Many companies are overlooking the opportunity to hire veterans and National Guard members to bring in high quality employees whose skills are and training make them high potential assets ready to fill the skill shortage that is holding back company growth.
The good old days of hiring only people you know are long gone. These days it would be rare for a business with a significant number of employees to have a workforce comprised only of friends and relatives.
The Michigan Minimum Wage & Overtime labor law poster has been revised to reflect the 2014 increase, effective September 1st. This is a result of the new law signed by Governor Snyder on May 27, 2014. All Michigan employers are required to post the revised notice.
Every single year, thousands of people make the decision to apply for internships. Whether it’s for the learning experience, school credit, or a desire to get a foot in the door with a certain company—internships are in high demand. For small businesses looking for a way to attract qualified college students to their company, or to save a little money by eliciting entry-level help—an internship program can be a beautiful thing.
The ACA and private exchanges could change the game when it comes to employer-sponsored health coverage. Sharon Goodman, principal at Slevin & Hart, and the International Foundation for Employee Benefit Plans provide eight areas employers need to look at when considering a private exchange.
USERRA applies to any employer that either pays an individual a salary or wages to perform work or controls an individual’s employment opportunities. This broad definition includes an individual or organization to which an employer delegates the performance of any employment-related responsibilities. An entity that performs only “ministerial functions,” however, such as personnel file maintenance or, presumably, paycheck processing, is not considered an employer.
Companies may find that hiring executives in today’s economy is more difficult based on a lower labor participation rate combined with low unemployment. The factors support the contention that companies must increase their scope of networking techniques and further concentrate on determining the talent level of those candidates who apply. Although not difficult to identify the unemployed, the true skill is in determining if candidates are a fatality of downsizing efforts or if there are serious performance difficulties.
According to WageAccess, the Michigan Chamber’s Salary and Benefits Survey, Michigan employers are projecting that they will pay an average 2.7% of payroll for merit increases for 2014. This is a significant improvement over the reported 2013 budgeted merit increase average of 2.3%. What is even more interesting is, although Michigan employers budgeted for only 2.3% for merit increases in 2013, they actually paid an average 2.6% in merit increase pay to their employees last year.
Don’t you wish that were true? For the next major federal or state election, let’s support a candidate who will make the elimination of PowerPoint a plank in his or her campaign platform. In the meantime, if you plan to use PowerPoint, you can do it more effectively by trying these eight tips:
Small Michigan manufacturer pays out $50,000 to settle a harassment complaint filed with a government agency. No handbook. No training. Bad behavior. No investigation. No defense, so write the check. How often does this happen? Not often, but isn’t once still too often? What about lost productivity, the rumors, and even the bad press? The distraction from the core business? The distrust amongst those who would otherwise prefer to be teammates? These always cost more than any fine.
When bad behavior occurs, is an employer without defense? Not at all; you can be prepared.