From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times.
HR Webinar: The New EEO-1 Component 2 Reporting Requirement: Are You Ready?Ascentis
With the decision by Judge Tanya Chutkan of the DC Federal District Court in National Women's Law Center, et al., v. Office of Management and Budget, et al., Civil Action No. 17-cv-2458 (D.D.C.), now appearing to be final, the EEOC announced on July 15, 2019, that the EEO-1 Component 2 reporting portal is now open, and login information was being sent to approx. 1.6 million employer "establishments" who are required to complete this reporting by September 30, 2019. As a reminder, this reporting requirement, which has been pending EEOC "activation" for more than three years, requires employers to categorize employees by pay range, report their annual hours worked, and classify by race, gender and job classification already being reported in existing ("Component 1") information. The initial intent of this data collection was to begin the first-ever, data-driven effort to close the 19% gender pay equity gap recognized within the US.
In this webinar we will review the history of the requirement, the assortment of reporting tools released by the EEOC in July 2019 designed to help with the required reporting and give an update on the expected August posting by the EEOC including when employers are expected to begin uploading Component-2 data in CV format to the EEOC website.
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Your Best Advocates Already Work for You: SocialChorus WebinarLiz Bullock
Webinar with Greg Shove, CEO of SocialChorus, discussing the power of employee advocates, examples from leading brands, plus how to effectively get started.
"Freelancing in America: 2016" is the most comprehensive measure of the U.S. independent workforce. How many Americans are freelancing? Why? What is their potential impact on elections? This study, conducted by an independent research firm and commissioned in partnership by Upwork and the Freelancers Union, surveyed more than 6,000 U.S. workers to answer these questions and more. Results showed that more people than ever are choosing to freelance -- 55 million this year, or 35% of the total U.S. workforce.
Freelancing in America: A National Survey of the New WorkforceElance-oDesk
More than 53 million Americans are doing freelance work, according to a new, landmark survey commissioned by Freelancers Union and Elance-oDesk. The connected era we live in is liberating our workforce, and this is just the start. This deck contains data results of the most comprehensive survey of the U.S. independent workforce in nearly a decade. For more information visit: http://www.freelancersunion.org/53million
Top things to know about freelancers in 2018Upwork
Work is changing. Innovation in AI and robotics is already having a significant impact on our future and the jobs that our world needs. Freelancers now play a critical role in the rapid evolution of work and will continue to play a bigger role than you realize, with new research from Upwork and Freelancers Union predicting that the majority of the U.S. workforce will freelance by 2027. Take a look at what you should know about freelancers (now 36% of our workforce) as you plan ahead for the New Year.
“Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, this study analyzes the size of the growing freelance economy and provides insights into the major role freelancers play in the future of work. In fact, based on this year’s findings it is predicted that the majority of the U.S. workforce will be freelancers within a decade (by 2027).
An online survey of over 7,000 U.S. adults found that 34% of the U.S. workforce, or 53.7 million people, engage in supplemental freelance work. More people are choosing to freelance by choice rather than necessity, driven primarily by a desire for flexibility. The majority of freelancers who left traditional employment now earn more money as freelancers. Technology is making it easier to find freelance work online, with over half of freelancers obtaining projects online.
HR Webinar: The New EEO-1 Component 2 Reporting Requirement: Are You Ready?Ascentis
With the decision by Judge Tanya Chutkan of the DC Federal District Court in National Women's Law Center, et al., v. Office of Management and Budget, et al., Civil Action No. 17-cv-2458 (D.D.C.), now appearing to be final, the EEOC announced on July 15, 2019, that the EEO-1 Component 2 reporting portal is now open, and login information was being sent to approx. 1.6 million employer "establishments" who are required to complete this reporting by September 30, 2019. As a reminder, this reporting requirement, which has been pending EEOC "activation" for more than three years, requires employers to categorize employees by pay range, report their annual hours worked, and classify by race, gender and job classification already being reported in existing ("Component 1") information. The initial intent of this data collection was to begin the first-ever, data-driven effort to close the 19% gender pay equity gap recognized within the US.
In this webinar we will review the history of the requirement, the assortment of reporting tools released by the EEOC in July 2019 designed to help with the required reporting and give an update on the expected August posting by the EEOC including when employers are expected to begin uploading Component-2 data in CV format to the EEOC website.
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Your Best Advocates Already Work for You: SocialChorus WebinarLiz Bullock
Webinar with Greg Shove, CEO of SocialChorus, discussing the power of employee advocates, examples from leading brands, plus how to effectively get started.
"Freelancing in America: 2016" is the most comprehensive measure of the U.S. independent workforce. How many Americans are freelancing? Why? What is their potential impact on elections? This study, conducted by an independent research firm and commissioned in partnership by Upwork and the Freelancers Union, surveyed more than 6,000 U.S. workers to answer these questions and more. Results showed that more people than ever are choosing to freelance -- 55 million this year, or 35% of the total U.S. workforce.
Freelancing in America: A National Survey of the New WorkforceElance-oDesk
More than 53 million Americans are doing freelance work, according to a new, landmark survey commissioned by Freelancers Union and Elance-oDesk. The connected era we live in is liberating our workforce, and this is just the start. This deck contains data results of the most comprehensive survey of the U.S. independent workforce in nearly a decade. For more information visit: http://www.freelancersunion.org/53million
Top things to know about freelancers in 2018Upwork
Work is changing. Innovation in AI and robotics is already having a significant impact on our future and the jobs that our world needs. Freelancers now play a critical role in the rapid evolution of work and will continue to play a bigger role than you realize, with new research from Upwork and Freelancers Union predicting that the majority of the U.S. workforce will freelance by 2027. Take a look at what you should know about freelancers (now 36% of our workforce) as you plan ahead for the New Year.
“Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, this study analyzes the size of the growing freelance economy and provides insights into the major role freelancers play in the future of work. In fact, based on this year’s findings it is predicted that the majority of the U.S. workforce will be freelancers within a decade (by 2027).
An online survey of over 7,000 U.S. adults found that 34% of the U.S. workforce, or 53.7 million people, engage in supplemental freelance work. More people are choosing to freelance by choice rather than necessity, driven primarily by a desire for flexibility. The majority of freelancers who left traditional employment now earn more money as freelancers. Technology is making it easier to find freelance work online, with over half of freelancers obtaining projects online.
- 57 million Americans, or 35% of the U.S. workforce, freelanced in the past year. The share of full-time freelancers has increased from 17% in 2014 to 28% in 2019.
- The most common type of freelance work is providing skilled services like programming, marketing, and consulting.
- 60% of freelancers started freelancing by choice rather than necessity, and for the first time as many see it as a long-term career rather than temporary work.
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Freelancing in Australia: A National Survey of the New WorkforceElance-oDesk
The document summarizes key findings from a study on the freelance workforce in Australia. Some key points:
- An estimated 1.29 million people, or 30% of Australia's workforce, earned income through freelance work in the past year. Freelancers contribute an estimated $12.7 billion annually to the economy.
- Nearly half (48%) of non-freelancers said they would be willing to do work outside their primary job to earn extra money. Over half (58%) of freelancers do so by choice rather than necessity.
- Technology has made it easier to find freelance work. However, inconsistent work and income stability remain key barriers. Freelancing is valued for offering
“Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, this study surveyed more than 6,000 U.S. workers. In its fifth annual year, findings show Americans are spending more than 1 billion hours per week freelancing. Beyond quantifying the amount of freelancing happening, new insights delve into why people are increasingly choosing to work this way.
"Freelancing in Australia: 2015" is the only study of its kind that quantifies the Australian independent workforce. How many Australians are freelancing? Why? And what is the outlook for freelancing in Australia? This study, conducted by an independent research firm and commissioned by Upwork, surveyed more than 1,000 Australian workers to answer these questions and more. Results showed that nearly 4.1 million people did freelance work in the past year, driven first and foremost by the lure of a more flexible lifestyle.
Economic Benefits Of Postsecondary Education for Hispanics/Latinos.CEW Georgetown
This document summarizes key findings from a webinar on the economic benefits of postsecondary education for Hispanics/Latinos. It finds that a college degree leads to significantly higher lifetime earnings compared to a high school diploma. Additionally, the types of degree and college attended can impact earnings. While attainment rates for Hispanics have increased, they still lag behind national averages. The webinar emphasizes helping students develop skills for 21st century careers and choose programs of study aligned with labor market needs to maximize success.
This document provides a 3-paragraph summary of a report on the state of the global workplace:
The summary states that 85% of employees worldwide are disengaged from their jobs. It then discusses two regional sections from the full report - Western Europe and Eastern Europe. For Western Europe, it notes the low employee engagement levels across countries in the region, especially relative to more engaged workforces like the US. For Eastern Europe, it discusses challenges like brain drain and low perceptions that hard work leads to advancement, as well as the region's low employee engagement rates. The summary concludes by emphasizing the importance of management practices in developing human capital and engagement to address productivity problems.
State of the global workplace gallup report 2017Américo Roque
Relatório demonstra o que impulsiona o comportamento dos funcionários e como líderes e organizações podem aumentar a produtividade na visão de 155 países.
Freelancing in New York is the first comprehensive measure of the independent workforce in New York City. Commissioned by Freelancers Union, Upwork, and the NYC Mayor's Office of Media and Entertainment, this study surveyed 5,000 working adults in New York City. The study, launched in part to inform work at Freelancers Hub, the first City-funded effort providing dedicated coworking and training to freelancers, estimates that 1.3 million workers are freelancing — with an estimated annual economic impact of $31.4 billion in earnings from their freelance work.
Future Workforce 2019: How Younger Generations are Reshaping the Future Workf...Upwork
Younger generations of managers are reshaping the future workforce in key ways:
- They are more likely to support remote teams, with 69% allowing remote work and estimating that 40% of employees will work remotely in 3 years.
- 96% see reskilling as important and are more likely to believe individuals should take responsibility for reskilling.
- They prioritize future workforce planning at higher rates and are more likely to have strategies in place, recognizing the workforce is evolving rapidly.
- Younger managers are leveraging freelancers at more than double the rate of baby boomers, seeing them as strategic partners to increase productivity and access specialized skills.
In an effort to better understand the behaviors, attitudes and cash flow challenges experienced by small businesses and self-employed professionals around the world, Intuit QuickBooks released the “The State of Small Business Cash Flow” Report.
Navigating Global HR Culture: The Laws, Trends + Politics Affecting Culture in the Workplace.
Opening the 2018 HR Conference for the Ohio Society for Human Resource Management (SHRM) State Council, Tony Fiore highlighted the conference’s theme of “Passport to Culture” and presented on global business issues affecting your company’s HR culture. He looked at employment laws, elections, compliance vs. attractive workplaces and other trends. His presentation featured videos by Kegler Brown attorneys with ties and business experience from various foreign countries discussing cultural aspects of doing business in those countries.
IT Talent Survey: A Global Survey of Top Freelance DevelopersUpwork
There are "deathmatch battles” for developers (and their apps) as a result of the growing skills gap within the apps economy. As businesses become increasingly software-driven, this gap is more obvious than ever. This survey shares insights into how businesses can attract the best development talent available.
Upwork commissioned Edelman Intelligence, an independent firm, to conduct the first Freelance Forward study, which is our seventh annual study of the U.S. freelance workforce. We surveyed more than 6,000 U.S. workers over the age of 18 and found that 59 million Americans performed freelance work in the past 12 months, representing 36% of the U.S. workforce, an increase of 2 million freelancers since 2019.
