The Millennial generation recently became the largest generation in today’s workforce. It is time that we understood the talent we employ, to help retain them and develop deeper, more fruitful relationships in and outside of our organizations. It makes sense for the rest of us to stop, collaborate, and listen to what they need to help them thrive. Treating them this way could result in much success for everyone.
Employment & Labor Law
Most employers have established employment policies, either in writing or through practice, that attempt to define the relationship between the employer and employees. Employers may circulate memos as the need arises or even establish policies by word of mouth. Many employers, however, fail to compile these policies once they are issued, and many more fail to review them as often as they should, especially in light of the constant changes in employment and labor relations law.
Every year businesses deal with damaging and costly legal battles because a single question on a job application violated federal law. So, it is important that you check your job applications (paper and online) regularly to ensure they comply with federal and state laws.
You likely already know that your job application cannot ask contain questions about a person’s religion, race, sexual orientation, family, and other personal concerns. But here are a few other items you may not be aware of that you must avoid on an application and during interviews:
A pay philosophy is a company's commitment to how it values employees. A consistent pay philosophy gives the company and the employee a frame of reference when discussing salary in a negotiation.
The goal of a pay philosophy is to attract, retain, and motivate employees. For companies in the private sector, this usually requires a competitive pay philosophy. For companies in the public sector, this means a well-rounded philosophy, with a focus on benefits and work life.
On April 14, 2015, the Governor signed House Bill No. 4119 and 4120 making them Public Acts of 2015 Nos. 14 and 15. They will require extensive revisions to the current Michigan Court Rules governing garnishments found at MCR 3.101. The Supreme Court issued proposed rule changes, however, they did not recognize the majority of the statutory changes. Furthermore, the statutory changes require changes to the supreme court-approved garnishment forms. Comments to this effect have been submitted by the State Bar of Michigan and the Michigan Chamber of Commerce.
MIOSHA’s Safety and Health Protection on the Job poster has been revised to include new employer reporting requirements for all work-related hospitalizations, amputations and losses of an eye. The MIOSHA Injuries/Illness reporting number has also been added to the notice.
After years of anticipation, the U.S. Department of Labor (DOL) released its Notice of Proposed Rule Making on June 30, 2015, revising the overtime exemptions under the Fair Labor Standards Act (FLSA) by targeting salary requirements.
As a small business owner you will need to determine whether to hire full time employees or use independent contractors. Don’t make the mistake of thinking they are basically the same thing. They aren’t.
Although you pay both kinds of workers to do tasks for you, they are not viewed the same by the IRS. And if the IRS suspects that you are not classifying your workers correctly, they might audit you.
If you’re great at your job, you’ve probably been asked to teach others how to do some of the things at which you excel. Doing something well is not the same as teaching others to do it well. Leaders focus on strategies for getting the best results from trainees.
Here are five tips for a successful knowledge transfer:
A foreign national's application for employment-based cases, is classified into one of five categories including: