Amy’s Baking Company gained notoriety this spring when TV celebrity chef Gordon Ramsay simply gave up trying to turn around the struggling restaurant on his show. “I can’t help people who can’t help themselves,” Ramsay said after the owners rejected his suggestions for improving the business. Apparently, the owners did try to help themselves when they wrote the restaurant’s employee policies …
The United States may be mired in a tepid economic recovery, but it’s worse in other countries. One indicator: In 12 of 13 industrial economies surveyed by the nonprofit WorldatWork organization, real salary budgets declined from 2012 to 2013.
If you’re an employer with operations in several states, some of which recognize same-sex marriage and some of which don’t, you may have wondered how the Supreme Court’s Defense of Marriage Act decision affects you. Now that attorneys have begun delving into the decision and the law, answers are emerging, particularly concerning the FMLA.
Despite employees’ pervasive personal use of Facebook, Twitter, Instagram, Pinterest and other social media platforms, a recent Towers Watson survey found that only 56% of employers use social media to communicate and build community with their workers.
The June 26 Supreme Court decision that overturned Section 3 of the Defense of Marriage Act will have very specific effects on HR. The most immediate ones involve taxes on pay and benefits. If you operate in a state where same-sex marriage is legal, start working now with your benefits providers.
Where does your organization stand now that the Obama administration has pushed back the employer mandate portion of the Affordable Care Act?
HR people who advance to executive levels know their value, and they make time to communicate it. The key, according to HR consultants: Diplomatically self–promote—no matter how busy you get—without the crassness and fanfare that alienates others.
Managers can’t instantly say, “Be here or be fired” to an employee struggling with attendance issues. Managers have to work with HR to employ strategies that not only combat absenteeism, but also avoid legal trouble.
The Obama administration has decided to wait a year before requiring organizations with 50 or more full-time employees to provide health insurance benefits under the Affordable Care Act health care reform law.
It’s smart for a business to keep a loyal cadre of stupid people at work, according to two Swedish researchers. They contend that “functional stupidity” is actually essential to getting things done in plenty of organizations.