According to CareerBuilder’s 2012 Candidate Behavior Study, 77% of workers are actively searching for a new job or are open to a new opportunity. If you’re an employer, this insight should raise the alarm that the employment marketplace is shifting, and you probably ought to put renewed focus on the retention of your top talent. Creative leaders know that strong employee retention is often directly correlated to the strength of an organization’s culture, thus the ongoing cultivation of a solid corporate culture is high on their list of priorities. VIDEO: Corporate Culture – Why bother?
Employers Group Blog Connection
Workplace investigations often play a supporting role in employment discrimination cases but can actually take center stage when an employee or former employee alleges the investigation itself was flawed. The claim is called negligent investigation. The law of negligence holds employers to the standard of what a “reasonable” employer would have done under the circumstances, not necessarily what an exceptional employer would have done. Nonetheless, there are practices all employers should adhere to when conducting investigations if they wish to avoid exposing the company to the risk of a negligent investigation claim.
As of April 30th, 2012, the new NLRB procedures for union elections are in place. Dinsmore wrote about the details of these new rules last month (See Organized Labor’s Big Day). The issue now becomes what to do under this new world order. Employers no longer have the luxury of waiting until activity takes place to devise a plan – they must be more proactive. To make sure you’re prepared, we offer five simple but profoundly important actions to consider:
A frequent conversation we all have on the Helpline regards what the laws and/or regulations tell an employer it may do regarding the extension of leaves, termination of benefits, or even termination of employment itself. Frequently, the employer feels that what the law says the employer may do dictates what it must do. "If the law tells me I may deny leave to an employee, then I guess I must." We would caution employers to take such a myopic look at the relation between employment laws and company policy.
by Charlie Martin, founder, engagementtoolbox.com
Improve organizational functions
- Increase output
5S is known as the foundation of lean and process improvement efforts. It is an employee-level effort that utilizes a systematic approach to create order by eliminating inefficiencies and workplace disorder. What creates disorder?
5S allows individuals and organizations to identify wasted time, effort and costs that occur everyday yet they are perpetually overlooked. A 5S event consists of hands-on activities that allows individuals to have direct impact on their work environment.
Sort * Shine * Stabilize * Standardize * Sustain
Employees learn the necessary skills to transform their work environment by creating more order and eliminating the disorder causing frustration, inefficiency, disengagement and poor productivity. After 5S, the effectiveness of individuals, their department (or functional unit), immediately improves. This creates instantaneous return on investment. Most importantly, improvement efforts become infectious within the organization. Other employees want to create order within their work station and executives want to experience increased productivity gains.
In this orientation session, we will review how 5S works, provide before and after pictures of actual workplaces, and identify what is needed to implement this highly effective strategy. During this session, we will also discuss how your company may qualify for state funds to subsidize a 5S event.
Learn more! Join us...
Wednesday, February 29th
9:30– 11:00 a.m.
North County Career Centers, 1949 Avenida del Oro Ste. #106, Oceanside, CA 92056
Registration is Free
Email your information to firstname.lastname@example.org .
There are several employment laws that took effect on January 1, 2012 that will impact your business. These new laws range in content from credit reports, health insurance, discrimination, and worker classification. Avoid putting your business at risk for fines or costly litigation – get up to speed with the recent changes.