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volume II issue XII December 2014 |
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We Are All Becoming Millennials It's hard to read anything about business today and not trip over references to millennials and the changes they are bringing to the workplace. It has everyone in something of a lather. It is true that there are major changes afoot in modern business and they have happened with the influx of the latest generation of workers. But those changes are bigger than any one cohort. This Generation Y, or the Millennial Generation, born between 1982 and 1999, has created an enormous amount of anxiety as employers scramble to figure out what will attract and retain them. Generation Y will, after all, constitute 75% of the workforce by 2025. Those who win the hearts of millennials will win the war on talent. No question. But there are those on the flip side of the issue who argue that nothing is new under the sun, that the differences cited in generational attitudes are fiddle faddle, and that the uniqueness we see in this younger group is largely age and development related. That is, the thought is that millennial attitudes will shift as they age and eventually fall into the same patterns as older generations. Both sides are missing the real story. Read on. 4 Tips for a Merrier Holiday Office Party The winter season, and all its attendant holidays, can make you really take stock of what you have. This is why many companies throw holiday parties for employees. It's a great way to say "thanks" for a job well done this past year. But holiday parties can come with their own set of minefields to navigate. An awkward holiday party is like an employee getting coal in their corporate stocking. Here are some tips to avoid this fate and keep your holiday party as merry as Santa Claus: 1) Keep Your Spirits Bright...but Under Control Tis the season to keep spirits bright, but employees who imbibe too many spirits can be a recipe for a holiday party disaster. By spirits, of course, we mean alcohol, which is often a key component to an office holiday party. You just need to look toward pop culture for an example of how dangerous drinking to excess at the holiday party can be. On the AMC's 60s-era drama Mad Men, a booze-filled party turned into a disaster when a drunk employee ran over the foot of a superior with a lawn mower. Most likely having a few too many drinks won't result in bodily injury, but it can certainly hurt your employee morale. Instead of pouring out hard liquor, pick something more mellow such as wine or something seasonal like eggnog. Watch employees who look like they might be on the verge of drinking to excess and quietly cut them off. Or you could even decide to forgo the alcohol entirely and instead provide fun seasonal beverages. Whatever you do, make sure employees don't wake up regretting their actions at your holiday party in the next morning. 2) Know Your Staff To craft the perfect holiday party, you'll first need to understand the makeup and needs of your employees. These are the same people you connected with in the hiring process, whether through an in-person interview or through online video. Think about their unique needs before scheduling your office party venue. Do most of your workers have families or are they single and ready to cut loose? If your employees are mostly family-minded, you don't want to schedule your holiday party at the new hip bar in town. Instead, you might decide on a holiday fair or family-friendly activity everyone can take part in. Likewise, if your employees are mostly single and looking to have fun this winter, a night out might be more alluring to them than going to a production of The Nutcracker. Read on. Are These Turnover Myths Hurting Your Company? There's a lot of misinformation out there regarding employee turnover. Some "experts" recommend employers keep an almost hyper vigilant watch on turnover rates, while others recommend employers stop worrying about the rates altogether! Despite all the talk, however, nobody has come up with a foolproof solution for resolving high turnover. The needs, desires, and perceptions of your employees contribute to your rates, which makes solving the problem of high turnover more difficult than one might assume. That said, some misinformation is more harmful than others. Here are the top five myths to avoid taking at face value. MYTH #1 Low turnover means your employees like their jobs. One would think that all the time, energy, and effort spent recruiting employees would amount to a workforce where everyone is a perfect fit. Not so! While this is a nice idea, the truth is low turnover could simply mean your employees can't find jobs they want. That's why turnover isn't always a bad thing. When employees become disengaged, disgruntled, and (sorry) lazy but stay put, productivity decreases and their negativity impacts the entire work environment. One weak link will drag the rest of the team down, so a higher turnover rate is a better bet than a crop of toxic long-term employees. Read on. Final Rule Issued for OSHA Recordkeeping Requirements In a press release issued September 11, 2014, OSHA announced the final rule for Occupational Injury and Illness Recording and Reporting Requirements. For Federal Plan States, the regulation will go into effect on January 1, 2015; State Plan States will announce their dates independently but are encouraged to meet the same deadline. This regulation brings some major new changes for employers. Dr. David Michaels, assistant secretary of labor for occupational safety and health, cited the most recent Bureau of Labor Statistics (BLS) report stating that 4,405 workers were killed on the job in 2013 to emphasize the importance of this new rule. Read more. EEOC's Tough Stance on Employee Separation Agreements Employers like separation agreements. Separation agreements, of course, are contracts that employees sign when their employment is terminated that allows them to be paid severance and in exchange they usually give up the right to sue their employer. Separation agreements provide finality to employment terminations by offering employers protection from claims and potential claims. The agreements many employers use are often standardized and have served them well for years. But now might be the time to take another look at those documents, lest the Equal Employment Opportunity Commission ("EEOC") looks first. Read more. |
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> FEATURE ARTICLE We Are All Becoming Millennials > TIP OF THE MONTH 4 Tips for a Merrier Holiday Office Party > Q & A Are These Turnover Myths Hurting Your Company? > LEGAL UPDATES Final Rule Issued for OSHA Recordkeeping Requirements EEOC's Tough Stance on Employee Separation Agreements Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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