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This year is set to be a busy year for HR and employment law. From post-Brexit immigration rule changes and gender pay gap reporting, to age discrimination at work, employers are faced with amended employment laws and new deadlines for their organization to meet.
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When business is steady going, HR data is steady flowing. But business is not always steady going – and sometimes, there’s an influx of HR data. And whether that’s because of a recruitment drive, an acquisition, or just a change of systems…
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6
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6
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This year is set to be a busy year for HR and employment law. From post-Brexit immigration rule changes and gender pay gap reporting, to age discrimination at work, employers are faced with amended employment laws and new deadlines for their organization to meet.
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6
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As a compensation professional, you don’t need me to point out jobs are evolving faster than ever. At this point, you’re likely already spending more time pricing jobs than you’ve done in the past.
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As ongoing advocates for remote work and global mobility, we see a slew of opportunities and benefits from engaging with international employment in not only our own company but our client’s business’ as well.
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Very few organizations are reaping the benefits of managing all of their employee files electronically, creating significant HR challenges that can have a direct impact on the company.
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You’ve heard the question before: Which came first, the chicken or the egg? Believe it or not there really is a restaurant with that name. It’s sort of in my neck of the woods — New Jersey. So here’s another question:
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We all have co-workers who mysteriously fall ill on December 26, their birthdays, and anytime they need haircuts. Faking sick is shockingly common:
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Thomas Friedman in his book, “Thank You for Being Late,” suggests that technological innovation in the digital age is accelerating at a pace which makes it challenging for businesses to adapt.
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