With inflation and rising interest grabbing the headlines, layoffs have already begun in certain sectors of the economy and have flown relatively under the radar until recently.
U.S. employers’ most common complaint across almost all business sectors is an inability to find workers. The lack of workers presents a problem to more than just employers.
Employers are currently experiencing an unprecedented set of headwinds, but there has been a slight glimmer of hope recently for employers trying to manage employee turnover.
The Fair Labor Standards Act requires employers to pay employees a minimum wage for all hours worked and a time-and-a-half overtime rate for all hours worked over 40 in a work week. However, it provides certain exemptions.
For much of the last decade, a legal and regulatory storm at the state and federal level has surrounded classification of workers as “independent contractors” or “employees.” The dramatic growth of the gig economy has contributed to the upheaval.
Supervisors occupy a far more demanding and consequential position in today’s workplace, however far too few employers take the effort prepare their supervisors for one of their most critical roles — comprehending the significance of information an employee communicates relating to the ADA or FMLA.
Absenteeism has significant and costly effects on a business, but the conversation with employees should not take on an accusatory tone, since most absences are for legitimate reasons.
While sexual harassment and gender equity issues often garner more attention, how to accommodate a pregnant employee who may have work limitations continues to vex employers.
