The World Health Organization (WHO) reported recently that 12 billion working days are lost every year around the world to depression and anxiety. That results in 1 trillion U.S. dollars per year of lost productivity. With resources from the U.S. Surgeon General and the Department of Labor, the problem is challenging, but employers don’t have to feel paralyzed.
When an employer acquires new employees through a merger or acquisition, the employer has 2 options for employees who will be continuing with the new organization. Employers may choose to treat employees who are continuing their employment with the related, successor, or reorganized employer as new hires or continuing in employment.
RNL needed an all-in-one training solution that provided internal and external user onboarding, compliance training, and employee development courses. TrainingToday® was the only vendor that worked with her team to meet their needs.
Download this complimentary guide and use it as a resource as you explore the opportunities for reselling HR services.
Adams writes that employers do it all wrong. Here’s their current drill as he sees it: Our instinct when we see something being done incorrectly is to immediately say, “You’re doing this wrong. Do it this way.” This is fine, Adams notes, if it involves a copilot hitting the wrong button in the cockpit. Otherwise, this approach is counterproductive.
Depression and other mental health issues have long been considered a taboo topic of discussion, both in the workplace and in society more generally. Attitudes toward mental health issues, though, have advanced and matured significantly in recent years. That makes both the prevalence and impact of depression and other mental health issues more visible.
To many in the country, the U.S. Supreme Court’s last session was among the most impactful in decades, causing changes to how we use affirmative action in university admissions, applying developing ideas of diversity, equity, and inclusion (DEI), and accommodating the expanding demands of religious beliefs. It appears, however, that more significant changes to fundamental beliefs and practices are coming in the current Supreme Court session.
The final rule, announced on January 9 and scheduled to be published in the Federal Register on January 10, is slated to take effect on March 11. The DOL’s intent is to combat misclassification of workers as independent contractors when they instead should be considered employees under the federal Fair Labor Standards Act (FLSA).
The U.S. Department of Labor (DOL) has issued a new independent contractor rule taking effect on March 11, 2024 that provides guidance for determining whether a worker is an employee or an independent contractor under the Fair Labor Standards Act. Register for our webinar to stay informed about the new rule and ensure that you’re correctly classifying workers.
If you just had an employee quit or want to be prepared for the event, here are four steps that should be done as soon as possible.