This year’s research revealed how the COVID-19 pandemic has impacted the composition and demographics of the freelance workforce.
This document discusses a new OECD project called DYNEMP that aims to analyze business dynamics and job creation using firm-level data from over 20 countries. It finds that most jobs are concentrated in medium and large firms despite most firms being small. However, young small firms contribute disproportionately to net job creation across countries. While the majority of micro start-ups do not grow, the few that do account for a large share of total job creation. The growth dynamics of startups vary significantly between countries. Young firms were more impacted by the crisis but recovered more quickly. The document outlines how the DYNEMP database and analyses can provide new insights into how policies impact startups versus incumbents.
State of the Global Workplace - Gallup Report (2017)Adrian Boucek
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low?
The minimum wage helps support family incomes, reducing inequality and poverty, but as a slide deck from the Council of Economic Advisers shows, as the real value of the minimum wage has been allowed to erode, it has stopped serving this important purpose.
You are not born an entrepreneur, you become oneJuliaShapiro9
This document discusses entrepreneurship and career success. It summarizes that:
1) Entrepreneurship and high earnings are strongly correlated with high socioeconomic status at birth, contradicting perceptions of meritocracy.
2) Government policies from the 1950s-1980s promoting social services, middle class growth, and investments in innovation fueled mobility but these have decreased.
3) Traditional hiring, investment, and promotion practices contain strong biases that disadvantage women and minorities and undermine the benefits of diversity. Data-driven assessments can mitigate these biases.
4) Early government investments and partnerships were crucial to building innovation hubs like Silicon Valley, but these policies have changed along with rising inequality in recent decades.
The Gender Pap Gap: What is it & Who cares? LKirby1234
The document discusses the gender pay gap in the UK and new legislation requiring employers to report on it. It provides background on the size of the current gender pay gap and defines what employers will need to report. This includes the difference in mean and median hourly pay and bonuses between men and women, as well as the distribution of men and women across pay quartiles. The document emphasizes the importance of accurately gathering and analyzing payroll data to comply with reporting requirements and help address unequal pay. It also suggests discussing challenges companies may face and developing strategies to meet new transparency standards and work towards closing their gender pay gaps over time.
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
- 57 million Americans, or 35% of the U.S. workforce, freelanced in the past year. The share of full-time freelancers has increased from 17% in 2014 to 28% in 2019.
- The most common type of freelance work is providing skilled services like programming, marketing, and consulting.
- 60% of freelancers started freelancing by choice rather than necessity, and for the first time as many see it as a long-term career rather than temporary work.
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Freelancing in Australia: A National Survey of the New WorkforceElance-oDesk
The document summarizes key findings from a study on the freelance workforce in Australia. Some key points:
- An estimated 1.29 million people, or 30% of Australia's workforce, earned income through freelance work in the past year. Freelancers contribute an estimated $12.7 billion annually to the economy.
- Nearly half (48%) of non-freelancers said they would be willing to do work outside their primary job to earn extra money. Over half (58%) of freelancers do so by choice rather than necessity.
- Technology has made it easier to find freelance work. However, inconsistent work and income stability remain key barriers. Freelancing is valued for offering
“Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, this study surveyed more than 6,000 U.S. workers. In its fifth annual year, findings show Americans are spending more than 1 billion hours per week freelancing. Beyond quantifying the amount of freelancing happening, new insights delve into why people are increasingly choosing to work this way.
"Freelancing in Australia: 2015" is the only study of its kind that quantifies the Australian independent workforce. How many Australians are freelancing? Why? And what is the outlook for freelancing in Australia? This study, conducted by an independent research firm and commissioned by Upwork, surveyed more than 1,000 Australian workers to answer these questions and more. Results showed that nearly 4.1 million people did freelance work in the past year, driven first and foremost by the lure of a more flexible lifestyle.
Economic Benefits Of Postsecondary Education for Hispanics/Latinos.CEW Georgetown
This document summarizes key findings from a webinar on the economic benefits of postsecondary education for Hispanics/Latinos. It finds that a college degree leads to significantly higher lifetime earnings compared to a high school diploma. Additionally, the types of degree and college attended can impact earnings. While attainment rates for Hispanics have increased, they still lag behind national averages. The webinar emphasizes helping students develop skills for 21st century careers and choose programs of study aligned with labor market needs to maximize success.
This document provides a 3-paragraph summary of a report on the state of the global workplace:
The summary states that 85% of employees worldwide are disengaged from their jobs. It then discusses two regional sections from the full report - Western Europe and Eastern Europe. For Western Europe, it notes the low employee engagement levels across countries in the region, especially relative to more engaged workforces like the US. For Eastern Europe, it discusses challenges like brain drain and low perceptions that hard work leads to advancement, as well as the region's low employee engagement rates. The summary concludes by emphasizing the importance of management practices in developing human capital and engagement to address productivity problems.
State of the global workplace gallup report 2017Américo Roque
Relatório demonstra o que impulsiona o comportamento dos funcionários e como líderes e organizações podem aumentar a produtividade na visão de 155 países.
Freelancing in New York is the first comprehensive measure of the independent workforce in New York City. Commissioned by Freelancers Union, Upwork, and the NYC Mayor's Office of Media and Entertainment, this study surveyed 5,000 working adults in New York City. The study, launched in part to inform work at Freelancers Hub, the first City-funded effort providing dedicated coworking and training to freelancers, estimates that 1.3 million workers are freelancing — with an estimated annual economic impact of $31.4 billion in earnings from their freelance work.
