The New #FLSA Overtime Changes: Make Sure Company Policies Are Aligned
HR Bartender guest post from Paycom
So how should HR pros approach policy changes before the [FLSA] ruling goes into effect? Auditing your policies surrounding the issue at hand – overtime – could be a good start. Do the existing policies cover which employees can and cannot work overtime? Do your current policies consider work done on mobile devices as hours worked or travel time? I spoke with Paycom Chief Operating Officer Stacey Pezold and she shared with me that today’s companies have more to consider as it relates to how regulations impact operations.
Hub International Limited recently undertook an in-depth small-middle market employee benefits study: Employee Benefits Barometer: SMB Perspectives and Priorities in an Era of Disruption. More than 400 senior-level human resource and finance executives at U.S. companies with 50-1,000 employees were surveyed. The study revealed unexpected priorities, missed opportunities and the disconnect between HR and Finance.
How “Neutral” Layoffs Disproportionately Affect Women and Minorities
Alexandra Kalev, Harvard Business Review
In an effort to be transparent and fair to employees, organizations use formal rules to decide who stays and who goes during layoffs. But my analysis shows that because companies rely heavily on position and tenure to make those calls, they wipe out most or all of the gains they’ve made in diversity. The reason is simple: Companies in cutting mode see the roles that women and minorities tend to have as expendable. For the most part, if they’ve made it into management they’re either junior to midlevel, recently appointed, or working in areas such as human resources, legal departments, and public relations — functions that are beneficial but aren’t usually perceived as core to the business. When women and minorities are in line positions, they often work on small, nonessential product lines that can be jettisoned fairly easily.
Are You Ready to Handle Political Tensions In the Workplace?
Mathilde Pribula, TLNT
More than a quarter of HR professionals are already reporting an increase in workplace political volatility compared to previous election seasons, according to a recent Society for Human Resource Management poll. The same study found only 24% of organizations have written policies on how to handle political activities, though 72% say they discourage it.
When work and politics mix, the risks are widespread. Employees may not feel safe or respected. Recruiting, retention and productivity can be impacted, as can brand loyalty and customer retention.
Related: Our prior post Is your workplace prepared for political conflict this election season?
The skill sets need for the HR professional of the future
Miachael Haberman, Omega HR Solutions blog
I came across an article directed at the Chief Information Officers, in other words the IT leader, which talked about the skill sets the CIO of the future will need to have to be most effective. Not too surprisingly this skill set works well for the Chief Human Resources Officer (CHRO) as well. In fact they work well for the HR professional at all levels. I have written about each of these skill sets in the past but thought it would be constructive to revisit them.
Why Sheryl Sandberg Thinks You Should Cry at Work
Suzanne Lukas, Inc.
When you talk about women in business, Sheryl Sandberg’s name comes right to the top. A Facebook Executive and author of the best-selling Lean In, Sandberg is a household name. When her husband, Dave Goldberg, died unexpectedly at the very young age of 47, we felt terrible for her. She admitted, after his passing, that her book had assumed a supportive spouse and didn’t focus on the challenges faced by the single mom at work.
She understands a bit better now. (Although, in fairness, she can’t possibly understand the challenges of the single mom in a low paying job. Sandberg can afford household help. Most single moms–and most married moms–don’t have that kind of financial flexibility.) And one thing she seems to be advocating is acknowledging that life can be really, really hard. And that can involve crying. At work.
Unfortunately, for most of us, crying and work don’t go together.
Christine Hammond is a Licensed Mental Health Counselor and writer for PsychCentral.com. In this 1 hour webinar, she shares effective approaches when dealing with a narcissist in the workplace, and tips for how to avoid becoming the narcissist’s target. Learn to identify the different types of narcissists; four things every narcissist needs to survive – and how to use this to your benefit; how the narcissistic cycle of abuse works and how to avoid their trap; and the best negotiation tactics to win an argument with a narcissist.
More HR News Briefs
- 25 Phrases That Kill Workplace Relationships
- 6 Workplace Situations That Require New Policies
- Workers’ comp fast facts
- Workers are dressing more casually. Does that affect productivity?
- More than half of employers have updated workplace violence policies: survey
- On the 26h Anniversary of the ADA: Smashing barriers to access: Disability activism and curb cuts
- The Need to Reward Employees
- How to Recover From a Huge, Huge Mistake at Work
- Unpaid Volunteers Are Not “Employees”, Says CT Supreme Court
- Do you have any unclaimed money? Check to find out!
- Chronic Conditions: Can an Employer Deny FMLA Leave When an Employee Does Not Attend Two Doctor Visits in One Year?
- Ask the Expert: Can I Stop Employees from Talking about Compensation?
- Don’t Let Bad Employees Sink You
- How to stop being annoyed by life
- Summertime workouts at the beach