On this month’s HR podcast Rob, Scott, and Jason are joined by special guest Don Svehla (founder and publisher of Exhibit City News) to discuss trade shows back in action. They touch on the strong turnaround, the adaptability of the industry, labor shortages, attracting the next generation, continued growth and expansion, the face of trade shows moving forward, and more!
Contact us with any questions you may have, we’re here to help: hr@employco.com
Employment trends expert weighs in
Today Uber drivers from around New York will gather together to protest outside Uber’s Manhattan headquarters. Soaring gas prices and lack of benefits have led many ride-share drivers to protest their status as gig workers instead of employees, and Uber drivers in Illinois and California have also staged similar protests.
Rob Wilson, employment trends expert and President of Employco USA, a national employment solutions firm with locations across the country, says that Uber drivers are not the only workers who are decrying astronomical gas prices and its impact on their take-home pay.
“With gas prices this high, the sad reality is that a minimum wage worker can end up spending an entire day’s wages just to fill up their gas tank,” says Wilson. “If employers want to keep their workers satisfied and in the office, they need to get clever about how they can help employees survive inflated prices.”
We receive a number of questions from our clients as we consult them on a variety of HR issues.
In this video, Rob and Jason discuss the effects of inflation at a forty-year high. They cover frequent salary reviews, job title evaluations, hiring and retaining employees, the gray area in benefits, and more.
Questions? We’re here to help, hr@employco.com.
A human resource and employment solutions firm, Employco USA is pleased to announce the growing expansion of its staff.
Employco’s newest team member:
Kathleen Pusateri, Account Executive – Kathleen joins our team of sales leaders with over a decade of industry experience and success attracting new business and managing key client relationships. She will be responsible for creating and maintaining new accounts along with business development for Employco.
“I am very honored to be joining this team, I know that we have mutually lofty goals and I intend to make a positive impact towards them. If you want to be the best, you must be surrounded by the best. This is what Employco means to me.” –Kathleen Pusateri
For more information, please contact Rob Wilson at (630) 286-7345 or robwilson@employco.com.
About Employco:
Headquartered in Westmont, Illinois, Employco provides employer management and human resource outsourcing, as well as a number of other administrative and progressive employment techniques. With our national reach, we work to lower costs while improving the performance and productivity of clients in every industry; from construction and manufacturing to retail and technology.
Visit us at:
www.employco.com
www.linkedin.com/company/employco-usa-inc-
On March 3, 2022, U.S. President Joe Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act into law. Effective immediately, the new law prohibits employers from requiring employees to resolve claims of workplace sexual harassment or assault through arbitration or other alternatives to court litigation, or to waive them in advance.
Ending Forced Arbitration Act – Under the new law, an employer may not enforce a pre-dispute arbitration agreement or pre-dispute joint-action waiver against a person who files a case alleging sexual harassment or sexual assault in a federal, state or tribal court. An individual making a claim of sexual harassment or assault may choose to participate in arbitration or other litigation alternatives, but may not be required to do so.
Workplaces are currently facing a variety of challenges. One of the most pressing concerns is employee voluntary resignation; many entry-level, retail and hospitality workers are quitting in record numbers. However, this problem is affecting virtually every industry.
Certain employers are combatting this trend by emphasizing how much value they can bring to their workers beyond a simple paycheck. For some workplaces, these efforts entail promoting career growth with learning and development (L&D) solutions. Yet, an L&D program will only succeed if employees are eager to participate. This article outlines how employers can create enticing L&D programs.
Understanding the Value of L&D Programs – A quality L&D program can allow employers to help support employees on their learning journeys. When employees don’t have development and career advancement opportunities, they may feel unchallenged or unmotivated in their roles.
Recently, President Joe Biden urged employers to bring back workers into the office. During his remarks, Biden noted that with COVID-19 vaccination rates up and hospitalizations down, most Americans can remove their masks, return to work and move forward safely.
President Biden also made similar comments days earlier during the 2022 State of the Union address, where he encouraged in-person activities, including working and learning, which could enable more working parents to return to the physical workplace.
“Because of the progress we’ve made in fighting COVID[-19], Americans can not only get back to work but they can [get] going to the office and safely fill our great downtown cities again.” —President Joe Biden
The U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) enforces federal minimum wage, overtime pay, recordkeeping and child labor requirements of the Fair Labor Standards Act (FLSA). The WHD also enforces the Migrant and Seasonal Agricultural Worker Protection Act, the Employee Polygraph Protection Act, the Family and Medical Leave Act (FMLA), wage garnishment provisions of the Consumer Credit Protection Act, as well as a number of employment standards and worker protections as provided in several immigration-related statutes.
Generally, the WHD will initiate an investigation after a current or former employee files a complaint. An investigator may visit an employer to provide information about the application of, and compliance with, the laws administered by the WHD. A WHD investigator may also visit an organization to conduct interviews, examine time clocks and ensure all employment notifications are available to employees. Additionally, the investigator may review up to three years of wage and hour records to determine whether there are any violations in an employer’s payroll practices.
HR expert explains how to navigate conflicting mask viewpoints in the office
As counties and states across the nation drop their mask mandates, Americans are at odds over whether the decision to un-mask is safe or not.
“What we are seeing is that many people are afraid to take their masks off,” says Rob Wilson, President of Employco USA, a national employment solutions firm. “And not necessarily because of the virus. But because they worry that they will be judged or their careers will be harmed if they drop the mask.”
Wilson says industries like hospitality are in a particularly tricky spot.
Employment trends expert Rob Wilson weighs in on the rise of office romances
Earlier this year CNN President Jeff Zucker was forced to resign from his position due to a consensual relationship he had with a junior employee. Zucker and his employee didn’t disclose their relationship, which apparently continued on for many years, until the long-kept secret finally came to light.
“Zucker’s shocking secret couldn’t have been revealed at a more opportune time. With millions of employees returning to in-office work in 2022, it is time to reconsider office romance,” says Rob Wilson, President of Employco USA and employment trends expert. “After the last 2 years on Zoom or on rotating schedules, this year will probably be the first time that many Americans are fully back in the office with all of their coworkers.”
And after so much time behind a Zoom screen and isolated from in-person human contact, office romances could be on the rise.