Attracting Better Talent Can Start with a Simple "Thank You"
Remember the good old days when it was HR who expected a thank you note from a candidate after the interview? Well a convergence of events has flipped the tables and now some companies have found that sending thank you notes to candidates is a good way to acquire top talent.
With highly skilled employees in short supply and open positions increasingly difficult to fill, smart companies are paying attention to what their employment brand means to potential candidates. That means the candidate experience is getting long overdue, but well-deserved attention.Read on.
Not Talking Enough in Meetings? Stop Being That Person
I ran across this article on The Muse titled “3 Signs You’re Talking Way Too Much in Meetings (and How to Stop Being that Person).” It’s a good read and worth checking out. But it prompted me to ask, “What about the person who doesn’t talk enough?” Yes, it’s possible to not talk enough during meetings.
When you’re invited to a meeting, it’s because people want you to share your thoughts. Just because someone is talking a lot is no excuse not to participate. You have something valuable to say. If you don’t talk at meetings you could be sending the wrong message–such as you don’t have anything to contribute, you don’t care about the outcome, or you simply agree with the conversation.
The next time you’re in a meeting, here are a couple of things to think about if you find yourself not getting a word in edgewise.Read on.
Poor Performance Review Prompts Legal Action
My employee sent me a scathing email in response to a performance evaluation I just gave her. She has contacted her attorney and has threatened to quit. At this point I just want to fire her. How should I respond?
As tempting as it may be to terminate this employee immediately, it is critical that you keep a level head and do your due diligence. You don’t want to let the fact that the employee has called an attorney force you into a hasty decision you may regret.
New FLSA Exemption Rules–Coming In July?
Over the last few months we've been asked on an almost daily basis when the DOL will be publishing its hotly anticipated white collar exemption rules. The short answer is still, we don't know. A few months ago, the word was "late 2016," which made some sense due to the extremely high volume of comments the DOL received during the 60-day public comment period.* Now, signs point to an earlier release. Read more.
New Plan to Collect Companies' Salary Data Through EEO-1 Form
On January 29, 2016, President Obama announced that the Equal Employment Opportunity Commission ("EEOC") will be proposing (in the form of a proposed new federal regulation) a revision to its longstanding Employer Information Report ("EEO-1"). The current EEO-1 reporting guidelines require certain private sector employers and federal contractors to provide workforce profiles containing data sorted by race, ethnicity, gender and job category. The proposed new rules would now expand the scope of those required disclosures in the EEO-1 form. Specifically, they would require employers with 100 or more employees to report by race, ethnicity and gender their employees' total hours worked and W-2 earnings (including tips, taxable benefits and bonuses) for a 12-month period.
> FEATURE ARTICLE
Attracting Better Talent
Can Start with a
Simple "Thank You"
> TIP OF THE MONTH
Not Talking Enough
in Meetings? Stop
Being That Person
> Q & A
Poor Performance Review
Prompts Legal Action
> LEGAL UPDATES
New FLSA Exemption
Rules Coming In
New Plan to Collect
Companies' Salary Data
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