From shopping for groceries to hailing a cab, there isn’t much that we don’t do on our phones. We’ve gotten used to having the world in our pockets. Well, for the most part.
Let’s face it: Between cumbersome onboarding forms, tear-off paystubs, and outdated software, human resources sometimes feels like it’s stuck in the nineties. But we know how exciting and progressive HR is when it’s paired with modern technology. And when it comes to staying relevant in today’s landscape, you need to meet employees where they are: on their phones.
Chronic fatigue. Forgetfulness. Loss of appetite. No, that isn't the flu. It’s just Monday morning in the office.
For most HR and payroll professionals, the beginning of the year is marked with dread, not confetti or champagne. It’s when the most pressing IRS deadlines are scheduled, new regulations take effect, and W-2s need to be squared away.
The race to attract and retain talent has never been fiercer—and we’re passionate about building software that empowers companies to stand out from the competition. So when we heard that Namely was ranked as the top HR software provider in Newsweek’s Best Business Tools 2019, we took the result to heart.
Newsweek’s findings are based on a nationwide survey of more than 10,000 users of software and software service providers. Survey participants were asked about their willingness to recommend the software and to rate the provider in categories of trust, service promise, reliability, security, improvement, and satisfaction.
The survey identified Namely as the top HR software with a total score of 83.4. Namely led the category with the only ranking above 80 on the list. Below are some of the other vendors included in this year's survey. For a full listing of results, click here.
Our commitment is to deliver HR software that not only makes teams' lives easier, but empowers them to build a better workplace. To that end, we're thrilled to have been included in Newsweek's recent survey. To learn more, read the full press release here.
The secret to eliminating the pay gap could be more intuitive than you think.
It’s not news that America has a pay equity problem. Per the latest figures, women earn an average of 80 cents for every dollar earned by men. Non-majority women are at an even steeper disadvantage. Hispanic women earn just 54 cents for every dollar earned by white men.
Nearly sixty years after President Kennedy signed the Equal Pay Act, federal and state regulators are still tinkering with potential solutions. This fall, the Equal Employment Opportunity Commission (EEOC) will require employers to report on employee demographics and compensation for the first time.
Over the last five years, one approach has come into vogue: banning salary history questions during job interviews. The theory here is that if future compensation is based on old (and inequitable) information, women and non-majority employees will always be at a disadvantage. As of this writing, 18 states and 17 cities have such a ban in place.
But while there’s certainly potential for these laws to turn the tide, they’ll need to overcome old habits. One anonymous survey found that as many as 80 percent of businesses still rely on pay history when determining what to offer a hire. And there’s some academic work that suggest that it isn’t the salary history question that perpetuates the gap, but inherent biases in how people react when discussing pay with men versus women.
With the number of paid leave laws passed in recent years, you’d be forgiven for thinking the passage of another would hardly be newsworthy. Consider this an exception.
Earlier this month, Oregon Governor Kate Brown signed off on the country’s most generous paid family leave program. Both houses of the state’s Democratic-leaning legislature voted overwhelmingly in favor of the proposal before it made it to Brown’s desk. The news makes Oregon the eighth state to offer paid family leave benefits.
Parades are known for a lot of things, not to mention confetti, marching bands, and floats. But employment law?
At a recent celebration honoring the U.S. women’s national team, New York Governor Andrew Cuomo signed a new state law banning salary history questions during the interview process. The law comes bundled with other changes, including an expansion of the state’s existing equal pay rules.
When it rains, it pours. But for Michelle Abbott, a compensation and benefits manager at Research Square, a North Carolina-based academic publishing service, it wasn’t just water she had to worry about during last year’s hurricane season.
Some of her employees had to evacuate—twice. One worker lost her house entirely. But two thousand miles away in California, remote workers had to flee their homes due to wildfires, too.
For the thousands of American businesses impacted by extreme weather last year, the arrival of summer comes with some apprehension. The months between June and September are among the most active for tornados, wildfires, and hurricanes. For companies like Research Square that employ remote workers across the country, the odds of a team member being impacted are even greater.
We've all heard that we live in an interconnected world—but more often than not, the technologies we rely on are anything but. Moving information between one application to another often involves manual work, taking up hours of your time and creating plenty of opportunity for human error.
What if you could easily eliminate that problem, sans engineering degree? From our HR, payroll, and benefits software to our timesaving workflows, Namely has always been a big believer in the power of automation. That’s why we’re thrilled to announce our new integration with Zapier, the tool that connects the applications you use every day.
mailto:email@example.comThe modern workplace moves in mysterious ways. That’s what our monthly Ask HR mailbag series is all about. Over the past few weeks, we’ve collected your anonymous HR, payroll, and benefits head-scratchers. And as always, you delivered. We received dozens of questions on a wide range of issues, ranging from recruiting compliance to office hygiene.
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