Big Business Backs Trump Tax Cuts with Bonus Payouts

Edgar

The Washington Times

Rob Wilson, President of Employco USA, was recently mentioned in an article from The Washington Times. Read below for an excerpt from the full article, Big business backs Trump tax cuts with bonus payouts.

The Washington Times

“After years of stagnant wage growth, many in the private sector say the tax cuts have provided a boost for middle-class workers even before the expected relief starts showing up in their paychecks next month.

“It’s a big win not just for businesses but for employees, and not just employees at big companies,” said Rob Wilson, president of Employco USA, a human-resources firm in Westmont, Illinois. “Bonuses like that for people who don’t typically get bonuses, that could be 3 percent [of their salary]. Across the board, we’ve seen many companies increase bonuses.”

He said the employment situation and wages this year should continue to improve, and that the bonuses are also a sign of companies trying to hold onto workers in a tightening labor market. He said surveys are showing that about two-thirds of employees will be looking for better jobs this year, with companies adding better benefits.

“It’s businesses trying to remain competitive,” Mr. Wilson said. “It does have a ripple effect for other businesses, not just wages but benefits. How can you attract and retain employees?”

With the unemployment rate already at a 17-year low of 4.1 percent, the improving job market also will provide more opportunities for people who had left the workforce permanently.

“One of the things that really has been ignored but was a big issue under the Obama administration was the ‘underemployed’ and the ‘unreported,’” Mr. Wilson said. “There’s now incentive for the underemployed to get back into their original careers. For those people who were not working, there’s an opportunity to get back out in the workforce.”

The workforce participation rate, a measure of how many people dropped out of the workforce altogether, has ranged between 62.5 percent to 63 percent during the last few years of the Obama administration. It hadn’t been so low since the 1970s.”

Read more here…

How Pres. Trump’s Tax Cuts Led to Wage Hikes for Walmart Employees

Edgar

Employment trends expert explains why the tax cuts benefited more than just the uber-rich

President Trump’s tax cuts were heavily criticized by Democrats who feared they were merely cuts for the wealthy, but recent decisions by mega-employer Walmart could prove otherwise.

“Changing the corporate tax rate from 35% to 21% might seem like it’s only a benefit for those in the higher-income bracket, but Walmart has just announced that one million employees are going to receive a new hourly rate as a direct result of the tax break,” says Rob Wilson, President of Employco USA and employment trends expert.

Wilson also says that full-time and part-time employees will also receive a one-time cash bonus based on their years of service, noting, “Employees who have been with the company for over 20 years are going to be treated to a $1,000 bonus.”

The average pay increase for hourly workers will go from $13.85 to $14.50, and Wilson says that employees will not be the only ones who benefit from Pres. Trump’s tax plan.

“Customers will likely see lower costs as a result, as well as a higher standard of customer care. Staff will receive better training and see better incentives as a reward for performance,” says Wilson.

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Oregonians Can Now Pump their Own Gas, But is that a Bad Idea?

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What the recent self-service debate in Oregon reveals about the future of American employment

The state of Oregon recently made headlines when it changed a decades-old law which prevented self-service gas stations. Now, Oregonians will have the option to pump their own gasoline, provided they live in a county with less than 40,000 people. However, it has left many people questioning the role of “make-work” jobs in this economy, and whether the country is going to suffer from the impact of these small but crucial decisions.

“Most Americans pump their own gas, as New Jersey is now the only state which is strictly anti self-service stations,” says Rob Wilson, President of Employco USA and job trends expert. “However, this issue is about so much more than getting out of the car to pump your own gas. It’s about whether we are phasing out certain jobs faster than we can replace them, and what’s going to happen to unskilled laborers and those without job experience and education.”

Wilson says the phasing out of full-service stations in Oregon is similar to other industries such as fast-food and data collection and processing., which are predicted to lose 375 million jobs to automation by 2030. “It’s certain that many employees in Oregon service stations could be facing termination or a reduction in hours, provided that Oregonians are willing to pump their own gas in exchange for lower prices. The question is whether we are going to be making jobs for these unskilled laborers or those with little education and experience in order to make up for the jobs we are taking away from them.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

The Biggest Mistake Job-Seekers Will Make in 2018

Edgar

Employment solutions expert explains how Americans are missing out on employment opportunities

Millions of Americans made a resolution to find a new job in 2018. And, with the job market on the upswing, now is a great time to begin a job search in earnest. However, many Americans could be going about their hunt the wrong way…by looking online for positions. In fact, it is estimated that 80 percent of jobs are not posted on jobs boards like Monster and CareerBuilder.

