Think you know your history? Over the last 150 years, the emergence of new technologies, business philosophies, and political movements have all played a part in shaping the HR profession as we know it today.
Whether they’ve caught the flu or are welcoming an addition the family, paid leave benefits give workers a chance to recoup without forgoing pay. Traditionally, illness and childbirth have been the two main criteria for determining eligibility.
Call it a case of legislative déjà vu. A potential follow-up to 2017’s historic Tax Cuts and Jobs Act (TCJA) could throw HR and payroll professionals for a loop later this year.
Earlier this month, President Trump announced his latest pick to sit on the Supreme Court: Judge Brett M. Kavanaugh. The nomination, which has garnered praise from Republicans and derision from Democrats, could preserve the Supreme Court’s conservative bent for decades. If confirmed, he would fill the seat left vacant by the retiring Justice Anthony Kennedy.
It’s arguably the most overused cliché in human resources today: “it’s time to get a seat at the table.” But once you finally earn that seat, how do you get other executives to actually listen?
Every few weeks, employees receive a slip of paper that details their health insurance premiums, year-to-date 401k contributions, and even vacation and sick time balances. It sounds like the dream HR document, one that’s practical for employees and one that businesses can use to demonstrate value.
Move over, California. With a flurry of legislative activity last month, Massachusetts has joined the select few states with both a $15 minimum wage and paid family leave program.
Call it another nineties reboot. In a move that could throw employers for a loop, the Trump administration has resurrected a 1995 proposal to combine the Departments of Labor (DOL) and Education (ED).
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