One of the most pressing issues in HR and employment law is gender pay equity. Across all industries, research shows that women make less than their male colleagues, or 76 cents to the dollar. Because of their influence over employee compensation, it’s often said that HR professionals are best equipped to stomp out the problem.
If safety is the best policy, IT security follows closely behind. Out of all the policies in your handbook, few are as critical. While security policies don’t get much fanfare when they work well, botching them can have dire consequences. Look no further than the latest high-profile data breach in the headlines for an example of what can go wrong.
The office has gone to the dogs. Well, that’s what it seems like given the growing number of pet friendly workplaces today.
We’ve all heard that safety is the best policy. For companies and HR teams alike, that old adage rings especially true. Work-related injuries cost businesses an average of $62 billion per year in lost productivity and workers’ compensation costs.
Workplace safety isn’t a perk, it’s a baseline expectation—and employers are the ones responsible for ensuring that it’s met. But when it comes time to actually put your safety policy on paper, where do you begin? Below we’ve outlined how to draft and communicate your first workplace safety policy.
With the stroke of a pen, New Jersey Governor Phil Murphy may have just given thousands of state workers a raise.
On Monday, the governor signed legislation (A-15) that will gradually increase New Jersey's minimum wage to $15 per hour. The measure, which sailed through the state’s Democrat-controlled legislature, now makes New Jersey the third-largest state to enact such an increase. New York and California approved $15 minimum wages in 2016.
We've all heard about HR and payroll's busiest time of year. Between Form W-2 filing and other compliance to-dos, that honor goes to year end. But what about your recruiting team?
Anecdotally, January has always been considered "open season" for recruiters. With companywide budgets and goals finalized, hiring managers are eager to get rolling and increase headcount. That means plenty of phone screens, case studies, and interviews to get through. If you’re responsible for ramping up those eventual hires, it also means no shortage of onboarding sessions to schedule.
If you’ve been in HR for any number of years, you know year-end payroll can be a challenge. Much of that is due to the the Form W-2, formally known as the IRS Wage and Tax Statement. Don't scratch your head just yet. This guide breaks down everything you and your employees need to know to have a smooth filing season.
With a new proposal making the rounds in New York, workers in the city that never sleeps could be entitled to some R&R.
Earlier this month, New York City Mayor Bill de Blasio unveiled a proposal that would require businesses to offer at least 10 days of paid time off each year. Employees would be able to use the days for “any purpose,” including vacation, bereavement, and family time. The rules would apply to businesses with five or more employees.
The proposal sits with the New York City Council and Council Speaker Corey Johnson. If approved, it would make the city the first in the nation with a paid time off mandate.
You don’t need to visit the southern border or Congress to see the political firestorm surrounding immigration firsthand. Just ask your HR team.
As first reported by the Cato Institute in November, data from U.S. Citizenship and Immigration Services (USCIS) reveals a spike in denials for visas, work permits, and green cards. Since 2016, immigration denials have steadily increased by 37 percent. In total, over 623,000 denials were issued last year—the highest since the USCIS started reporting the information in 2013.
Hiring? Here’s a tip: when it comes to recruiting, some questions are better left unanswered. The Civil Rights Act prohibits employers from discriminating against individuals for their race, color, religion, national origin, and sex. These protections don’t just apply to active employees, however. Job candidates are equally covered by the law.
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