We’re experiencing a hot recruitment market right now, and leaders in all industries are finding it difficult to fill vacant positions. Even if you’re not actively recruiting right now, these conditions pose real challenges. A competitive market means that rival employers will go to extreme measures to headhunt the best people on your team.
Strong team culture can be the fine line between success and failure. And yet, team culture is something that’s hard to define and even harder to manage. In an age of hybrid teams and remote workers, cultural cohesion can seem like a bigger challenge than ever. But you’ve got one secret weapon on your side: your HR team.
The past year has been what many, including myself, are describing as a relentless crisis. Some businesses have passed this test, thanks to the hard work and dedication of their employees. But a year of sustained stress could be the catalyst for another crisis: a tidal wave of employee burnout.
By now, as a business owner you are likely aware of the Emergency Standard that went into effect Monday, July 27, 2020 in the state of Virginia to combat the spread of COVID-19. Virginia was the first state in the nation to adopt mandatory standards, quickly followed by California.
If you look up Federal Government Fiscal Year End, here is what you would find on the Wikipedia page:
Notice of Proposed Rulemaking: Establishing Paid Sick Leave for Federal Contractors On Wednesday, February 24, 2016 the Department of Labor’s Wage and Hour Division announced the release of Notice of Proposed Rulemaking (NPRM) to implement Executive Order (EO) 13706 Establishing Paid Sick Leave for Federal Contractors. Executive Order 13706 was signed by President Obama on Labor Day of 2015 and requires federal government contractors and subcontractors to provide up to seven days of paid sick leave a year to exempt and non-exempt employees working on government contracts.