Employers Association of the NorthEast is proud to announce that our professional team has continued to grow. With the numerous employment law changes and the tight labor market that companies are navigating, EANE is proud to have grown our already formidable bench strength with recent additions to our team! We’re proud of our tradition of …
Close your eyes and imagine your top performer. Envision them busy at work, accomplishing their job like an All-Star. Feel the energy of their diligence, enthusiasm and dedication to getting the job done with quality results. Hear their voice eagerly sharing brilliant ideas and feel the whirl of activity around them. Bask in the glow …
Attracting and retaining top talent is a key focus for every organization today and it’s also the greatest challenge for most of our member organizations. In this incredibly tight labor market, you need a resource that can help you benchmark your salary data against other companies in the region that are similar in size and …
It’s nearly 2020, and the days of accepting poor behaviors from leaders that produce results are gone! Most organizations are fighting to keep top-producing employees and managers happy so that they don’t get stolen by the competition. Producing quality goods and services while watching expenses is still critical to the success of businesses, but providing …
Many employers include reasonable suspicion drug testing as a component of their drug-free workplace policy. When done properly, it is a reliable testing method that can help deter and detect drug and alcohol use and impairment in the workplace. When done improperly, it can open your organization up to operational nightmares and legal risk. Employers …
Just like most headaches, the HR headache that is the EEO-1 Component 2 reporting obligation will be going away as the Equal Employment Opportunity Commission (EEOC) announced that it would not renew its request for authorization from the Office of Management and Budget to collect EEO-1 Component 2 pay data after the current authorization expires. …
In todays’ world we can no longer ‘boss’ people around; HR professionals should be empathetic, respectful, polite, and professional at all times. That being said, someone still needs to be the boss and keep the ship sailing in the proper direction. The problem lies in what is known as the ‘Poof promotion program’. Someone gets promoted or leaves, and a company needs a manager so they look around at the employees in the department. The best worker, or the one who is consistent and comes to work all the time is the one promoted with a parting volley of “Good luck, call me if you have any questions!”
By: Ben Eubanks, Principal Analyst at Lighthouse Research & Advisory Ben is the keynote speaker for EANE’s 2019 Employment Law & HR Practices Conference on November 7th. Click here to learn about Ben’s keynote presentation and the other sessions on the agenda for this conference. When I was writing my book, Artificial Intelligence for HR, I …
Call it a case of an employee not having it both ways. Specifically, an employee could not, on the one hand, seek Social Security Disability Income (SSDI) benefits; claiming she was totally disabled and later file a disability discrimination case against her employer for failing to reasonably accommodate her.
The impact conflict has when it escalates into personality clashes or warring egos can be huge. According to a study commissioned by CPP Inc., publishers of the Myers-Briggs Assessment and the Thomas-Kilmann Conflict Mode Instrument, the U.S. spends more than $359 billion in paid hours (the equivalent of 385 million working days) wasted each year because of workplace conflict.