Future Workforce 2019: How Younger Generations are Reshaping the Future Workf...Upwork
Younger generations of managers are reshaping the future workforce in key ways:
- They are more likely to support remote teams, with 69% allowing remote work and estimating that 40% of employees will work remotely in 3 years.
- 96% see reskilling as important and are more likely to believe individuals should take responsibility for reskilling.
- They prioritize future workforce planning at higher rates and are more likely to have strategies in place, recognizing the workforce is evolving rapidly.
- Younger managers are leveraging freelancers at more than double the rate of baby boomers, seeing them as strategic partners to increase productivity and access specialized skills.
In an effort to better understand the behaviors, attitudes and cash flow challenges experienced by small businesses and self-employed professionals around the world, Intuit QuickBooks released the “The State of Small Business Cash Flow” Report.
Navigating Global HR Culture: The Laws, Trends + Politics Affecting Culture in the Workplace.
Opening the 2018 HR Conference for the Ohio Society for Human Resource Management (SHRM) State Council, Tony Fiore highlighted the conference’s theme of “Passport to Culture” and presented on global business issues affecting your company’s HR culture. He looked at employment laws, elections, compliance vs. attractive workplaces and other trends. His presentation featured videos by Kegler Brown attorneys with ties and business experience from various foreign countries discussing cultural aspects of doing business in those countries.
IT Talent Survey: A Global Survey of Top Freelance DevelopersUpwork
There are "deathmatch battles” for developers (and their apps) as a result of the growing skills gap within the apps economy. As businesses become increasingly software-driven, this gap is more obvious than ever. This survey shares insights into how businesses can attract the best development talent available.
Upwork commissioned Edelman Intelligence, an independent firm, to conduct the first Freelance Forward study, which is our seventh annual study of the U.S. freelance workforce. We surveyed more than 6,000 U.S. workers over the age of 18 and found that 59 million Americans performed freelance work in the past 12 months, representing 36% of the U.S. workforce, an increase of 2 million freelancers since 2019.
This year’s research revealed how the COVID-19 pandemic has impacted the composition and demographics of the freelance workforce.
This document discusses a new OECD project called DYNEMP that aims to analyze business dynamics and job creation using firm-level data from over 20 countries. It finds that most jobs are concentrated in medium and large firms despite most firms being small. However, young small firms contribute disproportionately to net job creation across countries. While the majority of micro start-ups do not grow, the few that do account for a large share of total job creation. The growth dynamics of startups vary significantly between countries. Young firms were more impacted by the crisis but recovered more quickly. The document outlines how the DYNEMP database and analyses can provide new insights into how policies impact startups versus incumbents.
State of the Global Workplace - Gallup Report (2017)Adrian Boucek
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low?
The minimum wage helps support family incomes, reducing inequality and poverty, but as a slide deck from the Council of Economic Advisers shows, as the real value of the minimum wage has been allowed to erode, it has stopped serving this important purpose.
You are not born an entrepreneur, you become oneJuliaShapiro9
This document discusses entrepreneurship and career success. It summarizes that:
1) Entrepreneurship and high earnings are strongly correlated with high socioeconomic status at birth, contradicting perceptions of meritocracy.
2) Government policies from the 1950s-1980s promoting social services, middle class growth, and investments in innovation fueled mobility but these have decreased.
3) Traditional hiring, investment, and promotion practices contain strong biases that disadvantage women and minorities and undermine the benefits of diversity. Data-driven assessments can mitigate these biases.
4) Early government investments and partnerships were crucial to building innovation hubs like Silicon Valley, but these policies have changed along with rising inequality in recent decades.
The Gender Pap Gap: What is it & Who cares? LKirby1234
The document discusses the gender pay gap in the UK and new legislation requiring employers to report on it. It provides background on the size of the current gender pay gap and defines what employers will need to report. This includes the difference in mean and median hourly pay and bonuses between men and women, as well as the distribution of men and women across pay quartiles. The document emphasizes the importance of accurately gathering and analyzing payroll data to comply with reporting requirements and help address unequal pay. It also suggests discussing challenges companies may face and developing strategies to meet new transparency standards and work towards closing their gender pay gaps over time.
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
HR Webinar: Gender Pay Equity: The Time is NowAscentis
This presentation will uncover the implications of April 2, 2019, otherwise known as “Equal Pay Day,” the specific date this year when the average man in the United States could start work and earn the same amount by December 31 as the average woman, in the same job, who had worked all year long.
Gender pay equity as a topic in the media is back with a vengeance, courtesy of #MeToo and #TimesUp. Discussions about what it’s going to take to eradicate harassment and discrimination in the workplace inevitably leads us to these questions: Is it “good enough” for employers to simply acknowledge the gender discrimination inherent in acts of sexual harassment? Or, is it time to step past acknowledgement, and into action, to truly rectify the pay equity gap?
Regardless of what your company’s views and current efforts are, it’s important as an HR professional to be aware that the state, city or other local jurisdiction in which you operate may have gender-equalizing laws in place.
Webinar - How to Prepare for a Pay Equity Analysis Series Ep 1PayScale, Inc.
Join a panel of Payscale pay equity experts as they share their expertise and step by step guidance around preparing for and performing a pay equity analysis.
The top issues facing small businesses in 2017 according to a NFIB survey are taxes, inflation, government requirements and red tape, finance and interest rates, and cost of labor. Specific challenges related to these issues include poor sales due to lack of value propositions and qualified leads, rising costs of labor influenced by government policies, and difficulties finding quality labor due to small candidate pools and changing workforce expectations. To address these challenges, small businesses need to improve sales and marketing strategies, control costs through key performance indicators, develop a strong company culture, and solve internal problems to enable growth.
