HR Industry Brief

The clock’s ticking. The Equal Opportunity Commission (EEOC) recently told a federal judge that the agency plans to require employers to turn over pay data by September 30. This data is expected to include information broken down by race, gender, and ethnicity. While this isn’t a done deal—the judge still has to issue a final ruling—it suggests the urgency for employees to collect and track this information carefully. EEOC stressed that the deadline for employers to submit their 2018 information for Component 1 of the EEO-1 form is still May 1. This form asks for information about employees by job category, race, sex, and ethnicity.  The legal dispute involves Component 2 pay data; and EEOC has indicated that the agency needs more time to address the challenges of collecting the pay data and cautioned that an expedited data-collection process could result in poor quality or inaccurate information. [Read more...] about (4/8) EEOC Proposes Sept. 30 Due Date for Pay Data Reports

Don’t underestimate the value of detailed, written job descriptions. They can prevent misunderstandings, turnover, and even legal issues. Having clear evidence of what are essential job functions will help ensure that employees know what is expected of them and that there are no surprises down the road. Don’t leave something out because it seems like an obvious role or responsibility. If an “essential function” isn’t clearly specified in the job description, it can call into question whether the activities is actually “essential.” As a result, you may have to exempt an employee from performing that role due to some disability or other issue; or you could be at legal risk if you dismiss or penalize that worker for refusing to perform that action. Seek guidance from legal counsel if you have any questions. Read the … [Read more...] about (4/5) Be Precise about Essential Job Functions

On March 27, the U.S. House of Representatives passed the Paycheck Fairness Act. Now, the WAGE Equity Act has been introduced as an alternative bill. Whatever happens with either of these pieces of legislation, remember that equal pay for equal work is already mandated by law (via Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964). However, as equity increasingly is in the headlines, consider conducting a pay equity review with your legal counsel to ensure that your current pay practices comply with federal and state equal pay laws. If you identify pay differentials, unfair pay practices, or discriminatory pay gaps, correct them immediately. Realize that this may call for across-the-board pay increases, so you need to be prepared for this. Elsewhere, review and update employment applications and train recruiters, your HR team, and supervisors about how to (and not to) address pay issues in job/hiring interviews. [Read more...] about (4/4) Latest Congressional Actions Putting Employer Pay Practices Under Scrutiny

According to a recent survey, more than two-third of businesses plan to expand their wellness initiatives sometime in the next 3-5 years. Specifically, they expect to add programs that focus on areas beyond physical well-being, including financial, emotional, and social health. This sounds promising; however, only 16% of employees strongly agreed that they know where to find all of the health and wellness resources and services available to them.  Elsewhere, a vast majority said that their company offers a “one-size-fits-all” program that doesn’t necessary meet their personal needs and interests. However, the good news is that 80% of employees said that they would participate more if programs were personalized. By using artificial intelligence and employee data, employers can customize well-being offerings for individual workers and boost engagement. [Read more...] about (4/3) Wellness Has Flatlined, But Data Is Your Lifeline

While it’s true that you can’t implement culture change without buy-in and support from leadership, you also need employees at all levels to get—and stay—on board.  Start by understanding the importance of open communication. Talk to your employees. Do they understand what the organizational culture is? What do they know about culture change? How does the culture affect their work? What culture changes would make their work better? Of course, you need champions, so identify informal and thought leaders in your company. Make sure they know what you’re trying to do, and talk to them about how they can support your efforts and model culture change. Establish a cultural narrative that tells your company’s story—its core ideals and values, goals, achievements, and history. A vivid, rich story can paint a portrait that resonates with everyone. Read the full article. … [Read more...] about (4/2) Culture Change Is Bottom Up and Top Down

April Fool’s Day is a good time for myth-busting, and a new survey suggests that some beliefs employers hold near and dear about what benefits attract workers, in fact, may be misconceptions. For instance, companies often think that better salaries and novel perks such as yoga classes and the ability to bring pets to work will attract younger workers. However, what these employees really want is more free time. Unlimited paid vacation is the most desired benefit, according to one survey, with 72% of employees saying this is their top choice. They identified other popular benefits, including rewards for healthy behavior (69%), phased retirement (68%), paid sabbaticals (66%), onsite medical/mental health care (59%), the ability to work abroad (54%), concierge program (44%), genetic testing (38%), subsidized egg freezing (33%), and gender reassignment support/subsidy (32%). [Read more...] about (4/1) The Benefits Employees Want Most, Busting the Elite College Earnings Myth, and More Top Insights

Many organizations are looking to older workers and retirees as a way to bridge the employment gap. It is important to keep these employers safe and productive. To start, customize a workplace safety program that addresses issues such new technology and ergonomics. Align training programs with the learning preferences of older workers (e.g., on-the-job or in-person training versus online programs). Give older workers an opportunity to share their life/work experiences by letting them train younger workers or help younger supervisors better understand how to manage older employees. Ensure that older workers are up to the job’s physical demands; and consider safety tools such as job rotations. In the long run, it makes sense to promote an age-diverse business culture that recognizes and appreciates older workers. Read the full article.   … [Read more...] about (3/29) Tips to Prepare Your Organization for an Older Workforce

A recent survey found that executives in the U.S. were 35% less likely to receive formal onboarding, compared to the global average. At the same time, on a scale of 1 to 100, U.S. execs rated their onboarding at a lukewarm 59. Only 36% of U.S. executives said they received any onboarding at all. Of those, only 30% said they were given guidelines on social media or corporate brand responsibility; and just 42% said they received any IT training or protocols. Asked what they would like to address in onboarding, information about the company’s goals and visions, details about the company’s functions, and an overview of the corporate culture topped their wish list.  According to the survey, board directors are most likely to go through formal onboarding, while CEOs and presidents are least likely to undergo this activity. Read the full article. … [Read more...] about (3/28) Survey: New Executives Receive Little or No Onboarding

A new study suggests that moving to a pay-for-performance compensation system leads to increased use of antidepressants by workers. Researchers found that when companies implemented pay-for-performance, the number of employees using antianxiety and antidepressant medications increased by nearly 6%. The study authors suggested that older workers are driving this date, as it’s more difficult for them to change, learn new roles, and/or adapt to change. Companies that move to pay-for-performance may consider putting more focus on mental health in the workplace, with increased efforts to de-stigmatize these issues and help employees get help. Read the full article. … [Read more...] about (3/27) Could Performance-Based Pay Lead to Depression Among Workers?

When you have trouble finding the perfect person for the job, consider reexamining your hiring criteria. Loosening the requirements may help you attract promising candidates who are less than a perfect match but who could be great workers. Consider some key questions: What qualification are absolutely essential to the job? What skills can a candidate learn on the job or with additional training? What skills and abilities are desirable but not “must-haves?” If you’re still unsure about someone, you could make a temp-to-hire arrangement. Read the full article. … [Read more...] about (3/26) Should You Adjust Your Hiring Criteria?