If you don’t currently offer your employees a retirement plan, you may want to pay attention. At both the state and federal level, the government is continuing to push legislation to make mandatory retirement plans a reality. More than 25 states have proposed legislation to create a mandatory retirement plan for private-sector companies that don’t currently offer their employees a plan.
The mobile trend is revolutionizing human resources management. In fact, research shows that HR applications are twice as likely to be used on smartphones as on computers. Not surprisingly, mobile HR solutionscontinue to gain traction among businesses.
This post is part of our TriNet Inspire series. Los Angeles is a city full of ambition and creativity – and that was apparent in the 300+ entrepreneurs, small business owners and leaders who attended TriNet Inspire this week in Los Angeles.
Employers in New York City have undergone a lot of mandatory changes to employment laws already this year. The most recent one, which NYC employers will need to implement by July 1, 2016, is the New York City Commuter Benefits Law. Under this new law, NYC employers with 20 or more full-time, non-union employees must offer their full-time employees the opportunity to use pre-tax income to purchase qualified transportation fringe benefits.
All too often, small business managers think, “my business is in an at-will state, which means we can terminate someone’s employment for any reason or for no reason at all, right?” Wrong. There are a number of exceptions to the employment-at-will doctrine.
There is a direct link between employee engagement and organizational performance. Highly engaged employees are vital to creating a quality customer experience and, thus, contribute directly to your company’s success.
As a leader in a mission-driven organization, it can feel like a badge of honor when your employees work long hours, refuse to take a vacation and lie awake at night wrestling with the struggles your organization faces. But these types of behaviors, if left unchecked, can lead to employee burnout, which often causes long-term problems for not-for-profits.
Note: This post is a sampling of what the author will be sharing in her talk on “Conquering the Talent Challenge” at TriNet Inspire in Los Angeles on May 17.
Companies of all stages and sizes have one thing in common: they all deal with hiring challenges at some point. Most employers know - or quickly learn - that having the right people in the right roles can make the biggest impact on the success or failure of the organization.
Hiring managers spend a considerable amount of time determining what they’re looking for, refining their job descriptions, getting roles approved and reviewing resumes. They often jump into the interview process without taking the time to think through how they will attract the best candidates to their teams. Often, very little time and attention is dedicated to the candidate experience, which can be a major factor in the decision-making process when a candidate is comparing multiple offers.
Although we can all recognize the importance of giving feedback to our team, have you ever considered the importance of getting their feedback? It’s valuable. It’s important. It’s how the organization stays current. So why don’t you ask your team for feedback? Because it’s hard, that’s why.
My colleague Jon Sider recently wrote about California becoming the first state to raise its minimum wage to $15 per hour. These historic changes to minimum wage laws are also continuing in New York City, where new paid family leave laws have also been implemented.