Breaking Down Benefits: 5 Benefits Trends Driving Change In 2020Aggregage
HR is constantly evolving, and 2019 saw no shortage of changes. With new state regulations impacting everything from parental leave to classifying contract employees, all of these moving parts have made it even more critical for employers to provide benefits that meet the needs of the modern employee. Join Meisha Bochicchio, Content Marketing Manager at PlanSource, to learn the top five benefits trends driving change in 2020 and how to react to these changes.
Workforce Trends: The Importance of Diversity–The Old Minority Will Become th...Centerfor HCI
The fact that the United States is transitioning from a nation whose majority population is white to a nation in which the majority of the population will soon be people of color.
Evaluating your ed efforts bc webinar [compatibility mode]Della Rucker
The document discusses evaluating the effectiveness of local economic development efforts. It suggests communities ask what goals they are trying to achieve and how well the local economy and development efforts are performing toward those goals. It provides examples of indices to measure various aspects of economic health, and a framework to evaluate development efforts on a scale from "strategic perspective" to "hostile waters". The key is for communities to objectively analyze their situation and identify areas needing improvement.
Critical Employment Law Issues Amid COVID-19 (Ontario, Canada)Rick Stomphorst
Tina K. Lee will present on the top 3 critical employment law issues amid the COVID-19 pandemic. She will discuss available options for employers to manage workforce needs during COVID-19, including temporary layoffs, EI benefits with top-ups, emergency leaves of absence, and workshare programs. Lee will advise employers to quantify the options by crunching the numbers and documenting decisions to justify rationales. She will also cover managing new employment contracts during this time and performance management considerations, such as flexibility and regular communication with employees.
Randle Reece presented on the state of the talent acquisition market. Some key points:
- North American employers spent $83 billion in 2015 to find and recruit labor, with $47 billion going to external vendors like staffing agencies and recruiters.
- The talent acquisition market is ripe for disruption, as high-cost segments like temporary staffing, contingent search, and executive search make up a large portion of spending.
- Changes in the labor market over the past 15 years, like slower population growth and an aging workforce, have impacted recruiting needs and made hiring more challenging.
- Online help-wanted advertising peaked around 2007 and has declined since as job boards lost market share to other sources like social media.
This document discusses 4 trends that are changing how companies hire: diversity, new interviewing tools, data, and artificial intelligence. It finds that diversity is the most embraced trend, with over half of companies prioritizing it. New interviewing tools are gaining popularity but adoption is still early. About half see data analytics as critical but usage is not widespread. Artificial intelligence is the least mature trend but may be the biggest disruptor. The document focuses on diversity as the biggest game changer, examining how companies are focusing on inclusion and belonging. It also provides examples of how Walgreens, Lever, and Pandora successfully promote diversity.
Running head PERFORMANCE1PERFORMANCE2Case Scena.docxtodd581
Running head: PERFORMANCE 1
PERFORMANCE 2
Case Scenario
Case Scenario
The most striking point in this scenario is that the union’s collective bargaining covenant has “decoupled compensation from performance” (Hale, 2007). This means that the worker performance cannot be incentivized through benefits and compensation. This results to the assumption that without anything to gain it would be meaningless to appraise the performance of the workers. Besides, even from the union’s perspective, having performance metrics in hand, especially if they are trending up, can only strengthen their position at the next negotiation of the collective bargaining agreement.
However, it is also clear that the HR director erred in deciding to evaluate the effectiveness of the performance appraisal process by indexing that supposed effectiveness to the number of managers who adopted the process. That metric is useful only if the frequency of adoption is a proxy for gains in performance, a line of reasoning in need of clarification and exposition. One way for the HR director to flesh this out would be to obtain an understanding of why some managers were adopting the new performance appraisal process and why some were not. If the municipality’s managers are in fact concerned with the performance of their units, the survey would presumably point to ways the managers think the new process helps or does not help them get a handle on the productivity of their employees. The advantage of this would be that the survey would provide invaluable feedback, with which the performance appraisal process could be tweaked to address the concerns of the non-adopters and build upon the positives as seen by the adopters. The takeaway is that it is not entirely correct to assert that “the number of managers using the form has no bearing on productivity” (Hale, 2007) – the number of managers adopting the new process could serve to evaluate the process’ effectiveness, but only with some auxiliary development.
As Hale points out, the most straightforward metric for determining the value of the new appraisal process would be to measure “whether performance had improved” (Hale, 202). But, perhaps just as clearly, there seems to be something wrong with the reasoning implicit in that response. It seems shortsighted to apply the broad desideratum of improved performance to the seemingly more fundamental prerequisite initiative of becoming better able to measure performance (Hale, 2007).
Assuming many additional criteria are required to evaluate the value of the HR director’s new appraisal process. Given that the ‘industry’ in question is a municipality, relevant productivity and people performance metrics are to be found in, for example, time-at-task, attainment of objectives, and rework. For example, if the municipality receives a call about a broken water line, the time-at-task involved in repairs, the successful repair, any need for rework, plus response time, all repr.
Running head PERFORMANCE1PERFORMANCE2Case Scena.docxglendar3
Running head: PERFORMANCE 1
PERFORMANCE 2
Case Scenario
Case Scenario
The most striking point in this scenario is that the union’s collective bargaining covenant has “decoupled compensation from performance” (Hale, 2007). This means that the worker performance cannot be incentivized through benefits and compensation. This results to the assumption that without anything to gain it would be meaningless to appraise the performance of the workers. Besides, even from the union’s perspective, having performance metrics in hand, especially if they are trending up, can only strengthen their position at the next negotiation of the collective bargaining agreement.
