June 27th, 2014
Not being able to sit for extended periods of time may be a disability protected by the Americans with Disabilities Act, a federal appeals court ruled. Overruling a lower court, the appeals judges said a worker may be considered disabled requiring the employer to provide an accommodation even if the person can sometimes sit. The lower court decided a disability required the worker to be utterly unable to sit in order to qualify as a “substantial limitation of a major life activity,” the disability definition under the ADA. The case might never have reached the point it did had the worker’s employer, Banco Industrial de Venezuela, C.A. (BIV), provided her the ergonomic chair she requested and offered to pay for herself. Instead, the employer didn’t respond, then dithered, demanding ever more medical documentation. HR.BLR.com
June 12th, 2014
With payrolls growing and the economy improving, demand for human resource professionals is rising. Online postings for all types of human resource jobs increased 10% from last year, with more than 50,000 — and perhaps as many as 55,000 — advertised on career sites and elsewhere at the end of May.
Wanted Analytics, which found about 51,000 HR jobs online, said the most commonly advertised position was for HR manager, followed by recruiter, generalist, director, and coordinator, the latter typically an entry-level position. Read the rest of this entry »
February 14th, 2014
“How do I love thee? Let me count the ways.” Elizabeth Browning Barrett meant that figuratively. Human Resources, at so many employers, take that literally, compiling the dos and don’ts of office romance and incorporating them into the company handbook.
The Society for Human Resource Management surveyed HR professionals last fall about this very subject finding 42% of companies have written or verbal rules about love and dating between co-workers. Though it can be awkward (or become awkward should the romance not work out), most policies tolerate co-workers of equal rank having a relationship. Nearly every one of them (99%) said love been the boss and a direct report is strictly against policy. Read the rest of this entry »
February 4th, 2014
Was the office a little emptier yesterday than usual? Did it seem more people showed up late?
For that you can thank (or blame) the Super Bowl, and the overindulging that typifies so many of the parties.
The Workforce Institute, the research arm of Kronos, the time clock and HR technology company, did a survey in 2008 discovering that something like 1.5 million more than usual workers in the U.S. call in sick on the Monday after the Super Bowl. Another 4.4 million show up late. If you suspect that most of these no-shows are men, you are correct. And the majority are between 18 and 34. Read the rest of this entry »
January 30th, 2014
“To everything there is a season,” the late Pete Seeger wrote in a song that topped the charts in the sixties. It’s just as true in recruiting in the 21st century, says Kazim Ladimeji. And right now we’re in the new budget season where companies are adding staff and filling vacancies left empty until year end. That means it’s also a time when your top talent is at risk of being hired away. Now is one of the high risk periods, says Ladimeji, “when talent is far more ready to leave.” There are two others he identifies in his post, recommending that supervisors and HR professionals should “make sure to schedule stay interviews and engagement initiatives around these periods to mitigate unwanted voluntary turnover.” Recruiter.com
January 28th, 2014
It’s a not uncommon practice among employers to allow a fired worker to collect unemployment benefits in exchange for them signing an agreement waiving their right to sue. Technically, the employers agrees not to contest the request for benefits, and simply ignores the state agency’s request for information. Now, states are empowered to take action against employers who routinely ignore the requests. A provision of the federal Trade Adjustment Assistance Extension Act of 2011 gave states until last October to adopt laws that can result in punishing employers who simply ignore the information requests. The penalties range from dinging an employer’s experience ratings raising their premiums to criminal penalties. HRMorning
January 6th, 2014
What if you cut in half your company handbook? What if the handbook mostly required “adultlike behavior” on the part of employees? What if your company travel policy was a mere five words long: “Act in (the company’s) best interests”?
Chaos. Uncertainty. Inconsistency. Anything goes. You name it.
Now let’s eliminate the bureaucracy of the annual (or semi-annual or quarterly) performance review. Suppose we also eliminate Performance Improvement Plans. And for good measure, we’ll eliminate the annual performance bonus. If you want stock options, we’ll take the cost of them out of your pay.
If you’re wondering what crazy kind of company would do those things, look no further than the TV. The company is NetFlix. Read the rest of this entry »
December 12th, 2013
The median compensation for all HR positions rose an average of 3.6% in 2013. That’s counting bonuses and incentives, as well as actual weekly paychecks. The increase for all workers in the U.S. is pegged at 3%, so HR professionals did a little better than the national average. HR executives, especially those with skills in labor relations, talent management and safety, got the biggest raises ranging up to 13.2%. HR generalists saw their total comp averaging $74,700 this year, an increase of 3.8% over 2012.
Those with additional skills earned more, in some cases 50% more than generalists. For instance, HR professionals who deal with executive compensation issues on average earned $110,700. Entry-level pay, though generally significantly less than for specialists and experienced generalists, saw some big jumps, depending on the industry. For those in the nursing healthcare, HR entry level pay took an average 41.9% jump to $61,600, Society for Human Resource Management
November 21st, 2013
What keeps HR professionals up at night? The Affordable Care Act and talent management, says Cathy Hulsey, vice president of HR with credit union services firm EPL, Inc. As surprising as it may seem, Hulsey argues that these two issues are intertwined. Look closer though, and it’s clear that one aspect of attracting and retaining the best workers is the benefits a company offers. “To overcome the skills gap and attract qualified talent in this highly competitive marketplace, HR professionals recommend enhancing healthcare benefits and touting retirement savings and planning perks,” writes Hulsey. Credit Union Times
November 6th, 2013
Pulling from research as broadly varied as Gallup’s Workplace survey and The Hackett Group’s report on the skills gap, technology vendor PeopleFluent has assembled 10 “Eye-Opening HR Statistics” that offer perspective on the job ahead for human resources. As the whitepaper notes, “These statistics will provide you with a valuable window into the ongoing evolution of HR as a business function and how our leaders, peers and colleagues perceive our strategic value.” Grouped into five categories, the statistics say as much about the changing nature of HR as it does about the challenges human resource professionals face in dealing with the transformation of American company culture in the 21st century. PeopleFluent whitepaper