“Known as the ‘hidden jobs’ market, these positions are often more lucrative, and they often involve less competition,” says Rob Wilson, employment expert and President of Employco USA, a nationwide employment solutions firm. “If you want access to these job opportunities, you have to have connections. You can’t just hop onto Craigslist and see the job posting.”

So how does Wilson suggest that job-seekers find these desirable jobs in 2018?

“There is no replacement for in-person connections,” says Wilson. “Yet networking events can often be a bust, as most people at these events will be job-seekers such as yourself. This doesn’t mean that this won’t be valuable and a good way for you to brush up on your speaking skills, but really, the people who hire folks aren’t going to be at a networking event on a Thursday night.”

To that end, Wilson believes that the real power of networking lies in temp agencies and part-time positions. “You need to get in the door. You need to get out of the hotel lobby networking over a plastic cup of red wine, and into the office where you can prove your mettle and earn those relationships day-in, day-out. Not to mention, employment solutions firms can help to ensure that you aren’t left with large gaps in your resume or your skill-set.”

Wilson also believes that temp agencies and employment firms are a boon for employers as well. “It gives you a chance to take a risk on people you wouldn’t normally go for,” he explains. “Maybe you meet someone who has very little experience, but you just have a strong feeling about their potential and work ethic. A temp position gives you the chance to test them out and to see how they respond to your company culture.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Should You Be Able to Charge Your Company for Your Dress Shoes?

Edgar

Employment expert discusses the hidden costs of employment 

Presently, teachers are greatly concerned about possibly losing the ability to deduct for the classroom supplies they purchase out of pocket. No matter what side of the aisle you’re on, it raises an important topic that is rarely discussed: The amount of money it costs to keep your current job.

Rob Wilson, employment trends expert and President of Employco USA, says, “There are many costs associated with working that people don’t always consider. Yet, it’s crucial to factor in these expenditures in order to ascertain if your job is worth what you are putting in.”

Here, Wilson explains some of these hidden costs.

“One of the most obvious is the cost of commuting. This includes not just gas money, but also parking, tolls, and fees associated with your car’s upkeep. Driving to and from work each day is hard on your car, especially when it comes to extreme weather and idling in traffic. In fact, sitting in stop-and-go traffic can actually be very harmful to your vehicle.”

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How Office Parties Need to Change After #MeToo

Edgar

H.R. expert explains how Weinstein, Spacey and Lauer can impact our holiday festivities

After America’s perennial nice guy Matt Lauer was accused of sexual misconduct in the workplace, many people were left shocked. His name is just one of many in the ever-growing pile of powerful men who have been disgraced after their egregious (and sometimes criminal) behavior was brought to light by their female colleagues.

And now, many H.R. experts are saying massive changes need to take place in American workplaces if companies want to protect their employees and their reputation as a safe place to work, especially as it relates to office parties around the holidays.

“We need to be very careful around our choices this holiday season,” says Rob Wilson, H.R. expert and President of Employco USA. “As the #MeToo campaign proved, it would behoove us all to take a closer look at our behavior towards women in the workplace and beyond.”

So, what does Wilson recommend?

First, he says, no booze at the holiday party. “I know this is not going to be well-received by every employee, but the reality is that alcohol is a match which can ignite a powder-keg. You can still serve festive ‘mocktails,’ or serve coffee, cider and cocoa. Better yet, have your party early in the day, such as at brunch. People won’t be as likely to expect alcohol or a ‘wild’ atmosphere.”

Second, he advises that companies need to be careful when wording their dress code policy. “In the light of these sexual assault accusations, many people have blamed the victims and suggested that they invited the attention due to their dress or appearance. This has created a tricky line for employers to walk: You want to require appropriate clothing at your holiday party, but you also don’t want to contribute to such victim-blaming. Hence, when wording your dress code policies make sure to focus on your employees dressing professionally rather than modestly. The goal is not to police women’s bodies or suggest they mustn’t lead men astray, but to create a workplace in which every person is dressed appropriately for their position and title.”

