AUTHOR: // CATEGORY: Uncategorized

    This article spells out a road map for dominating recruiting in your industry. Last week’s part one covered the top 20 strategic shifts and elements for building a significant competitive advantage in recruiting. This final part highlights the last two remaining critical success factor (CSF) categories covering actions within the recruiting function that contribute to the development of a culture of continuous improvement and operational changes that support recruiting domination. Within each category, the most impactful factors are listed first.

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    AUTHOR: // CATEGORY: Uncategorized

    The 14th largest private company in the U.S. announced Nov. 7 that it now offers six weeks of paid parental leave to most of its 28,000 employees following the birth or adoption of a child.

    Pilot Flying J’s “gender-neutral” leave benefit is available to all new parents working at its rest stops, retail locations and service centers who have at least one year of service and who’ve worked at least 1,250 hours in the past 12 months.

    “We strongly believe that paid parental leave for both mothers and fathers is a much-needed benefit, especially for hourly workers in the retail and convenience store industries,” the company said.

    This continues a trend of larger U.S. employers adding paid family leave benefits.

    Parental leave benefits still uneven

    Recent surveys by Mercer and WorldatWork illustrate how quickly employers are embracing paid parental leave as they look for ways to find and keep employees in a tight job market.

    Mercer reports that 40% of U.S. employers offered paid leave for both birth parents as of late 2018.

    And WorldatWork survey data bumps that figure to about 52% as of March 2019.

    But those employers only accounted for about 16% of all U.S. workers employed by private sector businesses in 2018.

    That’s according to Bureau of Labor Statistics data contained in the Congressional Research Service report Paid Family Leave in the United States .

    And parental leave benefits are still much more common at larger employers in the U.S..

    BLS data shows about 25% of U.S. workers at businesses with 500 or more employees have access to paid family leave that includes both maternity and paternity leave.

    However, only 12% of workers at businesses with 1-99 employees have access to the benefit.

    And, as Pilot Flying J notes in its press release, “In the retail industry, where many employees are part-time and hourly, this number is even lower at 7%.”

    Some states offer parental leave insurance

    Meanwhile, six states, along with Washington DC have stepped in to provide parental leave insurance (PLI) that pays cash benefits to workers taking care of family members, including new mothers and fathers.

    But two of the states and Washington DC have not yet launched the programs.

    The number of weeks and wage replacement rates vary, with existing state programs offer between four weeks (Rhode Island) and 10 weeks (New York) of benefits.

    New York plans to increase coverage to 12 weeks by 2021. New Jersey offers six weeks now and will boost that to 12 weeks in July 2020.

    California, which launched family leave insurance in 2004, offers 6 weeks of cash payments.

    Washington DC will offer 8 weeks of paid family leave and Washington state plans to offer 12 weeks of paid family leave, both starting in 2021.

    Massachusetts’ plan calls for up to 12 weeks for family leave beginning in 2021.

    All of those plans pay workers a percentage of their regular salary.

    Some employers in those states have implemented plans that cover the part or all of the difference between the state benefit amount and workers’ full salaries.

    The post 2020 trends: More employers offering paid parental leave appeared first on HR Morning.

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    AUTHOR: // CATEGORY: Uncategorized

    The new year is rapidly approaching, which means it’s the perfect time to review your policies and make the necessary adjustments.

    There were a lot of new employment trends in 2019, and 2020 will bring even more compliance changes.

    Whether it’s legally mandated changes or just suggested ones, experts at the law firm Cozen O’Connor have a few areas they recommend employers pay attention to.

    1. Timekeeping and compensation practices

    Heads up! A major compensation change is coming in the new year.

    The DOL announced a new overtime threshold for exempt employees this year, and it goes into effect Jan. 1, 2020. So, starting on New Year’s Day, employers must either bump up their exempt workers’ pay to $35,568 a year, or be prepared to pay them overtime.

    Employers are permitted to satisfy up to 10% of employees’ annual salary through non-discretionary bonuses and incentive pay — including commissions.

    As for timekeeping practices that may need adjustments, several lawsuits in the past year brought to light the dangers of employers building unpaid breaks into workers’ schedules.

