A new survey report has found that top factor that makes high-performing employees more likely to stay in their jobs are good relationships with colleagues. The Ceridian survey, the 2017 Pulse of Talent Report, took a look at why high-performing employees remain in their jobs.
A new survey conducted among over 20,000 health plans and over 11,000 employers of all sizes-representing over 2.5 million employees—reports that premium renewal rates for employer sponsored health insurance rose an average of 6.6% in 2017. According to the 2017 United Benefit Advisors (UBA) Health Plan Survey, this is a significant increase over the previous […]
Violence in society – and the workplace in particular – is on the upswing. The prevalence of active shooter incidents drives home the fact that preventing workplace violence must be a top priority of HR managers across all industries.
The maximum wage base for Social Security tax will be $128,700 in 2018, up from $127,200 in 2017, the U.S. Social Security Administration (SSA) announced October 13.
It takes more than effective recruiting to maintain a diverse workforce. As more employers have realized the importance of fostering diversity, they’ve also realized that even if they win at recruitment, the work of developing diversity is far from over. It also takes holding on to the good employees employers have worked hard to attract.
When hiring new employees, you want to hire the best, right? It seems like it would be a good thing for new hires to be extremely well qualified. After all, isn’t it good for the organization if the new hires have skill sets that go beyond what they need for their current role?
Employees and job applicants are now further protected from employment discrimination based on their legal use of medical marijuana under Connecticut state law. Recently, a federal district court judge determined that marijuana’s illicit status under federal law doesn’t preempt Connecticut’s explicit workplace protections for the use of medical marijuana.
The U.S. Occupational Safety and Health Administration (OSHA) has no standard or regulation specifically addressing workplace violence, but employers’ responsibility to address violence is covered under the General Duty Clause of the federal Occupational Safety and Health Act of 1970. And that means employers need to be ready for the agency’s inspection and enforcement efforts.
“Peter,” a senior information technology (IT) director of a retail order fulfillment company, was terminated when his position was eliminated in an IT department restructuring. Was the CEO’s statement that the company wanted a “new face” enough for Peter to establish direct evidence of age discrimination?
Everywhere employers turn, there’s another retaliation claim being made against them under Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act (FMLA), or another state or federal statute. Here’s yet another one.