Practical HR Tips, News & Advice. Updated Daily.
Trying to predict when things will return to normal is nearly impossible given the uncertainty caused by the coronavirus pandemic, yet employers in a new ManpowerGroup Employment Outlook Survey are throwing caution to the wind and revealing when they believe they’ll be back to pre-pandemic hiring levels.
Most employers are well aware of their obligations under the Fair Labor Standards Act (FLSA)—primarily, the requirement to pay at least minimum wage and pay overtime for hours worked in excess of 40 in a given workweek. These apply to a large percentage of employees, unless they fall under one of the various exemptions.
Wage and hour compliance is an area that can trip up even the most diligent employers under the best of circumstances—let alone during a global pandemic when you’re trying to keep employees healthy, safe, and employed.
Hazard pay, as the name implies, is extra pay compensating for some form of danger or hazard employees face. Essentially, this extra pay serves as an incentive to knowingly take on these risks while on the job.
As our family continues to practice social distancing, we are always on the lookout for a new comedy series to take a bit of the bite out of this new normal. We found exactly that in the FX series What We Do in the Shadows, a mockumentary exploring the “lives” of four vampire roommates in […]
Employment branding, aka employer branding, refers to influencing how your organization is perceived as an employer. Employers put a lot of effort into ensuring their organization is well positioned and has a good reputation.
A recent CreditCards.com survey revealed that 59% of American credit card holders—110 million Americans—were in credit card debt before COVID-19. And it wasn’t frivolous spending. Twenty-six percent said that day-to-day expenses like groceries, child care, or utility payments were the biggest factors in their debt balances.
Q. Because of the coronavirus, we have reduced everyone’s hours to 30 per week. An employee wants to take his paid time off (PTO) but be paid for his normal 40-hour workweek. Can the company pay for only 30 hours since that is what the entire staff has been moved to?
In this time of uncertainty, many employers are forced to make difficult staffing decisions. Already, thousands of employers have had to let employees go, as they find themselves without enough income to support their previous staffing levels.
Employers know that a negative working environment can quickly snowball and become unmanageable. It can impact not just morale but also eventually productivity and turnover, leading to escalating costs and problems.