In the spirit of romance on this Valentine’s Day, now might be a good time for your organization to take a good hard look at your policy on “workplace romance”. Do you have a policy in place? How does it define the limits to relationships between employees? Has this issue come up recently among your employees? Should you consider implementing one?
Pricing new and highly specialized jobs, salary discrepancies between sources, and making pay adjustments based on mixed rates of salary growth are three common compensation problems many companies are facing. Here’s how to resolve them.
Finding the best people – the most highly skilled and top performing talent – is usually a challenge for employers, but over the years, in researching how employers land great talent in our NorthCoast 99 program and various survey reports, we’ve learned some “tried and true” ways that they attract the best people.
In a PricewaterhouseCoopers study of 1,106 individual executives across 43 countries, researchers found ample evidence to suggest that the effectiveness of executive pay hinges not only on a total dollar amount, but also on several key intangibles. Despite much focus on variable pay as a key element of executive total rewards packages, the PwC study reports that as a performance driver, variable pay is only a part of the story.
In an economy where compensation is increasingly driven by “pay-for-performance” strategies, executive pay is no different. According to the 2012 EAA National Executive Compensation Survey, base salary accounts for approximately 75% of the total compensation package in Northeast Ohio. In theory, by focusing on variable pay, such as bonuses and other short term incentives, organizations are able to more closely tie executive pay to performance. However, a new international report by PricewaterhouseCoopers suggests that for many of the executives surveyed, certain types of variable pay, namely those associated with high levels of uncertainty, may not be an ideal driver of performance.
There are many reasons why supervisors can be ineffective, including those that are directly under the control of your organization. Here are 4 of those reasons.
With the start of a new year often comes many health related resolutions and a chance for employees and employers alike to take a fresh look at their wellness both in and out of the workplace. Perhaps most common among these resolutions are those related to weight-loss and exercise, particularly in a workplace more and more focused on relatively sedentary “desk-jobs”. Conventional wisdom would suggest that when it comes to weight management, it is these employees that would struggle most to maintain a healthy, active lifestyle. However, a recent article published in the Plain Dealer, reports that employers may actually need to be more concerned about the wellness of a very different group of employees.
With flu season in our midst, many employers face challenges in managing sickness in the workplace. These challenges can include managing absenteeism, reducing or managing the prevalence of sickness in the workplace, supporting employees who must care for sick children, and in more rare cases, dealing with longer-term medical issues. Here is a Q&A guide on some of your most frequently asked questions related to these topics.
Update (1/10/13): As of January 10, 2013 over 400 applications have been submitted for the Ohio Incumbent Workforce Training Voucher Program. According to the Ohio Development Services Agency (formerly Ohio Department of Development), many more companies have begun applications. The Ohio Development Services Agency is still encouraging companies to apply for funding.
A recent article from Forbes.com, cited Software Developers, Accountants & Auditors, and Market Research Analysts as the three job categories with the “best” outlook for 2013. According to the report, these jobs have seen job growth rates since 2010 of 7%, 3%, and 10% respectively. In terms of the total number of positions that’s just under 140,000 individual jobs created among those top three categories, with half falling exclusively under the Software Developer category (including both systems and applications developers).
Due Date Compliance Requirement January 1, 2013 New tax provisions in fiscal cliff deal take effect January 1, 2013 Ohio Minimum Wage change takes effect January 1, 2013 Social Security and Medicare changes take effect January 1, 2013 New Fair Credit Reporting Act forms for background checks take effect January 1, 2013 New Medicare tax … Read more