    In Small v. University Medical Center of Southern Nevada, the company ended up shelling out $4.2 million in unpaid wages. Employees claimed they often worked off the clock because a 30-minute break would be deducted from their pay regardless if they took it or not.

    This practice isn’t always illegal, but as you can see, it can have costly consequences if not handled properly.

    2. Hiring and recruiting

    In the coming year, HR pros will need to pay more attention to their job postings and recruiting tactics.

    PricewaterhouseCoopers ended up in court for age discrimination after turning most of its recruiting efforts to college campuses, specifically targeting young prospective hires.

    The EEOC also drew attention to age discrimination and gender bias in Facebook job ads, which allowed companies to specifically target men and people under the age of 30.

    If company execs are asking for young hires, it’s up to HR to explain the potential pitfalls.

    Another thing to be aware of when it comes to hiring: salary history bans. So many cities and states have forbid companies from inquiring about candidates’ past pay, HR pros may want to remove that question from the interview regardless.

    Paid sick leave, FMLA and parental leave

    Now might be the ideal time to check your leave policies.

    Not too long ago, the DOL clarified that FMLA-eligible employees can’t delay the use of FMLA leave. So if your policies allow workers to do that, it’s time to revise them.

    Several states have also enacted some unique paid leave laws, such as safe leave — protected leave for those experiencing domestic violence — or paid leave for any reason an employee may choose.

    Check your state laws for specifics, but it’s a good idea to consider implementing these paid leaves even if you’re not legally required to, as more states are following this trend.

    Another important type of leave to pay attention to? Family leave.

    It’s critical to ensure your family leave policies are equal for both mothers and fathers. JPMorgan Chase had to pay $5 million to settle a sex discrimination suit because it offered women more parental leave than men.

    To clarify, bonding leave has to be equal for both parents. However, more leave can be offered to women recovering from birth or other pregnancy complications.

    The distinction is the amount of leave must be based off a medical event, and not gender.

    The post Compliance check from legal experts: Policy changes you need to make before 2020 appeared first on HR Morning.

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    AUTHOR: // CATEGORY: branding, Featured, Recruiting training

    Building trust is crucial in recruiting. A personal brand allows you to win trust in scale.

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    AUTHOR: // CATEGORY: Featured, screening

    I’d like to share an interesting case study from the Netherlands with all of you as well as what we can learn from it. 

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    AUTHOR: // CATEGORY: Uncategorized

    You did it! You landed a great job as a
    manager and have a team under you to direct and grow. But it’s crucial for you
    to keep gaining and developing the skills you need to create great employees.

    From navigating employee schedules to planning offsite meetings, a manager’s day is filled with a huge variety of tasks. You find yourself pulled in all directions, and prioritizing tasks is important. The most important task, though, is being mindful of how you interact with your employees.

    The Human Resources department can get a bad rap. But you can benefit as a manager from their guidance and advice. Here are 5 critical HR skills every manager should know.

    How to negotiate

    Negotiating is an important skill for any leader and manager. Not only is it necessary to negotiate regarding compensation, but it’s also important in non-monetary issues. Employees and managers commonly don’t see eye to eye, and knowing how to negotiate will help you bridge that gap.

    Negotiating is a process of compromising. The
    key to negotiation is eliminating emotion. Remember that as a manager, you were
    once that employee on the other side of that table. Understand your employee’s
    points and perspectives. Make sure you have carefully thought out
    counterpoints. Work together to come to an agreement that is fair and leaves
    everyone involved feeling heard.

    Money is a touchy subject. And most employees
    feel like they are worth more than they are being compensated for. Having those
    tough conversations around salaries requires tact and facts. Explain why your
    employee’s salary is where it is and how they can work to increase it will be
    helpful to both sides.

    Whether it be vacation time or base salary,
    workers are performing their jobs with the long term goal of receiving more
    benefits. Try to view your relationship with employees as mutually working
    toward a common goal. Let them know that while you may not be able to get the
    extra vacation or added bonus they want now, you will help them work towards
    earning it.

    Dealing with conflicts

    When spending so much time together, personality
    conflicts and disagreements are bound to happen. Conflicts between employees
    can be awkward and downright ugly. Remaining a neutral party will help managers
    mediate these conflicts. It can be tough, but in the war of co-workers, it’s
    essential to play Switzerland.