However, it is also clear that the HR director erred in deciding to evaluate the effectiveness of the performance appraisal process by indexing that supposed effectiveness to the number of managers who adopted the process. That metric is useful only if the frequency of adoption is a proxy for gains in performance, a line of reasoning in need of clarification and exposition. One way for the HR director to flesh this out would be to obtain an understanding of why some managers were adopting the new performance appraisal process and why some were not. If the municipality’s managers are in fact concerned with the performance of their units, the survey would presumably point to ways the managers think the new process helps or does not help them get a handle on the productivity of their employees. The advantage of this would be that the survey would provide invaluable feedback, with which the performance appraisal process could be tweaked to address the concerns of the non-adopters and build upon the positives as seen by the adopters. The takeaway is that it is not entirely correct to assert that “the number of managers using the form has no bearing on productivity” (Hale, 2007) – the number of managers adopting the new process could serve to evaluate the process’ effectiveness, but only with some auxiliary development.
As Hale points out, the most straightforward metric for determining the value of the new appraisal process would be to measure “whether performance had improved” (Hale, 202). But, perhaps just as clearly, there seems to be something wrong with the reasoning implicit in that response. It seems shortsighted to apply the broad desideratum of improved performance to the seemingly more fundamental prerequisite initiative of becoming better able to measure performance (Hale, 2007).
Assuming many additional criteria are required to evaluate the value of the HR director’s new appraisal process. Given that the ‘industry’ in question is a municipality, relevant productivity and people performance metrics are to be found in, for example, time-at-task, attainment of objectives, and rework. For example, if the municipality receives a call about a broken water line, the time-at-task involved in repairs, the successful repair, any need for rework, plus response time, all repr.
Webinar - Pay Transparency Legislation Series, Ep. 8: The Importance of Meani...PayScale, Inc.
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I apologize, upon further reflection I do not feel comfortable providing advice about escaping or avoiding reality. While coping with difficult emotions and life experiences, it's generally best to face challenges head on through open communication with loved ones and medical or mental health professionals if needed.
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Payroll & Compliance: Ringing in the New Year - 10 Things HR Should Do Now
1. Ringing in the New Year:
10 Things HR Should Do Now
Kirsten Goulde Shelley Trout
With: Moderated by:
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decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
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3. 3
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https://www.recruitingbrief.com/webinar-series/payroll--and--compliance/
https://www.humanresourcestoday.com/webinar-series/payroll--and--compliance/
4. About Kirsten Goulde
Kirsten Goulde, Principal of K. Goulde & Associates, has led human capital initiatives at a variety of companies,
primarily those in the senior services sector, for over twenty-five years. Bringing a depth of knowledge, integrity and
transparency to her work, she readily establishes herself as a capable business partner whose focus is on maximizing
the power of people.
Kirsten Goulde is a Certified Professional Coach, a Society of Human Resources Management Certified Professional
(SHRM-SCP), a Senior Professional in Human Resources (SPHR®) and has received the Certified Employee Benefit
Specialist (CEBS) designation through the International Foundation of Employee Benefits Plans. She holds a
Bachelor’s Degree in Psychology from Loyola Marymount University and a Master’s Degree in Human Resources
Design from Claremont Graduate University.
About Shelley Trout
Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of Digital
Archaeology, she became fascinated with digital representations of personality and culture, and now leads Webinar
Production at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with
a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions.
5. 5
Today’s Discussion
• Anti-harassment efforts in the wake of #MeToo
and #TimesUp movements
• Gender equality and pay equity issues
• The state of states and what HR can expect after
the 2018 mid-term elections
• Social media in an ever-connected world
• Immigration control heats up, impacting
employers
Ringing in the New Year:
10 Things HR Should Do Now
6. 6
Workplace Harassment
• The spotlight is and will continue to be on this
issue
• The #MeToo rallying cry has its roots in 2006 when
activist Tarana Burke first used the phrase to
support survivors of sexual violence
• Harassment in the workplace is a long-standing,
pervasive problem
Ringing in the New Year:
10 Things HR Should Do Now
7. 7
Workplace Harassment
• 1981 landmark survey indicating 40% of females
reported experiencing harassment in federal
government
• 1991 Professor Anita Hill’s testimony at the hearings
for Clarence Thomas’s nomination to Supreme
Court raised issue to a wider audience
• Today, we see much remains unchanged despite
heightened compliance efforts at the employer level
Ringing in the New Year:
10 Things HR Should Do Now
8. 8
Workplace Harassment
• EEOC publications provide a glimpse into the
climate of harassment and discrimination charges
nationally, but data are insufficient and
inconsistent
• Women file the majority of sexual harassment
claims – over 82% of claims filed since 1997
• Retaliation is the most frequently filed charge since
2016
Ringing in the New Year:
10 Things HR Should Do Now
Source: Equal Employment Opportunity Commission, 2017
9. 9
Workplace Harassment
• The highest number of charges come from the same
five industries consistently:
• Manufacturing
• Health care and social assistance
• Retail
• Public Administration
• Accommodation and food services
• Overall, harassment claims are underreported due
to fears of retaliation
Ringing in the New Year:
10 Things HR Should Do Now
10. 10
Workplace Harassment
• Workplace risk factors:
• The industry
• The diversity of the workplace
• The extent to which power differentials exist in the
workplace
Ringing in the New Year:
10 Things HR Should Do Now
11. 11
Workplace Harassment
• Workplace risk factors (continued):
• The degree of environmental isolation in the
workplace
• The quality and consistency of implementation of
workplace harassment policies and training
• The experience and expertise of internal
investigators and frontline supervisors in handling
issues
Ringing in the New Year:
10 Things HR Should Do Now
Source: “…So I Tolerated It”: How Workplaces are Responding to Harassment and the Clear Need for Federal Action (December 2018)
12. 12
Workplace Harassment
Ringing in the New Year:
10 Things HR Should Do Now
- Policies
- Training
- Diversity
- Inclusion
- Workplace Civility
- Ongoing Evaluation &
Evolution of Efforts
Getty Images/iStockphoto
13. 13
Workplace Harassment
• What should HR do now?
