Practical HR Tips, News & Advice. Updated Daily.
Yesterday, Navera president and CEO Steve L. Adams shared tips on taking advantage of voluntary benefits; today, we present more on this compensation trend and how to ask the right questions during implementation.
Offering voluntary benefits can attract new talent—and also take costs off the shoulders of employers. Benefits expert Steve L. Adams suggests that companies reap the rewards by providing these benefits in a way that resonates with the modern employee.
Yesterday, expert consultant John Rubino described total reward statements and what should be included in them to maximize their effectiveness; today, his thoughts on how to communicate these statements to employees.
A valued employee is a retained employee. You can show your workers just how much they’re being compensated for their efforts—beyond their base pay—through total reward statements. Expert John Rubino has a few tips for crafting and communicating these compensation reports.
Yesterday, attorney Marc L. Jacuzzi described how job descriptions and the way they outline essential functions are critical to Fair Employment and Housing Act (FEHA) compliance; today, he shares a few do’s and don’ts when it comes to crafting these job descriptions.
Live webinar coming Thursday, April 16, 2015
California’s Fair Employment and Housing Act (FEHA) expands upon federal prohibitions against discrimination. As it applies to employers with five or more workers, your organization most likely needs to comply—and your job descriptions need to be crafted carefully to stay on the right side of the law. Here’s some help from attorney Marc L. Jacuzzi.
Yesterday, author Graeme Cowan presented the first five of his eight strategies employers can use to foster mental wellness in the workplace; today, he reveals the rest of his tips for addressing mental health issues.
Mental illness has become an almost daily presence in today’s headlines. With the issue becoming more and more prominent, it must be addressed in the place where many people spend most of their time—at work. Author Graeme Cowan says that employers are in a prime position to make a difference with America’s collective mental health.
Does a serious cold qualify as a serious health condition under the Family and Medical Leave Act (FMLA) and/or its state law counterpart, the California Family Rights Act (CFRA)? How about the flu? Leave of absence laws were established to protect employees with serious health conditions; do colds and the flu measure up?