HR Newsletter: Importance of Employee Recognition

Employee Recognition

Employees want not only good pay and benefits, but also opportunities to contribute to their employer, customers and other stakeholders through their work, and feel valued and appreciated for their efforts in the workplace. Unfortunately, 65% of employees reported that it had been over one year since they received any form of recognition for their work, according to a Gallup poll.

To help express appreciation, many employers implement ongoing employee recognition programs. A more promising statistic from the Society for Human Resource Management (SHRM) survey revealed that 80% of organizations have an employee recognition program in place. The goal of employee recognition is to reinforce certain behaviors, practices or activities that result in better performance and positive business results. It comes down to acknowledging and appreciating exemplary performance.

While most would relate rewards and recognition to monetary bonuses or award ceremonies, employee recognition or appreciation doesn’t have to be that expensive or glamorous. Praise can be as simple as a pat on the back or a genuine compliment. Just as informal, a thank-you email or a friendly greeting in the workplace can go a long way with employees too.

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HR Newsletter: Remote Employee Well-Being

Employee Well-being

An employee’s well-being is defined by various factors, both inside and outside of work—including physical, mental, social and financial well-being. Overall well-being is something that employees desire but can be challenging to achieve. Not only can employees who achieve well-being thrive in their personal and professional lives—they offer immense benefits to organizations.

The good news for employers is that the efforts they take to ensure employee well-being can not only help their employees and their bottom line, but are also very attainable. A Harvard Business Review survey found that 95% of employees feel that their organization has at least some control over employee well-being, with 38% reporting that they feel their organization has a high degree of control.

In response to the coronavirus pandemic, many employers find themselves revamping their remote work arrangements. According to a study from PwC, 55% of executives plan to have employees work remotely at least one day a week post-coronavirus. Likewise, the same survey found that 72% of employees would prefer to work from home at least two days a week. While some employees may desire to go back-and-forth between an on-site and remote location, 32% of employees reported that they would prefer to work entirely remotely. That means that, as leaders plan to achieve a high level of employee well-being, remote employees should be accounted for.

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HR Newsletter: Top 5 Employment Law Changes Expected Under Joe Biden

Top 5 Employment Law Changes Expected Under Joe Biden

With Joe Biden on pace to become the 46th president of the United States, employers can expect several changes to the workplace legal landscape over the next four years. Here are the TOP 5 expected changes following Biden’s inauguration on January 20, 2021:

  1. Affordable Care Act (ACA) – President-elect Biden has pledged to strengthen the ACA including an expansion of coverage to more uninsured and underinsured. The Supreme Court’s decision in California v. Texas, which has the potential to significantly affect the future of the ACA, is expected in early 2021.
  1. Employee Leaves of Absence – The U.S. workforce is anticipating the introduction of a new federal paid leave law.  Although the nation got a glimpse of temporary federal paid leave under the Families First Coronavirus Response Act (FFCRA), a new program could provide employees with up to 12 weeks of paid time off.
  1. Labor Relations – Biden has been vocal with his eagerness to bolster union representation including additional protections for organizing activity and new appointments to the National Labor Relations Board (NLRB).

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HR Chat: Is Another Shutdown Looming?

We receive a number of questions from our clients as we consult them on a variety of HR issues related to COVID-19.

In this video, Rob and Jason cover preparing your business for another shutdown. They discuss technology and remote connectivity, higher risk employees and underlying health conditions, FFCRA pay, remote employee engagement, federal relief, over communication (on company decisions, home work environments), and more.

Questions? We’re here to help, info@employco.com

Election 2020: 1 in 3 People Now Live in States Where Marijuana is Legal

Employment trends expert explains what employers in newly-legalized areas need to know

Marijuana RXFive more states including Arizona, Mississippi, Montana, New Jersey, and South Dakota voted to legalize marijuana for recreational use, medical use, or both yesterday. This leaves just a handful of American states in which marijuana use of any kind is fully illegal. So what does this mean for employers and drug use in the workplace?

Rob Wilson, an employment trends expert and President of Employco USA, a national employment solutions firm, offers his timely expertise on this breaking topic.

“The federal government still classifies marijuana as a schedule 1 substance, which is the same class as heroin and ecstasy,” says the human resources specialist. “However, since many more states now permit the use of marijuana, either medically or recreationally, this leads to very murky waters for employers, especially as it can potentially be illegal to discriminate against employees with a medical marijuana card.”

So how do these changes to long-standing drug laws impact the way that employers can monitor possible drug use among their staff?

“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.

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HR Chat: The Upcoming Election and Employer Responsibilities

We receive a number of questions from our clients as we consult them on a variety of HR issues related to COVID-19.

In this video, Rob and Jason cover employer responsibilities during the upcoming election. They discuss state and local level laws, paid or unpaid time off to vote on election day (whether you are in office or remote), employer posting/notice requirements, if voting proof is needed, and more.

Questions? We’re here to help, info@employco.com

Employees & Election Day: What Employers Need to Know about Workers’ Voting Rights

Employment trends expert explains voting rights and workplace regulations 

Presidential Election 2020As Election Day approaches, millions of Americans have already voted via absentee ballot or early in-person voting. Yet due to unprecedented long lines and concerns around the coronavirus, many people still haven’t managed to cast their ballot. Here is what employers need to know about employees’ rights around Election Day, for those who still need to make their voice heard.

“Some states require that employers give employees time off to vote, provided that the employees’ working hours will prevent them from making it to the polls either before or after their shift,” says Rob Wilson, President of Employco USA. “For example, Illinois requires employers to provide up to 2 hours of paid time off for employees casting a ballot. Other states such as Wisconsin and Arkansas will provide employees time off to vote, but it is unpaid.”

Wilson says employers should become familiar with state laws regarding election rights in their area, as these laws take precedence even during national elections.

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Fired Over Facebook: How Your Political Posts Can Land You in Hot Water

Human resources expert explains why online behavior is leading to terminations

Social MediaA South Carolina fast-food worker was recently fired for a political joke she made on her social media page. In the last month alone, police officers and teachers alike have lost their positions after expressing their views online.

Several other employees across the country have faced workplace consequences for comments on their social media pages, with a mayoral aide in Massachusetts saying he lost his job due to his vociferous support of the Black Lives Matter movement on his social media.

So just how much freedom of speech is an employee permitted to have, and how can employers encourage responsible social media behavior while still respecting an employee’s privacy? Rob Wilson, President of Employco USA and a human resources expert, weighs in on this timely topic below.

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Podcast: Reviewing the 2020 Kaiser Health Survey

Rob, Scott, and Jason discuss the 2020 Kaiser Health Survey, including: renewal rate increases, employer and employee premium contribution rates, the most common plan designs (PPO, HDHP, HMO, POS) and their enrollments, higher deductibles and employee cost sharing, the uncertainties that insurers and employers have to deal with right now, and more.

Podcast: Reviewing the 2020 Kaiser Health Survey

Contact us with any questions you may have, we’re here to help: hr@employco.com