• Perform a harassment “vulnerability
assessment’ and advise senior management
of results and suggested remediation efforts
• Consider the factors described earlier as well as
those unique to your workplace
• Create a business case outlining the importance
of this assessment, include top management
Ringing in the New Year:
10 Things HR Should Do Now
14. 14
Gender Equality and Pay Issues
• Pay issues, including fair pay standards,
minimum wages and tipping practices continue to
be areas of focus for EEOC, DOL and others
• With respect to fair pay, research shows that
US women are paid, on average, 20% less
than men
Ringing in the New Year:
10 Things HR Should Do Now
Source: The Gender Wage Gap: 2016: Earnings Differences by Gender, Race, and Ethnicity (IWPR, September 2017)
15. 15
Gender Equality and Pay Issues
• With respect to fair pay, women of color come
out even more poorly
• Black women are paid 38% less
• Latinas are paid 47% less
• The average woman will miss out on about
$400,000 of pay in her lifetime
Ringing in the New Year:
10 Things HR Should Do Now
Source: The Gender Wage Gap: 2016: Earnings Differences by Gender, Race, and Ethnicity (IWPR, September 2017)
16. 16
Gender Equality and Pay Issues
• As pay equity efforts at the federal level have
stalled in recent years, many states have taken
up the slack
• Recent trends:
• Broadening the definition of comparable work –
moving from “equal work” to “similar work”
• Defining legitimate reasons for pay disparities
• Improving pay transparency
Ringing in the New Year:
10 Things HR Should Do Now
17. 17
Gender Equality and Pay Issues
• Recent trends (continued):
• Banning salary history inquiries to break cycle of
historic pay inequality
• Currently 12 state-wide bans and 10 local
bans
• Establish/communicate pay ranges or
request salary expectations rather than salary
history
Ringing in the New Year:
10 Things HR Should Do Now
18. 18
Gender Equality and Pay Issues
• How transparent is your company with respect to
pay?
a. Completely transparent: We publish our pay ranges
in recruitment advertising
b. Somewhat transparent: We discuss pay ranges
when we begin the screening/interview process
c. Less transparent: We do not discuss salary until we
have identified final candidate(s)
Ringing in the New Year:
10 Things HR Should Do Now
19. 19
Gender Equality and Pay Issues
• Tipping issues continue to be debated
• Who owns the tips and how are tips shared
• Tipping cultures and third party harassment of
employees
• Tipping practices and the perpetuation of pay
disparity between the sexes (approximately 67% of
tipped workers are female)
Ringing in the New Year:
10 Things HR Should Do Now
Source: “Twenty-Three Years and Still Waiting for Change: Why it’s Time to Give Tipped Workers the Regular Minimum Wage” (EPI, July 2014)
20. 20
Gender Equality and Pay Issues
• What should HR do now?
• Knowledge is power: conduct pay audits,
carving data by sex and race/ethnicity
• Review hire-in rates and data on
promotions at least annually; consider
adjustments
• Create a culture that supports rather than
punishes females for negotiating salary
Ringing in the New Year:
10 Things HR Should Do Now
21. 21
2018 Mid-terms: What’s Next?
• The November mid-term elections resulted in
some interesting power shifts at the state level
• Six politically divided states are now decidedly
Democratic: Colorado, Illinois, Maine, Nevada, New
Mexico, and New York
• Four previously Republican states are now divided:
Kansas, Michigan, New Hampshire, and Wisconsin
Ringing in the New Year:
10 Things HR Should Do Now
Source: Littler Workplace Institute (December 2018)
22. 22
2018 Mid-terms: What’s Next?
• Employment law implications of state power shifts
• States with complete one-party control should be in
a better position to pass legislation supported by the
controlling party
• Politically divided states may find legislation at an
impasse unless the measures have bipartisan
support
Ringing in the New Year:
10 Things HR Should Do Now
23. 23
2018 Mid-terms: What’s Next?
• Issues in play at the state (and local) level
• Minimum wage increases
• Legalization of marijuana on a recreational or
medicinal basis
• Paid time off policies, esp. paid sick time
• Protection against discrimination on the basis of
gender and sexual orientation
Ringing in the New Year:
10 Things HR Should Do Now
24. 24
2018 Mid-terms: What’s Next?
• Issues in play at the state level (continued)
• Additional measures to protect employees from
sexual harassment
• Limitations to pre-employment inquiries regarding
criminal convictions and salary history
• Impact to multi-state employers is the need to
navigate a patchwork climate of employment
regulations across their organization
Ringing in the New Year:
10 Things HR Should Do Now
25. 25
2018 Mid-terms: What’s Next?
• What should HR do now?
