This year’s most outrageous excuses for being late to work
Career Builder

Getting in to work on time is not always an easy task. You never know what will get in the way of your morning routine – and it’s not always traffic delays, missed alarms and bad weather, either. According to a new survey from CareerBuilder, Homeland Security, Vaseline and lizard surgeries are just a few of the things workers claim prevented them from getting to work on time this year.
When asked how often they come in late to work, 1 in 4 workers (25 percent) admitted they do it at least once a month, and 13 percent say it’s a weekly occurrence for them — on par with last year.
More than 2,500 hiring and human resource managers (of which, more than 2,300 are in the private sector) and more than 3,200 workers across industries participated in the nationwide survey, conducted online by Harris Poll from November 4 and December 1, 2015.

The Experience Engine: How firms are creating employee experiences to attract top talent
Kevin Finke, Talent Economy

The experiences employees have at work matter. Multitudes of studies and research from Gallup, Willis Towers Watson and others have shown how a rewarding employee experience can influence employee engagement, external customer experiences and bottom-line results. Businesses that invest time and resources on building outstanding employee cultures and work experiences see the impact of their efforts in that their people stay more engaged over time and speak more favorably of them as employers. They’re able to consistently attract and retain top talent, and they see positive business results in the form of increased levels of safety, quality and productivity, as well as higher operating margins and earnings per share.

What department does recruiting belong in?
Bob Corlett, HR Examiner

In two decades of work with hundreds of organizations, we now know that recruiting, performance management, and employee retention can no longer be handled separately from reputation management. Treating each component separately ignores how inextricably intertwined they have become.

The dialogue: Hiring employees the right way

Daniel Schwartz, and employment law attorney who represents employers opens a dialogue with employee-side attorney Nina Pirrotti about hiring issues. Eavesdrop on their conversation at Connecticut Employment Law Blog for a well-rounded view of some of the hiring-related employment law issues of the day.

Disclosing an employee’s medical condition may result in an automatic FMLA violation
Jeff Nowak, FMLA Insights

To the court, the issue was a straightforward one. Under the FMLA, confidentiality of medical information is an employee right, and the allegation here is that the employer violated that right. Therefore, even if the employer granted to Scott all the FMLA leave he was entitled, the court found it possible that the employer still “materially affected” Scott’s working conditions when it allegedly breached confidentiality and other employees mocked Scott for his condition. Holtrey v. Collier County Bd. of Commissioners

An FMLA cautionary tale for employers
Robin Shea, Employment & Labor Insider

Tracy Wink was a clerical employee for Miller Compressing Company from 1999 until 2012, and apparently did a good job and was thoroughly cross-trained. At some point during her employment, she had a son. The little boy, who was autistic, started going to day care, but he was expelled in 2012 because of his bad behavior.
Is autism an FMLA “serious health condition”? ANSWER: Yes.

The Most Empathetic Companies, 2016
Belinda Parmar, Harvard Business Review

The Empathy Index seeks to answer the question: Which companies are successfully creating empathetic cultures? These are the companies that retain the best people, create environments where diverse teams thrive, and ultimately reap the greatest financial rewards.

Changes ahead for federal workforce
Dave Kittross, Human Resource Executive

Even before the 115th Congress officially met for the first time, the finishing touches were being put on bills that would change almost every aspect of how federal employees are compensated and disciplined. It’s just one sign, said Jessica Klement, legislative director for the National Active and Retired Federal Employees Association, that “everything is going to be on the table” in the new Congress.

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