HR Newsletter: Employee Quits Increase in February

Quit

On Tuesday, March 29, 2022, the U.S. Bureau of Labor Statistics (BLS) released its February Job Openings and Labor Turnover Summary. Notably, the number of quits—defined by the BLS as a “voluntary separation initiated by the employee”—increased to around 4.35 million recorded in February, up from around 4.25 million in January. Experts typically use “quits” as a measure of workers’ willingness or ability to leave jobs.

This upward trend comes after the year 2021 saw record quit rates. In particular, around 4.5 million workers left their jobs in November 2021. In February’s report, many industries, including retail trade, durable goods manufacturing, and state and local government education, saw significant increases from January’s numbers. In contrast, the finance and insurance segment saw a notable decrease in quits.

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HR Chat w/Employco USA: National Employee Benefits Day

Happy National Employee Benefits Day!

In this video, Rob and Jason discuss the importance of benefits on this April 5th holiday. They cover why it’s a good idea to take a look at your current benefits, the top peripheral benefits in todays market, how benefits play a crucial role in recruiting, and more.

Questions? We’re here to help! Reach out to us for more information on how we can customize a benefits package to meet your specific needs: hr@employco.com.

Podcast: Trade Shows – It’s Great to Be Back!

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!

Podcast: Trade Shows - It’s Great to Be Back!

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

Ambition on “E”: How Raising Gas Prices Could Lead To Another Great Resignation

Employment trends expert weighs in

ProtestToday 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.”

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Employco USA Hires an Account Executive

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

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-

Employco USA, Inc.

HR Newsletter: Biden Signs Law Against Arbitration and Waivers of Sexual Harassment Claims and Assault Claims

Biden Signs Law Against Arbitration and Waivers of Sexual Harassment Claims and Assault Claims

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.

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HR Newsletter: How to Make Enticing Learning & Development Programs

Learning and Development

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.

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HR Newsletter: President Biden Urges Employees to Return to the Office

Return to the Office

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

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HR Newsletter: Exploring DOL Violations – Wage and Hour Case Studies Report

U.S. Department of Labor (DOL)

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.

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