Unlimited sick leave policies are gaining popularity as a great addition to an organization's total rewards package. However, most employers tend to not implement the policies because of the risk factors. Yes, you might have that occasional employee who abuses the policy, but that can be managed. What I find most of my clients are worried about, is when an employee goes out on extended medical leave, causing them to become responsible for paying their full salary while they are out.

What Organizations Can Do to Reduce the Gender Pay Gap During a recent interview about gender pay equity on Freakonomics with Harvard economics professor Claudia Goldin, she noted that the reasons for the existence of the gender pay gap in the United States are varied and complex. For organizations that are interested in promoting pay equity, it’s important to understand what these varied and complex drivers of pay equity are. My colleague authored a great article that provides additional information about proposed legislation and notes steps organizations can take to create consistent pay practices.

A Review of the Requirements for SCA & ACA

One KPI You Should Be Tracking! Now that the first quarter is almost over, it is time to focus on how the strategic goals set for 2017 are tracking to last year's results. Organizations spend an immense amount of time and resources tracking revenue and retention of clients, as well as the value of each client in terms of spending. Since payroll is the largest controllable expense on almost every company’s P&L, why then aren’t more leaders also tracking the value of their employees?

On February 14, 2017, the Mayor of The District of Columbia, Muriel Bowser, did not veto The DC Universal Paid Leave Amendment Act of 2016 and allowed the bill to pass without her signature. The Washington Business Journal reports, "in a letter to Council Chairman Phil Mendelson on Wednesday, Bowser wrote that she supports paid family leave but still holds concerns the bill approved by the D.C. Council is too expensive and would burden local businesses." So, what does this mean for employers in the District?

As HR consultants, we are all too familiar with the Form I-9 and the requirement of all US employers to complete and maintain a form for each employee hired into their organization. Yet, in many organizations when we conduct an HR compliance audit, we find there to be some level of non-compliance with the Form I-9. Why is that? I believe it’s because of a general lack of understanding of the many nuances involved in completing the form.