Practical HR Tips, News & Advice. Updated Daily.
Key parts of the Oregon Equal Pay Act of 2017 will become effective on January 1, 2019. Part of the law took effect in October 2017, and another section won’t take effect until 2024, but most of the law takes effect with the coming of 2019.
Like most industries, the shortage of qualified candidates is the greatest hiring challenge, and this holds true for employers in the legal industry. According to a new survey, released by Robert Half Legal, litigation and data privacy concerns are accelerating the demand for legal professionals in these and other specialty areas.
In this tight labor market, finding skilled talent for any position continues to be a struggle and more so for employers in creative roles, according to 92% of respondents in a recent survey.
Changes in Massachusetts’ minimum wage and the “blue law” affecting premium pay for certain employees working on Sundays will go into effect on January 1, 2019.
What do workers want? More money! When do they want it? Now! A new Paychex | IHS Markit small business employment watch for November shows that the tight labor market continues to make for challenging hiring conditions.
If you thought the hiring struggles were going to end in 2019, think again. According to a new hiring outlook, hiring intentions are at a 12-year high and are expected to remain steady throughout 2019.
The Arizona minimum wage is set to go to $11 an hour, up from $10.50, on January 1, a result of voters passing Proposition 206, the Fair Wages and Healthy Families Act, in 2016.
Yesterday, we shared “When to Partner with a Third Party for Training Programs.” Today’s post will explore more avenues for how you can partner with a third party once you’ve determined that it’s lucrative do so.
To get candidates interested in your company, you need to know what they’re looking for. Offering a competitive salary and health insurance isn’t enough. In order to win the war for talent, your company should be offering a robust benefits package that stands out from your competition.
A new law taking effect in Hawaii on January 1 prohibits prospective employers from requesting or considering a job applicant’s wage or salary history as part of an employment application process or compensation offer.