Forbes Human Resources Council
POST WRITTEN BY: Expert Panel, Forbes Human Resources Council
Several years ago, organizations clamored to fill their offices with ping pong tables, bean bag chairs and a pantry full of snacks, because that's what they believed millennial employees valued most. While those types of perks may be viewed as fun, they're not necessarily the things that will get a team member to stick around for the long haul.
So what do your employees really want to get when they come to work for you? We asked a panel of Forbes Human Resources Council members to weigh in. From flexible work options to a simple sense of belonging, here's what they had to say.
Changes to the Law on Leave for Veterans
By Michael C. Birch of HRW October 24, 2018
On August 28, 2018, Massachusetts Governor Charlie Baker signed into law An Act Relative to Veterans Benefits, Rights, Appreciation, Validation and Enforcement (the “BRAVE Act”). The BRAVE Act goes into effect on November 7, 2018. Among other things, the law changes the requirements for employers to grant leave to veterans on Veterans Day and Memorial Day.
THE OLD LAW
The old law, which only went into effect in 2016, required employers to grant veterans time off on Veterans Day and Memorial Day to participate in an exercise, parade, or service in their community. The law also required employers with 50 or more employees to pay veterans for leave taken on Veterans Day.
The Family and Medical Leave Act protects workers' jobs under four sets of circumstances, but employers and employees must earn eligibility before the law can cover them.
In August 2017, an Act Further Regulating Employer Contributions to Health Care was signed into law, temporarily changing the existing employer medical assistance contribution and creating a temporary supplemental contribution, among other things. The final regulations implementing the law were just released by the Massachusetts Department of Unemployment Assistance (DUA), and could financially impact your organization.
Learn about important changes to the EMAC law. These changes will go into effect beginning January 1, 2018.
You have received an EMAC Supplement Liability Determination, what happens now? Mass.gov has provided the below materials on how you can begin the appeal process.
The Commonwealth of Massachusetts Executive Office of Labor and Workforce Development Department of Unemployment Assistance has provided a list of frequently asked questions to help explain the new EMAC Supplement. Feel free to download the attachment below to read more, or view it at www.mass.gov.
Give ‘Em a Break: Employees Want Their Lunch Break Back
Even though employees value lunch breaks, many don’t take them. What can employers do to address this and make sure their workforce is energized in the afternoon?
Date Standard Minimum Wage Tipped Minimum Wage
January 1, 2019 $12.00 $4.35
January 1, 2020 $12.75 $4.95
January 1. 2021 $13.50 $5.55
January 1, 2022 $14.25 $6.15
January 1, 2023 $15.00 $6.75
How reliant are you on technology? The answer is probably “very” regardless of your age, but if you’re a millennial, you’re likely even more dependent. Millennials don’t know a world without the Internet, and it’s second nature for them. We use technology to order our food, buy pretty much everything, and even find romantic partners.
If you have a successful business, you’ll likely have great reviews from customers in person and online. But how is your company’s reputation affected when you receive a bad review?
Massachusetts Legislature reaches 'grand bargain' on $15 minimum wage, sales tax holiday, paid leavePosted by Human Resources Department
The Legislature has reached an agreement on a deal to raise the minimum wage to $15, institute paid family and medical leave and create a permanent sales tax holiday, in an attempt to keep multiple proposed ballot questions off the November 2018 ballot.
The May employment report was less notable for the size of any particular upside surprise than the consistency of its upside surprises and the good news throughout. The rise in employment across the establishment and household surveys was on roughly the same scale, wage growth ticked back up, and the 3-month average in payroll growth returned to about 180k – comfortably within its range since late 2016. Intriguingly, the progress on several areas of labor market slack suggested that the U.S. labor market is not at full employment after all.