in their application of the law by reviewing an
The Office of Management and Budget has put an indefinite hold on the pay data collection portion of the EEO-1 form that was revised on September 29, 2016. The version in effect prior to September 2016, which collects data on race, ethnicity, and gender by occupational category, remains in effect. The EEO-1 form only applies to private employers with 100 or more employees and public contractors with 50 or more employees. Affected employers should plan to submit the earlier-approved EEO-1 by the previously-set filing date of March 2018. Content provided by TPC HR Support Center.
The Occupational Safety and Health Administration (OSHA) mandates that all employers with more than 10 employees—except those in exempt low-risk industries—maintain a record of work-related injuries and illnesses. Those who are required to maintain these records should use OSHA’s Form 300: Log of Work-Related Injuries and Illnesses or an equivalent state-specific form. Those same employers must then post OSHA’s Form 300A: Summary of Work-Related Injuries and Illnesses each year between February 1 and April 30. As its name implies, Form 300A summarizes (and sanitizes) the information logged on Form 300. OSHA Form 300A must be certified by a company executive and posted in a cons
Last Friday the Department of Labor (DOL) adopted a new test for unpaid interns. Employers should use this test—called the primary beneficiary test—when determining if a worker can be properly classified as an unpaid intern or if they need to be classified as an employee and paid minimum wage and overtime. The test adopted by the DOL has already been in use in four federal appellate courts, most recently the Ninth Circuit Court of Appeals. The DOL’s switch to the primary beneficiary test creates a nationwide standard. Balancing v. All-or-Nothing Previously, the DOL was using a six-question all-or-nothing test. An employer needed to be able to say “yes, the internship does that”
Last year, nearly 27,000 charges of sexual harassment were filed with the Equal Employment Opportunity Commission (EEOC). This number doesn’t include charges filed with state and local agencies or situations where employees went directly to an attorney, and many employees who are victims of sexual harassment or are affected by it never report the incidents at all. Victims and witnesses of harassment often refrain from reporting because the harasser has the power to retaliate or because the organization has not set up adequate channels for reporting. In other cases, victims report the harassment, but nothing is done about it. The harassment is excused, and the complaints are rebuffed. Wo
On August 29th, Judge Mazzant in the Eastern District of Texas issued his ruling on the Department of Labor’s overtime rule changes. The rules, which were slated to go into effect on December 1, 2016, have been on hold since he issued an injunction last November. As anticipated, the Judge ruled in favor of the Plaintiffs, finding that the DOL had overstepped its authority by making the new minimum salary so high. The DOL will not be appealing the decision, but labor or employees’ rights groups could theoretically take their place in the lawsuit. However, the DOL has said they would not enforce the 2016 rules, so any further action toward implementation will ultimately be ineffective.
As of Monday, September 18, employers are required to use the revised Form I-9 for all new employees. This new version of the form has the revision date of 7/17/17. The I-9 form can be found here or on the HR Support Center. Content provided by TPC HR Support Center.