The end of the year is a busy time for most organizations. The end of the calendar year is also often the end of the budget year, the fiscal year (or at least a fiscal quarter) and the end of employee performance periods. Just as yearend can be an ideal time to take a step back and look at the broader financial trends the company experienced over the past year; it can also be a great time to look back at the employee performance trends of the previous year.
COVID-19 still exists but like all emergencies, the COVID-19 Public Health Emergency was never intended to last forever. The end of the Public Health Emergency provides employers a good opportunity to communicate with employees regarding what to expect in the workplace on a going forward basis and hopefully start to put the COVID chapter behind us.
Mental health days are dedicated to providing employees with a break from work-related stress and promoting mental well-being. These days can be used for activities such as relaxation, contemplation, or just taking time to take care of yourself. Even before the pandemic, employee mental health was a rising concern, but since then, stress and burnout have been on the rise.
BLR’s Wellness Calendar provides a head start on launching a successful wellness program that empowers employees and helps them lead healthier lives. The calendar includes monthly initiatives, program ideas, and accompanying trainings and resources.
By downloading this complimentary resource, you’ll learn which areas and specific questions you’ll want to ask trainees prior to training them. Questions encompass areas such as background, group demographics, education level, overall attitude, and expectations so that you can maximize the effectiveness of your training and customize it to meet the needs of your trainees.
By all accounts, workplace violence numbers are increasing and will be much higher when the statistics for post-pandemic shutdowns are available. Reports of incidents appear weekly—sometimes even nightly—on local and national news. All of this fuels employees’ growing concern for their safety in the workplace and the potential for employer liability. Whatever threat of violence an employer may experience, having a plan could help your employees be more prepared for a violent incident. Knowing where to go, whom to call, and what to do could make a huge difference.
In this segment of our HR Hotline Q&A series, a subscriber asked the following question: Can an employer cancel an employee’s benefits once FMLA has ended, if the employee does not return to full time active employment? If yes, does this apply to medical only or would the answer be the same for ALL COBRA-eligible benefits (medical, dental and vision)? In this article, we’ll share what our team of in-house content experts provided as the answer.
In this article, you’ll learn three techniques to consider using when trying to get people to say what is really on their minds – an art that falls on HR professionals and lawyers.
The potential of artificial intelligence goes far beyong classrooms and could shake up the employment realm. Read the potential uses and worrisome aspects of AI in HR.
Explore the several training topics needed to remain compliant with federal and state laws.
