An employee handbook too often becomes a dusty tool that is relegated to a remote shelf. In fact, it is a vital communication channel for your employees. It’s best to realize that before you are sitting in your attorney’s office, trying to prepare a defense to a suit or claim and wishing that you had included or excluded statements in your employee handbook.
The first few weeks on the job cement an image of your company in the mind of your new employee. What do you want that image to be and who do you want to be crafting it? New employees will naturally seek out information to form an understanding of your corporate culture, how they fit into it and whether or not they made a good decision in coming to work for you.
All employers (other than those who employ individuals who harvest crops by hand) are required to pay their employees:
- On or before the first day of each calendar month, all wages earned during the first 15 days of the preceding calendar month; and
- On or before the 15th day of each calendar month, all the wages earned during the preceding calendar month from the 16th day to the end of the month.
The most significant component of the Affordable Care Act (also known as Health Care Reform) for large employers is set to take effect in 2015. Large employers, which generally means employers with 50 or more full-time employees and full-time employee equivalents, need to take immediate action in advance of the effective date.
As entry-level positions open up at your company, the talent, energy and passion of a recent graduate may seem like the perfect addition to your company. But employers beware: pulling in the best and brightest college graduates may be more challenging than you think.
U.S. employers expect a 4% increase in 2015 health care costs for active employees after plan design changes, according to global professional services company Towers Watson (NYSE, NASDAQ: TW). If no adjustments are made, employers project a 5.2% growth rate, putting absolute cost per person for health care benefits at an all-time high.
Bargaining labor contracts for employers is unlike any other business activity, often driven by emotion, governed by labor law, but essential to an efficient, smooth running operation. Concluding bargaining successfully is a real challenge for employers.
Contrary to a business contract with a vendor, the employer cannot walk away from the majority union. A duty imposed by law requires the employer to stay in the relationship with the union and bargain.
Look around your office on any given day and how many mobile devices do you see? Remember to count smartphones, tablets and laptops. Do mobile devices outnumber employees? Probably so.
But now ask yourself, are the mobile devices talking to each other? Are they sharing software? Are they talking with fellow employees? Probably not.
Mobile devices can save people time and money if users know how to integrate their software so they can “talk amongst their friends”.
See if this scenario sounds familiar: Your association began with fewer than 10 employees. Each was hired at a pay level resulting from individual negotiations. Starting pay was probably based on what they were earning at their previous job or some similar criterion.
Unions have suffered an unabated decline, reaching the lowest point in market penetration since the post-World War II peak, falling well under 7 percent of the private sector. In addition, Michigan has become the 24th right to work state denying unions mandatory dues support.