I had the opportunity to attend NOVA SHRM’s 2016 Legal Academy and gained a wealth of information about current and potential future legislation and how it impacts businesses in the DC metro area. One of the speakers was Martin S. Ebel,the Director of Field Management Programs at the Equal Employment Opportunity Commission (EEOC). Mr. Ebel provided us with metrics, dived into the claims process at the EEOC, and discussed the areas of focus in the 2016 Strategic Enforcement Plan for the EEOC.
On January 20, 2016 the Department of Labor (DOL) issued Administrator’s Interpretation No. 2016 -1 on the subject of Joint Employment under the Fair Labor Standards Act (FLSA) and Migrant and Seasonal Agricultural Worker Protection Act (MSPA). If you a) have never heard of the concept of joint employment and/or b) have no idea if or how it impacts your organization rest assured you are not alone.
As an HR Consultant, I have worked in a number of organizations varying in size, industry, structure, mission and culture. While each organization may be unique, every organization I have worked with has one thing in common – the problem employee. The problem employee can show up in a variety of forms and it isn’t always immediately clear that a small underlying problem has a larger impact to your organization. This article will help you understand some of the ways in which a “problem” may exist in your organization. In each of these scenarios the employee I am describing may bring a unique background or skill set that is incredibly valuable to your organization; however, the problems they bring may offset the value you were hoping to receive when you hired the employee.
Service Contract Act FAQ's Much like the word “union”, the term “SCA” can make almost any HR professional shudder from compliance fear. In my experience when consulting with clients, this fear is derived from a lack of understanding the regulations contained within the Service Contract Act. Below we will break down the basics of the regulations so you can then begin to formulate a plan on how you will apply this information to your contracts.
Wait a minute… aren’t HR professionals typically writing about how important employee recognition is within an organization? You may be a little thrown off by the title…well let me ease your mind, this blog will reiterate the fact that employee recognition plays a vital role in employee morale. The problem with employee recognition is that many organizations are making significant attempts to recognize employees, but they’re not quite hitting the mark. Below are three common missteps that organizations make when administering an employee recognition program.
Employment law, along with ensuring compliance with federal and state regulations, are two significant aspects of managing a workforce. They are both also convoluted and can cause an organization a lot of headache if not approached appropriately. Not only are Federal regulations complex and constantly evolving, it’s important to consider that various states have laws that are specific to the workforce in that state. If your organization holds contracts with the federal government there are several additional regulations that need to be monitored. As a leader of an organization, it’s important to have the right team on your side.