Today, April 2, 2019 is Equal Pay Day in the United States. Last year, it was on April 10. In 2017, it was April 4. Why does the date change each year? Well, Equal Pay Day is held every year on the day that women have to work until they earn the income that men earned in the prior calendar year. In other words, women had to work from January 1, 2018 until April 2, 2019 (today) to earn what men earned in the calendar year of 2018.
I joined MM.LaFleur -- a clothing brand, styling service and community for professional women—as a People Operations Manager in May 2017. Four years after the company was founded, we were no longer a tiny startup—we had more than 50 employees, and were growing rapidly. As we tried to fill all of our recruiting needs, we lacked the processes to do so effectively. It was like we were trying to build the airplane mid-flight.
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.
BounceX has quickly become one of the tech industry’s model employers. For anyone who follows their business practices, that should come as no surprise. In a world where the average adult spends more time at work than they do at home, the company knows how essential it is to offer resources that support and engage workers.
For HR, building a workplace culture of inclusivity and equality is a worthy goal—but as Namely’s latest Workplace Diversity Report reveals, the goal is a lofty one. While much conversation focuses on equal pay, and the oft-repeated stat that women make only 80 cents for every dollar made by their male counterparts, we identified other key areas of inequality: employee recognition and mobility.
Lawmakers nationwide are looking to make salary history questions, well, history.
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California has long had a reputation of employee-centric legislation, and the state doesn’t mess around when it comes to talent acquisition. With some of the most comprehensive laws around employee screening and eligibility, it can be quite a hurdle to find, interview, and hire local talent. Whether you are headquartered in the Golden State or are considering opening an office there, it’s crucial for HR to be aware of the do’s and don’ts of California hiring practices.
You already know that we think HR pros are among the best and brightest, but a new report from Glassdoor just validated our fandom with hard data. The report ranks the 50 best jobs in America based on number of open roles, salary, and overall job satisfaction rating.
With the recent freeze of an Obama-era proposal, the White House appears to be following through on its vow to roll back employer regulations.