H.R. expert explains how this breaking news story may impact the LGBT community and how to handle transgender issues in the workplace
The Defense Department has just announced that President Trump’s ban against transgender military members will go into effect in April. With just a matter of weeks until the ban is implemented, many transgender people in a variety of industries are feeling frightened about their own job status, even if they do not work in the armed forces.
No wonder—a recent survey led by the DC Office of Human Rights found that 48 percent of employers showed bias against hiring a transgender individual, even if the applicant was more qualified than others. In addition, nearly 90% of transgender individuals report workplace harassment. Human resources professionals across the country need to become educated and prepared when it comes to handling transgender issues, both as it relates to hiring and harassment and beyond.
Rob Wilson, human resources expert and President of Employco USA, says, “It is against the law to discriminate against applicants based on gender, race, or religion, and the same holds true for transgender individuals as well. Thanks to Macy v. Department of Justice, there is a legal precedent which prevents hiring staff from refusing or rescinding job offers upon finding out that a person is transgender.” Additionally, there are other things that employers must consider as well, such as:
Employment trends expert explains these findings and suggests staff management techniques
Recent statistics reveal that March Madness has become more popular than ever before, thanks in large part to the worldwide betting that takes place. Over 60 million people are expected to fill out brackets this year, with an estimated $10 million being put on the table. However, there is another cost which people may not expect: A downturn in employee productivity.
“March Madness can be a drain on a company’s time and resources,” says Rob Wilson, employment trends expert and President of Employco USA. “With millions of Americans filling out brackets and managing their bets, you can bet that employee productivity takes a hit during this time of year.”
In fact, research shows that lost wages caused by employee distraction and poor productivity during March Madness could amount to losses of up to $1.9 billion!
Wilson says, “Between filling out brackets, researching picks, watching the games and then calling in sick or skipping work due to game days or hangovers, you are looking at a sharp downturn in employee performance. Luckily there are some ways you can manage this common nationwide issue.”
Employment expert explains how younger workers are demanding more from bosses – and getting it
Millennials often get criticized for having an ‘entitled’ attitude, and this appears to hold true in the workplace as well. Recent reports reflect that younger workers do appear to demand more than their older counterparts.
“Previous generations used to be happy to have a steady paycheck and a gold watch upon retirement,” says Rob Wilson, President of Employco USA. “But younger workers don’t approach employment the same way. Research shows that Millennials change jobs more frequently than previous generations, and they also have a lower opinion of corporations. In other words, they don’t want to commit years at companies which they see as purely self-interested.”
Wilson says that employers would be wise not to give up hope when it comes to engaging and retaining younger workers.
“Yes, these workers are more prone to dissatisfaction and more apt to leave jobs that don’t make them happy, but research shows that when companies approach Millennials as individuals and try to appeal to them on their own level, they do so with great results.”
When Millennials are engaged by their employers, and companies make an effort to reach out to the younger generation in the workplace, they see a vast improvement in both agility and innovation.
Crain’s Chicago Business recently released its list of “Chicago’s Largest Employers,” ranked by full-time local employees as of 12/31/18.
Employco USA took the 23rd spot – among other local giants, such as: Amazon, Chase, and Wal-Mart. Employco rose 1.6% from its 2017 count, with 7,778 full-time local employees.
Human resources expert reveals why so many companies struggle to keep new employees – and how to change that
A new study found that over 20 percent of people quit their new positions within the first 6 weeks of joining a company. Furthermore, the new research from Robert Half found that 93 percent of new employees consider leaving their jobs before the end of their probationary period.
“The results found that 36 percent of people leave their jobs due to issues with ‘onboarding,’” says Rob Wilson, President of Employco USA and employee engagement expert. “Yet many firms neglect to put much effort into acclimating their employees to their positions.”
Losing a new employee can be a financial hardship, thanks to the cost of recruiting and training employees, and it also creates a workplace that feels unstable and tense for existing employees.
“A revolving door of employees is a problem for a number of reasons,” says Wilson. “It increases the risk of fraud and other crimes, but it also makes employees feel as though newcomers aren’t going to stick around long…ergo they aren’t very welcoming or very thorough in their training, as they figure it’s a waste of time.”
Wilson also points to the fact that searching for employees is very time-consuming and leaves other important tasks unfinished. “A human resources team who is constantly focusing on finding new employees is doing so at the cost of caring for the needs of existing employees.”
So, what should companies do in order to ensure that their new employees stick around for the long haul?
Rob Wilson, President of Employco USA, was recently featured in a number of articles as well as a radio interview, follow the links below to read more:
WLS Radio Chicago
Rob was interviewed by John Howell, of WLS Radio 890 in Chicago, last Thursday regarding the financial impact of the polar vortex.
Rob was also quoted in an article for KELO AM/FM on the same topic: The big cold snap will cost the United States billions of dollars
Employment solutions expert explains how employers can brace for the financial fallout
The polar vortex is freezing more than just Lake Michigan…experts say that we should expect the cold weather to freeze our profits as well.
“The last time the United States experienced a polar vortex in 2014, it cost the country $5 billion,” says Rob Wilson, President of Employco USA. “In Chicago and other cities across the Midwest, we are going to experience a significant financial impact as a result of this week’s Antarctic temps.”
So how can employers help to cushion their companies against the bitter winds of the polar vortex?
“With warmer weather on the horizon, getting employees back to work is the first step,” says the human resources expert. “While safety and well-being of workers required many offices to shut down, and caused many people to change their travel plans or cancel services, we can expect things to return to normal by Friday.”
H.R. expert explains what employers need to know about new marijuana regulations
Research shows that there has been a 33 percent increase in positive drug tests on employees.
“We are looking at an increase in employee usage of marijuana in industries across the board,” says Rob Wilson, President of Employco USA (a national employment-solutions firm) and human resources expert. “Most importantly, test results showed that there was a double-digit jump of marijuana use in transportation and warehouse fields, which could be very problematic as operating heavy machinery while under the influence of marijuana could be very dangerous indeed.”
However, with 10 states making it legal to use marijuana recreationally, and 33 states making it legal to use medically, employers might wonder what rights they have when taking a hard line on drug use in the workplace.
“Your ability to monitor drug use among your employees is going to depend on whether or not you are a unionized or private workplace,” says Wilson. “While you have the right to expect and require sobriety from workers on the job, it can become a bit tricky when you suspect drug use and want to act on your fears.”
Wilson says that if you work in a non-unionized environment, you should ask a supervisor or human resources team member to help you determine if an employee is under the influence of marijuana.
“If your suspicions are backed up by other leaders in your company, you can discipline and even terminate your employee,” says Wilson.
Rob, Scott, and Jason discuss marijuana in the workplace; from medical and recreational use to recent statistics, drug testing policies, employee handbooks, what employers should do, and more.
Contact us with any questions you may have, we’re here to help: email@example.com
Human resources expert discusses ageism in the workplace and what employers need to know about managing older workers
Ageism continues to be a growing concern in the workplace, with a new study finding that over half of workers who are 50+ years say that they have been pushed out of their positions before they were ready to retire.
Yet despite this research, older workers report that they are happy to work under younger managers and don’t mind navigating any generational differences in order to succeed at their job.
“Research shows that 8 in 10 older workers say that they are comfortable reporting to a younger boss,” says Rob Wilson, President of Employco USA and employment trends expert. “However, the fact remains that there could be some challenges presented by these age gaps…for instance, by a baby boomer being managed by a millennial.”
Wilson says that study respondents identify several key issues that are presented by a multigenerational workforce, including: dissimilar work ethics or values (26 percent), leadership or learning styles (22 percent) and using technology in different ways (25 percent).