13 Best HR & Workforce Metrics
I’ve written before about HR Metrics being the key to HR’s seat at the executive table. Given the fact that the HR and recruiting departments are non-income generating, having solid metrics are key to demonstrating to senior leaders and executives how strategic HR initiatives can help affect an organization’s bottom line. But HR is more than just cost per hire, so I thought it would only be fair to share with you some of my favorite human resources measurement examples, metrics, and formulas to demonstrate and capture the value that your team brings to the table. Read on.
Winning an Unemployment Hearing: 6 Tips for Employers
Firing an employee, delivering a not-so-great annual review, policing employee conflict–there are many uncomfortable tasks that fall on the shoulders of an HR manager. But when asked what part of their job makes them most nervous, a common answer is unemployment hearings.
This anxiety often stems from a lack of knowledge about the unemployment system or not understanding what will be expected of them. Hearings usually revolve around one of two issues: whether the employee was terminated for misconduct or whether the employee quit for good reason.
Put your fears to rest and contest confidently with these tips for making the hearing process less intimidating:Read on.
The Attention Span of Generation Y Employees
Am I imagining this or do Gen Ys have one-second attention spans? How do you get and keep their attention?
According to Bridging the Generation Gap authors Linda Gravett and Robin Throckmorton, many Gen Ys do come across looking like they are unable to keep focused for a period of time. However, the true issue is that we are unable to keep their interest. Because of the fast-paced, high-tech world in which they grew up, many Ys do require a great deal of mental stimulation and find it challenging to focus.
Increased Litigation Of Worker Misclassification Cases Should Place Employers On Notice Of Potential FLSA Violations
Worker misclassification violations under the Fair Labor Standards Act (FLSA) continue to be at the forefront of the U.S. Department of Labor's (DOL) enforcement priority list and of the plaintiffs' bar, which has filed lawsuits on behalf of workers who are allegedly misclassified as non-employees (i.e., independent contractors) or as exempt from overtime compensation. Two recent cases highlight the need for employers to review their workforce in order to prevent or mitigate potential damages resulting from such lawsuits and DOL investigations. In Arunin v. Oasis Chicago, Inc., a federal judge in the Northern District of Illinois held that delivery drivers for a company that operates restaurants in the Chicago area are entitled to unpaid wages because they were misclassified as independent contractors under the FLSA and Illinois Minimum Wage Law. Read more.
Update on Publication of the New FLSA Overtime Regulations
The final overtime rule is edging closer to release: the U.S. Department of Labor (USDOL) has sent its final changes for determining which workers are eligible for overtime pay to the Office of Management and Budget (OMB) for an administrative review. Procedurally, this is the final step before a new regulation is published as a final rule. OMB's final review could take several months or just a few weeks. Once complete, the final rule will be published in the Federal Register and take effect within 60 days of publication.
Commentators believe that the final rule will work its way quickly through OMB and most likely be published by July 7, meaning it would take effect on Labor Day, Sept. 5. That has obvious symbolic meaning.
> FEATURE ARTICLE
13 Best HR & Workforce
> TIP OF THE MONTH
Winning an Unemployment
> Q & A
Attention Span of
> LEGAL UPDATES
Cases Should Place
Employers On Notice
Publication of the New
FLSA Overtime Regulations
Area Temps, Inc.
1228 Euclid Avenue
Cleveland, OH 44115
Toll Free: 1.866.995.JOBS
Copyright © 2016 Mamu Media, LLC • All rights reserved
To ensure that you continue receiving our emails, please add us to your address book or safe list.
If you prefer not to be contacted via email, please reply to this message with "remove" in the subject line.