With 53.5 million workers, millennials make up the largest share of the country's workforce, passing Gen X in 2015.
Guest post by Structured GI Leadership
Emotions have no place in the workplace - or do they? We are all humans and emotions make us just that. Your emotional intelligence is, essentially, your ability to recognize and control your own emotions and emotional reactions. It means being in touch with how you’re feeling and the feelings of those around you, then using that awareness – as opposed to your emotional reactions - to guide your thoughts and behaviors.
In the workplace, your emotional intelligence determines how your employees will view you and respond to you. While many think of emotions as being inappropriate for the workplace, your emotional intelligence can actually define your career path. People will not follow those they cannot trust and people will not trust those whose emotional IQ they cannot read.
The five key aspects of emotional intelligence
A worrisome business trend is the growing number of wage and hour lawsuits that are a significant source of financial exposure for employers. As the number of lawsuits climbs, so does the cost to employers.
The U.S. Department of Labor reports that it receives nearly 25,000 wage-and-hour related complaints per year. The number of Fair Labor Standards Act (FLSA) cases filed in the federal court is more than five times higher than it was 20 years ago.
Overtime claims account for 40 percent of wage and hour class action lawsuits. Other common wage-and-hour claims include:
One of the big benefits of being enrolled in a high-deductible health plan (HDHP) that is paired with a health savings account (HSA) is the ability to make pre-tax or tax deductible contributions that can grow, over time, free of federal taxes. Every calendar year, the IRS sets the HSA annual maximum contribution limit.
The more money you contribute, the higher HSA balance you’ll have to use toward current or future out-of-pocket eligible healthcare expenditures.
You have longer than you think to saveBecause you have a limit to the amount you can contribute each year, making the most of every tax-advantaged dollar that you are allowed to contribute is a smart move.
Stand at the door of your office. Are you looking at a clean and orderly workspace or a disorganized mess? How does the space make you feel? Are you happy and excited to get to work or does a quick glance at your office make you want to hightail it in the opposite direction?
Neatness and order in the workplace matter—and not just because “neat is nice.” Studies have proven that when your workspace is cluttered, it’s difficult to process information, let alone focus on priorities, projects and tasks.
In addition to reduced productivity, a messy office also negatively affects your psychological, emotional and professional well-being. The good news is that cleaning up your workspace is a high-impact, low-cost activity with immediate and noticeable benefits for business owners and workers alike.
One of the trends going on in employment circles right now is that international background checks are becoming more common. Make no mistake, these broader background screenings are still far from the norm and some companies haven't even begun to consider them yet, let alone implement them. After all, for employers that don't go beyond statewide background checks, it stands to reason that international screenings wouldn't even be on the radar.
However, while not all businesses would even really benefit from having international screenings in place, there are instances where international background checks might just be crucial. Read on to learn why your company might want to look beyond the borders of the U.S. to vet your prospective employees.
1) You have an American-born applicant who has lived abroad
Because most applicants have spent at least the most recent years of their lives in the area where the company they are applying for is located, county and state background checks are typically the most useful resources for finding out about criminal activity. However, if you are vetting an applicant who just recently moved back to the U.S. after years spent living abroad, any criminal activity they might have on their record will likely only be found with an international background check.
What if you could dramatically increase the number of job applications your company receives? Attracting qualified candidates to your open positions is easier than you might think. The secret? Mobile-optimized job applications.
When golf and country club operator ClubCorp learned about the success other mobile users had experienced with mobile recruiting, it created a mobile-friendly application and saw their number of applicants jump – by 50 percent!
This is pretty telling of the power of mobile optimization. As a recruiter, it’s important to understand why mobile matters and how you can embrace the mobile job seeker to acquire top talent.
The future is mobileMobile use for all purposes is growing year over year and that includes job searching. Ninety percent of job seekers use a mobile phone during their job search. Finding the right talent means leveraging the power of mobile to facilitate a quick response from candidates and efficiently move them through the recruiting process.
This post is part of the TriNet ongoing series about the Affordable Care Act and its effects on small business.
Midsize companies can start 2016 with some welcome news from the government! The IRS announced on December 28 that Applicable Large Employers (ALEs) subject to the Affordable Care Act (ACA) 2015 Section 6056 reporting requirements have extended deadlines to file their required forms with the IRS.
To start, review our post on ACA for midsize employers to determine if your business is considered an ALE for ACA-reporting purposes.
Here is a breakdown of forms ALEs are required to file and their new deadlines: