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volume II issue IV April 2014 |
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Common Job Description Mistakes A job description outlines the duties and responsibilities of a given position, and the qualifications an individual must have in order to successfully perform the job. Well-crafted job descriptions can help employers set clear expectations for employees and align individual goals with the overall goals of the company. However, all too often job descriptions lack essential information, are used inconsistently, or are rarely updated. The following are eight common job description mistakes and how to avoid them. 1. Failing to have a job description for each position. It is a best practice to have a job description for each position within your company. Employers should provide new hires with a copy of their job description at the time of hire. Employees should also receive an updated job description if their duties or job titles change. Read more. 12 Tips to Reduce Employee Turnover How would you feel about a higher retention rate in your organization? I don't know about you, but I can't think of a single HR exec I know who would turn that down. In fact, employee retention is without a doubt one of the most intense challenges facing most human resources departments. Sadly, with the improving economy and the coming talent crunches due to retiring boomers, retention rates promise only to get worse. Already, turnover rates for all industries hover around 13%–and those rates are far higher in the service sector, where the average is 30%, according to SHRM. The retention crisis will undoubtedly intensify as the talent war rages and millennials (who are notorious for job hopping) become a bigger part of the workforce. With that in mind, here are a dozen tips on how you can slow down the revolving door at your company. Some may be familiar, some may be new to you, but all should help you inspire long-term loyalty from your best employees. 1. Hire the right people The best way to ensure employees don't leave you is to make sure you are hiring the right employees to begin with. Define the role clearly–both to yourself and to the candidates. And then be absolutely sure the candidate is a fit not only for the position, but for your company culture. 2. Fire people who don't fit As the old saying goes, "a stitch in time, saves nine." Read on. How Can We Cope with the Culture of Distracted Working? To work in 2014 is to work distracted. Every employee, from the C-suite to new hires, is distracted to some degree–and the distractions come from all angles: devices that constantly vibrate, beep and (occasionally) ring; a quick glance at Facebook, Twitter or Instagram that offers a respite from the stress; the black hole that is email; environmental distractions such as open workspaces or the office ping pong table; and, of course, the compulsion to multitask. What's the cost of distracted working on employee productivity–and how can managers coach employees (and themselves) to cope with these distractions? It's not easy, but here are a few ways that successful people stay focused and connected: Read on. The NLRB, Northwestern University and Unintended Consequences If upheld, this decision may have a much broader impact that could even reach beyond college sports. As reported last week, the NLRB's Regional Director in Chicago has determined that those members of the Northwestern University football team who receive grants-in-aid are "employees" under the National Labor Relations Act. Even aside from the questionable basis for this conclusion, the Regional Director's decision begs the question what are the possible unintended consequences of this decision? And there are quite a few, only some of which are mentioned below. Perhaps the first unintended consequence is whether the Board's determination, if upheld, will actually render these student athletes ineligible to play intercollegiate football. Read on. Employment Law 101: Bonuses If bonuses are a part of your compensation structure, read on for an excellent overview from Gray Reed & McGraww, P.C. They cover everything you need to know to remain in compliance. What counts as a bonus: There are a lot of ways to describe a bonus. For our purposes, a bonus includes any discretionary or non-discretionary payment or "compensation" to an employee outside of their regular hourly, salary, commission, or piece rate pay. A bonus then includes any prize or award to an employee in addition to traditional "bonus" payments. What is the difference between discretionary and non-discretionary bonuses: This is one of the key dividing lines in payment of bonuses. If a bonus is discretionary, it does not count toward an employee's overtime calculation and may not be owed to an employee regardless of that employee's separation from the company. Non-discretionary bonuses on the other hand count toward overtime and an employer may be responsible for them even if an employee leaves. Of course, if the employee is exempt from overtime this distinction matters less (see the prior EH editions on Overtime and Exemptions from Overtime). Read more for a comprehensive reiview. |
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> FEATURE ARTICLE Common Job Description Mistakes > TIP OF THE MONTH 12 Tips to Reduce Employee Turnover > Q & A Coping with the Culture of Distracted Working > LEGAL UPDATES The NLRB, Northwestern University and Unintended Consequences Employment Law 101: Bonuses Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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