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375 Million People Are Going to Be Replaced by Robots

Edgar

Employment trends expert explains the shocking new numbers regarding jobs and automation

It was just announced that 375 million jobs may be automated by 2030. Those most at risk at being replaced by robots include those that work in fast-food and data collection and processing.

“If you work in a physical job that has a predictable environment, such as a fast food worker who takes orders, you are at risk of being replaced in the future,” says Rob Wilson, President of Employco USA and employment trends expert. “The same is true for people who work in low or mid-tier office jobs, such as data entry specialists, paralegals, and many more.”

Wilson says that we are already seeing signs of this in our fast-food restaurants and fast casual dining spots. “Places like Panera and Wendy’s are using kiosks and self-service tablets to simplify the customer experience and to make ordering even faster. The same is true for sit-down restaurants like Chili’s and Olive Garden. While many people enjoy the convenience of using a computer versus waiting for a server, it’s causing a great deal of concern for low-level employees and people who don’t have access to continuing education and job training.”

Wilson also believes that minimum wage hikes could make robots the preferred option for employers. “Robots don’t need raises,” he says. “They don’t need health care or sick days. For employers who are looking down the barrel of ever-increasing business costs, robots are a cost-saving option in the long-run.”

However, Wilson assures Americans that automation is far from a death knell for the economy. “Yes, automation is going to change the economic landscape, but it’s not going to turn the country into a dystopia run by robots. However, workers do need to make sure that they diversify their skills and become adept in many different functions, as robots (such as the automated burger flippers in fast-food joints) have limited abilities. It’s no longer enough to just show up and do your daily duties. A worker has to be engaged, present and connected to their fellow workers and their customers, as this human connection is something that a robot can never achieve.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

The Five Rules of Holiday Gift-Giving in the Workplace

Edgar

H.R. expert weighs in on the complicated etiquette of presents in the office

Exchanging holiday gifts in the workplace is often a tricky affair. The rules tend to be ambiguous, and expectations tend to vary widely from employee to employee. Luckily, there are several things that managers and H.R. personnel can do to make the holidays more joyful.

Rob Wilson, President of Employco USA and human resources expert says, “The biggest mistake I see is that managers think they shouldn’t weigh in on gift-giving. Yet employees want clear, concise guidelines. Some employees wonder: Should I give my boss a gift? And, if I don’t and everyone else does, what will they think of me? Others are strapped for cash yet feel obligated to give to everyone in the office, while some employees feel maligned because they are expected to give gifts when they don’t even celebrate the holidays.”

So, what is the answer? Wilson believes that a carefully crafted “gift-giving policy” is needed, and should be passed out to all new employees as well as circulated again at the holiday season. Possible tips to consider include:

  1. No gifts from supervisors to employees. “It could lead to the appearance of favoritism. “Christmas bonuses” and the like are a different matter, but managers should not be giving personal gifts to their staff, unless the same gift is given to each employee.”

  2. No direct presents between employees. “This is a good way to ensure that employees won’t feel left out or obligated to give gifts to everyone. Gifts among coworkers can be a financial strain, and it is also a drain on employee productivity. Instead, organize an office gift exchange. Those who wish to participate may do so, while those who do not can opt out without penalty or embarrassment. Set a gift price limit ($20, for example). Those who participate can receive a voucher from which they can select a gift at the holiday office party.”

  3. Holiday office parties are best if employee-only. “If you make your office party open to spouses, you could be looking at tricky situations regarding the ‘rules’ about bringing dates, i.e. Can it be a date from Tinder? Or, does it have to be a husband/wife? What if an employee identifies as asexual/romantic? What if an employee is gay or bisexual but not openly ‘out’ in the office? It’s best to simply avoid all these matters by making it employee-only. A simple brunch or lunch will suffice.”

  4. Think about what employees really desire. “It might be better to simply skip the office party altogether and instead update the office Keurig. Find ways to make work days more enjoyable and productive, and you will reap the benefit long after the holiday season has ended.”

  5. Don’t allow office charity collections. “Now is the time of year when employees start coming to work selling wrapping paper, popcorn and other sundries from their kids’ schools. Nix this as it can get out of hand quickly and easily become a distraction. Instead, work with a local charity or shelter in your area to make an office-wide donation. Place a bin in your office lobby where employees can donate if they so desire.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.