Employers' HR Newsletter
A publication of driven HR – A USA Payroll Company
Editor, Kelly LoVullo Smith (click here for a PDF copy of the newsletter)
Welcome to the first issue of the Employers' HR Newsletter!
With changes in the worlds of human resources and regulatory compliance moving at light speed, it's important to stay as current as possible. Each month the driven HR team will share important articles and information you need to have as an employer. The only thing we ask in return is that you share your thoughts and feedback.
We hope you enjoy our first issue, and look forward to reading Employers' HR Newsletter each month.
Frank & Kelly-
How combining LEGOs, a cute yoga instructor, and nude cooking gave me a headache
by Frank A. Cania, president, driven HR - A USA Payroll Company
(Originally published in The Daily Record newspaper)
Like many of my fellow well-seasoned peers in the human resource profession, I’ve learned not only to never say, “now I’ve seen it all,” I won’t even think it. Many of us have resigned ourselves to simply thinking – often out loud – “you can’t fix stupid.” To allow for a little variety in my thoughts and grumblings on the topic of human behavior, I’ve added the simple yet effective, “SERIOUSLY?” The futuristic, “in which parallel universe would that ever be acceptable?” And, the good old fashioned, “I’m glad I wasn’t around when their mother found out they did that!”
My wife claims that I’ve been muttering my favorite new phrases a lot recently, and she’s probably right. Here are a few of the reasons why: (CLICK HERE TO READ THIS ARTICLE)
New York Paid Family Leave is effective January 1, 2018...Are you ready?
New York’s Paid Family Leave Law, or PFL, is designed to provide partial wage replacement for employees who take time away from work for qualifying family-related reasons, such as bonding with a newborn or newly-placed child, caring for a close relative with a serious health condition, or helping with family responsibilities when a family member is called to active military service. Private-sector employers with one (1) or more employees are required to provide PFL benefits. Public-sector employers, such as municipalities, may opt-in to the program. Funded entirely through employee payroll deductions, with no employer contributions or funding currently required, PFL will be administered through disability insurance carriers and the state's disability insurance program.
For more information, including a list of frequently asked questions, and links to state forms and resources, CLICK HERE, or go to www.drivenhr.com/ny-state-paid-family-leave/
New York State minimum hourly wage set to increase on 12/31/2017
The minimum hourly wage rates are scheduled to increase each year on 12/31 until they reach $15.00/hr ($12.50/hr outside NYC, Long Island, and Westchester County). Employers are required to post a Minimum Wage Information poster in their establishment. Starting in 2021, the annual increases will be published by the Commissioner of Labor on or before October 1.
For more information, CLICK HERE, or go to www.ny.gov/new-york-states-minimum-wage/new-york-states-minimum-wage
Flu Season: Protect your employees and your business
Although almost half of the U.S. population gets a flu vaccine annually, the impact of influenza remains high. Tens of thousands of people are hospitalized, and thousands die from flu-related illnesses each year in the United States. Responsible for almost 17 million lost workdays, flu-related costs amount to more than $87 billion annually.
The Centers for Disease Control and Prevention (CDC) recommends annual flu vaccination as the first and best way to prevent flu. Employers can play a key role in protecting employees’ health and safety while increasing productivity, reducing absenteeism, lowering health care costs and limiting other negative impacts of the flu.
As one of the world’s foremost influenza experts, CDC provides guidelines and recommendations to help businesses, health care providers, and people prevent and control the flu, including tools to make it easy for employers to promote annual flu vaccinations in the workplace. For more information, CLICK HERE, or go to www.cdc.gov/flu/index.htm
driven HR Quick Facts
Here are a few things to think about:
- A recent study showed that nearly 36% of hourly workers rated work flexibility as their most important perk, but only approximately 50% of employers currently or plan to offer job flexibility to some or all of their hourly employees.
- The same study showed that 27% of job candidates rated the opportunity to earn a performance-based bonus as their most important perk, with 45% of employees willing to change jobs if a bonus structure was offered as part of their compensation plan.
- Nearly 13% of workers rated paid time off as their most important perk. Need we say more?
- Many employees thrive on recognition and feedback, and it doesn't have to cost big bucks. Send an email on Friday afternoon highlighting the team’s accomplishments for the week, or give employees a verbal "pat on the back" at the end of an especially tough project or week, or implement an employee recognition program to encourage peer-to-peer recognition. You'll be surprised how much employee recognition improves the work environment and boosts morale.
- With the increase in employees working remotely - 37% of employees now perform at least part of their work away from the office - it's important to ensure they remain engaged with their peers and the company. Managers and team members should communicate regularly with remote employees, establishing open lines of communication, and checking in regularly. This will help ensure remote employees stay focused and engaged, and continue to feel like part of the company.
driven HR – A USA Payroll Company 1173 Pittsford Victor Rd., Ste. 210 Pittsford, NY 14537
Check out our blog, Employers’ HR Advisor, at: www.employershradvisor.com
Disclaimer: This disclaimer governs the use of Employers’ HR Newsletter, which contains information about business and human resource topics. The information contained in this newsletter is for educational/informational purposes only; it is not, and must not be treated as, legal or other professional advice, or relied on as an alternative to legal or other professional advice from competent legal counsel, or an appropriately trained or licensed professional. To the maximum extent permitted by applicable law, we exclude all representations, warranties, undertakings and guarantees relating to the newsletter, and do not represent, warrant, undertake or guarantee that the information in the newsletter is correct, accurate, complete or non-misleading; and that the use of guidance in the newsletter will lead to any particular outcome or result.