Long-term and post-acute care publication
With the holidays and a new year approaching, family issues often are front and center for your workers. Now is a good time to review family and medical leave policies with them to prevent misunderstandings and communication gaps that can lead to turnover and legal troubles. Read on for a refresher course you can share with managers and employees alike.
You are doing everything possible to protect workers age 40 and older from discrimination, and you follow every word of the federal Age Discrimination in Employment Act (ADEA). Then you see “OK, boomer” and “OK, millennial” memes, hashtags, and comments on social media. What does this mean, and how can you ensure a trend doesn’t cause intergenerational disputes or complaints of ageism or age discrimination?
As the global economy shows signs of slowing and trade wars affect manufacturing and other fields, there may be new opportunities to attract and keep good workers in 2020. However, this will require some new directions, innovative hiring solutions, and a more focused use of technology. A new report details some top trends for the new year and how you can get ahead of them.
A member of your HR team has some employee files open on the computer and gets called away for a second. Would clearing the screen and protecting this data be a top priority? According to a new survey, it might not be. Nearly half (41%) of employers say they don’t train all their HR personnel to protect employee data; and only 19% revise their policy each quarter. The implications are alarming, but there is much you can do now to address this urgent issue.
A congressional hearing last week highlighted the challenges faced by family caregivers and addressed how government programs and employers’ support might help. “Caring for Aging Americans,” held before the House Ways and Means Committee, featured caregivers, patient/elder advocates, industry leaders, and others. Read on for key insights from those who care for older Americans, both at home and in post-acute and long-term care (PALTC) facilities.
A new year often means an influx of high-tech and other innovations. But before you invest in change, take stock of the demographics facing your workplace and what technology and resources your employees want and need. While you can expect a wave of millennials who expect a cutting-edge workspace, you also will have more older employees putting off retirement and preferring the status quo. Read on to learn more about 2020 workplace demographics and what technology and tools will satisfy all of your workers, maximize productivity, and enhance your brand.
Many working families find it difficult to locate and afford child care that meets their needs, according to a recent blog by Eric D. Hargan, deputy secretary of the Department of Health and Human Services (HHS). As a result, he said, “They often face tough choices in balancing work and caring for their children.” Hargan and others at HHS have been traveling the country and talking to employers and other stakeholders about this issue, but no immediate government action is in the works. Nonetheless, you can follow the lead of innovative employers to devise your own solutions.
In a new survey, nearly half (43%) of workers say they have lost interest in a position when the company wasn’t willing to negotiate perks beyond salary. Even though 21% say they’ve never negotiated after receiving a job offer, you should be prepared to have these conversations.
It’s important to realize that if you’re not willing to negotiate with job candidates, you are in the minority and more likely to lose out to the competition. Nearly all (98%) of finance executives interviewed for this survey say that their companies are open to some back-and-forth with candidates on job offers. About two-thirds (63%) say they’re willing to talk about compensation. Elsewhere, 52% say they are open to various options regarding professional development and training/education reimbursement, 47% say they’ll discuss benefits, and 45% say they’ll negotiate about remote work or scheduling flexibility. Over a third (38%) say they’re willing to negotiate job titles.
A new survey looked at what benefits employees want and found that they often wish for things they don’t really expect to get. At the same time, there are benefits they expect (and almost always get) that don’t really add much to job satisfaction. The survey authors said their findings suggest that “although there is no one-size-fits-all strategy for employee satisfaction, leaders need to have these conversations regularly in order to know what’s working and what’s not in their organization.”
According to a new report, the strategic use of technology is key to improving home care jobs and maximizing workers’ positive impact on service delivery and outcomes. Although high-tech innovations won’t replace high-quality direct care, they can help attract more and better workers, as well as enhance client satisfaction. This could solve many challenges for a healthcare sector facing a looming worker shortage.
The report identified four categories of technology that most directly impact home care efficiency and effectiveness.
