Legislation introduced last week would massively increase the 100 percent employer-financed unemployment insurance (UI) weekly maximum benefit amount and dependent allowance. It would also compensate those harmed by false fraud allegations. These changes could more than double an employer’s maximum exposure for a former employee, increasing potential benefit charges from $7,840 to $14,060 per claimant. While not contemplated by the legislation, there is no doubt that this legislation would lead to sharp UI tax increases on employers.
Federal and state law requires employers to provide a workplace that is free from unlawful discrimination and harassment. If discrimination or harassment is reported, the employer has a duty to exercise reasonable care to prevent and promptly correct inappropriate behavior. Failure to do so may result in significant liability to the company.
An effective workplace investigation serves several equally important purposes:
More and more employers are thinking about, or actually doing, checks of a job applicant’s social media sites, with or without, the applicant’s permission.
The jury is really out on all of this, and here is why:
When most people think about branding, Human Resources is not something that naturally comes to mind. Instead, you think of slick advertising campaigns and instantly identifiable logos that inherently promise value, quality and a desirable image or personality.
One of your direct reports wants more money. He says he’s underpaid. Or he thinks he’s doing work above his current title. Whether or not you hold the purse strings for your team or organization, this is a tough situation for managers. How should you respond?
Many clients who are putting together their first background screening program ask us the same questions:
If you’re a sole proprietor with no employees and very little business overhead, what you pay yourself is pretty much what you earn in sales minus your costs and taxes. But what happens when your business grows, or you enter a partnership, or take on employees – how do you determine what your salary should be?