Workplace diversity, equity, and inclusion (DEI) programs are important initiatives that go beyond compliance-based discrimination and harassment programs. These programs focus on building an organizational commitment to ensuring individuals from broadly diverse racial, ethnic, gender, cultural, and other backgrounds, experiences, and perspectives are included and fully supported in the workplace. BLR can help transform your DEI and compliance programs.
If you’re looking to implement an employee wellness program in 2023 or are simply taking stock of the one you already have, it’s essential to think over a few best practices. Here are some do’s and don’ts of great employee wellness programs. If you truly want your employees to be well, which all good HR professionals do, it’s important to consistently evaluate if your policies and programs are on the correct path.
DEI programs should first build and then support an organization-wide commitment to ensuring individuals from broadly diverse backgrounds, experiences, and perspectives are included and fully supported in the workplace. By making key changes in your hiring and retention efforts, you can expect significant and persistent increases in workforce diversity and opportunity. Learn from BLR Managing Editor, Celeste Duke, SPHR in this information-packed on-demand webinar where she’ll discuss tips and best practices for hiring and retention that support your workplace’s DEI efforts.
Learn more about the differences between a PEO and ASO and what these relationships offer to your business.
First, the buzz was all about “quiet quitting” as overworked employees quietly cut back on their tasks to help them cope with job stress. That trend was countered with “quiet firing” as supervisors who noticed the slowdowns looked for opportunities to push quiet quitters out the door. And now, employer review site JobSage has turned up evidence of what it calls “quiet promotions”—the phenomenon created when employees find themselves with more work and responsibility without an accompanying raise or title change. What should the not-so-quiet response be from employers? A few employment-focused companies have some advice.
We are an employer that operates in multiple states. We would like to include a field on our employment application that requests an applicant’s minimum salary requirement or requested salary. Are there any laws or other things we should consider? HR Hotline provides the answer in this blog post.
It can be confusing when an employee lives in one state but works in another and then seeks unemployment benefits after termination. In which state should she file? A recent case before the Arkansas Court of Appeals provides some guidance.
In early January, the Federal Trade Commission issued a Notice of Proposed Rulemaking to broadly ban the use of non-compete covenants nationally.
Despite the continued classification of marijuana as a Schedule I substance by the federal government, states are rapidly adopting new laws legalizing both the medical and recreational use of marijuana. As a result of this myriad of laws, employers must be vigilant in ensuring that their policies and practices do not allow for discrimination based on marijuana use, particularly as to their drug-testing procedures.
Employee Handbook Builder allows you to create and maintain an employee handbook with ease. The step by step questionnaire allows you to seamlessly navigate tricky policy requirements, compare federal and state laws, and customize to meet your organizations unique needs.