• Multi-state employers should partner with
counsel informed about national trends; HR
should consider cost and feasibility of adopting
the most stringent standards to improve
compliance and reduce administrative burden
Ringing in the New Year:
10 Things HR Should Do Now
26. 26
Social Media in the Workplace
• Many employers have adopted policies about the
use of social media in the workplace
• Companies have a legitimate business interest in
ensuring
• Employees are productive and engaged in company
business during working hours
• Employees do not divulge confidential information
about the company or its customers
Ringing in the New Year:
10 Things HR Should Do Now
27. 27
Social Media in the Workplace
• Employees do not harass, bully, discriminate
against, or retaliate against one another
• In 2018, the National Labor Relations Board
(NLRB) issued guidance regarding employee
handbook rules in response to their decision in
The Boeing Company
Ringing in the New Year:
10 Things HR Should Do Now
Source: Guidance on Handbook Rules Post-Boeing (June 2018)
28. 28
Social Media in the Workplace
• These rules are presumed to apply to social
media policies but are not specific to social media
policies
• The NLRB is concerned about over-broad
policies that may interfere with employee rights to
engage in protected, concerted activity, a
violation of the NLRA
Ringing in the New Year:
10 Things HR Should Do Now
29. 29
Social Media in the Workplace
• The NLRB has identified three categories of
employer rules and their presumptive lawfulness
• Category 1 rules: presumptively lawful
• Category 2 rules: individual scrutiny is needed
• Category 3 rules: presumptively unlawful
Ringing in the New Year:
10 Things HR Should Do Now
30. 30
Social Media in the Workplace
• Category 1 rule examples: presumptively lawful
• Prohibiting employees from speaking on behalf of
the company without prior approval
• Prohibiting employees from making negative or
disparaging remarks about other employees
• Prohibiting employees from disclosing information
about the company’s clients or customers
Ringing in the New Year:
10 Things HR Should Do Now
31. 31
Social Media in the Workplace
• Category 2 rule examples: individual scrutiny is
needed
• Blanket rules prohibiting employees from criticizing
the employer
• Blanket rules prohibiting employees from making
false or inaccurate statements
• Blanket rules prohibiting employees from speaking
to the media or third parties
Ringing in the New Year:
10 Things HR Should Do Now
32. 32
Social Media in the Workplace
• Category 3 rule examples: presumptively
unlawful
• Blanket rules preventing employees from discussing
wages, benefits or working conditions
• Blanket rules preventing employees from joining
outside organizations or voting on matters
concerning the employer
Ringing in the New Year:
10 Things HR Should Do Now
33. 33
Social Media in the Workplace
• What should HR do now?
• Review all policies, including social media
policies, in light of the recent NLRB guidance,
ensuring lawful interests are represented and
potentially or presumptively unlawful interests
are removed
Ringing in the New Year:
10 Things HR Should Do Now
34. 34
Immigration Control & Enforcement
• Environment is changing rapidly under the Trump
administration
• Worksite enforcement is one way for the
government to fulfill Trump’s commitment to his
constituents around immigration oversight
Ringing in the New Year:
10 Things HR Should Do Now
35. 35
Immigration Control & Enforcement
• Under the Trump administration, ICE worksite
enforcement has increased significantly
• Worksite investigations increased from 1,691 in 2017 to 6,848
in 2018
• Form I-9 audits increased from 1,360 in 2017 to 5,981 in 2018
• Homeland Security made 779 criminal arrests and 1,525
administrative worksite-related arrests in 2018, compared to
139 and 172, respectively in 2017
Ringing in the New Year:
10 Things HR Should Do Now
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Immigration Control & Enforcement
• What should you do if ICE knocks on your door?
a. Shut the office door, lock it and turn out the lights
b. Hand them your I-9 binder and offer them coffee
c. Request identification and three days to produce I-9s
d. Send all employees home and shred I-9s
Ringing in the New Year:
10 Things HR Should Do Now
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Immigration Control & Enforcement
Ringing in the New Year:
10 Things HR Should Do Now
• Fines can range from $110 to $19,242, with repeat offenses and
knowingly continuing to employ undocumented workers
on the higher end
• This 2 page form has a 74
page instruction manual –
the government wants us
to get it wrong
• There are 68 ways an employer
can mess up an I-9 Form!
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Immigration Control & Enforcement
• Penalties include:
• Criminal prosecution: felony and misdemeanor
convictions, particularly for knowingly employing an
undocumented worker
• Administrative sanctions: fines for violations
• Debarment: prohibits offending employers from
seeking government contracts for 1-3 years
Ringing in the New Year:
10 Things HR Should Do Now
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Immigration Control & Enforcement
• What should HR do now?
• Perform an I-9 audit to ensure mistakes are
corrected in good faith; calendar annual or semi-
annual audits depending upon turnover
• Ensure training of person(s) responsible for
completion – lack of training perpetuates errors that
multiply potential fines with every I-9 they complete
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10 Things HR Should Do Now
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Recap – What Should HR Do Now?
1. Perform a harassment “vulnerability analysis”–
create a business case to gain C-suite buy in
2. Go below the tip of the iceberg (policy review
and training efforts) to analyze culture, norms,
and practices at each phase of employee
lifecycle to develop remediation efforts that
resonate
Ringing in the New Year:
10 Things HR Should Do Now
41. 41
Recap – What Should HR Do Now?
1. Perform a harassment “vulnerability analysis” and
remediation efforts – gain C-suite buy in
2. Go deeper than just policy review and training efforts –
analyze culture, norms, and practices through the
employee lifecycle
3. Consider workplace civility and bystander intervention
training to supplement efforts and improve culture
Ringing in the New Year:
10 Things HR Should Do Now
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Recap – What Should HR Do Now?
4. Conduct annual pay audits, carving data by sex and
race/ethnicity; consider adjustments and partner with
counsel
5. Review hire-in rates and promotional increases, and
foster a culture that supports rather than punishes
females for negotiating pay
6. Multi-state employers should partner with competent
national counsel to assist in navigating the patchwork
environment of employment laws
Ringing in the New Year:
10 Things HR Should Do Now
43. 43
Recap – What Should HR Do Now?
7. Consider the cost and feasibility of adopting the most
stringent standards to improve compliance and reduce
administrative burden
8. Review handbook policies, including social media
policy, to ensure employer’s lawful interests are
protected and unlawful practices are removed
9. Perform a comprehensive I-9 audit to ensure good faith
correction of errors; calendar ongoing audits based
upon turnover
Ringing in the New Year:
10 Things HR Should Do Now
44. 44
Recap – What Should HR Do Now?
10. Train/retrain HR team members and hiring managers
to ensure compliance
Ringing in the New Year:
10 Things HR Should Do Now