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Providing People Solutions |
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Providing People Solutions |
With the tightest labor market in the past fifty (50) years, companies across the United States are shifting their focus to retaining talent within their workforce. According to a study by the Work Institute, based upon statistics from the U.S. Bureau of Labor Statistics, an estimated forty-one (41) million people voluntarily quit their jobs in 2018. That number is expected to continue to climb. By 2020, the Work Institute expects this figure to reach forty-seven (47) million.
David Brooks, author of the New York Times Best-Seller, “The Social Animal,” believes students learn from people they love. Studies by cognitive scientists show that emotion is essential to reason. Brooks recalls a time when he was teaching at Yale and had to cancel office hours due to personal issues. Revealing that one unspecific, yet personal, detail humanized him to his class and changed both the relationship and the tone between students and professor for the rest of the term.
The first quarter of 2019 has brought several potential changes in both proposed regulations and legislation that may impact your organization. Below are the current HR Hot Topics to be keep in mind:
It’s barely Spring and yet here we are already looking into Summer. This is perhaps not by choice but because Summer Interns are actively seeking potential employers for internships. If your organization has intentions of employing Summer Interns, it’s time to proactively prepare.
Summer Interns can bring many different benefits to an organization. Some of those benefits may come through the Summer Intern’s unique perspectives and skill sets. Other benefits consist of easier recruitment for the employer in terms of future employment opportunities. Forbes recently reported on permanent placements of Summer Interns following internship programs: “In 2018, the offer rate for interns was 59%, the acceptance rate was 77.3% and the conversion rate was 45.6%, according to the National Association of Colleges and Employers (NACE).” (Fallstrom, 2019).
The Department of Labor (DOL) announced on Thursday, March 7, 2019, the long-anticipated proposal to the salary-level threshold changes for white collar exemptions (overtime pay regulation).
As many of you may recall, in May of 2016, the DOL released the Final Rule on the overtime pay regulation with an increase from $23,660 to $47,476 for full-time exempt employees; however, this was blocked in November of 2016 by a U.S. District Court Judge, Amos Mazzant. The DOL did appeal the District Court’s decision, but a permanent injunction was issued in August of 2017. Employers have been holding their breath, expecting a new proposal to be released with the Trump Administration.
We appreciate your business, and we wish you nothing but the best for Christmas and the New Year holidays.
2024 will be an epic year and we can’t wait to work with you to continue the magic.
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"We rely on the SOS II results to give us insight into an applicant's work ethic and integrity. Overall, we have found the results to be reliable and important in getting a complete understanding of the applicant's past behavior to then predict if they will be a good fit for our position opening. This assessment is also easy to administer and user friendly for the applicant."
