Error: No such template "/CustomCode/quick_login/designAttributes/initM1"!
Error: No such template "/CustomCode/storyMod/editMeta"!
$reward_point_tracking
8
Dated: 01-27-2017
Over 13 years later, many employers are yet to catch up – with the result that they don’t make enough provision in their budgets for the cost of paying out an employee’s leave pay when he or she leaves the company or takes a long holiday.
$authorProfileLink
8
Dated: 01-27-2017
Recent news caught my attention while browsing the Internet for employee leave rights at workplace.
It had to do with sick pay entitlement and its repercussions on the employees’ status of employment.
An employee who handled outside sales for a firm had availed FMLA leave for his CT scan, stress test and surgery for cardiac blockage.
$authorProfileLink
8
Dated: 01-27-2017
$authorProfileLink
8
Dated: 01-27-2017
In 2003, the Minister of Labor issued a schedule to clarify the requirements of the Basic Conditions of Employment Act (BCEA) for the correct calculation of leave pay, notice pay and severance pay.
Over 13 years later, many employers are yet to catch up – with the result that they don’t make enough provision in their budgets for the cost of paying out an employee’s leave pay when he or she leaves the company or takes a long holiday.
$authorProfileLink
8
Dated: 01-27-2017
Absenteeism costs companies approximately $3000 per year per employee, a cost that can add up fast over time. Companies that want to manage that cost need to put processes in place that address the underlying causes of absenteeism as well as guide employees and managers in carrying out that process. Consider whether your company is experiencing these five signs that it’s time to update your absence management processes.
$authorProfileLink
8
Dated: 01-27-2017
Janet is an HR manager in a leading business services firm. She manages a team of 3 members that keeps her occupied with multiple tasks. Besides managing strategic and functional responsibilities for her team and looking after all the HR activities, she actively takes up employee engagement and development initiatives.
$authorProfileLink
8
Dated: 01-27-2017
HR software has dramatically changed the landscape of HR management over the past few decades. Change has continued to be a constant as accessibility has moved towards cloud-based and mobile platforms. It is certain that HR management tools will continue to change as technology advances, so it can be fun to dream about what the future may hold.
$authorProfileLink
8
Dated: 01-27-2017
John Maynard Keynes famously predicted a ubiquitous 15-hour workweek by the year 2030 — a direct result of technological advances, he claimed. Written in a 1930 essay, the feasibility of his prediction wanes as 2030 looms closer, and the 40-hour workweek remains the norm. Still, as many continue to question the efficacy of the 40-hour workweek, Sweden has experimented with a 30-hour one (just six hours per day, as opposed to eight).
$authorProfileLink
8
Dated: 01-27-2017
Ready or not, the time has come for all employers to use the new Form I-9. While employers were still permitted to use the prior form until January 21, 2017, the new form must now be used to verify the identity and work eligibility of all new hires. If an employer does not use the new form it could be subject to penalties ranging from $216 to $2,156 per violation. While certain parts of the Form I-9 remain unchanged, such as the lists of acceptable documents, there are six key changes of which employers should be aware of.
$authorProfileLink
8
Dated: 01-27-2017
I’ve written previously about how important the "workweek" concept is in complying with the federal Fair Labor Standards Act's minimum-wage and overtime requirements.
An FLSA workweek is a fixed, regularly-recurring period of seven, consecutive, 24-hour periods that management expressly adopts for FLSA purposes. Employers must select and document at least one such workweek (or a "work period" in limited situations) for their non-exempt workers. 29 C.F.R. § 516.2(a)(5).
$authorProfileLink