    The best approach to conflicts is to nip them
    in the bud when they first come to your attention. You don’t want animosity
    coming to a boil in a big scene at the company Christmas party. Bring both
    parties together to figure out the root of the problem. Make sure both
    employees know that you are unbiased and working to create a strong work
    culture for everyone.

    A good manager will take steps to address and
    hopefully solve conflict before it escalates. It’s important to keep HR in the
    loop as appropriate. Focus on the facts and company policies to remain
    professional. Lean on your HR specialist for guidance if you need help.

    Providing constructive feedback

    Feedback is one of the most helpful things a manager can provide to their employees. Good feedback can foster trust and better performance. But not being constructive in feedback can result in a bitter employee.

    Being consistent in how feedback is delivered
    is helpful. It’s important not to make an employee feel caught off guard with
    negative feedback. Ongoing feedback makes sure workers know where they stand.
    Including positive feedback helps to soften the blow of a bad review.

    Positive feedback is just as important as negative, if not more. Keep in mind that many employees are as eager to please as they are to earn. Letting them know when they are doing a great job can go a long way in enforcing expectations.

    Asking for feedback from your employees lets
    them know that you care about their satisfaction at work. How do they feel you
    are performing as a manager? Requesting their input makes them feel heard and
    will help you grow as a leader.

    Growing talent

    A good, employee-centric manager will focus on
    developing their people. This is not only good for the worker, but for the
    greater good of the company. HR loves seeing promotion from within. Developing
    employees for higher roles makes this possible.

    Employees are happy when they see themselves
    advancing and growing. Helping them understand and realize their goals is
    helpful to them and the company. Keeping future goals in mind makes for more
    efficient, more driven employees.

    Show employees that you are invested in their
    growth. Make sure they understand that you are on this journey with them and
    are pulling for them to succeed. Work alongside them to develop the tools they
    need to grow. Successful employees are a reflection of strong management.

    Building morale

    You know what they say about all work and no play. With the amount of time your team spends at work, it’s important to throw a little fun in. Team building can create a healthier culture and reduce the likelihood of workplace conflicts. Preventing burn out leads to employees that work more efficiently.

    Many managers make the workplace competitive and fun through contests and rewards. Even simple acts like an email of praise or a shout out in a newsletter can make employees feel important. Every individual is different in how they like to be appreciated. It’s your task to find what works for your employees and your team.

    Gatherings, like potlucks and workplace
    lunches, set the tone for an enjoyable work environment. Meeting for happy hour
    after a long week can help workers feel a sense of togetherness. These morale
    boosters go a long way in building a more cooperative team. Be mindful that
    everyone is included so your efforts don’t backfire.

    Following guidelines, policies, and being a
    proactive manager will certainly will you points with HR. Make sure to use and
    benefit from their guidance and expertise. When you partner with HR and use
    your skills as a manager, everyone wins!

    The post 5 Critical HR Skills Every Manager Needs to Know appeared first on HR Morning.

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    AUTHOR: // CATEGORY: Computer Fraud and Abuse Act (CFAA), Featured, technology

    According to several cybersecurity reports, a significant amount of data breaches and security incidents are caused by employee negligence or error. Although most of these data breaches are unintentional, it is critical that your organization put in place forward-thinking privacy and security programs to mitigate risk and protect your business. 

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    AUTHOR: // CATEGORY: Uncategorized

    The transition from employer coverage to Medicare usually
    happens while the employee is still on the payroll, so the job often falls to
    HR to help employees navigate this critical change.

    When employees look to their HR department for help, knowing
    how and when to enroll in Medicare will allow you to go above and beyond. However,
    you can’t treat every employee the same; each employee’s situation is

    Here are the important things to know about how to transition from employer coverage to Medicare at retirement:

    For those retiring at 65

    The transition from employer coverage to Medicare is quite
    simple when retiring at 65. Instruct your employees who plan to retire at 65 to
    apply for Medicare Part A and Part B (Original Medicare) during their Initial
    Enrollment Period.

    Initial Enrollment Periods are unique to each Medicare
    beneficiary. This period happens during the months surrounding the
    beneficiary’s 65th birthday. If the beneficiary’s birthday is in June, his
    Initial Enrollment Period will start on March 1st and end on September 30th.

