Use The “Rolling” Method to Calculate FMLA Leave! This Employer Learned the Hard Way
Jeff Nowak, FMLA Insights
“As employers are aware, an otherwise eligible employee is entitled to 12 weeks of FMLA leave in a 12-month period. Notably, this “12-month period” is defined by the employer. What happens when an employer fails to disclose the 12-month period in its FMLA policy? They may end up like the Illinois Department of Corrections (IDOC).”
The End of Pay Secrecy?
Julie Cook Ramirez, Human Resource Executive
Employers are under pressure to divulge salary information. Could one of the last workplace taboos be going by the wayside?
“That may all be changing, as employees are increasingly seeking to discuss pay issues both inside and outside company walls. In large part, the trend is being driven by social media, coupled with the emergence of millennials in the workplace, according to Kevin Hallock, director of the Institute for Compensation Studies at Cornell University in Ithaca, N.Y., and author of Pay: Why People Earn What They Earn and What You Can Do Now to Make More. Younger employees, in particular, are comfortable sharing virtually every detail of their lives, he says, so divulging their salary doesn’t seem like a breach of privacy.”
BYOD Policies: What Employers Need to Know
Paul G. Lannon and Phillip M. Schreiber, SHRM
“These days, most employers can’t keep pace with technology as nimbly as their workforce can. That’s why many forward-thinking companies are now adopting bring-your-own-device (BYOD) policies that allow employees to work on their personal laptops, tablets and smartphones instead of on company-issued equipment. The BYOD trend has been driven in part by Millennials in white-collar positions who have come to rely on using their own technology for both work and play.
While asking people to bring their own devices can lower costs and improve efficiency, effectiveness and morale, it also raises a host of security and legal compliance concerns. Fortunately, most of these concerns can be addressed through a well-crafted policy.”
The organizational cost of insufficient sleep
Nick van Dam, Els van der Helm, McKinsey Quarterly
“Previous McKinsey research has highlighted a strong correlation between leadership performance and organizational health,2 itself a strong predictor of a healthy bottom line. In a separate study of 81 organizations and 189,000 people around the world, we have found that four types of leadership behavior are most commonly associated with high-quality executive teams: the ability to operate with a strong orientation to results, to solve problems effectively, to seek out different perspectives, and to support others. What’s striking, in all four cases, is the proven link between sleep and effective leadership.”
Continued Controversy: Medical Marijuana in Workers’ Comp
Kevin Glennon, WorkCompWire
“Since marijuana is still illegal and categorized as a Schedule I substance, employers must consider ramifications regarding drug-free workplace policies. Their employees who may be authorized to use medical marijuana could potentially be terminated if they test positive for marijuana in a random drug test. We saw this scenario with the Coats v. Dish Network case in Colorado. Brandon Coats became a quadriplegic in a car accident and used medical marijuana to control leg spasms. In 2010, due to off-duty medical marijuana use, he failed a random drug test and was fired. On June 15, 2015, the Colorado Supreme Court upheld the right for businesses to fire employees for medical marijuana use—even if use occurred while off duty.”
“The Extra Mile Is Never Crowded” – Adam Chudy points out, “If you want people to know your name. If you want the job. The fans. The body. Whatever it is you want. Go the damn extra mile, because I can promise you… it might be lonely but it’s certainly not crowded.”
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The office of the future?
This short, fun clip of Nissan’s “Intelligent Parking Chairs” has been a viral sensation recently – it gives a glimpse of potential office automation.