    When beneficiaries apply during the first three months of
    their Initial Enrollment Period, their Medicare Part A and Part B start on the
    1st of their birthday month. However, if they apply during their birthday month
    or the last three months of their Initial Enrollment Period, their Medicare
    will start a couple of months later.

    For example, if the employee applies for Medicare one month
    after turning 65, his Medicare would start about two months later. If the
    employee applies for Medicare two or three months after turning 65, then his
    Medicare would start three months later. Therefore, let your employees know to
    apply within the first three months of their Initial Enrollment Period.

    Some Medicare beneficiaries get an 8-month long Initial
    Enrollment Period instead of just seven months. These people have a birthday on
    the 1st. For example, if an employee has a birthday on June 1st, his Initial
    Enrollment Period would start on February 1st instead of March 1st. If he
    applies for Medicare during February, March, or April, then his Medicare Part A
    and Part B would start on May 1st instead of June 1st.

    For those retiring after 65

    When employees decide to work past 65, they may be able to
    delay Medicare until retirement. They can delay Medicare if they continue to
    have creditable coverage through an active employer. The size of the employer
    determines whether or not the coverage is creditable.

    Large employer coverage

    If you work for a company that has over 20 employees, then those employees who work past 65 can delay Medicare until retirement. The large employer group plan they hold serves as creditable coverage for Part A, Part B, and Part D. However, Part A is $0 per month for most people, so you can advise your employees to enroll in at least Part A unless they have a health savings account.

    After retirement, these employees will have special
    enrollment periods to enroll in Medicare. Your employees need to apply during
    these periods to avoid late penalties. They will have eight months from the day
    they lose employer coverage or employment, whichever happens first, to enroll
    in Part A and Part B. However, they only have 63 days from the day they lose
    employer coverage or employment to enroll in Part D, and you have to have Part
    A or Part B to enroll in Part D.

    You will need to provide these employees with letters of creditable coverage.

    Small employer and other forms of coverage

    If the company is a small employer with fewer than 20
    employees, the employees who work past 65 will still need to apply for Medicare
    Part A and Part B during their Initial Enrollment Periods. The same goes for
    those who have retiree insurance or COBRA. This is because these forms of
    coverage aren’t creditable for Part A and Part B. However, the drug coverage
    may be creditable for Part D.

    The Initial Enrollment Period trumps all others

    Some employees work a few months after turning 65. If you
    have any employees who have employer coverage for a couple of months after
    turning 65 but will lose coverage while still in their Initial Enrollment
    Period, they will use their Initial Enrollment Period to apply for Medicare,
    not a Special Election Period.

    For example, if one employee’s Initial Enrollment Period is
    March 1st until September 30th, and he will lose employer coverage on September
    30th, he must use his Initial Enrollment Period to sign up for Medicare.

    That means if he applies for Medicare in September, his
    Medicare will start three months later. However, if he applies for Medicare in
    July, he shouldn’t have any gap in coverage.

    When helping employees
    transition from employer coverage to Medicare, be sure to learn their specific
    situation. Once you know which scenario matches their situation best, you’ll be
    ready to instruct them on how and when to enroll in Medicare.

    The post Help workers transition from employer coverage to Medicare appeared first on HR Morning.

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    AUTHOR: // CATEGORY: screening

    Picture a stereotypical 20-year-old talking with her cousin from Washington, D.C. about her lack of future plans. I was a sophomore in college and the clock was ticking for me to choose a degree path to follow. My cousin, who already had an impressive and exciting career in politics, jumped at the opportunity to introduce me to the campaign world. I was easily persuaded.

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    AUTHOR: // CATEGORY: Uncategorized

    If you are a recruiting leader whose executives have extremely high expectations for dominating their industry, this is the article for you. After 20 years of studying Silicon Valley and West Coast firms that dominate their industries, I have found that there are clear differentiators that cause firms like Google, Amazon, Facebook, and Salesforce to produce truly exceptional business outcomes, as a direct result of their exceptional recruiting. Some call these differentiators “strategic principles”, while others use the phrase “focus areas”. Instead, I call them “critical success factors” or CSFs. Applying these factors comprehensively is a critical strategic step that leads to success, at least for those whose goal is to dominate the recruiting competition in their industry.

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